This question came from a busy professional.
How Can We Get an Interview When We’re Under-Qualified?
Some people may be interested in a job, but they don’t apply for the job because they don’t meet all the qualifications or have the specified experience. Why should they apply anyway?
If a candidate is under-qualified–as per the job requirements–what are three things he or she can do to still stand out on his or her application and snag an interview
anyway?
This question came from a busy professional.
I’m searching for career experts who can tell me the biggest mistakes people make
when making a presentation at work.
Most everyone has heard of the more common mistakes of not making eye contact with the audience and relying too heavily on note cards. But here are some of the bigger mistakes that you may not be aware you are making.
We will go through each in detail, explain why it’s such a big
mistake and then give advice on how a presenter can avoid making the mistake.
Last article we were discussing “How to give feedback employees will here?” In that article, we used very objective examples. It was easy to measure performance against technical tasks, but how does one determine SMART goals for soft or people skills?
Let’s review the same tips, but this time – with soft skills examples.
Giving an effective feedback starts with understanding your employees’ goals and career objectives. Once you understand the “why” the employee comes to work – the better you can connect the feedback to their goals.
For example, if they want to eventually lead the team or become a manager, then focus on the skill sets that will help them achieve those goals.
For example: Managers require:
These business goals need to be S.M.A.R.T. (Specific, Measurable, Achievable/Attainable, Relevant and Time bound). With SMART goals, it’s very easy for both the employee and manager to agree whether the goals were met or exceeded.
Some examples of SMART PBC might be:
As you can see, greeing upon this soft-skills SMART goals actually commits the manager to help her employee succeed.
The most prevalent barrier to hearing and understanding feedback is our mindset. The moment your supervisor releases a perceived negative comment, we automatically go into defensive mode. Our brain immediately will find situations that negative what was just been said or provide detailed reasons/excuses for the events.
Best advice is to continually focus on the SMART goals or commitments set at the start of the year. Use the agreed upon PBCs as your starting point. Since your PBCs will have specific metrics and goals in place for each performance commitment, it will be easy to determine if the criteria has been met.
For example, If one of the PBC goals was to speak at (at least) 2 technical conferences regarding how you solved a critical situation regarding this industry – it is very easy to tell if they accomplished this goals.
Then simply ask the employee if he/she feels if they have met that particular goal.
Repeat this until all the PBC goals are reviewed.
Once you and the employee have agreed upon the status of the PBC goal, ask their opinion on where to go from here.
For instance, if the employee agrees that he/she did not meet this soft skill goal – you can now start a discussion on where to go from here.
The discussion is focused on working on a solution together. Brainstorm on some titles and abstracts they can present. Show him/her how to search for technical conferences in your industry and advise him/her to start submitting abstracts. Once the abstract is accepted, encourage him/her to practice on co-workers and local professional organizations. Encourage him/her to conduct a webinar or video their talk. The more they practice, the better their soft skills.
As you can see – these discussions then become the foundation of their next PBC SMART goals.
At the end of the day, keeping your employees involved and engaged in their own career development is key.
A busy professional asks a question regarding customer sales.
I’m an international trading clerk, I have some customers who used to talk to me smoothly, but once I give them the price, they don’t reply me or even a comment on the price. So how should I contact them in a polite and comfortable way as a follow up?
Well, email isn’t the only tool in your toolbox. Also email isn’t actually “talking to you smoothly”. My recommendation is to use email:
One recommendation is don’t craft a polite email, call them. Calling them shows that you’re serious about winning their business, as you actually took time out of your day to follow up in a more personal manner. Attempting to speak with them directly shows initiative on your part, and a desire to do what is necessary to not only wins their business, but to retain it.
With an actual phone conversation, you can provide additional information, demonstrations, and charm them with your personality and sense of humor. You can also discuss next steps and get verbal agreements throughout the conversation. Verbal agreements lead to sales.
As far as price: price is never the biggest sticking point in the prospect decision making process. It’s usually that
Bantering through email doesn’t really resolve any of these things.
Consider a more personal approach:
Bottom line: If one method of communication isn’t working, do not continue with that method. Switch it up and make your next method more personal with a sense of urgency.
See what you think about those ideas.
A busy professional asks a question regarding Company Culture:
I am the Recreation and Events Golf Manager for a course in Orlando. Part of my responsibility is overseeing the Clubhouse’s food and beverage team. We have always offered our staff 50% off a meal if they are working that day, and 20% off a meal if they come in to eat on their own time. We only staff about 20 people (including both back of the house and front of the house) in the clubhouse. With the spotlight on “company culture”, should we be providing additional benefits like free meals to our employees?
I think it’s very generous that you offer your staff discounts on meals. In regards to “what staff number”, I think it should be directly proportional with your revenue/income. You are still in the business to make money. My recommendation is to continue your current method as long as it feels good to you and is still profitable to do so.
