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Career Strategies: The 5 Deadly Phrases To Avoid In The Job Interview Process

When it comes to the job interview process, whoever tells the best story wins. But certain phrases and ideas can short-circuit your career plans. Are you really able to have the kind of leadership conversation your job search deserves? When it comes to creating the career conversation that leads to consideration, avoid these five show-stoppers in the interview.

If you argue for your limitations, they are yours.

Richard Bach, Jonathan Livingston Seagull
  1. When Is Honesty NOT the Best Policy? – do you ever find yourself saying a version of this phrase: “If I’m being honest…”? TBH, that phrase is honestly hurting your chances in the interview process. Here’s why: if I need to call out the fact that I’m being honest right now, doesn’t it make you wonder if I’ve been honest with you up until this point? Why did I wait until now to get real and spill the T? Actually, in the interview, honesty is the only policy that works. Highlighting the fact that you are getting to the truth, but only just right now, can arouse suspicion and make people wonder why you aren’t full-on honest all the time. If you are a person of integrity, honesty is your default setting. Don’t create unnecessary suspicion. “To be honest…” is a filler phrase – like “umm” “Uh…” and “like”. None of those fillers are very satisfying in the job interview. So be really honest with yourself, and leave out the words that don’t serve you.
  2. The Fault Line – don’t cross it. “It was her fault” is the kind of blamestorming that can take you out of the running. Why? Because companies hire people who can overcome limiting circumstances. People are imperfect, nobody has a team of 100% superstars and circumstances often create difficulties in the office (that’s why it’s called work). How did you get past the obstacles and limitations – even if one of those obstacles was Jessica in Accounting? Phrases that blame people and situations point out your own limitations – what you couldn’t tolerate, tackle or transform. Focus on the story of how you overcame challenges, how you helped others to be better, or how you picked up the ball when somebody else dropped it. Remember, other people don’t need to be bad in order for you to be good. Concentrate on how you solve real problems – including personnel problems – by taking responsibility instead of laying blame.
  3. What You Don’t Know Won’t Hurt You – do you know how to answer an interview question where the answer is, “I don’t know” or “No, I don’t have that skill”? The fact is, no one can know everything. And not everything can be googled. Saying “I don’t know” isn’t a phrase that can NEVER hurt you – because it’s an honest and real response! The phrase that’s really dangerous? Trying to fake it until you make it! Don’t create a fiction around your skill set, ever. Any phrase that feels like fiction is one you’ve got to avoid.
  4. Disconnection is Deadly – Considering questions about skills or experiences you don’t have: are you able to connect your interviewer to a relatable topic – something that you do know, that might be supportive or helpful? For example, if the CIO says, “Do you have Salesforce Administrator Certification?” and you don’t, what do you do? Do you just say, “Nope!” blink twice and wait for your next mistake? Find a phrase that pays by connecting to what you do have: skills, talents and desire for the role! Point out the other experience or to action you can take to get what’s needed. “I don’t have the Admin certification but I went to Dreamforce [the company’s major annual conference] the last two years in a row. I’m very familiar with the software – let me share with you the experience I have and my training so far. If that certification is important, I can put together a plan to gain that credential in short order. Do you think that plan would be a requirement if I were to get this role?” Always connect your answers back to your interviewer, the company’s goals and your ability to work hard in the job – those things are always part of your story.
  5. Ultimatums – an ultimatum is a statement of what you won’t tolerate, usually phrased as a demand. Ultimatums reflect terms that you will or won’t accept, period. By definition, ultimatums point to your lack of flexibility and adaptability (two characteristics that might be useful for a new hire, wouldn’t you agree? Why would you demonstrate that you lack these two key qualities?) Now some ultimatums are important: “I won’t tolerate racism on my team”, for example, points to your beliefs and values. But “I won’t work on weekends” or “I need every Thursday afternoon off, or I can’t work here” is really pointing out your limitations. Look for phrases like “I can’t accept _______”, “I won’t allow that” or “That just won’t work for me.” Because if it won’t work for you, maybe you won’t work for this company. Every job interview is a negotiation. Once you get to “yes” you can decide if you want to take the job or not. You’re in the interview to explore your options – why start cutting yourself off from possibilities? Does it help your career to present demands and requirements, or are there other ways of looking at the situation? Is your ultimatum a personal preference that you’re clinging to, like a security blanket, or a statement of your integrity, values and work ethic? It’s better to keep your options open if you really want the job. Know the difference between uncompromising values and limiting statements that knock you out of the running. Keep your options open. Find out what’s really on offer and make a business decision to see if it fits for you. Ultimately, what you will and won’t accept is your decision, but arriving at that place without ultimatums is a smart way to frame the conversation.

The best interview is the most authentic, where you speak from your heart about the solution you can provide. By creating a dialogue with your interviewer, you build the conversation that matters most in your career. Don’t short-circuit your skills with ultimatums, filler phrases or fear of the unknown. The interview process is a journey of discovery. Your story – and the way you tell it – will guide you towards your next destination.

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

I write about the changing nature of the leadership conversation, and how communication creates the connections that matter. Recognized as the U.S. National Elevator Pit…

Source: Career Strategies: The 5 Deadly Phrases To Avoid In The Job Interview Process

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“Tell me about a difficult situation or challenge you faced in a workplace” By asking this question, employers are trying to see how you (A) take charge in handling a challenging situation, or (B) collaborate with your coworkers as a team to solve a conflict. They want to know if you have critical thinking and problem solving skill, how you approach the problem and the level of responsibility you take in challenging situations. It is very important to make sure that you use an example that demonstrates your ability to handle difficult situation. So do not mention about when you elevated the responsibility. Rather, talk about times when you stepped up and took a leadership position by collaborating with your coworkers. In order to construct effective story, use PAR model and follow the 3 steps. 1 Problem: Identify the problem. What was the issue? 2 Action: How did you and your coworkers analyzed the problem and took actions to solve the issue? 3 Result: What was the positive outcome in result of the action? By following PAR model, you can frame your story well. Watch the video to see example answer and start constructing your answer. Jobspeaker is a FREE service to help job seekers find better jobs. Login today!

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Struggling to Find the Perfect Job Candidate? How to Overcome the Vicious Circle of ‘Experience Inflation’

Even though STEM programs have grown increasingly popular, according to the Bureau of Labor Statistics there are than 700,000 unfilled IT jobs in the U.S.

Partly that’s because over 60 percent of entry-level jobs require more than 3 years of experience. The resulting “experience inflation” creates a vicious circle: New college graduates need experience in order to get hired… but without getting hired, they can’t get the experience necessary to qualify.

That’s a problem Talent Path is working to solve.

Talent Path hires STEM grads who are struggling to land their first gig, identifies the gaps on their resumes, and connects them with technology and IT organizations so they can gain work experience.

But they don’t work for free; during the “consulting” phase grads are paid a salary by Talent Path — and naturally, since the consulting phase is in effect a really long interview, are often hired by the tech company they are working for.

The Talent Path approach is a clever solution to a widespread problem. So I spoke with Jeff Frey, the Managing Director at Talent Path, to find out more — and to learn how you might apply a similar approach to your business.

I’ve worked with staffing companies before, but they always sent resumes for people they felt were “ready.” The idea of helping develop a potential candidate wasn’t on the table.

