Build a Better Career

LAID OFF WITHOUT A GOLDEN PARACHUTE – TEN CRUCIAL ACTION STEPS

2009-07-06T12:32:58-04:00

Almost everyone knows someone who has lost a job recently. As it becomes more common, it is no less stressful. I’d like to suggest a few essential steps for a safe landing, even without the golden parachute.

1. Get letters of reference and recommendations from managers, supervisors, coworkers vendors and clients. Do this quickly; timing influences the results.

2. Gather your past performance reviews. These will help you create language for your resume and interviews.

3. Determine what may be negotiable. It may surprise you to know that people often are able to negotiate for an extension of paid health care coverage or severance.

4. Enhance your professional network. Are there non-proprietary business contacts whose contact information you should acquire before leaving?

5. Think about how you want to be remembered. Counter-productive behavior in the last day(s) can blow a stellar performance record.

6. Contact your coworkers: send a brief email. Let them know that “Thursday will be my last day. I’ll be back in touch” Let them know how to contact you. Get personal email addresses.

7. Nail down health care. You may be eligible for assistance with COBRA under the recent stimulus package.

8. Register for Unemployment Insurance. While UI benefits are usually taxable, you may qualify for several weeks of non-taxable UI under the stimulus plan.

9. Look for your nearest

One

Stop

Career

Center

. Go to www.careeronestop.com. These centers are paid for by your tax dollars and many offer a full menu of career transition services. Service vary from Center to Center, but don’t overlook this resource.

In my next blog, I will discuss how to create a plan that is workable and effective.

Watch for my free teleconference at www.rcmassociates.com

Laid Off without a Golden Parachute: 10 steps for a safe landing

2009-06-22T10:58:11-04:00

1. Get letters of reference and recommendations from managers, supervisors, coworkers vendors and clients. Do this quickly; timing influences the results.

2. Gather your past performance reviews. These will help you create language for your resume and interviews.

3. Determine what may be negotiable. It may surprise you to know that people often are able to negotiate for an extension of paid health care coverage or severance.

4. Enhance your professional network. Are there non-proprietary business contacts whose contact information you should acquire before leaving?

5. Think about how you want to be remembered. Counter-productive behavior in the last day(s) can blow a stellar performance record.

6. Contact your coworkers: send a brief email. Let them know that “Thursday will be my last day. I’ll be back in touch” Let them know how to contact you. Get their personal email addresses .

7. Nail down health care. You may be eligible for assistance with COBRA under the recent stimulus package.

8. Register for Unemployment Insurance. While UI benefits are usually taxable, you may qualify for several weeks of non-taxable UI under the stimulus plan.

9. Look for your nearest One Stop Career Center. Go to www.careeronestop.com. These centers are paid for by your tax dollars and many offer a full menu of career transition services. Service vary from Center to Center, but don’t overlook this resource.

In my next blog, I will discuss how to create your flight plan that is workable and effective.

Watch for my free teleconference at www.rcmassociates.com

Are you ready for the new world of work?

2009-05-19T07:19:38-04:00

Recently, in my workshops, I've been reminded of the “readiness factor”. When I present Job Search Best Practices – those activities most likely to give a return on investment – to groups, individual reactions vary greatly. In my 50+ (or nearly 50) Workshops, the differences are influenced by (1) the length of time in the previous job; (2) the number of organizations employed by; (3) the position status; (4) the company/organization status; (5) time spent in active job searching.

For example, when John insists that his lengthy experience is an asset and that putting “Over 27 years experience in the field of…” will give him an advantage, I can surmise three things about John: (1) he has not been actively engaged in the search for three or more months; (2) he is very proud of his previous service and does not want it to be dismissed lightly; (3) he does not yet understand the new marketplace.

This is not a criticism of John; his reaction is a reflection of his past experience. John believes that his long standing relationship with a Fortune 500 company is an asset…something desired by future employers. In reality it is more likely to be seen as a negative - in today’s market. Most job growth is with small to medium companies and John’s lengthy experience with a high status organization may label John as an expensive, outdated commodity. If the resume highlights those years, at the outset, John may never get a chance to demonstrate that he adds value and not cost; that he is contemporary and not dated, and that he is a strong candidate for the interviewing process.

Months into the job search, when many resumes have been submitted that do not lead to interviews, when John is questioning his beliefs about how to market his value, he will be ready to try a new approach. But not yet…

Career Progression: Talent, Risk and Support

2009-04-18T06:40:32-04:00

The Artist at her Grandmother's Table

If you ask Christine Waara how her love of art began, she will tell you it all began at her grandmother's table. As she describes it, everything important took place in that Italian kitchen and she often found herself there, surrounded by adults - "doodling"...and she never lost the love of it. Easel and brush fill her life today, as paper and pencil did then.

