The Exclusive Career Coach

This week, I have return guest Bruce Tulgan with me. We are talking about the unique challenges of managing, and being managed, remotely. With so many companies working from home at least part of the time, this is a particularly relevant topic. Bruce and I discuss:-Best corporate practices for remote work-Key strategies for managers and employees working remotely -How companies will look moving forward…will we go back to “business as usual?”Bruce Tulgan is the best-selling author of 21 books. His management research company, founded in 1993, is Rainmaker Thinking. Find Bruce Tulgan at rainmakerthinking.comAre 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 several years now, I have blogged and/or podcasted a list of 5 unusual things to be thankful for each year at Thanksgiving time. There are lessons in each of these things that you can apply to your life. Here’s my 2020 list. 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

This week, I speak with life coach Jane Springer on the types of mind drama I am hearing from clients related to the current job market, their qualifications, themselves as human beings, their job search strategy, and their career focus. This mind drama is causing people to stop job searching or put in minimal effort – which, of course, solidifies their opinion of the job market and themselves. Step 1 is recognizing when you are engaging in mind drama; Step 2 is acknowledging which type(s) of mind drama you’re in. We tackle each of these areas of mind drama and provide concrete action steps to overcome. 1. The job market“There are no jobs out there.”“No one’s hiring.”“There’s so much competition for every position.”2. Your qualifications and credentials“I don’t have the proper education.”“I’m over (or under) qualified.”“I don’t have ____(fill in the blank with whatever certification or credential you think you need).3. You as a human being“I’m too…” (old, young…whatever)“I’m not confident.” “I’m not good enough.”4. Your job search skills / strategy“I don’t know how to…” (interview, plan a job search, network…)“I’m not a good interviewer.” “I’m too shy to network.”5. Your focus“Maybe I need to take my career in a different direction.” “There are no jobs in my field, I’m thinking of changing to…”“I don’t know what I want to do next.” Jane is a life and wellness coach, specializing in helping women aged 50+ get unstuck. If you want to lose weight, begin dating again, update your style, or improve your relationships with yourself and others, Jane is a tremendous resources. Check out Jane Springer at janespringer.comYou can find her “Divinely Inspired Weight Loss Guide” on her website; you can also schedule a complimentary strategy session with her. 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

Many of you have been job searching this year and will be continuing your job search into 2021. Others of you will start a job search in the new year. I use the analogy of a starting line for your job search. Mid-January is the beginning of what is typically the largest hiring push of the year. At that time, you want to be ready to job search.This means you aren’t still creating a resume, polishing your LI profile, learning how to interview, or researching employers at that time – you are at the starting line of the race. You are ready to job search.Here are the 11 steps you should be taking before the end of 2020 so that you are at that starting line by mid-January:1. A professionally prepared resume.2. An updated, on-brand LinkedIn profile, with a new pic if it’s more than a few years old. 3. A minimum of 500 LI connections.4. A clear picture of what you require in an employer.5. A target employer list of 12-15 companies that meet your requirements.6. Identify how you will get your foot in the door with each of your target employers (quadrants). 7. Research on each of your target employers so you can articulate why you are the right person for the company. 8. A Google search to make sure there’s nothing out there that will give a prospective employer pause. 9. A multi-pronged job search strategy that focuses on networking. 10.Confidence in your interview skills. 11.MOST IMPORTANT: A proper mindset to achieve all of the above. Listen to next week’s episode where we talk about the 5 Areas Mind Drama Can Keep into Your Job Search. Go from dragging yourself to work each day to finding a job you love. The CareerSpring Program is for high-achieving and ambitious mid-level professionals, like you, who are looking for a job that uses your zone of genius, recognizes your value, and pays you what you’re worth. If you’re ready to learn more, schedule a complimentary consult: https://calendly.com/lesaedwards/zoom-meetings2  

I’ve given you tons of content around interviewing; today’s podcast is about the special considerations surrounding Zoom and phone interviews. The sources I used for this episode include: Theinterviewguys.comIndeed.comCareersidekick.comThebalancecareers.comLet’s start with Zoom (or Skype or other video-based conferencing system):TECHNOLOGY-Download and get familiar with the app you’ll be using-Practice with a friend and record (an interview coach is always the best) -Check audio and video performance beforehand-Make sure your internet connection is solid-Make sure your name is on the screen-Close everything else on your computer-Look into the camera while you are speaking-Use the mute button in case of emergency-Use a laptop or desktop rather than your phone (iPad may work okay)YOUR ENVIRONMENT-Test your room lighting-Take a critical look at your background-Select a quiet location where you won’t be disturbed-Silence your phone-Turn off all notificationsMATERIALS-Have a cheat sheet and your resume handy-Have a pen and paper handyYOU-Wear professional attire-Remember: your face is the only place they can read your body language -Be on time, but not early-Verify date, time, etc. -Speak slowly and clearly-Try not to get flustered if technology problems occur -Keep water nearbySpecific to phone interviews:-If the call wasn’t scheduled and you don’t feel prepared or centered, ask if you could talk at another time.-Smile – they will hear it in your voice.-Be where you can get optimal cell reception.-Don’t hesitate to ask for clarification on questions to make sure you are going in the right direction with your response.

