Category Archives: Organizational Tips

How Should Employed Candidates Job Search Secretly?

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Hello, this is Laura Lee Rose – author of the business and time management books TimePeace: Making peace with time  and The Book of Answers: 105 Career Critical Situations– and I am a business and efficiency coach that specializes in time management, project management and work-life balance strategies.

Today’s question is:  How Should Employed Candidates Job Search Secretly?

The most effective way to job search secretly is to perfect your business networking skills.

I am assuming that you have already explored promotions and lead positions with your current manager.  I am assuming that your manager is aware of your career goals and individual development plans.  I am assuming that you feel that your manager can not assist you in these areas.
Some networking options available to you are:

1) Don’t overlook other positions within your company.  Get to know co-workers in sibling departments and invite them for lunch to find out more about their department, positions, products, etc.

2) Offer your services to sibling departments, nonprofit organizations, friends and family – doing the things you want in your new job.  Illustrate your skill and talent in this area to others.

3) Get an appointment with an external recruiter and just talk to them (in confidence) to find out the relevancy of your current skill set, if you need to master a different craft, or gain additional certification to make yourself more attractive to the outside work force.

job labyrint If you are ready to take that step toward job interviewing, I have a list of good questions to ask at a job interview.  To get your copy, please register <<HERE>>

If you need additional information, I am  available for business and professional development coaching.

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>>

How to be super productive when you only have five minutes

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There are several ways to be productive when you only have five minutes (i.e. this will take less than 5 minutes to read):

1) Learn to delegate.  Be open to the concept that you have a talented staff around you.  Just because you can do something doesn’t mean you should be doing it.  If the item is something that others can handle satisfactorily, hand it off.  Only keep the items that ONLY YOU can do.   Only keep the items that are aligned with your pay-grade, and career goals.  This allows you to use your five minutes to review several projects that other people are handling for you.

2) Set your timer.  Often times it’s never a “all or nothing” type of thing.  Set your timer for 5 minutes and chip away at some of your inventory and backlog of email, notes or clutter. When the timer goes off – so do you.  Repeat this several times during the week until your inventory is eliminated.

3) Use the time to setup appointments that leads to high-income activities.  Keep your phone conversations short, to the point, and use them to setup a longer meeting to fully discuss the issue.  Keep the interactions to the point — i.e.  decide on time, place, and reason for the meeting.  Then hang-up and log it in your calendar.  You can set several high-income generating appointments within 5 minutes.

4) Announce upfront that you only have 5 minutes to review their progress or listen to their issue.  Use that time to properly delegate to the right group or agree to a longer meeting later to discuss.  Hand-off the coordination of that meeting to the person that brought the issue to you. Tell them at that time, how much time you will have for that lengthier meeting.   Leave in 5 minutes (use the timer method).

5) Always arrive at least 10 minutes early to a meeting or event.  Carry a professional or personal development activity or your Individual Networking Strategy Workbook (discussed further in the Professional Development Toolkit) with you.  When you arrive at a meeting early or the meeting is starting late — take out your professional or personal development activity and study it.  OR use this 5 minutes to business network with those around you.

The Professional Development Toolkit goes into more detail on the who, what, where, when, why and how of all of these things.

For more 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.

How to Prep for a Job Interview

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Hello, this is Laura Lee Rose – speaker and author.   I am a business and career management coach that specializes in time management, project management and work-life balance strategies.  I help people create procedures and systems to save time and enable them to delegate to others.  Simply put, I give people the peace of mind to know that everything is getting done the way they want.
Today’s question came from a reported regarding the best way to Prep for  a Job Interview

Hi, Laura;

I’m looking for surprising, out-of-the-box ideas on how to best prepare for a big job interview.

