Hi everyone welcome back to Top5 brought to you by DefineTalent. We are an impactful results driven service working with clients to connect them with quality talent, as well as make an impact within the recruiting industry. We talk straight about today's professional world with real world professionals, experts in recruitment, job seekers and business owners alike. Have a question for us send it in and you might spur our next conversation. I'm Tara Thurber, Director of Talent Innovation.
And joining me today is Stan Brajer, to discuss his top five tips for job seeking Gen Xers. Stan is an industry leader with 30 years of dedication in the sports and fitness field with a consistent track record yielding lucrative strategic plans, successful branding campaigns, and developing concrete sales management teams. Hey, Stan, how are you today?
I'm doing well, Tara, How about yourself?
I'm doing good. Thank you. It's um, it's a pleasure to have you on our podcast today, I'm really excited to get to dive in a little bit about your experience, your background, and then get your ideas on some Top5 tips for the job seeking Gen Xers right now.
Sounds great.
So tell us about building a brand from the ground up.
So I think especially in the sports and fitness world, it's all about authenticity. You know, there are some brands that you know, they try to be authentic and realistic. But the brands that I think are successful long term number one, really take ownership of their the equity in their brand, because at the end of the day, all you really have is the equity, the brand equity. And some some brands take that
more seriously than others. In sports and fitness world, it's really all about organic growth, you know, you can go you can go wide in your distribution strategy and your marketing strategy, but you won't be around that long. But if you want to, you know, plant the seed, and do it organically and build it and have a long term strategy, I think you're going to be a lot more successful and your brand is going to stand the test of time.
Yeah, I couldn't agree more with you. It's and it's crazy, you know, the word authenticity comes up so often lately with people that I'm speaking to, and specifically, you know, just kind of looking at the sports industry during COVID in and the crazy ways that people and leaders have had to pivot. It's been, um, authenticity is really important in order to grow a brand. Digitally is specific, especially I guess I could say, right, right.
Yeah, no, and if anything, that COVID the pandemic has really exposed a lot of that. So you pivoting, you know, obviously, you know, to continue your, your growth or to mean, you know, remain relevant, is really important. You know, it was it was already heading, you know, accelerated process toward toward a digital, you know, slash eecom world, the pandemic just accelerated everything.
Amazing. And, you know, and I feel like the businesses that are thriving now are the ones that will continue. And then the ones that were not authentic are not really, you know, walking the walk and talking the talk those ones, those businesses will kind of go by the wayside?
Absolutely. Yeah.
So let me ask you, with over 30 years of experience, do you even Do you ever feel like you have too much to say?
You know, it's really ironic, because what I've learned over the last year is, you know, obviously, our industry is really relationship driven. I think even more so than a lot of other categories
or business segments. And, and, for the most part, those relationships hold up and they mean something at the end of the day, you know, you still have to be profitable, if you're running a business, I always joke with my sales team, any organization I've been with, if I have to tell you need to be profitable, you probably should be doing something else. That's, that's a given. But if that's your only goal, you know, just just to be profitable, make money, and you really don't want to contribute
to society. I don't I don't believe in my opinion that you're going to be successful long term. So that's been really
exposed over the last year. So you know, in my particular case, if I didn't have the relationships that I've developed over the three decades, you know, where I can pick up the phone and call somebody and get get feedback, you know, on on a on a strategy on an organization on a platform, you know, whatever it needs to be, you know, I have the ability because I've been fortunate that I've covered, you know, most of North America geographically, so I have relationships all over the
country and all channels and everything category I've, I've sold and marketed just about every category in the sports and fitness channel. So you know, you know, I, I have that, you know, that distinct advantage. And in addition to that, I've worn many hats. I was in retail for 13 years, I was an independent sales rep, I was a tech rep, right clinic running stores, and I did an upper management to the highest
levels. So I'm more well rounded than a lot of upper management, staff members and a lot of organizations.
Yeah, yeah. And do you? Are you finding too, when you're reaching out to new businesses, or when you're really trying to get yourself out there? Are you coming up against any walls? Or are you finding that is your resume hurting you rather than helping you nowadays?
