The Exclusive Career Coach

There’s so much in the news about Artificial Intelligence (AI) replacing jobs. In the resume writing world, there is a widespread belief that is, unfortunately, being spread by some people who have created AI-based resume writing platforms they want you to purchase. I first want to start with how I have incorporated AI into my resume writing practice. Here are a few of the ways:  Job DescriptionI am currently working with a client who has a background as a dental assistant. I used ChatGPT to come up with a job description for a dental assistant so I could incorporate the keywords into her resume. Note that I didn’t cut-and-paste any part of the response from ChatGPT – I merely used it as a reference for the skills a dental assistant should be able to demonstrate. If I have a client who is using the resume to apply for a specific position, I can feed both the job description and the resume into ChatGPT to see how they compare and tell me where the gaps are. Then I can work in those keywords. If a client wants to pivot careers, I can ask ChatGPT for a job description for the job the client wants to move into so I can position that client with the necessary transferable skills. DIY vs. DFY DIYIf you want to use ChatGPT or one of the other AI tools to write your resume, remember that AI is a TOOL. If you use AI to write your resume, you will end up with a generic, non-differentiating document. What makes you, you – your differentiators – has to come from you. AI can’t possibly know your achievements or your personal brand. AI can’t possibly know your “secret sauce” – the way you do what you do that is different and better than others in your field. AI can’t possibly know about the feedback you have consistently received from colleagues, supervisors, or customers. Let AI help you craft your job descriptions, but not do it for you. If you want AI to help with your achievement bullets, write out CAR (Challenge – Action – Results) stories, then ask ChatGPT to write into bullets. Make sure it sounds like you and that each bullet begins with an action verb. Remove personal pronouns and unnecessary articles such as “the.” Do the work on your branding – I recommend using my Branded Resume course, which you can access here: https://exclusivecareercoaching.com/free-resources Then ask ChatGPT to write out 3-4 sentences that encapsulate the information you’ve written down about your personal brand. DFYHere’s one of the litmus tests I use with clients: How high is the bar for the job you want? If it is pretty high, you might consider working with a professional like me. I think one of the primary benefits of working with me is my ability to pull out from you your high-impact achievements and your differentiators – coupled with my ability to package that information in a way that is compelling and drives the reader to reach out to you for an interview. There’s something to be said for recognizing your Zones of Genius – and getting help in areas that don’t play to your strengths. How much is your time worth – and how important is it to get it right? If you would like to schedule a consult to talk about how I can write your resume, cover letter, and LinkedIn profile for you, click here: https://calendly.com/lesaedwards/zoom-meetings2

Since Covid, the number of people working from home – or wanting to work from home – has multiplied exponentially. Today, I want to offer resources and strategies to help you land a WFH job. I’m not going to go into how to determine which types of WFH jobs you should apply for – I’ve covered that in other episodes. For today’s episode, I’m going to assume you know your Motivated Skills and how you want to apply those skills in a WFH job. A note here: your desire to WFH shouldn’t be the primary consideration as to which jobs you pursue. You still have to enjoy the work and exercise your Zones of Genius. I’m also not going to go into the steps everyone should be taking to look for any kind of job, such as customizing your resume and networking. Again – covered in other episodes. Also – buyer beware. There are WFH scams out there, so check with the Better Business Bureau and other sites to ensure the validity of the job.  FiltersThere are a number of legitimate remote job sites, which I will be sharing in this episode. Another consideration is using filters on “mainstream” sites like LinkedIn and Indeed. Try “remote,” “work from home,” “telecommute,” and “virtual” to narrow down the jobs you see. Also consider that some companies may offer WFH jobs on their website but not on sites like LinkedIn, so be sure to check.  Read the job description – and interpret itSome jobs will clearly state the in-person, virtual, or hybrid nature of the job, with specifics such as WFH Fridays or “must be in office 2-3 days per week.” When the parameters are specifically laid out in the job description, I would take that as fact. That is not to say that the “must be in office 2-3 days per week” couldn’t be negotiated down to just 2 days, or that which days you are in office can’t be negotiated – I mean that a job that clearly states “must be in office M-F” isn’t likely to be flexible about a hybrid or WFH setup. What about those jobs that aren’t clear in their description? Post-Covid, I would take that as POSSIBLY a sign that there is some flexibility. My thought is this: I don’t want to remove myself from consideration for a job I am really interested in and very qualified for just because I want WFH capabilities, so I’m going to go through the process and see what happens. An employer who does have some flexibility is more likely to exercise that flexibility once they’ve gotten to know you, your