What’s My Head Trash?

I am a NHRA Executive of the Year finalist have a Master’s degree and enjoyed working for two prior bosses who had connfidence in me and pretty much gave me free reign to do quality work.

Because I caused them little or no stress, took stress away on many occasions, needed very little guidance and produced results that got them favorably noticed, they appreciated me. Most people who have worked for me would work for me again and I have folks I’ve worked with in tandem who would sing my praises… So, what’s wrong?

I landed in the market during a time when it was flooded with excellent people to pick from. There are folks I’ve networked with that I’d hire or work for in a heartbeat! So much of networking and interviewing involves chemistry and chemistry is a funny thing, isn’t it?

Even in a saturated market, the number of times I’ve been passed up is concerning. When I ask folks who I respect what keeps me from being considered for opportunities, I get a variety of answers from “not having the right look” to “being too nice”. My look and/or personality wouldn’t be considered “bold”. And, I’m learning that many people expect VPs or Sr. Directors to be bold. I’m assertive when I need to be and I’m always effective. In this market with so many folks competing, assertiveness becomes more important than ever just to be noticed.

The teeter-totter in my head that teeters between “change how you present yourself” and “be authentic” is the Head Trash that gets in my way. I work on knowing it’s not that black and white. I can step up my look, be more assertive and still stay true to myself while likely entertaining those who already know me.

Behavioral change is the hardest change of all to make and asking someone to do it during a time of stress, which is when most people revert to form, just seems unreasonable. (more Head Trash?) Oh man…, anyone have some Red Bull?

When Did I Go Above and Beyond?

On one occasion I put together a whole power point marketing presentation describing how I could benefit the organization. I’ve taken props inside a portfolio like the Ad guys do. And, I’ve asked folks who I know did not like me much when we first met to coach me. The question was, “By the time I left the company the feedback was that I am really good at what I do. You did not like me much in the beginning. What could I have done differently to speed up your favorable impression of me?”

I liked your post. It is true when I interview people, I get turned off by those who appear desperate. I similarly get turned off by those who express and show “off” they are not.

On the side of eggs and basket, it is easy to say don’t take the first offer but hard or impossible to coordinate companies to offer you in a reasonable time so that you can pick and choose. Hence, you need to turn down a job that is not 100% to your wish and look that perfect job forever, or evaluate whether you can compromise.

Keep posting
Dara

I suspect she wrestles with the demons every day — I know I do. Those demons include “am I any good?” Why doesn’t anyone want me? For Nancy it appears many firms want her, but maybe the fit isn’t what she needs. Do we reach the point where we accept a position that is offered even if it is not the end all be all? If we do, there is no reason to stop our search for the “perfect” position. At least we will have an income from which we can continue our quest and reduce the anxiety prompted by dwindling savings.

Reading earlier blogs, it appears the “above and beyond” approach is what will get us noticed. Rod references doing white papers for prospective employers. The idea of solving their problem with a thoughtful and creative approach though unsolicited shows initiative, leadership and going the extra mile. Now the goal is to find prospective employers and understand their needs in order to write the white paper. There’s work to be done. Keep going Nancy, your profile has given me a needed frame work to move forward.

David