Blog

Posted on

“We Will Sell No Wine Before Its Time”

The Paul Masson brand is best remembered for its 1970s marketing association with Orson Welles, who promised for Masson: "We will sell no wine before its time." An infamous outtake for one commercial from the Orson Welles campaign features Welles attempting to deliver his lines while very severely inebriated.  From Wikipedia.

Recently, one of my best clients called to discuss an organization issue.  The leadership  was planning to terminate a key manager who was not meeting the expectations of the job.  The partners, however, had different ideas as to how to fill the void to be created.  Two of the partners were behind the promotion of a highly respected, but inexperienced employee.  The CEO had another point of view, so he looked to me to provide an unbiased, third-party evaluation.  His specific request was for a written report justifying our position.

The client company, a relatively new business, well-funded, it is headed by accomplished industry professionals.   They have a proven concept and are moving into a period of rapid growth.  In order to be successful it was our view that their key positions must be staffed with self-starters with proof of concept or rely on out-sourced solutions. 

My first reaction was great pleasure to know that our firm was held in such high esteem to be chosen to complete this assignment.  My next reaction was the realization that this request presented risk to our ongoing relationship.  We would be touching on the political dynamics within my client’s culture.   My goal was to give the client our very best advice packaged in a way that would be useful and accepted by all parties involved, a win-win-win.  I was looking for a solution that would be a factual aid to the client’s decision; that would result in meaningful career counsel for their internal candidate; and which would demonstrate our integrity, protecting our long term relationship.  After all, isn’t that the goal of any engagement?  Especially since we focus on finding solutions that will ensure our clients long term viability.

The plan we developed consisted of six fundamental steps as follows:

  1. Initial review of internal candidate’s experience vis a vis the client’s job description.
  2. Personal interview with the candidate
  3. Candidate’s completion of Career Insights Profile diagnostic to reveal personal strengths, orientation to work, and personal motivators.
  4. Consultation with our associates to evaluate all relevant findings and craft the appropriate recommendation.
  5. Recap findings and recommendations to the client.
  6. Debrief key members of client’s team and internal candidate.

Our prep work revealed major gaps between the internal candidate’s background and the job requirements.  Essentially she was too junior to have the skills and experience to perform the job.

My personal interview revealed that she is intelligent and articulate.  She demonstrated her passion for the restaurant industry as a career choice, however she was uncertain about a specific path.  She revealed stress related to less than clear communication and direction.

The results of her Career Insights Profile showed her to have a Supporter Style Profile.  According to that profile, the candidate is “not outgoing by nature, they tend to rely on more assertive people to take the lead.” 

Our team determined that putting this candidate in position at this time and without significant support and direction had a high probability of failure.  We discussed the cost of failure to the client, both in financial terms and to their credibility as leaders.   We spoke to the cost to the candidate’s ego and motivation to build her career.  We believe that she will  likely be a long term contributor given the proper positioning, training and development.

The debrief with the key players on the client team did not produce any significant challenges.  Their decision now is to determine if they should initiate a search to fill the position in question, or to find an outside resource to manage that function.  They must also give consideration to a development program for their internal candidate.

We were successful in this effort, accomplishing our goal for a win-win-win solution.  We presented issues the partners had not considered.  We were sympathetic to the needs of the internal candidate.  We did not put on the hard sell to initiate a search or to provide the needed out-sourced solution.  Our report was thoughtful and non-threatening.  To successfully navigate any sensitive situation one must clearly understand the needs of all interested parties while maintaining one’s integrity.

Thank you for visiting my blog.

Your feedback helps me continue to publish articles that you want to read.  Your input is very important to me so please leave a comment.

 

Jim Weber, President

New Century Dynamics Executive Search

www.newcenturydynamics.com

 

Posted on

New Search: Controller – Director of Finance; Chicago-Area Based, Small Cap, PEG-Owned, CPG

 

 

 

Headquartered near Chicago, Illinois, this leading developer, manufacturer and marketer of arts and crafts products is looking to hire a Controller to join the Executive Team. The Company’s products are sold in over 6,200 retail locations worldwide. The Company was founded in the late 1970s and is backed by a prominent private equity firm.

 

 

The Controller’s responsibilities will include:

 

All aspects of financial management, accounting, reporting, internal controls, and policies/procedures,

while being involved in operational areas including IT, HR, purchasing and facilities management.

