Category Archives: career transition

Why couples need congruent not dual career strategies

Posted on April 29, 2013 | 18 Comments
Create a congruent career strategy

Create a congruent career strategy

The traditional notion of a successful dual career couple  seems to me to be outdated.

I’ve just led a workshop at the #JUMP13 Forum in Brussels on “How to be a successful dual career couple“.  The first thing that struck me was  how confusing this very concept is:

What is successful?  One couple’s perception of success and a dream life  is another’s nightmare. We all have our own ideas of what it means to be successful.  Research carried out by LinkedIn  “What women want at work ” study”  suggests that for women the meaning of success has shifted from achieving a high salary to establishing a balance between  their professional and personal lives

The notion of career:  what does that mean  in today’s world when meteoric  linear careers are a thing of the past and portfolio careers are  more typical.

What does dual mean really?  (Definition  – Consisting of two parts, elements, or aspects)  This can cover a number of set ups:

  • two individuals within a relationship pursuing their own goals.  This is characterised  usually by the woman being caught below the glass ceiling while her partner strides purposefully to the top.
  • both members of the partnership supporting one career:  The Obamas would be a good example of this,  trailing spouses  or stay at home parents who  then have to deal with a parenting gap.
  • One career/one job:  typical of this would be the man pursuing a traditional hierarchical career and the woman compromising to accommodate family needs. This could include accepting a job below her skill set and ability,  or switching to working part-time – both common options for women.

So how can we manage the complexity of modern life coping with conflicting demands on our careers,  relationships and ourselves?

Congruent Careers

I believe we will be seeing more of what I call congruent career strategies  (meaning when careers are in harmony or alignment) , where both careers are considered  jointly and equally. Not just that there are two  separate elements. Focus might indeed switch between the two parts at different points.  The main difference is that this would always be in line with consciously stated and discussed goals and a jointly agreed  harmonious vision,  rather than a reliance on unconscious beliefs and objectives, which is what most of us tend to drift into.

This would allow the pool of educated women to reach their potential and  for there to be shared responsibility for both revenue generation and  family,  split equally between both partners. Men would be relieved of the stress of being the main breadwinners and allow them to be present rather than absent fathers and partners, leading richer and fuller lives.

We all know that our professional and personal lives are very intertwined and problems on one side invariably spill over into the other. Yet they are continued to be viewed separately with unsettling consequences posing difficulties for couples trying to create successful career strategies.

Let’s look at recent  trends

Recent complex, over lapping and discordant  trends tell us that developed economies face aging populations and declining birth rates,  presenting a worrying future for today’s governments.    We  actually need couples to have children to support future economies.  But there are some significant disconnects which indicate that trouble is on the horizon.

60% of European graduates are women and we make up 50% of the workforce,  yet occupy very low levels of senior positions in most developed economies. We carry out 80% of household chores and take 80% of parental leave.  We earn 20% on average less than our male counterparts.    We are creating a demographic that is unfulfilled, dissatisfied,  but above all under utilised.

Choosing the right partner

Sheryl Sandberg suggests that choosing the right partner is the most important career choice that women make. Yet with between  33-50% of marriages ending in divorce ,  many of us are clearly not getting it right.   Our choice of a partner is made at a time when we are least equipped to make sensible decisions:   madly in love and deeply in lust.  Very often the failure to create jointly agreed common goals and to rely on unstated unconscious beliefs  means many couples end up in relationships with people they eventually barely recognise,  let  alone would choose a second time round.   Susan found out that she and her husband had intrinsically divergent parenting values when their son was 14.  This was after more than 10 years of frustration and tension resulting in their eventual divorce.

Challenges

Faced with the challenge of coping with family and professional life causes many women to opt to work at  levels lower than their capabilities,  or to switch to part-time hours  as part of a dual career strategy  (one career/one job model).   This reduces their pensionable earnings,  leaving them financially vulnerable in  later life, another general negative trend lurking on the horizon. Yet an additional reason why a  congruent career strategy would be advantageous to the dual career models.  And of course all this begs the question that the divorce rate might be stemmed with a more conscious and joint approach to career planning in place.  In Belgium 33% of families are now run by single parents,  an increase of 26% since 1991.

Feedback

In the workshop of about 50 women,  it was clear that the burning issues were not just in the workplace.  The conversation focused on how to cope with the practical issues of:

  • corporate cultures and education systems that strongly favour the one career/one job,  or one career/two person models making it difficult for both men and women to find balance
  • the constant battle to avoid doing or managing it all.
  •  finding the time to nurture both their relationships and themselves.
  •  selling the concept to their partners

Many used  professional  language for strategies to deal with issues in their non professional lives.  Low value work  ( a.k.a. ironing), time management,  prioritising,   parent mentoring , unproductive  and lost time ( commuting) and outsourcing

The  use of online technology to make communication more effective was clearly helping:  splitting grocery lists on-line, date nights scheduled into Outlook   and a heartfelt plea for an app to manage family life,  not just those aimed at mothers!   Whoever does this will be a millionaire overnight.

