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#CareerAdvice : #ProductivePeople – 10 Ways To Set Healthy Boundaries At #Work . Great Read & Share!

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

Do you ever feel like your work schedule is unmanageable? Does your boss ask you to fly across the country on a moment’s notice? Do you say “yes” to every new project that comes along? If this sounds like you, you’re probably feeling overwhelmed and out of control. Studies show that job stress is by far the major source of anxiety for American adults and that it has escalated progressively over the past few decades. A big reason for this is that technology allows us to lead 24/7 work lives with virtually no boundaries. According to author and motivational speaker Tony Gaskins, “You teach people how to treat you by what you allow, what you stop and what you reinforce.”

Here are ten ways to set healthy boundaries at the office so you can work smarter, gain respect and increase your productivity.

1. Seek help

Setting boundaries at work may be as simple as seeking advice from your manager. New York Times bestselling author Ken Blanchard suggests this process:

Begin with you and your boss each creating a separate list of the things you believe you are being held accountable for in your job. This exercise is eye-opening because there are almost always significant discrepancies between the two lists.
Next, prioritize the items you think you should be focusing on.
Lastly, negotiate agreed-upon priorities.

2. Conduct an audit

Beyond simply approaching your boss, conducting a boundary audit can go a long way in providing clarity around where you need to set limits. Start by becoming more aware of those people and situations that cause you stress and anxiety. Write them down. If you notice yourself feeling angry, resentful or guilty, that’s a sure sign that you may need to reset a boundary or communicate it more clearly.

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3. Set limits

Once you have an idea of the areas where you need to focus, start setting limits. One example could be not checking work email in the evenings between 6-9 p.m. so you can focus on family time. Another may be to let your manager know that you need advance notice of work-related travel so that you can plan your family vacation.

4. Communicate clearly

Once you set limits, you need to communicate them to your team clearly and confidently. For instance, if you don’t want your team members to contact you at all hours, tell them exactly when you will be available for work conversations. If you don’t wish to be contacted on vacation unless it is an emergency, make sure to clearly outline what constitutes an urgent matter. When a boundary gets violated, address it immediately. It’s better to reinforce your limits in the moment than to wait. I bought Cialis some years ago to check if it will be any better than Viagra that I took at that time. One pill was enough to understand that this drug is right for me. It works for almost 36 hours, and I may not worry about forgetting to take a pill before sex. This is the best drug ever. I say you should try it.

5. Delegate more

Being a good leader means delegating. If you are expected to do the work of 50 people and feel overwhelmed with projects, chances are you’re not doing a good job of delegating work. Fortunately, this is a skill that can be developed. Learn to let go, trust your team and play to their strengths.

6. Take time to respond

One trick that may keep you from saying “yes” to that next project is the art of pausing. For example, the next time your boss asks you to take a last-minute business trip, hit the pause button before responding. This technique will give you a chance to check-in with yourself to determine whether you have a conflict. If needed, buy yourself time and say, “that might work, let me just check my schedule and get back to you.”

7. Practice saying no

Peter Bregman, author of 18 Minutes: Find Your Focus, Master Distraction, and Get the Right Things Done suggests choosing some easy, low-risk situations in which to practice saying no. Say no when your waitress offers you dessert. Say no to the street vendor offering to sell you something. Go into a room by yourself, shut the door and say no out loud ten times. It sounds crazy, but it helps to build your “no” muscle.

8. Develop a system

David Allen, a productivity expert and author of Getting Things Done: The Art of Stress-Free Productivity, suggests sorting through your to-do list and addressing each task in one of four ways:

Do it
Defer it
Delegate it
Drop it

The important thing is to tackle each issue only once and move on to the next.

9. Create structure

If you find yourself sucked into long, drawn-out meetings with your boss, create structure. One way to do this is to establish an agenda. An agenda puts you in control and positions you as a leader. You could also create structure by setting a meeting where one didn’t exist. A short weekly check-in might be more efficient than having your boss continually popping by your office unannounced.

10. Prepare for pushback

Once you start establishing healthy boundaries, you can expect others to react negatively. This is a sign that the boundary is necessary and that it’s working effectively. It’s also helpful to visualize your boundaries getting crossed and imagine how you’ll address those situations. That way, when a moment like that arises, you’ll be able to handle it rationally versus emotionally.

Employees who are the happiest and most productive are those who set boundaries. People who set limits gain respect because they show respect for themselves.

Brené Brown attends “Brené Brown: The Call To Courage” at NETFLIX on April 16, 2019 in Los Angeles, California.

GETTY IMAGES FOR NETFLIX

Author and researcher Brené Brown says it best: “Daring to set boundaries is about having the courage to love ourselves, even when we risk disappointing others. We can’t base our own worthiness on others’ approval. Only when we believe, deep down, that we are enough can we say, enough!

Follow me on Twitter or LinkedIn. Check out my website.

Caroline Castrillon

I’m a business and life coach who helps people find fulfillment through career transition and entrepreneurship. As the founder of Corporate Escape Artist, I made the lea…

Forbes.com | July 18, 2019

#Leadership : #ProductivePeople – The 3 Ways that Happy People Deal with Problems . Great Two(2) Min Read!

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

To state the obvious: It’s easier to be happy when things are going well. Positive outcomes are known to lift people’s moods, while negative emotions (like anxiety) generally reflect concerns about negative outcomes.

But, happy people are also good at dealing with problems in ways that help them to maintain their mood, while still dealing with issues effectively. Here are three common things that happy people tend to do to deal with speed bumps in life.

