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Why These 2 Criteria Will Help You Choose Your Next Job More Wisely | Inc.com

So you finally decided to find a new job. After months of contemplating, you’ve come to the realization you’ve hit one of three specific career roadblocks and the only solution is to find a new employer. But, now what? How do you make sure you don’t, as the saying goes, “jump out of the frying pan and ito the fire.” You’re wise to be worried. As a career growth coach, I’ve worked with hundreds of people who left bad jobs only to end up in worse ones. The result is a massive crisis of confidence that’s tough to bounce back from. So, what can you do to minimize the risk of making a bad career move?

The G.L.O.W. Method for career self-improvement

In my first book, I introduced the four-step methodology I use to help people create career satisfaction on their own terms. The G.L.O.W. Method teaches you a simple process you can use throughout your career to drive professional growth.

  1. Gain Perspective = force yourself to look at your situation from a new point of view.
  2. Luminate the Goal = dial-in tightly on a specific result you want to achieve.
  3. Own Your Actions = map out the specific habits you’ll need to succeed.
  4. Work It Daily = set up systems to build those habits consistently.

Let’s look at how that second step can help identify what your next job should be.

Your next job needs to meet 2 criteria…

To Luminate the Goal, you’ve got to shine a bright light on what you want. Getting clear on what a good job means to you is vital. When it comes to building a satisfying career, no two people want the same things. Unfortunately, many job seekers start looking for work based on the wrong criteria. They make a long list things like the ideal salary, benefits, location, etc. While I think those things are important and should eventually be outlined, the real first step in the process is to define your next job based on the following two criteria:

1. Does the job let you work on solving a problem you care about?

Today, we want our jobs to have purpose. When we believe our jobs have meaning, we feel more satisfied and engaged in the work. This leads to greater productivity and success. If you don’t feel the job will let you contribute to something you care about, you’ll struggle to stay motivated and positive on the job.

Now, I’m not saying that the job needs to change the world. On the contrary! What I’m saying is you need to make a connection between your job and the impact is has.

For example…

I worked with a client who came from a family of dentists and lawyers. She felt incredible pressure to have what she referred to as a “serious” job. However, her real passion in life was make-up. She loved doing her friends’ faces. When I asked her why, she explained the intense joy she felt when she saw their expressions of excitement when they looked in the mirror. In her words, “Each time I feel so much power knowing I made my friend feel better about herself.” That’s when I pointed out to her that this work had deep meaning and purpose to her, which meant she’d be more successful and satisfied working in cosmetics. She took my advice and now is an executive at a make-up company and couldn’t be happier.

2. Will you be using your preferred workplace personas to do the job?

We all have lots of skills and abilities. But, that doesn’t mean we want to use all of them on a daily basis. Understanding how you like to execute tasks and create value for employers is a vital part of the job search process. These are referred to as your “workplace personas” and they are the easiest way to narrow down the type of job you want next.

Let me prove it to you…

If you go to a job board right now and search for open positions with the job title, “Account Manager” you’ll come up with dozens of opportunities. However, as you start to read through them, you’ll see no two are alike. Some companies call salespeople Account Managers. Meanwhile, other companies see that as a customer or vendor support role. Each job would require you to use a different set of skills. If you don’t know the workplace personas you want to leverage, how can you narrow in on the jobs that would suit you?

Create an interview bucket list to help make sense of your criteria.

One of the first exercises I have our clients complete when looking for a new job is an interview bucket list. It’s a list of companies whose products and services you admire. It helps them understand how they feel connected to certain employers so they can map out the two criteria above. When you explore why you’re drawn to a company you reveal key information about yourself that makes defining your criteria easier. Better still, it will actually get you excited about the job search process.

 P.S. – If what I’m explaining makes sense so far, check out my next article which explains how you can Own Your Actions once you decide what type of job you want.

By: J.T. O’Donnell

Source: Why These 2 Criteria Will Help You Choose Your Next Job More Wisely | Inc.com

Scott Dinsmore’s mission is to change the world by helping people find what excites them and build a career around the work only they are capable of doing. He is a career change strategist whose demoralizing experience at a Fortune 500 job launched his quest to understand why 80% of adults hate the work they do, and more importantly, to identify what the other 20% were doing differently. His research led to experiences with thousands of employees and entrepreneurs from 158 countries. Scott distilled the results down to his Passionate Work Framework – three surprisingly simple practices for finding and doing work you love, that all happen to be completely within our control. He makes his career tools available free to the public through his community at http://LiveYourLegend.net In the spirit of ideas worth spreading, TEDx is a program of local, self-organized events that bring people together to share a TED-like experience. At a TEDx event, TEDTalks video and live speakers combine to spark deep discussion and connection in a small group. These local, self-organized events are branded TEDx, where x = independently organized TED event. The TED Conference provides general guidance for the TEDx program, but individual TEDx events are self-organized.* (*Subject to certain rules and regulations) This talk was shot shot and edited in stereoscopic 3D by Golden Gate 3D and Area 5. http://gg3d.com http://area5.tv To view in 3D, click here: http://youtu.be/5o1nCKGk5Bs

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Ten Things Never, Ever To Do Unless You’re Getting Paid

Dear Liz,

I read your columns, but I still struggle to take your advice.

I left my job in December because they cut my hours.

