I Don’t Want a Coach. I Just Want a Job.

My clients who have the most success are the ones that have or can acquire clarity, skills and readiness.

My daughter is nine. Lately, she wants to be an actress. She saw a casting call for Descendants 3, and she is ready to head to Vancouver (we live in Connecticut) to audition, if I will just say yes.

As we read through the requirements, among other things, you must submit a resume that lists your acting experience. My daughter has been in a few local shows at her school and the community center. It is “real” acting, but not necessarily the type that is valued by casting directors. I watch her scour the internet for information and other opportunities, quite devoted and pumped up (as only someone who is just reaching double digits in age can be).

An acting coach’s website pops up in one of her searches about whether a certain agency is a scam. “Oh, a coach could be helpful,” I tell her. “She could let you know how to prepare for your big break. What to learn, where to look for opportunities…”

My daughter turns to me, scoffs and delivers a classic line. “I don’t want a coach, Mom. I just want a job.” Other than the addition of my maternal moniker, she sounds like a few of my clients, if they would just be honest with themselves and me.

Yesterday a prospect pointedly asked me how fast my clients get jobs, as if that were a true measure of my success as a career coach. I gave her the honest answer, which is that “it depends.” I know there are some coaches who make promises – an interview in X weeks or a job in Y months. The truth is that I have clients who get an interview the same week we start working together, and I have others who struggle for some time after that. As I said to the prospect, there are three factors at play: (1) does the person have clarity on what he/she wants, (2) does he/she have skills that the marketplace needs and (3) is he/she ready to go?

Coaching is not a job placement service, but I do have prospective clients who contact me all the time wanting me to “find them a job” rather than help them do the tough but satisfying professional development to prepare themselves for their job search and interview process. They want a magic shot or shock to their system that will make the pain go away (pain of unemployment, pain of a toxic or numbing job, pain of not advancing, etc.) rather than being open to learning a better approach that will serve them in the short term and long term. By contrast, my clients who have the most success are the ones that have or can acquire the three points below.

Clarity. To be successful in a job search, you need clarity on what you are seeking and what roles will actually be a good match for you at the present moment. Notice I did not say “to find a job” you need clarity, but rather to be successful in your search. There are many people who are quite good at finding new jobs, only to be continually disappointed with the results, because they do not ask themselves what they really want to achieve in the short term and long term. There are others who struggle for months to find something, only to realize after starting a new role that it is not what they expected. In both cases, you are better able to find a match for your interests, talents and values if you have invested the time and energy (with or without a coach) to understand what those are.

Skills. What are the hard and soft skills, from strategic thinking to asset-backed financing or from stakeholder engagement to Hadoop – or, as in my daughter’s case, the ability to act, sing and dance – that are required by the targeted roles? Can you demonstrate that you have what it takes or are able to quickly get up to speed, closing the gap? In some fields and roles, in which skills are easier to acquire and there is a huge demand for each open position, you will almost always need to demonstrate your accomplishments in advance. In other cases, and with forward-thinking hiring managers, what you need to demonstrate is an understanding of how the role contributes to the organization, the ability to solve problems and an immediate aptitude and readiness to acquire the needed skills to make that happen.

Readiness. Let’s return again to that last point, readiness. I sometimes describe it as having the “light turned on,” like a cab that is free to pick up passengers. The single most important indicator to job search success, which I notice every day among my clients, is an ability to stand ready for the opportunities that life presents. In fact, cultivating readiness is often a central element to the coaching process – whether we discuss, for example, how to prioritize networking opportunities or present one’s value proposition to the specific audience at hand – and it can be the one that yields the greatest results. Readiness includes openness, self-confidence, responsiveness and an ability to (leave one’s baggage at the curb and) live/work/be in the moment.

Anne Marie Segal is a career coach and résumé writer for attorneys, executives and entrepreneurs.

Image above: Shutterstock.

Young Women & Interpersonal Cues: Missing Them Can Undermine Your Career Advancement

By bowing out, she had taken a backseat, undermining herself. Julie had made a decision, perhaps unconsciously, that she was not an important member of our makeshift meeting. As a result of her stepping away at a critical point in the conversation, Julie gave away her power.

At my office recently, I was approached by someone in the hallway I had never met, a fellow tenant (let’s call him George) with a business complimentary to mine. In a few minutes, it became clear George wanted to sell me on something, an idea more than a product or service. He talked excitedly in a loud voice, as he got himself pumped up on a concept that was close to his heart – a local monthly networking group he leads that he wanted me to join. I mentioned that I knew someone from George’s office, a young woman who worked for him (let’s call her Julie), whom George called out to join us. Julie popped out into the hallway a minute later to say hello, as we continued our conversation.

