The podcast discusses obstacles faced by job candidates, such as lack of personalization in the hiring process and unnecessary requirements. It emphasizes the importance of genuine desire and full commitment in the job application process. Other topics include frustrations and ghosting by recruiters, understanding oneself, and effectively communicating alignment with company goals.

There is a lot of confusion about the current job market – perhaps the most I’ve ever heard of outside of the 2008 recession. I wanted to bring you some facts today – as well as a translation of those facts into action steps you can take to increase your chances of success.  Here’s a quote from Nick Bunker, Indeed Hiring Lab Director of Economic Research for North America:  “Outside of some risks – the ones we know about and the ones we don’t – things look pretty good so far. There’s lots of indications that the probability of the economy pulling off a ‘soft landing’ has gone up.” Here are five economic trends that will shape the job market for 2024: 1.    Ongoing worker demandSimply put, high employer demand for workers will need to continue. However, the labor market outlook for 2024 not only hinges on whether employer demand for workers continues to fall, as it has in recent years, or not – and on how employers reduce their demand.  There could be a round of widespread layoffs as employers look to shed workers. If, on the other hand, employers hoard labor as many think will happen, job postings and openings could fall without unemployment rates rising.  In other words, if you’re in you’re in – but if you’re out, you’ll find it difficult to get in.  Why would employers hoard labor, even if their financial results don’t support it? Because of the difficulty they faced just a few years ago when trying to ramp back up after Covid’s effect on the labor market. They don’t want to be in line to hire from a scant supply of workers, nor do they want to lose productivity as they train and ramp up a new workforce.  What this means for you: Keeping your skills and credentials current is extremely important – we are past the labor market of a few years ago where a pulse was just about all you needed for some jobs. Make it difficult for your employer to let you go.  2.    An influx of younger workers. More prime-age workers (defined as 25-54) need to enter the workforce to counteract the long-term drag of an aging population.  As many older workers opt for retirement or reduced working hours/responsibilities, coupled with a flat rate of immigration, the number of prime-age workers in the U.S. will continue to decrease.  This drop-off may not happen in 2024, but it is inevitable that it WILL happen. According to the U.S. Bureau of Labor Statistics, we reached the highest percentage of labor force participation in 2018, with a steady decline expected through 2030.  The labor force participation rate is the percentage of the population that is either working or actively looking for work. I did some math on this: The current population of the U.S. is about 332 million. Currently, about 62.5% of those people are in the labor force – or want to be; that equals about 207 million.  Come 2030, the expected population of the U.S. will be about 360 million. With an expected labor force participation rate of 62%, that equals about 223 million.  At the risk of geeking out on you, that means we currently have about 125 million people NOT in the work force and not wanting to be. In six years, we are expected to have 137 million people NOT in the work force and not wanting to be.  12 million more people NOT filling jobs.  What this means for you: I want to approach this from a different angle. What these statistics tell me is that the need for new entrants into the workforce to hold jobs that supply services and products to older Americans is only going to continue to grow. I would NEVER tell someone to enter a career field they were not passionate about – but how could you point your skills, values, and passions in the direction of a career path that has higher than average job security, such as serving older Americans?   3.    A steady quitting rate. Employees quit at an unprecedented rate in 2021 and 2022; we need to maintain a steady quit rate. Here’s what the quit rate indicates: Employees’ confidence in either finding another job or pursuing other meaningful work, such as self-employment. Higher quit rates often equate to increases in salary and benefits – as well as more work flexibility, such as remote work.  Of course, within a fairly robust economy where employees have options, a quit rate can also be the equivalent of “I’m mad as hell and I’m not taking it anymore.”  I also saw a lot of employees quit during the pandemic because the economic, political, and public health conditions created a perfect storm for people to reevaluate their career path – and, in many cases, take a career pivot or career reinvention.  Many employers, especially in such sectors as hospitality and leisure, are putting incredible emphasis on talent attraction and retention measures.  What this means for you: Do your homework before quitting without another job lined up. In some sectors, you may be hired quickly; in others, you may find yourself unemployed for several months.  If you believe you are on the wrong career path, invest in working with a career coach like me – it’s well worth the money. If you are attracted to entrepreneurialism, try it on while you are still employed – you may decide you love it, but only as a side gig.   4.    Declining wage growth.This may sound like bad news. Nominal wage growth will need to continue or decrease by a little, but not too much. For workers to maintain and increase purchasing power, wage growth cannot fall below the rate of inflation.  As a result of the intersection of the three trends above — a decrease in employer demand, an increase in labor supply and depressed levels of quitting — wage growth is expected to return to the 3.5% to 4% range early next year. This is a “healthy and sustainable rate seen before the pandemic” and a marked cooldown from the January 2022 peak of 9.3%, per data from the Indeed Wage Tracker.  What this means for you: Don’t get greedy with your salary expectations if you are in the job market – especially if you changed jobs during the peak wage increases of a few years ago. Do your homework, using the U.S. Department of Labor’s statistics and other sources to determine a reasonable expectation for your compensation package.   5.    AI adoption. AI tools are expected to boost productivity growth and fundamentally change the labor market in the near future. It is expected that demand will increase for jobs related to creating AI-based tools, as well as for jobs that use them. We will likely see a considerable upsurge in job postings that mention generative artificial intelligence (GenAI). What this means for you: No matter what kind of work you do, you will be well served to learn AI tools – especially as they relate to your career field and industry. There is no shortage of courses out there – or you can teach yourself, as I have.  As for WHAT jobs will be in demand in 2024, I really don’t want to go down that road because I want your career choice to be based on your skills, values, and passions, rather than where the jobs are. Having said, that, there IS value in knowing what sectors are hiring within your chosen career path – and what emerging skills or competencies employers in those sectors are looking for. This question obviously opens up a world of possibilities, so I encourage you to do your research on what’s happening in your career field, where the hiring is occurring, and any niche specifics on how to make yourself more marketable. The final piece of advice I want to give you is how to prepare for any of the possibilities I’ve talked about in this episode. I won’t go into detail here, because these are things I’ve taught you about in other episodes – in many cases, ad nauseum. And, of course, if you need help with any of these things (and trust me, you do), reach out and let’s talk.