How To Generate New Career Opportunities

stepping-off-a-cliff

When you’re considering how to generate your next career opportunity, the challenge is often about knowing where to look. Here are some ideas about how to go about it in a clever way that maximises your reach, and your time.

Most people think too narrowly when they’re looking for the next role. It limits them to only a few choices. As a result, it’s often the case that none of the choices can look too appealing, so they’ll stay put, stewing in frustration.

Don’t do that.

When you’re looking for the next role, start broad. Simply put, consider everyone, and everywhere, as a possible source of career opportunity. At the same time, be smart about how and where you focus your efforts.

Here’s an approach to help with that. It’s something I’ve developed and used to help hundreds of people generate new opportunities.

First, identify the critical few criteria for what you want in the next role. Aim for 5-6 key words or ideas that sum it up. For example: tech industry, challenging work, a boss who will actively mentor you, an opportunity to make a real difference, autonomy, financial stability, et cetera. Those criteria will help inform what is a ‘right fit’ for you. A tool like Career Anchors can be useful here.

Next, it’s about identifying the people and organisations that may be useful. Not just the ones you’d like to work with, but a  broader list that covers four bases:

  • People and organisations you know, and you think would be a right fit for you
  • People and organisations you know, and you think aren’t the right fit for you (for now)
  • People and organisations you don’t know, and you think would be a right fit for you
  • People and organisations you don’t know, and you think aren’t the right fit for you.

A useful place to start is to scan your LinkedIn contacts. You can export your contacts into a CSV file for easier scanning.

Then map these people to the model below.

career-opportunity-generation-model-v2

Think of it like a stovetop. You use different burners, at different heats, for different groups.

  1. Generate: these are the people and their organisations that you know, and you’d love to work with. Approach these people directly. Your aim here is to create alignment between what you’re interested in, what you offer, and what they need, and then generate commitment for you to work with them.
  1. Leverage: these are the people you know who, for whatever reason, you don’t think would be a right fit for your criteria. However, they are likely to have good connections and/or advice for you. Leverage those relationships to get referrals to people and organisations in the top left quadrant, and to strengthen your positioning with those in the top right.
  1. Educate: these are the people or organisations that you don’t have a strong relationship with yet, or perhaps any relationship at all. And, you’re excited about the idea of working with them. Use your contacts in the Generate and Leverage quadrants to help you connect with them. When you meet with them, your goal is a) to listen well, and b) to educate them about the value you bring to help solve their issues.
  1. Monitor: these are the people, organisations and industries you don’t have a lot of interest in working with, and don’t have connections into. Don’t write them off. Be curious: you can learn a lot from difference. Set up monitoring mechanisms (eg subscriptions to magazines like Fast Company that cover mega-trends across a range of industries) to help you spot practices that could be transferred into your domain. When you meet someone new in this quadrant, put your ‘learning hat’ on. See what possibilities you can discover.

You can use the  Career Opportunity Generation template to make all of these easier for you.

Right in the middle, there’s ‘Add Value’. Regardless of who you meet in your search, find ways to help them, regardless of what you might get from the interaction. They payoff is a) they’ll remember you as being a useful person (which can only be a good thing) and b) you’ll have made a difference (which is what it’s all about, right?) I’ve written about the value of adding value before – see Networking For When It’s All Too Hard for more ideas on that.

Go well.

 

Are you a Change Maker? The next intake of my Change Makers programme is on 3 March 2017. Learn more.

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Photo source: brendaknowles.com

 

Your Year By Design

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People often say to me “you’re so lucky, you’re always on holidays!” Well, it’s probably true that I do take more time out than most people. But it has nothing to do with luck. It’s by design.

If you’re like a lot of people, you can get to the end of the year and wonder, “where did the time go?” Perhaps with some regret for the things you’d intended to do but didn’t quite get around to. Perhaps you suffer from ‘one-day’ syndrome. You know: “one day, I’ll [fill in the blank]. Robert Fritz, in his book The Path of Least Resistance, says that the hardest thing in the world for many people is to honestly answer “what do I really want?” and then stay true to that.

