Today’s episode is an update of episode #17 – The Biggest Resume Mistakes, which aired in early 2018.  The first part of that episode covered five universal consideration...

This is an update of Episode #11, which originally aired back in 2017. It was entitled “How to Be ARFO,” I term I use to stand for Always Ready For Opportunity.  Let me set the stage for Always Ready For Opportunity: Many people never actually look for a job – the jobs come to them. They never consider themselves “in” or “out” of job search mode, but rather Always Ready For Opportunity. This is not to say that ARFO and a job search are mutually exclusive. Think of ARFO is the default you’ll stay in unless and until things at work are such that you decide to actively job search.   The Benefits of ARFO -You aren’t spending hours upon hours looking. Rather, you are always prepared, and the opportunities come to you while you’re busy being successful in your current role.  -There is an efficiency in being ARFO – no wasted time applying to jobs online or going through other tedious steps only to be ghosted.  -You are always in a position of power – currently in a job you are succeeding at and enjoying. You get to be picky – and your value skyrockets.  Tips for Being ARFO -Keep your resume and LinkedIn profile updated.  -Be great in the role you’re currently in, no matter what. No excuses. -Be active on LinkedIn. While this can vary depending on your job function, industry, and level, consider commenting on others’ posts, sharing, and even creating original content.  -Maintain a low-level but consistent networking strategy – think of it as building the ark when the sun is shining. And remember: networking isn’t one-and-done, but rather maintaining regular contact.  -When recruiters reach out, be willing to have that initial conversation. Even if the opportunity they are reaching out about isn’t the right fit for you, you are also building a relationship for future possibilities. -Maintain relationships with recruiters once you’ve been in contact. Be a source of wisdom about your job function, industry, or employer; congratulate their achievements on LI. Also – send great potential candidates their way.  -Finally: Remember that it’s not just who you know, but who knows you that makes you someone people think of when the right opportunity comes along.    The Exclusive Career Accelerator is a transformational career coaching program that sets you up for success in your current role, in your next job search, and for the rest of your career. You’ll receive customized 1:1 coaching, job search support, and world-class marketing documents written by one of fewer than 25 Master Resume Writers in the world. To learn more or to schedule a consult, visit my website at https://theexclusivecareer.com/teca or email me at lesa@theexclusivecareer.com 

It was fascinating to look back at my copy for Episode #10, which aired on 12/06/2017.  In that episode, I focused on what TheJobNetwork.com had to say about resumes, the...

I wanted to insert an episode on the job market right now for a reason. Actually a couple of reasons:        -Now is the time to prepare for a job search to begin in Janu...

Let’s talk about the Hidden Job Market, which I first covered in Episode #4.   What is the Hidden Job Market? Let’s start with a definition: The “hidden job market” refers to job openings that are not publicly advertised through traditional channels like job boards, company career pages, or public job listings. Instead, these positions are filled through alternative methods, primarily including: * Employee Referrals: A company's current employees recommend candidates from their personal and professional networks. * Networking: Job seekers build relationships with professionals in their desired industry or at target companies, which can lead to informal announcements of opportunities or direct introductions to hiring managers. * Internal Promotions and Hires: A company fills a vacancy by promoting or moving a current employee into the new role. * Recruiters and Staffing Agencies: Companies work with specialized recruiters who have a network of pre-screened candidates and are often aware of positions before they become public. * Direct Outreach: A proactive job seeker reaches out to a company or a specific hiring manager to express interest and inquire about potential opportunities, even if no public job posting exists.  Companies often prefer to use the hidden job market to save on recruitment costs, reduce the time and resources spent sifting through a high volume of applications, and hire candidates from trusted, pre-vetted sources. The most recent and commonly cited range is 70% to 80% of all available jobs. This means that a large majority of all new positions are filled without ever being advertised to the public. Why aren’t some jobs advertised? -An employer needs to confidentially replace an underperformer. They don’t want a gap between terminating the underperformer and hiring the new employee, so they are conducting a confidential search. -The employer at a public company fears that news of hiring a critical role might hurt stock prices.  -The company doesn’t want to reveal plans for a new project or a new direction to the public. -The employer wants to get referrals before, or instead of, publicizing the vacancy.  -The company is going to work through a third-party executive recruiter. In this situation, the executive recruiter will be doing the advertising (or using his/her network to recruit). -The employer uses social media or other free means to advertise the position. -There is a hiring freeze at the company, so they can’t publicize the position yet – but they are informally seeking candidates in the interim.  -The employer is very small and doesn’t have the time or financial resources to publicize the vacancy. -The employer simply fails to publicize the vacancy.  While I have gone into the specific strategies for accessing the hidden job market in previous episodes, and will update those strategies in future episodes, here is a brief overview of some of the ways you can access these jobs. Keep in mind that no one is intentionally keeping YOU, personally, from these opportunities. You can have just as much access to them as anyone if you work your network effectively.  The key is being proactive and strategic – building relationships and positioning yourself for opportunities that may not even exist yet.  1. Master Professional Networking 2. Leverage LinkedIn to Its Full Potential 3.