qualifications, and the value you will bring to their organization. When do you bring this up? I might try to suss this out sooner rather than later. Perhaps they directly ask you what type of work setting you are looking for – in this situation, I would be honest but vague. I might try responding with a question like “What do you see as viable options for this role?” This likely won’t be solidified, however, until after a bona fide job offer has been made, so before you sign on the dotted line make sure you understand what’s in the offer and ask for any concessions you want so the offer can be amended. Understand that the only time you can negotiate is between the time a bona fide job offer has been made and you have accepted that offer. Before this, it is hypothetical, and afterward, they aren’t likely to improve on what you have already accepted. Be wary of language that speaks to the temporary nature of the hybrid or WFH condition. I recently had a client who had to quit her job because the WFH situation became in-office and she lived some two hours away and couldn’t relocate.  Websites for WFH FlexJobs is one of the top boards to find remote, part-time or flex jobs. They have opportunities across 50+ categories.Growmotely features long-term remote jobs with conscious companies. You can create a candidate profile and start searching for remote roles right away.We Work Remotely highlights remote jobs across all types of fields, including tech to customer service, sales, and marketing. Remote.co – in addition to the job listings, this site has resources for how to work from home, such as managing your home office or managing a remote team. https://ratracerebellion.com/ - this site seems to be more geared towards people who want to pick up hourly or temporary/seasonal work, but check it out anyway. https://www.wahjobqueen.com/ - this one is a grassroots site that was recommended to me by a client. Another one I’ve heard several clients talk about is The Mom Project, but there is a lot online about this being a scam. They supposedly feature roles with vetted, family-friendly companies and include remote positions – but beware.In addition, there are sites where you can filter your job search using the terms I previously mentioned, such as “remote,” “virtual,” “work from home,” or “telecommute.”  LinkedIn Indeed.comGlassdoor.comZiprecruiter.comUsajobs.govMonster.comSimplyhired.comCareerbuilder.comSnagajob.comRoberthalf.com  DIY vs. DFY DIY: If you are doing a remote job search solo, the biggest piece of advice I can give you is one I already mentioned in this episode – the fact that a job is remote should NOT be your primary consideration. You still need job satisfaction, the opportunity to use your Zones of Genius and expand your skills, a sense of connection with other team members, and working for a company whose product or service you believe in and can support. DON’T mistakenly think that working from home will solve all your problems – you still need to carefully vet the company and the job opportunity.  DFY: As I have said approximately 1,000 times on this podcast, your job search shouldn’t rely solely on job boards. I’ve gone so far as to say that job boards don’t don’t constitute a job search – you need a targeted, proactive strategy that, depending on your level of seniority, is somewhere between 25% and 100% networking-based. If you want help planning and executing a targeted, proactive job search with multiple prongs, specific daily action steps, and a plan to evaluate and make mid-course corrections, then let’s schedule a consult so I can learn more about what you’re currently doing in your job search and how I can support you. Here’s the link to my calendar for a consult: https://calendly.com/lesaedwards/zoom-meetings2

From time to time on this podcast, I will mention a free resource available to you via my website. Today, I thought I would go over all those resources for you. As a reminder, the URL is exclusivecareercoaching.com.  To be clear: The primary free resource I offer is this podcast, with nearly 300 episodes covering the job search, interviewing, career decisions, salary negotiations, LinkedIn, career management, life coaching, career transitions, leadership, and more. If you are ever looking for a specific topic on the podcast, the website is a great place to go because the topics I just mentioned are categorized so you can more easily find exactly what you need. As for the other free resources found on exclusivecareercoaching.com, click on the “Free Resources” tab – currently, there are six resources there, with plans to add several more in the not-too-distant future. Why do I offer so much free stuff? Two reasons: 1.    Not everyone is a good fit to work 1:1 with me, either because they aren’t able to make the investment, their career path and goals aren’t ones I focus on, or they just aren’t looking for the level of help I provide when I work 1:1 with clients. 2.    When I put valuable content out into the world, it attracts my ideal clients to me. People who want my level of service and are willing to invest in themselves and their careers. People who schedule a consult with me should be actively seeking a professional partner in this process – and have the funds and willingness to invest in themselves to come on board with me if we both feel we are a good fit for one another. My consults are NOT for people to get further 1:1 assistance from me for free – please respect that I run a business, and to continue to do so I have to make money. Here are the free resources you can find on my website:   Branded ResumeThis free resource comes to your inbox over five days, giving you bite-sized chunks of information and homework each day. I cover all the main areas of the resume, including how to write your job description and achievements. I cover in-depth how to brand yourself in a way that differentiates yourself from your competition. Once you sign up for the Branded Resume, you begin getting the course the next day, and will receive content for five straight days. Each day focuses on a different aspect of your resume, with homework for that aspect.  