Persuading men

Some alluded to the difficulty of persuading  their partners to engage in a more structured and participative approach to joint career management.   Gen Y are exhibiting a desire for a greater balance between professional and personal life than they experienced with their Boomer parents. All research suggests that married men living with their wives and more involved with their families lead richer lives.  They live longer, are healthier,  happier and  enjoy better sex lives. It should be a no-brainer easy sell!

If the notion of dual career success is changing for both men and women, what we need to see now are the same changes reflected in our work places and government policies.

If you feel your career strategy is out of alignment with your partner’s, check out my programme:  Creating a Congruent Career Strategy. This programme is offered to couples on a face to face basis  (based in Brussels)  or for busy couples  via online webinar coaching with different locations possible!

Contact: dorothy.dalton@skynet.be

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Left holding the baby: Maternity leave without a strategy

Posted on January 28, 2013 | 1 Comment
Left holding the baby: Maternity leave without strategy

Left holding the baby: Maternity leave without a strategy

According to the Economist  (December 31, 1999) the oral contraceptive is  ” the greatest science and technology advance in the twentieth century“. This gave men and women hitherto unparalleled access in the developed world, to widely available and sophisticated birth control.

Pregnancy now is an event that is usually carefully planned.  Well mostly!  It seems that it’s after conception that the planning becomes a bit haphazard! When I coach clients around their maternity leave, it tends to be to deal with a problem on re-entry to the workplace. This can be in any time timeframe from months to years.  Very few women are like  Yahoo’s Marissa Mayer who bounced back within a couple of weeks! However,   I can count on one hand the number of times I  have coached a woman prior to maternity leave.

Small print
Women, depending where  they are located,  could  normally expect to return to a similar position,  at a similar level to the one they held  prior to their maternity leave.   The length of time can vary between countries.  Note well that the phrase does not stipulate ” the exact same job, in the exact same place, doing the exact same thing“.  This small phrase can cover a multitude of possibilities.

It is important that women have put their stake into the ground with regard to their return as early as possible. This is particularly important for senior women who are more difficult to replace on an ad interim basis than those in junior roles. In these cases if organisational shifts are made to accommodate the absence,  then additional  attention is advisable.

What strategies should a woman consider prior to her maternity leave?

  • Understand your company’s policy and  your statutory rights:   Many women become unstuck simply because they fail to inform themselves on maternity leave policies and the protocol for communication  in their organisations or even their legal position.  There can be wide differences from one organisation to another and between geographies.  It would generally be expected that you inform your immediate superior and/or the HR function,  normally in writing. Initially you will  only be able to give an estimate of the timeframe involved until your due date is confirmed.  .
  •  Be part of the cover strategy: If you are serious about your career you will indicate that you intend to return to work.  Make sure you are part of the process to find a replacement or arrange cover. You have the right to change your mind later about your return.  Some women do,  but this is a luxury that many cannot afford.  If you are running a team you should have succession plans in place. If you don’t, now is a good time to start making them.
  • Establish communication lines:  in some countries employers are not allowed to contact employees while on maternity leave. Nor do you want to be caught up in business minutiae while ” topping and tailing” your newborn.  If you are a senior employee, particularly in an operational role,  you will set guidelines with your direct reports regarding how you want to be contacted,  the timing and frequency of the contact and for which issues.
  • Preparing for the unexpected:  Sometimes events overtake everyone. Bosses are replaced, mergers and other organisational restructuring can happen in your absence.  Don’t allow yourself to be sidelined in any discussions if possible,  although this can be difficult if you are in the middle of giving birth and all you can anticipate is the next contraction.  Before you leave make sure you have all key emails and documents relating to your own performance, job description, address book and maternity leave agreements off site or on your own computer. I have a catalogue of nightmare scenarios reported by women whose statutory and contractual rights have been ignored or abused while away from their offices in times of change.
  • Maintaining visibility: At a senior level drifting off the radar is never  a good idea.  During your maternity leave consider scheduling ad hoc attendance at some key meeting, or perhaps a monthly briefing call with your replacement. You need to do more than drop by with the new arrival on your arm.
  • Establish childcare support in advance:  check out childcare options and decide which suits you best. Some crèches and day-care centres  actually have waiting lists. You may want to set up hiring processes for nannies.   Some women are also shocked at the cost of childcare and how it eats into net salary.  Think of this as a strategic long-term  investment in your career.   Also factor in the arrangements you make with your partner  about the distribution of childcare responsibilities. As Shirley Conran said  “You don’t need a pair of breasts to take a child to the dentist.”
  • Plan for contingencies:  Think ahead -  what will you do if your baby become sick or there are other issues? Have back-up plans. Note the plural.
  • Re-entry debriefing:  Prior to your return,  set up meetings with key stakeholders to establish the process you are going to follow for your strategic re-integration. This could involve  discussions on the future role of your replacement who will now go back to a more junior role,  announcements, hand-over procedures, kick-off meetings etc.

