Accelerate Your Search™ Now

What is your fear?  Telling the truth?  Sharing your truth?  Or, perhaps, of being rejected?

Fear can stop you in your tracks.  Why?

First, it is not easy or comfortable to step into your truth.  Second, telling and sharing your truth and what makes you unique makes you vulnerable.  Third, some will reject you for your truth.

“When you are true to yourself, people will love the truth in you” – Stacey Martino

The above quote is from an amazing woman I am honored to know.  She has built a business that few would dare to.

Additionally, she is sunny, bubbly, warm, open and highly excitable.  Stacey can be loud and describes herself as “overly-loving.”  To be in her presence is like unlocking a door and walking into a room filled with pure joy and fun.

So what does this have to do with you securing your ideal job?  Absolutely everything!

Stacey Martino is a person who knows herself.  She discovered she wanted to be herself all the time and she stopped hiding her strengths and talents because of fear.    A few weeks ago, in her blog, Stacey shared she was afraid of, “getting crushed by people who wipe the floor with OPEN people like me.”

Stacey didn’t ask me, but if she did, I would absolutely tell her to include that she is a sunny, bubbly, warm, open and sometimes loud and highly excitable person in her résumé.  Would this screen her out of some jobs as a marriage counselor?  ABSOLUTELY!

Why?  Simple.  There are workplaces, that no matter her skills, education or experience, her unique style would not be appreciated and in the end it would not serve the organization or her.  The result?  You guessed it — rejection!

If any of these fears are holding you back, consider this:  when your resume is one of 200 (or more!) being considered for a single position, it is not only your skills and career history that are reviewed.  Résumés need to be sifted and sorted and the pool narrowed to the select few who will be granted an interview.  In the end, your “unique truth” plays a huge role in securing an interview, a second interview and an offer.  Each applicant brings a unique and different dimension to a potential position, in addition to their skills and experience.  Remember, hiring is a process and not a perfect science.

Believe it or not, hiring managers are looking to make the best decisions using the facts they have or can obtain.  Every organization and every hiring manager needs to narrow the field and the methods used to do this vary.  Some immerse themselves in the pile of résumés, others search LinkedIn profiles or request recommendations from key contacts — some do it all.

Although there are proven methods to improve your results, getting your resume to land atop the pile can be a frustrating process.  And, while everyone understands how maddening the process can be, few are willing to do what it takes to positively impact their results.

The truth about who you are, what you do and how you do it helps in this process.  So does the truth that you are loud and fun!

Yes, many résumés are filled with lies.  Many lies are easy to spot.  Such as when a résumé states “excellent writer” and then the résumé is filled with bad grammar and misspellings.   Many more résumés simply omit the truth.

Have you neglected to help the hiring manager say “Yes!” to you?

Have you omitted your unique value and your truth in your résumé?

Are you pursuing a search of limiting your rejection rate in lieu of a search to land the job you want?

If you are unsure how to add your unique value to your résumé or you need assistance landing the job you want, contact me.

A basic building block for effectively communicating your personal brand is color.

Color is key in creating visual connections to your personal brand.  It helps you stand out and reinforces your brand attributes.  According to a University of Loyola study, “Color increases brand recognition by up to 80 percent.”

Think about strong corporate brands.  They absolutely leverage color to help the marketplace recognize their brand.  For example, UPS, thought of as the world’s logistics company, uses what colors in their branding?   That’s right – brown and gold.  Brown and gold are everywhere — employee uniforms, delivery trucks and marketing campaigns.  

Color instantly creates a visual and emotional connection to the brand.

What color is best for you?  Select your brand color(s) carefully as they determine overall impact, help spread a clear, authentic message and make you more memorable.  This process of selecting your brand color is not about picking your favorite color.  It is about selecting color(s) that reinforce your brand attributes.

How are you using color as a component of your personal brand?  What personal characteristics and brand attributes are you reinforcing with your use of color?

Does the color you are using set you apart and authentically communicate your value and brand?  Have you developed a solid strategy for using color to support your personal brand identity system? 

Review all the components of your brand identity system and use your color selection consistently.  Color can be used in your résumé, email signature block, business card, personal stationery and all other career marketing materials.  Your brand color should permeate all you do, helping to set you apart and enhance how you are known and recognized. 

