Blog - Page 3 of 32 - Leadership Coaching and Executive Branding

How to Manage a Job Search on Top of it All

 

Before I start, let me be completely transparent- I do NOT have it all together. I feel overwhelmed and behind sometimes (many times.) And, I know I’m not alone – by far!

Also, let me give you kudos for taking on change. While I am sure there will be a great payoff for your efforts, in the meantime it can be quite scary. Our brain doesn’t like change. It tries to protect us with stress responses. This physiologically can limit our brain’s ability to handle stress we’d otherwise feel completely capable of handling, but you are growing and developing. It will feel like quite the bumpy ride until you adjust and form new habits to support new activity.

Just stay mindful – allow the stress. Welcome it, even. Dare I say be grateful for it. Forgive yourself for things that slip through the cracks. You’re learning to handle more, new things. You will find a rhythm as long as you can override your brain’s resistance and follow the tips I share here.

We all know by now that self-care is critical. That being said, we need support in doing so. I can’t just run off to the spa. Someone has to get done what I’d normally be getting done, like picking up the kids, or whatever (I’m getting overwhelmed just thinking about it.)

SET BOUNDARIES

Also, I’m self-employed, so technically I make my own schedule. However, that gives other people the illusion that I have more time, when really what it means that ANY time I am not working, I am missing earning opportunities, and money goes out the door. I am the only person who can create and enforce boundaries around my time, so I have to do just that. Sometimes I have to say no to things that I really want to do. It took some practice saying no to things I felt I “had to do.” If you’re an obliger, a la Gretchen Rubin’s 4 Tendencies, this is definitely against your nature, but necessary to avoid burnout.

ASK FOR/ACCEPT SUPPORT

Sometimes I feel as though people think I should be giving more support to them, so I don’t ask for it as often as I really need it, and by the time I do, I am in bad shape. It’s a cycle I recognize and am trying to break. I have to love myself through that. I’m also trying to stop martyring myself for the things I take on while silently overwhelmed. It’s my own standard for myself that causes such inner conflict.

If any of this martyring or self-neglect sounds familiar to you, quit it. Maybe like me, you learned somewhere that it was wrong to ask for help. I heard someone call this “rugged individualism” in a MindValley masterclass last week. She was referring to a value growing in popularity in America that is causing increasing loneliness at epidemic levels. Vishen Lakhiani, MindValley’s founder, reported, and research supports, that loneliness has been found to be more lethal than 15 cigarettes a day. According to studies it contributes to suicide, which seems pretty common sense. But did you know that it’s also linked to Alzheimer’s disease, immune and cardio-vascular deficiencies, and neuroendocrine changes?

Perhaps we need to be better at reaching out for help, and perhaps if we receive more help we’ll feel more capable and willing to give help to others. What I have experienced is that too many of us feel incapable of handling helping others because we don’t feel supported. So, people you ask may not give you support for this reason. And you may feel hesitant to ask someone you feel is overwhelmed themselves. Getting a no might feel worse than trying to cope on your own. If your mental state is already fragile, it can be hard to not make that “no” mean something about you – you’re unworthy, unlikeable, doomed, etc.

Somehow, this cycle has to break. Go about asking for support with the expectation that you might get 1 yes for every 10 nos, and it has nothing to do with you. Everyone is fighting a battle you can’t see. Vow to be supportive of others once you get yourself stabilized and follow through.

MAKE TIME FOR REFLECTION/MINDFULNESS

I have become aware of my tendencies through reflection, journaling, meditation, and personal development immersion. However, the awareness at first is painful. Again, I have to allow that pain and be grateful for it because it means I am growing. I don’t always have time for this reflection. That, I feel, is the biggest danger in society today. So many of us are too busy to consider how we can respond better to stress, conflict, etc., so we defend our actions and opinions fiercely. This stifles our emotional intelligence and leads to continued conflict.

I know – on top of making time for job search activities I’m also suggesting that you make time for reflection and emotional health. That might seem like a bit much, but if you are going to expand your capacity to do anything, you have to mind your mind. Going through the motions of your job search activities and a campaign is a surefire way to get mediocre results and prolong landing. So much of your success depends on the impression that you give other people. You have to be “on” most of the time.

Facing some disappointments isn’t necessarily inevitable, but it is to be expected. Mindfulness promotes resilience so that you can bounce back sooner, and reflecting will help you recognize how you can perform better next time.

LEVELING UP

Besides just making sure that you are mentally, physically, and emotionally rested to handle the added stress, you can also level up your capacity by mastering flow. Flow is a word that describes a heightened state of mind that occurs when you are fully immersed in an activity and your skills express themselves subconsciously, without conscious effort. What neuroscience has taught us is that we can recreate this state of mind, which we normally experience with activities that we enjoy deeply, to tackle more challenges with ease. Perhaps it doesn’t seem like the time to take on learning a whole different skill set. That might be true. It could also be true, however, that if you invest time in the front end learning and applying a fraction of the practical science of flow that your job search will be accelerated and help you land an even more ideal scenario. Is it smarter to use your time to start whacking away at the tree you want felled, or is it smarter to sharpen the ax first? Is it smarter to plan ahead to where you want the tree to go and make precise cuts to direct the tree where it’s safe to land? Which brings me to my next tip:

KNOW YOUR TARGET

Even if you’re desperate to land quickly and even if you think that any situation is better than the one you’re in, I’ve witnessed too many hasty, but “successful” searches result in a cascade of even worse scenarios. Don’t assume that you can’t afford to be picky; you can’t afford to NOT be picky! Don’t assume that you’ll land faster if you set your goals lower. As good as you think you can fake being motivated, most employers see past this, and they’ll look right past you to candidates who aren’t at risk of disengagement. You’re more likely to land a job that excites you, and good employers want to give employees opportunities to grow and expand.

Your brain knows better, and you need to leverage every brain hack known today to keep up your motivation to face challenges. That requires having a goal that excites you. Even if you achieve 80% of your ideal scenario, you’ll enjoy a much better outcome than targeting only what you think is achievable. Challenge yourself on this. Assuming what’s easy is best is just your brain protecting you from scary change. You can handle it!

