In this week’s Media Daily News column, I answered the question “How do I find the best professional resume writer?”

Recognizing that there is a major surplus of resources available for resume help (and some better than others) and that it is a confusing and time consuming process to find the best writer for a particular executive’s needs, I turned to some professional resume writers to hear what they had to say about what makes a resume writer great and what to expect.

Here is a more detailed look at what one of my pro’s, Jane, had to say.

Jane Turkewitz, President and Founder of T & Jam Résumé Services

“The key to any business is to differentiate yourself. I have a niche and a specialty as a recruiter and I’m someone that has worked in the media business.”

Turkewitz is a contract recruiter in the media and entertainment industries as well as a media marketing veteran herself and she writes resumes for, you guessed it, media and entertainment executives (as well as cover letters, executive bios and more.)

She advises that finding a writer who knows your industry is the way to go, guaranteeing that they understand the skills and accomplishments you want the document to emphasize.

“The person needs to have credibility within the industry that you’re working in. You’ll see that I do blogging, have done seminars, and am involved in the media community,” she says. “If someone comes to me and has a background I’m not familiar with, I don’t want to do their resume. I think if people don’t understand the business they won’t know what questions to ask and they can’t do a proper resume.”

Additionally, according to Turkewitz,  the writer’s past experiences in the industry and years as a writer are as good an accreditation as any.

Many of the resume writers I interviewed agreed that certifications and accreditations from different associations shouldn’t serve as a writer’s only credential, but rather their depth of experience is a better indicator of their ability to capture your value on paper.

Once you’ve decided what you’re looking for in a writer, the next issue is where to find them. “The way people find me is through major job search sites and through trade organizations that publish information regarding their industries, but 90% of my business is word of mouth.” Other writers I spoke with agreed that most of their business was through referrals. Asking colleagues and friends for recommendations can free up some of the time you’d spend perusing hundreds of web sites.

Once you’ve got a few recommendations, Turkewitz has a few tips for what to look for in a website.

“Credentials are a big part of what people look for,” she says. “Reputable corporate backgrounds and an understanding of what hiring managers are looking for.”

“Asking for references is a good idea,” she adds. “The idea is to talk to someone that has a similar background to yourself. People have asked for samples of my work, and I’ve done that in the past.”

Asking a writer about their process will also give you some insight into their credibility, she says.

“I create a customized questionnaire for each client and tell them to prepare for meeting with me,” she says. “It’s their option to do it by phone or in person. Some just want to fill it out and send it to me. Once the client answers my questions, the resume should be back within a week at the most.”

“Look for the process that they use,” she says of choosing your writer. “Is it online only? How many times can they get revisions?”

For more info on T & Jam visit her website.

Check back in the coming days for more interviews with resume professionals from varying companies and backgrounds.

By Beverly Weinstein

There’s no shortage of resources that offer resume writing services. The challenge is how to choose the right one. For help navigating the process, I asked some professional CV writers, as well as large career sites for their advice.

Where to Start

Career Builders, The Ladders, Vault and even The Wall Street Journal, are among the major Web sites that offer resume writing services. These resources and others large ones like them generally outsource writing.

If you’re looking for an individual writer or a small group of writers, check with your friends and business associates for referrals. Reading blogs and articles on career advice will also net some recommendations.  In addition, there are at least six associations that offer training or certification programs. Standards for each vary, and they all provide lists of writers by geographic region or by specialty. Beware, the lists are long and may add to, rather than simplify, your choices.

Comparison Shop

With so much to choose from, don’t settle too quickly. Consider doing some comparison shopping. “Even if you like the first person you talk to, take a look at other writers as well,” says Louise Fletcher, founder of Blue Sky Resumes. “It’s important to make sure you have a rapport with the writer, and you like their style.

“This is a significant investment, anywhere from a few hundred dollars to a few thousand. More importantly, it’s your career, and you have a lot on the line. This should be a very strategic document,” adds Louise Kursmark, president of Your Best Impression.

Ask For Samples

“Resume writers should be able to show you samples of their work or have something on their Web site that gives an idea of their writing style,” says Barbara Safani, president of Career Solvers. Look at several samples to see if the person is using “cookie cutter” templates or if the resumes are unique and the writing is sharp. “Is the person writing clear messages and communicating value? Are they getting past tasks and talking about impact?” Safani asks.

