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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Make an Emotional Connection



For the past few weeks I have been working with a client on an e-commerce start-up.  It has been an interesting assignment, helping install the back office systems and developing a social media strategy.  The fledgling web site is up and functioning but seems a bit sterile to me.  It lacks the necessary excitement and call to action to ensure its success.   It needs to make an emotional connection with the customer.  In discussing this issue with the owner I was reminded of The Banana Republic catalog in its early years.  
When I first became acquainted to The Banana Republic it was via their catalog in 1982.  The Banana Republic had only been in business for about four years at that time.  I was living in Toledo Ohio and they had yet to build a store in the area.  Mel and Pat Ziegler had crafted a catalog that read like a travel diary.  Having both worked in newspapers they knew the importance of telling a good story.  As the Zieglers wrote in their book Wild Company, “we were looking for a third world adventure theme with vintage army surplus clothing which represented character, charisma, and class. “  They had a vision for the company that would convey adventure, heritage, and independence.  At that time the theme was  about military surplus clothing suitable to politically unstable tropical countries, i.e. Banana Republics.   I was hooked.  I can remember how I would read and re-read their catalog like a novel by a favorite author.  They had me.  The emotional connection was made.  Thirty years on, I can no longer relate to The Banana Republic, but there was a time when their clothing fit my style.  I am sure that you can think of one or more similar stories about your favorite brand.
Successful brands are all about building connections with customers and clients that will ensure a long lasting relationship.   In our careers we look for customers who share our values and philosophy, people who need our services and enjoy working with us.  Clients who give us clear and honest feedback, especially when it is negative, are golden.  We strive to build relationships with people who will spread the word about our value proposition.  When a problem arises, as will happen, our clients should know that we will take responsibility to find a viable resolution.  This confidence builds bonds of trust.  So, there are fundamentally two things we must do to establish that emotional connection.  The first is to communicate our vision, philosophy, and values.  Second, we must deliver on our promise.  Talk the talk and walk the walk, so to speak.
Each of us is on our own adventure in life.  Starting a new business or changing jobs ranks right up there.  Sharing your vision in a way that will make an emotional connection with customers and potential employers is still a wise strategy.  Clue them into your journey and make them a part of your adventure.  Share your passion for what you do.  Make them believe that they can count on you when times are tough.  Demonstrate by example how you have built trust on other assignments.   Above all, when the deal is done, ensure that you follow through on the commitment you made.  Deliver on the promise to ensure the bond is solid.

Thank you for visiting my blog.

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

Jim Weber, President
www.newcenturydynamics.com
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NETWORKING WITH THE ALUMNI


 
 Your college alumni association is an often overlooked networking resource.  Atlanta has a rich alumni culture with representation from Colleges and Universities across the country.  There are even a few local schools with a big following.  It is on full display every Saturday during Football season.  Just try to get a table at a local sports bar.  Not easy to do.  I was reminded of this fact after attending an Alumni dinner this week, hosted by two Business Development Managers from my Alma mater’s College of Business.  These folks were in town on other business and because they are good net-workers, they reached out to a number of local alums.  They offered an invitation to dinner with an update of activities at the College.  Who could resist?   
These events have a tendency to attract the same people and this dinner was no exception.  There were, however, a few new faces, including four alums who had not attended the College of Business.  After a little small talk and a cocktail or two, the ten of us took our seats and proceeded to order our meals.  It was a cozy affair that included two young couples, three more-mature alums, and the protege of one of my peers, Bill, a retired AT&T Executive.  Also in attendance was the Chapter President, a current AT&T Manager and his fiance. 
After the waiter left with our orders, the senior Business Development Manager formally welcomed us and invited each of us to introduce ourselves.  Since I was immediately to her left, I was the first with my brief bio.  I was followed by a young lady who turned out to be an account executive with Career Builder.  Next was Bill, followed by a College of Engineering alum, the junior Business Development Manager, the married couple, and finally the Chapter President and his fiance.  It was a very interesting group which gave us a lot to talk about.  I learned that the AE with Career Builder was calling on many of my clients; that Bill is active in volunteer work helping Military Veterans find jobs; that the young married couple across the table from me are looking to open their own business; and that the Chapter President and his fiance were leaving for the weekend to begin planning their August wedding.  Bill lives near me, so we agreed to get together to explore some mutual interests, especially in connection with helping Military Veterans with their job search skills.

