New York career advisors, David Werner International, address the issue of how displaced executives could scare off potential employers by revealing former salaries.

David Werner Advises on Revealing Your Former Salary

So will Companies be Scared off by High Compensation? The quick answer is Yes! However, it depends how you answer the question. According to David Werner, new york career advisor, most will try and avoid it and give reasonable answers like: “well, it all depends where it is located” or “I would need to know what my duties would be” or “what are your expectations for the business?”

These are legitimate responses but will not satisfy those who ask the question. The potential employer still needs a number – so give them a number. In the first few months of 2009, David Werner has had clients earning over $1 million and several more over $500K. How do David Werner International career advisors handle this issue so as not to scare off a potential employer?

Firstly, remember what John S. Reed, the former Chairman and CEO of Citibank, once said, “Money is Information.” Therefore, if you earn a lot of money, the assumption is that you are a high performer and worth it (you are innocent until found guilty). Why hide your light under a bushel?

David Werner’s Advice for Responding Appropriately

Furthermore, we would all agree that there are plenty of high earners without jobs who would be happy to get a good job at lower comp. The question is not what’s wrong with him or her, but rather, will they leave as soon as the economy turns? Therefore, it is important to presage a response by suggesting in subtle terms “I am looking for some place I can stay the next 10 years or so and be happy in my work.”

David Werner’s point, as a career advisor, is: HOW you say it is more important than WHAT you say.

“Jeff, my cash comp typically comes in two parts: a base salary and a performance-related bonus. I live off my base salary which last year was $225K and I do my best to save my bonus. In 2008 I was lucky, we all had a good year and my bonus was $550K. The year before I had a bonus of only $100K; we lost a chunk of money in Asia.”

Or

“When I joined the company I asked for a base of $250K and said I would really only be interested in eventually acquiring equity. My first year I got a bunch of options and a modest bonus – $100K. In my last year I cashed in my options when I left and my W2 was $1.5 million. We all did well that year. In other words I am more interested in a long term arrangement. Why? Because if I have the opportunity to turn around the business, you will be happy to pay me what I am worth and do your very best to make sure I stay. Right now I recognize cash may be tight and I would be happy to discuss a $20K a month to start.”

Or

“I am used to working on a base plus bonus. I am fully aware the industry is suffering and I know what I earned in the past will not easily be achieved today. I don’t expect it to be. Last year I had a base of $300K and a bonus of $300K. The previous year my bonus was $100K. Where I to join your team, I would be the first to recognize that my salary will have to be justified by my performance. Why don’t we discuss my coming on board for $20K a month for 6 months? After I have demonstrated my worth, we could firm up something for the long term – something that suits both of us.”

Remember: It’s not what you say – it’s how you say it.

 Therefore the question that begs itself is – What advice can we give elder statesmen executives?  How can elder statesmen stand out in the crowd?  In my twenty odd years advising senior executives in transition, I can point to four areas below which they need to focus on to stand out in the crowd and, in doing so, they can address any concerns the hiring company might have.

 1. The best way to stand out in the crowd is to have someone make a third party introduction on your behalf.  For example:  “Fred, I suggest you see this guy; I hired him as an attorney to work with me to assist in restructuring the Company and I got more than I expected.  Not only was he hard working, dedicated and a man of high principle, he is also a multi-talented executive.  He made me a chunk of money.”

 2. Keep fit and look younger than 55.  That means ensuring that you are perceived to be younger (note the difference between perception and reality) -i.e. don’t give an aura of a smoker or drinker; imply you exercise a lot (even if untrue); avoid discussions about grandchildren.  At interview, move quickly and shake hands with greater than normal energy, speak louder than you might otherwise do, be up to date with the sports scores and if your daily hobby is tennis or jogging, make sure the interviewers know.

 3. Be up-to-date with technology – join the younger set!  Ensure that computer tasks performed by those younger than you present absolutely no challenge to you: email, Microsoft Office, Power Point, Google, Yahoo, Twitter, Facebook.  You don’t have to be a programmer.  Indicating you use both PC and Apple would be a big, big plus.  Don’t use AOL (too family oriented); I suggest gmail.  Subscribe to Citrix’s “GoToMeeting” and to “GoToWebinar” and also “GoToMyPC.”  Become a member of “Linked In” and join “Twitter” and “YouTube.”  In other words let people know that “you get it.”  Consider putting your computer and Internet skills on your résumé.

