Category Archives: Career

Career consulting articles

You Are Not Irrelevant – A Career Woman’s Journey

I could tell in her eyes and by the way she described herself in past tense that this career woman had lost her way. This bright woman of 40+ had a rich background of experience and she eagerly shared stories about how she moved her way up to greater responsibility – until she was laid off. For purposes of this blog I will name her Joan.

Joan had spent the better part of the last two years trying to find a job. She shows the signs of exhaustion, fear and she wondered aloud, “Am I irrelevant?”

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Before being unemployed people knew who she was. Joan was sought after by colleagues, clients and stakeholders for her expertise but now she feels like she has been benched. She is sitting at the sideline waiting for another chance to show her worth.

Joan tries to apply for similar positions and has even begun to investigate a complete career change. After every resume goes out or interview happens she questions, Am I over-qualified? Under-qualified? or Are they just not seeing my value?

She had her share of no responses to applications and disappointing results from interviews she thought she aced. She knew that some positions were not the right fit and so she was screened out. When she realized a position would have her working under a boss who was twenty-something she screened herself out.

Joan considered an entirely new job, based on the advice of friends, but the prospect of investing in further education and other changes in lifestyle just wasn’t very appealing.

Tears welled up from time to time and smiles would surface when she recalled better professional days. Moments of Ah Ha! would brighten the dark tunnel she was passing through but this can’t be all there is. Joan is too skilled to be irrelevant!

I listened intently because I knew that the story, the vulnerability, the fear of the unknown, the questions surrounding her own qualities was not confined to her own sacred space but now for others to see and hear.  This once confident business woman was full of self-doubt and it showed not only in the person, but on paper as well.

Joan’s resume was trying too hard to tell the whole story. The language so specific to her industry and so smothered in details it was clear she wanted to be noticed. It dropped names as if everyone should know the players and provided short testimonials like a hybrid of a resume and reference letter. It was inundated with facts and figures as sentences bled more and more over the pages – four pages in fact.

It was clear we needed to work on so many levels and so began a trek through the tunnel together to shed some light on the reality of her situation.

Joan no longer had her pulse on what’s happening in the business community. Her connections were mainly with a couple of friends and close family. She spent many weeks never seeing a single soul, just looking for work by pressing buttons on a keypad, dressed in her “comfy clothes.”

She was living in the past. Sounding more like she was reciting her own eulogy rather than speaking about a living being. Each past tense reference was noted and I asked her to re-frame many of her sentences. Joan needed to find out that the skills and unique qualities she possesses are relevant and transferable to multiple work environments. I told her, “We just need to identify which ones you want to travel with.”

Joan valued time spent giving back to her community and had applied for a couple of jobs at not-for-profit organizations. Given her four page resume was quite over-powering for any reader, and heavy on corporate speak, we began to deconstruct her resume. Joan was not speaking their language and made the classic mistake of thinking her expertise would speak for itself. I suspect most readers needed an interpreter or simply gave up.

We looked at the vast differences between how applicants approach job search and how employers find applicants. Her eyes widened as she realized applicants and employers were traveling in opposite directions. We talked about the information highway and resources that can help get her back on the right road instead of feeling like she is driving around the same traffic circle.

The fact is most people don’t know Joan exists, despite the multiple times she has hit the send button on her computer. She “used to be” a go-getter. Joan chaired meetings, schmoozed with the business crowd, sourced people and introduced people so it falls within her competency to connect. She’d simply lost her confidence.heart-741499_1280

Joan and I moved through a process that was long overdue. I saw a change in her clothes and make-up, the way she sat and how she spoke. She was slowly holding her own light and not hiding in the dark. She began to trust her own ideas and not immediately look for validation with, “Is that OK?” or “What do you think?” Joan was beginning to see the difference between what she can market today and what can be left as a good work memory.

I’m not going to give you a fairy-tale ending, as Joan is a woman on a journey. But I will share this…

She began to make connections in the business community, she was deeply thankful for the time we had together and most importantly she now knows JOAN IS RELEVANT.

(Thank you to all the women I have worked with, like Joan. You continue to inspire me)

 

 

Working for love or money?

Are you still in love with your job or is it just a way to pay the bills?

In 2013, Monster Worldwide Inc. and GfK, a market research firm, conducted an international survey that revealed who liked their jobs and who didn’t. Interestingly, 64% of Canadians surveyed said they loved/liked their job.

Could you say the same?

