What does it mean to take a consultative approach to HR? And how do we grow and develop the skills we need to be effective consultants to the rest of the organisation? BasilTree’s CONSULT framework offers a simple and effective toolkit for HR professionals to function as strategic business partners. This framework can be used to assess where they are today, and take measures to develop meaningfully where there are gaps.

C – Credibility of Individual
Credibility for HR professionals, like any service provider, is built on consistently demonstrating competence and consideration. To maintain this credibility, HR professionals must prioritise substance over form, ensuring their actions and recommendations are grounded in solid knowledge and understanding.

O – Outcomes for Business:
Consulting orientation, whether in an internal role or external, is about deeply understanding the outcomes being sought by the client, i.e. the business. Absorbing and internalising these expectations helps group the tangible outcomes into customer, process, talent and financial metrics.

N – Needs of the User:
This involves HR differentiating between the outcomes for the larger business from the unique needs of specific users (typically, the line managers across functions and hierarchies) of the service being provided.

S – Solutions for the User:
Much like the identification of needs, the solutions are also to be designed for the unique users of the service, while keeping in mind the larger organisational goals. Solutions should be practical and adaptable, ranging from immediate fixes for now to long-term strategies.

U – Unravel Roadblocks:
Every Consultant knows that best solutions can fail if roadblocks, such as resistance to change, are not addressed. Tackling these obstacles deftly, which can be intellectual or emotional, is vital to seeing through the solution.

L – Learning Orientation:
A commitment to continuous learning and adaptation is vital for maintaining expertise and relevance. This enables HR professionals to offer innovative solutions and sustain their consultative edge. Stagnation in skills and experiences often undermines their effectiveness as experts.

T – Technology Focus:
In today’s digital age, consultative HR professionals need to leverage digital tools and platforms to implement solutions that are sustainable.

This structured approach ensures HR’s contributions are aligned with business objectives and tailored to meet specific user needs, leading to sustained and impactful results for the organisation.