Chapter One: THE NEW CAREER PATH
Career Development Today-How Would You Describe It? I-1
New Employee Attitude I-6
New Personal Attitude I-7
New Employee Skills/Attributes I-9
Chapter Summary I-12

Chapter Two: MANAGING TODAY'S CRAZY CAREER AND LIFE CHANGES
Change vs. Transition II-2
Why Do We Resist Change? II-5
Making Change an Opportunity II-7
The Psychology of Career Change II-8
Moving Ahead II-14
Chapter Summary II-16

Chapter Three: FIND YOUR PASSION AND FOCUS
Know Your Finances III-1
Life Cycle Financial Decisions III-2
Know Yourself III-6
Back to Basics III-9
Mission III-10
Values III-12
Values Exercise III-13
Vision III-14
Goals III-15
Career Goals Questionnaire III-19
Work History Summary III-22
Achievements III-32
Achievement Criteria III-34
Sample Achievements III-34
Action Words III-39
Develop Your Achievements III-40
Skills Assessment III-43
Skills Repertoire III-46
Skills Frequency Summary III-51
Self Management Skills/Personality Traits Exercise III-52
Personal Assessment Summary III-53
Career Assessment Summary III-54
“Perfect Work” Description III-56
Chapter Summary III-59

Chapter Four: "IF I DON'T BLOW MY HORN, WHO WILL?"
BUILDING YOUR MARKETING BROCHURE
First Class Appearance IV-1
Format IV-2
Resume Laser Focus and Content IV-3
Objective Statement IV-3
The Resume Summary IV-5
Competencies IV-7
The Body of the Resume IV-10
Electronic Resumes IV-15
Resume, Cover Letter and Interview Phrases IV-17
References IV-20
Employment Applications IV-22
Chapter Summary IV-24
Sample Resumes IV-26

Chapter Five: KNOW THE CUSTOMER: MARKET RESEARCH
Where to Begin V-2
Developing a List of 25+ Company Targets V-3
Market Research of Industry Trends V-4
Tailoring Marketing Tools to Specific Opportunities V-4
Preparation for Interviews and Network Meetings V-5
Negotiating an Offer V-5
Where to Look? Research Sources V-6
Developing Our Target Marketing Plan V-11
Chapter Summary V-14

Chapter Six: READY...AIM...FOCUS: GET THE POSITION YOU WANT!
Overview: Network/Information Meetings and Social Media, Internet Job Boards/Open Ads, Recruiters/Agencies and Targeting VI-1
Developing Our Network VI-3
Starting Our Network VI-7
Making the First Network Contact VI-8
The Meeting VI-9
Follow-Up VI-10
Organizing Our Network VI-11
Networking and Social Media VI-15
Internet Job Boards/Open Ads VI-21
Recruiters/Agencies VI-27
Telephone Communications VI-31
Responding to an Advertisement VI-33
Tough Telephone Questions VI-34
Targeting VI-36
Sample Letters VI-38
Chapter Summary VI-38
VI-48

Chapter Seven: REPACKAGING YOUR PRODUCT: SKILLS TRANSFER
Why Transfer Skills? VII-2
Challenges VII-2
Chapter Summary VII-4
Skill Transfer Opportunities VII-5
Research and Targeting VII-6
Sample Resumes VII-7

Chapter Eight: SELLING YOUR PRODUCT: WINNING THE INTERVIEW
Interview Types VIII-2
Strategies to Win the Interview VIII-7
Practice the Tough Interviewer Questions VIII-10
Prepare Your Questions VIII-16
Interview Preparation and Critique VIII-19
Interview Dynamics VIII-23
Major Interview Mishaps VIII-26
Summary of Interview Tips VIII-26
Chapter Summary VIII-29
Behavioral Interview Process VIII-30
Interview Prep Matrix VIII-46
Three Must Strategies to Prepare for any Interview VIII-50
Skills Matrix VIII-52
Thank You Letter VIII-54

