March 24, 2014

4 Ways to Upgrade Your Career: How To Be The CEO

business corporate team on a ladder of success over an abstract sky

Visions of corporate leadership and more zeros on a paycheck can help an entry-level employee survive the workdays. It’s the “paying your dues” and “work hard” mentality that keeps employees on the lower rungs of the corporate ladder motivated for more. For someone who dreams of being CEO, how can you sprint to the top rungs of the ladder, rather than climb?

Justin Hutchens moved from being a resident assistant at an intermediate care facility at age 19 to CEO of National Health Investors at age 36. Hutchens shares with Forbes.com that his father’s advice helped him fast forward up the proverbial corporate ladder. Always do your best, despite the level of your responsibilities, and take the undesirable assignments others wouldn’t want. Broadening your skills, willingness to relocate, and flexibility are also top traits that can boost a person’s marketability, says Hutchens.

Even if you’re not making a steady vertical ascent up the ladder, lateral moves and positions offering growth opportunities can support career expansion, development and advancement. Here are more adjustments you can make in your profession to help charge ahead in your career.

Continuing Education

Continuing your education broadens your skill set and professional training. Complement you marketing background and entrepreneurial spirit with formal management as well as financial and organizational training. Especially since you’ve already experienced the workforce, you can return to school with clearer goals and sharper focus. Returning to school doesn’t have to be a full-time endeavor like your four-year, on-campus undergrad experience with high tuition costs. There are online college options you can research. Penn Foster, for example, equips students with a business management associate degree with up to 76 percent less costs than and traditional and online academic alternatives.

Goal Oriented

An indecisive career path and aimless job hopping can be a time-waster. If you’re bouncing around in your career like a pinball in an arcade game, you’re doing it wrong. Career coach Ford Myers emphasizes that you need a roadmap or blueprint to achieve your full potential, according to “How To Fast-Track Your Way Up The Corporate Ladder,” by Forbes.com. Create short-term goals along with a long-term vision. Think about the greater picture beyond your limitations. Determine the pinnacle of your career, and then establish the steps that will get you there. Keep in mind, performing like someone in a higher position can attract the potential for a promotion and showcase your abilities to take the next step. Don’t lose sight of your current role, but think and act a level higher, recommends business consultant Lynette Lewis.

Positive Work Behavior

Attitude and personality traits are just as pivotal as education and a plan. An extroverted CEO-in-the-making will possess the following qualities:

  • Communicates effectively; makes deals and decisions
  • Garners respect
  • Sees a cohesive vision and can create a strategy
  • Acts with self-confidence and self-knowledge
  • Adapts and accommodates to unforeseen changes
  • Works well independently and as a team
  • Listens and responds
  • Energizes, innovates and excites
  • Expresses appreciation and gratitude

Manager & Company Objectives

Understand the values and priorities of your boss and company. Do your efforts align with their goals and objectives? Completing your responsibilities and meeting (exceeding) expectations while taking initiative reflects exemplary leadership qualities. Don’t be afraid to step beyond your role to learn about the high-priority funded projects. Create visibility for yourself by having a hand in projects that greatly influence the business of your company. Not only should you execute, you should initiate as well. Over time, you’ll gain valuable experience that will teach you about risk, opportunity and how to move into not only a managerial position, but eventually a chief executive role.

 

About the Author:

Ruth Harris is a long HR consultant, service manager, and mother of three.

Share

February 3, 2014

What does the Gold Collar Worker Want out of Employment?

By Leah O’Flynn, Sales & Marketing Recruiter High Tech

 

Leah O'Flynn, Tech Recruiter

Leah O’Flynn, Tech Recruiter

Professor Robert Kelley of Carnegie Mellon University coined the phrase “the gold-collar worker” back in 1985 describing a new era of workers whose value is brainpower. “Gold” referred to the hefty salaries and profits that their minds and skills garnered.

 

Back in 1985, these gold collar workers were the young and college educated, who made up over 40% of the U.S. workforce at the time. Today, with increased outsourcing of manufacturing, the American workforce has increasingly become more service and value-added oriented.  The gold collar workers may now represent 70% of the workforce.

