Tag: Career

Actionable Tips to Grow Your Networks

Posted on March 24th, by a Guest Contributor in Career Advice, Networks, Mentors and Career. 2 comments

“It’s not what you know, but whom you know,” is a phrase with which many of us are familiar, and in today’s hyper-connected world it’s truer than ever. The power of one’s network can’t be diminished, an essential part of professional life that can further your career like nothing else. The right network can solve business problems, expand your knowledge, and catapult your career. It’s a personal advantage that shouldn’t be understated.

With all that said, I find most of us relegate networking to the bottom of our to-do lists, buried under other items that require more immediate priority. But I’d urge you not to delay developing this powerful tool. Building and maintaining one is easier than you’d think and, as I’ve recently discovered, one of the best endeavors you’ll ever undertake.

In the past 18 months, I’ve spent a great deal of time building my own professional network. Truth be told, I previously gave little thought to the power and importance of my professional network when I was in a corporate role, but once out of the daily grind and starting my own enterprise, I’ve realized the incredible value of active networking.

With that said, I’m keen to provide some quick networking strategies that can help you build a successful network, simple time investments that should benefit you for years to come:

Market yourself – Begin by identifying what you have to offer. Look at networking as a way to build your personal brand, which in today’s social media-driven world is incredibly important. Your network is your means of building connections that matter, regardless of your current level or position, so take stock of yourself and understand what you bring to the table.

Know what outcome you desire – Networks work best when viewed as reciprocal relationships, and you should understand what you could contribute as well as wish to receive going in. Here are the criteria that shape my choices:

(1) I create networks that are international in scope because global reach is important to what I do
(2) I wish to connect with people keen to disrupting traditional thoughts and business ideas, sharing ideas centered on changing how we think about the world of work
(3) I wish to embrace connection with other senior executive women across various industries and interests. I am passionate about what women can do in the workplace, and wish to support other women in our professional endeavors
(4) I desire to build a powerful portfolio of HR professionals at various levels. Giving back to my profession and shaping its future direction is something I am keen to do.

Be clear on your objectives – It’s important to be clear on what you wish to achieve. If it’s building your personal brand, select connections that can raise your profile. Identify people of prominence, and not necessarily in your same field. Also, set clear goals for yourself when it comes to building this aspect of your personal life. For instance, this month’s goal could be connecting with five new female technology executives across the industry. This helps you stay focused and provides you with tangible metrics you can track.

It works if you work it – A network is not something you turn on and off when you need it; those who are successful know it requires a regular investment of time and effort. Be consistent, as you’ll have a harder time reestablishing connection if you disappear for an extended period of time. A minimum of an hour a day networking with others via social media and/or in person via events helps to build your network tremendously over time. View your networks like any important relationship: get to know them, learn what’s important to them, and assess how you can help them reach their goals. The more you give, the more you’ll receive. That’s the true ROI in networks.

What are some of the best ways to connect with people?
Connection is easier than ever. Social media and networking sites, numerous professional associations, charitable connections, online meeting groups based on interest, etc. Before you find yourself overwhelmed with choice, decide on which means suit your intended result. I’ve found LinkedIn to be a superior means of interaction, both professionally and personally. It keeps you active in the eye of a good number of professional bodies, and it’s a great means of maintaining your professional contacts. It’s also a bit less intrusive and overwhelming than email, which can be challenging due to the size of everyone’s inboxes these days.

Twitter is an acquired taste: you either love it or you hate it. For me, Twitter is less about building lasting networks than a means of receiving and sharing real-time information. If used for networking, be certain that communication stays brief, and move it into private conversation as swiftly as possible so others aren’t disconnected by a connection that’s best fostered one-on-one.

Measure the ROI of your network – It helps to periodically take stock of your efforts. Some tangible ways to assess good networking ROI include an increase in connections and social media followers; more requests to contribute and/or share your expertise; an uptick in invitations to network events and in-person gatherings; and an increase in opportunities and social events, from coffee dates to interviews and/or business meetings.

Creating an ecosystem of peers, mentors, business advisors, friends, and advisors will reap rewards far beyond your dreams if you take the time to develop your approach, work diligently, and nurture it well. This ecosystem can support your career for years to come and bear opportunities you can’t imagine. Start networking today!

