A critical blind spot in the executive job search

By Jeff Altman, Big Game Hunter

EP 3082 You are a successful executive—self-reliant, independent—but these strengths can also be used to your advantage greatest responsibility In the high-stakes job search. Getting to the top is one of the biggest projects you’ll ever undertake, but even the most accomplished executives can get stuck. Critical blind spots.

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OK, moving towards a senior position. This is one of the largest projects you will undertake. But here’s the thing: There’s a critical blind spot.

Even the most successful executives make one mistake that can derail the entire thing. So, in this explanation, we will explain in detail what this error is and, more importantly, go through an effective method to ensure that you avoid it. Tragic mistake.

I mean, that’s a pretty loaded phrase, right? The source uses it for a reason. The cost here is more than just your career. This small misstep can have a serious impact on your finances, your motivation, and even your mental health.

So what is it? What could possibly derail such a high-stakes job search? Let’s get started. The irony is, you know, this mistake didn’t come from weakness. It actually comes from a power.

The exact same self-reliance and independence that got you into the C-suite, well, that’s probably going to be your biggest liability when you’re looking for your next role. That’s it. The biggest mistake you can make is trying to handle the complexity of a senior job search alone.

It’s just that I have this mentality, but it goes to very dangerous extremes. Because in a search like this, going it alone is a bad strategy. Now, you might be thinking, wait a minute, I’ve managed huge, complex projects my entire career.

Why is this any different? Well, the difference is that the price you pay for isolation during your job search is uniquely damaging and you don’t realize it until it’s too late. It really starts with the nature of the search itself. Just lonely.

This isolation starts to take a toll on your mental health almost every time. It leads to stress, self-doubt, and that’s the real problem. This emotional toll directly hurts your chances of success.

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It reduces your chances and just slows everything down. So if isolation is the problem, the solution must be structured support. We’re talking about more than just asking a random friend for a little help.

No, this is about formalizing what sources call your personal advisory board. This is more than just a group of friends. Think of it as your own dedicated feedback environment.

The most important words here are trust and support. It’s your personal brain trust, strategic advice for the most important step in your entire career. So how big are we talking about? Well, the advice is really specific.

Five to seven people. This isn’t just some random number. This is the strategic sweet spot.

It’s large enough to allow you to get different perspectives and avoid groupthink, but small enough to stay manageable and intimate so everyone can truly stay engaged. And there’s a hard ceiling. ten.

Absolutely no more than ten people. Once you get past that, you don’t really get any more insight. You just downplay the feedback.

The point is to engage deeply, not just superficially report. You want quality input, not just a long list of names. Who do you invite to join this committee? These standards are actually very simple, but they are powerful.

You are looking for two types of people. Trusted peers who truly understand your world, and proven mentors whose wisdom you can draw from. But the one thing they must have in common, the absolute basis of the whole thing, is a deep, genuine trust.

Well, this next part is very, very important because there is a huge misunderstanding about what you are actually asking these people to do. The ability to correctly fulfill the true mission of the board of directors is the key to the success or failure of the entire strategy. here it is.

The most critical distinction you can make. Their job is not to find you a job. This is a transactional requirement, and it puts a very awkward strain on the relationship.

No. Their true mission is to be a strategic resource. To give you ideas, make some great introductions, share some market intelligence, and provide you with completely honest feedback you won’t get anywhere else.

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It all comes down to this. You’re not asking them to do the work for you. As the source said, you just keep them informed and invite their thoughts.

See how this changes things? It changes the entire dynamic from transactions to strategic partnerships. Trust me, this changes everything. So when you build this committee and manage it the right way, it becomes more than just a job search tool.

It becomes one of your strongest and most resilient career assets. Not only will it support you through this transition, but it will support you in the years to come. So how to get started? It’s a very simple three-step process.

First, you shortlist those trusted colleagues and mentors. Second, you formally invite them. Call it a personal advisory board for your career development.

Make asking just as important. Third, and most crucial, you get them involved. You keep them informed, you ask for specific feedback, and you always, always respect their time.

Look, if you only take one thing away from all of this, it’s this. Don’t try to solve this problem yourself. Sure, you’re an expert in your field, but you don’t have to be an expert in the job search process.

The smartest move you can make is to bring in the wisdom of others. This does bring us to the final and most critical question. Your next career move is your most important project.

So, take some time to really think about it. Who are your board members?

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