Blog - Leadership Coaching and Executive Branding

5 Corporate Marketing Tricks You Can Use to Attract Better Career Opportunities

snakeoil salesman

Companies have employed many tactics and techniques to capture the attention of prospective customers and convert them into paying customers. While some of these may fall into a category you might consider sneaky or contrived, perhaps even manipulative, a lot of them represent ethical best practices that you can borrow to stand out in a crowded candidate market and position yourself as a top choice for a job.

  1. Unique Value Proposition(s)

One thing that every potential customer or employer needs to know is what makes you different. Hypothetically, out of hundreds of applicants 20 might have the right mix of required skills. The hiring manager may be able to allocate time to interview 5 of these. The 5 who get the invitation to interview have to promote something above and beyond the other 15. So, you have to be able to make obvious what value you offer that no other candidate can. This could be a rare skill, a unique professional experience that enables you to approach problems creatively, or even a life experience that gives you a unique perspective or an attractive quality, like resilience or strong people skills. The key is being able to translate your UVP into hard business terms and then to demonstrate, not just state, your UVP in your résumé, LinkedIn profile, networking conversations, and interviews.

  1. Storytelling

Though it may seem to be too succinct and formal to be considered a venue for a story, a great résumé will introduce the most enticing parts of your story, add dimension to who you are as a professional, and tell stories in a concise, reader-friendly format that entices the reader to want to know more. Your LinkedIn profile is the perfect place to compliment the story, tell it in your own voice, let your personality and passion come through, and give people a little more of the back story. Now that LinkedIn only shows the first 200 characters or so of the summary forcing people to do manual labor and click “Read more” before they can see the full 2,000 character summary, those first 200 characters need a hook.

Seriously, I know clicking is easy enough, but we know from corporate user experience data that the people don’t like to do the work of clicking. They have to be enticed.

Then what follows should either entice the visitor to read more about your experience and background, or have a powerful, effective call to action that leads to a connection request.

You don’t necessarily need to entice everyone who visits to request a connection with you, only kindred people. Your story doesn’t need to appeal to everyone, only the people who are most likely to convert into customers or employers. Speak to their values, needs, pains, and culture.

  1. Appealing to Emotions

Even though companies have traditionally been considered cold, unemotional, profit-focused entities and executives seem to be these all-business, out of touch figureheads making decisions from an ivory tower, the human condition cannot be denied. Even the most logical, rational people are influenced by their emotions.

What might attract a company to a solution may be a business need, but it’s the pain of potential or present failure that drives a company to seek the solution and it’s the expectation that the pain will be relieved and/or the success will be sweet that makes them take action. A company is still comprised of people with emotions.

Data has shown that marketing materials promoting services are more effective when they convey attitudes, actions and emotions.

The key is finding ways to give your corporate audience the feels, while still enabling them to make evidence-based business cases to other stakeholders about why you’re a good hire.

4.Pattern Interruption

Companies try not to spend money on advertising that doesn’t get seen. The best ads don’t show up among competitor’s ads but in the flow of the customer’s day where their competitors are not even a thought. Instead of trying to drown out the competition in a noisy marketplace, it’s better to be one of the few voices in a quiet marketplace.

E-mail is one of the most excessive media. It can be a very useful venue to send and receive information and documents, but it’s not a great place to get attention. Your future employer may frequently check e-mail throughout the day, and yet if they receive a high volume of e-mails, the chance that your e-mail will get attention AND a response is slim, though a great subject line can help.

The better bet is to find out what else your prospective employer does with his or her days and to show up where other candidates aren’t.

Then the key is to know what to say that will make them stop what they are doing and pay attention. Appealing to what’s important to them is a great way to do this. So, you need to understand what’s important to them.

  1. Analytics

You can’t measure what you don’t track. You need to measure something to know if and how something needs improvement. Many smart job seekers record their activities. However, not many do so in a way that enables them to see which activities are the least and most successful so that they can do more of what works and less of what doesn’t. When you do, however, you invest less time making more of the right things happen over time. Job searching can even become FUN.

The thing is, you need to do this in order to maintain and continue building momentum. Otherwise, you spend time making things happen, then spend time on what’s happening, then if what was happening doesn’t move forward, you have to start over from scratch making things happen. It’s a discouraging cycle, but it doesn’t have to be like that. If you figure out a few key result-producing activities that don’t require a lot of time, you could keep the momentum up while you invest time moving opportunities forward and keep the pipeline full.

Instead of rising and dipping from a 3 out of 10 on the momentum scale to an 8 and then back down to 4, you can keep your momentum high, which leads to not just 1 or 2 viable opportunities in play, but 4 or 5. That’s when you really feel empowered to choose an opportunity that is best for you.

Remember that as you grow or shift in your career, what works best will also shift. I know many tech professionals who aren’t able to use the same resources to reach the next level and they start to believe opportunities are limited, or that there’s something wrong with them.

The good news is that Epic Careering leverages all of these best practices when we design our clients’ brands and campaigns. It’s why our clients are able to land jobs others may find hard land, even with challenges like changing roles or industries, re-entering the workforce, or overcoming a string of mismatched, short-term opportunities. Add that to coaching clients on managing the emotions of job search, forming good habits, and optimizing mindset for top performance and they can see the light at the end of the tunnel within 3 months of starting their campaign. We are now booking free consultations for December if you’d like to see yourself in a better place by spring.

 

The Kinks – I’m Not Like Everybody Else

I do not own the rights to this song. Artist: The Kinks Album: A-Side of Sunny Afternoon Song: I’m Not Like Everybody Else

Karen Huller, author of Laser-sharp Career Focus: Pinpoint your Purpose and Passion in 30 Days (bit.ly/GetFocusIn30), is founder of Epic Careering, a corporate consulting and career management firm specializing in executive branding and conscious culture, as well as JoMo Rising, LLC, a workflow gamification company that turns work into productive play. 

While the bulk of her 20 years of professional experience has been within the recruiting and employment industry, her publications, presentations, and coaching also draw from experience in personal development, performance, broadcasting, marketing, and sales. 

Karen was one of the first LinkedIn trainers and is known widely for her ability to identify and develop new trends in hiring and careering. She is a Certified Professional Résumé Writer, Certified Career Transition Consultant, and Certified Clinical Hypnotherapist with a Bachelor of Art in Communication Studies and Theater from Ursinus College and a minor in Creative Writing. Her blog was recognized as a top 100 career blog worldwide by Feedspot. 

She was an Adjunct Professor of Career Management and Professional Development at Drexel University’s LeBow College of Business, will be an Associate Professor in Cabrini University’s Communications Department in 2019,  and is also an Instructor for the Young Entrepreneurs Academy where her students won the 2018 national competition and were named America’s Next Top Young Entrepreneurs.

We Are In Big Trouble If Leaders Don’t Start Doing This

Reflections

How do we shift from a world where rampant mental illness pushes people to the limits of their humanity to a world where we take good care of one another?

Could it be as simple as breathing??

Letting go?

Healing?

Processing?

Allowing?

Surrendering?

Choosing happiness?

Self-reflection may be simple, but it’s not easy.

I cherish my time for self-reflection. Without it, I tend to stay in a stressful loop. In a moment I might start to go down a rabbit hole, thinking about an interaction that I had or have to have. Without time to process these thoughts fully, they just stay in a loop.

There is something I am supposed to get from these repeating thoughts, which is why my brain keeps showing me it. I need to reveal it’s meaning, process my emotions about it, and then put it behind me as completed. If not, my energy gets sapped. I find it hard to focus and all tasks take longer. I may even procrastinate or escape into TV or social media. Still that thought loops.

It’s like when you are running late for something and you keep going back to your house for different things you forgot and it just gets later and later. Ever do that? Be in such a rush that you forget important things and it causes you to be even later?

