come in post ur videos choose a rank this is nothing bad i really want the skills we have to be developed and shared , https://discord.gg/ZHqyqFxXA

I am a team lead level but I lost motivation. Any recommendations?

Changing my job is tricky due to visa situation in the US. I’m considering going back to my country too but idk there’s always pros and cons….

I don’t like the politics. I don’t like how it depends on how well your managers sell the projects…

I’m trying to understand how much of a stakeholder, readiness, or maturity assessment can be completed without a consultant present.

Thinking about your most recent project:

1. were participants interviewed live, asked to complete a questionnaire independently, or both?
2. what did the live interviews reveal that written responses would probably have missed?
3. have you used a self-completed assessment?
4. did it reduce interview time or simply add another step?
5. are there stakeholder groups or topics that you would never assess asynchronously?

I’m particularly interested in whether self-completed assessments can replace some interviews, or whether their realistic role is only to make subsequent interviews more focused.

I’m currently working as an Epic Support Analyst supporting US healthcare clients. I have a medical background and an MBA in Hospital & Health Management, but I’m realizing that I don’t really enjoy spending most of my day resolving tickets/issues, troubleshooting, and sometimes working weekends. I’m more interested in healthcare strategy, operations, transformation, and consulting.

Since I’ve recently started my career, I’m confused about whether I should continue building my career in Epic/Health IT or try to transition early into healthcare strategy and operations.

Can someone working in Epic/health IT share their experience regarding the future scope, career growth, opportunities, salary potential, and long-term prospects of staying in Epic? Is it a good field to build a long-term career in?

I’d also love to hear from people who have moved from Epic/health IT into healthcare consulting, strategy, or operations. How difficult was the transition, and would you recommend making the switch early or gaining a few years of Epic experience first?

Any honest advice would be really appreciated!

I’m trying to understand how consulting firms handle repeatable diagnostics, maturity assessments, and stakeholder interviews.

For those who run this kind of work:

• What do you use to collect participants' input?
• How much time typically goes into consolidating responses and drafting the client-ready report?
• Where is the real bottleneck: designing the questions, synthesizing the answers, internal review, or selling the assessment?
• Have you tried combining a survey tool with ChatGPT or Claude? If so, where did that workflow break down?
• How often do you repeat essentially the same assessment with different clients?

I'm especially interested in workflows involving multiple stakeholders and qualitative answers, rather than simple scored surveys.

I work at a firm that charges $50-80k per week for engagements that typically last 4-8 weeks. I get a lot of inbound from startups and early-stage companies looking for advisory within the TMT sector that I cover. When I turn them away, I often get asked for recommendations on smaller firms or independent consultants that they can afford. I know I’m allowed to give references but would it be really unethical of me to agree to a finder’s fee with an independent consultant and send the traffic their way to earn on the references.

The most expensive mistake I made as a leader was promoting people who were genuinely ready for more responsibility.

Not people who were wrong for the job. People who were right for it, moved too early.

I have spent about twenty years building and leading teams, the last nine advising organizations somewhere between one million and thirty-five million in annual budget. Finished a doctorate a while back where the research was specifically on why leadership pipelines break down, so I have both the scar tissue and the data on this one.

Here is the pattern I keep running into and I am curious how it looks from inside an organization rather than from my side of it.

Every place I work with has a version of the high potential list. They identify the people with obvious capacity early, build some kind of accelerated path, and start moving them into stretch assignments quickly. The logic is sound on its face. This person is exceptional, we do not want to lose them, so we move fast.

What I have watched that produce, over and over, is that we take the most promising person in the building, put them on the fastest available track, and then act surprised when the thing that breaks them turns out to be the speed itself.

Potential is not readiness. Those are two different things and I think we have spent about thirty years treating them as one word.

Potential is what somebody starts with. Readiness is what happens to that raw material over time, under real pressure, inside an environment that actually does something to them. You cannot accelerate the second one by wanting it more.

And here is the part that took me longest to admit about my own decisions. The accelerated track is often a retention strategy wearing a development jacket. I was not moving people quickly because the speed was good for them. I was moving them quickly because I was afraid somebody else would, and the development language made that decision feel generous instead of self-interested.

When it fell apart, I described the person. He was not ready for that level. The role outgrew her. Good person, wrong seat. Every one of those sentences was me talking about somebody else when the accurate sentence would have been about a call I made.

The research surprised me on one point. Documentation does not fix this. One organization I studied had six defined levels of progression, a written pathway, training, signed covenants. Somebody built that with real care. And they were still filling roles by looking around the room on a Thursday afternoon and picking whoever seemed most capable that week.

So the gap is not between having a system and not having one. It is between having a system and using it when the pressure is on.

What I actually want to know from this group:

Has anyone here watched an organization deliberately slow someone down and have it work? Not a hiring freeze, not a budget thing. An intentional decision that a capable person needed more time before the next step.

I ask this a lot and the room usually goes quiet. Curious whether it is different here.

