finance

What is Your Value?

by

Nick Corcodilos published a blog post discussing a candidate’s value. It’s very good. Two comments in particular are relevant for my CFO audience.

<<I think the big mistake people make is that they try to view their worth, or value, in absolute terms. That is, they think there’s a number — a certain amount of money, or a money range — that they deserve based on their experience, credentials, knowledge, skills and so on.>>

The vast majority of resumes that cross my desk from Chief Financial Office prospects are focused on duties, responsibilities, skills, and key words. It is so incredibly difficult, if not outright impossible, to compete on those things. And none of those, in and of themselves, establish your value or your worth.

<<I think value and worth are in the eye of the beholder. It’s why sales people exist! Their job is to make something they’re selling seem more valuable to you so that you’ll pay more to get it.>>

While not always easy for Finance Executives, this is actually the key to establishing your marketable value AND differentiation from your competition AND positioning for a top-tier compensation package. Your value lies in your ability to solve problems and deliver tangible impacts.

Establish your value, both in your verbal and written messaging, by first identifying your problem-solving abilities – how have you resolved a company’s issues, situations, challenges – and then detailing the tangible impact that allowed the company to achieve its goal, avoid impending negative outcomes, or mitigate or eliminate potential risks.

Every time you speak from the place of solving problems and delivering impacts, your value – in the eyes of prospective companies – is solidified. It is not about “what” you do … it is about “how” you do what you do.

Want to know how to clearly articulate your value? Give me a call!

 

Copyright CFO-Coach 2018

***********************

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.

Is There a “CFO” List?

by

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

***********************

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?

by

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

***********************

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.

SaveSave

SaveSave

5 Reasons to Hire a Resume Writer

by

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

***********************

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.

SaveSave

3 Tips for Thinking More Strategically in a CFO Career Search

by

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

***********************

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.

Dude … Sir … or, Name?

by

Does it matter what your employees call you … as long as they are calling you?

Life in general seems to have become very casual, and that attitude has definitely transcended the workplace at many companies. Personal responsibility, respect for positions of authority, and general courtesy and professionalism seem atypical these days.

Or, maybe I am just old school and jaded … at least by today’s standards. However, I live in the south and still appreciate hearing people respond with “mam and sir.” I use those terms of respect all the time. I wasn’t raised in the south, but living here for 30 years has had an impact on how I address people. I just don’t see respect, as a foundational value, in the world at large. Maybe, culture simply trumps professionalism and respect for authority and most people accept that fact.

This blog post came about as a discussion by one of my networking colleagues on Linkedin talking about being called “dude” by one of his team members. Most people who commented were okay with that address by a direct report. On the other hand, I would be shocked to hear a CFO call his CEO or board members or investors “dude” when addressing them. Or, has this also become the norm?

What about the outside perspective? If your employees call you “dude” or whatever, and you are okay with that causal address in the workplace, what happens when those same employees call you that in front of your clients and/or customers –or- call your clients and/or customers by that same name? How does it, or would it, affect their perspective of you and your company? Would it impact your branded positioning? Is this pattern so common place that it just does not matter?

Am I simply making much ado about nothing? I would love to hear your thoughts on this subject. Disagreeing – respectfully – is one of the wonderful things about living in the Land of the Free, Home of the Brave.

Copyright CFO-Coach 2017

***********************

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.

Linkedin Profiles & CFOs

by

Fast Company recently posted an informative article on what recruiters prefer to see in a Linkedin profile. It is good advice, and you can read it here. I thought I would add my two cents, aimed specifically at CFOs, to the information.

– Keep Your Profile Current

It is so easy to “forget” about Linkedin when you are not in job search mode. The reality is that recruiters are always looking for top-quality passive candidates and one of their sourcing methods is Linkedin. Keeping your profile current so you can be found, and your contributions as a problem-solving CFO are front and center, is a commendable career management strategy.

– What Constitutes a Headline?

It isn’t your current or most recent job title. The moment we identify by job title rather than value to a prospective company, we begin to lose important positioning.

Think about what entices or intrigues you to actually read an article or a post beyond skimming “headlines.” That same methodology applies to recruiters, while simultaneously differentiating you from the competition.

Honing in on how you are different from your competitors and how you have (and do) deliver value is the beginning of an effective headline.

– Your Profile Might be your Home on the Web

And if it is, it is NOT the same as your resume. Nor should it be a mere recitation of duties and responsibilities held throughout your career. Your “home on the web” is best utilized by creating an authentic and cohesive value-story that begins with your headline and ends with contributions delivered throughout your career, including any hobbies or personal interests that further or solidify your value positioning. Culture fit is the most challenging piece of the hiring process, so your ability to showcase fit-for-culture will only enhance your appeal.

If you need help crafting your value positioning on and off the web, let’s talk. You can reach me at Cindy@CFO-Coach.com or 813-727-3037.

Copyright CFO-Coach 2017

***********************

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.

Your Brand (Image) Precedes You

by

Over the past few months, I’ve noticed many more of my CFO clients choosing branding packages over the standard marketing document packages. Then, as usually happens before I write a blog post, a couple of things along that line caught my attention. In particular, this snippet from a FENG member in a recent newsletter …

… there was a section entitled "See yourself as Others See You" that was quite helpful. For example, when I see myself as thoughtful, a good listener, and considerate under pressure someone else may perceive that as non-demonstrative, unconcerned, and hesitant! So I really agree with one of your summary statements: "You really need to be as correct as possible about the 'person' you are projecting."

Be as correct as possible about the person you are projecting. 

Just pause for a moment and let that realization sink in. The writer offered a good analogy and it affirms that who we believe we are is often perceived differently by others. What are you projecting to others that might unintentionally be sending the wrong message?

The easy answers revolve around age. Since most Chief Financial Officers and other Senior Finance Executives are rarely spring chickens, what message is your brand sending to people in advance of meeting you?

–Rather than wearing your battle scars proudly, are you really conveying near extinction?

–Have wisdom and contributions been trumped by difficulties and responsibilities?

Beyond age, how are you perceived by others?

–As an administrator or a leader?

–An executive who empowers or who micromanages?

–A finance nerd or one who owns the seat at the executive table?

Perhaps, through bad economic circumstances,

–Your resume is in all the job boards making you appear desperate.

–You worked yourself out of a job but your resume screams “unemployed.”

Understanding how others perceive you is the first step in the branding process. Without that knowledge, it’s impossible to create and then take the steps necessary to reinforce what’s true or alter what’s not. That message is apparently resonating with more and more finance executives. 

What image is preceding you … and is it true?

Cell Phone Etiquette

by

This very curious email came to me through a contact at MyCFONetwork, asking for my thoughts …

In the past two days, I have been privy to listen to someone pitching a new business idea to a colleague and also someone chatting to their commercial insurance broker. 

And this

People that conduct business conversations on their cell phones while visiting the restroom … proper business etiquette? 

The age of “always connected” has made us lose all common sense, hasn’t it?  Things that we would otherwise have only talked about in the privacy of our homes or offices are now talked about and typed about very publicly. However, “business” still carries a modicum of confidentiality and as a finance or other executive, business etiquette should apply.

— Talking about a business deal at lunch with a colleague is typically done in hushed tones with heads leaning forward to create an environment of confidentiality. Deals done on cell phones are usually discussed at double volume for the entire restaurant to hear. Regardless of what public place you find yourself, my suggestion … let the call go through to voice mail and return it in a private setting. Or, if you think the call is that important, step outside or find an isolated, quiet place to converse. Have you considered what confidential information you might be revealing by talking so publicly?

— In the restroom. Seriously? I shouldn’t even have to comment but since I was asked, I will. Do you really need to have a business conversation while doing your personal business? How do you think it is perceived on the other end to hear the toilet flushing (or worse) or the water running or the hand dryer blowing? Do you want that image attached to your brand. My suggestion, let the call go through to voice mail and call them back from a quiet, private environment.

— And finally, please don’t ever call in sick, ask for a raise, or resign through texting.


What crazy things have you heard people discussing on their cell phones, where were they, and what were you're thoughts when you heard it?

The Buzz is Audible

by

I've noticed some increasing buzz in the corporate finance space. Opportunities that seemed to be flat-lining over the past year have a pulse again. CFOs who spent the last 12-15 months hunkered down in positions they hated are now cracking the door to see what other options might be available. How do I know? My phone is ringing constantly.

While hiring is definitely lagging … and recent stats indicate that pre-recession staffing levels probably won’t return for another couple of years … it’s a great time to be a senior finance leader. 

A high-value, socially well-connected Chief Financial Officer, who may now or in the future want to move, should pay attention to the buzz. 

–Network. The best time to network is when you don’t need to network. You don’t need anything and are in a position to give and help others. Ramp it up. With the ease of online networking, devoting 15 minutes a day to the effort can make a huge difference.

–Get Visible. If you’re brilliant but no one knows about it, does it matter? If you aren’t marketing yourself, it’s unlikely anyone else will be doing so. 

–Be Prepared. The best opportunities come when you’re not looking. Unfortunately, not looking also means you can be caught unprepared. Putting a resume together in a day is a very different process than drilling down to find your branded value proposition and creating a marketing document and online presence that positions you to play from your strengths, passions, and values.