We’re in the second-biggest hiring push of the year: after Labor Day through mid-November. Let’s talk about active vs. passive job search strategies. If you are in no hurry to leave your current employer, then a passive job search may be appropriate for you. For those of you who are unemployed or see the handwriting on the wall, an active job search puts you in the driver’s seat, and will almost certainly shorten the length of your job search.  Let’s begin with a definition of active vs. passive strategies, along with possibilities for each.   Active Strategies-LinkedIn networking – connecting with people and starting conversations -Post on LinkedIn/other social media -Face-to-face, 1:1 networking -Informational interviews -Target Employers  -Professional association networking events -Other professional meetings where networking is possible -Affinity/special interest groups -University alumni association -Volunteering -Recruiters (those you already have a relationship with or have been referred to) -Place of worship -In person/virtual career fairs  Passive Strategies-General job boards -Industry (niche) job boards -Target employer websites -Professional association job postings -Recruiters who reach out to you -Personal website/web portfolio  How I use this tool with clients With almost all of my clients, we spend one of their coaching sessions determining the “what” of their job search.  I have a document with all of the options I’ve just listed, and I walk through each so we can decide together which strategies make the most sense for them.  Then for each selected strategy, we come up with 3-5 action steps they will take. The final step is to determine how much of their total job search time will be spent on each strategy.  The client is then instructed to take their job search strategy to their calendar and block off time for each of the individual strategies – with specific action steps included on their calendar.  I encourage them to use the last 5 minutes of each block to set up the next block – what will they continue to do next time? What will they start next time? What will they not need to do next time?  If a client is fully employed, I ask for a minimum of 5 hours of consistent job search effort each week. If the client is unemployed, this is their full-time job, so 30 hours per week.  25%/75%50%/50%75%/25%100%/0% A final word here: I don’t expect my clients to know HOW to do each of the strategies we select for them; we cover that in additional coaching sessions.  To bottom-line it for those of you who are doing a job search on your own right now, here are 5 steps:  1.     Assess what you are currently doing, and what % of your time is spent for each 2.     Considering the % of active vs. passive strategies and the amount of time I recommend for your job search, determine where you’re currently at – and what needs to change. 3.     Identify strategies from my list you are willing to add. 4.     Create specific action steps for each of your strategies and CALENDAR THEM IN.  5.     Periodically assess what’s working and what isn’t. If a strategy isn’t working,

As I said last time – and have been saying since day 1 - job boards are broken.  Last week, in a review of Episode #1, I talked about active vs. passive job search strategies, the hidden job market, and how to access those jobs that aren’t posted anywhere.  This week, I am reviewing episode #2 – How to Maximize the Effectiveness of Job Boards, with updates for 2025.  Here are 12 tips for making the most of job boards: 1.   Don’t spend all your time on job boards…get out there and network. Here’s my rule of thumb:Recent graduate: 75%/25%Mid-career: 50%/50%Upper level: 25%/75%Executive: 0%/100% 2.   Look at job boards during non-daytime hours (i.e.10:00 p.m.), when you can’t call people or have networking meetings. Don’t spend your valuable daytime hours on this passive strategy.  3.   Don’t apply unless you are at least 75% qualified AND very interested in the job. Even if you know in your heart that you are the ideal candidate, if it doesn’t look like it on paper, you are wasting your time to apply for that job. 4.   Customize your resume and cover letter for that position, so the reader knows you are interested in that specific position and not just any job. Incorporate keywords into your resume, using the job description as your guide. Use the EXACT terminology found in the job description.  5.   Leverage AI as a tool for customizing your resume and cover letter – but don’t let it do it for you. HR has tools to determine which resumes were AI-generated, and many are automatically discarding those applicants.  6.   Make sure your resume is ATS compatible – use common headings such as Professional Experience, Education, etc. Don’t use text boxes, two columns, tables, or fancy headers.  7.   When you find the job on LinkedIn or another job board, utilize that board’s capabilities while actually applying on the company’s website.  8.   Use the +1 Approach, or don’t apply – find a person in your network who can make an introduction to the decision-maker, for example.  9.   Connect with the recruiter who posted the role and other key stakeholders at the company on LinkedIn. You’ll need to use LinkedIn’s advanced search functionality for this.  10.Complete the application – you’re not going to be considered if you leave blanks on the application. I know it’s a pain in the butt, but do it anyway, and don’t write “See Resume.” Answer the question about salary requirements.  11.Follow up whenever possible. If you know what company you are applying to, and the ad doesn’t specifically say not to call, then contact them to let them know you’re interested. 12.Think of job boards as a reference point on which companies are hiring, rather than a source for specific job postings. This tells you which companies are in hiring mode, and they might be more open about hiring you-even if they haven’t posted a position for which you are qualified.  Do your homework to find out why the company is in hiring mode, and how you might be able to add value. Is that company a good fit for you? Then seek out the decision-maker about how you can add value to the company.  The Document & Coaching Package is designed for current job seekers who want world-class marketing documents, a targeted, proactive job search strategy that gets results, and skill-building around how to network, interview, and negotiate compensation. To learn more or to schedule a consult, visit my website at https://theexclusivecareer.com/doccoach or email me at lesa@theexclusivecareer.com.

Let’s do a high-level overview of the job search. If you hear me say nothing else today: Job boards are broken. But what’s the alternative? Many people would prefer a root canal over a job search – after all, the dentist will give you medication. It CAN be painful to go through a job search. Rejection is part of the process. There are ways to make it more palatable.  As I said earlier, job boards are broken. If you were looking for a top sales performer, would you rather look within your own network or the networks of your top performers…or would you rather put a notice on a job board that everyone can see and get inundated with applications (many of whom aren’t at all qualified)? Increasingly, companies are utilizing their internal networks to look for employees. Some companies even have incentive programs in place for submitting candidates. Because of all the unqualified applicants coming through the job boards, it makes it difficult for the qualified candidates to rise to the top. Often, companies are planning to promote from within for the advertised position, so the real opening will be at a more junior level. Many times, the open position is “frozen” due to budgets, the exodus of a key executive, or uncertainty about the direction the company wants to take.  If job boards are broken, what’s the alternative? I teach my clients about passive vs. active searches. If you’re happy and secure in your current position, a passive search could be fine. Talk to recruiters who reach out to you, look occasionally at job boards, etc.  If, however, you’ve been terminated, been put on notice, or see concerning changes on the horizon in your company, then an active job search is in order. An active job search puts you in the driver’s seat, whereas a passive job search puts you in the passenger seat.  Let’s talk a bit about the Hidden Job Market. It should actually be called the Unadvertised Job Market. It represents 70%-85% of all jobs available.  Why aren’t positions advertised? --The job has just been vacated…there hasn’t been time to post it. --The company hasn’t defined the direction they want to go with the vacant position. --It’s a small company that didn’t get around to posting. --Companies don’t want to be inundated with resumes. --The position doesn’t exist…great companies will create positions for the right candidate (Jim Collins, author of “Good to Great,” calls it “getting the right person on the bus.” By having a conversation about your fit with the organization rather than a specific position, you’re not being compared to the “wish list” known as a job posting.  Once the company has decided you’re the right person, they will overlook certain qualifications they would have otherwise required you to have.  To have these conversations, you have to know yourself and your brand, know the employer, and know how those two things fit together.  I recommend my clients spend no more than 25% of their total job search time on job boards, including company job boards and the online application process. The bulk of your job search should be focused on networking activities including in-person meetings (one-on-one or networking events), phone calls, emails, etc.  I have my clients identify a list of 12-25 dream companies that are a great fit for them.  I then have my clients go through their network to find contacts at each of those companies. TALK ABOUT QUADRANTS A few final notes: keep your job search organized, with whatever system works best for you.

Greetings! If you have loved the content I've produced on this podcast, I hope you will head over to my new podcast, The Exclusive Career! More of the same great content, but upleveled for even more insights, wisdom, and actionable strategies to help you achieve your most ambitious career goals.While you're there, I hope you will rate, review and subscribe or follow.Rest assured that this podcast will remain up for you to continue to listen to.

