The Exclusive Career Coach

 I have done plenty of episodes on how to answer various types of interview questions. What I want to touch on today is everything else surrounding the job interview. When I was the director of a University Career Center, I noticed my students would spend hours preparing for an exam – and yet very little time preparing for a job interview. The last time I had a job interview, my goal was to be so well prepared that the interviewers couldn’t throw me a curve ball. There would be nothing they would mention about the university that I wouldn’t at least know something about. At the end of my grueling, two-day interview gauntlet, the man who was to become my boss said that he felt more like I interviewed him than the other way around.OF COURSE. I was considering a 1,000-mile move with two small children. I wasn’t about to make that huge leap without being sure of what I was getting myself into. Here, then, are the 11 tips to help you be optimally prepared for your next job interview. 1. Carefully examine the job description.Here is what Indeed has to say about this: “During your prep work, you should use the employer’s posted job description as a guide. The job description is a list of the qualifications, qualities, and background the employer is looking for in an ideal candidate. The more you can align yourself with these details, the more the employer will be able to see that you are qualified. The job description may also give you ideas about questions the employer may ask throughout the interview.”What does this look like? If, for example, the job posting indicates a high priority on a certain skill or credential, you want to make sure you weave your ability with that skill or the fact that you have the desired credential into one or more of your interview responses. You can also use the job description to anticipate behavioral questions you may be asked. 2. Get crystal clear on why you want the job, why you want to work for that employer, and what you bring to the table.You need to be able to clearly articulate what attracted you to the position and the company and why you believe you are the best candidate for the job.Rather than telling them how excited you are about the position, demonstrate your excitement with tangible details as to the skills, characteristics, and qualifications you will bring to the position. Your excitement will be evident.3. Conduct in-depth research. There are a few levels of research you want to do prior to a job interview.-Research the company -Research the company culture -Research the industry -Research the product or service the company provides -Research the role 4. Research your interviewers.In addition to in-depth research on the company and the position, you want to use LinkedIn to research those you will be interviewing with. Where have they worked previously? What other roles, if any, have they held in this company? What is their educational background? Can you find evidence of what they like to do outside of work?Bonus points if you can make a connection with an interviewer based on your research, such as a common hobby or attending the same undergraduate institution. 5. Plan your interview attire.You may think that your interview attire depends on whether it is an in-person or virtual interview, but it doesn’t. My number one piece of advice to clients who will be having a phone or Zoom interview: dress like the interview is in person. It really does make a difference. The more you know about the company culture, the job you are applying for, and the interviewers, the better you can plan what you’ll wear. Here are some general rules:-Dress above the requirements of the job-Dress as well as, but not better than, the boss-Look like a well-dressed, successful professional in your field-Consider styles and colors that work for you and project the proper image-Sit down in your interview attire in front of a mirror-Break your shoes in ahead of time, and make sure they are suitable for walking-In most fields, avoid trendiness and go for the classics – unless you’re in a creative field 6. Bring hard copies of your resume in a padfolio.7. Practice your speaking voice and body language.Whether you practice by yourself, with a friend, or preferably with an interview coach, recording yourself and watching it back will help you see areas for concern. These might include vocal fillers, mispronunciation/misuse of words, and nervous habits. If, for example, you see that you touch your hair several times during the interview, plan to wear your hair up or back to resolve the temptation.8. Conduct mock interviews. The benefit should be obvious: practice makes perfect. Or, as my daughter’s softball tee shirt said, “Perfect practice makes perfect.” 9. Plan out your travel arrangements.Most of my clients are experiencing in-person interviews at least once before they are offered the position.You’ll want to be very clear with the appropriate representative of the company as to who is responsible for what arrangement and how payments and reimbursements will be handled.Double- and triple check these arrangements prior to departure; nothing will stress you more or sideline your focus more than a missed connection or botched hotel reservations.10. Sell yourself.Remember: It ain’t bragging if you can prove it. You may be uncomfortable with selling yourself, but it doesn’t have to feel icky.Your goal during the interview is to accurately and compellingly convey your skills and experiences so the interviewers have the complete information they need to make an informed hiring decision. Metrics or stats that