What is it like working in a boutique consulting organisation like Social Lens after spending a significant part of your career in large consulting firms?
After being at a crossroad 5 years ago, the path that I eventually took has surprised me with so many discoveries and learnings. I have often thought about the things that I appreciated the most about working in a smaller organisation. Is it the energy and dynamics of the firm, the quality, and content of projects, or the value that is placed on the individual competencies of people? The simple answer would be – all of it.
A large consultancy is a well-oiled machine with brand recognition, hierarchical titles, and well-defined career paths offering attractive compensation packages, standardised internal systems, and processes enabling end-to-end support to strong client portfolios. You have it all there – and that gives them a certain appealing edge.
The smaller firms on the other hand, give you a distinct and niche environment along with the opportunities to make a difference with the work you do and the space and freedom to find your way in the organisation. Titles matter only to a limited extent and are largely indicative of the role and not the seniority or the quality of education or skills. Although there are not too many rungs on the career ladder, it gives you more room for development at every level with high achievers being fast-tracked without always waiting to progress higher as in larger firms.
A great emphasis is placed on building a culture of collaboration and open communication to strengthen relationships. The hands-on learning, significant exposure of working alongside senior staff members, and access to the experience and expertise of the leadership allow the team members to evolve personally and professionally. Working in small teams enhances problem-solving and decision-making skills very early on in the career path.
Quite often, smaller organisations make deliberate choices on its size. While there are trajectories defined for future growth, there is no desire to emulate larger firms in terms of size, clientele, or growth. Maintaining a specific size helps organisations nurture their strength and culture to keep their DNA intact with their unique and differentiated approaches.
The culture leans towards an informal one with more fluidity and flexibility in the reporting relationships, coupled with the flexibility in strategies and procedures. More than roles, individuals matter, with everyone being given an equal opportunity to express their points of view.
So while the constant business challenges demand agility and dexterity, the close-knit culture and connectedness that permeates within the organisation allows you to be in a positive and open place of acceptance and mutual respect.