HABITS and BELIEFS – OUT WITH THE OLD; IN WITH THE NEW

Mindfulness usually leads us to make new discoveries about why we have fallen short of our goals in the past, and in most cases, it’s 1 of 2 things: Habits or beliefs. Both of these either takes discipline to change, or hypnosis to change – your choice. Hypnosis is safe (though vastly misunderstood) and quick. Discipline takes longer, but proving you have discipline can help you unlock greater confidence. Just don’t conclude that you can’t achieve something because you fell short in discipline. Hypnosis is still an option. So many people turn to hypnosis as a last resort only to wish they’d done it sooner.

There are a ton of devices and apps available to keep you reminded and on track if you choose discipline.

Of course, you may also want to engage a partner who will help you make sure the time you have to invest in your job search is invested in the wisest most results-producing resources and activities, who will offer emotional support and help you find other kinds of support, and who is experienced, trained and certified in modalities that support habit development. (Wink, wink 😉

 

The Police – So Lonely Video

Listen to more from The Police: https://ThePolice.lnk.to/Essentials Explore the incredible history of The Police and this classic song here: http://www.udiscovermusic.com/artists/the-police Listen to The Police playlists here: http://playlists.udiscovermusic.com/playlist/the-police-best-of Experience The Police on Half Speed Mastered Vinyl LP: https://lnk.to/CfAvq Music video by The Police performing So Lonely. (C) 1980 A&M Records Ltd.

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 is an Adjunct Professor in Cabrini University’s Communications Department and previously was an Adjunct Professor of Career Management and Professional Development at Drexel University’s LeBow College of Business  She 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.

Why Recruiters Ask You Questions That Your Résumé Clearly Answers Already

 

Have you, like many other job seekers, noticed that it seems sometimes like recruiters, maybe even hiring managers, ask you questions that have clearly been answered already in your résumé?

Like, “Do you have experience with business intelligence tools?” while your last position was “Business Intelligence Analyst.”

You’re getting all kinds of advice from career coaches like me to do your research and come to interviews prepared to intelligently talk about the company’s specific goals or challenges, but you get to the interview and it feels like you’re just interview number 9 today, not their potential next highly valued employee.

Experiences like this are just one of the hundreds of gripes that I see job seekers making online, and I have been collecting them for over a year now. (I also procure gripes from recruiters about job seekers, recruiters about HR, recruiters about hiring managers, HR about recruiters, HR about hiring managers, and hiring managers about HR – what a mess!)

I have to admit that as a recruiter, I have been guilty of this. Here’s what happened:

  • I had a third party recruiting firm play bate and switch with me, sending candidates to interviews who didn’t match the résumés they presented. As a result, I made a bad hire that I had to replace for the client. From that point on, I always asked clients to validate what was on their résumé. Once you uncover deception, you become skeptical. Once you get burned, you become cynical. I’d rather have a candidate insulted that I was asking them questions that I should have already known from their résumé than hire someone who was misrepresenting their skills and qualifications.
  • Coincidentally, I had some very indignant candidates who were quite put off that I would ask them such questions. The worse they took this experience, the more I worried about their temperament. I had candidates who seemed completely professional in their interviews get to the client, have a bad experience, and completely lose their cool, as well as their chances with that client and me. I also had a candidate I referred to another firm get escorted out by security for becoming threatening. In this day and age of employee sabotage and mass shootings, a person’s temperament is always being evaluated.
  • From time to time as a recruiter on top of still needing to fill hot job requirements, you have to put fires out, such as when my candidate was fired and needed to be replaced. Sometimes I was not as prepared for a candidate interview as I liked to be. I would normally just be upfront about this and apologize. Under stress, however, I might not have been as empathetic. I had some bad days as a recruiter, and I may have come off as aloof, scattered, or insensitive.  I wasn’t my best self, and all I can do is aim to be better. I’m a decade (plus) older and much more emotionally intelligent than I was then. Not all recruiters get how their candidates’ experience affects their long-term success, and even if they do, they can’t always buck the broken system and fix their candidate experience. I’d like to think that eventually, especially if the candidates’ job market continues, more recruiters will have to evaluate and improve how they treat candidates, acknowledging them as people, not commodities.
  • Résumés are rarely written to include “behind the scenes” details that demonstrate and prove a candidate’s qualifications. Often it’s a list of what a candidate was supposed to do, not what they did or how well they did it. So, a phone screen or interview was your opportunity to tell a compelling story that demonstrated your value. The résumé was just a tool to get me to invite you to an interview. If you have qualities and skills I felt would impress the client, the résumé also had to inspire the client to interview you, but I need to take it up a level. You may have stated that you did something on your résumé, but I need to know more to enhance the résumé. AND, I need you to be able to articulate your experience to the hiring manager and other stakeholders. I’m not just making sure you have the experience required; I’m making sure you can effectively communicate this to me, and therefore others.

I’m definitely not condoning recruiters’ negligence to understand a candidate’s experience prior to an interview; it goes against common sense best practices. However, I find the volume and extremity of the gripes I have been procuring online for over a year now to be disturbing and discouraging.  Solutions that truly disrupt and overturn the broken system cannot be devised until all parties involved in hiring and careering can understand the other parties’ perspectives. I don’t want to take sides; I want to bring the sides together.

This may or may not ease your frustration with the recruiter experience, but ultimately you are absolutely capable of landing your next job without them, and you will probably find those activities much more enjoyable. Eliminate or manage as many stressors as possible so that YOU can be your best self more of the time. If you want to know how to execute a career campaign without recruiters, schedule a free consultation.

If you want to learn how to get recruiters to call you back MORE often, download my free report.

 

This World Fair “Don’t Make Me Wait” from Disturbia

Get it at iTunes: http://bit.ly/DisturbiaMusic CD: http://bit.ly/DistCD SUBSCRIBE: http://www.youtube.com/LakeshoreRecords This World Fair “Don’t Make Me Wait” music video. From the movie and Soundtrack to DISTURBIA. www.LAKESHORE-RECORDS.com

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 is an Adjunct Professor in Cabrini University’s Communications Department and previously was an Adjunct Professor of Career Management and Professional Development at Drexel University’s LeBow College of Business  She 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.

Believe It or Not, This Cover Letter Got Me an Interview

 

I have been a student and a teacher of making compelling, persuasive pitches. Nothing big is a solo job. Whether you have to convince someone to take a job, give you a job, offer or invest their hard-earned money, approve of plans, or adopt big change, you ultimately have to make a pitch.

At some point during my second startup journey when I was deep into learning about angel investors and venture capitalists, I heard a story about an unlikely recipient of huge Series A funding. It was unlikely because of the unconventional way the founder convinced investors to fund his idea. I wish I could remember the founder’s name and company. (If you know it, or a story like it, feel free to share!)

