Category Archives: career management

How to select the proper path at your crossroads

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Hello, this is Laura Lee Rose.  I am a speaker and author. I am an expert 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 turning big ideas into on time and profitable projects.

At the end of the day, I transform the way you run your business into a business you love to run.

This question came from a busy professional and small business owner:

I am at the crossroads in my career. I am 20 to 25 years to retirement; and I still have lots to contribute. But I am interested in lots of different career paths and I find that I am splitting into two separate and distinct directions. How do I figure out which is the right direction for me?

Often times, the two separate and distinct directions are not really that different. Often times, if you take a Bigger Picture view (take a higher-level perspective) of those “separate interests” – they actually share a common purpose or goal.

Example: What should I do?

  • I am interested in Quality Assurance – and like making sure everyone is meeting the standards, in order to deliver quality products and services.
  • My work experience is in developing network security systems. Should I just find a lateral move?
  • I am also interested in stepping out on my own as a contractor

 What’s the HUB or Center Focus that bring these things together?

My name is John Doe, I am an authority in network security systems. I help security conscious companies stay ahead of intrusion detection methodologies and never-ending security attacks, so that they can avoid down-time and delays due to unauthorized data breaches; assure client sensitive data safety and surpass both their delivery schedules and competitor’s market releases.

At the end of the day – I give my clients peace of mind.

 

If the above was your HUB – your Purpose or High-Level “What I do” statement, you have extended your opportunities and career path exponentially. See the below example of the activities and roles that stem from that single HUB-Focus.

HUBExample

 

Bottom Line: More often than not – two separate paths is an indicator that you are focused on the details and not on the higher-level purpose. Stepping back and taking the time to discover the Bigger Picture view or High-Level perspective, brings the paths together.

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. To schedule an appointment, book it HERE.

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

I have a presentation on “3 Keys to saying YES to everything but on your own terms”. To sign up for the complimentary course, go to www.lauraleerose.com/Say-Yes

 

 

So you just got a promotion and think you can relax

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So you just got a promotion!  That’s awesome and it’s well deserved. You’ve done awesome work at a exceptional performance level – to get you here.  Congratulations.
Now – here is what’s going to happen next.I know this because I was upper management in a High Tech Industry.

The management circle often uses this opportunity (that “she just received a promotion”) to automatically give the talented employee an Average or Below Expectation Performance Evaluation – for the next review cycle.  Their rationalization is that “She is in a new role with more responsibility – Of course it’s going to take her time to learn the ropes on this new position.  She can’t expect to be exceeding expectation at this level the first time out. She can’t expect to be delivering at the same level as the folks that have been executing at this level for longer.”

Realize – the management team normally has a quota of how many Excellent, Above Expectation, Average and Below Expectation rating to give their various teams.  They rate, rank and sort everyone (across all departments) of the same band, and level.  Then they count off how many Excellent, Above Expectation, Average and Below Expectation ratings from this pooled list to meet their quotas.
Realize that you are not being judged on your work alone – but you are being judged against all the other employees (across all departments) that are at your new, promoted level; against people that have been executing at this level longer that you have; against people that know and have been working with the upper management level longer than you.

Realize that with this new level, you have a different level of business networking responsibilities.  You have a different set of people you have to impress and cultivate. You have a set of different people that you are going to be compared against that already have this head-start in knowing and working with the right people.  They already have the inside track to “professional loyalty”.  Because upper management already know these people and have been working with them at this specific level – they tend to give them a higher ranking that someone that’s new to the band.
Because you are somewhat below on the ranking list – when they draw their quota lines for Average and Below Average grades – you normally fit in that range.
This gives upper management an easy opportunity to use one of their tough Below Expectations or Average ratings – without feeling “bad” about it.  “After all – how can she expect a good review at this new level? She’s using the first year to get her feet wet and learning the ropes.”
I know this because I was upper management in a High Tech Industry.

Now is the time to show them that “This may be true of other people just being promoted – but IT AIN’T SO for ME”.