The next day, I fired off my thank you notes and sent invitations to become connected on LinkedIn.  Bill and I scheduled a luncheon meeting next week.  I am confident that the other attendees have been active in a similar way since that dinner.
Many people are a bit surprised when I speak to the value of participation in one’s alumni association to further their networking goals.  It just doesn’t register on their priority list.  But think about it.  The most difficult part of any networking event is establishing a connection with someone.  Can you really think of a networking venue with as powerful an immediate connection?  When you attend an alumni event, you are with people who shared the same college experience.  The hard part is done.  You already have the connection.  I have made some very good friendships which transcend alumni functions.  
Having learned the value of my association with the alumni association I have become a passionate advocate, especially to young alums and recent graduates working to build their careers.  In a major city like Atlanta, seeking out your College Alumni Association should be the first thing you do when moving into the area.  So, to broaden your networking reach give strong consideration to your college alumni association.  Its value should not be underestimated.

Thank you for visiting my blog.
Your feedback helps me continue to publish articles that you want to read.  Your input is veryimportant to me so please leave a comment.

Jim Weber, President
www.newcenturydynamics.com

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It’s Not Personal. It’s Just Business


It has been a very interesting week.  Most are these days.  It wasn’t because it has been snowing in Atlanta, although that has created its own issues.  No, what made this week interesting was the extremes of networking results we encountered.  My team was reminded that not everyone is a viable networking partner.  That will never change.
While discussing our business development activities I told a colleague about my progress with a new partner.  This contact, John is a referral from an associate who recently joined our team.  John owns a Professional Services Firm whose model is very complimentary to ours.  He is very personable and clearly understands the benefits to networking.  After three visits to explore mutual interests and opportunities, with a handshake, we agreed to work together to exchange leads and referrals.  In fact, both of us have already made connections on behalf of the other.
I then recapped a list of people I had contacted to set up meetings in the coming weeks.  When I got to a specific name my colleague stopped me.  “Don’t expect any help from him.  He is funny about referrals.”  In other words, this person will accept your help, but don’t expect him to reciprocate.  I was a bit surprised, to say the least.  I was fascinated by my colleagues’ recap of several encounters that made his point.
It is a sad part of life that not everyone is interested in the give-and-take of effective networking.  Some people, albeit a small percentage from my experience, are about taking, not giving.  It may be conscious or not, but not everyone is blessed with the networking gene.  It just isn’t in their DNA.  I have seen this phenomena all too often in my work.  I cannot count the number of people who would not give me the time of day when I called on them, only to find that I am their long-lost friend when they need my help.  Clearly, not the norm.  Over time it has been a source of amusement.  I have recognized this to be a fact of life.  It is a cost of doing business.  It’s not personal.  I have long had the policy of helping these “long-lost friends” as best as I can without expecting anything in return.  Punishing bad behavior with equally bad behavior is a poor business practice which likely leads to bad Karma.  It’s not personal.  I took my colleague’s admonition to heart but still plan to follow through on our meeting.  Who knows, it might lead to some interesting intel.
In life, I have learned that I cannot expect everyone to behave to my expectations.  Networking is no exception.  So, when planning your networking activities follow the 80/20 rule.  Focus on those people who are adept at networking and avoid the takers.  Help everyone you can without expectation.  If they do not reciprocate, recognize their behavior for what it is, a cost of doing business.  It isn’t personal.

