Do you solve problems or just execute tasks?

Junior consultants share one common problem: they focus too much on executing tasks instead of solving real business problems. This irritates leaders so much. Let's discuss how you can fix that.

As a consultant, I thought being a good 'soldier' was the key to success.

I saluted, 'Sir, yes, sir!' to every task, no questions asked, eager to prove myself.

Then, I tried to do exactly what I was asked to do—no more, no less.

I believed my leaders knew better. My job was just to make it happen.

But I later learned that this approach was holding me back.

Here's the thing:

In MBB firms, merely executing tasks isn't enough.

You are expected to do much more.

That’s an unspoken rule I wasn’t aware of as a lateral hire.

In the companies I worked in, I was expected to do exactly what my bosses told me. That’s what good work looked like.

But consulting works by different rules. You are expected to go above and beyond. Only then can you become visible and valuable.

That is why you barely scratch the surface when you just execute tasks.

You must solve real business problems, think of strategic implications, own the solutions, and see them through.

Not sure what I mean?

Here are three common symptoms of consultants stuck in task execution mode:

1. Don't ask 'Why' questions

It's surprising, but 9 out of 10 consultants don't question the purpose behind their tasks.

They accept them without knowing why or what they are for.

As a result, they miss the bigger picture and lose opportunities to add value.

Consultants might sometimes know much more than their leaders and can suggest a better solution.

Basically, they downgrade themselves to glorified executive assistants.

2. Generate descriptions, not insights

Imagine seeing this text:

"Revenue decreased by 5%. Costs increased by 10%."

These are just interesting facts.

But leaders want to know the "so-what" behind these numbers.

How do they affect the problem at hand? What are the second and third-level implications?

And leaders get annoyed when consultants fail to generate insights.

They start doubting the value consultants can add.

So, don’t give them a reason to doubt your intellectual worth. Push your thinking and produce insightful output.

3. Get caught off guard by obvious questions

I remember thinking of my managers as superhumans.

They always asked unexpected, insightful questions, catching me off guard.

But when I became a manager, I realized these questions were not so smart. They were quite obvious and repetitive.

So what? What are the implications? What are we saying? Why is this important? What are our next steps?

This is easy to explain.

Managers look at your slides with a fresh perspective. And consultants go too deep, losing the bigger picture.

The solution is quite obvious. Step back, anticipate, and prepare for these questions.

Your leaders will think you are a genius.

To illustrate my point, I do a simple experiment in my coaching program.

Consultants do practical exercises. When they produce subpar outputs, I don't provide feedback immediately.

Instead, I ask them those 'obvious' questions.

Interestingly, most consultants have good answers.

They just didn't ask these questions while working on the task.

This proves they can think well but don't take the time to pause and problem-solve when needed.

We need a mindset shift here.

Break out of the task-execution mode. Instead, ask yourself important questions and solve real business problems.

That's how your managers and partners do it.

Remember, in consulting, we don’t need just good soldiers who follow orders.

We need independent thinkers who can see the bigger picture, challenge assumptions, provide valuable insights, and solve client problems.

So, next time you're working on a task, step back and ask yourself, "Am I solving a real problem here, or am I just going through the motions?"

Your leaders - and your career - will thank you for it.

---

The consulting journey is complex and treacherous. Walking it alone is extremely difficult.

That is why I developed my coaching program for lateral hires. I help them achieve high performance and become successful consultants.

If you are an MBB consultant and sick of struggling with performance and development, I want to speak with you.

Book a Free 1-1 Consultation to discuss whether I can help you through my coaching program. There is no commitment, and you can ask any burning questions in a risk-free environment.

Read this post to learn more about the Hero’s Journey coaching program.