The Exclusive Career Coach

Today, I’m sharing my 12 top career management tips for 2022. For this episode, I pulled information from Workitdaily.com and monstergulf.com. Hey – if you haven’t checked out my FREE monthly webinars, now’s the time! On the third Thursday of each month at 4:00 p.m. Eastern, I offer a 1-hour webinar on a job search topic. To see this month’s topic and to register: https://mastercoachwebinars.carrd.co 1.    Keep your resume up to date. Whether you are looking for a job or completely happy where you are, having an up-to-date resume says to the universe, “I am open and willing to speak with recruiters.” Another benefit: If you frequently update your resume, there’s less chance that you’ll forget important achievements.  2.    Polish your LinkedIn profile. Much like keeping your resume up to date, keeping your LI profile current is a must. I like to think of your profile as “recruiter flypaper,” meaning your content is attracting the recruiters you want to speak with.  3.    Keep a win list. I recommend both paper and computer files of your performance evaluations; kudos from colleagues, your boss, customers, or vendors; details of successful projects you managed or initiatives you introduced; performance metrics such as sales reports. This win list will make your life much easier when it’s time to update your resume or prepare for a job interview. 4.    Get a mentor.I did an episode on the four times in your career when a mentor is especially important; you can find it at https://www.exclusivecareercoaching.com/posts/2021-04-07-172-four-times-when-you-need-a-mentor Mentors can be extremely beneficial in guiding you through the challenges of your job, your profession, your industry, or your company. Choose wisely – and make sure you both are on the same page as to expectations and time commitment.  5.    Become a mentor.Unless you are a still-wet-behind-the-ears recent college graduate, you have something to offer someone. As a rule of thumb, I think you are qualified to mentor someone who is two steps behind you in that area of their professional life. Be open to employees who might be on the search for a mentor – and offer to help others who you are confident would benefit from your expertise and experience.  6.    Make time for networking. For many of my clients, making networking a priority is difficult for them. If they aren’t actively job searching, it is easy to think of work responsibilities as more important than networking. Here’s how I think of this: Noah didn’t wait until it started raining to build the ark. If you make small efforts on a regular basis, your network will remain active and even grow. Then, when you want to look for a new job, that network is there for you to leverage – no need to start from scratch, in the rain.  7.    Join a professional association. Professional associations hold many potential benefits including networking for career advancement, partnership opportunities with colleagues, professional development, and leadership opportunities. Find one that suits your career goals and strengths and go deep in that organization – this is far preferable to joining several groups but not really participating in any of them.  8.    Schedule time for regular meetings with your boss.Last year, I did an episode on how to have productive one-on-ones with your boss: https://www.exclusivecareercoaching.com/posts/2021-03-31-171-how-to-have-a-successful-1-1-with-your-boss This episode points out how to make sure these meetings aren’t cancelled by your boss, what to do when they are, and how to structure them so both of you are excited and energized by the meetings.  9.    Take advantage of professional development opportunities…or create your own.If your company offers courses or provides funds toward continuing your education, take advantage! If they don’t, look for opportunities that will help you do your current job better and position you for the next rung in your career ladder. I find it helpful to look at job descriptions of the position I want next; what are those employers looking for in a qualified candidate?  10.Set a SMART goal.As a reminder, SMART goals are Specific, Measurable, Achievable, Realistic, and Time-Sensitive. Here is an example:“I will begin my MBA in the fall of 2022.” I love the saying, “A goal without a plan is just a wish.” It is important to establish a plan to achieve your SMART goal. Your plan to begin your MBA might include the following, with specific dates to achieve: -Take the GMAT -Research online MBA programs -Apply to 3-5 schools -Make adjustments to work schedule and home commitments to allow time for attending online classes and doing homework Your goal could be around additional education or certification, a skill you want to improve on, a technology you want to learn, or a person you want to work closely with.  11.Tackle a gap. In addition to engaging in professional development to position yourself for your next role, what else do you need to be competitive? What experience do you need to have – or have more of? This gap may very well inform your choice for a SMART goal.  12.Google yourself. Not only to find if there is anything negative about you out there, but also to see what positive content is out there. Are you positioned as a thought leader in your field? A subject matter expert? At the pinnacle of your profession? Along these lines, take a look at your credit score and make sure there’s nothing there that could bite you if a future employer wants to do a credit check. Which ones resonated with you? Remember, a goal without a plan is just a wish…so get busy planning to make your career management goals happen. Let me know if I can help!   Are you in the wrong job that chips away at you every day? The CareerSpring document and coaching program 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 

