Is Your Team on ‘The Journey’ WITH You or In Spite of You?

March 10, 2014 by Leave a Comment

leaders
Saw this picture up on Linked In today and just had to share it. I can’t tell you how many times I coach leaders who seem to feel that leading by intimidation is the way to go. I would argue that is not really leading.

I remember a great piece of advice given to me by one of the best leaders I know. At the time he said that when you have a team and are all rowing in the same direction, there are still different paths the boat can take. You may all be rowing at 150% but, if you are in not sync, not in rhythm, not all rowing in the same direction, you may still get to the finish line…but you sure as heck will not be first.

I tell my clients who might be a bit of a bully (what? Who? Me?)…you know who you are….that your team may do what you want them to do but they may not necessarily enjoy the journey. How much better…more satisfying….happier you and your team will be if they are on the journey with you because they want to be and you are all rowing together.

Speaking of rowing, just completed the novel “Boys in the Boat” about the 1936 US Olympic rowing team’s journey to the Olympics held in Germany. Great read. I highly recommend it. Now that was a journey!

Filed Under: Career Transition, Students and New Grads Tagged With: , , ,

Break through that Glass Ceiling!

March 7, 2014 by Leave a Comment

glass ceilingExcellent article in today’s Globe and Mail highlighting BMO executives getting frank on how women can get ahead on Bay Street. Trust it works the same on Wall Street and in big business across North America, Europe and elsewhere. Read the article here: http://www.theglobeandmail.com/report-on-business/careers/what-women-need-to-do-to-get-ahead/article17360262/

It explains how diversity committees and gender equality campaigns can only achieve so much. There are many who don’t believe they should exist in the first place. I’m not here to dispute that.

What they all stressed was that the most important thing a woman can do (and I would say ANYONE can do) is to take responsibility for your own career advancement. Hooray! I’ve been saying that for so long.

When people ask me about my consulting practice and just what career coaching is, I say that it’s about taking the reins of your career. Being pro-active about your career. Not leaving the fate, the trajectory, the advancement of your career to someone else. Trust me. Only you have your best interests at heart. While some people are fortunate to work for companies or people who want to help you grow and develop and prosper……you still need to take control of your career. Know what you are good at. Know where you need to develop. Know what the next step is….in fact, know what the next few steps are. Think ahead. Be pro-active. Don’t get complacent in the role you’re in.

Another key contributor they pointed to was to ensure you are building a good network. Your network can help you learn and grow and introduce you to others who can help you along your path to success. A mentor is another great support for women. It doesn’t have to be a formal mentorship program. When meeting people and building your network, look for other successful people one or two levels above you with whom you can form a relationship and seek guidance and support.

This is a topic in my Career Planning and Development class next week when I’m fortunate to have Dina Barazza from Avanti Women speaking about just this topic.

Go out there and be awesome!

Filed Under: Career Transition, Networking, Students and New Grads Tagged With: ,

Can Rules Be Broken?

March 5, 2014 by Leave a Comment

poliicesI came across an interesting topic in the Nine to Five column in the Globe and Mail this week concerning an employee’s right to take time off to take her mom to chemo treatments. You can read it here: http://www.theglobeandmail.com/report-on-business/careers/career-advice/life-at-work/can-my-employer-stop-me-from-going-to-my-moms-chemo-treatments/article17139330/

While I usually blog about topics relating to talent acquisition and career coaching, a part of my practice still remains general HR consulting expertise and I’ve just completed two comprehensive Policies & Procedures manuals for two of my clients.

In both instances, as I prepared the first drafts, the clients wanted to leave more open to interpretation and to not have policies that are ‘set in stone.’ I advised them against this.

In my view, employers need to make clear what is expected of employees and how the office is expected to operate. Employees need to know this as well. Clear and open communication needs to be there……the rules of the office need to transparent. Employees also need to know what recourse there is if there is discrimination or harassment or issues around health and safety.

Having said this, I always like to point out that a good, solid working relationship is a give and take. I find that employers point more to the policy manual when they have issues with an employee or when an employee is taking advantage of the good nature of an employer.

These policies are in place so that all involved know what is expected of them.