  • Executive oversight of financial operations, working capital, capital expenditures, debt levels, taxes, budgets, cash flow management and general accounting
  • Managing the Company’s outside lending and private equity relationships
  • Developing and directing financial plans used to drive company growth and market opportunities
  • Establishing and overseeing all financial and operational controls and metrics within the organization, including bank covenant compliance
  • Analyzing current and future business operations and plans to determine financial effectiveness
  • Preparing and filing federal, state, third-party and other financial reports to ensure compliance with GAAP, IRS and other taxing entity requirements
  • Assisting in the evaluation, integration and management of the company’s financial, administrative, HR and IT functions
  • Working with management to establish performance goals and assess employee policies

 

The ideal candidate will have:

  • An Undergraduate or Graduate degree in Accounting, Business Administration or Finance.
  • Strong interpersonal skills with a positive attitude and a willingness to share knowledge.
  • The highest caliber of work ethic and integrity.
  • In-depth knowledge of accounting systems.
  • Strong technical skills combined with practical application, problem solving skills and a proactive approach.
  • Experience with bank debt (including financial covenant reporting) and managing a revolving credit facility.
  • A clear understanding of cost structure, cash flow dynamics and management towards profitable growth.
  • Consumer products experience, including relationship management for major retail customers, POS data analysis and monitoring, gross to net revenue accounting, etc.
  • Experience with inventory control in a manufacturing environment.
  • Leadership skills and strategic vision necessary to help build long term value.
  • Strong verbal and written communication skills.
  • Excellent analytical and organizational skills.

 

Additional Candidate Qualifications of Interest but not Required:

 Experience working for a company with private equity ownership

 CPA

This position will report to the Chief Executive Officer.

 

This document is presented to you in confidence.  All communication, whether written, oral or electronic should be addressed to:

 

New Century Dynamics Executive Search is focused on providing Executive Search and Management Consulting to the Service Industry with a heavy emphasis on Franchised Brands: Segments of interest include Food Service Distribution, Restaurant and Hospitality, and Retail. We are specialists in placing Finance, Marketing, Operations and Development Executives.  We also find interim executives and consultants for short-term but important projects.

 

 

James E. Weber, President

NEW CENTURY DYNAMICS EXECUTIVE SEARCH

770-649-705

JimWeber@NewCenturyDynamics.com
www.NewCenturyDynamics.com

Posted on

Jim, What am I Doing Wrong? IS Professionals in the New Normal

As I write this post it is a balmy 72 degrees with clear skies over Tampa Bay.  Yes, life is good.  I drove down yesterday to meet with my protégé as a part of the USF College of Business Mentor Program.  Yesterday was down-time, so I caught up with friends and family.  It was an interesting afternoon and evening that perfectly framed the “new normal.”    

Upon arrival I enjoyed lunch, a few beers and a cigar with friends.  Shortly after the arrival of our beer and a brief toast, Mark asked; “Jim, what am I doing wrong?”  Mark spent 25 years with a global technology company, followed by 5 years with a local governmental body.  Now unemployed, he is seeking his next opportunity.  Mark is most adept at directing large teams, but not close enough to the actual technology.  He is finding it difficult to gain employment in the same line of work.  I reminded him again that those jobs don’t exist anymore and that he must explore other options.   My comment to Mark was clearly hyperbole, but not completely.  As in most recessions, employers have reconfigured their overhead to the chagrin of highly compensated executives.  This time around, technology has created more options for employers, particularly out-sourcing.  Everyone has heard about activity moving to “the cloud.” 

Later that evening I had dinner with relatives.  Christopher, a recent honors graduate, is learning his new job.  He is literally on the front lines, using technology to help management make better decisions.   Christopher is making a good salary and has some excess funds to save and invest.  He had a lot of questions about investing, so we talked about 401ks, IRAs, and the benefits of mutual funds in general and index funds in particular.  We also talked a little about advancing his career skills.  He is like a sponge, soaking it all in.

His father has a good, middle-management job with a global professional services company.  He spoke about his relief to have passed a series of technical proficiency exams required by his employer.  He clearly understands the importance of staying current in his career, so he welcomed the training, even if it was a bit unnerving.   Interestingly, Mark, Christopher, and his father,  are MIS/IT/IS professionals, and USF Alums.  I can hardly think of better examples of the current employment situation.

