Month: February 2018

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Aftan Started A New Job This Week!

Aftan Romanczak started a new job this week.  I helped! He became the Corporate Research and Development Chef for an Atlanta-based, home meal replacement company.  I am happy to say that his placement completed my contract to fill this position. A total of thirty-days elapsed from the day my search contract was executed to Aftan’s start date.  This time-to-completion statistic represents my shortest search.

My average search assignment is ninety days, so this is a significant record. However, it only ties my best. In this case, everything fell into place. I had a highly motivated client who had been unsuccessful recruiting this position on their own. I had a highly motivated candidate, who was between situations.  He could join my client’s team immediately.  Did I say he was also highly qualified?  I had a strong network activated to feed candidates to me. And finally, Aftan was already known to me as were his references.
Some may call this luck. I would say fortunate, but it wasn’t luck.  All of the stars were aligned to achieve this result. However, all of the components were in place after years of investment. I have experience placing Corporate R&D Chefs, so I have a network into those folks. I have a host of network contacts who have connections to the R&D Chefs. The candidate was known to me as he had worked for a client of many years.  I had two excellent personal references who validated his work history and capabilities. Most importantly, I had a sophisticated client who knew the current market for this position. They had tried to conduct this search on their own, without success. They even made an offer to a viable candidate.
When this client turned to me for help, they were in a position to make a rapid decision when presented with the right candidate. They were clear as to whom they sought. All I had to do was to present one highly qualified and motivated candidate to complete the assignment.  The added benefit to the client is that they get a sixty to ninety-day head-start on the productivity Aftan will bring to their operation.
I am reminded of buying my wife’s engagement ring, 42 years ago.  Purchasing that first diamond engagement ring is a learning experience. It took time to understand the product and the market, relative to my budget. The second diamond purchase was easier.  If you are a diamond merchant, you are always up to date on the market.  Recruiting an R&D Chef isn’t a routine activity for most managers.  It requires the hiring manager to become familiar with the supply-demand dynamic, which takes time and effort.
This was not the first time I’ve completed an assignment so quickly. The first was for a CFO I placed with a PEG portfolio company.  In many respects the circumstances were similar. The client had been unsuccessful in their search to find a CFO. They were trying to execute an internal search on a confidential basis. I had just completed a CFO search in the same industry segment for another client.  When I completed that search, I made an announcement to my network which got the attention of the Vice President of HR for that company.  He contacted me, and we entered into a search agreement.  I immediately presented him with a shortlist of candidates I had just validated. This company found their ideal candidate in the group and made the hiring decision. Once again, I had a highly motivated client who was familiar with the market for CFOs. When I put the ideal candidate in front of them, they knew to hire him.  This led to a series of additional CFO searches for the company’s PEG owners.
Every time I experience a below average time to completion on a search I feel validation that my business model is correct. I continue to grow and strengthen my network. I keep them apprised of my work and provide them with useful insights to keep them connected to me. The lesson for job seekers and networkers is that networking can be very effective if you work the process.

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.

Current Assignments
1. CEO – Northeast-based Quick Casual Restaurant Company – New
2. COO- Northeast-based Casual Dining Restaurant Company – New
3. Operating Partners – Legacy Pizza Chain – New
4. Corporate R&D Chef, Atlanta-based Home Meal Replacement Company – Complete
5. Area Supervisor, Legacy Pizza Chain Franchisee, S. Carolina – New
6. Senior Accounting Manager – Atlanta-based Manufacturer. Complete
7. Controller – Atlanta-based Consumer Products – Digital Company – Completed
Author of: Fighting Alligators: Job Search Strategy For The New Normal




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The Empire Strikes Back!

“I really enjoyed your program with the Weinstein Brothers! It was outstanding! A great follow on show would include Eric or Brett with a CEO from a private company disrupting a certain industry segment (Uber) or a well-known Futurist like Dr. Ray Kurzweil. The Private Sector can teach Government about reinventing itself to become relevant. Keep you the good work! Jim Weber.”

That was the note I sent Dave Rubin on his YouTube Channel. I had just watched an episode of The Rubin Report where he interviewed Bret and Eric Weinstein. Discussions on the topic of transformational change fascinates me.

Bret and Eric Weinstein are intellectuals with Doctorates in Biology and Mathematics. They are liberals; Progressives, but not leftists. They realize that our social-political-economic system is broken and needs to be fixed. I enjoyed hearing their thoughts on the issues, each coming from their own frame of reference: Bret, the Evolutionary Biologist, and Eric, the Economist and Mathematician. They view the election of Donald J. Trump as the forty fifth President of The United States to be symptomatic of the problem. Likewise, they cited the corruption associated with institutions fighting back to protect themselves, like the DNC.