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
www.newcenturydynamics.com

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Lunch With Joe: Leverage and Networking Fundamentals



Two weeks ago I posted from sunny Tampa.  I trekked down for the weekend to visit Joe, my protégé from The University of South Florida.  Joe and I were paired as a part of the College of Business Administration Mentor Program.  He is a non-traditional student which means that after 16 years of work experience he entered College to obtain a Finance Degree.  He is also the first in his family to graduate College.  My role in this program is to help him in the corporate acclimation process, to help him make connections, and to be a sounding board as he redirects his career.  Basically, it is networking on steroids.   I am not there to direct his activity but to answer his questions and help him stay focused.
Joe’s last class Friday ended at noon so we planned for lunch at a nice Cuban Restaurant near the campus.  My goal for the meeting was to get an update from Joe and to understand his current issues.  Also, I wanted to brief him on networking meetings I was working to schedule.  During the check-in part of our discussion,  Joe told me that his current internship was going well.  Although he has mastered the job and is making a positive impression with the employer which will likely lead to a job offer, he does not think this is the direction his career should take.
After the check-in I asked him if he had any particular questions.  I was gratified to hear him say, “I would really like to learn about you and your career.”  I was pleased because Joe had just demonstrated his understanding of networking 101.   Seek first to know and understand the other party to the networking meeting.  Joe and I were likely paired because I also have a Finance Degree so learning about my career path is relevant.  The next 20 minutes was about me.  I told Joe how I started out as a Financial Analyst evaluating capital investments, particularly around real estate development and soon thereafter moved into Strategic Planning.  We discussed completing my MBA while gainfully employed and then moving into General Management where I rose to become senior executive for one of my employers.  Finally, I told him of my rationale for leaving the corporate world to become an entrepreneur.  
Joe’s concern is that the Finance Department is heavily focused on traditional careers in Corporate Finance, Investment Banking, and Securities, not necessarily of interest to him. I told him that my view of a Finance Degree is that it is a great foundation to make good decisions which would support him in whatever direction he took his career.  There are many different paths one can take with a Finance Degree.  That was an “ah-ha” moment for Joe.   He began to see new possibilities unfold.  Good progress since his goal is to leverage his career via a Degree, not to start over in an entry-level job.  Finally, we discussed a strategy to use further internships to gain new experiences to help him choose a viable way to re-enter the job market.    
I like working with Joe.  He is highly motivated, intelligent, and confident, a powerful combination.  His natural instincts for effective networking will serve him well.  I am confident he will be successful as he has the attributes to be a great employee.  I suspect that as he continues his networking efforts he will remember our discussion and gain insight from the backgrounds of his networking contacts.

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
www.newcenturydynamics.com

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“We Will Sell No Wine Before It’s Time”


