Category: Consultant Personal Development & CPD

1. 7 Signs You're Ready to Launch Your HR Consultancy - (Even If You Don’t Feel 100% Brave Yet)

   Posted on 12:00pm Sunday 27th Apr 2025

    

   If you’re an in-house HR professional secretly daydreaming about swapping endless meetings for freedom, flexibility, and a tiny bit more sunshine in your life... you’re not alone.

   I was right where you are once — juggling employee relations, last-minute board papers, and wondering if there was ever a way to do what I loved without burning out.

   Spoiler alert: there is.

   
   And if you recognise these signs, you might be more ready to launch your HR consultancy than you think — even if your inner critic is still clinging to the corporate ID badge.

   1. You’re Feeling Restless (and Maybe a Bit Grumpy)

   You used to get excited about new projects, but now every new initiative feels like just another line on a never-ending to-do list.

   If "Groundhog Day" has become your career soundtrack, it’s a sure sign that you’re craving something more — more impact, more control, and dare I say it, more joy.

   Restlessness = readiness. Trust it.

   2. You’re the Go-To Person (Even Outside Your Job Description)

   Let's be honest: you're the one everyone turns to when they want real advice, not corporate jargon.
   People ask you everything from "How do I handle this tricky employee?" to "What should I do with my career?" — and you’re brilliant at it.
   That’s not a coincidence. It’s your consultant muscle already flexing!

   3. You’re Craving Flexibility (More Than Another Pay Rise)

   It’s not just about money anymore.
   You want time for school runs, dog walks, Greek island getaways (trust me, it's possible), or even just a peaceful lunch without a Teams notification ruining it.
   Consulting gives you the freedom to design your days — not just squeeze life around your job.

   4. You Can See Gaps That Others Can’t

   You notice the gaps in strategy, culture, and leadership that no one else does — and you already know how to fix them.
   In a consultancy, those insights aren’t just “nice ideas” in a SharePoint folder — they become your offer, your service, and your income.

   5. The Idea of "Safe" Isn’t Enough Anymore

   Yes, corporate life feels safe (pensions, bonuses, annual appraisals with no real outcomes 🙃).
   But deep down, you know there’s no such thing as real security unless you're building it yourself.
   Consulting might feel scary — but it's the kind of scary that grows you.

   6. You're Already Curious About How to Start

   You're reading blogs like this (👋🏻 hello!), Googling "how to launch an HR consultancy," and secretly stalking HR consultants on LinkedIn.
   That curiosity isn’t random. It’s your future tapping you on the shoulder saying, "Oi, it’s time!"

   7. You Believe You’ve Got More to Give

   Maybe you can’t explain it fully yet, but there’s a fire in you that says you're meant for something bigger than org charts and HR metrics.
   Consulting isn’t just about leaving something behind — it’s about stepping into your true potential.

   Final Thoughts:

   Launching your consultancy isn’t about feeling “100% ready” — because no one ever does.
   It’s about spotting the signs, choosing courage over comfort, and trusting that your skills are needed right now.

   And if you want a hand-holding, cheerleading, slightly cheeky mentor in your corner — well, that’s where Leap into Consulting® comes in.

   Ready to plan your leap? Find out more about the Bootcamp here.

2. Burnout in HR: The Crisis We’re Not Talking About

   Posted on 12:00pm Tuesday 22nd Apr 2025

   

   
   By Sarah Hamilton-Gill FCIPD

   While wellbeing has become a mainstream conversation in the workplace, the wellbeing of HR professionals themselves is still largely overlooked.

   In my latest podcast episode, I explore the rising crisis of burnout in HR – especially among those who’ve left corporate life to run their own businesses. The data is clear: burnout is not just common, it’s become dangerously normalised.

   Entrepreneurs at Breaking Point
   Running a business brings freedom but also intense pressure. Recent stats show:

   • 42% of US small-business owners have experienced burnout
     
     

   • 37% of UK founders say work has harmed their health
     
     

   • Nearly 50% of Canadian entrepreneurs face ongoing mental health issues
     
     

   We often swap corporate stress for entrepreneurial stress – and it’s taking a toll.

