tag:blogger.com,1999:blog-1635933184258819872024-03-13T04:11:33.911-04:00Career ConduitA compendium of career-related news, views, and tools...Lioness Tribehttp://www.blogger.com/profile/15869783273477751601noreply@blogger.comBlogger356125tag:blogger.com,1999:blog-163593318425881987.post-71712248078563553152015-11-01T09:34:00.002-05:002015-11-01T09:35:57.478-05:00Is Your Workplace Witchy?<div class="MsoNormal">
Do you care about your employees? Do you try to make their overall lives
better? Are you their advocate? In contrast, are your employees suffering
under a "witchy" workplace in a totalitarian, self-centered or mean
organization? Has the workplace become a
house of horrors? There are ways to
bring it back into the light, and it starts with your sphere of influence. <o:p></o:p></div>
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<br /></div>
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Our society has adopted some false notions around otherwise
good ideas.<o:p></o:p></div>
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<b>Productivity</b> - Progress toward goals should be our measure
but, too often, we do not look at the outcome because we are enthralled with
the output. The danger of a culture that
embraces continuous after-hours engagement (seat time and emails) is
four-fold: 1) Employees may not be
engaging where they should or accomplishing what they should when they
should. 2) Organizations that encourage
this behavior are setting bad expectations for the colleagues and clients,
which ultimately harm their workforce.
3) Team members often feel alienated by this type of behavior. 4) Too
much of any good thing is harmful. <o:p></o:p></div>
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<br /></div>
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As America's workforce slides toward hiring increasing
numbers of generation Y and Z, an out-of-balance work ethic could set
organizations up for retention issues.<o:p></o:p></div>
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<br /></div>
<div class="MsoNormal">
<b>Collaboration</b> – Open
environments have become the norm in many organizations. There is a common
belief that open floor plans increase collaboration and help employees escalate
their creativity, innovation, and synergy.
Open spaces are desirable, but not full time. <o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Seating staff permanently in open cubicles without privacy
actually makes them feel vulnerable.
Full time workers spend 40 or more hours of the week at work dealing
with increased disease transmission, more frequent interruption, and just an overall
feeling of being exposed. Studies
indicate that open work plans actually decrease the productivity that
organizations desire. <o:p></o:p></div>
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<br /></div>
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If employees were animals, would PETA be objecting to the
environment? <o:p></o:p></div>
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<b>Professionalism</b> – Don’t expect your employees to be
androids. Realize that they will have
bad days occasionally. They will have
issues that weigh on their mind and show up in their body language despite
their efforts to leave them at the door.
This is especially true in the aforementioned open floor plans. Most of us can put on the mask of
professionalism that carefully guards our tone and body language, but even that
can be challenged in some circumstances. <o:p></o:p></div>
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<br /></div>
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We need to put the “human” back in “humanity” and start
dealing with people rather than carelessly handling malleable cogs in a
wheel. <o:p></o:p></div>
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<br /></div>
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<b>Programs</b> – No, programs do not fix everything, although they
can make organizational leadership feel as if they have done something for
their employees. However, programs can
be out of reach to some who are in the thick of things and cannot leave their
seat due to heavy work demands. <o:p></o:p></div>
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<br /></div>
<div class="MsoNormal">
Perhaps we need to insist that people get up from their
collaborative seating arrangements and take breaks and a lunch. Maybe we need to be sensitive to the needs of
those around us and suggest that they take time on certain days of the week to
participate in an exercise class or personal / career development
opportunity. <o:p></o:p></div>
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<br /></div>
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Attending to your employees' needs will render them more
productive than insisting broken people fill seats.<o:p></o:p></div>
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<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjv5SZTAi6boR6Pns0H7lIIMTmFrOwIC0ovpbxN3SpfthVWOMbGQZk8XELSWF46ExF68Z89zNFNJtw5rit2kBlb8tblpyK-gP__qKlyZoSHZUq9f6SuGDqkR2B50hOzwUCllS-r4ygHtEo/s1600/frozen.png" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="160" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjv5SZTAi6boR6Pns0H7lIIMTmFrOwIC0ovpbxN3SpfthVWOMbGQZk8XELSWF46ExF68Z89zNFNJtw5rit2kBlb8tblpyK-gP__qKlyZoSHZUq9f6SuGDqkR2B50hOzwUCllS-r4ygHtEo/s320/frozen.png" width="320" /></a></div>
__________________________ <o:p></o:p></div>
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Only Moses could get water from a rock. Even then, it was only with divine
intervention. If you are in a position
of trust that makes you responsible for others, consider this. If you
are preoccupied with your reputation, if you insist on flawless optics on top
of veritable broken glass, if you bully or yell at your employees, if you
penalize them for temporary life issues, and if you don’t invest in their
growth and advancement, do you have your employees' best interests in mind or
your own? <o:p></o:p></div>
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<br /></div>
<div class="MsoNormal">
While the Greatest Generation and Baby Boomers may have gone
the extra mile regardless of work conditions, Generation Y and Generation Z may
not. They will move on to greener
pastures. Your organization could lose
great talent because of an outdated corporate culture.<o:p></o:p></div>
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<br /></div>
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Friends, leading is a gentle pull, while management is a
heavy push. Leading considers the other,
while management looks inward.
Innovation is not encouraged nor does it flourish in a top-down
environment where employees are unhappy.
Do you want to attract dedicated employees? Then truly care about and invest in their
careers. It will be THE difference
between a good and great organization.<o:p></o:p></div>
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<br /></div>
<br />
<div class="MsoNormal">
So, how do you sanitize a witchy workplace? The golden rule is a start. As Frozen's Olaf would say, "Some people
are worth melting for." That should
probably include your employees.<o:p></o:p></div>
Lioness Tribehttp://www.blogger.com/profile/15869783273477751601noreply@blogger.com0tag:blogger.com,1999:blog-163593318425881987.post-22402899691281383992015-09-06T19:56:00.003-04:002015-09-06T19:57:16.557-04:00Leadership Lessons from the Field<div class="MsoNormal">
The more I work with horses, the more I understand how to
apply the lessons learned from working around a half-ton beast in work
situations. Horses teach us a lot about
ourselves and others. <o:p></o:p></div>
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Here are some leadership lessons from the field...or the
pasture.<o:p></o:p></div>
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<b> Control</b><o:p></o:p></div>
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Control is only an illusion.
A rider is only in control to the extent that the horse wants to comply
and trusts the rider’s leadership enough to do so. <o:p></o:p></div>
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<br /></div>
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A team is comprised of individuals. As a leader, you do not control these
individuals. So, to be effective, you
must work diligently to build and maintain a good relationship with each
person. People can sniff a fake a mile
away. Be authentic!<o:p></o:p></div>
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<b> Consistency</b><o:p></o:p></div>
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Horses appreciate consistency. If you respond one way on Monday and another
on Tuesday, it confuses them. They
really are like dealing with children in many ways. Consistency is the key. <o:p></o:p></div>
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There is no substitute for consistency for your team. If you are consistent, your team knows what
you expect. Consistency builds trust over time, particularly in conjunction
with a good relationship. <o:p></o:p></div>
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<b>Correction</b><o:p></o:p></div>
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Horses want to do what is easiest for them. Some of the most
common means of training horses is through pressure, anticipating reactions
ahead of time, making small course corrections on the go, and dispensing
rewards. <o:p></o:p></div>
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<br /></div>
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People don’t welcome pressure any more than horses. As such,
leaders should embrace alternatives, look ahead, anticipate where issues may arise, and plan to
provide positive reinforcement in the hopes that correction will not be
necessary.<o:p></o:p></div>
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<b>Caring</b><o:p></o:p></div>
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When people know that you genuinely care about them, it
changes the whole team dynamic. Love
does cover "a multitude of sins." <o:p></o:p></div>
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<br /></div>
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Recap<o:p></o:p></div>
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Control is only an illusion.<o:p></o:p></div>
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Consistency builds trust.<o:p></o:p></div>
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Correction should only be utilized when warranted and
necessary.<o:p></o:p></div>
Care!<br />
<div class="MsoNormal">
<o:p></o:p></div>
Lioness Tribehttp://www.blogger.com/profile/15869783273477751601noreply@blogger.com0tag:blogger.com,1999:blog-163593318425881987.post-30342763322136324412015-09-06T14:18:00.002-04:002015-09-06T14:22:09.711-04:00A Labor Day Memo<div class="MsoNormal">
Employment is a wonderful and needful thing for ourselves
and others. It is the fuel of
society. It is a worthy pursuit. However, something seems to be broken, and we
seem to be losing the human part of humanity.
The engine of progress is getting a knock and ping.<o:p></o:p></div>
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<br /></div>
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Somewhere along the line, work crossed a healthy
boundary. In the not too distant past,
people left work at a prescribed hour.
Within the past decade, technology has enabled work to follow employees
home and become a task master. This has
resulted in a synthesis of work and life where clocks and boundaries do not exist. <o:p></o:p></div>
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<br /></div>
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On the heels of expanding work hours came the expectation
that employees accomplish more with less.
