Career Acceleration Notes (CAN)

Outside the Generational Box - Strategies for Transition

In my head, I've been re-playing our Mind the Gap:Connecting the Generations presentation in Minneapolis; let's continue the conversation about the 4 generations in the workforce. I'd like to propose a new approach to career transition, one that promotes strategies to understand and transcend generation, and accepts challenges toward achievement of career success in this multi-generational workplace. 

The first strategy:  A-b-C:  Accept but Challenge

• Accept differences - We cannot adopt homogeneous personal qualities or value propositions. It is important to identify and fine-tune the presentation of our brand or unique selling point in conversation, via resume, online, etc.  Accepting differences was one of the contributions of Generation X, e.g. those who now fall roughly between the ages of 30-45. Remember the rock musical, Hair, the first Broadway show that celebrated different thinking about politics, sexuality, and race?
  
• but - As interpersonally aware people, we prefer to use the connecting word, "and." I submit that the word "but" allows all those involved in career transition to engage in a process that may include discomfort and chaos, hopefully leading to equilibrium.  (More on this adaptation of Chaos Theory in another post...)
• Challenge - This is our raison d'etre: the challenge to "be all that we can be" is what makes life exciting.  To achieve our work/life goals and succeed in a work environment in which 4+ generations work side-by-side, we must challenge ourselves to transcend the limitations of our own generational box.  Ellen Sautter, whom I met at the Career Management Alliance Conference, suggested that she is the embodiment of the trans-generation: she is a Traditionalist by birth, who recently co-authored a book that is likely to appeal to all generations, Seven Days to Online Networking.
  

We can Accept differences and search for commonalities, but we must poke ourselves, our clients, and our colleagues to accept the Challenge of a trans-generational workforce - one that takes a "so what" approach to the issue of age. 

So with AbC in mind, here's a challenge for you to chew on; your comments are encouraged:

 

How should we distinguish between personal and professional networking? Is online networking similar to meeting associates and friends at the 9th Hole? Are these online networking tools superficial and self-promotional?

• Is LinkedIn an electronic Roladex? Can it promote real relationships?
  
• Is posting to Facebook superficial or does it promote connectedness? Should "friends" be expected to cleanse their page for evaluation by employers?

Please respond to this blog, or directly to my e-mail address:  Karen@CareerAcceleration.net

Look-out Barack, John, and Hillary - your paradigm is shifting...

The daily dose of "political gotcha" reveals the soft underbelly of the paradigm shift that is occurring in the political sphere and in society.  Those born between 1965 - 1990 are known as Gen X and Gen Y, or Generation X and Millennials: most will be eligible to vote in November 2008.  If they continue to show interest in the election, it is indeed possible that young voters will pick the next president (Jean M. Twenge).  Based on an analysis of the generations in the workforce, what can the candidates learn to evaluate their appeal to the "GenMe'ers?"

Together with my colleague, Billie Sucher, I've been preparing a presentation for the Career Management Alliance later this week. If the three candidates for President of the USA were in our audience, I'd ask them to consider the following points:
Values: 

• Millennials are likely to care about green policies, volunteerism, and social entrepreneurship, an interesting juxtaposition to their need for approval and self-centeredness.  Their Gen X older brothers/sisters are more cynical about institutions and leaders; they want to be at the cutting edge, and are willing to break some rules to achieve their goals - they have been at the vanguard of the "free agent" workforce.
• It may surprise you to learn that McCain and Ron Paul - with their individualistic and libertarian messages, have been well received by younger voters, along with Barack Obama.  Hillary Clinton's promise to return to the "peace and prosperity" of the 90's, is suspect and less appealing to this  demographic.

Clashpoints:

• Traditionalists, those born before 1945, believe that things get done right through Chain of Command. Boomers agitate for Change of Command - a chance to become the leaders; Generation X prefer Self-Command - free agency, while Millennials expect NO Command - they want to collaborate. 
• Clearly John McCain represents the best of the chain of command philosophy, but respect doesn't necessarily mean support.  While Boomers may believe their efforts to change the world in the 1960's and 1970's qualifies them for acceptance by their children, the fact is, most Boomers didn't tune-in and drop-out - they tuned-out and gave-up.  Collaboration is a new style that is promoted by the Brand called Obama - whether it can withstand the politics of "gotcha" remains to be seen...

