Tag Archives: Blooming entrepreneurs

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>>

 

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?

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_-/

 

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

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 rebuild confidence after you have been out of work for some time

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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.  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 “How to rebuild confidence after you have been out of work for some time”

We can have a gap in our resume in a couple of ways:

1)    We are out of work (either by chose or otherwise)

2)    We have been continuously employed but not in the field of our choice.

In either case, employers may hesitate because the fear that technology has passed us by; our skills are obsolete; and we are no longer relevant.

The best way to build confidence after you has been out of work for some time is to actually accomplish tangible and tactile things while you are out of work.   Identify your goals for self-improvement in regards to health, education, presentation skills, networking, and family.  Then accomplish those goals.  Most employers like to hire self-motivated people that can solve their own problems.  By using this gap in employment for some self-assessment and self-improvement (while you are still job searching) is a good use of your time.

Since the main reason for employer’s hesitation in an employment gap is the ability to stay relevant in today’s ever-changing technology, the best advice is to stay relevant regardless of what type or how the gap occurred.  You can do this by:

  • Use the gap to learn a new skill, achieve a certification or license
  • Stay active in your profession by volunteering your services to nonprofits or service communities
  • Teach at a local community college,
  • Create online courses in your field of expertise.
  • Speak at local professional organizations or conferences
  • Write articles, blogs or eBooks in your field of expertise
  • Develop YouTube presentations, demos or prototypes as proof of your new skill set.
  • Create a portfolio or press kit of your accomplishments during the gap

Note: If you are volunteering, make sure you are working in the area that will assist you in your job search.  For instance, if you volunteer for the ASPCA and are a web designer – don’t take on the task of emptying out the litter box.  Instead, work on their website, assist with their SEO and engine optimizations, or automate their manual office duties.  Accept tasks that are in line with your next job description.

Then update your resume with your new skills and links to your articles, videos, apps, etc.

The employer’s fear of the “gap” is that you have fallen out of touch with your field.  If you can show that you have sharpened your skills (during the gap), then you have tangible evidence that you are not only still relevant in your field but an expert.

Where do I place these volunteering and other activities in the resume?


Remember that your resume isn’t a list of all your “paid” employment.  It’s a place to highlight your skills and talents.  The fact that you didn’t get paid for your services does not detract from your experience and expertise.   I would place all the relevant professional skills at the top of your resume.  I would also include them in your Work Experience.

The resume doesn’t highlight the salary for each position.  It just highlights your ability and skills.

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

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

Use that Gap in Your Employment to your advantage

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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.  The Professional Development Toolkit package covers professional development and real-world IT topics in detail. If you are interested in inexpensive training in these areas,get signed up

I recently received the following questions:
  • How can a job seeker best explain gaps in their resume?
  • What’s the best way for a job seekers to jump back into the workforce after an absence – either planned or otherwise?
  • How does one build confidence after you have been out of work for some time.
Gaps in a resume could be in a couple of forms:

1) an employment gap (out of work)

2) working away from your chosen profession  (not your chosen industry or position)

Even if you have been continually working, but not working in your chosen field or industry, you may feel nervous about applying for that new job.

The best way to build confidence after you have been out of work for some time, is to actually accomplish tangible and tactile things while you are out of work.   Identify your goals for self-improvement in regards to health, education, presentation skills, networking, and family.  Then accomplish those goals.  Most employers like to hire self-motivated people that can solve their own problems.  By using this gap in employment for some self-assessment and self-improvement (while you are still job searching) is a good use of your time.

