3 Career Change Strategies for Former Entrepreneurs

3 Career Change Strategies for Former Entrepreneurs

As the economy fluctuates, many entrepreneurs consider their long careers and successes in the companies they built. We hear of high-tech leaders who built companies from their basements, and we hear of manufacturing leaders who built product suites appealing to the mass market. If you are an entrepreneur with a company that has potentially maxed it out its life cycle or that is about to be sold, you might be considering entering the paid workforce as an employee in another company. Read on for three career advancement strategies for former entrepreneurs that you can use right now to build a smart plan for your career transition.

1. Define your network.

Of course, as an entrepreneur, you know lots of people. You meet them in business meetings, in your Chamber of Commerce, through friends, and through friends of friends. However, have you ever approach any of them with critical business questions? It is even less likely that you have approached this network with questions about your own career advancement. Now is the time to revive old relationships. Building out the number of people on whom you can call to ask about opportunities in other industries or other companies is going to be an essential if difficult part of this process.

2. Assess your own skill set.

As an entrepreneur, you likely wear many hats. Depending on the type of fire you are putting out, you might be CFO, CEO, or CIO on any given day. You might also be sales executive, human resources executive, or the guy who has to run to the hardware store to pick up a new light switch. Other entrepreneurs would sympathize with how thinly you have been stretched. They would also understand that you might find it hard to identify the skills you want to build on in a new role. Thus, it would be wise for you to take an hour or two and inventory what you love about your job, what you hate about it, and where your skills fit in to what you want to be doing next. If you have no idea where your assets might be of value in a corporate environment, now is the time to speak with an expert, such as an executive career consultant, who can help you make that determination.

3. Prepare your resume and career portfolio.

If you know exactly what you want to be doing in a new company, now is the time to have your executive resume prepared. (If you are still in decision-making mode, go back to number 2 on this list. Preparing yourself for a new career but taking the steps out of order will result only in your mounting frustration.) If you have done the research, then you know what goes into writing a resume for a former entrepreneur that resonates with hiring executives in the current market. You’ll know how to enhance your marketability to somebody who is scanning your document in perhaps 20 seconds or less. You can find many resources in the library or on the Internet that will explain how to write, organize, and design the modern executive resume. At the same time, do not neglect to prepare an effective LinkedIn profile that will get you found by the hiring executives and recruiters who are looking for experts like yourself. For certain, if you find the resume and career portfolio writing process daunting, as many executives in your situation do, then engaging a career management consultant who knows how to do this might be a wise choice for you.

Salt Lake City Executive Resume Writer Wins Two Years in a Row in Global TORI Competition 2013

For Immediate Release

Salt Lake City Executive Resume Writer

Wins Two Years in a Row

Global TORI Competition 2013

SALT LAKE CITY, UTAH (October 22, 2013). Five Strengths Career Transition Experts, Salt Lake City, UT, is proud to announce that Amy L. Adler, CEO, has captured third place in the 2013 Toast of the Resume Industry (TORI) competition for Best Executive Resume. This win follows her 2012 first place win in the same category and complements her TORI nomination for Best Career Re-Entry Resume (2013).

Amy L. Adler, CEO of Five Strengths, earned third place standing in what many call the toughest TORI category — Best Executive Resume — in the 2013 TORI Awards. This win highlights Amy’s excellence in executive resume writing, a unique skill honed over years and matched with a strong professional business background and honored with a first-place TORI win in 2012.

Amy L. Adler wins 2013 Global TORI Award

Amy L. Adler wins 2013 Global TORI Award

“Executive resume writing requires a solid understanding of complex professional histories,” commented Amy. “I consult with CEOs, COOs, CIOs, CTOs, and CMOs, presidents, vice presidents, and directors to tune their career marketing portfolios to the companies and positions they desire,” she reported. Amy’s success is founded on a comprehensive information-gathering strategy unmatched in the industry and hallmarked by a focused, one-on-one consultative program that guides executives from sometimes frightening crossroads in their careers to ultimate career satisfaction.

Contributing to hundreds of career transitions over the course of her extensive resume writing career, Amy consults with executives who are the best in their industries to help them navigate the often confusing processes of career transformation, job search, and industry change. In fact, Amy often has told her clients that her mission guides every aspect of her consultancy: Amy says, “I have the best job in the world–for me, and I want all executives to feel that way about their own careers.” Clients who work with Amy on their career transition strategies experience improved clarity about and authenticity in articulating their career goals, more interviews, better salaries, and overall greater long-term career satisfaction.