In the instance in the paper this week, I hope that the employer realizes and accommodates the special needs of this employee. Another thing to consider in this specific example is, if the employee is forced to use her vacation time, her work performance just might suffer. She is undoubtedly going through emotional stress (which takes a toll) because of her mother’s cancer diagnosis and, when that is complete, surely will need to take time to recharge her batteries and come back to work refreshed and ready to take on her responsibilities.

Nothing is black and white my friends.

Filed Under: Uncategorized Tagged With: , , ,

Linked In…dating site or professional networking site?

February 28, 2014 by 2 Comments

kiss
Saw this article today on the Net about your Linked In profile picture and had to laugh http://www.careerealism.com/linkedin-photo-terrible/

We are in the midst of developing profiles in the Career Planning and Development course I teach and I love the part where I put up pictures that should definitely never, ever be on your Linked In profile.

Some examples:

1. The guy who has a large dog on his lap. Geez, the dog’s head is bigger than his and you can barely see him. Wait, maybe he works for the Humane Society. Nope. Maybe the ASPCA? Nope. He must have something to do with dogs no? Nope. Just wanted to put his dog front and centre in his professional Linked In profile shot.

2. The endless Executive/Administrative assistants who post pictures of themselves on a night out on the town. Really? And I don’t mean to berate EAs and AAs. They are awesome. But why do so many of them think that Linked In is a professional match-making site?

3. The young woman who applied for an HR Manager role and had a picture up where she didn’t even bother to brush her hair. Really?

4. The young woman who took a picture in a silk robe, open nearly to the waist, sitting on a bed. Honest to goodness. I do not make this stuff up!

5. The young woman whose face you can barely see because it’s so tiny….but the hay field around her is huge. Is she a farmer? Nope. Something to do with agriculture for sure right? Nope. IT Project Management. She’d do better with a picture of a computer next to her.

6. And my all-time favourite. The guy sitting in a chair where the biggest thing in the picture is the floor lamp next to him. I actually reached out to him to make a suggestion that he change the picture. He said his wife likes the lamp.

Well, that’s my tongue-in-cheek humour for the day.

Filed Under: Career Transition, Interviewing, Recruitment, Students and New Grads

You’re Fired!

February 28, 2014 by Leave a Comment

you're firedThis article http://www.linkedin.com/today/post/article/20140227151629-20017018-i-fired-joe-and-we-both-have-to-live-with-it?goback=.nmp_*1_*1_*1_*1_*1_*1_*1_*1_*1_*1_*1&trk=object-title brought back memories of one of the very first firings I had to execute. I was a consultant in a growing investment firm and it wasn’t even really my responsibility to terminate employees (I was the person brought in to bring in talent).

The employee was a person I knew well (and personally) and I did not think the company was treating the employee fairly. However, I went forward with the termination knowing in my heart that it was not the right thing to do nor was the way it was going to be handled the best way (I’ve since learned that’s for sure).

Well, it went sideways from the get-go. There was no process in place and word got out (by mistake) before the termination took place. The employee heard ahead of time and her manager denied, denied, denied and then dumped it all on me. I was told she had to be escorted from the office (bags in hand) but later learned that had never happened before.

It was –without a doubt–the worst experience of my life and I can only imagine how much harder it was for her. I still shudder when I think what was done to this woman. I hadn’t seen her in years but the incident was never far from my mind. As I coach managers now on conducting terminations, I always think of that situation and I vow never to have something like that repeated if I can help it. Having an exiting employee’s dignity in tact is vital.

I finally crossed paths with this woman again recently. It was nearly a decade after the incident and she still remembered that day and what it did to her, how it made her feel and what transpired after she left. At least I got the chance to apologize and to let her know that I learned from that incident and can honestly say it was never repeated by me or anyone who I now coach.

We live and learn.

Filed Under: Career Transition, Interviewing, Networking, Recruitment, Students and New Grads

Google gets it right!

February 25, 2014 by Leave a Comment

google

I heard on the radio this morning that Google had talked about their hiring criteria and I had to “Google’ the specific article.

So glad that Google has come out and talked about what I’ve always thought was the most important criteria when hiring.

