Archive for October, 2011

10 Ways Your Job Is Killing You



Employees who call in sick normally get most of the blame for lost productivity, but a phenomenon known as “presenteeism” has been gaining notice, as well. Defined as the act of coming in to work when you’re sick and doing a third-rate job as a result, presenteeism costs businesses billions of dollars a year in lost productivity.

If presenteeism is damaging to businesses, then it would stand to reason that the workplace would be better off if sick workers stayed home until they got better. When the illness is a byproduct of the workplace itself, however, that worker will just get sick again and keep doing a listless and unproductive job.

Whether environmental or psychological, many workplaces have conditions that can make employees sick. These factors have a domino effect that ultimately is as bad for the business as it is for the employee.

What are 10 ways that your work may be killing you and your employer?

Insufficient Sleep

Doctors recommend getting eight hours of sleep per night, but one look around the average office reveals that, for many, it just isn’t happening. The bags under everyone’s eyes and the drained coffee cups tell the tale, along with a recent survey of more than 7,000 people, 23 percent of whom reported experiencing insomnia.

What’s causing the sleeplessness? One of the primary causes of insomnia is stress, particularly stress encountered in the workplace, according to the Mayo Clinic. The sleep-deprived often don’t view their fatigue as a reason to call in sick, however, so they go to work and turn in lethargic, sluggish performances that cost employers $63 billion a year in lost productivity, according to a Harvard Medical School study.

Lack of Exercise

A factor frequently implicated in the current obesity epidemic is the sedentary nature of many jobs. The unanimous consensus of the medical community is that a 40-hour-a-week stint at an office desk is a primary contributor to weight gain. As the American job market has shifted from manufacturing work to desk jobs, the problem has only gotten worse.

A 2010 study in The Journal of Occupational and Environmental Medicine found that the obese were less productive in the workplace than their counterparts of average weight. The study found that rates of presenteeism went up as body mass index (BMI) did, so female employees with a BMI between 30 and 34.9 lost 6.3 days’ worth of productivity per year, while males with BMIs over 40 lost over three weeks’ worth of productivity. Taken together, the study estimated that obesity among full-time employees in the U.S. cost employers more than $73 billion per year.

Indoor Air Quality

In 1984, the World Health Organization released a report finding that many newly constructed office buildings had flaws in their heating, ventilation, and air conditioning (HVAC) systems. These defects affected indoor air quality so severely that they caused conditions such as headaches, nausea, and fatigue, among others, in workers.

Many of the office buildings in the study still stand, with the same ventilation problems they had 30 years ago. Newer buildings are being designed with better ventilation, but until their designs become the norm it’s probable that health issues related to indoor air quality will continue.

Commuting

According to the Gallup organization, the average commute from home to work is 23 minutes, but workers with longer commutes reported a larger range of negative physical and emotional conditions. Predictably, these health issues worsened as the length of the commute increased.

The study found that 19 percent of respondents traveled more than 30 minutes to get to work, while 3 percent reported commutes of more than an hour. Those with longer commutes were more likely to report neck and back pain, high cholesterol, and obesity.

Among those with commutes of more than 90 minutes, 40 percent spent most of the day worrying. The anxiety interfered with their ability to feel well-rested and experience enjoyment during their waking hours. The study found that the greater an employee’s commute, the more likely it was that productivity would be compromised.

Workplace Incivility

No matter who you are or where you work, there will almost always be one person in your office who gets on your nerves. Most people are able to put those feelings aside, if only for the sake of civility, but there are always going to be employees who see no reason to hold back — sometimes leading to hostile, open confrontations in the workplace.

Public confrontations are awkward and stressful for those directly involved, as well as for the co-workers who have to witness them. They impact productivity, hurt morale, and cause other employees’ stress levels to rise. According to the book, “Banishing Burnout: Six Strategies for Improving Your Relationship with Work,” job stress caused by workplace incivility costs employers $300 billion a year in lost productivity.

Chronic Pain

What was formerly the domain of manual laborers now afflicts office workers in various sectors. Hours upon hours spent at a desk can often lead to chronic back pain, and prolonged computer use has been linked to such painful ailments as carpal tunnel syndrome.

Offices that don’t invest in ergonomic workspace equipment, such as chairs with adequate lumbar support, risk facing a workforce composed of ibuprofen-popping employees, whose physical ailments significantly slow their work. According to the Bureau of Labor Statistics, repetitive stress disorders such as carpal tunnel result in absences from work averaging 23 days — a full 11 days longer than injuries related to explosions and fires.

