Category Archives: professional development

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

MicroManagers – how do you deal/handle them?

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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.

Today’s topic: Micro-managers – how do you deal/handle them?

I am sure many of us have come across micro managers; I have been told there isn’t the best way to tackle them. However, there are some effective approaches..

Do you handle them( micro-managers) from the top management level or through other workers who work under and around the micro manager. But more importantly what is  a tactful strategy or a method you can take.

What are some tactile actions to dealing with them and how one can be brought into control.

How can they be avoided – Is the culture of the company to blame for their behavior?

The false premise in this question is the idea of “how to control your micro manager”. The idea of “control” is what started this discussion in the first place. Most micromanaging stems from an insecurity that things are not going to be handled the way that they should be. The manager doesn’t either truly trust his/her team OR his own management of his team. He wants to control everything to make sure it is a success (or match what he believes to be a success).

The next false premise is to spend time on finding someone to blame “Is the culture of the company to be blamed for their behavior?” While it may make us feel better to “pass the buck” – it doesn’t help us in our immediate situation. Cultural change in an organization takes time. But there are things we can immediately implement to get ahead.

As an individual and team contributor – one can 100% affect change in our own responses and reaction.(and not anyone else’s).  So that is where I recommend my clients to start.
In my experience, the best way to work with a micro manager is to understand their fears and their department goals. Then do everything you can to illustrate that you are in their corner; that they can rely and depend upon you; that you are their right hand person. And I’m talking about action and deeds (not just lip service).
This is my same recommendation for working with any type manager or team. It’s just that with a micro-manager, you need to increase or heighten your awareness and steps. For instance:

1) I normally recommend employees take the initiative to schedule regular one-on-one meetings with their managers once a week or at least twice monthly. If you are working with a micro-manager, you may need to schedule a 15 minute daily meeting. If you don’t already have daily one-on-one meetings with your micro-manager to proactively review what’s been done, where you are now, and where you plan to be by the end of the day or week – start. If you schedule daily, regular check-ins – the manager will avoid interrupting you frequently because he knows he has a regular meeting already scheduled with you.

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

2) Be totally transparent with your manager (this is the same advice I would give working with any type of manager or team player). Since the micro management comes from insecurity and distrust, be an open book. Go out of your way to lay your cards on the table (using your frequently, scheduled one-on-one meetings) to discuss his expectations, the department goals, your goals. And explicitly discuss and show how you plan to achieve those goals. Illustrate that your goals and his goals are aligned. That when he does well, you know you will do well and vice-verse.

3) Ask him what you can do for him to achieve his business commitments and exactly what you need from him for you to help him meet his business commitments. (Once again – I would recommend this action with any type of manager).

4) Ask him how often he would like an update, how he would like it, when he would like it.   If he is micromanaging and constantly asking for updates – it’s a sign that you are not giving him updates as frequently as he needs to feel comfortable.  Create a Communication Plan and outline how you should communicate regular status, problem issues and solutions, Critical issues, etc. If you and he have an agreed upon communication method (like a fire escape plan) – he knows how (i.e. email on regular status, by phone on critical situations and your solution) and when (how frequently) he will be notified for different issues. [People often make the mistake of not reporting in when nothing has changed. The fact that nothing has changed is a status report and can be important information to your micro-manager ] Find out exactly what he needs from you to feel comfortable and safe. Then do it that way every time.   This gives you the reputation of dependability and reliability.  Attributes he needs to see to feel safe.

5) If your manager suddenly turns into a micro-manager (not his normal style); realize that he/she is probably getting some heat from his supervisors AND he is probably trying to shield you from the chaos from above (while at the same time get the executives the information that they need). Offer to attend and speak to the executives yourself (with your manager). This reduces some of the pressure, because you can answer the technical and day-to-day questions that the executives might have. You will also get some great high-level exposure as someone that really knows his stuff.

Once your manager realizes that he can count on you to deliver exactly what you say and when you said you would do it – he will be able to rely on not only your deliveries but your advice as well.

If you take on more of a leadership role in your relationship with your manager, he will feel more comfortable releasing his reigns. Sometimes people micro-manage because they can’t literally see anyone else stepping up to the plate. Sooooo, Step UP!

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

In the Professional Development Toolkit, I go into the: who, what, where, when and how to accomplish all of the above.

For more about the toolkit and my other online courses, please visit www.lauraleerose.com/ecourses

 

Also following online courses:

 

 

 

Or sign up for my weekly Time and Career Management Newsletter at: http://eepurl.com/cZ9_-/

 

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.