About the TORI Awards

The TORI Awards recognize excellence in professional resume writing and are presented annually by Career Directors International (CDI). The stringent TORI competition draws hundreds of entries each year from professional resume writers across the globe. CDI is the industry’s premier professional association and maintains more than 500 members.

About Amy L. Adler

Amy L. Adler, MBA, MA, CARW, CEIC, is the CEO of Five Strengths Career Transition Experts, headquartered in Salt Lake City, Utah. Amy is one of the most experienced career transitions experts in the nation and frequently writes and speaks on career advancement, executive resume writing, and executive career advancement strategies. Having written hundreds of job search documents, several examples of her work have been published in Gallery of Best Cover Letters, 4th Ed. (David F. Noble, JIST Publishing, 2012).

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For interviews and media appearances, contact Amy L. Adler

2180 East 4500 South, Suite 150 | Holladay, UT 84117 | +1 (800) 590-2377 | www.fivestrengths.com

5 People You Can Trust to Help Your Executive Career Change

5 People You Can Trust to Help Your Executive Career Change

As you consider your executive career transition, you’re going to find that there are lots of resources available to move it forward. How do you know whom you can trust throughout this process? How do you know who has your best interests at heart? Read on to learn how to identify those who can help you most effectively.

1. Friends and Family

You may consider asking your spouse, your friend, or even your parent for advice about your executive career transition. Generally, these individuals in your close circle of trust will have your best interests at heart, but they tend to be among the least objective about what will work for you. Certainly they will know you well and have a good sense of what your strengths and salient characteristics are, but their own self-interest or personal interest in your well-being might interfere with your ability to seek out and obtain a position that satisfies all of your professional requirements.

2. Your Coworkers or Executive Manager

Among those who might offer you a solid career advice are your professional peers or executive leader. However, do know that as much as they have your best interests in mind, they also have agendas. They might be competitive with you or they might ask you to take on more than your fair share. Certainly, as you work your way up through the executive tier in a company, you need to pay attention to the needs and wishes and wants of your colleagues and superiors, but they might not provide the best advice for you if they do not understand your specific aspirations, particularly if they fall outside of your current company.

3. A Mentor

You are certainly among the privileged if you can find and secure a mentor who can stand apart from you and provide you with rock-solid career advice. Finding a mentor can be challenging, but it can be extraordinarily rewarding as well if the mentor truly has a vested interest in your success. The best way to find a mentor, according to leading career experts, is to identify the best-in-class for your industry or role, but not somebody in whose company you wish to work. That in and of itself presents a particular challenge, as you will need to do some serious research to identify that person and then pitch your wish to be his or her protégé. Nevertheless, a good mentor who fulfills the role successfully is an incomparable asset to your career advancement, as he or she can give you an insider’s view to an industry or role while remaining completely objective.

4. A Recruiter

If you know a recruiter from having worked with him or her to fill roles in your organization, you might find this person is a tremendous asset to your own executive career transition. The recruiter might be seeking someone just like you, or that person might know somebody who is. To that end, the ability to create a powerful recruiter network can help you advance your own career transition. The pitfalls of working with the recruiter however, are several. First, you have to trust that the recruiter will keep your aspirations and drive to leave a particular company under wraps. Also, know that the value of this relationship flows according to the money. The recruiter doesn’t work for you if you are a job seeker. In fact, the recruiter works for the individual or company who is paying him or her, leaving candidates such as you in the category of “talent” rather than “particular person I want to help.” Thus, you can trust the recruiter to recommend you for positions for which you are eminently qualified and write for, but apart from that, do not expect much in the way of hands-on treatment from a recruiter who has perhaps dozens of roles to fill and hundreds of candidates to review daily.

5. An Executive Career Coach and Executive Resume Writer

A career coach is a professional dedicated to the career transition success of others. This career coach works directly for the executive and delivers world-class advice, coaching, and sometimes explicit consultation to individuals requiring a partner in the executive career transition process. Often, the career coach and resume writer has credentials from national or international career management organizations that validate his or her training in the field, and he or she also might have won some major global awards in the field. Executive career coaches and executive resume writers report on the exponential success their clients achieve with the type of support they offer, but you need to decide if, as an executive on the cusp of career transition, you are ready to put in the work required to make your own career announcement a successful one. You are welcome to contact me if you would like to know more about the type of work required to make an executive career transition into a successful endeavor. Primarily, it involves a willingness to reach out to new people, except a great deal of direction, and a drive to be the best in your position and your field. Are you ready to make that choice?

