Tag: careers

Careers, Communication, Mentoring, Networking, relationships, Work Strategies, Working Professionals

Every Touch Point Has Value!

meladmin

It’s the little things that matter. Critical moments are touch points where the slightest effort can add value. I’ve been giving this much thought and have had several conversations. A friend shared a sermon by Rabbi Angela Buchdahl that drove the point home. She talks about the racism she experienced as the first Asian American female rabbi in the US. Woven in with her well-thought-out points are some ideas I’ve gathered from other professionals on how to treat others, and it’s not just because it’s nice.

Here are a few thoughts. 

  • Choose kindness in every moment because each touch point has value. 
  • We need to recognize that the only thing that matters is time – we have one life to live and how we live it, personally and professionally, are the most critical choices we make. 
  • Visually, as a reminder, I had Maitri in the roots of a lotus tattooed on the back of my neck; it reminds me to practice kindness to myself and others.

I’m suggesting that we need to pause, be more intentional, and notice the small things. Acts of random kindness are not ordinary moments; it’s better to catch them being good than to focus on the negative. 

(Hang onto these thoughts for later, and let’s start with some other ideas and the tools to help you execute them!)

How do we want to be treated?

I had lunch with a leader I coached out of a toxic environment and is now in a much healthier one. It is lovely to see my client’s face relax and tension receding from around their shoulders; now, their actual abilities are seen and recognized. As a senior-level capture leader, this talented professional meets many people, potential partners, and external clients, and they are responsible for hiring staff internally. She experiences critical moments where the slightest effort can add value each day. We shared our beliefs about the rules for how to treat people in all situations. We agreed that taking a moment to do the little things often impacts the people we encounter. 

For example, consciously being compassionate and respecting a candidate through the interview process or sending a client in a direction that meets their needs better are little things that can have a significant ROI. I coach candidates to send a genuine Thank You note because the gesture adds value to the interview and insights into the person. I also like the idea of answering a rejection with a Thank You! It lets a company know that you are mature and plan to leave the door open for a conversation down the road.

Touch Point: Simple common courtesy can go a long way toward building long-lasting and sincere relationships.

These positive behaviors are “a deposit into a social capital account.” When we do kind things for others, it fills up our capital account, so when it’s low, we can reach out to others for support. For this reason, unlike my midwestern husband, I have no problem asking for help. I offer my service without prompting and follow the golden rule: nurture your networks to build strong, trusting relationships. You have to start somewhere.

Reflect: How can we regain value in our communities, lives, and careers?

Practice Random Kindness

There was a bumper sticker I used to have on an old car of mine, “Practice Random Acts of Kindness and Senseless Acts of Beauty.” Letting a vehicle go first in traffic, giving a neighbor a ride to the grocery, and upcycling old sweaters to share with strangers as wearable art, are small things in my life that can put a smile on someone’s face. Small acts make a big difference; sometimes, it is hard to know who benefits more, the giver or the recipient. Taking time at work to explain a task or collaborate is an example of random kindness.  

Fun Fact! The phrase “practice random kindness and senseless acts of beauty” was written by Anne Herbert on a placemat in Sausalito, California, in 1982. It played on the phrase: “random acts of violence and senseless acts of  cruelty.”

“No Ordinary Moments”

I read the “Way of the Peaceful Warrior” by Dan Millman years ago, and he suggested we consider the idea that there are no ordinary moments in our lives. I often gathered these moments in the years I spent raising my children: a moment in the kitchen with them doing homework at the counter, music playing, and me cooking dinner. While not super unique, these moments become the memories we carry forward in our lives. They are joyful touch points that I can share with others. 

In the workplace, that looks like a well-run morning meeting ending early and recognition that the team accomplished a lot in less time. Or it could be when a business development/capture opportunity comes together into a well-written proposal, and you recognize the team effort matters more than the win, although both would be nice!

Catch Them Being Good

Capturing and recording critical moments is essential, while being present and responsive is also crucial. In the workplace, a critical word at the wrong moment can cause an explosion or destroy a rising leader’s desire to participate. Every working parent can share a story of when they hurt their kid with harsh words after they walked into the house exhausted. A smiling kid proudly presents a messy sandwich, and instead of thanking that kid with a big bite and compliments, the parent shouts, “OMG look at this mess!”

