BLOG.ACAREERULOVE.COM

Staying Flexible During Change

2010-07-01T13:15:00Z

Many organizations are going into their third year of radical changes - organization changes, product changes, services changes, infrastructure changes. All this change has exhausted many, leading to disengagement. Dale Carnegie Training provides this quick tips for staying flexible during change:

Staying Flexible during Change

Think of yourself as stretchable, expandable, and able to adapt to anything new. Who wants to view themselves as static, inflexible, and unable to adapt? Periods of change are unpredictable, and we may be asked to adapt to changes that we never anticipated. In order to stay flexible, follow these guidelines:

1. Set short-term goals
It is best during changing times to think ahead, but not too far ahead. Focus on goals and tasks that can be achieved in the immediate future. That way we can achieve measurable and motivating results, even if the change plan is altered in some way. Instead of abandoning our efforts because of changing priorities, we complete our short-terms goals and move on.

2. Work in intense bursts of activity
Some people call this the "blitz mentality." Complete tasks with intense periods of creative output that produce concrete results. That way we have measureable outcomes that motivate and inspire us to continue our work and, in the process, better engage change.

3. Focus on team efforts
Teams are in a constant state of changing responsibilities and deadline. By aligning ourselves with others who are aiming at similar goals, we create the opportunity for flexibility in achieving results. We become more focused on others and less likely to retreat into our own comfort zone. We gain motivation and inspiration from the other members of the team, making us more likely to successfully play a leadership role.

4. Plan for possible change scenarios
The most important strategy for staying flexible during change is to prepare for various change scenarios. If we create a plan for each possible set of change circumstances, we are prepared to engage change in any way that affects us in the workplace. This gives us more flexibility, greater confidence, and makes us more likely to be successful in leading change without authority.

Dyan Connolly
Career Coach
www.acareerulove.com /> dyan@acareerulove.com

Employee Engagement

2010-07-01T02:10:00Z

Dyan Connolly
Career Coach
www.acareerulove.com /> dyan@acareerulove.com

Employee Engagement : The Competitive Edge

As the war for top talent heats up in your industry, the smart Leader will be focused on the drivers of employee engagement. While there are several models of engagement, DDI's offers a complete look at what it takes to gain the advantage:

DDI’s Employee Engagement Model:

ENGAGEMENT DRIVERS

> Right Employees in the Right Jobs

> Exceptional Leadership

> Organizational Systems and Strategies

=

WORK ENVIRONMENT

> Aligned Effort and Strategy

> Empowerment

> Teamwork/Collaboration

> Growth and Development

> Support and Recognition

=

ENGAGED EMPLOYEES

> Greater Loyalty

> Enhanced Effort

=

ORGANIZATIONAL SUCCESS

> Satisfied/Loyal Customers

> Increased Retention

> Higher Profits and Profitability

> Revenue Growth

How to Get the Salary You Want

2010-06-24T14:09:00Z

Dyan Connolly

A Career U Love
dyan@acareerulove.com

How to Get the Salary You Want

by Joe Light
Wednesday, June 23, 2010

provided by

A tight job market might have taken away some jobseekers' leverage in a salary negotiation, but that doesn't mean they should roll over and accept the first offer, says New York-based executive coach Rabia de Lande Long. To get the top compensation possible—without putting a sour taste in your potential employer's mouth—take these steps.

1. Do your research.

It used to be hard to find out what your coworkers and other professionals in your industry get paid. But now, several resources have attempted to opened that black box, says Ms. de Lande Long. Salary.com and Payscale.com give salary ranges to expect based on a job seeker's position, location, and experience. Employees at the actual company you're applying to might have also posted their salaries at GlassDoor.com.

[2. Don't give out the first number.

You'll be pressured to do this through the application process. "What's your salary requirement?" "What salary range are you looking for?" "What do you get paid now?"

Whatever you do, never give out the first number, says Ms. de Lande Long. If your answer is too high, you might not make it to the next stage. Too low, and an employer will either think you're not qualified or desperate. So, if possible, write "NA" on applications.

If you're pressured to say how much you make during the interview process, try giving your "total compensation," which many large employers will break out for you on the company's internal human resources website. If your current employer doesn't do that, just spell out your salary, benefits, bonuses, and anything else your current employer offers, says Decatur, Ga. career coach Walter Akana. If the new company doesn't offer some of similar benefits, the HR manager will know that your new salary would have to be bumped up to reflect that, he says.

If the interviewer still presses for a required salary, try giving a range of $15,000 rather than a specific number, Mr. Akana says.The low amount should be the minimum you'd be happy with and the high amount should be what would make you happy.

3. Don't lie.

"It's so easy to get someone in HR to verify a salary, even if they're not supposed to," says Ms. de Lande Long. Even if you make it to a job offer, the false salary could come out during a background check, which could result in an outright retraction of the offer or at least upset an employee's new boss. "And from that point onward, you might face trouble in negotiations not just with your new employer, but with everyone in your industry who has heard. Word gets around," says Ms. de Lande Long.

4. Don't take the first offer.

Most employers expect candidates to try to negotiate. So they leave room in the first offer for a raise, says Mr. Akana. If possible, try to arrange a face-to-face meeting with the hiring manager rather than someone in human resources. The hiring manager is more likely to be flexible, says Mr. Akana.

Say that you're flattered to have an offer and really want to join the team, but that there are a couple specific items that you're sure you could resolve if you put your heads together," says Mr. Akana. Despite the pressure on salaries during the downturn, a good rule of thumb is to ask for a 10% higher salary, says Ms. de Lande Long.

If the hiring manager says budget restrictions keep him from going as high as you'd like, it might be that the position is "graded" to be within a certain salary band by HR, says Mr. Akana. It's worth asking if the boss can ask the appropriate person for the job to be re-graded. The worst he can say is no.

5. Once that's locked in, go for other benefits.

Despite what you might have heard, many benefit packages aren't flexible, says Ms. de Lande Long. So, while it's worth asking, it might be difficult to modify the health plan. Your success in getting more vacation days depends on the employer, says Ms. de Lande Long.