Professional PurposeAlso sent over five days, the Professional Purpose course walks you through how to find your Motivated Skills, identify the most important values you want to see in an employer, job, and work environment, gives you questions to journal to help you uncover those seminal moments in your life that are pointing you towards your purpose, and next steps. I use this course with clients when I am coaching them on making a career pivot or reinvention, but you can also use the course on your own. If, once you go through the course, you want more help understanding what all that information is telling you, then you may want to invest in some coaching with me.  6 Things Derailing Your Job SearchThis resource is specifically for those of you who have started a job search and somewhere along the way lost your mojo. It is also for those of you who need to start a job search but can’t seem to get going. For each of the six things – all things I frequently see in clients I work with – there is a strategy or tool to solve the derailer. This is a great resource for those of you who want to get your energy and enthusiasm back to support you in finding your next dream job!  How to Choose a Resume WriterThis resource, which is also available on my LI profile, walks you through questions you should ask a prospective resume writer, how much you should expect to invest, and how to evaluate your consultation with a resume writer to determine if this person is a good fit for you. I also cover the alphabet soup of credentials available to resume writers – and what you should look for in terms of resume writing credentials.  Zones of GeniusThis is an exercise I have all my resume writing clients go through. It takes only 10-15 minutes and is designed to help you identify language around your areas of strength, which I call Zones of Genius. This is a must-have resource if you are writing your own resume. You can either use some of the language in your results verbatim in your resume, or just include the ideas and concepts you learn.  Interview Coaching GuideIf you have a job interview coming up, this resource will be invaluable to you. I walk in-depth through how to approach answers to tough and behavioral interview questions. In addition, there are dozens of interview questions you can use for practice. I offer this guide to all my interview coaching clients to supplement the 1:1 work we do, and it has also been the most downloaded of my free resources lately.  If any of these resources are just what you need, head on over to exclusivecareercoaching.com to sign up. You’ll be on my mailing list, which means you’ll get a couple of emails from me each week with even more helpful career management and job search content.  DIY vs. DFY This entire episode has been about the DIY services I offer on my website, coupled with how I utilize those resources with my 1:1 clients. If you want to DIY your resume, interview prep, or career decision-making – PLEASE take advantage of these free resources; they are my gifts to you. If you want the 1:1 attention, expertise, and results that come from working with a highly skilled professional like me, and have the funds available to invest in yourself at a high level, then I encourage you to sign up for a consult: https://calendly.com/lesaedwards/zoom-meetings2  

According to an article from the Wall Street Journal, nearly four million workers left the labor market in the first months of the pandemic – the lowest level of employment since 1983. Some of these workers left because their employers could not operate as they had pre-pandemic – or could not operate at all. Others left to care for children or other family members affected by Covid. Still others took advantage of attractive state and federal programs during the pandemic to walk away from work they didn’t love to rethink their career goals. Post-pandemic, the resurgence of midcareer workers – defined as those between the ages of 25 and 54 – has been led by women. As of June 2023, the labor force participate rate for prime-age women was the highest on record, at 77.8%. As of June, male participation rates were at 83.5%. It is a tight labor market in many sectors. The unemployment rate has been at or near a 50-year low for more than a year. What does this mean for the job seeker? Employers can’t afford to be as choosy or selective. The better employers are willing to work with candidates around child- or elder-care issues, WFH, and flexibility with hours. They are also more willing to hire previously retired employees or other older workers. Employers have raised wages and improved benefits in recent years in an effort to attract top talent – or, in some cases, any talent. What if the economy cools? There are some concerns that the Fed’s campaign to bring down inflation through higher interest rates will cause unemployment to rise too much and push some of the most vulnerable workers back to the sidelines. Currently at 3.6% as of June 2023, the unemployment rate is expected to rise to 4.1% by the end of 2023 and 4.5% next year – suggesting the economy will lose tens of thousands of jobs.  