The Search for Talent
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.
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!
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.
Help Wanted
The cover story in Business Week’s May 11th issue talks about the 3 million jobs that are open in the US and are difficult to fill. It’s a great read — all we tend to hear about is the millions of people in the market looking for work.
We’re experiencing the same talent shortage that we saw before the economy went south. Just because there’s more people in the market doesn’t mean there are more qualified people in the market for any given role. Our immobility, created in a large part by the mortgage mess, plays a big factor as well–talent may be geographically undesirable…
Business Week
Cover Story April 30, 2009, 5:00PM EST
Help Wanted: Why That Sign’s Bad
The nation has 3 million jobs going begging. And without retraining, U.S. workers may not be able to fill them
Surprising statistic: In the midst of the worst recession in a generation or more, with 13 million people unemployed, there are approximately 3 million jobs that employers are actively recruiting for but so far have been unable to fill. That’s more job openings than the entire population of Mississippi.
Here’s a link to the entire article:
http://www.businessweek.com/magazine/content/09_19/b4130040117561.htm
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….
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Facebook: http://www.facebook.com/home.php#/profile.php?id=782445222&ref=profile
Follow Me: www.twitter.com/mvanneman538
Network Now!
Be honest. How much time do you devote to building your personal or business network? Do you spend 15 minutes a day? Ok, how about 30 minutes a week? No? Please don’t tell me you spend 60 minutes or less a month on maintaining or building your network!
If the latter question applies to you, don’t worry because you are in good company. Most people put building a personal or business network on the priority list somewhere near picking out cemetery plots or getting a root canal. It is not that people don’t want to have hundreds of movers and shakers in their network. It is just that the stuff of life gets in the way and pushes this extremely important task to the back burner. Actually, “task” isn’t quite the right word…networking is a discipline. Better yet, networking is good business hygiene. I cannot tell you how many executives have told me that one of their regrets (prior to losing their job or quitting a job they didn’t like) was that they ignored their network. All of a sudden, they look at contacts in their Blackberry, Outlook or (gasp!) their dog-eared day planner and realize the only people in their “network” are family members, former classmates or people with whom they would have preferred to lose touch.
Building, maintaining and expanding your network has to become one of your top to-do items that you work on, at the very least, once a week and ideally every day. Why? Because your network is tantamount to food, water and shelter! It is an asset that pays dividends in the present and in the future. The good news is that the rise and popularity of sites such as LinkedIn, Plaxo Pulse and even Facebook makes building a network easy and even fun. All you need to do is:
1) Make the decision to start or restart your networking efforts
2) Commit yourself to networking at least one hour per week and ideally for 15 minutes each day
3) Set a goal for how many contacts or connections you want to establish each month
So, let’s get started! If you haven’t done so, sign up for LinkedIn right now. www.linkedin.com LinkedIn is the most widely adopted business networking site and odds are many of the people you have lost touch with are on LinkedIn already. Once you have created your basic LinkedIn profile make sure you optimize your presence by:
• Uploading a picture that conveys approachability and friendliness. My first picture on LinkedIn looked like a mug shot from “America’s Most Wanted” and I received an enormous amount of grief from friends and colleagues!
• Ask former bosses, peers and subordinates for recommendations!
• Join networking groups such as your college or former employer alumni groups or professional associations. LinkedIn provides an extensive listing of groups on the Groups page.
By following these and other simple steps suggested by LinkenIn you will create a high impact profile that attracts and engages contacts from all around!
Next, sign up for Facebook. www.facebook.com Facebook is the big gorilla of social networking sites and is attracting more and more baby boomers who use it for connecting with colleagues, friends and family. Facebook is easy to get started with and can be quite addictive! Here are some suggested steps:
• Be somewhat selective: Since Facebook provides a peak into your personal and business life, invite only people you know personally or who was recommended to you by a trusted friend.
• Be careful of what you post on your page: Whatever you post is there for the world to see! Avoid pictures that put you in compromising situations or where someone could question your character. There are numerous stories of would be employers finding questionable content of a prospective candidate which resulted in the end of the interview process. I put pictures of my kids, family events and a few friends….that’s it.
• Be consistent: Facebook and all networking sites are like gardens. They require constant care, feeding and nurturing. Don’t let content stay up for too long. Change your profile picture periodically. Post new photos. Contribute to someone Wall. Your life is a tapestry of great content so show it off!
Lastly, if you are the parents of middle school or teenage kids, the reality that you are on Facebook will absolutely mortify them! That alone is reason to sign up immediately!
Plaxo Pulse is the third social networking site I frequently use. Plaxo differs from other sites in that their focus is more on the content you share with your contacts than on amassing hundreds or thousands of connections. I encourage you to add Plaxo to the mix and invite others to join as well. Once you get started, you can:
• Post blog entries, restaurant reviews and links to compelling articles or videos.
