people management essentials

Word of mouth referrals are almost always the safest way to select a development partner. A recommendation from a trusted colleague, acquaintance, or advisor is far safer than simply seeing who appears on an internet search. But don’t think this recommendation means you don’t have to do your homework on the company yourself – you still have to ensure that the provider has the credentials to meet your organisation’s requirements.

The bait-and-switch is one of the most annoying practices employed in the outsourcing sector. Providers show up to the sales meetings with senior personnel, but when the contract has been secured, you never see them again - unless there is something else they can sell you. Establish early on exactly who will be allocated to your training and development programme.

Ask about this person's expertise, track record, qualifications, and level of authority within their company. Don't take a CV or personal profile as a statement of fact. Dig deep and check client testimonials.

A long client list full of respected brands can look impressive. But to ensure your potential partner can actually deliver on their commitments, look for client testimonials. Real feedback from real people in a similar situation to you. If verifiable testimonials aren't available, perhaps you would be best not to make such an appointment.

Beware of providers who promise you the world. Their intention may be genuine and well-intentioned but even the most impressive sales pitch will end in frustration (and possibly litigation) if agreed deliverables aren't achieved. Don't be so relaxed that any results, however small, are considered a success, but don't expect so much that even very positive changes are deemed to be failings.

Achieving more, in less time, with fewer issues so that quality improves.

More personal and collective accountability within the team.

Conversations that are easily avoided begin to happen.