The Exclusive Career Coach

My guest this week is Mark Danaher, founder of Mark Danaher Training and Coaching. Mark and I discuss the seismic shift in people’s work because of the pandemic – especially the large number of people who are rethinking their career direction.Mark gives us the signs that you may be ready to make a career shift, as well as strategies to help you make that shift.Mark helps professionals make a career change from work they hate to the work they will love. Mark has been a career counselor and coach for over 25 years, helping professionals connect the dots to reduce stress, regain balance, and thrive in their life and career.Mark is offering a free e-book, “How to Make a Career Change in Seven Simple Steps: Seven Lunchtime Activities to Get You in Action and Moving Forward.” Find it at www.markdanaher.com/Lesa 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#careers #jobsearch #careermanagment #careercoaching #careercoach #careertransition

My guest today is Dave Perry and we’re talking about the concept of a blue-chip stock as it applies to being a standout employee. We talk about how to position yourself as a blue-chip stock during the interview process and once you’ve gotten the job. Dave gives us action steps we can take to begin positioning ourselves as a blue-chip stock.  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#careermanagement #careers #careercoach #careercoaching #jobsearch

My guest this week is Dave Fano, Founder and CEO of Teal, which provides people with tools, resources, and community for career management. We are talking about startups – how they are different, what to expect if you work at one, and how to transition back into a corporate environment. We also talk about the red flags – and “green flags” – to look for in evaluating a startup as a potential employer. Dave Fano is an entrepreneur with more than 20 years’ experience building products and services to help people leverage technology to achieve more with less. The former Chief Growth Officer of WeWork, Dave is now focused on empowering people with tools and resources to grow their careers.Check out Teal’s FREE job tracker at https://www.tealhq.com/job-trackerConnect with Dave at:www.tealhq.comtwitter.com/teal_hq twitter.com/davidfanolinkedin.com/in/davidfano 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

My guest this week is Dr. Nicole Tschierske, and we are talking about how to infuse your current position with passion, excitement, and creativity - no matter what is happening in your company, with your boss, or in your personal life. We talk about the “grass is greener” concept that is so prevalent as we come out of the pandemic, how to decide if “hanging in there” a bit longer is the right move for you, and specific action steps you can take to stay motivated, productive, and challenged in your current role. Even if you choose to start looking elsewhere, this episode will help you create the best possible environment in your current job until the day you leave. Nicole Tschierske is passionate about helping overlooked women in STEM become influential so they can confidently unlock new opportunities for themselves, get their employers saying “we need you on this job!” and make a bigger impact. As a scientist and positive psychology coach, Nicole helps her clients strategically turn their career frustrations into a renewed love for their work. Dr. Tschierske is offering a free masterclass starting September 20th; learn more at https://womeninstem-reimagined.com/You can reach Dr. Tschierske at nicole@intoactioncoaching.deOr visit her website at https://intoactioncoaching.deOr connect with her on LinkedIn at https://linkedin.com/in/drnicoletschierske 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 

A reminder that I’ve moved to a once-a-month webinar format, held on the third Thursday of the month at 4:00 p.m. Eastern. The topic is different each month, and I jam-pack them full of content. To learn about the next webinar: https://mastercoachwebinars.carrd.co We’re hearing a lot about “The Great Resignation” of 2021 and the volatile job market. I wanted to personally do a deep dive on this topic, and decided to share what I uncovered with you guys. According to the Labor Department, a record 4 million people quit their jobs in April 2021, starting what is called the “Great Resignation” period. People began to see their lives differently. While some realized how much time they were spending commuting and want to continue working remotely, others felt the exhaustion of digital overload and lack of connections. At the same time, companies like Apple are delaying its return to the office to October as the Delta variant surges.Employees are claiming more flexibility, defining hybrid work as the best alternative in the post-pandemic workplace to adapt to the VUCA context. A report by TINYpulse shows that 62.8% of HR leaders say that hybrid work optimizes employee performance in their organization Here are some statistics to set the stage: -According to Monster, 95% of workers are currently considering changing jobs -Microsoft Research found 41% of the global workforce is considering changing jobs -HR executives expect only 8% of employees to quit once COVID restrictions are lifted. -According to Global Workplace Analytics, the hybrid work model is here to stay; 25%-30% of the U.S. workforce will be working partially from home by the end of 2021. According to rainmakerthinking’s report, “Winning the Talent Wars,” they found the following: -Voluntary unplanned turnover – the “quit rate” - is