Mike Vanneman’s Blog
Now what?
Most of us at some point in our careers will have to look for a new job. A very lucky few will decide on a specific career right out of college, stay in that career for their working life and then retire. This blog post is not for them. It is for you. The hardworking, dedicated professional who was thrown under the bus by your now former boss. It is for the downsized, the pink slipped, the “R.I.F.’d”. It is for anyone who stares down the long road of unemployment and asks “now what?”
The answer addresses each word in the question:
NOW: Immediately, not in 5 minutes, not tomorrow. NOW. The wolf will be at the door. The funds will run out. It will take you 5 times longer to find a new job than you think. It doesn’t matter how much severance you got…it is never enough. (Unless you worked in Investment Banking.) What you have to do NOW is….
PLAN: That is the “what” answer. You must put together a plan, a strategy for how you will find that next job.
Stop scratching your head and realize you have already done this. You have previously promoted a service, a product. You have written a business plan. But this is different. YOU are the product. YOU are the service. The market needs YOU and YOU have to promote YOU!
The plan starts with where you want to end up…what you desire to do. That is your objective. It then segments the potential market—the industries, the sectors, the companies you want to approach. Next, you put together your PITCH…I wrote about that in one of my previous posts (hint…read it). Add to it the metrics by which you will manage yourself with. How many coffee meetings per week, calls into your network per day, referrals from associates per meeting. Set goals. Achieve goals. Build momentum.
There are a myriad of books and articles about how to build such a plan. I don’t need to reinvent that wheel. Google “Career Strategy” or better yet “ Finding A New Job”.
The how-to has already been written.
What you need to do, if you find yourself in this situation is to act NOW and develop you plan. The result will be a more efficient job search and the road down unemployment will be much shorter.
Fast Pitch
You are attending a conference or networking event and the person next to you in the drink line turns and asks, “So, what do you do”? As soon as intonation of the person’s sentence rose signaling a question, you began to sweat. At first not noticeably but quickly you felt as though someone just poured a glass of water over your head. Your left eye started to twitch and just as you frame the words in your brain to respond, you stammered out a reply that made the person’s eyes glaze over and then order a double.
Sound familiar? Well, don’t worry. You are in good company. It happens to darn near everyone when they are “in career transition”. If this is still happening to you, take heart. It won’t for long. What you need to develop is what is commonly called “your personal elevator pitch”. This is a concise, clear and powerful statement about who you are, why a company should hire you and what you can do for them.
It should be no more than 45 seconds, 30 if possible. The desired outcome of the pitch is to encourage the fortunate “catcher” to ask for your card and schedule a time for a longer discussion. Short of that, it is to cement an impression that you are laser focused, know who you are, what you want to do and are supremely confident in your abilities. The goal is to get that person engage further, question deeper about what makes you tick.
Crafting and honing a 30 second pitch literally takes hours of work before you become a master at the delivery. You should practice it in front of a mirror. Bribe a trusted friend to listen to your pitch. Rehearse it until you are dreaming about practicing! Then, practice some more.
Ready to give it a try? Then get your pitch done, email me when you are ready and we will set up a time. I would be happy to listen to it. Just don’t make my eyes glaze over.
Mike
mvanneman@thepacheragroup.com
Don’t Ask Me Again!
“What is the dress code?” If I had a dollar for every time I am asked that question by prospective candidates in advance of their first interview with a client company I would be well, a guy with heck of a lot of dollars! Truth be told, I am flummoxed by that query. No, actually I am really annoyed but it.
So, for once and for all let me set the record straight. This is the final, final answer to that question.
The answer is: You should dress in a manner that is the very best professional representation of who you are and how you will represent the company. Period.
No blue jeans. No Birkenstocks. No all black ensembles that make you look like Dieter from the Sprockets skit on S.N.L. Casual dress is for weekends and walking your dog. It isn’t for an interview. A clean, crisp conservative style always shows well. Think Brooks Brothers not True Religion. There. You now can cross off that “dress code” question from your list.
