Category: Career Management

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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
1. COO- Northeast-based Casual Dining Restaurant Company – New
2. Operating Partners – Legacy Pizza Chain – New
3. Director of Biz Dev, Atlanta-based B2B Professional Services Company:    Completed
4. Payroll-Benefits Manager, Atlanta-based Retail Company:  Complete
5. Senior Accounting Manager – Atlanta-based Manufacturer. Complete
6. Controller – Atlanta-based Consumer Products – Digital Company – Completed
7. Outplacement Assignment – Atlanta-based Manufacturer:  Complete
Author of: Fighting Alligators: Job Search Strategy For The New Normal






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Fighting Alligators: Job Search Strategy For The New Normal

https://www.amazon.com/Fighting-Alligators-Search-Strategy-Normal-ebook/dp/B01G9HD9D2?ie=UTF8&keywords=fighting%20alligators&qid=1465127483&ref_=sr_1_1&s=digital-text&sr=1-1

When you are up to your neck in Alligators it is easy to forget that your primary objective is to drain the swamp.  You may be looking for a new job, or you may be gainfully employed, but your primary objective is to manage your career.

That world has changed and it is still changing, restructuring to a new economic paradigm.  Fighting Alligators explores the new normal, helping the reader navigate employment opportunities in a new economic model.

“Jim, I just read your book. I am impressed. It is simple and profound in what it addresses. I always knew you were very smart and talented and this book confirms that clearly.”    R. Wallace Hite,  CEO Reconstruction Partners

“Jim – thank you for the opportunity to preview your e-book.  Among the many things I have come to admire about you over the years is your communications savvy, and this work is a great example!  You have a way of connecting, simply and genuinely.  I do think this book will be an excellent tool, providing good guidance.  Very well done!  Cari Pirello,”  Sr. VP  Marketing Workshop

“Jim, this well done. It’s to the point against the Key areas. Puts a tough process for the reader in perspective. It’s valuable today.  Thanks for letting me have a pre-release preview.”  Ron Weinstock.

“Fighting Alligators: Job Search Strategy For The New Normal” is available for purchase at Amazon.com for $6.99. 

The primary strategy I have employed to market my business is writing articles on employment issues. I began by contributing to the Alumni Voice, the quarterly publication of the University of South Florida Alumni Association. That column, called “Employ-A-Bull” (USF Bulls; get it?) was targeted to younger alumni, beginning their careers.  I also posted those articles on my website for broader distribution. This humble little column led to new opportunities to speak to larger groups.  Helping my clients and candidates, whether I make a placement or not, is a win-win, business-building proposition.

After writing articles for the Alumni Magazine, I hit on the idea of writing for a broader audience to help promote my business. While interviewing a colleague for my first article, I was advised that I should speak to the value of social media, including blogging as a valuable tool for finding a new job. My friend said that I should consider blogging as a part of my marketing mix. He even suggested that I investigate Google’s Blogger. I will admit that I had thought of beginning a blog but could never justify the time. Pondering the scope of my first article was the justification I needed.

I took his advice and started my blog: Innovative Employment Strategies. Since it launched during the Great Recession, I planned to speak to employment issues relevant to the current economic situation. With so many people on the market, standing out from the crowd was a big challenge. Additionally, the people that seem to be most affected were younger folks at the beginning of their careers, and the more mature among us, especially the most highly compensated professionals. The employment forecast was pretty grim too. The conventional thinking was that it would take five years or more before the market could absorb these folks. A new way of looking at employment was needed. I set out to reevaluate traditional job search methods. Needless to say, this topic got some attention.

I talked to people who had been successful in their job search efforts. I was also interested in talking with those who had chosen to start their own business or became self-employed. The goal was to identify innovative methods leading to success. I thought this work would be useful information that I could share with clients and candidates. And it was.

Now, five years later, I am ready to take the next step. It is time to consolidate my experience and knowledge into this book.  Since this book has grown out of my blog, the target audience is the professional who is well into his career.  Although most job seekers will benefit to some degree, the more senior level managers will find this material most useful.  It is not for everyone, nor is it meant to be.  Think of it as a menu, not a cookbook.  My focus is on broad themes, relevant to job search and career management in the “new normal.”  It is about strategy, and to some degree, tactics.  I assume that the reader is well-equipped to fill in the details to execute a 21st Century job search campaign.  I hope; you find my insight to be interesting and useful.

“Fighting Alligators: Job Search Strategy For The New Normal” is available for purchase at Amazon.com for $6.99. 

Thank you for your interest.

Best wishes.