I am reminded of two IS Professionals I met recently through a referral.  Chris and Joe have backgrounds very similar to Mark but they decided to start a Consulting Group when they lost their jobs.   These guys have a very clear understanding of the new normal, taking a proactive approach to achieve their career goals.  They have developed a positioning strategy which they are diligently working to validate via client acquisition.  As with any start-up, they are having their ups and downs.  The key take-away is that Chris and Joe are in the game.  They are learning how to be relevant to the market, making adjustments on the fly.  I am confident that their abilities and tenacity will ensure their success.  I hope to be helpful to them in this connection.

If you are going to be in the game, (my metaphor for gainful employment) be in the game!   We live in a very competitive world which requires constant learning to find your niche and maintain a competitive edge.  The game has changed in the new normal.  You must adapt or plan to warm the bench.

Thank you for visiting my blog.

Your feedback helps me continue to publish articles that you want to read.  Your input is very important to me so please leave a comment.

 

Jim Weber, President

New Century Dynamics Executive Search

www.newcenturydynamics.com

Posted on

2014 Was a Tough Year for Faith.

2014 was a tough year for Faith.  Displaced from a Fortune 500 insurance company early in the year, Faith finally landed a great job before the Holidays.  Faith is not her real name, of course, but it fits her well.  Faith is in her mid-50’s, single, with an excellent image and a solid work history.  Admittedly, her last job was not a good fit to her profile.  She is excellent at building relationships and supporting customers so she is much better suited to the Account Executive job she eventually landed.  Faith is also the inspiration for many of my blog posts. 

I have known Faith for over ten years.  We are friends, and partners in a networking group.  She considers me a mentor and I consider her my go-to person for information on insurance matters.  She is a role model for anyone in transition.  Faith was not surprised to have lost her job.  Her employer had been through a lot of change and turmoil.   She took the news in stride and was totally professional on her exit.  She did not spend much time wallowing in self-pity, but got right to work.  The first step in her journey was to develop a job search strategy.

She spent a lot of time with friends and colleagues, listening to their thoughts and advice.   By the end of this process she came to understand that she was best suited to working with existing clients, building relationships that would keep them in the fold.  This revelation become the foundation for her job search strategy.  Since her entire career has been in the insurance industry, she focused on opportunities in that field.  The insurance industry has seen many changes, however, new opportunities are emerging.  Faith understood that she had many viable options.  Crafting the right strategy led to a very positive result.

This is not to say that it was smooth sailing for Faith.  It was a tough, grueling search.  There were many ups and downs.  Great opportunities came and went.  Prospective employers took their time moving from one step to the next.   In some cases, employers changed their thinking and canceled searches.  The length of time involved in her search was a constant source of frustration.  She knew she was doing all the right things.  She knew that she could not control the employer’s selection process.  That was what made it so frustrating.  Their timetable was beyond her control.  It is easy to say that you should not worry about that which you cannot control.  It is something else entirely to live it.   I am sure she got very tired of my reminder; “the employer does not work off your timetable.”

Faith’s coping skills were put to the test and then some.  But she is well grounded and stayed true to her plan.  She maintained a positive, optimistic attitude.  She made optimal use of her network, gaining strength from their support and encouragement.  Always enthusiastic about leading a healthy lifestyle, Faith maintained her exercise routine and diet.  She also pursued opportunities to take on short-term assignments to help supplement her cash flow needs.  She is a class-act and true professional.  She kept the faith.  Eventually it paid off.    The lesson is to begin with the right job search strategy then work your plan.   Stay focused, stay positive, and stay in the game.

Thank you for visiting my blog.

Your feedback helps me continue to publish articles that you want to read.  Your input is very important to me so please leave a comment.

 

Jim Weber, President

New Century Dynamics Executive Search

www.newcenturydynamics.com

Posted on

Developing your Job Search Strategy: Specialists are the Rage

As I draft this post I am reminded of three current clients.  One is a small, growing enterprise trying to optimize its resources to aid in profitable development.  A second is an established manufacturer reorganizing itself for sale.  The third is a large company which has made a number of acquisitions that must be integrated into their core business.  Each of these businesses compete in diverse industry segments following different strategies to achieve their objectives.  As one would surmise the experiences they look for in potential hires is distinctive.   You can be certain, however, that the hiring managers in these companies are looking for senior executives with experience that matches their particular situation.  Call it situational experience.

