Tag: career self-management

Categories
General

Working with an Executive Search Firm, Step II: Creating a Compelling Career Narrative

Preparation is important for successfully working with a search firm. That includes a strong, updated vita that shows your experience, skills, main accomplishments, and demonstrated results across a range of positions.

Preparation also means helping someone who knows nothing about you to understand what that vita  means to (and about) you, your past institutions, and your potential new employer. You do that by preparing a clear and compelling career narrative about what you have done and how that illustrates key strengths and accomplishments. Use the arc of your story to make sure you introduce issues, establish context, and emphasize experiences of which you are proud. Having your story prepared also helps you answer, with poise, open ended questions like, “tell me about yourself.”

A good, clear storyline quickly conveys a full and accurate portrait of your accomplishments and potential. It is also more memorable than a list of jobs and positions. The search consultant will have studied your vita before you meet or talk via phone (or will have been updated by someone who has). It’s up to you to bring that vita to life: convey who you are, what makes you tick, and what you do best.

It’s tempting when working with a search firm to only discuss your strengths. Certainly you want to begin  there and demonstrate how past experiences have built the skills and strengths relevant to the job you seek. But don’t stop there – unless your flat side or things you dislike aren’t relevant to the work you are exploring (or you want to talk yourself into a job that may not be right for your experience, interests, or temperament).

Working successfully with a search consultant is not a simple selling contest. It’s developing a relationship of mutual trust that benefits your both. For that, you will want to find an opportunity to identify new areas that you are excited to master or discuss your confidence in tackling new areas of interest or responsibility.

Job searches are all about fit: finding the place that values and uses the skills, talents, and experiences that you bring. Search consultants seek to identify that “fit” as well: they succeed when they find individuals who can and will succeed in the job (or they will have to redo the search for their client at their own expense). 

Not all jobs and organizations are created equal: the work and work life that goes with a titled position in one institution can be very different from that at another. Jobs that look perfect on the surface may come with unusual expectations, complex histories, or organizational cultures that are incompatible with your values and preferences. A good relationship with a search firm can help you find that out – and give you to confidence to say no to offers that are less than perfect because a better one is just around the corner. 

Categories
General

Creating Good Witnesses

Our Bloch Executive Education Center is offering a course on “Creating Witnesses.”  I must admit, on first glance I thought it was training on giving a good deposition. (After all, leaders can never be too prepared.) The blurb on the session told otherwise and reminded me of two important pieces of advice for effective career self-management.

ADVICE #1:  Make sure others see and understand your contributions and achievements (i.e.,  make them a witness). Good, hard work makes things move along seamlessly and progress as if inevitable – and that means others can easily overlook the breadth and depth of your contributions to making that so. Colleagues and not-so-helpful bosses may be waiting in the wings to take credit for more than their fair share – the organizational world is a political place – and you may never know if they are building their careers on your skill, effort, and reputation. Women, people of color, and others with token status can remain invisible to those predisposed not to see or appreciate them.

Bottom-line: you may think others recognize your skills, talents, and achievements. They may not. And it’s naïve to believe that your hard work alone will speak for itself. (Trust me on that one!)  Be proactive in helping credible others understand what you do so that they can speak for you to powerful others. Well-informed colleagues and good bosses can be your witness. You need that. As the adage goes, a person is never a prophet in his or her own land.     

ADVICE #2:  Maintain a relationship with your witnesses over time. You’ll change jobs. Bosses and co-workers will too – or they’ll retire, move away, and disappear from your life. That’s where a proactive stance toward maintaining your important networks comes in. Stay connected to your witnesses. Help them see how you’ve grown and developed. Email, LinkedIn, and social media sites now make that simple to do. You can’t predict when in the future you may need to call for a testimonial. 

So if you’re in Kansas City next month, come and take the Witness course. If you can’t, I’ve pasted a description below to give you a bit of the skinny.

Either way, begin right now developing a plan to cultivate those who can add credibility and an objective assessment of quality and accomplishment to your career story – and keep them as part of your professional life. (That won’t happen without careful attention and effort from you.) As your network grows, so will your confidence in the living reminders of your hard work well done. Onward to a brighter future!

……………………………………………

image

Charmaine McClarie, President of the McClarie Group, will be leading Strategic Preparedness: Positioning Yourself for the C-Suite seminar on March 16th. Click here to find out more information

What are witnesses?
Workplace witnesses are strategic individuals who see and hear your contribution to the organization and communicate the value you bring to the workplace to others.