I notice that if tasks and obligations, including my cherished kids and clients, keep me from giving these thoughts my full attention for a while, I start to resent them. I get short tempered. I set up boundaries to protect myself. I have more freedom to do so because I am self-employed. Still, when I accept work, I make a commitment and that commitment has to be fulfilled. I don’t always see a busy time coming and I get stuck

However, companies need to adopt a self-care culture to allow their people to grow and develop not just skill wise, but in their consciousness. Our planet actually depends on it!

Otherwise, we get unconscious producers in power, focused only on producing hard results without consideration of consequences. This explains situational greed, a neuroscience concept I introduced in a previous blog in which the brain starts to rewire itself to pursue more power and/and possessions, sometimes even becoming addicted to the dopamine release of acquiring more power and/or possessions. Without being able to regularly take time, which becomes even harder as you take on more responsibility and authority, this can go unchecked and lead to a host of toxic conditions and detrimental consequences.

Without that time, I could not have written this!

A balance, however elusive, appears to be the more accurate place from which to make critical decisions that impact many.

Not work-life balance, but production and reflection balance. An employer can’t assume its employees are doing this at home.

This is a generalization, but often those at the top of the income chain employ the assistance of others to take care of admin/housekeeping, even child rearing. But do they use the time that is freed from those tasks for reflection? Or, do they use that time to produce or feed ego?

Most other people, including top producers, are going home and attacking a busy kid activity and homework schedule plus a home care task list. Then they zone out consuming media because they are mentally and emotionally exhausted – another generalization, I realize.

Still, I think it’s fair to say the general workforce is not in the habit of making time for self-reflection, and if they are, they doing it incompletely and getting stuck in the loop I described above.

The loops below are a much better model for conscious growth, whether you are a leader or a producer:

Achieving Conscious Leadership

 

  1. Consumption – Make plans based on new insights, illuminations, teachings
  2. Reflection – Consider how people and planet will be impacted directly and indirectly
  3. Production – Set goals and intentions and execute
  4. Reflection – Examine direct and indirect impacts, as well as own performance relative to higher self

The key is self-intimacy (into-me-I-see). Not just asking how was it, evaluating in terms of results, profits, etc., but asking how was I. Sometimes the answers aren’t good, and the ego doesn’t like them.

But the higher self, the one who wants to continually evolve into a better and better person, a better leader and a more positive influence on the people around them, needs them.

Coincidentally, I came across this warning signs list this morning. I thought someone might need this more than music, so I’m sharing it.

https://www.higherperspectives.com/warning-signs-nervous-breakdown-2610845741.html

The Perfect Pass, and I Dropped the Ball

I was given the perfect opening, and I dropped the ball.

It’s really odd. I had my HR Summit presentation for the Greater Valley Forge Human Resources Association finished a couple months before I had to deliver it. I had plenty of time to learn it. I switched things around several times, including at the last minute because I learned something I had to pass on.

Then, I get into the groove, I was asked a question for which the answer aligned perfectly with the new juicy nugget I wanted to pass on, and not only did I totally whiff on delivering it then, I forgot to deliver it at all!

I shared it in last week’s blog, actually. But I was presented with the perfect practical application of that, which would have served as an eye-opening, a-ha moment for many, I just know it, and I didn’t deliver.

I told everyone to look up and follow Cy Wakeman. I’m sure I got that much out, and I mentioned her insights on open-door policies and a new communication training that if executives and employees alike were both trained in and applied it, careering would be epic on so many more levels. I just failed to demonstrate it when someone confronted me with a perfect scenario.

So, this blog is a make up for my omission that you get to benefit from, as well.

The scenario presented (I’m going to keep this general so as to protect the person who shared,) was that a person was hired to work with leaders in promoting the company, but is not finding leaders participatory.

She was given the following advice, some from me and some from other attendees:

  • Go after the most willing convert
  • Get an influencer on board
  • Ease them in gradually
  • Do it all at once; rip off the Band-Aid

Any of this advice might be right, but the opportunity was not to give advice. Actually, it was to ask self-reflective questions to restore this person’s empowerment.

Things I should have asked her:

  • What do you know for certain?
  • What can do you to move forward?
  • If you were great in this situation, what would that look like? [Great, go do that.]

Instead, I commiserated. I actually said, “That sucks! I’m sorry you’re in such a tough position.”

I’m sure the validation made her feel a little bit better, but what would have felt even better was being able to see clearly what she could do and then being empowered and encouraged to do that.

There’s so much I have yet to learn from Cy, including her views on change management, which so far I discern are contrarian to what I see being implemented in corporate practices. Times are a-changing, though. We all NEED to be able to adapt faster.

This technique of switching from ego-self to higher self in an instant is just one of many potential mini-practices that stand to make a HUGE impact on the everyday work experience.

I know if I had more than a week to practice it, it would have felt like the natural response.

In spite of my regret not sharing it live at the event when the perfect moment presented itself, I’ll assume it worked out for everyone’s favor that I share it this way, and I’ll continue to practice it myself.

It’s what I know I can do, and it feels better to do what I can than to worry about not having done it already.

I also forgot to make sure everyone got my free gift, so click here for a report on Experiential Recruiting.

Bob Dylan The Times They Are A Changin’ 1964

TV Movie, The Times They are a Changing’ (1964) Directed by: Daryl Duke Starring: Bob Dylan

Karen Huller, author of Laser-sharp Career Focus: Pinpoint your Purpose and Passion in 30 Days (bit.ly/GetFocusIn30), is founder of Epic Careering, a corporate consulting and career management firm specializing in executive branding and conscious culture, as well as JoMo Rising, LLC, a workflow gamification company that turns work into productive play.

While the bulk of her 20 years of professional experience has been within the recruiting and employment industry, her publications, presentations, and coaching also draw from experience in personal development, performance, broadcasting, marketing, and sales.

Karen was one of the first LinkedIn trainers and is known widely for her ability to identify and develop new trends in hiring and careering. She is a Certified Professional Résumé Writer, Certified Career Transition Consultant, and Certified Clinical Hypnotherapist with a Bachelor of Art in Communication Studies and Theater from Ursinus College and a minor in Creative Writing. Her blog was recognized as a top 100 career blog worldwide by Feedspot.

She was an Adjunct Professor of Career Management and Professional Development at Drexel University’s LeBow College of Business, will be an Associate Professor in Cabrini University’s Communications Department in 2019, and is also an Instructor for the Young Entrepreneurs Academy where her students won the 2018 national competition and were named America’s Next Top Young Entrepreneurs.

Ditch the Drama – Part 2 Recap of the PA Conference for Women 2018

The breakout session spoke to me: “Ditch Workplace Drama and Drive Results”

Oh, Hallelujah!

Now, it has been a long time since I had to deal with drama with any regularity, having not been a full-time employee for over 12 years. However, even as a subcontractor and volunteer, just the interacting with other humans for the sake of collaborating on projects of mutual interest and benefit seems to expose me to drama.

As I shared last week on part 1 of my PA Conference for Women recap, I was thirsty for tools and information I could put to use and share right away.

I have met a new woman, Cy Wakeman, whose database of knowledge and habits I would love to instantly download. And I was exposed to a term that resonates so strongly with my quest to use every second for the utmost outcome, whether that outcome is fun, productivity, co-creating, vitality, adventure, or intimacy.

Behavioral economics – a study dedicated to understanding and adjusting the time it takes humans to make decisions, take actions, and communicate words that accelerate progress and results while eliminating poor outcomes and wasteful actions and communications. (My paraphrased definition.)

What’s even better, is that it ties data to practices that are proven, but considered a bit fringe for most corporate environments – being in your highest self.

Whaaaa?

Not only that, but she debunked so many popular corporate myths about engagement, accountability, leadership, open-door policies, and more. I wish everyone could have been there. It was EPIC.

