We frequently see wildly successful salespeople in their 40s and 50s who lack college degrees. And we're often asked how important that degree is for folks who've already proven themselves professionally. So we decided to get some insights from a close colleague of ours, Dan King of Career Planning & Management Inc. -- a career-counseling veteran of 20+ years.

CRI: We get a lot of folks in their 40s and 50s without a college degree who ask how important playing catch-up is now, given career-long evidence of their exceptional skills. What are your thoughts on this?

Dan King: Many of those people entered the job market when it wasn't as important to have a four-year degree. Back then, a work ethic got you just as far as a good education. Sales in particular was one such area. That's because sales is really an innate ability. It's like innate musical talent: Given formal training, a gifted musician's talent makes him a powerhouse. Likewise, a sales professional with a degree can be a real powerhouse. So yes, it's nearly always a good idea to pursue a degree.

CRI: What stop-gap measures can someone take now? Obviously, it takes years to secure a degree.

DK: I think being prepared for the question "Why don't you have a degree?" is a good start. We roleplay with our clients here to prepare them for interviews. When asked the question, "Why should I hire you considering you have no degree?" nearly everyone experiences a bit of panic -- the deer-in-headlights syndrome. The key to not getting hit by that car is to resist defensiveness. More specifically, take a step back and re-frame the question, and first acknowledge it's a good question. Though I'm using broad strokes, try an answer like this, "Good question. If I were hiring, I'd want to be sure a candidate has the skills and qualifications for the job. So while I may not have a degree, I do have the skills and experience to achieve." Give specific examples addressing the employer's priorities as you understand them.

CRI: What's the most common answer you hear to that question?

DK: Some reference to having had kids or money problems. Don't go that route -- nearly everyone does. It may be true, but it sounds like an excuse: seriously, this is a job-offer killer.

CRI: What about the idea of people picking a college, a major and an estimated graduation date?

DK: That can only help. Although many employers will demand a four-year degree, I've seen many who view the real intent to get that degree very seriously. But again, it's all about unique value, and unique value is all about "branding yourself."

CRI: That's something we do here: brand people -- meaning we make products out of them. As cold as that sounds, it really does work. But please expand for our readers.

DK: Well, it's really part of a bigger picture. Let's step back a bit. To land a great position in today's rapidly changing work landscape minus a college degree, you're looking at a three-step process. First, define the product. Second, define the market. And third, network!

CRI: Let's go through those. "Define the product"?

DK: What gives you unique value? And be sure your answer addresses the employer's immediate concerns as well as longer-term concerns. We coach people extensively on this. Is it your innate abilities? Your work experience? It's critical you know this, but for most people it feels like having your nose touching the mirror: It's hard to be objective in what you see if you're too close to the subject matter. Yet the employer sees you as a product. Why do people buy a Volvo? Likely because safety is high on their list. Why should someone hire you? Be sure you know the answer. And know the answer to, "What gives you unique value among your peers?" Focused preparation here will open a lot of doors.

CRI: "Define the market"?

DK: Once you determine your unique value, picking targets -- employers -- is far easier. You'd never go to a shooting range with a handgun, put on a blindfold and hope to hit a bull's eye. Yet that's exactly what people commonly do in their job search: They fire off resumes without conducting research, hoping to win a 'numbers game.' Take stock of who you are at this point in your career, then do your homework to carefully select employers who'd be a good fit for your unique attributes. The better you can define yourself -- the product -- the better your chances of landing a position well-suited to you. Homework is how you really end up being the proverbial "right person, right place, right time." Being proactive about the common challenges likely to get you into the circular file is a huge part of conveying suitability -- not just a lack of a degree but also a potential age bias or gaps in employment.

CRI: Then "Network" ...

DK: There's a lot of confusion here. Let's start with what networking isn't: It isn't about going out and "working the room" or calling people and asking for favors. Networking is a process of linking people together, and that can happen in any number of ways -- but never by being needy.

CRI: How about some baby steps for networking?

DK: Identify three people you're going to network with, then apply three points to your talk. Contrary to some accounts, it's really all about being yourself. But we do script it by roleplaying in anticipation of the call or meeting. First objective: get the meeting. Second, your attitude needs to be: "I value your opinion" -- this puts your contact in a position to help. And third, never, ever ask "Do they have a job?" You want to phrase questions with 'what' and 'how.' For example, "What would you do...?" and "How would you go about getting an interview?" You aren't going to get an offer simply because you heard of a lead, so make the most of your contact's time and get their insights into the best plan of attack.

CRI: There's some element of fear here, wouldn't you say?

DK: Absolutely. Without expanding into a whole new article, women tend to be better at articulating their fears then men. For men, just admitting a weakness (e.g., lack of a degree) is very hard. Today's work world is changing; a lot of people in their 40s and 50s worked hard, did all the right things then got laid off. They feel betrayed, angry, depressed and fearful. They need to talk about it -- have someone really listen to them without judging them. Once the person's had their chance to vent, we move on and get the person's energy and time focused on proactive measures. The person has to be emotionally ready to start networking. And how they network depends on each person -- it should be pretty natural for them because, done right, networking leverages their unique personality.

CRI: How would you summarize the issue of a degree -- based on age?

DK: For someone in their 20s, it's a big liability; I'd be frank and ask them what they want to do with their career. For someone in their later years, the degree may not be critical -- quality of experience is usually a higher priority anyway. So it all comes down to this: Get straight with yourself, and know that unique value you bring. Remember that the problem really only involves another sales challenge: "How do I convince the employer of that unique value?"