10 Job Search Mistakes to Avoid

In this job market every job seeker needs to be at their best.  Competition is fierce and employers are in the ‘driver’s seat’ with lots of candidates to select from.  This was illustrated very clearly when Delta Airlines reported last week that they were overwhelmed with 100,000 applications for 1,000 flight attendant positions! 

Thinking about what not to do, is as important as following all the good advice of what you need to do.  Based on my HR and career coaching experience, as well as some recent research published by ABC News and CNN, here are the top 10 mistakes I suggest you avoid:

Mistake #1 - Don’t Back Off During the Holidays

Especially this year!  Economists are still debating how strong 2011 is going to be, but I’m hearing from my recruiter friends that staffing orders are increasing.  Yes, things may slow down a bit during the holidays, but that only means that the job seeker has less competition trying to make connections with the recruiters, hiring managers and small business owners.  Keep up your pace with networking, introduction meetings, and informational interviews.  You just don’t know who is trying to staff up to be ready to hit the ground running January 2nd!

Mistake #2 - Don’t Expect the Past to Carry You

No doubt about it, your past experience is one important indicator of what you will bring to the table.  But employers today want to hear about what you’ve done lately and how your past experience is relevant to their strategic goals.  One comment I hear again and again from colleagues and clients is, “Yes, there are lots of candidates, but they don’t have the skills we need!”  Be sure you’ve done your homework and understand what skills employers are requiring for the jobs you are applying for.  If those skills aren’t as sharp or updated as they need to be, find training courses, opportunities for job shadowing, or maybe even an internship to help you make them relevant for 2011 and beyond.

Mistake #3 – Don’t Take Rejection Personally

Delta had to reject 99,000 individuals since they only had 1,000 openings.  That’s a lot of rejection.  It’s tough to hear, but learn something from those rejections; which will undoubtedly come your way.  Don’t take it personally.  Making a selection is difficult, especially when you have two or three good candidates to choose from.  When you have even more, it’s just a process of whittling the list down to the short list.  Keep evaluating what you could do differently the next time, and ask for feedback.  Paul Powers of CareerBuilder stated in the CNN article, “If you aren’t getting rejected regularly, then you either aren’t working hard enough to get your foot in the door, or you’re applying for jobs beneath your capabilities.”

Mistake #4 – Don’t Forget What this is About – and It’s Not About You

The focus during any job search campaign has to be on what the employer needs to be successful.  If you are currently in job search, please re-read that sentence three times and think about specific ways you demonstrate this principle in your day-to-day execution of your job search strategy.  The resume objective or introduction statement is a great place to start – right up front tell me what value you are capable of bringing to my organization.  Remember, all the hiring decisions are based on the company’s needs, not yours.  

Mistake #5 - Don’t Make It About Age

‘In the old days’ when employers were looking for candidates that would stay and grow with their firms for 10+ years, age might have been a consideration, even though there are laws preventing this type of behavior.  However, today employers are more interested in what knowledge, skills and abilities you can bring that will help them solve an immediate crisis, innovate the next iPAD, or improve the environment.  You get the point.  Yes, they’d like you to stay and contribute as long as there is a fit.  However, employers are more realistic today, expecting that talent will shift and a periodic rotation of new ideas and experiences is probably a good thing.  So, don’t let your age, young or ‘more mature’, get in your way.  Keep the focus on the value you will bring.

Mistake #6 – Don’t Try to Wing It

So you’ve been on a few interviews, you’ve been networking and you’re feeling really confident and prepared.  Don’t make the mistake that you can walk into the next meeting or interview without preparing.   Know the company and their needs.  Be prepared to talk about how you would immediately add value to help them.  Certainly be prepared to answer basic questions such as, “What do you do?”  We’re experiencing a longer than normal time for job seekers to be unemployed.   We all know that.  But the answer to the question is not – “I don’t do anything, I’m out of work.”  Would you hire the person who gives that answer?  Practice being strategic and enthusiastic with the answers and questions you prepare and practice for each specific event.  It would be rare to find two companies with exactly the same set of circumstances; so treat each opportunity individually.

Mistake #7 – Don’t Forget to Make Your Resume Special

With as many resumes as organizations receive today there is no time for reviewing a one-size-fits-all resume and deciphering how those skills fit with what the employer is looking for.  No one is going to take the time to do that!  So, make sure that your resume is tailored for each specific job.   Take the time to invest in making the best impression.  Understand what they are looking for and highlight those skills and experiences that demonstrate why you are the best candidate for that position.  You need to do the work for your resume to speak to their specific needs without a lot of effort on their part; because believe me, they certainly aren’t going to do it for you.

Mistake #8 – Don’t Focus on Only One Career or Industry

As jobs have moved into knowledge-based and technology driven fields, the skills and experiences job seekers have to offer can often fit into more than one job category.  Don’t limit yourself to a particular job title or field.  Be creative and experimental in seeking information about jobs in different industries that utilize similar information and technologies.  Your particular industry may not be on the rebound yet, but that doesn’t mean your talents and skills wouldn’t be welcomed in another industry.  And, truth be told, your particular job may never come back, so this may be the perfect moment to reinvent yourself.  Give yourself that permission.

Mistake #9 – Don’t Overlook the Importance of Taking Care of Yourself

Conducting a job search is a full-time, exhausting, and emotionally draining job.  Don’t forget to take care of yourself during the process.  You want to be on top of your game, so make sure you’re eating healthy, getting the proper amount of rest, and making time for exercise and leisure.  Stress is unhealthy on a lot of levels, and the stress of financial, career and family problems can quickly become overwhelming.  So much so that thinking is foggy, conversations seem desperate, and initiative and self-motivation turn to paralization.  Establish healthy routines and use your self-discipline to stick with them.

Mistake #10 - Don’t Just Wait for the Phone To Ring

Networking is definitely the best strategy for job search, especially in this market.   Many organizations don’t even want to post a job, fearful that they’ll find themselves with a Delta situation.  People, recruiters and folks inside the organization, are going to be the link to the openings.  Networking does take time and energy but is more likely to give you the results you are looking for.  Job seekers who use their time to send out a lot of resumes to LinkedIn contacts or Internet postings and then sit back and wait, will be waiting forever.  This option may seem easier and less stressful, and you can even fool yourself into thinking that you’ve been productive.  But the truth is, that if you’re not following up on every one of those resumes you sent out, you’re just wasting your time.  There is no easy way to find a job.  The only way to make your phone ring with that offer is for you to make it ring!  Be active with your network and keep expanding it.  Keep doing all the right things with a good attitude and you will connect with a match.

Job search is challenging, and especially when the competition is so tough.  Differentiate yourself from the crowds by not only doing all the things you know you should be doing, but also by being careful to sidestep the sinkholes hiding in the mistakes noted above. 

One other thought – don’t forget to have a champion or coach that you can talk, strategize, and brainstorm with.  This is a value component to your job search success.  Often you’ll find someone at networking meetings who can fill this role.  Best of luck in making the right connection in 2011.

CLICK HERE to share your thoughts or let me know about a topic you would like me to talk about in an upcoming blog.

If you need additional guidance with your job search campaign, please check out my book Position Your Next Move for a Successful Job Search, other Career GPS blog entries, and my free resources page on my website.

Social Media – A Differentiator for Job Seekers

A recent question poised by About.com asked, “What do Microsoft, Ebay, Netflix and Target have in common?” The answer, “All these companies (and many more) have used LinkedIn to recruit candidates for employment;” an answer you wouldn’t have expected four or five years ago. Technology has definitely changed the process for finding a job.

Sure, we all know the job market is still very slow. There are millions of people out of work; most of them actively looking for a job. Add to them a percentage of the employed population who are also actively pursuing opportunities to change jobs. And top that combination with the passive seekers who will change jobs, if the right one is offered, and I think we all can agree it’s also a crowded market! Serious job seekers have to do whatever they can to differentiate themselves from the masses and get noticed. Using social media effectively can help.

