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Rule 9: Consult THE NEW VALUE TABLE for everything you do and every
job you apply to.
Especially for management and senior positions, companies are rarely looking to fill in a box on a standard employee recruitment form. Usually, companies are looking for something more nebulous, and more important. They are looking for a senior person who can deliver a QUALITY, not a quantity, someone who can explode out from an open-ended initiative-driven space.
Qualities are difficult to find, measure or test, and you dont find these qualities by searching for specific salary levels” the qualities that make up the new Value Table are money-resistant. The New Value Table goes beyond skill sets and resumes, as I first explained in Career Guide for the High-tech Professional: Where the Jobs are Now and How to Land Them. [Career Press 2004].
New VALUE Table
In its simplest form, The New Value Table represents the base elements of your personal Brand. Building your brand – making a name
for yourself that distinguishes you from competitors need not be expensive.
Your Quality That Counts
[list style="bullet-tick" font="arial" size="small"]
A consuming desire to make something new; to cut a new path rather than take a road.
Work is a game — an integral, vibrant
part of his or her life.
Internal pride to leave a “legacy
signature” on their work, rather than strive for a paycheck.
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An ability to stay and finish the race, because not finishing is inconceivable emotionally.
Have an inner voice saying “There’s
always a way [to create a technology fix: make a deal].
Contain a desire to grow professionally
– to become the best person he or she can be: invest in themselves.
The key to inner pleasure is recognized as making an individual contribution.
Instinctive grasp and exploitation of today’s real value: the intangible capital of brand image, staff talent, and
customer relationships.
Willingness and courage to speak the truth when you see a conflict.
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An Employers Value Requirements
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Create new intellectual wealth for my company; add to my intellectual assets.
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High-energy enthusiasm for the job, regardless of the hours worked.
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Not only is money not the most important
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Enduring performance.
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“Think around corners” to solve problems creatively.
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Bring up-to-date professionalism into every fray.
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Ever-increasing contribution.
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Identify and develop values for your company.
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Challenge the status quot.
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This is a great point about something that most candidates don’t get. Where do they provide value?
Almost every single candidate I’ve asked that question either has no idea or thinks that his value is in his brilliance.
Great post!
And..uh..about that whole 10 Rules in 10 Days thing. I guess you didn’t mean consecutively?
Dan
Thanks very much.I am now doing a job hunting and needed some help because I didn’t know how to do it properly.Those tips would definitely help me.
More b.s. If this is the type of company you are interviewing with, you’re talking to wrong company. I’ve got news for you. Today’s employee is more mercenary (money-hungry and money motivated) than the lazy hiring executive. I suggest you quit writing books for job seekers and start telling these idiot executives about the new hiring realities. They obviously need the advice. If you don’t, I will.
The qualities all stated above are those of a S and C in the DISC. They are the service oriented employee. Great for customer service, but not the driver personalities that can deliver value and profit in a competitive climate. If you need employees to “take care of the customer”, great. If you need to drive change through an organization, an industry or a market, forget it. They can’t do it.
If you’re running a hotel, great. If you’re running a growing company, no way.