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

“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

www.newcenturydynamics.com

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 protégé as 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

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