The Paul Masson brand is best remembered for its 1970s marketing association with Orson Welles, who promised for Masson: “We will sell no wine before its time.” An infamous outtake for one commercial from the Orson Welles campaign features Welles attempting to deliver his lines while very severely inebriated.  From Wikipedia.
Recently, one of my best clients called to discuss an organization issue.  The leadership  was planning to terminate a key manager who was not meeting the expectations of the job.  The partners, however, had different ideas as to how to fill the void to be created.  Two of the partners were behind the promotion of a highly respected, but inexperienced employee.  The CEO had another point of view, so he looked to me to provide an unbiased, third-party evaluation.  His specific request was for a written report justifying our position.
The client company, a relatively new business, well-funded, it is headed by accomplished industry professionals.   They have a proven concept and are moving into a period of rapid growth.  In order to be successful it was our view that their key positions must be staffed with self-starters with proof of concept or rely on out-sourced solutions.  
My first reaction was great pleasure to know that our firm was held in such high esteem to be chosen to complete this assignment.  My next reaction was the realization that this request presented risk to our ongoing relationship.  We would be touching on the political dynamics within my client’s culture.   My goal was to give the client our very best advice packaged in a way that would be useful and accepted by all parties involved, a win-win-win.  I was looking for a solution that would be a factual aid to the client’s decision; that would result in meaningful career counsel for their internal candidate; and which would demonstrate our integrity, protecting our long term relationship.  After all, isn’t that the goal of any engagement?  Especially since we focus on finding solutions that will ensure our clients long term viability.
The plan we developed consisted of six fundamental steps as follows:
1.     Initial review of internal candidate’s experience vis-a-vis the client’s job description.
2.     Personal interview with the candidate
3.     Candidate’s completion of Career Insights Profile diagnostic to reveal personal strengths, orientation to work, and personal motivators.
4.     Consultation with our associates to evaluate all relevant findings and craft the appropriate recommendation.
5.     Recap findings and recommendations to the client.
6.     Debrief key members of client’s team and internal candidate. 
Our prep work revealed major gaps between the internal candidate’s background and the job requirements.  Essentially she was too junior to have the skills and experience to perform the job.
My personal interview revealed that she is intelligent and articulate.  She demonstrated her passion for the restaurant industry as a career choice, however she was uncertain about a specific path.  She revealed stress related to less than clear communication and direction.
The results of her Career Insights Profile showed her to have a Supporter Style Profile.  According to that profile, the candidate is “not outgoing by nature, they tend to rely on more assertive people to take the lead.”  
Our team determined that putting this candidate in position at this time and without significant support and direction had a high probability of failure.  We discussed the cost of failure to the client, both in financial terms and to their credibility as leaders.   We spoke to the cost to the candidate’s ego and motivation to build her career.  We believe that she will  likely be a long term contributor given the proper positioning, training and development.
The debrief with the key players on the client team did not produce any significant challenges.  Their decision now is to determine if they should initiate a search to fill the position in question, or to find an outside resource to manage that function.  They must also give consideration to a development program for their internal candidate.
We were successful in this effort, accomplishing our goal for a win-win-win solution.  We presented issues the partners had not considered.  We were sympathetic to the needs of the internal candidate.  We did not put on the hard sell to initiate a search or to provide the needed out-sourced solution.  Our report was thoughtful and non-threatening.  To successfully navigate any sensitive situation one must clearly understand the needs of all interested parties while maintaining one’s integrity.

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
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Jim, What am I Doing Wrong? IS Professionals in the New Normal



As I write this post it is a balmy 72 degrees with clear skies over Tampa Bay.  Yes, life is good.  I drove down yesterday to meet with my protégéas a part of the USF College of Business Mentor Program.  Yesterday was down-time, so I caught up with friends and family.  It was an interesting afternoon and evening that perfectly framed the “new normal.” 

 
Upon arrival I enjoyed lunch, a few beers and a cigar with friends.  Shortly after the arrival of our beer and a brief toast, Mark asked; “Jim, what am I doing wrong?”  Mark spent 25 years with a global technology company, followed by 5 years with a local governmental body.  Now unemployed, he is seeking his next opportunity.  Mark is most adept at directing large teams, but not close enough to the actual technology.  He is finding it difficult to gain employment in the same line of work.  I reminded him again that those jobs don’t exist anymore and that he must explore other options.   My comment to Mark was clearly hyperbole, but not completely.  As in most recessions, employers have reconfigured their overhead to the chagrin of highly compensated executives.  This time around, technology has created more options for employers, particularly out-sourcing.  Everyone has heard about activity moving to “the cloud.”

Later that evening I had dinner with relatives.  Christopher, a recent honors graduate, is learning his new job.  He is literally on the front lines, using technology to help management make better decisions.   Christopher is making a good salary and has some excess funds to save and invest.  He had a lot of questions about investing, so we talked about 401ks, IRAs, and the benefits of mutual funds in general and index funds in particular.  We also talked a little about advancing his career skills.  He is like a sponge, soaking it all in.

