management 77

Showing posts with label career management. Show all posts
Showing posts with label career management. Show all posts

Thursday, September 20, 2018

Things That Happy People Do Not Care About

If you are serious about becoming a better and happier person, whats important is that you keep your focus on your main goal, which is to be happy. Once you find your own happiness, you will instantly be a better person in every aspect of the word.

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Finding what can make you happy isnt the only thing you should do, though. It is equally important that you learn how to get rid of the unnecessary things in your life. You need to realize that you are just wasting your time by caring about those things that dont really matter to you. This is easier said than done, of course, because it could be very painful to stay away from these unnecessary things. But once you learn to accept that they shouldnt be any of your concern, you will start to feel free and happier.

Here are some of the things you should stop caring for if you want to experience real happiness:

AGE: Happy people think of age merely as a number. Your age is a number that will never stop increasing, and this is what you should accept. Also, you must not let this number define who you are as a person and what you can do. Happy people have mastered the art of doing what they want regardless of their age. Remember also that life is too short, so you cannot afford to waste any moment you are given to live. The best thing you can do is make the most of it. Its worth mentioning also that your age should not dictate who you should date and fall in love with.

WHAT OTHERS THINK OR SAY ABOUT YOU: Caring about what other people think or say about you is just like allowing them to run your life! Nobody else could know how exactly you feel and what you are capable of doing. Those who are happy know how to block out the words from other people. They never let other peoples opinions discourage them from what they want to do and achieve in life. For you to be truly happy, you need to base your decisions only on your personal beliefs and core values.

JOBS: This doesnt mean that you have to be unemployed to be happy. What this means is that having or not having a job should not define how happy or unhappy you are going to be. Needless to say, your job is an important source of stability in your life, and so you should think of it that way only. Make sure that your responsibilities at work and even your status are left in the workplace. Never take them home with you. One common source of stress and boredom is a persons inability to separate work life and personal life.

FEAR: There is no such thing as fear. This is what happy people believe in. Yes, there may be things or events in your life that make you uncomfortable and anxious, but they shouldnt, in any way, affect how you would like to live your life. Overcoming your fears is a continuous process, though, but when you do so, you will feel better about yourself and you will feel like there is nothing that could stop you from living life the way you want to.

NEGATIVE PEOPLE: There will always be those annoying people who are full of negativity in their lives, but this doesnt mean you should let them into your life. The kind of people you surround yourself with plays a very important role in how happy you can be. By being with positive and energetic people, you can find many reasons to be positive as well. Even when things dont go your way at times, the personality of the people you are with can definitely change your mindset and attitude.

THE PAST AND THE FUTURE: There is nothing you can do about your past, and there is no reason for you to worry about the future. All you should think about is the present if you want to find happiness. No matter how terrible things were in your past, you cant do anything about it. As for what may happen in the future, whats the use of keeping your mind busy with expectations? Planning your future is good, but worrying about it doesnt make sense. Thinking too much of whats behind and ahead of you would only prevent you from appreciating whats in front of you.

REWARD: If you are doing things for the sake of getting something in return, you wont find real happiness. Yes, you may be fulfilled, but can you really find contentment and satisfaction? Chasing the rewards you may get out of your efforts cannot guarantee happiness. You need to learn to do things not because of what you may get from them, but because of how good you feel doing these things. In short, be driven by your passion. Happy people dont always get something in return, but not expecting at all is how they avoid getting disappointed.

Finding happiness is much like career management- it is a difficult task and not everyone is successful in doing it. As a matter of fact, there is no end in the process of living a happy life. But of course that doesnt mean being truly happy is impossible. Many people have successfully navigated their way to a fulfilling life, so there is no reason for you not to do the same.

Author's Bio: 

Cecile Peterkin is a certified career and retirement coach, and a registered member of the Career Professionals of Canada and the International Coach Federation. She is also the Founder and Senior Career Strategist at Cosmic Coaching Centre, provider of career and life management services for middle managers and mid-career professionals across Canada, United States and Europe.