increasing -Pent-up departure demand – the “want to quit rate” is also increasing -Early voluntary departure of new hires – employed for less than 18 months – is increasing What is going on? -Workforce burnout and depression -Fear of infection, resulting in fear of returning to the workplace -Extended unemployment and other benefits – effectively de-incentivizing the workforce -Increased family care needs -Location disruption -Changes in certain industries, such as healthcare, education, and public safety -Hastened retirements and career-pausing -Postponed schooling/training/graduation, causing delayed workforce entry What are the costs? -Sales are missed, orders can’t be fulfilled, services can’t be delivered -Current staff members are burnt out from overcommitment -Overtime costs are increasing -Perpetual understaffing causes bad habits as employees see cutting corners as the only solution -New hires are getting the on-boarding and initial training they need to be fully engaged and productive According to “Winning the Talent Wars,” these are the top four causes of early departures: -Buyer’s remorse – the employer oversold the job and made promises they can’t keep out of desperation to staff their vacant positions -Inadequate on-boarding and initial training -Hand-off to an unsupportive manager -Limited flexibility “When employees, whether new hires or longer-term, decide to quit when the time is right, we call this ‘leaving in your head,” or ‘leaving without leaving.” This phenomenon is sometimes the explanation for diminished performance or bad attitude from a previously good employee.” These are the top five causes of mid-stage departures: -Overcommitment syndrome for an extended period of time – creating “siege mentality” that feels like an assault. -Disengaged or unsupportive manager -Limited flexibility -Lack of career path -Relationship conflict “As hiring soars to record levels in the post-pandemic era, quit rates are also soaring as pent-up departure demand is released.” Where are the most vacancies? Construction, manufacturing, warehousing and pharmacy jobs are now in ample supply, the firm's data shows. "The economy is still all about the pandemic," said Jed Kolko, chief economist at the Indeed Hiring Lab. "The biggest increase in job postings are those that either help get us through the pandemic or help us get out of the pandemic." The hottest jobs sectors are those that "make and move things," Kolko added. E-commerce, warehouse and delivery jobs, all of which surged during the pandemic, are now growing at an even faster clip. The number of warehouse jobs listed on Indeed as of early April was 57% above what they were before the virus struck. The broader logistics field could add as many as 4.5 million new jobs over the next five years, according to Burning Glass, a labor market analytics firm. Along with frontline jobs, like truck drivers, that includes data analysts, software engineers, project managers and other positions required to maintain supply chains, Burning Glass predicted. Factories that make goods are going through their own labor pains. Manufacturers laid off fewer workers during the first wave of COVID-19 compared with service industries. Meanwhile, consumer demand for everything from personal protective equipment to vehicles has surged, putting a squeeze on the sector.  The drive to vaccinate people against COVID-19 is also spawning job opportunities in pharmacies and other health care organizations. Across the U.S, more than 1 in 5 job openings at the end of February was in health care and social assistance, according to Labor Department data.  Which industries are still hurting? -Education -IT -Beauty & Wellness -Hospitality & Tourism Here are seven trends that the Microsoft report highlighted leaders need to know when planning a return to the office.1. Flexible work is here to stay. 73 percent of workers surveyed want flexible remote work options to continue, while at the same time, 67 percent are craving more in-person time with their teams. Companies should consider re-designing physical spaces to accommodate hybrid work environments better2. Leaders are out of touch with their employees.People expect their employers and leaders to empathize with their unique challenges. More one-on-one meetings and informal conversations are required, especially for remote workers. If working in hybrid work environments, face-to-face meetings can enhance the connection even more. 3. High productivity is masking an exhausted workforce.54% feel overworked. Microsoft discovered that apart from an increase in time spent in meetings, the average Teams meeting is 10 minutes longer (up from 35 to 45 minutes). In addition, the average Teams user sends 45% more chats per week and 42% more chats per person after hours, with 62% of meetings not planned. 4. Gen Z is at risk and will need to be re-energized. Employees ages 18-25 reported that they were more likely to struggle balancing work with life (+8 percentage points) and to feel exhausted after a typical day of work (+8 percentage points) when compared to older generations. For Gen Z’s, feeling a sense of purpose and connection is essential to feel satisfied at work, but remote work makes this more challenging, especially for those new to the workforce. 5. Shrinking networks are endangering innovation. Respondents who reported weaker workplace relationships were less likely to report thriving at activities that lead to innovation. “When you lose connections, you stop innovating” said Dr. Nancy Baym, Senior Principal Researcher at Microsoft. 6. Authenticity will spur productivity and well-being. At the same time that networks shrank, a good trend that started last year was increasing authentic relations with those closest to us. The research shows that 39% of people in the study said they are more likely to be their whole selves at work compared to one year ago. These more personal interactions can increase inclusion, productivity, innovation and psychological safety.7. Talent is everywhere in a hybrid work world.Together with an increase in resignations, the marketplace is broader as companies are more eager to hire employees living on the other side of the planet. It is also more accessible for minorities, women with children, and talent residing in smaller cities that prefer remote work. 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 I have several guests on the podcast. Alycia Grenesko, Reese Kerlin, and Kristin Kerlin talk with me about why they reached out to me for coaching, what shifted for them during coaching, and what advice they have for others who may be thinking of hiring a coach.I also speak with my coach, Mimi Bishop, who also holds dual roles as a coach and a coachee. The message here is clear: even experienced coaches need coaches to help see themselves objectively, recognize the thoughts and behaviors that are holding them back, and help them set (and achieve) ambitious goals. Mimi and I also talk about the different kinds of coaches we have sought out for different stages of our lives and businesses.Whether you are thinking of hiring a career coach (like me), a business coach (like Mimi) or a life coach to help you with relationships, weight loss, or finding a partner, coaches can make a huge difference in your life. Enjoy! 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 

A reminder that I’ve moved to a once-a-month webinar format, held on the third Thursday of the month at 4:00 p.m. Eastern. The topic is different each month, and I jam-pack them full of content. To learn about the next webinar: https://mastercoachwebinars.carrd.co Today, I’m talking about whether you should hire a professional resume writer or DIY it. A disclaimer here: I believe EVERYONE would benefit from a professional resume writer. The question then becomes, is the cost worth it? Are the stakes high enough that I need a professional to help me be competitive? Here are the considerations:1.    Where is the bar? How competitive will the positions I am applying for be?2.    What is my timeline to be in a new position?If you are expecting a salary of $150K, every week you are unemployed is costing you $2,885. Even if you subtract unemployment benefits, you are still losing money every week you are unemployed. If a professional resume writer can help you shorten that timeline by even 1-2 weeks, it has paid for itself. 3.    Is this a strength I possess, or will I be starting from scratch? Do I have the time to do this – and do I want to use my time this way? Let’s say you’ve decided to use a professional resume writer. How do you choose?I’ve created a document, How to Assess Resume Writers, that you can download from my LinkedIn profile. I’m going to hit a few highpoints from that document here:1.    Review their website and LinkedIn profile – are they professional? Do they work with people in similar situations to yours? Look for examples of their work – do you like what you see?2.    Review their credentials. While credentials aren’t everything, there are a lot of people out there calling themselves resume writers who have absolutely no formal training. It is not at all uncommon for me to review a resume that has been “professionally written,” only to find 25+ errors in the document.Look for writers with the ACRW (Academy of Certified Resume Writers) or MRW (Master Resume Writer) designations, as these are the gold standards in resume writing.3.    Evaluate your interactions with prospective resume writers. How responsive have they been? Are they friendly and understanding – or short and distant? Do you feel a connection with them?4.    Find out about their process. Do they want you to fill out worksheets or do they get the information via phone or Zoom calls? What is the expected timeline? If a resume writer doesn’t offer any direct conversation with you, move on to the next option.5.    Ask about price. Price isn’t everything, but it should be a consideration. As a general rule of thumb, you want a resume writer whose fees reflect approximately ½% - 1% of your annual expected salary for the resume only. For example, if you are seeking a $100K salary, expect a resume writer to charge $500-$1000, + extra for LinkedIn profile, cover letter, or other documents. Be very wary about services promoting a $99 or $199 fee; if the price seems too good to be true, it probably is.6.    Determine if this provider also offers job search coaching – it can be a great benefit to go to a “one-stop shop.” 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, schedule a complimentary consult to learn more: https://calendly.com/lesaedwards/zoom-meetings2  

