Job Search Must-Haves: Matching UP in Three Critical Areas

Over the years, I have worked with many professionals hoping to advance their careers, and it has been extremely interesting to see the thought process behind "the job search". Less tenured candidates are more likely to jump at the first opportunity that sounds mildly interesting and meets their financial expectations. As candidates "mature" (I use that term ever so affectionately), they start to consider other factors - or should anyway. They get more selective regarding the requirements that most directly impact their lives: geography; travel requirements; job demands; pay, etc....and less selective about the requirements that directly impact their careers - fit, happiness, success, and growth! Especially in the current economy (understandably so, but unfortunate none-the-less), I see more and more fear-based-job-searching going on....as well as fear-based I'm-staying-in-a-job-that-doesn't-fit-but-at-least-I-have-a-job allegiance. Candidates are less selective, which fyi, forces client companies to be more selective. Candidates are foregoing some of the most important indicators of happiness, fulfillment, performance, and growth by accepting (or staying in) jobs that do not fit . 

As a recruiter I have always looked for the match on three levels between candidate and client, and I would highly recommend you do the same.  In order to move forward, there should be a match:  1. “on paper”; 2. with the hiring authority; and 3. with the culture of the company.

First, candidates should match “on paper” which means their basic skill set should match with the employers’ needs. The match "on paper" is a basic alignment between the job requirements and the candidates' resume. For instance, if the employer is looking for a high-level, technical sales person, the candidate should match “on paper” by having strong sales experience, measurable technical ability/experience, and potentially a technical degree. This is the basic level of match -  both candidates and client companies are guilty of ignoring the rest of the process because there is a fit  "on paper".

Secondly, there should be a match, or connection, with the “hiring authority”. This is especially important since statistically more employees leave their managers than their jobs. This connection is critical in the search process. We had an experience with a candidate illustrating this concept. The candidate was a perfect match on paper, however, did not “match” with the hiring authority – connection and respect were both missing, not to mention the hiring authority thought the candidate a little arrogant. Fortunately both client and candidate, having had experience working with us, knew better than to overlook this obvious lack of connection.

Finally, there needs to be a match in terms of culture –  this is the big one in my opinion.  Culture is something you sense when you walk the halls of an organization. Culture is huge. It represents that sense of belonging – it’s the connection you feel when you are going through the interview process….a meeting of the minds. If a company is grounded in tradition, and proves to be conservative, a prospective candidate and self-proclaimed avant-garde leader might be challenged to fit in, no matter how strong the “on paper match” or the connection with the hiring authority.

As a leadership coach, I see too many professionals who are struggling in their jobs because one of these three does not match. If you are in the thinking about making a career change, or in a position to have to conduct a job search, do yourself a favor...make sure you match on all three levels - you'll be much happier, more productive, fulfilled, and successful in the long run!

p.s. I was inspired to write this blog since a good friend of mine recently resigned from a high-powered job having realized one of these elements was missing. Happiness and fulfillment were jeopardized.  It took tremendous courage and self-awareness to make this decision - that kind of authenticity is awe-inspiring.

The InForum Networking Event: It All Begins With A HANDSHAKE....

This past week, I was invited to present a networking segment at the InForum meeting (click here for the InForum website). The energy was palpable as 200+ women (and a few men!) gathered for the "Good Morning Inforum!" event. I have to say, I was quite impressed by the turnout. Everyone was there to network - to talk about networking, to learn more about networking, to practice networking, TO NETWORK!  

And....guess what, I was leading an exercise on the basics networking...shocking isn't it? One of the challenges in going to an event (without a friend!) is approaching and meeting new people. Here is a quick acronym I created and shared with the group to lessen the anxiety of the maybe-I'll-go-late-and-skip-the-networking-portion-of-the-meeting part of networking.  

Well,  It all begins with a HANDSHAKE....

H - Handshake: give a handshake that says "I am a strong, capable, and engaging person"

A - Approach: how you walk up to someone - your eye contact, posture, SMILE!

N - Name: introduce yourself by name is one of the networking basics.

D - Define: define why you've approached, "I  have been hoping to meet you because...."

S - Say their name: repeating their name gives you an opportunity to remember it later!

H - Ha-ha: be sure to insert your personality, have fun with it, and be engaging!!