3 Tips to Win the Interview Game: LinkedIn Launches “How I Hire”

3 Tips to Win the Interview Game: LinkedIn Launches “How I Hire”

What if you could get inside the minds of the top leaders about their hiring decisions and strategy? Given that the interview is inherently designed to screen you out, the better you can assess the hiring leaders’ styles and their needs, the better your chances are of meeting them where they are in their decision making processes.

LinkedIn is giving candidates some insight into this strategy this week, with a new series called “How I Hire.” This blog series captures what influential hiring leaders in the strongest companies believe to be essential about their specific hiring processes. Let’s take apart a few of their comments so you can assess your interviewer’s style and needs.

1. Time Frame to Assessment

What the Interviewee Thinks: When will they decide what think of me?

What the Interviewer Thinks: At what point in the process do I know this is the right–or the wrong-person?

Interviewee Solution: As the interviewee you might not know much about your interviewers’ personalities ahead of time, so you need to assess them as quickly as they are assessing you. Are they quick to ask you deep questions about your level of commitment, or are they asking all kinds of seemingly disconnected questions? This can help you decide if the interviewer is a go-with-the-gut rapid decision maker or someone who needs a dozen or more data points to come to a solid conclusion.

2. Intangibles Essential for Each New Hire

What the Interviewee Thinks: I have the technical expertise

What the Interviewer Thinks: I need a culture fit.

Interviewee Solution: Do your research, but not only on the company’s product or service. Learn how the current employees are like one another to figure out what makes the company unique from a cultural point of view. Read its mission and values statements. Find out where its employees volunteer their time. Learn what personality characteristics are vital for success in this company. Your answers to questions about your own personality and culture profile might stand up nicely to those of others interviewing for the same roles.

3. Being the Part–If That’s Really Who You Are

What the Interviewee Thinks: I’ve got to be my best because I need this job.

What the Interviewee Thinks: I need someone whose core personality fits my company and the specific role.

Interviewee Solution: Be yourself. The interview is your time to shine–or be instantly screened out. Those influential hiring leaders surveyed for this LinkedIn series seem to agree that they have preconceived notions about what a person should do/be like/project–and it’s up to them to fill the position appropriately. So while you should know the needs of the role and the corporate culture, you also need to be true to yourself. If you don’t fit at the beginning, don’t force the round peg into the square hole. Neither you nor your hiring leader will be happy.

Lead Your Executive Career Transition–Just the Way You Lead Your Company

Lead Your Executive Career Transition–Just the Way You Lead Your Company

Of the many similarities among those who seek me out is that they all are deeply committed to making their companies as successful as possible. They strategize and plan and execute, all with amazing results. What strikes me is that many of these often did not do the same with their careers. They worked hard, got promoted, got recruited, and got hired. However, now the employment economy is quite different, and they must plan to be successful, just the way they plan for their companies to succeed.

Nothing Purposeful Happens on Its Own

Even though serendipity is great, the employment marketplace for executive leaders shares only passing similarity to that of other economic eras. Thus, executives need to focus on making purposeful change, which, itself, only comes out of purposeful decision making. So ask yourself these questions:

  • What choices can I make today to improve my access to the right positions?
  • With whom do I need to speak to get my career change on track?
  • What are the resources I need to enact a positive career change?

These are the same types of questions you might ask your own corporate team about their decision-making processes.

Examine All of the “Departments” in Your Executive Career Change “Company”

Now break you answers down further into their essential parts, perhaps by business department:

  • Strategy (what is next for me?)
  • Finance (what are my financial goals?)
  • Accounting (what happens if I quit today?)
  • Business development (whom do I need to meet?)
  • Marketing (how I am going to promote myself? what is my messaging?)
  • Advertising and public relations (what documents do I need to promote my marketing message?)
  • Operations (how will I keep track of my progress?)

Hire the Right Help

As you think about the choices you need to make, perhaps you need to think about the resources that can create the greatest degree of success in the shortest amount of time. For example, your business might require a marketing leader with expertise outside of your team’s core competencies to attack a new market. Or it might need a new financial strategist to build a well-researched acquisition plan. Certainly, if your company needed this expertise, you would source it. Wouldn’t you do the same for your own career? There are resources that can move your career forward as well. Ask me about them.