Social Media with a Professional Twist

My blog this month was inspired by four individuals who contacted me during these past two weeks asking for help with their social media job search efforts. To my surprise, three of the job seekers were under the age of 30; an age where I would have thought they would be teaching me something about social media. But as it turns out, they’re comfortable using social media for “chatting”, sharing pictures, and posting random comments about their day. They are at a loss when it comes to utilizing these tools for professional postings, networking and job search. Wonderful, we can all learn something.

As it just so happened, I had the pleasure of speaking last week at the DeVry University’s College to Career Boot Camp. At this fabulous event for DeVry/Keller students, I presented 10 Tips for Improving Your Job Search Results which included Tip #2 – develop a Strategic Career Communications Portfolio. No longer can a job seeker be successful with just a traditional resume and a networking spiel. In this competitive market job seekers have to commit to doing their homework and spending time on preparation and self-reflection (Tip #1) in order to create a powerful portfolio of communication tools that are branded and aligned with the job seekers’ values and goals.

The objectives of using social media tools in your portfolio are two-fold: (1) create a professional and interesting on-line presence of your skills, experience, and career goals, and (2) provide an inviting and collaborative environment to connect with a network of friends and colleagues who are interested in what you are doing and how they can help you achieve your career goals. To accomplish these objectives a job seeker will want to utilize technologies offered through:

LinkedIn
Facebook
Twitter
VisualCV

What’s Appropriate?

If you haven’t been using these social media tools up until now, or if your only experience has been with friends and family and social interactions, you may want to start slowly. I would suggest you begin by setting up your LinkedIn account with some basic information and then begin your process to invite a few professional friends to join your network. As you have the opportunity to view the profiles of others, look at them as if you were a recruiter or hiring manager. You’ll begin to get a feel for what is being shared that you like, and what you consider not appropriate for an employer to view. Consider your profile a work-in-progress and modify as appropriate.

Here are a few tips on each of the sections of the LinkedIn Profile that will help you get started:

Name: I know you know your name – but I want you to think about it differently. Think about how you want to brand yourself. List your name the way you think it will be easier for others find you; full name rather than nickname, middle initial if there are a lot of people that come up when you Google your name; or perhaps adding some distinction of educational degree or certification. Since my name is so common, there are nearly 400 Deborah (Debbie) King’s listed in LinkedIn, I decided to brand myself as Deborah A. King, SPHR and listed my name that way as well. Everything I put out through my social media accounts are listed the same way for consistency

Headline: Here’s a place to catch someone’s attention - declare your key skills or the position you desire. Use this space wisely. What do you want to be known for?

Photo: Remember, you want the viewer to see you as a possible fit for their company team, so the photo should match the “brand” you are trying to create to distinguish yourself from others who may have similar backgrounds and experience. This “brand” should include some of your personality and personal characteristics. I’m not suggesting your photo has to be serious; but make it a photo that says “I’m talented, smart, and a good team player – I’ll fit with your workplace culture!” This is not the place for a photo of you and your dog – unless your field involves animals.

Resume Data: With any of your on-line information you’ll want to be careful to protect your privacy. You have a choice here: (1) list primary information with bulleted key words and save your full resume as something to share with interested, qualified recruiters, or (2) list your full resume. Be aware that viewers of your profile are really just looking for the highlights, so focus on those key buzzwords.

Recommendations: Although an employer is going to check your references before offering you a job, it certainly is helpful to have a few comments shared by colleagues that will speak to the qualities and talents you bring to the relationship. I know you’ll want to build recommendations right away, but give it time. As you are networking and someone asks what they can do to help you, this might be one of the requests you ask for their help with. Also, it’s nice for you to write recommendations for others – perhaps they will return the favor.

Reading List: Sharing what you are reading is a positive way to influence others about your interest in staying current with what’s being written and talked about in general, as well as your career interests and areas of expertise. Don’t overlook this opportunity to suggest a book, or share a book review. Utilizing all the capabilities of your social media tools helps to show your professional and personal “well-roundedness”.

Your Activities: Yes, this is an area where you can mention that you are planning to attend a Job Fair, or a professional conference, but don’t forget to also use this area of your profile to share articles or videos that you think might be interesting to people you are trying to influence. Naturally keep it career-focused and good natured. Not too much personal information, and stay away from information that may involve political, religious, or controversial topics that could not be talked about in an interview. Be careful with humor – just like in an interview, you never know what is going to offend someone. This is a section you should update as often as you can, but at least once a week.

Files: Have you presented at a conference or an association meeting recently? Well, showcasing and sharing that PPT file or video through your LinkedIn profile might be a great way to demonstrate your areas of expertise. Naturally you would not post company proprietary materials without receiving the appropriate permission to do so.

Websites and Blogs: Are you interested in creating a blog where you can share insights and knowledge while demonstrating your experience? If you have a passion for writing this might be an option you’d like to explore. I’m not suggesting a blog where you post random reactions to everyday life. I’m suggesting a blog that would be of interest to people who might be looking for candidates with your background and expertise. This would be an option if you can commit to the following: (1) Will you enjoy creating interesting content to share with your community? (2) Are you disciplined to write and publish on a consistent schedule? Check out sites such as blogspot to see what’s involved with getting started.

Join Groups: If you’re looking for a way to fill up your email inbox quickly, join a few too many groups. Only join those that are aligned to your career interests and that you are truly interested in participating with. And, once you join, start participating – are their questions you can answer, dialogues you can contribute to? I do not recommend you use these groups as a way to post “I’m looking for a job – do you need me?” Let them first realize that you have something to share, and then let them know about your career interests.

As you can see, just one tool like LinkedIn provides a lot of opportunities for you to get your messages out while building a network that will be interwoven with the personal, face-to-face network connections you will also be building. Starting out with LinkedIn will give you plenty of experience to then move on to Facebook, Twitter and VisualVC. It may also help you modify your Facebook profile if you now realize that what you’ve got posted is a little to “friendly” for recruiters to see.

Wrapping It Up

Just a few more tips:

1. Be consistent within and across the various medias.
2. Don’t get fired – be aware that employers are checking out these sites as well. Someone will read whatyou post – so be careful. 
3. Monitor your internet presence daily through Google. You can easily set up automatic “Google Alerts” so that you know when something about you has been posted. 
4. Be careful with your Facebook privacy settings – don’t let others send photos of you to their friends. You never know where those photos are going to be shared. 
5. Network before you need to – if you have a job, great! LinkedIn is for everyone, with and without a job. Getting started while you have a job will make it easier if you ever need to use it for job search. 
6. Help others and they will help you. It’s not all about you – make it about your network, and you will be amazed at what the universe brings back to you. 
7. Lots of folks are into the numbers. I suggest you think about the quality of your relationships rather than the volume. Consider what you have in common and what the relationship can bring for both of you – if it’s not a fit – pass. 
8. Social media tools can keep you on-line for hours. Make sure you are doing this when you are off the clock. Be aware that employers are monitoring the sites you visit and how long you stay on those sites. Don’t let this activity lead to disciplinary actions or worse! 
9. Never, never stop thinking about privacy – don’t list any account numbers, birthdates, mother’s maiden name, etc. Job seekers are often targeted for identity theft because they naively list so much information about themselves. Be aware of what you are sharing and why. Remember you can’t control who will see what you post once you hit the submit button. In addition, most times you cannot delete something that has been posted. 

Please feel free to share your experience. CLICK HERE to leave your feedback. Like this post? Please FORWARD TO A FRIEND.

Moving On - Entrepreneurs Entering the Job Market

Over the past few months I’ve had several interesting conversations with colleagues, and other small business owners, who are struggling to keep their businesses going in this down-turned economy.  Their fears were expressed as, “If I can’t make a go of it with my business, how do I position myself to get back into the job market?”  “I can’t imagine what it would be like working for someone else after all these years, but I’m not sure how much longer I can hang on.”  And then, I came across a short article by Amy Lindgren, Consultant, addressing some similar job search questions. 

