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New joiners 1st 100 days part 3

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This blog was compiled by Tim Antos

The new joiners to the Consulting Development Community (CDC, Capgemini’s Consulting’s two year graduate scheme) have now been with us for over 100 days. In the third of a series of 3 blogs we look back at what they had been up to since they joined.

Emily Marsh another of the CDC new joiners gave us a perspective of her first 100 days working in a Capgemini’s sustainability team:
I’ve been on the Capgemini sustainability team looking at making Capgemini an even  more environmentally friendly sustainable business.  It’s been a great opportunity to get to know Capgemini better before taking an external role. Being based in Wardour Street has also allowed me to get involved in other projects (the People Programme, Work Inspiration and Princes Trust events). I’ve really enjoyed being available to help out. My biggest challenge so far was getting through resourcing- I wanted to do all the roles I was tagged on! It’s been great to practise all the things we learnt in the induction and I’m really looking forward to the next challenge.”

 

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New joiners 1st 100 days part 2

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This blog was compiled by Tim Antos

The new joiners to the Consulting Development Community (CDC, Capgemini’s Consulting’s two year graduate scheme) have now been with us for over 100 days. In the second of a series of 3 blogs we look back at what they had been up to since they joined.

Robert Ord anther of the CDC new joiners gave his perspective of his 1^st 100 days at Capgemini:
Upon joining I worked on a Consulting bid, which some called ‘baptism by fire’!  It was an intense week where I learned about how things work at Capgemini.  Once the bid was submitted, I joined the global border management team where to date I have spent three days at the World Congress on Information Technology 2010 in Amsterdam, developed an awareness of border themes, supported bids and facilitated monthly meetings.  I am thoroughly enjoying the role and I am getting involved with the Prince’s Trust, preparing for a 100 mile challenge, establishing a group of graduates with an interest in the Energy, Utilities & Chemicals sector and, of course, enjoying the CDC social environment

Tim Antos another of the CDC new joiners started within our Accelerated Solutions Environment (ASE) which is Capgemini’s dedicated environment to help clients address their toughest challenges quickly and collaboratively. He gave his perspective of his 1^st 100 days at Capgemini:
My first role has been in the ASE where I’ve had fantastic exposure to some of the biggest challenges facing Capgemini and our clients. I have worked with Capgemini bid teams, local councils implementing shared services, health services addressing critical cost challenges, telcos reshaping the way they work and on internal projects developing Capgemini strategies to name a few! Outside the ASE I’ve been leading the utilisation focus of the CDC Internal Marketing, beating our French counterparts at rugby in Paris, fundraising and training for the Wild challenge 100 mile race and getting involved in Million Makers a charity challenge turning £1,500 into £10,000!

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New Joiners 1st 100 days

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Compiled by Tim Antos

The new joiners to the Consulting Development Community (CDC, Capgemini’s Consulting’s two year graduate scheme) have now been with us for over 100 days. In the first of a series of 3 blogs we look back at what they had been up to since they joined.

Deborah Hough the CDC manager and senior member of Capgemini Consulting gave us a perspective of what the new joiner’s 1^st 100 days looked like to the senior management:

“The CDC have been in very high demand across the business, indicating just how well the new joiners have integrated. Their experience has particularly helped our clients in the energy, utilities, financial services and consumer products sectors, each of which have provided exciting private sector projects for the new joiners. Some of them have also integrated into the specialist practices such as the supply chain team.

It’s not just about project work. There’s been a strong contribution to sustainability, and we have a cadre of new joiners boldly supporting this year’s Million Makers team (a charity challenge turning £1,500 into £10,000).

They are about to cement the learnings of the first 100 days with more training and will be able to bring to bear a whole new set of skills”

Laura Duggen one of the CDC new joiners gave us a perspective of her first 100 days working in a large UK utility:
I’ve had a positively challenging experience establishing the reporting and tracking systems for a large, complex utilities project. I’ve been creating, embedding and running various processes, and have also had the capacity to support some of the hot housing (intense strategic brainstorming to solve difficult client challenges) and other delivery activity, which has been a great learning opportunity. Additionally I’ve taken on a role as an organiser for the Prince’s Trust work, assisted with a workshop for the internal People Programme and walked 20 miles for the Mytobular Trust. I feel like my feet haven’t touched the ground, and I’m looking forward to the challenges that the next 100 days will bring!