Your potential boss might be hesitant to give you more days if it will make other employees think they're being treated unfairly. Instead, focus on things that are easy for the employer to provide, such as a work-from-home arrangement for one day a week, if the employer has made such arrangements in the past, says Mr. Akana.

If you still feel your package is too low, ask if it can be reviewed again in six months. "That way, you can show them that you're worth the money," he says

Cover Letter Etiquette

2010-05-22T11:51:00Z

Cover Letter Etiquette

Posted By: Heather Eagar In: Job Seeker - Cover Letters
Whether you’ve written one or one hundred cover letters in your lifetime, they can present enough challenges to make you dread the process each time. It’s for this reason that many people resort to the “carbon copy” cover letter as opposed to creating an original one for each job application. If you want to make sure that your cover letter is unique and appropriate, let’s take a look at some cover letter etiquette tips to consider.

Whether you’ve written one or one hundred cover letters in your lifetime, they can present enough challenges to make you dread the process each time. It’s for this reason that many people resort to the “carbon copy” cover letter as opposed to creating an original one for each job application.

The “carbon copy” cover letter is not recommended because it lacks authenticity. Even worse, it forces you to turn your back on cover letter etiquette. If you want to make sure that your cover letter is unique and appropriate, let’s take a look at some cover letter etiquette tips to consider.

Tip #1: Keep the Cover Letter Personal

The first tip to keep in mind when writing a cover letter is that you want to make sure that it’s personal. You may have read in a business writing book at some point that it’s common to address the reader as “Dear Sir or Madam” or “To Whom It May Concern.” While these terms can be appropriate when absolutely necessary, it’s better to track down the hiring manager at a company so that you may address him or her directly (ex. Dear Mr. Smith) in your salutation.

Tip #2: Focus on the Employer’s Needs

Another etiquette tip to keep in mind when creating your cover letter is focusing on the employer’s needs. This concept goes back to the “carbon copy” cover letter that looks just like the last 15 you’ve written. It’s always important to keep in mind that no two jobs are exactly the same, which is why your cover letters shouldn’t be the same either. To honor these differences, it’s good to focus on the specific needs of the employer and afterward addressing your own strengths and how they can help the company achieve their desired success. This way, you can help the hiring manager more easily align the company’s goals with your qualifications, which in turn can increase your chances of being hired.

Tip #3: Dot Your I’s and Cross Your T’s

Another aspect of cover letter etiquette is making sure that you proofread every word, ensure all grammar is correct, and most importantly, make sure that every bit of information you offer is 100% honest. You don’t want the employer to run a background check only to find out you’ve lied on any of your documentation. So before submitting your cover letter, it’s important to ensure every I is dotted and every T is crossed.

Tip #4: Keep it Short and Sweet

The fourth tip to consider when writing your cover letter is length. If you become passionate about what you’re writing, you can easily say too much, which can frustrate the hiring manager who has many more to read. So in the writing process, your job is to explain why you’re qualified and why you want the job as concisely as possible. This way, the hiring manager won’t trash your cover letter before getting to all of those great qualifications that would have otherwise gotten you hired for the job.

Now that you’ve learned a little about cover letter etiquette, it’s time to get started on your own. What are you waiting for? Your next job is just a great cover letter away.

A Career U Love
www.acareerulove.com
Dyan Connolly - Career Coach
dyan@acareerulove.com

What You Need to Know for Your Next C Level Job

2010-05-21T01:12:00Z

What Chief Executives Really Want

by Frank Kern
Wednesday, May 19, 2010

provided by

A survey from IBM's Institute for Business Value shows that CEOs value one leadership competency above all others. Can you guess what it is?

What do chief executive officers really want? The answer bears important consequences for management as well as companies' customers and shareholders. The qualities that a CEO values most in the company team set a standard that affects everything from product development and sales to the long-term success of an enterprise.

• Bad Bosses: What Kind Are You?

There is compelling new evidence that CEOs' priorities in this area are changing in important ways. According to a new survey of 1,500 chief executives conducted by IBM's Institute for Business Value (NYSE: IBM - News), CEOs identify "creativity" as the most important leadership competency for the successful enterprise of the future.

That's creativity—not operational effectiveness, influence, or even dedication. Coming out of the worst economic downturn in their professional lifetimes, when managerial discipline and rigor ruled the day, this indicates a remarkable shift in attitude. It is consistent with the study's other major finding: Global complexity is the foremost issue confronting these CEOs and their enterprises. The chief executives see a large gap between the level of complexity coming at them and their confidence that their enterprises are equipped to deal with it.

Until now creativity has generally been viewed as fuel for the engines of research or product development, not the essential leadership asset that must permeate an enterprise.

Popular Stories on Yahoo!:

• 20 Best Cities to Ride Out the Recession

• Government Help Leaves Some Worse Off

• 10 Ways You're Getting Ripped Off

More from Yahoo! Finance

Needed: Creative Disruption

Much has happened in the past two years to shake the historical assumptions held by the women and men who are in charge. In addition to global recession, the century's first decade heightened awareness of the issues surrounding global climate change and the interplay between natural events and our supply chains for materials, food, and even talent. In short, CEOs have experienced the realities of global integration. The world is massively interconnected—economically, socially, and politically—and operating as a system of systems. So what does this look like at the level of customer relationships? For too many enterprises, the answer is that their customers are increasingly connected, but not to them.

Against that backdrop of interconnection, interdependency, and complexity, business leaders around the world are declaring that success requires fresh thinking and continuous innovation at all levels of the organization. As they step back and reassess, CEOs have seized upon creativity as the necessary element for enterprises that must reinvent their customer relationships and achieve greater operational dexterity. In face-to-face interviews with our consultants, they said creative leaders do the following:

Disrupt the Status Quo. Every company has legacy products that are both cash—and sacred—cows. Often the need to perpetuate the success of these products restricts innovation within the enterprise, creating a window for competitors to advance competing innovations. As CEOs tell us that fully one-fifth of revenues will have to come from new sources, they are recognizing the requirement to break with existing assumptions, methods, and best practices.

