Welcome to TishTrek - THE JOB BLOG!
If the job search isn't going as well as you'd like, fight back by becoming a fan of someone or something! Spend some time honorong the work of others who teach us by their great example! I promise your state of mind and mood will improve!
I make it my business to be a fan of many. How about you?
THOUGH THE SUCCESS OF OTHERS, YOU WILL COME ALIVE WITH PRIDE! Pt. Pleasant Borough High School student Andrew Ferrie who sang "Tonight" @ our Nashville Heritage Festival Fundraiser @ Jenkinson's on the Pt. Pleasant Beach Boardwalk & who brought the house down one week later singing Mozart's Dalla sua pace from "Don Giovanni" will sing at the METROPOLITAN OPERA HOUSE in NYC on Saturday evening - June 5th - along with fellow student & singing sensation Katie Blomquist who left an audience of 700 speeechless after she belted out out Je veux vivre from Romeo & Juliette (Charles Gounod)!! I'm a #1 FAN! I'll be sitting in that Opera House next Saturday to cheer them on and to fill my mind and soul with inspiring moments! What are you doing to lift your own spirits next Saturday?!
OR TRY THIS...
FOCUS ON THE HEROIC PEOPLE IN YOUR LIFE: My Uncle John "Tis Himself" Conaghan (US Navy Veteran from WWII) will be playing (the fiddle he hand-carved!!) @ Community Park with his son, honorable Vietnam Vet Michael, in Pt. Pleasant, NJ on Sunday to honor those who gave all so others could live. Uncle John is the man who inpired me & an entire generation how to live with the music of a fiddler in our hearts! (Research the U.S.S. Tillman DD# 641 and you will understand my uncle's remarkable journey around the world!).
Since this blog is dedicated to helping talented people and managing job changes, my Uncle John was a former Sand-Hog who helped build several of the traffic tunnels leading to NYC; he was in the housing & construction business for over 40 years. When he retired, he transferred his great skills & many gifts to his "First Love" - music and instrument building!
Over the past 22 years he has hand-carved over 75 fiddles and other instruments; and since he was five years old, he has taught himself how to play every instrument that ever interested him! He has been recognized from one end of New Jersey to the other as a "Man of Excellence!" He and his sons - Michael & Patrick - formed an Irish Band in the early years and they've been delighting audiences and generations of our family at festivals ever since... St. Patrick's Day holds a deep & dear meaning for me because thanks to their wonderful artistic endeavors - the ceremony and tradition that is our family lives on in all of us!
My Uncle John Conaghan is my mom's eldest first cousin who traveled across the Atlantic Ocean at the age of 2. He arrived in New York on a boat from Donegal, Ireland with his mom - the extraodinary Grace Conaghan - and baby sister, Cecilia. You see, thanks to my parents and to so many wonderful relatives whose lessons were executed "by example" - I learned the meaning of courage, hard work and respect because people have lived these tenets in every corner of my life since the day I was born. They also taught me that a positive attitude is "the key" if you expect to scale and/or beat challenges ranging from the worst-of-times to life-threatening illnesses. I know this because I survived both situations with the help of God and thanks to all of them.
Children learn what they live. Who do you admire most for teaching you the meaning of courage, hard work and respect for others? Where did you love of life and all it has to offer come from?
Become a fan of someone or something and I promise it will have the positive influence on your day that you are searching for. Good luck!!!
Best regards,
Tish
Saturday, May 29, 2010
Wednesday, May 26, 2010
Father Knows Best @ OSU!
Welcome to TishTrek - THE JOB BLOG!!
Gordon Gee, the President of The Ohio State University in Columbus, Ohio wrote the inspiring words below to my daughter Kate and all members of the OSU Class of 2010. Graduation festivities will be held in "The Shoe" on Sunday, June 13th - Go Bucks! I think President Gee offers terrific advice for both new graduates and job seekers alike, so I decided to share his important message & call-to-action with all of you! - Tish
*****************
From Where I Stand
Written by President Gee
The graduation season has begun. During the months of May and June, tens of thousands of young people – and some not quite so young – leave colleges and universities across the country with diploma in hand. The great joy of that tassel-and-gown moment is tempered for many people, of course, who walk away from their Commencement ceremonies not only with a degree, but also with uncertain job prospects. It is no secret: These are challenging times.
Having been called a serial optimist, however, I believe utterly and completely in the power of these new graduates to create their own destinies and to guide us all to a brighter future. After leading universities for a full three decades now, I say with all certainty that today's graduates are among the most entrepreneurial, compassionate, determined, and hard-working I have ever known. With great affection and admiration, I offer up a few bits of advice for them.
Top Ten for 2010: Guidelines for Graduates
May 2010
Update your status in person.
Make sure your global experience encompasses more than Shakira and sushi.
Put away your Guitar Hero and be a hero in someone's life.
Disagree without being disagreeable.
Take chances: The biggest failure is not to try.
Always be just as curious as you are at this moment.
Know that you are never too old to play on a swing set.
When opportunity knocks, knock it out of the park.
Start working in your field before you are hired.
Dance when you can, laugh every day, and say thank you.
Copyright 2010, The Ohio State University
This page is maintained by: Office of the President
205 Bricker Hall | 190 North Oval Mall | Columbus, OH 43210-1357 | Phone: (614) 292-2424 | Fax: (614) 292-1231
About President Gee:
Born in Vernal, Utah, Gee graduated from the University of Utah with an honors degree in history and earned his J.D. and Ed.D degrees from Columbia University. He clerked under Chief Justice David T. Lewis of the U.S. 10th Circuit Court of Appeals before being named a judicial fellow and staff assistant to the U.S. Supreme Court, where he worked for Chief Justice Warren Burger on administrative and legal problems of the Court and federal judiciary. Gee returned to Utah as an associate professor and associate dean in the J. Reuben Clark Law School at Brigham Young University, eventually achieving the rank of full professor. In 1979 he was named dean of the West Virginia University Law School, and in 1981 was appointed to that university's presidency.
Active in a number of national professional and service organizations, Gee served as a Trustee for the Harry S. Truman Scholarship Foundation and as chairman of the Kellogg Commission on the Future of State and Land Grant Universities. He is a member of the National Commission on Writing for America's Families, Schools, and Colleges, founded by the College Board to improve the teaching and learning of writing. He also serves as co-chair of the Association of Public and Land-Grant Universities' Energy Advisory Committee.
Gee is a member of the Board of Governors of the National Hospice Foundation, the Advisory Board of the Christopher Isherwood Foundation, and the Board of Trustees of the Christopher Columbus Fellowship Foundation, an independent Federal government agency established to "encourage and support research, study and labor designed to produce new discoveries in all fields of endeavor for the benefit of mankind." He also is a member of the Business-Higher Education Forum.
Gee has received a number of honorary degrees, awards, and recognitions. He was a Mellon Fellow for the Aspen Institute for Humanistic Studies and a W.K. Kellogg Fellow. In 1994, he received the Distinguished Alumnus Award from the University of Utah as well as from Teachers College of Columbia University. He is the co-author of eight books and the author of numerous papers and articles on law and education.
Gee's daughter, Rebekah, is an assistant professor of clinical medicine in the Department of Obstetrics and Gynecology at Tulane University and a Norman F. Gant/American Board of Obstetrics and Gynecology/IOM Anniversary Fellow.
November 2009
Gordon Gee, the President of The Ohio State University in Columbus, Ohio wrote the inspiring words below to my daughter Kate and all members of the OSU Class of 2010. Graduation festivities will be held in "The Shoe" on Sunday, June 13th - Go Bucks! I think President Gee offers terrific advice for both new graduates and job seekers alike, so I decided to share his important message & call-to-action with all of you! - Tish
*****************
From Where I Stand
Written by President Gee
The graduation season has begun. During the months of May and June, tens of thousands of young people – and some not quite so young – leave colleges and universities across the country with diploma in hand. The great joy of that tassel-and-gown moment is tempered for many people, of course, who walk away from their Commencement ceremonies not only with a degree, but also with uncertain job prospects. It is no secret: These are challenging times.
Having been called a serial optimist, however, I believe utterly and completely in the power of these new graduates to create their own destinies and to guide us all to a brighter future. After leading universities for a full three decades now, I say with all certainty that today's graduates are among the most entrepreneurial, compassionate, determined, and hard-working I have ever known. With great affection and admiration, I offer up a few bits of advice for them.
Top Ten for 2010: Guidelines for Graduates
May 2010
Update your status in person.
Make sure your global experience encompasses more than Shakira and sushi.
Put away your Guitar Hero and be a hero in someone's life.
Disagree without being disagreeable.
Take chances: The biggest failure is not to try.
Always be just as curious as you are at this moment.
Know that you are never too old to play on a swing set.
When opportunity knocks, knock it out of the park.
Start working in your field before you are hired.
Dance when you can, laugh every day, and say thank you.
Copyright 2010, The Ohio State University
This page is maintained by: Office of the President
205 Bricker Hall | 190 North Oval Mall | Columbus, OH 43210-1357 | Phone: (614) 292-2424 | Fax: (614) 292-1231
About President Gee:
Born in Vernal, Utah, Gee graduated from the University of Utah with an honors degree in history and earned his J.D. and Ed.D degrees from Columbia University. He clerked under Chief Justice David T. Lewis of the U.S. 10th Circuit Court of Appeals before being named a judicial fellow and staff assistant to the U.S. Supreme Court, where he worked for Chief Justice Warren Burger on administrative and legal problems of the Court and federal judiciary. Gee returned to Utah as an associate professor and associate dean in the J. Reuben Clark Law School at Brigham Young University, eventually achieving the rank of full professor. In 1979 he was named dean of the West Virginia University Law School, and in 1981 was appointed to that university's presidency.
Active in a number of national professional and service organizations, Gee served as a Trustee for the Harry S. Truman Scholarship Foundation and as chairman of the Kellogg Commission on the Future of State and Land Grant Universities. He is a member of the National Commission on Writing for America's Families, Schools, and Colleges, founded by the College Board to improve the teaching and learning of writing. He also serves as co-chair of the Association of Public and Land-Grant Universities' Energy Advisory Committee.
Gee is a member of the Board of Governors of the National Hospice Foundation, the Advisory Board of the Christopher Isherwood Foundation, and the Board of Trustees of the Christopher Columbus Fellowship Foundation, an independent Federal government agency established to "encourage and support research, study and labor designed to produce new discoveries in all fields of endeavor for the benefit of mankind." He also is a member of the Business-Higher Education Forum.
Gee has received a number of honorary degrees, awards, and recognitions. He was a Mellon Fellow for the Aspen Institute for Humanistic Studies and a W.K. Kellogg Fellow. In 1994, he received the Distinguished Alumnus Award from the University of Utah as well as from Teachers College of Columbia University. He is the co-author of eight books and the author of numerous papers and articles on law and education.
Gee's daughter, Rebekah, is an assistant professor of clinical medicine in the Department of Obstetrics and Gynecology at Tulane University and a Norman F. Gant/American Board of Obstetrics and Gynecology/IOM Anniversary Fellow.
November 2009
Sunday, May 23, 2010
Imitation: Highest Form of Flattery!
Welcome to TishTrek - THE JOB BLOG!
Do you have any idea what your repeat behaviors tell companies about you?
When I was an Officer for the Pt. Pleasant Foundation for Excellence in Education, I wrote & published the biography below to highlight the accomplishments of our foundation's 2007 Community Leader Award Recipient - Charles A. Brady. I'm sharing Mr. Brady's incredible life-work-volunteer story with all of you because he is one of the most inspiring leaders I ever met.
In this blog I've often mentioned the importance of assessing whether or not employment candidates operate with the kind of Leader Behaviors a company would be willing to risk its reputation and brand on,(i.e. Does the candidate have a consistent history of operating with a commitment to business integrity, quality, compliance, management courage, transparency, teamwork & collaboration?).
In the case of Charlie Brady, I would hire him - in a minute - if I was looking to fill a postion as a Certified Financial Planning Executive; I would trust him & the company he runs to invest all or part of my life savings; and I would donate my money to any worthy cause as soon as I knew he was personally promoting the effort. I would do all of these things because Mr. Brady's varied successes are the direct result of repeat behaviors executed over-and-over again throughout his life and career.
