Energize Your Network

We come in contact with people all the time who have made the mistake of not staying in touch with their network.  They’re busy with work and their personal lives and while they know it’s important, they just haven’t made the time to keep up with people.  Then an event occurs (layoffs, a new boss they don’t like, etc.) and they need a favor from people in their network.  If it’s been a long time since they’ve had contact, they feel awkward reaching out when they need something.

 

We all know the importance of keeping up with our network.  The issue is how do you make time for it?  

 

Here’s our “Take Five” on how to keep your network fresh and smiling:

 

 

1. Google Alerts – One of the easiest ways to stay in touch is to have an email that automatically shows up in your in-box, prompting you to reach out.  Google Alerts allow you to enter the names of people or companies so that when there is anything newsworthy, you will know right away.  That’s the perfect opportunity to email someone in your network congratulating them on a promotion or on their company’s good news. 
2. Conferences – How many times have you attended a conference and bumped into someone you know?    If it’s someone important to you, wouldn’t you have rather known ahead of time?  Prior to your next event, send out an email to your network letting them know the conference you’re attending and the dates you’ll be there.  This way, you can make arrangements beforehand to spend time with them while you’re both there.  Doing this may also serve a dual purpose of alerting them to a conference they may not have known about and would like to attend.
3. Connecting People – In the business world you are coming across all kinds of people who may be a resource for you and people in your network.  By letting them know about a new person/resource, you’re helping the new person and your contact and keeping your network fresh.  The extra benefit of this one is that people will often reciprocate, advising you when they come into contact with a good resource.
4. Spread the Word – Let your network know when good things are happening: you get a new job; you’ve launched a new product; personal news like buying a new house, having a new child.  Share other types of information that may be of interest to them.  It could be industry specific, hobby specific or information that might be of general interest.  People really appreciate this type of communication. 
5. In Person – Nothing beats getting together in person.  Whether it’s lunch, drinks after work or a cup of coffee, meeting in person strengthens the bond.  Things come up in a face-to-face meeting that would never come up over the phone and even less likely via email.  There is something about physical presence that sparks more meaningful conversation around multiple topics. 

 

No matter how busy you are, any time you dedicate to energizing your network will be well worth it.  Remember the old adage “It’s not what you know but who you know and how well you know them”.  You’ve worked hard to establish your network, it just makes sense to stay current.

 

Whelan Stone

 

Copyright 2008 Whelan Stone. All rights reserved.

 

How To Successfully Delegate

One of the key things holding back a manager is their inability to effectively delegate.  Delegation not only gives your team the opportunity to grow, it also frees you up to work on more strategic things.

 

What we typically hear from managers is that they are reluctant to delegate important projects because they believe only they have the ability to do it right. This attitude becomes a self-fulfilling prophecy, because the subordinate never gets the opportunity to work on “stretch” assignments and therefore isn’t able to grow.

 

The reality is that, if you delegate effectively by making sure people are set up to succeed, your team members will be able take on big assignments.

 

 

Here’s our “Take Five” on how to successfully delegate:

 

1. Be Clear – Make sure you clearly define the project for the person who will be working on it.  They must understand the parameters of the project, the timing, their level of authority and what you expect as an end result of their efforts.  The clearer you are, the greater the odds are of success.   
2. Check-in – At intervals during the project, have the person check in to update you on their progress and discuss any obstacles they are encountering. This is a teaching opportunity for you to give them guidance without actually doing the work for them. The employee will appreciate the input and the fact that you are not “taking over” the project.  This gives you the peace of mind to know that things are on track.
3. Inform Others – Make sure to let others who are involved in the project know who you have delegated it to and that they have the authority to act accordingly.    This reinforces the authority you have given.
4. Hands Off – Many managers make the mistake of delegating but not letting go.  They get sucked in either by others or by their own desire to be involved.  Even if the employee is away from the office, resist the temptation to get involved.  As long as things are heading in the right direction, don’t interfere.  It can be very undermining if you delegate and yet still insinuate yourself.  
5. Review – After the project has ended, offer advice on how to improve for the next time. Make sure the employee knows all the things they did well, so that they can continue to do these. Also discuss with them the areas they can improve upon for the next time and, ask them what they have learned throughout the course of the project.

 

Learning to effectively delegate will yield short and long term benefits for you, your team and the company. We all learn best by doing and that means having the opportunity to work on new projects that test our abilities to overcome the obstacles that are inherent in every assignment.  Just as you are growing when your boss gives you opportunities, do the same for those reporting to you. 

 

Whelan Stone

 

Copyright 2008 Whelan Stone. All rights reserved.

Interviewing Your Potential Boss

Your old boss is gone and there’s someone in the conference room who could be your next boss.  Later that day, you are scheduled for a one-hour interview with them.

Yikes! 

 

You’re nervous about how your interview will go. Yes, technically you’re interviewing them, but in a very real sense they’re sizing you up.  It’s important that you get your questions answered, but also important to make a good impression.

 

Here’s our “Take Five” on how to interview your potential boss:

 

1. Style – What is their management style?  Do they like to give the overall objective and then let their employee get it done, or do they like to give very specific direction on how to do things?  Do they have weekly one-on-ones, offsite team building, an open door policy?  How do they handle it when someone makes a mistake?  These questions are all excellent vehicles for ferreting out the work style and personality of your potential boss. Don’t be afraid to ask what they like to do off hours.  You may share a common interest. 
2. Development – The key to your success may very well depend on how your new boss grows people and to what extent they enjoy this part of the job.  Ask them for an example of how they typically help people grow.  Things you want to hear are that they enjoy coaching and mentoring and that they typically send their employees to seminars, training programs and events to further their careers.  Also look for a boss who has a track record of raising people’s visibility through high profile projects, attendance at key meetings, presentations to senior management and committee appointments. Let them know what area you need to grow in and ask how they could help you.
3. Role Model – Ask them who was the best employee they ever had and why?  This will be your roadmap to success with this person.  Listen carefully because this will tell you what they expect from you. For example if they highlight someone on their team who consistently delivered results, but, fail to mention the process involved, that may mean results trump everything else.  Conversely, if they describe someone whose product failed, but their processes were right, this will tell you that s/he defines success more broadly.     
4. Succession Planning – Most people are looking to advance their careers.  Your boss will be the driving force in your ability to get promoted.  Given this, it’s important to ask your potential boss what criteria they use for choosing their successor.  Are they looking for someone like themselves?  For example, they may use their style as their standard.  Are they looking for someone who is eager to take on some of their responsibilities?  Some bosses like people who take this initiative, others don’t.  This would be good to know so you can ask them for “positioning” assignments – ones that would stretch you.  They may like the direct approach of someone who asks to be groomed as the successor.  Or they may be looking for someone who presents more strategic ideas.  The mere fact that you ask this question when interviewing your potential boss, will give them a good impression of you.
5. Setting Goals – Part of your boss’s job will be to establish your goals.  Ask them how they generally do this.  What is the thought process behind setting goals?  Do they start out with goals that people will likely achieve in order to build confidence or do they set the bar so high that it is difficult to reach?  Are they the type that just takes last year’s number and bumps it up 10%? That might indicate they are not as creative as they could be.  Do they set goals mutually with the employee?  If the answer is yes, that’s good news for you as you’ll have input on how you will be measured.  Are they flexible – changing the goals when the situation warrants?  This is another question you’d like to hear them answer “yes” to.

 

 

Sometimes the mere thought of interviewing your potential boss can make your stomach churn.  It may help to remember that you both have the same goal:  to make a good impression and to find out if you’d work well together.  Use the time you have to best advantage by focusing on what’s most important to you.  Your potential boss will appreciate your preparation and you’ll walk away feeling like you have a good sense of how they would be to work for. 

 

 

Copyright 2008 Whelan Stone. All rights reserved.

Whelan Stone

Make Optimism Job One!

Life is too short to go around focusing on the negative.  We all have disappointments at work, it’s how we deal with them that makes all the difference. 

 

Maybe your marketing budget just got slashed; or your major competitor beat you to market with a better product; or your company fell short of its sales goals and there goes your bonus. 

 

Whatever the situation is, there is always a silver lining and it’s the optimist who will find it.  The optimistic person stands out and top management notices.  One characteristic of a successful leader is the ability to be optimistic in difficult times. 

