Invited firm: María Luisa Moreno Cobián
I propose a complete change of mindset. A way of looking at your search that will take a lot of pressure off you.
There is a company that has a goal for 2015, and to achieve it, it wants to hire you as Managing Director.
The company’s goal is to get a specific customer to buy the company’s star product.
You have 12 months to:
Get to know the product. You have to know how it is created, its qualities, benefits for the user, sales price.
Get to know the potential customers. You must know who might be interested in the product, how they will use it/what benefits they will obtain, discover who makes the decision to buy these products, try to contact people within the company for information, get them to tell you how things work from the inside.
And finally, you must propose a good strategy so that your potential customers hear about your product and then get a sales meeting with them.
Now I’m going to reveal the name of the company and the product:
The company is You Ltd.
The product is Your Work
You’re the Managing Director of You Ltd. and you have 12 months to get a customer to sign a contract to buy your product (your work) for a period of time
This is how I propose you approach your search from now on. By separating yourself from the process emotionally and thinking of it as a job. Let me explain why:
Work is our livelihood – what lets us eat, have a roof over our head, get around, live. In other words: it’s an ESSENTIAL part of our lives, and therefore: if we don’t have it (as it is necessary for our survival and our basic needs), or if we do but it’s not the job we want (for the emotional toll it causes), it always has an immense personal and emotional effect.
This means that we take our job searching process too “personally” (which it undoubtedly is), getting so caught up in the problem that we can’t see any further, we don’t find solutions, get frustrated and cornered into a situation with no personal resources to get out of it.
And I ask you: What do you gain by taking it so personally? What if you change your perspective? What if you DETACH yourself emotionally from what you have to do to achieve it?
But you must consider these three conditions:
ONE: No EXCUSES – like any job, when you have to resolve something, you do what you have do to resolve it. In other words: you must consider it as your job, go to your (virtual) office every day, set daily/weekly/monthly targets and make sure you meet them.
TWO: Don’t follow the same path as everyone else – job websites are SATURATED. Your potential customer won’t find you there and be able to evaluate your product. Think: How did the Managing Director of a rival company who has managed to successfully sell their product do it? How did they publicise their product? How did they get contacts and people to talk about their product? IMAGINATION RULES.
AND THREE: See each recruitment interview that goes badly, where you can’t “sell” your product, as a NORMAL result of a sales process. You have to talk to and try to convince quite a few potential customers until one buys your product. This way you can learn from each of them and approach it in a very different way.
Think about it. I challenge you. Adopt this mindset and you’ll see how this change of scenario, this “emotional” liberation and separation from the process, will let you see things differently.
Do you accept the challenge?
Invited firm: Francisco Alcaide Hernández
If we had to sum it up in one word, it would be self-reliance. Successful people are those who focus on ‘what am I going to’ and unsuccessful people focus on ‘what’s going to happen’. If you let your life depend on the crisis ending or certain people taking decisions, time can pass and you can still be in the same situation. There’s nothing worse than ‘passive hope’; wanting things to simply change over time.
People who are self-reliant are firmly focused on ‘solutions’ and non-self-reliant people focus firmly on ‘excuses’; and the danger of looking for excuses is that you always find them. It’s not hard to find something or someone to blame for our lives not being what we would like them to be.
People have an amazing ability to explain success as something ‘internal’ (I’m good, I’ve worked for it, I’ve been trying a long time…) and failure as something ‘external’ (the crisis, financial markets, the government, education…): a symmetrical way of looking at reality.
Why do many people blame their businesses closing on the crisis but nobody attributes their success to economic growth? Was the crisis really responsible for businesses closing or an inability to foresee where trends were heading, or excessive relaxation, or a lack of flexibility to adapt, or excess spending in good times?
The crisis is just a symptom (result) but not the cause (person). You don’t drown because you fall in the water (effect) but because you can’t swim (cause). We live in a world of causes and effects, and every effect (result) is the result of a cause (person). Here are some examples:
– The lack of money a person earns (effect = result) isn’t the problem, it is just a symptom of the real problem: their inability to generate income (cause = person).
– The lack of a person’s contacts (effect = result) isn’t the problem, it is just a symptom of the real problem: their inability to develop and strengthen relationships.
– A person’s bad health (effect = result) isn’t the problem, it is just a symptom of the real problem: their poor lifestyle habits.
In short, you are the problem but also the solution. To be successful the first thing you have to do is take responsibility for yourself. Success comes from investing in your own personal development: learning more to earn more. Your personal development is your goal. And the more you invest in yourself, the better opportunities you will have in life. The more you study, the more you train, the more you network, the more experiences you have… the better you will do. Personal development is simply increasing life options, broadening possibilities, in short, increasing your chances of being successful. According to Brian Tracy, one of the authors included in Aprendiendo de los mejores (Alienta, 7th Spanish edition): “Personal development is your springboard to personal excellence. Ongoing, continuous, it assures you that there is no limit to what you can accomplish”.
Professionals actively looking for work or exploring new opportunities are increasingly turning to outplacement, a service that can help them make a career change.
Outplacement is the name for a set of techniques for relocating professionals when mergers, acquisitions and restructuring result in staff losing their jobs. The aim, therefore, is to make it easy for them to get back into work and ensure the process of change does not affect their professional reputation in the job market, nor their personal life or self-esteem.
There are outplacement agencies that specialise in this sort of transition. They try to redirect professionals who are out of work by redefining their professional challenges and helping them to adopt a positive outlook on their future by means of a series of techniques and tools.
The aim of a company that hires an outplacement service is to reduce emotional conflicts and help their former employee continue their career while minimising the negative effects of them leaving the company. Nowadays outplacement services can be hired directly by professionals who are either unemployed or looking for a career change.
Outplacement normally includes various stages. First, a professional assessment to identify a person’s strengths, weaknesses, knowledge, etc. In this stage, the professional concerned learns to deal with the process of looking for work successfully, make the most of their contact networks, prepare for selection interviews and receive support when managing and organising their time.
Basically it is all about helping a person to develop strategies for achieving new professional goals and aims. The idea is to face a potentially traumatic situation with a positive outlook and turn it into an opportunity.
Losing your job, redundancy or reaching the end of a stage in your professional career can become an impulse to face new challenges and improve your professional performance.
Juan Antonio Fernández
Head of Talent- ACCIONA Human Resources
Technology has changed relationship patterns, both in personal relationships and in working relationships. This has led to profound transformation in the way organisations work, leveraging technology as a driver of change.
One of these changes is the event of teleworking as a way adapting to today’s flexible market requirements.
We detail some of the advantages of teleworking below, categorised in three major groups:
– Benefits for employees -> Boosting motivation: saving time and money on transport, improved work/life balance and greater flexibility.
– Benefits for companies -> Increased productivity thanks to more motivated employees
Teleworking has fostered a change in company values, going from a more onsite company culture to one focused on work efficiency. It improves a company’s external image and internal perceptions (increases sense of belonging and pride in the company and is a factor in retaining talent.)
– Environmental benefits -> reduced energy consumption and polluting emissions caused by transport to work.
Everything points to teleworking becoming more common place in companies, with the physical location becoming less important in favour of collaborative working and networking from different geographical locations.
Miguel Ángel Rodríguez
ACCIONA Corporate Training Department