A reminder that I’ve moved to a once-a-month webinar format, held on the third Thursday of the month at 4:00 p.m. Eastern. The topic is different each month, and I jam-pack them full of content.To learn about the next webinar: https://mastercoachwebinars.carrd.coToday, I’m talking about 3 areas of your LinkedIn profile that are often overlooked – and that can have an outsized effect on your results if done correctly.Those 3 areas are:1. Your Headline2. Your Skills3. RecommendationsYour Headline (220-character limit)The first thing I want to say about your headline is this: Don’t use the default of your current job title and employer name. These things may be a part of your headline, but you want to say much more than just those two things.Your headline is a high-profile, highly searchable section of your profile. How you approach your headline depends on your specific situation, but here are some guidelines: If you are unemployed and job searching:You can be transparent about the job title you want – this should go in your headline. For example:Accounting Manager | Delivering accurate and timely financial results with the utmost in professionalism and ethics | Experienced in AP/AR, presentations, and Quickbooks (169 characters) If you are employed and job searching:You will probably want to include your current job title, and perhaps your employer in your heading. Unless you have notified the company you are leaving or been asked to leave, you don’t want to broadcast your intentions. For example:Director of Marketing, ABC Company | Delivering digital marketing expertise and strong team leadership | Leveraging analytics to drive marketing decisions | Experienced in financial services, consumer goods, & education (219 characters)If you are currently in one field but want to change fields:You will also probably want to include your current job title and/or employer. For example:Nonprofit Administrator | Leveraging financial and business acumen to minimize expenses, increase revenue, and garner community support and buy-in | Exceptional fundraising and grant writing skills (197 characters)Skills SectionThis section is no longer about getting endorsements – it is about the keywords you pack into this section.I recommend an annual audit of this section – remove obsolete skills or those you no longer want to feature and add new skills you’ve recently developed.When auditing this section, always think in terms of what a potential employer would be searching on to find you. For example, I love dogs – but my LI profile is no place to feature my dog-related skills.Once you start typing in a skill, be sure to select one from the drop-down menu, because these are the terms recruiters will be searching on.Also, duplicate your skills at the bottom of your About section. Label this paragraph “Specialties,” and list the same skills here.RecommendationsI LOVE this section and very few people utilize it. Here’s what I love it for: this is where you can ask people to say things about you that you really can’t say about yourself. Soft skills and certain strengths are best talked about by someone other than you.LI recommends a minimum of 3 recommendations and there is no upper limit. Here’s how to approach:1. Write out 3-4 characteristics you want people to write about.2. Think of 2 people who could write about each of those characteristics (this way, hopefully, you’ll get at least 1).3. Make sure you are connected to the person you want to write a recommendation for you.4. Go to the person’s LI page and click on the “More” button in the top box where their picture is. Select “Request a Recommendation” and follow the prompts.5. Write a customized note to each person, specifically asking them to write about the characteristic.6. Their recommendation will come to your inbox. You have three options: reject, accept as-is, or request changes.7. Keep in mind that you can repurpose recommendations from LI, but you can repurpose a recommendation from elsewhere into LI. Because of this, LI makes a nice repository for your recommendations.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.Schedule a complimentary consult to learn more: https://calendly.com/lesaedwards/zoom-meetings2  

A reminder that I’ve moved to a once-a-month webinar format, held on the third Thursday of the month at 4:00 p.m. Eastern. The topic is different each month, and I jam-pack them full of content. To learn about the next webinar: https://mastercoachwebinars.carrd.coThrough various groups I belong to and sites I visit regularly, there is a lot of talk about being in a “toxic work environment.” Today, I want to drill down on what actually constitutes a toxic work environment and what to do if you are in one. I also want to talk about what isn’t a toxic work environment and how to manage these situations.Here’s what Wikipedia has to say about a toxic workplace: It is marked by significant infighting, where personal battles often harm productivity. Here’s a quote: “It is reasonable to conclude that an organization can be considered toxic if it is ineffective as well as destructive to its employees.”Here’s what monster.com has to say about a toxic work environment:A toxic work environment is one wherein dysfunction and drama reign, whether it’s the result of a narcissistic boss, vindictive co-workers, absence of order, et cetera.In addition to harming your morale, this kind of climate can also be damaging to your health, says Paul White, co-author of Rising Above a Toxic Workplace. “Stress takes a toll on your body,” White says. Health problems stemming from a hostile workplace include hypertension, cardiovascular disease, and decreased mental health, and can lead to fatal conditions, research from Stanford and Harvard Universities found.