Tag: over 50

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More On Networking And Team Building

My favorite way to conduct business is over cigars, preferably with an adult beverage.   It isn’t something I can do every day, but I make the best of the times when I can.  As I am always looking for new places to enjoy a cigar, I was willing to accept a 3:00 p.m. meeting this past Tuesday at Highland Cigar.   Highland Cigar Company is located in a neighborhood just east of downtown Atlanta.  This neighborhood, like many others close to downtown, is enjoying re-gentrification.

If you know anything about the traffic in Atlanta, the last thing you would want to do is to put yourself in a situation where you must commute home during rush hour.  It is especially true if you are returning to the northern suburbs from downtown.  Notwithstanding the traffic issue, I thought this meeting was worth the effort.  It was an opportunity to spend time with Eric, one of my newest Associates.  I arrived five minutes early and found a parking space on the street in front of Highland Cigar Company.  Karma was smiling on me.  When I stepped inside, I saw Eric sitting comfortably in front of his laptop enjoying a beer and cigar. We exchanged greetings, and he invited me to check out the humidor at the back of the store.  It isn’t the largest or the best-stocked humidor I have seen, but it featured a number of my favorite brands.  I picked out a Perdomo Habana, ordered a Guinness and rejoined Eric.

“Highland Cigar Company provides an uncompromising environment for acquiring and enjoying premium cigars and spirits. Our state-of-the-art ventilation system, comfortable leather sofas and high definition televisions create an experience like no other in the Atlanta area.”

As I settled in, lighting my cigar and savoring my first sips of Guinness, Eric told me a little about his affinity for Highland Cigars.  It’s within walking distance to his home office, a convenient place to take a break.  Highland Cigar Company is comfortable and inviting.  It offers a variety of seating options including traditional seating at the bar.  There were groups of over-stuffed leather chairs for quiet conversation as well as computer-friendly tables.  As with most retail venues, they offer free wi-fi, so one can enjoy a cigar and a beverage and still be productive.  In fact, many of the patrons in the bar were working on their Laptops.  I view Starbucks as a suitable venue to work in the morning, whereas a cigar-bar is my preference for the afternoon.  I came to realize that Highland Cigar Company was Eric’s home-away-from-home.  I can appreciate that.  After the background on Highland Cigar, we got down to business.

Eric began by saying that he was looking for guidance.  He wanted to understand how to fit into our team and to make a meaningful contribution.  He told me of a recent meeting with two other Members with similar skills.  He sees value collaborating with them as they form the nucleus of a Practice Group.  Our meeting was a great start as I am encouraged by proactive people, willing to contribute.  [Tweet “I find it easier to lead other leaders than to motivate followers.”]  It pleases me to see folks willing to take a leadership role in the organization.  We discussed the importance of networking within the Membership, to understand their capabilities.  We talked about opportunities for him to present at our monthly meetings; when we schedule time for one Member to discuss their business model in greater detail.  Eric liked that idea.  I suggested that he join our Marketing Working Group, which would benefit from his contribution.  That team is working to improve our brand positioning and value proposition.  It was at this point that I recognized an increase in Eric’s energy level.

Eric has a strong background in project and program management. He is an accomplished professional with experience and connections that make him a valuable team member.  He walked me through a deck related to one of his rebranding projects. Fabulous material!  It was an outline of the project plan, complete with storyboards and deliverables.  After he presented that material, he showed me the finished product which included a revised website.  His work was impressive; highly professional and compelling.  His contribution to our Marketing Working Group will be significant.

My meeting with Eric was very productive!  I learned more about his capabilities to better position him within our team.  I provided him with guidance to enhance his effectiveness.  I found a new venue to conduct business while enjoying a favorite cigar.  It was time well spent.

We concluded our meeting just ahead of rush hour, so my return home was uneventful.  During my drive, I phoned another colleague to recap my meeting with Eric.  We dialed him into the Marketing Group and invited him to their next meeting.  I anticipate great things from that group.   These one-to-ones are an essential component of our team-building efforts.  It is an integral part of my plan.  I become energized by these meetings.

Thank you for visiting my blog.

I hope you enjoyed my point of view and would like to receive regular posts directly to your email inbox.  Toward this end, put your contact information on my mailing list.