Why am I so wrapped around the axle on this issue? Because clients who retain me to find superior talent for them have an expectation of what that appears like, regardless of the position being interviewed for. You will be evaluated by how you present yourself and first impressions are a huge determinate of lasting perceptions. Oh, and in case you forgot. The interview isn’t really about YOU. It is about the COMPANY and their analysis of your fit and function. They will hire you based on your experience, track record and the value they expect you will deliver. Many a qualified candidate are not asked back to the next round of interviews because of one the key stakeholders on the interview team “didn’t like the way he or she presented themselves.” Yes. Happens all the time.
Leave nothing to chance in the interview process. This includes what you wear.
Got it?
Great!
Now, go get some slacks.
Mike’s 4 Ps of Marketing Yourself
We frequently write about the state of the job market or industry dynamics but I feel inspired to communicate with those of you who are looking for that next great thing to do. Don’t worry. I will return to writing about industry trends soon enough.
You have all heard of the “4 Ps of Marketing”. Well, I have created “Mike’s 4 Ps of Marketing Yourself!”: Pitch, Plan, Package and Presentation. Is there any secret to the order? No. Just the way the thoughts began to percolate in my mind. Much can be written about each “P” and I will return to them each periodically. The first “P” I will touch on is Presentation.
Enjoy. Learn. Let me know what you think.
Kick Off 2010
January is a busy month! Just a soon as the cobwebs clear from New Years Eve and you have had your fill of bowl games, you are running at full speed already worried about how the new quarter will turn out. Near the top of your ever expanding action item list is to prepare for the annual sales kick off meeting. If you attended a trade show like CES in Las Vegas, you may have combined the two events but most companies don’t. Most companies hold their sales kick off meeting mid to late January.
This is that one time and place event where the CEO and executive team seats the tone for the rest of the year. Usually, there is a theme wrapped around the meeting-Go For The Gold 2010 (a popular theme during an Olympic Year), Make It Happen!, To The Summit! Sprint To The Finish! Most themes have an athletic, achievement, conquering or overcome the odds slant. You never hear themes like “Plant Flowers-Make The Year” or “Strut Like A Hen in 2010″. Sales leaders and CEOs want to charge up the troops, get everyone focused and sing from the same song sheet.
If the company had a strong previous year, they might hold their meeting in Hawaii, Palm Springs or some other warm locale. Notice how cities like Anchorage, Fargo and De Moines seem to not be on the list of desired locations. Go figure. Given that 2009 was brutal for most companies, many of these meetings are being held close to headquarters or at local campground. Nothing brings the company together like really singing cum-bye-ya together around the fire!
While some people in the company (usually the ones NOT invited to attend) think these meetings are boondoggles, I challenge you to think twice about that notion. These meetings can often be key to a companies success in the upcoming year. Really? Well, all you need to do is not hold one and see how the team feels. The sales organization will be moaning about the lack of investment and attention they are getting from corporate. So, if for some reason you canceled the event I recommend you decide to hold a “mid-quarter kicker”.
If you are still planning your agenda for the Kick Off, below are some topics you might want to consider:
1) Put 2009 completely behind the company: I would like to think that the ghosts of ’09 have been completely exorcised but some still linger. Conduct a brief 2009 post mortem, highlight the positive outcomes (regardless how few) of the past year, thank your remaining employees for their fortitude and commitment-then put the year in the can. Good riddens! Don’t look back! Hey, that could be a theme for the meeting! Remember, fighter pilots don’t use rear view mirrors.
2) Speak with optimism about 2010 and beyond: Ok, the finance people can lift themselves off the floor. I know, you see the world through designer Chicken Little eye wear hear me out. The most important characteristic that your customer facing colleagues must display is confidence. Confidence that the product will do what marketing says it will do. Confidence that the call center will answer inbound calls on the second ring and treat the customer like the deserve to be treated. Confidence that your solution really does solve a problem. Sales is a much about attitude as it is about managing a pipeline. Get your team thinking positively about the upcoming year and good things can happen.