“A toxic environment keeps people in a fight or flight mindset—the constant pump of cortisol, testosterone, and norepinephrine generates physical, emotional, and mental stress,” says Cheri Torres, an Asheville, North Carolina-based business leadership coach and author of Conversations Worth Having: Using Appreciative Inquiry to Fuel Productive and Meaningful Engagement. She says you can’t do your best work when you work in a toxic workplace, and your health and well-being is at risk.As I was researching for this episode, I saw a lot of things credited as contributing to workplace toxicity that simply aren’t. No boss, coworker, or CEO is perfect – and a boss who isn’t organized or a coworker who is chronically late doesn’t make a workplace toxic.Here are the signs Monster gives for a toxic workplace:1.    You are chronically stressed out. Take this quiz to find out how stressed you are: https://www.stress.org/wp-content/uploads/2011/08/Workplace-Stress-Survey.pdf2.    You’re being overworked.3.    You’re being bullied.The Workplace Bullying Institute defines bullying as “repeated mistreatment of an employee by one or more employees; abusive conduct that is threatening, humiliating, or intimidating; work sabotage; or verbal abuse.”While 61% of bullies are bosses, 33% of bullies are peers with the same rank as their targets, and a surprising 6% of bullies are subordinates, a survey by the Workplace Bullying Institute found.4.    You’re a contributor to – or recipient of – office gossip.5.    Your boss is a hothead.6.    Communication is poor/nonexistent, and it is affecting your ability to do your job.Here are additional signs from Bustle.com:1.    An absence of work/life balance (or, as I like to call it, work/life blend)2.    You are constantly getting sick.3.    Family and friends are noticing a difference in your character.4.    Your employer culture is “competitive conflict.”5.    Your time boundaries are not being respected. (Think “Two Weeks’ Notice”)6.    Your boss encourages bad/unprofessional/unethical behavior7.    Your gut-check tells you that your ethics and morals are eroding the longer you work there – you are losing yourself. Here are clear-cut situations of workplace toxicity:1. Sexual harassment2. Bullying3. Illegal behaviors (stealing, cheating, misrepresenting results)4. Being asked to participate in or look the other way with illegal/unethical behaviors5. Workplace safety or environmental issues that aren’t addressed6. Lies/undermining that are affecting your ability to do your job or get the results you are expected to achieve So what are your options when you find yourself in a toxic work environment? There are at least three:1.    Approach the perpetrator directly.A quote from Monster: “You should be able to resolve many interpersonal problems without intervention. “Generally, your best first step is to have a gentle backstage conversation with the person who’s causing you harm,” says Sutton. But, rather than focusing on how someone’s behavior makes you feel, focus on the negative consequences of the person’s actions.”2.    Confront with a team and go up the chain of command.According to Monster: “If the direct approach is futile, you may have to get help from your superiors (assuming they’re not the problem) to resolve serious issues with co-workers. But before you request a meeting, there are a couple measures you should take.“First, figure out if any of your peers are having similar problems. “The more fellow victims you have, the more power you have,” Sutton says. Obviously, you don’t want to bombard your co-worker; one or two representatives in addition to yourself should suffice.“Second, gather hard evidence to prove your case. For example, if your colleague is frequently trying to sabotage your work by turning their assignments in late, compile emails that show times when this has happened and present what you have in the meeting.”3.    Plan your exit strategy.“Some companies simply have a culture of dysfunction. If the toxicity is coming from the top down, you may be better off coming up with an exit strategy,” according to Monster.Finally, let’s talk about what doesn’t constitute workplace toxicity. These are all contextual, because if one of these non-toxic things is happening and, as a result, your health is suffering or your friends and family are noticing a negative change in you, then there is evidence that that thin is toxic FOR YOU.What I want to make clear with these four things is that you have within your power the ability to shift your mindset around these things so that your experience at work is more positive.This DOES NOT mean you have to stay in that job…it simply means that, while you’re still there, you can have a better experience.1.    You don’t want to go to work.2.    You aren’t as happy as work as you used to be.3.    You don’t feel respected.4.    Your point of view and ideas aren’t being heard.What can you do in these situations? Here are my suggestions:1.    Do a pros/cons exercise – what reasons do you have for not wanting to go to work? Why don’t you feel as happy about work as you once did? In what ways DO you feel respected at work? When have your POV and ideas been heard at work?2.    Take a careful look at your cons – what shifts can you make to move some of these items out of this column? Maybe they won’t end up in the pros column, but at least you can neutralize them.For example, if one of the reasons you don’t want to go to work is a particular co-worker’s attitude towards you, what can YOU do about that? You could schedule a time to speak one-on-one with this co-worker. If one of the reasons you aren’t as happy at work as you used to be is because you’ve been passed over for a promotion, perhaps you could meet with your boss about why you weren’t chosen and what you could do to increase your chances of success next time around.3.    