Mays Business School

But that’s my freedom of speech!

Posted by on October 28, 2011 No comments

Freedom of speech is one of our cherished rights as Americans, guaranteed to us in the Constitution. However, what often is left unmentioned is that while we have freedom of speech, we also have the right to remain silent and we must accept the consequences that result from what we say. Essentially, we are accountable for the things we say.

It seems that since the 60s, the concept of freedom of speech has been expanded far beyond the original intent to include just about anything from flag burning and obscenities to rude hand gestures, profanity and artwork that normally would be considered anything but art. Whatever we say or do is all too often excused under the guise of our freedom of speech, no matter how egregious or inane. Unfortunately, some of those same claimants seldom, if ever, acknowledge that there are consequences to what they say or do and sometimes the consequences can be, shall we say, undesirable.

That is particularly true in the world of instant communications and the social media.

The advent of the internet and online social media has opened infinite virtual avenues for expanded individual expression and presence, more opportunities for each of us to express our freedom of speech. This blog is one such expression.

Facebook, Twitter and similar sites allow individuals to lay their life out for the world to see, sometimes in seemingly excruciating and unneeded or unwanted detail. Most people understand the limitations they should place on their public persona however on occasion someone will post a picture, upload an article, link to a website, or engage in a commentary or opinion that, in the end, could have serious negative professional repercussions. Far too many seem oblivious to the backlash.

The most important fact to clearly understand is this: nothing is private on the internet. If you put something “out there” in the public domain, whether it’s a twitter comment, an inappropriate picture on Facebook or link to a profanity laced article (which will likely be perceived as saying you agree) it’s public and thus fair game. It becomes part of your public image, the perception of who you are, what you believe.

While not every manager or HR office admits it, most companies will include a search of a candidate’s online presence/image as part of the screening or “consideration” process. What is on the internet, albeit that you may believe it to be personal or private, is there for the world to see. It is in the “public” domain, the operative word being “public”.

If there is any doubt about the importance of your public image and whether you can keep what is on the internet secret from others, just look around you. Politicians have had to resign, pictures transmitted via Twitter and posted on Facebook found their way to every online and print source in the world, everything seems to end up on YouTube, and numerous public figures have had to apologize for comments made on line that later were published for the world to read. Twitter comments and quick retorts have later proven an embarrassment to their authors.

Can you yell fire in a crowded theater? Yes, but you will be arrested; there is a consequence to your decision to do so.

Can you post pictures on Facebook of yourself in compromising or questionable situations, doing unacceptable things or acting in a rude or lewd manner? Of course you can. However, should a potential employer see that as a reason not to interview or hire you because that isn’t what they expect of their management, they are free to make that decision.

Can your potential future employer assume, based on your posted pictures or comments, that you have the potential to be a problem in the workplace? Of course they can.

Can a hiring manager, after seeing your rants about your present/past employer assume you may be a less than desirable employee? Yes, they can.

If you have a link on your website to a profanity laced article, can a recruiter or hiring manager decide that this shows poor judgment and lack of maturity? Without a doubt!

Every hiring manager seeks to minimize the risk of a hire. You are looking for the best possible person for the opening and if you have any information that raises a red flag or causes you to rethink a candidate’s viability, you are going to take it into account. Anything that suggests immaturity, lack of common sense, a propensity to be indiscrete, opinions or views contrary to the norm or that business, lewdness, inappropriate behavior, or lack of respect for others is going to raise red flags. You take any potential warning signs seriously; failing to do so can have serious repercussions later for a company and the hiring manager.

You certainly do have a lot of rights in this country but keep in mind the potential consequences of exercising some of those rights.

Just because you can do something doesn’t mean you should.

On the passing of Steve Jobs

Posted by on October 10, 2011 No comments

Just thinking…

A genius, whose impact on the technology we use cannot be overstated, passed away last week. He was a once in a generation visionary who saw the technology future and brought it to us. In many ways, he shaped the future. He set a standard for product quality, innovation and service that few, if any, companies have been able to match. He created products that didn’t exist and convinced us we couldn’t live without them.

Steve Jobs was a truly unique individual. He was also a very human manager and leader. There have been, over the years, articles hinting at his sometimes irascible and testy nature, his secretive ways and his obsession with perfection. There is a website called “all aboutSteveJobs.com” that includes a section titled “The Trouble with Steve Jobs”, named after the March 5, 2008 Fortune magazine article by the same name. In that website section, there are stories of his low opinion of competitors, his sometimes curt responses to staff and Apple employees and the fear some had of him. He is reputed to have been obsessive about secrecy, including having a WW2 poster hanging near his desk with a picture of a sinking ship and the words “Loose Lips Might Sink Ships”.

Whatever the truth behind the stories that Steve could be a difficult person to work with or for, one thing is sure; he was a unique and demanding leader in a business world that all too often seems to accept mediocrity in its products, services and leaders.

Reading about Steve’s life and death got me to thinking.