Lack of Job Security

During a prolonged recession, lucky are those who have survived layoffs. They’ve outlasted the bloodletting, so logically it would follow that they would return to work relieved. Many don’t. In fact, following a layoff many surviving workers live in constant fear that the next round is right around the corner — and this time they won’t be so lucky.

In 2008, the Center for Work-Life Policy conducted a study called “Sustaining High Performance in Difficult Times.” It found that layoffs and firings are traumatic for the employees left behind, as their levels of trust and loyalty to their employers plummets. Paranoia was rampant, but rather than scare the employees into going the extra mile for their jobs’ sake, the layoffs caused employees to do only the minimum amount of work necessary to not get fired.

Shift Work Hours

Shift work is any work performed outside the boundaries of the standard U.S. work schedule of 9 a.m. to 5 p.m., Monday through Friday. This includes night shifts, rotating shifts, or any other non-traditional shift. Shift work has been linked to changes in metabolism that elevate risk for diabetes, heart disease, and obesity. Obesity in particular has been shown to decrease productivity in the workplace.

The irregular hours associated with shift work interfere with circadian rhythm — physical, mental, and behavioral changes that follow a roughly 24-hour cycle, according to the National Institute of General Medical Sciences. This interference can cause fatigue and insomnia. As if that weren’t bad enough, the International Agency for Research on Cancer in 2007 took the step of classifying shift work as a probable carcinogen, right up there with engine exhaust.

Long Hours

Just because an employee is putting in long hours, don’t assume that those are hours full of quality work. A study conducted in 2009 found that workaholics who are the first to show up and the last to leave are frequently given to high levels of burnout and low levels of happiness. This can lead to a bad attitude that can easily go viral and infect the entire office.

The study claimed that employees who put in work weeks longer than 48 hours did so out of compulsion, not because there was a lot of work that was being diligently powered through. In such cases, these employees demonstrated high levels of presenteeism.

Toxic Boss

In many workplaces, there are managers whose effect on others is best described as “toxic.” This person can be so unpleasant that his or her mere presence in the office can cause it to become a stressful environment that stifles productivity. Normally, a co-worker fitting this description is a nuisance that can generally be ignored, but how can you tune out a toxic person when he or she is your boss?

The toxic boss lowers morale, causes a high rate of turnover, and makes the workplace a generally oppressive place — none of which boosts productivity. Career coach Nicole Williams says there are several strategies for dealing with such an individual, ranging from overperforming to direct confrontation. Successfully deploying these strategies can help make an employee’s day-to-day life more pleasant and, yes, less toxic.

Source: Yahoo! Finance

Four Ways Women Stunt Their Careers Unintentionally



Having combed through more than a thousand 360-degree performance assessments conducted in recent years, we’ve found, by a wide margin, that the primary criticism men have about their female colleagues is that the women they work with seem to exhibit low self-confidence.

Our gut says that this may partly be a perception issue — we’ve observed that men sometimes interpret (or misinterpret) an inclination in women to share credit or defer judgment as a lack of confidence. Still, perception or not, there is some research to suggest that women themselves feel less self-assured at work than men. A study released in 2011 by Europe’s Institute of Leadership and Management revealed that women report having lower confidence in regard to their careers:

  • Men were more confident across all age groups, with 70% of males having high or very high levels of self-confidence, compared to 50% of the women surveyed.
  • Half of women managers admitted to feelings of self-doubt about their performance and career, but only 31% of men reported the same.
  • The study also found that this lack of confidence extends to a more cautious approach to applying for jobs and promotions: 20% of men said they would apply for a role despite only partially meeting its job description, compared to 14% of women.


Looking back through scores of interviews we’ve conducted in the course of training and coaching engagements, and returning to the 360 reports, these are the four specific low-confidence behaviors cited by managers (male and female alike):

Being overly modest. We see that men are more willing to take public credit for their successes. Women believe their accomplishments should speak for themselves, and they spend less effort ensuring they get the gold star next to their name. While modesty is a nice character trait, it’s naive to believe that your boss, your clients, or your colleagues will recognize your accomplishments if you fly under the radar.

Not asking. We’ve seen it over and over again: women fail to get promoted because they fail to step up and apply. It feels personally risky to step-up and ask for a big job or assignment — but there’s really no other way. Not asking means you’ve lost the chance to influence the outcome.

