December 2003

Question

I am preparing an engagement letter for my first, large, bureaucratic company and need to include proof of insurance. I am aware that the SHRM Consultant's Forum offers HR consultants (and SHRM members) such policies but have never seen such an offering from ASTD. Can you advise if ASTD does offer such consultants' insurance? If not, any suggestions on whom I might contact about getting proper coverage. I am quite certain that my engagement letter will be rejected if I cannot provide proof of appropriate insurance.

Answer

ASTD no longer offers trainers' liability insurance. Contact you trusted insurance agent (who should be a part of your corporate team). Also check previous answers in this column that address insurance concerns, question 3 in the September 2003 column, for example.

Question

My first consulting opportunity has come from an unexpected source. An author/speaker has asked for help in putting together a training seminar using the material from his books. How do I set my fees for this? By job or by hour? He will copyright the material so I would only be involved as a designer.

Answer

You should already have a fee structure for the various types of work that you do. Setting the fee by the hour may be seen as too risky by the author, since you may run over the number of hours that seems reasonable. If I were you, I would set the fee by the job. This sends a message to the author that you will deliver within his/her budget. Of course if it takes you longer than you anticipated, you will still charge the same price. I suggest that you have an agreement in which all expectations are clearly spelled out.

Question

My small team of Training and Development Specialists is looking for a tool to assess the consultation services that we provide to our internal client groups. For example: did we identify and were we responsive to your needs? What could we have done to provide better support? Do you have any suggestions?

Answer

While there is no specific tool designed, two books will serve as great resources for you to develop your own tool. The two books are Flawless Consulting by Peter Block and How to Manage Training by Carolyn Nilson. Once you develop your tool, you would provide a great service to our readers by sharing it on this website.

Question

I have been in the training and consulting field for ten years and would like to build business in Europe and Asia. Can you provide me with direction about how to get started?

Answer

Editor's Note: From time to time this column will ask experts to respond to your questions. Kim Barnes has experience with training and consulting in other countries. Here is Kim's answer.

One of the best ways to begin is to attend international conferences. IFTDO, IODA, and other organizations hold conferences on topics of interest to internal and external training and development professionals. (Also consider attending the ASTD International SIG at the yearly conference.) It's a great way to meet people, learn about other cultures and how they provide these services and to see what is on offer. If you think you have something that would be new and different, apply to give a session at an upcoming conference. In the meantime, develop the relationships you begin at the conference and see if anyone is seeking an American partner to distribute his or her material. This may grow into a two-way partnership if you have something unique that would be of interest to their clients; you might consider partnering with a local firm to do an "open programme" of your own design.

Another approach is to let your US - based global customers know that you are interested in working abroad. Offer to deliver a program you are delivering for them here in another region. This would most likely mean that you would go to an English-speaking country or work at the level of the company where everyone is required to speak good business English. Offer to pay for your own travel so that it would not cost the company extra to use you rather than a local trainer. Develop a relationship with the local training and development manager and stay in touch so that you will be aware of other opportunities.

There are also certain international NGOs (non-governmental organizations) that provide training in developing countries; the pay is minimal, but the experience can be extremely valuable.

Some cautions: there is nothing that we do in the US that is particularly unique or better than what is offered in many global locations by their own neighbors, who also have the advantage of understanding the culture. Unless you are a well-known "guru" you are probably best off working in partnership with a local training and development firm or with your own client organizations located elsewhere in the world. Read all you can about the culture before you go, talk to people who have lived and worked there. Plan your trip so that you will have time in advance to meet with a local "coach" who can give you some guidance on the culture as well as specific organizational issues. Ideally, that same person should sit in on your session and provide feedback to you at breaks.

If you want to work internationally, the most important thing of all is to think of yourself as being a learner more than a teacher. You will be of the greatest value to your clients if you are a student of each culture that you visit and remember that no matter how competent you may be in your own field, you are a beginner at the art of working, living, and learning in that new place. The rewards of being "at home" in the world are great; it all starts with being a learner and developing relationships that will make you a welcome visitor wherever you go.

B. Kim Barnes, CEO
Barnes & Conti Associates, Inc.
www.barnesconti.com