It’s popular advice to think of why an investor would not want to invest and nullify those points, but it’s quite another thing to start a pitch with “Why not to invest in me.”  That’s what the hero of the story above did, and what I finally tried and found, too, that it worked!

A word of warning: This won’t work with all audiences. It most likely works best with progressive rebels, disruptors, and other unconventionals/non-traditionals. AND: The reasons to [fill in the blank] have to outweigh the reasons not to.

Some background:

Some of you know from this blog series that I had a rough spring healthwise, and a scary spring and summer financially as a result of not being able to work for 2 months. It took me a while to get back up to full-steam with my energy and my business. It was an awakening and I realized that I ought to look into various other streams of income to avoid being made or broken by an ill-timed illness.

At the same time, a brewery was opening down the street from me – walking distance. I met the owner at a local breakfast event. He was quite busy with the opening, but I kept in touch, and of course, visited multiple times. On opening night I offered to organize an event for a group of fellow beer lovers who were quite attached to a local brewery that closed down (and each other.) I learned by speaking with him that they were hiring a part-time events manager. I let him know that I wanted to apply and he introduced me to his COO who was handling all hiring.

Though there were a lot of things to consider about accepting a role where I would be busy weeknights and weekends, I was very enthusiastic about the company, the owner, future plans, the proximity to my house, and the buzz in the community. I was already organizing an event for them – 2 in fact. I found myself visualizing all of the fun things I would want to make happen and all the people I could bring together. I thought it would be a lot of fun, but it would take something to make it work. I had wanted to see if the “reverse sell” approach that worked for the founder would work in a cover letter, but I wouldn’t dare use my clients as a guinea pig for this experiment. Plus, I have a résumé (if you can imagine) but it’s much more geared toward people and leadership than events. This was a great opportunity to see if a reverse sell cover letter would work, and it served as a way to include a plethora of relevant experience missing from my résumé.

Though I pegged the owner and COO as relatively conservative, I also saw them as trailblazers and risk takers. I was a LOT edgier than I would normally be; I even cursed, which I would not advise!

To my pleasant surprise, I was invited to do a phone interview, which happened just before the events I organized.

Below is the cover letter with recipient information changed.

Ultimately, the job went to someone else. The cover letter didn’t get me the job, but it did get an interview, which is its job. The experiment was successful.

Please use good judgment if you decide to try your own experiment. It’s successful experiments like this that challenge the “always” and “never” advice that is dangerously rampant. If you’re ALWAYS doing what everyone else does, you’ll NEVER stand out. Part of being a leader is knowing when to deviate from the norm and trust your instincts.

“Fortune favors the bold.”

The Fugees – Ready or Not

The Fugees’ official music video for ‘Ready Or Not’. Click to listen to The Fugees on Spotify: http://smarturl.it/TFSpot?IQid=FRON As featured on Fugees: Greatest Hits.

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 is an Adjunct Professor in Cabrini University’s Communications Department and previously was an Adjunct Professor of Career Management and Professional Development at Drexel University’s LeBow College of Business  She 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 Need More Better Bosses

 

The Twitterverse: where I’m never really sure if someone is being complimentary or sarcastic. I err on sarcastic.

When I proposed to an HR consultant on Twitter that leadership coaching and skill/career development would prevent disengaging the employees who tend to get overlooked, the middle 80%, he called it “such a simple solution.”

 

Was he being sarcastic?

Conceptually, it certainly is, and data proves that it is effective. Logic also says that if 50% of employees have left jobs because of bad bosses, then the way to retain talent is to have better bosses. Retention does not equal engagement, however.

Now that engagement is on everyone’s radar and it’s all the rage at human resources and human capital conferences galore, why haven’t we gotten past the fact that this works and getting on to executing?

Ah, executing. That’s what has proven to be NOT simple. Or is it?

I recently saw the advice on LinkedIn to choose your boss, not your job. It was advice that was highly lauded by other career professionals and corporate professionals alike. Choose your boss – that’s good advice, but NOT choosing your job is like determining that you can’t have both. You can! The problem is that good bosses don’t seem to be plentiful enough for people to believe they can have both, so they better grab a good boss when they find one, regardless of what they will be doing for them. We need more better bosses, and there’s ALWAYS room for improvement.

I noticed that many articles refer to this kind of leadership development as “executive” coaching. There certainly are particular challenges that executives face for which coaching would help them. And, when executives are conscious leaders who make conscious decisions, it does tend to influence a positive work culture and benefit everyone, but executives are not the only leaders who would benefit from skill, professional, and personal development. Frankly, too many companies exclude personal development as a focus of coaching, when in reality, this is where development makes the most difference in employee/boss dynamics. Personal development is how individuals expand their self-awareness and sense of accountability for results and effective communication. This type of coaching benefits front-line employees, support teams and leaders alike.

If a company is leveraging the creativity of all of its workforce, its leaders need to create an environment and provide coaching that helps all employees handle creativity-killing stress. It also needs a fair system and conscious leaders to vet ideas.

Aspiring leaders need this kind of coaching to understand how to transition from being a doer to a delegator and all that comes with handling people problems, holding others accountable, keeping others motivated, and reconciling orders from above with their own wisdom.  They need to build confidence in this area in order to continue growing.

Mid-level and experienced managers need this kind of coaching to help them handle increasing pressure and responsibility of making decisions, dealing with the consequences of bad decisions or unpopular decisions, as well as managing other managers. Also, even a great leader can be vulnerable to situational greed, and once you have had the taste of promotion, you might be easily influenced to do unethical things as directed with the promise of future promotion.

Executive leaders need this kind of coaching because the stakes are high, they can easily forget the real challenges that their employees face to be able to effectively support them, and the prestige, power, and prosperity can become a drug, making decisions for them. If their wits don’t stay intact, they can be seduced by what looks like easy money and fail to do their due diligence. They can make decisions purely devoid of consideration of human factors – what actual humans do when subjected to adverse situations, and the costs thereof.

So far disengagement is not exclusive to any one demographic of corporate employees. Any employee can become disengaged, though leaders, I’ve found, tend to be engaged for the sake of their team over the sake of the organization. Each group can also learn to support the other, exponentially fortifying an organization’s ability to perform and profit.

