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Case Study:
From Corporate Executive to Credible Consultant

A 15-Year Journey of Network Powered Success

Client: Warren Howard, Senior HR Consultant
Challenge: Transitioning from corporate to independent consulting without an HR background or credible market positioning
Solution: HR Coach network membership with ready-made tools, processes, and credibility
Timeline: 15 years of continuous membership and growth
Result: Established consultancy with strong market credibility and a continuous learning culture

The Corporate Dilemma: Success Without Satisfaction

After many years in senior corporate roles, Warren Howard faced a dilemma familiar to many successful executives: he had achieved professional success but yearned for the freedom and autonomy of independent consulting. His brief two-year stint running a training consultancy had confirmed his suspicion - he loved working for himself, but realised he didn't want to work by himself.


This distinction is crucial for understanding Warren's journey. While many professionals dream of going solo, Warren understood that true success in consulting requires more than just independence - it requires connection, credibility, and continuous support.


The challenge was significant: how could a senior executive without a formal HR background transition into HR consulting while maintaining the credibility and market positioning necessary for success?

The Strategic Solution: Network Over Isolation

Warren's approach to solving this challenge was strategic and deliberate. Rather than attempting to build everything from scratch, he sought out a network that could provide the missing pieces of his consulting puzzle.


"One of the main reasons I sought out a network was to find like-minded people, and HR Coach delivered that," Warren explains. "The first reason was around the people."


This wasn't just about finding colleagues - it was about finding a community of professionals who shared similar values, challenges, and aspirations. The HR Coach Network provided something invaluable: a ready-made professional community that would support his transition from corporate executive to independent consultant.

The Credibility Factor: Overcoming the Background Gap

Warren's lack of formal HR background could have been a significant barrier to establishing credibility in the market. However, HR Coach's licensing model provided an elegant solution to this challenge.


"I don't have an HR background- I should say, didn't have at the time," Warren notes. "Positioning in the market to say that I'm a licensed member of a national HR coach network really carried weight and my ability to communicate my credibility in the market."


This licensing arrangement transformed what could have been a weakness into a strength. Instead of trying to establish individual credibility from scratch, Warren could leverage the established reputation and credibility of the HR Coach brand, immediately positioning himself as a serious professional in the HR consulting space.

The Marketing Multiplier: Tools That Sell Themselves

One often-overlooked benefit Paul discovered was how HR Coach's professional tools enhanced his marketing efforts. High-quality, current methodologies don't just improve service delivery - they become powerful marketing assets that demonstrate expertise and professionalism to potential clients.


This is particularly valuable for solo consultants who need to compete with larger firms that have extensive marketing budgets. Having access to professionally developed tools and frameworks levels the playing field, allowing independent consultants to present with the same credibility as established organisations.

The Efficiency Advantage: Ready-Made Excellence

Time is the most valuable resource for any new consultant, and Warren understood this acutely. Rather than spending months or years developing tools, processes, and methodologies, HR Coach provided immediate access to professionally developed resources.


"The second reason was around having ready-made processes and tools that I could tap into immediately, so I didn't need to waste time doing that myself," Warren explains. "I could spend time generating clients, and I was able to say to them, 'I have a toolkit.'"


This efficiency advantage cannot be overstated. While competitors were investing time in developing basic tools and processes, Warren was already engaging with clients and building his business. The ready-made toolkit also provided immediate credibility with prospects - he could confidently claim to have comprehensive resources from day one.

Business presentation

The Evolution: Growing With the Market

Fifteen years is a significant timeframe in any industry, and Warren's continued engagement with HR Coach speaks to the network's ability to evolve and remain relevant. This isn't a story of initial success followed by stagnation - it's a story of continuous growth and adaptation.


"The credibility of the brand continues to evolve and grow with us and with the market," Warren observes. "That's due to a lot of very good work that's done by Sam and Peter, particularly around the evidence-based research and the new tools you provide."


This evolution is crucial for maintaining a competitive advantage over time. While some networks become stagnant, HR Coach's commitment to evidence-based research and continuous tool development ensures members like Warren stay at the forefront of industry best practices.

The Knowledge Multiplier: Continuous Learning as Competitive Advantage

Warren's emphasis on continuous learning reveals another dimension of HR Coach's value proposition. In rapidly changing fields like HR, staying current isn't just beneficial - it's essential for maintaining credibility and effectiveness.


"The ROI for me is number one, the knowledge that I continue to gain. I love learning. The people on my team love learning," Warren explains. "The webinars you run every month, the information we gain through white papers continue to add value, not only to the learning in our business, but also the transferred learning to our clients."


This creates a powerful multiplier effect. Warren and his team don't just benefit from the learning - they transfer that knowledge to clients, creating additional value and justifying premium pricing. The continuous learning culture becomes a competitive differentiator that compounds over time.