For higher level positions, that makes sense. But while there is a huge client demand for entry-level talent, there is also a real shortage in terms of what employers look for.

Education only goes so far: Many bright students get bounced out of the hiring process simply because they don’t have experience.

So we’re in the middle: We find those individuals, hire them directly, and pay their full salary and benefits. Then their job is to learn: First we take them through our training program, then place them with a client… and then we stay in their lives for at least six months while we continue to mentor them.

Just throwing them into the pool after some lessons, and hoping they will swim, wouldn’t be such a great idea.

Mentoring is crucial. We can help them navigate workplace dynamics, develop any other skills they need…

Companies love it, if only because it’s extremely low risk: If for some reason they don’t fall in love with one of our folks, they can swap them out. And if they do fall in love with the person they can hire them directly.

It’s very low risk with a potentially high reward.

Explain the business model.

Sometimes the people we train are coming out of school, sometimes they’re career-changers or military veterans. We pay their full salary and benefits at a competitive rate, give them a laptop, provide training… basically, we go into debt. (Laughs.)

Then, when we place them with a firm, we charge the company a bill rate that is slightly more than what we pay the individual. If the client keeps that person long enough to reach the break-even point they can hire them directly. If they hire them earlier, we calculate the difference.

In short, we’re a for-profit company, but we feel a lot like a non-profit. We get to help people launch their careers, and help companies find the talent they need.

But I suppose I could bring in a consultant; then I wouldn’t — at least in theory — have to worry about the learning curve.

Keep in mind the average consultant often makes twice as much as an employee. And if you like that person, their agreement with their consulting firm precludes you from hiring them.

In effect, a company can bring in two of our people for the same cost, invest in their development… and then hire them if they choose.

Clearly it works: Over 90 percent of the companies who take in an individual later ask for at least one more. Nearly every company we work with is a “repeat buyer.”

Also keep in mind many companies aren’t well equipped to deal with entry-level talent, and to help them embrace the company’s culture. Our job is to find the right cultural fit, the right skills, provide the right training to bridge any gaps… that’s something tech and IT organizations, especially smaller ones, may not have the skills — or the time — to effectively do.

Which means your training has to be both core and bespoke.

True. Fortunately we have enough client feedback, we know enough about the marketplace and trends and skills required… we know the foundational skills and attributes.

But then you have to look at what a company considers its ideal candidate: Tech skills, business acumen, soft skills, and emotional intelligence.

All of that creates a clear line of sight from who we get, to what we do, to how we place.

Is emotional intelligence a major gap?

Emotional intelligence is huge. Sometimes that means helping people adapt to the interpersonal dynamics of a particular workplace.  And sometiems that means helping people understand their own wants and needs and how to adapt to a workplace.

I literally just had someone in my office today say, “This is my first real job, and this is what it’s like…” we often provide a shoulder to cry on or a little tough love. (Laughs.)

Plenty of longitudinal studies show emotional intelligence creates better outcomes for a business. So that is definitely part of our curriculum, both for the benefit of the company and the employee.

Unfortunately, none of that gets taught in school. So we place people in different situations so they don’t just learn about it… but can experience it, too.

So if I’m a company that struggles to find entry-level employees?

Find ways to bridge the gap between what candidates can currently offer and what you need.

That’s not a new problem; it’s one staffing and placement agencies constantly struggle with. Sourcing may find an amazing individual… but that person may not align on the client side.

How do you bridge the gap between your needs and employee suitability? In most cases, those gaps won’t be skills-based. Determine what is missing: presentation skills, basic leadership skills, basic business acumen… and create a training plan to provide those skills.

That way you can hire great people who possess the talent you must have — and develop the ancillary skills they also need.

In effect, that’s what you already do — so make it a part of how you run your business.

By Jeff Haden Contributing editor, Inc.@jeff_haden

Source: Struggling to Find the Perfect Job Candidate? How to Overcome the Vicious Circle of ‘Experience Inflation’

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Emma Rosen made the bold decision to give up her job and take a radical sabbatical in pursuit of her perfect career. She spent a year trying 25 careers before turning 25 through short term work experience, shadowing and just giving things a go. She completed the challenge, and finished all 25 placements before her 25th birthday in August 2017. Emma spent a year trying 25 careers before turning 25 through short term work experience, shadowing and just giving things a go. She completed the challenge, and finished all 25 placements before her 25th birthday in August 2017. This talk was given at a TEDx event using the TED conference format but independently organized by a local community. Learn more at https://www.ted.com/tedx

A Good Resume Is Not Enough– Five More Things Job Seekers Need To Land A Job Interview

After hiring for thousands of jobs over 20+ years of recruiting, I have seen many different styles of hiring. Sometimes, a company looks at resumes (submitted in response to a job posting or via a recruiting agency), picks a few candidates to interview and hires one person from that process. This is the traditional job search to which too many job seekers tailor all their job search efforts. However, that traditional hiring process is less and less common.

Companies are strapped for time and hiring power, and looking at stacks of resumes takes a lot of resources. I received over 1,000 resumes for a recent HR Director search. Companies know that some of the best talent is gainfully employed and not responding to job postings or even recruiters, so companies need to change their hiring to attract this desired candidate pool. For the most competitive jobs, I am actively building a candidate pipeline even before an opening is finalized.

The net result is that more companies are not selecting candidates from a stack of resumes, but rather identifying them by other means. Relying only on job postings or recruiting relationships to find job openings will not account for all available jobs. Companies are also vetting candidates earlier in the process, well before the first interview. Assuming you only have to drop a resume to get seriously considered will take you out of the running prematurely.

Having a good resume is not enough for today’s job search. Here are five things job seekers also need to land a job interview:

1 – Back door references

Most companies conduct a reference check before they hire someone. Even if you get a job offer, your offer letter might state that is conditional upon receipt of satisfactory professional references. Many job seekers are familiar with this reference check process and prepared to share a list of past supervisors and other professional references (though job seekers are not as prepared with their references as they could be!).

Back door references are different from this reference check process, in that these references are checked before an offer is decided (sometimes even before a first interview is decided). These references are also not supplied by the candidate, but rather dug up by the employer. For example, you list Company X as a former employer on your resume, and I contact a recruiting friend over at Company X to say, “John Smith was referred to me as someone who’s great at branding, and apparently he worked at your place.

Did he do well there?” This is clearly not an in-depth reference, but it’s a pulse check on whether to go any further. I have been involved with searches where my hiring clients would not move forward with any candidate where we couldn’t get at least one positive back door reference.

How would you fare in a back door reference check? Will former colleagues say positive things about you? Will former colleagues even remember you?

2 – Online profile

Even when I worked with Fortune 500, brand-name employers who had a large candidate database in-house, I still relied on LinkedIn research to identify candidates. Remember that employers love passive candidates who are not necessarily looking. These candidates surface because someone recommends them, they are well-known in their industry or they are found online.

Your online profile is not just your LinkedIn profile. It also is your activity, and everything the comes up when you do an Internet search on your name – media mentions, publications, social media activity. I once saw an executive search almost derailed because an internet search brought up a controversial comment by the candidate on a common online community (think Quora or Reddit). Some employers dig deep into your online activity. In addition, if your job or industry entails online activity – e.g., marketing, technology, media – your own online profile and activity is a reflection of your work.

