Critical Career Situations That Demand Superior ExecutionWhile each career is unique, there are certain common situations we encounter frequently. If you fall into one of them, this discussion may give you some initial guidance.
Are you a young executive
at a career crossroads?
Are you a corporate officer
in a bad career position?
Have you had too many jobs?
Have you been too long in
one firm or industry?
Do you need a career or industry change?
Are you an entrepreneur
returning to the market?
Do you have an age concern?
Are You a Young Executive at a Career Crossroads?
These executives are typically 28-46 years old, BA/BS or MBA, doing well financially, either highly marketable and confident... or concerned because they have been blocked in middle or upper management for some time.
Many potentially great careers are lost at this critical stage. People in this category seem to be at one of the most important crossroads they will face. Some come to our service from a position of total strength. They are confident and highly marketable, but do not want to settle for what comes to them each month from one or two recruiters.
These executives want to explore all their options before they make a move... not just one or two. Here, all elements of our service play a role.
On the other hand, some executives are less confident. They've found themselves blocked for some time. Some fail to discover the importance of broadening out before it's too late. Age is a factor here. They're well aware of the bottleneck at middle and lower upper management.
Some of these people are in situations where they have not attracted attention from top management. Other talented people may be just ahead of them--or they may not be aligned well enough politically.
Often, if they search on their own, they risk making a mistake. Because they value their careers so highly, a bad move at this stage can be tragic and they know it.
The advantage of having an objective appraisal of their marketability and options can be critical. For this reason, the aspect of our service where we uncover assets, skills and options often takes on significance.
If some of these executives don't get control of their careers now, they may lose the advantage of their good beginnings. They need to choose their options properly, stage their careers and plan their futures. Some are not far from falling into mediocrity, or having their marketability decline--which means it is the best it will ever be right now.
Our philosophy is that these people are often wise to consider new environments in smaller and medium-sized companies, and in emerging industries--where they can quickly receive much greater responsibility.
Working in an entrepreneurial environment and combining it with large corporate experience can be an excellent platform for future moves. It may also be time for some to take a calculated risk in trying to make a dramatic move up financially. They are ready to do their boss's job... and perhaps much better!
Executives like this often dabble in the market... answering ads, speaking with a few recruiters. Doing this, they might surface something sooner or later. But, it is almost always only one offer--requiring a one-shot leap of faith.
These executives can get enormous benefit from having us create their action plans--giving them a structured system aimed at developing the right interview opportunities. Good numbers are necessary because we have found that executives have to be realistic about rejections. And, the higher you go, the truer this is.
Are You a Corporate Officer in a Bad Career Position?
The corporate officer--$100K to $750K+... age 36 to 62 ...often at the peak of their marketability. Job is threatened, challenge gone, or been terminated... may be getting some activity, but not the right activity, and not enough of it.
Executives in this position are often unsure about their futures. Normally in control, they sense changes ahead. They fall into two groups. First are the highly marketable who know their options. Second are those skeptical of the future.
A few may begin to be concerned that they have wasted their best career opportunity. Others may be fed up with politics and want out entirely, but are uncertain of just how to do this. Some worry their careers could be lost at this stage.
At higher levels, these people are often concerned about campaigning with dignity. They may also feel that they cannot afford to make another mistake. Their next move often needs to be the last they plan to make, and time may be their greatest enemy.
One key rule of thumb: If you have recently lost your job, don't be seduced by a false sense of security and ride out the severance. Unemployment is a liability... and over time, you will dig yourself a deeper and deeper hole.
Remember that the perception among employers is, good people don't last long in the market. For this reason, executives need to get control of their plans... and fast. They need a campaign approach, or risk facing a bleak future.
On the positive side, unemployment can be an advantage if it is seized as an opportunity to take a sober, careful look at all options. Some, of course, have such high marketability that they may be faced with the burden of choice--but not know "how" to choose or "what" to choose. Here again, an important thing we do is to help them identify, prioritize and take control of their options.
There is a tendency for all executives to have an exaggerated view of their marketability. They need to gain much wider exposure than they realize.
Surprisingly, our surveys indicate that 50% of executives who make a move on their own... begin thinking it was a mistake in six months. Why? Many take the first thing that comes along. This is why a lot of activity is essential.
Of course, for corporate officers at senior levels, the resumes and letters we professionally create have even greater importance. They make or break the success of their campaigns. For many, we reshape their entire backgrounds to qualify them for new industries.
Without clear thinking and superior writing, many of these executives would drift in the marketplace. As they get some good opportunities, our ability to help them negotiate their best package is vital. Today's world of executive arrangements is very complex.
(As an aside, we have found that even the most senior executives often have a misunderstanding of technology firms. A fear may exist because they are not technical and feel they would not be a good fit. This is not the case. It's not your technical orientation. It's all about your skills and abilities.)
Will You Be Viewed as Having Had Too Many Jobs?
Often, a client will come to us after several bad moves. Emotionally, they may be confused, and despite talent, they are doubting themselves. Frequently, they are in a poor state of mind.
Typically, this is where an executive is confused, concerned, or wondering if there is any hope. Is the problem with them, or are they a victim of circumstances? "Where in the world do I go from here?" You need to realize there is a root cause for what happened and come to grips with it.
These executives often have a lack of focus in terms of industry direction. They have begun to lose hope for the future. Some recognize that their careers are in shambles. Some feel lonely and vulnerable.
If they examine their previous campaigns, they will usually recognize that bad moves in the past were made because they didn't approach the search professionally.