It’s great that you received this promotion – but this is not the time to relax on your past accomplishments. You should understand the politics behind getting a promotion. And – at the mid-year mark” – you still have time to turn this rationale around.

If you are interested in assuring that this does not happen to you – ask me about  some Summer Career Booster tips specifically for your unique situation.

It’s easy to setup an appointment directly into my calendar with THIS LINK

Should employees be allowed to create their own hours?

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Should employees be allowed to create their own hours?

Hello, this is Laura Lee Rose.  I am a speaker and author. I am an expert 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 turning big ideas into on time and profitable projects.

At the end of the day, I transform the way you run your business into a business you love to run.

This question came from a busy professional and small business owner:

Some of my team say they work best late at night, while others are most productive in the morning. Is it reasonable to allow them to make their own hours or do organizations performing best when the whole team is together for the most part during the 9-5 standard business hours?

It’s not a matter of “employees being allowed”. Employees need to take the initiative to talk to their managers about what they need to be most productive. Most companies are global and have clients 24-7. Depending upon what industry and what role/responsibilities your have – there are often several opportunities to match your shift to the way you work best. But it’s not the company or your manager to specifically provide this for you. It’s really not the company or your manager’s responsibility to provide a perfect work environment for you.

Their goal is to meet the company’s goals and business commitments. So, it really depends upon the company goals, the department productivity goals, and what works best for achieving those business commitments. So – I recommend that you understand the company/department/manager’s business commitments first. Then start the conversation with your manager – but don’t come empty handed. Come into the meeting with alternative shifts that both accomplish their business commitments AND your specific shift needs. And it may not have to be an “all or nothing” type arrangement. Talking to your manager, you may find that they need 9-5 on customer-facing activities on M, W, F and can absorb more flexible hours on Tuesday and Thursday. It may be that your organization is Global – meaning that your department oversees multiple time zones. So, talk to your manager about other customer time zones that you can work. You might find that it’s important for your department to be 9-5, but they also need coverage on weekends. Talk to your manager about switching from a M-F, first shift – to other shifts. Be flexible and take the initiative to design a Win/Win solution.

At the end of the day, if you find that your current company does not match your goals, then continue to talk to recruiters and your business network to find a work environment that does match. It’s much easier to find a company that matches your work environment desires than it is to force an entire organization to change their strategy to match your needs.

Companies are in the business to make money. Keeping you happy isn’t really their primary responsibility. Therefore, you need to take the lead to define a solution that matches both their needs and yours.

Bottom Line: By waiting for someone else to “allow” you to live the life that you really want to live – is not only time wasted but is putting the monkey on someone else’s back. You are the one that is ultimately responsible (response able) for your own career path and professional journey.

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. To schedule an appointment, book it HERE.

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

I have a presentation on “3 Keys to saying YES to everything but on your own terms”. To sign up for the complimentary course, go to www.lauraleerose.com/Say-Yes

 

 

How Introverts Can Successfully Network

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How Introverts Can Successfully Network

Hello, this is Laura Lee Rose.  I am a speaker and author. I am an expert 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 turning big ideas into on time and profitable projects.

At the end of the day, I transform the way you run your business into a business you love to run.

Today’s comment came from a busy professional:

How Introverts Can Successfully Network

  • How can introverts successfully network for business?
  • What are ways that introverts can step out of their comfort zone and meet with business contacts socially and be successful at it?

Most shy people are nervous when the spotlight is on “them”.  So – reverse the networking process and put the spotlight on the other person.  Get interested in finding out about them, what they do, what their goals are, what kind of people that the other person wants to meet.  Then step into the “how can I serve you” mentality.  Introduce them to the people that they want to meeting, etc.

