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Consultants talk through a client problem in the cafeteria
Professional Development - Building Your Career
After each year at McKinsey you should be able to look back and be pleasantly surprised at how much you have changed and developed. How you have acquired new knowledge in an industry or function or refined your problem-solving skills; or maybe made progress in being able to lead a team and earn a client's confidence.

Some of these new capabilities will reflect your personal development program, some will be the fortuitous result of taking advantage of a challenging assignment and meeting remarkable people. Some may be a result of risks you took - an assignment in another office or in a new industry.

At the end of each year you will make significant progress professionally, become more confident and aware of what you need to work on, learn and develop next. Our professional development philosophy is anchored in on-the-job and formal training programs to foster individual growth.

Because most of your development will occur during the course of your client work, the feedback you get during and after each engagement is very important. But our partners know that their responsibilities to help you develop go well beyond providing good feedback.

During each engagement you can help yourself develop faster by actively using the firm's knowledge bases as well as the personal networks you have built. One of the firm's great advantages is its scale and experience, as well as its tradition of collaboration. Combined, they literally put McKinsey's global reach at your fingertips.

You can also make a major contribution to on-the job learning by transferring your own knowledge and experience to those with whom you work. You will not learn from your mistakes if you do not recognize them; neither will our colleagues. Objective performance feedback, good or bad, is an essential part of on-the-job learning. As such, you have an obligation to observe the performance of others, to help them identify ways in which they can improve, and to coach and guide them.

Firm and local office-sponsored training programs for consulting service staff fall into three categories. The emphasis of these programs shifts as your tenure and role changes:
  • Prerequisite programs for new consulting staff members
  • Core-change programs focused heavily on leadership development
  • Programs focusing on specific consulting skills.
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