Csuite

Is There a “CFO” List?

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Negative publicity is still publicity, right? Not in my book. Once we form a negative opinion about a company or brand, it takes monumental effort to have our perspective altered. Unfortunately, sometimes we deal with those companies and brands anyway … complaining all the while. My love/hate relationship with Facebook is evidence of a company (and controlled platform) I dislike but use anyway even as I grumble.

I am sure no CFO would be pleased to find their company on the “20 Most Hated Companies” list. That is negative publicity no Senior Executive would enthusiastically welcome.

Reading that list, though, caused me to wonder … might there be a “most wanted” recruiter list for Chief Finance Officers? Obviously not a public list, but quite possibly some kind of internal list probably does exist. If such a list does exist, perhaps it would look something like this …

Top Notch Candidates

This list would be comprised of those visible, known, and accomplished candidates who are employed and in high demand. If you are constantly getting calls from recruiters for exactly the kinds of positions you would be seeking in your next role, then you have probably made this list.

Been There, Done That … No Thanks

If you’ve burned a recruiter or company; pretended to be something or someone you clearly are not – and been discovered; quit a position before you ever walked in the door on your first day; or have a tendency to treat anyone other than a decision-maker with condescension … you could find yourself on this list. And it could be a list that is not only shared internally, but also within the very small world of recruiting. It seems like negative publicity gets faster notice than positive publicity far too often … and job search candidates are not immune from that notice.

Unknown

This isn’t really a list, but a blank sheet. If you are unknown and choose to stay that way, you will never make it onto either of the other two lists. But, if you desire to be known and become a credible, viable, sought-after candidate, this presents an opportunity to position yourself as a top-notch candidate. Basically, you have a blank canvas and endless opportunity.

Need help getting on that “Top-Notch CFO Candidate” list? Give me a call. I would love to help you if I can.

 

Copyright CFO-Coach 2018

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Cindy Kraft is the CFO-Coach and America’s leading Career & Personal Brand Strategist for Corporate Finance Executives helping clients understand their marketability, articulate their value, and position themselves as the clear and compelling choice. She is a Certified Reach Personal Brand Strategist, Certified Reach Online Identity Strategist, Certified Career Management Coach, Certified Professional Resume Writer, and Job & Career Transition Coach. Cindy can be reached via email Cindy@CFO-Coach.com, by phone 813-727-3037, or through her website at www.CFO-Coach.com.

Are We Losing the Ability to Right Write?

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Yes, I did that intentionally, and it was incredibly painful to do so. But the question remains … are we? Which begs another question … does it matter?

Many years ago, a 5th grade English teacher told me that she instructed her class to write an essay. Half the class turned in a “text” version (u r c-ing an xample rite here). She also told me that outside of spelling class, incorrectly spelled words did not matter. I remember being completely shocked at the time, but I am even more shocked as I see what passes for “English” on social media.

I can almost – almost – look the other way on Facebook. Almost. As someone who makes a living writing, it is very challenging. However, seeing the complete inability to use proper grammar, spelling, and sentence structure on Linkedin, a professional network and the digital home for many executives, is distressing and worrisome.

A week or so ago, I saw a comment by a CEO of a small company. Perhaps this person was educated in a school where text talk in essay writing was okay and spelling did not matter. I took a snapshot of the comment, but cannot bear to post the graphic. Suffice it to say, there was no punctuation, not even periods to end sentences, and therefore, no initial caps to begin new sentences. It was 8 lines of text containing, I think, 5 sentences – but I cannot be sure. This from a person with a title of Chief Executive Officer.

Now, the CFOs with whom I deal are typically 45+ and, like me for the most part, hold the belief that the English rules of punctuation, grammar, and spelling apply, even if we don’t always get the latter correct. And I believe that those in positions to hire C-suite executives care, at least for now, about their executive team’s ability to write coherently, logically, and legibly.

I would caution people that everything on social media that is posted by you can be found by others, and that your digital footprint has the ability to make or break your candidacy for certain positions. If you cannot, or chose not to, write a legible post or comment on Linkedin, why ever might one believe you could or would be able to do so in a senior leadership role where communication skills are so vitally important?

So I am curious what you think … does it matter in this day and age whether or not we can write right?

