The #1 reason that I do not like January is the business blues that my clients seem to bring forward, year-after-year-after year! Year-end sales may be down. Bosses may be up (in arms) and poorly led organizations start the domino effect causing a downward spiral of morale. Retailers are the most brutally beat up. They take the most bumps and southpaw jabs.

Clients show up scarred with black and blue egos—struggling to reset their focus for their teams.

Just Say’n…

January 2012 has had one huge dark cloud hovering over a number of individuals. This month, I have heard everything from soup to nuts with the following as being the predominant issues:

• “I am on the short list…” (from one Senior HR VP)”
• “My boss told me to get off of linkedin.com (from mid-management). . He thinks this sends a message that I am not loyal.” (from mid-management) **Seriously???
• “I need my resume done….after I make cut backs, I am also getting the axe.” (CEO)

While 2/3 of the above are the norm these days and workable with effective problem solving strategies, the linkedin.com comment was glaring, scary and pause cause for concern. The comment was made by a senior executive to a senior level manager who suffused the statement throughout her team of direct reports (mid-managers). This of course eventually led to a phone call [to me] asking, “Am I wrong for wanting my linkedin.com profile to be up-to-date?”

While the majority of my clients are executives, I do hear from middle managers who can run circles around their bosses yet are caught in the spin cycle of “I need this job, I cannot quit, I am trying to stay on top of my profile and my boss is threatening me” saga.

In the spirit of being the “HR Lady” who educates, I am breaking it down, very simply for the executives having a difficult time with Linkedin.com and profile development of their subordinates.

Lackluster Linkedin.com = Lackluster Leadership…

Executive leaders who choose NOT to develop their online Linkedin.com profiles in retail, hospitality, marketing and sales industries may be perceived by recruiters, headhunters, management, employees and *stockholders as:

• Old school mentality, not current, elitist, out-of-the-loop and washed up.
• Damaging the brand of the organization.
• Flying under the radar hoping to go unseen…(hiding something?)

In a recent poll surveying executive retail recruiters and top-level industry executives on the subject at hand, 9 out of 10 individuals were “thumbs up” for advocating the development of social networking. The top reasons are listed below:

• I realize that my own on-line branding is important and I need to manage it regularly.
• The BRAND of the national retailer that I work for increases when my team has full profile access and visibility. It helps increase our profitability.
• I am able to network with individuals who are traveling in the same circles that I am which helps deliver a strong bench for future recruiting as well as positioning our brand in the forefront of our consumers.

Leading retail and hospitality companies are also building financial support into their budgets for training and branding development for their mid-level management. “Teaching our people to use Linkedin.com is in our budget for 2012″ stated one HR Executive Recruiter from a major retailer with stores based in high-end malls. “We want our people to be brand savvy, smart and accessible on Linkedin.com.”

When interviewing an executive from the CNN and Money  list of the top 100 best companies to work for in 2012, about whether she sees developed linkedin.com profiles as overexposing employees or enabling them to seek employment, she responded,  ”No, we see this as being smart. We are branding our best. If an employee wants to leave the company, he/she is going to do it whether or not they are on linkedin.com. To tell an employee or leader to get off of linkedin.com, refrain from posting a picture or discouraging the person to obtain and post recommendations only defeats online branding.”

Circling back to my distraught mid-manager and his question…”No, you are not wrong for being pro-active in developing your linkedin.com profile. Own your brand and own your career! And, when you are finished updating your profile…check out www.Pinterest.com.  A MUST HAVE for those who are social media savvy and staying ahead of the curve!

Fear not…Identifying clues is a S.N.A.P. once you know what to look for!

#1  Seek phrases that relate to behaviors. Behaviors speak to “how” results are obtained.

#2  Notice repetition of words or phrases.

#3  Ask yourself if these are behaviors that you exhibit in your current position.

#4  Proceed by making a list of competencies that you identify on a clean sheet of paper.

An few examples of phrases converted to the competency definition are listed below.

Example 1:  

Can be counted on to exceed goals successfully; is constantly and consistently one of the top performers. Very bottom line focused.

COMPETENCY:  *Drive for Results

Example 2:

Is bright and intelligent; deals with concepts and complex issues comfortably. Sharp, highly capable and agile.

COMPETENCY: *Intellectual Horsepower

Example 3:

Freely communicates current and actionable information. Direct and positive with face-to-face people skills pertaining to problems or situations swiftly and directly.

COMPETENCY:  *Managerial Courage or Courage

Example 4:

Demonstrates rigorous logic and methods to provide solutions. Expends energy into resources for answers uncovering hidden problems. Excels at looking beyond the obvious solutions.

COMPETENCY:  *Problem Solving

Example 5:

Grasps new information quickly and without effort particularly as it pertains to problems. Relentless is absorbing new information. Demonstrates ability to be open to change. Experiments with finding new solutions. High level of comfort in unfamiliar territories and tasks.

COMPETENCY:  *Learning on the Fly

The competencies listed are a few of more than 100 as defined by *Lominger/Korn Ferry Leadership Architect system recognized worldwide. If you would like to learn more about identifying your TOP competencies and how to apply them to your role, you may want to consider a Behavioral Competency Identification session.  Becoming self-aware and learning how to identify the competencies in job descriptions will save you time, money and move you closer to the head of the resume line.

Remember…it’s a S.N.A.P!

*Service offerings are now available for Behavioral Core Competency Identification sessions are now available! Individual or Group sessions are offered. 

Cleaning up digital dirt is within your reach if you are deciding to play in the virtual sandbox. While you may think you have a pristine reputation on the web you may want to check out these tips to give you piece of mind. Savvy recruiters conduct microscopic internet searches on GOOGLE by punching in your name to understand your personal brand prior to picking up the phone to source your interest.

Simple tips to help you check and manage your digital dirt start by:

1. Researching your name on the web. Just because you may have posted years ago does not mean your name is free from a tarnished online reputation. If you have a common name, you may likely be sharing it with a celebrity with a bad rap. An easy way to check your online personal branding reputation is by accessing www.SocioClean.com and www.Reputation.com.  Both of these sites will help you clean-up your act if you have any unflattering baggage haunting your past.

2. Maintaining your online communication by posting constructive comments and productive information. If you do share a name with an unflattering celebrity, you may want to think about adding your middle initial to your online presence.

3. Actively stay involved by creating a strong personal brand that shines with brilliance. Many executives are operating under a false premise that being vague with their information and withholding a profile photo is a standard for success. FALSE!  A person’s click through rate increases 40X on Linkedin.com just by including a photo. Headhunters and recruiters want to see real executives with real faces.

4. Allowing your personality to engage others with productive comments and statements will build a credible online reputation.  Refraining from posting actually creates an image of cowardly leadership.  Executives today MUST get out from behind their desks and engage with the front line.  Stockholders also want to see who is responsible for their financial investments.

By now you may be thinking, you have no digital dirt because you never even turn on your computer other than to check the stock market.  WRONG!!! Unhappy employees may not be speaking up in the workplace for fear of retaliation. However, they will most likely speak up using your name on the web. This too may contribute to your digital dirt.

When all is said and done, cleaning up UGLY begins with YOU.

With social media (free) membership in the millions worldwide, the difference between success and failure is differentiating oneself; online or offline.

If you want to stand out on your social media sites, take note.  If you choose to play it safe, take more notes!   In a recent poll with recruiters and hiring leaders, the top 5 recommendations may help you advance your social media presence when trying to gain footing in advancing your career.

#1  Photo’s are a must on Linkedin.com, Twitter.com and Facebook.com if you are going to gain credibility from a talent scout. People see you everyday in your car, on the street and in your office (unless you work from home.) Get over it! We are in the age of social media.  Highly unlikely that it is going away.  Pictures give the viewer an opportunity to see you long before meeting you.  If you are so concerned with your picture, what are you going to do if you actually get called in for an in-person interview?

#2  Post interesting and brand distinguishing perspectives.  This offers the talent scouts an opportunity to learn how you think.  If you are saving your thoughts for a face-to-face interview, you may be waiting a very long time.  Executives seem to be less inclined to post than their professional level subordinates.  There is no mystery in being evasive with an online presence.

#3  Take action and interest in meeting new people. If you are an extrovert and socially savvy in your corporate office, your online branding is essential in portraying you as an assertive, results-driven professional. Requesting to join groups and make new contacts is at your fingertips.  Yes, it takes time.  Make time! Start of with 10 minutes a day and work your way to 20 minutes.  The payoff will be worth it.

#4  Transparency and leadership are essential both online and face-to-face.  The more genuine you are, the greater the opportunities. Talent scouts, hiring leaders and recruiters are able to pre-screen you by your online presence.  Take advantage of this and market yourself. Just be consistent and true to you.

#5  Let your personality and unique style shine. So many posts tell readers what NOT to do. This post is telling you what you CAN do.  The only thing that will get in your way is doing nothing at all.  If you are authentically demonstrating executive and professional leadership, being present on social media will only enhance your credibility. No level is exempt from personal branding, career marketing and social media communication. Executives and professionals this means you!

Are you still listing only job responsibilities on your résumé? If you are, give yourself an “F” for FAIL! That’s right– zip, zero, nada.  Guess what??? Nobody cares what you are responsible to do! You could be charged with tremendous responsibilities but listing them on your résumé is meaningless without results.

JP was at a breaking point when we spoke. She dramatically carried on about how broad her territory was, the number of states that she had in her region and millions of dollars in sales that she was responsible for managing. Upon asking JP for her accomplishments/results, she only replied, “Um, I’m not sure….BUT I cover the largest area in my company!”

Emphatically, I stated, “JP…who cares? All you are telling me is what you are SUPPOSED to do. You are not telling me WHAT you have done!”

The needle pierced the balloon! Finally, a break through.

“…listing them [responsibilities] on your résumé is meaningless without results.”

Very simply put, the most important information in your résumé is the content detailing:

1) your successes and accomplishments.
2) your method of getting results.
3) your personal branding (combination of culture fit, personality, skilled and coveted attributes to name a few).

The reason behind this practice is very pragmatic.

*Hiring leaders do not have time nor the manpower to sift through stacks of résumés.
*Candidates MUST show up on paper as though they have already been screened for the position by a recruiter.
*By presenting your very best offerings in a format showcasing your achievements, you will more likely be called for an interview.

KEY TAKE AWAY…Listing responsibilities only tells a potential employer what you are supposed to do vs. what you have actually done!

Think of your achievements as giving yourself a grade for each challenge you are facing at work. If you were to give yourself an “A” for turnaround leadership, you must be able to articulate WHY you are giving yourself an “A”. See sample below to gain a broader perspective…

Turnaround Leader = A
Justification (sounds like this…”I gave myself an “A” because….
I took on a poor performing team with high turnover because the team was without a leader for 8 months. After meeting with each team member, I was able to discern their strengths, commitment to the company/department and attitude towards the work being performed. After 3 months of engaging the team, reinforcing positive contributions and realigning work tasks, the department stabilized and productivity increased by 45%. Turnover reduced significantly…(20 %).

WOW!!! Now THAT is a story to be told. From this simple application of grading yourself and justifying your grade, you can convert your accomplishment from first person (“I”) to résumé appropriate third person. Here is one example of a solid accomplishment.

• Successfully demonstrated turnaround leadership in 3 months upon taking on a struggling department. Results reflected 20% reduction in turnover and a 45% increase in productivity.

Telling your story has never been easier. Follow these 3 easy steps for success!

1. Give yourself a grade
2. Justify your grade in first person.
3. Convert key points to third person for resume!

You can do it!! Get moving and keep track of your accomplishments/results. If you list one result per day starting today, you will have more than enough accomplishments/results to sift through when updating your résumé.

[Editor's Note: Removing roadblocks is my passion. It is one of my top "inner geek" attributes splattered across my own résumé!  Hmmmm...inner geek, branding, roadblocks....equals.....(thinking, thinking, thinking)...will revisit this later.]

Baby boomers (and even Gen X), removing barriers in résumé branding has never been easier!  At 80 years young, Clara Peller became a brand.

“Clara who?”

My response is simply:

“Where’s the beef?” (click link)

Simple branding lessons are to be learned from our burger beefing granny.

#1: Statement. Do you have a catchphrase that you use in your day-to-day environment? If so, consider incorporating your famous quote on your résumé. Be sure to place your ™ symbol following it if it is uniquely yours!

#2: Color. Yes…COLOR!  If you are still walking around in a world of black and white because someone in 1985 told you that your résumé HAD to be in black and white only, you will likely get results as you did in 1985.  This does not mean that you need to go crazy with your box of 64 colored crayon choices. But, it does mean you can use a splash of the primaries “youth”anizing your résumé.

#3: Billboard. Imagine you on a billboard. What would you tell the world in an 5 second drive by?  This my friends is a great place to start when thinking of your brand. What do you want to tell the world in 5 seconds or less?

#4: Exposure. Your brand is only as effective if you expose it to others.  Branding yourself begins with your online presence. Are you on social media? If you are on Linkedin.com, make sure you have a head shot so others can see you. Being mysterious is no longer covetable.

#5: Style. You have a professional style in meetings, on the phone, and in your work. What is your style on paper? Are you classic, contemporary, or couture?  Maybe a combination?  Determine your style and go for it!  Your résumé is your voiceless advocate. It must speak for you long before you show up and long after you have left.

When in doubt, reach out and ask questions of individuals who seem to have a grip on branding.  Your Gen Y’s and Millennials know branding…and oddly enough…so did Clara, more than 30 years ago!

[Editors note: grill burger this weekend! pickles, cheese, onion--no bun!]

No fluffy opening comments on this subject, just the facts!

Fact #1: Résumé integrity and plagiarism is never a good idea! Period.

Fact #2: Copying a colleagues résumé and changing out his/her name only to insert yours is considered stealing.

Fact #3: If you do happen to slip through the interview process and get hired with a false documentation of your skills, you can lose your job immediately! This is considered falsifying your documentation and in most businesses with integrity, not tolerated.

Fact #4: Using a customized branding design for your résumé is also considered stealing. Format templates are different than customized branding designs. You can differentiate this easily. If you see a © or ™ associated with the document, you cannot copy it or replicate it. Many high-end couture résumés are now offering exclusive design options.

Fact #5: When in doubt, invest in getting your résumé professionally written. Competing for a position is an investment in your future! Do yourself a favor and make the winning move!

Talking to Tina Case Number #10445
Q: I am waiting on an offer from Company A and have two other offers coming in. My preference is to work for Company A but they seem to be dragging their feet. How can I expedite an offer without being too pushy?

A: Call Company A hiring manager. Mention that you have several offers coming in. However, you are “most interested in working for Company A.” You are being honest and also letting Company A know that you have to make a decision near term. Most likely, they will move quickly if they are seriously interested in hiring you.  If they do not move quickly, it is likely you are not the first choice candidate OR the company just does not know what they are looking for in a new hire.  If you have to accept an offer from one of the other companies, do it!  When Company A get’s their act together, they will know where to find you. Congratulations on securing several offers in this economy!!

Respected, high-performing CEO’s know that the coveted three C’s are crucial towards achieving business success in any size organization.  Integrating and sustaining the “right” balance of competencies, companies and (human) capital is the ongoing challenge.

While there is no mystery behind competencies, most careerists are faced with a lack of clarity of their core talents and the value that they offer an organization.  Self-awareness is necessary to stay afloat in 2011 and beyond.  Self-awareness is a competency. Self-awareness is our agent, inner voice, check and balance system and built-in coach.

In my corporate human resources role, 99% of performance management coaching surrounding employee relations issues consisted of individuals complaining that they ‘…were not getting developed’ or ‘…my boss never gives me feedback’.

• As a Career Architect, I hear and see the same from my current clients and corporate business partners.

• From executives to the front line, most human capital seems to be needing validation.

Result? Lean HR teams, hiring leaders are stretched thin, people are asked to do more and expected to navigate in fluid environments on an ongoing basis.  Human capital adverse to unstable environments begin to flounder.  Individuals are also often inappropriately matched with responsibilities which do not maximize their natural core competencies.  A clear example of a job mis-match is putting a non-engaging, process-oriented individual, lacking litigious or HR savvy in a recruiter role.   OUCH!

I chose to write about self-awareness today as it is a relatively easy competency to understand, the following scenario offers a glimpse into the benefits of possessing self-awareness and the dysfunctional behaviors of not being self-aware.

Individuals exuding self-awareness know who they are, know what they want and know what they offer an organization. They typically take charge of their careers by being able to effectively communicate their attributes and opportunities.  They tend to seek out new information, enhancing what they know or improving their deficiencies.

More often than not, individuals lacking self-awareness may not be able to effectively assess others through a behavioral leadership perspective. Unable to see their own true selves, they cannot be expected to see the forest from the trees.

The ‘core’ of the Apple:

When it comes to effectively incorporating the three C’s, Apple ‘gets it’, ‘uses it’ and ‘markets it’—beautifully.  **I am defining ‘it’ as INCREDIBLE TEAMING.

According to a recent report from www.talentmgt.com, the five competencies attributing to the success of Apple include Decision Making, Change, Visionary or Future Focused, Strategic (from concept to delivery) and Motivational Enrichment.

In summary, leaders with innate vision coupled, agility to operate in fluid environments while continuing to think, make decisions and inspire others is a proven success for Apple.

Job Seekers:  Do you know your value add competencies? If not, are you working with a professional who is certified in identifying them?

Companies: Have you defined your organizational competencies? Do you have the right people in place to assess them?

CEO’s: Are you confident that your senior leaders are intuitive and savvy in identifying and reinforcing the balance of competencies in hiring and retaining your human capital?

Follow me next week when Talking to Tina discusses Managerial Courage. “Certified in Behavioral (executive and professional) Leadership through Lominger/Korn Ferry, I enjoy working with individuals and companies on identifying their natural strengths. I am also good at talent identification and individualization!”  ~Tina

P.S.  ”Yes…I am self-aware!”