It was a privilege to research & write Charlie Brady's story. Here it is:
The Pt. Pleasant Foundation for Excellence in Education honored Charles A. Brady and inducted him into the 10th Annual Hall of Fame on Friday, March 9th as a 2007 Community Leader Award Recipient. In the 1960’s, on the inside flap of a book entitled, “My Life with Martin Luther King, Jr.,” Coretta Scott King sent the following handwritten note to Mr. Brady, “Charley - With deep appreciation for your concern and support of those ideals of love, justice, truth, peace and brotherhood. May our common efforts hasten the day when Martin’s dream will be realized. Coretta Scott.”
In discussing the selection of Mr. Brady for this award, Foundation President, Dr. Rob Coombs, “Our members are in awe of Mr. Brady’s background and the ideals he lived for over four decades. We are honored to highlight the life of this local resident and extraordinary humanitarian.”
Mr. Brady’s commitment to children and his efforts as a peacemaker, promoting nonviolence and equal treatment for all races caught the attention and gained the support of Dr. and Mrs. Martin Luther King, Jr. early on – a relationship of mutual respect and friendship between the King Family and Mr. Brady dates back to 1965. He would later author a biography on Dr. King for the National Catholic Encyclopedia.
Mr. Brady, a Certified Financial Planner since 1981, graduated from St. Benedict’s Prep in Newark where he won 2nd place in the NJ State Wrestling Championship. After graduating from Seton Hall University in 1958, he served as an assistant to the vice president of a major gas corporation. Mr. Brady’s strong desire to help others led him out of Corporate America and into the Immaculate Conception Seminary where he was ordained a priest in 1966.
He served in several black communities in New Jersey, while assigned assistant pastor of Holy Spirit Church and St. Peter Claver Church in Orange and Montclair. Among his many accomplishments, he taught Dr. King’s nonviolent philosophy to black youth, and established athletic teams that won 3 national championships in 8 years. Mr. Brady’s efforts as an educator, coach, mentor and father figure inspired many of his students to become athletes and stars in college; and most became productive members of their communities.
Mr. Brady was a guest of Dr. King at the Southern Christian Leadership Convention; he had also been a guest in the King home; and often represented Mrs. King at functions in New Jersey. Mr. Brady’s commitment to civil rights during this volatile time in the country’s history was met with resistance in some circles in NJ and as a result, Mr. Brady was forced to repel a mob mentality that was behind a no-holds-barred effort to remove him from the important work of his parish.
Mr. Brady prevailed and he again found strength and support in the words of Mrs. King when she wrote in a letter dated, August 30th, 1968, “Dear Charley, ... the trouble you described in the Newark school was in many ways painfully familiar… it certainly requires more love, courage and strength to prevail and endure than it does to retaliate in kind. Your courage and determination to lovingly demonstrate the nonviolent brotherhood so desperately needed in the world is a source of inspiration and encouragement… With love, Coretta.”
Mr. Brady lives the tenets of courage and encouragement everyday. Beyond the establishment of the youth sports teams that won 3 national championships, he also helped kids, who could count on his commitment to them, win 4 eastern championships, 8 state championships, and 23 count championships. He established and coordinated an alternative high school in Orange, NJ for students who could not learn within a normal structured environment. No matter what the challenges, Mr. Brady worked tirelessly to build confidence by inspiring each kid one unique student at a time. He helped every child find a place to contribute something meaningful because his experiences proved to him that every child had something meaningful to share.
A year after resigning from the priesthood, Mr. Brady met his wife Carmie. A year later they married and had three sons: Matthew, Scott and Patrick, all of whom were exceptional athletes and graduates of Pt. Pleasant Borough High School. When Carmie Brady passed away from cancer @ age 50 on May 21, 2004, Mr. Brady and his sons decided her spirit would live on through a not for profit organization called The Carmie Brady Foundation which is dedicated to improving the lives of children and adults facing cancer and other devastating illnesses.
The Foundation - carmiebradyfoundation.com - has successfully raised hundreds of thousands of dollars. "The Brady Bunch" Walk for the Cure Team is 500 volunteers strong and growing. This remarkable family has committed to raising $20,000 a year for five years to support the Carmie Brady Room at Hope Lodge. Hope Lodge is a beautiful building located in the heart of New York City, which is sponsored by the American Cancer Society. Cancer patients from all over the world can stay at the lodge free of charge while they are receiving treatment at any hospital in New York.
After receiving his CFP designation, Mr. Brady taught the course at Monmouth College. He established Associated Financial Planners, in 1982. Matt and Scott are partners in the business along with Robert Clayton, another Pt. Pleasant Borough graduate. Patrick is an NCAA Division III All-American Wrestler and will graduate from the College of New Jersey in May, 2007. He plans to teach and coach.
Mr. Brady’s biography has appeared in Who’s Who in the World and Who’s Who in the East. He has appeared on CNBC’s Money Talk and other TV programs. He is a 30 year member of the Elk’s Handicapped Children Committee and was 2003 Shillelagh of the year for the Friendly Sons of the Shillelagh, a club that has given over $300,000 to local charities and families. He is on the Presidential Advisory Committee of USAllianz, Franklin Templeton Funds, Hartford, and ING. He was also named to “America’s Best Financial Planners” by the Consumer’s Research Council of America in 2006.
In 2003, this past President of the Sea Girt Chamber of Commerce was selected NJ State Businessman of the Year by the National Congressional Committee; he has founded organizations dedicated to supporting people in the field of Financial Planning and he has been a contributor to countless other local organizations including: Friendly Sons of St. Patrick, Friends of Manasquan VFW, “Think Tub” - a group dedicated to raising funds for sick children; and he is a loyal repeat sponsor of the Pt. Pleasant Athletic Boosters Association and the Pt. Pleasant Foundation for Excellence in Education.
In conclusion, Dr. Coombs adds, “Mr. Brady’s mentor, Dr. King, often called for “personal responsibility” in fostering peace. The personal responsibility displayed by Mr. Brady throughout his life honors Dr. King’s legacy and all of us in untold ways. We are thrilled to induct a humanitarian and citizen of Mr. Brady’s caliber into the Hall of Fame.”
************
On a final note, I know champions and winners when I meet them or interview them because I've had the privilege to live among them and to work next to individuals like Mr. Brady all my life. How about you? Are there people who set the standards for excellence in your life? If so, don't forget Brian Molko's quote: "Imitation is the highest form of flattery." Good luck!
Best regards,
Tish
Do you have any idea what your repeat behaviors tell companies about you?
When I was an Officer for the Pt. Pleasant Foundation for Excellence in Education, I wrote & published the biography below to highlight the accomplishments of our foundation's 2007 Community Leader Award Recipient - Charles A. Brady. I'm sharing Mr. Brady's incredible life-work-volunteer story with all of you because he is one of the most inspiring leaders I ever met.
In this blog I've often mentioned the importance of assessing whether or not employment candidates operate with the kind of Leader Behaviors a company would be willing to risk its reputation and brand on,(i.e. Does the candidate have a consistent history of operating with a commitment to business integrity, quality, compliance, management courage, transparency, teamwork & collaboration?).
In the case of Charlie Brady, I would hire him - in a minute - if I was looking to fill a postion as a Certified Financial Planning Executive; I would trust him & the company he runs to invest all or part of my life savings; and I would donate my money to any worthy cause as soon as I knew he was personally promoting the effort. I would do all of these things because Mr. Brady's varied successes are the direct result of repeat behaviors executed over-and-over again throughout his life and career.
It was a privilege to research & write Charlie Brady's story. Here it is:
The Pt. Pleasant Foundation for Excellence in Education honored Charles A. Brady and inducted him into the 10th Annual Hall of Fame on Friday, March 9th as a 2007 Community Leader Award Recipient. In the 1960’s, on the inside flap of a book entitled, “My Life with Martin Luther King, Jr.,” Coretta Scott King sent the following handwritten note to Mr. Brady, “Charley - With deep appreciation for your concern and support of those ideals of love, justice, truth, peace and brotherhood. May our common efforts hasten the day when Martin’s dream will be realized. Coretta Scott.”
In discussing the selection of Mr. Brady for this award, Foundation President, Dr. Rob Coombs, “Our members are in awe of Mr. Brady’s background and the ideals he lived for over four decades. We are honored to highlight the life of this local resident and extraordinary humanitarian.”
Mr. Brady’s commitment to children and his efforts as a peacemaker, promoting nonviolence and equal treatment for all races caught the attention and gained the support of Dr. and Mrs. Martin Luther King, Jr. early on – a relationship of mutual respect and friendship between the King Family and Mr. Brady dates back to 1965. He would later author a biography on Dr. King for the National Catholic Encyclopedia.
Mr. Brady, a Certified Financial Planner since 1981, graduated from St. Benedict’s Prep in Newark where he won 2nd place in the NJ State Wrestling Championship. After graduating from Seton Hall University in 1958, he served as an assistant to the vice president of a major gas corporation. Mr. Brady’s strong desire to help others led him out of Corporate America and into the Immaculate Conception Seminary where he was ordained a priest in 1966.
He served in several black communities in New Jersey, while assigned assistant pastor of Holy Spirit Church and St. Peter Claver Church in Orange and Montclair. Among his many accomplishments, he taught Dr. King’s nonviolent philosophy to black youth, and established athletic teams that won 3 national championships in 8 years. Mr. Brady’s efforts as an educator, coach, mentor and father figure inspired many of his students to become athletes and stars in college; and most became productive members of their communities.
Mr. Brady was a guest of Dr. King at the Southern Christian Leadership Convention; he had also been a guest in the King home; and often represented Mrs. King at functions in New Jersey. Mr. Brady’s commitment to civil rights during this volatile time in the country’s history was met with resistance in some circles in NJ and as a result, Mr. Brady was forced to repel a mob mentality that was behind a no-holds-barred effort to remove him from the important work of his parish.
Mr. Brady prevailed and he again found strength and support in the words of Mrs. King when she wrote in a letter dated, August 30th, 1968, “Dear Charley, ... the trouble you described in the Newark school was in many ways painfully familiar… it certainly requires more love, courage and strength to prevail and endure than it does to retaliate in kind. Your courage and determination to lovingly demonstrate the nonviolent brotherhood so desperately needed in the world is a source of inspiration and encouragement… With love, Coretta.”
Mr. Brady lives the tenets of courage and encouragement everyday. Beyond the establishment of the youth sports teams that won 3 national championships, he also helped kids, who could count on his commitment to them, win 4 eastern championships, 8 state championships, and 23 count championships. He established and coordinated an alternative high school in Orange, NJ for students who could not learn within a normal structured environment. No matter what the challenges, Mr. Brady worked tirelessly to build confidence by inspiring each kid one unique student at a time. He helped every child find a place to contribute something meaningful because his experiences proved to him that every child had something meaningful to share.
A year after resigning from the priesthood, Mr. Brady met his wife Carmie. A year later they married and had three sons: Matthew, Scott and Patrick, all of whom were exceptional athletes and graduates of Pt. Pleasant Borough High School. When Carmie Brady passed away from cancer @ age 50 on May 21, 2004, Mr. Brady and his sons decided her spirit would live on through a not for profit organization called The Carmie Brady Foundation which is dedicated to improving the lives of children and adults facing cancer and other devastating illnesses.
The Foundation - carmiebradyfoundation.com - has successfully raised hundreds of thousands of dollars. "The Brady Bunch" Walk for the Cure Team is 500 volunteers strong and growing. This remarkable family has committed to raising $20,000 a year for five years to support the Carmie Brady Room at Hope Lodge. Hope Lodge is a beautiful building located in the heart of New York City, which is sponsored by the American Cancer Society. Cancer patients from all over the world can stay at the lodge free of charge while they are receiving treatment at any hospital in New York.
After receiving his CFP designation, Mr. Brady taught the course at Monmouth College. He established Associated Financial Planners, in 1982. Matt and Scott are partners in the business along with Robert Clayton, another Pt. Pleasant Borough graduate. Patrick is an NCAA Division III All-American Wrestler and will graduate from the College of New Jersey in May, 2007. He plans to teach and coach.