Organizations are driven to innovate to stay relevant while keeping
costs low, so employees find themselves faced with burgeoning demands. Human productivity can only be stretched so
far.<o:p></o:p></div>
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Many Americans primarily identify with their work. Perhaps it is the Protestant work ethic or
maybe it is just the amount of time devoted to work that is the driver. But, if you inquire about another’s life, you
will get a job title and elevator pitch in the first few minutes of
conversation. This is rather sad because work is not who we are. It is what we do with a part of our life.<o:p></o:p></div>
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If the world changed drastically tomorrow and your job
disappeared for one reason or another, what would you say about yourself? Would you then talk more about your family,
interests, worldview, etc…? Would you
get to know yourself better?<o:p></o:p></div>
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Quit allowing others to empty you like a glass of water and
fill yourself with the wonder of life around you. Set limits. Unplug. Take your vacation. Don’t check your email at all hours. Give others grace to do the same. Don’t let life pass you by. <o:p></o:p></div>
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Have a wonderful Labor Day weekend!<o:p></o:p></div>
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Tips<o:p></o:p></div>
<div class="MsoNormal">
<br />
<ul>
<li>Explore your interests outside work to limit any boredom.</li>
<li>Limit after-hours email.</li>
<li>If you need help at work, ask for it. Don’t suffer in silence.</li>
<li>Put your devices away at home.</li>
<li>Set reasonable limits and learn to say “no” when warranted.</li>
<li>Take care of yourself physically, mentally and spiritually.</li>
<li>Tame the technology task master with technology.</li>
</ul>
<o:p></o:p></div>
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<o:p></o:p></div>
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<o:p></o:p></div>
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<o:p></o:p></div>
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<o:p></o:p></div>
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<o:p></o:p></div>
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Lioness Tribehttp://www.blogger.com/profile/15869783273477751601noreply@blogger.com0tag:blogger.com,1999:blog-163593318425881987.post-76418340067377672372015-05-10T10:02:00.001-04:002015-05-10T10:08:13.190-04:00Motherhood & Careers<div>
<span style="font-family: Georgia, Times New Roman, serif;">Happy Mother's Day!</span></div>
<div>
<span style="font-family: Georgia, Times New Roman, serif;"><br /></span></div>
<span style="font-family: Georgia, Times New Roman, serif;">If you are a mother, you will know that motherhood presents a variety of issues for women, particularly if they are working outside the home. If you are not yet a mother but want to be, get prepared. </span><br />
<div>
<span style="font-family: Georgia, Times New Roman, serif;"><br /></span></div>
<div>
<span style="font-family: Georgia, Times New Roman, serif;">There are some organizations that accommodate parents and there are those that are not very family friendly. Sadly, women can and do get penalized in their careers for, necessarily, dividing their attention between family and career. I was told, years ago, "You can't have it all." So, I moved outside the organization and industry. It was tough for awhile, but necessary. </span><br />
<div>
<span style="font-family: Georgia, Times New Roman, serif;"><br /></span></div>
<div>
<span style="font-family: Georgia, Times New Roman, serif;">Unfortunately, child rearing is still seen as primarily a female endeavor in many organizations. The child's entry into the world is slow and visible for a woman. Plus, a woman's absence after child birth is obvious too. So, really, there is no avoiding this perception. Finally, a double standard does exist in some organizations where a man is lauded for parental involvement by leadership and peers while a woman is penalized. </span></div>
<div>
<span style="font-family: Georgia, Times New Roman, serif;"><br /></span></div>
<div>
<span style="font-family: Georgia, Times New Roman, serif;">What is a woman to do? </span></div>
<div>
<ul>
<li><span style="font-family: Georgia, Times New Roman, serif;"><b>Weigh the Costs</b> - Understand that opportunity costs still exist in some organizations. Before making the choice to be a mother, weigh the costs as if you really can't have it all.</span></li>
<li><span style="font-family: Georgia, Times New Roman, serif;"><b>Check Finances</b> - Can you afford kids, or is this something that you need to plan for a bit longer? A stymied career and financial pressure are not conducive to happiness. </span></li>
<li><span style="font-family: Georgia, Times New Roman, serif;"><b>Understand the Culture</b> - Realize that, despite any perceived gender inequities, you will not change the prevailing culture and need to be prepared for such reality. </span></li>
<li><span style="font-family: Georgia, Times New Roman, serif;"><b>Choose Family Friendly</b> - If parenthood is important to you, seek a position in an organization that is family friendly before you make a move to have children. If you are in an organization that is penalizing you for being a mother, you may want to consider seeking a position in another organization. </span></li>
<li><span style="font-family: Georgia, Times New Roman, serif;"><b>Build a Support Network</b> - Once you have children, build a support network and set boundaries for work / life. You will need assistance, and you will need to be able to say "no" occasionally. Your career is important, but so are your children. </span></li>
<li><span style="font-family: Georgia, Times New Roman, serif;"><b>Stay Home</b> - I know that is not a popular decision and can put a damper on career progression, but being a mother is really a stand-alone and laudable job. Becoming a stay-at-home mom works particularly well for women who are financially secure and have a supportive spouse.</span></li>
<li><span style="font-family: Georgia, Times New Roman, serif;"><b>Try Entrepreneurship</b> - Being an entrepreneur is hard work and many small businesses fail. However, this avenue will place you in control of your hours and can be done, largely, inside the home. Once again, this works particularly well for women who are financially secure and have a supportive spouse.</span></li>
</ul>
<div>
<span style="font-family: Georgia, Times New Roman, serif;">Ladies, being a mom and supporting children is not easy. You should be congratulated for your efforts. None of us are perfect, but <i>love covers a multitude of sins.</i> There isn't much better than the love of a mother. </span></div>
<div>
<span style="font-family: Georgia, Times New Roman, serif;"><br /></span></div>
</div>
<div>
<span style="font-family: Georgia, Times New Roman, serif;"><br /></span></div>
<div>
</div>
</div>
Lioness Tribehttp://www.blogger.com/profile/15869783273477751601noreply@blogger.com0tag:blogger.com,1999:blog-163593318425881987.post-77484967062284536072015-05-08T16:39:00.002-04:002015-05-08T19:50:53.241-04:00Recruiters Say... May 8th Edition<div class="MsoNormal">
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<span style="font-family: Georgia, 'Times New Roman', serif;">A recruiter and hiring manager survey will be open during
the summer months. Responses will be
used in aggregate to provide job seekers, including students, a window on what
is considered important by organizations in the hiring process. </span></div>
</div>
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<span style="font-family: Georgia, Times New Roman, serif;">You can access the survey here: <a href="http://t.co/hFV7UGispa" target="_blank" title="http://bit.ly/1K2PrBU"><span class="js-display-url"><span style="background: white; color: #0084b4; text-decoration: none;">bit.ly/1K2PrBU</span></span><span class="invisible"><span style="background: white; color: #0084b4; font-size: 1pt; text-decoration: none;"> </span></span></a>. Please take a few moments to help us help
others. </span></div>
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<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhTN2Bfa67F3ovpNQhOVtUsg2UXgBSLvecmpV0woyR46_dG4F4tMyaXorq7PKeW3ubiTBbd_x0Jj3QWhu-uTRvLDyCTQNFFNuVgbMMG98q3XVEBUi1guE9eqC15xsjJJ3NkyHC4usyEKqE/s1600/Recruiters+Say2.JPG" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="247" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhTN2Bfa67F3ovpNQhOVtUsg2UXgBSLvecmpV0woyR46_dG4F4tMyaXorq7PKeW3ubiTBbd_x0Jj3QWhu-uTRvLDyCTQNFFNuVgbMMG98q3XVEBUi1guE9eqC15xsjJJ3NkyHC4usyEKqE/s320/Recruiters+Say2.JPG" width="320" /></a></div>
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<h3>
<span style="font-family: Georgia, Times New Roman, serif;">Resumes</span></h3>
<div class="MsoNormal">
<span style="font-family: Georgia, Times New Roman, serif;">Surveyed
recruiters report that non-standard resumes and those with typos are the least
acceptable. A majority do
not have issues with resumes that run over one page, but they do desire resumes
that are crafted for a particular position. All recruiters report that they spend the
majority of their time on a candidate’s resume in the early stages. However, they turn to the candidate’s
personal branding when making a final decision.</span></div>
<div class="MsoNormal">
<span style="font-family: Georgia, Times New Roman, serif;"><o:p></o:p></span></div>
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<h3>
<span style="font-family: Georgia, Times New Roman, serif;">Cover letters</span></h3>
<div class="MsoNormal">
<span style="font-family: Georgia, Times New Roman, serif;">If a
position does not require a cover letter, most recruiters would rather
candidates include one only if they believe it to strengthen their position.</span></div>
<div class="MsoNormal">
<span style="font-family: Georgia, Times New Roman, serif;"><o:p></o:p></span></div>
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<br /></div>
<h3>
<span style="font-family: Georgia, Times New Roman, serif;">Social media</span></h3>
<div class="MsoNormal">
<span style="font-family: Georgia, Times New Roman, serif;">Recruiters are more likely to check job candidates out on LinkedIn followed by
Twitter. However, some recruiters report always checking Google, LinkedIn,
Twitter, Facebook, and even Instagram.
No recruiters reported checking Google Plus. Recruiters also report that an online resume
or portfolio is useful in making a candidate stand out. Social media accounts utilized for professional purposes
(Twitter, Facebook, Pinterest and Blogs) were not deemed overly important. <o:p></o:p></span></div>
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<h3>
<span style="font-family: Georgia, Times New Roman, serif;">Online behavior</span></h3>
<div class="MsoNormal">
<span style="font-family: Georgia, Times New Roman, serif;">Over
half of the surveyed recruiters report that they “definitely will not” hire
someone who posted about firearms.
