JB Bryant - Maximizing Employees, Transforming Processes, and Building Customer Loyalty

School’s Out! How to spend your company’s “Summer Break”

---

Summary: The United States recession we are experiencing is not unlike summer break when we were in school. Fewer external demands are dictating our schedules. How you utilize your “free time” will affect your success both now and when “school” starts again.

---

I have to admit it – I was a terrible student in High School, and not much better in my early college years. Somehow, in my Junior year of college I experience a sudden awakening that permanently changed my attitude and approach to life and its demands. I wish I could remember just what it was that caused the shift but, alas, the memory of those years is failing. What I do know is that whatever it was, it greatly contributed to my successes throughout my Master’s program and later career.

Throughout recorded history, the US has averaged one recession every decade. They tend to last about 10-12 months.

We are officially experiencing a recession today -– commonly defined by economists as two quarters of negative GDP growth and defined by the National Bureau of Economic Research as "...a significant decline in economic activity spread across the economy, lasting more than a few months, normally visible in real GDP, real income, employment, industrial production, and wholesale-retail sales."

School’s out. It’s summer break. How are you spending your “free” time?

The most successful students in High School (whom, I admit, I thought were weird as I slept in until noon) spent summers in development camps, studying topics of their own interests, participating in academic competitions, or working summer jobs to save money for a car or college. That is, the little time they had free from external demands they spent pursuing internal demands of self-development. This served them well when they returned to “business as usual” in late August.

If your customers are not placing enough external demands on you right now, what are you doing? Are you sitting back griping and worrying? Are you cutting your staff – the very people who make your company do what it does?

It’s a strange cycle, staff reduction. Business is down, cut employees, increase the unemployment rate, reduce the amount of spending money available in the economy, sales drop even further, .… You get the picture.

What if instead, you spent this summer break in self-development? What if you used this opportunity for much-needed reflection and creative thinking to identify where your waste really comes from (the bulk of it is likely not in your employees) and to develop innovative areas for growth? What if you invested what little you might have by developing your employees into truly effective members of your organization?

Heck, how much time do you really have to do these kinds of things when the market is strong?

If you have insights or questions on how to thrive in a weak economy, please start a dialog in the comments section below and I will reply.

If you’d like to know more about how to process improvement and employee development can costs, increase innovation, improve employee morale, and pay for itself several-fold, Contact Me.

Knowledge What? An Intro to Knowledge Management

---

Summary: A high-level, low-jargon, "fun" introduction to Knowledge Management, describing its approach, specific concerns, and methods.

---

Where is the wisdom we have lost in knowledge? Where is the knowledge we have lost in information? 
– T.S. Elliot

Knowledge Management. That odd phrase has been popping up a lot for the last decade or so. What in the world is it? I Googled the phrase and came up with 15,100,000 hits. I promise to condense it here.

As I answer the question, think about all the “brain work” it takes to make your company work. Some estimate that only 10-20% of the average modern company’s assets are physical. The rest are intellectual assets like patents, business processes, market share, brand loyalty, employee skills, databases, corporate image, and a host of other stuff. That takes a lot of brain work!

I remember first being struck by this in 1999 when Microsoft purchased Hotmail. Hotmail’s physical assets were worth about $100 Thousand. Microsoft paid them $400 Million.

Imagine that for a minute. I want to buy your lemonade stand. We agree that your cardboard box, jar of Country Time, pitcher, and paper cups are worth $10, but I offer to pay you $40,000 for it!

What made Hotmail worth 4000 times as much as its physical property was worth? It was Hotmail’s “brain” - its intellectual assets.

If you have only been part of your company for a short time, your experience has probably been similar to the following: Your finished product is pretty simple – some sort of widget or wadget that is delivered to the customer in a simple package. Procuring and fulfilling orders for your product, however, can be surprisingly complex. Selling, making, and delivering such a simple product requires a whole lot of very smart people doing a whole lot of very smart things together. Coming in from the outside, you have a certain advantage. You aren’t bound by the way they’ve “always done it around here.” You bring insights from the successes and mistakes of previous employers.

If, on the other hand, you’ve been with your company a long time, you’ve seen things become more complex over the years. You have a significant advantage. You remember a day when things were simpler. It’s easier for you to see through the complexity to the core business. The things newbies get distracted by are just ways of accomplishing the things you’ve done since the beginning. No matter what smart ideas new people bring to the table, you have learned to deal with the complexity and you can see how simple your business is at its core.

All of that – what new and established employees contribute, including what they’ve learned about products, business, and service there and elsewhere – is part of your company’s intellectual assets.

I’ll describe knowledge management now. As I do, think about how important communicating and learning are to performing all that brain work…but you’ll need to expand the normal use of the words “communicate” and “learn.”

