Do have a question or issue that is bugging you? Is there something you’d like to ask, but you don’t want to identify yourself? Well, that’s the role of “Dear eCoach.”
Submit email questions on career topics toeCoach@donmaruska.com. The program director will forward them anonymously to a team of volunteer coaches (senior managers and executive recruiters). You’ll receive a response via email, and the answers (without identification of the questioners) will appear in this “Dear eCoach” column. As you’ll read, our panelists have diverse perspectives.
We thank the current “Dear eCoach” panel volunteers:
- Teri Black-Brann, Teri Black & Company
- Robertta Burns, County Executive Officer, Imperial County
- Ed Everett, retired City Manager, Redwood City
- Ken Hampian, City Manager, San Luis Obispo
- Bobbi Peckham, Peckham & McKenney
- Christine Iams, Senior Manager, CPS Human Services
- Cathy Standiford, City Manager, La Palma
There are now six volumes of Dear eCoach posted as an attachment at the end of this page. The most recent installment (for April - May 2007) appears below. Be sure to check back as we add new columns and answer more of your important questions!
December 2007 Dear eCoach Questions and Answers
Dear eCoach:
A little background, 3 years ago, during budget cuts, my position was eliminated and thus I was transferred to a different county department. Over the last 3 years I've looked for other positions within the County, but hiring freezes have really limited the number of available positions. I was finally offered a new position at a different county dept and I will be starting after the new year.
My question is this...my dream job would be to work in the budget office. However, those positions are few and far between. I recently learned that there will be an opening in the next few weeks. Would it be bad to apply for the budget analyst position even though I will be at a new job? I don't want to start off on the wrong foot with my new boss, but I don't want to miss out on an opportunity to finally get my dream job. Help!
When it rains...it pours.
Wanting Dream Job
Dear Wanting Dream Job:
Instead of starting off on the wrong foot, talk to your new boss.
- If they are supportive of your efforts to serve the County, then they may encourage you the start the new job and still try for your dream job.
- The new department may be willing to let you include some of the duties that will give you the experience for your dream job in the hopes of keeping you in that department.
- You can refuse the new job and stay where you are in the hopes of getting the budget job.
These are all tough decisions but increasing your value and commitment to the organization is always a good place to be.
Robertta Burns, County Executive Officer, Imperial
I'm a firm believer that things happen for a reason. Doors open, we decide to enter, and our lives change completely from that point on.
Local government executives who are bound by the ICMA Code of Ethics know that if they accept an offer of employment with an agency, their commitment to that agency is for at least a two-year period. Other "dream jobs" may pass their way, however, ethical managers remain focused on the position they accepted. Imagine the reputation you may acquire if you are known as an employee who is fickle and not trustworthy.
Heartless as it may sound, you chose your door. Now stick with that commitment.
Bobbi C. Peckham, Peckham & McKenney
I was in almost an identical situation in – gulp – December 1983, when after I had accepted a promotion in another division of my Federal agency in Washington D.C., my local government dream job came open in California. In fact, I was supposed to start in my new Federal job immediately after the New Year, just like you! I couldn’t believe that after so many months of job struggle, rejection and disappointment that suddenly I was in a terribly awkward, ethical pickle. After some panic (no email coaching back then!), I basically did what Robertta suggested: I contacted my new, future boss and was totally open with him about what had happened. Fortunately, he understood and appreciated the honesty. Long story short, I wound up in the local government job in California, which led to my real dream job here in San Luis Obispo. Do I have any regrets or remorse? No. I have never been a job hopper (six years in the local job after D.C.; 18 years and still counting in SLO), and I would never accept another city manager position without exceeding the ICMA “minimum” (generally, I don’t think a city manager should commit to anything less than 5 years). My wife would say that I am rather insanely committed to my professional and workplace (with affection – I think). However, there may some few rare times earlier on in our careers (and when the stakes aren’t quite as high) when opportunity knocks at a totally unexpected time, and you just have to answer the door. This may be one of those rare times. Good luck!
