Posts Tagged ‘Above The Rim Executive Coaching’


The other day, while conducting a mock interview workshop, I asked the interviewee what compensation he was looking for. He proceeded to say that he needed at least six figures because he has two kids in college and alimony payments in addition to his mortgage payments. Now you might think that this is a reasonable approach, to determine what your obligations are and therefore what you need to earn.

However, your obligations have no relevancy to the company or to the value you bring to an organization. The reality is that whatever projects, processes and tasks you do for a company need to contribute to either the growth of revenue, the reduction of costs or the mitigation of risk. If your work is not helping the company in any of these areas, it is hard for a company to justify paying your salary. Therefore it is essential for you to understand how your work in impacting your organization.

In an earlier blog I wrote about 10 Tips to Optimize Your Career Security. This is the fourth instalment, Tracking Your Success. If you have followed the first tip and ask the right questions, you will understand how your projects and tasks fit into the needs and goals of your company. Once you understand this, establish Key Performance Indexes (KPI’s) relevant for your tasks and projects to measure your growth and performance. These can be in the area of time saved, improved efficiencies, improved productivity, and improved quality. You can then measure your performance against when you took over a position, or show year to year improvement.

Renowned management thought leader Peter Drucker is often quoted as saying that “you can’t manage what you can’t measure.” What this means that you can’t know whether or not you are successful unless success is defined and tracked.  With a clearly established metric for success, you can quantify progress and adjust your process to produce the desired outcome.  Without clear objectives, you’re stuck in a constant state of going through the motions

Not only do these measurements help your organization to understand your success, but it also helps you to understand your value. When you are able to articulate your success through quantified accomplishments, you demonstrate that you are aware of how your role impacts an organization, and that you are not just going through the motions, but striving for the success of the company you work for. You are no longer a commodity for the company, but a solution for their problems and a resource for their opportunities.

This blog is written by Greg Johnson of Above The Rim Executive Coaching

Gold Bars Image courtesy of ponsulak / FreeDigitalPhotos.net

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A few weeks ago, I wrote a blog on 10 steps to optimize your career security. This is the second installment in elaborating on the 10 steps. It may seem like a no brainer that, in order to increase your career security, you really need to master your role. Unfortunately, the culture in most of corporate America fosters an attitude of doing things the easy and convenient way rather than doing the best way. In most cases, if a person performs at 70% or 80%, their compensation will be no different than if they perform at 100%. Furthermore, people feel they don’t have the time to really take the steps to fully master their role. People get into a pattern of punching the clock, trudging through the daily grind, with the goal of getting through the day. We end up just going through the motions.

The problem is two-fold. First is that productivity for the company really suffers. Secondly, and from a personal career perspective, more importantly, this type of work philosophy validates the company’s view that employees are nothing more than commodities, and when it is time to cut costs, the employee gets the boot.

In order to truly master your role, you need to understand what part it plays in helping the organization achieve its mission and goals. If you have taken the time to ask questions as discussed in the first installment, you will have a greater understanding of how you are contributing to the bottom line of the company.

Additionally,industries and technologies are constantly changing. Are you staying on top of the advances? You need to be constantly seeking ways to increase your knowledge. Ways meet this demand will be addressed in a future blog.

Finally you need to be constantly looking for ways to improve performance and quality. Too often employees are not motivated to make these improvements because it takes too much work, and it is easier to just go with the status quo. Again this is where complacency sets in, and also furthers the employer’s view that you are just a commodity.

* Three Business Men by Kosta Kostov

In my most recent blog, I discussed 10 practices that will optimize your job security. Today, I want to elaborate on the first practice; Ask questions and be an active listener. Are you asking the right questions on the job? The biggest challenge I see for people who are looking for a new job is that they cannot identify the value of what they have been doing in their career. A vast majority of professionals view their job in terms of the process or tasks they do on a regular basis. The problem is that this just reinforces the fact that you are a commodity in the eyes of the employer. What you have to keep in mind is that in order for you earn a salary, you need to:

  1. Help the company generate more revenue than the cost of employing you
  2. Help the company save more costs than the cost of employing you
  3. Help the company mitigate more risks than the cost of employing you

If you do this, there should NEVER be a reason for your position to be eliminated in a cost reducing restructuring. Unfortunately most people when asked to identify and quantify their accomplishments, they just say that they do not have that information. If you are an IT manager, and you develop and implement a system for the company, what are the results of your work, and what is the return on the company’s investment? Just because you have done a project or task, does that mean you have done it successfully? How do you then define the success? In order to really understand this you need to ask questions about the purpose of the task, process or project you are working on.

In our career, we need to be extremely proactive in asking questions. These questions can include some of the following:

  1. What is the purpose of what I am doing?
  2. How does it fit into the achievement of the company mission?
  3. How does it impact the performance of others?
  4. What are the measurable metrics before you start?
  5. What are the measurable metrics after you finish?
  6. What is the cost of your project, task or process?

You should be talking not only to your supervisor, but talk to the stake holders in the project or tasks you are working on. Make sure you understand the objective and what they are looking to achieve from your work. Understand how it will impact their job. Talk to team members in other departments, and learn how your work impacts them? By taking these steps, not only will you better understand the value you deliver, but people you work with will also understand the value you bring.

One of the biggest concerns of people have today is job security. While it is the new normal that job security doesn’t exist, the good news is we can significantly improve our career security. Too many professionals let their career happen to them. They put their nose to the grindstone and assume their work will be noticed, appreciated and rewarded. Unfortunately, this is not the case. Unless you strategically and purposefully take action, your work is taken for granted, and when the powers that be decide they need to reduce costs, you are restructured out of a position.

It is extremely important to understand that the key to your next promotion or your next job opportunity is not the skill and experience you have (although this is important), nor who you know, but who knows you and what is their perception of your professional capabilities and subject matter expertise. Most people go through their career with only a very small handful of people that have an idea of their value and subject matter expertise. So how can you build and spread your reputation?

    1. Understand the purpose of your tasks and projects.
    2. Understand how your role impacts the success of the company and others in the company.
    3. Understand how other’s roles impact your success.
  1. Master your role.
  2. Track results of projects and tasks.
  3. Communicate.
  4. Look what you can do outside and above your job description.
  5. Take on board or committee positions in professional associations.
  6. Network both inside and outside the company.
  7. Continuously improve skills, knowledge and certification.
  8. Mentoring.
  9. Succession Planning.

I will be writing on each of these over the next while and would love to have your feedback on your thoughts of how these and others impact your career management.

Blog by Greg Johnson | Above The Rim Executive Coaching

Are you going through the grind day after day just for a pay check? In today’s economy it is a struggle just to put a roof over the head of your family and food on the table. With this people get so focused on just keeping their head down and doing their job, not thinking they have time for anything or anyone else. However, I have had the opportunity to work with and be impacted by some wonderful professionals that are leaving behind a legacy far richer than the money that they or anyone can make. These people are living their lives with an ideal and an integrity that is not only inspiring, but enriching. Here, I would like to mention just a few of them.

Scott Friedman is a very successful project management consultant who built a thriving practice with clients in Minnesota, North Dakota, South Carolina, Arizona, Oregon, Alaska and California. As part of Scott’s desire to help others, he was a member of cave/cliff rescue squad saving many lives. Then in 2003 Scott was diagnosed with brain cancer. After surviving several brain surgeries and chemo therapy, some might say that Scott is putting his life back together. I think Scott is finding the perfect way to leverage his experience to help others suffering from traumatic brain injuries. I had the opportunity to meet Scott at an Advanced Career Strategies Class that I was coaching in December of 2010. Since that time, not only has Scott impacted me, I have seen him impact countless others with his desire to help others. Last year Scott launched his blog to help people create, customize, and achieve the SMART goals that enable them to journey beyond injury.

Dan Velarde is another professional I met coaching at an Advanced Career Strategies class. Losing his job to restructuring in 2010, Dan took my Advanced Career Strategies class in 2011. He immediately became a leader, helping others throughout. In 2012, Dan was diagnosed with cancer. Undaunted Dan lived every day, not only continuing his job search, but alos reaching out to help others, leading job search support groups and teaching what he learned in the advanced career strategies workshop. On March 13th, Dan lost his fight with cancer, but his legacy of love and passion with which he lived his life, lives on in hearts of his friends and family.

Tim Tyrell-Smith is a Marketing, Branding and Business Strategy Consultant as well as a Career and Marketing Blogger, Speaker and Author, who has dedicated his career to helping others achieve a better career. He is always looking to mentor others, and share what he has learned. Tim has helped me tremendously in launching my practice as a career coach, and been instrumental to the success of countless others.

It is not just through career accomplishments that legacy is left. Your legacy is left by making every day a better day for people you interact with. It is touching people’s hearts, in the office, at the factory, on the road, with friends and family. It is understanding what people need, and giving joyfully and selflessly without any expectation in return. These are just two people who have so positively impacted my life as well as the life of so many others.

These are just three of the many people that have greatly impacted me and are leaving a rich legacy. What are you doing to enrich your legacy? I would also love to hear who has impacted you and is leaving a great legacy.

LinkedIn is one of the most powerful Career Management tools business professionals can tap into to maximize the achievement of their objectives. LinkedIn has recently rolled out a new feature that is a great way to facilitate this and to enhance your online brand. Like all Social media, LinkedIn requires two key philosophies. First is Pay-It-Forward, and the second is “Think It Through”. A little bit of thought, and the desire to pay it forward will take you a long way. Keeping this in mind will help you use the brand new Skills & Endorsements tool to take your LinkedIn engagement to the next level. In order to help you do this, I have developed the following EZ steps.

  1. Add Skills to your profile: Click “More” on the top of the LinkedIn menu than select Skill & Expertise. Add the skills that relate to your profession that you are recognized for and that you use regularly on the job. LinkedIn allows you to choose up to 50. Choose as many as apply.
  2. If you already have some skills listed, go to the edit profile mode and click to add more skills
  3. After you add skills, you can click the skill to specify your level of proficiency as well as the number of years you have been utilizing the skill.
  4. Endorse Others: Now pay it forward. Go to the profile of contacts you want to endorse. A box opens up with some suggested skills to endorse. Eliminate skills you are not able to endorse, and add skills you want to endorse. Then click the endorse button
  5. Take an additional couple of minutes to scroll down to their skills section and review their skills. Click all the skills that make sense for you to endorse based on your knowledge of the individual.

Don’t just select the skills suggested by LinkedIn, endorse and move on. Unfortunately, even if you are trying to help the person out, the message that you are giving is that you are not putting thought into what you are doing. This will hurt your reputation, and people will assume if you are “lazy” on LinkedIn, you will be lazy in other parts of your profession. Take some time to do it right, the ROI on the time spent will come back much higher.

This blog is by Greg Johnson

 

This is a blog I posted last year, during Linasity, but was accidently deleted. The ideas about perceived liabilities are still relevant, so I am re-posting.

Perceived liabilities are what we or others perceive will keep us from being the best person for the job. The problem is that these perceptions are often based on stereotypes and prejudices that are not reflective of our actual talent. Along these lines Jeremy Lin is an Asian-American basketball player on meteoric rise in the NBA, who has not let perceived liabilities prevent him from leveraging his skills to have the success he was meant to have. Throughout his career, despite demonstrating significant success at each and every step, decision makers and “experts” had their blinders on.

  1. Despite leading his high school team to the California state championship over the vaunted Mater Dei Monarchs, he was not deemed to “have the right material for the next level” and did not receive a single basketball scholarship offer from a Division One program. Scouts said his game is good, but doesn’t have the skill, speed or strength to compete at the division one level.
  2. Went to Harvard – Not a university known for producing NBA players. Despite performances in college, even against basketball such as Georgetown, that demonstrated Jeremy is a good, fundamentally solid basketball player, he didn’t fit the stereotype for the prototype NBA guard.
  3. He was told he does not have an NBA body – is this a sub-conscience labeling because of Jeremy’s Asian-American heritage?
  4. Jeremy was not drafted, so teams were reluctant to give him a real opportunity, despite excelling against top draft picks in the summer leagues.
  5. Rookie year signed with the Golden State Warriors, and despite great performance in summer league and practice was not giving chance to play during the season.
  6. Cut by the Warriors and Houston Rockets, Jeremy was finally signed by the New York Knicks. After a stint in the developmental league where he again excelled, he was called up to the Knicks, where he sat on the bench until injuries forced his coach to give him a chance.
  7. Since then Jeremy has taken a team that had lost 8 of 11 games before he started playing to winning the first 7 games.
  8. Scouting reports said he can’t shoot. Really?? Since being given the chance to start for the New York Knicks, Jeremy has scored 20 or more points in his first seven games including a 38 point performance in leading the Knicks over Kobe Bryant and the Lakers.

What is holding you back from your next opportunity to shine? Age? Industry Experience? Are the liabilities real or perceived? How can you take charge of your career, and manage your brand and reputation to change or erase the stereotype that may be impacting your search.

 

Last week I discussed the best way to get around the salary question for online applications is to stop relying on online applications and pursue the hidden job market. This makes sense not only to get around the salary question, and the general road block of HR, but also because 80% of the truly open jobs are in the hidden job market. Before we go any further, what is the hidden job market? It is not that the jobs are buried somewhere hidden. It is any opportunity that is not currently posted on the job boards. This can consist of jobs that are in the still in the internal candidate search process, jobs that are in the process of being defined, or opportunities to solve problems that have yet to be identified in a job description. Your success in this depends on a purposeful strategy with a clearly defined goal of where you want to go. In the words of Yogi Berra:

“You’ve got to be very careful if you don’t know where you are going, because you might not get there.”

