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Professional services firms face an uphill battle to stand out and promote their expertise, as overwhelming amounts of content flood target audience’s inboxes and feeds each day.

How, then, can your firm avoid contributing to the noise — and instead rise above it? The answer lies in bespoke research that informs distinctive, high impact thought leadership campaigns. 

The Power of Research-Backed Thought Leadership

True thought leadership isn’t just about reposting articles or chiming in on the latest news. It’s about unleashing fresh and unique insights and practical guidance that can address the critical issues facing your key audiences. In doing so, you can differentiate the most important practices at your firm and open doors to new business opportunities.

Research-based PR and marketing campaigns offer unique advantages over run-of-the-mill content, enabling your firm to:

  • Go deep on a topic. While most content just skims the surface, well-crafted research reports provide original data and in-depth analysis that clients and prospects value.
  • Fuel content for multiple channels. A single research initiative can drive articles, presentations, infographics, videos, podcasts, and more — creating a content engine that keeps producing long after you launch the report itself.
  • Strengthen relationships with clients and stakeholders. Research gives you insights into the concrete needs and challenges of your internal and external stakeholders. When you understand these deeply, you can deliver clear and actionable guidance that makes a difference.
  • Leverage findings as a catalyst for business development. When you connect the dots between your research findings and your prospects’ needs, you’ll be able to more easily open doors to high-value sales conversations.
  • Establish authority. Staking a claim on key topics and building your position on those topics year after year is an effective strategy to elevate visibility and deepen trust with your audience.

Of course, research-backed campaigns will only drive results if the research they’re based on is both salient and sound. Rather than go it alone, it can be helpful to partner with a firm that specializes in this work.

Greentarget conducts approximately 50 major research-based campaigns for our clients each year. Of those, about half are ongoing campaigns that we iterate over time to help clients build their brand, strengthen their reputation, and drive growth.

Let’s take a look at what it takes to conduct research and market intelligence projects that drive results.

6 Steps to Create Research-Backed Thought Leadership Campaigns

Effective research must be tied to the issues that matter to your audience and help your firm differentiate itself. So what tools and strategies should you use to effectively move from idea to insight? Here’s a look at what it takes to develop research that delivers tangible results.

  1. Identify your audience and brainstorm relevant topics. Conducting research for research’s sake is an exercise in futility. To make an impact, your research must be targeted and purposeful, relevant to thought leaders’ expertise, client needs, and timely news hooks.
  2. Conduct a white space analysis. White spaces are where you have an opportunity to differentiate — where you can bring something new and valuable to the conversation, and your audience. 
  3. Choose the ideal research methodologies for your objectives. Whenever possible, leverage a combination of secondary research (e.g., existing industry reports, academic studies, and publicly available data) and primary research (e.g., quantitative surveys and qualitative interviews or focus groups). 
  4. Execute the research. This step involves developing your research instruments, recruiting participants, and conducting fieldwork. But bear in mind: It takes experience and know-how to gather high-quality data with statistical significance. Partnering with a firm like Greentarget helps ensure you reach the right respondents and maintain methodological rigor.
  5. Analyze findings and develop strategic guidance. After you’ve collected your data, you need to extract meaningful insights from it. Be sure to invite internal stakeholders and subject matter experts back into the process at this stage. They have the insight and expertise to help you interpret the results accurately, contextualize key findings, and identify the most significant implications for your clients.
  6. Create the cornerstone report and supporting content. Package your insights into a report and related content items to distribute to your audience. Make sure all pieces of content are relevant, urgent, novel, and useful to provide maximum value to your audience.

Remember, the goal is to create multiple touchpoints that reinforce your key messages and position your firm as a thought leader in your chosen area. Monitor the performance of different channels and content pieces, and be prepared to adjust your strategy based on what resonates most with your audience. Directing smarter conversations requires powerful insights that are rooted in sound market intelligence. Greentarget can help you find them. So let’s talk.

