CAREER COACH: What Are You Paying For?
+PLUS: Mundane Revision of Job Statistics Shines Light on White-Collar Recession
What are you paying for when hiring an executive coach to help elevate your career or find a new job?
Time or value?
Many consultants sell you their time. While that is one way to calculate and account for the cost, it neglects the more important aspect of the engagement: value.
When you engage me, you are not paying for my time. My fee is driven solely by the transformative value that will elevate your career to new heights. It is all about you. We back up this commitment with a pledge to extend our relationship until you land the next better job. We also support your transition into that new role.
Our approach is not limited by your need to find a job. We believe in a comprehensive strategy that equips you with the tools, a well-thought-out career plan, and inspiration for long-term success. Change should be meaningful at every level. However, it would be best if you did not lose sight of the fact that advancing your career is not a passive process. It requires your active involvement, hard work, and a significant investment of time, but the lifetime ROI is worth it.
Losing your job is a traumatic moment, so use this event to assess whether you are doing fulfilling and rewarding work. If not, then what? Ask yourself, How can I make my professional journey even more fulfilling? What do I need to be doing differently?
A word to the wise: when you hire a coach, do not cram them into the “find me another job real quick” box. Losing a job understandably comes with cascading concerns about the future and your finances, but this can be a pivotal life and career-changing moment. Don’t waste your time by pursuing a career-limiting strategy.
This can be an exhilarating experience. Don’t confine yourself to a smaller-than-necessary box; don’t miss out on the opportunity to elevate your career trajectory.
TALK TO JOHN
With mixed economic signals and the confidence of a “soft landing.” fading, now is the time to become job-search-ready. The job market changes have dramatically altered how executives search for their next position. With the time-to-hire ballooning, elevating your career management focus should be a top priority.
Talk to John, develop a plan, and move your career forward.
+PLUS: Mundane Revision of Job Statistics Shines Light on White-Collar Recession
A seemingly dull Labor Department report rarely makes flashy, disruptive news that roils the stock market, but that is precisely what happened last month.
In a job market where most management and executive job candidates and executive hiring firms aren’t particularly satisfied, the worry beads came out, and the hand-wringing began almost immediately. It was not welcome news.
Here is what happened: the Bureau of Labor Statistics announced that through the close of business in March, the nation had actually created 818,000 fewer jobs than had previously been reported, according to analysts at global search firm Korn Ferry.
Why this happened is less important than which segment of the labor force was more adversely represented in this recalculation. About 500,000, or 60 percent, of these vanishing jobs were in professional roles.
The search firm’s analysts concluded that a White-Collar Recession now exists across all 11 industrial sectors.
Korn Ferry said this supports the widespread anecdotal evidence that hiring in the executive and management ranks has declined sharply from pre-pandemic levels.
Management and executive applicants say it can take eight to 14 months to find a new position. Meanwhile, many companies, still smarting over financial losses during the COVID-19 outbreak, are considerably more prudent with severance packages today. Longer time-to-hire sequences and smaller severance packages are exacerbating the unrest that is beginning to bubble up in the world of executive employment.