Ultimate Career Toolkit - Ford R. Myers · Once you develop these skills and tools, you will have a...

The Ultimate Career Toolkit™

Take Charge of Your Career, Create the Work You Love,

and Earn What You Deserve!™

By Ford R. Myers, M.Ed.

Copyright © 2020 Ford R. Myers and Career Potential, LLC

1-800-972-6588 [email protected]

www.careerpotential.com www.ultimatecareerguide.com

mailto:[email protected]

http://www.careerpotential.com/

http://www.ultimatecareerguide.com/

About the Author

Ford R. Myers is President of Career Potential, LLC. Since 1992, he has been providing professional services in career consulting, executive coaching, assessment and training. After helping thousands of individuals take charge of their careers, create the work they love and earn what they deserve, Mr. Myers drew from his diverse experience to create Career PotentialSM – a powerful new approach to career consulting.

Mr. Myers has served on the staffs of three prominent career management firms – Right Management Consultants, Manchester, and Lee Hecht Harrison, where he was Vice President, Director of Professional Services. In recognition of outstanding business contributions, both Right Management Consultants and Lee Hecht Harrison honored Mr. Myers with professional service awards – including the prestigious President’s Award.

Mr. Myers is the author of The Ultimate Career GuideSM, the only comprehensive manual for career management and job search. Articles and interviews have been featured in such publications as Inc. Magazine, Fortune, The Wall Street Journal, The Chicago Tribune, The New York Times, CNN-Money, The Philadelphia Inquirer, Crain’s Investment News, The Washington Post, US News & World Report, The Miami Herald, The Baltimore Sun, The Dallas Morning News, and The Seattle Times. In addition, Career PotentialSM

publishes a monthly e-newsletter entitled “Your Career Advocate.”

Mr. Myers has conducted presentations at many organizations, including American Society for Training and Development, Society for Human Resource Management, International Society for Performance Improvement, Financial Executives Networking Group, Forty Plus, Princeton University, Harvard University Alumni Association, and Association for Psychological Type. He has also appeared as an industry expert on many television and radio programs, such as NBC-TV, Comcast’s CN8-TV, Fox-TV, Clear Channel Radio Network, Infinity Radio Network, and Bonneville Radio Network

Mr. Myers’ education includes: a Bachelor's Degree in Communications, and a Master's Degree in Adult and Organization Development. He has studied extensively with The Coaches' Training Institute and National Training Laboratories. Ford is a qualified career consultant for Myers-Briggs Type Indicator, Strong Interest Inventory, Leadership Effectiveness Analysis, Personal Directions and other assessment tools.

Ford R. Myers, President Career Potential, LLC

www.careerpotential.com [email protected] 1-800-972-6588



Table of Contents

Introduction ........................................................................................................................................... 1 Welcome to The Ultimate Career ToolkitSM! ........................................................................................ 1 Doing Your Job vs. Managing Your Career ......................................................................................... 2 This E-Book is For You ........................................................................................................................ 3 How This System is Different .............................................................................................................. 3 Your Portfolio of Career Tools ............................................................................................................. 3 Common Misconceptions About Career Management ......................................................................... 4 The Career PotentialSM Process ............................................................................................................. 4 What This Is ... and What It Isn’t.......................................................................................................... 5 The Power Behind the Process ............................................................................................................. 5 Don’t “Read” This Booklet; “Do” This Booklet! ................................................................................. 6 Chart Comparing This E-Book and Career Consulting ........................................................................ 7 The Two Basic Stages: Preparation and Implementation ..................................................................... 8 Building the Job Seeker’s Tool Kit. ..................................................................................................... 9 Accomplishment Stories ..................................................................................................................... 12 A Checklist To Help Jog Your Memory About Your Accomplishments. .......................................... 13 Accomplishment Story #1 .................................................................................................................. 14 Accomplishment Story #2 .................................................................................................................. 15 Accomplishment Story #3 .................................................................................................................. 16 Accomplishment Stories Grid ............................................................................................................. 17 Accomplishment Stories Grid Example ............................................................................................. 18 Verbal Presentations: Positioning Statements and Exit Statements ................................................... 19 Guidelines For Your Positioning Statement ....................................................................................... 22 Crafting Your Positioning Statement .................................................................................................. 22 Guidelines For Your Exit Statement ................................................................................................... 23 Crafting Your Exit Statement ............................................................................................................. 23 Putting It All Together: Your Positioning Statement ......................................................................... 25 Putting It All Together: Your Exit Statement ..................................................................................... 25 Professional Biography ....................................................................................................................... 26 Professional Biography: Building Blocks: ......................................................................................... 30 Putting It All Together: Your Professional Biography ....................................................................... 31 Target Company List .......................................................................................................................... 32 Contact List ......................................................................................................................................... 34 Professional References and Letters of Recommendation.................................................................. 35 Letter of Recommendation: Guidelines for the Writer ....................................................................... 36 Sample Requests for a Letter of Recommendation ............................................................................ 38 Sample Letter of Recommendation .................................................................................................... 40 Telephone References: Whom To Ask and How To Ask ................................................................... 41 Sample Request for Telephone References ........................................................................................ 42 Networking 101 .................................................................................................................................. 44 The Basic Networking Process – Putting the Pieces Together ........................................................... 44 Networking Agenda ............................................................................................................................ 45 Networking Goals ............................................................................................................................... 46 Networking Tips ................................................................................................................................. 46

The Most Important Relationship You Need to Know ....................................................................... 46 Networking Script ............................................................................................................................... 47 Sample Networking Script 1 ............................................................................................................... 48 Sample Networking Script 2 ............................................................................................................... 49 Meeting Agenda Form ........................................................................................................................ 50 Meeting Agenda Outline ..................................................................................................................... 51 Meeting Agenda Sample ..................................................................................................................... 52 General Network Record .................................................................................................................... 53 Networking Tracking/Organizing System .......................................................................................... 54 Networking Follow-Up: The Mini-Newsletter ................................................................................... 56 Mini-Newsletter Sample ..................................................................................................................... 57 Job Seekers’ Websites and Blogs ....................................................................................................... 60 Career Transition Website Example ................................................................................................... 61 Career Transition Blog Example ........................................................................................................ 62 Resume................................................................................................................................................ 63 Types of Resumes ............................................................................................................................... 64 Developing Your Resume’s Building Blocks ..................................................................................... 65 Chronological Resume ........................................................................................................................ 67 Functional Resume ............................................................................................................................. 69 Chronological/Functional Combination ............................................................................................. 71 When Your Resume Doesn’t Tell the Whole Story – The Resume Addendum. ................................ 73 Conclusion: Where to Go From Here ................................................................................................. 75 Words To Work By............................................................................................................................. 76

Take Charge of Your Career, Create the Work You Love, and Earn What You Deserve!

1 Copyright © 2020, Ford R. Myers and Career Potential, LLC. All Rights Reserved. Reproduction/Distribution is Prohibited.

Introduction Welcome!

Welcome to The Ultimate Career ToolkitSM!

You have taken the first step in investing in your career by purchasing this “career success manual.”

Let me start by telling you how important this step actually is. What you are about to read, study, and work on should be taught in schools. But it’s not.

We go through 12 years of education, possibly 4 more years of college, and sometimes even 2-4 more years of graduate school, and not one day is spent on how to manage your career, find work you truly enjoy, and make sure you’re well compensated for it with money and other rewards. NOT ONE DAY!

Employers should teach this material, too. It’s to every employer’s advantage to make sure that their people are proactively managing their careers, doing work they’re well- suited for, and are equipped to perform at even higher levels. But, of course, they don’t teach these exercises, tools, and strategies either. Not even ONE DAY is spent teaching employees these vital skills!

This career E-Book shows you all the things that are absolutely necessary to know and should have been taught in school or by your employer – but weren’t.

Once you develop these skills and tools, you will have a powerful advantage at every point in your career. This is not just a manual to help you get your next job (although it will certainly do that); it’s also a resource to help you always get the right job and manage your career in a much more effective way for the rest of your professional life.



JOB

CAREER

CAREER

JOB

Doing Your Job vs. Managing Your Career

For decades, people thought that “doing their job” – and doing it well – was sufficient to ensure long-term career success, plenty of financial reward, and job security well into the future. Here is what that picture looked like:

In this model, managing your career was only a tiny piece of the picture – something that only came into play rarely - when it came time to stop working for a time (in the case of parents wishing to stay home with children, for example), or under extremely unusual circumstances (such as when someone wanted to actually change careers!)

Today, working professionals typically change careers 5-7 times before retirement. You read that correctly – they change careers, not jobs, 5-7 times! Many people are still only equipping themselves to deal with the old reality and are unprepared to navigate in the new reality of career management, which looks more like this diagram:



This E-Book is For You

Maybe you’re in career transition (laid-off, downsized, unemployed, between jobs, or changing industries); perhaps you’re under-employed (not enough challenge, growth, or compensation in your current job); or you might be fully employed, but dissatisfied (wondering if there’s something better for you elsewhere, or concerned that you made some wrong career choices).

Whichever situation you find yourself in, there are proven steps you can take to maximize your opportunities, and get the most from your chosen career. I believe that with the proper knowledge and support, you can make your career anything you want it to be. That’s what this Guide is all about.

How This System is Different

A lot of career books include some practical how-to information. This Toolkit – and the other e-books in this series, including the full 5-part career self-study system of The Ultimate Career GuideSM (http://www.ultimatecareerguide.com) is 100% full of practical how-to information!

In fact, this Toolkit contains every strategy, document, and template you’ll need to go into any career campaign fully armed and ready for action.

And it’s loaded with resources, checklists, forms, examples, templates, and tips that will help you land a better job for more money – a position that’s a better fit with your particular skills, interests, personality, and goals. After all, that’s the whole point of a successful job search campaign, right?

That’s the good news. The bad news is that you, and you alone, are responsible for your career success. We can adapt the old Oldsmobile commercial tagline, “This is not your father’s career.” Times have changed! Your boss is not going to manage your career; the company is not going to manage your career; and the Human Resources Department is not going to manage your career. If you don’t do it, no one will!

Your Portfolio of Career Tools

An integral part of this proactive career management process is the development and maintenance of an exceptional portfolio of career tools, which should be maintained at all times. That is exactly what The Ultimate Career ToolkitSM will help you create!



If you thought you only needed career tools when you were out of work, you’ve been misinformed (but you’re not alone)! You should always be prepared for a career transition, whether you’re currently looking for a new opportunity or not. This is all part of managing your career in a responsible and intelligent manner.

Common Misconceptions About Career Management

Let me share with you some other common misconceptions about career management from my 15 years of experience helping people just like you:

1. The most qualified candidate gets the job offer. 2. As long as I have a job, I don’t have to work on my career. 3. My professional education stopped when I graduated from school. 4. Employers always offer the most generous compensation they can afford. 5. If I just do a good job, my position will be secure. 6. My resume is the only document I need to search for a job. 7. Recruiters will find me a job, so I don't have to search for jobs myself. 8. Employers are responsible for managing my career path. 9. Networking is for entrepreneurs and jobseekers – I don’t need to network now. 10. Most good jobs are listed on Internet job sites and in newspapers so they’re

easy to identify.

So, if all these commonly held beliefs are untrue, what are you, the proactive and conscientious career manager, supposed to do? How do you start working on something you might not even have been aware needed work until this moment?

I’ve made every effort in these pages to explode the kinds of “career myths” outlined above, and to provide you with real-world, hard-hitting, practical tips and techniques to successfully change careers, move-up in your organization or get a new job!

The Career PotentialSM Process

You might be asking, “Where did all this material come from, and why should I “buy into it?” After working at three of the nation’s largest career consulting companies for almost 15 years, I saw the need for a new approach – an approach that would combine the methods and resources of large outplacement firms with the personal attention and flexibility of small career counseling practices.

This new concept became my successful career consulting firm, Career PotentialSM. We provide an innovative, efficient consulting process that produces outstanding career results.



This self-study program is based on my experience helping thousands of individuals successfully navigate our unique Career PotentialSM consulting process!

What This Is ... and What It Isn’t

As I said above, this is a hands-on, step-by-step, example-rich guide to creating all the tools necessary (and accompanying strategies and tactics) to help you take charge of your career, create the work you love, and earn what you deserve!

I’d love to be able to sit down with you and talk one-on-one about your specific career experiences, goals, challenges, and opportunities.

But I couldn’t possibly work with each individual person that needs solid, proven career advice. So I systematized everything I know, do, and say with my clients 1-on- 1 into this program material that you’re reading now!

The Power Behind the Process

After I’ve been working with a client for a while and they’ve gotten deeply into the preparation stages of the consulting process, they invariably tell me that developing their portfolio of self-marketing tools is NOT just about creating attractive, well- written documents! In an “Ah ha moment,” they realize that the exercise of producing these tools generates a sort of internal transformation!

I’ve seen it hundreds of times. The client “suddenly” discovers a sense of confidence, control and self-esteem.

