180 Degrees Consulting - University of Toronto’s Post

For a business management consultant aiming to advance their career, consider these strategies: - seek entry through targeted undergrad and MBA programs or as an experienced professional with advanced degrees; - understand the consulting career path and the typical six roles from entry-level to partner; - enhance your skills in analysis, presentations, project delivery, and client relationship building. - network within professional associations. - stay informed about industry trends. - engage in continuous professional development. - consider finding a mentor for guidance. #management #consultant #career #growth #keeplearning #growthmindset

MBA allows you to experience different companies practice without having to change your jobs. As you read through the case studies about firms from various industries, there will be moments you will find yourself saying: "So doing this is also possible!", or "so it is okay to do it this way!", and you realize there are more ways to solve your problems at work than you thought you do. At GLOBIS I also got to learn and avoid the mistakes that other companies made. All of these, without having to pay all the cost. Looking from this perspective, an MBA may not be that expensive at all :) グロービス経営大学院

Yesterday, a client—a midsized organization—asked us to find a program manager who would double up as an EA for the CEO. They wanted someone from a premium institute with strong data skills to support critical decision-making. I was upfront in saying that attracting candidates from prestigious backgrounds to a smaller company could be challenging. Yet by day's end, my team presented an impressive candidate with a background from a new IIT and an MBA from a new IIM, currently working with a leading automaker. I was intrigued—why would someone with such qualifications consider this opportunity? After some research, it became clear: despite his stable role, the company's culture was driving him to seek change. High attrition rates, excessive work pressure, and a performance-driven culture that relied on public humiliation and insecurity had pushed many employees to update their resumes. Even those not directly targeted felt the toxic atmosphere. For this candidate, culture trumped brand prestige. The pervasive stress and feeling of worthlessness made him realize he valued a supportive work environment more than a renowned company. This situation is a powerful reminder that today's professionals, especially those with strong credentials, are increasingly prioritizing mental well-being, growth, and respect over a flashy brand name. Culture isn’t just a ‘nice-to-have’; it’s a strategic advantage. If an organization wants to retain top talent, fostering a positive, inclusive, and growth-oriented work environment is non-negotiable. In the end, attracting great talent isn't just about offering the highest salary or the biggest brand name—it’s about offering a place where they feel respected and empowered. #recruitment #workculture #toxicworkplace #career #jobchange #Hrfi

𝐂𝐚𝐫𝐞𝐞𝐫 𝐀𝐝𝐯𝐚𝐧𝐜𝐞𝐦𝐞𝐧𝐭 𝐓𝐢𝐩𝐬 𝐟𝐨𝐫 𝐏𝐫𝐨𝐟𝐞𝐬𝐬𝐢𝐨𝐧𝐚𝐥𝐬 𝐢𝐧 𝐂𝐏𝐆: 𝐄𝐥𝐞𝐯𝐚𝐭𝐞 𝐘𝐨𝐮𝐫 𝐏𝐚𝐭𝐡 𝐓𝐨 𝐒𝐮𝐜𝐜𝐞𝐬𝐬 🚀📈 The Consumer Packaged Goods (CPG) industry offers a dynamic and fast-paced environment with abundant career growth opportunities. Here are some tips to help you stand out and climb the career ladder in the CPG sector: 𝐁𝐮𝐢𝐥𝐝 𝐃𝐢𝐯𝐞𝐫𝐬𝐞 𝐒𝐤𝐢𝐥𝐥𝐬 🌟 CPG professionals need to be adaptable and versatile. Building a diverse skill set is key to career advancement. Gain expertise in areas beyond your immediate role—such as project management, data analytics, digital marketing, or supply chain optimization. 𝐍𝐞𝐭𝐰𝐨𝐫𝐤 𝐀𝐜𝐭𝐢𝐯𝐞𝐥𝐲 🤝 Networking is crucial in the CPG industry. Attend industry events, join professional associations, and connect with leaders in your field. Building strong relationships with colleagues and industry professionals can lead to mentorship opportunities, career guidance, and job referrals. 𝐅𝐨𝐜𝐮𝐬 𝐎𝐧 𝐂𝐨𝐧𝐭𝐢𝐧𝐮𝐨𝐮𝐬 𝐋𝐞𝐚𝐫𝐧𝐢𝐧𝐠 🎓 The CPG landscape is constantly evolving with new consumer trends and technologies. Stay up-to-date by investing in continuous learning. Take online courses, earn certifications, or attend workshops to keep your skills sharp and relevant. 𝐄𝐦𝐛𝐫𝐚𝐜𝐞 𝐈𝐧𝐧𝐨𝐯𝐚𝐭𝐢𝐨𝐧 💡 Innovation drives success in CPG. Whether it’s launching new products or improving operational efficiency, being at the forefront of innovation can accelerate your career. Don’t be afraid to propose new ideas or take on challenging projects that push the boundaries of what’s possible. 𝐀𝐥𝐢𝐠𝐧 𝐖𝐢𝐭𝐡 𝐁𝐫𝐚𝐧𝐝 𝐆𝐨𝐚𝐥𝐬 🎯 To advance in CPG, it’s important to align your efforts with your company’s overall goals. Understand your company’s mission, product strategy, and consumer base. Delivering value that drives business growth is key to getting noticed by leadership. 𝐒𝐞𝐞𝐤 𝐎𝐮𝐭 𝐋𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 𝐎𝐩𝐩𝐨𝐫𝐭𝐮𝐧𝐢𝐭𝐢𝐞𝐬 🏆 Leadership roles in CPG require strong communication, decision-making, and team-building skills. Volunteer for leadership opportunities within your organization, whether it’s managing a project or mentoring junior colleagues. 𝐀𝐝𝐯𝐚𝐧𝐜𝐞 𝐓𝐡𝐫𝐨𝐮𝐠𝐡 𝐂𝐫𝐨𝐬𝐬-𝐅𝐮𝐧𝐜𝐭𝐢𝐨𝐧𝐚𝐥 𝐂𝐨𝐥𝐥𝐚𝐛𝐨𝐫𝐚𝐭𝐢𝐨𝐧 🤝 Success in CPG often depends on how well you collaborate with different teams, from marketing to supply chain. Build strong relationships across departments to foster teamwork and drive results. 𝐓𝐚𝐤𝐞 𝐂𝐚𝐥𝐜𝐮𝐥𝐚𝐭𝐞𝐝 𝐑𝐢𝐬𝐤𝐬 🔥 Career advancement often comes from taking calculated risks. Whether it’s accepting a new challenge, switching roles, or moving to a different company, stepping outside your comfort zone can open new opportunities. 📧 Looking for more tips to accelerate your career growth in CPG? Reach out for personalized advice to help you take the next step in your career journey. #CPG #CareerGrowth #ProfessionalDevelopment #Leadership #Innovation #Networking