Disrupt Existing Business Models. CEOs who select creativity as a leading competency are far more likely to pursue innovation through business model change. In keeping with their view of accelerating complexity, they are breaking with traditional strategy-planning cycles in favor of continuous, rapid-fire shifts and adjustments to their business models.

Disrupt Organizational Paralysis. Creative leaders fight the institutional urge to wait for completeness, clarity, and stability before making decisions. To do this takes a combination of deeply held values, vision, and conviction—combined with the application of such tools as analytics to the historic explosion of information. These drive decisionmaking that is faster, more precise, and even more predictable.

Taken together, these recommendations describe a shift toward corporate cultures that are far more transparent and entrepreneurial. They are cultures imbued with the belief that complexity poses an opportunity, rather than a threat. They hold that risk is to be managed, not avoided, and that leaders will be rewarded for their ability to build creative enterprises with fluid business models, not absolute ones.

Something significant is afoot in the corporate world. In response to powerful external pressures and the opportunities that accompany them, CEOs are signaling a new direction. They are telling us that a world of increasing complexity will give rise to a new generation of leaders that make creativity the path forward for successful enterprises.

Frank Kern is senior vice-president of IBM Global

Dyan Connolly, SPHR, CCP
Career Coach
A Career U Love
www.acareerulove.com
Email: dyan@acareerulove.com

10 Phrases That Can Sink Your Resume

2010-04-19T14:29:00Z

The Savvy Networker

10 Phrases That Can Sink Your Resume

by Liz Ryan

If you're job-hunting today, you know that employers are looking for sharp, self-motivated people. Paradoxically, just about the worst way to convey your talent and motivation is to say in your resume or cover letter, "I'm self-motivated." Anyone can say that! The phrase falls flat. You can't afford to let done-to-death boilerplate language sink your resume like a boat anchor.

Resume cliches like "self-motivated individual" and "results-oriented professional" are out of date in 2010. You can do a better job of letting hiring managers know how you solve problems on-the-fly or leap over tall buildings in a single bound.

=========================================
Also on Yahoo! HotJobs:

=========================================

Here are ten of the deadliest resume phrases in use ("massive overuse" would be more accurate) and replacements for each one. You'll rewrite the replacement phrases to reflect your own accomplishments--and that's the key! We can't expect a timeworn piece of resume boilerplate to stand in for our own pithy, personal examples.

Kill this: Results-oriented professional

Replace with your own version of this: I love to solve thorny supply-chain problems

Kill this: Excellent team player

Replace with your own version of this: At Acme Dynamite, I partnered with Engineering to cut our product cost in half

Kill this: Bottom-line orientation

Replace with your own version of this: My accounting-process overhaul saved the company $10M in its first year

Kill this: Superior communication skills

Replace with your own version of this: I led a two-day offsite that yielded our 2010 product lineup and a $40K cost savings

Kill this: Possess organizational skills

Replace with your own version of this: Reduced customer-complaint resolution time from three weeks to one by revamping the process

Kill this: Savvy business professional

Replace with your own version of this: I'm a PR manager who's gotten his employers covered by Yahoo! and Time magazine

Kill this: Strong work ethic

Replace with your own version of this: I taught myself HTML over a weekend in order to grab a marketing opportunity

Kill this: Meets or exceeds expectations

Replace with your own version of this: Invited to join our executive staff at a strategy summit during my first year at the company

Kill this: Strong presentation skills

Replace with your own version of this: Was recruited to join Acme Dynamite after my boss heard me speak at a conference

Kill this: Seeking a challenging opportunity

Replace with your own version of this: I'm looking for a midsize manufacturer primed to grow its business in the Pacific Rim

Get the boilerplate lead out of your resume today, and replace it with concrete, visual stories that bring your power to life. Watch employers respond! You can't afford to send out another lifeless, sounds-like-everyone-else resume. Employers want the real you on the page. Try it!

--
Liz Ryan is a 25-year HR veteran, a former Fortune 500 VP, and an internationally recognized expert on careers and the new-millennium workplace. Connect with her at www.asklizryan.com.

Finding Your Strengths

2010-04-05T01:13:00Z

Since seeing Dan Pink speak regarding his new book called "Drive", I have been thinking about strengths and what I might be doing differently in my career as a HR professional and Career Coach. As often in life, as soon as I became aware of the strengths theory (highly successful people do one thing superiorly well to become successful), I have seen examples of this theory applied. this led me to my examination of my own strengths.

This examination led me to Tom Raths book and assessment tool called Strengths Finder 2.0. For $22.95 USD I purchased the book which gave me the code I needed to log onto www.strengthsfinder.com. I am very impressed with the level of detail the assessment tool provides with your top 5 strengths. I am somewhat surprised by what was revealed in the in my assessment but upon reflection and discussion with my husband I see that the tool provided what I could not see - I am a Maximizer My drive is to help others maximize their success. I am motivated by being around those who want to grow their strength. This makes sense to me when I look at my career - I love the art of business and gained so much when I partnered with great leaders who knew the value of strong people plans. I am drawn to those who know their strengths and work to enhance them.

What I know for sure is that knowing my strengths is going to max me a stronger employee (HR leader) and Career Coach.

About StrengthsFinder 2.0

"Hide not your talents. They for use were made. What's a sundial in the shade?"
-- Benjamin Franklin

Do you have the opportunity to do what you do best every day?

Chances are, you don't. All too often, our natural talents go untapped. From the cradle to the cubicle, we devote more time to fixing our shortcomings than to developing our strengths.

To help people uncover their talents, Gallup introduced the first version of its online assessment, StrengthsFinder, in the 2001 management book Now, Discover Your Strengths. The book spent more than five years on the bestseller lists and ignited a global conversation, while StrengthsFinder helped millions to discover their top five talents.

In StrengthsFinder 2.0 Gallup unveiled the new and improved version of its popular assessment, language of 34 themes, and much more. While you can read this book in one sitting, you'll use it as a reference for decades.