Big career sites will also provide samples. The Ladders has a section on its site that features member testimonials and articles about their resume writing experience, explains Ware Sykes, director of Career Services.

Qualifications

Most of the pros I talked to advised that clients look past professional certification as the main criteria in choosing someone. Instead, evaluate the writer’s skills. Find out about his or her background. Was he or she in HR or working for an executive recruiter? How many years has he or she been writing resumes? Is this a part-time or full-time profession? If the writer can’t or is unwilling to answer questions about their background or if his or her site doesn’t convey a professional presence, that’s a warning signal to stay away.

Consider asking the writer for references from past clients. Check LinkedIn or the writer’s site to see if they have client testimonials.

Specialization

Some writers feel it’s crucial to have a background in the field they are writing for. Jane Turkewitz, president of T and Jam Resume Services and a former media-marketing executive commented, “If the writer doesn’t understand their clients’ business, they won’t know how to delve into their backgrounds and get the right information for a strong resume.”

Sykes agrees. “We pair clients with a writer who specializes in writing resumes for their field. A software engineer and a marketing professional have very different areas of expertise which means their core competencies and accomplishments should be presented differently.”

But not everyone saw eye to eye on the subject. “The strategy for writing is consistent across industries and part of the writer’s job is to probe and put things in context. A good writer should be able to write for people even if they haven’t been in their industry,” said Safani.

A spokesperson from Career Builders weighed in somewhere in between: “It really depends on the client and their background, as well as their job searching needs. As more and more job seekers look to transfer their skills to other industries in this tough economy, it can be helpful to have a more general skills-based resume than one that is specifically tailored to one particular industry.”

The Process:

Generally clients will have a preliminary phone conversation with the writer to discuss how they work and what to expect. Writers, whether they are affiliated with large career services or are individual practitioners, will often offer to give a free brief evaluation of the client’s existing resume. Most writers have contracts that specify what they will be delivering.

After they’re hired, the writer will provide you with a detailed questionnaire or have a lengthy phone interview with you. Many will do a combination of both. Be careful you’re not just working with a typist that will take your answers and make them look pretty. The interview should delve deep into your goals and interests and what you uniquely have to offer

It’s up to the client to be a fully invested partner in the process in order to produce the best results. You have to be willing to provide information. Expect to invest time in the process.

Time Line

Don’t call the day before your big interview and expect to get a professional resume. There was agreement that it should take anywhere from 5 to 14 days for the first draft to arrive. Resume revisions are expected and generally done as part of the overall cost. However, everyone puts limits on revisions in terms of how long you have to ask for them and how many they are willing to do.

Resume Length

General agreement was that resumes should be two pages, except for more junior or entry-level clients. “The resume should be long enough to contain essential information and not any longer. My almost unbreakable rule is not to exceed two pages. You have to match the attention span of people reading it. I’m always striving to get to the essential core,” commented Kursmark.

Cost

You should be able to get a quality resume for between $400-$600 if you’re a mid-level executive. If the price is below $200, that’s a red flag. A senior level executive should expect to pay between $700-$800. A C-level executive might pay up to $4,000, but that price generally includes some personal branding and coaching.

By Beverly Weinstein

There’s no shortage of resources that offer resume writing services. The challenge is how to choose the right one. For help navigating the process, I asked some professional CV writers, as well as large career sites for their advice.

Where to Start

Career Builders, The Ladders, Vault and even The Wall Street Journal, are among the major Web sites that offer resume writing services. These resources and others large ones like them generally outsource writing.

If you’re looking for an individual writer or a small group of writers, check with your friends and business associates for referrals. Reading blogs and articles on career advice will also net some recommendations.  In addition, there are at least six associations that offer training or certification programs. Standards for each vary, and they all provide lists of writers by geographic region or by specialty. Beware, the lists are long and may add to, rather than simplify, your choices.

Comparison Shop

With so much to choose from, don’t settle too quickly. Consider doing some comparison shopping. “Even if you like the first person you talk to, take a look at other writers as well,” says Louise Fletcher, founder of Blue Sky Resumes. “It’s important to make sure you have a rapport with the writer, and you like their style.

“This is a significant investment, anywhere from a few hundred dollars to a few thousand. More importantly, it’s your career, and you have a lot on the line. This should be a very strategic document,” adds Louise Kursmark, president of Your Best Impression.

