Author: Jim Weber

Management Consultant, Executive Recruiter, Author, Public Speaker; My blog, "Fighting Alligators" is geared to the over 50 job-seeker; people interested in starting their own business; and freelancers looking to become more successful. I have 22 years of experience with Fortune 500 Brands in Strategic Planning and General Management. For the past 22 years, I have been President of New Century Dynamics, Inc., an Executive Search Business I started and own. My company is in the business of providing Consulting and Executive Search Support to our client base. In 2014, I helped create ITB Partners, an Association of freelance management consultants.
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Resume Fundamentals, Summarized


Your resume must be interesting, easy to read, and user-friendly for digital (i.e. email) transmission and retrieval if you are to be considered a viable job candidate.  To be viewed as a savvy professional, pay attention to the details.  Put your recipient’s needs first.  The following bullet points will set you apart from the rest of the pack.
Make it easy to put into the recipient’s database and retrieve.
  • Your resume file name should put your last name first, and then first name and date.
  • Use File/Properties menu option to list keywords and other data to make it easy to find. 
  • Use appropriate keywords in the body of the resume.
Make it easy for the recipient to read.
  • Use header and footer function to retain continuity.
  •  Use Table function to hold formatting for Employers, Job Titles, and Dates. 
  • PDF is the best format for integrity in transmission. 
  • Adjust typeface; larger for headers, 14 to 16 pt. 
  • Use 12 pt typeface size for the body of the resume, larger for headers. 
  • Use spacing to break up career experience and to transition from different formats. 
  • Use underlining to separate Employers
Make your resume fun and interesting reading;
  • Use an Executive Summary at the beginning to set the stage. 
  • Use paragraph format for Career Summary, and Job responsibilities.
  •  Italics font for job responsibilities will make the resume more interesting to read. 
  •  Use bullet format for accomplishments and skill sets.
  •  Use bold and underline functions to make headers stand out.Give a brief description of each employer and the purpose of each position.
Make your resume Professional:

  • Leave off Personal interests and “references available upon request.” 
  • Use industry specific terminology. 
  • Accomplishments should be predominant 
  • Executive/Career summary must address your  Functional discipline, the level of accomplishment; and industry/segment expertise. 
  • Give a short, one-line explanation for employer changes.
Make it Easy to contact you:

  • Cell phone and email addresses are required.  
  • The home mailing address is unnecessary  
  • Make it smart-phone friendly.

Failure to follow these basic principles will prevent you from getting out of the starting gate.  A great resume will not guarantee that you get the job.  It is, however, the price of Poker.  The ante, if you will.  Once you have a solid resume product to present it will become easier to create alternate versions to be used in more specialized situations.  Your resume will become the template for other documents you will need in your searches, such as a short biography, cover letters, and a key accomplishments handout.  This is a task where professional help is readily available.  You will have no trouble finding competent professionals to help you if needed.

Thank you for visiting my blog.  I hope you enjoyed my point of view and would like to receive regular posts directly to your email inbox. Toward this end, put your contact information on my mailing list.

Your feedback helps me continue to publish articles that you want to read. Your input is important to me so; please leave a comment.Anchor

Jim Weber, President
Author of: Fighting Alligators: Job Search Strategy For The New Normal
New Century Dynamics Executive Search

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What Is Your Story?



I’ve been spending a lot of time pouring through resumes this week.  It has been a disappointing effort.  It hasn’t been disappointing because the quality of candidates is poor, far from it.  It hasn’t been disappointing because the formats are poor, generally speaking, they are fine.  It hasn’t been disappointing because the candidate’s contact information is missing either.  Well, one resume was missing an email address.   They are disappointing because the content was poorly structured and tedious.  The prose lacks critical information making the resumes less than compelling.  It also costs me more time!   Looking at resumes is fundamental to my work.   I see a lot of them.  It’s the resumes from two current assignments that are giving me angst.

