Career Acceleration Notes (CAN)

Compete with the Recession: Continuing Education offers an edge

Education is a job search strategy - one that may offer you a competitive edge during gloomy economic times. Some groups who may want to consider continuing their education as a job search strategy:

• Disaffected college graduates, e.g., Liberal Arts  majors and those unhappy with vocational majors...
• Experienced employees whose jobs have become obsolete or have been off-shored...
• "Second- or Third-Act:"  those who are seeking a transition to another career, likely to be one that will offer more personal and/or societal meaning than their previous career...

If you identify with one of these groups, you should know that there is a bevy of educational administrators who want YOU to enroll in their classes. Programs are offered by vocational schools, community colleges, and 4-year institutions.  Why are these choices different from and perhaps better than traditional approaches to education?

• Admission is likely be based on "open enrollment," meaning that few programs will require transcripts or aptitude tests.  Desire to learn and participate is the only requirement.
• Courses are more likely to be taught by those who actually work in the field; students are also likely to be working in related fields.  These people can become part of your professional network.
• Student work is evaluated based on participation and results - without grades, papers, or tests.  The idea is to learn and apply your knowledge to the workplace.
• Continuing studies programs are usually offered at a fraction of the cost of credit classes - fees are determined by actual costs and profit margins, not per "credit."

Continuing education provides "cover" for periods of unemployment, and is always indicative of your willingness to learn new concepts and adapt to new technology.  These programs grease the wheels of career transition, permitting candidates to move into "demand occupations," e.g. project management.

This month, one of the candidates I have worked with for nearly nine months landed the job he prepared for over a 4-year period. Before working with me, he had leveraged his experience as a technologically-competent Distribution Manager to land an intermediate job as an IT Manager with a small organization, a job he held for 3+ years. While employed in this intermediate position, this bilingual candidate completed a Project Management Certificate Program through a Continuing Studies program offered by a local 4-year institution; this program supplemented his degree earned from a South American university.  He recently started the job he had prepared for through a series of strategic career moves and validated by continuing education preparation.  Kudos to him!

Continuing Education is a proven strategy for job seekers and career changers; take advantage of the edge...

Successful interviewing at all levels: secret weapon is P-A-R

If you're reading this article, you probably understand that job successful job seekers talk about what they have accomplished in previous positions, and present a "mini-business plan" to relate to the needs of a prospective employer. Review the following list to be sure you are prepared to interview successfully:

• You have clearly and concisely described one - two "success stories" for each of your previous employers, using the Problem (Challenge) - Action - Result model.
• You have analyzed your accomplishment stories to identify the personal qualities, skills, and areas of knowledge that made it possible for you to achieve your successes.

Going forward, you need to re-frame this data in terms of what is needed for the specific position you are applying for.

Step #1 - Study the job description and organization to identify the criteria for the job (not "requirements"). The criteria are likely to be "soft skills," e.g., flexibility, team orientation, interpersonal skills, etc. Create a grid, with the criteria on the left and your previous employers across the top.

Step #2 - Fill-in the cells with a note about each employer/accomplishment that addresses the new job criteria. (Without the ability to post a table online, I can't provide a good-looking sample - contact this author for a complimentary copy of this worksheet..)

Step #3 - Once you've completed this "homework," use your notes to prepare for questions and conversation with the interviewers. Be careful to limit your responses to three - four crisp sentences, using the Problem (Challenge) - Action - Result model.

Ironically, you'll need to rehearse these responses so you can deliver them in a style that appears to be totally spontaneous!  Rehearse wherever you are alone and won't feel silly talking out loud to yourself, e.g., while driving, drying your hair, etc.  Want to hear a supportive refrain while practicing?  Try Frank Zappa's 2005 The Classic Interviews ! 

Go hire one of Business Week's Top 50 Hot Growth Companies

Assuming that you are experimenting with the concept of proactive job search, check-out this list of preeminent small companies. They've been selected by Business Week for "showing resilience in the face of a worsening economy." 

