The job interview is an essential part of the screening process for employers. It helps employers dig deep beyond the resume to find out about 1) your experience and skills for the job, 2) whether you're a good fit for its workplace culture, and 3) your career goals and outlook to determine how dedicated and loyal you'll be to the job and continued employment with the company.
Asking questions is essential to helping employers make the right decision on which job applicant to select for the job. So, let's break down some of the typical interview questions you may be asked and what employers are really trying to find out so that you can provide the best response.
When employers ask this question, they are trying to see what you consider important on the job and are also trying to understand your key skill set. The best response is an example that can directly relate back to the job you're applying for.
Employers are always trying to see how you face obstacles at work and your approach to dealing with them. Regardless of the challenge you present, the key is to demonstrate that you were able to overcome it and bring results of success.
Employers want to see how honest you are, and the way you answer can also shed light on if you're able to overcome obstacles. Everyone has a weakness, so provide an honest answer but finish off your response with how you've worked to improve on it so it actually isn't a weakness anymore.
Employers want to find out your long-term goals and how they may fit into their plans. Your response should inform the employer that you're dedicated to the profession and you have a confident outlook to move up in your career with even more experience and skills to succeed on the job. Do not give an answer that indicates you may not stay with the company.
It's important that employers ensure you can fit in culturally and they want to understand the type of worker-boss management relationship desired. Say the person supervising is a micromanager, but you are one who has self-drive and desires empowerment. In such a case, conflict is highly likely.
Do your research ahead of time to understand the employer's workplace culture so you respond accordingly. But it's also important in helping decide whether you should even apply for a job because you want to work in an environment where you'll be happy.
Employers need to find out if you're a serious candidate for the job and if you have a true desire to work for the company and in the specific field you're applying to. If you do your research beforehand, you will have an idea of things you can call out about the employer that impress you. It'll also inform the employer that you're not just randomly applying to any job, but that you have a true desire to work for them.
Employers will ask this question to try to better understand your long-term goals. It's also to ensure that the reason you're leaving is not one that may present itself again on the new job.
If you were fired from your job, the employer wants to ensure the problem or concerns about being fired do not carry over to the new job. Focus on a response that speaks to your desire for more challenge and that will allow you to utilize your experience and skills, and help you to continue to grow them.
When you understand what employers are really trying to find out with the questions they ask, you can tailor your responses so that you come off as the best candidate for the job.
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This article was originally published at an earlier date.
You may be asked salary information on an application form, or be faced with a “current salary" or “desired salary" field on an online application. Or you may be asked the same question by a legal recruiter. The answer you provide may be used in the screening process—answer too high and you may not be considered for the position at all.
This number will also likely come into play at the interview/offer stage. It can establish the range for the offer the employer makes. And if you're underpaid and undervalued at your current employer, then there's the risk that your low level of pay will follow you when you move on.
On a paper application form—or if the online form allows you to type in whatever you want—you can write “Negotiable." This gives you the opportunity to discuss your salary history and expectations later on.
If it's not a required field on an online form, leave it blank. If the "desired salary" field requires you to enter a figure, however, you have a couple of options. Each has its own benefits and drawbacks:
How you answer the salary question on a job application will depend on your situation and what format is allowed on the online form. But if you can, entering a salary range is always the best option.
Balancing the demands of a career while nurturing a family is a juggling act that countless parents face every day. The modern world presents working parents with a unique set of challenges, from managing time efficiently to maintaining a healthy work-life balance. What can busy working parents do to excel both professionally and personally? How can they effectively balance work and family?
We recently asked our leading executives for their best tips for working parents.
Here are their responses...
Working parents in the digital age face unique challenges, but also have a plethora of opportunities and tools at their disposal. Here are some of the best tips for navigating this landscape:
1. Embrace Technology
2. Set Boundaries
3. Educate Yourself and Your Kids About Digital Safety
4. Prioritize Quality Time
5. Promote a Healthy Tech-Life Balance for Children
6. Stay Connected
7. Self-Care and Mental Health
8. Continuous Learning
9. Outsource When Needed
10. Maintain an Open Dialogue
11. Lead by Example
The digital age certainly presents challenges for working parents, but by leveraging the opportunities it offers and setting boundaries, you can promote a balanced and fulfilling family life.
Ana Smith helps people & organizations achieve their full talent potential by developing and co-creating people strategies and customized solutions, and turning them into impactful outcomes and collaborative relationships, using coaching as the "red thread."
The NFL has always been committed to fostering a workplace that encourages work-life balance and supports the unique challenges faced by working parents. Here are some compassionate suggestions for navigating the demands of our dynamic industry while ensuring a healthy family life:
1. Flexible Scheduling: Encourage managers to embrace flexible work arrangements that allow parents to adjust their schedules when needed. This can significantly assist with managing family responsibilities and job commitments.
2. Parental Leave Policies: Ensure our policies are comprehensive and accommodating. Offering ample time off for new parents is vital in helping them transition into their new roles.
3. Remote Work Options: Consider allowing parents to work remotely, at least part of the time, as it can provide the flexibility they need to effectively balance their family and professional lives.
4. Childcare Support: Explore partnerships with local childcare providers to offer discounts or on-site daycare options. This can ease the burden on working parents and provide peace of mind.
5. Mentorship and Networking: Facilitate mentorship programs and networking opportunities for working parents within the organization. Connecting with colleagues who have faced similar challenges can be invaluable.
6. Employee Resource Groups: Promote and support employee resource groups (ERGs) focused on working parents. These groups can provide a sense of community and a platform to discuss shared experiences and solutions.
7. Wellness Initiatives: Emphasize the importance of mental and physical well-being by offering wellness programs, stress-management resources, and counseling services for parents dealing with the juggling act.
8. Clear Communication: Encourage open and transparent communication between employees and supervisors. This helps in setting realistic expectations and finding mutually beneficial solutions.
9. Professional Development: Ensure that career growth and development opportunities are accessible to all employees, regardless of their parental status. This encourages retention and motivation.
10. Recognition and Appreciation: Recognize working parents' hard work and dedication within the organization. Simple gestures of appreciation can go a long way in boosting morale.
Incorporating these strategies into our workplace culture demonstrates our commitment to supporting working parents and contributes to a more inclusive, empathetic, and motivated workforce. Together, we can create an environment where all employees, including working parents, can thrive in the fast-paced sports business industry.
Michael Willis has 18+ years of experience working with accounting & sports organizations and has managed P&Ls of $10M - $125M+ with budgets of $3M-$50M+. He worked for the NFL for 22 1/2 years, mainly with the game officials working on the financial/accounting side of the business.
As a mother of two girls and a brand marketing executive, I know the intricacies of balancing work and family and the numerous challenges it brings. “Balance” often felt like an elusive concept as I constantly made sacrifices, for work, family time, or personal well-being. I’ve been through the extremes—working relentlessly, traveling extensively, and grappling with the guilt of being away from my children to declining work commitments to ensure I’m present for girls’ milestones and bedtime routines. Achieving harmonious work-life balance was a perpetual battle.
If you are a working parent, here are some tips that I’ve used that can help you make the balancing act a little easier:
Finding the right balance between work and family life is an ongoing journey. Adjustments are okay as your family’s needs and work responsibilities change. If you’re eager to delve deeper into effective strategies, I invite you to explore my book How to Develop a Brand Strategy. Within its pages, you’ll discover a comprehensive step-by-step guide to crafting a robust brand strategy that aligns seamlessly with your business objectives.
Remember, you’re not alone! With the right strategies and mindset, you can navigate the challenges of being a working parent while fostering a fulfilling life for yourself and your family.
Lisa Perry helps companies drive revenue by using consumer trends, insights, and data analytics to innovate their approach to marketing.
What are your best tips for working parents? Join the conversation inside Work It Daily's Executive Program.
You've polished your resume to no end, especially after finding a job posting that precisely fits your skills. But did your cover letter merit the same attention?
Many hiring managers use your cover letter to gauge your interest in the company, as well as your aptitude for the job. Therefore, when you resort to "Dear Sir, I'm interested in your open job, here's my resume," you're missing out on a critical chance to persuade employers to take you seriously.
Here are five of the most crucial mistakes made in cover letters—those that can quickly knock you out of the running for a leadership job:
"I am an operations director with 18 years of experience" or "In response to your ad for a CEO, I have enclosed my resume" really aren't compelling enough to use as opening statements. Instead, try a hook that makes the hiring manager sit up straight in his or her chair, as in these examples:
"Would a sales vice president who consistently pushes teams past quota (up to 52%) make a difference in your national rankings?"
"As a CIO for global company ABC Consulting, I've increased customer satisfaction to 97% in 3 outsourcing engagements—pushing our revenue growth to its peak despite the recession. I'm interested in creating the same results for you."
The idea is to speak precisely to the employer's pain points while describing the performance impact you've had in previous roles. Note each of these sentences contains metrics, a targeted job title, and a career-defining achievement that is framed in context and laid out quickly for the reader to absorb.
At Work It DAILY, we advise members to follow our disruptive cover letter format and use storytelling to hook the hiring manager. The key is to show a connection between you and the company. Your opening line should also leverage the research you've done on the company, per the next point.
Rattling off a list of competencies isn't strong enough to distinguish you from other candidates, but speaking directly to the company's needs will do the trick.
You have to dig into the company's history, press releases, annual reports, social media accounts, and other news to figure out their pain points. What type of expansion is planned? Were earnings down in previous quarters? What do industry analysts say about the company's future and business strategy?
Armed with this information, you're able to connect your leadership skills to the employer's needs much more succinctly:
"My ability to produce business development results (30% rise in cloud-based solution sales during Q4 2022) can address any struggles you've had in breaking into this market. Can we talk?"
Like resumes, cover letters must be precise and direct the reader. It should keep them attentive to the reasons they should hire you and the edge your work can give them.
While you're writing, put the job description in front of you to remind yourself what the employer is seeking. Then, look for ways to point out how you can surpass these expectations. The following paragraph is taken from an IT director's cover letter:
"Your ad noted that you require a leader in service delivery and customer satisfaction. My career includes 3 years of 97% satisfaction ratings, achieved by improving infrastructure and network capacity, and I hold responsive service as my #1 priority."
Finding a contact name inside the company has never been easier. First, you can use LinkedIn to search for the employer. Then, navigate to the "People" tab on the company page and find the name of the hiring manager or department head. For example, a business development manager might look for keywords such as "VP Sales" or "COO" to identify the next-level manager contact, while an IT product director can try to find the CIO's name.
If you don't find a name through LinkedIn, be sure to check Zoominfo.com or the company's About Us page. If you have access to Dun & Bradstreet, you can also use that resource to locate company insiders. In addition, Data Axle is a free contact name database available through many public libraries and requires only your library card for access.
Taking the time to locate a name (vs. resorting to "Dear Hiring Manager") will help your letter create more impact at a target employer.
This is especially important if you're pursuing an executive or senior-level role. Employers like to see a take-charge style (the same one you'll use to deal with vendors or your new team).
If your closing line isn't strong, you run the risk of looking too passive. "Thank you in advance for reviewing my credentials" is certainly polite and professionally stated. However, "I plan to exceed your requirements as your next Vice President of Finance" and "I am confident that I can demonstrate the leadership you look for in your next CIO" are both stronger.
Even more intense, "I will follow up with you next Tuesday" shows definite intent on your part to influence the hiring audience, and gives them advance notice of the proactive steps you'll take to secure the interview.
To summarize, there's no reason to settle for a bland, one-size-fits-all cover letter that blends in with the others. Your job search will fare better when you zero in on the hiring audience with an unforgettable opening—especially when it draws a parallel between employer needs and your unique value.
New grads with limited work experience are some of my favorite people to coach. And here's why...
You have no bad habits yet. You have no preconceived notions. You don't have a long list of demands that you want from a job. If anything, you're just trying to figure out what kind of work would work for you.
Does that sound familiar?
This is why I love working with new grads. And if you're a new grad looking for your first job out of college, these are the best job search tips I give all my clients who are in the same boat as you...