Recruiters were on the fence about political, racial and religious
postings. They did not seem to be put
off by postings that indicated that a candidate was mature or had a family. <o:p></o:p></span></div>
<div class="MsoNormal">
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<h3>
<span style="font-family: Georgia, Times New Roman, serif;">Legal environment</span></h3>
<div class="MsoNormal">
<span style="font-family: Georgia, Times New Roman, serif;">Given that the legal environment surrounding social media and hiring is
still evolving, a majority of respondents expressed concern regarding potential
legal implications of screening applicants online.<o:p></o:p></span></div>
<div class="MsoNormal">
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<h3>
<span style="font-family: Georgia, Times New Roman, serif;">LinkedIn</span></h3>
<div class="MsoNormal">
<span style="font-family: Georgia, Times New Roman, serif;">The
majority of recruiters agreed that it is important for a job seeker to have a
LinkedIn account regardless of where they are in their career. A professional photograph, recommendations and
group involvement were the most important factors for some of the
recruiters. Status updates and the
number of connections were not deemed critical.<o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<h3>
<span style="font-family: Georgia, Times New Roman, serif;">Interviews</span></h3>
<div class="MsoNormal">
<span style="font-family: Georgia, Times New Roman, serif;">Recruiters report using phone interviews most often in the first
round. The final round is most likely a
panel interview. <o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<br />
<h3>
<span style="font-family: Georgia, Times New Roman, serif;">Hiring factors</span></h3>
<div class="MsoNormal">
<span style="font-family: Georgia, Times New Roman, serif;">Recruiters ranked the following (in order) as important in making hiring determinations: 1) Cultural Fit 2) Work Experience and 3)
Applicable Skills. Recruiters need
assurance that candidates will be a fit for the work environment and hit the ground
running. </span><o:p></o:p></div>
Lioness Tribehttp://www.blogger.com/profile/15869783273477751601noreply@blogger.com0tag:blogger.com,1999:blog-163593318425881987.post-14757304073421142212015-05-07T19:53:00.002-04:002015-05-08T09:04:45.448-04:00Don't be Eeyore: Love & Let Go<span style="font-family: Georgia, Times New Roman, serif;">A look at the headlines can be disheartening for many people nowadays. The headlines seem to capture the worst of our world. This can erupt in negative feelings and cloud our thoughts at best. </span><br />
<span style="font-family: Georgia, Times New Roman, serif;"><br /></span>
<br />
<div>
<span style="font-family: Georgia, Times New Roman, serif;">There is a phrase that keeps running through my mind:<span style="background-color: white;"> </span></span><span style="background-color: white;"><i style="font-family: Times, 'Times New Roman', serif; text-align: center;"><b>Love & Let Go!</b></i><i style="font-family: Times, 'Times New Roman', serif; text-align: center;"> </i><span style="font-family: Times, 'Times New Roman', serif; text-align: center;">B</span></span><span style="font-family: Georgia, 'Times New Roman', serif;">ut, what does that mean and how can it help us manage the world around us?</span></div>
<div>
<span style="font-family: Georgia, Times New Roman, serif;"><br /></span></div>
<div>
<b><span style="color: blue; font-family: Georgia, Times New Roman, serif;">Love!</span></b></div>
<div>
<span style="font-family: Georgia, Times New Roman, serif;"><br /></span></div>
<div>
<span style="font-family: Georgia, Times New Roman, serif;">We toss around the term so carelessly. We say we love people and things. </span></div>
<div>
<span style="font-family: Georgia, Times New Roman, serif;"><br /></span></div>
<div>
<span style="font-family: Georgia, Times New Roman, serif;">I love ice cream. I love the new Avenger's movie. You get the picture. </span></div>
<div>
<span style="font-family: Georgia, Times New Roman, serif;"><br /></span></div>
<div>
<span style="font-family: Georgia, Times New Roman, serif;">The Greeks weren't so careless with love. They had specific terminology for the different types of love. I think this video does a great job in the way of explanation. </span></div>
<div>
<span style="font-family: Georgia, Times New Roman, serif;"><br /></span></div>
<div class="separator" style="clear: both; text-align: center;">
<span style="font-family: Georgia, Times New Roman, serif;"><iframe allowfullscreen="" class="YOUTUBE-iframe-video" data-thumbnail-src="https://i.ytimg.com/vi/w4O46P_T7uY/0.jpg" frameborder="0" height="266" src="https://www.youtube.com/embed/w4O46P_T7uY?feature=player_embedded" width="320"></iframe></span></div>
<div>
<span style="font-family: Georgia, Times New Roman, serif;"><br /></span></div>
<div>
<span style="font-family: Georgia, Times New Roman, serif;">I am referring to agape love in this article. We don't have to agree with another's ideology (whatever that might contain) to love the other as a human being. </span></div>
<div>
<span style="font-family: Georgia, Times New Roman, serif;"><br /></span></div>
<div>
<span style="font-family: Georgia, Times New Roman, serif;">Consider this:</span></div>
<blockquote class="tr_bq">
<span style="font-family: Georgia, Times New Roman, serif;">Love is patient, love is kind. It does not envy, it does not boast, it is not proud. It does not dishonor others, it is not self-seeking, it is not easily angered, it keep no record of wrongs. Love does not delight in evil but rejoices with the truth. It always protects, always trusts, always hopes, always perseveres. Love never fails. 1 Corinthians 13:4-8</span></blockquote>
<div>
<span style="font-family: Georgia, Times New Roman, serif;">Wow! Can you imagine the change in headlines if we all did that? </span><span style="font-family: Georgia, 'Times New Roman', serif;">However, noticeably absent is the thought that love involves getting revenge on or agreeing with or fixing the other. </span></div>
<div>
<span style="font-family: Georgia, 'Times New Roman', serif;"><br /></span></div>
<div>
<span style="font-family: Georgia, 'Times New Roman', serif;">Individuals are accountable for their beliefs and actions. We do not have the power to change others....well except by force. That's not really love though, is it?</span></div>
<div>
<span style="font-family: Georgia, Times New Roman, serif;"><br /></span></div>
<div>
<b><span style="color: blue; font-family: Georgia, Times New Roman, serif;">Let Go!</span></b></div>
<div>
<span style="font-family: Georgia, Times New Roman, serif;"><br /></span></div>
<div>
<span style="font-family: Georgia, Times New Roman, serif;">Too many of us walk around life unaware of facts. We live our lives by feelings and perceptions often based upon another person's experiences or identity with a group. Some experience life as victims and are trapped by bitterness. </span></div>
<div>
<span style="font-family: Georgia, Times New Roman, serif;"><br /></span></div>
<div>
<span style="font-family: Georgia, Times New Roman, serif;">People who are angry, bitter, etc... are controlled by others. They do not have the <a href="https://www.psychologytoday.com/blog/bouncing-back/201106/the-no-1-contributor-happiness" target="_blank">"inner locus of control</a>" that is necessary to be happy and fulfilled in life. They cede any possibility of success to others and circumstance. They aren't in control of their own destiny. </span></div>
<div>
<span style="font-family: Georgia, Times New Roman, serif;"><br /></span></div>
<div>
<span style="font-family: Georgia, Times New Roman, serif;">We can never be free to grow until we learn to love others and let go of any "right" we think we might have to be offended. This, dear friends, is how we conquer the ugliness around us in the world. </span></div>
<div>
<span style="font-family: Georgia, Times New Roman, serif;"><br /></span></div>
<div>
<span style="font-family: Georgia, Times New Roman, serif;">Don't be an Eeyore!</span></div>
<div>
<span style="font-family: Georgia, Times New Roman, serif;"><br /></span></div>
<div class="separator" style="clear: both; text-align: center;">
<span style="font-family: Georgia, Times New Roman, serif;"><iframe allowfullscreen="" class="YOUTUBE-iframe-video" data-thumbnail-src="https://i.ytimg.com/vi/CQI0E1WCLMU/0.jpg" frameborder="0" height="266" src="https://www.youtube.com/embed/CQI0E1WCLMU?feature=player_embedded" width="320"></iframe></span></div>
<div>
<br /></div>
<div>
<br /></div>
Lioness Tribehttp://www.blogger.com/profile/15869783273477751601noreply@blogger.com0tag:blogger.com,1999:blog-163593318425881987.post-86492872353426417222015-04-29T18:00:00.000-04:002015-04-30T09:05:39.261-04:00Supercalifragilistic-OOOPPS!<span style="font-family: Georgia, Times New Roman, serif;">There is a cute song in Mary Poppins that coins a nonsensical and outrageous word - s<span style="background-color: white; line-height: 18.2000007629395px;">upercalifragilisticexpialidocious</span><span style="background-color: white; font-weight: bold; line-height: 18.2000007629395px;">. </span>It is such a monumental word, that I found myself using it to describe my less than stellar experience this week. </span><br />
<span style="font-family: Georgia, Times New Roman, serif;"><br /></span>
<span style="font-family: Georgia, Times New Roman, serif;">Have you ever seen one of those demotivational posters? They can be amusing, unless you are walking through a sticky situation. Here is my poster.</span><br />
<span style="font-family: Georgia, Times New Roman, serif;"><br /></span>
<span style="font-family: Georgia, Times New Roman, serif;"><br /></span>
<br />
<div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEghnZeHaG50mDuD06Ob61Lp663dcrjYC1WKQfxaV0AAULuUBA7i5c1lu-2pUIYaqNugUfkoBzP8tXwxJrhyphenhyphenTvov9YqbwVCNN7Fp29r6QeQPvdN8lhYLuhgjeooinvo2lnVK3ZEl_Jbav5A/s1600/Your+mistakes+should+serve+as+a+warning+to.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><span style="font-family: Georgia, Times New Roman, serif;"><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEghnZeHaG50mDuD06Ob61Lp663dcrjYC1WKQfxaV0AAULuUBA7i5c1lu-2pUIYaqNugUfkoBzP8tXwxJrhyphenhyphenTvov9YqbwVCNN7Fp29r6QeQPvdN8lhYLuhgjeooinvo2lnVK3ZEl_Jbav5A/s1600/Your+mistakes+should+serve+as+a+warning+to.jpg" height="180" width="320" /></span></a></div>
<span style="font-family: Georgia, Times New Roman, serif;"><br /></span>
<span style="font-family: Georgia, Times New Roman, serif;"><br /></span>
<span style="font-family: Georgia, Times New Roman, serif;">I was putting together a blog post the other day about a rather complex issue. I let it go too early in my haste to complete the piece. The result was that I had to revise a rather convoluted post that didn't make a lot of sense in its original form. </span><br />
<span style="font-family: Georgia, Times New Roman, serif;"><br /></span>
<span style="font-family: Georgia, Times New Roman, serif;">Of course, those who read it were probably left scratching their heads, wondering what I meant. It could have hurt my credibility and may have affected my blog traffic. Unfortunately, it is one of my most viewed articles per my blog stats. </span><br />
<span style="font-family: Georgia, Times New Roman, serif;"><br /></span>
<br />
<table align="center" cellpadding="0" cellspacing="0" class="tr-caption-container" style="margin-left: auto; margin-right: auto; text-align: center;"><tbody>
<tr><td style="text-align: center;"><span style="font-family: Georgia, Times New Roman, serif;"><img alt="" border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgF39ir4PhCm8lUhdB_J_ad_ZCG2TINEHkzKQVlgEu5E-1t3X02kFkg2uhwk_8HC81HkcVbZz9d4JXpC4ywIed209HcTdQxtysUetxXHNwU213aMO-sl1LZMpZADnS58DcD7ZTbPjLz_xQ/s1600/Shocked.JPG" height="200" style="margin-left: auto; margin-right: auto;" title="" width="147" /></span></td></tr>
<tr><td class="tr-caption" style="text-align: center;"><span style="font-family: Georgia, Times New Roman, serif; font-size: xx-small;">http://cliparts.co/clipart/2364255</span></td></tr>
</tbody></table>
<br />
<span style="font-family: Georgia, Times New Roman, serif;">So, let's be real and very clear. I messed up! </span><br />
<span style="font-family: Georgia, Times New Roman, serif;"><br /></span>
<span style="font-family: Georgia, Times New Roman, serif;">To provide you with the benefit of my bad experience and hope that you will avoid my mistakes, I have devised three cardinal rules to avoid a Supercalifragilistic-OOOPPS</span>!<br />
<br />
<h3>
<u><span style="color: #0b5394;"><b>Create critical distance!</b></span></u></h3>
<span style="font-family: Georgia, Times New Roman, serif;">Give your resume, cover letter, blog article, paper, etc... time to rest. You need to be able to disconnect from it before you even attempt to proof. </span><br />
<span style="font-family: Georgia, Times New Roman, serif;"><br /></span>
<span style="font-family: Georgia, Times New Roman, serif;">The <a href="https://www.learning.ox.ac.uk/media/global/wwwadminoxacuk/localsites/oxfordlearninginstitute/documents/pdg/managingyourself/1_guide-to-editing-and-proofreading.pdf" target="_blank">Oxford Learning Institute</a> states the following:</span><br />
<blockquote class="tr_bq">
<span style="font-family: Georgia, Times New Roman, serif;">When proofreading your own work,<i> you are often so familiar
with the text that you see what you think you have written rather than what you
actually wrote.</i></span></blockquote>
<div class="MsoNormal">
<span style="font-family: Georgia, Times New Roman, serif;"><o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-family: Georgia, 'Times New Roman', serif;">"But, it is due tomorrow!" you say. </span></div>
<div class="MsoNormal">
<span style="font-family: Georgia, 'Times New Roman', serif;"><br /></span></div>
<div class="MsoNormal">
<span style="font-family: Georgia, 'Times New Roman', serif;">Well, I hate to tell you, but I just
experienced the consequences of not doing this. You need to start assignments
ahead of time to allow ample space for proofreading. In the case of a resume or
cover letter, always have a shell ready that you can add to or slightly revise.</span></div>
<div class="MsoNormal">
<span style="font-family: Georgia, 'Times New Roman', serif;"><br /></span></div>
<div class="MsoNormal">
<span style="font-family: Georgia, Times New Roman, serif;">If you are writing a blog article, you may want to save it as a draft or set it up to post at a later time, giving you a chance to go back and review before others read it. </span></div>
<div class="MsoNormal">
<span style="font-family: Georgia, 'Times New Roman', serif;"><br /></span></div>
<h3>
<b><u><span style="color: #0b5394;">Always ask a trusted associate to proof your material! </span></u></b></h3>
<span style="font-family: Georgia, Times New Roman, serif;">Don't attempt to proof your own work even if you have allowed time for critical distance. </span><br />
<span style="font-family: Georgia, Times New Roman, serif;"><br /></span>
<span style="font-family: Georgia, Times New Roman, serif;">Why? </span><br />
<span style="font-family: Georgia, Times New Roman, serif;"><br /></span>
<span style="font-family: Georgia, Times New Roman, serif;">Having someone else proof your work allows you to see if your piece is understandable. Do they know what you are trying to say? Is anything unclear? Do you need to add statements or reconfigure text to add to the readers' understanding? </span><br />
<span style="font-family: Georgia, Times New Roman, serif;"><br /></span>
<br />
<h3>
<u><b><span style="color: #0b5394;">Beware auto correct!</span></b></u></h3>
<span style="font-family: Georgia, Times New Roman, serif;">Auto correct is the bane of my smart phone existence. I know I can turn it off, but I deal with the idiosyncrasies - generally. I learned from that too. I actually sent an important communication that had changed the word "almost" to "all most." That was quite embarrassing!</span><br />
<span style="font-family: Georgia, Times New Roman, serif;"><br /></span>
<span style="font-family: Georgia, Times New Roman, serif;">There are several websites devoted to auto correct issues that are extremely amusing as an observer. However, mistakes often lack humor when the communication is your own and has import. </span><br />
<span style="font-family: Georgia, Times New Roman, serif;"><br /></span>
<span style="font-family: Georgia, Times New Roman, serif;">So, I hope you have learned by my example. Good luck with your communications!</span><br />
<br />
<br />Lioness Tribehttp://www.blogger.com/profile/15869783273477751601noreply@blogger.com0tag:blogger.com,1999:blog-163593318425881987.post-5594356122347364122015-04-27T18:04:00.000-04:002015-04-27T18:04:02.380-04:00Social Media, Personal Branding, and the Job Search<h3>
<div class="MsoNormal">
<span style="font-family: Georgia, serif; font-size: 10pt; font-weight: normal;">I have a question for you. How can social media be
"social" if users fear reprisal for their contributions?
