- Remember the triple constraint - when they change one element, it impacts the others. If there is a reduction in time, emphasize the impact on cost and scope. (e.g. Jim, I understand that you now need to roll out the new release a month earlier than planned and we can do that, but there will be an impact on cost and scope. I can either reduce the scope and hold off on some of the features until the next release or spend about $50K more to expedite things. What is your preference?)
- Push back if it's not realistic...(e.g. Jim, I would be irresponsible if I didn't tell you that I don't think this can be accomplished with the level of quality we would expect. I know you would prefer that I be very honest now (before any time and money have been invested) rather than hear a laundry list of apologies after an unsuccessful project. I'd really like to be positioned for success, and I honestly have real concerns here).
- Some of these benefits overqualified candidates bring to the table include:
- Capability to “hit the ground running”. Most likely they have had the same responsibilities in a prior role, so they can begin working and quickly add value. Their learning curve is short, and they can leverage their vast history and experience to do the job efficiently and effectively.
- Add value beyond the role. They tend to approach the job differently. They can think beyond the role and see other issues and possibilities, because they have seen similar (if not the same) situation(s) in different environments, etc. The breadth they bring enables them to provide a broader perspective to the role; one that they are eager to implement.
- Provide built-in bench strength to the organization. Since the overqualified employee has had a larger role, they have an ability to expand their responsibilities. This could mean anything from expanding the role to include more or being able to step into a new senior position if and when the opportunity arises.
- Afford Mentoring Capabilities. An overqualified employee could not only mentor “junior” employees, which is a proven method for helping new hires integrate more effectively with the company. This will assist you with your entire onboarding program. In addition, providing a qualified mentor could challenge more seasoned employees to achieve higher levels of performance.
- Provide higher productivity, and grow opportunities that are not being currently planned. Overqualified employees can help you develop and grow opportunities that have not been addressed before. They may bring an extensive contact list that could be leveraged or simply a new way of looking at the business landscape that could lead to new and more profitable opportunities.
Some of these benefits overqualified candidates bring to the table include:Benefits overqualified candidates bring to the table include:
- Capability to “hit the ground running”. Most likely they have had the same responsibilities in a prior role, so they can begin working and quickly add value. Their learning curve is short, and they can leverage their vast history and experience to do the job efficiently and effectively.
- Add value beyond the role. They tend to approach the job differently. They can think beyond the role and see other issues and possibilities, because they have seen similar (if not the same) situation(s) in different environments, etc. The breadth they bring enables them to provide a broader perspective to the role; one that they are eager to implement.
- Provide built-in bench strength to the organization. Since the overqualified employee has had a larger role, they have an ability to expand their responsibilities. This could mean anything from expanding the role to include more or being able to step into a new senior position if and when the opportunity arises.
- Afford Mentoring Capabilities. An overqualified employee could not only mentor “junior” employees, which is a proven method for helping new hires integrate more effectively with the company. This will assist you with your entire onboarding program. In addition, providing a qualified mentor could challenge more seasoned employees to achieve higher levels of performance.
- Provide higher productivity, and grow opportunities that are not being currently planned. Overqualified employees can help you develop and grow opportunities that have not been addressed before. They may bring an extensive contact list that could be leveraged or simply a new way of looking at the business landscape that could lead to new and more profitable opportunities.
As a senior individual, perhaps you should discuss not just your experience, your hard earned expertise and the disciplines and insights you bring to the table to avoid common mistakes (expected by less experiences individuals in your role), but your contributions beyond your role that contribute to the bottom line, enhance efficiency, promote goodwill, build a better brand, promote a positive image (internal/external). It may be a good time to also discuss "expanding your role" to enable even more Value-Added Contribution.
Capability to “hit the ground running”. Most likely they have had the same responsibilities in a prior role, so they can begin working and quickly add value. Their learning curve is short, and they can leverage their vast history and experience to do the job efficiently and effectively.
Add value beyond the role. They tend to approach the job differently. They can think beyond the role and see other issues and possibilities, because they have seen similar (if not the same) situation(s) in different environments, etc. The breadth they bring enables them to provide a broader perspective to the role; one that they are eager to implement.
Provide built-in bench strength to the organization. Since the overqualified employee has had a larger role, they have an ability to expand their responsibilities. This could mean anything from expanding the role to include more or being able to step into a new senior position if and when the opportunity arises.
Afford Mentoring Capabilities. An overqualified employee could not only mentor “junior” employees, which is a proven method for helping new hires integrate more effectively with the company. This will assist you with your entire onboarding program. In addition, providing a qualified mentor could challenge more seasoned employees to achieve higher levels of performance.
Provide higher productivity, and grow opportunities that are not being currently planned. Overqualified employees can help you develop and grow opportunities that have not been addressed before. They may bring an extensive contact list that could be leveraged or simply a new way of looking at the business landscape that could lead to new and more profitable opportunities.
- One discussion with a new manager to show the value of PM: I left the meeting with several action items. I have to revise the communication plan and the responsibility matrix. Providing the depth and breadth of my knowledge of organization was time well spent. As was the introduction of several key internal performance improvement processes. He likes that he can opt out of receiving reports, so for the time being he wants to see all reports that are distributed. Based on those, he will be formulating any he feels are missing. He also acknowledges that he failed to set his expectations for my role when he took over as Exec Dir. I think we're off to a better start. Oh...we agreed to meet every quarter and to tweak anything that's no working the way we feel it should. He also commented that it's nice to "see" more of me. I really feel that starting this discussion and getting so many perspectives on the point is what got me going. A special thanks to James for the article on the benefits of hiring an over-qualified person, he liked the highlights I provided (I also sent him the link to the full article).
Politically Savvy:
Identifying People’s Agendas In The Workplace
Effective communication is important, but at work it’s essential. You must truly understand the agendas of your bosses and coworkers. For example, your boss wants to be on the board of directors of an important foundation. So out of all the groups you invite to an upcoming company event, you better be sure and include the one he or she wants to schmooze.
It’s knowing what a manager’s underlying desire or goal is and then using that knowledge to your best advantage. Maybe it’s to get closer to this executive or impress him in some way.
Learn How To Market Yourself At Work:
At a company event, don’t sit in the corner with the other entry-level works discussing the food. Rather, meet the executives who can help your career grow and flourish. Ask them questions and learn how they became successful.
Get Others on Your Side:
Through informal conversations, meetings and office drop-ins, you need to explain your position, keeping in mind four different motivational styles:
- Rational: Use statistics and numbers to convince data-driven people how your proposal will save money, time or resources.
- Mimicking: Cite successful companies that have benefited from similar ideas when dealing with people who are interested in best practices.
- Regulation: For those concerned about rules and compliance, show how your idea will help in these areas.
- Expectations: For those driven by a need to meet or exceed expectations, explain how your proposal will please customers, shareholders and the community.
However,
I am a person that has given 100% of myself to any position I have had
no matter where I found myself within the company ranks. I enjoyed
giving my best and finding ways to improve my position–leveraging my
experience in ways which allowed me to do my job more efficiently and to
be more effective. This should be of benefit to any company. - See more
at:
http://blog.snelling.com/2012/10/5-benefits-of-hiring-someone-overqualified/#sthash.XAoPHGdu.dpuf
However,
I am a person that has given 100% of myself to any position I have had
no matter where I found myself within the company ranks. I enjoyed
giving my best and finding ways to improve my position–leveraging my
experience in ways which allowed me to do my job more efficiently and to
be more effective. This should be of benefit to any company. - See more
at:
http://blog.snelling.com/2012/10/5-benefits-of-hiring-someone-overqualified/#sthash.XAoPHGdu.dpuf
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