Paradigm Shift:

• The Golden Rule, that most of us accepted while growing up, calls for us to "Do unto others as you would have them do unto you."  It assumes that we are homogeneous; it is a product of the "Melting Pot." 
• The Titanium Rule, which many GenMe'ers subscribe to, calls for us to "Do unto others, keeping their preferences in-mind."  This assumes that we are diverse; it is a product of the uni-cultural or trans-cultural point of view, a perspective that is supported by the demographic changes occurring in the USA.

Mrs. Clinton, Mr. McCain, Mr. Obama - hope to meet you in Minneapolis so we can help you "Mind the Gap."

WSJ view of Second Act served-up like cold mashed potatoes

A well-meaning friend sent me today's Wall Street Journal.com article, Second Acts: Career Paths For Worn-Out Executives.  Not only does this article present an elitist view of the type of career transition available to older workers, the vignettes offered are not even newsworthy.

The article profiles senior executives who can afford to follow their avocation, like Mr. Orner (Bank Vice President to Executive Chef at a Yacht Club).  It is true that many Traditionalists and Boomers want to have another chance to give back to their communities; many are willing to sacrifice compensation to do so: this is yesterday's news.  But the profile of the Traditionalist who sacrifices by making her own copies and travel plans is demeaning.  An older worker who transitions from corporate to nonprofit must surely understand and respect the non-hierarchical and self-sufficient culture of nonprofit organizations. Indeed, the personal assistance "sacrificed" by Ms. Shillings has gone the way of the electric typewriter, even in the corporate world. It is these profiles, not the executives, who are "worn-out."

I'm disappointed that the esteemed WSJ does not look into the more urgent generational issues of the day. I'd like to read about middle-managers, professionals, technicians, and working people who have successfully transitioned from their long-standing careers. Regardless of their status on the rungs of the ladder, Boomers and Traditionalists share membership in the "Sandwich Generation." They are likely to shoulder tremendous financial and emotional responsibilities for their parents and children. Financially, they cannot afford to leave or lose their "First Act," much less take on a lower-paying "Second Act." 

The issues are vital to our economic well-being: the discussion needs to go beyond "worn-out" profiles of well-heeled people. Among other things, we need to discuss effective cross-training, an acceptance of digital natives and digital immigrants, and a campaign to promote family-friendly corporate policies.  It would be fascinating to examine the synergy that exists between the values of Milliennials, Gen X'ers and Boomers, and harness that synergy to achieve a change in social policy.

The dynamic between generations in the workplace will be discussed at the upcoming Kennedy Conference: The Annual Gathering of Career Management Professionals, in Minneapolis, MN on May 2.  Two Boomers and One Millennial will present, "Mind the Gap: Connecting the Generations."  We hope to generate some buzz about this topic among our colleagues in the careers profession.  To weigh-in before the presentation, please comment here...  Look for blog posts from the Conference...

Where are the growth opportunities in the Executive Suite?

Talented executives are needed more than ever during difficult economic times. It is the business development and sales executives who bear the burden of generating the revenue. The "recession" represents an opportunity for those who can demonstrate their ability to understand the needs of the company and its customers - those who CAN create a clear and compelling executive brand.

Interesting predictions by employers from ExecuNet:

NEW: The Executive Job Functions Most in Demand for 2008

Executive Job Functions That Corporate Employers Expect Will Create The Most Growth In 2008 Executive Hiring
Business Development	14.8%
Sales	12.9%
Operations Management (including Quality, Supply Chain and Logistics)	12.9%
General Management	10.3%
Finance	9.1%
Engineering	9.1%
Marketing	8.7%
MIS / Information Technology	6.2%
Consulting	6.1%
Research and Development	5.7%
Human Resources	3.5%
Source: ExecuNet 2008

Can Facebook grow-up without going to jail?

All things Considered, NPR's afternoon news show, featured this story today, April 7, 2008:

"Police in East Lansing, Mich., used tear gas to disperse thousands of out-of-hand partygoers near the Michigan State University campus at an event promoted as Cedar Fest on Facebook. Police are trying to determine whether the Facebook party organizers can be held accountable."

How does this news jive with the advice of business bloggers like Bob Gourley, who recently suggested that Executives should use LinkedIn and Facebook?

What will this mean for the cohort of professionals who are streaming over to the interactive Facebook from more static networking forums, like LinkedIn.com? 

Are the Facebook "natives" happy about the migration of more professional "immigrants" to the site that has been a place to plan parties, "poke" friends, and check-out fun connections? 

Should Facebook friends feel compelled to clean-up their profiles so recruiters and other professionals can use this tool as yet another way to vet candidates?   Should professionals be like rain, and go away....?