Ken Hampian, City Manager, San Luis Obispo
It's frustrating when the timing of opportunities does not cut our way. There are so many "woulda, shoulda, coulda" tapes that play in our minds when that happens. "If only that dream job had opened up sooner," "If only I hadn't been offered that other new job," "If only I hadn't accepted that new job." It's tempting to want to pursue an opportunity that appears to be a dream job, even when you've already made other commitments. And yet, it isn't always the right thing to do.
ICMA's ethical standard is to fulfill an employment commitment for at least two years before pursuing other opportunities. The credibility of our profession is in part based on the principle of integrity--i.e., that we will do what we say we will do. If you apply for that dream job, chances are good that your new boss will find out--which will call into question your personal integrity. And if I were the person trying to fill the "dream job" position, I'd be pretty reluctant to hire someone who could so easily abandon a new job--because I'd be afraid they'd abandon me at the first appearance of the next "dream job."
The new job you've accepted may also turn out to be a dream job--but you won't know for sure until you actually experience it. Ultimately, I think the true "dream job" is the one where the right opportunity appears at exactly the right time--and where our ethics and integrity are not put at risk by pursuing it.
Cathy Standiford, Assistant City Manager, Santa Ana
Ah yes, timing is rarely perfect. During this “rainy” period, I suggest you take the time to reflect and ponder about long-term career goals and assess whether your current job just might make you a more competitive candidate for the budget department sometime in the future. It’s very hard to explain a commitment of just a few months on your resume and make it sound or feel “good” to anyone unless you are in the early stages of your career (and even then it’s a stretch).
Secondly, consider what makes the aspects of the budget job so “dreamy” and do you really know for certain it would be an ideal situation? Perhaps it would behoove you to have a candid conversation with your current boss regarding your temptation about the other opportunity while expressing a desire to honor your current commitment. Are there aspects of your responsibilities that could be altered to make it more desirable and be good for the organization as well? I would encourage you to apply some non-traditional thinking here and not constrain yourself to the existing job description.
Lastly, during tough budget times and hiring freezes, the last thing you want to convey is a lack of gratitude. Things could have turned out much worse for you! Approach the situation by also putting yourself in the shoes of your superiors and genuinely approach the dilemma from both perspectives. Talk it out with a mentor or perhaps a former trusted boss. In the end, if you do decide to depart, do your very best to help recruit a terrific candidate to fill your vacancy so the transition is as painless as possible.
Teri Black-Brann, Teri Black & Company
Dear eCoach:
Because of my personality, I am having a challenging time making strong work connections with Dept. Heads and the CM. I'm not shy by any means, but I am an introvert and have to work hard to start and maintain professional relationships. I'm a "task over people" type person.
I'm in a management analyst position and work closely with our only Deputy City Manager and very occasionally directly with the City Manager. I’m an aspiring Asst/Deputy City Manager or possible a CM.
How do I break in?
Introverted but Not Shy Person
Dear Introverted but Not Shy Person:
Many of us (even loud mouths like me) started out thinking that task was more important than people, relationships or process. If you want to be a successful Asst City Manager/City Manager you will have to learn, like most of us did, that you must focus on relationships and process but without ignoring the task. So it looks like you will start that learning experience right now. I am not sure what you mean by "work connections". Most of my strong work relationships started out of respect, admiration, liking and ultimately caring about a work colleague. So pick the department head you respect, admire and like the best and see if she/he would be willing to mentor you. If they are willing to do this, they can help you connect with the other department heads and City Manager.
My other colleagues who respond to "Dear Coaches" may fillet me for saying this, but I think it is much more difficult to be a highly successful city manager and also be a very strong introvert. I think one of my skills that has made me successful is my curiosity and interest in people. However, I want you to know our style/personality as measured by many different instruments can change a little over time. I have always been a strong extrovert but I have learned not to roll over people (OK OK I mean not as much).
If you think you are such a strong introvert that it is getting in your way, then I would find someone who can counsel you on how to modify this a bit.