 

Some quick steps to follow before going to a Networking Event:

 

  • Design 5 Ice Breaker questions to ask various people that you meet
    1. How did you find out about this event?
    2. What are your goals or what are you looking for in this event?
    3. Who did you want to meet at this event?
    4. Tell me more about your business and who would be a good referral for you?
    5. How can I help you with your referral and business goals?
  • Now have a specific goal outlined for this networking event
    1. Make a goal to meet 5 new people at this event, and schedule at least 3 follow-up meetings out of the 5. Increase that number the next time you go to another networking meeting.
    2. Make a goal to find someone in a specific industry or field. Then ask around to see if anyone can introduce you to someone here in that field.
  • Do your homework
    1. Find out who else will be at the event ahead of time. See if anyone that you really wanted to meet will be there. (Use your LinkedIn network to find anyone that you know that already knows that person – and make a game plan to go to that networking event together).
    2. Invite a friend or co-worker that would be a good wing-man
    3. Follow-up on the people that you have met at the meeting.

 

 

Going to networking meetings are not the only way to network. Another good method is to invite individuals for an interview for your radio show, video or article.  Invite someone to guest speak at your organization, association or department. Volunteer to be the lead of your professional organization’s program committee. The job of program lead – will automatically introduce you to important and prominent experts. And lastly – simply hang out where the people you want to meet hang-out. Get interested in the things they are interested in.

Whether you are asking them questions, interviewing them for an article, or introducing them as a speaker, you will naturally share the spotlight when you put the spotlight on someone else.

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. To schedule an appointment, book it HERE.

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

 

 

3 Easy Tips to Up-Scale Your Iphone testimonials

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Today’s comment came from a busy business owner

One easily attainable marketing tool are video testimonials. If you are already giving a talk, it’s easy to take advantage of the excitement and enthusiasm that your audience is feeling right after your presentation. If you wait until they leave and are back into their daily activities – it’s going to be harder to get them to refer or comment on that event. Don’t miss that opportunity to get that genuine reaction and excitement for your genius.

So – even if you don’t have expensive camera equipment – you can use your iphone or ipads for impromptu testimonials. What are some simple steps that people can do with their iphones or ipads to increase the quality of these impromptu videos?

3 Quick Tips to improving your videos are:

1) Take your videos in the horizontal view.  It will give you more real estate to work with to work with.

2) Be aware of your background.  Take time to look at your viewfinder and make sure your client doesn’t look drawn or washed out.  Often times putting your subject in front of a solid white or black background or simply taking them outside into the sun will do wonders for their color.

3) Be aware of the background noise.  Often times you are in an large, open conference room with many conversations taking place around you.  And your iphone or ipad microphone is picking up all the ambient noise.  Take the time to move into a smaller room or corridor to tape your testimonials.  Video experts can often fix the background colors and size — but they can not easily fix the background noise in your video testimonial.

Bottom line is to merely be aware of the surroundings when you are taping your testimonials.  You may want to get your comments in front of your large banner – but if that banner is in a place where there’s lots of background noise, you may be better off moving to a quieter location and in front of a warmer backdrop.  Then supper-imposing your logo or banner later.

 

Optimize career for learning or responsibility?

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Today’s comment came from a busy professional.

I currently work at a small web design agency with a team of 5. I’m the sole marketer where I do all digital marketing for clients.

This includes SEO/PPC, some social media, and everything else growth marketing related. I love the autonomy, the people I work with, and ‘owning’ the entire digital marketing role and department.

My only complaint: clients are really small (e.g., electricians, attorneys) and I’m itching for something more challenging and complex.

However, I am learning a lot. Work-life balance is amazing at the agency, allowing me to take on MOOCs and side projects where I’m learning to code.

Recently, a large public company offered me a PPC Analyst role where I’ll manage a 10MM ppc campaign. Glassdoor reviews mention poor work-life balance. My brief pros & cons analysis of take the job offer:

PROS
+ higher salary
+ more prestige and responsibility
+ learning, yes, but very focused on SEM in one particular vertical

CONS
+ 50-60+ work weeks
+ less time for MOOCs, self-study and side projects
+ possibility of low job satisfaction (culture, politics)

=== My question ===

ultimatumWhat would you do? Do I continue working at the agency where I’m comfortable and can have the autonomy to master what excites me.

Or take the job offer with more responsibility and pay but at the expense of narrowing my career focus and skill-sets too much.

 

Like many professional in your situation, you seem to think there is only two options for you: Stay where you are or go to this possible low-satisfaction job.

