From a young age, we’re taught the importance of hard work. If we work hard, we’ll succeed. If we work hard, we’ll be able to achieve our goals. As Thomas Edison said, “There is no substitute for hard work.” Well, turns out that’s not all there is to it. Say you are tasked with digging out sod and creating a 15 foot x 15 foot garden plot. You could spend all day with a shovel, or you could rent a rototiller and get it done in an hour or so.
Organizational effectiveness is far more than the ability of your company to make sales or to turn a profit. Rather, it focuses on the overall effectiveness in these short-term areas, as well as sustainability, concern for the environment, corporate culture, talent management, leadership, innovation, strategy, engagement, and communication.
I can’t overstate the importance of effective managers. Time after time, research shows that managers have a significant impact on their organizations.
Sometimes it’s easier to know what you don’t want in a consultant. Like the ones who say, “Implementation will be a breeze!” or “Don’t say anything else about requirements: I know everything I need to.” In the first case, they’re underestimating the work that needs to go into real, substantive change; in the latter, they’re making some wiggle room in case they mess up (“But you didn’t tell me that!”). But let’s turn to what you should look for in a consultant. The right fit can make a world of difference for your business.
Effective managers matter. According to Leigh Branham, author of The 7 Hidden Reasons Employees Leave, 70 percent of employees leave a job for reasons related to factors that are directly controllable by their managers. Gallup surveys report that work groups that are ineffectively managed are 50 percent less productive and 44 percent less profitable. Managers are a conduit between the executives and the operations-level employees; when they are given the tools to achieve maximum efficiency, the results are profound.