But that’s not all. They also realize that they have focus, clarity and direction about their career path – often for the first time in their lives!

The responsibility and power of developing these tools (and experiencing your own “transformation”) is now in your hands.

Of course, you could just flip through the pages of this book and skim it, but that’s unlikely to generate the results you want.

Only action creates results.

So DIG IN to this material.



Absorb all of it fully.

Actually write-out and explore each exercise.

Don’t “Read” This Booklet; “Do” This Booklet!!

First of all, if you’re reading this on your computer screen – STOP!!!

Right now, I want you to PRINT THIS OUT. That’s right – print it out in hardcopy so you can WORK it, FEEL it, WRITE on it and make it truly your own. I even suggest printing it out onto 3-hole punched paper, so that you can put all the pages right into a binder.

Complete each checklist, form, and activity. Dog-ear the pages, write in the margins, get out your highlighter!

The more actively you engage in working through this material, the quicker your toolkit will be developed, and the better your results will be!

Another question you may be pondering is, “What is the difference between working through this program and the others in this series and hiring a real, live career consultant for each phase of the process?”

The chart on the next page provides the best answer I can give you.



Doing this program gives you: Hiring a Career Consultant gives you: (In addition to this book’s benefits)

• Focus: You’ll know exactly what you’re after, have clear and specific objectives, and use proven strategies for career success. [The Ultimate Career RoadmapSM]

• Tools: You’ll be fully equipped for a

professional search campaign. You’ll know exactly when and how to use each of the custom-developed tools in your toolkit. [The Ultimate Career ToolkitSM]

• Evidence: You’ll have a constant “reality

check” on how you’re doing. Tracking your campaign results will tell you instantly where you’re stuck, if you’re working too hard on the wrong things, and what to do to improve your performance. [The Ultimate Career CampaignSM]

• Framework: You’ll have a

comprehensive, detailed process to follow, as opposed to “making it up as you go” or improvising your own campaign. It’s a close as you can get to working with a career consultant – without actually hiring one. [The Ultimate Career GuideSM]

• Accountability: You’ll have someone other than yourself to whom you are accountable. Your consultant will hold you to your commitments and move you steadily forward.

• Perspective: You’ll get a different point of

view on your progress or your challenges. You’ll gain insights that will help you find solutions more quickly and effectively than you could on your own.

• Structure: You’ll have a proven step-by-

step framework for exactly what to do, how to do it, when to do it, and when to make exceptions to “the rules.”

• Support: You’ll have someone to

complain to or celebrate out loud with – someone who is committed to your success. When you hit a roadblock, you’ll have someone to support you and guide you back into action.

• Experience: You’ll have a sounding board

and seasoned advisor on your team when it comes to multi-phase interviews, complex negotiations, and ongoing career success in executive roles.

• Productivity: People who choose to work

closely with a qualified career consultant are far more productive in the search. Ultimately, they secure positions that are a better fit, within a shorter timeframe, earning higher compensation, with greater satisfaction.



The Two Basic Stages: Preparation and Implementation

I said earlier that the Career PotentialSM process involves distinct consulting phases, and this is true! But to make it even easier to “get your hands around,” you can distill all the work down to two fundamental stages:

Preparation and Research: You’ll handle these phases primarily on your own.

They involve introspective exercises, research, thinking, writing, planning, and the creation of your Ultimate Career RoadmapSM and Ultimate Career ToolkitSM. Both parts of this stage are an “inside job.”

Implementation and Activity: You’ll be out in the “real world,” contacting new people, networking, visiting job fairs, talking with recruiters, interviewing, negotiating, and ultimately landing a new position! This stage of the work is the “outside job.” The Ultimate Career CampaignSM and the full Ultimate Career GuideSM contain complete step-by-step guidance at this stage.

To the extent that it’s possible to put everything I know about the entire process on paper, that is what I’ve done in this series of programs! They are designed to help you get clear on your desired career path, create the best possible set of tools, and implement a productive and satisfying search campaign. That’s what we’re about to embark upon – with you as the client and me as your “Virtual Career Consultant.”

This Ultimate Career ToolkitSM will help you with everything you need in Stage 1 to prepare and equip yourself for the transition campaign – including development of your complete “Ultimate Career ToolkitSM.”

Ready? Then let’s get to work!



Building the Job Seeker’s Tool Kit

A carpenter would never show-up at a construction site with only a hammer. An artist would never apply for a design position without showing a complete portfolio. So why is it that most job-seekers use only their resume as the cornerstone of their search?

This section is where you’ll do the bulk of the work on preparing your “Job Seeker’s Tool Kit.”

If you're in the market for a new job, you've probably been thinking a lot about your resume. You've looked at sample resumes, talked with friends who have been through job searches, and struggled with wording. But your anxiety may be based on incorrect assumptions.

Most job seekers use their resume as the cornerstone of their entire search. However, the resume should actually be one of your least used job-seeking tools. Resumes should spend most of their time in briefcases or desk drawers – not spread around like confetti. So, why write a resume in the first place? The main reason is to improve your thinking, so you’ll be better prepared to market yourself effectively!

Writing a resume mentally prepares you for career success. It forces you to take stock of where you’ve been, where you are, where you want to go and how to reach your goals. Once you've gone through this thinking process, the resume itself almost becomes an afterthought.

In fact, only four circumstances call for the use of a resume: (1) answering a "want ad" or Internet job listing, (2) supplying a copy upon request to a prospective employer or recruiter who has an appropriate opening, (3) posting it on career opportunity web sites; and (4) giving it to selected recruiters at job fairs.

If you’re distributing copies of your resume at other times, stop. In most cases, you’ll discover that you’re over-emphasizing the resume because your other job-seeking tools – the ones that put real momentum into your search – are weak or nonexistent.

The following 10 items should be in your job-seeker’s tool kit:



1. Written accomplishments. Write five or six stories about work-related tasks that made you proud. Describe the challenge or problem, your specific actions and the positive results you produced. These stories can be from any time in your career and any job you’ve had. These are usually examples of times when you “went above and beyond” the scope of your job’s responsibilities. Don’t worry. I’ll show you exactly how to create these, and there are LOTS of examples coming up.

2. Verbal presentations. Prepare and practice a “Positioning Statement” (also

known as a “15 second commercial”) about who you are professionally, the industries you’ve served and the particular strengths you can contribute to a new employer. When you write it out, keep it brief and then memorize it so it will always be “on the tip of your tongue.” You will also need an “Exit Statement,” a prepared explanation of why you are no longer with your previous employer, or why you are seeking a new position (even if you’re still working). Details on how to craft your specific “Positioning” and “Exit” statements are coming up later.

3. Professional biography. Write a one-page narrative of your career in the

“third person” – as though someone else wrote it about you. This is no time to be “shy,” so make it sound impressive! This will be the primary tool you’ll use in all your networking. Somewhere in the middle of the document, create a “bullet list” of the tangible results you have achieved (which are drawn directly from your “accomplishment stories.”) Step by step details and plenty of examples follow later.

4. Target company list. Make a “wish list” of adjectives that would describe

your ideal employer, such as size, location, industry, culture, values, environment, people, etc. Then research specific organizations that meet those criteria. Create separate folders for each of these companies and gather as much information as you can. Prepare a list of these organizations, categorized by industry. You will eventually network your way in to meet with the hiring managers (not Human Resources) at these companies! Complete details on how to assemble this list can be found later in this document.

5. Contact list. Compile a list of all the people you know personally and

professionally. Yes, all of them. Include their names, phone numbers and e-mail addresses. Don’t edit the list or make any assumptions about who can or can’t help you. Remember that approximately 80% of new opportunities are secured through networking – and a very high percentage of those positions were discovered through people who were least expected to be of help! Your list should number in the hundreds.



6. Professional references. List colleagues who would “sing your praises” if asked about you. Contact each of them, and get approval to use their names on your list of references. Be sure to provide these individuals with guidance about what to say when prospective employers call. Also, ask these references to contact you immediately when prospective employers call them.

7. Letters of recommendation. Request letters from four or five respected

business associates, printed on their company letterhead (if they can’t or won’t use corporate letterhead, personal letterhead will suffice). These individuals could be superiors, subordinates, peers, suppliers, clients, etc. Try to “mix it up” with individuals from various companies and in several different roles. I’ll show you exactly how to request these letters and also what sorts of things they should contain.

8. Networking Agenda. People often find it difficult to get started with their

networking because they feel nervous or afraid of making a mistake. The best way to avoid this problem is to learn the specific steps (the “agenda”) of a networking discussion – how it flows, what to expect, how to react to the other person’s comments, etc. In addition, it is smart to write-out a full script so you will know exactly what to say and how to say it. By preparing this networking script in advance, you will feel much more confident and productive in networking. We’ll walk through this together and you will become comfortable to the point that your presentation will sound natural, compelling, and REAL – and not “robotic” or “canned.”

9. Tracking system. Keep a detailed record in hard copy of your job-search

activities, including phone calls, meeting notes, correspondence, and follow-up steps. This is vital for planning and assessing your performance week-to-week. Use pre- printed forms, folders and other means of staying organized. I have included some suggested templates which you can adapt for your own use.

10. Resume. It’s the last on the list, but still indispensable. And, it has to be

great. Be sure the final resume is carefully edited and succinct (no more than two pages), with a layout that is easy for the eye to follow. I’ll show you the format you need and provide many resume examples.

By integrating these ten elements into your job search – and not relying solely on your resume – you’ll add power, professionalism and flexibility to your efforts. It may take some time to produce these documents and to learn how to use them effectively – but it will be worth it. Building a satisfying career is easier when you have the right tools!

So, now is your time to create a winning portfolio of tools that you can use to market yourself successfully in both networking and interviewing. Here we go …..



Accomplishment Stories

Accomplishment Definitions:

Each accomplishment you use should satisfy at least 2-3 of the following criteria: • A work-related task or event about which you feel proud • A situation where you went “above and beyond” the job’s responsibilities • An example of taking personal initiative • A time when you may have received special recognition or praise

Select 5 or 6 work-related examples from any time in your career, and answer the following questions to complete the “stories.” Each of your answers should constitute its own paragraph on the page (so each full story will be written in 5 separate paragraphs). The stories should be written on separate pages (one story per sheet), following the 5-step structure shown below. Give a short title to each story, and type it at the top of each respective page.

1. What was the problem, need or challenge?

2. What did you do about it? (Not the team or department – YOU).

3. How did you do it, specifically?

4. What positive, tangible results did you produce? (Quantify if possible)

5. What skills did you demonstrate?* (List 3-4 skill words for each story).

* Skill words include the following. Use only the words below; selecting 3 to 4 maximum per story, to answer question #5.

Management, Observation, Communication, Leadership, Presentation, Persuasion, Analysis, Innovation, Team-Building, Problem-Solving, Follow-Through, Organization.



A Checklist To Help Jog Your Memory About Your Accomplishments

Have you:

- Achieved more with the same/fewer resources? (How? Results?)

- Received awards, special recognition, or letters of commendation? (What? Why?)

- Increased efficiency or productivity? (How? Results?)

- Solved difficult problems? (How? Results?)

- Accomplished something for the first time at your company? (What? Result?)

- Developed, created, designed or invented something? (What? Why important?)

- Prepared original papers, reports or articles? (What? Why important?)

- Managed work groups, departments or projects? (Who? How many? Results?)

- Saved the company money? (How? How much?)

- Supervised, led, managed or trained employees? (Where? How many? Results?)

- Increased sales or profits? (How? By how much?)

- Been promoted or given more responsibility? (Why? When? Why important?)

- Increased production? (How? Results?)

- Identified problems others did not see? (What? Results?)

- Developed or implemented new systems or procedures? (What? Benefit?)

- Reduced downtime? (How? How much? Result?)

- Established safety record? (What? Result?)

- Managed budget? (How much? Result?)

- Met company expectations under unusual/difficult circumstances? (What? How?)

- Organized projects or people? (What? How? Why important?)

NOTE: Use strong action verbs at the beginning of every sentence! Avoid passive- sounding phrases, such as “responsible for.”



Accomplishment Story #1

Title: New Engineering Building

1. What was the problem or need?

Our best client, Michigan State University, needed to have a School of Engineering building designed and built in 16 months. No project in the history of the University ever made the original completion date and 16 months is a nearly impossible requirement.

2. What did you do about it?

I became a day-to-day manager of the project although I had an executive level position and was responsible for six other projects. Since we were a subsidiary of the architectural firm, I was able to design/build the project and procure the subcontracts using a fast-track scenario.


The design of the building was done in two phases instead of three and all value engineering required to reach the targeted budget was done simultaneously. I divided the contracts into 5 prime contracts instead of one general contractor, which allowed us to buy the project and begin construction in phases. It was a public bid project so we had to secure at least three bids, and open them in a public forum. I did not have the luxury of negotiating a contract, so the drawings and specifications had to be near perfect. I also requested the most experienced and client friendly field manager we had on staff to work the day-to-day issues.


