How To Use Networking To Transform Your Career: A Conversation With Michael Melcher

We all know networking is important, but we don’t always prioritize it. Yet we should! The strongest personal brands have rich and diverse networks. I reached out to Michael Melcher, the author of the upcoming book Your Invisible Network: How to Create, Maintain, and Leverage the Relationships That Will Transform Your Career to inspire us to give networking the attention it deserves.

William Arruda: There are lots of books on networking and relationship building. Why did you write this one, and what makes it different?

Michael Melcher: People “kind of“ know the value of relationships. But they get stuck because relationship building has a lot of nuance and can be quite complex. How do you reach out to someone you haven’t kept up with? When you ask, should you be direct or indirect? What if reciprocity seems impossible, such as when the other person is more senior or more powerful than you? How exactly are you supposed to find these mythical “sponsors” who can help you leapfrog ahead? I wanted to provide a coherent framework and set of tools that can help people move forward.

Second, a lot of networking books seem to be written by extremely extroverted, upbeat people whose message is, “Be like me.” But you’re not going to become another person. I wanted to provide a guide for being effective without thinking you have to change your personality first.

Third, for people who come to their careers as outsiders or first generation, relationships are the primary way to leapfrog ahead. Very few people realize that social capital is something you can build even if you come from very limited (or zero) financial capital. I wanted to lay out exactly how this works.

Arruda: How is relationship building different in the new world of hybrid work?

Melcher: A basic point of my book is how you move from “connections” to meaningful relationships with reciprocity and mutual understanding. In hybrid and distributed work environments, you just aren’t going to bump into people in the hallways or easily stop by their offices. The planning required for virtual meetings squeezes out a lot of random but extremely important interactions.

Therefore, when you are virtual, you need to identify ways to connect more broadly and deeply, since it won’t happen by itself. And if you are in the “live” contingent, you need to find ways to connect with colleagues who might seem “invisible” to you but who really aren’t.

Arruda: What’s the biggest mistake people make when building and nurturing relationships, and how can we avoid it?

Melcher: The biggest mistake people make is that they over-qualify. They try to predict whether meeting any given person will be valuable, and they try to predict whether any given conversation will be useful. But actually, you can’t predict any of this. Some of your most valuable relationships will be unforeseen, and many people who you think will be useful won’t be. Therefore, you need a balance between being strategic and being open to serendipity, and between having an agenda in conversations and being curious about where the conversation will actually end up.

Arruda: Although we all have the best intentions for staying connected to the people we meet, it’s challenging. What’s your advice for keeping relationships strong?

Melcher: Ping power. A ping is a message you send that doesn’t require a response. “Hey, I saw this article and thought you might like it.” “I passed our favorite coffee spot yesterday and thought of you.” “I hope you’re doing well. Here’s a new adorable pic of my twins.” When you send a ping, you are reminding the person you’re alive, reminding them that they like you, and sometimes sending along useful information—without giving them the stress of an expected response. Everyone has a big pile of to-do’s they haven’t done, and people love receiving positive messages that don’t require them to do anything.

Arruda: You say there are seven types of relationships we need to nurture to achieve our career and leadership potential. What are they?

Melcher: Weak ties. Bosses and senior stakeholders. Colleagues. Clients. Mentors/Sponsors. Beneficiaries. Friends.

Arruda: Most of those are self-explanatory, but can you tell us more about weak ties and beneficiaries?

Melcher: Weak ties are people you don’t know well, or who you once knew and with whom you’ve been out of touch. There is a ton of research about how much weak ties can benefit you. Beneficiaries are people you are helping, usually without being asked. One of the points in my book is that you can be a benefactor regardless of age or standing—you already know things that are useful to others, and when you share information, connections and resources, you empower yourself and create a good balance between asking and giving.

William Arruda is a keynote speaker, co-founder of CareerBlast.TV and co-creator of the Personal Brand Power Audit – a complimentary quiz that helps you measure the strength of personal brand.

Source: How To Use Networking To Transform Your Career: A Conversation With Michael Melcher

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Age-Friendly Jobs Are More Common But Older Workers Are Struggling To Get Them

 

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There’s good news and weird news when it comes to age-friendly jobs in America. The good news, according to a recent research paper, “The Rise of Age-Friendly Jobs,” by three noted economists, is that between 1990 and 2020, roughly three-quarters of U.S. occupations increased their age-friendliness.

Specifically, employment in what these economists call “above-average age-friendly occupations” rose by 49 million over that 30-year period.