3) Make the CUSTOMER everyone’s top priority – company wide! From the loading dock to the receptionist. From the server room to the person who answers the exterior door phone to buzz someone in. Everyone in the company has a role in making your customers feel appreciated and valued. It starts with a product or service that delivers as promised. it is reinforced with every customer interaction. I am often amazed at how infrequently customers are visited by the management team or by people in functional areas other than sales. Don’t hide behind email or voice mail. Get on a plane, hop in the car and make a call on a customer. Get to know their business by asking questions. Listen more that you talk. You will be amazed at what you will learn from them.
Hopefully, you can use some or all of these ideas in your upcoming meeting-be it the 2010 Kick Off or a quarterly review. Get everyone, I mean everyone in the company thinking positively and focused on the customer. If you do, Kick Off 2010 regardless of the theme will be well worth the time and expense.
Improved Visibility In 3-D
Last week I shot out to the Consumer Electronics Show (CES) in Las Vegas for a few days. Sorry, I don’t have any “what happens in Vegas, stays in Vegas” stories. I didn’t wake up with a tiger in my bathroom or a baby in the closet. Nor was I knocked out by Mike Tyson ala The Hangover. I didn’t even have a hangover! Guess I am getting wiser as I get older. I value my early morning workouts more than staying out late the night before.
A show like CES gives me the opportunity to meet with clients, prospective clients and reconnect with industry colleagues I have known for years. It is actually a very cost effective way to see a number of people in a short amount of time so long as you stay away from the tables….and I do. Yea, boring!
As I walked around the show and in the course of my many conversations, people consistently told me what was the “talk of the show”. Number 1: e-Readers. In under 3 years, Amazon spawned a major product category (dare I say industry) and now has over 10 competitors nipping at their heels. PC World boldly proclaimed 2010 to be The Year of the E-Reader! Coming to a retailer near you, there are all sorts of e-readers to choose from. There will also be multi-function “Slates” and “Tablets” to consider! This is indeed an exciting product category and fortunately The Pachera Group has been a part of it. I am proud to say that Vikki and Paula from The Pachera Group have done a significant amount of search work for one of the major new players in this category. It has been and continues to be a great project for us and we have significant search experience in this product segment (shameless plug).
Number 2: 3-D TV. I know, you just bought a new plasma/OLED/LED/LCD for the family room and wouldn’t you know it….had you waited you could not only have picked up the same size screen but in 3-D! It’s not good enough to have a 240mhz refresh rate offered on many LCD models that allow you to see every minor detail (yes, blemish) on an actor’s face…you get to see it all really up close and personal like never before. I didn’t sit through the demo at the Samsung booth but based on what I heard from show attendees who did, football in 3-D is just like being on the field except you are wearing those funky ‘Flava Flav” glasses. When asked “how much does your 3-D TV cost”, the company rep said “ prices have yet to be established in this category”. Translation: Be prepared to ask for a larger credit line with your bank. All of a sudden that new big screen you just purchased is looking pretty darn good!
Number 3: Business is getting better! CES attendance was way up from last year. There seems be a collective positive buzz about the prospects for 2010 and beyond. If TV manufacturers are announcing and showing 3-D TVs without conveying how much models will definitively cost, they must be wearing rose colored glasses! The people in chips and semi-conductors consistently reflected a positive perspective about their forecasts. Many companies are scrambling to find talent as they made deep cuts in 2009 and now need to replenish key positions in order to hit their 2010 and 2011 targets. From our perspective all good news.
Now, I am not saying the recession is over and we are completely out of the woods—far from it. What is evident is that our economy and industry is gaining positive momentum and we are beginning to see the light at the end of the tunnel—in 3-D no less!
Lists That Really Mean Something
We live in a list obsessed culture. We make lists for everything. This is especially true at the end of a year and even more so, at the turn of a decade. There are top lists for all sorts of topics. Top news stories of the decade, top fashion trends of the year, top celebrity break ups and hook ups. We have top lists for technology gadgets, top business deals, worse dressed and top sports quotes. There is probably a top list for top lists! The one trait these top lists have in common is that they are principally a retrospective. They give us an opportunity to reflect back on what occurred, what impacted our planet, our city and even our lives. Candidly, the vast majority of the Top “take a look back” Lists written and published might be temporarily interesting but have a very short shelf life.