 It occurs to me that this is a fair representation of the “new normal.”  The career opportunities are declining within large established companies.  Major corporations have learned to be more efficient with less.  They offer fewer opportunities for middle managers and highly compensated, over-50 aged candidates. However, the organizations currently looking for people are emerging companies or those working to find a relevant niche.    Emerging brands, PEG portfolio companies, established companies repositioning themselves and those experiencing major change are looking for people with experience that closely matches their situations.  These situations may be more risky but they can be very rewarding.   Private Equity Groups want C-level candidates who have experience working with PEGs.  If the employer is a start-up, they will be looking for people with start-up experience.  If they are preparing for an IPO they are looking for people with IPO experience, especially CFOs and controllers.  You get the point.  Today, employers are looking for specialists who can make an immediate impact.   They are looking for people with situational experience.  Generalist backgrounds are not in demand so much, especially for the 50+ age group. 

There are three primary components to one’s career positioning strategy:  Job Function; industry segment; and your pay grade.  All of these components are fairly straight-forward.  Begin by evaluating your experience to understand where you have particular strengths and experience which can be packaged as a specialty.  Seriously, this task cannot be that difficult.  After all,  personal experience gained with LBOs, mergers and acquisitions, rightsizeings, and re-organizations are all great examples of situational experience.    Perhaps you have been involved in implementing new hardware and software solutions to automate processes.  Or you have been involved in re-engineering activities to help employers become more efficient.  Experience gained in involvement with a company turnaround can be invaluable..  Maybe you have been in a family-owned business or experienced an IPO. Maybe you have been involved in a successful Chapter 11 reorganization.  There are many employers today who face those same issues.  They are looking for you!

Hiring managers have become very particular in their requirements.  They seek industry-specific candidates with situational experience.   The key to a successful job search is to position yourself as a problem-solver who will assuage the hiring manager’s risk aversion.  The Over-50 job seeker must have a career story which speaks to high-value, specialized knowledge and experience.    The flexibility of today's word processing software allows you to create resume versions tailored to emphasize certain parts of your background, positioning you as a specialist.

Think about your career.  Find those common threads that you can position in a compelling way to fit the new normal.

 

Thank you for visiting my blog.

Your feedback helps me continue to publish articles that you want to read.  Your input is very important to me so please leave a comment.

 

Jim Weber, President

New Century Dynamics Executive Search

www.newcenturydynamics.com

 

 

Posted on

Track Your Metrics For an Effective Job Search:

For the past 6 years, I have been working very closely with a number of Private Equity Groups, (PEG).  Many of my assignments for these clients have been for Chief Financial Officers.  In every case they want a CFO who can help the business by establishing a set of relevant performance indicators which can be tracked and monitored on a routine basis.  They know that by tracking the right metrics and keeping the management team focused on that data improves the likelihood of achieving their goals.  I am confident that while employed, your supervisor required you to make periodic reports on certain metrics.  If it works while on the job, it will surely work to help you land that next job.

Doubtless, we all agree on the importance of planning.  We all know the planning cycle.  Set your goals and objectives; formulate strategies; develop tactics; track your results; reassess; make adjustments.     How will you know where you stand if you don’t have a scorecard?  Will you know if your plan is on track, or even if it is viable?  What adjustments should you make?  Are you comfortable making important decisions about your career without important data?  Probably not!

So, as you are developing your job search plan for 2015 consider the key metrics, performance indicators, that you believe are vital to success.  Your prime objective is to land a new job.  Key to landing that new job is to gain the interest of hiring managers who will invite you to interview.  The metrics you will want to track are the activities you complete that move you closer to the goal, getting that interview.   Some jobs are posted, so it would make sense to track resumes sent to posted jobs.  As we all know, however, up to 80% of people land their new jobs via networking.  If that is the case, as I believe it to be, then you will want to develop a set of metrics that track you networking efforts.  Those efforts include phones calls, information interviews completed,  networking meetings attended, and follow up with your network.  Since social media is an important platform for job search you may well develop metrics to track your efforts on LinkedIn.  Contributions to Interest Group discussions and additions to your list of connections may be appropriate.

I have also recommended that you start a blog, if you have not already, with a goal of posting once a week.  This is a great strategy to promote yourself  at LinkedIn or Google+ Groups.  Additionally there are a vast array of Professional Associations and Groups who encourage members to post to their websites.  Everyone is looking for relevant content! 

You should also set goals for personal and professional development.   A diet or exercise metric may be appropriate.

