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The Impact of Process Consultant Personality Traits on the Success of Consulting Assignments
Article Number: SIS271089AI110724
11th July, 2024
Author(s):
Gabriel Gbiel Benarkuu, Enock Katere, Agatha Ifenkwe, Peter Clever Sutinga, Charles Norshie
Abstract:
The dynamic character of today's business environment has increased the
importance of consulting assignments, particularly those involving
organizational development (OD) and change management. This study investigates
the impact of process consultants' personality traits on the success of consulting
assignments, addressing a significant gap in empirical research concerning the
influence of individual personality factors on consulting outcomes. The study
utilized a quantitative research design, employing standardized questionnaires
to assess personality attributes, client satisfaction, and consulting
assignment success. The Big Five Inventory (BFI) was used to measure
personality traits, while custom-developed questionnaires evaluated client
satisfaction and consulting outcomes. Data collection was conducted through
online surveys distributed to process consultants using purposive and snowball
sampling strategies. The collected data were analyzed using SPSS, with Pearson
correlation coefficients and multiple regression analysis employed to explore the
relationships between personality traits and consulting success. The
reliability of the questionnaire items was confirmed with a Cronbach's Alpha of
0.898, indicating high internal consistency. The regression model revealed that
emotional stability was the only significant predictor of consulting assignment
success among the Big Five traits (β = 0.282, p = 0.007). Other and
characteristics, such as extraversion, agreeableness, conscientiousness, and
openness to experience, showed positive but non-significant associations with
consulting success. The study found that emotionally stable consultants who
remain calm and composed under pressure significantly contribute to successful
consulting outcomes. While traditionally viewed as advantageous, traits like
extraversion and agreeableness did not predict substantially consulting
success, highlighting the importance of balancing these traits with active
listening and assertiveness. Conscientiousness, typically associated with
high-quality work, was not a significant predictor, suggesting that extreme
conscientiousness may hinder adaptability. Openness to experience showed a
non-significant negative impact, emphasizing the need for practical
implementation strategies. This study underscores the pivotal role of emotional
stability in the success of consulting assignments while challenging
conventional perceptions of the Big Five traits. To enhance consulting
assignment success, it is recommended that consulting firms prioritize
emotional stability in recruitment and training, using psychological
evaluations and stress management techniques.