His father has a good, middle-management job with a global professional services company.  He spoke about his relief to have passed a series of technical proficiency exams required by his employer.  He clearly understands the importance of staying current in his career, so he welcomed the training, even if it was a bit unnerving.   Interestingly, Mark, Christopher, and his father, are MIS/IT/IS professionals, and USF Alums.  I can hardly think of better examples of the current employment situation.

I am reminded of two IS Professionals I met recently through a referral.  Chris and Joe have backgrounds very similar to Mark but they decided to start a Consulting Group when they lost their jobs.   These guys have a very clear understanding of the new normal, taking a proactive approach to achieve their career goals.  They have developed a positioning strategy which they are diligently working to validate via client acquisition.  As with any start-up, they are having their ups and downs.  The key take-away is that Chris and Joe are in the game.  They are learning how to be relevant to the market, making adjustments on the fly.  I am confident that their abilities and tenacity will ensure their success.  I hope to be helpful to them in this connection.

If you are going to be in the game, (my metaphor for gainful employment) be in the game!   We live in a very competitive world which requires constant learning to find your niche and maintain a competitive edge.  The game has changed in the new normal.  You must adapt or plan to warm the bench.

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
www.newcenturydynamics.com

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2014 Was a Tough Year for Faith


2014 was a tough year for Faith.  Displaced from a Fortune 500 insurance company early in the year, Faith finally landed a great job before the Holidays.  Faith is not her real name, of course, but it fits her well.  Faith is in her mid-50’s, single, with an excellent image and a solid work history.  Admittedly, her last job was not a good fit to her profile.  She is excellent at building relationships and supporting customers so she is much better suited to the Account Executive job she eventually landed.  Faith is also the inspiration for many of my blog posts.  
I have known Faith for over ten years.  We are friends, and partners in a networking group.  She considers me a mentor and I consider her my go-to person for information on insurance matters.  She is a role model for anyone in transition.  Faith was not surprised to have lost her job.  Her employer had been through a lot of change and turmoil.   She took the news in stride and was totally professional on her exit.  She did not spend much time wallowing in self-pity, but got right to work.  The first step in her journey was to develop a job search strategy.
She spent a lot of time with friends and colleagues, listening to their thoughts and advice.   By the end of this process she came to understand that she was best suited to working with existing clients, building relationships that would keep them in the fold.  This revelation become the foundation for her job search strategy.  Since her entire career has been in the insurance industry, she focused on opportunities in that field.  The insurance industry has seen many changes, however, new opportunities are emerging.  Faith understood that she had many viable options.  Crafting the right strategy led to a very positive result.
This is not to say that it was smooth sailing for Faith.  It was a tough, grueling search.  There were many ups and downs.  Great opportunities came and went.  Prospective employers took their time moving from one step to the next.   In some cases, employers changed their thinking and canceled searches.  The length of time involved in her search was a constant source of frustration.  She knew she was doing all the right things.  She knew that she could not control the employer’s selection process.  That was what made it so frustrating.  Their timetable was beyond her control.  It is easy to say that you should not worry about that which you cannot control.  It is something else entirely to live it.   I am sure she got very tired of my reminder; “the employer does not work off your timetable.”
Faith’s coping skills were put to the test and then some.  But she is well grounded and stayed true to her plan.  She maintained a positive, optimistic attitude.  She made optimal use of her network, gaining strength from their support and encouragement.  Always enthusiastic about leading a healthy lifestyle, Faith maintained her exercise routine and diet.  She also pursued opportunities to take on short-term assignments to help supplement her cash flow needs.  She is a class-act and true professional.  She kept the faith.  Eventually it paid off.    The lesson is to begin with the right job search strategy then work your plan.   Stay focused, stay positive, and stay in the game.
  