Not only did we reach the goal of a 16-month duration two weeks early, but we also saved the client $250k from the original budget. I organized and retained a coherent, workable, team of contractors and design professionals who produced the desired outcome. I managed the budget very closely, limiting extra costs and maintaining the profit of the team members.

5. What skills did you demonstrate? (include 3 or 4 maximum)

Team building, innovation, management, problem solving.




Title: Developing an Industry Forecast to Support a $150 Million Capital Investment


In 1990-1991, Praxis America, the U.S. operation of a global composites business, proposed $150M capital investment to increase manufacturing capacity, improve productivity and reduce manufacturing costs substantially.


I developed the macroeconomic forecast assumptions that would serve as the base driver for the industry forecast, and then created a model to forecast the demand for composites (reinforced fiberglass) in North America, for a 7-year period (1991-1998).


I started with the economic assumptions, and presented my forecast to the division's key executive management team to get their feedback. 1 had to justify my assumptions that the economy would rebound strongly within 2 years (1991 was a recession year) and that this in turn would lay the ground for a strong composites industry growth. Establishing credibility with this forecast was critical, especially because the North American composites industry had seen volume drop for three consecutive years. My forecast called for a turnaround by mid-1993, with very strong growth from 1994 onward. Indeed, my forecast was notable in that I predicted shipments would top 1 billion pounds by 1997, a substantial gain of more than 60% from 1991's base level). This forecast went was included in the two hundred-page appropriation request that the division President submitted to the Board of Directors.


In February, 1991, the Board of Directors approved this major appropriation request. My forecast turned out to be very accurate, both in terms of calling for an end to the recession, as well as my forecast of a double-digit recovery for the composites industry. Our new capacity came on line just as the market was turning up in late 1992. Not only did we have the means now to be a major supplier, but the cost efficiencies realized were so significant, in 1993 the division turned a $10 million profit for the first time in its 15 year history. My projection that the market would hit 1 billion pounds - a forecast 1 had been asked to lower- proved to be right. The market rebounded so strongly that the 1 billion pound mark was achieved in 1996.


Problem-solving, organization, analysis, persuasion.




Title: Managing Market Communications and PR and Saving $250K


In the mid-1990s, Boyd Contract Services needed a strong, updated marketing communications and public relations program. Many collateral pieces were terribly out of date, and there was no real organized PR effort. The quarterly customer newsletter was consistently late and had no consistent editorial slant or storyboard. The division truly needed an agency that would be attentive to its needs and would partner with it, at a reasonable cost.


I was asked to manage the marketing communications/PR function, in addition to my other responsibilities (forecasting, strategic planning, market research). I agreed to do this with the understanding that I would have the authority to make decisions and recommendations.


I contacted several local Boston-area agencies, especially looking at those who had experience with industrial companies such as ours. I also contacted the company's in-house "Creative Services" department and asked them to put together a proposal. I canvassed our regional sales managers and marketing managers to understand what their marketing communications needs and priorities were. I found that in several instances, frustration with the poor service from the NY agency had led some regional offices and managers to use regional agencies or local artists and freelancers — another example of how the division as a whole was not spending its PR money efficiently. Finally, following my interviews with the agencies, I presented to the VP of Sales & Marketing my recommendation: go with the in-house company agency.


The quality of the newsletter improved tremendously, and we also began to get regular press coverage, due to the communications plan Creative Services put together for us. However, the most spectacular "outcome" of moving these communications activities "in-house" was the saving of a quarter of a million dollars ($250K) in the first year alone!


Leadership, innovation, persuasion, follow-through.



Accomplishment Stories Grid

When you’re in the heat of an interview, these accomplishment stories can be hard to articulate clearly and concisely. In order to have all the facts “at your fingertips,” one of my clients came up with a brilliant tool called the Accomplishment Stories Grid.

In addition to writing all your stories out in full, one accomplishment story per page, you can then create a “portable quick-reference” version that compresses all the highlights onto 1 page that is easily referenced during the interview.

You can hold this piece of paper in your lap, or have it on top of your portfolio or legal pad as you speak with someone.

The benefit of this format is that everything you need to connect your past accomplishments to your current interviewer’s needs, problems, challenges, and requirements is right in front of you.

It’s almost as good as using cue cards, and it makes for a great “security blanket” during interviews to make sure you won’t forget your best selling points in “the heat of the moment.”

An example of an Accomplishment Stories Grid appears on the next page.



Accomplishment Stories Grid Example

Story Problem Action Results Skills Business restructuring Overcapacity, mfg. Led team to develop competitive Saved $6million per year, Leadership, vision, project saving more than Costs too high, supply plant analysis, assessed plants, no significant customer innovation, analysis, $6 million per year chain not optimized executed closure program disruption, successfully presentation,

placed associates communication

Reduced raw material Needed to leverage Implemented an arbitrage Raw material savings Leadership, vision, costs by $500,000 per purchasing power & system allowing purchasing average $200k to $500k innovation, analysis year reduce raw material managers to find lowest per unit per year presentation,

costs costs of materials in global communication system & negotiate better deals

in all regions

Reduced supply chain Raw material Implemented a new approach to Maintained all needed Leadership, vision, costs by more than 10% shortages threatened vendor management using levels of production and innovation, analysis,

product supply and optimization methods to ensure reduced costs through presentation, higher costs lowest cost purchases at all improved logistics and communications manufacturing locations purchasing strategies

Convinced Executive Business opportunity Generated a multiyear strategy Won approval of the XYZ Leadership, vision, Management to invest in to supply airbag proposal including marketing Executive to invest in the innovation, persuasion, new business unit components needed analysis, financial evaluations, new business unit which analysis, presentation,

to be evaluated and manufacturing strategies, ultimately doubled in sales communication promoted to executive technology assessments and and profits over the next 3 management to gain projections. Presented strategy years

investment support to the XYZ Executive Team

Achieved rapid and Key regional Established a recovery plan Immediately stopped the Leadership, problem successful turnaround of distribution company which included solving the failures, improved the solving, innovation, troubled distribution suffered from financial financial issues, organizing a financial reporting and persuasion, analysis, operations problems and new financial and operational analysis, solved the communication

operational failures team and implementing systems operational failures and to support the business improved efficiencies

without cost increases.

Design & Global business unit Developed and implemented a All US and Europe Leadership, motivation, Implementation of and operations new organization structure operations using common problem solving, team Global ERP Systems strategy required a based on process work flow organization, processes building

process based designs and enabled this and systems with organization enabled organization with a common remaining regions to go on with a single instance ERP and related systems on a line in 2006. Project was ERP capability and global basis delivered with expected supply chain financial benefits achieved approach and with the needed

strategic capabilities



Verbal Presentations: Positioning Statements and Exit Statements

The next pair of tools in the Job Seeker’s Toolkit is very important: your “Positioning Statement” and “Exit Statement.” Preparing these in advance, and memorizing them, will keep you from “getting into trouble” at the interview! Once you have written and incorporated these statements, your confidence will improve dramatically – and so will your results!

Here is what you’ll need:

1. Prepare and practice a “Positioning Statement” (also known as a “15 second commercial” or “elevator speech”) about who you are professionally, the industries you’ve served and the particular strengths you can contribute to a new employer.

2. You will also need a prepared statement that explains why and how you “exited” your previous employer, or why you are seeking a new position (even if you are still working). This verbal presentation is called your “Exit Statement.”

Tips:

On the following pages, you’ll find examples of Positioning and Exit statements developed by clients. They are paired so you can see how each person developed and connected their two verbal statements.

When you write-out these verbal tools, keep them brief and then memorize them so they will always be “on the tip of your tongue.”

Both of these statements can and should be used in any and all situations – with friends, colleagues, networking partners, even on job interviews much later in the search process.



Positioning Statement 1 (for an individual who is still working but wants to change jobs)

I am an accomplished Project Management Professional, with 10 years experience in the executive search, human resources and social service fields. My strengths include organization, problem solving, management and communication. I am known for my ability to improve efficiency, enhance productivity and develop profitable business processes. I am exploring new opportunities where I can make a positive impact on the bottom line and empower people to achieve operational excellence.

Exit Statement 1

Digital Ventures has been a wonderful place to work and build my skills, and I have made a positive impact on the company. However, at this point, I believe that the time is right to explore new opportunities. I am looking forward to using my proven organization, problem solving and management skills to make a significant contribution to another organization.

_____________________________________

Positioning Statement 2 (for an individual who was laid off)

I am accomplished Sales and Marketing Professional with more than 20 years of increasing responsibility in the document and information-handling marketplace. My strengths include leadership, problem-solving, analysis, and persuasion. In my sales career, I have exceeded goal fifteen out of twenty eligible years. I have worked effectively with third party partners and brokers, and have conducted direct sales to many Fortune 500 companies.

Exit Statement 2

Due to declining market conditions, Konix has undergone a major reorganization. This has resulted in the elimination of over 100 positions from the national sales force, including mine. I am now exploring leadership opportunities that will fully take advantage of my twenty years of outstanding technology sales experience.



Positioning Statement 3 (for an individual moving from self-employment to corporate work)

I am a Senior Consulting Management Executive with more than 20 years of increasing responsibility working with some of the largest management consulting firms and software companies in business. I have a consistent track-record of developing professional relationships with key executives that lead to sustained, profitable partnerships. My proven strengths include problem-solving, analysis and communication. I am seeking a leadership opportunity with a larger company, where I can join a group of talented professionals and make a significant contribution to corporate revenue and service delivery.

Exit Statement 3

I have been working recently as an independent consultant and sole proprietor. While this work has been gratifying in many ways, an important value I hold is that the best performance and business results are achieved in teams. Therefore, I am seeking a leadership opportunity with a larger company, where I can join a group of talented professionals and make a significant contribution to corporate revenue and service delivery.



Guidelines For Your Positioning Statement

Your positioning statement must:

• State succinctly what your professional identity is (i.e. “Senior Quality Assurance Manager”)

• Convey approximately how many years of experience you have • State industries or functions in which you have expertise • List specific strengths (i.e., “problem-solving, teambuilding, leadership, etc.”) • State what you’re looking for in a new position

Crafting Your Positioning Statement

Use the template below to jump-start your writing, and then feel free to rewrite and fine tune until you have something that works well.

I am a (provide professional “tag” or identifier, and also indicate your level)

with years experience in (indicate industries and/or functions)

I have specific expertise in (indicate roles or functions, detailed skills, etc. if

applicable)

My strengths include (see list of strengths in the “Accomplishments Stories” exercise)

I am seeking an opportunity (describe the type of position you are seeking – not the title – as precisely as you can; along with what/how you can contribute)



Guidelines For Your Exit Statement

Your exit statement must:

• Be positive in tone • Take the focus off you, and put your departure into a larger context (i.e. “they

had a layoff of 500 people,” “company was acquired,” etc.) • Demonstrate that you are “over it” emotionally and carry no emotional baggage

about what happened • Show that you have a clear idea of where you’re headed professionally

Crafting Your Exit Statement

Use the template below to jump-start your writing, and then feel free to rewrite and fine tune until you have something that works well.

Provide a time-frame (in 2004; for the past 5 years; 2 months ago …)

(Company Name) experienced (layoff, consolidation, change of management, new

strategy, different priorities)

As a result, positions were affected, including mine.



I’m now exploring opportunities (that will take advantage of my / that will leverage

my / where I will be able to contribute … )



Putting It All Together: Your Positioning Statement

Putting It All Together: Your Exit Statement



Professional Biography

A lot of job seekers make the mistake of giving everyone they meet a copy of their resume. That is not the proper use of your resume! In fact, your resume should be one of the least frequently used tool in your toolkit.

Your Professional Biography (Bio) should act as your “calling card.” Since more than 80% of your job search efforts will be in networking, the Bio will be your most frequently used tool!

The Bio is simply a one-page narrative of your career, written in the “third person” – as though someone else wrote it about you – in paragraph form. This is your “story” – and it’s certainly no time to be shy, so make it sound impressive!

Read over the many examples on the following pages to get the feel of what a good Bio looks like. Later, we’ll put yours together, section by section, and you’ll have a chance to polish it up, into its final format.



JOAN MANUTO 555 St. Davids Drive Cell phone: 610-655-5555 Moylan, PA 19322 [email protected]

PROFESSIONAL BIOGRAPHY

Joan Manuto is a Senior Operating Executive with over twenty years of experience in improving corporate performance and value. Her positions have been with Fortune 100 companies in the financial services and telecommunications fields. Ms. Manuto has a successful track record of improving profits by increasing sales, developing products and markets, and managing significant cost containment over the last five years at GBR Capital Corp. She has had both P&L accountability and operating accountability in the insurance industry and the consulting field. Ms. Manuto is accomplished in quality tools and methodology, having used business process redesign and process management successfully at both Krascorp and GBR to drive significant top-line and bottom-line improvements.