Clear communication and managing expectations can support a smooth transition and go a long way to avoiding those unexpected surprises.

What has been your experience?

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Early retirement: Dreams can go sour

Posted on July 3, 2012 | 5 Comments

The flotation of a private international company on the stock exchange made Martin, a long serving board member a multi-millionaire. Within a relatively short period he had access to wealth that wouldn’t put him on any global rich lists, but provided that he didn’t do anything crazy, would guarantee  him the very comfortable life style that most people only dream about – for the rest of his life. He had no need to work again. Ever. He was 47 and jumped at early retirement.

Meet Jean who inherited his grandmother’s property portfolio, selling at the top of the market in 2007 to make a small fortune. He retired from his role as Engineering Director aged 49.

5 years later their dream situations are far from idyllic. Both feel lonely, isolated, possibly even mildly depressed.   Their relationships are under strain. The children are now either in university or working abroad. Friends are at work. Non executive directorships have not materialised. Perfection has morphed into problematic.

When considering early retirement at what is in reality a relatively young age to stop being professionally active,  it’s a good idea to take these factors into consideration:

  • Do you really want to stop work altogether or simply change career?  Sometimes the wish to retire early and not wanting to work at all, becomes confused with an inner signal of a need to do something different. Many people believe that switching direction in late 40s is not an option,  but that is no longer true even in the corporate world. It is always good to discuss the personal aspects of early retirement with a transition professional, not just  financial advisors.  There are many options including becoming an entrepreneur.
  •  Do you have a retirement strategy and goals?  To give up what has been the structure and fabric of your life requires a strategy,  particularly in the medium term. Make sure you have one.  What will you do when the thrill of having breakfast at 1000 at home and wearing pjs all day wears off?
  • Do you have hobbies and pastimes that will occupy your time and stimulate you intellectually? Senior execs who  have taken early retirement  mention frequently the lack of intellectual stimulation as well as the ” buzz” and social engagement they gained from the positive aspects of their senior professional roles. Do you have substitutes? Can you take personal development or other courses,  do voluntary work or acquire new skills?
  • What are your friends doing?  Many men particularly complain  of a buddy shortage. Generally their energy has hitherto been channelled into their careers and their friendship networks tend to be smaller than their female counterparts.  Although the retiree can now go sailing at the drop of a hat or play golf during the week, their friendship groups tend to be reduced and in any case their pals are not available.  Many are now deferring their retirement  dates, so the time when friends become available for week day outings is also likely to become deferred .
  • How is your network?   Networking is a life long activity and particularly for those seeking non executive directorships, a vital component of any early retirement strategy.  Steps should be taken to position yourself in the pre-retirement run-up. Unless you are strongly visible and high profile, these positions will not come to you.   You will have to go after them.  Think carefully before disconnecting from business associations and professional networks and cancelling subscriptions to journals and newsletters. Do you have an online presence? Even if retired I would recommend a professional online profile to maintain visibility.
  • How is your relationship? Many men taking early retirement very often do not factor in the role and input of their partners, leading to unforseen relationship difficulties. Professional women may expect their men to assume a greater domestic role, a foreign assignment for many executives, especially if there are children living at home. Non working partners may feel as though their space and routines have been invaded and resent the impact on their day time previously autonomous schedules.    Many transition experts will also bring partners into any pre-retirement coaching sessions and it’s always useful to prepare your relationship for this next phase of your life.

It’s indeed strange to think that what would be a fantasy for most of us in today’s economic climate, can actually have a downside. Early retirement even with  a sizeable bank balance is not without challenges. Like any major transition professional support and preparation is advisable, especially when the dream starts to go sour.

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Career changers: 30 minute daily strategy

Posted on December 5, 2011 | 6 Comments

Can you afford not to?

For anyone embarking on a job search related to career change and developing what is now called a “personal brand” for the first time, I outline the steps and options involved using social networking. As I do so, I am always aware of two things. Faces turning ashen with panic and then groaning, as clients,  whether individually or in groups, mentally try to calculate how much time this process is going to take out of their already busy day. There is a reason it’s called net ”working” (not net “vacationing”).  It is indeed a lot of work, it does take time and much of it is doing stuff people have never heard of before  (and wouldn’t choose to do if they had!) .

Authenticity
Today,  job search is personal, flexible and strategic. Sadly there is no template or blue print which can be reproduced, although guidelines can be given.  What works for one individual, will not work or sound authentic for another. The whole point of it is also to be unique and stand out, not to be a clone of your neighbour.  The learning process is  intuitive,  as we move away from the old style rigid approach. This does indeed makes life far harder for any job seeker today and it is time-consuming. However,  authenticity is key,   which is why we have to run, stroll or even crawl,  the hard yards for ourselves.