While they say that good grades certainly don’t hurt, it’s not the be all and end all for Google. Nor is that the case for me. So many resumes (thousands a year) cross my desk and many of these folks now have multiple degrees – undergrad, one or two graduate degrees and some even have PhDs. What does that tell me? That they love to go to school! Granted, in some circles, these multiple degrees are necessary. In many others, however, they are not. In a tough job market many students continue their education because they can’t find a job; in some instances people feel that the more degrees the better. But where’s the life experience? Where’s the proof they can function outside a classroom?

The hiring criteria across Google is as follows:

Number 1 on the list is cognitive ability – not IQ. It’s the ability to learn; to ‘process on the fly’. That ‘street smarts’. I’ve got it in spades and always valued it over book smarts. How do they do assess this? Why with structured behavioural based interviews. Love it!

Number 2 on the list is leadership and here they are not talking about traditional leadership (head of the chess club or debating team or investment club) but rather emergent leadership. They want to know that, when faced with a problem and you are a member of a team, do you step in and lead when appropriate? Equally important, however, is do you step back when appropriate and allow others to lead?

Following that is humility and ownership. I remember well the head of my former company telling me he’d rather hire someone who’s tried something and failed (or was an investment professional who weathered a downturn in the market and survived) than someone who has only ever succeeded (or who has only operated in a bull market). How people react to adversity is key. Taking ownership over something is important. Really giving a damn. Putting skin in the game. Putting your neck on the line. That sense of ownership and passion.

They look for people who take a fierce position. Who can argue the point but, if there is a change, can step back and admit that the new change might change the overall landscape.

Many companies would do well to heed this advice. Put away those checklists of criteria. Stop ‘ticking the boxes’ and look for that potential. Works well for Google!

Filed Under: Career Transition, Interviewing, Students and New Grads

Seize the day!

February 19, 2014 by Leave a Comment

ze the dayTurned the page today on a calendar my friend got me for Christmas. It’s an inspirational “Seize the Day” calendar. I was a few days behind (OK, an entire week!) and saw this from February 7th.

“Don’t wait until everything is just right. It will never be perfect. There will always be challenges, obstacles and less than perfect conditions. So what? Get started now. With each step you take, you will grow stronger and stronger, more and more skilled, more and more self-confident and more and more successful.” The author is Mark Victor Hansen.

The reason I’m blogging about this is that I’ve come across clients in the past who are looking for new opportunities and come to me for coaching. As we begin the journey together, some of these clients feel that they need to have all of their ducks in a row, everything perfect, before they can do anything. They don’t want to start networking because, although they have their scripts ready to go and a solid understanding of what they’ve done and are able to explain it in a clear concise fashion, they aren’t sure exactly what they want to do. They don’t want to do anything until they’ve “figured it all out.”

Well, the purpose of an networking call or an informational interview/meeting is to help you reach those conclusions. To understand what other people are doing. What their roles are. What shortcomings or development opportunities there are for them in order to get a job like that.

A few don’t have Linked In profiles (yes, there are still folks out there who don’t have profiles). They hesitate to put anything up before having everything perfect. Well, your profile can change, it can grow, it can morph. I’m not saying put up something that shouldn’t be seen by others. But waiting until it’s perfect? Heck, it’ll never be perfect. Put it up and work on it, optimize it, add to it.

Same when you start an actual search. Hesitant to apply to a great job you’ve seen because your resume needs to be tweaked. Heck, tweak it, make that cover letter and blast it off (don’t forget to see who’s in your network that you can reach out to also).

If we wait for the perfect everything, we’ll have nothing. There’s no day like today. Now get out there and make something wonderful happen!

Filed Under: Career Transition, Interviewing, Networking, Students and New Grads

Flattery will get you everywhere!

February 12, 2014 by Leave a Comment

My smile for the day and I hope it makes you smile as well.

As I continue my sourcing and interviewing for a particular highly-specialized ‘needle in the haystack’ type of role, I have been inundated with many resumes (thanks Linked In!). Because it is such a niche area and there are not many folks currently sitting in these roles and who can then be what I call ‘plug and play’ options for us, I see many, many resumes of people with some great experience just not for this particular role.

As I respond to them all (yes, I respond to them all!), many send back a quick e-mail thanking me for responding. I guess they are used to sending along a resume and hearing nothing back. What does that tell you about a company? But that’s for another day.

