Networking doesn't have to be daunting! Discover how to seamlessly weave networking into your everyday life, from book clubs to sports events. Learn the importance of initiating conversations in familiar spaces and leveraging social media to connect with like-minded individuals. Regularly checking in with existing contacts can keep relationships fresh and beneficial. Embrace networking as a continuous practice, not just a job-search tool, to unlock your career potential!

Discover the unique challenges of searching for remote jobs in a competitive landscape. With remote job postings dwindling, the importance of effective networking and resume optimization is emphasized. Learn how to leverage job boards like LinkedIn and Indeed, while also utilizing advanced search filters. The podcast also urges seeking clarification from HR on remote work options before applying, ensuring a smart job search strategy. Get ready to navigate the remote job market with practical tips and insights!

Bruce Tulgan, Founder of RainmakerThinking, shares invaluable insights on feedback dynamics between managers and employees. He reveals that 70% of job losses stem from poor manager interactions. Tulgan advocates for proactive coaching over punitive measures and emphasizes the significance of respectful communication, especially when addressing sensitive topics like professional appearance. He also discusses the importance of understanding diverse working styles and highlights best practices for delivering timely, specific feedback that fosters growth.

We’re talking about the job market and the job search for 2025 – a forecast, coupled with some how-to’s.  These seem to be universally accepted as the expectations for the 2025 job market: Cooling Down: The job market is cooling down from the post-pandemic boom. Hiring has slowed, and competition for jobs is increasing. Low rate of voluntary quits continues, but there is the possibility that it will shift back to a job seeker’s market in 2025.  Resilience: Despite the slowdown, unemployment remains low, and the economy is still relatively strong. Labor Shortages: Several industries continue to face labor shortages, particularly in low-wage and in-person roles. ·       Diverse Strategies to Address the Labor Shortage: -40% of managers plan to engage contract professionals to fill skills gaps -39% will work with a managed services provider for critical initiatives and functions. -Contract professionals -Project consultants - Managed services providers Skills Focus: The demand for skills like technology, data analysis, and healthcare will continue to grow. ·       Demand for Soft Skills: As the job market shifts, there has been a greater importance placed on soft skills. Soft skills are becoming more sought after, since 79% of leaders believe the longevity of technical skills is limited to five years or less.  ·      AI Impact: Artificial intelligence is increasingly impacting the job market, automating some tasks while creating new roles that require skills in AI and related fields. AI also changes the skills employers need, shifting demand from repetitive tasks to critical thinking and technical expertise. Focus on Upskilling and Reskilling: Workers will need to continually upgrade their skills to remain competitive in the changing job market. ·      Increased Salary Transparency: Pay transparency in job postings has more than doubled since 2020. According to Indeed Hiring Lab, more than 40% of US job postings now include employer-provided salary information. In 2025, even more job postings will list the salary range to attract qualified talent.  ·      Remote Work: Remote work options will likely continue to evolve, with many companies adopting hybrid models. According to HR Executive, 33% of U.S. employers required full-time in-office work in 2024. This number is expected to increase, but not exceed, 50% in 2025. Increased Focus on Employee Well-Being: Companies are increasingly prioritizing employee well-being, offering benefits like flexible work arrangements and mental health support. ·      Skills Over Degrees: Employers are increasingly shifting their focus from traditional credentials, like degrees, to skills-based hiring. This shift allows for a more diverse talent pool and gives candidates without degrees a chance to prove their capabilities through relevant skills.  The rise of certifications and nontraditional educational pathways has significantly influenced this shift.   What all of this means for your job search in 2025: Develop in-demand skills: Identify and develop skills that are highly sought after by employers. Invest in certifications and training from reputable organizations.  Network: Build and maintain strong professional relationships. Customize your resume and cover letter: Tailor your application materials to each specific job. Prepare for interviews: Practice your interviewing skills and research potential employers. ·      Stay Informed: Follow economic and industry updates. Staying informed enables you to anticipate changes rather than react to them. Focusing on trends in your specific industry can also help you identify skill gaps and align your expertise with future demands. This is especially important if you have been out of work for a while.  ·      Wage Expectations: Generally, wages haven’t kept up with inflation. Do your homework and set reasonable expectations for compensation.  Expect a Poor Candidate Experience: -Ghosting: Companies often fail to communicate with applicants throughout the process, leaving them feeling undervalued and frustrated.  -Lengthy Processes: Time-consuming applications and multiple rounds of interviews can deter qualified candidates.  ·      Don’t Take on Your Job Search in 2025 AloneMarketing Documents – Skills - Mindset My sources for this episode: Bureau of Labor Statistics, Meritamerica.com, insightglobal.com, roberthalf.com  Are you in the wrong job that chips away at you every day? The document and coaching programs offered by Exclusive Career Coaching will help you find a job that uses your zone of genius, recognizes your value, and pays you what you’re worth.  If you’re ready to take your job search to the next level by working with a highly experienced professional with a track record of client success, schedule a complimentary consult to learn more:  https://calendly.com/lesaedwards/zoom-meetings2

