Tag Archives: success

How to Get Job Security by Improving One Skill

Four Abilities that Make You Always Employable

4 minutes to read

Technology is wonderful. Communication choices have increased. We can source purchases from around the globe. Tools such as GPS mean we’re never lost. Fishermen can track where fish hide. Cars and airplanes can drive and fly themselves. But, these same benefits have caused job skills to become outdated. Everybody is on an endless treadmill of retooling their abilities to stay competitive in the job market. Do you pine for the good old days when hard work and reasonable skills meant lifetime employment?

How to Get Job Security by Improving One Skill

Technology Targets Mid-Level Earners for Unemployment

When we returned to civilian life, my wife decided to get back into nursing. Little did she know how much the field had changed in six years. Hospitals had implemented new electronic charting programs. She had to learn about new medications, procedures, and regulations. She had to earn a masters degree to get into management.

Farming, manufacturing, service businesses, no industry is immune from technology’s impact. The pace seems only to quicken. I wrote a few weeks ago about how unmanned aerial vehicles could destroy many jobs for pilots. Think about what self-driving cars would do to taxi and Uber drivers.

What do you do to protect yourself from becoming obsolete?

Like what you're reading? Sign up for my blog updates and never miss a post. I'll send you a FREE gift as a thank you. Click here to subscribe.

As wages for an occupation rise, the incentive to replace people with machines goes up too. Low wage jobs aren't worth the investment necessary to replace them with technology. High-paying jobs entail skills that machines can't replicate. Those in the middle, roughly $50,000 to $90,000 per year are most vulnerable. Hence, you see an enlarging gap between low and high-income earners.

Yet, for all the talk about artificial intelligence, a computer or robot can't replace every skill.

At first glance, you may think none of them relate to military work. Take a second look. Most service members used at least one of them on a regular basis. By applying it to a private sector field and improving it, you can take yourself out of the technology line of fire.

Skills that Don't Lose Their Value

You don't need to excel in all four of these skills to get a high-paying job. Master one and you are well on your way to a secure six-figure income. Stand out in two and your employment worries are over.

Innovate. All organizations must innovate to stay alive. Even nonprofits have to find new and better ways to fundraise and deliver services. Contrary to popular belief, no one is born with an innovation gene. You learn this skill. Did you create new policies or procedures while in the military? The young aircraft maintainers I worked with did so all the time. Limited resources stimulated creativity.

Start with learning everything you can about your chosen private sector field. Identify the problems it faces. Crate an inventive solution to one of them. Now here’s where your military experience gives you the edge. Lots of people can come up with an idea. Your military training will help you work out an implementation plan. Stuck on how to get more ideas? Jack Foster’s outstanding book, How to Get Ideas, will stimulate your mind.

Negotiate. In a world where machines control humans, I suppose they’ll settle our disputes. Until then, we’ll have to resolve our own clashes. If you held a leadership role in the military, you negotiated conflicts. If you were in supply or contracting you negotiated with vendors. Does your resume list the hundreds of thousand or millions of dollars you negotiated?

No surprise most private sector organizations need this skill. Is dealmaking a part of your chosen field? Getting people to agree to a business arrangement takes the same abilities as mediating conflict. Start by learning all you can about previous deals in your industry. What made them work? What motivated the parties to come together? Oren Klaff’s Pitch Anything will give you're a primer in private sector dealmaking.

Interrelate. Technology can facilitate communication. But it can't create relationships. You’ve heard it a million times. It’s not what you know but whom you know. It’s half true today. Most organizations don't keep dead weight around. So unless your job is to develop relationships, you’ll need other skills that benefit the company. But without relationships, you won't get the chance to use them. That’s why its one of the 5 Steps You Need to Take to Get a High-Paying Job.

In the military, getting a peer or senior to help you with a task took relationship-building skills. Did you attract the notice of your commanding officer? If not, do you know someone who did? Think about the actions he took. How did he make the initial connection? How did he groom the relationship over time? In How to Be a Power Connector, Judy Robinett explains the steps you need to take.