My boss’s boss reached out to me in January and asked me if I wanted him to introduce me to a guy he knows who has a company here in town.

I said, sure! I was flattered. I got a call from the guy who owns the company, “Martin,” the next day.

Martin wanted to have coffee and talk about his need for a new project manager in his company.

We had coffee. It was a great meeting. We were at the coffee shop for two hours. When we left the coffee shop, Martin said, “Let’s try to put something together next week.”

I sent Martin a thank-you email message right away. Three days later, I heard from his admin “Becky.” She asked me to come to the office the following day. I did.

That was a three-hour meeting with Martin and two of his Project Managers. It was another great meeting. I asked Martin, “Is this a full-time position, or a contract?” and Martin said they weren’t sure yet.

A week went by. I heard from Becky. They said they wanted me to come in and work for half a day. I wrote back to ask, “How does that work in terms of your payroll?”

Becky said, “I don’t know. Just come in on Friday and we’ll figure it out.”

I did. I worked a half day last Friday. There was a planning meeting and I sat in on that, I asked good questions and everybody seemed to be glad I was there.

Around 10:30 in the morning I asked Becky, “How will I get paid for today’s work?” She said, “Let me find out.” She disappeared. After 45 minutes she came back and said, “We’ll pay you for this half day once you’re on the payroll.”

That was two weeks ago. I haven’t heard a word from the company since then.

I’ve left email and voicemail messages. I just got a voicemail message ten minutes ago from Becky. She said they want me to come back next week and work on a “small project.” When will these people hire me? Or are they just stringing me along? What should I do?

Also, Liz, what steps did I miss? I feel that I should have been more assertive, but how?

Thanks!

Malinda

Dear Malinda,

When Becky said she wasn’t sure how you would get paid for your half day of work on Friday, your next step was to ask her to figure that out and get back to you (in writing).

You can’t agree to take a consulting engagement before you’ve settled on the business terms.

You cannot agree to work for free again and let them pay you “once you’re on the payroll.” What if you never get on the payroll?

Now you have a new opportunity to straighten things out. You can call Martin directly, and tell him that you were happy to jump in two weeks ago and participate in the planning meeting. Tell him that you’re looking forward to firming things up so you can come back again next week.

You cannot go back in there without a job offer or a legal contract. Right now, you are working for free. Don’t dig an even deeper hole for yourself (and lower your perceived value) by working for free again!

Here are 10 things never, ever to do for free:

1. Sit in a staff meeting or show up at work like a person who is employed by the company. If they want you to do that, they can either hire you onto the payroll or hire you as a one-day or half-day consultant at an agreed-upon rate.

2. Create a marketing plan, website copy or any other type of deliverable just because you’re a nice person. I understand that you may have to donate some work time to let them see how smart you are. Limit that donation to one hour of your time. No marketing plan ever took just an hour to write!

3. Interview candidates or sit in on interviews.

4. Visit clients or prospective clients, work the booth at a trade show or participate in a virtual client meeting.

5. Travel on behalf of the company.

6. Develop a training program, Power Point presentation (beyond the one-hour limit) or otherwise teach what you know. They may never hire you or anyone else. They may schedule a whole week of dog-and-pony shows just to get free ideas from job candidates.

7. Interview more than three times.

8. Solve the company’s biggest problem in detail. If they ask you do this, tell them, “I’d love to dive into that project if you’re ready to formalize our relationship with an offer letter or consulting agreement.” Tell them how you would step into the project — not what your conclusions are likely to be.

9. Give up your personal contacts.

10. Take phone calls from your hiring manager or others in the company who simply want to pick your brain. Politely guide them back to the topic at hand, which is the current job opening they are interviewing you for (and the status of your candidacy).

Here’s a script to guide you:

RRRRRRING!

You: Malinda Smith!

Them: Hi, Malinda! This is Greg from Itchy Systems. We met last week. I wanted to talk with you for just a minute about your thoughts on a client issue, if you have a second.

You: Hi, Greg! That sounds great. Listen, where are we in the recruiting pipeline? I’ve lost track. Is there an offer letter on its way to me? I’d love to help you, of course. If we’re coworkers, then we’re in great shape.

Them: I, uh, umm, I don’t know. I think you still have to meet with a few more people here.

You: Oh, OK — thanks for that info! That sounds good. I’ll wait to hear from HR in that case. Maybe you and I can talk once that’s all settled.

Them: I just need a little of your time now —

You: I understand Greg and I’d love to talk, but it’s not appropriate — I don’t work for the company yet. Maybe there are wires crossed somewhere or the process is just winding its way through. If you want to find out and have somebody contact me, I could even call you back once everything is official.

Them: Er — OK.

Nobody ever got a great job by hoping against hope that the company would do the right thing while keeping their mouth shut and tolerating every type of disrespect thrown at them.

The only way you will clarify whether they really need you or whether they’re just taking advantage of you is to call them on it. Set a boundary. You are a professional. It’s time to speak up!

Mother Nature desperately wants you to learn this lesson now. You’re ready for it. Go ahead and take the next step!

Yours,

Liz

Follow me on LinkedIn.

