- •In praise of the fourth edition
- •CONTENTS
- •FOREWORD
- •The concept of consulting
- •Purpose of the book
- •Terminology
- •Plan of the book
- •ABBREVIATIONS AND ACRONYMS
- •1.1 What is consulting?
- •Box 1.1 On giving and receiving advice
- •1.2 Why are consultants used? Five generic purposes
- •Figure 1.1 Generic consulting purposes
- •Box 1.2 Define the purpose, not the problem
- •1.3 How are consultants used? Ten principal ways
- •Box 1.3 Should consultants justify management decisions?
- •1.4 The consulting process
- •Figure 1.2 Phases of the consulting process
- •1.5 Evolving concepts and scope of management consulting
- •2 THE CONSULTING INDUSTRY
- •2.1 A historical perspective
- •2.2 The current consulting scene
- •2.3 Range of services provided
- •2.4 Generalist and specialist services
- •2.5 Main types of consulting organization
- •2.6 Internal consultants
- •2.7 Management consulting and other professions
- •Figure 2.1 Professional service infrastructure
- •2.8 Management consulting, training and research
- •Box 2.1 Factors differentiating research and consulting
- •3.1 Defining expectations and roles
- •Box 3.1 What it feels like to be a buyer
- •3.2 The client and the consultant systems
- •Box 3.2 Various categories of clients within a client system
- •Box 3.3 Attributes of trusted advisers
- •3.4 Behavioural roles of the consultant
- •Box 3.4 Why process consultation must be a part of every consultation
- •3.5 Further refinement of the role concept
- •3.6 Methods of influencing the client system
- •3.7 Counselling and coaching as tools of consulting
- •Box 3.5 The ICF on coaching and consulting
- •4 CONSULTING AND CHANGE
- •4.1 Understanding the nature of change
- •Figure 4.1 Time span and level of difficulty involved for various levels of change
- •Box 4.1 Which change comes first?
- •Box 4.2 Reasons for resistance to change
- •4.2 How organizations approach change
- •Box 4.3 What is addressed in planning change?
- •Box 4.4 Ten overlapping management styles, from no participation to complete participation
- •4.3 Gaining support for change
- •4.4 Managing conflict
- •Box 4.5 How to manage conflict
- •4.5 Structural arrangements and interventions for assisting change
- •5 CONSULTING AND CULTURE
- •5.1 Understanding and respecting culture
- •Box 5.1 What do we mean by culture?
- •5.2 Levels of culture
- •Box 5.2 Cultural factors affecting management
- •Box 5.3 Japanese culture and management consulting
- •Box 5.4 Cultural values and norms in organizations
- •5.3 Facing culture in consulting assignments
- •Box 5.5 Characteristics of “high-tech” company cultures
- •6.1 Is management consulting a profession?
- •6.2 The professional approach
- •Box 6.1 The power of the professional adviser
- •Box 6.2 Is there conflict of interest? Test your value system.
