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Honeycomb Consulting Skills Accelerator Webinar.ppsx
- 1. Consulting Skills Accelerator Profit growth from high performing teams Welcome to today’s webinar! 1
- 2. You’ll learn how (and why) to help your team develop their skills faster Tried-and-tested approach you can implement Welcome to today’s webinar! Consulting Skills Accelerator Profit growth from high performing teams 2
- 3. You’ll learn how (and why) to help your team develop their skills faster Tried-and-tested approach you can implement Interactive session – ask questions, help me tailor it to you Get the guidance YOU need Welcome to today’s webinar! Consulting Skills Accelerator Profit growth from high performing teams 3
- 4. Interactive session – ask questions, help me tailor it to you Get the guidance YOU need Welcome to today’s webinar! You’ll learn how (and why) to help your team develop their skills faster Tried-and-tested approach you can implement Consulting Skills Accelerator Profit growth from high performing teams Introduce yourself in Chat as we get started We’re here to help each other 4
- 7. Feedback Measurement Projects Coaching Training Vision Strategy Capabilities Team Make a Plan 3 – 5 year decisions
- 8. Feedback Measurement Projects Coaching Training Vision Strategy Capabilities Team Make a Plan Start to Execute 3 – 5 year decisions Day-to-day decisions
- 9. Feedback Measurement Projects Coaching Training Vision Strategy Capabilities Team Make a Plan Start to Execute Learn, Iterate & Improve 3 – 5 year decisions Day-to-day decisions Regular cadence
- 10. Accelerating skill development can enable today’s Consultant to contribute £500k+ more profit over 5 years 1 - 2 years C Typical £80 - 90k margin C C Sen C Typical £270 - 300k margin Sen C Manager Sen C C C C C Typical £650 - 700k margin 1 - 2 years Reducing “time-to-promote” by just 6 months can increase total margin that person contributes by half a million pounds over a 5-year period @ 2-year promotions = £1.5m over 5 years @ 1.5-year promotions = £2.0m over 5 years 10
- 11. How fast could your team be ready for the next level? 11 22 23 15 16 12 12 0 5 10 15 20 25 Firm 1 (40 people) Firm 2 (90 people) Firm 3 (45 people) Average months to promotion (before / after implementing Consulting Skills Accelerator) Before CSA After CSA 6 months faster 11 months faster 3 months faster
- 12. Feedback Measurement Projects Coaching Training Vision Strategy Capabilities Team Make a Plan 3 – 5 year decisions
- 13. Feedback Measurement Projects Coaching Training Vision Strategy Capabilities Team Stage 1: Make a Plan Vision • Reason your firm exists: Big Hairy Audacious Goal Strategy • Your best guess of how to achieve your Vision • Where to Play & How to Win decisions Capabilities • What your team needs to be able to do Skills that win you clients Skills to deliver win-win projects Skills to run your business
- 14. What do my team need to be brilliant at? Capabilities 14 Least important Most important Most important Underpins your differentiation (“Give our clients compelling reasons to choose us”) Underpins your value delivery (“Keep our promises to clients”) Least important Differentiated and core to value delivery
- 15. The Honeycomb Consulting Skills Framework Deliver, Manage, Lead, Grow, Build Trust Build Trust Connect with colleagues & clients Grow Build reputation & grow revenue Lead Set standards & inspire the team Be known for your expertise Create long-term clients Scope win-win projects Win work Create structure Drive the work Find an answer Communicate for action Build the team Improve operations Measure what matters Be a team player Create the culture Make a plan Manage the team Test & iterate Deliver Solve complex problems for clients Manage Run projects and teams to keep your promises 15 Capabilities