A Head-Scratching Finding

“I thought there’d be an increase in the number of age-friendly jobs, but I was staggered at how big the increase was,” says Andrew Scott, a London Business School economics professor who wrote the paper with MIT’s Daron Acemoglu and Nicolaj Søndergaard Mühlbach of the McKinsey consulting firm.

Now for the weird part: You’d expect that older workers — age 50 and older — would be the big beneficiaries of the rise in age-friendly jobs, but they aren’t. Despite a 33.1 million rise in people employed in the most age-friendly occupations from 1990 to 2020, only 15.2 million were workers over 50.

The paper’s researchers found that age-friendly jobs have disproportionately gone to younger women and college graduates of all ages.

“Non-college grads, and particularly male non-grads, are losing out. They tend to work in the least age-friendly jobs,” says Scott, co-author of “The 100-Year Life” and “The New Long Life.”

What’s going on here?

Definition of ‘Age-Friendly’ Jobs

To answer that, it helps to know what the three economists say makes a job “age-friendly.”

To create their Age-Friendliness Index, they matched nine job attributes (schedule flexibility, telecommuting, physical demands, the pace of work, autonomy, paid time off, working in teams, job training and meaningful work) with data from the U.S. Department of Labor’s O*NET program, the nation’s primary source of occupational information.

The Index calculated the age-friendliness of jobs based on earlier studies showing that older workers generally prefer jobs with greater autonomy, more moderate physical activity, flexible schedules, shorter commutes and the opportunity to telecommute. In one study, older workers said they’d be willing to accept a 20% cut in pay in exchange for flexible work.

You can probably see where this is all going.

Age-Friendly or Worker-Friendly?

Age-friendly jobs are actually worker-friendly jobs. The most age-friendly jobs in 2020, researchers found, included HR managers, insurance salespeople, receptionists and reservations agents.

Some “age-friendly” job factors are especially attractive to women. “Scheduling flexibility has, I think, a great benefit for people who are also the primary caregivers of their children or their older parents,” says Debra Sabatini Hennelly, founder and president of the workplace consulting firm Resiliti.

Hennelly, an advocate for older workers, recently co-wrote a Harvard Business Review article titled “Bridging Generational Divides in Your Workplace” with Bradley Schurman, author of “The Super Age.”

How to Be Age-Friendly

In the article, Hennelly and Schurman said businesses let too many older workers go during the pandemic due to “early retirements, a caustic mix of ageism and cost-cutting measures.”

One takeaway from Scott’s age-friendly-jobs paper: There’s a significant difference between age-friendly jobs and age-friendly employers.

Employers are increasingly offering age-friendly jobs to attract and keep workers of all ages. But being an age-friendly employer means being willing to hire, train and retain people over 50; to encourage a multigenerational workforce; and to avoid ageist policies and practices.

Scott was cheered by rapid growth in age-friendly occupations but told me he believes much more work is needed to cultivate age-friendly employers.

“We’ve seen an evolution in the space toward more age-friendly jobs, but not a great success in firms switching to become age-friendly employers,” he says.

Tips for Older Job Seekers

Scott and Hennelly shared two pieces of advice to job hunters over 50 due to the growth of age-friendly jobs but the inadequate number of age-friendly employers:

1. Research whether an employer or industry you’re considering truly is age friendly. Research whether it practices age discrimination in job hiring and retention. “Is there an occupation that has less age discrimination?” says Scott.

Hennelly suggests a surprising way to unearth this kind of information: look at employers’ ESG reports online. ESG stands for Environmental, Social and Governance; these types of reports were formerly called corporate social responsibility or sustainability reports.

“The S in ESG is all about how you treat your workforce, right?” asks Hennelly. “There are ESG reports now that specifically call out age inclusivity.”

But Hennelly notes, you’re more likely to find U.K. and European companies noting their age inclusivity in their ESG reports than U.S. companies. You can find these reports through an online search.

Also, review AARP’s list of 1,000+ employers that have taken its “age-friendly pledge” and the hundreds in the Age-Friendly Institute’s “Certified Age-Friendly Employer Program.”

2. When interviewing for a job, be proactive about the advantages you’d bring to the employer as an older worker. “The number one business argument I would make is that you can help address the employer’s turnover problem,” says Hennelly. Note that if you get the job, you plan to stay a long time.

“Mature workers are less likely to change jobs compared to younger workers,” according to a recent OECD report, “Retaining Talent at All Ages.”

Hennelly says hiring older workers with wisdom and experience lets younger workers learn from them and avoid mistakes the 50+ workers have seen — or even made — in the past.

