How to become a better consultancy leader

As part of our annual Consultancy BenchPress research, we recently asked 300 leaders of management consulting businesses across the UK and Ireland one simple but revealing question:

“What’s the most useful feedback you’ve received from your team?”.

The responses were candid, insightful and, in many cases, deeply personal. From these answers, five clear themes emerged – each offering powerful lessons for owners and managers of smaller consultancies striving to lead with impact.

Here’s what we learned and how you can apply these lessons to become a more effective, respected and inspiring leader.

1. Delegate more and trust your team

One of the most consistent pieces of feedback leaders reported was around delegation. Time and again, respondents admitted they struggle to let go of responsibilities, fearing things won’t be done ‘right’ or simply believing it’s faster to do it themselves. But the cost is high: burnout, team frustration and leadership bottlenecks.

“To let them help me, so as not to over commit and overstretch”
“I don’t delegate enough”
“Encourage better delegation”

What you can do

• Start by documenting key processes (eg sales or delivery frameworks) so others can follow them confidently.
• Delegate not just tasks but outcomes – give your team accountability and room to grow.
• Accept that delegation means some mistakes will happen. Use them as learning moments.

Letting go is tough for many founder-led consultancies, but enabling your team to thrive is the only route to sustainable growth.

2. Communicate clearly, honestly and often

Over-communication isn’t the problem; under-communication is.

Many leaders highlighted the importance of communication – and the challenges of doing it well. Whether it’s providing feedback, setting expectations or articulating vision, clarity and consistency matter. Over-communication isn’t the problem; under-communication is.

“Clarity of expectations”
“Speak less, listen more”
“They appreciate candour and transparency about issues”

What you can do

• Make communication a rhythm, not an event. Use regular 1:1s, team check-ins and all-hands updates to reinforce priorities.
• Avoid sugarcoating – your team wants honest, real-time feedback.
• Keep it crisp. “Less is more” was another theme: get to the point and don’t overload your messaging.

Strong communication builds trust and alignment. Without it, even high-performing teams drift.

3. Lead authentically and be human

Reflect on how your presence (especially in hybrid settings) affects others

Many leaders reflected on how their leadership style impacts the team. Feedback ranged from being “too scary” or “intimidating,” to being “too soft on underperformance.” In short: your team wants you to be real but balanced.

“Be honest, transparent and authentic”
“My stress when visible is putting it on the team”
“Be less scary”

What you can do

• Be open about the pressures you face – it helps the team understand your behaviour and builds empathy.
• Show vulnerability, but don’t lose authority. It’s okay to say “I don’t know” or “I need help.”
• Reflect on how your presence (especially in hybrid settings) affects others. Are you approachable? Overwhelming? Distant?

Authentic leadership doesn’t mean being perfect – it means being consistent, values-driven and human.

4. Step back from the day-to-day

You’re not just the lead consultant – you’re the CEO. Don’t forget to lead like one.

Many leaders reported struggling to balance working in the business vs. working on the business. Strategic thinking, culture-building and growth planning often take a back seat to client delivery. But your consultancy’s future depends on you taking that higher view.

“Take time to lead the business as well as service the clients”
“Maintain focus on changes we need to make to return to growth”
“To be more focused on operational requirements”

What you can do

• Block time each week for leadership, not delivery. Protect this time like you would a client meeting.
• Develop and share a vision that excites the team and guides decision-making.
• Build a leadership team around you, even informally at first, to share strategic thinking.

You’re not just the lead consultant – you’re the CEO. Don’t forget to lead like one.

5. Pace yourself – and respect others’ pace

Prioritise rest and boundaries – for you and your team. Burnout helps no one

Finally, many leaders admitted to pushing themselves and their teams too hard. From trying to do too much to expecting others to match their pace, the feedback was clear: slow down.

“Don’t work so hard”
“Not everyone can work as fast as me”
“People have lives – don’t forget this”

What you can do

• Prioritise rest and boundaries – for you and your team. Burnout helps no one.
• Remember that high performance is a marathon, not a sprint.
• Check in with your team’s energy, not just their output.

A sustainable consultancy needs sustainable leadership. That starts with managing your own time, energy and expectations.

Final thought: Feedback is a gift – use it

Perhaps the most striking insight from our survey wasn’t just the themes themselves – it was the willingness of leaders to reflect on how they show up.

Feedback can sting, but when taken seriously, it’s the most powerful tool for leadership growth.

So, take a moment to ask your team:

“What’s one thing I could do differently to help you – and us – thrive?”

Then listen. And act.