If you are like much of the US sports fan population, you have likely been following March Madness over the past week or so. As a loyal fan of my Arizona Wildcats (Bear Down!), I have been watching the games leading up to the Sweet Sixteen. Many sports fans, myself included, have superstitions, theories and traditions that they follow in support of their teams. I was sharing my theory about team moral with some fellow fans on Saturday and realized that the idea worked not just for the basketball teams, but for individuals as well. Let me explain....
At the start of the game, all the players are full of energy and in general the points go back and forth with regularity and the score is usually even for the first few minutes of the game. From there, a team (hopefully AZ) will begin to take the lead. As that team scores points, a certain momentum is established and shared between the players. This excitement is a great part of the game and is contagious to the fans in the arena (and the bar as well). As the spread grows between the teams' scores, attitude and this 'energy' changes as well. At 10 points ahead, there is still room for a quick change with just a few small mistakes, at 15 points ahead, it is a lot harder to turn the game around, but still possible and at a 20 point lead, players may start feeling really comfortable with the lead.
My theory is that when the winning team is within a lead of 15-20 points, this is their "sweet spot." A level of confidence where they play their best. As a game continues and the winning team works within this 15-20 point lead, they play like a team with stamina working for a win AND with the confidence on a strong foundation behind them. When they drop below 15 points, they may struggle because they feel like they are losing their lead and they make more hasty decisions. Above 20 points, they become a bit less focused as they believe the game is in the bag. I am not claiming that players do not play with heart all the way through, they simply have a different level of confidence based on the point spread.
If you take this lesson of the sweet spot into your own goals and games, it works the same way. Going into an interview, image that you are already in the lead and you just need to keep working hard and show your passion to make the win. If you come in believing you are not qualified, your insecurity will show and a hiring manager may question their decision. Worse yet, in my opinion, if you come in thinking you are overqualified and the postion is already yours, that arrogance will show and might cost you the job.
Play your job search game in the sweet spot; with the confidence of a strong team and the passion to work for the win. There will always be a group of fans supporting you along the way!
Monday, March 25, 2013
Friday, March 22, 2013
Is this the right role? Considerations....
I had an interesting conversation this morning. I was asked to provide some insights on product enhancements for a service I utilized in my former role as a recruiter. Just as we were finishing up the conversation, the person I was speaking with made a comment about my previous role; asking if I was sure I wanted to leave that career path. It forced me to think a bit more about this idea...
One of the hard truths of the corporate world is that jobs and the duties and responsibilities associated with these positions are set up to benefit the company. Seems simple enough, but yet we overlook this idea so often when we become frustrated in our roles. Incentives and rewards at a company are set up to motivate the behavior they want from their employees.
Say you own a bakery and you are hiring a baker. Your business goal is to be a quick service bakery marketing to commuters coming through your location. Thinking along these lines, you want your staff to work towards speed and volume, so you would reward behavior such as the number of bagels the baker could produce for the morning rush rather than how pretty they looked on display. It's not to say that presentation quality is not important, but think about your customers. Your target consumers are likely not going to spend a lot of time admiring the presentation of the bagel, so you shouldn't be asking your staff to spend much time on that aspect either.
The reason I provide this example is to help you understand or recognize that just because a specific role at a specific company wasn't the right fit for you, doesn't mean that you were ill fit for the role itself. It could be that the aspects of the role that were most important for the company were not in line with the ones you perform best. Coming back to the bakery example, if you are a baker that is a visual perfectionist and you like to ensure that every bagel has the proper proportion of sesame seeds, perhaps a bakery that is most concerned with display and presentation would be a better fit for your skills than a bakery that is focused on volume and speed.
It took me some time to work this idea out. There are certainly aspects of recruiting that I really enjoyed, but the aspects that were more important to my employer were not the ones I was most passionate about. This ill fit was profound enough for me that I thought my only choice was to leave recruiting altogether. I have finally begun to recognize that I just need to find a company/position whose goals and priorities are in line with mine. I encourage you to do the same.
Job descriptions and titles can differ vastly across companies and industries. Take the time to understand the goals of the organizations and ask the tough questions. Remember a good fit benefits both sides of the employment decision. If you are already motivated and excited about a job and its the behavior that benefits the company, its a win for both sides.
