Do you want to be the boss or manager that everybody loves and respects? Someone they don't walk all over, but they feel like you get them and want to go to the moon for you?
Becoming the boss everyone loves and respects is a big deal right now because you're hearing about everybody working their wage and quiet quitting. But we know that when teams are inspired, when they love their leaders, they're happier at work, too. Not only do they want to do the work, but they're happier at work and it's a better vibe.
So I'm going to show you how to make that happen...
Becoming the boss everyone loves begins with understanding yourself in two specific areas, and then training yourself to understand your team in these two specific areas.
The first one is your communication style. I actually call them interaction styles in the workplace. It's how we interact with one another. You're going to have a dominant style and the people around you are going to have different styles. Some styles are easier for you to understand and motivate than others. It's those styles that are polar opposite of yours that are going to require you to do more work to connect with those individuals.
The second one is about creating value. All of us like to work in certain ways, and there are eight main ways that people create value in the workplace. But if you can tap into their top ways, the way they prefer to create value, they will feel insanely productive and satisfied. It also means you can start dropping people in the right roles so that their work feels easy to them, but they're completely exceeding expectations. And now you look like a rock star.
As a manager, you understand people and their needs. You're communicating with them in a style that they need and you're putting them in roles and making them successful based on their strengths and how they create value.
If that makes sense to you, then there are two free quizzes that you can take. I have trained many a manager on this and they completely change how they interact with their team, how they leverage their team strength, and how they motivate individual team members. And again, they become beloved.
When you're loved and respected, you know your team is going to go to new heights and they're going to be happier. It's a win-win situation.
Right now, with the current work environment, it's very important that we as leaders pay more attention to this and we build relationships based on these two vital things that we must understand about the people who report to us. I promise you this is going to make it fun and easy for you to bring your team together and get them to the next level.
Good luck, and go get 'em!
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When we think of communication skills, most of us just think about written and verbal skills. For verbal communication, there is more than just talking and active listening. There is a third component—non-verbal communication skills. These are the ways you convey your message excluding words. What does that mean? Non-verbal communication includes things such as facial expressions, hand gestures, posture, and even how you’re dressed.
Non-verbal communication skills can provide clarity and depth to the message or allow one to better express a specific feeling (such as happiness, empathy, or concern). This is important and can help you make your message more compelling or persuasive, which in turn can make you more credible and trustworthy. This applies to “reading” your audience too.
If you’re a salesperson, understanding the body language of your client can help you tailor the conversation and approach toward your desired outcome. Or if you are talking with someone with a different culture, make sure you’re culturally sensitive. There may be non-verbal cues such as handshakes, bowing, or eye contact that may be inappropriate and possibly disrespectful. You don’t want to inadvertently make a social blunder or faux pas.
And how important are non-verbal communication skills? Did you know that non-verbal communication accounts for ~93% of a conversation? Yes, that means only ~7% of the communication is the actual words.
How effective is your ~93% of the conversation? Do you feel that people frequently misinterpret or misunderstand you, or seem confused? Or do they struggle relating to your non-verbal cues? And if your conversation is virtual (such as a large Zoom meeting) then you’ll need to pay extra attention to the non-verbal cues. For example, are some people constantly looking away, having their arms crossed, or fidgeting in their seats?
If you have a big presentation or job interview coming up, you want to ensure you convey confidence and professionalism. After all, Will Rogers said, “You never get a second chance to make a first impression.”
Improving your non-verbal communication skills can enhance your ability to convey messages effectively. It starts with self-awareness, and intentionally doing things such as the following:
Having strong non-verbal communication skills is important in both your personal and work life. Whether you are interviewing for a role, meeting with a new client, or collaborating with Marketing on a new service, it’s critical to be able to express and exchange information. Remember that non-verbal communication accounts for ~93% of a conversation.
For more information on the importance of strong non-verbal communication skills, follow me on LinkedIn!
Congratulations, you got the job! It's not always easy to get a job these days and, understandably, you want to make a good impression.
