Like many of you, I learn a great deal from the other esteemed RealPoints bloggers who do a great job with numbers, stats, and trends. But, after only four months in North Texas, I’m honestly not an expert on anything Dallas—yet. So I’ll write about something I do know: people. More specifically, young people looking to grab that first rung on the mythical “corporate ladder.” Trust me when I say that I can relate, as I’m not too far removed from that time in my life.
For many, the month of May means walking down the aisle toward that important piece of paper, your diploma. But that piece of paper should really be a note saying, “Farewell to the carefree bliss of being a college student, and welcome to the reality of, ‘Oh $#!%, I need to get a job.’”
I receive dozens of resumes a month from young people looking to work in my firm, and quite frankly, of the ones that are chosen, the success rate is far below 50 percent. Perhaps the following insights from my experiences can improve those daunting odds just a bit. Let’s give it a shot.
1. Work ethic is the No. 1 indicator of future success. I wholeheartedly believe there is a direct correlation between how early/late a young employee is in the office and the probability that he or she will achieve success. I know people in business that can’t spell the word “work,” or have a hard time carrying on a conversation, but still have achieved fantastic success. The common thread is a dedicated work ethic and drive to be the best at what they do. Good, genuine hard work can make up for deficiencies elsewhere, and can give you the time to improve where needed.
2. Find a capable and willing mentor. Pay close attention to the “willing” part. In my experience, the ideal mentor isn’t necessarily the top producer or person in the office. Oftentimes, it is the top tier/above average producer who is generous with time and experiences. This person takes pleasure from seeing growth and incremental success from his/her understudy. You should seek out a mentor that is brutally honest, holds you accountable, and sometimes takes you out of your comfort zone. “What you don’t know, you don’t know” is often an uncomfortable place, but it is the realm where the greatest learning takes place. If your mentor/senior/boss does not have most of these qualities, make a change, as soon as you can.
3. If you have a sense of entitlement, get rid of it fast. The “real world” is often tough, unforgiving, and extremely competitive. Especially where we live and work. In this competitive landscape, I sometimes come across young candidates for positions in my firm who have not yet experienced adversity, rejection, or even the word “no.” Success has come easy, and there is sometimes the assumption that it will continue. Don’t make that mistake. The second your client, boss, or peers pick up on that sense of entitlement, you greatly diminish your chance for success. People in positions of influence and authority, more times than not, have earned it. Don’t disrespect those who have earned it by expecting opportunity to be given to you.
4. Business thrives around strong relationships. Invest as much time as you can afford in relationship building. The results of building strong relationships may not manifest for years, but it will happen. And often, it is those relationships, which at the beginning don’t seem to figure into your professional success, that prove to be most important. In my business, the best brokers don’t work for the individual “deal.” They work to build and strengthen their relationships with clients and prospects. The “deal” is derivative of that effort.
5. Stand out in action, not words. If you need explanation on this, the prior four points probably won’t help.
It’s getting late, so I’ll conclude with a few tidbits of advice given to me by my mentors over the years, which continue to serve me well.
6. Be liberal with your use of “thank you.”
7. Don’t be afraid of a handwritten thank you note. If it feels weird, you can Tweet about it when you are done.
8. Wear a suit (or the equivalent for women), even if you don’t have to. (Disclaimer: I come from Southern California and haven’t been through a Texas summer. I reserve the right to retract this point come August.)
9. Treat staff and administrative support as well as you would treat your boss.
10. Collaborate. It will help cultivate relationships (see No. 4).
And finally …
11. Have fun. When interviewing, try to get a sense of the office culture. Ask questions about it. Talk to current employees about culture, if you can. If there isn’t much smiling and laughter on your initial visits, chances are there won’t be when you move into your cubicle. There are few things worse than going to bed dreading work the next day.
Congratulations to those graduating in the coming months. And, for anyone looking to start their careers, I hope there is something in the preceding that helps.
David Pinsel is regional managing director of Colliers International, overseeing the firm’s North Texas region. Contact him at [email protected].
