No One Ever Calls Board Members!!
In your career search, consider contacting BOARD MEMBERS. Think about it. They are not contacted by job seekers because people don't think to do so, or they are intimidated from doing so.
Board Members are people too! They like to hear from smart, experienced executives like you who might be a solution to a problem or need that they have for their company. Board members have skin in the game and may be disgruntled with current executives or may be responsible for a major company initiative for which they may need your help.
Check the board members of companies where you want to work and deserve to work based upon your skills, background and interests. Email them and call them, offer to meet to chat about the company and how you might be able to help. A hint as to what may be high on their minds could be found in the "Press" section of the company website. See if current projects, introductions, acquisistions or other news is right in your wheelhouse.
Contact board members. It could be a fast means of connecting with your target companyies' key opportunities.
Good luck and happy hunting!
Tuesday, October 12, 2010
The Best Career Tool- Your Communications Platform
Your Communications Platform
A simple document I call "Your Communications Platform" is very useful as a means of organizing all your communications including your resume selling line, bio, 60 elevator speech, LinkedIn page, and other communications to ensure you are speaking clearly and with "one voice" to people who matter in your career search.
The first section is the "Key Selling Statement". It concisely describes your primary professional focus (senior IT executive) and your key support value (adept at building effective teams across the company).
The second section is your "Target Audience". You have to know to whom you are speaking in order to create strong communications messages.
The third section is your "Unique Selling Point". This is the special quality that sets you apart from other professionals in your field.
The fourth section is your "Key Support Points". This includes your education, major employment highlights, professional strengths, and other factors that add credibility to your Key Selling Statement.
The fifth section consists of 3-4 brief stories that illustrate, in bright prose, all of the above information.
You should write all of this down, refine it with some close associates and then PRACTICE and USE IT in all of your communications.
Good luck and good hunting!
A simple document I call "Your Communications Platform" is very useful as a means of organizing all your communications including your resume selling line, bio, 60 elevator speech, LinkedIn page, and other communications to ensure you are speaking clearly and with "one voice" to people who matter in your career search.
The first section is the "Key Selling Statement". It concisely describes your primary professional focus (senior IT executive) and your key support value (adept at building effective teams across the company).
The second section is your "Target Audience". You have to know to whom you are speaking in order to create strong communications messages.
The third section is your "Unique Selling Point". This is the special quality that sets you apart from other professionals in your field.
The fourth section is your "Key Support Points". This includes your education, major employment highlights, professional strengths, and other factors that add credibility to your Key Selling Statement.
The fifth section consists of 3-4 brief stories that illustrate, in bright prose, all of the above information.
You should write all of this down, refine it with some close associates and then PRACTICE and USE IT in all of your communications.
Good luck and good hunting!
"Helping" for Career Success
The Career-Building Power of “Helping”
One of the most common complaints that I hear from job-seekers, especially those over 45, is that “the company where I was interviewing said I was overqualified for the job”.
I have come to believe that this is “company-speak” for several serious concerns on the part of hiring executives including “I don’t think I could work with this person”, “I am afraid he/she would take over my job”, “I really felt that the candidate was thinking about him/’herself and not our company in the interview process” and other similar negative conclusions.
The point is that companies are not actually concerned that the senior candidate is “over-qualified”. They want highly qualified people.
They are really saying they are worried that they will not be able to manage the experienced senior candidate because they are too taken with themselves and their success, and as a result, represent a threat to the hiring manager and perhaps, the company.
Think about it. Most of us look at the interviewing process as a chance to prove ourselves, “strut our stuff” and impress the people conducting the interview. We are taught to “sell ourselves” and cite specific achievements and successes. In short, we are taught to “bowl ‘em over”.
This may be true in the early stages of your career where you needed to impress the company with your educational record and personal dynamism. That’s because you hadn’t accomplished much yet.
However, once you are twenty or more years into your career, your resume and your bio (hope you have one) will tell your story and clearly illustrate your expertise.
What you really need to do in the interviewing process is “get them to like you”.
You don’t succeed at getting them to like you and want you to join them by over-whelming them and over-impressing them with facts, figures, and other fireworks.