As usual, if you read my blogs/posts or follow me on Twitter, you get the benefit of attending even if you weren’t there because I captured as many golden nuggets as possible. My blog is one of my favorite ways to re-teach what I learn to share the wealth, but also to reinforce what I learn. I do this with my speaking engagements, as well. A room full of Human Resources professionals will benefit Friday from this download of de-dramatization techniques. It’s a shame I had to hand in my pitch deck several weeks ago, but I will find ways to weave it in. What Cy had to share is relevant to ALL people and all relationships. It’s life-changing! Thankfully, 450K+ people get to hear her message each year with her 250-day/year speaking schedule.

I look forward to reading my signed copy of No Ego: How Leaders Can Cut the Costs of Workplace Drama, End Entitlement, and Drive Results.

Below are my tweets of the good stuff you would have missed if you weren’t there:

Green Day – Drama Queen ( Lyrics )

Uploaded by umaro seidi on 2012-11-21.

Karen Huller, author of Laser-sharp Career Focus: Pinpoint your Purpose and Passion in 30 Days (bit.ly/GetFocusIn30), is founder of Epic Careering, a corporate consulting and career management firm specializing in executive branding and conscious culture, as well as JoMo Rising, LLC, a workflow gamification company that turns work into productive play. 

While the bulk of her 20 years of professional experience has been within the recruiting and employment industry, her publications, presentations, and coaching also draw from experience in personal development, performance, broadcasting, marketing, and sales. 

Karen was one of the first LinkedIn trainers and is known widely for her ability to identify and develop new trends in hiring and careering. She is a Certified Professional Résumé Writer, Certified Career Transition Consultant, and Certified Clinical Hypnotherapist with a Bachelor of Art in Communication Studies and Theater from Ursinus College and a minor in Creative Writing. Her blog was recognized as a top 100 career blog worldwide by Feedspot. 

She was an Adjunct Professor of Career Management and Professional Development at Drexel University’s LeBow College of Business, will be an Associate Professor in Cabrini University’s Communications Department in 2019,  and is also an Instructor for the Young Entrepreneurs Academy where her students won the 2018 national competition and were named America’s Next Top Young Entrepreneurs.

 

Kick Glass – Part 1 Recap of the PA Conference for Women 2018

Jen Walters quote

Quote from #PennWomen

It seems to start earlier and get more crowded every year, though I think last year was a record when Michelle Obama was one of the keynote speakers. The trains are always full…of women, many craving the keys to the kingdom, or just to a better way of working and living that’s more – them. They’re seeking permission, forgiveness, acceptance, and empowerment, and they get it.

I know there are a number of breakouts I can attend, and some of them fit right into my wheelhouse, like personal branding, LinkedIn, salary negotiations, etc.

I attended Dr. Jen Welter’s breakout because she became the first woman to breakthrough the NFL’s gender barriers as a coach for the Arizona Cardinals. And, because she did such an awesome job blazing the trail, she has effectively kept the door open for several others to follow:

  • Bills full-time coach, Kathryn Smith
  • 49ers Offensive Assistant, Katie Sowers (also first open LGBTQ coach in NFL)
  • Raiders strength coach, Kelsey Martinez

I have helped many of my clients overcome many kinds of bias, but I had to hear her story – how she did it, who helped her along the way, what happened once she was there, how she got a team of male football players to give her the respect that enabled her to effectively coach them.

I took some great snippet Tweetables from her talk, suitable for a large room of women or a stadium with the energy and confidence she projected. What she taught transcended gender and apply to leadership in the face of bias and increased scrutiny. She was teaching us how to and why to KICK GLASS – don’t let others tell you what your limits are. Defy them by being your full, authentic self.

If you ever get the chance to see her speak, or read her book, Play Big: Lessons on Being Limitless from the 1st Woman to Coach in the NFL, I recommend you take it.

No Doubt – Just A Girl

Best of No Doubt: https://goo.gl/arujs7 Subscribe here: https://goo.gl/HRNLKB Music video by No Doubt performing Just A Girl. (C) 2003 Interscope Records

Karen Huller, author of Laser-sharp Career Focus: Pinpoint your Purpose and Passion in 30 Days (bit.ly/GetFocusIn30), is founder of Epic Careering, a corporate consulting and career management firm specializing in executive branding and conscious culture, as well as JoMo Rising, LLC, a workflow gamification company that turns work into productive play. 

While the bulk of her 20 years of professional experience has been within the recruiting and employment industry, her publications, presentations, and coaching also draw from experience in personal development, performance, broadcasting, marketing, and sales. 

Karen was one of the first LinkedIn trainers and is known widely for her ability to identify and develop new trends in hiring and careering. She is a Certified Professional Résumé Writer, Certified Career Transition Consultant, and Certified Clinical Hypnotherapist with a Bachelor of Art in Communication Studies and Theater from Ursinus College and a minor in Creative Writing. Her blog was recognized as a top 100 career blog worldwide by Feedspot. 

She was an Adjunct Professor of Career Management and Professional Development at Drexel University’s LeBow College of Business, will be an Associate Professor in Cabrini University’s Communications Department in 2019,  and is also an Instructor for the Young Entrepreneurs Academy where her students won the 2018 national competition and were named America’s Next Top Young Entrepreneurs.

6 Ways You Can Kill Others’ Enthusiasm to Help You

Bored

I’ll be honest; I’ve done some of these myself. Not only might you say the same thing, but you might also recognize when you have tried to help others, but they killed your enthusiasm to help them.

If you know me, you know that I share the following with total love and support and only with the highest intentions of raising your self-awareness so that you can make changes where it makes a difference to the results you want in your life. No judgement here.

No one you admire rose to success without the help of others. You need it, so if you are doing any one of the following, I suggest you own it and correct it, perhaps even address it with those who have tried to help you. Restore their faith that their efforts to help you will be appreciated and promise that you will take action. Then, keep that promise.

Now review the list, which is by no means exhaustive, and ask yourself honestly – have I done any of these?

  1. Not Asking For Help or Not Being Clear How Someone Can Help You

It’s obvious, right? I would have to guess most of the population of the world can say at one time or another, they failed to ask for help or ask for specific help.

Part of the problem is that people who have a sincere desire to help aren’t trained in needs assessment, and they don’t read minds. They may be very general and vague, such as saying, “Need help?” or, “Can I help?” or even, “How can I help?” Unintentionally, this puts a burden on you to figure out exactly how this person can help, without knowing if they even have the resources or knowledge you need. Furthermore, if you are under stress, few personalities can see clearly what is needed to help a situation.

The more specific you can be about what you want, though, the more help you will receive. Specific action plans and follow up items (with due dates) are how things get done. Ask any project manager. See your transition or goal as a project. Break it down, even on paper. Look at it visually and it will help you identify where there are needs, so that when someone asks with what you need help, you can run off a list and they can either respond with something they can do to help immediately, or stay alert for how their network might assist.

2. “I did that already.”

I’ve been guilty of this, and it’s been true, so I was fully justified in answering this, right? Yeaaahh, but…  I can remember vividly many conversations that went like this. I was at the end of my rope – I’d already exhausted my options and was feeling frustrated and desperate for help, even though I had very little hope of receiving it. In the end, the person who was just trying to be helpful felt just as frustrated as I was and felt bad about themselves and me. I know I started to sound like someone who’s almost insulted that this person wouldn’t think I’d tried that already. That’s not how you want the person who is trying to help to feel. I’m glad to have become aware of how I was making them feel, but I can’t undo the conversations; only do things differently next time.

Number one is to warn them that there was a long list of advice you’ve received and things you already tried, but so far nothing solved your dilemma. Give them a disclaimer that while you appreciate their desire to help, it may lead nowhere new. If they’d still like to help, promise that you will not be defensive, and keep your promise. Stay calm, detach from the frustration for the moment, and take a deep breath after every suggestion. When they offer a suggestion you already tried, tell them why it failed to bring about the desired results. Maybe they can troubleshoot your approach and you can retry something in a new way that is ultimately successful. If you get to the end and there is no new information, let them know that just their willingness to help was meaningful and appreciated.