Ask For Samples

“Resume writers should be able to show you samples of their work or have something on their Web site that gives an idea of their writing style,” says Barbara Safani, president of Career Solvers. Look at several samples to see if the person is using “cookie cutter” templates or if the resumes are unique and the writing is sharp. “Is the person writing clear messages and communicating value? Are they getting past tasks and talking about impact?” Safani asks.

Big career sites will also provide samples. The Ladders has a section on its site that features member testimonials and articles about their resume writing experience, explains Ware Sykes, director of Career Services.

Qualifications

Most of the pros I talked to advised that clients look past professional certification as the main criteria in choosing someone. Instead, evaluate the writer’s skills. Find out about his or her background. Was he or she in HR or working for an executive recruiter? How many years has he or she been writing resumes? Is this a part-time or full-time profession? If the writer can’t or is unwilling to answer questions about their background or if his or her site doesn’t convey a professional presence, that’s a warning signal to stay away.

Consider asking the writer for references from past clients. Check LinkedIn or the writer’s site to see if they have client testimonials.

Specialization

Some writers feel it’s crucial to have a background in the field they are writing for. Jane Turkewitz, president of T and Jam Resume Services and a former media-marketing executive commented, “If the writer doesn’t understand their clients’ business, they won’t know how to delve into their backgrounds and get the right information for a strong resume.”

Sykes agrees. “We pair clients with a writer who specializes in writing resumes for their field. A software engineer and a marketing professional have very different areas of expertise which means their core competencies and accomplishments should be presented differently.”

But not everyone saw eye to eye on the subject. “The strategy for writing is consistent across industries and part of the writer’s job is to probe and put things in context. A good writer should be able to write for people even if they haven’t been in their industry,” said Safani.

A spokesperson from Career Builders weighed in somewhere in between: “It really depends on the client and their background, as well as their job searching needs. As more and more job seekers look to transfer their skills to other industries in this tough economy, it can be helpful to have a more general skills-based resume than one that is specifically tailored to one particular industry.”

The Process:

Generally clients will have a preliminary phone conversation with the writer to discuss how they work and what to expect. Writers, whether they are affiliated with large career services or are individual practitioners, will often offer to give a free brief evaluation of the client’s existing resume. Most writers have contracts that specify what they will be delivering.

After they’re hired, the writer will provide you with a detailed questionnaire or have a lengthy phone interview with you. Many will do a combination of both. Be careful you’re not just working with a typist that will take your answers and make them look pretty. The interview should delve deep into your goals and interests and what you uniquely have to offer

It’s up to the client to be a fully invested partner in the process in order to produce the best results. You have to be willing to provide information. Expect to invest time in the process.

Time Line

Don’t call the day before your big interview and expect to get a professional resume. There was agreement that it should take anywhere from 5 to 14 days for the first draft to arrive. Resume revisions are expected and generally done as part of the overall cost. However, everyone puts limits on revisions in terms of how long you have to ask for them and how many they are willing to do.

Resume Length

General agreement was that resumes should be two pages, except for more junior or entry-level clients. “The resume should be long enough to contain essential information and not any longer. My almost unbreakable rule is not to exceed two pages. You have to match the attention span of people reading it. I’m always striving to get to the essential core,” commented Kursmark.

Cost

You should be able to get a quality resume for between $400-$600 if you’re a mid-level executive. If the price is below $200, that’s a red flag. A senior level executive should expect to pay between $700-$800. A C-level executive might pay up to $4,000, but that price generally includes some personal branding and coaching.

Read the column on Media Daily News.

“In business, you should treat your employees like they can vote. It doesn’t mean you’re going to get everybody to vote for you. But you kind of try to kiss the babies and shake the hands and tell ’em you appreciate ’em and would like them to support you. You can do it like a dictator, but I’m not sure very many of them in the long run are successful.”

Daniel P. Amos, Chief Executive, Aflac

As per usual, the Corner Office in the NY Times offers sage advice from a long time manager. Amos, of the insurance leader, Aflac, put in his two cents on what makes a good manager. Amos, who said he’s been managing people since he was in his 20s, offers advice on both how to handle your troops and how not handle them. He also touches on the subject of failure, which we’ve brought up on the blog quite a lot lately. Here are a few excerpts:

Q. Any mistakes you made early on?

A. I worked with another guy, and he was not a people person. He would say things that were taken the wrong way. I was very good at listening and watching, and I was able to pick up that sometimes candor does not pay off. You have to massage the issues in certain ways. As I’ve gotten older, I’ve tempered things even more so. And I think that’s the way to do it.

Some people you have to knock over the head with a two-by-four. But as a general rule, it’s much easier to try to subtly tell people what they need to do.

Q. What else did you learn to do as a young manager?

A. One thing I did that was probably different: I never had a sales meeting that I didn’t either have a customer letter read or a customer there.

In sales you get caught up in trying to tell people how they can make more money and how they can make their quota. I always felt it was important for the fundamentals of our business that you understand why people ultimately buy. Because there’s nothing higher than a salesman’s high, and there’s nothing lower than a salesperson’s low. So, you try to level it out because you don’t want to get too high, because when they fall, they really fall. So, I would always keep those claimants in front of them so they could see they were providing a service to people.

Q. What was the most important leadership lesson you learned?

A. Well, that’s a hard question. I majored in risk management and insurance, and there were three principles: don’t risk a lot for a little, don’t risk more than you can afford to lose, and consider the odds. And in everything I’ve done in business, I’ve always used those principles as the guiding light.

I would also say, make sure you motivate people because they ultimately are getting the job done for you.

On Failure…

A. I go back to the three principles of risk management. I tend to be aggressive in marketing but cautious everywhere else. The duck is a good example of being aggressive. To make fun of your name is something that’s kind of scary, but I thought it might work. It was a hard decision, but I finally decided, “no guts, no glory,” and we needed to try it. I was ready to pull it immediately if it didn’t work.

Q. Tell me about your management style.

A. I’ve always spent a lot of time choosing the right person for a job. But I think most people will tell you that I tend to be the inquisitor who will ask a million questions. When I get on something, I do not get off till it’s done, and I will call you and ask you and stay on you until it thunders.

My theory is that when you start telling people what to do, they no longer are responsible; you are. I’ll give them my opinion and say: “Look, this is my opinion, but if you choose that and you fail, you’re not blaming it on me. It is your fault.” I think it makes them stronger. I have no qualms with people making mistakes. But if you lose confidence in them, then you can’t keep them.

Q. Any feedback on your leadership or management style that has led you to make adjustments?

A. I make some people nervous, because I’m very inquisitive and sometimes do rapid-fire questions — if that’s true, then how about this, and how about that, and how about this? It makes them real nervous. So if it’s somebody new who’s coming in, they always warn them.

But I tend to be a little softer now than I used to be and say, “Why don’t you go get me an answer on these, and let’s set up another meeting?” It’s O.K. for you to tell me you don’t know the answer and get back to me. But if you really want to get me, try to fake an answer. That’s the biggest mistake.

There’s no doubt about it, executive recruiting is changing with the times. Technology has altered the face of the profession and recruiters, like myself, have had to adapt. While change is never easy, most of the technology that has taken recruiting by storm is helpful. I don’t know any recruiters who aren’t using LinkedIn to find candidates. Many are now using Facebook more and more, in lieu of keeping that networking solely personal. And we’ve all heard about the force that is Twitter. But Second Life, now that’s a venue I hadn’t envisioned would really take off.

For those who aren’t familiar with Second Life, it is not a social network like the others. It’s a virtual world. Users access this world via the internet and create an avatar that interacts with other users. It’s an opportunity for users to have…you guessed it, a second life. In this digitized version of the world, they can look like, do, or be anything they want. You can imagine the (oft seedy) possibilities this carries with it.

Putting my judgements aside, I recognize that it is a tool that can be used in business, with some companies using it to carry out conferences and training programs instead of  conference calls or webinars. Many educational benefits have been found by institutions including language learning. But not until fairly recently has it really been actively used for recruiting.

Last fall, Missouri hired a state employee that it “met” with during a job fair in the virtual realm. The initial meeting was followed up by a real “first life” interview of course, but the first impression was made via the web. And get this, the candidate who got thee job as a developer for the Department of Natural Resources showed up to the event, and I quote, “as a tiny cat with a red bow tie on and expressed interest,” said Dan Ross,  Missouri CIO.

It would seem that the placement gas worked well, but there’s something strange to me (and I think probably to most) not only about your first handshake with a potential employer being between two avatars, but a digital cat? At least he put on a bow tie, right?