Loaded with hundreds of strategies for applying your strengths, this Wall Street Journal, Business Week, and USA Today bestseller will change the way you look at yourself -- and the world around you -- forever.

Dyan Connolly
http://www.acareerulove.com
dyan@acareerulove.com

Drive by Daniel Pink

2010-04-05T00:57:00Z

Drive

From Daniel H. Pink, the author of the bestselling A Whole New Mind, comes a paradigm-shattering look at what truly motivates us and how we can use that knowledge to work smarter and live better.

Most of us believe that the best way to motivate ourselves and others is with external rewards like money—the carrot-and-stick approach. That’s a mistake, Daniel H. Pink says in, Drive: The Surprising Truth About What Motivates Us, his provocative and persuasive new book. The secret to high performance and satisfaction—at work, at school, and at home—is the deeply human need to direct our own lives, to learn and create new things, and to do better by ourselves and our world.

Drawing on four decades of scientific research on human motivation, Pink exposes the mismatch between what science knows and what business does—and how that affects every aspect of life. He demonstrates that while carrots and sticks worked successfully in the twentieth century, that’s precisely the wrong way to motivate people for today’s challenges. In Drive, he examines the three elements of true motivation—autonomy, mastery, and purpose—and offers smart and surprising techniques for putting these into action. Along the way, he takes us to companies that are enlisting new approaches to motivation and introduces us to the scientists and entrepreneurs who are pointing a bold way forward.

Drive is bursting with big ideas—the rare book that will change how you think and transform how you live.

See the Good In Everything

2010-03-17T15:10:00Z

DAILY MOTIVATION

Wednesday, March 17, 2010

SEE THE GOOD IN EVERYTHING

There is good in every situation.

View problems as opportunities.

You cannot have the success without failure.

Every experience can be transformed

into something of value.

It all depends on the way you look at things.

What are stumbling blocks and defeat before you

can be stepping stones to victory

if you remain determined.

In all of your adversities lies the

seeds of equivalent advantages.

In every defeat there is a lesson

showing you how to win the next time.

When it's dark enough you can see the stars.

Have an awesome day!

Dany Martin

National Marketing Director
Juice Plus+ Products

"There are no excuses, only priorities"

43 Things Actually Said in Job Interviews

2010-03-16T18:13:00Z

43 Things Actually Said in Job Interviews

Filed under: Interview Questions, Just for Fun Print Article

Posted Dec 28th 2009 2:30PM

Last updated 11/09

by Rachel Zupek, CareerBuilder.com writer

"I'm not wanted in this state."

"How many young women work here?"

"I didn't steal it; I just borrowed it."

"You touch somebody and they call it sexual harassment!"

"I've never heard such a stupid question."

Believe it or not, the above statements weren't overhead in bars or random conversations -- they were said in job interviews.

Maybe you were nervous, you thought the employer would appreciate your honesty, or maybe you just have no boundaries. Whatever the reason, you can be certain that you shouldn't tell an interviewer that it's probably best if they don't do a background check on you. (And yes, the hiring manager remembered you said that.)

We asked hiring managers to share the craziest things they've heard from applicants in an interview. Some are laugh-out-loud hysterical, others are jaw dropping -- the majority are both. To be sure, they will relieve anyone who has ever said something unfortunate at a job interview -- and simply amuse the rest of you.

Hiring managers shared these 43 memorable interview responses:

Why did you leave your last job?

1. "I have a problem with authority." - Carrie Rocha, COO of HousingLink

Tell us about a problem you had with a co-worker and how you resolved it
2. "The resolution was we were both fired."- Jason Shindler, CEO, Curvine Web Solutions

What kind of computer software have you used?
3. "Computers? Are those the black boxes that sit on the floor next to the desks? My boss has one of those. He uses it. I don't have one. He just gives me my schedule and I follow it." - Greg Szymanski, director of human resources, Geonerco Management, Inc

What are your hobbies and interests?
4. [He said] 'Well, as you can see, I'm a young, virile man and I'm single -- if you ladies know what I'm saying.' Then he looked at one of the fair-haired board members and said, 'I particularly like blondes.'" - Petri R.J. Darby, president, darbyDarnit Public Relations

Why should we hire you?
5. "I would be a great asset to the events team because I party all the time." - Bill McGowan, founder, Clarity Media Group

Do you have any questions?
6. "Cross dressing isn't a problem is it?" - Barry Maher, Barry Maher & Associates

7. "If you were a fruit, what fruit would you be?" - Megan Garnett, Articulate Leadership Team, Articulate Communications Inc.

8. "What do you want me to do if I cannot walk to work if it's raining? Can you pick me up?" - Christine Pechstein, career coach

9. "I was a Chamber of Commerce Executive once hiring a secretary. [The candidate asked] 'What does a Chamber of Commerce do?'" - Mary Kurek, Mary Kurek, Inc. Visibility Consulting

10. "Can we wrap this up fairly quickly? I have someplace I have to go." - Bruce Campbell, vice president of marketing, Clare Computer Solutions

11. "What is your company's policy on Monday absences?" - Campbell

12. "If this doesn't work out can I call you to go out sometime?" - Christine Bolzan, founder of Graduate Career Coaching

13. "How big do the bonuses really get once you make associate? I hear it's some serious cash." - Bolzan

14. "[The candidate asked,] 'Can my dad call you to talk about the job and the training program? He is really upset I'm not going to medical school and wants someone to explain the Wall Street path to him.' The dad did call. Then that dad's friends called and I ended up doing a conference call with a group of concerned parents ... long story." - Bolzan

15. "If I get an offer, how long do I have before I have to take the drug test?" - Bolzan

16. "When you do background checks on candidates, do things like public drunkenness arrests come up?" - Bolzan

17. "Can I get a tour of the breast pumping room? I heard you have a great one here and while I don't plan on having children for at least 10 or 12 years, I will definitely breast feed and would want to use that room."- Bolzan

18. "So, how much do they pay you for doing these interviews?" - Jodi R.R. Smith, Mannersmith Etiquette Consulting

Why are you leaving your current job?
19. "Because I (expletive) my pants every time I enter the building." - Abbe Mortimore, Human Resources Manager, True Textiles, Inc.

