I see lots of resumes, and often the Objective is unclear, vague, or downright impossible. Here’s an easy formula that will help you write a clear Objective statement for your resume.
Step 1) Begin with the level of responsibility you want. . .
- A leadership position
- A supervisory position in Management position
(alt.) Step 1) OR you may want to begin with the position title you want
- A sales position
- A financial consultant position
- Project Manager
Step 2) Follow with the industry that suits you most . . .
- a manufacturing firm
- for an international logistics company
- healthcare
Step 3) Insert a connecting flex word . . .
- encompassing (for executive)
- utilizing (for hands-on position)
- involving (for mid-level)
Step 4) put 2 or 3 key skills (quantified) you have identified
- no more than 3 — it dilutes your power
- use skills that MOST describe
- use wording from O*NET
Step 5) you may want to add geographic preference (if it is important)
- an international firm
- in New York, New York
Step 6) you may want to add something about the company
- a closely held firm
- a Fortune 500 company
Step 7) Finish with something you can DO FOR the company
- to increase international sales.
- to reduce environmental waste, thereby increasing profitability.
Step 8 ) BE CREATIVE — do NOT make it look formulaic and just like everybody else’s.
Example A:
A management position within a small, family manufacturing business that will utilize my proven ability to reduce waste and increase corporate profitability.
Example B:
Sales management position in a major international firm that involves my abilities to develop, motivate and lead teams to successfully accomplish difficult goals and objectives.
Example C:
A senior level finance manager position in a Oregon-based company requiring flexible management skills, creative problem solving and effective communication, oriented towards deadlines while maximizing the corporate bottom line.
Lately I’ve been listening to a book on my ipod entitled “Mozart’s Brain and the Fighter Pilot” (Richard M. Restak). I was interested to “read” about the way the brain works to re-connect networks, even after years of dis-use. Apparently the brain has an amazing amount of plasticity, and the networks that are created never really go away. Dr. Restak tells us that in order to become proficient at something like playing a particular sport or musical instrument, the brain makes a series of network connections. If we don’t use those connections for a long time they will atrophy. The good news is that they never really disappear. The plasticity of the brain makes it easy for us to re-learn those activities very quickly when we attempt them again, even years later.
This makes me think of my grandmother. She played the piano and organ when she was a young woman, but as she aged her fingers became grossly disfigured by arthritis. She stopped playing because her hands hurt so badly. However, one day I was with her when she spotted a piano in the corner of a friend’s house. She walked over and began to play as if she had never quit — a bit slower than her old days, perhaps, but she hit every note. She hadn’t played the piano for years, but the connections in her brain that told her hands what to do never went away. She was able to call upon them years later. The human brain is indeed amazing!
What is true for networks in the brain, is also true for the personal networks we make with friends and colleagues. Even if we haven’t talked to a network contact in years, the contact never goes away. Now, mind you, you may have to mend a fence or two if you have left that relationship due to some sort of conflict. But most of the connections we make fall into dis-use because of a lack of proximity of time or space. Our lives move off in different directions and we lose the connection we once had with the other person.
The good news is that those connections are never REALLY lost. They can be re-engaged a just a few minutes if you want.
So, here’s what I suggest. Look through your rolodex, facebook friends, or LinkedIn contacts. Find a person or two that you haven’t had contact with in awhile, and shoot them an email or give them a phone call. We all have a few connections that we haven’t talked to in a while — maybe even in years! I’m sure that you will find it rather easy to re-connect with those people. You may even learn something new and exciting as you catch up with each other.
What are you waiting for? Why not make it a habit of refreshing one network each week? You will be suprised at how quickly those contacts re-connect, and you will BOTH be glad you did!
A study conducted by the Society for Human Resource Management (SHRM), concludes that “employees are clearly not benefiting from management efforts to support their careers.” (From 2000 HR Trendbook) Out of 1000 employees interviewed, nearly half said their employer’s approach to career development failed to meet their needs.
Here are some of the statistics:
- 44% said their career aspirations are supported by a system for career development through their employers.
- Nearly half (38%) felt that their employers are only concerned about the career development of their “high potential” employees.
- 30% feel their employer is not committed to helping them achieve personal career goals.
Why does this matter?
Well, it matters for both employers and employees. The coming years will see a shortage of talent in the workforce due to retirement of Baby Boomers. Most companies have not yet developed a succession plan (42%) or only have an informal plan in place (29%) to meet their needs. If employees are not given assistance to enhance their career within their current companies, they may find it necessary to move to a different company that provides these services. Failing to provide programs for retaining and developing employees is a clear case of myopia. Companies who do not step up to this challenge will find it difficult to keep their brightest and best employees.
It matters to employees, because in today’s work environment you can plan on changing careers every three to 5 years. You are responsible for “You, Inc.” Nobody else will manage your company (”You, Inc.”) for you, so the smart money is on managing your own career development.
There are several things YOU, as an employee, can do to enhance your own career from both inside and outside the organization. Here are a few great suggestions:
1 - Consult your HR or Training department to find out what is offered through your current company. SHRM says that “a lot of unhappiness over career development programs is a communication issue.”
2 - Look elsewhere for career development opportunities. Check out the local chapter of your professional organization to see what certification or continuing education classes are offered.
3 - Get a degree. Your employer may offer some form of tuition assistance for this. Check your employee manual or ask your HR department.
4 - Change companies. Chances are good that your company’s competitors care more about their employees than yours does. Why not take a look at working for them?
Are you one of the 44% of employees who feel their employers do not support your career development needs? If so, what will you do to enhance your own career goals?
