Tag: Career Management

Posted on

Pan Asian-Pacific American Heritage Month

A week ago, Saturday, my wife and I attended an event hosted by the Pan Asian Pacific American Council of Georgia, celebrating Asia-Pacific American unity. We were invited by a client of Laotian descent who is very active in the Gwinnett County, Georgia community.  I enjoy experiencing different cultures, although it’s usually by sampling their food. However, I lived in Hawaii for three and one-half years, during junior high and high school, so I have some experience with the Asian community.  I knew this event would be fun.

 

Pan Asian Opening Ceremony-2 5-18-2019

The evening was a celebration of their successful blending into the American mosaic.  It began with a flag ceremony; the American flag leading the way, followed by women in traditional costumes, carrying the flags of their native lands. Everyone stood for the Pledge of Allegiance, followed by a solo rendition of the national anthem.

 

The atmosphere was a mixture of pride for their heritage and old fashion American patriotism. The event featured traditional music, songs, dance, and wardrobes.  The drummers were awesome!  Naturally, events like this are a magnet for politicians, so the agenda featured speeches by local representatives.  Thankfully, they were brief and unremarkable.  The last event of the evening, just before my wife and I had to leave, was the scholarship presentation to new high school graduates. It was symbolic of the community’s progress.

 

May is set aside to honor Asian Americans and Pacific Islanders. During this month, we celebrate their culture, traditions, and history.  May was chosen for this recognition as events significant to the Asian Community occurred this month.  The first Japanese immigrants to the United States arrived on May 7, 1843, and the completion of the transcontinental railroad was May 10, 1869.   Many of the workers who laid those tracks were Chinese immigrants. On October 5, 1978, President Carter signed legislation recognizing Asian American Heritage Week. In 1990, President George H. W. Bush signed a law to expand this recognition period to a month. At that time May was officially designated as Asia-Pacific American Heritage Month.

 

The following Tuesday, I was scheduled to meet my client at her office in Lawrenceville, the Gwinnett County Seat.  We planned to meet at 1:00 p.m. to review a draft report of the initial assessment phase of my work.  My client saw an opportunity to add a free lunch to our agenda. She invited me to join her for the Pan Asian Pacific Islands American Appreciation Day at the Gwinnett County Courthouse.  According to the U.S. Census Department, the July 1, 2018 estimate for the population of Gwinnett County was approximately 927,781 citizens. Americans of Asian and Pacific Island heritage count for 12.3% of the total population, making them a very significant constituent group.

 

We were surprised to learn, however, that what she thought would be a quick lunch and proclamation, turned into a 2 1/2-hour affair that included speeches from County Commissioners, a panel discussion, and then a recognition ceremony at the beginning of a meeting of the County Commission. It’s safe to say that whenever politicians get involved in an event, the time commitment will increase.  As I had set aside the entire afternoon for my client, I wasn’t fazed a bit.  In fact, I enjoyed it.

 

The event began with a welcome from a County Commissioner, as we enjoyed our lunch, followed by a few words from an Asian American Commissioner.  A Panel Discussion was the next item on the agenda.  The Panel included a Muslim American, two Vietnamese Americans of different generations, a Chinese American, and an Indian American. All are first-or-second-generation Americans, many coming to the United States as a result of the Vietnam War. The gist of the discussion was about aligning around common interests and challenges to move the community forward. I found some very interesting parallels to those of a business start-up trying to establish itself in the marketplace. They spoke to the same points I had made in an earlier post on networking; the key to success is to interact, participate, and to engage.

 

I was impressed by the pride these Asian-Americans have for their heritage and appreciation for their American Citizenship.  Clearly, their assimilation hasn’t been easy, but they are thriving and optimistic.  My takeaway is that one’s success in life requires a commitment to a goal.  To achieve that goal, one must interact, participate, and engage.  This recipe holds for building a business, assimilation into the community, and for gaining political power.

Thank you for visiting our blog.

I hope you enjoyed our 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, Managing Partner

ITB PARTNERS

Jim.Weber@itbpartners.com

Author of: Fighting Alligators, Job Search Strategy For The New Normal

 

Posted on

For the Sake of Learning

Josh Sweeney Presentation on Culture First Hiring

Recently, a number of info-graphics comparing the habits of successful people to those that aren’t, landed on my Pinterest feed.  A few of their points spoke to reading as opposed to watching television and a zest for continual learning as significant differentiating factors.  Although I couldn’t disagree, I didn’t pay it much attention until a recent conversation with my friend, Faith.  She was excited to tell me that she had just received a tuition reimbursement check from her employer.  As she is working to complete a college degree, she is making good use of her company’s education assistance program.

 

She continued, saying that she valued that benefit and planned to take full advantage of the program.  I agreed with her thinking and complimented her employer for offering the benefit.  However, I lamented that too many employers have scaled back on their training programs and lack cultures that reinforce the benefits of life-long learning.  Naturally, we agreed that it was a topic I needed to explore further.

 

A few days later, Dennis, an alumni buddy, and I were enjoying our cigars and adult beverages, talking about cars. He told me how another friend, John, got him interested in doing his own car repairs.  John showed Dennis how to research the issue, find the right parts, and make the repairs.  Over time, he gained confidence as he accumulated experience.  He has resolved many maintenance issues, like replacing brake pads and rotors, saving a lot of money.  This is a skill set he developed with a little encouragement from a friend.  I know that he takes pride in this ability which gives him great satisfaction.

 

On the other hand, I am reminded of a colleague who had no interest in learning how to use a Personal Computer.  It was a time when PCs were moving rapidly into the workplace but before the introduction of laptops.  He told me, “why should I know how to use a PC, that’s why I have an assistant.”  The irony is that the PC replaced the administrative assistant, except for the more senior level staff. I often wonder how long it took him to catch up to his peers?

 

Much has been learned about the brain that supports the value of lifelong learning.  A healthy body and sound mind is the key to a long and happy life.  The brain is like a muscle, either use it or lose it!   Learning is like any other skill that requires practice.  With practice one masters the subject. Lifelong learning or continual learning is an attitude, a mindset.  If one believes in the importance of learning new information, or skills they will make the effort to pursue that course.  If not, stagnation may develop, putting one’s career in jeopardy.  As a commercial enterprise is a collection of people, an organization, it follows that it would benefit from continual learning.  Building a learning culture is a viable strategy to keep employees interested and engaged, supporting innovation and productivity improvements.  A learning culture creates competitive advantage.

 

I am a big fan of YouTube.  The variety of their videos seems to be endless.  Among others, I have viewed programs to improve my efficiency with Office 365, manage my websites, develop landing pages to build my contact database, and facilitate greater exposure for my brand.  My time on YouTube has increased my productivity in so many areas that I’ve become an addict. The point is, YouTube is a free service.  It’s a platform for brands to build customer loyalty by training to maximize the utility of their products.  Tuning into YouTube seems to be a ‘no-brainer,’ for individual learners, and for employers.

 

It is all too easy for professionals to get into a rut, going on autopilot as it were, as the vicissitudes of daily life take president.  Companies are no different.  They develop successful business models and continue executing that formula, sometimes without noticing the changes happening around them.  Brands that maintain long term relevance, do so by listening to their customers.  They Learn.  The best brands know that their employees are their customers too.

 

Creating a learning culture really isn’t difficult.  One small change can spark a virtuous cycle of change.  Providing education benefits to employees is a good step toward creating a continuous learning culture.   At the end of the day, however, it’s the responsibility of leadership to build a culture for success.

Thank you for visiting our blog.

I hope you enjoyed our 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, Managing Partner

ITB PARTNERS

Jim.Weber@itbpartners.com

Author of: Fighting Alligators, Job Search Strategy For The New Normal

 

 

 

Posted on

Mentors, Coaches, and Networking

Josh Sweeney Presentation on Culture First Hiring

This week I received an article from my friend, Faith, which she described as ‘must read.’  When Faith sends me a ‘must read’ article, I jump on it!   This article was an excerpt from The Complete Guide to Building Your Personal Brand, a book written by Neil Patel and Aaron Agius.  Actually, the article is chapter 6, How to Connect With Mentors.

 

 

The article begins by stating that “74% of hiring managers, believe that job seekers need the support of a mentor, counselor, or job coach whereas, only 40% of job seekers actually have a mentor to help them through the process.” They quoted Madeline Slutsky, Chairman of the Career Advisory Board and Vice President of Career Services at DeVry University who stated that “job seekers are doing themselves a huge disservice by ignoring the wealth of guidance and insight a mentor could provide.”

 

 

They quoted Rachel Louise Ensign of the Wall Street Journal who said that “a mentor can help a young worker answer tough questions about his or her career path and get perspective on the industry.  The relationship may even help you eventually land a new job.”

 

 

After the setup and further prose on the value of mentors, the article laid out a systematic approach to identify a mentor, how to engage the prospective mentor, and the need to formalize a structure for a productive relationship.

 

 

This post was clearly meant for someone beginning their career, a primer as it were, which is fine.  It’s an important topic, worth discussion.  There’s so much to learn about navigating organizational cultures that one needs a mentor or coach to help accelerate their learning.

 

 

I find it useful to distinguish between the work of a coach and mentor.  Although there may be some overlap in their approach, there is a difference.  A mentor is more of a strategist and generalist whereas a coach is more tactical and specific.  This point is a generalization, of course, as mentors can be strategic or tactical, depending on the situation. In my experience, mentors are people you call on to better understand the dynamics of a situation. They are guides.  They don’t tell you what to do but help you learn by providing options to consider.  A coach, on the other hand, helps you develop skills and provides feedback and encouragement.  Another important distinction is that coaches are often paid for their services.  Mentors are volunteers who gain satisfaction by giving back.

 

 

The situation is relevant as well.  A mentor or coach appropriate for career development on the job may not be suitable to help you during a job search.  A career coach experienced in job search will provide relevant tactical support for resume preparation, networking effectiveness, and interviewing skills, to name a few.

 

 

I couldn’t help but think that finding a mentor is a subset of building a network to support your career.  That thought sparked my thinking on a broader level.  Faith’s recommendations tend to do that.  I was reminded of the chapter I’d just read from Strategic Connections.  Those authors speak about the importance of creating teams to accomplish different objectives.  They say that, depending on the nature of the objective, different personality types are required to achieve the objective.  They identify 14 different archetypes as follows:

 

 

  • The Sponsor
  • The influencer
  • The Cheerleader
  • The Wise Elder
  • The Novice
  • The Heart
  • The Wizard
  • The Brain
  • The Critic
  • The Guru
  • The Sarge
  • The Promoter
  • The Creative
  • The Global Citizen

 

 

Thinking about the issue further, finding mentors and coaches is part of building your network. You’ve probably been on different teams from time to time, both at work and play, so you have experience.  To achieve important goals, we often need to assemble a team.  Depending on the nature of the objective, the team may be broad, or it may be small.

 

 

From a broader perspective, the issue is about building a network of people with diverse skills and perspectives who can be a resource to you.  I believe it’s about developing relationships based on mutual respect and interests.  You’re not only developing a team to support your needs; you’re a member of your contacts’ teams.  Expect to be called on when they need you.  Make sure to answer their call.

 

Thank you for visiting our blog.

I hope you enjoyed our 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, Managing Partner

ITB PARTNERS

Jim.Weber@itbpartners.com

Author of: Fighting Alligators, Job Search Strategy For The New Normal

 

Posted on

Houston, We Have A Problem!

I swear, I must have been transported into an alternate Universe this week, where I was an actor in a sitcom.  Something resembling “I love Lucy.”  You know how sitcoms are written, there is always the main plot with a few sub-plots working.  By the end of the show, all the plots converge on one common theme. Yes, I was living through a sitcom episode in my alternate Universe.

It began a week ago Friday evening when my wife’s car wouldn’t start.  She was at a job site which required the car to be towed to the nearest Dealer.  It sat there until Monday when the Service Department opened.

As she is a residential contractor, she rented a car to keep her projects on track.  Unfortunately, she fell in love with the rental and decided it was time for a new car.  It must have been the electronics package.  Naturally, I protested!  Her car is ten years old but hasn’t even cracked 100,000 miles.  In fact, it is very reliable and has had few problems.  From my perspective, the car isn’t even broken in.  We have been married for 43 years, so I knew how this would unfold.  My best logic would be deployed to no avail.  I could only hope to minimize my losses by working at the margins.  By the beginning of the week, we weren’t speaking much.  Houston, we have a problem!

I realize that most purchases are made on emotion and later justified by tortured logic.  Surprisingly, I have come to believe that is not limited to the consumer world.  All too often I have seen that scenario play out in the business world.  This is was our sub-plot.

Monday, I met with a senior consultant for the local office of a National outplacement firm.  He invited me to explore an opportunity to collaborate. I told him how we help our members understand and adapt to the new employment paradigm.  I explained my view that we are all ‘free agents’ in a dynamic environment.  Professionals will move between W-2 and 1099 status as tenures become shorter and shorter.  We have little control over the employment situation created by the digital transformation of the economy.  He invited me back to speak to his clients.

Tuesday, I moderated the monthly meeting of the BENG Atlanta Chapter.  Our featured speaker, Erica McCurdy, a Master Coach, and ITB Partner facilitated a discussion entitled “Not every problem has a solution.”  The gist of her message was don’t confuse situations with problems. There is a difference.   A situation is a state of being; a confluence of events beyond one’s control.  Situations require one to adapt whereas problems require solutions.  Was it merely a coincidence that I was hearing this message from Erica?

It’s useful to know the difference between problems and situations to focus your energy on things you can change.  If you try to change things that cannot be changed, your state of mind will suffer.  By resolving things that can be changed, you will reduce stress and improve your life, especially if you eliminate unproductive effort.

Successful people view problems as opportunities to grow, improve, and adapt.  For them, problems are a part of life.  Their positive attitude toward problem-solving improves their outcomes.  Experience makes future events easier to traverse.  We should accept problems as a normal, unavoidable condition of life.

I spent the rest of the week evaluating situations and problems.   As I dissected what I assumed were problems, I realized that some were situations.  In these cases, I found opportunities to employ my leadership skills.

This week unfolded within the context of my wife’s desire for a new car.  I had a situation.  She had a problem. When she sets her mind on a course of action, I become a spectator.  During our marriage, I can’t remember winning a major battle, but I’ve had success at the margins.  Guys, I think you know what I mean.  While I became more obstinate, digging in my heals, she negotiated a better deal.  I lost, of course.  I knew I would. My life was imitating art.  Today, she is very happy with her new car.  I live on to fight another day.

Thank you for visiting our blog.

I hope you enjoyed our 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, Managing Partner

ITB PARTNERS

Jim.Weber@itbpartners.com

Author of: Fighting Alligators, Job Search Strategy For The New Normal

 

Posted on

Bring Me Solutions, Not Problems!

I enjoyed another productive week.  Monday, I attended a cocktail/dinner reception for the Dean of the College of Business for my University.  This reception included a small intimate group of staff and alumni.  It was fun to catch up with old friends and make some new ones.  I spent Tuesday evening with four alumni volunteers discussing ways to move the Atlanta chapter forward.  Wednesday, I went Full Hemingway working at a cigar bar. I call it ‘Full Hemingway’ as I imagine Earnest at work, alternating between puffing on his cigar and sipping scotch.  Working with a cigar in one hand and a Guinness in the other is my favorite way to read a contract, or to write my blog posts.  Also during the week, I had productive discussions about potential assignments and signed a new consultant.  Thursday was a bit of a hiccup, however.

At this point in my career, my favorite role is that of a mentor and coach. This style works well for me when interacting with alumni volunteers as well as leading my consulting group. I cannot say it’s always easy as my nature is that of an action oriented, ‘get-it-done-now’ kind of guy. Fortunately, I’m usually able to resist that urge. Sometimes, my coaching style will resemble playing a hand of Poker. Especially if someone tries to dump their perceived problem on me.  An issue has been building.  It came to a head this week.  So, I moved into Poker mode.

It began a couple of months ago when two of my practice group leaders recommended a significant change in strategy for our consulting group. Their recommendation was based on personal beliefs, not data.  Without speaking to the merits of their idea, their timing was perfect. We were beginning our strategic review and I needed someone to drive the process.  Besides, the analysis would determine the viability of their thinking or not.  As they had not presented a well-thought out strategy, and plan, I felt satisfaction by handing the issue back to them to properly evaluate.

Thursday, our leadership team reviewed the findings of the strategic analysis and discussed recommendations for our 2019 plan. It was noteworthy that our clients expressed almost no interest in the concept floated by my colleagues months ago.  The data had spoken. My colleagues were silent on the issue so I let it die a natural death. 

However, another more important issue had been revealed.  I was not surprised by the finding, but it still needed further clarification. I’ve had enough expertise with marketing research to know that a customer’s stated need is often a symptom of some other issue. Reacting to a perceived need without additional analysis can become an expensive waste of resources. However, one of the two practice leaders who floated the other strategic change became agitated that we were not addressing this perceived need to his satisfaction. I did not respond to his comment, nor did anyone else.  His outburst gave me pause, however.

Later, in a conversation with this colleague, I asked if he was interested in analyzing the issue; to recommend a course of action and create a plan. I asked if he would like to take the lead on this project. In poker terms, I just called his bluff. His response was, “gee, that’s a lot of work. What’s in it for me?” I thanked him for his honesty and ended the conversation. He had told me everything I needed to know.  I realized that I have a coaching issue to address.

Early in my career, I was coached to bring my boss solutions, not problems. That advice served me well as I’ve built my career by analyzing gaps in performance; evaluating alternative solutions; creating plans to realize the optimal solutions and executing those plans. In my world, this is the fundamental role of a professional. This is so natural to me that I feel as if I’m interacting with an alien if I encounter someone who doesn’t live by this concept. If you want to be a professional bring me solutions, not problems.

My friend Faith thought the timing of this topic was interesting as it reminded her of a conversation, she’d had this week.  She told me that “clients are looking for the value that solutions generate. It is hard to unseat an incumbent when they have returned value year after year.”

Executives have a lot on their plate.  Their time is precious.  Spending time listening to someone complain without offering a solution is a waste of time and it’s irritating.  In fact, if this behavior persists, it will eventually end one’s status, and employment.

Thank you for visiting our blog.

I hope you enjoyed our 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, Managing Partner

ITB PARTNERS

Jim.Weber@itbpartners.com


Author of:  Fighting Alligators, Job Search Strategy For The New Normal

Posted on

Gregg Burkhalter to Present at March BENG Atlanta Chapter Meeting

Business Executives Networking Group

Join us for the March Atlanta BENG Chapter Meeting featuring Gregg Burkhalter who will present: “LinkedIn & Personal Branding (2019) – What You Need To Know”

Greg Burkhalter is a recognized authority on Personal Branding and LinkedIn. He has helped countless professionals in the U.S. and abroad define and grow their Personal Brand using LinkedIn. Gregg spent the first part of his professional career behind the microphone at radio stations in Savannah, Jacksonville, Charleston, and Atlanta. Following his radio years, Gregg worked in national music marketing and distribution.

Today, Gregg is known by many as “The LinkedIn Guy.” He provides Personal Branding Coaching and LinkedIn training via one-on-one and group training sessions, corporate presentations, and webinars. He is a frequent speaker at civic and chamber events and area universities.

Register Now!

Date and Time

Tue, February 12, 2019

7:30 AM – 9:30 AM EST

Add to Calendar

Location

Bella’s Kitchen

6600 Peachtree Dunwoody

350 Embassy Row

Atlanta, GA 30328

View Map

Monthly meetings are structured to help each member get the maximum benefit.

BENG Networking Meetings:

  • Are approximately two hours in length.
  • Are typically held monthly.
  • Range from 10 to 30 attendees, but average is 20.
  • A skill building presentation.
  • Allows each attendee 30 seconds to introduce themselves, talk about their background and expertise, and to present their Target Companies and networking needs.
  • Please bring business cards and your marketing plan if you have one.

Networking meetings provide members with an opportunity to sharpen their networking skills, meet peers from various disciplines and share business opportunities and job leads.

To register or for more information:

R.S.V.P required. For more information about The BENG, go to www.thebeng.org.

Posted on

Interview with a Career Coach

Richard Kirby, Executive Impact

Last week I ended my post recommending that you seek professional help to achieve your career goals, especially if your efforts haven’t been successful.  This week I am pleased to provide you with more information in this connection.  What follows is my interview with my colleague Richard Kirby a Career Coach.  Richard has been helping people achieve their career goals for 20 years, so he is the ideal person to provide insight into the subject.

Jim: Richard, thank you for making time to talk with me. To get started, tell me what a career coach does. Why does someone come to you for help?

Richard: Jim, I help my clients evaluate their strengths and weaknesses and develop a plan to address those weaknesses. A large part of my work is to help them find a role that makes them happy.  This may be with their current employer or with a new employer if they are between jobs.

Jim: That is terrific Richard! Can you tell me more about the process you follow to help your clients?

Richard: My process begins by having the client complete a self a valuation.  I use a number of online assessments to identify needs for improvement. This helps me focus the client on their objectives. I also help them craft a marketing plan to land their desired role.  It could be a role different from their current career path but one that will use the same skill set that is equally fulfilling. So, I help them identify and uncover career opportunities and to go after them.

Jim: After you’ve worked on needs and have developed a marketing plan, what’s next?

Richard: The next phase is to help them prepare for the interview.  I began with a five page ‘how to prepare’ worksheet which gets the candidate thinking about answering questions they should expect. I also help the candidate respond to difficult questions which may relate to changing industry segments or gaps in their profile compared to the employer’s expectations for ideal candidate. We’ll conduct mock interviews, which I video, to be reviewed and studied by the candidate. I make notes and comments about their body language, verbal style, and the quality of their answers. Later, we have a follow-up discussion to reinforce the positives and identify work to be done. I am very hands-on with my clients.

Jim: Richard, how important is it to understand the employer’s culture? How do you coach a client in this area?

Richard: I have tools to help the client understand the target’s culture. I suggest they use Glass Door and talk with people who work for or have worked for the company.

Some aspects of the culture will inhibit the candidate from getting the first interview, like educational background or prior employment. There is nothing to do to fix those gaps, at least in the short run. It is different than one looking to improve their situation with their current employer as they are already part of the culture. They know it, live it, and understand it.

In one case a client was able to create his ideal job by finding a need that wasn’t being addressed. I coached him to present the need to the department head and then sell himself as the solution.

I consider myself to be the client’s champion. I am their chief motivator and inspiration.  “I believe my clients have more potential and can achieve more than they think they can.”  I push them to believe in themselves and to face their fears. A good coach must believe in their clients. I have turned down or canceled contracts with one or two who did not have enough self-confidence or failed to follow through on their assignments.