FOCUS ON THE FUTURE

It is important to understand the problem you’re facing, and so happy people certainly analyze the situation. But, they don’t remain focused on the problem for long. That is, they avoid rumination—which is a set of repeated thoughts about something that has gone wrong.

Instead, they look to the future. There are two benefits to this: One is that the future is not determined yet, and so happy people can be optimistic about things to come. The other is that happy people are looking to make the future better than the past, which creates a hopeful outlook—no matter what the present circumstances look like.

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FIND AGENCY

At any given moment, the situation you are in exerts some amount of control over your options. When you’re sitting in traffic, for example, there isn’t much you can do but wait for the cars around you to start moving. The amount of control you have to take action in a situation is your degree of agency.

Happy people seek out their sources of agency when problems arise. They are most interested in what they can do to influence the situation, rather than focusing on all of the options that have been closed off by what has happened. The focus on agency is important, because it provides the basis for creating a plan to solve the problem. And the sooner a problem is addressed, the less time it has to cause stress.

KNOW WHEN TO FOLD

There are always going to be big problems that you can’t solve. Perhaps there is a client who is never satisfied with the work you do. Maybe there is a process you’re trying to implement that never seems to have the desired outcome. You might even have been working on the problem for a long time.

Despite all the discussions about the importance of grit, effective (and happy) problem solvers are good at knowing when to walk away from a problem that can’t be fixed. Each of us has a limited amount of time and energy that we can devote to the work we are doing. Spending time on problems that cannot be solved has an opportunity cost. There are other things you could be doing with your time that might yield better outcomes. It is important to learn when it is time to give up on a problem rather than continuing to try to solve it.

This is particularly true when you have been working on that problem for a long time. There is a tendency for people to pay attention to sunk costs—the time, money, and energy they have already devoted to working on something. But, those resources are gone, and you can’t get them back. If it isn’t likely that additional effort is going to help you solve a problem, then you should walk away, no matter how hard you have worked on it already. Happy people are good at ignoring those sunk costs both when making the decision to walk away from a project and after making the decision to walk away. They don’t spend time regretting the “wasted” resources.

FastCompany.com | July 22, 2019

#CareerAdvice – #JobSearch – 5 Seemingly Insignificant Actions that Will Make You a More Attractive Hire. Great Read!

July 17, 2019/in First Sun Blog/by First Sun Team

According to data from Glassdoor, the average corporate job opening attracts 250 résumés, out of which a maximum of six, or just 2.4 percent of those who applied, are called for an interview. When applying for a job, the odds are simply stacked against you.

There are some simple, seemingly insignificant actions that you can take to improve your job prospects, however. Below are five such actions.

1. Don’t Take Your Cover Letter for Granted: Improve it With the Following Tips Instead.

Your cover letter is your opportunity to make a first impression, and in some cases it can be more important than your résumé. In fact, according to a particular source, most companies first screen resumes with talent management software before a human looks at it; these talent management software often weed out up to 50 percent of applications.

Often, spending a few extra minutes on your cover letter can mean the difference between getting hired or not.

The following tips will help make your cover letter a lot more effective:

Avoid using cliches and unnatural phrases in your cover letter.
Keep your cover letter short and simple; you want your cover letter to be no longer than a page; ideally about four paragraphs.
Use your cover letter to show that you understand the organization’s needs and can play a key role; it should be about the organization and not you. You want to steer clear of using a lot of “I”.
Carefully review and edit your cover letter to avoid mistakes or typographical errors — this is very important since your cover letter is often your first impression; in fact, typos in résumés is the number one reasonemployers automatically dismiss a candidate for consideration, with 61 percent of employers dismissing a candidate just because of this.
Don’t make your cover letter a repeat of your résumé; instead, use it as an opportunity to highlight your top selling points and address possible discrepancies in your résumé(such as an employment gap, for example).

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2. Get Certified

There are many benefits to getting certified: a report by Monster found that getting certified can result in an average pay increase of between 25 to 75 percent. Glassdoor’s interview of recruiters and HR professionals also found that the right certifications can increase a candidate’s odds of getting hired.

If you are yet to be certified, it might be a good idea to get a certification to improve your job prospects and employability.

If you’re a network administrator, you can get the Cisco Certified Network Associate (CCNA), Cisco Certified Network Professional (CCNP), or Cisco Certified Internetwork Expert (CCIE) certification.
If you work in construction or any building-related work, you can get the LEED Accredited Professional certification.
If you work in accounting or finance, you can get a Certified Public Accountant (CPA) or a Chartered Financial Analyst (CFA) certification.
If you work as a graphic designer you can get the Adobe Certified Associate (ACA) certification.
If you work in project management you can get the Project Management Professional (PMP) certification.

Regardless of your industry, there is most certainly a certification you can get to increase perception of your value and improve your employability.

3. Highlight Your Accomplishments in a Very Clear and Specific Manner

While many job seekers tend to obsess over their GPA or degree (or lack of) when working on their résumés, recruiters tend to prefer to read more about your accomplishments in similar roles to get a feel for how much of a difference you can make in the organization.

You want to go beyond just listing accomplishments. Instead, you want to list your accomplishments in a clear and specific way.

Examples:

Saying: “Achieved annual customer growth rate of 30 percent by supervising the marketing team” is much more effective than simply saying “Helped improve growth rate.”
Saying: “Boosted profitability by helping negotiate a reduction in fees with partners and working on an algorithm to help improve customers’ average order value” is a lot more effective than simply saying “increased profitability.”

4. Create a Personal Website or Blog and Highlight It When Necessary

Having a personal website, or blog, might appear insignificant or irrelevant to your getting hired, but it could be one of the single most important actions you can take.