   HR Professionals: Supporting Everyone but Themselves

   According to the HR Wellbeing Survey 2024:

   • 74% have experienced burnout at least once
     
     

   • Over 60% report multiple episodes
     
     

   • 91% feel lonely in their role
     
     

   • Half are considering leaving within a year
     
     

   • A third have taken stress-related sick leave
     
     

   • Over half have had no recent performance feedback
     
     

   These figures reflect a sector in crisis, and for HR consultants juggling both people and business demands, the impact can be even more intense.

   What’s Driving the Burnout?

   The causes are layered: unrealistic expectations, emotional labour without support, lack of visibility or boundaries, and little opportunity for feedback or reflection. Many feel constantly "on" and professionally isolated.

   How We Start to Recover
   Burnout is not a badge of honour. It’s a red flag. Here's what can help:

   • Setting and maintaining boundaries
     
     

   • Seeking support through coaching or peer networks
     
     

   • Creating time for personal reflection
     
     

   • Saying no when necessary
     
     

   • Joining communities designed to support HR professionals – like the HR Consultancy Academy
     
     

   This episode is an invitation to start taking our own well being seriously. The calm exterior so often expected of HR masks a growing internal crisis – and it’s time we addressed it.

   Listen to the full podcast for the full conversation and practical ways forward.

   #LeapIntoHRConsulting #TheHRConsultancyAcademy #HRBurnout #MentalHealthInHR #EntrepreneurWellbeing #WellbeingAtWork #BoundariesInBusiness

    

3. Mastering Profitable Pricing for HR Consultants in 2025

   Posted on 11:00am Sunday 15th Dec 2024

   Pricing is one of the most challenging yet impactful aspects of running a successful HR consulting business. In our recent "Profitable Pricing and Income Strategies" webinar, Sarah Hamilton-Gill FCIPD shared actionable insights and strategies to help HR consultants maximise profitability while delivering exceptional value to their clients. Here are the key takeaways:

   1. Embrace Your Worth

   Many consultants struggle with the guilt of charging for their time. However, it’s crucial to recognise the value of your expertise. By aligning your pricing strategy with the tangible and intangible benefits you bring—such as saving your clients’ time, reducing stress, and delivering measurable ROI—you position yourself confidently in the marketplace.

   2. Move Beyond Time-Based Pricing

   While hourly or daily rates are common, they often limit growth. Explore alternatives like:

   • Project-Based Fees: Charge for outcomes rather than hours.
   • Retainers: Offer ongoing support with predictable income.
   • One-to-Many Solutions: Deliver group sessions or online courses to scale your impact.

   3. Build a Diverse Income Stream

   Diversify your revenue sources with strategies like:

   • Passive Income: Develop digital products or online courses.
   • Referral Income: Partner with complementary businesses to earn commissions.
   • Many-to-Many Models: Engage larger audiences through webinars or group training.

   4. Target High-Value Clients

   Not all clients are the right fit for premium services. Identify clients who recognise the value of your offerings and are willing to invest in them. Remember, effort should align with reward.

   5. Create Client-Centric Packages

   Tailor your services into packages that address specific client pain points. Clear, well-structured packages demonstrate value and make pricing discussions more straightforward.

   6. Plan for Growth

   Implementing a pricing structure that grows with your business is vital. Tools like income planning by product/service and cross-selling matrices can help optimise revenue while meeting diverse client needs.

   7. Confidently Increase Prices

   For existing clients, strategic price increases are a natural part of business growth. Communicate the added value you deliver and position the adjustment as a reflection of your expertise and results.

   8. Think Bigger

   Don’t limit yourself to traditional approaches. Embrace the digital economy by leveraging technology to scale your services and expand your reach.

   9. Learn and Grow with the Right Support

   If you're looking to build confidence and clarity around pricing, consider joining programmes like the Virtual HR Consultant Bootcamp. These fast-track sessions help consultants refine their services, pricing, and business strategies, leading to tangible results and greater flexibility.

   By adopting these strategies, HR consultants can transform their pricing approach into a powerful tool for profitability and client satisfaction. To learn more about these strategies or book a consultation, visit Leap Into Consulting.

4. The Transformative Power of Peer-to-Peer Groups for HR Consultants

   Posted on 12:00pm Saturday 9th Dec 2023

   Over my 30 plus year career as an HR Consultant and HR Consultant Mentor, I've witnessed first-hand the dynamic impact that peer-to-peer groups can have on professionals, particularly those of us in the HR consulting field.