 4. Older executives work harder and are more persistent: They have operated in both good and bad times, are less greedy about salary and bonuses, often don’t need health insurance (already covered by prior employment), are more flexible, can accept interim or part time assignments, are prepared to travel back home at weekends and do what is necessary to “get back into the game’ knowing that when the good times return they will be perfectly placed to hit the ground running – having collected a wealth of new business contacts. Above all, older executives have many more references to fall back on; use them.  Surely, it’s much better others talk about you than you about yourself.  However the references must be from senior, credible leaders within your industry. Why not introduce yourself as:  “When I left GE last year to join a smaller company, the well-known CEO said to me ‘What do we have to do to make you stay?’.”  (We actually used this to great effect.)

 Remember the goal:  to get back into the game (and I don’t mean the golf course).  Finally the four thoughts above always at the forefront of your mind: be flexible; appear energetic; How am I perceived?  Am I employable? Am I offering value? 

 Finally, finally:  remember what Clement Stone (founder of Combined Insurance) described in his book “The Success System that Never Fails“  He was referring to Probability Theory: “The more people you present the policy, the greater is the probability of a sale.”  He also said:

“Tell everyone what you want to do and someone will want to help you do it.”

 About David Werner International:

David Werner International is one of New York’s top executive career marketing companies with over 30 years experience in executive career marketing and outplacement services for Presidents and Vice Presidents.  The company now harnesses the power of the internet where they have created personalized career portfolios for their candidates which act as a virtual showcase of a candidate’s history and proven success record.

 In addition to helping top executives transition companies, DWIC is also sought out by leading executive corporations to provide specialized marketing services to senior executives.    Throughout their 30 years of successful search and placement, DWIC has provided services to primary corporations such as Viacom, Shell, BFGoodrich, Mobay/Bayer, Pfizer, Time Warner, Alco-Standard, The Equitable, Contel/Executone, Booz-Allen, Tribune Broadcasting, Commercial Union, Revlon and more. 

 To keep up with David Werner and his advice on today’s ever changing job market, visit his blog at

Employers need to ‘build their own brand’ to market their experience and value to a potential hiring company.  The internet allows candidates to build personal websites and display these virtual portfolios which tell the story in a captivating and clear presentation, something words typed on a paper cannot. 

The online portfolio service offered by David Werner International is a virtual presentation of an elaborate resume which utilizes graphs and charts to show a candidate’s success and achievements.  The system helps prospective employers visualize the value a candidate can bring to their firm. 

An example of an online portfolio can be seen at  http://www.webportfolios.net/lab/cxo/

The web portfolio has four key benefits for job seekers.

1. The web based portfolio uses proven and targeted marketing techniques to present a compelling business case for an individual’s candidacy to potential employers.

2. Charts and graphs create virtual and multi-dimensional representations of talent and success stories, visually demonstrating a candidate’s value to hiring firms.

3. Hiring firms with this information at their fingertips can quickly engage in meaningful and results oriented conversations which can rapidly move the candidate ahead in the interview process.

4. The portfolio then serves as a permanent career asset for improving an online business profile and networking with other executives. 

The David Werner multi -media system allows candidates to showcase career strength and accelerate results in the market place.  The online portfolio technique reduces search time by employers thus speeding up the communication process between candidates and potential employers. 

For more information on David Werner, visit http://www.dwic.com/bios.html

One technique David Werner is using to gain rapid response from desired employers is posting virtual career portfolios online. The portfolio acts as an interactive and exploratory resume of the candidate’s career history, proven track record, and unique selling points. The portfolio is complete with graphs and charts which enhances the communication between a candidate and a potential employer. The David Werner multimedia system allows candidates to showcase career strength and accelerate results in the market place.

The virtual portfolio can be seen online at http://www.executivebio.net/charlestruman/
DWIC specializes in marketing to senior executives, Presidents and Vice Presidents, typically earning base salaries of at least $250K. Throughout their 30 years of successful search and placement, DWIC has provided services to primary corporations such as Viacom, Shell, BFGoodrich, Mobay/Bayer, Pfizer, Time Warner, Alco-Standard, The Equitable, Contel/Executone, Booz-Allen, Tribune Broadcasting, Commercial Union, Revlon and more.

To create your online career portfolio, visit http://www.dwic.com/contact.html to get started with David Werner International.

The announcement was put forth to help displaced executives remain positive and proactive in their search for new employment.  As the country faces its worst recession in decades, David Werner wants to ensure that their clients can still benefit from the DWIC career marketing program.

Company President and Founder, David Werner, commented, “We recognize the economic crisis we are all now facing.   However, we are optimistic and not discouraged and we continue to find new ways to help our clients. The fees for the optional program have been reduced but with a greater emphasis on the back end- our success fee.  Furthermore, this new option allows our clients the ability to extend the program, if necessary, beyond the first 3 months.”