Mr. Brady’s biography has appeared in Who’s Who in the World and Who’s Who in the East. He has appeared on CNBC’s Money Talk and other TV programs. He is a 30 year member of the Elk’s Handicapped Children Committee and was 2003 Shillelagh of the year for the Friendly Sons of the Shillelagh, a club that has given over $300,000 to local charities and families. He is on the Presidential Advisory Committee of USAllianz, Franklin Templeton Funds, Hartford, and ING. He was also named to “America’s Best Financial Planners” by the Consumer’s Research Council of America in 2006.
In 2003, this past President of the Sea Girt Chamber of Commerce was selected NJ State Businessman of the Year by the National Congressional Committee; he has founded organizations dedicated to supporting people in the field of Financial Planning and he has been a contributor to countless other local organizations including: Friendly Sons of St. Patrick, Friends of Manasquan VFW, “Think Tub” - a group dedicated to raising funds for sick children; and he is a loyal repeat sponsor of the Pt. Pleasant Athletic Boosters Association and the Pt. Pleasant Foundation for Excellence in Education.
In conclusion, Dr. Coombs adds, “Mr. Brady’s mentor, Dr. King, often called for “personal responsibility” in fostering peace. The personal responsibility displayed by Mr. Brady throughout his life honors Dr. King’s legacy and all of us in untold ways. We are thrilled to induct a humanitarian and citizen of Mr. Brady’s caliber into the Hall of Fame.”
************
On a final note, I know champions and winners when I meet them or interview them because I've had the privilege to live among them and to work next to individuals like Mr. Brady all my life. How about you? Are there people who set the standards for excellence in your life? If so, don't forget Brian Molko's quote: "Imitation is the highest form of flattery." Good luck!
Best regards,
Tish
Friday, May 21, 2010
Top Notch Lending Pricing Strategist: Is that you?
Welcome to TishTrek - THE JOB BLOG!
Oh my gosh - No company in the country has this job opening!! Make this your moment! Go build something important from scratch under the umbrella of a Global Market Leader! Our goal is to WIN! What's yours??!!
Title: Vice President – Commercial Lending Product Strategy and Pricing
Business Unit: Morgan Stanley Smith Barney Global Wealth Management (GWM) – Retail Banking Group
Position Location: Charlotte, NC
Position Description:
Morgan Stanley Global Wealth Management Group (GWMG) provides a range of wealth management products and services for affluent individuals and their business interests. These services include brokerage and investment advisory, financial and wealth planning, credit and lending, cash management, annuities and insurance, retirement and trust. The Retail Banking Group is responsible for some of the most significant revenue opportunities within GWMG. The group is responsible for developing, launching and managing innovative bank and lending products tailored towards affluent and high net worth clients. These products include mortgage lending, business lending, cash management, margin lending and securities-based lending, as well as a range of banking services offered through clients’ retail brokerage accounts.
The Retail Banking Group is seeking a highly motivated individual to assist in the building of a proprietary commercial lending product offering to meet the needs of our high net worth customers who are business owners. This position will drive the development of a multi-year product roadmap and will work with key risk and finance partners to develop a commercial lending pricing strategy/exception process aligned with achieving the growth and financial objectives outlined in that roadmap. This candidate will play a critical role in building a successful commercial lending business from the ground floor.
Responsibilities include:
Development of a product roadmap to guide our phased rollout of commercial lending products over a 3+ year timeline:
• Assessing the competitive landscape
• Profiling our existing customers (as well as the universe of business prospects) to create a segmentation framework that can be used to articulate our product strategy and guide sales efforts.
• Understanding the lending needs of our target customer segments
• Developing fact based insights into the revenue, cost and risk dynamics associated with delivering lending products to different customer segments
Building and managing commercial lending pricing strategy and exception process will include:
• Partnering very closely with Finance and Risk partners
• Profiling market ROE levels for different customer segments/loans types
• Creating a pricing framework that establishes ROE targets/hurdles for commercial loans that balances maximizing returns on commercial lending with maximizing customer relationship returns.
• Establishing a process for reviewing and approving individual loan pricing proposals that fall outside of the established framework
• Continually evaluate the effectiveness of this framework based on volume of exception requests and performance of the commercial lending portfolio (relative to goals and relative to industry benchmarks).
Skills and Experience Requirements:
The successful candidate will possess 8+ years work experience in product/business strategy development, pricing and/or sales and marketing. Business lending experience (with a retail, commercial or private bank) is required. Strategy consulting experience and/or experience working in a finance, strategy or product group at a leading financial services firm is desired.
Specific skills/strengths required include:
• A strong entrepreneurial attitude and willingness to roll up the sleeves and dig into the details associated with building a business from the ground floor.
• A broad understanding of the commercial lending marketplace and competitors
• Very strong analytical skills and financial acumen. Experience building/managing/evaluating pricing strategies for a loan product/portfolio preferred.
• A proven track record of the ability to lead multiple initiatives/projects simultaneously in a fast-paced work environment
• A broad perspective developed from working in or partnering with multiple business functions (marketing, finance, risk, operations, etc)
This role is an exciting opportunity to be part of the establishment and build out of the Retail Banking Group in the early post launch phase and to help build/grow a commercial ending business from the ground up. In general, the person in this role will gain valuable skills and unique experience working directly on the opportunities and challenges facing a global financial services leader in an extremely dynamic and competitive industry. The experience gained as a leader of this team provides the opportunities, relationships and foundation for future leadership roles at Morgan Stanley.
This position is dedicated to lending solutions that do not exist today for the benefit of a wide range of commercial businesses in the small and middle markets. If your analytical skills and financial acumen is top notch and you are a PRICING STRATEGIST of the highest caliber who is STILL operating with excellence in the tactical & operational trenches, we want to know who you are.
Apply on-line @ www.morganstanley.com / Careers - Position will be posted shortly. After you apply on-line, please alert me to your application by sending a note and a soft copy of your resume to "Tish" - patricia.ferguson@morganstanley.com - We will let you know if you are in-or-out of the process for this great position within 4 business days!! That's a promise from my Hiring Team!
Best regards,
Tish
PS - And ok, I admit it. I haven't used the "name" Patricia since my baptism, but that's me just the same. :)
Oh my gosh - No company in the country has this job opening!! Make this your moment! Go build something important from scratch under the umbrella of a Global Market Leader! Our goal is to WIN! What's yours??!!
Title: Vice President – Commercial Lending Product Strategy and Pricing
Business Unit: Morgan Stanley Smith Barney Global Wealth Management (GWM) – Retail Banking Group
Position Location: Charlotte, NC
Position Description:
Morgan Stanley Global Wealth Management Group (GWMG) provides a range of wealth management products and services for affluent individuals and their business interests. These services include brokerage and investment advisory, financial and wealth planning, credit and lending, cash management, annuities and insurance, retirement and trust. The Retail Banking Group is responsible for some of the most significant revenue opportunities within GWMG. The group is responsible for developing, launching and managing innovative bank and lending products tailored towards affluent and high net worth clients. These products include mortgage lending, business lending, cash management, margin lending and securities-based lending, as well as a range of banking services offered through clients’ retail brokerage accounts.
The Retail Banking Group is seeking a highly motivated individual to assist in the building of a proprietary commercial lending product offering to meet the needs of our high net worth customers who are business owners. This position will drive the development of a multi-year product roadmap and will work with key risk and finance partners to develop a commercial lending pricing strategy/exception process aligned with achieving the growth and financial objectives outlined in that roadmap. This candidate will play a critical role in building a successful commercial lending business from the ground floor.
Responsibilities include:
Development of a product roadmap to guide our phased rollout of commercial lending products over a 3+ year timeline:
• Assessing the competitive landscape
• Profiling our existing customers (as well as the universe of business prospects) to create a segmentation framework that can be used to articulate our product strategy and guide sales efforts.
• Understanding the lending needs of our target customer segments
• Developing fact based insights into the revenue, cost and risk dynamics associated with delivering lending products to different customer segments
Building and managing commercial lending pricing strategy and exception process will include:
• Partnering very closely with Finance and Risk partners
• Profiling market ROE levels for different customer segments/loans types
• Creating a pricing framework that establishes ROE targets/hurdles for commercial loans that balances maximizing returns on commercial lending with maximizing customer relationship returns.
• Establishing a process for reviewing and approving individual loan pricing proposals that fall outside of the established framework
• Continually evaluate the effectiveness of this framework based on volume of exception requests and performance of the commercial lending portfolio (relative to goals and relative to industry benchmarks).
Skills and Experience Requirements:
The successful candidate will possess 8+ years work experience in product/business strategy development, pricing and/or sales and marketing. Business lending experience (with a retail, commercial or private bank) is required. Strategy consulting experience and/or experience working in a finance, strategy or product group at a leading financial services firm is desired.
Specific skills/strengths required include:
• A strong entrepreneurial attitude and willingness to roll up the sleeves and dig into the details associated with building a business from the ground floor.
• A broad understanding of the commercial lending marketplace and competitors
• Very strong analytical skills and financial acumen. Experience building/managing/evaluating pricing strategies for a loan product/portfolio preferred.
• A proven track record of the ability to lead multiple initiatives/projects simultaneously in a fast-paced work environment
• A broad perspective developed from working in or partnering with multiple business functions (marketing, finance, risk, operations, etc)
This role is an exciting opportunity to be part of the establishment and build out of the Retail Banking Group in the early post launch phase and to help build/grow a commercial ending business from the ground up. In general, the person in this role will gain valuable skills and unique experience working directly on the opportunities and challenges facing a global financial services leader in an extremely dynamic and competitive industry. The experience gained as a leader of this team provides the opportunities, relationships and foundation for future leadership roles at Morgan Stanley.
This position is dedicated to lending solutions that do not exist today for the benefit of a wide range of commercial businesses in the small and middle markets. If your analytical skills and financial acumen is top notch and you are a PRICING STRATEGIST of the highest caliber who is STILL operating with excellence in the tactical & operational trenches, we want to know who you are.
Apply on-line @ www.morganstanley.com / Careers - Position will be posted shortly. After you apply on-line, please alert me to your application by sending a note and a soft copy of your resume to "Tish" - patricia.ferguson@morganstanley.com - We will let you know if you are in-or-out of the process for this great position within 4 business days!! That's a promise from my Hiring Team!
Best regards,
Tish
PS - And ok, I admit it. I haven't used the "name" Patricia since my baptism, but that's me just the same. :)
Saturday, May 15, 2010
What do REFERENCES say about YOU?
Welcome to TishTrek - THE JOB BLOG!
If I called your former colleagues or supervisors for a business reference or recommendation, what would those people say to inspire me and my team to consider you for an open position at our company?
Below are two actual recommendations I wrote yesterday (May 14th) and submitted to the Professional Networking Site, LinkedIn, for Michael J. Cunningham, who is President & Chief Operating Officer @ United Healthcare National Accounts. What I wrote outlines how I knew Mike, what challenges he faced, what he delivered, and what business benefit he brought to the companies he was accountable to. From my observations of Mike's performance since 1988, I also work to explain how he led others and why for the past 22 consecutive years Mike has made the "Tish Top Ten List" - saluting and honoring Ten of the Top Global Executive Candidates in any market!
After you read the recommendations below, think long and hard about what your references would say about you? Will they say terrific things? Will they define exceptional work habits, skills, competencies and consistent leader behaviors which always separate you from other colleagues and/or from other employment candidates when you're competing for that job you want? Will they say you delivered high-end results on behalf of the companies relying on you and that they give YOU the personal bragging rights to scream those corporate successes as your own from their roof top?!
TIP OF THE DAY: References & recommendations can and often do make or break even the best execution efforts in JOB SEARCH NETWORKING! I know it because I live this reality in my job every single day!
Tish Ferguson Recommends:
Michael J. Cunningham
President, Chief Operation Officer
United Healhcare National Accounts
Senior Vice President at GUARDIAN LIFE INSURANCE COMPANY:
Today, Mike is currently the COO of an $8B unit of UHG with full responsibility for all strategic initiatives, overall customer service and delivery experience, service partner governance and performance improvement, driving product delivery and the prioritization of future investments.