You will succeed at getting them to like you and want to hire you if you use this approach::
- “I am an experienced (your professional focus) who has succeeded and is
dedicated to first and foremost, helping my fellow employees, company and clients succeed. My primary role is to help others. And that is what I would like to do at your company.”
Importantly, this takes the focus off of you and places the spotlight of your energy on THEM and their challenges. By the age of 45 or so, you are now an expert, someone who knows how to get the work done. Your resume and bio explain all of this.
But more importantly, you are someone who knows how to work with and through people to achieve those goals. So, make sure you convince, first yourself, and then others that your primary mission is not to take responsibility for achieving all sorts of goals and objectives. Your mission is, instead, to portray a sincere interest in others and in helping others.
Yes, you will have to do accomplish all those important goals and objectives, but the way you want people to believe that you do it is through helping, aiding and supporting others to get the work done.
Think about this and try it out. In fact, try it out with your family and friends, and watch them begin to look at you differently.
I hope this “perspective adjustment” makes sense to you, and helps you obtain the kind of work (not just a job) that is perfect for you. You deserve it.
Good luck.
One of the most common complaints that I hear from job-seekers, especially those over 45, is that “the company where I was interviewing said I was overqualified for the job”.
I have come to believe that this is “company-speak” for several serious concerns on the part of hiring executives including “I don’t think I could work with this person”, “I am afraid he/she would take over my job”, “I really felt that the candidate was thinking about him/’herself and not our company in the interview process” and other similar negative conclusions.
The point is that companies are not actually concerned that the senior candidate is “over-qualified”. They want highly qualified people.
They are really saying they are worried that they will not be able to manage the experienced senior candidate because they are too taken with themselves and their success, and as a result, represent a threat to the hiring manager and perhaps, the company.
Think about it. Most of us look at the interviewing process as a chance to prove ourselves, “strut our stuff” and impress the people conducting the interview. We are taught to “sell ourselves” and cite specific achievements and successes. In short, we are taught to “bowl ‘em over”.
This may be true in the early stages of your career where you needed to impress the company with your educational record and personal dynamism. That’s because you hadn’t accomplished much yet.
However, once you are twenty or more years into your career, your resume and your bio (hope you have one) will tell your story and clearly illustrate your expertise.
What you really need to do in the interviewing process is “get them to like you”.
You don’t succeed at getting them to like you and want you to join them by over-whelming them and over-impressing them with facts, figures, and other fireworks.
You will succeed at getting them to like you and want to hire you if you use this approach::
- “I am an experienced (your professional focus) who has succeeded and is
dedicated to first and foremost, helping my fellow employees, company and clients succeed. My primary role is to help others. And that is what I would like to do at your company.”
Importantly, this takes the focus off of you and places the spotlight of your energy on THEM and their challenges. By the age of 45 or so, you are now an expert, someone who knows how to get the work done. Your resume and bio explain all of this.
But more importantly, you are someone who knows how to work with and through people to achieve those goals. So, make sure you convince, first yourself, and then others that your primary mission is not to take responsibility for achieving all sorts of goals and objectives. Your mission is, instead, to portray a sincere interest in others and in helping others.
Yes, you will have to do accomplish all those important goals and objectives, but the way you want people to believe that you do it is through helping, aiding and supporting others to get the work done.
Think about this and try it out. In fact, try it out with your family and friends, and watch them begin to look at you differently.
I hope this “perspective adjustment” makes sense to you, and helps you obtain the kind of work (not just a job) that is perfect for you. You deserve it.
Good luck.
Friday, August 27, 2010
Re-Build Your Professional Network-Now!!
So, How Do I Re-build My Network?
By Peter Engler, www.englercareergroup.com
In my fifteen years of executive coaching, part of which was as a partner at a San Francisco retained search firm specializing in C-level searches for emerging dot-coms, I am often asked “how do I get my network re-built?”
People are so busy working to expand or keep their job that they have neglected their most valuable career-building tool, their network.
So here are some steps to get your network back up and running:
• Using Linked-In, spend a couple of late evenings or Saturday mornings connecting with everyone who comes to mind with whom you ever worked or studied. Obtain a list of your college and grad school classmates, and significant professors, and do the same thing. Connect with all the people with whom you ever did business, especially people who used to “sell” to you in your prior jobs. Ask them to join your LinkedIn network. Respond to their “agreement message” with a brief personal update and add them to your database (see below).