About David Werner International
David Werner International Corporation (DWIC) provides personalized, one-on-one confidential marketing services for senior executives, typically Presidents and Vice Presidents who wish to make career transitions.  DWIC is also retained by Fortune-size companies to provide high-level outplacement services for senior executives (on a one-to-one “basis”).

Mr. David Werner is recognized as one of the foremost experts in Marketing Senior-Level Executive Talent. As noted in the Wall Street Journal and The Financial Times, David Werner International Corporation (DWIC) holds a distinguished global client portfolio highlighted by a 30-year history of success. His expertise on employment matters has been featured in Forbes magazine in an article entitled “Headhunters in Reverse,” and he has received broadcast attention on both FNN and CNN channels. David Werner plays an instrumental role in maneuvering throughout the global business network in harmony with industry trends and market climate on behalf of Senior Executives.

Executives or corporations can find more information on these and other services offered by David Werner International by visiting them online at http://www.dwic.com

.

1. Credit Cards: Ensure enough credit is available-if needed-to supplement lost income during a period of unemployment. Capture as much as possible.  This is easier to do while still employed.
2. References: References are part of a larger network.  Individuals should choose four or five but there would be no harm in asking 10 or 15 – “Jim, we have no known each other for a number of years and I would like to ask a favor – would you be prepared to be a reference for me?  I will of course tell you before who will be calling and when.”  Invariably, Jim will counter by saying – “what would you like me to say about you?”  This is the opportunity to have a third party reinforce any accomplishments and is so much more powerful having someone else say it.
3. Support: People need a trusted person who can review their work and help them stay on track.  What is most often neglected and ignored is the information chosen to give to a potential employer and the resulting perception that employer may then have.  Candidates should only give information they want the employer to have.
4. Networking:  Executives in transition should let any network bases know of their employment status and availability.  It is futile to hide the fact.  Many believe that networking is the best way to find a new job.  Sending out a letter can be a less intimidating approach:  “Jim, as you may know, Consolidated Industries has had a major cutback and I am now in the job market.  I would like to ask you a favor – and I am not referring to United Industries, your company.  Your eyes and ears are closer to the ground than mine.  Perhaps in your travels you might come across a company in the industry that could benefit from my international experience.  I enclose my business card where you will find my Web Portfolio (my resume on the web). Any ideas you have would be greatly appreciated.”
5. The Right Marketing Tools:  Vital marketing tools are needed such as: a resume which separates candidates from all the others, appropriate letters, access to data banks (Recruiters Venture Capital, and Private Equity firm, US and Foreign Corporations with operations in US) as well as specialized listings. The resume should not be used as a marketing tool – it should be offered only when requested.  A one-page letter – if properly and persuasively written – should serve as an opener.
6. Elevator Speech:  Prepare a one minute elevator speech, “Tell me a little about yourself”
7. Business Card: Create a business card with all phone numbers and the web address of your online resume.
8. For Those Moving Out Of Financial Services:  Executives in transition must not lose confidence.  Good executives are hard to find.  Any potential hiring company is very fortunate to be meeting you as you have unique talents and experiences that can make a valuable contribution very quickly – believe it.  For those moving out of financial services into a new industry, this is very important – rehearse the following statement:  “If I were to join your team Mr. Brown, I could do three things for your company.  First, I could ???   Second, I could ???? and Finally,  I could  ????   I have done it all before as my previous CEO will be happy to confirm.”

About:

David Werner International is one of New York’s top executive career marketing companies with over 30 years experience in executive career marketing and outplacement services for Presidents and Vice Presidents.  The company now harnesses the power of the internet where they have created personalized career portfolios for their candidates which act as a virtual showcase of a candidate’s history and proven success record. In addition to helping top executives transition companies, DWIC is also sought out by leading executive corporations to provide specialized marketing services to senior executives.

Throughout their 30 years of successful search and placement, DWIC has provided services to primary corporations such as Viacom, Shell, BFGoodrich, Mobay/Bayer, Pfizer, Time Warner, Alco-Standard, The Equitable, Contel/Executone, Booz-Allen, Tribune Broadcasting, Commercial Union, Revlon and more.  Executives or corporations can find more information on these and other services offered by David Werner International by visiting them online at http://www.dwic.com

Severance

The more senior you are and the more time with the company, the greater may be your severance. It is my experience that those earning over $300K and with at least two years with the company can negotiate one year’s salary plus benefits plus options. Those earning more and with more time under their belt can sometimes capture two years severance. However, beware that bonuses are trickier to negotiate – if you are no longer there to earn them.

A non-compete requires the employer to pay your salary during the period. This can often backfire as it can lead to complacency and a false sense of security and make it more difficulty to re-enter the market – unless of course you move into a different industry.

Outplacement is often provided by the employer . . . to smooth the exit. However be aware that there are three very large firms providing these services- temporary office accommodation, a phone service, resume and letter writing help, “counseling,” etc. Find out how they differ. It is my opinion that most senior executives have home offices and do not want or need to commute to a center point – the outplacement office – each day. Therefore, find out what the outplacement services comprise. You may wish to use the money allocated to the outplacement company to some other firm, perhaps a marketing company.

Remember, once you have finished your exit negotiations and signed off, you can not go back and renegotiate the conditions.

Credit Cards

You will need to make sure you have enough credit available – if needed – to tide you over a period of unemployment. Make sure that, should you fear for your future employment, that you capture as much as possible. This is easier to do while still employed.

References

References are part of your network. You may chose four or five but there would be no harm in asking 10 or 15 – “Jim, we have no known each other for a number of years and I would like to ask a favor – would you be prepared to be a reference for me. I will of course tell you before who will be calling and when.” Invariable, Jim will counter by saying – “what would you like me to say about you.” Here is your chance to have a third party reinforce your accomplishments – so much more powerful than you saying it.

Support

You will need, as well as the obvious support from family and friends, a trusted person who can review what you write and say and make sure you stay on track. What is most often neglected and ignored is the information you choose to give to a potential employer and the resulting perception they might have of you. Remember to give only that information you would want to have if you, hypothetically, were in the other person’s position. That, after all, is the art of negotiation.

Networking

Your contact base should know about your availability. Don’t hide the fact that you are looking. Many believe that networking is the best way to find your new job. This can be far less threatening if you approach the task with a very brief letter: “Jim, as you may know, Consolidated Industries has had a major cutback and I am now in the job market. I would like to ask you a favor – and I am not referring to United Industries, your company. Your eyes and ears are closer to the ground than mine. Perhaps in your travels you might come across a company in the industry that could benefit from my international experience. I enclose my business card where you will find my Web Portfolio (my resume on the web). Any ideas you have would be greatly appreciated.”

What Marketing Tools Will You Need

A resume which separates you from all the others, appropriate letters, access to data banks (Recruiters Venture Capital, and Private Equity firm, US and Foreign Corporations with operations in US) as well as specialized listings (e.g., Top Solar Energy Companies).

The resume should not be used as a marketing tool – it should be offered only when requested. A one-page letter – if properly and persuasively written – should serve as an opener.

Example from a client of an email exchange November 17, 2008:

Client receives an email from Vicki responding to his letter and which
requests a resume be sent: “Vicki, thank you for your note. My resume is attached. Please let me know if it is possible to schedule a call with Mr. Balham.”

Vicki writes back: “Thank you for your quick response. I have forwarded your resume to Brian Smith, our Vice Chairman. He will be the one that you will most likely be speaking with first. I will let you know when he is available.”

Elevator Speech: You will need to prepare your one minute elevator speech, “Tell me a little about yourself”

You will need a business card with your phone numbers and the web address of your resume.

Finally

You will need to maintain your confidence and enthusiasm. I coach my client to believe that a potential hiring company is very fortunate to be meeting you, that you have unique talents, unique experience and can make a value contribution very quickly. In fact I like them to rehearse the following statement: “If I were to join your team Mr. Brown, I could do three things for your company. First, I could ??? Second, I could ???? and Finally, I could ???? I have done it all before as my previous CEO will be happy to confirm.”

The truth of the matter is, there are plenty of senior level jobs in the market, and our clients are living proof. Clients who take part in our career marketing services are amazed with the volume of responses and the speed at which they come. Within the first few weeks of a campaign, many clients will attend not one, but 3 or 4 interviews for viable senior employment opportunities for example, Todd and John H. (see next week), and Craig S. (see below).

We’d like to thank Craig S., a Senior Executive in position who wrote to us regarding our services, “found that the initial Werner Letter which was issued from your desk was far, far more productive than the letter distribution which came from my name. The original letter generated over 12 initial conversations, nearly a 5% response rate to the campaign.”

With the help of DWIC, Craig accepted a lucrative consulting assignment in May and is continuing to work on his career marketing portfolio to discover the job that will most suit him properly.

Craig went on to write, “The list of dialog and activity to date has actually been quite impressive, with a total of 4 appropriate caliber opportunities moving to interviews. Based on all the good progress and learning thus far, I’m very encouraged and optimistic. I continue to view your product and service as uniquely valuable and expert in both composition and delivery.”

We personally would like to extend our thanks to Craig and the many others who have written to us of their similar experience, once again proving that the job market is alive and well. At least at David Werner International it is.