One of my searches is to find a new Financial Controller for a small, but successful company.  The job specs call for someone with Controller experience in the restaurant industry.  Many of the candidates have experience with companies I don’t recognize.  No problem.   I don’t know all of the employers in the market.   The problem is that these folks do not provide a description of their employers.   Their resumes lack company revenues, product lines, years in business, and industry sectors.   This is a problem because it makes the reader’s job much more difficult.  The other problem is that these resumes don’t make  a clear distinction between roles and responsibilities and accomplishments.  That creates, even more, work for me.  I might not like reading resumes that are poorly constructed, but I know from experience that good candidates don’t necessarily have the best resume.  I have also seen excellent resumes from candidates I would not present to a client.  I will invest the extra effort to find viable candidates for my client.   On the other hand, I am confident that many of these poorly constructed resumes are going into the circular files of other recruiters.
Also at this time, I am working with a Senior Executive to help him craft a new resume and rebuild his LinkedIn page.  He is a smart guy who knows that he needs help.  He is willing to hire a professional to solve his problem.  His issue is similar to those of my Controller candidates as he doesn’t showcase his accomplishments as distinct from his job responsibilities.  His biggest issue, however, is that his verbiage is confusing and doesn’t position his capabilities appropriately.   I will fix his resume and dramatically improve his digital presentation.
We all know that recruiters and software quickly scan resumes. Job Seekers have precious little time to make an impression that will lead to an interview.   Putting extra effort into the quality of your resume is vital to your success as a job seeker.   Make sure to provide a short sentence that describes your employer by industry segment, sales volume, and whether it is public, private, or a PEG portfolio company.  Provide a short sentence or two to describe your job responsibilities.  Use bullet points to list your accomplishments at each job.  Also, it can be very helpful to mention the circumstances for leaving you employers.
Your resume is not just a job history; it is your career story.  By describing each employer, your job responsibilities, and accomplishments your story is revealed.  Your strengths and interests become evident.  In all likelihood, you will find a common theme to your work, your positioning statement.   You will become a compelling character in your play, stimulating interest on the part of the reader.  
Thank you for visiting my blog.  I hope you enjoyed my point of view and would like to receive regular posts directly to your email inbox. Toward this end, put your contact information on my mailing list.
Your feedback helps me continue to publish articles that you want to read. Your input is important to me so; please leave a comment.
Jim Weber, President
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Wantrepreneur:



Do You Have What It Takes To Be An Entrepreneur?

Business is picking up, and so are my networking activities.  Of course, a lot of my networking lately is about creating “buzz” for my new book, “Fighting Alligators.”  Perhaps, you have heard about it.   Creating buzz is an indirect way to attract new searches, consulting business, and help those people between jobs, so it is all good.  One recent networking meeting was brokered   by my friend Brownell who has been very helpful in the process of publishing my book.  Brownell introduced me to Mark Myette.  Mark is also in private practice as an Alternative Career Coach.  He helps people determine if they have what it takes to become an entrepreneur and guides them through that process.  He published his first book, Wantrepreneur, in February.  Brownell surmised that our work is complementary, so she thought we would be able to help each other.   


Mark and I scheduled an early morning meeting last week for breakfast at his club.  As we are both Fortune 500 refugees with similar entrepreneurial pursuits, we connected immediately.  We began by exchanging background information and our connection to Brownell.  I told him about Fighting Alligators and its underlying thesis, and he presented the theme for “Wantrepreneur,” which he described as the “One Minute Manager” version of becoming comfortable with franchising.  The book’s subtitle is “Do you have what it takes to become an entrepreneur?”      Wantrepreneur is a clever bit of “word-smithing” that speaks to people who would like to be their own boss, but can’t or don’t know how to get started.  Mark’s book dovetails nicely with Fighting Alligator’s message about building a career in the “New Normal.”   


To say that it was a productive meeting would be a gross understatement.  Mark gave me a copy of his book and an intelligent bookmark he created as a marketing tool.  He confirmed my thinking that the opportunity for speaking engagements would increase significantly now that I am published.   We explored ways to collaborate, and help each other.  Some follow-up steps were discussed and confirmed.     



