Posts Tagged ‘job’

Love What You Do!

June 30, 2009

Last weekend, my daughter Hannah and I watched the movie Night At The Museum: Battle At The Smithsonian. In the movie, the museum exhibits – people and creatures – come alive each night only to return to their inanimate forms when the sun rises. Ben Stiller’s character was the former night watchman at the museum. One night, while talking to Teddy Roosevelt, he answers his Blackberry just before the former president discloses the one key to happiness. Teddy returns to returns to silence, never uttering the key.
Ultimately, Stiller’s character discovers for himself the key to happiness: doing what you love. He sells his company and returns to his job as night watchman. Hollywood cliché? Perhaps. Yet, during all my years in business – as an attorney, financial advisor, training director and human resource director – I found success and happiness are largely intertwined. Happy people are excited and energized by their work, eager to grow and achieve. They don’t complain or let setbacks derail them.
Are you doing what you love? Are you passionate, enthusiastic and keyed up about your job and career? Does your energy electrify others? By matching your personality and skills to a job you can help to ensure career happiness. These factors and questions will assist in clarifying your current job satisfaction.
1. Fit. Everyone is different, and each of us must find a career/job that fits our personality. Career happiness is very individual, and unique to each person. For example, most sales people would not be happy being engineers and vice versa, since the personalities of the positions are so different. Also, needs change over time. A young parent may desire more flexibility than when they are an empty nester. Does your job, your roles and responsibilities and organizational culture fit your personality and preferences? Are you in the right environment? Do you have the level of security and certainty you require?
2. Goals. Clearly defined goals that stretch a person stimulate feelings of accomplish. Do you have stretch goals that you can check off when they are achieved?
3. Control. Most people require a sense of control of their lives and work. This can manifest itself in different ways. Some people want the autonomy to make decisions and others want a highly structured environment. Do you feel that you are in control and empowered?
4. Meaning. People want to feel that they are part of something larger than themselves. Do you have a sense of purpose in your career and know how you fit into the larger picture of your organization?
5. Relationships. People need strong relationships at work with both peers and managers. Do you have a best friend at work? Are you part of a team? Does your manager respect you?
Unlike Ben Stiller’s character, most people do not find the “perfect” job and still lead happy and productive lives and careers. So don’t fret it if these leading indicators of satisfaction are lacking in your career. You can insert some of these ingredients of happiness to your job or, if not, to your life in general. For example, you can seek out more challenging assignments or create some for yourself like I do by running races.
The good news is that happiness is a choice. Regardless of circumstances you can choose your attitude. Optimism, relationships, expectations and commitment all impact career happiness more than the specific role. Therefore, changing a job may have little impact on your satisfaction. Happiness begins inside us and shapes the work we do and how we do it.
If you are asking a job to make you happy you are asking too much from the job. Teddy Roosevelt did not need to utter the key, because we all know the key is to choose happiness and not expect it to fall in your lap.

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It Is Critical To Remain Positive

March 8, 2009

The stimulus and bailout debate is centered on how bad the economy is and how inaction will lead to catastrophe.  The language of fear, negativity and pessimism has exacerbated the economic malaise and is killing our economy.  It may also adversely affect your career or company. 

 

Our self-fulfilling economic nightmare may occur, with or without the recently passed stimulus/bailout package, precisely because we are being scared into inaction like the proverbial deer in the headlights. 

 

People change or act for 2 reasons: greed or fear.  The internet stock and housing bubbles indicate that greed is a strong motivator.  The widespread fear engendered by the current debate caused a drop in consumer spending and associated rise in savings, harbingering a new era of frugality.  As a nation we are at a critical inflection point with 2 potential paths. We can let fear reign and quickly lose our global leadership position or we can exude confidence and create a sustained recovery.  The language of the discourse will largely dictate our future. 

 

So too it is with your company and career.   My firm downsized about 5 percent of its workforce or about 50 people. I delivered that difficult message.  To ensure poor morale and fear would not engulf the organization we were extremely proactive in our communications.  Our positive, future focused efforts and statements placed us ahead of the negativity curve and our employees rallied.  The results are extremely encouraging and the company, a real estate and financial services firm, is having a great first quarter. 

 

In sharp contrast, a colleague related that when his company failed to give raises and bonuses employee morale went into a tailspin. By every measure, employee and company productivity dropped and the firm, with about 75 employees, is now struggling for survival. The inability of the employees to properly frame the current economic malaise may cause their demise.

While it is not always easy to stay positive in difficult times here are some tips.

 

First, find a silver lining.  A recession is when your neighbor loses his job and a depression is when you lose yours.  Most of us are merely in a recession and can still pay our bills.  While we strive for more it is comforting to still control your future and your life. 

Second, stay focused on the present and work harder than before.  The further out we place our gaze the less clear it is and these uncertain times make it difficult to look too far in the future.   Control what you can today.  In addition, the harder you work the less time you have to perseverate on negativity.  Your efforts may get recognized and help your organization perform well in tough times.  