So, I started to think about the challenges and the opportunities this type of situation can hold and I realized there isn’t much information on the topic out there.  My passion for the topic of transition is very strong and before I knew it, the blog had turned into a white paper.  I’ve condensed the points for this blog, and I’m offering the “White Paper” on Entrepreneurial Transitioning as a separate download.  Please feel free to share both this blog and the download with others you know who could benefit from this information.

For anyone in job search, there’s a lot of information available.  However, for the entrepreneur who has been running the show, and calling the shots, there are some unusual challenges the average job searcher would not have to deal with.  This blog, and the associated White Paper, attempt to begin the dialog on those issues.

Everyone needs a job search strategy, or what you may be familiar with as a business plan.  The plan will guide your thoughts and activities - What’s the mission and goal, who’s the audience and what’s going to make you successful in reaching your goal?  In addition to the information in my book, Position Your Next Move for a Successful Job Search, I offer the following to entrepreneurs considering transition:

Opportunities

I’m definitely a ‘glass three-quarters full’ type of woman, so let’s start with the opportunities.  These may not be as apparent at first, but as business owners think about the experiences they have dealt with, surprising skills and opportunities will appear from the shadows.  You probably have more options than you realize:

1. Project Management – you’ve been juggling a lot of balls in the air, perhaps a PMP is your ticket to a new career.
2. Office Management – you know how to run a business, perhaps assisting someone else with their business will open up more opportunities as they grow
3. Business Development – you’ve been involved with developing business, closing sales, writing contracts, perhaps this is an avenue to be pursued
4. Training – if you enjoy helping others learn new skills and processes, perhaps a career switch to training would be one to check out    
5. Supervisor – are you good at team building and motivating others to be the best they can be?  Perhaps the option of supervising a team is your next calling
6. Customer Service – all business owners know about pleasing the customer.  If we didn’t do that, we wouldn’t be in business very long.   So what about a position where you help another company build customer satisfaction and relationships?
7. Take on a partner – maybe it doesn’t have to be so black and white as keep the business open, or close it.  Maybe bringing on a partner to help with sales, or to do the work while you grow the sales, is the answer
8. Take a part-time job and keep the business on the side – perhaps your business can take a back seat with periodic nurturing while you work at a part-time job to assist with income and financial support  
9. Look for opportunities with suppliers and vendors – you know a lot of people, perhaps they know of opportunities or needs that they have that you can help with through your business

Challenges

Depending on how long you’ve had your own business and been in the job market, the challenges will vary.  However, one thing is certain; looking for a job in 2010 isn’t the same as even 5 years ago.   On top of the economic issues you’ll have to navigate, there are also new technologies being utilized that you’ll have to get comfortable with.  But don’t let these changes scare you off.  Identifying the challenge is the first step.  Once you know what you need to overcome, you can put a plan together and go for it.

1. Determine what’s best for you – as in all job search, taking the time to get clear about what you’d like to do next is important
2. Update your resume – clarify your key talents, skills, and experiences you have to offer.  Please check out my website for a free resume worksheet that will help guide you through the process
3. Clarify your message – make sure the messages you send - verbal, written, and non-verbal - are all positive, forward looking, and confident about reaching your goal
4. Prepare for networking and interviewing – you’ve been the interviewer, now you are going to be on the other side of the table.  This can be a very hard switch for some folks.   It takes a big dose of humility
5. Acknowledge your willingness to take a risk – entrepreneurship is not for everyone.  You really have to have a tolerance for risk and uncertainty.   Look at the experience through a positive lens and appreciate the opportunities you’ve been given for the learning.

Job Search Preparation Tips

Get Organized

As a result of doing ‘whatever it takes’ to start and run your business, there’s probably a good chance you don’t even know all the things you’ve been doing, since you’ve been on auto-pilot for so long.  Don’t panic.  Take the time to think about what you’re passionate about, and what makes you happy. 

Prepare a Resume

You probably haven’t written a resume in a while, so start out by writing down all of your accomplishments, and then group them into ‘skill buckets’ – what primary knowledge, skill or ability was responsible for helping you achieve that success?  Write about your skills, not so much from your ideas of what you did for your business, but what the position you are applying for will require.  There’s a big difference in how these messages will sound.

Learn New Technologies

An important tool for successful job searches in 2010 is social media.  Social media may seem a bit intimidating if you relied on an IT person in your business to take care of all the latest and greatest computer and internet connections.  Take it one step at a time.  Be sure you are utilizing LinkedIn and Twitter, at a minimum.  

Prepare Your References

Another point you will have to give some thought to; what references are appropriate? 

Take Care Of Yourself

There may be a lot of emotions associated with letting go or re-structuring your business.   This is your baby and you’re strongly connected.  Don’t take that lightly.  Look for the positive energy within yourself and around you. 

I’m passionate about helping individuals with their job search.   However, I’m sure there are other tips, ideas and pointers that should be shared with transitioning entrepreneurs.  What experiences have you had that you can share in this discussion?  This is a relatively new phenomenon and we have so much to learn from each other.  CLICK HERE to download full "White Paper".


CLICK HERE and share your thoughts,

Looking for a Job - Know the Language

Have you heard, there’s a new language in the job search world? It’s the language of social media.

The language includes new words, along with familiar old words that have been given new meanings. Consider the following: oversharing, Twittersphere, retweets, LinkedIn, unfollow, blog, Facebook, friend, digg, wink, YouTube, video resume; and abbreviations such as: “LOL”, “ADIP”, and “JLMK”. So all I have to say is “OMG! Job Search isn’t w@ it used to be. IYKWIM”. So what’s needed to succeed?

Unless you’ve been living under a rock, you have to have noticed that everyone is turning their attention to social media experts to learn how to use the newest technologies to connect and share information. Workshops, webinars, key note speakers - you name it and most groups and associations are actively trying to educate their members about what social media is and how it can help them do whatever it is they do – marketing a product/ service, selling something, engaging a community of people interested in a particular topic, networking, recruiting, hiring, or searching for a job.

Yes, even HR is on the bandwagon of social media – so if you’re looking to change the job you are in, or seeking employment – understanding the new language and protocols of social media is a must. In fact, even business schools are introducing curriculum to teach students how to navigate the social media world after graduation. This is not a fad, it’s the thing that’s happening now, and still growing. Don’t get left behind.

Traditional Activities Still Required

Two years ago, when I wrote the book, Position Your Next Move for a Successful Job Search, I was primarily focused on traditional job search skills (branding, resume, networking, interviewing, negotiating, etc.) and only mentioned the importance of understanding and using new technologies, such as LinkedIn. But what an explosion we’ve had in the capabilities technologies are providing for social networking and information sharing about job openings! And as a result, adjusting what you’re doing to find a job, and how much time you’re spending in the different job search avenues has to be re-examined and properly balanced.

However, let me make it clear that there are still some very important activities that you still need to do that we would consider traditional:

• Take the time to understand what you really enjoy doing and what transferrable skills you have to offer. Remember, don’t just think about Job Titles – most people are working in jobs that weren’t identified 5 years ago.
• Be prepared to quickly tell someone what you’d like to do and why you’re passionate and qualified to do it. This is your 30-second commercial, and you will use it often (networking face-to-face, creating your online profile, participating in an online Group). Rehearsing in front of a mirror will make this come more naturally which will make it even more convincing. 
• Have a concise and targeted resume that highlights your talents and clearly defines what you bring to the table. 
• Establish and grow your network of contacts and participate in as many face-to-face meetings and events as is productive and practical. 
• Be prepared and skilled at the art of conversation and be ready to engage in an interview that highlights your top 5 talents and how you are prepared to work with the future world of business. Practice with a family member or friend by role-playing. 
• Participate in a variety of job search avenues, but properly manage your time to correlate with the return from each avenue. 90% of your time should be focused on networking activities – face-to-face and through social media. 
• Follow up with everyone you have come in contact with. Thank them for their help, advice, time, suggestions, next steps, introductions, etc. Follow up is still key to getting the interview. Pull something from your conversation and write it down – this personalizes your “thank you” and demonstrates that you are genuine.