Chapter Nine: "I'LL TAKE AN EXTRA $10K AND THREE WEEKS VACATION”-
THE NEGOTIATION PROCESS
When Does the Negotiation Process Begin? IX-1
Responding to Salary Inquiries IX-2
We Received the Offer, Now What? IX-4
What is Negotiable? IX-6
Negotiation Strategy Preparation IX-7
Negotiation Discussions and Strategies IX-9
Chapter Summary IX-12

Chapter Ten: MANAGING WHAT YOU SAID, DID AND TO WHOM
Career Campaign Overview X-2
Daily Plan X-4
Primary Campaign Weekly Summary X-9
New Strategies/Lessons Learned/Weekly Achievements X-10

Chapter Eleven: WHAT DOES IT MEAN TO TAKE OWNERSHIP
OF YOUR CAREER
7 Key Responsibilities XI-1

Epilog

THE NEW CAREER PATH

Each of us has been touched by the dramatic changes in the workplace. Whether through personal experience, through friends and relatives, or from the stories in the media, we have felt the anxiety and stress of job loss, attitude shifts, and career change resulting from the economic downturn, massive corporate reorganizations, workforce reductions and outsourcing.

Couple this with shifts in employee attitudes: A recent 2010 Conference Board Survey indicated that only 45% of those individuals surveyed are satisfied with their jobs. This is the lowest rating in 22 years. The levels of dissatisfaction are significant across all ages and income levels, and particularly as it relates to the design of one’s job, the health of the organization, quality of management and rewards. 22% of the respondents said that they don’t expect to be in their jobs in a year as the economy and hiring opens up, and barely one-half of those surveyed consider their jobs interesting. It is the sign of our times.

So, what's in store for you and me? Those of us that can remember know that our old employment model and career path of the 70s, 80s, and 90s is gone. Be prepared for a career path that will include consulting, temping, starting a business, working from home, returning to college, changing careers, and/or all of the above. Expect to change careers -- not merely jobs, but careers – five to eight times before retirement.

Further, the new corporate look is flat and small with an ever diverse workforce. Employer/employee relationships and attitudes toward work have changed forever. There is one and only one thing that we can count on in today's and tomorrow's workplace: "change" is here to stay. Our career success will depend on how well we can accept and manage change.

The "good news" is that each of us now has an opportunity to take control of our life and career, the ball is in our court. We can, and must learn to embrace change and create excitement and challenge in our work. The future opportunities will be far greater and more rewarding. We can make a difference. However, we have to know the playing field and new rules of the game.

CAREER DEVELOPMENT TODAY¾
How Would You Describe It?

Why is this important?

Well, if you and I know the ground rules and playing field, then the ball is in our court. That’s where I want it. You know the drill; we are responsible for managing our career direction and creating opportunities. Now that’s not news, but here’s the catch. Believe me, I have coached so many employees who caught the “you-own-your-career” piece but missed the rest of the sentence, that is, our success in work and life is directly proportional to the strength of the relationships we develop with our families, friends, managers, supervisors, team members, customers and community. That means, on the work front we have to be politically correct in how we take ownership. It can’t be in isolation of our key stakeholders including managers, supervisors, team members and customers.

What does it look like? Here are a few ideas…

What do you think? How would you describe Career Development in today’s environment of accelerating changes, high technology, flattened organizations with a focus on the customer and bottom line? I know what you’re thinking, and I’m trying to stay positive.

Is it this great career ladder in the sky that we may have clung to over the years? (We’ve had this on-again, off-again relationship.) Look at the “Ladder” today: it’s lopsided at best, and probably on its side looking more like a footstool. Actually, the fact that it’s somewhat dismantled may be the best thing that ever happened to us. Anybody want to take a crack at why? I’m going to hold you in suspense on this one. We’ll cover it a little later.
Is it this murky, unclear direction or goal? (Been there, done that!)
What about describing Career Development as creating opportunities/promotions, facing challenges, solving problems? Now we’re getting warmer. I’m convinced the opportunities are much greater than ever. But, we have to learn to look at work/life change as challenges, adversity as an opportunity waiting to happen. Attitude may be the single most important factor in determining career success.
What about stretching yourself and learning new skills? Right on. We have to be continuous learners, dedicated to personal growth. I look no further than those many employees I meet and work with who are starting college for the first time, working on their GED, pursuing undergraduate and graduate degrees, all the while working full-time, raising a family, many are single parents. That’s dedication to personal growth!

