Monday, April 19, 2010

California Dreamin'--MBA-Style


The Consortium continues to sprout and spread, especially on the West Coast. Days after announcing the return of UC-Berkeley to a growing list of Consortium schools, it announced this week that UCLA's Anderson School of Management will become the Consortium's 17th.
UCLA joins cross-town rival USC-Marshall and Berkeley's Haas School in the Bay Area, forming the Consortium's enlarged footprint in the West.
In just two years, the Consortium has added four prominent business schools, giving prospects that many more options, making the Consortium even more attractive to top talent, and making it near impossible for the best and brightest to ignore the Consortium when it comes time to apply to top b-schools.
Yale and Cornell-Johnson are the two other new Consortium schools. Along with Dartmouth-Tuck, they add "Ivy League" flavor to Consortium offerings.
Just like all other Consortium schools, UCLA offers a top-notch full-time program, a worldwide network of alumni, a demanding core of first-year courses, and prized, experienced faculty. But UCLA offers, too, its own brand and uniqueness. It's not necessarily USC in Westwood or UC-Berkeley in SoCal. The Anderson school features special programs and centers in finance, international business, media entertainment and sports, and real estate.
Alumni around the world total over 35,000. One of its most prominent is Larry Fink, CEO of BlackRock and a prominent spokesman and figure the past few years, as the financial system recovers from the crisis. Fink contributed $10 million to what is now the Fink Center of Finance and Investments. (He will be, in fact, speaking to students April 22 on campus.)
UCLA's full-time MBA program is moderate in size--about 360 students in the first-year class. Typically over 3,000 apply for those slots. Its joining the Consortium reaffirms its long-time commitment to diversity; its current ranks prove it. About 19% of students are minorities, and 34% are women, 33% international.
Students have broad interests. Like other top schools, many have come from or are interested in finance, consulting and high-tech. At UCLA, large numbers of students have interests and experiences in the public sector, non-profits, and (yes, not surprisingly) entertainment and media.
Anderson is led by Dean Judy Olian, who happens to have earned her Ph.d. from a Consortium school-Wisconsin.
Networking Webinar
The Consortium Finance Network will host its fourth webinar Wednesday, May 5, at 6 pm. EDT.
Networking continues to be a popular topic. Students, alumni, and even experienced professionals are always looking for ways to be effective at it and to do it in natural, comfortable ways--whether they are transitioning into other jobs, exploring ways to grow or simply looking to connect to help others. There are right ways, awkward ways, superficial ways and effective ways. There is, too, something called netiquette--networking gracefully and courteously, networking without being a burden to others.
Dr. Benjamin Akande of St. Louis will present the networking topic, "It's Not Who You Know, But Who Knows You." He will show what works, what doesn't, and how to make communication meaningful. Dr. Akande is the dean of the business school at Webster University.
For those interested in participating, reserve a spot now by registering via CFN's Linkedin site (http://www.linkedin.com/). For more about Dr. Akande's background, see http://www.benjaminakande.com/.
Tracy Williams

Tuesday, April 13, 2010

Dear Financial Institution Shareholder....



This is the year when investors and the public will grab the company annual report and read carefully the CEO's annual letter to shareholders. Especially those at major financial institutions.

How will they explain the crisis? How will they show how they survived it? How will they assess their firms' performance during the crisis? How did they treat employees and loyal, experienced staff?

How will they respond to the public backlash--fair or not--that large banks were bolstered by a life net offered by the U.S. Government and that large banks have returned to old habits and ways of compensating themselves excessively? What do they think of impending financial regulation and what will they support (and in what ways will they impede it)?


This will be the year when CEO's choose to escape the normal format of preparing a shareholder letter. Normally CEO's use the pages to describe performance in each business line, explain specific events that might have caused a decline in sector revenues or factors that helped spur sales, and present a general, often vague outlook on the periods to come.



This year there's much to address, and CEO's know they will be closely read and know investors and the public want to hear from them in a clear, lucid, matter-of-fact way.

Many in the public want to see an apology in some form. They want to see an expression of regret for the roles banks played in contributing to the asset bubble and extravagant risk-taking that led to the crisis and jeopardized the system.

And apologies have been offered--whether in sessions before the financial-inquiry commission in Washington or in recent letters to shareholders. Apologies alone, however, don't transform the system or provide assurance that the next crisis doesn't loom in the years ahead. A polished, logical letter to investors helps.