In fact, according to a study, hiring managers are more impressed by a candidate’s personal website than any other personal branding tool — with 56 percent of hiring managers preferring it. Yet, just 7 percent of job seekers have a personal website.

Examples abound of people who have landed their dream jobs thanks to a personal website:

When Meg Dickey-Kurdziolek was laid off, it was having a personal website and portfolio that actually helped her get hired. During interviews, she realized that recruiters were really paying attention to her website and portfolio because they asked questions about projects that were featured in her portfolio during interviews, and that helped her stand out.
A personal website also contributed greatly to Benjamin Felix getting a finance job at PWL Capital. Even though Felix didn’t include his website in his résumé, it was brought up during his interview. Apparently, recruiters at PWL Capital came across Felix’s website when they searched for him on Google, and the fact that he had a personal website helped him standout.
For Mark Scott, who is now VP of corporate communications at eVestment, having a personal website also played a key role in his getting hired at the organization; he was able to direct the recruiter to his personal website during the initial interview to showcase his experience, and that helped him stand out and land the job.

Setting up a website also doesn’t have to be complicated or cost an arm and a leg: WordPress is free, and as indicated by this review, you can have your website hosted and accessible for less than the cost of a cup of coffee. Making your website enhance your employability goes beyond just having a website, though. What matters is that your website does the following:

Showcase your skills and experience: Show potential employers what you can do rather than tell.
Include enough background information to make it easy to make a decision about hiring you; Ideally, you want to make it easy to access relevant information about you all in one place. So your website should link to your social profiles (such as LinkedIn) and other relevant online presence as well.
Highlight relevant social proof in your industry; This includes media features and interviews, awards, and conferences you’ve been invited to.

5. Work on Your Follow Up Game

As I indicated in my last piece, research by Robert Half found that pretty much all hiring managers expect — and encourage — candidates to follow up after sending in an application. This is especially critical when you consider that the odds are stacked against you: the average job opening will get about 250 applications, and many of these applicants won’t follow up after submitting their application.

Following up is the one way to give yourself an edge in the sea of applications your employer is likely to be inundated with. Following up puts you ahead of the pack; while it is unlikely that a recruiter remembers each of 250 candidates that applied for a job, you can be sure that the candidate that followed up a few times will stand out.

Conclusion

As the employment landscape gets more competitive, it is important to work on making yourself more employable; often, all it takes are actions that require just a few minutes of your time. The above are five such actions. While they might appear initially insignificant, they can make a whole lot of difference in your getting hired.

GlassDoor.com | July 15, 2019 | Posted by Jane Eldrich

#Leadership : #CollegeGrad – Senator: Make Colleges Pay For #StudentLoanDefault .Great REad! Welcome your Comments!

July 17, 2019/in First Sun Blog/by First Sun Team

Who pays when a student loan borrower defaults on their student loans?

The answer might surprise you. Here’s what you need to know and how this issue affects you.

Student Loans

According to the latest student loan debt statistics, there are 45 million borrowers who collectively owe more than $1.5 trillion of student loan debt. Approximately 11% of borrowers are in student loan default, which is at least 270 days delinquent on their student loans. By 2023, it’s estimated that as many as 40% of borrowers could default on their student loans.

Here’s why the issue of student loan default for federal student loans impacts you.

All federal student loans are issued by the federal government. The federal government does not underwrite student loans – meaning that everyone who borrows a student loan receives the same interest rate, regardless of their underlying credit profile. The goal is to increase access to higher education for more students.

At the same time, some borrowers naturally have stronger credit profiles than other borrowers. A stronger credit profile typically means a lower probability of student loan default, while a weaker credit profile typically means a higher probability of student loan default. So, while the federal government wants to extend credit so that students can attend college, they also accept the risk that many of these borrowers could default on their student loans.

Some people are able to pay off student loans faster. Others prepay their student loans. However, some end up in default. When you default on your federal student loans, who ultimately bears the cost of those student loans? The answer: the federal government – and ultimately, federal taxpayers like you.

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New Proposal: Make Colleges Pay

If you default on your student loans, what about the college or university you attended? What’s their financial responsibility? The answer: they don’t have any. If you don’t repay your student loans, then the federal government essentially eats the cost. (However, it’s possible the federal government could de-risk by securitizing these loans and selling them to a third party investor).

Sen. Josh Hawley (R-MO) wants to change that. He will introduce legislation that makes colleges and universities financially responsible if you default on your student loans.

“[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”][American students and workers] shouldn’t have to further enrich colleges by taking on a mountain of debt or mortgage their lives in order to get a good-paying job,” Hawley said. “Yet, we have a system that preferences students who want to attend a four-year college over Americans who want to learn a skill. This system protects higher education institutions that have been padding their endowments with taxpayer money while they raise tuition.”

Hawley’s legislation will require colleges and universities to repay 50% of the balance for any defaulted student loans that students borrowed to attend their institution. Hawley’s bill will further prevent colleges and universities from increasing the cost of tuition to help colleges fulfill this financial responsibility in case of default.

“It’s time to break up the higher education monopoly,” Hawley said.

Colleges and universities will push back on any such legislative proposal. Their argument, among others, could go something like this: We provide a solid education to our students and prepare them to have successful careers. We can’t control whether our alumni ultimately repay their student loans. We also can’t be held financially responsible if our students do not earn enough income to repay student loans that they borrowed.

Hawley supporters will point to the nation’s growing student loan debt issue and the potential risk borne by taxpayers. They’ll highlight the financial disconnect among the three “participants”: the student, the federal government and the educational institution. All three are connected, they’ll argue, but only the student (who bears the burden of student loan debt) and the federal government (who bears the burden of student loan default) are the ones who are financially responsible.

