Your agency is in a kerfuffle over internal issues and you, as Executive Director, have considered bringing in outside support to work with you to resolve the issues. You’ve read Part I on this subject, “A Consultant or a Coach? Which do you need? And have decided to move forward with the hire. In either case, consultant or coach, the next steps in the process are the very similar.
SET CLEAR EXPECTATIONS
From the initial discussions with potential candidates to the signing of the contract, be upfront about what you want from the relationship. What type of service, what is the budget, timeline? Be aware that the specialist is not a genius who will make the challenge disappear- the specialist can help you plan, assess, train, coach, or facilitate to help you find the answers you need to keep the agency moving forward. The bottom line: Clearly delineated expectations in writing.
SET THE TIMELINE
Be specific about your needs and also listen to the consultant as to their time needs. Most likely they have been doing this work for multiple years and have a solid sense of how long a project will take. Believe them! Set the project timeline and rigorously work to meet it with your tasks and have confidence that the consultant is doing the same.
TO BE MOST EFFECTIVE
Once hired and you are working together, and your schedule is set for when you will meet, weekly, bi-weekly, etc., be prepared to have your weekly assigned work product accomplished so that you are prepared for the next conference call or meeting. Ensure that any projects delegated out to staff are completed in a timely manner.
POSSIBLE DOWNSIDES
There are two potential drawbacks to consider when hiring outside professional help – Feelings of inadequacy on the part of the ED, or not having the budget to bring in a specialist. As the ED or the Board Chair, think more in terms of your strength to have recognized that the agency needs expert change-management support for specific issues and will be more sustainable in the future due to additional assistance in the near term. Bear in mind that many world-famous athletes and professionals have coaches in their everyday life and you might think that they were the last person to need outside help!
The second drawback is if the agency does not have the budget to afford it. If there are budget issues, consider requesting a capacity building grant to cover the costs, approaching a familiar donor who is amenable to special project gifts, or asking board members to make a special donation to make the hire feasible. Lastly build your next year budget with a line item for Professional development and work to create the funds to support the need.
Go back and ensure that you have defined the issues correctly and determine which will suit you best. A one-on-one coach to meet regularly with you over a period of time to mentor you through various agency issues, or a consultant who is given a plan and a time period on what needs to resolved and meets with you to discuss progress and resolution. The decision is yours.
In either case knowing that now is the time to seek outside help is critical to your agency’s success and that with outside assistance you are making a decision to secure the future for your organization.