There are rarely only two options to any situations. So – why can’t you continue to search for a great job that fits all your requirements? Why can’t you be the one to define and propose more complex and challenging projects? Why can’t you take a more active role in bringing in more high-profile clients? Why can’t you present at various conferences and client trade show to better expose yourself as an expert or authority in your field of interest? Why can’t you step-up your marketing of the Product YOU – so that you create additional opportunities for yourself?

Also – are you sure this new job is a 50-60+ week job with low-job satisfaction? Or are you just making assumptions?

You are ultimately responsible for your own time and project schedule. If your salary is based on a 40 hour week – then your salary is based on a 40 hour week. If you decide that you want to limit your general work week to 40 hours a week (giving you some space for MOOCs, self-study and side projects) – just outline your project schedules more realistically. Take more ownership of your personal business commitments and schedules. As long as you provide realistic expectations on your deliveries – you can still schedule space and time for everything that is important to you. Although there will be times when you need to work the extra hours; if you are consistently working overtime and the weekend – then you lack the appropriate project management and time management skills.

If you feel that if you don’t put in 50-60 hours a week to receive advancement – then you are choosing that over the other things. Figure out what you really want; decide what are the imperatives and non-negotiables – and design your life accordingly

**Note: If you consistently work overtime and weekends to conduct regular workplace business, then you have no buffer time to accommodate project emergencies. If your project is constantly hitting emergencies, then your risk analysis and project management skills need to improve. If you would like more information or training in this area, please reach out to me.

Regardless of what your ultimate decision (staying in your current position or taking the higher-paying job) – you have the power to design your own career exactly the way you want.

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. To schedule an appointment, book it HERE.

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

 

 

3 Ways Project Managers Can Anticipate, Avoid and Mitigate Problems

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Today’s comment came from a busy professional.

What separates the good, or the great, project managers (PM) from the just so-so?

The answer: How they handle problems when they arise and they prevent them from derailing deadlines and the budget. Some of the top issues projects frequently face are:

pm triangleProblem No. 1: Team members not knowing or understanding what their responsibilities are, not owning their part of the project.

Problem No. 2: Meeting deadlines.

Problem No. 3: Scope creep.

 

Problem No. 1: Team members not knowing or understanding what their responsibilities are, not owning their part of the project.

The PM is responsible for effectively conveying the project scope, goals and individual team member’s responsibilities. The best way to assure that your message has been conveyed is to ask each team member to paraphrase the goal and their part/responsibility/role in achieving the goals. They need to also paraphrase the consequences of not achieving the goals – not only for the company but for their careers as well.

Depending on one-way conversations like email and memos will not assure that your team understands their role. Creating presentations and status reports does not fully verify the team’s ownership.

Implementing one-on-one manager’s meetings will increase transparent communication between the employee and employer. Adding one-on-one project manager meetings with the various managers on the projects will do the exact thing for the project.

 Problem No. 2: Meeting deadlines.

Meeting deadlines is one of the critical skills of a PM. The first step, of course, is to create deadlines and milestones. Milestones are the mini-deadlines used to stay on course. It is critical to associate a customer-releasable deliverable at every milestone. The deliverable can be as simple as the requirement specs, a presentation, a prototype, a demo, an update, early alpha or beta versions, etc. By delivering early and often to the clients does several things:

  • Keeps the clients involved and gives you early feedback on how your features are matching your clients’ expectations. The product needs to match the client’s need and not your design. You are building the product for the client’s use; therefore, it’s imperative that you get the clients’ perspective along the way.
  • Forces the team to work on the quality of the deliverables all along the way.
  • Can continually provide the clients with their minimum requirements (to get them moving forward on their tasks) while you continue to enhance the product for future releases.

Another tool is risk management. There are various ways to manage risk. Risk Management and Risk Analysis incorporate contingency plans for high-probability/high-impact issues. Taking the time to visualize what “could happen” in the project, then sorting which items are most likely to happen with a high-impact to the project. Those items you put contingency plans in place.