Have you run an Internet search on yourself? Do you have a Google alert on your name? Is your online profile optimized?

3 – Work sample

Your online profile may already include work samples, such as a website you worked on, a report you wrote or a presentation you delivered. If you don’t want to broadcast these so publicly, you should at least have them readily available upon request. More and more employers are asking for a sample of work related to the job opening at hand.

This is partly to shave off time in the hiring process – by looking at samples in advance, employers can make even more cuts before the interview process. Asking for work samples also differentiates candidates who are willing and able to go the extra step to land the job. Candidates unwilling to provide a work sample might not be that interested in the job. Candidates unable to provide a work sample might not have the experience they claim. Better to find out now before investing any more hiring resources into that candidate.

Do you have tangible samples of your work? If you don’t yet have a portfolio of projects you have worked on, start curating now.

4 – Skills test

For a digital marketing job, candidates were sent two sample emails from a direct response campaign and asked to evaluate which was stronger and why. This gave a window into how they might design a direct response email. For a fundraising role, candidates were asked to write an introduction letter to a large donor asking for a meeting. For an executive role to lead a regional office, candidates were asked for a letter of intent to outline their particular interest in the organization.

Unlike the work sample which is something you have already done, the skills test is something completed during the hiring process and directly related to the job opening. Over the years, I have found more and more companies including a test of some kind. Many companies give a test after an initial phone screen, but some companies start with the test before any interviews. Most of these tests don’t take a lot of time, but similar to the work sample, they are effective in weeding out candidates unwilling or unable to go the extra mile.

How would you fare in a skills test for a job or company you want? Do you have the skills to do the job right now? Career changers, you cannot present like you need to learn on the job (a common mistake that career changers make!). Do you know enough about the company to write a letter of intent or outreach to its key customers?

5 – Recorded interview

Even if a company doesn’t ask for any of the above and jumps right to the interview, it still might not be the person-to-person interview you are expecting, but a recorded interview using an online service, such as Big Interview or InterviewStream. With these online services, companies pre-record screening questions and candidates conduct the interview remotely. While this simulates a first-round interview, it still requires extra work on behalf of the candidate.

Video interviews are not the same as live or phone interviews and require different preparation. You will have to learn how to use the specific technology for whatever interview recording platform the employer decides to use. Like a skills test or work sample, you have an extra step to complete before any chance of meeting someone at the company.

Are you prepared for a recorded video interview? For which jobs and companies are you willing to go the extra step?


Companies are asking for more upfront, and you decline at your peril

I once interviewed a marketing candidate who refused to take an Excel-based marketing test that would have taken less than 15 minutes. She said she was insulted to have to take it given her years of marketing experience, but since she initially asked me to send her the test, I wonder if she didn’t think she would do well. Regardless, she didn’t move forward in the process because my client only wanted to look at candidate resumes, along with their marketing test score.

I once recommended a friend to a consulting job, and the hiring company was using a video interview platform and also asked for a letter of interest and work sample. That’s three extra steps, but none of these were particularly hard or time-consuming. Video interviews typically have fewer than 10 questions, if not five.

A letter of interest is a cover letter but focused on interest for that job and company – you should have a template that can be tweaked in short order. Job seekers should always have work samples. Yet my friend refused to comply, stating that if the company were serious about her they would be willing to consider her on her resume alone.

That’s a dare that could cost her an interview. Yes, extra steps take time, but not that much time if you really know the job and want the company – which is precisely why these extra steps are becoming more common. If you are unwilling to go the extra mile, you may not move forward to the interview process.

Follow me on Twitter or LinkedIn. Check out my website or some of my other work here.

As a longtime recruiter and now career coach, I share career tips from the employer’s perspective. My specialty is career change — how to make a great living doing work that you love. My latest career adventures include running SixFigureStart, Costa Rica FIRE and FBC Films. I am the author of Jump Ship: 10 Steps To Starting A New Career and have coached professionals from Amazon, Goldman Sachs, Google, McKinsey, Tesla, and other leading firms. I teach at Columbia University and created the online courses, “Behind The Scenes In The Hiring Process” and “Making FIRE Possible“. I have appeared as a guest career expert on CNN, CNBC, CBS, FOX Business and other media outlets. In addition to Forbes, I formerly wrote for Money, CNBC and Portfolio.

Source: A Good Resume Is Not Enough– Five More Things Job Seekers Need To Land A Job Interview

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Discover how to answer any question with our proven step-by-step system. ADD TO CART – http://bit.ly/GetStartedISF #jobinterview #interviewquestions #interviewanswers

Strengthen This One Thing Before You Quit Your Job Or Change Careers

As my career coaching work has evolved over the years, I’ve trained my focus on helping mid- to high-level professionals who are at a decisive crossroads in their jobs or careers, and are committed to making the best next move. Most often, these men and women know something critical has to change in their work, but they’re confused as to exactly what needs modification. There’s so much going wrong that it’s hard for them to identify one thing to address first.

I’ve seen continually that when we’re deeply unhappy in our work, and experiencing pain, mistreatment, disillusionment and regret about the focus of our careers and the people we’re working with, we often want to run away as far as we can from the pain, to the opposite end of the working world.

Today In: Leadership

For example, an HR executive who’s fed up with their toxic leadership desperately wants to chuck it all and start an online lifestyle business. Or a Finance VP wants to stop obsessing about the bottom line and turn to working in the non-profit arena to feel he’s making a meaningful difference in the world, and so on.

While these might be the best moves for these individuals, thousands of times it’s not. Instead, unhappy professionals are engaging in what I call the “Pendulum Effect”–knee-jerking from the pain and trying to escape their chronic career problems. That often leads them to chuck everything they’ve built and start over completely.

I’ve seen (in my own life and hundreds of others) that running away to an entirely new career often doesn’t address or fix the real problem–and that is who you are when you are working. This includes your boundaries, your ego, your way of communicating, how you handle stress, your decision-making process, how you relate to others, how you deal with critique and challenge and so much more.

Those elements of your approach to living and working don’t change just because you’ve quit your job or career. They’ll show up again in the new field or job, unless you do the inner and outer work to become someone who is more confident, self-respecting, powerful and impactful and able to stand up calmly and resolutely for yourself.

Before you make any changes in your job or your career, it’s critical to address this one thing before you make any moves: the way you are operating in the world.

When you do the work to strengthen and grow personally, you elevate yourself and ensure that your career will become more satisfying and aligned with your values. The degree to which you are able to grow and expand yourself to operate at the highest level is what will ensure that you can experience more reward and success in your jobs and professional endeavors.

This strengthening process involves closing the seven damaging power gaps that keep professionals from thriving. And elevating yourself to the highest level involves honing what I’ve seen are the nine essential skills for success and happiness in your career. They all involve strengthening who you are and how you show up in the world.

You simply cannot have a happy, rewarding and successful career if you are seriously lacking in these skills:

  1. Self-Awareness and Emotional Intelligence
  2. Communication Skill
  3. Building Strong Relationships
  4. Decision Making
  5. Leadership
  6. Advocating and Negotiating
  7. Work-Life Balance
  8. Boundary Enforcement
  9. Career Planning and Management

(Here’s more about three of those.)