If the hiring manager assumes you are “overqualified” or that you will demand too much pay, “head that off,” she advises. “Just say, ‘I’ll bet you’re wondering why someone with my level of expertise would be interested in this job.'”

Why You Might Work for Less

In their Harvard Business Review article, Hennelly and Schurman urge employers to “recognize and encourage younger managers who don’t write off older candidates as ‘overqualified’ or question why they would apply for a role that seems to be ‘beneath’ them.”

If you’re willing to work for less money than your last job — perhaps in exchange for less management responsibility — say so, advises Hennelly.

Hiring more older workers who are willing to accept less pay helps employers rein in labor costs, Scott says. In the big picture, he adds, reduced pressure to raise employee wages can lead to lower inflation nationally.

Next Avenue

By Richard Eisenberg, Next Avenue

Next Avenue is public media’s first and only national journalism service for America’s booming older population.

 

Source: Age-Friendly Jobs Are More Common But Older Workers Are Struggling To Get Them

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The Year in Quiet Quitting

Illustration of a woman doing yoga while in a Zoom meeting.Illustration by Liam Eisenberg

A new generation discovers that it’s hard to balance work with a well-lived life. The whirlwind surrounding “quiet quitting” first stirred in July when Zaid Khan, a twentysomething engineer, posted a TikTok of himself talking over a montage of urban scenes: waiting for the subway, looking up at leaves on a tree-lined street. “I recently learned about this term called quiet quitting, where you’re not outright quitting your job but you’re quitting the idea of going above and beyond,” Khan says.

“You’re still performing your duties, but you’re no longer subscribing to the hustle-culture mentality that work has to be your life. The reality is it’s not. And your worth as a person is not defined by your labor.” The #quietquitting hashtag quickly caught fire, with countless other TikTokers offering their own elaborations and responses.

Traditional media outlets noticed the trend. Less than two weeks after the original video, the Guardian published an explainer: “Quiet Quitting: Why Doing the Bare Minimum at Work Has Gone Global.” A few days later, the Wall Street Journal followed with its own take, and the traditional financial media piled on. “If you’re a quiet quitter, you’re a loser,” the CNBC contributor Kevin O’Leary declared, before adding, “This is like a virus. This is worse than COVID.” Quiet-quitting supporters fought back, mostly with sarcasm.

Soon after O’Leary’s appearance, a popular TikTok user named Hunter Ka’imi posted a video, recorded in the passenger seat of a car, in which he responds to the “older gentlemen” whom he had seen dismissing quiet quitting. “I’m not going to put in a sixty-hour workweek and pull myself up by my bootstraps for a job that does not care about me as a person,” he declares.

As we approach the sixth month of debate over this topic, what’s interesting to me is not the details of quiet quitting, or even the question of how widespread the phenomenon actually is, but our collective reaction to its provocations: we’re simultaneously baffled and enthusiastic. To understand this complicated reality, it helps to adopt a generational lens. Though quiet quitting has gathered diverse adherents, its core energy comes from knowledge workers who are members of Generation Z (born between 1997 and 2012).

This is reflected in the movement’s emergence on TikTok, and in the survey data. A recent Gallup poll found that the largest group of workers reporting being “not engaged” are those born after 1989. Today’s young employees, however, are far from the first population to go through a period of sudden disillusionment about the role of work in their lives. Indeed, a look backward reveals that knowledge workers in every previous generation seem to have experienced a similar pattern of work crisis followed by reconceptualization.

The baby boomers (born between 1946 and 1964) entered a newly emergent knowledge-work sector that had been formed by a postwar migration to the suburbs. Their parents found a substitute for civic engagement in an Organization Man-ethos centered on loyalty to corporations that could offer lifetime employment in return.

This subordination of the individual to the greater cause fit with the ethos of a generation that had banded together to fight fascism in the nineteen-forties, but to their children, surrounded by the social disruptions of the nineteen-sixties and seventies, the sentiment began to seem stiflingly conformist.

The boomers responded with a countercultural movement that recast work as an obstacle to self-actualization. The rise of back-to-land, voluntary-simplicity, and communal-living experiments were all, in part, attempts to find meaning outside the structure of employment.

Continue reading…

By: 

Cal Newport is a contributing writer for The New Yorker and an associate professor of computer science at Georgetown University.

Source: The Year in Quiet Quitting | The New Yorker

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3 Tips To Announce You’re ‘Open To Work’ On LinkedIn

To use LinkedIn's 'Open To Work' feature effectively, you have to be specific about what you're ... [+]..getty

Every time I log in to LinkedIn, I see a post by someone looking for work that will likely not help them in their job search.