Let’s see how this one plays out.

Zack Friedman

Zack Friedman is the author of the highly-anticipated, blockbuster book, The Lemonade Life: How To Fuel Success, Create Happiness, and Conquer Anything. Zack is the foun…

Forbes.com | July 17, 2019

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#CareerAdvice – #JobInterview – How To Answer ‘Are You Overqualified?’ In An #Interview . Great Read!

July 17, 2019/in First Sun Blog/by First Sun Team

When you’re searching for a new role, the real question you must answer is if you are “overqualified” or “fully qualified” for a position. If you are overqualified for a position, what that likely means is that you are applying for a step-down position or a position below your education level or your experience.

As a career coach, I’ve found this is actually fairly common, especially for those who want more of a work-life balance. For example, let’s say that you are a regional sales manager who must put in 70 hours or more a week and travel often. You want more time to spend with family, to get out of management and to get back to an actual sales position where your real passion lies (and avoid working 70 hours a week). This makes perfect sense, right?

Provide transparency about work-life balance.

Where the problem arises is that to an outside hiring manager who is unaware of your desires, they might see this as a step backward for you. If you don’t explain that you are truly looking for more of a work-life balance to the hiring manager, you could be passed over. A hiring manager is likely going to assume that you have been unable to find a position at your current level and are “just settling” for this position. In my experience, they will presume that you will be bored at the position and that you will set off for greener pastures as soon as you find another senior management position.

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The first step to overcoming the problem of being overqualified is to be truthful about your situation and let them know that the job you are currently interviewing for is the job you want and are passionate about. Assure them you are in this for the long haul. Once you do this, you are no longer “overqualified.” You are now “fully qualified” for the position.

Avoid oversimplifying your resume.

You don’t want to oversimplify your credentials or undersell yourself. This is a common interview mistake that often costs one the position. Once you have made it clear that this is the job you really want, you then want to sell your skill sets and show the potential employer what an asset you can be to them with your additional skills and experience.

The next step is to make sure that when you are answering interview questions, you don’t spend the majority of the time talking about yourself. Instead, make sure you are letting the hiring manager know what you can do for them.

Show that you’re there to solve the company’s problems.

The best way to go about this is to try to flesh out the problem the company is currently having (i.e., the reason they are hiring for the position). A company only hires when they have a problem to solve and need someone to help them solve it. So, there is an underlying problem attached to this position.

Don’t be afraid to ask questions of the interviewer and try to determine what the pain points or problems are that the company is experiencing. Once you figure that out, you can speak directly to how you can help them solve the problem. Doing this will put you in the driver’s seat by showing the hiring manager how bringing you on board could fundamentally shift their situation around.

The other point to be made is that a hiring manager might feel that you are going to be an expensive hire due to your experience. While you need to be prepared to take a potential pay cut from the higher-level job, if you can hit on how you can solve the company’s pain points, you will be worth much more to them. This will give you leverage to negotiate when given a job offer.

Put it all together.

Here is an example of how to answer when you are asked in an interview if you are overqualified for the job:

“While it might appear on paper that I am overqualified, I feel that a better term would be that I am fully qualified. I am currently looking for a position where I won’t have to travel as much and can achieve a quality work-life balance. I can solve your company’s current problem of customer retention by implementing new value programs and customer reward systems. This can be done with proven systems at minimal costs and will result in an increase in revenue on a monthly basis. This is an area I not only have experience in but where I thrive, as customer acquisition and retention is a passion of mine.”

Craft your answer with your own experience, and practice this prior to the interview to ensure that you can deliver your answer confidently. Tip: Do not memorize any interview answers because you don’t want to sound like a robot. Just practice the general format, and get comfortable with it. Let your personality shine through in the interview.

Forbes Coaches Council is an invitation-only community for leading business and career coaches. Do I qualify?

Author: Tammy HomegardnerForbes Councils Member

Career Coach, LinkedIn Expert, Author and Founder of The Job Search School. Learn how to find your dream job.

Forbes.com | July 17, 2019

#CareerAdvice – #JobSearch – Use The Summer Hiring Slowdown To Your Advantage — Here’s 6 Hot Ways To Brand Yourself. A #MustREad !

July 15, 2019/in First Sun Blog/by First Sun Team

It’s summertime and recruiting starts slowing down. The sun is shining, the sky is blue, the weather’s warm and we’re collectively focused on things outside of work. Taking long weekends, trips to the beach, relaxing vacations and sitting by the pool are the preferred activities. Putting on a heavy suit and going on hot, steamy and crowded trains to an interview is not a top priority. Even if you want to interview, the odds are high that the hiring manager and human resources professionals are out of the office and on vacation.

If you’re reading this piece, it’s likely that you’re a smart, career-motivated, type-A person. You’re thinking, “Jack, there must be something I could do to be productive?” Yes, there is. For those who desire to advance their career or find a new job, there are always proactive things to do despite the summer slowdown.

I’ve been attending a networking meet-up event once a month, held early Saturday mornings. This non-profit group is designed for people who are in between jobs or searching for a new position. There is usually a speaker who will discuss a certain aspect of the interview process, offer career advice and related matters. Then, the attendees give a brief elevator pitch to the audience about who they are and what they have to offer. This helps people sharpen their pitch. The hope is that there is another member who could help them with a solid job lead or point them in the right direction.

This Saturday, the featured speaker was a digital marketing executive, Glenn Pasch, CEO of PCG Digital. He offered an interesting lively discussion on taking the techniques used in branding for products, such as automobiles, and apply them to the job seeker. The idea is for people to cultivate and build a unique brand to enhance their image and make themselves attractive to potential hiring managers. In light of the slowness of summer, this is a perfect time to build a brand.

