ripe

Don't Try to Fit a Square Peg in a Round Hole

I read this Harvard Business Review blog article the other day and it really resonated with me.  The Reason?  Well, this is how my dad approached my report card.  Ignore all the A’s…and ask me why I got a B.  I know he meant well – but it always rubbed me the wrong way.

During my early years of management, I was a guilty perpetrator of this review format.  (The apple doesn’t fall far from the tree, I guess).  But it was a stint as a GM for a company where I learned the value of focusing on strengths.  I took the reins of a 100+ person company from a domineering “Do as I say” type of owner.  I came into an operation that had significantly low morale, full of employees feeling brow beaten in their roles.  What an eye opener!

The one thing the owner did correctly (in hindsight) was refuse to give me any “preconceived notions” about how things should be run, how the company was running right now, who the “players” were,  etc.   So, I walked in on my first day without any idea about who were considered the strong performers and who the owner felt should be out the door.  I began by meeting with my team individually and finding out their stories.  Naturally, everyone was pretty wary of divulging too much to the “newcomer” but gradually I built trust within the team and began to see what was really going on.

After a few weeks, my boss said she’d like to get rid of the team members that weren’t performing. In particular, one person who was heading up a division that was critical to our success.  A person, who in my opinion was invaluable, he did a lot of things really well, but was responsible for a few things that didn’t match up with his strengths. 

So, instead of trying to fit a square peg into a round hole...I "changed the hole." I switched around the responsibilities to maximize his strengths and minimize his “weaknesses” (giving him more responsibilities in areas where he shined and less where he didn't - and moving some responsibilities to another team).  And voila!  Immediate improvement in the use of company resources and in his job satisfaction.

When an employee is in a role where they are “in over their head” or responsible for areas for which they are not competent or not able to use their strengths, they feel it as much or more than you do as a manager (hard to believe I know).  They feel fear, shame, embarrassment, anger and resentment.

When looking at your team’s performance – think about whom you are “using” to the company advantage (and by default their advantage) and who you aren’t.  It’s your responsibility as a manager to draw out these strengths and help your employees succeed.  If they aren’t successful – they’re in the wrong role … and the onus is on you to make things right, if at all possible.

This “strength analysis” is, quite obviously, particularly important when hiring.  Think about your team in terms of their strengths…and assess what strengths you are missing from your team and hire for those.  Work with your recruiter on your needs – and make sure your interview process draws out the answers you will need to make a successful hiring decision. 

Your new employee, current employees, and company will thank you for it!

Creating Your Network (gag)

Last week, I did a webinar for the OIWC on “Creating and Maintaining your Network.”  It gave me the chance to think about networking and how I have incorporated it into my life.

When “networking” first became the big buzzword years ago, I went out and tried it…and hated it.  Yes, HATED it!  For me, it was all a forced, awkward, and orchestrated encounter – with a clear underlying motive.  To get something.  Even if it was only a business card, a name, whatever!  It was a nightmare for me.  

So, I wrote it off as something someone else should do.   (Someone desperate!)

Instead, I went about my merry way, meeting interesting people, connecting, staying in touch, reconnecting if it had been too long, making introductions, sharing stories, talking about industry trends, communicating news, etc.

Well, lo and behold…without knowing it, I had become an excellent little networker! Whoops!

Without even knowing it, I was freely and easily building a group of interesting business and personal contacts.  I challenge you to consider looking at networking a little differently – make it fun!  And, make it part of your lifestyle.  

Consider what  Penelope Trunk, said recently in her blog: 

“Even though Baby Boomers have been telling their kids forever to network. Networking is a dirty word to Gen Y. (Think about it: A Boomer says, "I'm going to a networking event." A Gen-Yer says, "I'm going to a party.") To young people, networking is sort of like job hunting: Both are for people who don’t have a grip, because if you’re smart, networking and job hunting are like breathing. You do it all the time, so you don’t need to talk about it. It only comes up if you stop and want to start again.”

If I were to choose between a networking event…or a party?  Party.  Definitely.  My mom’s always told me, “All you ever want to do is go to a party!” (this wasn't a compliment in her eyes).  Apparently, there was something to what she said.

So, don’t go out and "force" a network.  Relax, be confident, enjoy, meet people, make connections, go to parties, tell stories, make intros, share stories…and voila!  You’ll have a network.  And, as you make friends,  they will be more inclined to be part of your life – and recommend you for opportunities or introductions.