 

Photo Credit

About the Author: Rita Trehan is the Founder and Principal of Rita Trehan, LLC, a change management and leadership advisory firm focused on corporate leadership, emerging technology, and cutting-edge organizational design. As a seasoned top executive that has successfully transformed organizations at the Fortune 200 and beyond, she has extensive experience working with CEOs and top corporate management on process and organizational improvement for maximum profitability. A soon-to-be published author, Rita regularly speaks at industry conferences around the world. You can contact Rita on twitter at @rita_trehan and connect with her via LinkedIn. Rita’s blog can be found at www.ritatrehan.com.


Women on Top

Posted on March 3rd, by Shauna Moerke in Business and Workplace, On My Mind. 1 Comment

Let me start by saying that no, this isn’t some 50 Shades of Grey reference in an attempt to capitalize on it’s odd popularity.

Lately, I’ve been thinking about the impact a shortage of women in crucial management and executive levels can have on a company’s culture and treatment of it’s female employees. But I’m not going to spend time in this article going on and on about why this is needed, even though I do believe it is, because ultimately, it makes me feel like a bit of a hypocrite. You see, for all my conviction, I don’t want to step up and be in management myself.

I have zero desire to manage employees or a company. None. I don’t want to “Lean In” as it were. I’m not really entrepreneurial minded. It’s not because I am being pushed out by a male dominated industry, wanting to raise a family, or any other legitimate and concerning reason there aren’t more women in executive roles. In the end, management is just not something that I personally want to do.

And to be honest, I’m tired of feeling guilty about not wanting it. On all sides of the issue is guilt. If you have kids but want to work, you are a bad mother/wife. If you don’t push for management you are slacking and are not doing your part for other women. There are no winners in this game; there is only more societal pressure and insecurity that holds us back from living our lives the way we want to. I know I’m not alone in this either.

But as much as we truly do need women in management, important public positions where they make the decisions, management is not the only path to leadership and influence. All women, regardless of their career level, employment status, personal beliefs and convictions, can be leaders in their own way. All women can have influence, even if it is only within their own circle of friends or family. All women can choose to speak for themselves and be advocates for others. Every one of us has that power and should use it. Frequently.

Leadership and influence is not solely for those in positions of power. I don’t have to be a manager to influence the culture and direction of a team. But it sure does help to have someone in a position of power to help back me up. So how about we make a deal? I’ll will be an advocate for other women in the workplace and I will encourage others to do the same, if some of you out there with the desire and drive to be in those positions of power promise to listen to our collective voices and help enact real change. Sound good to you?

 

Photo Credit

 

About the author:  Shauna is an HR professional with a diverse work history, a Master’s degree, and a PHR certification. She is also a huge geek, social media advocate, and infectious giggler. Besides being a co-founder of the Women of HR she also serves as the current Ringmistress of the Carnival of HR and is the former co-host of the HR Happy Hour blogtalk radio show.  

 


What Are Your Intentions For This Year?

Posted on January 22nd, by Kristin Kaufman in Personal & Professional Development. No Comments

Editor’s Note: From time to time, we like to recognize some of the projects and accomplishments of our regular contributors beyond their work for the site.  Kristin Kaufmann’s second book in her “Is  This Seat Taken” series, “It’s Never Too Late To Find The Right Seat” was just recently published, and here she gives us a sneak peak.

 

As we ‘start again’ in this new year AND we are already 3 weeks into 2015, how can we make the most of the coming 12 months? The first step, from my perspective, is to HONESTLY assess where we are today and also gauge where we want to be tomorrow! We have to take a hard look in the mirror (not always easy) and ascertain ‘how we did in 2014’ AND if there is still room for improvement. There are a few questions, which I encourage my clients to ask themselves, as we embark on this new year…….

The 2014 year at a glance:

  • How did I spend my time?
  • What were my greatest accomplishments?
  • What were my greatest disappointments?
  • How did these experiences change me?
  • How am I different now (December, 2014) than in December, 2013?
  • How can I further integrate this awareness as I enter the 1st half of 2015?
  • What am I tolerating? Why? What steps can I take to make a change?
  • What am I trying to force to happen? What would happen if I ‘let go’?

 

What are my intentions for 2015?

  • What will be my primary focus going forward?
  • What do I really want? What is still holding me back?
  • What do I want to contribute to the world?
  • How will I hold myself accountable?
  • What is working for me? How can I have ‘more of that’?
  • What kind of partners do I want going forward into this next chapter?
  • What may need to change? What are the first steps to make that change?
  • At the end of 2015, where would I like to find myself? Physically? Spiritually? Professionally? Financially?
  • What is my intention for my life in 2015?

