If only I had done this or that…
If only we could get through our careers without making mistakes or without missing a performance target, our best intentions, our best efforts notwithstanding?
“Hell is not merely paved with good intentions; it’s walled and roofed with them. Yes, and furnished too.” While there is a whiff of truth in Adolphus Huxley’s seemingly rueful assessment, as CEOs work to tighten expenses, the operating and financial metrics are becoming tougher and more important and the executives are facing increasing pressure to perform or step aside.
First, some perspective: 30 years ago, most hospital administration graduate students got residencies and job offers in an operational role. The majority of the good ones moved on to enjoy a career, with varying success, as vice presidents, COOs, CFOs, CNOs and CEOs of hospitals. That pathway is no longer an easy road to navigate.
Which brings us to this unfortunate but realistic truth — only a small number of hospital management graduate students today are wired to be successful operational executives in this transformative phase of healthcare. Fewer still will have what it takes to make it to the top.
There is no better time to stop, look at your career, and reassess your future.
Anecdotally, I have met more erstwhile executives than I care to count who are struggling to work their way up the career ladder but have had a series of short tenure positions. They always seem to be on the reduction in force short list. Sadly, for the second, third or fourth time they accept a termination plan, engage an outplacement coach and begin the search for a similar job in a new town. Most outplacement counselors go through the motions — they focus on retooling the resume and they work to craft a scenario, a storyline to help the candidate achieve that goal.
Stop! Executives should not keep repeating the same career management mistakes. They should not allow themselves to be trapped and marginalized, their career brand to be stained with the image of being a job hopper or, worse, an inept manager.
Stop! Look for someone who can help you assess your skills and understand your value so that you can find a new pathway to success and happiness. There are going to be plenty of healthcare jobs in the future, just not as many in the acute care management arena. It is time to stop and rethink your career path.
© 2014 John Gregory Self
“Put your best foot forward” is the kind of parental advice given to their impressionable teens beginning to make their way in the world from school events, college interviews or that search for the first job.
The origin of this tried and true idiom was first recorded in the second edition of Sir Thomas Overbury’s poem, A Wife, circa 1613. Sir Thomas could not have possibly wildly dreamed of today’s exceedingly competitive job market, but his phrase rings loud and true. With respect to the poet, I might add the phrase, …or you may not get another chance.
It would seem, based on what we all see, that a lot of candidates treat the resume as a necessary evil, almost an afterthought, when they decide to pursue a new job.
At a recent meeting with some of my colleagues at the annual American College of Healthcare Executives roundtable of executive recruiters, I repeatedly heard — in private conversations — how badly most resumes are. From poor organization to a lack of examples detailing a candidates’ potential value, today’s resumes are not a very good example of career brand management.
Consider these points as you begin a job search, or as you tweak the resume you have trying to improve your chances:
© 2014 John Gregory Self
Wow, that person has accomplished a lot!
That is music to any recruiter’s ears.
It is certainly so much better than, this candidate has a lot of experience.
All else being equal, or nearly equal, I am going to focus on the candidate whose resume provides a great picture of success based on quantifiable accomplishments versus someone with all of the bell and whistle credentials, perhaps with even more experience, but whose resume is more of a roadmap to where he/she has been, or a list of previous employers with dot point lists outlining responsibilities.
That latter version of the executive resume might have worked as late as two or three years ago, but not any more. Clients need and expect more. So, unless you were one of the top four or five healthcare CEOs in the country, and if you want to put yourself at a disadvantage in a competitive search, send an old school resume that focuses on experience and responsibilities. The candidate who gets the job will probably be the one who has the experience and a documented list of relevant, quantifiable accomplishments.
The C-suite turnover rate is rising due to retirements and an increasing number of CEOs are making strategic missteps, but there are a lot of people out of work. Some are certainly not top-tier performers but their flood of voices, and resumes only makes a hyper competitive job market more hyper and more competitive.
For those executives seeking help with career management/career transition, know this: getting someone to rewrite your resume is the worst first step you can take on the road to re-employment. The really good healthcare transition coaches, and they are few and far between based on the dismal quality of the resumes several executive recruiters report seeing, do NOT start with the resume. The good coaches begin by helping you understand where you excel and then defining your value. They teach you how to tell your value proposition in a more compelling manner. A very savvy turnaround CEO currently working in Washington, DC for Huron, said this: “When a candidate tells me they excel at a certain skill or function, I ask, as evidenced by…? Show me what you have accomplished that will confirm that claim. I need executives who can deliver results, not managers who have been around a long time.”
To make it easy for recruiters — most are covered up with resumes and the average “first look” at your resume is between 15-20 seconds — explain your scope of responsibility in three or four metric-rich sentences and save the valuable dot points for your quantifiable accomplishments, with the most impressive at the top of the list.
Most resumes ARE NOT structured in that manner.
For those arrogant executives among us who think you know better, good luck. Let us know how that is working for you because I am betting that unless you know the recruiter and he/she is familiar with your accomplishments, sending an old school resume is not going to push you to the front of the line, your graduate degree(s) and professional fellowship notwithstanding.
In a competitive search, the front of the line is a much better place to be than the trashcan.
© 2014 John Gregory Self