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

JimWeber@NewCenturyDynamics.com

Current Assignments

1. COO- Northeast-based Casual Dining Restaurant Company – New

2. CEO- Northeast-based Casual Dining Restaurant Company – New

3. Corporate R&D Chef, Atlanta-based Home Meal Replacement Company – Complete

4. Area Supervisor – Legacy Pizza Chain, Carolinas – New

5. Operating Partners – Legacy Pizza Chain – New

6. Controller – Atlanta-based Consumer Products – Digital Company – Completed

7. Outplacement Assignment – Atlanta-based Manufacturer:  Complete

Author of: Fighting Alligators: Job Search Strategy For The New Normal

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Networking And Leadership

A 5:30 a.m. wake up call to make a breakfast meeting at 7:00 a.m. is not my idea of fun.  However, I will happily do so to support my team!  So, Thursday I was up and out of my home by 6:15 a.m. to make the 45-minute trek to our breakfast spot.  It was still dark, and much of the route was under construction.  More fun.  The plan was to meet with two colleagues from ITB Partners, the consulting side of our business. They wanted to discuss business development opportunities to help move our consulting group forward.  These two Members had met over the prior weeks to get to know each other and to learn how they could support one another.  During their meeting, they realized that they were not clear on certain aspects of our strategy.

I enjoy these meetings on many levels. It is always fun to break bread with my teammates and to catch up on their progress. It gives me a reality check as to my leadership skills and messaging. I leave with ideas as to how I can strengthen our bond and improve the effectiveness of our communications.

As I listened to their thoughts, two themes came to mind. The first is that these guys are still not clear on our mission and value proposition. Secondly, they’re uncertain as to their responsibility to build relationships with other Members. It was clear to me that they needed some coaching.  This wasn’t a surprise as we are still in the “storming phase” of our team-building efforts.

When it was my time to respond, I reminded them of our dual mission. The first part of the mission is obvious, to connect the Members with clients in need of their services.  The second part of our mission is to improve the effectiveness of the Members; freelancers, building independent consulting practices. These folks appreciate the value of our Membership program.  We are dedicated to helping each other generate more revenue and to become more effective freelancers.  I reinforced the point that the power of our concept is the Membership, whose value is to leverage our business development efforts. To make this concept work, active involvement is required of each Member.  This requires them to become knowledgeable about the others.  Each Member needs to know the capabilities of the other Members.  They must be confident that introductions will not reflect poorly on themselves.  This led us into a conversation about networking in general.

They pointed out that networking did not seem to be a natural strength of the Membership.  We discussed the paradox regarding the capabilities of new Members’ networking savvy. Surprisingly people with senior-level corporate experience aren’t necessarily adept networkers.  Networking is an attribute that does not come easily to some, training and practice is required.

We also discussed the question about how to best position their affiliation with the ITB Partners brand.  They were not clear how they should present the benefits of their association with ITB Partners to their clients.  This is still a work in process, but I gave them some ideas to consider.

Benefits ITB Partners provides to its members:

  • Sharing best practices
  • Promoting member clients
  • Public speaking opportunities
  • Promoting/sub-branding practice groups
  • The added value of team meetings
  • Making introductions to prospective clients

Becoming a freelancer is a process.   A good support group can make the process easier and shorten one’s learning curve.  An organization like ITB Partners can help close new assignments quicker and ensure a continuous flow of work.  Our Model is designed to increase the freelancer’s prospects for success.  However, we work in an environment where relationships are critical to success.  This requires our Members to continually develop and strengthen their connections.  This is the whole point of networking.  My role as a leader is to stay close to my team, to understand and respond to their needs.

Thank you for visiting my blog.  I hope you enjoyed my point of view and would like to receive regular posts directly to your email inbox. Toward this end, put your contact information on my mailing list.

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

Jim Weber, President

Author of: Fighting Alligators: Job Search Strategy For The New Normal
New Century Dynamics Executive Search

Current Assignments

  1. CEO – Northeast-based Quick Casual Restaurant Company – New
  2. COO- Northeast-based Casual Dining Restaurant Company – New
  3. Operating Partners – Legacy Pizza Chain – New
  4. Corporate R&D Chef, Atlanta-based Home Meal Replacement Company – Complete
  5. Area Supervisor, Legacy Pizza Chain Franchisee, S. Carolina – New
  6. Senior Accounting Manager – Atlanta-based Manufacturer. Complete
  7. Controller – Atlanta-based Consumer Products – Digital Company – Completed

Author of: Fighting Alligators: Job Search Strategy For The New Normal

 

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Aftan Started A New Job This Week!

Aftan Romanczak started a new job this week.  I helped! He became the Corporate Research and Development Chef for an Atlanta-based, home meal replacement company.  I am happy to say that his placement completed my contract to fill this position. A total of thirty-days elapsed from the day my search contract was executed to Aftan’s start date.  This time-to-completion statistic represents my shortest search.

