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#CareerAdvice : #Networking -5 Types of Connections you Need in your #LinkedInNetwork .

June 26, 2019/in First Sun Blog/by First Sun Team

Having a robust professional network can be a game changer when thinking about your career journey. The people in your network can help make future connections, refer you for a job, provide advice, and so much more. But building a thoughtful–and more importantly, actionable–professional network, can seem daunting. Who should you connect with and why?

Based on our research, the number of connections to kick-start the value of LinkedIn’s network is 30. Once you hit this many connections, you should start to see a more relevant news feed and engagement on your posts and new opportunities start to open up. However, this only works if you connect with people you know, as this ensures the notifications and information coming through are relevant to you.

With that in mind, here are the five types of people we recommend you connect with and nurture a relationship with on LinkedIn.

FRIENDS AND FAMILY MEMBERS

This might seem like overkill to some folks, but it’s important to consider your family members and friends as part of your professional network. Yes, you can probably pick up the phone and give your relatives a call for some professional assistance or call your friend who works at your dream company to help you get your foot in the door.

But, by actually adding your friends and family members to your LinkedIn network you will get insight into their unique professional network that you might not have known about otherwise. Maybe your father-in-law actually knows the hiring manager at that dream company, and he might be the best person to engage with to get your foot in the door. Or, your good friend has an old classmate who is on the career journey you’re aspiring to be on and is happy to connect you two for a coffee meeting. That’s the power of a robust professional network.

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CLASSMATES OR SCHOOL ALUMNI

Whether you’re currently a student or have recently graduated, connecting with your classmates (present or former) is another great way to build your professional network. Find people you worked with on a group project or studied with for that big final exam you aced. Your classmates are also looking ahead at their career paths, so it’s a good chance to help each other find new opportunities.

CURRENT AND PAST COLLEAGUES

The people we work with are more than just teammates–they help us make it through the day and can also help us get ahead in our careers. We spend the bulk of our day with these folks. In fact, 95% of working professionals think it’s a good idea to have friends at work, and 63% say they have relationships with their coworkers outside the office, according to LinkedIn’s data.

We all spend a lot of time each week interacting with our teams at work. But you can strengthen relationships by liking, commenting on, or even resharing what your teammates are sharing online.

Another benefit of connecting and engaging with your current colleagues on LinkedIn? If someone on your team is leaving the company (or if you are leaving), it will be easier to stay connected for the long-term. With messaging on LinkedIn, it doesn’t matter if contact information changes from job to job, you can always stay connected—which is why it’s also important to connect with your past colleagues. Whether you’ve only had that one summer internship, or you’ve held numerous roles in your career, we recommend connecting with your old colleagues on LinkedIn and staying in touch.

Previous colleagues can serve as a great reference for future job opportunities or can help talk through job challenges with an outside perspective you can trust. This is how you can turn a handful of meaningful relationships at one company into a powerful network of connections all across your industry.

SOCIAL ACQUAINTANCES

It’s important to have a diverse professional network, including people from different backgrounds and working in different industries and roles as you. This might seem like a difficult task since most of the people you interact with might be at your current job or past job (so same industry), but it’s time to think outside of the workplace.

So, you are part of an evening soccer league, a volunteer team, or a local church group? Put these social connections to work in your professional career. The people you meet through these types of organizations are a great addition to your network, since they likely add new perspectives and diversity to your current network.

SOMEONE YOU CAN HELP IN THEIR CAREER

Your professional network shouldn’t just be about adding people who can help you with your career. It’s about both getting and giving help. Make sure you consider accepting invitations or reaching out to people who are looking for career advice you can provide or to open the door for those who might be looking for a new gig.

These should still be people you actually know, such as a former coworker who is earlier in their career journey and might need advice, someone you met at a conference or networking event who is looking to build their career, or even someone you’ve interacted with via Linkedin Groups or InMail. Pay it forward, and pass along the professional goodness you’ve received in your career to date.

These are just a few of the types of connections you should be making on LinkedIn, but this is a great place to start as you build and nurture your professional network. As your career changes direction and evolves, your network is there to help you. The stronger your network, the further everyone goes.

FastCompany.com | June 26, 2019 | BY LIZ LI 4 MINUTE READ

#CareerAdvice : Risk Smart: Taking #YourCareer to the Next Level. “You Miss 100% of the Shots you Don’t Take.” – Wayne Gretzky

June 25, 2019/in First Sun Blog/by First Sun Team

The choices we make throughout our careers take us all on quite a journey. When you first enter the workforce, it is a time of excitement and anticipation for what lies ahead. Over time, life takes us on a winding road of twists and turns in which our personal lives can intertwine with our professional lives.

While some life experiences can catapult us into unknown realms, it is important that we be open to embracing new career opportunities, and, when the moment is right, consider taking risks and pursue some new challenges.

