Tag Archives: Professional Career Development

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:

When to say “no” to a client

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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 question about when to say “no” to a client.  I advocate saying “YES” to everything but on your own terms.  Read below for some examples.
1) When should you say no to a client?

    Since you are using the word “client” and not “potential client” – I am assuming that you are already working with this person and something has come up that is not in your wheel-house or expertise.  In this example, you always have your client’s best interest in mind.   Saying “YES” in this example may mean that you find someone else more suited for their need.  You refer him/her to one of your qualified affiliates. 

You want to always give your client the best, and sometimes the “best” is someone else.


2) How do you not lose the client’s future business?
You do not lose the client’s future business but keeping their best interest in mind.  If you are always doing your best (and sometimes your best is to refer them to someone else), you will be rewarded greatly.    You want the client to be totally satisfied at all time.  Therefore, if/when you do refer them to someone else – continue to touch base to make sure your client is totally satisfied with their results.  If they feel that the referal isn’t a great fit, ask and fine-tune their exact requirements.  Find out what is not working.   Then recommend someone else that meets those new requirements.  If you become an opportunity-agent to your client, your client will always return to you.

3) Is there a way to refuse business without offending the client?
Acknowledge that your main goal and purpose is to satisfy the client.  This doesn’t mean that you have to be the one doing the work.  This means that at the end of the day, the client needs to be totally satisfied.  They don’t care if you are the one that solves their issue or someone else.  As long as you provide them the answer (even if it’s sending them to a qualified supplier), you are servicing your client.
The key is to create affiliated partners, joint partners and business referal programs.  This allows you to become the one-stop-shop for your high-profile clients.  They know that you will get them what they need.  You may not know all the answers, but you know where to go to get all the answers.
4) What are the drawbacks of taking on business you don’t feel is a fit for your company?
The adage “Jack of all trades, Master of none” comes to mind.  If you take on a task that is outside your area of genious, you will not be providing high-quality service.  It will take you longer to deliver.  And you will be resenting the time spent on this task. This will affect both your demeanor to the client and your client satisfaction rating.  Your client may not tell you directly, but they will tell others about their disappointment in your product or service.  They will not only “not” refer you but actually recommend people to stay away from your establishment.
  For every 1 official complaint you receive, that client is telling at least 10 other people.  This is also true for every compliment that you receive.

 

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_-/

Advice for people who want to do a 180° career change

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CareerChange-300x300Hello, 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 “Advice for people who want to do a 180° career change”

What steps do you take to succeed?

Very rarely is that 180° degree career change.  Even when you think you are doing a complete change in careers, you carry with you a set of transferable skills that translate nicely into the next new chapter of your life.  The recommendation is to highlight those shared traits and illustrate how they were the foundations of your next step.  Don’t highlight the differences in your career choices.  Instead highlight the similarities.  Make them understand that this “new career” is the natural next logical step in your advancement (not something totally new).

Some examples of transferable skills can be (but not limited to):

  1. Organizational skills
  2. Multitasking
  3. Project management
  4. Customer Service and Satisfaction
  5. Customer Advocacy
  6. Writing/Editing
  7. Creating/Innovation
  8. Process Improvement – Quality Assurance
  9. Detail oriented
  10. Problem Solving
  11. Solution oriented
  12. Time management

 

Even a pastry chef and a surgeon (careers you may feel have nothing in common) will have transferable skills in common.  It is the transferable skills that make us excel in a multitude of environments.

What’s the first step in transitioning into a different career?

One recommendation is to start building your Press Kit or portfolio on your new career now, when you are still in your current career.  The assumption is that you are already following your passions in the form of a side-job or hobby.  Take that hobby to the next step.

For instance, what if your new ‘wish list’ career is that pastry chef?  Chances are that you are already baking for your family and friends.  You are already conducting catering service for your community of followers.  There are several steps you can take, while you are still in your current career.

1)    Take pictures and video of your pastry and catering events.

2)    Create your pastry website, logo and brand

3)    Create your brochures and business cards

4)    Collect testimonials from friends, family and your community

5)    Create your facebook and linkedin social media pages

6)    Take culinary classes in your desired wish list career

7)    Start blogging and send out social media posting that illustrate your expertise

8)    Publicize that you are available for catering events

9)    Collaborate with other entrepreneurs and offer to cater their catalyst events

10) Give your pastry as appreciation gifts at your office

11) Offer to cater the office parties and meetings

12) Create your pastry business plan

13) Create a resume based on your graphics experience and client testimonials

The goal is to start building and collecting the proper experience and resume, while you are still in your current career.