My average search assignment is ninety days, so this is a significant record. However, it only ties my best. In this case, everything fell into place. I had a highly motivated client who had been unsuccessful recruiting this position on their own. I had a highly motivated candidate, who was between situations.  He could join my client’s team immediately.  Did I say he was also highly qualified?  I had a strong network activated to feed candidates to me. And finally, Aftan was already known to me as were his references.

Some may call this luck. I would say fortunate, but it wasn’t luck.  All of the stars were aligned to achieve this result. However, all of the components were in place after years of investment. I have experience placing Corporate R&D Chefs, so I have a network into those folks. I have a host of network contacts who have connections to the R&D Chefs. The candidate was known to me as he had worked for a client of many years.  I had two excellent personal references who validated his work history and capabilities. Most importantly, I had a sophisticated client who knew the current market for this position. They had tried to conduct this search on their own, without success. They even made an offer to a viable candidate.

When this client turned to me for help, they were in a position to make a rapid decision when presented with the right candidate. They were clear as to whom they sought. All I had to do was to present one highly qualified and motivated candidate to complete the assignment.  The added benefit to the client is that they get a sixty to ninety-day head-start on the productivity Aftan will bring to their operation.

I am reminded of buying my wife’s engagement ring, 42 years ago.  Purchasing that first diamond engagement ring is a learning experience. It took time to understand the product and the market, relative to my budget. The second diamond purchase was easier.  If you are a diamond merchant, you are always up to date on the market.  Recruiting an R&D Chef isn’t a routine activity for most managers.  It requires the hiring manager to become familiar with the supply-demand dynamic, which takes time and effort.

This was not the first time I’ve completed an assignment so quickly. The first was for a CFO I placed with a PEG portfolio company.  In many respects the circumstances were similar. The client had been unsuccessful in their search to find a CFO. They were trying to execute an internal search on a confidential basis. I had just completed a CFO search in the same industry segment for another client.  When I completed that search, I made an announcement to my network which got the attention of the Vice President of HR for that company.  He contacted me, and we entered into a search agreement.  I immediately presented him with a shortlist of candidates I had just validated. This company found their ideal candidate in the group and made the hiring decision. Once again, I had a highly motivated client who was familiar with the market for CFOs. When I put the ideal candidate in front of them, they knew to hire him.  This led to a series of additional CFO searches for the company’s PEG owners.

Every time I experience a below average time to completion on a search I feel validation that my business model is correct. I continue to grow and strengthen my network. I keep them apprised of my work and provide them with useful insights to keep them connected to me. The lesson for job seekers and networkers is that networking can be very effective if you work the process.

Thank you for visiting my blog.  I hope you enjoyed my point of view and would like to receive regular posts directly to your email inbox. Toward this end, put your contact information on my mailing list.

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

Jim Weber, President
Author of: Fighting Alligators: Job Search Strategy For The New Normal
New Century Dynamics Executive Search

Current Assignments

  1. CEO – Northeast-based Quick Casual Restaurant Company – New
  2. COO- Northeast-based Casual Dining Restaurant Company – New
  3. Operating Partners – Legacy Pizza Chain – New
  4. Corporate R&D Chef, Atlanta-based Home Meal Replacement Company – Complete
  5. Area Supervisor, Legacy Pizza Chain Franchisee, S. Carolina – New
  6. Senior Accounting Manager – Atlanta-based Manufacturer. Complete
  7. Controller – Atlanta-based Consumer Products – Digital Company – Completed

Author of: Fighting Alligators: Job Search Strategy For The New Normal

Posted on

More On Networking And Team Building

My favorite way to conduct business is over cigars, preferably with an adult beverage.   It isn’t something I can do every day, but I make the best of the times when I can.  As I am always looking for new places to enjoy a cigar, I was willing to accept a 3:00 p.m. meeting this past Tuesday at Highland Cigar.   Highland Cigar Company is located in a neighborhood just east of downtown Atlanta.  This neighborhood, like many others close to downtown, is enjoying re-gentrification.

If you know anything about the traffic in Atlanta, the last thing you would want to do is to put yourself in a situation where you must commute home during rush hour.  It is especially true if you are returning to the northern suburbs from downtown.  Notwithstanding the traffic issue, I thought this meeting was worth the effort.  It was an opportunity to spend time with Eric, one of my newest Associates.  I arrived five minutes early and found a parking space on the street in front of Highland Cigar Company.  Karma was smiling on me.  When I stepped inside, I saw Eric sitting comfortably in front of his laptop enjoying a beer and cigar. We exchanged greetings, and he invited me to check out the humidor at the back of the store.  It isn’t the largest or the best-stocked humidor I have seen, but it featured a number of my favorite brands.  I picked out a Perdomo Habana, ordered a Guinness and rejoined Eric.

“Highland Cigar Company provides an uncompromising environment for acquiring and enjoying premium cigars and spirits. Our state-of-the-art ventilation system, comfortable leather sofas and high definition televisions create an experience like no other in the Atlanta area.”

As I settled in, lighting my cigar and savoring my first sips of Guinness, Eric told me a little about his affinity for Highland Cigars.  It’s within walking distance to his home office, a convenient place to take a break.  Highland Cigar Company is comfortable and inviting.  It offers a variety of seating options including traditional seating at the bar.  There were groups of over-stuffed leather chairs for quiet conversation as well as computer-friendly tables.  As with most retail venues, they offer free wi-fi, so one can enjoy a cigar and a beverage and still be productive.  In fact, many of the patrons in the bar were working on their Laptops.  I view Starbucks as a suitable venue to work in the morning, whereas a cigar-bar is my preference for the afternoon.  I came to realize that Highland Cigar Company was Eric’s home-away-from-home.  I can appreciate that.  After the background on Highland Cigar, we got down to business.

Eric began by saying that he was looking for guidance.  He wanted to understand how to fit into our team and to make a meaningful contribution.  He told me of a recent meeting with two other Members with similar skills.  He sees value collaborating with them as they form the nucleus of a Practice Group.  Our meeting was a great start as I am encouraged by proactive people, willing to contribute.  I find it easier to lead other leaders than to motivate followers.  It pleases me to see folks willing to take a leadership role in the organization.  We discussed the importance of networking within the Membership, to understand their capabilities.  We talked about opportunities for him to present at our monthly meetings; when we schedule time for one Member to discuss their business model in greater detail.  Eric liked that idea.  I suggested that he join our Marketing Working Group, which would benefit from his contribution.  That team is working to improve our brand positioning and value proposition.  It was at this point that I recognized an increase in Eric’s energy level.

Eric has a strong background in project and program management. He is an accomplished professional with experience and connections that make him a valuable team member.  He walked me through a deck related to one of his rebranding projects. Fabulous material!  It was an outline of the project plan, complete with storyboards and deliverables.  After he presented that material, he showed me the finished product which included a revised website.  His work was impressive; highly professional and compelling.  His contribution to our Marketing Working Group will be significant.

My meeting with Eric was very productive!  I learned more about his capabilities to better position him within our team.  I provided him with guidance to enhance his effectiveness.  I found a new venue to conduct business while enjoying a favorite cigar.  It was time well spent.

We concluded our meeting just ahead of rush hour, so my return home was uneventful.  During my drive, I phoned another colleague to recap my meeting with Eric.  We dialed him into the Marketing Group and invited him to their next meeting.  I anticipate great things from that group.   These one-to-ones are an essential component of our team-building efforts.  It is an integral part of my plan.  I become energized by these meetings.

Thank you for visiting my blog.

I hope you enjoyed my point of view and would like to receive regular posts directly to your email inbox.  Toward this end, put your contact information on my mailing list.

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

JimWeber@NewCenturyDynamics.com

Current Assignments

1. COO- Northeast-based Casual Dining Restaurant Company – New

2. CEO- Northeast-based Casual Dining Restaurant Company – New

3. Corporate R&D Chef, Atlanta-based Home Meal Replacement Company – Complete

4. Area Supervisor – Legacy Pizza Chain, Carolinas – New

5. Operating Partners – Legacy Pizza Chain – New

6. Controller – Atlanta-based Consumer Products – Digital Company – Completed

7. Outplacement Assignment – Atlanta-based Manufacturer:  Complete

Posted on

Plan Your Job Search: Work Your Plan

Let’s face it; the single most important stress factor to any job seeker is financial.  “Will I find a new job before I run out of cash?” Will I deplete my savings?  Will I lose my home? All are very real possibilities which can be overwhelming.  To be sure, the worst case will result if one becomes paralyzed by those thoughts and fails to engage in the process.  Realistically, this is uncommon for accomplished professionals who have overcome challenges throughout their careers. You have the personal attributes and skills to be successful in your job search. Your goal is to find the best possible situation in the least amount of time, resulting in minimal disruption to your lifestyle.

