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Your #Career : How To Update Your #LinkedIn Without Making Your Boss Suspicious…Updating your #LinkedInProfile is something you should be doing regularly. Here’s how you can do it without raising alarm bells at work.

March 15, 2018/in First Sun Blog/by First Sun Team

Updating your LinkedIn profile can be a major stress point if you feel like it could alarm your boss or cause tension at work. However, the truth of the matter is that you should never feel guilty about updating your professional profile.

It’s common to feel like your boss might know or think that you’re looking for a new job, but there are simple ways to get around that issue. Here are some tips to help you update your LinkedIn profile without alarming your boss or sending out the wrong message.

UPDATING YOUR PROFILE DOESN’T MEAN YOU’RE UNHAPPY AT YOUR JOB

The first thing to realize is that updating your LinkedIn profile or revamping your resume doesn’t automatically mean you’re unhappy in your current role. You might have recently taken on a big project that you want to acknowledge, or maybe it’s just been a while since you’ve freshened things up. Regardless of your reasoning, you have every right to update your professional documents and LinkedIn profile without feeling guilty or scared that a manager or boss might be unhappy.

If your boss gets that upset over a LinkedIn update (updating your LinkedIn can be considered professional development), you probably aren’t working for someone who wants to see you succeed. If anything, your manager or boss should be thrilled that you want to highlight all that you’ve accomplished while working for them. Your success can reflect well on them and their leadership techniques.

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BE TRANSPARENT AND ACKNOWLEDGE THE UPDATE

If you’re concerned that a manager or boss might feel like you’re going behind their back, let them know that you’re updating your profile. By coming out and telling them that you’re planning on doing an update or revamp, there’s no way for them to feel like you were being dishonest or trying to hide it.

Swing by your boss’s desk or shoot them an email saying something along the lines of, “I was looking at my LinkedIn profile, and I noticed that there are a lot of projects and responsibilities that I haven’t included, so I’m going to be adding some additional information in the next few days. I wanted to let you know, because I don’t want any updates or changes to catch you by surprise.” This shows that you’re open and respecting your boss by giving them a head’s up for what they can expect.

You can even add something in about how they’ve made great opportunities available to you, and you want to reflect that on your LinkedIn profile.

IF ALL ELSE FAILS

If you still feel like the update might raise red flags to your boss, put it into perspective for them. A great way to phrase it is, “I always want our clients/candidates/partners to have the most updated information on their LinkedIn profiles so I can learn more about them, therefore I feel like I need to do the same in order to reflect that standard.”

Another great way to frame the LinkedIn update is this: “I’ve been afforded so many great opportunities in this role, and I want others to see that and be aware of the great opportunities that this company provides.”

Both of these statements articulate that you want to hold yourself to the same standard that you hold others to, and that you want to highlight the benefits of working for the company. This highlights how it will benefit you as well as benefit your clients/candidates/partners, which will in turn benefit your boss/company.

At the end of the day, you have control of the information you put out there, and you shouldn’t feel guilty or scared about updating your LinkedIn profile. If your superior is that upset about it, you may want to look into a new role where your boss/manager wants to actually see you succeed. If you are trying to update your LinkedIn profile without alarming your boss, be transparent about it, and frame it in a way that will benefit everyone. At that point you’ve made a conscious effort to be respectful of your peers and authority figures, and if they’re still upset, that’s on them.

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Your #Career : 8 Things that Could Derail your Career if you Say Them to your #Boss …….To Avoid that Kind of Catastrophe & Keep your #Job & Dignity Intact, Heed these Things you Should Never Say to your Boss.

February 4, 2018/in First Sun Blog/by First Sun Team

Even if you and your boss are friendly, you have to be careful about what you say to him or her.
Saying that you need a raise because of financial issues or complaining about your coworkers could land you in hot water.
Here are eight things you shouldn’t say to your boss, and what to say instead.

Everyone occasionally says the wrong thing to the wrong person. After you backpedal furiously and apologize, the matter is usually put to rest and both of you can move on.

However, when that “wrong person” happens to be your boss, the awkwardness-level gets cranked to 10. Worse, you could lose out on that raise or promotion you’ve been gunning for. Worse yet, you could be fired.

To avoid that kind of catastrophe and keep your job and dignity intact, heed these things you should never say to your boss.

‘I need a raise.’

You want to make more money? Shocking.

“Everyone wants a raise, so you’re not saying anything that your boss doesn’t know,” says Nicole Wood, CEO and co-founder of career coaching firm Ama La Vida.

But hold your tongue and don’t make demands of your manager, particularly when it comes to salary.

The big problem with this four-word statement is your phrasing, says Chrissy Scivicque, career coach and founder of EatYourCareer.com. “The fact that you ‘need’ more money because your car broke down or your kid has to get braces aren’t good reasons for a raise,” she says, adding that a salary bump should be something that you’ve clearly earned.

Say instead: “I’d like to discuss a raise based on my performance this past quarter.” Then, cite important milestones, and quantify your accomplishments where possible; for example, “I negotiated a new contract with an existing vendor, which saved the company $20,000 over the next six months.”

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‘I can’t stand working with ____.’

This is one of the most common complaints managers hear from direct reports, says Tim Cole, CEO at career coaching firm The Compass Alliance. But badmouthing a colleague can paint you in a negative light—plus managers don’t want to have to deal with petty arguments between co-workers.

If you have an issue with a peer, try to resolve it with the person directly. If it’s not possible, and the issue is negatively impacting your work, bring it to your boss’ attention, but proceed with caution.

“Don’t make it a character assassination,” Wood says. Instead, point out specific things your peer has done to create a problem, and present a solution.

Say instead: “Jim is consistently late filing his reports to me, which is pushing back production and threatening the deadline. Here’s what I recommend we do.”

‘It’s not my fault.’

Using the aforementioned situation, let’s say you missed the deadline on account of Jim holding up production. Your initial reaction would be to blame Jim. Bad move. When something goes wrong, don’t scramble to point the finger at other people. You have to take responsibility for your project, Cole says.

