Breaking In

Growth

How do you define it? Is it the higher box on an organizational chart? Is it a new title? More money? Supervisory responsibility? Do you expect the above after so long at one job? Should you?

I've been thinking a lot about that word lately-both professionally and personally. I'm very lucky to have worked hard and been recognized for my work-I've been promoted, given new responsibility, etc. Career-wise...I'm fortunate.

Reflecting on my growth, I realize that I would not have grown without the people that I've chosen to emulate; the people with whom I've clashed; those that I outright did not respect or like (how else would I learn what I did not want to become?); those from different backgrounds and cultures; and the people that have challenged me to always develop and excel. As one mentor said to me (once upon a time)-if we did not make mistakes (as we are all human), we would all be perfect-and wouldn't that be boring?

So, I ask you -
Look around you-are you surrounded by people that allow you to learn and grow?

If you're looking to move up- how do you define growth?

It Works!

Posting your resume to a job that is... Believe it or not, recruiters still look at resumes from job-seekers that post on-line... job boards are NOT black holes!  I recently filled two jobs with folks that applied on-line, in response to an ad.  Great jobs too, not the entry level mass reply types of jobs...

Their resumes were great - short, sweet and to the point - and most importantly, they had the right experience.  I think it's a big misconception that resumes get lost in the void - recruiters do look at most resumes posted - they look for relevant experience (past jobs, industry, skills) - again, relevant experience.  Worst case scenario, if you do not have the right experience, we may keep your resume in our secret stash for a later date (you'd be amazed at how many people are genuinely shocked when I call them 6 months after they applied for a different job!)

In this world of on-line social networking, have people forgotten about the power of posting the resume?

Sometimes, I think so - but let me tell you plain and simple - post the resume - get back to basics - it works.

Work Like a Dog

Work like a Dog

I’m a type A… no question.  I work hard, I’m pretty meticulous – probably painstakingly particular (I would use another word, but…) – the reality is I probably work too hard.  Some examples: I just returned from a 48 hour trip to NY (flying in and out for one meeting); I took two large piles of “ homework” home for my two days “off”…I could keep going here, but I’ll spare you the gory details…

There are quite a few of us entertainment vets that are type A’s – we have high expectations of ourselves and those that work for us.  We work like dogs.

Now, you might think that I mean that in a negative way…not at all.  I work like my dog and I’m proud of it!

Dogs “… approach their work not only with dedication, loyalty, discipline, sensitivity, and love, but, also with joy, enthusiasm, and happiness…”*  Spend some time watching a dog work… you’ll notice the dog is focused, attentive, far from bored and is filled with excitement and pleasure.  Also notice how good you feel around the dog – how good the dog makes other feel.

If you’re passionate about what you do, you to can work like a dog.

*From “Work Like Your Dog” by Matt Weinstein and Luke Barber.

Coffee with an Executive Coach

Coffee with an Executive Coach

Confession:  when I was first approached to work with an executive coach a couple of years ago, I was insulted, hurt, and felt flawed.  What I did not realize then was that the chance to work with an executive coach would provide me with an incredible journey of self realization.   Sounds profound, huh?  Seriously, it was the chance to look in the mirror and get the opportunity to work on my challenging areas (aka “needs improvement”) with a great neutral partner.  (Don’t fool yourself, if we were all perfect, it would be quite a boring world!)  My former coach is now a good friend –there for me as a sounding board and mentor when ever I should call.  They are (for the most part!) patient, wise and insightful.  This brings me to today…

I was having coffee w. an executive coach*, who turns out, is a fan of my blog!  She gave me a couple of quite simple thoughts/tips for those of you out there breaking in and/or wanting to move up.  One that stuck with me….

            What is your 30 Second Elevator Speech?  Do you know what it is? 

I didn’t!  Another way of asking…. What’s your sales pitch?  Your story?  If you got stuck in the elevator w. the CEO or another senior level executive in your Company – what would you say?  Bottom line – you should always have a 30 second introduction prepared to self yourself and your skills. Think about it…. You never know who you’re chatting with in the Starbucks line on any given morning….

So, I’ll ask again, What’s your Elevator Speech?