Starting a new job can be nerve-wracking for a lot of people, but try to enjoy your first day—it is meant to be an exciting time! Here are six ways to be confident going into your first day at work:
If you're feeling really nervous about this new job, remember why you're there. You've been selected—among many other candidates—as the best person for the job. Your employer wants you to succeed!
It is a good idea to check what the office dress code is. Make sure you give yourself enough time to get to the office—there is nothing worse than being late on your first day in a new job.
Also, learn as much as you can about your new employer to become an expert on your organization even before your first day.
Having a positive attitude will definitely influence people's first impression of you. Show your enthusiasm for being part of the team and the organization and leave your personal problems at home.
Your manager will likely introduce you to your colleagues but feel free to introduce yourself to others you come across. Even if they work in other departments, you might have to work with them in the future. It is always good to be friendly anyway!
Make it a priority to learn the names of all of your new team members. I know this is hard, so if you forget a person's name, simply apologize and ask again. People won't mind especially if you've met 50 people in a day!
No one expects you to know everything when you first start a new job, so feel free to ask questions or ask for help when you need it. It's better to ask for clarification at the start of the task if you're not 100% clear on what to do or how to do it.
Also, show your appreciation to everyone who helps you learn about the business during your first days on the job. Showing your gratitude will definitely help in making a good first impression.
Your first day should be enjoyable. You won't have a lot of work to do yet and you'll be able to get to know people and learn what the next few months of your working life will hold for you.
Don't be so stressed that you forget to have fun! Starting a new job can be daunting, but managers understand it takes a bit of time to settle into the new job role and some people adapt faster than others. Be you, listen, and take time to learn.
Before you know it, you'll feel confident and part of the team and you'll be set up for a successful career in your new organization.
This article was originally published at an earlier date.
Unfortunately, it's true: many companies will start firing people to avoid additional layoffs. If you're currently employed and worry that your company might fire people instead of announcing layoffs, what can you do to prepare for the worst?
Here's what J.T. O'Donnell, Work It DAILY's founder and CEO, advises professionals to do if they're in this situation...
Companies facing financial troubles after massive layoffs are placing more employees on performance reviews to avoid additional layoff costs and boost productivity. Survivors of these layoffs should prepare to explain their situation in future job interviews, as many employers conduct reference checks.
To address this issue effectively, consider using the "Experience + Learn = Grow" model when asked about the situation (your reason for leaving/getting fired) in job interviews. The "Experience + Learn = Grow" model is the best way to answer behavioral interview questions—those hard interview questions that require a lot more than a "yes" or "no" answer.
When you use the "Experience + Learn = Grow" model to explain this situation to employers in job interviews, you provide a factual response about the layoffs, your commitment to improving, and your proactive approach to personal growth, demonstrating accountability.
It's unfortunate that when companies are in financial trouble, they feel like they need to blame people who they think are no longer performing. They put them on performance reviews and then fire them instead of announcing layoffs. There are some warning signs, and there are things that you can do to combat this. But most importantly, you should be prepared to explain why you got fired from a job if you know it had to do with their financial situation and their desire to avoid layoffs.
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Becoming a successful leader at work can be challenging. You want to be the one your team looks to for guidance and support, but you may not be in a leadership role yet. So, can you establish yourself as a leader at work, and display the characteristics of a good leader daily?
There are many ways, but listed below are some things to start doing today. By doing these things, you can position yourself as a leader at work without being too obvious about your ambitions.
If you want to become a leader at work and develop your leadership skills, incorporate these actions into your daily routine:
To become a leader at work, learn to take responsibility for anything that you're interested in, and own it. That also means that as long as you participate in that project, you influence whether it fails or succeeds.
Learn to take responsibility for not just the good things, but also the bad things. Take ownership of your mistakes, and know it's okay to be wrong. You cannot learn if you haven't made any mistakes.
A rising tide lifts all boats—always think win-win.
It exists. Just because some may believe the business world is nasty, and that you need to be manipulative and maneuvering to win, you need not participate in it. In fact, make it your priority to not to be a negative and manipulative leader.