What are your thoughts on this kind of technology as a recruitment or business tool?

Read the article from Government Technology. Image via BusinessWeek.com.

This is the first in what we hope will become a series of guest blogs written anonymously (or under a pen name) about the current face of the media industry. It’s a business where there is a lot to be said, a lot of steam to blow off, but not without risking relationships with clients and colleagues. If you want to dish anonymously about your ex or current boss, company, colleagues, or clients and get some conversation started on how to improve the state of affairs, visit the Contact page and let us know!

Partnership: One-Way Street?

Whether you’re currently employed or looking for a job you may want to check out the NY Women in Communications Career Coach Roundtable. The event will feature well known coaches covering a variety of topics from “How to Reinvent Yourself in Challenging Times” to “Surviving and Thriving in the New Digital Era”.

This seems like a worthwhile event that is especially relevant in the current economy. We’ll be attending and reporting on some of the sessions so check back next week for feedback.

Fee to attend is modest, $41. It includes some networking before the event plus  two coaching sessions.  Each session can accommodate 10 people. NY Women in Communications has over 1000 members, so if you’re interested don’t wait to sign up.

“Night of the Coaches” will be held next Tuesday, June 30^th at NYU Kimmel Center. Go to their Web site at www.nywici.org for details.

By Beverly Weinstein

For job hunting and personal branding, social media is a free and easy way to network and communicate, but as more and more sites are bombarded with business banter, it’s essential not to cross the line between strategic networking and shameless self-promotion.

Social networking began, as its name suggests, as a purely social tool, and while some sites target the professional pack, such as LinkedIn and Plaxo, most still retain a social aspect that should be respected. For those who want to take the leap and combine social and professional, there are a few things to keep in mind.

Keep it Social on Facebook and Twitter

Facebook’s professional potential is being realized far more than in the past and having taken to the Twittersphere in recent months to engage with readers and answer more career questions, I’ve learned that many users aren’t looking to engage; they’re looking to sell, sell, sell.

·Your contacts are friends, not an audience
It’s important to remember that when you invite someone to connect on Facebook, you’re sending them a “friend request,” not a business contract. Send friendly notes and wall posts, not robotic blurbs filled with advertising jargon. Too much advertising is viewed as obnoxious on these sites, where the core goal is friendly and mutually beneficial interaction.

·Don’t bombard people with too many links
Linking to your blog or Website is the best way to make interesting content you have to offer go viral, but sending out 50 reminders a day is overwhelming to readers and likely to get you ignored or worse, “de-friended” or “unfollowed.”

·Engage
Networking is a two-way street and only working for yourself is a quick route to isolation. Read what other users post, comment, re-post or re-tweet it if you like it. In other words: converse with people, don’t just talk at them. When you do promote a service, ask your connections what they think about it, for suggestions and opinions.

·Unite the personal and professional
While some might find it strange that people update their status with their every waking thought or action, posting more personal messages humanizes your digital presence and lets your connections in on your life, not just on your business. People are much more likely to be interested in what you’re doing if they understand your endeavor and the person behind it.

·Control Your Twitter Impulses
Follow someone, they’ll follow you. It’s pretty much how it works on Twitter. Many users want lots of followers, but don’t want to deal with sifting through tons of useless messages. But don’t follow people, just to un-follow them once they’ve returned the favor. They’ll notice and do the same. Use an application like Tweet Deck to sort your contacts into groups. Seek out people who would benefit from your product or brand. Creating the perception of popularity won’t get you ahead.

Be Polite on LinkedIn

It might sound obvious, but some people forget their manners in virtual interactions. LinkedIn, as the premier professional network, can serve job hunters as a gateway to a pool of potential employers. But pushing yourself or your brand on practical strangers won’t get the kind of attention you want.

·Gate Keepers
One important feature of LinkedIn is the ability to request introductions to second- and third-degree connections. But do as you would in real life; don’t just assume someone will do this for you. Ask nicely and be sensible. Asking a direct competitor for access to a connection they have doesn’t make a whole lot of sense.

·Don’t Make it Awkward
If you met someone once at a networking event or symposium and want to connect with them, be sure to write a personal note reminding them who you are. Without some context, you put them in an awkward spot and might be deleted as spam.