Maybe you’ve seen a post like this too. The person’s profile picture has a green Open To Work banner and the post says something like, “Hey friends, I’m looking for a new role and would really appreciate your support. Thanks in advance for any connections, advice, or opportunities you can send my way.”

To get hired, you need to do more than enable the Open To Work setting on LinkedIn. If you want to stand out in the LinkedIn newsfeed, it’s imperative that you sell yourself in your job search and use LinkedIn more strategically, which is what you’ll learn in this article.

One of the most important things you can do in your job search is to let as many people know as possible that you’re looking for a job. It’s the network effect: 85% of jobs are found and filled through networking and relationships, according to a study by the U.S. Department of Labor. One of the most obvious places to leverage the power of relationships is on LinkedIn.

Using LinkedIn’s Open To Work Feature

To help candidates let recruiters know you’re looking for a job, LinkedIn released the feature Open To Work, which adds a green banner with the hashtag #opentowork to your profile photo. It also surfaces your profile in search results when recruiters and hiring managers search for candidates that align with your experience and what you’re working for.

In theory, this seems like a useful feature for job seekers. However, you only get one chance to make a first impression, and most job seekers sell themselves short when announcing that they’re looking for a new job. For the sake of this article, let’s imagine I wrote the following LinkedIn post to announce I’m looking for a new role:

If someone saw this as they scrolled through their LinkedIn feed, they would not have enough context to truly help me in my job search. This post leaves a lot of questions unanswered and may garner some likes and well wishes, but likely won’t result in any meaningful conversations, connections, or referral.

Here are three tips to help you create a more effective LinkedIn post to announce you’re looking for work and that leverage your professional network.

1. Remind People What You Do

Many people focus on the size of their LinkedIn network and not the quality of those connections. The quest to reach the proverbial 500 connections is a somewhat meaningless goal. Just because you’re connected with people on LinkedIn doesn’t mean people know what you actually do.

This is why it’s crucial that when posting you’re Open To Work you include a sentence or two about what you do, an elevator pitch of sorts, that helps people understand the specifics of what you do. This is especially important because not everyone you’re connected with on LinkedIn works in, or understands, your niche or industry. If you want to increase the chances that people in your network may spot roles that are a fit for you, you must remind them what you do.

2. Articulate What You’re Looking For In Your Next Role

You need to be specific about what you’re looking for. Simply saying “I’m looking for a new role” doesn’t provide people with answers to questions including:

  • What type of job or job titles are you looking for?
  • Are you interested in a specific niche or industry?
  • Do you have a preference about size or stage of company?

This will increase the chances that people bring you more relevant opportunities or make more relevant introductions. Time is crucial in your job search, and this will help you avoid wasting time on opportunities that may not be a good fit.

3. Know Your Deal Breakers

If there’s anything that is non-negotiable for your next role, you should communicate that. For example, do you want to work remotely, stay in your current city, or are you open to relocate to certain cities? Are there certain benefits such as health care or retirement plans that are a must have based on your life needs right now? Include these details in your LinkedIn post so that people can be aware of what you can’t make compromises on.

The Open To Work feature can be an effective way to stand out. But you’ll stand out more, and increase the chances of people in your network helping you, if you can clearly communicate what you do and what you’re looking for.

I am the founder & CEO of Career Strategy Lab where we help professionals design, market, and sell themselves, so they have a fulfilling career and life.

Source: 3 Tips To Announce You’re ‘Open To Work’ On LinkedIn

.

Related contents:

“LinkedIn promotes communications lead Melissa Selcher to CMO”. PRWeek. Archived from the original on September 20, 2019. Retrieved September 19, 2019.

LinkedIn’s Azure move is less about scale and more about the speed of innovation”. TechRepublic . December 10, 2019. Archived from the original on December 10, 2019. Retrieved December 10, 2019.“About Us: Statistics”. news.linkedin.com

Reid Hoffman’s Big Dreams for LinkedIn”. The New Yorker. Archived from he original on May 1, 2021. Retrieved October 10, 2015.“About LinkedIn”. about.linkedin.com. Archived from the original on May 28, 2021. Retrieved December 16, 2019.Account Restricted | LinkedIn Help Center”. Help.linkedin.com. December 20, 2013. Archived from the original on August 19, 2020. Retrieved October 6, 2015.

Locations – LinkedIn Careers”. LinkedIn. Archived from the original on November 9, 2021. Retrieved November 10, 2021.“LinkedIn Company Page”. LinkedIn. Retrieved May 3, 2020.