Why should job seekers give greater consideration to smaller companies, e.g. those with fewer than 500 employees?  Because this sector of the economy has been more nimble since 2003; they are most likely to seek innovators as they navigate the current economic downturn.

• Beginning in 2004, Bureau of Labor Statistics reports that job creation moved from larger to smaller companies.  A few of the simple reasons:
  
  • Smaller companies need to hire to fuel and sustain their growth
  • Larger companies may be under the spell of "slash and burn" CEO's

Read the full article referenced above (by Richard Kirby) to think about small versus large employers. For our purposes, consider the following criteria when evaluating the Business Week Hot Growth Companies or performing a SWOT analysis on any potential employer.

•  Is the company focused on organic growth from the inside . . . or growth through external M&A?

•  Does the company reward and promote high achievers?

•  Do they truly value their employees?

Perform your due diligence using the strategies suggested in 5 clues to your next big thing and answer these (and other) questions before you decide to sign up with a new employer. 

5 clues to your "next big thing" (Hint: look next to your morning coffee)

I'm using this post to demonstrate how you can use your morning newspaper as a guide toward your "next big thing."  Your newspaper doesn't have to be delivered to your door or purchased from a street-corner;  online news will also help you accomplish the goal. 

It is fair to say that we accept the need to demonstrate that we are current in our field, that we understand how events in the world affect our industry, and that we offer a unique value to a prospective employer.  While the thought process that I'm going to suggest isn't new, it seems that job seekers have abandoned the news and therefore, removed themselves from current information that can inform their unique value proposition and brand...  An example:

Many of my current clients are looking for B2B,  marketing, or communications opportunities in industries with staying power in the Greater Philadelphia area, including Allentown, Princeton, and Wilmington.  So, to become familiar with the major industries in the area and keep abreast with what's happening with innovative ideas, products, services, and key people, these clients check-out:

• The Philadelphia Inquirer Business section, published daily, (best for job seekers is Monday)
• The Philadelphia Business Journal - published weekly

Monday's Inquirer featured an article about competition between regional health insurers, principally Capital and Highmark Blue Cross/Blue Sheild, as well as their non-Blue competitors, Aetna and Valley Preferred.  Public regulators are holding hearings to evaluate the wisdom of a Blue merger, and the writer offers a very informative history of the business of health insurance in the corporate arena.  This is a very large and profitable industry; opportunities exist in a multitude of roles, including executive management, sales, IT, finance, marketing communications, etc.  To paraphrase JFK's 1960 inaugural address:  think not about what Blue can do for you; think of what you can do for Blue, or any other company of interest...

1. Take a few moments to look at the About Us page of the company web site; this page will lead you to think of the possibilities you might create or fulfill based on what you offer. The Jobs or Careers page reveals what is available now; while it is possible that you might find the perfect job, it is unlikely.
2. Once you determine your genuine interest, dare I say, "passion," then start looking for connections - people who can help you gain access and information about the company to better determine what you can do for them. These connections can be found in the weekly "People In the News," in the body of news articles, through company web sites, through online networking sites, and in the office next-door to yours...
3. Perform a SWOT analysis on the company; learn about the company's competition; develop a few proposals.
4. Practice listening to understand how you can meet their needs, both those that are stated and those you'll intuit based on your research.
5. Prepare targeted marketing materials - resume or profile, letters, e-mails, 30-60-second commercial, exit summary, etc.  The operative word is "targeted;" the operative perspective is WIIFTHM - What's in it for them...

A client meeting last evening led me to the March 21-27 issue of the Business Journal that featured Gamesa, a Spanish wind turbine maker whose US manufacturing facility has filled a large part of the space once occupied by the US Steel Fairless Works. This firm will employ 115 at its Center City headquarters office, and has leased 3x more office space than it previously held. So why should job seekers care?  The alternative energy industry offers an excellent opportunity for those who are good communicators and also comfortable with science and technology. Moreover, it may be an excellent alternative to industries that are more likely to be adversely affected by the economy, e.g. housing, construction, pharmaceutical.

While sipping your coffee, try these 5 clues to discover what you'll be when you grow up, or where you'll find your next big gig...

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

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.