demonstrate your accomplishments and growth are great for selling yourself during the interview. Have those stats memorized and give thought to how you want to insert them into your answers.Finally, don’t be modest about sharing your accomplishments.11. Follow up and follow through. Although I’m a huge fan of the hand-written thank-you note, I have acquiesced that, in most instances, this approach isn’t viable today. If, however, your interviewer has presented himself or herself as old-school and you have the time to send a hand-written thank you, they are still acceptable and even encouraged. It is key that you find out what the next step(s) in the hiring process will be before you leave the interview – and offer to reach out to touch base at an appropriate time.If the process drags on, as it does with so many companies, stay in regular contact (perhaps weekly or bi-weekly) to let the hiring authority know you are still interest in the position.When appropriate, you can add value to those communications, such as letting them know of an additional achievement, certification, or recognition you’ve received, or kudos for something they or their company have done that has made the news.It is also appropriate to let them know if you’ve received another offer, especially if you would rather work at their company.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  

Why is personal branding important? To differentiate yourself in a crowded candidate pool To clearly convey the benefits an employer will get from hiring you To avoid being the “generic” candidate NOT an objective – which tells the employer what YOU want, rather than what you can deliverThe problem with most people’s attempt at branding is that it is generic and non-differentiating.Here’s an exercise to begin the branding process:Pick one of the following brands, and write down three adjectives that describe them:-Nike-Starbucks-Chick-fil-a-Apple Computers-Keurig-Bombas Socks-Disney World/Disneyland-Yeti You probably didn’t have any trouble coming up with three adjectives to describe the company you chose. You want others to be able to quickly identify your brand. Branding is important for your resume and LI profile; your brand can also serve as a guidepost in making career decisions. Questions to ask yourselfPick one of the following to compare yourself to:-A model of car-A breed of dog-A household appliance-A restaurant chainAsk yourself these questions:-Which one (model, breed, etc.) am I? -Why did I choose that one? How does that choice describe me? These are also great questions to ask those who know you well, in a variety of capacities. The next step is to select 2-3 of these questions to answer: What have you consistently been asked to do in your work? What is your “secret” sauce? What do others say you do well? What is your unique constellation of attributes? In what area(s) of work do you lose track of time and become totally absorbed? Example #1Multi-Unit Manager, HealthcareSeasoned operations and facilities manager with a record of superior facilities management with award-winning cleanliness, rapid response in resolving issues, and strict adherence to healthcare provider standards. Consistently asked to take on additional roles and responsibilities due to resourcefulness, meticulous follow-up and follow-through, and ability to empower team members. Highly effective in communicating with staff at all levels of the organization, as well as collaborating—and enhancing relationships with—with referral sources.Representative Successes: Promoted from Operations Manager of a single facility to District Operations Manager for 23 facilities with COMPAN—a fitness company with 700+ facilities throughout North America. Chosen twice as change agent for major acquisitions including terminating redundant employees, relocating top-performing employees, and evaluating equipment for redistribution and removal. Restructured key position at COMPANY to take a holistic view of the patient experience that included referral sources, family members, and other key stakeholders. Recuperated as much as $1M in revenue through effective facility manager training and motivation. Rebuilt staff and workflows in Tallahassee and Panama City offices of COMPANY — improving efficiency, employee engagement, and patient satisfaction. Example #2Astute and personable finance executive with considerable experience leading financial reporting, preparing yearly operating and capital budgets, AP/AR, Payroll, Purchasing, Medical Records, Dietary, and Environmental Services. Consistent record of increasing transparency/accountability, resolving financial management issues, and implementing systems and processes that enhance efficiency and effectiveness. Exceptional Record of: § Supporting managers in understanding financial operations and making intelligent financial decisions§ Managing physician contracts and vendor negotiations for a range of services§ Renegotiating contracts and eliminating excess spending to realize significant savings§ Developing systems to minimize loss, optimize equipment utilization, and maintain internal controlsExample #3Chief Human Resource OfficerDelivering an executive presence, coupled with a data-driven decision process and willingness to engage in tough conversationsSenior HR professional with an exceptional record of improving employee engagement and retention in the high-turnover field of healthcare through a combination of building strategic relationships, gathering data directly from front-line workers, and restructuring hiring, on-boarding, and compensation processes. Representative Achievements: » Transformed perception of HR into a true business partner in support of organizational leadership with an optimal blend of training, change management, coaching, and a full branding shift. » Served in key leadership capacity during COVID-19 including massive furlough and establishing remote work structure for 5,000 employees. » Reduced turnover by as much as 4% for front-line healthcare workers and 3.3% for corporate areas.  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