Tuesday, September 18, 2018

Retention Strategies Keeping Your Human Capital & Reducing Turnover

This is the age of human capital -- and of tight labor markets. Companies have finally realized that competitive advantage resides mostly in people, and that finding and keeping good managers and employees is a strategic necessity. But how do you attract and retain the best and the brightest when the competition for people is so brutal?

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To make matters worse, two demographic time bombs are quietly ticking away. The baby boom generation -- nearly have the workforce -- is growing older, and many boomers have no intention of sticking around doing the same job till they turn 65. Yet the age cohort behind the boomers is one of the smallest ever, and so cant begin to pick up the demographic slack. Result: finding and keeping good people will be even tougher in the future.

The Drivers
According to research over 20 years by the Saratoga Institute, a division of Interim Services, 85% leave for reasons other than pay, including:
Poor supervisor skills and attitudes
No perceived growth opportunity
Inability to speak freely about ones concerns
The job itself

Nearly all businesses are looking to do more with less resources, and do it better, cheaper and faster. Note the third item -- driving out fear and building trust is one way to create an environment where innovation and creativity can flourish. And that is where supervisor and manager performance significantly impacts the culture of the organization.

The Power of Poor Supervision
In more than 20,000 recently conducted exit interviews of employees leaving the company, poor supervisory behavior was reported as the predominant reason for people quitting. Number one. If employees ranked their supervisors performance as excellent, only 11% were likely to look for another job in 12 months. In contrast, 40% of those who rated their supervisors performance as poor, will look for another job in 12 months.
Most organizations have spent the last few years trying to keep up with the fringe benefit mania. We see countless reports in the media boasting that companies must provide more and more extraordinary benefits to keep employees happy. But in the meantime, many companies have overlooked one of the most basic components of employee satisfaction -- supervisor performance.

The Good News
The financial math of reducing turnover by just a few percentage points should make the most cost sensitive CEO jump to invest to improve retention -- its a business no brainer. According to the Saratoga Institute, a leader in human capital measurement, companies spend an average of one and a half times a persons salary per turnover, which on average totals $50,000 per employee lost. Lose 10 people = lose $500,000
One of the drivers in retention strategies is training and development opportunities. Example: 1000 employees. Those companies that provide training will experience turnover of 12% / year which equals 120 people. A company that provides no training may have turnover as high as 41% on average. Based on average turnover cost of $50,000, the savings equals 410 - 120 = 290 times $50K equals $14.5 MILLION. The good news is that strategic partnerships that invest in retention strategies produce significant returns on investment.

Trust Me
There is a psychological sense of community in companies who have high retention, low turnover among their high potentials. These components include:
Trust in their employer
Climate and work environment
Relationships with Supervisors and Co-workers
Opportunities to Contribute and Grow
Collaboration is Evident

The wave of downsizings, reduction in forces, that began in the mid-80s has eroded a lot of trust. Many people have come to realize that the key idea is to be employable versus employed, and taking personal responsibility for their own career management and professional development.
Supervisors and managers need a wake-up call: mentor. Get yourself in training. Train your people. Talk with your key people about their careers. Then, listen to them. There go my people -- I must find out where they are going so I can lead them there.
Financial pressures of performance today must involve human capital management, measurement, and intelligent investing. The cost of ignoring this new retention reality is just too high to continue if a company wants to compete effectively.

Author's Bio: 

Charlie Breeding is President of Performance Improvement Institute, an Internet Information provider, publisher and professional speaking, coaching, consulting and training firm. Mr. Breeding is a graduate of the US Military Academy, West Point and has worked in the Performance Improvement area for over 23 years fifteen years with Dale Carnegie Training, and two years with FranklinCovey. His clients include colleges/ universities, non-for-profits, small, medium-sized and large organizations such as AT&T, Chrysler, and Lucent Technologies. For organizations, more information can be obtained at and for individuals, go to PEP = Productivity, Execution & Performance. His second book, Breeding Trust will be published in 2008.

