The Exclusive Career Coach

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/

Okay…let me correct that title a bit. It very well MIGHT be your resume. Here’s how I know:In consults with prospective clients, I ask them if they are currently in a job search or just at the starting blocks. If they tell me they have been job searching, I ask them for these metrics:# of applications:# of interviews:# of job offers:This information is invaluable because it gives me tremendous insight into where their problems might lie. As a general rule of thumb, here are the conversion metrics I want to see:100 applications yield 10 interviews with 10 different companies10 interviews with 10 different companies yields 1 job offer Candidate #1 – Let’s call her Sally# of applications: 200# of interviews: 2Here’s what I now know: It is either Sally’s resume, the positions Sally is applying for, or a combination of both.Remember, 200 applications should convert to about 20 interviews with 20 different companies, so it’s likely that Sally’s resume doesn’t properly market her for these positions.Also, unless Sally has been searching for ages, it’s tough to find 200 positions she is really interested in and fully qualified for, so I suspect our candidate is throwing an application at most everything that moves.Candidate #2 – Let’s call him Jim# of applications: 50# of interviews: 20# of job offers: 0In this scenario, Jim is getting a great return on the applications, but not converting the interviews into job offers. I’m going to take a look at Jim’s resume, but I’m more concerned with his interview skills and how he is executing his follow-up.My conversion metrics here are that 20 interviews should generate 2 job offers – maybe not the jobs Jim wants to take, but offers nonetheless.I’m going to ask how many 2nd or 3rd interviews Jim has had. I’m going to ask for specifics about who Jim interviewed with, how the interview process went, and any feedback he got from anyone he interviewed with.Jim likely needs coaching on interviewing and interview follow-up.Candidate #3 – Let’s call her Beth# of applications: 6# of interviews: 1# of job offers: 1 (was for a job she had absolutely no interest in from the start, but interviewed for anyway for “practice”)Let’s say Beth has been job searching for 6 months. Here’s the problem with Beth: She isn’t actually job searching at all. She’s playing at it.In this scenario, I want to look at Beth’s resume…I have no way of knowing if it’s a good one because there are virtually no metrics.I’m pretty sure Beth needs heavy-duty job search coaching. And we need to begin with what she believes about herself as a job candidate and what she believes about the job market (especially in 2020).Beth is probably stymied by her belief that there are no jobs out there and/or that she won’t be a viable candidate for any positions she really wants. Too much competition; she doesn’t have [fill in the blank] that all the other candidates will surely have, or that she is too [fill in the blank] to be a viable candidate.Whenever I have a client whose job search has stalled, I know we must begin with their mindset. If we try to start with action steps without cleaning up the underlying beliefs, there will be an inevitable collision that won’t yield the results the clients wants.Want help finding your next job? Here's the link to FREE weekly webinars I'm conducting to support you:https://mastercoachwebinars.carrd.co/

You’ve heard this statistic: as much as 85% of jobs are obtained through the “hidden” job market.“Hidden,” meaning these jobs aren’t advertised.The vast majority of these “hidden” jobs are obtained through networking.Here’s what many people do wrong in networking…and how you can avoid these traps.1. Networking only when you’re job searching.Many people think of their network only in terms of looking for a job.If they are in job search mode, they network.Then they turn it off until the next time they are looking for a job.Remember Noah from the Bible? He didn’t wait until it was raining to build the ark.The sun was shining, life looked pretty good, nothing to worry about…and he’s out there, making an effort for what seemed like no reason.He trusted that an ark would be needed, so he started working on it before he needed it.The antidote: Schedule regular, on-going networking time, so your network will be there when you need it.This can be achieved formally through a networking group like BNI, or informally through one-on-one coffee dates or lunch meetings.I recommend a combination of both.2. Taking a tommy gun, rather than bow-and-arrow, approach.Many people make the mistake of not taking a strategic approach to networking.They take one of those gangster guns and “shoot” everybody with their networking, hoping in the process they “shoot” someone who can help them.I advocate a “bow-and-arrow” approach that is strategic and focused.Ask yourself:What goals do I currently have for networking?Who do I want to network with? (These can be specific people, or types of people)Where do I need to position myself to meet those people? (Specific networking groups, professional organizations, venues)3. Making it all about you.Ineffective networkers take a barnacle approach to networking.They latch on to those they network with and suck whatever they can out of them.Effective networking should be an exchange among equals…you give as good as you get.What’s more…you give BEFORE you get.In a 30-minute coffee date, make the first 20 minutes about the other person.Here’s the challenge for you: LISTEN. Deeply.Then add value wherever you can.How? Suggest a strategy the other person hasn’t thought of, a person he would benefit from meeting, a tool or resource she could use to solve her most pressing problem.Then, when it’s your time to ask, your connection will be much more likely to go the extra mile to help you.4. Being vague with requests.Ineffective networkers say things like “Hey, if you hear of anything, let me know.”This will fly in one ear and out the other, because there’s no specific action you are requesting of your connection.Say something like, “I see from your LinkedIn profile that you are connected with Sally Jones at XYZ company, which is one of my target employers. I’d really appreciate an e-mail introduction to Sally.”Which leads nicely to my final point:5. Not following up/through.This may be my #1 point for business professionals in general: They let things slip through the cracks, either as a result of poor organizational skills, poor time management, laziness, or fear.As a result, their networking efforts are largely in vain.After the conversation above, reach out to your connection as soon as possible via email. Thank him for his time, provide him with anything you promised him, and remind him that he said he would make an email introduction to Sally Jones for you.If you have to do this a couple of times, then do so. Be gently persistent.Want help finding your next job? Here's the link to FREE weekly webinars I'm conducting to support you:https://mastercoachwebinars.carrd.co/