The book Catch them being good is co-authored by USA Women’s Soccer Coach Tony Dicicco, Colleen Hacker, and Charles Salzberg. He wrote that to be a better coach is to catch your team “being good.” This mantra is as relevant in the workplace or home kitchen as it is on the field! Praising someone’s work in a morning stand-up encourages others to seek positive feedback, as does guiding a staff member toward healthy outcomes. 

Positive reinforcement wins over reprimanding every time!

Critical Incident Journal – a tool for reflection and learning

There’s a great tool that I learned in college called a Critical Incident Journal. We used this technique in our internships to capture moments that are not ordinary. We learned more from each of them by reflecting on what made a moment unique. The practice of journaling helps us become better at recognizing critical incidents and their impact and reveals hints to how we can make positive changes in our daily lives and careers.

I have incorporated this collegiate tool into my career and personal life too! They are handy for capturing the moments in our lives when our perception changes. The insights shared over the years have been surprising and insightful. 

Start journaling! Learn more about critical incident journals!

Here’s a recent experience that made me pause and reflect on its critical value:

I mispronounced the name of a young woman I was interviewing, and she gently corrected my pronunciation. She shared that when at school, she pronounced it the “American way,” thinking it was easier for people to understand. But for our interview, she wanted to embrace her bi-cultural identity, so she helped me with the correct pronunciation.

I wasn’t embarrassed and appreciated her transparency and how she communicated with me. It opened the door for other topics and an informed conversation. That touch point had critical value; she felt comfortable sharing experiences and asking questions on other sensitive career topics.

Her gentle feedback also gave me pause to think about ways to be more sensitive to the small things that make a big difference in other situations.

Takeaways

If we all pause before speaking or acting, it might change our response. The basics of consideration that children learn in school are the same rules of etiquette for adults. For example: wait your turn, remember to share, say please and thank you politely, and don’t hit people when you don’t get your way. We learn to communicate and control our responses. Through play and interaction with others, we learn impulse management.

Two colleagues joined me at a leadership breakfast last week and said they feel compelled to make work fun. They enjoy the time more, their teams enjoy being together more, and they stay engaged for more extended periods. A leader has the responsibility to set the tone. Emphasizing joy in work helps engage team members and makes teamwork more effective, delivering better results. 

The results of the world’s largest study on kindness are in. Here’s what we learned

** University of Sussex’s study on the impact of kindness

Call to action 

Take time to notice touchpoints, critical value, and not-so-ordinary moments in your life. It’s easy to look for flaws when you can catch them being good. Small affirmations have a significant impact on those around you! And a little effort can result in strong bonds and more joy for everyone. I think that’s valuable, don’t you?   

And if you fear doing something nice will be taken the wrong way, be sensitive and do it anyway. You can tell if you have made the right choice by a person’s expression.

Avoid blind spots with either/or choices
Careers, Mentoring

BLIND SPOTTING

meladmin

How to avoid blind spots with either/or choices 

When I want to accomplish something, I get to work researching and consulting my gut instinct before I make a choice. Most of the time things work out, sometimes they really don’t. When bright ideas fail, it’s because I overlooked a blind spot in the planning.

Read on for thoughts on avoiding the blind spots in your career path by using either/or choices. 

“Either-Or” Logic

As kids, my siblings and I knew that if we wanted to go to a movie or get Thai food for dinner, we had an “either-or” choice. Either we could ask our father, whose knee-jerk reaction was typical “No”, or we could appeal to our mother who usually responded more positively. 

My father wasn’t always inflexible and stern, but he often wasn’t willing to listen either. My mom on the other hand usually had an ear for her kids, was used to fielding requests, and adapting to change.

Managing Expectations

In high school, I managed my social calendar using either-or logic too. Knowing that if my friends failed to make plans for a weekend outing, I would end up babysitting. So, either I took initiative to suggest using my car and fake IDs to sneak into bars in Georgetown, or I resolved to another Friday night sitting on the couch watching kids, and earning money.

As a teenager, I learned to deal w

ith my less-than-motivated friends by managing expectations. Still, it took a lot of eye-rolling for me to arrive at the question of why they couldn’t just make plans on their own.  

Status Quo or A New Menu

The case of either-or turns to Friday evenings with my husband.

We like to cook: a spicy chili, finger-linking-good fried buttermilk chicken, or grill some mean steaks at home. It can be exhausting catering to all of our kids’ likes and dislikes, so we have regular places to order take-out from. Moby Dick’s Kebabs, Pasa Thai’s Pad Thai, and Pad Won Sen…I like to try new things and if I waited for my husband to think of a place, we would end up at the same few places that have a good beer tap list. Sometimes playing Star Wars trivia or the Dogfish 90 minutes shakes up the evening too. 