You know, we could have gone another direction in describing what’s happened to careers as of late. However, we’ll only continue to get more of the same, negative stuff. That’s not to say we shouldn’t process and deal with our baggage; frustration with our career, direction, organization and economic changes; but it’s only by living with and processing those emotions that we can take the bigger step to shift our paradigm, accept the cards we are dealt and focus on the opportunities, especially those inherent in our adversities. That will make or break us. Then, we have to take action. Not easy stuff, of course. I’ll talk about this paradigm shift in a moment when I introduce the “Job Seeker’s Mantra, Three Words to Success”, which is relevant to all of us, regardless of our current work and life circumstances. But it’s especially crucial in times of change and uncertainty.

Here is one view…

Let me leave you with what has become a guiding principle or definition of Career Development that I use regularly. It’s held up over the test of time.

Career Development is…a lifelong process of self-directed learning and personal growth integrating work and life experiences, education and training which leads to work contributions, rewards and self-fulfillment.

What strikes you as being unique or different as you read this principle? How does this “Life” piece fit in? As I say in my classes, this view is certainly not rocket science, but how can I take these words on paper and create energy, make something happen in my work and life?

Our challenge in moving forward and making something happen often begins with clearing the deck, processing our losses and those emotions (our “baggage”) associated with the tough career experiences. Then begin to look at this adversity or any adversity for that matter, and your career as an opportunity to improve, stretch, learn new skills, contribute, build relationships and character. Our work role becomes more of a business partnership with our employer, one where we take advantage of every opportunity to learn and grow, know the business, trends, our discipline, anticipate and embrace changes, build relationships and create value. All the while we must recognize that in today’s environment the only security rests within each of us (not the organization or our boss, though those relationships are crucial), in our abilities to learn, grow, develop our skills and ourselves, build and provide bottom-line value, and pursue education and training. That’s a pretty positive message. It’s a message that sounds good but presents a formidable challenge for any one of us. This attitude, psychology and thinking are central to this new definition of career development and our future success.

I’ve asked these three questions of virtually every new hire employee group that I’ve met and refer to these questions in nearly every class that I teach. Now, let’s explore them to better understand this view of Career Development.
What’s unique or different about this principle?

The fact that we can describe career development as a “lifelong process” was initially different for me. Earlier in my career I was used to viewing career development as the next promotion or “ladder” of opportunity as I did with Saudi Aramco where I spent 12 years managing global career development and training programs. I realized much later that my career was this lifelong series of opportunities and challenges, promotions and setbacks, where I have, in recent years, moved laterally or even stepped back to better position myself for the next opportunity or to create better balance in my work and life.

We accumulate our experiences from position to position, organization to organization, and we develop and grow our skills and talents. No one can ever take those experiences from us. It’s what makes each of us unique. It’s our brand, and this is something we must take advantage of as we market ourselves in our resumes, interviews and networking.

The “self-directed” nature of career learning and development in this definition is certainly not new in today’s environment. You and I have to take ownership and manage our development. The question is, “How?”.

How do our “life experiences” fit into this principle?

We have traditionally thought of Career Development as work and education/training attached to that “great ladder in the sky.” But most employees are quick to respond to this question, and to the direct relationship between life experiences (our family relationships, friends, hobbies, interests, community/professional affiliations) and our work. There is, of course, this delicate balance between the demands of today’s work and family pressures. If work is “out of sync” then it affects our family and relationships. The reverse is also true. Furthermore, we also develop and use many talents and skills such as hobbies, personal relationships, military, church and community involvement throughout our life experiences. Many of these skills are transferable to our work, yet we’re not able to recognize this nor are we comfortable giving ourselves credit for these experiences. We take them for granted.

Let me give you a wonderful example of this. A former colleague and friend of mine, a very talented Software Engineer with over 12 years experience, was participating in a series of career management classes that I was teaching. He realized that after completing several self-assessment instruments and exercises there were some equally strong interests and attitudes towards working the “people side” of the business and not just the technical, software side. After some discussion, it was clear why he was wrestling with these exercises. I learned that he had the equivalence of a Masters degree in Theology, was a leader in his church and community, teaching, coaching and counseling young adults. My friend was performing great “people work” in his life/community experiences while during the workweek he was solving complex technical software/systems issues. Through his networking, he became aware of a management position that used all of his combined talents. He was then able to build a resume that reflected both his technical expertise and the teaching and leadership skills and roles he played in the community.

The hiring manager recognized the value of these skills, and my friend was promoted into a Resource Management role supporting the Engineering Line organization in areas related to strategic “people issues” such as career management, staffing, employee performance and merit reviews. What a win-win for both the employee and the organization, and a validation of how we must recognize the value of “life experiences” and this relationship to our Career Development.

How can we use this career development principle, these words on paper to create energy and make something happen in our work and life?

Very simply, by using this view or definition, I’m challenging employees to take ownership of their career development by identifying short- and long-term goals in their work, life and education/training. Aligning these goals with our own personal desires, needs, skills and passion (self-fulfillment) and the needs of their organization in a win-win partnership is truly what it’s all about.

Now armed with a better understanding of this definition or principle of Career Development that I challenge you to use, let’s take a look at the last hurdle in better understanding what Career Development looks like today.

Moving from the “Career Ladder” to the “Career Lattice”

I’ve referred to the dismantling of this thing a few times. The “great career ladder in the sky” that our parents talked about was reinforced through our education and early careers (particularly if you’re a baby boomer like me). You only move up; up was the only way to go. We would hang on for dear life, sometimes fall off, step back, but generally keep pushing forward. It was also a kind of “silo mentality” or view of Career Development which also dictated that once you were in a certain department, organization, or let’s say, an engineering discipline, then that is where you would stay. The quicker you moved up the ladder and the higher you moved, obviously, the brighter and more valuable you were. Now, we all know that’s not necessarily the case. Nevertheless, the expertise was believed to exist at the top of the ladder: the boss had all of the answers, and the system took much of the responsibility for pushing employees to the next rung.*

Let’s face it, could any business succeed in today’s rapidly changing teaming environment of flattened organizations, greater technology and manager “spans of control,” with this “old ladder thinking?” Not to say that the ladder doesn’t exist, because it does today, particularly in many technical organizations, but it looks different.

The concept of a “career lattice” may not be new to you, but it’s this new view or thinking about Career Development that opens up all kinds of opportunities for us. Rather than this traditional hierarchical or “silo” career ladder view, companies and employees alike must respond to these tremendous technology, economic and marketplace changes with this “lattice thinking” whereby the system becomes more collaborative, work is a series of partnerships or relationships, particularly in strong teaming environments. In a perfect “lattice” environment--and this is our challenge-- independence and flexibility are fostered, career mobility is encouraged for more workers, and movement is at an angle: up, down or from side to side. Organization structure supports different paths across divisions, businesses and functions where career choices are based on skills, interests, organization/customer needs, individual and team initiatives, with rewards based on learning and contributions.*

For example, as an engineer with a background in software architecture, you have options to move to a product software systems design role, maybe then a team lead in software testing, into a project lead in product development or a technical lead in new business pursuits. I’ve also worked with hardware engineers who successfully transitioned into software engineering roles, manufacturing engineers and program managers who moved into marketing roles, leaders who stepped back to spend more time with their family…and the list goes on.

As we both know, the determining factor is the company environment in which we work. Some organizations are much further along than others, and some may never make it.

Some final thoughts...

Regardless, as employees in today’s work environment, you and I must understand these principles or strategies, view our own development as best we can, in this light, and influence our work environment in a positive way. There is a psychology of career development; this attitude or view of ourselves and our work life that is, in my opinion, far more important than any resume, interview or career strategy today. Our career view, which is based on our personal experiences and the positive and negative challenges we’ve faced in work and life, and how we communicate this view through our attitude and actions, influences our career success.