   My journey over the years has been enriched, and often transformative, by active participation in various peer and mastermind groups, so I thought in this Newsletter I would share my personal insights into why I feel these groups are invaluable, especially for HR consultants in the UK who are steering their own businesses and who want to grow both personally and professionally.

   The Essence of Peer-to-Peer Groups

   Let’s start with what a peer-to-peer group is!

   Essentially, peer-to-peer groups bring together individuals with similar professional backgrounds or interests to share experiences, challenges, and strategies. These groups provide a platform for learning, growth, and mutual support. Unlike formal training programs, peer groups thrive on shared experiences, leading to practical, real-world solutions and advice.

    You know the saying, “Been there, got the t-shirt!” Being part of a peer group also gives you an opportunity to learn from the wisdom of those who have trodden the path you are on before you, and likewise, for you to impart your own pearls of wisdom and learnings.

    Amplifying Professional Growth

   In my career, peer groups have been instrumental in accelerating my professional development. They have provided a sounding board for ideas, a source of unbiased feedback, and a repository of collective wisdom. By engaging with peers, I've gained insights that have directly impacted my HR consulting and HR training and coaching businesses, making them more effective and client-centric, plus given me the motivation to move forward and step outside of my comfort zone.

   Networking with Purpose

   Networking within these groups goes beyond exchanging business cards. It's about building long-term, meaningful relationships. I've forged connections that have led to collaborations, client referrals, and opportunities that would have been challenging to access otherwise. For independent HR consultants, these networks are invaluable, providing both business opportunities and a support system. Especially so when you are just starting out and everything feels a tad overwhelming and at times, directionless.

   Staying Abreast with Industry Trends

   HR is an ever-evolving field, and staying updated is crucial. Peer groups have been my go-to resource for the latest industry trends, policies, and best practices. Through regular interactions, I've kept my knowledge and skills relevant directly benefiting my consulting business. This can also be said for my own HR training and coaching clients who make up the  peer-to-peer network I have created at Leap into Consulting over the years.  

   Collective Problem-Solving

   One of the most significant advantages of peer-to-peer groups is collective problem-solving. Discussing challenges with individuals who have faced similar situations offers diverse perspectives and innovative solutions. I recall a specific instance where a group discussion provided me with a unique approach to a complex client issue, saving time and enhancing my professional reputation.

   Personal and Professional Support

   Running your own HR consulting business can be isolating. Peer groups offer a sense of community and belonging. They provide emotional support and encouragement, which is particularly valuable during challenging times. The reassurance that comes from others who understand your professional journey is empowering.

    A Platform for Leadership and Influence

   Participating actively in peer groups has honed my leadership skills. Leading discussions, sharing expertise, and providing guidance has not only reinforced my knowledge but has also positioned me as a thought leader in the HR consulting space. This influence extends beyond the group, enhancing my professional stature in the broader industry.

   A Catalyst for Innovation

   Collaborating with peers has spurred innovation in my approach to HR consulting. Exchanging ideas with forward-thinking professionals has inspired me to adopt new methodologies and tools, setting my services apart in a competitive market, especially in the coaching and mentoring space.

   In Summary…

   The value of peer-to-peer groups for HR consultants cannot be overstated. These groups offer a rich tapestry of experiences, insights, and opportunities that can profoundly shape your business and career. They provide a unique blend of professional development, networking, industry insight, and personal support, all crucial for the success and growth of your own HR consulting business.

   As someone deeply invested in the power of these groups, I encourage my fellow HR consultants to explore and engage with peer-to-peer networks. The benefits, as I have experienced, are not just incremental; they are transformative.

   If you’re not sure where to start, join my business growth group for HR Consultants on Facebook and visit my website for details of some of our peer-to-peer training and coaching opportunities.

   Facebook click here

5. Niche Selection; Carving Out Your Unique HR Consulting Space

   Posted on 12:00pm Sunday 15th Oct 2023

   When embarking on your journey into the realm of HR Consulting, it's an exhilarating time filled with boundless opportunities. At this very moment, numerous businesses are actively seeking professionals like you, who possess the skills and experience to address their unique people challenges, optimise talent acquisition strategies, elevate employee engagement, champion diversity and inclusion, refine leadership development, implement HR technology solutions, and expertly navigate the ever-evolving HR landscape with innovative insights.

