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Comparing the OPQ With the Saville Consulting Wave Personality Assessments

July 24, 2017

It’s difficult to change from a psychometric test that you have perhaps been using for many years to a new personality assessment that you may have heard relatively little about. We know because we underwent the same process.

When in doubt, sometimes busy humans think it’s best to leave things as they are! However, upon spending just a few minutes invesigating what really gives in the range of Saville Wave assessments, we decided that it was a “no brainer” as they say in Australia! It makes sense really…please read on!

The original author of the OPQ is Professor Peter Saville. Professor Saville was in fact the ‘S’ of SHL (‘H’ standing for Holdsworth and ‘L’ for Limited). He is responsible for the new Saville Wave, developed by him and his team at Saville Consulting. He has remarked in relation to the older OPQ that it was a great test in its day.

Nowadays however, we need newer, more modern and innovative tests that are relevant to a new and constantly evolving workplace. Looking at both the design of the Saville Wave and the content of the questions, it’s immediately noticeable that the questionnaire better reflects today’s workplace. The OPQ was written some 25 years ago. There was some updating of the questions in 1988, but mainly the items reflect the world as it was those years ago.

The Saville Wave has captured the modern world by asking questions related to networking, engaging others, comfort level with information technology, written communication, receiving feedback, encouraging others, developing strategy, identifying business opportunities, speed of learning, taking responsibility for big decisions, building rapport, sticking to decisions and more.

Remember, a lot of these concepts did not really exist 20+ years ago;networking for example was a whole different ball-game in the pre-internet world. Not to mention the fact that most of us did not have to deal with IT unless we were in an IT job, whereas nowadays, vast portions of the workforce must use computers. However, that’s not all.

Whilst the OPQ was validated following its production, the Saville Wave was designed within a research and validation centric model. This meant that all questions were validated internationally prior to publishing. These results were then published in the British Psychological Society’s Selection and Development Review.

Furthermore, the Saville Wave includes completely new scales which were not available within the OPQ all those years ago. For example, the Wave can directly assess strategic thinking, learning styles, self-assurance, motivating others, conflict resolution and integrity.

In terms of measuring different facets of behaviour, the OPQ measures to dimension (scale) level only and does not report on individual facets of behaviour. E.g., ‘persuaive’ is made up of ‘selling’, ‘negotiating’ and ‘convincing’ facets, but these are not independently validated or scored. Saville Wave on the other hand provides very rich interpretation at facet level.

For full Wave there are 109 separately scored facets. Facets provide insights into unique areas of individual difference and therefore facilitate better person job fit and development diagnostics.

A further innovation within the Saville Consulting Wave is that it has been designed to assess both talent and motive. This is useful as it may highlight for example that whilst a candidate is not very good at problem solving, they will give it and go and even do their best to improve. Or, whilst a candidate is very good at creating novel solutions, they prefer to go with the tried and tested.

Saville Wave distinguishes both effectiveness and motivation for 36 behavioural styles. This provides rich diagnostic information for selection, placement and development and is key to predicting sustained performance.

The model underlying any personality assessment is a crucial factor in both the validity and utility of the tool. Wave is built from a single model of behaviour with a common language for measuring and matching, behavioural style, motivation, competencies, culture, organisational environment and 360 degree performance. It is fully integrated from inception. OPQ is not multi-dimensional and relies on different measures and different models to arrive at total solutions.

When assessing a potential job-holder’s personality or when testing a current incumbent as part of a development process, we are looking for a true picture of that individual. There are many tests available on the market and many of them really do not hit the mark. For example, assessments which aim to paint a picture of your candidate on the basis of 4 simple scales!

Whilst the OPQ has always been a respected test, it offers a choice of ratings (normative) or rankings (ipsative) with a strong practitioner preference for ipsative as it controls for social desirability responding. Both ratings and rankings have unique advantages and disadvantages. In the case of rankings (ipsative), the resulting profile artificially exaggerates good and bad features. It is not possible to be good at everything or bad at everything. Hence we do not get a true picture of the candidate.

With the breakthrough combination of both ratings and rankings in a dual dynamic format, Wave provides the truest picture of an individual’s self-reported style to date. This provides increased validity over normative and ipsative scores on their own. This contributes significantly to improved validity and a truer picture of the individual.