In good years, CEO's beat their chests and devote significant portions of their letters to people management and, if space permits, diversity. In a year after the recent turmoil, after financial institutions were fighting for their lives and after diversity took a backseat, in shareholder letters, CEO's are hinting at turning up the volume of diversity again.


Matter-of-fact might describe Goldman Sachs' recently published letter to shareholders--staid, fact-based, conciliatory in some passages. CEO Lloyd Blankstein knew the letter would be reported, analyzed, and dissected in blogs, in the financial press, and in financial circles. He and Goldman president Gary Cohn decided it was best to focus on a few topics everybody will want to hear about. They present and explain them tersely and without much editorial emotion--as if they were presenting a pristine, fact-based argument. When it could have been 15 pages, it was just eight.



Goldman's letter focused on a handful of topics: its client-based businesses, it vast liquidity pool ($170 bn), its compensation policies, and its careful descriptions of what happened in its ties with AIG.

First, it explained all its businesses--from asset management to commodities trading--in the context of accommodating clients. It wants to dispel the notion of being a glorified hedge fund or a vast private-equity organization. The letter several times reminds readers of Goldman's client-oriented heritage and its "client-based franchise." Goldman built its tradition based on a near-maniacal regard for clients and an obsession to avoid conflicts of interest with them. In its 2010 letter, it re-commits to its long-nurtured tradition.

Second, it knew it needed to address compensation: "We have not been blind to the attention on our industry and in particular Goldman Sachs with respect to compensation."

For fans of financial engineering, the letter painstakingly explains its trading ties with AIG, its management of AIG risks, and its indirect receipt of TARP funds, based on AIG-Goldman transactions (credit-default swaps, securities-lending-related, collateral calls and collateral disputes, etc.).

To its credit, Goldman's letter discusses recent promising initiatives on its support of women in business and small business in general, outlining related programs to come.

At JPMorgan Chase, CEO Jamie Dimon wrote a passionate letter in first person. His was 30-plus-page finance essay, written in the no-holds-barred, free-form style Dimon is known for.

He says banks have been subject to "demonization." The letter is a meticulously crafted rebuttal, an argument that some banks survived intact and for good reason. He writes the letter, knowing Congress and business leaders will read it word for word and will be anxious to see how the industry's shrewdest, toughest manager describes what happened and where do we go from here.

In simple, Dimon-like language, he decided it was important to explain "what we do." He wrote, "I will focus on what we as a bank actually do, which seems to be so often misunderstood." For MBA students and alumni pursuing career opportunities at JPMorgan, these passages are invaluable. He tries to show JPMorgan is more than a band of millionaire investment bankers. The "company," as he calls it, is 19,000 technology people and 80,000 operations people.

In 30-plus, easy-to-read pages, Dimon provided mini-essays on many topics: the crisis, regulation (reviewing its faults during the crisis, presenting a dozen or so broad solutions), leadership (outlining a basic list of what leaders--including himself--need to be and do), and compensation (with reasons why it's complex at a large, diversified institution such as JPMorgan Chase). Dimon blames the crisis on "bad risk management" and regulators' lack of a blueprint to resolve the collapse of institutions.

On regulation, he offers his suggestions, but with little detail. He appears to be more bothered by "the lack of regulation clarity," which is "creating problems for banks and for the entire economy." In essence, let's know what the score is, so we banks can all move on.

The letter doesn't discuss diversity overtly. Instead Dimon focused on the breadth of the organization, on opportunities globally and on identifying talent to groom it and develop it in far better ways than in the past. For new MBA's, he says the bank needs to and will develop a more in-depth leadership program.

Goldman and JPMorgan took a cue from Warren Buffett, who set the standard long ago for using the shareholder-letter platform to explain his businesses, to highlight risks, to teach and show, and to provide a realistic, simple view of the horizon. Perhaps in years to come, we'll continue to see financial institutions fashion their annual messages similarly.

Tracy Williams

Thursday, April 1, 2010

Welcome Back, Haas

From 1993-2003, California-Berkeley's Haas Business School was--along with USC's Marshall--the Consortium's West Coast option. When prospective students applied to the Consortium and expressed an interest in going to school in California, Cal-Berkeley was an attractive choice. Moreover, it was the hey day of dot-com investing; MBA students wanted to be near Silicon Valley, wanted to work for upstart Internet firms, wanted to dive into private-equity ventures, or wanted to start at banking boutiques that focused on new ventures.



