The document discusses the importance of continuing education and certification for professionals working in the equipment finance industry. It argues that continuing education and certification, such as the Certified Lease Professional (CLP) designation, allows individuals to stay knowledgeable in a changing industry, stand out from other candidates for jobs and promotions, and provide expert guidance to customers. The author shares their personal experience of how pursuing CLP certification helped advance their career in the industry.
Engage Them or Enrage Them: A Closer Look at the Candidate Experience in 201...RecruitDC
The document discusses improving the candidate experience in the recruiting process. It suggests that recruiters should customize their recruiting websites and communications for different target audiences like veterans. Recruiters should also anticipate candidates' questions, respect all candidates, and provide transparency around the hiring process and job roles to engage candidates and improve their experience.
Project 42 is a fun piece of research that addresses topics we rarely discuss at work. The opinions of our piers are always interesting but not at the cost of our own beliefs.
Turning employees into ambassadors in social mediaOkimo Clinic
This document discusses turning employees into brand ambassadors on social media. It notes that internal experts at IBM generated more traffic through social media than other company sources due to their credibility. Regular employees are also seen as more credible than executives. Some challenges of having employees act as ambassadors include lack of a social media policy, skills, and identifying the right people. Turning employees into ambassadors can provide benefits like increased brand awareness, SEO, building trust, and sales. The document outlines a process for companies to identify and train ambassadors, create content strategies, and measure effectiveness.
smAlbany 2013 cit, p&s, get linkedin or left behind 070913-1Liberteks
This document provides an overview of LinkedIn and why it is important as a professional networking tool. It discusses how LinkedIn can be used to create and promote your professional brand, build your network, and find new opportunities. The document recommends setting up a complete LinkedIn profile, customizing your URL, inviting your email contacts, setting goals, and using LinkedIn as an ongoing part of your career development and job search strategy. The key message is that LinkedIn has become the premier professional social media site and an essential part of one's online presence and reputation.
The document discusses an interview with Paige Price, a regional sales manager, about her career in insurance and perspectives as a millennial working in the industry. Some key points discussed include:
- There is a communication gap between older agents and younger clients that can be addressed by adapting practices to clients' preferred communication methods.
- Sales principles remain the same but execution has changed, requiring understanding audiences and adapting presentations accordingly.
- Technology plays a big role in sales and client decision-making processes, so agents must incorporate technology and stay up-to-date with it.
- Younger clients may relate better to agents closer to their own age who understand their experiences and buying behaviors.
The document provides the results of an online leadership assessment taken by Manik K. Sarker through Korn/Ferry's ProSpective Assessment tool. The assessment identifies Mr. Sarker's top 5 leadership characteristics as Acting with Honor and Character, Making Complex Decisions, Understanding the Business, Getting Organized, and Relating Skills. It also discusses potential blind spots, hidden strengths, problem areas, and how Mr. Sarker's skills compare to others based on Korn/Ferry's research.
Peter Cosgrove presented on investing in people. He discussed common hiring mistakes made by employers such as lack of accountability in recruitment and poor recruitment processes. Cosgrove emphasized the importance of involving existing teams in hiring and ensuring an attractive employee value proposition. He also stressed the importance of retaining talent by focusing on work-life balance, recognition, learning opportunities, and technology. Cosgrove concluded with takeaways around prioritizing talent, making it easy for people to join the company, understanding one's brand, being a good place to work, and the CEO's role in hiring and retaining talent.
The document outlines steps for landing a job in a difficult economy, as presented in the book "How Hard Are You Knocking?" by Tim Augustine. It discusses developing an employment brand, finding career opportunities, creating a branded resume, preparing for and having successful interviews, and succeeding after getting the job. Specific tips include leveraging networks, researching companies and positions, developing result-oriented resumes, making a positive first impression in interviews, and negotiating salary and benefits.