One of the hard truths of the corporate world is that jobs and the duties and responsibilities associated with these positions are set up to benefit the company. Seems simple enough, but yet we overlook this idea so often when we become frustrated in our roles. Incentives and rewards at a company are set up to motivate the behavior they want from their employees.
Say you own a bakery and you are hiring a baker. Your business goal is to be a quick service bakery marketing to commuters coming through your location. Thinking along these lines, you want your staff to work towards speed and volume, so you would reward behavior such as the number of bagels the baker could produce for the morning rush rather than how pretty they looked on display. It's not to say that presentation quality is not important, but think about your customers. Your target consumers are likely not going to spend a lot of time admiring the presentation of the bagel, so you shouldn't be asking your staff to spend much time on that aspect either.
The reason I provide this example is to help you understand or recognize that just because a specific role at a specific company wasn't the right fit for you, doesn't mean that you were ill fit for the role itself. It could be that the aspects of the role that were most important for the company were not in line with the ones you perform best. Coming back to the bakery example, if you are a baker that is a visual perfectionist and you like to ensure that every bagel has the proper proportion of sesame seeds, perhaps a bakery that is most concerned with display and presentation would be a better fit for your skills than a bakery that is focused on volume and speed.
It took me some time to work this idea out. There are certainly aspects of recruiting that I really enjoyed, but the aspects that were more important to my employer were not the ones I was most passionate about. This ill fit was profound enough for me that I thought my only choice was to leave recruiting altogether. I have finally begun to recognize that I just need to find a company/position whose goals and priorities are in line with mine. I encourage you to do the same.
Job descriptions and titles can differ vastly across companies and industries. Take the time to understand the goals of the organizations and ask the tough questions. Remember a good fit benefits both sides of the employment decision. If you are already motivated and excited about a job and its the behavior that benefits the company, its a win for both sides.
Tuesday, March 19, 2013
Decisions without regrets...
You likely have had an experience similar to mine today. I was driving to an appointment and searching for blocks for a parking spot that wouldn't result in a parking ticket (tough to find in many cities). After driving around in circles and broadening my search, I finally squeezed into a spot a few blocks from my desired location. On my walk (up the hill, of course) to my appointment I passed by at least 3 parking spots that were not only closer to where I wanted to be, but also easier to get into and out of later.
The thought briefly crossed my mind that I could go back and move my car to a closer spot...as did a few other questions: What if that spot wasn't there by the time I got back? How much time would it take me to move the car and still walk to the appointment? Would I then be late?
It started me thinking about other decisions in life. Sometimes you have to make a decision based on the information you have at that time. Just as I could not predict that someone was going move out of a more ideal spot, you cannot always predict the future when it comes to career decisions. You have to make the best decision you can given the information you have at the time (yes, saying it again, because I say it to myself all the time). Hindsight is 20/20 and you can learn from your previous decisions, but it doesn't mean you should regret them.
Continuing on with my analogie, if I kept circling around looking for that perfect spot right out front of where I needed to be, I could have missed my appointment altogether and all that effort would have been for nothing. On a more positive note, sometimes the experience can be part of the learning process. Today I had the opportunity to walk through an area that I had not been in before and see some beautiful homes that I likely would not have passed had I not parked where I did.
Lesson (one more time for good measure): Make the best decision you can with the information you have at that time, no regrets!
Friday, March 15, 2013
Standing out in a crowd
Earlier I was sharing insight on how to develop a connection and put yourself higher up on the priority scale for a potential connection.
Now you are in the door and you have a great job description that excites you and gives you chills up your spine. How will you present yourself better than everyone else?
My friend Shelley was about to go into her 3rd round of interviews and didn't really seem to be super excited about it. When we talked it through, she confessed that she wasn't sure she would get the job, so she didn't want to set her expectations too high, only to be disappointed if she didn't get the position.
Many job seekers, like my friend Megan, also get discouraged when they read through a job description and they don't have the experience to hit every single bullet point in the listed responsibilities or qualifications. As I told her, don't let that stop you from pursing the job that you want. I'll explain why.
