I am consulting with an organization called Nexxt Phase, for women in career transition. We are in the process of redefining the vision of the group and determining ways we can help women achieve their career goals.
We put together a list of tips for job-seekers, with special focus on women returning the workforce. I thought I'd share them here.
• Your career effort should be a PUSH, not a PULL. This means you should avoid getting absorbed in trolling the Internet and applying for positions, which will give you a false sense that you are doing something productive. Instead, the focus should be on determining what you want to do, what organizations might hire you and finding contacts in those organizations. This is a marketing effort and the brand is YOU.
• Put all of your information on your resume. You want to manage expectations about you, and that means including pertinent dates such as when you graduated from college. Hiding your age will not prevent ageism and may backfire since employers could make an assumption that you are significantly younger than you are and be surprised when they meet you.
• Be opportunistic, prepared and strategic. Get out and attend things, consider everyone a potential lead. It is typically your secondary contacts—friend of a friend, etc.—that become the ultimate conduit to a new job.
• Know that there is no one perfect job that will fulfill all of your needs. Know what your skills and interests are and seek out positions that meet at least 2-3 of your key criteria.
• Define what you are looking for and ask your contacts for what you need from them. Be specific, give people a hook. The onus is on you to define your own needs. You will get a much higher response rate this way than asking “for any ideas you may have”.
• Just get started. Get off the fence and commit to something and take steps. It is very easy to postpone a decision until everything is well-defined, but that day may never come.
• Establish criteria, test and modify as you gain feedback.
• Package what you’ve done and what you are seeking in an effective elevator pitch. This pitch should put into 3-4 sentences, your background and what you are seeking in a job. It should be polished, confident and memorable. The elevator pitch is designed to catch someone at a random moment and provide them enough detail and impetus to be helpful to you.
• Show your strength in interviews. Remember: You are interviewing them too, it is very much a two-way street.
• If you are interested in creating a flexible work schedule, define what that means to you and package it as a win-win for both yourself and the organization. Don’t rule out positions that are full-time; once you’ve gotten beyond the preliminary interviews you can begin to investigate flexibility.
• Create a personal Board of Directors. This should include people who care about you, are willing to speak the truth and who have complementary and desirable skills.
• Never turn down a meeting, you never know what will come of it. Network by joining professional associations and support groups where you can expand your circle.
• Be okay with where you are right now; be positive. And take steps to move forward. This process requires patience, commitment and discipline.
Showing posts with label careers. Show all posts
Showing posts with label careers. Show all posts
Thursday, June 5, 2008
Friday, May 30, 2008
The Organizing Principle
As a consultant, I find it tough to get organized.
I am not shy about mentioning this, since I talk to other consultants all the time, and they usually have the same problem.
Not that being super organized about my work has ever been a great strength! My tendency is to work in a more stream of consciousness way, which means that I stay open to opportunities that present themselves, which can be good except...when the day ends and I scratch my head and think "What did I do today?"
This is not a great feeling.
So I've been working with a coach. Yes, a coach who is a project manager and clearly gets a lot done herself. With her help, I am disciplining myself to create some "chunky goals" during the week, and to write down the steps to getting there. And this has definitely improved my productivity.
This of course is not rocket science. But it makes me feel better.
The truth is, some of us are better at idea generation and some at execution. And when you work on your own, you have to learn to do both.
I'm a big fan of getting help when you need it--maybe that's one of the reasons I became a career coach. So I encourage all my clients to figure out what they're good at, and get support on the things that don't come as easily. There is no shame in this; we can't all be good at everything. And as Marcus Buckingham says, the more time we spend focusing on our strengths, the more impact we'll ultimately have.
If you're in the market for a coach and you'd like some advice, email me and I'll give you the names of some people I think are really good.
I am not shy about mentioning this, since I talk to other consultants all the time, and they usually have the same problem.
Not that being super organized about my work has ever been a great strength! My tendency is to work in a more stream of consciousness way, which means that I stay open to opportunities that present themselves, which can be good except...when the day ends and I scratch my head and think "What did I do today?"
This is not a great feeling.
So I've been working with a coach. Yes, a coach who is a project manager and clearly gets a lot done herself. With her help, I am disciplining myself to create some "chunky goals" during the week, and to write down the steps to getting there. And this has definitely improved my productivity.
This of course is not rocket science. But it makes me feel better.
The truth is, some of us are better at idea generation and some at execution. And when you work on your own, you have to learn to do both.
I'm a big fan of getting help when you need it--maybe that's one of the reasons I became a career coach. So I encourage all my clients to figure out what they're good at, and get support on the things that don't come as easily. There is no shame in this; we can't all be good at everything. And as Marcus Buckingham says, the more time we spend focusing on our strengths, the more impact we'll ultimately have.