Ladies & Gentlemen, here's how Michael Cunningham got there...
Senior Vice President GUARDIAN LIFE INSURANCE COMPANY:
When Mike and I worked together at ADP, the business benefit our company enjoyed as a result of his tremendous contributions were extraordinary. As a result of my personal observations, I recruited Mike to join CEO Joe Sergeant & CIO Dennis Callahan at Guardian Life Insurance during our Action Agenda to lead & transform a myriad of Guardian's business silos into a single enterprise-wide infrastructure dedicated to excellence and efficiency - where appropriate and where federal regulations allowed. Mike's participation in the execution of this aggressive agenda delivered results which enhanced & dramatically improved how Guardian executed its business nationwide. Specifically, Park Avenue Securities, our General Agents, and the Health & Welfare businesses @ Guardian all benefited from Mike's work in the trenches. He delivered incredible tools, technologies, and world class processes dedicated to Sales Automation, Infrastructure, CRM, 24/7 Operations, and the list goes on... As an executive, Mike's ability to leverage his deep skills & competencies across all business/ functional areas and multiple industries puts him in a class of his own. I have the highest regard and respect for Mike and that's why I work to recruit him any time a client is looking to bolster its business with "customer-focused change". This incredible "change agent's" successes are always tied to the fact that he leads with consistent and repeat Leader Behaviors that both clients and employees can rely on. - Tish Ferguson May 14, 2010
Vice President / Director at AUTOMATIC DATA PROCESSING, INC:
I was the HR Executive on the ADP Executive Mgmt Team for the Front-Office Services Division of ADP's Brokerage Information Services Group. Our team hired Mike in January 1988 because we recognized that we had a high caliber/ high potential candidate with remarkable transferable skills who could lead our company's transformation to a world class provider of services for our brokerage clients worldwide. For over eight years, Mike's stellar performance put him on the "fast track" @ ADP to multiple executive roles leading global sales, account management, mergers & acquisitions, deployments, integrations, and service-centric initiatives. Mike's performance always ranked in the top 1% of ADP's 22,000 employee population and he was often recognized as a leader who "made the time" to mentor others all along the way. As an executive, Mike's ability to leverage his deep skills & competencies across all business/ functional areas and multiple industries puts him in a class of his own. I have the highest regard and respect for Mike; most especially because all of his successes are tied to the fact that he leads with consistent and repeat Leader Behaviors that both clients and employees can rely on. - Tish Ferguson May 14, 2010
Tish Ferguson (Director of Human Resources at ADP) worked directly with Michael J. at AUTOMATIC DATA PROCESSING, INC.
In closing, it has always been a privilege to work with and for Mike. He always inspired me and everyone around him to demand more of ourselves so we could meet our challenges and exceed our goals. By doing so, he elevated the performance of individuals and teams alike and I can tell you from experience that every company benefited exponentially!
How many of your former Colleagues or Directors of Human Resources or Executive Bosses would write a recommendation like this about you?
Best regards,
Tish
If I called your former colleagues or supervisors for a business reference or recommendation, what would those people say to inspire me and my team to consider you for an open position at our company?
Below are two actual recommendations I wrote yesterday (May 14th) and submitted to the Professional Networking Site, LinkedIn, for Michael J. Cunningham, who is President & Chief Operating Officer @ United Healthcare National Accounts. What I wrote outlines how I knew Mike, what challenges he faced, what he delivered, and what business benefit he brought to the companies he was accountable to. From my observations of Mike's performance since 1988, I also work to explain how he led others and why for the past 22 consecutive years Mike has made the "Tish Top Ten List" - saluting and honoring Ten of the Top Global Executive Candidates in any market!
After you read the recommendations below, think long and hard about what your references would say about you? Will they say terrific things? Will they define exceptional work habits, skills, competencies and consistent leader behaviors which always separate you from other colleagues and/or from other employment candidates when you're competing for that job you want? Will they say you delivered high-end results on behalf of the companies relying on you and that they give YOU the personal bragging rights to scream those corporate successes as your own from their roof top?!
TIP OF THE DAY: References & recommendations can and often do make or break even the best execution efforts in JOB SEARCH NETWORKING! I know it because I live this reality in my job every single day!
Tish Ferguson Recommends:
Michael J. Cunningham
President, Chief Operation Officer
United Healhcare National Accounts
Senior Vice President at GUARDIAN LIFE INSURANCE COMPANY:
Today, Mike is currently the COO of an $8B unit of UHG with full responsibility for all strategic initiatives, overall customer service and delivery experience, service partner governance and performance improvement, driving product delivery and the prioritization of future investments.
Ladies & Gentlemen, here's how Michael Cunningham got there...
Senior Vice President GUARDIAN LIFE INSURANCE COMPANY:
When Mike and I worked together at ADP, the business benefit our company enjoyed as a result of his tremendous contributions were extraordinary. As a result of my personal observations, I recruited Mike to join CEO Joe Sergeant & CIO Dennis Callahan at Guardian Life Insurance during our Action Agenda to lead & transform a myriad of Guardian's business silos into a single enterprise-wide infrastructure dedicated to excellence and efficiency - where appropriate and where federal regulations allowed. Mike's participation in the execution of this aggressive agenda delivered results which enhanced & dramatically improved how Guardian executed its business nationwide. Specifically, Park Avenue Securities, our General Agents, and the Health & Welfare businesses @ Guardian all benefited from Mike's work in the trenches. He delivered incredible tools, technologies, and world class processes dedicated to Sales Automation, Infrastructure, CRM, 24/7 Operations, and the list goes on... As an executive, Mike's ability to leverage his deep skills & competencies across all business/ functional areas and multiple industries puts him in a class of his own. I have the highest regard and respect for Mike and that's why I work to recruit him any time a client is looking to bolster its business with "customer-focused change". This incredible "change agent's" successes are always tied to the fact that he leads with consistent and repeat Leader Behaviors that both clients and employees can rely on. - Tish Ferguson May 14, 2010
Vice President / Director at AUTOMATIC DATA PROCESSING, INC:
I was the HR Executive on the ADP Executive Mgmt Team for the Front-Office Services Division of ADP's Brokerage Information Services Group. Our team hired Mike in January 1988 because we recognized that we had a high caliber/ high potential candidate with remarkable transferable skills who could lead our company's transformation to a world class provider of services for our brokerage clients worldwide. For over eight years, Mike's stellar performance put him on the "fast track" @ ADP to multiple executive roles leading global sales, account management, mergers & acquisitions, deployments, integrations, and service-centric initiatives. Mike's performance always ranked in the top 1% of ADP's 22,000 employee population and he was often recognized as a leader who "made the time" to mentor others all along the way. As an executive, Mike's ability to leverage his deep skills & competencies across all business/ functional areas and multiple industries puts him in a class of his own. I have the highest regard and respect for Mike; most especially because all of his successes are tied to the fact that he leads with consistent and repeat Leader Behaviors that both clients and employees can rely on. - Tish Ferguson May 14, 2010
Tish Ferguson (Director of Human Resources at ADP) worked directly with Michael J. at AUTOMATIC DATA PROCESSING, INC.
In closing, it has always been a privilege to work with and for Mike. He always inspired me and everyone around him to demand more of ourselves so we could meet our challenges and exceed our goals. By doing so, he elevated the performance of individuals and teams alike and I can tell you from experience that every company benefited exponentially!
How many of your former Colleagues or Directors of Human Resources or Executive Bosses would write a recommendation like this about you?
Best regards,
Tish
Thursday, May 13, 2010
JOB-OF-THE-DAY: VP, CARD ACQUISITIONS
Welcome to TishTrek - THE JOB BLOG!
Enjoy today's JOB-OF-THE-DAY: HELP WANTED!!
Message to my Employment Candidates: Executive Management cancelled JOB ID# 68170 - VP, Acquisition Marketing for Morgan Stanley's Retail Banking Group and replaced it with the PRIORITY POSITION below: JOB ID# 69578 - VP, Head of Card Acquisitions!!
Below is an UPDATED job spec which we enhanced to accommodate our fast-growing business. If you applied to #68170 - we are moving your resume to the new posting and comparing your background to these NEW job specifications. Thanks for your patience!
Vice President, Head of Card Acquisitions
Morgan Stanley Smith Barney is one of the world’s largest retail brokerage and wealth management businesses serving affluent and high net worth clients. With more than $1.6Trillion in client assets and a global network of 18,000 financial advisors, Morgan Stanley Smith Barney offers a diverse array of products and services designed to advance the financial goals and aspirations of individual investors.
Position Overview: YOU MUST HAVE AT LEAST 5 YEARS of CONSUMER CREDIT CARD EXPERIENCE TO BE QUALIFIED FOR THIS POSITION!!
The Vice President of Card Acquisitions is a new and important role in the Private Bank organization at Morgan Stanley Smith Barney. The Private Bank group is responsible for developing, launching and managing innovative bank and lending products tailored towards affluent and high net worth clients. The group aspires to
be an industry leading Private Bank to High Net Worth individuals globally. The current product offering includes mortgage lending, business lending, margin lending, securities-based lending, deposit products, card products, and a range of banking services offered to Morgan Stanley Smith Barney clients.
The Vice President of Card Acquisitions will be responsible for developing innovative card acquisition campaigns through multiple sales channels to maximize the opportunity of the overall cards business. He/She will partner with the card issuers, marketing organization and other internal teams to drive new account
acquisition and spend growth.
Specific responsibilities will include:
Develop overall new card acquisition strategy and annual plan leveraging all available sales channels.
Develop client segment specific acquisition strategies to maximize yields from each acquisition initiative.
Identify innovative acquisition strategies to engage financial advisors and clients in the Firm’s card
programs.
Develop detailed reporting on acquisition initiatives including response rates and acquisition costs; Own
acquisition forecast models and acquisition metrics.
Identify and test new sources of customer leads and campaigns across online, email, and direct mail.
Manage and implement day to day management of online and offline media programs including media
target and analysis, competitive analysis, tracking, and optimization.
Establish and maintain competitive information pertaining to acquisition tactics, offers, and innovations.
Develop and oversee customer acquisition marketing materials and messaging.
Research and evaluate new marketing and partnership opportunities to understand their risks, potential,
constraints, and objectives.
Develop and continually monitor project work plans, time lines, and budgets.
Collaborate closely with marketing partners to identify opportunities and optimize offers and response rates
to maximize profit contribution.
Provide regular detailed status updates to our executive management team and to external partners.
Drive a large volume of profitable customer acquisition results.
Requirements: YOU MUST HAVE AT LEAST 5 YEARS of CONSUMER CREDIT CARD EXPERIENCE TO BE QUALIFIED FOR THIS POSITION!!
Proven direct marketing expertise within a top tier marketing-driven organization with experience across
channels (e.g., direct mail, email, telemarketing, face-to-face, direct response television, etc.). Strong strategic
thinking skills with a proven ability to develop sound strategic plans. Superb relationship skills with proven
ability to influence and persuade across the organization (with success in gaining followers across levels of the
organization). Strong driver of results with a proven ability to turn strategy into action, executing flawlessly and
meeting deadlines/key milestones. Strong people leadership experience with proven ability to attract, retain and
develop talent. Comfort with ambiguity and change. Demonstrable success at managing direct response
customer acquisition marketing through multiple channels including testing, implementing, and optimizing
programs. A proven track record of successfully managing multiple projects. Proven experience interacting with
partners in matters related to sales, product, promotion, pricing, service, advertising and marketing strategies.
Superior analytical and problem solving skills. Expertise with PowerPoint, Excel.
If you or anyone you know has a great background in Consumer Credit Card Acquisitions, we want to know you TODAY.
Apply at www.morganstanley.com / Careers - JOB ID# 69578! Alert me after you have applied on-line @ patricia.ferguson@morganstanley.com - 914-225-8832!
Thank you!
Best regards,
Tish
Enjoy today's JOB-OF-THE-DAY: HELP WANTED!!
Message to my Employment Candidates: Executive Management cancelled JOB ID# 68170 - VP, Acquisition Marketing for Morgan Stanley's Retail Banking Group and replaced it with the PRIORITY POSITION below: JOB ID# 69578 - VP, Head of Card Acquisitions!!