Over the course of my career, I came to appreciate the importance of taking risks. In one of my first jobs in consulting, I worked diligently and waited to be presented with new opportunities to continue building a promising future career. As time went on, I learned the importance of being proactive in one’s career advancement. Don’t wait for your career to come to you—you need to take ownership of your own growth.

Here are three ways to feel more empowered and prepared to take smart risks:

“You miss 100% of the shots you don’t take.” – Wayne Gretzky

Risk and reward go together. Some of my greatest career achievements came about by taking educated risks, such as taking on new—and, at times, daunting—responsibilities. Once when asked to create a digital business within an organization, I approached the assignment with apprehension because I was concerned about the risk of failing in front of leaders who trusted me. To build my confidence, I reminded myself that growth comes from seeking out and taking on new challenges. By changing my mindset about the task, I was able to visualize that taking a risk into the unknown realm of “digital business” would enable me to learn a new field, expand my professional skill set, and earn the respect of my peers.

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Before taking a risk at work, ask yourself, “What are the pros and cons?” If you miss out on the promotion or if you don’t get the open position, what does that ultimately mean to your career? Growth comes in trying and persisting. If things don’t go your way, it’s okay to feel disappointed. As Dr. Seuss says in “Oh, the Places You’ll Go!” my son’s favorite book: “I’m sorry to say so, but sadly, it’s true that bang-ups and hang-ups can happen to you. Use it as a learning opportunity. Make a mental note to reference how you will approach this the next time you’re ready to take a risk.

Above all, don’t miss the opportunity to take that chance and see where it takes you.

Think short – and long – term

There are times and places for risks, and the only person who can decide when the time is right to take a risk is you. I once received an offer for a position that I believed lacked long-term security from a company that was a major player in a volatile industry. Despite this uncertainty, I knew it was the right chapter of my life to take a chance—this was an opportunity in the short-term to propel myself toward my career goals, and I was committed to making it work.

When considering a career risk, it’s important to evaluate how it would fit into the current chapter of your life as well as your overall career journey. Is there a clear course leading you from where you are now to where you want to be? Are you willing to sacrifice some stability or salary in pursuit of this objective? Do you have the time to dedicate yourself to a new challenge now or are there other demands that would compete and make success unlikely? Answering these questions will help you become a better decision-maker when faced with opportunities to take chances.

Are you willing to sacrifice some stability or salary in pursuit of this objective? —Walia

Map out alternatives

When taking risks of any nature, it is important to have a sense of the full picture. It’s never fun to consider the downsides of risk, but it’s a necessary step to ensure you land on your feet if things go awry.

One good way to hedge your risks is to leverage your network and build your own personal “board of advisors” to your career. These people in your life can help you to assess risk and can also serve as a safety net in case things don’t work out. I believe in the power of positive thinking but having a Plan B isn’t a bad idea. Undeniably, having an alternate plan in place is critical to bouncing back and continuing your career journey.

Taking that first step into something new and unknown can often be unsettling. Our minds try and come up with all the reasons why not to take that risk. Start by taking the opportunity to talk it through with your trusted advisors and work out alternatives that will help ensure you are set up for success. Invest the time to map out what this could mean for your career now and in the future. And finally, take that shot! It could lead you down the path of a most rewarding career.

Author: Vicki Walia is Chief Talent and Capability Officer at Prudential where she oversees the talent team and a team of experts that connect strategy, identify organizational opportunities, build critical capabilities, and navigate change. Connect with her on LinkedIn.

Glassdoor.com | June 24. 2019

#CareerAdvice : #SalaryIncrease – 5 #Negotiation Mistakes you Didn’t Know You Were Making. A #MustRead for All!

June 25, 2019/in First Sun Blog/by First Sun Team

When I graduated from college and got my first job, my starting salary was $54,000. I was ecstatic. It was more money than I’d ever earned in my life, and as far I was concerned, I was balling. It didn’t once cross my mind to ask for more money or even a signing bonus. I was just happy that I got a job.

Well, as time went by and I got to know my coworkers, I realized that I was the lowest earner in the entire group. We were all hired for the same position, and we all had similar educational backgrounds. Some of them made thousands of dollars more than I did, while others had gotten signing bonuses. Why? Because unlike me, they didn’t accept the first offer they received. Instead, they asked for more. Not only did asking for more get them more money, it also positioned them to earn more when it came time for raises and bonuses since those are given as a percentage of the base salary. Throughout their careers, that’s likely hundreds of thousands of dollars more than I’d make.

Not negotiating my salary was one of the biggest mistakes that I made when I entered the workforce. But as I made progress in my career, I realized that it was equally important to be aware of financial pitfalls when it comes to negotiation. According to my friend Dorianne St. Fleur—a HR expert, career coach, and the founder of yourcareergirl.com—the following are five common negotiation mistakes that a lot of people often make (and don’t realize):

MISTAKE #1: NOT HAVING A COMPENSATION STRATEGY

A compensation strategy is a plan that spells out your long-term salary expectations. You should base this on your skill level and experience, industry standards for people in similar positions, and unique value. You calculate your worth, add tax, and create a plan to get you to that dollar amount.