A - Ask questions: don't fill in the space with your "stuff", ask questions about the them.

K - Konclude: Conclude with something like "it was great to meet you, let's..."

E - Exit politely: Politely extract yourself - get a drink or introduce them to a new person!

It was a great event - fun to connect with everyone and a positive way to start the day. At your next event, be sure to put your best foot forward by extending your hand for a networking HANDSHAKE!

Do you have any Networking tricks?  Please share if you do.

Motivated or Disengaged? Using a MAP to Find Your Direction!

As I work with business leaders, I am always trying (I say trying because the stack of books is very tall!) to stay on top of current business theories and books. A couple of topics that are extremely motivating to me are "Motivation" and "Engagement". So I was very excited to pick up Daniel Pink's newest book, Drive: The Surprising Truth About What Motivates Us!!

Based on the evidence he offers in this book, our business model might need an overhaul if we want to continue to grow and thrive as a society. People are dis-engaging at an alarming rate and Pink offers some excellent insight. Here are a few take-aways I had:

• Carrot/Stick Motivation only works for simple, linear tasks. Carrot & Stick motivation is "if you do X, than you'll get Y". Our entire economy is built around this concept of "extrinsic motivation". Think about it, what doesn't work this way? Well, OK maybe some of those software developers.... Personally, I spent plenty of years selling. and understand this model well. Granted, it is important to have a fair compensation structure in place - without it, any type of motivation will be challenging. But studies show, the typical carrot motivation actually demotivates individuals in more creative, "heuristic" job functions. Why? Well, it gives us short-term thinking syndrome, hyper-focusing on the reward. Matter-of-fact, studies show extrinsic motivators decrease our depth of thinking; diminish performance; reduce creativity; and welcome short-cuts and unethical behavior. Enron? Cheating on Final Exams? Finding clothes, books, and toys stuffed in a closet when your son/daughter is told they can go outside and play once their room is clean?!  

A newer, more sophisticated motivation system must be in place to drive performance for more complex, creative jobs.  Carrot & Stick motivation might work in the short run but does not work in the long run (I think this plays into why sales people burn out so quickly....).

• Type X vs. Type I: We have all heard of the Type A personality, right?  Driven, aggressive, impatient, intense.  And of course the counter to Type A was/is Type B.  However, the new motivation research requires we redefine the behavioral "types".  Welcome, Type X and Type I.  The Type X person, is the one motivated by the "X-trinsic" rewards, less focused on the intrinsic rewards. Intrinsic satisfaction is great but definitely secondary to the primary, extrinsic motivator. The Type I person is more motivated by "intrinsic" rewards than extrinsic - like freedom, challenge, and purpose. The extrinsic rewards are great but not the driving force.

Something to keep in mind about Type I's: 

• Type I's are made, not born.
• In the long run, Type I's almost always outperform Type X's.
• Type I's do care about money - for Type I's fair compensation is a requirement so they can focus on the job at hand.
• Type I behavior leads to better physical & mental health - studies show focus on intrinsic motivation leads to better self-esteem, relationships, and overall well-being. Studies also show Type X focus on money, fame, and beauty, promotes poorer psychological health.

• MAP - To really motivate people, we need to make sure they have MAP incorporated into their jobs.  
• M=Mastery - People need to be challenged, have the ability to grow, and be better...to strive toward Mastery.
• A=Autonomy - People need to have some sense of ownership and accountability over their jobs. 
• P=Purpose - People are motivated when the have a sense of passion, or purpose about their job, they understand how it fits into the bigger picture.

So how do we start this shift toward intrinsic motivation? One way is to tap into the Type X boss who is in control. They would need to change their Type X ways and move over the Type I model. A couple of ideas are to involve people in goal setting; use non-controlling language; hold "open office" hours. 

Personally, this research helps me understand my own career and how I have evolved. I'm sure I would have been described as a Type A, and then a Type X person back in my sales days...but something didn't feel right. What was missing was "MAP".  And without my MAP, I lost my direction....but since starting UPwords Inc. and focusing on my own intrinsic satisfaction, I have found my way!

Personality Problems or SIlos? What's Making Your Business Unhealthy?!