Hey – if you haven’t checked out my FREE monthly webinars, now’s the time! On the third Thursday of each month at 4:00 p.m. Eastern, I offer a 1-hour webinar on a job search topic. To see this month’s topic and to register: https://mastercoachwebinars.carrd.co This week, we’re talking about how to position yourself as a star performer. According to the book The Emotionally Intelligent Workplace by Cherniss and Goleman, there are several key competencies of Star Performers. A Star Performer is defined as someone who is in the top 10% of performance. Those competency clusters are: Self-Awareness – Understanding yourselfSelf-Management – Managing yourselfSocial Awareness – Understanding othersRelationship Management – Managing others The goal is not to be a Star in every competency in each of these clusters, but to have a good balance of competencies across the four clusters. It’s also important to define a derailer – a behavior or attitude that curtails an individual’s performance or advancement. Because of the person’s visibility or impact on others, one derailer can undermine or trump a whole set of Emotional Intelligence competencies. If you haven’t listened to last week’s episode on Your Emotional Intelligence Profile, I highly recommend it, as we define and discuss the facets of Emotional Intelligence in that episode. These facets form the basis for your Star Performer Action Plan, which we are creating today. Briefly, here are the competencies: Under Self-Awareness:-Emotional Self-Awareness-Accurate Self-Assessment-Confidence Under Self-Management: -Emotional Self-Control-Trustworthiness-Adaptability-Conscientiousness-Achievement Orientation-Initiative Under Social Awareness: -Empathy-Organizational Awareness-Service Orientation Under Relationship Management: -Developing Others-Inspirational Leadership-Influence-Change Catalyst-Communication-Building Bonds-Conflict Management-Teamwork and Collaboration  Here are the steps to creating an action plan to become a Star Performer. Step I: What are the competencies that you currently identify as strengths that you would like to improve even more? Step 2: Do you have any critical derailers? Step 3: How can you leverage your strengths to help mitigate your derailers? Step 4: What resources do you need to make this happen, such as training, feedback, etc.)? Step 5: Who can support you and hold you accountable, and what can they specifically do to help you? Step 6: How might you sabotage your efforts and best intentions? Step 7: What will your first 3 steps be to begin executing your plan?  I like examples, and I think you do, too. Let’s call our person Casey, who works as the assistant purchasing manager at a large manufacturing company. Step I: Casey identifies these three strengths that she would like to develop even further: -Emotional Self-Awareness – Casey recognizes her feelings and how they are affecting her work. She would like to improve on owning those emotions in a male-dominated workplace without feeling guilty about having those emotions. -Adaptability – Casey is great at “going with the flow.” She would like to improve on seeing the opportunities for new challenges proactively, instead of just being reactive to what is already in front of her. -Building Bonds – Casey has a strong network at work. She would like to improve her network in her community and in her profession.  Step 2: Casey identifies her critical derailers. -Confidence – This is, by far, Casey’s biggest derailer. She hesitates to speak up in meetings and doesn’t always express her opinion on matters she is very familiar with. -Organizational Awareness – Casey considers herself to be “apolitical,” and resists the idea of “playing politics” at work. -Inspirational Leadership – Casey wants to move up into greater leadership roles within her profession and company, and she recognizes that her “worker bee” approach will not serve her in leadership roles.  Step 3: How Casey can leverage her strengths to help mitigate these derailers. -To improve on her Confidence, Casey is going to leverage her extensive internal network to identify 2-3 mentors who are confident women and would be willing to help her. -To improve on her Organizational Awareness, Casey is going to establish this as a goal with her immediate supervisor, who is strong in this area. -To improve on becoming an Inspirational Leader, Casey is going to check out TEDx talks and look for YouTube videos and books on becoming an inspirational leader.  Step 4: Casey has identified the following needs: -Mostly, Casey needs time to achieve all of her goals, so she is going to reorganize her work schedule to accommodate meetings with potential mentors and her boss. She will learn about Inspirational Leadership on her own time, so she is going to set aside time for that, as well.  Step 5: Casey has identified her best friend, who works at the same company in another department, as her accountability partner.  Step 6: Casey recognizes that her biggest challenge in making these improvements is her lack of self-confidence – she is concerned that she won’t have her own back about taking the time and showing the courage she needs to do these things. Her best friend is very self-confident and assertive, so she is specifically asking her for help with this.  Step 7: Casey has identified these first three steps in reaching her goals: 1.    Reach out to 2 internal contacts each week to schedule a lunch date, coffee date, or some other way to meet with them to discuss becoming a confidence mentor for her. 2.    Establish a meeting with her direct supervisor to discuss strategies to improve Casey’s Organizational Awareness. 3.    Set aside 2, 1-hour blocks each week to find and view TEDx talks and YouTube videos and read books on Inspirational Leadership.  It is important with any big goals such as these to share them with people who will support you and hold you accountable – who will be your cheerleaders when you succeed and your friend when you stumble.  Are you in the wrong job that chips away at you every day? The CareerSpring document and coaching program 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  