Furthermore, whilst the OPQ is able to report on social-desirable responding, it cannot home in on it. By reporting statistically significant differences between ipsative and normative scores, Saville Wave homes in on exactly where distortion is likely to have occurred.

A hot question on the minds of test choosers is “how long does the test take to complete”! For the OPQ, it takes about 1 hour to complete the ipsative version alone. It provides no information on motivation or culture fit, nor individual facets of behaviour. Compare this to Saville Wave which takes about 35 minutes to complete and includes both effectiveness and motivation scores for 36 dimensions, and scores for 109 individual facets of behaviour.

It provides ipsative, normative and combined profiles in the one questionnaire. In addition, Wave reports cultural/environment enhancers and inhibitors. If even that is too long for your busy people, Saville Wave Focus, the shorter version of Wave is even shorter, taking around 15 minutes to complete and yet still offering exceptional reliability and validity.

Finally, the reason for using a personality assessment in the first place is to predict job performance. Saville Consulting has referred to this as “horsepower”. The technical term is Criterion Validity and this has a direct impact on return on investment. The more validity the better the people decisions. OPQ has good validity.

The published average composite scale validity is around 0.38. This is the average correlation of each scale with actual job competencies. However, for Saville Wave, the published average composite validity is higher at 0.46 (about 20% more predictive).

In addition, Wave predicts overall job proficiency at 0.38, and promotability at 0.59. 75% of Wave’s validities are 0.4 or better and 25% are between 0.55 and 0.70. Directing correlates 0.7 with ‘Leading People’. Add this information to study results released in the UK in summer 2008 which demonstrated that Saville Consulting Wave outperformed all competitor tests on the market in predicting job performance (including OPQ, 16PF, 15FQ+, Hogan Personality Inventory, MBTI, DISC and others). This in our view is the single biggest motivator to switching to the Saville Wave test.

Notes:

– OPQ is a registered trademark of Saville & Holdsworth Limited

– Saville Wave is a registered trademark of Saville Consulting Group

Role Of Food Service Consultants

July 16, 2017

If you have ever received bad service in a restaurant, you know that it can be a sales killer for any restaurant business. However, if you desire to have your restaurant be among the better restaurants in town and you aspire to be the best in your niche, then, providing great service is one of the best ways to earn a strong reputation. And one person that can help you deliver great is a professional food service consultant. The professional food service consultant can advise and give you the guidance you on the proper service techniques for your concept and assist in training how to deliver great service.

Providing great service is complex and needs all departments to coordinate their training and to achieve great service. It effects each food service departments such as banqueting, catering, room service and kitchen. Good food and beverage managers learn how to organize each of these departments to achieve great service.

Providing great service in hotels is even more complicated because there are so many departments involved. Every department imaginable including housekeeping, human resources and purchasing can have an impact on service. Different types of hotels have different food service needs as well. Little wonder that providing great service is so complicated. Food service consultants are the experts who know exactly what is needed by different restaurants.

Food service consultants play an active role in recipe development. They take on a number of services like:

– Development of food products

– Compilation and preparation of recipes

– Developing new ideas for recipes

– Innovating new product range

– Product management from planning to cooking and presentation

– Analyses of the market

– Analyses of competitors

– Recipe development

– Menu development advice and planning

– Catering

– Product tasting and evaluation

– Food styling and presentation

– Food recommendations

In addition to the above, food service consultants also focus on the nutritive value of foods so that the restaurant can serve foods that appeal to a large number of customers. Food consultants can even provide food specific nutrient analysis to show the exact number of calories, protein, carbs and vitamins in particular foods. This is important as many people are becoming more health conscious. A well trained food consultant can help you modify your recipes so that they are flavorful, visually appealing and nutritious.

Along with recipe development, good food consultants also can support the training of your people.

Therefore, if your restaurant business seems to be lagging behind and you just don’t know what to do, consider contacting a professional food consultant to assist in supporting your needs. You could also depend on food and beverage consultants to produce attractive pictures and sales materials for the restaurant.

Great food and service is an integral component to your restaurant business. A restaurant with excellent food service is the foundation for popular.

Active Inquiry in Organizational Change

July 16, 2017

An essential part of Edgar Schein’s Process Consulting practice model (discussed in-depth in my book) is the use of Active Inquiry. A guiding assumption in Active Inquiry is that an insecure client will not reveal essential facts about the organization’s situation. Without these essential facts, the Organizational Change (OC) consultant is placed in a position of guessing. The consultant is then forced to rely on the dubious practice of projecting his or her prior experiences into the client’s current situation.

