{ "media_type": "text", "post_content": "Can we talk about those senior consultants that give you attitude when you propose them to embark in a project (with great follow up opportunities) and refuse because they think it is not fitting with their “career” plan and they want to “manage resources”? How do you deal with that ? \n\nTBH: I’m shocked with such attitudes. Which manager never had to work on content tbh?", "post_id": "609ac3cf1e91130028e3d470", "reply_count": 43, "vote_count": 11, "bowl_id": "552d1d24dc1c586b09d2d051", "bowl_name": "Consulting" }

Can we talk about those senior consultants that give you attitude when you propose them to embark in a project (with great follow up opportunities) and refuse because they think it is not fitting with their “career” plan and they want to “manage resources”? How do you deal with that ? TBH: I’m shocked with such attitudes. Which manager never had to work on content tbh?

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Yes I hear you. Being a team player with a good attitude early on is the way to go to get support in your practice, but at some point, you have to learn to say no and be a little choosier. OP, if there are truly great opportunities, then it sounds like you could improve on how you frame or sell the project? If you want talented people to support you on something, they need to either believe in the project or believe in you as a leader. At least where I’m from the smart staff attach themselves to managers that are going places and everyone moves up together. Not sure exactly what the prob is in this case, but maybe it’s an opportunity for you to improve as well.

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For sure, I can see it as improvement on my side. But tbh, the job would have been a great starting point for expansion...

May be the SC is up for M and unless they work on a role where they get to manage team, they won't get to the next level. I have experienced this first hand, didn't get that promotion to M - because some leaders who don't know what I did found a reason to say that I don't have experience of managing a team, so I am not ready for the next level. So follow on opportunity/sales will help for your year end metrics and managing a team would for SC metrics. It's simple, why would they chose to help with your metrics.

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I’d say they’re pretty smart and being wary of managers who are trying to control their career and put them in dead end projects with no room to demonstrate impact

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Me! That’s me! My career matters.

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It was phrased as a 3 month engagement to me that kept getting extended for just 3 more months to wrap up one other item please stay on bc your already family. Eventually I was a year in and out of nowhere a year extension gets added on and I felt pressured to take it. I have already made it pretty well know this is it no matter what I'll admit I was new when this happened I was new to the game and I think they played me a lot but that situation is why I'm a big supporter of knowing what you want and advocating for it. If I ever get more senior in consulting (which I don't think I want to) I won't judge junior folks for advocating for themselves. Managers and Directors that push these attitudes of even if you dont like it do it to "learn" are just going to cause high turnover from dissatisfied ppl

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As an associate I get really worried that I’ll be stuck doing work that I don’t enjoy or find interesting for the rest of my career.

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That’s right, it can kill your career if you are perceived as a complainer or prima-donna

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We are told literally all the time to own our careers. And now you complain when sometime actually tries it in practice? And are you a yes man/woman that doesn’t own your career at all and goes to whatever project you are directed? I suspect (hope) you aren’t.

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If you assume it's the first time it's ever happened, then your critique is fair. But when you keep getting staffed on projects outside of your interests and expertise and never advocate for the kind of work you want to do, you abdicate control of your career and end up being miserable and resentful.

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If someone has to try hard to sell people on a project, it’s a bad project or a bad role on a good project. If these SCs can’t get staffed anywhere, they are the problem and will be let go eventually for low utilization. If they can get staffed easily but don’t want to work on your project, that could be a problem with you, your project, or the role.

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Just thinking, is this the only SC available? Do they have specific skills? If this truly is a great opportunity and there are other SCs available, why are you letting this get to you? So another SC will profit from your chosen SC’s bad decision. Or suffer because your chosen SC was actually right and this is a lemon of project. People not wanting to be on your project because it isn’t aligned with their career goals shouldn’t bother you.

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I’m more wary of managers (most of which are disliked and miserable) that think junior folks want to follow in their shoes or care about their perspectives.

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Agree.

Wanting to manage resources is a very valid experience for an SC to want to have. Not having that experience is grounds for a delayed promotion. If we’re talking about an associate that’s one thing but I see no reason for an SC to not want to take charge of their careers

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I’m a recent industry hire and figured I should just try everything/anything at this point. I’m a C though if that makes any difference at all

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I find that the Ivy league/prep school kids have this attitude. Source: I went to an Ivy

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Do you think it's just an excuse to be lazy or actual strategy? If it's the latter, I wouldn't worry about it since they will probably be your boss before you know it.

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Well not all teams are equal. If they are willing to draw a line and say they are not interested then they don't see it as the winning team.

I can say with 100% certainty that “giving attitude” is never the right approach. I’d respect someone much more that came to me and said “I appreciate the opportunity ...” and then rationally explained with a good reason why the project didn’t work

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As a current SC chained to bs projects doing work I literally wasnt hired to do I feel this.

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I’m almost out i’ll take ya with me

If they have been an SC for awhile it makes perfect sense to want a role with leadership experience. Not doing so could delay promo. Have you had a discussion about their goals or were you only focused on staffing your project? There’s a lot to be said by your response here.

I don’t know how PWC is, but here at D were super sold out. We’ve had to place rules on staffing priority, but at a very basic level, If two or more roles are both fully sold then the practitioner being staffed gets to choose. Right now, staffing projects is a sellers market with projects being buyers and if you’re the one SC project that offers no stretch or cool factor and the 3-4 others do, of course you’re not going to get chosen.

Im an industry hire with technical experience any I’m a glorified BA in this role. So yeah I think it is fair if I say no to a project if my value is not being realized…

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