I was a Fortune 500 HR SVP for 10 million years, but I was an opera singer before I ever heard the term HR. The higher I got in the corporate world, the more operatic the action became. I started writing about the workplace for the Chicago Sun-Times in 1997. Now I write for LinkedIn and Forbes.com and lead the worldwide Human Workplace movement to reinvent work for people. My book Reinvention Roadmap: Break the Rules to Get the Job You Want and Career You Deserve is here: amzn.to/2gK7BR7

Source: Ten Things Never, Ever To Do — Unless You’re Getting Paid

https://www.sbmoneytips.com/

How to Create a Winning Startup Culture

Some time back, in my infographic on 51 Business Mistakes that most Entrepreneurs Make, I had outlined that one of the biggest mistakes is that you do not give any thought as to what you consider would be a great startup culture. And, without good policies or HR to keep things in check, the startup begins to develop a toxic business culture.

You will find this problem in businesses in Japan a lot. The Japanese culture is that people should work harder and if any employee goes home early, or finishes his work faster than the other, they usually get snitched on to their bosses by their co-workers. Since, you are growing a startup, you may want to avoid all these hullabaloo as time is limited and money is precious. Your workforce is your primary foundation and you want to build it strong as everything else you do is going to be supported by your employees.

Therefore, here is what you do to streamline the company’s functions and develop a strong and great company culture:

Step #1. What are the values that you hold dear and want to be reflected by your startup?

Yeah, you are the boss, you are the man of the show. Since you run the startup, you need it to reflect the type of entrepreneur you are and the entrepreneurial qualities you have as best as possible. That way, you can run it better!

So, ask yourself, what quality do you want for your startup to be its brand identity? It can be anything. For example – if you think hustle is the best quality of a startup (although, I disagree), it can be – “being the hardest worker in the room”, or if you want your employees to have a quality personal life, it can be something else.

Now, when you have landed on some values which you hold dear, make sure everybody in your business knows it – the employees, your partners, the directors and even the janitors!

Step #2. Make Sure Employees (Both Present and Future) Reflect those Ideals

If all you look at when hiring employees is whether they have the requisite skills or not, then you could be doing a grave mistake. Studies have proven that employees who are not a cultural fit with your business shall not work their best.

Heck, they can even become toxic in nature and do more harm to your company culture than good. Suppose you have an open-door policy wherein any employee can talk to you directly; however a mid-level executive doesn’t want that and shouts at and harasses his juniors for going to you without passing through him first – what do you think is going to happen?

Your startup culture will be in-operational for just one worker and can hinder performance among all your employees. That’s why mistake #1 in my post on business mistakes showed that you need a good HR even if your business is new. An HR has relevant skills and expertise in hiring the best workers so that can be a breather for you and help your business focus on, where it is truly necessary.

Step #3. Make Sure Everyone’s Voice is Heard

In order to truly know whether every employee is resonating according to your business ideals, you have to make sure that the voice of employees at even the lowest level is heard. That way, you can be sure the startup culture has truly sunk in.

In order to create a culture that actually motivates the employees, you also have to make sure that they understand that their voice matters and that if they have any grievances to tell or advices to offer, it has a good chance to be acted upon.

Also, this step that is to make everybody’s voice heard should not be made only in a vertical direction that is only from down to the top; rather it should be made laterally. Colleagues should know what their teammates think and feel.

That way, it can promote good communication and the workplace is going to remain energized. You need to also support lateral feedback even if means you have to go above and out of what you should be doing.

Step #4. Give Feedback

Now, the above step will be quite redundant without this process in place. Your employees will stop saying what they feel if they believe that what they say will not be acted upon. Therefore, you have to be proactive in giving feedback to employees. Show them that their work counts and learn to motivate them. Hold interactive sessions, talk one-on-one with employees who have addressed their grievances to you and also share your thoughts on any input they have given.

That way, you actually know whether your company culture is striving or whether the employees have just put up a facade to please you. Now, an even more important point – there will always be some employees who go against the company culture or even rebel against them.

There are three ways to handle them which you must note and be careful of:

  1. Firstly, by providing gentle feedback about how you want things to be and remain in your business. This works against employees who unknowingly have strayed from the path and need just a gentle pat to return back on track. For example, if you have a company  culture on wearing formal attire and being extremely disciplined but you see a guy who is trying to break free, because he feels the clothes are very restrictive, you can guide him to a middle path.
  2. Secondly, by actively supporting him in his endeavour. You know, some people are really creative and can’t be bounded. While, it can do a lot of damage to your company culture, if you feel that the guy has got a lot to offer, you can let him be a wild horse. This usually applies to some very creative overachievers. These guys are usually rebels and if they don’t actually harm the way other employees do their work, it is best to keep them and encourage their habits! Seems rather odd, right!?
  3. Lastly, by firing him. Some people just poison the company culture. Toxic employees who are constantly fighting their peers or are late in finishing their work almost always need to be eradicated or else you risk the chance of demotivating your other employees.

While, it looks rather simple, it is the simple things that have the most effectiveness. Executing these principles at your startup can be the separating factor from just a startup and a startup with a workforce who are optimized to win!

By:

Source: How to Create a Winning Startup Culture

 

22 Ways To Completely Ruin Any Chance Of Succeeding In Your Interview

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You always read about what you ought to do in an interview. I thought it might be even more helpful to share some blunders that you should avoid throughout the interview process. If you do engage in these actions, I can guarantee that you’ll epically fail and enrage the interviewers. You’ll probably also be barred from ever interviewing there again.