Share how you use color to be recognized or stand out.

The holiday season is upon us.  It is a great time of year to connect with your network.

One powerful search tool that is often overlooked is the “gratitude letter.”  This is the perfect time of year to send it to your current network of friends, family and past colleagues.

Most people know between 200 – 250 people.  Many, if not all, of your contacts have helped you in the past and, if they were aware of your current situation, would be willing to help again.  Gratitude Letters create powerful, positive energy and, almost instantly, add 200 people to your search team.

So, what exactly is a “gratitude letter?”  It is an opportunity to reach out, say why you appreciate the person and to share your current activities.  It is NOT a letter begging for a job.  Its purpose is to connect, update and appreciate.

Here is how to get started:

• Make a list of your contacts or print one out from Outlook or your CRM system.
• Next to each name write down one thing you appreciate about that person.
• Then verify you have a current mailing address for each contact.

Now you are ready to draft a simple one page letter.  Include your gratitude, a specific business accomplishment from the last year and what you are doing now.  You might say something like, “I am currently looking for my next opportunity as the Director of Marketing in the metro area specifically with ABC, Inc. or ZXX, Inc.  If you know anyone I should speak with at either organization, please let me know.”

If the contact is someone you would like to meet face-to-face, include a P.S. with a suggestion to meet for coffee or lunch.  For example, “If you want to grab lunch, my treat, either November 30 or December 3 at the Brown Deli, I’d love to catch up and find out what is new with you.”  You can also share in a P.S. that you have a bit of extra time and if there is a business project you could help with to let you know.  Make sure to add your mobile number below the P.S.

Print the letters on your personalized letterhead.  Stuff the envelopes, add a stamp and drop them in the mail.    Remember, the purpose is to show your appreciation and to update your network.

Don’t forget to include family and friends on your list.  The people closest to you may know all about your job search and be your biggest supporters.  As career transitions can be stressful, they are often the people who most need to know you appreciate their support.

Be bold.  If you are coming from a place of honest appreciation your network will be delighted that you took time to contact them in a personal manner.  Few people take time to be appreciative and less take to write a letter.  Connecting regularly with your network is very powerful.

Post a comment and share your favorite tip for sharing appreciation.

Do you fret about rejection as you prepare or send your résumé?

Are your thoughts so focused on rejection that your résumé is ambiguous, general and plain?

Hopefully, your fear is not driving you to send out a boring résumé.  If it is, it is time to revolutionize the way you think about your résumé. (Remember, not every employer or hiring manager is going to like you or your experience — and that is OK!)

At the end of a recent presentation, a woman approached me and shared how frustrated she was having to spend endless hours targeting her resume to the large list of job openings found on the internet.  She shared her disappointment that after 100’s of applications, she had received a handful of rejection emails and not one interview.

Her kind soul, bright smile and brief words led me to believe that she was an organizer of projects, people and things.  She was someone who knew how to keep customers happy and projects moving forward.  I knew this in just a 3 minute conversation.

With tears and a crack in her voice she asked if I would look at her résumé.  I did.   The skills and personality that I experienced in our brief meeting were totally absent from her résumé.

I inquired if my impression of her was correct.  She confirmed it was.  Then, I inquired why she had elected to omit her uniqueness from her résumé.

In a bolded voice she stated, “Rejection is awful.”  She pulled her résumé from my hand, saying, “I am old school and what you are asking about does not belong in my résumé.”

Standing out, sharing who you are and how you deliver value can feel uncomfortable.  Clearly, this was outside of the woman’s comfort zone.

I smiled – I do get it.

Many people like to play it safe.   Innovation can feel risky.

For years, I was afraid to stand out or to share how I am different and unique.  Why? I didn’t know how to communicate my unique value in a way that worked for me.

Therefore, I took the safe, blend in, be the same as others, approach.  It seemed far less risky than standing out and facing the ridicule I feared.

Here is what I discovered — there is far more acceptance of my unique value when I genuinely share who I am.  It doesn’t mean everyone likes me or that I don’t experience rejection, I do.   Not everyone likes me, wants to work with me or hire me.

Are you leaving YOU out of your résumé?  WHY?

Is it fear of rejection?  Fear of ridicule?  Not sure how to communicate your unique value in a manner that is comfortable for you?

