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Our continued research and celebrated successes are a strong indicator that 2010-2012 will be a magnificent time for change. If you are seeking to attain the next level of your professional life and career fulfillment, please Contact Us today. AttorneysIf you are dissatisfied with your career in law, you are hardly alone. Every study conducted in the last twenty five years indicates that attorney dissatisfaction is a growing, and disturbing, occurrence. During the past decade, the number of attorneys contacting us for assistance has been such that we have developed and devoted an entire division that caters exclusively to attorneys seeking change. BankingThe intent of this communication is to provide you with an overview and understanding of our experience and expertise assisting banking professionals. For a complete explanation of exactly what we can do for you, please Contact Us today. “When, and if the dust ever settles in the banking industry, I think we will be left with one bank “ John H Seraichyk, circa 1994 Founder Browning Associates “I bank with Inbank, no, wait, I meant to say Fleet, no, no wait, let me double check, okay, its Bank of America!” (Unknown confused banking customers 1978-present) Can you relate? If you think consumers have it tough with the ever changing world of banking, imagine if your paycheck depended on the stability of your bank. As a banking professional you have been faced with dramatic change since the days of the “Ready Freddy.” If you don’t know what a “Ready Freddy” is you are either too young or not from New England. Hint: We now call them ATM’s. What is a banking professional in dire need of change to do? You must first ask yourself why you want to change. Is it about money? Boredom? Job security? Growth potential? If you said all of the above, we are not surprised. Banking is one of those professions where you may quickly become labeled as a “banker”. This is especially the case for those employed at a bank’s branch offices. However, if you are a branch manager or beyond, management is the second most transferable skill only behind sales. Therefore, if change is eminent, you can do it! Whether you have worked at a branch or at corporate headquarters, the problem that many career banking professionals face is that no matter how or what they do to modify their résumés, it is difficult to not be pigeonholed as a banker. For example, your résumé arrives at the HR department at the insurance company you are applying to, and with it are fifty other résumés. Yours is the only one in the heap that demonstrates “no” experience in the insurance industry. Do you see the problem? Although, you have the management skills, the people skills and the ability to adapt quickly, the HR screening mechanism never makes it by the fact that you haven’t worked for an insurance company. When you call us, be sure to ask your senior consultant how we circumvent this standard problem. We have the answers! Hint: Did you know that most major insurance companies are now offering branch and Internet banking? What a fit! Bank mergers are here to stay. We can’t change change! However, we can change what we do Monday through Friday from 9 a.m. to 5 p.m. Our compensation, growth potential, job security, personal challenge and most importantly, admiration from our employer, will be achieved for our best effort. Change or be changed! Contact Us today. “C” Level Executives Senior Management Executive Jobs and more!“A “C” level search engagement requires steadfast expertise, industry comprehension and a firm that truly recognizes what makes high level transition happen.” We've written the book on “C” level and senior management job hunting. However, rather than a lengthy dissertation, the objective of this communication is to provide you with a sense of what we do. It lays out our general philosophy for opening doors and creating opportunities for senior level executives. We have worked with thousands of executives who have contracted our services for a myriad of career search/crisis related scenarios. Whether employed or unemployed, the challenges and obstacles for a high level executive seeking change are countless. According to the U.S. Bureau of Labor Statistics, less than 3% of the workforce population earns in excess of 175k annually. Furthermore, the report reveals that less than 20% of all professional and executive jobs offering an annual compensation of 100k + are advertised. The Bureau’s report clearly articulates that if you are a senior executive, you are a minority and available career positions are extremely difficult to attain. Of course, any worthwhile venture is never an easy one. Landing a new position at your level requires a steadfast action plan. You need to be highly aggressive while maintaining confidentiality of your employment information. Imagine trying to market yourself to the masses while simultaneously having to make certain that nobody finds out! It’s a bit of an oxymoron. But, for an employed executive, confidentiality is paramount. You need to implement a strategic search plan that will enable you to market your credentials to the appropriate individuals who can make or recommend a hiring decision. Browning Associates will ensure you achieve that goal!
There is a great deal of controversy surrounding executive résumés. Here is the reality. Believe it or not, we do not use a résumé as a method of introduction for most of our senior level clients. A résumé screams: “Hire me”! Or worse, it may cause an unwanted breach of your confidentiality. Not so fast. Less is more at your level. You need to step back, identify the proper hiring authorities and then craft an alternative strategic method of formal introduction. Utilizing our network of growth companies, key decision makers and client alumni, we will introduce you in such a way that the potential employer is given just enough information to inspire interest. While your competition is bombarding the HR department with droves of paper and electronic boilerplate résumé submissions, we will promote your credentials to each and every one involved in the hiring process. Many times, your initial credential submission will come complete with a referral from our client network. This is when our employment contacts become most valuable to you. Eventually, the hiring authorities will request your résumé. When this occurs, we will schedule a time for you to bring one directly to the company or schedule a phone interview for an initial review. At Browning Associates we all agree that the résumé is to be. However, proper usage as illustrated above is essential.