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CMOs came into their own as C-suite utility players in 2021, when the leaders of Twitter, Facebook, Google, Apple, and Amazon did something no elected representative in Congress can do to the head of our federal government. Each imposed severe, unprecedented limits on the powers of a U.S. president.

Responding much faster than Congress to the will of the people — not as voters but as consumers — the chief executives demonstrated publicly and conclusively that they can more effectively circumscribe a government leader’s power than members of any other branch.

This led the Chief Financial Correspondent at Axios to conclude that CEOs have now become the fourth branch of government. “They have money, they have power, and they have more of the public’s trust than politicians do. And they’re using all of it in an attempt to preserve America’s system of governance.”

With this power comes a new kind of regulator, more powerful than the courts or the legislatures. Consumers can use their buying power and collective social influence to keep the “fourth branch” — let’s call it the C-branch — in check.

In such a world, the CMO becomes the CEO’s most valuable, versatile ally — a critically important conduit between the C-branch and consumers. The CMO-as-utility-player must do more than simply articulate positions, craft messages, and disseminate information internally and externally. In an era where corporate decisions can have far-reaching political and social implications, they must guide their organizations through turbulent waters. 

By learning and transmitting what’s on consumers’ minds — their predilections, pain points, and latest causes for social, economic, and political concern — CMOs can help the C-suite make decisions that protect and strengthen their position in the market. Like whether it’s time to take a stand on a contentious Supreme Court decision or how to position the company in the lead-up to a divisive election.

What it Means for CMOs to be the C-Suite’s Utility Player Today

Geopolitical and social unrest, contentious election cycles, fast-moving technological innovations, economic challenges, and far-reaching generational shifts continue to elevate the role of CMO. The C-suite faces ever-escalating pressure to communicate about everything from where their firm is heading to what role they expect it to play in an increasingly fractious society. And the CMO is the person who is best-positioned to help them do so effectively.

Recent events — the Supreme Court’s Chevron decision limiting federal agency power, the Israel-Hamas War, the widespread adoption of AI, and the backlash around DEI programs to name a few — continue to refashion the landscape in which CMOs operate. These developments have further solidified the CMO’s position as the C-suite’s indispensable utility player, bridging the gap between corporate strategy, consumer sentiment, and societal change.

Far more than just a chief marketing messenger, the CMO is now something of a CIO too — an executive who, if not working directly with information technology, must understand it well enough to take full advantage of the growing array of digital marketing tools. This includes leveraging AI to gain unprecedented insights into consumer behavior and sentiment, allowing CMOs to get closer to the ground than ever before in understanding their audience.

Additionally, the roles of the CMO and Chief Communications Officer are becoming more integrated by the day. They must be in order to achieve what Maja Pawinska Sims calls a better alignment with “brand and corporate narrative.” As honest, relevant, human storytelling becomes even more closely connected to the P&L, the C-suite’s storytellers are increasingly relied upon to develop new narratives.

It is not incorrect, then, to refer to the CMO as the C-suite’s new utility player, the executive who must know a little bit about every other position in order to help the CEO make sense of challenges and opportunities, especially in relation to the Three Rs: Revenue, Relationship, and Reputation.

Revenue & Relationships are the CMO’s Job, Too

Reputation has long been in the domain of the CMO. Marketing’s ties to revenue run deep, but the new order makes them inseparable. Relationship management, on the other hand, has traditionally resided outside the chief marketer’s purview. That’s not the case anymore.

Using a deep understanding of both customers and community, CMOs can and must actively identify and broker new kinds of relationships for their companies. Success will make them indispensable lieutenants, especially when it comes to helping CEOs influence “constituents” — as elected officials do.

A focus on revenue means CMOs need more than just hallway collegiality with the CFO; they need to develop an active, healthy relationship. They must also help persuade the finance chief that today, what’s good for customers and communities is good for the company’s bottom line.

