Posts Tagged ‘Personal Brand’

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.

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.

Almost every job interview begins with the interviewer asking the interviewees to tell about themselves. This seemingly innocent and obvious question sinks more interviews than any other part of the interview. Everyone knows this question is coming, however, very few candidates prepare for this. They assume that they know their background, and so they can just talk about it. However 90% of candidates talk themselves right out of a job just in telling about themselves. Because they have not prepared they:

  1. Ramble
  2. Bore the Interviewer
  3. Say irrelevant or even damaging things
  4. Do not demonstrate relevancy to the company or the position
  5. Do not demonstrate track record of success

Nailing this part of the interview makes the rest of the interview so much easier. If you strike out on this, recovering is almost impossible. Since you know they are going to ask the question, wouldn’t it make sense to prepare? I have heard recommendations to respond by asking the interviewer to first explain what the job entails. If I am interviewing, and a candidate asks this question, I will wonder why they did not read the job description, and assume they are unprepared. So how do you answer this question? Keep in mind, when interviewing, your primary objectives are to:

  1. Answer “What is in it for the interviewer”?
  2. Demonstrate how your values and culture align with the company values and culture.
  3. Articulate what you are known for, and how that is a benefit for the company.
  4. Articulate your value proposition.

Also you need to be concise and to the point. In preparing for the “Tell Me About Yourself” the following tips will help you nail the shot when the game is on the line.

  1. Read and understand the job description.
  2. Research the company.
  3. Total time should be between 1½ and 3 minutes.
  4. Give a BRIEF synopsis of your career. Shape your synopsis to the needs learned from the job description and prior research.
    1. Do not list every title and company you have worked for, but give a range.
    2. Do not give a laundry list of responsibilities tasks or processes you performed, but give a range.
  5. Based on the job description, as well as the required skills and experiences, give 2 or 3 SHORT accomplishment statements to demonstrate your success.
    1. Do not go into details.
    2. Do not take time to “set the stage”.
    3. Give a simple Quantified Result and action statement including key skill or experience.
    4. Should be 20 words or less.
  6. Summarize skills and experience inferred from the accomplishment statements focusing on skills and experiences required in the job description.
  7. Say why you want the job! Why are you interested in the company, and their products or services?
  8. Solicit their agreement that your background and experience enable you to meet the objectives of the position and the company.

I would be interested in hearing your thoughts on the interview “Tell Me About Yourself” and how you prepare.

For most of the past three years, I have had the great opportunity to work with John Hall in teaching his Advanced Career Strategies and Advanced Career Transition classes. One of the tools taught in the class and that I have adopted for my private practice is the use of case studies as a marketing tool to help professionals land their next career position. It is an idea that really makes sense. Every company that I have ever been with, either had, or I created one page case studies demonstrating the value that the product or service has brought to other customers.

As professionals, we have numerous accomplishments throughout our careers. Many professionals who are in career transition are familiar with the concept through the use of various acronyms such as PARs (Problem, Action & Result). A case study is a one page expansion and Illustration of the PAR and how you can impact an organization. You might be thinking “I have never seen anyone else create or use a case study, why should I”?

  1. If nobody else is doing it, that is exactly why you should be doing it. You need to differentiate yourself from all the other job seekers. Getting a job may be the most important thing you do, so why wouldn’t you go above and beyond, to demonstrate you are the best person to achieve the objectives of the position.
  2. Most professionals tend to ramble, and give irrelevant or even damaging information when answering questions in interviews. By taking the time to create a case study, you cement the information in your brain, in a concise and simple manner that allows you to answer interview questions in a succinct manner, focusing on the benefit to the interviewer and employer.
  3. Case Studies are great content for portfolios. Many people think that portfolios are only for marketing people or graphic designers. Putting together a portfolio of your accomplishments including case studies sets you apart from the competition
  4. Everyone learns differently, and the more sense you can facilitate the interviewer using, the greater chance you have to positively stand out in their memory and selection process. Having a well designed and laid out case studies including diagrams and graphs, allows the interviewer to absorb information visually as well as through auditory input.

