Archives for LinkedIn

Networking 101 for the Network-Disabled: 9 Places to Find Networking Events for Beginners

Last week I shared that I was painfully friend-disabled in grade school and explained how I expanded my horizons and developed greater self-awareness and self-confidence.  These were lessons I carried with me to college, where I continued to be involved in various kinds of on and off-campus communities.

However, upon graduating I moved to the Jersey shore for a guy and my social circle was essentially his social circle.  I was working as a temp full-time, which created challenges in deepening my relationships with co-workers, and then also worked part-time several nights a week and weekends at a radio station. Time to expand my horizons into new communities was limited and I fell out of the habit. When the relationship started to deteriorate I tried living more independently. I moved into an apartment with a few strangers who were in very different stages of life than me when I was 21 years old. The woman who sublet to me, Denise, was 35-years old, one of my roommates, Frank, was 38-years old, and another, Jimmy, was 47 years old.  I imagine most readers would relate more to my roommates than me. Imagine living with the millennial at work. Now imagine that millennial was in an high-drama relationship.  The more my roommates tried to impart wisdom, the more I resisted. In the end, making new friends like the ones I had, failed. After a year in New Jersey, I made zero long-term friends. When the 6-month temp assignment ended I decided it was time to move back home, change careers, and end the relationship.

When I got back home I landed a job where they provided excellent sales and management training, but required you to work long days and cut people out of your life who were “neggin you out,” or being negative about the prospects of success in that job, which was commission-only. It was cultish. I reconnected with my old friend groups and fell out of the habit, and even awareness, of expanding my horizons and integrating with new groups…until years later when I was a junior IT recruiter and was advised to start networking.

It was like I forgot how to do this. I started by asking my co-workers where to network. They pointed me to some professional tech groups. One focused on individuals in tech and the other was a corporate membership base.   At the first meeting, I was asked to stand and give a 30-second commercial.  I spent the first half-hour terrified, trying to think of the perfect thing to say only to stumble and shake through it. People were friendly and forgiving though. I realized after a few events that people who go to these events WANT to meet other people, for the most part, and will either approach you or be approachable.

It’s okay to not jump in headfirst, instead dip your toes in the water and gradually expand your comfort zone. You’ll be less likely to procrastinate or put off networking if you do this.

There are several different events that you can participate in, including industry events, role-based events, geographically-based events, mission-oriented events, special interest events, culture-specific events, gender-specific events, and general events.

Source 1: Brainstorm

Have you ever used a brainstorming map? There are multiple tools available that will help you do this (we included one used to identify networking communities with our Dream Job Breakthrough System.)

Remember the song: Who are the people in your neighborhood? The people that you meet each day? With a piece of paper or the computer in front of you (using one of the many brainstorming tools available as an option) record the various communities of which you are a member.

Some of these people could include, your family, a group of friends, people you know through school, jobs, activities/hobbies, friends of other friends, your neighborhood, your town, civic groups, your kids’ or parents’ connections, etc. Highlight groups that have their own events, then highlight in a different color communities that don’t have organized gatherings, but that you would attend events if there were events.

Then make another list of interests, hobbies, causes, and topics close to your heart, whether you actively engage in them currently or not. Highlight the items in this list as you did before. You may need to do some research to determine if they do, indeed, have events. Future steps will help you with that.

Level-up tip:

Keep networking options open to include activities and topics that you enjoy. Statistics show most leads come from networking with contacts who are not necessarily in the same industry or profession, but rather who are people you connect with on a personal level. The key is knowing how to leverage the opportunity to share your professional goals and values. This is a naturally evolving subject once rapport is established. Future blogs will go into more detail.

 Source 2: Ask your co-workers, former co-workers, and friends in your industry/profession where they network

If you attend an event with someone, don’t stay attached to them, instead, work in partnership. Tell each other who you are there to meet and work as a partnership to find each other referrals. In fact, asking questions is not just easier than talking about yourself when you’re new to networking, but it’s a superior way to add value to your network.

Level-up tip:

Ask everyone you meet who they are there to meet, and proactively try to make connections for those you meet as well. After you spend a short amount of time learning from each other what you’re up to professionally, telling them you will send people their way if you find someone is a great, polite way to punctuate a networking conversation – I have found that to be the most awkward networking moment.

Source 3: Google it

This seems so obvious, but clients and students have been unclear with what keywords to use to find events. There are different types of events you can choose to attend, but it’s good to start with the one that feels less intimidating.

This is where the brainstorming map and the lists of events can be of assistance. The first criteria is location, meaning where you want to generate opportunities. If you plan on relocating, you’ll want to compile a list of events and discover when the best ones overlap in a time span so that you can plan your travel.  Traveling close to home is preferred for most people, but if your mission is to expand your horizons and you live in a small town, you may need to expand your geographic search to your county or several surrounding counties. Then add keywords related to your current or desired industry, profession/role, hobbies, causes, interests, topics, etc.

Level-up tip:

Boolean searches can help you search by multiple zip codes, but you may just find it easier to look for sites that aggregate events. EventUpon is such a site. EventUpon aggregates from other event posting sites, such as MeetUp and EventBrite, and from organizations, which I’ll talk about next.

 Source 4: EventUpon

If you have a free day and are looking to fill up your calendar space with an event, EventUpon is a great tool. You can also integrate with various calendar and scheduling apps you may already use.  If you have a favorite event venue, you may also be able to set up an alert for their events. I have found a few bugs with the geographic filters on Safari, which don’t appear right now to let you set a certain mile radius around a zip code, though it looks as though this feature was intended.

Level-up tip:

Like a job board, you can set up agents that will alert you to ongoing networking opportunities fitting your criteria.

Source 5: MeetUp

MeetUp has become a very popular site for many professional organizations with various chapters and subgroups that meet in-person, though it does support virtual events, such as webinars, as well. It’s also great for people with eclectic interests and hobbies. You might think you have alternative tastes until you search for groups related to them and find other people are organizing around the same topic.

Again, this is not just for professional interests. I am in groups related to mindset, books, animals, adventure, sports, side hustles, health, etc.  You usually have to join a group to see their event calendar, and many groups ask you to fill out some bio information, however, this is based on group admin preferences. Joining a group doesn’t necessarily obligate you to attend a meeting, but I have found some group admins are strict about their members attending or engaging and they may drop you if you fail to attend an event or if you RSVP to events with attendee limits and do not show up, for obvious reasons.

Some events are free, but the groups are not free to run and neither are events, so some will have paid events or promote donating to subsidize costs.

Level-up tip:

If you search for something and find that there is no actively running group right now, but it may tell you how many other people in your area have searched for the same thing. If you feel strongly about the subject, you might decide to set up a group yourself. LinkedIn’s group feature is a good option for this, however, there is a fee to running a LinkedIn group, which is currently $15/month. If you can afford this, try organizing your own group. You would have to think about where to meet, what kind of people you want to attract and the content that would attract those people, and the format of your meetings. You’ll also have to think about how to manage and maintain quality engagement in your community and how to deal with people who violate the safety and respect of your community.

Source 6: LinkedIn

Unlike Facebook, which has an event feature (and is another way to look for events), finding events on LinkedIn is trickier. You have to first search for organizations and event organizers, follow them, and stay on top of your home feed and notifications. You can crowdsource information there by using your status update to ask your network for advice on worthwhile events to attend.