Suddenly, the floor receptionist (let’s call her Clara) appeared. Clara beckoned Julie to come over and answer a question, oblivious to the fact that three people standing in the hallway deep in conversation could be a “meeting” that was just as momentous as a sit-down affair. It did not appear that Clara wanted to talk about anything important, just a routine matter, and I expected Julie to wave her off with a promise to catch up shortly.

And then a very odd thing happened. Something that I had almost forgotten young women can get wrong and how damaging it can be to their careers.

What happened is this: Julie left the conversation. Like the receptionist Clara, who had no skin in the game, Julie missed the cues. She did not grasp that this spontaneous 15-minute meeting in the hallway was important to George, that it’s the way he does business. George was very obviously giving me his elevator pitch, growing his base of support and relying on Julie to help him carry it to a close. And Julie missed the ball. Completely.

The fact was not lost on George, as he made very clear a moment later. “Julie, where are you going?” he asked, as Julie and Clara stood in the hallway, five feet from us, whispering back and forth in their own private conversation. I expected again for Julie to wave Clara off, reading the cues from George, or at least to try to do so, but again she did not.

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“Clara has a question for me,” Julie said flatly, turning her back on us and continuing the conversation. She did not excuse herself by mentioning anything about the relative importance of Clara’s question, that there was an emergency, that she would be “just 30 seconds” or anything to mitigate her allowing a seemingly unnecessary break in the flow of conversation. George continued to speak with me, although he was visibly annoyed by Julie’s absence, turning to glance at her out of the corner of his eye until she finally returned.

As the observer of this interchange, I wished I could communicate to Julie what I had witnessed from a third-party perspective. By bowing out, she had taken a backseat, undermining herself. Julie had made a decision, perhaps unconsciously, that she was not an important member of our makeshift meeting. She was not part of the sales conversation, she “happened” to be there, and could just as easily have been somewhere else without affecting the outcome. This is an error, in fact, because Julie was the link between George and me, as I had only just met George in the hallway and had known Julie for months. If I were to be persuaded to “buy” what George was offering, she certainly could have tipped the balance.

As a result of her stepping away at a critical point in the conversation, Julie gave away her power, allowing herself to deal with minor administrative tasks while a potentially profitable referral relationship was being made (or lost). Or, if there indeed was a pressing need to speak with Clara at that moment, Julie had not communicated that fact in a clear manner so that George (1) felt confident to rely on Julie’s judgment call to leave the meeting, and (2) had maintained focus on his train of thought and momentum, rather than being distracted from his intent. Julie’s actions subtly communicated the opposite: that she felt George did not need her. The key problem is that if George hears this message too many times at critical points in Julie’s career – he doesn’t need her – then, in fact, he won’t.

Have you witnessed a situation like the one I describe with Julie? As women, we want to be recognized as powerful, strong partners in the business world. There are unseen obstacles to our success, and we are denied opportunities based on our gender. And sometimes, we give the power away ourselves. We need to read, and give, helpful interpersonal cues. When we value our own worth and prioritize the more meaningful contributions we can make, we increase our engagement and opportunities in our careers.

Originally published on LinkedIn Pulse as “How Young Women Can Undermine Themselves in the Business World by Missing Interpersonal Cues.”

Key Moments to Raise Your Hand (And Volunteer for New Projects During Your Career)

In the corporate world, and in other work environments, there are key moments at which you should raise your hand and volunteer for a new project or responsibility. Once you “own” a project that is going nowhere, it can be difficult or impossible to beg off at a later point. Knowing which moments are the right ones to volunteer is essentially a process of considering the end game. What are you hoping to get from the experience, and what value will it bring?

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When to say “I’ll do it!” and when to let an opportunity pass you by.

In the corporate world, and in other work environments, there are key moments at which you should raise your hand and volunteer for a new project or responsibility. These moments are critical to get right, because once you “own” a project that is going nowhere, it can be difficult or impossible to beg off at a later point. Knowing which moments are the right ones to volunteer is essentially a process of considering the end game: what are you hoping to get from the experience, and what value will it bring?

If you were always someone who raised your hand in school, eager to step up to the plate, you may volunteer too often and get stuck managing or completing projects that have minimal value to you and the organization. If you prefer instead to keep your head down and “get your work done,” you may miss some critical points to increase your leadership, reach and range. Striking a balance between appearing desperate to get noticed for doing a great job and disinterested in new work, here are three key factors to determine whether you should raise your hand when the boss is asking for volunteers.