7 Public Speaking Tips for Introverts

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SpeakingHello, 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.  Stephen Wynkoop and I regularly meet on professional development topics. Our interviews can be found at Laura Rose Career Management Series

This week’s topic was “Public speaking tips for introverts”

7 public speaking tips for introverts

As we rise up the corporate ladder, public speaking (whether in the form of presentations, proposals or seminars) becomes a large part of our advancement.  It helps us build our reputation, credentials and professionalism.  As our career develops, our professionalism and talent needs to become more public; therefore, public speaking will become a part of the job.
Even though public speaking is important to any career advancement, many are uncomfortable in front on an audience.

Here are some quick tips:

1)    Consider ToastMasters to improve your public speaking.  It’s a unintimidating environment filled with people with the same goals.

2)    Talk about things you are passionate and know about.  Everyone is excited to talk about their passions and experiences.

3)    Practice, practice, practice.  Take every opportunity to stretch yourself.  At every interaction, make it a goal to tell one story to a stranger or group (just one story).

4)    Think positive. Visualize the speech several times before you actually make it.  Screenplay it exactly has you want it to go.  While you are speaking, pretend that you are someone else.  Channel one of your role models and give the speech as he/she would do it.

5)    Everyone understands how difficult it is to speak in front of groups.  They appreciate what it takes to get up there and want you to succeed. Acknowledge that everyone in the audience is on your side.

6)     Another thing that helps is to use your speech to speak well of someone else.  Sometimes it is easier to speak of someone else’s’ endeavors and accomplishments because you are placing the spotlight on them (instead of on yourself).

7)    Use a familiar prop.  Sometimes a prop helps with nerves because some of your attention is focused away from the audience and onto the prop.  Creating “how to” speeches or presentation is an easy way for introverts to ease into public speaking.  Make sure you know “how to” do that item.

Let’s cover some of these tips in more detail.

Talk about things you are passionate and know about. Talk about things you know all about.  Start with some “how-to” presentations or items that you are the resident expert.

To avoid the “audience know-it-all”, talk about your experience.  If someone disagrees with your opinion, all you have to do is say, “Well, this has been my experience.  Your results may vary.”

If/When you don’t know the answer, use that opportunity to business network.  Say, “I don’t know, but I am also interested in the answer.  I’ll look into that.  If you can leave your business card or contact information, I’ll find out and will get back to you.”

Practice, Practice, Practice.  In this day and age, there is no reason not to practice.  Most laptops, Ipads, tablet, iphone has camera/video options.  Film your speaking engagements; setup weekly BlogTalkRadio episodes, give webinar presentation, setup Brown Bag Lunch session at the office; offer to speak at your professional organization or business networking meetings.  There is an unlimited number of ways to practice.

Use props such as PowerPoint slides, short video, cartoon, joke, white board, chalk board, demo software, or a visual aide to illustrate a point or metaphor.  This allows you distract yourself away from the audience.

Focus on someone else’s accomplishments and achievement in your speech.  By focusing your attention on your admiration on someone else, you forget about yourself.

Pick one or two faces in the audience and talk directly to them.  Pretend that they are new friends and you are just explaining your topic to them.  Everyone in the audience is already interested in your topic (otherwise they would not be there).  So there are already tuned-in and supporting.

Just relax and breathe.  Everyone is already one your side in this.

In the Professional Development Toolkit, I go into the: who, what, where, when and how to accomplish all of the above. I also have a transferable skill worksheet.

How to climb the corporate ladder

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Hello,   This is Laura Rose, author of the business and time management book: TimePeace: Making Peace with Time, the Book of Answers: 105 Career Critical Situations and Business Marketing for Entrepreneurs  is a certified business and efficiency coach.  And I specialize in professional development, career management, time management, and work life balance strategies.
Simply put, I give people the time to be, do and have whatever they want.
promotionI recently recieved the following questions about how to climb the corporate ladder.
1) What are three things you can do in the short term to show your boss you are management material?

   a) Continue to show leadership attributes in your weekly one-on-one meeting with your manager including: taking lead in your one-on-one management meeting agenda; initiating your performance discussion in the 1-on-1 manager meeting; initiating your career path and indivdual development goals in your one-on-one manager meetings; reporting status on your management self-study courses, etc.

   b) Continue to speak in clear, direct terms inregards to vision/goals, expected results that are aligned with the company’s bottom line, and contingency plans/risk management.   The critical responsible for any leader or manager is to clearly articulate the company vision and goals to their staff.  Then verifying that everyone on the team truly understand their roles in meeting those objectives.  You should be illustrating these same traits in every interaction.

  c) How you do anything – is how you do everything.  Be a leader (or example to others) in everything that you do.


