Choose the good boss when making a job decision

I came across great career advice the other day, backed up by research. I have unfortunately misplaced the source. The advice was as follows: 

When you are choosing whether to align yourself with a job opportunity or not (new job, promotion, project), and in particular when you have some choice, pay careful attention to your prospective boss. And when trying to choose between two similar roles, you are far better off going with the person who your best judgment suggests would be the better boss. Even at the expense of a bit of a cash differential. 

So, how do you know if the person is a “good boss?” I gave a bit of thought to this and present the following advice: 

• Use LinkedIn, or ask them directly, to find out something about their career history. Does this person have a career trajectory that suggests they are effective and successful? 
• Looking again at LinkedIn. Does he/she have a healthy amount of recommendations in a 360-sense….boss, peers and subordinates. Recommendations from subordinates that support this person’s interest in developing his/her people while not absolute proof, can certainly be very valuable evidence.
• Has your prospective boss worked for a fantastic boss? Like attracts like. 
• How much leadership experience does your prospective boss have? While little experience is certainly a flag, it need not be a deal killer, all things considered. 
• What do the company / organization names say about this person’s brand? If you see employment brands that shout well-managed, strong people cultures, that is a good sign (making assumptions about their hiring thoroughness and criteria for someone to stay and thrive in that world)
• If you have relationships in the market, use old-fashioned (and discreet) asks among contacts to get a sense of the person’s abilities, style and character. Again, LinkedIn might point you to shared connectsions. 
• What do you need to learn in the next stage of your professional development and what can you learn from this person? 
• Trust your gut - in particular the squeemish, nervous, spider-sense side of you. If something doesn’t feel right, walk away. 

Any additional ideas from your experience?

Inviting to Connect on LinkedIn? Give Context. Please.

Here are some familiar words for users of LinkedIn.com…

I’d like to add you to my professional network on LinkedIn. 

Nine times out of ten, the LinkedIn connection invitations I receive come with the default text above. Granted, it is the fastest way of sending invitations. And when you and I know each other well, perhaps no more is needed. 

For everyone else - loose connections, a person I met once long ago, or strangers, it will not do. 

Give me some context, please. Why would you like to connect? What can I expect from our connection? 

There are two really important reasons to give some context. The first is obvious. You will increase the likelihood that I, or whomever you hope to connect with, will say yes. Here are some ideas for how to handle it: 

You may recall that we met last week at the ______ Conference during the break-out session. I enjoyed our conversation about ______. I thought it would be a good idea to follow-up with a LinkedIn connection so that we can stay in touch periodically. 

We haven’t met, but I wanted to introduce myself because I am fan of your brand and have done similar work in the industry. 

I am a long-time reader of your blog, and have commented on a couple of posts. I would love to add you to my professional network on LinkedIn.

These are reasonable asks and will increase the likelihood that I say yes.  

The second reason is more subtle but powerful. What I have experienced when I invite or accept a new LinkedIn connection is that after the “transaction,” there is silence. Nothing happens.

Isn’t there a space to trigger something? Certainly, we may not want to trigger an action in each case, but it could be a wonderful opportunity and excuse to make some sort of follow-up happen. 

Let’s connect our networks so that we can help each other. Are you available next week for lunch to talk about some specific ideas? 

Is there anyone in my network that you’d like an introduction to?

I was thinking about you today because I met someone who I think would be an interesting contact for you. Let’s connect and I will make an introduction. 

I would like to connect you to my professional network. And specifically, I was wondering whether you’d be able to introduce me to X. We work in the same industry and know some of the same people. I was hoping to make a connection as I am exploring opportunities in this field. May I forward a connection request to you? 

Of course, this isn’t just about using LinkedIn well. There is a subtle art to developing and managing a professional network. How we ask is an important part of being a successful networker. 

If you have suggestions to add or don’t agree, chime in on the blog. It would be great to hear from you. 