@j.t.odonnell Replying to @swoopchirp New Grads Job Search Tips! 👍🍀❤️ if you are a new grad then you have a competitive advantage in that you have no bad habits. however at the same time you haven't been taught how to position yourself with employers. you need to leverage your intrinsic motivation. that is what will get you up every day to go do the job. the best thing to do is to identify companies where you feel a deep connection to the work that they do and then you want to leverage your unique skill sets to match them to jobs there. companies love hiring people that they can mold into high performing employees. that's one of the advantages of hiring a new grad. so you want to make the most of that by being able to Showcase how your personality and your workplace personas will be a great fit for their organization. the first place to start is to take the two free quizzes linked in my bio and then if you want help decoding the results I've got an awesome new tiktok series here that you can purchase where you can listen to me explain the results. but most importantly if you'd like to get some career coaching to help you with all of this I hope you'll head over to workitdaily.com where we help new grads all the time just like you. we've got a great 7 Day free trial! #newgrad #collegegrad #collegegraduate #newgradjobs #howto #jobsearch #howtofindajob #findmeajob #jobsearchtips #jobsearch #jobsearching #jobsearchhelp #careeradvice #careercoach #careercoachontiktok #careerhelp #careerquiz #careerdecoder #workplacepersonas #personalityquiz #communicationstyles ♬ original sound - J.T. O'Donnell
1. Understand Your Unique Combination of Professional Strengths (Communication Style & Workplace Persona)
My first piece of advice for you is to understand two major components of your professional strengths. The first is your communication style (how you interact with others in the workplace). This plays a huge role in the type of jobs you'd be a good fit for. For example, if you're a contemplator, you're more introverted. You're not going to want a job that requires you to be really extroverted with a lot of people. Whereas if you were an energizer, you would actually feed off the energy of others.
The second thing you need to learn about yourself is your workplace personas. This is how you create value on the job. Companies pay you to create value, right? You need to save or make them enough money to justify the cost of hiring you. This is something they never teach us in school. So, there are eight workplace personas, and you should find out what your top three workplace personas are. Are you a builder, mentor, super connector, educator, visionary, optimizer, or researcher?
Take my free quizzes below to discover your unique combination of professional strengths:
2. Use The Information In Step 1 to Create an Interview Bucket List
Once you know your communication style and top workplace personas, you can weed out a whole bunch of jobs that aren't a fit for you and dial in on the kinds of roles that would be a fit for you. Then, we can teach you how to take that information and use it to reach out to employers and introduce yourself to them. This is a technique called an interview bucket list where you come up with a list of companies that you feel connected to. It's called intrinsic motivation. That's the fancy term. And when you are a recent grad, that's all you got, my friend.
As a new grad, you don't have a lot of experience to share. But companies love recent grads who have an intrinsic motivation to work for them and who understand their personality (their communication style and workplace personas) and how they'll create value for them. That shows a self-aware recent grad, and that's the kind they love to hire and mold, which will help catapult your career.
It's a really great time for you to be looking for work if you understand your unique combination of professional strengths and how to create an interview bucket list.
If you would like us to coach you on all of the things I've discussed, sign up for Work It DAILY's seven-day free trial of our career coaching platform that is literally going to teach you everything you need to know to land your first dream job.
Good luck, and go get 'em!
We've all experienced those days when we just don't want to work and can think of a million other things that we'd rather be doing.
Please, no more meetings! No more boring conference calls! No more spreadsheets and flowchart presentations! We just want to go home, get back into bed, and take a nap with our dog. We feel unmotivated and don't like thinking of the responsibilities that await us in the office.
However, there are bills to pay and careers to make, so we do our best to make it through the day. On those (rare) occasions that you just need to power through the rest of the workday when you're feeling unmotivated, here are a few suggestions:
Staring at stacks of files on your desk and tons of emails awaiting your reply can feel overwhelming. Check your calendar and determine what things need your immediate attention. Review what is most urgent, make a list of those action items that need to be completed by the end of the day, and address any major issues first.
Then, focus on any "quick hits" before tackling your larger assignments. Breaking down your workload into smaller, more manageable tasks will help you feel more energized throughout the day. Before you know it, you'll be on your way home!
Sometimes you just need to walk away from your desk and change your perspective if you're feeling unmotivated at work.
Leave the office to get some fresh air. Stand up and stretch. Listen to music. Get some coffee, tea, or a light snack. Make a phone call or send a text to a friend. Check the score from this afternoon's baseball game. Create your grocery shopping list. Order that jacket that you've had your eye on for the past month.
Take at least 15 minutes to yourself to clear your head from all things "work" before you buckle down and survive till five.
Planning something you can look forward to can really help you deal with feeling unmotivated.
Make a dinner date with a friend. Find out if your gym has a new class scheduled for that evening. Research local activities to visit that night. Register to attend that networking event a co-worker mentioned. Buy a ticket to the movie you've wanted to see for months.
Knowing there is something great planned after work gives you something to look forward to at the end of the day. It will help motivate you to complete your work and make you feel good about rewarding yourself later!
Remember, for one reason or another, everyone from the CEO to the intern has had a bad day where they feel unmotivated at work.
So the next time you reach your desk in the morning after a poor night's sleep, or return to your office from a meeting that zapped all of your energy, or get into another argument with your cubicle mate about how loud he talks on the phone, take a breath and think about what you could do to help get you through the rest of the workday. It'll be 5 o'clock before you know it!
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As someone with severe food allergies, I know how difficult it can be to address your food allergies with new co-workers and peers in an assertive yet informative way—especially when starting a new job in a completely unfamiliar environment. How can your place of work be inclusive of employees with severe food allergies?
via GIPHY
Severe food allergies are called severe for a reason. They're life-threatening and should be taken very seriously. When someone with food allergies ingests food that contains the triggering allergen, they can go into anaphylaxis. If not administered epinephrine (an EpiPen) in time to treat the anaphylactic reaction, the reaction can be fatal.
There are about 32 million Americans with food allergies. And with reports that food allergies in children increased by 50% between 1997 and 2011, they won't be going away anytime soon. Two children in every classroom will soon mean two people in every office. So, what is it like to work in an office with food allergies?
To start, it may mean not having a piece of cake at that upcoming office birthday party. Lunchtime always keeps them on guard, and they usually opt to brown-bag-it, using caution in the cafeteria and shared office kitchens. Maybe they're thinking about skipping the office outing to an unfamiliar restaurant on Friday, not sure if they'll be comfortable eating there. Every day in an open office plan could bring anxiety, as they worry about airborne allergens and lack of safe, allergen-free spaces.
If you have food allergies, chances are you can relate to at least one of these things. But if you don't have severe food allergies, you may be wondering: What does this really mean?
In the U.S., based on Section 504 of the Rehabilitation Act of 1973 and the ADA Amendments Act of 2008, the definition of "disability" has been modified to include those with severe allergies. This is due to the fact that severe allergies are "a physical or mental impairment that substantially limits one or more major life activities" (eating, breathing, and major bodily functions related to the immune, digestive, bowel, and respiratory system).
To sum it up:
"No individual shall be discriminated against on the basis of disability in the full and equal enjoyment of the goods, services, facilities, privileges, advantages, or accommodations of any place of public accommodation by any person who owns, leases (or leases to), or operates a place of public accommodation." 42 U.S.C. § 12182.
Anyone with food allergies knows these laws are not widely enforced or known to apply to food allergies (think peanuts being served at baseball games or on airplanes). So, even though everyone in the U.S. with disabilities is entitled to the same rights as able-bodied people, people with severe food allergies often encounter their food allergies in these public spaces and at work and cannot fully partake in whatever activities are going on at these places. More importantly, their health and well-being could be at risk.
Most places of work are considered public places—by legal definition meaning "any enclosed indoor area used by the general public or serving as a place of work containing two hundred fifty or more square feet of floor space." Therefore, the two laws mentioned above apply, or should apply, to your place of work.
Good employers want to be as inclusive as possible. Yet it can be hard to be inclusive of those with food allergies if you're unaware of who has food allergies in your office.
The best way to be inclusive and considerate about food allergies is to ask new and current employees if they have any severe food allergies. And if any do, ask them what you can do to make their work environment safe and comfortable. This shows employees you care, and by acknowledging food allergies as something serious and very, very real, it already establishes that foundation of trust that is so hard to gain in the first place.
Consider what it's like trying to decide when to tell an employer about your food allergy. When asked if you have a disability on a job application, food allergies are not listed. If there's a space to check "other" and write in a different answer, you may consider, for a split second, writing in your severe food allergy.
Does your disability require reasonable accommodation?
Yes and no. It's not a physical disability, in the sense that you can't visually tell who does or doesn't have a food allergy. Yet your arrival at a new company could require them to change their policies and culture.
As you can see, it's not easy explaining food allergies at work when there's no system in place to deal with them. That's why, as an employer, you should come up with a system that works for your company. After all, it's your job to make sure all of your employees feel safe and included.
If you're someone with a food allergy, you probably have lots of experience navigating the world with your condition. But the professional world can be a bit tricky.
When starting a new job, it's best to tell your boss about your allergy as soon as you can, if they don't bring up the topic first (you're responsible for letting them know, and you're entitled to reasonable accommodation!). Then, ask if you can call a meeting to explain your situation to your new co-workers. This will allow for an open dialogue about the subject, and those who have questions will be able to have them answered in a supportive and honest environment.
If you don't have food allergies, but work with someone who does, please be respectful of their condition. If you're unsure whether it's okay to eat something around them, just ask. Communication is always the right choice.
Everyone deserves a safe and comfortable work environment. And it's important to remember that no one chooses to have a food allergy.
If we all try to be more kind and considerate toward our peers, it will make work better—for everyone!
Recruiting top talent is essential for organizations looking to thrive and innovate. However, the recruitment process is not just about finding the right candidates; it's also about setting them up for success from the very beginning. To ensure that your newly recruited talent not only joins your team but also excels in their roles, it's essential to implement effective strategies and practices.
In this article, members of Duffy Group discuss practical strategies for creating a positive candidate experience, from crafting compelling job descriptions to conducting effective interviews and providing meaningful feedback. Read on to discover the best practices and actionable tips that will help you attract, engage, and retain top talent, ultimately setting candidates up for success in their new roles.
You’ve confirmed an interview for your next career move so the next thing to do is prepare for the upcoming interview! Prepping for an interview is one of the critical steps in the process but oftentimes candidates don’t know what to do. My recommendation is to review your resume and take time to reflect on your experiences and skills as they relate to the job you’re applying for. Write down some of your biggest accomplishments, deliverables, and outcomes.
Hiring leaders and HR professionals don’t just want to hear what your job responsibilities have been; they want to hear how you positively impacted the business. It’s important to come prepared with quantifiable results.
All candidates should be prepared to answer basic interview questions such as "Why are you interested in this position?" or "What are your top accomplishments?" or "How would you describe your leadership style?" Many basic interview questions can be found on the internet and used for practice.
It’s also important to prepare for behavioral interview questions. These are usually multi-part questions that ask the candidate to share specific examples and outcomes. The more you reflect on your results, the better prepared you’ll be to answer these types of questions, also called "SAR" questions—situation, action, result.
Colleen Neese is a practice leader at Duffy Group. She specializes in recruiting executives in non-profit and healthcare.
When setting up the client interview, I ensure my candidate has the proper address, directions, any special parking or security instructions, and who they should ask for. I encourage them to arrive 15 minutes early and even encourage a practice drive to the location if time permits.
I always send over the job description again and ask them to read through it. They should develop questions based on the research they have done on the company and the job description.
I find out who will be on the interview panel and supply biographies and LinkedIn profiles to the candidate to review. I want them to have a good understanding of the organizational chart within the team they are interviewing.
I schedule a time to debrief with my candidate within 24 hours of their interview with the client. I need to know not only how they felt it went but also if the client had any missteps that need to be addressed.
Sometimes there are multiple client interviews. I repeat this process each time and stay in contact through any background and reference checks all the way to the offer stage. I pre-negotiate their offer so the client knows to make an attractive offer the first time. This helps expedite offer acceptance.
Kristin Pozen is a research recruitment recruiter at Duffy Group and a former HR recruiter.
If you've been in the job market the past few months and were in the market anytime between 2020 and early 2023, you might notice that the interview process has changed. The interview process is taking longer with multiple steps, the decision process is slower, and there are more candidates to compete with, depending on the industry and role.
