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No matter what twists and turns the medical sales field throws at you, you’re ready for them. Customers and peers are naturally drawn to your easy-going nature — especially during stressful times. While they may call you laid-back or open-minded, the proper term is emotionally agile.

Virgin Pulse recently teamed up with Harvard Medical School Psychologist Susan David, Ph.D., to define emotional agility and its role in the workplace. According to the report, it’s defined as an individual’s ability to experience their thoughts, emotions, and events in a way that doesn’t drive them negatively. Instead, it encourages them to reveal the best of themselves.

If you have a strong ability to do this, medical sales companies want you selling their products. Recruiters for these companies understand it takes this special skill and adaptability to roll with the ever-changing punches in the medical sales field.  

Here’s how you can prove to recruiters you have the emotional agility their companies need:

Tell a story

Recruiters don’t expect you to be perfect. What they do expect is for you to learn from previous experiences and make positive changes moving forward. Those who bottle up their emotions, hold grudges, and ultimately end up angrily venting can’t do this as easily as emotionally agile people.

In her book, Emotional Agility: Get Unstuck, Embrace Change, and Thrive in Work and Life, Susan David explains that this is because emotional agile people are able to distance themselves. They differentiate between the thinker and the thought, the feeler and the feeling, allowing them to gain new perspective, let go, and move forward.  

Give recruiters a strong sense of who you are during the job interview by sharing a story of a challenging time in your career. Briefly explain what difficulties arose. Then, spend the majority of your time showing how you calmly overcame the situation and the changes you’re making to ensure the situation doesn’t repeat itself.

Use insightful phrases, such as:

  • “I have learned…”
  • “It struck me that…”
  • “The reason that…”
  • “I now realize…”
  • “I understand now…”
  • “The change taught me…”

By using these phrases, recruiters will see you have the emotional and professional ability to gain a broader perspective, even from a difficult situation. This will give them confidence that you can handle the various unexpected changes that come along with a career in medical sales.

Be confident in your capabilities

Emotionally agile people are able to power through situations because they’re confident in their future. They understand that, no matter the bump in the road, they’ll move on and continue being successful.

To recruiters, this means you’re able to present your best self at all times. And there’s no doubt this is necessity in medical sales — especially when you’re out in the field representing the company.

Show recruiters you’re confident in your capabilities and aren’t simply thinking positively about the future. Do this by sharing a plan for your medical sales career. When sharing these plans, incorporate the company’s mission into your vision for the future.

For example, most companies are passionate about improving the quality of their customer’s lives. So, explain how overcoming obstacles isn’t just about the success of your career, but the betterment of customers’ lives.

Show you’re a team player — all the time

Think about a time when a frustrated co-worker shut down. Maybe their discontent with a situation or colleague sent them into a full-on silent treatment, even during a team meeting. If you thought of a person who did this, then you know someone who isn’t emotionally agile.

As you’ve witnessed, those who can’t implement emotional agility aren’t able to remain team players when they’re frustrated.

Recruiters need to see that you’re able to work through your emotions and still be a productive team player. Show them how you’ve gone beyond hitting your own sales goals. Explain how you work with your team to hit company-wide goals. Don’t forget to add if you’ve mentored new team members or have even helped co-workers work through a difficult time in their careers.

How do you prove to recruiters you’re emotionally agile? Let us know!

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