Sign up for my weekly emails on executive resume writing and career coaching here.

About Amy Adler

Amy L. Adler, MBA, MA, CARW, CEIC, is the founder and CEO of Five Strengths Career Transition Experts, headquartered in Salt Lake City, Utah. Five Strengths is a premier executive resume writing and career coaching company. Amy recently was nominated for Best Executive Resume and Best Career Re-Entry Resume in the 2013 global Toast of the Resume Industry (TORI) Awards. Amy won first place for Best Executive Resume in the 2012 TORI Award competition.

Measure Your Executive Career Success by the Number of Job Offers You Reject

Measure Your Executive Career Success by the Number of Job Offers You Reject

If you’re challenging yourself to find the right new executive opportunity, you’re hoping the next application you submit will result in a job offer. Then you can get out of the job you’re in and into something new. Something different, something…better?

Will any position do? “Yes,” you are thinking right now. “I’ll do anything, as long as it’s not what I’ve been doing.” If this is your thought process, borne of desperation, I challenge you to change it right now.

Recently, I wrote about how to run toward the perfect executive position, not away from it. I received a lot of comments from executives who all reported that they needed to get away from what they were doing. Up until that moment, they were willing to take almost any position, as long as it was with some other company.

Running toward the right position never actually struck them as a strategy, given the high level of stress and frustration they were trying to get away from every single day. They were taking interviews and would take offers from all comers. In fact, they might even have measured their success by the number of interview offers they received.

Can you imagine how these executives might feel in a year or two if they chose one of those offers, just because the offer came from a different company? Probably, they’d feel the same level of frustration and disillusionment they were experiencing in their former role. Wouldn’t you feel the same if you took a new role, only to find out in a year that it was a terrible fit for you?

Your Metric for Executive Career Search Success: The Number of Job Offers You Turn Down

Today I want you to look at your own pattern of executive career search. Count up the number of interviews you’ve received. How many of those would you have taken if you had received job offers from 100% of those interviews?

Now think about your experiences critically. Do you truly believe that each of those roles was right for you? Why or why not? How many of those interviews or job offers would you have consciously chosen to reject? Perhaps you never thought about it that way, and this is exactly my point. You should be even more particular about choosing not to accept an interview than you should be about choosing to participate in an interview. If you know from the start that a company or role would never meet your needs, however you define them, then you probably shouldn’t waste your time or that of the interviewer.

What, then, does the number of offers for interviews or jobs that you reject tell you about your strategy? Why is this metric critical to your overall success? This number tells you that you are evaluating future roles on their own merits, not based on the simple fact that the prospective position is not your current one.

The Value of Asking for Help in Your Executive Career Job Search

The Value of Asking for Help in Your Executive Career Job Search

If you’re contemplating a career change, you’ll know that executive job search is a lonely business. You probably believe you need to prevent your search from becoming water cooler talk–or worse. So you’re also probably wondering how you can be effective in your job search if you can’t talk about it. Read on for some tips on how to open yourself to new career options without exposing your plans unnecessarily.

1. Find an executive job search mentor

Although you might find it tough to open up to more than one person about your plans to exit your current executive role, you might find it easier to build a relationship with one key person whom you can trust to give you solid advice–a mentor. This person is likely to be

  • Best-in-class
  • Know a lot about the executive job function
  • Know a lot about the industry
  • Noncompetitive with you in any way, given that he/she sits several rungs above you on the traditional corporate ladder
  • Have your best interests in mind, although this person might not know you well enough to like you personally

In exchange for your request for mentorship, you must promise that person that you will not abuse the relationship by relying on him/her to offer you a specific executive job. This is not the role of this person in your executive job search; rather it is to support you with solid advice and insights available only to someone at that level.

2. Build a trusted board of personal directors for your executive career strategy

Your personal board of directors is a team of individuals whom you have asked formally or added tacitly to reflect back to you the knowledge and insights that you need to know, even when the truth is uncomfortable. You can choose this team based on their level, knowledge of your industry, or their willingness to be unflinchingly honest with you.