Monday, September 17, 2018

Recession-Proof Your Career

In light of the fifth anniversary of the Great Recession (and subsequent slow recovery), its worth taking a look at how you might avoid possible career detriment in the future. As history has taught us, the economy will continue to ebb and flow, so taking steps to solidify your employability can help you, your career and your finances to remain stable.

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In the book The Complete Idiots Guide to Recession-Proof Careers, Clark Havener points out that Recessions present new challenges but also new opportunities. And it calls on both experienced workers and those first entering the workforce to develop new skills that safeguard them from the vagaries of a shifting economy and enable them to compete in a global economy. Aside from additional education and training, what are some of the things you can do to increase your chances of success during uncertain times?

Be nice. It sounds so simple, but it goes a long way. Knowing the janitors name and having a brief conversation with the cook in the cafeteria demonstrates that you keep your ego in check and can get along with anyone. Over time, your reputation is the most valuable currency you have in business. Its the invisible key that either opens or closes doors of professional opportunity, says Forbes. Its inevitable to be mentioned when youre not in the room how do you want to come across?

Stay positive. While its certainly a clich, theres a reason for that. Its incredibly powerful to be a positive-thinking person not only does it ease your job search if youre unemployed, it creates a magnetic quality that employers love to see. you can control the actions that you take and how you react to positive and negative experiences. And those are powerful factors in determining the directions your life takes, says the book Luck is No Accident: Making the Most of Happenstance in Your Life and Career. Prospective or current employers can see that ability in their candidates and employees. Everyone has experienced the wrath of a pessimist, and the draining after-effects of working with them. Having a generally positive attitude makes it easy for colleagues to be around you; when it comes down to it, which type of person do you think an employer will keep during cutbacks or hire during an upswing?

Be proactive. Whether youre working or searching, it is crucial to maintain all of your career-oriented stuff. Keep your rsum and online portfolio up-to-date, filling in each accomplishment, course, or seminar at your current job as you move along. Then, if you find yourself a victim of one of those pesky ebb periods, youll be ready to go. Waiting until that moment hits only ups the pressure and stress that comes along with a forced career change, and wastes precious job-searching time. Additionally, remembering the details of your business conference from three years ago might not be as easy as you think.

Remain at the forefront. When management is in meetings with you, they take notice of the contributors. Leaders are not silent in meetings, says Speak up, add ideas, ask for tough assignments, offer to help. Requesting performance reviews are another great way to not only force your boss to notice you and the work youve been doing, but it will also provide some critical feedback that you can put to good use. During uncertain economic times, employment should not be approached as a license to disappear into a sea of cubicles.

Author's Bio: 

With job search management expertise as an award-winning career innovator and rsum writer, master networker, and Fortune 500 corporate insider with flagship firms such as The Walt Disney Company and America Online, Laura M. Labovich is often affectionately referred to in the media as a job seekers best friend.

Chief Executive Officer of The Career Strategy Group (, a boutique career management and outplacement firm headquartered in Bethesda, MD, Lauras contagious enthusiasm and powerful methodology make the perfect recipe for getting job seekers unstuck in their job search. Equal parts kick-butt trainer and nurturing cheerleader, Laura empowers job seekers to develop proactive, targeted job search marketing plans that increase momentum and achieve breakthrough results.

Sunday, September 16, 2018

Passed Over For A Job Promotion - 4Career Management Steps Before You Quit Or Stay At A Job

You just heard the news - you were passed over for the big promotion.
Now what should you do?
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Here are some simple steps that might ease the frustration, give you some insight and help you plan your next career move.

Step 1 Take a deep breath, assess the situation and ask yourself this dozen questions.

