Archives for February 2017

How to Succeed in Going Global [Infographic]

February 23, 2017 by Contributed Post Leave a Comment

When a business has plateaued their growth in a local or national scale, the next logical consideration is taking the company to a global market.

This often requires a big leap of faith.

And if you’re not careful, it could result in significant losses and bruised reputations. It isn’t unheard of with large corporations going multinational and falling flat on their face – losing billions in the process. And sometimes damaging their brand on the home front.

If you’re going to take your business to a global level, you need to do your homework first. And calculate how likely it is that your company will succeed on the global stage.

Not understanding the differences between doing business domestically versus overseas is the number one reason businesses flop in their attempts to go global.

Cultural differences, and the resulting consumer behavior in other countries is likely to differ greatly from what you experience and deeply understand in your home market.

So you’ll need to forensically study any market into which you’re hoping to expand.

Before you jump in blindly and start tackling your global launch remain cautious and get laser-focused.

Concentrate diligently on a small pool of foreign markets at first, instead of casting a wide net and trying to to far too fast. You can read this post regarding market development and grants for more info.

It will also take much patience; a return on your investment won’t sprout overnight. To be effective in any major expansion effort you need to be in it for the long-haul. Anything less that that and you’ll get clobbered by the competition.

For more details check out this infographic from All Finance Tax (http://allfinancetax.com/corporation-tax-returns/). It offers a comprehensive overview of pointers for businesses considering global expansion. There are numerous case studies of companies who have gone before in trying and failing to become a worldwide success, so instead of adding your business to that unenviable long list, take the time to evaluate all the pros and cons of going global before you take the plunge.

Enjoy!

4 Insider Secrets: LinkedIn Resume and Job Search Hacks

February 16, 2017 by Mike McRitchie Leave a Comment

As a Victoria’s Secret Model (and their photographers) know a secret or two about capturing beauty on film (and eliminating any blemish from view), recruiters and hiring managers know a thing or two about job search.

They both have a ton of insider secrets that you never know from the outside looking in. What if you could have your own set of secrets you use to get similar results (in this case increasing your chances of getting that plumb job)?

We Know Recruiters and Hiring Managers Are Leveraging LinkedIn

85% of hiring managers use social media sites like LinkedIn to find candidates

89% of employers have hired someone through LinkedIn

94% of recruiters are active on LinkedIn

But the way nearly all candidates use LinkedIn is ensuring job search failure (you can’t just put up a LinkedIn profile and wait for hiring managers and recruiters to come to you or apply for jobs that way).

Life isn’t that easy. You do actually have to work hard to land a job in a tight economy.

So rather than send you down the same road everyone else is headed. Like a bunch of lemmings scurrying to their death. Do what others aren’t. Take a radical approach and boost your chances.

LinkedIn Resume Hack #1 – Find Comparable Profiles and Pull the Best Accomplishment Bullets

Accomplishments.

One thing I often find when working with people on their resumes is they struggle to come up specific, solid, detailed accomplishments. And so many resumes are bland or only have a few accomplishments and a lot of filler “roles and responsibilities” that aren’t hard hitting enough.

Now you can find examples online. And you can get the basic outline, “What did you do, and what was the result?” – in $, %, time saving, etc.

But they still struggle with coming up with things. And if they don’t have it it is really difficult to create something for them or fine tune something that is too generic. So here’s what to do.

Look for accomplishment bullet points that others have put into their LinkedIn profiles.

You want to find those who are either in your current job or in the next job you want.

The current job ones will give you a source of accomplishment bullets to boost your current and past positions.

The ones in the job you’re going for will give you ideas of what it takes to be successful in the next role and what you might have already done that could make it easier for you to demonstrate your competence and likely success in the next role.

Start your search with current and past coworkers. Then go to others you know in the industry. Or others with that same job title (current or proposed) that you don’t know.

You need to look over the LinkedIn Profiles of people who are comparable to you. Go through their accomplishments. And pull out the most interesting and effective accomplishments (you’ll know them when you see them – pretend you’re the hiring manager).

Then use those best ones that align with what you’ve done. And craft similar accomplishment bullets for your own resume.

It get’s you past writer’s block. You take the best 10 or so and reduce them down to the top 5 that work for you.