Jim Weber, President
NEW CENTURY DYNAMICS EXECUTIVE SEARCH
www.newcenturydynamics.com

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Fighting Alligators

In addition to my regular work, this year I have been completing work on my first book.  Naturally, it is about job search and career management.  My goal is to have it published on Amazon by Summer.  I have finished the first draft and found twelve volunteers to preview my work.  These trusted advisers are providing their thoughts and recommendations to help make it a better read.  That process is going well, and the feedback has been promising.  Now don’t misunderstand, I am not expecting my book to make the New York Times Best Seller List.  However, it should become a useful tool for my candidates and clients.  But then, who knows, I might get lucky.

So, an interesting situation has developed, while working through this review process.  One reviewer lets call her Jill, sent me a text indicating that she had an epiphany.  She said that my book was a “wake-up call.”  She asked if I had time to meet her to discuss her future.  I was gratified that my effort had made an impact and was intrigued by her message. We agreed to meet for breakfast at the beginning of the week.

We had a nice visit, almost ninety minutes.  After a brief check-in, she got right to business.  This is a busy lady with a great career and a lot of irons in the fire.  She confessed that she had not been managing her career of late, and that bothered her.  She said that she was not concerned about losing her job, but she was not positioned to consider new opportunities either.  She has become so involved in her work that she has lost her connection with the market.  I asked her about her networking activities and public speaking engagements to enhance her visibility.  Whereas she is comfortable in networking events, she said she did not have the same level of confidence in her public speaking ability.  Neither activity has been a priority.  We also discussed blogging and writing articles for professional publications.  Both were of interest to her, but she did not have time.  She has allowed her resume, bio, and social media presence to stagnate.  In fact, she said that she had looked for her resume in preparation for our meeting, but could not find it.  Jill is well known and respected in the community.  She has not had to look for a job for a long time, so it is understandable that she has not spent much time updating her resume.

After listening to Jill present her situation and getting clarification on a number of points I gave her my thoughts as to a plan of action.  My recommendation is that she make an effort to promote her credentials as a subject matter expert, including public speaking engagements and writing articles for publication.  Jill agreed and asked that I work with her for the next year.  I consider that the ultimate validation for my book!  I agreed, of course.

The first step in Jill’s program is to review her resume, bio, and on-line presence.  Since we are connections at LinkedIn, that was easy enough to do.  Finding a copy of her resume took a little longer, but not much.  I found it in my database.  It is fifteen years old.  No problem.  I took the information from her LinkedIn page and added that to the resume I recovered.  I edited the format and sent Jill’s resume back to her for review.  I asked that she just review the format, after which I would focus on content.  Updating her resume, bio, and online presence is building the foundation for the work to follow.  Next week, Jill is scheduled to attend a networking meeting as my guest.

Jill is a smart lady who knows what she needs to do and is motivated to achieve her goals.  “When you are fighting alligators it is difficult to remember that your job is to drain the swamp.”  Jill’s situation is not uncommon.  I get it.  It is a time management issue.  You must factor career management activities into your weekly plan.  Jill may have gotten off track as to managing her career, but she plans to rectify the situation.   I am gratified on two levels.  First, I am pleased that my book had the intended result.  Secondly, I am honored that Jill chose me to help her achieve her goal.  Validation is a good thing.

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, so please leave a comment.

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

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BUILD A TEAM TO MANAGE YOUR CAREER

“No man is an island” John Dunn. 1572 – 1631

Have you every heard an acceptance speech that did not recognize other people who had helped or inspired the honoree? Or, have you ever listened to an honoree who took all of the credit for their accomplishments; someone who failed to recognize that anyone else played even a small part in their success. It is doubtful that you have ever heard this kind of acceptance speech from a truly successful person. Everyone has a circle of friends and associates who can be helpful in their personal and professional lives. Successful people understand this dynamic and build a team to help ensure their success.

If you want to be successful in life you must have a good team as well. Frankly, you have not gotten to this point in your life without having some kind of a support group, your team. Friends and family have been there for you. It is likely that Members of the Clergy have been helping you. Teachers, coaches, and Professors from school have been guiding your development. If you have been a member of a Personal Interest Group, those members have been on your team. Professional Groups and Associations are a natural source for support. Your College Alumni Association may be your most important career resource. You may not have given it much thought, but you have been a part of a team your entire life. Now you must think about managing your team for success.

You already have a team in play. It is probably composed of like-minded people who share a common bond. Hopefully, you have surrounded yourself with people who are looking out for your best interests and want to help you achieve your goals, your team. Throughout your career, you will need to manage your team. It must be maintained and nurtured, to grow. The composition of your team will change over time as your situation and goals change and evolve. Your job is to seek out and recruit people you want on your team, especially mentors. Build and maintain those relationships. As a member of your team, it is also your responsibility to help other team members achieve their goals. Make sure that you know how to help them, and they know how to help you. To build and expand your team you must learn to network, network, and network. You may want to think of yourself as a talent scout.