2) What are three things you can do in the long term?
  a) Take any company approved management or leadership courses
  b) Have your manager spell out exactly what you need to accomplish to qualified and considered as a management candidate.  Then co-create (with your manager) your Independent Development Plan and Personal Business Commit plan (explained in more detail in the Professional Development Toolkit).  Get the documents approved and signed by your manager to make him a co-conspirator in your success.  Take the initiative to setup weekly or twice-a-month one-on-one manager meeting to report your progress and status.
   c) Continually review the job opportunities both in your department and out.  Most companies have a “open position” webpage.  Keep an eye out for different managerial positions in adjacent positions (positions that have similar traits to your background and experience).  Make sure your manager isn’t the only one that knows about your skills, talent and experience. Start volunteering your services to sibling departments and areas to increase your business contact sphere and your skillset.  Work with mentors that are already in the areas that you are interested in moving into.  Position yourself to be on the executives mind when an opporutnity does arrive.

3) What are three major mistakes people make when trying to climb the corporate ladder.
   a) Confusing “taking charge” with “leadership”.  Taking charge or trying to take control is counter-productive, especially if you are not the official team lead.  Rather, lead by example instead.
   b) Confusing leadership as “doing things right” and policing others.  Leadership is doing the right things (which is a different  emphasis than simply “correctly following policies and procedures”)

c) Forcing, pleading, persuading people to follow you.  Leaders’ followers (or fanbase) already are aligned with the leader’s vision, mission and goals.  Since the followers’ already agree with the direction and ultimate goal and the leader already trusts in his/her team’s talent, skill and craft, all the leader has to do is provide a clear direction to his crew.

I go into detail in the Professional Development Toolkit  and Get that Well-Deserved Raise online course.

Check out the other online courses on this topic:

How do you know when it is time to ask for a raise?

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Hello,   This is Laura Rose, author of the business and time management book: TimePeace: Making Peace with Time, the Book of Answers: 105 Career Critical Situations and Business Marketing for Entrepreneurs  is a certified business and efficiency coach.  And I specialize in professional development, career management, time management, and work life balance strategies.Simply put, I give people the time to be, do and have whatever they want.
I recently recieved the following questions about when to ask for a raise.  If you do the following things, it will be easy to ask for that well-deserved raise.
  • How do you know when it is time to ask for a raise?
  • When making their case, what are the key points you suggest an employee hit?
  • What are the biggest mistakes employees make when asking for a raise?
  • How do you advise an employee prove their worth without bragging or coming across ungrateful?

It’s time to ask for a raise, when you have the following items completed:

1) You have done your homework by knowing the salary range of your role,duties and responsibility  (Salary.com gives you some salary range).  Make sure you are comparing the salary to the tasks, roles, duties and responsibilities that you are performing (versus a job title).  Often times you may be doing Senior Level responsibilities, but your official title is just Level 1

2) You can tangibly and quantifiably show (with numbers and percentage) your individual and team contributes to the company’s bottom line.  This means you can show (with backup data) how much money you made or saved the company.  Regardless of your role or company industry, companies are in the business to make money.  Therefore, every action of every employee can be directly associated with money made or saved.
3) You have investigated the employment climate regarding your role.  This means that you have met with external recruiters to verify that your position is still very relevant, sustainable and valued in the current economy.
4) Outline the additional certifications, licenses, continuing education and training that you have received since your last salary increase.  Quantifiably and tangibly show (with numbes and percentage) how those additional skills, experience, and competence increased your productivity, proficiency, and performance.
5) Be prepared to ask for a promotion.  One of the best ways to ask for a raise is to be actually performing at the next performance level.  If you can tangibly show that you are already working at the next performance level (next promotion level), it makes the salary increase discussion much easier.Alternatives to asking for a raise is to focus on your next promotion level.  Meet with your manager to outline exactly what you need to accomplish and deliver to achieve your next promotion.  Create an Individual Development Plan and a Professional Business Commitment plan that explicitly outline your manager’s expectations and how you plan to acquire those skills and experience.  By making your manager your co-conspirator in your career development, you will have less stressful salary and performance discussions.  It will go from “feeling like you are bragging” — to “checking off your agreed upon list”.

I go into detail in the Professional Development Toolkit  and Get that Well-Deserved Raise online course.

Landing that position in a tough job market

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Hello, this is Laura Lee Rose – author of the business and time management book TimePeace: Making peace with time – and I am a business and efficiency coach that specializes in time management, project management and work-life balance strategies.  Stephen Wynkoop and I regularly meet on professional development topics. Our interviews can be found at Laura Rose Career Management Series

This week’s topic was “Advice for improving the odds of landing a position in a tough job market”

One of the best quotes to keep in mind is the “But what have you done for me lately”.  This is true in the job market.  Companies are in the business to make money.  If you can illustrate tangible evidence in both dollars and sense (common sense), how you have made money for your companies in the past and how you will do it in the future – you will stand out.

So – how do you do this when an employer has 600 resumes to review?