Engage Them or Enrage Them: A Closer Look at the Candidate Experience in 201...RecruitDC
The document discusses improving the candidate experience in the recruiting process. It suggests that recruiters should customize their recruiting websites and communications for different target audiences like veterans. Recruiters should also anticipate candidates' questions, respect all candidates, and provide transparency around the hiring process and job roles to engage candidates and improve their experience.
Project 42 is a fun piece of research that addresses topics we rarely discuss at work. The opinions of our piers are always interesting but not at the cost of our own beliefs.
Turning employees into ambassadors in social mediaOkimo Clinic
This document discusses turning employees into brand ambassadors on social media. It notes that internal experts at IBM generated more traffic through social media than other company sources due to their credibility. Regular employees are also seen as more credible than executives. Some challenges of having employees act as ambassadors include lack of a social media policy, skills, and identifying the right people. Turning employees into ambassadors can provide benefits like increased brand awareness, SEO, building trust, and sales. The document outlines a process for companies to identify and train ambassadors, create content strategies, and measure effectiveness.
smAlbany 2013 cit, p&s, get linkedin or left behind 070913-1Liberteks
This document provides an overview of LinkedIn and why it is important as a professional networking tool. It discusses how LinkedIn can be used to create and promote your professional brand, build your network, and find new opportunities. The document recommends setting up a complete LinkedIn profile, customizing your URL, inviting your email contacts, setting goals, and using LinkedIn as an ongoing part of your career development and job search strategy. The key message is that LinkedIn has become the premier professional social media site and an essential part of one's online presence and reputation.
The document discusses an interview with Paige Price, a regional sales manager, about her career in insurance and perspectives as a millennial working in the industry. Some key points discussed include:
- There is a communication gap between older agents and younger clients that can be addressed by adapting practices to clients' preferred communication methods.
- Sales principles remain the same but execution has changed, requiring understanding audiences and adapting presentations accordingly.
- Technology plays a big role in sales and client decision-making processes, so agents must incorporate technology and stay up-to-date with it.
- Younger clients may relate better to agents closer to their own age who understand their experiences and buying behaviors.
The document provides the results of an online leadership assessment taken by Manik K. Sarker through Korn/Ferry's ProSpective Assessment tool. The assessment identifies Mr. Sarker's top 5 leadership characteristics as Acting with Honor and Character, Making Complex Decisions, Understanding the Business, Getting Organized, and Relating Skills. It also discusses potential blind spots, hidden strengths, problem areas, and how Mr. Sarker's skills compare to others based on Korn/Ferry's research.
Peter Cosgrove presented on investing in people. He discussed common hiring mistakes made by employers such as lack of accountability in recruitment and poor recruitment processes. Cosgrove emphasized the importance of involving existing teams in hiring and ensuring an attractive employee value proposition. He also stressed the importance of retaining talent by focusing on work-life balance, recognition, learning opportunities, and technology. Cosgrove concluded with takeaways around prioritizing talent, making it easy for people to join the company, understanding one's brand, being a good place to work, and the CEO's role in hiring and retaining talent.
The document outlines steps for landing a job in a difficult economy, as presented in the book "How Hard Are You Knocking?" by Tim Augustine. It discusses developing an employment brand, finding career opportunities, creating a branded resume, preparing for and having successful interviews, and succeeding after getting the job. Specific tips include leveraging networks, researching companies and positions, developing result-oriented resumes, making a positive first impression in interviews, and negotiating salary and benefits.
The BlueSky Think Tank Series - Physician Heal Thyself May15 Tracey Barrett
The document summarizes the key themes and discussions from a think tank on developing an effective employer brand for recruitment firms. The recruitment sector faces challenges in attracting and retaining talent. While recruitment firms are experts in hiring for clients, they are less successful at internal recruitment. The think tank discussed how recruitment is still not viewed as a true profession and firms need to better communicate the realities of the job. Developing flexible policies, focusing on employee engagement, improving the candidate experience, and defining success more broadly were some suggestions for strengthening employer brands in the recruitment sector.
The document provides information on various topics related to career opportunities and professional development.