According to a Jobvite survey, employee referrals are 5X more likely to land you a role than just applying online like the rest of the universe.  Here’s the thing: Networking is the key. But it doesn’t have to be hard, or feel terrible. What if networking was just part of your professional life, like keeping your credentials current or meeting with your boss or direct reports?  AND…and this is a big AND…networking should be an ongoing part of your professional life, not just when you are job searching. After all, if only people who are job searching are networking, who are they networking with?  Here are 6 strategies for incorporating networking into what you’re already doing.  Network where you’re already going. Perhaps you are in a book club, or your kids are in school sports, or you attend regular fitness classes, or are a member of a church. Choose conversation over the quick exit. You never know when you’ll be in the right place with the right person at the right time – whether it is for your benefit, theirs, or mutual.  Become active in your online communities.Leverage social media to connect with people you already share an interest with – parent groups, industry- or job function-relevant groups, or people who share a hobby. Engage with content, sharing, and commenting to build a network where you already participate.  Check in via email. Touch base via emails with your current contacts to keep your relationships active. As I like to say, LinkedIn shouldn’t be the place where your contacts go to die. A simple, “Hi, what’s new in your world?” or “Here’s a resource I thought you would be interested in…” goes a long way.  Utilize your organization’s social platforms. Leverage your company’s internal platforms like Slack, Yammer, or Intranet forums to interact with colleagues throughout the organization.  Accept those invitations. From professional association webinars, a neighborhood get-together, a random lunch invitation, or Happy Hour with the gang – say yes to an invite and go with the goal of engaging in intentional conversation.  Connect with connectors. I call these people “Centers of Influence” – they seem to know everyone. When you speak with them, be sure to ask them “who else do you think I should speak with?” followed by “Would you be willing to make the introduction?”  How to make sure this actually happens.Here are five tips to make sure these ideas become part of your professional routine: -Schedule time. I like to think of networking as a low-level priority in my schedule. I am doing it on a regular basis, it isn’t taking a ton of my time, but it’s happening. To do this – it must be on my calendar. For example, set aside 15 minutes each week for email check-ins with your connections.  -Set goals. For example, decide to leverage your organization’s internal networking platform to reach out to 2 colleagues each week. Then reward yourself for achieving your goal – it’s the cumulative effect of these small wins that make the difference. -Follow-up and follow through. As you meet people, be sure to send thank you’s as appropriate – this will also serve to remind them of what they said they would do for you. When you promise to do something for someone else, be sure to get it done – it’s your reputation at stake. -Equal exchange of energy. As I like to say, don’t be a barnacle in the networking process – aim to give at least as much value as you get. This will feel so much better.           -Regularly evaluate and make adjustments.

In the first episode of the year - #350 – I talked about the job market and what to expect in 2025. In this episode, I want to dive into the unique challenges of looking for a remote position. The upside is that you aren’t limited geographically in your search.The downside is that neither is anyone else. Your competition can be fierce. Remote jobs are becoming limited again—the percentage of fully remote jobs on LinkedIn fell from 18% in 2022 to 9% in 2023.  According to one website focusing on nonprofit jobs, remote postings receive 4.5 times as many applications as hybrid postings.  Let’s start with some good resources for remote jobs. If you’ve listened to my podcast much, you know how ineffective job boards can be – especially at mid to higher levels. Having said that, unless you are at the executive level, I recommend about 25% of your job search efforts be spent on passive strategies, which includes job boards. Increasingly, job postings are stating whether the work is in office, remote, or hybrid. If it doesn’t and this is a deal breaker for you, I recommend attempting to contact the company’s HR department to get clarification before you waste time applying to a position where remote work isn’t a possibility.   Here are some favorite boards for remote work:  * General Job Boards: LinkedIn: Utilize advanced search filters to target remote positions. Indeed: A vast database, use keywords like "remote," "work from home," or "WFH." Glassdoor: Can provide insights into company culture and employee reviews. * Remote-Specific Job Boards: Remote OK: A popular and well-regarded platform. AngelList: Known for tech and startup roles, with a strong remote focus. FlexJobs: Subscription-based, but often has highly vetted remote positions. Remote.co: Another comprehensive resource for finding remote jobs.  In an active (networking-based) job search, query “companies that promote remote work” or similar prompts to help with your list of target employers. Conversely, you could query “companies that don’t allow any remote work” to see if any of your target employers are on that list. Again – Glassdoor can also help with this information.   Here are some important considerations when deciding to seek remote work: ·      Identifying Legitimate Opportunities: The rise of remote work has also seen an increase in scams. Be vigilant and only apply to positions from reputable sources. Never, ever send money or provide personal information upfront.  * Legal & Tax Implications: Research employment laws and tax regulations in your location. * Setting Up Your Workspace: Create a dedicated workspace that is comfortable, ergonomic, and free from distractions. Be prepared to discuss your setup in an interview and explain how you will minimize interruptions WITHOUT divulging personal information they can’t ask about.  * Maintaining Work-Life Balance: Set boundaries between work and personal time to avoid burnout. * Tailor Your Approach: Tailor your resume and cover letter to emphasize skills needed for working remotely including time management,