LinkedIn Resume Hack #2 – Define Your Ideal Job Title

Many people cast too wide a net.

They’re ready to search for that next job but they aren’t specific about what they want. So they get overwhelmed. And they end up with a very untargeted search.

1% of candidates succeed with a shotgun approach.

But 9% succeed when sending their resume to targeted companies (when responding to online job postings).

So if you’re just sending resumes to any close position that shows up, you’re really doomed before you even start.

But how do you go about becoming more targeted?

The key is the job title. You need to sort out what job title you’ll be applying for. And there can be several that will work.

So step one is to go into LinkedIn and search for keywords or job titles that you think will work. Try a few different variations. And you’ll quickly find some job titles that match what you want.

Note those titles down since you can also use that later for searching the top job boards (Indeed, LinkedIn, Glassdoor, Monster, Career Builder, Simply Hired, The Ladders, Craigslist)

LinkedIn Resume Hack #3 – Match Your LinkedIn Profile and Resume to Specific Job Title Keywords

Getting to the top of searches by hiring managers and recruiters who are using LinkedIn, Google, and Job Board Search Engines to find candidates is a daunting task. If your resume or LinkedIn profile doesn’t have keywords that match what the searcher types in to the search engine, you’re toast. You’ll hear nothing back as your resume is buried down at number 200.

So take the job postings you found on LinkedIn (or on other job sites) and review the posting. Look for keywords you can put smoothly into your resume without it not making sense or putting in things that you didn’t do.

For anything that is not in the body of your resume or LinkedIn profile you can put a list of “Keywords” or “Core Competencies” at the bottom of your resume or at the bottom of the “Summary” section of your LinkedIn profile.

LinkedIn Resume Hack #4 – Sleuth Out Target Companies and Referral Connections

So you have a target job title identified and your resume and LinkedIn profile are dialed in. How do you target your search?

Given that:

68% of available jobs are never posted online
27% of jobs are found through referrals
2% to 5% of candidates get a decent response from an online posting

Now is the time to head offline.

You know, old school job search.

Networking.

But you can now get what you need on LinkedIn.

What you’re going to do is follow the connections. Look first for people you know who went to other companies that would be a fit for you. Then search that company name and find out who else you know who works at that company. They are the people you’ll want to to talk to (by phone or in person) for your next opportunity assuming you’re staying in the same industry.

Here’s the places you can find leads for people (hiring managers, peers in the role you want, and recruiters).

Pull up their LinkedIn Profile

From someone’s profile you’ll see on the right hand side, “People Also Viewed” listings.
Under “Highlights” you’ll see the person’s connections. If they aren’t closed to you then click on the connections and you can see others connected with them.

Now go to Company Pages

Under the person’s “Experience” you can click on one of the companies they worked for (check current and past companies).

At the top: “X connections work here. See all Y employees” – click on “See all Y employees” to see the full employee listing – this is good for finding other job titles you might have missed that could be a fit.
Right side: “Recently Posted Jobs” – gives you a clue as to what current positions are available
Right side below “Recently Posted Jobs”: “Similar Companies” – these are companies that also might be hiring for your targeted job since they are similar to the company you’ve just pulled up.Down the page you’ll see, “# Connections At This Company” – these are your personal insiders (people you have a 1st level connection with on LinkedIn) – this is your short list of potential referrers

Make sure you are creating a list of companies, job titles, and referrers by company and job title.

Now you have some targets for your job search.

Now that you’ve got LinkedIn nailed, what about your resume? get this ONE THING wrong and recruiters and hiring managers will toss your resume in the ‘NO GO’ pile

Why, Like Trump, You Need Your Own 100 Day Plan

February 9, 2017 by Mike McRitchie 2 Comments

Whether you’re on the pro or con side of the Donald Trump presidency, you can’t deny that he has achieved more of his agenda more quickly than any president in recent history (and maybe all time).

And he isn’t getting stuck in the mud of the bureaucracy in the process.

He is taking focused and specific actions that are in his realm of authority (whether he’s pushing the envelope of that authority is certainly up for debate). This allows him to move quickly rather than spending a lot of time waiting for others (i.e. Congress) to move on things.

