As a consultant, I have had the opportunity to collaborate with thousands of top leaders, including chief executive officers, partners, chief operating officers, presidents, senior vice presidents, directors, and many more. Due to the fact that these clients are going through their own career transformations, the career coach is faced with a unique set of obstacles. These top business executives bring specific challenges to the career coach. As someone who specializes in dealing with this clientele, I have recognized ten specific challenges that senior executives often face while doing a job search. I have made some ideas that are both practical and successful in order to solve each of these concerns, which are as follows: Loss of self-esteem, identity, self-worth, and self-concept are the first issues associated with the ego. the feelings of humiliation, shame, and a “tarnished image” absence of control; the sensation of being “out of control” used to making significant choices and having a significant influence The summit may be a very lonely place at times. solutions: Proceed with your “normal life” as usual (family activities, volunteer, fitness, hobbies, etc.) Get to know and acknowledge your value outside of the workplace. a willingness to learn new things and a willingness to take some little risks The importance and potency of “small steps” should be acknowledged (doing the right things over and over) In the process of transitioning, network with other top executives and share your experiences with them (not isolated) Make a request for assistance! Not used to doing all of the day-to-day administrative responsibilities, which is the second challenge: a lack of resources and infrastructure. The individual in question may be “technology impaired,” meaning that they are required to think of everything and are burdened with time-consuming planning and activities that were previously handled by support personnel. yourself lack some basic habits and skills for details and logistics; organization of tasks, etc. solutions: Put an end to it and get active learning new habits and abilities in organizing. Utilize technologies and tools that are fundamental to productivity. The little jobs that are essential to the overall process should be respected and valued. Consider bringing on a part-time assistant or enlisting the assistance of a volunteer to assist with some responsibilities (friend, family member, etc.) #3 – occupations that are considered to be high-end obstacles that are difficult to discover or duplicate: the search process takes more time, and the irritation level might be higher. There are just fewer chances available at this level; there are often only a few roles that are suitable available throughout the whole area or nation. solutions: If you want to increase your scope, you should think about becoming more flexible and maybe moving. If you want to ultimately go ahead, you may want to think about taking a temporary step back in terms of your title and duties. Investigate the possibility of starting or purchasing a company. You should be more inventive while building your own marketing strategy and the list of companies you want to target. It is difficult to demand a huge wage, which is particularly challenging in a terrible economy, and this may pose a danger to other senior workers. This is the fourth issue that comes with sustaining high remuneration. When recruiting someone at this wage level, it is common for there to be a lot of “sign-offs.” Considering that the approval procedure might take a significant amount of time, a larger lifestyle, and larger costs, the incentive to make “top dollar” comes with higher solutions: Be ready (make sure you have a comprehensive toolset for job searchers). It is essential that you communicate with the appropriate individuals, namely those who have the ultimate decision-making authority. Maintain a steadfast focus on measurable outcomes that can be evaluated in terms of money. do research on the target firm and consult with connections to get information about remuneration. Gather information about the real compensation ranges that are associated with the job that you are looking for (from salary web sites, industry journals, professional associations, etc.) You should engage in financial planning, which should include diversifying and establishing additional sources of income. Make an effort to find flexible remuneration structures, such as an ownership share, stock grants, bonus or incentive programs, or employment contracts with more potential for growth. Receive career coaching in order to “practice” pay negotiation and achieve the best possible results. It is more appropriate to adopt a “partnering” mentality rather than a “take control” mindset. When it comes to your finances, you should weigh what you need against what you desire. You should make adjustments to your lifestyle in order to alleviate the strain. #5: The difficulties of accessing relevant connections include a greater barrier of entry and the difficulty of getting past gatekeepers of top executives. It is only appropriate to speak with C-level leaders, who may feel threatened or competitive. The solutions are as follows: talk to hiring managers about ways you can assist them in reaching their business goals; positions are frequently created at this level. Human resources is of little to no assistance in this regard. participation in executive networking programs, boards of directors, and venture capital groups by joining and participating in these organizations. leverage partnerships with executive search firms of the highest caliber as well as other professional contacts Your senior-level recommendations and referrals should be used. centered on the solutions and the additional value that you provide Request favors and assistance from friends and coworkers who are at a higher level of authority. A “work proposal” should be developed, and the true worth of your efforts should be quantified. #6 – positions that are filled internally at high rates One of the issues is that employees have been “paying their dues” for years at the organization, and they are already in the running for leadership positions. The firm does not want to take the risk of hiring an outsider for such a significant job, and the employer does not want to invest the money to undertake a search for an outside senior executive. As a result, the corporation may give preference to applicants from inside the organization. The remedies are as follows: explain how coming from the outside may be an asset; you can “broaden the gene pool” and offer a different viewpoint to the table. Concentrate on businesses that are willing to bring in management from outside