Below is an UPDATED job spec which we enhanced to accommodate our fast-growing business. If you applied to #68170 - we are moving your resume to the new posting and comparing your background to these NEW job specifications. Thanks for your patience!
Vice President, Head of Card Acquisitions
Morgan Stanley Smith Barney is one of the world’s largest retail brokerage and wealth management businesses serving affluent and high net worth clients. With more than $1.6Trillion in client assets and a global network of 18,000 financial advisors, Morgan Stanley Smith Barney offers a diverse array of products and services designed to advance the financial goals and aspirations of individual investors.
Position Overview: YOU MUST HAVE AT LEAST 5 YEARS of CONSUMER CREDIT CARD EXPERIENCE TO BE QUALIFIED FOR THIS POSITION!!
The Vice President of Card Acquisitions is a new and important role in the Private Bank organization at Morgan Stanley Smith Barney. The Private Bank group is responsible for developing, launching and managing innovative bank and lending products tailored towards affluent and high net worth clients. The group aspires to
be an industry leading Private Bank to High Net Worth individuals globally. The current product offering includes mortgage lending, business lending, margin lending, securities-based lending, deposit products, card products, and a range of banking services offered to Morgan Stanley Smith Barney clients.
The Vice President of Card Acquisitions will be responsible for developing innovative card acquisition campaigns through multiple sales channels to maximize the opportunity of the overall cards business. He/She will partner with the card issuers, marketing organization and other internal teams to drive new account
acquisition and spend growth.
Specific responsibilities will include:
Develop overall new card acquisition strategy and annual plan leveraging all available sales channels.
Develop client segment specific acquisition strategies to maximize yields from each acquisition initiative.
Identify innovative acquisition strategies to engage financial advisors and clients in the Firm’s card
programs.
Develop detailed reporting on acquisition initiatives including response rates and acquisition costs; Own
acquisition forecast models and acquisition metrics.
Identify and test new sources of customer leads and campaigns across online, email, and direct mail.
Manage and implement day to day management of online and offline media programs including media
target and analysis, competitive analysis, tracking, and optimization.
Establish and maintain competitive information pertaining to acquisition tactics, offers, and innovations.
Develop and oversee customer acquisition marketing materials and messaging.
Research and evaluate new marketing and partnership opportunities to understand their risks, potential,
constraints, and objectives.
Develop and continually monitor project work plans, time lines, and budgets.
Collaborate closely with marketing partners to identify opportunities and optimize offers and response rates
to maximize profit contribution.
Provide regular detailed status updates to our executive management team and to external partners.
Drive a large volume of profitable customer acquisition results.
Requirements: YOU MUST HAVE AT LEAST 5 YEARS of CONSUMER CREDIT CARD EXPERIENCE TO BE QUALIFIED FOR THIS POSITION!!
Proven direct marketing expertise within a top tier marketing-driven organization with experience across
channels (e.g., direct mail, email, telemarketing, face-to-face, direct response television, etc.). Strong strategic
thinking skills with a proven ability to develop sound strategic plans. Superb relationship skills with proven
ability to influence and persuade across the organization (with success in gaining followers across levels of the
organization). Strong driver of results with a proven ability to turn strategy into action, executing flawlessly and
meeting deadlines/key milestones. Strong people leadership experience with proven ability to attract, retain and
develop talent. Comfort with ambiguity and change. Demonstrable success at managing direct response
customer acquisition marketing through multiple channels including testing, implementing, and optimizing
programs. A proven track record of successfully managing multiple projects. Proven experience interacting with
partners in matters related to sales, product, promotion, pricing, service, advertising and marketing strategies.
Superior analytical and problem solving skills. Expertise with PowerPoint, Excel.
If you or anyone you know has a great background in Consumer Credit Card Acquisitions, we want to know you TODAY.
Apply at www.morganstanley.com / Careers - JOB ID# 69578! Alert me after you have applied on-line @ patricia.ferguson@morganstanley.com - 914-225-8832!
Thank you!
Best regards,
Tish
Tuesday, May 11, 2010
Introducing: The Little Summer Job That Could!
Welcome to TishTrek - THE JOB BLOG:
If you don't think those little summer jobs or internships amount to much, I urge everyone to think again! Since we were kids, we have all repeated behaviors which have enhanced our work ethic and helped us operate with excellence doing something important. What part of your background did you write off too soon during your job search? Today, I want to help you feel better about yourself by connecting some dots for potential employers:
I started working at age 14 in the Laundry Room of Jack Baker's Lobster Shanty in Pt. Pleasant, NJ (at the real Jersey Shore!). When I left the company at age 24 - I was the General Manager of this Seafood Restaurant which had become part of a larger chain called, Chef's International, Inc. I didn't know at the time that this was an example of what the definition of "Progressive Accomplishment" is and who could foresee that these experiences would help me succeed in my career for the rest of my life?
I was #5 of 8 children growing up and I was eager to work as soon as an adult would let me because it meant I could start saving money for my college education! My first job was to literally wash, dry and fold dirty kitchen towels, banquet linens and kitchen whites for all the back-of-the-house employees for this restaurant which fed upwards to 1,000 customers per night during the summer months in my beautiful community on the Atlantic Ocean. Our restaurant & banquet businesses were highly successful in this facility overlooking the northern-most point of America's Inter-Coastal Waterway and the Manasquan Inlet. I was proud to be part of the team.
During those laundry room days, I started work @ 5:30 a.m. and I had to be finished by the time the restaurant opened at 11:30 a.m. - Everyday, I worked hard to be recognized as a kid who took this responsibility seriously because I wanted the management team to pick me as soon as I was old enough to move to salad bar duty or waitressing or any position which represented a more lucrative and financially satisfying role in the business! I suppose some things never change.
At this very young age, I made it a point to be on time, to leave my work space cleaner than I found it, to go the extra mile, and to offer my help whenever an opportunity presented itself inside the company. When the scheduled dishwasher didn't show up, I'd ask to fill in for the lunch shift. When the Fry Cook quit, I learned to fry entrees to perfection. When the Salad & Appetizer Preparation Team called out sick, I convinced management to allow me to prepare the food. Because I was always looking for more work, I learned every job in the place.
During my college years, executives of the firm invited me to help manage the opening of new restaurants for this chain up and down the East Coast. All the hands-on experiences of my childhood years made me a good choice to be on this operating team executing the hiring and training of all new employees in the back and front of the house on how to execute in the kitchen, excel in food service, purchase goods, run NCR cash registers, tend bar, maintain the facility - literally how to manage the unit until it could stand alone. Then I'd be off to the next opening in another part of the country accountable for everything related to the success of the new store's P&L. I was forging a career in personnel / human resources / recruiting and I didn't even know it! My gosh - it was my summer job and I ended up recruiting employment candidates for the rest of my life! Lucky me!
I also learned the meaning of customer service from these childhood experiences and future employers ACTUALLY picked up on it! Years later, I would interview for recruiting management positions at ADP, Cisco Systems, Anderson Consulting, Bank of America, AIG, Guardian Life Insurance Company, and Schering-Plough and after I was hired executives would always circle back to me to tell me that they remembered what I said about my commitment to client service in those very first interviews.
What left an impression is that I said, my customer service focus was part of who I had become because it had been tested in high intensity customer situations for years in the restaurant business. I also told them that it didn't matter what industry or domain I was operating in, I always made it my business to know who my customers were and I always worked hard to "operate with excellence" on their behalf.
I would further explain that when a customer didn't like their meal, I had 30 seconds to make a good decision to salvage the situation and to retain this repeat client for Chef's International. If I managed this situation poorly, I risked losing this table of customers forever AND I also risked having these dissatisfied customers tell 25 other people about the bad experience they just had in my restaurant. To this day, I execute with the voice-of-the-customer in the forefront of my thinking and every company that has ever employed me knows it. How about you?
What's your story? What behaviors have you repeated your entire life which have contributed to your many successes? Are you very good at articulating those important positives in every interview situation? If not, it's time to get good at "it" today.
AND PS: Stop rolling your eyes during those "HR-like" Behavioral Interview Questions because companies who ask these types of questions "usually" want to invest in great talent with high caliber repeat behaviors! Go for it - this could be your moment! (i.e. Tell me about a time when you were uncomfortable with a decision the team you were on made. What did you do to influence a change in direction? Tell me about a time when you fell short of a goal. What did you learn from that experience about yourself or the process that would help you with future projects?). This line of questioning should be viewed as the OPPORTUNITY that it is to draw on any terrific experience NOT tied to the last 14 months you have not been employed. Your repeat behaviors which have enhanced your work ethic and helped you operate with excellence - will never leave you no matter how long you are unemployed UNLESS - of course - you let depression win.
If this doesn't work, maybe we can get Corporate America to create "Bring Your Friend to Work Day!" Are you in?!!
Best regards,
Tish
If you don't think those little summer jobs or internships amount to much, I urge everyone to think again! Since we were kids, we have all repeated behaviors which have enhanced our work ethic and helped us operate with excellence doing something important. What part of your background did you write off too soon during your job search? Today, I want to help you feel better about yourself by connecting some dots for potential employers:
I started working at age 14 in the Laundry Room of Jack Baker's Lobster Shanty in Pt. Pleasant, NJ (at the real Jersey Shore!). When I left the company at age 24 - I was the General Manager of this Seafood Restaurant which had become part of a larger chain called, Chef's International, Inc. I didn't know at the time that this was an example of what the definition of "Progressive Accomplishment" is and who could foresee that these experiences would help me succeed in my career for the rest of my life?
I was #5 of 8 children growing up and I was eager to work as soon as an adult would let me because it meant I could start saving money for my college education! My first job was to literally wash, dry and fold dirty kitchen towels, banquet linens and kitchen whites for all the back-of-the-house employees for this restaurant which fed upwards to 1,000 customers per night during the summer months in my beautiful community on the Atlantic Ocean. Our restaurant & banquet businesses were highly successful in this facility overlooking the northern-most point of America's Inter-Coastal Waterway and the Manasquan Inlet. I was proud to be part of the team.
During those laundry room days, I started work @ 5:30 a.m. and I had to be finished by the time the restaurant opened at 11:30 a.m. - Everyday, I worked hard to be recognized as a kid who took this responsibility seriously because I wanted the management team to pick me as soon as I was old enough to move to salad bar duty or waitressing or any position which represented a more lucrative and financially satisfying role in the business! I suppose some things never change.
At this very young age, I made it a point to be on time, to leave my work space cleaner than I found it, to go the extra mile, and to offer my help whenever an opportunity presented itself inside the company. When the scheduled dishwasher didn't show up, I'd ask to fill in for the lunch shift. When the Fry Cook quit, I learned to fry entrees to perfection. When the Salad & Appetizer Preparation Team called out sick, I convinced management to allow me to prepare the food. Because I was always looking for more work, I learned every job in the place.
During my college years, executives of the firm invited me to help manage the opening of new restaurants for this chain up and down the East Coast. All the hands-on experiences of my childhood years made me a good choice to be on this operating team executing the hiring and training of all new employees in the back and front of the house on how to execute in the kitchen, excel in food service, purchase goods, run NCR cash registers, tend bar, maintain the facility - literally how to manage the unit until it could stand alone. Then I'd be off to the next opening in another part of the country accountable for everything related to the success of the new store's P&L. I was forging a career in personnel / human resources / recruiting and I didn't even know it! My gosh - it was my summer job and I ended up recruiting employment candidates for the rest of my life! Lucky me!
I also learned the meaning of customer service from these childhood experiences and future employers ACTUALLY picked up on it! Years later, I would interview for recruiting management positions at ADP, Cisco Systems, Anderson Consulting, Bank of America, AIG, Guardian Life Insurance Company, and Schering-Plough and after I was hired executives would always circle back to me to tell me that they remembered what I said about my commitment to client service in those very first interviews.
What left an impression is that I said, my customer service focus was part of who I had become because it had been tested in high intensity customer situations for years in the restaurant business. I also told them that it didn't matter what industry or domain I was operating in, I always made it my business to know who my customers were and I always worked hard to "operate with excellence" on their behalf.