My client hadn’t been in a new job for a few decades, so she wanted coaching around how to approach the list of questions she had received.My first thought about this structure: AMEN. It was so refreshing to see this so structured – both for the new employee and the boss.I also think it speaks to the company’s commitment to setting its new employees off on the right foot, which is a huge factor in retaining those employees.Finally, I love this framework for both the new employee and the boss to get the information they will need to work together. So many of the bumps for a new hire is in understanding (and meeting) expectations, and a meeting like this will go a long way to facilitating that understanding.The biggest piece of coaching advice I had to offer my client – more than once – was that this was NOT a job interview. She had the job, so she needed to put on her employee hat.She wanted to approach these questions as an eager employee, getting and giving the information she needed to be successful.This is her chance to determine what her boss’s expectations of her are, what criteria he will use to measure her success, and what is most important to her boss.We also talked about the fact that her job was to make her boss look good, so she will want to ask follow-up questions as needed to find out how best to do that.This is also the perfect time to clarify job responsibilities, as well as things like work hours, dress code, and expense reporting.For the boss, this is an opportunity to understand how to motivate and communicate with the new hire. Here are the questions this company listed for the boss to ask the new hire:-What did you enjoy most about your previous work experience?-What projects/activities give you the most energy/joy?-What’s something you do regularly outside of work that’s really important to you?These questions speak to your motivation. A good boss will learn from your answers to these questions how best to motivate and reward you at work.-What have your past managers done that you’d like me to also do or not do?-How will you tell me how you’re doing or if you need help?-Do you have a preferred method of communicating?These questions help your boss to understand how best to communicate and interact with you.-What are your goals for your career?-Are there any specific challenges you want to experience?-Are there specific skills you want to focus on developing right now?These questions help your boss understand your career goals and how to help you achieve them.These questions are for you to ask your boss:-What is my job? (The big picture; you already know the job duties.)-Why is my job important?-How will I know if I’m successful?-What key areas should I be focusing on when setting my performance goals?The following are conversation starters for both the boss and the new hire:-What I expect of you…-The best way to give me feedback is…-How I operate, communicate, and work through conflicts…-Do you have any pet peeves I should be aware of?The manager might want to start conversations around these topics:-As a manager, I think I’m good at…-As a manager, one thing I find challenging is… Clearly, there is some overlap with these questions, and asking all of them might make for a very long meeting. Rather than a checklist of questions, I think this is meant to provide a framework for the introductory meeting. What can you do with these questions? As a new hire:Particularly if your new employer doesn’t have a guided onboarding process laid out like this company does, these questions can be a great blueprint for questions you can ask your new boss. Select 3-4 you think are most important for you to get the information you need from your new boss.You may also want to pick 3-4 questions you think your new boss should ask you. If she doesn’t ask hose questions, you can volunteer that information.As a boss:If your company hasn’t created this kind of new hire structure, you can borrow liberally from these questions to create something for your department. As with this company, I recommend giving the new hire the questions ahead of time. Particularly with introverts, you are not going to get the best response from your new hires if you just spring the questions on them during the meeting.Let your new hire know exactly what the purpose of this meeting is (to get to know each other better and learn how best to work together), when the meeting will be, where it will be held, and how long you expect it to last.I might also recommend food and/or drink around this meeting. It’s a great way to show you value your new hire, and food can also diffuse a stressful situation.To get the best data from your new hire, you want her as relaxed and open as possible, so think carefully about the meeting room and setup.Of course, many of us are onboarding—and being onboarded—virtually right now, so get creative with ways to make the virtual onboarding process enjoyable and as stress-free as possible.Want help finding your next job? Here's the link to FREE weekly webinars I'm conducting to support you:https://mastercoachwebinars.carrd.co/ To visit my website: www.exclusivecareercoaching.comFollow My YouTube channel (Lesa Edwards); it’s chocked full of valuable career management content in easily digestible bites. Want to speak with an expert about your career/job search goals? Need help figuring out what’s holding you back from achieving your dream career? Let’s talk. Here’s the link to schedule a 45-minute consult call with me: https://my.timetrade.com/book/KRKLS.Hope to see you soon!