3. Not following up on leads promptly

When someone makes a powerful introduction on your behalf, they turn a cold lead into a hot lead. Ideally, you are positioned as a solution to a problem or a catalyst toward an important goal. People have become all too accustomed to people not following up and responding. When someone follows up immediately, it’s exciting and keeps the momentum high. There is a much better chance of a great outcome when action is taken and responded to promptly.

On the other hand, a hot lead will cool down, and even forget why they were excited in the first place. Think about how many things can happen in a day, then multiply that. Not to be cliché, but strike while the iron is hot. If you don’t, you’ll find other people will feel less compelled to follow up on your behalf as quickly, and then their enthusiasm and the details they remember wane. This leads to a lot less powerful and enthusiastic introduction if people don’t completely lose interest or forget that they were even supposed to do anything on your behalf.

Timing is everything!

I’ll give you this – sometimes delays are fortuitous, so even if some time passes, follow up. However, I’ve seen many more great things happen from a cascade of timely actions than from delayed reactions.

4. Not researching people before you connect after being referred/introduced

With LinkedIn at your fingertips, there is no excuse not to do at least some minor research on who it is that someone has recommended you to or introduced you to. Skipping the “getting to know you” part of the conversation and digging right into the “How did you find that experience” conversation will help you accelerate building rapport and put you in a better position to earn trust and additional action on your behalf. Come to these conversations prepared to reference what you have learned about them and a clue as to how you can be of assistance to them.

5. Making it difficult to schedule something

Few people know about complicated logistics better than a work-at-home mom who operates as a single parent (seasonally.) For many years while my kids were small and not in school full time, there were few hours I could make available to people on a regular basis. From October through March, my husband’s busy season, most scheduling was based on trying to arrange childcare around other people’s schedule. I tried to instruct people to offer me 3-5 times and days, but I often received responses like, “Whenever it works for you.” So then I would ask a babysitter what they could offer me and pass on that availability to people. But then often by the time they got back to me, the babysitter’s availability would change and I would either have to find a new babysitter who could be available during that time or get a whole new set of available days and times to offer.

You can see how many people would just give up and opt to work with someone who had more traditional hours. This was just one complicated scenario out of many complicated scenarios that arose frequently. I know from studying user experience – the more hoops you make people jump through, the more barriers you are putting in building rapport and creating synergy – the less prone people will be to take action. I had to make things simpler.

I tried two different calendar apps – Meetme.com and Calendly.com. They both integrate with my google calendar so that times I block off don’t show up as available. I stayed with Calendly because it enables me to create different types of calendar events at different lengths with required and optional questions or information fields. I can even accept payments through this app. I also integrated a Facebook messaging app from my company page so that people can find the option they want and book me right from there. If I need a certain amount of notice for a meeting, in case I need to arrange childcare, I can adjust that setting as well.

Now if someone doesn’t schedule, I at least know it’s not because I made it too hard. And I’m not making people feel like they’re not important or like they are burdening me.

6. Being wishy-washy about what you want

I get the logic that if you leave your options wide open, you’re expecting more to come in. It just doesn’t work as well, however, as giving people a crystal clear idea of what would light you up and help you thrive and succeed. That’s just so much more motivating because it FEELS better. Don’t underestimate the “feels” part of getting people to help you. The better you make them feel, the more help you can expect.

Also the better you can articulate the value you bring to particular people and situations, the more people feel capable of selling you to others, and the better they think you’ll make them look when you come along and save the day.

 

I didn’t include things like offer your help back. Do I think it’s a good practice? Yes, but I think it’s even better when you ask specific questions that enable you to identify for the person what you can help with and then just give it as opposed to making a general, “Hey, if I can help you, too, let me know.” Take the burden off people to figure out how you can help.

Also, there are some people who would rather you pay it forward than pay it back. That is essentially the ideal outcome of offering someone help – you create a win-win for two people you want to help by introducing them.

Make sure you update the people who help you on what happens, especially the good stuff. A thank you card is a dying, but uber appreciated gesture of gratitude.

Being aware of these practices and taking corrective action can mean the difference in generating momentum toward your goals and being stuck in an abyss of frustration.

What are some ways people have discouraged you from helping them?

Carole King – It’s Too Late [HD]

Carole King sings ‘It’s Too Late’ from her 1971 Ode album ‘Tapestry’ – one of the best selling ever. This song written by King and Toni Stern reached #1 on the Billboard Hot 100 chart, won the Record of the Year Grammy and is on Rolling Stone’s 500 Greatest Songs list.

Karen Huller, author of Laser-sharp Career Focus: Pinpoint your Purpose and Passion in 30 Days (bit.ly/GetFocusIn30), is founder of Epic Careering, a corporate consulting and career management firm specializing in executive branding and conscious culture, as well as JoMo Rising, LLC, a workflow gamification company that turns work into productive play.

While the bulk of her 20 years of professional experience has been within the recruiting and employment industry, her publications, presentations, and coaching also draw from experience in personal development, performance, broadcasting, marketing, and sales.

Karen was one of the first LinkedIn trainers and is known widely for her ability to identify and develop new trends in hiring and careering. She is a Certified Professional Résumé Writer, Certified Career Transition Consultant, and Certified Clinical Hypnotherapist with a Bachelor of Art in Communication Studies and Theater from Ursinus College and a minor in Creative Writing. Her blog was recognized as a top 100 career blog worldwide by Feedspot.

She was an Adjunct Professor of Career Management and Professional Development at Drexel University’s LeBow College of Business, will be an Associate Professor in Cabrini University’s Communications Department in 2019, and is also an Instructor for the Young Entrepreneurs Academy where her students won the 2018 national competition and were named America’s Next Top Young Entrepreneurs.

When Someone Slanders You At Work

Gossip=workplace violence

Gossip-Violence

I was bullied and picked on as a kid, and there were things I wish I had understood then that might have led me to spend fewer days broken and miserable by it, though I also see that was part of my journey now.

#1 – “Other people’s opinions of you are none of your business.” (This quote has been attributed to so many different people, or I’d give you the source.) UNLESS, your reputation supports your livelihood OR you want to grow and develop into a better person. It’s a great time for self-reflection, but don’t obsess. Here’s where it would be helpful to know – are the negative things based on opinion/bias, or were they related to something you did/said?

#2 – “Hurt people hurt people.” (same for this quote) Sometimes the people who need the most compassion are the ones who show the least. This person may have felt hurt, either by you or another, and subconsciously think that they will feel better if they inflict hurt upon someone else, as if that makes the world a more fair place. In this case, though I know how hard and scary it might be, confront them with compassion.

By nature, we tend to want to make ourselves look good/right, and sometimes that means making other people look bad/wrong. If it might have been you who hurt them, sincerely ask them what you did, how they feel, listen, take accountability, apologize, and promise that you’ll never do it again. Let them be right; take the hit of being wrong. You’ll feel/look better in the end and you will have grown, learned and developed from it – all of which helps you be a better human, friend, collaborator, etc.

If you don’t think it was you, ask them, “Did you ever feel like the world was unfair?” Get them talking and listen. This type of conversation can be completely transformative for both/all parties.

#3 – “Misery loves company.” (Who knows where this originated. Some theorize the ancient Greeks.) Just watch the below video. While bullies fit into the above category, the power struggle has a bit of a different dynamic, because they will be more relentless to make you feel bad. I don’t know if you’re a boy/man or girl/woman, but girl bullying is more psychological than physical. Being excluded and being the subject of gossip is often the M.O. Just don’t get caught up in doing it back. The best revenge is being happy in spite of their efforts – make sure they see you having fun. Have more than one group of friends. Though I’m still friends with my core group of friends, I also still (20+ years later) keep in touch with other groups of friends, too.