Of course, not all development coaching is created equally.  The Epic Careering development programs leverage current and proven neuroscience and human performance optimization breakthroughs that accelerate and reinforce the process from self-awareness to transformation.  Conventional coaching isn’t ineffective, but it is inefficient considering the increasing pace of technology and the necessary pace of corporate evolution.

Epic Careering is currently offering retained programs to 4 growing organizations for 2019. If you want all the benefits of professional development without the wait, book a consultation to learn more now.

 

Bruce Springsteen – Human Touch

Bruce Springsteen’s official music video for ‘Human Touch’. Click to listen to Bruce Springsteen on Spotify: http://smarturl.it/BSpringSpot?IQid=BSpringHT As featured on The Essential Bruce Springsteen.

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 is an Adjunct Professor in Cabrini University’s Communications Department and previously was an Adjunct Professor of Career Management and Professional Development at Drexel University’s LeBow College of Business  She 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.

If Your Company is Doing Career Development To Increase Engagement This Way, It Will Fail

 

Career Development as a tactic to increase engagement theoretically works because:

  • We know that the #1 reason people quit is lack of growth opportunity
  • And we know the main reason they leave a job for a new job is better growth opportunity
  • It is an expression of caring on behalf of executive leadership that enhances employment brand and loyalty
  • It increases the value that an employee can offer the organization, and thereby would theoretically increase their compensation

So, it seems logical that by offering your employees career development you would improve retention and engagement by offering them a chance to develop new skills.

However, I have been seeing some “experts” advise companies to go about it in a way that will backfire, sending retention numbers, morale, and employee/leader relations downward while costs increase – at worst, and produce little to no ROI – at best.

Don’t decide what skills you want to develop in your workforce by evaluating which would help them do their job better. Decide by helping employees understand how they can make increasing contributions that are meaningful to them. If an employee is really going to feel as though they are growing, these contributions have to be acknowledged and rewarded by leadership, and their influence has to expand in correlation with their expanded expertise. The means that the organization has to recognize that job satisfaction and engagement are two different things. Also, make sure your organization is keeping abreast of future trends, devising and implementing plans to leverage up and coming skills, and offering employees who want it, a chance to gain exposure and training in these skills. Yes, this will make them more marketable for other jobs and more attractive to your competition. As Richard Branson said…

“Train people well enough so that they can leave, treat them well enough that they don’t want to.”

Don’t decide which employees you will train now or later based on management’s assessment of an employee’s aptitude to perform.  It is a flaw of management theory that if you invest in developing and tending to the top 10% and the lowest 10% of your talent that you are covering your bases. However, theories like that are what contribute to such a prolonged, high rate of disengagement. How can you expect 80% of your workforce to be engaged if leadership is not engaged with them? ALL employees need this type of offer. Some may not take advantage of it, but you can’t have an inclusive workforce if you exclude anyone from growth opportunity.

Don’t decide whether you will use internal or external resources for skill development based on what is most cost-effective. Focus on the option that represents the best chance of the desired outcome, otherwise, you will not get a return on your investment. You have to be able to objectively assess if an internal resource will be credible and trusted.  Maybe using an internal resources is cheaper, but there’s already been evidence that people have suffered for being honest, you will need an external resource who can build rapport and trust. However, if employees expect that their manager is supposed to look out for them, hiring someone from the outside may seem lazy.   Another option is to train managers to be better career developers (we help with that, too.)

The most desired outcome for an employee of true career management is control. Some people may suffice to take their company’s direction and grow in the ways that benefit the organization most. These are the employees who usually wake up sometime in their midlife wondering how they got here, and if they’re where they want to be, where they could be, and if it’s not too late to decide and arrive where they would be happiest. I know because these people are my clients. In fact, career coaches everywhere who niche in senior corporate professionals or executives will likely echo the same thing.  If your company experiences a strange exodus of mid-level to senior-level tenured talent, this is why. You have exerted too much control over their career. Some companies will at this point rely on retirement benefits or accrued vacation to retain this talent, and that might be effective in retaining them, but it won’t engage them.

Don’t only frame career development in terms of what benefits the company most. You will get biased assessment results that fail to address the real aspirations of people, which may not backfire right away, but it will backfire eventually. Let people grow in the way that serves them best, and if the organization can benefit from it, make it work. If not, let them go, and I don’t mean abruptly or without an exit plan that supports them transitioning out while you transition someone else who would be more engaged in.

I can understand why it might seem counterproductive to implement career development plans “my” way; it seems as though you will inadvertently encourage employees to follow career paths that place them outside of your organization. That will happen, and it will present the costs of replacing that talent, but you will also be ridding your organization of people who represent high risks of disengagement.

If your company doesn’t have:

  • Trust and rapport between employees and an internal career development coach, manager or not
  • Confidentiality assurance
  • A culture that honors honesty without executing punitive consequences for it
  • The competency to help employees determine their most ideal career path
  • The resources and budget to train employees into growth roles once a growth role is identified
  • A culture that will give employees a two-way communication channel to assert their influence
  • A way to leverage skills that are increasing in demand
  • The means to compensate employees more overtime for the organizational advancements to which they contribute

… then career development is not going to work as a way to increase engagement. In fact, you can expect that low engagement will persist and that it will continue to cost your organization 35% of your compensation expenses and render your human capital investments, if any, void of ROI.

 

Talking Heads – Once in a Lifetime (Official Video)

Talking Heads’ “Once in a Lifetime,” from the 1980 album Remain in Light

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 is an Adjunct Professor in Cabrini University’s Communications Department and previously was an Adjunct Professor of Career Management and Professional Development at Drexel University’s LeBow College of Business  She 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.

Could a Simple Shift Produce Breakthrough Results in Your Job Search?

 

Even though most job seekers have heard that job boards are not a very reliable resource to create momentum in your job search, it’s still a default activity for most job seekers.

I know it’s very hard to resist the seduction of low hanging fruit. It may seem counter-intuitive to NOT apply when you see a great job posting show up in your job board results or among the postings sent directly to your e-mail, but are you happy with the results you get?

