Currently, many managers often use only the direct financial performance for decision making. But they are focused on the past and contain little control information (no sampling) and at an early stage of unfortunate situation is not possible to determine the disturbing deviations affecting the achievement of desired goals. And the negative situation could be repeated many times. What's the solution of this problem? The solution of this difficult situation is to use the head of leadership style, which is very flexible, individual and situational approach. The director must possess all styles and skill to use them depending on the specific environment, specific tasks, social-psychological characteristics of employees and their personal qualities.

The ability to be flexible, using all styles of leadership, that is adaptive management approach allows the director to become an effective leader. And to effectively manage the company will allow him system of key performance indicators, which are different from traditional systems of accountability that includes small number of indicators that can cover the activities of the company just a glance, while the traditional reports require long-term analysis. It also gives the manager a guarantee that the problem will be detected before develops into a catastrophe. Wanting to make a difference, make changes to most of the leaders once again rely on their own strength, knowledge and experience or learn from their own others that do not lead to the expected result. Often, managers increase their knowledge by visiting the workshops and trainings, which in their view, would enhance the information content and knowledge needed to be addressed problems, and help implement the necessary changes and additions to the organization.

And what happens in reality? In most cases, between the amendments and the practical implementation of real processes in head manager of the company there is a "gap". Practical implementation of much-needed changes in the company seems very vague. In this situation it is expedient to turn to outside consultants (Consulting company). But why do we need advice, if there is an enterprise legal, financial, commercial and other departments – rightly ask you a question? However, the task of staff is performance of those tasks that they face daily. But the assistance of external consultants will need when there are rare and specific issues that can not be without special training, skills and experience exactly in this narrow region. As a result, attract third-party consultant allows the company to recruit a qualified person in the right area, in addition, it will save considerable resources, so it does not require the involvement of employees in the state on a permanent basis.