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

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Michael Lewis: Boomerang: Travels in the New Third WorldMichael Lewis: Boomerang: Travels in the New Third World Next up on my reading list. Lewis, author of Liar's Poker, The Big Short and Money B
7 November, 2011 Posted by John G. Self
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17 September, 2014 Posted by Nancy Swain Posted in Career Management, Leadership, Stories
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Bits Of Inspirational Wisdom

Posted September 17th, 2014 | Author: Nancy Swain

By Nancy Swain

YesterdayEndedLastNightOver the years as a teacher, corporate trainer, public speaker, sales executive, single mom, and career coach, I have developed many “go to market stories”, built sales training courses for healthcare companies, assisted thousands in their career transitions, and coached hundreds in their quest for executive development. Along the way I wrote down some thoughts and captured some from others that made a difference to them and me with whom I had the privilege to work with. Below is the list that may inspire you, confirm what you already know, or be just the bit of wisdom you were looking for today. Enjoy…

  • The difference between “just” a conversation and a “relationship building” conversation is at least 2 more questions
  • Perception equals reality
  • The world is hungry for honest communication – stand on your word
  • Negotiations begin with the first encounter where perceptions are created. Ask yourself what you want the other person to think, feel, believe and remember when you are not there
  • Labeling is a helpful task, not representative of your job description. Be mindful of the opportunity to impart knowledge and shift perception from the helpful rep to the rep that was willing to help
  • Knowledge is power.   Planning is the differentiator
  • We are creatures of habit, good and bad. Do one thing differently today, think outside the box… recreate the joy of work
  • A good manager imparts a view that allows others to have breakthroughs for growth… and assists in making order out of chaos… being an enabler. It is about coaching and facilitating instead of supervising and controlling. A manager’s job is to make those that report to him/her better than they are on their best day
  • Money follows energy, put passion in your work. A quote from Bill Gates: A lousy process will consume 10 times as many hours as the work itself requires. A good process will eliminate the wasted time
  • I’ll trade you an ounce of passion for a page of vision — from the book by Tom Peters: Liberation Management
  • Tomorrow’s results will be determined largely by today’s approach
  • The most promise for the future will be found in process improvement, and to a large degree our processes determine our destiny
  • We must consider ourselves personally responsible for cross-functional results
  • Design your job around outcomes
  • Work backward from what the customer values
  • Customers are five times more likely to leave because our business processes are poor than because we have poor products
  • Three process components; plan, perform, measure and manage
  • Communication is the oxygen that change needs to survive


NancyHeadshotNancy Swain is a member of the JohnGSelf + Partners transition coaching team, leading the Transition/Outplacement practice and advising clients on candidate profiles. She is also President of Strategic Intelligence in Dallas.  You can reach Nancy at

© 2014 John Gregory Self

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15 September, 2014 Posted by John G. Self Posted in Career Management
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Smelly Feet and Bad Breath: Are You Practicing Personal Awareness?

Posted September 15th, 2014 | Author: John G. Self

Personal awareness seems like a straightforward proposition.


iStock_000010560711SmallTruth be told, personal self awareness really falls into the category of mysterious.  We all want to believe we are very aware of who we are, ever so sensitive to how we are being perceived.

If only… If only we were as good it as we would like to believe.

Much has been written about emotional intelligence.  Well, I wish we could create a personal awareness intelligence chart.  Sadly, far too many leaders will embarrassingly find themselves ranked somewhere between their blindside and that guy with smelly feet and bad breath.

While the majority of leaders aren’t that guy, this is no time to become complacent.

As you work to build a deep reservoir of support and goodwill with your board, physicians, employees and key stakeholders, tuning in to this self awareness concept is pretty darned important.

Here are five questions to consider when thinking about your self awareness.

  1. Do you regularly ask for feedback from members of your leadership team?
  2. Do you have the trust relationship that will allow them to be honest with you?
  3. Do you regularly make rounds, or hold no bosses allowed luncheons to ask your employees for their candid input?
  4. Do they trust you enough to tell you what they are thinking, even if the truth stings a bit?
  5. Do you have a leadership coach/confidant that you regularly bring in to help you stay on top of this issue?

This is not the time to assume that your employees respect you today and will follow you tomorrow.

Turnover in the hospital CEO ranks is increasing and it is not all Baby Boomers heading for peaceful greener pastures.

© 2014 John Gregory Self

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12 September, 2014 Posted by Becky Pearce Posted in Career Management
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Building Your Personal Brand Online

Posted September 12th, 2014 | Author: Becky Pearce

The use of the word “branding” has grown and evolved over the years.  One of the key ways is in regard to personal branding — the practice of marketing ourselves and our careers as a brand.  This may seem extreme, but in this world of connectedness we have access to more information about each other than ever.  It’s important to BUILD your brand in a way that reflects who you are and what you want others to know about you and then to MONITOR and PROTECT it.

iStock_000034871156SmallIn this post, I am going to cover the best ways to build your personal brand online and then next week I will cover how to monitor and protect it.



The first thing I recommend is doing a Google Search for your own name.  This may seem like putting the cart before the horse since we haven’t discussed building your online brand, but it’s very likely there is already information out there about you.  Understanding what currently exists will help you to determine where you need to start.

Go to and enter your name in the search box.  I recommend using quotes — ie. “Becky Pearce” — to help filter out results that aren’t relevant.  If you have a formal name — ie. “Rebecca Pearce” — search for it as well.  Create a spreadsheet and drop in the following information for each of the results:

  • What is the URL for the site?
  • Is it controlled by you or someone else?
  • Is the content positive or negative?
  • It is the image you want to portray?
  • If it is negative, what is your plan for addressing it?  You won’t always be able to change or remove negative content, but it’s always worth a try.



Now that you have an idea of what already exists, start creating a profile of what you WANT people to see and know about you.  To get started, create a document and answer the following questions:

  • What is your area of expertise?  Keep this as simple as possible.
  • What descriptive words would you like people to associate with you and the work you do?
  • What makes you stand out from others in your field/industry?
  • What are your key career accomplishments?

Now use this information to create two documents that will serve as the building blocks for your online brand:

  1. YOUR RESUME: Your resume should always be kept up to date — whether you’re looking for work or not.  You need to be sure it reflects your latest work and accomplishments and portrays the brand you outlined in the previous step.
  2. YOUR PERSONAL BRANDING STATEMENT: This is a short and sweet, hit-em-hard snapshot of who you are and what you stand for beyond just your work history.  Use your answers to the questions above to determine what this should say.  It should summarize what you are the best at, who you serve and how you do it uniquely.  Keep in mind, this should be a statement of who you ARE, and not who you WANT to be.

These two documents should drive any content you put online about yourself and, as a result, should be updated at least every 3 months.



Now go back to the list of sites you created earlier in the process and update the sites that you control so they match your resume and personal branding statement.  This should include social media sites you use (especially LinkedIn), your website, job search websites you have your resume listed on, etc.  Also be sure you send your updated resume to any recruiters you’ve interacted with in the past.  Most recruiters keep a database of potential candidates and their resumes, so if there have been any major changes, you’ll want to make sure they have the latest and greatest information.

For the sites you don’t control, determine what needs to be done to update that content so it matches as well.  It may not be an easy process, but it’s always worth trying to ensure brand consistency.

Questions about any of this?  Please leave a comment or send us an email at and come back to visit next week to find out how to continuously monitor and keep your online brand up-to-date.


BeckyHeadshot-lowBecky Pearce is a member of the JohnGSelf + Partners transition coaching team.  Ms Pearce specializes in social media consulting.  She also leads her own Firm, Pearce Social.

© 2014 John Gregory Self

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