Start off creating a list of Target Companies based, not on jobs posted, but on your passions and interests. While not all companies have job openings, all companies have problems. In order to differentiate yourself from the masses of job seekers, you need to position yourself as a solution, not a job seeker. In order to position yourself as a solution you need to know the problems and headaches of your target companies. In order to understand the problems, you need to research your target companies. Finally in order to research your target companies, you need to have target companies.

Once you have your list of target companies, begin your research, identifying their strengths, weaknesses, opportunities and threats. You can find a few resources here.

From here you are in a position to produce industry wide special reports which are great keys to get you in the door for information meetings. Use these as a launch-pad for a social media campaign to establish your reputation as a thought leader and subject matter expert in your particular niche. Simultaneously, you need to network network network. This doesn’t mean just attend a ton of networking event collecting business cards to put on your desk. Strategically and purposefully engage in professional organizations taking positions on committees and boards, so that you can work on a professional level with influential people in your target industry. For your success in the hidden job market, it is not necessarily what you know, or even what you know, but who knows you, and what their perception is of you that will maximize your career opportunities.

How are you strategically researching your target companies and spreading your reputation as a subject matter expert or thought leader in your particular niche?

 

In my last blog on answering the salary question in the interview, so many people wanted to know how to get around the salary question when filling out an online application. The unfortunate reality is that if you are going fill out online applications, you will need to answer the salary question. The best way to do this successfully is to make sure you research the appropriate salary range for the industry, function and geography. Three resources for researching this are:

However, by doing this, you are still playing by HR’s rules, opening yourself up to disqualification before you ever get in the door, and if you get in, severely limiting any negotiating position you may have. So what are you supposed to do?

Don’t rely on online applications. Stop focusing your job search on the job boards. Focus on the hidden job market! Stop being a Job Seeker, and start being a Solution to the problems of your target companies. Most people who are looking for work, market themselves as job seekers, follow the job boards, and send their applications and resumes into the great black hole. Why? Because those are the “opportunities” that they see. But 80% of actual jobs are in the hidden job market. Going through the hidden job market, you may still need to fill out an online application, but by then, the application is no longer a screening tool, but a formality because they are already interested in you. So how do you access the hidden job market? Next week I will discuss strategies for hunting in the hidden job market.

 

Last week in my blog, I discussed how HR’s question of “What are your salary requirements?” is counterproductive to finding the best employees to achieve the objectives and missions of the position they are trying to fill. Regardless of this fact, there is one thing you can almost guarantee. HR managers interviewing you will try to force the issue so that they can either eliminate you or pin you to a number so you lose any negotiating leverage. So how do you handle this? There are several issues to consider, and prepare for so that you can successfully navigate this area of the interview.

The first issue to resolve is, you need to know what your range is that you are looking for. While it should be irrelevant to the company what you need, you need to know for your own protection what your market value is. There are two components of knowing your market value:

  • Based on the objectives of the position, and based on your past achievements, what are you contributing to the success of the company? The best way to understand this is to look at your accomplishments in your past, and what did these contribute to previous companies in terms of helping the company generate revenue, reduce costs, or mitigate risks. Many professionals list these up in accomplishment statements often referred to as an acronym such as PARs – Problem, Action and Results. Identifying and understanding your previous accomplishments will help you understand your value to a company.
  • Research industry and function ranges for positions similar to the ones you are applying for. This will help you in responding to salary questions and also justifying your range you have determined for yourself.

In the interview itself, when HR asks this screening question, your goal is to defer this discussion until after both parties have determined that there is a good fit and they are prepared to offer the position. There are several ways to do this, and the key is to answer in a rational and non confrontational manner, along the lines of:

“There are so many components that go into my decision process of choosing a job, and salary is just one part. Once we determine that I am the best candidate to achieve the objectives of the position, I am extremely confident you will be able to offer a mutually beneficial and market competitive compensation package.”

If they do not accept this, but still press you, you can respond with:

I appreciate that you do not want to waste anyone’s time. What is the range you have budgeted for this position?” If they give you the range, you repeat the highest number and then be quiet.

If they still insist you give them a number, you can say something like:

Based on my current understanding of the position, objectives and expectations, I would expect the salary to be in the range of ______ to _______, which is within industry standards.”

Keep in mind that when interviewing, you are dealing with human beings. The only thing predictable about responses is that they will be unpredictable. While these types of responses are very effective in many cases, they do not always work. In addition, these are responses to salary questions early on in the interview process, and completely separate from negotiations at the time of an offer.

Finally, keep in mind that companies and HR are trying to commoditize employees and candidates. While this may make their job easier, as stated last week, it does not make their job more effective or efficient. The best way to get around this commoditization is to not approach as a job seeker but as a problem, and network your way in through informational meetings.

I am looking forward to getting your feedback.