MBA Leadership Summit

MBA Leadership Summit
Hosted by Pitney Bowes in partnership with
The National Society of Hispanic MBAs and The National Black MBA Associations

Thursday, October 23, 2008

9:30 am – 4:30 pm – Program at Pitney Bowes, World Headquarters, Stamford, Connecticut

Make Your Mark:
How partnerships facilitate being a Catalyst for Change

RSVP by October 17, 2008 (Space Is Limited)

PROGRAM AGENDA

Welcome (9:30 a.m. to 10:30 a.m.)

Morning Workshops (10:45 a.m. to 12:00 p.m.):

Networking in 2008: What’s New?
Traditional networking involves attending conferences, participating in professional organizations, reviewing direct mailings and attending events and programs in the workplace. The internet has opened up new possibilities pertaining to professional networking. This workshop will provide recommendations, best practices and potential pitfalls to using internet sites such as Facebook and LinkedIn as vehicles to network and connect to other people. Practical advice will be offered on how the internet can be used as a means to foster networks and facilitate expanding your network access across the globe.

Leading Change Initiatives: A Proactive Versus Reactive Approach
Change initiatives are usually driven by some external force requiring the organization to change in order to remain competitive. Most individuals take a reactive approach and wait for a downturn before they look at potential solutions or necessary adjustments for themselves or the business. This workshop will provide participants with tools to properly forecast changes in the environment and successfully implement change initiatives.

Is it Advantageous to be a Minority Entrepreneur?
The trends in business are reflected by the market place, whether the basis is supply & demand, disposable income, technology and the demographic of the market place. The population growth of the multicultural community, Hispanic American, African American and Asian American are certainly a confirmation that the market place is changing opening up many opportunities for minority entrepreneurs.

Our workshop will explore the growth of the multicultural community in relationship to minority entrepreneurship. Presentation and discussions will focus on available market opportunities with respect to services and products that would be most needed to for a growing cultural demographic. Discussion will also focus on due diligence needed in exploring these opportunities and experience needed for market entry.

Luncheon (12:15 p.m. to 2:00 p.m.)

Afternoon Workshop Descriptions (2:15 p.m. to 3:30 p.m.):

Advocating Change through Resistance, Opposition and Economic Challenges
All businesses are challenged with addressing how the current economic climate impacts their employees, programs and ultimately the bottom line. But how do you actively participate in necessary changes when there is opposition? Who in the organization is supporting these changes and who is constantly resisting change and how do you align yourself with the right team? Learn from experienced change agents how to navigate opposition and advocate change despite external and internal challenges.

Looking at Your Career as Your Own Business
It is important to remember that companies hire employees who offer them the best results and value for their money. Employers are in the market for team-players and problem-solvers. Successful businesses win customers by developing a unique selling proposition. To give yourself a competitive advantage, analyze what other employees in your field are offering. It is not enough to emulate them; you must strive to differentiate yourself by offering something extra, something unique.

“Looking at Your Career as Your Own Business” will help you to view yourself as a company with a product or service to sell, as well as, understand your market and devise a marketing campaign. This workshop will also aid you in identifying your skills, qualifications, and accomplishments, while addressing the following questions: What benefits and results can you offer employers? Are your skills marketable and up-to-date?

Evolution of an Employee Resource Group (ERG) to a business resource group
Employee Resource Groups are a growing trend within most major US businesses. These groups have mainly focused on recruitment, retention and development of employees with similar backgrounds and common interests. Today corporations are realizing the full potential of the ERGs, and are using them as business resource groups to strategically position themselves in growing markets. This workshop will provide participants with an overview on how strategically align and integrate an Employee Resource Group into the all aspects of the business.

Closing Session (3:45 p.m. to 4:30 p.m.)

RSVP NOW

10 Things that Scream, "Don't Hire Me!" by Rachel Zupek, CareerBuilder.com writer

10 Things that Scream, "Don't Hire Me!"
Rachel Zupek, CareerBuilder.com writer

You just don't get it. You've applied to numerous jobs, been to countless interviews and made several new contacts in your network -- yet here you are -- still sitting on the unemployment list. What gives?

Well ... have you ever stopped to consider that what gives might in fact be ... you?

It's a hard concept that most job seekers have trouble wrapping their heads around, but applicants frequently -- inadvertently -- raise red flags to hiring managers that immediately scream, "Don't hire me!" But, it might not be entirely your fault.

