𝗠𝗮𝗽𝗽𝗶𝗻𝗴 𝘁𝗵𝗲 𝗣𝗲𝗿𝗳𝗲𝗰𝘁 𝗟𝗲𝗮𝗱𝗲𝗿 𝘁𝗼 𝗬𝗼𝘂𝗿 𝗢𝗿𝗴𝗮𝗻𝗶𝘇𝗮𝘁𝗶𝗼𝗻'𝘀 𝗟𝗶𝗳𝗲

Last time we chatted about why a consultant might be the right move for rebuilding your TA function. Today, let's dig into the types of leadership needed at each stage of an organization’s lifecycle, and how consultants can plug in most effectively.

🐘 𝗧𝗵𝗲 𝗘𝗹𝗲𝗽𝗵𝗮𝗻𝘁 𝗶𝗻 𝘁𝗵𝗲 𝗧𝗔 𝗥𝗼𝗼𝗺

Unless your organizational plans are set in stone (spoiler: they're not), the leader you onboard for Phase 1 should be evolving their role—or stepping into a different one—by Phase 2.

👶 𝗦𝘁𝗮𝗿𝘁-𝗨𝗽 𝗣𝗵𝗮𝘀𝗲: 𝗧𝗵𝗲 𝗩𝗶𝘀𝗶𝗼𝗻𝗮𝗿𝘆

Consulting Arrangement: Ad-Hoc, As-Needed

𝘙𝘰𝘭𝘦𝘴: 𝘊-𝘓𝘦𝘷𝘦𝘭, 𝘍𝘰𝘶𝘯𝘥𝘪𝘯𝘨 𝘛𝘦𝘢𝘮 𝘔𝘦𝘮𝘣𝘦𝘳𝘴

The Visionary sets the pace. Bring in a consultant on an ad-hoc basis to develop your roadmap and build the cornerstone team.

🚀 𝗚𝗿𝗼𝘄𝘁𝗵 𝗣𝗵𝗮𝘀𝗲: 𝗧𝗵𝗲 𝗕𝘂𝗶𝗹𝗱𝗲𝗿

Consulting Arrangement: Fully Engaged, 40-hour Week

𝘙𝘰𝘭𝘦𝘴: 𝘔𝘪𝘥𝘥𝘭𝘦 𝘔𝘢𝘯𝘢𝘨𝘦𝘮𝘦𝘯𝘵, 𝘚𝘱𝘦𝘤𝘪𝘢𝘭𝘪𝘻𝘦𝘥 𝘛𝘢𝘭𝘦𝘯𝘵

The Builder crafts the infrastructure. Engage a consultant full-time to scale your team and operations efficiently.

🌳 𝗠𝗮𝘁𝘂𝗿𝗶𝘁𝘆 𝗣𝗵𝗮𝘀𝗲: 𝗧𝗵𝗲 𝗢𝗽𝗲𝗿𝗮𝘁𝗼𝗿

Consulting Arrangement: Part-Time, Maintenance

𝘙𝘰𝘭𝘦𝘴: 𝘖𝘱𝘦𝘳𝘢𝘵𝘪𝘰𝘯𝘢𝘭 𝘚𝘵𝘢𝘧𝘧, 𝘏𝘙, 𝘚𝘢𝘭𝘦𝘴

The Operator fine-tunes. A part-time consultant can keep things streamlined, filling gaps and smoothing out rough edges.

🍂 𝗗𝗲𝗰𝗹𝗶𝗻𝗲/𝗧𝗿𝗮𝗻𝘀𝗶𝘁𝗶𝗼𝗻 𝗣𝗵𝗮𝘀𝗲: 𝗧𝗵𝗲 𝗧𝗿𝗮𝗻𝘀𝗳𝗼𝗿𝗺𝗲𝗿

Consulting Arrangement: Project-Based

𝘙𝘰𝘭𝘦𝘴: 𝘛𝘶𝘳𝘯𝘢𝘳𝘰𝘶𝘯𝘥 𝘚𝘱𝘦𝘤𝘪𝘢𝘭𝘪𝘴𝘵𝘴, 𝘐𝘯𝘵𝘦𝘳𝘪𝘮 𝘓𝘦𝘢𝘥𝘦𝘳𝘴

The Transformer faces tough decisions. A project-based consultant can guide you through restructures or wind-down activities.

🌟 𝗥𝗲𝘁𝗮𝗶𝗻𝗲𝗱 𝗦𝗲𝗮𝗿𝗰𝗵: 𝗬𝗼𝘂𝗿 𝗔𝗹𝗹-𝗣𝗵𝗮𝘀𝗲𝘀 𝗠𝗩𝗣

Consulting Arrangement: Retained Search

𝘙𝘰𝘭𝘦𝘴: 𝘒𝘦𝘺 𝘚𝘵𝘳𝘢𝘵𝘦𝘨𝘪𝘤 𝘙𝘰𝘭𝘦𝘴, 𝘏𝘢𝘳𝘥-𝘵𝘰-𝘍𝘪𝘭𝘭 𝘗𝘰𝘴𝘪𝘵𝘪𝘰𝘯𝘴

For any phase, a retained search is ideal for those specialized or highly strategic roles that demand the perfect fit.

🔄 𝗔𝗱𝗮𝗽𝘁𝗮𝗯𝗶𝗹𝗶𝘁𝘆 𝗶𝘀 𝗞𝗲𝘆

The beauty of consulting is its flexibility. As your organization evolves, so can your engagement with a consultant.

If any of this resonates, let's connect!