How to capitalize on your GENUIS

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I have lots of knowledge to share. What are some ways to share my knowledge and get additional exposure as an expert in my field?

Can do it any number of ways – Speak it, Write it, Perform it.

JUST GET IT OUT OF YOUR HEAD!

Speak it: audio, webcam video

Write: Articles, blogs, Tips, Interview

Perform it: brown bag lunches, professional organizations, Youtube it

  • Once you have it out of your head – you can productize it any number of ways.
  • Slap a graphic or slide deck to an audio, and you have a video
  • Put your speaker notes into your slide desk presentation and you have an ebook
  • Take your article and split it into digestible tips and you have your social media postings

Full list of the things you can do can be found in my Productizing Your Genius Cheat Sheet at

http://eepurl.com/Vy0-n

How to Attract and Retain Talent with the right benefits

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Tips from the article in COI Journal.  Find the complete article at:

http://www.cio.com/article/753056/How_to_Attract_and_Retain_Talent_With_the_Right_Benefits?source=CIONLE_nlt_insider_2014-05-27

 

The article by , she correctly points out that  with multiple generations in the workforce at the same time – Millennials, Generation X and Baby Boomers – it can be tricky to navigate benefits offerings when recruiting and hiring talent. But ignoring the issue could leave businesses without a crucial tool for attracting and retaining top talent.

In her article, she stresses “One-Size Fits None”  and “Customization is the key”.  But how does one pragmatically and logically achieve this customization without increasing your time spent in the office? How can you continually offer benefits in line with your employees’ needs and their work-life balance challenges?

Well – the most effective way is to get to know and understand your employees.  The best way is to meet with them on a regular basis.  I offer the following tools and training to better understand your employees in a way that doesn’t add time to your already busy work day.

  • Schedule weekly or twice a month one-on-one manager meetings with your employees.
    • Assign them the task of setting it up, defining the agenda, preparing you for the meeting
    • By their agenda, you can tell what is important to them.
    • By asking open-ended questions in these meetings, you can tell what benefits best fit their needs.
    • Delegating them the task of driver doesn’t add time or energy to your plate
  • Assign each employee an Individual Development Plan worksheet (described in detail in the Professional Development Toolkit eCourse or DVD)
    • Assign them the task of creating their own career development plan puts their career path squarely on their shoulder where it belongs
    • By reviewing their career development plans, you can see what it important to them – which allows you to provide appropriate benefits.
    • Delegating them the task of ownership doesn’t add time or energy to your plate
  • Co-create their Performance Commitment Plan (PBC – more details in the Professional Development Toolkit) that outlines the company and department goals
    • Assign them the task of listing how they are going to achieve those department goals, how they are going to show their results in alignment of those goals, and what they need from you to
    • Giving them more autonomy and mastery of their craft is often what driven and high-performing employees crave.
    • Giving them more autonomy reduces your time and energy on their tasks, roles and responsibility
  • Recommend that they seek out mentors and coaches
    • Once you understand their career desires and self-designed paths, you can recommend additional mentors, coaches and experts to help them on their journey
    • Providing them additional training through mentors, coaches and other experts reduces your time and energy on their training and professional development
  • Make use of your other resources
    • Encourage your employees to visit the HR representative for a list of other benefits, job opportunities and training opportunities
    • Setup skip-level management meeting opportunities, so that your employees can meet and discuss issues with your manager or executives.
    • This makes your HR representatives and your executives collaborators in your employees success and reduces your time and energy on your employee’s company satisfaction

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How do you get someone in another department to do something you need that isn’t important to them

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How do you get someone in another department to do something you need that isn’t important to them?
Imagine you’re on a deadline that’s important to you. The
project might not qualify as “mission critical” to the rest of
the organization, but it’s certainly essential for your own
team. So far, so … ordinary.Now you run into a road block: a task wherein you need input
from someone from another department, or where you need the
other person to actively do something.  Sometimes, your request is a distraction to the other person’s business goal.
The key thing that you have already realized is that this isn’t important to them.  SO – they ARE doing you a favor.