  • Offer available times to interview that are solely convenient for you. You don’t care if its burdensome to the interviewers, as it’s all about you.
  • If it turns out that the time you confirmed is now inconvenient for you, cancel the meeting minutes before the interview is scheduled to start.
  • Show up late to the interview. Compound this by not offering any apologies as to why you’re late or asking forgiveness for making them wait 30 minutes for you.
  • As you arrive tardy, you are holding a Starbucks coffee and loudly slurping it in front of everyone.
  • It’s August in New York City and about 100 degrees on the trains. You don’t find it important to go to the bathroom and get freshened up—you just arrive disheveled and offer a sopping wet handshake.
  • Of course, you don’t have to bring a résumé or business card.
  • You call the hiring manager by the wrong name twice, after she has has already corrected you.
  • Your phone rings and your ringtone is a gangster rap song filled with profanity and inappropriate lyrics. You answer the call and put up your index finger, signaling the universal “I’ll be with you in a minute” sign. You then follow up with a “shush” when they’re talking too loudly and interfering with your call.  In fact, you look annoyed at them for looking annoyed at you.
  • As the interviewer asks questions, you look bored and apathetic—trying to play hard to get.
  • You provide answers to a question that wasn’t asked. When corrected, you admit that you weren’t paying attention to the question. In this moment, you think the interviewer will value your honesty.
  • Instead of giving concise answers, you try being different by offering awkwardly long and meandering soliloquies that confuse and annoy everyone.
  • You talk trash about your former employer and co-workers. You think they will love hearing about how terrible their competitors are and appreciate the juicy gossip.
  • You ask if it’s okay to date the boss, as you’ve done so in the past.
  • Before anything else, you demand to know the salary, bonus, where your office is located and how much vacation time and sick days you get, as well as other perks.
  • You are rude and dismissive to the receptionist in the lobby when she doesn’t let you in right away. You let her know important people are expecting you.
  • You take copious notes while everyone is talking and don’t look up at all while you are writing.
  • In the middle of the interview, while they are in the midst of asking you a question, interrupt precipitously and tell them you have a hard stop and need to go to another interview, which you’re already late for.
  • When the interviewer asks you a question, you sigh in annoyance and inquire, “Didn’t you read my résumé?”
  • You either avoid all eye contact or stare directly into their eyes for the entire duration of the interview.
  • If you’re bored, you fiddle with the objects on the interviewer’s desk and distractedly look around the room.
  • You constantly interrupt the interviewer with nonsensical questions.
  • Wrap up the interview by asking, “Are you going to give me an offer or what?”

While it may sound like I am exaggerating with these gaffes to humor you and make a point, you would be surprised to know that these are all real-life instances that I’ve encountered as an executive recruiter and hiring manager for my own team. I can tell you firsthand, if you exhibit any of these behaviors, I can assure you that you’ll totally flounder and sabotage your own chances of attaining a new job.

 

I am a CEO, founder, and executive recruiter at one of the oldest and largest global search firms in my area of expertise, and have personally placed thousands of professionals with top-tier companies over the last 20-plus years. I am passionate about advocating for job seekers. In doing so, I have founded a start-up company, WeCruitr, where our mission is to make the job search more humane and enjoyable. As a proponent of career growth, I am excited to share my insider interviewing tips and career advancement secrets with you in an honest, straightforward, no-nonsense and entertaining manner. My career advice will cover everything you need to know, including helping you decide if you really should seek out a new opportunity, whether you are leaving for the wrong reasons, proven successful interviewing techniques, negotiating a salary and accepting an offer and a real-world understanding of how the hiring process actually works. My articles come from an experienced recruiter’s insider perspective.

Source: https://www.forbes.com/

 

If Your Work Lacks Purpose, Make It More Meaningful Through Job Crafting

We spend the vast majority of our waking hours at work. Given just how much time, energy and effort we expend in our jobs, it’s reasonable to want to hold one that offers us a sense of purpose and meaning.

You should strive to pursue a job or career that offers the chance to be challenged. Pursue work that is meaningful, intellectually challenging and spiritually rewarding. Find a job that enables you to help others, promotes positive change and serves a higher purpose. You want to ensure that your work is aligned with your core values and principles and could possibly make the world a better place.

I understand that these are lofty, aspirational goals. It is rare to find work that offers a sense of purpose. In fact, it’s more likely that your job won’t offer intrinsic, meaningful rewards. You may enjoy the fact that your job is associated with a social status that people find impressive or that it helps you earn a nice living, but somehow, you still feel that something is missing.

If you feel that there is a lack of purpose in your career, you can choose to make a change.

This change does not require you to seek out an entirely new role at a different company, especially given the current job climate. Although the U.S. has record-high employment, the trends that we are seeing play out in hiring now are not conducive to favorable outcomes for prospective job seekers. In fact, badly mistreating job seekers has become commonplace 

Instead of taking grave risks by walking away from your current employer, you can simply make waves by crafting your job to find optimal meaningfulness—the degree of significance an employee believes their work possesses. Job crafting is the process of redefining and reimagining your job design—tasks and relationships assigned to one person in an organization—to foster job satisfaction and bolster employee engagement and performance.

As you aim to redefine your purpose within the company, you should focus on your motives, strengths and passions to help you get there. What energizes you? What exhausts you? To add personal touches to your work, visualize your job, lay out its components and reframe them to better suit you.