Here are some proven, out-of-the-box tips (these tips also work in all types of business meetings):

 

1) Take on the persona of a talk show host or a guest of a talk show.  Participate in the interview as if you are a talk show host or talk show guest.  The talk show host or guest does the following:

a) Does his homework.  Know everything about company, and the position as you can.
b) Craft up interesting information that you found out about the company, and share that tid-bit.
c) Is confident and relaxed.  They know that they are the star of the show.  You are there because they want to get to know you and you them.
d) Carries on a conversation and doesn’t wait until the other person asks all his questions, before they ask theirs.  It’s a conversation – not an interrogation.
e) Has back-up props.  Bring additional references, articles, demos, prototypes, letters of recommendations, videos, etc to your interview.
f) Treats the host or guest as a friend — even if it’s the first time they have met.

2) Ask for a tour.  Nothing shows genuine interest in the job than to ask to be shown around.  Depending upon the type of position, you can ask to see or be introduced to:

a) the facilities
b) the product
c) the test lab
d) the team that you may be working with
e) a demo of the product that you may be working on

3) Design your questions to lead you into the direction that you want the interview to go into.  For instance, if you want to highlight a client advocacy program you developed at your last position, ask  how they collect customer feedback, how often and what they do with the results.  This then leads you into the discussion of how you designed your client advocacy program at the last job.  Have these questions already designed before you go into the job.

job labyrint I have a list of good questions to ask at a job interview.  To get your copy, please register <<HERE>>

If you need additional information, I am  available for business and professional development coaching.

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>>

 

Tips to bring the best out of your team

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Hi, This is Laura Rose and I am a speaker and author.  I help busy professionals and entrepreneurs create effective systems so that they can comfortably delegate to others, be more profitable and have more time for themselves even if they don’t have the time to learn new technology or train their staff.

At the end of the day, I give people the peace of mind that everything is getting done exactly the way they want.

Today’s question came from a reporter.  She asked “How to bring the best out of your team”

Number one tip to bring the best out of your team is to be an exemplary leader.

Do to this, you need to:

1) Clearly articulate the goals, mission, and vision for your company and your department.

2) Validate that your team understands how each of their roles and responsibilities support and contribute the those company and department goals.

3) Understand your employee’s individual development and career plans.   Clearly outline the different career paths, promotions, and adjacent professional paths that each of your employees have that directly associate with their individual career goals and desires.  (More information on your Personal Business Commitment Plans and your Individual Development Plans in the Professional Development Toolkit)

4) Align their assignments with their individual career plans, talents and passions.

5) Be a co-conspirator to your employees success and they will do the same for you

For a free checklist on “How to Hold an Effective One-on-One manager’s meeting”,  request the checklist <<HERE>>

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>>

How to make the right call between multiple job offers

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How do job seekers receiving multiple job offers that weren’t quite what they expected know when to accept one, keep hunting, change directions or go off on their own?

job labyrintUse my Pro and XCon list.  Everyone is family with the Pro and Con list.  They list what they like about the job and what they don’t like about the job.  Using the Pro and Con method often results in indecisiveness because you often find that each job has as many Pros and they have Con.  Using my Pro and XCon list is a 3 column list.  You have your regular Pro and Con columns.  But then you add your XCon column.  The XCon column is third column.  You use the XCon column to list what needs to happen to turn the Con item into an XCon (or acceptable to you).

Then use the XCon items in your negotiation meetings.  This strategy actually better directs which one to accept OR if you need to continue to look.

Reminder:  Employers and companies are going to be putting their best foot forward during the interview and hiring process. If you find them unwilling to negotiate at the interview stage, they will be less likely to negotiate after you are hired.  If you do not like how they are reacting to your attempts to create alternative solutions, then merely move on without regret or doubt.

How do job seekers  know when to keep hunting or go off on their own?

My recommendation isn’t to “go off you your own”, just because you can’t find the perfect job.  Only start your own business if you want to start your own business.   Then the next question – after you have decided that you want to start your own business – is when to start it?   And, that my friend, is a topic for another day or better yet – a one-on-one business coaching meeting.

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>>

Sample Pro-XCon Worksheet:

Pros Cons XCon What will reduce discomfort of the Con

Job 1

$45/hr – underpaid Request $60-65/hour
Analytical, model and mathematical work that I enjoy Don’t have enough money to do much. Ask if there’s an opportunity to get paid for your articles and publications on your findings (in addition to the hourly rate)
Opportunity to set a standard Can’t enjoy my free time very much. Find alternative/added revenue stream
Opportunity to present papers on discoveries
Opportunity to define processes and lead policies
     

Job 2
$85/hour
Easy work Have to accept without reading/signing a contract.  After I accept, I get a written contract to review and sign. Accept job, with the contingency on the review and acceptance of the terms.  And you will start 2-weeks after you sign the contract. Don’t give Glaxo a resignation until you have read contract.
Will have enough money to do a few more things (including supporting my daughter if she needs it). Not very exciting or challenging work. Ask if there are presentation opportunities within the company.
Will have some funds to enjoy my free time.  Will have some free time to enjoy. Ask if there are any opportunities (in this company) to set standards or procedures in the area that you are interested in.
Is there an outside activity that can fill the presentation, publication, and setting standards gap?  Is there another thing that gives me the same fulfillment or filling?

Overcoming stereotypes: How do you handle it professionally?

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Hello, this is Laura Lee Rose – author of the business and time management books TimePeace: Making peace with time  and The Book of Answers: 105 Career Critical Situations– and I am a business and efficiency coach that specializes in time management, project management and work-life balance strategies.

Simply put, I give people the time to be, do and have whatever they want.

Someone recently asked me how to handle certain stereotypes like:  “You  are just like my daughter, doesn’t listen to any advice.”  “You are too inexperienced, so you don’t really know what you are talking about.” “You haven’t been around the company for long, so you don’t know how these things really work.”  “You are a developer, you don’t understand marketing, how to make a sale or what the client really wants.”  “You are just a testers.”

The one thing that I would like to emphasize is to avoid apologizing for who you are. You can agree with the “offender” by saying that you can see how that particular comparison could be made. But that you are your own individual and much more than  your current job title. And that you find that you learn best by experiencing. Every day and every interaction plays it’s role in make you who you are. This makes you unique.

Also – don’t take offense.  Many stereotype comments stem from insecurity or ignorance.  It’s easier for people to pigeon-hole with titles and stereotypes.  Getting angry doesn’t change anyone’s opinion and sometimes even gives credence to the accusation.   Stay calm, don’t entice or excite the conversation, walk away if you have to, and always act professional.

Just relax, take a breath, and know that everything is unfolding perfectly. Remember, it’s not the easy interactions that define who we really are; it’s the more challenging ones. In this way, the difficult people are your greatest teachers.

I have a presentation and paper on “How to say YES to everything, but on your own terms”. It covers various professional responses to sometime unprofessional comments.  Please email me for more information about this presentation at LauraRose@RoseCoaching.info

Bragging advice for the terminally shy

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This is Laura Lee Rose, a business and efficiency coach that specializes in professional development, time management, project management and work-life balance strategies.

Simply put, I give people the time they need to be, do and have whatever they want.