Today’s guest is AmyK Hutchens, and we’re talking about “How to Handle Tough Career Conversation.” AmyK covers how to handle three particularly challenging career conversations:-The job interview-Dealing with a difficult co-worker-Asking for a raiseAmyK also provides you with her three top tips for handling any tough career conversation you may face.AmyK Hutchens is a former executive of a billion-dollar global consumer products company who has been awarded the Vistage UK International Speaker of the Year. With 75+ presentations per year, AmyK travels the globe sharing with executives, influencers, and go-getters how to confidently and competently navigate their toughest conversations without saying something they regret, giving their power away, or damaging their relationships.AmyK received her M.S. from Johns Hopkins University and has been a featured guest on numerous TV and radio networks including Bloomberg, NBC, and ABC. She resides in San Diego, CA.You can visit AmyK’s website at amyk.com or find her on LinkedIn.Be sure to check out this month’s FREE weekly webinars at www.mastercoachwebinars.carrd.co

Sometimes, you are free to shout your professional availability from the roof top.Other times, your job search needs to be covert, because you don’t want your current employer finding out what you’re up to.Here are five tips for utilizing LinkedIn for a discreet job search.Don’t share your profile edits with your connections.Changes that spur a network update:· Adding a new or current position· Editing an existing or current position· Celebrating a work anniversaryChanges that no longer spur a network update:· Uploading or editing your profile picture· Editing your Headline· Editing your Intro Summary· Changes to your contact info· Editing or adding education· Editing or adding volunteer experiences, languages, skills, publications, certifications, course, projects, test scores, organizations, patentsTo be discreet, don’t share these edits with your connections.This DOES NOT mean that they won’t see those edits should they visit your profile; it means they won’t receive a notification in their inbox that you’ve made those changes.Here’s how to make your edits private:Click “Me” underneath the thumbnail of your picture at the top of your profileClick “Settings & Privacy”Click “Share job changes, education changes, and work anniversaries” Toggle to “No”Keep your stalking private.You’re going to be checking people out on LinkedIn and deciding who you want to connect with, and the best way to do this is in private mode.This allows you to flit around, conduct your professional surveillance, and decide who you want to connect with without leaving clues as to who you are.Here’s how to view others’ profiles in private mode:Click “Me” underneath the thumbnail of your pictureClick “Settings & Privacy”Click “Profile Viewing Options”Choose “Private Mode”Generally, you want people to know you’ve visited their profile, so be sure to switch back to full view mode when you’re finished.Use the Advanced Search function….liberally.If you know the name of the person you are searching for, you can type that in the search box at the top of your profile.If, however, you need to find people you want to connect with, the Advanced Search function should become your best friend.To access the Advanced Search function, click on the magnifying glass inside the search bar. You’ll get a number of search options.If, for example, you want to find the decision-maker at ABC company, put ABC under “Company” and the job title of the person who would make a hiring decision about you under “Title.”Reach out to a mutual connection and ask for an introduction.LinkedIn makes it easy to see what connections you and the decision-maker have in common. If it is someone you know well, you might want to reach out to that person and ask for an introduction to the decision-maker.This approach, while being a bit more cumbersome than the next approach, is more likely to yield results because you are getting a warm introduction, rather than cold-calling.Make it personal.When you send a connection request to a decision-maker, personalize it, such as:Sue,I see we have several connections in common. Let’s connect.Once they’ve accepted your request, you can share the real reason you’re reaching out, such as:Sue,Thank you for connecting with me! John Smith, one of your former associates, has spoken very highly of you and ABC.I am discreetly looking for a new opportunity and, after considerable research, believe I would be a tremendous asset to ABC. Would it be possible to have a brief phone conversation?I look forward to hearing from you!Will everyone take you up on your phone call request? No. But you’re not interested in the companies that aren’t interested in you.Want more FREE help? Register for one of my weekly job search webinars using this link: https://mastercoachwebinars.carrd.coVisit my website: https://exclusivecareercoaching.comFollow My YouTube channel (Lesa Edwards); it’s chocked full of valuable career management content in easily digestible bites.Want to speak with an expert about your career/job search goals? Need help figuring out what’s holding you back from achieving your dream career? Let’s talk. Here’s the link to schedule a 45-minute consult call with me: https://my.timetrade.com/book/KRKLS. Hope to see you soon!