- •Box 6.3 On audit and consulting
- •6.3 Professional associations and codes of conduct
- •6.4 Certification and licensing
- •Box 6.4 International model for consultant certification (CMC)
- •6.5 Legal liability and professional responsibility
- •7 ENTRY
- •7.1 Initial contacts
- •Box 7.1 What a buyer looks for
- •7.2 Preliminary problem diagnosis
- •Figure 7.1 The consultant’s approach to a management survey
- •Box 7.2 Information materials for preliminary surveys
- •7.3 Terms of reference
- •Box 7.3 Terms of reference – checklist
- •7.4 Assignment strategy and plan
- •Box 7.4 Concepts and terms used in international technical cooperation projects
- •7.5 Proposal to the client
- •7.6 The consulting contract
- •Box 7.5 Confidential information on the client organization
- •Box 7.6 What to cover in a contract – checklist
- •8 DIAGNOSIS
- •8.1 Conceptual framework of diagnosis
- •8.2 Diagnosing purposes and problems
- •Box 8.1 The focus purpose – an example
- •Box 8.2 Issues in problem identification
- •8.3 Defining necessary facts
- •8.4 Sources and ways of obtaining facts
- •Box 8.3 Principles of effective interviewing
- •8.5 Data analysis
- •Box 8.4 Cultural factors in data-gathering – some examples
- •Box 8.5 Difficulties and pitfalls of causal analysis
- •Figure 8.1 Force-field analysis
- •Figure 8.2 Various bases for comparison
- •8.6 Feedback to the client
- •9 ACTION PLANNING
- •9.1 Searching for possible solutions
- •Box 9.1 Checklist of preliminary considerations
- •Box 9.2 Variables for developing new forms of transport
- •9.2 Developing and evaluating alternatives
- •Box 9.3 Searching for an ideal solution – three checklists
- •9.3 Presenting action proposals to the client
- •10 IMPLEMENTATION
- •10.1 The consultant’s role in implementation
- •10.2 Planning and monitoring implementation
- •10.3 Training and developing client staff
- •10.4 Some tactical guidelines for introducing changes in work methods
- •Figure 10.1 Comparison of the effects on eventual performance when using individualized versus conformed initial approaches
- •Figure 10.2 Comparison of spaced practice with a continuous or massed practice approach in terms of performance
- •Figure 10.3 Generalized illustration of the high points in attention level of a captive audience
- •10.5 Maintenance and control of the new practice
- •11.1 Time for withdrawal
- •11.2 Evaluation
- •11.3 Follow-up
- •11.4 Final reporting
- •12.1 Nature and scope of consulting in corporate strategy and general management
- •12.2 Corporate strategy
- •12.3 Processes, systems and structures
- •12.4 Corporate culture and management style
- •12.5 Corporate governance
- •13.1 The developing role of information technology
- •13.2 Scope and special features of IT consulting
- •13.3 An overall model of information systems consulting
- •Figure 13.1 A model of IT consulting
- •Figure 13.2 An IT systems portfolio
- •13.4 Quality of information systems
- •13.5 The providers of IT consulting services
- •Box 13.1 Choosing an IT consultant
- •13.6 Managing an IT consulting project
- •13.7 IT consulting to small businesses
- •13.8 Future perspectives
- •14.1 Creating value
- •14.2 The basic tools
- •14.3 Working capital and liquidity management
- •14.4 Capital structure and the financial markets
- •14.5 Mergers and acquisitions
- •14.6 Finance and operations: capital investment analysis
- •14.7 Accounting systems and budgetary control
- •14.8 Financial management under inflation
- •15.1 The marketing strategy level
- •15.2 Marketing operations
- •15.3 Consulting in commercial enterprises
- •15.4 International marketing
- •15.5 Physical distribution
- •15.6 Public relations
- •16 CONSULTING IN E-BUSINESS
- •16.1 The scope of e-business consulting
- •Figure 16.1 Classification of the connected relationship
- •Box 16.1 British Telecom entering new markets
- •Box 16.2 Pricing models
- •Box 16.3 EasyRentaCar.com breaks the industry rules
- •Box 16.4 The ThomasCook.com story
- •16.4 Dot.com organizations
- •16.5 Internet research
- •17.1 Developing an operations strategy
- •Box 17.1 Performance criteria of operations
- •Box 17.2 Major types of manufacturing choice
- •17.2 The product perspective
- •Box 17.3 Central themes in ineffective and effective development projects
- •17.3 The process perspective
- •17.4 The human aspects of operations
- •18.1 The changing nature of the personnel function
- •18.2 Policies, practices and the human resource audit
- •Box 18.1 The human resource audit (data for the past 12 months)
- •18.3 Human resource planning
- •18.4 Recruitment and selection
- •18.5 Motivation and remuneration
- •18.6 Human resource development
- •18.7 Labour–management relations
- •18.8 New areas and issues
- •Box 18.2 Current issues in Japanese human resource management
- •Box 18.3 Current issues in European HR management
- •19.1 Managing in the knowledge economy
- •Figure 19.1 Knowledge: a key resource of the post-industrial area
- •19.2 Knowledge-based value creation
- •Figure 19.2 The competence ladder
- •Figure 19.3 Four modes of knowledge transformation
- •Figure 19.4 Components of intellectual capital
- •Figure 19.5 What is your strategy to manage knowledge?
- •19.3 Developing a knowledge organization
- •Figure 19.6 Implementation paths for knowledge management
- •Box 19.1 The Siemens Business Services knowledge management framework
- •20.1 Shifts in productivity concepts, factors and conditions
- •Figure 20.1 An integrated model of productivity factors
- •Figure 20.2 A results-oriented human resource development cycle
- •20.2 Productivity and performance measurement
- •Figure 20.3 The contribution of productivity to profits
- •20.3 Approaches and strategies to improve productivity
- •Figure 20.4 Kaizen building-blocks
- •Box 20.1 Green productivity practices
- •Figure 20.5 Nokia’s corporate fitness rating
- •Box 20.2 Benchmarking process
- •20.4 Designing and implementing productivity and performance improvement programmes
- •Figure 20.6 The performance improvement planning process
- •Figure 20.7 The “royal road” of productivity improvement
- •20.5 Tools and techniques for productivity improvement
- •Box 20.3 Some simple productivity tools
- •Box 20.4 Multipurpose productivity techniques
- •Box 20.5 Tools used by most successful companies
- •21.1 Understanding TQM
- •21.2 Cost of quality – quality is free
- •Figure 21.1 Typical quality cost reduction
- •Box 21.1 Cost items of non-conformance associated with internal and external failures
- •Box 21.2 The cost items of conformance
- •21.3 Principles and building-blocks of TQM
- •Figure 21.2 TQM business structures
- •21.4 Implementing TQM
- •Box 21.3 The road to TQM
- •Figure 21.3 TQM process blocks
- •21.5 Principal TQM tools
- •Box 21.4 Tools for simple tasks in quality improvement
- •Figure 21.4 Quality tools according to quality improvement steps
- •Box 21.5 Powerful tools for company-wide TQM
- •21.6 ISO 9000 as a vehicle to TQM
- •21.7 Pitfalls and problems of TQM
- •21.8 Impact on management
- •21.9 Consulting competencies for TQM
- •22.1 What is organizational transformation?
- •22.2 Preparing for transformation
- •Figure 22.1 The change-resistant organization
- •22.3 Strategies and processes of transformation
- •Figure 22.2 Linkage between transformation types and organizational conditions
- •Figure 22.3 Relationships between business performance and types of transformation
- •Box 22.1 Eight stages for transforming an organization
- •22.4 Company turnarounds
- •Box 22.2 Implementing a turnaround plan
- •22.5 Downsizing
- •22.6 Business process re-engineering (BPR)
- •22.7 Outsourcing and insourcing
- •22.8 Joint ventures for transformation
- •22.9 Mergers and acquisitions
- •Box 22.3 Restructuring through acquisitions: the case of Cisco Systems
- •22.10 Networking arrangements
- •22.11 Transforming organizational structures
- •22.12 Ownership restructuring
- •22.13 Privatization
- •22.14 Pitfalls and errors to avoid in transformation
- •23.1 The social dimension of business
- •23.2 Current concepts and trends
- •Box 23.1 International guidelines on socially responsible business
- •23.3 Consulting services
- •Box 23.2 Typology of corporate citizenship consulting
- •23.4 A strategic approach to corporate responsibility
- •Figure 23.1 The total responsibility management system
- •23.5 Consulting in specific functions and areas of business
- •23.6 Future perspectives
- •24.1 Characteristics of small enterprises
- •24.2 The role and profile of the consultant
- •24.4 Areas of special concern
- •24.5 An enabling environment
- •24.6 Innovations in small-business consulting
- •25.1 What is different about micro-enterprises?