#4 – “A troll is a troll is a troll.” (Me) People see these trolls for what they are – bored and miserable. They fit into #2, too. Guy Kawasaki recommends, if the comment/complaint is even worth a response for the sake of maintaining integrity in your point/message, give him/her your best, witty, intelligent response and drop the mic. You can also follow Sarah Silverman’s example:

Sarah Silverman’s response to a Twitter troll is a master class in compassion | CBC Radio

I’ve learned many ways of coping with this, and here are two good ones:

Think of 3 reasons that this person might have done this. It will help you develop a sense of compassion and understanding, which is the bridge from misery to peace. It can help you decide if you need to take further action or not.

Another is to just forgive – recognize that we’re all dealing with our own stuff, and how we see other people is a reflection of how we see ourselves. The better we are at letting go of these hurts, the less they weigh us down, the higher we can soar. I just shared a mini-hypnotherapy season on this: Hypnotherapy by Karen Huller

Of course, if someone is ruining your reputation and that reputation is something you need for your livelihood, you need to decide if restoring your reputation would require a rebuttal or a reconciliation.

After hitting a slump in placements as a recruiter, my boss had me working under a mentor who was killing it in placements. After 2-3 months my mentor confirmed to my boss that I was doing everything that I was supposed to be doing, which raised questions about the feedback he was receiving from a couple of account managers with whom I was paired regarding a lack of quality candidates. My boss invited me to, right then and there, ask the two account managers into a meeting with me, him, another VP to whom I reported, and my mentor. I was delighted to clear the air.

This was done in a formal, professional, non-confrontational manner. It was an opportunity for me to ask for feedback that would actually help me perform better and be a better contributor. That’s how I approached it. The outcome was completely in my favor.

He let me take the lead. I asked them to provide specific examples – job orders assigned to me for which they received not enough or no qualified candidates. One of those account managers took accountability for not properly qualifying job requirements and not getting quality feedback on candidates submitted. The other could only provide general feedback – no specifics.

My boss concluded that it was a perception issue, not a performance issue. Looking back I realize that my results, or lack thereof, was also a function of my disengagement in the activities. I was taking the steps necessary, but my mindset was not in it. That took years of self-reflection and additional coaching to identify.

Everything worked out as it was meant to, though. A few months after this I started this business. That was 12 years ago. I’m glad I moved on, but also very glad to have left with my reputation in tact, as my co-workers and former boss continue to refer clients and opportunities to me.

If you feel you are being unfairly assessed, initiate a similar type of meeting in the spirit of self-betterment. You may learn something about how to be more successful there, or you may learn that you just aren’t in the right culture to thrive. Do something with what you learn, either way.

My boss was working with a coach who I am sure influenced his approach to resolving this, and he made this coach available to anyone on the team as well. I know I benefited from that coach. She helped me reach a place where I can say with confidence I gave it all I had, identify some blind spots, and plan my exit after realizing that my best in that role in that company was far from what I could give in this capacity (career coach/professional branding consultant.)  I do for others what she did for me. I recommend getting one.

Adele – 21 – Rumor Has It – Album version

Adele 21 Rumor Has It She, she ain’t real, She ain’t gonna be able to love you like I will, She is a stranger, You and I have history, Or don’t you remember? Sure, she’s got it all, But, baby, is that really what you want?

Karen Huller, author of Laser-sharp Career Focus: Pinpoint your Purpose and Passion in 30 Days (bit.ly/GetFocusIn30), is founder of Epic Careering, a corporate consulting and career management firm specializing in executive branding and conscious culture, as well as JoMo Rising, LLC, a workflow gamification company that turns work into productive play. 

While the bulk of her 20 years of professional experience has been within the recruiting and employment industry, her publications, presentations, and coaching also draw from experience in personal development, performance, broadcasting, marketing, and sales. 

Karen was one of the first LinkedIn trainers and is known widely for her ability to identify and develop new trends in hiring and careering. She is a Certified Professional Résumé Writer and Certified Career Transition Consultant and Certified Clinical Hypnotherapist with a Bachelor of Art in Communication Studies and Theater from Ursinus College and a minor in Creative Writing. Her blog was recognized as a top 100 career blog worldwide by Feedspot. 

She was an Adjunct Professor of Career Management and Professional Development at Drexel University’s LeBow College of Business, will be an Associate Professor in Cabrini University’s Communications Department in 2019,  and is also an Instructor for the Young Entrepreneurs Academy where her students won the 2018 national competition and were named America’s Next Top Young Entrepreneurs.

Exit Interviews: 6 Questions to Gain the Utmost Value From Lost Talent

Peace-Out

I help talent leave. For many of them, change is hard. It inconveniences them, disrupts their rhythms, and makes them feel very uncomfortable and uncertain, even if it excites them at the same time. By the time people come to me to help them, they are usually in pain. Sometimes it’s even physical.

Most people will try everything else before they actually follow through with any plans to leave, unless they are getting tapped by recruiters who wave more money and better conditions and growth opportunities at them.

Resignation – a great word that describes both the state of mind of people who decide that there are few to no options left, and the act of leaving a job itself.

According to CultureAmp data, the top reasons talent leaves a company are lack of growth opportunities, poor leadership, and poor managers, in that order. Sometimes the managers or leaders get blamed for a poor or non-existent talent development system.

There is more loss to talent resignation than just losing a single person, their skill, their intelligence, and their experience. I speak about that here. The bleeding can be profuse.

The best way to control the bleeding, if you can’t stop it, is to conduct, or have a 3rd party conduct, exit interviews.

I asked the Quora community what they would tell their former boss if they could be sure there would be no negative consequences. One person answered and another upvoted that they wouldn’t burn a bridge by giving them negative feedback. Yes, the question was specific about their being no negative consequences, but it just goes to show that some people will still fear consequences, even if you tell them there are none. For this reason, you may want to engage a firm like Epic Careering to procure more truthful feedback.

If you want to keep the feedback coming and truly prevent future losses of talent, don’t punish employees and former employees with negative references or diminished separation packages. In fact, go the other direction.

Offer any separated talent an incentive to provide comprehensive feedback via an exit interview. A moral incentive is that their leaving is not in vein and it will serve the people they have to leave behind. Many of my clients’ driving reason for staying in a job so long is because of the people they feel they may now screw over by leaving.

A monetary incentive may be more effective, but you have to make sure people don’t feel paid off for a positive review. It may even be better for the monetary incentive to come from the 3rd party in the way of a $100 gift card, much the way surveys and studies do it.

If you decide to conduct your own, even if through your company’s human resources department, here are primary questions to ask:

  1. What could the company or your manager have done differently to prevent you from wanting to leave?
  2. Did you confront your manager about your reasons for wanting to leave prior to making the decision, and, if not, why not?
  3. What do you think the company and its leaders can do to make X a better company to work for?
  4. Would you refer a friend or family member to this company as either a customer or employee? If so, why, and if not, why not?
  5. Is there anyone you would like to recommend to fill your position? Please provide their name, contact information and why you feel they would be a good fit.
  6. What was the best part of working for this company?

Exit interviews aren’t the only way to uncover why the company is losing talent so that an effective solution can be identified. Glassdoor is another way, but by the time the information is out there, it’s for the whole world to see.

If someone really feels strongly about their experience, good or bad this may or may not prevent them from going straight to Glassdoor with their rating. However, giving them this outlet may prevent those who would use Glassdoor simply to help leaders learn a lesson for the sake of all who remain and all who may consider employment.

If you don’t currently have a way for employees to share their feedback while still on the job, you are probably guessing how to keep your employees. Some companies guess wrong and think that benefits are going to keep employees around.

This is what we refer to as “golden handcuffs.” They may keep employees around longer than they would, but they don’t keep employees engaged. Engagement surveys can help you assess this, but not all are created equally, and still, if they are conducted internally, as I share in the video I mentioned above, the honesty a company needs to prevent future losses of talent can be muted. Delegate to a 3rd party firm like Epic Careering.