   However, many HR Consultants inadvertently put themselves at a disadvantage by attempting to become a master of all trades. They often believe that offering a broad spectrum of services will attract a wider client base. Yet, the reality is quite the opposite. Specialisation often paves the way for distinction. Clients are inclined to seek out experts who can precisely address their specific HR needs. Therefore, before you dive headfirst into developing an extensive proposition designed to cater to all facets of HR, I invite you to reassess this phase of your business planning from a different angle - a perspective that revolves around the concept of 'niching.

   You see, carving out your niche as an HR Consultant is not just a strategic move; it's a powerful decision that can profoundly impact your career. In this article I share why this approach can be highly advantageous and discuss how you should approach defining your own niche, so that you can position your business in a way that truly sets you apart, maximises your expertise, lights you up and fulfils you, and ensures your long-term success in the dynamic and thriving world of HR consulting.

   What is a niche?

   I’m sure you know the term, but just in case…

   Rather than a definition copy and pasted from Google, think of it like this…

   Imagine you’re experiencing health issues. Would you prefer to see a general practitioner who knows a little about lots of medical conditions, or a specialist in the particular ailment you're facing who knows a lot about and has dedicated themselves to developing expertise in that area of medicine? The answer is clear right?

   That’s an example of a niche and the same principle applies in HR consulting.

   Why bother to niche? What are the benefits?

   Quite simply, there are so many benefits to niching your HR Consulting offering:

    

   1. It elevates your credibility, positioning you as an expert in your specialised field. This specialisation reduces competition, enabling you to charge premium rates and cultivate a dedicated client base.
   2. Your in-depth knowledge fosters a deeper understanding of your niche, empowering you to provide tailored, valuable solutions to your clients’ specific HR challenges.
   3. It’s much easier to target your marketing and with a specific focus makes it far easier to connect with prospective clients Additionally your specialisation builds trust and fosters word-of-mouth referrals.

    

   Ultimately, when you niche, there’s no mistaking who you are, what you offer and where your value lies.

   And there’s an added bonus, as niching goes beyond just business advantages. Working within your niche cultivates personal passion and fulfilment, as well as greater control over your projects, leading to higher job satisfaction. Isn’t this a big reason for leaving your inhouse HR role behind and setting up your own business in the first place?

   Convinced?

   So, how do you go about narrowing down and uncovering your niche?

   To uncover your niche in HR consulting, follow these steps.

    

   1. Begin by reflecting on your passions and interests within HR. Delve into what aspect of HR excites you the most, whether it's talent acquisition, employee engagement, diversity and inclusion, leadership development, or HR technology. Your enthusiasm will be the driving force behind your niche.
   2. Next, assess your expertise by taking stock of your skills and experiences gained throughout your corporate career; these will form the foundation of your niche.
   3. Conduct market research to identify niches in demand, pinpoint areas where businesses are seeking expert guidance, and consider your ideal client to refine your focus.
   4. Before fully committing, validate your niche by seeking feedback from your network, including colleagues, mentors, and potential clients.

    

   Remember that you don’t need to conquer the entire niche landscape at once; start small, master your initial niche, and strategically expand as your consulting business evolves.

   And that’s it!

   Choosing a niche isn't confining; it's a gateway to professional freedom and success. It allows you to concentrate your efforts, develop profound expertise, and build a recognisable brand.

   As an HR Consultant, clients value specialists who can offer tailored solutions to their specific HR challenges. So, when you contemplate your consulting career, don't merely think about what you can do; contemplate what you can specialise in and become an esteemed authority in your chosen niche.

   It's not just about carving a niche; it's about crafting a remarkable consulting journey that both you and your clients will cherish.

6. Know Your Value as a Consultant

   Posted on 12:00pm Saturday 21st Jan 2023

   ‘Know your value’, that’s the motto I’m leaning on as we have moved into the new year, and one that I’m always trying to make sure my clients understand too. 

   As HR consultants, we bring a lot to the table: knowing exactly what will help you feel more confident in your pitching, as well as help you price more fairly once you’ve found that new client. 

   Here are 10 ways in which a consultant can bring value to a client, versus an in-house HR team, starting with the more personal

   Click here for the full article: