Jeg har allerede delt min første jobbsøknad til IBM i 1996. Tenkte å dele den siste, når jeg offisielt søkte på HP Norge sin stilling som Adm.direktør i januar 2012.
NB: Jeg har slettet og X’et ut informasjon som er selskapsspesifikk og som ikke passer inn i denne private bloggen.
Jeg har også valgt å oppdatere dette blogg-innlegget med å publisere original versjonen, på engelsk, da språket flyter bedre.
Det er mange måter å lage og skrive en søknad på, dette er kun et eksempel. Videre skulle dette leses av internasjonale ledere, som forventer en annen evne til å omtale seg selv enn vi gjør i Norge. I Norge skal vi være moderate, og ligge langt unna beskrivelser som er for ”selgende”. Hadde jeg fulgt den norske modellen det i denne prosessen, hadde jeg nok ikke fått jobben. Man må tilpasse seg kulturen til de som tar beslutninger, det er resultatet av globalisering og det øker dine muligheter for å lykkes.
Dog, det viktigste i en slik søknad, selgende eller ei, er at resultatene kan dokumenteres og at man har referanser fra hver stilling, slik at ingen urettmessig kan hevde at din søknad eller CV inneholder mangler eller faktiske feil. Å vurdere en søknad eller CV vil alltid være subjektivt, og det vil alltid forekomme de som mener at de selv eller andre hadde bedre forutsetninger for å få en jobb enn deg. Uansett, fikk DU den, så er det noen som mener at DU er den rette til jobben.
Résumé: Anita Krohn Traaseth (40)
Married to Knut T. Traaseth, Secretary General, The Norwegian Venture Capital & Private Equity Association
- High performer profile with 16 years of experience from various management positions within the Technology Industry in Norway.
- Broad operational experience with proven P&L, sales and management skills navigating in global matrix organizations, start ups and research-based institutions.
- Proven track record of growing business and delivering transformation projects with an approach and style that instills confidence and builds trust with key internal and external stakeholders.
Strategic planning, team involvement and executionare key strengths. Certified in strategy and innovation from MIT, leadership developed at Harvard Business School and four years of operative MD positions.
Aims for and demonstrates implementation and management of best practices in several disciplines. Invented and delivered on the Tech2Market Model, the now formal Innovation process of Simula Research Laboratory, one of Europe’s leading ICT research laboratories. Creative and solid approach in the areas of negotiations and sales related business processes.
Self-driven and fully autonomous, understands the sensibilities and complexity of dealing with diversified business processes, cultures and acumen. High adaptability to changes and navigates well under pressure and long term based processes. Focused, result driven, direct, and informal team oriented leadership style.
- Entered the business environment as a Trainee for IBM in 1996, received 3 awards (Best Team Trainee, IBM Nordic Top Performer Award for Outstanding Achievement, EMEA Winner of best e-business project)
- 8 years background from global technology companies (i.e IBM, Oracle)
- 4 years as MD in Norwegian companies
- 4 years as Director of Strategy for Det Norske Veritas Software/CTO Office
- Certified in Strategy & Innovation from MIT Sloan Management
- Nominated and completed the Leadership Program for High Potentials at Harvard Business School
- Completed Master of Management Program: The Board, Corporate Governance and Value Creation at BI Norwegian School of Management
- Received Diploma in Market Communication from BI/NMH Norwegian School of Management
- 1 year abroad in the US: McLaren School of Business, Hospitality Management at University of San Francisco
- Diploma of Market Economy at Institute for Higher Marketing Management (IHM)
- Exam Philosophicum at University of Oslo
- 1 year abroad in France: French language, L’Institut Catholique
Recognition in the Norwegian business environment:
- Voted one of top 25 Young business talents in Norway 2005 (Økonomisk Rapport)
- Ranked amongst top 40 Leader potentials cross business, politics and science in Norway 2009 (e24)
- Nominated for best female leader in the ICT industry in Norway 2011 (Od@Nettverk)
Active and visible in the Norwegian business environment with extended network, board memberships, and external presentations on technology trends and next generation leadership challenges for key Norwegian companies.
Previously held 2 Board memberships at OSE listed companies, 3 PE owned companies and 2 national Innovation associations. Lecturer on programs for Executive Boards at BI The Norwegian School of Management. Member and former member of Executive board at Oslo Rotary Club.
Mentor: Mr.Harald Norvik (former CEO of Statoil and now Chairman of the Board of Telenor ASA)
Motivation – HP Norway MD role:
Personal level: I believe I can make a difference and create a substantial footprint of future growth, leadership and brand awareness for HP in Norway.
Corporate level: With our new CEO and HP nominated as one of the top “comeback” stocks, it’s a very interesting time to be part of the value creation and capture that our company obviously is heading for.
National level: Eivind has delivered excellent results and secured a platform for future expansion in his period. I will continue capitalizing on that platform and execute on the growth potential we see in the Norwegian market. I will increase and complement Eivinds’s network in the Norwegian business arena and open new doors for HP revenue.
Specifically and as of now, I will focus on positioning and execution of the 4 main revenue growth activities below:
NB dette deler jeg ikke – poenget er at det kan være lurt på du har gjort deg noen tanker på forhånd om HVA du vil skape av resultater og hvordan.
My focus will also be internal, empowering our great people. I will work hard with anchoring and building the new CM team and see how we together can increase engagement, passion and motivation amongst our colleagues. We will need to build new talents in Norway, and make sure we have successors and a solid base with high performers to deliver on our ambitions of growth. It’s our common task to position HP Norway as one of the most interesting places to work in Norway, attracting high performers, making sure our own employees are the most effective ambassadors.
With execution of the above, on a five year perspective, we will see a double (and potentially a triple) digit growth in revenue and market share in growth areas like X,Y, C (deler ikke dette!). After a 100 days assessment, in close cooperation with the CM team and key players, discussions with you on expectations and dialogue with MD peers to listen & learn about growth best practices in other HP countries, I will present a solid plan on how we stepwise will deliver on our ambitions in Norway, balancing a clear need for execution of FY12 and designing ambitious plans for FY13-FY15. My role is to make this happen, together with a highly motivated and empowered organization – by following these leadership principles: integrity – energy – courage – communication – collaboration.
Why HP should chose my candidature:
- My background is relevant and suitable for the MD position and perspective, and I’m highly motivated to deliver on the role
- I will ensure that HP Norway will deliver on the growth expectations, and above
- 4 years of MD experience prior to HP
- 8 years of experience and well documented results from global technology companies
- Choosing a female MD will create a significant positive effect both internally and externally for HP
- Broad experience from navigating between the three perspectives, as a vendor, customer and owner
- Top rated and delivered solid results in the 2 years working for HP Norway:
- NB Interne vekst resultater deler jeg ikke
- There are also several challenges with my candidature, like lack of HP experience, low knowledge of HP Core (ESSN/IPG/PSG), lack of experience and knowledge with several internal processes, direct and flat Scandinavian leadership style that in some cases will need senior HP advice when challenging peers in other countries or GWE issues. Mitigations: I’ve already arranged for support from the ESSN BU CM that will give me a crash course on the Core, I will arrange for workshops that will increase my understanding of several HR and Financial processes. I am very open to learn and understand better the internal rules of HP, but you also know me by now Hans – I will challenge with the goal of improving HP or win the customer– but I do understand that I will need coaching on tactics and build a solid internal network to increase and ensure a positive impact
- The Norwegian CM team has already had a natural ‘transformation’ in FY11 with 4 new leaders/members – choosing an internal candidate will be important to ensure continuity and effectiveness. Choosing a suitable, competent and highly motivated female candidate will make the difference