I have noticed that among the women execs I know there are “feminine” traits that sometimes get in the way of success in the corporate world. I value that women and men frequently process information and decision-making differently. The business world (and society) will benefit when 50% (or more) of the executives in the C-Suite and on the Board are female. The best answer for a company will always result from looking at a situation from many diverse perspectives.

However, if I look at the collection of women I know in executive roles, many of them have put up their own roadblocks to rising up the ranks even more quickly by expecting a higher standard of emotional synchronization in the office than most men require or know how to interact with. Several of these women have passed on $200+K jobs because the cultural fit wasn’t perfect, when a man would have taken on the same business challenge not caring if he was a very different style from the other people around. No culture is perfect. Focus on the question: “Can I make a this business better?”

It is true that a strong corporate woman is frequently called a “bitch” when a man using the same style might have been praised. Nevertheless, top management will promote the person who can “separate the wheat from the chaff“ and make the right business decision for the situation. Consideration of culture and feelings may be a luxury not affordable here.

Will you be called a bitch more often? Maybe. Probably! Once you have arrived in the C-Suite you won’t care so much.

Topics: branding + positioning, career strategy, solving problems | No Comments »

What do you say when your boss or a hiring manager asks “What are your goals for the future?”

In a world where the average job tenure is 2-3 years, the most valued employee/potential employee is one who is constantly sensitive to the company’s evolving needs in order to remain the preferred resource. This does not mean you should do this without any concern for your own agenda. Here are some ways to balance the two objectives:

Make your own objectives deliberately (and pragmatically) broad:

• My goal is simply to be an excellent marketer. I realize that the company needs may evolve, so I want to do what I can to be seen as one of your most valuable resources. Where do you see the greatest future needs at the company?

Emphasize the projects where you can bring the most value (and reward):

• As you know, I love projects looking for immediate change in mission critical processes and profitability.
• I enjoy the challenge of working with very difficult customers where numerous others have failed.
• I will be seeking ways to interface more often with other departments in the company.

Reinforce that you will be monitoring your own progress and have achievable but time-sensitive objectives yourself:

• Please provide me with feedback on current or past projects. It is important to me (and you) to know if there are business considerations I was not aware of that would have made the deliverable stronger.
• I will be asking you every 3 months or so for your evaluation of my performance against goals.
• Expect I will be volunteering for the projects that provide me with greater visibility and a chance to grow within the organization.

Topics: career strategy | No Comments »

The simple answer? Don’t do it.

• I have seen national studies that claimed about 70% of resumes have “mistruths” in them.
• Other studies state 25-50% of resumes have “embellishments” (an exaggeration but not lie.)

The most common lies:

• Length of employment gaps
• Titles
• Degrees completed
• Salary
• Reason for leaving
• Not mentioning a job from which you were fired
• Taking credit for an idea developed by the team
• When career started (age)
• Size of business or projects managed
• Rank as a sales person or total revenue you represented
• Claiming to be “Consulting” when you were billing zero hours

I could quote more studies, but the point is: Recruiters and Hiring Managers EXPECT there to be many lies in resumes and in the interviews we have with applicants so we look and listen for them. Read the rest of this entry »

Topics: branding + positioning, career strategy, interviews, recruiting, resume + cover letter, salary | No Comments »

Selling Yourself to Management

As I said in my last post, as a recruiter, I am not actually seeing any evidence of a Recession outside of the financial industry. However, many of the strategies that protect you in a bad market also improve your status with in a good market.

• Network to keep your value, your brand, visible at all times with your present management and clients. Networking builds bridges to get things accomplished on an every day basis. You should be networking at 2 or 3 title levels above you as insurance if your boss leaves the company. Network with other departments. Network with people junior to you as they may have very different philosophies towards work. Read the rest of this entry »

Topics: branding + positioning, career strategy, networking, salary | No Comments »