Here’s what I see on almost every resume that comes my way: either there isn’t an achievement in sight, or the few achievements that are there are mixed in with bulleted job duties.This creates what we resume writers call “death by bullets.” A looooong laundry list of job duties, maybe a few achievements, that don’t impress the reader and causes them to lose interest fast. Job descriptionsLet’s start with your job descriptions. This should be a 2-3 line paragraph of the daily job duties you performed – either most frequently or those that are most applicable to the specific position you are applying for. There’s no room for fluffy words or extra verbiage in this paragraph. Stick with the most important, most relevant, and/or most differentiating tasks.Here’s an example: Manage daily operations of 23 facilities in Florida including all construction, remodels, maintenance, repairs, equipment installations, warranty work, and operations budgets. Hire and collaborate with contractors. Recruit, hire, train, and coach facility managers; develop managers for promotions. Directly supervise 28 including 23 general managers.(This is 4 lines on her resume – written in present tense because this was her current job at the time I wrote her resume:Here’s another example: Identified opportunities and developed/implemented solutions for general operations management, project management, human resources management, and staff development. Managed project portfolio and facilitated monthly review of all projects and resource allocation breakdown with senior leadership team. Direct supervision of 3; indirect supervision of teams as large as 100. (4 lines on resume – written in past tense because it is a previous job)AchievementsYou need achievements on your resume because they tell a prospective employer HOW WELL you did your job – not just THAT you did what was expected of you.It is your achievements, not your job duties, that market you.When you mix your job duties up with your achievements, you dilute the effectiveness of your achievements.Ideally, you will have progressively more achievements as your jobs are more recent. At most, 5 achievements per role. What makes an achievement impactful? -Is specific-Starts with an action verb (parallel structure)-Leads with results-Leaves the reader wanting more (2 lines max)Example #1:Instead of Grew customer baseThis high-impact achievement bullet: Catapulted customer base 400% and revenue 700% by launching a comprehensive social media campaign. Example #2: Instead of Managed new-hire in-processingThis high-impact achievement bullet: Processed 140 new employees in just 30 days including all paperwork, orientation, security clearances, and computer access. Example #3: Instead of Managed IT installation projectThis high-impact achievement bullet: Spearheaded 1200-unit IT installation project including beta testing, identifying and training superusers, and troubleshooting.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

Let’s begin by explaining what the ATS is: software that manages the entire hiring and recruitment process. From posting the job online to making the job offer, an ATS keeps track of all the activity that takes place in the recruiting department.If you have applied to a company’s website or uploaded your resume to Indeed or LinkedIn, you’ve used an ATS. The ATS was first created for employers who demanded features that could discourage and filter out unqualified candidates in no time. ATS is supposed to save time, speed up the hiring process, and keep the hiring process fair and non-discriminatory. It also keeps track of things like EEO and diversity metrics that can be used to protect the company legally and make governmental reporting easier. All ATS work in one of three ways:Automatic rankings The ATS compares your resume to the job description and ranks each applicant based on how well their resume scores. This allows the recruiter to focus on candidates with the best job description match. Keyword rankings Keyword rankings are available in almost all ATS. The ATS might search on your current job title, a particular degree, or a required skill. This process saves only candidates who have that exact thing on their resume; anyone else would just be kept in the system.Viewing applicationAt some smaller companies, recruiters or hiring managers will look over all the applications. Much like a manual submission, recruiters will look at your past highlights, job titles, and employers to determine whether they want to learn more about you or not. Because of this, it’s important that your top skills and qualifications are easily identifiable, not only for the ATS but also for the recruiter’s eyes. What does this mean for you?-Use a .doc or .docx format – not all ATS can read pdfs.-Translate any images, graphics, text boxes, or chart information into the body of the resume.-Use traditional headers in clearly defined sections so the system can locate key details.-The length of your resume doesn’t matter in the ATS.-Populate your resume with keywords from the job posting, but don’t just stuff your resume full of keywords. The system searches for keywords used in proper context.-Remember that once the resume makes it through the ATS an actual person will read it – so be sure to demonstrate proof of skills, not just fluff.-If you are allowed to upload a copy of your nicely formatted resume as a PDF, do so. Same with a cover letter.ATS don’ts-DON’T have any content on your ATS resume in text boxes, graphs, charts, etc.-DON’T try to “hide” keywords in your ATS resume (this trick ticks hiring managers off)-DON’T stack jobs; if you have multiple roles with the same employer, the employer’s name needs to be listed with each role (and the individual dates for each).-DON’T underline, italicize, or use any symbols not available on your computer keyboard.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