The dot-com craze, as we know, dimmed or righted itself during the same period, although the Bay Area remains a hub for venture investing, Internet enterprises, and innovation. But it was during the time, Cal-Berkeley (Haas) decided to withdraw from the Consortium. Proposition 209 in California prohibited it from giving preferential treatment on the basis of ethnicity or sex, and its dean then pulled Haas off the Consortium roster.



In ensuing years, the Consortium has reaffirmed its commitment to diversity in business, but opened its membership to all--permitting Haas, despite Prop 209, to rejoin the Consortium seven years later. (The Consortium announced its return this week (www.cgsm.org). It is the 16th Consortium school.)



Welcome back, Haas. (See photo above.)

Cal-Berkeley's return immediately gives prospective applicants yet another choice among many top-tier schools and yet another West Coast alternative. Over the years, applicants have been attracted to the Consortium for many reasons--the fellowship, the Orientation Program, the networking, the comaraderie among fellow students, the immediate tie-ins with sponsors, the geographies of specific schools, and, just as important, an entry into one of the nation's top business schools.

Haas being back gives prospects more reasons to apply to the program, more choices and chances to find the best fit within the Consortium umbrella.



Cal-Berkeley's business school has been around for over 100 years. It differs in some ways from other Consortium schools. But there, too, are similarities. It has a large undergraduate program (like Michigan and Texas), where schools such as Yale and Dartmouth do not. It has a large part-time program (like NYU), where many other schools emphasize the full-time graduate program. It sits on the east side of the Bay Area in the vicinity of a major metro area (San Francisco). In that way, it's similar to NYU (New York), Emory (Atlanta), and Carnegie Mellon (Pittsburgh).

It is a featured part of a prestigious public university (like Michigan, North Carolina, Virginia, Texas, Wisconsin and Indiana). And it has a friendly rivalry with another top business school nearby (Stanford)--like North Carolina (Duke) and NYU (Columbia).

Like almost all Consortium schools, it is considered top-tier, ranking respectably in just about anybody's ranking and considered highly desirable for those who want to be in the midst of Silicon Valley frenzy or who have grand ideas about entrepreneurship.

Prominent alumni include the CEO's or chairpersons of Adobe Systems, Intel, and Williams-Sonoma. Many top leaders of Wells Fargo and Bank of America, the latter once headquartered in nearby San Francisco, are graduates.

The full-time MBA program, where Consortium students have enrolled and will do so again, is modest-sized, about 240 in a first-year class chosen from over 4,000 applicants. About 28% of the current graduating class are women; 30%, minorities.

The school likes to boast of having Nobel laureates and past deans who have had major roles in economics or finance in previous presidential administrations.

Rich Lyons is the current dean and in his stint has instilled a renewed vigor and emphasis on diversity in all aspects of the school. Hence, getting back into the Consortium was a natural next step for him and all at Haas.

Haas joins Cornell and Yale, two other top-tier schools that joined the Consortium in recent years. Schools like Cal-Berkeley, Cornell and Yale (as well as the other prominent 13) make it harder and harder for successful applicants to turn down the Consortium offer and go elsewhere. Even more, the same slate of schools certainly make it unwise for any outstanding applicant not to think of the Consortium--no matter race, color, sex or ethnicity.

Tracy Williams

Monday, March 22, 2010

Hot Topics: Keeping Up, Catching Up


In financial circles, no matter the times--in periods of boom or the abyss of a crisis--hot issues and topics are constantly flung at us. Keeping up and catching up are always a challenge, since day-to-day routines command attention. Nonetheless, for students and experienced vice presidents alike, it's imperative to keep abreast if you want to shine among the pack.



For those who do banking, trading, investing, brokerage or analysis, hot topics of the moment can be complex, amusing, frustrating, or mind-boggling. Some topics (like impending financial regulation) linger for months. Some are hot one quarter and taken for granted the next (auto-industry restructure, e.g.). Some come and go (Lehman's collapse and the cause of it, TARP funding, capital adequacy of banks, e.g.).


What are some of the hot topics, hot buttons, or current issues for the moment? What are a few issues that cause a buzz just below the headlines that we ought to be familiar with?