You can start your journey with small incremental changes that add up over time. Here is what you should do now to start.

1. Recognize that, with any job, there will be monotonous unglamorous tasks. Even the CEO has to deal with canceled flights, late Ubers and surly underlings.

2. Accept that there will always be a certain percentage of responsibilities that may not change and focus on the things that you do have the power to change.

3. Ask to speak with your boss to discuss your goal of  job crafting, with respect to your responsibilities.

4. Work with your manager to create new responsibilities that provide you with purpose and meaning. Take proactive steps to redesign elements of what you do at work. For example:

  • If you are an accountant, you could suggest starting a unit that caters to charitable organizations.
  • If you are an attorney, you could request to do pro bono work to help immigrants.
  • If you are a stock broker, you could offer discounted advice to parents with college-bound students.

5. Offer to mentor junior staffers, or seek out a manager-level role to unlock your untapped potential.

6. Ask to attend meet-ups for people who are unemployed or seeking work, as you could offer career advice—or maybe you have a job for them.

7. Change your mindset regarding your responsibilities. If you are a janitor at a hospital, for example, try and see yourself in playing a role in curing people’s illnesses.

8. Delegate certain responsibilities that don’t fit your skill set and rob you of your enthusiasm, and ask for assignments that you feel are a better match.

9. If you are at a desk all day long and desire interaction with others, ask about opportunities to get out in front of clients.

10. If you feel overloaded with small tasks that take you away from the more important matters you enjoy, request to shift this work to a more junior-level staffer. You may have mastered your job and require more challenging assignments.

Companies stand to gain a lot by enabling job crafting within an organization. Employees are empowered by being awarded the reins to steer their own careers. Job crafting ensures employee retention and will elevate even the weakest of links by molding tasks to their strengths and passions.

Employees who execute job crafting often end up more engaged and fulfilled in their work lives, achieve higher levels of performance in their companies and obtain unrivaled personal gratification.

You will be viewed in a positive light—seen as engaged, re-energized, loyal and dedicated. Your boss will respect your desire to pursue new meaningful work. In a hot job market, management will welcome a person who desires to stay with the company and improve themselves. You could serve as an example for others to follow, thereby making additional employees feel empowered and dedicated to the company.

Ready for the next challenge? Tune in on August 7 for Day 8.

Miss a challenge? Click here for Day 6: Understand how you fit.

Follow me on Twitter or LinkedIn.

I am a CEO, founder, and executive recruiter at one of the oldest and largest global search firms in my area of expertise, and have personally placed thousands of professionals with top-tier companies over the last 20-plus years. I am passionate about advocating for job seekers. In doing so, I have founded a start-up company, WeCruitr, where our mission is to make the job search more humane and enjoyable. As a proponent of career growth, I am excited to share my insider interviewing tips and career advancement secrets with you in an honest, straightforward, no-nonsense and entertaining manner. My career advice will cover everything you need to know, including helping you decide if you really should seek out a new opportunity, whether you are leaving for the wrong reasons, proven successful interviewing techniques, negotiating a salary and accepting an offer and a real-world understanding of how the hiring process actually works. My articles come from an experienced recruiter’s insider perspective.

Source: If Your Work Lacks Purpose, Make It More Meaningful Through Job Crafting

What Not To Do After A Job Interview

The waiting period after a job interview can be one of the most stressful times. You’ve done everything in your power, now it’s out of your control. All you can do is wait, try to be patient, and do things to keep yourself on track for success. Just like preparing for and going on a job interview, there are things you should and shouldn’t do. Here are five of those things you shouldn’t do after an interview.

Don’t replay the interview over and over.

It’s easy to focus on what you didn’t do well in an interview and rehash those scenarios over and over in your head. This is actually a terrible thing to do. Not only does it put you in a negative frame of mind, it’s also a completely inaccurate view of how the interview went. Your interview could have gone spectacularly overall, but focusing on one or two things you could have done better will cause you to feel like the whole thing was a failure.

Analyze the interview once or twice, highlighting both the good points and the negatives. Make notes of what you’d do again in a future interview and give yourself a couple of pointers on what you’d change. After you’ve done those two things, leave it at that. Going over it more will only cause additional and unnecessary stress.

Don’t harass the hiring manager.

Send your thank you message within 24-48 hours of the interview, then don’t reach out again until the date the hiring manager told you they’d be in touch. Unless you have a very urgent question or something major comes up, there’s no reason for you to contact the hiring manager.

Emailing or calling them and asking for a status update or to let them know you’re still very interested will only harm your chances of getting the job. Hiring managers are inundated with messages already, and they told you when you’d be hearing from them, so respect them by honoring that date. Once it’s a few days past that date you can reach out again.

Don’t stop your job search process or quit your job.

Until you have a signed contract, nothing is official. While you may have given the best interview of your life and the hiring manager was gushing over you, there’s still no guarantee the job is yours. You don’t know if another candidate could come in and be an even better fit for the role, the job could go to someone internally, or a whole myriad of factors could be at play. Until you have that contract in your hands, keep working at your current job and continue your job search efforts.

Don’t post anything about the interview on social media.

It can be tempting to brag about a great interview or to post about how you’re excited for the opportunity and then tag the company or the hiring manager. You don’t know what the company’s social media policy is, so by posting you might actually be violating their standards unknowingly. Play it safe and keep your thoughts private, and brag to your friends and family offline.