A few years ago, I conducted research of past clients to find out what was, and wasn’t, working for them in terms of their job search. Several of my clients talked about getting their most recent job without conducting a job search.They took the approach of doing little things on a regular basis, rather than doing nothing…nothing…HIGH GEAR…you get the idea.As a result of that research, I coined the term “ARFO” – Always Ready for Opportunity. It is the idea that you should always be prepared to have conversations about job opportunities…and that there are certain steps you want to take to be prepared for those conversations.Why is ARFO a good idea? Maintenance Versus Repair.Here’s an analogy: I can keep my car maintained and clean on an on-going basis. Spend a bit of time and money on a regular basis as part of the cost of ownership.OR I can neglect my car, not attend to the noises under the hood or the lights on the dashboard. I can let it get filthy dirty…people write WASH ME on my rear window.It’s most likely going to cost me more to take the second approach, both in terms of time and money. At least it will feel that way.And I might get stranded on the side of the road by using the second approach.Truthfully, I might get stranded on the side of the road using the first approach too, but it’s less likely and will probably be less devastating.My astute clients took the “maintenance” approach to their careers, recognizing that 1) it will “cost” them less in the long run, and 2) the possibility of getting “stranded” (i.e. finding themselves out of a job) is real, and they don’t want to be left flat-footed.Even if you plan to conduct an active job search, ARFO can be a tremendous compliment to your other job search strategies. Here’s why:Your “startup” phase will be much shorter because your marketing materials are always updated and your network was never allowed to go fallow.Your skills, education, and certifications are current, maximizing your marketability (and attractiveness) to potential employers.You can get in touch with recruiters who reached out to you recently to let them know you are now actively job seeking.Five Strategies for Practicing ARFO:1. Keep a folder (electronic or paper) to centralize your accomplishments, performance evaluation, commendations, etc. These will be tremendously helpful when updating your marketing documents.2. Maintain your resume and LinkedIn profile with new positions, shifts in job responsibilities, and accomplishments. You should be able to present your resume to a prospective employer on a moment’s notice.3. Dedicate time to your networking efforts. I recommend separating this into two “buckets:” on-line and in-person/virtual. Reach out to people on LinkedIn on a regular basis, and schedule coffee/lunch/phone conversations with those in your network.4. Review your qualifications annually: are you missing any important credentials/certifications? Is there another level to which you can take your current credentials/certifications?5. This one’s so obvious I hesitate to mention it…do a great job where you’re at. How you show up for your current role is your best…or worst…marketing tool. Give your current employer everything you have, no matter what the circumstances.How does this all relate specifically to 2020, when a pandemic has been raging for months and the U.S. is experiencing the highest unemployment rates in our lifetime? 1. If you are currently employed, you can still look for a job. You don’t owe it to anyone else to hold off on your job search because so many are unemployed. After all, if you leave, that opens your current position for someone else.2.   Remember – recruiters like to hire the employed, so you are still more desirable because you have a job. Don’t for a minute think that recruiters are only going after the unemployed because they can start more quickly – great companies want to hire great employees, employed or unemployed.3.   Networking needs to happen, even in a pandemic. Just get creative and look for networking venues online. You should never take your foot off the networking “pedal.”4.   Evaluate what you have – including the security of what you have – against the opportunity that is presented to you. Make an informed decision, then have your back about that decision.5.   Have those conversations with recruiters when they reach out to you. Listen to what they have to say. The position they are hiring for right now might not be a good fit, but you have an opportunity to cultivate a long-term relationship.Want help finding your next job? Here's the link to FREE weekly webinars I'm conducting to support you:https://mastercoachwebinars.carrd.co/

