The Write Resume Career Strategies Weblog

Do You Have an "Employee-Owner" Attitude? Featuring NASCAR Driver, Tony Stewart (Part 2)

In my continuing blog posts surrounding the concept of having an "Employee-Owner" attitude, I will feature stories that illustrate this concept.

 

The most evident transformation I have witnessed over the last year is Tony Stewart, one of the most popular NASCAR drivers. He drove the #20 Home Depot Chevrolet as an "employee" of Joe Gibbs Racing for several years.

 

During that time, Tony Stewart was the worst example of acting like an "employee-owner." He had a cocky attitude, was consistently rude to the press (to the point of attacking them personally with verbal jabs), would "go after" another driver if he got bumped or wrecked, even though he did the same thing, and had a very foul mouth.

 

He always came across as a "poor sport." He was never gracious - always a jerk. He blamed everyone else for any failure, whether it was deserved or not. As a big NASCAR fan, I could not STAND Tony Stewart. 

 

Even though Tony won races and is a great driver, I always wondered if his sponsors were just "cringing" every time Tony opened his mouth. Sponsors are everything in NASCAR - without happy ones, they drop drivers.

 

In 2008, Tony announced that he would no longer drive for Joe Gibbs. He was entering into a joint venture with Haas Racing to start Stewart-Haas Racing - he was going to be an owner. I thought, "Now this is going to be interesting - how long is this going to last."

 

He was able to gain sponsorship from Old Spice and Office Depot for his car, and the U.S. Army for Ryan Newman's car (the driver he brought with him), while other drivers were losing their sponsors.

 

Over night, it seemed as if Tony had a radical personality change. Suddenly, he was more gracious, stopped acting like a child, treated the press with more respect, and became an all-around "nice guy." He started acting like a "team player."  He became interested not only in his success, but the success of Ryan Newman. 

 

So, what happened for Tony to have such a huge change of attitude? I believe he realized that his "career" depended upon the attitude he portrayed to the public.

Now, I actually like and respect Tony Stewart. In fact, if my favorite driver, Kasey Kahne, ends his contract with his current team, I am hoping that he will join the Stewart-Haas team.

 

The reason I tell this story is to convey that anyone can change their attitude, and make the transformation from having a bad reputation to achieving respect from even the most skeptical people.

 

So, how are you viewed by your managers, peers, and customers? Do they see you as a "partner" or as a "problem." If it's the latter, take an honest inventory of your actions and think of ways you can change your attitude.

Don't expect people to believe you have changed right away. It takes time to do that. However, keep at it and I am confident that you will achieve the perception as a "valued employee!" 

Do You Have an "Employee-Owner" Attitude? (Part 1)

In today's tough economy, with constant layoffs caused by a lack of business or mergers / acquisitions, it is more important than ever for you to have an "employee-owner" attitude to save your job. When downsizing occurs, many employers will retain the people who portray a winning attitude.

So, what is an "employee-owner" attitude?  Simply put, it is performing your job as if you own the company and your very survival (putting food on the table, paying your bills, and keeping a roof over your head) depends upon it.

The concept is simple - your attitude will determine the success of your "business." It doesn't matter whether you are a receptionist, a programmer in the IT department, a manager in operations, or the CEO. Every employee has an important role in the success of the business.

You don't need a "stock certificate" and an agreement with your employer to be an employee-owner. Adopt the attitude on your own, and watch how quickly you will be recognized (and most likely rewarded) for your efforts.

Fundamentally, employee-owners are more accountable for their job performance - and their fellow workers' job performance - simply because they have a common stake in the success of their company. Someone once said, "ownership is a powerful incentive for ordinary people to do extraordinary things."

Below are some suggestions I have for achieving an Employee-Owner Attitude:

• Treat every customer (both internal and external) as if they are the single most important person in the business.
• Portray an attitude that communicates innovation, a willingness to go "above and beyond," and be willing to help everyone succeed.
• Put every ounce of effort into your job duties. If you're working on a project, don't be a bump on a log. Take the lead and produce results that no one expected.
• Identify ways for your company to produce or save money. In business, everything points back to the bottom line.

Think of yourself as a small business owner. What can you do to help your company survive and thrive? By incorporating an employee-owner attitude, I am confident you will see your "job" as much more than just a means to a paycheck, and the rewards that follow will be worth it!