Do not approach this as “they are the road block”.  Instead – approach them as a valued consult or mentor.  Make it easy for them to do this favor for you; and be prepared to do the work.

Approach with appreciation, admiration, and friendship.
Some recommendations:

1) Invite them to (and pay for) lunch or dinner to interview them on this topic.

2) Approach it as if you are gathering valuable information from them — AND YOU ARE NOT ASKING them to do the work.

3) Share your current situation and ask their advice on how to go about accomplishing it.  Ask them what they think your next step should be.  People often give their opinions and advice freely.  Take advantage of this human trait.
4) Be prepared to do the work, with the information and advice that they give you. (This may mean that you create the spreadsheet with their information.  Or that you do the research from the links and pointers that they give you. Or it may that you right your own recommendation and ask them to edit as they see fit.  Or that you do all the leg work and make it easy for them to sign-off.)
5) Do everything that you can possible do to reduce their effort and time.  Make it easy for them to help you. This monkey on your back is your monkey – not theirs; therefore, you are responsible for feeding your own monkey and not pass it onto someone else’ shoulders.

6) Ask permission for a follow-up  so that they could review your mid or final draft of your project.

7) If they say they can not help, emphasize how much you appreciate their time and admire their experience in this area.  Then ask them to recommend someone else that they think would be a better fit for this project.

Approach the topics with an appreciation of their time, their talent and their experience.  Treat them as special.  Realize that they are in the best at what they do and therefore are in much in demand.

End-Game:  The job isn’t done once you get what you want. It’s only just begun.

  • Don’t forget the THANK YOU:   And when they do come through for you – publicly recognize them in either a mention in your project proposal, Thank You Note to their superiors, and/or a gift of appreciation.
  • Reciprocate:  Take the time to learn about their various projects and volunteer your services in the near future.

How to handle obnoxious questions about your job search

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Today’s question came from a professional interested in freeing some time and space to advance in his career.

How to handle obnoxious questions about your job search. I’m talking specifically about how to handle questions from friends, family about how it’s going, why you don’t have a job yet.
One of the most effective ways to handle questions that annoy you is to turn the tables on those questions.  Instead of seeing those questions as annoying; take them at face value; and thank them for their interest. Then tell them exactly what you are looking for, the industry you are interested in, the position level, the role and responsibilities you are focusing on.  Share your career goals and make them a co-conspirator to your success.  Ask them if they can think of any business or network contacts that you can reach out to.  Ask to schedule some time with them to review their linkedin and facebook contacts, to see if they have anyone in their sphere that would be able to help you.  Ask for their advise on who in their circle — you should meet and ask for a warm introduction from them.Once you switch your opinion of them from an annoyance to an asset, two things will happen:

1) You will start networking with the right people

2) The wrong people will stop asking the questions.

Hi, my name is Laura Rose.  I am a speaker and author. My background is in time management, professional development and work life balance strategies.

I help busy professionals and entrepreneurs create effective systems so that they can comfortably delegate to others, be more profitable and have time to enjoy life even if they don’t have time to learn new technology or train their staff.  I have a knack for taking big ideas and converting them into smart, sound, and actionable ideas.

What kinds of jobs and careers are good for people who are detail-oriented

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Most successful careers are those that connect your skills, talents and passions.  There are many jobs that are good for people who are detail-oriented.  But to have a sustainable career, you need to align that detail-orientation to your talent and passion.  To be the best in anything – you need to be detailed oriented in that particular industry or situation (regardless of the position or job description).

1) Quality Assurance Expert is detail-oriented, and can be aligned with many fields such as Health-care, Manufacturing, Software/IT, Insurance, Banking, etc.

2) Prestigious  Head Chief is detail-oriented  — and is aligned with their passion and talents.

3) Successful Surgeon and doctor has to be detailed-oriented in regards to their craft.

4) High-quality Construction Supervisors, Architects and Designers have be to detailed oriented when building large foundations for important buildings.