Granted, you don’t want to simply accept blame—you should also explain how you’re going to avoid repeating the mistake in the future.

Say instead: “I understand that this is an issue. Here’s what happened, and here’s how I’m going to prevent it from happening again.”

‘But we’ve always done it this way.’

No one wants to work with someone that’s resistant to change. “Managers want employees who can adapt and find new ways of doing things more effectively,” says Scivicque.

Translation: When your boss asks you to do something differently, don’t get defensive—respond positively, Cole advises.

Say instead: “This sounds like a great idea. I’d love any recommendations you have on how to do this, since it’s different than how we’ve done it in the past.”

‘That’s not part of my job.’

Nothing good can come from telling your boss you won’t do something because it’s not part of your job description. “It doesn’t matter what you were hired to do,” Wood says. “You should be willing to contribute in new ways.”

That being said, if your manager asks you to do something that would be a better fit for a co-worker based on your peer’s area of expertise, don’t be afraid to express that to your boss.

Say instead: “I’m happy to take care of that for you. This is something that Jon normally handles, though. Would you like me to delegate it to him, or would you like me to tackle it this time?”

‘That’s above my pay grade.’

If your boss asks you to do something that you believe is outside the scope of your position, you should express your concern. The key, however, is to use a neutral tone.

Say instead: “I don’t think I have the authority to make that decision. Do you think ____ would be more appropriate to handle this task?”

‘I have too much on my plate.’

Many people believe that declining a new project or assignment can be perceived as being lazy or underperforming, but you don’t want to become so overwhelmed that quality of your work suffers. Hence, it’s important to speak up if you’re feeling maxed out, but avoid whining to your boss.

Say instead: “Right now I don’t think I have the bandwidth to take on this new assignment, but if this is a priority, can you help me reorganize what I’m working on?” If possible, offer your manager a solution to how you can reduce your workload (e.g. “Our new account needs my attention this week. Can we delegate this assignment to Amanda, since she’s worked with this client in the past?”)

‘I’m bored.’

Find yourself just sitting at your desk daydreaming? If so, it’s your responsibility to look for ways to fill your spare time. “If you just say, ‘I’m bored,’ you’re dumping the problem on your boss’ shoulders,” Wood says.

Your best tactic is to find out if your manager has any tasks that could be passed on to you. Offer to look at your department’s procedures and see where you can introduce efficiencies.

Say instead: “Here are some things that I’d like to be working on. Can I expand my responsibilities to take on these tasks, or is there something else you’d like me to take off your plate?”

Now that you know what you shouldn’t do as an upstanding member of the workforce, here’s one thing you should do: Join Monster today. You’ll get career advice and useful tips sent directly to your inbox to help you gracefully move up the ladder.

#Leadership : What You & Your Boss Should Be Discussing Each Month Of The Year…Having a Monthly Plan can Make Check-Ins with your #Boss more #Productive .

January 24, 2018/in First Sun Blog/by First Sun Team

When you think about those monthly check-ins with your boss, it’s the standing invite on your calendar that likely brews both excitement and anxiety. Even so, being in constant communication with the person who will help you meet your professional goals should always be a priority.

One way to take the heat off of these 30-day mind melds is to come in with a plan, according to motivational speaker and workplace expert Amy Cooper Hakim, PhD.

“Some employees wait for feedback or direction from the manager, and assume that ‘no news is good news.’ But in fact, that is not always so,” she said. “To be safe, it is best to have consistent, regular dialogue to ensure that needs are being met in both directions.”

Here, then, is some month-by-month fodder that will build trust, rapport, and loyalty with your boss:

JANUARY: THE ONE ABOUT FOCUS

Especially if you’re on the East Coast, coming back to work after a long winter’s cat nap over the holidays is a drag. Not only is it usually freezing outside, but fewer hours of daytime mean you barely catch a glimpse of the sun. Hakim says many employees struggle during this season, so it’s extra important to get clear with your manager about the goals of the quarter so you can stay focused and perform at your highest level, even if you’d rather stay at home instead.

“It is easy to get overwhelmed by work, so knowing what to prioritize will help you to focus your energy where it counts. And, without asking, you may be spinning your wheels on a project that really should be placed on the back burner,” Hakim says.

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FEBRUARY: THE ONE ABOUT PRIORITIZING

Since some folks don’t consider Valentine’s Day a holiday worth celebrating, February often feels like the official end to the holiday season, where everyone is back in the office and ready to tackle deadlines and deliverables. If you find yourself in the middle of three (or more!) tasks all at once, all of a sudden, getting clear about what needs to be completed first and foremost will give your boss the best impression. Hakim also notes it’ll demonstrate your commitment. “Asking about what needs to be accomplished shows that you care about your manager’s goals and priorities. The manager’s response may help you to better prioritize many new and ongoing projects,” she says.

MARCH: THE ONE ABOUT PROMOTIONS AND RAISES

The hard, cold truth about being a professional? If you don’t stand up for your career, no one will–and it’s up to you to have the conversation about meeting your career objectives. In other words: Hakim says if you’re aiming for a raise or a promotion, you and your manager need to be on the same page about what you need to achieve, change, or mold to get there.

March makes for the ideal time to start this chat. “Expressing your professional goal and asking for resources or steps to achieve it shows your boss that you are committed to self-growth and overall goal attainment,” Hakim says. “Managers appreciate this drive and long for employees who are self-motivated and determined.”

APRIL: THE ONE ABOUT THE SECOND QUARTER

After nailing it during the first quarter, going above and beyond what was requested of you, keep the momentum going in April by getting specific about how to be even better at your job. Hakim suggests asking your boss about his or her goals for the second quarter and volunteering to take on extra work to make them possible.

“We want to be seen as a go-getter and thought of for special projects that will get the most attention by the higher-ups,” she says. “By showing an interest in these projects, your boss will likely think of you for help. This can benefit you as you progress in the organization.”