Both of these woman had the same underlying issue. They were already convinced that they weren't qualified for the job. In an effort to protect themselves from disappointment, they essentially disqualified themselves from a position before the employer even has a chance to make a decision.
Lesson here:
Don't discount your passion and enthusiasm for a job, this can go a LONG WAY to getting the job that you want
In my chat with Shelley, we talked about other people that were likely still in consideration for this job. Assuming they have all been through the same stages of the process, they likely have similar qualifications and a similar background and resume. So at this stage of the process, what would the interviewer be looking for? The answer: passion, enthusiasm and commitment
Remember that when a company makes a hiring decision, they are investing their time and money in you. There is always the expectation that you will learn and develop in a role, just as a role develops with the changing needs of an organization. Think about the type of person you would want to hire....be that person who shows a willingness to learn and develop with a company and demonstrates the passion necessary to help the company be successful.
Dare to be different! (thanks Megan)
Thursday, March 14, 2013
Networking...
Its been a busy few weeks and I am not keen on posting something if I don't feel passionate about it. Something I am passionate about and have been spending a lot of my time on over the past few months, is networking. A relatively vague term I understand, but the underlying goal is what defines it. LinkedIn has done a great job of making virtual networking easy, but it also bombards those who have a lot to offer.
As a former employee of a desirable employer, I received a lot of messages from those looking to connect with me in an effort to get inside the organization. I understand this effort and expect to hear from these individuals and am generally willing to assist where I can. The issue I faced in this position and what I have learned from it is key. Volume.
When you receive numerous requests for the same thing, eventually you are going to have to say no. So how does one prioritize, and what does this mean for you as the network seeker?
-Alumni connection: this is generally a pretty solid strategy when doing a cold call introduction, if possible, get some face time at an alumni event
-Former colleague or similar employer: this is also a fairly safe bet as there is some level of understanding for your background/general skills when the person has experience with the same employer
-Friend of a friend: I know you have heard this phrase before, but it is probably one of the best ways to get a desired connection. Beware however, that the person you have reached to for an introduction may have similar goals. Do not be discouraged if they turn down your request. When you are put in a similar situation, this will make more sense
So, now you are asking: What if I don't have any of those top 3 options?
Sell yourself as you would for a job interview. A poorly written email to a potential connection is as detrimental as a format cover letter listing the wrong company. It shows a lack of commitment. If you are asking for time and assistance from an individual (connected or not), you need to commit as much as you are asking from them, if not more. Coping and pasting a standard email will give you the same standard response back.
Lesson: Take the time to find a connection.
As a former employee of a desirable employer, I received a lot of messages from those looking to connect with me in an effort to get inside the organization. I understand this effort and expect to hear from these individuals and am generally willing to assist where I can. The issue I faced in this position and what I have learned from it is key. Volume.
When you receive numerous requests for the same thing, eventually you are going to have to say no. So how does one prioritize, and what does this mean for you as the network seeker?
-Alumni connection: this is generally a pretty solid strategy when doing a cold call introduction, if possible, get some face time at an alumni event
-Former colleague or similar employer: this is also a fairly safe bet as there is some level of understanding for your background/general skills when the person has experience with the same employer
-Friend of a friend: I know you have heard this phrase before, but it is probably one of the best ways to get a desired connection. Beware however, that the person you have reached to for an introduction may have similar goals. Do not be discouraged if they turn down your request. When you are put in a similar situation, this will make more sense
So, now you are asking: What if I don't have any of those top 3 options?
Sell yourself as you would for a job interview. A poorly written email to a potential connection is as detrimental as a format cover letter listing the wrong company. It shows a lack of commitment. If you are asking for time and assistance from an individual (connected or not), you need to commit as much as you are asking from them, if not more. Coping and pasting a standard email will give you the same standard response back.
Lesson: Take the time to find a connection.
- Research the school they attending and ask about the program in regards to the work they do now.
- Research the company and ask about pending news or current events in that industry or within their area of expertise.
- Research the organizations or foundations they belong to and work to make an inroads on that level.
The bottom line is if you want to be successful at networking, you need to make it worthwhile for the other person. Give them a reason to want to talk to you and help you. It will make all the difference.
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