Over the next few days, I made a point to read Mark’s book.  He was right about the reference to the One Minute Manager.  Wantrepreneur is a short read, but very much to the point.  Much of the book summarized the current employment statistics and trends in small company formation and related career opportunities.  He also broke down employment by industry sector with each sector’s contribution to GDP.  He went on to talk about the general dissatisfaction many people have toward their jobs, especiallythe middle-aged.  These folks are not happy with their careers and want to find anew situation, something more fulfilling.  I am confident that job security is a major part of their angst.  Mark spoke to an epidemic of addiction, depression, and suicides among this group, rooted in economic despair and hopelessness.  People are looking to create a better life by “doing their own thing.”




The remainder of Mark’s book is about defining alternate career options, including entrepreneurial pursuits, so the reader can better understand each path.  Finally, he presented a template to assist in determining one’s suitability for those options.    


Mark did a thorough job describing the New Normal, without getting into cause and effect.    The current economic situation is part of a much larger transformation as we move further into the Digital Age.  Traditional employment is in a state of flux.  There is no going back to an earlier time.      Understanding the current playing field and one’s options is a critical first step to building a successful career in the New Normal.   Wantrepreneur is an excellent companion to Fighting Alligators, which I recommend to anyone who is serious about managing their career.  Wantrepreneur by Mark Myette is available on Amazon.com. 


Thank you for visiting my blog.  I hope you enjoyed my point of view and would like to receive regular posts directly to your email inbox. Toward this end, put your contact information on my mailing list.


Your feedback helps me continue to publish articles that you want to read. Your input is very important to me so, please leave a comment.


Jim Weber, President
Author of: Fighting Alligators: Job Search Strategy For The New Normal
New Century Dynamics Executive Search
www.newcenturydynamics.com

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LITTLE THINGS CAN MAKE A BIG DIFFERENCE


By this time, you know that the inspiration for my posts come from my actual experiences.   When I encounter three similar situations in the same week, that usually becomes the topic of the week, and so it is with this week’s post.  A lot has probably been written about business lunch etiquette and the protocol of payment.  It may seem like a little thing, and to some extent it is, but the ritual of paying for a business meal is important.  A little faux pas in this connection can easily turn a productive meeting into a questionable situation.  Furthermore, all other things being equal, fumbling this event can become the difference between closing the deal, or not.  This week I experienced one of those situations and it gave me pause.

Among other events, I had three luncheon meetings scheduled this week.  One I called to talk with a friend who has been helping me launch my book.  The other two were with people who wanted my help.  One is a good friend and networking contact, the other a referral from a friend.  In the first case, actually the last meeting of the week, I needed some additional information from Brownell, an experienced e-book author who knows her way around Amazon.com.  I wanted to confirm one final bit of information.   She is moving away from the Atlanta area in a month, so all the more reason to treat her to a nice lunch.

The first lunch of the week was with Don, a referral from another friend.  Don is in his early-fifties and having difficulty finding a new situation.  As he was in town on personal business, we decided to meet for lunch and to include my business partner, Stan.  Don reached out to me, looking for my help and advice.  Now, I was not expecting Don to buy me lunch, but I was a bit surprised that he did not offer to cover his portion of the tab.  His decision to stick me with the check was a blemish on the meeting.  Granted, it was a little thing, but if our situation was reversed, as with Brownell, I would have gladly paid for lunch.  Little things speak volumes.

The third meeting was a late breakfast meeting with my friend Charlie who reached out to me.  I have not seen Charlie in a few years, but we are connected on LinkedIn and Facebook, so we have not lost contact completely.  Charlie saw that I was near the publication date for my book and called me up to schedule a meeting.  After a good breakfast and a complete debrief on the other’s activities since our last meeting, we got down to business.  To make a long story short, Charlie is involved with a cloud-based training and development company which he thought would benefit me in my efforts to market my book.   He was also looking for some introductions to help him with another consulting project. When we completed our discussion, Charlie grabbed the check.   I asked to at least share the bill, but he would have none of that.  Charlie is still the class-act I have always known him to be.  Needless to say, I got right to work making the connections we discussed.

When you are working to build a business relationship remember that you are being evaluated by the other party.  People want to know that you are professional, competent, and trustworthy.  They want to have confidence in your integrity.  They want to ensure that an association with you will not reflect poorly on them.  Rest assured that little things will make a big difference.  I learned this lesson the hard way, fortunately for me, while I was still a young aspiring professional.

