Development at PA
We recognize that an outstanding development program, which continues throughout your career, is essential to providing growth. Development needs are closely linked to the various levels of competence ascribed to ranks and roles within PA. Our success has always depended on our ability to develop our people and we review and upgrade our approach continually.
But we don’t stick to a rigid structure. We believe that people who have the energy and drive for consulting have the initiative and enthusiasm to push their own development.
Our overall aim is to develop broad generic consulting skills supported with deep content skills. The generic consultancy skills training breaks down into five skill areas:
- Business skills
- Assignment and selling skills
- Personal skills
- People skills
- Analytical and thinking skills.
Our courses are delivered by our consultants at all levels of the firm. Because they know the realities of the consulting world, they are best placed to share best practice in the industry. Their insights and experience, combined with the design and content of the courses, give you an unparalleled learning experience, which is supported by training professionals who work full time to develop our people.
A number of courses are ‘required’ learning and are designated as such. The required courses are foundation courses and provide the base line for growth and development. Required courses are tied to various ranks and stages of development throughout your career. However, these development opportunities are only the start and further courses can be selected to suit your individual needs and requirements.
The content training covers the services that we offer, the industries that we operate in and a range of frameworks and models that enable us to operate successfully with our clients at all levels.
To complement the formal training at PA there are a number of other ways in which development can be achieved:
- Conscious application of new skills and knowledge gained from both experience and training
- Rotation on assignments
- Working with peers or seniors to learn from example
- Increasing responsibility on assignments as you show that you have the necessary capability - for example, attending key client meetings, presenting to clients, supporting development of sales proposals
- Gaining management responsibility, either for pieces of an assignment, or for the assignment overall
- Gaining internal responsibilities - for example, mentoring individuals, developing or giving training programmes, supporting practice management processes, or being given actual practice management responsibilities.
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