Locating my husband in his office, I suggest that either we suffer through a repeat performance of overcooked noodles … or we throw standards out the window for a dinner of beer and Star Wars Trivia. Of course, he couldn’t resist an IPA-sponsored game night.

As much fun as it is to come up with plans and alternatives, I’m often the one taking initiative. Why isn’t anyone else motivated to find solutions that work for all?

It Won’t Work … Nothing Will Change

Most people don’t like to voice suggestions or take leadership because it involves risk. If the plan doesn’t work, if the solution fails, risking embarrassment (or worse) stops most people from ideation. 

It’s safer to wait until someone else speaks up, takes the lead, or hedges the bet. But the cost of playing safe is the chance of having a life-changing experience or even just better food. 

Yes, it takes effort to live the life you want! And yes, it’s risky. Bad things might happen.  Good things might happen too. Either you keep blinders on and accept what is in front of your face, or risk taking a different career path, dating a new type of person, or ordering from a restaurant that isn’t appealing (even though your spouse loves the food!)

The Blind Spot in Your Career 

How does this all relate to careers and jobs? 

The evolution of a great career is governed by your threshold for risk and the manner in that you engage (or don’t) in relationships and networks. Networking proactively and putting effort into relationships with people usually have a positive outcome. 

You can either learn new skills to stay competitive or you can move to a new industry entirely. Upskilling has less risk, but maybe adapting to a new sector will lead to a more exciting benefit.

People sometimes get stuck when faced with a choice like the one above. The possibility of failure in a new industry is too much, but the thought of staying in the same or similar job is not encouraging. They manage expectations by not deciding until they are forced to by a blind spot.

You Don’t Know, What You Don’t Know

No one is all-knowing or (except a mom) has eyes in the back of their head. So how can you learn to avoid blind spots in different areas of life? 

Is it most important to be proactive and to think strategically? Or is having the flexibility to roll with punches more aligned to your risk profile? What if you could be coached into changing your perception of situations and the choices they present? 

Avoid blind spots with either/or choices

Coachable people are open to new information – and to making changes as situations shift around them. Being coachable also requires trust; to be receptive and willing when blind spots are pointed out. 

The only guarantee in life is that it will change, and choices will follow, whether you can see them or not. I believe that making the effort to learn what they are and take a position is at least a better strategy than doing nothing. Transitions are intrinsic to every area of life. Our career journeys are shaped by how we choose to experience life as it shapeshifts around us. 

A successful career, and a great life, are often decided by “either-or” moments. Each time you encounter one, take a breath and call a coach, or someone else you trust to check your blind spots. 

Careers, Communication, Jobs, Uncategorized, Work Strategies, Working Professionals

Let’s Talk About Resilience —

meladmin

Years ago, a client told me that if companies don’t evolve they will go extinct just like the dinosaurs. At the time I thought it was a much better way to explain restructuring within organizations or what is now called intrapreneurship when a company is responsive to the market . I understand that all species must adapt or, through evolution, will disappear.

Fast forward to a couple years ago when I was speaking on a panel at Georgetown Biomedical Graduate School with a panel of deans and administrators. The topic was geared to make educators think about their role in the economic ecosystem. We were asked to discuss how to better prepare students for the workplace. It brought the conversation around to what is often called career pathways, highlighting adaptation to changing economies as critical in the quest to stay relevant. Relevance, as it turns out, goes hand in hand with becoming resilient.

One of my favorite researchers and authors, Brené Brown shared in her book “Rising Leaders” that a key trait of people who are resilient is emotional intelligence (EQ). Yup! It’s worth repeating, emotional intelligence.  In her interview with Abby Wambach, US Women’s National Soccer Player star, she shared insights from her book, “Wolfpack” that stress the importance of change, “Old ways of thinking will never help us build a new world. Out with the Old. In with the New.”

“It’s all about a tolerance for discomfort”, Brené shares and sums it up:”Resilience is more available to people curious about their own line of thinking and behaving,”

Here I would like to delve into what makes people resilient; and focus-in on actions you can take to fortify resilience in your career journey, continuously and enjoyably.