The way I see it, it’s smart to take charge and design your life in a way that works for you. Otherwise, everything can be just a jumble of things that happen to you in between being born and dying.

Here’s how I design my year so I can have the greatest chance of making sure I am living ‘on purpose’. Every January, I sit down and do the following:

First, I do a ‘year in review’. I go through the things I did from the previous year, reviewing my calendar, journals and also my Facebook page. Any place where I’ve recorded my events and activities. I’m looking for two things:

  • The most positive experiences I’ve had during the year
  • The most negative experiences I’ve had during the year

These might be things I’ve done, places I’ve been, things I’ve bought, or people I’ve spent time with.

I’ll have two columns (one for positive, one for negative), and as I review, I’ll write things down.

Next, I look for patterns. What seems to be the common theme? For example, one theme I noticed for my 2016 was that the ‘positive’ people seem to all be very generous with their time and ideas, while the people I had more ‘negative’ experiences with tended to be time-poor and/or somewhat selfish. Interesting. I find that the most positive experiences speak to and reflect my deepest values, and it’s worth you reflecting on this too. The Schwartz Values Model is a useful tool here.

Then I ask myself: “What do I want to have happen this year?” I’ll take the themes and values, and build from them. Useful sub-questions for me include “who do I want to hang out with?” “What work will be really interesting and engaging for me?” “What adventures do I want to have?” “What do I want to achieve?” “What could I do that would cause me to grow?” and, crucially, “what do I want to drop, or dial down?” Ya gotta make room for the good stuff. Tim Ferris also suggests asking people close to you “what should I do more of this year?” and “what should I do less of?”

Next, I schedule the good stuff. Steven Covey calls this putting the ‘big rocks in the jar first’. I’m a big picture kind of guy, so I’ll make a big calendar and put it up on my whiteboard in my office. Here’s what that looks like:

my-year-by-design-pic

It’s colour-coded as follows:

Blue = creative pursuits, adventures and time out. These are based on my values of adventure, learning and creativity. These are all really important to me, so they go in first. The ‘blue time’ includes adventures like my annual surfing and windsurfing trip, family snowboarding trips etc. as well as less intense activities where I’ll take some time out to read, write and think.

Green = ‘delivery’ work. This is the time where I’m earning money, but more importantly, it’s also time spent where I have a chance to make a difference using my talents. Scheduling the green time serves two purposes: it shows me my cash flow (am I earning enough?) and it also gives me a sense that I’m spending enough of my time doing worthwhile work.

Orange = professional development. This is structured time for me to reflect on my work and practice, and plan ahead. I happen to be doing a programme that forces me to build in these days, which really helps.

The three categories reflect the types of activities that are both a) important to me and b) able to be scheduled in advance.

When I step back, I can see that I’ve got ‘enough’ happening in the blue space, I’ll need some more green going on in the latter half of the year, and there’s lots of ‘white space’ that I can use how I want (which might include spending time with good people, booking in quality work, or finishing my book!)

I’ll book all of these activities into my Google Calendar, which my Business Manager and family can see, and I can access easily from anywhere.

Finally, I’ll make a list of the people I enjoyed hanging out with last year, as well as new people I would love to connect with. I’ll make the list visible. It’s currently posted up on my wall next to my computer. Every week or so, I’ll have a look at it and make contact with someone on it. That ensures I’m getting the people connection that is important to me.

A few important things to note about this process:

  • My year by design is just that: mine. It’s based on what’s important to me. You don’t need to replicate the colour-coded categories that I have. Go do your own 🙂
  • This process applies to anyone, not just those who are self-employed like me. The fundamental idea is about deciding on, and committing to, the stuff that you want to have happen.
  • When you book in the ‘good stuff’ first, you make less room for the crappy stuff. If your time is spent doing good stuff with good people, it’s hard for the other stuff to find a way in.
  • 90% of the value of scheduling something in is in the anticipation of it happening.