As for “additional benefits” – consider rewarding performance versus just being “present”.
Some ideas are:
Whatever you decide, keep in mind your employee’s advancement and career goals. Then continue to provide additional assistance to help your employees develop and advance in their chosen career.
See what you think about those ideas.
This question came from a loving parent and business owner.
How do I define my role in my daughter’s business that I will be funding?
My daughter wants to start her own business in a field in which she is not only certified, with 5 yrs. experience, a solid client list, but has some excellent ideas in which to grow the clientele. She has no credit, so my husband and I would be taking out the loan on her behalf. How do we ensure that we get our ROI? She has already asked me to help her with bill paying and such. I have read the posts about silent partners, but I’m unsure that is what I’ll be.
Starting a new business is not an easy endeavor and many businesses fail within the first 3-5 years. If they do succeed, it may not be until the 5th year until they see any profits.
Add to this the complication of loaning a child or family member and you are in very, very risky territory.
It is very difficult to “loan” a children money, because even though they may initially recognize it as a “loan”, they often it do not pay it back. Other expenses take precedence and they are predisposed to accepting your help. This is doubly risky if you introduce the idea of “investing” or becoming a silent partner. You are now “investing” in a new business that may not succeed or may take several years to see any profits. Therefore if you have to take out a loan that you need to be paying back in a timely fashion, I do not recommend “investing” as a silent partner. Investments are not guaranteed to be paid back. A new business is a gamble. And if you do not have the money to lose, do not do it.
Instead – treat this as a strict business loan with payback expectations (along with any interest you agree as your ROI – as well as timelines for payback).
Have a signed contract with well-defined payment schedule AND consequences for defaulting on the loan. Avoid a payment schedule that states “payment due when business starts to make money” (or anything similar). Don’t tie the payment schedule to her business success…. BUT consider her Business Plans and income forecasts when defining a tangible schedule with actual dates. (Even silent partners do their homework to verify that the Business Plan is solid and there is actually a reasonable expectation of ROI)
For instance – Require her to show you her Business Plan with income forecasts, budgets, expenses, and forecast revenues. Help her with coming up a realistic Business plan. DO NOT TAKE OUT THE LOAN IN YOUR NAME until you see and approve of her detail business plan. Demand that the loan payment become a regular expense in their business plan (just like any other business expense).
Then create a calendar of payments based on her actual revenue forecasts. Review her company expense schedule to verify that the load payment is included as a regular fee of doing business.
.
Also include consequences for not meeting those payment schedules (late fees, payment in other forms, payment extension with increased interest rates, etc).
For instance, if her business folds or she abandons the business – she still needs to meet the payment schedule BECAUSE you still need to pay back the loan (regardless). Iron out all the scenarios and exit strategies if things do not go as plan. Do you expect late-payment fees, etc. How many months of non-payment determines an abandonment – and what would the next step in that scenario. Do you want to hold any collateral for payment, etc.
You will want to iron all these scenarios out and make the expectations clear up front. Do your homework to make sure this even makes sense. Or hire a business coach to help you with these decisions and help her with a realistic business plan. Understand the start-up costs, the recurring costs, the target revenue goals, what steps will be taken if the revenue goals are off-target, the resources and equipment needs, and everything else a realistic business plan covers.
If you don’t want to approach this as a business loan – then just agree to “gift” her money (with ZERO expectations of ROI or repayment). And only give her money you can afford to lose (not get paid back).
I know your situation is different. If you would like additional information on this topic, please contact LauraRose@RoseCoaching.info
I am a business coach and this is what I do professionally. It’s easy to sign up for a complementary one-on-one coaching call, just use this link https://www.timetrade.com/book/WFSFQ
With enough notice, it would be my honor to guest-speak at no cost to your group organization.
Today’s question comes from a busy professional:
Is it possible to switch directions in my career, from digital marketing to business analysis?
I am currently in digital marketing but I want to build a career in business analysis. Is that possible?
Yes. It is possible to switch directions in your career from digital marketing to business analysis. But you don’t need to leave one to become the other. You can easily use one to transition into the other, without a huge leap.
These steps can be executed to switch to most positions.
Digital marketing and business analysis have many of the same transferable skills. They are also dependent upon each other. Adding market research and brand monitoring to your current digital marketing offerings will lead you nicely into a well-balanced digital marketing offering. Instead of limiting your digital marketing position to posting content and building a following on social media (as do most digital marketers), make sure to analyze your results (collect metrics and illustrate your efforts ROI).
Show digital marketing increases client sales and revenue. Since business revenue growth is part of business analytics, use business analysis to illustrate how your digital marketing services affects the company revenue.
