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The purpose if this article is to study the relative impact of industry competitive conditions on salesforce consulting time and consulting effectiveness, relative to the impact of type of sales training.

Surveys were sent to sales managers and hypotheses were tested in simultaneous equation models.

Industry product differentiation has the greatest impact on consulting effectiveness. Industry customer segment number has a positive influence. The relationship between consulting time and consulting effectiveness is highest in commodity industries.

Future studies should expand the sampling frame to include all manufacturing industries, service firms, and consumer goods firms. Future studies should include other firm variables such as strategy, structure, and level of market orientation to improve the explanation of variation.

Sales managers in commodity industries have a relatively high opportunity to enhance customer relationships by enhancing the consulting aspects of their sales management programs.

This study furthers our understanding of the contingency nature of sales management practices on salesforce behaviors and the contingency nature of the impact of those behaviors. This study provides managers in commodity industries with an understanding of the potential value of increasing the extent of consulting‐oriented sales training. This study also suggests that managers seeking to increase salesforce consulting should consider restructuring the salesforce by customer group.

The “resources, dynamic capabilities and competences perspective” (Sanchez, 2001) has challenged firms to apply these concepts to improve their competitive position. Management consulting firms may assist clients in these efforts. However, the roles that management consulting firms fulfill in these processes can differ considerably and are under-researched. Therefore, insight in these different roles and the impact of these roles on clients’ competitive positioning in their industries is required. The purpose of this paper is to develop a conceptual framework that highlights the importance of distinguishing both roles and the implications for management consulting firms and for their clients. We illustrate the framework by elaborating on the relationship between both roles and the strategic renewal context of client firms. We conclude by pointing out the increasing importance of the competence leverage role of management consulting firms and how this development might contribute to a more hypercompetitive context for their clients.

To propose a framework with which to study the efficacy of strategic alliances of small firms in knowledge industries, with an emphasis on research design to examine the issues surrounding the phenomena.

A framework is developed that consists of four constructs, namely conditions, roles and contributions, learning, and efficacy. Details of the constructs are explained.

Management consulting industry proves to be a fertile research ground to study strategic alliances with regard to firm size. Through an illustration, it is shown that the proposed framework can be put into practice to investigate relevant research questions.

The framework has limited generalizability to situations where the clients of the knowledge‐intensive service are not clearly defined up front.

Knowledge industries will benefit from developing taxonomy of expertise. Client firms may benefit from encouraging small firm to form strategic alliances.

The contribution is threefold; identification of the interplay of firm size and the practice of alliance formation in knowledge industries as a viable research topic; a framework with which to examine the efficacy of strategic alliances of small firms in knowledge industries; and proposing to expand the knowledge management research beyond intra‐firm learning.

The consulting industry is facing an inflection point as it shifts to being more populated by publicly traded entities than by private firms. Associated career patterns are affected in ways that have not yet been explored.

In this paper we describe the industry shift to public ownership and resulting changes in consulting careers from a psychological contract perspective. We conclude by discussing the impact of emerging career dynamics that could impact the future effectiveness of the consulting industry.

There are dramatic transitions underway regarding career dynamics of professionals in major consultancies. We foresee a troublesome picture in some respects and a promising outlook in other respects for individuals and their firms in the consulting profession.

Aspiring consultants will find this paper informative as a way to assess fit with career models offered by consulting firms. Firms can use points in the paper to understand their potential shortcomings associated with their current and evolving career models to manage career transitions and negative consequences.

This conceptual paper draws attention to the potentially negative consequences of inappropriate career models for consultancies in general, and with different firm strategies. It is a first look at career changes in consulting due to the drastic shift of the industry to public entities.

Explores the extent to which academic offerings are serving the consulting industry and identifies ways that academia can help. The numbers of management consulting courses, field experiences in consulting and consulting concentrations by graduate business schools were tracked over a three‐year period to assess the current state of offerings. A survey of members of the Academy of Management's Management Consulting Division was conducted to gather perceived developmental needs for career stages and types of consulting. Proposes the potential future of courses in management consulting. Provides suggestions for course offerings to meet developmental needs by career stages of consultants that are currently being overlooked. Offers practical advice to academia to serve the consulting industry better and ideas for the consulting industry to consider in the ongoing development of consultants. Encourages managers who engage consultants to demand better educated consultants. Further research is needed to investigate the developmental needs of internal consultants and the apparent resistance of the consulting industry to turn to academia as a resource.

