Career

Network Like a CHAMP: Meerkats and mountain guides (Part 2)

Amy C. Waninger · 2017-07-17 · 10 Comments

Author’s note: This article is adapted from my book, Network Beyond Bias.

In this series, learn the five critical connections you need to maintain for growing your career, your CHAMP network. CHAMP is an acronym that stands for Customer, Hire, Associate, Mentor, Protege.

Part 1 provided an overview and outlined Customer and Hire networks. [Read more…]
This article explains the value of Associate, Mentor, and Protege networks.

Associate Network: Your eyes and ears across the industry

No matter where you work or what you do, you need a strong Associate network of peers in your company and industry.

Imagine your industry — or your company, if it large enough — is a giant jigsaw puzzle. Your role or department is represented by one oddly-shaped piece. By networking with peers in other departments of your company or other companies within your industry, you get to see more pieces of the puzzle. When you can put enough of them together, you get a big picture view, no matter how small your part may seem.

The other analogy I use is “Be a meerkat.” Meerkats work as a team to find food and look out for threats. A meerkat digs around for awhile, but then it pops up to make sure all its meerkat buddies are still around, doing meerkat things. If you never pop up to see what your buddies are doing, you might find yourself all alone on the prairie. So, be a meerkat!

[bctt tweet=”Be a meerkat, and other useful networking advice ” username=”LeadAtAnyLevel”]

Associate networks are the easiest of all

Of all the CHAMP networks, Associates are the easiest to find and engage. Why?

They are all around you, and you see them every day.
Peer connections are usually less intimidating.
You probably have a lot in common.
You probably have a lot to learn from one another.

Associate networks are made up of your peers, or people with a similar level of authority as yours. Whatever role you play in an organization or industry, you are likely in good company. New employees, first-time managers, and seasoned executives can all have strong Associate networks. Anyone you work with on a regular basis is likely in this network. And because you work with them on a regular basis, you should be able to build a relationship very naturally.

Where to begin

Start by inviting an Associate out for lunch or a cup of coffee. Get beyond superficial small talk by asking friendly, open-ended questions.

How did you get to your current role?
What excites you about the work you’re doing right now?
What challenges are you facing right now?
What’s next for you?

You will be amazed at what you can learn about other departments, other companies, and other people over a simple cup of coffee! The more people you can engage in these conversations, the more you can learn.

When your turn comes around to share, keep the conversation honest and positive. Don’t be afraid to share challenges you’ve overcome, your short-term goals, or your long-term aspirations. Avoid placing blame for problems, and never speak ill of a colleague or manager. Remember, you may be a candidate for your Associate’s Hire network someday!

Mentor Network: A glimpse into the future

Mentors are people who have more experience, or different experience, in your field. A Mentor can help you with a short-term or long-range goal. He or she can help you imagine possible futures for yourself or likely outcomes of decisions you’re facing. A Mentor can also help you build your network over time by introducing you within their professional circles.

Is there someone in your company or industry you admire? Tell them so! Ask if they have 30 minutes once a month (for example) to help you grow in your career. Be genuine and proactive, and be gracious even if they say no.

Engaging with a Mentor can be time well spent. To build a successful relationship, be proactive.

Have goals for the mentorship and communicate them clearly.
Know which aspects of your career require the Mentor’s advice or guidance.
Come to each conversation prepared with an objective or desired outcome.
Demonstrate that you are following your Mentor’s advice.
Be respectful of and grateful for your Mentor’s time.

Protege Network: A reminder of how much you have to give

Last, and perhaps most important, is your Protege network. A Protege is someone you mentor, plain and simple. The word connotes some sort of Jedi/Apprentice relationship, I know. And that’s okay. You probably are a Jedi Master at some aspect of your work. Develop a plan to share that knowledge with someone just coming up in your field.

Why is this important?