Don’t ghost the hiring manager.

If you’ve decided to accept another job offer or if you’ve decided you don’t actually want this job for any reason, send an email to the hiring manager to let them know. Thank them for their time and the opportunity then explain that you’ve chosen to pursue another opportunity. They will be incredibly appreciative of this and they’ll certainly remember your actions. The business world is smaller than you think, so it’s very possible that you’ll cross paths again at some point, so don’t risk burning bridges.

Follow me on Twitter or LinkedIn. Check out my website.

Ashira is a Millennial and Gen Z Engagement expert helping organizations manage, engage, attract, and retain the next generation of talent and bridge the gap between generations. Learn more at www.ashiraprossack.com

Source: What Not To Do After A Job Interview

Three Tools To Find And Fuel Your Purpose At Work

“I just want to quit work and be a bartender!” Sarah blurted at a workshop I was leading. We were talking about career aspirations. When we were done chuckling at her unexpected words, I asked her what she loved about being a bartender. “You mean other than the drinks and tips?” she shot back, recovering nicely.

She paused for a few moments before saying, “I love lending a helpful ear to others.” As we explored further, Sarah discovered she was energized by creating a safe space where others could open up, be heard and feel better. As we dug deeper, she realized that it would be really energizing for her to be an evangelist for creating a culture of psychological safety in her workplace. She started to explore how she could broaden her role in human resources. Until that time, Sarah hadn’t connected the dots of how she can have the “bartender experience” at work.

Like Sarah, many of us dream of quitting our day jobs in search of fulfillment. “What am I even doing here?” many of us ponder, depleted of energy at the end of a very long day. We postpone finding meaningful work until we are just a little bit more financially secure. Maybe we think work is for a paycheck, and we look for fulfillment elsewhere.

This leaves many of us disengaged and costs organizations billions of dollars. Latest Gallup data on U.S. workplaces suggests that nearly 70% of us are not fully engaged at work and 16% are actively disengaged. Perhaps more importantly, our disengagement impacts the people we care about, as many of us drag our depleted selves home.

Beyond personal fulfillment, though, our workplaces need our full engagement, resilience and creativity to solve the toughest challenges of our time. The breakthrough for Sarah (and for each of us looking for fulfillment) came when she dug inside to know herself better. Here are three tools to help you dig deeper, too.

The first tool is your energy map. It helps you take stock of the tasks that energize you and those that deplete you. I use it with my executive coaching clients to help them determine where they should spend their time for optimal effectiveness and to stave off burnout (see below).

 

You can create this map or (download here) and fill this out for yourself. Look at activities based on whether they energize or deplete you and their impact on advancing your goals. The quadrant on the top right is where we should spend much of our time. Consider dumping any activities in the bottom left. I have found that mindfulness helps me to notice my energy throughout the day so try simple mindfulness practices here.

The second tool is your personal purpose statement. There are three steps to do this. First, list stakeholders important to you and ask them the unique value you create for them. This helps you learn how you best serve others. Second, discover the activities where you feel most energized. Third, find the overlap between how you serve others and what you find most energizing.

Your purpose is simply the way in which you serve the world that truly inspires you. For example, my purpose statement is: I connect deeply with others to help them become transformational leaders who make the world better for all. This course has more detailed templates that may be useful to you. Look for opportunities to bring this purpose to life at work and in life.

The third tool is your dream-job definition. Here are three questions to ask yourself:

  • What kind of work activities energize me (see the tool above)?
  • What contribution do I make for others that inspires me?
  • What strengths do I enjoy exercising?

Once you are clear on these answers, find a friend and brainstorm what sets of experiences you’d like to add to your work portfolio. Don’t focus exclusively on the next role in your career path, but rather the experiences or projects (or even volunteer activities) at work that are energizing where you can contribute with skill sets you enjoy exercising.

When you volunteer for a project or take on a stretch assignment that gives you a sense of fulfillment, that positive energy will spill over into your day job. Others will notice your positive contributions. You can even choose to share this insight with your boss, mentors and sponsors inside your organization to align your projects closer to your best contributions.

More and more enlightened organizations are focusing on their own purpose and helping people inside those organizations connect with work that is meaningful for them. Brighthouse, a Boston Consulting Group company, helps organizations excavate their purpose. CEO Ashley Grice talks about how organizations can find purpose and then use it to make an impact. “Purpose has impact emotionally and it has impact financially,” she says. “The bar has gone up a lot in terms of what employees expect from employers in making a difference in the world.”

In fact, institutional investors like Larry Fink, CEO of BlackRock, are pushing organizations to think long-term about their focus on purpose. As Grice says, the key in actualizing purpose is not just coming up with a great statement (e.g. BCG’s statement is “Unlocking potential to advance the world”), but actually coming up with a set of principles that act like guard rails and help employees bring purpose to life in every day decisions and behaviors. As leaders in organizations large and small, I see it as our responsibility to create workplaces where people can thrive and make their best contributions, so engage others in a purpose conversation.

Now, let’s turn back to the individual level. The poet Mary Oliver asks, “Tell me, what is it you plan to do with your one wild and precious life?” The work is ours. The time is now. We all need to be fully engaged in our purpose so we can solve the issues that matter to us.