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Privacy: The right to be left alone?

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Consulting Development Community induction process

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This blog was written by David Brady. David is an Associate Consultant who joined Capgemini in March 2010.

The CDC induction process lasts about 3 weeks which is split between the university in France and an induction by other graduates in London. During the university week we went through the basic skills that are needed for a consultant. The course is full of a wide range of people ranging from new recruits to potentially VP’s from all over the world. Every consultant that joins Capgemini has to go on CSW so it’s an eclectic mix.  It was great to work with such a variety of people from all over the world and grades. The whole week was a brilliant learning curve and one of the key skills that I learned was the ability to give and receive feedback, something which is invaluable in your time as a consultant. The curriculum is built around a case study and after each module you will present back the tools you used around the case study. The moderators do give you curve balls and challenges but it’s very good fun.

The induction is a more specific on the Consultant Development Community (CDC, get used to that acronym) in the UK. We received presentations from the CEO of UK consulting, Head of HR, Operations & IS to name just a few. We really did get the impression that we were immensely valued within Capgemini and that we were there to make a difference from the very start.

During the whole 3 weeks of induction you are fully prepared for your first day on project. No matter how much you are prepared though nothing prepares you for your new found fame! The internal marketing stream do a really good job or promoting you to the rest of the business even before you join so be prepared for meeting colleagues in the lift that know your name and a short life story!

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Focusing on People Development

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This blog was written by James Simpson. James is an Associate Consultant who joined Capgemini in March 2009.

Although client delivery work is very much the primary focus for all CDCers during their time on the graduate programme and beyond for the rest of their careers at Capgemini; a focus on “People Development” will also play a large part in the lives and development of CDCers. Examples of People Development activities CDCers will regularly be involved in could include supporting graduate recruitment by being a campus champion, presenting at graduate fairs /insight days /induction or hosting an assessment centre; being a buddy to a new joiner to the CDC; or supporting training activities for a Capability Unit with Capgemini Consulting. In addition, there is also a chance to become involved with a number of charities and not-for-profit organisations that Capgemini have a relationship with.

For myself, I have been involved in facilitating a young enterprise event at a school in the South East of England; walking twenty miles to support the Myotubular Trust, as well as organising a fundraising event for the One to One Africa. In the future, I hope to be involved in this year’s Million Maker’s challenge for the Prince’s Trust, and some of my colleagues in the CDC will be taking part in the Prince's Trust Wild Challenge. Other examples of People Development work other graduates have been involved in, include helping to set up a new charity, and doing pro-bono work for charity organisations.

The opportunity to get involved in People Development activities proves an enriching experience for many CDCers throughout their time on the programme. It presents the chance to support some fantastic causes, learn new skills, have fun and meet other consultants across the business.

 

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“So what do Management Consultants do exactly?”

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Choosing to embark on a career in Management Consulting

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The blog below was written by Caroline Cook. Caroline is an Associate Consultant who joined Capgemini in September 2008.

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The variety of opportunities makes consulting a great option for graduates

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A different way of working

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This blog was written by Laurie Edwards. Laurie is an Associate Consultant who joined Capgemini in September 2008.

The most refreshing thing about my current secondment to Capgemini’s Accelerated Solutions Environment (ASE) is the break from traditional patterns of working. The ASE works differently. The thing that people tend to notice when they first walk into the ASE is the physical environment. Moveable walls, which can be written on, fill the space; music is playing; there are plants, books and toys dotted around. The environment, however, is just the face of the ASE. What is really exciting is the work that goes on here. Try asking a room of children how many of them consider themselves to be creative geniuses; then ask the same thing to a group of executives. The ASE principle is that everyone can unlock their creative genius, if only they are given the opportunity and the belief to do it.

Whilst creativity and fun are vital components of the ASE experience, the work that this enables is everything. Event days are long: usually at least eight hours, with minimal breaks, for the participants and much longer for the facilitation team. In a daylong event for fifty people, this translates to about 400 hours of focused work. The process, which underpins the design of each event, ensures that this work is directed most effectively towards the problem in hand.

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