- 16. Skills develop from Base to Master Grow Lead Be known for your expertise Create long-term clients Scope win-win projects Win work Create structure Find an answer Drive to action Build the team Improve operations Measure what matters Be a team player Create the culture Manage the team Test & iterate Break through barriers Plan the work Deliver Manage Illustrative Example: Win Work Purpose Our existing clients are a valuable source of potential, but we cannot achieve our goals without winning new clients Base • Supports with drafting sections of proposals • Conducts market research to identify new opportunities • Builds rapport with inbound enquiries and refers on Good • Understands the firm’s Account and Opportunity Management Processes • Attends BD meetings and contributes effectively • Understands some Sales tools & techniques Excellent • Uses CRM in line with agreed best practices • Can confidently articulate/discuss relevant propositions with prospects, tailoring to their specific needs • For identified opportunities, can articulate clients’ decision process and define key buying influencers • Identifies buying influencers personal drivers and ensures these are covered off in proposals • Can use best practice objection handling techniques (price / value / budget, suitability, alternatives) Master • Sets and achieves sales objectives that contribute to overarching Account plan objectives • Rigorously plans and executes a high-quality sales process from lead gen to new engagements • Consistently excellent in using best practice objection handling techniques (price / value / budget, proposal suitability, competitors) • Delivers sales targets for existing and new business Build Trust Base Good Excellent Master 16 Capabilities
- 17. Just launched: Consulting Skills Accelerator Toolkit 17 Get access to: • 100 Consulting Capabilities • 400 detailed Skill Definitions • Dynamic Review Templates • Workplans & workshop agendas • Decision processes • Benefits Estimator • Internal Comms Plan Use code EARLYBIRD to get a £200 discount (only 5 left) https://honeycombps.gumroad.com/l/Consulting-Skills-Accelerator-Toolkit
- 18. Feedback Measurement Vision Strategy Capabilities Projects Coaching Training Team Making it Practical: What’s your best first step? Purpose Outcomes • Know where you’re going and what it will take to get there • Clarity of strategic focus • Detailed competency framework • Each person knows what good looks like for them 18 Make a Plan Start to Execute Learn & Iterate Approach • Senior team workshop(s) • Develop competency framework • Create templates & guidelines • Make sure the team understand
- 19. Feedback Measurement Projects Coaching Training Vision Strategy Capabilities Team Make a Plan Start to Execute 3 – 5 year decisions Day-to-day decisions
- 20. Feedback Measurement Vision Strategy Capabilities Stage 2: Start to Execute Team • Attract & motivate the people you need Projects • On-the-job experiences (delivery & sales) Coaching • Frequent & focused in-the-moment guidance Training • Formal exposure to key skills – learn & practice Projects Coaching Training Team
- 21. build equity value the link back to strategy move faster learn from mistakes drive development Executing on Skills Acceleration: 5 Principles 21 Think long-term Use your competency framework Define decision processes Create a coaching culture Set standards through training
- 22. Skill development happens in 3 ways (70/20/10 model) Training 10% (formal training) Induction Training New Promote Training Trainer-led Sessions Structured Self-directed Learning Coaching 20% (interactions with others) Project Allocations 70% (on-the-job) 12 – 18 months Project 1 Project 2 (3 Phases) Project 3 Project 4 Lunch & Learn sessions Regular coaching sessions throughout each project Performance coach / mentor discussions
- 23. Project Allocations: Factor in Development priorities Project Allocations Decisions Escalate / make trade-offs Engage contractors Assign from existing team Employee capability & availability Employee needs and preferences Skills & Experience Capacity Forecasting Freelancer network Personal constraints (e.g., travel) Target Career Path Sales Pipeline Highly likely projects Confirmed projects Pre-allocations made Employee Needs Talent Supply Forecasting Single ultimate decision maker, but heavy input from the senior team Personal Development Plans
- 24. Creating a coaching culture requires commitment from everyone 24 2. Do 3. Coach 1. Plan • Jointly agree development goals - max 3 at a time • Person tries out new behaviours • Observe the results • In-the-moment coaching discussions • Reflect on attempted behaviours • Discuss lessons learned & new things to try Only works if everyone is committed to having coaching conversations
- 25. Scan the QR code for the recording of our Training Curriculum Design webinar Training curriculum design is a complex set of decisions Who? What? How? When? Roles & Seniority Skills & Behaviours Delivery Types Instructional Strategies Content Formats Trainers Career Calendar Capacity 25 Scan me!