As the year wraps up, it's the perfect time to reflect on your progress and plan for the next one. Discover the powerful 'stop, start, continue, change' framework for personal and professional growth. Learn what to delegate, new habits to embrace, and what to maintain from your successes. Emphasizing incremental change, the discussion highlights how even small adjustments can lead to significant improvements. Dive into self-awareness as a tool for navigating relationships and achieving targeted goals.

In this episode, I speak with Dr. Roger Gerard, the owner of Sloan & Gerard Consulting, a private consulting practice serving executives and boards in strategic planning, operational planning, executive coaching, and management development. Roger talks about leadership’s important role in employee engagement – and why hiring for cultural fit is so important. Roger walks us through three types of employees a leader may encounter – the cynic, the apathetic, and the naysayer – and how to lead each. Roger’s 5 simple promises leaders need to make and keep sound so easy, and yet so few companies actually do this well. We also talk about what an employee can do when leadership isn’t holding up their end of the bargain, whether intentionally or unintentionally. Dr. Gerard is the author of Owning the Room: Leading with Mind, Heart and Spirit to Make Extraordinary Choices in a Demanding World and the forthcoming title, Lead With Purpose: Reignite Passion and Engagement For Professionals in Crisis. He also co-authored On the Mend: Revolutionizing Healthcare to Save Lives and Transform the Industry. To connect with Dr. Gerard please visit his website www.rogergerard.com and www.linkedin.com/in/rogerg. Are you in the wrong job that chips away at you every day? The document and coaching programs offered by Exclusive Career Coaching will help you find a job that uses your zone of genius, recognizes your value, and pays you what you’re worth.  If you’re ready to take your job search to the next level by working with a highly experienced professional with a track record of client success, schedule a complimentary consult to learn more:  https://calendly.com/lesaedwards/zoom-meetings2

Learn how to navigate the hiring maze with insights for both employers and candidates. Discover essential planning steps to clarify expectations and identify key skills needed for success. Understand the importance of effective interviewing and collaboration among team members. Explore techniques to foster better communication after interviews and ensure cultural alignment in new hires. It's a must-listen for anyone looking to improve their hiring game!

The host delves into five unique things to be thankful for, highlighting the benefits of reflection during busy times. They share insights on the importance of solo travel for personal growth, advocating for one's health needs, and how constructive feedback can steer us in the right direction. There's an emphasis on setting aside time for crucial planning and goal-setting, reminding listeners of the value in focusing on personal and professional development.