There are dangerous, not just detrimental, impacts of spending most of your time on these job boards, which include:

  • Negating the potential for a current employee to earn a referral bonus for sponsoring you.
  • Haphazard applying can sometimes lead to multiple submissions into a company, which can disqualify you; companies don’t want to get in the middle of placement fee disputes.
  • Believing that job board search results are good indications of the viability of landing the position you want, then…
    • Deciding that the job you want isn’t viable when the results show few postings
    • Deciding that landing will be easy and is just a matter of playing a numbers game when many postings show up
  • Expecting a response or any kind of return on the time you take applying through job boards, then…
    • When a response does come that lets you know your application was seen, believing that you are getting somewhere with that job
      • Then spending more time preparing for something to happen with that job instead of spending time generating new opportunities
        • Letting momentum slip and then when that job falls through having to start back at 0.
      • When few responses come back believing that there is something wrong with you, that you are not an attractive viable candidate
        • Questioning your self-worth
        • Devising a plan B (or C or D) believing that plan A isn’t feasible
          • Falling into depression as hope slips
        • Finding it hard to stay motivated
          • Being even more likely to continue doing what is easy, not what’s effective, but requires you to be brave
        • Putting a lot of pressure on yourself to perform in an interview.
          • Making you even more nervous, less confident and ineffective at inspiring the confidence of prospective employers
          • Increasing the likeliness of you having to take the first job that’s offered rather than the job the represents your best chance of success
            • Having to swim upstream every day to keep your head above water
            • Feeling like you’re not able to be your whole self at work
              • Increasing your chances of illness and chronic disease

This is not hyperbole! This cascade of negative consequences happens all the time, and it’s something I would love to help everyone avoid!

Have you been here? I have!

Here’s some good news – avoiding it is simple. It’s not easy, as creating new habits is a challenge for many (unless made easier through hypnosis.) However, with a conscious shift in how you spend your time, you can reverse your fortune and enjoy exponential momentum that leads to multiple, attractive, competing offers and your ability to take control of your career destiny!

If you don’t believe me, great – try this 14-day experiment:

Every time you would normally be compelled to check the job boards or the agents send directly to your inbox, go on LinkedIn and do any one of the following instead:

Monday:  Make a list of 10 target companies

Identify your top 5 criteria for your next company, team, or boss and enter a search in the search bar for related keywords, like “social responsibility.” Try filtering results to search content first, but try all of the search categories until you get a hit.  Add the company name to the list. That’s it today – just focus on making the list. Don’t check them out – yet.

Conduct what I call spider research to identify additional companies. This is where you follow “bread crumb” trails. This can mean following the prompts that LinkedIn offers, such as “People also searched for:” or evaluating the profiles of people who work at a company to see where else they worked.

Stop when you have identified 10 prospective companies.

Tuesday: Deep dive into your target companies through LinkedIn

Make it a mission to uncover all of the content available.  Put the company name into the search bar, but go beyond the company’s LinkedIn company page.

Search for content related to that company. Evaluate the employment history of leaders and employees.

While you’re doing that, make a “hit list” of people who seem approachable, people who seem like avid networkers and people who share content and engage.

Create company reports, a place where you can compile relevant information you find, such as the company’s goals, mission, challenges, stances on industry trends, and key people.

If they happen to have a job opening that seems appropriate for you, copy and paste that in the company report as well, recording any contacts that may be connected to the job opening or the company.

Don’t apply. Remember, this experiment is designed to show you how you can make something happen and take control instead of taking the “short cut” that doesn’t actually get you any closer to landing the job.

Wednesday: Take massive action and do it in bulk  

This may sound odd, but pump yourself up physically before doing today’s experiment. Lift weights, do pushups, go for a brisk walk or jog, do yoga etc. This neurohack of the mind-body connection tends to make you feel a bit bolder and braver. It will increase the oxygen to your brain which will help you make good decisions and think more creatively.  The endorphins running through your body will put you in a good mood, which will make you more magnetic to your prospects.

Your primary goal here is to start a conversation. Getting a job is your end goal, and a noble, if not necessary one, but initially you need to get the attention of your prospective employers and potential sponsors. This means knowing, or at least guessing, what will incite action. It could be a pain they need relieving, or a contact you know will help move them forward, competitive intelligence, something related to a personal passion, or flat out asking them for help.

Most people will default to sending a LinkedIn Inmail or invitation. But, when a phone number is available among a contact’s contact information, try it. This is an experiment intended to help you understand the most impactful ways to invest your time in your job search. There’s a reason people put phone numbers in their profiles – they want people to call.

Thursday: Follow up promptly and nurture your network

It’s possible you will have responses that you’ll want to respond to immediately, but even if you don’t, you can still use today’s reallocation of time toward expanding your network and visibility by spreading the love.  Comb through content worth sharing. Make introductions for people. Give people recommendations and endorsements. Share other people’s status updates or posts. Make thoughtful comments on high-engagement articles and posts in your home feed or those from specific thought leaders in your target industry. Direct message job leads to people. As you share, let them know that you are concentrating on connecting with [enter potential boss’s title] at [target company/companies] so that you can [value proposition.]

Friday: Find another way

While the purposes of this experiment is to find ways to leverage LinkedIn to get further faster than you would with job boards, it’s not the end-all/be-all resource. If someone lacks a picture, 500+ contacts, recent activity, and a summary or job descriptions, LinkedIn is probably not going to get you visible to this person because they are not using it in the flow of their day. You want to interrupt the flow of their day and get their attention, so look for other venues where they may be more active – non-profit involvement, other social media platforms, directly in their e-mail inbox, or even in their social circles.

Identify and follow up on a potential new venue to get the attention of your prospective employers or sponsors.

Track the time you spend, and track the results that you get as a result of the time. Results look like introductions offered and made, meetings scheduled (even if by phone), interviews (of course), and leads shared.

Tony Robbins said that there’s a millimeter of difference between success and failure. Usually, it’s the small shifts that cause the most significant breakthroughs.

Please share the results of this experiment, some of which may not be instant, but may be results nonetheless.

Best wishes and happy experimenting!

Oingo Boingo – Weird Science

1985) For most of the 80’s Oingo Boingo was to L.A. and Orange County what the Grateful Dead was to San Francisco. Oingo Boingo developed the kind of fan following that made every appearance an event. They were “our band”, and we believed they knew and appreciated our enthusiasm.

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 is an Adjunct Professor in Cabrini University’s Communications Department and previously was an Adjunct Professor of Career Management and Professional Development at Drexel University’s LeBow College of Business  She 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.

Anyone Want to Work for the Government? How the Government Shutdown Will Impact the US Employment Brand

 

Some people pick their trade or career based on what they like doing, can easily be trained to do, and that will pay them well. And some people take the safest route, the one they think will likely lead to job security. This leaves them vulnerable to being the victim of external job conditions they can’t control.

Sometimes, governments shut down. Sometimes unions strike. Sometimes companies decide to sell and/or reorganize and reduce their workforce.

Anyone who once thought of pursuing a job with the US government for job security is thinking again right now.

The people I have known who wanted to pursue employment with the US government had one, a combination or all of the following motivations: Steady employment, early retirement, and/or patriotic duty.

A comment I read accused people of sensationalizing the personal financial crisis of government workers during the shutdown. “Come on. It’s just one paycheck. Don’t make it sound like people are starving.” Except, a resolution doesn’t appear to be close and this individual must not be one of the many Americans living paycheck to paycheck. Good for him, but he can’t empathize.

40% of Americans have less than $400 in their savings, and 67% have less than $1000. One missed paycheck means some people have to choose between eating and paying utilities. God forbid they need medical attention and have to cover a copay or deductible or have their water heater break down, or need a car repaired.

Are federal employees in the same boat as these Americans? Nobel Prize-winning economist Joseph Stiglitz believes that the percentage of government workers living paycheck to paycheck may be smaller, but there are still a large number of government jobs that don’t pay a living wage, according to the reality of living wages today.

Where I live, living expenses are supposedly $68K per year for a family my size (2 adults, 2 children.) This is based on an estimated $6,271 for medical expenses. How many people do you know that pay that little for a family insurance plan plus copays and deductibles annually? Have kids that play sports? I know parents who claim to visit an emergency room or urgent care center monthly.

I also know many families with 2 small kids who pay a lot more than $1,096.25 monthly for childcare. So, even this calculation seems to not cover actual living expenses.

Guess what’s not considered a necessary living expense: cell phones and internet access. Yet how many people would be disadvantaged in pursuing steady employment or better employment without that? Sure, there are ways, but the disadvantages are still there.

Think vacations are important? I do! Actually, if families can’t afford to travel or pay for entertainment, there are many detrimental economic impacts. In fact, it would spur a recession, if not a depression.

How patriotic can you remain if you work for a government who doesn’t pay you a REAL living wage?

So, they may be able to recruit based on patriotic inclinations, but we’re already seeing reports of government employees quitting in record numbers as a result of this shutdown.

Even before the government shut down 64% of government leaders reported difficulties attracting and retaining talent.

And how about disengagement? Even if they can attract bodies to fill the vacancies based on patriotism and retirement benefits, how can they keep their workforce engaged and productive? Right now disengagement in federal jobs mimics disengagement for private sector jobs at 66%. Globally, companies lose $700T per year on disengagement and its resulting productivity drag. While in the US, Gallup estimates the losses are somewhere in the $350B – $550B range.

So, employers lose 34% of each disengaged employee’s salary. Out of 9.1M government employees, 6M or so are disengaged. At an average $51,340 per year, the US government is right now losing $105 TRILLION on disengagement annually.

So, just to break down the math, based on the data, each disengaged worker (6M) is costing $17,455.60 each.

Is your jaw on the floor?

Considering what could be done for the American people with that money, this is a problem that impacts and deserves that attention of ALL Americans!

That is based on 2018/2019 current data! What happens when these numbers skew? What happens when the government finds it harder to recruit and engage talent after this shutdown? What happens when they aren’t able to sell job stability to millennials and Gen Z? Gen Z, by the way, is the generation that witnessed their parents, who worked hard and did everything they were supposed to do, still face financial ruin by the 2008 economic crash. They crave security. Now they are looking at job prospects. Is the government even going to cross their minds as a possible career path? Doubtful!

Let’s do more than just hope that this shutdown ends soon.

So what can we do? Use our voice! Use the communication channels that exist (the media, calling your Congressman/Congresswoman, social media) to raise awareness of the full breadth of detrimental impacts of this shutdown!  Don’t let anyone minimize the problem! For too many, it’s very real and happening now.  SHARE THIS ARTICLE!

We can also champion our federal workers, the majority of whom felt that getting a steady paycheck was more important than serving the public, and engage them from the outside by showing them that they are appreciated by the public they serve, that we know that they are critical to running our country, no matter what role they have. Thank a federal employee today!

 

Europe-Mr. Government Man

No Description

 

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 is an Adjunct Professor in Cabrini University’s Communications Department and previously was an Adjunct Professor of Career Management and Professional Development at Drexel University’s LeBow College of Business  She 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.

Difference Between Excuses and Obstacles

 

My oldest daughter, Daisy (8), is very bright and pretty strong for a string bean, so when she gives me excuses as to why things aren’t done, it’s really hard to except them. Usually, I push back telling her that I’m confident that she can solve the problem and get the job done, whatever the job is.  When she is forced to come up with a solution and finish the job, because it’s not getting done for her, she does find ways to solve the problem. Often she’s so proud of how she solved the problem she forgot that she didn’t want to do the job in the first place.  I really wouldn’t be doing her any favors by doing everything for her. It’s not my job; my job is to help her become a self-sufficient adult.

When she starts to complain that she can’t do something, she gets in trouble, because “can’t” is not a word I allow in my house. It’s always “I don’t know how yet.” I don’t know when she’ll learn, but if it’s the only thing I teacher, she will learn to know the difference between an excuse, an empowered choice, and an obstacle.

Excuses don’t serve anyone.

As we’re going into the third week in January, many people find that their resolve starts diminishing while others notice some desired improvements and that changes are easier this week than they were last week. It’s make or break time for your new habits, and I want to share something that will make you more self-aware of when you might sabotage yourself so that you can overcome what makes 80% of people fail at keeping new years resolutions.

This year will be different for you!

How Elrod, author of The Miracle Morning, breaks out the stages habit forming as such –

Unbearable >>  Uncomfortable >> Unstoppable

During all of those stages, however, life happens. Until a habit is an automatic, unconscious choice, we have to constantly make decisions to follow through. Our brain doesn’t like change and constantly tries to help us get out of it. We have to be aware of this if we are going to override it. Pay attention to your self-talk during these decisive moments. You may just notice a pattern that has stopped you multiple times throughout your life, which gives you the potential for tremendous breakthroughs in every area of your life. Keeping a journal is a great way to track, measure and improve how frequently this self-talk interferes with keeping long-term goals.

When you notice this, start to reverse the self-talk in support of the long-term goal.

For instance, one thing I’ve noticed I have said in those moments:

“You deserve a treat. Don’t deprive yourself.”

But I also deserve to be happy and healthy, and if I’m not currently happy or healthy and the short-term desire doesn’t offer me long-term health or happiness, it isn’t offering me the SUCCESS I deserve.

