It's not just about you!

Any communication - or at least any persuasive communication - has to be about the needs of the person you are trying to persuade. Not about your needs. Here is something that a recent client told me about our work together:

"The first really cool thing that I was enabled to understand is how to think of it (whatever "it" may be - an interview, a phone call, a party) from "their" point of view. Always asking and trying to figure out what "their" process is? Where are they coming from? What do they want and how can I fit into answering that for them?

That's always a cool, interesting exercise and I loved to hear MP go through that drill time and again .. it was awesome and Insightful"

Writing pitches and resumes

Robert McKee's thoughts about writing screenplays have much say to us as we write our pitches and our resumes. A great story, he says, is something worth telling that the world wants to hear. This must be true of any successful pitch - though your "world' may be just a handful of carefully identified clients and employers.


You must have the creative power to put things together in a way that no one has ever dreamed. You must be driven by your passion courage and creative gifts, - but even this is not enough - your story must be well told.


I have adapted his words here - you should read the book.

Q+A: Should I take a job at a company that is going bankrupt?

~ ASK THE EXPERTS ~ FIRST PUBLISHED IN CYNOPSIS DIGITAL ADVANTAGE
Questions from our Readers
Answered by Michael Pollock

Q. I am a recent college graduate gearing up for an interview at a company that recently announced that it was going bankrupt. If I receive the position, should I be hesitant to take it over something else because of possible layoffs to come? Should I address the company's bankruptcy during my interview in regards to knowing if the "job will be around for a while"?

A. I don't believe that pretending everything is ok looks so smart. It makes perfect sense to ask what the future holds: "I've heard the company is having some difficulty. Can you tell me how this position might be affected by what is coming?"

I would certainly think carefully before choosing this company over a more healthy one. Cost cuts, even without layoffs, can affect your ability to do your job properly if you cannot get the resources you need. If it is a spectacular opportunity and you will gain invaluable experience and boost your resume then you should consider whether the job is in the core business of the company: the piece that's likely to make it through reorganization and perhaps even gain in importance in a new structure.

Q+A: Do I admit to interviewing with other companies?

~ ASK THE EXPERTS ~ FIRST PUBLISHED IN CYNOPSIS DIGITAL ADVANTAGE
Questions from our Readers
Answered by Michael Pollock

Q: What is the best way to respond when asked "Are you interviewing with other companies?" Part of me feels like politely saying that is between me and that particular company and the other part doesn't want to shoot myself in the foot by NOT answering the question.

A. It is perfectly reasonable to respond that you are meeting with other companies in your search for the opportunity that make best use your unique skills and experience. You should not name the other companies though; after all, your interviewer would not want his competitors to hear about his search.

You can certainly tell him that you see the opening at his company as the one where you can do your best work and make the biggest difference. An intelligent interviewer should respect the fact that you are leaving no stone unturned - as long as he feels that he is your favorite.

Q+A: Do I put objectives on my resume?

~ ASK THE EXPERTS ~ FIRST PUBLISHED IN CYNOPSIS DIGITAL ADVANTAGE
Questions from our Readers
Answered by Michael Pollock

"I see some resume's with objectives, what is your take on including them or not in a resume? thank you so much for your help."

A brief opening statement on your resume is most important but please do not frame it in terms of your objectives. The hirer is not interested in your objectives nearly as much as he is interested in his own. Your resume must persuade him that you are the perfect solution to his problem, not so much that he is the solution to yours.

Express in two or three sentences how you are exactly the right person to fill his position, and let him know of the unique value you will bring to his company. If your opening salvo hits the nail on the head, he will be enticed to read on to the supporting evidence.

But remember, he is not approaching your resume with an interest in meeting your objectives he is completely focused on his own.

Q+A: Do I put advancement or interests in my resume?

~ ASK THE EXPERTS ~ FIRST PUBLISHED IN CYNOPSIS DIGITAL ADVANTAGE
Questions from our Readers
Answered by Michael Pollock

"Is it really important to put professional advancement or interests on your resume? If so, should it be detailed or brief so you can talk to it in the interview?"

The purpose of your resume is to get you the interview, so if your professional advancement activities are of good quality and relevant to the position, then you should absolutely include them. The knowledge that you are keen enough to improve your skills is a plus to a discriminating hirer and can set you apart. It demonstrates that you are engaged with your own development and the development of her industry.

As for your interests insofar as they add breadth and color to the picture you are painting of yourself these can be helpful in separating you from the pack of similarly qualified candidates. But your interests must be consistent with the image of yourself that you want to convey. If you are positioned as an effective team leader for example you will not want to mention your macrame or your stamp collection! On the other hand if you are the captain of a racing yacht that could add a very strong credential.

Detailed or brief, you ask. "Brevity is the soul of wit," they say. Don't bog it down in too much detail; it's not your autobiography. It's the trailer that you are carefully designing to get you the interview.

Why Employers Are Hiring And What You Should Do About It

~ ACTIONABLE EXPERT ADVICE ~ FIRST PUBLISHED IN CYNOPSIS DIGITAL ADVANTAGE



There are three significant factors driving companies to hire in this market.

1. They are choosing now to innovate, expanding their capabilities and resources.

2. They are in turnaround and are looking for people to effect change.

3. They are taking the opportunity to upgrade their talent pool, snapping up better people who have become available.

These ideas were expressed to me by Allison Hemmings, founder of The Hired Guns, an agency that represents marketing, creative, media and technology people.

Asked which job seekers are finding success in this tough environment, Hemmings Google kids to the C-suite," and says, "if you have a strong digital portfolio, then people are definitely hiring."