In the modern world people communicate with other people and with computers. Computers communicate with people and other computers. Similarly, both people and computers learn from both people and computers.

So communication and learning happen people-to-people, people-to-computer, computer-to-people, and computer-to-computer.

That’s a large part of what makes your company go ’round, and that’s where knowledge management focuses its attention. Knowledge management is a way of thinking about communication and learning. It’s also a way of acting to ensure communication and learning are effective. It really boils down to this:

… Help people know what they need to know when they need to know it …

Knowledge management accomplishes this by developing good processes, developing good people, and developing good tools. You might think of it as Just-In-Time for knowledge.

“Managing knowledge” sounds a little weird. Can knowledge really be managed? Not really. We don’t really manage knowledge; we manage the processes, culture and tools that help people communicate, learn, and apply. But that’s too long to put on a business card.

Basically we manage knowledge creation, capture, transfer, flow, and application. To what end?

• Knowledge management can help established employees get the knowledge they need right now more efficiently – without poring through multiple systems or wasting time finding someone who knows.
• Knowledge management can help new employees see how it all fits together more quickly.
• Knowledge management can connect the pieces of the company together in a way that nurtures innovation and discovery.

And I think you’ll especially like this one…

• Knowledge management can help employees spend more time doing what they love – their core jobs – and less time preparing to do what they love.

I’ll close by describing some core beliefs in knowledge management. Hopefully they sound like common sense…

• Collaborate – All of us are smarter than any of us. your company is smartest when its people think together
• Simplicity – Communicate simply so you can learn quickly
• Some learning isn’t necessary – The better a system is designed, the less people need to learn to use it
• Only what matters – Remove all the information that doesn’t matter right now. You only need what you need; everything else is distraction
• Recycle – No need to reinvent the wheel. Reuse knowledge as often as possible
• People are better than tools – Tools are necessary, but people communicate better than computers and learn better from each other than they do from computers
• Respect experts – People at the front line know more about the details than people up the line. People up the line know more about connections between the details than people at the front line
• Process-based – Most useful knowledge in a company is directly connected with a business process. In fact, business processes are simply knowledge in action
• Results are king – Knowledge is useless unless it is linked to action. Put ideas into action as fast as possible. Understand what you want to do; determine what you need to know; decide how to communicate it; and then do it

That last one is really important. Managing knowledge – or, perfecting corporate communication and learning – has a very specific goal: Deliver quality products to customers efficiently. Or, as I repeatedly say, “transform knowledge into profit.”

If you have insights or questions on this topic, please start a dialog in the comments section below and I will reply.

If you’d like to know more about how to transform your organization’s knowledge into profit, Contact Me

Organizational Maturity

"We cannot become what we need to be by remaining what we are."
~Max Depree, American author

Tori is a wonderful young lady, exactly the girl I would want my own daughter to be if I had a daughter of my own. I am blessed to have the chance to co-parent her and be a part of her development.

One great thing about Tori is her sense of responsibility. Another is her willingness to change as she grows and learns.

A case in point is how she has been learning to participate in common family tasks. You know the ones I mean – things like clearing the table after dinner. We used to have to define specific roles:

“Tori, you take the plates; Mom will take the serving dishes; I’ll put away the leftovers.”

But she is gradually learning that things get done best when everyone sees what still needs to be done and does it. As a family, we are beginning to function like an effective team. One of us collects all the plates and silverware they can carry, someone else grabs the glasses, someone else puts away leftovers, etc., each of us making trips to and from the kitchen until the job is done.

Of course we each know our capabilities and limitations, and we do have loosely defined roles, but we get the job done without rigid job descriptions. And we do it very, very well. (OK, I’m slightly exaggerating– we’re getting there, but there’s still road to travel).

The first time I realized Tori was really learning this was a few weeks ago: We thought we were done, but Tori noticed a crumpled up paper napkin that had been left behind. She threw it away without being told.

As parents, we call this “maturity.” A number of different words have been applied to the same quality in business: Teamwork, Agility, Adaptability, and Instinctiveness are perhaps the most common. But what’s wrong with the phrase “corporate maturity?” I think it has a nice ring.

As I write this, I’m thinking of a company where I once served, which I’ll call “Acme Widgets” (I know, that really lacks creativity. Sorry).

AW was 40 years old. We expect people of roughly the same age to have a certain amount of personal maturity. We expect them to be on some sort of career path, to have grown intellectually, to have developed responsible personality traits, etc.

AW certainly had a mature career path: They were a market leader! AW was intellectually mature, too: They were innovative. And AW was mature in responsibility: They functioned by clearly defined values, were financially responsible, made quality products, and would go to all ends to ship orders on the promised ship date.