Company President, David Werner, made the following statement, “Executive career opportunities are out there and career transition during tough economic times is possible. Every day our clients are going on 2^nd, 3^rd and final interviews with top Fortune 500 companies. You just have to keep digging.”

The company just launched a career marketing program for one of their client’s, John H. John is an experienced CEO in career transition. The program launched October 21^st and John was quickly approached, lining up 3 interviews in 3 days. John received calls from Presidents, Vice Presidents and CEO’s looking for a candidate with his qualifications to fill senior level positions within their company. John himself even noted that he was surprised at the quick response the career marketing campaign initiated.

David Werner International is one of New York’s top executive career marketing companies with over 30 years experience in executive career marketing and outplacement services for Presidents and Vice Presidents. The company now harnesses the power of the internet where they have created personalized career portfolios for their candidates which act as a virtual showcase of a candidate’s history and proven success record.

Mr. Werner added, “Candidates who can use technology to show case their potential will have a competitive edge over the rest. Getting noticed in today’s market shuffle is becoming increasingly more difficult. Utilizing online professional portfolios is one way David Werner International helps their candidates stand out from the rest. “

Take a tour of the online career portfolio service by visiting http://www.careertalent.net/dwic/video/index.html

Let us assume that the objective is to get into the office of the decision maker who can employ you. Therefore, as in real life, first impressions are paramount. It is true that no one can see you – for all they know you might be in your swimming pool – but the fact is that people can perceive, after a lifetime using telephones, a number of factors which might escape an anxious job seeker looking to make a favorable impression.

Therefore, I hear you all ask, what are these factors? Many are obvious, some less so, and one or two will be new to you.

Let us first of all understand the process. To do so we need first identify the direction of the conversation … that is, who is making the call.

Obviously there can only be two answers: you are a job seeker initiating the call … or they, the potential employer, wish to contact you because your fabulous resume, letter, or referral prompts them to seek further information from you in your office (if you still have one) or at home (in the evening).

However, there is a third possibility, their or your answering machine. Let us deal briefly with answering machines.

ANSWERING MACHINES

Time is money and people get annoyed spending time to speak to a magnetic tape or digital recording. Recognize this. Therefore make your message short and sweet and to the point. Your answering machine message:

“I am sorry I cannot take your call, please leave a message at the tone.”

Remember about first Impressions; the caller was hoping to speak to you, couldn’t reach you at your home number, and felt thwarted. For men looking for a new position. I always suggest a wife (or a girl friend) record the message . . . and vice versa. (No! I am not a chauvinist). Why do I suggest this? Because your neutral position is still unaffected and assumptions as to who you may be or how your voice sounds (education, accent, etc) cannot, through this initial contact (that failed), awaken any prejudices and thus harm you.

The message you leave on their answering machine:

“Good afternoon, I am David Werner returning your phone call. It concerns my letter I wrote on March 3, which was prompted by our mutual friend Joe Caruthers. The time is four thirty Friday the ninth. My number is 212 123-4567. Thank You.”

(Notice the careful selection of just a few words. .There’s enough information: not too much, not too little.)

Never just say never “It’s David Werner and I am returning your phone call” and then hang up. People resent that statement. You will sound like a third-rate insurance salesman or broker. Always give the context or reason why you are calling. Be helpful. Think about it. How would you feel if it were you listening to your answering machine . . .to a voice you have never heard before.

YOU, THE JOB SEEKER INITIATE THE CALL

There are two key factors to bear in mind: your voice and the words you use. Obviously the purpose of the phone call is to exchange information that will benefit the potential employer in such a way that an interview will be set up.

Again, the topic of this brief message is telephone tips … NOT how to get through the door. (That technique is a much more complex process.)

YOUR VOICE The secret here is ENERGY . Tired depressed people never get asked to interviews. Keep your opening statement short, say 30 seconds. Speak firmly without pause or hesitation. If you have a quiet, gentle voice (like I do), hold the phone 10 inches away from your mouth, raise your voice and shout a little. You’ll be surprised what a difference that makes. After all there is no reason to have the receiver on your ear for the first 20 seconds while you speak.

Make your voice smile and use humor. Laugh a little. Practice talking in front of the mirror in your bathroom with your tape recorder on. This aspect of VOICE is important. Before my clients go out on interview, we role-play one-on-one, not only in the interview situation but also on the phone.

Remember, we all like friendly people. We don’t like cold or aggressive people. Let your voice reflect a warm friendly personality . . .not a tired or aggressive one.

YOUR WORDS

The secret here is being prepared. Do your homework.

“ Good morning, Mr. Smith, my name is Werner, David Werner, and a mutual friend of ours, Joe Caruthers, suggested I give you a call because he thought my experience in the medical devices field, marketing to physicians in Europe, could be of benefit to Consolidated Devices.”