Pet Shop Boys – What have I done to deserve this?

Lyrics You always wanted a lover I only wanted a job I’ve always worked for my living How’m I gonna get through? How’m I gonna get through? I come here looking for money (Got to have it) and end up leaving with love Now you’ve left me with nothing (Can’t take it) How’m I gonna get through?

Karen Huller, author of Laser-sharp Career Focus: Pinpoint your Purpose and Passion in 30 Days (bit.ly/GetFocusIn30), is founder of Epic Careering, a corporate consulting and career management firm specializing in executive branding and conscious culture, as well as JoMo Rising, LLC, a workflow gamification company that turns work into productive play. 

While the bulk of her 20 years of professional experience has been within the recruiting and employment industry, her publications, presentations, and coaching also draw from experience in personal development, performance, broadcasting, marketing, and sales. 

Karen was one of the first LinkedIn trainers and is known widely for her ability to identify and develop new trends in hiring and careering. She is a Certified Professional Résumé Writer and Certified Career Transition Consultant and Certified Clinical Hypnotherapist with a Bachelor of Art in Communication Studies and Theater from Ursinus College and a minor in Creative Writing. Her blog was recognized as a top 100 career blog worldwide by Feedspot. 

She was an Adjunct Professor of Career Management and Professional Development at Drexel University’s LeBow College of Business, will be an Associate Professor in Cabrini University’s Communications Department in 2019,  and is also an Instructor for the Young Entrepreneurs Academy where her students won the 2018 national competition and were named America’s Next Top Young Entrepreneurs.

7 Qualities to Weave Into Your Brand to Overcome Ageism

 

I have covered ageism before, as it directly relevant and impactful to the demographic of talent I most often work with as clients – baby boomers. Sometimes perspective clients, even after walking them through the outcomes that they can expect by working with me, doubt that those results are possible for them because of their age.

Let me be clear – Age has stopped NONE of my clients in the past 12+ years from landing an epic job. Most of my previous content about ageism was aimed at helping people shift your thinking, refocus your energy, and inspire a greater sense of hope that landing a great job where their years of experience are appreciated is not just possible, but probable with the right brand, plan and execution.

Do companies sometimes discriminate? YES! They do. It happens, but it doesn’t have to stop you from landing a great job where you will be valued. You don’t have to work for @IBM, or any other company where age has seemed to impact employment.

It is absolutely important to make sure that your mindset serves you, but you do also have to have the substance that gets you hired.

Also, let me make it clear that I cam NOT condoning ageism, “or any ism, for that matter. Isms in my opinion are not good.”

This topic was specifically requested by someone in my network who responded to my previous blog requesting people to tell me what topics they want most. (This one’s for you, @BillGutches!)

So, I’d like to go into a few more specifics about the qualities that, if weaved into your brand and proven by your content and experience, will help you put age at the bottom of a list of reasons you might not get a job and inform you of some reasons that actually trump age as reasons you might not get a job.

While at the same time, I have to inform you of a caveat – your brand needs to be authentic. You can land a job by faking it, sometimes, but you won’t set yourself up for success by faking it. The good news is that, even if some of these qualities don’t come naturally to you, they can be developed, some of them more quickly than others.

Prove your brand is authentic by telling stories. When I say “tell stories,” I mean introduce them in your résumé succinctly by identifying the results, the outcomes that were possible because of those results and the skills you applied to achieve them. In your LinkedIn profile, you have more freedom in telling your story as you would, though you still have character limits and brevity is still valuable. Then there is telling your story to people with you network, and then also people with whom you interview. Each of these story formats have different requirements for being optimally effective. Contact us for custom-crafted content and coaching on how to do this.

  1. Value/ROI

A company’s budget is a company’s budget. Any company starting out or rebuilding is going to have to stretch what they have, and they may believe that hiring younger talent and training them enables them to get further faster. As a company starts to gain traction, growing and scaling, however, it becomes very clear that expertise is needed. This is a perfect time to strike.

I am NOT advising you to lower your salary expectations. Some of my former clients were willing to do this in order to step down from stressful positions. This created challenges they had to overcome in order to prevent being dismissed as “overqualified”. Too many believe that this will be the fastest way to land a job, and find that even after they decide to pursue something lower.

I am also NOT advising you to do this. Don’t apply for jobs that ask for someone with 3-5 years or less of experience when you have 15+ and expect someone to have an open mind. More about that here.

This particular article is about promoting your experience as something that will create value above and beyond what someone less experienced can offer. If you try to promote your value, but then ask for a low salary than what you are proving you can offer, you inspire doubt in your value.

Walk a fine line between promoting yourself as an expert and as someone who knows it all.

Tell stories that not only demonstrate that because you have “been there and done that” you can save the company money and accelerate their initiatives, but you have to also demonstrate how you listened, how you made mistakes, and how you trusted the expertise of your team members.

Disqualify employers who care about age as well as bosses whose egos will not appreciate when your experience can help them course-correct. That’s not to say that they will go with whatever you advise. You have to be able to articulate your case in business terms, and the first test of whether or not you can do this is how you promote your own value and fitness for a job.

Some employers have steered away from hiring more experienced workers who would report to less experienced managers because it didn’t work out in the past. You can’t refute people’s life experience. If you say “Believe me!” when their past experiences have proven the opposite, you won’t be influential. You can say, “I’m not the person who burned you, and I can prove it if you give me a chance.”

You can say, “I know how you feel; I’ve seen and experienced a lot, too, enough to know that one bad experience can change your mind, but that you also have to keep an open mind because sometimes going the opposite way isn’t always the right decision, either.”

Prove that you recognize that someone who has fewer years of experience than you, perhaps even a LOT fewer, can still effectively leverage and coordinate the expertise of his or her team, by telling a story like this. When have you yielded your years of experience to someone less experienced?

  1. Health

By promoting a commitment to your health, you can overcome stereotypes that more experienced workers are health risks. This is obviously another area where it’s illegal to discriminate, but hard to prove unless the person applying presents physical evidence of illness or unhealthy habits. However, if you come in NOT smelling like booze or cigarettes and share your passion for biking, hiking, yoga, martial arts, intramural sports or healthy eating/cooking, etc. on social media (yes, they are checking that!) then you can promote yourself as having a healthy lifestyle. A healthy lifestyle means fewer sick days, more resilience to stress, and better emotional stability.

On the other hand, you might be promoting a high-risk lifestyle if you are a rock climber, mountain biker, motorcyclist, etc. Companies might perceive that you are at high risk for long-term disability with that kind of lifestyle. Other companies might perceive these as signs that you fit the adventure-seeking culture they are promoting. If you refuse to be anything less than yourself, just make sure you are targeting companies who will appreciate someone who lives life on the edge.

  1. Energy

Companies who have a 24×7 critical operation or high volume need people who can operate at a high level for a sustained period of time. Tell stories that demonstrate your ability to do this.

Demonstrating energy in an interview is a slippery slope. While some cultures are full of extroverted people who feed off of the high energy level of everyone there, most companies prefer a balance. Coming across as too energetic can cause just as many concerns as lacking energy.

Passion usually naturally expresses itself in greater animation in verbal and non-verbal communication. To many bosses, energy = passion. Passion is what will carry you through challenges when natural energy subsides. If you are not naturally high-energy, leverage your passion.

If you’re not someone who naturally comes across as high-energy, then promote yourself as the grounding influence. Every company needs this, but some fear that someone who will bring over-zealous visions down to earth might also be a stick in the mud, naysayer or even worse, a bottleneck to innovation. You have to be able to demonstrate that you can raise awareness around potential obstacles and limits in a non-threatening way and can also support viable solutions that overcome them.