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
www.newcenturydynamics.com

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Developing your Job Search Strategy: Specialists are the Rage


As I draft this post I am reminded of three current clients.  One is a small, growing enterprise trying to optimize its resources to aid in profitable development.  A second is an established manufacturer reorganizing itself for sale.  The third is a large company which has made a number of acquisitions that must be integrated into their core business.  Each of these businesses compete in diverse industry segments following different strategies to achieve their objectives.  As one would surmise the experiences they look for in potential hires is distinctive.   You can be certain, however, that the hiring managers in these companies are looking for senior executives with experience that matches their particular situation.  Call it situational experience.

 It occurs to me that this is a fair representation of the “new normal.”  The career opportunities are declining within large established companies.  Major corporations have learned to be more efficient with less.  They offer fewer opportunities for middle managers and highly compensated, over-50 aged candidates. However, the organizations currently looking for people are emerging companies or those working to find a relevant niche.    Emerging brands, PEG portfolio companies, established companies repositioning themselves and those experiencing major change are looking for people with experience that closely matches their situations.  These situations may be more risky but they can be very rewarding.   Private Equity Groups want C-level candidates who have experience working with PEGs.  If the employer is a start-up, they will be looking for people with start-up experience.  If they are preparing for an IPO they are looking for people with IPO experience, especially CFOs and controllers.  You get the point.  Today, employers are looking for specialists who can make an immediate impact.   They are looking for people with situational experience.  Generalist backgrounds are not in demand so much, especially for the 50+ age group.

There are three primary components to one’s career positioning strategy:  Job Function; industry segment; and your pay grade.  All of these components are fairly straight-forward.  Begin by evaluating your experience to understand where you have particular strengths and experience which can be packaged as a specialty.  Seriously, this task cannot be that difficult.  After all,  personal experience gained with LBOs, mergers and acquisitions, rightsizeings, and re-organizations are all great examples of situational experience.    Perhaps you have been involved in implementing new hardware and software solutions to automate processes.  Or you have been involved in re-engineering activities to help employers become more efficient.  Experience gained in involvement with a company turnaround can be invaluable..  Maybe you have been in a family-owned business or experienced an IPO. Maybe you have been involved in a successful Chapter 11 reorganization.  There are many employers today who face those same issues.  They are looking for you!

Hiring managers have become very particular in their requirements.  They seek industry-specific candidates with situational experience.   The key to a successful job search is to position yourself as a problem-solver who will assuage the hiring manager’s risk aversion.  The Over-50 job seeker must have a career story which speaks to high-value, specialized knowledge and experience.    The flexibility of today’s word processing software allows you to create resume versions tailored to emphasize certain parts of your background, positioning you as a specialist.

Think about your career.  Find those common threads that you can position in a compelling way to fit the new normal.

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
www.newcenturydynamics.com


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Track Your Metrics For an Effective Job Search:


For the past 6 years, I have been working very closely with a number of Private Equity Groups, (PEG).  Many of my assignments for these clients have been for Chief Financial Officers.  In every case they want a CFO who can help the business by establishing a set of relevant performance indicators which can be tracked and monitored on a routine basis.  They know that by tracking the right metrics and keeping the management team focused on that data improves the likelihood of achieving their goals.  I am confident that while employed, your supervisor required you to make periodic reports on certain metrics.  If it works while on the job, it will surely work to help you land that next job.
Doubtless, we all agree on the importance of Planning.  We all know the planning cycle.  Set your Goals and Objectives; formulate strategies; develop tactics; track your results; reassess; make adjustments.     How will you know where you stand if you don’t have a scorecard?  Will you know if your plan is on track, or even if it is viable?  What adjustments should you make?  Are you comfortable making important decisions about your career without important data?  Probably not!
So, as you are developing your job search plan for 2015 consider the key metrics, performance indicators, that you believe are vital to success.  
Your prime objective is to land a new job.  Key to landing that new job is to gain the interest of hiring managers who will invite you to interview.  The metrics you will want to track are the activities you complete that move you closer to the goal, getting that interview.   Some jobs are posted, so it would make sense to track resumes sent to posted jobs.  As we all know, however, up to 80% of people land their new jobs via networking.  If that is the case, as I believe it to be, then you will want to develop a set of metrics that track you networking efforts.  Those efforts include phones calls, information interviews completed,  networking meetings attended, and follow up with your network.  Since social media is an important platform for job search you may well develop metrics to track your efforts on LinkedIn.  Contributions to Interest Group discussions and additions to your list of connections may be appropriate.
I have also recommended that you start a blog, if you have not already, with a goal of posting once a week.  This is a great strategy to promote yourself  at LinkedIn or Google+ Groups.  Additionally there are a vast array of Professional Associations and Groups who encourage members to post to their websites.  Everyone is looking for relevant content! 
You should also set goals for personal and professional development.   A diet or exercise metric may be appropriate.
Tracking a handful of key metrics related to your search activities will keep you on track.  Keep it simple.  Pick six to eight of the activities prioritized by those you deem most important.   If you need more than a 3 by 5 index card to track your metrics you probably have too many.
The best of plans are useless without accountability.   There can be no accountability without measurement.   So, if you want to ensure the success of your job search plans, identify the key metrics to track and do so regularly.

