Discussion forum for members of the Massachusetts Bay Organizational Development Learning Group

Sunday, October 29, 2006

21 Secrets to Finding a Job

This is a report on 21 Secrets of Finding a Job by Bruce L. Katcher, which I won as one of the giveaways at the October 2006 Learning Group meeting on "Large Group Dynamics".

There are several steps to find your next dream job—21 in all, according to Dr. Bruce L. Katcher President of Discovery Surveys, Inc.; however, 10 of the 21 steps resonated with me. They are the following:

Ø It’s all about Focus: Get focused, look inside and think about what you really enjoy in life and what you want to do in life.

Ø Figure out what work really means to you: when you wake up each morning, is your goal to help people or make a lot of money? For me, it’s to help and educate people in areas of career development, culture, travel and international relations.

Ø Be the detective: be an individual and gather the information to ask people (in the industry/job area of desire) what their recommended path is in the job/field you want.

Ø Understand why someone wants to hire you: your making the company money and you’re doing a favor for them; say that. You are creating value for the company and also adding valuable job skills to help you move forward in your career.

Ø Know how people find jobs: 5% find a job through advertising media (ie: web, flyer, listing); 10% go through the direct approach: ie: walking right into the company and saying you’d like to work for them and why; 15% through agencies (headhunters, search firms—remember, they’re really working for the client, the company, not you. Be careful and do your research. The rest: 70% through personal referrals. If you know 1000 people and each knows another 1000; that means you can utilize 1 million people to assist in finding you a job.

Ø Have a 30 second elevator speech: say who you are, your skills, and what you want in a job.

Ø Emphasize accomplishments more than experience: put added value and help organization make money, save money, or have created new product/service not previously offered in that company.

Ø Maintain your respect & dignity: don’t send salary information. Instead indicate I’d be happy to talk about salary once I get a better handle of the organization and learn of its objectives. Also ask if hired and interviewer gave you exact starting salary, say, “thank you for your offer. I was wondering if there is any flexibility in the salary?”—worth a try but only once you’ve been offered the position.

Ø Referral services are very powerful: if you call someone, have referral’s credibility on the line. They can call on your behalf (hot lead) then you call the prospect afterwards.

Ø Go for the close: want to thank each interviewer individually by sending thank you cards and directly ask, “One have questions say yes, how do I compare to your other candidates so far?”

Each of the 21 steps is intended to help utilize the vast resources available, but it begins with the researcher—you, to determine what type of position will work best.

Crystal Brown

Thursday, October 12, 2006

When are large group interventions called for?

At our October 11 program meeting, “Large Group Dynamics,” we had a masterful experiential presentation led by Katharine Esty of Ibis Consulting Group. We learned how to understand the culture of large groups and how they differ from small ones. For our question of the month, we’ve chose on the issues considered at the meeting, namely, when is the use of a large group process indicated?

Jim Murphy

Monday, October 09, 2006

OD and KM

Terence Seamon, who maintains a blog on OD and other topics at http://learningvoyager.blogspot.com/, has noted an interesting take on KM as it relates to OD on yet another blog.

The blog is "How to Save the World" (http://blogs.salon.com/0002007/) and is maintained by Dave Pollard . The post is entitled "An Approach to to KM and Learning That Embraces Complexity," http://blogs.salon.com/0002007/2006/10/04.html#a1664 .

Jim Murphy