Pause for 2 seconds to indicate to Mr. Smith that you are in total control at your end and then continue:

“Is this a good time to discuss this?”

(Notice the careful selection of words: not too much, not too little) Now you keep your mouth shut until the ball is returned into your court.

Remember to build value at each step, talk no more than 40 seconds at any one time, use silence or pauses to establish your points and, for goodness sake, answer the question, don’t hesitate, don’t waffle, don’t contradict and argue. At this time, be quick to agree. And if you don’t know the answer, say so.

Such a phone conversation in a busy executive’s life need last no longer than 5 minutes. Yes! That’s all you’ve got to make your point. Tough, Eh?

THEY, THE POTENTIAL EMPLOYER CALLS YOU AT THE OFFICE: Obviously, if you are employed or still have the use of a secretary to answer incoming calls, all he or she need say is “Good morning, Mr. Smith’s office – how can I help you?”If unemployed, acquire a dedicated phone line at home just for you (and, please not for your children).

Better still, create a “Virtual Office.” Sign up for an answering service, a Virtual Secretary, such as Virtuosity (www.virtuosity.com – (800) 441-1188). Such a service will cost between $49 to $99. They will answer your telephone calls and route to you at a specified location. If you are not available or choose not to take the call, ‘she’ will take a message for you asking for the caller’s number. You can receive email or SMS notification of all new messages.

AT HOME: If you get a phone call at home, I advise all my clients to say the following:

“Thank you for calling Mr. Smith. We are entertaining right now. Is it possible I can call you back later tonight or tomorrow morning?”

The question that begs itself is clear. Never discuss an important career decision or career opportunity unless you are properly prepared. Second, once you can get into the control position, life becomes easier. Think how much better you will be able to operate when dialing the direct office number the next day.

Gaining control immediately when you are not the initiator can be easier than you think. Use psychology. Let us assume that one of your phone calls has at long last been returned at home in the evening and you wish to gain control by attending to it there and then. To collect your thoughts (which might be directed at subject matters not printable here) why not perhaps try something like this:

“ Mr. Smith, thank you for returning my call. My guests are just leaving, let me get to my study, I’ll be one minute.”

One minute later you pick up (having used the hold button on the phone and not having moved from your chair) and say:

“Sorry about that, I am always reminded (with a smile in your voice) of the important phone call that never comes until you get into the bath”

The caller has to be flattered by your use of the word “important” and it will cause the caller to make sure the conversation will not be a waste of YOUR time.

Finally, if you feel you have wasted your time reading this article and have learned nothing, I hope you will at least retain this key piece of advice: chemistry . If you don’t like that word, try Comfort.

People look for a high comfort level when first “meeting” others on the phone. A laugh or smile, as you know, goes a long way to break down a barrier. Can your voice smile? Try it? It is a fact that people only like people like themselves. It’s a 2-way street. If you determine that the potential employer is short, sharp, to-the-point, humorless, gruff, busy . . . then please echo those same energetic traits in your own voice and attitude.

I don’t mean to suggest for one minute that you should compete to win, but rather echo and reflect the caller’s high energy level and style so that he/she feels there might be a good chemistry fit. Conversely, a quiet, gentle and conversational style that you perceive the potential employer to have should be countered with a similar gentle approach (although that might be alien to your personality). Don’t forget we are talking only about phone manners here; we are not talking about what constitutes a perfect job fit.

And finally-finally, no nasty animal is going to jump out of the phone and you say “BOO.” In spite of what you may think, there is no logical reason to be nervous of a plastic receiver or mobile phone connected through wires into a telephone or cellular network.

You are in control, you hold the instrument in your hand next to your ear and you have the power to listen when you choose, answer when you choose and use words, pauses, silences, when you choose. Yes, you have the choice whom to call, when to call and what to say.

Has your goal been achieved? I hope so. I hope you will be able to say tomorrow:

“ Fine, Mr. Smith. I look forward to >meeting you next Friday at 12. It sounds most interesting.”

TELEPHONE TIPS was prepared and written by David Werner, President of David Werner International Corporation, a New York-based executive career marketing company, and Caroline Werner, his daughter, a graduate in Media Studies from London University, England.

For more information: www.dwic.com

David Werner International is one of New York’s leading marketing firms for senior executives.   They have been providing personalized marketing and management services to top executives for over 30 years.  Their long standing successful history coupled with piles of client testimonials help make this firm one of the leading executive career search firms in New York. 

Potential candidates seeking experienced career marketing services can pour over the hundreds of client testimonials written in favor of David Werner International. 