What this means is he’s making change happen quickly and getting results quickly.

And that is something that is highly noticed and often well rewarded in business.

And if you’re an employee, you want to be able to demonstrate that you’re actively driving business results (and yes, you can do that in any position from the front desk to the corner office).

Or if you’re starting a new job it is even more critical to make that big, positive splash in the first 30-60-90 days. And having a good 100 day plan is critical to that success.

The 100 Day Plan

The 100 day plan isn’t a new concept. It is often used both for those implementing the plan as well as those on the outside evaluating an administration’s success.

It is common in evaluating political administrations as they come into office.

And it is common for leadership transitions in business.

Change is often both exciting and scary.

And people like to make assessments of a situation quickly. The 100 day plan is a way to do that.

But it isn’t just Presidents and CEO’s who can implement a good 100 day plan. You can too.

Whether you are a middle manager looking to transform a workgroup or project team to achieve your annual big goal (and get that raise or bonus).

Or you are a project coordinator or telecom construction manager or site acquisition specialist looking to make your mark.

Take these concepts and make them your own.

By implementing these you’ll rocket your career forward and be that “go-to” person everyone wants on their team (and that means future job opportunities where you set the terms, not them).

So back to the Trump example, let’s see what he did and how you can use the same concepts to replicate that success in your job situation.

The Grand Vision

Nothing great starts without a compelling vision. Something visible, interesting, maybe somewhat controversial.

For Trump it was “The Wall”.

He told everyone what he was going to do…Build a Wall (and it would be huuuge). And Mexico would pay for it.

You don’t get bigger and more audacious than that.

So what is your grand vision? Or one you can pull from the company goals?

Most big companies these days have a performance review process. As part of that process people are expected to set goals for themselves (or their bosses do it for them). In most cases these goals are designed to align with the company’s strategic goals. Whether that is delivering a big project (in my wireless telecom project that could be delivering the Plan of Execution (POE) – that is often another version of the client’s 100 day and annual plan).

So first you need to find out what are the important objectives for your company. And then ask and brainstorm how you can influence those results from your role and your team’s role.

Once you come up with that big goal or plan (in my telecom development world it could be “Start Construction within a Week of Site Acquisition Complete”). Those in telecom know that doesn’t typically happen. PO’s, landlord access issues, weather, materials. You name it, there are things that can derail you.

But this is a Grand Vision you and your team can very much understand. And then everyone on the team can bring ideas and implement things in their area of responsibility to make this happen.

But great things can’t happen without…

Work With High Achievers

Trump didn’t do the standard politician thing of appointing bureaucrats to pay off political favors and do his bidding while screwing over the country.

No, he brought in top performers. Doers. Transformative Leaders. People with the same vision and implementation style (do it now and break the rules instead of just melting into the toxic beltway bubble).

It is the same with great companies.

You don’t achieve awesome results by micromanaging everyone. There just isn’t enough time in the day to do that.

You need highly motivated people driven for success.

Not all “A” players. But definitely a lot of “A” and “B” players who are motivated to succeed.

I’ve worked with a lot of these people over the years and have found you can accomplish so much more with good people who are compelled by a Grand Vision and their own desire to succeed and grow in their career.

They make things happen. They develop trust. And team members start having an almost psychic connection with each other where they complete each others’ sentences and just know what needs to be done.

You need to work with high achievers. And if you aren’t with them, you know who they are and where they are. Connect with them and start preparing to make your next move in their direction. Good people want to work with other good people. It makes everyone better. You need to be thinking that way.

Which takes us next to the…

Create an Implementation Plan

No grand goal is complete without the key 30-60-90 day steps or milestones to get your grand objective accomplished. Trump used his knowledge of business, real estate deals, and project management (he’s known for getting projects done ahead of schedule and under budget) to lay out an aggressive but achievable plan.

You need to break down your plan in the same way. What are the intermediate steps or objectives that will get you there?

Lay out those building blocks. Look at the things that are limiting factors in your success.

Is it certain people you need on the team? Or certain skillsets? Or training? Or a re-engineered process?

Look at the details and your Implementation Plan will be your roadmap to success.

But that roadmap is worthless without…

Action, Action, Action

You need to hit the ground running. The greatest plans are worthless if you aren’t willing to put in the action and hours to turn your vision into reality.