I have the good fortune of meeting with business leaders to discuss the health, or unhealth, of their companies. Very often - very often, when asked about the source of their problems, leaders point "down". The problems are happening down below, in the rank and file....or so they say. And, most leaders are really frustrated with the discord - can't people just get along?! Well, here's the thing....what might look like a can't-play-nice-in-the-sandbox issue, might be something bigger.....

Often, the bigger issue (masked as a personality problem) is one of "silos". As many of you know, I'm big on perspective...perspective in healthy relationships, perspective in good communication, perspective in team dynamics, and perspective in productive interactions. Silos limit perspective. Silos allow departments to live autonomously - in their own fiefdom, free of concern or interaction with other departments. This causes breakdowns and waste within organizations.

The "fix" is (close your fist with your thumb pointing upward)...yep, you got it, the fix is up top. The leadership can best help break down the walls of their silo issues by rallying the troops around a common goal - one that is shorter in duration (3-18 months depending on the industry, circumstances, company size), and one everyone can sink their teeth into. This is not the same as the corporate vision or the mission statement. It is a goal that is shared by the entire company. Every department head: marketing; accounting; operations; should be able to get their arms around this goal. How individual departments carry out and work toward this goal will be different, but the goal itself provides framework, structure, and a theme around which the business can build.

This "rally" goal might be something as simple as:

• Raise standard of patient care to better establish  leadership position in community
• Complete merger integration
• Establish procedures and processes to secure company's foundation
• Expand to meet increasing demand

Whatever it is, it should be an overarching goal - so every department contributes a perspective on how to fix it or make it happen. Departments can see each others' viewpoint, and contribution, in working toward this common goal. Departments will get unified working together. But...there's one more thing - it is up to the leadership to maintain focus....keeping this goal central to every task, to-do, and discussion in the company. With this attitude, companies will eliminate in-fighting, territory battles, finger-pointing, and maybe even a few personality problems!!

For more information on this topic, enjoy Lencioni's quick read: Silos. Politics, and Turf Wars!

Right or Left? Brain Dominance, Perspective, and Communication!

Have you ever been in a meeting, let's say an all-day retreat or planning session, where you've thrown out what you thought was a really great idea, an insightful, brilliant comment, and rather than the "hurrah's" and "high-fives" you were expecting, you were met with icy glares from your peers...as if you were speaking out of the mouth centered in middle of your alien-forehead? Then hours later, sitting in the same meeting, talking about the same subject, somebody comes up with a fantastic idea which warrants (and receives) accolades and a pat on the back. The idea? The same one you brought up earlier in the day! O.K., so that's Example #1.

Example #2: You're sitting in a brainstorming meeting, hoping to solve a work-related marketing issue. You are getting so frustrated because the meeting never really gets "kicked-off". Everyone is sitting around, talking, joking, and throwing out random thoughts and ideas. Hours have gone by, the meeting ends and you are perplexed because the majority of the group is pretty excited about the progress that's been made. Progress? Seriously?! There was no beginning or end to the meeting, and you found the "randomness" very challenging.

Alright, one more example - there's a point here, hang in there! You are in a presentation, you are trying to pay attention as you listen to the speaker go through their sequence of material, reading bullet after bullet, waiting for them to get to the point. Somewhere in there you are able to get a couple of worthwhile points, but overall, it was a waste of an hour. Just as you are about to share this thought with your table mate, they gush about how valuable the talk was, how many notes they took, and how they can't wait to apply the principles. Huh?! Did you miss something?

 

These are examples of how right and left-brain differences impact us in the business world. Most likely we have adapted some decent coping mechanisms and are, for the most part, doing just fine.  But realistically, these right-left differences have been impacting us our entire lives. These situations color our perspective, impact our confidence, and provide filters when communicating  with others. These differences (that we often don't understand or realize are in play) impact our self-esteem, our performance, and our communication. 

I recently attended a workshop, hosted by EmpowerMind, about right-brained learning (an experiential program of course!). Fortunately this program invites participants eleven and older to attend (eleven, when self-identity is being shaped) so there were people of all ages in attendance - frustrated.  Frustrated because they don't always fit in, frustrated because they thought they had missed something, frustrated because maybe they weren't smart enough, frustrated because of the disconnect, since they have often heard they are "bright" and not living up to their potential. 

