Hi ,

Today, technology executives need to be disruptive in their career strategy.

It's clear—you've been seeing more LinkedIn posts by talented tech leaders in a search mode who have filled out 100s of applications and after months, (sometime over a year), remain unable to secure their next CTO or VP role.

To turn this around scenario around, something different needs doing, including how you communicate. Here's a real example that illustrates why traditional networking without a communication strategy can fail and how to change the outcome...

I reached out to a senior executive (unemployed) that has been in a job search for 1.5 years and he shared some of his challenges.  

WIth each question, his responses seemed like he was doing all the right things, but clearly that was not the case.  Something was missing.

What he was missing...

I learned that he was part of an exclusive group of highly recognized leaders and when I asked if he had reached out to each member, he stated "yes", that he has been "keeping in touch".

And...That's not good enough.  

The networking posts to the masses are not good enough

"Keeping in touch" is not good enough

Asking for referrals in casual conversations is not good enough

What is more effective?

★ Structure every networking conversation with clear objectives:

🎯 BEFORE the conversation:

• Research their company's technical challenges and growth stage
• Identify specific ways your expertise can help solve their scaling problems
• Prepare 3-4 curious, open-ended questions about their technology strategy.  Open ended questions provide new information for finding open doors.

🎯 DURING the conversation:

• Lead with value: "I've helped three companies navigate similar cloud migration challenges..."
• Make your expertise memorable and repeatable: "I'm the CTO who reduces technical debt while accelerating feature velocity.  "My work at "X" added 25% to the bottom line."
• Ask strategic questions: "What's your biggest bottleneck in scaling your "engineering" organization?"
• Offer specific help: "I'd be happy to review your architecture approach" or "Let me introduce you to the Head of Engineering who solved this exact problem."
• Identify the actions needed, including what you need, too (an introduction, referral, or resource).  
• Be specific in your asks: "who are founders or board members in your network that you can introduce me to?

🎯 AFTER the conversation:

• Follow up with the actions and value you promised.
• Suggest mutual connections that could benefit both of you

The result? Both parties leave with actionable next steps that strengthen the relationship that can advance your career objectives faster.

This executive I mentioned? 

Within 2 weeks of implementing this strategic approach, he had introductions to 2 different companies from 2 introductions.  And with his clear message about his expertise, he's expanding his network of opportunities for hidden jobs.

The difference wasn't his technical skills. It was how he strategically communicated his value and built relationships that worked for both parties.  A far cry from just "staying in touch".

Disrupt the way you usually communicate with your network using the points above.   Try what will get you closer to your goals.  

Watch a SHORT VIDEO on another strategy for disrupting your old style of communicating...

Recently I was a guest for the podcast MAKING OF A COACH, hosted by Josh Jurkovich.  It was a fun challenge to work with a curious, involved and perceptive host.

Watch the 1 minute video below about how your communication, written or verbal, can make or break getting the connection, the conversation, or an introduction to your connection's network that may offer an opportunity. 

Many times, the leadership persona gets buried when asking for connections with other executives.  Staying the leadership course comes from valuing yourself first and showing up as the high-impact professional that you are---nothing less.