 

Here’s our “Take Five” on why optimism pays off:

 

 

1. More Resources – Most people work in a matrix-type organization, which depends upon people helping others in order to get things done.  It’s human nature to want to work with people who are positive thinkers and always expect the best outcome to occur. Given this situation, you can attract more attention and resources for your projects when you are perceived as an optimist, always looking for the best in people and believing that they will do a good job for you.
2. Heightened Creativity – Being optimistic, expands your ability to be creative.  You start thinking about what can be done versus what can’t be done.  Most people are familiar with ideation sessions, which are grounded in the premise that all ideas are good ideas.  Feeling positive is more likely to help you generate the most creativity which can often lead to breakthrough ideas.
3. It’s Energizing!  – When you believe something can be done, then you’re energized, spending time on how to achieve your goal rather than wrestling with whether or not it’s doable.  Once you feel energized, it’s easy to inspire people around you.  The collective synergy created can help raise everybody’s game and produce superior results.
4. Disappointments Are Less Disappointing – No matter how good or optimistic you are, you won’t win every new business presentation, or always get the funding you want for each project.  The reality is that there will be disappointments on the job.  However, the optimist will not get dragged down by these setbacks.  They’ll always be looking towards the next opportunity and not waste time dwelling on the temporary let down.
5. You’ll Feel Better – Endorphins are released when you’re in a positive mindset.  This feeds off itself, creating an even greater sense of optimism and physical well being.  Not only that, but you’ll have more fun as you approach things with the confidence that you will be successful.   

 

Optimism led to a man landing on the Moon, the Internet being created and a host of other things.  If you’re already an optimistic person, you know the benefits.  If not, try it on for size.  What do you have to lose but a little negativity?

 

 

Whelan Stone

How Do You Rate As A Boss?

Today is National Boss Day.  It prompted us to think about various bosses we’ve had in our careers and what separated the good ones from the bad.

 

As coaches we’re even more aware of the impact a good boss can have on both a person’s life and how they approach their job on a daily basis.  It’s fun to go to work when you have a boss who treats you well, rewards your efforts and helps you grow your career.

 

Here’s our “Take Five” on what makes for a great boss:

 

1. Communication – Everyone benefits from knowing the big picture and their role in achieving the goal.  When you ask someone to take on a project, give them the context for it.  This will help them be more effective, as they are more likely to come up with creative solutions when they fully understand the overall objective. Give them the right information upfront – what your expectations are, what authority they will have and the deadline.  Part of being a good communicator is checking in to see how things are going and how you might be able to help them with any hurdles.  Keep your team informed by letting them know how the company is doing and what challenges it faces.  This brings people together and creates a team spirit.  One-on-ones are essential and the more frequent the better.  Use that time to praise their efforts as well as getting project updates.  We recommend having monthly “check ins” – a 10-15 minute meeting for you to listen to how the person is feeling about their job, the company and their career path.  This will keep the lines of communication open and reduce the risk of being surprised – a resignation letter on your desk.  
2. Leading By Example – Don’t ask people to do something you wouldn’t do yourself.  People take their cues from their boss.  It doesn’t work to say “do as I say, not as I do”. How you treat other people and how you handle difficult situations, will be how they learn.  Obviously, there’s a difference in your responsibilities, but you can set the tone by how you perform your own job.
3. Your Approach – We’ve all had difficult bosses and know how hard it is to work in that environment.  A great boss will treat people with the same respect they want people to accord them.  Being nice makes all the difference in the world -  99% of  people respond to the “carrot” rather than the “stick”.  It’s also better for your health if you can deal with your stress in the most positive way.  Along those lines, it’s important to apply fairness equally to all members of your team.  Even people who may be underperforming should be treated with the same fairness as the top performer.  I had a boss years ago who would always ask me if it was a good time to discuss such and such.  Obviously, I always said “yes” but it was the fact that she gave me the choice that made all the difference. 
4. Mentoring/Coaching – One of the signs of a great boss is someone who actively coaches their direct reports to help them grow their careers.  This could take many forms: allow them to sit in on an important meeting; send them to a seminar; give them a stretch assignment or rotation; help them get on a board; give them exposure to senior management.  Any investment you make in helping them in their career will pay dividends for you and the company.  From your perspective, it’s good for your career to be known as someone who can grow people.  My example of this is when I worked for JWT and got to be part of the new business team.  It gave me more exposure to other businesses which helped my career.
5. Motivating – Different things motivate different people.  Some are driven by compensation, others by flexible schedules, and others by the opportunity to work on certain projects within the company.  The key is to know your people well enough to understand what each one is motivated by.  There are some universal things that motivate everyone:  praise for a job well done – publically, if you can; credit for an idea they brought to the table; rewards in the form of money or some other perk (e.g. dinner, gift certificate, etc.)  A highly motivated team will produce the highest results in the best possible way.  