The past few years were easy to get used to, with a high volume of open positions and rapid interview processes for most positions. If you changed jobs prior to 2020, then you know that the past few years were far from normal. If you are early in your career, you might not have much interview experience.
The market has been in a rebalancing cycle throughout the year. Most employers are still hiring, but not at the volume we've seen. Some companies are interviewing for positions that are nice to fill but not a must-have. I'll use the term selective hiring.
Here are some tips to give the employer a reason to hire you now, before you are no longer on the market:
Sharon Grace is a veteran search executive at Duffy Group who helps hiring leaders hire great people because of her proven track record as a strategic partner and advisor to recruit, identify, and assess talent.
Need help recruiting talent for your organization? Check out Duffy Group today.
Brand partnerships have reached unprecedented heights with the recent Barbie collaboration. Despite the brand’s six-decade legacy, Barbie sales experienced a challenging period with a continuous 12% decline in the three months leading up to the movie release. However, the movie launch brought a remarkable turnaround. The Barbie movie has officially become this year’s highest-grossing release, raking in over $1.3 billion globally.
To achieve this success, Mattel orchestrated partnerships with more than 165 brands across various industries, investing an estimated $150 million in marketing efforts, while the film production cost $145 million. And this is just the beginning, as we anticipate even more records to be set during back-to-school, Halloween, and the holiday season.
Brand partnerships thrive when executed strategically, considering all the critical elements for success, including risk assessment and meticulous pre-planning. In this article, I’ll guide you through these essential aspects, covering topics such as identifying the right partner, crafting effective partnership strategies, leveraging collaborations for innovation, risk management, developing joint communication strategies, and exploring emerging partnership trends.
Choosing the right partner begins by aligning with your strategic goals and desired outcomes. For instance, if you aim to reach a new audience or explore innovation in a different category, consider the M&M’s and Krispy Kreme collaboration. M&M’s excels in leveraging consumer insights for flavor innovations. Their partnership with Krispy Kreme has ventured into an entirely new category with new flavors, showcasing how their brand’s strength can lead to expansion into uncharted territory.
It’s crucial to assess potential partners for their brand alignment and their track record of successful collaborations. Look for partners with a record of delivering value and achieving mutually beneficial objectives. Building strong brand partnerships is about shared goals, innovation, and a commitment to creating something exceptional together.
The path to successful brand partnerships lies in forging long-term partnerships rooted in alignment from the beginning. This alignment must extend from the highest echelons, including the CEO level, to every individual within the organization who interacts with the partnership. It’s crucial that everyone understands the decision-making process in both companies, identifying influencers and decision-makers and comprehending the timeline down to the smallest details, all of which fosters trust.
A great approach is where the team managing the partner relationship remains engaged throughout the organization. This helps maintain focus on the partnership and its priorities. This is important when dealing with complex partnerships that span various aspects of both organizations. Regular check-ins at the day-to-day level, occurring at least weekly, if not more frequently, along with quarterly check-ins at the senior level and annual check-ins at the executive/CEO level, help maintain alignment and coordination between two organizations, each with its unique set of priorities and governing boards.
Seek out local, national, or global partners who resonate with your brand’s core values and share your mission. A good example of this is Make-A-Wish and Disney. This partnership goes back to 1980 when the first wish granted was a trip to Disneyland. Now, wishes include visits throughout the Walt Disney organization. This partnership works because they align on their values, giving children happiness through a wish.
Together, craft a collaborative plan that centers on clear objectives. Achieving alignment in messaging is paramount, as clarity in what you intend to communicate can make all the difference. The work invested upfront matters greatly, as it lays the foundation for success, ensuring that both parties derive significant value from the collaboration.
For instance, consider crafting a three-year plan. Year one focuses on executing joint programs, while year two involves refining and developing initiatives. By year three, the partnership matures, providing a clear trajectory for both organizations. Initiating a successful venture early in the partnership can be a powerful demonstration of the collaboration’s potential.
Leveraging partnerships to drive innovation is a strategic approach that can catapult organizations to new heights. By joining forces, businesses access fresh perspectives, expertise, and resources that can fuel creative thinking and spark innovation. It starts with both sides clearly defining their objectives and what success entails, enabling the exchange of ideas, technologies, and best practices within an environment conducive to breakthroughs.
A compelling example of this is Coca-Cola’s quest to innovate its fountain business. Surprisingly, they chose to partner with a design firm associated with Ferrari, the Italian luxury sports car manufacturer. The result was a remarkable soda machine that can be found in restaurants, allowing customers to craft their beverages from a plethora of options. It boasts sleek design, innovation, and user-friendliness, focusing on enhancing the customer experience while providing valuable flavor trend insights. This is an exemplary instance of identifying a customer pain point within a company and strategically seeking partnerships to revolutionize and address it effectively. In this case, they disrupted the conventional soda dispensing machine, achieving transformative results.
When considering partnerships, it’s important to consider the potential for unforeseen challenges and each organization’s tolerance for risk. For instance, when partnering with a celebrity, there’s a risk of them getting involved in a DUI or other PR-related issues. Similarly, if your partner has a history of brand tarnishment, executive scandals, or financial instability, these factors can pose risks to the partnership. A notable example is Adidas, which faced a significant stock price plummet due to Kanye West’s anti-Semitic remarks. Such events underscore the necessity of clearly defining exit strategies for both parties in the contract.
Establishing a mitigation plan is crucial. This involves carefully developing communication plans for both sides and determining the risk tolerance for each party. It’s important to assess the potential downsides and risks upfront. The COVID-19 pandemic presented organizations with unprecedented challenges, causing them to rethink their partnerships, especially with universities or sports teams no longer playing in front of live audiences. The impressions they once relied upon were significantly diminished. Handling these issues often required renegotiating contracts or making alternative arrangements.
Navigating these mitigating risks can be daunting for someone new to brand partnerships. In such cases, seeking guidance from experienced partners in similar, if not identical, categories can be invaluable. Engaging with organizations with extensive experience in long-term partnerships and asking them about their experience can provide valuable insights. Questions such as what has worked for them, what hasn’t, and what they would do differently, if they were to draft the contract today can shed light on potential pitfalls to watch out for.
When it comes to brand partnerships, it’s about envisioning the positives and being proactive in assessing and mitigating potential negatives. Planning for contingencies and learning from the experiences of others in the field can help navigate the complex landscape of partnerships successfully.
Sometimes, the smallest details can have the most significant impact. A joint communications strategy is one such detail that often goes unnoticed until it becomes an issue.
Picture this: You’ve invested time and effort into a well-thought-out messaging strategy, only to discover that your partner isn’t on board, even when presented with compelling supporting reasons. The key lies in pre-planning what you want to communicate, how you plan to leverage the partnership, the intended use of your communication efforts, and the value it brings to both partners. There are several factors to consider and prepare for well in advance.
One intriguing trend on the horizon involves cause-based naming rights. A great example is the Climate Pledge Arena where Amazon invested approximately $300 to $400 million for the naming rights to the new Seattle hockey arena but opted not to put its name on it. Instead, they included a clause emphasizing the arena’s purpose, which resonates with a growing shift towards promoting causes over merely affixing one’s name to a building. This trend holds promise as it places a greater emphasis on contributing to meaningful causes rather than adding more obscure or inconsequential names to structures.
Another area poised for significant evolution is the landscape of name, image, and likeness (NIL) rights for college athletes. The rules of engagement are still taking shape, and all parties involved—student-athletes, universities, and brands—are defining what this space will look like. College athletes typically lack substantial name recognition and awareness beyond their local market and university affiliation. However, there exists an opportunity for universities to form partnerships with their athletes. Some have already demonstrated adeptness at building sponsorship portfolios, such as Libby Dunne, a prominent American gymnast, who ranked as the highest-valued women’s college athlete in 2022 and has since become a social media influencer. Managing these partnerships can be a challenging task for a 20-year-old student, aligning with a brand’s values and mission. Both students and brands should consider the long-term implications. A student’s time in college is relatively short; post-graduation, they may pursue various paths—turning professional, maintaining their influencer status, coaching, or venturing into business. It’s a lot to expect a 20-year-old to manage the way a brand would manage a partnership that wasn’t aligned with its values and mission. Brands must be prepared to adapt to these transitions, recognizing the enduring value of maintaining a relationship with these influential individuals as they continue to command a substantial following. The realm of NIL rights for college athletes is still in the process of unfolding, offering a dynamic and evolving landscape.
In conclusion, successful strategic brand partnerships culminate in aligning goals, managing relationships, mitigating risks, crafting effective communication, and embracing emerging trends. By understanding these crucial elements, brands can confidently navigate the intricate landscape of partnerships, unlocking endless possibilities for innovation, growth, and lasting success.
Many thanks to Christine Holland Carvalho for her insights on this topic.
For more brand marketing insights, follow Christine Holland Carvalho and Lisa Perry. For a step-by-step guide on developing a brand strategy, check out How To Develop a Brand Strategy by Lisa Perry.
Ever wonder what a potential boss wants to hear in an interview? What exactly can you say that will increase your chances of receiving a job offer?
I recently heard some great advice that lined up with my previous experience as a human resources manager, and so I thought I would share this great advice with you! Here are five things to communicate during an interview that will convince the employer you're a great hire...
Every employer wants to know they can give you instructions once and you'll get the job done. I guarantee you that no employer wants to micromanage or ask an employee more than once to do something—no matter what it is.
The employer wants to hear that, no matter what, you are going to make it happen—that you're going to get the job done and do it to the best of your ability.
The employer wants to know that no matter what situation you are put in, you're going to be a team player—and that you're not going to create confusion, conflict, problems, or challenge their authority.
If there is something that's not getting done, or if you're not doing it correctly, the employer wants to know that they can approach you to discuss the situation and that you're not going to fly off the handle or think you're superior.
I will not talk poorly about you. I will do everything I can to promote you and help promote this business. While I am working for you, I will always be the best employee—whether for one year or 10 years. And, should I leave, I will be rehireable, and I will leave in an amicable and responsible manner.
Prospective employers nowadays understand that asking employees to make a commitment to stay for 10, or even 25 years, just isn't realistic. Loyalty isn't about longevity. It's about being a committed and responsible employee while you're with that company.
These five points are essentially what every employer wants to hear from a potential employee. Of course, this isn't an end-all, be-all of an interview. But if you can communicate these very important points to a prospective employer during an interview, you will stand out among the other job candidates, and it will help the interviewer believe that you would be an asset to the organization.
National Preparedness Month (September) was established to increase awareness to plan and prepare for disasters and other emergencies. This includes events like natural disasters, power outages, and public health emergencies. Take the time to determine which disasters your area is susceptible to so that you can plan and prepare accordingly.
On the business side, organizations have plans to minimize the impacts of disasters on their critical business operations. Does this only apply to larger organizations? No! Actually, small businesses are especially vulnerable because they may not have the resources to recover as quickly as larger organizations. According to a FEMA study, up to 60% of small businesses don’t have a formal emergency response plan.
There are several resources and tools to help organizations of all sizes create a plan including Ready.gov for business, Federal Emergency Management Agency (FEMA), Small Business Administration (SBA), American Red Cross’s Ready Rating Program, and OSHA’s Evacuation Plans and Procedures eTool.
If you haven’t reviewed your business continuity and/or disaster recovery plans lately, now may be the time. The business is continually changing so you want to make sure your plans reflect those changes. Does your plan include the new location you recently opened? Do you have a list of your key customers and vendors handy? Are you prepared if employees need shelter-in-place at work? In the event of a disaster, you want to be as efficient as possible.
You may want to consider establishing partnerships to share resources in the event of an emergency. Sometimes it takes a village to get through a major disaster. For example, if your dock is damaged during an earthquake, is there another business with a dock that can help (and vice versa)?
Organizations are reliant on their employees. When a disaster strikes, it’s natural for employees to ensure their own families are safe before going to work. It behooves organizations to encourage employees to be prepared when a disaster occurs.
Individuals can take a few basic steps to start being prepared. Some key steps include:
1. Make a plan. Make a plan including communications, travel routes, etc. Tailor your needs for your family. If everyone is separated when the disaster occurs, where will you reunite? If you have school-aged children, do you know what their school will do in the event of a disaster? Ready.gov has a Make a Family Emergency Plan fillable form to help you get started.