Extroverted but not a complete Jerk
Ed Everett, retired City Manager, Redwood City
If you really want to be an effective department head, Assistant City Manager or City Manager, being able to value people and relationships as much tasks and results is a skill you'll have to develop. Right now in your career you may be rewarded more for putting the task first, but your success at higher levels of the profession will depend on your ability to motivate, inspire, and hold other people accountable for getting tasks done, not necessarily doing them yourself. Consequently, the ability to cultivate positive interpersonal relationships with a diversity of people and personality styles is vital!
One suggestion is to change your paradigm a little about the nature of your work. As a Management Analyst, are you really a completely independent operator, or do you often need information or input from other people in other departments to get your work done? There's a wonderful (and true) story of Charles Plumb, a US Navy pilot, who was shot down over Vietnam and was a prisoner of war for several years before returning home. Years later, he and his wife were eating dinner in a restaurant, when a man approached him and said, "I know you--you're Charles Plumb!" Charles was surprised, and asked the man how he knew who he was. The man said, "You may not remember me, but I served in the Navy with you. I was the man who packed your parachute. I guess it worked!"
Think about who packs YOUR parachute right now, and try to identify ways you can improve the quality of those relationships. Sometimes it's easier to practice "people skills" with peers and subordinates first, before practicing them with the executives in your organization. Paying attention to what people do well and acknowledging their contributions is a great way to start.
Cathy Standiford, Assistant City Manager, Santa Ana
You have gotten good advice so far, and I won't be repetitive. But, I will add these comments:
The fact that you recognize this as an issue is huge because the most important pre-condition for improvement is self-awareness.
You should look into some "soft-skill" training. I am sure there are a variety of resources that may fit your time and budget. You might check out the CEPO soft skill development program (a commitment of time and money, but widely praised).
If your City has a mentor or coaching program, you should pair up with someone who has the skills you wish to develop.
Offer to serve on internal, cross-departmental committees whereby your role will require more "people skills" than analytic skills (or at least a good balance of the two). In other words, "stretch assignments."
Develop some specific goals and hold yourself to them.
Good luck in your efforts!
Ken Hampian, City Manager, San Luis Obispo
April-May, 2007 Dear eCoach Questions
Dear eCoach,
I was recently hired as city administrator for a small city, though my background is a BS in Business and 20 years in private industry management. Fortunately, this city council was looking for an "outsider"! I am learning a lot and fast through experience and resources like ICMA. At 48 yrs old, I wonder if the experience will be enough, or if it will be important for me to earn an MPA in order to be competitive for future city manager positions at larger venues.
To MPA or Not to MPA
Dear "To MPA or Not to MPA?":
I confess, I'm a believer in life long learning--so age shouldn't determine whether or not you seek a graduate degree. The fact that you are currently a city administrator certainly gives you good credibility, along with your work history. But I've noticed that most city manager job listings include "Master's Degree preferred." While your experience is important, and it's possible to learn a lot "on the job," I think it's beneficial to have a Master's degree--in part because of what can be learned in the process of obtaining it. I continue to use things that I picked up in graduate school today. On a more practical level, if I'm comparing two candidates with comparable experience, the one with the graduate degree tends to get bonus points--particularly if I'm limiting the number of candidates I'm interviewing. Is it mandatory? No. Does it help? Yes!
Cathy Standiford; Assistant City Manager, Santa Ana
Dear “To MPA or Not to MPA”:
In your situation some formal training in public policy would be helpful. As long as you are getting formal training you may as well get the MPA as it will benefit you to have that on your resume. However, I have always evaluated candidates on more than just education. Your practical experience on the job may be enough but the degree may make you more marketable to future employers sooner than experience. So bottom line it will help.
Robertta Burns: County Executive Officer, Imperial
Dear "To MPA or Not to MPA":
Run, don't walk, to your nearest University and get the MPA ... and when you're done with that, think about getting your doctorate. Going to work as a city manager without the degree is like showing up on a construction site without your tools and tool belt.
Penny Culbreth-Graft, DPA; City Administrator, Huntington Beach
Dear eCoach,
If you are currently in a toxic/negative environment, where you will likely receive a bad reference, how do you find another position?
In a Bad Spot
Dear "In a Bad Spot":
Bad references usually come from poor individual performance, not the overall work environment. In fact, sometimes employers will avoid giving a bad reference in an effort to move an employee who isn't performing up to expectations out of the organization. I have to ask why you think the reference will be bad, if you're a top performer?
