How to prove knowledge and ability to seniors/managers?
In the grand scheme of things, I still don’t know shit, but I feel like I know more than the directors, and associates above me think I do.
How do you prove your knowledge and abilities (both current and potential) without falling into try hard category?
Curious - in what way do you think you know more than people several years exp/titles above you? I'm assuming their job is more on revenue generation, and yours is more on research/modeling/preparing memos (analyst work), so not sure why you are comparing yourself to them when you have different jobs.
Sorry I should clarify, I think I know more and am more capable than those above me THINK I am. Def don’t think know more than those above me.
And just by talking to the other analysts in the class, I know I’m towards the top - and I don’t think this is being cocky at all. Some of the analysts are just learning some of the most basic terms and this is their first introduction into the industry, but I am still their equal.
I just want to know if associates, directors, and MDs etc.. can see through all the bullshit and know which analysts and junior members “get it”. And if not, how can I prove myself without being over the top.
My bad, I read it as you thinking you knew more than the directors, and your associates agreeing lol. I think more info is needed though, cause it sounds like maybe you are not getting enough positive reinforcement or not as much as other analysts? Otherwise the only thing you really can do is just do your best and make little mistakes and ask for feedback.
If you work fairly closely with the people senior to you, or they regularly review your work and that of your peers, they will definitely have a grasp on your value relative to others. Depends on the scope of the work, but if you're a valuations analyst towards the entry level and you are confident in your work quality, chances are there's plenty of bums alongside you - this is often the case in entry level positions across the spectrum. Just be consistent.
I felt this at my old firm and left and told them as such. But I was proactive and asked for projects or to take on a model all alone. I underwrote a couple projects by myself. I think it takes time, Associates are worried about getting deals into their producers/originators/developers hands, Directors are caring about day to day revenue.
I'd say if it's been a year feeling that way start pressing them as well as looking for a new job. If you apply above your level and interviews get down to the final interview then you are on the right track in your feelings. Sooner or later a position that would be a step up will come along or your colleagues will notice if they are good managers before hand.
Does your group have a culture of raising your hand? If you’re more competent you should be proactively volunteering for new projects in the pipeline, offering to take the first stab at complex deliverables before your associates have to delegate things to you and of course have a track record of flawless work. There’s nothing worse than a hardo that think he’s technical master and industry specialist who has routine typos/basic formatting issues in PowerPoint or misses simple sign flips in an operating model.
If you’re in a good shop your superiors will see your effort and continue to give you more meaningful work. Why? Because it makes their lives easier, and then you build up the reputation of being the analyst each MD wants on their deal. Realize this takes a while, you won’t get more interesting stuff probably until close to the one year mark. But after one year if you feel like stock price chart updates are beneath you, you should start being more vocal about wanting more responsibility
Speaking from a more "senior" position... don't assume the higher ups don't see or know who is smarter, harder working, more capable, etc. For LOTS of reasons, MDs are not going to go around and say "Hey Johnson, you are the best analyst, thought you should know that!". But, of course in management meetings or whatever they are assessing and discussing these things for promotions, succession planning, etc.
So, in all reality, do you job, do it well... and be an "easy/reliable" employee. The analyst that always gets their shit done on time, more or less free of errors, and is easy to work with (i.e. not a pain in the ass or gives off "ugh, that's not my job or beneath me" vibes) will actually get better ratings that the "super smart" one who is hard to work with (yes, those a-holes exist in a lot of firms....). SO! Be Easy/Reliable + Smart/Capable = Promotion/Better Raises.
Don't overthink it, and really don't try show off beyond what is sensical in your daily job duties, just realize you are probably getting noticed (if you are legit) even if they don't tell you.
100% this, I have multiple analysts reporting to me as a VP in AM and while they all think they're smarter than the others its very easy to tell from a management perspective. One takes notes and prioritizes tasks well and gets his work done on time with minimal errors. The others don't take notes well, I have to follow up multiple times for status updates and barely make deadlines. As a VP I communicate the above to our MD who knows which analysts are next in line to be an associate or even take on a property or two for asset management.
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