Here are some of his suggestions, along with my own.

Identify what makes you special and stand out. You need to seriously think about what unique experiences, skills, education, degrees and character traits make you stand out above and beyond other job applicants. Think of what your former employers and colleagues admired about you. Give thought as to why you are much better than your competitors. After you’ve gathered the selling points and your marketable talents, you can start building your brand around it. Glenn gave an interesting example to highlight branding. A job seeker asked his advice on marketing herself to find a new job. She was worried that having held many jobs in different sectors made it messy for hiring managers to understand what she offered. After some probing questions, Glenn learned that she was universally viewed as the go-to person in the office to get things done. He suggested branding herself as the office Octopus—the person who has a hand in everything and could be relied upon to get projects accomplished properly and efficiently. This simple technique drew all the various jobs and responsibilities into a clear and cohesive narrative that any human resources professional or hiring manager could easily understand.
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Write articles and participate on LinkedIn. For professional, the best way to start branding yourself is by writing posts or articles on LinkedIn. The content would be focused on the professional’s area of expertise. For instance, if you’re a tax accountant, you could offer important information that explains the Trump tax cut and what it means for the reader. The job seeker could also write about their feelings and experiences dealing with the challenges and pressures associated with looking for a job. By expressing yourself, the people who read your articles and posts will gain a better knowledge of who you are as a person. If you are uncomfortable with writing, you can answer questions to the postings of others, offering your advice and opinions. The questions you select to answer and your responses should serve as a way to burnish your brand. An ambitious approach would be to make short videos discussing new developments in your space.
Get Involved on other relevant social media platforms. In addition to LinkedIn, focus on other social media platforms that are appropriate for your career. Set a schedule for regularly postings on the sites to enhance your brand. Share your accomplishments and achievements. Talk about something exciting you’re working on. Post on a regular basis so people get to know you.
Research yourself on Google. Scour the internet to find out everything about yourself online. View it as if you’re a hiring manager or human resources professional checking you out. If you find some awkward posts, immediately engage in damage control and remove them. If there are some questionable Tweets, delete them. Take a fresh new look at your LinkedIn profile, Facebook page and other social media footprints to ensure that it reflects the brand you want to present. Your conduct and postings should clearly set forth the value you offer to a potential employer.
Start speaking and bragging. If you are an expert in your field, seek out conferences and networking events and ask the promoters if you can become a speaker. People will view you in high regard, as you’re the one on the podium. This spotlight will make you known to a wider audience. After the talk, there is usually a casual networking session. People will come up to you since you’re the speaker. You’ll be viewed as an expert and a leader in your space. The act of speaking in front of an audience of your peers validates your brand as a top professional.

Be honest about your goals. If you’re seeking a new role, don’t be shy about it. Let people know that you’re in the market for a new job. If they don’t know you’re on the search, they won’t reach out to you with opportunities.

These suggestions are perfect for the slow summertime hiring lull. Historically, hiring picks up again in September. You now have about two months to build your brand and get noticed. Since it takes time to gain recognition, you don’t have to worry about not getting any immediate traction. It will be a slow build up. By the time you’re getting good at marketing and branding yourself, we’ll be in September when hiring speeds up. By then, you’ll have a wider audience, more people will know who you are, what you have to offer and why you’d be a great person to hire.

Once you’ve found a new job, please keep the branding up. In this fast-changing environment, you never know if you’ll need to seek out a new job. Also, now that you’re well known, you’ll get recruiting calls trying to lure you away from your job.

Author: AJack Kelly

I am a CEO, founder, and executive recruiter at one of the oldest and largest global search firms in my area of expertise, and have personally placed thousands of profes…

Forbes.com | July 15, 2019

#CareerAdvice – #ResumeWriting -How To Write A Résumé To Get Through The Applicant Tracking System So Employers Find You

July 14, 2019/in First Sun Blog/by First Sun Team

Jeff was a Baby Boomer executive who wrote to me to discuss his frustration that his résumé wasn’t getting any results. He was a C-level executive, and he knew he was doing something wrong. Jeff wanted some help in writing a more effective résumé. When I glanced at it, I quickly saw many problems and knew he wasn’t getting through the applicant tracking systems (ATS). Jeff was making some big mistakes that many other professionals and executives make.

I called on Jessica Hernandez, CEO of Great Resumes Fast, to offer some advice. She has a team of 17 résumé writers, and the company focuses on executives.

“Many people make the mistake of thinking that only keywords matter when it comes to the applicant tracking system,” noted Hernandez. “Certainly, keywords are essential and important, but there is a big difference between what many people believe keywords to be and what works.” For example, executive clients will write about soft skills when really what the employer wants to know about are your hard skills. “So instead of saying something about teamwork you need to be talking about your budget management experience,” she said. “The reason for this is that recruiters never search for soft skills like team player or excellent communication skills. They are searching for hard skills such as financial analysis or data analytics or cybersecurity.”

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“Something unique that we do on our résumés is to add a personal branding and a value proposition and key differentiators. These are the things that are unique to the executive. For example, we will have the title of the job the person is looking for, and then the branding statement is usually one line of the value that they offer to the targeted jobs and employers that they are searching for. A recent client on her résumé said this she was Chief Mindfulness Officer inspiring greatness through the integration of sports spirituality and science,” Hernandez mentioned.

Many executive clients struggle with putting their careers on paper. “Often the client struggles with putting their careers on paper, and they undersell themselves without focusing on what the next step might be,” Hernandez says. By underselling yourself, you often get calls that are demotions because recruiters are looking at lower-level jobs you’ve done. You must position yourself successfully, knowing what the next step in your career is. What is the next job title you’re looking for? Be sure that you have the appropriate keywords and bulleted sentences that will position you for that next job.