The simple rule of thumb is “he who calls the meeting picks up the check.”  If in doubt, offer to pay your share of the bill, or pick up the tab.  Don’t leave your luncheon partner in an awkward position.  If you do, an otherwise useful   and productive meeting may become a wasted effort.  Little things can make a big difference!

Thank you for visiting my blog.  I hope you enjoyed my point of view and would like to receive regular posts directly to your email inbox. Toward this end, put your contact information on my mailing list.

 Your feedback helps me continue to publish articles that you want to read. Your input is very important to me so, please leave a comment.

 Jim Weber, President
Author of: Fighting Alligators: Job Search Strategy For The New Normal
New Century Dynamics Executive Search
www.newcenturydynamics.com

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Another Step Closer To Publication


Another week, and another step closer to publishing “Fighting Alligators: Job Search Strategy For The New Normal.”  The artwork for the cover has been finalized.  Actually, I hired a freelancer through Upwork to complete this task.  Upwork is one of a number of on-line resources that connect freelancers to the market.  Fiverr is another widely used service.  I posted my job on Thursday afternoon, and by 10:00 a.m. Friday I had a finished product.  Upwork operates like any other job board where employers post jobs for permanent hires with some notable differences.  The service is menu driven, which is similar to Job Boards, but the overall feel is much more like a community.  Think of Monster meets Facebook.  UpWork is very interactive, unlike your typical job board.
Thursday afternoon I posted my job.  The posting included a description of my need, my budget for this task, and my contact information.  My project was open to all freelancers registered with Upwork. However, Upwork also provided me a list of highly qualified freelancers to consider.  I sent those people a personal invitation to bid on my work.    Within a few hours, 16 interested respondents had expressed interest in my job.  These folks came from the four corners of the planet.  The biggest concentration of applicants came from the U.S., the Philippines, Pakistan, and Eastern Europe.  By clicking on their name, I was able to view their recent projects and references.  Upwork helped the process by allowing me to archive people who were not a good fit and “like” candidates who I wanted to consider.  I sent thank you notes to everyone I could.  For those I considered serious contenders I sent a more detailed message and directed them to my web page.   Imagery with an Alligator seemed obvious, but the cover still needed to be conservative, appropriate for my target audience.  I also wanted a subtle reference to the digital age.
Friday morning I was in a text conversation with Vanessa, a highly recommended freelancer from The UK.  Upwork provides for instant messaging and video conferencing through their portal.  While we were chatting it up, so to speak, Vanessa offered a few mock ups that were most impressive.  It was her responsiveness and speed of service that made the difference.  I made her an offer and she accepted.   Working with Vanessa was fast and effortless.  After we had arrived at the basic layout and the correct species of reptile, we worked on my need for a subtle reference to the digital age.  Within minutes, she provided three more mock ups with a bit of a digital feel.  I settled on the least obtrusive of the three, and the project was complete.   I am very pleased with Vanessa’s work, and so far, all of the critiques have been positive.
Completing this task is a great example of employment options in the New Normal.  In a brief period of time, I evaluated the work of potential vendors from all over the globe.  I chose my preferred freelancer, and we worked together in real time, arriving at a finished project within an hour.  As soon as I was satisfied with the end result, I notified Upwork that the contract was complete and authorized payment to Vanessa.  With the project completed, we provided each other with references.
While evaluating the freelancers interested in my project I learned that many of these folks are gainfully employed, earning extra money on the side via Upwork.   Others are full-time freelancers who are active over a number of platforms.  This is the “Gig Economy” sector of the New Normal. 
Thank you for visiting my blog.  I hope you enjoyed my point of view and would like to receive regular posts directly to your email inbox. Toward this end, put your contact information on my mailing list.
Your feedback helps me continue to publish articles that you want to read. Your input is very important to me so, please leave a comment.
Jim Weber, President
Author of: Fighting Alligators: Job Search Strategy For The New Normal
New Century Dynamics Executive Search
www.newcenturydynamics.com
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A Funny Thing Happened On My Way To…