Their past problems were most likely not with them, but in how they made their changes. These mistakes need to be avoided. Historically, some of these people have been trapped in a pattern of action and reaction. Some have overreacted against past problems by then taking the first thing that came along. In the past, faced with this type of situation, the short-term solution they saw turned out to be their long-term problem. The key point: They need to break their pattern now.
For many, the key to their success is in our ability to get them connected to enough openings. Then, with our strategic help during interviews and negotiations, they need to accept the right situation and stay with it.
Will You Be Viewed as Having Been Too Long in One Firm or Industry?
Some clients retain us to do a search, but have not fully committed to a change. Often, things are uncertain and they are restless and want to see what's out there, beyond their narrow experiences.
These people may have earnings that are quite high... or modest... because of their long stay. They do not know what they are worth and may never have looked before. For this reason, the part of our service that expands their true marketability is paramount.
Given an honest choice, these people probably would not leave their current employer if they did not believe they were missing out on the things other people have--more income and challenge, recognition and future.
Unless their lethargy is really shaken, they will probably spend the best years of their lives with indecision. Action for these people may come too late to be meaningful. Often, they are inwardly looking to be encouraged to stay where they are, while also feeling a burning desire to achieve more than is humanly possible. In their own eyes, they are in danger of labeling themselves as "less than a real success."
Sometimes, lack of confidence in their marketability may have been fostered by years of plodding in anonymity. They may have been taken for granted for so long that their identity melded with their firm. The reality is that they are often quite marketable.
Most of the time, these people are unaware of what's really out there. The convenience of our service is most critical in these cases.
Not only are they unaware of what's out there, but employers will be ignorant of their value, because they have never prepared a resume that qualifies them for new directions. And whenever there's a problem of ignorance, the solution is communication.
The weight of these campaigns falls on their ability to build an appropriate bridge, both through their resumes and communication in general. Their old resume often telegraphs their major liability--their one company or one industry experience--and has restricted their activity.
We get concerned that in this category, the longer they wait, the more difficult it is. Executives in this situation need to understand that they have already stayed too long, and they need to make a decision to cut their losses. In all likelihood, if they do not move soon, they should not change at all.
Are You a Former Entrepreneur Facing a Return to the Market?
These executives are seasoned enough to recognize that certain employers will be hesitant to hire someone who has owned a business. They know there will be concerns about whether they may go back in their own business, whether they can be a team player, and whether they can accept corporate structure.
Talented as they may be, former entrepreneurs face special challenges. Many are identified with a narrow industry segment. They are concerned about their credibility outside that niche, and want to stay in part of their previous industry.
Of course, some want, or need by virtue of non-compete agreements, to seek out positions in entirely different industries. However, they are unsure of how to go about identifying where they would fit. Some, having been successful financially, now want to be in a business which has an explicit mission involving services that will enrich people's lives.
This is a critical move for them, one they have not made before at their current level. They know the importance of doing it right. They are practical, down-to-earth realists, and know they need to approach employers the way they would like to be approached.
For entrepreneurs to have credibility, they must have concrete "selling propositions." These should be things they can relate to, as well as "industry hooks" based on facts and the realities of the marketplace, not just vague generalities.
Entrepreneurs are seldom short on achievements. However, where they need the most help is developing powerful written presentations which make them credible over a broader spectrum. Another critical need for entrepreneurs is to have us work closely with them throughout all interviews and negotiations. This is because most have never had to go through a search at their level before.
Are You Someone for Whom Age Might Prove a Major Liability?
Many clients seek us out because they have doubts about competing. Their age may be a barrier for the responsibility their pride and ego commands. Regrettably, if they believe age is the barrier, and remain unhappily employed elsewhere, this mental obstacle effectively blocks their putting forth the required energy to make the right move.
Some people use age as an excuse for not searching. Their confidence may be on the wane, and they may not want to admit it, but despite their experience, they don't really know how to search at their level. Dealing with perceptions about age is like any other task. You progress if you take action.
As you might suspect, action starts with their beliefs about themselves and what's possible. As they work with our evaluations, barriers fall as we surface their marketable skills.
They come to understand that their marketability can be enhanced through communication of all the skills, know-how and personal strengths they possess. If they can contribute, age is irrelevant. People tend to forget: Employers think about themselves, their problems and their own challenges. Now, there is no question that age will eliminate people from opportunities. That's why our aggressiveness is a valued service feature. They need to put the numbers on their side, and now is the time.
Our specialists identify all the credible industry hooks they possess--broadening the functions they can fill, as well as the industries they can target with confidence. Obviously, superior materials are essential.
Then, our technology enables their credentials to be put into play for a significant portion of all suitable openings during the time they are searching.
Just as it is true that age will eliminate some options, it is also true that young management teams look for veteran talent to add balance.
Today, people in their late 40s and 50s are connecting with fast-growing companies, especially in new industries where experience is in demand. Last year, we also helped many clients in their early 60s.
Just for the record, a common thread bound the following people: Commodore Vanderbilt, Socrates, Pasteur, Voltaire, Newton, Talleyrand, Thomas Jefferson, Galileo, Martha Graham, Armand Hammer, Grandma Moses, Adolph Zuckor, Ronald Reagan, Coco Chanel, Dr. Benjamin Spock, Winston Churchill and George Burns. Each made his or her major accomplishments after becoming a "senior citizen." So, again, don't put any limits on your own thinking!
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