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#YourCareer : Companies Don’t Care About You: The Days Of Corporate Loyalty Are Over And It’s Time To Take Control Of Your Career. A MUst REad for All!

We all understand that corporations solely care about revenue, profits and their shareholders. CEOs and top brass hyperfocus on their own financial interests. It’s hard to blame them, as this is how the game is played.

Lately, it seems that the chasm between the uber-wealthy and the average American family is the greatest we’ve seen since the bygone era of robber barons. The top 1% are thriving during the pandemic, while the rest of us are desperately trying to survive and eke out a meager living. More than ever before, a small group of powerful CEOs and executives have usurped the lion’s share of their company’s money by awarding themselves lavish salaries, stock options and bonuses.

The Covid-19 pandemic seems to have enhanced the chasm between the average worker and the upper echelon. This marks the beginning of the end of corporate loyalty. It’s obvious that we’ve been forced into a new era of free agency. The companies clearly don’t care about the workers and now the workers need to care about themselves.

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What Skill Sets Do You have to be ‘Sharpened’ ?

Article continued …

Here’s a great example exemplifying the callous, nonchalant behavior of corporate executives toward employees. In late March, Covid-19 hit the United States hard. A then record-setting 3.28 million people filed for unemployment benefits for the week ending March 21. At the time, it was the highest level of claims in reported history. Those numbers seem quaint now, as more than 60 million Americans have filed for benefits since then. Due to the drastic health, economic and job-loss crisis, prominent CEOs—many from financial services and Wall Street—promised that they would not lay off workers through 2020. Six-plus months later, a number of these companies are now laying off employees.

Here are just some of the large corporations that have changed their minds about their pledge to hold onto workers:

  • Citigroup: “Citigroup will continue laying off roughly 1% of its global workforce, the company announced on Sept. 14. The cuts end a previous commitment to pause layoffs amid the pandemic.” A cursory search of Citi’s online job postings shows that around two-thirds of the listings are outside of the U.S. This reflects an ongoing trend of Wall Street banks relocating jobs to lower-cost cities within America and to other countries.
  • Goldman Sachs: “Goldman Sachs is cutting 400 jobs, or 1% of its workforce, after briefly pausing job cuts amid the pandemic, Bloomberg reported on Sept. 30.”
  • Wells Fargo: “On July 9, Bloomberg Law reported that Wells Fargo is preparing to cut thousands of jobs,” and has plans to start chopping “more than 700 commercial banking jobs.”
  • Deutsche Bank: “The bank announced it was restarting job cuts—part of an 18,000-position cull it launched last July but paused…as the coronavirus crisis bred uncertainty.”
  • HSBC: HSBC resumes 35,000 job-cut plan, ending [Covid-19] ‘pause.’”
  • Salesforce: “Salesforce started to lay off 1,000 of 54,000 employees on Aug. 26, according to the Wall Street Journal. The news comes one day after the company posted record sales. In March, CEO Marc Benioff pledged a 90-day freeze on layoffs.”
  • LinkedIn: “LinkedIn said it would cut 960 jobs, or 6% of its global workforce, on July 21. The cuts will impact hiring and sales positions.”

Some of the companies focused on a 90-day commitment; although, the spirit of the intent was for the year. To be fair, at the onslaught of the outbreak, it wasn’t conceivable that the pandemic would still be in place seven months later nor did they foresee the rampant damage caused to the economy.

Since then, companies across all industry sectors executed massive layoffs. For instance, Disney recently let go of about 28,000 workers and the airlines plan to terminate about 35,000—if the government (U.S. taxpayers) doesn’t give them another $25 billion after the initial $25 billion bailout.

Without any empathy, corporations ruthlessly cut out middle managers to save money and hire younger, less-expensive workers. To squeeze even more money out, they’ve relocated jobs from big cities, such as New York City, to lower-cost states and foreign countries to pay people a fraction of what their predecessors earned. When companies run into trouble and file for bankruptcy, they lay off thousands of workers without any hesitation. The executives and CEOs who mismanaged the business remain and continue to collect fat paychecks.

Large sums of money have been allocated toward technology, robotics and artificial intelligence. The goal is to eventually replace real-life human workers with sophisticated technology. Robots don’t take coffee breaks, vacations, eat lunch, gossip or argue over sports and politics. They dont require health insurance nor do they talk back or call in sick.

Predictions of AI taking over jobs are so great that former Democratic presidential candidate Andrew Yang called for Universal Basic Income to be paid to Americans. Yang’s thesis is that once tech takes over, millions of Americans won’t have the skills to hold a decent job. Their only answer is for the government to provide a living income to help them get by. While on a podcast with Yang, Twitter CEO Jack Dorsey said that—fairly soon—AI will write better code than his current software engineers. His dire forecast is that tech will eat the lunch of everyone and no one is safe.

