Impostors need not apply
“The Imposter Syndrome is a psychological phenomenon in which people are unable to internalize their accomplishments.” Wikipedia
Is your success just luck? Do you feel if people really knew, they’d know you are really a fraud and it is just a matter of time before they are found out?
Are you proving to yourself you are worthless and a victim by avoiding the proper steps towards finding a new job?
Or worse, do you overcompensate for your feelings of inferiority and take every opportunity to tell people you are a thought leader of grand stature and remind them of your accomplishments? Are you sabotaging your job search efforts to prove to yourself you are not who you appear to be? Continue reading 'Are you an impostor? Is that why you didn’t get the job?'»
Executives: Create your personal brand to self-insure against economic downturn and the job hopping label
Career management for six figure executives is about building and maintaining a personal brand. Take it from Audi and Iron Man. Sales for the very high priced custom-made car jumped 10% after the release of Tony’ Stark’s latest adventure. It’s about product placement. It isn’t about one incident on your resume.
Today, I received a request for information by a reporter doing a piece on job hopping. His premise, all too familiar, is that the current economy = job hopping.
Of course, this contrarian takes exception to that concept because I know many people who were laid off had been in their jobs for more than three years; layoffs and company closings are equal opportunity career killers.
Continue reading 'Overcome the job hopping label: Personal brand to the rescue'»
Do you want your employees to be happy or satisfied?
Inc. Magazine posted an article by the founder of Zappos on why he sold to Amazon. The article bears reading for many reasons, but I was struck especially by its emphasis on ‘happy.’ I think that is an error in focus.
The whole idea of an employer making employees happy is presumptuous, in my view. There are too many variables not in the employer’s control. And an individual’s view of their happiness quotient changes, constantly.
As mentioned by both Jeff Bezos, Amazon founder and Tony Hsieh, Zappos founder, rarely do people know what will make them ‘happy.’ Happy may be an allusive goal, some folks have it, others don’t. Happy isn’t an achievable outcome.
Control what you can control. Perhaps instead of happy, consider satisfied. (Some research indicates ‘happy’ is something one is born with.) Employee satisfaction can be ascertained, measured and even controlled. Beyond the formal testing/metrics, there is much you can learn just by being observant.
A few indicators to track employee satisfaction:
- Is there employee-traced vandalism?
- Is turnover high?
- Are people working productively?
- Do they volunteer for extra hours?
- Do they volunteer new ideas?
- Do they attend company sponsored events?
- Do they pick up after themselves?
- Do they refer their friends?
- Is there excessive absenteeism?
- What do employees say on exit interviews? Are they angry?
A coach’s view. I can share what is absolutely true and measurable. The reason most people leave their employer/job is they don’t feel appreciated. The corollary is also true. Many people accept jobs or stay in jobs where they are underpaid or perks missing because they know they can make a noticeable contribution will be appreciated, acknowledged and celebrated.
Continue reading 'Employee retention – Why employees stay'»
The price seems high the rewards, intangible; the value, great. So difficult to make that decision to hire a coach. Last night, I reviewed the statistics for a few of my recent job search coaching clients. Here’s what I found.
Client 1: Granted interviews with every company (10+) to whom he was introduced. Was told his resume was impressive and organized. Of seven options, it was he who declined to go forward with six companies, not the prospective employer. Once he decided on the two companies where he’d most like to work, received offers from both. Negotiations improved the offer of his choice. Continue reading 'More proof coaching works'»
The intangibles will get you every time.
Since it is my job to give advice to people regarding career development and job search I dabble in a bit of anecdotal research to find answers. My style is to get the information right from the horse’s mouth: in this case, the executives who promote their direct reports (managers) to executive positions. Here’s what the corner office says about how to get promoted from manager to executive.
The first queries I sent out resulted in exactly the list of guidelines one would expect:
- Volunteer for more responsibilities
- Do what you can to stay visible
- Learn all you can
- Cooperate with other departments
- Deliver on your groups’ charter
- Stay up to date on the market and your area of expertise
- Maintain your brand
Continue reading 'What can you do to get promoted from manager to executive?'»