Hey – if you haven’t checked out my FREE monthly webinars, now’s the time! On the third Thursday of each month at 4:00 p.m. Eastern, I offer a 1-hour webinar on a job search topic. To see this month’s topic and to register: https://mastercoachwebinars.carrd.co Emotional Intelligence has been a hot topic for some time now. To my mind, this focus on emotional intelligence is recognition that it isn’t just what you can do for your employer that is valuable, but rather how you do it. How you show up for your coworkers, your boss, your direct reports, your customers, your vendors. I’m pulling heavily today from “Leading with Emotional Intelligence” by Reldan S. Nadler, Psy.D. Let’s start with the difference between IQ (Intellectual Quotient) and EI (Emotional Intelligence). We’ll also introduce Technical Expertise into the mix – and how each of these play out as we progress through our chosen careers. Here’s a definition of each: IQ “A number used to express the apparent relative intelligence of a person.” Harvard Health Publishing defines EI as follows: “Emotional intelligence refers to the ability to identify and regulate our own emotions, to recognize the emotions of other people and feel empathy toward them, and to use these abilities to communicate effectively and build healthy, productive relationships with others.” Technical Expertise is “The capability to perform the duties of one's profession generally, or to perform a particular professional task, with skill of an acceptable quality.” Research shows that as performers move up in their organizations, more of their success comes from leadership skills and EI than their IQ or technical acumen. We all know of people who were great at their lower-level jobs and so were promoted to a leadership role for which they had no experience, training, or natural ability. This often times is a source of job dissatisfaction. In the book, “Leading with Emotional Intelligence,” the author provides an EI assessment. This assessment can be used on yourself, your direct reports, in 360 evaluations, and in establishing goals with your direct supervisor. Here’s how I want to use this profile: As I describe the 20 facets of emotional intelligence, identify the 10 that are most important in your career and industry. Next, think about how often you display that competency, on a scale of 1-10. 1 means you display that competency 10% of the time; a 5 would mean you display that competency 50% of the time, and so on. Feel free to stop and start the podcast so you can give some thought to each, or listen to this list multiple times. Finally, identify just 1 of the competencies that you want to give particular attention to over the next 30 days. It could be one of your weaker ones that is very important to your career; it could be one you rated yourself fairly high on but want to display even more frequently. Set some specific goals as to how you will improve that competency. Who do you need to speak to? What do you need to do? How will you measure success? Note that these competencies are important to develop throughout your career. It is never too early to being consciously working on competencies…and it is never too late. Here are those competencies (note that other experts will have a slightly different list): The first three competencies fall under the general category of Self Awareness. 1.    Emotional Self-Awareness: Recognizing your feelings and how those feelings affect you in your job 2.    Accurate Self-Assessment: Recognizing your strengths and shortcomings and focusing on how to improve your shortcomings 3.    Confidence: Presenting yourself in an assured, forceful, impressive, and unhesitating manner  The next general category is Self-Management.  4.    Emotional Self-Control: Staying calm, unflappable, and clear-headed in high-stress situations 5.    Trustworthiness: Openly admitting your faults or mistakes and confronting unethical behavior 6.    Adaptability: Being comfortable with ambiguities and adapting to new challenges and situations 7.    Conscientiousness: Taking personal responsibility to make sure tasks are completed 8.    Achievement Orientation: Working through obstacles and taking risks to meet challenging goals and continually improving 9.    Initiative: Seizing or creating opportunities for the future  Next we have Social Awareness.  10.Empathy: Understanding others’ perspectives; being open to diversity 11.Organizational Awareness: Understanding the political forces and unspoken rules of work 12.Service Orientation: Being proactive about customer satisfaction and addressing underlying customer needs The final category is Relationship Management.  13.Developing Others: Giving timely and constructive feedback and mentoring 14.Inspirational Leadership: Communicating a compelling vision and inspiring others to follow 15.Influence: Finding the right approach to build buy-in; developing a network of influential people 16.Change Catalyst: Leading change efforts and championing new initiatives 17.Communication: Effectively giving-and-taking with others; continually fine-tuning your messaging and delivery 18.Building Bonds: Building strong networks and using them for answers and support 19.Conflict Management: Understanding all sides and finding common ideals to endorse 20.Teamwork and Collaboration: Being encouraging; drawing others into an active commitment for the collective effort  In the spirit of full disclosure, I decided to take this assessment myself. Here are the 10 I believe are most important in my career as an entrepreneur and subject matter expert: 1.    Emotional Self-Awareness: Sometimes people say something negative about me or are critical of my work. It is important for me to give those comments the proper place without derailing me. 7 2.    