Scott Brinker's marketing technology blog is a wealth of information and data on all the tools related to marketing and sheds light on the newest C-level job creation, the Chief Marketing Technology Officer. Read the blog and find out more. Maybe your next career move would be in this direction.
New branding on a theory with a proven track record. Daniel Goleman wrote about EQ (Emotional IQ) several years ago making the point that people need not just smarts to get ahead as in IQ but the ability to relate to others as well. In fact the EQ was more important than the IQ all things being equal.
It is now as a theory moving into action and coming to real fruition with social networking and social media inside and outside organizations. Also globalization impels communications by video. The article is filled with good advice, and overview of the current situation.
This continues to build a case for a good digital footprint that includes video, audio, image and content. Your first impression precedes you online and then in reality you will need to live up to it.
Why Likability Matters More at Work
Likability Is More Important—and Harder to Pull Off
March 25, 2014 7:03 p.m. ET, Wall Street Journal
Is "Likability" is becoming a bigger factor for success at work as social networks and videoconferencing grow. The impact goes beyond a high-school popularity contest. The ability to come across as likable is shaping how people are sized up and treated by bosses and co-workers.
Likable people are more apt to be hired, get help at work, get useful information from others and have mistakes forgiven. A study of 133 managers last year by researchers at the University of Massachusetts found that if an auditor is likable and gives a well-organized argument, managers tend to comply with his suggestions, even if they disagree and the auditor lacks supporting evidence.
Likability is more important—and harder to pull off—on video than in person. Sometimes this can result in a style-over-substance effect. People watching a speaker on a videoconference are more influenced by how much they like the speaker than by the quality of the speaker's arguments, according to a 2008 study in Management Science. The opposite is true when a speaker appears in person. The use of personal videoconferencing is expected to grow 47% annually through 2017, according to Wainhouse Research, a Boston market-research firm.
Read full article here
I don't often post promotions of this sort, but I like this company. I have read all three of their $5.99 eBooks on Management, Leadership, and Entrepreneurship. They are a bargain packed with great advice and information. Their website, Caliper Corporation has white papers, case studies and podcasts...all for free. And the event below is free! Caliper is in Princeton, NJ.
Why Women Leaders Are One of Your Greatest Talent Assets.
I’d like to invite you to attend a complimentary networking and learning event we’ll be holding in Newport Beach, CA on November 7th from 8:00 a.m. to 11:00 a.m. at The Island Hotel Newport Beach on Why Women Leaders Are One of Your Greatest Talent Assets.
This event will feature a panel discussion with three influential women leaders who will discuss their leadership journey as well as the challenges and successes they’ve dealt with in their careers.
Also, Caliper expert Carol Chenot, VP of Organizational Development Services will facilitate further discussion by sharing the results of Caliper’s Women Leaders study, which will help you:
· Ensure that gender diversity aligns with your corporate values
· Build that diversity into your selection process
· Understand the unique development issues that women leaders face and how can they be addressed
· Learn how women in 2013 are addressing work-life balance proactively and productively.
To reserve your spot and to view the agenda, click here.
This will be a great opportunity for you to network with other Southern California leaders, hear the latest research, and explore practical tools for ensuring that gender diversity in your organization leads to targeted business results.
Senior Vice President of Sales
CALIPER Helping Companies Hire and Develop Top Performers
Sloan Award Recipient for Excellence in Workplace Effectiveness and Flexibility
506 Carnegie Center, Suite 300 | Princeton, NJ 08540 | Office: (609) 524-1323
Interesting comparison between now and soon to be. Read the full article here
They have been doing the same ridiculous surveys for year and the results never change. Neither does the corporate response to the answers. Employees want to be better paid. It is no secret that the American worker's standard of living and income has continually lost ground over the past 30+ years. The workloads increases while the wealth has not trickled down and it is unlikely to do so as globalism continues to level the employment playing field. Only the very few types of skilled professionals will be sought after and well compensated.
On the other hand, the continuous request for flexibility has shown some improvement over the years as global, distributed teams have increased the necessity to work remotely and at staggered times across borders, as has the increased cost of energy. It seems that having employees work from home saves on energy costs at work.
People have wanted the same things since serfdom ended: to be recognized for work done not micromanaged for time put in, to be rewarded fairly, and to trusted and treated as thoughtful, contributing adults not mindless drones.
CareerBuilder Survey Reveals Most Wanted Office Perks and What Motivates Workers to Stay With Companies
CHICAGO, January 24, 2013 – .....A new CareerBuilder survey explores which job factors are most important to today’s workers. More than 3,900 full-time workers nationwide participated in the survey conducted online by Harris Interactive© from November 1 to November 30, 2012.
Nearly one-third of employers (32 percent) reported that top performers left their organizations in 2012 and 39 percent are concerned that they’ll lose top talent in 2013. While most workers (66 percent) stated that they are generally satisfied with their jobs, one in four (25 percent) said they will change jobs in 2013 or 2014.
How important is title?
While upward mobility is a key factor in job satisfaction and employee retention, having a certain title isn’t important to more than half of workers (55 percent). The vast majority (88 percent) reported that salary matters more. Other factors that outrank job title in what is most important to workers are:
· Flexible schedule – 59 percent
· Being able to make a difference – 48 percent
· Challenging work – 35 percent
· Ability to work from home – 33 percent
· Academic reimbursement – 18 percent
· Having an office – 17 percent
· Company car – 14 percent
If you can’t get into a top-five MBA program, don’t even bother
By Jay Bhatti — January 15, 2013 Jay Bhatti is an investor and advisor to startups in New York City. Previously, he was the co-founder of the people search engine Spock.com. He also worked as a product manager for Microsoft. In 2002, he received his MBA from the Wharton School. Read more.
The extent of his understanding about MBA is limited by his elitist world view. His main complaints are:
So, why get an MBA? For the network. Yes, the network. Example, UCLA is not in Jay's top five but it has over 30,000 alumni out there to help you with introductions, resources, access to opportunities, and career advice. That network doesn't become obsolete over time, better still, it keep on growing. You are buying a built in database of connections better than whatever Linkedin can do for you. Your fellow alumni are all invested in your success as much as their own as you will reflect back well upon them and the alma mater.
How should you pick the MBA school? By the numbers. How many total graduates are there? How many in the geographical area of your preference. Example, most UCLA MBA alumni are in Southern California. How many are in the field or industry of your preference? Some schools are known for finance and accounting vs marketing and management.
Do not pick an online school and degree as there is not enough connection and loyalty to the school to be good for networking. Pick a big enough school so that you have ample selection. Example, my degree from JFK University in Career Development was so small and niched that I practically know everybody in the alumni pool.
Is an MBA worth it? If you want a career in business, yes, as a bachelor's degree is now the equivalent of a high school diploma for entry into the world of work.
A headhunter by definition is an employee or an external vendor who works to search, source, identify, and place the best possible available talent fit into a company's job opening.
Known as HR staffing, contingent recruiters, and employment agencies, they are paid by the companies who engage their services to hunt talent for them. Hence the nickname, headhunter.
Everybody knows this, right? Why is it that headhunters are too often the first avenue used by professional and executive job seekers especially when unemployed? They are the least helpful resource when trying to make a big career transition. They are the most helpful when you are looking for the exact same job, industry, and position level in a different company. Most people are not.
The reason why we have this knee jerk outreach to search firms is habit long ingrained into us. Our first experience with any kind of recruiter is when they appeared on campus to recruit new graduates and interns. They hosted pizza nights, gave away bling and cool toys at career fairs. They got some of us our first jobs.
We make mistaken assumptions about them due mainly to a long, satisfactory history and pattern of relationship with them. Often, it was a headhunter who lured us out of a current position and into a new opportunity. In time, we used their help to fill our open openings. They continued to cultivate relationships with us as we grew in title and responsibilities. It is the the nature of their business.