·Keep away from strangers
Don’t try and friend people you don’t actually know in real life. Some sites, like Twitter, are more accepting of this kind of interaction, but LinkedIn has a gated-access policy that requires you to have had a previous interaction with your connections. Don’t try and connect without an introduction. You’ll be viewed as intrusive.

Learning to engage most effectively on the Web is a process, especially as new innovations and techniques arise. Ineffective techniques, however, will lead you to networking dead ends.

Alyse Walsh contributed.

Read the article on Media Post.

By Beverly Weinstein

For job hunting and personal branding, social media is a free and easy way to network and communicate, but as more and more sites are bombarded with business banter, it’s essential not to cross the line between strategic networking and shameless self-promotion.

Social networking began, as its name suggests, as a purely social tool, and while some sites target the professional pack, such as LinkedIn and Plaxo, most still retain a social aspect that should be respected. For those who want to take the leap and combine social and professional, there are a few things to keep in mind.

Keep it Social on Facebook and Twitter

Facebook’s professional potential is being realized far more than in the past and having taken to the Twittersphere in recent months to engage with readers and answer more career questions, I’ve learned that many users aren’t looking to engage; they’re looking to sell, sell, sell.

·Your contacts are friends, not an audience
It’s important to remember that when you invite someone to connect on Facebook, you’re sending them a “friend request,” not a business contract. Send friendly notes and wall posts, not robotic blurbs filled with advertising jargon. Too much advertising is viewed as obnoxious on these sites, where the core goal is friendly and mutually beneficial interaction.

·Don’t bombard people with too many links
Linking to your blog or Website is the best way to make interesting content you have to offer go viral, but sending out 50 reminders a day is overwhelming to readers and likely to get you ignored or worse, “de-friended” or “unfollowed.”

·Engage
Networking is a two-way street and only working for yourself is a quick route to isolation. Read what other users post, comment, re-post or re-tweet it if you like it. In other words: converse with people, don’t just talk at them. When you do promote a service, ask your connections what they think about it, for suggestions and opinions.

·Unite the personal and professional
While some might find it strange that people update their status with their every waking thought or action, posting more personal messages humanizes your digital presence and lets your connections in on your life, not just on your business. People are much more likely to be interested in what you’re doing if they understand your endeavor and the person behind it.

·Control Your Twitter Impulses
Follow someone, they’ll follow you. It’s pretty much how it works on Twitter. Many users want lots of followers, but don’t want to deal with sifting through tons of useless messages. But don’t follow people, just to un-follow them once they’ve returned the favor. They’ll notice and do the same. Use an application like Tweet Deck to sort your contacts into groups. Seek out people who would benefit from your product or brand. Creating the perception of popularity won’t get you ahead.

Be Polite on LinkedIn

It might sound obvious, but some people forget their manners in virtual interactions. LinkedIn, as the premier professional network, can serve job hunters as a gateway to a pool of potential employers. But pushing yourself or your brand on practical strangers won’t get the kind of attention you want.

·Gate Keepers
One important feature of LinkedIn is the ability to request introductions to second- and third-degree connections. But do as you would in real life; don’t just assume someone will do this for you. Ask nicely and be sensible. Asking a direct competitor for access to a connection they have doesn’t make a whole lot of sense.

·Don’t Make it Awkward
If you met someone once at a networking event or symposium and want to connect with them, be sure to write a personal note reminding them who you are. Without some context, you put them in an awkward spot and might be deleted as spam.

·Keep away from strangers
Don’t try and friend people you don’t actually know in real life. Some sites, like Twitter, are more accepting of this kind of interaction, but LinkedIn has a gated-access policy that requires you to have had a previous interaction with your connections. Don’t try and connect without an introduction. You’ll be viewed as intrusive.

Learning to engage most effectively on the Web is a process, especially as new innovations and techniques arise. Ineffective techniques, however, will lead you to networking dead ends.

Alyse Walsh contributed.

Read the article on Media Post.

“You can’t be afraid to fail. It’s the only way you succeed. You’re not going to succeed all the time and I know that. You have to be able to accept failure to get better.” -LeBron James

This week’s 60 Minutes featured an interview with basketball superstar and sports mogul LeBron James.  He’s 24. He was worth $40 million dollars last year alone. And like other eminent professionals we’ve quoted recently, he credits failure as one of the things the has helped lead to his success. Watch the interview below.

Watch CBS Videos Online