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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Lessons Learned



This past week was focused again on my jewelry start-up client.  The owner is an accomplished business person but new to this field.  Since my entire career has been in the retail sector I know a little about this area, if not everything.  A passionate student of gems and precious metals, my client has been building a sizable inventory while transitioning from her residential construction business.  Her launch strategy is to combine an e-commerce channel with a consignment/leased-space retail channel.  At this time her objective is to gain exposure and distribution.

Working the retail channel is a learning experience for my client.  She negotiated an agreement with an up-scale, woman’s ready to wear consignment shop just before Christmas, a promising start.  The store owner wanted a low retail price point for the initial selection and agreed to take 25% of the gross profit margin plus $.99 for each item sold.  The low price point target put a bit of a burden on my client but she was optimistic about the potential.  The sales for the first few months were surprisingly good.  Not stellar, but a good sign that my client was on the right track.  The average sale was almost 50% more than the store owner’s target, which was very positive.  My client made some money and the consignment shop owner made a little too.  The shop owner was not pleased with her cut, however, and demanded that my client agree to new terms giving the shop owner 30% of the total sale, plus $.99 per item.  Did I mention that there was no formal written agreement.  A red flag to be sure!  My client agreed to those terms and increased the mark-up to accommodate her client.  She re-priced the stock and updated the display.  Within days, the shop owner decided to end the deal entirely and returned my client’s merchandise.  We don’t understand what led her to this decision although the shop’s first quarter sales have been weak.  Payment for the balance of the sales is now in question.  Lesson learned.  If one fails to begin a relationship with a written agreement it is likely a bad sign for the long run.  My client’s attitude is to move forward and bank the learning.  She will play hard-ball to collect on that invoice however.  This situation was no surprise to me.  I have seen this movie many times before.

As one door closes another one opens.  My client found another business nearby with a buttoned-down business model.  This is a large, established retail operation that leases space to dealers.  The operator provides an inviting environment, marketing support and a central check-out counter.  They collect and pay all sales taxes.  Most importantly, the agreement is in written form, signed by all parties concerned.  My client’s focus now is to find the right product mix and price points for this location and then find other similar outlets.

Experience builds confidence and leads to intuition, often called “gut feel.”  The experience we bring to the table helps predict outcomes of decisions made and to implement strategies to mitigate risk.   As a consultant, one can point out risks and opportunities, however, in the end, the client makes the decisions.  Each of you are experienced professionals.  Your intuition should be pretty well-honed by now.  When you find yourself in a situation that just doesn’t feel right it is time to take pause.  Reflect on the situation to understand your lack of comfort.   If you let you head override your heart, recognize the risk and prepare for the likely bad situation to follow.
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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I Was The Cloud Before There Was a Cloud!


As you can imagine, I have a lot of resumes in my data-base.  You could say that I have a vast resume file.  After sixteen years in the Executive Search business one would expect as much.  After all, I receive a number of resumes every day, solicited and unsolicited.  It is a part of the job.  So naturally, my data-base continues to grow and grow.
Over the years, I have provided insurance, of a sort, for my candidates.  I cannot tell you the number of times I have been asked by candidates to recover their resumes.  Usually this is due to a computer disaster, but sometimes it was because they were traveling and could not access their resume except through me.   More recently that has not been much of an issue as we can back up our files to The Cloud.  But you could say that I was The Cloud, before there was a Cloud.  Kinda, sorta.  Even so, I was pleasantly surprised to hear from one of my clients last week with a bit of a twist on this need.
From time to time, as a part of my work I have been asked to help senior executives with their resumes.  Usually it is tweaking the verbiage, but sometimes it was a total overhaul.  These folks are usually pressed for time and have become comfortable with my work so it is just easier to call me.  Last week I got an email from one such client.  This is a restaurant industry icon who had just been nominated for a Board Seat.  The Chairman needed to see his resume and time was of the essence.  It had been about five years since I had worked on his resume, so clearly, it was in need of an update.  Not only was there content to add, but the formatting needed a tweak as well.   Did I mention that it was a rush job?  I was more than happy to help him out.  He provided the necessary biographical information and I got to work.  We traded drafts into the night, arriving at a finished product before the final network newscast of the day.   The Chairman had my client’s resume shortly thereafter.  My client was pleased with my work, especially the rapid turnaround.  I hope he gets that Board Seat.  He most definitely should.
It did not register with me at first, but the timing of his request tied in perfectly with last week’s blog posting, which was most interesting.  As you will recall, last week I spoke to the need to make an emotional connection with your clients and prospective employers.  My final point was to ensure that you follow through on your commitments.  Talk the talk, and walk the walk.  What is interesting about the timing of his need was that it gave me the opportunity to validate my own advice.  I did not even give it a second thought.  He needed my help and I was happy to comply.
So there you have it.  If you are reliable and do good work you will always be in demand.  I am certain that you can speak to similar situations in your career that should be a part of your story.  When an interviewer asks, “why should I hire you?” or “what makes you stand apart from the other people interested in this job?” you should be prepared with an equally compelling story.  Have a number of examples ‘top of mind’ to provide a killer answer.  Ensure that your references have their own examples that support your narrative.   Be able to tell the prospective employer just how well you “walk the walk!”

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
New Century Dynamics Executive Search
www.newcenturydynamics.com
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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.

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