Is it high profile?
Is it high need?
Are you highly motivated to do it?

In general, if you have at least two out of the three hits above, you should probably be ready to go for it.

HIGH NEED / HIGH PROFILE

All things being equal, high need/high profile projects are, of course, the best projects to be on. You can increase your political capital within the organization by solving something mission-critical, and you can increase your visibility and level of responsibility for years to come.

If you are highly motivated to complete a high need/high profile project, you have the best of all worlds. On the other hand, if you do not initially feel motivated, brainstorm for possible motivators to get you going, including the obvious points I mention above. Generally, if you are in the right field and concerned about your career, you can generate the motivation to complete projects that meet the other two criteria by focusing on the initial and long-term results they will will bring to you and your company, whether or not the day-to-day tasks are always inspiring.

(Note: If you cannot muster up motivation despite the benefits, you may wish to keep your hand down and re-evaluate your commitment to your chosen role.)

HIGH PROFILE / LOW NEED

High profile projects can bring many benefits, but if they are not important to the organization, consider your motivation before volunteering. You may appear inauthentic, harming your credibility, and in the long run you may not have the commitment to do a good job (while on stage in front of the important individuals and teams within your organization). Examples of high profile/low need projects are the pet projects of senior management, which may allow you to rub elbows with the “right folks” but do not significantly advance (or redeem) the main profit drivers of your organization.

HIGH NEED / LOW PROFILE

Similar to high profile/low need projects, you may only wish to volunteer for high need/low profile projects when you are and can remain highly committed to them until completed. In addition, you should weigh the number of these types of projects that it makes sense to take on at one time.

If you do have strong (or sufficient) motivation to manage or participate in these projects, they could be a boon for your career, teaching you new substantive skills and helping you develop further leadership and self-reliance. You also will demonstrate your commitment to advance the goals of the company, even when being “in the trenches” does not yield an immediate gold star. That commitment can bridge the gap to yet another project that is more significant, if the earlier ones go well for you, and also give you a sense of accomplishment and meaning in your career.

LOW NEED / LOW PROFILE

In the case of a low need/low profile project, you likely should not volunteer regardless of how motivated you are to become engaged in something, unless your goals are no longer aligned with your company and current career path. These projects offer little in terms of advancing your career within a company, and in fact will present an opportunity cost, taking you away from more significant work. If you are tasked with one of these projects without volunteering for it, you may wish to accept it graciously and do your best to complete it (or, if appropriate, discuss your views on why it is not needed). If you are tasked with many of these projects and at the same time wondering why you cannot get traction in your career, you may wish to revisit your career goals and standing within the organization.

Attorneys: Your LinkedIn Headline in 120 Characters or Less

You have 120 characters in your LinkedIn headline. (No, not 140. That’s Twitter.)

120 characters to sell yourself to the world. Yes, I said sell. LinkedIn is not where you find enlightenment. It is where you find clients, contacts or a job. If you are not already, you need to be crystal clear on the distinction, whether or not you like it.

Important Update in 2017: Following Microsoft’s acquisition and restructuring of LinkedIn, many of the features have changed. For example, only a portion of your headline and the first few words of your summary are visible in many cases until someone clicks to see more. This makes is critical to have the essential information that reflects your value proposition – or otherwise draws people in – right at the top. You can check this out for yourself by accessing your own profile through various devices.

So what should it say?

Should you opt for something short, try to get in as much as possible or meet somewhere in the middle? How “out there” should you be with your job search?

I hear these questions from clients every week, if not every day. One of the main goals as a résumé writer is to help my clients see how they appear to a third party, especially a potential recruiter, hiring manager/partner, interviewer or other job search facilitator. We are often so wrapped up in our own stories that we forget how we appear to the outside world.

Take a look at a range of possible headlines below, which could easily describe the same individual at various points in his/her career. Depending on how he/she wanted to be perceived, some of these headlines are clearly more effective than others.

Can you immediately tell which ones?