A large number of iconic American companies filed for bankruptcy protection during the course of the pandemic. Millions of Americans lost their jobs, but somehow, the top brass paid themselves millions in bonuses. It rises to a level of incredulity when a CEO gets to cash in for driving their company into the ground.

It looks like conditions will worsen. With millions of Americans out of work, companies can aggressively dictate the terms. They’d think, “Why shouldn’t we lowball salaries and increase the demands of employees? Where else would they go? With less opportunities available, people won’t have a choice but to accept whatever they can get.”

As the job-loss crisis continues to grow and millions of people look for work, corporate management will feel free to summarily dispatch employees at will. Managers will realize that they don’t have to deal with a difficult worker, as there will be a line of people forming to take the person’s place—if fired. There won’t be a need to offer larger wages and better benefits, as there will be someone else who would gladly take the job to put food on the table and a roof over their family’s head.

It used to be that you could graduate from high school, find a decent job, afford a nice home, two cars and raise your kids in a quiet, bucolic suburban neighborhood. You would work at the same company for most of your adult life and receive a pension when you retire. If your children wanted to go to college, it was affordable and cheap—by today’s standards. If you didn’t desire the higher-education route, it was deemed perfectly respectable to pursue a trade or become a blue-collar worker instead of going to college.

The reality is that this new post-Covid economy could be harsh, cold and unforgiving. To battle back against this, you need to view yourself as a free agent. You can make your own destiny and shouldn’t solely rely upon your employer.

The key is to become thick-skinned, resilient and self-reliant. You will have to be mentally and emotionally tough to deal with all of the new challenges. You will have to constantly learn, reinvent yourself, pivot, acquire new jobs, start side hustles and find new ways to create value.

It might seem scary at first, but there is the sweet taste of freedom when you accept that you can control your own fate and don’t have to depend upon the whims of a large, faceless and uncaring corporation.

The bottom line is, due to these scary emerging trends, you need to look out for yourself. Even if you’re gainfully employed, it’s imperative to keep your eyes open for new opportunities. Prepare a just-in-case Plan B, C and D. Start networking right now and don’t wait for the dreaded call from human resources asking for a quick meeting. Update your LinkedIn profile and résumé. Learn new skills and technologies required for our changing economy. Find secondary tertiary ways to get an income stream, so that you’re not entirely dependent upon a salary. Get active on social media, reach out to recruiters, research new types of potential careers, attend online career-oriented events and do whatever it takes to hold onto your job for the time being.

 

Forbes.com | October 12, 2020 | Jack Kelly 

#JobSearch : I Was The Perfect Fit! Why Wasn’t I Hired? (Reasons Why)

How many times have you felt you were PERFECT for that role, but still didn’t get it? You went over the interview in your mind a hundred times, noted how easily the conversation flowed, how they interviewer would nod enthusiastically when you described a certain experience or skill. They seemed excited when they said they would get back to you soon.

Then you got the email that you weren’t chosen. Safe to say, I think we’ve all been there.

I’m a firm believer in if you didn’t get the job, something better will come along. Through the years, some of our clients have come back to us to tell us about interviews they nailed and were sure they got the job. But didn’t.

However, there are various reasons companies may choose a different route:

They decided to hire internally. As unfair as it sounds, they may have already had a front runner in mind but posted it anyway to see if there is someone better.  Some companies HAVE to post externally due to contract constraints or affirmative action plans. Federal contractors or government agencies may have to post externally as well.

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What Skill Sets do You have to be ‘Sharpened’ ?

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You were overqualified.  Perhaps they think you won’t do tasks you deem “beneath you”. While it’s unfair for them to assume what you will or won’t do, it is a common concern. They may also fear that you will be bored at the job—especially if you’ve been on an impressive career track. Or, that after a while, you will leave and they’ll be back to square one.

You were underqualified. Thinking you’d be great in a role and actually having the experience to master the role are two different things. Read the job description thoroughly and make sure you have the experience to apply for the role.

They already had another candidate in mind. It’s possible they already found their choice but they had to have a certain amount of candidates to interview to fill their candidate roster. It might be a company policy that X number of people need to be interviewed before a choice can be made.

Your online presence wasn’t professional or up-to-date. Hiring managers check your social media profiles to learn more about you. Turn on your privacy settings if you have personal pictures or information on there. Also, if you haven’t updated your LinkedIn profile in a while (or years!), now is the time to do it. Lack of LI presence can hurt you as well. Get it up to date.