Does business education today allow for the blooming of the next Steve Jobs? Do we create an environment where potential leaders such as Jobs; demanding, confident in their own vision, sometimes blunt and brutally honest, dismissive of mediocrity and of anyone who gives less than their absolute best, are encouraged? Or, do we focus so much on the “cult of group” that such individuality and vision is stifled? Do we get so concerned with “feelings” and the need to have the buy-in of each member of a group or organization that we inadvertently foster a culture of “sameness”, or “same-thought”? Are individuals who feel strongly about their vision or approach given the freedom to present their vision and engage actively in the process of implementing their ideas, even in the face of a group or organization’s contrary opinion.

Do we in business really encourage the exceptional individual or do we want everyone to conform more than stand out? Do we value the excellence this type of leader demands and expects of the rest of us?

Bottom line; do you want the iPad 2 or are you satisfied with the runner up?

Just wondering…

To Fair or Not to Fair

Posted by on September 14, 2011 No comments

(This commentary was originally published on August 26th, 2011 on Cindy Billington’s blog “Career Management: Keepin’ It Real“)

…that appears to be the question being asked by MBA and Masters business students.

I refer specifically to the annual national MBA/Masters business career fairs, one hosted by NBMBAA and the other by NSHMBA. This year the first of these career fairs is in Atlanta, October 6th and 7th and the other in Anaheim, October 14th and 15th.

Is it a good investment of your time and money to go? Should you attend?

That’s your call and you should decide based on maximizing your potential networking opportunities with hiring managers, recruiters and corporate management; i.e. the people who actually make the hiring decisions.

There are some very convincing reasons for attending.

1- You have between 250 to 300 companies, their recruiters and hiring managers available to speak with you; all under one roof, in one place, for 2 entire days! How many recruiters and managers might be there? Let’s say there are 260 companies and they average just 4 managers per company, some can have more than 10; that is at least 1,040 company managers under one roof. Where else will you find such a concentration of corporate management in one place in the next few months?

2- Companies pay a lot to rent a table/booth at these career fairs, some up to 4 or more booth spaces. I should know, I used to attend and recruit from these events. Given what it costs each company to attend, you can bet they are not there just for show. In these tough economic times you have to justify spending the company’s money. Their attendance tells you they have a reason for being there; they are recruiting MBAs and Masters business students. That would be you!

3- Companies don’t hire resumes or online applications files; they hire people! You can apply online all you want but nothing takes the place of being face to face with hiring managers. If your only career management effort is to apply online or send out resumes by email or snail mail, then you are a piece of paper or an online file, probably one of many. If you are standing in front of me, you are a real person I can speak with.

4- I cannot count the number of times I hear MBA and Masters business students say “if I could only get a chance to speak with (insert name or title here), I could get them interested in me”. Here’s your chance.

5- Our business school, as do many, has a very large business career fair in mid-September. Some students have mentioned that they plan to attend that career fair so why should they attend one of the major national career fairs? Comparing the list of companies attending our career fair with the list of those that will be in Atlanta and/or Anaheim, there are only about 20 matches.

6- Major business career fairs on-campus are, to make it more advantageous for the recruiting companies, almost always focused on graduate and undergraduate business students. The major national career fairs we are discussing are focused only on MBA and Masters business students. Enough said.

7- Another important point to keep in mind is that often the major national or global firms recruiting at on-campus business career fairs are seeking candidates for regional or local operations. Major national and global firms attending the national MBA/Masters business career fairs are recruiting for their national and global operations. If you apply for positions you are interested in, online and ahead of time with companies that are attending the career fair, many of these companies will conduct interviews at the career fair with candidates they are interested in. many companies keep some interview slots open for student they meet at the career fair and are interested in.

8- One last, often overlooked advantage, to the major national MBA/ Masters business career fairs. Some companies host “invitation only” an after hour’s reception, often with senior company management in attendance. This is a chance for those invited career fair attendees to meet more company management and make an impression on the decision makers.

Let’s look at the numbers:

1- If you only focus on attending the career fair on your campus (I’m using our upcoming one for this example), you will have at least 155 companies and possibly 300 managers to potentially interact with.

2- If you only focus on attending one of the national MBA/Masters business career fairs, you will at least 250 companies and over 1,000 recruiters and hiring managers to potentially interact with.

3- If you decide to attend both the on-campus and one of the national MBA/Masters business career fairs, you will have at least 405 companies and at least 1,300 recruiters and hiring managers to potentially interact with.

Of the three possible options, you can see which one gives you the greatest potential exposure, the most possible networking and marketing opportunities and the best possible return on your investment of time and money.

Attending none of these events is not really an option for any MBA or masters business student serious about their career management effort, unless you already have a job locked up.

Then, congratulations!!!

If you are going to attend a national career fair, have a plan. Have your 30 second “elevator speech” ready, know which firms you want to visit first (the “A” list), which next (the “B” list), and how to make sure you also visit the others. No stone left unturned.