Strategic alliances
As recessionary thinking starts to hit us again after a very brief interlude of optimism,  the job market looks set to shrink.  Economic downturns touch even the brightest and the best. It’s imperative that developing a  personal brand  and raising visibility becomes a daily part of all job seekers’ routines -  before there is a crisis.  Social networking is a great way to supplement and enhance actual networking,  although ( and I stress)  not a substitute for it.

Simple basics
—Select a primary platform  – for most people this should be a professional network   (e.g. LinkedIn, Viadeo, Xing)  to showcase career success stories and background. The largest English language one is LinkedIn for and anyone seeking a career in an international arena,  I would always advise a profile placed on this platform. — As a minimum I would suggest the following activity:

  • Send out 1 update daily to develop your reputation. If you have a blog so much the better,  otherwise any nugget of information that could be interesting taken from the press or other media related to your new function/sector. Twitter is a good source.
  • Post 1 comment in a LinkedIn group related to your target career.
  • Indentify and connect with 5- 10 new connections in your target sector – preferably ones you hope to meet in person.
  • Research companies in your target sector.

Connect with other platforms  – extend your reach via Twitter and Facebook which are becoming fast growing global job boards as the Like, Share and Tweet functions become a quick way to circulate job information. Employers are also strengthening their Employer brand on these platforms and offer increasing opportunities to inform and connect with job seekers. Trend spotters are suggesting that these 2 platforms will change the job search  landscape in 2012.   Although their figures are US-based, Europe is  usually only a few steps behind. Get ahead of the game. Even a British spy agency is seeking code-crackers via Twitter and Facebook.

  • Post content via Twitter.
  • Share content from others ( RT).
  • Comment on or “Like “ a blog or LinkedIn update.
  • Post an update or a note on Facebook.
  • Locate followers and friends that might be helpful to you.
  • Pay it forward  – share any new updates with your peers or other job seekers in your network.
  • Partially automate when you are busy. Bufferapp hits Twitter and Facebook. I would advise not to over do it  – engagement is key.
  • Filter out the white noise of LinkedIn updates using LinkedIn signal 

—One of the advantages of Social Networking is that it’s self scheduling  – so any of this can be fitted  around other activities and in a piece meal fashion. It’s a question of carving out 10 minutes of time, 3 times a day which may make a difference. Yes, initially it might take longer, but as skills are honed and knowledge acquired,  it can be whittled down to become  rapid fire productivity. Eventually you will think in terms of the time this is saving you.

 The real question is perhaps not if can you afford the time,  but can you afford the risk of not allocating those key minutes, in the current economic climate? If you don’t take time to plan now,  you may find you have  more leisure than you planned for  to live with the consequences.

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Posted in adapting to change, career changers, career transition, Facebook, LinkedIn, mba, social media, social networking, Twitter

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Funky or Functional? The USP dilemma

Posted on November 28, 2011 | 4 Comments
Like a string of pearls your skills will be threaded through your life experiences and serve to make you unique

Creating an effective USP ( Unique Selling Proposition ) is key for any job seeker or career  changer. It a major, invaluable tool in the job search tool box and will serve as a basis for:

  • One sentence bio either written or oral
  • Your online professional profile tagline ( 100 characters on LinkedIn)
  • Any introduction (occasion appropriate!)
  • Telephone message
  • Twitter profile ( 160 characters)
  • Job fair pitch  (  MBA, entry-level)

Tough
Dreaming  this up is an agonising process for most of us.  We struggle to find a balance between finding something that is authentic, words that don’t sound fake, crass and pushy,  using keywords for online effectiveness,  but at the same time something that can be delivered verbally,  while conveying a benefit, in an occasion appropriate way. What might sound great in a networking meeting could clear a bar in seconds.  On top of this, we want to sound unique.  It’s really tough. How do we differentiate ourselves from  the thousands of  highly qualified  professionals, entry-level or MBA candidates who might be on the job market?

The following questions need to be addressed:

  • Who are you?
  • What  makes you special?
  • Where and how do you add value?

To achieve this, there is no way of getting around the basic career management and strategy tool of identifying transferable skills and gaining self insight.  I use the CARS method  ( Challenges, Actions, Results,  Skills)  also known as STAR.  I am always astounded by the number of individuals who actually try to create a career strategy without going through this process. But like a string of pearls, your skills and qualities will be threaded through your experiences and serve to make you unique. Tie these into you passion, vision, values and goals for an overall picture of what is YOUR critical make-up  Sadly, there are no short cuts and those that try to do just that, eventually become unstuck.   This means if individuals don’t know who they are and what they’re good at, how can they expect anyone else to know?