Rather than be put off by such a prospect, chief marketers should view the present as an opportunity to, as Jann Schwarz writes, “reclaim a more strategic role” through a key relationship with the CFO.

“[The CMO’s] creativity and imagination (combined with commercial discipline and a customer lens) can drive a sustainable and competitive advantage” through such a rapprochement, writes Schwarz.

Clearly, this is not your mother’s or your father’s CMO.

The New Corporate Narrative: Social Responsibility

In this brave new world, the CMO is the CEO’s eyes and ears, both messenger and oracle, watching how our market-society, and the people who comprise it, are moving, shifting, aligning and re-aligning.

This means that CMOs can no longer compartmentalize company narratives, social responsibility and profitable growth. As the last Business Roundtable made eminently clear, these are now intertwined and interdependent considerations. That’s especially true given the rise of Gen Z and the expectations these emerging stakeholders bring to the business world. 

CMOs who are paying attention and playing the long game know that social responsibility is a key narrative and that terms such as “social impact” and “sustainability” are something more than fleeting hashtags to be expressed merely through a sprinkling of green on the logo. It will remain the narrative until norms have changed so dramatically that it becomes an unspoken expectation.

Perhaps the CMO’s greatest value, then, will be in perceiving what is moving the market. Or more accurately who is moving it: consumers and clients who are not data points, who are not math problems, but real, live people, governed by ever-shifting social norms and fickle human nature.

And who can vote any time, from anywhere, for unelected leaders in that fourth branch of government using something that may soon be more powerful than the ballot: their credit cards and their voices on social media.

About the Executive Positioning Practice

Exemplifying Greentarget’s commitment to being a trusted advisor to clients, Greentarget’s Executive Positioning team provides c-suite executives (managing partners, CEOs, executive committees, and boards) with insights to anticipate, understand, and respond to important global and social developments, analyzing key issues that can impact reputation and compel leaders to communicate. 

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Too many aspiring thought leaders are more concerned with simply being part of the conversation than adding to it in a meaningful way.

Some may feel an intense pressure to keep pace with competitors, even if they don’t have anything new to say. Others may have plenty to say, but hesitate to speak out for fear of offending stakeholders and losing current and/or future business.

Whatever the reason, this lack of confidence in what to say and when to say it presents a problem. In almost every case, it strips would-be thought leaders of a true point of view — a critical element in establishing and demonstrating authority.

What Are the Hallmarks of a Strong POV? 

At its core, a point of view (POV) is a statement or position that others might disagree with. It’s not merely a statement of fact.

Like a good piece of writing or a coveted dinner guest, a solid POV invites further conversation and sparks new ideas. And like those thesis statements we learned about in middle school, a good POV is evidence of an underlying argument that’s well-constructed and fully considered. One that persuades, excites, and pushes the conversation forward using supporting evidence, engaging storytelling principles, and illustrative examples.

By contrast, what too often passes for thought leadership actually closes conversation off by  repeating what’s already been said, stating the obvious, or saying something patently false or outrageous. 

There is a middle ground here. Just because someone might disagree with a point of view doesn’t mean their response is inherently controversial or combative. They might just be saying, “Hmm, you’d do it this way? Interesting. Here’s why I think you should do it this way instead…”

Alternatively, sometimes a compelling, subjective point of view shines through thanks to the voice and distinct personality of the writer — even if the opinion expressed isn’t intrinsically novel. For example, most movie critics agreed that Moonlight was an exceptional film (see as evidence its 98% rating on Rotten Tomatoes). But just because they all agreed doesn’t render each critic’s review moot. 

Good critics know how to express the same overarching opinion in a new and unique way — by drawing on their individual experiences, layering in interesting historical and industry context, and infusing their prose with a memorable style. These elements set each review apart and open up more space for conversation and debate.

