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This post isn’t about how to negotiate compensation – it’s about changing your perception of what this word means and what other things are included in an overall package. Fair market value in your compensation is important – after all, if you don’t do a good job now in the negotiations, you could be setting back your total life time earnings with a low-ball offer that you accept. With ever-rising costs and a tumultuous health care market / exchange, anything an employer can do to cover a portion of health care expenses means more money in your wallet. Health club memberships are often tossed into compensation packages with a two-fold purpose – give active employees a great place to work out while also encouraging behaviors that keep health care costs lower.

This particular bad behavior of pushing the employees into harm’s way happens when things are going bad. It should be the exact opposite – letting the limelight fall on employees other than themselves when great things happen, and then stepping forward when things aren’t so rosy in order to take the heat off employees. They don’t stop to think about the impact they are having on the organization, and that’s another reason why leaders fail. Other reasons why Bosszilla is an example as to why leaders fail is when the chips are down, they won’t admit that they messed up.

And if you aren’t quite there yet, I would suggest that you proactively ask for stretch assignments and professional development that can help you get there. So let’s say you are a sales manager who really is doing a lot of management, training, and goal setting, which are normal responsibilities of a director. As long as you have that in your background, it’s time to put SALES DIRECTOR at the top of your resume. And here’s the trick to also help you make the pivot to the next job level: under your current employer and after you list your current official job title, put in parenthesis (equivalent to: Sales Director).

But sometimes, no matter how much you are in love with a potential job target, there just isn’t a business case to hire you for it because you simply don’t have the chops. So what I urge clients to do when they are faced with this scenario is to take a good, long look at their background and then go line-by-line in the description of the job target, asking themselves, We can work with their background to parse out the most relevant aspects, but the rest of the work is yet to be done… either through skill acquisition, training, internships, or more of entry-level position to gain the fundamentals in the new direction. Having a realistic approach in whether you are in LOVE with a job target and qualified, or simply in love and NOT qualified is critical to determining your next steps.