Funky or functional?
Some have a gift for personal insight and seem to produce the right words which reflect their personalities: “  dedicated business development ninja” ,   “Pharma Research funketeer ,  successfully combines science ( PhD), business ( MBA) and innovation “,    ”IT Solutions consultant,  marries the achievable with the sublime. “

Keywords
Others are more cautious about being bold with creative vocabulary. They also have a point,  as keywords in this part of  their online profiles generally carry a higher SEO.  Many frequently use a job title or student status, whether because they understand this, or they are simply less creative  – who knows. This is fine of course, but  clearly not unique. It is therefore a good idea to add one or 2 keywords to your jazzy content,  perhaps academic qualifications  ( PhD, MBA) ,  any certifications  (CPA, CIPD, LLM )  or sector titles  (business development, pharma research,  IT solutions).

Career Changers
Career changers can reference a previous career with a target role, function or sector   “  Dedicated business  development ninja (Exec MBA)  aspiring to leadership role “  , ”IT Solutions delivery expert,  marries achievable & sublime,  passionate about  sustainable energy”,   ”Pharma Research funketeer (PhD), business minded ( MBA)  innovative and creative, transitioning to marketing “.    

Organic
Generally, arriving at this short sentence takes a lot of thought and juggling with vocabulary. Research on LinkedIn and check out other headlines.    No one else can do it for you but getting feedback is always helpful. Do others perceive you in the same way as you perceive yourself?  Don’t be afraid to change and play around with your results until you get something you are totally comfortable with, provided of course  that you are not constantly changing your key message, tweaking is fine. It’s an organic process and nothing is set in stone. That is the beauty and a superb advantage of online content, it supports intuitive learning.

But don’t forget, it’s not enough to identify, create and articulate your key message – you have to promote it too.

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Posted in career changers, Career management and transition, mba, USP, Written communication

Walking the corporate tightrope without a golden parachute

Posted on September 21, 2011 | 8 Comments

7 ways to create a workplace safety net 
There have never many guarantees in life as a corporate employee. But now, despite employment protection legislation, there seem to be even fewer. We live in turbulent and changing times and no one is immune.  So it’s not just necessary to be strategic about career advancement, but to always have a safety net in place in case of an unexpected fall. Even minor changes which at one time might have produced a little stumble, might send you crashing to your knees. These could be anything from a promotion disappointment, a take over, a new boss coming in,  or even an economic blip that might  unexpectedly impact results and performance.  No one is indispensable. And sometimes our faces, from one day to another, simply don’t fit. It’s not only high-profile CEOs who get fired over the phone.

Fired
In the last few weeks I have had  two clients, who have been basically, summarily dismissed. For some reason, out of the blue, their contributions were deemed to be below par. Within an hour they have been placed on notice, told to clear their desks and  instructed not to return to their place of employment. Access to their company email accounts and records has been immediately blocked.  Had they committed some grave offence or were guilty of gross misconduct: hit the boss, lot a few  billion,  or sworn in front of a client? No they hadn’t. There seemed to be no obvious reason to either of them, nor was there any traceable record of any ”sackable” offence, or even communicated under-performance. They both had contracts of employment. For some reason they were both surplus to requirements at one given moment in time and were  “let go”, to use that hateful euphemism. Neither were senior enough to negotiate a golden parachute.  

Regretfully, they have both found themselves in a void: hurt, angry, confused and wondering what their next steps could be.  

Commonalities
The take away lessons to both these clients were signficant and there were some commonalities. They realised with that great gift of 20/20 hindsight that when the going was good, they had taken it for granted and had not taken even basic precautions.  Under- performance had been cited in both cases as reason for termination  and in reviewing their next steps,  the only way both individuals could support their own version of events was verbally  and anecdotally.  If considering legal action, this can be problematic.  With future employers it might also be useful to have support documentation to hand. 

 7 Precautions

  • Always store personal professional information outside the office. Both used their office computers for personal use and had not stored key information privately, or as hard copy.  They had no access to vital correspondence on other hard drives,  once access had been denied. 
  •  Always ask for annual goals and targets against which your performance will be assessed in writing. Keep a record of that document or correspondence.  Neither had done this.
  •  Save copies ( in either a personal email account or as hard copy)  of the good stuff! Any positive  feedback or success stories. Once outside the swinging doors, neither had any record of their achievements or access to them, even previous performance assessment documentation where they had received strong ratings.
  • Keep copies of requests for support and document any tricky problems as well , especially the methods you used to overcome them. Neither had  hard or soft copies of ignored  requests for support and advice,  or  any conflicting instructions  they had received. 
  •  Ask for recommendations from peers and superiors within your company  to support your success stories.   These can be posted on an online professional profile for the whole world to see. 
  • Look for a mentor or sponsor within the organisation you can turn to for advice. Both felt isolated.
  • Carry on building an external network.  You never know when you will be unexpectedly on the job market.

