Developing yourself as a leader isn't easy; behavioral change is hard, time-consuming, and frustrating. However, removing the five most common roadblocks to change can make your path to self improvement better:

  1. Take ownership. If you don't think you can change, you can't. Believe in your ability to change and take ownership before getting started.

  2. Be patient. Positive, lasting results take time, usually 50% to 100% longer than most people initially think.

  3. Accept difficulties. Real change takes real work. When setting out, be prepared to face challenges you didn't anticipate.

  4. Refuse to be distracted. Something more important will inevitably come up. You need to make your development a priority and refuse to let distractions divert your path.

  5. Maintain. Once you've started to see traction, don't declare victory. Sustainable change requires maintenance over a lifetime.
Do you give up too soon?  Do you have tips on following through with change? I'd love to hear from you. Please syour comments.

(Marshall Goldsmith
is a world authority in helping successful leaders achieve positive, lasting change in behavior. Dr. Goldmith's 24 books include “What Got You Here Won't Get You There” an NYT best seller and WSJ #1 business book. He has been recognized as one of the world's leading executive educators and coaches inBusinessWeek, the Economist, ForbesandThe Times of London.)


In today’s market, the salary question is coming up with increasing frequency at the beginning of the process.   Yes, even during the phone screening so which can sabotage your chances of moving ahead in the process should you not be prepared.  Being prepared and able to answer the salary question in all its potential iterations, communicates a level of professionalism that could set you apart from others.

The key to nailing this topic is to be prepared, to listen well to the question being asked and to only share what is required.  Additionally, avoid getting into a negotiation about compensation until you have a written offer which you have had time to evaluate appropriately.

Be prepared.  Most important will be to know what your past two W2 Forms read.  This will lay the foundation for fact-based answers to some of the potential questions you may encounter throughout the process.  Furthermore, when you land the job, the potential employer may request copies of your W2s to ensure that the salary information you shared during the interview process was accurate and truthful; this is occurring with increased frequency and is not at all unusual in today’s competitive market.  

Listen and do not communicate more than what is asked.  As an example, if the interviewer asks what you made in your last position it is probably not in your best interest (with some exceptions) to break down the various components of the cash compensation unless asked.  Avoid volunteering information if not asked.

While you should be authentic and develop your own answers to the salary questions, below are sample questions and answers to help you prepare.  The questions are listed in order of increasing difficulty and complexity with the more straightforward questions shown first.

Q. “What is your current salary/was your salary at your last job?"

A - "It would be very difficult for me to compare my last salary with this position for various reasons – primarily because I don’t have enough information about your whole package. I’m sure we can discuss this subject and your entire package before an offer is made.”

A - "It might make sense to talk about the role and then about the entire package as related to the role.  In my last position, I took less salary in exchange for the opportunity to own a share of the company and of profits.  We would probably benefit from evaluating the entire package you offer before comparing the two jobs or salaries."

A - “My last W2, which was for 2008, read $120,000 in earnings.”  (If you are unable to postpone the topic and if pressed for a number.)

Q: "What are your salary expectations?" or “What do you expect in the way of salary?”

A - "If possible, I'd like to have that conversation a bit further down the road, once we have a chance to talk in greater depth about the opportunity and position.  My main focus is to get a better sense of the challenges you face as an organization and, more specifically, within your group, and to talk about how I might be able to deliver value and help you work through those challenges and be successful.  Maybe you could tell me what is budgeted for the position, and how your overall compensation structure works." 

A - "At this stage in the conversation, I’d like to focus on what most important which is fit and role.  Once we determine that both the fit and the role are aligned, it would be great to talk about salary.  Salary is not the most important factor to me, as I'm looking for the right overall opportunity." 

A - "I’d like more information about the position before discussing salary. Can you tell me if you have a range budgeted for this position?"

Q. "What salary range would you require to accept an offer?"

A - "From the research that I have done it appears to be in the $80–90,000 range.  Is that the range you had in mind?" (If you are unable to postpone the topic and if pressed for a number.)

A - "Based on my previous experience and education, as well as on the research I’ve done, I would like to be in the mid to high 80s. Is that a range that fit with your compensation structure?" (Again, if pressed for a range.)

A - "I would love to learn more about your compensation structure and overall package, including the frequency of salary reviews/adjustments  first.  Could you provide me with more information on that?" (Pushed the conversation to the interviewer.) 

Q. "Would you consider taking less pay than you made in your last job?"

A - "I would really like to know more about the opportunity and the overall package before answering that question.  You may offer benefits or non-cash compensation that my last position did not and vice versa, so as much information shared would be helpful."

A - "While my focus in the next chapter of my career is not money, it is important to me that I be fairly compensated for the work I do.  I would be willing to listen to a fair offer based on the value I bring to the position and challenges you face, by the way of my level of experience and education."

A - "Opportunity is valuable to me.  I am always willing to look at the bigger picture.  I would want to be paid according to what I bring to the position, but am willing to be somewhat flexible as long as the economics make sense."


Welcome to our first post!

We've been through some great growth and, as a result, have moved into new offices, conveniently located in the heart of the Chelsea/Flatiron district at 33 West 19th Street on the 4th Floor, between 5th and 6th Avenues. 
Easily accessible and close to Union Square, the West Village, Madison Square Park, Midtown and the New Jersey Path Train, our new location offers a spacious reception area, a fully stocked kitchen, TV and lounge, private offices and fully wired conference rooms.  We are very excited to offer this space to our clients. 
Other news is that we are holding three upcoming workshops that should not be missed given the challenging employment market.  With our new conference spaces, we are now able to share our proven best-in-class approaches to career transition and management in a highly cost-effective way.  
The three workshops we are offering on July 21 will be led by Colette and will include the following topics:
11:00am - 12:00pm: CAREER SHIFTING I
1:00pm - 2:30pm: EXECUTIVE RESUME

Group size will be capped at 8 to ensure a good balance between personal attention, interactivity and valuable group input, so sign up is required to ensure small group size.

Is this for you?  For someone you know?  The workshops are targeted to anyone who: in career transition.  Whether in the initial exploration phase or in the very focused tactical stages, shifting or interested in remaining in the same industry or function, these workshops will be of incredible value to those who need to jump-start their search as well as to anyone who needs a smarter, more strategic and highly effective approach to managing their search.  Clients working with us land 25% faster as compared with those who do not. gainfully employed.  Highly valuable to those who want to proactively and effectively getting their materials together for better career management.  Clients working with us exhibit greater confidence in their current roles and are promoted more quickly as compared to those who do not.
Attend one, two or all three.  Gain access to highly valuable strategies and tactics, and leave with course materials which include guides, resources, worksheets and templates.   
Email Colette at for additional workshop details.

Be sure to email or ring to reserve your spot!  We're looking forward to a great day!