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Struggling w/a C on my team. We discuss what needs to be done, he agrees & has great attitude, but doesn't deliver. Want to give him room and really don't want to micromanage. But losing trust fast

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I like giving people their project review at the half way point of the project. When i give them their review i say "if you like the review keep on doing what you are doing. If you dont then you have time to change it"

You can try the same approach with your C. Maybe seeing that they are below expectations will light a fire under them

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If they are green you need to micro manage as they don't know the consulting /deloitte way

Micro manage might be the wrong word....maybe heavily coach is a better choice

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Excellent points SC1. I like the mid-project review idea. Can't replace him since I've been specifically told by the Director that the "C is green and this is my chance to show how I can shape people"

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Manager here, and if anyone had told me to pay for external training, I wouldn't have trusted them. Our firms provide tons of training without charging me for it.

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All new people need to be micro managed at least a little. Agree with SC1. I was micromanaged my first project and it made me a lot better for future projects.

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Not an ignorant question D1. By green I mean new, and in this case, lacking some of what I'd consider core consulting skills. He was hired into a C level from a start up but I'd love to send him to consulting bootcamp... Eg. Insisted he couldn't find market research on a topic but it took me 5 minutes of googling

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Since he's new it's more on you to establish what he needs to do. Find out the root causes behind why tho this weren't getting done when you expected, and walk through how you could address differently. Since it was your responsibility to coach more up front, I wouldn't make it anout performance yet, more about how you can help him succeed

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Have you recommended that they sign up for firmsconsulting.com and take their tech merger integration training course.

Its online, about 99 bucks a month and is pretty much the best consulting training i have seen. Walks you through everything in amazing detail.

Also...it will very quickly let you gauge how serious this person is about getting better.

If they dont pony up the 100 bucks to get better...id role him asap and take the director hit or treat them like an analyst

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Sounds like C thinks he knows what he’s supposed to do but goes to do it and messes up. You may need more informal check ins “hey, how are you doing with that thing we talked about this morning?” Maybe that’s micromanaging but it’s also just offering support.

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Do you know why he’s not delivering? You should ask during your next Check-In and not make any assumptions.

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Or you could replace them. In every situation similar to yours i always kept the person when i should have rolled them off

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Apologies for the ignorance, but What does “C is green” mean?!?

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Give him feedback that he needs to get better at managing ambiguity and that 99% of the answers are on DNet or google or the clients internal networks.

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Why don’t you sit down with him and show him exactly what needs to be done? Sounds like a lot of work, but people learn in different ways, and I bet if you set up 30 mins with him, and show him exactly what you’re expecting, he could perform better? If he knows what you want but still can’t do it, then it’s time for rolloff 🤷🏻‍♀️

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S&O1 - not sure giving him feedback to “get better at” something is going to help much. Concrete points and ways to improve would be my approach.

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