Similarly, a consultant might agree with the majority of her peers that there needs to be more focus on environmental, social, and governance (ESG) considerations at the board level. But she might have her own unique perspective on the best ways to go about it. Or she might offer salient, industry-specific advice on how ESG should be talked about and prioritized. She may even bring first-hand experience to the table (e.g., a stint serving as a consultant in South Africa during apartheid or advising directors who were early ESG adopters) that lets her speak to the issue in a completely different way from everyone else. 

Nobody needs to hear another clarion call about the need to adopt ESG practices at their organization (or read generic content about any other trending topic). But advisors who draw on their own experiences can make the case for ESG — or for the topic at hand — in a way that nobody else is making it.

Put simply, true authorities develop statements and positions that are made more compelling by virtue of their unique perspective.

[Ready to start honing your firm’s unique POV? Download our 4-Step Guide to learn how.]

It’s Time for Professional Services Firms to Develop True POVs

If you’re a marketer or aspiring thought leader at a professional services firm, you may be thinking that this is all well and good in theory, but that the consensus-driven partnership structure of your organization makes it difficult to put any kind of real stake in the ground.  

You’re not wrong. It’s rare to find a lawyer or consultant who wants to go out on a limb and risk offending their partners, clients, or potential clients.

But here’s the rub: Going out on a limb is often what makes the best points of view. (Just look at any newspaper’s most read op-ed pieces.) More to the point, weighing in on the conversations that matter most is exactly what your audience needs from you right now. 

The 2024 EdelmanTrust Barometer reveals that the public’s trust in government, media, and science continues to deteriorate. Conversely, people trust businesses more than they trust these traditional helms of authority. 

As a result, more and more of your stakeholders expect the leaders they trust to speak out and carve out positions of authority about things like: 

  • The increasingly polarized rhetoric around DEI and ESG
  • Geopolitical concerns and their effect on business decisions
  • Social issues that become heightened during election cycles
  • The promise and peril of emerging technologies like AI
  • Generational shifts in the workforce and their impact on recruitment and retention

In pivotal moments, your firm’s silence can speak louder than words. And your lack of response will be particularly noteworthy if your employees, clients, and community stakeholders look to you as a trusted authority and advisor. Abstaining from active, important, timely conversations might make your audience wonder what you stand for. 

By contrast, when you participate skillfully in the conversations that matter, you can reinforce your authority and strengthen your firm’s relationship with your audience.

Greentarget Can Help You Find the POV You’re Looking For

It can be challenging to uncover the positions of authority that will resonate most with your audience — especially if you’ve never taken time to think about thought leadership in this way before. The good news is there’s no need to figure it out alone. 

Greentarget can help you artfully combine your subject matter expertise with the factual rigor and narrative techniques of traditional journalism to produce POVs that align with your business goals — all while communicating what your audience needs to know. 
So when you’re ready to find your firm’s unique voice, let’s talk.

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It’s been a difficult year for journalism. Over the last 12 months, we’ve watched as some of the biggest newsrooms of the digital age have shut down or teetered on the edge of failure. Layoffs are happening at a dizzying pace at marquee publications including The Washington Post, Time, Sports Illustrated, the Los Angeles Times and The Wall Street Journal. More than 500 journalists were laid off in January alone, adding to an already record-breaking streak in 2023.

Yet journalists do not shy away from adversity. They cover global catastrophes, dropping into war zones and braving dangerous environments to bring us the news we need to make informed decisions. So while they’re probably less used to being the story, they know how to face a tough situation with grit, creativity and resilience. And as Greentarget’s own research reveals, the next generation of journalists is positive about the future of the fourth estate.

To learn more about what that future may look like, we recently spoke to Hanaa Tameez, a staff writer for the Nieman Journalism Lab at Harvard University who covers innovation in news media.

Over the last four years, Tameez has followed and reported on new business models, audience engagement strategies, the financial stability of traditional media outlets, and anything that challenges the status quo—including artificial intelligence (AI). Perhaps surprisingly, Tameez is also “generally and genuinely optimistic about the state of the news industry.” Here are three positive takeaways from our conversation.