Most organizations assume people leave jobs for better pay or benefits. But the reality is that 70% of employees quit for reasons far beyond money. (Source: Gallup) Here’s where it gets interesting. When asked in exit interviews what would make employees STAY, this is what they found: 21% wanted more positive interaction with their manager 13% wanted organizational issues resolved 11% wanted a clear path for career advancement 8% wanted less negative interactions with their boss Employee retention is about much more than paychecks. It’s about culture, communication, and career growth. With this data in mind, I want to offer specific steps you can take if you are a) an employee, or b) a manager, or c) a C-suite executive dealing with retention issues.  29% wanted more positive interaction with their managerI’ve combined the 21% who wanted more positive interaction with the 8% of people who wanted fewer negative interactions with their boss, as these are two sides of the same coin. As an employee: Many employees see themselves as innocent bystanders in this issue, thinking they have no say in how their boss interacts with them.  While there is truth to that – you can’t control how your boss thinks or feels – you can facilitate more positive interactions by taking the following steps: -Think positive thoughts about your boss-Understand his or her preferences – for how to be approached, how to receive negative information, how to be kept updated -To the best of your ability, develop a personal relationship with your boss. Learn about his/her family, interests, personal goals.  I did an episode on how to improve your working relationship with your boss in episode #169: https://www.exclusivecareercoaching.com/posts/2021-03-17-169-questions-to-ask-your-manager-to-improve-your-relationship/ As a manager: It is so important that you get to know your direct reports as people with lives outside of work, and that you show understanding and flexibility to the best of your ability when life happens. Specifically: -Schedule regular 1:1s, and don’t make them just about work. -Inquire regularly about things you know staff members are doing outside of work, such as building an addition on their home or planning a big vacation. -Celebrate successes – in a way that is inclusive. No, I’m not talking about participation prizes, but rather make sure you are celebrating the variety of ways in which your team members contribute to the team’s success. As a C-suite executive: You are the culture-setter for the organization, so be sure you are walking the talk. Your direct reports will be much more likely to develop personal relationships with their direct reports if you model the same.  This is also something you can hire for – ask questions during the interview of senior leadership about their ability to develop mutually beneficial relationships with their direct reports. Avoid, at all costs, hiring people who see their team members as automatons who have no personal lives – or who shouldn’t.  Do the same as the managers: 1:1s, inquire about your people’s personal lives, and celebrate successes.   13% wanted organizational issues resolvedAs an employee: As a ground-level employee, you may be in the best position to bring such organizational issues to your boss’ attention.  -Be specific – don’t expect your boss to take your concerns seriously, or be able to do anything about them, if he or she doesn’t really understand the problem. -Follow up – if nothing is done after an appropriate amount of time (which depends on how big the issue is and possibly other factors), follow up with your boss in a respectful and professional manner.  -Show gratitude – once change is made, let your boss know how grateful you are in a way that is appropriate for the amount of effort it required.  As a manager: The problems will likely be coming to you, and your willingness to hear them out and do something about them can make or break your reputation as a leader. -Actively see input. Don’t just listen when they come to you – invite them to tell you what they would change if they could.  -Don’t get defensive. The best way to shut your employees up is to argue with them about what they see as a problem. Listen, don’t interrupt, ask questions, and keep the employee appraised of progress toward the solution.  -Reward. Whether the company supports this or you do it on your own, provide a gift card, ½ day off, or something else appropriate to the magnitude of the suggestion. As a C-suite executive: Again – you are the culture-setter and creating a culture where team members are encouraged and rewarded for solving problems is a huge benefit for employee retention, engagement, and productivity.  -Create a suggestion system. You don’t have to do this yourself, but rather assign a key member of senior leadership to take the reigns on a suggestion system. Be sure they map out the end-to-end process – and do your best to shoot holes in it so they can make it better. -Along with the suggestion system, have a team member create a reward system that can be evaluated and measured objectively. Make sure you allocate the proper funds for this – it will be money well spent.  -As part of your recruitment process, be sure your recruiters and other key staff members are speaking about your rewards system to prospective employees. Ideally, the marketing team is involved and has branded this program and effectively communicated it throughout the organization.   11% wanted a clear path for career advancementAs an employee: If this is important to you, this should be a question you ask at the interview stage. Decide whether this is a deal breaker for you, and if it is, make sure you don’t compromise on it. -Once you know what the logical next step in your career path with the organization should be, meet with your boss to inquire about the specific criteria he or she will use to determine whether you should be promoted.  -Communicate your progress towards that next role regularly with the appropriate person – and always ask if there is anything else you should be doing.  -Create CARL stories around your achievements in your current role that speak to your qualifications for the next role once you have the opportunity to interview for the role.  As a manager: It is your job to know what, if any, career path exists for the various roles you manage.  -Don’t wait for your employees to ask – tell them what could be next for them, and what it will take to get there.  -Recognize them for achieving milestones along the path. -Get over yourself. A promotion might mean they leave your department – or even become your peer. Consider this a success story, rather than something to try to avoid.  As a C-suite executive: One of the key components of a successful retention program is clearly defined career paths, along with clearly defined competencies at each level and role. If your HR department hasn’t done this – and, of course, regularly updated it – this should be a major initiative.  -This is retreat material – an offsite to look at the entire organization with an eye to how to improve the promotability of various roles. You’re thinking about the big picture here – your HR team can then drill down with the specifics.  -Be alert to potential biases that will prohibit or hinder certain groups from achieving the next level. I am reminded of a grocery store years ago that required employees to have been a bagger before being promoted into a management role – and only males were allowed to be baggers.  -As with your rewards system, your career ladders should be communicated throughout your organization and promoted to potential employees, stakeholders, etc.   Are you in the wrong job that chips away at you every day? The document and coaching programs offered by Exclusive Career Coaching will help you find a job that uses your zone of genius, recognizes your value, and pays you what you’re worth.  If you’re ready to take your job search to the next level by working with a highly experienced professional with a track record of client success, schedule a complimentary consult to learn more:  https://calendly.com/lesaedwards/zoom-meetings2  