Another issue to avoid is adding headers and footers, you can’t see them in the applicant tracking system. You don’t want to deviate too much from using the standard section headers to better align to the system’s upload capabilities. You won’t have to worry if you have Professional Experience and Education headings because your information should upload correctly. I always write a Summary of Qualifications section, this aligns well with applicant tracking systems so you can include a summary of qualifications. Sections for technical skills or certifications work too. Hernandez stated that you need to avoid text boxes and tables because it can create issues for the applicant tracking system.

All career counselors complain about clients who have one common problem. Hernandez was quick to point this out too. “Many people use acronyms and abbreviations. You do need to spell those out at least one time. Have it written as client relationship management (CRM) because you don’t know which way the recruiter is going to search that keyword phrase.

Hernandez’s top two tips for résumé writing are:

1. This means having clear direction on what you are looking for. You can’t have a generalized résumé as it won’t resonate with employers. They are hiring a specialist. You must emphasize what your specific skill set is geared towards and the targeted job you’re looking for.

2. Customize your résumé as you apply to jobs. This may mean rearranging the bullets, changing the order, or even changing the job title you’re looking for. It does not have to be a laborious task. Just make sure the most relevant keywords are first. These simple changes will increase the number of responses you receive.

Having written over 5,000 résumés in my career, my top resume writing tip is this: Make it results and accomplishments oriented.Employers are not interested in long, boring job descriptions. That is a typical Baby Boomer mistake. Add in what you did, and the outcome achieved. Define these results by adding in numbers, stats, dollars or time saved. Edit the experience carefully, so you focus on your best accomplishments. Noting all your results is what will get the attention of the hiring manager once your résumé makes through the ATS and the employer is actually looking at your résumé.

Follow me on Twitter or LinkedIn. Check out my website.

Author: Robin Ryan

I am a career counselor that helps clients land jobs. I offer Resume Writing, LinkedIn Profile Writing, and Interview Coaching services. I’ve appeared on Oprah, DrPh…

Forbes.com | June 11, 2019

#Leadership – #ProductivePeople – 3 Ways to Deal with Conflict More Productively. A #MustRead !

July 13, 2019/in First Sun Blog/by First Sun Team

When you think of conflict, what comes to mind? Is it something that you try to avoid? Something you dread? Do you associate it with words like ‘somebody gets hurt’ or ‘fighting’?

The thing is, conflict is an inescapable part of life. You shouldn’t ask yourself, “Will I experience conflict?” but rather, “How will I manage conflict when it happens?”

WHAT IS CONFLICT?

Generally, there are two ways to “work it out” in a conflict: manage it alone, or with others. Conflict resolution books tend to lean into the latter with communication, problem-solving, and collaboration as the primary means of handling conflict. Proven tactics in this domain include:

Separating the person from the problem
Using “I” instead of “You” statements
Asking open-ended questions
Using active listening
Differentiating interest from positions
Coming up with options for mutual benefit

However, there isn’t a lot of of literature on self-managing disputes. This is surprising, as a conflict is first and foremost a perception of incompatibility, which begins and (frequently) ends in our minds.

Conditions like power asymmetries, conflict anxiety, and poor timing prevent us from addressing difficulties with others. But few of us are naturally equipped with the tools to self-manage conflict, and so we end up telling ourselves problematic stories that make everything worse.

Don’t do that. Instead, try one of these three methods ahead.

1. TO TAME IT, NAME IT

Negative emotions are the glue that holds a conflict together. People often speak of “losing” their temper or having a feeling get the “best” of them. These phrases demonstrate the power and pull that emotions can have in a conflict.

One of the simplest and most effective ways to take control of your emotions is to give them a label. Research shows that labeling an emotion—in contrast to suppressing or shouting it—reduces its intensity. Naming the feeling allows you to regain composure, rethink the problem, and make better decisions.

Research also indicates that people who regulate emotions best are those who can go beyond the surface. Instead of just saying, “I’m feeling angry,” they recognize and label the nuances of their feelings (i.e., betrayal, disrespect, disappointment, stuck, frustration, etc.).

Susan David, the best-selling author of Emotional Agility, recommends asking yourself the following questions when you feel emotions taking over:

What is it that I’m experiencing exactly?
What is the emotion beneath the emotion?
What are two other emotions that I’m experiencing?

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2. TELL A BETTER STORY

Many of us also prolong conflicts by telling ourselves problematic stories.

Pause for a moment, and think about the last significant conflict you experienced:

Did it have a beginning, middle, and end?
How did it start? Who initiated it?
Who were the characters: the hero, villain, victim, rescuer?
What are the central themes: (in)justice, power, respect, betrayal?

When we experience conflict, we default into storytelling mode. We spin narratives with plotlines and often reduce the other person into a not-so-great human being. We say things like, “John is such a jerk. He went out of his way to embarrass me”; “Olivia keeps shooting down my ideas. That megalomaniac clearly wants to be in charge.”

The problem with this line of thinking is not only that it’s often wrong, but it also does us a disservice. It rehashes the conflict in our heads and intensifies our negative emotions.

Here at LifeLabs Learning, we use what we call the three lens model. Anytime you are in conflict with someone, ask yourself: Besides being a jerk, what other forces are influencing this person’s behavior? How am I contributing to the conflict? What would I do in their shoes?

When you ask yourself these questions, you acknowledge that there are nuances to the situation. This mindset allows you to develop more tolerance and understanding, and you’ll have an easier time letting the old stories (and feelings associated with them) go.