Also, if you need further inspiration , and feel like ‘life is passing you by’ and you are not where you thought you would be at this stage in your life…..you may find inspiration is my latest books in the ‘Is This Seat Taken?’ book series. I personally was inspired by each and every one of these individuals who completely hit the ‘reset’ button in the last 15-20 years of their lives.  What I know for sure is this – what we make of our lives is 100% our choice……what will you choose?

 

About the Author: Kristin Kaufman is founder of Alignment, Inc.™, formed in 2007 to help individuals, corporations, boards of directors and non-profits find alignment within themselves and their organizations. A prolific writer, Kristin’s first book, Is This Seat Taken? Random Encounters That Change Your Life, was released on 11/1/11 to national acclaim, and endorsed by Stephen Covey and John Maxwell, among others. Her second book in the series, entitled Is This Seat Taken? It’s Never Too Late to Find the Right Seat was released 1/13/15. It has already been endorsed by notables such as Marshall Goldsmith, Sean Covey, and Doug Parker, CEO of American Airlines. This book shines the light on late in life reinvention and encore ‘second half’s’ of diverse individuals. The individuals are in some cases widely known and others are somewhat  anonymous to the mass public. The common thread is their ‘post-50’ resurgence in life and in some cases their ‘fork in the road’ is quite serendipitous. Kristin’s third book, a sequel to ‘Is This Seat Taken?’ will follow later in 2015. Kristin is on Twitter as @kristinkaufman.

 

 


Where Do You Start When You Begin With a Blank Page?

Posted on December 2nd, by Rowena Morais in On My Mind. 1 Comment

Simply, you start at the top and you go from there. One word at a time, which  then forms a sentence, which then forms a paragraph and before you know it, a whole page indeed.

What has this got to do with you and HR? A lot.

 

Consider this. You do have a blank page.

 

There’s the corporate vision of your company that you have been made aware of. There are the goals and aspirations of your team, whether they have made that known to the other teams, or kept it quiet. There’s the individual goals and dreams of each one of your colleagues, both your downliners and your leaders. And there’s you.

And you can start by being guided by everything that is out there.

 

But it would be so much better …

… for you to start, with what is within you;

… for you to not draw within the lines but to create the outline yourself first;

… to start with your vision and see how you can meld that with the vision of the organisation you are with;

… for you to start with what matters to you.

 

Because the truth is that what matters to you, does matter. And no one can tell you otherwise. They simply cannot push and prod and try to create visions, frameworks and models of how things should be, without it crashing into your own ideas of what these visions, frameworks and models should be.

So, to start with your own is to establish where you come from and to where you must go.

 

And how do you start?

 

Start with a dream. Start with an empty page on which you carefully lay your dream. Start with an unfettered dream as dreams that are shackled by limitations, placed by you or anyone else, simply will not do.

Let yourself wander around, go beyond and explore.

Consider what possibilities might be… and see what might happen as a result.

You are here to lead, you are here to inspire, you are also here to heal, to mend, to make anew.

To do so, you need to have the capacity to see things from a new perspective and to see possibilities where others see none.

To do so, you need vision and hope, you need a plan and you need to execute. No one said it would be easy. But easy is not the point, is it?

So, if you’re at the beginning, it’s exciting, hopeful and risky all in one.

And if you are in the middle, there’s always a chance to start at the beginning again. You need only think of the possibilities to make that happen.

How can a blank page scare you? How can a new job, new opportunities scare you? In so far as you see the limits and challenges far more than the possibilities of what may be.

So, what are you starting now? Where will you go from here?

 

Photo Credit

Rowena Morais is the Editor of HR Matters  Magazine, a quarterly print publication aimed at Human Resource  professionals.  She is also the co-founder and Programme Director at Flipside, a business services company with offices in Malaysia and Singapore, providing professional  certification training. Here, she provides strategic direction as well as  oversight on client training and corporate functional  areas. Rowena blogs about developing habits, execution, growth and personal  development. She lives in Kuala Lumpur with her husband, two  young kids and now, a newborn. Connect with Rowena at editor@hr-matters.info.


What Do Job Search Sites for Women Offer?

Posted on October 28th, by a Guest Contributor in Business and Workplace. 1 Comment

Microsoft CEO Satya Nadella got a whole lot more attention than he bargained for when he opined that women in technology could do more for their careers by being patient and relying on “karma” rather than asking for raises. The implication was that if they’d just hunker down and do their jobs, women would find that their pay would naturally rise to the right level and everybody could be spared the awkwardness of the dreaded “salary conversation.” Though Nadella backtracked quickly, it’s hard not to have the impression that he was sharing his honest belief: That in the meritocracy of technology, people are paid what they’re worth, regardless of gender.

