Former CEO of Motorola comments on Finance Chief and Business success

Last night I heard Ed Zander, former Motorola CEO speak at the FEI Silicon Valley meeting. He echo’d what we often hear about keys to business success and failure. His comments about finance chiefs were entirely consistent with our client experiences and worth summarizing:

Finance Chief Success

When the time for questions came, I couldn’t help but ask Ed, “When you think back to the very best CFO who worked for/with you, what was the difference between this person and all the others?”

Ed’s response, “They speak up when they disagree. They know the business….ones that come to product strategy meetings…..ones who help close deals.”

Entirely consistent with our experience with clients. A top reason clients call us to replace someone is, “He/she just didn’t know our business. We need a business leader in this CFO. Not just a number cruncher.” We find this true across industries and across our national client base.

Ed also values ethics, knowing the numbers cold, transparency, an independent voice and bringing the bad news early.

Business Success

- You must be customer-centric. He joined Motorola and often the largest customers had not been visited recently

- Measure everything

- Principles, as in doing the right thing

- People and teamwork. Set common values and bonus plan so you’ll work together

- Hire A-Players

Most notable, he added that the BIGGEST MISTAKE in his working career was people..he “picked some wrong ones.”

Although Ed was a large company guy, he said, “If you have 25 people, everyone has to be an A player.”

We agree. Great advice. Call us to strategize about how to create an exceptional opportunity for an A Player. There is significant strategy around what “exceptional” means and we’re happy to help you identify, recruit and evaluate for your specific definition of A Player.

Through the Pro’s Crystal Ball…Executive Recruiters Look at 2013

This week I participated as a panel member in a discussion about recruiting, candidate strategies, the job market, all the areas you would expect! We had an informative and insightful session if I do say so myself.  Some take-aways I thought packed a little punch:

The moderator asked if candidates should try to get face time with recruiters during their search. My answer was direct.  Candidates should cultivate recruiter relationships throughout their career.  Let us get to know you through meaningful touch points at various stages in your career.

When we ask for referrals, think about which A player candidate would be appropriate.  My fellow panelist made an excellent point that if we do not know you well, and you recommend a B or C candidate, we will think you are a B or C. As with most relationships it should be mutually beneficial!

What is a big mistake candidates make?  I am consistently surprised that people do not research enough.  Everything from looking at my website or LinkedIn profile prior to calling me all the way to preparation for a job interview.  What can always and easily distinguish a great candidate from a marginal one are the questions they ask.  Do your research and ask insightful questions that demonstrate you have done your homework.

Practice positioning yourself.  No, not yoga. The panel agreed that even as Financial Officers you also have to be marketers.  Be prepared when you get the question “walk me through your background” – quick, concise, provide details where relevant to the opportunity. We always ask candidates for this as part of preparation for an interview at any level, practice out loud.

Resumes.  2 pages? 4 pages? 1 page?  There is no rule.  Your resume should reflect your accomplishments in a concise, readable format that is relevant to the opportunity your are targeting. Ensure you know what the top 2 or 3 highest priority items are for the role and adjust your Professional Summary and experience accordingly.

We were asked about social media.  The consensus was we each use LinkedIn daily.  Make sure your LI profile is up to date and that there is enough information to make it easy for us to find you!  Consider have a professional take your picture (see previous Colosi Blog).  Have a few trusted friends review your profile and provide their honest feedback.

“Why Being ‘Open’ closes the door on Job Opportunities”

Job seekers may believe that being “open” to industry, location, company and role broadens the possibilities of landing an interview.  Just the opposite is true.

In improving and declining economic job markets, candidates who secure interviews and the offer can communicate with laser focus that they have the skills to solve the company’s urgent problems.   Candidates must know going into every meeting and every interview what those problems are.  This requires substantial research, due diligence and networking.  Most candidates do not carry out the research that will set them apart from other candidates.

For an executive role and even managers who are on an upward career path, the successful candidate’s broader skills will be important to success in the long term. Think leadership skills like working across functions to solve problems, ensuring operations are efficient and managing teams. Skills the hiring manager/company will certainly benefit from. But to get in, prove you can solve that company’s specific, URGENT problems with your UNIQUE skill.

Colosi Associates’ candidate coaching services can help you identify your unique skills that are most relevant for solving urgent problems for a particular opportunity you may be considering.

Justice Sonia Sotomayor’s introduction

Which is more important? Gender and Ethnicity or Accomplishment?

Today I heard Justice Sonia Sotomayor speak at the Commonwealth Club. Front center, second row was my seat.  Speaking was a woman of great humility. I admired her.  Mostly because she didn’t tell a story of woe, or that anyone owed her. Although growing up in the Bronx was not easy for her. It took discipline, fortitude and her grandmother as her champion to rise from that beginning.

She’s worked hard and clearly earned her place as a Justice by reaching high. I loved her line about the advice her high school counselor gave her:  “Why don’t you go to Fordham?” Justice Sotomayer’s response was that she was thinking Harvard, Princeton or Yale. That is what success stories are made of.

Her story was mostly about her personal journey. Stay away from the naysayers, the “no you can’t” people if you want to succeed. It wasn’t about politics in the least. She’s on a book tour.

One observation.  The Justice was introduced as the first Hispanic woman Justice.

My personal view… isn’t it a disservice to make her gender and ethnic background the first focus? Of course that fact is to be celebrated.

As a recruiter who first looks for accomplishments needed to succeed in a role, I think it’s a greater justice to a women/minority to be first introduced with a reference to one of her greatest career accomplishments. And then to add the gender and ethnic piece. Why should there be any reason to doubt that it was her work that earned her seat? Just knock that right off in the beginning. And by the way, it’s an extra plus that she is female and Hispanic.

2 MORE CHALLENGING but Must-do Resume Improvers

3. Create a Powerful Professional Summary or Executive Profile

At the top. You should change this summary to reflect the specific opportunity you’re entertaining.  Even if you aren’t looking for a new role and were recruited. Especially important as your skills expand as you grow your career. Don’t make the reader guess why they should read further. Provide a few sentences to include the most relevant accomplishments. Experiences that set you apart in the areas that you know are key for success in the specific role. Too many candidates try to throw in the kitchen sink or use general terms (“change-agent”, “leader/leadership”) the reader can’t verify on paper.

4. Communicate how well you carried out your job

You have made many contributions in your career. Your resume lists what you’ve been doing. The key to a stand out resume is in indicating how well you did your job – i.e. significant results.  It’s not easy to come up with the right words which require more reflection that just listing what you did.  What was the accomplishment that resulted from this line item?  Time/effort saved? Happier customers? Happier people reporting to you?

Improve Your Resume – The Easy Way

Two EASY resume improvers for any level.

We’re posting these because we find that even exceptional A-Player executive candidates need to make these changes.

1. Change the font.

Calibri looks better than most others. It’s easy to do.

2. Describe each employer organization in one or two sentences

Just below the Company (your past employer). Describe product, markets, size for example. A reader always wants to know the context of your role in the particular company. And, if the company is not a household name, all the more important.

Tomorrow, we’ll post two CHALLENGING but must do resume improvers

LinkedIn and I Agree: Make Sure Your Photo Is Professional!

In a recent post, I talked about the importance of having a professional looking photo. The people at LinkedIn must have read it and agreed!  But they didn’t take all my suggestions – make sure you have 5-10 people give you honest feedback on your photo. Remember: a photo is worth a thousand words!