What if you are current a teacher’s assistant and you want to break into graphic design.

  • Highlight your training materials and your PowerPoint and graphic tools used in your previous teaching position.
  • Highlight and/or create a portfolio of your graphic designs and presentations.
  • Obtain your certification in graphic designs.
  • Offer your services to some non-profits or small business owners.  Then use their testimonials in your portfolio.
  • Update your social media pages with your graphic designs
  • Create a resume based on your graphics experience and client testimonials

The goal is to jump from engineer to management.  What steps to you take?

  • Take leadership and management course
  • Offer your services to sibling departments
  • Propose a money-saving project and lead it
  • Create a small team on your project idea and lead it
  • Accept a project management position for a non-profit or community volunteer position.
  • Update our resume with these experiences

 

Final tip is to create an Individual Development Plan.  Outline your gaps between where you are and where you want to be.  Identify the steps, tools, studies or certifications that you need to accomplish those goals.  And setup your milestones, deadlines, accountability partners, and reasonable forcing functions to assure success.

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

Do’s and Don’ts tips for turning intern or temporary positions into a permanent position

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temp

Tis the season for intern and part-time positions.  It’s a great time to get some extra cash but how do you turn these short-term positions into long-term gains?  Here are some quick tips for workers who hold a seasonal position, and are interested in turning it into a permanent gig.

 

Do’s and Don’ts tips for turning intern or temporary positions into a permanent position:

1) Don’t dedicate all your time and effort into “doing your assigned job well” — Do illustrate your value throughout the organization, not just at your assigned task.
2) Don’t continue to remind them of your end-date – Do talk about what you can do for the New Year, Spring and Summer projects.
3) Don’t act as if this is a temporary job – Do act as if this is your company by implementing process improvements, creating reducing cost utilites, increasing sale and sending referral/leads to marketing

 

The holiday season is a great time to focus on career management and professional development.  Think of it:

  • The workload is slowing down
  • Executives are preparing New Year strategies.
  • Performance evaluations are just around the corner
  • You have some time away from the office

Check out the new online and free course 10 Career Boosing Resolutions at https://www.udemy.com/10-career-boosting-resolutions/

Or How to Get that Well-Deserved Raise at https://www.udemy.com/how-to-get-that-well-deserved-raise/

3 steps to managing people you don’t like

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get back to workThe most effective way to managing people you don’t like is to focus on their positive attributes and not on their annoying habits. Everyone has idiosyncrosies. Everyone brings different things to the party. That is what makes the work force both rich and challenging.

  1. By focusing on the positive attributes and talents that the individual brings to the team, you can not only more easily manage around the uncomfortable areas; but turn those negatives into positives. For instance, if you feel that he/she is too much of a braggart and wanting the spotlight – assign him marketing and promotional activities in which his salesmanship is an advantage to your team. Send him to networking and marketing events. Have those attributes work in your favor.
  2. Also – often the thing you don’t like about someone is a mirror into something you don’t like about yourself. So doing some sole-searching on why you don’t get along with someone might help as well. Seek to improve yourself in those same areas.
  3. Lastly, understand that you can not change how other people respond to you, but you can chang how you respond to others. If the person is constantly late with his/her work (regardless of how little or how easy the task), never assign them a task in the critical path; never put them in the position of becoming the bottleneck of the project.

In my IT Professional Development Toolkit, I go into the: who, what, where, when and how to accomplish all of the above. I also have a transferrable skill worksheet. For more information about the toolkit, please contact https://www.udemy.com/it-professional-development-toolkit/

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

 

How to Repair a Damaged Relationship with Your Boss

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

Today we are going to talk about How to Repair a Damaged Relationship with Your Boss

get back to work

Everyone wants to work well with their co-workers and boss. But sometimes it’s difficult because of personalities or the way people like to work.

Here are some different strategies to consider:

1) How can you tell if the relationship with your boss is repairable? The best way to see if the relationship can be repaired is to better
understand how you work and how your boss works. Taking a personality test like Opposite Strengths System <http://www.oppositestrengths.com>,or * Myers Briggs* personality test. <http://similarminds.com/jung.html>  provides an objective and 360 degree assessment.