Ms. Manuto has had a varied career that includes sales, operations, investor relations and consulting. She has built operations and organizations in remittance processing, quality consulting and insurance. Ms. Manuto is a results- oriented professional who has consistently demonstrated expertise in visualizing strategic direction and moving organizations through the change management necessary to achieve desired objectives. She has successfully created two quality operations and managed several acquisition integrations.

Representative accomplishments include: Increased sales and aggressively managed costs in multiple businesses through use of quality methodology. At

GBR, outsourced administrative function resulting in $3 million annual savings. At GBR Americas, identified and executed sales projects, resulting in $2.5 million in net income, and reengineered the sourcing and billing processes for an additional $1 million.

Served as integration leader at GBR for two acquisitions, resulting in reduced staff and associated expenses by 50% while growing sales 10%.

Developed and executed GBR Six Sigma Quality programs and initiatives, credited with contributing $5+ million in net income, while controlling budgets to 20% below target.

Improved customer satisfaction rating by 8% and reduced employee turnover by 12% through restructuring, and reengineered business processes for five Krascorp Call Centers with 5,000+ employees.

Ms. Manuto holds an International Executive MBA from Purdue University and Budapest University, and an undergraduate degree from University of Florida with a concentration in Finance. She has participated in significant quality training from both Krascorp and GBR, and is a test certified Six Sigma Master Black Belt.

Ms. Manuto is actively involved in her church’s youth groups and parents’ associations at her children’s middle and elementary schools. She has traveled extensively for both business and pleasure.





Karen Akers

128 E. Frenchtown Ave. Home: (555) 744‐9999 Los Angeles, CA 90210 [email protected]


Karen Akers is a versatile Operations Management Professional with 10 years of increasing responsibility in executive search, human resources and project management. A results‐oriented, strategic thinker, Karen is known for the ability to improve efficiency, enhance productivity and develop profitable business processes. She is a proven leader, with a demonstrated ability to manage people as well as processes. Karen’s intuitive ability to analyze and assess challenges, research solutions and implement new systems has helped her achieve optimal results. Her specific areas of expertise include organization, problem solving, management and communication. Most recently, Karen has been lending project management expertise to Virtual Farm, a boutique executive search and consulting firm specializing in the Biotechnology and Pharmaceutical fields.

Karen was recruited to build the infrastructure for Virtual Farm’s expansion into the Life Sciences markets. In this role, she has designed time‐efficient workflows and compelling marketing strategies. Karen has been instrumental in building client relationships, resulting in a profitable stream of revenue. Prior to Virtual Farm, she brought new levels of operational excellence to Solmnssen Outreach Services, both as a Human Resources Manager and a Program Supervisor.

Karen began her career in Social Services, where she established a track record for providing exemplary services while improving operational efficiency. She has often been selected by management for leadership assignments requiring skills in organization, problem solving and innovation. Some areas of significant accomplishment include:

• Generated a 100% increase in revenue from a Fortune 500 pharmaceutical company • Improved productivity at least 33% by implementing more efficient workflow processes • Produced $50,000 additional revenue through web‐based marketing initiatives • Improved efficiency more than 25% by overhauling a database and tracking system • Cut IT support services costs at least 90% by bringing the function in‐house • Achieved lowest staff turnover in history of program • Delivered $50,000 in additional revenue by creating a new billable service for a social services agency

Throughout her career, Karen has always been known for getting the job done and making things happen to the betterment of the companies she has served. As a strong team player and contributor, she has gained a reputation for dependability and technical savvy, and for bringing extraordinary value to her positions.

Karen earned a B.S. degree in Psychology and Philosophy of Science from the University of Iowa. She also holds an M.S. degree in Counseling and Human Relations from Carnegie Mellon University. Karen is a member of the National Association of Executive Recruiters, Recruiters’ Network, HR Net, Electronic Recruiting Exchange, and Fast Company Company of Friends. An avid fitness enthusiast, Karen has competed in numerous road races, benefiting various charities. She is a Certified Aerobics Instructor, and enjoys a healthy lifestyle. Karen lives with her husband in Los Angeles.




Charles J. Newman 800 Washington Road, Apt. 2F (267) 752-1111 home Mohnacs, PA 18007 [email protected]


Charles J. Newman is a Healthcare Professional with more than 15 years of hospital operations experience; nine of those years in management positions. Most recently, he has been serving as the Director Ancillary Support Services for Holy Ankle Healthcare System, with responsibility for general services administration. Additionally, Charles serves on a team of senior executives, physicians, and board members working on a $10 million improvement plan. He is directly responsible for operational and financial improvements within the supply chain. Charles also serves as a Program Manager, providing management support for the improvement plan to achieve ambitious performance targets.

Previously, Charles held administrative positions for Holy Ankle and St. Mary’s Medical Center. In addition to his core administrative responsibilities at St. Mary’s, he provided management consulting services to organizations in Indiana and New Jersey. Charles began his healthcare career in risk management at Buxmont Hospital, where he established a record of increased responsibility and significant accomplishments. Throughout his career, Charles has been selected by senior management for leadership assignments requiring organization, problem-solving and administration. Representative accomplishments include:

• Saved more than $2.5 million in supply expenses by creating a value analysis program, renegotiating major service

contracts, and establishing a primary vendor agreement.

• Organized and directed a task-force that realigned supply distribution and surgical case picking systems, projected to save $700,000 in inventory costs.

• Managed construction of a new $12.5 Million Primary Care Center. Project completed one-month ahead of schedule

and $500,000 under established budget. Worked closely with hospital legal counsel and government officials, successfully moving construction plans through government agencies. Coordinated total move of five departments and more than 100 employees. Assisted with grant writing and administration, securing $3.5 million for project.

• Spearheaded effort that successfully prepared medical center for a JCAHO survey in Environment of Care

standards. Medical center scored a 97 and earned Commendation status, the highest award attainable.

• Organized and directed more than $7 million in hospital renovation and new construction projects. Coordinated and authored correspondence to State health agencies and organized agency inspections.

Charles attended the University of Iowa’s School of Government, where he earned a Master’s Degree in Governmental Administration. He also holds a Bachelor of Science Degree in Engineering from Temple University. In addition, Charles holds membership status in the American College of Healthcare Executives.

He has served various community organizations, such as the Lower Drinkwater County Chamber of Commerce and the Bungie Youth Development Center, and he is active with RFB&D (Reading for the Blind and Dyslexic).

Charles was selected by community leaders to participate in Lower Drinkwater Chamber of Commerce’s Leadership Development program. He led this group project that focused on retraining displaced workers. The group published and distributed guides to local organizations that assisted displaced workers in finding suitable retraining programs.

An avid athlete, Charles enjoys biking, running, and outdoor sporting activities. He has completed several 150-mile charity bike-a-thons, hiked a 170-mile section of the Appalachian Trail, and rafted the Gauly River, a Class V whitewater river.





Professional Biography: Building Blocks:

is a with extensive experience in .

Most recently, . His/Her specific areas of expertise are: . In addition, .

Career highlights include:

Some areas of significant accomplishment include:

Throughout his/her career, has always been known for

.

He/She has...

With major interests in , , , (Your Name) enjoys all aspects of his/her lifestyle. graduated from with (academic highlights).



Your Professional Biography: Putting It All Together



Target Company List

Now that you’ve detailed the kinds of companies you’re after, it’s time to identify them! Refer back to your “Employer Wish List.” Then, select broad industry categories where your skills, experiences, and interests would be a good fit. Examples would be “Healthcare” or “Professional Services” or “Consumer Products.”

Next, begin to research specific organizations that meet your criteria in each of those industries. You’ll gather as much information on them as you can and network your way in to meet with the hiring managers (not Human Resources) at these companies.

Finally, you’ll interview the representatives of these companies, and determine which organization you would like to hire as your new employer! (Don’t you just love the way that sounds?!)

Here are some sources to begin your research:

Friends, family, colleagues, neighbors that might know the ‘inside scoop’ at

some of your prospective target companies. Networking to find current or past employees and hearing what the organization

is like firsthand. Fortune magazine’s list of 100 Great Places to Work in America, or the website

of the Great Place to Work Institute that does the actual research: http://www.greatplacetowork.com

Business articles in your local daily newspaper’s business section or in your local edition of American City Business Journals (http://www.bizjournals.com)

Social networking sites that connect professionals, such as www.linkedin.com Your local Chamber of Commerce and trade associations or industry

organizations that your target organization may be a member of. Prospective companies’ websites and downloadable annual reports Your local library’s business department or business librarian Use Google (http://www.google.com) to do a search on the company or its top

executives and see what kinds of articles and stories come-up Expensive databases that you can access for free at your local public library,

including Hoover’s and Dun & Bradstreet’s Million Dollar Database Other web resources, such as http://www.vault.com and

http://www.onesource.com

By the time you are finished, you should be able to generate a very specific list of 35 to 50 target organizations, like the sample lists you see on the following pages.

http://www.greatplacetowork.com/

http://www.linkedin.com/

http://www.vault.com/

http://www.onesource.com/

http://www.onesource.com/



DAVID C. NAZAREWYCZ 250 Jamesway Circle Home: 717.227.3333 Carlisle, PA 19050 Office: 717.555.8888 [email protected] Mobile: 717.666.9999

TARGET COMPANIES

Finance/Insurance SEI Investments ACE/INA Advanta De Lage Landen MBNA Lincoln/Delaware

Investments ING Direct CIGNA Citizens Bank Commerce Bank Commonwealth Bank PNC Bank Vanguard Group Penn Mutual Life Insurance Mellon PSFS Merrill Lynch Morgan Stanley

Consulting/Professional Services Ernst and Young Accenture Bright House New and Improved Deloitte PwC Consulting EDS Towers Perrin Hewitt Mercer Watson Wyatt Great Place to Work Institute

Comm./Advertising Comcast Red Tettemer i-frontier Netplus Marketing Dorland Health Comm. SFGT Holton Teitelman and Gury Pegasus Communications TV Guide WHYY

Higher Education University of Pennsylvania Wharton Executive

Education Drexel University Villanova University Haverford College Bryn Mawr College

Technology Primavera Systems PeopleSoft SAP Refinery Inc. AGI SCT Corporation

Hospitality Marriott Four Seasons Hotels ARAMARK PA Convention/Visitors

Bureau

Pharma/Healthcare Merck AstraZeneca Johnson & Johnson Aventis Independence Blue Cross Jefferson Health System Glaxo SmithKline ViroPharma, Inc Centocor Cephalon Amerisource Bergen Neose Technologies Orthovita

Other Sunoco Ikon Siemens Verizon (+ Wireless) Subaru Rohm & Haas WL Gore Du Pont Brandywine Realty Trust




Contact List

The next tool in your Job Seeker’s Toolkit is the Contact List.

Compile a list of all (yes, ALL) the people you know personally and professionally. Most clients create a database in a popular software program such as Microsoft Outlook, Access or Excel.

This is a comprehensive list of people who meet one and only one criteria: if they were asked the question, “Do you know who (your name) is?” they would answer, “Yes.”

Is that going to be a large list? You bet it is. Probably more than 200 people strong. Some of my clients come in with lists as large as 400 or 500 names!

Should you really have all these names on your list? Yes, all of them.

Include their names, phone numbers and e-mail addresses. Don’t edit the list or make any assumptions about who can or can’t help you. You might be surprised! List everyone – from the tailor to the mailman to your doctor to your neighbors – as well as people with whom you have worked.

Remember that approximately 80% of new opportunities are secured through networking – and a very high percentage of those positions were discovered through people who were least expected to be of help! Really; no kidding.



Professional References and Letters of Recommendation

The recommended number of “phone reference people” is between 4 and 6; and you should secure at least 3 solid letters of recommendation.

Most people already know that they need a list of references. But you might be asking, “Why do I need letters of recommendation at this point in my career?”

The answer is simple. When you find yourself in a competitive interviewing situation (and what interviewing situation is not competitive?), the letters of recommendation can really help to “push you over the top.”

In other words, when two or more candidates are equally qualified, the one who provides strong letters of recommendation at the later stages of the interview process will get the offer! So why not have this “extra ammunition” in your arsenal?

Here’s how to get your “phone reference people” on board and generate your letters of recommendation.

1. Make a list of all the people you want to ask.

2. Separate them into two categories – one to write letters; the other to serve as phone references.

3. Call and ask them all for their help, stating exactly what you want them to do, and soliciting their participation.

4. Send them each a packet, including these four items: cover letter, biography, resume and target company list (your cover letter includes a bullet list of the specific attributes or experiences you want them to focus on in their letter or phone call). NOTE: the cover letter you send to the “letter writers” will be slightly different from the letter you send to the “phone reference people.”

5. Follow-up to be sure they received everything and that they fully understand your documents.

6. Tell the phone reference people to inform you immediately when they receive any calls from prospective employers.

7. Tell the letter writers that you want to review their “rough drafts” and “check them



for accuracy.” Later, instruct them to print out the final letters on company letterhead (after you have edited the text as needed).