This outstanding company, like so many others, had one glaring maturity flaw that could prove detrimental to them down the line: They did not change easily, that is, they did not learn well while they grew. They were not internally adaptable.

“To exist is to change, to change is to mature, to mature is to go on creating oneself endlessly.”
~Henri Bergson (1859-1941), French philosopher

There are a few questions I like to ask employees that help more clearly assess a company’s adaptability. Here are a few. Take a moment and answer them for yourself:

1. In your own job, how likely are you to recognize when what you do needs to change, i.e., that your job needs to evolve because of external changes?
2. How likely are you to recognize when how you do things needs to change to accommodate your evolving responsibilities?
3. Do you feel free to communicate needed changes to your supervisor or manager? (
4. Do you feel your observations and suggestions will be truly considered?
5. Do you openly make such suggestions to your supervisor?
6. Do you feel free to make changes yourself?

Finally, here’s a tough one for many people:

7. How likely are you to do something just because it needs done, regardless of job titles and without complaint or resentment? Are you more likely to throw away the paper napkins because no one has done it yet, or are you more likely to complain that the Paper Napkin Tosser didn’t do his or her job?

21st Century businesses are going through rapid, exciting changes. I trust yours is one of them. Next year will most certainly look different than this year, and each successive year will bring more change and growth potential.

Do your answers to the above suggest that you are ready to embrace the changes?

“Maturity of mind is the capacity to endure uncertainty.”
~John Finley, English historian and mathematician

If you have insights or questions on this, please start a dialog in the comments section below and I will reply.

If you’d like to know more about how to develop a mature, adaptive culture in your organization, Contact Me.

Can Knowledge Be Managed?

---

Summary: Quick thoughts on what it really means to “manage” knowledge and turn it into profit.

---

Knowledge can't be managed any more than a widget can be managed.

For widgets, you can manage the processes, tools, materials, and people it takes to make them. Raw material has no value if it just sits on the floor. For your company to benefit from that raw material, it has to be combined with other materials and used to make something that makes money.

The same is true of knowledge. Even though you can't see knowledge or pick it up, we all intuitively realize that knowledge that is applied can be valuable and knowledge that isn't applied can be costly.

No company can succeed without knowledge. But for knowledge to create value it needs to be combined with other knowledge and must be used to create something that makes (or saves) money.

What I refer to as "knowledge management" is managing the processes, tools, materials, and people that help us create and apply knowledge to improve the company's profit. This involves making sure data, information and knowledge are captured, communicated, retained, and applied toward profitable ends.

The value of Knowledge Management comes directly from how effectively knowledge helps employees deal with today's situations and effectively create the future. Importantly, knowledge must be available at the precise moment it is needed -- regardless of whether or not the one who needs it knows it exists.

If relevant knowledge isn't accessible at the moment it is needed, every situation is addressed only by what people know at the time. See my article on knowledge priority for more on this topic.

Conversely, if relevant knowledge is available on-demand, each situation is addressed by the sum total of everything anyone in the organization has ever learned about a similar situation.

Which approach do you think makes a more effective organization?

If you have insights or questions on this, please start a dialog in the comments section below and I will reply.

If you’d like to know more about how to make sure knowledge is relevant, is available when needed, and generates profit, Contact me.

Job Hunting In A Down Economy

SUMMARY: This article speaks specifically to the unemployed mid-level U.S. professional who is in career transition during difficult economic times. Other job hunters may glean useful wisdom here, but that mid-level professional is the one I’m addressing.

I’ve culled the wisdom of many of the great thinkers and writers who devote their own careers to helping people like you get back to work. Their best advice is collated here with links to additional resources that will benefit you.

So read on. Then go forth and prosper.

It’s a tough world out there. Somewhere around July 2008, the number of layoffs in the US gradually began to increase. By October, the number had skyrocketed, and it isn’t over yet. The competition is fierce and the opportunities few.

Some people scoff at you. To the uninitiated, it seems you have it pretty easy. After all, you make beaucoup money, have plenty of experience and education, and wield a portfolio full of qualities to attract potential employers. Imagine if you had no education or experience? Think how hard that would be!

The truth is, however, that your opportunities are no more or less limited than entry-level positions. By now, you have identified yourself with a specialty, followed a particular path, associated yourself with an industry. Even if you chose to take an entry level job to ride the waves until the market turns north again, you would have trouble getting hired. You’re over-qualified, they’d say. And besides, look at all these inexperienced job seekers. If they gave you the job, someone with no other choices would have nowhere else to turn. Besides, you’ll only hold the job until something better comes along.

You know that you’d likely perform the job with more diligence and care than most inexperienced workers – specifically because you understand business. But you also know the scoffers are at least partly right.