When you are a “C” suite or senior level executive, you can't simply peruse the classifieds for your next career position. It is imperative that you retain the necessary tools to undertake a search campaign that will result in a position that takes advantage of your complete requirements, including salary, location and desired industry. Possessing the necessary skill sets to secure a high-paying and professionally satisfying position as a “C” class executive is only the first step. You must put forth a complete package to the potential employer, which includes a high impact credential introduction, impressive and reliable references, and a career accomplishments abstract that lets the employer know that your credentials most definitely merit consideration. For nearly twenty years, we have been in the business of assisting job-seekers, especially senior executives in locating the career position that is most suitable to their needs. The most desirable career positions will almost always be awarded to the most prepared applicant, and Browning Associates will ensure you achieve maximum career search support that is swift and effective. Career Outlook Our research indicates employment of top executives—including chief executives, general and operations managers, and legislators—is expected to grow 2 percent from 2006 to 2016. Because top executives are essential to the success of any organization, their jobs are unlikely to be automated or exported to other countries. Some top executive jobs may be eliminated through industry consolidation, as upper management is streamlined after mergers and acquisitions. Employment of top executives is not as sensitive to growth in business as employment in many other occupations. As a business grows, the number of top executives changes little relative to the total number of employees. Therefore, top executives are not expected to experience as much employment growth as workers in the occupations they oversee. Job prospects. Keen competition is expected for top executive positions because the prestige and compensation attract a large number of qualified applicants. Because this is a large occupation, numerous openings will occur each year as executives transfer to other positions, start their own businesses, or retire. However, many executives who leave their jobs transfer to other executive positions, a pattern that tends to limit the number of job openings for new entrants to the occupation. Experienced managers whose accomplishments reflect strong leadership qualities and the ability to improve the efficiency or competitive position of an organization will have the best opportunities. In an increasingly global economy, experience in international economics, marketing, information systems, and knowledge of several languages also may be beneficial. Because finding the right opportunity at your level presents a multitude of challenges, we have developed an entire division designed to specifically cater to senior level executives and management professionals. Please visit our sister corporation, ExecutiveJobChange.com. Here, you will learn more about our services and what we can do for you. Alternatively, you may complete our confidential contact form or call us in confidence 1-877-88HIRED. A senior consultant will reply promptly. Educational AdministratorsWe have interviewed countless academic administrators who have communicated their desire to change careers. Unfortunately, the majority of those we've spoke with, felt that a career change at their level would be “impossible”. If you are seeking a career redirection, then explore our site to learn about other professions that your skills might transfer to or you may Contact Us in absolute confidence to discuss your individual situation. If you decide to remain in academia in your present capacity or are ready for an upward promotion, below is an employment outlook projection for education administrators: Employment of education administrators is projected to grow about as fast as average, as education and training take on greater importance in everyone’s lives. Job opportunities for many of these positions should be excellent because a large proportion of education administrators are expected to retire over the next 10 years. Employment change. Employment of education administrators is expected to grow by 12 percent between 2006 and 2016, for all occupations, primarily due to growth in enrollments of school-age children. Enrollment of students in elementary and secondary schools is expected to grow slowly over the next decade, which will limit the growth of principals and other administrators in these schools. However, the number of administrative positions will continue to increase as more administrative responsibilities are placed on individual schools, particularly related to monitoring student achievement. Preschool and childcare center administrators are expected to experience substantial growth due to increasing enrollments in formal child care programs as fewer young children are cared for in private homes. Additionally, as more States implement or expand public preschool programs, more preschool directors will be needed. The number of students at the post secondary level is projected to grow more rapidly than other student populations, creating significant demand for administrators at that level. A significant portion of the growth will occur in the private and for-profit segments of higher education. Many of these schools cater to working adults who might not ordinarily participate in post secondary education. These schools allow students to earn a degree, receive job-specific training, or update their skills in a convenient manner, such as through part-time programs or distance learning. As the number of these schools continues to grow, more administrators will be needed to oversee them. Job prospects. Principals and assistant principals should have very favorable job prospects. A sharp increase in responsibilities in recent years has made the job more stressful and has discouraged some teachers from taking positions in administration. Principals are now being held more accountable for the performance of students and teachers, while at the same time they are required to adhere to a growing number of government regulations. In addition, overcrowded classrooms, safety issues, budgetary concerns, and teacher shortages in some areas all are creating additional stress for administrators. Many teachers feel that the increase in pay for becoming an administrator is not high enough to compensate for the greater responsibilities. Opportunities may vary by region of the country. Enrollments are expected to increase the fastest in the West and South, where the population is growing faster, and to decline or remain stable in the Northeast and the Midwest. School administrators also are in greater demand in rural and urban areas, where pay is generally lower than in the suburbs. Although competition among faculty for prestigious positions as academic deans and department heads is likely to remain keen, fewer applicants are expected for nonacademic administrative jobs, such as director of admissions or student affairs. Furthermore, many people are discouraged from seeking administrator jobs by the requirement that they have a master’s or doctoral degree in education administration—as well as by the opportunity to earn higher salaries in other occupations. Contact Us in absolute confidence to discuss your individual situation. EngineeringIn 1989, our founder John H. Seraichyk, established an employment consulting firm launched for the exclusive intent of assisting engineers and IT professionals with obtaining new employment. As an engineer and hiring manger in his former career, John was uniquely qualified to assist engineers seeking employment change. 1989 was a time of tremendous transformation for engineers. With the advent of the personal computer, then called the “microcomputer”, data processing was changing faster than you can say “IT”. While the demand for software engineers, electrical engineers and computer engineers was on the rise within the microcomputer arena, computer programmers and software engineers working in mainframe and mini-computer environments were no longer in demand, and job loss was on the rise. 1989 was also a time when the U.S. was losing hundreds of thousands of manufacturing jobs to foreign competition. This resulted in major job losses for mechanical, manufacturing, process, industrial, chemical and electrical engineers. During the nineteen seventies and early nineteen eighties, an engineer could write their own ticket. Engineers were often hired while in their second or third year of college! The demand was overwhelming. Today, less than 25% of all students embarking on an engineering program of study will actually receive a college degree. Yes, the core curriculum is that tough. Although, this governs the long term competition for engineering jobs, the engineering paradigm in the U.S. has changed forever. The future for many engineers has changed even though the extreme sacrifices of hard work and high educational costs remain. The average salary for a degreed engineer in the U.S. has not changed in fifteen years, and foreign competition is on the upsurge. Job Outlook for Engineering Managers Employment change. Employment of engineering and natural sciences managers is expected to grow 8 percent over the 2006-16 decade. This is about as fast as the average for all occupations. Projected employment growth for engineering and natural sciences managers should be in line with growth of the engineers and scientists they supervise and the industries in which they work. Because many employers find it more efficient to contract engineering and science work to specialty firms, there should be strong demand for engineering managers in the scientific research and development services industry and for both engineering and natural science managers in the architectural, engineering, and related services industry. Job prospects. Opportunities for engineering managers should be better in rapidly growing areas of engineering—such as environmental and biomedical engineering—than in more slowly growing areas—such as electronics and materials engineering. Opportunities for natural sciences managers should likewise be best in the rapidly growing medical and environmental sciences. Engineers and scientists with advanced technical knowledge and strong communication skills will be in the best position to become managers. Because engineering and natural sciences managers are involved in the financial, production, and marketing activities of their firm, business management skills are also advantageous for those seeking management positions. In addition to those openings resulting from employment growth, job openings will result from the need to replace managers who retire or move into other occupations. Entrepreneurial Transitions“Imagine working for yourself for twenty years, and being suddenly faced with the certainty of going to work for somebody else. This is an awakening and extremely daunting reality for many entrepreneurs who suddenly find themselves in need of employment.” John H. Seraichyk circa 1994, Founder Browning Associates What We Know You would think that after running your own company, most employers would be highly interested in you. After all, as a business owner, you’ve done it all. You've built a successful company from the ground up,’you've sold services and/or product, you've serviced customers, you've managed people, you’ve fixed computers and copy machines, you’ve fixed everything and anything around the office, you’ve worked 90 hour work weeks, in the early days you even did your own accounting and payroll. Does this sound like you? With all of your experience, vigor and drive to succeed, you would think that any company in their right mind would hire you in a New York minute! Not so fast. Believe it or not, larger and many mid-size corporations will not recognize your skill sets as a value add to their company. They may be intimidated by your prior successes. Many corporations are seeking an employee with a steadfast track record working for one of their competitors or in a similar cultural environment. Many Vice Presidents and “C” class executives working for traditional organizations have told us time and time again that an entrepreneur placed in their highly structured work environment may actually disrupt the conventional work ethic and management philosophy instilled by traditional management styles. We have also been told that many hiring authorities are actually intimidated by the entrepreneurial breed set. They feel that somebody who has made their whole career on making their own decisions and directing the decisions of others may be difficult to delegate to. As entrepreneurs ourselves, we agree that the mind-set of many hiring authorities is way off base. Unfortunately, stereotypes are difficult to remove; but, they can be circumvented. We are experts at circumventing stereotypes. This is how and why we are and have been industry leaders for nearly twenty years. The purpose of this communication is to demonstrate one of the prominent realities that every transitioning business owner will face in the marketplace. Where do you fit? “Most business owners will only thrive in a work environment that will enable them to exercise their entrepreneurial spirit.” John H. Seraichyk 1989-2008 We will work with you to find the kind of work environment where you can continue to strive and thrive. You need a forward thinking business that will enable you to do what you are best at. Most entrepreneurs’ true talents are absolutely thwarted in a traditional 9-5 role with rigorous departmental protocols, company politics, corporate bureaucracy, miles of red tape and so on. Whether you want to work for a small, mid-size or large corporation, the opportunity is out there. We are here to help you maximize your most earnest endeavors. Financial ManagersSince 1990 we have worked with financial managers in an effort to assist with either a major career redirection or upward movement within the financial management realm. Our research indicates that employment growth for financial managers is expected to be about as immediate as the average for all occupations. However, applicants will likely face strong competition for career positions. Those with a masters’ degree and a certification will have the best opportunities. Employment of financial managers over the 2006-16 decade is expected to grow by 14 percent, which is about as fast as the average for all occupations. Regulatory reforms and the expansion and globalization of the economy will increase the need for financial expertise and drive job growth. As the economy expands, both the growth of established companies and the creation of new businesses will spur demand for financial managers. Employment of bank branch managers is expected to increase because banks are refocusing on the importance of their existing branches and are creating new branches to service a growing population. However, mergers, acquisitions, and corporate downsizing are likely to restrict the employment growth of financial managers to some extent. The long-run prospects for financial managers in the securities and commodities industry should be favorable, because more people will be needed to handle increasingly complex financial transactions and manage a growing amount of investments. Financial managers also will be needed to handle mergers and acquisitions, raise capital, and assess global financial transactions. Risk managers, who assess risks for insurance and investment purposes, will also be in demand.
Job Prospects As with other managerial occupations, job seekers are likely to face competition because the number of job openings is expected to be less than the number of applicants. Candidates with expertise in accounting and finance—particularly those with a master’s degree and/or certification—should enjoy the best job prospects. Strong computer skills and knowledge of international finance are important; as are excellent communication skills because most often financial management involves working on strategic planning teams. As banks expand the range of products and services they offer to include insurance and investment products, branch managers with knowledge in these areas will be needed. As a result, candidates who are licensed to sell insurance or securities will have the most favorable prospects. If you are a financial manger seeking new employment or a career redirection, please Contact Us today.
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| State | Employment | Hourly mean wage | Annual mean wage | Percent of State employment |
| Massachusetts | 6,630 | $56.19 | $116,870 | 0.209% |
| Rhode Island | 990 | $39.92 | $83,040 | 0.205% |
| California | 30,320 | $59.42 | $123,600 | 0.201% |
| Connecticut | 3,250 | $54.35 | $113,050 | 0.196% |
| Delaware | 800 | $59.98 | $124,770 | 0.189% |
Our continued research and celebrated successes are a strong indicator that 2008-2009 will be a magnificent time for change. If you are a marketing professional who is seeking to attain the next level of your professional life and career fulfillment, please Contact Us today.
Our specialization is your Key to Success!
Medical Doctors Transitioning
"In the preceding five years, we have assisted more than two times the number of medical doctors seeking change than we had in the prior decade.”
John H. Seraichyk, circa 2004 Founder Browning Associates.
The intent of this communication is to provide you with an overview and understanding of our experience and expertise assisting medical doctors seeking change. For a complete explanation of exactly what we can do for you, please Contact Us today.
Yes, the medical profession is ever changing and more and more physicians are seeking change. How do we know? Because since 1990 we have spoken with countless physicians, medical school leaders, business leaders, political leaders and like you, we watch the news.
It’s no secret that the future for physicians has changed even though the extreme sacrifices of hard work and high educational costs remain. The majority of physicians we speak with protest their profession due to: ever decreasing reimbursements, tighter regulations, increasing costs, lack of security, less respect and more and more work!