So let's go through the examples, and shed some light on right and left - I'm guessing you could relate to at least one of them:

Example 1 - If you could identify with this situation, you are probably right-brained dominant. Right Brained dominance allows a holistic view of topics versus a sequential one.  When somebody tells a joke, you laugh before the punch-line is delivered because you can see the joke unfolding, right? A left-brained person is waiting for the sequence to unfold and is anxiously awaiting the ending of the joke!

Example 2 - Does this sound familiar? If so, you probably lean to the left. The fact that your right-brained group will free-flow discuss without any beginning or ending is maddening to a left-brained person. Your strength is in the structure you provide and the sequence you offer.

Example 3 - If you enjoyed the bullet-to-bullet-fact-style presentation, again, you are probably leaning to the left. If you have been challenged to "get it" without knowing or seeing the big picture, or desiring stories instead of facts, you are more to the right.

Right or left-brained isn't an issue until you are the odd-man-out - when you feel incompetent because you are "off". We all use both sides of our brains, but some people are more heavily-weighted right or left - that's when issues pop up. The workshop, presented by Kimberly Kassner, focuses on right-brained learning. Since most traditional business and education systems are left-brained, the right-brained businesspeople and students have been the odd-ones-out...not exactly sure why they don't always fit it.  

Here are a few right/left characteristics: 

safe

RIGHT BRAIN FUNCTIONS
 
uses feeling
"big picture" oriented
imagination rules
symbols and images
present and future
philosophy & religion
can "get it" (i.e. meaning)
believes
appreciates
spatial perception
knows object function
fantasy based
presents possibilities
impetuous
risk taking

LEFT BRAIN FUNCTIONS
 
uses logic
detail oriented
facts rule
words and language
present and past
math and science
can comprehend
knowing
acknowledges
order/pattern perception
knows object name
reality based
forms strategies
practical

Is it really such a big deal? Afterall, many of us, whether right or left dominant, have developed coping skills to adjust. But....if it has impacted your career, it is a big deal. If it impacts your child and their learning in school it is a big deal. If it impacts how you feel about your competence, or the incompetence of others, it is definitely a big deal. I have been fascinated with this topic for quite a while, so I welcome your questions and comments. I'll also post a few interesting links below - you can test yourself, play some brain games, learn more about right/left characteristics, or find out about the workshop I mentioned.

By the way, I know for a fact this topic impacts people - I see it in my business, coaching business clients and how it colors their perspective, communication, and confidence. I also saw "the shift" in the workshop participants - realizing for the first time how gifted they were. It was EMPOWERING to watch them realize their talent, and exciting to know how their lives would be positively impacted by this discovery. Every communication and learning situation was forever changed.

What do you think I am?  Right or left?  My percentage?  Check out yours below!

More right/left characteristics
BRAIN GAMES!!
Test yourself - Right-Left Brain Test
EmpowerMind Workshop

Dealing With the Way Things Are - Changing Your BUT to an AND

Have you ever been SO engrossed in your own fury, your own irritation regarding a situation, YOUR OWN REACTION, that your perception got distorted? Your perception changes the way you are able to deal with the way things really are. Maybe one of these situations has sparked a reaction in you: the doors to the plane close just as you are running toward the gate; it rains on your trip to Sedona...you know, the sure-bet vacation you planned in a place where it NEVER rains; or your leftover meal from your favorite restaurant - the one you were looking forward to all day to have for tonight's dinner, was eaten by somebody else.

Surely you've heard the phrase "is your glass half empty or half full?" Well, when you lose "your power", you lose your capability, your perspective, because you become a slave to your own reaction - the glass will definitely be half empty. 

Some of the things that get in our way are:

1. We focus on the "shoulds" instead of the what is. By getting attached to what should have happened instead of the reality, we give away our ability to reason and act effectively. "It shouldn't be raining in Sedona, it never rains here, we're going to have a miserable time, our vacation is ruined." And...it probably will be.
2. We make a quick exit when the going gets tough. Often when we are in the midst of a situation that is painful, draining, or tough, we make a run for it. We leave the scene so we don't have to deal with the pain. Emotional maturity is developing and flexing the muscles that allow us to stay, endure, and deal with a situation - to do the "heavy lifting" . Why bother? Well, we get strong, and the opportunity to author  our own life.
3. We also apply judgment. Suspend the desire, the need, to apply judgment to every situation that doesn't go our way. For instance, although you may be lamenting how BAD it is that it's raining in Sedona while you are vacation, it might be GOOD for nature, the trees and wildlife to get the needed water. It's not all about you.
4. We let abstractions become our reality. Let's just say you have "experienced" two back-to-back rainy vacations - your reality becomes "every time we go on vacation it rains". Wallowing in this kind of thinking paralyzes us in living our lives to the fullest and experiencing every moment as it is....fully.