Ideally, you should have a compensation strategy before you start your first job, but this is something most people don’t know they should do. A lot of us, especially those fresh out of college, don’t take the time to think strategically about how much we get paid. This can end up being a costly mistake. If you don’t already have a compensation strategy, start now. Take out a pen and paper and think about where you are currently, where you actually should be, and where you want to be in the future. Once you’ve done the math, create a plan to get there. That might involve asking for a raise, looking for a new job, or starting a side hustle.

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MISTAKE #2: ASSUMING YOU’LL BE PAID FOR YOUR CONTRIBUTIONS

It sounds so simple, right? Do an excellent job at work and you’ll eventually get paid for it. However, this isn’t always the case. Yes, there are times when doing your job well can mean a few extra coins, but nine times out of ten, managers aren’t sitting around waiting to hand over wads of cash every time you accomplish a new goal. If you want your boss to give you money, you need to be an active participant in your salary progression. That means making sure your boss (and anyone else involved in money decisions) is well aware of what you do at work and how that benefits the company. Whether you have to beef up your annual self-evaluation or schedule a stand-alone meeting to talk about your achievements, you need to make sure you create a platform to show your boss all you’ve accomplished throughout the year.

MISTAKE #3: BEING UNCOMFORTABLE TALKING ABOUT MONEY

Many people have pushed the subject of money to a space that is “off limits.” They don’t discuss things like current salary, future financial goals, and earning potential with even their closest friends. With this kind of mindset, it’s no surprise that the prospect of asking for a raise can cause a lot of anxiety. Although it can be tough, it’s time to move past the uneasiness that comes with talking about money—especially if you want to earn more. The saying “A closed mouth won’t get fed” couldn’t be more accurate in this situation. The most important conversations are usually the most uncomfortable ones, so it’s definitely in your best interest to push past your fear (and do it anyway).

MISTAKE #4: MAKING EMOTIONAL DECISIONS

Emotions like anxiety, anger, nervousness, and fear can sabotage your efforts to get the raise you want. Being so nervous that you accept the first lowball offer, or being so angry that you yell at your boss will ruin any chance of a positive outcome. Your goal should be to remain calm and collected throughout the entire process, leaving the way you feel out of the equation. When it comes to making decisions on salary, you need to focus on your research and the facts.

MISTAKE #5: BEING AFRAID TO WALK AWAY

It is important to note that ultimately, the final decision on whether you do get that raise is out of your control. Instead of getting hung up on this fact, have a contingency plan and exit strategy in case things don’t work the way you would have liked. You know what’s worse than realizing you’re being underpaid? Realizing you’re being underpaid, asking for what you deserve, and then staying put if nothing changes. This fear of change is what holds many people back in forging a new career path for themselves. Don’t do that to yourself.

This article is adapted from Clever Girl Finance: Ditch Debt, Save Money, And Build Real Wealth by Bola Sokunbi. It is reprinted with permission from John Wiley & Sons, Inc.

FastCompany.com | June 25, 2019 | BY BOLA SOKUNBI 4 MINUTE READ

#CareerAdvice : #Networking -This is an Non-Obnoxious Way to Follow Up on a #ColdEmail . A MUst Read for All!

June 24, 2019/in First Sun Blog/by First Sun Team

Just following up.” …. “Did you see my email? [fusion_builder_container hundred_percent=”yes” overflow=”visible”][fusion_builder_row][fusion_builder_column type=”1_1″ background_position=”left top” background_color=”” border_size=”” border_color=”” border_style=”solid” spacing=”yes” background_image=”” background_repeat=”no-repeat” padding=”” margin_top=”0px” margin_bottom=”0px” class=”” id=”” animation_type=”” animation_speed=”0.3″ animation_direction=”left” hide_on_mobile=”no” center_content=”no” min_height=”none”][Insert cute GIF here]” ……. “I just want to make sure you’re not DEAD!”

We’ve all been the recipient of cold-email follow-ups like these. But, if we’re honest (and I grew up in New Jersey, so I try), we’ve also been the sender of these emails.

One of the great parts of living in #2019 is that it’s possible to reach (almost) anyone. Thanks to the wonders of email and DM, even massive celebrities and moguls are just a few well-crafted lines of text away.

However, once you’ve crafted that initial message, the seemingly existential, anxiety-inducing question becomes: How often do you follow up?

The answer, I think, is surprisingly straightforward.

NETWORKING VS. SALES

There is plenty of research on sales emails. There the question is not necessarily etiquette (but you still have to be mindful), but rather effectiveness. According to a report by sales development consultancy Topo, the average number of emails and calls per prospect is 16.