There are four essential elements in Active Inquiry:

1. Build up the client’s status and confidence.

2. Gather as much information as possible.

3. Involve the client in the diagnosis.

4. Create a situation that is safe for sharing both facts and feelings.

Schein describes three levels of Active Inquiry: pure inquiry, exploratory/diagnostic inquiry, and “confrontive” inquiry. It is important for the OC consultant to use the appropriate level at particular points in the process. The type of data being sought should determine the level of inquiry.

Pure inquiry, the first level, is designed to stimulate full disclosure. The consultant is simply attempting to get the story in as factual a manner as possible. At this level, “who” and “when” questions are appropriate; “why” questions are not.

Exploratory/diagnostic inquiry, the second level, is appropriate after the whole “factual” story is recorded. The consultant now redirects the client’s focus with questions such as:

“How did you feel about that?”

“Why do you suppose he/she did that?”

“What are you going to do next?”

Exploratory/diagnostic inquiry gets the client to explore at a deeper level. At this level, feelings, hypotheses, cause and effect relationships, and forecasted actions can be discussed. This level reveals organizational and client member expectations, perceptions, and values.

“Confrontive” (not “confrontational”) inquiry, the third level, must not occur before pure inquiry or exploratory/diagnostic inquiry. At this level, the consultant interjects his/her ideas about the situation. The goal here is to move the client members from unproductive thinking to creative and critical thinking about the current situation.

Schein’s model gives the OC consultant much insight into how to approach clients in a constructive and helpful way. The other important parts of Schein’s process consulting model are discussed later in my book, “Strategic Organizational Change.”

Consultants Borrow Your Watch to Tell You the Time and Then Walk Off With Your Watch

July 13, 2017

“Consultants borrow your watch to tell you the time, and then walk off with your watch”. So said Robert Townsend, a former CEO of Avis, in his no-nonsense observation on management sillyness – Up the Organization…

This is often interpreted as meaning that consultants will question you and your colleagues, capture your knowledge, and then not adequately document and share with you what they’ve learnt. Or that consultant’s do not themselves actually have useful knowledge to share. Or that if they do, they are going to be very careful about sharing their knowledge asset with you in a way that would reduce your dependence upon them.  And when it all goes wrong, who is it that gets blamed? You do, for not controlling them properly.

Many people believe that this problem is as relevant today as when Townsend made his widely accepted observation. And the catalogue of disasters and frustrations suggest this is so. But there are consultants out there who have overcome this problem, consultants who offer a high quality service and get used again and again because they have addressed this most fundamental of problems. How do these ‘good consultants’ do it?

First, if ‘good consultants’ have real knowledge to donate, then they externalise it in a way that stays with their client when they leave – the knowledge is codified. Second, if they don’t have the knowledge themselves then they facilitate the client to externalise what they really know but can’t easily verbalise – again the knowledge is codified. And if they are working on information systems, they make sure it’s very clear WHAT needs to be done, HOW and WHY – again the knowledge is codified.

And if you contact us, we can give you a list of consultants that can be relied upon to be ‘good consultants’ – they won’t borrow your watch to tell you the time, and they won’t walk off with your watch!

What Does an Organizational Development Consultant Do, Anyway?

July 11, 2017

Any company that is not at all functioning up to its full potential always sees the writing on the wall. The financial health of any business will be good only if the company relies on its workforce and nurtures it.

Here, comes the organizational development consultant at play-the person is a contractor who is trained to develop strategic growth plans for an organization; these plans will help the business to be profitable and healthy. If you, the business owner or the reader, is a bit confused as to what an organizational development consultant does, keep on reading.

Duties and Responsibilities

Businesses-whether big or small-need an organizational development consultant firm to analyze the way they work. Such firms are responsible to make rational recommendations to a business so that it can improve its performance every day. These consultants are hired by those businesses that are invariably struggling to adopt a change-a change that, if adopted, will make them profitable.

These consultants are, in general, highly educated in business management and have the experience of performing in countless managerial capacities. Every business has certain idiosyncrasies; for this reason, a couple of different tools are used by consultants for instituting positive commercial changes within a company. Some of the common work areas of an organizational development consultancy firm include:

Organizational assessment

Through research, interviews and observations, such a consultant analyzes a company’s corporate culture. While doing so, you will determine the true expertise of an organizational development adviser-that is, you will come to know through that consultant whether all the cogs of an organization is functioning correctly and as a whole or not.