I would further explain that when a customer didn't like their meal, I had 30 seconds to make a good decision to salvage the situation and to retain this repeat client for Chef's International. If I managed this situation poorly, I risked losing this table of customers forever AND I also risked having these dissatisfied customers tell 25 other people about the bad experience they just had in my restaurant. To this day, I execute with the voice-of-the-customer in the forefront of my thinking and every company that has ever employed me knows it. How about you?
What's your story? What behaviors have you repeated your entire life which have contributed to your many successes? Are you very good at articulating those important positives in every interview situation? If not, it's time to get good at "it" today.
AND PS: Stop rolling your eyes during those "HR-like" Behavioral Interview Questions because companies who ask these types of questions "usually" want to invest in great talent with high caliber repeat behaviors! Go for it - this could be your moment! (i.e. Tell me about a time when you were uncomfortable with a decision the team you were on made. What did you do to influence a change in direction? Tell me about a time when you fell short of a goal. What did you learn from that experience about yourself or the process that would help you with future projects?). This line of questioning should be viewed as the OPPORTUNITY that it is to draw on any terrific experience NOT tied to the last 14 months you have not been employed. Your repeat behaviors which have enhanced your work ethic and helped you operate with excellence - will never leave you no matter how long you are unemployed UNLESS - of course - you let depression win.
If this doesn't work, maybe we can get Corporate America to create "Bring Your Friend to Work Day!" Are you in?!!
Best regards,
Tish
Saturday, May 8, 2010
The CANDIDATE EXPERIENCE Means Real Business!
Welcome to TishTrek - THE JOB BLOG!
Today’s Blog is dedicated to my husband, Harry, who was laid off from AIG after 11 years. He had worked in the Global Risk & Communications Department where he managed and wrote content for several Websites which were exclusively leveraged by CEO's, CRO's, CFO's & other executives of AIG clients worldwide. His fascinating work focused on the assessment of regime stability, economics, geo-political risk, environmental issues, trade, terrorist threat levels, as well as the telecommunications, energy and infrastructure capacity of countries. This data helped AIG clients decide if it was prudent and/or safe to do business in emerging markets, etc. This valuable risk data also contributed to AIG underwriting decisions tied to a myriad of commercial insurances sold around the globe.
Like many employment candidates, my Harry spent 11 months unemployed in 2009. Two market leaders - who we both used to revere - interviewed him many times over several weeks and in both cases he was told by the corporate in-house recruiter & members of the hiring team that he was the top candidate for the job and that the final decision would be made in three days. To this day - He never got a call back or an e-mail or a letter, or a "return" phone call from anyone at either company. No one bothered to call to say, "the position was put on hold or cancelled: we went with another great candidate; or "thank you" for all the hours you spent interviewing at our company." Watching my husband struggle with this experience in our home made me more determined to become a better recruiter.
Listening to so many similar stories from all of you convinced me that this situation needed a voice, so I'm lending the situation mine:
The Candidate Experience Means Business!
By Tish Ferguson (May 8th, 2010)
Global Staffing teams and Hiring Managers contribute to the decisive difference in creating long-term and sustainable competitive advantage for businesses because without talent, no company can execute on its mission or goals! As stated in a previous Blog, it is my professional opinion that to ensure Long-Term High Performance and Competitive Advantage in the Staffing Process, Recruiting Teams should strive to mirror the Corporate Mission Statement of the Companies they are accountable to. The corporate standards in CUSTOMER SERVICE & SUPPORT for revenue producing clients should apply to every employment candidate. Here’s why…
The world class talent we compete for in any market begins assessing the excellence of all companies during the interviewing process. When Recruiting Teams operate WITHOUT a vision guided by operating principles rooted in customer service, high caliber employment candidates recognize it, (usually immediately!). These prospects for employment, potential customers and/or future decision makers of the company’s products & services warrant the same customer experience as all prospective clients of any business.
Today's advice to candidates: The next time you interview at a company, during your commute home think about YOUR CANDIDATE EXPERIENCE from the first phone call to your meetings on-site. Did you get a sense that this organization understood why YOU showed up at their office today? Do you think they value the fact that no company can achieve business development goals or create market offerings without the HUMAN RESOURCES it takes to create the Strategy and to execute the changes in Technology, Process Re-engineering, and Change Management it always takes to win!
Over the last 25 years, I worked with some of the greatest management teams on the planet. The ones who have separated themselves from all others operated with a Vision and with Operating Principles which understood that the Candidate Experience Counts and that a Brand can be undermined every time we fail in this regard. The next time you interview at a company, think about your experience and ask yourself if the company met the following high standards:
From your candidate experience, you’ll be able to tell if the Interviewing Team is working to ACHIEVE A VISION which sets them apart from other employers. Did your CANDIDATE EXPERIENCE leave you believing the company had a vision encompassing the following world class goals?
The Very Best in CANDIDATE CARE and HIRING MANAGER SATISFACTION achieved through innovation and quality service.
The Best “Customer Experience” in our industry as judged by hiring managers, CANDIDATES and third parties.
The Most Effective Staffing Function in our industry managing the candidate pipeline from identifying talent to on-boarding.
A Staffing Function trusted and viewed as a valued resource and business partner by all key stakeholders.
Known for our leadership edge achieved by our passion for excellence in the staffing process and our commitment to Candidate Care.
Could you tell whether or not the entire Hiring Team was committed to and invested in a set of Operating Principles to ensure long-term high performance as they contributed to your first impression of their company? Did you get a sense that they lived by any of the following principles?
Satisfy all hiring needs in a proactive and competitively efficient manner.
Create processes that conform to high standards of quality and reliability which all their valued CANDIDATES can rely on.
Execute with excellence. (Because we all know that Strategy can never be fully realized without flawless execution).
Commit to approaches that are interactive and collaborative, not linear and sequential. Fuse the ownership of the strategy with accountability for execution.
Lead by behavior. Operate with a commitment to business integrity, quality and compliance while engaging client-centric behaviors.
Then ask yourself this final question: Did the interview experience convince you of the hiring team’s commitment to quality, benchmarking and continuous improvement? If they succeeded, you just interviewed with a world class company that sets itself apart from so many others. Congratulations! I hope you get the job!
MAKE EVERY CANDIDATE EXPERIENCE COUNT and for gosh sakes - let active employment candidates know if they are in-or-out of your hiring process (ESPECIALLY IF THEY HAVE MET A TEAM OF YOUR HIRING MANAGERS IN-PERSON!) so they can close the chapter and move to the next lead.
And remember: Laid off workers caught up in a market meltdown, etc. – especially those who were not force-ranked and shoved out for poor performance - have bills to pay, commitments to take care of, and kids in college too. Everyday during the unemployed stretch, spouses and children are adversely impacted by this difficult time and I can tell you from experience that they worry about the health and welfare of their loved one during this dramatic transition & holding-pattern in their family’s life.
A good CANDIDATE EXPERIENCE is good for business. If you believe that leader behaviors count, then you already understand that when RESPECT FOR OTHERS is absent, everyone will quickly figure out that you're not a leader after all.
Today’s Blog is dedicated to my husband, Harry, who was laid off from AIG after 11 years. He had worked in the Global Risk & Communications Department where he managed and wrote content for several Websites which were exclusively leveraged by CEO's, CRO's, CFO's & other executives of AIG clients worldwide. His fascinating work focused on the assessment of regime stability, economics, geo-political risk, environmental issues, trade, terrorist threat levels, as well as the telecommunications, energy and infrastructure capacity of countries. This data helped AIG clients decide if it was prudent and/or safe to do business in emerging markets, etc. This valuable risk data also contributed to AIG underwriting decisions tied to a myriad of commercial insurances sold around the globe.
Like many employment candidates, my Harry spent 11 months unemployed in 2009. Two market leaders - who we both used to revere - interviewed him many times over several weeks and in both cases he was told by the corporate in-house recruiter & members of the hiring team that he was the top candidate for the job and that the final decision would be made in three days. To this day - He never got a call back or an e-mail or a letter, or a "return" phone call from anyone at either company. No one bothered to call to say, "the position was put on hold or cancelled: we went with another great candidate; or "thank you" for all the hours you spent interviewing at our company." Watching my husband struggle with this experience in our home made me more determined to become a better recruiter.
Listening to so many similar stories from all of you convinced me that this situation needed a voice, so I'm lending the situation mine:
The Candidate Experience Means Business!
By Tish Ferguson (May 8th, 2010)
Global Staffing teams and Hiring Managers contribute to the decisive difference in creating long-term and sustainable competitive advantage for businesses because without talent, no company can execute on its mission or goals! As stated in a previous Blog, it is my professional opinion that to ensure Long-Term High Performance and Competitive Advantage in the Staffing Process, Recruiting Teams should strive to mirror the Corporate Mission Statement of the Companies they are accountable to. The corporate standards in CUSTOMER SERVICE & SUPPORT for revenue producing clients should apply to every employment candidate. Here’s why…
The world class talent we compete for in any market begins assessing the excellence of all companies during the interviewing process. When Recruiting Teams operate WITHOUT a vision guided by operating principles rooted in customer service, high caliber employment candidates recognize it, (usually immediately!). These prospects for employment, potential customers and/or future decision makers of the company’s products & services warrant the same customer experience as all prospective clients of any business.
Today's advice to candidates: The next time you interview at a company, during your commute home think about YOUR CANDIDATE EXPERIENCE from the first phone call to your meetings on-site. Did you get a sense that this organization understood why YOU showed up at their office today? Do you think they value the fact that no company can achieve business development goals or create market offerings without the HUMAN RESOURCES it takes to create the Strategy and to execute the changes in Technology, Process Re-engineering, and Change Management it always takes to win!
Over the last 25 years, I worked with some of the greatest management teams on the planet. The ones who have separated themselves from all others operated with a Vision and with Operating Principles which understood that the Candidate Experience Counts and that a Brand can be undermined every time we fail in this regard. The next time you interview at a company, think about your experience and ask yourself if the company met the following high standards:
From your candidate experience, you’ll be able to tell if the Interviewing Team is working to ACHIEVE A VISION which sets them apart from other employers. Did your CANDIDATE EXPERIENCE leave you believing the company had a vision encompassing the following world class goals?
The Very Best in CANDIDATE CARE and HIRING MANAGER SATISFACTION achieved through innovation and quality service.
The Best “Customer Experience” in our industry as judged by hiring managers, CANDIDATES and third parties.
The Most Effective Staffing Function in our industry managing the candidate pipeline from identifying talent to on-boarding.
A Staffing Function trusted and viewed as a valued resource and business partner by all key stakeholders.
Known for our leadership edge achieved by our passion for excellence in the staffing process and our commitment to Candidate Care.
Could you tell whether or not the entire Hiring Team was committed to and invested in a set of Operating Principles to ensure long-term high performance as they contributed to your first impression of their company? Did you get a sense that they lived by any of the following principles?
Satisfy all hiring needs in a proactive and competitively efficient manner.
Create processes that conform to high standards of quality and reliability which all their valued CANDIDATES can rely on.
Execute with excellence. (Because we all know that Strategy can never be fully realized without flawless execution).
Commit to approaches that are interactive and collaborative, not linear and sequential. Fuse the ownership of the strategy with accountability for execution.
Lead by behavior. Operate with a commitment to business integrity, quality and compliance while engaging client-centric behaviors.
Then ask yourself this final question: Did the interview experience convince you of the hiring team’s commitment to quality, benchmarking and continuous improvement? If they succeeded, you just interviewed with a world class company that sets itself apart from so many others. Congratulations! I hope you get the job!
MAKE EVERY CANDIDATE EXPERIENCE COUNT and for gosh sakes - let active employment candidates know if they are in-or-out of your hiring process (ESPECIALLY IF THEY HAVE MET A TEAM OF YOUR HIRING MANAGERS IN-PERSON!) so they can close the chapter and move to the next lead.
And remember: Laid off workers caught up in a market meltdown, etc. – especially those who were not force-ranked and shoved out for poor performance - have bills to pay, commitments to take care of, and kids in college too. Everyday during the unemployed stretch, spouses and children are adversely impacted by this difficult time and I can tell you from experience that they worry about the health and welfare of their loved one during this dramatic transition & holding-pattern in their family’s life.
