External Team Consultants

External Team Consultants

While this book is aimed primarily at internal organization members attempting to facilitate team excellence, occasionally the use of external team consultants is appropriate. Table 2 outlines the responsibilities of an external team consultant assisting work teams and helping individuals better fulfill their role as leader. Such consultants in an organizational setting should be sure to stop at influencing ”and consciously avoid managing the situation or serving as the proxy leader of the team. Metaphorically speaking, they should be helping team leaders learn how to fish, rather than merely giving them some fish. While fulfilling their responsibilities, they need to find ways to ensure that their knowledge and skills are left behind in the hands of the internal leaders . They may find it difficult to intentionally work their way out of a job, but it is crucial that the teams and leaders they interact with end up being self-reliant.

1. Gather information to help the parties take an honest look at themselves and their situation

   • Conduct discussions, focus groups, confidential interviews, surveys, observations, etc.

   • Feed back a summary of the collective information to those who provided it but protect individuals' confidentiality and anonymity

   • Clarify expectations the parties have of one another and get them to agree on which roles they would like you to play in the change effort

2. Identify and clarify options for what could be done about the situation

   • Get the team and associated leaders to think about goals, options, strategies, etc.

   • Describe approaches other teams have used in similar situations

   • Clarify the steps involved

   • Warn of the pitfalls and potential problems of each option

3. Get responsible team members to make free and informed choices

   • Facilitate a discussion of the options

   • Ensure that the people responsible are making the decisions

4. Help develop a broad commitment to choices made and assist with implementation

   • Establish an action plan

   • Coach the parties on how to communicate the plan

   • Get people involved

   • Provide training and facilitation as needed

5. Gather data to help assess whether the plan is working

   • Conduct more interviews, surveys, etc.

   • Protect the confidentiality pledges

   • Facilitate the planning of adjustments and the institutionalizing of the change effort