Change management

Introducing a change in a firm’s management does not, every time, mean that there is a change in the personnel. These consultants analyze the ways through which changes can be incorporated within the teams and the management functioning in the office and out-of-office environments. Of course, the existing managerial positions largely remain unchanged; however, the consultancy firms may have to recommend new hires and a couple of personnel changes too. A few changes that you may recommend will have to be employee driven; examples of such changes include altering job priorities and developing easy-to-implement plans to keep employees that are valuable.

Team building and problem solving

A consultant’s assessment can easily show that there are a couple of specific problems that hinder a firm’s performance considerably. After analyzing the problems, these consultancy firms categorize such glitches as being employee centric or as being business centric. And once the categorization is done, these consultancy companies are responsible for finding solutions to these problems. Further, these organizational development counselors have learned methods in group dynamics and business planning; these methods, further, will implement team-building skills between the management team and employees.

So here are the top work responsibilities that are performed by an organizational development counselor. Write in the comments below if there are a couple of job responsibilities (related to this profession) that we may have missed.

Your Management Consultant Lifestyle and Diet Can Result in Healthy Weight Loss

July 8, 2017

Despite the diet and lifestyle challenges of being a busy and successful Management Consultant, you can still lose weight fast and permanently. Here is a series of simple tips and techniques I used to lose 50lbs while working as a Management Consultant in 2007.

OK, how on earth do I find the time to exercise in this job? If you’re serious about losing weight, some sensible exercise is a must. There are plenty of other benefits too, such as better stress tolerance, improved sleep, enhanced love life and more energy throughout the day. Exercise gets rid of that mentally drained feeling for good.

I keep a folding cycle in the car, together with a high visibility jacket, cycle helmet, gloves and cycle lights. That way, whether at home or not, exercise needs are covered.

The best time to exercise is before breakfast. This energises the body for the day ahead, so set the alarm 30 minutes earlier. This way, you’re getting more out of the day and through exercise, quality of sleep will improve significantly. When you awake at 6.15am, instead of thinking “it’s cold outside” and hitting the snooze button, visualise how great you’re going to look and feel for the rest of the day after getting some gentle exercise.

Find a form of aerobic exercise that works for you and aim to work up a gentle sweat, rather than push yourself hard. Over-exercise can actually cause weight to be held around the middle through the release of cortisol, a stress hormone. Many people make the mistake of exercising hard once a week or so, rather then gently and sensibly, several times a week.

So go on, take my challenge! Set the alarm half an hour earlier for 3 days this week, get into your favourite form of exercise and work up a gentle sweat, then see what an amazing difference it makes to the day and your productivity! If you’ve not exercised for some time, it makes sense to consult the Doctor before starting any new programme of exercise.

How can I handle the challenge of a client lunch and all those nights in hotels?

Try ordering two starters and having one as the main course. The different starters will handle your need for variety and leave that satisfied feeling.

Avoid a full cooked breakfast and try poached eggs on brown toast instead. Go for cereals which have a high fibre content and add low fat or soya milk. The body needs 25g of fibre a day and this step alone would enable most people to lose 10lbs in weight during a year.

Make sure that you drink enough water – a minimum of 2 litres each and every day. It’s water, not other drinks that your body needs at regular intervals. Don’t mistake hunger for thirst; by the time the mouth is dry, your body is already dehydrated. Take it sensibly though, as excess water (more than 4 litres a day) can result in other health challenges. Alcohol and caffeinated drinks are very dehydrating to the body, so for faster weight loss, reduce intake of these.

What about the finger buffet at lunch and all those morning/afternoon snacks?

Go for sandwiches with no mayo and salad items in in your finger buffet diet. Look for, or request some simple salad items (small tomatoes, cucumber pieces and celery are easy to eat with one hand).

Eat a piece of fruit at morning or afternoon breaks, rather than biscuits and cakes. Take your own fruit or some chopped veggies like carrots and celery to work if necessary.

How do I best combat stress?

Acting on the above tips will increase your productivity as a Management Consultant by increasing energy and vitality. Eating a healthy diet is one of the best ways of handling stress at source, before it ever becomes a problem.