Training every member of the time on good estimation skills will have a profound effect on accurate schedules. I have an article and presentation on the 12 Tips of Realistic Scheduling To download the article, register HERE.

Creating a Recovery Protocol Chart is also useful in meeting deadlines. The 12 Tips of Realistic Scheduling talks more about the Recovery Protocol Chart and Change Management in general. To download the article, register HERE.

Problem No. 3: Scope creep.

Change Management is the tool that you implement to eliminate scope creep. Once you have a well-defined feature set and requirement documents – any deviation of those requirements go through a Change Management process. CM outlines the consequences of the request including level of effort, resource requirements, delay in schedule, affect on other dependencies (identify any change reaction), quality issues or budget concerns. Once all these things are clearly outlined, the team can make a better decision in moving forward with the change.

Creating a Recovery Protocol Chart is also critical in reducing Scope Creep. The 12 Tips of Realistic Scheduling talks more about the Recovery Protocol Chart and Change Management in general. To download the article, register 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. To schedule an appointment, book it HERE.

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

 

 

How can you choose the most appropriate job title when wearing many ‘hats’ in your company?

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Hello, this is Laura Lee Rose.  I am a speaker and author. I am an expert 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 turning big ideas into on time and profitable projects.

At the end of the day, I transform the way you run your business into a business you love to run.

Today’s comment came from a busy professional.

How can you choose the most appropriate job title when wearing many ‘hats’ in your company?

As a very new small business, anyone I bring on to my team is going to be responsible for more than one area of expertise. How can I name or define their positions when they are going to be doing much more than one thing?

Regardless of the title – you should have a full job description and even a Personal Business Commitment (PC) Plan for each of your employees (SMART Goals for the coming year). Their PBC’s should be based off your PBC’s and shows specifically how their role and responsibilities will help you achieve your PBC’s or SMART Business Goals for the coming year. Then during your quarterly performance reviews, you can easily measure their performance against their yearly goals – and give the appropriate tweaks and encouragement. Explicitly spelling out their roles and responsibilities is slightly different that giving their position a title. If you need help creating PBC’s, lets chat.

 

When giving titles, I recommend select a title that best supports or helps achieve their business goals. Consider the end-user of their business cards.   For example – if you have a employee that is a developer, but he also goes on the road with the Sales Staff to setup the demos and man the trade-show booths; I would give him the title of Subject Matter Expert or Technical Sales Engineer. Something – when given to the customer assures the customer that he is knowledgeable about the client’s use of the product as well as encouraging the client to call them about making the sale.

What if your project manager also does the accounting and bookkeeping for your small business? This person also answers the phones and fills in as the receptionist.   Although this person wears many hats, the title on their business card should be Project Manager, because affluent clients receiving that business card are more apt to carry on business dealings and conversations with the Project Manager over a book keeper or receptionist.

If you only have one sales person on your team and they also man the tech support line, their title on their business card should be Sales Manager – because an affluent client feels more important talking to the Sales Manager – than either sales person or a technical support person. They feel that the Sales Manager can actually get something done in the company.

Think about your business goals – and which title (from their many hats) is going to support bringing in the money.

Also – there is nothing wrong with creating multiple business cards with the different job titles. Then you give out the appropriate card at the right occasion. I don’t recommend doing 1 business cards with all the titles like: Project Manager/Developer/Tester. You want to present clarity, confidence and expertise to your potential client. Showing them that you are a jack of all and master of none will defeat the purpose.

Should I separate my personal and professional values?

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Hello, this is Laura Lee Rose.  I am a speaker and author. I am an expert 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 turning big ideas into on time and profitable projects.

At the end of the day, I transform the way you run your business into a business you love to run.

Today’s comment came from a busy professional.

If a business or organization asked me for web and reputation services should I deny to work with them if I do not personally agree with what they do? Example: I don’t believe in their business practices or the credibility of their product. On the other hand, I am running a business and need work to keep growing my business.