When Sharon Allen became chairman of Deloitte & Touche USA in 2003, she not only became the highest-ranking woman in the firm’s history, she also became the first woman to hold that role at a leading professional services firm. It may seem surprising, then, that even Allen learned this lesson the hard way. As a rising manager in her thirties, she was taken aback when she received a memo announcing the promotion of several close colleagues. She wondered why she didn’t make the list. Allen stewed about it for a day or two, and then went in to see her boss.

“I was surprised to see my name not included on the promotion list,” Sharon said to him. “I have accomplished A, B, C, D and E and I think I deserved that promotion.” Her boss replied, “Sharon, I had no idea you had accomplished all of those things. You didn’t let me know.” When Sharon tells the story today, she laughs and shakes her head. As she told us, “That’s the very last time I ever let that happen.”

Blending in. Some women go to great lengths to avoid attention. They don’t want to stand out — in meetings, in the boardroom or even in the elevator. A client from one of our workshops told us that her greatest fear was riding the elevator with the CEO. What would she say to him? Would they talk about the weather? But blending in means you are missing opportunities — every single day — to stand out and sell your ideas. Another client we know (also a women) waits in the lobby many mornings in order to ride the elevator with the CEO. Her confidence has never been questioned.

Remaining silent. It’s not easy to get a word in during meetings, especially when six other colleagues are all fighting for the floor. But failing to speak up and express yourself when you have something relevant to add is a missed chance to get in the game. Getting your point of view across during important discussions is essential for your career.

What we’ve found in our work is that career momentum for women is not about adding job skills but about changing everyday thinking and behaviors. We don’t think the majority of high-performing women need to make major changes. Small adjustments in how they think and act can improve not only how confident they seem, but how confident they feel.

Source: Harvard Business Review

Prepare Your Elevator Speech



“I was alone in the elevator with the hiring manager for a temp-to-perm job I really needed,” recalls temp Ben Whittle. “I knew I should say something — anything — to make the case for picking me. But I was nervous. I didn’t want to sound stupid, so I opted to say nothing. I missed a great opportunity and ended up not getting the job.”

How many times have you been unable to find the right words in an impromptu situation like this? Selling yourself on command can be tough, particularly when you have to do it in a short time period. This is why you should develop an elevator speech, or a sound bite that details your professional story, before you need it. Follow these five pointers to craft it.

1. Focus on Why You Want the Job

Think about why you want this job, and write down all your reasons. Delete anything that could apply to most candidates, like “I need the money” or “I want to work in this industry.” Look for personal, unique reasons why the position is right for you. If you like a company’s corporate culture, be sure to mention it. If the position will enable you to achieve a professional goal, focus on that.

2. Consider How You Can Contribute

Again, steer clear of stock answers in favor of those that showcase your one-of-a-kind skills and attributes. Explain how you could benefit the bottom line or fill a skills gap.

To tailor your responses to individual situations, be observant. For example, “I was waiting for an interview at an accounting firm when I noticed the staff was having trouble communicating with the firm’s Russian-speaking clients,” says contractor Marta Damien. “So during my interview, I told a story about studying Russian in college. I got the assignment.”

3. Be Honest

You want to sound good but not too good, cautions Catherine Conant, a professional storyteller and consultant. “Don’t try to make yourself bigger, braver, richer, smarter or fancier than you are,” she says. “People have an incredible ability to spot a phony. Only tell stories that contain the truth about what you know about yourself.”

4. Keep It Short and Focused

Since you’ll be delivering your pitch in a compressed time frame, include only the most interesting and relevant information. Think of the amount of time you spend in an elevator — usually no longer than a minute.

“People are busy, and the last thing they want to do is listen to someone ramble on about getting a job or plum assignment,” says former temp Sally Ross. “When I decided I wanted to work full-time at the law firm where I was temping, I spent some time figuring out what my bosses cared most about so I could do it quickly and effortlessly.

5. Practice

When you’ve figured out what you want to say, Conant suggests these tips to refine it:

  • Say it out loud, and make some notes about what you want to improve or remove.
  • Vary your tone of voice, and use natural gestures and body language. Remember, people gather much of what they know about each other from nonverbal cues.
  • Rehearse so you’re comfortable, but don’t write it down and memorize it. This will make it sound forced, and if you forget something, you’ll panic.
  • Lastly, ask friends to critique your presentation. “That will help you discover what the listener needs to hear more of and what’s too much information,” Conant says. Your friends can also tell you if your gestures look natural. Proper preparation also increases your comfort level and helps calm your nerves.