Accurate Self-Assessment: This one goes hand-in-hand with Emotional Self-Awareness. Can I take feedback and make improvements? Am I in continuous improvement mode? 6 3.    Confidence: Confidence is essential as an entrepreneur. If I don’t believe in myself, how can I expect anyone else to? 9 4.    Emotional Self-Control: I live my business life on deadlines and manage multiple projects simultaneously. I have to remain calm and level-headed no matter what. 5 5.    Trustworthiness: I’m not perfect, and my clients need to know when I missed something or messed something up. 8 6.    Conscientiousness: This one is a particular challenge as I build my team; everything is still my responsibility, even if I’m not the one personally doing the task. 6 7.    Achievement Orientation: No matter what obstacles are in my way, I have to meet my goals. 9 8.    Empathy: I have to be able to listen to my clients and understand their concerns – while still relying on my expertise. It’s a delicate balance. 6 9.    Service Orientation: My clients know they can trust me to do what I say I’m going to do, when I say I’m going to do it. 8 10.Communication: As my team and clientele is growing, I am continually evolving my communication methods and tools. 7 Conscientiousness is the one I plan to work on for the next 30 days – and for the rest of 2022. As I grow my team and expand my business, I will keep a close eye on making sure all the systems and process I have in place or put in place serve a purpose of creating a delightful experience for my clients and my team members.   Are you in the wrong job that chips away at you every day? The CareerSpring document and coaching program 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

Today’s topic is How to Work Around a Debilitating Boss. Notice that I didn’t call it a Toxic Boss. I believe we are using the term “toxic” far too frequently these days. If we are to believe everyone who says their workplace or boss is toxic, the American workplace would be in shambles. (Some would argue that it is in shambles.) I also think many people are using the term “toxic” as a way to absolve themselves of any responsibility for creating, or fostering, the difficult situation. Here’s the definition of Debilitating: “Causing serious impairment of strength or ability to function.” In essence, the word indicates a temporary impairment or a condition of weakness and helplessness. Dictionary.com defines toxic as “Causing unpleasant feelings; harmful or malicious.” Here’s what I take away from these two definitions: Toxic is often malicious in nature, which indicates the boss is doing things on purpose. The results are often harmful.  Debilitating, on the other hand, means your boss is somehow impairing your ability to do your job. You are in a weak and helpless position.  Clearly, there’s a fair amount of overlap between what we might call toxic and debilitating. Rather than focus on whether your boss’s behavior is toxic or debilitating, let’s instead focus on bad boss behavior and what to do about it.  One thing I learned from my years in the workforce, both as an employee and as the boss: Most bosses aren’t intentionally terrible at their job. In many cases, they haven’t been trained for their role as a boss. In other cases, they were outstanding at whatever they did before, so were promoted to a role they are ill-fitted for, and possibly not interested in doing.  I’m sure you are aware of the benefits of being on a cohesive, engaged team that enjoys coming to work every day and can operate at maximum efficiency. Among those benefits: -Reduced stress -Reduced chance of illness -Increased work satisfaction -Improved work relationships -Increased productivity -Improved potential to advance at work  What are some signs you have a bad boss?  -Instructions are given as orders, rather than a conversation among professionals -Your boss constantly offers to show you the door if you don’t like her decisions -Your boss won’t listen to fresh, new ideas because “this is how it’s always been done”  -Your boss tells you that you are lucky to have a job -Your boss, either overtly or covertly, discourages you from having a life outside of work  -Your boss creates an atmosphere of fear…employees are afraid to innovate or be creative -Your boss issues assignments, reorganizes workload or makes decisions without explaining the thought process or reasons -The boss keeps team members out of the loop – you don’t have the information you need to do your job effectively -The boss gossips about employees with other employees -The boss makes what should be private conversations or information public -The boss “punishes” employees by taking juicy assignments away and replacing them with assignments no one else wants, or gives “busywork”   What strategies can you use to work around a debilitating boss? -Determine your boss’s motivations -Identify your boss’s triggers so you can avoid them -Don’t gossip with other employees about your boss -Anticipate your boss’s requests so you can stay one step ahead -Focus on your boss’s good qualities -Stop assuming your boss knows – or should know – everything -When your boss gives you an assignment, repeat back what you heard to ensure clarity -Focus on what you can do, rather than what is out of your control -Understand why you’re so upset -Set boundaries with your boss -Set up time to have a frank conversation with your boss – plan what you are going to say and practice with a trusted friend or colleague  The Document & Coaching Package is designed for current job seekers who want world-class marketing documents, a targeted, proactive job search strategy that gets results, and skill-building around how to network, interview, and negotiate compensation. To learn more or to schedule a consult, visit my website at https://theexclusivecareer.com/doccoach or email me at lesa@theexclusivecareer.com.   