MAY: THE ONE WHERE YOU SURPRISE THEM

While, sure, you don’t want to be seen as someone who is bending over backward and brown nosing your way to a fancier title, taking note of your manager’s interests will help you build a professional friendship. Being buddy-buddy isn’t recommended, but if your boss sees you as someone who pays attention, listens, and remembers qualities and tastes, you’re more likely to earn their respect.

Hakim says to seek out an article you think they’d appreciate it and bring it up in the context of a one-to-one. “This shows the boss that you have her best interests at heart. When your boss feels that you are thinking of her and of her goals, then she in turn will keep you top-of-mind,” she says.

JUNE: THE ONE ABOUT VACATION

And no, not the PTO you want to snag before your coworker does, but your manager’s summer plans. This topical conversations illustrates the emphasis you put on work/life balance and that you understand your manager needs time with friends and family, too. It’s also a way to reassure your boss that when they are jet-setting to Europe or a trendy island, you have their back.

“While it is ideal to keep dialogue solely about work-related topics, it is also important to show your boss that you care. This personal discussion reminds your boss that you see him as a human being and not just as your manager,” Hakim says.

JULY: THE ONE WHERE YOU SHOW YOUR COMMITMENT

That summer breeze might make you feel fine, but if you let it sweep you away from your deadlines, your manager might be less than peachy-keen with you. Instead of allowing the temptation of warm weather to distract you from working at your highest level, double down and communicate your commitment to your next-up. With half a year behind you, get nitty-gritty with new goals for the third quarter. In addition to putting you in the limelight with your micro-attention to detail, Hakim also says it’ll save you unnecessary busy work in case your priorities are not aligned with those of your boss.

AUGUST: THE ONE WHERE YOU ASK FOR ADVICE

Now that you’ve maintained consistent, constant, meaningful talks throughout the year, it’s time to seek the expertise of your manager. Since they’ve likely been in the game longer than you have, seeking their perspective on books or blogs to read, courses to take, or other advancement advice illustrates respect.

“Bosses love to feel important, and it is a huge compliment for them if you want to emulate their behavior. This question isn’t sucking up either, since you can truly benefit from the insights of someone who is a leader in your organization or industry,” Hakim says.

SEPTEMBER: THE ONE WHERE YOU ASK FOR FEEDBACK

A great sign of maturity is being able to ask for critical feedback–and actually take it without getting offended. Roll up your sleeves, straighten your back, take a deep breath, and go for it in September.

“Bosses respect individuals who strive for self-improvement and growth. They especially appreciate those who can take constructive criticism and run with it,” Hakim says.

One way to open this can is to ask for areas of improvement or express places you personally seek to strengthen, giving your manager leeway to describe their experience working with you, too.

OCTOBER: THE ONE WHERE YOU SHOW YOUR LISTENING SKILLS

Remember when you inquired about areas of weakness last month? Now is the time to make your monthly meet-up about all of the ways you began working to strengthen those skills or characteristics.

“It’s one thing to ask for advice and another thing to take it and apply it. Bosses love employees who do just that,” Hakim says. If you can dictate with tangible numbers? Even better!

NOVEMBER: THE ONE WHERE YOU WRAP UP THE YEAR

Since–ahem, thankfully–Thanksgiving falls at the end of the month, the first three weeks of November can be spent getting serious about what needs to be finished by end of year, and setting up timelines to ensure success.

“The months leading up to the holiday season are notoriously slow, even when deliverables are still open and incomplete. By asking this question, your boss understands that you are still focused on work and on meeting department and company objectives,” Hakim says.

DECEMBER: THE ONE WHERE YOU EXPRESS GRATITUDE

As a month that sneaks up on nearly all professionals and then flies by far too fast with endless holiday parties, travel, and responsibility, pausing to say “thanks” to your manager will go a long way, and earn you major bonus stars.

“Gratitude is infectious! When we show that we are grateful and appreciative, then our boss will likely respond in kind. This positivity can make it easier to plow through those final days of the year as we wait for holiday and vacation time,” Hakim says.

FastCompany.com | January 24, 2018 | BY LINDSAY TIGAR—LADDERS 7 MINUTE READ

Your #Career : How to Build a Positive Relationship With Your Boss and Colleagues…Mutual Respect Makes the Office Much More Pleasant.

December 9, 2016/in First Sun Blog/by First Sun Team

In the past, an employee’s relationship with their direct supervisor was found to be one of the most influential factors on whether or not the employee enjoyed their job. Over time, this dynamic has somewhat changed.

In recent years, relationships with colleagues have become increasingly influential in the perception of job satisfaction. Part of this has to do with younger generational workers highly valuing collegial relationships — as demonstrated by their desire to work together on tasks more than Gen X or Boomers do.

Another aspect is that, in many settings, there is a greater amount of cross-departmental collaboration that creates more than one reporting relationship. For example, a team member in customer service may work with marketing to give input on how to market to existing clients, and the marketing supervisor oversees the project.

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Another factor that may reduce the importance of the relationship with one’s direct supervisor or boss is the myriad of ways an employee is assessed in today’s workplaces — including 360 degree feedbacks and other objective measures of work. A few thoughts about how to build a positive reporting relationship, even in shifting times:

Be appreciative. Bosses and supervisors don’t hear thanks very often. They hear a lot of complaining and problems they are expected to solve. Occasionally thanking someone — and being specific as to why you are thanking them — can go a long way to start to build a positive relationship.
Be respectful. One of the most common complaints I hear from supervisors, especially in cross-generational relationships, is that they feel disrespected. Most of us aren’t sure what makes us feel respected, but we clearly know when we feel it. Having a general conversation with your boss about actions that lead them to feel respected or disrespected would be wise.
If you are going to raise a concern, make sure it is specific, not vague and general, and that it is a behavior or issue your boss can address. Don’t whine about management or a colleague in another department, where your supervisor has no influence.
Do your job well, and be willing to go above and beyond. Remember, you are there to accomplish tasks and do them well. When you do quality work and, at least occasionally, do more than is required, you make your boss look good to his or her colleagues and supervisor.

The goal of building a positive relationship with your boss isn’t try to suck up to them and win undue favoritism. The purpose is to develop a healthy, positive relationship of mutual respect, which will lead to better communication, the ability to work through disagreements and can build a partnership where you can support one another through difficult times.

Entrepreneur.com | December 9, 2016 | Paul White

Your #Career : Does Your Boss Have Favorites? Here’s What to Do…You Cannot Control the Actions of your Boss; You can Only Control your Reaction to Him or Her

November 18, 2016/in First Sun Blog/by First Sun Team

You see your co-worker hanging out in your boss’ office almost every day. They laugh, make inside jokes and seem more like longtime Buddies than employer and employee.

Anytime you try to join the camaraderie, they don’t exactly embrace your contributions to their little social circle—it’s more like they tolerate you. And coincidentally (or not), the high-profile projects always seem to go to this particular coworker.

Yep, your boss clearly has a favorite. These tips can help keep your career moving forward when that favorite isn’t you.

Get a reality check

Your supervisor’s favoritism may be frustrating, but try not to let it get to you. Complaining and whining about it won’t help you get ahead, says Billie Sucher, a career-transition management expert, so focus on maintaining your professionalism. One way to do that is to get honest with yourself—even if that means taking a slice of humble pie.

“No one wants to admit that a colleague might be more experienced or skilled [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”][and thus enjoys more face-time with the boss], but in reality, this is frequently the case,” says Alexandra Levit, author of Blind Spots: The 10 Business Myths You Can’t Afford to Believe on Your New Path to Success. “If you really believe favoritism is in question, talk to a mentor outside the situation—in confidence—for an honest and fair assessment.”

Don’t limit this assessment to just the technical aspects of your job. “Take a good look at your performance and relationships at work,” says Hannah Morgan, career strategist and founder of CareerSherpa.net. “Are you easy to get along with? Do you have strong relationships with your colleagues? Do they trust you? All of these factors are equally as important as your qualifications to do the job.”

You can also choose to address the issue directly with your boss to get his or her feedback. Focus the conversation on how you can improve your performance, Sucher says. Rather than expressing anger or frustration about your place in the office hierarchy, ask what you can do to become a more valuable member of the team. Additionally, discuss your own short- and long-term goals with your boss, and lay out plans that will help you get where you want to be, Levit says.

Take the reins

While it would certainly be nice to be chummy with your supervisor, it’s not a prerequisite in order for you to excel at your job. Instead of concerning yourself with your boss’s feelings about you relative to your coworkers, concentrate your energy on what actually matters—the work you do.

“You cannot control the actions of your boss; you can only control your reaction to him or her,” says Sucher. “Focus on what is before you—your tasks, accountabilities and serving your customers and employer to the best of your ability.”

Make sure your boss knows you’re doing great work by regularly reporting on your accomplishments. “Don’t just go to your boss when there is a problem,” says Boni Candelario, a New York City-based career coach. “Set yourself apart and express your successes and how they relate to your department’s success.”

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Proactively pitch project ideas in areas your boss cares about. If you’re getting passed over for assignments you think you should have, provide your boss with reasons and facts to support why you should get the next one, Morgan says.

Know when to walk

After you make your case to your boss, his or her reaction should help you decide if it’s worth staying at this job or not, Morgan says. So let’s say you’ve spoken to your boss, discussed your aspirations for more challenging work and explained your personal goals, and your boss has emphatically agreed that you should be working on bigger, better projects. Terrific! Except the next time a plum account becomes available, you’re once again passed over, leaving you bored and unchallenged in your role.

Unfortunately, you may still find that your boss is dismissive toward your goals and uninterested in helping you move forward. That’s a flag.

“If you have done all that you can possibly do from a professional standpoint and are still uncomfortable in your environment, dust off your resume,” Sucher says. Take a first step in the right direction by setting up an account on Monster—so employers that are looking to hire can find you easily and so you can manage alerts on jobs you’re interested in.

You can find a manager who will have your interests in mind. “There will always be favorites,” says Sucher, “but a good leader knows and shows that all of her team members are her favorites.”

Entrepreneur.com | November 18, 2016 | Monster.com

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#Leadership : 15 Things Your Boss Is Tired of Hearing…Communication is Essential to Career Success. When you’re Trying to Impress your Boss, it’s Important to Know the Right Words to Use. Even a Small, Offhand Statement Could Send the Wrong Message, Damaging your Career for Years.

September 23, 2016/in First Sun Blog/by First Sun Team

The boss-employee relationship can be a precarious one. Even the best managers may have difficulty communicating at times, especially if anemployee’s behavior is frustrating. Whether you’ve been at your job for a few months or more than a decade, it’s important to realize that your words make a big difference in how your boss perceives you.

Here are a few phrases you should avoid.

1. “That isn’t my job.”

You may have a very specific job description, but employees excel by doing whatever it takes to make an employer succeed. Always be ready to do more than expected or learn how to do something new. The result could be more job stability.

2. “I’ll quit if…”

Ultimatums tend to come across as threats, which likely won’t get the results you want. You may even find your boss calling your bluff, sending you straight to the unemployment line.

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3.“I can’t come in today.”

An occasional sick day is to be expected but over time, a pattern of calling in can become a problem, whether it’s due to childcare issues, your own ongoing illnesses or just because you don’t feel like it.

4. “I can’t afford to pay my bills.”

Frankly, it’s not your boss’s problem that you can afford things or not. When you accepted your position, you agreed to a salary, which may or may not have increased over time. Your employer’s sole responsibility is to issue that salary in the form of a paycheck.

5. “I’m just here to earn a paycheck.”

It really isn’t smart to mention this, whether it’s true or not. Employees who go the extra mile and put the needs of the business first will be at the front of the line for raises or promotions. Also, get a hold of yourself and go find a job that you have some passion for, if you find that you are always “phoning it in” at work.

6. “It’s not my fault.”

When something goes wrong, avoid playing the blame game and instead focus on how you can work as part of a team to make things right.

7. “My last boss did it differently.”

Whether you’re talking about your previous employer or your boss’s predecessor, this information is irrelevant. Your current boss has every right to come up with a new approach.

8. “I can’t.”

In general, you should strike the word “can’t” from your vocabulary, but this is especially true when your boss asks you to do something. Always show a willingness to give your best effort.

9. “You didn’t tell me to do that.”

Even if your boss neglected to mention something, pointing that out won’t win you any points. Instead take the high road and promise to get right on whatever task needs to be done.

10. “I’m so sleepy.”

Even if you’ve been up all night working or caring for your infant, your boss doesn’t need to know about it.

11. “It’s unfair.”

Comparing yourself to coworkers only makes you look petty and jealous. Instead highlight your own attributes and impress your boss by executing your duties well. Avoid pointing out any preferential treatment you believe others may be getting.

12. “Sorry I’m late — I had a job interview.”

It may seem crazy, but this happens more than you might think. No matter how strong your relationship is with a supervisor, there’s no need to mention this. If you choose to look for a job, do so behind the scenes, during lunch breaks or after hours.

13. “I’m bored.”

Instead of complaining about your empty to-do list, look around for ways you can help others lighten their workload. If you’re ready for more responsibility, let your boss know you want to tackle additional challenges and name specific things you’d like to learn.

14. “You’re wrong.”

At some point in your working relationship, your superior will be wrong. When that happens, point it out diplomatically, using words like, “I might be mistaken, but I thought…” instead of bluntly insulting your boss. If you correct your boss the right way, they may end up respecting and trusting you more.

15. “I quit.”

No matter how hard things get, never utter those two words in the heat of the moment. Always resign with two-weeks’ notice and only after you have a plan for replacing your income. More than that, look for a job or a team of people that won’t leave you on the edge of quitting so easily.

Communication is essential to career success. When you’re trying to impress your boss, it’s important to know the right words to use. Even a small, offhand statement could send the wrong message, damaging your career for years. Remember, if you’re not sure whether what you’re about to say may be received well, give it a second thought. You may just need to rephrase it, or keep your mouth shut.

Entrepreneur.com | September 20, 2016 | John Boitnott

#Leadership : 6 Habits Of Trustworthy Leaders…The People in your Office May Not Trust you as Much as you Think they Do. Here’s How to Win them Over.

September 19, 2016/in First Sun Blog/by First Sun Team

Do the people in your office trust you? Maybe not as much as you think they do.

Consulting firm EY released its Global Generations 3.0 research which found that less than half of full-time workers between the ages of 19 and 68 place a “great deal of trust” in their employer, boss, or colleagues. Another recent survey from Globoforce’s WorkHuman Research Institute found that 80% of employees trust their colleagues, but only 65% trust senior leaders in their companies.

That’s a problem. EY’s research also found that low levels of trust majorly influences employees to look for another job (42%), work the minimum number of hours required (30%), and be less engaged and productive (28%).

“People are forgiving if they know that their leaders—particularly their senior leaders—are trying,” he says. “If they know that their senior leaders are being straight with them and they have [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”][the employees’] as well as the company’s best interest in mind, they’re more likely to trust.”

Earning the trust of your team has real bottom-line benefits, says Dennis Reina, cofounder of Reina, a trust-building consultancy and author ofRebuilding Trust in the Workplace: Seven Steps to Renew Confidence, Commitment and Energy. He points to one of his clients: an airline with a troubled operations team. Lack of trust, marked by infighting and poor communication, was making the team ineffective. In a year, Reina’s team raised the level of trust in the department by 51 points, according to a post-test they did. The department saved $1 million in strategic planning costs because they were able to work well together and cut the planning time down to one-third of previous requirements, he says.

There are a number of simple, straightforward actions that build trust, Reina says. Here are six simple tactics that work.

KEEP YOUR AGREEMENTS

Few actions ruin your trustworthiness faster than breaking your word, Reina says. Doing what you say you’re going to do reinforces the perception of your character. If circumstances change and you’re unable to do so, explain why with as much detail and context as possible so all parties understand the reason for the change. When you’re consistent with your word, people know they can depend on you.

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GIVE CONTEXT

Leaders are often counseled to give specific direction and communicate clearly, but context is also important, Reina says. When people understand why you’re asking them to take on a difficult challenge or a task they’d rather not do, help them understand the importance of what you’re asking. Seeing how their role fits into a bigger picture and is valued helps them understand and trust the organizational vision, which can help foster greater trust in both the company and its leaders. Plus, transparent cultures are good for business.

BE PRESENT

When you’re interacting with your team members, pay attention and focus on the conversations and dynamics, says Tara A. Goodfellow, managing director of Athena Educational Consultants, Inc. Listen to what matters to your employees and let them know that you are actually hearing and considering what they’re saying. If you’re distracted or unfocused, you risk making them feel like you’re insincere, which will erode trust.

“If you don’t get to know your employees and what motivates them, it’s really hard to build that trust,” she says.

WELCOME DIVERSITY

Leaders and organizations that welcome varied input and feedback are more trustworthy. The EY study found that 38% of respondents say that a diverse environment is a “very important” determinant of trust. In this context, diverse environment means that it “strives to recruit, retain, and promote diverse people with all differences including gender, country of origin, and thinking style,” according to the survey results.

BE HUMAN

You’re going to make mistakes and there are going to be things you don’t know, so ask questions, admit when you’re wrong, and, when appropriate, make amends, says Timothy G. Wiedman, a former corporate manager and associate professor of management and human resources at Doane University. By showing a measure of vulnerability and willingness to admit when you’re wrong or need help shows that you’re human and helps people more easily relate to you, he says.