The Definition of Resilience is: 

re·sil·ience /rəˈzilyəns/ (Oxford) noun

    1. The capacity to recover quickly from difficulties; toughness; “the often remarkable resilience of … institutions
    2. The ability of a substance or object to spring back into shape; elasticity, “nylon is excellent in wearability and resilience.”

SET THE STAGE

There are arguments over nature versus nurture all the time. Is someone born with existing traits or skills, or does the environment shape and influence them? As we have learned from researchers, it’s never just one thing which delivers us to any particular point in our lives: but rather, a conglomeration of characteristics, experiences and our environment.

As a recruiter, career coach and parent/partner, I believe we have the ability to take inventory of who we are and where we are. We can recalibrate to make healthy decisions that have a holistic impact on the outcome of lives.

Let’s focus on traits we have – or tools we can learn – to empower a rewarding life journey.

The Pandemic has pushed the limit of almost every imaginable boundary – for everyone.  We realized that things we thought were important, might not be. Companies that thought remote work or telecommuting would destabilize them, have experienced a smooth transition with a remote workforce and improved productivity – and sometimes happier employees.  Technology tools for collaboration, CRM and workstream management already existed, and others are being created. Zoom is efficient and effective, but also exhausting. Personally, I found boundary setting to be an important tactic to avoid burnout as the days/weeks began to blur into each other. Even without a commute, the workday has grown longer for professionals and parents alike. In the midst of juggling work alongside personal lives, children and homeschooling, a new context for “resilience” has begun to emerge.

We know that emotional IQ allows us to be reflective and more self-aware, and that it is a first step to improve the dexterity we have in adapting to change. EQ is a great trait that helps us drive and become confident decision makers, instead of passengers affected by the course of time and life.

SELF REFLECTION- TAKING INVENTORY

A self-reflective audit of your career roadmap – skills, goals and strategy – is a technique available at any point on the journey. My kids, at different points in their lives, have approached me with this philosophical conversation starter: “what if you don’t know what you want to be or where you want to go?

In creating this feedback loop, you consider the things you are good at doing, what kinds of jobs are available in the world right now, and in the future; and then we make a decision about which skill areas to develop. Occasionally when you try out a new strategy, you learn that your skills don’t match up the way you thought they would for your goals. In that case you can go back to an EQ-based audit of your profession and adapt your toolkit to meet those needs.

Education and professional training are consistently in development – not just for the teachers or medical professionals who need to meet recertification requirements each year. We should all push ourselves (and encourage others) to be continuous learners. In coaching sessions with clients, we take inventory and create a mission statement or pitch to clarify what an individual is good at doing and where they would like to head. We discuss the skillset needed and how to apply a strengths-based strategy for success. Informational Interviews are a great way to test existing capabilities in the professional arena – and get feedback on options that could improve your professional profile.

In times of discomfort, we must lean into the suck, bounce back, regroup and adapt to build a resilient career.

ACCOUNTABILITY-GOAL SETTING

A main source of joy for me in the past year has been cooking.  Cooking goes with eating and this, combined with months of quarantine, has found its way to my hips, belly and bottom. I’m a firm believer in modifying my behavior and I prefer to know why I’m doing something – rather than doing it because I was told so. For this reason, I started the behavior modification program, NOOM,  on Feb 13th. There is science, there is a plan, there is action and accountability. The steps and the process are important to me and should be important to any person or organization wanting to achieve a major objective.

In NOOM, I’m asked to write my goals down and share them with my cohort. This semi-public broadcasting of my objectives is not always comfortable, but as an accountability tool it exponentially boosts my chances of achieving them. The format you use to share doesn’t matter – some members paste pictures into a collage for motivation, others create lists of New Year’s resolutions.  I prefer to journal, so I have something I can look back on, reminding me of where I was and where I wanted to go or what I wanted to change.

Goals that you can form habits around will increase the chance of getting sustainable results. People with a high EQ pause periodically for a mind-body scan of what’s working, what’s not, take accountability and pivot when necessary.

Goals are often malleable – firm but flexible – commitments that adapt to changes in the environment in which they are developed. Becoming resilient is a process of adapting strategies to meet goals informed by a personal and environmental EQ. Nothing like a global pandemic to demonstrate how EQ and adaptation are components of resilience.