A good CANDIDATE EXPERIENCE is good for business. If you believe that leader behaviors count, then you already understand that when RESPECT FOR OTHERS is absent, everyone will quickly figure out that you're not a leader after all.
Thursday, May 6, 2010
RESUMES: MAKE EVERY PAGE COUNT!
I dedicate this advice to all my girls at The Ohio State University who are preparing to take Corporate America by storm after graduation. Listen up! OMGosh - I keep hearing that my grandmother’s generation is still screaming at all of you about the ONE PAGE RESUME! I say, “Leave my girls alone!”
I have been on the recruiting front lines hauling in billions of dollars worth of talent for global market leaders for the last 25 years, so let me state unequivocally that I have NEVER EVER rejected a high caliber employment candidate because his/her resume exceeded ONE PAGE! If I had, most of the executives I worked for would have fired me for not operating out-of-the-box on behalf of our great service-oriented company & you - our valued employment candidate, client and potential future customer!
Your background gets only one shot at making a first impression, so focus on QUALITY when creating a resume; not QUANTITY! Do not listen to the Armchair Resume Experts because every single day terrific employment candidates - like you - fail to transfer critical knowledge & information to all the mysterious gatekeepers guarding the world’s corporate jobs opportunities.
IMPORTANT TIP OF THE DAY: Recruiters – who respect candidates - will call you if the CONTENT in that marketing document - called your resume – compliments the job specifications for an open position they are working on! You must succeed at delivering good, interesting and reliable CONTENT that inspires someone to talk to you! Think about it: To promote your candidacy, you have to do a good job of capturing your varied experiences, skills and competencies!
Okay – one page makes perfect sense when you have little or no work and/or life experience; limited skills; and no activities, clubs, community service or external efforts that highlight times you leveraged your varied talents to reach hard-fought goals.
Think about this important issue like this: Recruiters – who everyone thinks own the shovels in all those corporate black holes - need enough information to assess your background against required skills tied to our open positions. When data highlighting the business/functional areas & industries you have operated in and/or when domain expertise is missing, it makes it very difficult for others to identify the business benefit you delivered at those companies you were accountable to.
In closing, what I know is that too many wonderful employment candidates – like you - never get to a hiring decision-maker because too much of your effort was focused on the number of RESUME PAGES, when the secret has always been in the QUALITY OF THE CONTENT!
Make time to review that resume if it hasn't been doing "it" for you! -Good luck!
Best regards,
Tish
I have been on the recruiting front lines hauling in billions of dollars worth of talent for global market leaders for the last 25 years, so let me state unequivocally that I have NEVER EVER rejected a high caliber employment candidate because his/her resume exceeded ONE PAGE! If I had, most of the executives I worked for would have fired me for not operating out-of-the-box on behalf of our great service-oriented company & you - our valued employment candidate, client and potential future customer!
Your background gets only one shot at making a first impression, so focus on QUALITY when creating a resume; not QUANTITY! Do not listen to the Armchair Resume Experts because every single day terrific employment candidates - like you - fail to transfer critical knowledge & information to all the mysterious gatekeepers guarding the world’s corporate jobs opportunities.
IMPORTANT TIP OF THE DAY: Recruiters – who respect candidates - will call you if the CONTENT in that marketing document - called your resume – compliments the job specifications for an open position they are working on! You must succeed at delivering good, interesting and reliable CONTENT that inspires someone to talk to you! Think about it: To promote your candidacy, you have to do a good job of capturing your varied experiences, skills and competencies!
Okay – one page makes perfect sense when you have little or no work and/or life experience; limited skills; and no activities, clubs, community service or external efforts that highlight times you leveraged your varied talents to reach hard-fought goals.
Think about this important issue like this: Recruiters – who everyone thinks own the shovels in all those corporate black holes - need enough information to assess your background against required skills tied to our open positions. When data highlighting the business/functional areas & industries you have operated in and/or when domain expertise is missing, it makes it very difficult for others to identify the business benefit you delivered at those companies you were accountable to.
In closing, what I know is that too many wonderful employment candidates – like you - never get to a hiring decision-maker because too much of your effort was focused on the number of RESUME PAGES, when the secret has always been in the QUALITY OF THE CONTENT!
Make time to review that resume if it hasn't been doing "it" for you! -Good luck!
Best regards,
Tish
Wednesday, May 5, 2010
Our Competitive Advanage Starts With YOU!
Welcome to TishTrek - THE JOB BLOG!!
JOB OF THE DAY!
Title: Executive Director – Commercial Cash Management
Business Unit: Morgan Stanley Smith Barney Global Wealth Management – Retail Banking Group
Position Location: Purchase, NY
Position Description:
Morgan Stanley Global Wealth Management Group (GWMG) provides a range of wealth management products and services for affluent individuals and their business interests. These services include brokerage and investment advisory, financial and wealth planning, credit and lending, cash management, annuities and insurance, retirement and trust. The Retail Banking Group within GWMG is seeking a highly motivated Executive Director to manage all Commercial Cash Management initiatives. This position will help drive evolving service offerings and products to make sure our Commercial Cash Mgmt Solutions work to achieve the long-term financial goals of our Commercial Clients.
The successful candidate will play a pivotal role to ensure profitable growth through creative marketing, excellence in execution and superior customer relationship management as he/she manages and/or launches evolving Commercial Cash Mgmt Products.
Based in Purchase, New York (20 miles north of New York City) - the Retail Banking Group is responsible for some of the most significant revenue opportunities within GWMG. The group is responsible for developing, launching and managing innovative bank and lending products tailored towards affluent and high net worth clients. These products include mortgage lending, business lending, cash management, margin lending and securities-based lending, as well as a range of banking services offered through clients’ retail brokerage accounts.
The Executive Director will drive Morgan Stanley’s strategy to create tools, technologies, products and methodologies with the goal of leveraging the collections, disbursements and cash balances of our commercial clients so they can more effectively control fund utilization while maximizing the earning power of excess cash. This position will deliver critical services dedicated to speed & precision with a focus on ensuring that the cash of our affluent and high net worth commercial customers can work smart during all stages of the cash flow process. Responsibilities include:
• Develop, manage and execute strategies that preserve liquidity & maximize earning potential for Commercial Clients
• Work closely with Financial Advisors, Partners & Commercial Clients to promote product usage and to ensure end-to-end transactional excellence to save time & create efficiencies
• Identify, evaluate, size and develop new product opportunities
• Manage financial performance & key performance metrics
• Manage competitive strategies & develop reactive strategies
• Manage Commercial Cash Management Product Personnel from concept to implementation
• Manage Morgan Stanley’s efforts to address end-to-end Cash Management improvements for our Commercial Clients ranging from Payment Collections & Disbursement Tools, Information & Account Mgmt Tools, Optimum Funds Management Tools, Deposit & Business Convenience Tools, etc.
Skills Required:
This is a unique start-up and white board opportunity, so the desired candidate must possess a strong entrepreneurial attitude, problem solving and analytical skills, be a strong communicator, demonstrate leadership and initiative on simultaneous projects and work well in a fast-paced work environment. Any history of out-of-the-box thinking that led to leading edge solutions & products in the Commercial Cash Management space will be of high interest to us, (i.e. – Internet Banking, Line-of-Credit and Investment Sweep Services, Zero Balance & Target Balance Sweep, Cash Concentration, etc.)
Successful candidates will lead high profile strategic initiatives, so ten plus years work experience in product development and/or sales are required. Financial services experience (with a retail brokerage firm, private bank or retail bank in particular is preferred) and/or strategy consulting experience and/or experience working in a finance, strategy or product group at a leading financial services firm is desired.
This role is an exciting opportunity to be part of the Commercial Cash Management Group in the early post launch phase and to help grow a business from the ground up. In general, the person in this role will gain valuable skills and unique experience working directly on the opportunities and challenges facing a global financial services leader in an extremely dynamic and competitive industry. He/She will be able to observe at close hand how senior management achieves competitive advantage while chasing market share in Banking & Lending. The experience gained as a leader of this team provides the opportunities, relationships and foundation for future leadership roles at Morgan Stanley.
If you qualify, please apply on-line @ www.morganstanley.com / Careers - JOB ID# 68989. OR alert Tish Ferguson @ 914-255-8832 - Office / patricia.ferguson@morganstanley.com
JOB OF THE DAY!
Title: Executive Director – Commercial Cash Management
Business Unit: Morgan Stanley Smith Barney Global Wealth Management – Retail Banking Group
Position Location: Purchase, NY
Position Description:
Morgan Stanley Global Wealth Management Group (GWMG) provides a range of wealth management products and services for affluent individuals and their business interests. These services include brokerage and investment advisory, financial and wealth planning, credit and lending, cash management, annuities and insurance, retirement and trust. The Retail Banking Group within GWMG is seeking a highly motivated Executive Director to manage all Commercial Cash Management initiatives. This position will help drive evolving service offerings and products to make sure our Commercial Cash Mgmt Solutions work to achieve the long-term financial goals of our Commercial Clients.
The successful candidate will play a pivotal role to ensure profitable growth through creative marketing, excellence in execution and superior customer relationship management as he/she manages and/or launches evolving Commercial Cash Mgmt Products.
Based in Purchase, New York (20 miles north of New York City) - the Retail Banking Group is responsible for some of the most significant revenue opportunities within GWMG. The group is responsible for developing, launching and managing innovative bank and lending products tailored towards affluent and high net worth clients. These products include mortgage lending, business lending, cash management, margin lending and securities-based lending, as well as a range of banking services offered through clients’ retail brokerage accounts.
The Executive Director will drive Morgan Stanley’s strategy to create tools, technologies, products and methodologies with the goal of leveraging the collections, disbursements and cash balances of our commercial clients so they can more effectively control fund utilization while maximizing the earning power of excess cash. This position will deliver critical services dedicated to speed & precision with a focus on ensuring that the cash of our affluent and high net worth commercial customers can work smart during all stages of the cash flow process. Responsibilities include:
• Develop, manage and execute strategies that preserve liquidity & maximize earning potential for Commercial Clients
• Work closely with Financial Advisors, Partners & Commercial Clients to promote product usage and to ensure end-to-end transactional excellence to save time & create efficiencies
• Identify, evaluate, size and develop new product opportunities
• Manage financial performance & key performance metrics
• Manage competitive strategies & develop reactive strategies
• Manage Commercial Cash Management Product Personnel from concept to implementation
• Manage Morgan Stanley’s efforts to address end-to-end Cash Management improvements for our Commercial Clients ranging from Payment Collections & Disbursement Tools, Information & Account Mgmt Tools, Optimum Funds Management Tools, Deposit & Business Convenience Tools, etc.
Skills Required:
This is a unique start-up and white board opportunity, so the desired candidate must possess a strong entrepreneurial attitude, problem solving and analytical skills, be a strong communicator, demonstrate leadership and initiative on simultaneous projects and work well in a fast-paced work environment. Any history of out-of-the-box thinking that led to leading edge solutions & products in the Commercial Cash Management space will be of high interest to us, (i.e. – Internet Banking, Line-of-Credit and Investment Sweep Services, Zero Balance & Target Balance Sweep, Cash Concentration, etc.)
Successful candidates will lead high profile strategic initiatives, so ten plus years work experience in product development and/or sales are required. Financial services experience (with a retail brokerage firm, private bank or retail bank in particular is preferred) and/or strategy consulting experience and/or experience working in a finance, strategy or product group at a leading financial services firm is desired.
This role is an exciting opportunity to be part of the Commercial Cash Management Group in the early post launch phase and to help grow a business from the ground up. In general, the person in this role will gain valuable skills and unique experience working directly on the opportunities and challenges facing a global financial services leader in an extremely dynamic and competitive industry. He/She will be able to observe at close hand how senior management achieves competitive advantage while chasing market share in Banking & Lending. The experience gained as a leader of this team provides the opportunities, relationships and foundation for future leadership roles at Morgan Stanley.
If you qualify, please apply on-line @ www.morganstanley.com / Careers - JOB ID# 68989. OR alert Tish Ferguson @ 914-255-8832 - Office / patricia.ferguson@morganstanley.com
Tuesday, May 4, 2010
IF YOU DON'T MARKET YOURSELF, WHO YOU GONNA CALL?
