The Exclusive Career Coach

Last week, I focused on Verbal Communication Skills to Enhance Promotability; today I’m covering Written Communication Skills. Once again, I want to start with an assessment – these are great questions to ask yourself. From there, I recommend you pick the area that you felt the least confident about and set a 90-day goal for improvement. 1.    How well can I anticipate and predict possible causes for written confusion and miscommunication, and how good am I at dealing with them upfront? 2.    How often do recipients fully understand my messages, emails, or other documents? Do I give enough information and detail? 3.    Can I use communication platforms such as email to quickly and efficiently communicate complex issues? 4.    Do people often misunderstand my messages? Am I often surprised that they don’t understand what I have written? Let’s review the four steps to the communication process as they apply to written communication: -The words you write (correct word usage, punctuation, context) -What you meant by those words (which is more challenging without visual cues – remember that only 7% of communication is the actual words you use) -The words the receiver reads (the reader’s facility with the language, eyesight, communication device i.e. phone, tablet) -What the receiver makes those words mean (experience, cultural differences, their thoughts about you/the subject matter) There are four types of written communication: -Informational – You are conveying information to someone who needs to know that information. No response is required, except perhaps acknowledgment of receipt or any questions.  -Instructional – You are educating someone on something they need to know. Again - no response is required, except perhaps acknowledgment of receipt or any questions.  -Transactional – You are conveying something to someone else, with the expectation of a response. The mistake many people make with this type of communication is not clearly conveying that a response is expected and the nature of that response.  -Persuasive – You are communicating the benefits of a product, service, person, or idea to elicit a specific response, such as buying the product or service or voting for the candidate. This type of communication requires a clear call to action.   Next, let’s dig into specific written communication issues you may have and ways to improve. 1.    If you struggle with grammar, spelling, and punctuation: -You may want to take a short course to help you with this.  -Read a lot – it doesn’t matter what, as long as it’s well written. Pay attention to grammar, spelling, and punctuation.  -Do NOT depend on Spell Check. -Take advantage of a tool like Grammarly. -Practice writing. -Read your writing out loud.   2.    If you struggle with clarity and structure in your writing:  -If the message is complex, outline it. -Get to the point. -Determine the best method for conveying this message – should it even be in writing? If so, is it an email, a memorandum, a white sheet?  -Anticipate your reader’s questions. -Read out loud. -Ask someone else to read your writing and tell you what they think you’re trying to communicate. -Don’t over-explain. -Eliminate filler words and phrases in the editing phase.  -Eliminate redundancy (State of Florida, previous experience, final conclusion)  -Go easy on the prepositional phrases (“reflected” instead of “was a reflection of,” “of the results of the quarter” can be changed to “this quarter’s results” – which also puts it in active rather than passive voice) -Avoid padding weak words with adverbs (instead of “mostly right” you could write “had excellent points,” instead of “please respond quickly,” try being more specific with a date).  -Take a business writing course – I did in graduate school, and it was one of the best courses in my Master’s degree. You can also take a shorter-term course through LinkedIn Learning, for example.  -Get a business writing “mentor” – someone with exceptional written communication skills AND the time and patience to help you develop your skills in this area.   As with last week’s episode, let’s bring this back around to how to leverage your improvements to increase your promotability.  -Clearly communicate you goal with your boss and ask him/her for any support you need (pay for a course and possible release time, for example) -Regularly communicate your progress with your boss. -Make certain your boss knows you WANT to be promoted – and want to be considered for a promotion at the appropriate time.   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

Today, I want to give you strategies to improve your verbal communication skills – specifically, with an eye to enhancing your promotability.  Next week’s episode will piggyback on this one with ways to improve your written communications skills – also with an eye to enhancing your promotability.  In episode #113, I covered active listening at work; here’s the link to that episode:https://exclusivecareercoaching.com/posts/2020-02-05-113-active-listening-at-work/ In episode #114, I talked about effective communication at work, and I’ve included that link in the show notes. I’m going to include some of that information in today’s episode. https://www.exclusivecareercoaching.com/posts/2020-02-12-114-effective-communication-at-work Let’s start with an assessment of your verbal communication skills – tell yourself the truth as you answer these questions. I highly recommend journaling your responses. 1.    Do I ask questions when I don’t understand something, or do I keep it to myself? 2.    Do people often misunderstand my messages? Am I often surprised that they don’t understand what I am saying? 3.    Is it easy for me to understand someone else’s point of view during a conversation? 4.    Do I think about how my responses will be perceived by others, or do I speak without thinking?  5.    Do I find it difficult to see and read people’s body language? 6.    Do I struggle to find the right words to convey my message? Which one of these is a weak link for you? Develop a 90-day goal to improve that area. Asking for a mentor’s help, watching YouTube videos, listening to podcasts, reading books, asking for people’s feedback, or taking a course are all ways to improve your area.   