Deconstructing a Bad Reference

Quality referencing is getting more and difficult to accomplish due to companies being concerned about liability. And yet, referencing is an important hiring tool and career management tool.

There may be times in your career when referencing does not result in you winning the job. At such a time, there is a strong tendency to blame your reference. Think carefully before you do so.

There is something very important called fit. There are different aspects to fit. Personality is one. Work behaviour is another. There may also be more subtle aspects that might not be evident. Fit into a certain sized organization with its corresponding operating realities. Fit into an organization going through a particular kind of change - rapid growth or turnaround being two examples. Fit in terms of the culture of business and the markets served. Fit in terms of the kind of business relationship the CEO or hiring executive wants with their executive. I could go on.

Fit is an important part of job success. Companies want to hire people who can both do the job and who fit. More importantly, you want to put yourself in situations where you are set up to succeed. Fit is a necessary element.

What happened here?

It is very possible that there was a bona fide reason why someone was chosen over you. It may have been about experience, or it may have been about fit. When this happens, I recommend doing nothing about it except moving on t the next opportunity. An experienced referencer asks questions designed to get real information about how you operate. You could have a 100% positive reference from someone, but the information provided may not be what the hiring company is looking for. This is a fit issue.

There are situations where what is coming up in referencing is something you might want to think about doing something about. For example, some executives find themselves blocked at a certain level because of an issue with how they manage teams, or how they relate at senior levels. If you suspect that there is something developmental you can work on, think about doing that.

Of course, it is also possible that someone gave you a bad reference, or a negative part of an otherwise positive reference. It happens. If you feel sure about your reference list, this probably isn't it. However, you can elect to re-arrange who is on your list if you suspect that someone isn't delivering what you had hoped.

If you aren't certain who it might be, and you feel compelled to follow-up, you can try a debrief with the reference. A question like "did any issues come up that might be helpful for me to be aware of?" could uncover something useful and explain what happened. However, if you value your reference, be very careful to do this in a constructive rather than accusatory tone.

Technorati Tags: career coach, career transition, executive search, hiring process, job search

Are You Ready to Take on an Executive Role?

Are you ready to take on an executive role? You need to examine the “Nuances” of breaking through into the executive ranks. Readiness to take on an executive role depends to a large extent on the facts of your career history, the messaging, your in-person presentation, and the opportunity fit.



The Facts: Your career history might result in a dynamic career trajectory, or the exact opposite, one that is scattered, or points to a lack of stability. The facts include the quality of the companies and roles you have worked in as well as your accomplishments therein. The facts also include the reasons for the transitions from job to job. And, if you are moving from being an individual contributor or small team manager, to an executive, the facts should point to evidence of the requisite competencies acquired to take on the bigger role. If the facts point to progressively more senior roles, and solid achievements delivering for your companies, then the facts are in your favour.

Technorati Tags: executive search, job search, career coach

The Messaging: How well have you created an authentic marketing message about your personal value proposition? This means making sense of your experience and translating it into solid evidence as to why the next logical step is a leadership role. Many people have the assets, or a lot of them anyway, but fail to communicate and sell them effectively in their resume, cover letters, networking, and interviews. What you say and how you deliver it are key.



Your In-Person Presentation: Everything else could be perfect, but if there is a disconnect between your goals, your messaging, and who you actually appear to be in person, then you have a problem. You need to walk and talk like an “executive,” but of course, that is a broad statement. It depends on your industry, and what the norms are for leadership roles. It also depends on the company size, stage, and culture. Communication style, interpersonal skills, and other “soft-skills” are of great importance.



The Opportunity Fit: The probability of taking that next step is partially dependent on what you have to leverage. For example, if you have built up serious expertise in a particular industry, then you have more chance of getting that big role in a company in the same or a related industry. The same goes for a specific kind of product, service, operational model, or market expertise. Any of these could be the lever that gets you that next step. The trick is finding the right buyer who will value and pay for that expertise.



The other lever of course is management and leadership expertise. If you can point to a track record of sales management, for example, and other leadership roles, demonstrating that ability to successfully steward a piece of the business, then you have something else to sell.



I could go on. This is about first knowing what you are selling, and second, knowing your market. If you pick a market that matches what you have to sell very well, then your chances of getting that leadership role are increased.

Career Development During the Holidays Series: The Social Phase

Of course, during the Holidays, you have competing demands for your time and attention. Parties to attend. If you celebrate Christmas, shopping and preparation to do. The lead-up to Christmas is a natural time for socializing. While your schedule may be crammed, there is a career development opportunity.

1. Build Ties within your organization: The Holidays are a natural time to solidify ties within your place of work. Let's face it. The bonds between colleagues can get stretched. Difficult decisions. Deadlines to meet. Hectic schedules with no time to kick-back and have non-business conversations with your colleagues.

a.) Your Boss: An important relationship and a major opportunity to hopefully deepen an existing positive relationship, or perhaps, establish a personal connection with a boss that you haven't managed to get to know yet.

b.) Your team: Both with peers and those who report to you, this is a good time to celebrate accomplishments, bond over the hard work you have collectively put in, and have a few laughs. It is a simple thing, really, but it can do wonders.

c.) Friends, Fans & Allies: It is important to have relationships outside of your immediate colleagues. This is a good time to revisit, catch-up, share war stories and plans for the coming year.

d.) People you want to know better...AKA Targets: Perhaps you have made a connection with someone in the organization but haven't taken the step of booking time with this person. A well-placed offer for a breakfast or lunch might be just the thing to take this relationship to the next step.

2. External Networking: Customers. Suppliers. People in the industry and community who it is important to know. This is familiar territory.

Of course, this is all optional. You may choose to be very selective about how you spend your time right now.

Instead of using that time now during the busy season, consider a phone call, or email, booking something for January. Even if schedules don't permit now, it is the thought that counts. A New Year kick-off meeting could work very well.

Friendly reminder: This is a great time to practice those active listening skills. Ask great questions about their year, their accomplishments, their plans for the New Year, and what is important to them.

Career Development During the Holidays Series

The Holidays are not a career development wasteland. In fact, December & January are a powerful time for career development. There are 3 time periods, or natural phases that take place during the Holidays and each phase has its own inherent opportunities. They are:

1. The Social Phase

1. The Reflective Phase

1. The New Beginnings Phase

How can you make the most of the Holidays? I will look at each of these in turn over the next day or two.

Employee engagement discussion transcript download

I have posted on my other site, IanChristie.net a link to download a partial transcript of the Fast Company company of friends discussion group I led on the issue of employee / employer engagement and how career management relates. It was a great discussion over the course of 5 days. The transcript download contains my content as the discussion leader. Please download if you are interested in the subject.