While that can work to close a sale, if you’re simply trying to encourage someone to help you, plastering their inbox with requests is a great way to put them off (and maybe even block you).

For clarity, I am talking about the cold networking email. These are the emails you send to people you want to work with, befriend, be mentored by, and so on. There’s a different set of rules for this type of networking. It starts with how you send the email.

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REMEMBER, YOU ARE NOT OWED A REPLY

Spend enough time on LinkedIn, and you’ll see people posting about how it’s “rude” that people don’t reply to their unrequested missives.

While everyone (including the cold sender) is human and worthy of respect, whenever you contact someone without permission, you are owed nothing.

Imagine this, if you received telemarketing phone calls and voicemails asking you to call them back. Would you have a responsibility to return the call? No.

Not only is this idea of being owed a reply wrong, but it can also give the sender an excuse to make the cold email mediocre.

If you want to get a reply, you have to start by assuming you aren’t owed one. Instead, by crafting a great email, your effort is rewarded with a reply.

FOUR KEYS TO WRITING A GREAT COLD EMAIL (OR LETTER OR FAX IF YOU’RE A LUDDITE/HIPSTER)

First, it should be relatable. Did you go to the same college? Mention it. Love the same favorite classic rock album? Tell them. Both Armenian? Be sure to say. Research shows that people feel an immediate affinity for people who share identities with them.

Second, make a clear ask. Note, that was singular, as in one solo ask. You’re already interrupting someone. Don’t ask them for 17 things. Also, make sure it is clear. Asking someone if you can “pick their brain” is terrible, asking someone to “talk about your career options” is clear and good.

Third, be yourself. Those two words look good on a Successories motivational poster, but they’re also essential to getting a reply. I’ve seen too many otherwise solid emails, thwarted by a bad case of formalitis. That’s the medical term for turning into a robot when emailing like this: “Dear Mr. Gannett, If I can have a moment of your time . . . etc.” Remember, you are emailing a human and humans like to interact with people who bring them joy. Signaling that you take yourself too seriously is a great way to lose someone’s interest.

Fourth: Make it short. Like really short. Like this paragraph short (not really, but you get the point).

Okay, so you now have a well-crafted, thoughtful, and short email. How often do you follow up?

USE THE 3×3 RULE

You’re sitting on your laptop, in some coffee shop that thankfully has Wi-Fi, and you hit send. Your cold email is off into the nether spots of the internet.

But, now you look at the clock. A minute passes. Then 20 minutes. Then an hour.

When should you follow up?

When it comes to a cold email, my advice is to follow the 3×3 rule. This means following up a maximum of three times, with at least three business days apart. I’ve found this to be the ideal balance between persistent and annoying.

Also, I think it’s okay if your follow-ups are short, but try to avoid any clichés. For example, sending a follow-up asking if the recipient “was offended” in hopes of provoking a reply. Or, another classic, “You haven’t responded. Have you been kidnapped?”

Not only are these cheesy, but they’re emotionally manipulative. Your follow-ups should be pleasant and direct, such as “I wanted to bump this to the top of your inbox.” I believe in your third (and last) email that it’s helpful to say something like, “I wanted to try one last time” as it is direct and not manipulative, but otherwise avoid playing games.

The result? You’re pleasantly persistent. You are pushing on the universe and trying to make things happen, but you’re not shaking the universe so hard that Neptune gets mad at you.

I support cold emails. They work and represent the newer, flatter way that we live. I’ve sent cold emails that have led to everything from deep friendships to opportunities that I never could’ve imagined. Now, I’ve also made mistakes and definitely been unpleasantly persistent.

But you don’t have to remake my mistakes. Follow the 3×3 rule, send thoughtful emails, and be rewarded by having doors open—really wide.

FastCompany.com | June 24, 2019

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#CareerAdvice : #InterviewingQuestions : 3 Interview Questions(You Ask) To Uncover A Company’s Work-Life Beliefs And Values. Must Read Before your Next #JobInterview !

June 24, 2019/in First Sun Blog/by First Sun Team

Like most buzzwords, “work-life balance” rose to massive popularity only to rapidly become defunct and outdated. If you Google “work-life balance” and “dead,” you will find a host of articles making the case of why the idea of balance is a fallacy, why work-life balance is not the largest predictor of job satisfaction or a detailed explanation of the newly favored term “work-life integration” that seeks to merge all the things we value into one seamless life experience.

No matter the words you use to describe it, having a desire to work in a place that will share and support your values isn’t going away. The challenge remains in figuring out how to test and evaluate a company’s often unspoken work-life beliefs during the interview process.

You want to be selected for the job and don’t want to inadvertently signal that you are less than committed to your career, but you also don’t want to end up in a place that is mismatched to the work-life dynamics you need to thrive.

These three interview questions will help you gain insight into the company’s values and how they will ultimately treat you once you are hired.