How can we tell if we’re deficient in these skills and need more development to thrive? Below are some prime indicators that these skills need improvement now:

If you review this list and feel a bit overwhelmed because you feel many of these skills need development, that’s ok, and there’s good news. It means you have the self-awareness to understand that in order to be happier and more successful, some growth is required.

Choose one or two skills from the list above that you feel need the most development, and take proactive measures this month to build these skills. You can do this in many ways, whether it’s taking a leadership training course, working with a coach on your communication style, seeking help from a therapist to address your emotional pain from the past, prioritizing your life outside of work more highly, or deciding how and when you want to negotiate your next raise or promotion. Don’t wait. Take concrete steps now to change how you see yourself and how you interact with the world.

This one small step on the path to your growth and expansion can change everything for you.

To build a happier, more rewarding career, take Kathy Caprino’s Amazing Career Project training course and her new webinar The Most Powerful You: Close Your Power Gaps and Rock Your Career.

Follow me on Twitter or LinkedIn. Check out my website or some of my other work here.

I’m a career and  executive coach, writer, speaker, and trainer dedicated to the advancement of women. My career coaching firm—Kathy Caprino, LLC—offers a wide array of programs, training, assessments, videos, and courses that help women “dig deep, discover their right work, and illuminate the world with it.”

Along with contributing to Forbes.com, I write on Thrive Global, LinkedIn, and my own blog at kathycaprino.com/blog and am a frequent media source on careers and women’s issues. My book Breakdown, Breakthrough and my TEDx talk “Time To Brave Up” share critical ways to stand up and speak up for yourself and transform your life.

My new book, The Most Powerful You: 7 Bravery-Boosting Paths To Career Bliss, is due Summer 2020 from HarperCollins Leadership.

For more information, please visit kathycaprino.com, the Amazing Career Project course, and my Finding Brave podcast.

Source: Strengthen This One Thing Before You Quit Your Job Or Change Careers

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It’s said that job-related, or hard skills, may help you land the job. But these days, candidates who also possess strong people and relationship skills have a real edge in getting an offer. Soft Skills for Career Success provides valuable insight on how to get along and get ahead in your job. In this video, explore the top soft skills sought by hiring managers: communication skills, being a team player, a strong work ethic, flexibility, and positive attitude. You’ll also learn some smart tips for using your smart phone in the workplace. It’s part of the Job Genius series, presented by Express Employment Professionals, a staffing company with hundreds of locations and over 35 years of experience in finding great jobs for great people.

The Most Underrated Skill That You Need To Be Successful

This skill is so underrated that you can get pretty far in your career without anyone really noticing that you don’t have it or can’t apply it well. I’m talking about effective decision making. All sorts of people get through years of working; they even make it all the way to the C-suite without anyone ever even discussing this. But lose half a million in a quarter, cause a $50 million disaster, create a major service quality deficit or hire the wrong people for the wrong jobs too many times and people surely start to take notice.

The powers that be will surely notice that decision making – a skill you were likely never evaluated for – is suddenly getting in the way of your success and causing the organization to suffer.

Education Can’t Outrun Poor Decisions.

No amount of education or experience can outrun or outweigh poor decision making in the long run. The costs of bad decisions always surface and find a way to make you and the entire organization look bad. Observe the top ranks in any organization, and you will likely find highly qualified, educated and experienced executives and directors, but you’d be well advised not to assume that they can or will apply effective decision making when the moment requires it or the situation demands it. By the time leaders are exposed as deficient in this area, the organization has already taken huge hits and the culture and employees surely feel it.

Let’s look at what effective decision making is and what it isn’t as well as why it’s a necessary component of career and organizational success.

Effective decision making is a necessary but most underrated skill.

The higher up the career ladder you go, the more responsible you are for decision making. You become responsible for your own ability to make good decisions and accountable for the decision making – or lack thereof – of others on your team. If you find your career progression has struggled or stalled or that you are not getting the respect you seek, consider whether or not your decision-making methods could be hindering your success and how.

Decision making is underrated because people tend to credit others as competent in it without making any meaningful observations or assessments. Yet, a skill deficit in this area can create disastrous results for employees and organizations. Its importance is most appreciated after organizational leaders try to reactively remedy a catastrophe rather than when they should have been proactively trying to prevent one in the first place.

Today In: Leadership

Very smart people can (and do) make very bad decisions.

Some of the smartest – and most accomplished – people in the world have been in rooms when some of the worst decisions have been made (think Enron, the 2008 financial crisis, the 2010 BP Deepwater Horizon disaster and the 2019 Boeing 737 Max FAA disasters). Then there are the decisions that organizational leaders make every day which lead to staggering operational inefficiencies, unnecessary redundancies, poor quality output, ineffective and contradictory policies, bad customer service and flawed hiring. How can this be?

There are myriad reasons for bad, unethical or grossly negligent decisions including poor leadership, the lack of decision-making processes, ego, peer pressure, etc. But the top reasons would be resistance to critical thinking and analysis as well as the lack of an established decision-making process that accounts for human biases and ethical gaps.

Effective decision making is not synonymous with decisiveness.

Organizations go to great pains to recruit and reward decisive leaders when they should, instead, be working harder to secure effective ones. Certainly, decisive leadership has a proper time and place, but decisiveness is not synonymous with effectiveness. Further, when applied improperly or excessively, it can be a detriment to effective leadership and an impediment to effective decision making.

Sometimes being decisive can work against you.

These four perils to decisive leadership can create long-lasting harm to organizational and career success. You’ll want to avoid this kind of decision making whenever possible.

  1. Ready-shoot-aim. A decisive leader could have a shoot-first mentality whereby he will make a decision and ask questions later (if ever) with little regard for short or long-term consequences.
  2. Acting is more important than thinking. A decisive leader could believe that he’ll be rewarded for quick decisions even if those decisions may do greater harm in the long run. The goal becomes to just do something, and do it as fast as possible.
  3. Decisions aren’t connected to data. A decisive leader can become driven to achieve some predefined outcome regardless of whether the data supports the outcome or not. What is best for the outcome overrides what is best for the organization or the internal or external stakeholders.
  4. The ego can get bigger than the organization. A decisive leader may not tolerate or encourage dissent. In the worst cases, people are punished for disagreeing and rewarded for perpetual agreement. Hence, the decider creates – rather than reduces – higher levels of organizational risk.

Effective decision making requires analysis.

The best decision makers understand that regardless of which decision-making model they use, they must be strategic about it. Effective decisions are well-thought decisions with the results or consequences being weighed and considered beforehand.

Effective decision makers are often better strategic thinkers too because their processes start with better questions like these:

  1. Why do I/we need to care about this issue? Or, what prompted the need for this decision to be made?
  2. What happens if I/we don’t decide on this issue? Is the status quo acceptable? Why or why not?
  3. What outcomes are we trying to achieve? Who cares about them and why?
  4. What are my/our biases, prejudices, interests or values? Are they congruent with the defined decision options?
  5. Whom will this decision mostly affect? How?
  6. What are the positive and negative consequences of this decision? What is this based on?
  7. Who are the short-term and long-term beneficiaries? Who gets to define them?
  8. What is the worst result this decision can bring? Can I/we live with that?
  9. What are forces for or against this decision? Do I/we care? Why or why not?
  10. What is the second choice/option or fallback position? Is it viable, and how do I/we know?