Sell. If no one buys a company’s goods or services it won't stay in business. Whether it sells them face-to-face, through retail outlets, or online, people drive the process. Technology can aid it. But human communication and ideas close the transaction. Even nonprofits need people who can sell their message and raise money.

You may not perceive it this way, but to advance in the military you marketed yourself. Since you believe in yourself, it was an easy sale. If you were a recruiter, you did some of the toughest selling out there. In the private sector, high pressure, sleazy used-car-type selling doesn't fly today. Companies need people adept at helping clients determine the benefits of their products and services. Polish your sales skills using Tonya Reiman’s The Yes Factor.

Most veterans don't realize they have these valuable, evergreen skills. Review your career and find accomplishments that highlight them. Put them in your resume. Now get to work improving them.

Which of these skills do you have? How are you improving it?

You can leave a comment on this question or ask another question below

How to Enjoy Your Job-Hunt and Career

Do You Want Passion in a Career?

3 minutes to read

Parsha [Passage of Scripture] Nugget [Precious Idea] Balak – Numbers 22:2-25:9

Most job-hunting tasks aren’t fun. And, many private sector careers don't provide the enjoyment that we found in the military. So when employment experts talk about finding your passion in a civilian career, I see lots of veterans’ eyes glaze over.

How to Enjoy Your Job-Hunt and Career

Many of our parents taught us to believe work has nothing to do with fun. For them, work meant survival. Enjoyment was beside the point. Today, we see two powerful forces colliding. Most of us still have to work to afford to live. In this respect, nothing has changed.

But the rapidity at which industries and jobs evolve has surged in the last decade. Keeping a job requires constant upgrading of your knowledge and skills. Maintaining your motivation to stay abreast of new developments presents a challenge. All the same, you’ll have to meet it or lose your income.

Like what you're reading? Sign up for my blog updates and never miss a post. I'll send you a FREE gift as a thank you. Click here to subscribe.

Twenty years ago, people used time after work for leisure. Now, they use it to stay competitive in their jobs. If you don't like what you do, how will you stay motivated?

The Difference Between Passion and Lust

In his superb book, No Fears, No Excuses, Larry Smith makes an irresistible case for passion being an essential part of the work you choose to do. He doesn’t define what passion means, so let’s unpack it ourselves. No surprise, it has ancient roots.

Pharaoh had passion for Sarah, Abraham’s wife. Such lust seems to be the image that comes to mind at the word passion. But this type is too easily sated to have relevance to a lifelong career.

We see another kind of passion in the story of Abraham and the near-sacrifice of his son, Isaac. He rises early in the morning to saddle his donkey. Then he rouses Isaac and his two young men. The four leave on their fateful journey. This story counterpoints another tale of passion in this week’s parsha, Balak:

And Balaam arose early in the morning and saddled his she-donkey… (Numbers/Bamidbar 22:21)

Balaam was a great prophet. The Moabite king, Balak, wanted him to curse the Israelites so he could defeat them in battle. But G-d refused to let Balaam go. Finally, seeing Balaam’s yearning to help Balak, the Almighty relents. Balaam wants to get an early start. So he doesn't bother to call a servant to saddle his she-donkey.

Balak knew of Balaam’s deep passion for wealth and honor. He catered to it by sending ever-higher officials to plead with Balaam. Though he pooh-poohed the huge sums of money offered him, Balaam’s desire for it almost leads him to his death. His passion for wealth and honor evinces lifelong self-interest.

Abraham also has a lifelong passion. His legendary hospitality to family, friends, and strangers shows he sought meaning from serving others. On this path, he never wavered. He lived for the next opportunity to take care of the Almighty’s children.

