2. The Duke MBA Career Management Center December 4, 2008 Ryan Smith Program Director Alumni and EMBA Career Services

3. Today’s Agenda Overview of Alumni Career Services Myths and Tips for Managing Upward Creating a branding strategy Keys to an Effective Transition Preparing you Implementation Resources and Questions

4. Who we are Sheryle Dirks Associate Dean Operations Services Team (OST) Employer Services Team (EST) Student & Alumni Services Team (SAS) Ellen Baker, Lisa Schwartz, & Helen Crompton Executive Coaches Ryan Smith Program Director, EMBA & Alumni Mary Beck White-Sutton Associate Director, Daytime Catherine Tuttle Assistant Director, Career Programs Beverly Porter Associate Director, Daytime Steve Dalton (FSB’04) International Assoc Director, Daytime Meg Flournoy Associate Director, Daytime Shuntoya Lee Manager of Operations Cassandra Adams Information Desk Coordinator Marsha Strand-Poole Technology & Data Specialist Teri de Leon Senior Associate Director, Employer Services and Operations LaDonna Lindstedt Corporate Account Manager Meredith Volkringer Assistant Account Manager Megan deLuca Corporate Account Manager Malcom Riley Asst. Dir. for Business Development Kelly Mills Employer Services Coordinator

5. Career Services for Alumni Multi-level options for differing needs 24-7 Online Resources exclusive for Duke MBA Alumni Presentations, Job Postings, Databases, Resume Book, Samples and Tips Short-term Coaching ( 3-4 sessions ) for those in current transition Executive Career Consultants at Duke Regional and longer-term coaching options Partnership with Lee Hecht Harrison Offices Regional and Virtual Workshops Road shows brought to you in Partnership with Alumni Relations

6. www.fuqua.duke.edu/alumni/careers Accessing Alumni Careers

7. www.fuqua.duke.edu/alumni/careers/ Alumni Careers Page Resources Resume Book www.bluesteps.com/Partners/Fuqua.aspx Find A Job Companies targeting Experienced Hires Exclusive Online Resume Book for Alumni JOB DIRECTORY ALUMNI RESUME BOOK

8. Why are you here? What brought you out tonight? Now that you know us …

9.  The most qualified individual gets the job.  Never step back--or sideways--in a career.  Being a specialist or subject-matter expert is a must.  Influence is measured by organizational level, size of budget, and direct reports.  Linking up with a mentor or advocate within a company improves one ’ s chances for career advancement.  Top individual performers advance to positions of greater responsibility faster than their less-talented counterparts. Career Myths or Realities?

10.  It’s all about managing a relationship +Treat existing boss like a potential boss…  Performance is still key driver +Exceed standard: document & position accomplishments  Be Supportive, not competitive +How do you improve the group or team  Maximize Visibility +Don’t assume others know your value  Be a Valuable Resource +Get involved in your profession Managing Upward Dobson & Dobson (2000). Managing Up: 59 Ways to build a career-advancing relationship with your boss. New York: AMACOM.

11. Take a Promotion! Chief Career Officer Who is on your Board of Directors?

12. 11 Starts with a vision… Making an Impact

13. The roadmap to success 1.Define objective 2.Create strategy 3.Discover opportunities 4.Select a job 5.Go to work

14. Defining A Marketing Plan Marketing Yourself with the 4 P’s +Product/Positioning – Your brand as an employee and proven value you can bring to the company? +Place – The target employers you are going for? (geography, industry, company demographics) +Promotion – How you will advertise yourself? +Price – The price of your product (compensation, benefits, relocation, bonus, guaranteed comp) Proactively manage Career for Opportunities Attitude critical Shift perspective… What was→ What lies ahead

15.  A cohesive image that positions you as a trusted expert, attracts your ideal employer/client, and conveys the value of investing in your talents/services  A promise of a level of experience, expertise and leadership behavior known to get successful results  Tom Peter’s refers to the ‘feature-benefit’ Model Personal Brand Identity

16. What is the "feature-benefit model" that the brand called You offers? Interests, Skills, Network, Experience, Goals Feature-Brand Activity

17. Branding Statement Your Unique Promise of Value Conveys Passion, Uniqueness, & Transferable skills High interest in the target audience Key Points Only part of networking you can practice Sets up your positioning  The unique value you bring to the table  Answers the question, what’s in it for them? Inspires Questions

18. Your Branding Content  Early life +If Unique or interesting fact connected to current direction.  Work Life +Key accomplishments/learning NOT job titles, dates, duties.  Education +Elaborate only if relevant, otherwise stick to “just the facts”.  Current Status +Emphasize transferability, explain Gaps, plus traits for fit.  Focus on “why” not “what”.

19. Positioning Your Pitch Your Education Your Experience Your Skills Your Values Their Issues Their Needs Their Culture Their Requirements Guber, P. (2007). The Four Truths of the storyteller. Harvard Business Review, 85(12), 52-59.

20. 85% of recruiters use search engines to research Candidates and 33% Of professionals Google people before meetings Digitally Distinct or disastrous www.cartoonstock.com

21. +Michael Phelps  Official Site  2008 Beijing Olympics  Health Blog Results Your Brand = +Lindsay Lohan  Out of control  Rumors  Girlfriend and drugs Be Found on Google Sheryle Dirks Media citations, Profile on LinkedIn, ZoomInfo… Ryan M. Smith and Duke/Fuqua Newsletter, Publications, Event Host, Program Director…

22. Whether looking now, or in the future… Keys to an Effective Transition Attitude for Success An accomplishment-driven resume A list of target companies A list of contacts A list of questions An opportunity mindset

23. Knowing the Terrain Drake Beam Morin, Inc. Most candidates find quickest success in this area. The farther from square 1, the more difficult to reach quickly Same job Different industry Similar job Different industry Different job Different industry Same job Similar industry Similar job Similar industry Different job Similar industry Same job Same industry Similar job Same industry Different job Same industry 1 63 842 759 Jobs Industries Impact of: Network Referrals Economy

24. Two Strategies…  Strategy #1 – “The Shotgun Approach” +Linear Process  Company 1: A -> B -> C -> D … Company 2: A -> B -> C -> D … +One company at a time +“Can you tell me what you have available?”  Strategy #2 – “The PREPARED Model” +Parallel Process  Step A: Companies 1-10 … Step B: Companies 1-10 … +Many companies, one step at a time

25. The Theory… The PREPARED Model helps you:  Stay organized  Reduce anxiety  Differentiate yourself The PREPARED Model premise:  Unique company insight is required to get a job  3 primary ways to show unique insight  Only contact a company once you find that unique insight There are thousands of companies, so a system is necessary for conducting an effective career search. “Let me tell you how I could help your company?”

26. The PREPARED Model Cycle 1 Create strategy PREP before you start Cycle 2 Discover opportunities Execute your strategy P ick your companies R esearch targets E lect selection criteria P rioritize your Top 10 A nnounce your intentions R each out to your contacts E liminate dead-ends D o it again

27. What are the key talents of people who are successful? Typical mistakes that prevent people from entering this field? Personal advice about entering this field/making a change? Who else would you recommend for insight? What are your questions? 1. 2. Key Questions: Areas of greatest opportunity? Expansion? Markets/Products? What do you need to learn next?

28. Additional Resources Questions? www.rileyguide.com