There are four steps to the communication process: -The words you speak (articulation, correct word usage) -What you meant by those words (intonation, vocal pauses or emphases) -The words the listener heard (ability to hear what is said, the listener’s understanding of the language you are speaking in) -What the listener makes those words mean (experience, cultural differences)  Utilizing both verbal and written communication skills, you want to be able to clearly communicate your achievements and contributions to your manager. You also want to be able to articulate your career aspirations – he or she needs to know that you want to be considered for a promotion at the appropriate time.   Next, let’s dig into specific verbal communication issues you may have and ways to improve.  1.    If you find yourself straying mentally when others are speaking, you may have a challenge with active listening. Strategies to improve: -You have to be able to hear the other person. If the space you are in is too noisy for that to happen, suggest moving to someplace quieter.  -Are you possibly dealing with a hearing problem? Is this something you need to get checked out? Or is the problem only when there is a lot of ambient noise? If so, move to someplace quieter.  -Are there visual distractions around you that are interfering with your ability to pay attention? Relocate the conversation to minimize.  -Are you asking questions to make sure you understand what the other person is trying to communicate? The key here is to find the balance between constantly interrupting the speaker and making sure you understand their message. Another tool for understanding is to repeat back what you heard.  -Are you making appropriate eye contact? My rule of thumb is your eye contact should be nearly 100% when the other person is speaking and at least 60% when you are speaking. Also, be sure to nod and make appropriate facial gestures to show you are listening.  -Do you have trouble retaining important information after a conversation? If so, WRITE IT DOWN.  -Are you paying attention to nonverbal cues – and working to reconcile them with what’s being said? If not, you’re missing more than half of the conversation – the 55/38/7 formula created by Albert Mehrabian states that communication is 55% nonverbal, 38% vocal, and 7% words only. If this is a challenge for you, I recommend you look up some YouTube Videos on nonverbal communication.  -Do you understand what the speaker intends for you to do with the information they are about to give you? If not, ask questions – does the speaker want your advice, do they want you to take action, do they want to just impart information?  -Are you showing the appropriate emotional response to what is being said? If this doesn’t come naturally to you, it may be a case of “fake it ‘till you make it.” Excitement, empathy, and understanding are all possible emotional responses.   2.    If your challenge is speaking clearly and concisely, you’ll want to work with a coach or find a mentor who can give you real-time feedback on your verbal communication skills. Specific areas for them to help you with include: -Are you clearly stating your message? Can the other person understand the information you are trying to convey? -Are you using unnecessary jargon or fillers? Slang, inappropriate use of words (hone instead of home, irregardless instead of irrespective), fillers like “Um” or “I mean” or “Sort of”), or overusing a word like “literally” or “fantastic.” And, of course – no profanity.  -Are you conveying your message concisely – with an appropriate amount of detail but not too much? Are you staying on point? -Are you using examples or analogies as appropriate to illustrate your points?  3.    If your challenge is speaking up in meetings, this may be a confidence issue, a communication issue – or both.  Either way, set a goal to make at least one significant comment in your next meeting. If possible, ask someone you trust who will be in that meeting to give you feedback afterward.  As you get comfortable with making one comment, set your bar higher. Eventually, ask about running a meeting.   4.    If your challenge is presentations, this can either be an issue with public speaking, organizing and conveying information – or both.  This is an excellent one for a speaking coach; Toastmasters is another excellent option. Practice is the key here.  -Seek out low-risk opportunities to speak in public, whether at your work, in a volunteer organization, or some other opportunity. Gradually build up to higher-risk opportunities, as there will also be a higher reward possibility.  -Use appropriate visuals. We’ve all been subjected to PowerPoint presentations that are so small we can’t read the content – or 46 slides in one presentation. Make sure your visuals support your presentation – not hijack it.  -Get feedback on the “compellingness” of your presentation – are you moving people if that is the purpose of the presentation? Are you making factual information interesting? Are you using humor if appropriate?  -Know your audience. What is their current level of understanding of the information? What references will they relate to? What else do you know about them that will help you customize your presentation?  -Look the part. One of the best pieces of advice I ever received from a professor was this: “How you dress lets the audience know what you think of them.” Of course, you want to factor in the environment and other considerations, but in general – dress in a way that shows your audience you respect them and value their time.  -If you find it challenging to answer audience questions, either because you are afraid you won’t have an answer or because you aren’t great with spontaneity, watch YouTube videos of this portion of people’s presentations. Go to live presentations – evaluate how other people are handling this portion and learn from their successes and mistakes.  So let’s circle back around to the title of this episode: Improving Verbal Communication Skills to Enhance Promotability. As I said at the outset, a piece of this is to let your boss know of your interest in being promoted. Also, let him or her know that you are working to improve your communication skills – and what, specifically, you are doing to achieve that goal.  Ask your boss for what you need – Is it feedback? Is it suggestions on how to improve? Is it opportunities to use the skills you are working on?  The final word here: Practice. Practice. Practice. Set SMART goals, plan your steps to achieve those goals, and evaluate your progress at appropriate intervals.   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  