– Scroll down for commentary –

Capital Markets Attorney, Counsel | Derivatives | Global Funds | Dodd Frank & EMIR

ISDA/Derivatives Attorney

ISDA Attorney | Derivatives Counsel

ISDA Attorney | Derivatives Counsel | Hedge Funds

ISDA Attorney and Derivatives Counsel at [Name of Employer]

ISDA Attorney at *

ISDA Attorny [sic]

Contract Attorney

ISDA Attorney Seeking New Opportunity

Attorney Seeking a New Opportunity

Versatile & Business Savvy Senior Attorney with 20+ Years of Effectively Resolving Complex Issues and Managing Risk

Senior Business Savvy Attorney

Experienced lawyer seeking engaging legal employment

Attorney, actively seeking employment

VP, Legal

Vice President and Associate General Counsel

Associate General Counsel

Financial Transactions Attorney

Corporate Finance Professional and Attorney | Investment and Corporate Banking

Attorney | Advocate

Attorney

Financial Services and Trading Counsel

ISDA Counsel and Negotiator

Experienced Derivatives Attorney and Published Novelist

Attorney/Writer/Humorist

Clearing, Dodd-Frank & ISDA Attorney

Fixed Income and Derivatives Attorney, Contracts Negotiator

ISDA, Prime Brokerage, Securities Lending, Repurchase, and Futures Negotiator

Derivatives Attorney

ISDA/Futures/Derivatives Attorney

Financial Transactions Attorney

Senior Derivatives/Regulatory/Capital Markets Attorney

– Commentary –

Clearly there is much more to say than I can cover in a short blog post, but here are some general thoughts to guide you:

First, consider your audience. You’ll see that I highlighted some headlines above. Two of them are “hybrid” (the last two headlines highlighted in red above) in that they straddle multiple roles – legal and writing. This can be effective if you are actually selling yourself to both audiences, and you do not believe that presenting yourself as a hybrid will do damage to your brand. It should, in fact, support your brand, because it reflects how you present yourself in daily life. Again, LinkedIn is not about self-actualization or gratification, it is about presenting yourself to the world in a professional context.

Second, an incomplete headline (or one with errors) is probably the worst thing you can do. It reflects extremely poorly on you, because it implies that you will lack attention to detail in your daily work as well. The first two highlighted headlines above display this lack of care. In the first, the attorney did not realize that LinkedIn prompted an employer, so it simply ends with “at….” (The added asterisk is mine.) In the second, the word Attorney is spelled incorrectly! I would not trust you to draft a contract to purchase a popsicle stick, let alone a multi-million dollar transaction, if you can’t even spell your headline correctly. Yes, I have actually seen typos in headlines, although more often they are in the summary or elsewhere on LinkedIn.

Third, if you have a temporary job, you are not a “temporary person.” You do not need to sum up your current employment. Instead, your headline should indicate who you are, not your present role. To that end, I would avoid a headline like “Contract Attorney” at all costs.

Fourth, don’t sound desperate. I see many headlines that announce an individual is “seeking employment,” even in some cases for individual who appear to be currently employed. While I cannot say that there is no case in which this could be appropriate, in most fields, including law, you should eliminate this from your headline. There is an old adage that it is easier to find a job when you have a job. The same applies here. As a hiring manager, I would rather hire individuals who are self-confident in who they are and what value they add than those that appear they will take the next best “new opportunity” that presents itself. Among other reasons, I would not be convinced that, once hired, the person would stay.

Fifth, don’t try a subtle, back door approach that imitates #4 above. By that I mean a headline like the following:

Versatile & Business Savvy Senior Attorney with 20+ Years of Effectively Resolving Complex Issues and Managing Risk

If you read between the lines, this person also is clearly on the job market. There are so many things wrong with this headline that I don’t even know where to start. Here are two:

(1) It has a lot of words without saying much.

(2) Words like “20+ Years of…” scream résumé, so they announce your job search. In the case of this individual – this is a real LinkedIn headline – he also has clients who may be turned off by this presentation. You are always writing to your current situation as well as your target next role (if any). The headline also screams “keywords” although it is not clear that they are the right words.

(Note: You may also not want to highlight your implied age by stating 20+ years – a separate issue that I’ll cover in another post. In the résumé business, the unwritten rule is to go with 15+ years, although there are clearly exceptions.)

Sixth, always remember keywords. While you generally don’t want your current employer to know you are looking for a new role, you also want to have a headline that describes what you do and will cause you to be located when a recruiter or other individual conducts a keyword search, if possible (even if you have no intention of leaving – who knows what dream job awaits?).

This is another reason why “seeking employment” does not help much. If you have “employment” and “attorney” in your headline, you may come up in searches for “employment attorney” but not in searches for your substantive experience (e.g., derivatives, contracts, etc.). This can be cured somewhat with a robust summary or other sections of the LinkedIn profile, but the headline is a stronger place for this identifying information.

