Why Not Use Unconventional Wisdom to Halt Competition

Why Not Use Unconventional Wisdom to Halt Competition Sometimes I have believed as many as six impossible things before breakfast.” Lewis Carroll, Through the Looking Glass I like this quote because it is full of promise and unconventional wisdom. You might ask why bother with what might be impossible. Wouldn’t it be easier to go after what is possible, known and familiar? Easier, maybe. Fruitful, rarely. So here are three ways that you can create an in-the-person moment to greet the exceptional opportunity waiting to happen! Be vigilant: This is being “more than” just prepared. Do you know how to create an emotional take-away for your reader and/or listener? When an opportunity beckons, how will you sift “what can be” from “what is” and “what could go wrong?” Consider: What are you the go-to person for? List topics, ideas, inspirations and initiatives that you can claim. The talent you have and can easily share matters to someone. Do you know who that might be? Are you a step ahead in thought leadership in your field? Have you created a trail of noteworthy questions, extraordinary answers and buzz-worthy dialogues? Be bold: Authenticity matters; show a little personality. How else will you be likeable and approachable? Be “more than” proactive about reaching out, follow-through and seeking out opportunities. Give people a reason to pursue you, become curious about you and want to introduce you to others: After a spectacular interview, write to someone within the senior leadership team, commenting on your experience and to share your excitement about a culture fit. It works! Ramp up all your conversations and follow-up with research â€"yes, having a tiny bit of geek in you does work wonders. Share an article, comment on a trend, shine light on someone or present a solution. Pick one or try all. The idea is to be credible, be visible and be exceptional, in each interaction. Be unstoppable: Do it anyhow and push through naysayers. Create enthusiasm with your words and actions. Be “more than” your competition. Challenge convention fearlessly by: Being clear about your message â€" how does what you do add spectacular value, each and every time? Become the brand people love to talk about, follow and invite into conversations. Trying something different you have never tried before in your search. For example, dress up and show up â€" to drop off your portfolio in person, pick up literature from the organization or introduce yourself to the administrative assistant who might introduce you to a potential colleague. Ideas exist so that we can try them. While it is true that not every idea will have an outstanding outcome, it is certainly true that without trying, there are NO outcomes. What are you waiting for? You are your own best friend. You are your own worst enemy. If you are to choose, why not choose the friend? RELATED:  I’d Rather Be Me NOT You… It’s the Only Way I Can Own My Success Image: Shutterstock

Internship Alternatives University of Manchester Careers Blog

Internship Alternatives University of Manchester Careers Blog Don’t worry if you’ve missed out on an internship â€" although helpful, an internship isn’t the be-all and end-all. There’s plenty alternatives. Go travelling Whether it’s Devon for a fortnight or East Asia for a year, travelling is great fun and gives you an opportunity to stand on your own two feet. A lot of organisations are interested in what kind of person you are, more so than your qualifications â€" are you a cultural fit for their business? With that in mind, travelling can be just as beneficial to a job application as an internship. Plenty opportunities abroad are paid so you don’t have to be wealthy to go away; many Asian and European countries especially look to pay students to be English teachers. Furthermore, Study China, Study India, and Global Graduates are just a handful of examples of either entirely or somewhat funded opportunities to go abroad with the University. Volunteering Like I’ve already touched on, employers nowadays want lovely people as well as well-qualified people. Having experience of volunteering will set you apart from others as it shows that you were passionate enough about a certain thing to go ahead and do it for free anyway. You can pretty much volunteer to do anything â€" whether it’s in the local community, in the arts, with the elderly, or with charities, there are plenty of opportunities. Lots of small charities look for volunteers in a range of roles: fundraising, marketing, social media, or getting involved in managing projects. Perhaps have a search for some small groups in your community which may require some assistance. Get a ‘normal’ job Go work in a bar, or a café, or in a museum, or anything! Every job can give you experience that you can use towards a career, and it installs a work ethic that employers will love. The job doesn’t always have to be directly relevant to the career you want, you just need to be able to develop your professional skills, and as an added bonus it will give you a little extra money. All

How to Be Super Productive During Your Daily Commute to Work

How to Be Super Productive During Your Daily Commute to Work That daily commute to work is usually likely to be filled with yawning and trying to get out of your post-wakeup state with the aim of getting ready for the busy day ahead of work, but did you know that mornings may sometimes be when we are at our most productive? Getting things done during your commute to work will not only help you start off the day in a better frame of mind, but may also be able to help you complete some of your daily tasks before you have even got into the office. The latest infographic from ProEssayWriter offers some excellent suggestions on how to be much more productive during your daily commute to work â€" from listening to empowering and inspirational podcasts to practicing mindfulness. It’s estimated that we spend an average of 10,634 hours in our lifetime commuting to and from work and the time it takes to commute per day in the UK is even rising each year â€" It’s now an average of 54 minutes. Checking your inbox and clearing out those messages you don’t need is a great example of using your commute time wisely. Deleting anything that is spam or doesn’t require action and responding or at least marking up emails that require your attention will mean that once you get to the office, you don’t have to spend the first half an hour going through your inbox and allows you to get a fresh start to the day. Another suggestion is to get your social media fix well and truly out the way before starting work. If you don’t need to use social networks as part of your job, it’s a great way of stopping yourself from wasting time later on in the day. Interact with relevant people on your Facebook and LinkedIn profiles whilst share and read up on any relevant industry news on apps like Twitter. Check out the infographic below to find some great solutions to becoming a morning person and being the most productive version of yourself you can be during your commute to work. Source: http://proessaywriter.net/how-to-be-productive-during-your-daily-commute/

Why Character and Culture Are Still A Critical Choice

Why Character and Culture Are Still A Critical Choice Long before we enter the corporate world, even before we take our first step into a childhood classroom, theres an inner guidance program running.   But were soon confronted with choices and trade-offs. For everything we choose, theres something else we didnt.   Often, the temptation is to choose the path that gives gratification most quickly.    Were laying the foundation of character and culture. Early on, the choices we make have less effect on others.   And we usually feel the consequences ourselves more than others do.   But that innocent inner child is learning about rewards and punishments for choices made, and building the framework of personal character that will be carried throughout life.   If you could reach back across time and speak to that inner child who was you, who would you want them to become?   What kind of life would you want them to live? The Path To Character and Culture That imaginary trip through time doesnt have to be a fantasy.   You can choose, now, to shift the way you do life.   To place more value on good character than on culturally established norms.   In a world that seems to have drifted into a how-low-can-you-tolerate mentality, you have a choice to take a different path.   Its a worthy effort.   Because youll take what you become into the corporate world and ripple through countless other lives as you build a culture based on good character.   Character and culture are intrinsically linked.   Your habits, your reputation, and your results will follow you.   What youve built, personally, youre likely to incorporate in your work and business life. Character In the new book Growing Influence, authors Ron Price and Stacy Ennis do an artful job of showing how much character plays a role in the influence we have.   And, whether that influence is creating results that, at the end of the day, you can be proud of.   Its all based on values, and among the values they highlight are Courage Contribution Empathy Peace If you recognize those values as something lacking in the world, or your life, pick up a copy of the book.   Written not as the typical book of this genre, its in the form of the story of a young woman and her wise and sage mentor.   It a great read, and will give you plenty to reflect on. Culture What happens to business and corporate culture when those leading have built strong personal character?   Would that change life for employees as they are thought of as more than disposable cogs in the corporate machine?   As author Karen Jaw-Madson says in Culture Your Culture, Imagine if companies turned that same focus and attention toward their employees.   What if all organizations knew and valued their employees as much as their customers? She takes an in-depth look at the process that can transform that lifelong Mr Burns corporate culture into a living, breathing entity that is energized by engagement.   The result is a triple win, for the company, the employee, and the customer.     If youre in   the midst of a corporate quagmire and seeking a way out, this book can show the path.

Are You Making These 6 Costly Hiring Process Mistakes CareerMetis.com

Are You Making These 6 Costly Hiring Process Mistakes Effective recruiting opens so many wonderful doors for your business, like nabbing that all-star candidate, minimizing wasted time, and cutting down on your average cost-per-hire. But, not everyone can execute the hiring process like a recruiter.Many hiring managers are guilty of falling into the same traps when it comes to recruiting. Could these common, yet costly, mistakes also be hindering your chance at a successful hiring process?evalMost hiring managers would agree that some of the problems plaguing the recruiting process, such as not having enough qualified candidates to choose from, are outside of their control. This is why you need to stay on top of the things you can control.Making the following six hiring mistakes can hurt your ability to create your ideal workforce, which is something no business owner wants to hear.1) Writing an Inaccurate Job DescriptionEverything in the hiring process comes back to the job description you write. The job description is the advertisemen t that explains the position, attracts candidates, and repels unqualified applicants. Writing inaccurate job description will start your hiring process off on the wrong foot.Let’s get two things straight: You don’t want anybody and everybody responding to your job posting, and you also don’t want to hear crickets.You need to write a job description that narrows down your candidate pool and entices the cream of the crop to apply. Sure, you’ll likely get quite a few applicants you’ll need to weed outâ€"but writing a thorough job ad can substantially cut back on the time you spend screening your applicant pool.So, what’s in an accurate job description? The job description should list the basics like the job title, responsibilities, and requirements. It should also go beyond these basics to describe the company culture and the type of candidate you’re looking for. Also, consider giving a salary range and information about benefits, so applicants have realistic expectations .Avoid making common job description mistakes like creating a lengthy advertisement, writing a generic description, using gender- or age-biased wording Most hiring managers take advantage of the primary sourcing platformsâ€"popular online job boards, business websites, and referrals. Although using tried and true sourcing platforms can be beneficial, continually narrowing down your sourcing options could cause you to miss out on viable candidates.If you’re looking to expand how you source candidates, try social media. Social media sourcing lets you look for both active and passive candidates, and gives you insight into a possible applicant that is relatively inexpensive or free.Once you decide you want to source candidates through social media, you must commit to it. Open accounts that can help you find ideal candidates, such as LinkedIn and niche social media sites. Stay active on your social media pages and interact with followers.Likewise, if you source exclusively through soci al media, open up your sourcing methods. Try using referrals, posting on job listing websites, or hiring a recruiter. When you incorporate new sourcing methods, track your results to monitor your new sourcing efforts.3) Asking Candidates the Wrong QuestionsevalThe interview is supposed to shed a little more light on a candidate, including their strengths and weaknesses, likes and dislikes, and experience. But if you’re like many hiring managers, your questions might only be scratching beneath the surface.Rather than asking candidates hypothetical questions that don’t necessarily reveal anything To avoid making this hiring mistake, come up with ways to minimize your time-to-hire. You can try cutting out unnecessary steps in the hiring process, staying organized, utilizing tools like an applicant tracking system, and using shorter windows of time to follow up with candidates.5) Failing to Do Your Due DiligenceAlthough you shouldn’t drag on the hiring process, you also can’t sh irk your responsibilities instead of a lightning-fast process. Before flying through the hiring process, be sure to do your due diligence by administering pre-employment tests.Failing to administer employee screenings may not be so common, as more companies have started ramping up screenings. You don’t want to be the only one making this hiring mistake, do you?Pre-employment tests can include personality and skills tests. These tests are designed to put a candidate’s words into action. That way, hiring managers can make educated decisions before extending a job offer.Additionally, pre-employment tests include background checks and drug tests. Background checks may examine a candidate’s criminal or public record, previous employment and education, and credit history. You can learn whether a candidate is honest about their past by conducting a background check.evalIf you hire a candidate before thoroughly screening them, you could end up with problems down the road. You may find that the candidate is unqualified for the position, which can lead to rapid turnover. Or, you could face more severe consequences, such as negligent hiring claims.6) Rejecting Candidates InsensitivelyGenerally, you must reject every candidate except one during the hiring process. Most hiring managers agree that turning down applicants is uncomfortable for everyone involved. But, rejecting an applicant the wrong way can further contribute to the difficult situation.Some mistakes that hiring managers make when rejecting job applicants include ignoring or ghosting candidates, sending a generic and unspecific job rejection email, or sometimes giving too much detail as to why the candidate didn’t get the job.During the hiring process, approach rejection delicately.Avoid ghosting candidatesâ€"they have a right to know whether they are moving forward in the hiring process.When you reject candidates, consider using email. According to one survey, 65% of candidates want to hear bad news v ia email. Your email shouldn’t give too much feedback as to why you are rejecting them. However, be sure to include the candidate’s name and wish them well.Although the candidate may not be right for the current position, they might be perfect for a future job opening. Maintain communication with a candidate if you feel they could be a good fit in the future.