5) The best Attorneys and Judges are detailed oriented when it comes to their important, high-profile cases and decisions

6) Successful Accountants and CPAs are detailed oriented when it comes to their work

7) Scientists, Researchers, Inventors, developers, testers, writers are all detailed oriented when it comes to their work
I think the question is misguided.  It’s not the specific job that is key.  It’s the desired quality, success and profile level that you want to achieve.  People that are dedicated and what to be successful in their selected craft are very driven and detailed oriented toward their success.  People that just look at their work as simply a job and are not motivated to provide the best and are not as detail oriented.

For a worksheet on how to line up your passions, talents, experiences and skills toward something that is more than a job, subscribe to the worksheet <HERE>

How to show customers they are appreciated.

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The key to client appreciation is understanding what the client values.  In Dr. Gary Chapman’s 5 Love  Languages, people respond to 5 different categories of appreciation/love: Words of Affirmation, Acts of Service, Receiving Gifts, Quality Time and Physical Touch.
A relationship (whether a personal, professional or business relationship) is composed of one or more people.  Therefore, a show of the right kind of appreciation (the one that the client would value most) in any of those venues would work.  Dr. Chapman mentions that everyone has 2 dominant categories.  For example – if you know that your client feels appreciated (loved) with words of affirmation and acts of service – you would best be served by giving them a plaque/award with some fanfare or a special “Done For You” complimentary service.   On the other hand, if your client doesn’t like to be put on stage – then giving them an award in front of people would have the opposite affect and he/she would resent being there.
Understanding the proper acts that make them feel appreciated (or loved) is the key to a successful client appreciation program.  Then selecting items that fit one of their 2 dominate profiles would win the day.

If you would like additional recommendation for your specific situation, please let me know.  I would be happy to setup a quick discovery call, so that I can better understand your unique situation and offer some next-step recommendations.

What are the best ways to ask managers for a job title transition?

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Hello, this is Laura Lee Rose. I am a speaker and author. My background is in time and project management.

I help busy professionals and entrepreneurs create effective systems so that they can comfortably delegate to others, be more profitable and have time to enjoy life even if they don’t have time to learn new technology or train their staff. I have a knack for taking big ideas and converting them into smart, sound, and actionable ideas.

At the end of the day, I give people peace of mind.

Today’s question came from a reporter: It’s not exactly a promotion–but you get to do more of what you want to do and maybe even take on more responsibilities to set you up for higher salary and promotion in the near future.

What are the best ways to ask managers for a job title transition?

It’s recommended that you create (and document) an Individual Development Plan in which you outline your career goals and professional path.  At your regular (recommended weekly or twice a month) one-on-one manager meetings, you frequently review your goals and IDP plans with your manager.  If you do this proactively and regularly, when a position becomes available your manager is neither surprised by your interest nor taking it personally.  They are already aware of your goals and have become a co-conspirator to your success.  But keeping your manager in the loop regarding your IDP, they can also bring those matching positions to your attention.  If you don’t include your managers in your plans, it’s just a more difficult conversation.

I know your situation is different. Why don’t we schedule an appointment, where I get to know more about your unique situation? And then I will be happy to make recommendations on what your best steps are moving forward.

You can schedule a 30 minute complementary consult right HERE. Do it today, what do you have to lose?ScheduleTime

With enough notice, it would be my honor to guest-speak at no cost to your group organization.

I have a monthly presentation on “How to say YES to everything but on your own terms”. To sign up for the complimentary course, go to www.lauraleerose.com/Say-Yes

This presentation isn’t for everyone. It’s for professionals that are ready to succeed. Since we use the time to do some real-time laser coaching around your unique situation, the seats are limited. Even though this presentation is complimentary, there is a $5.00 reserve your seat fee that is refunded when you after attend the presentation. If you register and do not attend, you forfeit the $5.00 and all materials covered in the presentation.

