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Executive Career Management

I just don’t have the time.

We all say it, or at least think it, every day. We have to make some hard decisions on how we use our available time. We have to prioritize.

Our jobs and careers demand that we set priorities, too. I hear it every day from friends and colleagues – especially when they try to explain why they aren’t more involved with their industry associations.

The manner in which you join the management team of a new organization results in you being branded. How you’re initially perceived at your organization can have material implications to your short and long term success. A mind set-based metaphoric example could be the first time you taste a new fruit: aroma, texture, size, shape, flavour, and overall desire for further purchase represents the subjectivity of being branded. One either likes or dislikes the fruit based upon these subjective measurements.

Stress is one of the most pervasive afflictions in the corporate sector today. The harm it can inflict is compounded by the fact that it is amorphous by nature, thereby preventing us from measuring it or even being aware of the extent to which it affects us. While there are reams of advice on the topic, I will attempt to summarize a few approaches for managing stress from my real-life experiences as a senior-level executive.

Will I work again?
Am I too old to be hired?
Will any employer take the time to see—let alone value—what I have to bring to the table?


These questions are all too familiar to millions of older job seekers.

ageism_executive_career_managementSadly, ageism is alive and well. It's not just folks in their 50s who face it; it's happening to folks in their 40s, too. Age discrimination tends to occur more in industries where the work performed is physical in nature, such as construction or manufacturing, but it isn't as widespread in other industries as it once was.

Most executives line up their top references with such confidence that they just assume that those recommendations will be sterling. That may well be the case, but why risk a slip of someone else’s tongue? The use of online recommendations on sites such as LinkedIn makes the importance of soliciting, influencing and managing your references all the more critical.

If you’re a department head, vice president or director, now is a great time to start planning a move up to the C-suite in the coming year. Because you will need to reach out to your network, polish your resume, talk with executive recruiters and begin the extended interview process, making a change won’t happen overnight.

Here are seven steps that can help set you apart from the competition.
 

c_suite_executive_job_search1. Leverage social media.

2016 is around the corner. If you are making personal resolutions, why not extend that activity to your career as well? Welcome the New Year by reflecting on your job search plan.

Are you doing the same things in your job search today that you did five or 10 years ago and expecting the same results? What may have worked even a year ago may not today, so you need to reassess and retool your action plan to identify your successful strategies and change those that have not been effective.

new-year-executive-job-searchThe points below will help you to audit your job search activities:

With every new year comes new opportunities. Now is an excellent time to reflect on the past 12 months and how you envision your career for 2016.

Whether you want to change jobs — or careers, or simply get more out of your current job, use the next few weeks wisely and figure out what you need to do to lift your career to the next level. Perhaps it’s telling your network you’re looking to make a move. Or, perhaps it’s getting a promotion and a raise. Whatever it is, figure out how you’re going to make it happen.

manage_your_executive_career_new_yearHere are some clues to get started:
 

Career fulfilment is everyone’s responsibility. To fulfill your career, you should periodically align the value that you bring to the table to the value the role (or company) requires you to deliver. That’s easy to say, but hard to do.

In this respect, I will provide you three keys:
1) to qualify the contexts of your future leadership role,
2) to qualify the value the role needs to contribute and
3) to qualify yourself for that leadership role.


1. Which contexts to take into account?

“We don’t get a chance to do that many things, and everyone should be really excellent.” — Steve Jobs

AESC chats with Glenda K. Brown, Managing Director, BlueSteps & Global Partnerships, about why contrary to popular belief, the holidays could still be a good time to land your next executive position.
 

The prevailing wisdom is that the holidays are a bad time for executives to search for a job. Do you agree?

I don’t particularly agree. There are a few reasons that it can actually be an opportune time for executives to conduct a search.