Strategy consultants have much to offer a top executive in terms of improving the bottom line. Yet little is known about the strategy consulting industry, because the firms and their clients are often reluctant to disclose details of their activities. This article surveys the leading strategy consulting firms and explores trends affecting the future of the industry.

The following is an introductory profile of the fastest growing firms over the three-year period of the study listed by corporate reputation ranking order. The business activities in which the firms are engaged are outlined to provide background information for the reader.

The purpose of this paper is to examine the antecedents and performance outcomes when startup firms in the US banking industry hire industry consultants.

This study uses a sample of prospective startup banks that applied for a new bank charter application in Florida between 1996 and 2005. Logistic regression, ordinary least squares or ordered logistic regression models were used to test hypotheses.

Analysis suggests complexity and regulatory change are factors in a founder’s decision to hire a consultant. Consultants have a positive impact on firm financial performance but not on a composite multifactor measure of performance. Additional analyses suggest the effectiveness of consulting assistance hinges on specific attributes of the consulting firm, but cumulative consulting experience is not one of these attributes.

This study focuses on the impact of consultants on new venture performance in a single industry using archival data. Additional research is likely needed to test the generalizability of the findings in other research contexts and examine motives beyond the financial ones investigated in this study.

Results suggest that hiring a consultant at startup can satisfy financial stakeholders, but, in a regulated industry, hiring a consultant at startup does not improve a composite, multifactor measure of performance that is important to industry regulators. When deciding whether to commit scarce resources to hiring consultants, founding teams should be clear which external stakeholder and which measure of performance they are seeking to improve.

While the business advisory role of informal players such as family and friends and more formal players such as board members and federal, state or local governments have been well documented, little attention has been paid to the contributions of industry consultants in startup firms. These overlooked intermediaries play an important role in the successful launch of a new firm. This study examines when and why such advisors might create value for new firms.

The purpose of this paper is to study the process in which dynamic capabilities renewed operational capabilities to sustain competitive advantage in management consulting firms of Iran during a period of drastic environmental changes.

Using a grounded theory building approach, comparative longitudinal case analyses were conducted in consultancies of Iran. The research was based on a deep study of documents, observations and interviews with managers and employees of 14 consulting firms.

It was found that during a period of environmental changes there was a relationship between dynamic capabilities and competitive advantage, but this relationship was mediated by the role of marketing and technological capabilities of a firm. It was also found that trust-building capabilities of the consulting firms moderate the relationship between dynamic and operational capabilities. The research explores homogeneity and heterogeneity of dynamic capabilities among consultancies too.

This research shows that under changing environmental conditions, dynamic capabilities of consultancies can become a source of competitive advantage. Moreover, it discusses whether dynamic capabilities are idiosyncratic or are best practices. It also explains the role of trust-building capabilities of consulting firms in moderating the relationship between dynamic and operational capabilities in the particular environment of Iran.

At the pinnacle of the knowledge management hype, international consulting firms were widely viewed as the undisputed champions of the discipline. They were the ones that pioneered the development of innovative knowledge management systems, they were at the forefront of creating knowledge management cultures and they recognized the productive potential of knowledge workers. While knowledge continues to be prominent on the strategic agenda of leading consulting firms, several knowledge management challenges remain unsolved. To shed light on this matter the paper aims to investigate how knowledge management is really embedded in their organizations and with which critical issues these firms still struggle .

The paper presents a qualitative empirical study based on 37 in‐depth interviews with representatives from international consulting firms in different locations around the world.

It is found that the promise of knowledge management can only be realized if people are open to changing business processes and adopt new ways of thinking.

The study sheds fresh light on the knowledge management practices that have emerged in the consulting industry, and provides insights into the interplay of people and systems, the structuring of knowledge management, the divide between knowledge generalists and specialists, and the knowledge management strategy.

The paper presents a general approach to embedding knowledge management along the dimensions of people, systems and business processes and develops an integrative framework that links knowledge management strategies to a typical consulting project cycle. In addition, it sheds light on individual perceptions on the benefits from knowledge management.