If you want to be a leader at work, believe in your positive leadership abilities. The positive influence you have on the people around you and the ability to inspire your team is right in front of you.
Try new things. Take some risks. Make yourself uncomfortable. Do the things that may make you look foolish. Seriously, what do you have to lose?
Leaders take risks. They are not afraid of doing what they believe is right. What are you willing to take a risk for? To be a leader at work, you need to take small risks, like taking on a project no one wants.
I often say this world is full of people who talk too much and don't do enough.
If you want to be a leader at work, act on something. Work on a plan. If you have ideas simmering in your mind, write them down.
It doesn't matter if your idea doesn't have a plan yet—just write it down. If you don't write it down, there is no record of the idea, and you won't have anything tangible to present. How can it count? If you want to be a leader at work, you have to practice writing down everything.
There is no need to create leadership opportunities at work. The opportunities to lead are everywhere already.
You need to be mindful of these opportunities. An example of an opportunity you can capitalize on is taking on a project no one wants. If you don't see opportunities like this everywhere, you are missing the point.
Be open to criticism. Otherwise, you are just living off your own opinions and ideas.
What does being open to criticism mean? When you are open to feedback, you are getting ideas and suggestions from others that are free. Oftentimes, these ideas come from people smarter than you. They will give you tips on how to improve and how to be better.
That's what a leader needs—constant feedback. You need feedback to be a leader at work, otherwise you are "feed-own" (I just created that word to mean feeding yourself) and you will go hungry soon. With no new ideas, a leader dries up.
Giving is how you open up at work. Pour out all you got. Express your ideas, thoughts, and plans. Feel the vulnerability and learn to like it.
When you pour all your ideas out, you will need new ones. Where do new ideas come from? They come from critics, from well-meaning supporters, and from the people you least expect. At the end of the day, more comes back to you. You have more to input. It enriches you, and that's how you become a leader at work.
These are the seven actions you can do starting today to position yourself as a leader at work.
Remember, if you want to be an influential leader, do not be afraid of taking risks. You have more to gain than lose when you open up.
Most people don’t properly prepare for job interviews. As a result, they usually make one of these two common mistakes in their job interviews, and it costs them the job.
You might think you can get away with doing minimal interview prep in your job search, but hiring managers can tell if you haven't done your research and are struggling to answer questions.
If you're not doing enough interview prep in your job search, you've probably run into one of these two problems during your job interviews...
In job interviews, people often make two major mistakes related to the Goldilocks principle: either they provide too little information and clam up or they talk excessively, sounding self-absorbed. To succeed, it's crucial to strike the right balance by following the "Experience + Learn = Grow" approach, which ensures well-structured answers.
It’s very important that you structure your interview answers in a logical format so that you give hiring managers the right amount of information. Behavioral interview questions require more than a simple "yes" or "no" answer. By following the "Experience + Learn = Grow" model for answering behavioral interview questions, you'll effectively answer any question the hiring manager throws your way.
This takes practice, though. And practice is a huge part of proper interview prep. So, do your research on the company, review your resume, and practice your interview answers in a mock interview with a trusted friend or colleague. You'll never fail a job interview by talking too much or too little again.
If you're wondering why your job search isn't working, or why it's suddenly slowed down after a few good leads, then you've come to the right place.
One of the biggest concerns we hear from our members is how long the job search seems to take nowadays. When all other aspects of our lives seem to have sped up, the instant gratification we crave from our careers just isn't there. How can we successfully change jobs or move up in our careers without spending six, seven, eight, sometimes even nine months on a job search?
As it turns out, most job seekers are actually making some critical job search mistakes. Here are three ways you're slowing down your job search, and some tips for how to fix them:
Here at Work It DAILY, we call this job search strategy the "spray and pray" method. When it comes to a successful job search, your mindset shouldn't be "the more the merrier." Rather, it should always, always be "quality over quantity."
A lack of strategy in your job search will only cost you time and money, and it won't yield many viable employment opportunities—if any at all.
Many job seekers also underestimate the importance of a cover letter, and how great of an opportunity it is to demonstrate how you connect with the company and why you would be a good cultural fit.
A cover letter shouldn't be a summary of your resume. It's not the place to brag about your accomplishments. It's the perfect place to tell a story, one that will instantly make you stand out from other job applicants.
The reality is that outdated resume templates aren't read by recruiters or hiring managers. You only have six seconds to show a potential employer you're qualified for a position and have what they need in a job candidate.
Employers are looking for keywords and numbers on a resume. There's a good chance that if your resume isn't streamlined, it isn't even getting past the ATS. That means if your resume isn't a 90-100% match, it most likely will never be seen by a hiring manager.
At the end of the day, if you avoid doing the three things above, you'll see a significant difference in your job search. It's all about finding where you can improve and taking charge of your career—once and for all.
With increasing emphasis on productivity and performance in the workplace, it's easy for professionals to feel overwhelmed and stressed in their jobs. Happiness at work can be elusive, and we all know that the quality of our professional lives directly impacts our overall well-being. However, the good news is that there are practical and effective strategies that can significantly boost happiness at work.
We recently asked our leading executives for their best tips on how to boost happiness at work.
Here are their responses...
Boosting happiness at work depends on many factors, some of which will be in your control and some not. However, the following are some strategies I would use for boosting happiness at work.
Have regular sit-downs with your supervisor. Be clear on both success to date and clear next steps for your work. Base this on organizational strategic plans as well as on personal/professional development plans.
If your leadership has not provided this, consider how you and other team members might develop a professional learning community that studies and acts upon problems of practice. Grow both your own professional knowledge and the number of opportunities for collaboration with colleagues.
Also, join relevant outside networks related to your job/profession. How might you show leadership in your industry as well as in your office?
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.
The neuroscience of happiness offers valuable insights that can be applied to create happier work environments. Here's a summary of how to boost happiness at work considering the neurological foundations:
1. Neurochemicals of Happiness:
There are four primary neurochemicals associated with happiness and well-being: dopamine, oxytocin, serotonin, and endorphins. Understanding and harnessing these chemicals can foster happiness:
2. Positive Reinforcement:
Using positive reinforcement can stimulate the release of dopamine. Regularly acknowledge and reward efforts, which in turn will encourage similar behavior in the future.
3. Social Connectivity:
The human brain is wired for social interaction. Encourage socializing, teamwork, and group activities. Spaces for casual interaction or team-building exercises can foster connections, contributing to happiness.
4. Learning and Growth:
Novel experiences and learning stimulate the brain and can result in the release of dopamine. Providing opportunities for personal development, training, or workshops can elevate mood and job satisfaction.
5. Mindfulness and Meditation:
Engaging in mindfulness activities strengthens the prefrontal cortex and reduces activity in the amygdala, the brain's stress center. Consider offering meditation or mindfulness sessions.
6. Autonomy and Mastery:
Allowing employees some level of autonomy can stimulate their intrinsic motivation, leading to greater job satisfaction. Let employees have a say in how they accomplish tasks.
7. Physical Environment:
Lighting, especially natural light, can affect mood and productivity. Serotonin production is influenced by the amount of sunlight you receive. Ensure workspaces are well-lit, preferably with natural light.
8. Work-Life Balance:
Constant stress or overworking can produce excessive cortisol, a stress hormone that hinders happiness. Encourage a balanced work-life dynamic, ensuring employees have time to recuperate.
9. Feedback Loops:
Regular constructive feedback can stimulate areas of the brain associated with learning and growth, fostering a sense of progression and development.
10. Purpose and Meaning:
The brain seeks meaning in activities. If employees understand the bigger picture and the impact of their work, it can boost their sense of purpose and happiness.
By understanding the neuroscience behind happiness, employers can create environments that not only enhance productivity but also cultivate a sense of well-being and satisfaction among employees.