It discusses the top recruiting trend of data-driven recruiting and HR analytics. It also summarizes the top 5 learning and development trends of 2018 which include video learning, learning analytics, gamification, frontline leadership development, and mobile learning.
The document also includes a student review, pre-interview tips, and information on Foursis Technical Solution's digital newsletter and promoting a green initiative.
The document provides guidance on leveraging networking to find a new job. It discusses building perspective by understanding job market trends. A flexible marketing plan with multiple career field options is recommended. The "Diamond-Centered Interview" approach outlines interview best practices for candidates and employers. Closing the sale, following up, and coping with rejection are also addressed. Common job search questions are answered and networking resources are provided.
This document provides tips for military veterans to effectively translate their military experience and skills during a civilian job interview. It begins by explaining that interviews are complex for veterans transitioning to the business world because they must communicate their military background in business terms. It then outlines an 8-step process that Lucas Group uses to help veterans with this translation, including assessing their interests and skills, creating job search plans, and conducting interview conferences. The rest of the document provides 8 specific tips for interview preparation and performance, such as using storytelling, avoiding too many details, translating accomplishments into civilian language, and summarizing achievements in the context of goals and results. The overall message is that thorough preparation is essential for veterans to showcase how their military training and
Effectively Translate Your Military Experience in a Civilian InterviewLucas Group
For any professional career candidate, prepping for a job interview is complicated. There are scores of details to manage: your clothing style, eye contact, speaking skills, non-verbal cues, handshake strength, and your views on college sports…not to mention your actual capabilities. Nailing each variable requires thorough preparation, self-awareness, a high degree of professionalism, and a thorough understanding of your audience. Just as hiring managers pore through resumes with the mindset to eliminate, so too do they look for problems in the interview as justification for not hiring you.
Hay Group_A total reward approach to graduatesJoe Chu
The document discusses approaches organizations are taking to attract, retain, and develop the right graduates. It summarizes interviews with three major clients on their graduate programs. Many organizations now focus on assessing values fit and offering flexible career paths and development opportunities to align with graduates' priorities. Effective communication of total reward packages including benefits, career support, and culture fit are emphasized as important to attracting and keeping the graduates organizations need.
The document discusses Starwood Hotels & Resorts, including its headquarters location, stock symbol, and website. It also lists some of its top competitors. It then provides information on several positions at the company, including project manager, IT consultant, and web security manager, listing typical salary ranges and required qualifications for each role.
This document discusses selecting superior job performers safely under employment law. It notes that biases often prevent hiring the best candidates and instead favor inferior candidates to avoid legal issues. However, the law only prohibits discrimination, not hiring the best person. The document outlines various barriers to superior hiring, including biases around skills, experience and intelligence. It advocates using assessments to identify the key attributes that make someone a superior performer, such as passions and values, rather than just skills or behaviors. By understanding biases and job requirements, organizations can select top talent within legal guidelines.
Whether you're looking for your very first job, switching careers, or re-entering the job market after an extended absence, finding a job requires two main tasks: setting and following through on your goals and using the latest tools to enter the job market. Assuming you've chosen a career objectives and are currently searching for jobs, here are several ways to actually get a job.
The competition for bright young agency talent is fierce. Yet many of the mentors that historically helped young talent are now gone. And if talent development is diminished, the future looks bleak.
Here are some thoughts on mentoring that may help your agency.
The document discusses careers in the insurance industry and attracting top talent. It summarizes the views of several professionals in the industry:
- Steven Lawes, Managing Director of a recruitment firm, says the insurance industry offers diverse career paths and limitless progression for motivated individuals.
- Jo Moxon of BGL argues the industry should promote opportunities in data science, digital technology, and social media to attract young recruits and refresh its image.
- Richard Buckingham agrees the industry is focusing more on customer data and analytics roles to improve customer experience.
- Margaret Doyle says insurers should better promote the variety of insurance roles on campuses and address perceptions it is male-dominated.