-Make sure your skills and credentials are current and marketable; begin acquiring any new ones that will increase your marketability and/or promotability-Update your resume-Freshen up your LinkedIn profile-Create a plan to energize (or in some cases, begin) your networking efforts that is intentional and strategic-Have a conversation with your boss, if appropriate, about how to make yourself more indispensable in your current role – what new project or duty can you take on to expand your skill set?-Practice your interviewing skills – preferably with a professionalAnd finally – spend some time really thinking about where you want your career to go next. Make sure you are being proactive with your career, not just reacting to the job market or other external forces. If you can invest in yourself to work with a career coach for this, I promise it will yield tremendous ROI for your career.  If you are a high-achieving professional with the goal of landing in the C-suite, the Highly Promotable coaching program may be just the ticket! This 1:1 program is targeted to strategically leverage one of your strengths to become a signature strength — and move the needle on one of your developmental areas so it becomes a strength.  This is a four-figure investment in your professional future! If this sounds like just what you need, schedule a complimentary introductory call to determine if you are a fit for Highly Promotable:  https://calendly.com/lesaedwards/highly-promotable-introductory-call  

If you are planning to job search this year, there are some important things to know – especially if you haven’t been in the job market for a while. I want to focus on 5 things I think are important for you to understand about the current job market and hiring process.  Of course, the job market can vary widely depending on your field and industry; the hiring process can vary as well. Having said that, I tried to focus on some virtually universal truths.  1.    Remote Work TrendsThe availability of remote and/or hybrid work arrangements varies widely by field and industry, but what I want to talk about here is the WAY jobs are being posted.  Prior to Covid, you might find a few jobs that indicated “remote” or “hybrid,” but the absence of this language meant you could expect the job to be in person.  Post-Covid, companies are much more explicit in the type of job they are offering. They typically lay out the parameters of a job they list as “hybrid.” “Remote” jobs may have a geographic location they want you to live in, even though you don’t have to go to the office.  Another aspect of remote work is the proliferation of sites specifically targeted to remote work. In addition to mainstream sites that you can search on using the filter “remote” or “virtual,” here are a few specifically for remote work: Growmotely  We Work Remotely  FlexJobs  Remote.cohttps://ratracerebellion.com/https://www.wahjobqueen.com/ One thing I want to caution you about is the possibility of a company deciding to change the location requirement AFTER you’ve been hired. It’s a good idea to ask about the possibility that a remote or hybrid job might be redesignated as in-person in the future.  They probably won’t tell you straight out – they may not even know – but look for evasiveness. I’ve had clients who had to look for a new position for this reason.   2.    Personal Branding Especially if you haven’t been in the job market for a while, you will probably be surprised at the importance of personal branding.  Here’s the way this works: Think of your favorite coffee shop or retailer…whatever you frequent. What do they stand for? Why do you go there and not somewhere else? What do they offer you that no one else can?  Prospective employers want to know the same thing about you: What you stand for, why they should hire you and not someone else, what you can do for them that no one else can.  You want an employer to have an immediate, visceral reaction to your resume – they either immediately know you aren’t the right candidate for them, or they immediately want to pick up the phone and schedule an interview with you.  Without that reaction, you languish in the “maybe” pile, sure to be eliminated somewhere along the way – or offered a below-market salary.  Back to product branding. You can buy no-name athletic shoes at Walmart, or you can buy Nikes. You’ll pay significantly more for the Nikes – and you want an employer to pay significantly more to get YOU.  Without personal branding, you are like a generic product – an alternative for an employer who doesn’t want to pay as much.  I spend an entire hour with my resume clients to tease out their personal brand, which is not only helpful for their resume, cover letter, and LinkedIn profile but also as they network their way to their next great job.   3.    Tailor, Tailor TailorOne of the biggest missteps I see job applicants making is submitting umpteen applications every day, yet not taking the time to customize their resume and cover letter for each position.  Focus on quality over quantity – otherwise, you’ll wear yourself out AND you’re setting yourself up for failure.  I talked about the specifics of how to tailor your resume and cover letter in episode 287: http://exclusivecareercoaching.com/posts/2023-09-06-287-how-to-tailor-your-resume-and-other-materials-for-a-specific-position Here’s the bottom line: Your resume needs to include the skills, competencies, and qualifications listed in the job description – to the degree you possess those things. Otherwise, your resume won’t score high enough in the ATS to make it through to the human at the other end.   4.    LinkedIn Isn’t OptionalI’ve done so many episodes on LinkedIn – you can find all of them by going to my website at www.exclusivecareercoaching.com and clicking on the Podcast tab. There, you’ll see a tile for LinkedIn with all the episodes I’ve done on that topic.  Here’s the part many people don’t think about – having a strong LI profile isn’t just for YOUR networking efforts, but also for OTHERS to find you. Specifically, recruiters and others with job opportunities.  What I see over and over with people I consult with is their LinkedIn profile is missing critical information to make it easier for recruiters to find them. Having a complete Skills section, a Headline that includes your target job title, and achievements in your Experience section are just some of the areas many people under-leverage.  It's no longer enough just to HAVE a LI profile, you now need to have a robust LI profile coupled with an active presence through networking, engaging with others’ content, posting your content, and sharing others’ content.    5.    Expect Technology in the Interview Process. Increasingly, companies are using AI to conduct initial interviews. Many companies are only bringing the final 2-3 candidates to their campus – especially if the job is remote.  I talked about how employers are using AI in the job interview process and how you can prepare in episode #281:http://exclusivecareercoaching.com/posts/2023-07-26-281-how-employers-are-using-ai-in-job-interviews-and-how-to-prepare-for-an-ai-interview The bottom line here is two-fold: 1) Be prepared for remote interviews – make sure you have adequate technology and that your background is not distracting or off-brand; 2) Remote interviews DO NOT mean you can relax your appearance or preparation.   If you are a high-achieving professional with the goal of landing in the C-suite, the Highly Promotable coaching program may be just the ticket! This 1:1 program is targeted to strategically leverage one of your strengths to become a signature strength — and move the needle on one of your developmental areas so it becomes a strength.  This is a mid-four-figure investment in your professional future! If this sounds like just what you need, schedule a complimentary introductory call to determine if you are a fit for Highly Promotable:  https://calendly.com/lesaedwards/highly-promotable-introductory-call