1. Networking Etiquette. Disgusted with how he observed people networking in business circles, Black Enterprise magazine president Earl (Butch) Graves, Jr. wrote in his monthly letter to readerss about networking etiquette in its latest issue (http://www.blackenterprise.com/). He says too many professionals practice what he called "drive-by networking," where in business or social settings, they introduce themselves, shake hands, slap a business card in his palm, and then move on. After such a swift "drive-by," he asks himself what he should do with the card; he mentioned how some men have approached him similarly while he's in the men's room.


Graves says too often when people attempt to "network" with him, they fail to follow up or don't follow up courteously or promptly. He says, too, that many professionals haven't learned how to maintain relationships outside the networking conferences they attend, nor do they see opportunities to network in certain social settings. In the issue, Graves makes suggestions on how people can be more effective, less callous, and perhaps more diplomatic the next time he's in a men's room.


2. On the Shelves. The flurry of books that try to chronicle or summarize lessons learned from the financial crisis continues. The latest flood includes "Too Big to Fail" (by New York Times writer Andrew Sorkin), "The Big Short" (from Michael Lewis, best known for "Liar's Poker" and "Blind Side"), "On the Brink" (by former Treasury Secretary Henry Paulson), "The Quants" (by Wall Street Journal reporter Scott Patterson). There are even more.


"Too Big to Fail" was published last fall, while the other books entered the marketplace within the past month. Lewis' book (featured also on CBS-TV's "Sixty Minutes") is already a New York Times best-seller, while Paulson's book will likely follow behind.


Many in financial circles are talking about the books. Some are actually reading them. Some deal-doers, bankers, traders, analysts, and researchers are probably sneaking peaks to see if they are mentioned, to see how colleagues or senior managers are portrayed, or to see if the authors were able to "get it right" in explaining the hodge-podge of CDO's, CMO's, CDS's, TARP, etc.


Sorkin's book "Too Big to Fail" is a long, day-by-day narrative of the events of late 2008, focusing on the collapse of Lehman, while changing the scenario occasionally to describe what happened at AIG, Wachovia, and Merrill Lynch. He handles adroitly the minutiae and gory detail of withering financial institutions and tells the story as if it's novel of suspense, although we know the ending.


What fascinates is not necessarily his command of all facets of the crisis, but his insider's knowledge of what happened behind closed doors, on cell-phone conversations, in car rides on FDR Drive, or on a walk over to the Federal Reserve building. How was that possible? And who are his sources? Once you get beyond that, it's an quick read of decision-making inside the doors.


If you examine the large cast of "characters"--Paulson, Geithner, Lewis, Barnanke, Willumstad, Mack, Kindler, Braunstein, and dozens of others--you notice that while the financial system was on the brink of collapse, few making decisions behind those doors were people of color or women. (Stan O'Neal from Merrill, Erin Callan of Lehman, and the FDIC's Sheila Bair have minor "roles" in the book).

3. Goldman and Greece. For many days in February, markets, market-watchers and analysts studied and reported on the debt crisis in Greece. Markets reacted and then bounced back when the rest of Europe promised to assist Greece.

Amidst the chaos, Goldman Sachs climbed into headlines after it was learned that the investment bank had advised the country on certain "currency swaps" that permitted Greece to borrow funds, but not report the transactions as debt. Once again, all eyes were on Goldman and many peer firms to determine whether the firm had intentionally (and illegally) helped its sovereign client to hide debt from outsiders. Yet the events forced finance types to revert back to texts to figure out how currency swaps can be funding transactions, to find out what the accounting rules permit, and to detect if these activities were properly described as off-balance-sheet activities in footnotes.

In recent weeks, in finance circles, fury around the topic has dwindled, partly because market-watchers have focused more carefully on Greece's plan to emerge from the crisis, the impact on other countries, and possible assistance by others in the European Union.

The topic has also receded partly because of the hot topic below.

4. Lehman and Repo 105. All across the globe, finance people learned from a bankruptcy investigative team that Lehman Brothers might have been hiding liabilities from its balance sheet. In the year or so below its collapse, the firm needed to show it was well capitalized, had ample cash to manage daily operations, and was not excessively leveraged.