  

By being a good boss, you are grooming other people to become good bosses.  The greatest legacy you can create is a new crop of up and coming leaders. 

 

 

 Whelan Stone

The Right Approach to Informational Interviews

Informational interviews have the potential to yield significant benefits, assuming you have the right approach.  Some people make the mistake of approaching them in a very casual manner, sitting back and letting the interviewee do all the work.  Others may prepare for the meeting, but leave without key questions being answered. 

 

If someone is gracious enough to give you their time, it’s critical to utilize that time to your best advantage.

 

Here’s our “Take Five” on how to handle an informational interview:

 

 

1. Treat It Seriously – This is both an opportunity to get information and present yourself for future opportunities.  There are many examples of people who went in for informational interviews and ended up being hired.  Given this, dress appropriately and be on time.  Start off by thanking them for their time and let them know you have a list of questions you would like to ask.  Reassure them that you will stick to the time allotted.  When the time draws near, say “I know I only have 5 minutes left and there’s one more question I have.”  This signals to them that you are respectful of their time and keep to your commitments. If they want to go beyond that, that’s their decision. 
2. Tell Them About Your Interest – Take a few minutes to describe how you became interested and why you sparked to this field.  Showing your enthusiasm for the position will reinforce why they should feel good about taking the time to meet with you.  Briefly tell them what you know about this field so they will have a platform for the discussion.  Obviously, you both share some interests and by explaining yours, you will create the potential for additional bonding. 
3. Have Your Questions Ready – Make it your goal to leave with the three most important questions answered.  Organize them so you get answers to the most important questions first.  Here are a few examples:    How do you spend most of your time?  Can you give me “a day in your life”? What’s the most important skill I need in order to be successful? (Show them your resume) “What do I need to strengthen in order to be ready? How do I break in? What is the normal career path? How did you get to be where you are today?  What do you know now, that you wish you had known when you started? What organizations should I join and what publications should I read? Is there anything I haven’t asked that I should?          
4. Ask For A Referral – You may feel uncomfortable asking for a referral, since the person has just given you some of their time.  However, remember that people are generally happy to help and it also gives them a reason to reach out to one of their contacts.   Asking for a referral is an opportunity for further networking in the industry.  Ask the person who else they would recommend you speak with.  It could be someone inside or outside of the company.  The more people you talk to, the better perspective you will have.  It will also demonstrate to the person that you are driven, which separates you from many others.
5. Follow-Up – Send the person a “thank you” email right away.  First of all, it’s good manners and it may prompt the person to give you additional help.  Importantly, stay in touch afterwards.  Keep the person informed (about 3 times a year) of your progress.  That way they know the time they spent had some impact.  It also keeps you top-of-mind.

 

Before we entered the wonderful world of recruiting and coaching, we both had careers in other industries.  We know first hand the value of informational interviews.   Someone currently doing the job you want can paint a realistic picture.  This information will ultimately help you determine if the job’s right for you and if you are right for the job.  It doesn’t cost anything and can save you a lot of time in the end.  Use it to your best advantage and when you get the chance, “pay it forward”. 

 

 

Whelan Stone

Is It Time To Hire an Executive Coach?

People turn to executive coaches for a variety of reasons.  Sure, if you’re in a jam, an executive coach can help, but they’re not only for crisis situations.  People used to hire executive coaches in reaction to a pressing situation.  Now, people are being proactive and hiring executive coaches when things are going well.  For example, to help increase your competitive edge.

 

While mentors can also help, they may not have as much time as you would like, or you may feel you are imposing on their time.  Your boss may “coach” you from time to time, but they have their own jobs to do and their own issues to contend with. 

 

Whether you’re in trouble or looking to strengthen your position, now is the right time to hire an executive coach.