That’s it. As you can see, it’s not really about luck. There’s quite a bit of work in it. Although I wouldn’t call it ‘work’ – it’s a fun, energising process that helps to ensure I am making the most of my time on the planet. Go do it.

(Here’s my-year-by-design-template for you to use).

 

Are you a Change Maker? The next intake of my Change Makers programme is on 3 March 2017. Learn more.

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Header Photo: Pixabay

Highlights for 2016

As we near the end of 2016, I’ve summarised a few gems that you might find useful to dip in and out of:

My Top Five Most Popular Blog Posts of 2016

  1. A Map to Change: How to make a behaviour change by getting ‘under the hood’.
  2. Shine A Light: Show people their potential and help them thrive.
  3. How To Tip The System: Make change at scale by finding the leverage points.
  4. Networking For When It’s All Too Hard: Take the pressure off, and focus on creating a network that works for you.
  5. Meta Skills For Interesting Times: The three skills to cultivate to thrive in ‘interesting times’.

My Top 5 Books

  1. Deep Work by Cal Newport. If you want to produce any form of high-quality, creative work, you need to learn how to get fully immersed without distraction. This book shows you how.
  2. Mastering Leadership by Bob Anderson and Bill Adams. One of the more thoughtful, evidence-based books how to shift and deepen mindsets in ways that allow more powerful, authentic leadership to emerge.
  3. How To Make Gravy by Paul Kelly. A collection of insightful memoirs and rich observations of human behaviour and relationships by one of Australia’s greatest songwriters. One to dip in and out of.
  4. Zero To One by Peter Thiel and Blake Masters. Learn to ask the questions that lead you to find value in unexpected places. A good one for Change Makers.
  5. Smart Work by Dermot Crowley. A brilliant, practical book that’s shaped my whole approach to getting stuff done with less friction.

My Top Five Jargon Words or Phrases that are awaiting a better replacement

  1. Capability
  2. Core Competency
  3. Leader
  4. Human Resources
  5. Move Forward

My Top Five Favourite Quotes or Mantras

  1. Meet ‘em where they’re at. Come down off your stage. If you ‘meet people where they’re at’ and understand their mindset, questions, concerns, you can connect with them and take them somewhere.
  2. Slow is smooth, smooth is fast. Slow down and focus on your movements. This will help you master any skill, and will help you be better at it when you need to move fast. Focus, take your time, and keep moving forward.
  3. Be the flower, not the bee. Don’t hustle. Be known for something that us unique, valuable and authentic enough for people seek you out.
  4. It ain’t the knowing, it’s the growing. A quote from the Tishamingo song ‘Travel On’.
  5. Say ‘No’ unless it’s ‘Hell Yeah’. For those over-busy people, learning to live this is the key. Easy to say, harder to do. I’m still working on it. It’s my favourite Derek Sivers quote.

For more fresh insights delivered straight to your inbox in 2017, sign up for my monthly newsletter.

Go well.

Digby

Evolution of A Blog Post

Here’s how I take an idea and turn it into a useful post.

Let’s take my recent post Opportunity and Agency

This one started as a random idea in a lecture I was giving for my Auckland MBA cohort. During the class discussion, the idea came to me, so I drew it up on the whiteboard, and explained it to the class:

opportunity-and-agency-whiteboard-1

The next day, I transferred it to my little black book that I capture all of my ‘interesting’ ideas in. Some of those ideas might sit there for a day or two,before I act on them. Some for a year or more. Some, never. But they’re all there, in one place:

opportunity-and-agency-journal

I’ll flick through my little black book once a week or so. When one of those ideas jumps off the page at me (sometimes it’s when I write it in there), I know it’s time to flesh it out. The question I always ask is “what will help make this idea more useful to people (including me)?” I’ll often scribble more notes on my whiteboard at home for this:

opportunity-and-agency-ideas

Once I feel I’ve got enough to work with, I’ll start writing. By the way, in my home office, I have separate spaces to create, and to produce. Create = couch + coffee table, or whiteboard. No computer. Produce = standing desk with computer:

opportunity-and-agency-writing

My structure varies, however it usually includes a lead-in story to set the context, then the key point, then a model (usually schmicked up in a simple PowerPoint, converted to a jpeg), then some tips to make it useful, followed by a leading question or a call to action. Just like in the finished post.

Hope that’s useful!

 

Are you a Change Maker? The next intake of my Change Makers programme is on 15 December 2016. Learn more.

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How To Deal With A Humpback Whale

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Dodgems, taken to a new level…

 

I’ve recently returned from my annual windsurfing trip to Gnaraloo, in the North West of Western Australia. Eventful as always, this year provided something extra special…

I was sailing out to sea at high speed, about 500m from shore, and was looking for the next swell to ride back to the reef. It was a particularly windy day with a pretty big swell running, and my senses were heightened. I had already had some pretty amazing waves in the session so far, and was feeling “in the zone”.

And a good thing too. As I was flying along, right before my eyes, a huge humpback whale emerged from the depths. It was no more than 15 metres directly in front of me, and, travelling at speed, I had no time to think. My instincts kicked in and before I knew it, I had come to a complete stop, had turned my board around, and was sailing away in the other direction. Needless to say, my senses were racked up another few notches! The rest of the sailing session was one of the best I have ever experienced, and I was on a natural high for hours afterwards.

The interesting thing is that, at whale time, I didn’t stop and ponder my options. I just acted in a flash. No time for panic, or “what if?” – I just did what needed to be done.

This experience got me wondering – does too much thinking get in the way of us really living? How often do we act from instinct alone? And how often do we bypass our gut feeling and defer to the slower process of reason? And what are we missing out on by doing so?

Food for thought…

 

Are you a Change Maker? The next intake of my Change Makers programme is on 15 December 2016. Learn more.

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Opportunity and Agency

Opportunity abounds. We just need to cultivate our own agency to attract it.

In my MBA class the other night, the students and I were looking at the forces and trends shaping the future of work and careers. The discussion naturally led to what the implications were for them, and how they might act or think differently as a result. Most believed that the trends, while unsettling and disruptive, also presented huge opportunities for how they could positively shape their careers in the years to come.

But, how to capitalise on these opportunities?

On the board, I drew a big circle:
opportunity-and-agency-1

This represents all the opportunities out there.

Then, I drew a smaller circle in the middle:
opportunity-and-agency-2

This represents your agency: your ability to act to attract and capitalise on opportunities.

It’s kind of like Covey’s Circle of Influence. But different.

The point being it is our agency that makes the difference to what opportunities we can see and capitalise on. The more agency you have, the more you can attract, create and act on opportunities.

How do you enhance your own agency?

  1. Understand yourself. Your strengths, talents, passions, drivers. Jim Collins’ Hedgehog Concept is a useful frame here. What are you passionate about? What strengths do you most enjoy using? Use those as a starting filter.
  2. Cultivate a diverse and thriving network to help you identify and shape new ways into opportunities.
  3. Take courageous action. And then do it again. And again.

I think the last point is the key. When I have built a strong sense of agency, it is simply because I have decided to do something. And done it.

And when I have had a strong sense of agency, life feels good. When my sense of agency is diminished, life is harder. To me, that makes it a concept worth paying attention to.

How about you?

 

Are you a Change Maker? The next intake of my Change Makers programme is on 15 December 2016. Learn more.

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A Map To Change

Most people find changing behaviours hard work. Our brain wiring is often set to drive a default pattern of behaviour, and unless we can get a good look at the wiring diagram, we’re going to be playing around in the dark.