By dealing with the way things really are, we are free to find the good in the situation and handle it accordingly. Start by replacing your "but" with an "and". OLD: "We would have had fun in Sedona, but it was raining...we were misarable." NEW: "We went to Sedona and it was raining...so we decided to hike through the mountains anyway and see nature at its best - the colors were saturated and lush."

Resistance to a given situation robs us of our ability to ask the question, "How do I move forward? or "What do I want to happen now?" When we get caught up in blaming and not dealing, we short-change ourselves from enjoying so much life.  Acceptance gives us that power back.

By the way, I really did go on a trip to Sedona in the rain. We hiked 5 miles to our campsite...in the rain. We set up tents...in the rain. We were miserable...in the rain. And then, something happened - well, it did for me anyway, I decided I wanted to have a good time. I accepted the situation for what it was...because, like it or not, it was raining! We swam, went on exploration hikes, played games, laughed at the great stories we would tell at future parties about this crazy weekend, and even crafted a make-shift awning for ourselves to protect our fire. Just as we decided to accept our fate, the rain stopped, and the sunshine smiled on us.

An "Opportunity" to Discuss: Resumes; Recruiting; ....and DATING?!

Recently I was invited to be a guest speaker for a college undergrad senior class. The topic was recruiting. The class was engaged and asked a lot of great questions - very fun.  I had two interesting take-aways...

1. This "opportunity" re-affirmed my direction on experiential-learning, or action-learning. I was hoping to help the class better understand the intricacies and nuances of the recruiting process. My challenge was to deliver this talk in a meaningful, non-boring, impactful way....this was a night class, so I wasn't sure what kind of attention span to expect!  First of all, like most people, the students thought recruiting to be merely a name-gathering exercise. It is so much more! So how was I going to convey this big topic in the time allotted?! I used my favorite "recruitment process" analogy as a basis for the exercise (see: http://www.upwordsinc.com/executivesearch-process.php)  ...how the steps of "the dating process" closely match up with the recruitment process.  Since these young adults are in the throes of dating, it seemed like a pretty good angle. I had the students volunteer for various roles in our little analogy drama (the lone guy got to be "the guy"). We also had a Scribe, "the female", and "the friend". I had the students physically act out the dating process, stopping at each point to identify the interaction (i.e. finding out if the guy is right for your friend, the blind date, the engagement, etc.). Then....we correlated the recruitment process to the dating process. They had to think...and they had to participate! I am very hopeful and confident they learned something. They got it! ...and so did I!! I saw their reactions to a non-lecture-information-dumping approach - it was great.  I saw the wheels turning (they had to actually respond and interact!). Once again, this approach to learning has proved to be the way to go.  They learned, I learned.
2. The Resume. I made the class an offer. After I passed out my card, I told them if they contacted me/sent me their resumes, I would call them with a verbal opinion/ my perspective. A couple of students have already taken me up on my offer. Their resumes were surprisingly good actually...but....I think as a whole, people miss the point of a resume. What was missing in their resumes was the same thing I see missing in most resumes. It is not a listing of information - well, let me re-phrase, it is not just a listing of information. A resume needs to speak to who you are. It represents "you" when you are not present to represent yourself. So many resumes are VANILLA, (especially for college grads since they have a minimal amount of experience). Most candidates seem to think the employer is looking for a detailed account of their "responsibilities". Not true. The employer is looking for a detailed account of their "accomplishments". Seriously, if another person had the same job history as you, and it was about listing responsibilities, technically, the resumes would look the same, right? The job of your resume is to highlight YOU...what YOU are capable of, what YOU have done/accomplished...not just what you were hired to do. 

It was great to combine areas of my expertise & passion into this single event: connecting with the class; delivering a message in a way that they "got it"; educating/clarifying the topic of recruiting; and helping these soon-to-be-grads better represent themselves on paper. I'm anxiously awaiting the test scores :)

Preparation or Wishful Thinking? Our apporach to life, work, success, and resolutions....