I got an article some time ago on “Feedback Mistakes Managers Make” in the rainmakerthinking.com newsletter from Bruce Tulgan. Bruce was previously a guest on The Exclusive Career Coach on two occasions: #148 - How to Be Indispensable at Work: https://www.exclusivecareercoaching.com/posts/2020-10-07-148-how-to-be-indispensable-at-work-interview-with-bruce-tulgan (https://www.exclusivecareercoaching.com/posts/2020-10-07-148-how-to-be-indispensable-at-work-interview-with-bruce-tulgan) And #157 – Managing – and Being Managed – Remotelyhttps://www.exclusivecareercoaching.com/posts/2020-12-02-156-managing-and-being-managed-remotely-interview-with-bruce-tulgan (https://www.exclusivecareercoaching.com/posts/2020-12-02-156-managing-and-being-managed-remotely-interview-with-bruce-tulgan)Today’s episode is a deep dive into the mistakes managers make around providing their direct reports with appropriate, time-sensitive feedback. Bruce gives seven mistakes that are based on his company’s extensive research.  Bruce also talks about the number one thing employees can do to receive better feedback from their boss.  You can find Bruce at: Bruce@rainmakerthinking.com (mailto:Bruce@rainmakerthinking.com)  I make reference to this podcast in the episode, so here’s the link:How to Have a Successful 1:1 Meeting with Your Boss: https://exclusivecareercoaching.com/posts/2021-03-31-171-how-to-have-a-successful-11-with-your-boss (https://exclusivecareercoaching.com/posts/2021-03-31-171-how-to-have-a-successful-11-with-your-boss)  Are you in the wrong job that chips away at you every day? The document and coaching programs offered by Exclusive Career Coaching 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 

We’re talking about the job market and the job search for 2025 – a forecast, coupled with some how-to’s.  These seem to be universally accepted as the expectations for the 2025 job market: 

This is my last episode of 2024. I’m a huge fan of evaluating what went right and what didn’t – and what changes you want to make for 2025.  The point I want to make, loud and clear, is that change doesn’t have to be massive. Incremental change can be highly effective – and more achievable.  I’ve used this framework on the podcast before, but it’s still great so I’m using it again. I first learned it from my first coach, Denise Hedges. She recently made reference to this 4-step change model in a recent newsletter, which reminded me that I wanted to do this exercise during my planning retreat for next quarter.  Here it goes: STOP … START … CONTINUE … CHANGE. What do you need to STOP doing? Maybe it’s something you can delegate. Maybe no one needs to do it anymore.  What do you need to START doing? What is a habit, practice, or activity you want to begin to do? Perhaps you want to commit to a walking program or go back to school for an advanced degree. It could be something simple like intentionally greeting everyone you see on your way into the office every morning.  What do you need to CONTINUE doing? Make sure that, in your efforts to make some changes, you don’t throw the good out. Keep engaging in the activities and behaviors that have worked for you this year.  And what do you need to CHANGE about how you’re operating? Maybe it is an activity you must do every day, every week, or every month…and you hate it. Is it possible that changing HOW you do the thing could make it less unbearable…or even enjoyable? OR is there a way you could do something more efficiently?  As Denise goes on to say, “Most people go at the change process piecemeal, addressing one or two things at a time in isolation vs. looking systematically at everything that’s susceptible to improvement. “And that’s not where the gold is. Especially since the things that likely garner most of your attention are problems … things that need fixing … vs. opportunities and enhancements you may be overlooking.” “Stop, start, and change are about doing things differently. It’s easy to focus on what needs to be fixed. “Continue” is just as important. Make sure to give yourself credit and acknowledge what’s working. Recognize and appreciate what’s made you successful and valued by those you serve. Don’t concentrate solely on how you can do better.  “You’re undoubtedly doing a lot of “right” things and doing a lot of things well.” STOP … START … CONTINUE … CHANGE. Ask yourself these four simple questions and journal your answers. Then come up with a plan to achieve each.  As I wrap up the podcast for 2024, here are mine for you: STOP trying to make other people happy at your own expense. You can’t control other people’s thoughts or feelings, so focus on your own happiness.  START questioning your beliefs. A belief is a thought you keep thinking…and many of us choose to think thoughts that don’t serve us. Even if the belief is true: Does it benefit you to think it?  CONTINUE self-improvement. Never stop learning, growing, and evolving. The opposite of this isn’t stagnation, because if you aren’t moving forward, you’re moving backward.  CHANGE an activity or habit that no longer services you. Bored with your workouts? Take up pickleball. Change the way you go to work every day…or the first five things you do when you get there. Commit to changing your relationship with your boss or a co-worker.  You are brilliant! I know this because you are choosing to listen to my podcast instead of something that doesn’t help you grow. I wish you for the happiest of holidays and a wonderful start to 2025.