Easy peasy.  (Why didn’t anyone say this in the first place?)

Move the process along, people!

I spoke with a candidate today – that told me that he has been interviewing with the same company for several weeks now.  He spoke to the HR contact (3 times); then went in for an interview with that same HR person, and has yet to meet with the hiring manager; or in his words, “anyone who really knows anything about the job.”  This process has taken 3 weeks!

While it is a buyer’s market – and employers hold all the cards (at least for now), I encourage employers to move the process along as quickly and efficiently as possible.  Candidates are most excited about a job when first exposed to the company and position.  The more time that lapses between initial conversations and hiring decisions, the more the candidate begins to think that the company doesn’t have its “stuff” together.

When a candidate has to wait to get a decision on moving to the next step for a couple weeks – they begin to think that you are:

a) not serious about filling the position.

b) not really interested in them and are stringing them along until you find someone better.

c) are completely unorganized and forgot about them already.

So, once you start the hiring process, keep it moving.  And, if something changes – and you have to put a halt to the recruiting for a bit, the job is on hold, you have hired internally, or any number of crazy things that can happen – communicate with the candidate.

Candidates who receive consistent communication (even if it’s “I haven’t heard yet,” “the hiring manager has been sick,” OR  “we are still interviewing other candidates”) feel that they know where they stand and are a respected part of the process.

Don’t just leave it hanging.  It casts a poor impression on you, your company, and the employment brand.  I guarantee you that they will tell two friends, who will tell two friends…and it will make it even harder to hire the right person next time!

Creating a Job Search Strategy

When looking for a new job, we highly recommend you create a job search strategy. Lay out your game plan for finding employment and you will be more likely to find a job than if you just haphazardly send resumes to companies (aka "The black hole!").

1. Contact your recruiter.  Do you have a recruiter that you turn to for career advice? Building a relationship when you have a job can really help you when you need to find a job. Often, recruiters only want to talk with you when they are hiring for a position that you are a fit for, however, a good recruiter is always looking to build their network so they should always be open to people who need guidance/advice. Let your recruiter know you are back on the job market and see if they are working on any positions that you'd be a fit for or if they have any advice.
2. Make a list of companies that you want to work for. This list should have 6-10 companies that you think would be a good fit for you. Maybe it’s a company you always wanted to work for, that you admire or you know people who work there and love it.  Be sure to think geographically, too. If you live in the northeast, but don’t want to relocate, maybe applying for a job in Oregon isn’t a good idea. :)
3. Research those companies. A few minutes online, and you can learn a lot about companies that you are interested in.  Read their mission statements and value statements.  Do their values line up with your values? If not, try to find companies where you would align with their corporate culture. Many companies believe that you can’t teach culture.  If your culture doesn’t match the company, then you won’t be fit for the job. Make it easier to move through the interview process apply to companies where you have similar beliefs.  Do you do a lot of volunteer work? Apply to companies that offer 40hrs of paid volunteer time!
4. Once you have a list of 6-10 companies that you are interested in, check your network.  Do you know anyone at these companies?  Ask your recruiter if she/he has any contacts that they can put you in touch with for an informational interview.  If you know someone at any of these companies, let them know you are interested in a position at their company; ask if they are hiring & for what positions.  If they aren’t hiring, see if they can help you get an informational interview with someone in the HR or Staffing Departments.  Also, see if they would be willing to make an introduction to the leader of the department for which you would like to work.  In Sales?  Ask to meet the Sales Director.  In Marketing?  Ask to meet the VP of Marketing.  
5. If you don't know anyone at the companies you are interested in, check LinkedIn.  Search by the company name, and try to find people in the department you want to work in and reach out!  If they are open to receiving InMails, InMail them directly (fastest route to success) or ask for an introduction through a connection. Be sure to follow up with a request to connect directly and stay in touch.
6. Join professional development organizations that support your goals.  The Outdoor Industries Women's Coalition (OIWC) is a great organization in the outdoor industry.  The OIWC mission is to "equip, educate and support women in the outdoor industries to recognize their professional goals." With a membership in the OIWC ($45 a year) you can reach out and connect to leaders at companies in the outdoor industry for which you want to work! 

We all know how important it is to build a strategy in our job. During interviews people always talk about their ability to be strategic and tactical so try to be strategic in your next job search.  It'll give you a path to follow and we hope it helps you be more productive in your quest to find a new position.