The CareerZine

Optimism as a Job Search Strategy

Optimism may be the perfect spring tonic for any professional seeking new employment. It is the internal, intangible factor that can give us the edge to enhance job search success. Though some say optimism clouds the reality of a serious, grave situation, it is actually denial and fear that blinds us deters us from taking action especially in times of crisis. 

Optimism is an internal compass that guides us forward, responding to life in ways that are helpful and constructive to ourselves and those around us. What if we don’t have an inner compass that points to optimism? What attributes can we adopt to engender the ability to feel optimistic and weather a long job search, a tough economy, and the loss of savings and security? 

Perspective: Are we putting our work and life in proper perspective?

Being able to step back to put work and money in its proper place in our lives can clear the fog of fear from our minds.  Perspective enables us to see a bigger picture, understanding that while our situation is not unique our approach can be. Perspective, grounded in reality, allows us to go the conventional wisdom of what constitutes a life well-lived. It enables us to consider the road less travelled, return to forks in the road to re-choose again, and optimistically see beyond seeming catastrophes.

Affinity: Are we building affinities with others beyond our immediate circle?

A willingness to see and appreciate the inherent value of others, including strangers, can engender our sense of affinity. We never know who will introduce us to the next great deal. This is the time to reach out to broader networks and create relationship, collaboration and community beyond our comfortable, known circles of influence. Studies on social networking by Stanford University professor, Mark Granovetter, have shown that door-opening opportunities come our way when we move beyond our inner circles of family, friends and colleagues to the outer rings of new connections. Affinity breeds optimism because it is contagious.

Responsibility: Are we choosing to respond and act with immediacy?

The loss of a lifetime career, income and title can put many of us into a negative emotional tailspin. Grieving is a natural part of the process assimilates change and loss at a psychic and emotional level. We grieve the loss of intangibles: leading and working with great teams, the status of title and rank, acknowledgements from customers, and seeing the results of our ideas and efforts come to fruition. 

Responsibility is the antidote to pull us up out of prolonged grieving and move us forward again. It is a full and conscious ownership of our current immediate situation. Putting aside the past where negative feelings reside allows us to respond, the root of responsibility, and take action with optimism.

Resiliency: Are we making lemonade out of lemons?

Resiliency is the ability to act positively, creatively, and realistically to whatever life throws at you. The attribute of resiliently, means taking whatever life brings and make the most of it regardless if is not what was hoped for, expected, or wanted.  Resiliency is optimism manifested out in the world.

Options: I am, therefore, I am optimistic

Reams of how-to books have been written about resumes, interviewing, networking and job searching.  We may become very adept and skilled at executing the mechanics of a search but unless our inner compass is wired to an optimistic bent, it can be all uphill slogging. Remember how we are told to act enthusiastic during an interview and while networking? Inner optimism makes acting unnecessary as we naturally exude a positive countenance.  

No one can wave a magic wand and make us naturally optimistic but practicing perspective, approaching people with affinity, taking responsibility, and drinking a lot of lemonade might do the trick.

Best,

Patti

Change Happens: New Boss, New Team, New Year

Career Insurance: Relationship-Building with New Management

Organizational mergers and downsizing often brings in a new management team that rearranges the org charts to the disadvantage of the remaining executives.  You may soon be reporting to someone, new to the company, who views you as an unknown quantity. You previous manager’s support, and mentoring, as well as your secure and protected position may soon be nostalgic memories. Are you adequately prepared to jockey for position and status with a new boss? What are the best steps to take lay the groundwork for a successful relationship?

Sometimes vacating the field of play is the better part of valor. Take the time for reflection on your job options and a review of long and short-term career goals. What is your career direction for the next 5 to 10 years?  Which would better serve you, staying or going?

Immediately evaluate the politics of your situation to determine your timing and action plan rather than waiting to see what happens. Typically, new management brings in their own team and replaces the holdovers from the prior management. Why risk being marginalized or terminated when you can strategically make changes in advance?

You may be able to arrange a shift within the organization before the new management takes control. Making a pre-emptive job move can mitigate the risk of a negative association with the previous management and even extend your term of employment.  However, at senior professional levels this may not be feasible.

Alternatively, you can make a concerted effort to proactively steer your relationship with the new management in the most positive direction possible. How can you develop a favored or at least neutral relationship? This takes analysis, preparation, and a willingness to let go of any residual attachment and loyalty to the former executives.  A negative attitude can stand in the way of creating affinity.

Begin with searching Google to uncover background information on the new management such as employment history, education, accomplishments, and personal data. What style of company culture has formed your new manager?  They will bring a way of doing things that draws from previous successes in other organizations.   How do those cultures differ from your company? Are you able to recognize the differences and, most importantly, accommodate them?

In addition to business background, the details of personal avocations, passions, and affiliations can enable casual conversation on topics of mutually shared interests albeit perhaps newly acquired on your side. Shared non-business interests can establish a bond of rapport and understanding that facilitates the business side of the relationship equation.

At your initial meeting, proffer a one-page well-branded executive summary to provide an accomplishments overview beyond the litany of a resume.  Let the summary position your contributions as indispensably useful to your new manager. Your agenda in all early conversations is to demonstrate a willingness to be on-board with new executive team.  Avoid career kiss-of-death comments such as, “we already tried that” or “we have always done it this way”.

Guide your manager’s opinion of you in a favorable direction, with your demonstrated enthusiasm for their ideas, and buy-in to their goals. A new executive wants to succeed, hit the targets and establish themselves solidly. Align yourself with their goals clearly and directly and you will win regardless.

Finally, to not have a back-burner job search at the ready to heat up if all your efforts fail to build a positive relationship with new management would be foolhardy as you may very likely need it.

Here's to a successful 2011,

Patti