Copyright CFO-Coach 2017

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Cindy Kraft is the CFO-Coach and America’s leading Career & Personal Brand Strategist for Corporate Finance Executives helping clients understand their marketability, articulate their value, and position themselves as the clear and compelling choice. She is a Certified Reach Personal Brand Strategist, Certified Reach Online Identity Strategist, Certified Career Management Coach, Certified Professional Resume Writer, and Job & Career Transition Coach. Cindy can be reached via email Cindy@CFO-Coach.com, by phone 813-727-3037, or through her website at www.CFO-Coach.com.

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5 Reasons to Hire a Resume Writer

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Last week one of my colleagues wrote an article opining that no one should ever hire a resume writer. Rather, candidates should all enroll in her *paid* class so she can teach them how to write their own resume. It is definitely a choice.

I’m going to offer the flip side of why it makes sense for most people, particularly C-suite executives, to hire a resume writer.

Writing is not your forte

As a CFO, your area of expertise is finance, and operations, and possibly IT, and quite possibly you oversee HR, legal, real estate, construction, purchasing, to name a few. None of my finance clients, though, have ever told me that they felt they excelled at writing their own marketing documents.

However, if you do excel at writing about yourself … fabulous! Just be sure you are writing through the lens of value.

You are surrounded by your own paradigms

And those paradigms are usually responsibilities held and duties performed. It is tough to be competitive when relying on things you did rather than how you delivered. And sometimes, it is challenging to step out of that perspective and look at your contributions through the lens of value. It is precisely why athletes hire coaches. The coach can see and evaluate performance from a different perspective.

My one caveat to hiring a resume writer would be when working together is all superficial without being an authentic representation of who you are, how you communicate, and your clear and compelling value as a leader who solves problems. In that case, save your money and do it yourself.

You have one chance to make a first impression

Whether that first impression comes through your resume or a networking contact or your Linkedin profile, your written documents, elevator pitch (if you use one), and introduction all need to convey an integrated value message.

Your value message must be cohesive across all your marketing documents

That does not mean that your documents should be repetitive or redundant. In fact, they should be the opposite. Think of your marketing documents (resume, cover letter, Linkedin profile, leadership brief) as building blocks. Every time a company decision maker or recruiter looks at another one of your documents, they should see more and more evidence, credibility, and viability as the problem solver they want and need.

You have support with a vested interest in your success

Job searching is not for the faint-of-heart. Even with a top-notch resume, if you don’t know how to use it effectively, it probably won’t do what you need it to do. Sometimes, it is nice to know that you have an objective coach in your corner who can keep you accountable and provide support and insight.

If you are a Chief Financial Officer or up-and-coming CFO who is ready to make that great first impression with a compelling value message as a problem solver who delivers tangible impacts, let’s talk. Historically, we see the middle of September as the beginning of an active job search season so the time to get ready is now!

Copyright CFO-Coach 2017

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Cindy Kraft is the CFO-Coach and America’s leading Career & Personal Brand Strategist for Corporate Finance Executives helping clients understand their marketability, articulate their value, and position themselves as the clear and compelling choice. She is a Certified Reach Personal Brand Strategist, Certified Reach Online Identity Strategist, Certified Career Management Coach, Certified Professional Resume Writer, and Job & Career Transition Coach. Cindy can be reached via email Cindy@CFO-Coach.com, by phone 813-727-3037, or through her website at www.CFO-Coach.com.

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Four Issues That Contribute To An Extended Job Search

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You know that old adage … “if it sounds too good to be true, it probably is”? Such is my perspective on articles and books and courses that are titled something like … “How to Get Your Next Job in 30 Days.” Is it possible? Maybe. Is it probable in today’s economic job market? Probably not for most people. And yet, unrealistic expectations abound, setting up job search candidates for massive disappointment when 30 days pass and unemployment is still a reality. The job search process is challenging enough without going into it with unrealistic expectations.

Here are four reasons why finding that next right-fitting Chief Financial Officer opportunity usually takes longer than 30 days.

There are limited CFO slots

Competition is fierce at the C-level. Getting noticed by companies who need your particular problem-solving skills and are willing to pay, and pay well to get them, requires branded value positioning and visibility. It is nearly impossible to stand out from the competition if you look just like all of your competitors.

With accomplished, contributing CFOs staying in their positions longer, finding those limited opportunities becomes even more of a challenge as the finance leadership space becomes even tighter.