Ready for the next challenge? Tune in on August 5 for Day 6.

Miss a challenge? Click here for Day 4: Put purpose in perspective.

Follow me on Twitter or LinkedIn. Check out my website.

I am the CEO of Transformational Leadership Inc. and the author of “Wired for Authenticity.” I have lived/worked in seven countries across four continents. My clients are purpose-driven C-level leaders in Fortune 500 companies who are passionate about creating transformational impact within and around them. My grandmother used to say that I would be philosopher when I grew up. I would spend hours staring outside the window. Admittedly, this was in Pakistan in the 1970s and there was nothing good on TV. Somewhere along the way to a brilliant career as a philosopher I got lost and went to business school instead. After an MBA from Wharton, I spent 20 years in leadership positions in P&G and Novartis including Region President and global Chief Marketing Officer. I have lived/worked in seven countries across four continents.

Source: Three Tools To Find And Fuel Your Purpose At Work

5 Career Paths That Are Perfect For Introverts

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“Everyone shines. Given the right type of lighting.”- Susan Cain

You walk into a networking event, or a team meeting and head straight to the back row. From here, you can observe everything uninterrupted. And when called upon, you cringe inside before you smile and speak.

If this sounds close to home, you are likely introverted.

Introverts makeup 16-50% of the population and find energy from being alone. You consider yourself more of a wallflower than a social butterfly.

And hey, that is okay!

You have a set of skills that are quite unique and can be used well in certain industries. You are likely independent, creative, a good listener and have a strong ability to stay focused. On top of that, introverts brains are wired differently and have a lower threshold for dopamine, this means, it takes less stimulation to feel a sense of reward, joy and euphoria.

But in the working world where collaboration and open office environments are on the rise, you likely struggle to find a role that fits for you. Here are five career paths to consider when on the hunt for an introvert-friendly job.

1. Lab Technician

With strong attention to detail and open-mindedness, introverts make great detectives. If you prefer the behind the scenes action, a forensic science technician is a good career to investigate…no pun intended.

You collect and analyze evidence in a laboratory setting and on occasion may travel based on the crime. This job does require a bachelors in a science related field but will be well worth it if you enjoy the daily tasks.

If going back to school isn’t in the stars for you, a lab technician is a great fit. You will stay behind the scenes in work to diagnose patients and the majority of your day will be spent in a lab environment running tests on samples.

2. Creative Artist

Do you have an eye for photography, an ear for music or knack at crafting? You can capitalize on these creative skill sets and build out your own business. The options here are quite broad, as you can work either independently as a freelancer, start your own company or contract your services out to larger organizations.

If you have a creative skill set, begin to search online for jobs that match what you can offer. As a photographer, you can cover anything from stock photos to real estate photography and corporate events. If you enjoy building installations look for events such as store openings, weddings or special events that require a creative eye.

3. Writer

Introverts usually enjoy solitude and time with their thoughts, and a writer will channel these thoughts into a creative storyline. Consider creative writing, ghostwriting or copywriting career paths, all of which lend well to your independent mind and require a great deal of detail and focus.

If you come from a very technical background in a niche field, technical writing may be a great opportunity to break into the writing world. A technical writer will conduct research on a specific area and then produce documentation in the form of manuals or supporting documents for products or services.

You can begin by joining freelance platforms such as UpWork or Copify to offer your writing services for a broad range of clients and from here build out a business of your own.

4. Accountant

Through the use of strong math and organizational skills, an accountant will spend the majority of the day working with numbers, not people.  You can work for a corporation or open your own accounting firm where you decide who to work with.

In order to become an accountant, you will need a Bachelor’s degree in accounting or related field. If you aim to become a Certified Public Accountant (CPA)  you will need to pass the certification process. This is a strong career choice if you are looking for the long haul since jobs in accounting are projected to grow 10% by 2026, which is more than any other job available.

5. Animal Care Giver or Veterinarian

You might not enjoy spending time with large groups of people, but you may enjoy spending time with animals. An animal care manager or vet will spend the majority of their time working with animals in zoos, shelters, clinics or animal sanctuaries. Here they will diagnose, train and examine animals.

If the thought of student loan debt to become a veterinarian is overwhelming, research states that offer student loan forgiveness for veterinarians, as locations with vet shortages are likely to offer this plan.

Understand your skill sets and seek jobs that cater to what you do best. Once you step into a career that fits your mold you will be surprised to find how quickly you excel.

The next time you cuddle up on the couch when you avoid going out to a loud and rowdy party, check out the TED talk by Susan Cain The Power of Introverts for some introverted inspiration.

Follow me on Twitter or LinkedIn. Check out my website.

I’m a career coach who helps job seekers via online programs and one-on-one coaching in finding their purpose, landing more job offers and launching their dream business

Source: 5 Career Paths That Are Perfect For Introverts

3 Things Coca-Cola, AWS And Smartsheet Taught Me About Innovation

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In today’s market, companies that are not constantly evolving or changing go extinct very quickly. Back in 1950, the average age of a company on the S&P 500 was 60 years old; today, it’s 20. With so many companies failing, disappearing, or getting consolidated, transformation is critical for businesses seeking to survive, let alone compete and win.

