Get the inside scoop to plan your next move. Karen gives you a fresh perspective in crisp, straight-to-the-point articles from taken from her Monday Memo broadcasts and monthly Executive Tips & Trends eZines. Each article is summarized here. To get the full article, click on the headline and enjoy!
I recently attended a private conference with a few other coaches where the speaker said something that was truly amazing and it struck me so much that I need to share it with you. He said, “If you are wondering whether you are going to succeed or not, you have already given yourself an ‘out.’” So what’s the Secret to Success? Click the article link to read more.
A “transferable skill” is defined by the market, or buyer, and not by the candidate, or seller. Today, whenever I hear a leader who states that they believe their skills can transport across industries, I gently ask him/her, “How do you know they are transferable? Who told you that they are?” Click article link to read about how to position your skills properly so the marketplace will embrace you.
I am not an economist. But I do remember the 1990s (the first half, anyway) where growth was slow, about 2 to 3 percent per year. This was before the Internet took off and before we all got connected online. If we rip out a page from that time frame, we can see overall benefits to slow, steady growth. Click article link to read about how a slow economy is really better for you.
Executives are always seeking ways in which to distinguish themselves from other executives. I suggest, in this article, that executives identify and market their potential in their quest to uncover career opportunities. In a recent Q & A interview with a major publication, I answered some key questions that arose out of the interviewer reading my book, Market Your Potential, Not Your Past: How to Build a Career That Works For You, Regardless of What Happens To You.
Last time, I shared the first part of my answer to Justine’s question: “How can I maximize my contact list and make sure that I am tapping into the opportunities out there while I am working?” Friendship Marketing includes the concept of nurturing. This means more than just creating a contact list through Linked-In! Therefore, to properly “Friendship Market” means that you must invest yourself in the process of nurturing others. Friendship Marketing to yield opportunities for you and Justine means that it will cost you in time, commitment, and, occasionally, compromise. Find out more by clicking the article link.
Justine and I were having a Strategy Session recently and during the conversation she asked me a very interesting question. She has a high-powered/high-energy role in a large financial institution on the east coast and works lots of hours every week – probably upwards of 65 hours – and returns home every day exhausted, using every ounce of energy for work and her family. Justine stated that although she understood the value of networking and having a large contact list, she couldn’t see how this would help her find a new role. Her question: “How can I maximize my contact list and make sure that I am tapping into the opportunities out there while I am working?” Good question. In today’s world, having any time for you is problematic, let alone conducting a passive job search while working. The answer lies in networking but with a twist (or a retro-focus). Click the article link to read more.
A few weeks ago, ExecuNet published a statistic that blew my mind. They found in their annual survey of members that it was taking an executives 11.9 months to land a position. Information from the U.S. GAO showed that the majority of individuals who were out of work over 6 months were those that were 50 years and older. Additionally, anyone who has been out of work more than 6 months, regardless of age, industry, or experience can expect tough times, according to a report published in The Atlantic. These headlines prompted me to ask the question, “Are Executive Careers Dying?” Learn more about how I answered this question and, more importantly, my solutions!
Your potential is a unique way to present your value proposition. It includes what top talent can provide within a role in the workplace and the proof of past performance that promises those results. The key question, then, to discovering your potential is, “What do I want my career to be about and what makes credible sense for my next move?” Find out how I answer this question for you and tell you why it “Potential” is so important today.
- What is “Potential”, Really?
I get this question often because the title of my book is Market Your Potential, Not Your Past. Potential is part science and part art. The science is economic. “Potential” is the intersection of supply and demand where jobs are created for a specific set of talents for a specific type of pay. For instance, the emergence of the “project manager” role since the mid-1980s has to do with the need for an individual to manage a major project from beginning to end. In this article, I give you the economic and emotional purpose of marketing your potential.
- 15 Ways to Build Your Network on Social Networking Sites
Building your network on Linked-In or other social networking sites is more than just connecting and leaving it at that. You must turn that contact into an engaged resource that can become a business associate year-after-year. Too many use these sites as a way to build their number of contacts but that does not guarantee that you have a network of quality. This article provides you with 15 different ways to connect with strangers…and more.
- Why Most Executive Branding Advice is Simply Wrong – Part I I
Last fall, I sent you an article describing how personal branding began, what the definition of personal branding is and how personal branding works.In this article, I want to share with you some more concepts about marketing and branding as they relate to personal branding that I think have been misunderstood, have created confusion, and, most importantly, muddied the waters about what one should and shouldn’t do to market themselves.
- Why Most Executive Branding Advice is Simply Wrong – Part I
I recently read an article from a career professional that had my head shaking and my voice screaming, “No-o-o-o-o-o!”The author presented several simple steps to develop an executive brand, proposing that within 30 minutes you could design a personal brand that would magically work. By answering just five easy questions, an executive would have a personal brand that would make recruiters fall all over you. Voila!