1) Did I really want the job or did I just think I should want it?
2) Were the decision makers aware of my aspirations? If not, why not?
3) What are their factors, within and beyond my control, which influenced the choice?
4) What role did personal chemistry play in the selection process?
5) How much time did I spend building key relationships so that the decision makers could say they know, like and trust him/her?
6) Who really made the choice? Are you sure?
7) What is my professional and personal reputation in the organization? Be honest.
8) What do I bring to the table that is unique and compelling?
9) Who is concerned I might leave the company? Is their concern valid?
10) Honestly, how do I compare in performance, training, education and drive to the person who received the nod?
11) Who would my colleagues and the support staff have chosen?
12) Was I prepared for the next step?

Step 2 Speak with the decision maker(s)

Once you have a handle on the answers to these questions and can be more objective about the process schedule a meeting with your direct supervisor. No dropping-in, ask for a sit down, in a quiet place, with an agenda to discuss the decision and your career.

Prepare for the meeting
1) Develop a list of your accomplishments. Emphasize your contributions to the bottom line. Focus on results and the impact they had on your department, program and the company.
2) List the expertise and skills you have acquired recently
3) Note the trainings you have given or participated in this year.
4) What status or notoriety have you brought to the organization?
5) Be prepared with the ratings and comments from recent performance evaluations or 360 instruments
6) Speak with your mentor, coach and/or trusted friend(s) and get their suggestions
7) Practice listening.
8) Prepare what you will say and repeat it (out loud) watching your tone (no anger or arrogance) and achieving a natural conversational flow.

Step 3 - The meeting
1) Arrive dressed appropriate for the position you wanted
2) Be exceptionally calm and neutral at the beginning of the session. Look serious but never threatening.
3) Sit across, never next to, the person.
4) Take an active listening role. Listen more than speak, ask questions for clarification.
5) Take notes
6) Stress that you are disappointed and concerned you did not get the offer.
7) Ask what you couldve done to have earned the position
8) Inquire as to what the plan is for your career development and ask what next steps are open to you within the firm
9) Never suggest you would leave the organization. Never say you wont.
10) If you are not satisfied with the meeting or feel that your supervisor was not a significant factor in the promotion inform him/her you will need to have another conversation with the person who made the choice.
11) Always thank the person and assure them you would like to continue the dialogue
12) Consider writing a follow-up email summarizing what you heard and next steps
NOTE: If the conversation is negative, non committal or dishonest ask What message should I be taking away from this discussion?

Step 4 Choices

Once you have given yourself some time to calm down, reflect on what you really what and taken ownership of your role, you can begin to think about potential next moves and an action plan.

It is impossible to predict, without knowing all the details, how anyone should or would react. Weighting your options and avoiding rash decisions is important.

The most obvious move also has the greatest short-term risk. Quit. This is rarely an immediate good choice but is always an option.

Another possibility would be to decide to better prepare yourself for the next opportunity and create a plan to get there quickly

Realizing that the decision makers might have been right would require a bit of pride swallowing but might also help you figure out your next step.

Researching what else is available, within the company and outside, often helps people make decisions. Information also can make you powerful.

If you have the sense that the politics, focus or management style of the company is putting you in the wrong corner start now to make corrections internally or externally.

Lets look at some examples -

You enter as a junior associate on the partner track of a law firm. Youve risen with encouragement. At the 8 year point you are passed over for partner. Its probably time to leave.

Youre a college teacher and you are not offered tenure. It is time to leave or accept.

People you mentored are now jumping over you on the org chart. Time to accept or leave. Either way you need to decide if you want what they have (and pay the price) or if you have reached your natural level.

A major regimen change. New people are being brought in for key positions. Probably best to wait but actively start looking while you carefully wait for the dust to clear.

The company is growing rapidly, the organization is in flux. Its probably worth staying and demonstrating high value. Expansion means opportunity.

The dumb brother-in-law gets the job. Be grateful youre not related. Assess every few months. Prepare to be asked to help out and when it continues bargain for title and more money.

Getting passed over for a promotion is a terrible experience. You need to understand the why and the what to tactically approach the issue before making any rash decisions.

