John Lucht Interview - Part 1 of 3

I can't convey just how excited I am to

I can't convey just how excited I am to listen to this. Fantastic work guys!

Mike, I am listening to the podcast,

Mike,
I am listening to the podcast, the file name appears as MT Member-2008-07-15- How to Preview a meeting.

Karthik.

Karthik, Thanks ... my mistake.

Karthik,

Thanks ... my mistake. I've corrected and it should be available for re-download within an hour (some amount of caching is occurring with the hosting service).

My apologies for the inconvenience!

Mike

Mike, I've switched from the members

Mike,
I've switched from the members only feed to the new enhanced feed - this podcast doesn't show up?

cheers

Steve

The members-only podcasts are NOT, at

The members-only podcasts are NOT, at least now, in the enhanced feed. Unfortunately, it's a bit difficult to do at this point ... I'm working on that.

Mike

Mike, Can't find the John Lucht

Mike,

Can't find the John Lucht interview on my Itunes Podcast Library. The last one I have is the MySpace cast...

curamachado, Are you subscribed to

curamachado,

Are you subscribed to the Members-Only feed?

Mike

All, I added the latest members-only

All,

I added the latest members-only cast to Enhanced Premium Members Podcast Feed. Unfortunately, it's a completely manual process on our end ... so as hard as I might try, I'm sure you'll keep me honest if I fail (forget) to add in the future. ;-)

Thanks for those who suggested this change ... makes a lot of sense!

Best Regards,
Mike

Mike, thx, its just poped into iTunes

Mike,
thx, its just poped into iTunes on the extended feed

cheers

Steve

Mike and Mark: TERRIFIC cast. A

Mike and Mark:
TERRIFIC cast. A genuine value-add to the M-T body of work (and I loved hearing the enthusiasm and excitement in your voices while you're talking to Lucht...).

One of the great points he made was answering the question regarding "How long should it take?" to find that new job. His advice, as I understood it, was to be careful about setting ANY expectation about timeline because (as you both said during his answer) you risk beating yourself up when events don't go along your predetermined timetable. GREAT advice.

Employers don't do anything for YOUR reasons, and they don't work according to YOUR timetable!

Looking forward to the next installment.

Again, great thanks for this series.

-Hugh

Regarding the guidance on approaching

Regarding the guidance on approaching your references for job leads, lately I've been getting just the opposite kind of inquiries. Headhunters have been trolling through my LinkedIn profile and contacting me at work. They ask if I know of anyone who fits a certain type of job and it just happens to be the one I'm in right now.

At first I thought it would be useful to connect with these people for future reference, but now I'm starting to see these connection requests as spam. Does it make sense to add these type of people to your contacts?

Marv

Mike, Mark, What a beginning. Cant

Mike, Mark,

What a beginning. Cant wait to hear the wisdom from the rest of the 2 podcasts due. The biggest take away for me is " Ask if the networks whom you had associated would act as your references for your job search. What a way to penetrate further the cause of your network as well as hit up on new contacts. Lateral thinking moment I should say.

My thoughts on the job search to complete is 6 months from the first contact to get the offer letter. That has been my experience in the last 3 attempts over 3 years. (1 accepted, 2 declined).

Thanks for taking your time to work this cast.

By the way ITunes Members access is now available in India, so I cant wait to post comments or voting in the ITUNES feed.
Regards
Karthik.

madmarv; The experience you're

madmarv;
The experience you're describing sounds like a version of a technique long practiced by contingency recruiters. Let me give you a little behind-the-scenes look from my experience long ago as a contingency recruiter:

It's been referred to as "the indirect approach" - the recruiter contacts people he thinks might be interested in the job he's working on, but DOESN'T directly "recruit" by asking something like "would you be interested in this job?" Instead, the recruiter acts like he's consulting with you: he describes the job and asks what type of person would be qualified, then he asks what you think the job should pay, and finally he asks "Who do you know how might be interested in this job?" You might give him some names, or you might volunteer yourself. Either way, it's a productive call for the recruiter.

This is not a dishonest approach - it just employs a little pyschology and is structured to give the caller the upper hand.

I personally do NOT Link to recruiters or include them in my contacts until I've had a conversation with them, and they impress me as professionals.

I recommend you listen to the 2 M-T podcasts "How to Handle Recruiters" for more information. You can find them on the wedbsite.

Regards,
Hugh

Please can you link to John's website,

Please can you link to John's website, can't seem to find it through Google

Adam, Good point! Will

Adam,

Good point! Will do.

Mike

During the pod cast you spent some time

During the pod cast you spent some time talking about how you handle future book reviews. Could you make one small exception:

"Small Unit Leadership" - D. Malone

Although the book has a military bent and some raw language I found the final chaprter on leadership mesmerizing. Does this book fit into your book review section? I promise that I have no financial ties to this book in any form. I am curious as to your comments on how this book fits into business/organizational management.