- Three Stages of Leadership that Provide Corporate Economic Value
In this article, I explore three stages, or levels, of leadership development based upon my almost twenty years of executive leadership and coaching. First and foremost, becoming a leader is a very personal journey. Leadership skills and motivations develop and change over time, progressing through three key stages. Each stage includes rites of leadership passage, different motivators and drivers, and sign posts. These rites shift and when they do, it indicates that one is ready to move forward into the next stage.
- Pathway to the Top CxO Role
In a recent phone meeting Jared asked me, “I know that everything is changing rapidly due to today’s market. What skills do I need to get myself ready for a C-Suite role in three to five years?Jared is a classic example of professional leaders today who have a desire to move up in their organization. For Jared and others who are taking a proactive approach to their careers, here are the three master skills that will put them on the path to the CxO role.
- Five Essential Moves That Are Happening Right Now in the Executive Job Market!
The challenge executives face today in their career search boils down to one thing — finding leads. It is vital that you find and contact hiring leaders, turn your contacts into exploratory interviews, and keep in touch with leaders so that you can be first in line when the freeze lifts.But achieving this requires much more than it did in the past.You must be more creative and innovative in your job search than ever before.
- 4 Steps to Launching a $150K+ Executive Level Job Search Campaign That Gets You Hired in a Recession
Part 1 of 3 part series on “How to Launch an $100K+ Executive Career Search When Jobs Are Hard to Find in a Recession” Joy Andrews lost her position as a $100K+ executive about three months ago.Devastated, Joy took some time off to clear her head and get ready for her executive level job search campaign.But now, months later, she hasn’t had many interviews and prospects are bleak. Her question to me was, “What can I do to get myself to get more interviews and get hired faster?
- The 3 Mistakes Every $150K+ Executive Makes When Looking for Job Leads
Question: Would you be interested in an executive job search system that would guarantee feedback so that you could improve your results? Answer: Of course you would.
- $150K+ Executive Job Search: 7 New Secrets to Finding Your Next Executive Level Position in 90 Days
Doug Compton, a laid off 43-year-old operations executive, was frustrated. His efforts to find a new six figure executive role had resulted in only two interviews in six months. And, although he’s growing his list of contacts, Doug’s networking hasn’t resulted in any real job leads, either. Doug was used to finding a job quickly but that was over 10 years ago, and based upon his results this time around, he knew he had to change his strategies. “But to what?” he asked himself.
- Recession Trap vs. Recession Opportunity
Recession may or may not be upon us. It really doesn’t matter if it is or isn’t because when we know it will be too late. Instead, executive must focus on how to grow organizations and build revenue streams regardless of their functional role.
- 7 Tips to Career Preparedness in a Slowing Economy
The first half of the year will experience a slowdown in hiring but that doesn’t mean that executive recruiting will cease. ExecuNet reports that their job postings are robust for executives. Segments will have it harder than others – financial services, retail, and consumer goods – but others will use this downturn to use their resources to hire the very best. To make your move this year, you will have to do your homework and make a clear, concrete plan. Good talent will always find opportunities as long as they are prepared.
- Innovation and Talent — Recession Busting Strategies for Big and Small Companies
Talent, based on definition, is very different from skills, expertise, position, or function. It is the ability to leverage knowledge, skills, and abilities to achieve current business objectives and goals. Talent is more about potential. And as we move deeper into the Creative Economy, executive roles and requirements will more align with potential – of an individual and company — rather than just a functional role one holds.
- Presenting Your Executive Potential
Executives who desire to make their next career move must do the deep introspective work that causes them to be a Thought Leader. To position yourself as a Thought Leader means that you must understand your potential within these concepts rather than recite your past as if it was special. Your past may be great but it is in the past!
- Hot Property: Why Executive Thought Leaders Are “In”
Did you know that the Thought Leader executive is one of the most heavily-recruited and sought-after top talent today? The problem is that many executives think they are Thought Leaders. But given my research, many do not understand this definition.
- Personal Branding: Standing Out from the Crowd
Did you know that the executive who is considered a thought-leader is one of the most heavily-recruited and sought-after top talent today? The problem is that many executives think they are thought-leaders.
- e-Lancers: Moving Beyond The Knowledge Worker
Within the Vertical Disintegrated Organization (VDO), the idea of knowledge workers is inadequate for today’s organizational needs. The term “knowledge worker” means that individuals were able to use technology in their respective field of specialization. The dialogue about “retraining” is also insufficient – it presumes the past definition for knowledge workers and focuses heavily upon continued creation of specific specialties (i.e. retrain manufacturing operators to become healthcare workers).
- Executive Assessments — What do they measure?
“Assessments are vital to individual leadership feedback. However, relatively few measure whether a leader is truly leading.”
- A Challenging Experience Is The Greatest Teacher
A recent poll asked 400 executives how they learned to lead and process of leadership development that they underwent as an executive. The top three sources of developmental growth were reported as…
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