8. Offer to help each of these participants in a similar capacity, should the need ever arise.

Letter of Recommendation: Guidelines for the Writer

Provide these general tips to your letter writers:

• Print the final letter on your company letterhead. If your employer does

not permit you to write such letters on company letterhead, then please use your personal letterhead or create a letterhead (name, address, phone, e-mail at top of the sheet).

• Do not date the letter, and do not include any salutation (there should be

no “Dear ”). Do not write, “To Whom it May Concern,” nor “Dear Sir/Madam.”

• Keep the letter fairly brief, and never more than one page.



Letter Outline With Examples

Give this information to the people who will be writing your letters of recommendation, adapted to your own situation/background)

1. The first paragraph should say something like: “I am writing to you on behalf of my former colleague, Sally M. Smith. I had the privilege of working with her from (use dates) when she was the (title) of (company XYZ)” Use your own words.

2. In the 2nd paragraph, mention some specifics that you recall about me: “As the (title/company), Sally directed the strategic planning process for our division and led the economic and market forecasting. Her forecasts were instrumental in a number of projects, including a, b and c. She actively contributed to the composites industry by doing (D, E and F). Sally consistently demonstrated (words such as leadership, problem-solving, communication, and follow-through, analysis, organization are good to use). Throughout her tenure with company XYZ, she proved herself to be and a team player.” Or something along those lines. Focus your attention on my contributions to the company as much as possible. Again, use your own words.

3. For paragraph 3, you may wish to mention some personal traits/values of mine: What was it like to work with me, how did I measure-up as a team member compared with others? What contributions was I known for? What was I particularly good at? What positive recollections of working with me do you have? Use whatever adjectives come to mind.

4. The last paragraph should reiterate how you feel about me as a professional: “I feel strongly that Sally would bring ABC to any organization and prove to be a valuable, contributing member,” or something similar. End with a sentence that says something like, “I would be happy to talk with you if you have any questions about Sally,” or “Please feel free to contact me directly if you would like to know more about Sally’s work.” Use your own words.



Sample Requests for a Letter of Recommendation

Dear :

Thank you for speaking with me yesterday regarding my career search and networking plans. I appreciate your willingness to assist.

In order to make the process as easy for you as possible, I have enclosed three documents to give you an overview of my professional background. These include: my Resume, Professional Biography, and Target Company List.

Please prepare a rough draft of your recommendation letter and send it to me by . I will check the document for accuracy and return it promptly with any necessary changes. The final letter should be printed on your company letterhead.

Thank you again for your assistance. I would be happy to help you in a similar capacity should the need ever arise.

Cordially,

Your name here Enclosures



Dr. Sarah Jones Title Address Address

Dear Dr. Jones:

Thank you for agreeing to write a letter of recommendation on my behalf. I would like to make this process as easy as possible for you, so I have enclosed several documents regarding my background and career direction.

Dr. Jones, please prepare a first draft of your letter and send it to me by so that I can check it for accuracy. I will then return the document to you with any necessary edits for final printing on your company letterhead.

As appropriate, please touch on the following points in your letter:

- The development and management of key customer and vendor relationships. - Creating new systems and adopting them as “best practices.” - Hiring personnel across all business functions. - President of Philadelphia Building Material Dealers Association, Board Member of the Subcontractors Association of the Delaware Valley and the Building Industry Association. - Developing and implementing organizational initiatives.

Please be sure to include your full name, company name, title, address, phone, e-mail address and your relationship to me in the content of your letter. Other than our relationship, most of this data should be shown on the letterhead itself.

If you have any questions or concerns, please call me on my mobile phone, at (617) 333-4444, at home at (617) 555-2222. You may also e-mail me at [email protected].

Thank you for your help and consideration. I would be more than happy to assist you in a similar capacity, should it ever become necessary. I look forward to receiving your draft letter.

Yours truly,

Richard Jobseeker Enclosures




Sample Letter of Recommendation

John Gergen 150 Lapham Lane

Chester Springs, PA 19425 (610) 555‐8888

I have had the pleasure of knowing and working with Alan Schweitzer for almost 13 years.

I first met Alan at Midland Mutual Life in 1989 when I was brought in to become head of marketing and operations. It was immediately apparent to me that Albert was a driving force within Midland, having been the impetus behind Midland’s best‐selling term plans, and I made him a General Manager of one of the SBUs we set up. Alan excelled in that role, implementing product changes and turning around a losing operation.

I then promoted him into a new role as head of Product Research and Development. Again, Alan rose to the occasion, enhancing the term and UL lines and developing our BioEdge product, which was the first product in the industry to use multiple underwriting classes.

When I joined CNA as president of the life company, I recruited Alan to come with me. As Vice President of Special Operations, he directed mergers and acquisitions, variable products, and Canadian life operations, impressively building a major presence in the Canadian life market in a short time. Later, while consulting for Coventry, I had the opportunity to see Alan play a critical role in analyzing and negotiating structured finance arrangements for a new asset class for Coventry, eventually obtaining over $100 million of financing.

Alan is without question one of the brightest and most effective people I have met in my career. His creativity and leadership really helped me in my roles, and his analytic and problem‐solving skills are particularly strong. He has excellent relationships with reinsurers and field personnel.

Alan has become a good and loyal friend and a talented executive, and I would highly recommend him to your firm.

Sincerely,

John Gergen



Telephone References: Whom To Ask and How To Ask

The next item in the Job Seeker’s Toolkit is a listing of “Professional References.”

Make a list colleagues who would “sing your praises” if asked about you. These should be people who know you professionally (from any time in your career) – NOT friends and relatives!

Contact each of them, and get approval to use their names on your list of references. Be sure to provide these individuals with guidance about what to say when prospective employers call.

Also, ask these references to contact you immediately if any prospective employers call them.

On the following pages, you’ll find examples of professional reference lists. Use these examples to create your own list at the end of this section.

Be sure to include a statement after each reference indicating “who they are to you.” Always use the prefixes Mr., Ms., or Dr. before each name.



Sample Request for Telephone References

Dear :

Thank you for agreeing to be one of my professional phone references!

I would like to make this process as easy for you as possible. Therefore, I have enclosed several documents that describe my professional background and goals. This information will provide “talking points” for you to use during conversations with anyone who calls you inquiring about me. If you have any questions about this material, just let me know.

When you are contacted by any prospective employer, I would appreciate if you would let me know right away. You can email me at [email protected] or call me at 503-888-9999.

I would be happy to assist you in a similar capacity, should the need ever arise. Thank you again for your time and consideration.

Sincerely,

Joseph R. Manager Enclosures




James E. Bresser 700 Bloomfield Avenue 201-555-7777 (Work) Montclair, NJ 07042 201-555-5555 (Home)

[email protected]

PROFESSIONAL REFERENCES

Mr. Don Loy, Corporate Officer, Senior Vice President Ibsen Office Solutions, Inc. 555 Windy Way Merion, PA 19050 Telephone: 610-555-7109 E-mail: [email protected]

Don Loy and I have been business associates for the last six years. I met Don while a member of the Aiken Healthcare Senior Management Team.

Mr. Michael Kardonsky, Former President Aiken Healthcare 777 Bloomfield Ave Suite 200 Bedford, PA 18905 Telephone: 672-555-3143 E-mail: [email protected]

Mike gave me my first full time job as a Sales Trainee at Jedford Machines. He also hired me at Aiken Healthcare and I reported to him. I have known Mike for over 20 years.

Mr. Thomas Dugans, Corporate Senior Vice President Jedford Machines 222 Bowling Green Ave Rockland, NY 12501 Telephone: 616-555-2652 E-mail: [email protected]

Tom and I worked together as peers for many years and he progressed to senior management positions prior to becoming President at Gardenia Group.

Mr. William Smith, Mid Atlantic District President Ibsen Office Solutions, Inc. 555 Windy Way Merion, PA 19050 Telephone: 610-555-3405 E-mail: [email protected]

I reported directly to Bill in my capacity as Philadelphia Marketplace President.

Mr. Ken Millard, President Imperon Associates 5067 Coast Highway Albany, CA 90210 Telephone: 310-555-5570 E-mail: [email protected]

I met Ken over 20 years ago while at Jedford Machines, and have maintained a business and personal relationship since then.









Networking 101

You’re now ready to take some of these tools “to the street” and begin networking with people who can help you reach the hiring managers inside your target companies. Networking can be done over the phone, in person, via email, or even over a cup of coffee or lunch.

The main thing to remember is that, in general, people want to help others. It makes them feel good about themselves, it boosts their self-esteem to be considered “a connector” of people with opportunities and information, and it makes them feel important. And, of course, the bottom line is that these people really are quite important to your career success! (Just as you may have been very important to the career success of others in the past – and certainly will be again in the future!)

Just in case you’re a little intimidated about this whole networking process (and again, you shouldn’t be), let’s review for a moment all the reasons why someone would WANT to talk with you:

1. They’re bored and could use the distraction. 2. They might learn something from YOU. 3. Many people genuinely WANT to help. 4. They might learn something new about their industry, their competition, or

some new knowledge or perspective that you bring. 5. They might (secretly) be looking for a job soon themselves! 6. They want to feel important, stroke their ego, and feel that their advice is

valued and respected.

OK, now that you’re convinced that networking is usually a win-win proposition (it is!), here are some tools and strategies to get you going.

The Basic Networking Process – Putting the Pieces Together

Networking is a lot simpler (and less scary) than many people think. You do NOT need to be a good “schmoozer” to network effectively. In fact, the best networkers are often great listeners, much more so than great talkers!

Here are the basic steps of the networking process that you will use: 1. Use your Contact List to focus on specific people to reach out to each week. 2. Use the Networking Agenda below and develop your own version of a

Networking Script (also described below.) 3. Meet people in neutral locations over coffee, lunch, or breakfast.



4. Leverage the notion of “Six degrees of separation” – ask for contacts from your contacts!

5. Reach out by email, phone, or letter. 6. The formula goes: Meet, Ask, Listen, Learn, Think, Thank. 7. Follow up after your meeting and keep the conversation going with 2-way value

exchange. Don’t love ‘em and leave ‘em. Grow your “stay-in-touch” network. Use the mini-newsletter format I’ll share with you to make this easy and consistent.

And no matter what, don’t let up on your networking efforts. 99% of my clients land great jobs through their networks. It’s not worth risking those odds to NOT be continually networking!

It should be the primary focus of everything you do, and the quantity and quality of your networking time is directly related to the personal and professional (and financial!) satisfaction you’ll have in your next job. You should be spending 85% of your time networking... and 15% on everything else!

It’s a smart career move to always be networking, no matter what’s going on for you professionally. If you don’t need help at this time, build up your networking power by helping others. It will always pay big dividends!

Networking Agenda

Here is a basic agenda outline to follow. My main piece of advice to you for networking success: just be yourself. Don’t “try too hard” during these networking meetings. Relax, and follow the agenda below very closely.

Begin by asking, “is this is a good time?” (If it isn’t, identify a different time to call the person back.) Then move the conversation forward in this manner:

1. Build Rapport.

2. Where you have been. (use Positioning Statement)

3. What happened. (use Exit Statement)

4. Ask for help. (would you be willing to help me?)

5. “Decompress” – take the pressure off. (reassure them you are not asking for a job)

Remember: If you’re in career transition, networking IS your job.



6. Ask again for help. (expanding contact network / guidance / advice / feedback)

7. Thank them – set a time to get back to them.

Networking Goals

- Schedule face to face meetings with “Centers of Influence”(CoI’s) - Schedule phone meetings with other people who might lead you to CoI’s - Get at least three to five names from each person with whom you speak

Networking Tips

- Keep the first conversation very brief - Be confident and purposeful - Send Target Company List and Biography immediately after first conversation - Bring a prepared list of questions and ask if it’s OK to jot down notes as you talk - Establish good rapport by getting the other person to talk about him/herself - If you ask for 15 minutes, keep the meeting to 15 minutes - Follow-up shortly thereafter for feedback, contact names, information and guidance - Ask if you may use your contact’s name when calling people to whom they refer you - Don’t use the word “job” or “fired” - Don’t make excuses or sound apologetic - Come from generosity (look for opportunities to offer something of value) - ALWAYS send a handwritten thank-you note immediately after your meeting

The Most Important Relationship You Need to Know

The most important relationship you need to know is this:

That point is so important, I’m going to repeat it: There is a direct correlation between how many hiring managers you meet with and how quickly you’ll land a good position.

This single (simple) measurement is a good barometer of how effective ALL of your networking efforts are. No matter what, don’t get discouraged; don’t take it

There is a direct correlation between how many hiring managers you meet with and how quickly you’ll land a good position.



personally. Keep going and, specifically, keep going after meetings with hiring managers and people who can get you in front of hiring managers.