A funny thing happened while promoting my book this week.  Reaching out to people who might be interested hearing me talk about “Job Search in the New Normal,” I became a volunteer for a faith-based job search program.   I have known of the job networking program run by the Roswell United Methodist Church, but never took the time to learn about their work.  I thought it was just another networking group that met once a month.  As luck would have it, the day of my email inquiry coincided with their monthly program.  I received a gracious invitation to attend the evening “Fast Start Program” and a personal overview from the Volunteer Ministry Co-Leader, Jay Litton.  
So, I arrived at 5:30 p.m. to attend the evening events. Most of the participants had been on the campus since early afternoon attending workshops.  Those workshops covered an array of topics from the fundamentals of job search to advanced discussions on crafting a job search strategy.  Some, like me, were first-timevisitors.  The evening session began with a light dinner and orientation to the program.   The meal was free, but donations were accepted.  Their dining room is a large multi-purpose facility, like a high school gym, including a stage.  Each table of eight people included a volunteer who facilitated introductions and conversation.  The dinner program began with a brief inspirational message followed by a discussion at the tables.   The message for the day was about strength and courage, taken from the Old Testament Book of Joshua, very appropriate.
At 7:00 p.m. the dinner meeting ended and the participants went off to attend more workshops.  As I said, the topics covered every imaginable issue from resume preparation to interview skills.   There were even a number of employers on premises to talk to people interested in their current job openings.  At this time, Jay and I reconnected to complete my orientation.  After we had finishedmy tour and overview of the resources provided by their program, I sat in on one of the break-out sessions.   The one I chose happened to be facilitated by my colleague, Richard Kirby.  He was leading a discussion on interview questions one should expect.  Richard was gracious enough to ask for my input, and I willingly complied.
Since the Job Networking Ministry is an outreach of the Roswell United Methodist Church, there is a significant spiritual component to their program.  This is a key point as one’s spirit is aggressively challenged when unemployed.    Feeding the soul, recharging one’s psyche is critical to success.  This is integral to their ministry.
The end result is that I became sold on their program.  Before we finished our time together, I asked Jay how I could be helpful.   He told me that I could help with follow-up telephone calls to first-time visitors and suggested that I facilitate a discussion group at the next meeting.  I happily accepted the invitation.     This ministry is highly professional and well-structured.  It is competitive with any outplacement program I have seen, but is free and open to the public.  I am looking forward to my association with RUMC Job Networking Ministry and plan to become a leading evangelist.  If you find yourself between jobs, it would be wise to become familiar with this program and find something similar convenient to you!

Thank you for visiting my blog.  I hope you enjoyed my point of view and would like to receive regular posts directly to your email inbox. Toward this end, put your contact information on my mailing list.
Your feedback helps me continue to publish articles that you want to read. Your input is very important to me so, please leave a comment.

Jim Weber, President
Author of: Fighting Alligators: Job Search Strategy For The New Normal
New Century Dynamics Executive Search
www.newcenturydynamics.com

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Survivor Island Part 2

Last week I posted on the bias against job seekers who have had three or more jobs in the past ten years. Just to be clear, I am talking about competent, highly skilled professionals who have been caught up in situations beyond their control. So, how does one overcome this bias? Biases are difficult to bridge, yet people with a string of short tenures do eventually find employment. What are these people doing? They must have found a viable way for to reconnect.

I circled back to Bill to explore the issue further. To get into the mood of our conversation, we compared notes on the “too many Jobs” bias, especially in the restaurant industry. He asked the rhetorical question, “what are they afraid of?” The turmoil created by industry leaders to remain competitive has created an entire cadre of otherwise solid performers with a string of short tenures. It is what it is. It isn’t even a question of loyalty to the employees; it is about survival. He told me of a Senior Level HR Executive, who admonished him for making poor employment choices. I found that incredible given the fact that there are no safe harbors anymore. Companies that appear to be stable are not risk-free. Furthermore, if the choice is to take a job with a risky brand or face personal bankruptcy, the decision is clear. I wonder if some Executives are living in a bubble, or just in denial.