Why create witnesses?
Simply put, creating witnesses is essential to your success. If you do good work, but no one knows about it, both you and the organization lose. You lose, obviously, because you get little credit (and in many cases no credit) for your contributions. The organization loses because it has no awareness of a resource which you’ve cleverly hidden away — namely, you. This makes you a well-kept secret.

What gets in the way of us creating witnesses?
Usually, our own selves. Most of us were taught to do just the opposite of the kind of self-promotion needed to succeed in our careers. We were told "your work will speak for itself", and "don’t toot your own horn." But being smart and working hard is no longer enough. Most of your colleagues are smart and hardworking, so you have to learn to distinguish yourself from the crowd by creating witnesses for your contributions at work.

So how do I create witnesses?
Witnesses don’t just happen; you have to make them happen. Here is a three-step process
that will allow you to create witnesses to your great work, so that it can move you and your
ideas forward and up the organization.

1. Ask yourself, how do influential people make themselves seen and heard in this organization? What does it take to be respected?

2. Next, identify who you want as your witnesses. In other words, who has the power, influence and relationships to help you accomplish your goals and reinforce your value in the workplace?

3. Finally, plan how you’ll turn these individuals into witnesses for your work. Craft effective messages that will resonate with each of your witnesses and allow them to communicate your value to others in the organization.

The cardinal rule: you must not be a well-kept secret. If you are, you lose because your organization doesn’t know if you are strategic or if you get results. You organization loses because it isn’t able to appropriately leverage the value you bring.

Leaders don’t leave their careers to chance. Begin creating witnesses for your work today!

Categories
General

Finding that right job: Write a resume that’s you

Last night was our Bloch Executive MBA Alumni Celebration. The topic of job hunting and resume writing came up in a number of conversations. This morning, this from ForbesWoman came across my desk. I pass it on with a few words of advice on career self-management (and with pride on how well our graduates are doing on that front).

Putting your best foot forward to find the job of your dreams requires understanding both your past and your future: what you have done and the skills and experiences you take from that work, and the passions and interests you have for where you want to use those next.

In a tough economy, people can easily forget that. Discouragement or feeling stuck where you are is an understandable response. Understandable, but not helpful – or even true. There are jobs out there for those needing employment and for those seeking advancement. You need to think about how to position yourself for them. 

A first rule of thumb: network, network, network.  A nomination to an employer is always better than a cold call. Second is persistence: no is just the first step to yes!  Don’t be discouraged. Finding fit takes time.  Third, learn to present your full package – that’s where the resume comes in. Writing a good one is a work of art – and the content expected will vary by industry. 

In the academic world, for example, we tell all – submit anything less than a resume of double-digit size with a list of your entire publication record and you look like a lightweight. Give a twenty-plus page resume to a Fortune 500 recruiter, and you’re out.

Who are you professionally?  What excites you? What have you done of which you are most proud? What’s unique about your accomplishments?  How do they fit the position you seek?  What story does your job history tell?  Make sure someone reading your resume will find all that.

The world is your oyster!  Go for it. 

………………………………..

image

Final Cut: Words to Strike from Your Resume

If you’ve applied for a job recently, you’ve probably looked over that 8½ x 11” summary of your career more times than you can count—and tweaked it just as often—in pursuit of the perfect resume.

But before you add another bullet point, consider this: It’s not always about what you add in—the best changes you can make may lie in what you take out.

The average resume is chock-full of sorely outdated, essentially meaningless phrases that take up valuable space on the page. Eliminate them, and you’ll come off as a better, more substantial candidate—and your resume won’t smack of that same generic, mind-numbing quality found on everyone else’s.

Every word—yes, every word—on that page should be working hard to highlight your talents and skills. If it’s not, it shouldn’t be on there. So grab a red pen, and banish these words from your resume for good.

Career Objective

My first few resumes had a statement like this emblazoned top and center: “Career objective: To obtain a position as a [insert job title here] that leverages my skills and experience as well as provides a challenging environment that promotes growth.”

Yawn. This is not only boring, it’s ineffective (and sounds a little juvenile, to boot). The top of your resume is prime real estate, and it needs to grab a hiring manager’s attention with a list of your top accomplishments, not a summary of what you hope to get out of your next position.