- David
Creating A Sustainable Employee Engagement CultureDavid Perry
The document discusses 10 keys to creating a sustainable employee engagement culture through common cause. The keys are grouped under the principles of challenge, communication, and compensation. Under challenge are: setting vision and goals, expecting executive excellence, and allowing creative license. Communication keys include: dialogue with a positive attitude, positive reinforcement, allowing no-fault adaptation, and involving employees in decision making. Compensation keys are: exceeding industry norms for pay, long-term financial ties to the company, and over-the-top rewards for top performance.
This guide presents 15 of the most common interview questions you will face in an interview for a recruitment role and what you need to think about in order to answer them fully.
Cover letter templates that would fix your cover letter stress!Ita John
Our sample cover letters will help you to land the job you so desire!
Getting the perfect cover letter in front of the employer is one of the keys to your success
The competition for bright young agency talent is fierce. Yet many of the mentors that historically helped young talent are now gone. And if talent development is diminished, the future looks bleak.
Here are some thoughts on mentoring that may help your agency.
The document discusses the importance of building relationships throughout one's career. It notes that everyone has life experiences that shape their perspectives and that wisdom comes from encountering different people, roles, and experiences over time. Research findings are presented that show the benefits of mentoring programs, such as increased employee retention, productivity, and career success. Mentoring is proposed as a collaborative way to foster relationships across divisions and generations in an organization in order to drive innovation and employee engagement.
The document provides career advice for young security professionals based on the author's experience working in the security industry. It outlines three key strategies: networking to build professional connections that can help advance one's career; gaining relevant experience, even through unpaid internships, to learn the basics of the field; and developing leadership skills by inspiring others, setting goals, and learning from more experienced mentors. The author emphasizes the importance of networking and personal relationships for career opportunities and survival in the security industry.
Social selling means embracing opportunities on social media to promote your personal brand and business. It has changed how customers research and purchase products and services online. Now more than ever, salespeople must utilize social media for relationship building and demonstrating their expertise, as non-traditional roles are taking on more selling responsibilities. LinkedIn is key for personal branding, connections, and sharing knowledge to position yourself or your business as the trusted advisor when others need recommendations. The document provides tips for using social media effectively and emphasizes that social selling is about building trust over time.
Borrowed Experience: How Working as a Loan Officer Made Me a Better Event Ser...Cameron Ungar
Going from the mortgage lending industry to starting an event services company may not seem like a logical progression to many, but for Cameron Ungar, owner of Stylehawk Event Services, his experience as a loan officer set him up perfectly to succeed as a sport events professional. In this e-book, Cameron talks about the four core competencies that are necessary in both the mortgage lending industry and the event services industry, and how his unique journey has helped him create a company that is well-respected, with services that are in demand by event promoters, as well as venue managers.
The BlueSky Think Tank Series - Physician Heal Thyself May15 Tracey Barrett
The document summarizes the key themes and discussions from a think tank on developing an effective employer brand for recruitment firms. The recruitment sector faces challenges in attracting and retaining talent. While recruitment firms are experts in hiring for clients, they are less successful at internal recruitment. The think tank discussed how recruitment is still not viewed as a true profession and firms need to better communicate the realities of the job. Developing flexible policies, focusing on employee engagement, improving the candidate experience, and defining success more broadly were some suggestions for strengthening employer brands in the recruitment sector.
The document provides information on various topics related to career opportunities and professional development.
It discusses the top recruiting trend of data-driven recruiting and HR analytics. It also summarizes the top 5 learning and development trends of 2018 which include video learning, learning analytics, gamification, frontline leadership development, and mobile learning.
The document also includes a student review, pre-interview tips, and information on Foursis Technical Solution's digital newsletter and promoting a green initiative.
The document provides guidance on leveraging networking to find a new job. It discusses building perspective by understanding job market trends. A flexible marketing plan with multiple career field options is recommended. The "Diamond-Centered Interview" approach outlines interview best practices for candidates and employers. Closing the sale, following up, and coping with rejection are also addressed. Common job search questions are answered and networking resources are provided.