Since the main reason for employer’s hesitation in an employment gap is the ability to stay relevant in today’s ever-changing technology, the best advice is to stay relevant regardless of what type or how the gap occurred.  You can do this by:

  • Use the gap to learn a new skill, achieve a certification or license
  • Stay active in your profession by volunteering your services to nonprofits or service communities
  • Teach at a local community college,
  • Create online courses in your field of expertise.
  • Speak at local professional organizations or conferences
  • Write articles, blogs or ebooks in your field of expertise
  • Develop YouTube presentations, demos or prototypes as proof of your new skill set.
  • Create a portfolio or press kit of your accomplishments during the gap
Then update your resume with your new skills and links to your articles, videos, apps, etc.
The employer’s fear of the “gap” is that you have fallen out of touch with your field.  If you can show that you have sharpened your skills (during the gap), then you have tangible evidence that you are not only still relevant in your field but an expert.

In the Professional Toolkit, I provide worksheet, templates and guidance on how to accomplish these things.    In my Book of Answers: 105 Career Critical Situations, I have 105 work-life scenarios like the above.  The scenarios show how to accomplish your goals in similar situation.
For more information on how to get this toolkit or the “Book of Answers“, please contact LauraRose@RoseCoaching.info

Don’t shy away from asking for a raise

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Now that it’s 2014, performance evaluation and pay raises are dancing in people’s head.  If you are like many, it’s been awhile since you’ve seen a pay increase.  Therefore, one of your 2014 Career goals should be to “not to shy away from asking for a raise.” 

Some quick tips:

1) Do your homework.  Understand where your current pay compares to the salary ranges for your title and region.  Salary.com can provide that information.

2) Quantify your individual and team job performance in regards to the company goals.  Illustrate how much money your work saved the company, or created for the company. Show tangible results in regards to increase customer satisfaction, customer loyalty, and customer referrals.

3) Understand the responsibilities of your grade and pay level.  Understand the responsibilities of the next level.  Highlight as many responsibilities that you accomplish from the higher pay-grade or band level.  Employers expect their employees to do excellent work in their assigned pay-grade and responsibilities.   By doing what they expect – gives you a Meet Expectations performance grade.   By doing things below your pay-grade (even though those items are assigned to you and no one else will do them) gets you a Performing Below Expectations. 
By doing things above your pay-grade gets Exceeds Expectations and that raise.

You will feel more confident in asking for a raise if you can show tactile and tangible measurements of your individual and team contributions.  Talk in $$ or % increase/decrease  (in numbers) when outlining your results.
I have a full online course on this topic.  Check out the Get That Well-Deserved Raise Laser Lesson
Other topics the Get That Well-Deserved Raise Laser Lesson  covers are:
  • What’s the best time to ask for a raise? –
  • What materials should you have prepared when asking for a raise? –
  • What’s the best way to ask for a raise?
  • What’s a good way to phrase your request for a pay raise?
  • How can you figure out the right range, figure or percent to ask for? What’s too high? What’s too low?

3 resolutions job seekers should make for 2014

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3 resolutions job seekers should make for 2014

1)  In addition to cleaning up your digital footprint on your various social networks, increase your professional exposure on those same networks.  For instance, upgrade your LinkedIn.com account to the pro account for better access to people you don’t currently know but want to know; create video presentations on YouTube to illustrate your expertise, professionalism and ease of conveying difficult concepts to others.

2) Start clearly articulating your career goals to at least one person every day.  Don’t just use your 30 second or elevator speech at official networking events.  Use it everywhere and at everyone you meet from standing in line at the grocery store to attending sporting events.

3) Ask other people about their career goals at least once a day.  Collecting data on what other people are interested in and working on provides you an easy way to introduce your  transferable talents into the conversation.  Promoting your transferable skills (skills that are useful in various roles and positions) expands your job opportunities past just one career position.

The best way to follow-through on these things is to create a Marketing and Client Attraction Plan (included in the Professional Development Toolkit).   This plan outlines the type of people you want to network with, how often you want to network with them, and actually mark the dates/times on your calendar in which you will be doing these activities.  Setting up an accountability partner (like a spouse, friend, business coach) such that you have an external commitment to follow-through is another way to stay on track.

If you are interested in this type of information, check out some of the online courses (many are free) at Udemy.