I can’t believe this is episode #300! My first podcast was published on October 25th, 2017. Shortly after that, I put out four additional episodes utilizing some material I had already created. I had no idea where I was going to go with the podcast after those initial episodes – I only knew that I really, really wanted to podcast and believed it was the best way for me to get my brilliance out into the world.  There has been an evolution of The Exclusive Career Coach, to be sure…As the focus of my practice evolved, so did the audience I spoke to via the podcast. Earlier episodes were heavy on content for recent college graduates; there were also episodes for wanna-be entrepreneurs. I went from no guests to having about 25% of my episodes be with guests, before settling on about 10% guest episodes.  I used to “bracket” episodes with themes…spending three or four weeks in a row breaking down a larger topic like interviewing or career decision-making.  I will admit that finding new content for the podcast has become increasingly difficult. ChatGPT has been extremely helpful in guiding me towards the topics people are searching the internet for. I also rely heavily on the “zeitgeist” – what my clients are asking me about and what I’m seeing talked about on social media and in online groups I am a member of.  Now for the meat of episode #300 – My Best Career Advice. I’m going to reference specific episodes and have included the links to those episodes in the show notes. I’ve awarded winners in each of the categories of podcasts I release, Academy Award style.  Winner of My Best Advice for Career Decision-Making: #119 – Are You Squarely in the Center of Your Passion? This episode resonates deeply with me, as I talk about how so many people leave who they really are at home when they go to work. As a result, work is unfulfilling and mind-dulling. https://www.exclusivecareercoaching.com/posts/2020-03-18-119-are-you-squarely-in-the-center-of-your-passion I give three case studies of people I have worked with who were squarely in the center of their passion, and why.  Two books I recommend in this episode are Tim Kelley’s “True Purpose” and Po Bronson’s “What Should I Do with My Life?” Great episode for those of you who are questioning whether you have lost your way, career-wise…or just want reassurance that you haven’t.  Winner of Best Advice for Managing Your Career: #219 - Ten Symptoms of Job Burnout – and What to Do About Them http://exclusivecareercoaching.com/posts/2022-03-25-219-ten-symptoms-of-job-burnout-and-what-to-do-about-them This episode was published on March 23rd, 2022 as the world emerged from Covid. Although this episode wasn’t specifically about Covid-related burnout – I brought on guests to talk about that topic – it was about how to specifically recognize that what you are experiencing at work is burnout.  For each of the Ten Symptoms, I provide a question to ask yourself and what to do about that symptom. Hint: While some of the Ten Symptoms suggest that you may need to look elsewhere, only two of the Symptoms outright require moving on.  Great episode for those of you who aren’t feeling it at work, but don’t know why. Or you suspect what the problem is, but don’t know what to do about it.   Winner of Best Advice for Making a Career Transition:I actually have three episodes for this category – all related to career pivots and career reinventions. #121 – Career Pivots and Reinventionhttps://www.exclusivecareercoaching.com/posts/2020-04-01-121-career-pivots-and-reinvention #133 – Is Now the Perfect Time to Reinvent Your Career? https://www.exclusivecareercoaching.com/posts/2020-06-24-133-is-now-the-perfect-time-to-reinvent-your-career #280 – What You MUST Do in Your Job Search if You Are Pivoting Careershttp://exclusivecareercoaching.com/posts/2023-07-19-280-what-you-must-do-in-your-job-search-if-you-are-pivoting-careers In these episodes, I define career pivots and career reinventions, give strategies for successfully navigating a career pivot or career reinvention, talk about the pros and cons of a career reinvention, and give strategies for job searching when you have decided to pivot or reinvent your career.  Great episodes for those of you who are considering a career pivot or career reinvention – or those of you who are dissatisfied with your current career path and want to explore alternatives.   Winner of Best Advice for Dress & Etiquette:I haven’t done many episodes in this category, and some of them are with guests, which I’m leaving for a separate category.  #291 – What Should I Wear to a Job Interview? http://exclusivecareercoaching.com/posts/2023-10-04-291-what-should-i-wear-to-a-job-interview In this episode, I address the questions I’m getting about how to dress for job interviews in a post-Covid world. I cover WHY dress still matters, how to determine what is appropriate dress for the company culture, and the levels of business casual.  Great episode for those of you with a job interview coming up, whether in person or via technology.   Winner of Best Advice for Job Interviews:Consistently, the episodes I publish about interviewing are among the most downloaded – clearly people are roaming podcasts to get ready for a job interview.  I began with episodes covering more general aspects of the job interview; since then, I’ve gotten more granular with the scope of what I cover.  I’ve selected three winners, all covering the behavioral interview: #277 - Behavioral Interview Questions Don’t Come Out of Thin Air – How to Know What You’re Going to Be Asked http://exclusivecareercoaching.com/posts/2023-06-14-277-behavioral-interview-questions-dont-come-out-of-thin-air-how-to-know-what-youre-going-to-be-asked #262 – The Behavioral Interview: Your Five-Step Process for Delivering Job-Winning Answershttp://exclusivecareercoaching.com/posts/2023-02-22-262-the-behavioral-interview-your-5-step-process-for-delivering-job-winning-answers #150 - Putting a Bow on Your Behavioral Interview Answers http://exclusivecareercoaching.com/posts/2023-02-22-262-the-behavioral-interview-your-5-step-process-for-delivering-job-winning-answers I cover what a behavioral interview question is, how to prepare for these types of questions, and how to wrap up your answers with one of two approaches that garner you what I like to think of as “bonus points.”  Great for those of you who have job interviews coming up!   Winner of Best Advice for Job Search:This is a HUGE category! I could have gone in a lot of different directions with the winner, but I chose a foundational concept that benefits EVERYONE looking for a new job.  #258 - How to Organize Your Job Search Time to Optimize Your Results http://exclusivecareercoaching.com/posts/2023-01-25-258-how-to-organize-your-job-search-time-to-optimize-your-results I provide five strategies for structuring your job search time to yield the best possible results.  Great for those of you who find your job search time gets hijacked by other things – and those of you who find your job search time isn’t being used wisely.   Winner of Best Advice for Life Coaching:To be clear, I am a Certified Executive & Leadership Development Coach, not a life coach. However, life coaching is an unregulated industry, and I am a student of life coaching.  It’s incredibly important for me to talk about your mindset when we talk about most of these other topics, but your thoughts WILL generate the results you get.  