As I said at the onset, we need a better understanding of today’s ground rules and the playing field. With this understanding, when the ball is in our court, our opportunities and chances for success will be greater. That’s the way you and I want it.

NEW EMPLOYEE ATTITUDE

Doing good work and adding value is no longer a defense against global competition, rapid technological change, outsourcing and restructuring. You are on your own, regardless of whether you are in a large company, small business, or self-employed. Workers used to get rewarded for loyalty, but it is not that way now. We have to be prepared for our job to disappear; there are no jobs for life like the career path and job market of years past.

There is no such thing as job security; it is employability and employment security.

As a result of these rapid work force changes, workers are feeling their personal time slipping away, and, now, it becomes more valuable.

Our preoccupation with leisure time is fueled by job dissatisfaction, limited promotions and raises, and conflicts between work and home life. The bottom line is that no worker will be able to coast anymore or expect too much from an employer. Workers have to do more and do it better to help the company improve profits.

We have been conditioned to the notion of continued progress, moving onward and upward. College graduates are competing with workers of their parents' age. Our generation paid their dues, went to school, did their duty and expected to be rewarded, but it is not happening for many. We were raised with a certain work ethic: to give 100% for career and security. People are realizing that they have to fend for themselves. It is very clear that the tide has been shifting in recent years and worker commitment is more to themselves than to employers. Attitudes towards work have definitely changed forever.

Today the loyalty is to a job well done and, to a lesser extent, the company. Company loyalty is becoming obsolete. There are no promises. Workers have to work, not for the security with a company, but to keep themselves valuable and their skills marketable. This is our challenge, the opportunity where, in spite of the trends, studies, shifts in the economy, our new career path and workplace, we can create something greater than we would have ever thought.

It starts with our thinking, our psychology, and our attitude. We need to shift our paradigm, particularly in the face of today’s workplace and economic challenges. I have alluded to it a few times. The “Job Seeker’s Mantra, Three Words to Success” is relevant to all of us in today’s world of work, regardless of our current work and life circumstances. But it’s especially crucial in times of change and uncertainty.

NEW PERSONAL ATTITUDE

A Job Seeker’s Mantra – Three Words For Success

As I look back and think about my own successes, career transitions, personal and professional changes, and the successes and challenges of the thousands of clients that I’ve worked with over the years, it has become very clear to me that the successes I’ve experienced and seen (and the ones I’ve missed) can best be measured by our psychology, our attitude and our beliefs. These lead to awareness, confidence, personal power and success.

In my experience, this psychology effect often counter balances what we might be missing in the equation related to skills, degrees, experience and natural ability. The importance of psychology and attitude can’t be more important then in a personal or career change situation. Though I’ve used variations of this mantra in all of my career development, teaching, coaching, and consulting for as far back as I can remember, I’m only now relating it in three words that say it all, TRUST, BELIEVE AND DO. For even in the most difficult of times, they can take your career and job search campaign to the next level and to success.

TRUST

Begin with Trust and faith in a higher power and in our spirit and belief, whatever that means to you. I know what it means to me. My clients and I talk about it often. Trust is the glue that connects each of us; it’s at the center of our faith, confidence, all of our successful relationships, families, businesses, careers, personal and professional networks.

You can transform businesses, relationships, engage an entire organization, develop a strong personal faith, a successful career (you name it, the list goes on) and manage an exciting, creative, results driven career transition, job search and life with TRUST.

Distrust, cynicism, listening to the “nay sayers”, focusing on the “no’s”, what others think of us (or more accurately what we think they think of us…), and the often times depressing TV and print news, creates more of the same in our personal and professional life as well as in our job search campaign. This is our challenge. I feel you rolling your eyes. I know that it’s easier said than done, but TRUST anyway.

After all, you only need one lead, one connection or one position that fits your unique and brilliant skills, attributes, and style. We know in our heart of hearts it’s out there. It’s evidenced in our past, our accomplishments and work history. Just TRUST that it is, even in times of adversity (this is trust in the truest sense), and KNOW that every call, LinkedIn or network connection, daily/weekly goal, job board lead, action step you take, and “no” you receive will lead you closer to the “yes” and that one opportunity, position, temp assignment or client, to turn this ship around and transform your career.