2. Build a kit. Create and customize a kit to meet your family’s unique needs. Ready.gov’s Emergency Supply List outlines a great basic kit.
3. Update and practice your plan. Your family (and times) will change. Periodically review your plan to make sure it’s current and everyone knows what to do. For example, have you had a fire drill to ensure everyone can evacuate in a timely manner?
If you’ve already taken at least some of these steps, that’s a great start and you’re not alone. According to FEMA, more individuals are becoming better prepared—81% have gathered supplies, 65% have sought out preparedness information, and 48% have created an emergency plan.
In addition, you may want to find out what local resources may be available. This includes your local government emergency management agencies, schools, faith-based organizations, food banks, senior centers, and animal rescue organizations, to name a few.
The more prepared you are, the more likely you are to safely get through the next disaster or emergency. For more information on the importance of being prepared both at work and home, follow me on LinkedIn!
In mid-June, in the Leadership Table Talk Series, I had the privilege of interviewing Colin Corby—my friend, technologist, and CEO of Technology Wellbeing LTD, who over the last 20 years has been very studious of the influence of technology in the psychology of the mind, and where this might lead us. In this article, I summarize the key nuggets from our discussion.
In recent years, the world of work has been buffeted by powerful winds of change. From the rapid advancement of technology to the unexpected consequences of a global pandemic, businesses and their employees face a landscape that’s shifting beneath their feet. The culmination of these factors creates what some may term a "perfect storm." The question is how do we navigate through it?
The COVID-19 pandemic catapulted organizations into the future, forcing them to adapt quickly to remote and hybrid work models. While this pivot provided immediate solutions, it unearthed the fragility of our global economic structure. Such fragility was only exacerbated by global events like the war in Ukraine.
And just as the dust seemed to settle, newer challenges arose. Environmental, social, and governance (ESG) regulations, demographic shifts in the workplace, a mass exodus of experienced professionals (often termed the "Great Resignation"), and increasing reports of employee burnout became prominent. Toss in the projection by the World Economic Forum that by 2025 machines will equally share work tasks with humans, and it's clear: the future of work is daunting.
What’s the toll on employees? A 2021 Deloitte report pinpoints a surge in burnout, absenteeism, presenteeism, and labor turnover. The more ominous insight? An overwhelming feeling of isolation pervades 40% of U.S. workers.
In this tumultuous scenario, the emphasis on digital culture cannot be overlooked. But what is it? Simply put, it's the intersection of technology, leadership, and employee interaction within an organization. With disruptive technologies constantly emerging, it's vital for organizations to ensure that their evolving digital culture aligns with core values.
Why does this matter? Three primary reasons:
As we brace for the future, we believe the answer lies in what we term Ethical/Human Digital Transformation™. This concept revolves around three pillars:
While AI promises a boost in GDP and efficiency, it also brings forth challenges. The automation potential of AI might threaten jobs, requiring leaders to adapt and innovate. The intertwining of human-AI dynamics requires vigilance to avoid "psychological entanglement," where the lines between human judgment and AI outputs blur.
Leaders should be aware of AI's limitations. Its outputs, often based on training data, may sometimes be misleading. Hence, the emphasis should be on retaining human strengths like critical thinking, creativity, and genuine human connections.
In Conclusion
As the storm rages on, it's evident that the future of work hinges on striking a balance. Embracing technological advancements while upholding human values is the challenge ahead. Through proactive strategies and a human-centric approach, we can steer our organizations to calmer waters.
Getting ready for an interview can be a stressful activity. There are so many things to do: research the industry and company, brush up on practice questions, and find something appropriate to wear, just to name a few.
I can address interview attire.
The first thing you need to do is understand not only what’s acceptable in your industry but also the company you will be interviewing with. Attire in the fashion industry is quite different than in the architectural field. If you are new to the industry, check out people you follow on social media in that industry to see what they are wearing in professional situations.
Once you understand company standards, consider the company where you have the interview. Look for a company website and browse the employee directory. How are these individuals dressed?
My recommendation is to find someone in the position one level up from the one you are interested in and use that attire as an example. If you are interviewing within your current industry, you should have a good feel for what all levels of employees wear to work. However, companies have different dress codes. Again, I would look at a company directory to see how most individuals dress and use that as a guide.
Now that you know what type of attire you need, find it. If you’re on a budget, look in your closet first. There are probably options there. Don’t forget to look through pieces you do not wear regularly. Most people do not walk around in suits when not at work. Shop discount or thrift stores. Go to department stores and boutiques and find the sale rack. You may get the perfect blazer or pair of pants on sale. You want something stylish, so do not buy something just because it’s cheap.
Here’s an important note: If you get the job, you will have to dress in this manner on a regular basis, so invest in pieces you will wear quite a bit. If you are not sure what to wear, work with a store associate or personal stylist. We will make sure you are dressed well.
The title of this article is “Mastering Your Interview Attire” which means I want you to have multiple outfits. The reason is that many companies require multiple interviews before choosing a candidate. In fact, you may be contacted after an interview to schedule a second one within 24 hours of the first. Have a few outfits ready by creating a small capsule wardrobe for interviews. A capsule wardrobe is made up of garments that go together, usually in one color and accent color.
Take some of the anxiety and stress out of interviewing by BEING PREPARED mentally, emotionally, physically, and stylistically. Good luck and go get ‘em!
For more information on how to master your interview attire and dress for success, follow me on LinkedIn, TikTok, Instagram, and Facebook.
Workplace stress is considered normal. However, excessive stress may negatively affect your productivity and personal health. The way you deal with stress at work can make a difference. Many people assume that they don't have any control over their work environment. Yes, you can't control everything at your workplace, but it doesn't mean you're powerless.
Stress management isn't a big deal if you keep your focus clear and think about the aspects that ARE in your control. If you are over-occupied with work, then it might make your attitude stubborn or irritable. You can lose your confidence and your work will seem less rewarding. If you don't manage workplace stress at its initial stage, then it will ultimately result in bigger problems.
Here are some simple time management tips to regain your control over difficult situations and handle work-related stress effectively:
Analyze your daily schedule and responsibilities at home and work. Make a to-do list and estimate the time needed to complete tasks. Create a smooth balance between work and family life. Analyze your eating and sleeping habits (many people don't get enough sleep). Eat a balanced diet and try to get 6-8 hours of sleep.
It's not humanly possible to work well consecutively for 8-9 hours. Some people think that if they work uninterrupted for eight hours, then they can get more work done. This concept is not true. Instead, it will decrease your energy and productivity levels and lift your work-related stress level.
Avoid putting too much on your plate and scheduling tasks back-to-back. Don't over-occupy yourself and take on too many tasks for a single day. If you have heaps of tasks, then make a distinction between "should" and "must." Drop down tasks that are not on priority right now or remove them entirely from your list. Time management is essential to any workday.
Try to get to work early. Even 10-15 minutes can bring a huge difference between rushing toward your seat and peacefully starting your day. Don't add one more stressor to your list by arriving late to the office.
Take a few five-minute breaks throughout your day to keep your mind fresh. Go for a walk, stretch at your desk, conduct a breathing exercise, or engage in small chit-chat with your colleagues to keep yourself active. Sitting in one place the whole day can make you dull and lethargic.
Go out or get away from your cubicle for lunch. Stepping away from your tasks and taking small breaks will help you relax and recharge so you can conquer new challenges.
Pressure at work is sometimes motivating but an excessive amount of it results in stress. By effectively managing your time, you can organize your tasks, meet your deadlines, and beat work-related stress.
Need more help with your career?
AI is about to completely disrupt how we look for work. If you haven't used AI or ChatGPT in your job search, chances are your competition has. What does this mean for the job search process and the future of recruiting?
Due to AI and ChatGPT, anyone can slap together a resume and cover letter now, and that means everyone's resume and cover letter are going to look the same. Employers and recruiters aren't going to know if your skills and experience are real. They're not going to know if you're real.
So, what will they do?
@j.t.odonnell Replying to @christinamzc Here's How AI & ChatGPT Will Impact Job Search 😲😜🤔🤓 AI and chat GPT are going to have a huge impact on job search in the very near future. that's because they are making it possible for people to create fake resumes and cover letters. as a result recruiters and hiring managers are going to need a way to authenticate that you are who you say you are. I think that we're going to see a big transformation with some new technology that's going to enable us to prove our value to Employers in a new way. I think it's exciting times ahead but you'll want to pay attention because this will happen quickly and if you don't adapt you could be left behind. here's how job search is going to be directly impacted by this technology. and while you're waiting for it to happen if you'd like help with your resume check out the new tiktok series I've listed below that can help you. #AI #chatgpt #jobsearch #jobsearchtips #careertok #careercoachontiktok #coverletter #resume ♬ original sound - J.T. O'Donnell
Employers and recruiters are going to have to authenticate you somehow. The job search process will shift from resumes and cover letters to a new era where recruiters truly find you. And that means there's going to be new technology coming down the pike in the next year that is going to enable recruiters and employers to do that. This technology is going to authenticate you because it's going to use things like video in order to know that you are who you say you are.
Now, before you come at me and say, "Yeah, but they're making avatars," trust me, there will be new technology that's going to verify you are who you say you are and it's going to give you a chance to put yourself in front of hiring managers and recruiters and compete in a way you've never been able to before. Plus, it's going to increase the number of recruiters coming to you about open positions you'd be a fit for.
I don't know about you, but I hate knocking on doors and schlepping off resumes and never hearing back. This technology is coming now, and it will make it easier to connect with employers.
People often ask me, "Will I need a LinkedIn profile?" Yes, you will always need a LinkedIn profile. LinkedIn is the yellow pages for your business-of-one. It's how people find you. But it's tools that are coming down the pike to help compete against AI fakeness—that you'll use in conjunction with LinkedIn—that are going to completely change how you look for work because you're not going to look for work anymore. You're going to shop for jobs. You're going to be a job shopper. You're going to be discerning. You're going to know what you want, and what you want is going to come to you.
The day this technology drops and I can tell you about it, I am going to share it all with you and show you how to leverage it so that you can go out there and finally start getting the jobs you want and deserve. Good luck, and go get 'em!
Social media, artificial intelligence, virtual reality, and many more technological advancements are rapidly changing the world as we know it, and how we interact with it.
While change is good, too much change can feel overwhelming, especially if technology isn't your strong suit.
Not being the most technologically aware person can put a major damper on your job search or cause you to fall behind in your career, especially if your company is always innovating and changing software. But if you're still rocking a flip phone, haven't gotten the hang of social media, or struggling to incorporate technology into your everyday workflow, all is not lost.
Here are a few simple ways you can become tech savvy in your career:
If you find yourself constantly in fear of or rejecting new platforms and software, it might be worth it to change your perspective. Some people aren't that tech savvy simply because they aren't open to change or doing things a different way. While it's okay to get into a routine, being stubborn in this area can cause you to isolate yourself from the rest of the world, and could set you apart from other candidates (or co-workers) in a bad way.
That's why it's important that you try to see the positive side of technology. While there are downsides to technology, without it, you might not know what the weather would be like in a week, be able to reconnect with a friend, or do your job efficiently. There are two sides to every coin, but it's all in how you perceive it.
Another reason you might find yourself in the technologically disadvantaged group is because you're not testing the waters or exploring what's out there. Getting online or adding a bit of technology to your life is simple; it just depends on how you'd like technology to benefit your life or career.
Let's say you'd like to be able to control or monitor various aspects of your home. You might look into purchasing a Google Home or an Amazon Echo. If you want to become a social media guru, you might start by creating your own social profiles or taking a small online course on social media or digital marketing.
Just because you're not that tech savvy now doesn't mean you can't become tech savvy. So, get into the habit of exploring and discovering all the possibilities available to you in the world.
Some people have an innate ability to pick up any skill or use the latest device without much difficulty, but for others, this could prove a challenge. While you're working on changing your perspective and exploring new technologies, it's important to remember to ask questions, no matter how silly they seem. Whether it's through an online forum or at work, you should always be asking questions and seeking to gain a better understanding of how things work, especially those that impact your life and career directly.
The more willing you are to learn about new technology, the more you'll benefit in both your personal and professional life. It's important to remember that new technology is always going to be incorporated into the workplace and failure to keep up could have a negative impact on your career.