These five episodes each cover an aspect of the thought model taught by one of my early coaches, Brooke Castillo. In a nutshell: A Circumstance is a situation in your life that can be proven in a court of lawYou then have a Thought – positive, negative, or neutral – about that CircumstanceThat Thought generates a Feeling for youThat Feeling generates an Action, Inaction, or Reaction, whichLeads to your Result #38 - The Neutrality of Circumstanceshttps://www.exclusivecareercoaching.com/posts/2018-12-19-038-the-neutrality-of-circumstances #39 - Your Thoughts Determine EVERYTHINGhttps://www.exclusivecareercoaching.com/posts/2018-12-19-039-your-thoughts-determine-everything #40 - How Do You Want to Feel?https://www.exclusivecareercoaching.com/posts/2018-12-19-040-how-do-you-want-to-feel/ #41 – Taking the Proper Action Stepshttps://www.exclusivecareercoaching.com/posts/2018-12-19-041-taking-the-proper-action-steps #42 - You ARE Getting Results…Are They the Results You Want? https://www.exclusivecareercoaching.com/posts/2018-12-19-042-you-are-getting-results-they-the-results-you-want/ Great for those of you who want an easy-to-understand framework for looking at the results you are getting in your life…and why.   Winner of Best Advice for Leadership:Several of the episodes about Leadership include guests, but here’s a great foundational one with 10 points you must know to be a successful leader.  One I think is often overlooked is #7 – ask for advice on your leadership. Many new leaders – and seasoned ones as well – are either afraid to ask or don’t think they need to. Be open to feedback from your direct reports and you’ll become an even better leader. #223 – Leadership 101: What You MUST Know to Be a Successful Leaderhttp://exclusivecareercoaching.com/posts/2022-04-20-223-leadership-101-what-you-must-know-to-be-a-successful-leader Great for those of you entering into your first leadership role, or those of you who could benefit from a refresher.   Winner of Best Advice for LinkedIn: This is another huge category. Because technology is involved, some of my earlier podcasts on LinkedIn contact outdated information.  I chose this episode because this is a concept I teach a lot of my clients – how to leverage the people their connections are connected to.  #244 – Mining Your Connections’ Connections on LinkedInhttp://exclusivecareercoaching.com/posts/2022-09-28-244-mining-your-connections-connections-on-linkedin Great way to expand your LinkedIn network strategically and easily.   Winner of Best Advice for Networking: Of all the networking-related episodes I’ve put out, I’ve gotten the most feedback on this one. I think that’s because Introverts resonated with the topic – and many Extraverts did, too.  One of my goals in my practice is to help my clients become successful networkers – getting past their fears, learning how to network effectively, and how to give as much value as they get in the networking process.  #295: Help! I’m an Introvert and I Hate Networkinghttp://exclusivecareercoaching.com/posts/2023-11-01-295-help-im-an-introvert-and-i-hate-networking Great for everyone who is less than excited about networking.   Winner of Best Advice for Professional Development:I did this episode in the later days of Covid, when so many were working remotely and others had gone back into the office. I was getting a lot of questions about how to make sure your work was noticed when you didn’t have direct face time with your boss. #221 – How to Get Noticed and Promoted While Working Remotely http://exclusivecareercoaching.com/posts/2022-04-06-221-how-to-get-noticed-promoted-while-working-remotely Great for those of you who still work remotely, and those of you who supervise remote workers.   Winner of Best Advice for Resume Writing:It may surprise you that, as one of fewer than 25 Master Resume Writers in the world, I don’t love talking about resume writing.  I love WRITING resumes. Having said that, I have put out great content covering all aspects of the resume. The episode I chose goes into some detail on how to customize your resume for each position you apply for. Everyone tells you you SHOULD do that – but I wanted to tell you exactly HOW.  #287 – How to Tailor Your Resume and Other Materials For a Specific Positionhttp://exclusivecareercoaching.com/posts/2023-09-06-287-how-to-tailor-your-resume-and-other-materials-for-a-specific-position Great for those of you in a job search.   Winner of Best Advice for Salary Negotiations:I’ve only done a handful of episodes on this topic; the episode I chose provides you some foundational teaching I do with my clients who want coaching on salary negotiations.  #149 – Salary Negotiations: 3 Important Numbershttps://www.exclusivecareercoaching.com/posts/2020-10-14-149-salary-negotiations-3-important-numbers/ Great for those of you who are in a job search.   Winner of Best Advice for Work Issues:This category covers a lot of ground and it was difficult to pick a favorite. The one I chose is one I frequently send a link to for clients and those I consult with.  #169 – Questions to Ask Your Manager to Improve Your Relationshiphttps://www.exclusivecareercoaching.com/posts/2021-03-17-169-questions-to-ask-your-manager-to-improve-your-relationship/ This is another one I frequently send links to out to folks:#171 – How to Have a Successful 1:1 With Your Bosshttps://exclusivecareercoaching.com/posts/2021-03-31-171-how-to-have-a-successful-11-with-your-boss Great for those of you who not only want to improve your working relationship with your boss, but also those of you who want to maximize the effectiveness and frequency of your 1:1 with your boss.   And finally, Winner of Best Guest:As I tell you every time I have a guest on the podcast – I don’t often HAVE guests on the podcast. Think of this as a Venn diagram: I want a guest who overlaps the areas of expertise I have (in other words, not someone talking about something completely off-target for my audience), BUT who doesn’t completely overlap my area of expertise (I’ve already got those areas covered, thank you very much).  I want to give out two awards here; the first is for the episode I most frequently direct people to listen to: #154 – Five Ways Mind Drama Can Creep Into Your Job Searchhttps://www.exclusivecareercoaching.com/posts/2020-11-18-154-5-ways-mind-drama-can-creep-into-your-job-search-with-jane-springer Jane Springer was my guest on the episode – BTW, she earns a side award for being my most frequent guest. Mind drama is a HUGE issue in the job search…and completely avoidable. In this episode, we talk about the 5 ways mind drama can show up when you’re looking for a job – and what to do about each.  My second award goes to the person who most affected me personally; this episode rocked my work in more ways than one. #247 – Are You Ready for a Career Break? http://exclusivecareercoaching.com/posts/2022-10-19-247-are-you-ready-for-a-career-break-with-katrina-mcghee Katrina McGhee talks about her own experience with taking an extended, planful career break – and how you can do the same. P.S. – She recently published her book: Career Break For Dummies” – check it out!  Great for those of you who have a life goal you’d like to achieve that requires a concentrated amount of time away from work – and those of you who have a deep need for rest and regeneration.   So, happy 300th episode! To those of you who listen faithfully each week, I so appreciate your dedication to enhancing your career – and that you trust me for that help. For those of you who pop in and out based on the topic each week – I greatly appreciate you too! You know what you need, and you trust me to give it to you. I’m here for all!  Here's also to another who-knows-how-many episodes. As long as I continue to love delivering them to you and you are listening – and the world hasn’t moved on from podcasts to some other platform – I’ll be here.   If you are a high-achieving professional with the goal of landing in the C-suite, the Highly Promotable coaching program may be just the ticket! This 1:1 program is targeted to strategically leverage one of your strengths to become a signature strength — and move the needle on one of your developmental areas so it becomes a strength.  This is a four-figure investment in your professional future! If this sounds like just what you need, schedule a complimentary introductory call to determine if you are a fit for Highly Promotable:  https://calendly.com/lesaedwards/highly-promotable-introductory-call    