HOW TO MAKE IT HAPPEN – ROADMAP FOR RESILIENCE

I want to be clear about the steps in building a roadmap for resilience – goal setting comes after a personal assessment, information gathering and before you set milestones and goals. I’m not saying that this plan is going to be engraved in stone, but an outline with high-level details is a rough-draft guideline that has led my clients to happy lives and sustainable careers.

I like to travel this way also. I pick a location, do my research and make the reservations for important stuff like where I sleep, hard-to-get tickets and hard to book restaurant reservations. These are the “need to haves”. The “nice to haves” depend on energy levels, impulses and the weather. This flexible-but-firm strategy has led to some great adventures over the years. I apply this outline to coaching too – but with value-added goal setting and accountability tools to provide momentum.

Resilience can save a trip or a career with the ability to lean into the disruption with an attitude of problem-solving in order to salvage it – or cut your losses.

ACHIEVEMENT- GETTING RESULTS

The lifespan of a human being is actually pretty short. We hope for long and healthy lives, but in the grand scheme of the universe, we are only here on earth for a little bit of time. The past year has seen the loss of loved ones for many and been a catalyst for deep reflection in almost everyone I know. I find myself thinking more about each moment with the people I love (and those I miss) and what is actually important in the context of a lifetime.

The way I like to plan and apply myself to personal and career goals paid off as I pivoted toward coaching in the past year. My passion for community and volunteerism came to life as I poured energy into non-profit work to help home-bound kids access sports, or make sure newly unemployed people could still get healthy and respectful food. I wanted to help and in the face of many traumatic changes, I needed to feel like I was doing something.

My business has grown organically this year as the result of being grounded, genuine, and demonstrating a tolerance for discomfort. Through inquiry and continuous improvement, I have built the career I want, I continue to visualize where I want to go and adapt based on what I want to accomplish. With a rough plan and an attitude of agility, I am able to influence my life and contribute more wholly to my community and the world.

Your career, just like your happiness, is an individual journey; and with a loose plan and a few well-refined skills (plus a good coach) we become resilient as we adapt to change. It’s all about the ability to bounce back!

 

 

Careers, Communication, Jobs, Work Strategies, Working Professionals

Under a Microscope, First Days on the New Job!

meladmin

So you landed the dream job, what’s next? Did you know the first 6-12 months are the most important in any new job or relationship for that matter. Everything is new, people are the most open, and no bad habits have been established, yet. Many companies have a formal review system and new employees have a probationary period for 30-90 days. It varies company to company. But we all can recognize that the orientation period is critical to success.

Each time I place someone in a job, we get to have a celebratory lunch. It’s one of the best parts of my role as a headhunter. Often I’m asked what kinds of suggestions I have for someone to set themselves up successfully on their new gig.

“That’s a great place to start,” I like to say, “Because being aware that this is the time to dedicate yourself to being successful is the first step.”

Here’s some ideas that I think are worth considering, some seem like no brainers but you’d be surprised. Plus, there are few my dad gave me when I first graduated from college, just a few years ago 😉

Be on time or early. There’s all sorts of subliminal messages about punctuality. It may be OK to show up to a party 30 minutes late, almost considered a norm, but it’s not OK at work. Those first few months will allow you to see what acceptable at the company. You can ask your boss to find out what their expectations are for you. Others may come dragging in later, but not you. It’s time to earn your stripes and gain the respect of your new organization.

What you wear matters. Most people make judgements about who you are within the first 30 seconds of meeting you. I’m a believer in wearing a suit for the interview even if a company is business casual. First day of work you don’t have to put the suit back on, but do wear something nicer than the lowest common denominator. Business casual can run the gamut, be the nicest dressed for awhile till you have settled in.

Don’t make best friends. This is from my father’s advice list. I have to agree with him here because you don’t know the political landscape, yet. You don’t really know the lines of command, the pecking order, or who’s respected or not. You don’t want to ally yourself with anyone at the beginning. Be nice to everyone. Collaborative environments are more productive. Learning to be part of a team and get along with everyone is an important skill to master.

Ask Questions, be thoughtful. It’s good to get feedback but do you remember the kid who always asked “Why?” That kid was smart but also annoying. It’s important to show initiative and to explore to find answers on your own, first. If you have a question or need feedback, do talk to your boss, but also bring some possible answers with you.

Be a problem solver. Along with asking questions goes innovative thinking and problem solving. Lots of people throw up their hands and bring problems to others. I was reminded by a friend that her daddy always told her, don’t just bring the problem, do some thinking first and bring ideas about possible solutions too.

Take initiative. Even if you don’t have something to do, ask others if you can help. When I was a substitute teacher while living in Guatemala, I didn’t have much planning to do. Rather than be idle, I offered to help. Now some people can take this wrong and feel threatened, but the majority will know you just want to learn and be helpful. Who knows what you will absorb and who you will meet?

Watch your electronic use. Don’t be on your phone or surfing the internet, especially on the first days even if you have nothing to do. Yes, we all stare at our screens but we learn much more from social cues and face-to-face contact. There’s no substitute. Engage with others as you start your new job. The bonds you build will be imperative to your continued success.

Feedback helps focus. Do your work, ask for new tasks, and don’t forget to get feedback. Each organization has it’s own ways of doing things. Ask and check to see if you are meeting expectations, and the deliveries are in the form that your new company prefers. Time is money.

Listen more than talk. Sort of stole this from Burr in Hamilton, “Talk less, smile more.” A good skill to develop in any organization is the ability to be quiet, listen and focus on the person rather than on formulating your response. You will find your ability to converse and absorb information increases as well as the respect you garner as a strong consultant or listener.

Share best practices in respectful ways. We’ve all met the person who comes in new and tells us we are doing things all wrong. Or the one who always has a better way to do things. I used to be that person. I annoyed people. They weren’t very receptive. What I learned is that after you have been exposed to the ways of the new organization, if you ask if they’d like other ideas you can present them as alternative approaches with different outcomes. People are much more receptive.

Be willing to roll up your sleeves and do what needs to get done. My father told me whatever I am asked to do, be it answer the phone, prepare a memo, regardless of the complexity, do it well. A can-do attitude goes a long way. Learning all the tasks in a firm, regardless of how mundane can help you appreciate everyone and show you are a team player.

Review and remember. Do homework at night to review and master what you learned during the day. If your homework was worth anything while you were in school, it was because it helped reinforce what you learned in the classroom. Hopefully you have taken a new role because it will help you grow as a professional. This means you want to learn and will need to master new skills or knowledge to stretch your capabilities.

Communication is key.  With three generations in the workplace, it’s crucial to figure out how to best communicate with all your colleagues. Starting with your boss and closest team members is important. Then learn the communication styles of others. Some people like face-to-face conversations, others prefer a phone call or an email. Some organizations have internal chat systems, some text…with social media there are so many options. Stay professional and remember whatever you put out there into the ether, it’s pretty darn permanent.

Careers, Communication, Jobs, Mentoring, Networking, Uncategorized, Work Strategies, Working Professionals

Grab the Driver’s Seat…Regain control of your career

meladmin

I attended a talk last week by Bill Stixrud and Ned Johnson who recently published a book called, “The Self-Driven Child,” The science and sense of giving your kids more control over their lives. The authors, a clinical neuropsychologist and a motivational coach/test taking company CEO, both agreed that there are ways to reduce, anxiety, depression, isolation, and lack of motivation in today’s children. I thought about that tag line, “Giving your kids more control over their lives”. Then I thought, doesn’t everyone want more control?

Through the entire spectrum of our lives we struggle to be independent and self directed. When a baby learns those first words, “No!” the baby is looking for autonomy. As we do battle with our teenagers over technology use or homework, they are trying to command their own way of doing things. Later in life we fight to keep our driver’s license even after it’s unsafe for us or others, but losing that right curtails our freedom. This can be a huge blow that some people don’t recover from, that loss of independence. The ideas about control and being self directed can also be applied in the workforce and when it comes to managing your career.

There are critical moments in the development of our brain, according to Bill Stixrud and Ned Johnson. We as parents can help our children develop into healthy “Self-Driven” people, by not hovering, rescuing, or solving all our children’s challenges. If we can give them the tools to take, “more control over their lives” they can become healthier human beings throughout their lives. If we translate the parent-child role to the workplace, we can also see how this plays out in a manager-subordinate role. We are faced with several challenges in the workplace with multiple generations who have different styles trying to work together. If we teach our children to make healthy choices that give them back their sense of control early on in life, then later on they will be more successful in the workplace. With more confidence, an individual can be more self-directed and this results in greater success for all throughout the life cycle.

Raising self motivated children, building a more motivated workforce, are just two aspects to a healthier society or economy. In the arc of our working life, we can learn to be more proactive with managing our career too. We aren’t all going to be entrepreneurs or the CEO, but we can be proactive or be our own advocates in the workplace. Again, these are skills we need to teach our children while they are young or as they grow up, so they can be healthier members of society. What this looks like in the workplace could take several forms.