In subsequent posts, I will provide solid examples of how individuals have changed their attitudes and achieved success.

Dissing Someone Else is not the Best Way to Advance Your Career!

By now, everyone has heard about Kanye West making an idiot out of himself by stealing Taylor Swift's thunder after she won an MTV Video Music Award. If you haven't heard, he took away her moment to shine by saying that Beyoncé had the best video. To say the least, everyone was stunned.

In a class-act move, Beyoncé gave a short acceptance speech, and then called Taylor Swift to the stage so she could give a proper "thank you" to her supporters and be in the spotlight, which she rightly deserved.

Many people, including Donald Trump, are asking for a boycott of "all things Kanye." I have to agree. What he did was totally classless, and apparently it wasn't the first time he pulled such antics. Even after his "heartfelt apology" on Jay Leno, it doesn't change things. He is still a self-promoting jerk.

Some people are stating that he probably did it to get attention. Not the best way to promote your "personal brand" and get publicity.

So, what is the lesson to be learned from this situation as it pertains to your career?

First, even if you disagree with something that happens at work, don't bash your boss or fellow co-workers. It will only come back to bite you. Be ready to find a solution to a problem and then gently suggest it by saying, "I'm sure you have already thought of this, but what if we...(then give your suggestion).

Second, instead of stepping on someone else to try to get ahead or "make a name for yourself," figure out what you can do to shine in your own way. Take on an extra project that no one else wants. Contribute in a positive way to an existing project. Speak highly of your co-workers and acknowledge them publicly for a job well done.

Finally, before you speak, think about the consequences of your actions. Will what you say hurt you or someone else? If the answer is yes, try not saying anything at all.

Your Personal Brand: Is It Causing the Wrong Kind of Attention?

Lately, I have been paying a lot of attention to the news media and their coverage of certain individuals whose "personal brand" is bringing them a lot of attention - but not in a good way.

Take for example the story about Trina Thompson, the woman with a 2.7 GPA who is suing Monroe College for her $70,000 tuition because she claims her college's career services department isn't helping her find employment since she graduated in April 2009.

Apparently, this young woman does not have a grasp on reality. This is one of the toughest economies I have seen in the 22+ years I have been writing resumes and other related career documents. She has a degree in Information Technology, which is the only industry I haven't seen go down the tubes (not like the dotcom bust era) and hasn't even had a nibble?

What we don't know is what experience she brings to the table. Did she do any internships or work on any special projects during her college experience? Or, did she slide by doing the minimal amount of work possible to achieve an average grade in each class? Did she work full-time during college?

But, what really sunk Ms. Thompson was not her GPA - it is her attitude. With her announcement of her pending lawsuit, she certainly got a lot of attention - all negative.

Now, she has branded herself as a whiner who will not take personal responsibility and will blame someone else when she doesn't perform in the workplace (not that any employer will touch her with a 10-foot pole now).

I can tell you from personal experience that an "average" GPA will not hold you back from landing a job. I had a 2.6 GPA graduating from college (worked full-time and was involved in numerous activities) and I landed a job in an industry in which I had never worked and had nothing to do with my field of study two weeks before I graduated.

However, Ms. Thompson is not alone in the "bad attitude and sore loser" category.

All you have to do is look at NASCAR driver Kyle Busch. While he is a very talented driver, people love to hate him because he consistently portrays himself as a spoiled baby with a poor sportsmanship attitude. A Google Search on Kyle Busch finds many articles regarding his attitude. But hey, at least he is consistent.

Week in and week out, Kyle Busch will lead a race, only to be outsmarted in the last few laps by another driver.

In the most recent Nationwide Series race at Watkins Glen, Marcos Ambrose made a bold move on Kyle Busch during the final laps, took the lead, and won the race. It was a fair move, and as Dale Earnhardt Sr. used to say "It's just racing."

But, in Busch's typical "poor sport" manner, he bumped Marcos Ambrose's car on the cool down lap which you will see at the end of this video.

Watch the video of Kyle Busch and Carl Edwards being interviewed after the race. There is a sharp contrast between the two racers: one is a bad sport and the other is gracious and takes responsibility.

Everyone has a "personal brand." However, do you want to be known as a winner who gives credit where it is due or as a loser who always complains? Carefully examine your personal brand, and if it needs to be changed, be open to driving yourself in a new direction!