#1: AI doesn’t spell the death of journalism

In a year when five Pulitzer Prize finalists disclosed using AI in the process of researching, reporting, or telling their submissions, we were keen to get Tameez’s take on how AI may impact journalism in the future.

While she said that “AI can be a threat, especially if it’s in the wrong hands and used for generating mis/disinformation,” Tameez also pointed out that (as some journalists have already discovered), “it also has many capabilities that can advance journalism if used correctly.”

As many commentators and journalists have said, we can’t operate from a position of fear when it comes to AI. Tameez reminded us that, in fact, we’ve been using AI technologies like Google Translate, audio transcription services, Siri, and Alexa for many years—a fact underscored by our own research.

Generative AI platforms are the next iteration of these tools, and they can make our lives and our work easier. However, Tameez cautioned that when it comes to the use of AI, “if you can do it ethically and offer more transparency in journalism, this is always better.”

#2: Niche publications are on the rise

As the news industry continues to fragment and segment, Tameez believes we will see “an increase in publications that cover niche issues” as consumers look to subscribe to outlets that offer in-depth reporting on their interests, such as parenting magazines or sports sites.

Industry and trade publications that target business-to-business (B2B) readers may see a similar boost. Jacob Donnelly, founder of A Media Operator, a publication that focuses on building digital media companies, is “pretty confident about the financial health of the B2B media space right now,” he said on a recent American Society of Business Publication Editors webinar. According to Donnelly, “publishers are starting to realize that smaller, more engaged audiences are where their livelihoods will last.”

Not only are trade publications and niche outlets faring better under the ad revenue model—not entirely surprising, considering their target audiences—they’re also still securing reader subscriptions. The combination helps drive revenue on two fronts.

Semafor’s Max Tani also wrote about the pivot to niche as publications focus on building stronger bonds with their readers:

“You see that everywhere now. The collapse of mass brands like BuzzFeed and Vice, the rise of a generation of much more narrowly focused ones, including this one, and a scramble to rescue beloved outlets like Pitchfork by returning them to a smaller, dedicated audience.”

#3: College journalism is filling local reporting gaps

As local news outlets struggle to stay afloat, an unexpected group is helping to keep local journalism alive: students.

The Christian Science Monitor recently covered how universities are stepping in to fill the gap as local news deserts grow. For example, the college newspaper The Daily Iowan recently purchased two struggling weekly publications. While that move was a first, other universities are stepping up to fill America’s news void in different ways, with initiatives ranging from student-staffed statehouse bureaus to newspapers run by journalism schools.

Tameez told us she has always been “a big proponent of student journalism” because that’s “where journalists learn to work.” She was the editor of her college paper, an experience that taught her how to be a journalist. While her team broke stories that made local news and national stories years later, “they weren’t given the platform in the same way student journalists have a platform now. Because of the challenges in local news, college journalism is filling the gaps.”

That’s not to say that journalism and journalists aren’t struggling—they are.

Despite Tameez’s overall optimism, she said that it’s been challenging to watch “real-life journalism getting lost” in layoffs. And while new news outlets are starting up, the rate at which other media outlets are crumbling is accelerating much faster. “It will take time to build a sustainable organization that can engage people in ways they deserve,” she said.

As news organizations adapt to these new challenges and opportunities, Greentarget will carefully monitor and report on the resulting data and trends. The principles of journalism drive smarter conversations, and true authorities have a responsibility to participate skillfully in the ongoing discussion. Quite simply, we all need the services journalists provide.

From our standpoint, Greentarget will strive to continue being empathetic to reporters in an era of smaller staff and a 24-hour news cycle. We know journalists need authorities with perspectives that serve the rapidly evolving needs of their audiences. We will continue to deliver. 

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The public tends to trust businesses and CEOs more than NGOs, government, and the media. That trust is fragile, though. And in the wake of headlines about everything from social issues to geopolitical conflicts, the way executive leaders navigate the pressure to speak out can either strengthen or undermine their stakeholders’ trust in them.