I talked about the concept of Ikigai back in episode #243. This past week, a colleague posted a graphic about Ikigai and it got me thinking that it was time to re-visit and expand on this concept on the podcast.  Here’s the purpose of Ikigai: It is the Japanese answer to a life of purpose. In practice, this concept of Ikigai is a lifestyle, which the Japanese live somewhat instinctively.  We here in America can learn from the Japanese in this regard. Here’s a quote from the ikigailiving.com website: “Your Ikigai wakes you up in the morning and leads you away from a mundane, status-quo lifestyle. It empowers you and drives your actions and purpose.”  Ikigai is the intersection of -What you love -What the world needs -What you can be paid for And -What you are good at  What I liked about the graphic my colleague posted was that it shows what I’m going to call “partial Ikigai” – what you end up with when you have two or even three of these things, but not all four. This is where I want to go today. Here’s my invitation to you as you listen: For those of you who are living your Ikigai – this is an opportunity for you to sink into gratitude about that. To think through – perhaps even journal on – the ways in which you are at the intersection of what you love, what the world needs, what you can be paid for, and what you are good at.  For those of you who know you AREN’T in Ikigai and those of you who realize it by listening to this episode, I will give some tangible steps you can take at the end. I promise, there is a way to at least move towards your Ikigai without changing everything about your life.   What You Love + What the World Needs = MissionAt this intersection, you are engaged in work you love AND contributing something the world is in need of. You’re committed to the environment, let’s say, so you find yourself volunteering for several climate groups, save the whales, saving the rain forest. Perhaps you are getting paid for your work, but not at the level your education and experience call for.  What you DON’T have at this intersection is consideration of what you are good at or what you can actually get a paycheck from.  You are committed to the cause, you are fully bought-in to making the world a better place. BUT you are either doing volunteer work or not getting paid enough to live a respectable lifestyle. You also are doing work that you aren’t necessarily good at – perhaps loving the cause and your idealism so much that you are square-peg-in-round-holing it.  Result: Burnout and Poverty. You aren’t playing to your strengths in this role, which will, eventually, lead to burnout. You will be constantly “picking up” odd jobs or one-off assignments to earn enough to make ends meet. You will likely be denying some desires, such as travel, a home of your own, etc.  Solution: Is it possible for you to get a full-time job with one of the organizations you’ve volunteered with, or been in a smaller role with? Can you keep the cause you are passionate about, while shifting your role within that organization to one that compensates you and utilizes what you are good at?  Possible Compromise: Start with figuring out what you actually need to earn for the lifestyle you desire (be reasonable). Then consider volunteering for your causes – or supporting them financially.   What the World Needs + What I Can Be Paid For = VocationAt this intersection, you have a very practical occupational decision – devoid of passion. You’re being pragmatic, but not taking into consideration what will actually fill your soul.  You’ve looked at a need, let’s say becoming a doctor. You know it pays well, so you go to med school. You have acquired a vocation.  The world needs doctors – but what the world REALLY needs is doctors who truly want to be doctors. Result: Burnout and Dissatisfaction. You aren’t playing to what you love and what you are good at in this role. You’re making good money, but don’t have the time or energy to enjoy your earnings.  Solution: There’s nothing wrong with making logical occupational decisions – as long as your passion and skillset are also taken into consideration. Maybe you realize you would much rather conduct cancer research than be in a clinical setting. Perhaps you move into medical device sales.  Possible Compromise: If we’re actually talking about leaving the medical field, that can be tough because of the earnings potential. This example, in particular, is one where you really need to take a step back and look at the bigger picture – the quality and balance of your life. This one may require a bigger shift to get on the right path that the other combinations.   What I Can Be Paid For + What I am Good At = ProfessionHere we have included your Strengths, but they are likely your Burnout Skills if you don’t also love utilizing them. This is another left-brained decision, because while practical, it won’t feed your soul.  I think a good example here would be someone who enters law school because they’ve always excelled at debate and they think all lawyers make a lot of money. Perhaps they go into private practice afterwards, because their desire to become a public defender or work for a non-profit has taken a back seat to the enormous law school debt they’ve racked up.  