Seventh, a difficult situation arises when you are trying to sell yourself in many ways. Sometimes you do not want to pigeonhole yourself as a particular type of attorney, especially if you are looking to transition or branch out. This is when you should consider whether to write a “tighter” or “looser” profile, i.e., one that identifies you more as an expert in a specific area or one that paints a broader brush.

One last note about adding the name of your employer to a headline: Often it takes up valuable “prime real estate” because it is not a keyword. However, if you work at a highly recognizable and well-regarded employer – from Goldman to Google – or an emerging company or organization known for innovation or another key quality that matches with your brand, it may well be worth including part or all of the name in your headline.

In summary, it is your headline, so you should be comfortable with it. There is no one right answer. After considering the above, also consider what your gut tells you. Would you be comfortable presenting your headline across the various audiences that will see it? Will it raise your confidence level and appropriately broadcast your professional self to the world? I suggest you take a look at your headline again with all of these hard and soft factors in mind to find the one that is right for you.

The Best Fonts to Get Your Résumé Read by Your Target Audience

Fonts depend on many factors, including industry and seniority. More “serious” fonts should match more serious roles, and in all cases you can take a cue from the fonts you and your colleagues are used to reading in your everyday life.

Read Me Fonts cropped

Until I started drafting résumés professionally, I never imagined I would have an entire post devoted to résumé fonts. Yet after some lively conversations with clients about the best fonts to use, I realize it is quite a helpful point to cover.

Fonts depend on many factors, including industry and seniority. More “serious” fonts should match more serious roles. Safer (even boring) fonts match roles where that is appropriate – i.e., where your job is safety, risk management or the like – while more creative styles fit better with creative endeavors. As a result, there is no “one best font” for résumés generally. You should take your cues from the fonts you and your colleagues (or those in your target field, if you are in transition) are accustomed to using.

Here are some favorites and generally acceptable fonts, in alphabetical order:

Arial – clean and easy to read, safe choice, which some may view as boring

Calibri – the default Microsoft Word font, very familiar

Garamond – old style font, timeless, polished elegance

Georgia – traditional alternative to Times New Roman

Times New Roman – universal font and very popular résumé choice, also safe like Arial

Trebuchet MS – sans serif like Arial, a bit different but still comfortable for the reader

Résumé Fonts

A few more points before I close:

Uncommon Fonts. If you choose a less common font, make sure the text is highly readable and accessible by most users of Microsoft Word and other word processing programs. The worst case scenario can come true – your font is not supported, and your document looks like a mess on their screen.
Use of Space on the Page. If space is an issue in your résumé (either you have too many words or too few), the font can change the entire look of your document.
Limiting Your Font Use. Don’t use too many fonts within the document. It doesn’t look fancy, it looks disorganized. I generally suggest only one font. If you use a second one as an accent, be sure to use it consistently throughout the document (i.e., only for your name and contact information on both pages). The same rule applies for capitalization, use of bold, italics, etc.
Colors. Just as you are careful with font, be careful with (and don’t overuse) colors. Again, take a cue from what you have seen in your industry as a proxy for what your target audience will respond to and expect.

If you have any input or questions about fonts, feel free to leave a comment at the end of this post. Thanks!

[Update July 2016: since writing this post, I have also started using Helvetica in résumés, so I’m adding it to my list of fonts. I continue to use Times New Roman generally in the legal field, as it is a font that lawyers are comfortable reading, and often (but not always) use a sans serif font for non-legal clients. I have generally stopped using Calibri as well.]

The Three Basic Challenges in Any Career

At the heart of the matter, there are only three basic career challenges. How to get somewhere, how to leave somewhere and how to be somewhere.

At the heart of the matter, there are only three basic career challenges:

Finding a new job
Leaving an old job
Performing in a current job

How to get somewhere, how to leave somewhere and how to be somewhere. That’s it.

We go through our daily lives focused on one or more variants of these problems:

Bringing Our “A Game”

Playing to Our Strengths

Interviewing for a New Role

Surviving a Toxic Workplace

Managing Up

Cultivating a Leadership Presence

Setting Boundaries

Changing Fields

Getting Organized

Surviving a Layoff

Gunning for a Promotion

The truth is that each one of us needs to focus on each of these three basic career challenges on a regular basis, whether it is one or more of the variants I mention above or others. We often get focused on the specific “problem at hand, ” and often in a negative way – hating our boss, hating our hours, hating the product we sell, hating our commute, etc.

If you are consistently focused on the micro-issues, you can lose sight of these macro-challenges in your career: how to get somewhere, how to leavesomewhere and how to be somewhere.