20. "I was fired from my last job because they were forcing me to attend anger management classes." - Smith

Why are you looking for a job?
21. "Cigarettes are getting more expensive, so I need another job." - Pechstein

22. "My parents told me I need to get a job so that is why I'm here." - McGowan

Why do you want to work for us?
23. "Just for the benefits." - Jennifer Juergens, JJ Communications

24. "My old boss didn't like me, so one day, I just left and never came back. And here I am!" - Matt Cowall, communications manager, Appia Communications

25. "I saw the job posted on Twitter and thought, why not?" - Rebecca Gertsmark Oren, Communications Director at The Rudd Center for Food Policy and Obesity

What are your assets? (as in strengths)
26. "Well, I do own a bike." - Pam Venné, principal, The Venné Group

What are your weaknesses?
27. "I get angry easily and I went to jail for domestic violence. But I won't get mad at you." - Pechstein

28. "I had a job candidate tell me that she often oversleeps and has trouble getting out of bed in the morning." - Linda Yaffe, certified executive coach

29. "I am an alcoholic and do not deserve this job." - Deb Bailey, owner, Power Women Magazine & Radio Show

30. "I'm really not a big learner. You know ... some people love learning and are always picking up new things, but that's just not me. I'd much rather work at a place where the job is pretty stagnant and doesn't change a lot." - Michaele Charles, Voice Communications

When have you demonstrated leadership skills?
31. "Well my best example would be in the world of online video gaming. I pretty much run the show; it takes a lot to do that." - Rachel Croce

Is there anything else I should know about you?
32. "You should probably know I mud wrestle on the weekends." - Venne

When can you start?
33. "I need to check with my mom on that one." - Bolzan

Use three adjectives to describe yourself
34. "I hate questions like this." - Katrina Meistering, manager of outreach, National Fatherhood Initiative

Tell of a time you made a mistake and how you dealt with it
35. "I stole some equipment from my old job, and I had to pay for its replacement." - Meistering

Have you submitted your two weeks' notice to your current employer?
36. "What is two weeks' notice? I've never quit a job before, I've always been fired." - Meistering

Random responses
37. "One guy [said] 'it would probably be best' if I didn't run a background check on him. Of course, I did, and learned all about his long, sordid past of law-breaking. Our client actually offered him a job as a staff accountant, but quickly retracted the offer when I had to tell them all about his recent arrest for a meth lab in his basement." - Charles

38. "[A] guy said he did not have a mailing address, as he was living in a gypsy camp at the airport." - Sandra L. Flippo, SPHR

39. "I went into the lobby to pick up a candidate. As he stood up, his trousers fell to the floor! [He said] 'Oh, my gosh -- they told me I needed a suit for the interview. I've got no money -- so I borrowed this thing. It's too big!'" - Beth Ross, executive and career coach

40. "Wow -- I'm not used to wearing dress shoes! My feet are killing me. Can I show you these bloody blisters?" - Bolzan

41. "May I have a cup of coffee? I think I may still be a little drunk from last night." - Smith

42. (During a telephone call to schedule the interview) "Can we meet next month? I am currently incarcerated." - Smith

43. "[A candidate] was asked whether he could advocate impartially on behalf of the various universities he would be representing since he had attended one of them. He responded, 'Well, I don't like to poop where I eat, but I thought my education sucked, so I certainly wouldn't put that school above the others.'" - Darby

New Book - Mojo by Marshall Goldsmith

2010-03-11T19:36:00Z

Fast Company Expert Blog

A Lesson in Mojo from Marshall Goldsmith

BY FC Expert Blogger John BaldoniTue Feb 16, 2010

This blog is written by a member of our expert blogging community and expresses that expert's views alone.

Mojo is a folkloric word that refers to the physical manifestation of a supernatural force. MOJO is also the title of a brand-new book by my friend and pre-eminent executive coach, Marshall Goldsmith. “Mojo,” as Marshall writes, “is that positive spirit toward what we are doing now that starts from the inside and radiates to the outside.”

Consider mojo a form of self-motivation that spurs us onward to achieve for ourselves as well as for others. There four aspects to this positive force, two are focused on the inner self and two are focused on our outer self. That split between what we are inside and how we are perceived makes the concept of mojo useful for anyone seeking to improve as well as to make a positive difference.

Let’s examine the four keys, each of which is defined by a straightforward but evocative question:

Identity: Who you think you are? Self-awareness becomes with an understanding of how you view yourself. The operative word in this question is think; that is, how do you perceive yourself. The book explores four aspects of identity – remembered, reflected, programmed and created. Understanding how each attribute affects your self-understanding provides a good handle on getting to know yourself better.

Achievement: What have you done lately? The book draws sharp distinction between we think we achieve and what others think we achieve. If the two are not in parallel, we feel out of sync. The challenge becomes in finding meaning and satisfaction in what we do and harmonizing it with what we are challenged to do. No easy task.

Reputation: What do other people think you are? A foundation of executive coaching is helping individuals see themselves as others see them. The book postulates that reputation is the combination of identify and achievement as seen by others. Lucky for you if your self image matches your public persona! But if you are like most of us, you have work to do to make certain that who you are and what you think you do matches the impact that you are having on others.

Acceptance: What can you change, and what is beyond your control? Before you can answer this question, make certain as Marshall asserts, you can dispense with the “I’ll be happy when…” statement. That is, I will be satisfied when I am a millionaire, my house is bigger, my weight is less, or my mortgage is paid off. Goals are good, but they can sometimes prevent us from achieving reconciliation with our inner selves. The challenge arises from learning what you can change (your behavior) and what you cannot change (e.g. other people). Acceptance becomes critical; otherwise you will cause yourself (and others around you) much unhappiness.

MOJO is an easy read but don’t be fooled. It is a real head-cracker. Each of the four keys is augmented by a full toolkit that provides roadmaps for readers to follow to develop a stronger identity, achieve more effectively, ensure their reputation, and come to terms with self and life. Throughout the book are questions that challenge readers to reflect on what is important to them and how they can achieve their aims.