 Today’s guest is Jeanne Bohen, and we’re discussing transferable skills.Especially in today’s job search climate, being able to pivot by identifying and capitalizing on your transferable skills has never been more important.We discuss what transferable skills are, why they are so important, and a process you can go through to identify your transferable skills.We also talk about the importance of proactively developing transferable skills as part of your career development plan.Jeanne brings more than 25 years of business experience and executive level leadership roles with Fortune 500 and start-up companies across Health Care, Medical Manufacturing, and Human Resource offerings.  Jeanne was a VP of Sales and a General Manager at Hill-Rom in the health care space. As VP of Sales and Client Services at ChildrenFirst, she worked with CEO’s and CHRO’s of companies including Goldman Sachs, Bank of America, KPMG, Deloitte, General Mills, Booze Allen Hamilton, and Viacom, bringing solutions for employers and benefits for their employees.Jeanne has an MBA from the Katz School of Business, University of Pittsburgh and is a certified Retirement Coach in the Life Options Program.To reach Jeanne, find her on LinkedIn or at Jeanne.bohen@gmail.com.https://mastercoachwebinars.carrd.co/ www.exclusivecareercoaching.comFollow My YouTube channel (Lesa Edwards); it’s chocked full of valuable career management content in easily digestible bites.  

Let’s talk about how you can have difficult work conversations in a way that doesn’t leave one or both parties feeling like you’ve been run over and left for road kill.The purpose of this exercise is to move the relationship forward, not to convince the other person that you’re right and they are wrong. There is no upside to having a winner and a loser.Be willing to be wrong…or at least not right.Step One – Really ListenThe first part of this process is to allow the other person to tell you why they believe they are right. Your job in this phase is to listen intently without interrupting.THIS IS NOT EASY.Your temptation will be to defend your position, to argue, or to display body language that clearly expresses your frustration or disbelief.It will take practice for you to just listen, so the other person feels completely heard. Put yourself in their shoes – what are they thinking and feeling?Step Two – Your One SentenceYou now get one sentence, and only one sentence, to state your position on the matter.Your temptation will be to vent, but there’s no upside to that. Be succinct.Step Three – State the Points of AgreementAfter the other person has had their say, you want to state the areas in which you agree.You’re moving towards the solution phase of this conversation, so even if your points of agreement are few and far between, state them.Step Four – Brainstorm SolutionsWhat’s most important here is that you don’t dwell on the problem or points of disagreement, but rather move quickly to possible solutions. You’re not allowed to go back to talking about the problem at this point. Want help finding your next job? Here's the link to FREE weekly webinars I'm conducting to support you:https://mastercoachwebinars.carrd.co/

I came across an article on LiveCareer entitled “14 Skills and Values Employers Seek in Jobseekers,” and I wanted to share it with you.Professionalism. The article talks about “acting in a responsible and fair manner in all your personal and work activities, which is seen as a sign of maturity and self-confidence.”Last week’s podcast, episode #137, talks about 5 quick ways to get branded as unprofessional. The flip side is what you do and say, and don’t do and don’t say, what you wear and don’t wear, and how you show up at work that brands you as either a professional, unprofessional, or in the murky waters somewhere in between. Honesty and Integrity. There have been a lot of very public corporate scandals stemming from employees’ lack of honesty and integrity, which has made this quality highly valued by employers.Truthfulness always wins out – as long as it’s coming from a place of understanding and compassion. Being hateful under the guise of truthfulness will get you quickly branded as mean, uncaring, and a host of words I won’t mention. If you are unsure of whether you should do something, think about whether you would do that thing if the president of your company were watching. Adaptability. The article speaks of “openness to new ideas and concepts, to working independently or as part of a team, and to carrying out multiple tasks or projects.”This skill of adaptability or flexibility is particularly important in the face of COVID 19, where employees are being asked to do things completely outside their wheelhouse to keep the doors open. Your boss LOVES employees who raise their hands for new projects and are willing to stretch their skillset. Be one of those employees. Problem-Solving. As someone who has supervised many employees, one of the most important things I looked for was employees who would not just come to me with a problem, but at least one possible solution to that problem.Don’t be labeled as the difficult employee who is always complaining. Instead, get branded as the solution provider. Even if your boss doesn’t use your