Although you can choose to have as many members on your personal board of directors as you wish, the core team should reflect at least these four types:

  • The Connector–one who knows many people and can facilitate introductions.
  • The Challenger–one who will not let you follow unsubstantiated lines of logic.
  • The Clarifier–one who will ask you question after question to help you uncover hidden truths about yourself and your executive environment.
  • The Wise Elder–one with senior status who serves as the typical mentor, listening to you and advising you.

3. Recruit a team of experts

A third option for you is to engage a team of experts in the executive career transition and executive coaching space, whose focus on you is guaranteed 100%. Although certainly not a step that every executive will take, and a step only for the extremely committed, engaging experts is a sure way to help you clarify your goals, motivation, messaging, and strategy related to your executive career search (read on for an example of this type of service).

Always Run to a Great Executive Career Opportunity, Not away from a Bad Career Fit

Always Run to a Great Executive Career Opportunity, Not away from a Bad Career Fit

Right now, you might be desperate to get out of your job–so much that you are willing to evaluate all potential executive opportunities just to get out of the place you’re in. Perhaps you wouldn’t call yourself desperate, but you’re probably not thinking with as much clarity as you’d like.

To decide whether you’re in this situation, consider your answers to the following:

Questions about Your State of Mind

1. Do you cringe at the thought of spending one more day at your desk?
2. Do you regret ever having taken on your current role?
3. Did something change so radically at your company that your current role bears limited resemblance to the position for which you were hired?

Questions about Your Strategy

4. Have you agreed to sit for interviews knowing that the position, company, or industry was the wrong one, simply because you’ll take any reasonable job offer at this point?
5. Did you accept a position just to get away from one you hated?
6. If so, how many times have you done that?

In this thumbnail assessment of your current situation, give yourself one point for each “yes” and add your total from #6. There’s no scale for this quiz, but you’ll know if you’ve got too many “yeses” in your answers.

Fortunately, You Can Stop Trying to Run Away from Your Current Role

I’m not suggesting that you stop looking for a new role, but I am suggesting that you stop fighting your current situation and focus your thinking and strategy on the right way to exit your company–into a career that is the best fit for you.

The worst thing you can be doing right now is telegraphing that you are trying to leave. It’s bad for your company, bad for your relationships at work, and a terrible mindset for you to embrace. You also run these risks:

  • Taking a job that you will dislike as much as the one you have now–just with another company.
  • Taking a lower-level position simply to have a source of income.
  • Taking a job that fulfills some short-term goal without contributing to your long-term career satisfaction.

Can you imagine yourself being truly happy in a job such as this? Likely, no.

Start Running toward the Best Career Fit for You–And Reap the Benefits of Amazing Career Satisfaction

Instead, start developing a strategic plan that turns your thinking outward to identify what’s next for you. By assessing what you do want in a career–perhaps simply the opposite of what you have now–you can create an initial set of fluid criteria that will guide your executive career search. You’ll position yourself to run toward the right role, so on that day when you finally separate from your current company, you can joyfully move forward into the best executive job you can achieve for yourself.

Imagine the satisfaction of that!

How to Save Time and Energy in Your Executive Career Change: Hard Work

How to Save Time and Energy in Your Executive Career Change: Hard Work

Allow me to take you through a common scenario. An executive is thinking about changing jobs, perhaps changing careers. He calls me up, believing the first thing he needs to do is acquire “a resume.” Of course, executive resume writing is what I do, so the conversation interests me. However, upon digging a bit deeper, I learned that the executive has so many questions about his or her career path that writing the resume now might actually delay the process. If you are reading this, you might also be thinking about having your executive resume professionally written. But will having your executive resume professionally written right now save you time and energy in your executive career change?

There Is No Easy Path to Growth

It has been said that there is no royal road to learning. In the same way, there is no royal road to executive job search success. Regardless of who you are, what your executive role is, and what your accomplishments have been over the last decade or more, job search is going to be hard. Few individual mechanisms on their own will guarantee that you save time in your job search. In fact, starting with a resume probably is not going to serve you.

The Best Way to Make Your Job Search Faster– Hard Work

Now, don’t get me wrong, I truly wish that the executive resume well-prepared, targeted, and replete with great accomplishments would solve all the job search questions that executives face. Usually, however, the question is much larger. The soul-searching that executives like yourself must go through to establish a direction that make sense, tap into a new network to identify the types of missions that are available, build the marketing program, and execute a successful job search– these all take time and a healthy dose of hard work. If you are looking for a quick fix, you are likely not to find one; if you talk to somebody who promises a quick fix, you might want to dig a little deeper both inside yourself and inside what you are being offered to determine if such a panacea is possible.