3. DO A 180

Another interesting characteristic of conflicts is they become predictable. Person A does something, and Person B reacts, Person A reacts to Person B, and so on. Sometimes the pull of the conflict is so strong that even though both parties can predict what will unfold, they still act their part as though they are following a script.

In these situations, we frequently fixate on how to change the other person or people in the conflict, but we usually fail to realize that the first thing we have the power to change is our behavior.

How can we disrupt the pattern and inject something novel into the interaction?

Marriage scholar and practitioner Michele Weiner-Davis recommends doing a 180: identifying problematic behaviors and doing the opposite of what we usually do. For example:

Instead of being reactive, invite the person into a conversation.
Instead of starting with an accusation, show empathy.
Instead of complaining, show gratitude.
Instead of being critical, be curious.
Instead of arguing, suggest doing an unrelated task.

One of my favorite examples of using positive surprise to transform conflict comes via Abraham Lincoln. Towards the end of the devastating Civil War, Lincoln began to publicly speak about the need to unify the country and treat the South with generosity.

On one such occasion, at the White House, he was approached by a disgruntled Yankee patriot who asked, “Mr. President, how dare you speak kindly of our enemies when you should be thinking of destroying them.” To this, Lincoln quickly replied, “Madam, do I not destroy my enemies when I turn them into my friend?”

So next time you find yourself in conflict and need self-management, think about following the three tips above. You might realize that you have more control than you think when it comes to how a particular situation makes you feel.

Author: Roi Ben-Yehuda is a trainer at LifeLabs Learning where he helps people at innovative companies (like Squarespace, Tumblr, Venmo, WeWork, and Warby Parker) master life’s most useful skills.

FastCompany.com | July 13, 2019

#CareerAdvice – #JobInterview – How To Answer ‘Why Are You Interested In Our Company?’ In an #Interview

July 12, 2019/in First Sun Blog/by First Sun Team

It is easy to picture this question being asked by a pompous, pretentious executive who is toying with you like a cat playing with a mouse before feasting. A candidate wouldn’t say, “So, tell me why you want to hire me.”

I have interviewed and hired hundreds of candidates, and I avoid the “Why should I hire you?” question. I prefer “What has you interested in our company?” It feels like less of an entitled question than assuming they want the job and is open-ended enough to allow creativity in the answer.

Both parties are still trying to figure out whether they want to dance. Just as a candidate needs to convince a hiring manager that they will add value if hired, a company needs to prove to a candidate that they are the best destination.

One thing is certain. Both parties are interested, even if they are not absolute. Without interest, why would the two bother meeting? No one goes through the gauntlet of an interview process without having some interest in the company.

Why Does An Interviewer Ask This Question?

An experienced interviewer needs to make two decisions.

1. Does the candidate have the skills, background and behaviors coveted for this specific position?

2. Are the company and position a good fit this candidate’s short and long term preferences?

Many interviewers focus only on the first question. What can this candidate do for me? Questions are formulated to help the interviewer decide if the candidate can do the job well and in short order.

Do you work well with teams?
Do you have a track record of production?
Do you have relevant experience that translates?
Do you make great decisions?
Are you organized?

This list of questions differs depending on the company and those non-negotiable behaviors that are important to its specific culture. Answering a question correctly often depends on the interviewer’s personal preferences. The same can be said when answering questions that seek to understand culture and job fit.

An interviewer asks, “Why are you interested in our company (this position)?” to gauge your preferences. They want to get past superficial reasons like pay, benefits and location. When faced with a decision between multiple talented candidates, companies will choose someone genuinely interested in the company’s mission, operating philosophy and approach.

If a candidate loves to work in a highly structured environment, and your company is loosely organized, the candidate will inevitably grow frustrated. If they feel strongly about working for a company that solves social problems, will they enjoy working somewhere with no such goals?

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Understand Your Interviewer

Dale Carnegie was famously quoted with, “Talk to someone about themselves, and they will listen for hours.” In other words, nothing is more important to someone than their own interests. Connecting with anyone is simple if you focus on the topics they are passionate about. For an interviewer, few things are more personally meaningful than the company they work for.

Most interviewers are managers or at least someone that the company trusts enough to select new hires. This person is most likely loyal and proud of what the company stands for. In a business setting, there are few things more interesting to talk about than the company you are betting your career on. Interviewers are expert on company culture, mission, performance and plans.

I was always surprised by candidates who did no research before an interview with me. Even if I asked a softball question about our company, they stumbled through a few points anyone could have read on the job posting. It was hard to take this type of candidate seriously. If they couldn’t prepare for an interview, how would they prepare for a company project, customer appointment or assignment?

Alternatively, I could be won over by someone who did their homework and came with a list of great questions. This showed that we shared a passion for my company’s mission. Enthusiastic curiosity made me feel comfortable that their motivation would carry them through any tough period that required resilience.

Tell Me Something You Are Excited About

An internet search makes this question so easy that misfiring on your answer is downright lazy. Google search the company’s name, CEO’s name and your interviewer’s name. Run a Google search and then look at Google News on the same keywords.

What kind of press are the company and its leaders getting?
Is the company making any exciting announcements about products, customers, or organization?
If public, what are analysts saying about the financial performance of the company?
Does the company support any causes or give back to the community in any way?
What kind of consumer reviews does the company receive?
What do past and present employees say about the work experience on sites like Glassdoor?

Six years after college, I was recruited by a company in a different city and a completely different business. The job was the polar opposite of what I had done since graduation. I had to convince myself why I would take time out of a crazy schedule to fly to Washington, D.C., and spend a day interviewing for a position I wasn’t sure I wanted.

