Category: Employment

“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.

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.

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.