So, what is a network and what is networking? Think of your Team as a network. Networking then, is the recruiting and selection process required for team building. It is about the pursuit of people you don’t know, but need to know. Suppose you want to do business with XYZ Company, but don’t know anyone at XYZ. Cold calling is always an option, but business works best on a referral basis. We are more willing to talk with and listen to strangers if they have been referred to us by someone we know and trust. In effect, the trust and respect we have for the referring person to a large extent is passed on to the referral. So networking becomes more effective and less time consuming; more efficient.

If you want to get to know someone at XYZ Company, the first thing you will do is canvass your network, your team, to see who knows someone at XYZ. It is very likely that someone in your network has a good contact for you. In fact, it is even more likely that more than one person in your network has good contacts at XYZ.

Why is networking so important? First you must understand that business is a human endeavor. Companies are social institutions at their core. Sure, they exist to deliver a product or service and make a profit; but the institution is still comprised of people helping other people improve their lives. Relationships are vital in business just as they are in ones personal life. If you are to spend eight hours a day at work with other people, then you had better enjoy their company. People tend to work with people they like and trust. If you want to add another person to our network you should look to add someone whose company you enjoy.

Networking is a natural social phenomenon. It is fundamental to social transactions, including business. It is a widely accepted practice among professionals as it taps into the normal ‘give and take’ among peers. It is without a doubt the most effective way to tap the market, increasing your contacts geometrically. In short, networking is what people do. My advice is to network with a purpose. Remember though, networking is a two way street. You must reciprocate with people on your team.

Now you know that you must have a team behind you to help you reach your career goals. And, you understand that networking is an effective way of building and nurturing your team. The next question you should ask is; “who should be on my team?” Good question! The answer depends on what you are trying to achieve. If you know your near term career goals, then you will know the kind of people who will be helpful to achieve those goals. If you know who will be helpful, it is easy to figure out where to find those folks. That may be a good topic for my next article.

Building a successful career requires a support system. This system is actually a group of people, your team, who are interested in you and your success. Building an effective team does not happen by chance. You must be proactive in developing and nurturing your team to optimal effect. Build your career by building an effective team. Ensure that your team knows how to help you.

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Validation is a good thing!

Last week I closed the first client for my new service, providing support to professionals looking to start a Consulting Practice or some form of self-employment. I had helped Bill improve his resume and bio last year and made some networking introductions that will prove helpful as he reconnects with the employment market. Now, Bill has asked that I help him develop a Website to feature his consulting practice. This is just the kind of validation I need to build my practice and add a new source of revenue.

Although I helped Bill with his resume, creating a Website is very different. Of course, Bill’s resume and bio will be important elements in establishing his credentials, the website will need to be more strategic in nature. I have an ideal partner to help with the technical side of this effort. Brownell Landrum, owner of CoCreateAWebsite.com will register the domain names for the clients, help them with graphics and formatting, and train the client on the use of their web-mail accounts. She does a great job and is very affordable.

My initial contribution to this process will be to help Bill craft a positioning statement that is clear, concise, and compelling. It must be effortless for the viewer to “get it1” They must be able to read his positioning statement and understand immediately how Bill can be the solution to their problems, or not.

Building and validating a positioning statement is always a good exercise for businesses and the self-employed. Becoming clear about one’s target market; the problems they need to fix, and the methodology one will bring to the solution set creates a foundation that helps to ensure success. This strategic position statement or mission will give the concept a road map to make best use of their resources to build the business. From that statement the Consultant will be able to outline a process to help the prospective customer understand how the work will be accomplished and the anticipated benefit to the prospective client.

Now, for the caveat. Although I am a firm believer in the effectiveness of building a plan and working that plan; I would never underestimate the power of the market to validate business strategy. If you talk with any successful consultant or small business owner they will understand this point immediately. We have all been “mugged by reality” while growing our businesses. Oftentimes the market doesn’t behave the way we expect, notwithstanding our research.

A good example, one that I have seen too frequently, is the fledgling Consultant who starts a business to bring Fortune 500 business planning Skills to small companies. This seems to fail for every one of these people. It isn’t that small businesses don’t need good planning systems, they do; but they usually have more pressing issues, sometimes as fundamental as survival. And generally, funding is tight. If a small business person were to hire a consultant they would be looking for an immediate multiple cash on cash payback. Strategic Planning is by definition a long term proposition. For many small businesses, getting a budget in place is a major accomplishment. Ultimately, the new Consultant will either go back to work for another employer or adapt to the needs of the market. Some focus on providing project support to larger companies or focus on smaller projects with smaller to midsized companies. The point is; to survive, you not only need a plan, you need to know how to adapt if the assumptions underlying your plan are not completely accurate.