Source: career-services.monster.com

10 Workplace Habits That Could Cost You Your Career



by Meghan Casserly

Experts agree that in the current employment climate, bad behavior is becoming less and less something employers tolerate — and more of a fireable offense. “For every one of you, there are a 100 people lining up to take your job,” says Kiki Weingarten, an executive career coach based in New York City. “Employers are more able than ever to be as picky as they want.”

Here, four leading career coaches offer 10 bad workplace habits they’ve seen that send employees down the road to poor reviews. Check yourself before you wreck yourself.

Habit: You’re addicted to email

In meetings, with clients, with your boss, you just can’t stop scrolling through your BlackBerry. You think you’re being productive by making sure you don’t miss a message while stuck in the weekly sales meeting but your colleagues (particularly those speaking) see it as a personal insult. Constantly checking your smart phone conveys a real sense of arrogance, says Princeton, New Jersey-based communication coach Matt Eventoff.

How to break it:

Put the BlackBerry down,” says Eventoff, “especially if you’re in a meeting.” Turn it off, put it away, leave it in your office. “If you’re waiting for a particular, time-sensitive email, let your coworkers know beforehand,” Eventoff says, “Otherwise your BlackBerry has no place at the meeting.”

Habit: You’re a brown-noser

Nobody likes a kiss-up, and in the office one too many well-placed compliments could leave you with this reviled reputation. Say yes to everything a higher-up asks for, and your teammates will easily resent your enthusiasm. Even worse, your boss might see through your constant congratulations and think you more a nuisance than a constructive team-member.

How to break it:

Take a look at the last 10 things you’ve said yes to, whether opinions of your supervisor or tasks around the office. Is there anything you disagree to when you think honestly about them? Learning to say no every now and then will show both your supervisors and your teammates that you actually have a spine.

Habit: You’re a busy-body

Do you mind your own business or is your ear constantly perked for the latest gossip or office happenings? Check yourself. Your habit of needing to be in the know is likely a source of stress for your coworkers. Whether it’s the movement of colleagues within the company or who’s meeting who for post-work cocktails, making everything your business spells trouble.

How to break it:

If it’s information you need to perform in your position, schedule weekly meetings with colleagues and team meeting to stay on top of pertinent happenings. Otherwise wait for information to come to you and avoid the urge to jump into overheard conversations. If all else fails, invest in some headphones.

Habit: Your email etiquette is lacking

If your outbox reads more like a firing squad than friendly exchanges, it may be time to take a look at your communication style. “It’s very rarely that emails are being perceived as too meek,” says Eventoff. “As email has no tone, no emotions, no intonation, it’s very easy for your short emails to be perceived as pushy, demanding or impatient.”

How to break it:

If poor email habits persist, bad feelings are bound to brew in a team, Eventoff says. Make a habit of reading over emails before you send and gauge how they might be received, particularly if they’re directed to someone outside of your office.

Habit: You’re full of excuses

You may have forgotten the zip drive with your presentation notes, but you’re not about to admit it. You don’t know the answer to your supervisor’s questions but try to talk your way around it. The result is that you’ve wasted not just your own time, but your manager’s and colleagues’ as well.

How to break it:

Set a reminder ten minutes before the start of every meeting on your docket, says Patrick Flannery, an executive advisor based in Arlington, Virginia. “Better 10 minutes of your own time to gather necessary papers and gather your thoughts then 20 minutes spent making excuses in front of colleagues.”

Habit: You’re a multi-tasking mess

Technology has made multi-tasking the norm in most workplaces, but experts say it’s causing more problems than productivity. If you’ve been caught more than once missing pertinent information in emails or correspondence — especially deadlines, dollar signs or project elements—it might be a sign you’re not as skilled at juggling tasks as you think, according to Roy Cohen, career consultant and author of “The Wall Street Professional’s Survival Guide.”

How to break it:

Make a conscious effort to focus on only the task (or phone call or email) in front of you. Read each email thoroughly and respond before moving on to the next. “And don’t answer the phone until you’re finished,” Flannery warns. The habit of juggling different tasks is hard to break, but if your performance is suffering it’s unavoidable.

Habit: You’re a prima donna

“That’s not in my job description.” The problem with setting too many boundaries at work—whether it’s saying no to tasks or assignments you feel aren’t your responsibility, or keeping iron-clad 9-to-4:59 hours—is that when you think “self-protective,” your coworkers think “jerk.” And if that “somebody” are your colleagues and managers, you’ll quickly find you’ve done yourself no favors by sticking to your guns. Chances are it’s not in their contracts either.

How to break it:

The next time an unattractive task comes across your desk, ask yourself who’ll have to tackle it if you pass it off. Recognize that in periods of downsizing, everyone must pick up extra slack—and your reputation will suffer if you make yourself the exception.

Habit: You’re the office thief

If pens keep “appearing” on your desktop that are not yours, chances are you have a “borrowing” problem. Walking off with people’s pens, staplers or favorite coffee mugs is never going to win you any love.

How to break it:

Label your own things, or at least stick to a certain, identifiable brand of pens. This may seem counter intuitive, says Flannery, but the second you see a pen on your desk that isn’t “your brand,” you’ll make a conscious effort to remember whose it is — and return it.

Habit: Your style does you no favors

Personal style is one thing. Questionable style is another. When your supervisor questions whether your look is “client-appropriate” you’ve got a fashion-work conflict that could cost you your next promotion.

How to break it:

Imagine the closet of the person you admire most at the office, Cohen suggests. How do they dress and why does it suit their position in the company? Imagine their daily wardrobe decisions. Then go shopping with your role model in mind.

Habit: You’re quick-tempered

“An angry employee is a dangerous employee,” says Cohen, who has spent twenty years coaching fiery execs. “Managers are wary of employees who are quick to anger. They know what ‘going postal’ means.” If your blood pressure spikes every time the photocopier breaks down, or assistants scatter when you enter a room, it’s time to reexamine your behavior. Uneasy or uncomfortable coworkers are unlikely to sing your praises.

How to break it:

To lose the reputation of a loose cannon, make an effort to pause before reacting to a stressful situation. Flannery suggests closing your office door and taking several deep breaths, and “by all means, avoid venting to coworkers before thinking it through.” If all else fails, Cohen says to seek counseling. “Chances are you’re angry about more than just the job.”

Source: Forbes via Yahoo! Finance

Philadelphia Nonprofit Career Conference Presentations




Nonprofit Career Conference Program


Navigating Nonprofits


Interviewing Tips from the Employer’s Perspective


Job Search Tips that get you Interviews and Offers!


Staying Competitive in A Changing Nonprofit Sector



Nonprofit Career Conference Coming to Philadelphia November 15th



Atlanta, GA Oct 17, 2011 – Philadelphia area professionals looking to accelerate their nonprofit career and job search have a targeted resource to jumpstart their job search with the Nonprofit Career Conference on Tuesday, November 15, 2011 from 8:00 AM – 4:30 PM at the African American Museum, 701 Arch Street, Philadelphia, PA 19106.

The one-day conference, presented by top national nonprofit job resource Opportunity Knocks, follows successful events in Atlanta and San Francisco, which have brought together thousands of nonprofit and corporate professionals with career coaches and experts for a full day of workshops and one-on-one consultations. The program is designed to help nonprofit professionals and corporate professionals looking to switch careers improve their job-seeking skills and career development strategies.

Through sessions led by experienced and qualified career consultants and nonprofit subject matter experts, attendees will learn how to become more competitive in the nonprofit job marketplace. Workshop presenters feature career coaches and experts including Melissa Landsmann, SPHR Director of Human Resources, Accume Partners; Kayte Connelly, CCT; Wendy Lalli, Career Coach; and Louise Polis, Career Transition Strategist and owner of Career Pro Resume Center, Inc.

“In this challenging time for both the nonprofit sector and for jobseekers, we are so pleased to provide much-needed support by bringing our Opportunity Knocks Nonprofit Career Conference to the Philadelphia community. The Nonprofit Career Conference is produced as an effort to assist the job seekers and professionals of Philadelphia access the resources and knowledge they need to get a job in the nonprofit sector,” says Karen Beavor, President and CEO of Opportunity Knocks.

Attendees will receive training and consultations that will provide them with the skills needed to:
  • Transition from the for-profit to nonprofit sector
  • Determine a nonprofit career path
  • Analyze resume and job search strategies
  • Assess employability skills
  • Understand the current landscape of the nonprofit sector

    Registration capacity is limited and available on a first come, first served basis. A limited number of partial scholarships are available through Opportunity Knocks.

    More information about the Nonprofit Career Conference can be found at: http://content.opportunityknocks.org/2011/09/15/nonprofit-career-conference-philadelphia/

    About Opportunity Knocks
    Opportunity Knocks is the national nonprofit Job Board, HR Resource and Career Development website exclusively on the nonprofit community. For nonprofit professionals, www.OpportunityKnocks.org is the premier destination to find nonprofit jobs and access valuable resources for developing successful careers in the nonprofit community. For employers, www.OpportunityKnocks.org is the best way to find qualified nonprofit candidates and receive valuable information that nonprofit organizations need when building successful recruitment, retention and human resource strategies.

    Contact:
    Lynne Norton
    678-916-3066
    lnorton@opportunityknocks.org

    • 5 Thoughtful Themes to Explore When Navigating Nonprofits to Change Careers by Kayte Connelly CCT



    If you are reading this post, it is because of one of a few reasons. It is because you have committed to changing careers: you are no longer satisfied where you are. There is no joy in your work. You are not paid enough. You misunderstood the job responsibilities and they do not mesh with your life’s goals. You want out!

    You may be beginning a new phase in your career. You have been a victim of down-sizing or right-sizing and are identifying where you want to land a position. This may involve a re-orchestration or appreciation of your existing job skills.

    If you have gone back to school and received some additional education you may now want to pursue other opportunities.

    OR, you are just checking out what’s on the scene and want to keep your options open in case something else comes up in the marketplace.

    No matter which of these scenarios align with your present state, one thing is certain. If you do not have a career plan, you will not succeed.

    Question 1: Get CLEAR on YOUR change. Why am I changing my career at this time? Do I love my job? Am I passionate about the field of work that I am in? Who advised me to change careers? Is this where I want to be for the rest of my life? Am I aware of my personal strengths and weaknesses? Will a career change simply bring change for the sake of change? Have others pressured me to change? Am I making a decision to change because someone close to me has been successful in this career?

    Question 2: Now that I know why, how will I change my career? What will it entail? Have I gathered all of the necessary resources? Do I know how long it will take me to change careers?

    Question 3: Who do I need to help me change careers? Do I have the support of my family or circle of friends? Are there others that need to be involved at this time? Who and where are they? Do I need new mentors or can I fall back on those with whom I am familiar? What do I need specifically from each of this collection of individuals?

    Question 4: Do I have what it takes – the knowledge, skills and experience? Do I need some additional education or skills development and if so, what is that? Where are these courses located? How long will it take? Do I have the courage and willingness to endure the time necessary to make this leap?

    Question 5: How much will it cost me to change careers? How much will it cost me if I don’t change careers?

    Navigating NonProfits for a Career Changeshould be thoughtful, purposeful and intentional. We will be discussing answers to these questions for YOU on the upcoming presentation on November 15 through Opportunity Knocks. Then, have a chance to Network with others and put new skills into action. To prepare your plan, register NOW at http://content.opportunityknocks.org/2011/09/15/nonprofit-career-conference-philadelphia/

    Kayte Connelly of Best Principled Solutions, LLC


    Kayte Connelly CCT, has over 30 years of experience in civic engagement. A schooled social worker and public administrator, Ms. Connelly became integrally involved in the community development through the pursuit of a public radio station license for songwriters in the Lehigh Valley in the late 70’s. Having worked in business, education, with special populations, government and heavily in the arts, Ms. Connelly has honed skills and has acted as a successful change agent, designing systems that assist organizations in dreaming big and accomplishing those dreams. Using a holistic approach, Ms. Connelly enlists your vision to integrate yourself into your respective global community and invites you to stretch that vision. Additionally, she partners with key organizational development leaders to provide support services, such as pre-employment hiring assessments. Connelly is a certified ChangeWorks® Practitioner, Analyst and Trainer and an approved Standards for Excellence Consultant.

    7 Ways Job-Seekers Sabotage Themselves



    There are several ways job-seekers can trip themselves up during the job search process.

    From saying the wrong thing during a phone screening to forgetting a key piece of information about a potential employer during a face-to-face interview, a single misstep can ruin any chance an applicant might have at getting hired.

    Here are seven major mistakes a job candidate might make that can prolong a job search.

    Talking Too Much

    At the onset of a job search, it’s natural for a applicant to want to give 110%. Be mindful, however, that being too eager can hurt you just as much as not trying at all.

    Pushy job-seekers sometimes have a tendency to over-speak during phone interviews in an effort to play up their strengths.

    When the phone rings and a recruiter is on the other end, try to contain yourself. Don’t start gushing about your professional experience right away. Take a deep breath, listen carefully to what is being asked of you and only answer those questions. Remember not to give one-word responses, but don’ t tell your life story, either. If a company is interested, you’ll have plenty of time to discuss all sorts of fascinating topics and share more of your background in a face-to-face meeting.

    Not Knowing Your Market Value

    Job candidates who don’t research current salary ranges in their respective fields are setting themselves up for disaster. Not doing this can put you in a position in which your asking price is either too low or too high.

    Before you even begin to apply to jobs, you should have a strong knowledge of how much people like you are getting paid at companies like the ones you’re targeting.

    Visit sites like Salary.com, Payscale.com and Glassdoor.com to find out how much your skills are worth. That way, when a hiring manager asks, “What are you looking to earn?”, you’ll be able to respond with a solid number. You should also update your resume and include reminders throughout of the dollars you have earned or saved for previous employers, and be sure to note the big projects you’ve worked on.

    Keeping Your Network in the Dark

    Don’t forget to share with people you know — personally and professionally — that you’re embarking on a new job search. Keeping them out of the loop on your potential career move could cause you to miss out on promising job opportunities.

    At least one-third of your job-search strategy should be dedicated to networking. An easy way to reconnect with old friends and former colleagues is through social networking sites like Facebook and LinkedIn. Let them know specifically the types of positions you’re looking for, keep them posted on the employers you’re targeting, and allow them to introduce you to other people who can help move your job-search along.

    Showing Up Unprepared

    In the age of the Internet, there’s no excuse for going to an interview without having some prior knowledge of an organization’s history, its competitors and its industry’s current challenges.

    Also, you’ll want to have at least five to ten questions prepared that speak to the employer’s situation in the marketplace and the impact of the role you’re interviewing for on that equation.

    Instead of asking, “What does your business do?”, you can say something like, “It seems that the traditional distribution model for your products is changing incredibly fast. How are you dealing with that issue?” Not doing these things puts you at an immediate disadvantage when compared to the dozens of other applicants who’ve done their research, and it shows a lack of serious interest in the company.

    Losing Focus During an Interview

    It’s natural to feel a bit nervous before an interview. What’s not OK is to let those nerves get the best of you when meeting face-to-face with a hiring manager.

    Remember to stay focused on the conversation at hand, even though your mind might be screaming “Was that a good answer?” A clear sign that you’re losing your cool is rambling. Dragging on about one topic is not the best way to present yourself.

    Employers hire people they have confidence in, not people who second-guess themselves. As the interviewer asks you a question, ask yourself, “What does he really want to learn through my answer?” That will help you compose a response that is thoughtful and concise.

    Not Being Accountable

    Most applicants have at least one blemish on their resume. Employers expect this. You’ve got to anticipate questions related to that flaw and be ready to respond.

    If you’ve changed jobs frequently, switched industries more than once or taken off an extended period of time between jobs, be prepared to answer, “What’s the story behind this move?” Not being able to clearly explain something, such as why you’ve been unemployed for the past year, is going to raise a red flag.

    Prior to an interview, take time to talk through every step of your career history with a friend who can help you construct fluid answers to any question an interviewer might pose about your background. The key is not to apologize for your career twists and turns, but rather integrate them into your story. If you’re coming back from a few years out of the workforce due to raising kids, for instance, you can say “I’ve been home with my twins since 2007, and I’m chomping at the bit to get back into online marketing and build site traffic for a natural-food-products company.”

    Jumping the Gun on a Job Offer

    Getting a job offer after a lengthy search can be exciting. However, accepting an offer before you’ve had time to fully consider the terms — from the reporting structure to health benefits to base pay — isn’t smart.

    Be wary of employers who only give you a day or two to evaluate an offer, and especially so if they’re hesitant to put it in writing. Say to the hiring manager, “This is fantastic. There are a lot of moving parts, so I’d love to get the offer in writing and be able to review it carefully.” Remember, you can’t negotiate the job terms if you aren’t aware of what’s exactly on the table.

    Source: Yahoo! Finance

    Prevent Your Asian Talent From Walking Out the Door



    Why aren’t more Asians getting to the top at U.S. companies? They ought to be: They’re highly educated, graduating from top universities and graduate programs at rates exceeding those of their peers. They’re also extremely ambitious, with 64 percent of Asians aspiring to top jobs, compared to only 52 percent of Caucasians, according to “Asians in America: Unleashing the Potential of the ‘Model Minority,’” a recent research report from the Center for Work-Life Policy, a New York-based think tank.

    Yet, while Asians make up 5 percent of the U.S. population, they account for only 1.8 percent of Fortune 500 CEOs and barely 2 percent of board members. Furthermore, they’re aware of the discrepancy — and they’re not happy about it.

    What elements build and reinforce the “bamboo ceiling” that blocks so many qualified Asians from senior leadership positions?

