Here is a note from Barbara Limmer, Duane’s Campaign Director. I am pleased to announce that Duane has accepted a terrific position. “Duane came to us after occupying the role of President of nationally-known company that was recently acquired and resulted in his position being eliminated by the purchasing firm. He came to SC&C seeking a General Manager role.
He had deep experience in sales, marketing, operations and strategy, and with B2B and B2C manufacturing companies. His geographical preference was northeast US, specifically between NY and MA, where he could commute from his CT home. His credentials were impressive, including an Engineering undergrad from Kettering University (formerly General Motors Institute) and an MBA from MIT Sloan, as well as a Six Sigma Green Belt.
He had several interviews throughout our time together that were clearly “practice” for more substantive ones that were yet come. We worked on taking his interview answers from good to great and on keeping his stories succinct. Like most of our clients, we spent considerable practice time in how to communicate the “I” vs. the “We”, and sharing behavioral competencies, so that he would “sell” not only what he had done, but also, and more importantly, who he is. He interviewed with XXXX for the President role; the scope of this position was to manage two of their companies several states apart. The day after our practice interviews, he met with the company’s bankers and follwoing the interview he called me as said that he had “sealed the deal” that day—he was told they would be recommending him for the position.
His offer was outstanding—similar base pay as his last position, and for a smaller operation, plus higher bonus potential and equity in the form of a Long Term Incentive Plan. It also included a $10,000 signing bonus if he would start in three days!
What the offer did not include, however, was any kind of exit or severance package. We worked on negotiation strategies, justification, and approach, and he asked for and received a one-year exit package and he keept the signing bonus, despite his start date being four weeks out. His location is exactly what he wanted and is very commutable from his current home.
He is thrilled with the work he did with SCC. A thousand thank-you’s to everone on Duane’s team who contributed to his campaign and to his ultimate success: Chuck McConnell for working with Duane to identify a search strategy, Babs Russo—an adjunct coach based in our Connecticut office, Ilene Magaras, researcher for the CT office, and Mike Fox and Leslie Noyes—his writers. Also hat’s off to the interview team: Ron Venckus, Babs Russo, Julie Jansen, and Chuck McConnell. This was a true team effort, and both Duane and I are most appreciative of your participation in his campaign.”
Below are two of the many behavioral questions we asked him in his intervew sessions designed to prepare him for his successful series of interviews.
Specifically, how has your use of six sigma techniques impacted the sustainability of your employee behaviors?
What has been your proudest accomplishment and why, and what does it really say about you?
HERE IS AN ACTUAL EXTRACT FROM THE JOB DESCRIPTION AND OUR BEHAVIORAL QUESTION TO PREPARE HIM.
A major goal of our company is to assure that our employees are educated about workplace rights, options for resolving workplace problems, and that we are seen, in the public arena, as having good business practices with our employees.
What programs have you caused to be developed that achieved that goal, how was your success measured, and to what level did you achieve your expected results?