As a reminder, I’ll be offering Land Your Dream Job Accelerator again in January. Here’s the link for more information and to register: https://bit.ly/lydja  As those of you who listen to the podcast regularly know, I seldom have guests on the podcast – and only when they are fantastic and will add value to you listeners. Today’s guest, Amy Green Smith, is a perfect example of this. We’re talking about People Pleasing – something many of you are very familiar with. Amy tells us when it is okay to people-please in the workplace – and how to know if you’re doing it for the right reasons. She gives several scenarios to help us understand people pleasing, when it’s right, and when it isn’t. You can grab Amy’s free-sources including “How to Speak Up for Yourself Without Being a Dick: 9 Proven Strategies to Radically Improve Your Self-Confidence and Self-Worth” at Amygreensmith.com/free You can find Amy Green Smith on social media at:Instagram.com/heyamygreensmithFacebook.com/heyamygreensmithLinkedin.com/in/heyamygreensmithTwitter.com/heyamygreen Are you in the wrong job that chips away at you every day? The CareerSpring document and coaching program will help you find a job that uses your zone of genius, recognizes your value, and pays you what you’re worth.  If you’re ready to take your job search to the next level by working with a highly experienced professional with a track record of client success, schedule a complimentary consult to learn more:  https://calendly.com/lesaedwards/zoom-meetings2   

If you’ve been a faithful listener of the podcast for some time, you’ll know that I do a special episode each year during Thanksgiving week. It started out as five unusual things to be thankful for that weren’t specific to me. Somewhere along the way, they became MY five things. The hope has always been that you will look at the circumstances of your life through a different lens after listening to my list. For many of us – myself included – 2023 has been difficult, so I want to take a different approach to this year’s list. As a former coach of mine likes to say, half of life is A*S*S, and it feels like more than half of my year has been like that. If you’re in the same boat, here’s hoping this years list will help you see the good side of what you may have gone through in 2023. Here are five unusual situations at work you can be thankful for because of the growth they bring about. 1.    Getting terminated. Whether for cause, because of a large-scale layoff, or some other reason, what I see over and over again is that clients who get terminated are in a far better place six to nine months after they are terminated. What they repeatedly tell me is that they knew it was time to leave, but they didn’t have the [fill in the blank with the emotion] to make the move themselves. So the Universe stepped in and took care of it for them. In the best situations, these people take the time to evaluate what they want moving forward, do the necessary mindset work on themselves, learn from any mistakes they may have made, and march courageously into the next phase of their life. You have the choice when something like this happens to you. You can play the victim, you can argue with reality, or you can ask yourself “now what?” I highly encourage the third approach.  2.    Recognizing that your attitude sucks. I’ve talked about one of my clients before – she came to me earlier this year because she had lost her work mojo. She knew she was phoning it in yet was resentful for others getting promoted instead of her. She is in SUCH a different place today. Ironically, she DID get riffed recently, but because of the mindset work we did together, she was able to handle that termination in a completely different way than if she was still stuck in sucky attitude mode. This client had a choice: she could keep blaming her boss, her coworkers, her employer…or she could look in the mirror and deal with what she saw. She chose to do the latter, and that has made all the difference. Remember…always, in any situation…the only person you have any control over is YOURSELF. That’s the work.  3.    Being dissatisfied with your career path. Perhaps the path you’ve been on has run its course, or perhaps it’s been the wrong career path for you from jump. Either way, there’s such beauty in recognizing that you want to make a career pivot or reinvention. When I do this work with clients, they learn so much about themselves. They often bring up a long-ignored career path because it [fill in the blank with the career path’s shortcomings] and realize their passion for that thing hasn’t diminished over the years. When I work with clients to connect the dots between what they have been doing and what they now want to do, they experience a tremendous surge of confidence and assurance that they can succeed in this new field. Other clients have absolutely no idea what direction they want to go in now, so we do the excavation work to uncover the artifacts of their life that will give us clues. Still other clients want to engage their altruism more…their life experiences have soured them on their current corporate treadmill and left them longing for more meaning in their professional lives. Whatever situation you find yourself in, if you are experiencing seeds of discontent, be willing to work with a career coach like myself to figure out what’s going on…and to work through what you want to do about it.  4.    Failing.We all know this intellectually: We learn more from our failures than we do from our successes. (BTW – don’t like the word “failure.” I like to think of it as winning or learning.) But, let’s face it: failing sucks at the time. What’s great about failing, however, is the opportunity it presents us. Not just to figure out how to do the thing differently next time, but what it teaches us about ourselves. We might have to fall on our sword and admit our culpability. We might have to apologize to many people. We might have to go to great lengths to fix the problem we’ve created. We might have to deal with our inner demons, telling us WE’RE failures. WE aren’t worthy. WE’RE bad people. Each of these potential outcomes presents us with an opportunity to grow, both professionally and personally. Not to mention, we now have a great story to tell when our next interviewer asks us about a time we failed.  5.    Working with a terrible boss. The research is clear: more people leave due to a bad boss than for any other single reason. If you haven’t had a terrible boss, you’re blessed – and most definitely in the minority. Most of us can rattle off a handful of horror-story bosses. Here’s what I learned from mine: How I DON’T want to be as a boss…which helped shape how I DID want to be as a boss. I learned how to individualize the support I provided for each employee. Some needed and wanted more than others, all needed different types of support. I learned how to determine their motivators and how to reward them (hint: I asked). I learned how important it was to me to have my birthday and other life milestones recognized…so I did that for my employees. I learned how and when to give praise and constructive feedback. I learned to NEVER ambush an employee at their performance evaluation. I learned that my job as a boss was to advocate for MY team…vigorously. It wasn’t my job to care about the other departments that answered to my boss. I needed to have MY team’s back at all times and in all situations. Whether you have a bad boss, a PITA co-worker, or a direct report who you spend 80% of your time trying to make competent…LEARN from these situations and apply them to becoming a better boss.  I hope you’re able to take at least one of the things on my list to heart as you navigate the fallout from 2023 or whatever is ahead for you in 2024. Remember: Winning or Learning. I wish you the happiest of Thanksgivings to those of you here in the United States, and a retroactive Happy Thanksgiving to my Canadian listeners (who, BTW, have it right for putting more space between Thanksgiving and Christmas). 