Tracking a handful of key metrics related to your search activities will keep you on track.  Keep it simple.  Pick six to eight of the activities prioritized by those you deem most important.   If you need more than a 3 by 5 index card to track your metrics you probably have too many.

The best of plans are useless without accountability.   There can be no accountability without measurement.   So, if you want to ensure the success of your job search plans, identify the key metrics to track and do so regularly.

 

Thank you for visiting my blog.

Your feedback helps me continue to publish articles that you want to read.  Your input is very important to me so please leave a comment.

 Jim Weber, President

New Century Dynamics Executive Search

www.newcenturydynamics.com

 

 

Posted on

Jump Start Your Job Search in 2015: Reflect – Recharge – Regroup

The New Year is upon us.  This is the season to take a break; enjoy time with friends and family, and prepare for the New Year.  One can easily lose themselves in the hustle and bustle of shopping and celebrating.  It is also a time to assess our progress for the year; to express our gratitude to family, friends, and clients; and to make resolutions for the New Year.   So, why wouldn’t you want to align your job search with the cultural expectations of the season?  You may be new to the job market, or you may have been in search for many months.  Whatever your situation, this is a great time to reflect, recharge, and regroup.

 

Reflect

Evaluate your Job Search Strategy for its relevance.  Is your target Job/Industry Sector still viable?  What about Plan B and Plan C?  Are your plans still viable?  This is a good time to validate your job search strategy.  What activities were most helpful?  Which were not?  Who has been helpful to you?  Have you been spending your time wisely?  Make a point to do more of those activities that seem to be getting you closer to your goals, and less of those that aren’t.

Re-charge

Take a break, enjoy the season.  Don’t quit all job search activities, but dial it back a bit to have time to gain perspective.  Managers don’t stop their recruiting during the holiday season, but they do slow down their activity.  Likewise you should change your priorities a bit.  Make time for friends and family.  Re-charge your batteries so to speak.

I know many people, employed and unemployed, who use this season to reach out to people who have had an impact on their lives.  Sending Greeting Cards is an obvious way to say thank you to people who have been important to you.  If you want to really make an impact try a phone call or a face to face meeting.  I have been a bystander to one such call when I was doing a market tour with a subordinate.  I can honestly say that the impact on my subordinate was profound!   Reach out to your network to thank them for their support and to update them as to your plans.

Regroup

Ensure that your resume and cover letter is still relevant and pithy.  Make sure that your Internet presence is current.  Are you a participating member in relevant Industry/Career Interest Groups?  Is your LinkedIn profile complete?  Have you checked your Face Book account to ensure that it is aligned with your goals?  God forbid that your Face Book account is counter-productive.  You should consider starting a blog, even if it is just a chronicle of your job search.  Set new goals and objectives for the completion of daily, weekly, and monthly activities.  Have a system to track activities and measure progress toward your goals.

 In summary, use the waning weeks of 2014 to reflect on your efforts;  recharge your emotional account;  and regroup by developing a revised plan for 2015.  Express your gratitude to those who have been helpful, especially friends and family.  Take stock of your efforts of 2014.  Do more of those activities that took you closer to your goals, and less of those that did not.  Develop revisions to your plan to include a system to track your efforts and your effectiveness.  Align your job search to the traditions of the season to ensure a successful job search.

 

Thank you for visiting my blog.

Your feedback helps me continue to publish articles that you want to read.  Your input is very important to me so please leave a comment.

 Jim Weber, President

New Century Dynamics Executive Search

www.newcenturydynamics.com

 

Posted on

MANAGE JOB SEARCH STRESS: Get Some Exercise

On May 18 2014, year I posted an article about the importance of improving your image to enhance your job search prospects.   Most of that post was focused on diet but it did speak to the importance of exercise to help slim down.  

Your confidence and self-worth is likely impacted by your view of your image.  If your self-confidence is negatively affected by your image, you will not perform well at interviews or at networking.  Your image is important, but, your mental state is being evaluated as well, to be sure.   One affects the other.  If you cannot work through the stress of job search, it will be evident to anyone you meet.   Exercise, however, is an excellent way to moderate stress, especially important during job search.   A body engaged in some form of exercise will relieve the mind of worries that lead to stress.

While doing some research for this post I found a few highly relevant articles.  So, instead of pontificating on the subject I have linked to articles listed below, which I know you will enjoy.