Trump is known for an incredible work ethic. He works all the time and never lets up. He’s passionate about his work and will not let laziness stand in his way.

And you need to do the same. Whether it is the start of a new year, the start of a new project, or starting a new job, or you’re in a turnaround situation.

And with the new smartphone age of super short attention spans, you really need to show incredible progress in the first 30 days of a new initiative or opportunity.

So bring that implementation plan, cue up your actions on Sundays so come Monday morning you’re hitting the ground and ticking off those actions and getting results quickly each week and over the first 30 days.

But what happens when you face others who are not on board?

Dealing Swiftly With Naysayers

Trump is known for his work on “The Apprentice” and his catch phrase, “You’re Fired!”

In his first days in the White House he demonstrated this by immediately firing the interim Attorney General who was actively undermining his position (by telling the bureaucrats under her to not follow Trump’s executive order that set certain immigration guidelines she didn’t agree with).

As with the AG, anyone who undermines his work, will likely be fired immediately and replaced with people who will commit to the vision.

And similarly, if you’re in a leadership position or a turnaround situation you need to be aware of who’s in and who’s out as well. And you’ll need to make appropriate changes quickly if you want to avoid the “naysayers” sinking your ship.

One of Trump’s biggest challenges is he’s bucking the system. And a lot of the bureaucrats who didn’t vote for him are vehemently opposed to him and his agenda. As such, they’ve they’ve undermined his initiatives by leading information to media (who are very willing to spread an anti-Trump message).

I’m sure that will lead to some action (like Reagan’s firing of the air traffic controllers) to send a message that will begin the transformation. Will it be a big impact in the VA? Or something similar? We’ll have to wait and see.

You may have to do the same. Gossip and negativity spreads like wildfire and can kill momentum. So you need to bring along those that support you, convince those that are on the fence, and replace those who actively oppose you (yes, you need some who will challenge you but support the final decision, but once that decision is made you can’t have people undermining that decision).

And the good 100 day plan you have will help you through that.

Reflection and Revision and Repeat

Like every great plan, it is often obsolete on Day 1.

Things change, often rapidly. And you need to be prepared with contingency plans. Backups to backups. And be willing to adjust your approach as new information presents itself.

The great leader will be able to roll with change and still align it to his master plan.

And you need to do the same. Flexibility is critical when you’re dealing with people and implementing rapid change. But if you can be flexible, you can get a lot accomplished.

Document, document, document.

Documentation provides clarity.

As you’re setting expectations with your team, being clear on what you want from them and how you’re holding them accountable is critical. Too often we do that after the fact or are not clear ourselves and expect everyone to figure it out themselves. Not a recipe for success.

That can be preparing a more formalized Project Plan that lays out your expectations for each person’s contribution. Or it can be job descriptions and definitions of success for each role that will help ensure the vision is achieved and the results flow.

And you also need to document your successes. And this can also then help you so you can…

Reward Success

So you laid out a great plan, implemented it, and saw success.

But did you forget to acknowledge and reward those who supported your vision and implemented their part successfully?

And it isn’t just about money (although that is important to hiring and keeping great people too).

Life is too short not to share success with others. And no grand plan is achievable without the contributions of your team members, vendors, clients, etc.

So make sure you’re providing regular and specific acknowledgement of the performers. And share those successes with the group and show how their contributions are getting everyone close to the goal.

This reinforces a positive feedback loop that reinforces success and energizes the team.

Implement Now!

So what are you waiting for? Why are you still here? Go make 2017 awesome. Get started today. Start putting together your 100 Day Plan.

Need strategic guidance on your own 100 Day Plan?

Or have you decided you want to investigate other options outside your current situation where you might have more opportunities to achieve your own grand visions and work with other top performers?

Then contact me and see whether it might make sense to work together in some form (finding you that next opportunity or career coaching or strategic opportunity evaluation).

Regardless of how you move forward, make sure you do move forward. Life is too short not to. And you’ll find the ride is awesome!

