Have a consultant who thinks he knows it all and won’t take feedback. Will challenge and pushback all task given. I’ll give it to him that he’s technically competent.

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Bigger conversation with him about the scope of his job, specific things he's done that aren't within that scope/his call to make, and his career plans/how this project fits into them. He may feel underutilized or underappreciated, which is fine and he may be right, but he needs to get on board or find another project. You might be able to to help him with that if you speak frankly about both what you need from him and other ways he might be able to contribute that will help with his career growth.

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I need to hear your opinions - that's part of your job. (Examples of things he's said or could say that would affect your decisions.) But if something goes wrong, you will not be held responsible for it - I will, and the partner will, and as such, we are the ones who ultimately make the call. You can disagree with me, you can send me an email where you outline this disagreement to document this if you believe it's something important, but I need you to accept your role on this project and I will do my best to give you an appropriate amount of responsibility and to be clear with you about what I need to see from you to increase that.

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Every team member has to be led differently. You need to figure out what he responds to. Some need bluntness (myself), some need to be politely asked, some need to be asked once, some need to be asked and then checked in on, see where I’m going? Has there been anything indicating what he might respond to.

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Asking nice and being blunt aren't the same as showing him, in a way that he will understand, why you keep asking. Find a way to speed up him seeing the consequences (as a consultant not as an employee) for not doing the work the way you stated.

I used to not go to the gym all the time, until I got hurt. Now I know the importance.

Find a way to show him the importance.

Let him know that you appreciate his technical knowledge but as a teammate, you need him to understand some of the feedback you’re giving him is to help him & help the team. And make it clear you think he’s a strong employee but some of his tactics (give examples) can come off as an unwillingness to be a team player and you would hate to see him evaluated poorly or misjudged by other senior leadership due to his constant pushback.

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Thanks. I like this and I’ll try this one out

Specific examples:
1) meeting with PPMD and PPMD requests for a functionality, he instantaneously pushes back and says why it’s not possible instead of looking for solutions
2) makes poorly written designed deck, i reformat (due to time pressure) and provide feedback. Comes back with replies as to why he disagrees and doesn’t take in feedback.

What are my options here? How do I coach him?

Given that it's Deloitte for some reason I remember them segregating by function a lot more than most places. The tech people focused on tech while the others did generalist work. Just pair him with a BA for the deck and he can focus on tech stuff.

They had such a shortage of good techies. In the end he won't get the consulting skill set he wants and you can gracefully coach him to be a specialist.

maybe he wants to be rolled off.

Then I’d greatly appreciate him telling me so instead of acting the way he is

Did he come to Deloitte from PwC? Future partner of P Dubs right there

A little hazing goes a long way. Some beers, some shots, and then a midnight deck ask...

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