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 good news about happiness—let’s say the kind that comes from building strong relationships—is further correlated with 10 years of additional longevity, lower cortisol levels, and a stronger immune response.
Happiness at work is likely unattainable as a goal and, in my opinion, not the responsibility of the employer. It is better thought of as a result. Therefore, there are some very important things that ARE the responsibility of the employer. And when leaders focus on those influencers, it can result in happiness.
Steve Nobel authored a book called Joy at Work. It is a concept that focuses on finding happiness and fulfillment in your job. It involves having a positive mindset, a sense of purpose, and finding daily satisfaction in your work. The common elements to highlight here for joy stem from the employee, not the employer.
That said, what can the employer do to (what I call) “enable conditions” for the employee to find joy? I believe there are many things they can do, falling into only a few select categories.
The top three categories I like to focus on include: "providing expectations and feedback," "selection and assignment," and "motives and preferences."
1. Expectations and feedback – workplaces are more likely to produce workers who experience happiness if…
2. Selection and assignment – happiness will correlate with employees who…
3. Motives and preferences – the matching values and what motivates us. When workplaces can…
Happiness is often elusive, contextual, or temporal. Instead of focusing on happiness as a goal, arrange these influencers to improve the chances that your employees will experience happiness or joy at work more often!
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.
As I reflect on my incredible journey of two decades with the NFL, I can't help but feel an overwhelming sense of joy and gratitude. My happiness draws from my experiences and the unique culture of the NFL.
1. Embrace the Passion for the Game
At the NFL, we understand that passion is the heartbeat of our organization. Encourage employees to find their passion within their roles, igniting a sense of purpose and happiness that fuels every task.
2. Cultivate a Winning Team Spirit
A jubilant workplace thrives on teamwork. At the NFL, we've seen that nothing can match the joy of celebrating victories together—fostering camaraderie, collaboration, and a shared sense of purpose among your team members. When you win together, happiness follows.
3. Celebrate Milestones and Achievements
The NFL celebrates touchdowns, and so should your organization celebrate achievements. Whether it's hitting sales targets, completing a project, or reaching a company milestone, revel in your victories. Recognizing success brings happiness and motivation.
4. Inspire Leadership with Enthusiasm
Leadership is more than just managing tasks; it's about inspiring with enthusiasm. At the NFL, our coaches and leaders lead with passion and drive. Infuse your leadership style with infectious enthusiasm, and you'll boost your team to be equally excited about their work.
5. Create a Fun Work Environment
In the NFL, we know that fun is a vital ingredient in our recipe for success. Organize team-building events, theme days, or friendly competitions. A fun work environment boosts morale, creativity, and happiness.
6. Acknowledge the Importance of Health and Wellness
The NFL strongly emphasizes the health and well-being of its players and employees. Encourage physical fitness, mental well-being, and work-life balance. A healthy workforce is a happy and productive one.
7. Promote Continuous Learning and Development
At the NFL, we never stop learning and improving. Invest in training and development programs to help your employees grow personally and professionally. A culture of learning and growth contributes significantly to happiness and job satisfaction.
8. Engage in Acts of Giving Back
One of the most triumphant experiences is giving back to the community. Encourage your team to participate in charitable activities or volunteer work. Kindness and philanthropy create a sense of fulfillment that extends to the workplace.
Conclusion
In my 20 years with the NFL, I've learned that happiness at work is not just an aspiration; it's a way of life. By embracing passion, fostering teamwork, celebrating achievements, inspiring with enthusiasm, empowering employees, creating a fun work environment, prioritizing well-being, promoting learning, giving back, and expressing gratitude, you can create a jubilant workplace where employees thrive and success becomes an everyday celebration.
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.
Research has shown the impact of employee happiness on the bottom line. Organizations with happy employees outperform the competition by 20%, show a 12% boost in productivity, and happy sales teams close 37% more sales.
Being happy at work correlates with developing emotional intelligence and heightened self-awareness.
