Recently, there were LinkedIn discussions about how to secure an entry-level job in environmental consulting. Some remained adamant that communication is key. Well, yes and no... While in the environmental or “consulting” business, communication is extremely important, it comes a distant second to TECHNICAL ACUMEN. A smooth “slick” communicator who gets technical facts wrong, or the shy demure knowledgeable expert who doesn’t. Take your pick. We know both well. All joking aside, the reality is that in this industry, and certainly in the water resources consulting industry, there exists the proverbial, “minders”, “grinders”, and “finders”. Each “consultant”, from their inception, will gravitate towards one of these three categories. If they can’t (or won’t), their tenure in this industry is often short-lived. As the labels suggest, they equate to those who “mind” (e.g., administrators, managers, etc.) the business, those who “find” (e.g., business development and marketing) new business, and those who generate the bulk of the revenue that keeps the business afloat, these are the “grinders” (e.g., document writers, modelers, field crews, etc.). This latter category represents the “heart” of any company; the bulk of the corporate pyramid, the frontline “grunts” (said affectionately...!). Traditionally, yet not surprisingly, these are also the folk that receive the lowest compensation, relative to their counterparts, the least recognition, and are typically worked to exhaustion (not unlike new Associate attorneys in large law firms). Over time, the top consultants today often act as a “consigliere” to their clients, much in the same vein as legal counsel. Each category involves (or requires) a certain level of effective communication, but prowess in verbal/oral/written public communication skill is NOT a prerequisite. Scientists, hydrologic modelers, statisticians, and field experts are NOT always effective communicators …yet they can provide invaluable service. The one thing in consulting that is essential is technical training, any entry-level “consultant” MUST have a technical skill.
Can you tell what are those technical skills?
Providing cultural resource expertise, comprehensive permitting and NEPA guidance and execution.
3moI just want to point out that there are grinders in both the minder and finder categories as well. Those who have been fighting there way up the ladder, slowly and painfully, but still end up the finder who ends up writing tons of proposals late at night and on weekends. Who do the extra work that doesn’t quite fit in the budget or needs to be done to meet the deadline so promises are kept yo those. Liens we have relationships with. Those grinders who are minders and work tirelessly to protect, mentor and stand with their team. Not asking more of them than they are also willing to do, from weekend print jobs to large mailings. To finishing reviews at night and on weekends so everyone knows they have been listened to and heard. Who agonizes over how to make a team work together better. Who struggles to put together training to make sure folks are cross-trained to improve utilization and protect jobs and bonus’. So yes, I often choose skill over slick charm, but over all of that I choose thirst for knowledge and commitment to the team. Is that new hire going to be there when we have big print jobs, are they going to go out in the field for the 3rd week? Or will they work there 40 and expect to be a PM in 6 months?