As one who has been an external consultant in the past, experience would say that internal consultant 's would be able to make a better impact on a company then external consultants. An internal consultant may have limited perceptions and may be a part of the company already. They may add a different approach to how something is done because they have seen it done in the past and have applied the techniques themselves. They are also expected to have an in-depth knowledge on what the company needs to better its position in their industry. They are hired at a lesser rate than outside consultants. Organizations fail to see the value of a strong and competent internal consultant (Hascall & Scott, 2013). External consultants work outside of the
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The authority of competence, or expertise, prompts others to believe a consultant is knowledgeable and to follow his or her recommendations(Hascall &Scott, 2013). Without competence others may sabotage, resist, or ignore orders given by the consultant even in a highly disciplined setting like that of the military. Internal consultants are known to have more competence than that of the external consultants.
How would you overcome the difficulties of internal consulting?
Many Internal Consultants are increasingly suffering a credibility crisis with the executives they serve (Anderson, 2012). Though internal consultants work within the organization they may still have a hard time proving their worth. In a time where knowledge of just about anything is accessible on with click of a button, executive skepticism of consultant’s advice, fueled by their access to the internet and the business environment’s volatility has increased pressures on internal consultants (Anderson, 2012). When this happens, especially at such high levels, most consultants will find it difficult to produce results will implement favorable results. When this happens it not only creates push back from the consultants but also from the workers. Compounded by the effort needed to get support for their ideas when constrained by political resistance and the need to mobilize power for their positions (Anderson, …show more content…
If one were to consultant stratgey to military official 's one would have the mind to create new plans for companies that were different, yet looking for the same type of content. This content could be discipline, leadership, or morale. Skills are transferable if implemented to meet the design of the desired organization.
How would you overcome the difficulties of external consulting?
An external consultant is someone considered not to be an official, ongoing member of the organization and the relationship of the consultant to the organization is determined usually by a project’s contract or Letter of Agreement (Staff, 2013). The difficulties afforded them could be the same as an internal consultant which is ignored orders, sabotage, and resistance. With the added value of the consultant being an outsider of the company they may meet with more difficulties such as incivility form employees and other unprofessional behavior. To overcome these challenges a good consultant will recognize it for what it is. Resistance will happen and one must understand the source and keep it from recurring. This could be handled by accepting that there may be anger over real or perceived loss of power and control, discomfort with doing things differently, resentment over increased
The authority of competence, or expertise, prompts others to believe a consultant is knowledgeable and to follow his or her recommendations(Hascall &Scott, 2013). Without competence others may sabotage, resist, or ignore orders given by the consultant even in a highly disciplined setting like that of the military. Internal consultants are known to have more competence than that of the external consultants.
How would you overcome the difficulties of internal consulting?
Many Internal Consultants are increasingly suffering a credibility crisis with the executives they serve (Anderson, 2012). Though internal consultants work within the organization they may still have a hard time proving their worth. In a time where knowledge of just about anything is accessible on with click of a button, executive skepticism of consultant’s advice, fueled by their access to the internet and the business environment’s volatility has increased pressures on internal consultants (Anderson, 2012). When this happens, especially at such high levels, most consultants will find it difficult to produce results will implement favorable results. When this happens it not only creates push back from the consultants but also from the workers. Compounded by the effort needed to get support for their ideas when constrained by political resistance and the need to mobilize power for their positions (Anderson, …show more content…
If one were to consultant stratgey to military official 's one would have the mind to create new plans for companies that were different, yet looking for the same type of content. This content could be discipline, leadership, or morale. Skills are transferable if implemented to meet the design of the desired organization.
How would you overcome the difficulties of external consulting?
An external consultant is someone considered not to be an official, ongoing member of the organization and the relationship of the consultant to the organization is determined usually by a project’s contract or Letter of Agreement (Staff, 2013). The difficulties afforded them could be the same as an internal consultant which is ignored orders, sabotage, and resistance. With the added value of the consultant being an outsider of the company they may meet with more difficulties such as incivility form employees and other unprofessional behavior. To overcome these challenges a good consultant will recognize it for what it is. Resistance will happen and one must understand the source and keep it from recurring. This could be handled by accepting that there may be anger over real or perceived loss of power and control, discomfort with doing things differently, resentment over increased