Of course, no business is a pure meritocracy, and gender matters a lot. On average, women earn just 77 percent of what their male counterparts do, and hold just 5.4 percent of the top jobs in the Fortune 1000. The good news: The discussions about inequality are more open now. The bad news: We still have to have them.

Obviously, then, women who are looking for work face the prospect of gender discrimination. Sometimes, the discrimination is overt — we’ve all heard stories about the hiring manager who calls you “sweetheart” during the interview. But sometimes, it’s more subtle, entwined with a culture that penalizes those who even ask about family leave, or hidden in questions about children or aging parents.

Many companies are trying to do better, though, aggressively working to recruit women into their ranks. One approach they’re taking is to post open positions on job boards that focus on women.

These websites — which range from a handful of standalone offerings to postings on the sites of women’s professional organizations — don’t offer any kind of magic bullet. Employers can’t set aside specific jobs for specific genders, after all, and chances are each position’s been posted in more than one place. But by seeking out women through these sites, the company is sending a message that it’s serious about diversity.

How do you find these sites? Google is a good place to start. Enter search terms like “women accounting job postings” or “women technology job postings.” The results will usually include links to appropriate organizations and their career sections.

Practically speaking, many of the best listings are on the sites of women’s groups in specific industries. For example, the websites of Women in Technology and the National Association of Women in Construction offer full career centers, featuring job listings as well as the ability to post your resume. In many cases, you don’t need to be a member to view the postings.

Unfortunately, these sites still leave the seeker with a lot of work to do. A posting by itself says only so much about a company’s culture and workplace, so the onus remains on you to search out intelligence using your network, social media, online forums, and the Web.

Dedicated job sites provide women with a reasonable place to begin their search, especially when they’re hosted by an organization focused on skills that match the candidate’s interests. Does posting there prove a company’s commitment to gender diversity? No. But it’s a promising signal.

 

Photo Credit: Shutterstock

About the Author: Mark Feffer has written, edited and produced hundreds of articles on careers, personal finance and technology. His work has appeared on Dice.com, Entrepreneur.com as well as on other top sites. He is currently writing for JobsinVT.com, the top local resource for job seekers, employers and recruiters in Vermont.

 


Ten Facts About Women in the Tech Industry

Posted on October 7th, by a Guest Contributor in Business and Workplace. No Comments

 

Men have always dominated the workforce, winning out over the fairer sex in both wages earned and positions held. Sadly, this trend is continuing in the tech industry today.

 

Even though Google has often been called one of the best places to work, it doesn’t appear to be for women who make up just 30% of their total employees. That number dwindles further to only 17% in departments that are specifically focused on technology.

 

Women seem to be fighting an uphill battle, but they are still climbing the mountain. Let’s look at ten facts about women in the tech industry that show both positive and negative figures:

 

1.  Women hold 51% of all professional occupations in the United States while only 26% of those are computer-related. While women are getting more white collar recognition, they aren’t gaining much ground in the tech arena.

 

2.  The CIO (Chief Information Officer) position with Fortune 250 companies is 19% female, but of the Fortune 100 firms, only four have a women as their CEO. Women are present in these companies, but not many of them are seated in the president’s chair.

 

3.  While women comprise only 7% of tech company founders, those led by women are have 12% higher revenues using 33% less capital. Those in top management roles are more successful than their male counterparts.

 

4.  Further figures show that twice as many women are leaders in successful startups over those ventures that failed or are failing. Women at the top in the startup game are again more successful than men.

 

5.  More than half (56%) of women in the technology industry leave midway (10-20 years) through their careers, but 22% of them go on to be self-employed in the same market. If you’re going to go out, then go out swinging.

 

6.  Men and women software developers start out with similar pay, but men have a higher upper range and end up earning more in the long run. Perhaps that is their motivation for women exiting the venture to pursue their own interests.

 

7.  The gender pay gap is less for computer programmers where women are down only 7%, but that is still better than some other professional occupations, where male lawyers earn 13% more and female accountants take home 24% less pay.

 

8.  Ethnically speaking, the numbers are very dismal. In 2012, only 3% of our computing workforce were African-American women, 4% were Asian and only 1% of these females were Latino. Adding race into this equation makes it even more difficult for the placement of women into tech fields.

 

9.  Even worse, these numbers are down from 2010 where 16% were African American, 9% Asian and 6% Latino. Let’s hope that 2013 and 2014 show more promise, but it is not looking good thus far.

