07/16/2019 by Your Careerpilot

In SYNC With WHAT?

What we used to refer to as ‘job security’ can be tough to ensure in a time when every position seems temporary. LONG gone are the days when you worked for one employer your entire lifetime. Remember when…?

JOB SECURITY = Good Performance + Loyalty

We learned in basic math that when one side of the ‘=’ sign changes, the other side must change as well. Today, every job is temporary and most new jobs are gotten via referral. Our performance ethic and our ‘loyalty value’ are regularly and significantly challenged by times of change…those “challenging waters of career transition…”

Recession… hard to predict but are as inevitable as high economic growth and low unemployment (sound familiar?)
Corporate restructuring or down-sizing, or the related effects of…
Merger and acquisition activity

THIS Week’s Session, Thursday, July 18th… Developing In Sync Personal Marketing Collateral Materials: An exploration in value of your communication strategy

The best way to build a strong ‘safety net-work’ is to offer value now… and for the rest of your working lifetime. Identify and develop a sense of branding in the marketplace… what IS your story… and can you stick to it?

Your work in Achieving CareerFIT led you to the determination of your career objective, exactly what is the best next step for you in your career transition? It also suggested strongly that you set your straw-man offer criteria to guide you in moving forward…Knowing what your next right employment is.

This will help focus your actual search. With clarity in your positioning and targeting goals, you can write a great resume to convey “your story.”

Your Personal Market Collateral

WRITTEN COLLATERAL…

A GREAT Resume that positions you clearly as a terrific FIT with your career objectives… and in today’s technologies, a database-friendly, asci version;
A correspondence template package that consistently carries your communication strategy, your message… and in today’s technologies, a reformatted, text only version of your resume ready for email needs;
A high impact, personal biography and/or NETWORKING PROFILE that you can lead with in your referral based networking strategies.
A clear and complete LinkedIn Profile, one that is based on your communication strategy and in sync with your other written collaterals.

VERBAL COLLATERAL…

A well rehearsed “two minute commercial,” your answer to the most asked question during career transition, “Tell me about yourself.”
Several, well though out, “elevator speeches,” examples that support your primary, positioning, key words. These are usually your representative accomplishments under the SUMMARY of your resume. (30 seconds to 1 minute)
A succinct “qualification statement” that you can use as an introduction at networking events. (usually 20 – 30 seconds)
An “exit statement” which explains your availability, to address the second most asked question during career transition.

Having your collaterals prepared and rehearsed prior to active personal marketing is central to your success and builds confidence.

Consistency in the delivery of your message is what creates memory… and frequency of your message helps you get there… strive for top-of-mind awareness where it relates to your candidacy.

Your personal marketing COMMUNICATION STRATEGY, your story, must be built around keywords and phrases that best describe your unique value proposition. These words come from your concerted self-assessment process. The challenge is matching the words that best describe your next right employment with the words that best describe a potential new employer’s needs.

A communication strategy that does not achieve that is doomed to otherwise controllable difficulties—and, worst…failure. So, understand that getting recruited involves two distinct elements…

Being screened for meeting a JOB’s requirements… a subjective process created by the potential employers of the marketplace. They set the bar HIGH, defined by functional experience, skill set, and knowledge standards so they don’t have to interview every JOB applicant.
Being selected by the hiring authority… another subjective process which now involves their assessment of a job-seeker’s FIT with their needs, including personality, work habits, and other ‘cultural’ standards. They cannot hire all qualified candidates. They must choose.

A job-seeker, then, can give themselves choices when they choose to embrace the OTHER Job Market. They improve their probability of success by nearly eliminating the pre-mature screening and rejection process.

07/10/2019 by Your Careerpilot

What IS CareerFIT…and HOW Does One Achieve It?

In order to market yourself, you must first know yourself. The job search process is essentially a highly personalized marketing process. The process starts with your candid self-assessment, which allows you to gain a thorough and workable understanding of who you are in product marketing terms.

When a Company looks for qualified employees, they seek functional evidence that demonstrates a job seeker’s ability to perform to expectations… JOB REQUIREMENTS represent the HR screening process!

Next Session, Thursday, July 11th… Achieving CareerFIT: an exploration of the ‘two flavors’ of assessment to assist in career decision-making and collateral word-crafting

Especially if you are starting a resume “from scratch”, or if you are truly unsettled on next steps along your career path, this becomes a necessary first step in the process.