Alcohol and caffeine may seem like a short term fix for stress, but they contain toxins and minimising consumption is a far better strategy for effective stress management and rapid weight loss. Reducing consumption of toxins means that the body doesn’t have to work hard at eliminating them and can concentrate on the more important task of metabolising away fat instead.

Despite a busy lifestyle, you can do these simple things; so make a start today and make 2009 your best year ever!

What Does An ERP Functional Consultant Do? Role of ERP Consultants

July 6, 2017

ERP stands for Enterprise Resource Planning and an ERP functional consultant has many responsibilities. The consultant has to match the requirements of the client while implementing the modules. The ERP functional consultant should be able to improve the business process instead of customizing the ERP system to the existing business process. An ERP functional consultant is required to know about the business environment and process. He should be able to study the existing business process and design current business flow diagrams. The consultant needs to use the predefined templates to categorize and document everything. He will be needed to produce an AS IS document and a TO BE document. The TO BE document is a result of mapping and gap analysis which has to be done for every module. The ERDs and DFDs have to be done prior to starting the configuration of the future business in SAP. Testing has to be done like system integration testing, unit testing, user acceptance testing, performance testing, etc.

Apart from all these responsibilities, an ERP financial consultant is required to make a document of the settings done by him or her. The consultant also needs to prepare a user training manual and provide for end user training. An update of the status of the project has to be provided to the leader or project manager.

The ERP financial consultant will be interacting with the end users, other consultants, implementing team members, project manager, core team members and technical consultant. He should possess good communication skills to be able to communicate and interact with all of them. Good writing skills should be present to be able to generate reports, documents and mails. Convincing capabilities is must as the consultant is required to explain and convince the customer. The ERP consultant should be quick to grasp the requirements of the customer and be able to provide solution for the problems in the business process. He will have to be familiar with the latest business intelligence tools. The consultant needs to ensure that the system works as required by the customer and it also follows the standards and constraints.

The ERP functional consultant should be aware of the business models such as Customer Relationship Management, Production, Manufacturing, Human Resources Management, Supply Management, Finance, Product Lifecycle Management, Inventory, Purchase, etc. This job needs the consultant to design the business process and set up the rules, regulations and standards. High communication skills are needed to interact with the people involved. He needs to aid the technical team to design the test cases for functional analysis and provide training to the user about the functionalities of the system. An ERP functional consultant should be used properly to save time and money while implementing a trouble free system. The knowledge of the consultant should be used to the optimum and the knowledge should be transferred to the staff properly. The staff needs to get familiar and self sufficient with the help of the consultant. An important role of the ERP functional consultant is to act as an adviser.

Membership Sales Consultants – Top 10 Prospecting Tips

July 3, 2017

1. Only sell the club tour, not the club itself

When you are on the telephone talking to a potential prospect, it is very easy to become distracted and begin talking about the club, it’s facilities, services and membership fees. This is a great mistake. Selling actual goods and services over the phone is a real skill and requires a very different approach than selling an appointment or club tour. As soon as the prospect begins to ask about the club, or wants some details about membership fees, then you need to turn these into reasons why they should book a club tour/appointment. Simply suggest that you can cover these fully when you get together

2. Make appointments 3-4 days in advance

This will serve three purposes:

  1. It will create the impression that you are organised, professional and busy!
  2. There is more likely to be space in the customer’s diary
  3. It will leave you some time for hot prospects, e.g those that ‘have to see the club immediately!’

It is worth noting here that even with our own Membership Sales teams, we encourage our sales consultants to simply make appointments today or tomorrow. Even with a strong confirmation we find that the longer after 24hrs the appointment is made, the lower the ‘show’ ratio (I will be covering how to deal with ‘No Shows’ in future articles).

3. Don’t answer the customer’s objections on the telephone.

When a prospect gives you and objection, such as they are too busy, the fees are too expensive, they don’t have the time etc. defer them to when you meet fact to face. These objections are very difficult to isolate and outweigh on the telephone and even if you could, the prospect would probably not allow you the time to complete the process satisfactorily. Instead you simply have to acknowledge them and emphasise your reasons for taking them through a club tour.

4. Don’t put things in the post too easily

There are two reasons why people put things in the post:

  1. because it is easy
  2. because there is no obligation.

It is an easy way for prospects to get you off the phone. They know from experience that if they ask for us to put something in the post, then most sales people, because they are helpful, friendly and obliging, will of course agree to their request. However, the conversation then comes to a close, their information is put in the post and usually glanced at then put in the bin or delayed.