Today’s topic is the most important leadership qualities employers are looking for – and derailers to avoid. As you can imagine, every source I reviewed for this episode had a slightly different list and number of qualities, so I’ve attempted to synthesize a few sources into my list of leadership qualities for leading an organization, leading others, and leading yourself. I’ve also given you a major leadership derailer.   Leadership Skills for Leading the Organization: My ask for this section is for you to identify one leadership skill you would like to work on for the next 90 days and create a measurable goal. Create some specific action steps and calendar them in; also set aside time at the end of the 90 days to evaluate your progress. You can choose one from any of the three categories – leading the organization, leading others, or leading yourself.  1.    Decision-Making Skills & DecisivenessLeaders make informed decisions quickly – no waffling or second-guessing allowed. They are able to see the potential outcomes of various options to make the best decision in that circumstance.  2.    AdaptabilityStrong leaders are able to navigate through uncertainty in today’s rapidly changing business world. This is the flip side of decisiveness – the ability to recognize when circumstances require a mid-course correction…or when a decision made wasn’t the right one.  3.    Integrity and EthicsWe can argue that there are plenty of employers in the news every week that seem to be operating with a lack of integrity and ethics – however, I don’t think those are the companies any of you want to work for. Rather, excellent employers value leaders who are honest, loyal, have integrity, and operate in an ethical manner – all of which fosters the trust so important in business. 4.    Strategic ThinkingGreat leaders don’t spend the majority of their time putting out fires; rather, they are playing a key role in setting and communicating the organization’s mission, vision, and goals. They also have the ability to formulate and execute a strategic plan to achieve those goals.  5.    Problem-Solving SkillsSuccess in organizations requires the ability to identify and solve complex problems within a culture of innovation and continuous improvement. Effective leaders are able to foster this culture and address potential or actual problems.  6.    Change ManagementEffective leaders are able to facilitate organizational change initiatives and overcome resistance to change.   Leadership Skills for Leading Others:  1.    Communication SkillsIt should come as no surprise that effective written and verbal communication is essential for leaders to convey their ideas clearly, inspire their teams, and foster collaboration. Further, a lack of strong communication skills can be seen as unprofessional – causing people to question the leader’s abilities in other areas.  2.    EmpathyIt is important for a leader to be able to relate to the emotions and perspectives of others to foster a positive work environment. Showing genuine concern and compassion for those you lead is critical in building employee morale and engagement.  3.    Motivational & Team-Building SkillsThe ability to inspire and motivate a team is critical for successful leaders. Serving as a coach and mentor not only builds the team, it builds the relationship with each employee.  Strong leaders can recognize and leverage the individual strengths of their team members, as well as foster collaboration rather than unhealthy competition.  4.    AccountabilityExceptional leaders take responsibility for their actions and hold themselves and others accountable. Part of accountability is dealing with problem employees in a decisive and fair manner; one of the biggest missteps many leaders make is showing favoritism to certain employees or having blinders on.  5.    Open-MindednessTo promote innovation and inclusivity with a team, leaders must be open to new ideas and diverse perspectives. They listen.  6.    Building Collaborative RelationshipsEffective leaders build productive working relationships with coworkers and external parties. 7.    Respect for DifferencesLeaders value people with different backgrounds, cultures, and demographics. They truly understand the value of diversity in its many forms – and foster an inclusive workplace.  Leadership Skills for Leading Yourself:  1.    ResilienceLeaders should be able to bounce back from setbacks, maintain a positive outlook, and demonstrate self-control in the face of difficulties.  2.    Time ManagementEffective leaders prioritize tasks and manage their time efficiently to meet deadlines and achieve objectives. They spend the majority of their time in Stephen Covey’s Quadrant Two: Important, But Not Urgent activities.  3.    Self-AwarenessStrong leaders are fully aware of their strengths and weaknesses. They know how to leverage their strengths and they have a plan for mitigating their weaknesses. Further, they have a personal mindset of continuous improvement.  4.    Taking InitiativeExceptional leaders look at problems as opportunities to be capitalized on, and they do so quickly.  5.    Work-Life BalanceStrong leaders recognize the importance of having a personal life, rest, and rejuvenation. They also see the value in modeling a work-life balance for their team.  6.    Career ManagementLeaders are lifelong learners, they have coaches and mentors, and develop professional relationships that are open and honest. They keep their skills and credentials current and are actively engaged in acquiring new knowledge.   Here is a major derailer to being an effective leader (besides the obvious opposites of each item above): Failure to Meet Business ObjectivesThis one is loaded because there are so many potential reasons. If you earn a reputation as someone not to be trusted to follow through on commitments or does not effectively complete work, your tenure with that organization will be short-lived. The problem with this one is it is pretty black and white and can give the organization a concrete reason to fire you.   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  

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.