How to Find What You’ll Enjoy

Two men’s passions motivated them to rise early and saddle their donkeys. Both had many servants who could have done this work. Balaam had passion for self-aggrandizement. Abraham had passion for service.

Follow Abraham’s model. You’ve already started along this path in the military. You defended the Constitution, and hence your fellow citizens, against all enemies, foreign and domestic. Build on this legacy in civilian life. Consider these questions:

  1. How can your leadership ability better help people meet life’s challenges?
  2. What team building skills do you have that can help an organization meet its mission?
  3. Where can you bring the unifying spirit of the military to bridge divides in our society?
  4. How can you use the idea of mission command to help a private sector company operate better?
  5. What organization can benefit from your ability to inculcate a sense of purpose in its people, the way your service branch did for you?

These represent a few ways to find passion in your civilian work. Too often, I see veterans grab at the first opportunity. Later, they regret it only to take other, passionless jobs. Not motivated to go the extra mile to develop themselves, their civilian prospects get dimmer each year.

Take the time to find a field of rich interest. Ponder the questions above. Come up with others that help you probe what you'll enjoy. Talk to veterans who found passion in their work. How did they do it? Make the investment in finding a field that captures your interest. It will pay huge dividends over the coming decades.

What prevents you from having work you’ll enjoy?

You can leave a comment on this question or ask another question below

 

Every year beginning on Simchas Torah, the cycle of reading the Torah, the first five books of the Bible, ends and begins again. Each Sabbath a portion known as a sedra or parsha is read. Its name comes from the first significant word or two with which this weekly reading begins.

Do you have a question about the Old Testament? Ask it here and I will answer it in a future Parsha Nugget!

How to Direct Your Marketing Fire for the Job & Pay You Want

Why Intel Collection Is the Most Important Skill You Need from the Military

2-½ minutes to read

Do you want:

  • Your first post-military job,
  • A better job,
  • A higher salary and/or better position at your current organization?

Our nation begins with a national defense strategy. Combatant commanders develop operational objectives. To meet these objectives, we execute tactical missions. You can follow the same process to achieve your civilian life goals.

How to Direct Your Marketing Fire for the Job & Pay You Want

Make Sure Your Message Is on Target

The headline of a post in a LinkedIn veterans’ group says, “Why is getting hired so complicated?” The writer says he tailors each resume and cover letter. Sometimes, he’ll apply for openings that don't fit his qualifications. He’s working on another certification and will lower his expectations. Sounds like he’s committed to finding a job, right?

You’re a hiring manager. How do you see him? Willing to follow the pack? Desperate? Unqualified? It may sound harsh, but his lack of success isn't surprising. His self-marketing screams, DON'T HIRE ME!”

Most organizations want people who:

  • Go the extra mile.
  • Have confidence in their ability to deliver value
  • Strive to go beyond mere qualifications and find the competitive edge.

Asking a company “to give you a chance” means you want it to gamble. Why should it do that when it can hire someone who has taken the time to fill in all four of the diagram’s boxes? That candidate presents little risk. Rather than appealing for a chance, go out and create opportunity.

Like what you're reading? Sign up for my blog updates and never miss a post. I'll send you a FREE gift as a thank you. Click here to subscribe.

Most candidates won't take the time to do this research and analysis. Set yourself apart from the masses. Gather and apply this intelligence.

How to Build Your Strategy and Tactics Based on Intel 

Until you can fill in each of the four boxes, you’re flying in the dark without instruments. Build your strategy as follows:

How you see yourself – Most private sector organizations want to hire veterans. But they need you to operate in the civilian workplace. This requires revising your identity. Military command and control won't work. Imagine adapting. How can you alter your military persona to better mesh with civilians? Write down your new purpose.

How the company sees you – In the military, people often based their perceptions on your ribbon rack. At higher levels, your reputation preceded you. Neither may have matched your self-perception. When a civilian organization considers hiring you, it assesses your ability to deliver value. In the absence of self-marketing, where will the hiring manager get accurate information? Plan what you’ll say and do during phone calls, meetings, and in written communications.