Will law enforcement authorities be able to hold Facebook members liable for the collateral damage and consequences of postings initiated through the social networking site?  Will Facebook's digital fingerprint and YouTube's video record of the event put the kibosh on the partying?  Will Facebook be able to "grow-up" without going to jail?   

Are you related to Barack Obama? Hillary Clinton? Dick Cheney? Social Networking and Genomics...

Sharing this interesting post from a loyal reader of Technology Review, the Institute's magazine about innovation that is mailed to alumni.

Emily Singer, a well-respected science & technology writer, reported on a number of start-up companies that have generated debate centered on medical applications. Apart from learning whether you are related to a Democrat or a Republican, consumers can learn about their genetic risk compared to the general population for diseases such as: Alzheimer's, diabetes, and cancer.

Feel free to contact this MIT alum/guest blogger via his e-mail address (dkatz9@alum.mit.edu) or via this blog.  Furthermore, "since you don't need a weatherman to tell which way the wind blows," see what a brilliant weatherman can do for Climatronics Corp.
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Are you related to Barack Obama?  Well, a new social networking web site offers you the possibility of finding out!  The new web site, 23andMe, offers genome-wide DNA testing directly to consumers. People who order the $999 kit send in a sample of spit and, in return, receive an analysis of nearly 600,000 genetic variations linked to disease and other factors, such as ancestry, height, and eye color.

23andMe is one of the many dynamic companies located in Mountain View, CA. This start-up is also launching a genome-sharing tool that allows people to compare their genome with those of family members, friends, and even strangers who have offered up their DNA data.  While mostly for fun right now, the company hopes to be able to collect enough data to allow statistical studies using the genetic information.

While the sharing aspect is optional, Greg Feero (chief of genomic health care at the National Human Genome Research Center in MD) has raised the bar by suggesting that this work will be more successful if we create "...a space for public participation in developing science."  Of course there are many caveats and limits involved in the analysis, gathering, and labeling of genetic data.

Perhaps you should learn more about this new application of social networking, and be careful where you spit!

Contributed by David I. Katz

Online Identity & Social Networking Tools: Nonprofit Group Hug

The Collaborative of the Suburban Chamber of Commerce has scheduled an additional session to concentrate on the power of LinkedIn.com. The initial session was well-attended and well-received. Thanks to feedback of participants and the effort of Management Consultant, Sandi Philips, the nonprofit "group's hug" will result in a follow-up session to be held on Wednesday, April 2 from 8-10am.

The agenda for the initial session included Online Identity and Social Networking for Nonprofits.  The most effective social networking tool for businesses and nonprofits, LinkedIn.com, was too large a topic to start last week; LinkedIn will dominate the discussion when we meet again at the Upper Moreland Library, Willow Grove, PA.

The first session allowed participants to share their existing knowledge and request more information re:

• Risks of Social Networking - personal and professional
• Choosing the proper tool
• Sharing information
• Preserving authenticity

These issues, and additional resources targeted to meet the strategic planning needs of nonprofits, will be covered in the next session.  Those who participated in and/or registered for the first meeting will receive new handouts via e-mail. Those who cannot attend are encourage to refer to the LinkedIn Blog  or blog with author Jason Alba (see my sidebar). Visitors may click on this link to purchase useful books on Relationship Marketing, including Jason's Facebook and LinkedIn books, directly from the publisher.

Participants who wish to share comments or ask specific questions are encouraged to do so on this blog. Those interested in attending Wednesday's program should pre-register by phoning: 215.947.4427 or via e-mail to: Karen@CareerAcceleration.net or KevinWinters@comcast.net (mention The Collaborative.) There are six seats left; please reserve early for this FREE program.

FREE: LinkedIn.com & Social Networking Seminar

Join us for a FREE interactive program to learn about the benefits of social networking for nonprofit organizations and staff.  This program is sponsored by The Collaborative, an affiliate of the Suburban Chamber of Commerce, located in Eastern Montgomery County, PA.    

The mission of The Collaborative is to develop and nurture partnerships between businesses and non-profit organizations. The program will be held at the Upper Moreland Free Library so that participants may bring their laptop computers and participate in the session via wireless Internet access. Everyone who attends and wants to join a social network will receive an invitation from the speakers. 

Our presenters are:
Karen Katz, M.Ed., CCM, of Career Acceleration Network, (CAN) LLC; and
Kevin Winters, MBA, Founder/Principal Consultant, All Seasons Web Solutions

The agenda will include: · What is "Social Networking?"
· Who engages in this type of networking?
· What are the principal forums for "Social Networking?"
· Who benefits from this type of networking?
· Why has this form of networking become popular?
· For whom is this networking effective?