From the list above, tighter regulation and threatened security are the latest frontrunners. With regard to regulation, we tell our clients not to worry about the government, but do worry about payers, accountability measures, best practices and clinical pathways. Medicine has become a business focused on profit, and you and your patients are the casualties. Add to that the “off the record” regulation of patients arriving with reams of Internet reports regarding their conditions and the defensive medicine you feel forced to practice to alleviate their demand. Then include malpractice companies that don’t just raise your rates over a claim, they discontinue your coverage and in one to six months, you’re out of practice.
Threatened security is of course the result of all of the above. More than one physician has told us that they are one malpractice claim away from losing their practice. Interestingly, these same practitioners had never had a claim filed against them. However, they all agree it only takes one to close you down. Payers and insurers are constantly looking for an oversight or a simple discrepancy about care to terminate you from a panel, restrict your privilege or put you on the platform for a law suit. Furthermore, many of your wonderful patients see you as a “lottery ticket“. These are people who say, “I don’t really have any opposition to your practice doc, I know you have insurance for this type of thing”. Can you relate to any of this?
You've followed a roadmap your entire career: undergrad, medical school, residency… maybe fellowship, and then practice. But now there's no roadmap. You know it’s time for a new career direction, but how do you start? We'll design a roadmap for your new career. More importantly, we'll "ride-bedside” with you as we help you navigate your way to career fulfillment.
Is it possible to make a rewarding change after all these years?
Absolutely. Medicine is a wonderful education and we know how to transform your education, your training and your practice into a non-clinical competence.
As our client you will be “treated” the way you might treat a new patient. First, a formal diagnosis of your career situation is prepared. Next, we develop a career search treatment plan, and finally, we work closely with you to implement your plan.
Diagnosis
Its sounds easy, but you know all too well both the challenge and the importance of the right diagnosis. It's equally essential and as challenging for your career change/search.
Treatment
Developing your career search “treatment plan” is crucial to the success of your career wellness. We will utilize our healthcare, business, entrepreneurial, coaching and leadership backgrounds to develop a real-world action plan in an effort to engage your search campaign.
Implementation
Implementing your search/change campaign is where all of our intensive preliminary work joins together. We will act as your career/search agents in an effort to identify new opportunities. According to the United States Bureau of Labor Statistics, less than 20% of all jobs are advertised. The implementation phase of your search is where we begin to confidentially introduce your credentials to key decision makers in your new field of interest as identified through the diagnosis assessment. Our objective is to look beyond the career positions that are advertised in newspapers, trade journals or the Internet.
Once your search is underway, we will work closely with you throughout the entire search campaign; this will ensure our commitment to you and steadfast client compliance. Imagine how your patient compliance would improve if you met with your patients at least once a week to converse about their plan and their success? That's exactly what we will do for you.
Many of our prospective clients often ask us what they could possibly do other than practice.
Our clients have recently interviewed for these positions:
Medical Director, Vice President of Clinical Services, Healthcare Consultant , Medical Educator, Entrepreneur, Health Writer, Hospital CEO, just to name a few.
According to The U.S. Bureau of Labor Statistics, employment of physicians and surgeons is projected to grow 14 percent from 2006 to 2016, faster than the average for all occupations. Job growth will occur because of continued expansion of health care related industries. The growing and aging population will drive overall growth in the demand for physician services, as consumers continue to demand high levels of care using the latest technologies, diagnostic tests, and therapies.
Demand for physicians’ services is highly sensitive to changes in consumer preferences, health care reimbursement policies, and legislation. For example, if changes to health coverage result in consumers facing higher out-of-pocket costs, they may demand fewer physician services. Patients relying more on other health care providers—such as physician assistants, nurse practitioners, optometrists, and nurse anesthetists—also may temper demand for physician services. In addition, new technologies will increase physician productivity. These technologies include electronic medical records, test and prescription orders, billing, and scheduling.
Job prospects. Opportunities for individuals interested in becoming physicians and
surgeons are expected to be very good. In addition to job openings from employment growth, numerous openings will result from the need to replace physicians and surgeons who retire over the 2006-16 decade.
Unlike their predecessors, newly trained physicians face radically different choices of where and how to practice. New physicians are much less likely to enter solo practice and more likely to take salaried jobs in group medical practices, clinics, and health networks. Reports of shortages in some specialties, such as general or family practice, internal medicine, and OB/GYN, or in rural or low-income areas should attract new entrants, encouraging schools to expand programs and hospitals to increase available residency slots. However, because physician training is so lengthy, employment change happens gradually. In the short term, to meet increased demand, experienced physicians may work longer hours, delay retirement, or take measures to increase productivity, such as using more support staff to provide services. Opportunities should be particularly good in rural and low-income areas, as some physicians find these areas unattractive because of less control over work hours, isolation from medical colleagues, or other reasons.
Your future can be changed, but you have to take control to achieve permanent transformation. Contact Us today; our specialization is your key to success.
Medical - Medical and Health Services Managers
Employment of medical and health services managers is expected to grow faster than average. Job opportunities should be good, especially for applicants with work experience in the health care field and strong business management skills.
Employment change. Employment of medical and health services managers is expected to grow 16 percent from 2006 to 2016, faster than the average for all occupations. The health care industry will continue to expand and diversify, requiring managers to help ensure smooth business operations.
Managers in all settings will be needed to improve quality and efficiency of health care while controlling costs, as insurance companies and Medicare demand higher levels of accountability. Managers also will be needed to oversee the computerization of patient records and to ensure their security as required by law. Additional demand for managers will stem from the need to recruit workers and increase employee retention, to comply with changing regulations, to implement new technology, and to help improve the health of their communities by emphasizing preventive care.
Hospitals will continue to employ the most medical and health services managers over the 2006-16 decade. However, the number of new jobs created is expected to increase at a slower rate in hospitals than in many other industries because of the growing use of clinics and other outpatient care sites. Despite relatively slow employment growth, a large number of new jobs will be created because of the industry’s large size.
Employment will grow fastest in practitioners’ offices and in home health care agencies. Many services previously provided in hospitals will continue to shift to these settings, especially as medical technologies improve. Demand in medical group practice management will grow as medical group practices become larger and more complex. Medical and health services managers also will be employed by health care management companies that provide management services to hospitals and other organizations and to specific departments such as emergency, information management systems, managed care contract negotiations, and physician recruiting.
Job prospects. Job opportunities will be good, especially for applicants with work experience in the health care field and strong business management skills. Medical and health services managers with experience in large hospital facilities will enjoy an advantage in the job market, as hospitals become larger and more complex. Competition for jobs at the highest management levels will be intense because of the high pay and prestige.
Browning Associates has worked with many medical and health services managers that have successfully transitioned from a multitude of management roles within the health services sector or to entirely different professions. For an in-depth discussion regarding your individual situation and a free career analysis, please Contact Us today.
Partnerships
We have assisted hundreds of professionals and executives seeking to attain employment with equity and/or stock options, form partnerships, acquire key employee status, succeed the successor of a privately held company, and achieve many other equity and/or ownership scenarios.
A search campaign of this magnitude requires an extreme non-traditional approach to the market place. Because the possible scenarios are countless, we suggest you submit a request for a private consultation with a member of our senior consulting staff. Contact Us today.
Real Estate (Property, Real Estate, and Community Association Managers)
Property, real estate, and community association managers held about 329,000 jobs in 2006. About 36 percent worked for real estate agents and brokers, leasers of real estate, or activities related to real estate. Others worked for real estate development companies, government agencies that manage public buildings, and corporations with extensive holdings of commercial properties. More than half of property, real estate, and community association managers are self-employed.
Faster than average employment growth is expected. Opportunities should be best for job seekers with five plus years management experience, a college degree in business administration, real estate, or a related field, and for those who attain a professional designation. Particularly good opportunities are expected for those with experience managing housing for older people or with experience running a health unit.
Employment change. Employment of property, real estate, and community association managers is projected to increase by 15 percent during the 2006–16 decade, faster than the average for all occupations. Job growth among onsite property managers in commercial real estate is expected to accompany the projected expansion of the real estate and rental and leasing industry. An increase in the nation’s stock of apartments, houses, and offices also should require more property managers. Developments of new homes are increasingly being organized with community or homeowner associations providing community services and overseeing jointly owned common areas requiring professional management.
To help properties become more profitable or to enhance the resale values of homes, more commercial and residential property owners are expected to place their investments in the hands of professional managers. Moreover, the number of older people will grow during the 2006–16 projection period, increasing the need for specialized housing, such as assisted-living facilities and retirement communities that require management.
Job prospects. In addition to openings from job growth, a number of openings are expected as managers transfer to other occupations or leave the labor force. Opportunities should be best for job seekers with a college degree in business administration, real estate, or a related field, and for those who attain a professional designation. Because of the expected increase in assisted-living and retirement communities, particularly good opportunities are expected for those with experience managing housing for older people or with experience running a health unit. Browning Associates has worked with many real-estate managers that have successfully transitioned from a multitude of management roles within the real-estate sector or to entirely different professions. For an in-depth discussion regarding your individual situation and a free career analysis, please Contact Us today.
Retail Management
“When I was 25, I had a job in retail management. The work was challenging and having a weekday off now and again was cool; then I got married and had a family….”
John Seraichyk 1993 from: “Retail - The Way Up or Out”
Because the majority of job dissatisfaction and turnover for management within the retail sector occurs at the store level, this communication is primarily focused on that management segment. Nevertheless, we are competent with assisting retail management professionals from a broad spectrum of store or corporate environments, and we are eager to speak with you about your individual career situation. Contact Us.
A Word from the Field
“The retail trade is a chaotic industry. Competition is fierce, and turning a profit is difficult. Employee turnover is rampant, therefore, hiring and retaining a competent, reliable staff can be next to impossible. When employees suddenly quit or simply don't show up, it’s often the store manager who has to work extra hours to take up the slack. When customers are rude and demanding, it’s the manager who has to deal with them. And managers must face these challenges with a smile on their face and a constant willingness to satisfy their customers.”
District Manager, National Retail Company
Store management may seem like an alluring next logical step on the retail management success-ladder. However, meeting corporate and customer demands, working weekends, nights, and sporadic shift schedules, and all of the above, are not always conducive to the typical 9 a.m. to 5 p.m. schedule that the majority of us experience.
If you have what it takes to succeed at the store level, you may want to further challenge your management skills and get in line for a district, regional or area management position. Unfortunately, the latter often requires 100% travel and revolving relocation. We have worked with more than one district manager whose sole purpose was to relocate to a specific store location, implement start-up, and once the new store was on its feet, he/she would pack up their family, and do it all over again & again & again & again….
Our research indicates. Despite slower than average growth, retail management positions for professionals with previous experience are expected to have good job prospects because of the large size of the occupation and the need to replace professionals who leave their positions.
Employment change. Employment of managers across the sector is expected to grow by 4 percent between 2006 and 2016, which is more slowly than the average for all occupations.
The Internet and electronic commerce are creating new opportunities to reach and communicate with potential customers. Some firms are hiring Internet sales managers, who are in charge of maintaining an Internet site and answering inquiries relating to the product, to prices, and to the terms of delivery. However, Internet sales and electronic commerce may reduce the number of additional sales workers needed in stores, thus reducing the total number of additional management required. This evolutionary change will ultimately impact the entire management hierarchy. Projected employment growth of managers will mirror, in part, the patterns of employment growth in the industries in which they work. For example, faster-than-average employment growth is expected in many of the rapidly growing service-providing industries.
Unlike mid-level and top-level managers, retail store managers generally will not be affected by the restructuring and consolidation taking place at the corporate headquarters of many retail chains.
If you are working in retail management and know it’s time for a change, we stand ready to offer you many choices and challenges. Below is a list of management positions we have recently assisted our clients with either by obtaining a similar position or by employing a successful change strategy to identify a position in an entirely new industry: District Manger, Area Manager, Regional Manager, Regional Merchandise Manager, Divisional Merchandise Manager, Department Manager, Team Manager, Vice President of Stores, VP, DMM, GMM, General Manager, Director of Planning, Supply Chain Planner, Financial Analyst, Operations Manager, Manger Product Development, Divisional Merchandise Manager, Divisional Planning Manager, General Merchandise Manager, Regional Merchandise Manager, District Manager, Area Manager, Store Manager.
Are you are looking for the way “Up” or “Out” of retail management? If so, we wrote the book
on retail executive job search and career change. Contact Us today.
Sales
“Sales can either be the most rewarding or the most unsatisfying professional career experience known to men and woman.”
John H Seraichyk, circa 1993, Founder Browning Associates
There does not seem to be a great deal of middle ground for sales professionals. If you answer “yes” to any of the following, it may be time for a change.
Can you relate?
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Compensation is primarily commission based
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Top performer’s commission and bonus structures are under constant scrutiny
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You manage a product or service that cannot be appropriately delivered
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You are forced to over-promise while your company is constantly under-delivering
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Travel accommodations offered by your employer are less than satisfactory
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Employment turnover is higher than industry standards
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No formal mentor or training programs
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The only sales person you might aspire to be in the organization, has the same last name as the company owner
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Lack of quality leads and too much cold calling
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Bonus and income schedules are impossible to attain
Your personal automobile is employed without sufficient compensation to offset costs -
Poor or non-existing healthcare coverage
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Consumer or industry demand for your product or service is declining
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Your employer is not interested in capturing market share or exploiting new markets
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There is not enough market share to support the number of sales professionals in your company or industry
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You are often supplied with misinformation about your product or service
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Lack of support from experts in your company necessary to establish or maintain customer base
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Lack of company support regarding required tools to succeed. These may include but are not limited to: cell phone, laptop computer, expense account, car etc.
If you truly believe that you are a talented sales professional, there is no time like the present for change.