This document provides tips for military veterans to effectively translate their military experience and skills during a civilian job interview. It begins by explaining that interviews are complex for veterans transitioning to the business world because they must communicate their military background in business terms. It then outlines an 8-step process that Lucas Group uses to help veterans with this translation, including assessing their interests and skills, creating job search plans, and conducting interview conferences. The rest of the document provides 8 specific tips for interview preparation and performance, such as using storytelling, avoiding too many details, translating accomplishments into civilian language, and summarizing achievements in the context of goals and results. The overall message is that thorough preparation is essential for veterans to showcase how their military training and
Effectively Translate Your Military Experience in a Civilian InterviewLucas Group
For any professional career candidate, prepping for a job interview is complicated. There are scores of details to manage: your clothing style, eye contact, speaking skills, non-verbal cues, handshake strength, and your views on college sports…not to mention your actual capabilities. Nailing each variable requires thorough preparation, self-awareness, a high degree of professionalism, and a thorough understanding of your audience. Just as hiring managers pore through resumes with the mindset to eliminate, so too do they look for problems in the interview as justification for not hiring you.
Hay Group_A total reward approach to graduatesJoe Chu
The document discusses approaches organizations are taking to attract, retain, and develop the right graduates. It summarizes interviews with three major clients on their graduate programs. Many organizations now focus on assessing values fit and offering flexible career paths and development opportunities to align with graduates' priorities. Effective communication of total reward packages including benefits, career support, and culture fit are emphasized as important to attracting and keeping the graduates organizations need.
The document discusses Starwood Hotels & Resorts, including its headquarters location, stock symbol, and website. It also lists some of its top competitors. It then provides information on several positions at the company, including project manager, IT consultant, and web security manager, listing typical salary ranges and required qualifications for each role.
This document discusses selecting superior job performers safely under employment law. It notes that biases often prevent hiring the best candidates and instead favor inferior candidates to avoid legal issues. However, the law only prohibits discrimination, not hiring the best person. The document outlines various barriers to superior hiring, including biases around skills, experience and intelligence. It advocates using assessments to identify the key attributes that make someone a superior performer, such as passions and values, rather than just skills or behaviors. By understanding biases and job requirements, organizations can select top talent within legal guidelines.
Whether you're looking for your very first job, switching careers, or re-entering the job market after an extended absence, finding a job requires two main tasks: setting and following through on your goals and using the latest tools to enter the job market. Assuming you've chosen a career objectives and are currently searching for jobs, here are several ways to actually get a job.
The competition for bright young agency talent is fierce. Yet many of the mentors that historically helped young talent are now gone. And if talent development is diminished, the future looks bleak.
Here are some thoughts on mentoring that may help your agency.
The document discusses careers in the insurance industry and attracting top talent. It summarizes the views of several professionals in the industry:
- Steven Lawes, Managing Director of a recruitment firm, says the insurance industry offers diverse career paths and limitless progression for motivated individuals.
- Jo Moxon of BGL argues the industry should promote opportunities in data science, digital technology, and social media to attract young recruits and refresh its image.
- Richard Buckingham agrees the industry is focusing more on customer data and analytics roles to improve customer experience.
- Margaret Doyle says insurers should better promote the variety of insurance roles on campuses and address perceptions it is male-dominated.
- David
Creating A Sustainable Employee Engagement CultureDavid Perry
The document discusses 10 keys to creating a sustainable employee engagement culture through common cause. The keys are grouped under the principles of challenge, communication, and compensation. Under challenge are: setting vision and goals, expecting executive excellence, and allowing creative license. Communication keys include: dialogue with a positive attitude, positive reinforcement, allowing no-fault adaptation, and involving employees in decision making. Compensation keys are: exceeding industry norms for pay, long-term financial ties to the company, and over-the-top rewards for top performance.
This guide presents 15 of the most common interview questions you will face in an interview for a recruitment role and what you need to think about in order to answer them fully.
Cover letter templates that would fix your cover letter stress!Ita John
Our sample cover letters will help you to land the job you so desire!