For me an important aspect of the book comes together in the story of two rival editors, Lily and Sarah who were both in running to become editor in chief of their publication. Both women were capable and respected and that is why both were considered for the top job. When challenged to produce a new look for the magazine, Lily did it her way – alone; and Sarah did it her way – collegially.

The winner of the contest will be left to readers to discover but what is important to know is that self-help is not just about self. You can enlist the guidance of others to help you become more self-aware and ultimately more effective in what it is you want to achieve.

As we learn throughout MOJO, how you will change your life and how you interact with others as an individual, an employee and/or a leader is your decision. The challenge for all of us remains to become a positive spirit for self and others.

John Baldoni is an internationally recognized leadership development consultant, executive coach, author, and speaker. In 2009, Top Leadership Gurus named John one of the world's top 25 leadership experts. John's newest book is Lead Your Boss: The Subtle Art of Managing Up (Amacom 2009). Readers are welcome to visit John's website, www.johnbaldoni.com

Finding Success From Within: #35 by Dr. Ben Okande

2010-02-26T20:55:00Z

Finding Success From Within: #35

On February 25, 2010

by Benjamin Ola. Akande - Dean, School of Business and Technology
The Erik L. Bond Lecture Series, MICDS

I grew up in Nigeria, in the town of Ibadan, population about 1 million where one of the school’s traditions was a year-end recognition day. It was the end of my ninth grade year when the head of school invited all the parents to school to celebrate the final day of the semester with their children.

On that fateful day, the teacher made a dramatic entrance into the classroom and announced that she was going to recognize the students in numerical order from the top performer on down. First-place position went to a student named Toun. Hearing Toun’s name called first was really no surprise to any of us because Toun had consistently been the best in our class every year since we were in first grade. She was petite, well-dressed, well-mannered and was an intellectually gifted girl who knew all the answers to all the questions. She even loved doing homework and complained when we didn’t get assigned any to do. After her name was announced, Toun received her certificate, hugged her parents and, in keeping with the usual practice, left the class with her family.

The countdown continued, and as the room emptied out, the applause that followed the reading of each name became quieter. By the time the teacher reached number 20, the classroom was silent. When she got to 30, the remaining students huddled together in the middle of the classroom, supporting each other in our shame.

The teacher, however, continued her announcements – number 31,32, 33 – in the same enthusiastic tone as if the classroom were full. And then the moment that would forever change my life finally arrived. The teacher announced, “the 34th position goes to Tunde.” My classmate standing next to me was so delighted that he let out a loud yell and literally ran out of the classroom overjoyed. Only I remained standing.

Finally the teacher said, “the 35th position for this academic year goes to Benjamin Ola. Akande.” I walked briskly to the front of the classroom, received my certificate, then turned and met my dad at the door. His car was parked less than 100 yards from the classroom. It was the longest walk in my life. It felt like eternity. My dad said nothing to me as we made that long silent walk to the car. But then, after we reached the car, he turned and said, “Benjamin, we can only go up from here.” From that day onward my nickname became #35.

My parents never stopped encouraging me, and with their support I successfully left that day behind and turned my academic career around.

Two years ago I was reminded of just how far I had come when while visiting my parents in Nigeria, I decided to take a walk around the old neighborhood. As I walked outside our compound, I heard a familiar voice call out, “Hey, 35, is that you?” Stunned…I didn’t answer, I didn’t look back, I just kept walking. I kept telling myself this person surely isn’t calling to me. After all, I’ve been gone for 30 years. There must be a lot of 35s in the neighborhood by now!

So, I started walking faster trying to run away from my past. But curiosity got the best of me and I finally had the courage to turn around to see who had recognized me after all these years. There stood number one, Toun, a blast from my past.

“What are you doing these days?” she asked and I told her I lived in the United States and was dean of the school of Business and Technology at Webster University. Toun shared her story with me, saying she was now president of one of the top commercial banks in the country. She was the same Toun, inquisitive, smart, successful, always taking charge.

It was then I told Toun what I felt to be true: that I owed a great deal of whatever success I had achieved in life so far to her because she had set the bar for all of us so high. It was a unique meeting between number 1 and number 35, and before we parted ways we promised to stay in touch.

Only a few months later after returning to St. Louis, I received a call from my dad. Toun was sick, he said, and I may want to reach out to her. I called immediately and was told by Toun that she had been diagnosed with breast cancer, and that it had spread to her vital organs. Despite the prognosis, Toun was upbeat with her voice radiating the strength and composure that she had shown since our younger days.

“Toun, you’ve got to be strong,” I said. But then, Toun turned the table on me. “Look 35, I’m going to beat this stuff. Don’t worry about me. I’m going to be ok.” As the conversation wound down, Toun told me she was proud of me.

Less than two weeks later on a cold Saturday around 3am, I received a phone call from my dad. He called to tell me that Toun had passed away. I hung up the phone, sat up in bed and cried. I had lost a friend, a childhood mentor who had been blindsided by a disease that takes away so many women in the prime of their life.

Mine is a story that speaks to using one’s strength from within to overcome and to seek success. There are hundreds of 35s in America today. Perhaps you know one of them. Perhaps, like me, you are one of them. This begs the question: what are you willing to do about it?

I want to appeal to you this morning to expect to do better than the world expects of you. Expect to live in a bigger world than the one you see. I challenge you to have a sense of constructive impatience and urge you to dream with your eyes wide open.

My message to everyone here today is that when things don’t work out as they should don’t run away from challenges. Seek alternative avenues. Remember, there are many roads that lead to success. I have learned that it is important that you set goals that are not within easy reach. Find value in focusing on purpose and not on avoiding failure.

My appeal to all of you today is to dream with your eyes wide open and to stay focused on the future.

My prayer for you is that you will all live a meaningful life and become true catalysts in the great drama of life.

“May you have enough happiness to give you satisfaction, enough trials to make you strong, enough hope to give you fulfillment.”