    Among the nearly 3,000 Asian men and women surveyed by the Center for Work-Life Policy, 25 percent think they face bias in the workplace; a 2005 Gallup survey put the figure at 31 percent.

    Rather than outright discrimination, Asian professionals encounter unspoken inequities that make them feel like they don’t fit in, such as a team that routinely meets at a steakhouse despite the Chinese senior manager’s suggestion that they try a Chinese or Indian restaurant. Thirty-seven percent of Asian men responding to the Center for Work-Life Policy survey reported that their colleagues seem uncomfortable asking about their personal life, more than double the numbers for their Caucasian or Hispanic counterparts and 14 percent greater than African-Americans.

    There’s a pervasive feeling of being “a square peg in a round hole,” as one respondent put it, with 48 percent reporting that conformity to prevailing leadership models is a problem. For example, a female vice president at a major multinational was criticized by a boss for her Anglo-Indian accent, which he found “too stuffy.” The comment left her hurt and confused. “What am I supposed to do?” she asked. “Go for language classes?”

    Other tripwires are rooted in cultures that inculcate Asians with communication and networking styles at odds with the mainstream dynamic of assertiveness and directness. Asians are frequently criticized for being reticent, more hesitant than other cultures to advance new ideas at a team meeting or promote themselves to their manager. As a result of a deeply engrained deference to authority, Asians in the survey were also significantly less likely than other ethnic groups to challenge a consensus, let alone participate in the in-your-face leadership model rewarded in much of corporate America.

    “In Asia, there’s a saying that ‘the loudest duck gets shot.’ In America it’s ‘the squeaky wheel gets the grease,’” said Jane Hyun, a corporate consultant and author of Breaking the Bamboo Ceiling. “These things are totally different and at odds with each other.”

    Given their cultural inclination for holding back, combined with an uneasy workplace environment, it’s not surprising that Asians in the study aren’t comfortable engaging in the casual conversations and camaraderie that forge friendships and build relationship capital.

    “I’m too busy to spend time on networking,” declared an Asian scientist in a Center for Work-Life Policy focus group, illustrating what another focus group participant describes as a general “lack of recognition [among Asians] of why you need to network.”

    The result: Center for Work-Life Policy research finds that 63 percent of Asian men and 44 percent of Asian women feel stalled in their careers. Even more striking, many are actively looking to leave their current companies: 19 percent of Asian men and 14 percent of Asian women plan to leave within the next year, compared with only 9 percent of Caucasian men and 10 percent of Caucasian women.

    Corporations can’t afford to lose their Asian talent. Not only are Asians a vital part of the white-collar pipeline generally, they are also particularly well-qualified in science, engineering and technology. Furthermore, as American-based multinationals extend their reach in China and India, the cultural fluency of their Asian employees can confer a critical competitive edge.

    Forward-thinking companies should look for solutions that don’t just “fix the Asians,” but also teach their non-Asian managers to recognize the richness they can contribute.

    “The Asian community is a very large economic force both inside and outside of the U.S.,” said Barbara Adachi, the managing director of Deloitte Consulting LLP’s human capital practice. “The more you understand the impact that China and India are having on the world, the more you recognize the importance of having Asians be part of your leadership team.”

    Source: Diversity Executive

    5 Things To Do Every Day For Success



    “You get up at what time?” I hear that a lot along with “you are so lucky.” So, I’m going to help out here and let you in on the secrets of my success. Well, not all of them but enough to show you the foundation I build on every day.

    1. Wake up early. For the next week, get up a half an hour earlier that you normally do–and get going. If you get a few more things done, then get up even earlier the next week. Early in the morning is a great time to get work done because most of your associates have not started emailing, tweeting, IMing or posting yet.

    2. Read the headlines and watch the news. Not only should you know what is going on in the world, you will also be the first to recognize opportunities (if you followed #1) for you and your business–long before the competition has even had their first cup of coffee.

    3. Send something to one person who can hire you or buy your product–something you promised to follow-up with, a quick email with a link to something relevant or a “hey just checking in to see how things are going” email.

    4. Touch base with an old friend or associate you haven’t talked to in ages. Ask how they are, what are they working on and ask or suggest how you might help. You’ll make their day.

    5. Write a handwritten note to someone. Seriously. It is a lost art and makes quite an impression. There is always someone you can send a thank you note to–or you aren’t doing things correctly.

    A simple yet highly effective list. Try all five every weekday for a month. Then, tell me I’m right. If I’m wrong, I’ll buy you a cup of coffee. When you finally wake up …

    Source: Fast Company

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