On the other hand, if the work environment is truly toxic and unhealthy, it's appropriate to look for something new. Seek positions that offer you an opportunity to use your skills and talents effectively--and an environment where the fit may be better. In providing references to prospective employers, suggest the names of people you know will provide positive feedback--even if they aren't your immediate supervisor. People who know what you can do as a result of volunteer work or other service activities may also be able to provide a good reference. And in the interview, when asked about what your supervisor will say about you (a VERY common question), be candid about how the fit isn't working without trashing your boss. Saying something like "the job isn't what I expected, and doesn't allow me to use my skills in the way I had hoped" is much better than saying, "My supervisor is a real jerk."
Cathy Standiford; Assistant City Manager, Santa Ana
Dear “In a Bad Spot”:
That is sometimes difficult. Can you go laterally to another job that is less toxic?
Robertta Burns; County Executive Officer, Imperial
Dear “In a Bad Spot”:
The good thing about being in a toxic city is that if you don't go along with toxic ways, they probably want you out and will gladly ensure your reputation is not defamed. An employer likely won't risk a defamation lawsuit by tainting your character and giving a poor evaluation. It is also easy to explain to a future employer why you are leaving. Cities understand the dynamics. The only thing you need to fear in the process is if you compromised your ethics while working for the city. If you played it straight and just want out, don't worry about it. The goodness of your character will shine through. Be honest and forthright about the experience when you interview with the decision maker or recruiter. They want to know about the experience from you first and they don't want to be surprised in the background check or the Google search.
Penny Culbreth-Graft; City Administrator, Huntington Beach
February-March, 2007 Dear eCoach Questions
Dear eCoach:
I have over 13 years of strong experience in all aspects of local government management, including as an Assistant. I have very positive recommendations from some great folks in the profession. I have been in my current position for over five years and am ready for a change. I really think I could be valuable to the right organization.
However, every time I think about throwing my hat in the ring, my personal life leads me to stall. I am very concerned that any promotional move I make won't give me the flexibility I need to be the parent I want to be to my children. I am torn between the drive to move upward in my career and the desire to meet my family's needs. I want to serve a local government with all my heart, but I also don't want to miss every school play or event along the way. I know several former Managers who freely admit now that they missed a lot when their kids were growing up, something I don't want to do.
I worry that staying put in my current position much longer is a mistake professionally and I will be "day old bread" when I try to re-enter the job market after so long. I also am bored and yearning for new challenges.
Any suggestions/thoughts on how to address the work/family conundrum? What is the current opinion on this issue from those making hiring decisions? How are personal life/work balance needs being met so that there can be a win-win for both parties? I would particularly like to hear from our recruiters on this topic. Thanks!
Balancing Act
Dear "Balancing Act":
The dilemma you pose is common to most of us in city management. I was a single mother, city manager, and doctoral student--all at the same time. Finding the right city that understood the competing pressures for my time was important. And, what I learned to do was structure every moment to the max, which included attending Little League and basketball games, school plays, and doing my share of the 12 to 15 hour workdays with late night council meetings. So, here is my advice:
- Find a city that values family and is supportive of employees.
- Find a job that is challenging because otherwise you'll not be excited in life and your kids will pick up on that more than they will that you missed a game.
- Be clear about your priorities, ensuring you balance the need for career success with being there for your family (and don't forget personal growth).
- Realize there are many ways to be there for your kids and modeling a serious commitment to work is just as important as attending their functions.
- Be creative in your approach to everything; for example, "being there" time with your kids can be teaching a lesson at his/her classroom on civics or attending a career day, a late night council meeting gives grandma time and allows you to explain the next day why what you do is important (kids always want to know that).
- Don't feel guilty...you're suppose to work and life isn't all basketball games-it's about raising our children to be responsible parents and citizens.
With all that said, you ask how my son faired? He was just hired by a major metropolitan city as a management analyst and will be starting his master's degree in the fall. I may not have been a great mom but he learned the hardcore reality of the competing pressures of life and how hard his single mom was willing to work to give him a good life.