There are also top lists that are penned with a leaning toward the future. Just as we are bombarded with the Top 10 “whatevers” of 2009 prior to the New Year, we will be flooded with the top forward looking predictions covering darn near every topic imaginable…much of it unpleasant. Top 5 cities most likely to be targeted by terrorists, Top 10 investment banking executives to make a killing at taxpayer expense in 2010…well, you get the point.
But what about the present?
I can’t recall a Top 10 list specifically influencing what will happen now! Why, because it isn’t either, a) previous outcome or event we can write or talk about or b) a topic someone will pontificate on with a hope or probability of being accurate.
So, if the present is what we can impact, then I recommend we start making results based lists for the here and now! What do you mean? How about:
- · Seven customers I will call today to thank them for their business and loyalty – in the next hour.
- · Top three people I can encourage spontaneously or positively influence – today.
- · Five ways I can be a better parent, spouse, co-worker or friend — now.
- · Four steps I can take toward building my network – immediately.
By putting more of our focus on the present, not as much on the future and certainly much less on the past we call all be more productive and available to what is truly important — now.
The Driving Force of Purpose
I recently had the opportunity provide input and guidance to several executives concerning which direction they will take in their careers. These conversations are always rewarding and I think I gained as much from them as they did. While we touched on many topics there is one theme which resonated with every single individual-PURPOSE
The foundational purpose behind what you do is an essential ingredient in your formula for success-regardless of how you define it. Yes, we are all in our respective businesses to make money (hopefully lots of it), consistent exceed plan, provide for our families, advance our careers, put the kids through college and live long enough to be a burden to them! But what is the “why” underneath those objectives? We often hear successful executives and entreprenuers say “it was never about the money” and in most cases, I don’t believe them. However, a few executives are unique. Their demonstrated integrity, character and values was the motivating force behind them. It was the profound purpose behind their actions. They were indeed motivated to make the world a better place, contribute to their community or build a company that “did good while doing well”.
At The Pachera Group we are aligned behind a common purpose-to match the very best talent we can find with a client that has a need for that executives capabilities. We are in the “fit” business and we do it very well. That said, there is deeper sense of purpose behind what we do. Each of us have experienced the significant upside of hiring superior talent into a company then stepping back and watching that person superbly execute their craft. As an executive, it is extremely rewarding to observe.
Our purpose is to bring the very best talent into our client companies that will change lives, create momentum, build lasting value and indeed make a difference. When the hired executive performs and the company benefits in measurable ways, part of our purpose is fulfilled. When that executive builds a great team, manages with integrity, mentors and inspires people, demands and gets the very best from his or her charges…then the circle of purpose is completed. When this happens, the individual managers who the executive hired, mentored and challenged will go off and do the same for others. The company wins, the executive wins and the team members win. A legacy is created from a shared purpose.
So, what is the driving purpose behind what you need to accomplish as you face the rest of the calendar year? Think about what Robert Louis Stevenson meant when he wrote “To be what we are, and to become what we are capable of becoming, is the only end of life.” If we take that to heart, then doing what we have or need to do will be far more meaningful.
Qualities of Leadership
I recently reconnected with a good friend Jennifer Selby-Long. Jennifer runs her own Organizational Development and Executive Coaching company called The Selby Group. Over lunch the conversation turned to the question “what can make a significant difference in the operating performance for companies in today’s market?” Well, there is more than one answer to that question but an obvious one is the quality of leadership. Jennifer told me that she had published a piece on this topic and after reading it, I thought you would find it to be of value as well.
Use what Jennifer writes a kind of check list to assess your leadership impact. I am confident that if you take what she writes to heart, you will make a big difference in your company today and beyond.
Are You an Excellent Senior Leader?
Years of working behind closed doors with leaders — ranging from the very finest to your worst nightmare — have given me many opportunities to observe firsthand what separates the very best from all the rest, and it’s not just the qualities that others see when those doors are opened. A lot of it is about what you do when no one’s looking.
If you want to become a senior leader, this list can give you the insider’s edge.
If you are already a senior leader, this list will tell you how you stack up against the very best.