Those are the statistics and forecasts. Now let’s talk about the disparity I and my colleagues are seeing between the need for employees on the one hand and the frustration of qualified candidates vying for those positions on the other hand. Technology has created a barrier between employers and candidates that often doesn’t speed up or otherwise streamline the process – creating frustration among candidates. Employers, conversely, are losing the best candidates in these lengthy and cumbersome processes. I no longer have the source in front of me, but I read recently that top candidates will only stay in a candidate pool for something like 10-14 days before moving on to more promising opportunities. I could give a 10-hour lecture on what employers need to do to create a more candidate-friendly and candidate-attracting environment in their hiring processes…but I won’t. I DO want to talk about what you, as a candidate, can do to make the hiring process more palatable and successful for you. Follow Up After submitting your application materials, follow up with an email or phone call to ensure your materials were received and to express your interest in the position. Be ResponsiveRespond promptly to any requests for additional information or to schedule an interview. Communicate AvailabilityDuring the interview process, let the company know about your availability for subsequent interviews or assessments. Be as flexible as you can be. Provide References EarlySubmit your references along with your application or initial resume submission. These should be on a separate document from your resume. Prepare Documents in AdvanceAnticipate the documents the company might want, such as certificates, diplomas, or work samples, and have them ready to submit. Ask About the TimelineBefore you leave the first interview, make sure you understand the company’s hiring timeline and expected next steps. Network InternallyIf you have contacts within the company or industry, consider reaching out to inquire about hiring status or any updates on your application. Could these people put in a good word for you? Demonstrate Your InterestExpress enthusiasm for the role and the company – they are more likely to prioritize candidates who are genuinely interested in joining their team. Provide Complete InformationEnsure that your application and resume are complete, with all the relevant information about your skills, experiences, and achievements. Prepare for AssessmentsIf the hiring process includes tests or assessments, be well prepared to take them promptly when offered. Stay in CommunicationDepending on the timeline the company has provided you, weekly or bi-weekly check-ins let the employer know you are still interested. Look for opportunities to add value in these communications.Keep Them Apprised of Other OffersOnce you have received a job offer from another employer, let the other employer know – but don’t give too much information. This is only necessary if you are still interested in this employer’s opportunity. Finally…Know When to Cut Your LossesI will never recommend that someone put all their eggs in one basket, so until you have signed an employment agreement, KEEP LOOKING. If you think you are being ghosted by an employer, you probably are. Don’t burn bridges in this instance – but I DO recommend that you notify the employer that you are pursuing other opportunities.  DIY vs. DFY DIY: If you are managing your job search on your own, the biggest piece of advice I can give you is to keep detailed records. When you submit an application, all communications you send or receive, notes on what was said – these will all help you organize your job search. You can do this via a simple Excel spreadsheet or via an app. I don’t have one I recommend – I find Excel works very well, but you can Google and check them out. DFY: Although no one is going to do your job search for you, what you may need help with is planning your job search strategy and keeping your thoughts positive throughout the process. Having an expert in your pocket, not only to plan your strategy but also to help you navigate the inevitable roadblocks and pitfalls along the way, is incredibly helpful in achieving your goals. If this is something you are interested in learning more about, you can schedule a complimentary consult using this link: https://calendly.com/lesaedwards/zoom-meetings2 

Today, I am speaking with Ahmed Wasfy, an engineering manager with such giants as Microsoft, Google, and Amazon. In addition to his day job, he provides coaching services to help managers become effective leaders through his company, the Thriving EM. Ahmed explains the purpose of a project manager, the skills and qualities needed to be an effective project manager, and how to break into the field. We also discuss the PMP – Project Management Professional – designation, and whether that credential is necessary to enter into project management work. You can find Ahmed via his website: https://www.thethrivingem.comOr via Instagram at a1wasfy Exclusively for our listeners, Ahmed is offering a free 30-minute session to show you how to set up your calendar to save 10 hours each week. Just email Ahmed at ahmed@thethrivingem.com with the subject line: LESA – 10 HOURS BACK      