sources and have already done so effectively in the past. Pay attention to problematic businesses that might benefit from your unique perspective and specific abilities. The use of your professional connections and relationships, particularly inside the firms you are targeting, should be leveraged. You should investigate the internal structure of a corporation in order to figure out how to place oneself most effectively. #7 – increasing competition at the highest levels of the organization challenges: high-level job vacancies often get national attention the more desirable the position, the more individuals are competing for it there is only one president or CEO per position (and perhaps only five senior vps, etc.) Top employees “stay put” at every firm in a difficult economic climate, which results in a reduced turnover rate. solutions: Do study on the culture of a firm and its shortcomings; get an understanding of both, and sell to the organization’s requirements. To differentiate yourself from the other contenders, you should do or say something special. Gain a competitive advantage and make a lasting impression. Prepare yourself completely. Stronger self-promotion and the demonstration of concrete business achievements (such as a job-seekers’ toolbox, accomplishment tales, and so on) are both important. Increase the amount of time you spend networking with your “centers of influence.” Master the art of “standing out from the crowd” and distinguishing oneself from others. #8: old age! challenges: People get the impression that they are too old, “washed up,” or “over the hill.” This issue may be stated in a variety of ways, such as by saying something like “you’re overqualified.” The employer is concerned that you won’t stay with the firm for a long time and that they are anxious about investing in you. Listen attentively and keep a close eye out for the hints! employer worries about a potential culture clash (not fit-in) The majority of people do not possess the technological abilities that are essential for success in today’s workplace. The worry that you may not be able to keep up with the rapid speed of the situation There is a possibility that you are “too pricey.” Instead of focusing on your age, you should get the employer’s attention by highlighting your superior credentials, demonstrated outcomes, industry connections, and experience. Determine the true problem that lies underneath their age worry. Make sure you are familiar with the culture of the organization; if there is no one over the age of 35 working there, you should not attempt to be recruited at the age of 64. Your target audience should be smaller businesses that might potentially value your knowledge, relationships, and trustworthiness (often known as “adult supervision”). If you want to look your best, you should concentrate on improving your appearance, clothing, physical health, and other aspects of your appearance. Ensure that your health, vitality, energy, and excitement are maintained and shown. In discussion, you should avoid using “the r word” (retirement). Maintain a “tech-savvy” attitude, stay current, and be knowledgeable about your field. Communicate your purpose and dedication to remain with the organization for an extended period of time. Please share several instances of other older workers who have made significant contributions to their respective firms. No. 9: unable to escape a paradigm (of being the boss) When it comes to difficulties, the loss of a job at this level may be quite upsetting (“the larger they are, the harder they fall”). experiencing a sense of “invulnerability” at work (“layoffs won’t effect me; I am in control!”) do not feel at ease in the act of requesting assistance who have been “cocooned” or “coddled” for an excessively long period of time have a secret concern that maybe they are unable to make it on the outside (since they have been at the same firm or employment for such a long time). solutions: “Roll up your sleeves,” in other words, get over the denial. Take a step back and get to work. You should do market testing in order to determine the true value of your credentials. Hire a career coach to help you stay on course and to ensure that you are held responsible. Make sure you have a fantastic portfolio of tools for job-seeking. You need to get your head “out of the sand” and face the truth about the issue. Put your faith in the skills and intellect that brought you to the top in the first place for success. When assistance is required, seek it out. Your failure seems to be more severe than that of others since you were higher up on the corporate ladder and were not viewed seriously as a job prospect (“she doesn’t really need to work”). This is the tenth hurdle in the assessment of others’ difficulties. This causes other people to feel threatened because they reflect their own worries onto you. There are certain individuals who will want to humiliate you, while others will be in denial or behave dismissive. They will not believe that your issue is genuine, and they will act as if you are “contagious” (if you lost your job, then no one is healthy!). solutions: Describe the circumstances behind your departure from the firm (get comfortable with it) Make it clear to everyone that you are not bothered by the circumstance (don’t bring any “emotional baggage”) You should “straighten folks out” in a kind manner explaining your actual circumstances (push back) Try to be sincere, modest, unhurried, and authentic. When you are looking for anything, you should have a good attitude, confidence, resilience, and endurance. By gaining a better understanding of the unique challenges that they face and putting into action the solutions that have been outlined above, my senior-level clients have significantly improved their job search results, and they have significantly decreased their levels of anxiety and frustration. Tell your friends and family how their reactions affect you, whether it be positively or negatively. Most significantly, they have been successful in securing great new positions on a continuous basis. Copyright © 2021, as owned by career potential, LLC. Ford R. Myers, a well-known career advisor who is also the author of the book “obtain the job you want, even when no one’s recruiting,” has granted permission for this article to be reproduced here. Please visit http://www.careerbookbonuses.com in order to get your free career success gifts right now. articles pertaining to careers, life work, career change, and similar topics also Send a friend an email with this story! Get stories like this one sent to your inbox directly from the source! Get a free subscription right now!
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