If you live in the Orange County area, and are interested in learning how to create compelling case studies join our workshop on Tuesday October 16th.

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

My mentor and good friend John Hall likes to share that In the January 3rd 2011 issue of Fortune Magazine, Geoff Colvin talks about how Chief Justice John Roberts prepared for oral arguments he would meticulously write down hundreds of questions that he thought he could conceivably be asked, pondered and refined the answers in his mind, then he wrote the questions and answers on flash cards. He would then shuffle the questions and practice, practice, practice. When Chief Justice Rehnquist died on September 3rd 2005, George W. Bush nominated Roberts to succeed Rehnquist as Chief Justice. For what might be considered the ultimate job interview, Chief Justice John Roberts prepared for the confirmation hearing the same way. For anyone who was able to watch portions of the confirmation, his answers were quick, concise, and delivered in an easy manner.

You might think, “I know myself. I know my career. I know my industry. Of course I can answer interview questions.” The fact is, more times than not, candidates hurt themselves in the interview. Interviews can be so hard to come by, yet we often wing them, rambling on and talking our way out of the job. Preparation and repetition is the key to setting yourself apart from others in the interview process. Like I said in What Do Free Throws Have To Do With Interviews, you cannot afford to shoot an air ball when the game is on the line.

Finally, video tape mock interviews are a great way to see how you appear to interviewers. So many people are shocked by what they see in the video replay. The good news is I have seen many people make the necessary changes, and successfully land their next position. Practice and eliminate bad habits. For those of you who live in Southern California, Above The Rim Executive Coaching offers Mock Interviews once a month. Check the schedule and register online.

Can You afford an air ball when the game is on the line?

 

Over the past several years, the news has been filled with huge layoffs by companies trying to cut costs. Is this a strategy that really helps a company? Every day, in the course of networking, I have the opportunity to talk with, not only people who are in transition because of cost cutting efforts, but also I have opportunity to talk with people “left behind” after the cost cutting. The story is so often the same. Significant resources of knowledge and skills have left the company, leaving those left behind swimming against a rip current. The more they struggle to make up for lost resources, the further fall behind on objectives. They are asked to do more and more, all with decreasing efficiencies and effectiveness. Managers are looking to leave the company because they no longer have the assets in place to meet the demands for the company to succeed.

In a corporate environment, every person in the company, through the tasks and projects they work on, needs to contribute in a way that they are helping the company do one of three things:

  1. Help the company generate revenue
  2. Help the company reduce costs
  3. Help the company mitigate risks

If an employee is not doing this to a degree greater than their annual cost, it really doesn’t make sense for the company to be paying them. The company should not wait for a crisis to let go of underperforming employees. Typically, companies expect to cost savings or revenue generation 3 to 5 times the cost of the employee. If the employee is achieving this success, it NEVER makes sense to cut the employee to save costs.

Does your company understand the true value brought by your employees? Is your company costing itself more by trying to reduce employee costs?

 

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 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.

LinkedIn is one of the most powerful tools you can leverage in your career management, but most professionals use it for nothing more than an online resume. When I teach LinkedIn, people are amazed that there is so much more to LinkedIn. A repeated theme of my workshops and blogs is that job security in corporate America is a thing of the past. As a result, the most important thing a professional can understand is this: It is not what you know, or even who you know, but who knows you that will land you your next position or help you promote in your career. LinkedIn leveraged properly will allow you to spread your reputation as a subject matter expert and successful professional. So in considering what to blog about this week, I decided to write a blog on how to better leverage LinkedIn as a personal branding tool. Just as I was starting to write, I saw a posting from my good friend Neal Schaffer, spelling out exactly what I wanted to say. So rather than try to write the same thing, I would share Neal’s post. Click the link below and Enjoy! 4 Ways Of Obtaining Thought Leadership on LinkedIn.