You shared too much. I’ve talked with recruiters who said the candidate told them their life story—the good, bad, and ugly—and in the process turned off the recruiter. Keep the conversation on the company, their pain points, how you can help them, and that’s it. Don’t talk about your jerk boss, your sick parent, or a personal health problem. They really don’t want to or need to hear it. Keep it professional.

You didn’t know enough about the company. Be very prepared when you go to the interview. Research the company, its mission, what they do, what they sell, or what they are about. Research the role, figure out their pain points. Have questions ready to interview the interviewer, questions like, “What should I know about the role I am seeking? Do you have any other insight?” Be both knowledgeable and inquisitive.

Whatever the answer, you may never know. You might have done everything right and still did not get the job. It might have been narrowed down to you and someone else, but they went with the other person because they had more strategy experience.

Either way, you gave it you’re all.

About two months ago, an operations exec said to me, “You know, after three rounds of interviews, they finally told me I wasn’t chosen. So, I reached out to a few old colleagues that resulted in a round of interviews with a company I was never interested in and an industry I wasn’t very familiar with. But they liked me and saw what my vision was for their company–and hired me. It has been the best job I’ve ever had.”

FSC Career Blog Author:  Ms. Erin Kennedy, MCD, CMRW, CPRW, CERW, CEMC, is a Certified Professional Resume Writer/Career Consultant, and the President of Professional Resume Services, named one of Forbes “Top 100 Career Websites”. Considered an influencer, she is consistently listed as a “Top Career Expert to Follow” on Twitter and LinkedIn.

 

FSC Career Blog |  March 30, 2020

Hate Your Job? Stop Complaining And Take Action

As a career coach, I hear every complaint under the sun as to why someone doesn’t like their job. I also see people get into the rut of constantly complaining about the situation without feeling empowered or responsible to do anything about it.

But it’s a new decade, and a perfect time to seek new opportunities. According to Glassdoor, in January, there are 22% more job applications started on their site than in a typical month. Take advantage of a fresh new year to create your own fresh start.

Below are some tips to help you transform your current career roadblocks into guides for taking action.

1.    Assume abundance vs. limited options. This is the first thing that needs to be tackled. The mindset that there are no options is the number one reason that people throw their hands up and take on the role of a victim. Though there are definite roadblocks that people face such as geography and experience limitations, we are experiencing a great job market at the moment. Even in tougher times, opportunities exist that go beyond your geography due to the accessibility that online businesses and work from home options that are available.

 

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What Skill Sets do You have to be ‘Sharpened’ ?

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2.    Look at where job growth and demand are already abundant. Glassdoor is a great resource to get you thinking about what’s possible. They’ve just released their annual report that reveals the 50 Best Jobs in America. They’ve researched which jobs based on earning potential, job satisfaction and job openings. It’s a great place to get ideas of where you might want to invest some time and energy.

3.    Align your career choices to your personal purpose. Though job growth and market trends are insightful of where the job market is going, it shouldn’t solely dictate your career decisions. The clearer you are on what your individual purpose is, the more proactive you can be in building a career that supports that. People who are clear as to how their job supports their individual goals tend to have higher levels of job satisfaction. If I know this job is really about creating time for me to be with my family over rapid growth, then I’ll enjoy a more low-key environment. On the other hand, if I’m all about taking on complex challenges then long hours will feel worthwhile.

4.    Shift to listening for the opportunities and guidance vs. obsessing over your grievances. If you find yourself hating your job, don’t waste your time complaining. Instead, tune in to what the situation is challenging you to do. Should you be going back to school to set you up to qualify for the job you want? Do you need to speak up and make sure your viewpoint is heard? Do you need to finally take that step you’ve been afraid to take towards your dream but risky career path? This isn’t about falsely sugar coating your situation. It’s about using your experiences as a compass vs. getting sucked into a victim mindset.

5.    Take one step at a time. Too often, people are waiting for all the pieces of the puzzle to be perfectly clear and understandable. That’s no way to make things happen. Instead, know what steps you can take while you figure things out. You can usually start reaching out to people that may have more information on what you’re looking to do. At the very least, you can start to look up websites, send away for information and read up on companies or jobs that you’re interested in.

Author:  H.V. MacArthur

Forbes.com | January 15, 2020

How to Write a Thank-You Letter After an Interview.

A Guide to Writing a Memorable Thank-You Note

Sending a thank-you letter after an interview might seem old-fashioned, but it’s just as important to write one as ever. One survey from TopResume showed that 68 percent of hiring managers say that a candidate’s decision to include or not include a thank-you note after an interview affects their final hiring decision. But while sending a thank-you note has become expected, it’s not enough to simply send a note that says “Thanks for chatting with me” — you need to put some thought into it. In this guide, we’ll show you how to write a thank-you note that will impress interviewers and increase your odds of getting a job offer.