Networking Script

For those of you with an outgoing personality, and who have done lots of networking in the past – and perhaps more importantly for those who DON’T have an outgoing personality and have less networking experience – please understand that career networking is different than what you may think it is.

It’s not about “schmoozing” or being charming or selling someone on the idea of hiring you. It’s about purposefully and gracefully asking peers for help, advice, input and new contacts. And as I mentioned earlier, most people really do want to be helpful.

Here are a few samples of “Networking Scripts,” which you should adapt to your own strengths, style, and personality. When you’re actually in a networking meeting, do not read the script! Just use it as a starting point to help you formulate your own personal approach for networking calls.



Sample Networking Script 1

Introduction Hello , my name is/this is . I was referred to you by . I know from . I’m calling about a career matter, but let me assure you, I’m not asking you for a job! Is this a good time for you? I only need 5-10 minutes of your time.

Build Rapport I was referred by your (or “a mutual”) colleague/friend, who suggested that …. (Find some area of common interest to discuss).

Positioning Statement I am a senior Financial and Operations professional and graduate of Western General’s Financial Management Program. I have more than 15 years of experience in the Manufacturing and Services industries. My strengths include analysis, problem- solving, communication and innovation. I have specific expertise in Financial Analysis and Reporting, Cash and Risk Management, and Productivity Analysis. I am seeking a leadership position with a focus on Financial Reporting.

Exit Statement As a result of a merger between two business units, over 1,500 positions have been affected, including mine. I now have the opportunity to explore other career options in Financial Services that will leverage my proven strengths in analysis, problem- solving, communication and innovation.

Ask for help Would you be willing to help me?

Decompress Please understand that I am not asking you for a job, nor do I expect you to know of any appropriate openings. However, I am interested any advice or guidance that you could offer, in addition to any networking contacts you could provide. Would you be willing to review some of my credentials, and give me candid feedback? I could send the materials right over.

Wrap-up I will e-mail (or fax) a one-page Professional Biography and list of Target Companies to you. Then I’d like to follow-up and have another conversation – when would be better for you, Wednesday afternoon or Friday morning? I know your input will be of great value, and I appreciate your willingness to help.



Sample Networking Script 2

Contact Name: Title:

Phone Number: Company:

Introduction: Hello , my name is/this is Patricia Summers. I was referred to you by . I know through . I’m calling about a career matter, but let me assure you, I’m not asking you for a job! Is this a good time for you to talk? I only need 5 to 10 minutes of your time.

1. Build rapport. (Use whatever personal information you have about them to connect – discuss a common area of interest). When I talked to , he/she told me that you

2. Where you have been. , let me give you a 30-second snapshot of who I am and where I’ve been. I am a Senior Technology Executive with more than ten years of experience designing business solutions and managing information technology. My strengths include communication, analysis, management and problem solving. I have specific expertise designing solutions, managing software development and leading testing. I am exploring senior-level technology opportunities that will leverage my understanding of marketing, communications and sales. Do you think you have a general idea now of who I am professionally? Is there anything that’s unclear, or anything you’d like me to expand upon?

3. What happened. Great, now that you understand that, let me explain where I am now. Although I am performing very well as a Senior Business Analyst with Capital Tech, I have learned that there are no opportunities there at the level appropriate for me, especially across the disciplines in which I work best. Therefore, I am exploring senior-level management positions that will leverage my understanding of technology, marketing, communications and sales. I am seeking a company where I can make a long-term commitment and make a greater contribution to the success of the organization. Do you think you have a general idea now of where I am and where I’m headed? Is there anything that’s unclear, or anything you’d like me to expand upon?

4. Ask for help. I’d like to know if you would be willing to help me. If you could give me just 15 or 20 minutes of your time to provide some guidance and feedback, and help me expand my contact network, I would really appreciate it.

5. Decompress. Please understand that I am NOT asking you for a job, nor do I expect you to know of any appropriate positions. What I AM interested in is any advice or guidance that you can offer. Would you be willing to take a look at two documents I’ve prepared describing my professional background in more detail and the companies I’m researching? That way, you could provide candid feedback. I could send the materials over to you right away.

6. Ask for help again (if necessary); and decompress again if needed.

7. Wrap-up and thank them. Great, I’m glad. Thank you so much. I know you’re busy, so I don’t want to take up any more of your time now. I will email you my one-page Professional Biography and list of Target Companies today. Then I’d like to follow up and have another conversation. Would you be available to talk again tomorrow, or perhaps the next day? What time shall I call (or visit). I think your input will be very helpful, and I appreciate your willingness to provide your feedback and assistance!



Meeting Agenda Form

Location Time Date Meeting Objective: Document Review, Feedback/Advice, and Networking Contacts

Participants

1.

2.

Topics

1. Meeting Purpose

2. My Background

3. Document Review and Feedback – My Professional Biography

4. Document Review and Feedback – My Target Company List

5. Specific Names/Leads You Can Give Me

6. Other Opportunities/Possibilities I Should Consider

7. Next Steps

8. What Can I Do for You?

Follow-Up Steps 1.

2.

3.

4.

5.

Networking Contact Organization Phone Number Email Address

1. ( ) -

2. ( ) -

3. ( ) -

4. ( ) -

5. ( ) -

Professional Biography and Target Company List Please Read:



Here is an example of an agenda document that you can adapt, fill in, and actually hand to your meeting partner as you sit down to start your meeting:

Networking Meeting Agenda (Outline)

Name: Date/Time:

1. Catch-up and introductions

2. Purpose of the meeting

3. Discussion of my situation

4. Review of Target List, Professional Biography and Resume

5. How you can help me

6. Ideas and contacts

7. How I can help you?

8. Follow-up steps



Here is an example of one agenda, modified, customized, completely filled out and ready to go:

Mike Starsky

Phone: 555-444-9999 E-mail: [email protected]

Meeting Agenda

Date/time: October 24, 2006 Purpose: Network Meeting Attendee: Patricia Pallaco Place: RPS Headquarters, Bowie, MD

A - Introduction:

Mike Starsky - status Present bio, updated resume

Goals of the meeting: This is NOT about asking for a job Patricia’s experiences Learn about RPS Discussion of Construction Industry Network/contacts Offer assistance to Patricia

B – Patricia’s experiences

Networking and job search (in the construction industry in general) War stories and Advice?

C - Learn about RPS

How did Patricia join with RPS? What types of work are on the books? Compare with other employers How is RPS structured? Who are the players?

D - Discussion of Construction Industry

Patricia’s view of current markets, themes, trends. Patricia’s view of busiest GC and Development Groups. How does RPS fit?

Next 1-3 years – bear or bull and why?

E - Network/Contacts Possible contacts to expand network base Present and review company target list

F - Assistance to Patricia

Is there any assistance I can offer Patricia now? My contacts Knowledge about a particular project or client, etc. Offer services as “sounding board” whenever needed.




General Network Record

Information on this Person (current and past employers, organizational memberships, etc.) Name of contact

Address

Phone (H) Phone (W)

Contact Log

Date Notes on Contact Results Note date of next contact here or on calendar.

Results may include information, referrals, improved relationships, etc.



Networking Tracking/Organizing System

Just doing networking is a good start – but it’s not enough! You need to organize, track, and follow up on every networking contact. Networking without follow-up is about as effective as not networking at all!

How can you make sure you’ll do the follow-up and administrative work necessary to make a lasting impression? Schedule it! Yes, you read that right - put time aside in your calendar, planner, or PDA for admin and follow-up activities. When you have a 1-on-1 meeting or attend a networking event, make an appointment with yourself later that day or immediately the next morning to write emails, make phone calls, and write thank you notes. If you don’t schedule it, it probably won’t happen.

You need to be organized and you need to have a SYSTEM to support you, otherwise all you’ll be doing is meeting a lot of people and doing a lot of running around town for nothing!

Some people use a strategy of blocking out three specific times during the week for nothing but admin and follow-up work. They block off 2-3 chunks of time each week to write follow-up emails, send articles, make useful introductions to others, make follow-up calls, and write letters. If you stay on top of it by making appointments with yourself, these vitally important follow-up tasks become easy, effortless, and enjoyable!

Be sure to keep a detailed record of every call, letter, meeting, etc. Compare your results week to week, and keep trying to improve your performance!

Please photocopy the form on the following page – or adapt your own version based on this example – and start to use it to track your progress and keep a record of your meetings, conversations, and follow-ups.



Networking Calls/Meetings Contact name: Company name, address, & telephone:

Person contacted Response received

Meeting date:

Preliminary research done

Meeting questions prepared

Meeting completed

Meeting notes completed

Thank you note sent

Follow-up actions (list with dates):

Notes:



Networking Follow-up: The Mini-Newsletter

A great way to follow up and keep in touch consistently with all the people you meet – and to continue the “value exchange” that you started when you initially contacted them – is the mini-newsletter.

When you think about business owners, salespeople, consultants, and freelancer, the concept of a newsletter as a self-marketing tool becomes obvious. Do you need to create a professional glossy newsletter like a company might produce? Of course not! The easiest and most convenient way to deliver this “information value exchange” is via email.

On the next page, you’ll find a great example of an email mini-newsletter. Obviously, you should copy and adapt the form, content, and tone to suit your own personality and your industry, geography, and interests.



Mini-Newsletter Sample

Matt Silver’s HotSheet #4: September 5, 2004

A Newsletter and Networking Journal From the Desk of Matt Silver

Dear Friends,

By way of reminder for those that received this before, and as an introduction to everyone getting this for the first time my HotSheet is a newsletter and networking journal that keeps you, my dear reader, up to date on my search for good and meaningful work. It also offers you an opportunity to connect with some of the kind persons who have allowed me bend their ear over a cup of coffee while offering thoughts on my career path. If you want “back issues” of the HotSheet or would like to be removed from the list, just drop me an e-mail at [email protected].

NETWORKING:

It was a very productive month. Those I met in the last few weeks, include:

• The vice president for development of a local major university • The vice president for development of a local, growing junior college • A sales specialist formerly with a major computer firm and a major financial firm • Non-profit relationship specialists for a local, nationally known financial firm. • An independent web designer • A software quality assurance professional • An area college instructional design faculty member. • The editor of a Tampa based national publication for corporate executives. • The vice president for major gifts of an area charity • One of the top area and national estate attorneys • The human resources officer for a major national university’s development office • The president of a start-up Baltimore arts organization • The vice president for a major national fundraising consulting firm • Human resources officers of a nationally known fundraising database program • An executive officer of an international pharmaceutical firm • The chief executive officer of a Philadelphia charter school • The vice president for development of a major local YMCA

At least 50% of the above are the result of referrals from someone else on this list, which goes to show that networking can be very powerful. Thanks so much for your help. If you want to connect with any of the above, send me a note at: [email protected].





I also attended two networking events:

• Regional Chamber of Commerce: (RCN) RCN has a networking group that focuses on career building methods, hosted by John Doe of CareerMasters. You can get information at www.rcn-career.org. The programs are excellent and the fellow attendees are very helpful.

• A gathering of RCN members to discuss the use of www.LinkedIn.com, a web based

relationship tracking tool. I invite any of you reading this to sign up with LinkedIn and ask to link with me. We can use our contacts to help each other in a variety of ways.

WHERE YOU CAN HELP ME

I appreciate all of you who offered suggestions for contacts at Midlothian University. I am actively exploring these in support of my application for their faculty position in non-profit management. It would be a great experience for me, especially after so many years of sitting on the administrative side of the academic play-lot. But there is a world of other possibilities out there.

Here’s where I’ve applied recently:

• Arts and Business Council – to run the “Business on Board” program • American Business College - Director of the Accelerated Degree Program • American Red Cross – a planned giving officer • Staley Harrison University – a planned giving officer • Project Management Institute – for two positions, each in membership

management and volunteer relations • National Freedom Center & Museum – the Education Director position • Resources for Human Development – an “Executive Management” position

I am also exploring fundraising consulting, either independently or with a firm. If you have any thoughts, suggestions or contacts for these, please let me know.

HOW CAN I HELP YOU?

I have enjoyed meeting all of you, my friends and readers, and I’ve been glad to help you with a small variety of things, like making contacts with some of those I’ve met, or giving my thoughts on various projects that you’re vexed with. Please let me know if something comes to mind where you think I would have some useful input. I am always happy to help.

SOME FINAL THOUGHTS:

For those who hadn’t heard, in the passage of less than one week in late August my son turned 18 and finished his work for Eagle Scout. I also learned that this same young man can fold the front of a Toyota Corolla very nicely while doing no harm to himself or others (yes, he’s fine, but the car was a total loss)!

http://www.rcn-career.org/

http://www.linkedin.com/



All of that goes to show us that life is both joyful and fragile at the same time. It’s all the better reason to find the work you love. The rewards can be huge, but they can be short, too.

Thank you for all of your help and support during this transition process. I hope you enjoyed this newsletter, and that you will look forward to getting the next edition in about a month.