For this article, I pulled heavily from the Real Simple article “4 Moments When You Need a Mentor” in the November 2020 issue by Ronnie Koenig. According to the article, 63 percent of women in one study said they had never had a mentor. The article also states that employees with mentors are promoted five times more often than those without a mentor. Why is having a mentor important?-Ask for advice-Talk about uncertainties with-Help you practice tricky conversations-Think about your future goals – and how to realize them-Be your cheerleader, supporter, tough talkerIf you’re just starting outIf you are at the beginning of your career, you need a caring cheerleader. It can often feel like you have to pick a lane before you’re even sure where the road goes or how long it will take to get there. The best person for this type of mentorship is someone in your department, a member of a professional organization you belong to, or even someone in a different industry who can advise you on the pitfalls and direct you toward opportunities. Your goal at this point in your career is to stay in a learning mindset so you become well-rounded and not become pigeon-holed in one direction. A good way to find this type of mentor is to ask to help with a project or event at your employer or in an organization you belong to. If you’re trying to pinpoint your passionIf you are coasting along in your current job but believe you’re not following your passion, you need inspiration. A mentor can help you plot your next move and help you build your confidence to take the leap. To find this type of mentor, search LinkedIn or attend industry events to find people who are leading causes you care about. Ask people about their career path and it will help you uncover the path you’re meant to be on. Email the person to ask if they would be willing to share how they got started. If you’ve been downsizedIf you have been laid off, the mentor you need is a staunch supporter. Your immediate reaction to being terminated is to look for a job just like the one you lost, but instead take some time to think about what you really want to do next.This type of mentor can be an admired former boss or senior colleague, who can offer their take on your career thoughts and provide a boost of optimism from their encouragement and faith in you. They can also help you see how your skills and interests will transfer to opportunities you hadn’t previously thought of.If you had a major life eventIf you recently became a parent, are reentering the workforce after some time away, or have dealt with a serious illness, your mentor should be an experienced colleague. It can help to talk to someone who’s been there. They are empathetic, but no longer in the thick of it – so they have the perspective and distance to be helpful.To find this mentor, ask a colleague who has recently gone through what you are facing. Ask questions about how they transitioned back to work, negotiated their availability, or enforced boundaries.Don’t hesitate to talk to people outside your immediate circle – if you see someone who is handling your issue particularly well, ask. You’ll be exposed to great ideas outside your workplace bubble.Lastly, let’s talk about the benefits of being a mentor. Greater work satisfaction. Mentoring others can have a rejuvenating effect on you – especially if you have plateaued in your career and could use the boost from sharing your knowledge and wisdom with others.A salary boost. Being recognized as an effective mentor can get you noticed and enhance your reputation at work. Research indicates a connection between being a mentor and receiving a higher salary and more promotions.Sharpened skills. You’ll get a lot of practice in listening, asking thought-provoking questions, facilitating change, influencing, and overcoming obstacles – all skills necessary to become an exceptional leader.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

For this episode, I leaned heavily on the article “7 Essential Tips for Effective 1 on 1 Meetings with Your Manager” from the getlighthouse.com blog.In a perfect world, 1:1 meetings with your boss should be something you have regularly, and actually look forward to. Done well, effective 1:1 meetings are an opportunity for:-Feedback-Coaching-Relationship-Building-Goal-SettingWhile the ultimate responsibility for making 1:1 meetings great falls on your manager, there are things you can do to improve your 1:1s. Most managers really do care about their people; they are much more unaware and overwhelmed than evil. If you truly believe your boss doesn’t care enough to invest his or her time with you, it is time to look for another job. For the rest of you, here are tips to improve the quality of your 1:1 meetings:1. Don’t let them cancel. Ask to reschedule. It is hard to get into a