I don't know which firms specialise in leadership consulting and which ones are doing something worthwhile.I am a senior manager in my mid 40s working in Financial Services. I have an MSc in leadership and some great experience in performance improvement consulting, change leadership, coaching and leadership development in a major UK bank. I am keen to apply to a consultancy that offers some worthwhile propositions in leadership consulting and appreciates a few grey hairs! One of my colleagues has advised me that I should contact some of the executive recruitment firms that are branching out into leadership consulting. What do you recommend?Do you know of any consulting and/or executive recruitment firms specialising in leadership consulting? Any info would be useful. Thanks.

Hi leadershipbot,You're correct that many leadership consulting practices are found as part of executive search firms. There are a lot of natural links in the work. Similarly, consultancy on leadership and on organisational development often sit with the same practice (or adjacent practices).In all of these areas (executive search, leadership, organisational development), some of the best consultancies are quite small and highly specialised because personal networks, relationships and domain knowledge play such a significant part in getting and fulfilling business. Grey hairs and "gravitas" are a boon insofar as they imply experience and play to clients' predilection for dealing with people who look like themselves. Because these are such niche operations, often the best place to start will be executive search firms you or colleagues have had positive experiences with. You could also ask your HR contact whether they have a preferred supplier list for executive coaching, leadership or organisational development services, as these are likely to lead to firms who have a direct interest in your domain experience.That said, among larger and better-known firms there are also plenty of good leadership consulting practices. Firms you could take a look at include Heidrick & Struggles, Hudson, Korn/Ferry, Whitehead Mann (my old firm), Penna, Hay Group and Right Management.One of the factors you'll want to consider when considering which firm would be best for you is how that firm defines "leadership". Some are focussed on boardroom activities only; others focus on leadership as a competency throughout the organisation; and others have their own takes on who their clients are. Different firms also employ quite different levels of leadership theory to support their work. This has a large impact on the type of consulting they do and the type of role you would have. As a rule of thumb, you'd normally be looking to work with "leaders" at the level you were in industry, or anywhere below that, depending on what you find most interesting.

Hi,Thanks for your suggestions, which are really helpful. As you mention, I am finding that the underlying definition of 'leadership' does vary, and this very much determines the services offered by the firm and the level of operation.I am somewhat unusual in that I have board room experience and governance knowledge. In addition, I have worked on performance improvement and leadership development throughout the organisation. Therefore, my 'ideal' firm would deliver board leadership services and be concerned with leadership throughout the organisation. I am finding it difficult to find the 'ideal' firm; so it may be that I have to go one way or the other and seek to develop the additional service lines in a firm that shows potential.Thanks again.

An MSc in leadership? Oh, Heaven!

I can recommend a prolonged study of leadership (not just the reading of CEO biographies bought at the airport or interviews in the Sunday newspapers). This does make one realise that there are many aspects to good leadership and contributes to an understanding about how this human phenomenon differs from management. Thus, the need for leadership and not just management consulting. In my humble opinion, there are too many management courses (MBAs, etc) around, and not enough true leadership study and practice is undertaken. This may indeed be one of the reasons why we have a dearth of ‘real’ leadership in many of our businesses (management consultancies included!). Msc in leadership? Oh, reality!

I am afraid you are trying to pursue a dead-end career. You can't make someone a good leader - sure you may help them improve here and there, but there is no silver bullet.Great leaders have it naturally, no matter how much couselling or consulting they receive, emotional intellegence and experience cannot be replaced.

Hi Charlie,Thanks for your comments.Indeed, there are some naturally gifted individuals in this area and there are those that no matter what level of investment will be unable to improve their leadership. Globally, society and business cannot rely on the gifted few as countless studies highlight the need for more and better leadership. I agree that there is no silver bullet because of the complexities and contextual nature of leadership. However, believing that leadership cannot be improved defies thousands of year’s worth of knowledge and more recent research in the leadership field.Ignorance of what real leadership is about leads many to believe that leadership is only about the individual leader and only about his/her emotional intelligence and experience. Some study and experience in this area will enlighten you to the dynamics of the leadership process and other aspects.As for 'great' leaders, this is very much about the interpretation one makes. Throughout history, you will indeed find that many 'great' leaders were also considered dysfunctional and ineffective by others.Globally, a multi-billion dollar leadership industry counters your belief that this is a dead-end career. The most important factor is that you have something of value to offer that makes a difference. The only measure is improved leadership and the impact that makes on the bottom line, performance of others, and effectiveness across many areas of the organisation.You are right to be afraid! Incorrect leadership knowledge is dangerous in the hands of those that try to lead others by only thinking about themselves. I can recommend a career in real leadership, as you do learn about life and humanity. This may be an interesting career for you! :)

HiI think that the success of a leader in one organisation cannot be replicated in another - i.e. there is a huge dependancy on the cultural steer and fit. I find it hard to understand how generic leadership consulting and improve a leader in a specific industry.Perhaps the best way for me to under this is if you give some short case studies on what you did to improve a leader and how that success was measured.I fully appreciate that psychology plays a big part - infact I have read some very intriguing research on how focusing on influencing neuron activity through 'focusing' can enable leaders to have a massive impact.

Hey Charlie,Sounds as if we may well have some agreement! Leadership is indeed context dependent and thus is not conducive to generic solutions (unlike much of management consulting). However, that is not to say that you cannot learn from a variety of contexts to determine what may work in your own.Again, real leadership consulting is not just about the individual leader. Much of my work has been focussed on getting a common understanding between the 'leaders', stakeholders and other people on what leadership actually means in the particular context. What ‘success’ means, how it is or is not measured, is also context dependent and often much work has to be done here. Alignment between leadership understanding, vision / goals, and performance measures often provides clarity for the leaders, people and organisation to raise performance. Coaching and/or mentoring, and other interventions are required dependent upon the leadership challenges in the particular situation.As mentioned before, leadership is not the same in all organisations or at all levels of the organisation. Therefore, a deep and broad knowledge base, good sense making processes, and an inquiring mind are required to determine the best interventions in leadership consulting.Psychology has dominated the field of leadership, but there is a growing recognition that psychology does not provide all the answers required in good leadership. As you highlight, biology may also contribute something worthwhile, as does philosophy, and other fields of knowledge.Try reading some of the leadership books by Bennis, Conger, Northouse, Senge, Yukl, etc. There, you will find many of your answers that you seek, and many new questions! :)