First Obligation: Harvey 7/12 & ADVICE

Site’s Purpose and Focus    

Homework: The Resume-less Job Process     Introspection

What are your first obligations as a candidate before you launch into your Job Search?

Complete Harvey 7 & 12.

Write the following:

Your complete Job Description (If necessary, use the Web to get examples.)

Write your career story.  Tell a Better STORY    See below.

Your Compensation Program (

Your 7-9 Professional Attributes  

Your 7-9 Professional Accomplishments

For more information, please subscribe or Contact Us or write to     Sales Rules 

Also, review below:

Accomplishments+Competencies =Potentials

Personal Marketing Strategy Program©

The ACP of transitioning:

This is a précis version only. In developing “your story” there are five basics, and two ancillary constituent parts that are paramount to validate the “who” you are selling in the transition process.

Here we present 3; the remaining points are on our subscription site.

The below seven ingredients must be in each recipe for success in finding a satisfying new position; they are also needed by the hiring authority, your sales advocate for their “story” about you. You need to list your top 2-3 ingredients in each category.

1. Accomplishments (measurable)

2. Competencies (substantiated)

3. Potentials (proved by precursors)

Remember this is preparation for your audition, to take the show on the road. Please see our site, Eletters, and tweets for more information.

For more information and coaching fee structure contact us at

Preface & Lessons

Best advice – ‘tell a better story’

June 27, 2016

by Chris Russell

Best advice – ‘tell a better story’

One of my mentors over the years has been Bruce Dreyfus.  He taught me to tell a better story.  This was one of the most valuable skills I have ever acquired.  Not only for use in my own life but for helping others reframe their stories and in helping companies position for success.

The art and science of creating, telling, and owning your narrative is one of the most powerful things you can learn.

Originally my relationship with Bruce started in the ’90s when he was a recruiter.  He placed me at least once with a new position. More importantly, we hit it off, became friends, and stayed close.  I felt he was someone I could trust.  Trust is important when you are making career decisions.

In the recruiting business, like many other businesses, it’s refreshing to find individuals who actually care about the impact the transaction is going to have on the candidate.  Too many times you know the recruiter is just looking to ‘move’ the candidate and make a quick buck.  The bad recruiters make you feel ‘icky’ – like you’re not a human, just another used car on the lot to be hustled.

Bad recruiters look at your history and latch onto what you are doing today or have done successfully in the past.  They don’t consider your aspirations, your journey, and the meta-narrative of your career.  It’s not their fault.  We do a bad job of telling our stories.  We’re too close to it.  We need help.

Good recruiters coach.  They look at your story and tease out the good and great.

Bruce and I stayed in touch over the years.  We both played out our career trajectories. I transformed myself into an executive, founder, and owner.  Bruce transitioned from recruiting to career coaching.

We found each other in these new roles once again as I was transitioning.  I had sold a company and was looking for my next thing.  By that time Bruce had become a career coach only working with specific clients.  This is where he taught me how to tell my story.

Log into most profiles on LinkedIn and you’ll see the same old thing.  You’ll see a chronological resume.  Joe had role A at company B where he performed tasks and duties and had XYZ responsibilities.  Salt in a few dozen keywords and acronyms and you’re good to go.

The standard resume destroys your story.  It removes everything that is you and replaces it with commodity bric-a-brac.  The standard resume reduces the colorful, wonderful, brilliant, and messy human that you are to a grainy black and white photo of a clerk.

What Bruce taught me is that every one of us has a special story to tell.  Every one of us can create, tell, and own a compelling, interesting, and valuable story.  This story will provide a much better picture of who we are and what we are capable of than the dead chronology of responsibilities in a resume.

More info:

How do you drag this compelling story out of yourself and own it?

It takes work.

  1. The first step is to capture your life and career in narrative form. Have your coach or someone you trust interview you.  Have them walk through your career starting in school.  Ask these questions at each stage or role and write them down.  You may find it easier to have an audio recorder running so you can keep up.  I have gone through this process with many people including my kids when they were applying to schools.  It can have an amazing transformative effect on how they understand, own, and tell their narrative.


  1. How did you get into this role?

  2. What did you like about it? What did you not like?

  3. What are you most proud of from this role?

  4. What challenges did you have? How did you overcome them?

  5. What were the significant accomplishments you had in the role? Can you quantify those?

  6. Who did you work with/for in this role? What would they say about you?

  7. Why did you leave?

  8. Edit the captured story into a narrative.

As you read back through the responses you will see patterns emerge that speak to your strengths – to your unique value.  This then can become your theme.  Now you are able to retell your story as a powerful narrative wrapped around a value premise – your unique value.

  1. Share and continue to edit your narrative.

As you continue to work with your narrative and share it with others you will refine it and internalize it.  Now when someone asks you ‘what do you do?’ or ‘Why should I work with you?’ you have a ready story to tell the answer.