I am not saying that I should deprive myself all the time, but the more I notice this thought and decide that I will delay gratification and treat myself in a way that will still enable me to keep on track, the less frequently I will give in to this self-talk.

Keep the long-term desire as visible as you can. Write it down or print out visual queues and post them where you are sure to see them frequently. It will be easier to keep your brain motivated toward the long-term goal versus whatever you think you want in the moment. You are 1.2 – 1.4 times more likely to achieve your goals if you do this.

Some things we have to legitimately prioritize higher than our goals and take care of, such as health emergencies. It’s not an excuse it is an empowering choice. Still, I know from my own personal experience that in the midst of goals in life challenges to achieving those goals, I probably gave up too soon on too many. That is not an empowering feeling.

A question I now ask myself and my daughter if I feel that I have to choose between an urgent priority and a long-term goal is, “Did I try everything? Is there a way to do both?”

For instance, my daughters and I came down with a chest cold last week, the second week I should have been back on my walking schedule after winter break. Usually, I walk the kids to school at least 4 out of 5 days and on 3 of those days do an extended 5K walk back home. It’s winter, but it was REALLY winter last week – windy and cold. I made an empowered choice to drive in the morning and afternoon. That could have been an excuse to not exercise at all. I even looked it up on google “Can you exercise with a chest cold?” What I found was that exercise in moderation is really good at helping to break up chest congestion. So, I did a dance class Monday and some yoga with resistance and basketball Friday.  Those days in between I just needed extra sleep. I did what I could, though.

If I had learned that exercising with a chest cold is bad, I would have made an empowering choice to rest.

Today, I’m back on my walking schedule. It actually feels harder to restart a goal than to start it in the first place, as Gretchen Rubin points out in Better Than Before.  It’s probably because you are more discouraged this time knowing how life got you off track, but if you can fight through to start again and keep up progress, you are more likely to get back on track in the future and reach your long-term goals.

In fact, if you can accept from the get-go that you will be able to roll with whatever life throws you and get back on track when challenges occur you will be less likely to see them as discouraging. And, had I not exercised in spite of not walking, my self-confidence and self-talk would make it that much harder to get back on track, because the problem would have been me – not my chest cold or the weather.

If the available data turns up no potential solutions, you are at an impasse – an obstacle. Don’t let the word fool you, though. Obstacles are almost always not permanent and new data and new solutions still may be possible. This may be when you ask for help from an expert, but you have to pick an expert who understands the nature of your particular obstacle.

For instance, if your parental responsibilities keep interfering with your ability to keep commitments to yourself around your goals, you need someone who has successfully navigated parenthood AND reached the other side. Furthermore, if you are a single parent, getting advice from a parent with a partner will not sound credible to you.

If your resolutions are career-oriented and you have any of the following challenges or obstacles, I can help you exponentially increase your chances of achieving your 2019 goals – set up a consultation:

On the job (Schedule a consultation):

  • Teams that resist change
  • Drama and lack of collaboration
  • High turnover
  • Frequent sick time
  • Lack of creative solutions
  • High disengagement/low productivity
  • Not attracting high caliber talent

In job transition (Schedule a consultation):

  • Unclear goals
  • Lack of results for time invested
  • Lack of responses
  • Always the runner up
  • Hate job seeking
  • Difficulty getting motivated
  • Not knowing what to do each day

Best wishes for an extraordinary 2019!

I get knocked down (Chumbawamba – Tubthumping)

( ͡° ͜ʖ ͡°)( ͡° ͜ʖ ͡°)( ͡° ͜ʖ ͡°)

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.

Don’t Be A Statistic: Quit Right – What To Do Instead Of Ghosting Your Employer

 

Executive Director of the Philly Great Careers Group, Lynne Williams, shared an article that stated alarming statistics thought to be due to unemployment being and staying at a record low since September. Apparently, more people quitting their jobs without giving “proper” 2 weeks’ notice. On top of it, they are then “ghosting” their employer.

The job market is not a reason to justify burning any bridges. Though there are talent gaps predicted for certain technical and trade skills, this economy is not expected to last. I’m not trying to be an alarmist, but finance theory is based on cycles. It’s a job seekers’ market right now, but it won’t stay that way forever.  I also can’t imagine that it would feel very free to have to maintain a kind of online blueprint veil to prevent your employer from finding you online.

Even if your employer is the pits, even if you believe “everyone knows” what an unethical jerk he is, even if you have seen others drop like flies…

Strategize your escape to give your employer notice and take the high road.

It’s true that fewer and fewer employers will provide an official bad recommendation for fear of litigation, but that doesn’t mean that you won’t lose out in other ways. It’s also true that this courtesy doesn’t work both ways. Many companies know for weeks to months that they are going to lay off their workers and don’t inform them until their last day. If you live in an at-will state, not much is required. You are free to leave at any time, legally. That doesn’t mean there are no consequences.

I know for certain that some jobs put workers’ health, wellbeing, and safety at risk daily.  I’m not suggesting that you comply with all of your employers’ demands no matter how unreasonable, or that you stay in a situation that puts you at risk of a mental or physical health breakdown. No job is worth that!

Sometimes, though, we hit our breaking point.  When you know things are starting to build up, start preparing yourself for that fateful day. You’ll feel better knowing you are at the beginning of the end.

If that fateful day creeps up faster than you anticipated with the infamous straw that broke the camel’s back, don’t deviate from your plan and go out in a blaze of expletives, even if you think it will feel really good and they deserve it.

You’ll feel better later if they don’t get to see you at your actual breaking point. No one is at their best in that moment. The last thing you need on top of a rotten job/boss and the prospect of scary change is to lament the moment you let them see just how they got to you or to analyze over and over again what you said and did and what you’d have rather said and done.

It’s not worth it. Don’t be a viral case. Don’t go out with a bang, even though you may become a hero to other oppressed employees.

It’s a matter of simple substitution –

Instead of saying “I quit” or just walking out, say…

“I’m taking a mental health day for the rest of today and maybe tomorrow.”  Inform your boss and HR and leave. You may be fired for it, but that would be a litigation risk for them; protections for mental health are gaining more focus. It’s even possible (depending on your state, company policy, and terms of your employment etc.) that you might even be able to make a claim for unemployment compensation if they let you go for that.

OR

Can we talk in your office in 10 minutes?” Give yourself some time to breathe, calm down your nervous system and stress response so that you can be judicious with your words.