Don’t fret. The time you’d put into that temporary entry-level job would be time you wouldn’t have for uncovering your next career move.

So what do you do? Get busy.

I’ll tell you how. But not just me... I have asked several of the great thinkers, career coaches, and advisors to contribute their thoughts. I specifically asked that they skip right over the plain vanilla stuff – the stuff you already know or will hear from everyone else – and get out-of-the-box practical for you.

Below, their advice is arranged into the following categories:

1. Adjusting Your Attitude
2. Making Money While You Job Shop
3. Researching The Job Market
4. Marketing Yourself
5. Finding Prospective Employers
6. Interviewing Successfully

To help the flow, I’ve used footnotes for the attributions. Superscripted numbers at the end of each nugget of wisdom are linked to the Credits section where you can find more.

For your own benefit, I suggest you do not overlook the “Credits” section. Each one contains links to additional resources these experts provide that may well assist you further. Check them out.

 

Adjusting Your Attitude

Let’s face it... Whether you saw unemployment coming or not – or even if you’re still sitting in a job with a time bomb attached to it – chances are you aren’t thinking rosy thoughts about your most recent employer. For that matter, you may even be down on employers in general right now, or even yourself. Have you let worry creep in too? That can paralyze you, and you know it.

What do the experts have to say about getting an attitude adjustment?

As companies downsize, older workers bear the brunt. This situation is unfortunately a fact of life and a reality in the workplace. Fortunately, this situation is changing as many companies are recognizing the value of their experienced workers. A solid plan, honest self-assessment, aggressive networking, and good selling skills can yield positive results. 16

Don't be impatient. If the job is yours – it will all line up perfectly. If not – there is something better waiting for you. 5

Focus on the actions you are taking, not the results! The results will unfold elegantly and abundantly and you will enjoy feeling that satisfaction of success whether you are investing in marketing yourself or basking in the warm glow of landing your third or fourth interview! Be careful not to devalue the importance of this tip. This strategy is one of the main points to averting thoughts of despair and feelings of overwhelm.1

You always have choices. Don’t allow conditions to put you in an “I’ll take anything because I need a job.” Fear constricts you constrict your ability to see opportunities. 5

The most important thing you can do as a job seeker -- regardless of what is happening in the economy -- is to change the way you think about yourself, the job search process and the people you will meet. When you change your thinking, everything changes -- what you say, what you do, how you act, and how other people treat you. If you think of yourself as a supplicant applicant, begging for a chance, that's exactly how you will be perceived and your job search will be long, hard and challenging. On the other hand, if you see yourself as a problem-solver, that's how you'll be perceived, and you'll be working before you know it. Remember, the only reason you will get hired is because the person hiring you believes you can help them solve their problem. Stop thinking you're "filling an opening." You're not. You're solving a company's problem, and by solving their problem, they will solve yours. 21

 

Making Money While You Job Shop

You may have received a severance package. Great! Don’t take a vacation. That money will run out much quicker than you expect. Imagine how awesome it would be to have that money overlap your next paycheck! On the other hand, you may have been kicked out on the street with nothing. Either way, very soon you’ll wonder how you’re going to pay the bills.

Our pros have some advice for you...

Write a resume designed for project assignments and send it to every employer that you can identify that may need someone with your experience and expertise. There may be listings for full-time jobs that you have a better chance of getting with your project based approach. Employers are often more likely to higher on a project assignment basis since they don't have to pay benefits and can off-board those hired on this basis with little expense. 9

Register with a temp firm in your area. Employers hire mid-level professionals for project assignments through temp firms. 9

Work a temporary or part time position through an agency. Advantages are: You are getting exposure and getting your foot in the door somewhere When a good opportunity comes along you do not appear as if you did nothing but sit at home while you were looking You have some income coming in but still have enough time to devote to looking, researching companies and to schedule interviews. 7

Management Consulting – Jobs in Management Consulting (according to the Bureau of Labor Statistics) have DOUBLED over the last 10 years. If you are experienced in your niche this can make exceptional additional income! Guru.com and elance.com are great sites for getting the word out and giving you the ability to instantly bid on projects. Higher Ed Adjunct Teaching: Teach part-time in your area of expertise and get paid for it! Adjunct teaching is increasingly popular with State and Local colleges as they do not have to cover benefits. Ebay/Craiglist: The business you can do using these mediums is pretty phenomenal. I know many people who generate significant passive income off these sites. Interim Executives: Many companies are looking for interim executives for various reasons. Most of the largest recruitment firms in the U.S.—including Heidrick & Struggles, Russell Reynolds, Spencer Stuart and Spherion—now have specialized practice areas for interim executive placement. 1

 

Researching The Job Market

Don’t just dive into the job boards. Doing some research first will position you to make the most of your hunt. From my experience, you should devote at least a week (yes, I’m talking 40+ hours) exclusively to research before you take the next steps. Would you take on any other project without extensive research?