Some view my profile on Linked In and reach out for guidance in their career search. Some actually become clients of mine and I’ve worked with them to better focus their searches and most have landed some great roles. But I digress.

My smile for the day? This e-mail from a young fellow:

Hi Alice

I would love the opportunity to speak to you about future opportunities, as I am looking to transition in to a different role, and you are regarded as one of the best in the industry. Can we set up a 5-10 minute phone chat?

Thank you.

While I have been building my brand and many people do know me for my coaching skills (not to mention recruitment skills; can’t forget those!), ‘one of the best in the industry?’ I’m flattered but didn’t realize I had that reputation. Don’t get me wrong, I think I am one of the best in the industry, just not sure how many folks out there know it. You all do now. See, I got you smiling!

Oh, and yes, I am speaking to him on Friday! See flattery can get you somewhere.

Filed Under: Career Transition, Interviewing, Networking, Recruitment, Students and New Grads

It Only Takes a Minute

February 8, 2014 by Leave a Comment

minuteI’m recruiting for a very specific new role with a boutique PE firm here in Toronto. Almost like finding a needle in a haystack but, hey, that’s what I’m paid to do!

While direct sourcing is my main way of finding candidates and my network is vast, I do still post on occasion. I posted to Linked In for this particular role (and to one or two alumni sites at select schools) and received over 350 resumes.

Among the many talented and less talented (at least for this role) resumes that came in, one really stood out. It was a young man who had recently graduated. Therefore, not the right fit for this role but his cover letter was so well crafted that the words sprung off the page. He had an awesome resume and he had done so much already in his young life. I sure was going to keep him on my radar screen.

So, what did I do you ask? I took a minute to send him a note as follows:

Hi [name]. I wanted to personalize my note to you. I was very, very impressed with both your cover letter and resume in terms of how you’ve told me what you’ve done and all that you have accomplished to date. Unfortunately, for this particular role, we are looking for someone with more experience and more relevant experience. I certainly will keep you in mind for future opportunities. Best of luck to you. I know you will do well.

Alice

What did he do? He thanked me:

Hey Alice,

Thank you so much for your note. It is greatly appreciated! It is not often that a recruiter sends me a personalized e-mail.

I would certainly like to be kept in mind for any upcoming positions you come across that appear to be well suited for me; I am always looking for exciting opportunities!

Thanks again, and have a great weekend.

Best,

A real class act and I know he will do well. I just hope he’s available when I come calling with a position for him.

Filed Under: Career Transition, Interviewing, Networking, Recruitment, Students and New Grads

How Important is Attention to Detail?

February 7, 2014 by Leave a Comment

attention to detailLet’s see. You spend days and days and hours and hours pouring over job postings on the net…Monster, Workopolis, Linked In, Indeed, WOW Jobs, Bullhorn Reach…..the list is endless. But wait, you find a couple that are just made for you!

You tweak your resume for each role. After all, you want to make sure you’ve highlighted the key competencies they need and that your accomplishments really position you in the best light possible. Then you sit down to craft that all-important cover letter. You take the time to match your qualifications to the qualifications of the role. You take the time to highlight how what you’ve done is relevant. You point out how you can help that company. You let them know just how much you know about their industry, their company and this role!

You put it all together. You check it…you double check it…you triple check it. You get your mother to check it!

You’re ready. You hit ‘send’ send. Then you get this e-mail from me in response:

Thank you Mark (not his real name) for submitting your resume to ABC Company (not the real company name). Unfortunately, we are not Loblaw’s (that is the real name) and we are not currently recruiting for a Manager, Corporate Strategy (real title). Best of luck in your job search. I’m sure you’ll do well.

Let’s review. Did he check it? Probably? Did he double check it? Maybe? Triple check? Surely not. And I bet his mother never laid eyes on it?

Moral of the story (as I told my Career Planning and Development class yesterday). It’s not the content that trips you up. It’s the stuff that spell check can’t catch. Like names. Like addresses. And like silly mistakes of not changing the name of the company and the role or not paying attention and sending it to the wrong company. Pay attention. Your career is on the line my friends.

Filed Under: Career Transition, Interviewing, Students and New Grads
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