- 26. Vision Strategy Capabilities Projects Coaching Training Team Making it Practical: What’s your best first step? Purpose Outcomes • Know where you’re going and what it will take to get there • Clarity of strategic focus • Detailed competency framework • Each person knows what good looks like for them • Build and develop the team that you need • Drive skills acceleration • Better hiring decisions • Project allocations that deliberately develop • Coaching culture • Focused formal training 26 Make a Plan Start to Execute Feedback Measurement Learn & Iterate Approach • Senior team workshop(s) • Develop competency framework • Create templates & guidelines • Make sure the team understand • Capabilities embedded in hiring processes • Defined project allocations decision process & ownership • Make coaching a priority • Focus training on skills gaps
- 27. Feedback Measurement Projects Coaching Training Vision Strategy Capabilities Team Make a Plan Start to Execute Learn, Iterate & Improve 3 – 5 year decisions Day-to-day decisions Regular cadence
- 28. Vision Strategy Capabilities Stage 3: Learn, Iterate & Improve Feedback • Formal, data-driven, guidance on how individuals are performing • Informs promotion & performance management Measurement • Make decisions based on data • Not just outcomes - leading indicators & ripples • Impact on individuals, peers, firm, and clients Feedback Measurement Projects Coaching Training Team
- 29. Development Priorities PDPs & OKRs Decision Meeting • Senior Team review of everyone in the business • Decisions on promotions, bonus, salaries • Identify any individuals needing extra support or disciplinary / exit process Consolidated Review Bi-annual Appraisal Self-Assessment Project Review 1 Project Review 2 Skill Expectations Update Firm Training Plans • Review PDPs to identify consistent gaps to address • Update training priorities to address key gaps for individuals / groups / the firm Project Review 3 Build a systematic, transparent, feedback process Review after every project, or minimum every 8-12 weeks Transparent decision process every 6-12 months Feedback 29 Feedback Data Templates (reviews, self-assessments, PDPs) built from competency framework
- 30. Know what’s working, and why 30 Measurement
- 31. Know what’s working, and why 31 Measurement Output Metrics 1. Promotion Progression Rate 2. Partner Delivery Time
- 32. Know what’s working, and why 32 Measurement Output Metrics 1. Promotion Progression Rate 2. Partner Delivery Time Leading Indicators 3. Performance Reviews 4. Decision Effectiveness 5. Regretted Churn
- 33. Know what’s working, and why 33 Measurement Output Metrics 1. Promotion Progression Rate 2. Partner Delivery Time 3. Performance Reviews 4. Decision Effectiveness 5. Regretted Churn Leading Indicators Reach & Sentiment 6. Compliance with Plan 7. Team Happiness 8. Impact of Behaviours
- 34. Know what’s working, and why 34 Measurement Output Metrics 1. Promotion Progression Rate 2. Partner Delivery Time 3. Performance Reviews 4. Decision Effectiveness 5. Regretted Churn Leading Indicators 6. Compliance with Plan 7. Team Happiness 8. Impact of Behaviours Reach & Sentiment Measurement Principles 1. Start somewhere – just start 2. Focus on informing decisions 3. Manual at first, then automate 4. Default to transparency 5. Learning, not managing
- 35. Feedback Measurement Vision Strategy Capabilities Projects Coaching Training Team Making it Practical: What’s your best first step? Purpose Outcomes Approach • Know where you’re going and what it will take to get there • Clarity of strategic focus • Detailed competency framework • Each person knows what good looks like for them • Senior team workshop(s) • Develop competency framework • Create templates & guidelines • Make sure the team understand • Build and develop the team that you need • Drive skills acceleration • Better hiring decisions • Project allocations that deliberately develop • Coaching culture • Focused formal training • Capabilities embedded in hiring processes • Defined project allocations decision process & ownership • Make coaching a priority • Focus training on skills gaps • Each person in the team knows how they are doing and what is working for their skill development • Clear, trusted, data when decision makers need it • Consistent & transparent performance & promotion decision processes • Ongoing improvements • Upgrade performance review processes • Monitor impact data (individual, peer, firm, client) • Automate data capture, synthesis & reporting 35 Make a Plan Start to Execute Learn & Iterate
- 36. Feedback Measurement Projects Coaching Training Vision Strategy Capabilities Team Make a Plan Start to Execute Learn, Iterate & Improve 3 – 5 year decisions Day-to-day decisions Regular cadence
- 37. Interested in Consulting Skills Development?! Join us in Slack 37 Feedback survey - We’d love your feedback - It’ll take <5 minutes & you can opt-in to join our Slack Community - Ask questions, get first access to new content, and discuss your challenges with others in the same situation
- 38. Just launched: Consulting Skills Accelerator Toolkit 38 Get access to: • 100 Consulting Capabilities • 400 detailed Skill Definitions • Dynamic Review Templates • Workplans & workshop agendas • Decision processes • Benefits Estimator • Internal Comms Plan Use code EARLYBIRD to get a £200 discount (only 5 left) https://honeycombps.gumroad.com/l/Consulting-Skills-Accelerator-Toolkit
- 39. www.honeycombps.co.uk When you’re ready, here’s 3 ways we can help: 1. No obligation training needs discussion 2. Free Consulting Skills Mastery newsletter: blog.honeycombps.co.uk 3. Future webinars & workshops Deri Hughes deri.hughes@honeycombps.co.uk +44 (0) 7730 748 531