New Social Media Requirements

• Google your name on a daily basis to make sure you’re not somehow associated with anything inappropriate.
• Take the approach that anything you publish on the Internet, Facebook, LinkedIn, etc. will be read by your current boss or your future boss. The concept of “it’s my personal space” has been redesigned by the growing number of individuals, companies, and groups that are mining the data that is out there for viewing. Be careful what you say, the photos that you post, and the permission you give to others about posting things about you. 
• LinkedIn is viewed as a professional network source, so if you’re only participating in Facebook, build a LinkedIn profile as well with your core competencies and transferrable skills. Most recruiters use LinkedIn as one of the primary sites for sourcing candidate. 
• Build your network by conducting people searches and reaching out to individuals you may or may not know. Be sure to tailor your message to state who you are and what your interest is. Don’t ask for a job, ask for information or advice. 
• Create a Twitter account and begin to connect with recruiters, employers, and your network to build trust, credibility and relationships. Don’t waste their time with the fact that you just washed your hair. Although you may think it’s all about you – it’s not. They want to see what you have to offer to help solve their problems and make their companies profitable 
• Although having an electronic/paper resume is important, depending on your industry and/or position creating a video resume may help to differentiate you from the many candidates only providing a traditional resume. Click here for some tips on creating a video resume. 
• Subscribe to blogs that have job listings. 
• Consider publishing a blog to demonstrate your expertise and build your credibility. 
• Don’t forget your manners. As I stated earlier, assume your boss or future boss is reading everything you are putting out there, and business protocol is still mandatory; even though you’re using the same technology you use in a very informal way with friends. 
• Be aware of privacy issues and don’t broadcast information about someone else looking for a position without first asking permission.

The job search world has been revolutionized as a result of how businesses are integrating technologies into all their systems. Be aware and savvy about what’s required. To gain an edge over your competition you must have a social media presence. At the moment there may not be a lot of jobs available, so what better time to set up your profiles, define who you are, and start to build your network so you are prepared and in the game as positions do become available.

I’m curious, what job search tips can you share about what’s working and not working for you using social media to complement your traditional search activities? I’m looking forward to hearing from you.

CLICK HERE to review job search questions and answers.

Is Your Job Hazardous to Your Health?

In a recent article for CNN Mark Tutton wrote about Steve Tappin’s discoveries realized after interviewing 150 CEOs for his book The Secrets of CEO’s.  The title of Mark’s article doesn’t hide what we might anticipate – Why being a CEO ‘should come with a health warning’.  But it’s not just CEOs that are feeling job and career stress today.  It’s all of us!

We all can name stress points.  One that I found most interesting recently is that workers are feeling stressed by not commuting to work – yes, teleworking is now a stressor rather than a de-stressor for some.  Seems that they miss being with colleagues and are constantly challenged by distractions around the house.  The list of what can give us stress seems endless.  But at the same time, if we take the time to cultivate a positive attitude, we can focus on things that bring us joy and pleasure rather than dwelling on the negatives that are all around us.  So is your glass half-empty or half-full?                                
As a result of the growing concern individuals, businesses, and the mental health community have about stress, the Psychologically Healthy Workplace Model was created.  This model focuses on the core elements necessary to provide balance for employee well-being and organizational function.  Click here for a video walkthrough of the key components.

Individual Responsibilities

It’s great for organizations to recognize that they need to better manage expectations of how much employees can handle in a 24/7 world, and to integrate practices and services into the way work is accomplished to allow ways for employees to find balance.  However, each individual also holds a responsibility for adequately managing stress.  As we know, stress can cause health problems, or make health problems worse.  If there are signs of stress; i.e., anxiety, fatigue, headaches, high blood pressure, depression, etc., talk with your doctor. 

Suggestions for better management of stress include:

1. Learn to recognize when you are feeling stressed so you can alter your behavior or thoughts.
2. Choose an appropriate method for dealing with the stress.  Options might include these offered by the familydoctor.org website:
• Answer the question – Can I control this?  If no, don’t worry about it.
• Solve little problems in order to give yourself a feeling of control.
• For those events that may be stressful, i.e., job interview - prepare as much as possible to be better prepared and relaxed.
• Look at change as a positive challenge, not as a threat.
• Work to resolve conflict with others.
• Find someone you can trust to talk to.
• Avoid over scheduling and multi-tasking.  Set realistic goals.
• Get into a regular exercise routine.  The key word here is regular.
• Eat well-balanced meals and get enough sleep.
• Meditate or tap into your spiritual beliefs in some way.
• Do something you enjoy such as sports, social events or hobbies.
3. Take advantage of employer EAP offerings as well as wellness benefits.
4.  Seek professional help if stress is interrupting your day-to-day functioning.

If you’re looking for other resources, check out the information available at MindTools Stress Management website. This site offers help for dealing with job-related stress. Here, you will find self-help and support to overcome stress in a range of situations:

• Whether you are an individual seeking solutions;
• A professional caring for clients suffering from stress;
• Or in HR and dealing with workplace pressures.

What Might the Future Hold

Stress has been with us from the days of cavemen.  It’s a natural part of life, and will be with us in the future.  However, by incorporating some changes into your day-to-day routine and workplace culture, you’ll be able to make significant improvements in lowering the amount of stress you take on each day.

Some organizations are being recognized for their efforts to offer stress management assistance to employees in a variety of ways – designed to meet the diverse needs of their employee population:

• Concierge services to help take care of personal errands while you are at work
• Restructured work teams to allow the capability of other teams members to cover assignments when a member must be away taking care of a sick child, or attending a parent/teacher conference
• Stress awareness training, along with benefits such as massages and acupuncture
• Healthy food and snacks when workload requirements dictate longer shifts
• Flexible benefits to allow time off for attending to children or aging parent needs
• Teleworking options for those periods when working from home will reduce stress and allow the employee to be more productive
• Yoga classes on site
• Job search assistance to displaced workers
• Encouraging employees to take their vacations and to get away from the office
• Realistic expectations for the amount of work that can reasonably be accomplished without the threat of burnout

Job Search Stress

Individuals looking for a job also encounter stress.  It’s important to establish a “routine” that includes time to network, research, relax, volunteer, interview, etc.  Routine is one of the primary “losses” unemployed individuals struggle with.  Establishing your own routine will help.

Recognize that job search is stressful.  Make sure you are taking care of yourself by eating healthy meals, getting regular exercise and maintaining an adequate sleep schedule.  If you’re not taking care of yourself it will be evident to the interviewer.

It can also be very helpful to join a network group of other individuals who are in job search.  You may have a close friend or family member that you can share thoughts and feelings with during their stressful time, and that’s great.  However, talking with someone who is actually experiencing some of the emotions and frustrations that you are, could also provide you with a healthy outlet for some of your emotions.

Surround yourself with positive people, positive thoughts, and good books and music. Don’t forget your local library as a resource; this will help keep you on budget.  Especially in this economy, there is much about the job search you can’t control.  You just have to get yourself comfortable with that, find something to do that you enjoy, and be open to those opportunities that will present themselves regarding employment.  It may not be what you’re expecting, so don’t say “no” before your investigate what’s involved.

Solutions for the Future

Intellectually we can say, “It’s just a job”.  But, at the same time, we realize without the job, we’d probably have more stress.  What solutions have you seen that work to manage stress?  What innovative options are businesses offering employees to help manage stress in a healthy way?