Experienced

You can be “experienced” in something after you’ve done it once—or every day for the past 10 years. So drop this nebulous term and be specific. If, for example, you’re a Client Report Specialist, using a phrase such as “Experienced in developing client reports” is both vague and redundant. But sharing that you “Created five customized weekly reports to analyze repeat client sales activity”—now that gives the reader a better idea of where exactly this so-called experience lies, with some actual results attached.

Also eliminate: seasoned, well-versed

Team Player

If you’ve ever created an online dating profile, you know that you don’t just say that you’re nice and funny—you craft a fun, witty profile that shows it. Same goes for your resume: It’s much more effective to list activities or accomplishments that portray your good qualities in action than to simply claim to have them.

Instead of “team player,” say “Led project team of 10 to develop a new system for distributing reports that reduced the time for managers to receive reports by 25%.” Using a specific example, you show what you can actually accomplish. But simply labeling yourself with a quality? Not so much.

Also eliminate: people person, customer-focused

Dynamic

While resumes are meant to highlight your best attributes, some personality traits are better left to the hiring manager to decide upon for herself. There is a difference between appropriately and accurately describing your work skills and just tooting your own horn. Plus, even the most introverted wallflower will claim to be “dynamic” on a piece of paper because, well, why not? When it comes to resumes, keep the content quantifiable, show tangible results and successes, and wait until the interview to show off your “dynamism,” “enthusiasm,” or “energy.”

Also eliminate: energetic, enthusiastic

References Available Upon Request

All this phrase really does is take up valuable space. If a company wants to hire you, they will ask you for references—and they will assume that you have them. There’s no need to address the obvious (and doing so might even make you look a little presumptuous!). Use the space to give more details about your talents and accomplishments instead.

In a crummy job market with a record number of people applying for the same positions, it takes more than a list of desirable-sounding qualities to warrant an interview. Specific examples pack a punch, whereas anything too dependent on a list of buzzwords will sound just like everyone else’s cookie-cutter resume. So, give your resume a good once-over, and make sure every word on that page is working hard for you.

This article originally appeared on The Daily Muse.

Categories
General

Expand Your Professional Networks: Ten Tips

A strong professional network is essential for career advancement. How deep and broad are your  networks? How are your networking skills?

For some, the art of networking comes naturally. They enjoy reaching out and are comfortable developing diverse relationships across interests, cultures, industries, and countries. For others, it’s a skill to be acquired and deliberately practiced. For all, professional networks are indispensible sources of learning and career opportunities.

Here are ten tips for expanding your networking skills:

1. Be patient. Rome was not built in a day and neither will your professional networks. Relationship building is not linear, and good networkers enjoy meeting people. The more open you are to learning about someone, the better the odds that individual will remember you and your talents when opportunities arise. Let go of wondering whether someone can help you and enjoy the process of getting to know lot of interesting people. 

2. Be proactive. Julie Miller Vick and Jennifer Furlong, career professionals and authors of The Academic Job Search Handbook, suggest “informational interviews” as a way to ramp-up your network building. Reach out to people who can provide information about an industry, job, or company. The benefit is a chance to broaden your understandings about the work world – and perhaps learn about new opportunities.

3. Be prepared. Take interactions, no matter how informal, seriously. Prepare, if possible. Identify, for example, contacts or experiences you share: social media sites like Linked In can help. The people you end up speaking with may be helpful down the road in ways you can’t envision now. Leave a positive impression – and burn no bridges. Have a brief “elevator speech” about yourself ready: two or three sentences that tells others who you are, your work interests, and the reason for your call or meeting (if applicable).

4. Be persistent. Good relationship builders bring courage and determination. They initiate, introduce themselves to others, make cold calls, and work the room. They don’t take rejection or unreturned phone calls personally.

5. Be an asset, not a drain. All relationships are based on reciprocity: both parties must benefit from the exchange. People will remember you if they learn something, see shared interests, and/or enjoy you. Remember, first impressions are lasting: make a good one. Ask people to suggest others who might be helpful for the information or access you seek – and if you can use their name in making the new connection.

6. Be courteous. Send an immediate thank-you note after a meeting. Invite your new contact to join your Linked In network. Let others know how things they have suggested turn out. Follow up in simple ways that seem appropriate for the relationship. Pace your follow-ups: don’t seem desperate.

7. Be invested. Care is at the heart of a good relationship. Show that you care – again in professionally appropriate ways. Computers and social networking sites facilitate keeping track of your contacts. Make  notes for yourself about each individual (and your meetings) so that you remember history accurately. Periodically email an article that your contact might enjoy. Send a note of congratulations for an accomplishment. Acknowledge a birthday. Let people know about events potential interest and that you are thinking about them. They’ll reciprocate.

8. Be respectful. Here’s where emotional intelligence and the art in networking enter the picture. Be open, not pushy. Demonstrate care, not inappropriateness. If someone offers you 10 minutes of time, take no more. If someone says no to a call or meeting, so be it – and thank people for the consideration.

9. Be open. Every event or experience is a chance to network. Enjoy getting to know people better. I’ve done some of my best networking (and fund-raising) at the grocery store or school sporting events.

10. Be confident. Networking asks you to display your strengths and executive-level presence even when you may not be feeling either. Today’s strangers or information sources can be tomorrow’s co-workers or bosses.   

Categories
General

10 Tips for Finding a Sponsor, Part 2: Managing the Sponsorship Relationship

Doing your homework is an important first step in securing the sponsor you need. To recap the last post, you’ll want to:

1. Clarify your preferred career path.

2. Decide what you want from a sponsor.

3. Define your personal style and communications preferences.

4. Determine your assets and demonstrate your contributions.

5. Identify possible sponsor candidates.

Once you know who you are, who and what you want, and why, you’ll need strategies for building and sustaining a sponsorship relationship. The final five tips, provided below, should help.

6. Think small, go slow, and test the waters. You may be ready to dive into the surf, but your potential sponsor may not be considering a swim or be a very good swimmer. How can you find ways to test whether the fit is right? One strategy is to ask for advice on a specific topic or project. The response will give you helpful data about the quality of the counsel and the way it was delivered. Did the interaction energize you? Empower you? Fit your need? Did it make you want to continue the conversation?

7. Be clear and direct. This should be easy if you’ve done your homework (see above). Be prepared to make a compelling and brief request. Think elevator speech!  Busy people appreciate your respect for their time. Be specific about what you want and why you want the person you are approaching. Flattery – sincere and tastefully done, with specifics, and in small doses, as in “I asked for this meeting because I so admire your ability to do X, Y, Z …” – works. Bring a resume or written materials to leave. Be sure to say thank you, whether the sponsor signs on or not.

8. Don’t be a drag. You may want weekly meetings, long emails, regular lunches, or monthly phone calls. The key is to find out what works for your sponsor. Ask – and always remember, this is a favor!

9. Reciprocate and show your appreciation. For this to work, it’s got to be a two-way street. That requires you to listen and to be savvy about how you can support your sponsor and demonstrate your gratitude. Keep your sponsor updated with a quick email when good things happen. Send an occasional small gift – maybe flowers, a book, or a bottle of wine (if appropriate) to mark a special occasion or accomplishment. When you can, find ways to promote your sponsor to important others.

10. NEVER LET YOUR SPONSOR DOWN. This may go without saying, but it’s important enough to say loud and clear. Deliver as promised. Better yet: deliver more than promised – and behave in ways that reflect positively on someone who has faith in you.

Categories
General

10 Tips for Finding a Sponsor, Part 1: Doing Your Homework

Previous posts explored the importance of a good sponsor for accelerating your career. How do you find one?

To over-simplify, there are four steps: (1) figure out what you need and want from a sponsor, (2) find someone who matches your needs, (3) find ways to demonstrate your competencies, and (4) ask persuasively for his or her support.

A sponsor is different from a mentor. Mentors offer informal advice and coaching, while sponsors are high-power, high-credibility people in positions to open doors for you. Both can be important for career success, but you’re asking a sponsor to lay his or her reputation on the line for you.

For that reason, sponsors are harder to come by. Don’t let that discourage you. With preparation, time, and effort you can find one – or more – and the process of proactively cultivating a sponsor itself can be helpful and growth-filled. Research [see preceding posts] indicates it’s worth the investment.

I’ve got ten tips for facilitating the process. Five outline the homework you’ll need to do to get things started. Those are discussed below.

Five others help build and sustain a mutually satisfying sponsorship relationship. Those will be discussed in my next post.

Let’s get started. You have everything to gain – and little to lose – if you approach the process thoughtfully and professionally.

Part 1: Doing Your Homework

1. Get clarity about your preferred career path. Where do you want to go? What do you want to do? What jobs and organizations best fit your needs? It’ll be easier to identify significant others and talk with them persuasively when you have clarity about where you’re heading.

2. Decide what you want from a sponsor. Are you looking toward a job in someone’s department? Do you want a broader perspective on your industry? Do you seek a recommendation from a power player? Do you want access or an introduction to some movers and shakers? It’ll be easier to ask when you know what you are asking for.