It is expensive for your company, and it moves you further away from gaining a possible appointment or club tour. The only reasons you ever put anything in the post are:

  1. to prove you are reliable and keep your word
  2. to confirm your appointment or build agreement
  3. to keep in touch with an on-going prospect
  4. to pre-empt a follow-up call or club tour.

Consider for a moment what may happen if you stopped putting things in the post. What if you have no brochures, leaflets or letters to send out? Would the number of club tours increase or decrease?

5. Follow up every lead.

In the past, some clubs might have been unconcerned if staff didn’t follow-up every single prospect. The chances are, the door was continually swinging open with a new stream of potential members. Over the last few years however, this has changed. Today every sales opportunity, every prospect, every telephone number and every contact is vital.

You need to manage every prospect as if they were your most important. So if you have a bottom drawer full of old leads and enquiries, or a card index system that you haven’t touched for months, then make it your number one priority to get them sorted and actioned.

When Clubs hire Sales Teams, they always find it amazing when sales professionals spend the first 2 weeks following up their previous member and old lead databases. Typically these are over a year old and most clubs don’t even keep leads this long, but as always, with a dedicated focus on prospecting, a professional sales team never fails to drum up good sales business through these old databases.

6. Stay in touch.

One of the simplest and perhaps one of the easiest things that you can do to increase your success rate in gaining new prospects by telephone, is to simply call every prospect regularly. It is not uncommon for people to procrastinate about joining a club – they know they want to, but just keep putting it off. Your encouragement and little ‘nudges’ may be all they need.

Consider for a moment how easy it is, both psychologically and also in terms of managing the conversation, to speak to someone you have spoken to before, not matter how briefly. Not only do you have a reference to talk about when you speak to them, but also the level of resistance may be much lower.

Remember that when you get a ‘no’ on the telephone, it simply means ‘not now, ‘not today’. If you are targeting your market correctly, the prospect will buy at some time, from somebody. If you don’t contact them, then somebody else will!

7. Create your ‘golden hour’.

The actual activity level that you choose will obviously depend on how many club tours or appointments you need and your type of club. However, one of the effective habits of a successful and professional sales person is that they schedule time, usually every day, for prospecting. Make sure you develop a habit and a routine for spending at least one hour every day in an intensive telephoning campaign. Call it your Golden Hour.

In that one hour, it is important that your Golden Hour is uninterrupted and completely focused, as it may mean making as many as 25 – 30 phone calls. This in itself will over time, generate several appointments a day. Do not use a “lack of time” as an excuse – MAKE TIME!

8. Keep good records.

Brief details of your conversations to prospects should be noted. A few key words or a few notes to jog your memory is usually all that is required. It is also important to make a note of when you have called people and why they have not been available. This will allow you to judge the time to call them on the next occasion.

9. Get a tracking system that works for you.

One of the things that increases call reluctance, or the fear and resistance to making telephone cold calls, is a lack of organisation. By not having clear lists of people to telephone and by not having enough people to telephone, we actually allow ourselves to avoid the activity.

  1. make sure that you do follow up every lead.
  2. ensure that you give yourself no excuses not to make the calls

10. Be Persistent.

Persistence works when nothing else does. When prospecting, you will need to be persistent, professional and patient. There are no quick fixes, there are no easy answers, there are simply more effective ways and less effective ways, and both take a good degree of persistence.

By simply making the right number of calls on a consistent basis, regardless of your current skill level, you will be successful in making appointments and developing enquiries into new members. The statistics work for you as well as against you, for example:

At least you have secured 35 second visits more than you would have if you hadn’t been this persistent!

“We are what we repeatedly do… excellence then, is not an act, but a habit.”Aristotle

If you would like more information on how to get the best from your membership sales give us a call [http://www.synergy-training.com/contact.php], you’ll be very surprised how little it costs to make a huge difference.