When to Write a Thank-You Letter

Writing a thank-you note to your interviewers shows that you are gracious, humble and thoughtful — all important qualities for potential new hires to possess. That’s why you should write a thank-you letter after every interview within 24 hours. You don’t want to risk having recruiters or hiring managers think that you’re cocky, ungrateful or absentminded.

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What Skill Sets do You have to be ‘Sharpened’ ?

Continue of the article:

Who to Write a Thank-You Letter to

In general, it’s a good idea to share a thank-you note with everybody you interviewed with individually, from recruiter to hiring manager to potential colleague. If you don’t already have their contact info, request it from your main point of contact throughout the hiring process (likely the recruiter), explaining that you’d like to thank them for taking the time to speak with you. If you had a panel interview, you might want to save your time by sending one email to the main interviewer with everybody else CC’d.

If you spoke to many different people — say, you presented to a room of 10 or more — it’s probably not practical, or a good use of your time, to include each and every one of them. In this case, you can follow the same procedure you would in a panel interview: Send one note to the main interviewer with several of the key players CC’d.

Formatting Tips & Tricks

There are an infinite number of ways you can write a thank-you letter. And while there’s no one right way to do it, there are a few tips and tricks you can keep in mind while drafting your note.

Email vs. Handwritten

Handwritten letters have a certain charm, but in most cases, a thank-you email is the best choice. Why? For one, an emailed thank-you can arrive instantaneously, while a postmarked note can take days to arrive. For another, handwritten letters might feel like a bit much. So when in doubt, send an email. Exceptions could occur if a) you’re close enough that you can simply drop off a handwritten letter, b) you’re applying to a very traditional or old-school organization and c) if you have a prior relationship with an interviewer (say, if they were your former coworker at a previous job).

Length

Don’t feel pressured to send a five-paragraph essay — thank-yous should be short and sweet. Just as you don’t want to spend too much time writing one, your interviewers don’t want to spend too much time reading one. After all, they’ve got their own jobs to stay on top of. Make your thank-you letter long enough to cover everything you need to say, but short enough that it only ends up being a few sentences long.

Voice & Tone

When it comes to writing thank-you letters, professionalism is the name of the game. Avoid slang, typos, excessive exclamation points, emojis, etc. But you don’t need to sound so formal that you come off as stiff. Opt for clear, concise language, not the longest word you can find in the thesaurus.

Thank-You Letter Template

According to Glassdoor contributor Caroline Gray, every thank-you letter should express gratitude for your interviewer’s time, enthusiasm for the role and appreciation for learning more about the opportunity and company. The following template does all three — read on to see it in full and learn more about each component.

Dear [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”][Interviewer’s Name],

Thank you so much for taking the time to talk with me [today/yesterday]. I loved getting to hear about [interesting thing you learned from this person], and was especially impressed by [quality or trait of the company or team that made you even more eager to work there]. Our conversation reinforced my excitement to join [company] and help you all [achievement you would support in this role]. I look forward to hopefully working together in the future.

Best,
[Your Name]

  • Intro: Avoid a generic term like “to whom it may concern,” or something overly formal like “To the attention of Mr. So-and-So.” Using “Dear” plus the person’s first name works just fine.
  • Thank Them: Show your interviewers that you’re considerate and appreciative by thanking them for taking the time to get to know you and educate you about the role.
  • Get Specific: Mention something in particular that you really enjoyed learning about in your conversation, such as the go-to-market plan for their newest product or their insider perspective on what kind of person thrives at their company.
  • Compliment Them: A little flattery never hurts, as long as it’s not excessive. Bring up one thing about the company or the team that you were really impressed by, such as the team’s infectiously positive attitude or the company’s dedication to community service.
  • Highlight Your Eagerness: Let your interviewer know that you’re excited about the opportunity, and also show how you would add value to the team.
  • Close the Letter: End with a farewell line — such as “best,” “cheers,” “sincerely” or another professional, yet approachable choice — and your full name.

Now, you’ve got everything you need to write an amazing thank-you letter — so get writing, and good luck!

[/fusion_builder_column][/fusion_builder_row][/fusion_builder_container]

#BestofFSCBlog :Got Kids? Important Skills to Develop for Success in 2020 & Beyond. Must Read!

For workers across all sectors, the ground is shifting quickly. The way that people used to build lasting careers, often through becoming “deep domain experts,” is no longer enough to guarantee a future. New technologies like Artificial Intelligence and Machine Learning are supplanting many traditional roles and changing many others. As the McKinsey Global Institute puts it,

All workers will need to adapt as machines take over routine and some physical tasks.”

This doesn’t have to be bad news. In fact, the changes underway can bring new, exciting opportunities for everyone who’s ready and willing to grow and develop new skills. 

Through my work at Filtered, a company that takes a technological and human approach to recommending learning opportunities, I’ve come to see which skills are indispensable — and most likely to empower you to succeed in the decade ahead.

Understanding ‘power skills’

For years, workers have been hearing that data science and other related skills are in extremely high demand. (“You probably should have majored in computer science,” Quartz once said in a headline.) 

That demand remains. Organizations need technological know-how to stay on top of new trends and to try to fend off against disruption. But these are no longer the skills companies need most.

The most important skills today are those that are usually called “soft” skills. Now, some call thempower” skills or “behavioral” skills.

These skills include collaboration, communication, creative thinking, work ethic, teamwork, networking, decision making, positivity, time management, motivation, versatility, problem-solving, critical thinking, and conflict resolution.

“Executives’ views regarding the priority of critical skills have taken a turn from digital and technical to behavioral,” IBM’s Institute for Business Value reported recently in a survey of thousands of executives. The top four skills that executives deem most critical for today’s workforce are: agility; time management; teamwork and effective communication.

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What Skill Sets do You have to be ‘Sharpened’ ?

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Why these needs will last 

Change is happening at an unprecedented pace, as technological progress (including digital transformation) and global political unrest make for a highly unpredictable world. Smart businesses recognize that it’s very difficult to know how they’ll have to pivot in the future. Change really is the only constant.

At a time like this, what organizations need most are individuals and teams that can adapt and grow, helping the business to survive and even thrive. This is why developing a “growth mindset,” an ability to act mindfully, and a high level of resilience have become much more pragmatic and important than ever. All these power skills can, in fact, be learned and improved. 

In-demand technical skills

Of course, traditional skills, sometimes called “core skills,” will also continue to give you a leg up over competitors as you work to build a career, so it’s important not to neglect them. The IBM survey found that the most critical are “analytics skills and business acumen,” followed by “technical core capabilities for STEM” and “basic computer and software/application skills.” That last category includes Excel, which I advise everyone to become proficient at.

Interestingly, foreign language proficiency is in IBM’s top 10 as well. Even with technologies like Google Translate helping people have conversations across different languages, the ability to effortlessly communicate with people around the world and understand nuances and turns of phrase can go a long way in helping build relationships — which remain the purview of humanity, not machines.

How to learn

The world is filled with learning resources, from articles to TED Talks, podcasts, infographics, well-chosen Twitter accounts and, of course, books. Fortunately, many companies are investing heavily in making resources available for their employees. Just as importantly, some businesses are carving out time in workers’ schedules to allow them to develop new skills.

Still, for workers this process can seem overwhelming. With a world of resources available, where do you begin? 

Some top employers are taking new steps to help with this. Understanding the need to offer long-term career paths, they’re starting to focus their learning resources specifically on the kinds of skills they need. They’re aligning their self-directed learning cultures with changes underway inside the business. They’re saying to employees: here are the skills we expect we’ll continue to need in the years ahead. And here are some tools to help you learn them. It’s as though, rather than being dropped into a field of learning and told to walk in any direction, employees are given a digital map with GPS and multiple destinations available.

I recommend that workers actively take advantage of these opportunities. And when you interview with new companies, ask them about their skill needs and learning resources. The more you show an interest in developing the skills needed for the future, the more desirable a candidate you become — and any company will be lucky to have you.

Author: Marc Zao-Sanders is co-founder and CEO of Filtered, which helps individuals and companies learn to become more productive. 

 

GlassDoor.com | January 6, 2020

How To Manage Your Career For The Next Decade — Three Career Trends To Watch In 2020 And Beyond.

I have been watching careers as a consultant, recruiter and career coach for just over 20 years now. In the first 10 years, I focused on big changes in entry-level recruiting, specifically the decrease in organized campus recruiting for a more diffuse hiring process that required new entrants to the workforce to be proactive about managing their careers from day one. The second 10 years, those changes moved up into experienced recruiting, and the 24/7 job search became a harsh reality for every professional.

Today’s professionals still need to be proactive and manage their careers 24/7, but also need to manage for different careers altogether. Here are three career trends to watch in the next decade:

Everyone is an entrepreneur

Freelancing is on the rise – 1 in 3 Americans freelanced at some point in 2018, and 28% of freelancers are full-time compared to 17% in 2014. This is a career trend that is hard to undo since employers benefit from getting the specific resources they need when they need them (and save on the increasingly expensive benefits costs of traditional employees). Freelancers also report being happier than traditional workers.

