It’s easy to assume that the top consulting firm in Detroit is the right one for your organization. Rankings look impressive. Awards catch attention. But if a consultant doesn’t understand your people or your problems, those accolades don’t matter.

You’re not hiring a name—you’re hiring support. And support only works if it fits your culture, your goals, and the people doing the work.

Here’s why choosing the “top firm” on a list doesn’t always help—and how to find the right partner instead.

1. Expertise Is Not the Same as Experience With Your People

A firm can have years of experience in leadership development and still miss the mark with your team.

If your workforce includes people with disabilities or you’re managing change in a school district, your needs are specific. A top consulting firm in Detroit might be excellent at general business strategy but miss key details that matter in your space.

Ask this: Has this consultant worked with people like mine?
If not, move on.

2. Awards Don’t Fix Misalignment

A consultant might have helped ten Fortune 500 companies. That’s not the same as helping your manufacturing site train new shift supervisors—or helping a healthcare provider support disabled workers through a change in policy.

Their background might look great on paper. But if they don’t get your values, if they can’t speak clearly to your people, you’ll waste time explaining things they should already understand.

3. You Need More Than Advice—You Need Understanding

Most consultants can give advice. Few take time to understand the root of your challenges.

At Simmons Advantage we work closely with organizations across Michigan to uncover what’s really holding them back—especially when it involves workforce development or inclusive leadership.

If a consultant offers a one-size-fits-all plan before asking about your people, your culture, or your obstacles, they’re not the right fit.

4. Change Requires More Than a Strategy Deck

Anyone can hand you a slide deck. But implementing real change—especially around workforce development or leadership—takes patience, trust, and strong relationships.

If your team doesn’t trust the consultant, they won’t engage. And if the consultant doesn’t listen, they won’t spot the real issues.

This is especially true when working with employees with disabilities. You need someone who understands how to build systems that support people, not just processes.

5. A Real Partner Works With You, Not Above You

Some firms show up, run a few sessions, and leave. That’s not support. That’s theater.

Look for a consulting team that works with you side by side. They should ask questions, meet your team, and follow through on the work.

And they should explain things in clear, honest language. If the firm is more interested in impressing your board than helping your staff, you’re in the wrong room.

6. Don’t Let Prestige Distract You From Fit

You’re not choosing a firm for prestige. You’re choosing one to help your people lead better, adapt to change, or grow into new roles.

For that, you need a partner who:

• Speaks clearly
  
  
• Listens well
  
  
• Understands your workforce
  
  
• Respects your community
  
  
• Helps your employees grow
  
  

That might not be the “top consulting firm in Detroit.” It might be someone who simply shows up, listens, and does the work that matters.

7. The Right Fit Shows Up in the First Meeting

You’ll know if a consultant is the right fit by how they engage in that first conversation.

Do they ask about your goals? Your people? Your daily challenges?
Or do they start talking about what they’ve done for other clients?

If the focus is on them—not you—it’s not going to work.

8. You Deserve a Consultant Who Understands Disability Inclusion

Supporting people with disabilities in the workplace isn’t an extra—it’s part of doing the job right.

At Simmons Advantage, we make this a core part of our leadership and workforce development work. Every employee deserves the tools to succeed, and that includes inclusive training and change management strategies that account for real barriers—not imagined ones.

A consulting firm that skips over this, or doesn’t ask how disability affects your workplace, is missing the full picture.

9. You’re Not Hiring a Brand. You’re Hiring Results.

Don’t let branding or buzzwords distract you from what you really need: change that works.

Ask direct questions:

• “Have you worked with teams like ours before?”
  
  
• “How do you support workers with different learning styles?”
  
  
• “What do you do when change doesn’t go as planned?”
  
  

And expect clear answers.

10. Make Sure They Can Stay Involved, Not Just Give Advice

Consultants who show up for one workshop and vanish don’t help in the long run.

The right partner supports you across the full change process. From planning to training to follow-up. They don’t just hand off a strategy—they help make it stick.

That’s what matters most.

Fit is Everything for Consulting Firms in Detroit

The best consulting relationship is built on shared understanding—not status. A “top consulting firm in Detroit” might know how to work with big names. That doesn’t mean they know how to work with your team.

Choose someone who listens, understands, and sticks with you.

And if you’re ready to get real about leadership development, workforce support, or managing change—especially for people with disabilities— get in touch with The Simmons Advantage.

We're here to help.