“A question that should have been asked—but wasn’t—may have catastrophic consequences that will not soon be forgotten,” he says. But when people know that you’re willing to get the answers you need instead of faking it, they’ll trust you more, he says.

HAVE THEIR BACKS

Employees will trust you most when they feel you’re looking out for them, Reina says. Encourage feedback—even when it’s difficult to hear—and create an environment where they feel secure. When they are having challenges at work, provide the support, training, or resources they need to improve. And if they’re facing an unfair or otherwise disruptive situation, go to bat for them to make it right.

“People are forgiving if they know that their leaders—particularly their senior leaders—are trying,” he says. “If they know that their senior leaders are being straight with them and they have [the employees’] as well as the company’s best interest in mind, they’re more likely to trust.”

FastCompany.com | GWEN MORAN | 09.19.16 5:18 AM

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#Leadership : 8 Ways You’re Making People Tune Out When You Speak…You Spend Up to 80% of your Day Communicating, so Take Care Not to Fall Prey to these Common Missteps.

August 31, 2016/in First Sun Blog/by First Sun Team

There’s a fine line between being warm and engaging and making listeners feel intimidated or threatened.

American English is typically spoken at roughly 183 words per minute, but we can listen and understand at up to 400 words per minute. The difference can lead to distraction, says speech coach Ethan F. Becker, PhD, president of the Speech Improvement Company, a speech and communications coaching firm, and author of Mastering Communication at Work: How to Lead, Manage and Influence. “There are all sorts of conversations in the back of our mind,” he says. “When I add filler words or something like that, I increase the chance of miscommunication.”

Are you doing or saying things that make people tune out or distract them from your message? Here are eight common habits to avoid.

1. DISMISSING THEIR MESSAGE

Common phrases like, “You think that’s bad? Listen to this!” could be intended to communicate a shared experience, but actually sounds dismissive of the other person’s message or experience, Becker says. That can be off-putting. Suddenly your conversation partner or audience is put in defensive mode rather than listening to your experience. It’s better to affirm that you heard the other person’s story or experience and state that you can relate because you’ve been through something similar, then tell your story, he says. Using the word “but” can have a similar effect.

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2. USING TOO MANY FILLER WORDS

Words like “um,” “you know,” or “like,” are filler words—Becker calls them “vocalized pauses”—that we tend to repeat out of habit or because of nervousness. Research his team at the Speech Improvement Company has done found that while a few instances per minute doesn’t typically deter the message, upwards of six per minute becomes increasingly distracting and makes it difficult for the listener to focus on what you have to say.

3. BREAKING OUT THE JARGON

It’s important to not be condescending to your audience, but even if you’re in a room full of people who are fluent in industry jargon, they don’t want to hear people speak that way for too long, says Kory Floyd, PhD, professor of communication at the University of Arizona and author of Communication Matters.

Failing to allow appropriate interaction can leave your audience members feeling like you don’t care.

Using too much technical language, “or even $5 words when a 50¢ word will do,” makes language more complicated than it needs to be, says Floyd. Being accessible and specific in your language doesn’t mean “dumbing it down.” You’re simply making it easier for people to truly understand what you’re saying, he says.

4. PRETENDING TO BE SOMEONE YOU’RE NOT

Similarly, the first rule of great communication is to understand your own style, strengths, and weaknesses and adapt to them. Trying to be overly formal when that’s not really who you are can sound inauthentic and make listeners less likely to hear your message.

5. SPEAKING IN A MONOTONE

When you speak in the same tone throughout the conversation or presentation, you risk losing your audience, Becker says. It’s important to change your speaking patterns, especially when you’re speaking to groups, he says. Moving from an animated, fast-paced speech pattern to one that’s more leisurely and relaxed can help keep your audience engaged. If they hear too much of the same speech pattern, they may “zone out,” because monotonous speech patterns can be boring, he says.

6. FAILING TO REGULATE PERSONAL SPACE

A well-known Seinfeld episode put the term “close talker”—someone who moves in close, especially face-to-face, when speaking to another person—into the common lexicon. In interpersonal communication, ensuring proper personal space is essential, says communication expert Leil Lowndes, author of How to Talk to Anyone: 92 Little Tricks for Big Success in Relationships.

But it’s not as simple as it seems. If someone moves in close and you pull back abruptly, you could inadvertently send the signal that you’re not open to what they have to say. At the same time, if the person is making you uncomfortable, you need to adjust your distance so that you can effectively speak. Sometimes, getting interpersonal space right is like “a little dance,” she says, but take your cues from your counterpart and your own comfort level.

7. GETTING EYE CONTACT WRONG

It’s well-known that eye contact is important in interpersonal communication, but there’s a fine line between being warm and engaging and making listeners feel intimidated or threatened, Becker says.

Communications-analytics company Quantified Communications found that adults make eye contact between 30% and 60% of the time while speaking to individuals or groups, yet they should make eye contact roughly 60% to 70% of the time.

Becker says that when you’re speaking to a group, it’s important to vary eye contact around the room. Common advice to speakers is to pick more than two or three faces to avoid making those few people very uncomfortable, he says.

8. IGNORING INTERACTION

Whether you’re speaking to a person or a group, failing to allow appropriate interaction can leave your audience members feeling like you don’t care about their feedback, Floyd says. These exchanges are supposed to have give-and-take, he points out. When there’s no opportunity to participate, listeners may lose interest.

FastCompany.com | GWEN MORAN | 08.31.16 5:26 AM

#Leadership : 5 Reasons Employees Don’t Trust Their Boss or Their Company…Recent Report find that a Lot of Workers are Very Skeptical of their Bosses, and the Companies they Work For. In Concert, that Impacts Productivity, can Lead to a Toxic Workplace, and Hurts the Bottom Line.

August 21, 2016/in First Sun Blog/by First Sun Team

Trust and loyalty are difficult to come by in the professional world. While the millennial generation seems happy enough to job-hop their way to the top, more and more employers are looking for ways to increase employee loyalty within their organizations. Finding new and trustworthy employees is difficult and expensive, and even as many people are willing to lie on their resumes to get the job they want, most wouldn’t want their employers betraying their confidence in similar fashion.

