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Try Searching Instead of Planning for Career Success - Anne Zelenka

Instead of planning your career top down, you might find a bottom up search process more effective. Planning works for well-defined and well-understood situations — for example, following a well-trod career path such as medicine or law. Searching relies on trial and error and adjusting your actions based on what’s happening moment by moment. Searching can be more effective for new and uncertain contexts such as you find on the quickly changing web.

This week’s tip was inspired by an uncommon source: journalist Virginia Postrel writing on aid provided to developing countries. She points to an Atlantic article by Sarah Chayes about U.S. funding agencies’ lack of interest in providing help with a small-scale development effort in Afghanistan.

Postrel says, “Aid agencies reward ‘planners,’ who work from the top down, while effective aid requires ’searchers,’ who rely on trial and error and local knowledge.” In that case, the local knowledge includes understanding of current micro-level cultural and economic factors.

In the case of web work, you will also need to use local knowledge — knowledge of whatever field you want to succeed in as well as understanding of the financial constraints and opportunities you face. One great way to get that local knowledge is through action and experimentation.

To use a search strategy to move forward in your career, take small steps towards what you think you might like to do (and what might reward you financially), stopping and checking often to see if you’re getting the results you want. When you search, you’ll spend relatively more time acting and checking results and relatively less time setting goals and trying to predict an uncertain future.

Do you resonate with the idea of searching? Or are you more of a planner?

Lily is a lovely, talented graphic designer who works for a vibrant top design studio downtown. Only a few weeks after she has started, major clients begin requesting to work with her. They like Lily's fresh creative approach, her friendly appearance and willingness to go the extra mile to achieve outstanding results for them.

Lily has each reason to be proud and happy. However, she's getting more and more tired, depressed and frustrated, loosing enthusiasm for her job. Why? Lily has noticed that while her colleagues are working at two, maximum three projects at a time with at least one assistant by their side, Lily often has to manage up to five projects with no assistant at all.

“I don't know what to do”, she sighs. “Sometimes I begin work at 6 am and stay until way after midnight. But no one seems to notice, let alone care.” To her it doesn't seem fair after all the good work she does and she’s eager to find out how she could bring the topic up in a conversation with her boss without sounding too desperate or angry.

By the way, Lily's boss appreciates her and often commends her youngest and most successful designer in front of clients. When asked how Lily reacts to those compliments, her answer doesn't come as a surprise to an experienced career or communication coach: “Mostly I say: 'It was nothing' or 'It really wasn't a massive deal'. I don't feel comfortable if she makes such fuss about it.”

Tell me, if you were Lily's boss would you ask Lily whether she needs any help when apparently she achieves great success single handedly even when working on multiple projects with tight deadlines? My guess: you would not and that is exactly the clue to solving the problem. If you work hard and deliver good results you need to learn to speak about them or they’ll go unnoticed.

It's a very common phenomena observed when people complain about not getting appropriate rewards for their hard and obviously successful work: Lily - like many other professionals , in particular women - trips over her own modesty. When we were children we were all told not to show off our accomplishments. We were taught to be modest. Fair enough! No one likes people who boast with their achievements.

However, if you take this childhood lesson as seriously as Lily, you might not get where you want to - especially in your career. If you want to get a superior job or your well deserved promotion, try this:

# If you work hard for your success, simply state so calmly and friendly and no one will take it as showing-off.

# If someone congratulates you, look him or her straight in the eye, smile and say: “Thank you. Yes, it took me many hours and weekends to complete the project. I'm really proud of the outcome and I'm very happy that you appreciate it.”

# Delete sentences like “It was nothing” forever. Never ever downplay your success. If you downplay it everyone else will.

Workplace has become a fast paced and competitive place. If you want that your success is being noticed you need to promote yourself. The good news is that you can learn how to do that even if you're the kind of person who likes not to stand in the spotlight. How? Get a communication coach who will show you simple and easy-to-use techniques how to talk about your successes while feeling good about it. Enroll in a course that's specialised in the art of effective but subtle self-promotion where you'll find great ideas and also like minded people.