The fix? Even if you stay in traditional employment, you will compete with freelancers. The most hirable professionals will manage their career (and job search) like the freelancing entrepreneurs. You have to sell yourself harder – you will need more than a resume to get hired. You have to be more targeted with your networking. Like a business, you will benefit from the publicity and will need to build a brand.

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Reskilling is the must-have skill

AI, robotics and Big Data are some of today’s big disrupters, but there will be other disruptive innovations that add brand-new jobs and make other jobs obsolete. It is not a matter of if your job will change, but when. Today’s professional needs to know how to proactively change careers, not just search for a job in the same career –your original career choice may cease to exist or be unrecognizable.

The fix? Sure, you can research what the hottest jobs are right now, but those jobs will invariably change, and the requirements for individual jobs continually change. Rather than focus on what skills you need right now, make it a habit to continually reskill over time. Build a professional development plan, and budget it into your regular calendar. If it’s been a while since you have learned something new, start with something you enjoy even outside your career – learning how to learn, being comfortable as a student/ beginner again and building a love for learning are all helpful skills to have.

The new retirement age is never

People live into their 70’s on average, but peak earning years are your 50’s and 40’s (pay growth for college-educated women peaks at 40!). You need to be a good money manager to bank those earnings and stretch them as inflation increases and your average salary decreases over 20-30 years. 67% of seniors would prefer to not be working or to work fewer hours. One upside to working longer is that you could choose to move into a new career you enjoy.

The fix? Manage your money as closely and proactively as you manage your career. Manage your career for the ebb and flow of peak earning times and periods of unemployment and underemploymentPursuing FIRE (Financial Independence, Retire Early) is one way withstand career volatility. Reskilling and embracing an entrepreneurial approach (as noted above) will also help with career longevity. Since you need to focus on longevity, you also need to guard against burnout and keep yourself engaged and excited about your work. Finding success stories, like this 104 year old artist who sold her first painting at age 81, can help.

You have choices for where to take your career

It might sound scary to think about working longer, but it also means you have the time to build a career you love. It could be a lot of work to reskill, but it is also an opportunity to learn different things. It takes a different approach to manage your career like an entrepreneur, rather than an employee but it puts you in control.

Today’s professional has choices. Does that make you feel overwhelmed or excited? Are these trends an obstacle course to endure or an adventure to begin? How will you choose to approach this new decade?

 

Forbes.com | January 5, 2020 | Caroline Ceniza-Levine

What To Do When Your Career Is Disrupted Later In Life. A Stable Job for Life is Arguably a Thing of the Past.

Despite the various proclamations that we are living in an age of increasing footloose behaviors and we are going to have multiple careers throughout our life, the prospect of losing one’s job still has many of the pangs associated with other forms of grief. Indeed, losing your job is perhaps the toughest thing you can ever face, with damage not only in the immediate aftermath but over a prolonged period of time.

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Overall, 31% of job seekers aged 55 and older report they have been looking for work for 27 weeks or longer.

Around 50% of American workers over 50 years old are at risk of redundancy. The research, which was conducted by ProPublica and the Urban Institute, grimly tells us that this cohort is being pushed out of jobs held for some time before retirement causing the kind of financial damage that is irreversible.

Acting now

At the later stage in your career, the chances are that you may have developed a degree of financial security, and this can hinder your efforts to reinvent yourself as it removes the sense of urgency that is required to successfully transition into a new career. What is more, you may also be lulled into a false sense of security by the skills and experience that you have built up over the years.

Valuable though these skills may have been in your old career, there’s no guarantee that they will be equally valuable in your new one. This narrow focus and intense specialization may have worked in the past, but careers are changing, and the stability and security that typified the work-life when you were growing up are increasingly being consigned to the dustbin of history.

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Now, skills such as adaptability and agility are far more important, with organizations relying heavily on cross-functional teams where collaboration and emotional intelligence will come to the fore. Here are a few things you can do to make a successful transition:

  1. Forget your titles – Chances are that your old career came with a good dose of prestige, with titles and all that came with them attached to your seniority. Those are lovely, but they are holding you back from moving on.  It is far healthier to think akin to a film director who goes from project to project. Your past work was nice, but this is a new you, applying yourself in new ways.
  2. Develop your portfolio – As you will no longer be able to rely on your title to open doors for you, it is important that you start to develop a portfolio of projects to showcase your skills. In this transitionary period, these can be projects outside of work. Not only will they give your life a renewed purpose, but you will almost certainly develop a wide range of invaluable skills too.
  3. Adjust your outgoings – If you have high expenses, it can be tempting to jump into the first opportunity that presents itself, just to get some money coming in, but it is quite likely that this will be a bad choice. If you can build up some savings so that you can go for the right opportunity rather than the first opportunity then you are likely to be happier in the long-run.
  4. Embrace the unexpected – Volatility, uncertainty, complexity and ambiguity (VUCA) has become a bit cliched in the business world, but the essence of uncertainty and volatility do nonetheless ring true.  You will need to be agile and open-minded to make the most of your new-found freedom, so consider fresh ways to stretch yourself and develop new skills.
  5. Develop a love of learning – When you achieve a certain level of seniority it is tempting to rest on your laurels, but the world waits for no one, so it is vital that you are learning each and every day. There are countless opportunities to do this, from books, blogs and massive open online courses (MOOCs). You might even find mentoring young people can be a great way to learn from them as much as they from you. Admit where your knowledge has holes and work to plug them.

The chances are, your previous status gave your life a certain narrative, with your role and title key parts of that story. Now, you have the opportunity to craft a completely new narrative, and it is important that you spend time thinking about what that is. When you meet people, this is your point of entry into the conversation. You will be telling this story as your introduction to you to each new person you meet.

A stable job for life is arguably a thing of the past, so the ability to pivot one’s career and adapt to the changes in the market are likely to be valuable skills to learn. If you have to learn them later in your career, then so be it. In this way, the stability in your life comes not from your employer, but from within you, which is an altogether healthier place to be.

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Your Career: 5 Things To Ask Your Boss In The New Year.

You have control over your career if you speak up and ask questions. Maybe you don’t know what to ask for or you’ve been holding off on asking for something because you did not know how to ask. Consider this your nudge.

This is your push to ask for what you want in the New Year. Here are five things to consider asking for from your boss next year:

1.     Business goals.

If you do not understand why you are doing the work you are doing, it is difficult to understand the purpose of your work. When you work without purpose, you may lose your enthusiasm and the level of quality that is required to succeed.

Ask your manager, “What are this year’s goals for the organization?” “What are your upcoming priorities?” The answers to these questions will help you understand how your role plays a part in reaching your company’s goals and helps to ensure that your efforts continue to meet goals. When you meet or exceed your organization’s goals, you demonstrate value.

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2.     Expectations.

You may think you know what is expected of you at work, but are you absolutely clear on expectations? To avoid confusion or misunderstanding, ask your manager what is expected of you. When you are clear about what people expect from you, you will increase your chances of meeting or exceeding expectations.

3.     Flexibility.

Would it benefit your health, family or projects to work from home one day a week or slightly shift your daily schedule to be able to arrive later and leave later? If you think some form of flexibility would help you be more productive with work, inquire about it. Communicate how the change will help you with your work. If you are already demonstrating solid work, it will be easier for you to ask for more flexibility.

4.     Money.

If you want a raise, ask for it. If you need more resources for a project, ask for it. Assuming you are producing quality work, ask for what you need to continue to be the best professional that you can be and produce great work.

5.     A promotion.

If you continue to prove your worth, consider asking your manager for a promotion. Don’t run the risk of not asking and build up resentment that may undermine your work product and impact your relationships with colleagues.

Keep in mind that asking for a promotion, more money and flexibility in one year or a short time span might not be wise. You should ask for what you want, but don’t go overboard. Consider prioritizing what you want in the upcoming year. A successful career is built on years of experience and climbing the ladder. The higher you go on the ladder, the move opportunity you will have to ask for what you want.

Ask about business goals and expectations. Arm yourself with the information to show your worth to your organization. When you demonstrate your worth, you have the leverage to ask for things like flexibility, a raise or a promotion. Questions have answers. Ask the questions to know the answers and see the road that will help you reach your goals.

 

Forbes.com | December 29, 2019 | Avery Blank

#CareerAdvice : #CareerAdvancement -These 7 Traits Can Help you Get Ahead, then Harm You as you Move Up…A Must REAd for ALL!

When it comes to your career, moving ahead can be a case of “what got you here won’t get you there.” Unfortunately, if you keep doing what you were doing, the consequences can be harmful. Traits that initially get you noticed can later cause you to be overlooked for a promotion or raise.

“People have behaviors that work early in careers and they can hang onto them because they’re invested in them,” says leadership consultant Sally Helgesen, coauthor of How Women Rise: Break the 12 Habits Holding You Back From Your Next Raise, Promotion or Job. “Even when it looks as if the habit may not be serving you well now, it can be difficult to let it go.”