Much of the program dealt with the failure of our institutions, particularly government, media, and academia to serve their constituents, causing them to become increasingly irrelevant. The Weinstein’s were critical of Academia and the Media for their lack of curiosity, contributing to the problem. “Universities have become insular and risk averse.” Frankly, I believe this applies to most of our institutions as they were created during a different time under a different paradigm. The conversation touched briefly on the issue of climate change which they think is a valid concern. Bret admitted that we don’t fully understand the risk due to the complexity of the climate system, however, he believes the risk is great enough to be taken seriously.

The Weinstein brothers are academics, thoughtful and cautious with their observations. They have a set of rules to guide their discourse. Their method of debate is collegial; respectful of other opinions based on an underlying assumption that each opinion is based on reason. In this respect I found them to be very Covey-like; seek first to understand. They believe that every part of the political spectrum must be represented to create a new paradigm. They demonstrated some disillusionment, but overall, they are optimistic.

How does one break out of their paradigm so as the see the opportunities of a different model? In other words, how can one adopt a new paradigm without discarding the current system? Does it require one to define the attributes of their current paradigm first?

As I have written, it is my opinion that the breakdown of our institutions is a symptom of the transformation from an industrial age economy to a digital/information age model. It seems to me that an obvious place to begin would be an understanding of the purpose and structure of industrial age institutions. What were the expectations of their constituents, compared to current needs?

I have heard that transformational change often happens when survival forces the need to change. But what of situations where the full extent of the existential threat isn’t recognized?
The digital revolution creates tremendous opportunities to make significant productivity improvements within the existing business model. By realizing progress from pursuing incremental productivity improvements, one may become blinded to macro-level threat from a disruptive technology. Can we be lulled into complacency by incremental improvements only to be blind-sided by a macro-level structural change to the model?

The good news is that we don’t really need to look too far to find clues as to how we might align our institutions to a digital age paradigm. Every year CNBC reports on the top fifty Disruptor Companies transforming industry. The executives managing those companies know the model to help our institutions become relevant in the digital age. The answers for transformational change are already in the market.

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
Author of: Fighting Alligators: Job Search Strategy For The New Normal
New Century Dynamics Executive Search

Current Assignments
1. CEO – Northeast-based Quick Casual Restaurant Company – New
2. COO- Northeast-based Casual Dining Restaurant Company – New
3. Operating Partners – Legacy Pizza Chain – New
4. Corporate R&D Chef, Atlanta-based Home Meal Replacement Company – New
5. Area Supervisor, Legacy Pizza Chain Franchisee, S. Carolina – New
6. Senior Accounting Manager – Atlanta-based Manufacturer. Complete
7. Controller – Atlanta-based Consumer Products – Digital Company – Completed
Author of: Fighting Alligators: Job Search Strategy For The New Normal






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On Millennials

I was excited to see Cliff’s name pop up on my caller ID.  I was hoping that he wanted me to join him in a round of golf.  Well, he did present me with a great opportunity, but golf would have to wait. 

Cliff told me that he had met a guy named Chris at a Porsche event.  He said that Chris, a millennial, had written a book on Millennial Happiness.  He went on to say that  Chris needs help launching his book.  He thought I would be a natural connection for Chris.  I agreed, and Cliff made  the introductions.
Chris and I made contact and scheduled a meeting at The Corner Bakery Café in Buckhead.  I enjoyed our visit!  He told me that after graduation from Vanderbilt he joined a major consulting company.  Although the money was good, he did not have a life.  He wasn’t happy, so he quit his job.   Instead of looking for another job, he launched a project to write a book that would help Millennials create a life of happiness.  I was fascinated listening to him talk about the people he had interviewed, including many of his friends.   He spoke a bit about the values shared by Millennials.  Very interesting stuff!   Who doesn’t want to learn more about Millennials?  It seems that everyone wants to know what makes them tick.
December 4, 2013,  LinkedIn Talent Connect: “Millennials: How to Attract, Hire, & Retain Today’s Workforce.” Lead by Sondra Dryer of PricewaterhouseCoopers (PwC), Barry Sylvia of TripAdvisor, and Melissa Hooven of Cornerstone OnDemand.  

The following bullet points list their values, followed by recommended employer responses.
  •   Multi-taskers:   Keep them focused on their work and its importance.
  •   Connected:  Make good use of social media.
  •   Tech Savvy:  Be current in technology.
  •   Instant Gratification:  Reinforce the value of their work, keep them on track.
  •   Work-life balance:  Communicate company, flexibility as the work is  completed.
  •  Collaboration:  Reinforce the value of teamwork.
  •  Transparency:  Maintain open communication.
  •  Career Advancement:  Communicate opportunities and requirements to advance
As I talked to Chris, he told me that he had a resource lined up to manage publication.  This company will print his book, and upload the digital version to Amazon.com.   What he needs is funding.   He needs to expand his network.  
After I fully understood his needs, we focused on contacts who might be helpful.  I told him of several local authors that he should meet and a few networking groups who might like to hear him speak.  I mentioned one of my clients who employs a large contingent of Millennials.  When we parted,  we agreed on next steps including a follow-up meeting to include Cliff, preferably over cocktails.  
It is safe to say that my generation doesn’t understand Millennials.  Except for military leaders, I haven’t heard much praise about their generation.  Frankly, I am confident that my parent’s generation had doubts about the Baby Boomers, and for good reason.   I know that  Millennials as a group are not monolithic.  They share many common experiences, to be sure, but not all.  Regional  and socio-economic backgrounds create different values within the cohort.  Millennials with military experience have different values than urban, college-educated hipsters.  Ultimately, they are still individuals with unique needs, goals, and desires.  