Good work resulting in excellent outcomes is worth to be talked about. And so are you! Take action! Get your credits, get your promotion! You deserve it!

Claudia Raab is an internationally experienced journalist, communications professional and as director of Raab & Raab Performance Consulting.

DO trim your resume back to the most current 10, 15, or 20 years. Your resume is a marketing document. It is NOT an autobiography. Readers want to know what you've done recently to add value in the companies you have been associated with. Skills, experiences, and achievements from 25 or 30 years ago or more are almost certainly irrelevant at this point. But, if those early experiences are still relevant, you do have options…

DON'T be afraid to mention early experience that’s still relevant. Just don't mention the dates associated with it. You might select to highlight the undated achievements or qualifications in the summary profile section of your resume. Or, another effective strategy is to summarize that experience at the end of your resume. Your description should be concise. Just one or two sentences that begin with the words “Additional experience includes…” will usually suffice.

DO be creative and strategic in how you list employment dates on your resume. Don't feel locked in by the traditional way of including dates. For example, I recently worked with an executive candidate who had three years with his current employer but more than 35 years of progression with his last employer. Traditionally, on a resume, you would show the total span of years with each company and then the dates in each position (illustrating progression). But this method clearly wouldn't work for this client because he began working for that last employer sometime in the mid 1960s - a date that we didn’t want to include on the resume. So instead, we left off the total dates with each company and just listed dates in each position, going back approximately 15-20 years. Like this:

Employer 1, location

Current position (20xx - Present)

Employer 2, location

Position a (20xx - 20xx)

Position b (19xx - 20xx)

Position c (19xx - 19xx)

Position d (19xx - 19xx)

** Additional experience includes…

DON'T leave dates of education off of your resume unless you've a good strategic reason to do so. One of the most common errors that I see are dates of education left off the resume when they should not be left off. For example, if you earned your degree 15 years ago and began working in your current career track the same year, you’ll actually raise questions about your age by not including your degree dates. The dates on your degree tend to shut the “loop” and eliminate age-related questions in the mind of the resume recipient. But if you leave the dates off, the recipient will assume you're hiding your age and are older than your work experience indicates. On the other hand, if you have shortened your resume to the most current 10, 15, or 20 years, and your most current degree was earned earlier than a year or two before that cut off point, it is probably in your best interest to leave the dates off the resume.

DO be proud of your age and the associated experience and perspective that you bring to your employers. Although - in most cases - you should not emphasize and draw attention to your age, do recognize that you bring to the workplace a value offering unmatched by your younger competitors in the job market. Your self-assurance and confidence will encounter in your resume and during interviews.

DON'T forget to fill your resume with accomplishments and results that illustrate your personal brand and the unique promise of value that you bring to the workplace. Position yourself for the position. Demonstrate through past accomplishments and value add that you are the perfect candidate for the job. When your resume is filled with accomplishments that illustrate you will deliver a strong return on an employer's investment in hiring you, your age will NOT even be an issue.

DO create a resume that showcases achievements that illustrate the traits most valued in older workers - your credibility, your depth and breadth of experience, your judgment and decision-making abilities, your range of professional contacts, your work ethic and reliability, your emotional stability, and your commitment to company goals. Subtly, in your resume and cover letter, touch on achievements that illustrate a high energy level, strong technical skills, and adaptability to change.

Nationally certified resume writer and career marketing expert, Michelle Dumas is the director of Distinctive Career Services LLC.

8 Signs It's Time to Look for a New Job

Short of being handed your walking papers, there are often telltale signs that it's time to look for a new job. You haven't been promoted since the Clinton administration. The most exciting assignments are routinely handed to your peers or underlings. Your desk keeps moving farther and farther from where the action is.

But some indicators are less obvious, such as subtle shifts in an IT organization's structure that can result in career stagnation. A variety of career experts, headhunters, recruiters, CIOs and IT staffers shared their takes on when it's time to move on.