Shouldn't you be free to be yourself? <o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-family: Georgia, serif; font-size: 10pt; font-weight: normal;"><br /></span></div>
<div class="MsoNormal">
<span style="font-family: Georgia, serif; font-size: 10pt; font-weight: normal;">Something to consider...<o:p></o:p></span></div>
<div class="MsoNormal">
<span style="font-family: Georgia, serif; font-size: 10pt; font-weight: normal;"><br /></span></div>
<div class="MsoNormal">
<span style="font-family: Georgia, serif; font-size: 10pt; font-weight: normal;">According to a <a href="http://www.careerbuilder.com/share/aboutus/pressreleasesdetail.aspx?sd=6/26/2014&id=pr829&ed=12/31/2014" target="_blank"><i><span style="color: blue;">2014 CareerBuilder survey</span></i></a>,
nearly half of employers surveyed check out candidates online prior to making
offers. Below are some examples that ended in candidates' elimination
from consideration:<o:p></o:p></span></div>
<ul type="disc">
<li class="MsoNormal"><span style="font-family: Georgia, serif; font-size: 10pt; font-weight: normal;">Job candidate posted
provocative or inappropriate photographs or information <o:p></o:p></span></li>
</ul>
<ul type="disc">
<li class="MsoNormal"><span style="font-family: Georgia, serif; font-size: 10pt; font-weight: normal;">Job candidate posted
information about them drinking or using drugs <o:p></o:p></span></li>
</ul>
<ul type="disc">
<li class="MsoNormal"><span style="font-family: Georgia, serif; font-size: 10pt; font-weight: normal;">Job candidates bad-mouthed
their previous company or fellow employee <o:p></o:p></span></li>
</ul>
<ul type="disc">
<li class="MsoNormal"><span style="font-family: Georgia, serif; font-size: 10pt; font-weight: normal;">Job candidate had poor
communication skills <o:p></o:p></span></li>
</ul>
<ul type="disc">
<li class="MsoNormal"><span style="font-family: Georgia, serif; font-size: 10pt; font-weight: normal;">Job candidate had
discriminatory comments related to race, gender, religion...<o:p></o:p></span></li>
</ul>
<ul type="disc">
<li class="MsoNormal"><span style="font-family: Georgia, serif; font-size: 10pt; font-weight: normal;">Job candidate lied about
qualifications<o:p></o:p></span></li>
</ul>
<ul type="disc">
<li class="MsoNormal"><span style="font-family: Georgia, serif; font-size: 10pt; font-weight: normal;">Job candidate shared
confidential information from previous employers <o:p></o:p></span></li>
</ul>
<ul type="disc">
<li class="MsoNormal"><span style="font-family: Georgia, serif; font-size: 10pt; font-weight: normal;">Job candidate was linked to
criminal behavior <o:p></o:p></span></li>
</ul>
<ul type="disc">
<li class="MsoNormal"><span style="font-family: Georgia, serif; font-size: 10pt; font-weight: normal;">Job candidate’s screen name
was unprofessional <o:p></o:p></span></li>
</ul>
<ul type="disc">
<li class="MsoNormal"><span style="font-family: Georgia, serif; font-size: 10pt; font-weight: normal;">Job candidate lied about an
absence <o:p></o:p></span></li>
</ul>
<div class="MsoNormal">
<span style="font-family: Georgia, serif; font-size: 10pt; font-weight: normal;">There is still work to be done regarding the legality and ethics of
utilizing social media information in hiring decisions. The Society for
Human Resource Management (SHRM) posted two perspectives on their website in
late 2014 in an article entitled, <i><a href="http://www.shrm.org/publications/hrmagazine/editorialcontent/2014/1114/pages/1114-social-media-screening.aspx" target="_blank"><span style="color: blue;">Should Employers Use Social Media to
Screen Job Applicants?</span></a><o:p></o:p></i></span></div>
<div class="MsoNormal">
<span style="font-family: Georgia, serif; font-size: 10pt; font-weight: normal;"><br /></span></div>
<div class="MsoNormal">
<span style="font-family: Georgia, serif; font-size: 10pt; font-weight: normal;">The "yes" respondent advised: <o:p></o:p></span></div>
<blockquote class="tr_bq">
<span style="font-family: Georgia, serif; font-size: 10pt; font-weight: normal;">Employers can minimize the legal risks and maximize the business benefits
of social media if the screening is part of the reference or background check
that is made before extending an offer or after extending a conditional offer.</span></blockquote>
<div class="MsoNormal">
<span style="font-family: Georgia, serif; font-size: 10pt; font-weight: normal;">The "no" respondent advised: </span></div>
<blockquote class="tr_bq">
<span style="font-family: Georgia, serif; font-size: 10pt; font-weight: normal;">As HR professionals, we are called on to use ethical and legal best
practices and to not take the easy way out by simply searching social
networking sites. So, if you wouldn’t peek into the applicant’s window at home,
why look into his or her postings on social media?</span></blockquote>
<div class="MsoNormal">
<span style="font-family: Georgia, serif; font-size: 10pt; font-weight: normal;">Social media users vary in their opinions and personal practices. Some
are very social, warm, genuine and share widely. Others keep in the
background and remain guarded of their personal life. Neither is wrong.
However, the fact remains that your social media contributions may be
acceptable to some and considered offensive or over-sharing by others. </span></div>
<div class="MsoNormal">
<span style="font-family: Georgia, serif; font-size: 10pt; font-weight: normal;"><br /></span></div>
<div class="MsoNormal">
<span style="font-family: Georgia, serif; font-size: 10pt;"><span style="font-weight: normal;">So, yes, be yourself! But, be aware how your contributions may be
viewed by outsiders, particularly if you are seeking employment. Make sure you
review the elimination criteria from CareerBuilder above, and make the best judgment
for yourself going forward. </span><o:p></o:p></span></div>
</h3>
<div class="MsoNormal">
<o:p></o:p></div>
<div style="height: 0px;">
<br /></div>
Lioness Tribehttp://www.blogger.com/profile/15869783273477751601noreply@blogger.com0tag:blogger.com,1999:blog-163593318425881987.post-56429344521555386222015-04-26T20:29:00.001-04:002015-04-26T21:56:04.768-04:00Introverts and Careers<div class="MsoNormal">
I am an introvert.
However, if you didn't know me well, you really wouldn't know this. I like being around people. I contribute to conversations. I am social, lively, and even sometimes loud.
The only difference between me and extroverts is that 1) I recharge my
batteries by disconnecting and 2) I have a preference toward being prepared
rather than being asked for information off the cuff.<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
As I was scanning Twitter this evening, I noticed a tweet
that said, "The Day I Stopped Being an Introvert Is the Day My Career
Really Started." That statement
really took me aback. If I were a college
student with introverted tendencies, I might think that I needed to change my
wiring to succeed. I was a bit relieved
when I went to the linked blog article, <i><a href="https://www.themuse.com/advice/the-day-i-stepped-out-of-my-comfort-zone-is-the-day-my-career-really-started" target="_blank">"The Day I Stepped Out of My Comfort zone Is the Day My Career Really Started."</a></i> That was much better. <o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
I looked through the article to see if the term
"introvert" was utilized again.
It was not. For that matter, the
bottom of the article contained the following message:<i> <span style="color: #0b5394;"><b>"The original title of this article was
“The Day I Stopped Being an Introvert Is the Day My Career Really Started.”
Unfortunately, we missed the mark here. The headline has since been
changed."</b></span> </i>Many thanks to the editor for catching this common misconception.</div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
If you are an introvert, do
not listen to those who mistake introversion for shyness or incapability.
Instead, realize that your style is to err on the side of preparedness
and take a break from the chatter when required.</div>
<div class="MsoNormal">
<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Some good resources:<o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<br />
<div class="MsoNormal">
<i><a href="http://www.amazon.com/Quiet-Power-Introverts-World-Talking/dp/0307352153/ref=sr_1_1?ie=UTF8&qid=1430093905&sr=8-1&keywords=quiet" target="_blank">Quiet: The Power of Introverts in a World That Can't Stop Talking</a></i><o:p></o:p></div>
<div class="MsoNormal">
<i><a href="https://hbr.org/2012/07/the-power-of-the-introvert-in/" target="_blank">The Power of the Introvert in Your Office</a></i></div>
<div class="MsoNormal">
<i><a href="http://hbswk.hbs.edu/item/6494.html" target="_blank">Introverts: The Best Leaders for Proactive Employees</a></i></div>
Lioness Tribehttp://www.blogger.com/profile/15869783273477751601noreply@blogger.com0tag:blogger.com,1999:blog-163593318425881987.post-72995542329978278712015-04-26T14:32:00.001-04:002015-04-26T19:46:33.085-04:00Meaningful Careers<span style="font-family: Georgia, Times New Roman, serif;">I stumbled across this article this morning and enjoyed it so much it had to be shared. </span><br />
<span style="font-family: Georgia, Times New Roman, serif;"><br /></span>
<br />
<div style="text-align: center;">
<span style="font-family: Georgia, Times New Roman, serif;"><i><a href="https://hbr.org/2015/02/how-to-build-a-meaningful-career" target="_blank">How to Build a Meaningful Career</a></i> by <a href="https://hbr.org/2015/02/how-to-build-a-meaningful-career" target="_blank">Amy Gallo</a> in <a href="https://hbr.org/" target="_blank">HBR</a></span></div>
<div style="text-align: center;">
<span style="font-family: Georgia, Times New Roman, serif;"><br /></span></div>
<div style="text-align: left;">
<span style="font-family: Georgia, Times New Roman, serif;">The author includes some Principles to Remember:</span></div>
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<span style="font-family: Georgia, Times New Roman, serif;"><b>Do:</b></span><br />
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<li><span style="font-family: Georgia, Times New Roman, serif;">Make a prioritized list of what a meaningful career would
look like to you</span></li>
<li><span style="font-family: Georgia, Times New Roman, serif;">Invite four or five people to serve as a board of advisors
as you explore what you want</span></li>
<li><span style="font-family: Georgia, Times New Roman, serif;">Experiment with different elements of a job that you’d want
either in your current job, outside work, or by talking with people</span></li>
</ul>
<span style="font-family: Georgia, Times New Roman, serif;"><b><o:p> </o:p>Don’t:</b></span><br />
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<li><span style="font-family: Georgia, Times New Roman, serif;">Focus on your next role — think about what you want from
work over the long term</span></li>
<li><span style="font-family: Georgia, Times New Roman, serif;">Let the stage of your career hold you back — even those deep
into their careers can make changes</span></li>
<li><span style="font-family: Georgia, Times New Roman, serif;">Neglect your finances so that when you want to make a
change, you don’t feel able to</span></li>
</ul>
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<span style="font-family: Georgia, Times New Roman, serif;">Take some time to digest what she says. It is worth a read. </span><br />
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Lioness Tribehttp://www.blogger.com/profile/15869783273477751601noreply@blogger.com0tag:blogger.com,1999:blog-163593318425881987.post-61135560484154109512015-04-26T13:54:00.001-04:002015-04-30T11:49:37.023-04:00The Need for Standardized & Comparative University Recruiting Data<span style="font-family: Georgia, Times New Roman, serif;">The National Association of Colleges & Employers surveyed organizations about their <a href="http://www.naceweb.org/about-us/press/job-outlook-college-class-2015.aspx?terms=2015" target="_blank">spring 2015 hiring plans</a>. Respondents reported plans to hire an aggregate of 9.6 percent more students this year as compared to the previous year. </span><br />
<span style="font-family: Georgia, Times New Roman, serif;"><br />
The NACE (and even SHRM) data is <b>predictive</b> in nature. It is what employers expect in the short term. The university data opens the door on the <b>actual recruiting</b> that is in progress or completed. The student employment reporting provides the <b>overall outcome</b>. (Diagram)</span><br />
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<span style="font-family: Georgia, Times New Roman, serif;">We can report numbers many ways. But, they must be meaningful to users. The challenge is for universities to present their data in such a way that it can be easily bench marked to comparable universities. The NACE survey data should be matched against employment outcomes, not recruiting data - although it could be informative in setting expectations and business development plans. </span></div>
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<span style="font-family: Georgia, Times New Roman, serif;"><br />
At this point, no standard exists for bench marking data across universities. In fact, an opportunity exists in the reporting space for technology vendors who can facilitate data collection, analysis and reporting for recruiting and employment outcomes. Given the emphasis on "big data" in organizations across the U.S., this simply makes good business sense. </span></div>
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<span style="font-family: Georgia, Times New Roman, serif;">Given the increased importance of return on investment (ROI) via the administration's <a href="https://www.whitehouse.gov/issues/education/higher-education/college-score-card" target="_blank">scorecard</a>, the reporting of data is becoming increasingly vital. In April 2015, Sam Ratcliffe (Virginia Military Institute and NACE Board of Directors) penned an article for the NACE Journal entitled <i><a href="http://www.naceweb.org/j042015/build-career-services-relevancy-and-influence.aspx?terms=%E2%80%8B%E2%80%8BBuilding%20Relevancy%20and%20Influence%3a%20A%20Game%20Changer%20for%20Career%20Services" target="_blank">Building Relevancy and Influence: A Game Changer for Career Services</a></i>. Although the content is for NACE members, his principle assertions are that university career offices need to be transparent and tell the university's story to outside parties.</span></div>
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<span style="font-family: Georgia, Times New Roman, serif;">Building relevance and influencing decisions requires
powerful communication strategies that enable stakeholders to understand what
we are doing, why we do it, the differences it makes for those we serve, and
how it advances institutional needs and priorities.</span></blockquote>
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<span style="font-family: Georgia, Times New Roman, serif;">Mr. Ratcliffe further makes the argument for granular data and year-to-year comparisons to tell the story of the educational institution. I am under the impression that universities need a common language (data set) and time frame in which we can make comparisons across universities. </span></div>
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<span style="font-family: Georgia, Times New Roman, serif;">Universities are making strides in standardizing their <i>employment data</i> through <a href="http://www.naceweb.org/" target="_blank">NACE</a> and <a href="http://www.mbacsea.org/" target="_blank">MBACSEA</a> organizations. Now, we need to look deeper into <i>recruiting information.</i> </span><br />
<span style="font-family: Georgia, Times New Roman, serif;"><br /></span>
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<ul>
<li><span style="font-family: Georgia, 'Times New Roman', serif;">How many organizations recruit at a university and what type of talent (degrees, majors, skills...) are they seeking for their organization? Did this change over time?</span></li>
<li><span style="font-family: Georgia, 'Times New Roman', serif;">Where are the organizations located? What is our footprint?</span></li>
<li><span style="font-family: Georgia, 'Times New Roman', serif;">How does this compare to other universities? </span></li>
<li><span style="font-family: Georgia, 'Times New Roman', serif;">Are there trends that we can identify over time? </span></li>
</ul>
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<span style="font-family: Georgia, 'Times New Roman', serif;">Universities need tools to compare the quality of their student preparation to other universities in the wider marketplace. After all, universities provide a product. "Buyers" need the tools (standardized data that tells a story) to compare a given product against others. We have work to do in the metrics space. As the cost of higher education rises, we will need to to speak to our value and justify our existence. </span></div>
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<span style="font-family: Georgia, Times New Roman, serif;"><br /></span><span style="color: #0b5394; font-family: Georgia, Times New Roman, serif;">Please leave me a comment below if you have any additional thoughts, suggestions, or even objections. My email can be found on the main page. </span><br />
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Lioness Tribehttp://www.blogger.com/profile/15869783273477751601noreply@blogger.com0tag:blogger.com,1999:blog-163593318425881987.post-46187976717441606402015-04-25T13:06:00.001-04:002015-04-25T13:06:39.195-04:00Warning: The Best Laid Career Plans Can Experience Detours!<span style="font-family: Georgia, Times New Roman, serif;">Too many young folks feel pressure to choose what they will be doing for the rest of their lives. Can you imagine the gravity of such a choice in your early twenties? </span><br />
<span style="font-family: Georgia, Times New Roman, serif;"><br /></span>
<span style="font-family: Georgia, Times New Roman, serif;">Lighten up! The fact is, life rarely comes at you this way.</span><br />
<span style="font-family: Georgia, Times New Roman, serif;"><br /></span>
<span style="font-family: Georgia, Times New Roman, serif;">Anne Fisher uses the following quote from Nathan Gebhard (<span style="background-color: white; color: #333333; line-height: 20px;">Co-founder, Creative Director at Roadtrip Nation Education) </span>in the Fortune article, <i><a href="http://fortune.com/2015/04/23/how-to-choose-a-career/" target="_blank">A few thoughts on how to choose a career</a>.</i></span><br />
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<span style="font-family: Georgia, Times New Roman, serif;">...An absurdly small minority knew early on what they wanted to
do and just went and did it. Careers don’t work that way anymore, if they ever
did. Instead, it’s about making lots of small decisions that build momentum
over time, and readjusting if something doesn’t feel right.”</span></blockquote>
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<span style="font-family: Georgia, 'Times New Roman', serif;">Your career is like the beginning of a long trip. You may have planned, packed and made certain arrangements. But, when you arrive at your destination, you learn. It may not be what you imagined. Or, perhaps you see something else that interests you that wasn't on your itinerary. It's possible you could run into detours on your journey. </span></div>
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<span style="font-family: Georgia, Times New Roman, serif;">So, if nothing else, mind your transferable skills. Know as much as possible about yourself. Learn how to communicate your value to others. More importantly, utilize your talent and experience to give of yourself. You will build amazing bridges that way. </span></div>
Lioness Tribehttp://www.blogger.com/profile/15869783273477751601noreply@blogger.com0tag:blogger.com,1999:blog-163593318425881987.post-32441521275133545032015-04-24T20:25:00.001-04:002015-04-24T20:25:04.741-04:00LinkedIn and Your Career<span style="font-family: Georgia, Times New Roman, serif;">I was talking to one of my colleagues today about the need to be on LinkedIn. I compared it to "googling" a retail establishment prior to making a visit decision. If an organization does not have a website, it is almost as if they don't exist. To LinkedIn's credit, it seems as if this has become true for people too.</span><br />
<span style="font-family: Georgia, Times New Roman, serif;"> </span><br />
<span style="font-family: Georgia, Times New Roman, serif;"><a href="http://www.forbes.com/sites/susanadams/" target="_blank">Susan Adams</a> writes for <a href="http://www.forbes.com/" target="_blank">Forbes</a>:</span><br />
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<span style="font-family: Georgia, 'Times New Roman', serif;">Now that LinkedIn is 12 years old and has more than 300
million members, most professionals have figured out how to set up a profile
and build connections. But with ever-increasing numbers of hiring managers and
recruiters using the site to hunt for job candidates and potential employers
routinely checking LinkedIn before they make hiring decisions…</span></blockquote>
<span style="background-color: white; line-height: 29.3999996185303px;"><span style="font-family: Georgia, Times New Roman, serif;">She goes on to describe <i><a href="http://www.forbes.com/sites/susanadams/2015/04/23/seven-ways-to-make-linkedin-help-you-find-a-job/" target="_blank">Seven Ways to Make LinkedIn Help You Find a Job</a></i>. </span></span><br />
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Lioness Tribehttp://www.blogger.com/profile/15869783273477751601noreply@blogger.com0tag:blogger.com,1999:blog-163593318425881987.post-87243624755245650922015-04-23T10:04:00.005-04:002015-04-24T18:46:13.812-04:00Interesting facts about STEM careers...<span style="font-family: Georgia, Times New Roman, serif;">Science...Technology...Engineering...Mathematics... These are known as STEM careers. </span><br />
<span style="font-family: Georgia, Times New Roman, serif;"><br /></span>
<span style="font-family: Georgia, Times New Roman, serif;">What are the career prospects for those who decide to pursue a STEM career?</span><br />
<span style="font-family: Georgia, Times New Roman, serif;"><br /></span>
<span style="font-family: Georgia, Times New Roman, serif;">Kate Gibson at CBS Moneywatch published an article entitled, "<i><a href="http://www.13wmaz.com/story/tech/2015/04/22/7-things-to-know-about-stem-careers/26176211/" target="_blank">7 Things to Know About STEM Careers.</a></i>"</span><br />
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<span style="font-family: Georgia, Times New Roman, serif;">The more than 8.3 million STEM jobs counted by the U.S.
Bureau of Labor Statistics in May 2014 represented 6.2 percent of total U.S.
employment, roughly the same as those working as lesser-paid retail salespeople
or cashiers. Those two occupations combined made up nearly 6 percent of all
U.S. employment, at 4.6 million and 3.4 million, respectively.</span></blockquote>
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<span style="font-family: Georgia, Times New Roman, serif;">If you are interested in pursuing a STEM career, take a look at her article linked above.</span></div>
Lioness Tribehttp://www.blogger.com/profile/15869783273477751601noreply@blogger.com0tag:blogger.com,1999:blog-163593318425881987.post-14129639188259614592015-04-22T17:58:00.003-04:002015-04-24T18:48:11.202-04:00College and Careers: Employer Research Says..!Employers want talented new hires who can readily contribute and be effective.<br />
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Parents want their son or daughter to be successful in the marketplace.<br />
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More and more, universities are looking to add value in readying students for careers.<br />
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A January 2015 research study compiled by <a href="http://www.hartresearch.com/" target="_blank">Hart Research Associates</a> for the <a href="https://www.aacu.org/" target="_blank">American Association of Colleges & Universities</a>, revealed some compelling information. Of particular interest was employers' emphasis on skills.<br />
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...employers say
that when hiring, they place the greatest value on demonstrated proficiency in skills
and knowledge that cut across all majors. The learning outcomes they rate as most
important include <b>written and oral communication skills, teamwork skills, ethical
decision-making, critical thinking, and the ability to apply knowledge in real-world
settings</b>. Indeed, most employers say that these cross-cutting skills are more
important to an individual’s success at their company than his or her undergraduate
major.</blockquote>
This definitely reflects what I have been hearing from our recruiters over the past few years from our surveys.<br />
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Take a <b><a href="https://www.aacu.org/sites/default/files/files/LEAP/2015employerstudentsurvey.pdf" target="_blank">look at the survey</a></b> to learn more.<br />
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<br />Lioness Tribehttp://www.blogger.com/profile/15869783273477751601noreply@blogger.com0tag:blogger.com,1999:blog-163593318425881987.post-41418590701918024332015-04-22T09:32:00.004-04:002015-04-24T18:49:20.670-04:00Jobvite's Job Seeker Nation Report<span style="font-family: Georgia, Times New Roman, serif;">Job seekers and the career curious can find good information in this easy-to-read webpage. My only hesitation with the report is the small sample size. Still, I think it may be informative and open a window on how some job seekers are approaching their search. </span><br />
<span style="font-family: Georgia, Times New Roman, serif;"><br /></span>
<span style="font-family: Georgia, Times New Roman, serif;">An excerpt from <u><b><a href="http://www.jobvite.com/blog/jobvite-releases-6th-annual-job-seeker-nation-report/" target="_blank">the webpage</a></b></u> is below. You can find more information online and download the full report. </span><br />
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<span style="font-family: Georgia, Times New Roman, serif;">The economy is reviving, the job market continues to grow,
and job seekers are on the prowl. Our 2015 Job Seeker Nation Study, now in its
sixth year, once again uncovers the most important facts about what motivates
today’s workforce to leave, look for, and land jobs.</span><o:p><span style="font-family: Georgia, Times New Roman, serif;"> </span></o:p></blockquote>
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<span style="font-family: Georgia, Times New Roman, serif;">Now more than ever, we’re seeing job seekers take control of
their search for employment—using mobile devices to look for work from just
about anywhere, leveraging social networks to find opportunities, and basing
offer acceptance on the things that matter most to them, such as compensation
and work/life balance. Other interesting findings touch on trends in job
tenure, reasons for leaving employment, and honesty on social media.</span></blockquote>
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Lioness Tribehttp://www.blogger.com/profile/15869783273477751601noreply@blogger.com0tag:blogger.com,1999:blog-163593318425881987.post-82555303381023360392015-04-21T15:56:00.000-04:002015-04-24T18:49:43.887-04:00Do I need a personal website?<span style="font-family: Georgia, Times New Roman, serif;">You have a resume and cover letter. But, should you brand yourself online? J.T. O'Donnell seems to think so.</span><br />
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<span style="background-color: white; color: #4d4f51; line-height: 23.9999980926514px;"><span style="font-family: Georgia, Times New Roman, serif;">Early on, when personal branding was first becoming popular, I didn't think the average job seeker needed their own website. It did seem to be a little much. Plus, the options were limited and some of the sites I saw job seekers had created on their own weren't doing them justice. However, times have changed. The technology has gotten a lot better and job seekers are more savvy at branding themselves properly. Now, I actually think personal sites are a good idea for all professionals. </span></span></blockquote>
<span style="font-family: Georgia, Times New Roman, serif;">Take a moment to read the article <i><a href="https://www.linkedin.com/pulse/should-you-create-personal-website-j-t-o-donnell" target="_blank">Should You Create a Personal Website</a></i> by J.T. O'Donnell</span>Lioness Tribehttp://www.blogger.com/profile/15869783273477751601noreply@blogger.com0tag:blogger.com,1999:blog-163593318425881987.post-80669359150883854552015-04-20T10:25:00.001-04:002015-04-24T18:50:43.541-04:00Starting Salaries for the Class of 2014 from NACEThe National Association of Colleges & Employers (NACE) just released the starting salaries for 2014 college graduates. You may access the information by <b><a href="http://www.naceweb.org/salary-resources/starting-salary-class-2014.aspx?twan-unpd-slrs-ss2014-04202015" target="_blank">clicking here</a></b>. Lioness Tribehttp://www.blogger.com/profile/15869783273477751601noreply@blogger.com0tag:blogger.com,1999:blog-163593318425881987.post-55734694562846817522015-04-20T08:54:00.001-04:002015-04-24T18:50:04.747-04:00Networking Introverts!<span style="font-family: Georgia, Times New Roman, serif;">I keep coming back to <a href="http://thecareerbiz.blogspot.com/2015/04/networking-versus-networthing.html" target="_blank">networking </a>- not just its importance, but also its influence on you, your connections and potential connections. Nothing feels as bad as someone coming to you<i> only</i> because they want your contacts, particularly if you are well connected. There is nothing wrong with asking for an introduction and most are happy to assist, but we all can sense when we are simply being used. I must add, the small talk made to get to "the ask" and the fact that the whole production seems rehearsed can be a bit grating to more sensitive types. </span><br />
<span style="font-family: Georgia, Times New Roman, serif;"><br /></span>
<span style="font-family: Georgia, Times New Roman, serif;">Bottom line, networking is best done when we approach it from from the angle of what we can do for the other - paying it forward. That builds the sturdiest and most long-lasting bridges. It is genuine because it requires us to know and give from our position of strength. But, networking is not something that introverts tend to get jazzed about. So, aside from knowing oneself and listening for opportunities to offer one's assistance to others, what else can introverts do to help them embrace networking?</span><br />
<span style="font-family: Georgia, Times New Roman, serif;"><br /></span>
<span style="font-family: Georgia, Times New Roman, serif;">Lisa Evans writes for Content Loop:</span><br />
<span style="font-family: Georgia, Times New Roman, serif;"><br /></span>
<span style="font-family: Georgia, Times New Roman, serif;">...community groups offer...a chance to be with other people and a chance to learn new things and have fun in ways that aren't socially demanding. </span><br />
<span style="font-family: Georgia, Times New Roman, serif;"><br /></span>
<span style="font-family: Georgia, Times New Roman, serif;">So, that may be the answer for introverts. You don't necessarily have to connect with others at meetings meant for networking. Perhaps you can find opportunities to build genuine bridges doing what you love. </span><br />
<span style="font-family: Georgia, Times New Roman, serif;"><br /></span>
<span style="font-family: Georgia, Times New Roman, serif;">Read the article, <i><a href="http://www.content-loop.com/?p=154786/?utm_campaign=newscred&utm_medium=social&utm_source=linkedin" target="_blank">How Introverts Can Network Without Changing Their Personalities</a>.</i></span><br />
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Lioness Tribehttp://www.blogger.com/profile/15869783273477751601noreply@blogger.com0tag:blogger.com,1999:blog-163593318425881987.post-40390480755270722552015-04-19T18:47:00.002-04:002015-04-24T18:51:10.639-04:00Can you get ahead doing this?I am doing laundry on a rainy Sunday afternoon. The smell of lavender washing detergent is in the air while the rain patters against the window. I find myself amid another career article. But, this time, it is for the person who already has a job and wants to advance in his or her career.<br />
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The <a href="http://www.entrepreneur.com/" target="_blank">Entrepreneur</a> article is entitled<i><a href="http://www.entrepreneur.com/article/245197" target="_blank"> 9 Easy Career Hacks That Very Few People Actually Do</a></i>. Here they are:<br />
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<li>Listen & write down what you hear</li>
<li>Get your data organized</li>
<li>Follow the instructions</li>
<li>Look for prior art</li>
<li>Over-communicate</li>
<li>Double check</li>
<li>Follow up</li>
<li>Play nice and be nice</li>
<li>Think differently</li>
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I think the author, <a href="http://www.entrepreneur.com/author/david-teten" target="_blank">David Teten</a>, has hit on some really good points. At first, they may seem a bit obvious, but I agree that not everyone does them routinely. I would point out that they really do need to be practiced and become habit. This can be a challenge when we are busy and attempting to cut corners on our time. <br />
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If I really had to put another title on this article, I would entitle it "<i>Managing Up</i>." By making these nine points habit, we are assured of not only following leadership directives, but also providing a feedback loop that will be invaluable to them. <br />
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If I had to emphasize any of the points, I would pull out #2 and #9 because I think that data has become increasingly important in story telling and that there are some amazing tools out there that can bring that data to life. What a gift a well-presented story is to your boss! <br />
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Take time to read the article. Enjoy!Lioness Tribehttp://www.blogger.com/profile/15869783273477751601noreply@blogger.com0tag:blogger.com,1999:blog-163593318425881987.post-13464458940874875682015-04-19T15:23:00.003-04:002015-04-24T19:00:24.731-04:00Interviewing: Tips for dealing with you inner critic<span style="font-family: Georgia, Times New Roman, serif;">Dr. <a href="https://www.psychologytoday.com/experts/katharine-brooks-edd" target="_blank">Katharine Brooks</a> has written some insightful articles for <a href="https://www.psychologytoday.com/" target="_blank">Psychology Today</a>. Among them is an article that addresses that inner critic and how to deal with it when it rears its ugly head during interview preparation. </span><br />
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<span style="font-family: Georgia, Times New Roman, serif;">If you’re in the job search, the inner critic part may be
showing up in various ways: by criticizing you for not having the right degree,
the right education, or the right experience. You can feel shame or guilt from
the inner critic's comments like, “Why didn’t you do better when you were in
school? Now you’re paying for that.” Or “Why should YOUR work be any more
meaningful than anyone else’s? Isn’t it irresponsible to your family not to
select the highest-paying job?” Or “What were you thinking when you chose that
outfit for your interview?” Or “You seriously think you will get this job when
so many other qualified people are out there?” Or “You might as well stay in
your current job. You really can’t do much better than what you have. Don’t
even try.”</span><br />
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<span style="font-family: Georgia, Times New Roman, serif;">Your inner critic might even accuse you of being an imposter, known as <a href="http://www.forbes.com/sites/margiewarrell/2014/04/03/impostor-syndrome/" target="_blank">imposter syndrome</a></span><br />
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<span style="font-family: Georgia, Times New Roman, serif;">So, how do you deal with these feelings of inadequacy while preparing for an interview? Read Dr. Brook's article, "<a href="https://www.psychologytoday.com/blog/career-transitions/201407/the-worst-critic-in-your-job-search-part-1https://www.psychologytoday.com/blog/career-transitions/201407/the-worst-critic-in-your-job-search-part-1" target="_blank">The Worst Critic in Your Job Search, Part 1</a>," to being learning how to conquer some of your greatest self-deprecating fears. </span><br />
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.Lioness Tribehttp://www.blogger.com/profile/15869783273477751601noreply@blogger.com0tag:blogger.com,1999:blog-163593318425881987.post-81125899102228748642015-04-19T14:57:00.002-04:002015-04-24T19:01:01.515-04:00Salary Negotiation Article<span style="font-family: Georgia, Times New Roman, serif;">Gianna Sen-Gupta writes for the Huffington Post...</span><br />
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<span style="background-color: white; line-height: 21px;"><span style="font-family: Georgia, Times New Roman, serif;">Though many newcomers to the job market hesitate to ask for a higher salary, discussing your compensation is actually a normal--and generally expected--part of the interview process. In fact, employers will often have more respect for you, as long you approach the situation professionally.</span></span></blockquote>
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<span style="background-color: white; line-height: 21px;"><span style="font-family: Georgia, Times New Roman, serif;">Read more in the article "<a href="http://www.huffingtonpost.com/gianna-sengupta/6-tips-to-help-you-negotiate-your-first-salary_b_7021890.html?fb_action_ids=10205450020863663&fb_action_types=og.comments" target="_blank">6 Tips to Help You Negotiate Your First Salary.</a>"</span></span><br />
<br />Lioness Tribehttp://www.blogger.com/profile/15869783273477751601noreply@blogger.com0tag:blogger.com,1999:blog-163593318425881987.post-59092807588398385222015-04-18T09:39:00.001-04:002015-04-24T19:01:53.430-04:00Great article on authentic leadership...<div class="tr_bq">
Happy Saturday everyone!</div>
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I happened across this article while sipping coffee and thought it might be a good content for readers. For weeks, I have been stuck on the topic of being genuine both in networking situations and in professional life. So, if you are there with me, enjoy!<br />
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Excerpt:<br />
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<span style="font-family: Georgia, Times New Roman, serif;"><strong style="border-image-outset: initial; border-image-repeat: initial; border-image-slice: initial; border-image-source: initial; border-image-width: initial; border: 0px; color: #333333; font-stretch: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; padding: 0px; vertical-align: baseline;">Why Is Authenticity So <em style="border-image-outset: initial; border-image-repeat: initial; border-image-slice: initial; border-image-source: initial; border-image-width: initial; border: 0px; font-stretch: inherit; font-variant: inherit; font-weight: inherit; line-height: inherit; margin: 0px; padding: 0px; vertical-align: baseline;">Hard</em>?</strong></span></blockquote>
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<span style="font-family: Georgia, Times New Roman, serif;">Before we can get into how to be an authentic leader, we have to first understand why authenticity is so difficult to maintain in the workplace.</span><span style="font-family: Georgia, Times New Roman, serif;">There are many fears that keep leaders from striving to be their authentic selves, such as exposing a real or imagined weakness, losing respect, or even missing out on an opportunity. To make matters worse, workplace culture, professional subcultures, industry cultures, and even national cultures all exert enormous pressure on leaders to conform. If your views differ from the cultural norm, you may hesitate to express them.</span></blockquote>
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<span style="font-family: Georgia, Times New Roman, serif;"><span style="background-color: white; color: #3a373d;">It takes some rock-solid confidence to be able to stick to your guns when they aren’t readily accepted. No one wants to be viewed as “different,” but failing to act authentically has a pretty big downside, too. You may have trouble creating trusting relationships, experience a loss of self-respect and respect from your co-workers, or even get dragged into corporate corruption and</span><span style="background-color: white; color: #3a373d;"> </span><span style="border-image-outset: initial; border-image-repeat: initial; border-image-slice: initial; border-image-source: initial; border-image-width: initial; border: 0px; color: #333333; font-stretch: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; padding: 0px; vertical-align: baseline;"><a href="http://www.businessinsider.com/sony-execs-email-inboxes-leaked-hackers-2014-12" style="border-image-outset: initial; border-image-repeat: initial; border-image-slice: initial; border-image-source: initial; border-image-width: initial; border: 0px; color: #3a373d; font-stretch: inherit; font-style: inherit; font-variant: inherit; line-height: inherit; margin: 0px; outline: 0px; padding: 0px; text-decoration: none; vertical-align: baseline;">scandal</a></span><span style="background-color: white; color: #3a373d;">.</span> </span></blockquote>
Read more from Chris Cancialosi at Forbes on <i><a href="http://www.forbes.com/sites/chriscancialosi/2015/03/30/6-authentic-leadership-tips-for-overcoming-your-fears/" target="_blank">6 Authentic Leadership tips for Overcoming Your Fears.</a></i><br />
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Lioness Tribehttp://www.blogger.com/profile/15869783273477751601noreply@blogger.com0tag:blogger.com,1999:blog-163593318425881987.post-24988152825888693472015-04-17T15:21:00.003-04:002015-04-24T19:04:34.255-04:00Good News for College Students<span style="font-family: Georgia, Times New Roman, serif;">Some good news for college students...</span><br />
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<span style="background-color: white; color: #333333; line-height: 20px;"><span style="font-family: Georgia, Times New Roman, serif;">Employers are nudging up their initial hiring projections for this year’s college class as they now plan to hire 9.6 percent more new graduates from the Class of 2015 for their U.S. operations than they did from the Class of 2014, according to <a href="http://www.naceweb.org/s04152015/job-outlook-spring-update-hiring-plans.aspx" target="_blank">NACE’s Job Outlook 2015 Spring Update</a>. </span></span></blockquote>
Lioness Tribehttp://www.blogger.com/profile/15869783273477751601noreply@blogger.com0tag:blogger.com,1999:blog-163593318425881987.post-47647103561617655922015-04-17T15:15:00.000-04:002015-04-24T19:08:47.259-04:00Are you sensing change ahead?Anne Kreamer penned a good piece in HBR for people who are comfortable in their careers but sense that there may change up ahead. The title of the article is <i><a href="https://hbr.org/2015/04/not-taking-risks-is-the-riskiest-career-move-of-all" target="_blank">Not Taking Risks Is the Riskiest Career Move of All</a>. </i><br />
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Ms. Kreamer quotes G.K. Chesterton, "<i>There is one thing which gives radiance to everything. It is the idea of something around the corner."</i> It sounds a bit like the anticipation surrounding a vacation or other enjoyable life event, doesn't it? </div>
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I keep coming back to building a network this week - a genuine network built upon the friendship of trusted associates. Don't neglect your network. And...oh...read the article. </div>
Lioness Tribehttp://www.blogger.com/profile/15869783273477751601noreply@blogger.com0