Values
I know my values, what I stand for
I live my values and my actions reflect this
I have integrity – even when the situation is complex and challenging, with many options that could be considered right or wrong
Strategic Thinking and Leadership
I provide direction by creating and communicating vision and purpose
I read the tea leaves well – more often than not, in business situations in which the direction is unclear, I move my organization in the right direction
I have and use a strong knowledge of this industry, its competitive dynamics, and its long-term trends (If I am new to the industry, I am placing a priority on expediently learning about it)
I think about this business at least two years out (10+ years for capital-intensive, slower-changing industries)
I balance near-term demands on time and resources with long-term investments of time and resources
I personally act as a catalyst for change
I work with my direct reports to ensure their goals are exciting to them and aligned with the strategy – and that the direct reports fully understand the connection
I have excellent judgment about investing in my organization’s growth through strategic resources that produce a return
Management and Organizational Development
I focus on customers, anticipating and planning for their needs
I effectively and quickly mobilize resources toward a goal
I repeatedly achieve or exceed both strategic and near-term business goals
I keep the organization moving forward in turbulent times, even if direction is unclear
I relentlessly strive to align our near-term goals, rewards, and systems with the vision, purpose, and long-term strategy of the business
I don’t just solve problems, rather, I routinely raise the bar where no problems exist
I create a culture in which I hold my management team accountable for results and they hold their teams accountable as well
I build effective management teams that deliver on their goals
I dedicate substantial time to finding and developing the next generation of leaders for my organization
I personally foster cross-functional collaboration
I personally foster a culture which is aligned with the organization’s values
I encourage and support direct reports to make increasingly autonomous decisions
I appropriately give credit for work accomplished by others
I manage from the point of view of the whole company – this covers everything from building and communicating a shared strategic direction with my peers to not letting my own team off the hook for company-wide expectations, such as performance reviews
I have reasonable prudence in managing my budget – I am confident in spending outside the norms of my industry, for example, if it fits a larger strategic goal, but not just for the sake of trying something new, or jumping on a bandwagon
Communication
I spend more time asking questions and listening to the answers more than I spend talking, telling, and making statements
I am open to influence from others; I genuinely listen to others’ ideas even when they differ from my own
I am highly persuasive; good at promoting ideas at all levels, and particularly with the toughest audience of all: my peers
My speech and writing is clear and crisp
I translate complex, strategic thoughts and analyses into simple messages that others can rapidly absorb
I inspire people
Interpersonal Skills
I am adaptive in style – I can compete, collaborate, or compromise as the situation and task at hand warrant
I address and resolve conflict proactively
I genuinely seek win-win solutions
I foster open communication by encouraging timely and high-quality information flow
I choose transparency unless there is a compelling reason for confidentiality
Personal Characteristics
I am decisive
I have good judgment – I can identify the priority opportunities and problems and focus my attention on them
I have relatively high intelligence; I can hold my own in a room full of smart people
I have rock-solid confidence in something – myself, my cause, my values, my company, etc.
I am self-aware. I identify and deal with my own issues.
I continuously seek feedback (for example, customer visits, talking with employees, market research data, leadership 360’s, etc.) and am continuously improving based on the feedback I receive
I have courage – a willingness to speak up when my viewpoint may be unpopular, or to terminate a manager that just isn’t working out; I am willing to take action when it’s the right thing to do, even if I dread it
I’m cool under pressure – I do not blame others for problems or get defensive in the face of criticism; I seek simply to address the problems and ensure they are not repeated
I’m not selfish – it’s not me, me, me – but I do take an active stance in managing my own career and advancement; I don’t leave it to someone else
Contact: Jennifer Selby-The Selby Group-jennifer.selby@selbygroup.com
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Mike Vanneman
(408) 464-6780
mailto:www.mvanneman@hotmail.com
Find me….
LinkedIn: http://www.linkedin.com/profile?viewProfile=&key=5003508&locale=en_US&trk=tab_pro
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Tough Times For Top Business School Grads
Last week I was invited to attend an alumni group function for one of the top business schools in the country. “Recruiting In A Downturn” was the topic of the evening and the timely discussion was led by a panel consisting of 2 independent Executive Coaches and 2 Executive Recruiters from top executive search firms. This was a high powered panel speaking to the “best and the brightest”.