How IT Managed Services Can Boost Your Business And Result In Profit

July 1, 2017

Every business organization faces some or the other problems every now and then. Dealing with these troubles on a regular basis can consume a lot of the company’s time, resources and money. One of these problem areas which an organization is likely to face is IT problems. IT difficulties such as constant repair requirement, threat to security of networks and faulty software and hardware can mean spending of extra sums of money on something which can be dealt with quite easily. Yes, there are many IT managed service providers who can provide large or small business IT consulting, computer sales, computer repair and many other such IT related services. Let’s read about how IT managed services can boost a business and help it survive in the long term:

• An IT managed service provider can help in software and hardware related services, computer repair and re installation services and also offers discounted rates of computer sales if you hire it on contract basis. This can greatly reduce your IT related stress and may encourage you to focus on the business goals.

• Another reason how an IT company or a small business IT consulting company can boost your business is by improving overall IT performance which thereby boosts the overall office or work productivity. Strengthened systems and networks mean less time wasted on repair and troubleshooting which thereby results in better profits and improved efficiency.

• If your small or large sized business needs some kind of advice or help regarding IT matters, then the IT service providers can offer consulting services and guide you in the right direction in terms of the equipments to be installed, data backup methods to be utilized and how the network should be monitored.

• Once you hire an IT managed service provider, you can be rest assured that all your IT issues are well taken care of and that you do not need to waste your own time on resolving these problems. This gives you a certain peace of mind and gives you an opportunity to focus on what is really important for you, which are your business goals. This automatically means better revenue for the business and ensures its long term survival in the market.

• Small business IT consulting is an effective way to keep in touch with modern day and advanced technological methods and keeps you well ahead of other companies as far as business growth and development is concerned.

Now that you are aware of the several ways in which an IT service provider can help you, there must be no doubt left in your mind about hiring one or outsourcing the services. So what are you waiting for, go boost your business!

Get Ready For The Numerical Reasoning Test In Consulting Interviews

June 28, 2017

There is only one sure way to do well on a numerical reasoning test and that is to prepare. There is no quick fix, magic wand or pill that can be taken to enhance your reasoning skills – the only thing you can do is prepare, study and then prepare some more. Most top-tier management consulting firms require the numerical reasoning test for all of its qualifying job candidates. Below are some strategies and tips on preparing for this type of exam.

The majority of numerical reasoning tests are timed to check for your speed and demand a sophisticated level of numerical understanding and a grasp of statistics and data synthesis. The numerical reasoning test offered by some of the top-ranked consulting firms like McKinsey, Bain or BCG test speed and power. The numerical speed questions involve basic types of arithmetic, such as division, percentage, ratios and fractions. Quick and accurate calculations must be made in order to score favorably on these types of questions. A calculator cannot be used during the exam; therefore, your computation, calculation and estimation skills must be accurate and quick.

According to hiring firms, such as Booz and AT Kearney, power as well as speed are under examination as a part of these exams. These types of tests require the examinee to interpret the questions in order to logically answer them. The question must be analyzed in order for the answer to be derived, rather than answering through a formulaic calculation. Management consulting firms want to know how well a candidate synthesizes material and derives an accurate answer. The firms are testing much more than simple math skills with the numerical reasoning exam.

You don’t need to have been a math major in college in order to score well on a numerical reasoning test. The tests offered by consulting firms assess more than the basic math skills. Your reasoning skills are under the microscope. Preparing for a consulting numerical is the key to doing well on the exam. Most hiring committees recommend taking a practice exam prior to the real thing in order to see what kind of questions will be asked. There is no way to actually study for the exam, but exposing yourself to the kinds of questions asked is a great way to increase your readiness.

Preparation and study guides are widely available online and offer you an excellent array of sample questions. If you are told by the consulting firm that a numerical reasoning test is required it is okay to ask about the format and the types of questions that will be asked. This will help guide you on how to prepare for the exam. When looking for a practice exam, make sure that it is appropriately designed to test management consulting personnel. Finding a good practice exam or exams makes a big difference in your preparedness, as there are several different kinds of numerical reasoning tests.

There is no substitute for practice and preparedness; getting a feel for the kinds of questions you will face on the exam by taking a practice exam will give you the needed edge. Aside from the practice exams, reviewing and analyzing business articles that detail charts and data can be helpful. Management consulting teams do a lot of data analysis in an effort to find best practices and improve functionality. Another technique for preparing thoroughly is to familiarize yourself with charts, graphs, infographic data and other means of presenting information and work through interpreting the data therein.

Preparation is the key to success when it comes to performing well on the numerical reasoning test for a management consulting career. Begin early and ready yourself ahead of time in order to do well. Cramming the night before may have worked in college, but will not prove to be beneficial in this case.