Get your Career in Gear for the New Year!

These Top 8 steps will significantly increase your chances of landing the right job in the new year:

1) Create your professional objective.

The first step in the job-search process is to determine your ideal position. Being able to concisely define and articulate your desired job description makes it easier to plan and prioritize your search. Even more important, it also helps others understand how they can help you. Essentially you must describing your ideal job and be as specific as possible!

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New Job Landings are Abundant!

In over 25 years as an Executive Career Transition Coach and Executive Search Recruiter, I have never seen hiring as robust and abundant as it is right now for the senior business leader across the world. Yes, there are exceptions but generally hiring and landing is faster. Leaders and those who aspire to be business leaders are securing some jobs that may have been out of reach before. Are you ambitious, seeking new challenges? If so, now is the time to launch an aggressive job search. You won’t be disappointed!

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4 Quick Steps to Jumpstart and Expand Your Network

  1. Start with targeting, research and defining your personal brand.

Before reaching out to people, you need to build a solid foundation that includes knowing who you are targeting and researching what makes you a good-fit to help them meet their current pressing needs. Develop a solid understanding of your personal brand, so you can differentiate the unique value you offer, over your competitors.

You must be prepared to speak intelligently about yourself, your specific goals, who you want to work for, and your value to these companies you are targeting.

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What is Executive Career Transition Coaching?

Many times, I have been asked by clients and friends, “What is executive career transition coaching?”.  A simple and straight answer would be the International Coaching Federation (ICF) definition  “coaching is partnering with clients in a thought-provoking and creative process that inspires them to maximize their personal and professional potential”. This definition is elegantly simple, but it is packed with many complexities. Two of those complexities, especially when coaching high-level executives are related to the driver/objective and the length of the engagement.

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Should Growing Companies Be Concerned About the Coming Labor Shortage?

As the baby boomers continue to retire in a mass exodus from the workforce, a shortage of 20 million workers means it is imperative now for manufacturers to reach far beyond their traditional recruiting efforts if they want to survive.

The Difference Between Consulting vs. Interim Management?

In the modern, fast-paced business environment, many companies find themselves having to change at an alarming rate. Whether it’s a special project, company re-structuring, a factory re-location, or just the long-term absence of a key member of by the management, these problems can overwhelm an enterprise with limited resources. The answer, often, is Interim Management. Without any long-term commitment, a client company can employ the services of a highly qualified (sometimes even over qualified!) manager to help through a difficult process. The client can be assured of strict management and cost control over a highly skilled individual, a luxury they may not wish to fund permanently. When the person goes, so does the cost. Assignments can be for half a day, half a year, or even longer.

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HCS Book Recommendation: The Fido Factor

It’s probably safe to say most people love dogs. I recently received a new leadership book by one of my very good friends in Cincinnati – The Fido Factor by Krissi and Dan Barr of Barr Corporate Success. Legendary executive coach Marshall Goldsmith called it “A must-read for anyone who is or wants to be a leader.” I’m a big fan of Marshall’s, so I gave it a try. The Fido Factor is fun, relatable, and packed with motivation and techniques for any leader to learn from.

The book’s core message is that dogs can motivate us to become more effective leaders through the Fido Factors of Faithful, Inspirational, Determined, and Observant. These core qualities are needed by every leader to succeed, earn trust and respect.

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The Critical Importance of Following Up – And How to Do It

After you attend a networking event, association meeting, mixer, seminar, conference or trade show – what happens the next day? Do you actually follow up with people you just met – like you promised to do OR were asked to do? 

Before the event: do your due diligence: research who’s going to be there, know the dress code, and prepare a self-introduction that’s relevant to the event. You know that this will be a great opportunity to expand your network. Then you attend the event and meet a handful of new, potentially-valuable contacts, all of whom will be assets to your network, and many of which you know who you will be able to help. All in all, this was one of your more successful events, and you leave feeling pretty good about yourself. Now What?

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The 5 Questions You Need to Ask BEFORE the end of Your Next Job Interview

These are NOT the MOST important questions for you to ask during every job interview and in every interaction with an employer, but they are essential to your success in your job search. Gather the information you need about each employer’s hiring process so you can plan your activities, gauge your chances at landing the job, and understand how things are progressing (or not). Don’t assume all employers use the hiring same process — they definitely don’t! And, while some employers will tell you about their process, many will forget or just not keep you informed.

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How Great Leaders Inspire Action

Every company knows WHAT they do, some companies know HOW they do what they do, but few know WHY their organization exists. Certainly there have been times when we all focus on HOW or WHAT because customers take us there or you allow yourselves to be stuck there. Simon Sinek helps you step back and realize what motivates us and what is behind the way we think, how we feel and what makes us respond.

IMHO, this is best 18 minutes you could spend with your leadership team, organization and/or yourself. Invest in yourself so you can invest in others! How are we communicating and what are the conversations we are having? Are we communicating the “what” or the “why”? Are we inspiring leaders?

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