Penny Culbreth-Graft, DPA; City Manager, Huntington Beach
Dear "Balancing Act":
Ah, a kindred spirit! As the proud Mom of an awesome 11-year-old daughter, your "conundrum" has touched my heart.
First, my observation of the industry through many of my current and former client agencies is that there is an increased awareness of the need for employee work/life balance. Local government agencies and their Human Resources offices continue to focus on providing an organizational culture that allows their workforce some flexibility in this area. I also believe that many City Councils and Boards see the value in City Managers and other key executives who have a well-balanced life. That said, these positions also come with a high commitment of time and attention, which can make the juggling of your two true loves (career and family) challenging, to say the least.
With only one child, I continually strive for that ultimate work/family balance. Juggling homework, competitive soccer, piano lessons, field trips, school projects, doctor visits, home chores, dog walking, vacations – need I say more? Oh, and we're also supposed to have "quality time" with our spouses AND keep ourselves active and physically fit! All of this would be more than enough for a non-working individual. However, when you're someone who truly loves what they do in their career as well as spending time with family, that's when you need to set boundaries, eliminate time wasters, and above all, stay grounded.
Although I'm the type who could thoroughly enjoy working late into the night, I keep a photo on my desk (next to the one of Captain Jack Sparrow, of course) of eight grinning girls from a recent sleepover in my living room. It reminds me of what's truly important in life. And when I spend time glue-gunning a school project with my daughter while she explains to her friends what a "headhunter" does, it reinforces to me the importance of the role model I am to her. Believe me, she has become an expert at putting me on guilt trips when I'm away from home on business. But she's also the one who will IM me with silly comments before I go into a particularly tough presentation or meeting. These things keep me grounded, as well as driven.
You strike me as an individual who is driven by challenge and career opportunity. You're currently facing boredom and the desire for new challenges. I'm a firm believer that the value we bring to our families, as well as our work, is a direct reflection of the personal growth opportunities that we provide to ourselves. We have nothing to give if we become bored, stifled, or frustrated in our daily work. Although I may not attend every school function or soccer game, my daughter is proud of the love and commitment I have for my chosen career. It also helps that I have an amazingly supportive spouse.
I have no doubt that you would be highly valuable to the "right" organization as you clearly have your priorities set while at the same time are a driven career professional. The key is finding the "right" organization. One in which there is a respect and understanding of the commitment to family and work/life balance. My suggestion is that you go forth!! Use your network and contacts to identify that "right" next move. And while you're at it, remember to wipe that baby spit-up off your shoulder.
"The Headhunter Mom"
Bobbi Peckham; Peckham & McKenney
Dear "Balancing Act":
I am getting to this after you have gotten some very good input, so I will try to keep it brief. To me, the bottom line is that it is really not possible to "do it all" or achieve perfect balance, so you will have to make choices, and whatever choices you make will constitute your personal "work-life" balance (in my opinion, popular literature goes overboard in suggesting that there is some magic formula for "work-life balance" - I like Penny's more realistic "take" on that topic).
In my case, not properly challenged, I quickly become Willie Lohman in Death of a Salesman. All things considered, my wife preferred to be married to a happy, if hyper Type A city manager, than to be married to Willie Lohman. I was lucky that she chose to be a stay-at-home mom, because that obviously gave me more freedom during our children's growing up. On the other hand, with one income, we have had to limit our spending on certain things and be satisfied with more modest vacations, a smallish house, and an older Hyundai. Such choices and trade-offs are very individual considerations for people and their significant others to discuss and make, and ultimately this is what you will have to do.
Having said all this, with regard to our "boys" (now 24 and 20 years old) I can honestly say that I hardly missed anything significant during their growing up (or even now, for that matter). Living and working in a 10 square mile town helped - I was able to dash to parent teacher conferences, assemblies, sporting events, etc. To fit it all in, I have had to be very organized and a fairly ruthless time manager (in a humanistic sort of way, of course!). I also use "odd hours" to get things done when it would not be taken from the hide of my family (e.g. early Saturday mornings to review those late agenda reports, before everyone else was up; reading other work stuff while waiting at the car wash; catching up on my Treo email while waiting in a long line atTrader Joes). Thus, in my effort to achieve "work-life" balance, I actually avoid establishing a "fire wall" between work and home – that would only cause me to be at work even longer. So, I guess I'm saying that a little creative time management comes into play, too.