Your graduate business career center should be able to help your develop an effective plan to optimize your efforts. You do not want to walk into one of these events with no plan. You will be lost and miss a lot of opportunities.

You have or are putting a lot of time, effort and money into your graduate program. Your sleep and personal life are suffering. This was a life decision for you. It stands to reason that you will be as committed towards maximizing your potential career opportunities, more so in the present economy we all find ourselves in.

Maximizing your opportunities is an excellent start; minimizing them is like starting the game down two touchdowns and having to punt the ball to the other team.

There is no mystery to success, there is however hard work and commitment.

It’s that time!!

Posted by on September 14, 2011 No comments

(This commentary was originally published on August 23rd, 2011 on Cindy Billington’s blog “Career Management: Keepin’ It Real“)

For returning 2nd year MBA and Masters business students, you may have a decision to make fairly soon.

We all know that an internship is really a 10 to 12 week on-the-job interview; a chance or you to showcase your knowledge, skills and abilities in a “real” situation while allowing the company and your manager to assess your fit for their organization and specific needs. At the Masters level, that’s one of their primary purposes. If you do well and the company is interested and hiring, you may well receive a fulltime offer. In this economic environment, it’s very good to have an offer. That can also present a dilemma for some.

Almost all fulltime offers today have a short decision timeline. I realize some students may want to use the fall semester to test the waters and see what other options might be available but a short decision timeline will not afford you that option. If you have a decision date such as August 31st or September 9th, it is very unlikely you’ll be able to get a delay much beyond a week, maybe two.

That may cause you some angst so it’s important to keep in mind a few relevant and important facts.

1- You have an offer because that organization is very interested in you joining them and they see you as a potential contributor with a future at their company. That cannot be overlooked. In this poor economy and very competitive hiring environment, where you have so many looking for opportunities, it means something when a company commits to you.

2- While it would be nice to have a semester to make a decision on our fulltime offer, companies are under no obligation to put their plans and operational needs on hold and live with uncertainty while students look for what they may perceive as a “better deal”. A manager with a position to fill and you as their preferred candidate cannot afford to wait 3 or 4 months to see if you will be there in January only to find out in November that you’ve taken someone else’s offer and they’re left with an open position and few options. It’s not personal; it’s business.

3- The average time line from when you apply for a position to receiving an offer, if you are successful, can easily run at least 3, 4 to 5 months. So even if a company says they’ll give you an extra 3 – 4 weeks to make a decision, say until the end of September, you are still likely to find yourself having to make a decision with no other job offers or options.

4- If you accept an offer, you are ethically and professionally committed to the company whose offer you accept. Accepting and offer and continuing to apply, interview and possibly even accept another offer is not only unethical and unprofessional, it could lead to your having both offers withdrawn should your actions be discovered. That has happened. The damage to your professional reputation and employability cannot be understated and is never worth it.

Let me put it this way; you would not be happy to find out a company offered you a fulltime job and, after you accepted, continued to pursue other candidates and, let’s say, in November called to tell you they are going with someone else. You would be very upset and rightly so. It’s the same exact thing.

5- You can always turn down the offer you’ve received and spend the fall pursuing other options, looking for another opportunity. That is certainly one option. You may well be successful but keep in mind that the company whose offer you turned down will have moved on to find another candidate and fill the position. In this economy, that will not be difficult. It is a risk you should keep in mind.

6- You have to make the best career decision for you, your family and your career. You have to weigh all the facts and all the options. I would strongly advise against taking the advice, often well meaning, of friends or others with no real stake in your professional life. Often that advice is based on nothing of substance or any real professional knowledge or experience.

7- You first position out of your Masters program is not going to be your last. Never look at your first job offer as if it is for the “rest of your life”. It isn’t. Your job performance in your first few years will be very important to your career going forward. When the economy starts improving, and it eventually will, there will be additional opportunities for experienced managers. So, never look at your first offer as your last.

8- Your offer may have a short timeline but never accept an offer when you get it. And remember that it isn’t an “offer” until it is in writing; never accept a verbal offer. Anything verbal is a conversation; real offers are in writing.

If you have an offer, bring it by GBCS and let’s review it. Let’s weigh the pros and possible cons of your offer, what the timeline is and any other details that may be relevant and important. I am a strong believer in counter-offering your initial offer. It’s almost always worth the offer.

You’ve put a lot of time and effort into your degree so let’s make sure you put just as much effort into making the best possible decision for your first post-MBA/Masters opportunity.

If you have any question about an offer, let’s discuss it.

JD

Hello world!

Posted by on September 12, 2011 No comments

Welcome to my page on Mays Blogs.

My intent is to comment on career management, address issues of interest to our MBA and Masters students, and generally give my opinion on a range of topics that may qualify as “career related”. While I do so from a combination of 40+ years of professional and management experience, I do not claim to be all-knowing. Just opinionated.

I’m sure that on occasion some, maybe many, will disagree with my observations and comments and that’s fine.

I hope you enjoy, or at least feel challenged.

JD