So, stay a step ahead, embrace the challenge, and become a tech-savvy worker.
These days, you're a simple Google search away from blowing recruiters away or making them rethink your candidacy for a job. So, it's important to stay on top of your online presence!
Plus, if you want to get noticed by employers or recruiters, you need to be proactive. Here are five things you can do TODAY to help you get noticed on LinkedIn:
How old is that photo on your LinkedIn profile? If it's old, it's time for an update. Upload a clean, professional photo of yourself. You don't need to hire someone to take a professional photo of you. Just make sure the lighting is good, your appearance is professional, and you don't have a distracting background.
Share articles that are relevant to your industry, that your connections might find valuable, or that you just think are interesting reads. By doing this, you're adding value to your connections and increasing your visibility within your network.
Send a message to check in and/or share an article you think they might find valuable. Nurture your network now and they will be more likely to help you out later when you need them.
In order to get recommendations or endorsements, you need to give them out. Write a thoughtful recommendation for a connection you know and trust. Give out a few endorsements to people who have showcased their skills to you. The more you give to others, the higher the chance they'll repay the favor.
Take a few minutes to go over your work history and make sure your numbers, keywords, and accomplishments are accurate. Do this now and you won't have to do a complete overhaul later. It's good to keep up with it!
If you want to get noticed on LinkedIn by recruiters, employers, or anyone else, it's critical to keep your profile and presence up to snuff. It's better to do it little by little rather than completely redo it when you need it most. Try using these tips today!
As CEOs ascend to the top of their organizations, many find themselves grappling with a paradoxical challenge: isolation. Despite being surrounded by teams and board members, a CEO can often feel remarkably alone in their decision-making process. This solitude, while not always apparent on the surface, carries significant risks that extend beyond the individual to the entire company.
In this article, Work It Daily experts from Vistage delve into the risks and negative business impact of CEO isolation. Read on to discover how CEOs can avoid isolation and implement practical strategies for fostering greater engagement, communication, and inclusivity within their organization.
“Mike, the team just doesn’t get it. They cannot see the big picture. I just need them to be accountable.”
How many times do you hear this or say it if you are a CEO? It's worth asking yourself, "What role am I playing in this story?" You may not like the answer but I am confident it will unlock you, your organization, and, ultimately, your happiness at home, work, and in your community.
So often business owners and CEOs self-isolate themselves without even realizing it. Their heavy workload and ultimate belief that they are wholly responsible for everything is too much burden for one person. There is no doubt they feel without them the stability and overall sustainability of the business won’t work.
This leads to two main outcomes: (1) lack of time to truly reflect, invest time in connecting with peers, and socialize, and (2) fear of delegation. The common issue as a CEO/business owner (fear of delegation) gets overwhelming the longer they fail to ask for help. Employees end up complying but are not committed because they wait for the “boss” to decide. It is a vicious cycle.
A few quick ideas to help:
1. Set boundaries at work. Allocate time for relaxation, exercise, or a hobby. Try one hour a week and grow from there. CEOs need to pay ATTENTION to where their time is spent.
2. Outsource non-core functions. Start to look at your leadership team as competent vs. only you can do it. Find a few things you would love to get off your plate and test a key leader with the work. You will build confidence and it will expand your capacity AND the organization's when you do.
3. Join peer groups. It is crucial to have people who are not involved directly with the business. They can provide a perspective you don’t have but they also “understand” what you are up against.
We often think we need to revolutionize how we operate when a few quick wins will give us the courage and confidence to take action.
Remember reality always wins, always.
Mike Thorne is a former CEO and current Vistage Chair. He leads and facilitates a group of trusted advisor entrepreneurs and a CEO peer group in New Hampshire and Maine.
To be a leader is to be isolated.
Leaders are constantly surrounded by people—yet don’t “BELONG” anywhere, truly.
Yet, an isolated leader is a dangerous leader.
Leaders can be isolated in many different ways. Each way has unique and negative consequences both for the leader and for the business and its employees.
For example, a leader could be isolated from their employees. In this case, they are unaware of the real issues and experiences happening within their company. These leaders think the company culture is great and struggle to understand why they have such a big turnover issue! Or perhaps they are so out of touch with employee needs and preferences that they are making decisions that actually hurt productivity and morale.
A leader could be isolated from reality. They could spend so much time IN the business (working on minutia or micromanaging their team) that they are not looking around corners for the business or paying attention to the market shifts and trends. The business becomes outdated and irrelevant.
A leader could be isolated socially. They are lonely. Leaders don’t have a true group to belong to at the office. Relationships are always clouded by the authority imbalance. You may have to fire a "friend." That will always put a damper on a relationship. This can create some moderate if not extreme depression.
A leader could be isolated intellectually. The pressure to perform and to be "always on" often results in leaders placing their own professional development needs last. This can isolate them from growing in areas both inside their industries as well as professionals and leaders in general. Leaders with limited learning are stunting their effectiveness. They MUST find peers outside their company to learn from. Peer advisory groups are a place to validate their thinking, have their decisions and actions questioned in safe ways (without risking their job, reputation, etc.), and gain the perspective and collective wisdom of other leaders outside their industry.
Will it always be this way?
How can leaders overcome the inevitability of isolation? It’s possible. But it starts in your head.
Clarifying the vision or version of the leader YOU want to be is the place to start. What do you value, specifically? List it out! Your mindset and beliefs about what a leader IS (what she/he creates) will always drive your behaviors and choices.
If you believe a leader never shows weakness or vulnerability, then me suggesting a strategy of creating psychological safety through shared vulnerability with your team will fail because deep down inside you don’t believe that’s how leaders should behave. You won’t be able to do it. So don’t even try.
The strategies you select must align with the leadership values you hold (or those you aspire to hold).
Isolation is inevitable in leadership. But its negative effects can be mitigated and managed with a proactive approach across the several domains listed above.
Kirsten Yurich is a former CEO and current Vistage Chair. As a clinician, professor, author, and executive, she leverages this unique blend and creates learning environments for executives to become better leaders, spouses, and parents.
For me, the problem of isolation started in an instant.
One day I was an employee, the next I was an isolated CEO. I quit a job to voluntarily go down a path all alone and was not sure what was in front of me. My personality, like most founders, has curiosity and risk-taking. There was probably a bit of courage, but naiveté can alleviate the need for courage. What’s the worst that can happen, I lose my house? Who cares.
But as you go down this founder’s path, isolation builds. Alongside the growing isolation are growing problems. The funny, or not-so-funny, thing about the problems is that they grow in number and grow in consequence. The always impending failure has a larger and larger impact not on just your life, but the lives of your employees, clients, and vendors. What goes from "What’s the worst that can happen, I lose my house?" becomes the same problem for others who count on you. The isolation builds and hampers CEO productivity.
Solving the isolation problem for those of us willing to admit that isolation is real was actually quite simple for me. I joined a Vistage CEO peer group. After attending a few monthly meetings, I learned how to be open, honest, and vulnerable. I don’t want to trivialize the act of becoming open, honest, and vulnerable, but when I did, the isolation relief came bit by bit. Yes, it is just a bit of relief, but doing so month after month, for me 12 years, provided enough cumulative relief to ride that scary wave, that isolating scary wave, that felt like it was going to crash down on me at any moment.
With that sense of relief and with the peer group, I learned what was necessary to grow the company and to take care of everyone that was counting on me.
Mark Fackler is a retired CEO and currently leads the Vistage CEO group that he was a member of from 1991 to 2002. He is passionate about creating great ROI for his member CEOs.
What's your experience with CEO isolation and its negative business impact? Join the conversation inside Work It Daily's Executive Program.
We are living through the next significant era. The AI Revolution, aka the Fourth Industrial Revolution, is upon us. It is very tempting to believe that AI, like ChatGPT, holds the key to landing your dream job. With promises of crafting impeccable resumes, cover letters, and acing interviews, it's easy to fall into the trap of thinking that a well-programmed algorithm can do it all. However, the truth remains unaltered: the power of human connection and authentic conversations truly shape your career trajectory.
Picture this: You've meticulously fed an AI with all your achievements, skills, and aspirations, and it spits out the most polished resume you've ever seen. This automated process might get your foot in the door, but what happens when you walk through that door? The interview room isn't where AI shines, and here's why.
Firstly, conversations and highlighting what makes you uniquely you is where true compatibility and synergy can be explored on the employer/employee fit. A resume might outline your accomplishments but YOU must convey your personality, values, and passion for the role.
These intangible qualities are the very things that build connections and make employers remember you. When you rely solely on AI-generated materials, you're missing a chance to showcase your uniqueness, which sets you apart from other candidates.
There is a reason a “love letter” to a potential employer has a significant effect on your eligibility for employment. That message, email, or video message can SHOW the recruiter how you align with the company's mission, vision, and values. Not just that but the hiring manager needs to be sure you will be a fit within the team.
Don’t believe me? Ask any of the thousands of Work It DAILY members who have utilized the disruptive cover letter and their success in getting an interview or accelerating their interview process.
Furthermore, utilizing AI to "game the system" by embellishing your resume can have dire consequences comparable to outright lying about your credentials.
In the information age, it's becoming increasingly easier for employers to fact-check and verify the authenticity of claims. Imagine the embarrassment of being caught off-guard during an interview when questioned about a skill you don't possess. Your credibility takes a hit and, suddenly, your AI-generated masterpiece crumbles under scrutiny. Hiring managers may sound a bit like Ariana Grande by saying “Thank U, Next” if you can’t back up what you have presented in your materials.
Employers are skilled at spotting discrepancies between AI-polished presentations and in-person interactions. Authenticity matters, and when it's absent, the disconnect is palpable.
So, what's the secret ingredient to triumph in your job search? It's the age-old power of genuine connection and networking. While AI can certainly streamline processes, human factors solidify relationships. Whether attending (even virtually!) industry events, participating in seminars, or even engaging on professional social media platforms, these interactions offer an opportunity to showcase your skills, passions, and character in a way that AI simply cannot replicate.
Success stories of professionals and executives repeatedly highlight the significance of networking. Meeting someone face-to-face, discussing shared interests, and forging a memorable conversation can open doors that no AI-generated cover letter can. It's about making a lasting impression, demonstrating your expertise through interactive discussions, and leaving behind a memory employers will recall when hiring decisions.
In conclusion, while AI has its place in optimizing certain aspects of the job search process, it is not a magic bullet that guarantees success. Rather than relying solely on automated tools to craft a perfect presentation, job seekers should recognize the immense value of authentic connection. Your skills, passion, and personality shine brightest in conversations that leave a lasting impact.
So, the next time you're tempted to let an AI take the reins of your job search, remember that genuine connections are your most potent weapon. Invest time in networking, engage in meaningful conversations, and let your authenticity drive your career journey.
Looking for your career network? Check out the 7-day free Work It DAILY community trial and stay for connections, events, courses, and more.
P.S. Don’t forget to say hi in my DMs when you join and reference this article!
Introverts often feel especially challenged by job interviews. They're meeting new people out of their element and, given the level of importance attached to an interview, it may ramp up nervousness and keep them from performing their best.
If you're an introvert who wants to perform your best during an upcoming interview, or just an extrovert looking for some additional interview help, apply these 13 interview tips!
1. Practice.
2. Practice.
3. Pract... Well, you get the idea.
Over-preparing will give you a sense of mastery that can calm your nerves and improve your self-confidence and performance. Know the company, job, your resume, and your career goals inside and out. Write out the questions and answers you want to practice and edit them with a critical eye to get started. Then, practice with someone else playing the employer (mock interview), even if it is only on the phone. You may need to do this more than once.
Before the interview, do a dress rehearsal in your interview attire and in person, if possible. If you can afford it, engage a professional—it is well worth the investment. If not, practice with someone whose opinion you trust.
4. Prepare notes that you can refer to during an interview.
Usually, it is perfectly expected for you to have a few copies of your resume, and a pen and paper, perhaps in a portfolio or folder. Don't write in full sentences and keep your notes to the top page of your pad. Leave plenty of space to jot notes in a different color ink so that they are easy to pick out. You can write questions for the employer on the next page.