I am a planner by nature, and by training. When confronted with a new challenging situation, my fallback position is to execute the problem-solving/planning cycle. I get organized.  I analyze the situation; evaluate options, set goals; track activity; reassess; make adjustments; then set new goals. Developing a plan, committing that plan to paper, and working that plan gives me a measure of comfort that helps lower my stress level.  I also subscribe to the “ready, fire, aim concept.  Even when developing my plan.  It eliminates analysis paralysis.  So, while between jobs, I employed organization and planning routines that had never failed me. I refer to this process throughout my book.

The starting point for your plan is to assess your skills and experiences. Then, determine where your background matches opportunities requiring your profile. The obvious objective is to find another employer in the same sector, doing the same job.  But, that is just a place to start. In all likelihood, the best opportunities will be somewhat different from your last situation.  The odds are that a smaller, emerging company in a different segment will become your next employer.  As with any good plan, it is wise to allow flexibility to consider interesting opportunities as they occur.

Elements to factor into your plan:

  • Establish a realistic time frame and the worst case scenario
  • Define your compensation and geographical requirements
  • Define your primary and secondary employer targets
  • Ensure that your strategy is heavily focused on networking
  • Establish an appropriate yet flexible weekly work routine
  • Keep a diary
  • Communicate, communicate, communicate

My search assignments take 90 days from start to finish, on average. Depending on the complexity of the assignment and the season of the year, a search can vary by 30 days, plus or minus. The adage of one month of search time for each $10K of salary is still appropriate. This statistic should help the job seeker develop a realistic duration of their search. For most people, especially those who have neglected their networks, it could take up to 90 days to reassemble and engage your network. Most people find new employment via networking activities so, prepare to spend 80% of your effort networking I will devote a lot of time to discuss the issue of networking.

An important element to the success of any plan is a system to track your effort and results. Job search is no different. Keep a record of who you have talked to, the nature of that discussion and follow up issues. Analyze your efforts. If your plan seems to be working, stay with it. If it needs some adjustment, do so and establish new goals. Write down your thoughts and feelings on successes and failures. Keep a diary as it will be helpful. Plan your work and work your plan. In my opinion, a systematic approach is the best way to find a new job and minimize your stress.

Key Points to Consider:

  1. Develop a written Job Search Plan.
  2. Keep a diary.

Thank you for visiting my blog.  I hope you enjoyed my point of view and would like to receive regular posts directly to your email inbox. Toward this end, put your contact information on my mailing list.

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

Jim Weber, President

NEW CENTURY DYNAMICS EXECUTIVE SEARCH

JimWeber@NewCenturyDynamics.com

Current Assignments

  1. CEO – Northeast-based Casual Dining Restaurant Company – New
  2. Corporate R&D Chef – Atlanta-based Home Meal Replacement Company – Completed
  3. COO- Northeast-based Casual Dining Restaurant Company – New
  4. Operating Partners – Legacy Pizza Chain – New
  5. Area Supervisor – Legacy Pizza Chain, Carolinas – New
  6. Payroll-Benefits Manager, Atlanta-based Retail Company:  Complete
  7. Senior Accounting Manager – Atlanta-based Manufacturer. Complete
  8. Controller – Atlanta-based Consumer Products – Digital Company – Completed
  9. Outplacement Assignment – Atlanta-based Manufacturer:  Complete

Author of: Fighting Alligators: Job Search Strategy For The New Normal

Posted on

New CEO Search Assignment: February 5, 2018:

IDEAL EXPERIENCE
CANDIDATE SPECIFICATION

The CEO has overall responsibility for setting the strategic direction and executive management for the Brand. The CEO reports directly to the Chairman and sets the tone and management style for the company. This includes the vision, executive management, organization, financial direction, and control of all  restaurants.  The CEO is responsible for ensuring that all restaurants maintain company standards for food quality, customer service, sales growth, and profit margins.  In addition, the CEO is also responsible for ensuring that the company meets financial targets, including food and payroll costs.

Chief Executive Officer

The successful candidate has had approximately fifteen years of related experience in the restaurant or hospitality industries. A Bachelor’s Degree in Business or Restaurant & Hospitality Management is required. An MBA is a plus, but not a requirement. Foundational experience in a multi-unit, restaurant environment with 100 or more locations is desirable, as is the demonstrated ability to develop and lead major strategic initiatives. Experience in a smaller, start-up or high-growth, entrepreneurial situation is very desirable.  Experience achieving and maintaining high levels of customer service in a retail environment are required.

