Posted on: January 11th, 2012 by
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By Bill Kaufmann, President of My Greener Future

Every organization has 3 kinds of people:  Visionaries, Translators, and Implementers.  Where they are in the organization and how they interact with you is critical to your job search.

First, a definition:

  • Visionaries see over the horizon and set the direction of the unit or organization
  • Translators interpret the vision and develop strategies to accomplish the unit’s objectives
  • Implementers execute the actions necessary to achieve the results

Each one of these elements is within us, albeit at varying degrees and ability.  It’s a question of identifying the more dominant ones.  If you could rate yourself in each of these elements, what would be the percent distribution? A 10% visionary?  A 20% translator? With a 70% implementer?  Or would it be 50/25/25?  Or maybe even 10/50/40?  No combination is good or bad, but helpful to know.  The question is what’s your combination and how it effectively fits with your boss and peers?

What’s the best combination for you to function most effectively?  Sometimes if your boss is a visionary, a translator might be needed.  If your boss is a translator, an implementer could be best. Or sometimes a visionary may want another visionary on staff as a sounding board.  There is no “one size fits all”, but understanding how you function within your environment is critical.

The best Visionary is at or near the top of a unit.  It’s difficult to provide vision from the bottom.

Translators take the vision and evolve it into operational strategies.  They are the ones who determine the actions that need to take place within their functional responsibilities.  The Translators then integrate all of the pieces into a coherent whole.

The Implementers are just that…  those who execute the strategies into results for the success of the enterprise.  They are the “doers” of the organization, executing the strategies to accomplish the vision.  Without excellent implementers, the best vision in the world is useless.

Assess your current organization. Who does what?  Where do you fit in?  How do you best function?  Now assess your potential boss:  A visionary, translator or implementer?  If you report to different types of bosses, will it affect your performance?  You bet!!  If you are primarily a visionary/translator you will have a great deal of difficulty if you are forced into a pure implementer’s role.

So, if I was interviewing you for a position, I’d be looking at the level that you’ll be performing, plus look at your potential to perform in these different roles. The most difficult jump for people to make is moving from an Implementer role to a Translator role.  I’m sure you know of cases where an excellent salesperson (Implementer) who becomes a less than satisfactory sales manager (Translator) because their skill sets are mismatched with the expectations.

Neither one of these elements is better than the other.  It’s a question of matching and balancing these elements to achieve the objectives of the organization.

Take control of your destiny.  Be a candidate rather an applicant.  Join us at My Greener Future.

Our website:



Posted on: January 10th, 2012 by
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Posted on: January 4th, 2012 by
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By Bill Kaufmann, President of My Greener Future

So far you have followed the “My Greener Future” strategies in GETTING HIRED that brings you to an interview with the hiring manager.  We have covered:

  • An analysis and history of your results leading to a targeted direction
  • A Career Map that defines where you need to be, when, to reach your goals
  • Research “next step” opportunities into the marketplace
  • A compelling resume to position your candidacy
  • Effectively handling the initial telephone interview
  • Using the “secret weapon” of the mini-pitch in your interviews

Now is the time to convert your effective mini-pitches into an engaging discussion with the hiring manager.  This conversion happens by shifting the emphasis from your positive results of the past, to potential successful strategies for the future.  This is accomplished by focusing on alternative solutions of issues within the open position for which you are interviewing.  Whoever can engage the hiring manager in discussing potential solutions to the issues of the organization, with alternatives and/or potential strategies, will usually win the job.

