Please note: On a somewhat infrequent basis, Quintessential Careers asks noted
career experts five questions related to their expertise and publishes the interview
in the current issue of QuintZine,
our biweekly newsletter. Here is one such interview.
Ford R. Myers, M.Ed. is president of Career Potential, LLC
Q:
You state in an article on your Web site that "80 percent of the
outcome of your negotiation will be determined by your attitude and
assumptions about this subject." Can you elaborate on this statement?
A:
On the subject of compensation negotiation, I provide every
consulting client with a list of "21 Rules Of The Game." In a sense,
negotiation really is like a game -- and of course it's nearly
impossible to win at any game if you don't know the rules! Imagine
two different candidates, equally qualified and interviewing for
similar jobs, getting very different outcomes. Why? All other things
being equal, it's because they "come into the conversation" with
different sets of attitudes and assumptions. Over the years,
experience has shown that clients can improve the results of their
compensation negotiations up to 80 percent by learning and practicing
these "Rules Of The Game" -- and therefore, by changing their
attitudes and assumptions about the negotiation process. This shift
opens up a new world of possibilities for clients, and allows them to
achieve compensation levels they never thought possible.
Q:
Can you explain what you mean by the "real value of an offer?"
A:
Many candidates react too quickly when they receive an initial
compensation offer. They tend to hear only the salary figure and make
a judgment based solely on that, without waiting to hear all the
other elements of the compensation package. So, I teach clients to
patiently go through the entire offer and consider all the
factors before making a decision or attempting to negotiate. For
example, a manager who is used to earning an $80,000 salary with
minimal financial incentives or benefits might reject a salary offer
of only $72,000 as being much too low. But if she were to wait and
listen the full scope of the offer, she might learn that the total
compensation package (including such things as bonuses, stock grants,
premium benefits, and financial potential) would put her far beyond
the compensation she is used to. That's what I call the "real value
of an offer." I teach every client how to "negotiate like a pro," but
it's important to know when to start negotiating; and to know
from what level you're actually negotiating.
Q:
What's the one job-hunting secret you share with clients that may
not be widely known?
A:
The biggest secret I share with my clients is this: "the best way
to get a new job is to never look for a job." At first glance, this
statement may be a bit perplexing. What does it mean? To be blunt
about it, nobody likes a job-seeker! Job-seekers are needy and
annoying. They take advantage of people's time. Sometimes,
job-seekers are even thought-of as "unemployed losers." Of course,
none of these perceptions is generally true. What's the solution? I
teach my clients to never think, act or talk like a typical
job-seeker! Instead, I show them how to behave and speak like an
expert, a consultant, a problem-solver. Everyone loves these kinds of
folks because they add value, address challenges and bring
resolution. Here's the bottom line: candidates should not look for
companies to "give them a job." Instead, the enlightened candidate
should seek-out opportunities to solve problems and create value.
Once the candidate demonstrates his or her ability to get the to
heart of a business issue and provide tangible solutions, the job is
pretty much "in the bag."
Q:
What's the best way for job-seekers to figure out what career will
give them the greatest happiness?
A:
It is my belief that candidates jump too quickly into the job
search; and that they should spend a lot more time and energy on
self-assessment. What's the point of embarking on an arduous journey,
if you don't have a specific destination or know why you're departing
in the first place? With this I mind, I administer several profiles
with every client. The first two are "formal" career assessments (the
Myers-Briggs Type Indicator and the Strong Interest Inventory). The
other two are "informal" assessments that I have developed over the
past 15 years (the Career Analysis Profile and Re-Discovering Your
Career Passion). Using these four tools in combination has proved to
be very powerful and effective for my clients. But the one that seems
to have the most impact is Re-Discovering Your Career Passion.
It's extremely gratifying to help a client get in touch with their
core motivators and "drivers" -- often for the first time since early
childhood. Building upon the information revealed by this profile, we
can develop a career path and job search strategy that moves the
client toward the right opportunity for the right
reasons!
Q:
What's the biggest mistake job-seekers make that your advice could
correct or prevent?
A:
In my opinion, the biggest mistake a job-seeker can make is
accepting an offer for the wrong reasons! In my practice, many new
clients have said that they've been in their job for only three or
six months, and that they're already miserable. In most cases, these
individuals conducted an excellent search. They worked hard, produced
outstanding results, and may even have received multiple offers. But
then they sabotaged themselves "unconsciously" by taking the wrong
job for the wrong reasons. What kinds of reasons? It could be ... for
the highest salary, or because the office was close to their home, or
because they fell in love with the company's product, or even because
the company had an on-site gym. Whatever the reason, one thing is
clear in these cases: the person missed two essential steps: (1) To
get absolutely clear, in advance, about their top professional and
personal criteria for selecting a job; and (2) To commit 100 percent
to those criteria, and "hold true to them" when the time came to
accept the job offer. When candidates do follow these two essential
steps, they avoid being "seduced" by superficial factors. Instead,
they dramatically increase their chance of loving the new job; and
they ensure that the position will be a great fit. And "fit" is what
it's all about!
Ford R. Myers, M.Ed. is president of
Career Potential, LLC.
His firm works with leading companies that are committed to developing and
retaining premium talent so that they can continually improve their market position.
Career Potential also works with individuals to help them take charge of their
careers, create the work they love, and earn what they deserve. Ford
has held senior consulting positions at three of the nation's largest
career-services firms. His articles and interviews have appeared in
many national magazines and newspapers, and he has conducted
presentations at numerous companies, associations, and universities.
In addition, Ford has been a frequent guest on television and radio
programs across the country. Ford is author of The Ultimate Career
Guide, a comprehensive manual for career transition and job
search. Detailed
information is available here. Career Potential can be reached here
contact@careerpotential.com
or 888-714-5553.
Ford R. Myers, M.Ed. is president of