In this episode, I speak with Dr. Roger Gerard, the owner of Sloan & Gerard Consulting, a private consulting practice serving executives and boards in strategic planning, operational planning, executive coaching, and management development. Roger talks about leadership’s important role in employee engagement – and why hiring for cultural fit is so important. Roger walks us through three types of employees a leader may encounter – the cynic, the apathetic, and the naysayer – and how to lead each. Roger’s 5 simple promises leaders need to make and keep sound so easy, and yet so few companies actually do this well. We also talk about what an employee can do when leadership isn’t holding up their end of the bargain, whether intentionally or unintentionally. Dr. Gerard is the author of Owning the Room: Leading with Mind, Heart and Spirit to Make Extraordinary Choices in a Demanding World and the forthcoming title, Lead With Purpose: Reignite Passion and Engagement For Professionals in Crisis. He also co-authored On the Mend: Revolutionizing Healthcare to Save Lives and Transform the Industry. To connect with Dr. Gerard please visit his website www.rogergerard.com (http://www.rogergerard.com/) and www.linkedin.com/in/rogerg (http://www.linkedin.com/in/rogerg). Are you in the wrong job that chips away at you every day? The document and coaching programs offered by Exclusive Career Coaching 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

From now until 12/20/2024, I am offering all my services at 50% off. To take advantage, be sure to mention either the "Gift a Better Career" special or just indicate 50% special. Schedule your consult to get the ball rolling at:  https://calendly.com/lesaedwards/zoom-meetings2 I receive a periodic newsletter from Suzie Price of pricelessprofessional.com. Suzie and I were in a mastermind together several years ago; Suzie is a consultant for companies who want to improve their hiring efforts. She sent out this “Quick Guide for Hiring” and I wanted to take a look at her steps from both the hiring and candidate side.   Phase 1 - Planning  Clarify Expectations – Be clear about what success looks like in the role.  Identify Key Skills & Behaviors – Know what traits drive high performance. Collaborate – Involve your team for diverse perspectives. Assign Roles – Give each interviewer areas to focus on for well-rounded assessments.  Takeaways for those involved in the hiring: This planning stage is often glossed over – or disjointed from those who will actually be doing the interviewing.  Start with the end in mind: What does this person need to know, do, and be for them to be successful in this role? Be sure you are taking your company’s mission, vision, and goals into consideration – otherwise, you may end up with someone who can do the job but isn’t a cultural fit for the organization.  Choosing the right people to be involved in this process is critical, as is giving each person a specific focus for the interviewing process. Who will this person interact with, both inside and outside their department?  If you are leading the process, make sure everyone involved knows what the process will be. How many candidates do you plan to interview, and what will that process look like? How and when will selection be made? Set expectations up front – and if you aren’t the leader and this isn’t being done – ask questions.  Takeaways for candidates: Your homework is to understand more than just the job description. You want to know the company’s mission, vision, and goals, the company’s history and plans for the future, who its competitors are and where this company fits in to that competition.  You also want to know who you’ll be interviewing with, so you can look them up on LinkedIn and get a sense of where they fit into the organization and how you would interact with them on the job. Knowledge is power!   Phase 2 – Interviewing Ask the Right Questions – Behavioral-based questions to assess competencies.  Spot High Performers – Look for traits like accountability and time management.  Stay Neutral – Talk less, listen more. Let candidates reveal themselves. Take Notes – It’s not just about what you hear. It’s about what you remember. Dig Deeper – If answers are vague, press for specifics. Clarity is key. Sell the Job – Highlight why your company and the role are worth their time.  Takeaways for those involved in the hiring: If your company doesn’t have a structured interview process – or if the structure in place isn’t working as well as it could – do what you can to effect a more useful process.  Ask each candidate the same set of questions – otherwise, it’s very difficult to evaluate them on equal footing. Of course,