There are three reasons I believe everyone should be a mentor:

There is always someone, somewhere who needs to see a possible future version of themselves. For every person who has made it through school, out of poverty, beyond an illness or addiction, to the other side of bad choices, or into a profession, there are dozens of people who can’t see a path forward. For every one of us who has gotten a promotion, there are dozens of people just entering the workforce with no idea how to proceed. Did you have a mentor or role model? If so, what did that mean for you? If not, how might you have accelerated on your path had someone shown you the way?
The more you know, the more you realize you don’t know, and the less you realize you do know. Wow. That’s a paradox, isn’t it? Let me break this down for you. Imposter syndrome, the fear that everyone will find out you’re a big ol’ phony, increases with our level of achievement and mastery of a subject. We often devalue the skills we’ve mastered because they’re easy for us. News flash: Everyone didn’t learn what you did the moment you learned it. Spending time with someone who hasn’t learned it yet can be a great reminder of how far you’ve come. And it gives you an opportunity to share your knowledge for someone else’s benefit. Everyone wins.
The more you give, the more you gain. I don’t have any science to back this up. Anecdotally, this is real, and I see it in my life every single day. Sure, there are wildly successful jerks. Just don’t be one of them. When you do good in the world, you improve your self-esteem. When you “pay it forward,” other people are drawn to you. And when something good happens in your career, all those people you helped will celebrate with you. As Dick Parsons said in his Fortune interview, “Be the person everyone wants to see succeed.”

What if I don’t know anything?

If it’s true that every person you meet knows something you don’t, then the reverse must also be true. Every person you meet doesn’t-know something you know! If I could still do mathematical proofs, I would put a bunch of impressive “if and only if” statements here. I can’t do that anymore, so let’s just assume I’m right.

Look at your résumé. What have you accomplished? What skills or knowledge did you gain in the process? Have you taken any classes, read any books, or completed any projects? If so, you are still on the hook to impart this knowledge on someone else in some way. If not, here are several ideas for gaining new skills. No more excuses!

Start simple. Tweet an article like this one to share with your professional network. Just like that, you’ve shared some new-found knowledge!

[bctt tweet=”Be a meerkat, and other useful networking advice ” username=”LeadAtAnyLevel”]

CHAMP Network, in Summary

By seeking Customers, Hires, Associates, Mentors, and Proteges for your network, you will gain a broad and deep perspective of your industry, your company, your skills, and your career. Your Customers will give you a fresh perspective on your industry and company. Having a strong Hire network will allow you to help others, create opportunities, and solve problems. Work with Associates to fill in the missing pieces of your big picture (and theirs). Mentors will show you the way forward, and Proteges will remind you how far you’ve already come. And finally, when you make connections to help others build a CHAMP network, your value increases many times over.

Network Like a CHAMP: 5 critical connections (Part 1)

Amy C. Waninger · 2017-07-17 · 15 Comments

Professional networking is essential for the longevity of your career and your company. Yet, many people cringe when the subject of networking comes up. If you are new to networking, you may have no idea where to begin. My advice is to start building strong relationships with the people closest to you. In this series, learn the five critical connections you need to maintain for growing your career, your CHAMP network.

CHAMP is an acronym that stands for Customer, Hire, Associate, Mentor, Protege. Your CHAMP network is important because it’s the people you choose to have in your professional life. And if it is true that you are the average of the five people closest to you, then you must be intentional when filling your CHAMP network.

Customers: Your key to first-hand market insights

Regardless of your industry, company / organization, or specific role, you need to understand your customers. Customers will know things about your company and your industry that you do not. The best way to understand your customer is to build a strong, professional relationship with one of them. First, let’s define who counts as a Customer, and who does not.

What is a Customer?

Real Customers have a choice and may (or may not) choose to pay you or your company for the goods and services offered in an open market. If you work for a college, your Customer is any adult who wants to learn. For a bank, your Customer is anyone in your community who has or needs money. If you work for an insurance company, your Customer is anyone who owns a home, automobile, or business.