 

10.  Facebook is mirroring that of Google and the rest of our leaders in technology, with a tremendous lack of both women and minorities in their employment diversity data. The overwhelming majority of tech workers are either caucasian or asian men.

 

Even though these numbers are depressing, thinly veiled underneath is the fact that women are more successful than men in the business and tech worlds. Take a second look at items three and four to see why businessmen should be taking a hard look at these statistics.   When leaving their tech positions, some women didn’t give up, they become self-employed instead, leaving their bosses behind and leading themselves down a better path.

 

About the Author:  Megan Ritter is an online business journalist and entrepreneur with a background in social media marketing. In addition to having a passion for technology, she also enjoys writing about business communications, globalization and online branding. Connect with her on Twitter.

 


Happiness vs. Complacency – #NYSHRM14

Posted on October 1st, by Jennifer Payne in On My Mind, SHRM Chapters and Conferences. 2 comments

 

“If you limit yourself to what’s comfortable, you deny yourself what’s possible.”

 

This week I’m at the 2014 New York State SHRM Conference in my hometown of Buffalo.  At the time I’m writing this, we’re about three quarters of the way through the conference and have seen four of the five keynote speakers.  As you’d expect, and as is typical of conferences such as these, the keynote speakers had numerous what we would call “tweetable moments” – tidbits of information that translate very easily into 140 or less character tweets.  These are typically key ideas and calls to action, and if you search the #NYSHRM14 hashtag you’ll see many of them.  But amid all of the ideas shared by the speakers, I keep coming back to the one above.  This particular nugget came from Sunday night’s keynote Dan Thurmon, who entertained the crowd with his juggling and unicycling skills while encouraging us to live life “Off Balance on Purpose.”

 

I think this idea resonates so much with me because it’s something that is so easy to forget.  We get comfortable.  We tell ourselves that this comfort equals happiness.  But does it?  Is it happiness, or is it complacency?  I was reminded of Robin Roberts in her keynote at SHRM National this year, when she encouraged attendees to be thankful and grateful for what we have, but never, ever get content; always ask yourself if you’re ready for something more, something bigger.

 

The danger when we get complacent is that we stop challenging ourselves.  We convince ourselves it’s good enough.  It’s easy.  It’s routine.  We’re happy.  Right?  Right??  Or are we really just complacent?

 

In our personal and professional lives, in the midst of the frenetic pace many of us maintain, sometimes it’s just easier to be content with where we are.  Life’s pace can get tiring, and it becomes easy to say we don’t have the energy to push ourselves further.  It’s too much effort.  And besides, we’re happy.  We have the right balance.  But as Dan Thurmon reminded us, there is no such thing as sustainable perfect balance…and even if there was, it would get boring fast.

 

Are we happy? Is the illusion of balance really making us happy?  Or again, is it simply complacency?

 

When we’re complacent, we stop learning, we stop growing… we stop bettering ourselves, our lives, our companies, our personal situations.

 

Are we actually ready for more?  Do we deserve better?

 

Tuesday morning’s keynote Mark Murphy, author of “Hundred Percenters” aligned with this message by reminding us that “no great accomplishment happens within our comfort zone.” Great accomplishments are hard, require learning something new, and require pushing ourselves out of our comfort zone.  We can’t accomplish anything worthwhile without effort, without pushing outside what we know and what we’re comfortable with, without stepping into a little uncertainty.  I think that goes for each of us in both our personal and professional lives.  Keynote speaker Jennifer McClure shared with us a personal story about how and why should “step out” – to face fears, uncertainty, and even naysayers and just go for it; to believe in ourselves and take risks to strive for bigger and better things.

 

Stepping out can be scary….but I think it’s worth it.

 

So I ask you, what are you ready to do? What are you going to change?  What are you going to stop just accepting?  As HR professionals.  As business people.  As humans.

 

How are you going to embrace possibility?

 

Photo Credit

About the Author: Jennifer Payne, SPHR has over 16 years of HR experience in employee relations, talent acquisition, and learning & development, and currently works in talent management in the retail grocery industry.  She is one of the co-founders of Women of HR, and is currently the Editor of the site. You can connect with her on Twitter as @JennyJensHR and on LinkedIn.


HR Sense: Born or Learned?

Posted on September 23rd, by Shauna Moerke in Career Advice, On My Mind. 2 comments

It’s been said before that the problem with expecting Common Sense from others is that common sense just isn’t that common. It’s kind of a judgmental statement, right? It almost implies that there are general “rules” for life we should be following but most of us aren’t. What’s worse is that there are a lot of people out there who like to put HR down by saying “It’s just Common sense”. For those of us who actually work in HR, we know how untrue and unfair that statement is.