Third, be a cheerleader.  Negativity is contagious.  Negative conversations and topics are emotionally draining and self-defeating so avoid them.  Be exceedingly optimistic and you will feel better and become a leader.  No one knows how or when the recession will end, so you might as well smile your way to its conclusion. 

Fourth, keep perspective.  All American generations experience significant hardships.  The Great Depression and World War II are examples of the difficulties we faced as a nation.  The generation forged in the crucible of these challenges is famously referred to as the Greatest Generation.  Adversity allows us to appreciate what is really important – family, friends and simple pleasures.  Rabid consumerism is probably not at the top of our lists. 

 

Finally, be realistic.  Maintain a positive outlook without being a Pollyanna.  For example, at an old firm I was unhappy and needed to take my skills, abilities and career elsewhere.  Though miserable, I faked a positive attitude and eventually found a better fit.  Keep your resume updated and your eyes and ears open.  It is a difficult job market, but there are opportunities.  Be patient and you will eventually find them. 

 

To quote founding father Thomas Paine, “these are the times that try men’s souls.”  They are also the times that allow us to find greatness in ourselves.

Project Strength Instead of Weakness During An Interview

January 11, 2009

Recently, I was interviewing a strong candidate who lost his position when his company went under. The candidate had a solid educational pedigree and work experience. He was bright and articulate and was just about 5 minutes away from receiving an offer. Then the following exchange occurred.
As the interviewer I said: “Tell me what areas each of your last 2 managers would say you can improve on.”
Candidate: “2 jobs ago my manager said that I was not completely engaged because the job was not what I was looking for, and at my last job my manager would probably say that the role was not the right fit for me and because of it I was bored at times. That said, I am passionate about this job and think it is going to be the right fit for me.”
I interpreted the candidate as effectively telling me that his past managers were unhappy with his effort, focus and commitment and that unless he found the perfect fit he would not give his best and total effort to a position. The candidate was professional, impressive and close to an offer, but I could not take the risk that he would be unhappy.
In this hypercompetitive, buyer’s job market you must not offer interviewers reasons not to hire you and that is exactly what the candidate did. Instead of offering to go above and beyond, he presented himself as unpredictable. No matter how nuanced, exhibiting or intimating a bad attitude, laziness, lack of commitment, focus or teamwork can kill your opportunity.
Employers know that past performance is predictive of future performance and will ask interview questions to find out about past behavior. But how can you show positive past behaviors that predict the future successes while addressing a negative or offering examples of weaknesses?
There is a simple 3 step process that will allow you to construct negatives into positives. The 3 steps are:
1. identify a non-core area for improvement
2. position it so it can be seen as a positive
3. show how you are working on improving the area.
First, only identify weaknesses that will not devalue you as a candidate. So identify the 4 or 5 core roles for the position you are interviewing for and be sure to not address any of them in the weaknesses area. For example, if you are interviewing for an engineering management position that uses specific software you should not identify basic engineering, the software or management skills as areas for improvement. In addition, you should not show weaknesses in the area of work ethic, learning, commitment and getting along with others. These are core traits that are necessary in all jobs.
In the example from above, the candidate stated his last 2 managers did not think he worked “that hard.” Some people put in a minimal effort while others work hard, but in this economy no one needs to take a risk on a “lazy” or “unmotivated” candidate.
Second, look for an area that is a negative, but can be perceived as a positive. For example, you can say “I try to take on too much work” or “I try to balance multiple projects” and have missed some deadlines because of it. This statement can position you as a hard worker. Since managers can help employees manage workflow or time, but cannot put the fire in an employee’s belly this subtle approach can have a powerful impact. Either of these answers can present you as a candidate who will work hard and who can flourish with a little guidance.
The third and final step is addressing the weakness. For example, “because I recognize the importance of meeting deadlines I have begun to manage my projects on a timeline so that I do not bite off more than I can chew and can meet my deadlines. But this is an ongoing process for me.” All of us can improve in different areas but here is a candidate actually endeavoring to do it!
These’s tips will help you turn your weaknesses into positives and help you land your next job!

Are You Sabotaging Your Career?

