Setting your career in motion: after several years of experience, mid-level professionals get ready for the next move - Career Management Part 2 Of A Series

Black Enterprise, March, 2002 by Lee Anna Jackson

YOU MIGHT SAY IT'S IN HER BLOOD. AMBER E. OKOYE'S BROTHER is a civil engineer, and her late father owned and operated a civil engineering firm for about 18 years. Okoye, 31, knew that would be her profession while still in high school when she spent her summers interning at her dad's company and others such as Exxon. She currently works for Motorola as a mechanical engineering resource manager for its two-way radio division, overseeing the company's mechanical engineers and support staff on manufacturing efficiency and product quality.

Okoye's been with Motorola for seven and a half years. She began working for the company after graduating from the University of Texas with a mechanical engineering degree and moved up the ranks quickly, having had four promotions so far. Her last was in September, and garnered her an 18% salary increase.

It's the type of career growth Wayne P. Harris is still hoping to achieve if he could only acquire his dream job--director of marketing and communications in a media company or cultural institution targeted to African Americans. After years of paying dues and figuring out how to land a job in media, Harris, an account supervisor at a direct marketing agency in Jersey City, New Jersey, is still trying to move his career to the next level. If working long hours to meet deadlines, networking at industry and social gatherings, and attending evening classes haven't worked, he wonders what will. Three degrees (16 years since his first) and a few lateral moves later, Harris, 38, like so many other mid-level professionals, feels stuck in his present job and unfulfilled in his career goals.

"It has been difficult because, for what I want to do, there aren't a million jobs out there," he says. "My interest is marketing to African Americans. That narrows the field significantly." Having endured rigorous multi-interview processes for what seemed like promising positions, Harris continues to be disappointed. "I always seem to make the short list. I always seem to be the best man and not the groom."

Does the best man eventually get a bride? "He's doing everything right. He could be at the threshold of success," replies Michael Wilkinson, managing director of Leadership Strategies Inc. in Atlanta. "But like everything else, opportunity is also a matter of timing." Harris might be in for a long engagement. At press time, according to statistics from the U.S. Department of Labor, unemployment hit 5.7%-10.1% for African Americans--with job losses occurring in every major industry. There will be no quick economic recovery. Couple that with post-September 11 introspection, and what you get are employees feeling anxious about their futures. "Someone like [Harris] should take this time to maximize his network by solidifying relationships in his prospective industry and continue the interviewing process," advises Wilkinson. "He should also take the time to seriously examine his approach." Even if it means following up on an unsuccessful interview to find out where he lost points.

"Of late, mid-level professionals are looking for answers," says Peter J. Goodman, CEO of MyJobCoach Inc., and author of Win-Win Career Negotiations: All You Need to Know About Negotiating Your Employment Agreement (Gut Instinct Press, $14.95). "They feel pressure to be flexible and are looking for alternative career options, unlike their senior-level counterparts who are more comfortable in their careers."

And despite a dismal economic climate, employees do have options. Opportunities for career growth are available for those willing to pursue them. But before you can advance, career assessments have to be fine-tuned, and your plan of action has to be aggressively employed. "It's not enough to do your job well," states Okoye. "You have to meet your goals, and your boss' goals. Exceed them, and identify opportunities for new goals and strategies."

This may not be the perfect time for frustrated employees to exit an unfulfilling position. In fact, according to Dr. Richard C. Bayer, COO of The Five O'Clock Club, a career counseling organization in New York, many employees in this environment are inclined not to switch jobs even if they are unsatisfied. This is an opportune time, however, for setting an agenda for the future.

Although Okoye is not planning to leave her company, she has always positioned herself to take advantage of opportunities. She went back to school to earn an M.B.A. from the University of Miami, remained an active member of the National Society of Black Engineers (NSBE), and always knew when there was an opening in her company.

"We're coming off a long economic expansion. We've gotten spoiled," adds Bayer. "You're going to have to adapt new expectations for the workforce and become skilled at turning interviews into offers. You won't get a job because they liked you." Counselors at The Five O'Clock Club suggest that potential employees ask the following questions: How far along is the company in the hiring process? Are they close to making a decision? It's also a good strategy to ask the interviewer(s) how you stacked up to the competition immediately after the interview. "It's usually unexpected and can yield some helpful information," says Bayer. "Give definitive answers about how you would handle the position. Present a proposal and forget those silly `thank you' notes," he says. "Write a one page influence note addressing any questions that may have arisen, and detail what you can do for the company. Think like a consultant.