Separation - Do It With Grace

I’m not an advocate that downsizing and layoffs are the answer to the woes of our businesses – I never have been.  However, I do know that after initiating other cost saving strategies, sometimes an organization has no other choice.  It then becomes a question of how to let go of a “contributor” in a dignified way that acknowledges contributions made over the years, as well as assists with the transition to a “new” work-life?

Whether you are the employee or the employer, the Separation Meeting is never an easy one.  Even when an individual sees the writing on the wall and senses the company may need to eliminate jobs, it’s difficult to hear and face the finality of having to leave because it’s your job they are going to do without.  Although the manager may intellectually accept the reasons for layoffs or plant closings, that part of the brain doesn’t deal with the painful emotions of sadness and anxiety knowing the layoff message is going to turn the co-worker’s life upside down.

This recession has created the highest number of unemployed in 40 years, approximately 15 million Americans are without work, as of the end of May 2010.  I fear that we will see more layoffs in the 2nd half of the year as the economy is trying to right itself, gain confidence and figure out where it stands in relationship to the financial conditions playing out around the world.  Throughout all these downsizings we have heard one horror story after another about how the Separation was executed.  It is rare that we learn of a company that conducted itself with dignity and grace; although I do believe there have to be some of these companies out there who do it right.  They are just few and far between.

There is no way around it, a layoff, firing, termination, exit, separation; whatever you want to call it is not easy.  Someone is out, and others are still in (at least for the moment).  Paul Harvey, a professor at the University of New Hampshire commented in an interview with NPR in 2008, “that managers should treat the person being let go with dignity to take the edge off.  It’s going to be an emotional situation, and most likely the person is going to be embarrassed and angry.  They deserve an explanation.  The manager who shuts down emotionally only makes matters worse.”  [link this to NPR  ]  So what can be done to add grace to a difficult situation for both parties?

When I wrote Learning To Live With Downsizing in 1996, my strategic downsizing model included four key functions:

• Prepare managers to properly communicate and manage the message
• Consider the needs of the employees being let go
• Focus on the needs of employees remaining after the layoff
• Communicate with the community in which your organization operates

I think these are still very applicable for a downsizing strategy developed in 2010 focusing on the resources and actions required before, during and after a layoff event.

Tips for Employees

With the current economic situation, we all need to be prepared for the possibility that our company or industry may make adjustments in a way that could impact our abilities to maintain our jobs.  Not all firms are transparent, so the financial stresses the company may be dealing with may not be obvious.  Make the decision to be prepared --- just in case:

1. Create a financial strategy that allows you to put aside enough money to keep you and your family secure for 3-6 months.  That should allow you time to find some type of “bridge” job, (I’ll write about this soon – but this is a job that you’re only taking in order to keep yourself above water.  It more than likely is not in your career field, and it probably will be generating less income than you are used to.  It’s just temporary).
2. Raise your awareness about who you are outside of your job.  So often we define ourselves by the jobs we do and when those jobs are gone, we are lost.  It may be helpful to work with a career coach to help you shift your perceptions and paradigms.
3. Keep your resume up-to-date.  Don’t wait for the “shoe to drop” before thinking about what you should include and/or who might be a reference.  Check out free information on resume preparation at my website.
4. Keep up-to-date on current business trends by reading a variety of resources such as:  Fortune; Fast Company; and Businessweek.   Use this information to help you interpret what is happening in your industry
5. Should you be laid off, try to negotiate career transition services as part of your severance package.  Preparing to find a job on your own in a normal market can be difficult.  The current market makes it more challenging and may require you to consider explore re-invention or free-agent thinking.
6. If you are laid off, keep your composure as best you can in the meeting, as well as in conversations that may occur afterwards with your employer or co-workers.  You never know when paths are going to cross again, and/or if you will need to rely on any of these folks for a reference.  Don’t burn any bridges.
7. Stay focused on stress management, exercise, positive thinking and taking care of yourself.  It’s easy to fall into a habit of destructive and unhealthy behaviors during stressful times.

Tips for Employers

As a career transition professional, the biggest mistake I experience are companies going into a layoff without proper planning and strategic orchestration of preparation, training, processes and communications.  I offer the following points to help you in your strategic planning so you can detail plans that address the process, but also add grace and dignity to the reality that you are dealing with people.  People who have dreams, emotions, families, mortgages, etc.

1. Thoroughly work through your business analysis in order to address questions such as:  “Why my job?”  “What help can you provide me to get re-employed?”  “How and what do we tell the rest of the team?”  “What have we learned from this experience?”  Companies often find that utilizing an external HR professional to assist with the strategic planning and implementation can be helpful.
2. Be as transparent as you can about the financial and business stresses your company and industry are facing, so employees are not shocked by the news that layoffs must occur.
3. Teach your managers how to deliver the separation message in a way that shows compassion while holding the line on “the decision is already made”.  Be clear that this message should be delivered in face-to-face meetings as much as practical.  Communicating this type of message via email or phone is not acceptable to achieve the goal of working in a respectful manner.
4. As an HR professional, I know you have to take away access such as the computer, office keys, files, etc.  However, do this in a manner that doesn’t make the employee feel like a criminal.  In most layoff situations, the people impacted just happened to be the next in line.  It wasn’t a matter of performance, or fraud, or insubordination.
5. It’s best to have a witness in the room with you, usually your HR representative who can present the severance package and benefits being offered.   It may not always be practical for the HR representative to travel with the manager to the location where the layoff is being announced, although this is preferable.  If the HR representative can not be present, ensure the manager has the appropriate information packages, and the HR representative is available by phone to discuss the information and answer questions.
6. More than likely there will be questions after the layoff.  After the employee has had time to think about the impact.  Make it a priority that the HR representative returns phone calls immediately and offers the best customer service to the employees as they begin to sort through repositioning their lives.
7. Be sure to offer some type of career transition service.  Everyone, especially in this job market, needs help moving on to the next job.  Organizations, like my company, are available to assist with workshops, one-on-one coaching, and/or providing materials such as a self-paced job search book the employee can utilize on their own.   Your employees have helped to contribute to your success in the past, help them get started on the right foot to their future.
8. Be aware that your remaining employees, as well as the community from which you may draw workers in the future, are watching how you treat people; on the way in to your organization, as well as on the way out.  Do you cast them aside to struggle on their own, or do you deliver the difficult message with dignity, grace and assistance?
9. As soon as possible, gather the remaining team to explain what happened to the workers who were laid off, why the lay off occurred and how business will be taken care of going forward.  Be prepared for their concern and questions about who’s next.
10. Take time to assure those key employees you do not want to lose that their jobs are vital to the success of the organization and how you see them contributing in the future.  Help them see they have a future with you so they will not be as tempted to jump ship when the right opportunity comes along.

I hope I’m wrong about what we might see over the next six months.  I hope the markets are just being overly fearful and that businesses will be able to recover quickly and add jobs at a steady pace.  But if we are going to be faced with a challenging second half as predicted by several business analysts let’s prepare to manage the real human faces and emotions associated with the downsizing situation.  It’s painful for everyone – acknowledge that by being respectful.

I’m curious about your thoughts and invite you to post your comments.  We can all learn from each other.  Certainly downsizing shouldn’t be the first strategy we employ when we’re faced with challenging times, but if the organization has to initiate layoffs, what have you experienced that helped to manage the process of being let go in a more humanistic manner?

Resources:

Learning to Live with Downsizing, Deborah A. King

Position Your Next Move for a Successful Job Search, Deborah A. King

Website – Job-Hunt.org

What Happened to Manners in the Office?

It's Hip To Be Square Polite!

It was 1986 when Huey Lewis & The News produced the hit song, It’s Hip To be Square.  Today, I’d like to see someone climb the charts with a song entitled, “It’s hip to be polite!"