LinkedIn – Management”. LinkedIn Corporation. Archived from the original on February 20, 2009. Retrieved December 7, 2009.LinkedIn Secures $53M of Funding Led by Bain Capital Ventures” (Press release). LinkedIn. June 18, 2008. Archived from the original on August 2, 2013. Retrieved August 1, 2013.

LinkedIn Raises $12.8 Million from Bessemer Venture Partners and European Founders Fund to Accelerate Global Growth” (Press release). LinkedIn. January 29, 2007. Archived from the original on November 1, 2013. Retrieved August 1, 2013.

LinkedIn Premium Services Finding Rapid Adoption” (Press release). LinkedIn. March 7, 2006. Archived from the original on November 1, 2013. Retrieved August 1, 2013.Swisher, Kara (January 27, 2011).

Here Comes Another Web IPO: LinkedIn S-1 Filing Imminent”. All Things Digital. Archived from the original on May 26, 2011. Retrieved January 27, 2011.

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New Research Shows Remote Work Essential For Caregivers

Work from home...Surface/Unsplash

Work from home jobs for caregivers have been on the rise in recent years, and for good reason. A recent study by Mother Honestly and Care.com found that 73% of caregivers use the time they save from working from home to care for their children, and 70% use it to spend more time with their partner or spouse.

This report shows that remote work can be vital for work-life balance, and employers must take note of these findings before deciding to eliminate remote work. Having helped 21 organizations as a consultant in implementing hybrid work, I talk to a few leaders every week about how to manage their workforce talent strategy. And inevitably, parents and other caregivers come into the picture.

One of the main benefits of work from home jobs for caregivers is that it levels the gender playing field. Traditionally, caregiving responsibilities have been shouldered by women, but the ability to work from home has made it easier for men to contribute to child care and household chores.

The study found that 47% of men with a child under 15 felt they could spend more time with their kids and better help out their partners. This is a significant shift and it means that more opportunities are opening up for women to slow down on the homefront and ramp up on the workfront.

Additionally, managers and caregivers are on the same page when it comes to remote work. The study found that 77% of managers and 76% of caregivers agree that remote work improves workers’ overall quality of life. This is a significant shift as it shows that remote work has finally proven itself after three years of uncertainty from leaders.

It’s important to note that remote work doesn’t have to have a downside. Many workers and leaders are worried about the threat remote work poses to career advancement. The study found that 58% of women and 64% of men say remote work limits their career, while 48% of managers believe showing up to the office equates to more advancement opportunities. However, if employers truly commit to implementing a flexible and inclusive workplace, remote work can be a win-win for both employees and employers.

One of the challenges that companies face when implementing remote work is cognitive biases. Attentional bias can play a role, as managers may only pay attention to the negative aspects of remote work and ignore the positive benefits, despite the new research about the benefits of remote work for caregivers.

Another cognitive bias that can impact companies is the status quo bias. This bias can lead managers to prefer the status quo, even when it’s not the best option. For example, a manager may prefer to keep their employees in the office, even though remote work would benefit both the employees and the company through helping caregivers stay at their jobs.

Functional fixedness is another cognitive bias that can impact the remote work discussion. Managers may view remote work as a fixed concept and may not consider different variations of remote work, such as a hybrid model, that may better suit the company’s needs and help to provide work-life balance for caregivers.

The empathy gap can also play a role in the remote work discussion. Managers may not be able to fully understand the challenges that caregivers face and may not fully appreciate the benefits of remote work for caregivers.

It’s important for employers to understand that remote work can level the gender playing field, with men stepping up more than ever before due to newfound flexibility. Remote work also improves workers’ overall quality of life and can be a win-win for both employees and employers if implemented correctly.

However, employers must also be aware of the potential downsides of remote work and how cognitive biases can impact their decision-making process. It’s essential to consider different variations of remote work, such as a hybrid model, that may better suit the company’s needs.

Additionally, employers must understand that remote work can also have a positive impact on the company’s bottom line. A recent study from Stanford found that companies that offer remote work options have lower turnover rates, which in turn can save the company money in recruitment and training costs.

Work from home jobs for caregivers are becoming increasingly important as the need for work-life balance becomes more pressing. Employers must take note of the benefits of remote work for caregivers, and be aware of the potential downsides and how cognitive biases can impact their decision-making process. By implementing a flexible and inclusive workplace, employers can reap the benefits of remote work for both employees and the company.

I help leaders use hybrid work to improve productivity and retention while cutting costs as the CEO of the boutique future-of-work consultancy Disaster

Source: New Research Shows Remote Work Essential For Caregivers

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Related contents:

New Research Shows Remote Work Essential For Caregivers Forbes

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