"Most companies don't give direct feedback about areas people are weak in while they are employed. They are enabling poor performance and lack of accountability," says Tom Gimbel, president and CEO of The LaSalle Network, an executive recruiting firm in Chicago. "The same mentality exists when people interview. They feel they did 'great' on the interview and never look at themselves for if they feel that the interviewer was looking for something different."

Not sure if you're unknowingly blowing your chances at scoring your dream job? Here are 10 red flags to be wary of during your next job hunt:

Red flag No. 1: You don't have any contact information on your résumé

When you're crafting your résumé, you should focus on highlighting relevant skills and accomplishments that are in line with the position for which you are applying. But what good is an impressive résumé if hiring managers have no way to get in touch with its owner? If they can't find you, they can't hire you. Always provide a home address, phone number or e-mail address so employers can get in touch with you easily.

Red flag No. 2: You have long gaps between jobs on your résumé

Even if your long departure from the work force is valid, extended lapses of unemployment might say to an employer, "Why weren't you wanted by anyone?" Gimbel says. Anytime you have more than a three-month gap of idleness on your résumé, legitimate or otherwise, be prepared to explain yourself.

Red flag No. 3: You aren't prepared for the interview

There are many ways to be unprepared for an interview: You haven't researched the company, you don't have any questions prepared, you didn't bring a copy of your résumé, etc. Plain and simple, do your homework before an interview. Explore the company online, prepare answers to questions and have someone give you a mock interview. The more prepared you are, the more employers will take you seriously.

Red flag No. 4: You didn't provide any references

By omitting references in your application, employers could infer that you don't know anyone who has any positive things to say about you -- when in fact, you just forgot to provide them with people who can vouch for you. No references also shows employers that you aren't prepared for people to call them, Gimbel says. Always make sure the hiring manager has at least one person to contact who can speak on your behalf.

Red flag No. 5: You only have negative things to say about previous employment

We know how tempting it is to want to tell anyone who will listen how much of a (insert expletive word here) your old boss was -- but a hiring manager for a coveted job is not that person.

There are hundreds of ways to turn negative things about an old job into positives. Thought your last job was a dead end? Spin it by saying, "I felt I had gone as far as I could go in that position. I'm looking for something with more opportunity for advancement." Couldn't get along with your co-workers? "I really need to work in an environment where I feel like I'm part of a team and my last position didn't allow for that kind of atmosphere."


Red flag No. 6: You've held seven different jobs -- in the past six months

Job hopping is a new trend in the working world. Workers are no longer staying in a job for 10-20 years; they stay for a couple and move on to the next one. While such a tactic can further your career, switching jobs too often will raise a prospective employer's antenna. Too many jobs in too little time tells employers that either you can't hold a job or you have no loyalty, Gimbel says. Pick and choose the jobs you include on your résumé or prepare to explain yourself.


Red flag No. 7: You give inconsistent answers in your interview

One tactic hiring managers use during the hiring process is to ask you the same question in several different ways. This is mostly to ensure that you're genuine with your answers and not just telling an employer what he or she wants to hear. Keep your responses sincere throughout the entire process and you should be good to go.

Red flag No. 8: You lack flexibility

Most people know what they want in a job as far as benefits, compensation, time-off, etc. If you're unable to be flexible with some of your (unrealistic?) expectations, however, you're going to have a difficult time finding a job. Have a bottom line in terms of what you want before you start the hiring process and be willing to bend a bit if necessary.

Red flag No. 9: Your application was, in a word -- lazy

Only doing the bare minimum of what's asked of you won't get very far -- in life or in your job search. Applying to jobs with the same résumé and the same cover letter (or none at all) is pure laziness. And as Gimbel points out, if you won't spend extra time on yourself and your application materials, you sure as heck won't do it for a client.

Red flag No. 10: You lack objective or ambition

If you have no long-term goals, then you really have no short-term goals either, Gimbel says. "Long-term goals may change, however you need to have some concept of where you want to go." Know where you want to go and how you plan to get there. Otherwise you seem unfocused and unmotivated, which are two big no-no's for an applicant.


Rachel Zupek is a writer and blogger for CareerBuilder.com. She researches and writes about job search strategy, career management, hiring trends and workplace issues.