- •Box 25.1 Consulting in the informal sector – a mini case study
- •25.3 The special skills of micro-enterprise consultants
- •Box 25.2 Private consulting services for micro-enterprises
- •26.1 The evolving role of government
- •Box 26.1 Reinventing government
- •26.2 Understanding the public sector environment
- •Figure 26.1 The public sector decision-making process
- •Box 26.2 The consultant–client relationship in support of decision-making
- •Box 26.3 “Shoulds” and “should nots” in consulting to government
- •26.3 Working with public sector clients throughout the consulting cycle
- •26.4 The service providers
- •26.5 Some current challenges
- •27.1 The management challenge of the professions
- •27.2 Managing a professional service
- •Box 27.1 Challenges in people management
- •27.3 Managing a professional business
- •Box 27.2 Leverage and profitability
- •Box 27.3 Hunters and farmers
- •27.4 Achieving excellence professionally and in business
- •28.1 The strategic approach
- •28.2 The scope of client services
- •Box 28.1 Could consultants live without fads?
- •28.3 The client base
- •28.4 Growth and expansion
- •28.5 Going international
- •28.6 Profile and image of the firm
- •Box 28.2 Five prototypes of consulting firms
- •28.7 Strategic management in practice
- •Box 28.3 Strategic audit of a consulting firm: checklist of questions
- •Box 28.4 What do we want to know about competitors?
- •Box 28.5 Environmental factors affecting strategy
- •29.1 The marketing approach in consulting
- •Box 29.1 Marketing of consulting: seven fundamental principles
- •29.2 A client’s perspective
- •29.3 Techniques for marketing the consulting firm
- •Box 29.2 Criteria for selecting consultants
- •Box 29.3 Branding – the new myth of marketing?
- •29.4 Techniques for marketing consulting assignments
- •29.5 Marketing to existing clients
- •Box 29.4 The cost of marketing efforts: an example
- •29.6 Managing the marketing process
- •Box 29.5 Information about clients
- •30 COSTS AND FEES
- •30.1 Income-generating activities
- •Table 30.1 Chargeable time
- •30.2 Costing chargeable services
- •30.3 Marketing-policy considerations
- •30.4 Principal fee-setting methods
- •30.5 Fair play in fee-setting and billing
- •30.6 Towards value billing
- •30.7 Costing and pricing an assignment
- •30.8 Billing clients and collecting fees
- •Box 30.1 Information to be provided in a bill
- •31 ASSIGNMENT MANAGEMENT
- •31.1 Structuring and scheduling an assignment
- •31.2 Preparing for an assignment
- •Box 31.1 Checklist of points for briefing
- •31.3 Managing assignment execution
- •31.4 Controlling costs and budgets
- •31.5 Assignment records and reports
- •Figure 31.1 Notification of assignment
- •Box 31.2 Assignment reference report – a checklist
- •31.6 Closing an assignment
- •32.1 What is quality management in consulting?
- •Box 32.1 Primary stakeholders’ needs
- •Box 32.2 Responsibility for quality
- •32.2 Key elements of a quality assurance programme
- •Box 32.3 Introducing a quality assurance programme
- •Box 32.4 Assuring quality during assignments
- •32.3 Quality certification
- •32.4 Sustaining quality
- •33.1 Operating workplan and budget
- •Box 33.1 Ways of improving efficiency and raising profits
- •Table 33.2 Typical structure of expenses and income
- •33.2 Performance monitoring
- •Box 33.2 Monthly controls: a checklist
- •Figure 33.1 Expanded profit model for consulting firms
- •33.3 Bookkeeping and accounting
- •34.1 Drivers for knowledge management in consulting
- •34.2 Factors inherent in the consulting process
- •34.3 A knowledge management programme
- •34.4 Sharing knowledge with clients
- •Box 34.1 Checklist for applying knowledge management in a small or medium-sized consulting firm
- •35.1 Legal forms of business
- •35.2 Management and operations structure
- •Figure 35.1 Possible organizational structure of a consulting company
- •Figure 35.2 Professional core of a consulting unit
- •35.3 IT support and outsourcing
- •35.4 Office facilities
- •36.1 Personal characteristics of consultants
- •36.2 Recruitment and selection
- •Box 36.1 Qualities of a consultant
- •36.3 Career development
- •Box 36.2 Career structure in a consulting firm
- •36.4 Compensation policies and practices
- •Box 36.3 Criteria for partners’ compensation
- •Box 36.4 Ideas for improving compensation policies
- •37.1 What should consultants learn?
- •Box 37.1 Areas of consultant knowledge and skills
- •37.2 Training of new consultants
- •Figure 37.1 Consultant development matrix
- •37.3 Training methods
- •Box 37.2 Training in process consulting
- •37.4 Further training and development of consultants
- •37.5 Motivation for consultant development
- •37.6 Learning options available to sole practitioners
- •38 PREPARING FOR THE FUTURE
- •38.1 Your market
- •Box 38.1 Change in the consulting business
- •38.2 Your profession
- •38.3 Your self-development
- •38.4 Conclusion
- •APPENDICES
- •4 TERMS OF A CONSULTING CONTRACT
- •5 CONSULTING AND INTELLECTUAL PROPERTY
- •7 WRITING REPORTS
- •SUBJECT INDEX
APPENDIX 7
WRITING REPORTS
The different reports written by consultants are mentioned in various chapters of the book according to the occasions and purposes that call for them. This appendix reviews the essential principles of writing and producing reports in consulting.
1.Reports in perspective
In most consulting work, written communication complements oral communication, but in some cases the written report will become the main or the only communication channel. In addition to summarizing and conveying information and stimulating the client to act, reports to clients have other important functions. They contribute by their quality and presentation to the impact the consultant makes during the assignment. They also affect the consultant’s general reputation. When the personal contacts between consultant and client are limited (for example, if the client obtains written proposals from several consultants and will select one on the basis of these proposals), persuasion may be a vital feature of a report.
An excellent consulting report meets three basic criteria:
●First, it is reader-friendly. Its structure, style, terminology, arguments used and any other features are selected with regard to the client’s background, needs and preferences. The basic question is: “What sort of report will render the best service to the client and will be easily read and understood by the client?” and not: “What sort of report do we like to produce in our firm?” Obviously, in many cases the client will have no particular preference and will leave the choice to the consultant. Yet the question must be asked, and discussing it directly with the client may be helpful.
●Second, the report should be easy for the consultant to write. Ease of writing leads to ease of reading. In addition, it saves time and money for the client, who is going to pay for the time spent by the consultant on writing, and use his or her own time studying the report. In an extreme case, a poorly drafted report may put off the client and achieve the opposite of what was intended.
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●Third, and most importantly, the aim of every report is to convey a particular message. This message (or purpose) needs to be clarified before the report is drafted. This course of action will help the consultant to structure the report, choose a convenient style, and organize facts and information in support of the message to the client.
As a check, you should ask yourself about the necessity and purpose of any report you intend to produce:
–Why is the report necessary?
–What is its message?
–What will it achieve?
–Is there a better way of achieving this purpose?
–Is now the time for it?
–Who is likely to read it and make use of it?
As a matter of principle, consulting reports should not repeat information obtained from the client or well known to him or her, and general information on the background situation, with the exception of information that directly justifies conclusions or documents the work performed. The essence of information is news. Thus, the information content of reports should consist of:
–facts discovered for the first time by the consultant;
–newly discovered significance of known facts;
–newly found connections between known effects and hitherto unknown causes;
–solutions to the client’s problems, and their justification;
–results achieved and changes made or proposed;
–facts showing to the client that he or she needs to take action, and any other facts commanding the client’s attention.
2.Structuring the report
The contents need to be arranged in the best sequence for the nature and purpose of the report and for the desired reaction to it. This may be difficult. The author may be tempted to describe the whole assignment and the whole analytical and thinking process of the consulting team, but the client is looking for results and proposals that will be tangible improvements to the business. Although the author may hope the reader will start at the beginning and read through to the end, there is no guarantee of this. This is one of the hazards of written communication. Persuasion requires careful build-up through a reasoned sequence which the reader may choose not to follow.