Self-awareness is a transformative trait that holds immense power both personally and professionally. Research shows that 95% of us believe we are self-aware, yet the actual number is 10 or 15%. Most of us are oblivious to how others truly perceive us. As a result, we may unknowingly alienate our peers and inadvertently disengage those around us.
Consider this: What if your interpersonal weaknesses overshadowed your remarkable qualities and technical abilities, such as being a sales or coding dynamo? What if these weaknesses then caused others to lose motivation and become disengaged with you? Wouldn’t you want to know? Herein lies the power of self-awareness: it allows you to reshape how you present yourself to the world by aligning your self-perception with the perception of others.
The benefits of self-awareness can propel your career forward, foster success, nurture healthier relationships, contribute to better mental health, and ignite innate curiosity, leading you to ask more questions and seek continuous improvement.
To enhance your self-awareness, follow these practices:
Focus on becoming the best version of yourself. Ask questions like, “Who is the person I aspire to be? What actions can I take right now to embody that ideal version of myself? How would the best ‘me’ handle this situation?”
Next, let’s explore emotional intelligence. Emotions are contagious, making it imperative for leaders to pay attention to their emotional intelligence. This awareness begins with you, whether you’re a manager or the CEO. Your emotional cues serve as guideposts for those around you, shaping how they should feel and picking up your feelings through subtle signals conveyed by your tone, body language, and demeanor.
Consider this scenario: You step into a meeting where everything appears harmonious, and there is a thick tension that hangs in the air, causing an unsettling discomfort. Your body registers something is amiss, even though there are no signs of conflict. This is a great example of the impact that emotional intelligence has on our workplace experiences.
Emotional intelligence ranks as one of the most vital leadership skills. It empowers individuals to comprehend and regulate their emotions at work. The workplace can be stressful and pressure-filled, with the occasional drama thrown in. It can also be exciting, joyful, and a source of contentment. How we navigate these emotions reflects our emotional intelligence.
Teams composed of emotionally intelligent individuals tend to outperform their peers, boost higher job satisfaction levels, and improve employee retention rates. This is because emotional intelligence helps you:
To enhance your emotional intelligence, consider these steps:
You have the power to create and boost your own happiness at work by making intentional choices and having a positive mindset. If you’re eager to delve deeper into effective strategies, I invite you to explore my book "How to Develop a Brand Strategy" and brand marketing articles.
Lisa Perry helps companies drive revenue by using consumer trends, insights, and data analytics to innovate their approach to marketing.
How do you boost happiness at work? Join the conversation inside Work It Daily's Executive Program.
In today's competitive job market, it's taking job seekers longer to find and secure jobs. A long job search can be frustrating, but there's an easy way to shorten your job search and stand out to employers in the hiring process.
Have you been looking for a new job for more than a month? Are you frustrated by the lack of progress in your job search? Can you count on one hand how many times you've heard back from an employer? We know just what you need to hear to get your job search on the right track...
If you've been job hunting without success for a while, it's likely because you skipped some crucial steps in the job search process. Many people start by hastily creating a resume and then tweaking it when they face rejection. However, the key to success lies in understanding your unique value proposition to employers and building a clear job search strategy. You can begin by using this free job search checklist to help you get on track.
Our free job search checklist will change how you look for work. It's a step-by-step guide to getting the job offer you want AND deserve. By following our job search checklist, you'll speed up your job search and find a job that's aligned with your career goals.
Remember, you're not alone in this, and with the right approach, you can find the job you're looking for.
Whether you were fired, laid off, let go, want to make a career change, or just quit your job, it's important to find activities that will make you more employable when you're out of work. Otherwise, you'll have a hard time keeping up with qualified job candidates who aren't desperate for a job.
Also, you'll have a lot of explaining to do when it comes to addressing employment gaps on your resume. Your goal is to fill those employment gaps with productive activities that are relevant to your field.
So, when you're unemployed, don't waste valuable time just sitting around applying for jobs online. Instead, make yourself more employable by doing one (or more!) of these resume boosters:
Upskilling is one of the best ways to give your resume a boost. Think about skill sets that would give you an edge in your industry or target job. Then, determine how you can get those skill sets.