  1. Agility

Here’s a direct quote from a comment left just today on a LinkedIn news article about former employees suing IBM:

“I don’t know to many folks over 40 interested in anything new related to technology. They change because they have too, leaving companies in an interesting position.”

If I had to guess how old she was, I’d say just shy of 40 – old enough to be a hiring manager, even an executive, though she’s not, thankfully – with that kind of bias.

Agility is not just the ability to pivot a project when new intelligence justifies that a different direction will produce a better outcome, but also your ability to change with the times and technology.

IBM claims that they didn’t let go of the workers for age-related reasons, but because they needed to hire workers with different skills. Except that the company could have just trained its workers with updated skills. However, the consulting arm of IBM released a paper in 2006 calling its boomers “gray hairs” and “old heads,” concluding that younger generations were more innovative and open to new technologies. This bias is why they didn’t just train their older workers.

Besides avoiding companies who allow bias to be so influential in decisions on talent, you can overcome this bias by proactively learning technologies that are coming down the pike. Being savvy with social media and how to present data in modern formats, such as in infographics, is a great way to demonstrate this.

Additionally, there was a day when making a 10-year plan made sense, and 18-24 month projects were commonplace. Now we are finding that the market and technology change too fast to make investments in these projects pay off. Everything has to be done faster, and this is why automation is a necessity. If you are in a job that stands to be replaced by automation, it’s time to re-skill NOW. Learn something that will still be needed – leadership (we teach that), strategy, communication, liaising, auditing, compliance, etc. If you insist on promoting the value of a function that in time will be automated, you will soon find yourself unemployable, while also demonstrating that you are the opposite of agile. You may also be inclined to advise based on your need for job security rather than advising based on what is best for the customers/clients. This puts you squarely in the category that creates bottlenecks to innovation.

Resistance to change is a natural, unconscious reaction. Become more self-aware and override the fear. If you can’t help steer the change, at least learn how to surrender to it.

Tell stories that demonstrate how you pivoted for the sake of the company or customer/client, even if a large investment of time and money was made.

  1. Optimism

I was accused of being an idealist by a former boss because I believed (and still do) that people could afford to pass over opportunities that didn’t fit them or pay them what they were worth, because great jobs were out there and with the right tools and campaign, they could land them. This was what my experience taught me after a few years as a career coach, and my clients’ success still affirms this 10 years later. However, he believed that with more wisdom and maturity, I would come to be more “realistic.” That’s what he considered himself. Had I continued recruiting, I might have grown to believe that people should take what’s offered to them, because from my point of view, offers wouldn’t have come along for everyone. The one who got the offer was one in thousands.

First, we have to admit that our views of reality are completely subjective. What one sees as possible, another will have determined is impossible. When we default to assuming things are not possible, we become cynical. This is deadly to innovation. An optimist will assume things are possible and see challenges as opportunities to provide solutions.

“A pessimist sees the difficulty in every opportunity; an optimist sees the opportunity in every difficulty.” Winston S. Churchill

Which force do you think will propel us toward a better future?

Demonstrate your optimism by telling a story about a time when you were faced with a challenge and designed a solution, even if that solution ultimately failed, but especially if it worked and others doubted it.

  1. Future-thinking

This closely relates to being agile and staying up-to-date, but is better demonstrated by how you make plans. Are you accommodating future trends with plan Bs, or are you waiting for the future trends to become current trends? Are you able to complete a current project while lining up a future pipeline (that, of course, will remain flexible)?

This is the whole purpose behind the interview question, “What is your 5-10 year plan?” Though, as I stated earlier, a 10-year plan is hardly something that can be considered viable without knowing what industry, technology, politics, etc. are going to be like. That doesn’t mean they don’t have their benefits. A vision is a biological tool to activate the motivational centers of the brain. Having something bigger to reach for is exactly what makes being future-thinking valuable. Big-picture thinking, it can also be considered. These are the disruptors and visionaries. Many of these from the last few decades have come from the millennial generation, but most of them have achieved this status after earning their chops (and credibility) and gaining deep industry experience, by being able to see problems from various perspectives and vantage points to be able to better identify a breakthrough solution.

Tell stories about previous pitches you have made while still delivering on current initiatives to demonstrate your ability to be a future thinker. Even if you don’t feel like you know enough about the future to know if your 10-year plan is viable, have one.

  1. In Tune

Yes, this can apply to trends and technology, but it also means being in tune with people and younger generations. Having emotional intelligence is a key need for employers everywhere of all kinds, as I have certainly covered in depth in previous articles. There is such a thing as reverse ageism, and I have heard some people, the same people who assume they are being discriminated against for being a senior professional, say some biased things against younger generations. I understand the hurt of being discriminated against because of your age. An emotionally intelligent person would empathize and not inflict that on another. Instead, they would give each person a chance to be appreciated for their individual strengths. The best innovations will transpire when all generations contribute their value and benefits as a collaborative force. Each generation has its strength. Ideally, younger generations would be able to learn from the past experience and trial and error of senior generations to avoid certain pitfalls while older generations can learn how to use technology to get more done with less.

Transcend biases, no matter what direction they are turned. Increase your self-awareness of your biases. Aim to understand and appreciate. Bring people together of all ages, races, genders, and credos. Tell stories about how you built a sense of community among a diverse group of people for a common purpose, while still allowing people to bring to the table what the do well naturally.

 

I realize that some of the content in this article may have struck a raw nerve. It just doesn’t feel good to expect that you won’t be considered good enough just being who you are. I’ve always been committed to crafting and campaigning authentic brands for my clients. You may be at a place where you plain and simple feel as though the years you put in, the previous value you’ve delivered, and the expertise you curated should make you good enough to earn the job. You’re not wrong.

The thing is, the job doesn’t always go do the most qualified. People get interviewed for their qualifications, but so many managers would rather train and develop up and coming talent, considering it something noble to create opportunity for future leaders. They’re also not wrong.

Ultimately, the offer goes to someone who demonstrates they have the aptitude to learn, develop and grow with the organization, the passion to endure growing pains, and the personality and values to thrive in the culture.

This is true for all professionals, even if the person being hired is expected to be the expert and authority.

Most people have some kind of challenge to optimizing their career transition. Age can be one of them. But, like all of them, with a strategic, authentic, powerfully demonstrated brand and campaign, they can be overcome.

Contact us if you want more help on crafting your authentic brand and executing a strategy that enables you to work smart instead of hard and landing an optimal job with optimal pay.

certainly covered in depth in previous articles. There is such a thing as reverse ageism, and I have heard some people, the same people who assume they are being discriminated against, say some biased things against younger generations. I understand the hurt of being discriminated against because of your age. An emotionally intelligent person would empathize and not inflict that on another. Instead, they would give each person a chance to be appreciated for their individual strengths. The best innovations will transpire when all generations contribute their value and benefits as a collaborative force.

Transcend biases, no matter what direction they are turned. Increase your self-awareness of your biases. Aim to understand and appreciate. Bring people together of all ages, races, genders, and credos. Tell stories about how you built a sense of community among a diverse group of people for a common purpose, while still allowing people to bring to the table what the do well naturally.

 

I realize that some of the content in this article may have struck a raw nerve. It just doesn’t feel good to feel like you won’t be considered good enough just being who you are. I’ve always been committed to crafting and campaigning authentic brands for my clients. You may be at a place where you plain and simple feel as though the years you put in, the previous value you’ve delivered, and the expertise you curated should make you good enough to earn the job. You’re not wrong.

The thing is, the job doesn’t always go do the most qualified. People get interviewed for their qualifications, but so many managers would rather train and develop up and coming talent, considering it something noble to create opportunity for future leaders. They’re also not wrong. The offer goes to someone who demonstrates they have the aptitude to learn, develop and grow with the organization, the passion to endure growing pains, and the personality and values to thrive in the culture.