I want to frame this discussion in three parts.At the Close of the InterviewAs the interview wraps up, there are three things you want to do:1. Thank the interviewer for her time.2. Re-state your interest in the position, if you are still interested.3. Determine the next step in the hiring process.Immediately After the InterviewWithin 24 hours of the interview, do the following:1. Send thank you emails2. Send any additional information requested by the interviewer3. Send any supplemental information that might assist with the hiring decision4. Connect with the interviewer on LI if you haven’t alreadyAt Regular Intervals1. Check in with your primary contact2. Send information about the company or the contact3. Let them know if you’ve received another offerGo from dragging yourself to work each day to finding a job you love. The CareerSpring Program is for high-achieving and ambitious mid-level professionals, like you, who are looking for a job that uses your zone of genius, recognizes your value, and pays you what you’re worth. If you’re ready to learn more, schedule a complimentary consult: https://calendly.com/lesaedwards/zoom-meetings2

This is episode #150! Considering so many podcasts that flame out after a dozen or so episodes, I am so very proud of the body of work in my catalogue. I’m also working on a podcast index book, so stay tuned for more information on that.We’re talking today about behavioral interviews. Those interview questions that begin with “Tell me about a time when…” or “Describe a situation that…”There are episodes where I’ve talked about the behavioral interview – specifically episode #84.A brief recap:Your answers to behavioral interview questions should follow this format:C (Challenge)A (Action)R (Result)EXAMPLEQuestion: Tell me about a time that really tested your organizational and time management skills. C: I was managing a large project and we were at a critical phase when a coworker had to be off for extended medical leave. I was asked to fill in her role. A: -Learn her responsibilities -Manage boss’s expectations -Agree together on what I can put on the back burner or hand off to someone else -Meet with project management team to let them know about my additional responsibilities and what that would mean for the project -Became even more scheduled, including…R: As a result, I completed the project within time and budget constraints while also managing my co-workers’ responsibilities effectively for 6 weeks. EXAMPLELet’s talk about putting a bow on your answer. Think of this like extra credit on an exam. Now your CAR story is a CARL story:L (Lesson Learned)L: What I learned from that situation was my capacity for organization and time management…OR L: What this situation demonstrates is how my boss trusted me with so much responsibility and I didn’t let him down.OR -Communication skills-Collaboration-Relationship with bossI don’t recommend putting a bow on every single behavioral story, but peppered in they can be quite effective in reinforcing your brand and demonstrating the kind of value you will offer the organization. Go from dragging yourself to work each day to finding a job you love. The CareerSpring Program is for high-achieving and ambitious mid-level professionals, like you, who are looking for a job that uses your zone of genius, recognizes your value, and pays you what you’re worth.If you’re ready to learn more, schedule a complimentary consult: https://calendly.com/lesaedwards/zoom-meetings2

I coach my clients on walking into the salary negotiation process with 3 numbers decided. In addition to talking about those numbers today, I’m also using the Forbes Article, “Are You Being Thorough in Your Salary Negotiations? The Complete Insider’s Checklist,” by Dawn Graham for additional information on salary negotiations. The First NumberThe first number you want to bring into salary negotiations is your ideal salary number. The number you WANT to end up with.This number should be based on salary research in the geographic region of the job. Your ideal number within that salary range should be based on the following:-Unique skillset-Added abilities/skills that will save or earn money for the company-The value of your education/certification/license-Introduction through a strong referral-Individual learning curve-Supply vs. demand of the skillset you bring to the tableThis number can also be impacted by such things as excellent medical insurance or other benefits that will minimize your out-of-pocket, IF that is something that is important to you.The Second NumberThe second number is where you want to start salary negotiations, if you are asked to throw out the first number.Depending on the job market, your marketability, and the supply/demand ration of your specific job, that number might be 10%-25% higher than your first number. The Third NumberThis is the number many people DON’T go into salary negotiations with – at their own peril.The third number is your walkaway number – the number at which you know you will be looking for a new job from day one. You will regret accepting the job.This number can factor in your specific financial situation, although you won’t share that with the employer.The primary reason for knowing your third number is to avoid what I call the “shiny object syndrome” – agreeing to work for sub-par wages because of nice facilities or other perks that you don’t actually need and may not even use.Additional Factors to ConsiderHere are additional considerations in deciding on your numbers:-Do I currently have a sufficient source of income?-How is the market / industry performing in my area of expertise?-Do I have another offer in hand?-Am I being contacted by recruiters for jobs I’m really interested in regularly?-Am I at risk of a layoff or in a toxic environment I need to exit quickly?-Is it a buyer’s or seller’s employment market?The CompanyIt’s also useful to consider what you know about the company you are negotiating with.-Is this a time-sensitive hire?-Did the department just lose one or more people – and why?-Is there a strong #2 candidate in the running?-Is this a newly created role (tends to be less urgent)?-Is someone adequately covering the roll currently?-How critical is the position to the company’s success?-Are there other company positions that are a greater priority than this one right now? Or other company initiatives?Expense to HireAnother consideration is Expense to Hire.-Did I get introduced by a headhunter, which comes with a hefty finder’s fee?-Are relocation or other up-front costs involved?-Will I need a lot of training or upskilling to get up to speed?-Is there a non-compete or other risk to the employer to consider?RisksFinally, let’s talk about the risks that may be present in the job you are negotiating.-Is it a start-up, and if so, what stage? Do I trust the founders?-What part of compensation is variable vs. guaranteed?-Is there a lot of change occurring within the organization?-What risks are the company facing that I may be indirectly taking on?Remember, when it comes to salary negotiations:-Always sleep on it-Prepare thoroughly-Find the balance between the outcome and the relationshipGo from dragging yourself to work each day to finding a job you love. The CareerSpring Program is for high-achieving and ambitious mid-level professionals, like you, who are looking for a job that uses your zone of genius, recognizes your value, and pays you what you’re worth. If you’re ready to learn more, schedule a complimentary consult: https://calendly.com/lesaedwards/zoom-meetings2

