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Managing Your Career    Tamas Hevizi
                                       Discussion with
                              ...
The quality of your life is in direct proportion to the
    amount of uncertainty you can comfortably deal with.

    - An...
Credits
This document is a result of ad-hoc interviews, brainstorming sessions
and a web survey with over 180 executives i...
MBAs Need New Job Market Strategies

              Too many candidates chasing
     WHY?
              too few great posit...
Career Change #1
It’s Not What You Know. It Never Was.
              •Relationships
              •Execution
             ...
My LinkedIn Survey results
    I asked executives on my LinkedIn Network in a poll on
    What is the most important execu...
Survey Detailed Insights

                                        •Align strengths with with job expectations
            ...
Career Change #2
Status Quo is Shifting. Break New Ground.
               •Entire Industries Redefined
               •New...
Insights from Execs
    Unprecedented Competition in Job Market
    •Each position has an ROI. Make sure you understand an...
The 3 Most Important Questions
     Do You Have The Skills?
     •Can you demonstrate the technical and functional skills ...
Career Change #3
Your Career Will Take Longer. Unless…
           •Change / Rotation
           •Mentorship
           •Tr...
Career Accelerators
     Build Your Network
     •Critical to build and maintain a network of industry peers, customers an...
Anatomy of a 4 week job search

       Candidate:                               VP in a failing consulting firm
       Tim...
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MBA Careers in Turbulent Times

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MBA Careers in Turbulent Times

  1. 1. Managing Your Career Tamas Hevizi Discussion with Villanova MBAs in a Turbulent Market SVP - SAP AG April 5, 2009
  2. 2. The quality of your life is in direct proportion to the amount of uncertainty you can comfortably deal with. - Anthony Robbins 2
  3. 3. Credits This document is a result of ad-hoc interviews, brainstorming sessions and a web survey with over 180 executives in February 2009 for the sole purpose of providing insights to the next generation of leaders - our graduating MBAs. Special thanks to the following for their comments and insights: Lauren Doliva, Managing Partner, Heidrick& Struggles Valerie Wandler, SVP HR, Aramark Peter Haabestad, Managing Partner, Guardian Capital John Nugent, Harvard AMP Class, Former EVP SAP Al Nietzel, CAO ADP Mitch Blumenfeld, CFO AmerisourceBergen Drug Co. Joe Amato, Managing Director, CSC Linda Seale, Partner, Wilson SonsiniRosati Stephanie Perrin, Director Risk Management, Service Canada Jeff Richards, Managing Partner, Alsbridge Fred Wilf, Partner, Morgan Lewis LLP Chris Gopal, COO Applied Solar Ravi Ravikumar, Principal, Deloitte Bill Hartman, Managing Director, Brand Velocity Several MBA class students at Kellogg and Harvard through Twitter.
  4. 4. MBAs Need New Job Market Strategies Too many candidates chasing WHY? too few great positions Traditional job search strategies WHAT? mostly fail in big organizations There are some great practices for HOW? standing out and being selected 4
  5. 5. Career Change #1 It’s Not What You Know. It Never Was. •Relationships •Execution •Flexibility
  6. 6. My LinkedIn Survey results I asked executives on my LinkedIn Network in a poll on What is the most important executive skill to focus on in these times. 180 responded to the survey and 45 followed up with detailed comments Execution is the most important focus. Business Expertise is the least. Full Survey: http://is.gd/qz0G 6
  7. 7. Survey Detailed Insights •Align strengths with with job expectations •Surprisingly, IT and Sales are the most relationship oriented roles •Operations is most expertise based •Execution focus increased by age and relationship building became less critical Full Survey: http://is.gd/qz0G 7
  8. 8. Career Change #2 Status Quo is Shifting. Break New Ground. •Entire Industries Redefined •New Businesses Born •New Jobs Emerging
  9. 9. Insights from Execs Unprecedented Competition in Job Market •Each position has an ROI. Make sure you understand and demonstrate it. •However new jobs will be created in sales and areas where profitability can be increased You Must Create Your Own Job •Identify non-traditional career paths, cross functional roles •The best jobs are never advertised The Most Important Talent Is The Ability To Execute •Intelligence is just point of entry however the ability to deliver on commitments matters above everything else. •Roll up your sleeves and get into details 9
  10. 10. The 3 Most Important Questions Do You Have The Skills? •Can you demonstrate the technical and functional skills for the job •Can you identify how your job adds value to the target company Do You Have the Passion? •Can you demonstrate why this your dream job or even your calling? •Can you get others excited about how you can improve this job area? •Will you be able to do 2 jobs in one in this economy? Will You Step Up to a Vision? •Businesses crave leaders at all levels •Can you articulate issues facing the business and possible solutions? •Can you convince others to follow you through uncertainty? •Can you lead without official power? 10
  11. 11. Career Change #3 Your Career Will Take Longer. Unless… •Change / Rotation •Mentorship •Transformational Projects
  12. 12. Career Accelerators Build Your Network •Critical to build and maintain a network of industry peers, customers and partners – your Weak Ties •Best networks are about finding ways to contribute to others •Take your networks offline (calls, meetings, dinners) •Be visible. Let opportunities come to you. Have Mentors •Find others that worked through past crises and executives in your company and in other companies •Bring research, insights and relationships to them. Keep them engaged •Leaders love the mentoring process Take Leadership •The world is shifting and noone knows the answers any more •Your ability to set a direction, act with conviction and persuade others has a premium at all levels 12
  13. 13. Anatomy of a 4 week job search Candidate: VP in a failing consulting firm Time to land new position: 4 weeks Week 1 -200 emails to weak ties in network with target position and insights about industry and trends - no resumes !!! -20 email responses for follow-up (10%) – sent resumes Week 2 -5 phone interviews and discussions (2.5%) -2 live interviews confirmed (1%) Week 3/4 Outside In point of view created about target companies issues, trends Strong position statement on how he can add value short and mid-term 5 interviews completed at 1 company (0.5%) Offer received and negotiated. 13

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