Reader:

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Morning Minute 2.20.26

“We Like You — But You’re Overqualified”

Most of our Morning Minutes are directed to professionals in the 20–45 age group.

Today, I’m speaking directly to those in the 40–65 age group.

Let’s get right to it.

You’ve succeeded at building something.

You’ve led teams.

Solved problems.

Produced results and enjoyed success.

Then you sit in an interview and hear:

“We like you… but you’re overqualified.”

Now what?

Do you accept it

Do you argue?

Do you walk out frustrated?

First — take a breath.

Because “overqualified” usually doesn’t mean what you think it means.

1st: Get Clear With Yourself (before the interview)

Why are you seeking change?

Be honest.

Is it:

Purpose?
Alignment?
Flexibility?
A family situation?
Downsizing?
Burnout?

Or did you make a mistake — and learn from it?

If you’re not clear about your reason, you’ll sound uncertain.

And uncertainty weakens your position in any interview.

​Clarity gives you control.

2nd: What Are They Really Saying?

When someone says “overqualified,” they are often saying:

“I’m not sure you’ll stay.”
“I’m concerned about compensation.”
“I’m unsure how you’ll fit within the team.”
“I don’t know how to manage someone with your level of experience and success.”

That’s not a judgment of your ability.

That’s perceived risk.

And your responsibility is to reduce perceived risk.

Not argue.
Not defend.
Not dominate the room.

Reduce risk.

3rd: How Do You Respond?

You don’t get emotional.

You ask questions.

Strong professionals always ask questions.

For example:

• “Help me understand your concern.”
• “Are you worried about longevity or compensation?”
• “What would long-term success look like in this role?”
• “If I commit to this position and your growth path, would that address your concern?”

When you ask thoughtful questions, you take control of the conversation.

Let Me Say Something Important

Author Bob Buford wrote in his book Halftime:

“Somewhere during their career most people’s motivation changes from making a living to making a difference.”

If that describes you, there is nothing wrong with you.

That’s not decline.

That’s growth.

That’s maturity.

You’re not losing ambition.

Your ambition is evolving.

And when your motivation shifts, your career decisions shift with it.

That doesn’t make you overqualified.

It makes you intentional.

In Closing

You are not outdated.
You are not irrelevant.
And you are not “too much.”

You are experienced and successful.

​Experience and success are not liabilities.​
They are assets — when communicated correctly.

If one organization cannot see that, another one will.

Do not shrink your story.

Do not apologize for your experience or your success.

And do not let one question define your future.

You owe it to yourself to keep going!

That is today’s Morning Minute.

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If you want a review of your resume simply email it to me at lab@larryonlearning. I would be happy to help.

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If a family member, team member, associate, or someone you know may find this message helpful, interesting, and/or informative, please share it with them.

As always, your comments, your questions, and your observations are greatly appreciated!

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Here are some recent Morning Minutes you may have missed with actionable ideas, useful instruction, and step-by-step methods to help you, your family, and/or your team to be more, do more, and achieve more.

​"What Will YOU Do Next?" See how that learning from setbacks, mistakes, and disappointments can create a life well-lived. Discover a short story that describes how the author was challenged at an early age with a substantial setback. Learn how that what YOU DO NEXT will determine if you will build better habits, stronger character, and/or real personal discipline!

​"That Warning Signs That Precede Judgement!" Discover how that both Egypt and Rome incorrectly thought that their power and influence would last forever. Learn the danger in how that much of the culture, beliefs, and morality of the American people and our institutions are following the same path that led to the downfall of both the Egyptian and Roman empires.

​"Team Member Turbulence - How Would You React?" Conflict between team members is inevitable. How you handle this conflict determines whether performance improves or resentment grows. Discover three real life examples of team member turbulence in 3 different industries. Then decide how you would react to these disturbances. Please leave your comment describing your reaction for at least 1 of these...or maybe all 3 if you dare!

​"Self-Esteem vs Self-Control!" Why feeling good and being good must work together for young adults to be more, do more, and achieve more. Discover how that self-esteem and self-control are different. Learn how they are both required and must work together for an individual to reach their his/her full potential.

​"Holding People Accountable the Right Way?" Why asking better questions provides better answers, while building better leaders. Discover how this method helps all involved to better understand the real problem, while discovering all the causes for the problem, and what possible solutions are available. Learn how this process creates accountability by requiring the person who identified the problem to recommend what they see as the best solution!

​"Managing Complex Long-Term Projects!" Complex projects and events require us to focus on both the end result, and the process required to achieve success. Discover how that the officers and the political leaders planned the D-Day invasion in World War II. Lpearn how that Planning, Logistics, Focus, Team Coordination, and Leadership were utilized for a successful landing at Normandy. Learn from their success and apply those principles for your next project.
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Let's all work hard to have a strong close for February.

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May God Bless you, your family, and your team!

Larry A. Bonorato 864-630-2625 lab@larryonlearning.com​

(published by the Bonorato Creative Group, LLC (all rights reserved)