If you’ve been listening to this podcast for a while, you know that I do an annual list of five unusual things to be thankful for each year during Thanksgiving week. In some cases they are my personal things – and in other cases, they are more observations of the world. In either case, I always bring the five things back around to what you can learn from them. Last year, I borrowed from what I was seeing my clients go through. This year, let’s get personal. In no particular order, here we go: #1 – A lull in the action. Of course, we all need time to rest and recuperate – to rejuvenate ourselves. (I’ll talk about this later.) What I found this year during a bit of a lull in my client load was the time to THINK.  I thought about the big stuff – the direction I wanted to take my business in, long-term goals, KPI’s. I also thought about the small stuff – changes I wanted to make to programs, processes.  I came away from that time feeling more focused and determined. So much so, in fact, that I started building in 2 full days each quarter to work on items on my Action Plan. (aka Get Stuff Done days).  My message for you? Make sure you are allowing time in your schedule for what Stephen Covey calls Quadrant 2 activities – Important, But Not Urgent. Planning, organizing, creating the vision for your future. Whatever that looks like in your world.   #2 – Travel by myself. I did a pretty big thing this year – I took a full week of vacation, out of the country, by myself.  I had people who wanted to go with me…and people who were willing to go on their own terms. I said no to both.  As a single woman, I knew I needed to get over this fear of solo travel. What would people think? Would I be safe? Could I manage the literal heavy lifting by myself? I spent six days in a beautiful resort in the Dominican Republic. I did exactly what I wanted to do, when I wanted to do it. Ate when and where I wanted.  There were no other solo acts in sight. And guess what? I was perfectly okay with that. My message for you? What’s your version of Solo Travel? Maybe it actually IS solo travel – or maybe it’s saying yes to an activity that scares you, or saying no to something or someone that no longer serves you. Maybe it’s seeking out a new position with a new company. Or starting your own business.  Calculate the risk, and if the math says to do it – jump.   #3 – Taking care of myself. I became a card-carrying member of Medicare this year, so I embarked on a massive journey to take care of some things I had put off when I had Obamacare.  Suffice it to say, there were tears of frustration throughout. I remember thinking “how do other people who perhaps aren’t as intelligent as me, or have the mental faculties I have, navigate this? I spent hours upon hours following up with various medical specialists who had let my care slip through the cracks.  My message to you: Be your own best advocate. You can play the blame game – I admit to quite a bit of that this year – but you can also keep putting one foot in front of the other and get it done. Whatever it is for you – take care of yourself.   #4 – Doing the emotional dance. I’m not comfortable giving much detail here, other than to say that I learned some valuable lessons this year about how to process other people’s opinions of me. How to sift through harsh feedback to determine what was valuable information for me to make changes in my life – and what was someone else’s opinion of me and truly none of my business.  My message to you: Growth is rarely comfortable. It requires dissonance and discomfort – otherwise, we wouldn’t see the need to grow.

Most organizations assume people leave jobs for better pay or benefits. But the reality is that 70% of employees quit for reasons far beyond money. (Source: Gallup)