Here are some expert tips...

People still get hired in a down economy and jobs are there to be hand. The question is what industries are hiring and what job skills are needed. 6

What You Can Learn from Entrepreneurs For A More Successful Job Search Research where the opportunities are. What industries are booming? What jobs do you have the skills and interests to transition into? When assessing job opportunities, don’t believe the hype – remember the ability to suss out what is reality and what is the fluff are crucial Have a strategy and focus. Assess other opportunities that arise along the way, but don’t lose site of the bigger picture. Tenacity; rejection is a big part of job seeking in any market. A wonderful quote by Henry Ford, "Those who believe they can, and those who believe they can't, are both right," perhaps sums it up the best! 11

Don't undervalue your public library. Call up your reference librarian and ask for a tour. You will be astounded at the wealth of free info available.  Information about companies. Databases that would cost you and me 10K that you can access from home for free because they come with your library card. 12

In a supplement to the November 2008 Executive Market Report, JobBait.com listed the following 6 recession-proof metropolitan areas (based on Bureau of Labor Statistics data available on November 23, 2008): Merced, CA Grand Junction, CO Billings, MT Laredo, TX Kennewick-Pasco-Richland, WA Morgantown, WV Another 29 are almost recession-proof. To see all 35 cities, including the total number of new jobs by specific industry in the last 12 months, go to http://jobbait.com/a/rpa.htm.

In 150 Best Recession-Proof Jobs, Laurence Shatkin identified 150 of the best jobs that are most likely to weather a poor economy. He identified the following as the 10 best recession-proof jobs: Computer Systems Analysts Network Systems and Data Communications Analysts Network and Computer Systems Administrators Registered Nurses Teachers, Postsecondary Physical Therapists Physicians and Surgeons Dental Hygienists Pharmacists Medical and Health Services Managers 18

 

Marketing Yourself

Self-branding... a targeted résumé... your own blog... personal business cards... a slogan capturing the essence of your value... a well-polished summary of your skills and experiences...

All of these are important parts of marketing yourself successfully to prospective employers.

Take and use the following beyond-stock-advice tips from the experts...

You can find a job, but you need to do things that your peers are not. 16

Manage your job search like a marketing campaign. Pick the hours and the days each week that you plan to invest in your next career move. Block out those times and stick to them! Honor your commitment to your job search just like you would honor your commitment to an employer to show up on time each day. 1

Take an inventory of your skills and objectively look at how they can apply to fields that are desperate for workers. 6

Search proactively (know precisely what you are looking for, then reach out to get it) rather than reactively (don't passively scan posted jobs, waiting to find the one that fits you). It’s crucial you know the following things:  Your primary target markets Your primary positions Your geographic parameters Your timeline 1

You need to know: what makes you unique the benefits to others regarding your services/product who your ideal employer is what things your ideal employer says quotes about your services and/or qualitative testimonials about your work 12

Think about what your ideal boss would say. “I need a sales manager” is not specific enough. “I need someone to manage the ____ team and help them increase their _____”  is great. Be very specific. 12

Some problems I’ve seen: Resumes cluttered with so much information that they’re hard to read Resumes that contain things that the person doesn’t enjoy doing Resumes that aren’t geared towards the position the applicant wants to attract Resumes that don’t include accomplishments (numbers) 12

Focus, focus, and then focus some more. Do not look for "a job in marketing." Look for a marketing job in the consumer products area. No – focus even more. Look for a marketing communications job in the household consumer products area. No – look for a marketing communications job in the household consumer products area in one of ten targeted companies. The benefits of this focus are efficiency and effectiveness in a targeted job search. By knowing exactly what and where your target is, you can aim directly at it. You know exactly where to focus your time and energy. And when you focus your limited time and energy, you can shorten your job search considerably. 14

Carry business cards for your ideal position. Include contact information and a synopsis of what you’re looking. Hand them out at networking events. 12

If you have not revised your resume in a while, consider getting help from a professional. If you plan to rewrite it yourself give particular attention to the summary at the top. Also expand upon the experience that best matches the position to which you are applying and edit down the experience that is not particularly appropriate. Focus on things that will make you more valuable to the perspective employer. 9

The person in career transition IS the product they need to sell. We need that product to be as attractive and well taken care of as possible. The most often over looked tip I give my clients in career transition is this:  take care of YOU!  Folks get desperate and start to forgo self care.  This makes them low energy and they appear needy and desperate. It's important to keep our energy gas tank full, or as close to full as possible, because it is easy to sense.  There are many low cost/free ways to recharge which are available no matter what the state of your finances. 3

 

Finding Prospective Employers

You’ve now done an attitude check, you’ve taken care of your interim finances, you’ve researched the job market and identified your next direction, and have developed your marketing materials. It’s time to take the plunge and start finding and contacting prospective employers.