 

IDEAL PERSONAL PROFILE

 We are seeking a results-oriented individual with an entrepreneurial spirit who has proven restaurant management skills. The successful candidate is well organized, with an eye for detail. The ideal candidate is a team player that can help lead this organization to “best in class” status while maintaining high levels of morale and customer service. Strong written and oral communications skills; problem-solving, and decision-making abilities are required, as are the highest standards of ethical behavior. A positive “can do” attitude with an optimistic view of problem solving and conflict management a must.

Current Assignments

1. COO- Northeast-based Casual Dining Restaurant Company – New

2. Operating Partners – Legacy Pizza Chain – New

3. Corporate R&D Chef, Atlanta-based Home Meal Replacement Company – Completed

4. Area Supervisor, Legacy Pizza Chain Franchisee, S. Carolina – New

5. CEO- Northeast-based Quick Casual Restaurant Company – New

6. Controller – Atlanta-based Consumer Products – Digital Company – Completed

7. Outplacement Assignment – Atlanta-based Manufacturer:  Complete

James E. Weber, President

New Century Dynamics Executive Search
770-649-7051 Tel.
770-354-2817 Cell
Posted on

Know Yourself!

This week, Dana Maggi, Owner of Career Pain Relief, spoke to my chapter of Business Executives Networking Group (BENG).   Actually, she facilitated a lively discussion on job search.   My takeaway from Dana’s presentation is ‘know yourself’.  This advice is always on point.  It is very difficult to gain traction in your job search if you cannot clearly communicate your value proposition. You cannot present your value proposition; i.e. the reason you are best suited for the job unless you know your strengths, weakness, and accomplishments.

The discussion eventually moved to tricky interview questions and how best to answer them.  One question caught my interest; the ubiquitous, “tell me about yourself.”  The group was confused about the best way to answer.  They were not clear as to the intent of the question, or how much detail to provide.

Well, how should you answer the “tell me about yourself” question? Do you talk about your personal life; your family, hobbies, or other interests? Do you talk about your career goals?  Do you talk about your favorite boss or past employer?  Or, do you convey your particular accomplishments, skills, training, and development? How would you answer that question?

My contribution was to remind the group of the big picture.  Interview time is a limited commodity, so make it productive.  Focus on why you are there.  As a prospective senior executive, your communication skills are of great interest.  They may be the most important aspect of the job in question. Directing a team requires clear communications.  Convincing more senior executives to fund programs or projects requires effective salesmanship.  Defending a budget, or a capital appropriation request requires persuasion skills.  Presenting to the Board of Directors requires exceptional poise and finesse. As with each of these activities, interview success depends on your ability to present a clear message that resonates with the employer.

Personally, I’m not fond of the “tell me about yourself” question. It is too ambiguous to yield a consistently useful answer.   I understand that it may be used as a conversation starter, but there is a better way.   I prefer to ask the candidate for a 60-second, thumbnail sketch of their current situation and what they want to do now.  This question is clear, requiring a focused response.   I expect to hear the common themes of their career, including their particular skills and strengths.  I want to gain an understanding of their plan for the next stage of their career.  It is my first glimpse into the candidate’s ability to communicate.   It is a more productive use of my time.  If the candidate can present her experience, strengths, and skills in an effective one-minute presentation, she has my attention.  I will move her forward in the process. It requires self-awareness.

From my point of view,  the “tell me about yourself,” is a poor way to begin an interview.  However, one must anticipate this question as it is so commonly used.  Fortunately, it presents the job seeker with an opportunity to influence the direction of the interview. I recommend an answer that is focused on what you’re trying to accomplish now while presenting the strengths and experience you bring to the party.  It should be a short answer, probably no more than one minute long.   It will require a well-rehearsed presentation.  The best response explains why you are the ideal candidate for the job.  In other words, your elevator pitch.  If done properly, your interviewer will ask follow-up questions that play to your strengths.  Unless you are asked about personal interests, stay focused on presenting your suitability for the job in question.

During job search, you must communicate a clear and concise message to capture the employer’s interest. To craft this message requires self-awareness.  Know yourself!

 

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

JimWeber@NewCenturyDynamics.com

Current Assignments

  1. COO- Northeast-based Casual Dining Restaurant Company – New
  2. Operating Partners – Legacy Pizza Chain – New
  3. Director of Biz Dev, Atlanta-based B2B Professional Services Company:    Completed
  4. Payroll-Benefits Manager, Atlanta-based Retail Company:  Complete
  5. Senior Accounting Manager – Atlanta-based Manufacturer. Complete
  6. Controller – Atlanta-based Consumer Products – Digital Company – Completed
  7. Outplacement Assignment – Atlanta-based Manufacturer:  Complete

Author of: Fighting Alligators: Job Search Strategy For The New Normal

Posted on

New Search Assignments Announced By New Century Dynamics

December 1, 2017:  New COO Search Assignment:  New Century Dynamics Executive Search Announces a new Search Assignment: COO for a Northeastern-based Casual Dining Brand. Your interest and referrals are welcome.

December 1, 2017:  New Search Assignment:  New Century Dynamics Executive Search Announces that it has been contracted to find Operating Partners for a Legacy Pizza Chain. Your interest and referrals are welcome.

James E. Weber, President

New Century Dynamics Executive Search

 

Current Assignments

1. COO- Northeast-based Casual Dining Restaurant Company – New

2. Operating Partners – Legacy Pizza Chain – New

3. Corporate R&D Chef, Atlanta-based Home Meal Replacement Company – New

4. Area Supervisor, Legacy Pizza Chain Franchisee, S. Carolina – New

5. Senior Accounting Manager – Atlanta-based Manufacturer. Complete

6. Controller – Atlanta-based Consumer Products – Digital Company – Completed

7. Outplacement Assignment – Atlanta-based Manufacturer:  Complete

 

Author of:  Fighting Alligators, Job Search Strategy For The New Normal

 

770-649-7051 Tel.

770-354-2817 Cell

www.newcenturydynamics.com

JimWeber@newcenturydynamics.com

 

 

Blog:  http://fightingalligators.blogspot.com/

 

 

 

Posted on

“What we’ve got here is failure to communicate.” Strother Martin, Cool Hand Luke, 1967

Two weeks ago, Robert approached me for help with one of our engagements.  He is providing field-level project management support for a forty-year-old construction company. It has been a successful engagement which has improved the productivity of the Principal.  Robert has established a solid foundation of trust and has done a good job representing our brand.  The client appreciates our work, but they are unclear about the next project.  We are at an impasse.  

There is a clear opportunity to expand this engagement and.  The client wants our help, but they’re stuck.  They cannot quite pull the trigger to expand the engagement.   Robert has done an excellent job building the relationship, but cannot get them to the next level.  Additionally, he is having difficulty managing other members of the team.  He has become frustrated by communications between the other Partners and the client.  Some of the discussions have bypassed Robert. This is clearly sub-optimal, creating confusion.  It also violates our business model as all such communications should go through Robert, the Partner in Charge.

Robert called a meeting, which included me and the other two Partners.  The objective was to get focused on the opportunity and develop a strategy to expand the engagement.  Yesterday, we met together as a team.

Robert had three primary objectives for the meeting:

  • Discovery: understand the opportunity to expand this engagement
  • Local resources: who else could we bring in to help
  • Understanding short-term wins and how to exploit them

The first agenda item was to understand the client’s culture; their goals and aspirations; and their management style. This company wants to grow.  They have built forty years of goodwill, which is the basis for their marketing strategy.  However, the recession had a major impact on the company. In many respects, they are relaunching the business.   One thing is clear, they need a business development program.  Without help, they will find it difficult to grow.

The client has three major objectives:

  • Grow the business
  • Enhance brand equity; Strengthen their strategic relationships
  • Improve their productivity and operating effectiveness

Robert followed the client overview with a discussion on the communications protocol.  He dispatched that issue, achieving alignment from the others.  I reinforced the point, reminding them about our code of conduct.

Robert and his team came to the meeting prepared with an outline as to how each would approach the situation. I thought it somewhat amusing as all of the documents were typical corporate-style outlines with jargon unfamiliar to most entrepreneurs. I was beginning to understand that we own the communications problem. We are not speaking the client’s language, and we aren’t helping them with their decision.  In other words, we need to make our case in very clear terms. I suggested that the team might better connect with the client if they translated their terminology into plain-speak.

I spent most of the meeting listening to the discussion, trying to understand everyone’s point of view.  Like many smaller companies, planning is not a part of their culture. They are in a reactive mode dealing with the crisis “de jour.”  They are victims of a time management.  There is no doubt that we can help them, once we formulate a communications plan.

Toward the end of the meeting, I had an epiphany.  I told Robert that I should write an article about the company.  Telling the company’s story could serve as the foundation for their re-positioning.   We could use the article to demonstrate our capabilities to our clients and prospects.  I saw a clear opportunity for a win-win.  This would give me an opportunity to become familiar with the client and establish a deeper rapport.  Today, Robert told me that the client likes my idea and wants to move forward.

