Navigating the labyrinth of leadership development can be daunting, especially when it comes to selecting the right leadership training consultant. Based on personal experience, I'd like to share six key insights I wish I'd had before embarking on this journey. These nuggets of wisdom may illuminate your path in selecting a leadership training consultant that can truly catalyze transformative growth within your organization.

Firstly, an understanding of the prospective consultant's pedagogical approach is critical. Pedagogy, the method and practice of teaching, is as relevant in the boardroom as it is in the classroom. A seasoned consultant will employ a rich tapestry of teaching methods, from experiential learning to coaching and mentoring. For instance, the Socratic method - a form of cooperative argumentative dialogue, can stimulate critical thinking and illuminate ideas. It's essential to ensure that the consultant's pedagogical approach aligns with your organization's culture and the learning styles of your leaders.

Secondly, an awareness of the consultant's pedigree and provenance is necessary. Consultants are not created equal, and their background matters. Some come from a business background, others from psychology or human resources. Each brings a different lens and skill-set to the table. A consultant with a strong foundation in behavioral science, for example, will bring insights from social psychology, cognitive science, and neuroscience to bear on leadership development. Their expertise can help in understanding the motivations of your leaders, how they make decisions, and how they can effectively influence others.

Thirdly, it’s important to examine the consultant’s flexibility and willingness to customize their programs. A one-size-fits-all approach seldom works in leadership development. Each organization has unique challenges, culture, and strategic objectives. The consultant should have the agility to tailor their programs to your specific context and needs. Remember, a leadership training consultant is not a panacea, but a facilitator who should design their intervention based on a thorough understanding of your organization.

Fourthly, the consultant's track-record of success is a crucial variable to consider. This can be gauged through case studies, testimonials and references from previous clients. This is akin to the concept of 'proven reserves' in the oil and gas industry - a measure of the quantity of hydrocarbons that geological and engineering data demonstrate with certainty. Similarly, a consultant's past performance is a reliable indicator of their ability to deliver results.

Fifthly, the consultant’s rapport and chemistry with your leadership team cannot be understated. The relationships that the consultant builds with your leaders will be critical in achieving the desired outcomes. As per the Nash equilibrium concept in game theory, the best outcomes are achieved when all players know the strategies of the other players and no player has anything to gain by changing their strategy unilaterally. A consultant who understands your leaders and works in synergy with them will be able to create a cooperative environment conducive to learning and development.

Lastly, a deep dive into the consultant’s post-program support is imperative. True leadership development is not a one-off event but a journey. Long-term reinforcement and coaching are key to embedding new behaviors and skills. According to Ebbinghaus’s forgetting curve, humans tend to halve their memory of newly learned knowledge in a matter of days unless they consciously review the learned material. A consultant who provides continuous learning opportunities and support beyond the initial training program will ensure the sustainability of the leadership development efforts.

In conclusion, the selection of a leadership training consultant is not a decision to be taken lightly. It requires a thoughtful understanding of the consultant’s pedagogical approach, background, customization capability, track record, rapport with your team, and post-program support. These insights serve as a North Star, guiding you towards a strategic investment in leadership development that can yield rich dividends for your organization. After all, as philosopher and mathematician Alfred North Whitehead once said, "The art of progress is to preserve order amid change, and to preserve change amid order." A skilled leadership consultant will help your leaders master this art.