I also have several worksheets that help clarify your goals, your teams missions, and your performance expectations in the Professional Development Toolkit. The toolkit goes into the who, what, where, when, why and how of all of the above. It contains audios, videos, presentations, and worksheets for your use and growth. Take the next step and check the toolkit out <<HERE>>

Perks you should hold out for as you’re negotiating a position with a company

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Hello, this is Laura Lee Rose.  I am a speaker and author. My background is in time and project management.

I help busy professionals and entrepreneurs create effective systems so that they can comfortably delegate to others, be more profitable and have time to enjoy life even if they don’t have time to learn new technology or train their staff.  I have a knack for taking big ideas and converting them into smart, sound, and actionable ideas.

At the end of the day, I give people peace of mind.

Today’s question came from a reporter: What perks you should hold out for as you’re negotiating a position with a company? What perks do soon-to-be-hired people forget to ask for? What should they try to get?

 

My recommendation is to first understand what your wants and desires are, then use those as the starting point for your perks. Take everyone else out of the picture when deciding what you want.

workerswantReview this survey results on “what workers want” – and decide what you really want from your work experience.  For example if you are want your “opinion and knowledge valued” – discuss opportunities to travel and speak at various conferences in the company’s industry.  If you want to be properly recognized for work well done, discuss award schedules based on your performance. If you want the freedom to create and innovate, discuss their patent opportunities and compensations.  If career advancement is important to you, discuss the possibility of reimbursement for success or career coach fees.   If it’s important that you have the proper resources to do a better job, request administrative help to off-load so that you can focus on items only you can do.  If continuous learning is important to you, negotiate appropriate training time and reimbursements.

Once again – go back to what is important to you and then be creative in your negotiation the essence of those goals.

 

I know your situation is different. Why don’t we schedule an appointment, where I get to know more about your unique situation? And then I will be happy to make recommendations on what your best steps are moving forward.

You can schedule a 30 minute complementary consult right HERE.  Do it today, what do you have to lose?ScheduleTime

With enough notice, it would be my honor to guest-speak at no cost to your group organization.

I have a monthly presentation on “How to say YES to everything but on your own terms”. To sign up for the complimentary course, go to www.lauraleerose.com/Say-Yes

This presentation isn’t for everyone. It’s for professionals that are ready to succeed. Since we use the time to do some real-time laser coaching around your unique situation, the seats are limited. Even though this presentation is complimentary, there is a $5.00 reserve your seat fee that is refunded when you after attend the presentation. If you register and do not attend, you forfeit the $5.00 and all materials covered in the presentation.

I also have several worksheets that help clarify your goals, your teams missions, and your performance expectations in the Professional Development Toolkit.  The toolkit goes into the who, what, where, when, why and how of all of the above.  It contains audios, videos, presentations, and worksheets for your use and growth.  Take the next step and check the toolkit out <<HERE>>

3 Tips to manage two jobs.

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Career decisionToday’s question came from a busy professional:

I have been asked to take on 2 day jobs, what are your tips and advice to ensure that it manages both of them without any problems? One of them has a wider scope than another.

 

  1. If you have been “asked” to take on 2 day jobs, you always have the option to say “No, thank you” to one of them. That is always an option.
  2. One way to fully accommodate 2 full-day jobs is to work 16 hours a day and get paid separately for each day job. Otherwise, you are not really handling 2 day jobs; you are merely managing several products, roles and responsibilities. This isn’t that different from many other employees with multiple hats.
  3. My recommendation is to manage your projects and not your “jobs”. Clearly identify the tasks, priority of the tasks, the deadlines and stakeholders for your tasks and projects. Then schedule your time appropriately according to the priorities. Limit your schedule to the 8 or 10 hours of work in which you are being paid. Be transparent with your managers on what you can realistically deliver, and at what quality in that time. If the success is important to your manager, they will be realistic on what can be delivered.

Regardless of how hard you push and pack, a 5 pound bag can only handle 5 pounds of stuff.

I have several self-study courses on time management and realistic scheduling. Check them out at www.lauraleerose.com/ecourses.