Here is a activitiy to help you revolutionize your thinking:

• Write down all the possible rejection and ridicule you might experience in a week, a month, in a year.
• Beside each item, note how many times you experienced the specific rejection or ridicule.
• Describe the rejection or ridicule experience in detail, then note how likely the same experience is to occur again.

The discovery for me?  The odds that the response I feared would actually occur were minimal.

Here are additional questions for you:

What is the real risk of genuinely sharing what makes YOU unique in your résumé?

Will sharing your unique value really increase the number of times your résumé is rejected?

What are the potential benefits of taking the risk and sharing your unique value?

Recently, a client called and asked, “How bold is too bold when seeking a new job?”  My answer was, “It depends, can you share some details?”  There was a laugh and acknowledgement that, of course, the details were important.

Her situation?  After three interviews (where she had developed, prepared and made major presentations to groups of up to 20 people), an invitation was extended for a fourth interview the following Monday.  This interview required her to develop a 4^th original presentation on a topic specific to the work she would be doing for the organization.  And, this time, to deliver the information to a group of 50, including senior staff and investors.  My client, a highly credentialed and published professional in her field, admitted that after the last required presentation and subsequent conversation with the hiring manager, she was feeling a bit unappreciated, used and overwhelmed with self-doubt.

Her questions included : Did I already mess up this opportunity?  Do they not value me and the skills I bring?  Did the potential employer expect her to work for free?   Additionally, she began to wonder:  Maybe I can’t do the job; maybe they don’t see my skills; or maybe they have no plans to hire me after four interviews.

As she recapped the events and the conversations of the week, her emotions bounced from self-doubt to frustration to anger.  She shared she had it! Enough!  She needed to stop the doubt train, but how?  She took action.  She called the hiring manager and said in a  bold tone, “Hire me and I will make the presentation for you on Monday, your investors will love you, and if I don’t work out, you’ll know and you can let me go.”

What followed was the voice in her head screaming, “Oh no!  What did I just do? I was too bold in that statement and now I may never get hired!”

Quickly, she realized the real issue was not being too bold.  The real issue was addressing her doubt and frustration and learning how to managing her emotions in a productive manner.

She was right.  She needed to learn how to manage her self-doubt so she could deliver the same message, in more constructive way, to the hiring manager to obtain the outcome she desired.  In this situation, she was too bold for this particular hiring manager — a job offer did not materialize and the hiring manager stated in an email he was disappointed she declined the final interview.  Her emotions got the best of her at a critical point in the conversation.  She reacted instead of responding.

Do you ever find yourself in this type of situation?  It can be a tough call, especially if you are feeling like enough is enough.  I imagine you have experienced similar situations — I certainly have.  And, for a long time, I always seemed to handle them in a less than ideal way.

What finally helped me?  Working to manage the situation before I arrive at the “enough is enough” place and to be intentional and clear about what I will do when a similar situation arises.  I wish I could tell you that these days I am always good at managing those situations, but I can’t – it is a work in progress.  However, I am much better and rarely do I cross the line to very bold and direct without it being an intentional choice.

Here are the steps that work for me:

1. Get Clear.  Think about what you want and what you’re willing to do to achieve what you want.  Example: For my dream job, I am willing to commute, but not willing to relocate.
2. Write it down.  Write down what you want, why it is important and your intentions.  Example: Do you want a job offer?  Do you want to be liked?  Do you want to be seen as the new director and the next VP of Operations?
3. Think about what to say.  Does your message match your personal brand?  Does your message help you achieve what you truly desire?  Does your message fit your target audience?  Is there better way to say it?  Does your message come across the way you want it to?  Draft your message on paper, if needed, and ask your coach to help you fine tune it.
4. Take Action.  State your message, share your value, be open and continue the dialogue.  Example:  Mr./Ms. Hiring Manager, we have been talking for over 8 weeks.  During that time I have prepared and presented three very solid presentations during 3 separate interviews demonstrating my skills, knowledge and expertise, wouldn’t you agree?  <wait for reply>  What is it you have not seen or learned about my qualifications that you hope a fourth interview/presentation will provide for you?  <wait for a reply>  Normally, for the type of presentation you have requested I am compensated as a consultant or speaker.  Should we discuss my joining your team in this manner or for a trial period as an employee?  <wait for reply>

These four steps serve as my guide and help me focus on the desired end result.  They help me manage my self-doubt (real or imagined) so that I may perform at the top of my game.

