How to apply a consultant mindset to a business?

INSTRUCTIONS

Step1 Organizationl Structure

Take a look at the Organization Chart provided by the company.

Based on your knowledge of hierarchies, would you say that this team has tall structure or flat structure? Explain your answer.

Step 2: Human Resources

The company would like to improve the culture of its team and the quality of its work. Its leadership has provided you with a Process Chart detailing how it currently applies Human Resources best practices.

What step of the Human Resources Cycle is missing? Explain why it is important to include this part of the process.

STEP 3: Leadership Style

You have been asked to help improve the leadership style of the team leader in order to meet the team’s performance goals. The team leader has given you a description of what is most comfortable in terms of leading others.Identify this leader’s style of leadership, and list two benefits and two drawbacks to that style as it relates to the performance of the team

.

Step 4: Real-World Application

Apply the thinking in Steps 1-3 as if you were a Leadership Consultant hired by the company where you work or for a previous employer.Review the organization chart for your company. Based on your knowledge of hierarchies, would you say that your company’s team has a tall structure or flat structure? Explain your answer

How does this affect the way your team works? Explain your answer.

Consider the work conducted by the Human Resources team at your company. What steps of the Human Resources Cycle do they implement well? What steps of the Human Resources Cycle might be missing from your company or are not implemented as well as they could be? What is the effect of this on you and your team? Explain your answer.

Lastly, reflect on the leadership style of either yourself or your supervisor. What leadership style do you have, or what leadership style does your supervisor have? What are the benefits and drawbacks of this style for your team? What might you or your supervisor do to improve leadership? Explain your answer.

Organizational Chart

1. Associate Cashier

2. Food Quality Control

3. Executive Chef Cashier

4. Head of Food Service

5. Assistant Manager

6. Food & Beverage Director

7. Sales Manager

8. Logistics Manager

9. Financial Director

10. Kitchen Manager

11. Restaurant Manager

12. General Manager

13. Junior Accountant

14. Accountant Assistant

15. Chef Food Service

16. Staff Ingredients Buyer

HUMAN RESOURCES:

Hello,

Head of HR here, providing you a bit more insight into our process. I’ve included a flow

chart on the high level process (see below) but also wanted to provide a more detailed

explanation.Our HR cycle begins with our recruiting department. We have campus recruiters who attend career fairs and develop relationships from select universities around the country.

We also do a substantial amount of recruiting through LinkedIn, targeting professionals

further along in their career with the backgrounds we look for. We then conduct phone

screens with qualified candidates, followed by rigorous in-person interviews. We hire

approximately 10% of the candidates we interview in-person.

Once an employee comes on-board, our performance management system begins.

Employees are required to write out goals and objectives after their first 30 days on the job.

They have regular ongoing conversations with their direct managers, as well as with

assigned mentors, regarding their performance. On or near their anniversary date, we

conduct a formal performance review. In the review, we evaluate how the employee

performed relative to the goals they mapped out for themselves, and relative to our

expectations.

Based on the result of the performance review, we make compensation

adjustments and promotion decisions. Finally, when an employee does exit their role, by

transitioning to another role within the company or by terminating their employment, we

conduct formal exit interviews.

1. RECRUIT

2. HIRE

3. MANAGE

4. EXIT

5. EVALUATE

6. COMPENSATION

7. ADJUSTMENT

LEADERSHIP STYLE:

Hi,

I’m writing this email in response to your request for an overview of my leadership style.

First, I think it’s important to tell you how I got to my role as the General Manager. I started

at the bottom and I’ve worked my way up through the ranks by being the top performer in

every role I’ve had. I’ve worked hard to get to where I am today, nothing has been given to

me, and I believe everyone reporting to me should have a similar mindset and work ethic.

I’m looking for people who can keep up with my level of performance; that’s what we need

to achieve our organizational goals. I demand a lot from people. Some might say I’m

difficult to please, but I believe in continually pushing people to achieve results they

previously didn’t think possible. To do that, my employees must move fast and execute on

the directives I give them. If they can’t, then I need to find others who can keep up. That

may sound harsh, but I view maintaining a strong performance-based culture as my

responsibility as a leader.

Please feel free to contact me with any questions.