As a reminder, if you are a mid-career high-achiever with the goal of entering the C-suite, let’s talk about my new coaching program, Highly Promotable. Here’s the link to learn more: https://exclusivecareercoaching.com/highly-promotable Today, we’re talking about how employers are using Artificial Intelligence (AI) in job interviews – and what that means for you as a job seeker.  AI is being used in the interview process via Natural Language Processing (NLP), chatbots, sentiment analysis, facial expression recognition and visual perception, speech recognition, tone analysis, and decision-making.  Let’s start with some definitions:  Artificial intelligence:Computer systems that can perform tasks that normally would require human intelligence. Artificial Intelligence-trained video interviewing technology analyzes facial features, moods, expressions, and intonations of the interviewees to select the most suitable candidates. Speech recognition, personality insights, tone analysis, the relevance of answers, emotional recognition, and psycholinguistics are used in this hiring process that uses technology automation. The best matches are shared with human recruiters along with AI’s own notes on individual candidates. Chatbot:An artificial intelligence feature that is short for “chatterbot.” A chatbot is a software or program that simulates human conversations through voice commands and text chats. Chatbots are used for answering initial questions applicants have and to conduct preliminary “screening” interviews. Immediate feedback may be provided to the candidates.   Natural language processing (NLP):The interaction between humans and computers using natural language. AI’s machine learning skills derive meaning and understanding from language as it is spoken by humans. The most common uses of NLP in the market today include chatbots, personal assistants (such as Siri and Alexa), predictive text, and language translation.   What AI tools are available to employers? There are at least four categories of tools: Video Conferencing ToolsEmployers often use video conferencing tools including Zoom, Microsoft Teams, and Google Meet to conduct remote AI job interviews.  AI Powered Interview PlatformsSpecialized platforms like HireVue, Pymetrics, and Mya Systems use AI technology to conduct interviews. These platforms employ natural language processing (NLP) and machine learning algorithms to analyze candidates' responses, assess their skills, and provide insights to employers. Online Assessment PlatformsOnline assessment platforms like TalentScored, eSkill, or CodinGame offer AI-related assessment tests and coding challenges specifically designed for evaluating candidates' AI knowledge, problem-solving abilities, and programming skills. Coding PlatformsFor technical positions, employers may use coding platforms such as HackerRank, Codility, or LeetCode. These platforms allow candidates to write and execute code, solve coding problems, and assess their programming skills.  How should you prepare for an AI interview?  This from Talview.com’s website: “Candidates should prepare for an AI video interview the same way they would for a face-to-face interview. They must know everything there is to know about the company beforehand; look up the company website, Google news, press releases, and understand what the company and the industry are all about.“Candidates can also make a list of questions that they would like to ask their prospective employer. Practice makes perfect when it comes to an AI video interview. Candidates can make a list of expected questions and practice their answers. Once the video interview begins, candidates will not be able to stop, erase, or edit the interview and must, therefore, be prepared well in advance.“On the day of the interview, candidates must dress professionally. Position themselves in a straight-back chair and make sure the camera angle focuses waist up.“Although an AI video interview is recorded, it is for all purposes conducted just as a face-to-face interview would. So, candidates should sell their candidacy based on the company’s needs and let the employer know how they will meaningfully contribute to their organization.“Finally, candidates are asked to keep calm and exude confidence through their body language.” The bottom line is this: There’s nothing new that an AI interview does – it asks the same questions as a human interviewer would. But the deep analysis that goes into the assessment of an interview is beyond human undertaking. The speed, accuracy, and convenience of AI recruitment and AI video interviewing are very valuable. It’s impossible that AI interviews will go off the grid – if anything, we will see an increase in its use. DIY vs DFYI’m going to combine the DIY and the DFY for this episode. If you want to improve your interview skills on your own, I recommend Yoodli – a free site that allows you to respond to the system’s questions or input your own. Yoodli will help you with things like eye contact, use of filler words, and other vocal disrupters.  If you would like human help with your interview preparation, my interview coaching program includes working with Yoodli + 2, 1-hour coaching sessions. In addition to Yoodli’s help, you’ll work with me to develop strategies to approach difficult and behavioral interview questions, such as “What is your greatest weakness?” “Tell me about yourself.” “Tell me about a time when…” 