Click here to read testimonials

Stephen Drees, President of Allegiant Group, Inc stated, “David understands the ins and outs of conducting a professional and thorough job search. He helped me to reposition myself at a key point in my career. I would recommend him to executives looking for their next opportunity.”

The New York firm caters to Presidents and Vice Presidents only.  DWIC provides personalized, one-on-one, confidential marketing services for these executives looking to make a career transition. 

Another satisfied executive, Ed Singh, a Fortune 500 technology executive commented, “I found David’s service invaluable.  For me he was more than a headhunter – he served as a career counselor, career coach, and friend.  I did not realize it when I first engaged him, but I needed all of that not just to get a job but to make a significant jump up the career ladder.  I am now again ready for a significant jump in my career, and of course I have signed up with him again.”

The company pointed out that a significant number of their clients are repeat clients—those who have used DWIC services in the past and, after four or five years, return to be remarketed into more-senior, more-responsible positions. 

Executives can find more information on these and other services offered by David Werner International by visiting them online at http://www.dwic.com

Making a career transition from one company to the next is an intense and often stressful experience.  Displaced executives and those looking to segue into a more senior position can be faced with unwanted, lengthy transition periods. 

David Werner International is one of New York’s top executive career marketing companies.   With over 30 years experience in executive career marketing and outplacement services for Presidents and Vice Presidents, the experts in employment are now harnessing the power of the internet to help candidates achieve accelerated and qualified leads in the executive search market place. 

David Werner’s online portfolio is a personalized web marketing tool for candidates seeking accelerated results and reduced employment transition periods.  The multi-media system is a virtual showcase of a candidate’s history and proven success record.  Click here to view the video. 

Today’s job seekers are now competing with technologically advanced competitors who can exploit the power of the internet to create a web enabled playing field. 

Candidates who can use technology to show case their potential will have a competitive edge over the rest.  Getting noticed in today’s market shuffle is becoming increasingly more difficult.  Utilizing online professional portfolios is one way David Werner International helps their candidates stand out from the rest.

The online portfolio is a virtual presentation of an elaborate resume which utilizes graphs and charts to show a candidate’s success and achievements.  The system helps prospective employers visualize the value a candidate can bring to their firm.  The web portfolio has four key benefits for job seekers.

1. The web based portfolio uses proven and targeted marketing techniques to present a compelling business case for an individual’s candidacy to potential employers.

2. Charts and graphs create virtual and multi-dimensional representations of talent and success stories, visually demonstrating a candidate’s value to hiring firms.

3. Hiring firms with this information at their fingertips can quickly engage in meaningful and results oriented conversations which can rapidly move the candidate ahead in the interview process.

4. The portfolio then serves as a permanent career asset for improving an online business profile and networking with other executives. 

The David Werner multi -media system allows candidates to showcase career strength and accelerate results in the market place.  The online portfolio technique reduces search time by employers thus speeding up the communication process between candidates and potential employers.

Let’s start with some of your concerns and questions and let’s see if any of these are familiar.

How do I transition from working for 25 years to not working at all?  How do I maintain my self-esteem?  How do I still demonstrate my value and worth to my family and my community?  How do I find a second or third career… something that will be really challenging and exciting?  What firms are looking for someone who has my capabilities?  What do you mean I don’t have value?  Doesn’t the contribution and accomplishments I have made count for anything?  And what is the process that is the best way to present and package myself to prospective employers and explore new opportunities?

Satisfaction;  hunger to contribute;  need to be part of a team;  opportunity to demonstrate and exhibit your leadership qualities.  Do any of you still feel the need to compete? Perhaps you are frustrated, even angered.  If so then listen to how you can apply your energies for re-entering the fray.

To start with you have to be willing to assess three areas that provide a context to finding the optimum answers.  These three are 1) looking within yourself 2) looking at the external environment around you and 3) looking at how the future is unfolding and how you can fit in. I have labeled each of these three areas:

1) AWARENESS

2) CHANGE

3) PEOPLE.

Let’s take a moment to look at each, briefly.

How astute are your levels of AWARENESS?

Measuring awareness goes beyond the morning newspaper, CNBC and reading BusinessWeek.  Today, a person, who is a key decision-maker, must drill down deeper than a superficial level and ask questions of key managers and direct reports that demonstrates full engagement and interest.

Questions like how are we doing, what else can we do?  How does this compare to our competitors?  How are we measuring the results and how does this impact our productivity represent a sampling of the 60 basic questions that represent a leader’s perspective.

Just having a passing familiarity with information is not good enough.  You must constantly be reading and adding to your digital IQ or what Bill Gates called The Digital Nervous System of every company.  But how do we really tap into the true productivity gains of technology when the average person utilizes less than 5% of the features on their desktop or mobile device?