Of course, Christine did not emerge from her Grandmother's kitchen as an artist, but her love of creative expression through form and color remained strong. And, as with most careers, she had the encouragement of special people along the way. There was the grade school art teacher, Bobbi Ameen, who showcased her work in the school hallway. And Nheena Ittner, who added to Christine's appreciation of art by exposing her to various artistic styles. And, perhaps most important to her ongoing artistic development was the encouragement of her husband, Pat.

When young children became an essential part of her life, you would find Christine painting at 3 a.m. before the family awoke. Whenever she could, she increased her knowledge and ability through classes, reading and mentoring. Eventually, Christine realized a long time ambition and started painting with water colors, studying with her mentor, Wendy Gwirtzman.

Today, Christine is a recognized artist in Rochester, NY, where her work is often selected for juried art shows and where one of her paintings was recently awarded "Best in Show."

A deep love of any form of work can lead to a satisfying and rewarding career, if supported by others along the way. Christine received that support, but she is quick to say that hers was not a seamless process of artistic accomplishment: "Talent takes a lot of practice!"

It also takes a willingness to risk scrutiny. When you put your work out for critique, you're putting yourself out there...not unlike career transitioners who, faced with the need to market themselves to potential employers, must paint a picture of their value and worth. And, just like Christine, they need encouragement, ongoing development and willingness to be scrutinized.

See Christine's artwork at www.christinewaara.com

Reflections and Intentions for the New Year

2008-12-22T11:07:11-05:00

End of Year Reflections and Intentions

For whatever reasons, the end of the year seems to invite some reflection about our lives. Almost like taking inventory, we might engage in a review of where we began, what we expected and what actually happened in terms of our goals and aspirations.

I like to suggest that my clients go to a spot that inspires them. One of my clients finds that place in her home. She likes the sunroom that has light, a comfortable chair and soft music. Another client drives to the nearby lake and sits in her car looking out at it. With her favorite CD playing, she writes. Another client likes to speak her reflections into her small tape recorder. And another likes to have a conversation with a friend – their annual “check-up”.

Whatever environment invites reflection for you, a little time set aside for reflection and new intentions is great way to end the year.

My colleague, Jackie, and I alternate years in creating the reflection questions. We schedule our meeting and prepare in advance. At the best of times, we meet over dinner in a favorite restaurant. But often we have our conversation by phone. Either way, we are committed to the process.

First, we look back at the hopes and aspirations of the previous year. The questions for reflection help us develop that conversation. Some examples are listed below.

Looking Back…

- A burning issue of last year and where that stands today

- Something I learned that is making a difference in my life... (or work or relationships)

- What I am most proud of having done/said/realized....

- A disappointment I'm ready to let go of ....

- What I appreciate most about 2008

Looking ahead…

- What I plan to add to my life in 2009

- A change I would like to make and why

- A challenge I face and how I plan to handle it

- A commitment I am making to myself (or to another)

Seriously consider setting aside some time to review the year. To get started, use some memory joggers: look at the events and action items on your calendar. Check out emails sent earlier in the year. What was your focus then? What was given your greatest attention?

Most important, find a friend, colleague, family member with whom you would like to schedule this conversation. Together, select the questions you would like to ponder. Reflect on them in advance. I know. You’re thinking that you don’t have time. It may help you to realize that you don’t need a lot of time, but a little uninterrupted time in a place without distractions will be important to the process.

If you are lucky, you will be able to spend time with your Review Partner. I will need to settle for a phone call this year. But Jackie and I will make it happen in spite of the hundreds of miles that separate us. It has become an important and meaningful ritual.

Networking - Bah Humbug!

2008-11-13T16:29:21-05:00

NETWORKING: BAH, HUMBUG!

When Steve contacted me to see if I could help him understand why his job search was not going well, he was clearly discouraged. He was a former high-level executive with substantive experience in a power position. I asked Steve to record his activities in a tracking sheet so that I could see what methods and venues he was using. Immediately, I noticed that Steve was relying solely on responding to jobs that he found through the internet and publications. When I told Steve that his failure to engage in interpersonal networking was the likely cause of unsuccessful search he responded with “Bah, Humbug!” Well, maybe those weren’t his exact words, but they might as well have been. He was clearly not a believer.

When my clients get stuck on networking, I ask two questions:

What are your assumptions about networking?

If you believed it was effective, how comfortable would you be doing it?

Steve examined his assumption that networking was not an effective career transition method and when he saw the facts, he was willing to look again at networking. But the process as he understood it was intimidating. He saw himself as an introvert who would rather listen than speak. And he felt vulnerable when he thought about talking about his job search.