Effective decision making is necessary for professional and career success.

Decision making is indeed a skill, and it is critical for personal, professional and career success. It applies to all areas of the business including hiring, operations, marketing, finance, etc. And it is most helpful when contemplating and deciding on your next career moves.

Those who are able and willing to apply effective decision making to their career will better understand which job opportunities to accept and which ones to decline and which career risks to take and which ones to pass. They are better able to gauge which extracurricular projects to accept and which ones to turn down.

Ultimately, by making better decisions, you will take more calculated risks to advance your career, and you will know where to focus your time and efforts for career building and networking so you can realize the greatest benefits over time.

Follow me on Twitter or LinkedIn. Check out my website or some of my other work here.

I am a strategist, management consultant, executive coach and international speaker and have delivered meaningful results for executives and leaders in 42 states and 6 countries across 3 continents. I serve as CEO for ARVis Institute, a strategy, change, performance and human capital consulting firm. I have committed my research, education and professional talents to transforming governments, corporations, nonprofits and educational institutions and develop leaders and managers who have the capacity to create high-performing organizations and the competence to affect positive change.

Source: The Most Underrated Skill That You Need To Be Successful

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Paula Golden philanthropist — amalgamator Broadcom Foundation, Executive Director “Successful philanthropy unites good people with the right cause and insures that the relationships are long-term, productive and gratifying.” As executive director of the Broadcom Foundation and director of Broadcom Corporation Community Affairs, Paula Golden is responsible for all aspects of the Broadcom Foundation, which includes funding education and research initiatives in science, technology, engineering and mathematics (STEM) worldwide. She also oversees the volunteer activities of 13,000 employees at Broadcom, a global Fortune 500 company and leading innovator in semiconductor solutions for wired and wireless communications. Paula earned her undergraduate degree in English and education from Wellesley College and was assistant dean and instructor of law at New England School of Law where she earned her Juris Doctor, cum laude. She also served as executive director of the Engineering Center and Engineering Center Education Trust, director of development for University of California, Los Angeles Neurosciences, and vice president of the Saint John’s Health Center Foundation. She partners with progressive nonprofits, government entities, formal and informal learning programs, and Broadcom employee-volunteers throughout the world to develop STEM learning processes and teacher training that will assist young people from all strata of society to become scientists, engineers and innovators of the future. This work includes developing the Broadcom MASTERS® and the Broadcom MASTERS International, signature programs of Society for Science and the Public. The Broadcom MASTERS® is the premier international middle school science and engineering competition designed to engage students between the ages of 11 and 14 in project-based learning and inspire them to continue studies in math and science through high school in order to achieve college and career goals. Paula also oversees Broadcom Foundation’s university research funding that reaches more than 64 renowned universities worldwide and directs the prestigious Broadcom Foundation University Research Competition. – – – – – – – – – – 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)

I’ve Interviewed 300+ Successful Women. Here’s What I’ve Learned About Creating a Career You Love

Over the past few years, I’ve interviewed hundreds of successful women. They have every type of journey you could dream of: There are women who have reached the C-suite in Fortune 500 companies and well-funded startups, women who have started and run their own ventures, and women who have made dramatic career turnarounds.

They’re all extraordinarily unique, of course, but there’s one thing they have in common: They’ve charted the path to work that they love.

That doesn’t just mean big jobs with important tiles and sizable paychecks (though in some cases, that’s true). Instead, these women have thoughtfully built careers around their innate strengths, their personal passions, and the type of work that brings them meaning and purpose.

Yes, creating a career like this may seem like a lofty goal. But if there’s anything I’ve learned from these interviews over the years, it’s this: Every single one of us has the power to find work we love. It’s just a matter of confidently taking steps to get there. As Katie Fogarty, founder of The Reboot Group, shared on my Facebook Watch show, Work It: “Do not wait for people to give you permission. Seize your permission. Seize control of your career.”

Ready to get started? Straight from some of the most successful women in the world, here are five crucial lessons about taking the reins and crafting the professional life of your dreams.

Today In: Leadership

1. Expand Your Idea Of A Dream Job

Often, we have a pretty narrow view of our ultimate goals. We envision achieving a specific job title or working for a particular company. But what happens when we achieve that singular goal, and it doesn’t live up to expectations? That’s all too common—and so the most successful women I’ve interviewed have made it clear that it’s key to widen your perspective.

For example, Kristin Lemkau, Chief Marketing Officer of JPMorgan Chase & Co., emphasizes that it’s critical to be flexible when thinking about your dream job. If you’re only focused on getting your current boss’ job, for example, you may miss other options—inside or outside of your company. “By staying flexible and open,” she explains, “you might encounter an opportunity that you had never before considered.”

Lindsey Knowles, VP of Marketing at Winc Wines, echoes this sentiment. “Be open. And try different things. There’s so much you can’t know until you do it,” she shares. “Until you’ve been in a few different types of workplaces, you can’t know what your preferred working style is or the types of problems you like to solve.”

2. Pursue What Matters To You—Not To Anyone Else

Similarly, we’re conditioned to believe that the traditional markers of success, like money or a C-level title, will make us happy, too. But for most people, that’s not the full story. Instead, it’s key to dig deep and understand the very personal factors that drive meaning for you—whether that’s constantly learning new skills or being involved in radical social change—and pursue jobs that incorporate those elements.

According to Aditi Javeri Gokhale, Chief Marketing and Communications Officer at Northwestern Mutual, a good place to start is thinking about the people you want to work with and the issues you’re passionate about. “I have always identified with jobs where I have a good connection with my leaders, with the mission of the company, and with the team that surrounds me.” When you have that connection, it’s easier to excel at—and enjoy—a job, no matter what your title is.

3. Be Intentional About What You Say Yes To

Cathleen Trigg-Jones, journalist and founder of CatScape Productions, once explained to me her strategy for evaluating opportunities. She would yes to the things that would move her closer to her dreams, and she would say no to the things that didn’t serve her. (Even if they looked like good opportunities on paper!)

This simple rule can move you toward a career you love in two important ways. First, it pretty much guarantees that you get to do more of the work you’re excited about. Second, you get to incrementally step further away from the tasks you don’t enjoy and that don’t help you get where you want to go—even if there are certain aspects of them that may be tempting. Keep following this formula, and you will organically move in the right direction.

4. Don’t Be Afraid To Take Risks

If you want a meaningful professional life, you have to be willing to take risks. Why? “If you don’t do things because you’re scared to fail, you’re not really getting the best out of yourself,” Sabrina Macias, Senior Director of Global Communications at DraftKings, once told me. “Risk is healthy; it makes you more creative.”

A risky move, of course, doesn’t necessarily spending your life savings to start a company—maybe it’s accepting a position you’re not sure you’re qualified for, asking for more responsibility, or volunteering to head a bigger project than anything you’ve ever tackled.

Maybe it’s simply giving yourself permission to try something wildly different. Cindy Gallop, founder and CEO of MakeLoveNotPorn, explains the concept this way: “Stop and ask yourself what would make you happy, and design that.” That might be advocating for a new offering at your company or working on that creative side project you’ve been thinking about. “Just start doing it,” she said. “You’ll be amazed at how many people will be drawn to somebody who is doing things differently—and enabling other people to do things differently.” But that’s the key: You have to first be willing to do things differently.

