21 May, 2025

Try This: Get Aligned Before the Consultant Joins Your Team

By |2025-05-21T08:34:11-04:00May 21st, 2025|Categories: Consulting|Tags: , , , , |0 Comments

Two women sit facing each other and appear to be in a serious, thoughtful conversation. The image has a gold border with bold white text at the top reading "Try This." Across the center, a gold banner reads "Get Aligned Before the Consultant Joins Your Team." At the bottom, the Nicole Clark Consulting logo appears with the tagline “Raise Your Voice for Women & Girls of Color.”
Try this exercise before you hire a consultant.

Before the consultant joins your team, it’s important for staff to get aligned to avoid feeling off-balance.

When roles are unclear or expectations are vague, collaboration can feel more like competition.

That’s where this visual Team Map exercise comes in—giving staff the clarity they need before the consultant ever steps in.

This exercise helps staff clarify who’s doing what, where responsibilities intersect, and how to engage the consultant without feeling overshadowed or sidelined.

Objective:

To help staff clearly define the roles of internal team members and external consultants, while identifying shared responsibilities and collaboration zones before the consultant joins your team.

This is ideal for:

  • Programming staff who have to work with consultants
  • Staff overseeing consultant engagement
  • Staff responsible for hiring or managing consultants across teams

What you’ll need:

  • 30–40 minutes (or longer) of uninterrupted time
  • A facilitator (internal staff member or team lead)
  • A quiet space (in-person or virtual)
  • Chart paper or virtual whiteboard
  • Sticky notes or digital text boxes
  • Markers or annotation tools

The steps:

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14 May, 2025

Ask Nicole: Why Staff Hate Working with Consultants

By |2025-05-14T10:10:05-04:00May 14th, 2025|Categories: Consulting|Tags: , , , |0 Comments

A professional headshot of Nicole Clark smiling confidently, wearing a yellow top and long earrings. The image has a purple border with white text at the top reading "Ask Nicole." Across the center, a deep purple banner reads "Why Staff Hate Working with Consultants." At the bottom, the logo text says "Nicole Clark Consulting – Raise Your Voice for Women & Girls of Color."
Have a question you’d like to be featured? Let me know.

Why do staff hate working with consultants? It’s a question many staff avoid asking directly, but it shows up in meeting side comments, disengaged participation, and sometimes open resistance.

And it’s not about staff being difficult. More often, it’s because no one told them what to expect—or how their work might shift.

As a consultant, I come in with only an external perception of the organization. Over the years, I’ve developed a practice of getting to know staff, particularly staff that are directly involved in the program/service, strategic planning, or research project I’m hired to work on.

After several projects, I noticed something: Staff may be welcoming to a consultant, but if given the opportunity, they probably wouldn’t work with one.

And it’s not because they’re unwilling to collaborate. It’s often due to:

  • Not being aware that a consultant is coming;
  • Not having a say in the consultant hiring process;
  • The consultant not understanding the organizational culture;
  • No expectations for how to interact with the consultant;
  • The consultant’s inability to understand context; and
  • Not clear plan for what to do next after the consultant leaves

A consultant is suddenly looped in, given access to meetings, projects, data, and strategy sessions—without staff ever being given context, clarity, or choice. That disconnect can feel frustrating and disempowering.

In many nonprofit and philanthropic spaces, consultants arrive as part of a strategic effort to fill gaps in capacity or lead big-picture projects. But what’s often missing is a critical heads-up to the staff who’ll be working alongside them.

In this month’s Ask Nicole, I’m unpacking some of the real reasons staff don’t like working with consultants. This post is for the program managers, coordinators, and team leads who are expected to engage with consultants but were never fully looped in. This post is also for the staff members who hire consultants.

Let’s talk about why this matters, what you can do when you find yourself in this situation, and how you can support your staff before the consultant shows up.

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31 Jan, 2025

Beyond Orientation: Build a Well-Trained Team for Your Program

By |2025-01-30T18:58:41-05:00January 31st, 2025|Categories: Workshop, Program, & Curriculum Design|Tags: , |0 Comments


Getting program participants in the door is one thing—making sure they’re prepared and confident in their roles is another.

Your program staff and volunteers are the backbone of your program, and when they feel knowledgeable and supported, they deliver better results, adapt to challenges more easily, and stay committed for the long haul.

A strong training plan isn’t just a one-time orientation—it’s an ongoing investment in your program’s success.

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3 Sep, 2024

Ask Nicole: Balancing Participant Feedback & Staff Capacity

By |2024-12-23T14:42:45-05:00September 3rd, 2024|Categories: Workshop, Program, & Curriculum Design|Tags: , , , |0 Comments

Have a questions you’d like to be featured? Let me know.

In order to evaluate a program, I start by speaking to staff in charged of running the program.

This helps me understand why the program exists, the ideal participants, program goals, activities, outreach, etc. This helps to develop an evaluation process that’s appropriate to the program’s goals.

This process also helps in providing programmatic recommendations. Even though participant feedback is key to program improvements, so is understanding staff capacity to make these changes.

Navigating grantee-funder relationships while staying true to your mission is complex.

Similarly, it can be a balancing act when staff have to prioritize program participant feedback.

Here are five recommendations to help programmatic staff balance participant feedback with their capacity to implement changes:

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6 Dec, 2023

Ask Nicole: Why Strategic Plans Usually Fail

By |2023-12-06T10:52:04-05:00December 6th, 2023|Categories: Strategic Planning & Sustainability|Tags: , , |0 Comments

Have a question you’d like to be featured? Let me know.

It’s that time of year, where we think ahead to what we want to accomplish in the new year.

If you’re a nonprofit leader, strategic planning might be top of mind for you.

Whether you’re considering the best time to start strategic planning or determining when to review progress, a strategic plan serves as a roadmap of your organizational priorities.

It’s also possible to fail at strategic planning. Here are seven reasons why a strategic planning failure happens:

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