So many today (many who have recently retired) open a small business and refer to themselves as consultants. So much so, that I dislike the term and consider myself a business and leadership coach and teacher in lieu of consultant. There are many so-called consultants who don’t know where to begin their work. The “Benson Method” is mostly original. Although I hired more than a few consultants in my 20 plus years as a senior administrator or president/CEO of four schools and colleges, there are very few techniques and processes that I plagiarized. That said, what follows is my blueprint for consulting and it is out there for imitation or to describe my view of how the work is to be done for prospective customers. I am an open book and am pleased when my work is emulated.
The “Benson Method” begins with three phases that I will summarize here:
Phase I has two parts. Part I is where I will interview the supported company’s senior leadership, all or a portion of the middle managers, and a slice of the implementors (blue collar associates, clerks, warehousemen, etc.) from each department and division. During the interviews, red flags will surface that can create the need for additional interviews. I take copious notes and formulate in my mind the nature and content of the Part II anonymous surveys (yes, I have templates) that will be administered to the same employees who were previously interviewed. In small companies, I have on occasion given the survey to every employee, which adds considerable time to the tabulation and conclusions. The survey will assess the leadership and administrator strengths and challenges, as well as the critical elements of their leadership (e.g., commitment, fairness, integrity, personal example, caring, follow through, and more depending on the results of the interviews. Each critical element is assessed by each respondent on a scale of 1-6 with 6 being the highest grade attainable and 1 indicating a dismal low. I also lead space for each respondent to add comments to embellish the previous grades or add a point not sufficiently covered otherwise. Subsequently, I compute a Mean Score on the assessed element for each leader and middle manager to include the CEO if he/she is agreeable. The scores and comments invariable produce a 360-degree word picture of each leader/manager.
Once tabulated, scores computed, and comments included and organized, conclusions are drawn, and the Report is finalized. Some may ask, “why so much effort and emphasis on interviewing and surveying the workforce. The reason is that “in over 50 years of leading and coaching leaders, invariably failing organizations are characterized by inadequate leadership at one or more levels”.
If Benson Turnarounds is hired/obtained by the CEO, the Final Report goes to the CEO who advises whether the Board is copied on the Report. If our services are obtained by the Board, the Board will decide who sees the Report. I always encourage that each leader who was assessed see his own assessment and related comments for the sake of self-awareness and personal development. In most cases, the CEO allows me to personally meet with the leadership, discuss the reports, and advise/coach as appropriate. My hope is that the Report is not a tool leading to termination of employees but a tool that enables the company to move forward to identify and reinforce its strengths and address its shortfalls. It is the premier coaching tool for me whether it is for the coaching of the CEO, senior staff, or middle managers dependent on the desires of the CEO (or Board in some instances).
Once Phase I (Assessment and subsequent counseling) is compete, Phase II includes the heavy lifting to include the review of the foundation documents , examination of the reporting procedures and the revision or creation of an organizational diagram, the examination of the financials and budget (if there is one?) and commencement of work with the CEO to strengthen the under-performing departments and divisions.
Since Revenue is King in most successful businesses, I will examine and recommend relative to sales and marketing to include cost-effective website upgrades . Additionally, I will create sales competition internally and externally, using current and historical data to significantly create competition as an incentive for a greater company market share.
As previously mentioned, my experience points to leadership issues as the primary causation for under-performing businesses. Thus, I will conduct leadership and management seminars to enhance the leadership skills of the senior leadership and middle managers.
Simultaneously, I will assist the HR department especially as it relates to the discovery and hiring of exceptional people mainly as it relates to advertising, resume review, telephone interviewing of candidates and their references, and the provision of a prioritized list of candidates. I do this primarily for the filling of leadership and managerial positions but have done searches for warehousing and others when detailed review, interviews, and vetting is required by the CEO. Since searching, vetting, and recommending is an additional and often time-consuming task, I normally do this for an additional fee unless previously included in my contract. I do this work at the best price available in the market.
Some of the above, although explained in phases, is done simultaneously. To do the above is easily a year’s work, so I am most likely to request a 12 month contract, but on occasion I have done portions of the above on short-term contracts. Either way, my clients will explain that my assessments, conclusions, recommendations, leadership coaching, sales contributions, financial advice and counsel, and hiring support were invaluable and easily exceeded my fees.
Dr. James H. Benson
Principal
J.H. Benson Turnarounds & Recoveries, LLC
Author, Educator, Businessman, and U.S. Marine
Books:
“So You Want to Be a Leader – Advise and Counsel for Young Leaders”
“Executive Courage – Sometimes You Have to Walk Point”