Happy Thanksgiving

We at Franklin Paterson Company Inc. are thankful for so much this Thanksgiving.
We are incredibly grateful for your support, good counsel, excellent comments on our posts, and continued friendship. We appreciate you. Here’s wishing you and yours a wonderful Thanksgiving day, and all the best for the upcoming holidays.

The Stay Where You Are, Job Search.

So things are not going well at your current job. You have outgrown your current role. And besides, every day, a new happenstance threatens to add to your six grey hairs (yes, you counted them last weekend, and you are now up from five). Should you indulge yourself and just quit or continue to work at this dreadful place as your job search?

No easy remedy exists for hapless employees who quit their current company before they have lined up a superior replacement job. When it comes to job leaving, you had better have a plan and an exit strategy, or there will be no meaningful sympathy for the rash move job-quitter. So, before handing in your notice, consider if there is any unexplored potential in your current job; that could make it worth your while to stay. Well, at least until you have formulated a proper leaving plan! 

 Here are a few other things to consider. Start with arranging a career status chat with your boss. Hiring is costly in terms of energy, time, and money, so companies are keen to keep their existing teams intact. Your manager will likely be receptive to meeting with you to work out remedies to help re-fashion your job in a new way that reflects your career interests. Talk to your boss about the possibilities for enriching your role and adding to your experience.

  Very few people use all of their skills in their current job. Consider what under-utilized skills or potential you have that could be of benefit to your current employer. Talk to your boss about the possibilities for augmenting your current role, and remember to ask a lot of diagnostic questions to ascertain whether your manager is in support of your goal.

The company will benefit from using more of your talents. You can build experience in the specialty areas that interest you, which you can use as leverage when applying for a new role later. Consider a lateral move to a different department. An internal move will enable you to leverage your existing knowledge of the business, its processes, and its culture. Besides a new learning opportunity, an internal move can create another vertical advancement ladder. 

 Try to ensure a smooth transition and minimize the disruption to your current team. You can do a range of things to accommodate the handover professionally. That includes completing ongoing projects, working out the project priorities with your manager, leaving clear documentation, or training your successor in processes or software.

If your only avenue for career advancement option appears to be the exit door, after considerable thought. I would recommend that you seek the help of a Career Strategy Coach. To be clear, Career Strategy is not the same as Interview Preparation or Interview Coaching, job search coaching processes that focus on answering fact-based interview questions precisely. The downside is that these performance-directed coaching processes often turn anxious, goal-oriented candidates into boring talking heads and often obfuscate the candidate’s personality.

A Career Strategy Coach can advise you on your relevant referential and replicable skills that will enhance the possibility of success in your job search. And help you fine-tune your interviewing tactics to ensure that you convey the complexity of your experience and your determined long-term goals to interviewers. Your coach can also help you to clarify and adjust your career decision-making criteria so you do not give answers at the interview that may succeed in getting you the job but do not convey your career goals.

Your Career Strategy Consultant can help you help change your interviewing approach from a spirited tennis match to a thoughtful, strategic, and goal-oriented chess match!

Dealing with Irascible Managers or Co-Workers

I have worked with and for quite a few problematic characters throughout my long career. Some are still friends and confidants, and a few continue to be valued as mentors.

Many of these irascible managers or co-workers lack social grace and a sense of control, so they cannot communicate well under stress. They also appear to forget that a timely apology can be a fallback position.

You see them coming from a mile, so the choice becomes whether you rise to and meet the verbal challenge or obfuscate. But, since nobody wins in these confrontations, you seldom try to deal with it.

They are unaware of how their behavior impacts others because they need to elevate themselves above others in a group situation. They do not hesitate to exploit their leadership role by insulting others because they are often insecure and quick to attack to assert their leadership.  

So they seek to maintain their position in the hierarchy through criticism, humiliation, and camouflaged insults, in a kind of unconscious narcissistic way.

The second group of tough characters are those with narrow interests and vapid sympathies. These folks say and do the same cruel things regularly as if on cue. I worked for one manager who lobbed the same petty insults at every group meeting but never in one-to-one meetings.

The worse part is that you feel bad for the manager. And deliberately avoid connecting with the “Oh No, Not Again” apologetic looks directed your way by the other team members. You think, “well, somebody has got to pull up the weeds.” Feeling all the while like the embarrassed parent of a preschooler misbehaving in public!

There is a stunning lack of creativity when someone overuses the same petty insult. If you must be regularly petty, try to be creative and offer variety. Unable to rise to the occasion, then stop it, the exercise of watching a manager or colleague try to diminish a coworker publicly is tiresome and embarrassing for everybody!

Interviewing Tips for the Mature Jobseeker

As a career strategy coach, I can offer that mature job seekers often get themselves into trouble at interviews by over-communicating and overselling their value and experience.

The mature job seeker needs to accept that they are at the interview because the hiring managers believe they have the skills and the experience to perform well in the new position based on their resume. Nobody interviews an unqualified candidate.

These interviews are often more about the fit, and the jobseekers’ ability to understand why the company is seeking to hire someone in the role they are interviewing for and what needs to be accomplished in the new position.

This interview is a different type of interview. It requires being a good listener and asking thoughtful exploratory questions so you can identify the problem to be solved and speak to that solution.

Success at this type of interview requires a practiced approach, a bit of restraint, and some retraining. As a mature professional and career strategy coach, I know how easy it is to oversell.

As Janis Ransom at Franklin Paterson Company Inc., shared on LinkedIn: I was asked the age question recently at a meeting to discuss a potential project. Can I ask, the hapless manager said, how old you are?
Her reply: “Will there be mountain climbing or other vigorous sport involved in the project? Because I generally do not accept projects that require extreme athletic skills.”

The response was absolute silence. A long silence. Followed by profuse apologies. Sometimes you get the opportunity to teach AND have a bit of fun.

Problems with 1st Interview Feedback?

So, no one called you back after your first interview. You were told they would get back to you in two days, and it has been two weeks! Plus, you’ve called three times for a status. Imagine getting no credit for your restraint!

By the end of week two, it is slowly beginning to dawn on you that you have crossed into the high-maintenance job seeker category. So even if you performed well at the interview, you might have blown it with your overanxious, aggressive interview follow-up.

Are you a high-maintenance jobseeker? The high maintenance jobseeker views interviewing and job search as a proactive, highly competitive exercise. The HMJ candidate believes that they should take control of the interview and the interview feedback process and may make some mistakes to get an edge over other jobseekers.

Have you committed one or many of these mistakes while job searching? Here are the most often abused missteps.

1)     Once contacted for an interview, the HMJ candidate bombards the recruiter or manager with a series of “before I set up the interview, I would like to share” emails.

2)     When asked for additional or supporting documents, the candidate sends each item in a separate email. As a result, the recruiters or managers are so overwhelmed that they never open any documents.

3)     During the interview, HMJ struggles to allow the manager to ask complete questions or constantly interrupts to present supporting documents, forgetting that there is no prize given for being a “quick-draw” with the responses. It is important to remember that some people ramble before coming to the point, so answering the question too soon can hurt you.

4)     Post-interviewed HMJ often calls to find out the state of their candidacy or will email show-and-tell items to highlight their projects, reference letters, reviews, etc.

5)     HMJ forgets to write down the Key Manager’s name and addresses their Thank You note “To whom it may concern” – the answer to which is “Nobody.”

Many job seekers inadvertently commit one or more of these interview mistakes to stand out from other candidates.

If you were not invited to a second interview or did not hear back after your first interview, check the items above. Did you commit any of these blunders – are you an HMJ- a high maintenance jobseeker?