This is true for ALL professionals. Most people have some kind of challenge to optimizing their career transition. Age can be one of them, but like all of them, with a strategic, authentic, powerfully demonstrated brand and campaign, they can be overcome.

Contact us if you want more help on crafting your authentic brand and executing a strategy that enables you to work smart instead of hard and landing an optimal job with optimal pay.

Bon Jovi – I’ll Sleep When I’m Dead

Seven days of Saturday Is all that I need Got no use for Sunday Couse I don’t rest in peace Don’t need no Mondays Or the rest of the week I spend a lot of time in bed But baby I don’t like to sleep no I won’t lie to

 

Karen Huller, author of Laser-sharp Career Focus: Pinpoint your Purpose and Passion in 30 Days (bit.ly/GetFocusIn30), is founder of Epic Careering, a corporate consulting and career management firm specializing in executive branding and conscious culture, as well as JoMo Rising, LLC, a workflow gamification company that turns work into productive play.

While the bulk of her 20 years of professional experience has been within the recruiting and employment industry, her publications, presentations, and coaching also draw from experience in personal development, performance, broadcasting, marketing, and sales.

Karen was one of the first LinkedIn trainers and is known widely for her ability to identify and develop new trends in hiring and careering. She is a Certified Professional Résumé Writer and Certified Career Transition Consultant and Certified Clinical Hypnotherapist with a Bachelor of Art in Communication Studies and Theater from Ursinus College and a minor in Creative Writing. Her blog was recognized as a top 100 career blog worldwide by Feedspot.

She was an Adjunct Professor of Career Management and Professional Development at Drexel University’s LeBow College of Business and recently instructed for the Young Entrepreneurs Academy at Cabrini College, where her students won the national competition and were named America’s Top Young Entrepreneurs.

 

What Emotional Intelligence and Mindfulness Training ISN’T

By Bruce Mars

Woman_mirror

Why is emotional intelligence suddenly so touted as a major leadership skill?

Because we know a lot more about what makes people tick, what motivates them, and what inspires top performance than we ever did before. HINT: It’s not the old dominant intimidation model that helped the moguls of the past become monopolists (Ford, Rockefeller, Carnegie.)

Industry was built by men during a time when being a man meant being tough, not showing weakness (by ways of emotions,) making decisions and demanding compliance, or else. The line between respect and fear was very thin.

Research done in 2005 proves that greedy entrepreneurs have less customer and employee satisfaction.

The more a leader gives freely, the more they will inspire trust and reciprocated financial and emotional rewards. The more they create a climate of lack, the more survival instincts will lead to cut-throat competitiveness that kills collaboration.

I mean, science does tell us this, but common sense might also tell you that starving people of rest, sleep, joy, living wages, and sometimes actual food will inhibit their performance. But that doesn’t mean that it’s common sense to make sure that your employees get ample rest, sleep, food, vacation time, fun, and money. That sounds like common sense, right?

What about starving people from being heard, having a voice, growing in contribution, having and expressing emotions, and being human?

We are learning more about what it means to be human and what it means to be an optimized human. So much has been discovered about the brain and its relationship with the mind, body, and spirit.

Did you know there actually is a part of your brain related to spirit? The insula and anterior cingulate, which also help you process social dilemmas. These are “newer” parts of our brain, evolutionarily. However, they are also parts of the brain we didn’t know much about, especially the implications of its clinical function, when many of today’s leaders were in college. And, these areas don’t fully develop until well into your third decade of life, unless this is accelerated (and development can be with practices that take mere minutes daily.) In fact, while they are the slowest developing parts of our brain, they are critical to helping us with perception, morality, and virtues.

So, it would stand to reason that this type of training certainly benefits everyone, especially younger professionals, and perhaps even students.

However, a major focus is on leaders for obvious top-down reasons, like the fact that a leader is more effective when he or she leads by example, and leaders are expected to set the tone for the culture. But also, science now recognizes that as someone grows in ambition, they may express what is being called situational greed. Greed can contribute to amassing wealth, but can also cause people to act unfairly and selfishly, which will inspire altruistic punishment instead of cooperation and collaboration. It can also lead to full-blown crisis, such as the great recession. It needs to be kept in check, and for that, awareness is necessary. So, emotional intelligence and mindfulness training will also prevent leaders from a well-documented inclination that can lead to decisions that inspire low satisfaction, disengagement, and even sabotage.

On the upside…

What would be possible for your company if all of your employees could be trusted to act in the highest good of the company, its people, and its employees?

What would happen if, instead of having leaders who were able to leverage the strengths of his or her team, you have a team that can leverage each others’ strengths?

If this seems like a pie in the sky outcome, you may need to readjust your expectations of what is possible, and even what’s probable when you focus on enhancing individual self-awareness and empathy.

Think about all of the measures you take now to handle conflicts, ensure compliance, and mitigate human-based risks. You’ve been playing defense. I invite you to see what’s possible when you employ EI/MT (Emotional Intelligence/Mindfulness) training and start playing offense.

Small ripples create big, transformative waves.

What is EI/MT NOT?

It’s not just explaining etiquette. It’s not teaching ethics. It’s not a new way to make some people feel inferior or superior. It’s not going to make your employees “soft.” It’s not suppressing or denying emotions or emotional responses. It’s not a way to avoid conflict.

In fact, it’s going to help your employees become more self-sufficient at facilitating non-judgmental communications and consensus building. They will crave collaboration, think more creatively, and have healthier relationships with their emotions.

I have seen mindfulness be misapplied and misused to discourage people from disputing management decisions that seem to not be in the highest good. I have also seen people employ mindfulness and meditation to escape their emotions. These misuses backfire in big ways. The first is really bordering on mental abuse, and the second will lead to physical symptoms and illness. What we resist persists. Emotions need to be embraced and allowed. What the training does is release emotional bottlenecks and give them a more appropriate and healthful way to flow. It also increases awareness of the emotions so that decision making is done in an enhanced state of mind.

I have also seen those who have the training make others who are struggling emotionally feel like they need fixing. If you have been playing defense, the introduction of these trainings risks imposing these feelings. There is a way to introduce these trainings to your workforce that will help them embrace the changes and get excited about all that is possible for them rather than making them feel like they are joining a woo woo club of spiritual elitists.

Finally, these practices may produce a flow state, but that doesn’t mean that your workforce will suddenly become “soft” and unable or unwilling to deal with pressure. In fact, mindfulness has been proven to increase resilience.

I know a lot has been floating around about trainings of this type, which are not new, but have now at least been proven by small and large organizations to have a positive impact. If your interest is piqued, reach out to schedule a consultation and learn how EI and Mindfulness training can enhance your work experience and outcomes and those of your team.

Edie Brickell & New Bohemians – What I Am

Music video by Edie Brickell & New Bohemians performing What I Am. (C) 1988 Geffen Records

Karen Huller, author of Laser-sharp Career Focus: Pinpoint your Purpose and Passion in 30 Days (bit.ly/GetFocusIn30), is founder of Epic Careering, a corporate consulting and career management firm specializing in executive branding and conscious culture, as well as JoMo Rising, LLC, a workflow gamification company that turns work into productive play. 

While the bulk of her 20 years of professional experience has been within the recruiting and employment industry, her publications, presentations, and coaching also draw from experience in personal development, performance, broadcasting, marketing, and sales. 

Karen was one of the first LinkedIn trainers and is known widely for her ability to identify and develop new trends in hiring and careering. She is a Certified Professional Résumé Writer and Certified Career Transition Consultant and Certified Clinical Hypnotherapist with a Bachelor of Art in Communication Studies and Theater from Ursinus College and a minor in Creative Writing. Her blog was recognized as a top 100 career blog worldwide by Feedspot. 

She was an Adjunct Professor of Career Management and Professional Development at Drexel University’s LeBow College of Business and recently instructed for the Young Entrepreneurs Academy at Cabrini College, where her students won the national competition and were named America’s Top Young Entrepreneurs.