Consider certificate programs, online courses, workshops, free webinars and video tutorials, or professional clubs. Even though you're not currently working, you're proactively finding ways to stay relevant in your industry. That fact alone can give you a huge leg up in your job search.
Working with temp agencies (or staffing agencies) is a great in-between-jobs option for professionals.
These agencies will match you with companies and place you in temporary jobs. This type of work can lead job seekers to some great opportunities because it allows them to get paid for their work (although minimal), network with different companies, figure out which companies could be a good fit, and potentially receive a full-time job at one of the companies.
If you can find a part-time job that allows you to hone your current skill sets or build new ones, this is another great way to get a paycheck as well as fill those pesky resume gaps.
Remember, while it would be ideal to find something in your industry, you don't always have to do that. Think about what transferable skills you can gain from a part-time opportunity. How will the skills you use in this part-time job transfer to your target job?
While it doesn't pay, volunteering is a great way to keep yourself busy, sharpen your skill sets, and network with like-minded people. Find organizations in your area that relate to your field or interests and start making a difference in your community!
When blogging first came on the scene, people used it as a way to share their diaries, opinions, and useless knowledge with the world. While some still use blogging as a tool to share their personal lives with the world, others use it more strategically—and you should, too! Think about your industry. What advice, insight, ideas, or issues can you write about?
Writing about things that matter in your field can help you establish yourself as an expert in your industry. When recruiters Google you and they see that you've been actively writing about your industry, you'll score brownie points because you're taking steps to be a thought leader in your field (and most employers dig thought leaders).
Instead of spending all of your time sitting on your couch simultaneously searching for jobs while watching reruns of Friends, find ways to stay active in your field. It can really pay off!
Nobody wants to work for a bad boss. But if you're looking for a new job, how can you ensure the hiring manager you've been interviewing with will be a good boss?
One of the best ways to dodge a bullet in the hiring process and avoid working for a bad manager is to find out their leadership style. There are two questions I coach people to ask in job interviews to help them secretly figure out what it's really going to be like to work for that hiring manager.
@j.t.odonnell Replying to @SloaneTilliePoppy 2 Questions To Ask In Job Interviews To Reveal Their (True) Leadership Style 🤔😉😜😳. There are questions you can ask in a job interview they can help you figure out what the hiring manager will really be like to work for. A lot of times they say one thing but don’t really mean it. These two questions I’ve been teaching for years as a way to understand exactly what they value in an employee. What you wanna do is listen closely to see if what they say actually matches up with what they claimed their leader ship style is. And if you don’t like what you hear, I would say pass on the job opportunity! I also encourage you to prepare for interviews as best you can. That’s why my new TikTok series teaches you how to answer the 18 Tofas behavioral questions so that you can now the interview and stand out. That way they’ll really want to make sure That they pick you for the job and then you’ll sit in the driver seat and it’ll be up to you to decide if you want them! ##tiktokseries##interviewtips##interviewtipsandtricks##interviewquestions##interviewquestionsandanswers##interviewprep##interviewpreparation##behavioralquestion##careertok##careeradvice##careertiktok##careercoach##interviewcoach##jobinterview##jobinterviewquestions##jobinterviewtips ♬ original sound - J.T. O'Donnell
When it's your turn to ask questions in the job interview, ask the following questions to determine the hiring manager's true leadership style:
1. Tell me about a recent hire who's been successful here. What 2 or 3 things are they doing that's making them so successful?
Asking this question can help you start to determine whether or not what they said about the job, the company, and their leadership style matches what they value in a person.
For example, if they said, "We believe in work-life balance here. We know you have a life. We really support you. You can get all your work done in the hours that are given here," and then when you ask them this question, they say, "That person that we hired recently, she was amazing. She came in, we were in a pinch. She worked overtime. She worked nights and weekends. She took on a whole bunch of extra responsibilities and she just really crushed it," their answers don't sync up.