1. Your role has become marginalized.

If you're being bypassed for promotions or interesting assignments, or they're consistently being offered instead to IT workers in subordinate positions, “that would be an obvious sign,” says Robert Rosen, CIO at the National Institute of Arthritis and Musculoskeletal and Skin Diseases in Bethesda, Md., and a past president of Share, an IBM user group in Chicago.

Often, the handwriting is on the wall. You just need to cease, step back and read it. “If you feel like you're no longer contributing, there's a good chance you might not be,” states Frank Hood, CIO at The Quiznos Master LLC in Denver.

2. You've stopped growing.

“If you're not learning each day, if you're not doing new things, and if you're not improving” it's time to move on, states Sara Garrison, senior vice president of product and solutions development at Sabre Holdings Corp. in Southlake, Texas.

Red lights should be flashing if you've effectively been in the same role for two or three years and haven't taken on any significant new challenges during that time, states Umesh Ramakrishnan, vice chairman of CTPartners, an executive recruiting firm in New York.

3. You're missing from the large picture.

Most CIOs assemble a road map of where they intend to take their organizations over the next 12 to 60 months, including the top IT/business projects they plan to work on, notes Joe Trentacosta, CIO at the Southern Maryland Electric Cooperative Inc. in Hughesville, Md. So, if there are a lot of upcoming projects that don't include your area of expertise or in which you figure to play a minor role at best, “that's a warning sign,” he states.

Further, if you've been relegated to a commodity-type IT function that offers little value to the organization or can easily be outsourced, “it's time to move on to a new opportunity,” states Hans Keller, chief technology officer at the National Aquarium in Baltimore.

4. You're being excluded.

If you're a CIO or other senior IT manager, the warning signs can include not being asked to participate in new business decisions or being excluded from formal or informal executive committee meetings, says Craig Urrizola, CIO at Saladino's Inc., a Fresno, Calif.-based food distributor.

The view is equally bleak if you're an IT staffer whose input on new projects is no longer requested or is sought out on just a limited basis.

5. Your level of influence is waning.

A CIO certainly has more clout within an organization than a network engineer. But all IT professionals possess some level of influence within their work teams or at least among their own peer groups. If you see your powers of persuasion shrinking, it's time to move on, Keller advocates.

6. You no longer enjoy the work.

“Someone once told me that we're not here for a long time; we're here for a good time,” states Michael Nieset, managing partner for the technology practice at the Cleveland office of executive search firm Heidrick & Struggles International Inc. “Sometimes people stay in suboptimal situations because it's comfortable for them. You've to take control.

“If you're not excited about the projects you're working on, fix it,” he states. “If you're wholly engaged, passionate about what you're doing and doing what you're good at, you'll be fulfilled and rewarded accordingly. “

7. Continuous improvement isn't part of the mantra.

Sometimes there are organizational changes — or lack thereof — that you should regard as career alerts. These include stagnation within a corporation or an IT department. If your IT organization has been using the same application-development techniques for 15 years and has made no effort to update its approach, “then something's wrong,” states David Van De Voort, principal consultant at Mercer LLC in Chicago. If your company is unwilling to invest in continuous improvement processes such as CMMI, ITIL or Six Sigma, it may be time to seek a company that's, he adds.

8. Greener pastures truly are greener.

If you've reached a crossroads where you've become disenchanted with your employer for one reason or another (long hours, infrequent promotions, career malaise, etc.), and you've received a job offer from another company, it might be the right time to jump ship. “In situations where things don't fix themselves — if you hate what you're doing, or you're not proud of what you're doing, or there's an issue you need to speak to your boss about but you don't because you know it won't do any good — that's when it's time to look for a new job,” states Joel Reiter, an application analyst at U.S. Bancorp in St. Paul, Minn.

In this situation, however, be certain that you're not jumping out of the frying pan into the fire. Make sure you're moving toward a good opportunity and not just moving away from one that has gone bad.