Failing to plan is planning to fail

Most CFOs are so busy working their jobs that they don’t make time for managing their careers. The time to create or update a resume and Linkedin profile is not when a new position is needed, but well in advance of needing or wanting a new position.

Most really great opportunities come when you aren’t looking. However, if you don’t have those documents at the ready, that great opportunity could quickly become a missed opportunity. In fact, without a visible social media presence, that great, right-fitting opportunity might not even be known by a candidate.

A weak network

The value of a strong network cannot be understated. Your best opportunities will almost always come from a referral source, which mandates building your network before you need to use that network.

Over-reliance on ineffective job boards

Job boards have become the bane of job search, particularly the executive job search. Anything that seems as easy as sending off a resume to a job opening that seems like a perfect fit for you and your skills … just doesn’t typically yield much of a return. To say job boards are ineffective is a gross understatement and yet, it is an easy trap for many candidates.

The job search is anything but easy, especially when you are competing in a space with limited openings. That makes controlling the other three issues even more critical to shortening an otherwise grueling and frustrating process.

Copyright CFO-Coach 2017

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Cindy Kraft is the CFO-Coach and America’s leading Career & Personal Brand Strategist for Corporate Finance Executives helping clients understand their marketability, articulate their value, and position themselves as the clear and compelling choice. She is a Certified Reach Personal Brand Strategist, Certified Reach Online Identity Strategist, Certified Career Management Coach, Credentialed Career Master, Certified Professional Resume Writer, and Job & Career Transition Coach. Cindy can be reached via email Cindy@CFO-Coach.com, by phone 813-727-3037, or through her website at www.CFO-Coach.com.

 

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3 Tips for Thinking More Strategically in a CFO Career Search

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CFO.com just published an article entitled “How CFOs Can Take on Bigger Roles.” The title sounds like it could be addressing a CFO career climb. Since they didn’t … I will!

The strategy behind taking on a bigger role is not much different whether you are “challenging the business and identifying new opportunities” as a finance leader –or- making the move to a more expansive CFO role externally.

Today’s most sought-after CFO is strategic by nature, elbow-deep in how operations drive numbers and vice-versa, building relationships internally and externally, and setting and guiding the company’s short- and long-term vision. The career challenge for CFOs is taking what they do in their jobs and translating that to create value messaging in anticipation of the next, bigger role.

– Identify and Embrace Your Value

This is usually the most challenging part of the work I do with my CFO clients. It is also the most effective.

A candidate’s value comes from his ability to solve problems and deliver tangible impacts. Value does not come from responsibilities held and duties performed. For most job search clients, especially the most accomplished, it is often tough to see the forest for the trees. It is imperative to take a step out of the responsibility/duty paradigm and dig deep into how you solve problems and position the company to grow, make money, expand market share, and otherwise reach corporate objectives.

Recognizing your value is the first part. However, just knowing it is not enough. It must be front and center of every marketing document as well as all career-related conversations. With value positioning as an anchor, the days of self-identifying by job title end and your appeal as a candidate who can solve a prospective company’s problems increases significantly.

– Who Cares

Identifying your target audience is critically important. Not every company is a great fit for your unique skill set, and more importantly, there are jobs that derail careers and set finance leaders up to fail. You don’t want those.

Knowing which companies do need your skills, are a great fit for your skills and ability, and have a success environment in which you can succeed helps you to be focused in your search efforts and enables your network to be more effective.

– Close the Gap

When you are clear on your value and who needs it, close the gap. Build visibility around your unique problem-solving skills among your target audience. And, to ensure you get the opportunity you want rather than a job you need, begin 9-12 months before you intend to make a move.

Copyright CFO-Coach 2017

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Cindy Kraft is the CFO-Coach and America’s leading Career & Personal Brand Strategist for Corporate Finance Executives helping clients understand their marketability, articulate their value, and position themselves as the clear and compelling choice. She is a Certified Reach Personal Brand Strategist, Certified Reach Online Identity Strategist, Certified Career Management Coach, Credentialed Career Master, Certified Professional Resume Writer, and Job & Career Transition Coach. Cindy can be reached via email Cindy@CFO-Coach.com, by phone 813-727-3037, or through her website at www.CFO-Coach.com.