“I am officially giving my 2 weeks notice. That is all I want to say right now.”

There may be a LOT you want them to know, but it’s better to sit down and write it all out in your own time. Get it all out first – everything you really want to say without judging it. Write or dictate stream of consciousness style – letting it flow out.

If you’ve never done this before, the process is a lot like cooking popcorn. It will start with one or two thoughts “popping” until soon you get so many at once you can hardly keep up, and then as you get more and more out of your head and into a record (digital or printed) the thoughts will go back to a trickle. You may still add one or two things after you think you’re finished and put it away. Keep it nearby. If you sit down with paper and nothing comes out, engage in a cathartic activity, like walking or cleaning. It won’t be long before your stress response gives way to your reflective thinking.

If given the chance or invited to an exit interview, go through your notes pick out what’s really necessary – just the basic human resources requirements. If they want to know more, perhaps they sincerely want to mitigate whatever situation caused you to want to leave, boil it down to clinical facts, meaning everyone would agree that it is true. For example, though you may believe your boss is an insensitive jerk, you would instead cite a particular moment that your boss was a jerk and state exactly what happened without interpretation. He said this, and then I said that.

Then there may be things that you think they should want to know. But do they? What is it that you’d like them to know for their sake? What would you like them to know for the sake of their remaining employees, customers, investors, etc.?  Should you share this? I don’t know.

What are the potential detriments or fall out that can happen by sharing this?

If the fall out may come back on you, hold on to this information, at least for now. Don’t decide what to do with it until you are safely landed on the other side of your job search.

Why would you do this? Why would you choose to take the high road with an employer who so clearly chooses to be “wrong?”

Because….

You are grace, and in your grace, you inspire people to want to be better. That person may not be your employer, but it could be.  It could be anyone else witnessing the events. It could be the next person who leaves. It could be your kids. It could be the complicit HR person who finally leaves the company and decides later that you were so impressive in your grace that you deserve to work for his/her new employer.

It’s much harder for someone to justify treating someone badly who is still good in return. The moment a bad boss starts to question if they were justified, change is possible.

Twisted Sister – We’re Not Gonna Take It (Official Video)

Watch the official video for Twisted Sister’s “We’re Not Gonna Take It”, from their 1984 album ‘Stay Hungry.’ The single reached number 21 on the Billboard Hot 100 singles chart, making it Twisted Sister’s only Top 40 single. The song was ranked number 47 on 100 Greatest 80’s Songs and number 21 on VH1’s 100 Greatest One Hit Wonders of the 80s.

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.

Shake Off Shame of Unmet 2018 Goals Before You Set New Goals

 

If you have any amount of ambition, you set goals.  Setting goals can be formal and structured, even coached, or it can be just a daydream that becomes an intention. If you do the former, then you have a written record of your 2018 goals. If the latter, take a bit of time right now to write down what you had hoped to accomplish in 2018, even if it was progress toward something you hope to happen in 2019 and beyond.

It’s time to review them before you set new goals for 2019. How does this make you feel?

If you’re excited to take them out, then you probably feel like or know that you have been consistently disciplined and motivated in taking action toward your goals, so you are probably confident that you reached all or most or came pretty close.  Take a look at the goals you didn’t achieve and if you experience any physiological changes when switching from your achieved goals to your unachieved goals, read on. If not, just keep doing what you did, and consider teaching it to the 97% of people who don’t engage in formal goal setting.

If you feel hesitant, if there is any inkling that you are afraid to look, you are already experiencing shame about potentially unmet 2018 goals.

It’s okay.  Just notice how you feel and note your awareness. There’s no sense in feeling shameful about feeling shameful. Give yourself 90 seconds to really be with this emotion. Notice where in your body you feel it.  It might be your forehead if your unmet goals lead to worry about the consequences. You might feel it in your shoulders and neck, or your chest or your stomach, but don’t be surprised if pain shows up somewhere unexpected, like a knee or fingers.

Once you’ve taken this time to allow these emotions to be, feel proud that you honored these emotions. Feel your heart open and send thoughts of gratitude for this new awareness, which you will use to set goals that are achievable and in alignment with your highest good.

Take a deep breath in, imagining that the new breath is new resolve, and then breathe out focusing on the spot where the sensations were the most intense and imagine the emotion is being channeled out. Take two more deep breaths, imagining that the resolve is now filling the space where the emotions were.

Now that you have allowed this energy to be in motion (“e-motion”) you will be able to review last year’s goals with a clearer mind and less judgment, which will enable you to better assess why you really didn’t achieve them. This is what’s really important in setting new goals that you are more likely to achieve.

If you don’t allow your energy to move, you might be inclined to be defensive and look at circumstances that prevented you from achieving your goals, which is fine, but ultimately leaves you disempowered to circumstances.

If you allow the shame to move through you, you can more clearly see where you could have been at cause for the outcomes, good or bad. It will be easier to take accountability without feeling self-blame. You become a better problem solver because you are now dealing with a reality you control, so you set up systems that enable you to achieve your goals, even with unfavorable circumstances. Take into consideration these and other potential circumstances, and make the plan now on how you will deal with them in 2019.

You may have already heard that you are 42% more likely to achieve your goals when you write them down. Additionally, Harvard Business School found that the 3% of MBA graduates who wrote down their goals earned 10X more than the 97% that didn’t over a 10-year period.

There are a ton of great goal guides and calendars or you can break down your goals into various project parts and milestones and put them into a project management app that will send you notifications like Asana.  You may also use the SMART method that I taught business students at Drexel University. You can also engage a coach like me to give you extra customized guidance and provide you with monthly external accountability some people need to maintain their progress.

Elle King – Shame (Official Video)

‘Shake the Spirit’ available now: http://smarturl.it/ShakeTheSpirit?IQid=yt iTunes: http://smarturl.it/xShame/itunes?IQid=yt Apple: http://smarturl.it/xShame/applemusic?IQid=yt Spotify: http://smarturl.it/xShame/spotify?IQid=yt Amazon:http://smarturl.it/xShame/az?IQid=yt Tidal: http://smarturl.it/xShame/tidal?IQid=yt Google Play:http://smarturl.it/xShame/googleplay?IQid=yt Follow Elle King: https://www.facebook.com/ElleKingMusic https://twitter.com/ElleKingMusic http://instagram.com/elleking http://elleking.com/ Directed by: Dano Cerny

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.