It can be incredibly difficult for women to self-promote, since culture traditionally encourages self-disparaging attitudes in women. But not just women have this problem.  How can you get over cultural barriers, or natural shyness, and really toot your own horn? Here are some tricks, and methods for learning to brag about one’s skill set and experience in order to build a business, attain new clients or get that promotion.
Several avenues:
1) Just Ask.  When you do good work, more often than not, a coworker, sibling department or client will come up and either thank you for your service or complement you.  Take that opportunity to ask them to “put it in writing” as a testimonial or to your manager, and cc you and their manager.  They are always happy do do that.  The only reason more people don’t do it, is because it never occurs to them.  Just Ask.  Make is a point to do something nice and valuable for someone else, at least twice a month and ask for the note or even a video testimonial.
2) Create your Professional and Career Press Kit.  Collect accolades. awards, recognitions, accomplishment, and customer notes in your achievement folder or Career Press Kit – as they happen.  To many times people wait until the end of the performance review to remember what they accomplished throughout the year.  Note them as they happen and you won’t have to remember.
3) Speak up.  Start giving informative and valuable presentations and proposals.  The best way to illustrate your value is to illustrate your value.  If you are in the corporate environment, give Brown Bag Lunch training sessions on the next generation technique; create a proposal on how to either increase revenue, reduce costs or decrease time to market; start a movement to optimize or automate non-billable hours so that everyone can spend more time making money for the company.  Stay visible with videos and even incorporating your head-shot to your email signatures.  Make sure people know who you are.  Make it a point to do at least 1 public speaking engagement a month.
4) Appreciate others.  When someone else helps you, write a note to their manager and cc-your manager and them.  Outline the important task that you accomplished with their help.  Make it a point to thank at least one person a week this way.
5) Shine through others.  Bring in valuable speakers and talent into your department.  Create your own catalyst event to bring others together.  Be the opportunity agent that connects the right pieces by asking experts to speak at your speaking series, interviewing them for the company newsletter, or arranging a consultation on a specific problem that your department or client is having, etc.  Include this as your one-speaking engagement a month activity.
6) Weekly manager or client meetings.  Take the initiative to schedule repeating weekly one-on-one meetings with your manager or client.  Through the act of reviewing your weekly accomplishments, you are getting your achievements some stage time.
7) Don’t keep it in-house.  If your manager is the only one aware of your talent and expertise, you are doing yourself a disservice.  During performance time, all the managers of the same band have to rate and rank their pool of employees against each other.  If you are only known to your manager – you won’t fair well in that comparison.  Start volunteering your service and expertise to sibling departments other target markets.  Be working on at least 1-side project for someone else at least twice a month.  This is a good way to get “thank you notes” from the others and keep the pipeline of jobs coming.

As you may have noticed, I included a schedule to each of these action items.  And each of this actions as associated with actually “doing the work” ( or the right to brag).   The key is keep practicing on a regular schedule.  If you continue to see yourself as shy, the you will stay that way.  If you visualize yourself as a mover and shaker, you will become what you imagine.  A habit is just a thought you keep practicing.  Keep practicing the thought that you are a valuable and vibrant person.

If you want more information on these techniques, just holler at me.  LauraRose@RoseCoaching.info

What strategies do you use to stop procrastinating?

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I am a business and efficiency coach.  I work with my clients on this issue frequently.  We would take an objective look at why you are procrastinating.  Sometimes your inner-knowing is using “procrastination” to actually tell you that this isn’t really your responsibility or the timing of this tasks isn’t right or the way you are planning to go about the task isn’t right or any number of things.

Instead of fighting against procrastination – use it as an indicator to re-evaluate what you are about to do.

  • Is this task really on your purpose – or are you doing someone else’s responsibility?
  • Is this task really worth your time?  Even though it’s a MUST DO – can you pay someone else do accomplish it in less time and money – then it would cost you to do it yourself?
  • Is this task better accomplished with friends and family – instead of all alone?
  • What’s the reason for this task?  Sometimes the task mutates away from the actual essence of the goal.  ASAP is (Analyze, Strategize, and create an Action Plan)

Then use the 4D’s to make better use of your time.   If you want more information on these techniques, just holler at me.  LauraRose@RoseCoaching.info

What’s the best way to transition from full time to a start up?

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Whether you made the leap to freelancing or starting your dream business, what’s the best way to transition from full time to a start up?

Preparation is the key to a smooth transition. If you are in a corporate position with a consistent income, you need to strategically look at your tolerance level for inconsistent (and possible negative) income flow for 3-5 years.
Make sure you have a proof of concept before you leave your consistent income. I recommend starting your dream business as a hobby while you are still getting a regular income. Test out the waters to make sure it is viable, it fits the market need and trends. Have your board of advisers in place. Have your business plan reviewed by your board of advisers.
Outline what you need to get the business off the ground, and have a plan (and backup plan) for achieving those goals.
KNOW your desired income goals for the first 6 months, 1 year, 3 year and 5 years. Understand how many sales it will take to achieve those goals; then how many leads you need to achieve those sales (your lead to sale ratio). For instance, if you need 20 sales a week to reach your goals — how many people do you need to get in front of and market to finally close 20 sales. Do you need to get in front of 100 people to make 20 sales? If so – what’s your plan and schedule to get consistently in front of 100 people a week.
If you do all this planning and testing before you take the leap, you will feel better about stepping out.