From a Human Resources perspective, as well as a member of the human race, I can’t help but wonder…

“Whatever happened to manners and etiquette?”

“When did it become popular to be rude and disrespectful?”

“What does the focus on “it’s all about me” mean for future generations at work and at home?”

Questioning where our relationships, personal freedoms and society are headed may be a bit risky, but I think it’s important.

The impressions we make reflect a lot about the person we are. And in business, to be successful you need to consistently make a good impression.  When someone interacts with you or observes you, they are getting a glimpse at your emotional intelligence (EI). EI impacts behaviors such as, your concern and caring for others, your sensitivity to put others at ease, and your ability to manage yourself in a way that results in building respectful and courteous relationships.  If you had to add someone to your team would you want the person who uses profanity, dresses for work in a ‘show-it-all’ style, and is constantly texting while you are trying to have a conversation? Or, the person who thanked you for the directions to the office, answered your interview questions with a focus on what he/she could do for the team, not what he/she wanted from the team, and dressed in a professional style that demonstrated understanding of the importance of appropriate business wear?  I’m guessing the second candidate would be higher on the preference list.  The reason --- the differences between the two are also reflecting how each would treat and respect others.  You would want to hire the person who would most value and respect other team players.

It used to be that parents taught their children good manners, by setting examples and maintaining a high bar for behavioral expectations.  Today, many organizations are finding they need to help model what acceptable behaviors and manners look like in the work place. My guess is that most people have heard about the Golden Rule.  It’s one thing to recite it; it’s another thing to live it.  Emily Post once said, “Manners are a sensitive awareness of the feelings of others. If you have that awareness, you have good manners, no matter what fork you use.”  Let’s start there.

Basics You and Your Office Mates Can’t Do Without

• You’ve heard it before, I hope.  Say “please”, “thank you”, and “you’re welcome” as part of your everyday courtesies.  They never go out of style and do more than you will ever know for building respect and trust.
• Do what you say you are going to do.  If others cannot take you at your word, what do you have left to offer?
• Be sensitive to the fact that not everyone will think a joke, cartoon, video, or picture is funny.  They may find it distasteful, offensive and grounds for a claim of hostile work environment.  
• Don’t be a bully; place the needs of others’ before yours.
• Be considerate and share your stuff, whether that is your supplies, information or lunch.
• Avoid discussions of politics, sex, religion and money.  These are topics that are very personal and people are usually very passionate about.  If they don’t impact your project – avoid them.
• Be interested, compassionate and listen to others.  Practice active listening. Think about what others have to say, rather than being focused on hearing yourself.
• Manage personal calls in a way that not everyone has to hear it. If you’re in a cubicle or on the bus or elevator, tell the caller you’ll call them back when it is more convenient. Just because you can take your phone everywhere, doesn’t mean that anywhere is an appropriate location for the conversation.  Believe me; we don’t want to know all those details.
• Dress to impress. There are all kinds of negative stereotypical impressions people get when they see others in provocative, unkempt, or falling off clothing. You’re at work – dress the part of a business professional.  If you’re not sure what that is, ask one of the personal shopping helpers at the department store to give you some ideas. Their services are free.
• Manage the volume of your headset, or your computer speakers so that others around you don’t have to listen to the music you find delightful – they may not.
• Profanity and crude remarks have no place in the office, and for that matter, in public. I still find it distasteful and gutter-like, when I hear “Oh, this (fill in the blank) sucks!”  Language says a lot about your style, intelligence and professional approach, use it wisely. 
• Be mindful to motivate others.  Good managers give praise in public and criticize in private.  That goes for all our relationships – at work and at home.
• Thank you letters and notes only take a moment and make a huge impression. There is always something to be thankful for – time someone shares with you to network, provide introductions, offer career advice, share information, etc.  Tell them how much you appreciate their time and knowledge.

Meeting Etiquette

In addition to the above, keep these points in mind for demonstrating your respect for everyone’s time and efforts when gathered for meetings:

• Be on time for the meeting
• Start and end the meeting on time
• Turn cell phones, pagers, etc. off or put on vibrate – even better, don’t bring them to the meeting so you can remain focused
• Be prepared and participate in discussions and presentations
• Give your attention to the person who is speaking – avoid sidebars
• Do not text, take calls, or work on your laptop (unless you are the meeting recorder) during the meeting.   It’s like whispering to someone while someone else is talking --- it’s rude
• Don’t interrupt others while they are talking, wait your turn
• Show appreciation for the kindnesses extended by others.  Did someone bring refreshments, or do a special presentation?  Thank them
• The boss gets the benefit of the doubt. Don’t argue with your boss, especially in front of others  
• Make new team members feel welcome. Introduce them and help them come up to speed

Speakerphone Etiquette

More and more meetings are held over the phone these days. In addition to all the points above, practice these courtesies when conducting conference calls with a speakerphone:

• Take the call in a room where you can close the door and not disturb others.
• When you officially begin the meeting, conduct a role call initiated by the meeting facilitator against the names of the people invited to the meeting.
• Always announce everyone who is in the room listening and/or participating on the call.
• Do not put the caller on hold if your office has “on hold” music or messages that all the other callers will have to listen to.
• If conducting a vote during the call, ask for yeas, as well as nays.
• If having a personal call, always ask permission before you put the caller on a speakerphone.
• While your hands are free, don’t be tempted to do emails and typing – be present with the call and participate.
• Always demonstrate regard for others on the call – this is especially true if you are taking calls from your home office or locations away from your desk.  Be aware of background noises and distractions.

Cell Phone Etiquette

The convenience of having our phones with us 24/7 has changed the way we work, as well as the way we communicate. Keep these things in mind in order to spare those around you with TMI:

• Be aware of your location and make a conscious decision if it is appropriate or not for the call.  For example, in a restaurant if you absolutely have to take a call, step outside so as to not interrupt others at your table, and/or disturb diners at tables around yours.
• Be aware of adding to noise pollution and have your phone on vibrate when at work, or in locations such as hospitals, libraries, meetings, etc.   All those “cute” ringtones can be irritating.
• Do not use your cell phone while driving – that includes checking the internet, emails, answering or placing calls, and or texting.  Many states now have laws against these activities.   It is best to pull over.   More and more research is demonstrating the negative impacts of trying to perform these multi-tasking functions while also trying to concentrate on the drivers around you.
• Be aware of the privacy of others. Do not use cell phone cameras in an invasive and inappropriate manner.

A More Respectful Environment

Manners have nothing to do with class – it’s all about demonstrating your character and values. It only takes a moment to smile at someone and say “good morning”, or “have a good evening.”  However, the return for your investment in these basic courtesies will be huge in building positive relationships with others, establishing and sustaining emotional trust, and cultivating a culture of respect in your workplace and in the world around you.  It’s never too late to improve your behavioral habits, it costs nothing, and you’ll feel much better according to Patricia Eyring in an interview on CNN.

Whether you are looking to advance in your firm, searching for a new job, or working as a ‘free-agent’ (insert link to blog on “free agent”) focused on marketing and sales, doing your part to reverse the decline of respect in our society will benefit you and your children. 

I’m interested in your thoughts.  Do you think manners and etiquette have a place in our workplace today?   Even though Emily Post’s family still runs a business based on the work she started so long ago, has our development into a fast-paced, technology-advancing world eliminated a need for personal courtesies?  

Resources

Modern Manners and Etiquette

Emily Post

Books

The Etiquette Edge

Etiquette for Dummies

Could Your Next Assignment be as a Free Agent?

When I wrote Learning to Live With Downsizing 14 years ago, I included a concept that I thought would be changing the way organizations were structured. The idea was based on the fact that since organizations were downsizing so many employees they would fill a greater percentage of future needs for workers with “temporary” workers rather than full-time employees. My thinking was that this change in employment structure would evolve in order to allow organizations to adjust more easily to fluctuations in workloads without the emotional and financial burdens of future downsizings. I stressed that this concept would become easier to manage as health care became portable.