good rhythm with your boss if weeks or months go by without dedicated time to talk. Even worse, it can cause a backup of issues to discuss that get worse as they go unaddressed.If this happens frequently, it is best to address the reason(s) for the cancellations directly with your boss. Also, is he or she cancelling with all employees – or just you?You might say something like “I understand you have something pressing, and these meetings are important to me. When can we reschedule for?”You might event try suggesting new times or pulling up your calendar right then to coordinate a new meeting time. The easier you make it for your manager to say yes, the more likely you are to get your meeting.2. Avoid status updates.If your boss feels out of the loop, he or she will want to talk to you about what you are doing. It is also a safe topic to fill the time and avoid tough, sometimes uncomfortable, subjects that really matter. Instead, give them your status update outside your 1:1 meetings. Here are some options:-Email updates (Agree on a frequency and format with your boss that makes sense for both of you)-Stand up meeting (Daily team meetings for bite-sized updates)-Tools (such as IDoneThis, Slack, StandupJack – these all help organize status updates)3. Bring things you want to talk about.You being prepared will not only make the meeting more productive, it will avoid the dread (yours and your boss’s) that comes from having nothing to talk about. 4. Make an agenda for your meeting.As you go through your week, jot down things you want to discuss as they come to you. By your next 1:1 meeting, you’ll have a healthy list of topics to discuss. Here are some possible topics:-Your career/growth goals (don’t assume your manager knows your career aspirations – bring them up. And not just one time.)-Team improvement ideas (what ideas do you have to help the team work better?) -Self-improvement needs (ask for coaching, feedback, help — and be specific) -Interpersonal issues (ask your boss to help mediate or coach you through difficulties with a coworker) -Personal topics (let your boss know of a family death, serious illness, particular stressors at home – this opens the door for potential reasonable accommodations)5. Encourage your manager to take notes.You could say something like “This is important to me. If you want to take a minute to write this down, we can pause for a moment.”As an alternative, you could offer to take notes during the meeting that you will then type up and disseminate to your boss. He or she may take the hint and write notes during the meeting, but at minimum there will be a recording of your conversation.You can also reinforce your boss’s taking notes with a statement such as “Thank you so much for writing that down – it is very important to me.”The more they take notes on the most important parts of your 1:1 meetings, the more valuable they’ll become for both of you. They’ll be more prepared, and you’ll trust that you will be able to build on what happened in the last meeting.6. Make it actionable. A great conversation with your boss can feel like a pressure relief valve finally letting off a build-up of steam – you feel relieved. Unfortunately, that feeling can be very short-lived if you are talking about the same issue in your next meeting.You want to close the meeting by talking about steps for next time. You could ask something like “What do you think we can both do for next time based on what we talked about?”By presenting it as a question, your manager will feel like part of the solution, which makes them more likely to do whatever they said they would do. This essential creates a social contract: if you deliver on your action items, your boss will be more likely to keep their end of the agreement, too. Taking two minutes at the end of your 1:1 to set next steps can make all the difference. 7. Think about your manager’s view.Depending on what is going on in your company, your boss may not be getting the support they need. They may have the best of intentions but be overwhelmed. Ask about how you can help and support your boss, too. Here are a few ways you can better manage up and make work life better for your boss:-In the loop – find out what they feel out-of-the-loop on related to your work; create a way to keep them updated.-Take the lead – Offer to take the lead on one part of a project your boss is responsible for; this is also a great way to build leadership skills.-Learn their style – Adapt some of your deliverables to fit your boss’s style and preferences, such as a summary page, a certain template they prefer, or timing of when to request feedback. 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

Today, I have a return guest – Mac Prichard. Mac runs the highly successful Mac’s List for employment opportunities in the Portland area. The site also offers a wealth of tips for both job seekers and employers looking to hire. Mac is also the host of the Find Your Dream Job podcast.We're talking about networking secrets for job seekers. Mac talks about the most misunderstood concept job seekers have around networking and how to network during a pandemic. He also gives us his top 5 networking secrets.Connect with Mac via his Find Your Dream Job podcast: macslist.org/podcastsAnd on LinkedIn: https://www.linkedin.com/in/macprichard/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

