This deck is part of a training program of a leading consulting firm for new hires. The contents include:
• Understanding the CTL?s Role
• Key Success Factors
• Taking a Proactive Approach
• Key Takeaways
• The Manager Job
See also "How to Write A Business Plan"
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See also "How to Prepare a Business Plan"
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See also "How to Be a Great Consultant"
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See also "How to Be a Great Associate Consultant "
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See also "How to Deliver Effective Presentations"
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See also "How to Conduct Consulting Interviews"
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See also "How to Run a Consulting Project"
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This document delves into the intricacies of managing upward, emphasizing the mutual dependence between VPs and CTLs. It highlights what supervisors need from their team members, such as information, insights, and a proactive approach to work. Conversely, it outlines what team members require from their supervisors, including feedback, resources, and clear priorities. This mutual exchange is crucial for fostering a productive working relationship.
The presentation also covers strategies for driving value addition. It advises managers to filter out bad ideas and prioritize good ones. Real-world comments from VPs provide practical insights, stressing the importance of questioning the value of assignments and being selective about which ideas to pursue. This section underscores the need for CTLs to balance creativity with feasibility, ensuring that their efforts align with organizational goals.
Collaboration is another key theme. Managers are encouraged to be open to ideas and put themselves in their VP’s shoes. This approach fosters a more collaborative environment, where team leaders can offer their perspectives while remaining receptive to coaching. By understanding and addressing the challenges faced by their supervisors, managers can contribute more effectively to their teams’ success and the organization’s objectives.
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Source: Best Practices in Consulting Training PowerPoint Slides: How to Be a Great Manager PowerPoint (PPT) Presentation Slide Deck, Documents & Files
This PPT slide titled "Managing Upward" outlines various strategies for contributing to asset building within an organization. It is divided into 4 main categories: People Assets, Product Assets, Client Development/Brand, and Other. Each category lists specific actions or contributions that individuals can make to enhance the overall value of the firm.
In the People Assets section, key activities include refining caseteam and advisor processes, investing in training, and focusing on recruiting efforts. Office leadership is emphasized as a critical area, highlighting the importance of general connectedness and corporate citizenship in fostering a collaborative environment.
The Product Assets category emphasizes contributions to practice and capability areas. This includes BRAVA contributions and the development of Business Development Plans (BDPs) and how-to documents that support these capabilities. Such contributions are vital for maintaining a robust product offering.
For Client Development/Brand, the slide suggests non-staffed contributions to client development, which could involve marketing efforts such as speeches and articles. This indicates a proactive approach to building relationships and enhancing the firm's visibility in the market.
The Other category includes initiatives like participation in an investment club and deal generation, which can also play a role in asset building.
At the bottom, there’s a clear guideline for those aspiring to be promoted to Vice President. It states that exemplary contributions in one area or above-average contributions across multiple areas are essential for advancement. This reinforces the idea that diverse contributions are valued and necessary for career progression within the firm.
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