Your customers’ customers may also be your customers. For example, if you work for a newspaper, you may sell ad space to a local bakery. The bakery is your Customer for the ad space you sell. In turn, the bakery is hoping to reach its Customers through your newspaper. The bakery’s Customers are hungry people in the metropolitan area. Should your newspaper lose sight of the needs of hungry people in the metropolitan area, you may also lose the ad revenue from the local bakery.

Anyone who could be buying your product or service is a Customer. If they are buying from you, learn about their experience working with you or your company. If they are buying from a competitor, find out why. How is your competitor differentiating its products or services? What can you learn from your Customer network about trends in the market, the competitive landscape, and the quality of your products and services?

What about internal customers?

People inside your company are not Customers. They are your business partners, working in collaboration with you, on behalf of the company, for the benefit of its stakeholders. There seems to be a push in business to talk about “internal customers.” I hate this term. “Internal customers” don’t have a choice and don’t give up their money for your goods or services. (More on this in a future post.)

Even if someone working for your company purchases the company’s goods and services, don’t count them as the C in your CHAMP network. They have access to the same insider lingo you do. They likely have the same blind spots and biases that you have. And they do not have the unique “outsider” perspective that you need to see your industry or your company from a fresh point of view.

Hire: Filling your network with talented people

Almost everyone, at some point in their career, needs a little help finding a job. The better poised you are to help them find a good fit, the more goodwill you will create in your network. I am not recommending that you hire your friends to fill your team. Instead, I am suggesting that when you meet other professionals, you should consider whether you to include them in your Hire network.

If you are a manager

If you manage a team of people, you will inevitably find yourself needing to hire someone. Rather than hope for the best when the open position goes online, you should be working now to build a pipeline of people who could join your team. Talk to the people in your industry, as often as possible, about their strengths, recent successes, and career ambitions. When a spot opens up on your team, make sure you get the word out in your Hire network. You’ll be able to fill jobs faster and with better-qualified people.

Also, if you are a manager, you likely work with other managers quite a bit. When those managers are hiring, find out what skills, capabilities, and qualities they are hoping to find. Making connections to talented people in your Hire network will help everyone involved.

If you are not a manager (yet)

Even if you’re not a manager (yet), you need a Hire network. Someone in your network is probably hiring right now. Someone else in your network may be a perfect fit for that open role. Are you positioned to make that connection? If so, provide a “warm transfer” referral by introducing the two individuals to each other. Referrals are as good as — and possibly better than — hires. (No one wants to network like a CRAMP, so the word that started with H won the spot in the acronym.)

In addition to referrals, you can be building your Hire network for the day when you are the one building a team or interviewing for a colleague’s replacement. Many people who are managers today did not set out to become managers. Yet sometimes an opportunity or promotion is just too good to pass up. Those that come into management with a strong Hire network are well ahead of the game!

Part 2 outlines the value of Associates, Mentors, and Proteges in your network…

Employee Resource Groups: What you need to know

Amy C. Waninger · 2017-07-04 · 10 Comments

Author’s note: This article is adapted from my book, Network Beyond Bias.

What are Employee Resource Groups (ERGs)?

Employee Resource Groups (ERGs) have started cropping up in companies. You may know them as Employee Affinity Groups (EAGs), Business Resource Groups (BRGs), or by another name. These groups are usually launched to help employees, particularly those who face cultural headwinds, connect with one another. And there are many other benefits for companies and employees alike.

How do Employee Resource Groups benefit companies?

Finding and attracting diverse talent

There is a significant talent shortage in many industries. Many companies have aggressive recruiting goals they are struggling to meet. These companies may be in a rut: recruiting from the same professional networks, schools, or geographic areas for decades.

By engaging current employees, companies can expand their reach to find and attract talent in areas they haven’t approached before. People tend to know others who are similar to them. So companies can find new pools of talent by leveraging the connections of employees from non-traditional backgrounds.