Available jobs fall into two basic categories – advertised (aka, “published”) and unadvertised (aka, “hidden”). Job boards and other advertisements are the primary sources for advertised jobs; networking, cold calls, and other methods of making yourself visible are the primary sources for finding unadvertised jobs. These jobs can be geographically near you. They also could be “virtual” or “telecommuting” jobs.

It’s important to tap both the published and the hidden job markets, but most experts agree that the hidden job market will be the most profitable, especially in a troubled economy.

Here is the wisdom of the sages on how to tap each of those...

=> Generally Speaking...

How A Down Economy Changes Job Hunting Many firms move away from agency hires and attempt to hire direct. Looking on company websites for posted positions is key, as is looking at industry association sites where you may find more opportunities than on the big boards. The ads overall tend to route you through the HR email box. The smart searcher sends a resume there…and then finds the hiring manager or executive in charge. To move past the hundreds of candidates that are applying and get in front of the decision maker, figure out who the hiring executive is, get their name, and send that person your resume directly. Send your resume after hours (6:00/6:30) vs. during the heat of the day so that it gets read. 10

There are three main job search strategies for tapping into your market: Target Growing/changing/moving companies Executive Recruiters Direct company contact 1

=> Regarding Advertised Jobs...

Job boards are a really depressing, hard and painful way for the majority of us to land great jobs. 1

Check the Mart Section of the Wall Street Journal on Tuesdays. 9

Most companies go through at least five steps to fill a position before they will post the position to a major job board. (1) get on the phone to a few trusted colleagues; (2) look to see if anyone already on board is qualified to be promoted; (3) launch an intimate grass roots campaign to try to fill this position waaaay before the general public is notified; (4) contact a related association to post the job on their members only job board; (5) contract a recruiter. 1

Go to high level job fairs (the WSJ puts these on regularly in major cities) There are also a number of virtual job fairs. A good example is http://www.unisfair.com/ 9

=> Regarding The Hidden Job Market...

In 2004 I was laid-off by a multi-national computer company. I developed a website and published my Portfolio and solutions I offer on the site. I also started blogging. I then networked extensively at professional association meetings. This led to a series of small consulting jobs. One company liked my work and I was hired into a full-time position within four months. I’ve kept my consulting as a ‘side business’ in anticipation of another round of lay-offs. 8

The interview process is shorter and the salary package can be significantly higher with unadvertised opportunities because when you pursue unadvertised jobs you are almost always talking with the company key decision makers right from the start. 1

Networking is by far the most effective job search method. The proverbial inside track is especially critical in tough times of mass layoffs and hiring freezes. There are many general purpose social networking websites such as Facebook and LinkedIn. Here job-seekers can tap on their current network of friends and colleagues to get introductions to other people. Alternatively, they might consider joining specialized peer-to-peer job search networks where they would be able to introduce themselves directly to insiders (employees) at companies of their interest. 4

Network with everyone you know. 50% of jobs are found through good networking. 9

Networking, forging partnerships and strengthening relationships are the key foundation to sustaining the storm. Remember, the smartest investment you can make in today's volatile economy is in relationship bonds. So work your network. Self-educate through interviews - We become smarter by learning from and listening to others. Reach out and help others -  The more you give, the more you get. See who in your network might be struggling that you can help. Explore where you can pass your experience, knowledge or contacts on to others. Few will forget that you went beyond self-interest to make an effort in what may be a difficult time of need. Stay in front of people - Brainstorm to think of ways that can keep you in front of your network in a manner that serves you by serving them. Follow-up on Contacts -  Make an effort to verbally follow up on your contacts once every week. Dig deep on the personal side - Ask people about interests that have nothing to do with the workplace. Find common links that allow you to transition your networks into breakthrough connections. Going deeper creates roots of loyalty and repeat business, even in the toughest of times. 19

It's contacts, especially new contacts, that increase your chances of not only learning about a job opportunity but also landing that job.  That's why I recommend taking advantage of new, online options that help you connect with others in your profession and encourage you to interact with them in person. 2

Be proactive - Don't just apply for jobs online or e-mail your contacts asking for leads. Talk to your network by phone or in person. Get out of the house and meet people - Networking is about getting to know people and having them get to know you. Make it your intention to simply meet people—don't weigh yourself down with expectations! If you keep the focus on building relationships you'll naturally connect with people who will want to help you and vice versa.17

=> How About Those Virtual Abnd Telecommuniting Jobs...