suggestion, she will appreciate that you had a solution to offer. Dependability/Reliability/Responsibility. This one’s pretty simple, but so important. Arrive on time and own up to your mistakes.You can’t expect to be given promotions or plum assignments if you garner a reputation of being undependable. If you screw up, and you will, OWN up. End of story. Loyalty. “Employers want employees who will have a strong devotion to the company, even at times when the company is not necessarily loyal to its employees.”How do you talk about your employer and your boss when they aren’t around? How do you think about them? Loyalty is rewarded. Disloyalty is terminated. Positive Attitude/Motivated/Energy/Passion. As opposed to those highly desirable job candidates who are negative, unmotivated, sluggish, and dead inside. Yep.A cousin of adaptability is your ability to do your work with a positive attitude and passion. People with a positive attitude carry that attitude through no matter the assignment, timeline, budget, team members, or any other variable. Self-Confidence. “If you don’t believe in yourself, in your unique mix of skills, education, and abilities, why should a prospective employer? Be confident in yourself and what you offer employers.”On the job, you want your self-confidence to shine through in all you do, especially when it is a new project or an area you haven’t worked in before.Your boss needs to feel he made the right choice in giving you that job, and a big piece of that is the self-confidence you display. Self-Motivated/Ability to Work Without Direct Supervision. The flip side of being a team player is the ability to get your work done without anyone standing over your shoulder.Bosses really don’t want to micro-manage you, so show them by your results that you don’t need to be micromanaged. Willingness to Learn. You must show a willingness to learn new skills, job duties, and ways of working.Never complain about the skills or competencies you haven’t been taught…emotional intelligence is going to the proper source to get what you need to do the job. And don’t present your case as a victim, but as a professional individual who is willing to learn this new thing. Leadership/Management Skills. Although the article groups these together, I see them as distinctly different skill sets. Management speaks to the day-to-day operations of a business unit and managing the work of those in that unit. Leadership speaks to determining the direction of a unit and making sure that direction is followed. Leading a team involves charisma, vision, and passion.Multicultural Sensitivity/Awareness. “There is possibly no bigger issue in the workplace than diversity, and job seekers must demonstrate a sensitivity and awareness to other people and cultures.”This one is huge in the workplace right now. How can you help lead awareness and sensitivity in your company or department? How can you move the conversation forward from a place of sensitivity and awareness? Planning and Organizational Skills. In addition to designing, planning, organizing, and implementing projects and tasks, it also involves goal-setting.In most occupations, flying by the seat of your pants is not a desirable way to get your work done. You make your coworkers nervous that you won’t get your work done on time. Set up your calendar system. Stay on top of meetings with others. Plan out your part of projects so you get quality work done on time. Teamwork. So many jobs today involve work groups, and your ability to contribute fully within work groups is extremely important.Whether you are meeting in person or virtually, it is so important that you carry your weight with each of your teams. Make sure your voice is heard – but don’t monopolize the conversation. Make sure your voice is heard – but don’t be tone-deaf to the energy of the room.Make sure your contribution is recognized – and so is everyone else’s.Make sure your skills are leveraged – and so are everyone else’s. Here’s my challenge to you: identify one of these 14 things that you would like to improve. Then establish what you will do towards that item.Make sure you set a SMART goal: Specific, Measurable, Achievable, Realistic, and Time-Sensitive. Is it a formal class? Do you want to read some books on the topic? Is there someone you need to have a conversation with? Do you want to hire a coach? Want help finding your next job? Here's the link to a series of FREE webinars I'm conducting to support you:https://mastercoachwebinars.carrd.co/ To visit my website: www.exclusivecareercoaching.comFollow My YouTube channel (Lesa Edwards); it’s chocked full of valuable career management content in easily digestible bites. Want to speak with an expert about your career/job search goals? Need help figuring out what’s holding you back from achieving your dream career? Let’s talk. Here’s the link to schedule a 45-minute consult call with me: https://my.timetrade.com/book/KRKLS.Hope to see you soon!