3. Define your personal style and communications strategy. The more you know about how you relate to others and how others see you, the better your chance of finding a sponsor with whom you easily click. Mentors and sponsors can take pleasure in helping someone whom they see as like them.

4. Define your assets and demonstrate your contributions. Where are your skills? What career experiences best demonstrate your capacities? Where are your competitive advantages? You’ll need to develop a compelling narrative about yourself before approaching a sponsor, and you’ll only be able to do that after you’ve taken an honest inventory of what you’ve done, what you enjoy doing, and what you bring to the table. It’ll help if your sponsor has already seen you in action at work or in the volunteer community or if someone your intended sponsor trusts has already sung your praise. How can you make that happen?

And remember, all relationships are reciprocal: what are the professional benefits for a sponsor in supporting you? That’s something you’ll want to share.

5. Develop a broad list of possible sponsor candidates. Who do you know that you admire? Who has the clout or contacts you seek? Who could serve as a role model? Who exhibits the values you respect? Think broadly and beyond a boss or people you already know well. Finding a sponsor is a good way to network with powerful people – and that in itself is valuable.

Be prepared to approach multiple people. Not everyone may be ready or willing to help. You might even want multiple sponsors in different parts of your life – a workplace sponsor, for example, and one to provide connections to important civic boards and key volunteer activities. Expect refusals – and don’t take them personally! Good sponsors are busy people – and can be terrific sources of referrals.

Categories
General

Oprah Retires: May We All Go That Way

Oprah Winfrey retires with from her long-running daytime talk show today – and with plans for her next big challenge.  

After taping more than 5,000 episodes, she’s relieved to be moving on. In good Oprah fashion, however, she’s down-playing the pleasure out of respect for her show’s staff of 464 people (many of whom are now out of a job) and for the fans who adore her current venue.   

“I literally curb my enthusiasm for the end, because I realize that for the other people that are part of this experience, the end is a different experience than it is for me,” Oprah noted in a recent New York Times interview.[1]

Oprah is saying good-bye to a talk show, but not heading into the sunset or out of the industry. She’s moving to her next career phase: building her fledgling five month-old cable channel, OWN.

We can all learn something from Oprah about career self-management. She’s a self-made billionaire; a legend known to millions by her first name alone; a woman who understood the importance of creating and managing her own life, brand, and enterprise; and probably the most influential African American women in the United States.

Here are the lessons I’m taking from Oprah as she leaves network TV after 25 years.

Run your own race. No matter how good you are at something or how many people want you to continue doing what you do, when it’s no longer fun, have the courage to move on to something that is.

Be authentic. Oprah’s success has been attributed to her empathy, warmth, genuine curiosity, and humor. She morphed her talk show format over the years as it fit her interests and those of her evolving audience. She found ways to bring others along as she tackled tough issues that were deeply important to her, like racism, literacy, AIDs, women’s empowerment, sexual abuse, and more. Oprah wasn’t afraid to preach, confront, learn, or cry – and she transformed television and the lives of millions of viewers by some combination of all four.

Be smart, not beholding. Gender scholar Deborah Kolb has published widely on the topics of how poorly women negotiate for themselves and for the conditions to assure their success – and on what to do about that. Her book, Her Place at the Table: A Woman’s Guide to Negotiating Five Key Challenges to Leadership Success, is a classic. Oprah was a master at negotiating for her success. She understood the importance of artistic control – and wasn’t afraid to demand it at a time when women worried about losing media opportunities by rocking the boat (or gaining a few pounds).  

Believe in yourself – but stay grounded. Oprah demonstrated confidence in herself and her vision from the get go – even in the early days when she described herself as “just producing by the seat of my pantyhose.” [2] More important, she never let that confidence blind her to the work that needed to be done or what she still needed to learn. Star that she is, Oprah has always been a savvy business woman wed to the consummate student. That combination has served her well.

Take risks. Early ratings for Oprah’s OWN channel have been disappointing. What if she’s now lost the Midas touch? Undeterred, Oprah’s going to give it a try and give it her all. That’s all anyone can do.

Leave at the top of your game if you plan to continue in the sport. Oprah is a sensation on network TV. Her fans adore her. What a boost to spirit and creative juices to know that others love what you do – and want more.

[1] Brian Stelter (2011). Oprah Moves on to Her Next Best Life. New York Times. May 23, 2011, p. B1.