5. Wear comfortable, suitable clothes.
Think about the setting and your personal style and kick up your attire one more notch. We recommend dressing one level above the company's dress code. Make sure that your clothing fits you well and is comfortable to wear sitting, standing, and walking. It should also look good front and back. Ask someone else's opinion. You will already be nervous enough—no need to add to it by allowing your mind to stray toward your outfit!
6. Visit the location early so you can visualize the setting.
This will also ensure that you know about any construction or other anomalies that may impact your arrival time and can react with a calm, cool demeanor. If it's a public location, a quick reconnaissance will provide additional information to increase your comfort level and limit any fears that can be fed by the unknown.
7. Breathe instead of saying um, uh, etc.
As an introvert, you may get especially nervous when you have to speak in a public or unique situation—such as an interview! Instead of filling the silence with random syllables, breathe in. Typically, we stammer when we are trying to find the right words and feel the pressure. Focus on breathing in once and then breathe out while you think. This is usually enough to buy you time to find your language.
8. Strike a pose.
As introverts (or even extroverts!) we sometimes worry that the interviewer will wonder if we have "spaced out" or "lost it" if it takes too long to speak. If you have a pose you normally strike when thinking (a hand on your chin?), do that. Or, you can rephrase the question while searching your mind for the perfect words.
Sometimes, the introverts I work with feel comfortable saying something like, "That is a good question, I am processing that as we speak!" A combination can also be employed, of course.
9. Smile.
Really—remind yourself to smile! When I worked as a telemarketer, many years ago, I learned that people can hear you smile when you speak. It is true. Well, if people on the other end of a phone can react to a smile, doesn't it stand to reason that an in-person smile will make even more of a positive impression? Take the interview seriously, by all means, but show your humanity as well.
A recent introverted client became comfortable sharing the fact that he is an introvert during the interview. It works really well as a prelude to your answer to, "What is something you have to work on?" or "What is your greatest weakness?"
10. Keep your answers positive.
There is no need to provide anything but the best of your best during the interview. Unless asked specifically about a weakness or a project that has gone wrong, keep your mouth shut. Even then, always put a positive spin on things, and highlight what you've learned and how good you have become at planning and avoiding X, Y, and Z (use the "Experience + Learn = Grow" model for answering behavioral interview questions).
If you are introverted, you may be harder on yourself than anyone else. The last thing you want is to give your mind something to gnaw on while you try to be "in the moment" during an interview.
11. Ask questions.
In order to avoid an interview feeling like an inquisition, ask questions. Approach the interview as if it were a conversation: you listen, you respond, you interact, and the interviewer does the same. If you can nudge the interview in this direction, you will feel a lot more confident and comfortable than if the interviewer is asking all the questions!
12. Watch your body language.
Leaning forward shows that you are interested and alert. Crossing anything sends the message that you are closed off and negative. Leaning back in your chair may give the impression that you don't care or are arrogant. Be careful not to fidget, doodle, or make faces while the interviewer is speaking or you are thinking.
13. Prepare for next time.
When you are safely out of sight, but before you get home, write down some notes about anything you might want to include in a thank-you note, ask in a follow-up or next interview, or could improve on the next time you interview for a job or need to speak in a public or unusual situation!
Interviewing as an introvert doesn't have to be so hard. We hope you found these thirteen interview tips helpful, and now you have the confidence to ace your next job interview!
Good luck!
In today's rapidly evolving business landscape, the difference between thriving organizations and those merely surviving is their ability to cultivate and nurture top talent. With the right talent development strategy, a company will foster the growth and success of its most valuable asset—its people—empowering the organization to rise to new heights of excellence and innovation. How can your organization effectively harness and develop its top talent to not only meet the challenges of today but also shape a brighter future?
We recently asked our leading executives for their best tips on how to develop top talent at an organization.
To develop top talent within an organization, CEOs/boards should think strategically and comprehensively about organizational needs and who on staff has talent in those areas—think "succession plan." After this, provide staff members who show promise with opportunities to work on some mid-high profile leadership projects.
Recognize, however, that these individuals may struggle on these projects from time to time (imposter syndrome) and that leadership can be a lonely activity so provide ongoing leadership coaching and feedback from non-evaluative leadership facilitators. At the same time, provide ongoing opportunities for top talent to collaborate/work together on projects (meet weekly/bi-monthly) and to engage in problem-of-practice consultancies facilitated by the CEO/senior administration.
John Schembari is a current K-12 teacher/school leader academic improvement coach and former school building and district administrator. He loves to draw, travel, swing dance, and read nonfiction.
Developing top talent in an organization is a critical aspect of effective talent management and long-term success. As an expert, I can offer guidance on how to nurture and grow your top talent:
By implementing these strategies, organizations can develop and retain top talent, fostering a culture of excellence and continuous improvement. Investing in employee development not only benefits the individuals but also contributes to the organization's long-term success and competitiveness.
Developing top talent isn't about cookie-cutter plans or following the herd. It's about daring to disrupt the traditional norms and reimagining what talent development means. Start by unearthing the hidden gems within your organization—those unconventional thinkers who might not fit the mold but possess raw potential.
Instead of confining them to standard roles, empower them to lead projects challenging the status quo. Encourage them to cross-pollinate ideas across departments, even if it initially seems unconventional. And forget about the safe zone—throw them into the deep end with assignments that stretch their abilities and force them to innovate.
Unleash the mavericks! Developing top talent demands audacity; it's about unearthing those hidden gems that defy convention and challenging them to reshape the future. Hunt for the quiet rebels, the unsung heroes buried within your ranks—they're the ones who shatter ceilings and obliterate limits.
But don't just hand them a roadmap; fuel their fire with opportunities that spark evolution. Plunge them into the heart of projects that teeter on the edge of what's possible. Let them wrestle with complexity, for it's in those battles that innovation is forged.
Traditional mentors are out; disruptive allies are in. Pair your talent with unconventional guides—artists, scientists, anyone who can spark new neural connections. Disruption doesn't come from the familiar.
Embrace reverse mentorship, where the rising talent teaches the established leaders a thing or two about new technologies, fresh perspectives, and the changing workforce. Shake up the routine by hosting "failure parties" to celebrate the risks taken and the lessons learned because failure is the ultimate teacher in a disruptive world.
Remember, developing top talent is an ongoing process that requires commitment, patience, and a genuine investment in your employees' growth. By fostering a culture of learning and empowerment, organizations can create an environment where top talent thrives and contributes to long-term success.
In today's competitive business landscape, the success of an organization hinges on the quality of its talent. Attracting and retaining top-tier professionals is only the beginning; the real challenge lies in developing that talent to its fullest potential. A strategic approach to nurturing and honing the skills of your employees can create a workforce that not only meets current demands but also drives innovation and growth for years to come. Let's delve into key strategies for developing top talent within your organization.
Cultivate a Learning Culture
A learning culture is the cornerstone of talent development. Encourage continuous learning by providing opportunities for employees to acquire new skills, attend workshops, and access online resources. Support them in pursuing certifications and advanced degrees that align with their career paths. When employees feel that learning and growth are valued within the organization, they are more likely to invest time and effort into their own development.
Personalized Development Plans
I’ve seen that a one-size-fits-all approach to talent development is a thing of the past. Each employee has unique strengths, weaknesses, and aspirations. Work with them to create personalized development plans that align with both their career goals and the organization's needs. Regularly revisit and update these plans to ensure they remain relevant and challenging.
Dual Mentoring and Coaching for Holistic Growth
Implementing a dual mentorship program that pairs seasoned top executives with rising talents facilitates a two-way exchange of insights. On one hand, top executives provide invaluable guidance and strategic direction to their mentees, helping them navigate challenges and cultivate skills. On the other hand, these executives gain fresh perspectives from their mentees, reconnecting them with the pulse of the organization and innovative ideas.
Stretch Assignments
Give high-potential employees the opportunity to step outside their comfort zones by assigning them tasks or projects that require them to develop new skills. Stretch assignments challenge individuals to rise to the occasion, fostering both skill growth and confidence. These experiences also help identify emerging leaders within the organization.
Regular Feedback and Performance Reviews
Transparent and constructive feedback is essential for growth. Implement regular performance reviews that go beyond annual evaluations. Provide timely feedback on accomplishments and areas for improvement. Create a safe space for employees to discuss their career goals and express any concerns they might have.
Skill Development Workshops
Host workshops and training sessions that target specific skills relevant to the organization's objectives. Whether it's leadership skills, technical expertise, or soft skills like communication and teamwork, investing in these workshops empowers employees to contribute more effectively to their teams and the organization as a whole.
Recognition and Rewards
Recognizing and rewarding outstanding performance not only boosts morale but also incentivizes continuous improvement. Implement a recognition program that highlights exceptional achievements and encourages others to aim for excellence. This recognition can come in various forms, from monetary rewards to public acknowledgments.
Opportunities for Career Progression
Top talent seeks growth opportunities. Establish clear career paths within the organization, complete with advancement criteria. Provide a roadmap that enables employees to visualize their trajectory and the steps required to reach the next level. This fosters a sense of purpose and commitment to long-term growth.
Collaborative Projects
Encourage cross-functional collaboration on projects that require employees to work with colleagues from different departments. This not only exposes them to diverse perspectives but also cultivates teamwork and adaptability—crucial skills for career advancement.
Empower Decision-Making
Provide employees with opportunities to make decisions and take ownership of projects. Empowerment fosters a sense of responsibility and accountability, encouraging individuals to develop problem-solving skills and strategic thinking.
Developing top talent is an investment in the future success of your organization. By nurturing the growth of your employees, you're not only shaping their careers but also contributing to the long-term success of your organization in an increasingly dynamic and competitive world.
To delve deeper into strategies that foster talent growth and organizational excellence, I invite you to explore my book, "How to Develop a Brand Strategy," which provides a step-by-step guide to crafting a robust brand strategy that aligns with your business goals. Just as nurturing talent propels businesses forward, a strong brand strategy propels your organization to stand out in the market.
How do you develop top talent at your organization? Join the conversation inside Work It Daily's Executive Program.
Picture this: You're about to deliver a presentation. As you step onto the stage, the audience applauds, eagerly awaiting your words. They're all ears and ready for your speech to unfold—essentially, they're at the peak of their attentiveness.
But how should you kick off your speech? Let's consider the following options:
1. Manners first. Start by thanking the emcee for a fantastic introduction or the event organizers for the invitation. For example: "I want to express my heartfelt thanks for that wonderful introduction and for having me here today as your speaker."
2. Convey enthusiasm. Infuse excitement into your opening words. For example: "I am absolutely thrilled and honored to be standing here, addressing this vital subject."
3. Boost the energy! Encourage the audience to clap for themselves or for the event organizers. For example: "Give yourselves a round of applause! Your presence here is truly appreciated!"
4. Keep it simple with a self-introduction and bio: “Hello, everyone! My name is…”
The answer is E) None of the above. Not one of these options is ideal for launching your speech effectively. By relying on these conventional and somewhat uninspiring techniques, you're not fully harnessing your power to connect with the audience. In fact, you might unintentionally divert their attention away.
There's a better way to begin your presentation: Pause briefly. Lock eyes with your audience, building anticipation. Then, dive into one of the best (and my favorite) opening strategies: tell a compelling, emotionally charged story that instantly hooks your listeners in the first few words.
[Secret insight! A momentary pause is one technique professional actors use when beginning a monologue audition—it ensures the judging panel's undivided attention.]
Your job as the speaker is to do one or more of the following: teach, entertain/inspire, or persuade your audience. At the start of your speech, your primary mission is to grab the audience’s attention and draw them in. Failing to hook listeners at the beginning might result in them zoning out and missing the key points you’re about to present.
None of the four options posed at the beginning are interesting or will capture attention. Let’s break them down to dispel any doubts.
Manners first or conveying enthusiasm: If you want to thank people or say how excited you are to be there, you can! Later on in your speech. Your opener is no place for anything unrelated to your main topic. It’s your golden moment. Don’t waste it.
Boosting energy: While encouraging applause can elevate the room's energy, remember that you’re not a warm-up act at a pep rally. Also, if your topic is serious, clapping might seem out of place. Earn that applause through your content!
