Characteristics of a great Human Resources consultant

07 January 2015

In a recent article, Angela O’Connor, the CEO of the HR Lounge consultancy and former chief people officer at the National Policing Improvement Agency, revealed eight characteristics that in her view are key for being a great Human Resources (HR) consultant. presents a summary.

Eight characteristics of a great HR consultant:
1. Being an expert HR practitioner may not translate well into being a good HR consultant, those looking for the stability of regular work and income, need not apply.

2. Organisational skills are not a preference - but a must. Juggling skills are required, with no one there to pick up dropped balls - be prepared to travel at short notice and do your best perform at any time.

Human Resources

3. Loving your clients and their work is a must, being fully invested in their success is your success. Working for clients you don’t respect does not work.

4. Bureaucracy is not gone, don’t treat it like it’s something that only affects lumbering giants. Being insured and having tax advice are a must, be ready to run your business competently within the legal guidelines, shortcuts with the tax authorities are dead ends.

5. Be pragmatic, textbooks won’t help you overcome the fact of the real world. Knowing the theory is not enough, the problems facing clients are multi-dimensional asking a variety of skills to create workable solutions that your clients will believe in.

6. Understanding the bottom line is a must to succeed, have the business sense to survive a fickle reality.

Angela Oconner - The HR Lounge

7. You are your profession, hold yourself to the highest ethical standards, be confidential, have integrity and be confident. In a consulting role, you’ll see the essence of your client’s business and their trust is imperative for full disclosure.

8. Being a great networker is a key, through meeting and greeting you’ll come across clients, hear about problems and offer your services as solution. Be sure to collaborate with other consultants.

Angela O’Connor launched the HR Lounge in 2011 - a boutique consultancy that offers a blend of HR services to a range of private and public sector organisations. Prior to that, she served as the Chief People Officer for the National Policing Improvement Agency (NPIA), her remit covering learning, development and leadership, people strategy and Organisation Design for a customer base of 240,000 police officers and staff in 43 independent police forces. Besides her consultancy work, O’Connor is a visiting professor and HRM course patron at London Metropolitan University.


Why leaders must balance technical expertise with soft skills

17 April 2019

Soft skills matter in the workplace just as much as technical expertise, writes Samantha Caine, Managing Director of Business Linked Teams.

For too long technical expertise has been seen as the marker of a strong candidate for development into a sales or leadership position. Sales and leadership candidates are tasked with demonstrating a diverse and wide-ranging set of technical skills, yet their aptitude in these technical skills or ‘hard skills’ cannot signify great leadership potential. This is why a healthy balance of soft skills and technical ability is required. 

So what exactly is the difference between technical skills and soft skills? In engineering, it’s crucial to demonstrate knowledge of physics as well as a strong grasp on mathematical equations. Yet, in any industry, it’s important for leaders to be able to interact with other people effectively with soft skills like communication, empathy and adaptability. 

Business Linked Team’s 2018 study into internal leadership development revealed that 69% of large organisations are prioritising the identification and development of future leaders from within the workforce. As more and more organisations begin to invest in sales or leadership development within their existing workforces, more focus needs to be placed on ensuring the right soft skills are in place. 

With those soft skills in place throughout the workforce, the business will benefit from a wider pool of potential leaders developing under their noses, and it should be the same where sales candidates are concerned. 

It’s not just about easier access to ideal candidates for these positions without the rigmarole of recruiting from outside of the organisation. The leadership development study also found that 89% of HR decision makers say succession planning has become a top priority. Those currently serving in leadership positions can’t lead forever and the same goes for those generating sales for the business.

Why leaders must balance technical expertise with soft skills

From people leaving for new opportunities or retirement, to people simply stepping aside to focus on other areas of the business, successful leaders and salespeople require experienced and capable successors that will be ready and able to confidently step into their shoes and pick up the mantle without the business experiencing any lapse in performance.

Soft skills make stronger candidates

When it comes to the soft skills required, a strong leader must be able to manage through clear communication and effective time management, coaching and goal setting. They must be able to demonstrate empathy and empower their teams to be successful, productive and fully engaged. And beyond simply giving direction, they must also be able to take direction from those above them and cascade the business strategy down through their teams. 

A strong sales candidate must possess the ability to communicate value to the customer, negotiate well and protect margin or the ability to increase the scope of a particular sales opportunity. 

With the relevant soft skills in place, the business will benefit from increased productivity, greater agility against changing market conditions and greater transparency. In turn, this will provide visibility on issues and inefficiencies while removing opportunity for miscommunication. All of this can transform the culture of a department, improving employee satisfaction and reducing staff turnover. 

Ultimately, developing leadership or sales candidates will require the business to strike the right balance between technical skills and soft skills, and this requires an effective and sustained learning journey.

A balanced learning journey

Facilitating and supporting the development of leadership and sales is best achieved by establishing training groups. By cultivating training groups, businesses are creating talent pools that will inspire and support each other on the learning journey. However, personal goals and learning objectives must be defined for each individual based on their own existing skillsets and the skills that each individual needs to develop. 

With the emergence of e-learning, businesses recognise the value of online-based learning activities, yet many make the mistake of opting for one-size-fits-all solutions which are solely focused on self-study. A development solution will only deliver true return on investment if it combines e-learning activities with group learning activities that provide opportunity for shared experiences and support.

A blended learning solution that combines self-study and face-to-face group learning activities will aid strong development of the talent pool through shared experiences. Through these shared experiences, those undergoing the training will organically develop a support network that supports the development of the group as much as it supports the development of each individual. 

The blended learning approach is supported by one of the seven principles of human learning that socially supported interactions aid the individual development of expertise, metacognitive skills, and formation of the learner’s sense of self. The strongest opportunities for development can be unlocked by blending workshops with online activities such as virtual sessions, peer coaching, self-study, online games and business simulations. But it’s crucial to provide a blend of one-to-one and group sessions too.

Beyond delivering a better learning outcome for the employee, the blended learning approach allows organisations to adapt their training quickly and easily to shifting business demands in an ever-changing landscape.