Posted on Fri, Jun 03, 2011 @ 02:18 PM
by Kevin Brayton, Senior Life Sciences Director
Let’s
talk about Network in the equation (PEN – past performances, Emotional Intelligence and Network).
You’ve probably heard the phrase “Your Network is your Net worth”, meaning that your compensation is often related to your ability to connect and stay connected to others. Sure - you shake hands with peers at industry association meetings, but what are you doing that goes beyond the norm, pushes your comfort zone and adds value to individuals outside your industry, profession and management level?
When was the last time you pulled a breakfast meeting with a C-level executive from another organization? How about lunch with a peer from a similar organization? How many individuals are you semi-formally mentoring on a move forward basis? What committees, boards and panels do you actively participate in?
Opportunities are endless, and each individual that you are able to connect with and continue to stay connected could seriously impact your future. The recent economic downturn has stimulated many individuals to ramp up their networking knowledge and activities. Additionally, the social media phenomena has made it easier and interesting to connect and reconnect with just about anybody. So what to do? How to do it? How to do it better?
More in my next blog – “Networking for Real” – you don’t have to outrun the bear, just outrun your buddy…………….
Posted on Wed, Mar 23, 2011 @ 09:51 AM
by Kevin Brayton, Life Sciences Director
EH&S Positions in New England IV: Let’s talk about Emotional Intelligence (EQ) in the equation (PEN – past performances, Emotional Intelligence and Network). Research has overwhelmingly shown that up to 90 percent of one's performance effectiveness was due to emotional savvy rather than technological knowledge.
In addition, it has also become evident that those that score higher in EQ evaluations make more money, are promoted more rapidly and have a happier and more successful personal life. To become more effective in your current role(s), and make yourself more successful in the future, try to absorb into your day to day activities the following patterns.
5 Steps for Promoting Your Emotional Intelligence
- Know yourself well through the use of assessment tools to understand your strengths and vulnerabilities.
- Work with a mentor and discuss EQ and ways to improve in that arena.
- Acquire the skills of "learned optimism” and know how to turn mistakes into energy.
- Develop listening skills.
- Increase positive feedback to yourself, to others. Learn to reframe negatives. Increase your appreciation of yourself and others.
Posted on Tue, Feb 22, 2011 @ 08:31 AM
by Kevin Brayton, Life Sciences Director
Let’s talk about Past Performances in the equation (PEN – Past Performances, Emotional Intelligence and Network).
In the last blog, I talked about the importance of being a well-rounded candidate. In this blog, I want to comment on the obvious importance of having a solid track record and verifiable “past performance” track record.
Historically, people would slightly embellish their resumes, and talked themselves up during interviews, and if the moons lined up, they got the job. Today as part of the information age, web based tools (search engines, LinkedIn, twitter, etc) help HR and hiring managers verify and check up on a candidate.
Additionally, being a close knit industry with a lot of movement,
there’s a good chance someone you have worked with can comment on you, whether good or bad. In my travels, I am constantly amazed at how outspoken people are about someone they used to work with – often not in a positive light. The most successful EH&S people that I have worked with over the last 20 years, leave a trail of people that have nothing but positive comments and stories of how this person helped them somehow, which left a lasting impression. The “what can you do for me today” is not as powerful as “what did you do for them” to leave positive impressions on people you encounter.
Additionally, these stars rank very high in Emotional Intelligence – of which I will talk about in my next blog.
Question: Do you have recommendations on LinkedIn? Have you given them (remember: givers' gain)? Have you asked for them?
Posted on Mon, Sep 20, 2010 @ 09:09 AM
I talked about PEN in my last blog - Past performances, Emotional Intelligence and Network – why are these important attributes in relation to a potential hire? And can you rate well at one and not the others?
As a second blog on the topic of getting the inside track on a new position (or promotion), I would like to review the importance of being a well-rounded candidate vs. a partial offering.
Within the EH&S role, you’re responsible for well over a dozen plans, permits, licenses and reports. Meanwhile, considered a support role by upper management, you have to try to work with research and manufacturing staff in a positive, helpful and constructive manner. Unless your department is overstaffed (then watch out in this economy) you have an extremely taxing and difficult work load that limits your opportunities to get out and network with others, especially in non-traditional network events (not just the same technical group as last quarter). This last step is the first one that is pushed off, quickly followed by spending a lot of time behind a computer in an attempt to keep your head above water – and now you see the trend. Those that are moving up in an organization or landing a new position with greater responsibilities generally rate stronger across the board, yet not necessarily on just the technical skillset (unless it is a specialized role within a larger EH&S group).
Parting thought – you don’t have to win the horse race by a length, just a nose; so what are you doing today that can keep you slightly ahead of the pack?
Posted on Mon, Sep 20, 2010 @ 08:56 AM
Often I am asked to refer, recommend, or give the 'thumbs up or down' on a potential EH&S hire for organizations in New England. Whether the position is for a director or entry level specialist, I usually have pretty strong feelings for who would be an asset or detriment to that organization.
Overall, the Bio/Pharma industry is fast paced and heavily 
regulated – the wrong hire can upset the culture and/or position the organization for poor audit, PR or a costly fine/insurance situation.
How do I come up with my recommendations? Simple – how do they rate on the following:
- Past Performances,
- Emotional Intelligence and
- Network (PEN).
(More on PEN in later Blogs)