I talked about the concept of Ikigai back in episode #243. This past week, a colleague posted a graphic about Ikigai and it got me thinking that it was time to re-visit and expand on this concept on the podcast.  Here’s the purpose of Ikigai: It is the Japanese answer to a life of purpose. In practice, this concept of Ikigai is a lifestyle, which the Japanese live somewhat instinctively.  We here in America can learn from the Japanese in this regard. Here’s a quote from the ikigailiving.com website: “Your Ikigai wakes you up in the morning and leads you away from a mundane, status-quo lifestyle. It empowers you and drives your actions and purpose.”  Ikigai is the intersection of -What you love -What the world needs -What you can be paid for And -What you are good at  What I liked about the graphic my colleague posted was that it shows what I’m going to call “partial Ikigai” – what you end up with when you have two or even three of these things, but not all four. This is where I want to go today. Here’s my invitation to you as you listen: For those of you who are living your Ikigai – this is an opportunity for you to sink into gratitude about that. To think through – perhaps even journal on – the ways in which you are at the intersection of what you love, what the world needs, what you can be paid for, and what you are good at.  For those of you who know you AREN’T in Ikigai and those of you who realize it by listening to this episode, I will give some tangible steps you can take at the end. I promise, there is a way to at least move towards your Ikigai without changing everything about your life.   What You Love + What the World Needs = MissionAt this intersection, you are engaged in work you love AND contributing something the world is in need of. You’re committed to the environment, let’s say, so you find yourself volunteering for several climate groups, save the whales, saving the rain forest. Perhaps you are getting paid for your work, but not at the level your education and experience call for.  What you DON’T have at this intersection is consideration of what you are good at or what you can actually get a paycheck from.  You are committed to the cause, you are fully bought-in to making the world a better place. BUT you are either doing volunteer work or not getting paid enough to live a respectable lifestyle. You also are doing work that you aren’t necessarily good at – perhaps loving the cause and your idealism so much that you are square-peg-in-round-holing it.  Result: Burnout and Poverty. You aren’t playing to your strengths in this role, which will, eventually, lead to burnout. You will be constantly “picking up” odd jobs or one-off assignments to earn enough to make ends meet. You will likely be denying some desires, such as travel, a home of your own, etc.  Solution: Is it possible for you to get a full-time job with one of the organizations you’ve volunteered with, or been in a smaller role with? Can you keep the cause you are passionate about, while shifting your role within that organization to one that compensates you and utilizes what you are good at?  Possible Compromise: Start with figuring out what you actually need to earn for the lifestyle you desire (be reasonable). Then consider volunteering for your causes – or supporting them financially.   What the World Needs + What I Can Be Paid For = VocationAt this intersection, you have a very practical occupational decision – devoid of passion. You’re being pragmatic, but not taking into consideration what will actually fill your soul.

I talked about this topic way back in episode #150, which aired in 2020. I thought it was time to bring it back. The framework I teach my clients for answering behavioral interview questions is CAR(L). C – Challenge A-     Action R – Result (L) – Lessons Learned The “L,” when used correctly, can be incredibly powerful in driving home exactly what you want the interviewer to learn about you from your answer. “L” can take two forms: Lessons Learned – “What I learned from this situation was…”OR“What I think the story demonstrates about me is…” I think the beauty is in examples, so here are three:  Example #1Interviewer: “Tell me about a time when your customer service skills were really put to the test.” C: In my current role as branch vice president, customer concerns are escalated to me. By the time the issue comes to me, the customer is often angry and frustrated. Just recently, I received an escalation at one of my branches concerning a customer who claimed the bank had stolen money out of her account – and she was understandably furious. A: I knew this was not a situation to be handled over the phone, so I set up a time to meet with her at a neutral location where we would have privacy. I felt this environment would be less stressful for her than to go into her branch. When we first met, I worked to establish a connection with her – not as an officer of the bank, but as a human who was concerned about her issue. I didn’t want to dive right into the problem – I wanted to put her at ease. When I asked her about the situation, I asked her if I could make some notes. While she was talking, I didn’t interrupt to ask questions – I wrote my questions down for later. When I asked questions, I made sure they didn’t sound accusatory or defensive. I then promised her I would fully investigate the situation and get back to her in one week. R: After conducting my investigation, I found that a cosigner on her account had, without her knowledge, withdrawn the money in question, and I was able to tell the customer who that person was. I did this in a compassionate way, knowing that she would likely feel embarrassed about the situation. I think the best indicator of how this turned out was that the customer baked cookies for the branch staff and sent me a personal thank you note. (L): What I think this demonstrates about my customer service skills is my patience, how attuned I am to maintaining everyone’s dignity and privacy, and ability to find a problem that others couldn’t.   Example #2Interviewer: “This position requires extreme attention to detail. Describe a time when you had to exhibit exceptional levels of attention to detail.” C: Earlier this year, my boss asked me to conduct a final proof on our annual investors’ report. This document had already been reviewed by 2 others, and I think my boss expected that I would give a quick review and rubber stamp it. A: Instead, I decided to fact-check everything. I clarified how much time I could have for the project – it wasn’t much time. So I worked evenings and over a holiday weekend to complete my assignment. R: I was able to find four number errors that would have had significant impact if sent out. I also found a number of grammatical and spelling errors, which I also corrected. As a result, I received a personal note from my boss, commending me for my efforts – and I am now the designated final reviewer of our annual investors’ reports. (L): What I learned from this assignment is that sometimes I need to go deeper than what is asked or expected of me.