The conference room was filled to capacity with every one of the 60 seats occupied. When one of the panelists asked the question “how many people are in transition” close to 90% of the room raised their hands. Here were assembled professionals ranging in age from 30 to 65 looking for answers to the question “how do I get a job in this market?” While the majority of the attendees were out of high tech, there were several from financial services, insurance and manufacturing. What struck me while I surveyed the room was how broad and deep this economic meltdown truly is. No one has escaped its impact. I was also struck at how elementary some of the questions were from this extremely intelligent audience. It became obvious to me that many people were unemployed for the first time in many years, perhaps since business school. Clearly, this was new territory. After all, they are used to having companies seek them out. Many had multiple job offers during more robust times but today, no one will take their calls much less give them an interview.
Another observation unique to the participants was the vocabulary both the panelists and audience used to describe what they were experiencing. The language was a combination of “B-school” speak and recruiting industry jargon. One such example was the discussion around “executive resilience”. I surmise that this is tantamount to “stick-to-itiveness”. Yes, looking for a job is tough work and it can be an assault on anyone’s self esteem. You will kiss a lot of frogs in this market before you get to your prince so you had better “buck up” and get ready for the long haul. Executive resilience is also essential when you are holding a position and need to steer the company over tough terrain. Whether you are looking for work or you are currently employed, it takes courage and tenacity to reach your goal.
“Reciprocity” or “quid pro quo” were two of the most frequently used terms during the session. In other circles, this means “you scratch my back, I’ll scratch yours”. You help me network with a potential employer and I will do the same for you. If you help me connect with someone via LinkedIn, I will give you access to key contacts in my network. However, in today’s difficult times I believe we need to assist one another regardless of confirmed reciprocity. Last week I was able to connect a friend of mine who is a VC with a senior executive of a major company through my LinkedIn network. The VC contacted me after noticing that this executive was one of my 2nd level LinkedIn connections. I was able to bridge the connection and hopefully, they will mutually benefit from the introduction. I don’t know if the Karma Gods will smile down on me-I just find it gratifying to assist people in my network. The concept of helping one another seems to be more broadly practiced today and why not? These are difficult times.
The expression “informed curiosity” was foreign to me but doing your homework before the interview, asking insightful questions and demonstrating that you understand their business is very familiar. I cannot tell you how many people I have interviewed arrived without a list of several well thought out questions. If you don’t take the time to research the business, understand their competitive advantage or market challenges, don’t show up for the interview. Informed curiosity will expand your knowledge base and what you learn from your investigation will serve you well both in the present and in the future.
Finally, a member of the audience disclosed that she had received a “non-positive reaction” from a potential hiring executive she had interviewed with. Apparently, she commented that “work/life” balance was important to her. One plausible reason for this non-positive reaction was well, stating that work/life balance is important to you…during an interview for a job. Now, don’t get me wrong. I am all for stopping to look at the flowers but for all you know, the executive you are trying to impress has no life outside of the office and has no clue about what it means to live in balance, harmony or nirvana. He or she wants to hire someone who is equally as committed if not more to the company’s success as they are! So, note to self—don’t bring up the topic of work/life balance in an interview or you too might get a non-positive reaction or worse.
No matter what words you use to describe it, looking for a job is a daunting task so you might as well say it like it is. If you are “in transition”, you are looking for a job or forging a new path. So, why not make the process a little more bearable along the way. Take the time to help someone who is in the same position as you. When you land an interview, be sure you are well prepared and avoid topics that might cast doubt on your ability or commitment to the role you want. When you take these steps, you dramatically increase the odds of receiving a positive reaction and better yet, a job offer.
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Mike Vanneman
(408) 464-6780
mailto:www.mvanneman@hotmail.com
Find me….
LinkedIn: http://www.linkedin.com/profile?viewProfile=&key=5003508&locale=en_US&trk=tab_pro
Facebook: http://www.facebook.com/home.php#/profile.php?id=782445222&ref=profile
Follow Me: www.twitter.com/mvanneman538