Forget about common sense, let’s talk about “HR Sense”. I often get the chance to chat with people looking to break into HR and sometimes I am surprised by what they think HR entails. It makes me wonder, is HR sense something you are born with, or is it something that you develop over time? Now, some things you obviously can’t know without experience and study. No one instinctively knows how to handle FMLA or navigate payroll. But what about the less technical aspects of the job?

Can you teach someone how to be empathetic and approachable while simultaneously being firm and direct? How about staying calm under the pressure of a workplace emergency or assisting an injured employee? Can you learn the level of professionalism HR truly requires?

Important questions all. But ultimately, those aren’t the questions we need to be asking. Instead, ask anyone who has worked in HR for a while: What keeps you in the profession? What excites you about what you do? I can almost guarantee that the HR Pros who truly love what they do will make the answer clear.

A lot of people think they can do HR. It’s just “common sense,” right? Which is why you can’t focus on why someone wants to get into HR; you have to find out why they’ve stayed and how they’ve been successful. Only then can you discern how a person’s natural talents meld beautifully with the skills only experience and education can develop and hone over time.

So the answer is: HR sense is both something you are born with and something you learn. A person’s natural HR sense is what helps them take an interest in HR and lead an individual to learn more and improve upon their abilities. For example, a natural willingness to communicate effectively and professionally can lead someone to take a business writing class or join Toastmasters. It’s the ability to know what you need to improve upon and being willing to try. This is what makes HR sense something both innate and learned.

So for all you aspiring HR pros out there, don’t give up. Trust your instincts but be willing to work on your skills. It’ll not only make you a better HR Pro, it’ll help you maintain your passion for HR for a long time to come.

About the author:  Shauna is an HR professional with a diverse work history, a Master’s degree, and a PHR certification. She is also a huge geek, social media advocate, and infectious giggler. Besides being a co-founder of the Women of HR she also serves as the current Ringmistress of the Carnival of HR, is the former co-host of the HR Happy Hour blogtalk radio show, and blogs at her own site as the HR Minion.

Five Initial Steps to “Changing Your Frame”

Posted on September 16th, by Kristin Kaufman in Business and Workplace, Personal & Professional Development. 1 Comment

As many companies and individuals face possible obsolescence or at a minimum becoming stale in their service offerings, their approach to their market, or perhaps in their own passions for how they are contributing, the concept of ‘reinvention’ is becoming more and more prevalent. Though this concept is certainly not new, this term has become a mainstay in our present vocabulary. Blame it on the Baby Boomers, who are seeking career longevity amidst the onslaught of the millennials and the ‘Gen X and Y’ populations. Regardless of the catalyst, reframing ourselves and our offerings – or perhaps just reframing the way we look at our companies and our own personal careers, has always been the key to survival.

Over the years, I have watched many mediocre business professionals carve out very successful careers by their ability to parlay their approach into attractive and ultimately lucrative options. No, these individuals are not the smartest nor the most successful in their prior roles, yet they honed the knack of marketing themselves. They have mastered the ability to show (and in most cases virtually create from nothing) a multi-faceted face – both in ‘real life’ and via social media – which puts forth the image they wish to create. Today’s social media enables these ambitious ones to paint the picture they wish to paint, associate with those they wish to align themselves online (primarily for the purpose of self-promotion), and to show only the sides they wish to show.  It is a fascinating phenomenon. Of course, as my father has always taught me: “If you see it, everyone else probably sees it, too”. Thus, these social media mirages are indeed, just that. So, if one does want to ‘change the frame’ on their careers – and do so authentically and anchored in reality versus ‘social media hype’ – how does a person get started? If a person wants to ‘reinvent’ their focus areas for contribution, or perhaps even their lives – how do they this?!

As mentioned before, it is not luck (in which I am personally not a believer) or plain smarts or even hard work that most commonly leads to uber success (success, by the way, as defined by the individual). Ultimately I believe it is our intentions fed by our energy – consistently and genuinely – which will lead to our success. So, what are a few initial steps we can take to harness our intentions and ‘change our frame’ as we build our ‘second or third acts’?
1. Know where you are today AND determine where you want to go NEXT.