Copyright Jane Cranston 2008

You are welcome to share this article with anyone as long as you keep it intact and give full attribution to Jane Cranston and If the article is used for mass distribution please forward a copy to me at "Contact us".

Author's Bio: 

Jane Cranston is an executive career coach. She works with success-driven executives, managers and leaders to reach their potential, better manage their boss and staff, as well as develop a career strategy to reach goals and aspirations. Jane is the author of Great Job in Tough Times a step-by-step job search system. Click here to subscribe to her twice monthly Competitive Edge Report.

Friday, September 14, 2018

Is an old school resume getting in your way

Companies today are moving quickly and looking for talent that can keep up, or better yet, bring cutting-edge ideas to give them a competitive advantage. A hiring managers first impression of you is most likely your resume, and if it says, Im old school, you are probably not getting the interviews you would like.

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In the spirit of Jeff Foxworthy, here are some signs that your resume might be old school:

1. If the address information is all stacked and centered in the middle of the page, your resume might be old school. Look at books published after 2008 for examples of the new letterhead look.

2. If it doesnt include a summary, your resume might be old school. The summary or professional profile is a standard element today an introduction to your relevant skills and fit with the position.

3. If it lists the dates for each position left justified down the page, your resume might be old school. The dates are never the best sales pitch of your qualification and our eye naturally starts down the left side of the page lead with your job titles or companies, whichever is more relevant to the target. Not including any dates is also a strategy of the past today it lands your resume in the circular file.

4. If it looks like a laundry list of tasks for every job youve held, your resume might be old school. Resumes today are meant to be a marketing document not a historical record. While including information about work history, think strategically about what is most relevant to the job target. Not every detail needs to be included! Also, instead of a list of tasks or duties, share short accomplishment stories which prove value not only skill.

5. If it includes dates from the early 1980s or 1970s, your resume might be old school. Dont age yourself on paper! Weigh the costs and benefits of sharing that old experience, or share it without the dates and consider the same for the dates on your degrees. Listing out-of-date technologies is also a giveaway.

6. If it lists too many qualities or interests, your resume might be old school. Employers have hired one to many dependable team players who didnt show up to work and couldnt take direction. Resumes today prove skills with accomplishment stories instead of listing qualities. Your personal interests skiing, hiking, etc., are also not of interest unless they are directly related to the position, company, or companys social mission.

7. If it lists education before experience, even though youve been out of school more than a year, your resume might be old school. Unless you are applying for an academic position, your experience is most likely more relevant than your education. If you are changing fields, think about how your prior experience relates before hiding it under education or in a skills-based format.

Looking for more information on current resume trends? Visit your local library and use books published after 2008. Be careful of online examples!

Author's Bio: 

Marie Zimenoff, CCMC, NCRW -- Marie Zimenoff helps career-exasperated clients focus on their talents, navigate the complex marketplace, and earn their worth.

As president and founder of a nationally recognized career services firm, A Strategic Advantage, Marie is focused on pioneering, strengths-based career investigation techniques. Her credentials include a Masters degree in counseling and career development from Colorado State University; Certified Career Management Coach; Nationally Certified Counselor; Nationally Certified Resume Writer; MBTI Master Practitioner; Certified Brand Specialist; past president of the Colorado Career Development Association; and president of The National Resume Writers Association.

To learn more about Marie and her company, please visit A Strategic Advantage To read more career articles, visit The Career Experts

Wednesday, September 12, 2018

Does your rsum have enough gravy or is it a dry turkey

As we prepare for the holiday season, I find myself comparing my work to feast preparations. Is there a difference between a well prepared holiday feast and a microwaveable frozen dinner in a box?

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As a Certified Professional Rsum Writer, I often hear from potential clients who need to be educated on the value of the available service. It costs how much to have a rsum professionally written? Cant anyone write one? Cant you just fix mine up quickly so I can send it out? Interesting, I say to myself. When I had my broken front porch steps repaired last month, I certainly did not ask the contractor to slap some concrete around the front of my house, charge me a few thousand less and call it a day. So why do job seekers need to be reminded of the potential Return on Investment?