A table of contents is essential (except in very short reports); it is regrettable that many reports do not have one. The best place for the table of contents is at the very beginning of the report, i.e. preceding any introduction, preface, or summary. In some countries (e.g. France) it has been customary to give a table of contents at the very end.
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The whole report should he carefully planned. It will contain certain main ideas and topics, some of which will have subdivisions. It may help to start by producing an outline listing the main points and ideas.
Marshalling the body of a report into a logical structure is aided by having a formal system of numbers and/or letters for main headings, subheadings and so on. The wording after each number may be printed in a different style. A decimal system may be used, as in the example on the left, or numbers and letters, as in the example on the right:
1. |
Main heading |
I. Main heading |
1.1. |
Subheading |
1. Subheading |
1.1.1. Sub-subheading |
A. Sub-subheading |
|
|
|
(i) Listed item |
|
|
(ii) Listed item |
|
|
|
The advantage of such a scheme is that it makes the writer think about priorities and helps him or her determine which topics are genuine subdivisions of others. It promotes the orderly organization of the structure and points the way to economy of layout and avoidance of repetition.
For example, a report covering three subject areas, Buying, Stores and Production, deals with three statements about them: Findings, Conclusions and Recommendations. Which of the three layouts below may be the best?
1. |
Findings |
1. |
Buying |
1. |
Buying |
|
|
1.1 |
Buying |
1.1 |
Findings |
1.1 |
Findings |
|
1.2 |
Stores |
1.2 |
Conclusions |
1.2 |
Conclusions |
|
1.3 |
Production |
1.3 |
Recommendations |
|
|
2. |
Conclusions |
2. |
Stores |
2. |
Stores |
|
|
2.1 |
Buying |
2.1 |
Findings |
2.1 |
Findings |
|
2.2 |
Stores |
2.2 |
Conclusions |
2.2 |
Conclusions |
|
2.3 |
Production |
2.3 |
Recommendations |
|
|
3. |
Recommendations |
3. |
Production |
3. |
Production |
|
|
3.1 |
Buying |
3.1 |
Findings |
3.1 |
Findings |
|
3.2 |
Stores |
3.2 |
Conclusions |
3.2 |
Conclusions |
|
3.3 |
Production |
3.3 |
Recommendations |
|
|
|
|
|
|
|
4. |
Recommendations |
|
|
|
|
|
4.1 |
Buying |
|
|
|
|
|
4.2 |
Stores |
|
|
|
|
|
4.3 |
Production |
|
|
|
|
|
|
|
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For any particular report one of these may prove easiest, but if “Findings” tell the client nothing new, there is no point in belabouring them. “Conclusions” usually lead straight into “Recommendations”. It could even be that the whole report can be written as for section 4 in the third column, the recommendations themselves being written so as to make the findings and conclusions quite clear. A consulting report is not a research paper, but carries a practical message that should stimulate and orient action.
Everything depends on priorities, weights, balance and purposes; a scheme of marshalling helps to sort these out.
Appendices are useful for taking out of the body of a report detailed descriptions, listings, tables, charts, diagrams, etc. that would break up the continuity of reading and would be difficult to fit in. The body of the report is essentially for reading and quick examination of summary data. Appendices can include items which, though they make a contribution, require more lengthy examination. It does not help to make a case if the reader is suddenly confronted with several pages of closely tabulated figures. Small tables or diagrams, however, are not disturbing. They break the text monotony, convey selected or summarized information, and should be maintained in the main text.
Acknowledgements have to be made, especially in final assignment reports. This will require tact. If names are mentioned there must be no omissions: every genuine helper likes to see his or her name on the list. At the same time, to include someone who has been more of a hindrance than a help – and knows it – may cause mixed feelings all round. If the list would be too long, it is better to leave it out and settle for general thanks and the remark that “it would be an impossible task to mention everyone who …”.
3.Drafting the report
Executives are flooded with reports, and hate long and badly written ones. It is useful, therefore, to observe certain principles, which have been summarized in box A1.
If there is enough time, the first complete draft should be put aside for a day or two, after which anything wrong is more easily seen and revised. When it looks right to the author, someone else should read it. An operating consultant’s draft will normally be read by the project manager or supervisor, who will often see things that a less experienced consultant would miss. There are, however, some dangers at this point: any report can always be improved, and the temptation to work on it until it is “perfect” may be hard to resist. As with most things, there is a point of diminishing returns.
When drafting the report, the consultant may find that the outline chosen originally is not the best one. There is no point in sticking to an inconvenient outline. However, if the client agreed to that outline beforehand, he or she should also be asked to agree to a modified outline to avoid a possible misunderstanding.
If the report is a collective piece of work and the co-authors are known to have different personal styles, final editing should be foreseen. Consistency and homogeneity (of style, layout, terminology, length of sections, etc.) are key characteristics of excellent reports.
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Box A1 Principles of clear writing
1.Keep the report as short as possible.
2.Consider your reader, his or her outlook and experience.
3.Write to express, not to impress.
4.Write naturally: style that flows smoothly and does not draw attention to itself is the most effective.
5.Try to keep sentences short; vary their length but keep the average around 20 words.
6.Avoid clumsy sentences and carefully blend short and long words.
7.Use familiar words, avoiding rare or far-fetched ones.
8.Avoid jargon unless it is sure to be familiar to the reader and you know what it means.
9.Avoid unnecessary words that give an impression of padding.
10.Use terms the reader can picture: call a crane a crane, not “a lifting facility”.
11.Put action into your verbs; use the force of the active voice; use the passive voice to vary the style.
12.Keep every item of a report relevant to the purpose.
13.Ensure that the contents include all the points necessary to the purpose.
14.Keep a proper balance, giving space and emphasis to each item according to its importance.
15.Keep a serious “tone” as befits a serious purpose; do not tempt the reader to read between the lines; if you do you are at the mercy of his or her imagination.
16.Be careful in the use of numbers: figures tend to draw attention to themselves; decide when absolute values have more significance than percentages and ratios, and vice versa; when quoting figures from other sources, be exact; when estimating, consider the order of accuracy and round off.
17.If you quote from other sources give precise and complete references.
Source: Some of the principles are adapted from R. Gunning; The technique of clear writing (New York, McGraw-Hill, 1952).
4.Typing and printing the report
The report should look professional in every respect. Its cover and binding should give an excellent impression without looking luxurious. Inside, the layout of the text should allow a generous margin for binding and notes made by the reader, be impeccably printed on a laser printer or similar, and free from extraneous marks and alterations. Any graphs, charts and diagrams should be well drawn and in every respect up to the standard of the typescript.
The consulting firm may have its own standard format that not only distinguishes its reports but responds to requirements for filing and control in its reports library. Within the covers, the body of the report may also have a standard
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layout for division and subdivision of the contents, which can be used if it is not in conflict with the purpose and spirit of a particular report.
The final draft prepared for reproduction should leave the secretary in no doubt as to precisely what is required. The author should take the trouble to lay out the text as it should appear in the final version. The author is also completely responsible for reading the report once more before transmission to the client and ensuring that no mistakes remain.
The production of reports has been greatly improved by judicious use of word processing. At present, most consultants prepare their reports, or their inputs to collective reports, on their personal computers, often directly at clients’ premises. All contributors must then strictly adhere to a common format set by the firm. Corrections and amendments can be made easily by the report author or editor.
A client may wish to receive an electronic version of the report in addition to, or instead of, printed copies. Systems compatibility should be kept in mind because conversions of documents are not always flawless.
** *
Useful guidance on report-writing and editing in English is provided in B. Minto:
The Minto pyramid principle: Logic in writing, thinking and problem solving
(London, Minto International, 3rd ed., 1996), excerpts of which are in the Journal of Management Consulting (Milwaukee, WI), May 1998, Nov. 1998 and May 1999. See also: The Economist Style Guide (London, The Economist Books, 2001).
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