If you're in the market for a coach and you'd like some advice, email me and I'll give you the names of some people I think are really good.
Wednesday, May 14, 2008
Lunching Ladies
Yesterday I was the lead speaker at a seminar for women considering going back to work.
This was the first in a seminar series called Mind Your Own Business Moms, started by two women I know through my kids' school.
It was held in a restaurant, and there were about 25 women there, prosperous and engaged in their lives but looking for a career to complete their fulfillment.
My presentation was entitled "Why Work?", which I felt was apt considering these women are making a choice to work, and income is likely a secondary factor.
I feel very passionate about women working as a protective measure. The truth is, 50% of us will get divorced and many of us will be widowed. Women outlive men by seven years, and that number is growing. A horrifying statistic: In the first year a woman is divorced her standard of living plummets by 73% on average.
So one of the things I always stress to women is this: You never know.
If you start planning your career now, in a few years you'll be making enough of a living to re-invigorate your earning power in the long-term.
I shared many, many thoughts and tips with this group, and I will share a couple here:
-Figure out what you want to do, what companies interest you, and then find the right person to contact at those companies. Never go in blind.
-Don't use the Internet to apply for jobs; unless you can prove that you fit the exact profile of what they are seeking in the ad, you will be ignored. Women who haven't worked in years and/or are seeking part-time work do not qualify. Answering ads only makes you think you're making progress when you're not.
-You never know where you might find a job so be prepared. Have an elevator pitch, and use both old and new networks to talk with people.
Anyway, there's lots more in my presentation. If you'd like to view more of it, just email me and I'll get it to you.
Happy hunting!
This was the first in a seminar series called Mind Your Own Business Moms, started by two women I know through my kids' school.
It was held in a restaurant, and there were about 25 women there, prosperous and engaged in their lives but looking for a career to complete their fulfillment.
My presentation was entitled "Why Work?", which I felt was apt considering these women are making a choice to work, and income is likely a secondary factor.
I feel very passionate about women working as a protective measure. The truth is, 50% of us will get divorced and many of us will be widowed. Women outlive men by seven years, and that number is growing. A horrifying statistic: In the first year a woman is divorced her standard of living plummets by 73% on average.
So one of the things I always stress to women is this: You never know.
If you start planning your career now, in a few years you'll be making enough of a living to re-invigorate your earning power in the long-term.
I shared many, many thoughts and tips with this group, and I will share a couple here:
-Figure out what you want to do, what companies interest you, and then find the right person to contact at those companies. Never go in blind.
-Don't use the Internet to apply for jobs; unless you can prove that you fit the exact profile of what they are seeking in the ad, you will be ignored. Women who haven't worked in years and/or are seeking part-time work do not qualify. Answering ads only makes you think you're making progress when you're not.
-You never know where you might find a job so be prepared. Have an elevator pitch, and use both old and new networks to talk with people.
Anyway, there's lots more in my presentation. If you'd like to view more of it, just email me and I'll get it to you.
Happy hunting!
Thursday, May 8, 2008
Making Your Resume Squeaky Clean
Today I was interviewing a search consultant for a project I'm doing: a series of interviews about the current hiring climate in various sectors, for the career management website BlueSteps.com.
We were talking about a common acquaintance who recently took a very senior job. It turns out that this particular search consultant had been considering this candidate for another very senior job, and at the very last minute the company withdrew their offer.
Why? Because in conducting their due diligence, the search firm found that the candidate had inflated his graduate degree. He said he had an MBA, but it turns out he had something different.
Now that's embarrassing. It turns out the search firm that ended up placing him in his new job either didn't check his credentials thoroughly or, more likely, he changed the description of his degree after his gaffe was discovered. So he got a job; no harm done, right?
Not so. The search firm that caught the degree detail will have notes in this candidate's file, and they happen to be the pre-eminent search firm in his industry. So the next time they have a hot opportunity, they're unlikely to get in touch with him. Too bad.
I mention this because it's a common occurrence. And when we've been working a long time, sometimes the early career details can seem a bit fuzzy and we find we're able to convince ourselves to tweak a resume detail to favor our current situation. My advice: Be careful. Don't do it. It could come back to haunt you.
When it comes to resumes, project a strong, positive image for sure. But don't embellish the facts--in the end, it's not worth it.
We were talking about a common acquaintance who recently took a very senior job. It turns out that this particular search consultant had been considering this candidate for another very senior job, and at the very last minute the company withdrew their offer.