These days, many companies anticipate you to send an electronic resume and cover letter instead of mailing them. It's faster and easier for both the employer and the employee. While this is done for several reasons, the main reason is that the number of resumes, especially for virtual positions, is usually very high. In order to cut down on the time it takes to process each applicant's resume, companies have resorted to using on the web resume databases or instructing applicants to email resumes to one person in the office in order to save time and find the right person for the position as quickly as possible.

Creating a Virtual Resume

Creating a virtual resume is similar to creating a traditional resume. While you should include all the basic sections in an electronic resume, you might need to format it differently so the document isn't a jumbled mess when the hiring manager receives it. When creating your resume, you should create four different versions of it - a standard print version, an e-mail version, a scan-friendly version, and a plain text version. By creating different formats all at once, you will save yourself a lot of time when applying for virtual positions.

The standard print version can be used when companies specifically ask you to send one to their offices, or when you’re turning in an application in person. An e-mail resume is a easy version that does not include bold or italicized headings. It is more straight-forward with simple headings that indicate a new section. If sending an email resume, always check it first before sending it. If duplicating it from a word processing program like MS Word, you might need to modify it to fit the email program you're using. Changing the font size, style, and making sentences shorter are common ways to make an email resume more appealing.

A scan-friendly version of your resume is also less complex than a standard print version. You should remove bold or italicized headings because those can appear blurry or faint to the reader. Plain text versions should be composed in MS Word or other word processing program so you can check for grammar and spelling errors. You can easily cut and paste your completed resume into MS notepad or other plain text program. You can use this version when uploading your resume into a company database.

Sending Your Virtual Resume

Always follow the company's instructions when it comes to sending a resume. If the company wants you to send the resume in an email instead of an attachment to the email, make sure you do so. As a potential virtual employee, you need to show employers that you can follow directions.

Always include a cover letter in your email. This should be your standard cover letter. It is considered unprofessional not to send a cover letter.

Before sending the email, check to make sure you're using the correct email address. If the company asks you to use specific words in the subject line, do so. If not, use the job title in the subject line.

When uploading your resume into a company's database, make sure that you include keywords that are relevant to the job position within the body of the resume. Use words from the ad, the title of the position, or other words you feel are applicable. Don't grant your resume to become lost in the system, take the time to find keywords that'll make your resume stand out.

Keep in mind that electronic resumes are much easier to discard if they’re not formatter properly. Depending on the number of responses a hiring manager receives, they might discard all resumes that are formatted incorrectly before reading them just to make their job easier. Make your resume stand out by sending a professional document that has been edited and formatted correctly.

Melissa Brewer is the author of The Little White Ebook of Homeshoring Jobs, a complete guide to work-at-home call center employment.

Coaching can aid in changing jobs, growing business

For many middle-aged workers, the desire or the need to change jobs is commonplace. Whether brought about by downsizing or a growing dissatisfaction with the trajectory of their careers or industries, many baby boomers have made a job switch or want to.

That has led to a boom in the number of career and life coaches, whose mission is to help those unsure of their next career step analyze their aptitudes and get back on a career track.

But not all of them possess all the skills to be effective.

Intimate-apparel executive Nancy Fox hired a career coach after she left the bra business almost 10 years ago. After meeting with her coach and taking some training courses herself, Fox decided to start her own home-based coaching business, Fox Coaching Associates in Mamaroneck.

After some early struggles, Fox learned she had a talent for bringing people together, introducing her clients and colleagues to one another.

“I found a way that makes it enjoyable and painless,” says Fox, who works with attorneys, accountants and other professional-service providers who, she states, don't like to sell. “They hate it, and so do I,” Fox states.

Accountant Barbara Lane, a partner at the White Plains office of Citrin Cooperman & Co., states one way Fox has helped her is in presenting herself to potential clients.

Rather than simply telling them that she's a tax accountant, Lane may, for example, explain how she recently helped a client.

That can help spur a deeper and more robust conversation, whereas simply telling someone that you're a tax accountant can be a conversation killer, she states.

“It kind of turns them off,” Lane says. “It's like telling somebody you work for the IRS.”

As a Citrin Cooperman partner, Lane pays Fox about $500 a month for her coaching services.