As we all know, no job is permanent in today’s world. Even if you love your job or feel that you need (a relative term) to stay with a specific employer for the foreseeable future, your role is constantly changing and your current situation may not be forever. Being in a role, i.e., drilling down to understand what your company or organization is seeking to accomplish and how you can play a greater role in its continued growth and success, is a skill that is infinitely transferable and, in fact, the most important career skill one can have.

Many of us, however, are locked into the particular career problem de jour without keeping our eyes locked on these medium, long-term and ultimate goals. Others only muse about they would like to do or be next, without taking the time to consider logically each individual step to get them there or asking themselves how they can perform better in their current roles. If you fall into either of these camps, you will suffer from disengagement from your career, because you have relinquished the power to drive it. You may have your hands on the wheel, but your can’t ascertain your speed or direction.

Rather than thinking of each of these three basic career challenges (where you are going, what you are leaving behind and how to live in your current role) as individual hurdles, envision your career as a continuum. Each challenge provides the context for the others, and each stage of the process sheds light on the other stages.

1) Finding a new job

What is your target? Do you have clear focus on what you are seeking and why (specifically, what differentiates a new role from those you have previously held)?

If you can’t see what’s on your horizon, what can you do to gain focus? Exercises that help you clarify your own values and value proposition are very helpful in this regard, as is working with a career coach or mentor. (But remember that mentors, and some coaches, have their own biases and blind spots.)

Along with your increased focus, what can you do to present yourself as a compelling candidate? Your résumé is a core document, but don’t forget about cover letters, deal sheets, bios, websites and LinkedIn, to the extent that any of these can help you advance your goals. Beyond the documents, networking and interviewing skills are key, and they both build on the same principles of presenting ourselves well and being able to translate our message to our target audience. These “personal branding” muscles – to use a current buzzword – are ones we should be exercising every day, so they are strong when needed. Lastly, remember that the best momentum comes from what you are already doing – the current aspects of your professional life, written broadly – and that means all of your career accomplishments, talents and transferable skills, not only the obvious ones.

2) Leaving an old job

If you are familiar with change management, you may already recognize that all change involves loss, even changes from which we stand much to gain. Practicing the art of letting go and visualizing yourself in a changed space before you want or need to leave a job will help prepare you for taking that leap. If the choice to leave is yours, these actions can also help give you the motivation to make the change. The worst place to be in a career (relationship, etc.) is unhappy with where you are and unmotivated to do anything about it, which becomes a cycle that is hard to break. Staying attuned to the art of moving on and aware that you have the power to re-create your own circumstances are decisive factors in your career success.

In addition, even before you are on the crux of leaving a role, think about who and what will be left behind. How can you put yourself in a good place each day, as if it were your last day in the role? One example of such preparation is to cultivate key relationships that you would like to maintain after you leave. Another is to resolve or mitigate any disputes that should not be left to linger, if possible. The world gets metaphorically smaller each day, and former work colleagues can easily become future ones, sometimes for the better. In addition, if your new role will be within the same organization (e.g., a promotion), you will get more help, input and support from former colleagues by creating meaningful relationships before the change and maintaining them after your move. Even if certain colleagues seem to have no visible impact on your new position, you can never truly estimate or measure the value of having a solid base of supporters for your cause.

3) Performing in a current job

First, there’s the art of mindfulness and “being in the moment” to be truly productive, connected and alive.

Second, you really can take it with you. By that I mean that whatever progress you make in a current role, you are not only advancing the goals of your company or organization, you are also growing yourself. Unfortunately, as a career coach, I see firsthand how this is something we can easily miss. As I work on résumé writing with clients, for example, I often find they have not “connected the dots” on how their contributions and experience make them compelling candidates to their target audiences. I approach the résumé writing process not only an exercise in putting the right words on the page, but also in formulating the client’s strongest message (i.e., values and value proposition) in the first place.

Last week, for example, I worked with a client who had a junior-sounding “compliance analyst” role on her résumé. As we spoke further, it became clear that (at her relatively small company) she had not only drafted documents, trained staff and the like, she had also essentially co-lead the creation and formalization of the company’s compliance program. While her current role was not where she wanted to stay, it gave her a realm of tools to bridge and bootstrap to her next move. In addition, as she continued to stay fully engaged in the role, she then brought the company through a series of risk-reward analyses and improvements designed to laser-focus their risk-mitigation efforts on the changes that really mattered to their viability and bottom line. I gave her the language to discuss her experience in a larger context, and with that context she is able to more fully leverage her value proposition.