Result: Burnout and Yearning. You long for the non-profit work you were passionate about before law school. You have the trappings of wealth, but become disenchanted with the materialism. You are golden-handcuffed to your occupation.  Solution: Find a way to minimize use of your Burnout Skills and maximizing use of the skills you love to use and are good at. How can you shift your occupation to bring in the passion? Perhaps you sit down with your significant other to see whether serving as an attorney in a non-profit is actually financially viable. What can you do outside of your job to fill your soul, at least in the short term?  Possible Compromise: If you leave the law field, you could still volunteer in some capacity if you still want to use your legal talents in a capacity that fills your soul.   What I am Good at + What I Love = PassionYou are doing the work you love and utilizing your strengths. This decision was 100% right-brained, without consideration of what will make money and what the world actually needs. Perhaps you’ve always loved working with animals, so you take on a role managing a local non-profit that rescues alpaca. You love the animals and seeing them rehabilitated and moving on to better situations.  Does the world need people doing this work? Yes. The bigger question is, does the world value people doing this work, and the answer may be no. Low pay, relying on grants or donations for basic necessities, and less-than-ideal working conditions are part of the job.  Result: Poverty and Yearning. You may find yourself yearning for more in your life – experiences such as travel or a nice home. You’re also frustrated, knowing that, while you are doing the work you love, you can’t seem to make a decent living.  Solution: Is there another animal the world values more than alpaca – that will pay better? Is there an organization with wider reach than your local non-profit, that may pay better and have more solid financial footing? Is there a role within the non-profit world that still uses your Motivated Skills but pays better?  Possible Compromise: Find a better-paying job with a cause and work you love – and then you can contribute financially or volunteer to help the alpacas.  Ikigai, then, is the intersection of all of these: -What you love -What the world needs -What you can be paid for -What you are good at  What if you need help in figuring these things out for yourself? Of course, I recommend working with a career coach like myself; I also want to give you some DIY tips. What you love: Journal the aspects of your current and previous jobs as to what you loved about that work. Look at the activities you enjoy outside of work – what do you love about them? Finally, talk to family members and close friends for their insight. What you are good at AND ENJOY DOING: I added that caveat because the things you are good at but DON’T ENJOY DOING are called burnout skills. We want to find your motivated skills. You can take my motivated skills activity as part of my Professional Purpose Course at: https://exclusivecareercoaching.com/free-resources What the world needs: There is no shortage of information in this area; in fact, you may suffer from overload. Ask AI, read books, attend webinars or courses.  What you can be paid for: The US Department of Labor puts out salary data; you can also check out sites like Glassdoor.com or utilize AI to ask about salary expectations. I always recommend looking at job postings from the perspective of the skills and qualifications they are asking for relative to the position you are targeting – how can you maximize your desirability as a candidate?   The bottom line: As I said at the beginning, many of you listening to this will identify as squarely in the Ikigai – doing what you love and are great at, contributing what the world needs in a way that compensates you handsomely.  For those of you who identified one or more missing elements to Ikigai, consider working with a career coach or doing the self-work I just mentioned.  For most of you, Ikigai can be reached with a modification or two – not with starting over in a completely different job function or industry. Even adding one of the missing elements can improve your career satisfaction and move you towards Ikigai. Others of you may be nearing retirement, but with no desire to put the car in park. Rather, this is your opportunity to achieve Ikigai in your second (or third or fourth) career, where perhaps high earnings doesn’t have to be the primary driver to the exclusion of true happiness and fulfillment.  Here’s that quote again from ikigailiving.com: “Your Ikigai wakes you up in the morning and leads you away from a mundane, status-quo lifestyle. It empowers you and drives your actions and purpose.”   Are you in the wrong job that chips away at you every day? The document and coaching programs offered by Exclusive Career Coaching will help you find a job that uses your zone of genius, recognizes your value, and pays you what you’re worth.  If you’re ready to take your job search to the next level by working with a highly experienced professional with a track record of client success, schedule a complimentary consult to learn more:  https://calendly.com/lesaedwards/zoom-meetings2