Engage in a gratitude practice – Every morning, I write down three things I am truly grateful for, and I really FEEL that gratitude.4.    Mindfulness – Become more aware of when the negative thoughts are creeping in and choose to think something more positive instead. For example, if you find yourself sitting in your car in the parking lot every morning not wanting to enter the building, this is likely because you are thinking something like “I hate my job.” Once you realize this thought, you can shift your thinking to something like “I like _____ about my job.” A slight shift that can make all the difference.5.    Focus on what you CAN control – nothing exacerbates a feeling of powerlessness more than putting yourself in the role of victim. If you don’t feel your POV is being heard at work, how can YOU show up to meetings differently to increase your chances of being heard?6.    Engage in a bit of perspective-adjusting. We tend to think the grass is always greener over there…but it often isn’t. If you choose to go elsewhere, keep in mind that there may be similar problems there…or even worse ones. Is what you have REALLY that bad? Are you in the wrong job that chips away at you every day? The CareerSpring coaching program will help you find a job that uses your zone of genius, recognizes your value, and pays you what you’re worth.Schedule a complimentary consult to learn more: https://calendly.com/lesaedwards/zoom-meetings2

A reminder that I’ve moved to a once-a-month webinar format, held on the third Thursday of the month at 4:00 p.m. Eastern. The topic is different each month, and I jam-pack them full of content. To learn about the next webinar: https://mastercoachwebinars.carrd.com Today, I want to drill down on ways to promote yourself as a SME on LinkedIn. Let’s start with why this is important: 1. If you are job searching, putting content on LI in your area of expertise will show potential employers that you are a thought leader in your field. 2. This can be a great tool for your company – instead of a hard sell on why you should buy a particular product or service, your expertise is much more interesting to others in your field, potential buyers, and potential future employees. You can really differentiate your company from the competition this way. 3. As you become known as a SME, recruiters will increasingly reach out to you. The optimal state is that you never go “in” and “out” of job search mode, but rather you are always having those conversations. I call it ARFO – Always Ready For Opportunity. 4. Your expertise can be repurposed for your employer – they may want to use it on the website, in videos, or social media posts. This is a win/win/win situation. Now that I’ve hopefully persuaded you of the reasons to position yourself as a SME, why LinkedIn? Here are three reasons: 1. It’s the most professional of the SM sites 2. LI is set up to also be your de facto blog 3. People will engage with professional content on LI – it’s one of the main reasons people use LI Finally, let’s get to the meat of this episode – how to promote yourself as a SME on LI. Here are my suggested steps: 1. Decide on your “why” – if you don’t know why you are doing this or your reason isn’t very strong, you’ll likely put it on the back burner when other things in your professional or personal life become more urgent. 2. Create a strategy. How often will you post? What will you post each time? Here’s an example for someone in HR: Mondays – Original content around a basic concept in Human Resources Wednesdays – Share someone else’s article and comment on it Fridays – Create engagement around a question or idea and ask other HR professionals to give input 3. Calendar everything.You’ll need time to create the posts and associated artwork, time to post (I would recommend Hootsuite’s free version). Although you can’t really calendar in time to respond to comments on your posts, you’ll want to keep an eye on this so you keep the conversations going. 4. Periodically shake things up. I do this in my business once a quarter. I look at a) what kind of content I’m putting out on my various channels, and b) what days I’m putting that content out. By shaking things up every three months, I am hopefully doing the same thing grocery stores do when they move product to another part of the store. The shoppers now have to actually look for what they want…and who knows what they might find along the way. Also, you may find that some kinds of posts get far more engagement than others, so either eliminate the less effective or think of a way to tweak it to get more eyes on your content. Here are some specific types of posts you may want to consider: 1. Share expertise around a hot topic in your field 2. Pose thought-provoking questions 3. Share a problem you’ve solved and how you solved it 4. Share what your company is doing to address a problem 5. Post thought-provoking statistics relevant to your field or industry 6. Post relevant quotes from industry leaders 7. Share upcoming trainings, certifications, or other professional development opportunities 8. Align yourself with thought leaders in your field by posting a quote and expanding on it 9. Post about an award your company, a leader in your company, or you have received Are you in the wrong job that chips away at you every day? The CareerSpring coaching program will help you find a job that uses your zone of genius, recognizes your value, and pays you what you’re worth. Schedule a complimentary consult to learn more: https://calendly.com/lesaedwards/zoom-meetings2 #careermanagement #LinkedIntips #careercoach #careercoaching #SME