Forbes Coaches Council is an invitation-only organization for successful leading business and career coaches. In this spotlight series, we profile our incredible members and share their advice with you.

Joanne Meehl is the President at Joanne Meehl Career Services LLC. Joanne helps professionals market themselves for their next role by teaching them how to communicate their value in the market. Ultimately, she helps clients build a career rather than simply chase a new job.

What inspired you to become a coach?

By the late 1990s, I could see that the job search was becoming more complex — more data- and technology-driven — with less direct contact with actual hiring managers. It was no longer good enough to wait for openings to appear online, which had not been a good approach for a few decades anyway. Networking was also now way more than “informational interviews.”

Those searching for jobs, even at leadership levels, had to learn how to navigate this new process. I could partner with them to show them how, and since then have helped incredible people land the work they want.

What one piece of advice do you find yourself relying on most? Why?

“Tell your success stories.” Candidates who show proof, who show examples of how they’ve been successful and can carry that success to a new place, win the best jobs.

Too often clients, even those at the most senior levels, don’t see all the amazing things they have to offer. I love showing them what I see in them — the value that they have that they cannot see for themselves. When they see this and tell their stories, you know they can go far.

What is the biggest hurdle your clients face? What advice would you give others struggling with this issue?

The biggest hurdle, especially for candidates who remember the days when one could just walk into HR offices and apply on the spot, is understanding the often-flawed hiring systems in place today. Not only the technology, but the pace at which things move, and the layers of tasks that build up almost hourly for hiring managers and recruiters.

My advice: Know that those hiring candidates are overtasked and do not have much time. So keep all communications clear and short. Also, line up way more possibilities than you think you’ll ever need — because you will probably need them all.

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