I applaud you for thinking this through and seeking input, as you make your choices. I hope I have added a little something worthwhile to ponder (hey, no one else mentioned reading email in Trader Joe lines!). Well, I just promised my wife that I'd be home in "15 minutes". Gotta go!
Ken Hampian;City Manager, San Luis Obispo
Dear "Balancing Act":
You have received some great advice from some of my colleagues so I will only add one experience that worked well for me.
As a new city manager, I had thrown myself into the job to get "on top of it". One evening I came home and my 3-year-old daughter said daddy let's hurry up and play before you have to go to a night meeting. I said to her that I didn't have to go to a meeting tonight and she went crazy running around the house saying daddy didn't have to go to a meeting. That hit me square in the face. I reflected for a couple of days and then announced to my council that I would be out more than 2 nights Mon - Fri and that if I was out 3 nights one week I would only be out 1 night the following week. I wasn't sure how this would go over. I said I was doing this so I had time with my 2 girls. It was an all male council and I was very surprised at their reaction. It was quite positive and they said we should talk in 6 months to see if this was working (we never spoke of it again as it worked well). I then said I would make a point of putting this out to the community (Neighborhood associations, civic groups, service groups). I did put this out and again was unsure of the response. Well in fact it was widely accepted, and I became a bit of a folk hero for putting out limits in order to stay connected to my family. My daughters (now 27 and 31) and I remain very close.
Remember there are lots of unknowns, anxieties and fears in moving to a new organization. Someone of your experience and quality should move on and I would talk about this issue when you are in final negotiations for your new job.
Good Luck,
A Proud Dad
Ed Everett; retired City Manager, Redwood City
Dear e-Coach:
How long should one be at a new job before adding it to a resume?
Keeping Up to Date
Dear "Keeping Up to Date":
You can update your resume any time you want--after all, it is your resume! You should definitely up date your resume before sending it to anyone for a professional purpose. The day you start your new position, feel free to add that position. Now, the question I have is what is really going on? Do you want to leave that job before you've even had time to update your resume? Keep in mind ICMA's expectation that you remain at a position two years...and your professional commitment to the role. With that said, I'm glad you're asking the question because it likely means you have itchy feet and are looking at your next opportunity--good for you. Keep your career hopping; just be sure to fulfill your commitment to your current employer and to the profession.
Your Itchy-Footed Cohort,
Penelope Culbreth-Graft; City Administrator, Huntington Beach
Dear "Keeping Up to Date":
At least 3 months but if used in place of an application it should be included immediately to fill in gaps and indicate current employment.
Robertta Burns; County Executive Officer, Imperial County
Dear "Keeping Up to Date":
Your question baffles me a bit, as I am not sure what you are really asking. The first question is straight forward: How often should you update your resume so you don't forget significant accomplishments. One can update their resume every 6 months, once a year, or once every 2 to 3 years so you don't forget any significant accomplishments. It doesn't make much difference as no one will see your resume until you are ready to apply for another position. It is more about how good is your memory to remember significant accomplishments.
There is a second question. You are on the speaking circuit and folks need an up-to-date bio on you. I doubt this is what you are asking. The third possibly hidden question is: How long do you have to stay at a job before applying for another job (hence an updated resume)? I would not hazard a response without a lot more specific knowledge of your situation. How long have you been on this new job? What commitment did you make? Did the organization misrepresent the job duties? Did a significant event happen to make the new job unbearable? Do you want to leave "early" because there is this great opportunity and you are feeling guilty about leaving "early"? My advice to you is call me or someone in the Coaching Gallery with some more specific information and we can be more helpful.
Respectfully "Out of Date"
Ed Everett; retired City Manager, Redwood City
Dear "Keeping Up to Date":
I agree with what has already been said. Always keep your resume accomplishments current. Remember your professional commitment.