What do you do best? What are your strongest transferable skills? Think broadly in terms of managerial and technical/ functional strengths involved in what you have to offer. Discovering your “pattern of success and satisfaction” is your goal, here.

What is a Good, Career FIT For You?

To achieve a good “fit” between you and any future opportunity, you have to ask yourself some basic questions about yourself and your prospective employers. The fit depends on how well the jobs meets your needs and how well your skills and abilities meet the employer’s needs. The employer will make a decision and extend an offer to you: now it is time for you to make your decision.

Write out the factors that are important to you in a job… actually write out your list. During your career transition, learn the value of setting your offer criteria, a key element of your Personal Market Plan:

Creates an objective target for your efforts ahead;
Gives you a meaningful set of questions to ask during research (factual information) and networking (more subjective information);
Provides an objective way to analyze and react to offers as they occur.

OFFER CRITERIA

Write out the factors that are important to you in a job…actually write out your list. During your career transition, you learn the value of setting your offer criteria.

1. Creates an objective target for your efforts ahead;
2. Gives you a meaningful set of questions to ask during research and networking;
3. Provides an objective way to analyze and react to offers as they occur.

To manage your career wisely has you extending the same concept.

Keep your “offer criteria” in that dynamic state of change that allows you to adapt to market conditions.
If your current goal is to find a new position, then you should prepare your search as a “business model”, manage it accordingly, be flexible, and be ready for the unexpected.

Your ability to express the collection of your functional strengths will measure your marketability. This collection of keywords and their supportive evidence creates your communication strategy, the basis of your value proposition.

The old “round peg in a round role” theory of career planning is dysfunctional. In the typical professional environment today, job descriptions are changing faster than ever before to keep up with the challenges of an economy in transition. In the traditional job market, job seekers are the sellers and their potential employers are the buyers. The commodity is JOBs and the competition is fierce.

06/22/2019 by Your Careerpilot

Embracing Effective Tactics In The OTHER Job Market

The traditional job seeker spends most of their time on job boards…and trying to figure out the “right” KEYWORDS. It starts by taking the path of least resistance… applying for those jobs that you feel ideally suited for. After all, this approach comes with a low risk of direct rejection. In fact, it also comes with a low response ratio… The Internet’s ‘black hole.’ Instead of being told “no,” you’re told nothing.

Or you receive the automated “thanks but no thanks” emails that come seconds after you submit your application… not once touched by a human hand!

NEXT Week’s Session, Thursday, June 27th… A LinkedIn Primer: an overview of your push/pull choice and your three tasks within fully utilizing this GPS to networking.

That’s why it’s important to look for your next employment opportunity outside job boards… Don’t limit yourself to posted jobs, or even un-posted jobs in the ‘hidden job market.’ Learn to embrace the OTHER job market, the one where employers are seeking your ‘top talent.’.

Many real opportunities exist outside job boards … in abundance. So if you’re willing to do the work that almost no one else wants to do to unearth your ‘next right employment opportunity,’ here are the TOP TEN tactics to create connections within the OTHER job market:

USE THE JOB BOARDS, but before you apply for a specific job…network your way to the opportunity presented you!

Often, this approach will identify individuals who request your resume, either for forwarding, or, best yet, for their endorsement. A requested resume is read more frequently…your reward for embracing the OTHER job market.

Take the word ‘JOB’ out of your vocabulary until scheduling actual interviews.

An appropriate replacement would be to consider the acronym ‘A.I.R.’ When networking your way to the interview process, seek Advice, Information and referral activity to interact with connections regarding the ‘next right opportunity’ you desire.

Never prematurely create the chance for rejection that you want to avoid

It’s absolutely OK to be perceived as a qualified, motivated and available professional! JOB seekers command a yes-no-maybe choice.

Reach out to the majority of your LinkedIn contacts.

Just remember to keep it professional yet personal. See if you can relate to something they’ve written or the job they do to increase your chances of building a solid relationship. You want to be professional in how you respond, but personal so it doesn’t feel so much of an inconvenience or sales pitch to them.

Check with your college alumni network.

Everyone knows someone. Often, this approach can lead to connections that bring forth new opportunities that lead to your next job. You already have something in common (your alma mater), so it can be easier to connect.