Workouts for Less Stress:  Get ripped and relaxed.  By Scott Quill, March 04, 2013:  Published on Men’s Health

http://menshealth.com

In this article Scott Quill recaps work by Steve Edwards, Ph. D., professor of sports psychology at Oklahoma State University.  Edwards spoke to six distinct exercise personalities and then matches exercise routines to fit each personality type.

Stress Management – Ways to Relieve Stress

http://www.webmd.com/balance/stress-management/stress-management-relieving-stress

“According to Matthew Stults-Kolemainen, Ph.D., a kinesiologist at the Yale Stress Center says that exercise attacks stress in two ways; Exercise promotes production of neurohormones like norepinephrine that are associated with improved cognitive function, elevated mood and learning.  And that can improve thinking dulled by stressful events – some research even shows how exercise can make you smarter.”

Benefits of exercise:  reduces stress, anxiety, and helps fight depression, from Harvard Men’s Health Watch.

http://www.health.harvard.edu/press_releases/benefits-of-exercisereduces-stress-anxiety-and-helps-fight-depression

“Regular aerobic exercise can bring remarkable changes not just to your body, your metabolism, and your heart, but also to your spirits, reports the February 2011 issue of Harvard Men’s Health Watch.  Aerobic exercise is the key for your head, just as it is for your heart.  It has a unique capacity to exhilarate and relax to provide stimulation and calm, to counter depression and dissipate stress.  Exercise reduces the levels of the body’s stress hormones, such as adrenaline and cortisol.  It also stimulates the production of endorphins, the body’s natural painkillers and mood elevators.  “Harvard Men’s Health Watch notes that you should exercise nearly every day.  That doesn’t necessarily mean hitting the gym.  But it does mean at least 30 minutes of moderate activity. “

Stress Management

“Exercise in almost any form can act as a stress reliever.  Being active can boost your feel-good endorphins and distract you from daily worries.”

http://www.mayoclinic.org/healthy-living/stress-management/in-depth/exercise-and-stress/art-20044469

“Physical activity pumps up the production of brain’s feel-good neurotransmitters, endorphins.  Sometimes called a runner’s high.  Focus on a single task like exercise or mental activity results in energy and optimism, helping you remain calm and clear.”

“Regular exercise can increase self-confidence and lower the symptoms associated with mild depression and anxiety.  Exercise also can improve your sleep.”

9 Exercises for Stress Relief

Kate Hanley, Published December 03, 2014

www.lifescript.com/diet-fitness/articles/t/top_9_stress-reducing_workouts_for_women.aspx

 “Chronic tension can be the culprit behind both long-term conditions (depression, heart disease, type 2 diabetes, high blood pressure) and everyday health woes (headaches, back pain, insomnia, upset stomach, anxiety, anger). “

Summary

While you are between jobs, working on your image will help you manage stress.  Practice your favorite routines until they become habits.   Intense, rigorous exercise like jogging or cycling is awesome, but it is not your only option.  Low impact activities like Yoga, Tai Chi, and dancing can be beneficial.  Breathing exercises, and muscle relaxation routines are useful too.  Skill-based sports like golfing and tennis are great options, if you are already familiar with those sports.  Don’t underestimate the value of mundane activities such as housecleaning or gardening.    

Do something for yourself.  An appropriate physical activity will help you look and feel better.  Achieving exercise goals will improve your image and self-confidence while helping you manage the stress level.  Set goals and find a partner to keep you company.  Focus on the task at hand while exercising.  Don’t let your mind wander.  Especially avoid negative thoughts.  It will also burn off a lot of the stress that comes from the ups and downs of job-search.

Thank you for visiting my blog.

Your feedback helps me continue to publish articles that you want to read.  Your input is very important to me so please leave a comment.

 Jim Weber, President

New Century Dynamics Executive Search

www.newcenturydynamics.com

 

Posted on

Manage Job Stress: Build a Support Group

In my blog I often speak to the importance of networking.  It is how people actually find jobs.  My seminal point about networking is that your goal is to build a team that will help you land your next job.  Networking helps you spread your message, and capture opportunities that match your goals.  Your network provides many other benefits, none the least of which is the human contact which helps mitigate the stress associated with job search.  Within that team, I recommend that you have a subgroup, a core team, who you confer with more frequently.  Call it a support group for now.