How do you accomplish that transition?  Connect the results and solutions you have experienced in similar past situations to the issues facing the hiring manager.  Here are a few steps:

  1. During the interview, as you respond to questions using mini-pitches (the issue, the action, the results), the hiring manager will ask follow-up questions like, “How did customers respond?”, or “How long before results were achieved?”, or “How did you get senior management buy-in?”.  Whatever the question, it gives you insight as to the real issues of the hiring manager.  No question is irrelevant!  Any and all questions will be directly related to what the hiring manager is looking for in the “ideal” candidate.  You just have to listen.
  2. Respond to the follow-up questions with insights of the process you went through that may be helpful to the hiring manager.  The “interview” will now evolve into a “discussion” of potential strategies.  Possible discussion items may include:
    1. Alternatives that were considered
    2. The pro’s and con’s of each alternative
    3. The implications if implemented
    4. The resources required and the cost/benefit analysis
    5. Tighten up the discussion of strategies to provide solutions to specific issues of the hiring manager.  You might want to say, “A number of these alternatives may be applied to your situation.  Would it be helpful for me to give you more details to those you find particularly attractive?”  If the answer is “yes”, you know you have made an impression.  Now is the time to shine.  Your supportive and consultative candidacy will rise to the top.

The reason a mini-pitch takes between 20 and 30 seconds is to allow time enough for the follow-up questions from the hiring manager.  If you assume your interview as a candidate will take about an hour or so, you need to make sure you have enough time at the end of the interview to begin the discussion about strategies to potentially resolve current issues.

An objective of the interview is to guide the discussion to your advantage. Your task is to link your answers to the hiring manager’s issues, so you are perceived as part of the solution.

Take control of your destiny.  Be a candidate rather an applicant.  Join us at My Greener Future.

Our website:



New Year 2012 Special Offer!!!

Posted on: December 24th, 2011 by
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Posted on: November 16th, 2011 by
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Bill Kaufmann, President of My Greener Future

When contemplating a move to another job at a different company or even a transition within your current organization, ask the question of yourself:


Unless you know the truthful answer to that question, you may be making a terrible mistake. Understanding your own motivation for a change is as important as the change itself.  You want your decision to be the best move for the right reason rather than for the wrong reason.  Your longer-term career can be affected.  Let’s look at each one of these three situations:

1- MOVING TOWARD THE FUTURE – Will this new position move you in the right direction and at the correct level given your Career Map?  Sometimes you need to move laterally to gain new experiences or skill sets that were not possible in your current role.  In cases like this, when you need to supplement your experience base, make sure that you know what you need, how much time it will take to get these new skills, and if it will, in fact, move you up the ladder.  You need to look two-or-three moves out in your career in order to understand the sequence of steps you need, over time, to reach your ultimate goal.  Making a major change with a shortsighted view can be a career stopper.

2- RUNNING AWAY FROM THE PRESENT – Are you looking to move to a new position to get away from your present situation?  Many times the current job stress can make a change look like your only way out of a negative situation.  That may be true, but not necessarily the best decision in all cases.  Try to be objective about assessing where you are, where you want to go, and why.  You don’t want to jump to a new situation only to find out that it’s worse than the previous one.  Then you’ve got two bad moves, which means a job-hopping resume of three positions in as many years.  The point is, make sure you’re moving in the right direction and not backward for the wrong reason.

3- TREADING WATER – Staying in one place for a period of time is not necessarily bad.  Stability is a wonderful attribute.  Just be sure the value of stability is not hiding the question of stagnation.  Stability can sometimes hide your real growth opportunities, especially if the company is in a growth spiral.  A department head of a multi-million dollar business is growing and expanding if that business becomes a billion dollar business:  You may have the same title, but have more staff, greater responsibilities, and more pay.  On the other hand, staying in one place for too long, in an organization that isn’t growing, can impede your future growth.  There needs to be a balance between getting the skills necessary for you to advance, while at the same time expanding your opportunities for growth.  You can’t be a world-class tennis player by only hitting against the wall.

The opportunity for a long career with one company and receive a 25-year service award is gone.  Doing the same thing year after year not only becomes boring, but also leaves you vulnerable when new management walks in, unless you’re keeping current in your field.  There’s no greater feeling of security than the knowledge that you are in demand due to your knowledge, skills, abilities, experience and results.

Let me repeat that in a different way:  Security is being marketable, based on your results!

Take control of your own destiny. Be a candidate rather than an applicant.  Join us at My Greener Future.  Find more information, articles and mini-webinars at our website: