New COO Search Assignment: New Century Dynamics Executive Search
December 1, 2017: New COO Search Assignment: New Century Dynamics Executive Search Announces a new Search Assignment: COO for a Northeastern-based Casual Dining Brand. Your interest and referrals are welcome.
December 1, 2017: New Search Assignment: New Century Dynamics Executive Search Announces that it has been contracted to find Operating Partners for a Legacy Pizza Chain. Your interest and referrals are welcome.
2. Operating Partners – Legacy Pizza Chain – New
6. Controller – Atlanta-based Consumer Products – Digital Company – Completed
Author of: Fighting Alligators: Job Search Strategy For The New Normal
Overcome Difficulties With A Positive Attitude
- Chose to become a positive person
- Focus on Successful Outcomes
- Know that you create your reality
- Difficult situations are opportunities to learn and grow
- Use positive language your keep your thoughts positive
- Garbage In – Garbage Out
- Be grateful
- Begin your day with positive affirmations, meditation, reading
- Exercise, it’s natures happiness drug
- Use audio-video resources to reinforce positive messages
- Associate with positive people – avoid emotional drags
- Express your appreciation
- Defeat negative thinking as those thoughts occur
- Take care of yourself (healthy eating, enough sleep, and exercise)
- Change your response or avoid stressful situations
- Change the paradigm
- Avoid Television News Programs
- You attract positive people
- You become more relaxed and at peace with yourself.
- You develop and enhance your sense of empathy
- You achieve positive outcomes
2. Operating Partners – Legacy Pizza Chain – New
6. Controller – Atlanta-based Consumer Products – Digital Company – Completed
Effective Communications: Myths And Realities.
Lately, I have been thinking a lot about the Chevrolet Nova. Not because it was a classic automobile, but the myth of its poor sales record in Latin America. You may have heard the story. Allegedly, the Nova did not sell well in Latin America because translated into Spanish, the word Nova means “no go.” The story is false, of course, but it serves as a useful metaphor for the perils of poor communications, especially the concept of speaking past one another. This is a classic situation, where one’s message is totally misconstrued by the other. I suppose I am thinking more about this issue as it is prevalent in the culture. It is also an issue when communicating with clients, colleagues, friends, and family.
Evaluating:
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You judge and then either agree or disagree.
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Probing:
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You ask questions from your own frame of reference.
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Advising:
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You give counsel, advice, and solutions to problems.
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Interpreting:
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You analyze others’ motives and behaviors based on your own experiences.
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Making Job Search/Recruiting & Selection More Efficient
Monica is an accomplished professional coach I met through a mutual friend. Our paths crossed again this week at a presentation on artificial intelligence for job search. We had a few minutes to talk before the meeting, so she updated me on her current project. Sponsored by one of the more prestigious local universities, her assignment is to make job-search/recruiting and selection more productive. When I first talked with her about this project, earlier in the year, she was beginning to frame the analysis. Now, she has an appreciation for the magnitude of her challenge. Monica suggested that we meet again later in the week for a follow-on conversation. We scheduled a meeting Thursday afternoon.
Working With PEGS: What You Should Know
This week ended on a sour note as one of my consultants lost a contract with one of our clients. It wasn’t his fault as the client company did not realize that their Private Equity owner had a resource to fill their need. Unfortunately, those situations are not uncommon. It is a fact of life in the New Normal.
- Turnarounds
- Public to Private
- Divestitures (Carve-Outs)
- Family Business Exit Strategy
- Funding emerging brands needing capital
Dealing With Rejection
Begin With “Why”
“He who has a why can endure any how.” Frederick Nietzche
- What you do.
- How you do it.
- Why do you do it? What is your purpose?
- Build loyalty
- Hire people who believe what you believe (they will give their blood, sweat, and tears.)
- Passion, alignment, values
Put Your Plan On One Page!
Make Your Exit With Style: Part II
My last post was about Joanne’s exit plan. After 25 years with her one and only employer, she has decided to leave the company. She has never resigned from a company before. The stakes are high and the environment is problematic. The thought of giving her resignation creates a sense of dread. That post ended with Joanne’s commitment to a plan of action.
In the next few weeks, Joanne went to work on her plan. The strategy we formulated was to separate the formal resignation from the severance discussion. Her first task was to draft a resignation letter. Before doing so, she sent me an email that outlined the requirements for voluntary termination pursuant to her employment agreement. Her objective was to make her termination date coincide, to some extent, with her 25th anniversary. She was reluctant to provide a firm date, however, as she was unclear as to the effective date for her incentive compensation. And, she did not want to create suspicion by asking too many questions to confirm those dates. We agreed that she should leave the official date, “to be determined” subject to the eligibility dates for her incentive program.
A few days later, I received her draft resignation letter. It was an excellent product, short and to the point. She told her employer that after 25 years with the company she felt the need to do something different. She expressed gratitude for her success and professional development. She made a commitment to exit within the terms of her employment agreement. She incorporated the advice she had received, making the document complementary to leadership. It was positive, aligned with the firm’s core values.
Joanne’s next task was to prepare her Transition plan. The first part of that document was mostly administrative. She gave the required 90-days-notice. She committed to work through her notice period and to provide support and consulting services after her official termination date. She agreed to help transfer her responsibilities to other members of the team and to provide further support as needed. Additionally, she offered to be available for additional time, up to six months, to help her employer with other relevant issues.
The second part of her transition plan was to lay out her financial requirements. It was a detailed list of requests related to compensation and equity issues. I provided feedback to the extent I could and suggested that she seek advice from others for issues beyond my expertise. Most of her terms were basic, covered by her employment agreement. Some were to ensure that she received compensation earned in FY 2017, but payable in 2018. Not a big deal. Some of her requests were aggressive, like asking for a 12-month continuation of salary and professional outplacement services. I advised her that those demands are beyond the norm for a voluntary termination, which she must factor into her negotiating strategy.
I saw Joanne again this week. She briefed me on her progress since giving her resignation, which she said went well. It was agreed that she could tell other members of the firm individually. She added that her Psychologist has been very helpful. They have been role-playing, with at least one role reversal session. Currently, the partners are reviewing the terms of her proposal. The plan is to reconvene in the next few weeks to finalize an agreement.
Recognizing that some of her requirements are beyond the scope of her employment agreement, she asked how to justify her position. I suggested that she become an Ambassador for the company. When she leaves, there is no guarantee that her clients will stay with the firm. She could help ensure they do and send new business to the firm. The company’s downside risk would be clear, without the need for an overt threat.
This is a unique situation, at least for Joanne. The story is not yet complete, but her confidence has improved dramatically. If you are facing an unfamiliar situation it helps to have a plan. Begin with a complete understanding of the situation. Seek professional help if needed. Talk to people with experience in the matter. Be clear about your ideal outcome. Evaluate different scenarios and role play. Joanne’s confidence increased with the completion of each step of the process we created. The more effort you put into planning for the event, the greater the likelihood you will achieve your desired outcome.
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Jim Weber, Managing Partner
ITB Partners
Jim.Weber@itbpartners.com
Author of: Fighting Alligators: Job Search Strategy For The New Normal
Current Assignments
1. COO- Atlanta-based Casual Dining Restaurant Company – New
2. Controller – Atlanta-based Consumer Products – Digital Company – Completed
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 Restaurant Company: New
7. Outplacement Assignment – Atlanta-based Manufacturer: Complete