Hey – if you haven’t checked out my FREE monthly webinars, now’s the time! On the third Thursday of each month at 4:00 p.m. Eastern, I offer a 1-hour webinar on a job search topic. To see this month’s topic and to register: https://mastercoachwebinars.carrd.co I get a lot of questions about what should, and shouldn’t, be included in a resume. I also see a lot of resumes that include information that shouldn’t be there. Keep in mind that your resume should be a marketing document. You are selling a product, and that product is YOU. You want the reader to know your features and benefits. What will they get if they buy you? Why should they choose you over all the other candidates? If you keep this concept of a marketing document in mind as you write your resume, you should be able to look at the things on your resume to determine if they add value to your candidacy or not. Here are six things that should ALWAYS be on your resume: 1.    Your name 2.    Your contact information (phone number and email address) 3.    Your education (list degrees both as abbreviations and spelled out) 4.    Your relevant work experience, with achievements 5.    A clearly articulated, differentiating branding statement 6.    Relevant and current credentials, certifications, courses, etc.  Here are eight things that should NEVER be on your resume (specific to North America): 1.    Your street address 2.    Your marital status 3.    A picture (unless you are an actor or model) 4.    Information about children, your health 5.    Unrelated personal hobbies 6.    Salary expectations/salary history 7.    Reason(s) for leaving previous jobs 8.    Exact days of beginning and ending jobs (month and year is sufficient)   Here are nine things that MIGHT go on your resume: 1.    Professional affiliations 2.    Relevant personal interests 3.    Your city, state, and zip 4.    Faith-based volunteering 5.    Unrelated jobs 6.    Your LinkedIn URL 7.    Community engagement 8.    Board service 9.    A list of relevant keywords As you can see, much of what should or shouldn’t go on your resume is dependent on what your career goal is and/or how you will be using your resume. Continually ask the question: “Does this thing add value to my candidacy?” If so, include as space permits. One final reminder: Your resume is not a C.V. – meaning it is not meant to be an exhaustive record of your professional history and achievements. Rather, it is a carefully curated marketing document that should present you in the best possible light.  Are you in the wrong job that chips away at you every day? The CareerSpring document and coaching program 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   

Hey – if you haven’t checked out my FREE monthly webinars, now’s the time! On the third Thursday of each month at 4:00 p.m. Eastern, I offer a 1-hour webinar on a job search topic. To see this month’s topic and to register: https://mastercoachwebinars.carrd.co  Let’s talk about this topic of providing personal information during a job interview. Different so-called “experts” will have differing opinions about this, but here’s my stance: In short, my answer is YES. But with conditions. The interviewer, particularly if he or she would-be your direct supervisor, is evaluating your fit with the organization as much as your fit with the job. Will you be able to work well with the other members of the team? Does your prospective supervisor think you will be easy to lead? I remember so clearly interviewing a candidate for a coordinator job at Columbus State University. I knew that, shortly after the candidate I selected started to work, we were going to take a rather long road trip from Columbus, GA to Clearwater, FL. (Don’t ask me why we weren’t flying – I don’t remember.) As I was interviewing candidates, I was, in part, filtering those candidates through the lens of “Would I want to spend 14 hours roundtrip in a car with this individual?” The hiring manager is likely thinking of you in a similar way. Perhaps he has a difficult-to-get-along-with personality in his department; how will you fit in with that person? Perhaps she is thinking of how you will get along with another employee you would have to work closely with. Perhaps the team is heavily tilted toward one decision-making style or work style, and she is looking for diversity. While some of these issues can be addressed by asking traditional interview questions, sometimes your personal life can shed further light. Keep in mind that the employer cannot legally ask questions about your family life, marital status, or upbringing – only questions that have to do with your ability to perform the job. This doesn’t mean you can’t volunteer this information. Here’s my rule of thumb: You can provide personal information, as long as it is neutral or positive. What does this mean? Feel free to tell the interviewer about your recent marriage (tends to promote stability), your efforts to learn Mediterranean cooking (you’re trying to eat healthy), or your attempts with learning Japanese. Things you don’t want to share with the interviewer would include a recent divorce (you may be bitter or emotionally fragile), children (this is especially true for women, unfortunately), or recent/upcoming medical issues you or a close family member are facing (may mean extended absences from work). I also STRONGLY discourage divulging any personal medical information unless you need accommodation for the interview. You want the hiring manager to see your positives before you bring up any potential negatives, such as a mental illness or chronic medical condition. Most frequently, this personal information shows up in your answer to the “Tell me about yourself” question. While 95%+ of your answer should be professional-focused, you can give them a little look into your life with the last 5%. For example: “…and outside of work, I am an active runner and biker – I competed in 2 half-marathons last year.” “…and when I’m not working, I really enjoy oil painting and I’m learning how to use my new air fryer.” “…and in my free time, I am learning conversational Italian, which I plan to put to good use when I visit Italy next year.” Here is one example of what not to say; this is from an interview I did when I worked at Truman State University: “I am a single mother with three preschool-aged children, and I’m in the National Guard.”  