You Must Find Your Fit
Why is it that two sales professionals with the exact same educational background, age, gender and in many cases working in the same or similar profession are earning two entirely different incomes? We have seen huge discrepancies in the compensation of equally qualified sales/management professionals. Why is it that one is earning 200k and the other is earning 75k? It’s because the 75k professional has not found his fit. It’s truly just that simple.
To further support our assertions, a sales job can be compared to professional sports using the following analogy: While Michael Jordan was a superstar basketball player; his baseball career was short lived. This is also true for sales professionals. You must identify what your true skills and abilities are and complement your superlative proficiencies with the right corporate culture, management style and forward looking company that will allow you to exercise your finest talents. We meet with hundreds of talented sales people every year whose abilities are stifled because they have not found the right place to “hang their hat”.
Much of what we do at Browning Associates is similar to what you do. That’s right. We, like you, sell a product. However, our product is “people”. We package, position and promote professionals to their best career advantage.
When we undertake your job search, the strategy is similar to what a Fortune 500 company would use to introduce and manage a product to a new market demographic or geography.
First, we conduct research to ensure that market conditions in the specific geography you want to work in are conducive to the kind of employment you seek. Upon concluding our market research, we will then identify target companies (buyers) for our product (you) residing within the specified geography. Next, we will draw an imaginary circle around the target area. Our primary objective will be to identify every company within the specified circumference that is hiring today, yesterday, tomorrow, next week or next month. We will utilize our resources to identify those companies. This process is similar to what many sales and marketing professionals refer to as target marketing.
Upon identifying a viable market to shop our product (you) in, we will then develop our marketing propaganda (résumés, bios, cover letters et. cetera.). At this juncture, we’we've identified our potential buyers, packaged our product (you) and now we will begin aggressive promotion of you. Contact Us to discuss the next step.
Job Outlook
Our research indicates employment of sales managers is expected to increase by 12 percent through 2016—about as fast as the average for all occupations. Job growth will be spurred by intense domestic and global competition in products and services offered to consumers and increasing activity in television, radio, and outdoor advertising.
Projected employment growth varies by industry. For example, employment is projected to grow much faster than average in scientific, professional, and related services—such as computer systems design and related services, and advertising and related services—as businesses increasingly hire contractors for these services instead of additional full-time staff. By contrast, a continued decline in employment is expected in many manufacturing industries.
Job prospects. Advertising, marketing, promotions, public relations, and sales manager jobs are highly coveted and will be sought by other managers or highly experienced professionals, resulting in keen competition. College graduates with related management experience, a high level of creativity, and strong communication skills should have the best job opportunities. In particular, employers will seek those who have the computer skills to conduct advertising, marketing, promotions, public relations, and sales activities on the Internet.
Browning Associates will administer an in-depth career assessment and inventory instrument in an effort to define your most marketable skill sets, and determine where they will be best suited. This is just the beginning of our journey together. Upon establishing a steadfast focus, we will launch an aggressive search campaign designed to position your most applicable talents with the right company. Contact Us today to learn more about how we have assisted thousands of sales professionals achieve their career goals.
Statisticians
Average employment growth is projected. Individuals with a degree in statistics should have opportunities in a variety of fields.
Employment change. Employment of statisticians is projected to grow 9 percent from 2006 to 2016, about as fast as the average for all occupations. The demand for individuals with a background is statistics is expected to grow, although some jobs will be in occupations with titles other than “statistician.”
The use of statistics is widespread and growing. Statistical models aid in decision making in both private industry and government. There will always be a demand for the skills statistical modeling provides. Technological advances are expected to spur demand for statisticians. Ever faster computer processing allows statisticians to analyze greater amounts of data much more quickly, and to gather and sort through large amounts of data that would not have been analyzed in the past. As these processes continue to become more efficient and less expensive, an increasing number of employers will want to employ statisticians to take advantage of the new information available.
Bio statisticians should experience employment growth, primarily because of the booming pharmaceuticals business. As pharmaceutical companies develop new treatments and medical technologies, bio statisticians will be needed to do research and clinical trials.
Job prospects. Individuals with a degree in statistics should have opportunities in a variety of fields. For example, many jobs involve the analysis and interpretation of data from economics, biological science, psychology, computer software engineering, education, and other disciplines. Additional job openings will become available as statisticians transfer to other occupations, retire, or leave the workforce for other reasons.
Among graduates with a master’s degree in statistics, those with a strong background in an allied field, such as finance, biology, engineering, or computer science, should have the best prospects of finding jobs related to their field of study.
This communication is intended as a brief overview of the career outlook for statisticians. For an in-depth discussion about your specific career situation, please Contact Us for a free career analysis.
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