You and I know that this trust is critical to every aspect of our work and life, particularly in times of transition and personal change. And, there is a lot of that going around. This couldn’t be any truer than when we’re riding the ups and downs of career transition, trying to focus on the opportunities, silver lining, and maintain the delicate balance, psychology and positive attitude required of any job seeker. It’s not easy, but TRUST anyways.

BELIEVE

Believe in yourself, your uniqueness or brand and your God-given talent. We’re all wired differently and that’s cool - diversity. We’ll handle projects, problems, adversity, challenges, and successes unlike anyone else. You are pretty awesome, even if you don’t feel it right now. Here are a few facts to prove it:

Every human spent about half an hour as a single cell; take a look now, Wow!
Your brain is made up of 100,000 miles of blood vessels
The average human heart will beat 2.5 billion times in its lifetime and pump 48 million gallons of blood, 2000 gallons every day
Our blood travels 60,000 miles per day on its journey through the body

I’m feeling empowered. Now look at the problems you’ve solved, the contributions you’ve made at home, in the community and at work. Look at the lives you’ve touched; make a list of these things and, again, not just for work. See the big picture. See your capabilities and what you’ve accomplished. Even if your current circumstances don’t support where you’ve been, where you’re going and what you’re capable of, take back your personal power….BELIEVE anyway. Your time is now.

After all, that’s what this job search, our personal marketing campaign, and our careers and work/life are all about. We need to understand what makes us tick, our contributions, values, passion, interests, skills, style, and what’s unique about what we’ve accomplished in our niche of the world, regardless of level, title, experience and degrees.

Next, and most importantly in our search, is being able to confidently, with our own authentic style and personality, talk about the difference we’ve made, problems we’ve solved, that we feel good about and that match the needs of our interviewer, network contact, customer or boss (both on paper and in a network, interview setting).I’ve really simplified this, but I’m not talking process, strategies right now. I’m talking attitude, psychology (you can check out my blog, coaching and book for the strategy stuff). Of course we must work our strategies better than our competition. But first, BELIEVE in you.

With all the greatest personal marketing stuff, resume, networking bells and whistles, connections, you’ll go no where without this: BELIEVE in you. We all have this potential; even if we’re not sure today, right now. With all of the uncertainties, ups and downs and rejections, TRUST anyway and BELIEVE in you and your uniqueness. Reclaim your personal power.

Even if you don’t see the right results at this moment and no matter what others say or think, BELIEVE anyway. This is your opportunity, this is your test. You are awesome……

DO

As with anything in our work and life, we have to act, DO. All of the TRUST, BELIEVE attitude and psychology, inner strength, confidence and perseverance in the world won’t help us if we’re not ready to take action. Believe me, DOING, even if it doesn’t work, is better than no action at all. This means moving past the roadblocks, fear, insecurity, uncertainty, lack of confidence and what people might say. Ouch, now we’re hitting home. Been there; done that. Even so, Just DO It! (sound familiar?).

Here’s where, in a personal and/or career transition situation, the process and strategy stuff comes in to play. We want our DO’s, goals, actions to be well thought out and planned. We have to track every call, email, meeting, lead, contact; yet we want to be open and flexible, to be able to turn on a dime, move out of our comfort zone and take advantage of new and different opportunities which could include consulting, part-time, teaching or volunteering while we keep our eye on the ball. Focus is key in our personal marketing/job search campaign, in developing our brand - strengths, contributions, experiences, career path and direction. But, always stay open to other nudges from the universe.

This isn’t easy, and we didn’t sign up for a joy ride, but DO it anyway. Position every bump in the career transition road and every adversity, as a challenge or test. It’s an opportunity to stretch yourself, know yourself, grow yourself, strengthen your personal marketing and job search skills, your faith, family and your ability to persevere. Change your perspective, take action, DO it anyway.

TRUST, BELIEVE, DO….Say it a few times, TRUST, BELIEVE, DO; TRUST, BELIEVE, DO; TRUST, BELIEVE, DO. This is it. Our success can be measured by the amount of TRUST, BELIEVE, DO that we possess. It is the silver bullet, the differentiator. Without it, nothing of any substance happens. It is our time. We will TRUST, BELIEVE and DO this!