From a recruiting perspective, Employee Resource Groups offer an attractive selling point to job candidates. Many new employees want to believe they will feel welcome and accepted in a new company. The company with Employee Resource Groups can demonstrate cultural understanding and acceptance before the candidate has even applied for the job. Having an ERG tells the job candidate, “There are successful people in the company just like you. They want to help you be successful, too.”

Introducing new employees to the corporate culture

Once hired, new employees may need help understanding cultural norms of the company. Fellow ERG members may be helpful in this process, especially if the corporate culture does not readily translate to the subculture of the affinity group. For example, Asian-Americans may find it difficult to tout their own accomplishments due to values instilled in them since childhood. Women may have been taught to downplay their intelligence in group settings. In a large company, these professionals may need to find ways to adapt that are both advantageous in the workplace and culturally acceptable. Employee Resource Groups can help with provide integration strategies from a first-hand perspective.

Identifying and retaining top talent

Employee Resource Groups give a voice and sense of community to employees who may otherwise feel isolated or underrepresented, helping companies to retain talent in their organizations. When people feel isolated, they are not as engaged. Connected employees are more productive, more loyal, and better brand ambassadors. Connected employees stick around.

Rewards and recognition are also a key factor in employee retention. Research shows that managers are more likely to reward and promote employees who are like them. This is especially true when those managers don’t recognize their own biases. If a company has a high percentage of managers with similar demographics, it is likely that those demographics will not change much over time. Employee Resource Groups offer a different avenue for those managers to recognize talent they might otherwise overlook. They can also help mitigate against the default mode of hiring, recognizing, and promoting only within their existing inner circles.

Expanding into new markets and customer segments

Breaking into new markets can be tricky. Many companies have struggled to set the right tone in their advertising. Others may not even recognize that they have a potential niche customer base. In a recent interview, Howard J. Ross reminded us that it’s hard to sell to someone you’ve just insulted. It’s perhaps even harder to sell to someone you don’t know exists.

A diverse employee base can give an insider perspective on different markets and customer preferences. For example, a Latinx ERG might help a company translate both the language and the “feel” of commercials so they seem natural to the target community. An ERG for Lesbian, Gay, Bisexual, and Transgender (LGBT) employees may help a financial services company create new products or services tailored to the legal issues faced by this consumer group. By working with management and marketing teams, Employee Resource Groups can provide a competitive edge in under-performing market segments.[bctt tweet=”ERGs can provide competitive advantage in underperforming markets.” username=”LeadAtAnyLevel”]

How do Employee Resource Groups benefit employees?

Professional development opportunities

As companies seek to develop new talent pools, employees can use Employee Resource Groups to position themselves for success. Participation in Employee Resource Groups can provide opportunities that may be missing from the employee’s “day job.” For example, an employee who plans an ERG networking event gains project management experience. Another employee who attends the networking event may meet managers from other areas of the company. Employee Resource Groups provide endless volunteer opportunities and chances to be noticed by management.

A sense of belonging

Most employees are happier and more engaged when they feel connected to others at work. Employee Resource Groups can provide a sense of community and connection, even in very large companies. By meeting others with similar life experiences, people feel more supported. These relationships often go beyond transactional, into deep friendships and mentorships. Project work, problem solving, career management, and other daily realities of corporate life are much easier when you have strong relationships.

Address ignorance and stereotypes head-on

Individual employees often find themselves on the receiving end of harmful stereotypes. Many will find that even well-meaning coworkers can be insensitive to or ignorant about deeply-held cultural norms. By themselves, they may be uncomfortable addressing or combating these situations. However, an ERG can organize entertaining “mythbusting” sessions, cultural awareness events, or expert panels that educate the larger corporate community. Doing so not only improves the environment for affinity employees. Everyone benefits from having a broader perspective and greater empathy.

Including everyone in the conversation

When you look at your company’s executive team, do you see someone who looks like you? Do you see someone to whom you can easily relate? If so, you may take this representation for granted. For those who aren’t part of an underrepresented group, this isn’t about being “politically correct.” And it’s not about offering special treatment to certain groups of people. It’s about recognizing that certain interests and perspectives are represented by default. Employee Resource Groups help expand the circle to include new perspectives at all levels of the organization.[bctt tweet=”ERGs help expand representation to include new perspectives at all levels of the organization.” username=”LeadAtAnyLevel”]

Think about a time when you felt different: new kid in school, new on the job, dressed informally for a formal event, visiting a different office, visiting a foreign country. Can you imagine feeling that way every day of your career?

We can all benefit by educating ourselves on the experience of being different and by opening ourselves up to the value that experience offers.

Get involved as soon as possible!

If your company has Employee Resource Groups, I encourage you to join a group with which you identify. Especially in large companies, this can provide a sense of belonging that you may not even know you’re missing.

And, more important, sign up as an “ally” in an ERG that is outside your own identity. If that makes you uncomfortable, ask yourself why — and be brave enough to answer yourself honestly. I hope you’ll take a few minutes to learn more … from a different perspective.

You have nothing at all to lose, and so much to gain.

Résumé Tips for Entry-Level Jobs

Amy C. Waninger · 2017-07-03 · Leave a Comment

Almost everyone dreads compiling a résumé and searching for a job. If you have work experience in your field, you need strategies to stand out from other applicants. Those who are shifting focus mid-career need to focus on transferable skills and past records of success (stay tuned for a future post on this topic). And if you’re new to the workforce, you may have no idea how to market yourself as a professional.

As a manager, I have hired interns and entry-level hires many times. There are definitely ways to catch a hiring manager’s eye, even if you have no work experience. All it takes is a little creative thinking.

Why do I need a résumé for an entry-level job?

Every employer wants to hire the best candidates possible. For entry-level positions, work experience requirements are usually flexible. The recruiter or hiring manager probably doesn’t expect you to have relevant experience. Instead, he or she is looking for indicators that you will be a good employee. This definitely includes:

dependability, responsibility, and integrity
ability to manage your own time and tasks
experience contributing to team goals
communication skills appropriate to the position
willingness to learn

A hiring manager may also want you to list references, or people who will say that you are reliable and honest.

What if I don’t have work experience?

If you are a student or recent student, you can probably demonstrate these characteristics through activities other than work experience.

Unpaid and “odd jobs” are still jobs

Have you done yard work, housework, babysitting, or odd jobs for neighbors or family friends? Guess what! You have work experience. Ask these friends and neighbors if you can list them as references.
Do you have family responsibilities that demonstrate responsibility? Taking care of younger siblings, an ailing family member, or significant household chores can be work experience. Be aware, however, that references from family members may not carry much weight. Instead, you may wish to rely on family friends who can speak to your work ethic and character.
If you have volunteered within the community, say so. Volunteering shows that you have taken initiative and are willing to learn. In this case, your volunteer coordinator or a community contact (such as a librarian or church leader) might serve as a reference.

School activities count for a lot

Involvement in organized sports, school clubs, and other extracurricular activities shows that you can fulfill your commitments. And if you’ve been in a leadership role, such as team captain, be sure to include that in your resume or job application. List your coach or club sponsor as a reference.
Think about significant projects you’ve completed during your coursework. If you’ve contributed to a successful group project, list that experience. Did you ace a solo research paper or “business simulation” project? If so, you can list self-direction and time management among your strengths. Get creative, and always be honest.

Hobbies can count, too!

Generally, you should avoid listing your hobbies on your résumé. I suggest a slightly different approach. If you build websites, produce podcasts, or build spreadsheets to manage a household budget, you have marketable skills. List these under the Skills & Expertise section in your résumé, but only if they are appropriate for your target position.

Yeah, but…

If you’re still unsure how best to market yourself, consider asking for help.

You can use sites like Fiverr to find résumé writing services on the cheap.
If you are a student, your school may offer free assistance. Find out if your guidance department, job placement services office, or academic adviser can point you in the right direction.
If there are no formal programs at your school, consider asking an instructor or Marketing major for some pointers.
Check your local library. Libraries frequently have staff members or access to community resources who can assist you in your job search.
Consider engaging a mentor. A mentor can help you far beyond your résumé. He or she can help you prepare for interviews, guide you through the hiring process, and keep you motivated during your search.

Wherever you are in your job search, remember this: Everyone had to start somewhere. Where you go from here is anyone’s guess!

Best wishes, and let me know how you’re doing.

Résumé Need a Boost? Start with Non-stop Learning

Amy C. Waninger · 2017-06-24 · 10 Comments

Part 1 of 2: Never Stop Learning

Does your résumé need a boost? Sometimes our day jobs provide us with all the skills, training, and challenge we need to grow in our careers. Many times, however, we find ourselves stuck in a routine that limits our growth. Other times, we just want to stand out in a sea of applicants.

Follow these tips if you want to:

take on additional responsibility at work
compete for a promotion
apply to your first management job
change careers, companies, or industries
enter the job market for the first time or after an extended leave

Add Certifications and Designations to Your Résumé

Industry-specific certifications

There are companies and associations that provide training for almost every industry. For example, in the insurance industry, you can boost your résumé by passing courses from a number of groups.

Nearly every industry has groups like these. Simply search Google for “industry designations” or “industry certifications.” Be sure to include the name of your industry (financial services, retail, construction, etc.). Your employer may even cover the cost of books and exams.

These designations are still valuable if you work in a support function within your industry. Perhaps you work in Information Technology for agribusiness or Human Resources within the travel industry, for example. You’ll have a much better understanding of the company for which you work and the internal customers you serve. This can help you stand out when it’s time to apply for a promotion or lateral transfer within your company.

Discipline-related certifications

Whatever type of job you do, there are likely associations that provide certifications for your discipline. Most people are familiar with the Project Management Institute (PMI)’s Project Management Professional (PMP) certification. Other certifications exist for other types of roles.

The International Institute of Business Analysts (IIBA) offers Certified Business Analysis Professional (CBAP) and other certifications.
Training Industry offers Certified Professional in Training Management and other credentials. There are many certifications for professional trainers.
There are several Call Center certifications.

Again, a simple Google search for certifications or designations and your job title should do the trick.

College degrees and certificates

If you don’t have a degree, or don’t have a degree in your field, you might consider this option. Local and online colleges often have certificate programs that can be earned relatively quickly and cheaply. Degrees are easier than ever to obtain through distance learning, evening courses, or traditional campus experiences. Don’t be afraid to go back to school, even if it’s just to take one class.

Talk to recruiters and hiring managers in your profession. Do they look for advanced training certificates or post-graduate degrees? Do some research before you make a big investment.

Toastmasters

Step up to the microphone and gain leadership skills with Toastmasters.

Toastmasters is the single best value in experiential learning. You can learn to speak in public, manage meetings, improve your listening skills, and test leadership skills. By performing various roles at weekly meetings, you also earn designations in communication and leadership that you can add to your résumé. Depending on the specific club you join, you may be able to expand your professional network as well.

Expand Skills or Experience Section of Your Résumé

Online courses

Many website offer free or inexpensive online instruction. Some let you view or audit courses for free. Some charge a monthly subscription fee or a per-course fee. Coursera, for example, will provide you with an electronic certificate for LinkedIn if you pay a modest fee and complete a course series.

Quick skill-builders

You can also subscribe to YouTube channels and Podcasts to brush up on old skills or learn new ones.

Read, read, and read some more

Books are still a great way to learn for very little out-of-pocket cost. Your local library is free. With eReaders and tablets, you can take literally thousands of books with you everywhere you go. There are numerous blog posts that can help you learn new skills. For example, you can learn about giving positive feedback, giving constructive feedback, or overcoming unconscious bias. Translate what you learn into action. List those successful projects and initiatives among your accomplishments.

Please share with me how you’re boosting your résumé. I’d love to hear from you!