Groups are one of the most powerful LinkedIn features, but not all groups enjoy high engagement and value. Look at profiles of people who have achieved what you aspire to achieve and see what groups they are in. Do this by scrolling all the way to the bottom where it shows interests and click “See All.” Links to groups will be found in a tab at the top of the window.

Level-up tip:

Help them help you by letting them know what you hope to get out of these events – the kinds of opportunities you want to generate, the kinds of people you want to meet, and the kinds of things you want to learn. It’s more haphazard, but doing this will also help you stay top of your connections and may generate additional engagement, leading to greater rapport and synergy.

Source 7: FaceBook Groups and Events

If you are on Facebook, you may only think about personal connections. You may even want to keep your personal and professional circles separate. That’s a personal choice you are free to make, however, it does limit your potential to generate opportunities. Assuming you want to cross-pollenate your spheres of influence, maximize opportunities, and find events that will be more comfortable, maybe even fun, you will search three places: Groups, Pages, and Events.

Groups may be closed, private, or open. Closed means an admin has to approve you. Private means it won’t show up in a search – you have to be invited. Open means anyone can join by clicking a button. Due to the nature of social media exchanges these days, most groups I engage in are closed or private. Here you can also look for professional, geographic, or special interest topics.

You can search for events, which I recommend if you happen to have a particular open spot on your calendar and you want to see what is happening at that particular time.

It’s difficult to hear people at certain kinds of events, particularly listening-room type music or movies. Go, but don’t expect to get much networking done. Find events where there are more interactive activities, such as art shows and community fairs.

Level-up tip:

See which of your friend have either said they were going to an event or are interested in going. Touch base and let them know that you’re hoping to meet new people and generate opportunities, but would like a buddy to network with.

Source 8: EventBrite

Many organizations use EventBrite for the ease of ticketing, payment integration, and social media sharing.  It automates confirmations and has other features, but it also has good searching capabilities, as it has a full list of events by categories which you can search through. Try searching through all categories that align with your interests, not just the professional ones.

You can also search for events that are free versus paid, in case you have a low budget for networking.

Level-up tip:

Still search for paid events, even if you have a low or no budget. You can contact the organizer and offer to volunteer in lieu of the attendance fee. You may not be able to get all the content of that event as a volunteer, but you have an elevated position of visibility to the attendees and the organizers. It gives you the chance to demonstrate how you add value, rather than just telling people how you add value, which can generate better opportunity

Source 9: Business Journals

Business Journals have directories and lists of companies, organizations, etc that hold and promote events. There are a lot of great ways to get value from a subscription to your closest city’s business journal.  However, you don’t have to have a paid subscription, you can just sign up for a daily or weekly digest and get notifications about events.  Some of these events can be pricey, so you may want to find out who in your network works for a company that is investing in a table, and then see if the company has an open seat, or tell them that you’d like to go in case someone can’t go at the last minute. These events will put you right in the middle of people who are game-changers or movers and shakers in business. Unless you go and talk to no one, it would be hard to not gain value from attending.

 Level-up tip:

When Business Journals announce award winners, grants, or fundraiser winners, use LinkedIn to send the person a congratulatory message and invitation to connect. Let them know that you’d like to learn how you can help them get the most traction from the publicity and invite them to a brief call or coffee. If someone is being honored at an event, contact them ahead of time and ask them if they’d like to meet before or after. You may also check out the corporate sponsors and speakers to do the same.

Once you get the hang of navigating networking events, you may also want to look into industry conferences at your local Chambers of Commerce, Rotary Clubs, Toastmasters International chapters, or Business Networking International chapters (for business owners or sales representatives), and more.

Next week we’ll talk about how to best prepare for a networking event so that you can show up as your best self and leverage it optimally.

The Chi-lites “Have you seen her”

Donate BTC: 16HVaDadQCvXM1wchMBWrTTgbWJ6HjUjdr ETH: 0xee47136d1178D26a198D5f80425bD946aCEA99e4

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.

LinkedIn is Hiding it’s Best Features

 

I’ve noticed over the 16 years as a LinkedIn user that, though LinkedIn has and offers some of the best practices, sometimes its interface doesn’t make following those best practices intuitive. In fact, some of its best features are hidden.

Cases in point:

1. Personalizing invitations

LinkedIn’s Quick Help resources advise and warn you: “To uphold LinkedIn’s trusted community, we encourage you to only connect with people you know. By sending fewer and more thoughtful invitations, you can help us keep LinkedIn a trusted space for everyone… We’ve found that most people ignore invitations from people they don’t know. A large number of rejected invitations could result in limitations on your LinkedIn account.”

Then, on another page, it tells you how to personalize your invitation, but doesn’t tell you that many people ignore boilerplate invitations. When I mean many, I mean that I personally know hiring managers, other LinkedIn experts, other career services professionals, executives, and speakers/authors who all intentionally ignore invitations without a personalized message.

(Here are 4 great reasons to ALWAYS personalize your invitation.)

Yet the easier thing to do is click connect. You have to click again on “Add a note” to personalize your message. On the phone apps, the ability to send a personalized invitation took a surprisingly long time to become a feature. It was hidden for a while, and now it’s more visible, but still just under “Connect,” which sends a boilerplate invitation.  Importing your other contact lists sends a generic invitation in bulk.

Every…single…expert will tell you to ALWAYS personalize your invitation, and here are four good reasons why. So why wouldn’t sending and personalizing your invitation be the default option?

2. Groups

Groups are one of the most powerful features of LinkedIn that help you increase your visibility, promote your expertise and brand, and engage directly with people who can be new network connections that help you expand your network. There are three ways to get directly to groups from your desktop homepage, but none of them are obvious. LinkedIn only points out one of them. The other is by using the search bar, but groups usually show up last among the search results (this is the only way I have found to get to groups from the iPhone app.) The third is the 9-dot “work” drop-down in the upper right corner.

 

3. Knowing your contacts

LinkedIn says, ”We recommend only inviting people you know and trust because 1st-degree connections are given access to any information you’ve displayed on your profile.” They have taken steps over the years to inhibit super-connectors from expanding their networks unchecked. The LION (LinkedIn Open Networker) subculture has their reasons for accepting all invitations, but once they hit or were imposed with limits, they have to then remove people they don’t know to add people they meet and for whom have genuine reasons to stay connected.  They then had to tell people, “Sorry – I’m at my limit.”

I have openly heard their side, however, I have found that by knowing my network, my efforts to connect with or connect other people are often successful and my network has grown into a healthy community of over 1400. I am “found” by many people (enough for my bandwidth) and my search results are rich with relevant people, even without an upgraded account.  Here are other reasons I have chosen to fill my network with people with whom I have personally interacted and what I do when I receive an invitation from someone I don’t know. As we’ll discuss in a bit, invitations like these are a good sign.

Some of the changes that LinkedIn has made have penalized people who have added too many people. However, they don’t leverage their navigation or user experience to prevent this. You used to have to adjust settings to only allow people you know a certain way to invite you, and when you sent an invitation you used to have to select how you know them. Certain selections would require you to put their e-mail address. However, people have multiple e-mail addresses and not all of them may be connected to your LinkedIn account. This might be why this is gone, or it could be because the super-connected LIONs are connected enough to be a threat and have successfully influenced interface design to make it easy to connect with anyone, whether you know them or not.

Sidebar: You’ll find Steven Burda and Jason Alba, both quoted in the article linked above on LIONs, in my network because I have had real-world interactions with both of them. In fact, Steven was my neighbor. Our daughters are in girl scouts together. Jason and I connected years ago about his job searching software. I was the 2nd guest on his podcast, Ask the Experts.