It's a catch 22. Because at some, some cases, they're intimidated, you know, because of the level of experience, and, and maybe my management style, I'm not a micromanager, I really, I'm good a coordinated team and getting everybody to roll your boat in the same direction toward a
common goal. You know, I rely on my, my channel managers to put their expertise, you know, and then I'm there to support them and give them direction and guidance, but I don't I don't micromanage you know, I, I think a Steve Jobs, you know, you know, hire smart people, you know, and don't tell them what to do, you hire smart people, and have them tell you what to do, and really make the most out of the organization and get
everybody on the same page. So what I found, in some cases, what the biggest challenges, you know, some of the younger generation in our category, they think they know everything, and they don't want to put in the time that it takes to gain that reputation. And that credibility, you know, that, and that's a mutual respect thing, you know, you know, you give respect to get respect, it's,
it's a two way street. And, and some of them don't know, and everything, and, you know, the internet is good news and bad news, you have all this abundance of information, but it moves too fast. And sometimes it's too much information, and they want to move too fast, and they don't want to let it grow organically, you know, there's no shortcuts in, in our, in our particular industry, you really have to have a long term strategy to be successful.
And I feel like a lot of times, you're right, they are trying to find the shortcuts in order to get ahead, but then you can get burned a lot faster, right?
If you burn bridges in our industry, it comes back to haunt you. Because it is so relationship driven. And there was so much crossover, you know, I've never thought that, you know, I'd be heavily involved in wearables and technology over the last 15 plus years, I I came from footwear and apparel, you know, I was an old shoe dog and a runner for five decades. And then then I got thrust into the
technology category. And, you know, from, from the outside, people look at me in my background, and they think I'm the tech guy. But that's just a testament to my sales and marketing experience, you know, whatever category, the same rules apply to whatever I'm selling or marketing.
Now, having, having that overall well rounded character and background. Are you feeling as you're in the job market and job seeking? Are you finding businesses are passing by that overall, and they're looking for somebody that's more targeted? Or is it more the generalist and the overall fully rounded experience that a lot of companies might kind of gear towards, so they can get somebody that is wearing multiple hats rather than just one?
Well, under normal circumstances, I would say that, you know, they're looking for somebody more well rounded, but the pandemic has changed all the rules. Most of the companies that I've been, you know, I've been doing some short term consulting projects that I've been having a lot of discussions about, you know, joining, you know, full time in an upper management position, and they're being overly cautious because of
all the uncertainty. And I while I totally understand that, the thing that I'm trying to stress is, especially in our category is, once we get through this post pandemic, our category is really going to thrive because people are going to be really itching to get out and be active again. And that's the traditional consumer. But then we also have a whole new set of consumers that were not active before, but are being active.
You know, if you look at your neighborhood, people that are walking, riding a bike jogging, that never would have done it before, or doing it because they have this all this pent up energy and they're locked in the
house. So I'm cautiously optimistic that once we get through this, and we start to get back to whatever the new normal is going to be that we're going to have a new consumer in addition to the early adopter, in the traditional consumer, and we really, as an industry, you know, whatever the company is, whatever the product is, you have to prepare for that. And, you know, develop your plan now, to be in order to take advantage of that opportunity in that
consumer. If you wait too long, you're going to be behind the eight ball.
Yep, I think preparing for the unknown is is most important right now. Because, you know, there is so much unknown still to this day, that being able to be forward thinking and, you know, not being pigeon holed into one direction, but more opening the directions up in order to really think of the different ways that a brand can go is is super, super interesting and super important for businesses nowadays.
Well, it's going to be across the board, you know, sports and entertainment, the movie industry restaurant, every every category is going to be impacted. And it's not going to be business as usual, things are going to be different post pandemic. And if you have to adjust it, I know you're not going to be successful.
Yeah. In looking at within your industry specifically, have you ever experienced ageism? And if so, how have you dealt with it?
