John is an executive recruiter & speaker sharing his thoughts on healthcare, recruiting, digital technology, career management & leadership. 

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7 November, 2011 Posted by John G. Self
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26 July, 2016 Posted by John G. Self Posted in Career Management, Career Transition/Outplacement, Executive Leadership, Millennials
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EXECUTIVE INTERVIEWS: Drilling Down On Values, Recovering From Our Mistakes

Posted July 26th, 2016 | Author: John G. Self

Here is the rundown for today’s podcast.

Today, in the first half of the podcast, John discusses the importance of drilling down on a candidate’s personal and business values in deciding whether they can deliver effective leadership.

In the second half, John discusses how mistakes in business, even those that result in a termination, are learning moments.  It is what we learn from those missteps, and how we respond when asked about them, that makes all the difference.

You can listen on the podcast player below, or subscribe using iTunes.  It soon will be available on iHeart Radio.

 

© 2016 John Gregory Self

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Career Disconnects: Be Consistent With What You Believe, How You Act

Posted July 25th, 2016 | Author: John G. Self

There is a huge disconnect in America between corporate and political pronouncements of “what we believe” and how we act or react.

Recruiters frequently hear that disconnect in the candidate screening process.  Candidates trying to put forward their best version of themselves try to ignore, or gloss over, their various career brand how do other people experience your leadership behaviorshortfalls from yesterday or yesteryear.

What?  People can’t change?

Sure they can.  It happens all the time but the job interview is not necessarily a venue for forgetting or conveniently ignoring, salient background hiccups from previous executive misadventures that may  have an afterlife on the Internet. If a recruiter is worth her or his weight in salt, they will know, or suspect, if anything is amiss in your past.  So, if you feel the time has come for a brand/leadership style makeover because you realize that what got you here won’t get you there , here are some crucial issues you should consider:

  1. You cannot ignore the past. So, don’t try.  Do not shy away from talking about your past successes and setbacks, especially if they got you sacked.  Personally I would lead with the successes!  Build a believable narrative of how you have benefitted from those lessons and adapted your leadership style.  Hopefully you can share some recent success stories to reaffirm that you truly have grown in the process, that you are a more effective leader today.
  2. Emphasize your leadership style.  Connect your approach as a leader with the operating realities of today in a way that will resonate with the needs of a future employer.
  3. Be Authentic.  The word authenticity is a stand alone concept.  This word should never be used in the same sentence with “spin” or “disingenuous.”   We all  make mistakes.  That is an immutable truth of business.  As you reveal how you have changed, you must have a narrative that is not only believable but is compelling, exuding energy and passion for the challenges of today.  Incorporate your vision and values.  As an authenticity “check meter” remember that this is not some ordinary job, nor is it about you.  You are being selected for a great privilege — to lead and organization and its people. 
  4. Bring Your References Along.  Many candidates take a hands off approach regarding what their references might or might not say.  A candidate’s primary references are almost always positive.  Recruiters and employers get this, or they should.  If you have experienced career setbacks, if you have changed your style and approach, it is always a good idea to  share this information with your references.  If you don’t, how can they possibly share information that is consistent with what you are telling a potential employer?   So bring them along, confide in them.  Rest assured that recruiters, or at least the good ones, will find “secondary” references, people you may mention in the course of interviews, or others who have been associated with your prior career endeavors  to provide additional insight so it is always a good idea to maximize that part of the search process which you can actually control.
  5. Use Social Media.  Social media sites like LinkedIn can be a highly effective tool in reinforcing your leadership style and values.  I am a believer in using a values-based career profile that emphasizes your experiences and successes as well as your values regarding leadership.  You have to sell yourself.  Similarly, you need to support your profile — your brand — with carefully curated, recommended written endorsements of your abilities as well as your successes and style of leadership.

Physician, Hospital Alignment

As healthcare providers move from volume to value based reimbursement, a key to success will be collaboration between hospitals and their medical staffs.  Yet across the country, there are hospitals and physicians who are not on the same page.  It all began when hospitals were pushed in to DRG reimbursement structure and physicians were not, and the friction has continued since then.  Some of the conflict has been offset by employment of physicians by hospitals but it is clear that changes in reimbursement, including lower rates, will exacerbate how physicians and hospitals work together.

JohnGSelf + Partners has the expertise and resources to help healthcare organizations navigate this potentially explosive issue.  For more information our approach to fostering positive hospital-doctor alignment, contact John G. Self or Laura Merker, RN, DrPH.