But there have been signs that the tides are turning. Employers have started to implement new ways to keep employees around, and the numbers show that more raises and promotions are being handed out to loyal, long-time workers. That means there is at least some sort of divide being bridged between management and labor, in some organizations.

When we dig a little deeper, however, it becomes clear that there’s still a wide gulf when it comes to confidence in our employers. The latest Trust Barometer report from Edelman all but confirms it. The annual report, now in its 16th iteration, took the pulse of tens of thousands of workers, in an effort to see just how much trust (or distrust) is prevalent in the economy.

The findings? A lot of workers are very skeptical of their bosses, and the companies they work for. In concert, that impacts productivity, can lead to a toxic workplace, and hurts the bottom line.

This is a wake-up call for any business leader who underestimates the importance of building trust with employees,” said Nick Howard, executive director of Edelman’s employee engagement business in Europe in an accompanying press release. “Edelman’s special report on Employee Advocacy shows that non-trusting employees are far less likely to say good things about their employer. And worryingly, the bad things they say will be believed by consumers.”

Christopher Hannegan, executive vice president and lead of Edelman’s employee engagement business in the United States, echoed Howard’s sentiment. “The findings are very clear,” he said. “Consumers trust companies that treat their employees well. Companies that have ethical business practices. Are transparent and open. And respond well to problems and crises. Equally clear is that these are the topics that employees are most trusted to talk about.”

Here are five of the chief reasons Edelman’s Trust Barometer says employees don’t trust their employers. Do you agree with any of them?

1. Engagement

Where there’s a lack of engagement and communication, there’s a lack of trust. We see the same dynamic at play in our personal relationships, and that extends to the employee-employer relationship as well. When there are limited lines of communication and engagement, skepticism bubbles up. You start to worry about potential changes that you may be missing. It’s difficult to manage — and employers who keep employees in the dark are feeding distrust and discontent in their ranks.

It also leads people to believe there is something to hide, which obviously leads to distrust.

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2. Short-term thinking

“Short-termism” is when a company or leadership team puts short-term profits ahead of an organization’s long-term goals and survival. It’s how you end up with car companies cutting corners like GM or Volkswagen’s recent scandals, or how we end up with huge disasters like Deepwater Horizon. It’s about making the quarterly numbers look good, at the expense of long-term projections. And employees hate it.

“More than two-thirds of people feel that CEOs are too focused on short-term financial results,” said Howard.

3. Belief in the company

Do you believe in your employer? That is, do you believe in the company’s mission and purpose? People want to work for employers who are addressing society’s needs, and positively impacting their communities. That may mean taking measures to protect the environment, or simply taking care of employees so that they can afford life’s necessities without struggling. But there’s an evident gap in Edelman’s numbers that show employers are coming up short. And that breeds distrust and contempt.

4. Product quality

This is a call back to the discussion around “short-termism.” People trust companies that create and sell high-quality, reliable products and services. It’s easy to work for a company that puts pride into its work, and pumps out products people love. Think of companies like Apple, for example. If you can personally stand behind your employer’s products, it’s easy to trust them.

Now, put yourself in the shoes of a Comcast employee. You’re consistently fielding calls from angry customers about being overcharged, and how their service is out. That’s going to take a toll on your pysche, and how much you trust your company.

5. Ethics

Most of these other points boil down to this: ethics. While we’re all taught to act ethically, so many headlines fill the newspapers and cable news networks about corporations or individuals taking short cuts, ultimately earning a big pay day at the expense of everyone else. We saw ethics go out the window during the financial crisis, and by decisions made at (again) GM and Volkswagen.

Employees want to work for ethical companies, who aren’t doing shady things, and are cleaning up after themselves. If they don’t, then what kind of example are they setting? It becomes hard to trust your company, and its leadership, when all kinds of unethical behavior is being exhibited.

If your own employees don’t trust you, you can bet that customers won’t trust you either.

Check out Edelman’s complete Trust Barometer report.

Follow Sam on Facebook and Twitter @SliceOfGinger

CheatSheet.com | August 21, 2016 | Sam Becker

Your #Career : 4 Signs Your Boss Is Spying on You…Bosses have Been Spying on Employees for as Long as They’ve been Hiring People to Work for Them. But New Technologies have Made it Easier for Companies to Track their Employees’ every Move While at the same Time making it Harder for Workers to Tell If they’re Being Watched.

June 15, 2016/in First Sun Blog/by First Sun Team

Chances are, your boss is keeping an eye on you. Forty-three percent of companies actively monitor employee emails, according to the American Management Association (AMA), and roughly the same number track the time you spend on the phone and who you call (16% go so far as to record those calls). Nearly half of companies say they use video to reduce theft and workplace sabotage.

Workplace monitoring is nothing new, of course. Bosses have been spying on employees for as long as they’ve been hiring people to work for them. But new technologies have made it easier for companies to track their employees’ every move while at the same time making it harder for workers to tell if they’re being watched.

From GPS tracking to snooping on your social media profiles, it’s not hard for a company to keep tabs on you, and unless your boss tells you’re he’s spying, you may never know. (To be fair, many companies do inform employees that they may be subject to monitoring, the AMA says.) This stealthy on-the-job surveillance is perfectly legal in most cases, which may come as a surprise to many people.

“Privacy in today’s workplace is largely illusory,” the AMA’s Ellen Bayer told The Week.

Not sure if your boss is using sneaky techniques to keep tabs on you? Here are four signs that you’re being watched at work.

1. You’re secretly planning to quit – and your boss already knows

More companies, including Credit Suisse and AOL, are mining big data to make predictions about which employees are likely to leave their job in the near future. VoloMetrix, Inc., an analytics firm, examined employee emails and calendar data and discovered that it could predict up to a year in advance who would be putting in their notice, the Wall Street Journal reported. The company says the data it gathers for its clients is anonymized, but it’s not hard to imagine a savvy boss getting a report that there’s a flight risk in a certain team and quickly picking out the squeaky wheel.