When you start your first job, you are often just thrilled to have a paycheck. If you’re more focused, maybe you land a role at your target company or doing exactly what you wanted to do. Regardless, what your title is, what you do on the job is key. Plus, you can influence your career pathway. Here are several important tasks to do as you get oriented to a new job and beyond.

  • Learn the corporate culture and the spoken and unspoken rules of the organization.
  • Build clear communication with your immediate supervisor and don’t forget your peers.
  • Master your tasks and gain new skills that will allow you to progress within your firm.
  • Find a mentor in the firm or outside the firm, someone who can give you sage advice or perspective on any given situation.
  • Identify what you need to do to progress as a professional, and set goals to achieve these skills, experiences, or abilities.
  • Learn how to self advocate for yourself and the organization promoting change, growth, or a new ways to do things.
  • Notice a way you can positively impact the organization, pitch your idea!

All of these tasks allow one to take back control and have a say in your own future. It feels better to have control at all ages, when we are a kid, a young adult, middle aged, and aging. How do we retain it in the workplace professionally?

In Teddy Roosevelt’s stirring speech, about the lazy critics in our lives, he said,

“It is not the critic who counts; not the man who points out how the strong man stumbles, or where the doer of deeds could have done them better. The credit belongs to the man who is actually in the arena, whose face is marred by dust and sweat and blood; who strives valiantly; who errs, who comes short again and again, because there is no effort without error and shortcoming; but who does actually strive to do the deeds; who knows great enthusiasms, the great devotions; who spends himself in a worthy cause; who at the best knows in the end the triumph of high achievement, and who at the worst, if he fails, at least fails while daring greatly, so that his place shall never be with those cold and timid souls who neither know victory nor defeat…”

Like Stixrud and Johnson, Roosevelt felt strongly that by acting or participating we are already taking back our control. If we silence the critics who are not in the arena with us and focus on the experience of being there, then we are already ahead of the game. How this plays out for each person can vary, but it is clear that by regaining our control we lessen our anxiety, depression, lack of motivation or sense of isolation. As we replace these destructive feelings, there is now room for confidence, positive energy, possibilities, connection, and the ability to map our own future. We can’t all be in charge of the company, but we can be in charge of our own lives.

Education, Uncategorized, Work Strategies, Working Parents, Working Professionals

A researcher I know said companies must evolve or go extinct…education is a big part of the equation

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Despite the gray thick sky, our hike across campus filled me with interest as I noted the old mixed with new-sometimes even within a single building. My guide was a recent graduate who supported the Georgetown University Graduate Student Career Symposium. Upon entering the mod Healy Student Center, we walked through an airy high ceilinged hall where students sat at banquettes with computers in front of them, and buds plugged into their ears. The large social room was arranged for the Employee Advisory Committee Panel with four seats equipped with water and microphones. Tables surrounded the seats for the multidisciplinary gathering of deans, assistant deans, department chairs, and other administrative leaders poised to engage in our lunch discussion. This was the first meeting on the topic at Georgetown University, and founding chair, Caleb McKinney and co-chair Owen Agho were excited to see how the panel would be received.

A conversation about how to train students to be better prepared for the workplace is timely.

During my daily work as a recruiter, I speak with lots of education and labor researchers. Recently, I had a discussion with a researcher who works on both education and workforce topics. The researcher felt that the educational system wasn’t broken as many claimed, but needed to evolve to meet the demands of our 21st century economy. She added that we needed to rethink what our goals are for continued education post high school. Most students, she stated, don’t have the luxury to earn a liberal arts degree because they need skills to become gainfully employed. This discussion about the value of liberal arts education versus earning a technical degree is not new, but when she presented it this way, I had to pause and think.

Throughout the day, my conversation with the researcher stuck in my mind. When the panelists shared similar thoughts with the administrators, I knew we needed to give this idea more attention. Later in the day it was confirmed again, when I interacted with the grad students in my session on interview prep, the students shared similar worries about their ability to land that first job. Educators, researchers, students, and business people all had the same concerns. I realized the gap between education and jobs needed to be bridged.

It seems to me, we need to consider a better collaboration between our educational systems and our evolving economies so we can prepare workers to have the skills for the jobs that exist today and in the future. An evolution of the entire ecosystem might be just what we need.