I'm currently experiencing it now. Just about on a daily basis. Because and it's I think it's more indirectly I don't think consciously doing it. But I'm one at one of the things that, you know, follow the New York Road Runners scenario, but with all the ethnic diversity and all the challenges, and not only age ageism, but you know, diversity, they're being really cautious there, too. And I think the pendulum is swinging too far to the, to the left now, where they're being overly politically
correct. You know, as far as ages and ethnic diversity, you know, the female versus male in management positions, you know, instead of going back to who's the best candidate for the position, no matter what your age is, what your ethnicity is, what your sex is, you know, what your political opinion is, you know, let's get back to, you know, who, who really can contribute to the organization to have you reach your goals, you know, and has the most well rounded experience, you know,
that you can bring to the table? And I think we're missing a little all that, that old school mentality.
Yeah. Yeah, there's, I mean, there's so much going on right now with diversity and equity and inclusion culture. And, you know, it's, it's like the highlight of so many different businesses out there throughout all different industries. And, you know, as you're going through this, so how do you get through that? If you're speaking now? Is it? Is it direct, it's more indirect? And then how can you get over those hurdles? Do you think?
Well, it's more indirect? Yeah, you know, and I'm actually using it to my advantage, because a lot of the young entrepreneurs that I've been discussing opportunities with, you know, I'm trying to, you know, ease them, I'm not there to intimidate them, I'm there to contribute to their organization, help them, you know, reach their goals and
develop their strategy. And in my particular case, I can save you a lot of time and money, if you just listen to, you know, what I have to say, because, you know, nine times out of 10, I'm not gonna say, 100% of the time, I'm right, but nine times out of 10, I'm pretty much accurate.
And I can go with my gut, you know, based on my three decades plus of experience, because I've made those mistakes before, and I'm trying to prevent this next generation from wasting all that time and money and making those mistakes, if you just if you just listen, and and I, you know, pride myself on being a big a good lesson or two, it's a two way street, you have to communicate and have a dialogue.
Yeah, that's, I think that's huge. And they kind of sparks you know, the, the young leaders, either bringing too much of their ego to the table or just moving too fast and not taking the time to learn to listen, it's more reactive. And, you know, I, you know, listening to you, it's, it's very interesting to think about as as a leader and speaking to somebody of your, with your experience, I'd want to know your tools and tricks to get
ahead. Because you've been there, you've done that, okay, so I don't have to go through those. I don't have to go through those, you know, air quotes, those failures or those those mishaps where you're going to everybody learns, right, everybody can learn from their failures, but a lot of times, you know, now, you've already had some had that experience.
So, you know, I think it's, it's only a plus when you look at it through a different lens, to see what you can bring to a company or bring to a specific organization to help them. Plan ahead.
Right now. 100%. I always use the analogy. I don't go to a meeting to see when the next meeting is I go to a meeting to set an agenda. Here, here's here's our plan a strategy, let's make some decisions implemented execute those, and then, you know, make the adjustments along the way. But I don't have the patience for going, you know, and because a lot of you know, younger generation, they want to justify
their existence. So let's have another meeting, you know, that's that that's just not cost efficient, and you're wasting time.
Yeah, meetings to have more meetings to have more meetings, where, you know, you come to the table, let's have this meeting, let's, let's create our to do list and and get it done. Right, exactly. What are what are the most difficult aspects of job searching within the athletic industry right now?
Well, right now, I think it's probably across all industries, but there are so many people looking for jobs, you know, more than ever, now, that, you know, you know, if, you know, if you don't have a contact person, or someone that you really can get to another organization, and you're just sending it into HR, you know, they've just looking at a resume, or maybe they're not even, they're screening the resumes, because they're getting 1000s of people applying to
these positions. So it's more, you know, more competitive than it's ever been. So that, you know, that's the good news and the bad news, because, you know, I know, I have, you know, an abundance of experience, but you're also against, you know, 1000s of more candidates than under normal circumstances. And then at my level, you know, the salary expectations are at the
highest level. Although what I'm trying to stress with a lot of organizations is now I'm more apt to being realistic in my expectations, and maybe I'm a lot more affordable than I would have been under normal circumstances. So maybe it's now's a good time to take advantage of my experience.