Why? Because in conducting their due diligence, the search firm found that the candidate had inflated his graduate degree. He said he had an MBA, but it turns out he had something different.
Now that's embarrassing. It turns out the search firm that ended up placing him in his new job either didn't check his credentials thoroughly or, more likely, he changed the description of his degree after his gaffe was discovered. So he got a job; no harm done, right?
Not so. The search firm that caught the degree detail will have notes in this candidate's file, and they happen to be the pre-eminent search firm in his industry. So the next time they have a hot opportunity, they're unlikely to get in touch with him. Too bad.
I mention this because it's a common occurrence. And when we've been working a long time, sometimes the early career details can seem a bit fuzzy and we find we're able to convince ourselves to tweak a resume detail to favor our current situation. My advice: Be careful. Don't do it. It could come back to haunt you.
When it comes to resumes, project a strong, positive image for sure. But don't embellish the facts--in the end, it's not worth it.
Friday, October 12, 2007
Nexxt Phase
Yesterday I attended a lunch given by a group called Nexxt Phase: a networking community of women looking to get back into the workforce after a hiatus.
The group represents an elite Manhattan community of accomplished, polished, well-off women -- all of whom have decided it's time to do something in addition to raising kids and doing volunteer work.
The energy in the room was palpable. There was a warm-up exercise to get to know other people and then a guest speaker: one of the authors of the book "Back on the Career Track", which speaks to women relaunching their careers.
Everyone in the group is busy, most of them have launched projects of some sort. However, many of them appeared inflexible in how they would ultimately let work intrude on their busy lives.
The truth is: we can easily fill our time; there's always plenty to do. And if you haven't worked in years, you've of course been occupied with plenty of things, including raising a family in many cases. But paid work requires a different mind-set. If you really are serious about going back to work, you need to carve out the time and provide the resources to support your decision. And you need to organize that before you start looking for a job.
Many people have good intentions about working again, but if a real financial need isn't there, the motivation may not follow. However, there are plenty of people who are really serious about relaunching themselves, and are ready to make the job a
priority. I'm going to be interviewing some of those women who returned to work after "stopping out", on these pages. So stay tuned.
Do you have questions about relaunching your career? I'd love to hear from you.
The group represents an elite Manhattan community of accomplished, polished, well-off women -- all of whom have decided it's time to do something in addition to raising kids and doing volunteer work.
The energy in the room was palpable. There was a warm-up exercise to get to know other people and then a guest speaker: one of the authors of the book "Back on the Career Track", which speaks to women relaunching their careers.
Everyone in the group is busy, most of them have launched projects of some sort. However, many of them appeared inflexible in how they would ultimately let work intrude on their busy lives.
The truth is: we can easily fill our time; there's always plenty to do. And if you haven't worked in years, you've of course been occupied with plenty of things, including raising a family in many cases. But paid work requires a different mind-set. If you really are serious about going back to work, you need to carve out the time and provide the resources to support your decision. And you need to organize that before you start looking for a job.
Many people have good intentions about working again, but if a real financial need isn't there, the motivation may not follow. However, there are plenty of people who are really serious about relaunching themselves, and are ready to make the job a
priority. I'm going to be interviewing some of those women who returned to work after "stopping out", on these pages. So stay tuned.
Do you have questions about relaunching your career? I'd love to hear from you.
Friday, October 5, 2007
Resumes and The Education Dilemma
I frequently see resumes that lack specific educational data.
Some people state the institution and type of degree without the date of graduation--a sign they think they're old.
Others list the institution without the type of degree--a red flag since it looks like they didn't graduate. And maybe they didn't.
Being old or failing to graduate are not things you can really hide. They are simply facts about you, and the clearer you are on your resume, the fewer questions you'll have to answer later, assuming you get the chance.
Always list dates, even if it's simply to say that you expect to receive your degree in a certain year. Be as specific as you can. Employers will thank you and, more importantly, they'll take your resume more seriously.
Some people state the institution and type of degree without the date of graduation--a sign they think they're old.
Others list the institution without the type of degree--a red flag since it looks like they didn't graduate. And maybe they didn't.
Being old or failing to graduate are not things you can really hide. They are simply facts about you, and the clearer you are on your resume, the fewer questions you'll have to answer later, assuming you get the chance.
Always list dates, even if it's simply to say that you expect to receive your degree in a certain year. Be as specific as you can. Employers will thank you and, more importantly, they'll take your resume more seriously.
Thursday, October 4, 2007
Executive Mobility 2007
According to Marci Alboher (www.heymarci.com) I am a career slash: In addition to being a career consultant I am head of marketing for the global trade association for executive search.