1. How would you describe the culture?

This is a standard question and one that interviewers are expecting. Some will have canned answers based on talking points HR provided. Others will give you an honest, from the gut response. Pay attention to which one you are receiving as the latter will be more insightful. But either way, ask each interviewer this question to get a well-rounded view of how the culture is perceived at different levels and functions.

Certain buzzwords will tell you a lot. “Work hard, play hard,” notoriously means that they work long, demanding hours, but have frequent, often extravagant, social outings that will further commit you to being around colleagues instead of your other priorities. Depending on your demands outside of work, this can be attractive or a major red flag.

Other phrases to listen for are “family environment” which likely indicates a people-first philosophy that will at times prioritize individual needs over the clearest or easiest business decision.

“The best idea wins” phrase points to a results-oriented and transparent organization that probably values quality output over hours worked.

Excessive use of the word “collaborative” is a yellow flag of a workplace that may be bogged down with management layers and slow decision-making, which creates the need to spend more time in the office selling your ideas and dealing with politics.

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2. What is the best way to communicate with the boss?

If possible, ask this question of your peers or of the boss themselves. Work-life red flags are answers such as, “I’m in meetings most of the day but I catch up on email at night” or “You can usually catch up with her on Sunday evenings,” which show an expectation to work extensively during time you may have allocated to home life or other activities. Pause and consider if this is a problem for you. For some people, it is not, but be honest about what working dynamics would best fit your life.

Other yellow flags are answers about an open-door policy or “We grab each other in the hallway” as these may reflect an in-office culture that could limit your flexibility.

Remote and flexible working has forced many executives to be deliberate about how and when to communicate with team members. If the interviewer has already set up clear 1:1 time slots or communication meetings with their team, it is likely a sign that flexible working necessitated this and is their workplace norm.

3. What is the next step in the hiring process?

You can learn a lot about a company’s values simply from observing your hiring process. Companies that prioritize an employee’s overall life will be thoughtful about your candidate experience.

Was your interview schedule an exhausting all-day ordeal without food or breaks? This is a warning that employee experience may not be a top priority.

How many people are making the hiring decision and how long does it take? This will provide insight into how their business decisions get made, which is especially important if your role will be spearheading new initiatives or trying to bring about organizational change. Consider if they might be prone to acting rashly or moving too slow.

Finally, make sure you understand when and how they will get back to you. Pay attention not just to the timing they give but the manner in which they communicate with you as a candidate. Are they being thoughtful about the time you have already invested and how hard it is to wait for a decision? Do they care about how you might be feeling? Or are they using their power to make the process as easy and noncommittal for them as possible? These small actions can point to larger disconnects between their values and the kind of company you want to work for.

Ask each of these questions and pay attention to the answers. Turn down the instinct to assume the grass will be greener in a new job. If you want to build a career that is aligned with your values, you have to be willing to walk away from companies that aren’t a fit.

Kourtney Whitehead is a career expert and author of Working Whole. You can learn more about her work at Simply Service.

Author: Kourtney Whitehead

Contributor

Forbes.com | June 18, 2019

#CareerAdvice :#CareerAdvancement -Four Things To Do This Summer To Advance #YourCareer .

June 23, 2019/in First Sun Blog/by First Sun Team

Summer is the perfect time to focus some attention on your career success. Why? Because work inevitably slows down a little then; people take vacation and leave early on Fridays. In most industries, it’s a time for relieving some of the pressure.

You too need to use your vacation time to recharge and get some perspective, so don’t miss the beach and backyard barbecues. But while you’re at it, make time for some career-focused action that will give your personal brand a boost when the workplace is back to its bustling buzz in the fall.

Here are four things that will help you and your brand blast into September.

1. Prepare For Your Annual Review

For most companies, the (often dreaded) annual review process happens some time in the last four months of the calendar year. Don’t wait for the email from your boss scheduling your review meeting. Prepare now so you can ace it. Here’s how:

Do an inventory of your wins to date. Think back over the first half of the year and document your biggest contributions. Focus on the ones that are really important to your manager and help you showcase the value you deliver to the team and company. Document them using this formula: C-A-R.
C is for challenge. Describe the challenge you sought the resolve.
A is for action. Describe what you did to solve the problem or meet/exceed the need.
R is for result. Record the specific, measurable results of your action. How can you measure the value of your contribution? If you can quantify it, all the better.
Get input and feedback from others to help you make your case. Collect your fan mail and accolades, especially from senior leaders or people respected in your field.
Think about what you would like for the coming year. More responsibility? A leadership role? An international assignment? Put together the pitch that will convince your boss to help you make it happen.
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2. Mentor, Lead And Support The Intern
If you want to demonstrate that you’re leadership material, take on the role (official or not) of managing the summer intern(s). You’ll feel great about helping a junior-level colleague build skills that will be helpful to their career success. In many companies, the intern is not given a lot of direction, support, feedback or mentoring. That creates an opportunity for you to become known as someone who leads the way.
3. Put Your Q4 Social Media Calendar Together
You know how you always say, “I wish I could be more regular with my social media. If only I had more time.” Well, with the summer here, you have a little more time. But instead of just upping your social media contributions in the summer, prepare a plan for the fall that will ensure that you’ll be visible, valuable and available to the people you seek to influence. Then:
- Identify the most important social media platform for increasing your visibility with stakeholders.
- Determine what you’d like to say. What’s your message and point of view and how can you best express it?
- Create evergreen content for the platform you selected. If you chose LinkedIn, for example, write articles for your LinkedIn Blog. Commit to writing four so you can publish one each month—September through December. They need not be long, just make sure they deliver value to the community you seek to influence.
4. Update Your Digital Brand
Egosurf. That’s what it’s called when you google yourself. Then check out what shows up on page 1. Ask yourself what people would think about you if they hadn’t met you and were just forming a first impression of you from your Google results. Then determine what changes you’d like to make to align that first impression with your real-world personal brand.
Pay close attention to your LinkedIn profile. It will likely show up toward the top of your page-one results. If your headshot is out-of-date, update it. If your About section is missing some of your latest wins, edit it. Make sure that your LinkedIn profile conveys your authentic credibility and likability, and make sure the answer to this questions is yes: Would someone want to get to know me after reading my LinkedIn profile?
How’s that for a list of Summer Camp activities? When you complete it, you’ll feel accomplished, and you and your personal brand will be prepared to make the final quarter fruitful.
Author: William Arruda is the cofounder of CareerBlast and creator of the complete LinkedIn quiz that helps you evaluate your LinkedIn profile and networking strategy.
I’m a personal branding pioneer, motivational speaker, founder of Reach Personal Branding and cofounder of CareerBlast.TV. I’m also the bestselling author of the definit…

Forbes.com | July 18, 2019

#Leadership : #MangingPeople – Why Companies Should Stop Trying So Hard to Make their Employees Happy. A Must REad for Every #Manger !

June 22, 2019/in First Sun Blog/by First Sun Team

Companies often promise their employees happiness to attract and retain the brightest talent—but in reality, if you want happy employees, you need to hire happy people.

The thing is, happiness isn’t a one-size-fits-all solution and is extremelydifficult to deliver. Offering perks like free yoga in the office, catered lunches, or gym reimbursements could theoretically make some employees happy. However, it may not mean anything at all to those who value flexible work programs or better learning opportunities.

Guaranteeing your employees happiness will result in an ongoing uphill battle. There will always be individuals in the organization who are unhappy, no matter what the company provides in terms of perks and benefits. To create a great workplace environment, you need to make a simple paradigm shift. Stop trying so hard to make your employees happy, and focus on their satisfaction instead. Here are three ways that you can do that:

1. GIVE YOUR EMPLOYEES OPPORTUNITIES TO GROW AND DEVELOP

Employees won’t be engaged unless they’re doing meaningful, challenging work. That goes beyond leveraging their skills and knowledge in the current role.

You might argue that just like happiness, “meaning” is a subjective thing that differs from employee to employee, and you would be right. However, there is a way for you to cultivate this kind of environment. As Stephanie Vozza previously wrote for Fast Company, you can remind your team why their work matters in the context of bigger organizational goals. As Bill Donoghue, CEO of the training provider solutions Skillsoft, told Vozza, “Every individual needs to feel a sense of ‘I matter,’ that showing up every day makes a difference.”

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2. CREATE A CULTURE OF CONSISTENT FEEDBACK

Of course, you can’t help an employee grow without understanding their goals, as well as their strengths and weaknesses. That’s why you need to ensure that there is a culture of continuous feedback.

Don’t create the expectation and practice that feedback only happens within the confines of an annual review. This kind of structure makes it drastically less effective and creates more anxiety than improvement. According to a 2016 survey by data firm Clutch, 68% of employees who receive accurate and consistent feedback feel fulfilled in their jobs.

Creating this kind of culture goes beyond instructing your managers to do so. You need to establish transparent processes and guidelines, and train managers so that they’re aligned and consistent in how they approach the employee experience.

Feedback shouldn’t be a one-way street either. Employees need to be able to provide feedback up, down, and across the company, and they need to have the opportunity to share their ideas for improvement with the company. Employees that feel their voices are heard are nearly five times more likely to feel empowered to perform their best work, according to a 2018 Gallup survey. When companies encourage employees to take an active role in their own growth and development—as well as contribute to the development of their manager, peers, and company culture via feedback, they will naturally feel more invested and engaged.

3. FOSTER A SENSE OF COMMUNITY AND BELONGING

The third pillar of employee engagement centers on creating a strong sense of community, belonging, and support within the workplace. Companies should make it easy for employees to connect with those who have similar interests or experiences—like creating affinity groups for women in tech or new parents. While the company can’t possibly form and manage all of the employee interest groups that people want, you can provide a platform for employees to do so organically.