I also have a complimentary article on 12 Tips to Realistic Schedule available for download.   Download the full article HERE

I know your situation is different. Why don’t we schedule an appointment, where I get to know more about your unique situation? And then I will be happy to make recommendations on what your best steps are moving forward.

You can schedule a 30 minute complementary consult right HERE.  Do it today, what do you have to lose?

When and How to say NO to your boss

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Hello, this is Laura Lee Rose.  I am a speaker and author.  My background is in time and project management.

I help busy professionals and entrepreneurs create effective systems so that they can comfortably delegate to others, be more profitable and have time to enjoy life even if they don’t have time to learn new technology or train their staff.  I have a knack for taking big ideas and converting them into smart, sound, and actionable ideas.

At the end of the day, I give people peace of mind.

Today’s question came from a professional interested in freeing some time and space to advance in his career.

His question is : When and how to Tell Your Boss “No”

I normally recommend my clients to take control over their own career path.  If they see that their assigned tasks are below their pay grade or are stalling their professional advancement, they should take action to get back on track.  This might entail a redirection on what and how you are performing your daily tasks.

The important thing to remember is that your boss is trying to solve a problem.  Solving his problem doesn’t always mean you have to be the one doing the work.  If the boss comes to you with a task that is beneath your pay-grade or is not aligned with your individual development plan (these things are discussed in detail in the Professional Development Toolkit online eCourse), I often recommend my clients to do one of the following:

1) Brainstorm with your boss to find a different way to solve the same problem that either elevates the task that matches your pay grade or band level.  This would include (but not limiting to):  streamlining, automating, optimizing and documenting that task.

2) Offer to train someone of the right pay grade and band level to do the task.

3) Review the consequences this has on all your other tasks.  Your boss may not remember the other tasks and priorities you are currently working on.  Be totally transparent about the other jobs, dependencies and stakeholders involved in your other tasks.  Verify that this current request (in your manager’s opinion) is higher priority that what you are current working on – and warrants a delay in schedule for the other items. Ask permission to use your manager’s name when telling the other stakeholders about the reason for the delay in their requests.

4) Continually review your career objectives and your individual career plans with your manager, so that he continually assigns tasks aligned with your career goals and individual mission statement.

5) If all else fails – have an agreement that this is a temporary (time bound) assignment.  Have an agreement that this task will be off-loaded within 2 weeks to someone of the appropriate level.  Ask that the task be exempted in your performance review.  This means that you are not docked for doing something lower than your pay grade or performance level.
Remember:
During performance time, managers will rate all the employees of the same band level together.  Because of this – if you accept tasks beneath your pay grade, you are doing yourself a disservice.  For example, if you are Band 9 and are requested to do Band 7 or Band 8 work (because no one else will do it and you want to be seen as a good team player) – and all the other Band 9 employees are doing Band 9 or above work; you will receive “Below Expectations” rating.  This is because you are doing below Band 9 work and you are expected to do Band 9 work.

As you can see in these examples, you are not say “NO” to your boss.  You are saying “YES but on your own terms”.

I realize that your situation is different.  If you need additional information, why don’t we schedule an appointment, where I get to know more about your unique situation? And then I will be happy to make recommendations on what your best steps are moving forward.

With enough notice, it would be my honor to guest speak at no cost to your group organization.

I have a monthly presentation on “How to say YES to everything but on your own terms”.  To sign up for the complimentary course, go to www.lauraleerose.com/Say-Yes

This presentation isn’t for everyone.  It’s for professionals that are ready to succeed.  Since we use the time to do some real-time laser coaching around your unique situation, the seats are limited.  Even though this presentation is complimentary, there is a $5.00 reserve your seat fee that is refunded when you after attend the presentation.  If you register and do not attend, you forfeit the $5.00 and all materials covered in the presentation.

I also have several worksheets that help clarify your goals, your teams missions, and your performance expectations in the Professional Development Toolkit.  The toolkit goes into the who, what, where, when, why and how of all of the above.  It contains audios, videos, presentations, and worksheets for your use and growth.  Take the next step and check the toolkit out <<HERE>>