“But it was very useful,” Lane states.

Coaches in the United Says earn an average of $52,478 a year and account for slightly more than half the $1.5 billion in revenue generated worldwide by coaching, according to the International Coach Federation, a trade organization.

The ICF has about 7,000 members in the United Says and more than 13,000 worldwide. Record-keeping firm PricewaterhouseCoopers estimates there are 30,000 coaches worldwide.

Typically, coaching is a second or third career for many people, ICF states. Workers might have been an executive, consultant, trainer or teacher, or in counseling or a health-related field, with the majority, 53 percent, holding a master's degree.

One critic of career coaches states they often miss the mark when it comes to providing realistic career-transition services.

“In other words, they're very pie in the sky,” states Barry Miller, manager of alumni career programs and services at Pace University, which has campuses in Manhattan, Pleasantville and White Plains.

“You have to translate it into people's financial needs; what is available in the marketplace; and how accessible that marketplace is to that transition,” says Miller, who is also a private career consultant.

He states many coaches go into coaching because they've expertise in a given field.

But that doesn't always mean that they are aware of all the resources available to jobseekers or those professionals looking to build their business or careers.

One example, Miller notes, was one female information-technology professional who began coaching IT clients but wasn't aware that there was an organization known as Women in Technology International.

A good coach needs more than empathy, Miller states.

Though not as critical as Miller, Fox knows that some coaches don't have all the requisite skills necessary to be effective.

That's one reason, she says, there's been a “huge shakeout” within the industry.

“A good coach knows not only what's going to aid a client in terms of what they're looking for,” Fox says, “but also put them on the right path to find structures to help them fulfill their goals.”

Surviving the First Week in a New Job

Starting a new job can be daunting for anyone, regardless of experience or rank. The first week, when it is most important to make a good impression and set a precedent for how you’ll manage your team, can be especially difficult.

You can easily view your first week as a hardship—something to be endured before you become a full-fledged team member. Or you can approach it with a positive perspective, taking the chance to establish your presence on the team and give your colleagues an idea of how you intend to operate. This way you won't just survive your first week; you might also find it enjoyable and rewarding.

There are several things that you can do to prepare for your first week in a new job and several techniques you can employ once on board to build a strong foundation for your future with the company. What You Need to Know What if I'm given something to do that I don't feel ready for?

Even managers can find new positions daunting. Different companies will have different role descriptions and expectations of their managers, which means that it is likely that elements of your new position will be new to you. In the long run, it pays to accept that you'll not necessarily know how to do everything or know the company inside out, when embarking on new employment. Don't be afraid to admit your limitations; managers who propose to be superhuman only succeed in alienating employees and raising expectations that may not be realized in the long run. Don’t be afraid to ask for clarification and help from those around you; even asking questions of the people you will be managing does not have to be out-of-bounds. In fact, by doing so you might find that you easily build good relationships with your staff as you demonstrate that you value their experience and knowledge of the job. It can also allow you to gauge which of your team members are enthusiastic and willing to help and which might harbor resentment. How do I develop an employee/manager relationship when the people I'm managing have been there so much longer than me?

Remember that you’re there to manage and to lead your team and not necessarily to do their job. Ensure that you take on the role of manager as soon as you enter the company, but respect the experience of your staff and let them know that you value that experience. How do I deal with difficult or resistant staff?

Demonstrating that you respect the knowledge and experience of the staff you will be managing will go a long way toward ensuring that they feel comfortable working with you, and in turn they'll respect you as a manager. Ask them questions and involve them in your orientation during your first week. Try to relate to each member of the team individually during the week and observe how they react to you in your new position. Building up individual relationships with each team member can help you to negate any resistance they might have to the introduction of a new and unknown manager. Relate to your staff on a personal level and let them get to know you as a person in order to dispel any predetermined negative expectations that they might have built up in anticipation of your arrival. Any longer term resistance will need to be dealt with appropriately if and when it occurs. How do I deal with the legacy left behind by my predecessor?
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