Other examples: “I moved back to town after breaking up with my boyfriend.” “I really enjoy high-risk activities, including sky diving and mountain climbing.” “My elderly mother recently moved in with us after my dad died.” In summary: let the interviewer get to know you as a total person. BUT remember – this is like a first date, so keep it neutral or positive so you don’t scare them off. You want that second date!  Are you in the wrong job that chips away at you every day? The CareerSpring document and coaching program 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  

Hey – if you haven’t checked out my FREE monthly webinars, now’s the time! On the third Thursday of each month at 4:00 p.m. Eastern, I offer a 1-hour webinar on a job search topic. To see this month’s topic and to register: https://mastercoachwebinars.carrd.co  Today, I want to zero in on something I have mentioned in other podcasts. I call this my +1 approach to job boards. In my work with clients, I differentiate between active job search strategies and passive job search strategies. Active job search strategies put you in the driver’s seat of your job search. They revolve around networking. Meeting people 1:1, attending group networking functions, connecting with people on LinkedIn, networking through professional associations, and networking with your university’s alumni or your church’s members are all active job search strategies. Passive job search strategies put you in the passenger’s seat of your job search. Looking for jobs via sites like LinkedIn or Indeed or going directly to company websites are all passive job search strategies. Of course, I want my clients to focus their efforts on active job search strategies. Here’s why: 1.    Active job search strategies allow you to focus on landing your dream job with your dream employer – not just respond to what’s been posted on a job board. You are in the driver’s seat. 2.    Active job search strategies often mean you are the only one competing for the job – you aren’t being compared to hundreds of other applicants OR a laundry list of supposed “must have’s” in a job description. Having said all of this, there is a way to make your passive job search a bit more active, using my +1 approach. Here is how this works: -When you are applying to a job online, think of one more thing you can do to increase your chances of getting noticed by the hiring manager. This could be asking someone you know who also knows the hiring manager to put in a good word for you, make an introduction, write a letter of recommendation specific to that position, or leveraging a high-profile person to recommend you even if they don’t know the hiring manager. What you decide to do for your +1 is very situational. Here are your considerations: -Who do I know who knows this hiring manager? -Who do I know who knows a senior executive in the hiring company? -Who do I know who works at the hiring company? -Who do I know who is well-known and well-respected in the community? -How can I personally intersect with the hiring manager or a senior executive of the hiring company? This last point falls under what I call “professional stalking.” Figuring out where the hiring manager or a senior executive will be on a certain date and time, and “accidentally” running into them. You can often figure out certain behaviors from someone’s social media posts, groups they follow on LinkedIn, or organizations they post about being affiliated with. Just be sure not to let the object of your stalking know you are stalking them! Finally – I’ve talked about the percentage of time I recommend you spend on active vs. passive strategies before, but let’s review again: If you are just out of college: 25% active / 75% passive If you have been out of college for a few years: 50% / 50% If you are in middle management or above, but not yet in the executive ranks: 75% active / 25% passive If you are seeking an executive-level job: 100% active                         Are you in the wrong job that chips away at you every day? The CareerSpring document and coaching program 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’ve talked in previous podcasts about the three numbers you need to know before you enter into salary negotiations. Today, I want to talk about what you should do BEFORE you get to the negotiation phase. 1.    Research your local job market.The salary numbers you bring into the negotiation should not be pulled out of a hat, but rather based on careful research of the local job market. What does this job command in your local area? If you would have to move for the job, what is the salary band for your job in that geographic area?  2.    Determine where you fit within that salary band.Advanced degrees, certifications, and experience can move you up within the salary band – especially if you possess most or all of the preferred qualifications of the job. If you are asking for a raise, where are you currently within that salary band? Objectively, where should you be?  3.    