Monthly Archives: July 2017

No, You CAN’T Pick My Brain!

pick-your-brain

Like many other consultants and strategists, I’m constantly asked by friends and strangers if they can “pick my brain over lunch” or just flat out email me for my advice on a business strategy matter after reading one of my books, LinkedIn articles, or articles in a number of other publications. This subject has been addressed in many forums by many different authors and experts. In fact, there’s a book with the title, No, You Can’t Pick My Brain: It Costs Too Much! Love it…

How to Avoid Being the Smartest Consultant in the Poor House

I provide free valuable information through several channels and that information has helped lots of others. Most people would never think of asking their attorney or CPA for a brain-picking session camouflaged as a pretense for “doing lunch.” But those who don’t want to invest the time or money for expert advice, but want to get it from me for free – need to be educated or at least made aware of their bonehead requests.

One of my best friends is a realtor, and in one of our real estate investment deals, we worked through the motivated seller’s broker with an all-cash offer. My friend offered to represent our interests at no charge (he wasn’t going to get a commission because of how the deal was set up), but we insisted on paying him the standard commission anyway. We needed his expertise, and we gladly paid for it. Professional courtesy all the way around.

When conference coordinators and meeting planners hire me to provide a keynote, a seminar, or even breakout sessions, I’m always available to answer questions, sit down with an attendee to address some business issue –  I even give away many copies of my books wherever I speak. If I’m being paid for speaking over several days, those same freebies apply.

Think about this: If brain pickers already knew the answers to their questions or the solutions to their problems, they wouldn’t be engaging you. Likewise, if they didn’t have to open their wallets to get a solution to that problem, why would they need any help in the first place!

Whenever I find a brain-picking request in my in-box or on voice mail from someone local, I usually respond with a question: “Are you interested in becoming a client, or do you just want to have lunch?” For all others, I’ll ask only if they are interested in becoming a client. If not, I point them to my books, this blog, my website with free articles and downloads, my Twitter feed, etc. That usually separates the professionals from the amateurs (or, as one of my marketing/speaking coaches calls them, “broke-ass losers”).

Solving their particular problems or challenges requires an investment on their part for the expert’s wisdom, experience, and knowledge. To paraphrase the Book of Ecclesiastes, Chapter 3, there’s a time for charity, and a time for business. You have to decide where to draw that line for your own purposes.

Many years ago, I agreed to meet a former co-worker for coffee to discuss a business issue he was wrestling with. An hour later, I walked away thinking: “That cup of coffee just cost me $300.00…I have to stop doing this.” And I did, but I changed the rule to make it work for me.

I can’t claim original ownership to this approach, but I agreed to exchange some of my time only if the person requesting free advice would provide a video testimonial about the ease with which I solved their problem and the value of my solution. Such video testimonials become another example of social proof of your expertise that you can leverage and distribute in many channels.

As Benjamin Franklin once wrote, “Wise men don’t need advice. Fools won’t take it.”

Nuff said.

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Speaker, positioning/engagement strategist, and former Fortune 500 hiring manager Donn LeVie Jr. is the author of Strategic Career Engagement (SILVER MEDAL WINNER of the 2016 Global eBook Award and RUNNER-UP of the 2016 International Book Award for Careers), and the book that reset the rules for successful job and career strategies:  Confessions of a Hiring Manager Rev. 2.0 (GOLD MEDAL WINNER of the 2012 Global eBook Award and WINNER of the 2012 International Book Award for Jobs/Careers). 

His next book, The Mindworm Contagion, addresses strategies for consultants and business owners for pre-engaging decision makers using social media. It is slated for Spring 2018 release. 

 

 

“Résumés? We don’t need no stinkin’ résumés!”

we don't need no stinkin' badges

“I’m too busy to be updating my résumé…” “I think résumés are a waste of time when I can use social media to promote my expertise…” “Who needs résumés today when we all have LinkedIn profiles?” (Recent comments from LinkedIn posts.)

Who needs résumés today? Recruiters and hiring managers, to start with. Regardless of your opinion about résumés, they are still the de facto document for most professional positions in most industries and fields. Look at all the posts from career coaches and résumé writers on LinkedIn if you have any doubt about the importance of an achievement-focused résumé. Not the “duties and responsibilities” kind that testify to your being just another employee, because hiring managers have too many employees just doing their assigned tasks and duties.

An achievement-focused résumé takes planning and more than a few drafts to get it right. Hiring managers (and recruiters screening résumés for hiring managers) want game changers, solutions providers, and problem solvers who can demonstrate or prove a track record of accomplishment (usually backed up quantitative evidence). If you write in a cover letter, “I have a track record of proven accomplishment” or some other similar cliché, you’d better be able to back it up on a résumé with revenues generated, costs avoided, percent efficiency improvement, or some other objective measure instead of lightweight, subjective verbiage.

The question of the value of résumés is a moot one because it doesn’t matter at all what you think, believe, or feel about their worth. For now, and into the foreseeable future, résumés are what hiring managers and recruiters want to see from candidates. Even if résumés were no longer required, they still are another weapon in your arsenal that attest to your value, brand, and expertise to others having a need for it.

The same goes for cover letters. It doesn’t matter what you think about who reads them; The cover letter is another arrow in your expert quiver that testifies to your ability as the hiring manager’s problem solving, go-to professional. The cover letter is not a summary of your résumé. Omit them at your own peril.

As for LinkedIn profiles, I used to use them as a confirmation tool that the candidate presented as a professional on a résumé likewise did the same on LinkedIn. Social media can be a double-edged sword, where some hiring managers eliminate potential candidates by what they find on social media sites.

I imagine the people bemoaning the need for updated résumés have either been unemployed or underemployed for some time; it might be a result of having a poor attitude — or a poor résumé.

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Donn LeVie Jr. has nearly 30 years in various hiring manager positions for Fortune 500 companies in the earth/space sciences, software development, and microprocessor design support. He is the author of Confessions of a Hiring Manager Rev. 2.0 and Strategic Career Engagement: The Definitive Guide for Getting Hired and Promoted, both Global eBook Award and International Book Award winners. Today, he is a keynote speaker and seminar leader on positioning and engagement strategies for professionals seeking greater career and business trajectories.