Search for corporate alumni where you used to work and connect with those new individuals.

Again, since you have something in common (previous place of employment), this can work to your benefit. Make this a regular task of your job searching and you’ll be amazed at the new connections you can achieve.

Explore business news stories.

Where there’s smoke, there’s fire. If a company launches a new business, there’s often hiring happening to support it. If a company downsizes, believe it or not, that creates opportunities. Position yourself as a solution and reach out.

Research industry conferences and conventions.

Whether you attend or not, conferences, trade shows, and conventions are nuggets of opportunities to capitalize on. Get familiar with the major ones in your industry and do your due diligence to make connections…a nice little sideline are the hospitality suites many Companies sponsor.

Look up educational and career/professional development events.

Relish in your own personal development. People who grow and stick together help each other. Do your research to find these but also reach out to others in your industry to get ideas. Simply ask them which events they plan on attending in the near future.

Find professional association members.

Members normally take care of each other. So join these groups, but do more than just joining them; get active. That’s the best way to get noticed and build solid connections.

There are many other ways to secure the next right opportunity for employment and stay off job boards, but these are the most important. And all will require you to get your resume updated and in order.

In every marketplace, there are buyers and sellers. In the traditional job market, the one that our Department of Labor measures for us, job seekers are the sellers and their potential employers are the buyers. The commodity is productive work and the competition is fierce.

Remember, in the OTHER Job Market, buyers and sellers hold equal responsibility for the recruitment process. Each plays an important role in the process. When employers have a need for someone to fulfill a specific role, often the most desired candidates are employed individuals with the credentials they seek.

Thus the employer can identify key candidates, sell their Company to new employees in the marketplace… in order to attract the best of the lot. Once identified, they simply select the ‘top talent’ and buy their services.

06/14/2019 by Your Careerpilot

There’s An OTHER Job Market?

YES, there is… even in today’s digital world of recruitment. You see, in every marketplace, there are buyers and sellers. In the traditional job market, the one that our Department of Labor measures for us, job seekers are the sellers and their potential employers are the buyers. The commodity is productive work and the competition is fierce. It doesn’t matter if you are an operations manager, an internal HR professional, senior finance executive, or a key player on the IT team—ANY experienced and valued professional job seeker—ALL should want to become a valued partner in the business of their next employer.

Next Week’s Session, Thursday, June 20th… Embracing The OTHER Job Market, our introductory and overview session where we’ll look at the basic philosophies of your Careerpilot. A great place to start for “tire kickers and other first-timers!

In the OTHER Job Market, buyers and sellers hold equal responsibility for the recruitment process. When employers have a need for someone to fulfill a specific role, often the most desired candidates are employed individuals with the credentials they seek.

Thus the employer must sell their Company to potential employees in the marketplace in order to attract the best of the lot. Once identified, they simply select their choice and buy their services.

On the other hand, if an individual is under-employed, seeking a change, or actually unemployed, they must be visible to potential employers who are seeking their services. Creating this visibility is about strategic, personal market planning and execution—in can be marketability without rejection!

Personal Marketing is a contact sport.

The Evolution of a JOB…

NEED IDENTIFIED	Replacement jobs often redefined. No definition to a new need.	No competition
WORK ANTICIPATED	Discussion leads to decisions on JOB definition	Often job parameters are set based on market feedback
JOB REQUISITION WRITTEN AND APPROVED	Job Requirements must be defined… expectations creep into the recruitment process	Internal candidates often get priority in employment process
JOB is “open”	Job Requirements are often refined based on market feedback	Internal AND external candidates compete for the same jobs
JOB is published	Job requirements and qualifications define the screening process	MAX competition!!

Standing-out in the “sea of unwashed faces”

Create an expectation of who you are and what you can do for your next employer by clearly positioning and targeting your collateral materials, both written and verbal. When stating your career objective, clearly state your appropriate work and make an offer of your services.

Here are some tips on becoming a valued partner…

Walk the talk. Nothing speaks louder than results…. From the recruitment perspective, the best indicator of one’s potential for success is one’s prior experience and results gained. A partner helps others within the organization achieve their goals. And results require actions, not just words. The better the results you get, the more likely you are to be invited on to ‘the team.’