 

Staying at a Job Too Long Can Be Hazardous to Your Career

Recently, my brother left a major auto manufacturer where he has been employed for more than 20 years. One of the challenges we face is his length of tenure with this company.

What???

It's true. While most people think that longevity with a company is good, it is not necessarily so when it comes to recruiters. Their view is that he is so "hooked in" to the previous company's corporate culture that it will be difficult to place him in a different industry. While I disagree with that notion, I cannot change their view.

What is a "safe" length of tenure? My opinion is 5-10 years. It is enough time to not be considered a job hopper, to gain experience, and be promoted through the ranks.

So, why do people stay so long in one particular company? Read this interesting article on the HRGuy's blog. His points are right on target. I know the information he details certainly applies to many job search candidates I have written resumes for in the past.

I believe that people get comfortable where they are; they know the routine and what to expect from their boss. I believe that fear plays a role as well; fear of making a mistake in selecting a new company.

How do you keep from making the wrong decision? Here are three things I suggest:

1. Conduct thorough research on the next company. Do a Google search on the company name and see what comes up. Is the information positive or negative?
2. Watch the news. Is the industry growing or downsizing?
3. Ask friends and family if they know anyone who works at the new company. Offer to take the person you identify at the new company out to lunch. Get the "inside" scoop and determine whether you will be a good fit with that potential employer.
    

While I do not advocate people changing jobs "just to change jobs," I believe that job search candidates need to expand their horizons.

Changing jobs can be stressful. However, it can also be good for your career. See what your value is in the marketplace. You might be surprised at how your experience can benefit a new company and you might even get paid more for your expertise!

Top Six Mistakes Job Candidates Make When Searching for a New Job

Understanding the job search game can result in more qualified interviews.

Job seekers looking for a new position should be aware of the most common mistakes made in conducting a job search. Knowing the "rules of the job search game" can help candidates be more successful in their efforts.

When clients come to me searching for a new job, I spend a great deal of time not only preparing their resume, but also educating them on the job search process. I always want to make sure they understand how a successful job search is conducted.

The top six mistakes made are:

1)    Sending unsolicited resumes. Most employers have a policy against accepting unsolicited resumes. They simply do not have the room to keep these resumes on file. If the candidate has a contact within a company, then walking in a resume that meets the qualifications of an upcoming position may be acceptable.

2)    Ineffective networking. Networking is not about asking friends or neighbors if they have any “openings” at their company. Networking is about building lasting relationships with individuals in a certain industry. Networking is a two way street – you have to give to receive. Sweeney says that candidates should make a name for themselves, but they should be “famous, not infamous.”

3)    Using an ineffective objective on the resume. Most candidates put a broad objective statement on their resume hoping to land “any job.” A better approach is to use a “profile” or “summary of qualifications” on the resume. The benefits are two-fold; a summary tells the employer what hard skills are possessed and also offers an opportunity to place “keywords” in the resume, which are searched by computer job management programs.

4)    Applying to every type of job - no matter what it is. More recruiters and hiring managers are receiving resumes from candidates who are not qualified for positions. This is a waste of time and effort on the part of the jobseeker. If the candidate is not qualified for the job, he/she will not get a call. Instead, candidates should focus on the type of work they would like to do and then go after that position, getting the training or education necessary to meet the qualifications.

5)    Being unprepared for the interview. Many candidates do not perform thorough research on the company prior to the interview. Research can be done on the internet or at the public library. Knowing information about the company and key products or services will give the candidate a competitive advantage in the interview process.

6)    Not following up after the interview. Countless job seekers never follow up with the employer after the interview. Sending a personalized letter, thanking the interviewer for their time, in addition to reiterating interest in the position, should be mandatory. Get the business card of the hiring manager to ensure the letter is addressed to the correct person. If a candidate really wants the position, impress the interviewer by sending the letter FedEx.

The most common mistakes that job seekers make can be corrected if they take the time to educate themselves on the job search process.

Success in the Job Search Process Requires Specific Facts and Figures

Many job seekers believe their knowledge of and ability to complete daily job duties alone will secure them a new job. However, this thinking is what separates unsuccessful job search candidates from their more successful counterparts.

What do winning job seekers know that other candidates do not? They realize that when searching for candidates or reviewing resumes submitted for specific positions, recruiters and employers look at a combination of position responsibilities and specific achievements when deciding which job seekers to contact for an interview.