214.761.5472

Info@JohnGSelf.Com

© 2016 John Gregory Self

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PART III:  The Art of the Interview – 10 Ideas to Help You Prepare

Posted July 21st, 2016 | Author: John G. Self

Editor’s Note: This is the third of a three-part post/podcast combinations on The Art of the Interview.  Part I focused on the trauma of losing a job — how it affects us emotionally and the steps we take — the mistakes we make — to re-enter the market as soon as possible.  Part II, our Thursday podcast zeroed in on the importance social media plays in the search process and the with steps executives can take to enhance their on-line presence and effectiveness. 

Lack of preparation is one of the most common mistakes candidates make in an on-site interview, either with the search consultant orrp_JOBSEARCH.shutterstock_241745419-300x197.jpg when meeting with the client’s representative, the person who ultimately will make a  hiring decision.

Under the broad heading of “Doing the Homework,”  here are 10 ideas to be more effective in selling yourself in a competitive interview process.

  1. Know your ValueProposition©.  This is at the core of your resume and interview messaging.  If you do not know it, or you do not understand the term, quickly find someone who can help you develop your VP.  The creator/perfecter of the concept, NSwain76-12-0001Nancy Swain,  happens to lead the outplacement practice at my firm. Check out our archive of blog posts at SelfPerspective.  Being locked in on your ValueProposition© will dramatically enhance your interviewing skills.  It is all about building your confidence.
  2. Check your LinkedIn connections and other members of your professional network with either know people who work at the targeted facility, or who, through a variety of other sources, may be able to provide insight to the organization’s reputation with employees, their corporate  culture, etc.  Having a bazillion LinkedIn networking members is really a waste of your time if you do not leverage what they know.
  3. Search on-line media reports regarding publicity, adverse or otherwise, that might shed light on the organization’s current business challenges, their successes as well as the all important  corporate values proposition.  News stories can frequently provide additional names who may be able to help with actionable business intelligence.    (Be sure to keep excellent records of who you talked to and the type of information they provided).
  4. In every interview visit, there is always a kingmaker, typically the person who will make the final hiring decision.  Know his or her work history and education background.  This information is readily available on line.  Moreover, if you your research your LinkedIn or personal professional network, you may be able to gain additional, valuable insight.  That said, most candidates do NOT put forth this effort.So, if you are looking for another way to differentiate yourself in the market, her you go.
  5. Ask the recruiter for information on the organization’s financial position, as well as insight regarding their cultural profile, their financial condition, the CEO’s standing, or any known but unannounced career plans, etc.  Unfortunately, far too many recruiters have only a superficial knowledge of the organization so you need to ask.  And do not forget to ask the “C” question — the aforementioned cultural question since this is the issue that trips up more new employees than any other.
  6. Review your notes from previous interviews — in this search and others.  Candidates report that they hear the same questions over and over so there is no excuse for a candidate not to have a compelling, engaging  response.  Do not memorize answers —  for some people it sounds like you are reading an answer from a script. (Don’t laugh, I have had that happen morerp_042070371-young-businesswoman-interview-300x210.jpeg than once.) Practice answers to the questions you identify as the most commonly asked.  “Play” with your responses to maximize your effectiveness. Stand in front of a mirror as you rehearse.  Are you smiling when you answer the question(s)?
  7. Be sure your market/position intelligence is up to date.  Information and situations change.  If you have an inside or otherwise connected source about the organization from LinkedIn or your personal professional network, conduct a last minute recon call to be sure the terrain has not shifted.  Being well prepared is important, but using out of date information, or using information incorrectly, is a deal killer.
  8. Master the new interview technology.  Whether you like it or not, whether you are comfortable with video or not, it is readily becoming an important tool in the candidate screening/interview process.  Candidates must master this technology or run the risk of being seen as out of touch with the times.  There is zero advantage in trying to create an attractive brand as a senior executive who is out of step with technology.  You may think it is cool but you will be in the definite minority on that issue.  Here is a link to our archive on video interviews.  Do not minimize the potential negative impact of a poor FaceTime/Skype/Video Conference interview.  You can shoot yourself in the foot, from long distance, if you fail to mater this technology. 
  9. Your choice of attire is important for video and in-person interviews.  In the video world, you want to be careful with stripes, plaids and colors.  The current fad of dark suits and dark ties may win you kudos from the fashionistas, but on television, contrast and a little color is a good thing.  Be stylish but sensible.   Here are some of my posts on this subject.
  10. Be authentic.  When you review frequently asked questions, rely on your ValueProposition© and your True North compass.  Do not try to be that person you think the recruiter is looking for.  In the end, that strategy is a net loss for the candidate.  Be yourself, your authentic self, well prepared, and confident.

© 2016 John Gregory Self

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