So many things influence job satisfaction and the following are some examples:

  • Sense of Purpose
  • Creativity
  • Positive team environment
  • Control
  • Opportunity to grow
  • Security
  • Company respect for family/work
  • Challenge
  • Recognition for a job well done

It can easily be said that every positive reason for job satisfaction listed above the opposite forms the basis for an unhappy worker.  Work can give us more than just a pay cheque but for some the pay is the only thing that is keeping them there.

It can be torturous to get up and go in to work everyday knowing that what awaits you is draining your soul.

If you love your job then I salute you! If you don’t love your job anymore then one attribute that needs to be developed in a hurry is courage. Through sheer will, friends/family support or outside guidance one must find a way to build the courage to open doors previously passed by.

The people who have found happiness in their jobs have achieved this in full or in part by reinvention. A quest to find the right fit results in working with love and for the love of their chosen field.

I have long been a fan of Joseph Campbell and use his quotes often in my workshops. Here is one quote I feel is appropriate today:

“The call rings up the curtain, always, on a mystery of transfiguration. The familiar life horizon has been outgrown; the old concepts, ideals and emotional patterns no longer fit; the time for passing the threshold is at hand.”

Retention Strategies To Help Employees

The success of an organization can be attributed to many things but without a doubt the employee is right up near the top of that list. Employees play a huge role in the success and failure of an organization because beyond production value they are also likely to be establishing more contact with clients or customers. A positive contact translates into increased awareness, additional opportunities and dollars.

A recurring topic of conversation I have with people is about workplace culture. Former and existing employees, colleagues and clients share that despite a willingness to develop their careers the challenges faced while attending work often has them re-evaluating their value and questioning their professional future. It is a sad fact that many businesses lose very talented staff because they do not keep their eyes on the prize.

I believe there are three key retention strategies to help employees:

  1. Job Orientation
  2. Mentoring
  3. Effective Management

Job orientation helps clarify policies, procedures and expectations. Each of these are integral to ones understanding of a workplace and assists with matters of safety, structure or responding to challenges. It is truly unrealistic to believe anyone can work effectively without proper orientation. The person who is negatively impacted the most is the new or transitioning employee. Feelings of insecurity and an inability to be decisive in situations is not uncommon but could be avoided with a proper introduction.

Mentoring through a senior staff person can help any employee to rise up and feel like they can be successful in their position. They can see the potential for growth and become aware of unknown talents. Mentorship also serves as an introduction to the unofficial side of an organization. When employees feel supported by their colleagues and know their “back is covered” it makes for a much more harmonious work environment. I had the privilege of having an assistant manager early in my career that acted as a mentor and her influence shaped the woman I became professionally and personally. She made a difficult job a rewarding experience.

Effective management could be described as two words at odds with each other. I’m sure there are many managers out there that have days when they feel that way. With pressure coming from all sides and policies that may be established by people who have little understanding of day-to-day operations, it is a challenging position. However, successful managers learn to work within constraints and still maintain the respect of their employees.

I have experienced managers that are like bulls in a china shop and whose arrogance hinders their ability to gain support from their colleagues. I have also worked with managers who are genuine and open. They trust their employees, listen and never badmouth anyone. They are not friends but true colleagues. A good manager builds their own emotional intelligence so that they can better support the team. It is like placing the oxygen mask on yourself before assisting others.

The employee that displays a keen interest in the needs of her/his position, clients and colleagues might extend themselves in a way that is not to be difficult but comes from a desire to do better and be better. It is so important for managers to recognize that distinction.

You can lead a horse to water but you can’t make it drink and that is also true for employees. Employee retention is not easy but successful organizations implement strategies and realize the impression a manager leaves makes a huge difference.

 

 

A Complicated Life

Do you ever feel like your life is getting so complicated you want to pull the covers over your head and not come out of your room. I have days when I feel that way too lately and though I try to pace myself I think aspects of my life are just getting more complicated. I have been feeling like I’m being called in so many directions that my head is spinning.

I have taken on new work contracts where I’m trying to immerse myself in different cultures, expectations, departments and curriculum. It’s not a huge learning curve but there are a lot of people talking at me and I respect them enough to listen and learn.

My mother is not well and there is great concern that she is in grave danger but she refuses to see a doctor. Every day I check in to make sure she is OK or still with us. Late today after singing lessons, which I see as an indulgence in me time, my intuition told me to go visit her. It was a good thing I did.

Then there is the projects that are going on around our home in an effort to prepare it for sale. We are not sure that will we move but we are actively researching options and looking at houses in other communities.

I’m attending a workshop this weekend and beginning coursework for another program which has to be completed by the beginning of July. Amongst all of this is the normal responsibilities associated with life.