Boost Your Personal Brand With Confident Competence

February 2, 2017 by Mike McRitchie Leave a Comment

Photo credit: Sam Antonio Photography via Foter.com / CC BY-NC-ND

Your success in a job in business is tied to the results you get. But that isn’t all. It is also tied to how you market your results. This ties in to your personal brand and helps you exude confident competence.

This really hit home recently.

The other day my friend, and Small Business Copywriter Troy White, relayed an email response to a job posting he got.

It was filled with grammatical errors galore. And he was amazed at how someone could send something that horribly written and expect a response (wasn’t for a copywriting job but for a a job running the dojo he trains at).

I commented that there is a name for that problem…

The Dunning–Kruger effect.

Confident Incompetence

What???

Where someone is not even aware of their lack of ability or skill or knowledge and so goes blissfully and confidently forward in their ignorance.

How can they not see it?

It is because the knowledge it takes to become competent is also the knowledge it takes to recognize competence.

Think about that for a second.

Just like the more you know the more you know you don’t know.

Okay, now my head’s starting to hurt.

Let’s bring it back to something that might be useful for you today.

Your Performance Review

It is that time of year.

Over the years I’ve done hundreds of them and you’d be shocked at how on a scale of 1 to 5 with 5 being awesome, incompetent people will often overestimate their abilities and put 4’s or 5’s where they should be putting a 2 or 3.

And having those performance coaching conversations when someone sees themself as a 5 when they’re really a 3 is HAAARD!

It is nearly impossible to be able to get them to see the gap in ability between your view and theirs. Like trying to convince an ardent Hillary supporter that Trump’s actions are positive for the country. Or that the Women’s March on Washington was furthering progress for women for a Pro-Life protester…or ANYONE trying to convince Trump that he’s wrong about ANYTHING lol.

But blissful ignorance isn’t the only problem. The other side of the coin is even more interesting.

The Blind Spot

I don’t know if you’ve ever noticed. But if you try to look directly at a start you can’ts see it. You have to look off to the side and catch it in your peripheral vision.

It is similar with high performing individuals.

The corollary to the Dunning–Kruger effect is that those with high ability often underestimate their ability.

This one is huge.

And I see it all the time.

In annual performance reviews I see the best of the best constantly grading themselves down on the self-evaluation.

People who are tops in their area of expertise. Who I’d give 4’s and 5’s to across the board. And they consistently rate themselves at least one number below where I’d put them.

They are so good at the skill being evaluated that they assume everyone can do it. They don’t even consider the value. It doesn’t even hit their radar. So they discount it.

I also find this when doing resume rewrites. In phone discussions with the person we often uncover personal branding gems they never recognized because they were too close to the situation.

They were just too competent (and too close to it) to see it as exceptional.

You Really Are Exceptional!

And that is the biggest benefit of working with me on your resume. And why I’m not just another “Certified Resume Writer”.

I’m not someone who just takes what you send it and pretties it up.

On a scale of 1 to 10 that gets your resume to a 4 or 5 max.

It misses out on all the things that you’re awesome at. That set you apart.

But by digging in deep to your skills, past successes, and personal brand, we come up with one to three really solid differentiators.

Points that set you apart from the 200 other resumes that will cross a recruiter or hiring manager’s desk.

And that is what’s needed to capture and retain their attention long enough to put you into the “maybe pile”.

And when you do get that interview you’ll use the same information for the talking points you’ll hammer home to set yourself apart from your competition.

So How Can You Do This Better?

Are you the “confident incompetent”? If so, there is very little I can do for you. Like a politician who is confident in his rightness, you’ll never be convinced otherwise, shining a light on that competence gap will likely go nowhere. And besides that, if you’re blissfully ignorant you’ won’t be asking for help anyway.

But if you’re like the people I work with the most, you’re already excellent. You’re always striving to improve yourself. And as such you’re so used to being modest about your abilities that you under-promote yourself and miss those key attributes that set you apart.

So what can you do if you’re not in a situation where you need your resume updated? Where you’re not yet ready to work with me.

Let me tell you a little more about what I’ve experienced with performance reviews and how it might help you boost your brand and make your next performance review awesome (and hopefully translate that into a raise or promotion).

I just completed five performance reviews for people I manage.

Out of those five all five were woefully inadequate in my opinion. Here’s why.