I learned and fine-tuned these steps several years ago by asking for my coach for help.  I needed a process to help me refocus and be more effective when low-vibrating emotions and self-doubt arose.  Through this work, I replaced the “enough is enough” attitude and quick, bold replies with steps that helped me achieve my goals.

Are you looking for support to overcome your own self-doubt or blind spots?  Working with a coach can be very helpful in achieving amazing results of your own.

What will 2013 bring for you?   Will you achieve your goals?

Is a new or better job on your list of resolutions?  If your goals include building, accelerating and sustaining your career or finding a new or better position in 2013, here are three steps to help you:

1.    Assess your current situation.

• Where are you today?
• Where do you want to be at the end of 2013?
• What’s next for you and your career?
• What is the right fit for you now and 10 years from now?
• Why is changing your current situation important?
• Do you have career-marketing materials that promote you in a credible and distinctive way or do they need to be created?

2.    Create an action plan.

• How will you get in front of the people who need to know about you?
• What is the quickest path to get from where you are to where you want to be?
• How do you manage future positions so you don’t end up in this situation again?

3.   Set up an execution strategy.

• What are going to do every single day to execute your plan?
• How will you measure and evaluate your results?

Have a wonderful 2013.  If I can help you, let’s connect.

Having worked with thousands of professionals to improve their personal brand and help them develop a clear, unique brand message I can tell you it takes time, energy and desire.  For many, it is a struggle.  I know it was for me.

Once you know what makes you unique and what to say, most people think it communicating it in a clear manner will be easy.  That’s not always the case.

I realized developing my message was something I could not do alone.  I held on to this belief for far too long.  Why?  Because I was stubborn and I thought I didn’t need help.

And, if I’m really honest, I was afraid of what others would think of me if I could not do this for myself.  Then my coach so wisely asked, “Can you give yourself a good haircut?”  I laughed and got help!

The result was a better message.  I realized the process of clarifying my brand message as a collaborative process was more fun, faster and the message was more authentic.  I needed a pro and a coach to help me get real.

After several conversations with professionals and reflecting on my experience helping others, I recognized there are 10 key steps to the process.

You are special and your message needs to be genuinely you.  It needs to be focused and speak directly to your target audience.  Here is an activity to get you started:

1. Identify your value and why it is important to your target audience.
2. Gather feedback from those who know you.
3. List five to seven adjectives that describe you.
4. Review your adjectives and narrow the list to the three that reflect how you talk.
5. Describe your ideal employer in detail.
6. Jot down phrases that include your value, your adjectives and focus on the employer’s needs.
7. Write many variations of your message.  Say them aloud.
8. Ask other people what the messages ‘sound’ like and watch for their reactions.
9. Ask and answer (honestly) how do you feel about your message?  Is the message you? Are you being truthful or blowing smoke?  Are you communicating your value in a way that is important to your audience?
10. Continue to test your message.  Adjust as needed.

Get help if you need it.  Not everyone “can give themselves a good haircut.”  I couldn’t.  It took me far too long to get help and the cost of my stubbornness was significant.

What does your brand marketing message say about you?  Does it communicate your value to your target audience?  Are you still searching for your message?

What makes you different?  What make you unique? 

Answer these questions and you tap into your unique value.

Oftentimes, people applying for a certain job will have similar backgrounds (education, previous experience, training, etc.) — because without these basics you are not qualified for the position.  Merely listing these basics on a resume or in an interview will not help you stand out.

When you are ready to transition to a new position, you must highlight how you are different.

When you are able to clearly communicate your unique value, you gain favorable attention, build trust and attract your target audience.

A clear, consistent marketing message shares what is unique about you and helps strengthen your personal brand.  It allows your audience to really ‘get’ what you do and how you add value. We often take our unique skills for granted, assuming others will automatically understand our gifts as well.  Not so.

Do not take your uniqueness for granted, rather highlight it.  It is important to carefully craft your marketing message to share your unique value.

If you are struggling to identify your differentiating factors, ask your network.  Ask your peers how they would describe you if asked by a potential employer.