In conclusion, it might be cliche’ to say that a successful engagement depends on clear and effective communications.  But, we cannot help them if we cannot make our case.  We cannot make our case if we aren’t speaking the client’s language.  We cannot speak their language until we know them well enough to develop empathy.

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

Author of: Fighting Alligators: Job Search Strategy For The New Normal

Current Assignments

1. COO- Northeastern-based Casual Dining Restaurant Company – New

2. Controller – Atlanta-based Consumer Products – Digital Company – Completed

3. Director of Biz Dev, Atlanta-based B2B Professional Services Company:    Completed

4. Payroll-Benefits Manager, Atlanta-based Retail Company:  Complete

5. Senior Accounting Manager – Atlanta-based Manufacturer. Complete

6. Controller – Atlanta-based Restaurant Company: New

7. Outplacement Assignment – Atlanta-based Manufacturer

Posted on

“Time is short! Find me a Specialist!”

“Time is short!  Find me a Specialist!”  Those may not be the exact words, but that is most definitely the message.   My clients have specific needs that must be addressed and do not have time for a generalist to learn how to attack the problem.  They want people who have been there and done it.  Most of my clients are small to mid-cap companies. Many are owned by Private Equity Groups, (PEGs).  The rest are a mix of privately held emerging brands and more established niche players.  Virtually all are working to make their brand relevant in a very dynamic and challenging business environment.  Time is of the essence, so their planning horizon is short.   Certainly, shorter than for larger, Fortune 500-class companies.

 

 

 

 

 

Most recently, my clients have been facing the following situations:

  • Change of ownership
  • PEG buy/sell transaction
  • Pre-IPO
  • Public to Private
  • Chapter 11
  • Debt Covenant Issues
  • Turnarounds
  • Start-up
  • Joint Ventures
  • Installation of Management Accountability Systems
  • New CEO
  • Major Systems Upgrades

Other searches have required experience in franchising, consumer packaged goods, and experience in family-owned businesses.  Industry-specific experience is almost always required.  I have even had searches requiring the candidate to move to remote, less than desirable locations.  This parallels the demand for our consulting practice, but not as much.

Most people know that tenures have decreased significantly.  Three to five years in position is not uncommon for C-level executives.  Three years or less is common for other senior-level executives. Much of this is related to heightened levels of accountability due to intense competition.  This level of senior-level turnover can affect the entire management team.  Some of it, of course, is due to a change of ownership which often means a new management team, or changes for key executives.   As the planning horizon shortens, the enterprise focus is on the best ways to enhance competitiveness.   Companies in the small to mid-cap sector need people who can make an immediate impact.  Generalists requiring a learning curve are eschewed over candidates with more specialized skills and experience.  It has become an ad-hoc world.

The good news is that most of you have lived through the situations listed earlier.  You have been through the break-up of Conglomerates.  You have seen global competitiveness affect your employers.  You have seen employee-led Leveraged Buy-outs.  Without a doubt, you have seen the productivity benefits of technology.   These global changes have resulted in right-sizing; down-sizing; re-engineering; and outsourcing.   You have likely seen several ownership changes, IPO’s, and the public to private transactions, and probably have experience with PEGs.  By now, you have a wealth of experience and skills for specific situations.  Face it, with reference to Peter Drucker, we have been living in turbulent times.

The objective is re-branding oneself as a specialist, but not necessarily one specialty.   If you look back on your career you will find common themes.  You will notice that you have thrived in situations which have been identified in this post.  Those situations can become the themes for your positioning as a Specialist.   The good news is that word-processing programs allow you to have multiple resumes which you can tailor to a given specialty.  It doesn’t mean that you are fabricating a career history.   It means that each version of your resume puts more emphasis on the specialty (read skill-set) you wish to promote.

Time is short for small to mid-cap employers, especially for PEG Portfolio companies.  They need specialists to help resolve immediate issues.  Become the Specialist they seek for success in your job search or in your freelance career.!

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, Managing Partner

ITB Partners

Jim.Weber@itbpartners.com

Author of: Fighting Alligators: Job Search Strategy For The New Normal

Current Assignments

1. COO- Atlanta-based Casual Dining Restaurant Company – New

2. Controller – Atlanta-based Consumer Products – Digital Company – Completed

3. Director of Biz Dev, Atlanta-based B2B Professional Services Company:    Completed

4. Payroll-Benefits Manager, Atlanta-based Retail Company:  Complete

5. Senior Accounting Manager – Atlanta-based Manufacturer. Complete

6. Controller – Atlanta-based Restaurant Company: New

7. Outplacement Assignment – Atlanta-based Manufacturer:  Complete