4. Stats

Whether you have a free or upgraded account, LinkedIn shows you how many people viewed your profile and posts. Views alone, however, are not a great way to measure the effectiveness of your profile content or activities on LinkedIn for what you probably want to achieve – professional opportunity. What is more relevant is how many invitations you receive in proportion to profile views. This will tell you if your profile brand and content is compelling. This is a quantitative measurement, but qualitatively, if you want to know if your brand is effective, evaluate how well the people who invite you align with your target audience(s) and profiles.

Something else LinkedIn will show you in notifications is when people interact with your dynamic content – status updates, posts and comments. It will show you, again, how many views, but with each interaction that takes a bit more effort, you can see how effective your posts are at increasing your visibility (because more engagement means more visibility as other people’s networks will see their activity in relation to your post and it may even show up on other people’s home feeds as a result), promoting your expertise, and engaging with people who have a high probability of adding value to your professional goals, as well as the goals of your other connections. Likes are the easiest to give. LinkedIn has now added other reactions (that sometimes don’t work for me) and takes just slightly more effort. Commenting, now that LinkedIn has autosuggestions, takes about as much effort, but obviously making a custom comment requires thoughtfulness – a large increase in effort. Tagging others doesn’t take as much effort, but is a great testament to the value of your content and does an even better job of increasing views of your content. Again, though, more views without engagement can be more of a sign of content that could use improvement, such as a call to action.

LinkedIn will count post and status update comments, but remember to evaluate your qualitatively as well.  Analyze your results so that you can continue to improve how your content and activity supports your professional objectives.

What are some great LinkedIn features that aren’t so obvious?

 

You’ve got to hide your love away – The Beatles (LYRICS/LETRA) [Original]

THE INSTRUMENTS IN THIS SONG ARE FROM THE MOST HONORABLE RIOHEY KANAYAMA PLEASE SUSCRIBE TO HIM: https://www.youtube.com/user/goldmine196909 If you liked this song, I invite you to listen the rest of Beatles songs subtitled into english and spanish, following the link below: ► https://www.youtube.com/watch?v=8qyPusDodDk&list=PL632iTavofD48JGlFY4VkYDKxoWfX17a1 TAGS: You’ve got to hide your love away, the beatles,, the beatles You’ve got to hide your love away, los beatles, os beatles, the beatles lyrics, los beatles letra, o beatles legendado, beatles, beatles john lennon, beatles paul mccartney, beatles ringo starr, beatles george harrison, yoko ono

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.

How to Handle Recruiters Wanting to Connect

Image by Jayne K. via Flickr. Some rights reserved. https://bit.ly/2I46fhg

Image by Jayne K. via Flickr. Some rights reserved. https://bit.ly/2I46fhg

(A follow up to: 4 Things You Can Do on LinkedIn to Attract Recruiters)

If you follow my advice from the last post, it won’t be long before you see people you don’t know, including recruiters, sending you invitations to connect.

So, should you accept them?

Here is LinkedIn’s recommendation: “We strongly recommend that you only accept invitations to connect from people you know. You can control who can send you invitations from the Communications section of your Settings & Privacy page.”

LinkedIn Open Networkers (LIONs) subscribe to the school of thought that more connections are better.  LinkedIn will cap you at 30,000 first-degree connections.

The choices you have for who can send you invitations include:

  • Everyone on LinkedIn (recommended).
  • Only people who know your email address or appear in your “Imported Contacts” list.
  • Only people who appear in your “Imported Contacts” list.

First, let me explain why LinkedIn recommends that you stay open to receive invitations from anyone, but only accept those from people you know.

The original intention of LinkedIn is to keep track of who you know, and who they know, and who they know.  The idea we are all separated by no more than six degrees of separation began in 1929 by a Hungarian author who wrote a short story about network theory. That later compelled social psychologist Stanley Milgram to conduct experiments in the 1960’s. And Columbia University experiments in 2003 confirmed the theory.  So, anyone you might want to meet in this whole wide world is no more than 6 introductions away.

Furthermore, researchers from Tufts and Stony Brook University concluded that while stronger connections are more likely to offer help, your weaker connections are more likely to actually help you land a job.

So, it’s not just who you know. It’s who they know, and who they know.

Notice the “know” part of that. What does it take to really “know” someone? Ask 10 different people, and you will probably get 10 different answers.

It’s up to you to determine what you would need to know or how long you would need to know a person before you really KNOW them. I recommend thinking of it this way: figure out what you need to know about a new connection in order to feel confident introducing them to VIPs in your own network.  This means asking new connections very meaningful questions.

Yes, that is my recommendation – get strangers on the phone and get to know each other before you connect.

When it comes to recruiters, some are transactional and some are relational.  A transactional recruiter wants you in their talent community either for a job requirement they are currently trying to fill or because they expect they will someday have a job requirement for which you might be a candidate. A relational recruiter may ask you to connect for the same reasons, but they get that you are a person, not just a candidate, and that building rapport and potentially a relationship will serve the highest good of everyone: themselves, you, your network, their clients, and their network. They see networking as an investment that enriches their professional experience and produces opportunities that can positively impact multiple lives.

Do either or both sound like people you might want to have in your network? A transactional recruiter may not produce as much value for you as a relational recruiter, but you still may land a job through one. 

How a recruiter is compensated and how their performance is measured may influence whether a recruiter works as transactional or relational. If job metrics dictate that they have to make 100 calls per day and interview 10 candidates in person per week, a metric I had previously as a recruiter, taking time to get to know candidates, especially those I can’t place NOW, seems like an unwise investment of time, even if that’s what I really want to do. Recruiters may flip from being transactional to being relational, and vice versa, when changing from one firm to another. Some relational recruiters will only work where the model supports investing time in building long-term relationships because they find transactional networking to be empty and unfulfilling.

So, once you decide what your standards are for people from whom you accept their invitation, the next step is to speak offline. LinkedIn removed the feature that allowed you to reply to all invitations, now you can only reply to those who have sent you a customized note (and if you read this at any point in the future, that may or may not be the case.)

Once you have decided you want to know a person inviting you to connect,  click on their name to visit their profile and message them, by clicking the “Message” icon just right of the “Accept” button. Send a message something along these lines:

“Hi. Thank you for the invitation to connect. Are you open to getting better acquainted offline? I’d like to understand what your mission is and what kind of invitations would be most impactful to you right now in fulfilling it.”

I include my number to put the ball in their court, but you may not be comfortable with that. Instead you can offer them 3 days/times you have 20-30 minutes free, ask them for their number and to confirm a time.

Not everyone who calls me is going to become a connection. If someone starts to sell me on something right away, I think twice.  I consider myself fairly intuitive, and I can feel a person out. My most important qualification for someone joining my network is if their values are aligned with mine. Meaning, will they be ethical, considerate and respectful?

Of course, when I receive an invitation that I’m going to consider, I check out their recent activity and see what they have been commenting on, liking, and sharing. I read their recommendations and see if they have given any. If they are generally adding value, I’ll be inclined to accept the invitation after speaking.

Notice, I still want to speak with them, mostly because I want to know they are willing to speak to and invest the time with me.  If they’re not, there’s a high probability this person will not prove valuable to my network.

When I speak with them I rely on my intuition and make the conversation organic, but to give you ideas of my thought process:  

  • I might ask them about something specific in their profile.
  • I’ll get their thoughts on a prevalent challenge in their industry or a current event.
  • I’ll ask them what they want most to happen in the next 12 months.
  • I’ll share something personal about myself and see if they reciprocate.

The questions you ask are best if they help you determine if the person meets the criteria you have established for making connections. I don’t necessarily need someone to think like me, agree with me, or share my worldview, though that’s great when that happens. Again, for me it’s really about feeling out how they would treat someone I care about if I were to make an introduction.

I set the intention for these calls that, if it seems like someone I’m going to add to my network, we determine right off the bat something we can do for each other – either an introduction, sharing an article or resource, or giving advice. Ask recruiters what is hot on their plate right now; what candidates do they need to present right now. Then, take at least one proactive measure to try to source that candidate in your network, if you don’t have a referral off the top of your head.

Creating this value right off the bat turns an acquaintance into a partner in success. When you have many partners in success, you don’t have to work as hard to achieve goals, so while the investment of time may seem heavy on the front end, it’s really a time and productivity hack.

Happy connecting! 

Connection

Provided to YouTube by Universal Music Group North America Connection · The Rolling Stones Between The Buttons ℗ ℗ 2002 ABKCO Music & Records Inc. Released on: 2002-01-01 Producer: Andrew Loog Oldham Recording Arranger: The Rolling Stones Author, Composer: Mick Jagger Author, Composer: Keith Richards Music Publisher: Onward Music Ltd.

4 Things You Can Do on LinkedIn to Attract Recruiters

Photo by petrOlly via Flickr. Some rights reserved. https://bit.ly/1Q5hzp0

Photo by petrOlly via Flickr. Some rights reserved.

(Upcoming posts: How To Handle Recruiters Wanting To Connect, How To Deal With Trolls Now That You’ve Gone Viral)

In case you weren’t aware already, recruiters use LinkedIn to find, qualify, and engage with talent for open positions. I can’t confirm an actual statistic, but one study reported in 2016 that 84% of recruiters use LinkedIn to recruit while another study from March 2018 reported that 94% of recruiters use LinkedIn to vet candidates. I believe them both.

From the 2017 Jobvite Recruiter Nation Report, below are the top three positive factors that impact a recruiter’s decision to move forward with a candidate.

  1. Examples of written or design work (65%)
  2. Engagement in volunteering, mentoring, or non-profits (63%)
  3. Mutual connections (35%)

So, if you want to be visible and desirable to recruiters as part (not all) of your job search plan, below are four things you can do to increase your chances.

Please be advised that companies report their highest quality candidates come from external recruiters only 7% of the time, and 26% report that their lowest quality candidates come from external recruiters. So, allocate your time investment in recruiters to be about 10% of your efforts. Contact us to learn what to do with the other 90% of your time.

The good news is the efforts below will not only make you attractive to external recruiters, but also internal recruiters and, even better yet, hiring managers.

  1. Follow and engage with recruiters and industry leaders who are active on LinkedIn.

By active, I mean they post regular status updates, like and comment on others’ posts, and have 500+ connections.

When you follow them, their updates will show up on your homepage feed. But, when you follow a lot of people and companies, algorithms will govern your homepage feed so that you only see status updates with strong engagement predominantly. In other words, their posts will only show up in your news feed if others have been engaging with those posts (popular posts).

You will also want to make sure you follow companies on your target company list and internal recruiters, HR leaders, and thought leaders (who are active.) Some that I follow:

  • Lauren McDonald
  • Adam Karpiak
  • Shaun Hervey
  • Ken Lubin
  • Tabith Trent Cavanaugh
  • Brigette Hyacinth
  • Kevin Wheeler
  • Lou Adler

Once you follow, you must engage! You can help them gain more visibility by liking their posts, which then adds their post to your networks’ home feed and lists that activity to your profile under recent activity. However, if you want to gain visibility with them or within their network, comment thoughtfully. Asking additional insightful questions will generate the most visibility.

Spend 15-20 minutes doing this daily and you will see the amount of your profile views go up. The amount of invitations or followers you receive will be more reflective of the quality of your posts, versus the quantity. I recommend you focus on what you say rather than how frequently you say it.

We’ll discuss in a later post what to do when recruiters you don’t know invite you to connect.

  1. Add people to your network weekly.

Start by expanding who you think SHOULD be in your network. The obvious people are former or current co-workers, supervisors, vendors, and customers. Some people focus solely on people in their industry or professional realm, but this is a mistake. People don’t operate in industry vacuums. Think of anyone you are on a first name basis with who, if they asked you, you would not hesitate to make an introduction on their behalf. This could be neighbors, fellow soccer parents, doctors and dentists, event planners, attorneys, accountants, etc.  Every time you leave your house, think about “the people that you meet each day.”

If you fewer than 200 connections, aim to add 20 each week by inviting 50. If you have at least 200 quality connections (meaning you know them at least as an acquaintance, if not better), and you feel that you have added all of the above-mentioned people, start seeking out those who are commenting on posts of interest to you. It’s the easiest way to connect and customize your invitation message: “I saw your comment/post on >>>> and thought it was really insightful. I’d like to know more about what kind of introductions would be the most impactful to you right now. Do you have 20 minutes or so to get better acquainted offline? My number is…..”

Then, of course, wait for them to accept or perhaps respond, and follow up to schedule an introductory phone call, a lunch or happy hour, or invite them to an event you will be attending and ask them to meet a bit earlier.

  1. Start posting quality content.

What is a quality post? One that exhibits your expertise, but also initiates a discussion that others want to engage.

You have two options for posting content on LinkedIn, and I recommend using them both to some capacity.

The first option is your status update:

You enter this right from the top of your homepage. You have 600 characters here, unless you want to cross-post to Twitter, in which case you have 140 characters. A highly engaging status update now has the potential to go viral even more so than publishing posts, as long as people engage. Engagement will extend the “shelf life” of your post, so your goal is to get people to like and share it.

Think about some of the pains your industry experiences, trends impacting it, and challenges of implementing solutions.  Find ways to resonate and empathize with your future employer. Don’t give away all your proprietary expertise, but definitely share the great outcomes to which you have contributed. Tell stories. Express your personality, which will promote you not only as a qualified candidate, but one who would potentially fit in with a company’s culture. Don’t worry about pleasing everyone. Not everyone will give you an offer. You only need one great offer (though we can help you generate momentum that produces multiple offers.)
Read each post out loud twice and have someone else proofread it twice before you put it out there.

We’ll discuss in a later post what to do about trolls. Don’t let them stop you from getting great content out into the world.

The second option is publishing posts:

These are essentially like blogs or articles. They are usually longer (500-800 words) and include keywords. While the “shelf life” of these are longer (they will be associated with your profile either indefinitely, or until LinkedIn decides to change that), they become hard to find unless engagement continues.

They can sometimes be picked up and promoted by LinkedIn. I recommend also sharing through your status update, to individuals who may want to chime in on the comments, and in groups (read and follow all group rules; some don’t want you to self-promote or direct people outside of a discussion thread.)

Think carefully about your titles and try to think about what someone might be experiencing, wanting, or wanting to avoid.

  1. Volunteer and add your experience to your profile.

The better volunteering opportunities are the ones that enable you to interact with people and work on a team. Perhaps you can even be the one that organizes a community event. You might want to start with professional organizations in your industry. See if they have events coming up at which you can volunteer.

I encourage you to choose an organization that has meaning for you. It may or may not lead to you meeting someone who can open a door of opportunity for you, but it is really one of the best ways to remember how valuable you can be for others. And at the same time, helping others less fortunate than you will remind you of your own blessings.

As expressed above, a tertiary benefit is how favorable recruiters look upon this type of activity.

You may also opt to add a post related to that non-profit or volunteer activity and tag others involved to bring them added visibility, as well. Besides professional organizations and non-profits in your community, another place you can go to find volunteering opportunities is volunteermatch.org.

Watch for upcoming posts related to this topic:  How To Handle Recruiters Wanting To Connect, and How To Deal With Trolls Now That You’ve Gone Viral.

See Me, Feel Me / Listening To You

Provided to YouTube by Universal Music Group North America See Me, Feel Me / Listening To You · Roger Daltrey Tommy ℗ 2000 Polydor Inc. Released on: 2000-01-01 Producer: Pete Townshend Producer: Ken Russell Author, Composer: Pete Townshend Music Publisher: ABKCO Music Inc. Music Publisher: Fabulous Music Music Publisher: Fabulous Music Ltd.

Facing Age Discrimination? You Might Not Like This Advice

Old-0141 by Ronny Olsson on Flickr

If you’re finding it harder to land a job as you age, you may be wondering if age discrimination is rampant. You may worry about how are you ever going to compete with younger professionals.

The usual advice is to try to disguise your age by cutting off previous experience past X years and omitting graduation dates.

I disagree.

I personally think it’s a futile effort and one that won’t get you much further than you are.

I may advise you to cut off experience past X years for other reasons, like irrelevance or space considerations, but not out of fear your age will be discovered.

Here’s why –

#1 – Hiding your age actually draws attention to your age. With LinkedIn now being a primary platform for recruiting and job searching, it becomes harder to disguise your age. When a graduation date is missing or your summary touts 20+ years of experience that’s not on the résumé, that’s the moment I start wondering. But I’m not wondering if you’re old – I’m assuming you are. I’m wondering how sensitive YOU are about your age. What if you’re not the right fit? Will you think I’m discriminating against you? Sounds like a hassle. NEXT!

#2 – Let’s say hiring manager Jane (don’t blame the recruiters – they deliver what the hiring manager asks for) is convinced that age will become a performance issue and she’d rather not interview experienced candidates. This is why in the job description she asked for 8 years of experience vs. 15. Let’s say also she didn’t get a clue of your age from your résumé or social media so as to avoid wasting her time. She is unlikely to change her mind. In fact, she may even feel a bit like you were trying to swindle her. You are already off on the wrong foot. Maybe you like that challenge – we’ll address that in a bit.

#3 – Your age is an advantage. That is why the majority of leadership roles require more years of experience. The more you experience, the more you learn, the less trial and error you will use, AND the more time and money you will save. To put it simply, as long as you are still sharp, you will avoid making mistakes. This is valuable to any company, and if you’re trying to minimize your age, you’ll inhibit your ability to promote this tremendous value.

#4 – It’s in your best interest to avoid the employers whose culture allows age bias. An allowance such as this is most likely indicative of many other systemic issues. If you solve these problems, then the interview will look a lot more like you consulting to them, but you would have to be an NLP (Neuro-Linguistic Programming) master to have built the kind of rapport necessary in the interview process to show them the error of their ways and gain their buy-in to change it. If you don’t solve these problems, don’t you think it’s best to just avoid them?

Some people feel very confident that if they could get past the first screen, which would otherwise exclude them because of their age, they could convince the interviewer to give them the offer. You do you, I say. If you’re really that awesome and convincing, go for it. And, if you find over time it’s not working, try it the other way – being transparent from the get-go.

If you don’t feel as confident, decide now if you want to spend your time trying to change people’s mind about age or if you want to target companies that already value what age brings the table. Pending you have a strong brand and campaign, you will land faster and experience less frustration if you are outright about your age because you will only be spending time with employers who don’t care about age.

However, if you feel it’s important to shift the paradigm, expect that it will take extra time to educate people and be prepared for frustration when some minds don’t change. Because you will be facing a less receptive, perhaps even hostile audience, you also need to put in 4x as much effort and time to generate double the interview activity, as your “closing rate” goes down.

I don’t have any actual numbers, because people don’t openly admit to discriminating based on age, but from my experience as a recruiter, hiring managers choose one candidate over another based on a myriad of other reasons. Rarely would I suspect that there was age discrimination. Sometimes I was given feedback that I was prohibited to relay to the candidate, and just had to tell them that the client chose someone else. Often the reasons were a mystery. I recall many times a candidate was chosen because of an internal relationship, or a common interest, or just really hit it off with someone. Age discrimination and bias happen, but not as frequently as you would think.

You are most likely finding it harder to leave a job because the more experienced you get, there are statistically fewer positions toward the top. Also, if you were using a way to look for a job that worked many years ago and wondering why it’s not working now, it’s not your age. What used to work years ago doesn’t work as well now and as you gain more experience, certain activities are just less effective. You have to be more strategic and less tactical.

And, even though if you look at an organization chart as a triangle, you can see that there are fewer positions at the top. That doesn’t mean you have fewer chances to land that job. Your chances of landing a job actually have little to do with the amount of opportunity available and much more to do with your ability to be competitive for those roles.

Brand yourself as someone wise but in touch, someone who can elevate standards of the workforce around them, and someone who will set the company up for success by helping them avoid costly mistakes.

Some companies have learned the hard way that hiring less expensive talent can lead to MASSIVE costs downstream. If they have learned, they are now seeking and willing to pay for experienced talent. If they haven’t learned, they’re dying, and you don’t want to go down with them.

With technology evolving at breakneck speed, you’ll have to demonstrate that you can keep up, that you are agile enough to pivot on a dime, literally, but also maybe physically.

This actually touches on a different kind of illegal discrimination – health. Sick workers cost companies money. Recruiters and hiring managers are not really supposed to be privy to any medical information throughout the interview process. However, if you show signs of illness or, let’s just say not wellness, then there could be bias against you.

As wrong as that is, fighting against this bias can become a full-time job, and one that has no guarantee of income. It can be a futile waste of energy that is probably better spent on your well-being and peace of mind.

By keeping yourself in as good a shape as possible, you’re not only projecting health, but you project that you value yourself. Why would anybody else value you, if you don’t?

There are some things that we are genetically predisposed to have and accidents happen that can leave us disabled, but there are things within our control that we can do.

We can get enough sleep. We can quit bad habits like smoking or eating junk food, and we can eat more vegetables and exercise regularly. (Hypnosis is highly effective for this! Book here!)

Now we also know that our brain has plasticity, meaning it can still develop and re-develop, so we can also keep our brains sharp with the right nutrients and activities. Dr. Daniel Amen has some great education on this. You may have also heard of the mobile game Lumosity, which is designed to help keep cognitively fit. Even just playing chess, dancing, and doing crosswords have been proven to do this.

Sensitivity to and anticipation of age discrimination is often a greater detriment than age itself. It keeps you in a victim mode versus an empowered mode. You will project less confidence in your interviews. You may even be a bit more defensive or over-compensate by being overly energized.

Yes, age discrimination does happen, but it’s most likely not the reason you are finding it more difficult to land AND you can overcome it in less time (weekly and overall) with effective branding and campaigning. There are 3 spots left in April if you want one-on-one help in this area. You can book a free consultation here. If you prefer the support of a group setting or you have a small budget for this type of assistance, a live 6-week group coaching session will start in late April. The first module is FREE and you can watch it here.

 

Don’t let anyone keep you from contributing to your brilliance. I will help you take control, shine your brightest, and continue realizing your potential.

Fleetwood Mac – Landslide

i do not own this song, no copyright infringement intended Lyrics: I took my love, I took it down Climbed a mountain and I turned around And I saw my reflection in the snow covered hills ‘Til the landslide brought it down Oh, mirror in the sky What is love?

Intend to Land Before the Holidays Hit? What You Should Be Doing Right Now!

Holidays by Jim Lukach of Flickr

 

I am in as much denial as you that it is August already! My nieces and nephew in Georgia had their first day of school today and one of my Midwest clients’ kids went back two weeks ago.

Time keeps on slipping, slipping, slipping into the future.

Your brain, like mine, may simply refuse to acknowledge that the holidays will be here before you know it, but it is true.  There is always so much to do.

“I’ll just wait until school starts and we will settle into our new routine before I think about my job search.”

But then, the school year starts, and papers, to-dos, and events start to mount up.  The kids go back to their activities and you realize that things don’t settle down – ever!

As much as I admire my students for realizing so young the value of hands-on experience through Drexel University’s world-renowned co-op program, year-round 10-week terms demand a lot of their focus and energy. I wonder how they do it. Then, on top of that they have to pass my 1-credit, but very writing-intensive Career Management class in order to graduate. I can see how some of them may have complaints about the added demand, especially when some of them have landed jobs already.

However, the point can be made that as much as their education and lives demand of them right now, it is likely not going to get easier. Forming good habits by making time for professional development now will prove to exponentially impact their career and income trajectory throughout their future.

My clients already get that; they are the go-getters, the game changers, the disruptors, the thought leaders who invest time and money in increasing their visibility, reach, and impact. They are always looking ahead.

September is traditionally the second busiest hiring month. This is due to new job creation and companies needing to give one last push to end the year with maximum profit.

According to the BLS.gov, job creation was increasing more going into this summer than it had been in 15 years, but September offers the chance to re-invigorate summertime efforts to fill positions that proved challenging because of numerous stakeholder vacation plans.

If you want to get in the mix, you have to be already prepared to strike with a branded résumé and LinkedIn profile that enable you to compete, not just qualify.

Of course, this is true for new jobs, too, but the hiring process may still take several weeks to months, depending on the level and process.

That’s why, if we are being realistic…

The time to start preparing for a change in jobs before the holidays is now.

Here is how you start:

Step 1:

The first step for everyone is Career Discovery, which is an evaluation of what you want to keep and what you want to leave behind, and what you want in your future. This goes for your role, your level of responsibility and impact, your ideal boss, your ideal culture, your ideal income growth, and your overall ideal situation as it contributes to your desired lifestyle.

Yes, shoot for ideal first. You can always test the viability of the ideal and add a step or two if it is not obtainable now, but think far ahead before you plan your next step.

Step 2:

Consider and research what qualifications are needed to obtain the ideal based on those who have come before you. Do some self-reflection, take some assessments, or engage a coach who can help you identify how your natural and acquired abilities lend themselves to such a path.

Step 3:

Craft a brand that promotes your unique value in relation to the pains, challenges, and initiatives of your ideal target.

Step 4:

Compose a résumé and LinkedIn profile that tell a compelling story, but that are native to the media. In other words, have a résumé that takes all your special knowledge, skills, experience, and talents and puts them concisely into hard business terms that demonstrate that you are someone who adds tremendous value and fits the organization’s culture. Have a LinkedIn profile that compliments the story, but sounds like you and allows your personality and passion to come through without sounding trite and cliché.

These are the minimum steps you will want to take in August if you want to land by the holidays.

Sound daunting?  Is it too much to handle?

Nah. You can handle it, but you do not have to handle it alone.

If you think it would be beneficial to invest ($900 – $2000) in an expert partner to help you navigate this process, take advantage of a free 40-minute consultation by completing and sending a needs assessment form and your most recent résumé, even if it is incomplete or not updated.

 

If the investment is beyond your budget, we understand, and have DIY solutions so that you can still take advantage of my expert advice on the branding process and use tools that help you create your own branded content.

 

Celebrating 11 Years

Thank You by Andrew Bowden of Flickr

Ten years is usually the big milestone, and it was, but 11 is my lucky number and the year that I had been most excited to reach – a second decade in business to celebrate.

Rather, what is more worthy of celebration are the people I have met, engaged, helped, supported and been supported by. Also, the challenges I have overcome and the self-limiting beliefs that I have busted are worthy of celebrating.

I was very busy with business, grading, and preparing for my first destination girls’ trip (a celebration of the year my high school friends and I turn 40) on my anniversary, that I forgot to acknowledge it on the actual day, June 1st, prior to leaving.

But I arrived before my friends in Hilton Head, SC, and as I lie in a lounge chair over looking palm trees and the warm, gentle, loving ocean, I was overwhelmed with gratitude.

  • I had hardly enough time to pack or sleep because my clients, mentors, and partners have been referring so many leads to me, and because now more clients engage me to work one-on-one with them throughout their campaign, a much larger investment, and more prospective clients are asking to speak with references.
  • I am so grateful for the myriad of former clients who are thrilled to share their story and genuinely want more people to have a happy ending/new beginning just like them.
  • I am grateful that I can spend money on a jaunt without worry that the well will run dry and I will soon regret spending that money, both because I have a full pipeline and because I have busted the belief that I am un-deserving, that the world is a place of cruel limits and lack, and that just when things are finally going well, tragedy will strike.

These beliefs kept me from fully spreading my wings, and while my wings are still not as fully expansive as they can become, they are FAR wider than ever before.

  • I trust in God and the Universe.
  • I know that I am deserving of success, happiness and wealth, and the world is abundant in resources and possibility, as long as I am resourceful and open to possibility.

My 40s and this second decade of business are looking to be my most exciting and adventurous years yet, and I have had quite an exciting and adventurous life so far. But, again, it is not about the years, it is about the people.