Jim: What else do you do for your clients, Richard?

Richard: For an additional fee, when appropriate, I help them negotiate an offer to arrive at the best possible outcome.

Jim:  Richard, thank you for your time today!  I am a big fan of your work, especially for people who find it difficult to achieve their career goals.  I will provide links to aid anyone interested in more information about your services.

Thank you for visiting our blog.

I hope you enjoyed our 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, Managing Partner

ITB PARTNERS

Jim.Weber@itbpartners.com


Author of:  Fighting Alligators, Job Search Strategy For The New Normal

Posted on

Your Network Is Fragile: Handle With Care!

I awoke this morning to find an email from my friend and associate, Bill.  He recently accepted a job as a Chief Marketing Officer, (CMO) and will be relocating to the frigid north within the next six weeks.  The CMO position carries a big risk of short tenure/high turnover, so I am sure that Bill received an offer he couldn’t refuse.  He suggested that we get together for a Cigar and Whiskey prior to his relocation.  He also asked about continuing his membership with my networking group as he feels unable to make a meaningful contribution.  Bill’s question is common for people that have landed full-time employment.  I hear it often, especially from Baby Boomers.   I happily accepted his offer with plans to answer his question while indulging our favorite pass-time.

During my 20 years as an Executive Recruiter, I’ve seen a vast number of my peers lose their jobs and high salaries to be thrust into the job market. They weren’t ready to retire, maybe they couldn’t.  They may have had the benefit of an out-placement program, which is a good thing, but often they didn’t.  They got to work on their job search. They updated their resumes, bios, LinkedIn profiles, and other collateral material. They became reacquainted with online tools to research prospective companies and seek opportunities. They may have joined a networking group or two. Some even took to blogging.  

They faithfully executed of their plans, scheduling coffee meeting after coffee meeting and attending networking meetings. Their job search may have lasted six months, nine months, or sometimes over a year. Eventually they reconnected. They found a job that met their requirements and went back to work.  Life was normal again.

They didn’t care for unemployment, so they worked hard to ensure success at their new jobs. They invested extra time and effort on behalf of their employers. Before long, they had little free time available for networking.  That’s where their problems began. As they backed off their networking activities, their networks began stagnating.

But that’s not the end of the story.  Often, I saw those same people starting a new search, sometime within months, often within a year.  It is happening more frequently today. In some respects, a short tenure may be a blessing in disguise. It probably means that one’s network is still intact, available to be resurrected without much effort. That may be something of a paradox.  Unfortunately, the longer one is gainfully employed, the greater the likelihood their network will wither and become unproductive.

Job tenures are getting shorter and shorter, especially for Baby Boomers. The labor market is more volatile and dynamic than ever.  Today, a two-year tenure is the norm for a baby boomer’s next job. In many respects, two years isn’t that long. However, it is long enough to render one’s network so unproductive that significant time and effort is required to re-energize.   The market is dynamic. It continues to change.  Without constant attention the value of your network will become a diminished asset.

My recommendation is to reserve enough time to maintain and enhance your network when you find your next job.  Try to remain active with one or two networking groups to maintain your skills.  Professional Associations rank high with me as they offer professional development as well as networking opportunities.  If possible, seek out leadership roles to further enhance your visibility and resume.  LinkedIn should remain a high priority.  Make sure that your profile is always current, especially your contact information.  Engage with one or two groups, commenting on posts, and consider creating original content for publication.  Finally, be a resource to other job seekers by accepting their meeting requests.  

It’s a bad idea to stop networking after landing your next job!  It is a fundamental mistake I frequently encounter with job seekers.  Your network is a major asset, but it’s fragile.  Handle with care!

Thank you for visiting our blog.

I hope you enjoyed our 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, Managing Partner