Over the next few coaching sessions, Steve learned how to start a conversation that (1) is not self-serving and (2) that fosters professional relationships. He practiced the form and the content of his conversations. He learned how to approach a group and individuals and how to follow up after the event or meeting.

If you have the Bah Humbug reaction to networking, here are the facts that caused Steve to reconsider: In 2007, an annual study of 303,000 job openings reported that 80-90% of new hires were from referrals. Of the remaining new jobs, 25.7% were from job boards.

Networking is assumed to be a “gimme” function. That’s a misconception. Networking, done right, is a reciprocal activity. For more about this, including how to develop a conversation in every instance, see the article available on my website www.rcmassociates.com Networking for the Shy and Reluctant: The Why and How of Effective Networking.

What's in your Future - Golden Parachute or Flight Plan?

2008-11-01T14:25:29-04:00

Where is your Golden Parachute?

We hear a lot today about high-level executives receiving large amounts of cash upon leaving their companies - often when their organizations are failing. It’s difficult to understand how this could happen. Why should people be rewarded for doing a poor job? And what about the rest of us, who may be the casualties of these poorly managed organizations? Where is our Golden Parachute? Well, as we all know, there is none.

The rules have changed in the job market. You can’t depend on your employer to be looking out for your career – to guarantee your job. Instead, you have to think in terms of managing your own career; at all times, you have to be engaged in career planning. Failure to realize that and to take steps on your behalf can lead to serious consequences – there is no golden parachute to catch your fall.

This morning a Management Training Director told me about a person who wanted to take a low cost on-line management training he provides. The individual believed that she was badly in need of the training but the company would not pay for the training so she was not planning to register. The question put to me was: What would you tell this person?

I didn’t have to think twice about my answer. To me this is a “no brainer". I would say: “You cannot afford not to take this training (or any training that addresses your self-identified skills gap). It’s tough out there! You need to be ever ready to compete in the marketplace.”

When employers decide which employees will go and which will stay, they look at:

demonstrated abilities (accomplishments, added value)
education and training (current, targeted)
value to the organization (initiative, motivation, work ethic)

Caveat: even when you do everything right, your job may disappear. It’s always about playing the probabilities.

When you’re searching for a job, employers look at:

demonstrated abilities (accomplishments, added value)
education and training (current, targeted)
value to the organization (initiative, motivation, work ethic)

The same qualities that may prevent lay-off are what provide career protection after lay-off.

Golden Parachutes are not likely for most of my clients, but I submit that it’s not a parachute that you want; what you want is a flight plan. In today’s labor market an updated, ever ready career plan is your best navigation tool. I advise my clients to “file their flight plan” (substitute “career”) and to take career protection steps to add to their value in the job market. Over the next few days, I’ll be writing about steps you can take to create your Flight (Career) Plan – so that you’ll never need a parachute – golden or otherwise.

Check out our free teleconference at www.rcmassociates.com

Self-Awareness and the Job Interview

2008-09-15T14:51:19-04:00

Beyond words…what else are you communicating?

When Karen called to talk to me about her failure to obtain jobs, for which was qualified, we began a discovery process that had significant implications for her career success or failure.

First step – examine Karen’s process

Did she research the organization prior to her interview? Yes.

Had she demonstrated her understanding of the corporate mission in her discussion with the interviewer. Yes.

Second step – examine Karen’s responses to the interviewer’s questions

One by one, we considered each response and each was appropriate and on target. She appeared to have demonstrated her ability to do the job and her skills proficiency level.

Third step – examine Karen’s confidence level

Karen indicated that she felt very confident because, from her viewpoint, she was more than qualified for the position. In fact, as we continued to examine her situation, we both came to realize that Karen felt the positions were beneath her. As we examined that belief, Karen acknowledged that she had gone into the interviews with a feeling of superiority and that as she looked back on the event, she believed that the interviewer picked up on it. It was only in hindsight and with reflection that she realized this was the case. That important insight dramatically affected how Karen continued her search.

Self-awareness, as described in Daniel Goleman’s work on Emotional Intelligence*, is a competency that includes the ability to recognize our emotions and their effects. It was clear to Karen, after further reflection, that she had not realized how her emotions were affecting her interactions with others. It was not what she said – she knew what to say – it was her overall demeanor, demonstrated in subtle but highly impactful behaviors. It had shown up in her non-verbal communication and her inability to make a personal connection with interviewers. She realized that she had “talked down to them”. That was the bad news. The good news was that Karen now recognized it.

There are many theories about what qualities lead to career success and Daniel Goleman’s work is just one, but I believe that the Personal and Social Competencies that he describes are essential to career management. TalentSmart (www.talentsmart.com) has produced white papers on the business case for Emotional Intelligence (EQ) and has developed an appraisal instrument for measuring EQ competencies. A google search will produce additional research results.

