I get asked frequently if the job market will be back to where it was in 3 months, 2 years or when? While I believe the job shrinkage in the current market has been exacerbated by the recession in the short term, there are much bigger, longer-term trends that are more important to understand and plan for. Most of you have not thought enough about them.

The greatest effect will come from globalization:

• As of 2007, more of the US GDP (Gross Domestic Production) resulted from world trade than domestic. That trend will continue and increase in speed. (a)
• As of May 2011, 50% of all Electronic Engineering Masters degree holders in the US (not just students) were foreign nationals. 70% of PhDs. (b)
• The number of manufacturing jobs in this country have fallen 44% since the peak in 1979. They are projected to shrink 1.25 million between 2008 and 2018 even though they have increased in the last 18 months. (c)
• While there are only 6-8 million ex-pats (ex-patriates) from the US living abroad, there are 200 million ex-pats globally. Workers from the US are not the talent of choice. (d)
• The top 25% of Chinese students or the top 28% of Indian students outnumber the number of Adults 18+ in the US. They will be looking for work and opportunity in the near future.

Paying attention yet? If you think that “after the recession” things will go back to where they were 5-10 years ago, you are in denial. You need to learn how to manage and adapt your career strategies now in order protect yourself for the future. Stay tuned, we will be talking a lot more about this.

(a) Russell Institutional Research 2010
(b) President’s Council Jobs + Competitiveness May 2011
(c) Bureau Labor Statistics 2008, 2011
(d) UN Secretariat, Dept of Econ Affairs 2005, US State Department 2010

Topics: career strategy | 2 Comments »

My apologies for stealing a bit of phrasing from Dr. Suess. Here is the point: Building your reputation as a SME (Subject Matter Expert) is one of the most effective strategies you could use to foster long-term career growth.

If you are a thought leader on a subject, you need to be creating instances where you can showcase your depth of strategy to others in your industry. Maybe it is a speech or board role at an association, a blog, whitepaper, newsletter article, or PowerPoint/Keynote presentation stored in your LinkedIn profile. Concentrate on 1-2 methods where you will be most comfortable and effective demonstrating a depth of understanding not possible in a resume or networking encounter over a beer and burger.

This is not just about job hunting. This is about entrenching knowledge of your credentials in the community over your long-term career. One of my Director-level coaching clients makes a point of writing a new article for a trade magazine every 6 months. She has received scores of phone calls from CEOs asking to meet her as a result of those articles. She has, with about 20 hours of writing, established herself as a high potential and in the top 10-15% of folks in sustainable energy nationwide.

Topics: branding + positioning, career strategy, networking | No Comments »

I have noticed that among the women execs I know there are “feminine” traits that sometimes get in the way of success in the corporate world. I value that women and men frequently process information and decision-making differently. The business world (and society) will benefit when 50% (or more) of the executives in the C-Suite and on the Board are female. The best answer for a company will always result from looking at a situation from many diverse perspectives.

However, if I look at the collection of women I know in executive roles, many of them have put up their own roadblocks to rising up the ranks even more quickly by expecting a higher standard of emotional synchronization in the office than most men require or know how to interact with. Several of these women have passed on $200+K jobs because the cultural fit wasn’t perfect, when a man would have taken on the same business challenge not caring if he was a very different style from the other people around. No culture is perfect. Focus on the question: “Can I make a this business better?”

It is true that a strong corporate woman is frequently called a “bitch” when a man using the same style might have been praised. Nevertheless, top management will promote the person who can “separate the wheat from the chaff“ and make the right business decision for the situation. Consideration of culture and feelings may be a luxury not affordable here.

Will you be called a bitch more often? Maybe. Probably! Once you have arrived in the C-Suite you won’t care so much.

Topics: branding + positioning, career strategy, solving problems | No Comments »

Consider that if you explain the value proposition of your ideas and strategies well enough, demonstrating the “obvious desirability” of strategies you understand well, you may be able to skip a title or two and move to a much more strategic role regardless of how much money you made last year or what your title was. I would stop thinking of yourself as having to progress through time and grade stages others are subject to and talk your ideas without stating last year’s pay level. Assess the value of your strategies on the open market. You may be able to increase responsibility dramatically with a hiring manager who has great need for your wisdom. Target the hiring managers and companies who have the greatest need for your expertise.

Think more like a consultant and less like an inside resource who is humble to more senior people who may know less about the particular startegy.

Topics: branding + positioning, career strategy | No Comments »

What do you say when your boss or a hiring manager asks “What are your goals for the future?”

In a world where the average job tenure is 2-3 years, the most valued employee/potential employee is one who is constantly sensitive to the company’s evolving needs in order to remain the preferred resource. This does not mean you should do this without any concern for your own agenda. Here are some ways to balance the two objectives:

Make your own objectives deliberately (and pragmatically) broad:

• My goal is simply to be an excellent marketer. I realize that the company needs may evolve, so I want to do what I can to be seen as one of your most valuable resources. Where do you see the greatest future needs at the company?

Emphasize the projects where you can bring the most value (and reward):

• As you know, I love projects looking for immediate change in mission critical processes and profitability.
• I enjoy the challenge of working with very difficult customers where numerous others have failed.
• I will be seeking ways to interface more often with other departments in the company.

Reinforce that you will be monitoring your own progress and have achievable but time-sensitive objectives yourself:

• Please provide me with feedback on current or past projects. It is important to me (and you) to know if there are business considerations I was not aware of that would have made the deliverable stronger.
• I will be asking you every 3 months or so for your evaluation of my performance against goals.
• Expect I will be volunteering for the projects that provide me with greater visibility and a chance to grow within the organization.

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