Today’s guest is Bruce Tulgan of Rainmaker Thinking. Rainmaker Thinking is a management research company founded in 1993 by Bruce, the best-selling author of 21 books. Today we talk about how to be indispensable at work. Bruce defines indispensability: to whom should you seek to be indispensable, and how to be indispensable while maintaining a work/life balance (or, as I like to call it, work/life blend).Bruce talks about his extensive research in this area, and the key takeaways you can use to become indispensable at work.You can find Bruce Tulgan at rainmakerthinking.com.Go from dragging yourself to work each day to finding a job you love. The CareerSpring Program is for high-achieving and ambitious mid-level professionals, like you, who are looking for a job that uses your zone of genius, recognizes your value, and pays you what you’re worth. If you’re ready to learn more, schedule a complimentary consult: https://calendly.com/lesaedwards/zoom-meetings2

For the uninitiated, ghosting means that someone has stopped responding to all communication from you. You can be ghosted by a friend, significant other, or a potential employer. Or a recruiter who went from hot to cold for no apparent reason.This is different from applying for a job and never hearing anything – that happens all the time. Ghosting means that you are in the pipeline, maybe you’ve already had one or more interviews, you think you’re well on your way…then nothing.I got a lot of the information for this episode from an online article by Shireen Jaffer at Minutes.There are a few reasons why a company or recruiter might ghost you that have nothing to do with you:1.    A change in priorities. Maybe a freeze has been put on hiring, the position is no longer as important to fill as it was, or the company has decided to go in a different direction altogether. Granted, you would hope they would let you know about these things…but they often just go silent.2.    Internal candidate. Perhaps the company has decided, for any number of reasons, to focus on internal candidates.3.    Timing. The recruiter you have been working with is on vacation or has left the organization.4.    A poor recruiter. The recruiter you’ve been working with has dropped the ball. What if you have done something that has led to the ghosting? These might be the culprits:1.    Bombing the follow-up. You didn’t provide something you were supposed to or inadvertently misbehaved in your communications.2.    Not showing initiative. Recruiters want candidates to show consistent desire for the role, so make sure you aren’t passive in responding to follow-up requests, checking in periodically, etc.3.    Reference check. The employer has checked your references and didn’t like what they heard. Many people mistakenly think that no one ever reveals anything negative in a reference, but I promise you this happens regularly.So what can you do to minimize the chance of being ghosted? 1.    Focus on thoughtful follow-up. Send 1 email per week for at least 3 weeks. Be thoughtful in your communication, continue to express interest in the position, and be sure not to sound frustrated or impatient.Also, continue to research the industry and the company, and reference your research when you correspond with your contact. This shows the employer that you are very interested and could likely begin contributing immediately if given the position.2.    Connect through LinkedIn. Be sure to keep it positive, such as “I really enjoyed our conversation last week and look forward to hearing the next step.”3.    Reach out to build other relationships. If the job posting has been taken down, the role has probably been filled. If it is still up, then you may want to reach out to another recruiter at the company or even the hiring manager.I get a lot of questions from employers about whether they should do something like this. My response is always the same: What do you have to lose? You aren’t making any headway as it is, so you might as well pull every trick you can out of your toolbox.At least this way, if they say no, you can rest assured that you did everything you could to get the job.What happens if you are being ghosted over and over? This is one of the areas where clients come to me seeking assistance. We work our way through their job search efforts to find out where the issue might be, and I coach them through the problem.Unfortunately, most recruiters and employers won’t give you honest feedback about why you weren’t hired for legal reasons. This is why a coach is so beneficial.Want help finding your next job? Here's the link to FREE weekly webinars I'm conducting to support you:https://mastercoachwebinars.carrd.co/