Welcome to TishTrek - THE JOB BLOG!
Tip of the Day: You can't be shy about promoting your great skills & background during the interview process or the employment candidates you are competing with will run away with the job you want!
I've been interviewing employment candidates for 25 years. During this process, I often ask candidates to tell me how they think third parties (such as former bosses and/or colleagues) would describe the strengths, skills and competencies they exhibited while working in their previous companies. I go the third party route on purpose because literally hundreds of employment candidates have told me how difficult it is for them to promote & market themselves in these circumstances.
Many candidates are beautiful humble people; others are shy; some grew up in families and cultures where self-promotion or speaking highly of ones self or work is looked down on or frowned upon. Whatever the legitimate reason, you have to break out of this mindset before you land in the interview process. If you don't promote your great background during an interview, who are you going to call to do it for you?!
For years, I've coached candidates to arrive at every hiring managers office with a script that highlights the factors that make them a terrific person to have on any team chasing a corporate goal. This simple advice has helped many candidates!
Today's point: For every employment candidate who can't summon the courage, willingness, or comfort level to promote their own great skills & experiences in an interview setting, there are 7 less qualified candidates competing with you who are doing a stellar job marketing themselves, their skills, behaviors and background. Push yourself! Do what it takes to get comfortable! Hurry...
You've been a winner throughout your career for reasons only you can explain! If it helps, take the time to practice at home articulating the high points of your career; use a karaoke machine if you have to; ask your spouse, friends or mom to listen to your pitch. Then march into every single interview prepared to scream from the rooftops that you have so much to offer them or any company!
Good luck! We are all routing for you!
Best regards,
Tish
Tip of the Day: You can't be shy about promoting your great skills & background during the interview process or the employment candidates you are competing with will run away with the job you want!
I've been interviewing employment candidates for 25 years. During this process, I often ask candidates to tell me how they think third parties (such as former bosses and/or colleagues) would describe the strengths, skills and competencies they exhibited while working in their previous companies. I go the third party route on purpose because literally hundreds of employment candidates have told me how difficult it is for them to promote & market themselves in these circumstances.
Many candidates are beautiful humble people; others are shy; some grew up in families and cultures where self-promotion or speaking highly of ones self or work is looked down on or frowned upon. Whatever the legitimate reason, you have to break out of this mindset before you land in the interview process. If you don't promote your great background during an interview, who are you going to call to do it for you?!
For years, I've coached candidates to arrive at every hiring managers office with a script that highlights the factors that make them a terrific person to have on any team chasing a corporate goal. This simple advice has helped many candidates!
Today's point: For every employment candidate who can't summon the courage, willingness, or comfort level to promote their own great skills & experiences in an interview setting, there are 7 less qualified candidates competing with you who are doing a stellar job marketing themselves, their skills, behaviors and background. Push yourself! Do what it takes to get comfortable! Hurry...
You've been a winner throughout your career for reasons only you can explain! If it helps, take the time to practice at home articulating the high points of your career; use a karaoke machine if you have to; ask your spouse, friends or mom to listen to your pitch. Then march into every single interview prepared to scream from the rooftops that you have so much to offer them or any company!
Good luck! We are all routing for you!
Best regards,
Tish
Monday, May 3, 2010
HELP WANTED: ACT NOW - VP of Credit Cards!
Welcome to TishTrek - THE JOB BLOG!
Two high caliber candidates are needed RIGHT NOW for two ACTIVE open senior positions in Morgan Stanley's Credit Card Business! Hurry!
If you believe you qualify, please apply on the Morgan Stanley website www.morganstanley.com/ Careers @ JOB ID# 68589. It takes five minutes to apply!
On behalf of the Executive Management Team, I will circle back to you within 48 hours to let you know if you are in-or-out of the recruiting process for these two positions which are deemed critical to the success of our NEW RETAIL BANKING BUSINESS!
We have several senior positions evolving in Credit Cards, so if the job below does not completely compliment your background or if the job spec falls short of your search priorities, I will weigh your unique Credit Card Product background against other open positions!!
May 3rd, 2010 - Join the celebration as THE JOB BLOG introduces its FIRST Job-of-the-Day!
Vice President of Credit Cards - Morgan Stanley Smith Barney
Position Description: (2) OPEN POSITIONS
Responsible for managing the Credit Card business for Morgan Stanley Smith Barney including strategy and product offerings, financial performance, marketing, sales, activation, distribution, client service and reporting. Will partner with the Credit issuer to introduce a suite of new and enhanced credit products to drive revenue as well as Financial Advisor (FA) and client adoption.
- Developing and executing strategic plan to increase penetration and profits derived from the sales and use of credit card products.
- Responsible for ensuring product line profitability and expansion through strategic product launches, product line positions, competitive pricing strategies and revenue enhancements.
- Leading B2B & B2C solutions encompassing the full spectrum of Card marketing from targeting and acquisition, advertising/brand management, early engagement, spend stimulation and retention through the FA channel.
- Developing strategies to train and educate brokerage sales force on credit and debit products to integrate into their sales practice.
Qualifications:
- Minimum of 15 years direct experience developing, managing and running card products.
After you apply on-line @ JOB ID # 68589, feel free to forward your resumes to my attention @ patricia.ferguson@morganstanley.com to alert me to your submission.
Thank you for your interest in Morgan Stanley! Good luck in this process!
Best regards,
Tish
patricia.ferguson@morganstanley.com
Two high caliber candidates are needed RIGHT NOW for two ACTIVE open senior positions in Morgan Stanley's Credit Card Business! Hurry!
If you believe you qualify, please apply on the Morgan Stanley website www.morganstanley.com/ Careers @ JOB ID# 68589. It takes five minutes to apply!
On behalf of the Executive Management Team, I will circle back to you within 48 hours to let you know if you are in-or-out of the recruiting process for these two positions which are deemed critical to the success of our NEW RETAIL BANKING BUSINESS!
We have several senior positions evolving in Credit Cards, so if the job below does not completely compliment your background or if the job spec falls short of your search priorities, I will weigh your unique Credit Card Product background against other open positions!!
May 3rd, 2010 - Join the celebration as THE JOB BLOG introduces its FIRST Job-of-the-Day!
Vice President of Credit Cards - Morgan Stanley Smith Barney
Position Description: (2) OPEN POSITIONS
Responsible for managing the Credit Card business for Morgan Stanley Smith Barney including strategy and product offerings, financial performance, marketing, sales, activation, distribution, client service and reporting. Will partner with the Credit issuer to introduce a suite of new and enhanced credit products to drive revenue as well as Financial Advisor (FA) and client adoption.
- Developing and executing strategic plan to increase penetration and profits derived from the sales and use of credit card products.
- Responsible for ensuring product line profitability and expansion through strategic product launches, product line positions, competitive pricing strategies and revenue enhancements.
- Leading B2B & B2C solutions encompassing the full spectrum of Card marketing from targeting and acquisition, advertising/brand management, early engagement, spend stimulation and retention through the FA channel.
- Developing strategies to train and educate brokerage sales force on credit and debit products to integrate into their sales practice.
Qualifications:
- Minimum of 15 years direct experience developing, managing and running card products.
After you apply on-line @ JOB ID # 68589, feel free to forward your resumes to my attention @ patricia.ferguson@morganstanley.com to alert me to your submission.
Thank you for your interest in Morgan Stanley! Good luck in this process!
Best regards,
Tish
patricia.ferguson@morganstanley.com
Sunday, May 2, 2010
Welcome to THE JOB BLOG!!
Welcome to the JOB BLOG!!
If you believe the answer to unemployment is JOBS, join THE JOB BLOG starting TODAY!! Become a FOLLOWER: Active Open Positions, Interviewing Tips, and Market Briefs!! 8 weeks ago, I broke my foot during a Virgin HealthMiles Step Journey - (no one would make this up!). The experience put me on a new path which inspired me to reinvent my 2010 Blog. I'm using this break in my life to help talented people - like you - find jobs! Welcome to my NEW Trek for Talent!!
TIP OF THE DAY: If you're spending all waking hours chasing job leads on the Internet and on Job Boards, start making time for person-to-person networking today! No computer ever offered an employment candidate a job! People make hiring decisions and people make offers.
It's time to start tracking down every good person, former colleague or boss, and all the friends & neighbors you can think of. Our families struggle when we are unemployed, so you can't be shy about asking others for networking help!
If you see a job that suits your skills, competencies and experiences on a corporate website, quickly apply and then spend the rest of your day working to find someone who works inside the company. Forward your resume with a note highlighting the JOB ID # and title and ask "that someone" to get your resume into the hands of a decision maker.
Of all the companies I've had the privilege to work for, only Bank of America had recruiting standards which included recruiter feedback to every employment candidate who applied for a job. A third party service would actually contact rejected candidates to confirm that I had touched base with them and given them the closure they earned by applying for one of our jobs. Ken Lewis - who was B of A's CEO during the Fleet merger - made it crystal clear that the Customer Service Mission in recruiting had to mirror B of A's Corporate Customer Service Mission to all clients. It was mandatory for recruiters to treat every employment candidate who touched the B of A recruitment cycle as the potential B of A retail customer or corporate decision maker that they were.
This point is important to understand for the sake of meaningful time management during your job search. How many times have you invested time and energy while putting your hope into applying for a great job on-line? And how many times were you disappointed when a company failed to let you know whether you were in-or-out of this critical process? Many world class companies fail at this important responsibility daily and that's one reason why entire days spent on your computer can turn into energy draining exercises of futility when you're unemployed.
In closing, it's time to NETWORK! You can spend 11 hours searching for jobs on-line and chances are you won't hear a word from too many of those companies; OR you can chase people to get to the leads you need to jump-start today's search effort. Good luck!
Don't miss this week's active open positions on THE JOB BLOG!!
Best regards,
Tish
If you believe the answer to unemployment is JOBS, join THE JOB BLOG starting TODAY!! Become a FOLLOWER: Active Open Positions, Interviewing Tips, and Market Briefs!! 8 weeks ago, I broke my foot during a Virgin HealthMiles Step Journey - (no one would make this up!). The experience put me on a new path which inspired me to reinvent my 2010 Blog. I'm using this break in my life to help talented people - like you - find jobs! Welcome to my NEW Trek for Talent!!
TIP OF THE DAY: If you're spending all waking hours chasing job leads on the Internet and on Job Boards, start making time for person-to-person networking today! No computer ever offered an employment candidate a job! People make hiring decisions and people make offers.
It's time to start tracking down every good person, former colleague or boss, and all the friends & neighbors you can think of. Our families struggle when we are unemployed, so you can't be shy about asking others for networking help!
If you see a job that suits your skills, competencies and experiences on a corporate website, quickly apply and then spend the rest of your day working to find someone who works inside the company. Forward your resume with a note highlighting the JOB ID # and title and ask "that someone" to get your resume into the hands of a decision maker.
Of all the companies I've had the privilege to work for, only Bank of America had recruiting standards which included recruiter feedback to every employment candidate who applied for a job. A third party service would actually contact rejected candidates to confirm that I had touched base with them and given them the closure they earned by applying for one of our jobs. Ken Lewis - who was B of A's CEO during the Fleet merger - made it crystal clear that the Customer Service Mission in recruiting had to mirror B of A's Corporate Customer Service Mission to all clients. It was mandatory for recruiters to treat every employment candidate who touched the B of A recruitment cycle as the potential B of A retail customer or corporate decision maker that they were.
This point is important to understand for the sake of meaningful time management during your job search. How many times have you invested time and energy while putting your hope into applying for a great job on-line? And how many times were you disappointed when a company failed to let you know whether you were in-or-out of this critical process? Many world class companies fail at this important responsibility daily and that's one reason why entire days spent on your computer can turn into energy draining exercises of futility when you're unemployed.
In closing, it's time to NETWORK! You can spend 11 hours searching for jobs on-line and chances are you won't hear a word from too many of those companies; OR you can chase people to get to the leads you need to jump-start today's search effort. Good luck!
Don't miss this week's active open positions on THE JOB BLOG!!
Best regards,
Tish
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