I feel guilty when I don’t blog for a while. Silly, isn’t it? It’s not like this is the big time but I know you are out there. I see my stats and so I feel that one way or another I should make sure to write. I often secretly chastise myself for not writing more career related posts but to be honest I feel my industry has very little new to say. So, when I do write it comes from a place of authenticity which again takes energy.

As time passes I’m not sure I have the energy to keep up with demands of home, work, relationships and family. You know what I mean? I’m sure you do. It used to be that I would thrive on a having a full day of stuff to do but now I would love one full day of nothing to do. If I get an hour of nothingness I’m elated!

Some days I’m afraid to answer my phone or open an email. Somebody is bound to want something from me and I’m not sure I have any more to give. With my Mum I feel I have become the parent, with my sister’s I feel like I have become the person who “handles stuff”, with my house I feel like the project manager and there are of course many more roles to play.

It’s someone else’s fault. I doubt that it is. I am notorious for pushing past pain and discomfort to obtain something for me or someone else. There should be no judgement positively or negatively on that, it just is. I have long worked with women and counseled them on the need for some balance, honoring self and all those great things but I’m not living the talk.

I and maybe most women have a hard time believing that people will be OK without us. We can feel a compulsion to solve every problem or manage every project. It’s not healthy but we will likely only find that out after some hardcore self-reflection or the universe will do it for us.

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My Own Resume Review

At the beginning of a new year I like to review my own resume. It is a funny process for me because part of the journey is to take stock of what has changed and the other part is life reflection.

I begin by taking into consideration additional courses I might have completed plus review my skills and expand on information where applicable. Being that resumes should meet and exceed employer’s needs I realize the content will be adjusted to reflect what I can offer.

As much as I can give advice to others about resume development I will freely admit I find it difficult to craft my own. The more experience I gain the tougher it is to resist the urge to include it all. I struggle with the same dilemma most professionals face which is how much is too much and what is too little. I become obsessed with the document to the point where I have to force myself to walk away from the computer.

I have lost sleep over resume development after waking up in the middle of the night with what may be the correct sentence for one solitary point. It is silly how much pressure resumes can put on us because we want to get it right. Imagine being in my shoes when the expectation is that I MUST get it right.

Typically I have chosen a combination resume because after years of doing contract work I find it better to just focus on the skills. My dates are on the second page with my related work history along with education, activities, memberships and awards. It is strong but I always question am I missing anything?

This is where a second or third set of eyes to review what I have and provide feedback would be helpful. Preferably it should be someone who knows me well professionally and has seen me in action but sometimes that’s not possible. Regardless, something has to be done because my normally critical eye is blurry when it comes to my own resume. I’m simply sitting too close.

Now, let’s talk about self reflection. One thing I do find interesting is traveling back in the years and realizing just how far I have come. Life was happening during all of those jobs. I did sweat the small stuff and survived the really big stuff. There were times when I shared nothing with my colleagues and times when I shared too much. As I rewind it is apparent there is always so much to learn and I can’t judge myself nor anyone else.

I look to the lines on my face just as much as the lines on the page and know there is some wisdom that has been gained. When it comes to the resume I want desperately to have the reader find the essence of how, why and what’s to come. If there is something I can offer you, especially if you are challenged by a resume, it is to see it as part of a larger picture.

We can create a cover letter, an opportunity for introduction or interview that allows us to share more of what we have to offer. If you are too close to the document then find help because it is better capture the uniqueness of you than to undersell those valuable qualities.

 

Employers – What type of resume do you prefer?

“What type of resume style do employers prefer?” As a career consultant I frequently scour the Internet to see what is the latest resume style advice for job seekers. What I have come to realize is that many writers say things like, “Employers prefer…” or “Employers don’t like…” but almost all of the articles or blogs do not have a single quote from an actual employer.

After reading these articles I have questions of my own:

  1. Who are these employers?
  2. How many employers did they contact and how?
  3. What industries are they targeting?
  4. Where are these employers located?

QUESTION MARK

One thing that can be agreed upon in our field is that a Functional resume is difficult sell to employers. It lacks dates and often employers feel like the applicant has something to hide. Chronological and Combination resumes still have their place but with today’s highly competitive application process one needs to strategically compose these types of resumes.

I doubt that most of what you read on the Internet about resumes has been properly evaluated by people who are directly in the position of hiring. Recruiters are known to provide opinion but again we rarely see anything attributed to an actual recruiter and even if we could we can only assume they have the expertise and contacts necessary to give an accurate account. I have always thought that the resume format recruiters prefer, given the expediency of screening, might be very different from other businesses.