Many companies spend time and effort trying to bring happiness in the workplace—but they’re putting their focus on the wrong thing. Companies should strive to maximize employee satisfaction. When you create an environment where employees feel engaged, you’ll probably find that happiness comes naturally.

Author: Deena Fox is the CEO and Founder of Brightfox.

FastCompany.com | July 21, 2019

#CareerAdvice : #ResumeMistakes -4 #Resume ‘Tricks’ that are Actually Traps. Great One(1) Min Read!

June 21, 2019/in First Sun Blog/by First Sun Team

There is a lot of content out there that will claim to solve your résumé woes. The truth is, there is no quick fix for a résumé in need, and you should steer clear of anyone who claims otherwise. With an average of 250 applications received per open role, hiring managers have seen countless résumés and have a keen eye for the sneaky secrets applicants may use to try to slide through.

If you’re thinking of trying one of these résumé tricks, you may want to think again.

VISUAL DISTRACTIONS

While a strong template can definitely grab attention and help you stand out, be very discerning when it comes to visual elements that “pop.” This goes for loud colors, graphics, and charts. Unless you are in a field like graphic design, subtlety will be the name of the game. And remember, elaborate formatting can often render your résumé unreadable by applicant tracking systems.

It should also be noted that including a headshot on your résumé is a practice of the past. Doing so can open the door to many types of discrimination, and employers may reject your CV immediately just to prevent potential accusations.

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KEYWORD OVERLOAD

Adding a keyword section to highlight your specific skill set is a great way to ensure that your résumé will make it past an ATS; it can also make sure that a hiring manager can easily locate the required skills for the role on your CV. A bad idea, however, is adding a keyword section so expansive that it attempts to veil a thin work history. Hiring managers can see through this easily. After all, it doesn’t matter how many keywords and proficiencies you include in your résumé if you don’t have the accomplishments (with evidence) to back them up.

LENGTH

This failed résumé trick is especially relevant for mid- and senior-level professionals. If your strategy is to wow hiring managers with your full career history, you may want to rethink your approach. One of the most common résumé mistakes job seekers make is believing that length denotes ability. However, while you may have over 20 years of experience, a hiring manager is not going to be interested in the day-to-day responsibilities of your entry-level role.

The appropriate length of your résumé is dependent on where you are in your career, but the standard is two pages. Overall, being brief and selective about the experience you include will ensure readability and demonstrate that you know what accomplishments are most important for the role you’re applying to.

PERSONAL INFORMATION

Any personal information aside from your contact information (read: email, phone number, LinkedIn URL, and city and state of residence) has no place on a modern résumé. Details about interests and hobbies, family life, or colorful jokes will not entertain or delight a hiring manager, nor will these elements provide a better understanding of your personality in a way that is valuable to the hiring process. Venturing into the area of creative writing can be risky and, if at all, should be contained to a cover letter.

This article originally appeared on Glassdoor and is reprinted with permission.

#Leadership : #Work -Here’s How you Should Prep Before Leaving for Summer Vacation. Great Two(2) Min Read!

June 20, 2019/in First Sun Blog/by First Sun Team

Many Americans won’t get to take vacations this summer, and some don’t get or use vacation days at all. If you’re lucky enough to both have and take a vacation during the warmer months (or really any time at all), there are some things you should do to prepare.

Prepping for a vacation at work makes it easier to actually enjoy your time off. If you do the right things ahead of leaving, you can make sure you have a mostly, if not entirely, work-free break.

1. TIE UP LOOSE ENDS

Just because you’re not going to be there doesn’t mean that work stops. If the work you do involves or impacts others, it’s important to make sure any people involved have whatever they need to move forward.

To make that happen, meet with anyone you work with a few weeks ahead of your trip. Ask what they might need from you to not hit a dead end on any joint projects and complete that work.

Be considerate of others. Make sure that your absence does not impact them, or that everyone at least understands the impact before it happens.

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2. TELL EVERYONE

It sounds silly, but it’s important to let your coworkers, clients, and bosses know that you will be off. This becomes even more important if you’re going away and won’t be easy to reach.

Ideally, send an email telling people when you will be back and who to contact in case of an emergency. You will also want to set your email auto-reply with that information and mark yourself absent on any communication tools you use.

3. PREPARE YOURSELF

It’s not easy for some people to fully disconnect. If you’re one of those people, do whatever you can in advance to make yourself comfortable being away from work.

That may mean closing out certain projects or meeting with people to make doubly sure you’ve covered every base. Do as much as you can to be ahead of the game so you can avoid people needing you for anything during your time off.

It’s also a good idea to talk with your boss about where people can be directed in your absence. That may mean having a colleague as a point person, or directing people to different coworkers for different issues.