Busting the Myth That Women Are Less Ambitious Than Men - Kathy Caprino

Busting the Myth That Women Are Less Ambitious Than Men Image by Jennifer Kumar via Flickr I’ve heard over and over in the past several years frequent reference to the idea that professional women aren’t as ambitious as men.    Disappointingly, I even heard Sheryl Sandberg, COO of Facebook (whom I deeply admire) mention this reported “lack of ambition” in women on The Charlie Rose show recently. To Mr. Rose she declared, “Until women are ambitious as men, they’re not going to achieve as much as men.”   There have been scores of articles written on the topic, including a 2004 Harvard Business Review piece, “Do Women Lack Ambition?”   As a very ambitious professional woman who supports the advancement of other ambitious women, I’m truly sick of this myth.   I can tell you, from working with and speaking to thousands of professional women in the past eight years, it’s simply not accurate.   Ambition is not the issue, and lack of ambition is NOT what holds women back.   It’s the COST of ambition â€" and the struggle women face in pursuing their ambitions that is at the heart of why we have so few women leaders today, and why women are achieving less and not reaching as high as men in corporate America. The more we support this incorrect conclusion, the more disservice we do to the advancement of women.   Again, ambition is not the problem; it’s the enormous personal sacrifice women today must make (that men do not have to) in order to reach the top that halts women in their tracks.  And it’s the reality that even when women stay on a traditional career path and do “all the right things” they are unlikely to advance as far or earn as much as their male counterparts (see Catalyst’s recent study The Myth of the Ideal Worker). Only when we address the root problem that keeps women from their professional ambitions, will we pave the way to greater progress.  The Cultural Problem with Ambition As an executive and leadership coach of hundreds of women each year, I know this:  Women do indeed start out their careers with similar levels as men of wanting to be the best and the brightest in their fields.   However, research studies that claim to examine women’s “ambition” as a term and a concept won’t reflect that, because of the complicated nuances and connotations of the word “ambition.”   A recent study from the Center for Work-Life Policy showed that at the start of their careers, 47% of young women claim to be “very ambitious” vs. 62% of young men.  So we see a difference in self-reported “ambition levels” here even at the beginning of their careers.   I hear from professional women each day that the term “ambitious” has negative connotations for them.   Women shy away from using this term or claiming (or appearing) to be ambitious.   They want to reach the top, but are reluctant to describe themselves as ambitious because they fear it will make them appear arrogant, power-hungry, self-absorbed, with a “win at all costs” mentality.   Unfortunately, their fears are well-founded.   Success and likability are positively correlated in men, and negatively correlated in women (see Sheryl Sandberg’s TEDTALK on why we have so few women leaders and the Heidi vs. Howard Roizen study at Columbia University).   Women must worry about how ambition “looks” because appearing ambitious negatively impacts their success.   Men do not face this challenge.   On the contrary, it is culturally expected and honored for men pursue their highest goals and do what they can to reach their highest success. But if we were to conduct solid, well-constructed research around the behaviors that make up “ambition” mastery of a skill and desiring outward recognition for that mastery â€" we would see that an equal number of professional men and women start out their careers wanting to reach their highest potential and wanting recognition for their achievements. What Gets in the Way of “Ambition” for Women As women age, a bigger problem around “ambition” emerges.   In corporate America today, pursuing ambitious goals and outcomes presents deeply challenging choices and personal sacrifices for women that it does not yet generate for men.   Many more women have to sacrifice marriage and children in order to become top leaders, while men do not. Per a 2010 study of the Center for Work-Life Policy, only 32% of women vs. 47% of men over 40 self-report to be “very ambitious.”   Why? Because the personal and family sacrifices are too great for women to remain on their most ambitious track.   The CWLP study showed that a full 41% of women who actually make it to the executive suite arrive without an intimate partner, and 40% arrive without children.   In a recent New York Times article A C.E.O.’s Support a ka Husband, the author cites a new study “The New C.E.Os,” that looks at women and minorities who are chief executives.   The study reveals that of the 28 women C.E.O’s of Fortune 500 companies, only eighteen had children. That’s a far lower rate than the 87 percent of married women in the population at large who have children of their own, according to Census data. The NYT article states: “Statistics suggest that aspirants to America’s top corporate jobs had better have a spouse, partner or someone else willing to be devoted to the aspirant’s career. “How do you compete without a spouse? Basically, you can’t,” Richard Zweigenhaft said. Mr. Zweigenhaft is professor of psychology at Guilford College in North Carolina and the co-author (with G. William Domhoff) of “The New C.E.Os.” My research bears this out as well.   Unless women have a solid support network at home, rising to the top is riddled with insurmountable challenges. What needs to change for women’s ambitions to be achievable? Women have made far more headway in the workplace than at home.   Women are still judged harshly and even “hated” when viewed as aggressive or highly successful in the workplace.   And the pressure is still enormous on men to succeed at all costs.   Only when our rigid gender roles shift allowing both women and men to honor their authentic choices and longings will we see a change in our current professional and leadership dynamic.   Women will surpass their current rate of 16% in senior corporate leadership in the U.S. only when:   Our society stops putting men down for supporting their wives’ professional ascension (and staying home to care for their children if they choose)    Women stop shying away from raising their hands for the most advancement-oriented and ambitious projects, goals and endeavors that will advance their careers    Women grow more comfortable displaying behavioral and emotional characteristics of ambition    Society grows more comfortable with highly successful women    Both men and women shake off the rigid gender role limitations in place today    Women stop having to pay a price of success in terms of being less accepted, liked, and supported, and having to sacrifice their family and personal lives    Employers start listening to the facts about the current obstacles impeding women’s success, and take powerful, positive action to revise their work cultures    And finally, both men and women gain more courage to do what it takes to live and work as they want to.   In the end, how can professional women reach the highest levels of corporate leadership?   Stay in the workforce.   Stay true to both your personal and professional goals, and find a way to balance what you need and want most.   Don’t buy into the myth that you’re not as ambitious as your male colleagues.   You are.   If you want to be the best in your field, commit to finding a way to honor what you care about most in your personal and professional life.   If it’s not possible in your current work situation, find another that will support your advancement. Make it happen.   And ask your employer for effective leadership and executive support and training that will change your existing work culture, and modify how you and others think about women, men and ambition.   It’s up to you. What’s your biggest obstacle standing in the way of your ambition, and what are you doing about it?