The Benchmarking Advantage: Peer Learning at Scale

One of the most valuable aspects of Warren's HR Coach membership is access to peer benchmarking and feedback. This provides something that would be impossible to replicate independently: access to trusted, experienced professionals who can offer honest feedback and insights.


"The benchmarking I'm able to do is invaluable because that allows me to learn from others' journeys, but also to bench test the things that I'm doing against a panel of people whom I trust and get feedback from them," Warren explains.


This peer review process saves both time and money while reducing risk. Warren notes: "It saves me money and time because where else would I get all that knowledge and information that I could rely on and trust? I couldn't find it anywhere else, and I spent a lot of time making a lot of mistakes doing it."

The Research Advantage: Professional - Grade Intelligence

Warren highlights another significant benefit that independent consultants typically struggle to access: high-quality research and market intelligence. Developing this independently would be both time-consuming and expensive.


"You deliver research to us that we'd spend hours doing ourselves and not be able to come up with such a quality, deep product in the end," Warren notes. "You've kept it modern. You're continuing to be in touch with the market."


This research advantage provides multiple benefits:

  • Client credibility: Presenting evidence-based insights backed by professional research

  • Market positioning: Staying ahead of trends and developments

  • Efficiency: Avoiding the time and cost of independent research

  • Quality: Accessing research that would be difficult to replicate independently

The Collaborative Culture: Sharing Without Fear

Warren emphasises the unique collaborative culture within the HR Coach network - something that differentiates it from typical competitive business environments.


"It's that collegiate and collaborative nature of what we do. That willingness to share is what keeps me engaged," Warren explains.


This collaborative spirit creates value in several ways:

  • Knowledge sharing: Learning from others' experiences and insights

  • Problem-solving: Getting help with challenging client situations

  • Innovation: Collaborative development of new approaches and solutions

  • Support: Emotional and professional support during difficult periods

The People Factor: Beyond Business to Community

Throughout his testimonial, Warren consistently returns to one theme: the importance of the people in the HR Coach network. This isn't just about professional relationships - it's about finding a community of like-minded professionals who share similar values and approaches.


"I'm a people person, and I really love the type of people who are part of this network. I'm proud to be part of this network," Warren concludes.


This community aspect provides intangible benefits that are difficult to quantify but crucial for long-term success and satisfaction in consulting work.

The Compound Effect: 15 Years of Accumulated Value

Warren's 15-year journey demonstrates how the benefits of network membership compound over time. What started as a solution to immediate challenges - credibility, tools, and community - has evolved into a comprehensive support system that continues to deliver value year after year.


The accumulated benefits include:

  • Established credibility in the market through brand association

  • Comprehensive toolkit that has evolved with market needs

  • Professional relationships built over 15 years of collaboration

  • Continuous learning that keeps skills and knowledge current

  • Market intelligence that provides a competitive advantage

  • Peer support for both professional and personal challenges

Success Metrics: Beyond Financial Returns

Warren's approach to measuring success goes beyond simple financial metrics to include broader indicators of professional and personal satisfaction:

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  • Longevity: 15 years of continuous membership and growth

  • Learning culture: Continuous skill development for himself and his team

  • Market credibility: Established reputation and positioning

  • Peer recognition: Respect and collaboration within the network

  • Personal satisfaction: Enjoying the work and the community

  • Future commitment: Planning to continue indefinitely

Key Takeaways for Corporate Executives

Warren's journey offers several important insights for corporate executives considering a transition to independent consulting:


1. Network Before You Need It
Building professional relationships and credibility takes time. Joining an established network provides immediate access to what might otherwise take years to develop.


2. Leverage Brand Credibility
Establishing individual credibility is more challenging than leveraging existing brand recognition. Network membership can provide immediate market positioning.


3. Focus on Core Competencies
Rather than trying to develop everything independently, focus on what you do best and leverage network resources for everything else.


4. Invest in Continuous Learning
Markets evolve rapidly. Continuous learning isn't just beneficial - it's essential for maintaining relevance and credibility.


5. Value Community Over Competition
The most successful consultants often succeed through collaboration rather than competition. Finding the right community can be transformational.


6. Think Long-Term
Network membership isn't just about solving immediate challenges - it's about building a foundation for long-term success and satisfaction.

The Bottom Line: Community - Powered Success

Warren's 15-year journey with HR Coach demonstrates that successful consulting isn't just about individual expertise - it's about having the right support systems, resources, and community to leverage that expertise effectively.


His story demonstrates that the transition from corporate executive to independent consultant doesn't have to be a lonely or risky journey. With the right network, it can be a supported, collaborative, and ultimately rewarding transformation that provides both professional success and personal satisfaction.


For executives considering this transition, Warren's experience offers a roadmap that prioritises community, continuous learning, and long-term relationship building over short-term gains. The result is not just a successful business, but a fulfilling career that can be sustained and enjoyed for years to come.


"I'm a people person, and I really love the type of people who are part of this network. I'm proud to be part of this network."  -  In the end, business success is often about finding the right people to succeed with.

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