Build a Better Career

Would you qualify for the Winter Olympics?

2010-02-22T16:35:24-05:00

If managing a career transition were an Olympic Event,

would you know how to compete?

I watched in great anticipation as snow boarders danced in the air and skiers swirled around curves this past week. I found myself trying to analyze exactly what one had to do to increase speed or height or balance. Amazing feats left me in awe.

What does it take to "stand out" ...to get a gold or silver or bronze?

These were my conclusions.

To be a medal winner (or to qualify as a contender) you have to

be willing to fail...with the world watching!
engage in rigorous, time intensive preparation and practice.
set priorities.
monitor progress
study the environment (the slopes, ice composition, etc.)
use the best tools (skis, snowboards)
be distinctive - perhaps in style, personality, history, experience
be supported by others committed to your goals

This is exactly what it takes to compete in today's job market.

In my job search teams and workshops, I can't help noticing what makes the difference between the strong contenders and the not-so-strong. It's so obvious.

A comparison to the Olympic contenders:

Willing to fail: The strong contenders know that when they make that phone call to a company decision maker or send an email requesting an appointment or seek information from a networking contact or submit a letter of interest ...that they may not get the desired results. they also know that they may not handle the phone conversation as well as they would like... they may mess up...but they do it anyway.

Rigorous preparation: They increase their success rate by researching and practicing.

Setting Priorities: When I look at their Action Plan for the coming week, the events are scheduled based upon those activities that are most likely to get them down the slope in the fastest time.

Monitor Progress: They keep good records (a tracking sheet of each week's accomplished objectives and those not accomplished; a list of contacts, follow up and next steps.

Watch for my next post on the last four bullets - perhaps the most crucial and, typically, the least developed.

Where is your job search time going?

2010-02-11T10:34:35-05:00

The Highly Effective Job Search

In a previous post, I mentioned that some job search activities yield a higher return on investment. Searching online is not one of them. Although online searching may be easier, more comfortable and less stressful than out meeting with people, in the long run it becomes not only disappointing but very discouraging.

If less than 2 - 3% of good jobs are posted on job boards, then how much time should be allocated to that activity in your weekly action plan?

If most good jobs are not posted, how can you learn about them?

If employers prefer employee referrals as their primary source of hire, how do you get a referral?

It’s not complicated; you need to be known by others. So what activities yield the highest return on your investment of time? Assuming that you have a great value statement (see earlier post: Elevator Speech), a robust, descriptive profile on LinkedIn that shows what you can do for an employer or client, and a Marketing Plan, you will get the greatest return on your investment of time in the following activities:

Meetings with decision makers in targeted organizations
Meetings with people who know decision makers
Attending community events
Adding value to your connections and groups on LinkedIn: giving recommendations; asking and answering questions; joining and contributing to professional groups; creating a visual (slideshare) presentation

There are additional activities that can add even more value in some cases, but these are the essential steps for finding your next opportunity. So where are you spending your time? I propose that you spend it in Quadrant 2 of Stephen Covey’s 7 Habits for Highly Effective People:

Preparation
Relationship Building
Identifying New Options
Planning
Recreation

For more information about each of these Quadrant 2 Job Search Activities, watch for my next post…

Reference: The 7 Habits of Highly Effective People: Powerful Lessons in Personal Change, Stephen R. Covey, Fireside, Simon & Schuster, 1990.

Seven Habits of Highly Effective Job Seekers

2010-02-08T12:31:12-05:00

What habits have you created for your job search?

In a roomful of jobseekers last week, I proposed that Stephen Covey’s Seven Habits as described in his book, Seven Habits for Highly Effective People, has relevance for managing an effective job search. Especially significant are the four quadrants that identify activities by Important/Urgent; Important/Not Urgent; Not Important/Urgent and Not Important/ Not Urgent.

Dr. Covey states that “hanging around” in the Not Urgent/Not Important and the Urgent/Not Important Quadrants leads to failure to meet our goals. Although Covey’s work looks at these concepts from a “life” perspective, they apply to the job search process as well.

In a highly competitive, high tech market, old practices do not work. Looking for jobs online, and sending out resumes in response to job announcements yields few results. It is estimated that less than 2% of good jobs are posted on job boards today. When a search team member shows me his or her activity tracking sheet from the previous weeks, I am dismayed to see that so much time has been spent in the online job search and so little in

creating a dynamic profile on LinkedIn and maximizing their online presence by using LinkedIn features and
little time is spent “out and about.”

Each week in newspapers you can find multiple opportunities for meeting people who can offer suggestions, contacts and referrals. You can attend a presentation at the Chamber of Commerce, Rotary, or the library…there are so many possibilities.

How are you spending your time these days? Watch for my next post with a list of the activities that yield the highest return on investment – those that get the best results.

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