Having never spent time as an embedded consultant, I learned a lot from this article! I've always been privy to the client side, where the consultants we had were consistent and helpful, and therefore fabulous - it never occurred to me that those might be folks actually more likely to be overlooked at their actual firms. This is good motivation for me, as a client, to keep in touch with the firms we hire and to proactively let them know when one of their long-term people is doing so well with us. I would do this with my own employees, so it's helpful to know that helping make good long-term work visible to the firm is a way that I can advocate for those standout consultants.
Thank you, really great to hear this from the client side. That kind of feedback makes a bigger difference than people often realize.
Long-term consultants can become “invisible” precisely because things are working well, so proactive feedback to their firm helps make that value visible in a way that actually affects their career.
Of course, this isn’t black and white. Formal feedback processes and organizational culture also play a big role in how feedback is given and received.
In a way, you’re helping correct a structural blind spot. Much appreciated.
Having never spent time as an embedded consultant, I learned a lot from this article! I've always been privy to the client side, where the consultants we had were consistent and helpful, and therefore fabulous - it never occurred to me that those might be folks actually more likely to be overlooked at their actual firms. This is good motivation for me, as a client, to keep in touch with the firms we hire and to proactively let them know when one of their long-term people is doing so well with us. I would do this with my own employees, so it's helpful to know that helping make good long-term work visible to the firm is a way that I can advocate for those standout consultants.
Thank you, really great to hear this from the client side. That kind of feedback makes a bigger difference than people often realize.
Long-term consultants can become “invisible” precisely because things are working well, so proactive feedback to their firm helps make that value visible in a way that actually affects their career.
Of course, this isn’t black and white. Formal feedback processes and organizational culture also play a big role in how feedback is given and received.
In a way, you’re helping correct a structural blind spot. Much appreciated.