 

If you believe that this business or organization is the only show in town – then I see your dilemma. But we both know that it’s not.
On the other hand – we want to make sure you are discounting them for the right reasons and in the right way. One way is to clearly articulate your company vision and mission statement; as well as stating the kind of company that you want to work with. Try clearly itemizing the attributes of your target client. For example: I work with high-quality, high-integrity based corporations that focus on customer satisfaction. My clients succeed because they are ready for success.
If you clearly articulate your company mission statement – then you will attract clients of that caliber.
Once you make your goals and expectations known — and (for example) this same company that you say have credibility issues – still want to work with you, you now have a foundation or baseline to work from. You can now comfortably and diplomatically point out any discrepancy between what they are currently doing and what they actually want to be doing (because they have told you their company mission is the same as your company mission). You can help them achieve both your goals.
On the other hand – if this same company doesn’t want to work with you because of your mission statement and goals – then they are the ones refusing to work with you and not the other way around.

 

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. To schedule an appointment, book it HERE.

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

We’ve come to the end of this episode – Once again – this is Laura Lee Rose –  At the end of the day, I transform the way you run your business into the business you love to run.

Until next time – relax and breathe – everything is unfolding perfectly.

 

Don’t work through lunch — WORK YOUR LUNCH

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Hello, this is Laura Lee Rose.  I am a speaker and author. I am an expert 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 turning big ideas into on time and profitable projects.

At the end of the day, I transform the way you run your business into the business you love to run.
Today’s comment came from a busy professional when discussing prioritizing a performance review process for his company.

What is the importance of taking a break for lunch during the day? What are the benefits of taking a break in the middle of the day? Why shouldn’t you eat at your desk? How can people prioritize their lunch time to get the benefits out of it — and how can they convince their managers it’s important?

I will be blunt. People that eat lunch at their desk are lazy. I know we use the excuse that we have too much work to do and we don’t have time, yadda, yadda, yadda. But the truth is that we’re being lazy. It’s easier to just eat at the desk, than do make that lunch break work for you.

As with any work break – lunch should be an actual break to rejuvenate and reduce work day stress.  Stress is the accumulation of frustration and anxiety.  The key to eliminating stress during the day is to take periodic breaks throughout the day to diffuse the frustration before it gets to the stress level.

A break merely means to do something different that you were doing 1 minute ago. It doesn’t necessarily mean to “do nothing”. It means do something different. And that “something different” can still be in performance of your career and your business.

Another reason to get away from your desk at lunch is to use that time to business network with others.  Use that lunch time to meet the right people that can propel your career further.   Eating at your desk or even with the same people All The Time – actually keeps you in the same place (at this same desk and position). Instead, use the lunch hour to network with the people that can get you to that skip-level promotion.

 

Don’t work through lunch – INSTEAD WORK YOUR LUNCH.

 

Some things to make your lunch work for you are:

 

  • Change your environment at lunch. Have lunch with different people. Have lunch in a different location so that you can meet new people – the right people for your career.
  • Use the lunch to innovate and create with mentors, advisors and heroes. Initiate lunch time brainstorming session on revenue-generating proposals.
  • Use the lunch hour for self-improvement such as attending a ToastMasters.org chapter to shore up your presentation and speaking skills.
  • Invite experts and speakers to your Brown Bag Lunch series on the next generation technology or process improvement techniques that increase revenue and reduces expenses
  • Regularly invite your manager, your sibling department managers, leaders on the next generation projects, and other important stakeholders. The more people that know who you are and what you bring to the table – the better is will be for you.

 

These are just a few things that will get your lunch working for you. Continue to use your imagination to make your lunch work for you. Now you can see that eating at your desk is a lazy-man’s lunch.

 

p.s. How can you convince your managers it’s important? Just continue to be transparent in what you are doing at lunch and invite them to your lunch presentations, brainstorming meetings, mentoring meetings, etc. When they understand what you aspire to accomplish with your lunch time, you will be seen as a leader in his/her organization.

For more information on these techniques, contact LauraRose@RoseCoaching.info
Take that first step and setup an appointment: https://www.timetrade.com/book/WFSFQ

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. To schedule an appointment, book it HERE.

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