Here’s the link to January’s Land Your Dream Job Accelerator, which starts on January 11th: https://bit.ly/lydja Typically, my episodes around interviewing are the most downloaded. I’ve done more than 25 episodes on interviewing; if you want to see all of them in one place, check out my website at https://exclusivecareercoaching.com and click on the Podcast tab. Today, we’re covering interview etiquette – what to do, and what not to do. I want to start with some basic “do’s” – go through them quickly so we can spend time on the more nuanced aspects. I’ve talked about several of these points on previous episodes, so I’m including links to those here. Another note: I’ve talked about how to prepare your behavioral interview stories in multiple other episodes, as well as how to answer difficult questions like “tell me about yourself” and “what is your greatest weakness?” so I won’t be covering those here. 1.    Dress appropriately.I just covered this topic in episode 291, so I’ll simply say wear professional attire that is in alignment with the company’s culture. http://exclusivecareercoaching.com/posts/2023-10-04-291-what-should-i-wear-to-a-job-interview 2.    Bring your documents. In addition to multiple copies of your resume, bring any other documents the employer requested. 3.    Research the company. I teach my clients that their questions for the employer should come organically, as a result of their research of the company and the industry. Strive for questions that are unique to that company, rather than questions that would apply to any job you might apply for. Above all, avoid asking questions that can easily be answered with a little research – it will show that you didn’t do the basic amount of research. https://www.exclusivecareercoaching.com/posts/2021-05-05-176-how-to-really-prepare-for-the-job-interview 4.    Plan to arrive early to an in-person interview. Aim for 10-15 minutes early, but not too early as that may throw people off. If you are interviewing in an area you aren’t familiar with, try to visit the area ahead of time so you’ll know where you’re going that day. 5.    Make a good first impression.A firm handshake, eye contact, and clear enunciation of your name goes a long way. I broke down the anatomy of a proper business handshake in last week’s episode 296: http://exclusivecareercoaching.com/posts/2023-11-08-296-the-importance-of-body-language-in-job-interviews 6.    Display appropriate body language. I also covered this in episode 296 – whenever your nonverbal communication is at odds with what you are saying, a trained interviewer will believe your body language. 7.    Maintain a positive attitude. Keep your energy level up and show appropriate enthusiasm for the job and the company. 8.    Three-step closing. At the close of the interview, thank the interviewer for his/her time, re-state your interest in the position (if appropriate), and ask about the next step in the hiring process.   Now, let’s dig into three points that I want to spend a bit more time on. 9.    Active listening.One of my greatest frustrations with actual interviews and the clients I coach is when they don’t listen to my question before responding. It’s okay to take a moment to think before responding – and by all means, ask for clarification if you don’t understand the question or want to make sure you are on the right track. I often ask my clients two- or three-part questions, to see if they can keep track of my question. It’s okay if you don’t remember all the parts, as long as you remember there WERE multiple parts. Ask the interviewer to repeat the other parts of the question. 10.Follow up within 24 hours. This is usually going to be in the form of an email – speed is of the essence, although you can get creative in some situations. Here’s a good format for a thank you: Sally, Thank you so much for taking time out of your busy schedule to interview me for the Accounting Manager position at ABC. I was so impressed by your history with the company and how you’ve moved up so quickly! I am confident my experience at NoName Accounting has prepared me well for the role, especially my unique experience working with [something they seemed to home in on during the interview]. As promised, I’ll touch base with you by Friday of next week to see how the process is coming along. I’m really excited about this opportunity! Best, 11.Be patient. Avoid the temptation to follow up earlier than agreed upon during the interview, but do follow up. After the initial follow up, I recommend touching base between 1X/week and 2X/month, depending on the timeline the employer has stated to you. Keep the employer posted on job offers you get from other companies during this time.  Besides the opposite of the Do’s I already talked about, here are the most important Don’ts to keep in mind:  1.    Don’t interview just for practice.When someone tells me they plan to do this, I cringe. First of all, you are wasting the employer’s time. Secondly, you aren’t going to get feedback on your interview, so all you are really doing is cementing any bad interview habits you have. 2.    Off-color language. Even if the interview uses slang or curses, YOU shouldn’t. It might be a test – and it most certainly won’t reflect positively on you. 3.    Not making sufficient eye contact. Throughout the interview, you should be making eye contact at least 75% of the time when you are talking, and nearly 100% of the time when the interviewer is speaking. A lack of eye contact signals a lack of self-confidence and/or interest in the position. 4.    Focusing on salary and/or benefits. Especially with your initial interview(s), the focus should be on the requirements of the job and your suitability for that job. While the employer may initiate a question about your salary requirements, YOU shouldn’t initiate such a conversation. 5.    Checking your phone. With the exception of an emergency – let’s say your partner is going into labor at any moment – your phone should be turned off and put away. 6.    Providing negative personal information. I teach my clients to provide personal information in small doses during their interview – as long as it is neutral or positive. Examples would include: In the process of building a home, recently adopted a dog, learning a foreign language. Negative personal information typically includes children – unfortunately, especially if you are a woman. Don’t bring up health conditions, injuries, dicey personal relationship situations, etc. 7.    Watch what you say about previous employers or experiences. The important thing here is to keep it factual, with no opinions or color. While many “experts” will tell you to never say anything negative, I teach this a little differently. You may need to state the truth as to why you are leaving a company, why you were terminated, or why a big project failed – just stick to the facts and don’t let your emotions have any place in your story. A good example: “I’m looking to leave XYZ because there have already been three rounds of layoffs. While I’ve been spared so far, I believe it is time for me to look for my next opportunity.” A bad example: “I’m leaving XYZ because my boss is an idiot and I cannot work another day with her.” 8.   Do NOT bring anyone with you. If someone has to drive you to your interview, they need to remain in the car or go find a coffee shop. No children, pets, or security “woobies” either. 9.    Don’t mispronounce or misspell names. I get thank you emails all the time from people who spell my name Lisa – or they pronounce my name as “Leh-sa.” Ask, repeat it back, ask questions if necessary – whatever you need to get it right. 10.    Don’t answer questions with a simple “yes” or “no.” Provide sufficient details, with examples whenever possible. 11. Don’t try to fake it. If you don’t know the answer to a question, say so. If your knowledge of a subject they bring up is limited, let them know. This will come across as much more authentic than trying to wing it – and they will know if you try.  DIY vs. DFY DIYOnce again, my DIY recommendation for interviewing is to find a free online AI tool that will not only help you improve your responses, but point out non-verbal issues. DFYOf course, my suggestion here is to secure the services of an interview coach like myself. Not only will you get expert feedback from a professional, you’ll leave with tools and strategies to improve your approach to difficult interview questions. Perhaps the most beneficial outcome of interview coaching is the increase in confidence you’ll experience – worth the price of admission. 