No more than a sentence or two of comments in each category being evaluated.
The comments were generic with no facts, stats or metrics being discussed.
They were often talking about what is going to happen in the upcoming year but with only a vague reference to the year being evaluated.
There were no measurable accomplishments.

Basically they were dumping their career in my hand and expecting me to tell them how they rate. Without any useful input from them (other than doing the rating scale and providing a minimal comment).

Now think about that for a minute.

Who knows what you do better than anyone else at work?

Your coworkers? They’re not reviewing you.

Your boss? I’m assuming he manages more than just you. So you maybe cross his mind 5% of the time tops.

You!

You care about you. You think about you. You are the person who knows best what you do every day.

So why are you not sharing that? You need to.

But even if you recognize you need to take a more active role in your self-promotion, here’s what typically happens with an annual review. And it is the case in the ones I reviewed this year.

Little preparation. When the annual review form is sent out and requested to be completed, that is the first time since the last annual review that they even though about their accomplishments. They didn’t keep track of anything along the way.

Recency bias. Since they didn’t track their accomplishments throughout the year they can only remember what is recent. Without a trigger of past results, they’re stuck in what they can remember. And so whatever has happened recently shades their review. If they were knocking it out of the park then their review is more positive. If they were struggling, then that seeps into the review.

Lack of accomplishment focus. Not everyone thinks in terms of accomplishments. They have very bland accomplishment descriptions when they do try to list them. What is critical is to say what you did (in concrete terms), what measurable result was attained, and what that means in terms of benefit to the organization you’re working for or the department’s results.

How Do You Avoid Making Those Same Mistakes?

And how do you take charge of your brand and your career?

And leapfrog all those who don’t take the steps you’ll see now?

It really is very simple (not easy, but simple). Here’s what I recommend (and did recommend to these people I reviewed).

Log results throughout the year.

Don’t wait til the end of the year to try to recount your accomplishments. Do it throughout the year. Do it weekly…or at least monthly. But don’t save it til the end of the year to start thinking about it.

Have a Word or text document or email or journal you use to note down your accomplishments.

And create an email folder that you put emails in that either are positive comments you can reference where a boss, coworker, client, or other person you interact with has given you kudos.

These are the locations you’ll keep track of accomplishments throughout the year.

And they will be the elements you use to craft both an annual review from and future resume updates.

Review your goals.

(you did set goals for yourself or as part of the performance planning process right?)

Since those are the areas of primary focus, reviewing the goals should trigger examples that support your work towards those goals from the timeframe you’re reflecting on.

Go through your emails.

Emails you’ve sent. Emails you’ve received. Quickly scan through them (or the subject lines if the volume of emails you receive is high).

You’re just looking for things that trigger a memory or example where you’ve done something worth mentioning.

Don’t forget the reports.

Then go through reports you’ve created or ones you’ve received from others.

These are often great sources of metrics. They show the numbers behind the accomplishments.

You can get the trends (particularly improvements).

You can look at your spreadsheets (in the technical fields). From there you can analyze the data sometimes and come up with some interesting stats.

Dredge up statistics.

What do they say about statistics? You can make them tell whatever story you want? So why not use statistics for your purposes? This is something that will take some time and effort. But is often something others won’t do. So it sets you apart.

Find the stories.

Reflect and log stories that address things you’ve done, problems you’ve solved, unique ways you’ve approached something that uncovered an opportunity. Or systems or processes you’ve tweaked to get better results. Or people you’ve helped out with a problem they’re dealing with.

These are all rich areas to mine for cool, interesting accomplishments and the stories that go with them.

If you decide to take that step and regularly go through this exercise, I guarantee you’ll be shocked at year-end by how much you’ve accomplished and how many engaging stories you’ll have captured.

Be a Confident Competent!

So when you walk into that review meeting it will be with a confidence grounded in facts. You’ll have a newfound “Confident Competence”.

And the added benefit is throughout the year this process with reinforce a positive feeling and mindset.

Why just have the “negative Nellies” drag you down with their opinions. By reviewing your successes regularly you can counter some of the negativity that goes around in high-pressure or project driven environments.

And that they helps you quickly brush away setbacks and move forward knowing you’re doing the right things and bringing much value to your team and your job.

So go take on this year in style!