As a reminder, if you are a mid-career high-achiever with the goal of entering the C-suite, let’s talk about my new coaching program, Highly Promotable. Here’s the link to learn more: https://exclusivecareercoaching.com/highly-promotable Let’s start today’s topic with my definition of a career pivot: Think basketball. If you aren’t dribbling the ball, you have to keep one foot on the floor at all times. So then, a career pivot is keeping one foot in either your current industry or job function, while pivoting out of the other. Some examples: -Pivoting out of human resources into marketing while remaining in the CPG (Consumer Product Goods) industry -Pivoting out of manufacturing and into CPG while remaining in accounting  The alternative is a Career Reinvention, which involves moving out of both your industry and your job function. I don’t recommend this unless absolutely necessary, because it often means starting over at or near the bottom. You could consider a two-step pivot, which achieves the same goal as a Career Reinvention but may allow you to stay at or near your current level. Some examples: -You want to move out of marketing and into operations. To be more marketable, you stick with your current industry – tech – to make this move. However, your ultimate goal is to be in real estate operations, so you look for an employer who might be able to make that happen down the road. -Your ultimate goal is to move from non-profit operations management into for-profit sales of something that leverages your passion for animal welfare (this is the type of non-profit you work in). You initially look for an operations role in the for-profit sector, say in a company that makes high-quality animal feed or products – with the goal of moving into sales as you learn the business and become a known quantity with your employer. Now, what do you need to do in your job search if you are pivoting careers?  You need to know what you are pivoting to. You MUST have a new job goal in mind so that your marketing materials can be tailored accordingly. It is not enough to know you are moving out of, say, CPG or accounting, but also what you are moving TO.  You need a transferable skills resume. This is a more difficult proposition than writing a linear resume, so I highly recommend getting help with a transferable skills resume. This entails understanding the skills you’ve developed in your current industry and job function – and how those skills translate into your new industry or job function. You can’t expect the employer or the ATS to intuit this – it has to be explicit on your resume.  You need to understand the issues and vocabulary. In addition to understanding your new industry or job function for the resume, you also need to “talk the talk” for the interview. You don’t want to come across as a know-it-all – they KNOW you don’t know it all – but rather show that you have enough interest and intelligence to have done your homework. If it is a new industry, what are the major issues of that industry? Who are the competitors, and where does the company you are interviewing with rank? If it is a new job function, have you completed a certification or done other coursework/training in that function? It is not enough to SAY you are interested in this new job function – you need to show evidence of your interest. It’s also a great idea to speak with people in the new industry or job function to get the real story about what you’re getting into.  You can’t rely on job boards.  To be clear: I don’t want ANY candidates to rely solely on job boards. However, when you are pivoting, you simply CAN’T. When you are pivoting, you will always be in the middle third of the pile of applicants, even with a world-class resume like the ones I write. The reason? The top third will be populated with people who have industry AND job function experience; the bottom third will be populated with people who have neither. You’ll be in the middle. What’s the solution to move further up the candidate pile? Two things: -+1 approach – doing one thing in addition to just applying online like everyone else. -Networking. You want to get facetime with decision-makers who can see you as a dimensional professional with the qualities they are looking for. Top companies recognize that, in most instances, they can train you on the industry and the job function – but not on qualities such as motivation and fit with company mission.  DIY vs. DFY DIY I’m not going to talk about DIY’ing your resume as a pivoter, because I don’t think you should attempt this. So let’s talk about how to DIY your decision process for what industry or job function you want to pivot to. This is the time to take a step back and reflect on your career thus far – what, specifically, have you enjoyed /not liked about your previous positions? What do you want to leave behind, carry forward, do more of? What are your Motivated Skills and Burnout Skills? AI can help you here – ask ChatGPT some questions about various occupations or industries. Also, informational interviews can be extremely helpful. I also recommend signing up for my five-day course, “Professional Purpose,” here: https://exclusivecareercoaching.com/free-resources  DFY What might a career coach, such as myself, do to help you plan your pivot? -Self-assessments, along with expertise in helping you understand your results and their application to your decision -Assigning homework, such as informational interviews (as well as helping you know HOW to conduct an info interview, and with whom) -Coaching you to come to the best decision for you – not advice, but rather guiding you through the decision-making process with coaching skills and expertise If you would like to schedule a complimentary consult with me to discuss career coaching, here’s the link to my calendar: https://calendly.com/lesaedwards/zoom-meetings2  