If the idea of being a “virtual employee” or a “telecommuter” appeals to you, here are some specialized resources to help you explore those options...

Check with the Better Business Bureau to make sure the firm you pick is legitimate. The kinds of jobs that offer telecommuting opportunities are more likely to be technical or computer related although a number of HR firms have evaluations and similar services completed by employees or services working remotely. For Virtual Jobs check out http://virtual.uscity.net/Employment/ For telecommuting checking out http://www.teleworkrecruiting.com and http://www.flexjobs.com/ Also check out Internet Jobs at Business.com 9

The following sites tend to list a high number of virtual or telecommute jobs Interactive Advertising Bureau iMedia Connection MediaPost

 

Interviewing Successfully

Got an interview lined up? Cool! It’s time to close the sale. You already know you need research the employer before the interview. You know to follow-up, multiple times if necessary, to keep yourself in front of the employer.

Beyond that standard wisdom lies the following important things to keep in mind, straight from the keyboards of the experts...

If you have not interviewed in a while, apply for a position with an employer you are not interested in working for. It's best to have a trial interview and make your mistakes there as opposed to making them with the employer you most want to work for. 9

Don’t be defensive – be confident. When you try to explain why you’re job searching or giving excuses about why you’ve been out of work so long, don't come across as defensive, which only raises questions about yourself. 5

Be prepared to answer the question as to why you left your last employer. 9

There are a lot of factors that you should take into consideration before deciding on a company and position Investigate the work environment. Come early, talk to the receptionist, sit in the waiting area, and note those who come and go. What are they wearing? How do they interact with each other? Check out the décor. Are there family pictures and personal items? Get a written job description and ask specific questions about the responsibilities and the company's and supervisor's expectations of you. Why did the person before you leave? Did they quit? Were they fired? Is this a newly created position? What size of team will you be working with? Who your regular internal customers? Don’t underestimate your worth or accept a position based on salary alone Know the going rate for your position and industry (http://www.bls.gov/bls/blswage.htm) Consider the benefits package, and negotiate it when there is no room to negotiate salary. 15

Stop taking it all personally - Hiring managers and recruiters are inundated with resumes and applications right now. The fact that they haven't replied to your application has nothing to do with you. Ask for feedback - When you get opportunities to speak to employers, make sure you ask for specifics: Do you have feedback on my resume? How did I do in the interview? What advice do you have for me? 17

 

That ought to keep you busy for a while...and lead you to your next gig. The experts who contributed to this article -- listed below -- provide important tools, articles, books, and services that can help you along the way. Contact them. If you'd like to contact me to discuss these things more, see the sidebar on the right.

Oh, and leave your comments below.

In the name of quality productivity!

-- JB Bryant

Credits

1. Mary Elizabeth Bradford Executive Job Search Coach Cert. International Master Career Director Cert. Advanced Resume Writer	2. John Boyd, Founder & CEO Meetingwave - The Free Online Tool to Meet People
3. Elene Cafasso Executive and Personal Coaching Enerpace, Inc.	4. Alex Carp Job Search Networking Specialist TugLink.com
5. Rebecca B. Cooper, Creator FlipNotes, Flashcards for the Soul Beck & Glee, LLC, Innovating Inspiration	6. Lorne Epstein Career and Recruitment Specialist Author, You’re Hired! Interview Skills To Get The Job
7. Veronica Gliatti Blog Author: RonniRants	8. Ian Griffin, President Northern California National Speaker’s Association Freelance Speech Writer
9. Arthur Koff, Founder/CEO RetiredBrains.com A Job and Information Source for Older Workers	10. David Lewis CEO: Operations, Inc
11. Kelly Magowan, CEO Six Figures, The Premium Job Site for $100K+ Jobs	12. Maria Marsala Chief Business Collaborator ElevatingYourBusiness.com
13. Charles E. McCabe, CEO Peoples Income Tax, Inc The Income Tax School	14.Mark Mikelat Founder, Building Aspirations Author, 50 Tips for Effective Networking
15. Barbara Poole, CEO EmployAid – Your lifeline at work	16. Judit Price, MS, IJCTC, CCM, CPRW Age Discrimination In The Midst Of A Downturn Berke and Price Associates
17. Annemarie Segaric Owner, The Career Changer Company Author, Step Into The Right Career	18. Laurence Shatkin, Ph.D. Author, 150 Best Recession-Proof Jobs
19. Joe Takash, Author Results Through Relationships President, Victory Consulting	20. Dawn Walker Director of Business Development InterviewAngel
21. Janet White Author: Secrets of the Hidden Job Market

Territorialism Over Teamwork Results In Boredom and Lost Value

---

Summary: In every instance where employees feel bored on the job, the corporate culture supports territorialism over teamwork.