By understanding the different way people work and how to better relate to those personalities – you are well on your way to repairing the relationship. Since you cannot change how other people react and respond to you – you will need to be willing to make the change. If you are not willing to put in the effort, then the relationship will not change.

2) What if the relationship cannot be repaired but you don’t want to quit?
The best way to change positions within the company is to start business networking with others in the department or area that you want to move into. Start marketing your expertise in their area by volunteering your services, sending helpful articles that point to solutions or new techniques, present Brown Bag Lunch talks on topics of interest, ask to be mentored/coach by others in the other departments, take others to lunch to find out about other opportunities in their area, and schedule an appointment with your HR representative for additional ideas.

Okay – after some soul-searching; you have decided to repair the relationship.  What now?

 

Here are some quick steps:

1) Acknowledge your part in the broken relationship. Make improvements in your performance, stay positive; don’t place him/her in difficult situations; bring solutions to problems; be open to feedback; don’t take things personally, do what you say you would do and keep him/her in the loop when you can not accomplish it and always stay calm and professional (that means no drama)

2) Understand your boss’ point of view: Go the extra mile; anticipate his/her needs; protect his/her time; and  understand his/her communication preferences,

3) Focus on your shared/common goals and interests. Includes some personal interchange. Get to know them a little and give your boss the benefit of the doubt.  Another good reference book is Don Ruiz book “The Four Agreements.”.  This is a great personal and professional relationship manual.

4) Tommy Thomas, PhD  and leader in the Opposite Strength System suggests the following:  To improve your relationship with your manager, the main point to remember is to have an attitude of equality. The mistake most people make in their relationships with people they report to is that they confuse the authoritative position that the manager has in the organization with the value the manager has as a person.

So be sure to blend respect for the manager’s position and authority with conveying an attitude of equality.

The IT Professional Development Toolkit, goes into the who, what, where, when, why and how to accomplish all of the above.  The IT Professional Development Toolkit is covers a comprehensive set of development tools and techniques in less than 10 minutes per practice.  It contains audios, videos, articles, webinars, presentations and practice exercises designed to be less than 5-8 minutes in length.  It can be used as a reference platform or a 12 week course program.

 

The toolkit comes in two forms:  DVD and online eLearning program.

elearning versionDVD version

 

For more information about the toolkit, click on the above buttons or please go to my website at www.lauraleerose.com

For more information about Opposite Strengths System and relationships, check out Tommy’s Relationship Guide. This is a report that will give you detailed; specific coaching on how to approach your manager based on who you are and who your manager is and do so with an attitude of equality. Go to http://www.oppositestrengths.com to learn more.

How to keep a new employee

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

Today we are going to talk about how to keep new employees at a company?

  • Why do new employees leave?
  • How can a company on-board them immediately?
  • How to create an environment that makes new employees want to invest in their future with the company?

Most new employees leave because of just a few reasons:

  • They are frustrated with the work that they are assigned;
  • They are offered a better job;
  • They are the wrong fit for this company/job.

To avoid some of these issues, do your homework:

1) Due-diligence in the interview process.  Understand their motives and career goals.  As best as you can, make sure their career goals, personalities and work ethic meets and matches your needs.

This reduces incidents of ”they are the wrong fit for the job”

2) Have copies of your company policies, orientation materials and task procedures (that they will be responsible for) for them.  Make sure your training and procedures are well documented with steps, the reason for doing it this way, and your success criteria (how they know it’s completed correctly).

This reduces the incidents of “they are frustrated with the tasks they are assigned”

Furthermore, give the new employee the responsibility of improving and maintaining the orientation and procedure materials that they are directly associated with.  This gives the new employee some additional creativity and leadership outlet.  Who better to improve your reference materials than the person it is supposed to be assisting.  It also keeps your documents accurate and relevant in your ever-changing environment.

3) Provide career support.  Partner the new employee with a buddy and a mentor.

The buddy is assigned to assist the employee with daily questions on procedures, introductions, and employee insights.  Having one person assigned as a buddy to the new employee avoids the new employee interrupting your entire department with mundane and tedious questions – while providing your new employee the support and information that they need to succeed.

The mentor (which is a different, higher-level person) helps them stay future career focused. The manager should assist the new employee in selecting a proper mentor for the new hire.  The mentor should be aligned with the new hires career goals.  This gives the new hire a window into the different promotional opportunities within the company.