As a reminder, if you are a mid-career high-achiever with the goal of entering the C-suite, let’s talk about my new coaching program, Highly Promotable. Here’s the link to learn more: https://exclusivecareercoaching.com/highly-promotable Today, I want to share some tools on LinkedIn that many people I speak with aren’t aware of.  The Advanced Search Function If you are looking for a specific person, preferably someone with a unique name, you can probably use the search bar to find him or her. However, let’s say you are looking for Susan Smith. I just did this search, and I got 13,000 results. How do you find the right Susan Smith? By using the Advanced Search function. Here’s how to access: -Go to “My Network” in the navigation bar -Click on “Connections” in the box on the left. This will bring up all your connections. -Click on “Search with Filters” then “All Filters.” You then have the option to create searches to help you find the right Susan Smith. You can put her name in + something else you know about her – I find that putting in the university she attended tends to be the most reliable. The Advanced Search function also works when you are trying to find someone with a specific job title whose name you don’t know. For example, the VP of Marketing for ABC Company.  Having a Differentiating, On-Brand Background LinkedIn has a standard background of shades of grey. Here are three options for changing your background: -Use a royalty-free photo site, such as pixabay.com, to find a background that is on-brand. When I am doing this for my clients, I select four photos and try each one on for how it looks with LI’s size restrictions and the fact that the client’s head will be in the bottom left-hand corner of the photo. -Create a highly differentiating background using Canva. If you are familiar with this desktop publishing tool, you’ll need to set your size to 1584 X 396 pixels, or 16.499 X 4.125 inches. Canva allows you to include such things as a branding statement. You can use one of Canva’s backgrounds or import a picture of your company or product. -Combine the two by using a stock photo from pixabay or another site uploaded into Canva. You can then add whatever text or art elements you wish.  Add Featured Content First off, let me say what I DON’T want you to put in your Featured Content section – your resume. This allows employers to access a version of your resume that has NOT been customized for the position they are hiring for, putting you at a disadvantage. It is better to have a robust LI profile that draws them in, then they can reach out to you for your resume (which you can then customize). If you don’t already have content in your Featured section, you’ll need to add that section by going to the top box of your profile (where your picture and headline area) and click on “Add Profile Section.” What might you want to include in this section? Here are some possibilities: -Information about your employer or products/services -News releases about your employer or products/services -A video you’ve created to introduce yourself – whether to potential employers or potential customers -A helpful, downloadable resource (I have my How to Assess Resume Writers on my profile) -A link to a podcast you’ve been featured on -A sample of your work You can have multiple items in your Featured section, but know that only three will be visible. You can manipulate this section to show the three you choose.  Leveraging Your Connections’ Connections I tell clients about this all the time, and almost no one has thought about this. It utilizes the Advanced Search function. Let’s say you are connected to me on LinkedIn and you want to “mine” my contacts. Go into the Advanced Search function and click “All Filters.” -Change 1st connections to 2nd connections. -In the box “Connections of” add the person’s name whose contacts you wish to mine. -Add whatever other criteria you wish; otherwise you’ll get ALL their connections. You might want to add a company name, industry, job title, or geographic location. If you want to add these people to your connections, I recommend a customized message that goes something like this: John, Hello! I see we’re both connected to Susan Smith – let’s connect!  Private Mode In general, I want you to be visible to the people whose sites you are visiting – but there are times when you want to go into stealth mode. Most often, this is helpful when you want to sneak around privately before deciding who you want to connect with. To go into Private Mode: -Click on your thumbnail in the upper right corner of your navigation bar -Click on “Settings and Privacy” -Click on “Visibility” in the box on the left -Click on “Profile Viewing Options” and switch to “Private Mode” -Remember to change back when you’re done  DIY vs. DFY DIY If you want to update your LinkedIn profile yourself, here is my #1 tip, which I’m going to yell in all caps: DON’T CUT AND PASTE YOUR RESUME INTO LINKEDIN. Your LinkedIn profile should be written in first person and sound as if you are telling your story to someone over a cup of coffee. Less “businessy” than your resume and more conversational. Even a drop of humor here and there is okay. You have the opportunity to show personality, tell some background (not just the what but also some of the how), and show evidence of your motivation level on LinkedIn. Do it!  DFY If you either don’t have the time or the skill set to write an outstanding LinkedIn profile for yourself, you may want to consider hiring someone like me to do it for you. Here are the benefits: -An unbiased perspective on you and your strengths -Knowledge of how to attract recruiters and/or buyers to you (SEO) -The ability to write in a compelling story-telling manner -The time you’ll save in writing and rewriting (and rewriting) -If you desire, training on how to optimize LI for your goals

The podcast discusses how to prepare for behavioral interview questions by creating CARL stories that align with job competencies. It emphasizes the importance of understanding the job description, highlighting key keywords, and crafting stories that showcase skills. The host provides examples of scenarios to practice, including managing conflicts and challenging situations, to excel in interviews.

