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

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.

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

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 21^st 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

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