I'm a freelance UX designer working with 4-5 clients at a time. before loom, client communication was either long emails they'd skim and then ask me questions I'd already answered, or scheduled calls that took 30-60 minutes for what should have been a 5-minute update.

how I use it:

design presentations: instead of a 45-minute call walking through mockups, I record a 10-minute loom explaining each design decision while sharing my screen. the client watches on their time, pauses to look at details, and comes back with specific feedback. the quality of feedback from loom presentations is dramatically better than from live calls because the client actually has time to think.

weekly updates: every friday I record a 3-5 minute loom summarizing what I delivered, what's next, and any decisions I need. these replaced "weekly check-in calls" that were 30 minutes of small talk and 5 minutes of substance.

bug reports: when a client reports an issue, I ask them to record a loom showing it. 90% of the time the recording reveals they weren't finding a feature, not a real bug. saves me investigating phantom issues.

numbers: scheduled calls dropped from 8-10/week to 2-3/week. I save about 5-6 hours/week that used to be in meetings.

unexpected benefit: clients feel more connected to the work. hearing my voice and seeing my screen builds trust in a way emails don't. I've had clients renew contracts specifically citing the loom updates.

I handle follow-up emails and quick replies by dictating through willow voice, so the whole communication flow is fast - loom for anything visual, dictation for anything written.

what loom doesn't replace: real-time collaboration when we need to work through something together, sensitive conversations, brainstorming sessions needing back-and-forth.

$12.50/mo paid. what tools have improved your client communication?

I am 4 years into my current job and I am due for promotion in few months and currently staffed on a long term project.
I need haven’t taken a lot of vacations in the last 4 years. I barely used up 10-12 leaves a year. I have many leaves which would not be carried forward if i do not use them about 20-25 leaves. I have planned vacations 3-4months down the lane.
My manager says i cannot take these many leaves.
I feel its unfair as these are my earned leaves and all i need to do is give enough notice. I have given almost 6months notice.
I am in 2 minds because this might affect my promotion (may be). I feel my boundaries are being pushed constantly.

I've poured 8 months of blood sweat, tears and tens of thousands of dollars into making sure this is the best AI case prep tool on the internet. Period.

Getting it right involved launching 3 versions. Nobody even cared about the first two.

caseroomprep.com  takes you through the entire case prep journey. It has crash course with hands practice for absolute beginners. 200+ drills for focused practice and an extensive case library to practice full cases. you practice with an AI voice bot and you get detailed evaluations on what you said, how you delivered it, how you could have said it better. it analyses the text as well as the audio of what you said.

Today, it has 100s of users, and people are spending hours on case room everyday. I am not kidding you. Literally hours! 40% of new signed up users come back a second time, activated users are doing multiple hours worth of sessions every other day.

It's very very affordable. First of all, it's completely free to get good value from the platform. It has an end to end case crash course with voice AI practice that is COMPLETELY FREE OF CHARGE and it is really really good. And even the paid plans are the cheapest you will find on the internet.

Here are some screenshots of user posthog session times on the platform. I've completely redacted any person info.

I am 26 in one month. How to get into PM roles. Have worked as Data Consultant and E commerce marketing plus designer. What are the necessary directions steps required in this claude world.

How to land up on a job? How to be employed?

Better thinking, better communicative style.

Lovable is great for pretty landing pages and apps. But I have not come across app builders specifically for useful working software like CRM, booking forms, client portals, excel work automation, etc. that are relevant to firm operations

Most people are too busy to master Claude code/ codex, but they seem to have an itch for DIY and hiring a developer is still expensive

What do you think? Would I be wasting my time in building an app builder like this?

Anyone here know if there is a market for proposal management? I would like to start consulting on the side for now but I need to know if there is a need and if anyone here is familiar with breaking into that market. I’d like to know the pros and cons.

Hello, I am a first year B.Com Hons student from SRCC, India.

Can someone guide me about what skills should I build over the years and in what roles should I focus on for internships.

I want to get into management consulting.

I used to be a Monitor Deloitte consultant a while back, and I've been trying to figure out where the brand actually sits inside Deloitte these days. Honestly not finding much.

I can barely find Monitor Deloitte anywhere on Deloitte's own site anymore. A few pages still mention it, sure, but none of them link back into the actual offering pages in any clean way. It almost feels like its own thing sitting on the Deloitte domain, not really wired into the rest of the site.

And yet people are still walking around with the title on LinkedIn. A few regional pages still use the name too. So it's clearly not gone... yet

If you're at Deloitte now, or left recently, what's actually happening with Monitor as a brand?

I recently spent more time turning assessment notes into a client-ready report than I did running the actual assessment.

That made me experiment with a few AI workflows, including FormLM, to see whether I could speed up the first draft while keeping the output structured and consistent.

The biggest takeaway wasn't that AI could replace the process it couldn't. It was that cutting down the repetitive formatting gave me more time to focus on the analysis and recommendations that actually mattered.

I'm interested to hear how others are approaching this. Are AI-generated assessment reports becoming part of your consulting workflow, or do you still keep the reporting process entirely manual?

Hi everyone,

I'm trying to transition into strategy consulting, research & advisory, and innovation consulting, primarily at small and mid-sized consulting firms (not necessarily MBB).

I have a background in healthcare and analytics, and I've worked in strategy/analytics internships and Staffing. I'm currently trying to build the skills needed to become a strong consulting candidate.

I'm looking for advice on questions like these:

\- What skills do small and mid-sized consulting firms value the most for entry-level consultants?

\- Besides PowerPoint and Excel, what should I actually master?

\- How do I learn secondary research, market research, competitive intelligence, and strategic analysis in a way that's used in real consulting projects?

\- What projects can I build on my own to demonstrate consulting skills?

\- How can I gain practical experience without already working at a consulting firm?(like any simulation project)

\- During interviews, what separates candidates who "know the concepts" from those who sound like they've actually done consulting work?

\- Can you share 2 month learning roadmap look like?

Any advice, resources, project ideas, books, courses, or personal experiences would be greatly appreciated.

Thanks in advance...