The Pareto Chart of Career Success Strategy

What does this type of hard work look like? What will get you the biggest bang for your strategic buck? Certainly, the resume is important, but it doesn’t usually make sense to create one until about midway through the process. Start by writing down what you believe to be the hardest part of creating a job search strategy. I would be willing to place money on a bet that you have chosen one of the following:Pareto Chart: Learn How to Choose a Time-Saving Path to Executive Career Change Success

  • Building a network
  • Figuring out what to say to your network
  • Identifying the right role for you
  • Describing the kind of company in which you want to work
  • For the most confused among you, figuring out the right industry for your new career path

As you can see, all of these questions need to be answered before you can embark on the resume writing process. Because a resume is a document with direction, you can be sure that if you don’t know where you are going, you absolutely will never get there–unless you have the right level of support and help.

As part of our executive career success strategy, we take a hard look at the most difficult aspects of the process, and we help you design a path to resolving the biggest questions first, Pareto chart-like style.

If you happen to believe that the hardest part of your executive career transition strategy is organizing your thoughts around what to do next, what to tackle first, or when you should engage an executive resume writer, don’t hesitate to call me. I am happy to help.

Cut the Mental Clutter: Believe in Your Executive Career Success

Cut the Mental Clutter: Believe in Your Executive Career Success

We all get bogged down by the daily demands of our jobs–so when busy executives need to add job search to their list of things to do, no wonder they can get frustrated or overwhelmed. I wanted to take a moment to remind you to celebrate the things that you do succeed in, knowing that your faith in yourself might be all it takes to actualize success.

Visualize Your Success

Even if on the face of it this sounds a bit corny, visualizing your own success can change your mindset. I’m not a believer in the idea that if you simply will something to happen, then you control the outcome. But I am a great believer in de-cluttering your mental cache of musts and have-tos, so that you have the bandwidth to create your success. From an executive job search perspective, this might take the form of identifying ways to delegate to free up a few minutes at the beginning or end of your day, so you can make that phone call to a connection who just might be the right one to help you. For others, going for a run or taking the dog on a long walk to nowhere, just to clear your head and give yourself a bit of a mental vacation, might be just the thing to recharge your mind.

Accentuate the Positive, Eliminate the Negative

One of the hardest mental hurdles to overcome is not letting the one rotten thing that happened in a day or week crowd out the dozens of other situations in which you saved the day, made someone else’s job easier, brightened someone’s morning with a kind word, and so on. We all seem to have a terrible tendency to let the one mishap of the week destroy our self-confidence, if not our self-image. Don’t let the ever-present devil perched on your shoulder tell you how to think about yourself. Remember the good that you do and the successes you create personally and professionally–make a written list and post it on your monitor if you have to.

Recognize Where You Fall Short–But Create Action Plans to Build Yourself Up

Nobody’s perfect, and sometimes you will fall short of your goals. Maybe you feel like you didn’t quite get through to a networking contact. Perhaps you didn’t apply for a choice position before the deadline. Maybe you let your executive job search go for a week or two while you handled some pressing issues that simply couldn’t wait. These things happen, but do not beat yourself up over them. Instead, try to do a 10-second gap analysis between what you did do and what you, with 20/20 hindsight, wish you had done. Maybe you need to refine your marketing message or elevator pitch, so that you come across with more power and precision when you next reach out to a connection about your executive job search. Perhaps you need to put all of your job search deadlines in a private calendar on your phone, complete with 24-hour reminders to keep you on task. It could be that you have to put some “give” in your schedule, because your career is demanding, and you can’t possibly be in two places at once every day of your week.

Conclusion: Allow Yourself Some Breathing Room

If you’ve read this far, you probably could use some time and space to regroup, get your calendar in order, and create a plan that you feel good about. The first item on your list should always be permission to forgive yourself if you’re not speeding through an executive job search. The remainder of your list should focus on the ways you can build yourself up by creating achievable, short-term action items. In this way, you’ll find that a number of small, achievable tasks that push you through your executive job search ultimately will propel you into the executive career satisfaction you need. Always know that you have a job search partner if you need one. Call me at 801-810-5627; I’m happy to be your sounding board.