Remember, also, that if you are expecting that job to represent a unique experience as you present your qualifications for another job, a reviewer would likely expect to see at least two years tenure to consider the experience meaningful.
Kelly Montgomery; Senior Manager, CPS Human Resource Services
Dear e-Coach:
I have 17 years of experience in a City. I have top-level evaluations (always all most all 5's or the top level), straight A's in Grad School, awards of excellence, many commendations. However, I have been passed over for promotion (scored #1 on oral board). Help. They hired a 28 year old with lesser qualifications. What is the best way to find jobs in government or non-profits? How do you get help to start a new career again at 55?
Feeling Discouraged
Dear "Feeling Discouraged":
First things first. You should ask for a debrief from the appointing authority and say that you want to be competitive in the future and it would help to know what perceived weaknesses/style differences lead to the decision (you will have to listen carefully to what is not said as well). Second issue: forget about your age (unless you have told people in your organization you plan to retire in a year or two). It is not about age but rather skills and style (i.e. fit). With hordes of baby boomers retiring and not enough next generation folks available to replace them, organizations will be dying to find/keep older employers with wisdom, experience, and fit.
After 17 years with a city, I will assume you know or should know how to find jobs in other governmental agencies. If you are not sure, then any of the "Head Hunting" firms will be pleased to talk with you as they are always looking for qualified folks. I have no expertise in looking for jobs in the non-profit sector. Most of them will post jobs on the internet so you should start there.
Best of Luck from a person who can barely see 55 any more in my rear view mirror.
Ed Everett; retired City Manager, City of Redwood City
Dear "Feeling Discouraged":
The most common mistake I see in applicants is "resting on their laurels." It is not enough to be in the top 3 or 5 if you cannot sell the job you can do for the agency. This should be expressed with your enthusiasm to do the job and even ideas you can bring to the agency. Age is just a number but it also can be indicative of the years of wisdom you can add to your enthusiasm for a job.
Robertta Burns; County Executive Officer, Imperial County
Dear "Feeling Discouraged":
Here, too, I echo what has been said. You're disappointed now, but don't let that disappointment stand in the way of the meaningful feedback to which you are entitled. And, as Ed suggested, use all of your listening skills to really understand what is being said (or not). Pay particular attention to what the decision maker really needed to achieve, not just what the position was described to be.
If you decide it really is time to move on, you will embark upon your mission with valuable information. Don't worry about your age. What is important is that you bring experience, skills, and a proven ability and desire to get the job done. Experienced leadership is in great demand in public agencies at this time.
Fifty-five is the new forty.
Kelly Montgomery; Senior Manager, CPS Human Resource Services
At A Crossroads
Dear e-Coach:
I am a thirteen-year employee in local government. I have a C.P.A. and will complete my M.P.A. this spring. My local government work has been mainly in finance at the department level where I worked in diverse areas such as golf course management and then social services. I wanted to broaden my horizons and work in the policy arena so five years ago I took a lateral position in the County Executive’s office. I worked initially as an analyst in the social services arena and now work in the law and justice area. I enjoy working in the CEO’s office, however, I would like to promote and as a young person (40ish) I have been told “be patient”. There have been numerous opportunities in departments (Chief of Admin, Deputy Director) in which I have made the final few candidates but so far haven’t been promoted. My supervisor feels it is disloyal that I am interviewing for these department assignments and doesn’t understand why I don’t just sit back and wait until an opportunity presents itself in the CEO’s office.
My eventual goal is City Manager/County Executive but I see value in going back out to a department to get executive level department experience. Do you think this is a good course of action? Do you think I am being inpatient by wanting to make a move now? I’ve been in my current assignment for five years and my previous assignment for six, so I’m definitely not a job-hopper. Is the CEO’s office or a department position the best springboard to my eventual goal?
At a Crossroads
Dear “At A Crossroads”:
We are supposed to be diplomatic and nice in our responses but I can only say “shame, shame” on your supervisor. He or she must be a (blank). I certainly wouldn’t hire your supervisor with his/her attitude. No, you are not being disloyal or a job-hopper. One of the many roles of your supervisor is to give you lots of experience and training and either promote you if he/she is able or be delighted you are getting a promotion somewhere else. The feeling of you being disloyal is his/her problem and not yours. The sooner you move the better for you.