 

 

Here’s our “Take Five” on how an executive coach can help you:

 

1. Raise Your Game – Whether you want to position yourself for promotion, increase your industry knowledge or be more effective in your job, an executive coach can help you get there.  Increasing your competitive edge is key to long-term career success.  Whomever you hire should be able to teach you best practices in the areas that are most important to you (e.g., negotiations, leadership, execution, etc.).           
2. Putting Out a Fire –  Your situation may be dire.  For example, you may be on a plan with a short timeframe in which to improve your performance.  Your boss wants to see significant improvement in certain areas and your job depends on it.  When working with a coach, have them develop an action plan to aggressively address each of the areas you need to improve.   Measurement is critical, so make sure you hire a coach who will hold you accountable.
3. Transitioning To Something New –  You’ve reached that point in your career when you know you need to do something different but are not sure what.  A good executive coach can help identify those things which you enjoy and are good at.  S/he can then help you leverage those into a new, more fulfilling career.  Once you have identified what it is you want to do, you and your coach should create a career plan with specific actions to move you in that direction.
4. Increase Job Satisfaction –  We can all be happier in our current jobs.  An executive coach can help target those components of your job which you enjoy most and help you focus more on those areas.  Similarly, you can take the areas you don’t like and work with your coach to make them more fun.  
5. Improve Your Relationships – Most people work in an environment where they are dependant on others to get their jobs done.  Given this, having good working relationships makes you happier and more productive.  An executive coach can help you strengthen those important relationships, identifying opportunities for you to bond with co-workers in genuine and productive ways.   

Hiring an executive coach is a smart thing to do.  Not only will they help you raise your performance level, they can give you invaluable perspective on your situation.  Executive coaches counsel hundreds of people in a myriad of industries and that perspective can yield significant benefits.

 

A good coach can help move you into first class.

 

Whelan Stone

Make Your Next Interview Your Best

No matter how tight the marketplace is, when you are interviewing for a job you’re up against stiff competition.  Always put your best foot forward.

 

Even if you’re not certain that this is the perfect job for you, if you’re taking the time to interview for a position, maximize your impact.   Some people make the mistake of thinking that their resume will “speak for itself”, but the reality is that you are the one responsible for bringing that document to life and engaging the interviewer. We know many instances when a candidate interviewed, did well, didn’t end up pursuing the job, but benefited from the connection they made during the interview.  Approach every interview as if it is for a job you really want.

 

Here’s our “Take Five” on how to impress the interviewer:

 

1. Results, Results, Results – Companies are interested in results.  What was the business problem, how did you solve it and what were the results?  If it’s on your resume, you better be prepared to talk about the results in detail no matter how old it is.    Candidates sometimes shoot themselves in the foot by discussing their philosophy of growing a business, rather than focusing on the far more powerful examples of how they have successfully done it in the past. 
2. Tell the Story Well -   When discussing how you grew a business, make the story interesting.  Talk about the market conditions at the time, what your competitors were doing and what you were up against, and why the business was suffering.  Then talk about the epiphany that led to the solution.  A cautionary note: watch the “I’s” when telling the story.  No one succeeds alone.  Most companies are looking for people who are successful in a collaborative environment.
3. Prepare – Know the company you are interviewing with and what issues they are facing.  Make the connection between your experience and their business problems.  The more direct, the better.    If you are changing industries, you will have to demonstrate how your skills are transferable.    With all the information available on the Internet, you should be able to find all the pertinent information on the company’s key business issues
4. Enthusiasm – Don’t hold back your enthusiasm for round two because there may not be one.  This is one of the most common mistakes that candidates make, believing that they are “buying” as well as “selling” and forgetting that the focus for them should be on “selling”.  Be prepared to sell yourself.  Interviewing is a lot like dating.  You want to feel like that person is interested in you.  The more you can convey your enthusiasm for the company and the opportunity, the greater the likelihood they will ask you back.
5. Listen – Listening is crucial to a good interview.  Another common mistake candidates make is to go into an interview determined to make a point of something they think will be relevant.  In an hour interview, you don’t want to waste time discussing things that aren’t germane.  Answering what is being asked is the best way to be relevant.  Don’t give a preamble to the answer – “before I answer that let me tell you this”.  Importantly, when the interviewer thanks you for your time, recognize that the interview is over.  Don’t prolong the interview by giving your final thoughts. 

 

Just like dating, you only get one chance to make a good first impression.  Use your time wisely and make them want to ask you back for a second “date”.

 

Whelan Stone