After that bit of venting, I asked Bill how he was able to keep finding new situations, in the face of this bias. Obviously, the issue is not insurmountable. He told me that most recently he had been hired by people he had worked with before or by referrals who knew his work. No surprise to me. People who know your value are in the best position to present your case. This is networking 101. Build your team, and get them working on your behalf. It is not necessarily easy to do, and it does take some time, but referrals from people who know you can be powerful. It must be your primary strategy if you find yourself in this situation.

Additionally, he said that it is wise to address the issue proactively. Incorporate reasons for job changes on your resume, job by job. Be fluid, not defensive. Present your job history as a matter of fact. Be prepared to explain the situations in a straightforward, compelling way. Practice your verbal presentation so that it is natural and believable.

The other strategy Bill is using is to take on project work, and consulting assignments. This strategy is another viable way to reconnect which I have often recommended. The employer has an opportunity to assess the quality of your work, and overall fit with the organization without making a hiring commitment. If it works out, and there is a need, you will be well positioned to get the job. It works both ways, of course, as you can evaluate the employer against your requirements. It is the classic “try before your buy” opportunity.  I suggested that Bill write articles relevant to his occupation that might be picked up in trade magazines, or start a blog. This strategy could increase his exposure and further position him as an expert in his field.

The “too many jobs” bias is not insurmountable and not necessarily even a wall. It exists, but it doesn’t seem to be widespread. The most useful tactic to overcome the bias is to engage your network. That is the key! Once the hiring manager can get to know you on a personal level, it is much easier to overcome his biases and objections.

Thank you for visiting my blog. 
I hope you enjoyed my point of view and would like to receive regular posts directly to your email inbox.  Toward this end, put your contact information on my mailing list. 
Your feedback helps me continue to publish articles that you want to read.  Your input is very important to me so, please leave a comment. 
  
Jim Weber, President 
New Century Dynamics Executive Search 
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Survivor Island

Wednesday I introduced my colleague to Bill, a CMO-type I have known for more than 15 years.  Last year he lost his job along with the entire executive team,  made redundant by a merger.  Since that time he has been consulting,  while looking for another full-time situation.    The purpose of our meeting was to discuss how he might fit into situations where we need marketing talent.  It was a good meeting that lasted over ninety minutes.  My colleague and I agreed that we should be able to find a place for him. 
After the meeting, my colleague said; “when I was head of HR I would never have talked to him due to the number of jobs he has held in the last ten years.”  My colleague did not see the irony of his comment.  At a time when everyone is aware of the tumult facing businesses, and the documented decline in average tenures, especially for C-level executives, this bias is a major disconnect with reality.  His line of thinking is hardly new to me, in fact, I hear similar comments from clients every day.  It reminds me of the Survivor Island television show.  I admit, I did watch most of the first season, but one season was my limit.  I was amazed at how closely the show reflected the reality of Corporate America.  It was not long before alliances formed and people were voted off the island because they posed a threat.   As much as we would like to believe that meritocracy rules the corporate world, political skills become more important as one progresses in responsibility.  Now, don’t misunderstand, political skills are not a bad thing, quite the contrary, they are necessary to getting things done in the real world.  Political skills left unchecked, however, can have a dark side. 
In this most recent recession, many companies have restructured their Profit and Loss Statements by terminating highly-compensated senior executives, replacing them with less expensive, younger managers.  In some industry segments, the competition is so fierce that C-level tenures are lower than average.  CMOs in particular, have experienced much shorter tenures.  The need for immediate results is driving that turnover.  Revitalizing a brand or gaining a competitive advantage takes time, so much of the recent CMO turnover seem questionable. 
I have posted on the issue of acquisition related turnover.  Financial buyers usually don’t engage in mass terminations of executive teams, at least not at first.  The CEO may or may not leave the acquired company, depending on the reason for the transaction. However, the CFO is usually replaced.   The CFO is in a critical position which requires the complete trust of the owners, without conflict from prior relationships.  As such the financial buyer will assign “their” CFO.  In these situations, the CFO is terminated for reasons beyond her control unrelated to performance. Why would a hiring manager hold this against her?  When a new CEO joins the acquired company, he will understandably want to build his team, creating more turnover.  In the case of a strategic buyer, the entire senior staff may be redundant.  Unless they were responsible for diminishing the value of the brand, their termination wasn’t due to poor performance.  
Job seekers understand that short-tenured jobs work against them, even if those situations were beyond their control.  Everyone that comes to me looking to find a new job is looking for long-term, productive employment.  They are not looking for short-term situations, but today, all jobs carry risk.  
The reasons for short tenures is not so black and white anymore.  To discount the value of these people seems unwise.  As the labor market continues to tighten, attracting candidates who are currently employed, will become more expensive.  That should give hiring managers something to ponder when evaluating prospective new hires.  It may just require a little more background work for the hiring manager to become comfortable with these folks. 
Thank you for visiting my blog. 
I hope you enjoyed my point of view and would like to receive regular posts directly to your email inbox.  Toward this end, put your contact information on my mailing list. 
Your feedback helps me continue to publish articles that you want to read.  Your input is very important to me so, please leave a comment. 
  