[2] Brian Stelter (2011). Oprah Moves on to Her Next Best Life. New York Times. May 23, 2011, p. B2.

Categories
General

Becoming a Roz Savage: Leading Like You Want to Be Remembered

Roz Savage is a fascinating woman. Next month, if all goes well she will become the first woman to row solo across the Indian Ocean and the first to solo “the Big Three:” she already has the Atlantic and Pacific Oceans under her belt .

The rowing the distance in solitude, ambiguity, and potential danger is inspirational. It takes a lot of planning, courage, persistence, and self-confidence. Equally interesting is the process that got Roz out of her business suit and into her small boat.

“I worked as a management consultant for my entire adult life, despite knowing from the very first day that this was not the career for me.”[1] Her peers were all becoming consultants or investment bankers after college graduation, and Roz followed the crowd. “The pay was good, and it would do as a stopgap until I figured out what I wanted to do with my life.”

You guessed it. Years later – eleven to be precise – Roz was still a consultant and increasingly unhappy by her own admission.

“Who I was on the inside didn’t match the besuited management consultant I had, almost inadvertently, become on the outside.”

She decided to take stock and engaged in a classic life clarification exercise. She wrote two versions of her obituary: the first as she would like to be remembered, and the second as she would be if she stayed on her current life course. Comparing the two gave Roz courage to make a change.

“So I pared life down to the basics to find out what really mattered to me, to find out what was left when I was defined by who I was, not by what I owned or who I was with.”  Roz experimented with different businesses and projects, but none fit quite right – and she knew this time around to let go of those. In the process, she discovered her passion for extreme rowing and environmental work. The rest, as they say, is history.  

Are you living the life you want? Are you doing things that really matter to you? Are you excited and happy to get to work each day?

The answers matter to you. They also matter to those you lead.

Leadership is about passion and commitment. It’s about inspiring others to find that in your shared work. If you are just pushing the papers, playing the role, or waiting for a paycheck, others will know. Your capacity to influence diminishes, and the days go by.

So what’s your leadership legacy going to be?  What do you want to be remembered for? Are you on a track that will get you there?  If not, what are you waiting for?

[1] Roz Savage (2011). “My Transoceanic Midlife Crisis (I quit my job and ended my marriage to row the Atlantic. Adrift and alone, I found a woman I never knew). Newsweek Online. March 20, 2011. Accessed March 28, 2011 at http://www.newsweek.com/2011/03/20/my-transoceanic-midlife-crisis.html

Categories
General

The Soul of Principled Leadership: The Road to Success and Significance

I spent a day earlier this week reading and providing feedback to a colleague on a book manuscript dealing with leadership and spirituality issues. In the academic world, that’s what professors do for one another. It’s always a plus when we learn something important from the collegial support.

The book basically asks readers to think about the inner growth needed to drive principled, high-impact leadership. I’m not doing justice to the complexity of the work because it triggered a number of profound questions that have stayed with me all week.

What are the leadership contributions that I hope to make over the course of my lifetime – the things that I want to accomplish so as to have made a real difference by the time destiny comes calling? How do my hopes fit my true leadership gifts? What do I need to do to stay focused and balanced as I steer through these uncharted waters?

These are not simple questions, and we can never answer them fully. But grappling with the larger life issues implicit in them gives us the best shot at designing and managing a career that we can be proud of and that is both successful and significant.

We live at a time that predisposes us to gloss over the need for this kind of deep reflection. There is growing research on the long-term decline in happiness in increasingly affluent and democratic societies where people are misled by a materialist culture to put money and possessions at the center of our lives. They equate success with big paychecks and ignore the growing evidence that those who focus their lives on tangible goods grow demonstrably more miserable over time than those who set out to make other, deeper contributions – and profit from the success of their energizing efforts.

If you have ever felt the golden handcuffs of a well-paying job that drained a little bit of your soul everyday – made going to work as exciting as pushing heavy rocks uphill – you know exactly what I am talking about.

Striving to make a difference feeds the soul, and nothing is more energizing. Successful business leaders confirm that inner growth matters.[1]

So, what are the contributions you want to be remembered for? What are your gifts and talents – the things you do well and really enjoy? How can you fashion your life and work to stayed focused on all that?

Answer those questions, and you are well on the road to a career of success and significance.

[1] See Andre Delbecq, Nourishing the Soul of the Leader: Inner Growth Matters, in J. Gallos (2008). Business Leadership. San Francisco: Jossey-Bass.