• Make sure your LinkedIn page includes your picture, bio, and LinkedIn Groups. Your LinkedIn page is a primary networking tool and should be impressive and complete.
• Next, Go to the websites of companies you respect, want to work at or are simply interested in; note the management team and board members with whom you have synergy.
• Contact them via email based on their highest potential for value to you. Reach out to 5-10 folks each week. Make this a weekly activity. Create a brief email format to use; first paragraph- tell them why you want to connect/meet them; second paragraph- why it is in their interest to know/meet you; third paragraph- state you will call at a specific date/time to set a phone or live meeting, and do it!. Include your bio, NOT your resume. Follow-up with “non-responders” with a brief voice-mail containing the same information in 2-3 weeks and re-send the initial email/bio.
• Note the authors of articles of interest to you in the WSJ, Forbes or other publications, and contact them with a brief note offering to be a source in the future (they need smart sources and will appreciate the offer). Reach out to influential industry leaders who might help you over time (don’t be shy).
• Keep track of all contacts through a CRM program (e.g. freecrm.com).
• Get to the point where you are adding/connecting with 5-6 prospective networking contacts weekly. Maintain your database.
• Every 4-6 months, send your “high-potential/high value” contacts (even “non-responders”) something of interest (WSJ article, etc), and a message of a personal nature (“hope that new product is doing well”, “let’s have coffee when you are in town next time”, etc).
• Begin to identify your “core network” of people who are of real interest and value to you and increase the frequency of contacts to keep them aware of you.
• Be sure to adopt a “helping” approach- avoid asking them for favors or specific help unless you are confident of their support. They will “get the joke” as to your intentions with this networking program, appreciate your consistent outreach, and refer you to opportunities in the spirit of networking.
At first, doing this will be irksome and time-consuming. But, you will begin to feel good about it because being proactive and reaching out to people is good for your soul and your career.
Good luck!
By Peter Engler, www.englercareergroup.com
In my fifteen years of executive coaching, part of which was as a partner at a San Francisco retained search firm specializing in C-level searches for emerging dot-coms, I am often asked “how do I get my network re-built?”
People are so busy working to expand or keep their job that they have neglected their most valuable career-building tool, their network.
So here are some steps to get your network back up and running:
• Using Linked-In, spend a couple of late evenings or Saturday mornings connecting with everyone who comes to mind with whom you ever worked or studied. Obtain a list of your college and grad school classmates, and significant professors, and do the same thing. Connect with all the people with whom you ever did business, especially people who used to “sell” to you in your prior jobs. Ask them to join your LinkedIn network. Respond to their “agreement message” with a brief personal update and add them to your database (see below).
• Make sure your LinkedIn page includes your picture, bio, and LinkedIn Groups. Your LinkedIn page is a primary networking tool and should be impressive and complete.
• Next, Go to the websites of companies you respect, want to work at or are simply interested in; note the management team and board members with whom you have synergy.
• Contact them via email based on their highest potential for value to you. Reach out to 5-10 folks each week. Make this a weekly activity. Create a brief email format to use; first paragraph- tell them why you want to connect/meet them; second paragraph- why it is in their interest to know/meet you; third paragraph- state you will call at a specific date/time to set a phone or live meeting, and do it!. Include your bio, NOT your resume. Follow-up with “non-responders” with a brief voice-mail containing the same information in 2-3 weeks and re-send the initial email/bio.
• Note the authors of articles of interest to you in the WSJ, Forbes or other publications, and contact them with a brief note offering to be a source in the future (they need smart sources and will appreciate the offer). Reach out to influential industry leaders who might help you over time (don’t be shy).
• Keep track of all contacts through a CRM program (e.g. freecrm.com).
• Get to the point where you are adding/connecting with 5-6 prospective networking contacts weekly. Maintain your database.
• Every 4-6 months, send your “high-potential/high value” contacts (even “non-responders”) something of interest (WSJ article, etc), and a message of a personal nature (“hope that new product is doing well”, “let’s have coffee when you are in town next time”, etc).
• Begin to identify your “core network” of people who are of real interest and value to you and increase the frequency of contacts to keep them aware of you.
• Be sure to adopt a “helping” approach- avoid asking them for favors or specific help unless you are confident of their support. They will “get the joke” as to your intentions with this networking program, appreciate your consistent outreach, and refer you to opportunities in the spirit of networking.
At first, doing this will be irksome and time-consuming. But, you will begin to feel good about it because being proactive and reaching out to people is good for your soul and your career.
Good luck!
Tuesday, May 26, 2009
Marketing the "Subset" of Your Area of Expertise
Lots of us seem to know our general area of expertise. We are engineers, accountants, sales people, copy writers, attorneys and other professional types.
Knowing your "supporting professional focus" can be very useful in identifying and obtaining the best position for yourself, and it is easily accomplished.
Look back in your professional and personal endeavors and think about the "role" you played on an engineering team, as a member of a corporate accountingteam, as a member of a successful sales organization. Recall what "role" you typically played or were asked to play by others.
Did you organize the meetings, set the strategy, take the notes, run the budget numbers, come up with the creative solutions, write the policies and procedures or lead the entire effort? As a subject expert, what is your "supporting expertise".
It is that dual role that you should reflect in your resume's "Objective" statement. "Highly-experienced corporate software developer at leading US and International Software Firms with unique ability to create profitable products based upon accurate cost projections and efficient product development procedures".
Now, the reader will know that you are 1) a seasoned software developer who can 2) work effectively with the finance, marketing as well as the R&D professionals to successfully launch profitable software packages. If that is what they are seeking, you have made it clear that you are a potential candidate. If it is not what they are seeking, then you very likely do not want the job as it is not "in your wheelhouse".
Take a look at your resume and your biography and ensure that you have this key information in a prominent position. Also, it should be on your LinkedIn profile and at other locations where you are marketing yourself.
Good luck!
Knowing your "supporting professional focus" can be very useful in identifying and obtaining the best position for yourself, and it is easily accomplished.
Look back in your professional and personal endeavors and think about the "role" you played on an engineering team, as a member of a corporate accountingteam, as a member of a successful sales organization. Recall what "role" you typically played or were asked to play by others.
Did you organize the meetings, set the strategy, take the notes, run the budget numbers, come up with the creative solutions, write the policies and procedures or lead the entire effort? As a subject expert, what is your "supporting expertise".
It is that dual role that you should reflect in your resume's "Objective" statement. "Highly-experienced corporate software developer at leading US and International Software Firms with unique ability to create profitable products based upon accurate cost projections and efficient product development procedures".
Now, the reader will know that you are 1) a seasoned software developer who can 2) work effectively with the finance, marketing as well as the R&D professionals to successfully launch profitable software packages. If that is what they are seeking, you have made it clear that you are a potential candidate. If it is not what they are seeking, then you very likely do not want the job as it is not "in your wheelhouse".
Take a look at your resume and your biography and ensure that you have this key information in a prominent position. Also, it should be on your LinkedIn profile and at other locations where you are marketing yourself.
Good luck!
Tuesday, April 14, 2009
Spiritual Psychology and its Value to You
I recently met with a spiritual psychologist and personal coach and was impressed with the course of instruction she undertook to try to marry the spiritual world with that of the emotional and intellectual aspects of psychology.
I think that a truly "balanced", and therefore happy individual, is one who has a good mix of spiritual and psychological/intellectual sensitivity of themselves and others; a true balance of "heart and mind". When I coach people, I first ask them to evaluate their "personal and professional resources". These are the diverse elements of our lives that we rely on in our daily lives. These resources include one's physical, spiritual, financial, inter-presonal and family, educational, experiential, and various extra-curricular preparedness. If many or most of these resources are in "good shape", then we can move onto examining how best to identify and achieve their future career goals and desires.
If these resources are weak or under-developed, then it is necessary to take steps to refresh and strengthen them before proceeding with their career program.
Take time today to fully evaluate your "personal and professional resources". If they are in some disarray, take steps to obtain the support of friends, lovers, family members, clergy and yes, a coach. Working with them, re-build your preparedness so that you can formulate and act on a career plan that will take you where you want to be- "professional success and personal happiness".