While working with Dr. Noel Tichy over the past few decades in our transformational leadership work, we utilize a process which undoubtedly is one of the most impactful exercises for organizations to experience. It is the process of discerning ‘Our current state’ (facing the harsh reality of where we find ourselves today) and then, defining and projecting ‘Our desired state’, which is where we ultimately want to go. We can use this process for individuals just as we do for companies and organizations. The objective is to look in the mirror and determine – are we doing what we REALLY want to do? Are we good at what we are doing?  Are we aligned as individuals, or if we are part of a team – is the team aligned around where we want to go? If not – that is the first awakening. We must determine where we are AND where we want to go.

One last and critical note on this – the ‘where I want to go’ does not have to be the FINAL destination. So many times, we think and think AND think…..which leads to ‘analysis paralyses’!! Nothing in this world is permanent; so your next step will probably not be your ‘last step’. Make the move.  Forward momentum is how we determine if the direction is the ultimate ‘right’ direction!

 

2. Parlay your Gifts into the Market

This can be a tough step. Just because you love what you do AND you are good at it does NOT mean that anyone will want to buy it! What NEED are you filling? What is it that YOU offer that makes you different? Who are your potential clients….or hiring audiences?   Learning how to take what we ‘do’ and apply it to a void in the market is a critical success factor. AND, remember, what folks wanted to buy 5 years ago is not what they will want to buy today….unless it has been modified for the market.

 

3. Creativity coupled with Agility is Key

We have to hone the ability to ‘think outside and inside the box’.  It is hard to do this in solitary confinement! So – we need to build our posse of partners to help us. Retired executives, leadership coaches, prior professors, supportive customers, and even competitive business colleagues. Each will have a perspective or insights to offer.  We have to be willing to ask for help – and to hear the brutal, honest truth. Does the market value what I bring? Is my approach outdated? Do my clients want more – or different – services from me? What do I NOT know – that I need to know – to truly thrive and survive in the market today? We have to be open to the answers….as hearing them and then ignoring them – does nothing! We need to hear (and listen) to the market and then be creative and AGILE in how we meet them where they are.

 

4. Build a game plan and be FOCUSED.

Every business has a game plan (and if they don’t – they will not be around for long!). Every one of us, for our careers, needs a game plan, too. Sure – it will change – yet, to not have any sense of where we want to go and HOW we are going to get there – results in mere folly.  We need to lay out specific steps on how we are going to accomplish specific goals. Too many times, we become insular in our focus – meaning that we focus on stuff that will not REALLY move the dial. We need to determine where we want to go, what we want to contribute and THEN determine how we are going to get there. Then, become ruthlessly focused on these steps…..the other stuff is just noise.

 

5. Hang tight.

This is easy to say; yet, this is where the weak are separated from the strong. We have to exercise our muscles so that we do not give up too easily. As any company, organization, or individual introduces new approaches, new products and services, or a ‘new face’ to their markets and constituents – immediate acceptance and ‘manna from Heaven’ is not guaranteed.

 

There is always going to be a phase of education to the market; then a phase of ‘differentiation and selling’ and then – if we are diligent – we will secure our first proving ground. This may be a new job in our new field or a new customer for our new service offering or a product extension in an existing market. Yet, what I know for sure is that it will probably NOT come about instantly AND it will not happen without sweat equity. Yet, when we do ‘win’, our expended effort just makes our success that much sweeter.

My final thoughts are: we need to stop comparing this new chapter with the old chapter – good or bad. There is no comparison, thankfully. We (and the organizations for which we work) are a compilation of all our experiences, and this new chapter will be a completely new life in many ways. That concept can be quite liberating when we allow ourselves to embrace it. We need to simply embrace progress not perfection. Keep the forward momentum. Stay open. Be receptive to even what may appear to be an opportunity which is out of your wheel house. If you are attracted to it, explore what about the role turns you on. There is a reason – of this I am certain. Our intuition and inner voice does not lie. Ever. So listen to it. AND remember that nothing is permanent.

 

Photo Credit

About the Author: Kristin Kaufman is founder of Alignment, Inc.™, formed in 2007 to help individuals, corporations, boards of directors and non-profits find alignment within themselves and their organizations. A prolific writer, Kristin’s first book, Is This Seat Taken?, centers on her global experiences seeding her journey toward alignment. The book is scheduled for release in November 2011. Kristin is on Twitter as @KristinKaufman.


7 Tips for a Healthy Work/Life Balance

Posted on September 4th, by a Guest Contributor in Business and Workplace, Personal & Professional Effectiveness. 5 comments

Achieving successful work-life balance can very often seem like mission impossible. Busy work schedules often dictate lives of most people so much so that your personal time gets affected and can become limited.  For many of us we don’t even realise that we are not finding the time for ourselves and this can have an impact on us, mentally and within your overall health.