Maybe you are a CFO who has a special talent for communicating bad financial news to investors.  If you fail to clearly communicate your unique ability, you may not be called for an interview or selected for the job.  On the flip side, if you share your brand personality in your written and verbal communication, odds are it will set you apart from the competition.

Want to get started?

Make a list of the characteristics that separate you from your peers.  Then, share your uniqueness in all your communications — including introductions and in your resume.  Emphasizing what makes you different is a sure way to stand out in a crowd.

One note of caution:  it is rare the unique qualities or abilities an organization seeks will be included in a job posting.  However, those qualities are how candidates are selected for interviews and positions, so bring ’em to the table.

Who knows your name?

Being known in the marketplace is critical to job search success.  Your name, what you do and your reputation are intimately intertwined.

What are people saying about you?   If the answer is Zilch, Zip, Nil,  don’t you think you should change that?

If no one knows you or can’t say anything about you, your odds of being hired may go down to zero!

Jeffery Gitomer, author and president of Charlotte-based Buy Gitomer, says that when someone asks about you or says your name the response will be one of five things:

1. Something great
2. Something good
3. Nothing
4. Something bad
5. Something really bad

Gitomer believes these responses determine your fate.

I agree — what people say about you impacts your providence.  More often than not it is because people say nothing about you or share too little.

Building your name recognition and a great reputation takes dedication, execution and time.  Are you putting time and effort into being known by those who need to know you?

When someone asks about you, my theory is that most people say nothing for one of two reasons.  One, they don’t know anything about you – Zilch, Zip, Nil – therefore have nothing to say.  Or two, they are unsure what to say and therefore say Zilch, Zip, Nil.

What if you converted either of those groups into people who said something good?  WOW!  You would double the number of brand ambassadors you have in the world.

Why not start today?

Here are three easy steps for getting known:

1. Define your personal brand.
2. Consistently communicate a clear message.
3. Connect with the people who need to know you — on and off-line.

It saddens me when people are stuck.  Sometimes they are so stuck they can’t see a way out.

I have the privilege to interact with and provide career search assistance to, sometimes, hundreds of people a week.  This allows me to help people create amazing results, and, it also allows me to witness some truly sad situations where talented individuals have lost thousands of dollars, their homes, their friends and great career opportunities — just by failing to see their blind spots.

Below is a list of the two most common blind spots I see.  If either of these sound familiar, stop and address them now, before you miss out on key opportunities and the job you’ve been waiting for!

Are either of the following showing up in your life?

1)  You won’t take action on what you know.

If you are saying “I already know that” — STOP.  If you know following up after an interview, a referral or a phone screening is what you need to do — JUST DO IT!  If you know writing a thank you letter after an interview is the right thing to do — DO IT!

There is a difference between knowing and doing. If you know what to do, take the action.  Knowledge is great.  Yet, knowledge without action will not garner results.

Action Tip #1:

Stop saying “I know that” and JUST DO IT.

2)  You’ve made it hard for people to help you.

If you asked for help, it is time to stop taking and listen.

Stop telling people all about your drama and how much you know.  Everyone has drama – their drama is just different than yours.

Instead, if you just want someone to listen to you, ask, “Will you listen to me for a few minutes?”  You’ll be surprised at how many people will say okay and give you their time so you can whine, cry or just share your drama.  You’ll feel better and be ready to move on.

Option 2: You can go to the park and talk, whine or cry to the birds or the squirrels. Both are good listeners and they rarely talk back!

If you ask for help and someone’s time, be kind and respectful enough to listen to what they say.  Believe it or not most people get it, and the odds are they too have been without a job at one time or another.

Next, ask for something specific, don’t beat around the bush.  State what you need and ask if they have an idea as to how to solve the problem.  Listen and take notes.  When someone is generous with their time, ideas or network contacts — listen.  Don’t judge the reply, evaluate it or offer a reason why the suggestion will not work.

Action Tip #2:

Listen and write.

If someone offers an idea you’ve already tried and it didn’t work for you – you might say “I did x, y and z.  How do you recommend I modify x, y and z to get better results?”

Working on these two things will go a long way to Accelerating Your Search!

Interested in more tips to Accelerate Your Search?   Give me call.

Or look to the right and sign up for next Q & A call, join the session and ask your question.