What are the qualities of a highly successful consultant?

Highly successful strategy consultants excel in the following activities:

  • Listen actively and communicate verbally, graphically and in writing
  • Analyze, synthesize and integrate data into a compelling story
  • Care for clients; empathize with their problems and ambitions
  • Enjoy learning every day; un-learn old knowledge when no longer valid
  • Cope effortlessly with long hours, extensive travel and a zillion types of crisis  

Specific characteristics at different stages of consulting career:
 
Entry level:

  • Gather information; leverage all useful resources within reach
  • Crunch the data until it makes sense
  • Be self-sufficient; free the manager from need to micro-manage

Case Team Leader:

  • Manage all aspects of project: team, client, and partner
  • Apply methodologies; transform random pieces of information into meaningful structures
  • Focus equally and simultaneously on the big picture and the details
  • Stick to schedule, budget and resource constraints; force the 80/20 rule
  • Coach junior consultants and develop their skills

Partner:

  • Sell new projects 
  • Manage, maintain and develop client relationships
  • Market the firm and develop the brand through research (e.g., articles and books) and interviews
  • Lead the firm to new frontiers in diverse aspects: domains of expertise, technologies used, methodologies; partnerships; locations
  • Identify, hire and mentor employees with great potential

more via Quora

What is CEO coaching like? You are playing with the idea to look for a CEO coach since you have been been in this position?

Successful CEO coaching is driven primarily by a leader’s partnership with their stakeholders and their ability to obtain feedback, evaluate it, and act upon it.

We see the executive coach as a catalyst for change, not as the driver.

rd&partners’ executive coaching process is based on the following:

  • Keeping it simple and focused
  • Supporting the CEO in sharing goals with their key stakeholders and fostering greater accountability
  • Asking stakeholders for feedback that will help the CEO to focus on change for the future rather than shortcomings in the past
  • Encouraging the CEO to adopt new behaviors and follow up with stakeholders in order to make sure the new behaviors are noticed and adapted as needed
  • Measuring results through interaction with those affected, not according to the CEO/leader or the coach.