How long have you been out of work? How long have you been seeking to make a career move? How many rsums have you sent out without receiving a response? My question is how can you afford NOT to take seriously the most important marketing tool that you have to offer a potential employer?
Why use a Certified Professional Rsum Writer?
Like any profession, the best are people who invest in themselves and are constantly learning. The nations finest rsum writers are credentialed and constantly honing their skills through training, continuing education and staying current and in the know with job search trends.
To provide a client with that stellar document, hours of preparation, collaboration and execution are needed. Just like that holiday feast!
We need to know what we are cooking up. We carefully assess the client through interviews, worksheets and other tools necessary to extract needed information. We gather our ingredients and then carefully prepare those ingredients.
Yes, the preparation is time-consuming. A 20 lb. turkey thats baked for 30 minutes is unappealing and potentially toxic. So is your uncooked rsum. Is it thoughtful and well-prepared, seasoned to perfection? Sprinkled with just the right amount of key words and filled with juicy, tantalizing information that compels the reader to continue? Or, is it a dry, laundry list of unsubstantiated tasks that will end up as scraps under the table?
Although professional chefs are often reluctant and unwilling to share their prized recipes, I will share a small morsel of information if your rsum is dry and unappetizing: MAKE SURE YOU HAVE GRAVY.
To add that much needed ingredient, review your existing document. Have you stated your challenges, actions and results ( C.A.R. ) ? Your reader does not only want to know what you did (CHALLENGE) but how you did (ACTION) and the positive impact that your action had on the company (RESULT). Thats your secret ingredient C.A.R. Its the gravy in the rsum. If you make sure that your rsum is filled with demonstrated accomplishments and you can highlight the C.A.R., potential employers will gobble your rsum up.
Happy holidays!

Author's Bio: 

Services Leadership & Management Testimonials About Us Resource Center Articles Samples Pay Now Contact About Us
Michelle A. Riklan, CPRW, CEIC
Michelle A. Riklan holds a B.A. in Theatre, English Literature and Speech Communications from Hofstra University. While beginning her corporate career, she pursued and completed a M.A. in Speech and Interpersonal Communications from New York University where she also served as an Instructor in Voice and Diction/Public Speaking. Utilizing her education and presentation skills, she continued a career path in Human Resource Management. Her generalist background is all inclusive, but her areas of expertise include employment, employee relations and training and development.

With a combined 20 years of in-house corporate and targeted consulting experience, Michelle services large corporations as well as small businesses and individuals in all aspects of Human Resources and Career Management.

As a Certified Professional Rsum Writer and Certified Employment Interview Consultant, Michelle has written hundreds of rsums and coached clients through all phases of the job search. Her rsums get results! Individual services include:

Rsums that land on the top of the pile!
Coaching that puts you ahead of the competition.
Training that ensures career advancement.
We want you to reach your top potential!

Society of Human Resource Management
American Society of Training and Development,
Professional Association of Rsum Writers/Career Coaches
National Rsum Writers Association
Career Directors International

Certifications and Training:
Certified Professional Rsum Writer
Certified Employment Interview Consultant
DiSC Administrator
Myers-Briggs Assessment Administration
Michelle is also a co-founder of Self Improvement Online, Inc.

Tuesday, September 11, 2018

Assimilating Into Your New Position

Celebrate Your Success

Landing your new job is a wonderful experience. In fact, don't forget to celebrate because you definitely deserve it after all your hard work!

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After the celebration, write letters or cards to your network of contacts, letting them know about your new position and thanking them for their help. In turn, you should offer them help and support, should they ever need it (and they will, eventually).

The first several weeks in a new job are usually both exciting and filled with a certain amount of anxiety. You may be used to being the "top dog" or expert, and now you're the "new kid on the block." Or, you may suddenly be the guy or gal who knows the least about some new technology, procedure, or "the way we do things around here." Your new relationships and the unfamiliar corporate culture can also be a source of apprehension as you figure out how best to fit into your new environment.

