How Do You Set Consulting Fees?

Written by J. Stephen Pope


How Do You Set Consulting Fees? by J. Stephen Pope

One ofrepparttar most frequent questions I receive from those who are trying to start or grow their own consulting business is: "How and what do you charge clients for your consulting services?"

The ways of billing clients are numerous. There are hourly rates, by-the-job fixed rates, contingency or performance arrangements, flat fee plus expenses, daily fee plus expenses, and many other methods of charging for your consulting services. Which one is best?

Let us consider some ways of billing for your time.

1. Hourly or Daily Rate

Many consultants charge byrepparttar 106289 hour or day. To establish an hourly or daily rate, they try to calculaterepparttar 106290 number of billable hours in a year. Many hours will be spent marketing and in administrative and other functions, so this time is not chargeable torepparttar 106291 client. As well, vacation time, holidays, sick days, and so on, can not be directly billed torepparttar 106292 client.

Consultants, like other businesses, must charge enough to cover their overhead expenses and also earn a profit. If a consultant wants to earn twenty-five dollars per hour of working time, he (or she) might have to charge one hundred dollars per hour torepparttar 106293 client. This assumes one half billable hours and fifty percent overhead and profit.

Your hourly or daily rate may be limited by what your competition charges, especially if you have not positioned yourself as different from them.

2. Fixed or Flat Rate

Some consultants charge byrepparttar 106294 job or a flat rate. For example, a tax consultant might charge three hundred dollars to prepare a tax return for you and your spouse, including an unaudited income statement for your business from information supplied by you. Ifrepparttar 106295 consultant takes only one hour to do this, he grosses three hundred dollars per hour. If, though,repparttar 106296 tax consultant miscalculatesrepparttar 106297 time required, he could take twenty hours to completerepparttar 106298 job and make only fifteen dollars per hour.

Of course, consultants can also make a profit onrepparttar 106299 labour of their employees or subcontractors.

Many consultants claim to make more on a flat rate than on a hourly basis. Advantages include being able to give a quote torepparttar 106300 client up front and less disputes on price (asrepparttar 106301 total bill was agreed upon in advance).

To protect yourself on flat rate assignments, always limitrepparttar 106302 scope of your engagement to something that you can calculate easily.

For example, if you are asked to give a quote for setting up a website for a business, you might break this project into smaller assignments.

First, you could give a quote for preliminary research and recommendations. Estimaterepparttar 106303 time required to meet withrepparttar 106304 client, learn about his business and goals, develop strategies and a budget, and prepare recommendations on how to proceed. Then, giverepparttar 106305 client a quote (perhaps inrepparttar 106306 form of a one page letter agreement or proposal). Upon acceptance ofrepparttar 106307 offer byrepparttar 106308 client in writing, you may proceed with this phase ofrepparttar 106309 project.

Some consultants collect one-half of their fee up front and half upon assignment completion for each phase ofrepparttar 106310 consulting project.

Focus On Soft Skills: A Leadership Wake-up Call

Written by Carole Nicolaides


By Carole Nicolaides, Copyright © 2002, All Rights Reserved http://www.progressiveleadership.com The rules for succeeding in business are changing daily. Yet people are still asking forrepparttar magic formula that contributes to a successful organization. Is it talented, knowledgeable people plus innovative products? That's a great start, but something vital is missing from this equation. More and more corporations aroundrepparttar 106288 world recognize that, in order to gain a competitive advantage, they also need to make sure their people know how to handle themselves at work and how to relate with their customers and peers. From showing empathy and optimism to extreme self-awareness to knowing what's going on around them, these vital competencies are an integral part of a progressive organization. They fall underrepparttar 106289 umbrella of Emotional Intelligence (EI). These soft-skills, or emotional intelligence skills, revelations openrepparttar 106290 door to a lot of discussion. The western civilization and our traditional management theories tend to lead us inrepparttar 106291 direction of individualistic promotion. They display our strengths rather thanrepparttar 106292 demonstration of our humanness. These ideas have been so tightly woven into our leadership mentality that they can be challenging to break. Unfortunately, most graduate schools don't teach you how to cultivate your soft skills. While courses such as Business Writing and Public Speaking are offered, I have never seen a course entitled, "The Effective Art of Listening to Your Customer." We live in a society that measures intelligence through quantifiable metrics. A professor will give you good grades once you know XYZ, but he or she will not increase your grade for being able to deal with a difficult situation, showing compassion, or solving an unexpected problem. Yet most compliments that you or your employees receive deal more withrepparttar 106293 use of soft skills than with your actual knowledge about a particular situation. Most customers appreciate a "willingness to help" andrepparttar 106294 fact that "she listened to my complaint." The use of these skills is what elevates your organization aboverepparttar 106295 competition. You don't compete only with products anymore, rather with how well you use your people. Too often we focus on what employees need to "know" when evaluating and hiring them instead of "who they really are." I will illustrate this with an example. John was promoted to Technical Project Manager at his consulting company. Some people wondered why John had risen to this level of management. His educational level was lower than others inrepparttar 106296 firm and his degree wasn't in an area that pertained to consulting. However, one ofrepparttar 106297 strengths that was nowhere on his resume was his ability to be positive in all situations and to naturally motivate people. He was quick to smile and seerepparttar 106298 positive side of every project. He was generous in praising people and was consistently happy. These were his strengths - his natural attributes. They made uprepparttar 106299 sum of who John was. These soft skills are just as important as what John knows. The challenge nowadays is to introduce a program that will allow your leaders to learn and capitalize fast on their soft-skills competencies. Soft skills are important and always have been. It seems we have laid them aside and opted to emphasize too much on expertise and credentials. Let's get back to our values andrepparttar 106300 basics of good internal and external customer service.

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