---

Before getting into the topic of boredom at work, a brief note to my regular readers...

If you've noticed a delay between articles, I have a good excuse -- I'm working on a huge project for this blog. It will be available very soon.

The topic will be how unemployed mid-level professionals should go about finding their next career in a troubled economy. I'm currently culling the advice of some of the top experts in the employment game. Stay tuned.

Now, on to the not-so-boring topic of boredom at work.

One of my professional specialties is assessing corporate cultures, diagnosing business problems based on cultural indicators, and aligning cultures to support strategic priorities.

I’ll make a bold statement here, but one that will stand up to scrutiny - with the added benefit of feeling like common sense!

In every instance where employees feel bored on the job, the corporate culture supports territorialism over teamwork.

It is a rare employee who truly doesn’t want to be productive. Employees who don’t seem to want to be productive generally are either jaded or unaware of how they can be productive.

People don’t want to be bored. Given the opportunity, they’ll be productive to their fullest ability.

The problem comes in when Jane has some down time and wants to contribute in a way that is outside her regular duties or job description. She’ll look for and find those opportunities as long as there won’t be backlash for doing so, and the company will be much better off for it.

A culture of Territorialism tells Jane that if she steps outside her defined role, she’ll be invading someone else’s turf and she’ll be punished for it. Rather than face that risk, Jane will just go on being bored and less productive than she otherwise would be. In fact, she may not allow herself to be bored at all -- if she's resourceful she's more likely to do personal emails, write her own blog, spruce up her MySpace account, plan her next house, or research a topic she's interested in all on your company's dime. Wouldn't you rather pay her to put that energy into your company's success?

The attitude of Territorialism Over Teamwork pervades many, many businesses that could be infinitely more successful if they would methodically replace territorialism with collaboration and teamwork.

Seem impossible? It isn’t. It can be and has been done.

Your Action Items:

• Read Marilyn Gardner's article in the Christian Science Monitor, "Bored At Work? Read This," which quotes part of the article you are now reading.

• Sound off on this topic in the comments section below.

• Contact me. to discuss maximizing employees, eliminating boredom, developing productive employees, or assessing your corporate culture.

The Priority of Minding Your P's

---

Summary: Cluttering people's workdays with information they don't need is as irresponsible as not providing what they do need. And it's expensive.

---

Investing wisely...
Should your organization invest its resources in pushing knowledge to users (supply) or helping them pull it when they want it (demand)?

That question highlights a long-standing debate in knowledge transfer theory. Push and Pull are often called the "Two P's" of knowledge transfer.

The answer is really a no-brainer. There are plenty of things you don't realize you need to know (news, opportunities, changes, etc.), and those should be pushed to you. But when there's knowledge you know you need, you should easily find it (pull).

…The question isn’t big enough.

Choices, choices, choices...
You’ve been there.

The restaurant’s menu is a wee bit over-zealous. The variety is great, but deciding what to order is time consuming and frustrating with such an extensive menu.

     "Pull” is difficult when the volume of information is large.

Your server makes some recommendations. S/he is narrowing down your choices, hoping to entice you to make a decision. Unfortunately, the server’s choices aren’t appealing.

     “Push” is only helpful when the information is right.

You pick something almost at random. Invariably what your meal partner ordered is more appealing than what you received.

Let’s get this straight...
What if as you were seated, your server handed you a menu that only had food you were in the mood for at the moment? All you had to look at was what really mattered. How much more quickly and effectively would you order?

An important third P is necessary for an organization's knowledge to be turned into profit. We intuitively recognize it, but we easily overlook it.

Priority...
I'm not the first to recognize this. I've usually called it "relevance." David Moorcroft of the outstanding Royal Bank of Canada first called it "Priority." (1)

Restaurants may be a long way from offering only what you want, but modern technology and strategic method make this possible in today’s businesses.

In today's world, cluttering people's workdays with information they don't need is just as irresponsible as not providing them what they do need. And it's expensive. Very expensive.

Simply stated, if we do not evaluate how important and relevant particular knowledge is to a given situation, we'll spread around a bunch of information that doesn't really matter. Workers will end up with "infoglut," and no one will pay attention to any of it.

Evaluating Priority is not optional...
As Mr. Moorcroft wrote:
"For technology to truly make communication more effective, it must deliver information that is relevant, easy to find, and aligned with a strategy...for greatest impact."

Contact me if you’d like to improve the relevance of the information and knowledge you deliver throughout your organization.

__________________________________________________________________
Footnotes:

(1) Mr. Moorcroft's article, Enabling RBC's employees to choose their own news, appeared in the Oct/Nov 2007 issue of Strategic Communication Management.