Today’s podcast is based heavily on the getlighthouse.com blog, specifically the blog titled “18 Questions to Ask Your Manager to Improve Your Relationship and Better Manage Up.” I’m sure I’m not telling you anything new: people leave managers, not companies. According to a recent Gallup poll, more than 50% of us have left a job because of our boss. Having said that, you are not a victim here – you have a role to play in managing the relationship with your manager. Whether you are trying to improve your relationship with your manager from bad to okay, okay to good, or good to great, you can work with your manager to improve your relationship and make work much more enjoyable for both of you. Here are questions you can ask your manager to improve your relationship and better manage up: Questions that help you understand your boss’s priorities and goals. Once you know his or her priorities, you can tailor the information you share during meetings and conversations. And when you can assist your manager in accomplishing his or her goals, you are demonstrating dependability and initiative. One-on-one meetings are going to be your best avenue for uncovering your boss’s priorities and goals. If you aren’t regularly scheduled for 1:1’s, then your first task is to establish a regular meeting time. I will be diving deeper into how to have successful 1:1’s with your boss in an upcoming episode. Here are four great questions for your 1:1 meeting with your manager: 1. What are your priorities? What wins do you need most right now? 2. What are some things I could do better or differently to help you succeed even more?3. Here are my top NUMBER priorities. Do these align with your priorities? 4. What do you consider above or below the waterline? The waterline principle means that it’s okay to make a decision that might punch a hole in the boat as long as the hole is above the waterline so that it won’t potentially sink the ship.But, if the decision might create a hole below the waterline that might cause the ship to sink, then associates are encouraged to consult with their team so that a collaborative decision can be made.Using the waterline concept can help make both you and your manager’s lives easier by establishing a defined process for when you really need to check in with him or her, and when you can be given more autonomy and independence.As a follow-up, make sure to be clear with your manager about how you’ll treat below and above-the-water-line tasks. For example, you might say, “I’ll keep you informed at a high level, but work independently on above the waterline tasks. Meanwhile, I’ll be more detailed, and come to you quickly for things below the waterline if we start having problems.”You can also ask your colleagues individually to share examples of things they have done to successfully meet your boss’s needs in the past. You’ll quickly begin to see common denominators, and these practices are the ones you’ll want to begin emulating. Questions that help you get into your manager’s mindThese questions help you get into your manager’s mind and pick up on their language. By emulating their language, you begin to build a common vocabulary – you are speaking the same language. 5.    How can I build more trust with you on the work I do? (Great if your boss is a micromanager)6. What is most important to you to be up-to-date on for the progress I’m making? Where do you trust my work and can allow me to be more autonomous?7. What causes you to feel stressed about my work? What gives you confidence?8. What part of my work are you most comfortable and familiar with? What parts of my work are things you haven’t done as much yourself?9. What have your best team members done when working with you that you especially liked?10.What have team members you found challenging to work with done or failed to do? Questions to help anticipate what your manager wantsMuch of managing up is learning to anticipate what your manager will want. This builds trust and support.Many times, issues develop because an employee is afraid to open up to their manager. As a result, the issue gets worse over time until it has become Mount Vesuvius. Because you inevitably see things your manager doesn’t, you can bring up problems you think they should know about – especially if you come to him or her with a possible solution. 11. I noticed problem X and was thinking solution Y could help. What do you think of that? After asking this question, follow up with “How could we make that happen?” to nudge the solution along and make sure action is taken to resolve the issue. 12.Would X be helpful to you? How would you change it? 13.What do you recommend for when I get stuck on [area you are weaker in]?This is a great way to ask for coaching versus waiting for them to coach you spontaneously. 14. At what point do you want me to come to you for help versus figuring it out on my own? 15. If I need help with something, what is the best way to get your input or support? 16.What is one thing I could do differently or better that would make your life easier?17.How could a recent project or task I was involved in be made easier for you?18. What do you need to report up your chain of command related to the work I do? How can I put that information in a format that is easy for you? 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