Entering the fray is not without risk, and it’s all too easy to make a PR misstep. That’s why so many executive leaders struggle to know when to make a statement — and what to say if they do.

In our recent webinar, Greentarget’s Executive Positioning experts — Vice President Abby Aylman Cohen, Director of Content & Editorial Strategy Jennifer Smith, and former Senior Vice President Steve DiMattia — laid out a compelling argument for why leaders can’t afford to be caught unawares by the issues that make headlines. Then, they offered practical advice to help firms protect their reputation and maintain trust with their audience in an age rife with polarization and unrest.

Here are three takeaways from the event.

1. Your Authority Hinges on Proactive Communication Planning

Of the respondents who participated in the 2024 Edelman Trust Barometer survey, 62% said they expected CEOs to actively communicate around changes occurring in society as a whole, not just those affecting their businesses. Gen Z employees in particular said they value CEOs who speak out about societal issues.

But considering how fraught and emotional the landscape of public discourse is, it’s easy for executive leaders to fall into one of two camps: Ignore the headlines completely and focus solely on the issues that directly affect the business, or release statements that attempt to please everyone but say nothing meaningful.

Furthermore, it’s common for unprepared leaders to lose control of difficult conversations, especially if they’ve never practiced talking to the media and other stakeholders about challenging topics. When executives are unable to navigate all-eyes-on-them moments, they risk undermining their own authority and harming their organization’s reputation.

For example, the acute need for proactive communications planning was never more apparent than in 2022, when the Supreme Court’s draft Dobbs v. Jackson decision leaked. Between the time the leak made headlines and the final decision was announced, corporate and firm leaders had about five to six weeks to think about how they were going to communicate with their audiences. Yet very few did.

Unlike Dobbs v. Jackson, most events hit the news cycle without warning. But even so, it’s possible for leaders to create a framework that guides if and how they respond. This can underscore their authority and build trust with stakeholders — if they take the time to develop a smart, informed, and flexible communications platform long before there’s a breaking news story.

2. Don’t Scenario Plan for Every Possible Communication Challenge

Over the past several months, Greentarget’s Executive Positioning team has identified some of the top threats we predict will cause communication conundrums for executive leaders. You can do a deep dive into each of these topics by downloading our Executive Positioning Guide or by perusing our blog.

Our guidance has covered topics such as:

  • Polarized rhetoric around DEI and ESG
  • The promise and peril of artificial intelligence
  • Seismic generational shifts in the workforce
  • The 2024 election cycle and social unrest
  • Geopolitical conflicts

This list is by no means exhaustive because the world is always changing. But the good news is there’s no need to create a specific communication plan for every conceivable headline, world event, or threat to your firm’s reputation. 

The crux of our advice around responding to issues like those above is this: Think about how your firm will respond to a crisis. Which stakeholders will you need to consult? How will you develop a response that aligns with your firm’s values?

By doing so, you can turn tense situations into an opportunity to engage your employees and clients and strengthen your firm’s position as a trusted authority. When you do this, you take an important step toward building a flexible framework that will guide when and why you respond to any issue.

3. Now’s the Time to Develop an Executive Communications Platform

The news cycle moves at warp speed, and you can’t afford to be reactive when weighing in on the issues that matter most to your audience. Foresight, forethought, and careful preparation are key.

By taking time now to decide how and when your firm will respond to salient issues, you can ensure your messaging lines up with your firm’s priorities and reinforces your position as an authority worth heeding with the audiences that matter most.

Our Executive Positioning Guide provides in-depth advice on how to get started, but it comes down to taking the following steps:

  • Consider your audience, and the best channel(s) to reach them
  • Invite a diverse cross-section of stakeholders into the process
  • Get clear about your firm’s values (and make sure your messages align with what your firm stands for)
  • Make your firm’s approach to deciding how and when to speak out public — and communicate your “why”
  • Embrace a commitment to authenticity (i.e., walk the walk of whatever you speak out about; don’t just talk the talk)

Engaging Greentarget to lead you through a rigorous planning process can bring significant clarity here. Entering into this process now — before an urgent PR situation occurs — gives you time to thoughtfully consider all the angles and arrive at a position that’s authentic, well-reasoned, and nuanced.

