6 myths debunked: Here’s how to really get over the barrier of embracing independent talent.

October 16, 2017 Katy Roberts

We recognise that Change, in any shape or form, is daunting. We don’t say that glibly. And we also know that Change, and in particular, Digital Disruption, is at the heart of most conversations we have with CEOs today. It’s hardly surprising as it directly challenges the core of our organisations, presents the largest amount of threat, and yet a massive new wave of opportunity at the same time. Where some prefer to ride out the storm, and hope that something will fall into place, others sit on the crest of the wave actively embracing new ways of doing things – and getting their teams ready for whatever that looks like. 

So, why, in this newness – is there still an inept hesitation at buying independent talent?  We look at 6 myths surrounding independent talent, and why buyers are nervous to try something new. 


Myth 1: “I can’t use independent talent because we risk losing our IP if they’re not a permanent part of the organisation.” 

If you consider your IP to be the core of your organisation, protecting that is critical. And whether you work with permanently employed talent, or you choose to use independent project-based talent, you would treat your IP no differently. You would protect it and ensure that there was sufficient contractual and legal protection around it, and you. Working with independent talent places you at no more of a risk than you may be exposed to through your permanent workforce. In fact, our independent talent are consultants who have worked with organisations at a very high level, involved with business strategy that not only defines their growth path, but serves as the very reason for their existence. These individuals understand the complexity about making a business work, and are accustomed to the extreme confidentiality that surrounds key business practices like business transformation, strategic workforce planning, mergers & acquisitions, product distribution and more. Our talent is vetted, carefully selected – and most importantly, chosen by you, according to how you prefer to work. 


Myth 2: “My business isn’t big enough to warrant external talent”

We’ve heard this before. “We’re not big enough.” “We’re not ready.” Unfortunately, in today’s world,  your market moves so quickly that if you haven’t yet taken an active step towards embracing  the changes required by your market to keep up, then you’re already behind. And that is business-size agnostic. Our consultants have worked with start-ups and they’ve worked with blue-chip, and they’ve worked with everyone in between.  The reality is, if you or your business needs expert help to become aligned on a growth trajectory, then consultant involvement is necessary – regardless of size, industry or market. Contrary to what you might thing, independent talent doesn’t always come with a hefty price tag, and the benefit of working through a proven platform like ours, is that all pricing is transparent. You set your budget according to what you can afford. Our team works with you to define what it is that you need – and then we find the right talent to deliver that for you. 


Myth 3: “My permanent workforce will feel threatened.”

Independent talent is not there to replace. It’s there to augment. And considering this from your workforce’s perspective, it is easy to become caught up in the freelancing hype that occupies most of our professional networks today where talk of AI and Robotics seems to have most questioning the longevity of their careers. However, when it comes to professional independent consulting talent like those on the Talmix platform, most of these individuals have started their own careers in the corporate world, working for organisations just like yours, and they have actively, due to their own personal circumstance, taken the decision to pursue an independent career. Some may want to return to permanent working one day, while others enjoy the freedom and flexibility that an independent career offers to them. But regardless of what their own personal goals are, remember: You define the project, you define what is required, and you define what success looks like. And when you continue to remain focussed on the opportunities they bring into your workforce, allowing your own teams to become more experienced, trained and expert on new areas, then that’s the moment independent talent takes the turn from threat, into opportunity. 


Myth 4: “They won’t get my business. It will take time getting them up to speed.” 

When a platform presents its customers a choice of over 25,000 individual, independent consultants, from over 150 countries around the world, covering more than 100 sectors, demonstrating anywhere between 3 and over 40 years’ experience, one can safely assume that the chances of them not “getting your business” are slim to none. Consider this: The entire definition of independence is not being tied or aligned to any single division. They are free to work where they like, and with whom they like. And the reality is that our independent talent has built up career experience that covers most markets known to us today. In fact, for a snapshot at just some of the diversity built up by our talent, why not read some of the profiles we’ve published, to get a feel for the opportunity presented to you today. 


Myth 5: “I will be losing control of my business / team / strategy if I bring someone else in.” 

If your concern about embracing independent talent is based around a fear of your own personal role being threatened, then we have something to share with you.  You are not alone in your natural aversion to change. There are many business leaders who struggle with the same challenge that you do. But there’s one thing about independent talent that puts the power straight back into your hands. For many independent consultants, the definition of their own success is when they have the ability to see the entire project picture – from start, to strategy, to deployment, to success. That means, their very existence as an independent worker is defined by enabling the clients they work with, to be able to deliver and see success.  They are your allies – they are not there to replace. In fact, as your allies, and by you making the choice to actively bring talent in to deliver growth, sets you up as a champion for change, and a leader who is actively preparing their organisation for the future of work. 


Myth 6: “What if they get it wrong or it doesn’t work?”

The success of any project – whether it is being delivered by independent or permanent talent, stems back to the same origin: getting the brief right. And as the brief is completely within your control, and you have the opportunity to work with independent talent who has delivered what you need, on several other occasions and for several other clients, your chance at success is so much stronger. However – no project is undertaken without your detailed involvement. And whether you’ve chosen to use independent talent, or you choose to use your own permanent talent, if you don’t have a brief and a clear strategy on what you’re trying to achieve, the outcome will be the same. The difference with independent talent is that they have most likely been there, and done this before – and can highlight any risks and potential failures long before they’ve started to cause unpleasant ripples in the riptide of your success. 


What are you waiting for? It’s time to put your concerns aside, and discover the power of an independent workforce. Call our team today to discuss your next opportunity.  

About the Author

Katy Roberts

Katy is an independent marketing consultant and founded Fresh Brew Marketing out of her love for the cuppa. A seasoned marketer, Katy writes for several global publications and provides outsourced marketing services to businesses throughout the UK. She is a keen geocacher and rates running around in city centres dressed in Christmas lights as one of her most successful Social Media campaigns to date.

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