Business analysis is also important to developing quality, relevant and interesting content — for your target market. The more aligned your digital marketing messaging is to your target client – the more potential clients you attract and the better the ROI. Business Analysis is the way to better align your digital marketing messaging.
Next – start reviewing the competitor’s social media results and their digital marketing results. Identify your client’s competitors’ messaging (digital marketing and branding messages). Study how effective the competitors are and use those business analytics to evaluate and modify your current digital marketing strategies. Run competitive analysis – but reviewing how your client’s competitor are doing their digital marketing (something you already know all about).
Start researching marketing data, demographics, qualitative and quantitative client feedback data – regarding your client’s industry – in order to better sculpt your digital marketing content to attract the right target market/client. Use your marketing data to find more interesting and quality content for your digital marketing business.
Start showcasing your business analysis directly into your digital marketing business.
Collect your metrics over time and analyze the trends. Start offering trend data to your digital marketing clientele – and help build their next level marketing strategy. Helping clients with their B2B or B2C strategies is another piece of business analysis.
Finally, start business networking yourself as a Business Analysts. Surround yourself with the people that will provide you the right opportunities as a Business Analysts.
As you continue to showcase more and more business analytics in your current digital marketing offerings, the more you will be recognized as a business analyst.
I know your situation is different. If you would like additional information on this topic, please contact LauraRose@RoseCoaching.info
I am a business coach and this is what I do professionally. It’s easy to sign up for a complementary one-on-one coaching call, just use this link https://www.timetrade.com/book/WFSFQ
With enough notice, it would be my honor to guest-speak at no cost to your group organization.
Hello, this is Laura Lee Rose – author of the business and time management books TimePeace: Making peace with time – the 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 discussion is regarding how to break bad news to employees.
A busy professional asks:
How do I break bad news to employees? It might be staffing changes, a lost contract or even the death of someone close to the business. When should I:
Giving bad news is never comfortable, but necessary. The way you do it can influence the way people accept the news.
Some tips:
See what you think about those ideas.
I know your situation is different. If you would like additional information on this topic, please contact LauraRose@RoseCoaching.info
I am a business coach and this is what I do professionally. It’s easy to sign up for a complementary one-on-one coaching call, just use this link https://www.timetrade.com/book/WFSFQ
With enough notice, it would be my honor to guest-speak at no cost to your group organization.
Today’s question came from a busy entrepreneur the same week of Small Business Saturday:
I have a small business on the side and I want to take full advantage of small business Saturday. My business is a retail mom and pop type store, but I do have budget for advertising.
I applaud that you want to take the most advantage of the Small Business Saturday event. The mistake that most small business owners make is to look at each event (such as the Small Business Saturday) as a “single entity” or single opportunity. Unfortunately, by taking each event as they come (as in this question arriving the week of Small Business Saturday) – you are actually too late to actually do something meaningful for and with it.
The key to taking full advantage of Small Business Saturday – is to recognize that it’s just one of many business opportunities to take advantage and leverage.
Here are some ideas to implement in your current marketing plan:
As you can see, to take full advantage of anything – you need up-front planning. For example – creating a Retail Block Party Sale for Small Business Saturday will take lots of time and collaboration. Defining cross-promotional service bundles or packages (to lure more people to your block) takes planning. This is not something you can turn around in few days. But is you mapped out all your business opportunities a year in advance – you would have the time to take full advantage of these single dates.
If you need more information on this or help, just let me know.
I know your situation is different. If you would like additional information on this topic, please contact LauraRose@RoseCoaching.info
I am a business coach and this is what I do professionally. It’s easy to sign up for a complementary one-on-one coaching call, just use this link https://www.timetrade.com/book/WFSFQ
With enough notice, it would be my honor to guest-speak at no cost to your group organization.
Today’s take-away is that Numbers Move People.
If you need a way to move coworkers, clients, managers, family members or even yourself toward action, consider adding a number to your conversation.
Numbers help people move toward a decision and action. Whether it’s a calendar date, a meeting time, a price for service or product, salary, or even that pesky number on the bathroom scale; numbers move people into action.
Consider the number ZERO – as in A Complimentary or Free eBook, White Paper, or other offer. That Zero Cost item attracts many people to share their contact information with you.
Ways to influence others with number come in many forms.
Whether you are in the corporate environment or starting your own business, you need to understand your numbers.
If you are in business for yourself, you need to understand:
If you are in the corporate world, you need to understand:
If you are working with clients, and they are on the fence on something; find a way to add a number to the conversation.
Some examples could be:
These are just a few ways numbers can influence us and keep us moving forward.
For additional information on how to use numbers to your advantage, please contact LauraRose@RoseCoaching.info
I am a business coach and this is what I do professionally. It’s easy to sign up for a complementary one-on-one coaching call, just use this link https://www.timetrade.com/book/WFSFQ