How the company sees itself – Like people, organizations have self-images. One may see itself as being forward thinking. Another identifies as being military friendly. By understanding how a company sees itself, you have crucial intelligence for presenting how you'll deliver value. Research the organization’s culture. Determine how you align with and enhance its mission. Do you sound like someone the organization wants to hire? Now, look at your resume and cover letter. Re-calibrate your self-marketing with the company’s perspective in mind. Make the company feel compelled to hire or promote you.

How you see the company – How an organization sees itself and how you perceive it may differ. Your job satisfaction will rest on how well you’ll fit it. Having researched the organization’s culture, assess whether it's a place you can thrive. If there’s a match, create a self-marketing plan that highlights connection points. Move on if you don't fit in. Spend your valuable time targeting a better prospect.

Stop treating your professional prospects like roulette. Separate yourself from the pack. Get clarity on you and the company. Use it to prove your value. You’ll get the job or promotion.

What will prevent you from following this process?

You can leave a comment on this question or ask another question below ↓

How to Focus Your Job-Hunt Marketing

Why You Need to Learn to Hate Vanilla

2 minutes to read

Tell me if this situation makes sense. Your car breaks down and you have it towed to your mechanic. A couple of hours later he calls and you ask, “Can you fix it?” Responding, he says, “I have 10 years experience repairing Fords and eight years experience fixing Hondas.” But that didn't answer your question. Shouldn't he have told you what the problem is and how he’s going to fix it? Most job-hunters make this same mistake.

How to Focus Your Job-Hunt Marketing

Be Afraid, Be Very Afraid

Last week I coached a veteran who hasn't gotten any traction with his job-hunt. He’s decided to relocate because he sees better job prospects in a different place. Yet, the state where he lives now outpaces the rest of the country in job growth. His target state has had flat job growth this year.

This vet has solid skills, accomplishments, and leadership ability. At meetings to discuss jobs, hiring managers have told him he has what they need. Yet, he hasn’t received a single job offer. He says he needs a degree. But companies like Google and Ernst & Young don't require one.

His real problem: He’s forgettable.

Without an inside contact, he has no ally keeping him front of mind with the hiring manager. And he leaves out the other crucial ingredient for any job-hunt interaction.

Like what you're reading? Sign up for my blog updates and never miss a post. I'll send you a FREE gift as a thank you. Click here to subscribe.

People remember and love stories. Yet he doesn't tell any. Nor does he use memorable language to highlight the value he’ll bring to a company. In short, hiring managers don't care if a competitor hires him. They don't feel the loss.

Resolve to Be Competitive

A person acts in one of two ways: moving toward a reward or moving away from fear. You may think this only applies to children. But adults carry a bias toward one of these throughout their lives. How do you know which one will motivate a particular hiring manager?

You don’t. So you’ll have to approach him from both. Give him an unforgettable presentation of your value to the organization. If reward drives him, he’ll hire you for how you’ll increase profits. If fear drives him, he’ll hire you so his competitor won’t.

Focus your self-marketing on answering the question: “What will make this company afraid its rival will hire me?”

The United States gathers intelligence about our enemies so we can exploit their weaknesses. It also helps us influence our allies to remain loyal. Our enemies do the same to us. Use this strategy for your job-hunt.

The answer doesn’t lie in a degree or your training and skills. All these are commonplace. Rather, know the challenges an organization and its competitors face. When you know its vulnerabilities, a company will want you on its side. If you know where its rivals struggle, it will want your help exploiting these weaknesses.

Develop relationships with people who will explain the challenges in your field. People like to talk about their areas of interest. Always stand ready with two or three questions that will enhance your industry knowledge. When you have the opportunity, ask them.

Most people won't do this hard work. Put in the time and effort. Don’t be plain vanilla. Be Moose Tracks. Then you’ll get a job you’ll love.