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LinkedIn: Tips to Manage Employer Risk

We are using LinkedIn more and more. For executives, managers, and senior professionals it is a personal marketing tool that should not be missed. However, a few recent clients have expressed trepidation about having their profile on LinkedIn when they are currently employed.

Imaginary or Real Risk?

I am absolutely certain that in this big world of ours, there remain many bosses who have not kept pace with the evolution of how people are able to connect online and how some online social networks can facilitate offline interaction. Or more to the point, have not bought into the new realities. That is too bad. But not surprising.

That balance between keeping your head down and not risking the ire of your manager vs. what I call the career management imperative has always been an issue. Most people have erred, in my humble opinion, on the side of caution and not networking too much, if at all.

LinkedIn.com is a business tool, and an excellent representative of online social networking. It facilitates professional networking in addition to recruiting, sales, business development, public relations, market research and competitive intelligence. And of course, there is a strong element of personal marketing and expanding one’s options.

The real question isn’t whether an employer or manager would be justified in reacting negatively to an employee having a LinkedIn profile. I don’t think they are justified, but my opinion doesn’t matter in this case. Or whether there is some risk to using LinkedIn. I am sure there is.

And I suggest that the real question isn’t whether you should or shouldn’t use LinkedIn in the face of this risk. If you have an interest and a desire to manage and build your network, I think you should.

Tips for Managing LinkedIn Risk

 So, the real issue comes down to how you should go about doing it. And with that in mind, here are some tips for using LinkedIn when you perceive that your current boss or employer may react negatively:

1. Be prepared to defend yourself and the tool. Let’s assume the worst. That your boss notices that you are on LinkedIn and hits you with a negative comment or censure. Have your argument prepared in advance. Think about how this can benefit your company and current role. Talk about how ubiquitous a tool it is in the business community. Describe the recruiting benefits and other benefits. Invite your boss to connect with you.
2. Adopt your current employer’s point of view when selecting and editing the content under your current job / employer. Stay focused on the most positive, professional description of what you do. Avoid talking about what you have fixed, changed or turned around in your current role. In fact, you are representing your employer with your LinkedIn profile, so do it well.
3. Provide enough information to make your profile effective. Dig deep on the summary section to paint a picture of your offering to the marketplace (without wording it as if you are looking for work). Don’t skimp on your skills and expertise. In fact, if your boss ends up reading your profile, you may enhance their perspective of you.



4. Don’t select “Career Opportunities” under Opportunity Preferences if you are really concerned.
5. Build a strong network. Yes, a strong and large network may make an employer nervous. But on the other side of the coin…You can show how it can come in handy for competitive intelligence, business development and the attraction of high quality talent to the organization. In fact, use the network in your job in a meaningful way and you should dispel any concerns. The quality of your network increases your value in the marketplace, and for the smart employer, that will make them value you more.

Here’s the reality: You don’t need to advertise that you are open to new opportunities. A strong profile and a strong network have a way of helping you attract and develop leads and opportunities. That is based on what you have done. The organizations for which you have worked. And the quality and size of your network.

So, we will continue to recommend LinkedIn and assist our clients with the development of their profiles.

Social Networking, LinkedIn...I smell something good

First, by way of background, I have been in and around the recruitment industry since 1993. With over 200 executive search assignments under my belt and the fact that every single career opportunity I have had has been relationship-driven as opposed to ad-driven, I have a deep appreciation for the power of the network.

The best executive search occurs by actively sourcing the best candidates for the job, whatever the work situation.

So, along come these social networking sites. I have been messing around and have put considerable time into LinkedIn, it seeming to be the most relevant for me.

I am impressed. And, I have those goose bumps that I get when faced with something that seems to be a profound improvement or change on the way things were done before.

Recommendations: Go figure out which service is for you. And use it. It does take some work, if you are truly going to benefit, but what worthwhile is easy in life.

So far, I am most impressed with LinkedIn (which has a distinctly management+ level to it), but there are others. For finding work, building your brand, building your online resume and collecting endorsements, looking for deals for your business, sourcing employees.

This is truly one of those ground-breaking innovations.