Career & Performance Management Newsletter November 2007
I am pleased to share with you, Career and Performance Management's monthly newsletter.
I am very excited to share some wonderful news with you. As many of you may have known already I was a Certified Career Coach.  I have completed my certification program and am now not only a Certified Career Coach but am also a Certified Leadership and Talent Management Coach. 
In early December we will be delivering a program on Networking for the Holidays!  This seminar will be FREE!!
If you would like to join us, please contact us as space will be limited.
What can we do for you?
As a reminder, Career & Performance Management, in addition to career and leadership coaching, is now offering on-line assessments and interpretation. These assessments will help to ensure your success in your next career opportunity or promotion within your organization. These assessments can also be used for team building and succession planning.
If there are topics that you think would be useful or specific questions that you may have, please feel free to contact us at any time.
Wishing you much success and a HAPPY THANKSGIVING!

Lisa Luby,CLTM, CCM
Founder & President
Career & Performance Management
(954) 612-1945
In This Issue
Can You Guarantee Your Promotion
Using Job Boards Effectively
Networking at the Holidays

5 Common Roadblocks to Promotion and How To Overcome Them

Susan Britton Whitcomb


There are many reasons your employer might be hesitant to promote you. There are five common roadblocks, along with the potential underlying concerns associated with them and how to quickly overcome them.

#1: You Are Too Valuable in Your Current Role

¨      Manager seems to be stalling.

¨      Manager doesn't want to lose you as a producer.

Help-in-a-Hurry Tips:

- Create your own succession plan if one doesn't already exist. If you haven't been training one or more people to step into your role, get busy. Who are the best candidates to fill your shoes so that you can move up?

- Propose a mentoring plan where you'll get your promotion but also be available to your successor for a set period of time.

If you sense your manager doesn't want to lose you and you would still report to him in a new promoted role, emphasize your continued support of him. For instance, "I am committed to supporting you as we move this project forward and will continue to give you 100% effort so that you also meet your production goals." Continue to act supportive and produce results.

#2: Your Manager Won't Endorse You for Promotion

¨      Manager won't endorse you to other executives involved in the hiring decision.

¨      Manager doesn't want to lose control, influence, or power over you.

¨      Manager is not completely convinced that you will perform well in the new position, which could reflect on his/her performance record.

¨      Manager is concerned that you will outshine him/her if promoted.

¨      Manager either states directly that you're not ready or avoids telling you you're not ready for promotion. (This may or may not be true.)

Help-in-a-Hurry Tips:

- Ask specifically about the timeline: "You mentioned that increasing my management skills is a prerequisite to promotion. I'd like to be clear on what you anticipate and how we'll measure success so that I have clear goals."

- If you sense your manager isn't sold on endorsing you in the new position, ask, "What would you need to see in my performance to assure you that this move would benefit the company?"

- If your manager continues to seem evasive about career conversations, watch for an opportune moment to explore this further. Do so in a curious, nonjudgmental tone so that the manager doesn't get defensive or feel backed into a corner. For example, "You know, Mr. Manager, I hear you saying you support me in developing my career, and yet it doesn't seem that much is happening despite my meeting every goal you've set. Help me understand what the benefits are to tapping on the brakes like this."

#3: There Are Limited Opportunities for Promotion

¨      Your career and the position you're currently in will only be what you make it. Take ownership of your initiative.

Help-in-a-Hurry Tips:

- Ask your manager about plans for growth and how you can contribute to that growth.

- Create your own opportunities. Start by looking for problems that need to be fixed and issues that need to be solved. Once you do, find a solution that you can be involved in and identify the return on investment associated with that solution. Voila, you have a proposal that could lead to promotion.

- Look for projects that interest you and will expand your skill set. There is no shortage of opportunity in the world.

#4: Another Employee More Senior Than You "Needs" to Be Promoted Before You

¨      Politics are at play.

¨      There may be a more senior employee who is not as capable as you who your manager owes a favor or who may respond negatively if she isn't promoted first.

Help-in-a-Hurry Tips:

- Enlist the support of an advocate who can endorse you to the powers that be and ask, "Who made up the rule that we have to promote a more senior employee first? John is a better producer and a better leader. We don't want to risk losing him because of rules that aren't serving us well."

- Within your promotion proposal, suggest a solution that allows the person with more seniority to also "win" with, for instance, a new title that gives the person some perk or special task.

- If you are truly the best person for the job, have a courageous conversation with your manager and ask in a curious, nonjudgmental tone of voice, "Help me understand how that policy best serves the company in this situation."