During your career transition process, you've learned a lot about yourself; your strengths, your preferences, and how you're "wired." You've put in the hours and successfully hired your new employer. Now is the time and here is the place to maximize the impact of your self-discovery process! Make all those elements you've identified work in your favor.

Start by understanding what your boss's priorities are and what the expectations are for your new position. But before you rush to meet these priorities and expectations, be sure that you also understand the organization's culture, style, and its way of doing things.

Learning from the Past, Building the Future

You can increase your value to your new employer and your chances of long-term success by answering the following questions:

* Do you have skill areas that you can improve upon, as you perform your next job?
* If so, what do you need to learn in order to work more successfully?
* If you were previously laid off or downsized, what can you do differently to make yourself more valuable in THIS job? (Acquire new skills? Develop a better attitude? Take more initiative?)
* How will you follow the trends in the job market in your field?
* Do you know where you want to be in one year, three years, and five years?
* What can you start doing now to help you ultimately reach these goals?

The First 90 Days

Some experts believe you have only 90 days in a new job to make your impact and create the permanent impression that people in the organization will have of you and your leadership capabilities. You'll either "cut it" or not in terms of garnering respect, visibility, and credibility in your new position. The precedents you establish in the first 90 days will last for your entire tenure at that organization. So this "thumbprint" period is critically important.

Here are 6 priorities that you should focus on during your first 90 days:

1. Establish positive relationships with your new colleagues and develop good communication habits to maintain those relationships. Be honest, open, friendly, reliable and clear.

2. Develop a reputation for producing tangible results and for keeping commitments. Immediately start a "success file" and track your accomplishments, contributions, and the positive feedback you get from others.

3. Communicate plans, progress, and results to your superiors and to your team. Become known for developing clear goals and completing projects on time and on budget.

4. Begin building your in-house contact network. Cultivate connections with everyone including the employees above and below your level at the company. Get to know people's names. Reach out to the mail guy, the security guard, the IT guru, your manager's Executive Assistant ... everyone! You want solid contacts in a 360-degree arc around you.

5. Review and fine-tune your job description with your manager. Make sure to also sit down during those first 90 days and create an Individual Development Plan for yourself and your role, which includes your short-, mid-, and long-term objectives. This will ensure that the job you landed becomes the job you love because you created it for yourself!

6. Maintain a healthy balance between your work life and your private life. Make sure that you don't "go overboard" with your enthusiasm for your new job. Family time, hobbies and "recharging your batteries" are all part of your continuing effectiveness and success.


Landing your new job offers you an incredible opportunity that extends far beyond the position itself. You now have the chance to create an entirely new professional experience for yourself. You can assimilate into the new job with your eyes wide open; fully-conscious of the situation around you and totally capable of handling yourself like a winner.

The focus of your attention should transcend the day-to-day work tasks, as you navigate effectively through the new companys politics and culture. This is the approach that is so essential not just to maximize your chances of success within the first 90 days, but also for successful, long-term career management!

Copyright 2010, Ford R. Myers. All Rights Reserved.

Permission to Reprint: This article may be reprinted, provided it appears in its entirety with the following attribution: Reprinted by permission of Ford R. Myers, a nationally-known Career Expert and author of Get The Job You Want, Even When No Ones Hiring. For information about career services and products, visit and

Author's Bio: 

Ford R. Myers is President of Career Potential, LLC. Since 1992, he has been providing professional services in career consulting and executive coaching. His firm helps executives and professionals to take charge of their careers, create the work they love, and earn what they deserve! Career Potential also offers a leading training and certification opportunity called Ultimate Career Consultants (

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Monday, September 10, 2018

Aspiring Not To Lead-The Glory and the Guts

As a boy I was in Boy Scouts. And since then Ive spent a good part of my life in the program once in a professional capacity then later when my son joined our local pack, then troop. I still volunteer today. Like me, Ill bet that you know a number of Eagle Scouts. Even if you dont think so, Im sure you do. Theyre all over, and I think Ive met more in fundraising than in the average profession. Eagle Scouts worked hard to get to the pinnacle of the Boy Scouting program. They did the badges, the leadership and a major project and were recognized for a great achievement. Excellent work, and if you know one, shake his hand.