It wanted to prove to creditors, counterparties and investors that it had a sturdy balance sheet. The team found out--to everybody's surprise--Lehman had engaged in transactions it called "Repo 105." This accounting maneuver permitted it to erase substantial amounts of assets and liabilities and show, therefore, lower leverage and a healthier balance sheet.

The transactions were typical broker/dealer "repo" loans ("repurchase agreements"). Financial institutions routinely borrow short-term funds in "repo" markets and pledge marketable securities as collateral. Lehman decided to interpret accounting rules to its favor by using "Repo 105" to avoid showing the borrowings on its balance sheet.

Accounting rules, in fact, permit some repo transactions to go off balance sheet. With the issue now a hot topic, many are asking questions; investors, counterparties, and creditors are considering taking action (whatever that could be toward a company in bankruptcy): Did others do the same thing? Did Lehman intentionally mislead outsiders? Is its accounting firm (Ernst & Young) responsible in any way? Who know what when at Lehman? (Lehman used "Repo 105" in the U.K., but not in the U.S.)

The topic, hot right now, will stay warm over the next few months, as investigators, counterparties, and investors figure out what is permissible, what is illegal and who is responsible.

5. Volcker Rule. A year later, after initial proposals by the Obama administration, financial institutions, markets and the public at large still await the impact of new financial regulation.

In one corner of Washington, an inquiry panel was formed to dissect the crisis, determine its specific causes and make recommendations in the way a team did so decades ago after the Great Depression. (Consortium alumnus Desi Duncker has been hired to work on the panel. The Dartmouth graduate previously worked at the Goldman Sachs and the U.S. Treasury.)

In other corners, the administration prepares to unveil details of regulation we've expected for some time. This includes the so-called Volcker Rule. The rule, still under review and contemplation, would prohibit deposit-taking insitutions from engaging in certain proprietary-trading, hedge-fund and private-equity activities--similar to the way banking had been before laws changed in the late 1990's to permit commercial banks and investment banks to do some of what the other does (trading, lending, underwriting, deposit-taking, etc.).

The rule, most say, will have most impact on firms such as Goldman Sachs and Morgan Stanley, who in 2008 became bank-holding companies (regulated by the Federal Reserve) and who, if the rule becomes law, may decide in the months ahead to revert back to becoming securities holding companies (under the auspices of the SEC).

____________

It's late March now. Some of the above will continue to be hot items, the stuff which finance people in interviews, in boardrooms, in client meetings, in corporate presentations, in social settings, and in finance blogs are bantering about. By June, some of the topics will fade, as new issues will take a seat at the front, and where it's expected that everybody will need to be up to date on, if not an expert in.

Tracy Williams






























Financial Regulation, Volcker rules

Thursday, March 18, 2010

Coaching for Finance Executives


JPMorgan Chase CEO Jamie Dimon often discourages the bank's use of executive coaches. Employees, he says, should be coached by managers, not outside consultants. Competent managers should guide professionals, give them career advice, polish their strengths, transform their weaknesses, and help them become business leaders. If managers were doing their job, then there wouldn't be a need for executive coaches, he has said many times.








But at many financial institutions, plain and simple, some senior managers do it, and many don't.






There are many reasons. The pressures, workloads and tasks senior managers are burdened with get in the way of a requirement that they develop talent and advise experienced personnel on career paths. With budgets to meet, deals to do, revenue objectives to reach, risks to manage, investments to make, research to do, and a harsh, unrelenting work schedule--they don't make it a priority to develop staff for the long term. Some do; many don't. Most want to, and just about all think it's critical. Yet often, it doesn't get done consistently.








When senior managers can't perform these roles, in recent years others have stepped up to fill the gap. Mentors fill that role informally in some ways. And executive coaches or career counselors do it in other formal ways.








Some finance executives who have long-term ambitions and who pursue a track to senior management have sought help from such coaches. Some institutions offer such services internally in career-advisory programs or by hiring select coaches to advise experienced staff in a specific area for a defined reason. An institution may ask a coach or counselor to prepare an executive for a more complex managerial role, to assist him/her in making more polished presentations of complicated material, or to help in developing staff.




These coaches help professionals decide where they need to improve to advance to another level or what they need to do broaden skills or make themselves known within vast institutions.








But there comes a time when professionals seek advice externally on their own and will go outside for assistance from a consultant, a career counselor, or an executive coach.








How can executive coaching help the finance executive?








A coach or advisor can help develop a long-term career plan, one that can be tweaked and adjusted flexibly. Many these days help the professional create a "personal brand," a "buzz" or a persona that helps him/her separate from the pack or distinguish from the rest of the crowd.








Coaches like to assess strengths and weaknesses. They will likely try to polish strengths, attach those strengths to the "brand," and help executives manage through weaknesses.








Most coaches help executives focus on specific roles of leadership--meeting presentations, deal negotiations, client interaction, client presentations, speeches to large groups, board-room presentations, managing conflicts, or managing large departments. Again, how do you shine and separate yourself from all others? How do you conduct yourself in each of these scenarios with confidence and self-assurance? How do you close the deal? How do you get clients to warm up to you? How do you present your annual business plan to a senior-management team?








Coaches are probably most helpful in determining a game plan for middle-managers to grow into senior managers and for senior managers to transform into accomplished leaders. How can a Vice President become a Managing Director? How can a Team Manager become a Department or Sector Head? How does the Head Trader become the Industry Head? How does Sector Head become an exceptional, proven business leader?








Should she take on an international assignment? Should he get more experience in a marketing role? Should she show she can shine in a major revenue-generating group? Should she take time to learn more about a new product? Does he need to improve how he interacts with peers or presents a budget proposal or client review in a large meeting? Could he enhance he appearance or improve how he communicates?








Even Dimon will admit today that after his 1998 ouster from Citi, he benefitted from coaching, advice from elders, and periods of self-reflection before he resumed his career at BankOne and JPMorgan. And he benefits from a counselor who taps him on the shoulder to remind him not to lose his cool in a presentation on the financial crisis in Washington. (Still, he challenges managers to act as everyday executive coaches.)








Consortium alumnus Shayna Gaspard runs her own executive-coaching and professional-development firm, Brand You Consulting (http://www.brandyouconsulting.com/). Her background and experiences are in marketing--most notably in brand marketing at Coca-Cola. Yet she thinks finance executives, too, can benefit from professional guidance. She has worked with many finance people in transition in the past.








Her company tries to help executives "take control" of their careers in several basic ways and with an emphasis on the self-brand. BrandYou Consulting helps executives "present (themselves) as more than the sum of (their) experiences, provide others with a clear understanding and appreciation of what is (unique about them), and position (themselves) to be 'top of mind' for opportunities (they) seek."








Shayna developed a five-step model, the ADEPT process, and uses it to help clients create that brand. Brand You Consulting provides services to students, professionals in transition, and professionals aspiring to senior management. (Those interested in her services can reach her via her website or CFN.)








She has an advantage with those in the Consortium community. She shares a common background with many alumni and friends--having been an MBA student (at Emory) and having launched a career at Deloitte Consulting and Coca-Cola.




Shayna is eager to learn more about what finance professionals seek in the short- and long-term. She can fill the gap when internal guidance within financial institutions isn't there or isn't performing up to par. She has tools, she says, that will permit young finance executives to take steady steps to levels of senior management and substantial responsibility.








Tracy Williams




















What is an Elevator Pitch and Why is it Important?

The Elevator Pitch is a term that is bandied about often. But what is it? Is it actually something you would quickly say to an executive as you were going up in an elevator together? Well, yes and no. Your elevator pitch is your quick personal selling/request statement. It might be used if you were riding in an elevator with Bill Gates; however, there are many more likely uses such as cover letters, email introductions, mentor requests and introductions at career fairs. The elevator pitch is so important because it is the first thing that people ever hear / read about you. Even before your resume gets in their hands, your elevator pitch sets the stage for why they would spend the time to look at your resume, which leads to the interview, which leads to the job offer.

So how do you structure an elevator pitch so that it works so well in all of these different forms? Think of your elevator pitch as a foundation on which all of the communications mentioned above are built. It is similar to the flat slab at the base of all lego building sets. That base is the same whether you are building a house, police station or office building. The key to your elevator pitch is to get the foundation right.

Here is how:

The pitch should be short.
The base of your pitch should take no more than one (1) minute to recite or 200 words to write

The pitch should include the following:

1) Who you are plus a credential
You should think of your credential as either something that differentiates you from you peers (e.g. varsity basketball player, army lieutenant, Rhodes Scholar) or something that establishes a relationship between you and your audience (e.g. graduate of same college, member of same sorority, from the same home town).

2) A specific objective
Get to the point quickly about what you are looking for or how that person can help. There is no need to soft shoe around your objective; however, your objective should be something that the person can directly facilitate either by making the decision him or herself or connecting you to someone that can get you closer to that objective.

3) How you have demonstrated your interest
There is a difference between "communicating" your interest and "demonstrating" your interest. When you demonstrate your interest, you give examples of things that you have ALREADY completed or committed to that illustrate this interest. Don`t just say that "I have always want to be an doctor". You should be able to say, "I have taken pre-med courses". If you haven`t done anything to demonstrate your interest, which might be as simple as talking to people with an expertise, then start doing something!

4) Why you are qualified
This is your chance to communicate what makes you someone that your audience should consider helping. People typically like to help those that they feel will be successful in the process. There are a couple of things you should think about when highlighting your qualifications:
- industry relevance
- leadership
- expertise
- pedigree
- impact

5) Give the person two options on how they can assist
This is an old sales trick. Always give two options. A person will often flatly turn you down if you give them one option, but if you give them two options, then they often commit to one of them. This is different than communicating your objective. As I mentioned above, the objective is the end goal; here you want to communicate how the person can help you in the process that leads to that end goal.

Let`s take an example:

Dear Mr. Miller,
My name is Josh Paul. I am a graduating senior from Davidson College. I am looking for an internship in a law firm this summer. I have had a strong interest in the law since I first enrolled in college and have participated in several seminars of constitutional and corporate law. Although those seminars were ungraded, I have maintained a 3.4 GPA while also participating in several extra curricular activities including the Pre-law society. If your firm offers internships, I would appreciate an introduction to the people in charge of that program. Alternatively, I would appreciate the opportunity to give you a call and/or meet with you in person to discuss your career path and how I might find opportunities within the legal profession.

This example could be used as in email introduction, cover letter, conversation or even in an elevator. Notice that all five elements outlined above are included; and, the entire pitch is under 150 words. This does not mean that your conversation, email, or cover letter would only include this text. You might also include how you were connected to this person or why you are interested in his particular company, but this is the perfect foundation from which to build.

Camilo

Tuesday, March 16, 2010

CFN On Campus: Spring Fever




With the anxieties of a tough recruiting season behind them, MBA students at Consortium schools can now get to do exciting things. They can explore other business interests, try something new, take the course they had dreamed of taking when they applied, or study abroad, even if just for a few weeks.

For most first- and second-year students, recruiting is in the middle of the fourth quarter. Many students are still scrambling to decide where they will be in June. Some have options and have to make tough decisions. Some have moved on to Plan B and are happy about that. (In early February, only 13% of Yale first-students had firmed up internships.)

Springtime approaching means, too, that students can focus better on special interests. And across the country, Consortium students have taken advantage of opportunities b-schools offer them.

Several Consortium students participated in the 2010 Executive Leadership Council case competition. This year, students were asked to develop a business strategy for a small organization to expand an online math-education project from serving 8,000 students to over 1 million. Students from over 50 joined the competition (in its ninth year) to compete for academic scholarships, sponsored by Exxon Mobil.

Last week, the top three teams journeyed to Fairfax, Va. for the finals. A team from Michigan-Ross took first prize, and a team from Dartmouth-Tuck (featuring five Consortium students) earned third place. (Michigan also won the competition in 2005 and placed second in 2008.) "It's been a ton of fun," Tuck Consortium student Denzil Vaughn said.

At Michigan-Ross, first-year students are immersed in a special program that permits students to get involved in real business projects around the world. The program is known at Michigan as "MAP"--or Multidisciplinary Action Program.

In 2009, MAP programs took students to Turkey, Brazil, Spain and India and included some non-profit activities. Consortium student Frank Echevarria this year, for example, is in Peru and will later be in the Amazon region to do strategic analysis to help a local company open a new eco-tourism lodge. "The company's long-term vision is to increase tourism in the area to deter increased de-forestation," he said. Students present their analysis and findings to sponsoring companies, as well as to Ross faculty.

Consortium school Yale scored a coup in January when it announced its new dean, Edward Snyder. Snyder was at Chicago-Booth for nine years, but decided to his next step should be in New Haven. After a sabbatical, he will start at Yale in 2011, just in time, too, to lead the school's construction of a new campus site. (See picture model above.)

Tracy Williams