The ownership and self-awareness that this creates in an individual can be transformative.

Taking the metaphor of narrative further.

Capturing and owning your personal narrative is a powerful tool, but the concept of telling a better story is also broadly applicable to individuals and companies.  There are many situations where you can use this toolset effectively.  Bruce taught me how to tell a better story and I have in turn been able to help others.

For example, recently a professional friend of mine was up for a big promotion in his firm.  He was worried about it.  He was talking about how he didn’t have the education or the pedigree for such a lofty position.  I immediately realized he was telling the wrong story.

I counseled him that there were reasons he was being considered for this position.  He needed to find those reasons, become comfortable with them, and tell a better story.  He crafted an amazing story for his oral presentation to the executives that was filled with his success at facing challenges and his unbounded energy and leadership.

He got that position.  He owned his story.  He told a better story.

Companies tell stories too.

At the company level, we still suffer from too much feature-function technobabble.  We don’t tell our company stories.  Every company has a soul that goes beyond the feature-function of the product.  In that soul of the company lies much of the real value that the clients are buying.

How do you tell that story?  How do you get an organization to create and own a narrative that rings true?  Because if you can do that you clearly differentiate from the rest of your competition.

Culture trumps functionality every time.  Stories are what make culture come alive.

The best advice I ever got.  The best advice I can give you.  “Tell a better Story”.

Bruce Dreyfus still dabbles in career coaching and can be reached at

SupplyChainCrunch is the personal blog of Chris Russell.  Any similarities to persons or companies alive or dead are purely coincidental. 

Chris is a supply chain professional with tons of experience and the scars to prove it.  You can connect with Chris professionally at his LinkedIn account –

Get THAT NEXT Job, Inc. has finally changed the paradigm in the traditional job search process.

See Lessons if you are being coached.

The truth about your transition:

The expression that you “lost your job” is not and never has been true!

You did not lose it—you know where it is, you are just not doing it anymore. I am not trying to be facetious, just truthful.

You never owned it, unless you have a bill of sale in perpetuity for the position. That job is and always will be owned by the company. You just had it on loan. They paid you for a period of time to perform certain tasks or have certain responsibilities. The reality is that the lifespan of most jobs today is between 2.8 and 4 years. 

Your job, title, company, or income never gave you identity. The “who you are” cannot be taken away from you. Your talent, drive, experiences, accomplishments, and professional attributes are still there. They always will be during your professional career.

Our job at “get THAT NEXT job” (GTNJ) is to ensure that you again recognize your value, believe in it, and are able to present you as an opportunity.

Guaranteed Success Executive Program:   

Get that next job in 90 days or less or get a refund. We are so sure of our program that we can offer a refund on the selective GSEP.

We only take two candidates per month after a Skype interview and a basic inventory of who you are, what you want, and what you bring to the potential employer. $295 for the interview process and review of your qualifications as a candidate for this exclusive program.

Upon acceptance into the GSEP, there is an additional fee of $1700. We stay with you until you receive an offer with a company you want and at a compensation package you are expecting.

The total fee is $1997 until September  2020.

Basic qualifiers are 40-65 years of age, held positions as Director and above to CEO or former Military, Captain to General Staff.

Mentoring after hire!

Start Anew Program

The Start Anew Program (SA) is designed around five, half-hour sessions. The SA program was designed specifically to ensure success for our clients as they transit from candidate status to that of an employee.

The program is designed to allow you to not only succeed/survive but to thrive in your new environment. As a company that believes in preparation before embarking on any task, the SA program is no different. The program is open to existing clients that we have placed as well as new clients that have just landed a new job or are about to land a new job.

Continued Success Program

The Continued Success Program (CSP)(now the CIP or 18 Day Program) is designed as a replacement of the traditional “career path coordinator” that was a staple of progressive companies of the 1990s and early 2000s.

The CSP is built around five, half-hour sessions. The CSP program is specifically intended to ensure success for our existing clients or new clients as they establish a new, thoughtfully planned career path at their existing job. It is an excellent adjunct to the PMSP and Start Anew Program.

The program is designed to allow our clients to objectively assess their career path to date and make course corrections if necessary to achieve their goals. At GTNJ we believe in training our coachees to constantly review where they are on that continuum of career growth. This program provides the tools, exercises, and materials to evaluate and proactively seek those goals.

Success is achieved through hard work, not just through hopes and aspirations.

Getting a new job, promotion, or moving laterally in a company is hard work.

Before you start looking for a job or promotion. You must have:

Narrative      Your Story

Job Description & Compensation

Attributes     Who you are

Accomplishments   ROI

PMSP:TFB, CIP & Resume 2.3 done

Research on Target Companies

Research on CEO & Competitors

The Puzzle


Transition Compass 

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