Job Seekers’ Websites and Blogs

In addition to the mini-newsletter delivered by email, another tool you may want to consider adding to your networking follow-up arsenal is a personal website for your career transition.

A personal website can take several forms, and a lot depends on how technically inclined you are, and how often you think you’d like to update your site with news, information, resources to share, and reports on your progress.

One option is a static website, which can act as an electronic online repository for several of your Job Seeker’s Tool Kit career documents, such as your professional biography, career history, accomplishment stories, and resume. This type of site is built once and remains fairly static, requiring the least amount of maintenance.

You may want a professional web designer, or a friend who knows the web, to set up a web site for you. Other options include using template-based “type and go” sites available from many online providers such as www.godaddy.com (Website Tonight!) and www.netsolwebsites.com (Easy Build-It-Myself Web Site)

On the other end of the spectrum, if you want to keep things both extremely simple and extremely easy to update whenever you like, consider setting up a blog for your career transition. The word “blog” is short for “weblog” and it can act as both an online journal and a venue to share your professional expertise, opinions, and resources. The leading blog software, www.blogger.com, is free, very simple to set up, and is owned by Google. The other leading blog tool is www.typepad.com.

On the following pages are examples of both a complete career transition/networking website and a simple career transition/networking blog.

http://www.godaddy.com/

http://www.netsolwebsites.com/

http://www.blogger.com/

http://www.typepad.com/



Career Transition Website Example

To learn more, navigate this website for a complete description of Bob’s background.

Rare combination of leadership ability, technical savvy, and people development skills Multiple industry experience including retail, high tech, travel, financial, and distribution High profile business to consumer, and complex business to business experience Direct sales, customer service, and information technology positions Ranked in top 15% of over 7000 executives assessed by Personnel Decisions International (PDI) email Bob

• Press

• Articles by Bob

• Subscribe to Bob’s mini- newsletter

• Distinctions

• Career Highlights

About Bob... Bob Winters has a proven track record and passion for developing great customer experiences:

Bob’s BLOG Executive Profile

Articles Resume Contact Subscribe Bob Winters, MBA

More Bob



Career Transition Blog Example



Resume

Well, “Here it comes!” you’re saying – he’s saved the worst for last. The dreaded resume. But I have good news: resumes are not that difficult to put together. Sure, there are hundreds of resume books out there, with at least 50 different ways to write resumes “the right way.”

But after 15 years of experience as a senior level Career Consultant, I can tell you that there is a “secret code” for resumes. And either you know it, or you don’t.

If you don’t know the code, you will: • Read a lot of resume books and try 6-8 different formats for your resume. • Listen to every person who offers their “expert opinion” on resumes (and make

every editorial change they suggest) • Make the even more serious mistake of trying to create your own format. • Never be sure if your resume was the disqualifying factor when you DON’T get

the offer

If you do know the code, you will: • Immediately be recognized as someone who is business-savvy and “knows the

game” of professional career search • Present your credentials in the best possible light, with a resume that highlights the

real value you offer • Make it much easier for the recipient to put you in the YES pile rather than the NO

pile (which is chock-full of “creative” or offbeat resumes designed to get attention, but that usually get tossed instead)

I’m going to suggest a fairly contrarian approach to helping you create a great resume. No theory, no gimmicks, no heavy lifting. Just look carefully at the many examples on the following pages. The easiest way for you to create a top-notch resume is to take exactly what you see in these examples, and do some “monkey-see, monkey-do.” Do some editing, adapting and reformatting of your own resume to match the overall style, tone and appearance of these samples!

It’s actually easier than a lot of career professionals (and resume writing services) would have you to believe! But – let’s be clear. Your resume has to be EXCEPTIONAL. Not good; not fine – EXCEPTIONAL.



Types of Resumes

Why is the resume so important? Simple. The main reason is to improve your thinking, so you’ll be better prepared to market yourself effectively! You only have one chance to make a first impression. Remember also, that the resume is designed to “get you in the door,” for an interview.

Approach your resume as you would a basic sales and marketing document. You want to sell your way into the interview – by promoting your accomplishments, your credentials, your potential contributions, and your professionalism.

The first decision you need to make is which type of resume best suits your needs. There are three options to choose from:

• Chronological – This is the most commonly used type of resume. Because it’s

arranged by time, a chronological resume is the easiest to organize and write. It’s also the easiest to read (which is another plus in the sales and marketing process!) The Chronological Resume is the standard, “tried and true” resume format, which I recommend to 95% of my clients. Why? Because it works! A chronological resume works best when you are continuing in the same occupation and/or industry; when your career shows a clear pattern of increasing levels of responsibility; and when your employment history has no significant gaps. Dangers: Any gaps in your work history will “stand out like a sore thumb.” Limited work experience can also be very apparent. And if past jobs don’t tie-in directly to the type of positions you’re seeking now, or if you’re changing careers completely, it may be tougher to sell your capabilities to a new employer using the Chronological Resume.

• Functional – The Functional Resume organizes your accomplishments into

distinct functional areas (hence, the name “Functional.”). Use the Functional Resume only if: (1) you’ve been a frequent job-changer, (2) you’re re-entering the workforce after an absence of many years, (3) you’re in the midst of a significant job or career shift, or (4) if you’ve been at the same job “forever.” Instead of having job titles as main headings, this style of resume is organized by functions or general areas of expertise. In a typical Functional Resume, dates are downplayed. Dangers: Employers tend to be wary of applicants who present this type of resume. They may suspect that the candidate is trying to “cover up” work-gaps in her background, or attempting to hide the fact that her experience is not directly relevant to the new position’s responsibilities.



• Chronological/Functional Combination – A combination resume uses elements of both the Chronological and Functional formats. You can highlight your best accomplishments “up-front,” and later show a chronological transition from one career step to the next, including job responsibilities. Plus, the dates are there to “connect the dots.” Dangers: In many ways, this format is the trickiest one of the three. Building a sequential timeline of what you did and when might prove confusing to the reader, even though you’re providing dates for everything. Pay special attention to readability and layout issues with this resume format.

Developing Your Resume’s Building Blocks

Regardless of format, every resume will be composed of some standard sections. Below is a quick guide to the main elements that should be included in every resume.

Personal Information – Always include your full name, address, phone number, email address – as well as a fax number and mobile number if you have them.

Summary – A brief statement of who you are, where you’re “coming from,” and what skills and expertise you have to contribute to an organization. Five or six lines maximum. Write less if you can! This will target and focus the reader on where you might fit into the big picture of their organization. Targeted and specific is better than general and vague. The content of your Summary must be oriented toward the benefits and contributions you offer as a professional. (You can think of the Summary as the “headline” in an article. If the reader is captivated by the “headline,” they’ll go on to read the body of the “article!”)

Professional Experience – Your past jobs, roles and responsibilities, and accomplishments. This is the “body of the article,” and where most employers and recruiters will focus 90% of their attention. The information you present here, and how you present it, can decide the fate of your candidacy within about 10 seconds of scanning time! Use good journalism habits and put the most important or impressive facts first within each job. Make your professional experience section easily “scannable” by using bold headings and bullet points. Be specific and results-focused. Quantify results whenever possible, by using percentages, dollars, and hard numbers. Highlight increases in good things (like retention, sales, profit, performance, effectiveness); as well as decreases in bad things (like turnover, loss, costs, inefficiencies, wasted time). This is no place to be shy. Don’t lie or exaggerate, but don’t undervalue or overlook your past successes, either!



Education – List the schools, degrees, and years in which you earned them. (Note: you might choose not to include the dates if you graduated a long, long time ago.) Include degree, major, and any honors or special achievements. Generally speaking, the longer you’ve been out of school, the less important this information is to an employer.

Affiliations, Professional Credentials, or Related Experience – Include work- related professional development activities, memberships in associations, trade groups, and professional societies, leadership positions in industry-recognized organizations, and any additional certifications, accreditations, or designations you’ve earned since leaving college or graduate school. If you don’t have a college degree, the professional development programs you’ve participated in will take-on special importance here.

NOTE: Many clients have asked about including their “Objective” at the top of the resume. I advise them not to use an objective, for two reasons. First, unless you clearly state otherwise, the reader will automatically assume that you are seeking an opportunity at the next level of the field you’re already in. Second, the objective is much better addressed on your cover letter, wherein you can really tailor your comments to a specific company or position.

Here are five quick “rules of thumb” to keep in mind as you develop your resume: 1. Be brief (less is more) 2. Be specific 3. Be active (at the beginning of every sentence, use strong verbs) 4. Be selective (focus on information that is truly relevant to your career goal, and edit out the rest) 5. Be honest (never ever lie on a resume). If you lie, you will always lose in the long run. Believe me!

Use the guidelines above, and the sample resumes provided on the following pages, to create your own “effective selling” resume, in order to get people interested in meeting with you! If you find that your resume isn’t getting the results you want, change it! Remember, your resume is a “living document” that will be edited and updated throughout the course of your job search – and your entire career!



Chronological Resume

FRANK J. LAMBRUSCO 818 Moorestown Road Cell: 222-555-8888 Moorestown, NJ 09521 [email protected] Home: 555-789-1234

SUMMARY

Senior Sales and Marketing Executive, with more than 20 years of driving profitable revenue growth. Effective leader with demonstrated ability to manage organizational and cultural change to create productive teams. Revenue responsibility as high as $4 billion annually. Expertise includes:

• General Management • Indirect Channel Expansion • Customer Relationship Management • Field Sales Leadership • Strategic Alliances • Total Quality Management

PROFESSIONAL EXPERIENCE

Kravitz Automation, Armonk, PA 2001-Present A $5.3 billion company that is one of the world’s leading providers of document management products and services.

President – Philadelphia Marketplace Directed profit and loss, strategic implementation, employee relations and customer relations for $105 million business in greater Philadelphia tri-state area. Developed an annual business plan that met strategic, financial, customer and employee objectives. • Achieved 105% of Operating Income Plan with 12% year-over-year total revenue growth for 2001. • Generated #1 performing Legal Document Services Marketplace at 130% of revenue plan and 43% year-over-year

growth. • Created #1 marketplace in the Mid-Atlantic District in customer satisfaction, employee retention, revenue per

employee and high volume installations. • Integrated management services, legal document services and business document services into the core of Kravitz

business services.

Bubble Healthcare, Lancaster, PA 1997-2000 $21 billion company that provides a full spectrum of managed care, indemnity, and group life and disability insurance products to 21 million members nationally.

General Manager, Medicare Sales and Marketing Developed and deployed sales and marketing strategies to attain common goals, including profitable revenue growth, net membership growth, customer and employee satisfaction. Built revenue to over $4.1 billion and memberships to 703,000.

• Achieved annual revenue growth of 35.8% or $1.093 billion in 1999, and 37.8% or $.836 billion in 1998. • Generated annual membership growth of 22.7% with 109,392 net add members in 1999, and 33.4% with 134,300

net add members in 1998. • Increased market share position from #4 in 1997 at 370,196 total members to #2 in 1999 at 702,263 total members. • Reduced Medical Loss Ratio three consecutive years from 93.4% in 1997, to 93.0% in 1998, to 92.3% in 1999. • Played key role in Corporate Strategic Planning Initiative commissioned by the President of Buble Healthcare to

identify future strategic direction and vital priorities.




Frank J. Lambrusco Page 2

Konix Corporation, Palo Alto, CA 1974-1997 $18 billion global company specializing in document management solutions, including hardware, software, supplies and customer services.

Sales Operations Manager, Supplies Business North America 1995-1997 Planned and implemented all Documents Solutions Supplies Products for Konix Supplies Business in the U.S. Built revenue to $1.4 billion and operating profit to over $550 million.

• Generated annual revenue and profit growth of 6.5%. • Established new benchmark for customer satisfaction results at 96.8%. • Achieved benchmark employee motivation and satisfaction results at 91%. • Redesigned sales coverage and product portfolio. • Selected to participate on a senior-level task force reporting directly to the President of United States in Customer

Operations. Restructured centralized and decentralized field support processes, and made improvements to customer satisfaction and field ownership of the total customer relationship.

Manager, Supplies Channel Operations 1993-1994 Developed and implemented strategic plan for indirect channels expansion, including Superstores, Metro and Rural Agents, Nopa and Nomda Dealers and the Konix Supplies Catalog.

• Achieved average annual revenue growth rate of 32%; with $288 million in 1993 and $353 million in 1994. • Grew business in four major indirect channels: Superstores 22%, Dealers 20%, Metro Agents 36% and Rural

Agents 9%. • Reached benchmark customer satisfaction results at 97.2% and billing quality at 98.8%. • Significantly reduced selling, administrative and general costs (SAG) by $1.5 million and achieved better-than-

expense plan performance at 90%.

Manager, Supplies Marketing Center Operations 1991-1992 Managed all aspects of Supplies Marketing Center Operations. Generated revenue of $1.1 billion and operating profit of over $450 million. Supervised 377 employees and five Regional Manager direct reports.

• Achieved annual growth rate of 10% in revenue and 14% in profit year-over-year. • Exceeded Direct Marketing Organization’s plan and grew revenue 18%. • Reached benchmark levels in customer satisfaction at 97% satisfied and billing quality at 98.8%. • Generated 21% improvement employee retention at 93.4% compared to 75% traditional run rate. • Achieved better-than-plan performance in expense management with all organizations.

District Sales Manager, U.S. Customer Operations New Paltz, CT 1987-1991 District Sales Manager Gooberville, VT 1985-1986

EDUCATION

J.D. – Law, Stanford University, Palo Alto, CA 1985 B.A. – Economics, New York University, New York, NY 1974

PROFESSIONAL DEVELOPMENT

Leadership Through Quality Training Continuum, Konix Corporation: 1997

Problem Solving Process, Quality Improvement Process, Measures of Quality, Inspecting For Quality, Manager as Facilitator, Empowerment

Senior Management Training, Konix Corporation: 1994 District Manager Workshop, SMD/BSG Integration and Systems School, Document Solutions Seminar, Advanced Management School, Middle Management School



Functional Resume

William Kimmelblatt 392 Mobius Street Delran, NJ 08319

[email protected] 856-619-8462 (C) 856-566-1121 (H)

PROFILE: Senior Operations Manager with more than 15 years experience supervising product development, regulatory affairs, and distribution, with extensive background in quality control. Primary qualifications in the processed food industry.

• Recognized as a strategic thinker and problem-solver among peers, employers and

industry associations. • Demonstrated expertise in all aspects of nutrition, food regulations and food safety. • Unique combination of scientific, operations and management skills. • Outstanding track-record in consensus management and team building.

PROFESSIONAL EXPERIENCE:

Consumer Affairs:

• Guided the restructuring of Company’s consumer affairs department into a proactive brand management resource within 6 months.

• Established Company’s “sensitive complaint” system, decreasing corporate response time by 50%, assuring rapid response to all consumer complaints with real or perceived health or safety implications.

Regulatory Affairs and Product Safety:

• Conceived, established and directed corporate and local crisis management

teams worldwide, in response to increased product tampering and other forms of terrorism.

• Avoided negative publicity and prevented loss of inventory and interruptions to operations by effectively resolving over 26 complex regulatory and government compliance issues.

Legislative Affairs:

• Helped develop responsive legislative positions for the food industry as

Chairman of the Food Manufacturers of America (GMA) Diet and Health Task Force.

• Guided successful lobbying efforts through Company’s Philadelphia office involving Food Safety Legislation and FTC’s proposed Nutrition Advertising Guidelines.

Scientific and Technical Affairs:

• Directed efforts of four different corporate divisions in scientific and

technical matters, concerning product safety, nutrition and health. • Managed worldwide quality assurance for all company subsidiaries.




William Kimmelblatt Page 2

EMPLOYMENT MURTON INDUSTRIES , Berlin, NJ 1998-2006 HISTORY: Corporate Director, Quality Assurance (2001-2006)

Decentralized quality control and established a world-wide Corporate Quality Assurance function reporting directly to the President.

Vice President, Technical Administration, Morgan Institute of Research and Technology (1998-2001)

Oversaw Quality Assurance, Regulatory Affairs and Product Standards, spanning all subsidiaries, worldwide.

YUM FOOD CORP, Manfred, MA 1993-1998 Director, Regulatory and Technical Public Affairs (1996-1998) Director, Regulatory Affairs and Product Safety (1993-1996)

Managed regulatory and technical matters, including product labeling, product safety, public and scientific affairs in nutrition, health and food safety for all products.

NORSON FOODS, Miami, FL 1977-1993 Manager, Regulatory Coordinator (1988-1993)

Together with the Vice President for the Corporate R&D, authored a benchmark study on the impact of government regulation on P&G’s innovative capacity.

Manager, Regulatory Relations, Folger Coffee (1985-1988) Managed regulatory affairs, health, safety and toxicology for the Folger Division.

Various R&D and Manufacturing Line and Staff Assignments (1977-1985)

EDUCATION: B.S., New York Institute of Technology, New York, NY 1976

TRADE ASSOCIATIONS:

American Frozen Food Institute National Food Processors Association Grocery Manufacturers of America, Inc. Chairman, Diet and Health Task Force

PROFESSIONAL MEMBERSHIP:

Food Industry Liaison Panel, American Medical Association American Chemical Society, Associate Member Association of Food and Drug Officials, Associate Member Food and Drug Law Institute, Member Institute of Food Technologists, Member New York Academy of Science, Member



Chronological/Functional Combination

CAROL D. BARNES 4162 Parma Road, Unit J Home (412) 555-7825 Aspinwall, PA 18608 Mobile (412) 555-7491

E-mail: [email protected]

CAREER SUMMARY

Accomplished Management Professional experienced in a broad range of facilities an d prop erty mana gement functions and business services. With more than 20 years experience, work history demonstrates a pattern of continued growth managing many complex projects requiring strong l eadership, problem sol ving, communication, organization and project management skills. Demonstrated proficiency in the use of all major computer systems and various business and CIKT software applications.

SIGNIFICANT ACCOMPLISHMENTS

• Planned, coordinated and implemented major re-allocations of office space. Projects included identification of

feasible space (owned and leased), lease negotiations, programming, interior specifications and retrofit, construction and relocation. Scope of projects ranged up to $2 million budgets, 700 employees and 250,000 square feet. Projects were consistently completed on time and under budget.

• Served on a $66 million office building construction project team providing expertise in practical design, space

planning, finishes and specifications, building operations, general services, furniture and space standards. Coordinated complex installation and interface of new and existing furnishings, as well as phased relocation of 650 employees over a three-month period. Primary decision maker and key negotiator in the furniture bid process for a $4 million contract. Recently served in similar capacity on $76million expansion of a research and development facility.

• Consistently met short- and long-term departmental and company strategic goals relating to the development of

cost-effective facility standards and services through demonstrated excellence in leadership, team-building and supervisory skills.

• Researched, developed and implemented CIKT systems of integrated software packages for use in facilities

management, space planning, and design processes. Developed and implemented effective furniture tracking systems, integrating CIKT database with Bar Coding for inventory volume of $10 million.

PROFESSIONAL EXPERIENCE

1984 to Present DOREY PHARMACEUTICALS, INC., Pittsburgh, PA

Associate Director Facilities Administration, 1999 to Present (Expanded scope of Manager position)

Manage a broad range of facilities, property management, and Real Estate functions including general maintenance, cleaning, waste management, food service and coordination of security. Supervise a staff of 44 people, numerous contractors, over 1.2 million square feet of office, manufacturing, and research space, and an annual budget in excess of $14 million.

Manager Facilities Administration, 1994 to 1999 Directed organizational and functional development of an effective facilities department including responsibilities for real estate, space planning, space inventory, interior design, space standards, and continued responsibilities for office service function.




Carol D. Barnes Page 2

DOREY PHARMACEUTICALS, INC., continued

Manager Office Services, 1990 to 1994

Expanded scope of Supervisor position adding responsibility as landlord/tenant liaison for 300,000 square feet of leased space. Selected, negotiated and provided and final approval for contract services.

Supervisor Office Services, 1984 to 1990

Supervised all building and general services including building maintenance, housekeeping, and waste removal for over half million square feet, in-house printing, mail and courier operations, business relocation services, office equipment, furniture, and records (archives) center.

1979 to 1984 ICOGRAPH CORPORATION, Harrisburg, PA

Manager Office and Fleet Services

Managed mailroom operations, coordination of building services with landlord, office furniture, equipment supplies, minor office space planning, telecommunications, and corporate fleet of approximately 500 vehicles. Developed vehicle standards and training programs for division fleet procedures and driver safety.

EDUCATION - Continuing to pursue Bachelor’s Degree in Management, Penn State Univ. - Concurrently pursuing DISR and ESF Certifications. - Associates Degree in Business, Received 1978, Pitt Community College

AFFILIATION ETSL – Professional Member since 1988 CFMG – One of 20 founding members who formed the association, and was later voted to become Pittsburgh Chapter President

PROFESSIONAL Internal - Essentials of Management Series DEVELOPMENT - Communications

- Selective Interviewing - Decision Making/Problem Solving - Management Methods - Performance Appraisals - Management Processes - EEO Methods/Legality

External - Tradeline Facilities Programs

- ASA Space Planning Concepts - ASA Electronic Records Management - ASA Laser Technology in Records Management



When Your Resume Doesn’t Tell the Whole Story – The Resume Addendum

Sometimes, there is additional information that either doesn’t fit, or doesn’t make sense to include in the body of your resume.

In those rare cases, the best strategy is to use what we call a resume addendum.

The resume addendum is some additional information, related experience, or extra credentials that you want to communicate to a prospective employer, that is simply considered “extra ammunition.”

Obviously, there is an upside and a downside to using this tool, since it’s not “standard” – but the very fact that you’re sending a little something “extra” can be enough to give the impression that you are extra-qualified, extra-interested, or extra- prepared – which is often all it takes to separate you from the rest of a crowded field going after the same opportunities!!

On the next page you will find a good example of what a resume addendum looks like.



GARY HAMEL, PHARM.D.

777 Biscuit Bay Highway Home: (215) 999-9999 Hagersville, MD 20250 Fax: (215) 999-8888 Cellular: (215) 111-2222 Email: [email protected]

RELATED EXPERIENCE

HEALTH SYSTEMS PHARMACY

Part-Time Positions: Jacob Javits University Hospital, Baltimore, MD

1992 - 1995

Clinical Staff Pharmacist

George Washington University Hospital, Washington, DC Clinical Staff Pharmacist

1983 - 1987

RETAIL PHARMACY

Staff Pharmacist Full and part-time experiences at independent and chain retail pharmacies throughout Maryland and the metropolitan Washington DC area.

Experience with the following pharmacy software systems:

• Health Business Systems, Inc. (HBS) • Transaction Data Systems (Rx30) • RCG PharmAssist 3.0

PROFESSIONAL AFFILIATION

Academy of Managed Care Pharmacy (AMCP) American College of Clinical Pharmacy (ACCP) American Society of Health-Systems Pharmacists (ASHP) American Medical Writers Association (AMWA) Healthcare marketing and Communications Council (HMCC) Pennsylvania Pharmaceutical Association (PPA) Rho Pi Phi Pharmaceutical Fraternity




Conclusion: Where to Go From Here

Career change is never easy. It’s like doing combat with an unknown enemy. But imagine how much harder it would be going in unarmed without any weapons, supplies, or resources!

Now that you’ve done all this great work to develop your Ultimate Career ToolkitSM, you need to put the next pieces into place. This involves developing your action plan to mobilize your full career campaign, including networking, interviewing, evaluating competing offers, and negotiating all the details of your dream job – and then locking it in and assimilating into your new position with strength, confidence, and full career focus! There are plenty of good career books and websites with free articles on each of these topics.

You are more than welcome to start at my website: www.careerpotential.com and look under Free Resources > Career Articles.

If you want a complete and comprehensive resource for EVERY step of the career change and job search process, please consider The Ultimate Career GuideSM. (www.ultimatecareerguide.com)

And if you’d like to continue your career success process in a more stepwise fashion rather than all at once, consider The Ultimate Career RoadmapSM and The Ultimate Career CampaignSM, also available from my website, www.careerpotential.com.

To your success,

Ford R. Myers





Words To Work By ...

No man is born into the world whose work is not born with him. – James Russell Lowell

The biggest mistake that you can make is to believe that you are working for somebody else. Job security is gone. The driving force of a career must come from the individual. Remember: jobs are owned by the company; you own your career!

– Earl Nightingale

Three things are needed for people to be happy in their work: they must be fit for it, must not do too much of it, and must have a sense of success in it.

– John Ruskin

Work can provide the opportunity for spiritual and personal as well as financial growth. If it doesn't, we are wasting far too much of our lives on it!

–- James Autry

Inherently, each of us has the substance within to achieve whatever our goals and dreams define. What is missing is the training, education, knowledge and insight to utilize what we already have.

– Mark Twain

I have learned that success is to be measured not so much by the position one has reached in life, as by the obstacles which one has overcome while trying to succeed.

– Booker T. Washington

People don’t succeed by migrating to a ‘hot’ industry or by adopting a particular career- guiding mantra. They thrive by focusing on the question of who they really are, and connecting that to the work they truly love. The choice isn’t about a career search so much as an identity quest.

– Po Bronson

Choose a job you love, and you will never have to work a day in your life. – Confucius

The first essential in a boy's career is to find out what he's fitted for, what he's most capable of doing – and doing with relish.

– Charles M. Schwab

The true vocation of a man is to find his way back to himself. – Hermann Hess

The biggest mistake we could ever make in our lives is to think we work for anybody but ourselves!

– Brian Tracy



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