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Post MBA hire - how to compete with home grown consultants?

Hi all, I just joined BCG as a post MBA hire with some years of corporate experience. I would like to hear your advice on: how can I compete with home grown consultants who joined straight out of college and already has many years of consulting experience?

On one side, I need to pick up the core consulting skills fast. The skill demand and also time frame for consultants to start doing acting project lead is quite fast (around 1.5 years). It might be challenging to be better on the technical side compared to home grown consultants. And on the other hand, corporate experience often has nothing to do with the real project work (although some skills is some how transferrable). 

What is the best way to navigate my first 2 years as consultant at BCG? How can I find my positioning vs. other consultants with more consulting experience/technical skills? Thank you!

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3 hrs ago
Ex-BCG Project Leader - BOS, Exp. Hire, Energy/Climate & Sustainability | Trained Interviewer | Free 15min Consultation

Congratulations on landing the job! First, you're on the right track to ask these questions and seek advice. Here are some tactical steps you can take: 

  1. Staffing opportunities: Besides working with your staffer, network with PLs, Principals/Partners, and MDPs in industries/functions that align with your interests and experience to get staffed on projects that set you up for success. Look for folks with a reputation as strong people developers. This will make a massive difference in your development. If the pipeline is slow, be sure to offer your time for business development/internal efforts. As you approach the end of a case (2-3 weeks out), start networking again for the next thing (if your current team isn't extending you) to minimize downtime and line up the best opportunities. If you find great people and exciting work, consider sticking with them for more than one project. Holding that constant can help a ton.
  2. L&D resources: You have infinite tools, trainings, and resources at your disposal—make sure you use them effectively. Here are a few favorites:
    1. Competencies in Action: If you don't have a copy of this already, ask your local L&D team (or peers) for a link/copy. It clearly outlines what is expected from A/Cs (and PLs—two versions). As you get feedback from your managers, zero in on your strengths (build on them, keep showing excellence, and sell this story to your CDA) and areas for development (everyone has AFDs, so don't be discouraged by gaps/deficits early in your tenure).
    2. Local mentors (the Boston office called them L&D Boost): Whether they are official "tutors" or informal connections, find seasons A/Cs or PLs to coach you outside of your case team. You should leverage them for tips and tricks, as a sounding board when deciding on cases, or to troubleshoot difficult situations. Don't just think of your peers as competition. Folks at BCG are very generous with their time. They live and breathe the idea of "growing by growing others."
    3. Coaching: You can sign up for spot coaching (45 min 1-1s) or a coaching engagement with coaching.bcg.com. Don't wait until you're behind or get told to get coaching. Be proactive and purposeful; coaching can be a great tool to shape your trajectory. 

If you need some additional coaching from someone who just lived through that ramp-up to PL recently, don't hesitate to reach out for coaching.           

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