The first thing is to catch their attention upfront.  Acknowledge that they will probably only spend seconds on your resume.  If you don’t capture their attention in those first few seconds, your resume is tossed aside.  Therefore, highlight your professional skills that are directly relevant to the desired position right at the top of the resume; followed by the roles and positions that are significant to this current position.

Eliminate any tasks or duties that distract the reader from your applicable skill set. Don’t feel obligated to do a chronological or historically accurate list of all your employment.  Make sure you expand on the tasks that are in direct support to this new position.  Talk in dollars saved or made for the company.  Use numbers and percentages to illustrate how your contributions directly affected increased revenue or reduced costs.

Don’t be afraid to customize your resume to each application. Decades ago, we created one resume and sent 60 copies of the same resume out into the job market.  Today’s technology allows us to customize each resume to better fit and match the desired position.  Use the same terminology and descriptions in your resume as they posted in their job description. Using the same language allows your resume to pass through any automated resume scanner or filter.

 Include cover letters or hyperlinks in your online applications.  Many companies have online applications as their first-line screening.  One way to set you apart from the competition is to include a cover letter or a hyperlink to your YouTube video resume.  Many online applications will allow you to attach a resume and/or cover letter.  Take advantage of these attachments to show more of your individual and team contributor.

Set yourself apart by including YouTube, presentations, and article links. Go out of your way to illustrate your expertise.  With today’s technology, there is no limit to creating your own presentations, webinars, videos, articles, demos, prototypes or eBooks to tangibly show your skill set and expertise.

You have passed that gate and at the interview stage.  How do you continue to set yourself apart?

Much in the same way as you illustrated your value to the company in the resume; you continue to showcase any revenue generating scenarios in your interview.  Continue to highlight stories and examples of how your dedication and contributions affected the company’s bottom line.

 

Avoid highlighting the skills that you do not have. Even if you don’t have the exact requirements for this new job, you have worked in a similar environment, with a similar tool or have the appropriate transferable skills.  Highlight the skill set and experience that you do have and extrapolate how those skills and experience relate and support this new position.  Focus on the transferable skill set that will set you apart from the other candidates.

 

Conduct the interview as a conversation.  Don’t wait until the end of the interview to ask your questions.  Comment and query throughout the interview like a real conversation.  Learn as much about them as they are finding out about you.  This is a two way street.  Use your questions to illustrate that you have done your homework on their company and position.

 

Collect contact information.  One of the mistakes that people make is not to collect contact information from everyone they interviewed with.  Even if you are going through a recruiter, take it upon yourself to contact everyone that you interviewed with.  Although your recruiter is helpful in setting these meetings up – it’s to your advantage to take charge of the follow-up.  After all, your recruiter works for many job candidates.   YOU only have one job candidate to work for:  YOU.

 

Use your follow-up emails and thank you notes to close the skills gap. When you have identified a gap in your skill set during the interview, use the follow-up notes to close that gap.  For instance, if during the interview you realized that they are not only looking for someone with manual test experience, but with automated test experience (even though the original job description did not include it).  Take this opportunity to download one of the many free automated test tools and craft an automated test on their website or product.  Then include this update in your follow-up email to them.

 

Use the phone.  Many candidates will use email and thank you notes as a follow-up.  I agree with the thank you notes.  To set yourself apart, use the phone as well.

 

Add them to your Linkedin.com.  Stay on their radar.  Just because this position doesn’t pan out, make sure you are on their minds for the next opportunity.

 

What about college graduates?  How do they differentiate themselves?

 

As for college graduates, creating a portfolio of your transferable skills and illustrating how that will increase revenue or reduce costs will help.  A graduate that handled both school and the job market will outshine someone who just attended classes.  A graduate that received glowing recommendations from both the job market and professors will outshine one who doesn’t.  A graduate that has a portfolio of presentations, published articles, or a how-to video about that particular job role or industry will outshine one who doesn’t.  In today’s market, the average will not get noticed.   Decades ago, companies were willing to hire graduates with the knowledge that the candidate will not know much and there will be a long learning curve.   In today’s market, you need to show that you already have the talent and discipline for that particular job.  If more you can show that you will be able to hit the ground running (minimum learning curve and self-motivated), the better you will outshine those that don’t do that.  We are talking about tangible evidence (not just lip service).
In the IT Professional Development Toolkit, I go into the: who, what, where, when and how to accomplish all of the above. I also have a transferable skill worksheet.

 

Also following online courses:

12 Tips for Realistic Scheduling
10 Tips for Telecommuters
 10 Career Boosting Resolution Laser Lesson

10 Hidden Time Waster Laser Lesson

Get That Well-Deserved Raise Laser Lesson
Professional Development Toolkit
It’s a SNAP – Social Networking Accelerated Process for business networking

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