Today, my guest is Laura Berman Fortgang, and we are discussing three clues you can look at from your past to help you find the career you are meant to be in. We talk about what clues to look for, how to assess those clues, and what to do with your new-found self-awareness.Laura is the author of Now What? 90 Days to a New Life Direction. She is a best-selling author, speaker, TV personality (The Oprah Winfrey Show and All national morning shows), corporate trainer, and spokesperson. Her Ted Talk has garnered over 1.5 million views.Laura’s five books are now published in 13 languages. Her coaching clients have ranged from homemakers to celebrities and Fortune 100 companies to NASA and the Army Corps of Engineers. She is the creator of the Now What?® Career Coaching Methodology which she trains and licenses coaches to use with clients and is now available as an online course to the public.Check Laura Berman Fortgang out at www.nowwhatcoaching.comTo get a copy of the free “Five Step Guide to Clarity:” https://tinyurl.com/LBF-5StepGuideAre 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

Since COVID hit last March, I have been putting out a lot of content on the podcast and in my weekly webinars around your job search. In this episode, I want to approach the topic of your job search from a slightly different angle. I want to start by giving you three recent podcasts that will be especially helpful for your job search:#154 – Five Ways Mind Drama Can Creep into your Job Search (with Jane Springer) – for those of you who are arguing with your own brain every day about your job search#140 – Transferable Skills (with Jeanne Bohon) – for those of you who are considering a career pivot or reinvention during these times#147 – What to Do When Employers Ghost You – for those of you who are losing contact with recruitersAlso, in January episodes #159, #160, and #160 offered a resume clinic, a LinkedIn clinic, and an interviewing clinic. So here are the things I want you to consider adding to your job search, especially if you aren’t getting the results you were expecting: 1. Community. Job searches aren’t meant to happen in isolation, yet because of the pandemic many people are conducting their job searches by themselves.Here’s the caveat: your community must be comprised of positive, forward-looking, resourceful people who are willing to help you (and who you can help). STEER CLEAR OF THE NEGATIVE NANCYS. Your community can take the form of a networking group, an informal group of friends who are all looking for jobs, a group job search program, a job search buddy…the important thing is that you have people to share your frustrations and challenges with. Not to bitch and moan, but to receive fresh perspective and help. Community can also be less about job search and more about networking in general that could lead to job opportunities, so consider ways to engage with other professionals given our current situation. Meetup, LinkedIn groups, FB events, service organizations, your professional organizations are all ways to build community during these times. 2. A new strategy. If you aren’t getting great results from your current job search strategy, then it is time to shake things up.Ideally, you have a job search coach, like me, to work one-on-one with to help you craft a more effective job search. If that isn’t in your budget, however, I encourage you to listen to the previous podcasts I just mentioned and attend my weekly free webinars (https://mastercoachwebinars.carrd.co) to pick up a new way to approach your job search. To be clear: If all you are doing is looking at job boards, you aren’t really conducting a job search. You are just doing what a large percentage of the population does on the regular, even though they aren’t looking for a new job. I highly encourage you to add 1 more active job search strategy into the mix that is focused on networking. 3. A new mindset. I’ve covered this topic extensively lately, but I want to hit one specific point here: What are your expectations about your job search? I’m speaking with a lot of people whose frustration stems from their thoughts that their job search shouldn’t be taking this long, that employers should be interviewing them for jobs they feel fully qualified for, that they should have gotten a job offer for that interview they did so well in. Here’s the thing: Expectations set us up for disappointment. A goal is one thing, because it gives you a target and a timeline to work towards. Expectations, however, are often built on nothing more than an arbitrary decision. It often involves thoughts that start like this: “I should…” “They should…” “They shouldn’t…” “I didn’t.”Here’s the problem with these expectations: you are setting yourself up for failure, you are making yourself a victim, and you are arguing with reality.Here’s a different set of “shoulds” that will serve you much better: My job search should be taking this long. How do I know that? Because it is taking this long.I shouldn’t have gotten an interview for that position. How do I know that? Because I didn’t get an interview.I shouldn’t have been offered that position. How do I know that? Because I wasn’t offered that position. See how that works? Arguing with reality means you will lose 100% of the time. By putting yourself in the position of a victim of your own job search, you will either begin to slack off your job search or show up for your job search with the wrong energy. Bonus points if you can get into your brain, determine the primary thought you are having about your job search that isn’t serving you, and decide to begin thinking a new thought that feels better. Instead of thinking “I should have gotten that interview,” you could begin thinking “That wasn’t the job for me…something better is coming.” Instead of thinking “There are no jobs for me,” you could begin thinking “There are jobs available.” Instead of thinking “What is wrong with me that they didn’t offer me the position?” you could begin thinking “They must have found an amazing candidate if he was better than me!” 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