Being in job search can be a lonely, frustrating place.  There is a certain amount of isolation created when you are without a regular place to go to work with other people. It is a time when dark thought can grip you, causing you to sink into a period of despair.  The best way to avoid that situation is to have an effective support group.  There are many models for support groups, but ultimately you want to assemble a group of people who have been in your situation, who have successfully navigated through job search, and who have an understanding of your particular career track.  Another way to describe these people is “peers.”

The support group that I recommend is one that will help you brainstorm options; assist in key elements of your search; provide emotional support and help mitigate the isolation factor.   A good job search support group will help you with problem solving, and motivation.   They will inspire you to meet all challenges put in your path.  Of the utmost importance, these people must hold you accountable for your actions.  In fact, this is the model for a Master Mind Group. 

The Master Mind concept is hardly new.  In fact, it is ancient.  However, it was the 20th century self-improvement guru Napoleon Hill who coined the phrase “Mastermind Alliance” in his book, “Think and Grow Rich,” published in 1937. Hill’s work, inspired by Andrew Carnegie, was the result of interviews he conducted with highly successful people.  One common thread he uncovered was that successful people relied on a core group of like-minded individuals who were helpful in goal-setting, coaching, and encouragement.  Hill spoke of a mastermind group as “The coordination of knowledge and effort of two or more people, who work toward a definite purpose, in the spirit of harmony.”  Using a Master Mind Group in your job search is another powerful source of leverage.

So, who should you include in your Master Mind Group?  I already made the point that your Master Mind group must be experienced in job search and familiar with your field.  They should be people who you would consider mentors. People you hold in high regard, whose opinion you will respect even when their counsel is difficult to hear.  Above all, they must be committed to play a prominent role in helping you with your search.

Employing the Master Mind Group concept in your job search is another powerful source of leverage.  Your group will help you become more effective in your search, while minimizing the isolation factor and mitigating stress.  You will likely want to keep this group working with you after you land that next job, ensuring your career success.

Thank you for visiting my blog.  Your feedback helps me continue to publish articles that you want to read. Your input is very important to me so please leave a comment.

Jim Weber, President
New Century Dynamics Executive Search
www.newcenturydynamics.com

In my blog I often speak to the importance of networking.  It is how people actually find jobs.  My seminal point about networking is that your goal is to build a team that will help you land your next job.  Networking helps you spread your message, and capture opportunities that match your goals.  Your network provides many other benefits, none the least of which is the human contact which helps mitigate the stress associated with job search.  Within that team, I recommend that you have a subgroup, a core team, who you confer with more frequently.  Call it a support group for now.

Being in job search can be a lonely, frustrating place.  There is a certain amount of isolation created when you are without a regular place to go to work with other people. It is a time when dark thought can grip you, causing you to sink into a period of despair.  The best way to avoid that situation is to have an effective support group.  There are many models for support groups, but ultimately you want to assemble a group of people who have been in your situation, who have successfully navigated through job search, and who have an understanding of your particular career track.  Another way to describe these people is “peers.”

The support group that I recommend is one that will help you brainstorm options; assist in key elements of your search; provide emotional support and help mitigate the isolation factor.   A good job search support group will help you with problem solving, and motivation.   They will inspire you to meet all challenges put in your path.  Of the utmost importance, these people must hold you accountable for your actions.  In fact, this is the model for a Master Mind Group. 

The Master Mind conceptdster Mind Group.  bute for these people is that they hold you accountable for your actions.  If fact, this is  is hardly new.  In fact, it is ancient.  However, it was the 20th century self-improvement guru Napoleon Hill who coined the phrase “Mastermind Alliance” in his book, “Think and Grow Rich,” published in 1937. Hill’s work, inspired by Andrew Carnegie, was the result of interviews he conducted with highly successful people.  One common thread he uncovered was that successful people relied on a core group of like-minded individuals who were helpful in goal-setting, coaching, and encouragement.  Hill spoke of a mastermind group as “The coordination of knowledge and effort of two or more people, who work toward a definite purpose, in the spirit of harmony.”  Using a Master Mind Group in your job search is another powerful source of leverage.

So, who should you include in your Master Mind Group?  I already made the point that your Master Mind group must be experienced in job search and familiar with your field.  They should be people who you would consider mentors. People you hold in high regard, whose opinion you will respect even when their counsel is difficult to hear.  Above all, they must be committed to play a prominent role in helping you with your search.