After the presentation, a demonstration will follow to take participants through the LinkedIn.com site, and
· Show sample profiles
· Explain settings, preferences
· Discuss online and offline behavior, etiquette, and consequences

This event will be held Wednesday, March 26, 2008 from 8 to 10 AM at the The Upper Moreland Free Library,109 Park Avenue, Willow Grove, PA

Collaborative Roundtables are free and open to interested parties. To RSVP (requested, not required) call the Suburban Chamber at 215-657-2227. 

Network locally; Think globally, installment 2

Again I'm posting FREE or inexpensive networking opportunities in the Greater Philadelphia-area; you'll find similar calendar options throughout the country.  This calendar was extrapolated from the Philadelphia Business Journal, one of the Biz Journal regional online or print resources that belongs in the tool bag of professionals and executives.  Building personal reciprocal relationships and establishing an online identity takes precedence over attending events like these; the idea is to find authentic ways to network locally and think globally.

Business Calendar - Philadelphia Business Journal

Monday, March 10

The Consultants Guide to LinkedIn Success. 7:30-9am, Merrill Lynch, 724 W. Lancaster Ave., Wane, PA. FREE. For information & registration, call 610-993-0894

Tuesday, March 11

How to Use Success Stories to Win More Business. 7:30am, Plymouth Country Club, 846 Sandy St., Plymouth Meeting.  Sales & Marketing Executives of Philadelphia.  Cost = $25. For registration & information, call 215-396-3310

Wednesday, March 12

Your Customers have Changed...Have you? 11:30am-1pm,  PineCrest Country Club, 101 Country  Club Drive, Lansdale. North Penn Chamber of Commerce.  Cost = $20 for members; $30 for nonmembers. For information & registration, e-mail to:  info@northpenn.org

Thursday, March 13

Bouncing Back in 2008. 8-9:15am.  Lower Bucks Family YWCA, 601 S. Oxford Valley Rd., Fairless Hills. Lower Bucks County Chamber of Commerce.  FREE with advance registration.  For information & registration, send e-mail to:  chamber@lbccc.org

Career Fair. 2-7pm, Holiday Inn in West Chester, 943 S. High St., West Chester. Exton Region Chamber of Commerce. FREE.  For information & registration, call 610-363-7746

Pricing it Perfect. 11:30am-1:30pm, AstraZeneca, 690 Lee Road, Suite 100, Wayne, PA.  NAWBO (National Assoc. of Women Business Owners), Philadelphia Chapter.  Cost = $15 members; $25 nonmembers.  For information, visit www.gonawbophilly.org

Friday, March 14

Market Research 101: Focus Groups, Taste Tests and More. Noon - 1:30pm, North Penn Chamber of Commerce Board Room, 229 S. Broad St., Lansdale, PA.  FREE.  For information & registration, e-mail to: info@northpenn.org

To review the Business Calendar posted by the Philadelphia Inquirer every Monday, visit my web site:  , or go directly to the Inquirer Business section. 

Is it necessary to run a campaign to achieve career change?

My two favorite indoor "sports" are careers and politics; a recent book written by Chris Matthews makes some interesting observations about the intersection of these endeavors.

Life's A Campaign: What Politics Has Taught Me About Friendship, Rivalry, Reputation, and Success is the latest book written by this journalist and TV pundit;  it is already 2 days overdue at the library, so I need to share some thoughts with you now...

Matthews, (who later pledges to work on his listening skills!), suggests that:

    "The whole trick of life is therefore to (a) find people who like you on first meeting, (b) put effort into winning over those people you can, and (c) recognize those whom, to use Donald Trump's phrase, you need to 'work around.'  This is what politicians call campaigning.  It's something you'll find you have to do in life even if you never run in a single election."

What about it - do successful candidates employ similar strategies when seeking career change or transition?  Are we correct to refer to the job search process as a campaign? 

• Clearly, Hillary Clinton and Barack Obama are candidates for the same job?  Have you ever competed with a "friendly foe" for the same job?  What happened to the relationship after the position was filled?  While it is not likely that the outcome of such a contest will result in a "win-win," must the outcome produce a winner and a loser?
  
• How are the voters and/or the press doing in fulfilling the role of "hiring managers?"
  
• What role will the Super Delegates play?  Are they the Senior Management team or CEO?

What can career changers and job seekers learn from the experience of these political candidates?