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Because if you learned the skills you would leave for a more lucrative opportunity
I’d say - you may like consulting with your great tech skills, but does consulting like and value your tech skills? Or they only need and pull you in when that specific tech skills you got is needed? more often than not, it’s the latter
Accenture does
A6 we work on literally anything that goes beepboop
they are, though getting catalyst hires are important. Many of the bigger technologies require some years of experience to properly architect and implement. Some partners have not recognized this depth and the importance of such esp in tech, as there is still that ‘old school mind set’ that tech is coding. as long as can code, you are now an architect of this new technology platform we are selling services for
Chief
We very specifically are actively trying to do this OP, almost to the point where it's opportunity overload. What firm do you work at?
Usually when you get a new cert or even a clearance, there is associated comp with it knowing you are worth more.
Is there a specific skill you want to learn? If there is a business need, usually not hard to ask/get it approved.
I’m just curious. I get email blasts all the time about finding developers and people with emerging technical skills, and then I see people who are on the bench asking what do I need to learn to stay marketable? Why don’t the firms take the initiative to educate and try to reskill some of these people they spent the time and energy in hiring in the first place? Amazon is already committing to reskilling people, why not follow suit? I’m just thinking out loud here - wouldn’t it make sense to leverage your existing resources instead of them trying to figure it out on their own to pursue certifications they think will make them more money, but may not reflect the real business need?
Upskilling doesn’t actually work. It’s just a buzzword. Much simpler to fire and rehire.
Chief
Ah, must be one of the reasons Deloitte Consulting / Advisory fired almost 10% of its headcount this past year - now it all makes sense!
We are constantly incentivized to Upskill
Pro
And we get 4 days a year to do it!
If they anounced training for a niche skill and 2 out of 10 are nominated the first two might learn and leave for better package and remaining 8 will be hurt for not being nominated.
That often results with worse results.
The level of talent is sometimes hard to recreate internally. You can get someone certified in tool x while they're on the bench, but will they be as good/knowledgeable as someone with several YOE in it? Will it be politically difficult to use the resource? (E.g. Sam has skill x, but they are in a different office/practice, or wrong level)
Because, when have you actually learned something through a training? It takes hands on work to learn, and you can’t put people in front a client with the intention of learning.
Reality check pls, we all do that!
Chief
Your firm can't force you to be self motivated. Our jobs as managers are hard enough without making you care about more training/certs.
We will support you and pay for it tho 🥰🥰