5. Know That Change Is Inevitable

Finally, know this about career paths: What you want and what works for you is likely going to change over time. As Carol Lovell, founder and CEO of STOW put it: “The meaning of success for me has altered throughout my life. What you think it means at 25 is very different to what you know it means at 50.” The lesson? Don’t be afraid to adjust course when you realize that you’ve changed.

On a smaller scale, even if you have a specific goal you’re working toward, you’ll undoubtedly encounter new information, opportunities, and roadblocks that make you rethink your course. And that’s OK. “It’s not a matter of creating this rigid plan of like, do this step, do this step, no matter what,” explains former CEO and board director Shellye Archambeau. “And things will happen! There will be roadblocks, things will happen that’ll cause you to change and that’s okay. You have to be open to that.”

The road to a career you love isn’t easy. It requires saying no, taking risks, and sticking to your guns. But as a result, you’ll be doing the work you’re passionate about and building a life that works for you. Take it from hundreds of women: It’s worth it.

Carrie Kerpen is CEO and co-founder of Likeable Media, an award-winning digital agency that achieved Crain’s 6th “Best Place To Work in NYC.” She is the author of WORK IT: Secrets For Success From The Boldest Women In Business and the host of the popular podcast All the Social Ladies. Follow her on Twitter @carriekerpen or visit her at carriekerpen.com.

Source: I’ve Interviewed 300+ Successful Women. Here’s What I’ve Learned About Creating a Career You Love.

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After running through what to wear for a job interview with a friend, I thought it might be fun to run through some options depending on the kind of workplace you’re interviewing for. If you’ve got your own tips on what to wear to a job interview or if you have a go-to piece, I’d love to see it or know what it is! Hope you’re wonderful! X Jodie

What Microsoft Japan’s Successful 4-Day Week Suggests About Work-Life Balance

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Topline: Microsoft’s Japan office experimented with a four day workweek in August, resulting in a 40% productivity boost, with over 90% of employees reporting they preferred the shorter week⁠—which aligns with previous studies that show greater work-life balance makes for more productive employees.

  • In addition to a burst of productivity, Microsoft Japan reported it used about 23% less electricity and printed around 59% fewer pages during the experiment.
  • Microsoft Japan will conduct a second experiment over the winter and will encourage more flexible working, but it won’t include the shorter work week.
  • But previous studies show that giving employees more flexibility increases productivity; a New Zealand company permanently adopted the four day workweek in 2018, after a trial resulted in a 24% productivity increase.
  • The Harvard Business Review reported that a Chinese travel agency experienced a 13% productivity boost when it allowed call center employees to work from home.
  • In the U.S., a 2017 Stanford University study found the average worker is willing to give up 20% of their pay to avoid their schedule being set with short notice, and 8% of their pay in exchange for the option to work from home.
  • A work-from-anywhere program for patent examiners at the U.S. Patent and Trademark Office showed productivity gains of 4.4%, according to a 2019 working paper by the Harvard Business School.

Big number: 80 hours.That was the length of a required workweek for 25% of Japanese companies in 2016, according to CNBC.

Key background: Japan’s culture of overwork first made headlines in 2015, when a Dentsu employee died by suicide on Christmas Day after working excessive overtime, and again in 2017, when a Japanese reporter died after clocking 159 hours of overtime the month before her death. Since then, prime minister Shinzo Abe has introduced “workstyle reform” to Japan, including an annual cap of 720 overtime hours per person. Although workstyle reform’s intent is to get big companies to improve their productivity internally, the Japanese government acknowledged the burden of overwork might be passed onto small and medium businesses as a result.

Today In: Business

Surprising fact: As a result of their brutal working culture, the Japanese coined the term “karoshi,” meaning “death by overwork.”

Tangent: Despite studies that show benefits to the four day workweek, it’s not universally favored by executives. Some owners have employees work on Friday when there’s a holiday the following Monday. Others have reduced vacation time to make up for the extra weekly day off. And one Portland, Oregon tech firm experimented with a four day workweek before returning to a five day schedule, because the owner realized a shorter week meant its competitors had a leg up.

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I’m a New York-based journalist covering breaking news at Forbes. I hold a master’s degree from Columbia University’s Graduate School of Journalism. Previous bylines: Gotham Gazette, Bklyner, Thrillist, Task & Purpose, and xoJane.

Source: What Microsoft Japan’s Successful 4-Day Week Suggests About Work-Life Balance

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After spending August experimenting with a four-day work week in a country notorious for overwork, Microsoft Japan said sales per employee rose 40% compared with the same month last year. The “Work-Life Choice Challenge Summer 2019” saw full-time employees take off five consecutive Fridays in August with pay, as well as shortening meetings to a maximum of 30 minutes and encouraging online chats over face-to-face ones. Among workers responding to a survey about the program, 92% said they were pleased with the four-day week, the software maker’s Japan affiliate said in a report on its website on Oct. 31. Japan has been struggling to bring down some of the world’s longest working hours as it confronts a labor shortage and rapidly aging population. Prime Minister Shinzo Abe’s push to make workplaces more flexible and reduce overtime has drawn mixed reviews. The summer trial also cut costs at Microsoft Japan, with 23% less electricity consumed and 59% fewer pages printed compared with August 2018, according to the report. Some Microsoft Japan managers still didn’t understand the changes in working styles and some employees expressed concern that shorter workweeks would bother clients. Microsoft Japan plans to hold another work-life challenge in winter. Employees won’t get special paid days off, but will be encouraged to take time off on their own initiative “in a more flexible and smarter way.” Subscribe to our YouTube channel: https://bit.ly/2TwO8Gm TICTOC ON SOCIAL: Follow TicToc on Twitter: https://twitter.com/tictoc Like TicToc on Facebook: https://www.facebook.com/tictoc Follow TicToc on Instagram: https://www.instagram.com/tictoc Subscribe to our newsletter: https://bit.ly/2FJ0oQZ TicToc by Bloomberg is global news for the life you lead. We are a 24/7 news network that covers breaking news, politics, technology, business and entertainment stories from around the globe, supported by a network of Bloomberg’s 2,700 journalists across 120 countries.

Bill Gates: High Schoolers Should Cultivate 1 Skill to Thrive in 2030 and Beyond

No one can predict the future. Not even Bill Gates. But the billionaire founder of Microsoft and philanthropist can tell you which skills he thinks will give you a competitive edge in the future.

Gates recently touched on this topic when he delivered a lecture at his high school alma mater, Lakeside School in Seattle. Fun fact: Another famous alumni is Microsoft co-founder Paul Allen. The two met when they were students there.

The first question the school’s head Bernie Noe posed to Bill Gates was this: “What do today’s students need to know to thrive in 2030 and 2040?”

You’re never too old to keep learning.

Gates encouraged the high school students to cultivate their curiosity. The more knowledge they seek out, the better they’ll be prepared for what’s ahead.

“For the curious learner, these are the best of times because your ability to constantly refresh your knowledge with either podcasts or lectures that are online is better than ever,” Gates said.