Write out 3-5 facts you want to talk about, and practice them. In addition to any of the things I talked about in the last point – advanced degree, certifications, and experience – what projects have you managed with great success? What stretch assignments have you been placed on? What committees or initiatives have you participated in?  4.    Clean up your mindset. Central to all these steps is being confident in what you bring to the table. Believing firmly, and without wavering, in your deserving-ness. Insidious thoughts like “They’ll never offer me that much money,” or “They’ll pass me over for a raise just like last time” will absolutely sabotage your efforts. I recommend you take a legal pad and fill a page with positive thoughts you can believe and start practicing. For example, “I am the best person in my department for___.” “My client praised me for____.” “I am so ready to take on this new challenge.”  5.    Assume the position. I’m talking about Wonder Woman here. (Pick your favorite superhero if WW doesn’t do it for you.) Stand in front of a mirror with your legs far apart, hands on hips, shoulders squared. Smile at yourself, state your positive thoughts out loud, and feel the strength and power you are harnessing. Bonus points if you play an uplifting, encouraging up-tempo song while you are posing! The Document & Coaching Package is designed for current job seekers who want world-class marketing documents, a targeted, proactive job search strategy that gets results, and skill-building around how to network, interview, and negotiate compensation. To learn more or to schedule a consult, visit my website at https://theexclusivecareer.com/doccoach or email me at lesa@theexclusivecareer.com. 

Starting on January 25th, I am offering a group coaching program called Land Your Dream Job. This is an 8-week small group coaching program for a maximum of 15 participants – focused on planning and executing a targeted, proactive job search that will support you in landing your dream job. Land Your Dream Job will help you:  ü Identify exactly what you are looking for in your dream job and ideal employer ü Develop a comprehensive job search strategy, customized to you ü Learn how to network in a targeted, proactive way (I call it Bow-and-Arrow networking) ü Overcome mental blocks that are holding you back from realizing your career goals ü Get the support and expertise you need to help you through the inevitable lows of a job search – and celebrate your highs!   What do you get with the Land Your Dream Job group coaching program? ü Eight weekly, 1-hour Zoom sessions – they will be recorded if you can’t be there live ü A maximum of 15 participants – you’ll get the attention you need ü A designated accountability partner ü Facebook group for questions, encouragement, and sharing job leads ü A member vault with session recordings, handouts, and supplemental materials  To register:https://lydjjoin.carrd.co/ For a 15-minute call to ask questions:https://calendly.com/lesaedwards/15-minute-call  Today, I wanted to share strategies for those of you who will be conducting a job search this year while working full-time. You’ve probably heard the expression that looking for a job IS a full-time job. But what if you already have a full-time job? The biggest issue I see for people in this situation is the tendency to put their job search on the back burner because they have so many priorities going on at work. This is especially prevalent in people who aren’t unhappy in their current job. To be clear, this is a job search that is targeted and proactive – not just passively looking at job boards or waiting for recruiters to contact you. There’s nothing wrong with a passive job search; however, today I want to talk about how to conduct a job search that is focused and active. I’m not going to talk about the obvious things you need to do in any job search, like update your resume and LI profile. Here, then, are my top six strategies: 1.    Set a SMART goal.I love the quote, “A goal without a plan is just a wish.” SMART goals are Specific, Measurable, Achievable, Realistic, and Time-Sensitive. You can set a SMART goal for the desired result, such as “I will be in a new position by September 1st of this year.” You can also set SMART goals for the steps along the way, such as “I will reach out to Bob Jones at XYZ company by January 15th.” Here’s why this is important: goals keep us focused and on-task. They keep us from blowing off our job search plans in favor of something more pressing at work.  2.    Establish your WHY. I encourage you to write down your why – essentially, it is a manifest for why you want a new position. It has to be compelling and meaningful to you. You can choose whether to share your WHY with anyone else. You WHY could center around a new skill you want to develop, a new industry you want to enter, the contribution you want to make in the world. It can be a financial WHY, especially if is paired with another WHY. Here’s an example:“I want a new position because, now that I’ve earned the PMP designation, I want to grow that skill set into a strength.” Another example:“I want to work in the non-profit sector because I am committed to ___”(whatever the non-profit does). Here’s why this is important: We humans tend to lack commitment to something when we don’t know why we are doing it. The busyness of life and our many obligations tend to get in the way.  3.    Block off time – and get specific. This is a big one – again, work obligations can easily usurp our intentions if we don’t calendar in time to conduct our job search. Perhaps you block off time for one networking lunch a week, or to attend one networking function every month. Maybe you allot 15 minutes per day, as I do, to networking activities on LI. Just as important as blocking off the time is to set specific goals for that time. For example, your 15 minutes on LI might involve reaching out to a certain number of people to connect with or posting/commenting in the groups you belong to. Make sure you are realistic in blocking off time – don’t set an unrealistic goal for yourself. Here’s why this is important: Work obligations can seem more important – more urgent – in the moment. When I know this is how I planned to spend this time, it allows me to relax into the activity, rather than feel stressed that I’m not doing something else. And by listing exactly what you will do during that time, you won’t waste part of the time figuring out what to do.  4.    Mindset matters.Mindset matters in every area of your life – and your job search is certainly no exception. I’ve done plenty of podcasts on mindset, so I won’t go deep here. Here are a few tips: -Be aware of what you are thinking – about your job search, the job market, your qualifications, how long it is taking to find a new job. Don’t beat yourself up for having negative thoughts – just notice them. -Decide what you want to think – on purpose. Practice your new thoughts so they become like “muscle memory” – creating new neural pathways in your brain. When you find yourself avoiding your job search activities, revisit your thoughts. It always starts there. Here’s why this is important: It is impossible to change our behavior without a corresponding change in our beliefs. Either we’ll avoid the activities that will lead to a new job, or we will go through the motions with the wrong energy.  5.    Weekly rewards.If you have blocked off time for your job search this week and did the things you decided ahead of time to do towards your job search in that time, then you deserve a reward. Many people make the mistake of waiting until they get their new job to give themselves a reward. THE NEW JOB IS THE REWARD. You need encouragement along the way. Perhaps it is treating yourself to a round of golf or a new outfit. Whatever is rewarding to you. You could also reward yourself each day. For example, if you love going to the gym or having a glass of wine, you require yourself to do the job search work first. Here’s why this is important: You are improving your relationship with yourself – having your own back in terms of following through on your commitments to yourself. This is a skill set that will serve you in every area of your life.  6.    Remember that networking should be a two-way street. As I teach networking, it is an equal exchange of energy. Meaning: you give as much value as you get. For example, you are meeting with an old colleague. When you get together, you begin by asking about them – what they think of their new employer, what challenges they are facing, where their frustrations lie. During this conversation, you are providing value. Whether it is a listening ear, a best practice, or a referral, you are helping that person out. This is happening BEFORE you ask for anything. Why this is important: Most people don’t like the feeling of “all take and no give” in networking, so this approach feels better to you AND you are much more likely to get the assistace YOU need by providing value FIRST.    

Let’s talk about how to develop the perfect elevator pitch. For those of you who aren’t familiar with the concept, an elevator pitch is your 30-second commercial. The idea is that you could say it going from one floor to the next on an elevator. Your elevator pitch can be used as you introduce yourself at networking events, when you meet people by happenstance, and of course when you are on the elevator. Here’s the formula: I help_____ (this is who you serve) Do/know/understand_____ (this is how you serve them) So they can_____. (this is the result the people you serve can expect)  This is my elevator pitch: I help high-achieving, college-educated professionals plan and execute a targeted, proactive job search so they can land their dream job.  Here’s an example for a mid-level learning & development professional: I help employees develop the soft skills they need to get promoted and have greater career satisfaction.  Here’s an example for an IT professional: I help companies become more efficient so they can increase profitability and streamline processes.  Here’s one for a senior HR professional: I help companies attract, train, and retain top-notch employees so they can reduce turnover.  The bottom line is that you are, at best, piquing the other person’s interest so they will want to know more about you. At worst, you aren’t boring them with more information than they need or want. Your assignment is to take this formula and come up with five variations of your elevator pitch. Practice them, out loud, in front of a mirror. You may even want to practice with a friend or colleague. Then select the one that feels the best to you – that you will feel most comfortable saying to a stranger. Here’s the formula again: I help_____ (this is who you serve) Do/know/understand_____ (this is how you serve them) So they can_____. (this is the result the people you serve can expect)The Document & Coaching Package is designed for current job seekers who want world-class marketing documents, a targeted, proactive job search strategy that gets results, and skill-building around how to network, interview, and negotiate compensation. To learn more or to schedule a consult, visit my website at https://theexclusivecareer.com/doccoach or email me at lesa@theexclusivecareer.com.