Fast forward to 2010.  Like connecting the dots to reveal a secret picture, the elements of the marketplace seem to be aligning to provide organizations with a more responsive ‘free agent’ culture than we had in the late 1990’s.  Perhaps the time has come for the organization chart to shrink to a structure with a limited core of full-time positions that fluctuates with a stream of qualified, passionate and talented ‘free agents’ as needed.

What is a free agent?

The free agent worker is much more independent than the temporary worker we’ve experienced in the past.  According to a recent survey by Kelly Services, these individuals work with or without the support of a staffing agency. This includes independent consultants, temporary and contract employees, and entrepreneurs and business owners with or without staff.  The free agent has no expectations for the limited engagement to turn into a full time job, and in fact, probably would prefer not to work for one company; appreciating the diversity of working with several organizations at a time.

Other characteristics of the free agent include:

• Defines success in a different way than traditional workers
• Interested in doing well in their profession, acquiring more experience improving skills and being the best at what they do
• Fits their work into their lifestyle, not their lifestyle into their work
• Holds a high degree of self-confidence in their employability and skills

Could this be you?  Survey results suggest that this is the fastest growing, and likely the largest group of workers in America.  More than one-quarter of transitional employees are likely to consider working as free agents in the future.

Benefits to Employers

The free agent benefits from working on projects that are specifically engaged with requirements that are qualified for and interested in.   The work arrangements often allow a lot of flexibility of when the work is done and where the work is done, adding to the match with their quality of life goals.  So what’s in it for the employers? 

Well, in Learning To Live With Downsizing I listed the following:

• Independent workers focus more on their passion for their work, positioning them to be more engaged and motivated about the assignment
• Independent workers are less affected by ‘survivor syndrome’ 
• It’s easier to enable independent workers to take charge, especially with the explosion of “project work” assignments
• Teams are more productive with independent workers, due to their passion for the work they are engaged in
• Communication flows more freely among independent workers not paralyzed by job uncertainty 
• Performance is maximized (independent workers are more consistent with quality since their work is evaluated continuous rather than once a year)

To update these to 2010, I would also add that companies would benefit from:

• Reduced responsibilities and financial commitments for providing training, development, and benefits
• Less likelihood of union organization 
• Less government oversight for businesses with less full time staff members
• Reduced investment in work space facilities and equipment with free agents working more often from home offices rather than at company work locations

Society is also better prepared psychologically for a workplace of free agent options.  We’re seeing more articles like the March 15, 2010 piece by Jena McGregor for Fortune, How to Become an Exec-for-rent and The Corporate Crystal Ball by Carolyn Potter where she writes: 

“Athletes Aren't the Only Free Agents”

Baseball and basketball players, among others, aren't the only talented people who can be free agents. Expect more white-collar workers to follow their example. "The move to hiring temporary and contract employees, freelancers and consultants is beneficial for both companies and workers," Challenger says.

Companies, he believes, will save money and can add support on an as-needed basis while free agents enjoy flexibility in terms of when they work and types of projects they accept while also increasing their earning potential. And this prediction is already taking root, as Challenger, Gray & Christmas reveal that more than one-third of the U.S. workforce will be comprised of free agents by the year 2012 (according to market research firm EPIC-MRA).”

Have gradual changes prepared us for a paradigm shift?

Our workplaces have been gradually adjusting to changes over the years and today we find the following situations which also support a change to more ‘free agent’ positions:

• A shorter job-life cycle; impacting the justification for a full-time hire.  According to the Kelly Services survey, in today’s workforce many people are in jobs, at locations, doing tasks for projects and services that didn’t exist 5 years ago – things are changing rapidly. 
• We’re dealing with a generation of workers who prefer to work on their own and separate their social relationships from their work relationships
• More workplace acceptance to a variety of work styles vs. the traditional 9-5 scenario
• Working from a location that is not the office has become more acceptable by supervisors
• Technology advancements continue to make it easy to share information and to communicate
• There’s a rise in project work – work that has a fixed beginning and a fixed end
• Less loyalty and trust of corporations  
• 4-day work weeks and “green” transportation strategies make it more palatable for workers to be more independent
• Health care reform 
• A huge number of unemployed Americans finding it difficult to secure a position similar to the one they lost

So what do you think?   Will you be managing your own engagements in the future?  Depending on your passions and current skill sets, you may want to expand your exposure to include talents helpful in the free agent field such as:  marketing, sales, contracting, invoicing and collection, and consultative skills.  You never know what opportunities may be knocking at your door.  

Are you seeing more opportunities for free agent assignments rather than full time? What have your experiences been?

The Required Skill of Reinvention

The job market news continues to ride a rollercoaster with lots of peaks, valleys and turns.  Even with some bright spots like healthcare and energy, the continued uncertainty raises anxieties.  Now we’re starting to hear that more organizations are reporting that when they do start hiring again they won’t be filling all the old jobs.   Not surprising, but what does that mean for your industry and your profession?  Is your industry re-inventing itself to better match the needs of its customers going forward?  If they are, are you?

The picture of success….

I believe we need to revisit our beliefs of what “success” looks like in the marketplace.   Today it may mean a lateral position rather than a promotion.  It may be starting at the bottom in a new industry rather than becoming the VP of a functional area in a company you’ve worked with for over 10 years.  It seems clearer and clearer to me that a one for one rehiring for each of the jobs eliminated over the past 2 ½ years isn’t going to happen. In my speaking and writing engagements, I’ve been trying to encourage individuals to take this opportunity to go back to school and learn something new or enhance what they already know in order to take their careers to a different level or functional area.

Re-inventing – A new skill set

Now may be the perfect time to take a leap of faith; cast your fears to the winds and totally change careers!  Sounds scary, but it’s working for lots of people who have read the writing on the wall or couldn’t wait any longer to move on to productive work with a paycheck.   This lull in our economy is providing tremendous opportunities to utilize a new skill set – your abilities to ‘re-invent’ your career and yourself.

You may have already read a few of the stories that have gotten national coverage about ordinary folks who have ventured out of their comfort zones and found success in new areas where they had a passion – but no previous work experience:

Tom Smallwood a 30 year old laid off Detroit autoworker, needed to find a job to support his wife and 1 year old daughter, as well as save his house.  Tom’s story, like the others I’m highlighting here, is a great example of the capacity we all have to thrive and survive.  He had his skills, which weren’t much in demand in Detroit, AND he had his old bowling ball. 

Tom got out the bowling ball and started to practice.  He made a commitment to himself that if he didn’t have a job by May, he’d enter into the Pro Bowlers Association (PBA) Tournament; he always dreamed of being a Pro Bowler.  May came, he still didn’t have a job and he entered the Tournament.  Just as if scripted for the movies, Tom qualified; Tom’s dream of becoming a professional bowler was on its way.  Tom worked hard and went on to win the Tournament along with a $50,000 check, more than he’d ever made on the assembly line!  It was a sad day when he lost his job, but by reinventing himself he has a totally new career and gave himself the opportunity to have a childhood dream came true.

Tim Gaddis started his career as a policeman.  Once married, he became a stay-at-home dad and that’s when his interest in food, and more specifically cheese took hold.  He started hanging out with Mario (Batali) and Emeril and really got hooked after watching a Food Network Special hosted by Steven Jenkins, the author of ‘The Cheese Primer’. He was hooked.  The next thing he was talking about culinary school and having his own restaurant.   Tim graduated from Culinary School, and took a job in New York City at the famous Murray’s Cheese Shop.  He now tours the world looking for unique cheeses for the gourmet marketplaces offered by Star Provisions.  Quite a job; from cop to cheese connoisseur!

Rosemary Pereira a 20 year mortgage contract processor lost her job when the housing market hit rough times.  Her husband a mortgage broker also lost his job with the real estate downturn.  The couple picked up and moved to San Diego, leased some commercial space, and Rosemary re-invented herself as a fabulous cupcake baker.  Their specialty shop – Heavenly Cupcakes [ link this site with Heavenly Cupcakes  http://www.heavenlycupcake.com/ ]has been profitable since day one!  They’ve had national coverage of their shop and “re-invention” including a spot on Good Morning America.

So, it can be done.  In fact, the results can make you happier than the old job you were longing to go back to.  But how do you learn these new skills for “reinventing yourself”?

New skills….

According to Herminia Ibarra, author of ‘Working Identity’, re-inventing doesn’t come from planning or analyzing – instead, she suggests 9 unconventional strategies:

1. Act your way into a new way of thinking and being – step out and try different paths.
   
2. Stop trying to find your one true self. Focus your attention on which of your many possible selves you want to test and learn more about.
   
3. Allow yourself a transition period in which it is okay to oscillate between holding on and letting go.
   
4. Resist the temptation to start by making a big decision that will change everything in one fell swoop. Use a strategy of small wins to lead the way.
   
5. Identify projects that can help you get a feel for a new line of work or style of working.
   
6. Don't just focus on the work. Find people who are what you want to be and who can provide support for the transition.  Look outside your current network.
   
7. Use everyday occurrences to find meaning in the changes you are going through. Don’t look for one “all telling” moment of truth.
   
8. Take time when you need it.  Step back. But not for too long.
   
9. Change happens in bursts and starts. Seize opportunities as you are ready for them

Reinventing yourself and your career is a process and a journey.  Be open, explore, and experience what works and what doesn’t.  Who knows where your curiosity will lead you.

How has re-invention worked for you?  I’d love to hear your lessons and results.

Resources: 

Coach Yourself to a New Career, Deborah Brown-Volkman

Career Match, Shoya Zichy,

New Job, New You, Alexandra Levit

Related Blogs:

Bnet

Abundance

Mirror Mirror on the Wall...

C. K. Prahalad, a well-known management consultant, and the father of the core competency concept, once wrote this about leadership, “Leadership is about self-awareness, recognizing your failings, and developing modesty, humility, and humanity.”  Teachers, mentors, coaches agree - self-awareness is the first step in the creative process for an individual on the road to happiness.  It’s a way to explore an individual’s personality, value system, beliefs, inclinations and tendencies.  By taking a look at who we are, we can become empowered to make the changes necessary to reach our personal goals for self actualization. 

Whether you are interested in raising your self-awareness in order to build your leadership skills, develop yourself for advancement or a career change, or curious about how to improve as a person, it’s important to utilize all your avenues for collecting honest and insightful feedback.  This feedback helps you raise your awareness to those areas where you are excelling as well as failing, and guides you in determining what goals to set and what areas you should pay more attention to.  Work on self-awareness can not be accomplished in a vacuum – you need to not only explore what makes you tick, but also the perceptions others have of you.

Usually developmental feedback is given by a close friend, family member or a supervisor.  Someone who is honestly and sincerely interested in your professional and personal growth.  Feedback can be difficult to hear, but it’s useful and necessary. We should accept it as a gift, because we often don’t see ourselves as others see us and without their willingness to reflect back to us what they see – we are operating in the dark.  We see what we want to be, not necessarily what we are. Conversations about developmental issues usually occur in the employment arena during the annual performance review.  However, if you’re working with a mentor, coach or therapist you may be gaining insights on a more frequent basis.  Armed with the insight and perceptions from others about your strengths and developmental areas you can choose to do nothing or you can:

• target specific training courses and learning opportunities that will strengthen your mix of skills and knowledge
• align your skills and interests with specific jobs and career opportunities
• transition to a different career path that matches more appropriately with your interests and preferences

In addition to the perceptions and insights from others, another helpful method for looking inward for clues about who you are and why you do what you do can be obtained by incorporating a self assessment into the mix of avenues for feedback. Utilizing a self-assessment allows you to take a look at who you are, not through anyone else’s lenses but your own. Naturally, the more honest you are in answering the questions, the more relevant and helpful the feedback will be.

Perhaps you’ve already experienced a self-assessment?   If you have, then consider re-reviewing your debrief materials to determine if the feedback is still relevant.  If it’s been a while, or you have never taken a self-assessment before, check with your HR Department for options available to you.  Many internal HR Departments provide employees access to assessment tools as part of their career development benefits.  If you don’t have access to internal options, you might consider working with a Career Development Coach or contact a university Career Development Center to learn what options they might offer.

Assessments such as the Myers-Briggs Type Indicator (MBTI), Herrmann Brain Dominance Instrument (HBDI), DISC and Emotional Intelligence (EI) each provide a different snapshot of your preferences along with information that can be thought provoking and inspiring of personal change.

So what should you expect when you decide to seek information about yourself through self-assessments?   You should expect the:

• assessment will be accessible on-line.  
• price will vary depending on the sophistication of the assessment and the extent of the debrief and coaching you will receive to assist you with the reflection and planning phases.  
• assessment questions have no right or wrong answers – it’s all about understanding and reflecting on the preferences your assessment choices display.
• debrief to always be conducted utilizing a written report of results and a personal conversation focused on reviewing the appropriateness of the results as well as assistance with interpretation.   
• debrief could be offered over the phone or in person.
• professional conducting the debrief to be certified by the producer of that particular assessment.   This certification provides you assurance that the professional has received sufficient training to properly interpret the assessment results, as well as design and facilitate a meaningful and directed debrief meeting.
• assessment data to be handled in a confidential and proprietary manner.

If you’ve never been exposed to the type of information offered through self-assessment tools such as those I’ve noted above, here is a glimpse at some of the developmental areas you might find yourself reflecting on based on your results, interest and feedback:

• Communication style
• Leadership style
• Careers that match your work style preferences
• Interpersonal skills
• Supervisory style
• Preference for addressing issues such as change and conflict
• Learning style
• Decision-making style
• Working with others and team development

The EI assessment takes a different approach from the MBTI, HBTI or DISC type assessments.  As our society is becoming more comfortable talking about feelings and emotions in the work setting, we continue to see the popularity of Emotional Intelligence assessments grow.  Daniel Goleman is often credited with the introduction of EI to the workplace.  In 1995, however, his work was difficult for many leaders to get their arms around since it dealt with emotions and sounded too “touchy, feely”.  Today however, we are experiencing more and more research, writings and consulting being directed to better understand and acknowledge the emotions and feelings of our workforce.  Just look to the popularity and insights the work of the Heath brothers, Dan and Chip, is having on organizational change as a result of their book, Switch which deals with the emotional side of successful change. As you consider assessments, don’t shy away from gaining some insights to your EI – you’ll be glad you took a look.

Self-awareness is nothing new.  Remember Socrates’ advice – “Know thyself”.  Through the use of self-assessments you can gain a better understanding of your preferences and raise your awareness to your own feelings as they are occurring.  With this expanded knowledge of yourself you can improve personal and professional relationships, your abilities to supervise and lead others, abilities to work better with your team mates, and to align yourself with a profession and a job that best suit the styles in which you like to work.   It may be a little scary to turn the mirror on yourself, but with the guidance of the right professional at your side, the experience can be exhilarating and powerful! 

I’m curious – what have your experiences with self-assessments been like?  I particularly like the HBDI, MBTI and EI.  What assessments do you prefer and why?

Resources:

Time Magazine, October 2, 1995, Volume 146, No. 14 The EQ Factor, Nancy Gibbs

Working with Emotional Intelligence, Daniel Goleman

The Artist’s Way:  A Spiritual Path to Higher Creativity, Julia Cameron 

Do What You Are, Paul D. Tieger and Barbara Barron-Tieger 

The Whole Brain Business Book, Ned Herrmann

Blogs:

Look Far – The Art of Self Awareness

Enlightened Living