 

“They are a new breed of workers, and they demand a new kind of management. Intelligent, independent, and innovative, these employees are incredibly valuable. They are lawyers and computer programmers, stock analysts and community planners, editors and engineers…” (Per Wikipedia quote from Robert Kelly)

 

This a new breed of highly skilled multidisciplinary employee is clearly what drives intellectual capital companies, they bring the innovation, change the game, build companies to the IPO stage, and are the life-blood of the American economy. We hear over and over about the tech talent war, as these highly intelligent, educated and innovative people move around between successful companies. But what does it take to secure the loyalty of gold collar talent?

 

“Bottom line, for so-called “gold collar” workers, employers need to convince them of the value of spending their time / efforts on the employer. It’s not just a job, it’s a step in their career,” says Chris Merritt, Director of Solution Marketing at Lumension Security. “So the employment offer has to make sense and be compelling on many levels, which includes work/life balance, personal motivation, and strategic career movement.”

 

Recruiting and retaining gold collars means offering competitive financial compensation, but nonfinancial workplace rewards and benefits such as a casual and informal work environment, flexible work schedules and even part- or full-time telecommuting are highly valued. Gold collars value the activity-based era; changing work process (from waterfall to agile); mobile, remote work; “We” spaces, not “me” spaces; and support for collaboration. They enjoy faster pace, distributed teams as well as multiple space times for multiple work modes.

 

Redfish Technology primarily works with aggressively growing companies that are agile and hungry and they can attract those agile and hungry gold collar workers by offering them what they want. Whether that means crafting a job offer to meet the candidate’s personal motivations such as a custom title, additional responsibilities, reimbursed continuing education, or other career ladder opportunities. And while it sometimes comes down to salary in the end, there’s usually a whole combination of factors that motivate top candidates beyond the dollars.

 

“It is one thing to recruit talent, but to keep that talent loyal and dedicated means offering evolving opportunities, challenges, and recognition,” relates Meredith Dean, Tech Recruiter at Redfish. “With the speed that technologies are changing these days, the development talent I work with wants to grow with rising stars and be part of pioneering of the latest and greatest technologies.”

 

The portability of their skills and the widespread demand for them often allow gold collars to be opportunistic. If not properly motivated they will move on. “Gold collar workers want a transformational leader who has charisma, who represents an ideal they can assimilate and adopt, and who provides the stimulation and individualized consideration they need to become more than they were,” writes Michael E Wonacott in an Eric Digest.

 

Gold collar workers need to constantly update their skills to stay current with emerging technology; this is a core value to them. Learning must be a continuous process, one that is afforded by companies on the job or through extracurricular opportunities.

 

In the war for talent, tech companies especially are struggling with finding ways to create a loyal gold collar crew. Think outside of the box, that is what these folks do. Communicate and recognize, these are important intrinsic values of the gold collars. Provide learning opportunities and challenges with personal meaning and reward to motivate them. And remember that work/life balance is not only good for your employees, it is fundamental for having sharp, loyal employees.

 

 

Chime in!

What else is important to the gold collar worker?

 

See also:

Do You Really Want to Work There? Get Your Questions Answered When Interviewing for a Job

 

 

 

About the Author, Leah O’Flynn, Sales & Marketing Recruiter High Tech

 

Leah is an executive IT recruiter. Born in Dublin, raised in New Jersey, her gypsy ways have taken her on many a random journey. Leah has two degrees; one in Journalism and Media Studies, the other in History. Her love of working with people has made her a natural at recruiting.

 

About Redfish Technology:

 

Founded in Silicon Valley in 1996, Redfish Technology is an award-winning talent acquisition firm specializing in high tech sectors. Partnering with growth mode companies, small and large, Redfish staffs executive functions and builds out the teams below. The company provides services nationwide and has offices in Silicon Valley, the East Coast, and Sun Valley.

 

[plus1 count="true" size="standard"][/plus1]


Share

August 9, 2011

To Counter Offer or Not to Counter Offer? Part 2

To Counter Offer or Not to Counter Offer? Part 2

In part one of this article, we considered the costs of recruiting, hiring, and training as well costs of a bad hire and the opportunity costs involved when a valued executive’s departure leaves the company in the lurch. Can you avoid this hassle and extra cost? Should you making him a counter offer and keeping the team intact, the projects on time, the sales meeting on track, the product launch as planned?

(more…)

Share

142 N. Milpitas Blvd. Milpitas, CA 95035, 408-475-8260 • 360 Thames Street Newport, RI 02840, 401-398-2929 • 416 S. Main Street Hailey, ID 83333, 208-788-8260


Login