Peter Engler
Engler Career Group
www. englercareergroup.com
I think that a truly "balanced", and therefore happy individual, is one who has a good mix of spiritual and psychological/intellectual sensitivity of themselves and others; a true balance of "heart and mind". When I coach people, I first ask them to evaluate their "personal and professional resources". These are the diverse elements of our lives that we rely on in our daily lives. These resources include one's physical, spiritual, financial, inter-presonal and family, educational, experiential, and various extra-curricular preparedness. If many or most of these resources are in "good shape", then we can move onto examining how best to identify and achieve their future career goals and desires.
If these resources are weak or under-developed, then it is necessary to take steps to refresh and strengthen them before proceeding with their career program.
Take time today to fully evaluate your "personal and professional resources". If they are in some disarray, take steps to obtain the support of friends, lovers, family members, clergy and yes, a coach. Working with them, re-build your preparedness so that you can formulate and act on a career plan that will take you where you want to be- "professional success and personal happiness".
Peter Engler
Engler Career Group
www. englercareergroup.com
Thursday, March 19, 2009
Getting Traction in your Search
Ask the Coach: How To Get Traction with Your Job Search
Every week, NETSHARE hosts Ask the Coach, a phone-in coaching session with leading career management experts. Here is an excerpt from the most recent session with Peter Engler, president of the Engler Career Group.
What’s the best way to move your career to the next level? Peter offered this week’s Ask the Coach callers some very practical tips:
First, lead with a well-crafted executive bio, not a resume. A bio tells the other party you want to meet; you want an introduction rather than a job. It should include information to grab the other party’s attention and make them want to learn more. Check out your favorite corporate sites to get a feel for style and format.
Join groups that specialize in your areas of expertise. Consider the Marketing Executives Networking Forum (MENG), Finance Executives Networking Forum (FENG), or Finance Executives International (FEI). Industry associations, alumni groups, and other groups are excellent ways to network. Also join online groups on LinkedIn and NETSHARE. Become known!
Having worked with many executives, Peter cautions you not to send out more resumes than you can service. You can’t really talk intelligently about 500 companies – pick 20 to 25 that you can really target. Remember, just because the C Suite seems happy, the board of directors may think otherwise. Do your research! Find out who’s on the board and get to know them. To learn more about how to research companies, join Ross Macpherson to learn about “Properly Researching a Company,” this month’s Experts Connection teleseminar.
Remember your references are gold. Use them sparingly, and when you need them refresh their memory about the good things about your working relationship. Give them a heads up that they may be contacted. Ask them to contact you and share the questions they were asked, this will alert you to possible issues you can address with the recruiter or hiring manager. And when you land, let your references know you succeeded and thank them again.Ask the Coach: How To Get Traction with Your Job Search
(REPRINTED FROM NETSHARE.COM)
Every week, NETSHARE hosts Ask the Coach, a phone-in coaching session with leading career management experts. Here is an excerpt from the most recent session with Peter Engler, president of the Engler Career Group.
What’s the best way to move your career to the next level? Peter offered this week’s Ask the Coach callers some very practical tips:
First, lead with a well-crafted executive bio, not a resume. A bio tells the other party you want to meet; you want an introduction rather than a job. It should include information to grab the other party’s attention and make them want to learn more. Check out your favorite corporate sites to get a feel for style and format.
Join groups that specialize in your areas of expertise. Consider the Marketing Executives Networking Forum (MENG), Finance Executives Networking Forum (FENG), or Finance Executives International (FEI). Industry associations, alumni groups, and other groups are excellent ways to network. Also join online groups on LinkedIn and NETSHARE. Become known!
Having worked with many executives, Peter cautions you not to send out more resumes than you can service. You can’t really talk intelligently about 500 companies – pick 20 to 25 that you can really target. Remember, just because the C Suite seems happy, the board of directors may think otherwise. Do your research! Find out who’s on the board and get to know them. To learn more about how to research companies, join Ross Macpherson to learn about “Properly Researching a Company,” this month’s Experts Connection teleseminar.
Remember your references are gold. Use them sparingly, and when you need them refresh their memory about the good things about your working relationship. Give them a heads up that they may be contacted. Ask them to contact you and share the questions they were asked, this will alert you to possible issues you can address with the recruiter or hiring manager. And when you land, let your references know you succeeded and thank them again.Ask the Coach: How To Get Traction with Your Job Search
(REPRINTED FROM NETSHARE.COM)
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