To be successful in product innovation, start with the customer and work backwards to determine the products you need to design and build.Smartsheet

Some companies are really good at transformation and continuous innovation; disruption is built into their DNA. Others struggle with their legacies of success, becoming overly focused on self preservation, which leads to slow decision making and aversion to risk.

But it’s not impossible for large companies to reinvent their business; indeed, it’s essential for their survival. During the course of my career, I’ve been fortunate to work at three amazing companies — all very different — each of which has been integral in transforming their industry.

Through these experiences, I learned important lessons about innovation and business transformation that can be applied to almost any company. Here are three critical keys to success:

1. Start with the customer

To be successful in product innovation, start with the customer and work backwards to determine the products you need to design and build. Only by truly understanding your customers can you deliver products that they will love.

When I worked on Coca-Cola Freestyle, we knew we had to start with the consumer and figure out what they wanted, so we did a ton of research. We started with focus groups in five different cities, five groups per city, all different age groups and demographics. The insights we gathered in these sessions informed our quantitative research, in which we ultimately talked to more than 7,000 consumers.

By truly understanding consumer preferences, we were able to build the Coca-Cola Freestyle in a way that appealed to consumers, with striking results: Installing a Freestyle machine led to increased beverage sales for restaurants by 17- 20 percent, and increased Coca-Cola sales volume by 30-40 percent in those locations. What’s more, about 25 percent of consumers who knew about Freestyle told us that they chose which restaurant they went to based on whether it had a Freestyle machine!

To innovate at Smartsheet, we set out to understand what problems our customers are trying to solve and then build solutions that help them do that. Smartsheet is a cloud-based work-execution platform that makes it easy for anyone to get work done without having to wire together a bunch of other tools. Today, most of the companies chasing this market overestimate the technical bar that most business users can clear, which results in overly complex products that are not easy for most business users to adopt. At Smartsheet, we really focus on how we can meet the needs of the average business user.

Every time we build a new product, we start by writing a document called a “PR/FAQ” (Press Release/Frequently Asked Questions”), which outlines what we’re going to build — and why — before we actually go to code (an exercise I brought with me from Amazon.) This means we create the story that we want to tell customers on the day the product launches — before we actually build anything. Then, we iterate on the press release until we like what it says about the product and how it solves a problem for the customer. We validate it with existing customers. Only when we’re satisfied that what we have is the right product definition do we begin work on building the proposed product.

2. Small independent teams move faster

Once you determine what to build based on research and customer feedback, assign a small team to the project and empower them to make decisions and innovate. Keeping the team small and focused helps prevent scope creep and eliminates the management overhead required to coordinate work across a large group. It is important to establish mechanisms for the team to escalate when they need help, but try to limit the amount of energy the team has to expend reporting up. This will speed innovation.

To develop Coca-Cola Freestyle, I built a small dedicated team that was completely isolated from the rest of the organization. We reported to a board of advisors on a quarterly basis but were empowered to make decisions without having to ask for permission.This was pretty game-changing, as it allowed us to move fast, experiment and learn, and be singularly focused on capturing the opportunity we saw in the market.

Coke’s idea of isolating a small, scrappy team to work on product innovation is the Amazon model as well. In fact, Amazon has a name for it: a “two-pizza team.” Almost every new service that starts at Amazon starts with a two-pizza team — a team small enough to feed with two pizzas.

Small, scrappy teams can help you make better decisions by forcing you to make trade-offs based on the constraints faced by the team. They’re better able to innovate quickly and course correct as needed to keep the project on track.

3. Take a long view

Another key to supporting innovation is to take a long view of the business. Rather than expecting an immediate return on an innovative new idea, focus on how you’ll develop the product to best serve your target market.

At Amazon, they take a very long view of the business. When we launched a service at Amazon, no one was pushing us with the question: How fast can you get to profitability? Instead, the discussion was framed around:

●    What’s the market you’re going after?

●    How much of the market do you think you can serve with the MVP (Minimum Viable Product — the first, solid foray to market)?

●    Where do you think you’d go after that?

Rather than worry about getting a very quick return on investment, the idea is that if we build meaningful, compelling products, we’ll figure out how to make money over the long term.

At Smartsheet, we not only take a long view of our business, but also encourage our customers to do the same. For example, when customers come to us for a solution, we try to understand the problem they are trying to solve or the pain point they want our help to address. This deep understanding enables us to build solutions that are both opinionated and flexible. We bring best practices to the table, along with a real point of view on ways that our customers can change how they work, and how we can help their businesses innovate faster as they navigate a constantly changing market — now, and into the future.

Gene Farrell Gene Farrell Brand Contributor

Source: 3 Things Coca-Cola, AWS And Smartsheet Taught Me About Innovation

How This Teacher Left The Classroom And Built A Million Dollar Education Business – Robyn D. Shulman

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Did you know that nearly one out of five public school teachers hold down a second job during the school year? According to EdWeek, half of teachers with second jobs currently work in a role outside of education, and 5% of teachers take on a second teaching or tutoring job outside of their school districts. Some teachers work 60 hours a week, and then take on second gigs. Across the country, teachers are renting out their homes across the country. In fact, according to a new study from Airbnb, one in 10 Airbnb hosts, or approximately 45,000 people who use the service are teachers……

Read more: https://www.forbes.com/sites/robynshulman/2018/09/19/how-this-teacher-left-the-classroom-and-built-a-million-dollar-education-business/#30afc8212d8c

 

 

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