Getting the perfect cover letter in front of the employer is one of the keys to your success
The competition for bright young agency talent is fierce. Yet many of the mentors that historically helped young talent are now gone. And if talent development is diminished, the future looks bleak.
Here are some thoughts on mentoring that may help your agency.
The document discusses the importance of building relationships throughout one's career. It notes that everyone has life experiences that shape their perspectives and that wisdom comes from encountering different people, roles, and experiences over time. Research findings are presented that show the benefits of mentoring programs, such as increased employee retention, productivity, and career success. Mentoring is proposed as a collaborative way to foster relationships across divisions and generations in an organization in order to drive innovation and employee engagement.
The document provides career advice for young security professionals based on the author's experience working in the security industry. It outlines three key strategies: networking to build professional connections that can help advance one's career; gaining relevant experience, even through unpaid internships, to learn the basics of the field; and developing leadership skills by inspiring others, setting goals, and learning from more experienced mentors. The author emphasizes the importance of networking and personal relationships for career opportunities and survival in the security industry.
Social selling means embracing opportunities on social media to promote your personal brand and business. It has changed how customers research and purchase products and services online. Now more than ever, salespeople must utilize social media for relationship building and demonstrating their expertise, as non-traditional roles are taking on more selling responsibilities. LinkedIn is key for personal branding, connections, and sharing knowledge to position yourself or your business as the trusted advisor when others need recommendations. The document provides tips for using social media effectively and emphasizes that social selling is about building trust over time.
Borrowed Experience: How Working as a Loan Officer Made Me a Better Event Ser...Cameron Ungar
Going from the mortgage lending industry to starting an event services company may not seem like a logical progression to many, but for Cameron Ungar, owner of Stylehawk Event Services, his experience as a loan officer set him up perfectly to succeed as a sport events professional. In this e-book, Cameron talks about the four core competencies that are necessary in both the mortgage lending industry and the event services industry, and how his unique journey has helped him create a company that is well-respected, with services that are in demand by event promoters, as well as venue managers.
1. newsLine | SEPTEMBER/OCTOBER 2013 11
T
he job market has seized over the
past several years, and the rare
posted position goes quickly,
and to a very qualified individ-
ual. More and more students are graduat-
ing from college; a Bachelor’s degree and
even a post baccalaureate degree is no lon-
ger what it used to be. So how does one set
themselves apart from their competition?
The equipment finance industry is unique
in the sense that those who are employed
within it often remain loyal and make a
lifelong career out of it. When I graduated
from college, I bounced around between
industries until I found this one. At con-
ferences, I often joke with others and we
laugh about how none of us would have
thought we would end up in this industry.
It wasn’t just the people and the ever-
changing dynamics of the business that
kept me interested. It wasn’t until I
attended the NEFA Institute for Leasing
Professionals (ILP), studied for several
months, and then sat for the Certified
Lease Professional (CLP) exam and passed
it, that I realized I had inadvertently cho-
sen my career. It was the experience of the
additional education and certification that
led me to where I am now.
Education
A wise man (Gerry Egan) once stated,
“Education in your own career, your cho-
sen field of endeavor is the only asset that
will pay you dividends in any market con-
ditions, never losing value; using (spend-
ing) it increases rather than diminishes its
principal value; and no government policy
or market stupidity can ever rob you of it.”
It’s true; especially so in a relatively unreg-
ulated industry with no mandatory licens-
ing or continuing education requirements.
Knowledge and information are some
of the best investments you can make in
yourself and something that no one can
strip you of.
The Age Factor
This is especially important when you
look at a person’s age, which no one has
any control over. I can’t help the fact that
I’m on the younger end of the spectrum
in this industry, and while more mature
individuals may complain about ageism, I
can tell you that the reverse is true as well.
If there’s ever a question of how to set yourself apart from others, education and
certification are your answers.
By Reid Raykovich, CLP
2013 Annual Funding Symposium
Continuing Education
and Certification:
Why it’s Important
to Stay on Top of
Your Game
2. When applying for the Executive Director
position of the CLP Foundation, I was
constantly reminded that I didn’t have
the “experience” of other candidates.