SYMPOSIUM SYNOPSIS

My fellow panelists included, CEO and Founder of Benevir Biopharm, Matthew Mulvey, PhD and Georgetown grad; Senior Specialist from Cadmus, Scott Teper, MPH, doing consulting in biomedical surveillance; and Director, Talent Acquisition and Planning, Celeste Chatman with the think tank, The Urban Institute. We tackled several questions from the administrative group. The goal of the discussion was to share insights from the business world on what we needed/wanted to see from recent graduates. Basically, the educators/university wanted to make sure their students were prepared to meet the needs of their future employers. Here is a sampling of the conversation.

How do we know if our students skills are meeting the needs of organizations like yours?

Celeste described a new program Urban recently launched that let students see inside an organization by visiting and shadowing a professional. Georgetown was one of the institutions who had been invited because their graduates demonstrated exceptional skills. She said it was a win-win. Urban got to meet students and evaluate if they are a good fit for them in the future, and the students got to gain insights into what research jobs are like.

Matt added that his organization looks for PhDs who have specific skills related to the development of pharmaceuticals. They hope to hire other professionals for more diversified roles once they expand.

Where can students go to find out more about positions and companies that might have options for them?

I responded that the best way I knew how to do this was through internships or informational interviews. These opportunities allow students to see what a job is really like through experience or with contact by a real professional who can share their insights. When you network in the field, students are able to ask questions about a role, ask about what skills are most important, and find out what credentials they need to be successful. Networking is the best way to find the right position.

Celeste added that this is a major reason why they created their shadow program.

What are some of the biggest mistakes students make when looking for jobs?

Celeste commented that students want to be the president instantly.

I added they don’t understand that they have to learn and do what is required by the most junior person in an organization.

Scott said his concern was that new graduates don’t understand the connection between compensation and business finances. He said there are sometimes disparities in salary within government contract firms despite equal skills (not bias). This happens because a particular contract can only be charged at a certain rate. Newbies often compare salaries and get upset without a good understanding of the business aspects that shape compensation.

There were nods of agreement from the attendees. There were many follow up questions, and we shared valuable insights into how a business might look at new grads. If the students could learn to not focus on themselves, and think more about how they could add value to an organization, all the panelists agreed it would be invaluable in their job searches.

DO WORK/EDUCATION DIFFERENTLY

If we take these ideas a step further, maybe we need to think more about how to change the education and workforce paradigm.

What if we consider different ways to gain skills based on what opportunities exist in the marketplace and balance them with individual interests…

  • Post high school training could be a certificate program learning mechanical skills, or health technician skills, or financial skills. Any of these skills would increase an individual’s value and earning potential in less time and cost (than a 2 or 4 year program), but would still elevate earnings and provide a career path.
  • An Apprenticeship could be another option with a cabinet maker or fine jeweler, and the results could lead to a well trained and productive artisan.
  • Consider if a two year nursing program is better for an individual than a four year program. Both programs are required to pass the same licensure exam, but require different amounts of time and cost. (please note there is an earning potential difference)
  • Examine a four year program and make sure it has a strong core curriculum that requires solid writing skills, technology, analytic skills and math, regardless of major. These core skills prepare each future employee to have the basic work skills needed across any organization.
  • Earn an advanced degree to specialize (MS or PhD), but consider what you want to do, what are the loans you can bear based on future earnings, and the skills you need to perform the role you want to be in.
  • Delay further education….volunteer in the field for a 1-3 years. Military service, AmeriCorps, Peace Corps, Teach for America, Habitat for Humanity, etc., there are many ways to gain experience and learn more about what you want to do.

CHANGE YOUR APPROACH

When you are exposed to the world, and see the challenges plus the skills required, you gain a better understanding of what you need to know to be employed. With more maturity, we may find our post high school students looking at their educational opportunities in a different way.

I’ve often advised young adults or professionals in mid career, who want to make a change, to go talk to someone in a job that is appealing. Learn about how they earned their position, what they studied, and how they might do things differently. In other words, go out and experience a real job, internship or informational interview. Talk to professionals and work backwards. Find out what skills you need to succeed, and then go get them.

Googling or taking profiling tests to identify skills/interests, can only get you so far. Why invest time and money into a short term training program, a certification series, or an advanced education program, to find you can’t get the job you thought you wanted or even pay back your student loans?! Do your homework. Be an active participant in your future.