Build Your Own Personal Executive Board to Find Success in the Job Search Process and Beyond
By Peter Titlebaum and James Robert Blair III
Lost your job? First job? Looking for a new job? Overwhelmed? We have you covered.
First, take a deep breath. Most people will be in one of these situations at some point during their working career, some more than once. Trying to solve this by yourself can be scary or frustrating, leaving you without a clear idea of how to start. You need a plan and a group of trusted professionals in your network that you can turn to for help. Lucky for you, we have your recipe for success.
Everyone knows about 300-some people; this is a great starting place. Learning to ask for help is a strength and allows us to grow through professional development. We all do better with a support team behind us, but it can be overwhelming to decide who will make the grade and be chosen for your team. We will help you narrow it down and build your own personal executive board that can help guide you throughout your career.
Let’s get started. To help you brainstorm, think of people you know from different places and times in your life.
- Colleagues from past and current companies.
- Teachers or coaches who inspired you to grow.
- A current or past supervisor.
- Those who graduated a year or two ahead of you in school.
- Someone who is at least 10 years older than you.
- An influencer who is especially skillful at gaining consensus.
- A colleague who is well-connected in your industry and is an excellent networker.
- A thought leader in your field.
We created seven “job titles” that will help guide you through the process of creating your volunteer personal executive board. You should have people from your brainstorm list that fit these roles. It is not necessary for them to know about each other since their efforts to support will be individualized.
The Mentor usually has five or more years of experience and is older than oneself. This person is willing to meet on a regular basis to discuss career goals, development plans, and challenges. They can provide guidance and advice on career paths and growth opportunities to assist the mentee to reach full potential and develop their skills. This is an experienced and trusted adviser who will tell you the truth and wants what is best for you.
The Connector is willing to share their network to help others develop their skills. These professionals integrate individuals into the community by helping them build skills and develop goals. They often have a vast network of professionals and have strong connections with them.
The Critic is a person who is willing to share the negative side of a topic/issue so someone is not caught unaware of things that can impact a decision. You want someone who is willing to let you know where your weaknesses are and where you are falling short of the mark. This person is not overly critical, but makes you aware of the negative aspects that are present in your professional brand.
The Cheerleader makes you feel better and enthusiastically encourages and openly supports a person, team, or cause, often by expressing positive reinforcement. They have a positive outlook and will highlight areas of success and strengths. This person should still be realistic, but often provides a “glass is half-full” perspective.
The Expert has many years of experience and is willing to be a reliable and trusted guide. Since they have experienced many different situations and overcome challenges, they may be able to provide guidance and support for similar situations you are experiencing. Their experiences may not be the same as your own, but they can still offer valuable information with their wealth of knowledge from their professional career.
The Mental Health/Spiritual Coach often contributes provides a sense of purpose, meaning, comfort, and coping mechanisms during difficult times. This person can be helpful, so you reach a level of self-actualization. They can help with figuring out who you are as a person and what impact you want to have on the world.
The Peer is of similar age, status, or background who might be going through the same process. The old adage that “misery loves company” comes to mind, but more importantly you can motivate each other and hold each other accountable in the search process. Since you are going through a similar process as this person, you can bounce ideas off each other and discuss what is happening with the job search process.
Each of these people will bring something different and help you to maintain balance during your process of looking for employment. They do need to be formally asked if they are willing to be part of your team.
It is easy to say, “I know them of course they are willing to help me.” Consider that they could have conflicts or not have the bandwidth at this time. Be clear about the expected time commitment so they can reply with knowledge of the extent of their service. Generally, it should be no more than two months, but this can be adjusted as needed as you proceed in your search.
Once you have identified your team, it is time to set up meetings that can be held in person, on the phone, or virtually. Try to stay between 15 and 30 minutes to show you respect their time. Set an agenda for your meeting and clarify the role you want them to play in this process. Be sure to acknowledge their support by writing a handwritten note or even sending a small gift. Plus, you can easily leverage social media today to recognize them on LinkedIn.
The goal is to put together a group of people with experiences completely distinct from your own who can offer a fresh perspective when needed. You can reach out to them with smaller asks than you would a formal mentor—though, over time, a few of them may grow into that role.
As you move through the job search process, your Personal Executive Board will provide a lot of feedback, insights, and value to help secure employment. Once you have the job, do not disband your board. Instead, they should be used for career advice moving forward. Navigating the corporate ladder, determining the viability of an entrepreneurial venture, repositioning your personal brand through a career change, or considering leaving your organization for another opportunity are all great opportunities to talk through with your Personal Executive Board.
Once you have the board assembled, you can always move people in and out depending on their availability and expertise to match your current career trajectory. It is important to keep the board intact, as you have built a strong foundation for your professional career that can provide a competitive advantage and set you up for success in the years to come.
About the Authors
Peter J. Titlebaum, Ed.D., is a professor in the School of Education and Health Sciences: Health and Sport Science at the University of Dayton.
James Robert Blair III, Ph. D, is an assistant dean, chair of the faculty, and associate professor of marketing in the College of Business at the Eastern Kentucky University.