There is a change to my podcast starting with this episode. I will begin offering a segment at the end of episodes called “DIY vs. DFY” – Do iI Yourself vs. Done For You. This segment will tie into the podcast episode whenever possible and offer 1) a top tip or resource for those of you who want to tackle that episode’s subject on your own, and 2) a service or program for those of you who would like help. So stay tuned to the end! This week, I wanted to give you a peek inside my coaching practice…to pull the curtain back, Wizard of Oz-style. Sure, I mention the various things I do with clients throughout episodes, but I’ve never given you the full tour. Here we go. My practice began as a resume writing service once I got my initial resume writing certification back in 2009. At that time, my business was called LEK Consultants. Previous to that, I had LEK Presentations while I was still working in higher education, focused on providing training programs for companies, higher education, and non-profit organizations. Along the way, I became a Certified Executive & Leadership Development Coach (CELDC), a Certified Job Search Strategist (CJSS), and a Master Resume Writer (MRW). My practice expanded with a full slate of coaching services, with the goal of being a full-service career coaching practice. So what are those services? And how do I charge for these services? The “inner circle” of my practice is in service to clients who are in job transition. First of all, I determine where the client is in their career – Early Career is within about seven years of graduating from college; CareerSpring is my sweet spot, folks who are mid-career; Executive is folks at the VP or C level.  At each of these levels, I offer three packages: Document Package: Resume, Cover Letter, LinkedIn profile Document & Coaching Package: Resume, Cover Letter, LinkedIn profile + 3, 1-hour coaching sessions VIP Package: Resume, Cover Letter, LinkedIn profile + 6, 1-hour coaching sessions + 6, 30-minute Accountability & Support calls  The next “rung” of Exclusive Career Coaching is coaching for people who aren’t looking to change jobs or employers in the immediate future. Rather, they are dealing with something in their career that they know they need help with. Here are some recent examples of clients I’ve worked with: -A Senior Manager who is now managing a large team and dealing with politics in a way she never has before -The senior-most female executive in a male-dominated company and industry who is being told to act “more like a man” and is understandably confused by the mixed messages -A project manager managing a $1B infrastructure project in Canada who has been told his micromanagement is hindering his chances for upward mobility with his employer -A woman in banking who is seeing younger employees pass her by. She’s become very negative in her thinking and has been “phoning in” her work.  For these complex issues, I typically recommend a 12-session coaching package. We typically meet every other week for six months – this is sufficient time to really move the needle in their area(s) of concern. As I mentioned last week, I have just begun a very structured program called Highly Promotable – for people whose goal it is to land in the C-suite. This program involves a 360-degree assessment, 10, 1-hour coaching sessions + 2, 90-minute mega sessions at the beginning and as we wrap up, + follow-up sessions at 45 days and 6 months. The Highly Promotable is for mid-career professionals who want to land in the C-suite. They have either identified an area that is holding them back, been given feedback of an area they need to work on, or just want to optimize their chances for rapid promotability. Using the 360 feedback, the client and I determine 1) an area of strength that we will intentionally and strategically leverage over the six months we work together to make it a signature strength, and 2) a developmental area that, with that same intentionality and strategy, could become a strength. There will be homework between each session, such as reading, listening to podcasts, talking with specific people, or implementing specific strategies at work.  DIY vs. DFY SegmentWelcome to DIY vs. DFY! For those of you who want to improve in an area of your job by yourself, here’s a resource for you – and it’s around goal-setting for the area you want to improve. Here’s where most people go wrong with goal-setting: they aren’t creating SMART goals. SMART goals are Specific, Measurable, Attainable, Realistic, and Time-Sensitive. Here’s an example: Let’s say you have identified public speaking as an area you want to improve on. A SMART goal might look like this:I will identify, sign up for, and participate in three public speaking opportunities by the end of 2023. Once you’ve identified that SMART goal, chunk it down into bite-sized pieces and calendar those steps in. You’ll need time to identify potential opportunities, time to prepare your presentations, time to practice, time to actually deliver the presentation, and possible follow-up time. You may also want to measure your improvement in public speaking as you make these presentations: Will it be from participant satisfaction surveys? Will you have mentors in the audience to give you feedback? Could you have the presentations taped for you to review?  Now for DFY. In our example above, you can’t hire someone to do the presentations for you, but you can engage with a coach who specializes in public speaking. You can expect this coach to help you with your topic, fleshing out your talking points, coaching you on your delivery and how to make your presentation more engaging, and even how to overcome your fear of public speaking through thought work. BOTTOM LINE: Here’s how I like to think of DIY vs. DFY – what is my investment vs. what is the potential payoff? For example, if I have to give a presentation this fall that could make or break my career – there’s a lot at stake, so a coach would probably be the best idea. Also, if I know my public speaking skills are really terrible, then a coach would be the best idea to make real progress fast. If, on the other hand, I’m already pretty good at public speaking and just need opportunities to present so I can demonstrate my strength in this area, I may not need a speaking coach.  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 high 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