Employing the Master Mind Group concept in your job search is another powerful source of leverage.  Your group will help you become more effective in your search, while minimizing the isolation factor and mitigating stress.  You will likely want to keep this group working with you after you land that next job, ensuring your career success.

Thank you for visiting my blog.  Your feedback helps me continue to publish articles that you want to read. Your input is very important to me so please leave a comment.

Jim Weber, President
New Century Dynamics Executive Search
www.newcenturydynamics.com

 

Posted on

Executive Benefits Consultant needed at Digital Insurance Company

Executive Benefits Consultant Job Description

Date: November 20, 2012

Location: Atlanta, GA

Description

Digital Insurance, Inc., an employee benefits agency, provides insurance for small businesses and mid-sized companies in the United States. It offers employee benefits plans, including group and individual medical, dental, life, disability, and long-term care insurance; and accidental death, voluntary benefits packages, and whole life policies. The company also provides deductible health plans and health savings accounts. In addition, it offers customer advocate, benefits resource, wellness management, health care reform resource, proactive customer support, creative, and compliance assistance solutions. It serves employers, employees, individuals and families, agencies/brokers, and alliances. Digital Insurance, Inc. was founded in 2000 and is headquartered in Atlanta, Georgia.


The Executive Benefits Consultant will lead consulting engagements with 2-100+ life employer groups regarding their medical, dental, life and disability benefit plans and programs and negotiate with benefits carriers and vendors to secure health and welfare plan coverage for these employers. To fulfill this role, the Executive Benefits Consultant will:

 

  • Lead client engagements, including managing overall service delivery, strategy, financial evaluations, plan design, renewal, business placement, and benchmarking
  • Develop sophisticated benefits design and renewal strategies and drives the development of tools and solutions to address complex client issues
  • Communicate the full scope of services provided and sets appropriate expectations with client
  • Effectively communicate Digital's story and position on latest industry trends to clients
  • Monitor success of projects in terms of scope, budget, timeliness, and client satisfaction
  • Exceed company retention and cross-sell goals
  • Be accountable for revenue/profitability for client accounts and projects
  • Uses appropriate Digital tools (e.g., CRM, DISH) in the development and execution of client strategy
  • Incorporate compliance and professional standards into all work processes, including transparency, peer review and maintaining required licensure
  • Generate sales by expanding revenues from existing clients and referrals
  • Set direction and creates demand for new products/services in the marketplace
  • Lead and participate in new business opportunities with sales channel partners (Client Relations)
  • Build Digital market presence by leading and presenting at industry seminars and conferences
  • Establish effective carrier/vendor relationships to serve clients in benefits procurement and administration
  • Leverage Digital's reputation to negotiate with carriers and vendors
  • Drive renewal process from inception to completion
  • Understand high level carrier reporting and effectively communicate to client

Qualifications
 

  • BA/BS degree or equivalent work experience
  • 10+ years in the benefits, insurance, health & wealth management industry
  • 7 years consulting experience in identifying, designing, recommending and implementing efficient, innovative business solutions to clients' complex employee benefits challenges
  • Minimum of 1 year of employment at Digital Insurance
  • Strong, innovative sales and marketing skills plus the ability to market organizational strengths successfully
  • Superior analytical skills, strategic planning, communication, and listening skills
  • Excellent written and oral communications skills
  • In depth knowledge of quoting process and tools
  • Self-motivated, disciplined, sets high standards for their own performance, and thrives in a fast-paced environment
  • Excellent organizational and project management skills with the ability to prioritize and handle multiple and complex tasks in a demanding work environment
  • Strong attention to detail, critical thinking and analytical problem-solving skills
  • Ability to communicate with C-suite level (or higher) clients
  • Ability to manage, motivate, and mentor more junior level staff
  • Expresses consistant positions regardless of audience
  • Sees the big picture and recognizes symptoms that indicate underlying problems

     

    Digital Insurance offers competitive salaries and comprehensive benefits and programs including: health and welfare, 401K, career mobility, employee network groups, volunteer opportunities, and other programs. For more information about our company, please visit us at: www.digitalinsurance.com. We embrace a culture that celebrates and promotes the many backgrounds, heritages and perspectives of our colleagues and clients.

    Job: Consulting
    Primary Location: US
    Job Segments: Healthcare Consultant, Consulting, Consultant, Medical, HR, Healthcare, Human Resources

 

Digital Insurance Company and its Affiliates are equal opportunity employers