2. Can you tell me, without naming names, about somebody who did not work out well here, who really failed in the job? Can you give me 2 or 3 examples of why you think they weren't successful?
Once again, listen closely. If they say things like, "They just walked out the door right at 5 p.m. They weren't flexible. They weren't willing to take on additional responsibility. They weren't a team player," what does it say about the situation?
As a job seeker, these two questions can help you get a better sense of what it would be like to work at a company and/or for a specific hiring manager so you can dodge a bullet. If their leadership style isn't compatible with your work style, you probably won't be happy on the job, no matter how good the opportunity sounds.
You're in a meeting at work and would like to suggest an idea, but feel you are too new to the working world or too young to add value at this point. You choose to say nothing and regret it later.
How do you handle this situation in the future? How can you gain confidence at work?
Learning to add your insights and value to the work environment is a process. You are learning the nuances of each situation you are in. Remember, your schooling only allowed you to learn the material within your major. It did not fully prepare you for workplace situations like this. You may have never been in these situations before and you will be constantly learning how to handle and approach them.
It will take time, but you will be able to recognize patterns in your company culture: how meetings are managed, when to speak up, when to be silent, and how to approach your manager, mentor, or senior manager. It will get easier.
In the meantime, here are some suggestions to help you gain confidence at work and make the transition smoother for you:
Emotional intelligence (or EQ) is becoming more and more important to professionals everywhere. Why? Understanding the emotional side of life is just as important as understanding the technical/task side of life.
This is EQ as defined by Daniel Goleman, one of the leaders in this area, on his blog:
"Emotional intelligence (of EI) includes self mastery (self-awareness and self-regulation), plus social intelligence (empathy and social skill). Both are essential: you have to lead yourself before you can lead others. There are sets of leadership competencies that set the best-performers apart from average, that build on these basics—e.g., self-regulation is the basis for the discipline to achieve goals, to be adaptable, and to remain calm and clear under pressure. These leadership competencies are learned—and learnable."
In other words, you need to be able to understand yourself emotionally in order to understand and work well with others. Once you do this, you will begin to thrive in your work with others.
To be truly successful in the working environment, you must take your EQ and use it to build solid, compatible, and trusting working relationships. Those relationships will be with your manager, co-workers, and colleagues from across the organization. This is essential in building your "currency" among your colleagues.
As you are seen as a trusted and effective co-worker, you will gain more and more opportunities to shine. One of the most important relationships you can foster is with your direct manager and a mentor. Yes, find yourself a mentor either inside the organization or outside. Finding both is ideal, actually. An inside mentor will help you navigate your company's culture. An outside mentor will be objective and not influenced by the company or their position in the company.
This is one area as a young professional I wished I had latched onto and never let go of. Professional mentors are priceless. Again, it will take time to build strong colleague relationships. Be patient and be authentic—it will pay off in more ways than you can imagine years from now.
Don't go on a political rant or go to the CEO's office to voice a concern. The risk I suggest early in your career is the risk of trying new projects or assignments. Be intentional about the projects you would like to work on. If you see an opportunity to extend your reach, do it, even if it feels uncomfortable; discomfort is a sign you'll learn and grow from the experience.
Be bold enough, especially after you have a feel for the way your organization functions, to ask to take on what you see as an issue and fix it. Take initiative and step up. And when you fail (because at some point we all do), so what? Learn from it and move on. Don't get bitter or curl up and nurse your wounds, and never accuse someone else for your mistakes. Your "currency" within the organization will be lost.
However, if you are bold enough to try something new and it doesn't work out the way you planned, but you hold your head high and learn from the mistake, your stature in the organization will elevate. Your co-workers will take notice and some may even compliment you on your initiative.
As you develop your EQ, use it in building relationships, and become more intentional in your work activity and direction, your confidence as a young professional will skyrocket.
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.
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.
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.
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.
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.
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.
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!
Need help with your career or job search?
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?
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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.
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.
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.
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