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For successful executives, leaders and entrepreneurs alike, there’s never a point in your career where networking is done. Just because you feel you’ve reached the top or don’t have time for it, networking—especially “offline”—is tremendously profitable in attracting new opportunities, ideas and talent.

While digital networking is important, with 80 percent of global CEOs engaging socially on LinkedIn, it will never replace going out and actually cultivating and building your network.

When was the last time you had your car serviced? Six months…a year…two years? You’ve probably done it more recently than two years, because you want to make sure your car continues to operate reliably and get you where you need to go. Something similar could be said about your career management strategy. You can’t expect it to continue serving you well if you don’t take good care of it and change it when needed.

“Ageism”, being an “ism”, means that it is a matter of “subjective” thought. The implication, ageism is a matter of “Perception”, which as an employee, or job candidate, you have some level of control. Historically, those most concerned, were largely those in their 50’s. Ageism, is now a metaphor, which is multi-dimensional, and evolving. While ageism is known to affect organizational hiring practices, you as an employee or job candidate, have more “self-control”, today, than ever before, as to how you are perceived. This publication series deals with these topics.

 

Series Introduction

#BeBoldForChange was the theme for 2017 International Women’s Day with a call to help forge a more inclusive, gender equal world.  Companies across the world took to social media to show their support with the cause and we saw a number of excellent profiles on senior female business leaders across media platforms, LinkedIn, YouTube, corporate websites and blogs.

Landing a C-Suite role can be the ultimate challenge for many seasoned executives, with the number of potential roles narrowing the further one climbs to the top. While many leadership styles, experience levels, and personal traits vary from one C-Level executive to the next, there are several key characteristics and activities that the majority of successful C-Suite share which their success can be attributed to. If you have C-Suite aspirations, here are our top tips to better position yourself for when your next C-Level opportunity arises.

The head of a major multi-national, multi-business firm had a very simple but effective strategy. Whenever he returned to the US from a major international trip, he began at work thinking it is his first day and outlined areas for change and focus to his team. He had put in all the hard yards regarding strategy rethink during his flight back in his private jet. When I heard about this, it immediately led me to think about how often we refresh our own career strategy!

Here are a few tips for when to develop or refresh your career strategy based on my experience in this area:

As more senior-level executives are becoming active LinkedIn users, including a reported 80% of CEOs, recruiters are also tapping into LinkedIn’s potential when researching new executive candidates for their searches. But with such time-demanding jobs, what can executives do to optimize their LinkedIn profiles to increase their visibility to search consultants?

There are many simple alterations that can be made to your LinkedIn profile that can have a considerable impact on your searchability to recruiters and only take a matter of minutes to achieve. Here are our top 6 LinkedIn hacks for busy executives:

It may surprise you that age discrimination impacts both the youngest and oldest professionals in the job market and employment. Despite, the inroads in perception and equality for women, gay people, disabled people and minorities, ageism remains prevalent in the workforce.

 

Perfect timing! Here I was thinking about the topic of ageism in the workplace, when my wife suggested that we watch “The Intern.” I was not familiar with the story, but I quickly noted the relevance. The movie is about a 70-year-old (Robert De Niro) intern working at a start-up clothing retailer in Brooklyn. Assigned to a role under the friendly, but overly-busy CEO (Anne Hathaway), De Niro played a highly professional intern with 40-years of executive experience. Due to his noticeably calm and thoughtful demeanor compared to many others in the business, Anne Hathaway’s character eventually decides to reassign her intern because he is too “observant.”

As an executive, retained recruiter, I commonly get calls and LinkedIn messages from people on the job market asking if I have a job for which they could be considered. For the few I’m able to give time to speak with, I ask “What do you want to do next?” and “What industry sector and function is the best fit for you?” The responses are often purposefully vague in an effort to keep options open. Since candidates don’t know what I am working on, they understandably do not want to be eliminated unknowingly. Without a clear target neither of us will hit the bullseye. Keeping your options open can mean no options at all.

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