So what does this mean for you? First you should look at the company you are applying to and figure out: do they want to turn things around, or do they want to innovate, or do they want better people than they currently have?

Then look at your own experience, capabilities and track record and see how you can best position yourself to meet their needs. This is a time when simple replacement hiring is rarely happening - there is almost always some forward-looking, larger agenda attached to each new salary budgeted. (A senior manager, complaining to me about some of her staff who are under-performing, said, "I would fire them like a shot, but I won't be allowed to replace them. So I keep them anyway.")

You must view yourself as the best in the world at your specific thing and tell your story in such a way as to convince an employer that you - and you alone - will fulfill their requirements, brilliantly able to do the job they need done and meeting their larger agenda as well.

Hemmings reminded me that about 80% of jobs are found through networking. That does leave some room for headhunters, and Hemmings recommends interviewing several recruiting firms to find a good match and someone who will be your partner in the search. She suggests using one of the big firms and supplementing it with one or two boutique headhunters who specialize in just the niche and company type you are interested in.

Michael Pollock is President of Pollock Spark ( www.pollockspark.com). He is an Executive Coach and Consultant to Creative and Media professionals. He works with people in film, TV, advertising, design, marketing, music and the Internet, bringing them the experience, techniques and inspiration to take their businesses and careers to new levels of success. © 2009 Pollock Spark

Career Evolution Workshop - reactions

Comments from participants after the Career in Transition Workshop given by Michael Pollock at MediaBistro. His next Workshop at MediaBistro is scheduled for October 19th.

"I've been looking for a career coach who has an expertise in media, and Michael is definitely it. He has terrific knowledge and offers so much information during this 4 hour session, I feel like I got as much out of it as several hours of private coaching... at considerably less expense."

"Michael was just great. He had good information, kept the evening moving forward, and was terrific and getting us all to a place where we could communicate comfortably with one another. I really enjoyed the content, and felt that I learned a lot. More than I expected."

"Michael Pollock, was a perfect match for tackling the subject of "Careers in Transition" for creative professionals . His techniques for engaging the group were stimulating and effective. The supportiveness of the participants made this workshop a pleasure."

"(Pollock) had good insights and information"

"... the information was great--and the way it was presented made you view things differently--things you thought you already knew...like how to present yourself.... wish it had been longer--everyone wanted to talk!"

Q and A - interview hell

This came to me via Cynopsis

Q. I was recently granted an interview with a well known company within the television industry. I really want this job. My question is this...

My interview was at 10a. I arrived at 9:45a, and waited for three hours before I talked to the HR specialist. How long is okay? I felt I wasn't my best because I was frustrated, anxious and very hungry. What is the protocol here?



A. Two questions for you: Did you get the job? How would you feel about working at a company where it is considered okay to keep someone waiting for three hours?

Anyhow, here’s what I would do in that situation. Give them an hour – that is generous, and shows your willingness to play. Then say politely to the receptionist that you could certainly wait another half hour if that would help them out, but after that you have to go to another meeting, or perhaps it would be more convenient for them to reschedule to some other mutually acceptable time.

This shows respect for them and, more importantly, for yourself. You do need to be at your best when you get in there. And besides, if they’re running 3 hours behind, surely they would be grateful for the opportunity to reschedule. It’s their lunchtime too.

How to find the media biz action

THIS ARTICLE FIRST APPEARED IN CYNOPSIS CLASSIFIED ADVANTAGE

How often have you read a report of a media conference or party and you think to yourself, “Rats! I should have been there, if only I’d known about it.” You look at the photos of the attendees – they’re people you would like to get to know, who work at firms that could so benefit from your skills and experience. But you didn’t know it was happening - so you were left to read the reports, look at the pictures and update your LinkedIn page hoping that someone would find you.

You don’t have to get left out again. There are several sites that can clue you in to what is happening where you are. Start out at Mashable for Social Media events across the country. For film biz get-togethers check out The San Diego Media Communications Association.

“Online sites are great at easily keeping in touch and updating a ton of contacts,” says Gary Sharma, the man behind business events calendar GarysGuide. “However meeting and networking in person is absolutely critical, as that is where some of the best relationships get formed, deals get done, partnerships get forged, hires get made, alliances get built.”

Sharma’s list lists “conferences, un-conferences, forums, workshops, seminars, meetups, tweetups, mixers, parties and more.” A quick look reveals a panel in New York entitled Media In Crisis - Is There a Way Out?, a free Internet Marketing meet-up in Minneapolis and an interactive games conference in Cologne, Germany.

When I asked him why people typically attend these events, Sharma responded, “The program content is typically always very useful. But it is the brainstorming-style discussions around the content and networking with your peers in the industry that can be particularly invaluable.”

Sharma told me that GarysGuide is used by “an astonishingly wide gamut of people in business: C level execs, Managers, VCs, Investors, Entrepreneurs, Marketing/PR folks, technologists, analysts, bloggers etc. Everyone uses it in different ways. Some are looking for conferences, while others for social events/parties/mixers, while yet others are more interested in workshops and seminars.”

So now there’s no need for you to be left out. Wherever you are in the world you too can have the inside track on what is happening and where and when - and next time it’ll be you in those photos!

Michael Pollock is President of Pollock Spark (www.pollockspark.com). He is an Executive Coach and Consultant to Creative and Media professionals. He works with people in film, TV, advertising, design, marketing, music and the Internet, bringing them the experience, techniques and inspiration to take their businesses and careers to new levels of success.

© 2009 Pollock Spark