Want to Learn More About Greentarget’s Executive Positioning Practice?

Exemplifying our commitment to being a trusted advisor to clients, Greentarget’s Executive Positioning team provides C-suite executives (managing partners, CEOs, executive committees, and boards) with insights to anticipate, understand, and respond to important global and social developments—as well establish proactive internal and external communications campaigns around other pivotal moments, be they related to company purpose, talent initiatives, succession plans, and more.

We’ve helped clients navigate how to communicate about racial justice, the invasion of Ukraine, the Israel-Hamas war, the repeal of Roe v. Wade, artificial intelligence, and so much more. We’d love to help you, too — so let’s talk.

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Recent headlines have laid bare the many challenges facing management consulting firms. From reports of partners infighting over profits and ousting their leadership to clients expressing skepticism about consultants’ value and AI’s potential to replace lucrative consultant-driven analysis. It’s all contributing to a widespread image problem as slowing demand reverses the pandemic-era consulting boom.

What is currently an image problem could easily become a talent problem if reports of financial, cultural and reputational woes drive current or aspiring consultants to conclude that the management consulting industry’s entire value proposition (ironically, a term coined by McKinsey itself) is broken. 

Take this piece that ran last month in The Wall Street Journal: “Consultants Are Paid to Fix Businesses. Why Can’t They Fix Their Own?” The story’s provocative title is just the beginning of a sharp, unflinching indictment—one that continues in the more than 400 reader comments that follow.

All this comes as consulting talent is placing more importance on factors like company culture and diversity, equity and inclusion (DEI) initiatives—especially those at the start of their careers. Capitalizing on this shift, the up-and-coming management consulting firm Embark recently ran a series of full-page, canary yellow WSJ ads declaring “consulting is dead.”

Embark’s value proposition? “People do their best work when they’re happy. And happy consultants make happy clients.”

It’s a powerful sell at a moment when many consultants appear ready to jump to new opportunities—in fact, a recent survey from recruiting firm The Barton Partnership found that more than one-third of respondents in consulting expect to move companies in the next 12 months.

Why Junior Talent Is Management Consulting’s Most Important Stakeholder Group Right Now

Make no mistake about it. If you’re a leader at a management consulting firm, the public’s negative perception of your industry is a vulnerability — one that emerging competitors like Embark are poised to seize upon. 

Your instinct will undoubtedly be to manage clients closely and devote extra attention to assuring them of your value. 

But if you “over-rotate” to that, you’ll miss something critical. Existing and future junior talent are the lifeblood of your firm. They drive value and increase profit margins, especially in times of slow economic growth (like now). And the affordable labor they provide is where your leverage and profitability lie.

Do you think your junior talent is happy? Are they appropriately challenged and fulfilled in their current roles? Is this a priority among your partnership?

It should be your only priority right now.

3 Messages Young Management Consulting Professionals Need to Hear

Management consulting has long been an attractive career option for ambitious young professionals willing to pay their dues in exchange for resume-building connections and the promise of high income down the road. But recent and emerging MBA grads are increasingly questioning and rejecting long-held norms in favor of roles that offer work-life balance and purpose-driven work.

Over the next fifteen years, the American workforce will undergo a sea change as Gen Z (those born between 1996 and 2010, currently 14 to 28 years old) come to make up the lion’s share of your talent pool. For Gen Z, flexible hours, a full life outside of work, and high pay are table stakes. They also want to work for organizations that align with their values and ideals.