Since most job search candidates do not realize that adequately portraying their accomplishments in a way that is meaningful to potential employers will make the difference between being called for an interview or not, they miss opportunities for great positions. Further, these individuals do not understand that those same accomplishments are the criterion which employers utilize in the interview process to determine which candidate to hire.

A recent survey of professional recruiters I conducted revealed that 91 percent of those completing the survey wanted resumes that had "position descriptions with a good mix of duties and accomplishments." Further, 65 percent of the respondents stated they wanted cover letters with "specific accomplishments or results."

So, why don't more job seekers include accomplishments in their resumes and cover letters? I  believe job search candidates do not know how to identify and quantify their achievements.

As a professional resume writer and interview coach for more than 19 years, I often find the toughest area for my clients to clarify is their career achievements. However, it is the most important part of a resume, as employers believe that past performance equals future success. It is also imperative that job seekers keep a record of their success, as the information will be critical when the time comes to interview for their next job, whether it is an internal or external position.

To make the task less complicated, I tell my clients to keep a "career success journal." It does not have to be fancy; just a notebook job seekers keep with them at all times. Further, job search candidates need to adopt a habit of completing their success journal at least once per week, including entries which detail contributions made in the workplace.

When keeping a career success journal, job seekers should ask themselves the type of questions below when considering successes in their positions:

• Did you sign on a new account that contributed either a significant dollar amount or percentage of overall business to the company?
• Did you recommend, develop and implement a process which increased productivity, improved accuracy or eliminated a step in the overall process?
• Did you source a vendor or negotiate a contract that saved the company money?
• Did you help increase your company's brand awareness through an innovative marketing campaign?
• Were you part of a team that worked on a major project for the company? Team contributions and achievements are just as important as individual successes. If you were selected as the Project Leader, that lends even more credibility to the success of the venture.
• Did you receive an award for your contributions (either an individual or team award)? Be sure to detail why the award was received.

By answering these types of questions, job seekers should be able to identify achievements and contributions in the workplace. 

Keeping a current career success journal job seekers will be able to remember their achievements more clearly when it is time to prepare their resume.

Many job seekers believe they are in a position which cannot produce quantifiable achievements. I tell my clients it does not matter the industry in which they are employed -- there are quantifiable achievements which can be garnered from their daily work experience. Further, I advise them no matter how insignificant they think an achievement is, chances are, an employer will find value in their contributions.

Networking Your Way to a Great Job!

Some people have estimated that only about 30% of all job openings are posted on a Web site such as Monster and Careerbuilder or advertised in professional journals or newspapers like The New York Times and those published by major chains such as Gannett or Tribune. The jobs that are not advertised are like a gold mine waiting to be worked by those skilled at networking.

Networking has long been a fantastic way to secure a great job. Just about anyone can become a contact - friends, relatives, bosses, co-workers or current/old professors.

However, if you have never networked before, there are some tips to follow that will make your networking successful.
1. Join a professional organization. By joining a professional organization, you can begin to identify the "key players" in your industry. Most industry organizations have committees where you can serve (unpaid of course) and get your name out to the rest of your colleagues.

2. Networking is as much about giving as receiving. If you hear of a great opportunity, perhaps not even in your field, pass the information along. Failure to pass this information to others may result in the flow of information not coming your way in the future.

3. Networks take time to develop. Do not expect to walk into one network type situation and walk away with a plethora of great leads. People need time to get to know you - and not just in a business sense. Share a bit of who you are personally - but not too much. You might talk about hobbies or your family, but keep personal issues out of the conversation.

4. Be careful the people you choose to network with - they may not be very popular. When you meet someone from the company your colleague works for, ask about them. If the response you receive is not favorable (from more than one person), then this person is probably not the best choice to form an alliance with in the future.

5. If you're meeting a stranger for the first time, remember that you're always being sized up--even in an informal setting. Put your best foot forward, ask more about the other person, and be sure to get a copy of their business card.

6. Follow-up with the individuals you received business cards from the very next day. Let them know you appreciated meeting them. You must keep contacting members of your network regularly--even after you've landed a new job. Many contacts will become invested in your job search and will want updates on your progress.

As with any type of talent it takes practice to be an effective networker. Always be listening for opportunities for yourself or others. Be kind, gratious and never discount the power that a person may have because of their position. You never know which people are related to those in power.