Jim Weber, President 
New Century Dynamics Executive Search 
 
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Role Models, Mentors, and Sponsors

Originally published March 27, 2016

As you should know by now, my blog posts are based on my personal experiences.   Often these experiences come in clusters, reinforcing the need to address a pertinent topic.  This weeks’ post follows that model.

Saturday evening my colleague, Stan, and I were conducting one of our periodic staff meetings over Bourbon and Cigars at our favorite watering hole.  Clearly, this is my preferred way to discuss business.  Our conversation focused on progress and challenges we are working through with our clients.  Most of those issues are related to leadership and accountability, no surprise there.  Eventually; the discussion came around to critical factors leading to a successful career.  Stan told me about his time at Dunn and Bradstreet where he benefitted from a close relationship with his mentor.  Furthermore, he said that Sponsors were helpful to his career progression.

This line of discussion seemed to fall in line with the topics of the last few weeks, so I was beginning to formulate my ideas for this post.  Validation for this week’s topic arrived Wednesday when I received a call from a close friend of twenty years, who is also my Attorney.  She asked if I would mentor and coach her 23-year old son who is having difficulty finding his way in the world.  There are few greater compliments in life than to be called upon to help a friend guide their child’s development.  So, of course, I accepted, and we scheduled our first meeting.

I can’t remember talking to anyone who discounted the importance of role models, mentors, or sponsors.  Everyone I know has told me about role models and mentors who have helped shape their lives and careers.  Intuitively, we all understand their importance, but I am not so sure we know the difference or how to find and work with these folks.  So, let’s find some clarity.

Role Models are people we choose to emulate for whatever reason.  They are examples to follow.  One may or may not know these influencers who may be living or dead.  A Role Model is chosen based on their style, or success in their chosen field.  Usually meant to be positive, a role model is chosen to match one’s values, self-image, bearings, and or goals.  A Role Model is an aspirational standard.

A mentor is someone develops a relationship with a less experienced or less knowledgeable person as a means to transfer knowledge.  The recipient of the mentor’s guidance may be called a protégé, apprentice, or mentee.  The mentor is usually an older person, but not necessarily.  A peer may be a mentor if passing on skills or experience needed by the other person.  The concept of a mentor has been in play for thousands of years.  The name “Mentor” actually came from a character in Homer’s “Odyssey.”  Other names for this role include guru, elder, or master.  Mentors provide their knowledge on an as-needed basis, as requested by the protégé, and don’t necessarily expect anything in return.  The relationship may be informal, developing naturally, or it may be formal and structured, built into the culture of the organization.

Sponsors have a vested interest in the success of the protégé.  They offer guidance and support because they believe the protégé’s has potential.  The relationship includes the expectation that the protégé will perform well, reflecting on the sponsor’s standing.  This relationship is more proactive, requiring mutual trust and respect.  The sponsor is someone who can open doors and provide opportunities for the protégé, including high-visibility assignments leading to career advancement.  The protégé is expected to deliver the results which will protect and enhance the sponsor’s reputation.  It is a win-win relationship.

Role models, mentors, and sponsors are vital for the career minded individual.  If you intend to be successful, it would be wise to find people who can fill these roles, and in the case of mentors and sponsors, are willing to help you.