This client’s lessons, successes and wounds – garnered from the process of discerning, persuading and negotiating game-changing measures across business teams and other functions – will serve her well in any future career. As you reflect on your own career, you may find the same hidden gems are planted as you remain engaged and present, for your employer’s growth and your own.

Originally published as “The Three Macro-Challenges of Your Career” on LinkedIn Pulse.

Avoiding Resume Failure: Four Things Resumes Need to Do

While a résumé cannot make your career, it can certainly break it. Résumés fail every day. They make a candidate look too scattered, too junior, too specialized or too much of any other trait that is undesirable in general or a particular case and not enough of what an employer actually does want. In the hundreds of résumés I read last year alone, I can say that the greatest point of failure is that the résumé writer did not step back and consider what he or she was trying to communicate.

shutterstock_160082594 (dominos) Let’s be very clear, resumes are exceedingly important, but they are not everything. No one’s career chances have ever been made by a resume. You need much more than a great resume to succeed, and your entire value proposition as a candidate or employee is not locked in the document waiting to be read.

On the other hand, while a resume cannot make your career, it can certainly break it. Resumes fail every day. They make a candidate look too scattered, too junior, too specialized or too much of any other trait that is undesirable in general or a particular case and not enough of what an employer actually does want. In the hundreds of resumes I read last year alone, I can say that the greatest point of failure is that the resume writer did not step back and consider what he or she was trying to communicate.

When I say the “resume writer”above, I don’t mean a professional resume writer, who through experience and detachment generally possesses the big-picture perspective. (That’s a large part of why you might hire one.) I mean Joe, Sally, Larry, Latisha, Ricardo, Li-Shin and every other job candidate out there who is writing a resume on his or her own. If Latisha doesn’t put on her “resume writer’s hat” and Larry doesn’t put himself in the shoes of the reader, neither of them will be very effective at communicating through the resume medium.

Why is this task of writing a compelling resume so important? Without exaggeration, millions of employees worldwide are held in the shackles of their current employment, unhappy, unmotivated and unable to move internally or into new jobs, because they have not mastered the skill of communicating their value through their resumes. Millions of others are unemployed or underemployed for the same reason.

You have one or two pages to make your case. Without fail.

THE FOUR THINGS RESUMES NEED TO DO

CONVINCE
THE RIGHT AUDIENCE
YOU ARE COMPELLING
TO INTERVIEW

In certain limited circumstances, as a job candidate you are already a known quantity as a professional, and the resume serves more of a “confirmation” function. Most of the time, however, the resume itself needs to build your case. As far as we have moved as a society into business-driven social media (LinkedIn profiles, etc.), in most professional fields the resume is still the common currency and core document. We are a long way from the phrase “send me your resume” being replaced with “send me your Twitter feed.”

Resumes fail because they don’t convince the right audience that you are a compelling candidate to interview.

#1 – Know Your Audience

When I work with résumé clients, the first point we tackle is knowing the audience., which is #2 above. To know who is your audience, you need to first know what roles you are targeting. In the attorney field, for example, a litigator resume written to target a law firm won’t convey the key points if the candidate wants to move into an in-house role, public policy, human resources or education. The audience in each case is different, and what is needed to convince your audience that you are a good candidate is decidedly specific to each type of role. If you are writing a resume on your own and in doubt about what your audience is looking for, the first step is to find out as much about the actual “work” of the target position. Job descriptions, informational interviews and other investigatory measures will help you clarify what is expected in each role.

#2 – Convince

Second, once you know your audience, your job is to convince the audience you are a good hire. Too often, candidates try to do this by putting more on the page. They don’t know what to emphasize, because they haven’t taken the time to get to know themselves or their audience, and they expect the reader to sort it out. The resume in that case does not present a logical step-by-step narrative that walks the reader through the candidate’s strengths, talents, experience and value-add. The reader, of course, is busy and has much better things to do, like read the resume of someone who has figured out how to write one properly (or get on with the business of actually working).

How do you convince employers to hire you through your resume? Show them you can solve their problems and capitalize on their opportunities.

You can’t close the deal with readers/interviewers/recruiters/hiring managers/networking contacts if you can’t convince them you are a compelling candidate. And you won’t be a compelling candidate in most cases if you don’t know your own value proposition.