The career work I do is typically focused on women in mid-life who are struggling to either a) get back to work after a hiatus to raise kids, or b) are simply looking for more meaning and connectedness from work and life.
My position at the association is a perfect complement to my private client work as it keeps me abreast of trends in the senior employment market. We do plenty of research in the area of workplace flexibility, and I am really noticing a sea change. I regularly hear from corporate HR executives about their need to find top performers in what is shaping up to be a very serious talent shortage.
This is of course great for those of us seeking flexibility and work situations that speak to our multiple interests.
One of the prevailing terms of the senior job market today is Executive Mobility, which refers to the attraction and retention of senior executives--something companies have a very big vested interest in.
We're in the early stages of a major Talent War, since 80 million Baby Boomers will be retiring and will be followed by just half that number of Generation X'ers. So we're seeing companies stand up and take notice--it's a seller's market. And this is of course good news for talented, seasoned executives of all stripes.
So what does mobility look like in 2007? It's looking pretty traditional.
We recently conducted research with senior executives through BlueSteps.com, the online executive talent database of my association--the Association of Executive Search Consultants (AESC). Our research revealed a global trend among senior executives. While executives surveyed view high job mobility with some caution, traditional values about tenure and job loyalty remain well ingrained. Seventy-one percent of respondents have been in their jobs between one and five years, with 59% having worked for between 4 and 7 organizations during their careers. Eighty percent are between the ages of 35 and 54, so we are talking about Baby Boomers and Gen X'ers.
The question is whether we are going to see mobility trends change, in particular with younger people. I believe we will. The generation in their teens and twenties today (Gen Y or "Millenials") is more concerned about making life the priority than any other generation in history. But Generation X, currently in senior roles, is leading the way, as they bring with them an insistence on flexibility in the workplace to better accomodate work, family and outside interests. They are also the first generation to experience predominantly dual-income households, where the burden needs to be shared more equally between men and women. In the US today, 75% of households have dual earners. In Europe, dual income households outnumber single income households by two to one.
For those who want to improve their work lives today, or create a seamless balance between working and living, creativity should be your guide. Formal programs to help employees create work-life balance are offered by many large organizations and have been for a long time; but more and more career experts are encouraging individuals to craft their own scenarios--provided a business case can be made.
I'll be providing more specific information on this topic, and meanwhile, encourage comments.
The career work I do is typically focused on women in mid-life who are struggling to either a) get back to work after a hiatus to raise kids, or b) are simply looking for more meaning and connectedness from work and life.
My position at the association is a perfect complement to my private client work as it keeps me abreast of trends in the senior employment market. We do plenty of research in the area of workplace flexibility, and I am really noticing a sea change. I regularly hear from corporate HR executives about their need to find top performers in what is shaping up to be a very serious talent shortage.
This is of course great for those of us seeking flexibility and work situations that speak to our multiple interests.
One of the prevailing terms of the senior job market today is Executive Mobility, which refers to the attraction and retention of senior executives--something companies have a very big vested interest in.
We're in the early stages of a major Talent War, since 80 million Baby Boomers will be retiring and will be followed by just half that number of Generation X'ers. So we're seeing companies stand up and take notice--it's a seller's market. And this is of course good news for talented, seasoned executives of all stripes.
So what does mobility look like in 2007? It's looking pretty traditional.
We recently conducted research with senior executives through BlueSteps.com, the online executive talent database of my association--the Association of Executive Search Consultants (AESC). Our research revealed a global trend among senior executives. While executives surveyed view high job mobility with some caution, traditional values about tenure and job loyalty remain well ingrained. Seventy-one percent of respondents have been in their jobs between one and five years, with 59% having worked for between 4 and 7 organizations during their careers. Eighty percent are between the ages of 35 and 54, so we are talking about Baby Boomers and Gen X'ers.
The question is whether we are going to see mobility trends change, in particular with younger people. I believe we will. The generation in their teens and twenties today (Gen Y or "Millenials") is more concerned about making life the priority than any other generation in history. But Generation X, currently in senior roles, is leading the way, as they bring with them an insistence on flexibility in the workplace to better accomodate work, family and outside interests. They are also the first generation to experience predominantly dual-income households, where the burden needs to be shared more equally between men and women. In the US today, 75% of households have dual earners. In Europe, dual income households outnumber single income households by two to one.
For those who want to improve their work lives today, or create a seamless balance between working and living, creativity should be your guide. Formal programs to help employees create work-life balance are offered by many large organizations and have been for a long time; but more and more career experts are encouraging individuals to craft their own scenarios--provided a business case can be made.
I'll be providing more specific information on this topic, and meanwhile, encourage comments.
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