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Spotlighting Accomplishments at the Performance Review

2008-09-08T17:03:08-04:00

Can You Shine at Your Performance Review?

For some years now, prior to their performance reviews, I have had conversations with several clients. We review the year, we assess the Return on Investment (ROI) received by the organization and we plan the conversation. I am in awe of how well prepared these folks are for demonstrating their value. How do they do that? Well, briefly…here are some pointers:

Maintain a “superstar” file. Throughout the year, whenever you do anything that is beyond your typical duties, drop a summary note in that file. If you take on additional responsibilities while the supervisor is away, if you train new people, if you make a suggestion that management adopts, if you stay late to finish a project, if you find a way to improve a process, etc., etc., etc. – record it.

If you have added to your skills by taking a course that increases your value and shows your commitment to professional development, record it.

3. If you have an outstanding record of dependability, find a way to highlight that in the review.

Finally, when you have the data collected, practice how you are going to be during your performance review meeting - confident, defensive, detached, assertive? How will you communicate? The right language and tone are essential. That’s why I get those calls each year. Just a little bit of practice makes all the difference.

In his recent newsletter, Peter Weddle (www.weddles.com) suggests that readers spend two hours in a private conversation with themselves to examine the state of their careers. He suggests addressing the following questions:

1. Is your current job providing an opportunity for you to improve your current skills or to acquire new skills?

2. Are you performing at your peak in your current job and are you doing so every single day?

3. Have you taken advantage of the educational resources in order to keep your career expertise at a state-of-the-art level?

4. Are you using online and off-line opportunities to network with peers and maintain a strong system of professional contacts?

5. Have you acquired any additional skills outside your primary field (e.g., using productivity enhancing technology or speaking an additional language) that would expand your on-the-job contribution?

The secret to shining at your review is no secret; simply preparation, preparation, preparation.

What does that new job really pay?

2008-08-22T12:24:35-04:00

What does that new job really pay?

You’re in the middle of a job interview. Things are going well. The interviewer seems impressed with your previous experience and the skills you could bring to the open position. You’re feeling confident and excited. And then it happens! The interviewer says “What salary are you expecting?” Or “What would it take to bring you aboard?”

For many job candidates, this is when confidence and certainty seem to fade. You feel yourself stumbling over your answer. You realize that you sound unsure and hesitant. You like this job! You want this job! But you don’t want to sell yourself short and you don’t want to overprice yourself.

The Information you need in order to respond

1. You need to know what the going rate of pay is, in this geographical location, for the work you do- before you go into the interview.

2. And, from this employer, you need to know more than the salary figure; you need to know the value of the benefits package. Without this information, you can't answer the salary question confidently.

Comparison salary information for professional positions is available from a number of websites, such as www.salary.com; www.salaryexpert.com; www.jobstar.org; www.Homefair.com. You’ll get a general idea, although some have found the figures slightly inflated.

If possible, (and this is possible more often than you might think) find out the salary range offered by the organization. Check previous job announcements or, if known, current employees. In any case, it is best to respond to the interviewer with the following question: “What salary range do you typically offer for this position to a person with my experience?”

So what do you say next…after you have asked for the company’s salary range? You indicate your continued interest and say that you cannot give a precise answer without knowing about their compensation package. Keep in mind that both you and the employer are “buying” and you need to know what you are buying and its full value.

The Package

Bonuses: If so, how much, how frequent and under what conditions?

Medical Insurance: Premium costs? Co-pay? Deductibles?

Retirement: Traditional pension or a 401(k) plan? How much does the employer contribute?

Additional Benefits: Disability insurance and life insurance? Vacation and Medical Leave. How long must you work before accruing leave? What is the annual allowance for each?

Mistakes to avoid:

1. Do not to ask your questions regarding compensation in the context of neediness. Employers do not feel responsible for meeting your financial obligations or covering your medical problems.

2. Do not base your salary expectations solely on your previous salary. When taking a new position, of similar responsibility, you may find that the salary scale is lower. Your level of experience might earn you an offer at the higher end of the scale, but the employer will not feel obligated to match your previous salary. A common and serious mistake made by candidates is to view the previous salary as the baseline, expecting that the employer will do so also. Many a “good” position has been lost that way. Of course, I am assuming that you’ve completed an Analysis of Requirements and that you have determined the absolute bottom line in terms of your salary package.

If you would like a free copy of the Analysis of Requirements Form that will give you s a more comprehensive list of potential benefits , just contact me via email. (ritaatrcmassociates.com). Put Request for Analysis of Requirements in the subject line.

In support of your success…