The most compelling way to close the deal is to know the problems, issues, opportunities, strengths, risks, threats, etc. of a particular employer (or class of employers) and present yourself as someone who can solve the problems and capitalize on the opportunities. Here are some concrete examples to make this clear. Imagine you had a class of jobs in front of you, and you needed to figure out what problems needed to be solved in each case: (1) the receptionist of a busy pediatrician’s office, (2) the safety manager at a manufacturing company, or (3) the execution trader for a hedge fund trading international equities. What are the so-called “pain points” of each? Does the doctor’s office need someone client-focused and organized? (Clearly.) Do they need to have experience in a similar setting? (Depends on what else they bring to the table and the employer’s biases, history of hires and successes/failures on that front.) What else does each role require and request of a candidate?

I have worked with many candidates who have not even considered what an employer’s needs are. So many, in fact, that I am no longer surprised by this omission of the key reason that companies hire in the first place – to fill a need.

Let’s think about #2 above for a moment – safety management. Say you want to move into (or move up in) this type of role, which is admittedly a very specific field. Here’s a sample job description (click here) from Lauren, an EPC contractor. If you were serious about this area as one or more possible targets for you, and this employer in particular, I would suggest you read related job descriptions to flesh out how “this type of job works.” While the present blog post is not about how to read a job description (stay tuned, one may follow), let me highlight a few key points that would help your resume communicate that you a compelling candidate for this job or one like it. Start not with the writing, but with the thinking, namely:

(1) What does this employer do? At a very basic level, what is EPC (engineering, procurement and construction), what is the heavy industrial sector, and how does this translate into their day-to-day operations?

(2) Who are their clients?

(3) What markets do they operate in?

(4) Who are their competitors?

(5) Since they are in a highly-regulated field that affects everything that they do, who are their regulators, what regulations are they subject to, etc.? (Note: see the references to OSHA, for example, in the job description. If you do not know what OSHA is and have not mentioned it on your resume, you will be a very hard sell. Find a cheap training online, at the very least, to get you started, or do the research on your own. In other words, if you don’t have what you need, find a way to get it.)

(6) Note that all of the above points are about the employer. Only after you have considered the macro-view – what are they trying to accomplish and how does that play out? – then ask yourself the question, how does your targeted role serve to lead, manage and/or support the bigger picture? How can you help solve the employers’ problems, issues, opportunities, strengths, risks, threats, etc. How can you make them money, save them money, raise their reputation in the marketplace, keep them out of trouble or otherwise add value to the company?

#3 – Be Compelling

You will notice immediately that this is a completely different approach to resume writing than creating a “laundry list” of what you have done in the past. If you are perceptive, you will also notice that “it’s about them, not about you.” Compelling candidates won’t just want to fill jobs because they need a paycheck. Compelling candidates are compelling because they move beyond what’s in it for them and are focused on what they can do for the employer. (Which is how and why we all get paid, after all.)

If what I am proposing sounds like a lot of work, it is. Yet if you cannot find the energy to be fully engaged at the outset of a job, how will you possibly summon it up once you are in the job? The same attention to getting you hired will keep you employed and progressing along your career. If you don’t have it and cannot create it, you are in the wrong field, industry or life.

Referring back to points 1-7 above, you may ask how each of these are reflected in your resume, which is the decisive question. The art of writing the resume is to translate the employer’s needs (without simply repeating words) to show that you have the “right stuff” to meet their objectives for the role and the company generally. If you are applying to a set of roles that are similar (e.g., safety management roles across a range of companies or industries), the communication of what makes you compelling may be quite similar for each employer that you are trying to “sell” on your candidacy. Keywords play a role, certainly, and the essence of a compelling resume is that it allows the reader to picture you in the role.

The essence of a compelling resume: allow the reader to picture you in the role.

#4 – Focus on Getting the Interview

On the fourth and last point of failure, resume writers often forget that they are generally competing for an interview with their resume, not yet competing for the job. In other words, not every single point about why a company should hire you needs to be in the resume. In fact, it shouldn’t run on that long, lest you run the risk of coming across as a candidate who cannot succinctly and effectively communicate. Remember: the resume is the appetizer, not the meal. Your resume’s job is to convert the recipient of your resume into a reader and then into an interviewer.

Once you have the interview, go back to those 7 points above (and others), and make the same sale all over again. Convince your audience you are a compelling candidate to hire.

Anne Marie Segal is a resume writer and a career and leadership coach to attorneys, executives and entrepreneurs. You can find her website here.

WRITING SERVICES include attorney and executive resume, cover letters, LinkedIn profiles, bios, websites and other career and business communications.

COACHING SERVICES include career coaching, networking support, interview preparation, LinkedIn training, personal branding, leadership and change management.

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When to say “I’ll do it!” and when to let an opportunity pass you by.

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