Deep knowledge… You must have a true understanding of every aspect of the business, how all the moving parts work together, the obstacles ahead, and intimate knowledge of the competition in the marketplace. In other words, you’ve done your homework and understand your potential employer’s need. And you must be able to articulate your understanding to anyone involved in the decision-making process in a manner that demonstrates that you truly get it.

Two of the many ways of accomplishing this image are to…

Keep a file of relevant articles to share with key decision-makers, take advantage of the approaches that email and social media have to offer… create and maintain top-of-mind awareness.
Further, create a set of ‘white papers’ that express, from your knowledge and experience, your perspective on relevant issues to your Profession or industry of choice.

Listen well. ..Everyone loves to feel that they have been heard and understood. One attribute of leadership is being known as a good listener. And if you can reiterate and articulate what has been said, you will be valued as a partner in the decision-making process.

Remember, as a job seeker, NETWORKING is your way to share knowledge, ‘branding’ yourself as a valued resource. It is also your best source of confirming the subjective information you seek to supplement your research of factual information about a potential employer.

Big picture thinking…Having a strategic vision requires you to see all areas of the business, internal and external. This is a valuable trait well beyond the C-suite. If you only have a deep understanding of one area, you are more likely to be tactical in your decisions, rather than strategic. You must be able to foresee problems from the stakeholders’ perspective in order to offer the most highly valued and comprehensive solutions.

Tying all of this together, the best way to be treated like a valued partner is to act like one. The more you demonstrate your value, the more you will become recognized as the new go-to person in the organization.

***

The one thing you’ll need to know, and understand HOW to execute, for the rest of your career…

Never be a job-hunter again!!! It’s OK to be an interested, available and highly marketable professional. Always seek a good CAREER “FIT.”

Now, go find yourself an employer!

06/10/2019 by Your Careerpilot

On-Board YOURSELF Better Than ANY Potential Employer Can

Whether you are an operations manager, an internal HR professional, senior finance executive, or a key player on the IT team—ANY experienced and valued professional job seeker—ALL and EVERYONE wants to become a valued partner in the business of their next employer. Everyone wants a voice in strategic decisions and to be included in ‘the conversation.’

To truly be included, you need to be invited. And you will only be invited if you are seen as absolutely essential to the TEAM. Remember, team player and team leader CAN BE interchangeable terms.

THIS WEEK’s Session, Thursday, June 13th: Closing The Deal II: Interview TACTICS, including POST-Offer negotiation.

All too often, a job seeker finds themselves in the mode of seeking “tips and tricks” leading to greater job search success. It’s NOT that simple. Rather, it takes a commitment to “embracing the OTHER job market” and following the more systematic, methodical, predictable 12 Steps. Each step interacts with the others to propel your successful search for the right next opportunity!

When you’ve followed all 12 Steps, you are in position to on-board yourself with your next employer… BETTER than they can do for themselves….

ACCEPTING THE OFFER becomes a choice leading to satisfactory result
LESS RAMP-UP time as you’ve already given yourself access to internal resources and contacts… your are READY to be viewed as a “rock star” in your new position
You are prepared to truly partner with your employer’s future success
And, best-of-show? You are in a position to stay aware of next steps in your career for the rest of your working days of employment!

Here are some tips on becoming, and developing your position, as a valued partner…

Deep knowledge. You must have a true understanding of every aspect of the business, how all the moving parts work together, the obstacles ahead, and intimate knowledge of the competition in the marketplace. In other words, you’ve done your homework and understand your potential employer’s need. And you must be able to articulate your understanding to anyone involved in the decision-making process in a manner that demonstrates that you truly get it.

Two of the many ways of accomplishing this image are to…

Keep a file of relevant articles to share with key decision-makers, take advantage of the approaches that email and social media have to offer… create and maintain top-of-mind awareness.
Further, create a set of ‘white papers’ that express, from your knowledge and experience, your perspective on relevant issues to your Profession or industry of choice.

Listen well. Everyone loves to feel that they have been heard and understood. One attribute of leadership is being known as a good listener. And if you can reiterate and articulate what has been said, you will be valued as a partner in the decision-making process.

Big picture thinking. Having a strategic vision requires you to see all areas of the business, internal and external. This is a valuable trait well beyond the C-suite. If you only have a deep understanding of one area, you are more likely to be tactical in your decisions, rather than strategic. You must be able to foresee problems from the stakeholders’ perspective in order to offer the most highly valued and comprehensive solutions.

Tying all of this together, the best way to be treated like a valued partner is to act like one. The more you demonstrate your value, the more you will become recognized as the go-to person in the organization and you will be included and have a voice in the big strategic decisions.

06/02/2019 by Your Careerpilot

Closing The Deal: Putting It ALL Together

Every step in the job search process is aimed at obtaining interviews. It is at that point, a potential hiring manager decides if you are right for the job, and, just as important, it is your time to evaluate whether the job is right for you.

Most interviews follow a predictable format, with steps that both the interviewer and applicant follow to decide if both will benefit from working together. The best interviews are ones in which both participants are equal and can have a mutually beneficial, interactive conversation regarding the opportunity at hand.

This Week’s Session, Thursday, June 6th… Closing The Deal I: Interview STRATEGIES, including MoneySpeak and PRE-Offer Negotiation

Think of an interview as the natural extension, the successful result of your effective networking. Many networking conversations actually become screening interviews, where influential contacts are assessing your qualifications, skill sets and experience relative to an opportunity at hand. “Perfect practice” of the basics builds the confidence necessary to perform well in formal job interviews.

Let’s break down the basics into four areas…

pre-contact preparation/ research, our FIRST 10 steps!
greeting and rapport,
questions/answers, and …
meeting closure. Get the offer, or awareness of next steps!

All four stages are equally important and deserve your consideration and preparation.

** A Career TIP from CareerDFW

The Three Phases of Every Interview

There are three things that must be discussed in every good interview: First, the Candidate, a discussion usually conducted in the past tense to assess experience, knowledge, and skills… do they meet the potential employer’s REQUIREMENTS?

Second, the job itself. Beyond meeting requirements, each Candidate must be judged for their potential to meet EXPECTATIONS. As important, will the Candidate “fit in” on the team and Company culture? This discussion occurs in the future tense… very obvious transition in a “good” interview.

Last, but certainly not least, is the quality of FIT. While this is the most subjective and dysfunctional part of the process, it is where both sides must come together for a desired outcome. This is where the job seeker can mitigate the risk of a BAD decision. When both sides like and find the other to be attractive, a “right” employment opportunity can result. This is also where the QandA can become more defensive in nature.

Three CRITICAL Interviewing Skills

Asking “the right” questions… and knowing when to ask them. The best communication happens when triggered by a question… it brings focus to the interaction that must occur.
Answering questions effectively… and knowing when to STOP talking.
MoneySpeak… why do THEY ask and are YOU prepared to answer?

05/25/2019 by Your Careerpilot

Wave #3: Turning OPPORTUNITIES Into INTERVIEWS

This topic represents what most people call ‘active job search, but, as you can learn, the HOW –TO is what creates your success in networking. It professes strategies and tactics that will generate more effective networking.

In your ‘first wave’ of networking you had the opportunity to reconnect with people you already know, in the ‘second wave,’ those you have cause to know… a nice by-product of your efforts is the identification of attractive opportunities, and targeted organizations!

NEXT WEEK’s Session, Thursday, May 30th… Turning Opportunities Into Interviews: A closer look at networking your way IN to a targeted organization

You’ll be the first to know when you’re ready for ‘wave 3’ of networking… which, simply put, is networking your way in to attractive opportunities.

You will focus your activity and time management to the business of creating INTERACTIVE COMMUNICATION with employees, customers, and vendors–the “stakeholders”– within and surrounding any targeted organization.

THE BASICS

So what are those basics that will allow you to effectively network to identify appropriate opportunities, and then secure the requisite INTERVIEWS in order to “close the deal?”

Practice your two minute drill every chance you get…. it’s the fundamental building material of your communication strategy–your verbal collaterals!
Practice your exit and qualification statements… most all potential employers and networking contacts will want to know your current situation and why you are available.
Practice answering both common and tough questions… including pre-offer negotiation tactics. The most asked question during career transition is, “Tell me about yourself.” Appropriate use of your two-minute drill and related verbal strategies, your “verbal collaterals,” is a key ingredient to personal salesmanship.

Let’s not forget a couple of additional ‘collaterals’ that will help you round out your ability to ‘get the word out’ and serve as evidence of your qualifications.

Brag bytes… Wordcraft various collections of words, phrases and sentences to capture memorable moments or accomplishments–the best you have to offer. “…saved 80% cost-perhire…” Used in MSWord, ‘Quick Parts’ can be quite efficient when building high impact correspondence as well.
Personal Portfolio… Your collection of certificates, examples of work, reference letters, etc that can bring life and interest (not to mention PROOF) to your story.

RESEARCHING TARGET Organizations

Step six in our 12-step Process, first level research, will help you to identify attractive trends and targeted companies. But, in THIS context, I suggest digging a bit deeper in order to help secure an interview…

Learn as much as possible about the company, the potential opportunity, and the hiring authority–This is usually your next boss, but could be even higher in the chain of command.

Your research goals ought to include developing information about the company’s products, people, organizational structure, successes (and failures), profits (and losses), capital spending, strategic plans, philosophy and labor climate.

As part of your ‘second wave of networking,’ ask a friendly recruiter, business acquaintance or stockbroker what they know about the company… and by extension, call people with whom you have networked and ask what they know about the company
Check with the local Chamber of Commerce or Better Business Bureau.
Call the company directly; request a sales brochure, annual report or other company information. Companies have to market themselves, too, you know!

Telephone and Networking Skills

On a scale of passive to assertive => to aggressive, let’s take a look at how we could communicate direct to contacts in and surrounding a targeted organization…

Email…safe, but too easy to be deleted before a relationship is established. Requires follow-up.

LETTER of introduction… also safe, but read more often. Paves the way for a first call to a referral… creates dialog. Requires phone follow-up.

Phone call…direct… often a cold call… requires risk. Establishes contact, interaction and, worst case, VISIBILITY.

There’s only two reasons to be on the phone during active job search…

Reconnecting with valid contacts, seeking their advice and information, sharing your communication strategy, and seeking referral activity…
Securing actual interviews

Cover NOTE and resume… Rather than mindlessly applying to countless jobs, playing the numbers game; develop your networking style to motivate a person to request your resume. When requested, resume gets read more often. Establishes relationship. Requires follow-through. Face2face office visit!

05/17/2019 by Your Careerpilot

Taking On The 500# Gorilla

Why is it that even though “networking” stacks the deck in the favor of a job seeker, there seems to be this 500# GORILLA that stands in the way?

If you don’t understand the interactive nature of networking, now’s the time to learn. To be an effective networker, you need to be willing to serve as a conduit, sharing information, building relationships based on trust and reciprocity, leveraging existing relationships to create new ones, and following through to create ways to stay in touch to continue giving.

NEXT Week’s Session, Thursday, May 23rd… Implementing YOUR Personal Marketing PLAN: The creation of powerful, productive “waves” in your job search

Those who don’t fully understand the process, who use people for information and never build the relationship, or return the favor, give networking a bad name and lose credibility in the eyes of others. Networking is about building trust and respect, not tearing away at it!

So, what exactly IS this 500# gorilla that gets in the way of efficient, more productive job search activity?

Lack of awareness regarding the effectiveness of networking. Most people in a job search spend too much time canvassing the open job market, the market everyone gets to see through job posting boards and recruiters.
I don’t want to ask for a favor. Many people think that when you network you’re asking someone for a job… this is not the goal of networking. You ask for information about an industry, company, or position.
Not comfortable talking to people they don’t know. Sixty percent (60%) of the population consider themselves shy. This perception leads to less networking. If the prospect of speaking to someone you don’t know is overwhelming right now, start to build your network by talking with people you do know such as friends, family, neighbors, or your doctor or dentist.
Fear of rejection. Many people fear that if they ask for information the other person might not be willing to talk to them.

While it is true that not everyone will agree to meet with you, many people will extend help to you and you have nothing to lose by asking. If they can lead you to others who can help you gain necessary information for your search, your network will grow in a steady, comfortable way. And at the same time, your confidence and comfort will be growing. And as your confidence grows, “listen” for the anticipated jobs (PRE-requisition) and the opportunities for undefined roles…

Learn to embrace this OTHER Job Market… but the pathway to IT is through your comfort level in identifying and pursuing the unpublished, or hidden marketplace.

Far fewer explore the hidden market; the actual jobs that are never posted, but instead are filled through connections, internal endorsements, and post-interview placements into a better fitting role The odds of finding a position through the smaller, hidden market are greater than those in the open market.

05/14/2019 by Your Careerpilot

Are You TOUGH Enough?

Personal accountability, it seems, is something nearly everyone would like to have—and which many of us think we could benefit from working on. In active job search, it would help a job seeker in identifying and maintaining focus on appropriate tasks and activities that generate success. And from the more strategic career focus, it will create the confidence to be aware of, and act on, appropriate next steps along one’s career path.

Too many times, we fall victim to distractions from the job search. The trap of sleeping late, watching TV, and playing on the Web can ensnare us. With no one but ourselves to hold us accountable for our job-search goals and plans, time can just slip away. It’s so easy to lose balance between personal needs and wants and our job search.

Thursday, May 16th… Developing YOUR Personal Marketing Plan (PMP)

The other end of the spectrum is becoming a “job search-aholic.” For many of us, our identity is tied up tightly in our career, while others need a job right away just to make ends meet. No matter how great the need or desire for a new position, conducting a job search 24/7 non-stop can actually be a detriment to a successful campaign.

It’s about adding good habits to your routine. What behaviors should you engage in every day for greater grit? Here’s a handful of the Careerpilot’s suggested habits to get you started.

Set Realistic Boundaries… You can’t be mentally tough if you don’t take responsibility for your own situation. That means being firm about what is and is not acceptable to you instead of letting others influence your behavior and mood in ways that you don’t agree with. The mentally tough, in other words, “refuse to let other people dictate whether they’re going to have a good day or a bad day.” You must identify and rely on your unique internal voice/ compass.
Accept Responsibility… You can’t get better if you don’t admit your short comings and weaknesses… and you can’t learn from mistakes if you refuse to accept responsibility for them. “Rather than make excuses for their mistakes or failures, seek explanations that will help you perform better moving forward.” Be assertive in creating your internal voice/ compass.
Be Realistically Optimistic… When it comes to the right outlook for optimum resilience, it’s all about balance. Blue sky optimism will only lead to disappointment, but knee-jerk negativity will ensure you never even try to reach your full potential. To maintain just the right amount of optimism the mentally tough “strive to re-frame their negativity,” replacing “exaggeratedly negative thoughts with a more realistic internal voice/ compass.”
Monitor Your Emotions… Contrary to popular belief, mental toughness isn’t about suppressing your emotions, it’s about being aware of and honoring them. The truly mentally tough “monitor their emotions throughout the day and recognize how their feelings influence their thoughts and behaviors.” They know sometimes reaching their greatest potential requires them to behave contrary to how they feel.
Practice Self-Compassion… Nor is mental toughness about being your own harshest critic and strictest taskmaster. Instead, those with exceptional resilience speak to themselves with kindness and compassion, not judgmental self-bickering and bargaining. They forgive themselves for mistakes and cheer themselves on as they work toward achieving their goals.

05/04/2019 by Your Careerpilot

Your New Routine

Thursday, May 9th…Guest Presenter: Joy Perkins, “Creating and enjoying the benefits of personal accountability”

Once burnout sets in and enthusiasm begins to wane, how can you be at your best when you interview or even network? The buddy system is an ideal way to protect against burnout while keeping on track!

3 GREAT Reasons You Need An Accountability Partnership

A partnership can be you and one other person…or it could be a group of 3 or more like minded individuals. Having had a lot of experience with facilitating accountability teams and partnerships over the years, I offer the following reasons why such activity will boost your individual job search efforts…

1) Someone to bounce around ideas with… It can be productive when you’re stuck and not sure how to proceed on an idea or maybe with a target organization—or an individual you’re having trouble connecting with. Sometimes you just need that extra little push. Connecting with someone who does understand is a big deal.

2) Someone to share accomplishments with… Did you research and identify a great opportunity? Land that big interview? Get your first offer? An accountability partner is the perfect person to share those exciting times with.

As Corporate citizens, we are used to being on productive teams, surrounded by resources, and encouraged to succeed. However, as job seekers, it is easy to lead a very isolated existence and appropriate resources are not always available.

3) Someone you can stay accountable to

Again, it’s really rewarding to have someone to tell when you have accomplished specific goals and/or tasks. Or on the flip side it’s nice to have someone there if you’re starting to feel overwhelmed and they can bring you back to reality. It’s great to know you have someone there that is counting on you to take action!

MYCAREERpilot

Helping you to navigate the challenging waters of career transition…

Author: Your Careerpilot