How do you gain intel about your chosen field?

You can leave a comment on this question or ask another question below ↓

The Bottom Line on the Value of Your Military Skills

Do You Know Which Are More Valuable in the Private Sector?

2-½ minutes to read

Pilot or aircraft maintainer – who has the more valuable job? Most people say the pilot. After all, the cost to get a military pilot through basic flight training is $1 million. It can cost as much as $9 million to reach operational effectiveness. I’ve based these figures on a 1999 study. The most recent I could find. Since it costs perhaps $200,000 to train a maintainer, most people must be right. Except they're wrong.

The Bottom Line on the Value of Your Military Skills

Cost Doesn't Translate into Value

Early in my real estate career, I learned cost and value don’t connect. A couple had spent $25,000 remodeling their kitchen. But when I appraised their house it added only $15,000 to its value. Oops!

We want to believe that when something costs a lot it has to be more valuable. Think Armani Suits or Jimmy Choo shoes. But the cost to make such goods is a fraction of the selling price. Marketing and snob appeal create a value disconnected from the cost of production.

You see this everywhere today. Media make a compelling case for the death of consumer branding. But of the top 20 consumer brands, 17 increased their value. They have a good reason for working to do so.

A recognized brand can get a premium price for its products and services. Think Apple, Disney, and Samsung. Disney’s brand has translated into the cost to visit Disneyland outstripping inflation by a factor of 40 since the late 1970s.

Pilots carry a similar status. Top Gun became a recruiting godsend for the Navy by making aviators uber-cool. For a century, they’ve been the knights of our society. But there are signs that like the paladins of old, their sunset approaches.

Like what you're reading? Sign up for my blog updates and never miss a post. I'll send you a FREE gift as a thank you. Click here to subscribe.

The rise of unmanned aerial vehicles has changed the game.

When Prestige Doesn’t Create Value

The high cost of training a pilot and operating manned aircraft are the very issues that make their future value uncertain.

You can buy an F-35 for $101 million. It costs $35,000 to operate it for an hour. Contrast this with a UAV. The Predator costs $13 million and $1,500 respectively. At eight times the price and 23 times the flight hour cost, the F-35 is expensive. And that doesn't count the human cost if a pilot crashes or is shot down.

As the percentage of the military’s budget for personnel and training continues to climb, you can bet it will work to reign in these expenses. Eliminating 1,000 pilots, less than 4%, would save the defense budget $9 billion in training costs alone. That amounts to a 1.5% of the DOD’s budget.

While the military has incentives to reduce the number of pilots, what about the civilian side? How much money could Fedex save by converting their small aircraft to UAVs? What about UPS? I use cargo carriers as an example because packages won't get nervous without a human in the cockpit. But airline legacy carriers struggle to survive. In the meantime, newer ones form that offer lower pilot compensation.

Many former military pilots have found their civilian job prospects less rosy than they used to be. The median pay for commercial pilots is $77,200. Salaries for new hires at regional airlines range from $50,000 to $60,000.

Enter the “lowly” maintainer. Does it matter whether he works on a manned or unmanned aircraft? Hardly. They both have to be ready to fly. The aircraft maintainer who stays ahead of the knowledge curve will always be in demand. The median pay for an aircraft mechanic is $81,862. The lowest 10% make $61,624 or less.

Examine the value of your military skills, leadership ability, and accomplishments. Don't fall into the cost versus value trap. Create your Unique Value Proposition based on a clear analysis of how you can best use them to get a job you’ll love.

Are you clear about the value of your skills?

You can leave a comment on this question or ask another question below ↓

Get More Ideas Like These for Firing Up Your Life and a FREE Bonus!

Use:

  • The wisdom of Scripture
  • Battle-tested ideas from the military
  • Profitable business concepts

to design a better life for you and your family!

Plus, you'll get a FREE bonus, my 49 Day Challenge to Refine Your Character!