Here’s a tool that my clients find really useful to help them change to become more of the person they want to be. If you’re trying to change, but are making less progress than you’d like, try this on for size. I call it the ‘Bigger Me’ tool.

Step 1:

Download and print off the bigger-me-template

It looks like this:

bigger-me

Step 2:

You’ll need some sort of development goal in mind. An idea of the sort of person you want to become. Maybe more influential. Maybe more patient with less competent people. Less dominating in meetings. More confident with senior management. Greater comfort with ambiguity. Pick something that’s important to you. At the top of the template, write down that goal, and the benefits of being that way.

Let’s use the example of ‘being less dominant in meetings’:

Development Map Template Top Shaded

Step 3:

Thinking about your development goal, ask yourself this question:

“If I was operating this way all of the time, what would a ‘fly on the wall’ see me doing?”

In box 1, write down what you’d actually see yourself doing. Be specific. “If I was actually being less dominant, a fly on the wall would see me:

  • Letting others finish their sentences
  • Asking more questions
  • Allowing more silence between my words
  • Giving the chairing role to someone else.”

Write your own answers in box 1.

Development Map Template 1 Shaded

Step 4:

In box 2, write down the mindset you want to have that will allow you to be this way. You could say “What would a ‘fly-in-the-mind’ see me thinking?

  • Everyone has something good to offer
  • What’s most important is for everyone to have their say
  • I’m curious as to where this might lead”.

 

Development Map Template 2 Shaded

Boxes 1 and 2 represent the “bigger you”: the behaviours and mindsets that reflect the more ‘grown-up’ version of you.

 

Step 5:

Now complete the same steps for the left hand side. Start with box 3. The behaviours you want to let go of, or at least ‘dial down’. What would a fly-on-the-wall typically seeing you doing now? In the example, we could have:

  • Talking over the top of people
  • Putting my point of view out there before others
  • Dissecting other’s points of view by finding the holes in their rationale
  • Chairing every meeting

 

Development Map Template 3 Shaded

 

Step 6:

Now complete box 4: the mindset that drives your current behaviour. Example:

  • If we don’t do it my way, it won’t work
  • If I let everyone have their say, I’ll lose control of where I want this to go
  • If I let everyone have their say, we’ll be here all day, and we don’t have time for that

 

Development Map Template 4 Shaded

 

Boxes 3 and 4 represent the ‘smaller you’ – the behaviours and mindsets that represent your current way of operating. Once you’ve completed the first four boxes, you’ll probably be feeling some tension between the smaller you and the bigger you . That’s deliberate and part of the exercise – without discomfort, we don’t change. Sit with it.

 

Step 7:

Come up with at least three things that can help you get into the “right” frame of mind and embody the “right” behaviours (sorry, the pun was there for the taking!) Example:

  • Read this map before every meeting
  • Write down three questions I could ask in the meeting
  • Ask someone else to chair the meeting
  • Do the ‘door framing’ exercise before every meeting

 

Development Map Template 5 Shaded

 

And here’s your completed map:

Development Map Template Example

 

Why does this work?

We’ve all heard the analogy of the iceberg: we only see 10% of what’s really going on (tip of the iceberg / the behaviour) and that the stuff under the waterline (our mindset) is 90% of the total picture. Our thinking drives our behaviour, so we need to map out our thinking, both current and desired, to change our behaviour.

The smaller me / bigger me tension is critical, as it provides the discomfort we all need to get us moving.

Writing down the benefits is another form of motivation to move towards the ‘bigger me’.

Tips for putting it into practice:

  • Print out your completed map and have it easily accessible. Ideally, keep it visible.
  • Give it to your coach, manager or a trusted colleague and ask them to hold you accountable
  • Do a different map for each behaviour you want to change.

 

 

Are you a Change Maker? The next intake of my Change Makers programme is on 15 December 2016. Learn more.

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