The successful business person recognizes the need to build flexibility into their plan. To some degree, every plan should contain an opportunistic element so long as the opportunity is within the Consultant’s skill set and capabilities. In my Executive Search Practice, I am always looking for opportunities to expand my client base by moving into adjacent segments. A good example is in the area of Franchise Development. Although most of my placements have been in the Food and Beverage Arena, not all of them have been, or need to be. I have placed many Franchise Development people for restaurant clients who could be as successful selling other franchise concepts. The same could be said for Marketing Professionals and Advertising Agencies, Finance and Accounting professionals and other professionals to other Service segments.

I am also looking for new customers or segments which can benefit from my skill set. Offering services to people venturing into self-employment may be a viable addition to my practice. My research to date seems to support this need.

So, it is important to be customer-focused in the presentation of one’s positioning statement, but one should not lose sight as to how ones capabilities and services can benefit other customer groups. It is important to know and understand how one’s skill-set can be applied to solve problems for other possible customers. This is my primary objective for Bill; to establish a solid foundation with some flexibility to ensure his success.

Validation is a good thing! More and more candidates are getting it. I am trying to get a handle on this opportunity and generate some traction. But, if I can close one deal with one client in my target market, I am confident there will be others. I will keep you posted.

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Do you really want to work here? Show me!

When a number of people tell you the same thing, at different times, unprompted, it might be smart to pause and listen carefully. Well, I had that experience last week while talking with more executives on the topic of getting noticed by hiring managers. My inquiry is pretty straight-forward. What does it take for a job seeker to break through the cluttered competition to make an impact on the hiring manager. Well, what I found may not be new, but the solution has a renewed interest. Now more than ever, hiring managers are keen to determine if the candidate really has a passion for the brand and the job. In other words, how motivated is this candidate to come work for me? Does the candidate just need a job; or does the candidate have a driving passion for this job?

Jim Lyons, a friend and candidate for a few of my search assignments, reminded me that it is important to him to know that the candidate has a serious interest in working for his company. By serious, he meant a passion for the brand and the product or service. One way that Jim judges this passion is by the amount of homework the candidate has done in preparation for the interview. “I want to see that they have reviewed our Annual Reports; 10K and 10Q; Franchise Disclosure Documents, and other information in the public domain. Do they understand our competitive environment? Do they understand our strengths and weaknesses? Do they know our goals and objectives? I want to know that they understand our situation. Does this candidate really want to work here?”

Obviously, one would expect that better preparation by the applicant, results in a better discussion and interview. Properly prepared, candidates are in a better position to ask relevant questions which help them validate their interest in the job. Even better, if the candidate understands the problems facing the company, and is in a position to offer solutions based on their experience, that candidate will rise to the top of the heap. So, preparation results in a better interview. It also sends a strong message to the hiring manager that this person has a high interest level in the company and job.

Later that week, I talked with Keith Lerme, COO for the café division (Starbucks) of Barnes & Noble. He told me that B&A has gone a step further and institutionalized some of Jim’s thoughts into their selection process. He told me that after candidates successfully complete a telephone screening interview they are invited to visit stores in their area and to report their assessment. This is a very revealing exercise which tells Keith a great deal about the viability of the job seeker. The candidates are encouraged to introduce themselves to store employees as job seekers interested in joining the company. They are encouraged to ask any question they deem to be relevant.

Keith said that most applicants prepare a two page summary of their visit. The best candidates make an extra effort. He told me about one lady who not only visited his stores but visited a number of competitors also located in the trade area. This candidate completed a 15 page report that addressed operations, marketing, and even the quality of the real estate. “It was not the kind of report that was appropriate to share with upper management, but it gave me great insight into her capabilities. It was a very good report. I really wanted to hire her, but she accepted another offer.” Clearly, this was a serious professional with a passion for the job.

The message is clear. If you really want to work for the company in question and the job in particular, you must show it! You must show a passion for the job. To sum it up:

  • Know your passion: Understand the kind of job that drives your interest and the environment that fits you best. If you don’t have a passion for the work, you are wasting everyone’s time, especially yours.
  • Be proactive. Use active investigation and analysis to open doors, get interviews, and gain a leg-up on your competition.
  • Do your homework. Don’t stop at the obligatory background investigation; understand the issues driving the company and how the job supports their goals and objectives. Demonstrate that knowledge in a tangible way at every stage of the selection process.
  • Better than just answering questions, demonstrating your work in a relevant context will be impactful and important to the hiring manager. It is so much better if your work is about the brand and job you seek.

Preparation is the key to any successful interview. Demonstrating your passion for the job is crucial. Showing your ability to understand the company’s issues and presenting your solutions will cinch the deal.