If you need assistance with your Business Plan, Marketing Client Attraction Plan, Board of Advisers, and other business strategies, consider a complimentary one-on-one coaching session with LauraRose@Rosecoaching.info

OR sign up for the complimentary 6 week Corporate Exit Strategy video series at <<HERE>>

Why are managers more satisfied with their life than non-managerial employees?

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A recent Pew Research Center survey found that managers are more satisfied with their family life, jobs and overall financial situation than non-managerial employees. However, despite all that, more respondents said they would not want to be a boss or top manager–43% vs. 39%.

Pew Research Center did not explore the reasons behind their findings so I’d like to explore these two findings a little deeper. Specifically: 1) Other than getting paid more, why are bosses more happy than non-managerial workers? Isn’t it more stressful to be a manager than it is to be an individual contributor? 2) If being a manager is overall more satisfying, why did so many people say they did not want to become a boss someday?

1) Other than getting paid more, why are bosses more happy than non-managerial workers? Isn’t it more stressful to be a manager than it is to be an individual contributor?
It’s not the title, it’s the attitude and mindset.
People that feel in control of their professional development and career growth are normally more happy than people who feel that they are not empowered to decide their own destiny.  People that feel they can design their own career direction and take full responsiblity for their professional develoment – are often more happy then people that wait for someone else to decide their career path.
People that feel empowered are normally those who advance up the technical or managerial corporate ladders.  They feel free to slightly deviate from the assigned tasks to accomplish the essence of the goal via an even better solution – one which increases company revenue, limits costs, or reduces time to market.  They take on assignments above their grade-level and business network with sibling departments and other managers.  They market their skills, proposals and services to others outside their immediate group.  They make sure to offer their assistance  outside the company through professional organizations and associations. People that have bigger career plans beyond their current position are often happier because they have the Big Picture and vision in mind.
People that are only focused on keeping their current job and not rocking the boat, often stay as individual contributers. They stay focused on doing their assigned tasks, properly.  They feel that they are doing everything that is being asked of them and often work late and weekends to complete their assigned tasks. They mistakenly believe that doing excellent work in everything that is asked of you – should bereceiving an Excellent Performance Review.  Yet they continually receive “Meets Expectations” or “Average” – which rarely gets a raise or bonus.   People that focus on “doing everything that is asked of them” – do not realize that bosses expect you to do well at your assigned dutites.  Therefore you are merely “meeting expectations”  — not excelling.  Because of this thinking, these types of people often stay both frustrated and as individual contributors.
Once again – it’s not necessarily “manager” versus “staff” titles that are causing this separation; but the attitudes of the individuals.  It’s the feeling of empowerment versus disempowerment.

2) If being a manager is overall more satisfying, why did so many people say they did not want to become a boss someday?
Ironically it is the for same reason.  The same people that are uncomfortable about taking responsiblity for their own careers, are uncomfortable about taking responsiblity for a staff or project.  They do not want the responsibility of directing or steering either a team or themselves.  They don’t want the responsibility of leading any one.
Once again – it isn’t the title.  It is the attitude.  There are many happy individual contributers in both large and small companies.  They are happy because they have autonomy, mastery of their craft and purpose.  They are doing exactly what they want to be doing, and they do it well. They have confidence in their expertise and are respected in their position.   People around them admire and they feel comfortable providing alternative solutions and proposals.   Because they have a following or fanbase, it’s not difficult for them to lead.  They feel empowered and able to influence those around them.  Because of their positive attitude and influence on others, they don’t often stay as individual contributers and are often promoted to leadership role.  NOT because they have a desire to LEAD anyone or tell others what to do; but because they have automatically attracted a following or fan base that are already in-line with their passions and goals.  It is because of this that leadership is their next natural step.
I am a business and career management coach and expert.  I have a Professional Development Toolkit online course that covers all of the above.