Setup regular one-on-one meetings with the manager:  The meetings can be as frequent as once a week but no less than once every two weeks.  The meetings can be as short as 15 minutes but schedule at least 30 minutes in the calendar.  (Details on agenda topics and frequencies are outlined in the IT Professional Development Toolkit).  This gives them a known and regular time to meet with their manager.  This support encourages transparency and open communication.  The manager should encourage questions and status, because new employees are notorious for keeping problems and issues to themselves.  New employees have a need to ‘prove themselves’ in a new position.  Therefore, they often shy away from giving accurate status or progress information if they fear it will show them in a negative light.  They are under the false assumption that they were hired because of what they ‘know’ and not ‘how they perform’ (which are two different animals).

This reduces the incidents of “they are frustrated with the tasks they are assigned”.  Also – by building a good working relationship with their managers, mentors and co-workers, they will see this as “the better job” – reducing the “they are offered a better job” scenario.

The IT Professional Development Toolkit, goes into the who, what, where, when, why and how to accomplish all of the above.  The IT Professional Development Toolkit is covers a comprehensive set of development tools and techniques in less than 10 minutes per practice.  It contains audios, videos, articles, webinars, presentations and practice exercises designed to be less than 5-8 minutes in length.  It can be used as a reference platform or a 12 week course program.

 

The toolkit comes in two forms:  DVD and online eLearning program.

DVD versionelearning version

 

For more information about the toolkit, click on the above buttons or please go to my website at www.lauraleerose.com

 

How to Repair a Damaged Relationship with Your Boss

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

Today we are going to talk about how to improve your working relationship with your boss.

Everyone wants to work well with their co-workers and boss. But sometimes it’s difficult because of personalities or the way people like to work.

Here are some different strategies to consider:

1) How can you tell if the relationship with your boss is repairable?
The best way to see if the relationship can be repaired is to better understand how you work and how your boss works. Taking a personality test like Opposite Strengths System <http://www.oppositestrengths.com>,or * Myers Briggs* personality test. <http://similarminds.com/jung.html>  provides an objective and 360degree assessment.

By understanding the different way people work and how to better relate to those personalities – you are well on your way to repairing the relationship. Since you cannot change how other people react and respond to you – you will need to be willing to make the change. If you are not willing to put in the effort, then the relationship will not change.

2) What if the relationship cannot be repaired but you don’t want to quit?
The best way to change positions within the company is to start business networking with others in the department or area that you want to move into. Start marketing your expertise in their area by volunteering your services, sending helpful articles that point to solutions or new techniques, present Brown Bag Lunch talks on topics of interest, ask to be mentored/coach by others in the other departments, take others to lunch to find out about other opportunities in their area, and schedule an appointment with your HR representative for additional ideas.

Okay – after some soul-searching; you have decided to repair the relationship.  What now?

Here are some quick steps:

1) Acknowledge your part in the broken relationship. Make improvements in your performance, stay positive; don’t place him/her in difficult situations; bring solutions to problems; be open to feedback; don’t take things personally, do what you say you would do and keep him/her in the loop when you can not accomplish it and always stay calm and professional (that means no drama)

2) Understand your boss’ point of view: Go the extra mile; anticipate his/her needs; protect his/her time; and  understand his/her communication
preferences,

3) Focus on your shared/common goals and interests. Includes some personal interchange. Get to know them a little and give your boss the benefit of the doubt.  Another good reference book is Don Ruiz book “The Four Agreements.”.  This is a great personal and professional relationship manual.

4) Tommy Thomas, PhD  and leader in the Opposite Strength System suggests the following:  To improve your relationship with your manager, the main point to remember is to have an attitude of equality. The mistake most people make in their relationships with people they report to is that they confuse the authoritative position that the manager has in the organization with the value the manager has as a person.

So be sure to blend respect for the manager’s position and authority with conveying an attitude of equality.

The IT Professional Development Toolkit, goes into the who, what, where, when, why and how to accomplish all of the above..  For more information about the toolkit, please go to my website at www.lauraleerose.com

For more information about Opposite Strengths System and relationships, check out Tommy’s Relationship Guide. This is a report that will give you detailed, specific coaching on how to approach your manager based on who you are and who your manager is and do so with an attitude of equality. Go to http://www.oppositestrengths.com to learn more.

Try it and let me know what you think.