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
www.newcenturydynamics.com

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Jump Start Your Job Search in 2015: Reflect – Recharge – Regroup


The New Year is upon us.  This is the season to take a break; enjoy time with friends and family, and prepare for the New Year.  One can easily lose themselves in the hustle and bustle of shopping and celebrating.  It is also a time to assess our progress for the year; to express our gratitude to family, friends, and clients; and to make resolutions for the New Year.   So, why wouldn’t you want to align your job search with the cultural expectations of the season?  You may be new to the job market, or you may have been in search for many months.  Whatever your situation, this is a great time to reflect, recharge, and regroup.
Reflect
Evaluate your Job Search Strategy for its relevance.  Is your target Job/Industry Sector still viable?  What about Plan B and Plan C?  Are your plans still viable?  This is a good time to validate your job search strategy.  What activities were most helpful?  Which were not?  Who has been helpful to you?  Have you been spending your time wisely?  Make a point to do more of those activities that seem to be getting you closer to your goals, and less of those that aren’t.
Re-charge
Take a break, enjoy the season.  Don’t quit all job search activities, but dial it back a bit to have time to gain perspective.  Managers don’t stop their recruiting during the holiday season, but they do slow down their activity.  Likewise you should change your priorities a bit.  Make time for friends and family.  Re-charge your batteries so to speak.
I know many people, employed and unemployed, who use this season to reach out to people who have had an impact on their lives.  Sending Greeting Cards is an obvious way to say thank you to people who have been important to you.  If you want to really make an impact try a phone call or a face to face meeting.  I have been a bystander to one such call when I was doing a market tour with a subordinate.  I can honestly say that the impact on my subordinate was profound!   Reach out to your network to thank them for their support and to update them as to you plans.
Regroup
Ensure that your resume and cover letter is still relevant and pithy.  Make sure that your Internet presence is current.  Are you a participating member in relevant Industry/Career Interest Groups?  Is your LinkedIn profile complete?  Have you checked your Face Book account to ensure that it is aligned with your goals?  God forbid that your Face Book account is counter-productive.  You should consider starting a blog, even if it is just a chronicle of your job search.  Set new goals and objectives for the completion of daily, weekly, and monthly activities.  Have a system to track activities and measure progress toward your goals.
 In summary, use the waning weeks of 2014 to reflect on your efforts;  recharge your emotional account;  and regroup by developing a revised plan for 2015.  Express your gratitude to those who have been helpful, especially friends and family.  Take stock of your efforts of 2014.  Do more of those activities that took you closer to your goals, and less of those that did not.  Develop revisions to your plan to include a system to track your efforts and your effectiveness.  Align your job search to the traditions of the season to ensure a successful job search.

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Jim Weber, President
New Century Dynamics Executive Search
www.newcenturydynamics.com