McKinsey Digital / BCG Platinion: Oil & Gas Upstream Technology

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The Herzberg 2-factor-theory, also known as the two-factor theory or motivation-hygiene theory, was developed in the 1950s by Frederick Herzberg. Herzberg was an American industrial scientist and psychologist who taught as a professor at various universities. His research interests focused on what makes people satisfied at work.His theory aims at explaining and influencing motivation and satisfaction at work. It postulates that there are two distinct groups of factors that influence job satisfaction and dissatisfaction, and they have different effects on employees.Herzberg's research findings are also more relevant than ever in today's work environment, especially in light of the shortage of skilled workers, burnout, and in the debate about a 4-day work week.

The Information Technology Infrastructure Library (ITIL) is a globally recognized set of best practices designed to support the delivery of high-quality information technology (IT) services. Developed during the 1980s by the United Kingdom's Central Computer and Telecommunications Agency (CCTA), ITIL was born out of the recognition that organizations increasingly relied on IT, yet there was a lack of established practices to maximize IT's effectiveness.The CCTA, tasked with developing methods for more efficient and cost-effective use of IT resources, initially launched ITIL as a series of books, each one covering a specific practice within IT service management. Over time, the library expanded and was updated to keep pace with the fast-evolving world of IT, eventually becoming a comprehensive framework that outlines a set of detailed, interlinked processes for managing all aspects of IT infrastructure, development, and operations.The first version of ITIL, known as ITIL V1, was published in the late 1980s and early 1990s. It was followed by ITIL V2 in 2000, which brought a more process-oriented approach. In 2007, ITIL V3 introduced the service lifecycle concept. The most recent version, ITIL 4, released in 2019, expanded to include practices that align with modern digital businesses, including Agile, DevOps, and Lean.Today, ITIL is owned by AXELOS. It continues to provide a robust and adaptable framework for managing IT services, enabling organizations to navigate the complexities of the digital age worldwide. Its enduring success attests to its effectiveness in enhancing IT service management across various industries worldwide.Synonyms: While ITIL is the most recognized term for this framework, it is also occasionally referred to as "IT Service Management" or "ITSM."

As graduates venturing into the world of consulting, it is essential to equip ourselves with effective change management frameworks. One such model that holds significant importance is the 8-Step Kotter Change Model. Developed by renowned leadership expert John P. Kotter, it is a widely recognized framework that helps organizations navigate through periods of change. Originally introduced in 1995, this 8-Step Model has become one of the go-to methods for supporting employees and managers during times of transformation. In the world of consulting, where change is a constant, understanding and effectively utilizing this model is essential for success. Overview of the 8-Step Kotter Change ModelKotter's model is based on Kurt Lewin's field theory and draws insights from successful change projects in large organizations. It emphasizes the importance of people and effective communication in driving sustainable change within a company. By addressing resistance, creating a shared vision, and embedding new behaviors, the model aims to facilitate successful organizational transformations.The 8-Step Model serves as a roadmap to guide organizations through change initiatives. It comprises a sequence of steps that address various crucial elements of the change process.  Here is a brief overview of each step:Create a sense of urgency: This step involves creating awareness and a compelling reason for change, emphasizing the need for immediate action.Build a guiding coalition: Forming a dedicated team of influential individuals who share a common vision and have the capability to drive change is crucial for its successful implementation.Form a strategic vision and initiatives: Developing a clear and compelling vision for the future state of the organization, along with actionable initiatives, provides a roadmap for change.Enlist a volunteer army: Effective communication of the vision to all stakeholders helps foster understanding, alignment, and commitment towards the change effort.Enable action by removing barriers: Empowering employees to take ownership and initiative in driving the change process helps to overcome resistance and promotes a culture of collaboration.Generate short-term wins: Celebrating and showcasing early wins in the change journey boosts morale, builds momentum, and creates confidence in the change process.Sustain acceleration: Building upon the initial successes, it is crucial to sustain the momentum of change and drive further improvements to solidify the new ways of working.Institute change: To ensure the longevity of the change, embedding new behaviors and practices into the organizational culture is vital, fostering a sustainable transformation. Benefits of the 8-Step Kotter Change ModelThe Kotter Change Management Model offers several advantages for consultants:Structured approach: The model provides a systematic and well-defined framework to guide consultants through the complex process of change management, ensuring a methodical approach achieving desired outcomes.Stakeholder engagement: By involving key stakeholders at various stages, the model encourages collaboration, creates buy-in, and fosters a sense of ownership, which is essential for successful change implementation.Agility and flexibility: The model recognizes the importance of adaptability, enabling consultants to navigate unexpected challenges and adjust strategies based on feedback and evolving circumstances.Focus on short-term wins: The emphasis on generating early successes helps consultants gain credibility, build support, and maintain momentum throughout the change journey. Limitations and ConsiderationsSimplification: The model provides a simplified view of the change process, and real-world situations may involve additional complexities that need to be addressed.Contextual factors: The model does not explicitly address industry-specific or organizational context factors, which may require customization and adaptation of the steps. Importance of the Model for ConsultantsClient engagement: The model enables consultants to engage clients in a structured change management process, fostering trust and establishing their expertise in driving successful transformations.Change leadership: By applying the model, consultants can effectively lead change initiatives, align stakeholders, and guide organizations towards desired outcomes, establishing themselves as trusted advisors.Framework for analysis: The model provides a framework to analyze the current state of organizations, identify gaps and opportunities, and develop comprehensive change strategies, enhancing the value consultants bring to their clients. ConclusionAs aspiring consultants, mastering the 8-Step Kotter Change Model can significantly enhance our ability to drive successful change initiatives. Its structured approach, stakeholder engagement, and focus on short-term wins make it a valuable tool for guiding organizations through complex transformations. By understanding and applying this model, we can contribute to the success of our clients' change journeys and establish ourselves as effective change agents in the consulting industry.Further Reading:Download Kotter's 8-Steps Ebook here.

Poor structure, or sometimes no structure at all is one of the main reasons why candidates fail in case interviews. Why? Because case interviews are designed to simulate real-life consulting scenarios. And in the real consulting world, you need to structure problems all day long. If you cannot clearly demonstrate this skill during your interview, you probably won’t be able to apply it on the job and therefore not succeed in a consulting career. But let’s stay positive: Structuring skills can be learned. With some basic principles in mind and lots of practice afterwards, you will be able to excel in this consulting-crucial discipline.

When applying to top consulting firms, one of the most crucial stages of the interview process is the case interview. This format is designed to assess your analytical competencies, problem-solving skills, and ability to think strategically under pressure. Let's take a look at what to expect.