Hasil gambar untuk not to lead

But what about all those other kids in Scouting? After all, only three percent of all Boy Scouts make Eagle, that leaves 97 percent of all the other boys in Scouting not having achieved the highest rank. (The Girl Scout Gold Award is just as rigorous with only five percent achieving the rank.) So would you go to one of these boys, now men, and say ha-ha you didnt make it! No, not only would that be rude, but it simply would not be true. These guys got what they wanted from Scouting they climbed mountains and swam for miles, worked on projects that helped their community and had a whole lot of fun, but it just didnt include the Eagle (or Gold) rank.

So it is in development careers. Are you going to be a chief development officer? Maybe, maybe not. Is that the peak of the professionals experience? For some, clearly yes. For others, clearly and thankfully, no. Should someone come up to you and say ha-ha you didnt make it? No way. They are much more valuable doing what they do best raising money.

So, what are the advantages to aspiring NOT to lead?

The first and biggest is focus. If you are growing in your work, then continuing to grow in a specialty can be great for your career. Think of Bill Murray in Groundhog Day. When he started repeating days over and over again it was dull and terrible. When he committed himself to change and growth, the experience gave him new life.

Increased donor contact. Turning down the CDO job may keep you in the very place that brought you into fundraising increased donor contact. Theres an interesting paradox in fundraising: the top people get the biggest prospects, but due to the duties that come with being the head of the office, have the least time to work with them!
Pick your poison what kind of stress? Yes, stress comes in many forms. You need to ask yourself do you handle the stress of seeing people and making goals better or worse than the stress of managing people and entire programs.

Whats the down side of turning down the top job?

Lower pay. This is the biggest trade off, and why so many top fundraisers get caught in leadership jobs that ultimately dont like or cant handle. If you move up to leadership, there is typically better pay. Why is that? Traditionally in our society, higher pay comes with responsibility (read: supervisory and management responsibilities). We try to justify this in fundraising by coupling the top jobs with the best prospects (see the paradox, above). Yet if we allowed a high income producer to stay where he or she is producing income, were better off than distracting that person with management work. The for-profit world solves this through commissions. The best producers get paid commissions on their sales, so they may actually make more than their managers. But thats okay because the whole business grows. Clearly this is a problem in fundraising (and NO, I am NOT making a case for commissions in fundraising.)

Less prestige. Fortune and fame were linked long before charitable gifts came along, and so the reality is that for many people, if you arent reaching for the top job, somethings wrong with you or rumors will fly that you must have made a mistake somewhere in your career. Its hard not to be guilty of this faulty assumption sometime in your life I know that in younger, nave days I made this mistake more than once.

The answer, as I see it, is to raise the bar of prestige and yes, pay, for people who are wiling to become top experts in their chosen slice of the fundraising pie. Our colleagues in planned giving are well on their way in this, and my sense is that the research community is too. But what is essential to this in all of fundraising is a change in our management style and organizational culture. The persons I see who have been most hurt by our current views are our annual fund colleagues, especially those in higher education.

As a profession, is fundraising ready for this? Intellectually, yes. We can all see the advantages, and many nonprofits pride themselves in egalitarianism and adopting social norms before the rest of the world. But nonprofit or not, this is money were talking about here to raise and to make. Until we have internalized this as an operating method, a lot of excellent fundraisers will be bumped up to mediocrity to the eventual disappointment of their organization and for the long term detriment of their career. Dont let it be you.

Author's Bio: 

Matt Hugg developed The Campaign for You career management system to use his 20 years in charitable organizations to help non-profit leaders, and those who aspire to be non-profit leaders, find the jobs they want at the organizations they love. He can be contacted at or 610-831-5544.