This may all seem very cynical, but change doesn’t have to be cataclysmic to produce a massive personal downside in today’s cyclic job market.  Organisations will be equally vigilant in maintaining their records.  Unless you have negotiated a golden parachute  as part of your contract of employment, having a net under the corporate tight rope is simply a basic and very necessary safety measure.  

 You’ve heard of driving defensively -  well  regrettably, although far from ideal,  we now we have to work defensively too.

What other precautions would you suggest?   

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Posted in adapting to change, career transition, challenges, Mentoring, Performance review, Unfair dismissal, Unfair employment, Workplace practises

Criteria for a strategic network

Posted on September 13, 2011 | 15 Comments

It's not important what your strategy is -just that you have one

So what criteria do you use to create your network? Who is missing? Who do you need to add? What strategic alliances can you create?

Although not an open networker, I am a strategic one and I have over time become an advocate of the theory that there is strength in a weak network. I don’t  connect with just anyone and everyone, but I don’t mind if I don’t know the individual personally. That particular connection may not be directly helpful, but perhaps will be connected to someone who might be. Being pathologically curious I am always open to meeting new people.

Everyone will have different needs when creating a strong network. It will depend on age, level of experience and the type of professional activity you have and of course your personality and career goals. It’s not important what your strategy is – just that you have one and it works for you. And it should be effective and support your main goals, rather than a time consuming end itself. It’s not about building up numbers for their own sakes . So what do I look for when I try to extend my network whether on-line or IRL (In Real Life)?

  • Professional connections:  I try to link to people who are well-connected in my areas of special interest: executive search, coaching, career transition, and women’s issues in the workplace.  I aim for balance. For me this is very much related to the sharing of experiences and ideas and intellectual stimulation, as much as their influence .
  • Established and /or senior connections and allies: I look  to connect with some people who are deeply established in their field or holding senior positions in their organisations.  A quiet word from them in the appropriate ear can carry a lot of weight. If you are in any organisation, these are key contacts, especially if you are junior and they will act as a mentor or better still a sponsor and advocate for you.
  • Junior connections:  I love being connected to #GenY in particular. As we get older and more set in our ways we need the energy of this generation to keep us in touch. Even if you are entry-level, there will still be people behind you!
  • Peer connections : these are people doing what you do and can understand any major issues you might have. They might be good contacts to confide in, but be cautious also, you may end up competing against them for work, a contract or even a job.
  • Sector connections: I like and need to stay in touch with different sectors – specific industries and functions, coaching , sourcing, executive search and so on. This is about staying up to date
  • Geographic connections:    I work internationally, so I ask myself the question : have I got all the key contacts in specific locations that I could tap into if needed? Which area needs strengthening?
  • Connectors:  If needed, who will be my  go-to “connector”, the super networker, the person to whom I could pose the question” who do you know?”
  • Local connections:  contacts based in the places where I spend most time. There is no substitute for dealing with people face to face - especially if they are just down the road.
  • Specialists: unless we are all-singing and all-dancing, all of the time, we cannot do without the specialists whose passion and skill makes what they do invaluable. Whether this is the web designer, presentation expert, DIY fiends or even a walking restaurant directory.
  •  Information generators:  some people like to be totally up to the minute and they save us all a lot of time researching current events and developments.  Do you want to know something obscure? Then these are your go-to people.  We all need a few of those fabulous time- savers in our midst!
  • Devils advocates :   I’m very opinionated, so other great additions to my, or any network, (even if you are not) are the ones who will challenge the flaws in your argument! Definitely track down a few of those. It’s not good to surround yourself with clones of yourself.
  • Social connections: we all need to have fun and very often people we know socially have  the most surprising connections. Some are just plain likeable!

Who would you add? Let’s connect:

@DorothyDalton

Dorothy Dalton

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Posted in Career management and transition, career transition, job search strategies, LinkedIn, networking, recruitment practises, strategic alliances, strategic networking

Job search: Are you missing in action?

Posted on August 23, 2011 | 6 Comments

Off the radar

Getting on the job search radar!
I have spent the past week with two different women, of two different ages. Their backgrounds could not be further apart. One is a young graduate, seeking entry-level employment, the other a woman in her 40s, with extensive supply chain and procurement experience, as well as an MBA. She has taken an eight year parenting break, relocated internationally with her husband and is now dealing with the inevitable challenge of explaining motherhood and her CV gap.

Both want to enter the workplace. Both are struggling. Both are drifting off the job search track and are M.I.A. Despite feeling they had nothing in common, even just idle chat reveals the numerous common elements. Not only were they simply failing to get the jobs they wanted ( when they could even find a job they were interested in) they were receiving no response to their CVs, sometimes not even a rejection letter.