Are you aware that to become a global economic leader, China is building 6 new cities that will all be larger than New York with 30-40,000 skyscrapers? Each city will have over 10-20 million people.  Their goal: to achieve this in 17-20 years.

Did you know that the explosion of the Internet and interactive marketing now mandates that the top marketing executive in every firm has a command of over 88 areas of applications?  Similar depth is required for those heading Finance, HR, IT, Administration, Distribution, Manufacturing and Customer Service.  The good news is that by knowing and pinpointing the 16 internal and external performance drivers you can achieve a high probability of success.

In short, awareness of top executives has dramatically shifted from passive knowledge to active interest.  Interest in social networking, active engagement in corporate social responsibility, active participation in education  and community organizations and causes, and understanding and applying coaching, mentoring and teaching and self awareness.  It culminates in what Dr. Abraham Maslow called self-actualization.

CHANGE  The second area of building a solid context to defining and understanding your value focuses on your interpretation and flexibility to accepting and applying CHANGE.  None of us are comfortable with the speed and degree of change.  None of us find it easy to adopt new habits, learn new approaches and processes and change the way we do things.  To a large degree we have no choice.  Take email as an example.  Could you do without it?

What the speed of change forces us to address are new approaches to strategy and scenario planning.  It alters our approach to our customers, how we manage and measure operations and how timely and effective are our organization’s reflexes and responses to change.

Norman Augustine, the past CEO of Lockheed Martin noted 10 factors that he had to address concerning change as his firm fought to be only one of four prime government aerospace contractors to survive the merger wave of the nineties.  Today, Lockheed thrives because they created a new culture, a new operating policy, new products and services and a new mission.

As executives must address changing career issues, it is important to look at your leadership strengths and weakness, your style to management and working with others, your skills and competencies, your motivational factors and identifying what barriers that may be holding you back from accomplishing your next level of growth.

PEOPLE  The third area which defines the context framework is how well you relate and work with PEOPLE.  Are you looked at as an “old stick-in-the mud” or someone who is open to new ideas and innovation?  Have you evaluated your critical thinking areas which include your decision-making and decision influencing processes?  What was the last time you re-engineered and radically overhauled an operational area?  Have you kept abreast of some of the key contemporary and future drivers like knowledge management, human capital, social networking and distance learning?

Have the people you work with also kept pace with human resource shifts in workplace flexibility, global business practices, work and society, workforce development, the redefinition of jobs into roles, the new application of cross-functional collaboration, and the increasing importance and value of human resources to corporate strategy and profitability.

These changes apply to all types of organizations structure ranging from entrepreneurial, functional, divisional, holding company or matrix-based entities.

One of our firm’s distinct benefits is helping you pinpoint the attributes and values that you have perfected and how you can apply these to a career opportunity.  In short, we sharpen the focus of what you can offer, why you can make a difference, and how you can improve and add-value to a specific organization.

In addressing these objectives we follow a proven methodology which I developed and have refined over the past three decades.  It is simple, comprehensive and elegant.  It is only for senior people and top executives. It has worked well for many and it will work well for you.

When our firm works with you, we must focus on the future.  Where will you be in 2 , 5 or 8 years from today?  What goals and objectives have you written down on what you want to achieve?  What values are important to you and which firms out there are eager to talk to you?

By defining your current capabilities, we start to sculpt and design the opportunity that you really want to achieve.  Together we formulate definitive response to the following: What are the ways you can immediately contribute to an organization?  Who would you love to mentor, coach, teach, advise and lead?  What mistakes and potholes would your experience be invaluable to helping younger and less experienced managers and executives avoid?  And how could you contribute to better critical thinking that would lead to a better vision and strategic plan for an organization?

Many of you have gained exceptional insight into understanding the complexity and nuance involved in sophisticated decision-making.  But where do you go to share this knowledge? What and where are the firms that are also looking for you?

Our success in helping you find the optimum opportunity follows a very simple, common sense approach customized to meet your specific needs. This starts with a discussion based on your input and goals.  It is how we develop a unique marketing strategy that is pertinent only to you.

Next, we support this strategy with a set of tools that puts the strategy in action.  These tools include crisp, cogent letters, effective and succinct resumes, use of electronic portfolios and presentations to emphasize your style, application of highly unique databases, ongoing coaching and support, introduction to contact networks and consultation on negotiating the most favorable deal for you.

In summary, David Werner International provides a unique resource for successful business people who want to take the next step in completing their career.  Maintaining a low-key, highly confidential approach and treating your needs as a super premium brand, those who seek true customization and outstanding outcomes have found entering into a dialogue with us has led to a truly enlightening opportunity to address their career near and long term needs.