#5: Your Manager Doesn't Perceive You as a Logical Choice for Promotion

¨      Manager is grooming someone else or has a favorite who is the "heir apparent" for promotion.

¨      Manager seems oblivious that you are interested in promotion.

Help-in-a-Hurry Tips:

- Make certain the manager knows your career development goals.

- If necessary, have a courageous conversation with your manager that covers what you've accomplished and where you see yourself in the months or years to come.  


Articulating your goals will create a new reality for your manager. Once those seeds are planted, continue to take action, deliver results that will validate your qualification in your manager's eyes, and follow up at appropriate intervals.

Request specific assignments and volunteer for projects that will increase the experiences and skill sets needed to be promoted.





Save Time With Job Search Engines / Aggregators

Job aggregators are vertical job-search engines that consolidate job postings from the big job boards, niche job boards, company websites, or a combination.

These search engines work much like Google, in that they crawl or spider thousands of sites to find the postings in real time. Most of the aggregators search six figure job sites, though usually list only a summary of the openings if that site is a paid site.


Job aggregators are one of the fastest growing trends in job searches. Like other types of content aggregators, this technology uses intelligent categorization, allowing job seekers to find specific information without wading through lots of irrelevant content.

Aggregators offer more sophisticated search and filtering features than the big job boards, niche boards, or company websites. Also, many of the sites update their job listings much more frequently, making the postings more useful. Some of the sites also allow résumé posting and offer résumé-blasting services. You can set preferences, so that the site pulls up the information according to a specified location or other parameters when the user logs on or opens the home page.


Some of the larger aggregators include:


Maximize your use of these aggregators by using these features:

·        Tags / Keywords

·        Advanced Search

·        Filters (best match, most recent / date, distance, company, salary, company size, etc.)

·        Email alerts

·        RSS feeds

·        Instant Messaging


In summary, while these technologies are still developing, be sure to also visit corporate career websites. It has been noted that some of the aggregators are not capturing ALL of the postings listed on company career sites.


For additional resources in conducting your job search, contact CPM today.

Career and Performance Management's goal is to help individuals explore their career alternatives while improving their performance, and assist corporations in recruiting, retaining and developing their most valuable asset...their employees. 

I look forward to having the opportunity to work together.

Holiday Job Search

The Holidays are a great time to network. It is a time to participate in the many activities of the season, including family, social and community events as well as functions of religious organizations, professional and trade associations. Your networking can lighten up from some of the self-conscience outreach that sometimes can characterize networking, to a natural reconnecting with people who you have known over the years.


The December meetings of  most professional associations are generally more social than meetings in other months, where the focus is a panel or a speaker. The December meetings have a "Glad to see you" camaraderie.  The events of the past few years have made us even more sensitive to the appreciation of our ties, affiliations and communities. The holidays are a time to participate in the general warmth with people you have not seen for a while.


TIP: Many charities have fundraisers and events during the holidays. The Boards of many charities are populated by corporate leaders. These events can be pricey, so choose them wisely. You can readily get the names of the  Directors of charities by obtaining the annual report from the organization or by going on their website.


The budget planning that goes on in the fall can overlap with your holiday networking. The networking that happens in December could result in a position being created for you when then company is ready to hire you, which could be in the next fiscal year. There are also situations where a project needs to be completed before the end of the fiscal year by someone on a project basis, even if there is a head count freeze. A manager might want to fill a position before the end of the fiscal year to rationalize the need to continue that line item  that following year. We have seen clients hired in the last few weeks specially to start in December to complete a project or to fill a line before year end.


Holiday cards (with return addresses) are always appropriate ways of staying in touch with people you have not had contact with for a while. This is the time for Christmas, Hanukah, Kwanza, Ramadan, and New Years etc. - all the more reason to send a non-denominational card with a winter scene.


No need to write about being out of work or looking for a new position - just "Happy Holidays, Best Wishes for the New Year". People use the holidays to contact people they have not been in touch with for a long time. Just a simple card can rekindle a relationship. In addition to family and friends, former colleagues, classmates, vendors and clients (where appropriate) as well as recruiters are people to write at this time of the year.


Send the cards early in December to avoid your cards getting lost in the rush of cards later in the month and to possibly result in the person contacting you to get together during the holidays or to invite you to holiday festivities. Cards easily reflect the sentiment, "We've been out of touch, let's get together in the New Year!"


TIP: Since this form of outreach is so highly personalized, make sure the cards are hand-signed and the envelopes are hand stamped.

by Jay Colan and Joe Quinn

Lee Hecht Harrison

We will be offering a complimentary seminar on  Holiday Networking in December. If you would like to join us, please call (954) 612-1945 or email us to RSVP today. Space is limited.


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