Back on track
All job search candidates regardless of age, gender or time in life need to have some basics in place, so here are some easy tips to get back on track:

  •  Identify and articulate transferable skills. It doesn’t matter how you do this but this is a critical exercise, taking time and thought. I repeat my mantra – if you don’t know what you’re good at, how do you expect anyone else to know? Recruiters and hiring managers are not telepathic and don’t have the time to drag it out of you.
  •  This basic but critical exercise leads to the creation of an effective mission statement and elevator sounds bites. CVs should stop disappearing into cyber space and interview performance will be strengthened. If there is any hesitation in delivering your USPs – practise and practise again!
  •   Establish and develop a professional online presence. This is vital for anyone, male or female, young or old, entry-level or transitioning. Failure to do this is tantamount to professional suicide. The entry-level woman had received no advice from her university careers advisor to create this type of profile, which in my view is a scandal in itself! Careers advisors – read my open letter! The older candidate needs to resurrect and tap into her existing network from her days as a professional woman and connect with them virtually on platforms which simply did not exist when she was in the workplace ( LinkedIn, Twitter, Google +) This small step shows you care about your professional image and that you are current in your approach. Your LinkedIn profile url can also be used in an email signature or on other online profiles as a way of extending the reach of your CV.
  •  Create a modern CV with targeted keyword usage. Their current versions are probably not getting past ATS ( Applicant Tracking Systems) or coming to the attention of recruitment sourcers. 97% of CVs, it is maintained, are not read by a human eye! Once again this could account for a failure to obtain an even a first interview.
  •  Most jobs (estimated at 85%) are not advertised. Creating a strong online presence and strengthening a personal brand will drive traffic to your professional profile. It’s no longer about looking for a job – it’s also about raising visibility to ensure you are found. Many jobs are also only advertised on LinkedIn.
  •  There is no substitute for strategic networking at any age and stage. No matter how young you are, or how long it’s been since you were in the workplace, we are all connected to someone! Have some simple, but good quality business cards printed – you never know when you need them! Connect and re-connect. Join networking groups and professional bodies especially if any membership has lapsed during a career break.
  •  Be active. Inactivity is not just a barrier to getting top jobs, it’s a barrier to getting any job! It’s also a great way to beat negative thinking, and maintaining your confidence, vital in job search. It also gives you data to monitor, from which you can make any changes to your job seeking strategy.
  •   Tweak those strategies . Don’t panic and especially don’t be afraid to change. Nothing is set in stone and what works in one set of circumstances may sink like a lead balloon in another! Be flexible

But most importantly never give up. The estimated time to get a job is reported to be on average a minimum of 7 months currently. If you carry on struggling – seek professional help. It will be worth it in the long-term!

Good luck!

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Posted in #Gen Y, Baby Boomers, career transition, Careers Advisor, challenges, Confidence building, CV writing, elevator speech, Entry level, Entry level CVs, Executive search, Gap years, LinkedIn, mba, Millenials, mission statement, networking, Personal Brand, recruitment practises, resilience, strategic networking, Trailing spouse

Why Gen Y need to plan ahead

Posted on July 7, 2011 | 5 Comments

Gen Y: Career Strategy and Longevity

Career strategy and longevity
I spent the weekend socialising with a crowd of fabulous people all substantially younger than me. It’s graduation season and there was some exhilaration and some angst. Some results were better than expected, others disappointed. A few already had devised strategies, other’s hadn’t. One thing for sure is that any future career will not be defined by today’s degree results. There are many choices to be made and none are set in stone. They were looking for pearls of wisdom and I’m not sure my thoughts, one in particular, were what they wanted to hear. This generation needs to prepare, not just for a physically longer life, but a potentially more extended working career than its parents.

§ Longevity – Born in an era of a global gradual ascendancy of wealth, this generation has for many years been protected from their futures by their affluent “boomer” parents. It is only during the recent recession that their bubbles have started to burst. It struck me that career strategy for this generation will consciously need to start factoring extended longevity into the mix, more so than mine ever did. Not only will Gen Y outstrip their parents in life expectancy, predicted to be a minimum aged 80 on average, with typical projections of 87 for a man and 88 for a woman, many can expect to live longer.

Not unsurprisingly, clutching a graduation diploma, the last thought on anyone’s mind is a picture of themselves with false teeth, thin hair, liver spots and a walker.

§ Building a career that facilitates a longer working life , or at least into the late 60′s or early 70’s. Education will no longer stop at graduation and personal development and the acquisition of new skills will be ongoing. Flexibility and multi-skills will be key. On the plus side, the drive to get on a corporate ladder will be reduced, but on going commitment to personal development will be vital. Creating a portfolio of transferable skills will be the new mantra.

§. A need to save – Unless there is a sizeable inheritance in their futures, as pension plans both state and company reduce, Gen Y will need to be prepared to save an increased significant proportion of income throughout during a career. The Chinese save approximately 40% of their income. With high unemployment in this demographic and higher student loan payments, many young people will be saddled with debts into their mid 30s.

