Most companies hire consultants and then create circumstances which make it difficult for the consultant to deliver. They unwittingly challenge them to show results by giving them a production line which is already performing at its peak or at times is the worst performing line; in both cases the loss is of the company… There are two critical elements in achieving results – have you chosen the right consultant and are you giving him the right tools including people and authorities to bring about the changes.
To bring about a change in any organization or inculcate a culture which is acceptable to its people, it is important that the top management has complete faith in the consultant… He has to be wholeheartedly supported by assigning him the best of the managers in the organization who are not only liked for their people-management skill but also technically competent to command respect of both the top management and the operators to help lead the changes. This way the consultant will be able to bring necessary changes.
Every consultant brings with him the baggage of his earlier experience, but it is not necessary that his experience will be a success in the current setup because the resources – whether technology, its people or the process – are all different. He has to first study the methods, then evaluate the entire system and finally accord priorities to slowly bring about the changes. The changes need to be brought about in all areas including new equipment, technology solutions and work-aids to having a relook at processes… But the most difficult and challenging area for any consultant is to change the people of wrong habits that impair change!
I once read that Tiger Woods had to stop playing for whole one year to work on his new stance. All because he got too used to playing the shot in a certain way and to improve he had to change the habit. It is the habit or the culture of its workforce which is the most difficult part to change in any organization… to first break the habit and then reassemble in a new way.
To bring about a change in any organization or inculcate a culture which is acceptable to its people, it is important that the top management has complete faith in the consultant… He has to be wholeheartedly supported by assigning him the best of the managers in the organization who are not only liked for their people-management skill but also technically competent to command respect of both the top management and the operators to help lead the changes. This way the consultant will be able to bring necessary changes.
Every consultant brings with him the baggage of his earlier experience, but it is not necessary that his experience will be a success in the current setup because the resources – whether technology, its people or the process – are all different. He has to first study the methods, then evaluate the entire system and finally accord priorities to slowly bring about the changes. The changes need to be brought about in all areas including new equipment, technology solutions and work-aids to having a relook at processes… But the most difficult and challenging area for any consultant is to change the people of wrong habits that impair change!
I once read that Tiger Woods had to stop playing for whole one year to work on his new stance. All because he got too used to playing the shot in a certain way and to improve he had to change the habit. It is the habit or the culture of its workforce which is the most difficult part to change in any organization… to first break the habit and then reassemble in a new way.