Simple self-intro: Introducing yourself might seem logical, but chances are, you've already been introduced in the program, on the screen behind you, or through promotional material. Apologies, but reiterating your name or going through your bio isn't a powerful enough opener…unless you're a one-name celebrity (and if so, I'm flattered you are reading this!).
Why is it critical to capture your audience's attention from the get-go? Here’s where the psychological effects of primacy and recency come into play. Simply, people tend to remember the first and last things you say. Make those moments count. (More on how not to end your speech in another post.)
A reality check: You're competing with smartphones, fatigue, and even refreshments. Have you seen audiences scrolling through social media during a keynote speech? I certainly have. Don’t be boring. Thanking people, begging for applause, saying how excited you are, or starting with your bio might push the audience towards checking emails instead of listening to your critical message.
What are some of the most captivating speech openers you've heard? Please share!
Discover the incredible power of public speaking, a core skill that can transform your career and elevate your everyday interactions. Don't worry, it's totally achievable—anyone can conquer the art of speaking and presentations through practice. If you want to level up in this area, join me (on LinkedIn or visit my website) for some seriously cool techniques rooted in behavioral science, marketing strategy, and the performing arts. You deserve to be heard.
While the pressure of doing well in your job interview may be over, there's still work to be done. Following each job interview, always send a thank-you note. Not sending one can cost you. But at the same time, sending one that you don't put much thought into can backfire as well.
While the follow-up thank-you note is not the defining factor of whether you will get the job, if written effectively, it does help maintain your standing as an impressive candidate for the position.
There are plenty of tips on how to write a good follow-up thank-you note. Here, we'll focus on signs your thank-you note isn't ready to be sent to a potential employer—yet!
Yes, they may be small details, but one little mistake is enough to hurt your chances of landing the job.
Check your thank-you note for any misspellings or grammatical errors, and make sure you address it to the correct person. The last thing you want to do is misspell someone's name. Like your resume, your thank-you note requires an extra pair of eyes for proofreading.
"Thank you for the meeting! It was a pleasure."
Of course it was! Just about every other person who's been interviewed will say the same.
Your thank-you note needs to help you differentiate yourself from all other job applicants. Reflect back on the job interview and highlight a particular point for your message where you can express genuine interest in working for the company and with those you met at the interview.
Avoiding coming off as generic in your thank-you note also means you're customizing your message for each individual you met with. Never send out the same note because it may be shared between the hiring manager, department head, and other individuals you shook hands with at the company.
A follow-up thank-you note is not like writing to a pen pal. Keep the message professional and succinct. Highlight a specific point in the interview that can serve as your basis for communicating your interest.
The follow-up thank-you note should ultimately help you build a platform for continued communication with the employer throughout the entirety of the hiring process.
If an entire week has passed since the job interview and you're just getting to sending the follow-up thank-you note, you're telling the employer you don't care much for the job.
It's always advised to send the message as soon as possible—within 24 hours of the interview. The sooner that follow-up thank-you note reaches their inbox, the more excited you'll seem about the job opportunity.
As you craft your follow-up thank-you note, be sure you're not making any of the mistakes above. Send a message that is unique and effective to help keep you in the running!
In this week's edition of the Work It DAILY Weekly Update, we discuss the importance of employers offering outplacement services and briefly touch on how recent events nationally impact the workplace.
Last week, the National Bureau of Economic Research officially declared that the U.S. economy was in a recession.
For the millions of people who have lost their jobs, this doesn't come as a surprise. Making matters worse is the fact that the newly unemployed are heading into this recession lacking the basic job search skills they need to navigate the competitive job search process that accompanies a recession.
In some ways, this would be an easy problem to address if more companies offered outplacement services to the employers they let go. Unfortunately, most don't!
Work It DAILY founder and CEO J.T. O'Donnell touched extensively on the issue recently via her LinkedIn newsletter and podcast JT Talks Jobs.
Most companies offer job coaching/outplacement to laid-off executives, but not the rest of the workforce, according to O'Donnell.
As part of tax code changes made in 2017, people are no longer allowed to write off job search and coaching as an expense on their taxes, which puts even more burden on those impacted by layoffs, while companies are able to write it off as a business expense.
O'Donnell suggests that those who have been laid off should go back to their former employer and ask for assistance with job coaching, while challenging managers or business leaders who have laid people off to go back to their executive teams and ask them to find it in their budget to pay for outplacement for their staff.
There's a misconception that outplacement is expensive and will break the bank for their companies. However, this is no longer the case! Services like the ones offered by Work It DAILY are both affordable and can be done virtually through a computer or phone application.
Companies need to be more open-minded about helping layoff victims secure outplacement/career coaching services. Not only is it the right thing to do in this recession, but it's good business!
For one, the sooner your former employees get jobs, the less you pay in insurance rates. But, most importantly, employees will remember how they were treated in their time of need. Those employees will take to sites like Glassdoor and Indeed to share their experiences, and bad experiences have a way of sticking with companies and hurting their employer brand.
No one knows how long this recession will be, or the ultimate damage from it, but anything a company can do to help laid-off employees will go a long way towards putting the company on the right side of history.
Exercise and media company Peloton was one of the first companies to make a major statement about racism in the wake of George Floyd's death.
Peloton made the poignant statement via Twitter and the message included the announcement that they were making a $500,000 donation to the NAACP.
As stated above, many U.S. companies are trying to figure out ways to show support and join the fight against racism.
For some companies, it's putting out public statements against racism. Others are donating to African-American causes, and many more companies are holding discussions about how to meaningfully participate in making positive changes to both the workplace and society.
Out of all these steps, having ongoing discussions about race and diversity is the most important. It's important that discussions not only happen now in these times of unrest, but they continue. The only way to make positive change is to constantly keep these issues at the forefront.
What meaningful change looks like and the timetable for it will vary by company and that company's circumstances, but one thing is for certain moving forward: remaining silent isn't an option.
Businesses are an essential part of society, and all of society must participate in making a difference. The Harvard Business Review recently linked some helpful articles and books to help discussions about race and there are also many great organizations that empower African Americans that are worth learning more about.
Give yourself an even greater edge by becoming a Work It DAILY member today! Get access to one-on-one career coaching, resume and cover letter reviews, online tutorials, and unlimited networking opportunities—all at an affordable price.
As businesses strive to create environments that foster diversity, inclusivity, and fairness, the imperative to understand and implement effective strategies for promoting gender equality in the workplace has never been more pressing. A workplace that promotes gender equality is a workplace where innovation and productivity flourish, driving long-term organizational success. What practical strategies can leaders implement to help create an inclusive and equitable work environment where everyone can thrive?
We recently asked our leading executives for their best tips on how to promote gender equality in the workplace.
No more playing it safe with surface-level initiatives or empty gestures. It's time to unleash a storm of innovation and redefine what it means to truly champion gender equality in every corner of the professional realm.
Step 1: Shatter the Status Quo - Throw out those old-school gender roles and expectations. Men in leadership and nurturing roles? Absolutely. Women in traditionally male-dominated industries? You bet. Let's obliterate the barriers that have held us back for too long.
Step 2: Pay Parity or Bust - No more excuses. Audit those payrolls and fix the wage gap pronto. It's time to show that the value of your work has nothing to do with gender. Pay up or prepare to face some significant disruption.
Step 3: Fierce Flexibility - Flextime isn't just for show—it's for real. Allow everyone to craft their schedules around their lives. Parent-teacher meetings, gym time, creative pursuits—let's blend work and life in a way that makes sense for everyone.
Step 4: Gender-Blind Hiring - Resumes with no names, no gender indicators—just skills and experience. It's time to pick talent based on capability, not gender assumptions.
Step 5: Parental Leave for All - Parental leave that doesn't discriminate. Dads, moms, adoptive parents—everyone gets a chance to bond and support their families without fearing career repercussions.
Step 6: Mandatory Unconscious Bias Training - Nobody escapes this. Everyone, from the CEO to the intern, gets a reality check on their biases. It's time to level the playing field by leveling the mindset.
Step 7: Leadership Overhaul - Time to rewrite the leadership narrative. Promote women not just because it's trendy but because they're qualified. We need diverse voices at the top calling the shots.
Step 8: Transparency Talk - Publish diversity and inclusion data. Let everyone see precisely where your workplace stands.
Step 9: Speak Out, Stand Up - Foster an environment where calling out inequality isn't risky business. Encourage employees to speak up and back them up when they do.
Step 10: Disruptive Mentorship - Pair rising stars with seasoned pros from all walks of life. Gender, age, industry—mix it up. The wisdom doesn't just flow one way.
Step 11: Men as Allies - Men, it's time to join the fight for gender equality. Amplify women's voices, challenge the system, and acknowledge that when one of us rises, we all do.
Step 12: Fearless Flexing - Embrace employees who challenge the norms. Please encourage them to break boundaries and create initiatives that amplify gender equality like never before.
So, there you have it—a disruptive approach to gender equality in the workplace. It's time to shake things up, challenge the norms, and make equality more than just a buzzword. Let's create a workplace where everyone thrives, regardless of gender, because we're in this together for real change.
The music industry has experienced gender inequality for decades where women are still vastly under-represented. We have an outrageous gender gap that is improving but at a nominal rate and we need more equity leadership from all music entities.
Thirty percent of music artists identify as females on the Billboard Hot 100 today. Basically, this means that there are 3.5 men for every 1 woman represented in the music industry. We have to correct this inequity, but the question is how?
The runway for men from the top 100 position to the top 20 position is much easier than the mapping of females to a top 20 position. It is painfully obvious that it is harder for women to break into music and to make it into the top where 70% of men are making the breakthrough over a longer runaway. Women are expected to go straight to the top quickly and it’s just not realistic or fair.
What are the solutions to consider?
1. Music label initiatives to sign and seek more female artists, providing better budgets to support music production and distribution.
2. Rip the Band-Aid off the issue exposing the narrative about the inequities in the industry that exist with a lack of female music engineers, music, executives, and other parallel roles within the music industry. Provide opportunities to speak on the issue and to amplify the need to have better equality.
3. Demand that streaming platforms support marketing campaigns that feature women. An amazing example of this is the EQUAL campaign at Spotify, where major marketing dollars are put to the test behind international female artists, virtually unknown music artists, that include worldwide promotions such as Times Square billboards, live events, and other marketing activations. Spotify has successfully provided support for female music artists to tell their stories through music and increased fanbase growth and overall support of women in music.
4. Providing an educational track at the elementary school level encouraging more music programs targeted at females including writing, composing, and vocal training.
5. Become more transparent about pay inequity, and close the gap.
6. Move from a mentorship mentality to a sponsorship mindset.
With a huge gap in gender within the music industry, we must become better advocates for women and female artists.
The industry has always been difficult to break through, but it’s particularly harder for women who are struggling to map their journey through unfair territory. Please leave comments and thoughts and help us to create a more equitable environment in the music.
Kathryn Marshburn has spent 12+ years in the music and gaming industries guiding teams on identifying targeted goals with an agile approach resulting in driving revenue and reducing risk.
Gender inequality has been a hot topic of discussion and concern lately. While progress has been made in recent years, there are still areas where gender disparities exist.
In the face of these staggering statistics, it’s imperative to address gender inequality in all spheres of life, including the workplace. When there is a lack of diversity in decision-making, it eliminates the viewpoint of a huge percentage of the population. So, how can organizations take concrete steps to promote gender equality in the workplace?
Promoting a workplace culture of gender equality empowers organizations to harness their workforce’s full potential, fuel economic growth, and foster inclusivity. Embracing gender equality nurtures an environment where every voice matters, bolstering employee satisfaction and retention. Beyond a moral duty, it’s an investment in the future of organizations and societies, propelling progress.
For a step-by-step guide on how to develop a brand strategy, check out my book How to Develop a Brand Strategy.
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Effective verbal communication can help to ensure that everyone is on the same page and avoid misunderstandings. Misunderstandings can arise when verbal communication is unclear which can lead to confusion and even conflict. According to Liz Papadopoulos, “Effective communication requires more than an exchange of information. When done right, communication fosters understanding, strengthens relationships, improves, and builds trust.”
Does your team have new team members? If so, help them build camaraderie so that they can respect, trust, and care for each other. A key attribute is for them to be able to communicate together.