  • I first have to thank my husband, without whom I could not have been able to stay in business this long, and most definitely would not have been able to be home with my daughters.
  • I want to thank my parents. Even though I probably would have started a business without their blessing, I was both surprised and relieved to gain their support from the beginning through now.
  • Thank you my former BNI referral partners with whom I still keep in touch and some who still refer clients eight years later. You helped me hone my public speaking and networking skills, and supported my business during the most critical time in a business’s life and at a time when it was critical for me to have a strong business as I ventured into motherhood.
  • Thank you to the hundreds of LinkedIn Workshop for Jobseekers attendees. It was your feedback that enabled me to develop a much stronger curriculum.
  • Thank you to the people in the dozens of organizations who engaged me to speak. I found a new passion in public speaking and, now that my kids are older, see this as a primary platform going forward.
  • Thank you to my first clients who took a chance on a young, but ambitious and knowledgeable résumé writer and career coach who probably seemed like a baby to you.
  • Thank you to the clients who gave me a shot as a work-at-home mom. I was so scared of being perceived as unreliable that I was uber stressed all the time about keeping a regular schedule with my babies. I did not have a lot of time to work one-on-one with clients as I breastfed every three hours for 45 minutes. Though I was more diligent than ever with my schedule, if ever there was a snafu (baby won’t nap, explosive diaper incidents, illness, etc.) you were more patient and understanding than I could have imagined. Your patronage was so appreciated. You kept my business going.
  • Thank you to the clients who helped me test and launch new products and services. Helping you overcome your challenges was a reason to develop solutions that would help so many more.
  • Thank you to my interns and assistants. My management and mentoring experience before I started my business was minimal, but while I created new opportunities for you to grow, you also gave me the opportunity to see what kind of contributor I could be.
  • To my virtual experimental teams, who allowed me to test out new tools and processes while we learned along side each other, we may not have had the outcome we intended, but I can say that a lot was learned, and none of us were afraid to fail. For that we should be proud and I thank you. I will try again with new insights that will help future teams achieve more success.
  • To my former mastermind community, thank you for the virtually magic synchronicity that was created. Again, we may not have created a permanent group, but the momentum gained during that time had a permanent, compounding effect on my business. Thank you.
  • Thank you to all my clients who were willing to be vulnerable and honest with me, and trusted that I had your back and would be compassionate in my stand for your optimal outcome. You should be so proud of how you expanded your comfort zones, increased your life skill level and confidence, and grew empowered to create a future that makes the life you want possible. You ROCK in a very EPIC way.
  • To all the vendors who have helped me with marketing, graphic design, editing, transcription, sales funnels, and more, thank you.
  • A HUGE thanks to my current assistant, Angela, who has been with me two years supporting the most growth the business has ever experienced. Without your efforts, I could never have focused my time and attention on what really mattered, our clients and major strategic initiatives.
  • Of course, I thank my kids. To be honest, they seemed like an impediment to business a lot of the time. This might sound awful, but I used to feel immense pressure to compete with emerging coaches who had no tethers and could attend all the cool events and who started to “take” all the great speaking engagements. It took a while to grow in my own confidence, to see that I am a uniquely gifted coach, that my audience was not being “taken” by someone else, and that I am a FORCE of nature. That last one is something I learned from my kids, from overcoming the challenges that parenthood presented while conquering product development, plus business development, plus client delivery. I can now instill in other moms that it CAN be done.

 

Pay Attention: 7-Day Challenge to Find Out Who is REALLY in Control of Your Career Decisions

Control by Faramarz Hashemi of Flickr

 

The simple answer is that you are in control of your career decisions, but it does not always feel like that.

You may be one of the people who feel stuck where you are, with little time to tend to a job search, and feel like you are victim to someone else’s whims, waiting and hoping to be identified as a good catch. You feel as though you are not in control because other people you do not know on the other side of a computer screen appear to have power over whether you get the call back or make the cut.

Or, you may not even realize that you are in control, but you are in your own way. You may feel as though there are limits to your success imposed by invisible forces, long-established systems, or other people. Essentially, you stop yourself before you even try. YOU surrender your power, viewing attempts at changing your life as futile. This is harder to recognize, because the thoughts are automatic, based on deep beliefs formed long ago.

Amazingly, not everyone has experienced this. I have interviewed over two dozen people who have achieved EPIC career success for the Epic Career Tales podcast and have found that many of them grew up with few doubts about their success, and a lot of support to follow their dreams. If you are among this crew, it would be challenging to empathize with people who do not just make the changes they need to make in order to achieve happiness, wealth, a better schedule, etc.

This is where I feel most divisions occur. It isn’t easy to walk in someone else’s shoes. It is nearly impossible to say with any degree of accuracy what we would do if we found ourselves mentally bound by our own self-limiting beliefs.

Did you know that if you put chains on an elephant, limiting its mobility, even after the chains are removed that elephant will remain within the limits of the chain anyway? This is proven by circus trainers, who eventually replace metal stakes with wooden pegs. Coincidentally, once the elephant grows big enough and strong enough to rip the tether from the ground, it never even tries, so the metal chains and stakes are overkill.

Last week, LinkedIn founder and CEO Jeff Weiner posted this message, “It’s not so much that people can’t change; they’d prefer not to (change is hard) and we’re rarely in circumstances where it’s truly required.”

It generated quite a bit of quality engagement on the subject of change.

This was my reply:

“The brain actually sabotages most efforts to change, sending our body stress signals to warn of us of ‘danger.’ We have to override it. If you really want to change, create a discipline of recognizing these signals and overriding them. Mel Robbins and John Assaraf are good resources to learn more about the neuroscience around change, and Gretchen Rubin has shared some great insights on habits in Better Than Before.”

If you just said to yourself, “Who’s ‘we?’ Speak for yourself. Change is absolutely required! I need change NOW, thank you very much!”

Then I am giving you an assignment that takes less than five minutes, so that you can test to see why change hasn’t happened yet – is it some awesome force, be it human, systemic, or supernatural, beyond your own power, or is it a belief formed long ago that you have accepted as truth, when it is really a brule (bullshit rule, a la Vishen Lakhiani)?

Your assignment is to take 17 seconds every day for the next week to visualize yourself in the perfect job. I mean PERFECT. DO NOT impose any “reality” on this job. The visualization is just part of the assignment, though. The more critical component of this assignment is to be mindful of your thoughts. Even with just 17 seconds your brain, running on autopilot, will have plenty of time to kick in and start talking to you. Open up a journal and spend two minutes writing down the thoughts you recognized.

Then, spend another two minutes assessing if these thoughts are based on beliefs, and if these beliefs are true. If they are true, then they would essentially have to be true for everyone. If they are not, then they are not true.

These beliefs produce thoughts at every decision point that you may find sabotage you from creating meaningful change in your life, but you take their power away once you recognize them.

A few weeks ago I shared a post, Pro Hacks to Get In Front of Your Future Boss, and made a short list of some of the thoughts that can occur as you have to decide how proactive and assertive you are going to be, which are critical ingredients to landing what you want:

“I don’t want to bother anyone.”

“I don’t have time for that; I need a J-O-B!”

“They’re not going to like me.”

“What if I fail?”

“What if I embarrass myself?”

While you can take their power away by recognizing them, eliminating them is the trickier part. They have been running on automatic for a very long time. Look for an upcoming post on different methods to overriding self-limiting beliefs.

 

In the meantime, please share any revelations resulting from this very short, very do-able assignment.

 

5 Problems with Teaching People How to Fish

Fishing by Christopher Irwin of Flickr

 

As the new administration decides where to make cuts and where to allocate funding, heated debates continue on both sides of the political spectrum. Don’t worry, as usual, this post is not political. (I personally find that many of the issues that need a resolution would be better served if politics were left out of those said issues.) I am much more interested in co-creating meaningful solutions to significant problems than I am finding more ways to separate myself from my fellow citizens.

The intention of this post is to open a discussion on what is a popular approach to alleviating many of society’s woes, teaching people to fish.

I do not mean literally. Though, I know from watching all the shows about Alaska and people living off of the grid that survival literally means catching fish for some. I am talking about proverbial fish, your ability to take care yourself and your family.

I really do not want to discuss whether people need government handouts, whether they abuse them, and who loses when that happens.  Let’s just focus on the real challenges and viable solutions to helping people become self-reliant and empowered in their own survival, and then we can eventually move on to happiness.

Someone in my Facebook community was pleading with people to stop complaining about this healthcare issue, and to just go get a better job that pays better benefits.

Raise your hand if you think this is so easy. (I imagine many, if not most, hands raised.)