As a reminder, I will be holding another round of Land Your Dream Job Accelerator in January. If you’re interested or would like to know more, email me at lesa@exclusivecareercoaching.com Body language, or nonverbal communication, can make or break your interview. No matter what is coming out of your mouth, a trained interviewer will pay attention to what you are saying with your facial expressions, arms, posture, and general demeanor. If what you are saying is at odds with your body language, a trained interviewer will believe your body language. The caveat here: Be yourself. Take the advice I give in this episode to perhaps move the needle in a few areas, but don’t try to make yourself over completely – you’ll come across as nervous and uncertain, leaving the interviewer confused. And confused people don’t buy. Here then, are 11 tips for conveying appropriate body language during a job interview: 1.    Posture.Sit or stand up straight – you’ll appear more confident and engaged. Head up, shoulders back, spine straight. Sit back in the chair – you won’t be comfortable perched on the edge of the seat – and don’t slouch or lean to one side. 2.    Eye contact. Maintain almost continuous eye contact with the interviewer when they are speaking – this shows you are actively listening and engaged in the conversation. When you are speaking, you can look away occasionally – as long as you maintain eye contact most of the time. Be careful not to stare too intently, as that can be perceived as aggressive. 3.    Smile.A warm, genuine smile can help you come across as friendly and approachable. Avoid excessive or insincere smiling as it can appear as nervousness. 4.    Handshake.You want to offer a firm, but not bone-crushing, handshake when you first meet the interviewer. Connect thumb joint to thumb joint and pump 1-2 times. Note that a weak or limp handshake can be interpreted as lacking confidence. 5.    Hand gestures.Within reason, your natural hand gestures will appear authentic, and can help emphasize your points and make you seem more animated.  6.    Mirroring.Subtly mirroring the interviewer’s body language, such as matching their verbal pace and tone, can build rapport. Be sure to do this within the range of what is normal for you. 7.    Active listening.Nod your head occasionally and use verbal cues like “I understand” and “that makes sense.” This shows you are actively listening and are engaged in the conversation. 8.    Avoid fidgeting. If you tend to play with your hair when you are nervous, consider wearing it up or in a ponytail. Don’t have a pen in your hand if you tend to click them. Calm that leg of yours that doesn’t stop jiggling when you’re nervous. 9.    Dress appropriately.Dressing well can boost your confidence and create a positive impression. Your clothing should be professional and appropriate for the industry, the job you are applying for, and the company culture. 10. Facial expressions.Your facial expressions can reveal a lot about your emotions – try to maintain a calm and composed expression. Avoid rolling your eyes or showing signs of frustration. 11.Show enthusiasm. Your body language should reflect your interest and eagerness – display genuine enthusiasm for the job and the company. DIY vs. DFYDIYMy favorite free resource for interview practice is one of the free tools on the internet. Google “free interview practice” and find one you like – there are plenty to choose from, and some of them do charge.  DFYOne of the best ways to correct any body language issues is with mock interviews – you’ll get feedback from the mock interviewer and you’ll be able to see how well you did if the session is recorded. My interview coaching package includes 2 sessions, both of which use about 20 minutes in character as interviewer and interviewee, with the remaining 40 minutes being for feedback, coaching, and training. We use the first session to determine where the client’s interviewing strengths and weaknesses lie – then I give homework for the second session. In that second session, I ask some of the same questions – particularly those that gave the client trouble in the first session – then throw in some new curveballs. I see the client’s confidence really shoot up in the second session, as they hear themselves performing better, I am giving them feedback to that effect, and they will be able to watch their improvement on the record. 

I wanted to let you know that I’ll be starting another 4-week Land Your Dream Job Accelerator in January, starting the week of January 4th. If you’re interested in knowing more about LYDJA, email me at lesa@exclusivecareercoaching.com. As a master practitioner of the Myers-Briggs Type Indicator (MBTI), I know well the difference between introverts and extraverts. In MBTI language, introversion vs. extraversion has to do with where you get your energy. Here’s what extraversion and introversion AREN’T: Ability to navigate social situations, friendliness, or whether you like people. When it comes to networking, it’s not about introverts being socially awkward. It’s about the drain on their energy. It’s about having to initiate a conversation (they generally DON’T want to do this). It’s about small talk, which seems pointless to them. I’d like to offer the flip side of networking for introverts: The strengths you bring to networking. You tend to be much better listeners than extraverts, you prefer meaningful conversations with one person or a small group of people over chit chat with a large group, and you tend to be thoughtful before you speak. Here, then, are 13 tips for you introverts to…if not love networking, at least not hate it so much. Maybe even enjoy it a little. 1.    Work on your mindset first – and throughout. Start by filling up a piece of paper with all your thoughts about networking – I’m confident the majority of those thoughts will be negative. Next, identify one of the thoughts you wrote down that you think takes up the most space in your brain – the one you think most often. Find a better-feeling thought you could begin practicing. For example:If you have been thinking “I hate networking,” you might replace it with “Networking is hard for me…and I can do hard things.” You’ve created a neural pathway in your brain around “I hate networking” such that it is in your subconscious, playing on repeat without your awareness. It’s time to create a new neural pathway with a thought that serves you better. Maybe your next thought will be “Networking used to be hard for me…but now it isn’t.” 2.    Start with low-hanging fruit.If you’re starting to network from ground zero, it’s important to begin by reaching out to people you already know fairly well. You want to work out the kinks in your networking skills (there WILL be some) and build your confidence up before you reach for bigger networking targets. 3.    Set realistic networking goals.If you’ve never really networked before, your goal may be one, 30-minute networking coffee. If you’ve networked periodically before, you may set a goal of meeting with three people you used to work with. When attending a networking event, set a goal for how many people you want to meet – or a specific type of person, such as at least one person who works in HR. Then allow yourself permission to leave after you’ve accomplished your goal —this makes the event feel more doable. 4.    Focus on quality over quantity. Don’t compare yourself to your extraverted colleague who tells you she met 13 amazing people at the networking event she attended last night – she probably couldn’t tell you one meaningful fact about any of them. Focus on forming a deep connection with a few people – play to your strengths. 5.    Join groups of shared interests.One of the biggest mistakes I see people making with networking is too narrowly defining what networking actually is…and where it can happen. As I like to say to my clients, you can network anywhere the music isn’t too loud and the people aren’t too drunk. What do you enjoy doing? Find a group of people who also enjoy doing that thing. The people in the group have jobs…their significant others have jobs…they have friends and family members with jobs…you get the idea. 6.    Prepare in advance. Plan your talking points and questions ahead of time. 7.    Leverage online networking. By initiating and maintaining conversations online via LinkedIn and other online forums, you get to become acquainted with someone before meeting them in person. 8.    