And then there’s social media. If you’re connected to your boss on LinkedIn or have a public profile, he may get suspicious if your network suddenly starts to grow or you link up with recruiters or industry competitors. If your company is tracking the website you visit or logging keystrokes, you may also alert your boss to your on-the-clock job search.

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2. You’re called out for a conversation that you thought was private

If your boss reprimands you for a less-than-professional conversation or email exchange that you thought was private, there’s a chance you have a tattletale co-worker. Or your supervisor may be spying on you, perhaps by scanning your email, monitoring your phone conversations, or even looking at the text messages you send on your work-issued device. If they’re using a key-logging program or other monitoring software, they may even know what you’re saying in your personal emails.

Don’t make the mistake that your boss doesn’t care about your idle workplace gossip, either. Thoughtless emails can come back to haunt you, as a newspaper reporter in England discovered after he was reprimanded and eventually fired for sending an email to a colleague about two other coworkers who were having an affair.

“Employers own the content on their own internal email systems and have the right to monitor what you write and to whom,” Jennifer Lee Magas, an employment law attorney and vice president of Magas Media Consultants, LLC, told MainStreet.com.

3. Your boss knows what you did this weekend before you tell him

Does your boss seem to know an awful lot about your personal life? He or she could be checking out your Facebook, Twitter, Instagram, or other social media profiles, even if you haven’t added him to your network or given him your password (something that some employers really do ask for, though laws about that are changing). Stalking your public profiles is a bit creepy, but it’s not all that unusual. Many people have been disciplined or fired after their employers stumbled upon inappropriate posts, photos, and comments online.

In 2014, an Ohio teacher was fired for comments he made that were critical of factory farming. A Maryland prison guard lost his job after making a tasteless crack about prison rape and then tagging his boss in the post. And then there’s Ethan Czahor, the Jeb Bush staffer who only lasted a day before resigning after some offensive tweets he’d posted came to light. Czahor, at least, saw an opportunity in his career misstep – he created Clear, an app thatscans your social media for posts that you get you in trouble.

4. There’s some suspicious software on your devices

If your company’s IT department is monitoring your computer use, it’s not always going to be immediately obvious. However, you can poke around on your desktop to see if there are any telltale signs of monitoring software (Online Tech Tips has some advice on how to do that, if you’re so inclined). The same goes for unusual apps installed on smartphones. But don’t be too quick to uninstall something that looks suspicious or your boss may fight back.

Myrna Arias, who worked for a California money transfer firm, was told by her boss to install a tracking app on her phone. The app allowed the company, Intermex, to track the movements of its workers so closely that her boss allegedly told her that “he knew how fast she was driving.” Not only that, but the company wanted her to keep her phone on all the time. Arias objected to the 24-7 monitoring and uninstalled the app; she was later fired and is now suing her former employer.

Follow Megan on Twitter @MeganE_CS

CheatSheet.com | June 15, 2016 | Megan Elliott

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Posts

UPDATING YOUR PROFILE DOESN’T MEAN YOU’RE UNHAPPY AT YOUR JOB

BE TRANSPARENT AND ACKNOWLEDGE THE UPDATE

IF ALL ELSE FAILS

‘I need a raise.’

‘I can’t stand working with ____.’

‘It’s not my fault.’

‘But we’ve always done it this way.’

‘That’s not part of my job.’

‘That’s above my pay grade.’

‘I have too much on my plate.’

‘I’m bored.’

MORE FROM MONSTER:

SEE ALSO:33 things you should never say to your boss

JANUARY: THE ONE ABOUT FOCUS

FEBRUARY: THE ONE ABOUT PRIORITIZING

MARCH: THE ONE ABOUT PROMOTIONS AND RAISES

APRIL: THE ONE ABOUT THE SECOND QUARTER

MAY: THE ONE WHERE YOU SURPRISE THEM

JUNE: THE ONE ABOUT VACATION

JULY: THE ONE WHERE YOU SHOW YOUR COMMITMENT

AUGUST: THE ONE WHERE YOU ASK FOR ADVICE

SEPTEMBER: THE ONE WHERE YOU ASK FOR FEEDBACK

OCTOBER: THE ONE WHERE YOU SHOW YOUR LISTENING SKILLS

NOVEMBER: THE ONE WHERE YOU WRAP UP THE YEAR

DECEMBER: THE ONE WHERE YOU EXPRESS GRATITUDE

Get a reality check

Take the reins

Know when to walk

1. “That isn’t my job.”

2. “I’ll quit if…”

3.“I can’t come in today.”

4. “I can’t afford to pay my bills.”

5. “I’m just here to earn a paycheck.”

6. “It’s not my fault.”

7. “My last boss did it differently.”

8. “I can’t.”

9. “You didn’t tell me to do that.”

10. “I’m so sleepy.”

11. “It’s unfair.”

12. “Sorry I’m late — I had a job interview.”

13. “I’m bored.”

14. “You’re wrong.”

15. “I quit.”

KEEP YOUR AGREEMENTS

GIVE CONTEXT

BE PRESENT

WELCOME DIVERSITY

BE HUMAN

HAVE THEIR BACKS

1. DISMISSING THEIR MESSAGE

2. USING TOO MANY FILLER WORDS

3. BREAKING OUT THE JARGON

4. PRETENDING TO BE SOMEONE YOU’RE NOT

5. SPEAKING IN A MONOTONE

6. FAILING TO REGULATE PERSONAL SPACE

7. GETTING EYE CONTACT WRONG

8. IGNORING INTERACTION

1. Engagement

2. Short-term thinking

3. Belief in the company

4. Product quality

5. Ethics

1. You’re secretly planning to quit – and your boss already knows

2. You’re called out for a conversation that you thought was private

3. Your boss knows what you did this weekend before you tell him

4. There’s some suspicious software on your devices