As I am an avid reader, a friend and colleague just recommended a book to me - Dare to Prepare by Ron Shapiro. Interesting title, so I checked it out on-line and found numerous 5-star ratings...which prompted me to pick up the phone, call him back, and enter into a conversation about the topic of "preparation"....  Now we didn't solve the world's problems, but it did get me thinking about resolutions.

My first question to you is: How is your New Year's Resolution going? We are 2 weeks into the year, and based on my very informal poll, 60% of the good intentions have already crashed and burned. Are you in the 40, or the 60%? Is this a pattern?

My second question: When you sat down at your desk this morning, did you think "what are the 2-3 things I need to do today to consider it a successful day?" or did you "find something that needed to be done - to occupy you?" Do your days feel reactive or proactive?

My third (and last!) question: Does your life resemble the board game "Life" where the dice determines your fate...you move yourself forward without considering options or strategies...making decisions as the need arises? Or do you create "the board" on which your life plays out?

In my coaching practice, I often hear people enter into "wishful thinking". They believe if they wish hard enough, it will happen. "I really want my boss to see me differently, I really wish he would get to know me" - yet if there is a suggestion to modify current behavior or take action to make it happen, there are 101 excuses why that won't work, not to mention some finger-pointing. What is interesting is the surprise and disappointment people feel when nothing has shifted. Is this an issue of wishful thinking vs. preparing for success, or is this an issue of powerlessness?  Or an issue of just not knowing how to make it happen? I'm not sure....but I do know there is an expectation for wishful thinking to "work".

Let's go go back to "resolutions".  Step One, you've set your resolution. Great.  Step Two...now what? Hello...Step Two.  The truth of the matter is most of us think if we wish it, or declare it, we're good. You'll have to do more than that...you'll have to prepare.  Studies show the most successful dieters (c'mon, admit it, this has probably been on your list of resolutions at least once), are successful because they prepare. They prepare their menus and meals in advance, they prepare by acknowledging and deciding what to do in certain pitfall situations, they prepare for the day.....they prepare for success.

Achieve all the things you are capable of and/or want in life, not by wishful thinking, but by preparation - take control of your success and prepare.

 Please let me know how you have prepared for success, I would love to hear your response!

With a new Attitude and a new Plan, I welcome in 2010!!

Happy New Year! I don't know about you, but I am thrilled to see 2009 in my rear-view mirror - bring it on 2010!! ...and it seems many people share the sentiment!

2009 was an exhausting year....for me anyway. We made it - and for that I am grateful. As many people in our industry struggled to cross the finish line, the new year couldn't come fast enough.

Well, it's a new year and a new race. Isn't it funny how our attitude changes from December 31st to January 1st? In a span of 24 hours, well really in the span of 60 seconds, people feel lighter, more hopeful, and energized.  Nothing has changed - not really. We have the same economy, the same problems (for the most part), the same jobs, the same leadership, the same news stories... From where I sit, the only change that has occurred is in me - my attitude has changed.  And that is everything.

As I breathe in 2010, I feel light, hopeful, and energized. I'm excited to move forward. My desk is clean. I have a plan. I, with my positive attitude in check, am ready to go.

Here is my simple, yet effective, go-forward plan:

1. Dump the mental "garbage" that accumulated in 2009 and start with a clean slate. Now set a vision for 2010. (yes of course this is an ever-evolving process and should already be in place, but re-envision and re-commit to the vision)
   
2. Set Goals: What are my goals for the year? And what 2-3 goals do I want to accomplish today?
   
3. Plan "the Execution" of those goals. Map out your time.  Be proactive and protective of your schedule.
   
4. Get rid of distractions.  Does e-mail come to mind?  Limit yourself to checking it only certain times of the day. Any other time-robbers?
   
5. Ask yourself continuously throughout the day: "Is this the best use of my time?"
6. Commit to Excellence.

Plan for a great 2010!  Best wishes for big success this year.

I would love to hear about your "get ready for 2010" strategies and how it's going!!











I was so bogged down last year that I stopped "dreaming" and visioning.  I got very reactive vs. proactive.  So today I feel free to dream.  I reset my goals.  I have gotten back to the basics in my planning routine. I have commiteThese are things that work for me....what works for you?