It only makes sense to let them know that we are looking when it is time for us to move on. But, don't assume that they may actively work in our behalf to help place us by way of reciprocity. Sometimes they will try to help but we cannot expect that they will act to our benefit.
We tend to lose an objective perspective of the demands made upon them by their corporate and organizational clients. They are looking for the absolute best fit for a position in terms of industry background, professional experience and position level. Transferable skills are not a significant factor because they don't consider someone making a career transition the best possible fit for a position.
Yes, the whims of the economy affect all hiring, as a headhunter may have the perfect position when we aren't looking or desiring to make a move. Timing is everything. Do make connections with headhunters, but don't expect what they simply may not be able to deliver...a job.
Business Insider has 23 examples of cool resumes using Instagram, the image-based website that Facebook just bought for $1 billion. They said in their intro:
It seems like a boring black and white resume won't get you very far anymore. Inspired by 7 cool resumes we found on Pinterest, we scoured Instagram for some more. Here are the most creative resumes we found. View all 23 here
Some of the examples are stunning, others quirky, and all are young...very young. This really can work for you if you are under 30 and fighting for visibility in this very tough job market for early professionals. Certainly it can give anyone in the creative arts, digital media, and technology an extra edge and opportunity to showcase their talents.
But will Instagram and Pinterest work for mid-career experienced professionals and senior executives? A qualified yes.
It depends on the sector, the role and position level. In heavy equipment manufacturing at the C-level it would not be advisable. At least not this year. But in consumer packaged goods, fast moving consumer goods, hospitality, sports, recreation, entertainment, consumer electronics, fashion, advertizing, and technology sectors, those sites could well be a differentiating addition to your online branding.
The position is important too. Traditional fields of finance, insurance, risk management, facilities management, for example, don't lend themselves, right now, to this kind of treatment. This kind of personal branding would not be expected nor accepted in more conservative sectors or professions.
With all of the above caveats, in the parade, it is far better to ahead of the elephants and horses than behind. In 2003, when Linkedin launched nobody had ever heard of it let alone wanted to join and connect. Back then it was easy to get thousands of connections (and I did) and now you have to buy them.
My advice is to register your name on Pinterest and Instagram to just hold a place for your profile. Eventually they will become acceptable social sites like linkedin is now and you then can leverage them for online branding.
See all my blogs and website on Pinterest boards . Instagram is next.
In an interesting addendum to the article below, I was speaking with a long-time client last night who told me that all the job postings up in Silicon Valley are not as accurate as one might think in the economic boomlet going on here.
Apparently more hires are being done by headhunters outside the company and internal hires inside. The postings are window dressing to satisfy government requirements and to distract competitors. I can't tell you companies names but he got it verified by insiders at former places where he has worked. I double checked and agree.
Why is all the internal hiring happening? Well it's faster, cheaper and, at least in Silicon Valley, the person has been "test driven". Typically anywhere from 20to 60% new hires are contractors. When an regular hire opening comes up, then the company sources internally from its contractor and consultant pool. That's my best guess on this. The other part of using headhunters for outside, well they control the deal flow so a fire hose of applicants isn't engulfing HR. With so much good talent out there looking, they can cherry pick top candidates with much less hassle than the company's staff can.
Here is an excerpt from Peter Capelli's article. He is using his gut, anecdotal, hunching as well!
HR leaders tend to try to push back against the fetish in their corporations to hire from outside instead of promoting from within. A new study offers some evidence to bolster their case.
My editors always say give away the story early on, so the answer is, "no." But it requires a little more background to make the story interesting.
Probably the most important development in corporate life over the last generation or so has been the decline of lifetime careers and the rise of outside hiring. The situation in many businesses now is that, when there is a vacancy, they automatically think about filling vacancies by looking outside. Internal promotions are something of a rarity.
I don't have any hard evidence for this, but my sense from anecdotes is that the outside hiring trend has been driven by CEOs and other top executives who (a) if they were hired from the outside think that is the way to go for other roles as well or (b) seem to have a "grass is greener" view of external candidates, especially those who come from an admired employer.
read more here
This is your new blog post. Click here and start typing, or drag in elements from the top bar.
Younger, thinner, more interesting looking is the new oatmeal look. After 136 years, the Quaker Oats guy logo has been updated to appeal to a new generation of young adults as well as appeal to age-phobic baby boomers. If you compare the two logos, yes the one on the right is the new one, the new one shows an updated font style too that is a brighter white and not "old timey" looking.
According to the Time Magazine article, Quaker Oats owner PepsiCo introduced the changes in an effort to make the brand “fresh and innovative,” which might take a bit of doing, given that their product is a dessicated cereal grain.
You may not be going on 136 years old, but when it comes to staying viable in the global talent marketplace, well then consider an update of your personal brand.
How do you do that? Well it is less the wording in your content which focuses more on branding/rebranding. Rebranding positions you to move into new fields, business sectors, and industries. A brand refresh is gives your current brand a younger, more vibrant, newer, fresher appearance. That is more about image and look. At the warp speed of business and the Internet, a professional look evolves much more rapidly.
Digital Documents in 2012 look different from those in 1998
Well, theoretically they should look different but some professionals are still using resume formats and layouts since before the faxed resume. Resumes, websites, blogs, or social profiles are built now to look great on a screen as that's where they are read. In fact, if you go to the Way Back Machine (Internet Archive) and check out early Linkedin, Amazon, blogs sites, you will see how different and dated they look now.
The fonts now must take into consideration how well a font renders online and on a screen. Just look at the different in readability between the two Quaker Oats logos. Modern sans-serif fonts look younger and fresher. Serif fonts like Palatino render better onscreen than the traditional Times Roman, making for a crisper, fresher look. The layout and design of all documents are moving to a lighter, more open look. Just look at the new Google Blogger with dynamic, open blog that is image focused versus the blog you are reading now.
The older you are, the younger your photo style
Most executives use their photos provided by their company's PR department on Linkedin and for other business requirements. If you are over 50 and not working in government and financial services, this is not a good idea. More stable, traditional business sectors like seeing their executives in suits and business attire as does consulting services. There is a reason for the slang referring to "the suits".
Using photos taken outdoors, in natural light, preferably in business casual will create an image of health, vitality and youth as well. Business formal creates age aura. If you have substantial career credentials and achievements, then you don't need to look the part as well.
Take the photo one step further and be in dressy sports on a wind swept beach with a Golden Retriever. Lacking ocean, use a park and a poodle, or ski slopes, etc. Just don't look too much like you're into extreme sports. Remember how the category "interests" was put at the bottom of your resume and you got to list things like: biking, skiing, marathon running, etc etc? Well, one well done photos creates the better impression of you without the ubiquitous laundry list.
Update your look, wardrobe, and appearance
There is age discrimination and it is subtle, unconscious, and hard to prove when practiced in hiring and firing. In a media marketing driven, consumption based culture, we are manipulated by the image and look of products which are presented with an emphasis on sex, power, fun,and excitement. Yes, we like functional too, but we get sucked in by looks first. Think how many people wear those ergonomically uncomfortable, auditorially poor, and, basically, cheesy Apple iPod earbuds because they look cool and recognizable in white.
A style makeover may not be annually necessary but every five years it is mandatory. This includes product: skin care, hair care, and body maintenance. There is a reason sites like Dermatologistrx is thriving online, and why both men and women no longer consider facial peels and lifts optional. It is not about looking younger which may be hard to archieve, especially after a certain age, but looking fresher, more vibrant and vital.
The Quaker Oats guy looks thinner, healthier, and a bit younger and you should too!