*This fantastic executive coach can be reached through her website at www.lindseyresources.com

Your Curriculum Vitae: The Resume

Your Curriculum Vitae: The Resume

This may date me, but I vividly remember a scene in the movie Legally Blonde, where the main character, Elle, leaves her resume with her law professor for a potential internship.  The resume is on pink stationary and scented, to paraphrase, “…to add a little something…”  You got to love it….

In today’s day and age, the reality is resumes are rarely mailed or handed out - they are sent electronically, via email or uploaded into a resume database, leaving no room for that ‘little something.’

So, how do you get your resume noticed?  For years, I’ve told undergrads and grads alike that there is no magic secret to the perfect resume – that if you asked 10 recruiters for their opinion on your resume, you would get 15 responses! 

In my opinion, it’s really simple; keep it short and sweet and to the point. Some general tips:

·         Use bullets to summarize your experience – reading paragraph format is exhausting and time consuming.

·         Use action words to start each bullet. For example, “Managed staff of….. “ or “Created……”  or “Provided administrative support to….” Etc.

·         For people w. 5+ years of experience, add 1-3 key accomplishments where relevant.  As you progress up the career ladder, recruiters and managers want to know about your contributions.

·         SPELL correctly – especially the company name!

·         Your resume does not have to be one page – as long as your experience, education, and accomplishments warrant the length.

·         NO pictures, logos, age, weight, height, etc.  Not relevant to a professional job – unless you are a model or actor. J

Remember, you do only have about 3-5 seconds to capture the recruiter’s attention – use words and terminology that is relevant to the job – NOW, don’t lie on your resume, just ‘tweek’ it a bit to make it pertinent.

Attitude

Attitude

at·ti·tude ( t -t d , -ty d )

NOUN: 

1.       A position of the body or manner of carrying oneself: stood in a graceful attitude.

2.       A state of mind or a feeling; disposition: had a positive attitude about work.

3.       An arrogant or hostile state of mind or disposition.

I recently had dinner with a peer in the industry and we started to share war stories about employees and their “attitude” at work:  A lot of great people that show promise initially, early in their employment, eventually, as they receive more responsibility, start to exude “attitude” – whether it be a snappy response, a sense of entitlement, or arrogance about their worth.

I recently found an article online from 2001* that mentioned a national survey, where companies were asked: What counts more ... employee aptitude ­ hard skills and technical competencies ­ or employee attitude ­ soft skills including self-motivation, commitment and communication?   Nearly 60 percent of organizations responding ranked attitude as the No. 1 concern.  Based on my dinner conversation, I don’t think this concern has changed in six years.

The entertainment industry is a fast paced, dynamic environment. Most people that want in, understand the simple joy of creating, being part of a fun product that potentially effects change, culture, and attitudes.  The common thread that I have observed across those that do well in the industry, moved up successfully, is a lack of attitude – the negative kind.  Perhaps older (not literally – just figuratively) generations of the industry have succeeded in bullying their way to the top – not anymore.  Executives want team players, positive attitudes.  Do you have one?

*  “In the workplace, attitude really is everything”

   

Birmingham

Business Journal - December 21, 2001

   by Richard Brown

The Wonderful World of Marketing

The Wonderful World of Marketing

I love it when recent undergrads (or grads) tell me that they want a career in marketing in the entertainment industry… with little thought to what that means.  I usually shoot right back, “…well, what aspect of marketing?”  Typically, I receive a blank stare….

Marketing has multiple faces, especially in larger companies like studios.  Marketing has various sub-departments that specialize in each aspect of the function:

·        Creative Advertising – graphics, copy, images.  The creative group crafts the look and feel for the marketing campaign.

·        Marketing Research – data, statistics, ratings, focus groups.  This is the analytical side; they provide target audience statistics to the creative group, media buying group and promotions group in order to aim at the advertising and marketing campaign best.

·        Media Relations – buyers of advertising, locally and nationally, on TV, billboards, magazines, etc.

·        Publicity – spin, spin, spin, on a local and national level.  These folks create buzz in whatever way, shape and form about the movie or TV show – some may even call them “professional liars.’  Publicists also work with the media on press junkets (round-robin interviews w. the talent, director, producer, etc.)  Lots of energy in this world!

·        Promotions – third-party deals to promote a movie or TV show.  Think toys, fast food, retail, etc.  A lot of these people come out of the consumer products world.

·        Public Relations – sometimes another name for publicity and sometimes really corporate communications – the group that responds to the press, issues press releases, takes questions from the press, etc.  Backgrounds in speech writing and journalism often required.

Companies often have a consumer products group with divisions such as Home Entertainment or Licensing.  Marketing tends to have similar background; however, the product is more tangible, easier to define.  It’s often hard for consumer products marketers to make the switch over to a creative group where you are marketing an image or look and feel vs. a product.

I hope this was insightful to those of you that are future marketers – be prepared to start in one of these niche areas and grow from there… the overall strategy and direction typically happens at the very top by people that started in one specialty once upon a time.

You’re an MBA… Now What?

You’re an MBA… Now What?

Recently, I received a note from an MBA asking about opportunities in the entertainment industry.  MBAs are everywhere!  Believe it or not, I’m an MBA with an emphasis in HR and Management.  MBAs provide great business, ‘big-picture’ perspective to any field within any industry.  So, back to the original question – where do MBA’s typically land in The Industry?

The traditional opportunities tend to be in Strategic Planning/Business Development, Finance, Marketing (in Consumer Products divisions), etc.  If you’re looking for more untraditional direction, like Development or Theatrical Marketing (think more like advertising), and you do not have experience in that area, the truth is, you will most probably start in an entry level position.

When I received my MBA, a great piece of advice I came by was to not let my MBA lead me… not let it be my calling card… but let it be a strong foundation to help build my career faster.  An MBA in HR is not a traditional degree… I started as an Assistant in HR and let my broad business acumen carry me and support me up the ladder… I did not (and never have) had the words MBA follow my name at the top of my resume.

Now… you have every right to be proud!  It’s quite an accomplishment – however, unfortunately, there is still a stereotype out there that MBA’s have unrealistic expectations (job level, salary, etc.) when it comes to the entertainment industry – especially in untraditional areas.

The sky is the limit for an MBA in entertainment, just be prepared to start at the bottom (without any experience) and don’t use your fabulous degree as a means of introduction, use it as your wildcard to set you apart from your peers.

Manage Your Manager

So, you want to move up and don’t quite know how to make that happen… A critical part of growing is constantly finessing your upward management skills. (See more in my posting re: Are you an Assistant?)

Some tips I re-discovered lately:

1. The Boss as a Customer:  Your relationship with your boss is your most important one at work, it affects how happy you are and future mobility.

2. Communicate effectively: 
   • Meet regularly with your boss – come prepared with a list of agenda items to move through quickly.
   • Make sure that your expectations match-up – the worst is when you discover to late that you’re on a totally different page then your boss.
   • Tell your boss what you need – BE PROACTIVE, not reactive!

3. Try to Understand your boss – Observe how they act in various circumstances, how they respond to different communication styles and how they interact with their boss.  Learn from your observations and adapt your style to match what you see works.

Learning what makes your boss tick, not to mention what ticks them off, can help you improve the odds of developing a great working relationship that will lead to future (short-term and long-term) opportunities.

Do your research!

When called to come and interview with a Company, in my experience, candidates typically know a couple of company facts, a bit of company history, etc.  Perhaps I need a reality check, but I was pretty surprised the other day when I interviewed a professional candidate (vs. creative) and when asked why he was interested in the position, he replied with, “…well, I don’t know much about your company or what you really do...”  He lost me there….

This person was interviewing for an operational/business role, did not really care about the type of company, and just wanted an interesting job that was closer to home.

That’s all good – I respect a candidate that has the “work to live” mentality… But, we spend way to much time at work to not enjoy a company’s culture and people.  As a recruiter, it’s my job to find a candidate that, not only has the technical skills to do the job, but the passion and persona that works well in our culture and cultivates our collective growth.

Not being a creative/development professional is not an excuse for not researching and knowing about an entertainment company's history, product, etc. - Most entertainment companies have robust websites to prepare you for any meeting!