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 benefited 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. 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

My activity during the last two weeks has included three networking meetings with prospective candidates.  Two of the meetings were face-to-face at Starbucks, and the third was over the phone.  Their experience and individual situations ran the gamut.  The first candidate I met, Matt, is a referral from a solid networking connection which I have known for many years.  Matt had gone to school with my friend and had worked together earlier in his career. He was in town for a few days prior to leaving on a boys skiing weekend.  Matt is an established Financial Planning and Analysis (FP&A) professional employed in a good job with a major company.  He and his wife want to get back to the Atlanta area to be closer to their extended family.  His objective is to find a good job first and then move.   I found Matt to be very affable and professional.  Little surprise as his background included a private school education and Ivy League college degree.  Additionally, he had earned an MBA from a prestigious, top-tier University.  Matt is a very polished guy who knows how to communicate.  His intention was to establish a relationship with me and to explore some options.  Although a preliminary discussion, I enjoyed our visit and will work to help him achieve his goal.  Clearly, Matt is well grounded for a job search in the “new normal.”

My second meeting was not as positive.   John has had a difficult time finding a new job.    Also, a native of the Atlanta, he has been out of work for eighteen months. John has lived out of state for the past 16 years working in a small company.   He moved back to Atlanta to be close to family after the failure of a business venture. After earning an Ivy League Degree, he worked as a manager for established restaurant brands, later transitioning into the small company sector. In his most recent situation, he was in charge of administration for a small company which included the responsibilities of a CFO, a CIO, and Director of Construction. John was not comfortable during our meeting.  He was visibly nervous and a bit awkward.  We discussed options he has considered including consulting and project work. His references were very positive. However, his experience is not resonating with prospective employers.

Mark was my third networking encounter; this meeting was via telephone. Mark was referred to me by a CEO contact who had to terminate his employment as part of a company restructure.  Mark is a middle manager who has worked his way up the ladder to middle management without a college degree.  He has not had to look for a job for a very long time as he has been recruited from one job to the next by people who know him. Mark is well spoken, and his resume is solid.  Now unemployed, he really does not know how to look for a job in the new normal.  I suspect his network needs to be rebuilt as well.  We scheduled a phone call to trade information, but he made little effort to prepare for that call.  He did not review my background by visiting my website or checking out my LinkedIn profile.  As a result, we spent too much time on fundamental issues without learning how I could be helpful to him.  After our conversation, I made one referral on his behalf.  I need to follow up with Mark to more fully understand his needs and aspirations.

There are some interesting similarities between these gentlemen.  They are all about the same age and have enjoyed success in their chosen fields.  Their circumstances are very different, however.  Matt is in the best position as he begins the process to understand his options.  John is in a difficult position as the time between situations is taking a toll on his psyche.  He must reboot his search.  Mark will be fine.  He will need to rebuild his network, but his skills and experience are highly marketable.  I suspect that he has a suitable severance package.  He can ramp up his job search quickly and will likely be reconnected by summer.

The one thing they have in common is that they are learning to adapt to job search in the new normal.  Their ultimate destinations will take them down different paths, but each will need to engage in the same activities.  Matt and Dave will have more options to consider than Mark whose background is exclusive to restaurant operations.  Nevertheless, each must assemble and nurture an effective network, their team, to identify appropriate opportunities.  They must craft a viable personal positioning strategy to evaluate opportunities presented.  They must be able to convince hiring managers and recruiters that their experience and skills match the job requirements and that they are a cultural fit for the enterprise.  And, when employed again, they must get off to an effective start by taking ownership of the onboarding process.

Of the three, which represents the situation you would aspire to?  Matt’s of course!  He is proactively directing his career, building from a position of strength.  He is working on a plan to make a career move before circumstances force the need.  More than ever before, one must be vigilant in the management of their career.  Nurturing an effective network is the starting point.

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.

Let’s face it; the single most important stress factor to any job seeker is financial.  “Will I find a new job before I run out of cash?” Will I deplete my savings?  Will I lose my home? All are very real possibilities which can be overwhelming.  To be sure, the worst case will result if one becomes paralyzed by those thoughts and fails to engage in the process.  Realistically, this is uncommon for accomplished professionals who have overcome challenges throughout their careers. You have the personal attributes and skills to be successful in your job search. Your goal is to find the best possible situation in the least amount of time, resulting in minimal disruption to your lifestyle.

I am a planner by nature, and by training. When confronted with a new challenging situation, my fallback position is to execute the problem-solving/planning cycle. I get organized.  I analyze the situation; evaluate options, set goals; track activity; reassess; make adjustments; then set new goals. Developing a plan, committing that plan to paper, and working that plan gives me a measure of comfort that helps lower my stress level.  I also subscribe to the “ready, fire, aim concept.  Even when developing my plan.  It eliminates analysis paralysis.  So, while between jobs, I employed organization and planning routines that had never failed me. I refer to this process throughout my book.

The starting point for your plan is to assess your skills and experiences. Then, determine where your background matches opportunities requiring your profile. The obvious objective is to find another employer in the same sector, doing the same job.  But, that is just a place to start. In all likelihood, the best opportunities will be somewhat different from your last situation.  The odds are that a smaller, emerging company in a different segment will become your next employer.  As with any good plan, it is wise to allow flexibility to consider interesting opportunities as they occur.

Elements to factor into your plan:
• Establish a realistic time frame and the worst case scenario
• Define your compensation and geographical requirements
• Define your primary and secondary employer targets
• Ensure that your strategy is heavily focused on networking
• Establish an appropriate yet flexible weekly work routine
• Keep a diary
• Communicate, communicate, communicate

My search assignments take 90 days from start to finish, on average. Depending on the complexity of the assignment and the season of the year, a search can vary by 30 days, plus or minus. The adage of one month of search time for each $10K of salary is still appropriate. This statistic should help the job seeker develop a realistic duration of their search. For most people, especially those who have neglected their networks, it could take up to 90 days to reassemble and engage your network. Most people find new employment via networking activities so, prepare to spend 80% of your effort networking I will devote a lot of time to discuss the issue of networking.

An important element to the success of any plan is a system to track your effort and results. Job search is no different. Keep a record of who you have talked to, the nature of that discussion and follow up issues. Analyze your efforts. If your plan seems to be working, stay with it. If it needs some adjustment, do so and establish new goals. Write down your thoughts and feelings on successes and failures. Keep a diary as it will be helpful. Plan your work and work your plan. In my opinion, a systematic approach is the best way to find a new job and minimize your stress.

Key Points to Consider:
1. Develop a written Job Search Plan.
2. Keep a diary.

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

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. Area Supervisor – Legacy Pizza Chain, Carolinas – New

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