§. Opt for a simpler, low-cost life. As part of one of today’s largest consumer groups many are used to having it all, now. But on top of that, every day life requires more gadgets than ever before ( mobile phones, lap tops, internet accessibility and more) which eats into their pay cheques and reduces an ability to save. This is in stark contrast to my own graduation where apart from my books, all I possessed on leaving university, was a kettle and a few cups.

§ Protect their health - with obesity rates and associated diseases spiralling, this generation will have to consciously protect its health, perhaps more so than any other, with such a strong need to be economically active longer. Another interesting spin-off might be in our knowledge based economies, more sedentary jobs could become reserved for older demographics who are no longer physically able to carry out certain functions.

With a declining birthrate and fewer younger people supporting an aging population, will jobs requiring physical stamina start becoming economically more signficant and pay prime rates? Could we envision a situation where a young builder will be considered as, or even more valuable than an aging banker? Now that would be fun!

What do you think? What career advice would you give the class of 2011?

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Posted in #Gen Y, Baby Boomers, career transition, Lifestyle management, Millenials

What is your career sine? New take on career strategy

Posted on June 21, 2011 | Leave a comment

What is your career sine?

Career ladder or lattice?
Our society is evolving at a phenomenal pace. Technology has brought about changes that even 15 years ago we could only have dreamed about.

New trends
Think tanks are predicting labour shortages in key sectors, pension plans and a default retirement age are likely to be pipedreams for the next generation. Many will have to work until the age of 70.

Family structures are changing and with almost 50% of marriages ending in divorce, the nuclear family is disappearing as the cornerstone of our industrial culture. The number of highly educated women in the workforce is at its highest level. Whether quotas are voluntary or enforced, there will be an increasing number of professional women at senior levels. With the rise of single parent households and expected extended longevity, pursuing a career will no longer be a question of choice for most women, but a case of economic necessity.

Men are now expected, and want, to play a stronger role in childcare, while single parent fathers with joint custody agreements are no longer as free to assume traditional roles and commit to their careers in terms of availability and mobility.

Burnt out executives are opting for mid-career gap years while they are still healthy.

Gen Y have a different expectations to their parents about what they want from corporate life. Research indicates that they may have as many as 10 different jobs before the age of 40. Large numbers are heading home to Mum and Dad, as the post college traditional rite of passage to start their own lives becomes unaffordable, creating a new group of “Boomerang Kids “. It has been suggested that Millenials might not be fully independent of their parents until their late 20s. With a working life that might end at 70, that still gives a career spanning 40 years.

Work and life are morphing into a single continuum as hi-tech communication allows us to blend the two spheres. Work is no longer another place, or even a fixed and regular time. Now, work is what we do, when we need to, or even when we want to.

Life long learning has become a necessary part of an ongoing process to stay current in our ever-changing world, rather than a night of relaxation in classes to learn a spot of DIY or holiday level language skills, after a hard day at the office.

Job hopping will cease to be a pejorative term associated with an inconsistent and unreliable work ethic, but renamed multi-direction career strategy.

In short, society is changing and the work force has shifting requirements. But is the workplace and our current leadership keeping up fast enough? I do wonder.

New Approach
I was interested to read research and a new approach to career strategy from Deloitte called Mass Career Customisation. They maintain that ” The end of traditional career paths and work patterns is upon us.” And I would agree. Anyone who is tapped into this sector has been aware of this for a while and this might seem to be stating the obvious. But issues assume a different complexion with a big multi national consulting organisation behind them, rather than a few bewildered bloggers at ground zero, scratching their heads in collective wonderment. Not only is there is a name to what we are seeing but there is a solution – also with a name!

What many of us have been observing is that we are entering an era where core elements such as workload allocation, employment location and roles are being reviewed by both employers and potential candidates in trade-off situations. Key to the Deloitte MCC philosophy is the credo that individual priorities change over time and that ” multiple views of success are affirmed through recognition of results and value created … contribution levels ebb and flow along with personal life stages”

The end of career ladder?
So are we seeing as the Deloitte approach suggests the end of the traditional vertical career ladder but an ” undulating journey of climbs lateral moves and planned descents” which they call a career lattice? I think so.

I was involved in a recent executive search where the wife of a leading candidate was employed in a senior role tied to a specific geographic location, which made family relocation impossible. Maybe even 3 years ago, his candidacy would have been ruled out as untenable. Today the question is ” We value and need this skill set. How can we make this situation work?”

Companies which are prepared to bring this flexibility of thinking and demonstrate empathy with the driving forces in today’s workplace, which alone would indicate that they are in tune with the shifts in society’s culture in general, will find themselves I believe, one step ahead of the game.

Check out your own career sine. Click here to complete the Deloitte MCC interactive test.

What have you learned?

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Posted in adapting to change, Career management and transition, career transition, Diversity, Divorce and talent management, Leadership skills, recruitment practises, Workplace flexibility, Workplace practises

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