What set me apart was my CLP certifica-
tion. I had already proven to the Board of
Directors that I took continuing education
and certification very seriously; I believe
it’s what led to their decision to hire me.
For argument’s sake, let’s also look at the
opposite end of the spectrum and consider
the more mature colleagues in the indus-
try. Some feel threatened by the younger
crowd and feel that employers value youth
over experience. If that’s the case, how do
older people separate themselves from the
younger generation? Again, I argue that it
is continuing education and certification.
It’s an unstoppable combination when a
person has experience, education, and
certification; the younger candidate will
never be able to compete. It’s a reality
check for me to realize that I was a CLP
certification away from not becoming the
Executive Director of the Foundation.
A Customer’s Perspective
Your customer looks for the best person
out there. With the age of the Internet,
almost anything can be researched without
the assistance or expertise of others; but
with the abundance of information comes
the frustration of having to wade through
all of it. Do you ever go to a website, scan
it briefly, and then get overwhelmed?
What if you were able to show your cus-
tomer that you’ve done the research for
them and that you won’t waste their time
and give them information that they don’t
need? With your continuing education,
you can assure them that you have the
latest information and can give them the
confidence that you’re the “expert” that
they can rely on.
Certification
There are critics out there who think that
continuing education is worthwhile in
and of itself because of the knowledge the
student gains. I agree with this statement;
information and knowledge are great, but
why not take it a step further and gain a
certification which proves that you have
become a master in your industry. It is
gaining your CLP certification that makes
you stand apart from others.
In 2003, I was only 3 years out of college,
and after a serious health issue, I found
myself working for Premier Lease & Loan
Services, now Great American Insurance.
We had a fairly unique product, in that we
offered forced place insurance and would
be categorized as a service provider. I was
12 newsLine | SEPTEMBER/OCTOBER 2013
3. a Relationship Manager at the time, but
I didn’t have a firm grasp of what was
keeping my clients up at night. I wanted
to know everything that my clients knew,
so I made the decision to attend the ILP
and then use it as a kickoff to study for
the CLP exam. I understood that I would
not be able to become an actual “Certified
Lease Professional” because I didn’t have
the required time in the industry, but it
was the ultimate crash course in the equip-
ment finance world. After completing the
process, I felt as though I had worked in
the industry for years, and I could under-
stand my clients’ frustrations and was
able to address them more effectively and
intelligently.
In some instances, it’s not certification
solely for the individual that’s impor-
tant, it’s what certification means for
the entire company. Financial Pacific
Leasing is a perfect example of this, and
as a disclaimer, a previous employer of
mine. Terey Jennings, CLP, SVP Business
Development, once remarked, “If every-
one in our company went through the
process, would it make us a better com-
pany? The answer is always ‘yes’.”
As our industry’s only measure of excel-
lence, the CLP certification shows you
took the initiative to understand all aspects
of the industry and you have the designa-
tion to show you are head and shoulders
above other leasing professionals.
When the CLP Foundation surveyed CLPs
in late June of 2013, 100% of the respon-
dents agreed with the statement: “The
CLP designation helps my business.” All
survey respondents also agreed with the
statement: “CLPs are industry leaders
held in high regard.” If there’s ever a ques-
tion of how to set yourself apart from oth-
ers, education and certification are your
answers. Why not help your business and
become an industry leader held in high
regard? The only thing stopping you is
yourself. •
newsLine | SEPTEMBER/OCTOBER 2013 13
ABOUT THE AUTHOR
Reid Raykovich, CLP took
over as Executive Director
of the CLP Foundation in
April 2012. She has been
active in the equipment
finance industry since
entering it in 2003,
leaving for a short while after the birth of her
daughter. She is past Regional Director of NEFA
and was chairperson for the 2009 NEFA Super
Regional Exposition. Reid can be reached at
206-535-6281 or reid@clpfoundation.org.