“Program Yourself for Success: 10 Key Career and Job Search Strategies” isoutstanding. It guides you through putting your best self forward in any presentation situation, but especially those where effective presentation results in winning the job, project or sale. Gary Recchion's book and workshop on career and self-development are both heartily recommended. They are full of sound advice, doable activities, and specific directions that lead to solid results.

Adele Hodge, Executive Producer, The Purple Portfolio

“I had been instructing on career readiness and job seeking skills for four years when I was laid off from my position. When I attended the workshop, I thought it would be more of a refresher course of what I already knew. I was thoroughly impressed by what Gary had to offer…and the “Program Yourself for Success: 10 Key Career and Job Search Strategies” workbook he provided. It was comprehensive, easy to use and complete. It provided detailed information and systematic instructions and while it is a great tool for the job seeker, it is a tool anyone could use for a lifetime. “Program Yourself for Success…” is a manual for getting the job/career you really want. I would and have recommended it to many others, whom have also been impressed. It is a great tool.”

Gretchen Holmes, Career Development/OD Leader and Trainer

"I highly recommend Gary Recchion’s “Program Yourself for Success: 10 Key Career and Job Search Strategies”... I feel like I have been given some sort of marketing 'secret' I wish I had years ago…. If more people took the time to learn this process and value themselves as much as their chosen career, I believe there would be more personal satisfaction in the workplace today. If you want to win a campaign, or a job, or a career, or relationship, this process works!

“Program Yourself for Success…” is a staple to my personal growth library now, as are the tools provided… I would highly recommend anyone to take this course, even if you are not searching for a job or career. Just the fact the handbook guides you through a personal and somewhat challenging path of discovery – the campaign of YOU!

Gary’s approach is heartfelt and gleaned with personal experience... His process…was inspiring. At the end of the day, end of the week, I could actually see what I had accomplished and had a clear path and vision of what I wanted to achieve the next day and week….. I am going to continue going through the workbook, and keeping the campaign of ME current... Sort of like having a yearly strategic planning session with yourself, it’s important to invest in your biggest asset, YOU!"

Lisa Marra, Business Leader, City of Bisbee, Arizona and Campaign Strategist

"Gary, I'm writing to express my extreme thanks. I attended your workshop and received your book, "Program Yourself for Success: 10 Career and Job Search Success Strategies” and found the content delivered in the course, as well as the materials provided in the workbook, not only highly useful, but quite honestly the most effective tools in my job search.

After working through the steps outlined in your workbook, I reworked my resume, and used the new revised version to apply for a posting with a staffing agency, which as you know, you had stressed not to disregard agencies as potential sources of employment. I literally received a call for an interview within three hours of doing so. I interviewed the next day and was offered a position with not just any company, but with one of my target companies!

This outcome is a direct result of having attended your workshop, reading your book and implementing your recommendations for managing the most effective job search. For this, and to you, I am most grateful."

Debbie Flagler, Educator turned Business Professional

“This book is top notch! Having tried career advice from many experts, I only wish I had come across Gary's book first - it has all the information one needs to find her true career interests, reach out to the right companies, and be able to present herself as an appealing candidate. The book gives advice, instructions, and tools to help take advantage of all the available resources out there, but most importantly to make the most of the one greatest asset - yourself, by putting you in the mindset of success. Whether you want to hone your career skills or are just starting out, this book will help you become the best candidate for the career you really want.”

Ina Korenzvit, Owner, Kore Bookeeping

“I was stalemated in my decision making concerning next steps in moving forward employment after being laid off, I thought I knew what to do and how to go about it, but I just could not get myself started. I then took one of Gary’s courses based on his eBook "Program Yourself for Success: "10 Key Career and Job Search Strategies"; reading through the book, doing the exercises helped to energize me, give me direction and clarified my new career search. I am forever grateful for the experience of the course and the material provided in his eBook.”

Rev. Frankiln B. Evans, OSL