You are probably thinking that it is easier said than done, which is correct. We all have different lives, schedules and responsibilities – from the young professional working extra hours to secure the promotion, to becoming a senior manager who has mouths to feed and KPI’s to secure. Nevertheless we can all try and dedicate some valuable ‘me’ time for ourselves in order to see some great improvements when it comes to our work-life balance.

Incorporating any one of these seven tips listed below will bring you a step closer to achieving a healthy work life balance you so desire:

 

Introduce Skype meetings

Important business meetings can require a lot of travel, which could equate to multiple days away from home and the office. Today’s technology has made it possible for you to reach clients that are states and even countries away, all from the comfort of your home or office. Skype and conference calls are both ideal ways to communicating with clients, whilst saving you and your business time and hassle of travelling.

If a business trip is a must then using Skype would allow you keeping in touch with your colleagues back in the office and maintaining office relationships.  Even more you will also find Skype reducing your business’s travel costs, meaning the money could then be invested elsewhere.

 

Treat yourself regularly

Treating yourself regularly is really important for your sanity and health. Choosing to do something you enjoy will make you feel more grounded and relaxed. Allow yourself a 30 minute window each day where you do something for yourself. Things you truly enjoy, such as read a book, have a bath or cook a nice meal.

If you are a busy city worker, go into the local salon and treat yourself to an express facial. Alternatively you could always have a girl’s night in a nice restaurant or have a date night with your partner. These easy things will definitely make you feel happier and more relaxed.

 

Work from home

If you have a lunchtime client meeting you must attend, consider traveling to the venue from your home, as commuting directly will be help you cut down on travel costs. Another benefit of the many innovative technologies we have today is the ability to share documents and other information online. This allows you the great opportunity of working from home, yet still be connected to your office. Therefore, by utilizing this tool, you can cut down on the days you have to go into the office. This will also help you out on days when you are not able to make it into the office due to weather or child care, and will become a perfect solution to being able to access all your documents.

 

Set realistic expectations

It is a good idea to set your expectations for your life reasonably. For example, it is a realistic goal to aim to climb the ladder at work, become a good cook and keep your home running efficiently. However, it is not realistic to be working 70 + hours a week, whilst becoming a gourmet chef and keeping your home spotless – it just won’t happen. Therefore, to avoid becoming discouraged, it is smart to set manageable goals and not expecting yourself accomplishing superhuman tasks.

Remember you are just a human and it is not a crime to ask for help!

 

Be willing to alter your definition of success

Different stages of life call for different definitions of success. For example, if you have young children, you can feel successful if you get your kids off to day-care, get yourself to work on time and get at least a portion of your duties accomplished on any given day. However, if you don’t have children, of course you can expect more from yourself in regards to your job and your personal goals. In other words, your definition of success will likely change throughout various stages of your life, and that is okay.

 

Exercise on lunch break

According to John Ratey, Harvard Medical School psychiatrist, exercise is the best thing you could do for you brain in regards to learning, memory and mood. Since exercising also leads to a fit body, incorporating it into your working day just makes sense. If you are not lucky enough to have a gym in your office building then fear not. Most fitness suites offer express classes during lunch times that are high intensity workouts lasting 30 minutes. If you would rather prefer a low impact workout, then try going for a swim.

Getting up and moving, somewhere away from your computer, will give you some fresh air during a hectic day, allowing you to concentrate, which will lead to a more productive workday.

 

Make sure your career choice fits your strengths

For whatever reason, many people end up in a career that is completely wrong for them. A person who hates numbers ends up working at a bank, or a person who doesn’t care for children has a career as a teacher. This career choice just doesn’t make sense. Therefore, if you have ever felt like your career choice just doesn’t match your strengths or personality, do something about it and find a career that fits you better.

If it is impossible due to financial reasons, consider utilizing your personality and skills taking part in volunteering activities outside of work. Helping others will allow you utilizing your gifts and give you a sense of greater purpose as you will be giving back to others.

By following the seven tips listed above, you will be on your way to a healthier work-life balance. Be careful not to set your goals too high, just half an hour to an hour a day can really make a difference.

 

Photo Credit

 

About the Author:  As a young entrepreneur and business blogger, Lucinda Smith has developed a passion for helping small and medium sized businesses grow. She likes to particularly focus on using technology and software solutions to save businesses time and money. She also contributes to the DNS managed print services blog.