Right. Right. Which that makes sense to, you know, it's, it's like you taking advantage of the experience and the timing. But I can see that I mean, there is it's an over abundance of people looking. And so I understand, you know, job
searching is difficult. And, you know, being getting your resume, sending your resume, essentially into a black hole, you need to get creative on how you can connect with that hiring manager or get creative with how you can get, you know, even if it's a virtual phone call in front of somebody. So that makes sense.
Yeah, that's all my network comes in, you know, you know, and, and despite the fact that I have a really extensive network, in some cases, I'm still having difficulty getting to the decision makers.
I wonder why that is? Is it? Do you think it's just because there's more? There's more hands on deck? Or why do you think that is?
Well, yeah, some some of the organizations that I've been discussing, there's way too many layers, you know, I'm scratching my head and wondering how they're still in business with all the way and I can go, you know, I will share the companies, but, you know, if you look at, you know, their success rate and how their market share has eroded, there's no, there's, there's absolutely no reason why, if you look at the number of layers in their management system, it's, they're
all trying to justify their existence, it's way too much, they can't get out of their own way.
Right. Right. That's unfortunate. That's really unfortunate. So Stan, let me ask you, what is your best piece of advice for job seekers in their 60s right now?
Well, I, you know, I struggle with, you know, changing my style, you know, or my approach. And then I said, you know, what, I've been successful up to this point, you know, doing things the way I do things. So I said, no, i'm, I have to stick to what's right. And be true to yourself, you know, because I'm authentic and realistic. And, and people know, I mean, I'm a jersey guy, I'm direct, you know, and once you get to know me, they know,
there's no hidden agenda. And I'm always, you know, looking after the best interests of the organization, and how I can contribute. And I think I'm a good listener, you know, I'm a team player, but you know, at the end of the day, I'm also the team leader, and I try to, you know, get everybody, you know, rolling that boat in the same
direction. So just you have to be yourself and be authentic, like, like the brand, you know, any any brand that I've ever represented, I was always the end user, I could never sell on market, something that I didn't really believe in, you know, you know, so, you know, I wasn't, you know, your used car salesman type mentality, you know, that's, that's never been my
style. So I think the best piece of advice, just be true to yourself, you know, you know, it, you know, but, but also, you have to be that good listener, and you have to know, especially now you have to adjust, because things things are changing, you know, at an accelerated
timeframe. But, you know, also I one thing I learned, especially in the technology, space and the wearables over the last 15 years, you know, I have to really open up you know, if it's good to, you know, having some of your old school ethics, but I you know, you have to be middle road and then forward thinking and then tie all that together
to be successful. You know, don't be so set in your ways that you can't make, you know, adjustments and change, you know, because you know, I always to use the analogy of not broken, don't fix it, but if it's broken, it's broken. We need to, we need to change things. And we know change is painful, but you know, change for the right reasons is healthy.
Awesome, awesome. I love that and I love you know the be true to yourself and be authentic, you know, major core value in my world and in defy that to find talent. So I love that aspect. Just to recap, I just want to go through your your top five tips for our job seeking Gen Xers, I know, we kind of covered a lot of ground here, but what would be your top five overall tips for those job seeking Gen Xers out there today?
Number one, you know, be authentic picture yourself, you know, be a good listener, you know, a good communicator, it's a two way street, you know, you don't know everything, you really have to, you know, hear the other side of the story, you know, in order to improve the situation. In addition to that, you know, consistent consistency. And in my, in my particular field, it's just following up and doing what you say you're going to do. You know, and that's one thing I've
really learned to share. In a lot of cases, I can't even get people to respond. And I have this extensive that work and all this experience. I can't imagine somebody that doesn't have the experience and getting discouraged by not having people respond. So just you know, common professional courtesy, you know, and just following up and doing what you say you're going to do.
God, I love it. Stan, listen, thank you so much for joining us today. really a great great pleasure having you on the podcast and you know best of luck with your search. I'm, you know, we're here for you anything we can do, please feel free to reach out to us.
Thank you Tara. I really enjoyed speaking with you too. And good luck to you when you guys move forward in this 2021 transition.
Awesome. Thanks, Stan.
Okay, Tara say well.
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