This year I want to make it my mission to gather more feedback directly from employers about their resume preferences so that my clients have more to go on. I’m not saying it will be a large sampling but at least if I’m going to talk about it I want full disclosure when I do.

CALLING INTERESTED EMPLOYERS!

I encourage any employers reading this blog to reach out to me by blog comment, email or phone to provide their opinion about resume styles.

Whenever I meet or speak with an employer I’m going to take a moment to ask, “What type of resume do you prefer and why?

If you know someone who may be able to shed some light on preferred resumes for an industry or company feel free to be in touch.

When I feel I have compiled enough data I will let you know about my findings and in particular disclose, Who? What? and Where? Then you can decide if what you are reading is effective resume advice or just regurgitated old resume news.

 

 

Powerful Play Experiences At Work

Do you need to Re-charge, Re-juvenate and Re-energize your work environment and team? Let me introduce you to Robert Manolson of POWERFUL PLAY EXPERIENCES.

Robert and I came to know each other as workshop facilitators some time ago. Since then I have enjoyed following his career as he brings his love of play to many people and organizations. I asked Robert, Why is play important? I thought it would be great for you to hear his story and how he creates FUN AT WORK!

Why play? It really all began many, many years ago as I was pursuing my college and university education in Recreation Leadership.   At that time, I stumbled across a most unique idea that was just beginning to make it’s mark in the field of recreation and leisure – Cooperative Play!!

Cooperative Play was about inclusion, not exclusion – permission to play your way. Cooperative Play was very well known as Community Building. People would gather outdoors on a grand scale at their local park or green space, recreation centre, large field or even a meadow with a shared desire to play! What a great way it was to bring the people of a whole community together for the simple goal of having fun.

Spring forward to today. The name has changed, we now call it Team Building plus we’ve moved the play experience indoors. But the premise is still the same today as it was back then. People rekindle their spirit of play through cooperative games that are free-flowing, high energy, social and engaging. No skill is required. It’s really all about playing just for the sake of playing and having fun.

Needless to say, Team Building and play just for the sake of playing and having fun has evolved. The “community” that now wants to play with me is comprised of diverse people from today’s ever busy, ever stressful world of work. And something quite significant has taken place here as well. These world of work people, who also have a shared desire to play, have rebranded the word Play to something much more fitting and more specific to their situation – Fun At Work!!

Fun At Work is now permission for a time out from an all too busy world of work to feel engaged, manage stressors, open lines of communication, and strengthen employee relationships. Fun At Work achieves the goal of simply bringing people together in a most unique experience. Through the sheer magic of playing together, we create a feeling of community, a feeling of Team whereby everyone in the workplace is truly more connected, while generating more excitement and energy as a team.

In fact, 100% of world of work people that I’ve surveyed agree that they all can use more Fun At Work. It’s very clear to me that world of work people are driven to spearhead a healthy Work-Fun balance. And they are keenly motivated to change the atmosphere at work while working together as partners in their team’s success.

They say, isn’t it really all about a smile on everyones’ faces at the end of the workday? Isn’t it really all about happy staff? I say, check out the many photos on my website and facebook page. Take a few minutes to enjoy viewing the videos on my website and my YouTube page. See what I see after an awesome Powerful Play Experiences Workshop – happy people ready to take on the workday. Heightened levels of positive energy. Stress levels alleviated. Relationships strengthened, whether it’s special bonds re-established or new bonds created with co-workers. And an “I feel great about bringing fun to work” attitude.

Isn’t it interesting how simple it is?

Workplace fun and wellness through the power of play and fun at work.

 

Thank you Robert for your wonderful contribution to Esteem Rising!!

“Play is something done for its own sake. “It’s voluntary, it’s pleasurable, it offers a sense of engagement, it takes you out of time. And the act itself is more important than the outcome.” ~ Dr. Stuart Brown~

For additional information and resources about play go to:

The Importance of Play for Adults

and

National Institute for Play

Summary vs Objective on a Resume

News Flash: It’s not about what employers can do for you, it’s what you can do for the employer.

Did you know that Objectives on your resume may not help you? With the advent of software programs that can screen in or out applicants based on key words today’s job seeker needs to be very selective about what they say in their documents. Add in the plethora of candidates who may have similar or more impressive backgrounds and it is even more important that you do what you can to stand out from the crowd.

I recently found an article on the topic of writing a summary statement rather than an objective. It has really good points that make the case for changing it up a bit to bring out your “A +” game! Follow the link below.

Trade Up to an Executive Summary

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