Thank you for visiting my blog.

Your feedback helps me continue to publish articles that you want to read.  Your input is very important to me so please leave a comment.

Jim Weber, President
NEW CENTURY DYNAMICS EXECUTIVE SEARCH
JimWeber@NewCenturyDynamics.com

Current Assignments
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2. Operating Partners – Legacy Pizza Chain – New
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Author of: Fighting Alligators: Job Search Strategy For The New Normal






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Your Elevator Pitch


This past week was very busy; most are, but this was a particularly active and productive week.  I moved three Plant Manager candidates forward to interview with my client; I had two one-on-one networking meetings, one group networking meeting; and one after hours networking meeting also known as poker night.  Okay, I lost $25.00 by staying in too long with questionable hands, but we all had a great time!  I also sold a few copies of my book, “Fighting Alligators: Job Search Strategy For The New Normal.”  So, it was a good week. 
The highlight of my work week was the larger group networking meeting. As networking meetings go, this event was about what you would expect. I met some fun and interesting people and one guy that was clearly there only to hang out with his friends and drink beer. The most important aspect of the event was the interaction with my new coaching client who came  as my guest.  I was able to observe her in a networking environment and assess her skills.  I was not surprised to note that she was poised and comfortable in this setting.   I did learn something very important, which she actually revealed to me.  My client letscall her Carla, is a senior level business development executive for a major marketing research company.  Now, I have been around marketing research my entire career, so I know her segment.  I must admit, however, that I was surprised to find that so many people in the room were completely clueless about her work.  She asked if I noticed people’s eyes glazing over when she told them about her occupation.  I had noticed the difficulty people had to makethe connection.  You might say that we experienced on the spot marketing research.  We agreed that she needed to craft a more effective elevator speech.
An elevator speech or pitch is an introduction meant to summarize your business or occupation in about 30 seconds.  The point is to start a conversation and generate interest.  This is fine as far as it goes, but you want to be remembered so that a follow-on conversation will occur.  Making an impression and generating a deeper dialogue, especially in a group networking event requires a unique and compelling message.  It must generate an emotional response.
All networkers know that your elevator pitch must include your name, occupation, or your business.  It should also include your company’s unique selling proposition as compared to the competition.  So far, so good.  The best elevator speech, in my opinion, begins with how you help your customer and the benefits they receive from your product or service.  Do well at this step and your networking partner will gladly listen to further details. The essence of my pitch is that “I put good people into great jobs.”  I say this even before I tell them the name of my company or that I am an Executive Recruiter. Upon hearing this, people are hooked. They want to hear more!  I have  variations on that message that I save for different audiences in different venues, but I will save those for now.
My pitch tells my audience or partner that the service I provide has the benefit of matching good people with employers who need to fill great jobs.  It presents the benefit I offer. It is unique and interesting.  It captures the imagination.  People naturally want to hear more. Once I have them hooked, I  can fill in the details, including the segments I work and the type of occupations I place.  My variations are more amusing and colorful, but every  bit as effective. 
Anyone can deliver a well-craftedelevator pitch. That is hardly the issue. To be unique and interesting, to stand out in the crowd and be remembered takes a little more effort.  I suggest that you focus on the benefits you provide, the problems you solve, and what you do to help people, with their problems.  Adding a bit of passion and a dash of humor will seal the deal.  Once you have set the hook, you can fill in the details and schedule a follow on meeting.
So, what would be a more compelling elevator pitch for my client?  Her job is business development.  Her Company conducts primary marketing research for their clients. The point of marketing research is to help brands sell more of their products and services to existing customers;  attract new customers for their existing products and services, and to develop new products and services for new and existing customers.  Fundamentally, Carla, helps her clients attract more customers who will trade with them for life.  Wow, I may have just written her elevator pitch!

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Your feedback helps me continue to publish articles that you want to read.  Your input is very important to me so; please leave a comment.

Jim Weber, President
Author of:  Fighting Alligators: Job Search Strategy For The New Normal
New Century Dynamics Executive Search
www.newcenturydynamics.com