Dream big dreams and prepare yourself to pursue those dreams. I ask that you seize the moment, for it is already later than you think and please, don’t live your life content with being good. Believe me, there is nothing wrong with being good, but your ultimate goal is to be better than good, because in my humble opinion being good is just not good enough anymore; strive for greatness.

And so I end with a poem by Patrick O’Leary that captures the essence of the journey that lies ahead for each and every one of you. The poem is entitled: “Nobody Knows.”

“There’s a place I travel when I want to grow, and nobody knows it but me. The roads don’t go there and the signs stay home, and nobody knows it but me. It’s far, far away, and way, way afar, it’s over the moon and the sea and high atop the mountains, for wherever you’re going that’s wherever you are. And nobody knows it but you.”

Tagged with: Dr. Benjamin Ola. Akande • inspirational • Nigeria • Patrick O'Leary • Webster University

Works and Phases to Avoid in Cover Letters and Resumes

2010-02-21T21:49:00Z

Posted By: Heather Eagar In: Job Seeker - Resume
Learning the words and phrases you want to avoid on your resume and cover letter will help you to provide more accurate information regarding your career skills. http://www.stlouisgigs.com/articles/writing-resumes-and-cover-letters-words-and-phrases-to-avoid-3676-article.html

Have you ever sat down at your computer with tons of information to include in both your cover letter and resume but didn’t know where to go from there? Many people get stuck at this stage because they’re afraid they might use the wrong words to describe their skills and accomplishments.

If you’ve felt this way, you’re not alone. However, there are simple ways you can avoid having your resume and cover letter sound too weak, limited, or vague.

Tell Them What You Did – Not What You Should Have Done

When creating a cover letter or resume, some people get in the habit of using passive words and phrases that sound more like a description of what they should have done on the job rather than what they actually accomplished. For example, the phrases “responsible for” or “duties included” draw a picture of what your previous employer wanted you to do, but don’t tell whether you actually accomplished their goal. A good way to turn this problem around for the better is by using action verbs like managed, wrote, collaborated, and demonstrated followed by specific tasks you completed. This will help you provide your prospective employer with a good example of your current skill level.

Empty Words – Proceed with Caution

The following list of words are good to use under some circumstances, but should be used with caution: aggressive, creative, determined, flexible, competent, logical, independent, successful, well-organized, and meticulous. Stating that you are all of these things does not explain how you are any of them, which essentially gives them empty meanings until they are applied to specific actions you’ve taken. So instead of using them to describe yourself, try using them to describe a campaign you initiated, event you organized, sales strategy you implemented, or team you developed. That way you’ll give your prospective employer insight into your true skills and capabilities based on past experiences.

Don’t Forget about Keywords

Because so much of the job search process relies on Internet applications or online job databases, it is a good idea to focus on specific keywords that will make your resume and cover letter more searchable on the Internet. So in this case, you will want to veer away from words that have nothing to do with the field you’re looking to work in. For example, if you want to work in the fashion industry, there’s no need to use a lot of words focused on cars, clocks, cups, telephones, pencils … you get my drift? You will instead benefit from using keywords like fashion, textile, fabrics, garments, and other words that you imagine employers in your specific industry will be typing in during their online resume search.

Learning the words and phrases you want to avoid on your resume and cover letter will help you to provide more accurate information regarding your career skills. So think in action verbs, avoid empty meanings, and choose industry-specific keywords. Doing this will definitely benefit your job search in the long run.

Posted by:

A Career U Love
www.acareerulove.com
Dyan Connolly

Career Management Today - 4 Steps for Now

2010-02-09T04:02:00Z

1. Stay on top of current events. Where is your profession headed? Are there certain specialties developing that could be a source of future growth within your field? Read industry newspapers and magazines and be aware of who the movers and shakers are. A good handle on current events can give you helpful insight into the profession, as well as the invaluable ability to speak intelligently about the industry with employers and peers.

2. Take continuing education seriously. Most professionals will attend some sort of professional education program throughout the course of a normal year. Choose yours wisely. Are there new topics out there that you should know about in order to grow as an industry professional or offer more value to your current employer?

3. Join a professional membership organization. The benefits are endless. Not only will you have access to useful publications (see Tip #1) and leading professional education opportunities (see Tip #2), you will also have an immediate network of peers and mentors within the industry. These fellow members can provide feedback, critiques and support as you develop your career. This membership network can also be an amazing source of employment opportunities.

4. Visit job boards to find out how the market is doing. Where are the current opportunities in your market? Are certain sectors posting more job opportunities than others? Online job boards offer an interesting look into the near future of a profession, providing insight as to which employers are poised for growth, where salaries are heading and more.

Develop Your Personal Brand

2010-01-26T02:29:00Z

Develop Your Personal Brand
Personal branding is an ongoing process that should exist throughout your job search process and entire career. The goal of establishing a strong personal brand is to differentiate yourself among other professionals by demonstrating your unique value to employers. Below are a few steps you need to take to successfully build your brand while marketing yourself to potential employers:

Increase Your Visibility. The first step towards building your personal brand is to get your name out there. The best way to establish a presence in your field is by attending industry meetings and conferences, participating in panel discussions or volunteering for committees. You never know when your contacts will be able to help you along your job search.

Stay Connected. It is important to stay in touch with old contacts as well as continue to build and maintain your current network on a regular basis. Don’t be someone who reaches out to contacts only when they need something. Foster those relationships, especially the important ones!

Create an Online Presence. Take professional networking to the next level by joining online social networking sites. Consider starting a blog on your area of expertise or creating a website that showcases samples of your work. Make an effort to meet other professionals online by commenting on relevant blogs or connecting with professionals through their social networking profile. Consider creating an online career portfolio and remember to manage your online reputation to ensure you are always presenting yourself in a positive, professional manner when interacting online.

Establish Key Differentiators. Identify what makes you distinctive from other candidates and make sure to communicate it to potential employers. It is important to be honest about who you are as a professional and understand your strengths and unique value you bring to the table. It’s also important to recognize your weaknesses and develop a plan for personal improvement. By knowing yourself, you can more effectively promote yourself to others.