MAKE IT A REAL VACATION

Your office probably won’t fall apart just because you’re not there for a week, and vacations are important—everyone needs to spend time relaxing and recharging. If you spend your whole vacation on your laptop or with your phone in your hand, you’re not really taking a break.

Allow yourself to relax. Accept that you deserve the time off—you’ve earned it—and try to put work away for whatever period you’re off.

It’s fine to take a quick look at email and even answer important ones, but try to keep that to a minimum. You want to come back to work having truly taken time off. For that to happen, you actually need to put work aside and make having a good time (or just relaxing) your number-one priority.

This article originally appeared in The Motley Fool and is reprinted with permission.

FastCompany.com | June 20, 2019 | BY DANIEL B. KLINE—THE MOTLEY FOOL

#CareerAdvice : #JobInterview -How to Survive (and Succeed In) An #Interview with a #CEO .

June 20, 2019/in First Sun Blog/by First Sun Team

CEOs are just regular people. Regular people who run billion dollar companiesand accomplish amazing things, that is.

Considering the polish and professionalism of your average CEO, we think it’s perfectly natural that most of us will feel a glimmer of something like nervousness or fear when we find ourselves in a position to interact with someone at this level, whether we’re being introduced for the first time, passing in the elevator, or giving a presentation.

Do you find yourself with a light case of the jitters when you think about interacting with your CEO? In honor of our Top CEOs award, read on for tips on holding your own in a handful of common office scenarios, like…

…Interviewing With a CEO

You don’t need to read through the Glassdoor Interview Questions & Answers to know that a standard interview with a recruiter or hiring manager can be intense. But interviewing with the CEO adds a whole other level of intimidation: you’re speaking with the most experienced, invested, and authoritative person in the company, and her opinion of you can have a strong influence on whether or not you get the job. So, how can you keep your cool?

First and most obvious, respect the CEO’s time by preparing for your interview. Your answers should come from an informed and authentic place, not a memorized and rehearsed one. And remember, you’re there to interview her just as much as she’s there to interview you. Ask as candid and analytical questions as you can and CEOs and founders like Eventbrite’s Julia Hartz will appreciate your moxie.

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…Presenting to a CEO

One of the biggest stereotypes attached to CEOs and higher ups is that they’re busy – they’re often the ones showing up late to your meeting or staring at their phone as you talk through an important topic. Which brings us to your first task for holding your own when presenting to a CEO during a meeting: not taking his behavior personally. It doesn’t feel good, but sometimes what’s happening before your meeting is genuinely a higher priority than the meeting itself – and the same goes for the email, text, or call that comes in right when you flash to the most important PowerPoint slide you’ve got.

Speaking of PowerPoint slides, we know they’re unavoidable sometimes. But if you really want to impress your CEO (and follow in the footsteps of Jeff Bezos, who banned PowerPoints in executive meetings), you’ll skip the slides in favor of an in-depth conversation that digs into the story of the topic at hand. Providing your CEO with the narrative context he needs to make a decision is the most effective use of his time.

…Having a Casual Conversation With a CEO

You’ve heard the standard advice about talking to Important People: Be yourself. Don’t talk politics. Know when to exit the conversation. But if you really want to impress a CEO – or just walk away from the conversation without feeling like your foot is in your mouth – we recommend heading into work with a few go-to conversation starters in your pocket, like the following:

Ask about a recent business trip
Compliment a recent initiative, keynote, or product release
Ask for recommendations for work-appropriate things like where to take a client for lunch or what local attractions you should recommend to a prospective employee visiting the city for the weekend
Compliment a piece of clothing or accessory he’s wearing and explain why you like it (but only if you can be genuine!)
Inquire about her past or future weekend plans (depending on which end of the week is closer)

As with most interactions, how you say something is just as important as what you say. With just a little preparation, you can be prepared for a warm, casual conversation with your CEO.

…Recovering From an Embarrassing Incident in Front of a CEO

Are you worried you’re so nervous around your CEO that you might accidentally hug him or sputter a mouthful of jibberish when he asks you what you’re working on? These extraordinary but true examples show us that no one is immune to awkwardness around the highest employee on the totem pole. But you can recover from almost any awkward moment if you practice a fool-proof social situation process.

First, prepare to respond with good-natured humor. Try to shift to a perspective that everything that happens in the workplace is well-intentioned until proven otherwise and respond accordingly: a brief smile, a quick apology, and an invitation to laugh it off.

And most importantly, remember that while this moment might define your day, it’s just one of hundreds in the day of a CEO. It’s not at all that you’re not important – it’s that your few seconds of perceived embarrassment will be balanced out with hundreds of other interactions with other people. Barring any extreme circumstances, the rest of the CEO’s day will dilute your embarrassing moment enough that it’s not going to haunt you.

GlassDoor.com | June 19, 2019 | Posted by Sarah Greesonbach