The Millennials will shape the future.  Even if they don’t have all of the answers,  they have a better handle on the digital age.  Understanding their values and the way they approach life must be a high priority for anyone trying to reach them.  However, be careful treating them all with a broad brush.


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
Author of: Fighting Alligators: Job Search Strategy For The New Normal
New Century Dynamics Executive Search

Current Assignments
1. CEO – Northeast-based Quick Casual Restaurant Company – New
2. COO- Northeast-based Casual Dining Restaurant Company – New
3. Operating Partners – Legacy Pizza Chain – New
4. Corporate R&D Chef, Atlanta-based Home Meal Replacement Company – New
5. Area Supervisor, Legacy Pizza Chain Franchisee, S. Carolina – New
6. Senior Accounting Manager – Atlanta-based Manufacturer. Complete
7. Controller – Atlanta-based Consumer Products – Digital Company – Completed
Author of: Fighting Alligators: Job Search Strategy For The New Normal






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Conflict Resolution 101

I was talking with a friend this week, well listening actually.  He was venting about difficulties he was having with a client.   He was agitated.  It seems the client’s demands are beyond their agreement.  Meeting their needs is taking time away from other, more substantial clients.  He said that he needed to find a way to end the relationship and move on.  No value judgments here.  Finally, he asked me how I would deal with this client, based on my experience.  “How do you handle conflicts like this, Jim?”  I quipped that I preferred a flanking maneuver over a frontal assault.  In other words, find a way to finesse the situation.  Look for a win-win outcome.  Then I explained that I liked to step back, confer with colleagues, and take the time to craft the proper response.   That seemed to make sense to my friend, and we moved on to other matters.       

Later, our conversation got me to thinking.  Building a productive business relationship requires an investment of time and energy.  Protecting those relationships is fundamental to success.    How does one protect that relationship if a conflict develops?   So much of our contact today is via email.  Communication moves very fast.  It is easy to misinterpret one’s intent.  Often,  we don’t take enough time to evaluate the tone of our missives.   It is easy to talk past one another and raise the ire of the reader.  Consider the crass language one encounters across social media sites.

Early in my career, back when we had secretaries typing our memos, my boss continually reminded me that the written word, by its nature, tended to be cold.  It is all too easy to misinterpret one’s intent and to take offense.   He coached me to be careful with my tone to ensure that my message was accurately received.   Believe me; I needed the coaching as I carry the “snarky” gene.   I haven’t always followed his advice, but when I have the result is always better.  I have had situations with clients that were going in the wrong direction, possibly to a dissolution of our relationship.  In very few cases a divorce was the best outcome, so I let it happen.   Usually, the association was too important to lose.      

I have found that conflicts can be resolved by whatever media one chooses, mail, phone, or face-to-face.  My preference is via phone or in person as we all tend to behave better and can assess the other’s emotional response.  Often a two-step process can be effective.  I like using a dispassionate email to outline the situation and then request a phone conversation or personal meeting. The important point is to step back, cool off, and get the perspective of a trusted colleague.  Never respond in the heat of the moment, unless you want to end the relationship. Even then, terminating a relationship has consequences.   Your reputation is at stake. However, that is a topic for another post.      

In a recent situation, following this process, I presented the facts from my perspective.  Based on those facts, I outlined the strategy I was following.  I did not make any attributions to the other party as to his intent, motivations, or the validity of his position.  At best, that would have been speculation which would further inflame the situation.  I did suggest some actions that would put the project back on track and invited the other party to schedule a phone conversation.    The outcome was the win-win situation I had hoped for.  The project was put back on track and successfully concluded.

Our actions have consequences which impact our reputations and livelihood.   Resolving conflicts require a cool head and a good plan.  You must keep your emotions in check even if it means biting down hard on your lip.  Remember Steven Covey, seek first to understand.  Let the other present their position and suggestions to resolve the impasse.  Repeat back their statements to ensure that you understand their concerns.  Make your points while working to find common ground.    Most of all, never, ever respond to any email or voicemail message while you are angry.

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
Author of: Fighting Alligators: Job Search Strategy For The New Normal
New Century Dynamics Executive Search

 

 

Current Assignments
1. COO- Northeast-based Casual Dining Restaurant Company – New
2. Operating Partners – Legacy Pizza Chain – New
3. Corporate R&D Chef, Atlanta-based Home Meal Replacement Company – New
4. Area Supervisor, Legacy Pizza Chain Franchisee, S. Carolina – New
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