Top Skills UK Employers Want in 2024! ARE YOU READY? To secure your dream job in 2024, you need to master these essential skills that UK employers are actively seeking: ✅ Project Management Employers are looking for candidates who can plan, execute, and manage projects efficiently. Organizing tasks, leading teams, and meeting deadlines are key aspects of this skill. ✅ Data Analysis In today’s data-driven world, being able to interpret and analyze data is crucial. It helps in making informed decisions and creating strategies that impact business success. ✅ Communication Clear communication—both written and verbal—is essential for success in any role. Employers value candidates who can articulate ideas, collaborate with teams, and build relationships. ✅ Leadership Leadership isn’t just about managing teams; it’s about inspiring others, taking responsibility, and driving results. Employers are looking for candidates with the ability to lead, even in entry-level positions. ✅ Critical Thinking Employers need employees who can think logically, solve complex problems, and adapt to new challenges. Critical thinking is crucial for decision-making and innovation. 💼 Want to learn more about how to excel in your career in 2024? 📅 Register for our Taster Session on Dec 22- https://zurl.co/X8RQC #UKJobs #CareerSkills #JobSearch #TopSkills #CareerAdvice #ProfessionalGrowth #JobSeekersUK #FutureOfWork

Who Should Companies Hire: MBA/PG or Experienced Graduate? I often wondered how companies decide between hiring fresh MBA/PG graduates or experienced professionals with a bachelor’s degree. I figured it is a question many of us grapple with during our own career journeys, whether we’re considering pursuing higher education or relying on our years of experience to stand out. 1. The Value of an MBA/PG Graduate Skill Development: An MBA or PG program equips candidates with strategic, financial, and managerial skills that are hard to learn solely on the job. Leadership Aspirations: Many of us pursue these programs to fast-track our leadership journey, gaining not just knowledge but also confidence to lead teams and take on larger responsibilities. Networking Opportunities: The relationships built during an MBA/PG program are invaluable. As candidates, we often highlight these connections as assets for collaborative projects and long-term business success. 2. The Strength of an Experienced Graduate Hands-On Expertise: Learning on the job helps us develop skills that aren’t found in textbooks. We’ve faced real challenges, worked under pressure, and delivered tangible results. Cost-Efficient & Agile: Many of us pride ourselves on being cost-effective hires who can adapt quickly without requiring intensive training. Specialized Knowledge: Over time, we develop deep domain expertise that often surpasses what can be learned in a classroom. That said, some of us may feel the lack of formal education in certain areas, especially when competing for roles with MBA/PG graduates. 3. What Should Candidates Focus On? As candidates, we need to focus less on the degree-versus-experience debate and more on presenting our unique strengths to employers. For MBA/PG Graduates: Highlight your ability to think strategically, analyze complex problems, and contribute to long-term goals. Demonstrate how your leadership skills and fresh perspectives can bring innovation to the company. For Experienced Graduates: Showcase your proven track record of delivering results, deep industry knowledge, and ability to adapt to real-world challenges. Employers value someone who can hit the ground running. Final Thoughts: At the end of the day, companies aren’t hiring a degree or a resume—they’re hiring individuals who can solve problems, drive growth, and adapt to change. Whether you’re an MBA/PG graduate or an experienced professional, the key is to focus on your unique strengths, align them with the role, and demonstrate how you can create value for the organization. So, what’s your edge? Share your journey in the comments below!