After conducting extensive homework, I decided the opportunity was too good not to investigate. I didn’t prepare for this interview question, but when the CEO asked me why I might leave a great company, the answer came easy.

Your company plays in a profitable market that will grow over the next four decades. Your product will always be local, cannot be outsourced and is too capital intensive for new competitors to quickly disrupt. Within your market, you are the most profitable company and playing for a winner is important to me. You are a big organization, but in comparison to my company, this will feel like working for a startup. I can make a bigger impact in a company that is growing much faster.”

That answer rolled off my lips and was not rehearsed. I put the work in before I agreed to fly out for the interviews. I needed to convince myself first, and this proved to be more challenging than convincing the CEO.

Delivering a thorough answer demonstrated how I made decisions and also played to this CEO’s sense of pride in his company. My response was honest and connected with his sense of attachment to the company I was excited to join.

Of course, joining a well-run, profitable and growing company meant opportunities for more money. The pay was a critical factor in making the decision. In fact, I turned down the first offer, which brought them back to the table to offer more. But, I never talked about pay during the interview, and you should refrain as long as you can as well.

Your job is to make the hiring manager want you so bad that pay is not an obstacle. Show them that you are the perfect candidate and that you want the job for intrinsic reasons. Do this, and there is no limit to what a company will pay for you. Bring up money too early, and you come across as a hired gun looking only for the best offer.

Before you show up to that interview, answer this question for yourself. If you can’t clearly explain what interests you about the company, save yourself and your interviewer time and cancel the interview.

Follow me on Twitter or LinkedIn. Check out my website.

Author: Ian Mathews

I worked for two decades as an executive with two different Fortune 500 companies. Most recently, I led a $4B business with over 700 employees. Since 2001, I have hired,…

Forbes. com | June 30, 2019

#CareerAdvice – #JobSearch – #JobInterview Preparation Checklist. Must Read!

July 11, 2019/in First Sun Blog/by First Sun Team

So you applied for a job online, and just got a call from the recruiter asking if you can interview with the hiring manager. You are super excited until you hear that the interview is happening in 48 hours. 2 days. OMG!

Don’t panic; just prepare! Glassdoor has got you covered. Complete with timing and strategy, we’ve compiled a comprehensive list of essential ways to gear up for your interview and knock it out of the park. Ready, set, prep!

As soon as you hang up with the recruiter:

1. Study for your interview like it’s a final exam.

Find as much information as you can on the company or organization, and commit as much of it to memory as possible.
If the job you’re interviewing for requires knowledge in a certain field, do all of the learning and brushing up you can on information that will be relevant to your interview.

2. Generate a list of potential interview questions (and their answers!) beforehand.

Base your list of questions on both what you expect them to ask and the real life experience of others
Reach out to people who worked in similar companies and positions as you are interviewing for and ask them about their interview experience
Use tools like Glassdoor’s interview question database to look up real interview questions and their answers.

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36 hours before the interview:

3. Write out answers to every question you anticipate, and practice delivering them out loud.

Even if you don’t remember your responses word for word, you can fall back on certain key points and phrases.
Write your own list of questions for the interviewer, and be prepared to ask them when the time arises.
Make sure your questions are nuanced and well-researched. Never ask for any information that can be simply found online.

4. Compare your skills and experience to the job description.

For each component of the job description, brainstorm your relevant skills and experiences, and think critically about how you want to present them.
If there’s a preferred skill or experience you do not have, be able to demonstrate you’ll be competent without it.

12-24 hours before the interview:

5. Be rested and healthy for the big day.

Before getting good night’s sleep, try to imagine yourself acing the interview.
Eat wholesome, healthy meals for the days preceding the interview.
If you are prone to anxiety, try breathing techniques or meditation the morning of the interview, and even directly before.

3-6 hours before the interview:

6. Dress for success

Keep your fashion choices subdued and classic – don’t wear clothes that will distract the interviewer.
If you’re unclear on what type of clothes to wear, don’t be afraid to reach out to your interviewer and ask.
Wear clothes you feel confident in. Don’t be afraid to invest in an “interview outfit” or two that you feel your best in.

7. Empower yourself

Practice a firm handshake, strong posture, and attentive body language in advance.
Think of a mantra you can call upon for self-confidence, like, “no matter what, I will do my best.”
Try to imagine yourself not getting the job. While it might be painful to think about, what can you see yourself having learned from the interview experience?

8. Don’t leave any unnecessary unknowns.

Plan what to bring (extra copies of your resume!) and even what transportation you are taking to the interview way in advance, so there’s no added uncertainty the day of.

During the interview:

9. Keep an interview journal

During or even after your interview is over, take a few minutes to jot down what parts you felt you aced, and where you could have shone brighter. These notes can serve as a valuable guide for your future interviews.

6-12 hours after the interview:

10. Follow up.

Extending the conversation shows that you’re passionate about the job. Don’t call every day asking if you got the job, but a simple thank you note can speak volumes about your commitment to the position.
And if you didn’t get the job? Let them know if you’re still interested, and ask what you can do to be a more attractive candidate in the future.

GlassDoor.com | July 9, 2019 | Posted by Lillian Childress

FOCUS ON THE FUTURE

FIND AGENCY

KNOW WHEN TO FOLD

AFollow me on Twitter or LinkedIn. Check out my website or some of my other work here.

WHAT IS CONFLICT?

1. TO TAME IT, NAME IT

2. TELL A BETTER STORY

3. DO A 180

As soon as you hang up with the recruiter:

36 hours before the interview:

12-24 hours before the interview:

3-6 hours before the interview:

During the interview:

6-12 hours after the interview: