I have long promoted the concept that each executive should have a carefully assembled race strategy. The question I commonly receive is: And what is that?
It implies knowing clearly where you come from, where you are and where you want to go and to be able to design a plan accordingly. This implies working on your personal image as well as having enough time to acquire the abilities that you lack in order to reach your destination.
As part of my professional activity, I accompany executives in Outplacement processes that are totally ad hoc for each case. Most of these executives have worked in the same organization for many years and the departure has come as a shock. They felt so much a part of that organization that the name of the company was part of their name. “I am Juan Pérez from….”. When leaving the organization, the feeling is that they have lost part of their being, today they no longer belong to anyone. A hit, right?
In addition, since their work focus has been within the organization for which they worked, both locally and regionally, they have not carried out a good process of networking abroad.
In the case of women, this is doubly complex, since the time we have left over is generally shared with the family. While executive men travel and do postgraduate studies, women tend to take responsibility for the home and children. Therefore, we are left with less time to think about and develop our careers to their full potential.
What does it consist of putting together a career strategy?
It has several stages and takes at least two years since it also implies generating a reputation for impact in different areas, outside the workplace, such as networks, chambers, associations, etc.
The steps:
- Become aware that it is necessary to have a career strategy in the short, medium and long term. Obviously, it can vary over the years. If you were thinking of going to X but end up in Y, let it be by decision and not by chance. But, the career strategy development that you are doing is going to enhance the destination, wherever it is.
- Once that north is identified, define what the gaps are. That is, seek to cover what I need to get there. It can be knowledge, for example, for which we must delve into relevant studies. There is always something new to learn.
- Being visible on social networks, this is essential. You have to have a visibility strategy that has to do with how each executive shows his profile. Your profile must reflect your best version, it is what you bring to the table since it shows what are the difficulties that you could solve in the new role.
- Postings on LinkedIn have to be conscientious, it is a social work network. The photo must reflect what you really are. Today the suit, in many cases, was replaced by the black shirt, that is super valid. Never a photo with black glasses, the beach or in the car. The photo is from the waist and shoulders up, the classic headshot never fails.
- Yes or yes: You must have +500 contacts on LinkedIn, as a base. It is not necessary to know the person you are asking to contact. Usos y costumbres indicates that you can freely request contact from people with whom you consider you share something, industry, education, geographic location, among others.
- There are many social networks, not work, where you can show your profile and transmit your messages. It is important to have coherence among all since you are the same person. Instagram, Twitter and TicTok are the most popular today. I chose the ones that you think are most relevant to you and your business. If you are corporate, you will have one type of profile and if you are an entrepreneur, it may be another.
- On Instagram with 10K you are an influencer, maybe that is not your goal. In that case, with 1000 contacts you would already have a fairly relevant profile. Do not buy followers, they can block your account.
- Attention with making political posts, you can play against.
- Another big paradigm shift is tattoos. I remember 7/8 years ago the recommendation was not to have tattoos in visible places because there were biases in this regard. Today we can see beautiful drawings on arms and necks, in LinkedIn profile photos, and it is rare to hear about discrimination on this issue.
- Find a topic that you feel is relevant, in which you really believe, and I wrote about it on different networks. Become a reference on the subject. LinkedIn gives you the possibility to create a Newsletter within the same platform.
- It is important to monitor your positioning on LinkedIn through the SSI indicator https://www.linkedin.com/sales/ssi to know how you are positioned in your field in reference to the rest of the market. I am in the top 4% for example.
- Participate in associations and chambers that open new doors. This implies investing at least 3 hours a week, but you meet incredible people and build bonds of trust.
At the same time, you have to go out and look for your dream job in the market, it is the other way around today. Do not stay waiting for an email to arrive asking to meet you, please be proactive.
Look for Headhunters that you consider relevant and aspirational companies to send them contact and send your CV for future opportunities.
There are also activations that you can use on LinkedIn to get job opportunities.
In this era of social networks, the job search process has been democratized for all hierarchies. It no longer depends so much on who you know but on how you activate your profile yourself, show your capabilities and drive your own destiny.
As a tip: I invested in you, your time, focus on acquiring new skills and new knowledge. Expand your network of contacts. Neuroscience shows us that the best profiles are those who are agile, adaptable, with an open mind to learning and change. Focus on your mental and physical health.
Generating a career strategy and developing it is a one way path. Becoming aware that you have to feed and care for it is the first step to achieve a profile that stands out from others. Become a specialist in a relevant subject so that, when they call you for a job interview, they have the certainty and peace of mind that you have the skills they are looking for.
You will see the success of this when people think of you for you, and not for the company in which you work. Companies come and go, but you will always continue to be you.
Consultant, Speaker and Executive Coach specialized in Organizational Culture. She is a Partner at Backer & Partners, a Professional Services Executive Search and Leadership Consulting firm, where she specializes in executive search for senior management.
Source: Ambito
David William is a talented author who has made a name for himself in the world of writing. He is a professional author who writes on a wide range of topics, from general interest to opinion news. David is currently working as a writer at 24 hours worlds where he brings his unique perspective and in-depth research to his articles, making them both informative and engaging.