Raise your hand if you happen to love your work, feel you have found your calling, and can now not imagine doing anything else. (I imagine very few hands are raised, but those that are belong to people who would be doing a disservice to the world to get a new job simply because it has better benefits.)

 

So, that’s challenge #1 with teaching people to fish: The fish are small

Some people have careers that just are not associated with great benefits and high paychecks, like social service and teaching.  These people know how to fish in that they have jobs, their jobs are necessary, and for the most part they work hard in spite of not being paid as well as other equally valuable professions.

 

Possible self-managed solution: Supplemental income, aka the “side hustle” 

Yes, this would require people to invest time outside of their already full-time jobs.  This means potentially they would have to take time away from their families. If these income-producing activities, however, were related to interests, hobbies, or causes that were already important to them, carving out time would feel less like a sacrifice and more like an investment. Then it is really just a matter of making sure that these activities actually produce income, which usually means finding the right teacher and/or system.

Some, but not all of these activities may require an upfront investment.  Examples include home-based administrative services, real estate investing (bird-dogging and wholesaling require no up front money, and where I live there is an organization that has monthly meetings where you can get educated and find a mentor for FREE!), fitness coach, selling crafts, beauty products, clothes, hand bags, wine, and most anything else you can imagine.

I have walked this walk, and can tell you that while many of these opportunities preach being able to make a good amount in a little bit of time, it takes a significant investment of time to get your systems up and running, and investing money in tools or training can accelerate the income production lifecycle, but it is not necessary.

 

Challenge #2: No proximity to water (jobs)

With the evolution from an industrial age to an information age, some professions will die, and if the hubs of those professions do not move into the new age swiftly enough, large employers fail to create new jobs for people dependent on those jobs.

 

Possible self-managed solution: Online training and remote work

In many counties in many states there are programs that will fully or partially cover training for people who qualify. Qualifying usually just means that you have a basic level of intelligence and aptitude to learn the new skills and that you are willing to fill out paper work, attend meetings, and find or pick the appropriate institution.

What if the government cuts these programs? We are lucky enough to live in the age of crowdfunding. I have walked this walk, too. I raised $5K to build a prototype for a job search mobile game. 25 people in my inner circle and 51 complete strangers helped me fund this project. It took a concerted effort, but I was truly humbled and very pleasantly surprised by the outpouring of support.

As long as there is a need for that skill, be it a trade or a professional skill, then the challenge that potentially remains is the next one.

 

Challenge #3: Inefficient tools or inability to understand how to make or use tools

There is a reason I’ve been business for over ten years, and for that same reason my mentors have been doing this twice as long. Not everyone is an effective writer, and even if you are an effective writer, when the subject matter is yourself, it is very challenging to understand how you could make yourself look good to the people who you feel have your fate in their hands.  Furthermore, résumés have a lot of rules and are meant to be very concise. Writing using short business speak is a whole different skill set compared to writing long form for comprehension. What separates the best résumé writers in the world from the rest is the ability to concisely, clearly, and powerfully convey what makes a person unique – the softer qualities, but in hard business terms.

 

Possible self-managed solution: Self-teaching

Assuming you do not have the resources to invest in engaging a professional like myself who can create master-crafted tools for you, which will run you up to four figures if you include a LinkedIn profile, there are plenty of resources out there that will teach you how to craft your own branded content. We have the best: https://epiccareering.com/diy-content-builder/

There are plenty of FREE guides, as well, but I can only stand behind my own. Yes, YouTube is a great free DIY resource, just be wary of the advice you take. You can trust our channel, which has had over 45,000 views and is chock full of free trainings on cover letters, networking, résumés, and more. We also have some great motivational playlists.

 

Challenge #4: Knowing locations, times of day, the right bait, which fish are edible, how to clean, cook, store, etc.

Having effective tools like branded résumés and LinkedIn profiles are great, if they are seen, but the statistics are against being able to be found, seen and considered when you apply for jobs online. That leaves a big “what then?” question. Then, once you are being considered by a company, you have to know how to keep yourself at the front of a pack you cannot even see to secure an offer, and then negotiate an offer that works with your lifestyle so that you can actually sustain your life.

 

Possible self-managed solution: The Dream Job Breakthrough System

You can actually get the DIY tools above PLUS training in the activities that get the best results, forming good habits around those activities, interviewing to get the offer, and negotiating the optimal offer as a partner to your employer, PLUS many other bonuses by investing just $151 more. If that is still outside of your means, our previous posts below do not give you all of our tricks and tips, but they should give you some really great techniques to get your JoMo (Job Momentum) kickstarted. Feel free to explore the 140+ LinkedIn posts and blog posts available on a wide range of subjects.

Plans A Through D for Getting Noticed by Employers

Pro Hacks to Get In Front of Your Future Boss

2 Common Networking Mistakes and a Formula to Train Your Network to Be a Job Lead Generation Army

 

Challenge #5: They’ve been taught it’s too hard and they are no good at it

We have written many blog posts about how fundamental beliefs can go completely unnoticed as they make decisions for us that limit our future. I agree with Marisa Peer’s assertion that the major reason and cause of suffering worldwide is actually the easy to form, hard to break (without hypnosis) belief that you are not enough. Additionally, our meaning-making brains translate criticism very harshly. We can absolutely be our own worst enemy.

If you cannot relate, then it would be hard for you to understand how the effort to change can seem futile, as though destiny shunned you and you are bound to fail, not matter what, so why try. You are lucky that you do not have to contend with such self-deprecating thoughts.

Positive thinking has failed many people who have tried. That is because the thoughts are just a symptom of a belief system that can be reversed, but not without tricks and a regimen.

I continue to unravel a lifetime of self-limiting beliefs, so that I can allow myself to accept a better position in life. It has taken many teachers, tools, and tricks. It has meant constantly, as in several times daily, checking in on my mindfulness state, interrupting bad patterns and replacing them with better ones.

I have invested tens of thousands of dollars, and I will continue to make this investment until I stop breathing. I love learning new hacks for success and wholeness, and I love teaching them to you. I find this world fascinating, and my coaching effectiveness has evolved exponentially because of what I have discovered. However, I had to understand the science behind it before I could find a credible means of change, and that took significant time and research.

 

Possible self-managed solution: Daily personal development/self-help

Some people have claimed that hypnosis was a cure-all for them, but that does cost money, and what if it doesn’t work for you?

At least once a day, feed yourself awareness of your greater potential. First, read The Miracle Morning, as it will help you understand the benefits and overcome some of the challenges of making self-care a priority every day. I can also point you to Mel Robbins, who easily explains some of the neuroscience behind why we stop ourselves from creating meaningful change. Ultimately, your goal is to form a fundamental belief that you CAN fish. In fact, you can be a master fisherman or woman!  In my house, there is no can’t; only I don’t know how yet.

 

Most of these solutions require a person to make an additional investment of time/money. The reality is for some that there is no additional time and there is no additional money. For some, it is just really challenging to shift priorities and they do not see the way out yet, but I have had clients working 80+ hours with kids at home who some weeks did not have ANY extra to give. They were educated, smart, and being taking for granted and underpaid for their work. For this, I wish there were an organization that could put a company on a public probation of sorts. If the government was to interfere by imposing sanctions on executive pay, I wish there were a way to raise awareness without repercussions for workers and then a way to apply social pressure to change the systems and policies that allow talented, hard-working people to be psychologically abused and trapped.

I am very interested in hearing your challenges and solutions. Please share them with us.