Where to go next??? I am a strong proponent that all City/County Managers would be better prepared for their jobs if they spend some time managing a division or department before becoming a city/county manager. City/County managers hire and work through their departments heads and they more you know the pressures of being a department the better you will be managing/leading them. I would highly encourage you to make your next stop a department position especially since you have worked in the County Manager office for 5 years. I would also suggest you think about moving outside the county to get some additional experience with a city.
Good Luck,
Opinionated Ed
Ed Everett, retired City Manager; City of Redwood City
Dear “At A Crossroads”:
First of all, congratulations on achieving your CPA and working toward completion of your MPA! Secondly, kudos to you for taking the time to thoughtfully consider, plan, and strategize the moves you’ve made and your next steps. This says a great deal about your focus and commitment to not only local government, but to your career as well. Now you owe it to yourself to do the next best thing: “Get out of Dodge!” as they say.
From the information that you have provided us, it would appear that you have been very loyal to your organization. You’ve devoted a number of years of your career, taken a lateral position to broaden your experience and knowledge, and exhibited an interest in continuing to contribute to the organization by applying for other internal positions. A quality supervisor would appreciate these efforts and provide you with constructive feedback if they felt that you were wasting your time. From my experience, when a supervisor tells you to “be patient,” either they don’t have the courage to tell you that they have no intention of ever promoting you or they value you so much in your current position that they don’t want to lose you. If your supervisor feels you’re being disloyal for attempting to advance in your career AND contribute to other departments within the organization, then it’s definitely time to move on. Find a quality supervisor who appreciates your drive and commitment, encourages your career development, and doesn’t serve as a roadblock to your personal and professional growth.
I would encourage you to consider opportunities within a City organization. Rather than getting pegged as a “County” type, this will broaden your experience and open new doors to advancement. You can choose to return to a County after 3 to 5 years in a City organization without any problem. If your goal is to be a City Manager/County Executive, I think you are wise to obtain executive level department experience. No, you are not being impatient. And no, you are not a job-hopper. My advice – don’t let anyone hold you back! Now, brush off your resume and send it to every executive search firm out there. We’re looking for people like you!
Good luck to you!
Bobbi Peckham; Peckham & McKenney
Dear “At A Crossroads”:
I concur with your assessment that department head level experience will be beneficial to your career aspirations. The perspective of managing a department, being responsible for budget and operations, and directing the work of personnel is invaluable--and highly transferable--to the role of City or County Manager. And I disagree with your supervisor that you are being "disloyal," for pursuing your goals at this time, particularly when you've been in your current position for five years. Good supervisors help their employees succeed by providing support for their career aspirations, and assignments and responsibilities that move them toward those aspirations. Sounds like your supervisor is more concerned with the impact your potential departure will have on them, than what is best for you!
Here are a few suggestions. First, be sure you get feedback from personnel on why you haven't gotten the jobs you've been applying for. Do you need to improve your interviewing skills? Are there certain skills or knowledge that you lack, such as supervisory experience, that would make you a stronger candidate? Use that important information to prepare for the next opportunity. And, if it's a matter of lesser skills or knowledge than the successful Department head candidates, see if there are other opportunities, perhaps at the Division Head level, that would provide you with that kind of experience or skill development. Sometimes it takes a little detour to end up where you want to be.
Second, maybe it's time for you to find a mentor other than your supervisor. Look around the organization--or other agencies nearby--and see who has the reputation of preparing up and comers for advancement. Ask them to give you candid feedback about what you could be doing differently to advance to the next level. Maybe it's time for you to move to another agency, or from the County to a city. The unbiased perspective of a mentor or other "neutral party" may provide insights that your supervisor just can't provide.
Finally, don't give up! Be open to the possibility that the right job is waiting for you to find it. Work on your skills, ignore your supervisor, and follow your dreams!
Cathy Standiford; City Manager, La Palma
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