Typical Career Path for Employees at Hire the Brilliant At Hire the Brilliant, we are dedicated to nurturing talent and providing clear career progression opportunities for our employees. Here’s a typical career path within our organization: Entry-Level Positions: Role: Junior Analyst, Assistant, or Trainee Focus: Learning the basics of the industry, understanding company processes, and developing foundational skills. Mid-Level Positions: Role: Analyst, Associate, or Coordinator Focus: Taking on more responsibilities, managing small projects, and beginning to specialize in a particular area of interest. Senior-Level Positions: Role: Senior Analyst, Manager, or Team Lead Focus: Leading teams, managing larger projects, and contributing to strategic decision-making. Leadership Positions: Role: Director, Vice President, or Senior Manager Focus: Overseeing multiple teams or departments, shaping company strategy, and driving organizational growth. Executive Positions: Role: Chief Officer (e.g., CEO, CFO, COO) Focus: Leading the company, setting long-term goals, and ensuring the overall success and sustainability of the organization. Supporting Career Growth To support our employees at each stage of their career, we offer: Continuous Learning: Access to training programs, workshops, and professional development courses. Mentorship: Guidance from experienced leaders to help navigate career paths and achieve professional goals. Performance Reviews: Regular feedback and evaluations to identify strengths and areas for improvement. Career Development Plans: Personalized plans to help employees map out their career trajectory and achieve their aspirations. By providing a structured career path and robust support system, we aim to empower our employees to reach their full potential and contribute meaningfully to our collective success.

Why do new CEOs often get less scrutiny than fresh graduates? It is an everyday story. A well-respected firm is looking to strengthen its team. On the same day, a new graduate trainee and a new CEO are employed. Expectations for the latter are surely higher than for the former, which is why the difference in the approach to each hire is as curious as it is costly. Failure rates among new CEOs are staggering, it is a coin flip chance of success. (only 50-60% make it over 18 months) because conventional executive search and leader selection approaches are outdated - being too dependent on prior experiences and personal connections. At MU, we put the failure down to the "Performance problem", and the "Diversity Problem". To solve the Performance and Diversity problem, Executive Search needs to be performed differently. A more scientific and inclusive approach is needed. MU Executive Search™ uses a tested and proven way of working — MU Leader Selection Science™ — to widen the gate, raise the bar and efficiently secure leaders that succeed at work. This piece marks the start of MU’s new article series: "The Evolution of Search." In this series, MU’s CEO Richard Moore will guide you how to secure diverse candidates and appoint a leader with a success rate far, far better than a coin flip. Read the full article, and more about the evolved MU Executive Search™ on our homepage. You will find the link in the comments. MU Executive Search™. Evolved Search.  For more details how we work and what we can do for you - please contact me directly. Magnus Green, Executive Recruitments & Strategic Advisor at MU - https://lnkd.in/d5g5uZHf

Having an MBA should not be a prerequisite. But thinking like one, should be. I would hire a driven, achieving, experienced c-suite leader who’s collaborative & great at solving problems… before I ever hired someone *just* because they’ve been a consultant, or completed a rigorous MBA program. Sorry MBA friends… but this is coming from an MBA herself, and someone who built a Fortune 40 President’s Chief of Staff back office team of 8 from the ground up. In fact, as a recruiter: I can’t even tell you off the top of my head which of my final CoS recruiting candidates have MBAs or not, without looking at their resume. It’s not about the MBA. But it *IS* about thinking like one. How to think like an MBA without the degree? consistently look for: - problems to solve - efficiencies to create - processes to build - systems to streamline - questions to answer - growth to capture - culture to improve - opportunities to grab Start here. ☝️ And in the interview? Share big wins, big impacts, big thinking, & big responsibilities. An MBA should NOT be a prerequisite. Focus on thinking like one instead. Do you agree? ♻️ share to spread awareness 👋 Follow Maggie Olson for daily leadership #hiring #leadership

Dreaming of a career in management consulting but don’t hold an MBA? Check out this insightful Technopak Advisors Perspective blog article on how you can break into the industry without an MBA. Learn about the essential skills, strategic approaches, and real-world experiences that can set you on the path to success. #Managementconsultingfirms often hire both MBA graduates and non-MBAs. While MBAs are highly valued for their analytical training and business acumen, many firms also recruit #talentedindividuals directly from undergraduate programs or other professional backgrounds. This diversity in hiring allows firms to bring in a wide range of #perspectives and expertise. Discover how to leverage your unique background, build a strong #professionalnetwork, and gain practical experience to stand out in the competitive consulting landscape. Whether you’re transitioning from another field or starting fresh, this guide offers valuable tips and actionable advice to help you achieve your career goals. Read the full article at: https://lnkd.in/gYC6zyiU #CareerGoals #ManagementConsulting #NoMBA #Technopak #CareerAdvice #ConsultingLife #ProfessionalGrowth #CareerDevelopment #Technopak #Technopakadvisors #Technopakinsights