For example, when having team meetings, make sure everyone has an opportunity to speak and be heard. Each team member should feel safe to be authentic and express their opinion to the group. After all, each team member is valuable and brings something different to the table. And don’t forget that cultural differences can impact verbal communication styles.
One part of verbal communication is speaking skills. You need clarity to speak clearly and concisely to effectively communicate. Your tone, which includes volume and inflection, can also impact how your message is received. If your voice is loud and carries, are you cognizant that you may be perceived as intimidating?
Another component is listening skills. When someone is speaking to you, pay attention to and listen to understand what the speaker is saying. When you actively listen, you’ll be able to understand and appropriately respond as well as ask clarifying questions. How would it make you feel if someone didn’t completely listen to you and jumped to their own conclusions? According to Stephen Covey, “The biggest communication problem is we do not listen to understand. We listen to reply.”
Both speaking and listening are important. For example, at a job interview, the organization is interviewing you about several elements including your skills, accomplishments, and fit into the organization. At the same time, you’re interviewing the company to find out about their company culture, growth opportunities, and whether the role is a good fit for you.
How good do you think your verbal communication skills are? Do you struggle to verbalize your ideas and thoughts clearly? Do others fairly often misunderstand or misinterpret what you’re saying? Or are you uncomfortable speaking in front of people and avoid public speaking at all costs? If so, you may benefit from improving your verbal communication skills.
There are several ways to improve your verbal communication skills including:
Having strong verbal communication skills is important in both your personal and work life. Whether you are meeting and building a new relationship, interviewing for a role, resolving a customer service call, or collaborating with Marketing on a new service, it’s critical to be able to express and exchange information.
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Every time you interview, your main purpose is to convince the employer to hire you. The job search is a sales process. The hiring manager (your future boss) is the "customer," and you are both the sales rep and the product. Why should they choose you over all the other "products" out there?
During the interview process, the hiring manager might ask you, "Why should we hire you?" Here are some tips for how you can effectively answer this tough interview question and stand out from other job candidates:
This question is actually a fantastic opportunity for you to summarize why you'd be a great hire.
Always focus your answer on what benefits you bring, what problems you can solve, and what solutions you can provide. Never, ever say that they should hire you because you need the job or because you really want it—or anything remotely related to your reasons for wanting the job. This is your chance to connect the dots and help the employer see why you're the best person for the job.
Think about things you know the hiring manager (interviewer) is looking for—skill sets, background, character traits, personal qualities, education, experience, or anything else that will make you successful in this role. Relate your answer to these things.
Explain how you meet the employer's needs and give an example to support your answer.
Your answer should be framed like this: "You should hire me because you've said you want someone with A, B, and C. I fit all of your requirements. I have A (say what that is), B (maybe give an example), and C (elaborate further)."
This will help you stand out from the other candidates and it gives the employer a reason to hire you.
Typically, this question will come toward the end of the interview, so you can refer to what you've already talked about, or mention something new that you know they'd be interested in. If it comes in the beginning, use the job description and your research to answer:
Give them examples of what you have achieved in the past. If you haven't done this job before, talk about similar things you've done or qualities you have that will make you successful in this new role.
It's never easy to answer "Why should we hire you?" in a job interview. However, if you do these three things, you'll be able to articulate your skills, experience, and qualifications with ease. And you'll impress the hiring manager in the process!
As a career coach for 20 years, I've worked with people who are so nervous to go into job interviews that they literally sweat through their clothes. Thankfully, there are a few things that significantly helped them stay calm and confident in job interviews so they could make a great first impression and land the job they want.
Here are three tips I have taught all my clients who are going into job interviews to utilize in order to feel calmer and show more confidence. I think at least one of these will help you...
@j.t.odonnell 3 Job Interview Tips To Make You Calmer & More Confident 😀👍♥️ For years I've been coaching people that get so nervous in job interviews that they sweat through their clothes. as a result I've built a lot of tools and tips to help them succeed in job interviews. these three tips have been the most successful for people who need to be more common focused. the benefit is when you do these things you'll also appear more confident. knowing how to reset yourself in a job interview is very important. you also need to know how to answer really difficult questions in a way that shows the person asking them that you are not afraid. I think you'll find these three tips super helpful and if you like what I suggest you may want to check out my new tiktok series on the 18 hardest behavioral questions and how to answer them correctly. I think it'll give you the confidence you need to truly succeed in your next job interview good luck and go get'em! ♬ original sound - J.T. O'Donnell
3 Job Interview Tips To Make You Calmer & More Confident 😀👍♥️ For years I've been coaching people that get so nervous in job interviews that they sweat through their clothes. as a result I've built a lot of tools and tips to help them succeed in job interviews. these three tips have been the most successful for people who need to be more common focused. the benefit is when you do these things you'll also appear more confident. knowing how to reset yourself in a job interview is very important. you also need to know how to answer really difficult questions in a way that shows the person asking them that you are not afraid. I think you'll find these three tips super helpful and if you like what I suggest you may want to check out my new tiktok series on the 18 hardest behavioral questions and how to answer them correctly. I think it'll give you the confidence you need to truly succeed in your next job interview good luck and go get'em!
1. Wear/bring something that will be a cue to relax.
The first tip that will help you stay calm and confident in job interviews is to go into the interview with something that, when you notice it, will be a cue for you to take a breath and relax and put a smile on your face. For example, if you wear jewelry, put the ring on a different finger or the watch/bracelet on the other wrist. If you usually carry a pen, bring a different color pen.
When you notice this one thing, don't over-smile, but take a breath and remind yourself that you're not there in an interrogation. You're there potentially meeting a new colleague. And when you look at it that way, that you're there to make a friend and get to know somebody, you will take that breath, you will smile, and you will relax. And the more you notice it, the more you'll connect with who you are in that moment so that you're giving off the right body language and facial expressions because that's a big part of your communication in a job interview.
2. When you get asked a difficult question, begin your response with, "That's a great question," and remember to smile.
Whenever you get asked one of those difficult questions in a job interview, those questions that just make us anxious, condition yourself to say, "That's a great question," because, psychologically, in my experience, when you say that's a good question and you say it with a smile on your face, you approach it like, "I'm going to answer this question the best that I can."
Also, the hiring manager knows they're asking you a hard question. That's why they're asking you. They want to see your reaction. So when your reaction is, "That's a great question," that tells them you're not afraid of that question. You're ready to answer that question—a sign of confidence.
3. Learn how to answer behavioral interview questions.
The last and most important tip that will help you stay calm and confident in a job interview is to learn how to effectively answer behavioral interview questions. This is an essential part of interview prep.
Behavioral interview questions are open-ended questions designed to get inside your head and help the hiring manager learn how you think. And by having to give more than a one-word answer, it reveals more about your personality in the workplace, your aptitude, whether or not you're flexible, and your whole mentality and strategy. And this is really important because they're trying to find the right person for the job. By learning how to effectively answer behavioral interview questions, you'll be sure to show the hiring manager you are the right person for the job.
It's completely normal to feel nervous before a job interview. I hope these three tips will help you stay calm and confident during your next one. Good luck, and go get 'em!
Not all of us are fortunate enough to land our dream job, aka the kind of job we dreamed about having when we were kids. For some, a dream job would be becoming a teacher, a fireman, a pilot, or any other job you would be thrilled to have. You should consider yourself lucky if you land your dream job at some point in your life.
Perhaps the most perplexing part of the hiring process is that many people end up in jobs that don't line up with what they studied in college. For example, you may have studied law but could have ended up balancing ledgers in a commercial firm for a living. If you want to find out what careers you'd thrive in, take this FREE Career Decoder Quiz!
It's one thing to pursue your dream job, but it takes time and dedication to actually land it.
If you're chasing your dream career, follow these tips for your chance at success!
First and foremost, it's important to narrow down what exactly your dream job is. Anybody can dream, but it takes hard work to turn this dream into reality.
It's important to know who you are, your strengths and weaknesses, and how you can effectively use those strengths and work on your weaknesses. A good approach to this is to be calm and positive, as well as objective.
Determining what your dream job is based on your strengths, competencies, and capabilities are all great first steps in realizing your career goals and dreams.
Both employers and employees need to benefit from one another in the hiring process.
From an employer's perspective, it is in terms of finding solutions for their problems and contributing to the overall goals and objectives of the business.
As a candidate for your dream job, you need to think of how well you can add value to the company, and how you can use your skills to better the company as a whole. This type of thinking will set you apart from other candidates.
Companies operate in competitive environments, and because of that, it's necessary that those in pursuit of their dream careers need to make some personal and organizational sacrifices. Effective skill selling means you take your qualifications, experiences, skill sets, and competencies and use them to attract and retain prospective employers.
While it is necessary to present your credentials in a fair light, it's also important to substantiate facts and evidence through quantifying your experience. However, you shouldn't sell yourself short, as doing so could hinder sustainable career growth and development.
There are lots of reasons to pursue dream jobs, including growth prospects and job satisfaction. These reasons need to be nurtured and satisfied in the dream job.
It's also important to consider that your concept of a dream job may change over time, and what may have been considered a dream job before may not be the case anymore.
You need to identify if your skills and competencies are in sync with market realities before making the final call on a dream job. You should create focused plans and strategies aimed at helping you land a job you'll love.
Remember, when looking for your dream job, you should consider a blend of rewards and growth opportunities, as well as map out a plan to meet your goals head-on.
Interviewing is nerve-wracking even in the best of circumstances. If you feel like you're under a microscope, it's because you are! Employers want to make sure that you can do the job. But, just as importantly, they want to determine if you can fit in with their team.
Likability is an intangible component of your interview, so how do you ensure that you come across as likable as well as competent? What do you do when your interview isn't going in the right direction?
The fact is that there is no magic formula. Your best bet is to prepare for the interview as well as you can. If the interview doesn't seem to be going well, you can try to pivot a little, but sometimes there is nothing you can do. If the interviewer has already made up their mind to go with another candidate and they're just going through the motions by interviewing you, that isn't on you.
These things do happen, though, perhaps more than we know. You need to be aware of what is going on during your interview so that you can try to adjust to the extent that you can.
Here are three signs your job interview isn't going well:
You may have a story of a success that in the past has gotten nods of approval or smiles from your interviewer(s). If you tell the same story with the same zest and you don't get the same or similar reaction, it may mean that they aren't listening, didn't get the point of the story, or missed the importance of the success.
It could also be a sign that you have failed to connect with the interviewer from the start, and they aren't as attentive as you need them to be to get why you are the most qualified candidate.
If the interviewer keeps looking at their phone or computer screen, they may be displaying a lack of interest in what you have to say, or they may just be distracted by something that is going on that is taking precedence over your interview. Perhaps they are monitoring an emergency situation, but they can't or don't share that with you. Or maybe they have just decided that they aren't going to hire you, so nothing you say will make a difference. Again, they are just going through the motions.
Without being rude yourself, there is little you can do to get them to pay attention to you unless you manage to get their attention with a witty remark or a humorous story. Everyone usually responds to humor if it is well-delivered and natural. Not everyone can pull that off, however, and it is especially challenging if you are nervous.
If the interview has gone badly, interviewers won't ask if you have any questions for them and they won't offer what the next steps will be. If you ask and they seem vague or reluctant to tell you when they expect to fill the job, that is another sign that you probably aren't going to be considered as one of the finalists.
Sometimes circumstances are just out of your control, and there is nothing you can do to save an interview that isn't going well. As a post-interview exercise, you should consider—from hello to goodbye—how you believe you performed and what the reactions of your interviewer(s) were.
If the interview has obviously gone bad and you are pretty sure you aren't going to receive an offer, chalk it up to good experience and move on. Learn from the experience. Avoid blaming the entire situation on the interviewer. Perhaps you could have done something to engage their interest and change their minds about you during the interview.
Take responsibility for your performance and try to figure out how you can improve moving forward. Learn from your mistakes, adjust your approach if necessary, and move on. Perhaps that job wasn't the best one for you anyway. Maybe not getting that job is a good thing. It frees you up for a better opportunity which may be just around the corner.
Interviews are a necessary part of every job search. Learn how to prepare. Learn how to handle your nerves. Practice with a friend or a coach until you hone the answers to the questions you are sure to be asked and can deliver them with confidence. Nothing replaces appropriate preparation, so if you do the work, you'll always see results. Your hard work will pay off, we promise!