Be Consistent. Ensure that you have a consistent message when speaking with potential employers, colleagues and other professionals. While you may not realize it, everything that you do or say contributes to your personal brand, including the way you conduct yourself in meetings, in phone conversations, through email communications and how you dress.

Seek Feedback and Evaluate Progress. Once you have established your personal brand, it is important to continue to gauge how others perceive you. Test your market value by gathering constructive feedback from your co-workers, peers, family and friends. By understanding how others view your personal brand, you can learn what steps you need to take to position yourself for success.

Market Yourself
Developing your personal brand is one of the first steps towards effectively marketing yourself to potential employers and elevating your career. Employers appreciate job seekers that take the initiative to get noticed and differentiate themselves from other candidates in their industry.

You Are Not a Gadget by Jason Lanier

2010-01-23T14:41:00Z

3 Reasons a Recruiter Reads Your Resume

2010-01-17T16:14:00Z

http://thejobhuntergroup.wordpress.com/2010/01/16/3-reasons-i’ll-read-your-resume/

From The Job Hunter Group, a good look at home a recruiter views your application.

Dyan Connolly
A Career U Love
www.acareerulove.com
dyan@acareerulove.com

JanuaryNewletter from Net Share - Executive Searches

2010-01-14T19:11:00Z

http://www.netshare.com/main.aspx?pg=html&file=Jan10newsletter.html

Netshare is an executive job search site.

Generations in the Workplace: X and Y

2010-01-13T15:54:00Z

Tis the season of performance reviews and that chance for managers to provide employees with one-to-one constructive feedback, encouragement, and development challenges to guide the year ahead. Some managers struggle with talent that gets the job done (the what) but in ways that drive them crazy (the how). There is a divide between Gen X (1965 to 1981 - Me) and Gen Y (1982 to 2002 - New Talent):

Work Styles: Gen X (Fast, shortest route, protocol second) and Gen Y (work to deadlines/goals, not to schedules)

Leadership: Gen X (collaboration, rules are flexible, egalitarian) and Gen Y (freedom and autonomy, not interested in the corporate ladder)

Communication: Gen X (casual, direct, and electronic) and Gen Y (fast, casual, director, high-tech, fun)

Recognition: Gen X (fair and balanced) and Gen Y (public praise, customized, skill enrichment)

Part of developing your Management and Leading skills is navigating this individual and crafting your approach to engage your employees based on their needs and values. A Gen X values their own goals, a Gen Y values the team. That is a large divide.

What Can I Do?

2010-01-12T03:21:00Z

What can I do?

This is what I am often asked by those who like their organization but have not had an opportunity to apply for a promotion and seek enrichment through expanding responsibilities. Your employer wants an employee continues to excel and deliver value to your customers. It is important for you think about two elements, “what you do” and “how you do it”. This is truly how performance is measured. Prepare today for what you want tomorrow: deliver beyond what is expected; stay ahead of what it happening in your area – anticipant what is going to be needed and find ways to fill that need; network and build relationships. Now is the time to invest in your long-term success; hire a coach, create a career development plan, talk with someone in an area that interests you and see if there is training and development available to keep your saw sharp! Got to love Covey.

Dyan Connolly

dyan@acareerulove.com

(573) 289-7617

A Career U Love
dyan@acareerulove.com

How to Get the Salary You Want

From Publishers Weekly

BLOG.ACAREERULOVE.COM

Staying Flexible During Change

Employee Engagement

How to Get the Salary You Want

Dyan Connolly

Cover Letter Etiquette

Cover Letter Etiquette

What You Need to Know for Your Next C Level Job

What Chief Executives Really Want

10 Phrases That Can Sink Your Resume

The Savvy Networker

10 Phrases That Can Sink Your Resume

Finding Your Strengths

About StrengthsFinder 2.0

Do you have the opportunity to do what you do best every day?

Drive by Daniel Pink

Drive

See the Good In Everything

43 Things Actually Said in Job Interviews

43 Things Actually Said in Job Interviews

Hiring managers shared these 43 memorable interview responses:

New Book - Mojo by Marshall Goldsmith

Fast Company Expert Blog

A Lesson in Mojo from Marshall Goldsmith

Finding Success From Within: #35 by Dr. Ben Okande

Works and Phases to Avoid in Cover Letters and Resumes

Career Management Today - 4 Steps for Now

Develop Your Personal Brand

You Are Not a Gadget by Jason Lanier

You Are Not a Gadget: A Manifesto [Deckle Edge] (Hardcover)

3 Reasons a Recruiter Reads Your Resume

JanuaryNewletter from Net Share - Executive Searches

Generations in the Workplace: X and Y

What Can I Do?

BLOG.ACAREERULOVE.COM

Staying Flexible During Change

Employee Engagement

How to Get the Salary You Want

Dyan Connolly

A Career U Love dyan@acareerulove.com

How to Get the Salary You Want

Cover Letter Etiquette

Cover Letter Etiquette

What You Need to Know for Your Next C Level Job

What Chief Executives Really Want

10 Phrases That Can Sink Your Resume

The Savvy Networker

10 Phrases That Can Sink Your Resume

Finding Your Strengths

About StrengthsFinder 2.0

Do you have the opportunity to do what you do best every day?

Drive by Daniel Pink

Drive

See the Good In Everything

43 Things Actually Said in Job Interviews

43 Things Actually Said in Job Interviews

Hiring managers shared these 43 memorable interview responses:

New Book - Mojo by Marshall Goldsmith

Fast Company Expert Blog

A Lesson in Mojo from Marshall Goldsmith

Finding Success From Within: #35 by Dr. Ben Okande

Works and Phases to Avoid in Cover Letters and Resumes

Career Management Today - 4 Steps for Now

Develop Your Personal Brand

You Are Not a Gadget by Jason Lanier

You Are Not a Gadget: A Manifesto [Deckle Edge] (Hardcover)

From Publishers Weekly

3 Reasons a Recruiter Reads Your Resume

JanuaryNewletter from Net Share - Executive Searches

Generations in the Workplace: X and Y

What Can I Do?

A Career U Love
dyan@acareerulove.com