• Comment or debate about content others have posted.
• Check out how Plaxo is used by others and inquire about how they have found it to be a valuable tool in their professional or social lives.
Lastly, check out Twitter. www.twitter.com Twitter is a service that allows you to let friends, family and colleagues know what you are doing. Yes, your life IS that interesting so why not share it!
LinkedIn, Facebook, Plaxo Pulse and even Twitter should become as much a part of your personal workflow as e-mail and your mobile phone. Maintaining and expanding your network on a daily basis is essential especially in today’s times because you never know when you may need to reach out and connect with someone.
Happy Networking!
Mike Vanneman
Obama’s Lead: Adding Value on your First Day
For months now, I’ve been saying that with so few jobs open, so much scrutiny on those positions, and the financial pressure everyone is in, hiring executives can’t afford to bring in general athletes, they need to bring in very experienced talent for senior roles. After finding the restroom, learning how to work the copier, and identifying the emergency exit, new hires better start to add value if not revenue. Preferably before lunch on the first day of work.
I was having coffee with my partner, Mike Vanneman today, who heard my diatribe for the umpteenth time. He shouted, “just like Obama–after the pomp and circumstance of his inauguration, he went back to the office and got some things done on his first day”.
We hear from candidates all the time that they could be up and running on a new market or a new technology within 3 months. I believe most could. The problem is, in this economy, most employers don’t have three months to wait for productivity.
That presents a significant challenge in finding the right talent. It also speaks to identifying your strengths and going after segments and functions that you are a deep expert in.
Our Increasingly Immobile Workforce
Pew Research recently analyzed the US Census results and found that the number of people who changed residences in the US between 2006 and 2007 was the lowest ever–just 15%–since they started tracking these things in the ’40′s.
While it’s true that dual incomes present complex challenges for working professionals considering relocation, other cultural factors are at play as well. In today’s ‘flat’ world, education is key to competing successfully–many couples are reluctant to relocate and disrupt their children’s education.
But perhaps the most significant barrier today to relocation, not yet reflected in these numbers, is our pursuit of the American Dream. Housing has always complicated moves but never has it been the factor it is today in a professional’s quest to better their career.
Nearly 25% of the homes in the US are ‘underwater’ meaning that what is owed on the the mortgage is more than the house is worth. In certain markets, like in parts of Nevada, that number is as high as 50%. Compounding that problem is the difficulting in getting your house to sell–some markets have so much inventory on the market that it will take years to move through it.
Like a lot of things about this economy, we’re upside down on where the jobs are and where the readily available talent is. Too often, an unemployed professional is in a market where the economics are preventing them from taking an opportunity without taking a bath.
The Upside Down that is Detroit
It’s a ditch that is so deep, it’s really mind boggling how we are going to get out. The ditch I’m referring to is Detroit.
Though I’ve long since moved away to pursue a career in high tech, I have an affinity for the area that is rooted in a respect and awe that goes back to my childhood. The Ford plant in our home town was one of the biggest buildings I had ever seen and all those employee cars in the parking lot–wow, it seemed like they employed everyone.
Today, Detroit is upside down. The mobility of the workforce is overly constrained by their sheer economic ability to move.
Putting the enormous issue of the economics of the Big 3 aside, I suppose it’s feasible that the manufacturers retool themselves and create jobs. It just seems far fetched that suddenly the big three will be inspired and will be able to create compelling products. Compelling is more than electric or flex, compelling is well built, well designed. Let’s face it, Detroit lacks a Steve Jobs, or in car talk, a Chris Bangle.
Assuming there will be continued job cuts, where will the replacement jobs come from? Ganholm is trying hard to provide incentives–Michigan has attracted Google to nearby Ann Arbor, home of U of M (estimated total jobs creation–2K), and low cost film production among other nascent industries. Some people will be willing and able to retool their skills.
Over time, the robots and assembly lines could be converted to produce silicon used in solar panels and the like but anyone who’s been in manufacturing knows that retooling there isn’t going to be easy, quick or cheap.
I’m all for rebuilding our roads, bridges and infrastructure. But the chances are, that work is not going to be in your backyard.
There are jobs–even in this economy–but they often require relocation.
When you are upside down in your mortgage–owing tens or hundreds of thousands of dollars more than the home is worth, it’s gut wrenching, if not impossible, for most people to consider a move to a new area. The local workforce needs to be mobile, at least until we bridge from one industry to another, to land opportunities.
Getting the mortgage mess cleaned up is still at the core of our problems and core to filling those 2.5 million jobs that the new administration wants to create.