January 2, 2009

As a Director of Human Resources and someone who has dispersed a great share of career advice over the years it never ceases to amaze me how often people engage in irrational, self-sabotaging career behavior. Career Coaches help their client’s careers by offering advice and expertise and taking the emotion out of decisions. Below are some of the most common forms of career self-sabotage I have witnessed and how to avoid them.
Overreactions/Underreactions. Years ago, while in graduate school, I had a professor who purposely elicited emotional responses from his students. We would watch regularly as students would have strong emotional reactions and lose control. Calmly, the professor would say that when someone overreacts there is a reason that generally has little to do with the actual event. So why do you overreact at work? Pent up frustration, anger, fear or excitement?
Taking things personally. Jobs and careers are critical to our identity and generate income, savings, introduce you to friends and create a sense of self-worth. When things happen at work it is easy to be emotionally involved and take things personally. But is it is not always personal. Take a step back and look at the situation with an unemotional eye.
Lack of self-knowledge. Knowing your strengths and limitations enables you to properly assess your skills and abilities. Without understanding your unique value proposition you cannot appreciate the interplay of forces that impact your career and may not properly assess situations or read the tea leaves. So what are you good at? What can you improve on?
Fear of taking risk/failure. You want a promotion and raise. Are you willing to pay the price and take the risk? Are you willing to risk rejection? This often manifests itself with people failing to seek the promotion, ask for a raise or a place on a key project team. Ask and you shall receive.
Following others (Lemming Effect). Following the wrong person is what I call the Lemming Effect. There are a lot of leaders, official and unofficial, in the workplace. It is critical to align yourself with the right person, one who is professional, well thought of and well connected. Too often I see people associate with negative people who help to make decisions for them and have their career stalled. Independently, analyze the situation and don’t rely on the herd to do it for you. Use common sense.
Making decisions without all the facts. While information does not lead to better decision-making, it helps to effectively understand the situation. Get enough facts and brainstorm your choices. Viewing the breadth of choices is empowering and leads to better decision making. After gathering a reasonable amount of information, do a cost benefit or risk reward analysis. Your analysis should look at the pros and cons of your choices, their likelihood and magnitude of success and failure. Understand the downside consequences.
Making decisions without seeking feedback. Before making decisions seek feedback and input from others. Get advice from people educated and trained differently, perhaps even those in different businesses. They may be able to offer you unique advice.
Failure to adjust. Evaluate your decisions and adjust accordingly. If you see you made a mistake, cut your losses. Do not continue down a bad path to fix a mistake. For example, if I realize I hired the wrong person I fix it as quickly as possible. To do otherwise will only lead to more downside.
I always thought it strange that to ensure that they make the proper investment decisions, many people engage Financial Advisors. These Advisors get paid handsome sums of money by helping people make prudent investment decisions. Yet far fewer people reach out to career coaches who can ensure that people have the money to invest in the first place. Career coaches help clients make rational, well thought out decisions and remove the element of emotions from the decision making process. It is worth the investment.

Land The Interview

December 30, 2008

We are clearly in a buyer’s market where employers possess both leverage and pricing power. As the economy weakens and the unemployment rate rises, employees become more nervous about what the future holds for our companies and careers and begin searching for alternative opportunities. As a Human Resources Director, I track the response rates for my job postings and have seen a 54% increase in responses verses a year ago. The competition is fierce so you must be extremely proactive in your job search.
If you try to get an interview the same way everybody else does you will get the same results. You must be unique and use various strategies outside of the norm. Here are some tactics that can help you get your foot in the door.
Call the employer. Most candidates send their resume by email. A job posting can garner literally hundreds of resumes. It is impossible for the employer to screen and review all of them. In contrast, very few candidates call the hiring manager. So be different,
Step one is to call the company and find out who the hiring or recruiting manager is for the position of interest. Simply say “I have corresponded with the recruiter for the “position”, but am not quite sure of his/her name. Can you help me?”
Once you have the name of the hiring manager/recruiter put together a list of 4 or 5 critical reasons why you are a great candidate for the position. Then call, introduce yourself and say “the reason for my call is I have a strong background in . . . and believe my past successes such as [insert critical reasons] make me a great candidate for the position. I forwarded my resume and would love the chance to speak to you about my background to see if there is a good fit.” Focus the conversation on your strengths and close for the interview.
Send your resume by regular U.S. mail and email. Since the vast majority of resumes and correspondence today come through email, a hard copy sent through regular mail may ensure your resume gets noticed. Again, find out the name of the hiring manager and send your resume and cover letter to their attention.
Network into the organization. All of us know a lot of people. Create a list of your college friends, colleagues, vendors, friends and neighbors and you will quickly have access to a strong network to tap into. Networking sites like Linked-in (www.linkedin.com) and Facebook (www.facebook.com) can help by offering you a well defined network and identify where your connections are employed. The purpose of your network is not to get you hired, but rather to get you the meeting, whether by phone or face to face. Contact your network and ask for help.
Personally drop your resume off. Years ago as I was looking for an operations manager a candidate showed up at my workplace to introduce herself. She was professionally dressed, had her presentation down and was respectful of my time. She told me she simply wanted to ensure her resume was reviewed. Linda, who was a candidate I would have passed on if I received her resume via email, turned out to be one of the best hires I ever made.
We are in difficult economic times and changing jobs is very difficult for everyone, so you must differentiate yourself. Insanity is doing the same thing over and over again expecting different results. These techniques will help you get more interviews.