It’s tempting to ignore these trends and expectations, especially if long hours and intense travel schedules have always been the price of entry at your firm. However, we believe that of all the disruptions currently facing the management consulting industry—overall economic conditions, reduced corporate spending, and efficiencies from AI— the potential for disruption within your talent pipeline should be among the most concerning.

Here are three core messages your junior talent needs to hear and, most importantly, believe.

1. We’re Listening to You

Do you care about the needs and desires of junior talent? Do you provide junior talent with forums through which to share their perspectives? Are you regularly asking for their input on the business, its goals and your culture? And do you understand what they’re looking for in a career? Most importantly, how are you applying all of this information?

To formulate an internal communications strategy that resonates with Gen Z, ask current employees to respond anonymously to questions like:

  • What are the first three adjectives you would use to describe the firm?
  • What do you like most—and least—about working here?
  • What is a work example or experience that made you proud to be part of the firm?
  • How would you rate your experience as an employee at our firm?
  • What are the reasons for your score? 
  • Would you recommend this workplace to a friend? Why or why not? 
  • What could we do to improve the employee experience? 

If some of these questions sound familiar, it’s because they’re borrowed from the classic “Net Promoter Score” playbook, used to gauge the loyalty and referral potential among existing clients. It’s time to pivot this emphasis toward your aspiring talent.

By gathering candid feedback and looking for opportunities to evolve in response, you’ll give junior talent one of the things they want most in their professional life: a voice.

2. You’ll Be Doing Meaningful Work (Not Sitting Idle)

Junior consultants, often hired straight from prestigious universities, are increasingly finding themselves in a value paradox. Despite their impressive academic credentials, they don’t yet know what it takes to deliver tangible value for clients. And too often, firms leave them sitting idle on the proverbial bench for weeks or months until there’s a client assignment available for them. Then these inexperienced junior consultants are expected to be ready to go, suitcases packed and passports in hand. 

It shouldn’t be this way. But if temporary bench time is unavoidable, your junior talent needs to know how you do plan to give them work experience and training. Some firms are creating rigorous, MBA-like development tracks specifically geared toward teaching new professionals the ropes with an emphasis on what matters most to clients: industry knowledge and POV. Others are setting KPIs to incentivize senior consultants to mentor junior staff.

Whatever the case, it’s critical to communicate that your firm has developed pathways for meaningful training and engagement. Tell the stories, internally and externally, that emphasize how quickly new hires are brought on to substantive projects that provide a sense of purpose and challenge.

3. You Have Flexible Options for Career Advancement

Junior consultants want to do challenging, interesting work—but they also want to enjoy rich, full personal lives. Many are no longer willing to be away from home to stay on-site with a client Monday through Thursday, week after week. 

Does your firm offer opportunities for growth for employees who don’t want to follow the traditional consultant-as-road-warrior trajectory? For example, some firms have recently started offering flexible pathways for growth and advancement for young associates uninterested in pursuing the traditional partner track. Management consulting firms with similarly innovative playbooks should be shouting from the rooftops about their programs offering junior consultants grind-free options for growth and development.

If it’s absolutely essential for junior talent to pay their dues with long hours and demanding travel schedules, focus on the creative ways your firm has built programs to incentivize them. Sabbatical programs, remote work options in between offsite assignments, expedited non-equity partner tracks and travel perks all make the road warrior life more appealing. 

Now’s the Time to Communicate a Path Forward for Junior Management Consultants

Management consulting leaders who proactively evolve their cultures to meet the expectations of junior talent will position themselves for long-term success. By contrast, those who cling to antiquated norms may find themselves struggling to secure the talent pipeline they need to drive future growth.

The choice is yours.

Provide junior talent with a consistent communication platform (town halls, online forums, etc.) and listen attentively. Tell current and future hires about the training and meaningful work they can expect from day one. And promote your firm’s flexible pathways for building a rich and fulfilling career.

When you do, you can position your firm to not only overcome the industry’s negative image problem, but to lead in service to the young, bright minds that will determine your organization’s future success.

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