Review of Next-Day Job Interview -

Review of Next-Day Job Interview - I would be the last one to suggest you leave your interview preparation to the last minute. So, I hesitated when I saw the title of this book and its subhead: Prepare tonight and get the job tomorrow. HmmMaybe not a good idea to suggest this tact to job seekers? In fact, the authors note that, ideally, you will spend a week or two preparing for an interview. However, I like the gist of the book you dont need to memorize pat answers to questions in order to get the job. This is something I absolutely agree with, so I thought it would be worth reviewing Michael Farr and Dick Gaithers Next-Day Job Interview for my readers. I was not disappointed! Even reading the introduction can help job seekers dramatically improve their readiness for an interview. Questions such as: Can you talk the talk of the industry, using buzzwords, jargon and acronyms that are common to the industry? and Can you identify three prominent employment-related successes or achievements youve had and talk about your role in them? These are two of the key, important elements of interviewing that I teach my clients. The book continues by describing various interview formats. Its important to be prepared to handle all different circumstances and types of questions, so this section is a great help. Self-analysis (knowing what you have to offer and how it relates to your targeted job) is another crucial aspect of interviewing well, and the book helps walk the reader through identifying his or her skills, as well as outlines important skills that most employers seek, such as the ability to learn, communication and writing skills and others. This in-depth book also offers four different approaches to the all important question, Tell me about yourself? (Skills based, personal history, defined focus and returning the question. The descriptions include impressive suggestions and tips to think about how to respond to this make or break question. Next-Day Job Interview is a very thorough, well designed book to assist the job seeker in mastering the all important interview stage. However, I really think the title is a bit of a misnomer, as I have yet to meet   job seeker who can really take full advantage of this terrific information in less than several weeks without a coach. So, my advice? Get this book NOW before you are preparing for a specific interview use the tips and tricks and you will be way ahead of the game when you get the call for an interview tomorrow. Win a copy of this book! Just comment on one of my blogs regarding the review. Enter at all of my posts for a better chance at the random drawing: GreatPlaceJobs Secrets of the Job Hunt Examiner Sometimes, it pays to   hire a coach to help you prepare for an interview! Need some help getting your job search jump started? Not sure you can put all of the great tools at your disposal to good use? Need a great resume? Learn how I can help you propel your job hunt forward. In Atlanta? GA is expecting 10.7% unemployment. Get ahead of the game so you will be prepared to search for your next opportunity with local job search interventions: http://youneedajob.org/.