Attend small events. I don’t recommend you start here, but at some point, you’ll want to begin attending networking events. Do your homework to find out how many people will be expected, what kinds of people attend, the venue, etc. A smaller, more intimate gathering will allow you to engage in more meaningful conversations without feeling overwhelmed by a large crowd. 9.    Arrive early.Networking events may feel overwhelming if you envision yourself walking into a crowded room. Being one of the first to arrive may make it easier for you to strike up a one-on-one conversation. 10.Active listening. Focus on listening more than talking – this can take the pressure off you to come up with things to say, and others (especially the extraverts) like to be heard. 11.Ask open-ended questions. Asking questions that can’t be answered with a simple “yes” or “no” encourages others to share more information and keeps the conversation flowing. 12.Take breaks.You may need to step away for a moment to recharge if you are feeling drained. Find a quite space to regroup, and then return to the event. 13.Follow up and follow through. After a networking meeting or event, follow up with the people you met. Connect with them on LinkedIn. Provide them with any information or resources you promised them and thank them in advance for anything they promised to do for you. DIY vs. DFY DIY My DIY recommendation is to get an accountability partner for your networking! I recommend someone who is good at networking…and hopefully, actually enjoys it. You’ll want your accountability partner to help you set realistic networking goals, help you with your thoughts about networking, mentor you as you step out of your comfort zone, and hold you accountable for achieving the goals you set.  DFYI think the done-for-you option for networking is pretty obvious: Get help from a coach who specializes in networking. Here’s what you can expect: -Training on how to network including how to reach out to people, who to reach out to, how to begin communications, how to set up a networking meeting, what to say during the meeting, and how to follow up afterwards. -Mindset shift: You’ll likely need to begin thinking new thoughts about networking and your ability to network. This work is so important to make sure the networking you do is done with the proper energy. -Practice and feedback: A coach should require you to actually network. You can’t get better at networking without actually doing it. I work with many of my clients on networking – for many, it is a single session, while other clients needed more support. If you’re interested in getting coaching with me on networking, you can schedule a complimentary consult about my networking coaching here:https://calendly.com/lesaedwards/zoom-meetings2

Today, I’m diving into 14 reasons why people fail to prepare themselves for a successful attempt at a promotion. For the purposes of this episode, I’m talking specifically about internal promotions – although many, if not all, of these strategies will apply if you are seeking a higher position with a new company. 1.    Signing on with a company that can’t offer you a promotion. This is an upfront mistake I saw frequently during my time in higher education – people would ask in the interview about the opportunity for promotion, and there just wasn’t any. This is not to say that you don’t want to work there – perhaps it is the right opportunity for you now, and you know you will need to look outside your organization to seek a higher-level job. Just be sure you like your reasons for joining an organization that can’t offer you a promotion. Also – does the company have a practice of promoting from within? Or is this going to be a series of frustrations, where outside people (or those from other departments) are put in more senior roles ahead of you? 2.    Not communicating your desire for a promotion.You may assume your boss knows you want a promotion, but you know what they say about “assume.” Your boss may think you are content with your current role – you want to let her know of your ambition. Be careful here – you don’t want your boss to think you want her job unless she has upward mobility, as well. 3.    Not understanding the new role. We all know of people who wanted a promotion for the additional money in their paycheck – not because they were passionate about, or really understood, the new role. Make sure you thoroughly understand the responsibilities, skills, and qualifications required for the position – and give real thought to whether this is a role you actually want to take on. 4.    Lack of skill development. My favorite strategy for this is to ASK. Find out what skills and experience will be needed, then ask your boss or the hiring manager (if the job is in another department) how you currently measure up. The goal here is to find out exactly what you need to learn and develop so your candidacy is a no-brainer. 5.    Not building a strong track record. One of the very best strategies for getting a promotion is consistently delivering exceptional results in your current role. Never think of your current job as just a steppingstone to bigger and better things. 6.    Not self-promoting. There’s a huge difference between being the braggart who takes credit for others’ work and being an effective self-promoter. It’s important to communicate your achievements and contributions effectively – including relevant ones outside of work. 7.    Ignoring company culture.Everything from your dress, grooming, punctuality, spoken and written communication, and professionalism will be taken into consideration. Make sure you align with the company’s values, mission, and culture. 8.    Not seeking feedback. Not only does constructive criticism help you make improvements that will increase your chances for promotion, but you are also showing evidence of your ability to hear those things – and make changes based on feedback. 9.    Seeking a promotion at the wrong time. Increasingly, I am seeing companies indicate a timeframe for internal candidates to apply for promotions, so take that information as gospel. In general, be mindful of the broader context, such as the company’s financial stability or changes in leadership that would directly impact the new role. 10.Not networking.Building relationships with colleagues, superiors, and mentors can provide valuable support and recommendations, which can significantly improve your chances of promotion. 11.Neglecting soft skills.Qualities like leadership, communication, teamwork, and adaptability can be deciding factors in promotions – and can often be as important as your technical skills, if not even more so. 12.Overlooking the competition. You may have competition within your organization for the same promotion. It is important to assess your peers and their qualifications so you can develop a strategy to set yourself apart. 13.Demanding rather than earning. For most of us, we begin doing the work before we get the new title or salary increase. Promotions should be earned, so demonstrate your value to the company rather than expecting a promotion just because of time in the company, educational credentials, or other qualifications. 14.Inadequate preparation for interviews.Don’t assume the interview doesn’t matter, either because it’s been hinted that you have it “in the bag” or because you assume you know what they will ask. Absolutely, the interview is viewed differently with internal candidates, but your goal is to blow them away in the interview so they can’t say no to you.  DIY vs. DFY DIYThe DIY I want to recommend here is getting a mentor. Preferably, someone in your organization who knows you and the other players – and who will be honest with you about what he sees as your areas for development. From there – consume! Read books, watch Ted Talks, listen to podcasts…whatever you can consume to help with your areas for development. Finally – practice! Try your new learning on at work and ask for feedback from people who will be honest with you – and who aren’t also trying to get the same promotion.  DFYThe most obvious assistance you could get to prepare yourself for a promotion is a career coach. If you choose to go this route, it is so important to pinpoint what kind of help you need. There are coaches who specialize in improving your communication skills, your leadership skills, your professional appearance…you name it. One you’ve identified the help you need, reach out to 2 or 3 possible coaches for a consult, sometimes called a discovery call. This will give you a sense of your connection with the coach, their methods and processes, and their package options.