To do that, Gates said students must build your sense of curiosity and basic framework of knowledge. History, science, and economics are the subject areas he sees as being particularly useful to be successful in the future.

What Bill Gates predicts for the decades ahead.

During the decades ahead, the digital revolution will surprise us,” Gates said.

This is where that foundational knowledge and drive to keep learning will come into play. He thinks having the self confidence and willingness to keep learning will help prepare students for that revolution.

For example, he says changes that will take place in healthcare and climate change will require an understanding of the sciences.

He also believes teeangers must be more informed than ever on current affairs and past events. “Democracy is going to more and more require participants,” he said. He says understanding history — both of the United States and the entire world — will prepare students to understand why the world is in the situation it’s in.

Bill Gates is his own case study.

When Gates graduated from Lakeside in 1973, he didn’t know what the future would hold. There was one thing he took with him though that prepared him for his future success: “I had the ability to learn.”

He never expected that he would drop out of Harvard. In fact, Gates was so hungry for knowledge that he took extra classes in college just because they sounded fun and interesting. He admits that he wasn’t very sociable because his heavy course load was all-consuming. “I managed to get two and a half years there, and I loved every minute of it,” he said.

Gates dropped out of Harvard and started Microsoft with his former Lakeside buddy Paul Allen in 1975. The rest is history.

Betsy MikelOwner, Aveck

Source: Bill Gates: High Schoolers Should Cultivate 1 Skill to Thrive in 2030 and Beyond

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Check out these books by and about Bill Gates: * Business @ the Speed of Thought: https://amzn.to/2PAw27v * The Road Ahead: https://amzn.to/2QfWPDh * Gates: How Microsoft’s Mogul Reinvented an Industry: https://amzn.to/2PGLvmu * Who Is Bill Gates?: https://amzn.to/2PF7bzu * Bill Gates and the Making of the Microsoft Empire: https://amzn.to/2qrh5Xc He consistently ranks in the Forbes list of the world’s wealthiest people. He’s one of the best-known entrepreneurs of the personal computer revolution. He is also the second-most generous philanthropist in America, having given over $28 billion to charity. He’s Bill Gates and here are his Top 10 Rules for Success. * Join my BELIEVE newsletter: http://www.evancarmichael.com/newslet… 1. Have energy 2. Have a BAD influence 3. Work hard 4. Create the future 5. Enjoy what you do 6. Play bridge 7. Ask for advice 8. Pick good people 9. Don’t procrastinate 10. Have a sense of humor Sources: https://www.youtube.com/watch?v=ldPh0… https://www.youtube.com/watch?v=zGZb9… https://www.youtube.com/watch?v=pyg-D… https://www.youtube.com/watch?v=nJcFs… https://www.youtube.com/watch?v=EBdIe… https://www.youtube.com/watch?v=XS6ys… https://www.youtube.com/watch?v=ynQ5Z… https://www.youtube.com/watch?v=KxaCO… https://www.youtube.com/watch?v=IY2j_… https://www.youtube.com/watch?v=fI_xu… ENGAGE * Subscribe to my channel: http://www.youtube.com/subscription_c… * Leave a comment, thumbs up the video (please!) * Suppport me: http://www.evancarmichael.com/support/ CONNECT * Twitter: https://twitter.com/evancarmichael * Facebook: https://www.facebook.com/EvanCarmicha… * Google+: https://plus.google.com/1084697716903… * Website: http://www.evancarmichael.com EVAN * About: http://www.evancarmichael.com/about/ * Guides: http://www.evancarmichael.com/zhuge/ * Coaching: http://www.evancarmichael.com/movement/ * Speaking: http://www.evancarmichael.com/speaking/ * Gear: http://evancarmichael.com/gear SCHEDULE * Videos every day at 7am and 5pm EST * Weekends – Top 10 Videos: https://www.youtube.com/playlist?list… * #Entspresso – Weekday mornings: https://www.youtube.com/playlist?list…

How To Best Communicate Your Appreciation In The Workplace

Last week, our fifteen-year-old daughter told me about a “really cool” online quiz* her French teacher had the class take. As it turns out, the quiz had nothing to do with French.

My daughter stated that the quiz was geared around identifying your “love language,” and surprisingly, when she and her classmates and teacher shared their results, it spurred conversation, curiosity, and some a-ha moments.

The quiz was based on Gary Chapman’s classic book, The 5 Love Languageswhich suggests that each of us has a preferred “love language” and that we can improve our relationships by knowing one another’s.

In its broadest sense, “love” can be expanded beyond the romantic variety. For my daughter’s teacher, it became a creative way to get teenagers to think about how to understand their preferred communication styles better.

Today In: Leadership

This concept is so universal that it was later adapted to the work environment, shifting from “love” to “appreciation.”

“Because we don’t normally think in terms of our co-workers loving us — the word appreciation fits much better — but it is meeting that deep need to feel that somebody cares about me, and somebody appreciates me,” says Chapman.

Chapman teamed up with Dr. Paul White to pen The 5 Languages of Appreciation in the Workplacewhich aimed to improve workplace relationships simply by learning your co-workers’ language of appreciation.

“Every person is unique in the way that they feel love or express love in personal relationships, but it’s the same in how they feel appreciated and valued in work relationships,” explains White.

And when leaders, co-workers, and employees feel appreciated, says Chapman and White, you improve staff morale, create a positive workplace, and increase employee engagement.

Here’s a breakdown of the five languages of workplace appreciation, how to effectively communicate using them, actions you can take to support each style, and things to avoid.

1. Words of Affirmation 

How To Communicate

As this language’s name suggests, use words to affirm, encourage, and appreciate people. Employ empathy to understand your colleagues better and actively listen to them to signal your interest.

Actions To Take

Provide verbal praise in front of others—in a team meeting or when you’re with customers, for instance. Regularly send unexpected messages, emails, or texts of encouragement to foster closer work relationships.

Things To Avoid

Offering non-constructive criticism or failing to recognize your workmates’ efforts, which will leave others feeling frustrated and unappreciated.

2. Quality Time 

How To Communicate

The best way to use this language is to give others your undivided attention.

Actions To Take

Schedule time for one-on-one, uninterrupted, and focused conversations. Maintain eye contact. Arrange activities outside of the office to hang out together with colleagues . each of these actions will build trust and deepen team relationships.

Things To Avoid

Four words: put away your phone!

3. Acts of Service 

How To Communicate

With this language, actions speak louder than words.

Actions To Take

Help alleviate a colleague’s workload by offering your assistance, and then perform the service in a way the recipient wants it done. Use phrases like “I’ll help…” to let them know you’re with them and be clear about how much time you have to assist.

Things To Avoid

Not following through on tasks you promised to take care of.

4. Tangible Gifts

How To Communicate

Despite its name, this language is less about the “gift’” and more about the thought behind it.

Actions To Take

Get to know what is important or valued by the recipient and ensure the gift reflects this knowledge. A caffeine junkie would love a gift card to her favorite coffee house, and a team that’s been working around the clock might appreciate spa gift cards to unwind.

Things To Avoid

Forgetting special milestones or a giving a generic gift with no link to its recipient.

5. Appropriate Physical Touch 

How To Communicate

This language uses appropriate physical touch to demonstrate appreciation.

Actions To Take

Offer a high five, handshake, fist bump, or a pat on the back when acknowledging someone for a great job. These spontaneous displays of celebration help build positive work-based relationships.

Things To Avoid

Personal boundaries are important to keep in mind with this language of appreciation, so avoid unwanted touch.

Bringing It All Together

In the workplace, effectively communicating authentic appreciation and encouragement isn’t one-size-fits-all, nor is it restricted to a single language of appreciation. The best way to express your gratitude in the workplace starts with asking others their preferences so you can better relate to one other and deepen your relationships.

*Curious about your love language? For a fun diversion, take the Buzzfeed quiz here.

Follow me on Twitter or LinkedIn. Check out my website or some of my other work here.

I’m a social media ghostwriter who helps leaders craft their stories to communicate and connect better. As a former branding consultant, my role is to make it easier for my clients to share their unique talents and insights on a consistent basis, magnifying both their reach and impact. Throughout my career, I’ve attracted people eager to tell their tales of transformation. I’ve been a professional storyteller who helped my clients share their stories in a clear and engaging manner, and thus better connect with their intended audiences. Or, as my tagline long said, “People tell me things; I write their stories.” I’m also a frequent speaker, and co-author with Bruce Kasanoff of “I Am: Escape Distractions, Unlock Your Imagination & Unleash Your Potential.”

Source: How To Best Communicate Your Appreciation In The Workplace

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Clear communication in the workplace is a valuable skill. Get the Free Download pdf Quick Guide to Professional Communication Skills: http://www.communicationskillscoach.c… Full List: 1. Concise Communication: https://www.youtube.com/watch?v=9DLWN… 2. Clear Communication: https://www.youtube.com/watch?v=hCGJv… 3. Listening Skills: https://www.youtube.com/watch?v=iWPkH… 4. Positive Relationships: https://www.youtube.com/watch?v=p8Wq6… 5. Collaborative Problem Solving: https://www.youtube.com/watch?v=qp0EE… Get the Free Download pdf Quick Guide to Professional Communication Skills: http://www.communicationskillscoach.c… #communicationskills Communication Coach, this channel, helps rising leaders like you increase your impact and lead your teams with more excellence. The channel focuses on communication skills for leaders, presentation skills, group and team skills, and conversation skills. If you’re looking for self-pace communication skills training, this is the channel for you.

 

 

The 10+ Most Important Job Skills Every Company Will Be Looking For In 2020

As the world evolves to embrace the 4th industrial revolution, our workplaces are changing. Just as other industrial revolutions transformed the skillset and experience required from the workforce, we can expect the same from this revolution. Only five years from now, 35 percent of the skills seen as essential today will change according to the World Economic Forum. While we’re not able to predict the future, yet, here are the ten most important job skills (plus a bonus one) every company will be looking for in 2020.

1.  Data Literacy

Data has become every organization’s most important asset—the “fuel” of the 4th industrial revolution. Companies that don’t use that fuel to drive their success will inevitably fall behind. So, to make data valuable, organizations must employ individuals who have data literacy and the skills to turn the data into business value.

2.  Critical Thinking

There’s no shortage of information and data, but individuals with the ability to discern what information is trustworthy among the abundant mix of misinformation such as fakes news, deep fakes, propaganda, and more will be critical to an organization’s success. Critical thinking doesn’t imply being negative; it’s about being able to objectively evaluate information and how it should be used or even if it should be trusted by an organization. Employees who are open-minded, yet able to judge the quality of information inundating us will be valued.

3.  Tech Savviness

Today In: Innovation

Technical skills will be required by employees doing just about every job since digital tools will be commonplace as the 4th industrial revolution impacts every industry. Artificial intelligence, Internet of Things, virtual and augmented reality, robotics, blockchain, and more will become a part of every worker’s everyday experience, whether the workplace is a factory or law firm. So, not only do people need to be comfortable around these tools, they will need to develop skills to work with them. Awareness of these technologies and relevant technical skills will be required for every job from a hairstylist to an accountant and everything in between.

4.  Adaptability and Flexibility

As quickly as the world is changing, the half-life of skills is constantly reducing. Therefore, people need to commit to learning new skills throughout their careers and know they must be adaptable to change. Important to this is understanding that what worked yesterday isn’t necessarily the best strategy for tomorrow, so openness to unlearning skills is also important. Additionally, people must be cognitively flexible to new ideas and ways of doing things.

5.  Creativity

Regardless of how many machines work beside us, humans are still better at creativity. It’s essential that creative humans are employed by companies to invent, imagine something new and dream up a better tomorrow. Tomorrow’s workplaces will demand new ways of thinking, and human creativity is critical to moving forward.

6.  Emotional Intelligence (EQ)

Another area where humans have the edge on machines is with emotional intelligence—our ability to be aware of, control, and express our emotions and the emotions of others. This ability will be important as long as there are humans in the workforce since it impacts every interaction we have with one another.

7.  Cultural Intelligence and Diversity

Organizations are increasingly diverse, and effective employees must be able to respect differences and work with people of a different race, religion, age, gender, or sexual orientation. Also, businesses are increasingly operating across international boundaries, which means it is important that employees are sensitive to other cultures, languages, political, and religious beliefs. Employees with strong cultural intelligence and who can adapt to others who might perceive the world differently are also key in developing more inclusive products and services for an organization.

8.  Leadership Skills

Leadership skills will be paramount for not only those at the top of a traditional corporate hierarchy but increasingly for those individuals throughout the company who are expected to lead in the 4th industrial revolution. Enabled by the support of machines, there will be more individuals who are in decision-making positions, whether leading project teams or departments. Understanding how to bring out the best in and inspire every individual within a diverse and distributed workforce requires strong leadership skills.

9.  Judgment and Complex Decision Making

Machines might be able to analyze data at a speed, and depth humans are incapable of, but many decisions regarding what to do with the information provided by machines must be still made by humans. Humans with the ability to take input from the data while considering how decisions can impact the broader community, including effects on human sensibilities such as morale, are important members of the team. So, even if the data support one decision, a human needs to step in to think about how a decision could impact other areas of the business, including its people.

10. Collaboration

When companies are looking to hire humans in the 4th industrial revolution, skills that are uniquely human such as collaboration and strong interpersonal skills will be emphasized. They will want employees on their team who can interact well with others and help drive the company forward collectively.

BONUS: In addition to the skills listed above that every company will be looking for in the 4th industrial revolution, there are several self-management skills that will make people more successful in the future, including self-motivation, prioritization/time management, stress management and the ability to embrace and celebrate change. Those people who have a growth mindset, are adept at experimenting and learning from mistakes, as well as have a sense of curiosity will be highly coveted in the 4th industrial revolution.

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Bernard Marr is an internationally best-selling author, popular keynote speaker, futurist, and a strategic business & technology advisor to governments and companies. He helps organisations improve their business performance, use data more intelligently, and understand the implications of new technologies such as artificial intelligence, big data, blockchains, and the Internet of Things. Why don’t you connect with Bernard on Twitter (@bernardmarr), LinkedIn (https://uk.linkedin.com/in/bernardmarr) or instagram (bernard.marr)?

Source: The 10+ Most Important Job Skills Every Company Will Be Looking For In 2020

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