It’s important to gain awareness of the behaviors that are potentially problematic, so you can ask yourself if it’s time to move on and take a different approach. Here are seven habits you need to break to move ahead.

1. BEING PRECISE AND CORRECT

This is especially problematic for women, who tend to get promoted and rewarded based on being precise and correct, says Helgesen.

“What they take away is that being precise and correct is very important to success,” she says. “The problem is that at the highest level, precision and correctness is not what an organization looks for. That can be considered a micromanagement approach.”

 

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2. FOCUSING ON STRONG TECHNICAL SKILLS

Being technically proficient can get you noticed, and it’s always good to be up to date on the latest tool, says Allison McWilliams, assistant vice president of mentoring and alumni personal and  career development at Wake Forest University. Later, it can hold you back if you stay in the trenches.

“There is a clear difference between an ability to use and implement the latest technologies to do the work, and being able to create a vision and a direction for and manage the people who will do this work,” says McWilliams. “To move up, it is far more important to be able to see the bigger picture and to get the right people into the room.”

It can be easy to overvalue expertise, adds Helgesen. “Especially for men engineers or accountants who strongly identify with that trait as part of their identity,” she says.

3. SEEKING OWNERSHIP AND RECOGNITION

The first few rungs of the professional ladder are about taking ownership for your work and gaining individual recognition for your contributions and accomplishments, but as you move up, you need to learn to put your ego in check, says McWilliams.

“It’s no longer about you; it’s about the team and the organization,” she says. “It’s not about getting credit or individual wins. It’s about giving credit and team wins.”

4. SELF RELIANCE

Taking initiative, being self-motivated and figuring out how to get the job done and then doing it will make you an invaluable resource early in your career, says Michelle Tillis Lederman, CEO of Executive Essentials and author of The Connector’s Advantage: 7 Mindsets to Grow Your Influence and Impact.

“As you become a people manager, it is your job to not go it alone,” she says. “You need to develop skills in others, delegate, and you are evaluated on the results you get with and through other people. Remember, it is the relationships that you build that will elevate your career. Self-reliance can be self-destructive.”

After you move into a leadership position, the hustle you used to get you there will start to work against you, ads Byron Matthews, CEO and president of Miller Heiman Group, a sales performance company.

“Your responsibilities have grown in complexity, which requires you to be more thoughtful,” he says. “It’s no longer just the activity; it’s asking, ‘What is the best activity?’ The top senior executives come to the table with perspective that doesn’t just answer a perceived need, but instead helps shape those needs.”

5. NETWORKING

Early on your career, meeting with as many people as you can is a great way to solidify your network and explore the resources, connections, and contacts that a wide network can provide, says Beck Bamberger, founder and CEO of BAM Communications, a PR and media relations firm.

“However, as you move up the chain, you have to become ruthless with your time,” she says. “In short, saying ‘yes’ to every person who wants to do a lunch, coffee, or a session to ‘pick your brain’ will leave you with zero time to actually get work done. In short, be more discerning as your career advances. The art of saying ‘no,’ is a hard one but a must to master.”

But be sure to make time to give back, says Jane Tutoki, director of the board at Sedgwick, a global claims administrator. “As you grow in your career, you have to be cognizant that you are now a role model for others, and that you have to behave like a role model, and help people accordingly,” she says. “You have to be more generous with your time and knowledge because you should become a resource for others, in order to build and lead a high-functioning and successful team.”

6. A LARGE APPETITE FOR RISK

When people don’t have much to lose, they’re usually willing to take on risks, says Kate Zabriskie, founder and CEO of Business Training Works, an onsite training provider. “When those risks pay off, they often pay big,” she says. “When they don’t, the consequences often aren’t usually too dire because there wasn’t much to lose in the first place.”

Later, however, heavy risk taking may seem disproportionate when considering gains versus potential losses. “Nobody wants to work for a loose cannon or someone who makes them feel unsafe,” says Zabriskie.

7. PATIENCE

Patience may be a virtue, but careerwise, it’s more likely to help early in your career than later, says Rebecca Horan, founder of Rebecca Horan Consulting, a brand strategy firm. “Let’s face it: when we’re just starting out, we need to prove ourselves,” she says. “We should be willing to do the grunt work, and roll up our sleeves to prove we’re a team player.”

Later in your career, patience can begin to lose its shine if you’re not receiving the project assignments, promotions, and pay raises you’d like. “The further you progress in your career, the more you’ll want to advocate for yourself,” says Horan. “Speak up about your goals and desires. Positioning your personal brand for the next leap becomes more about strategy and less about patience.

 

FastCompany.com | March 20, 2019 | BY STEPHANIE VOZZA 5 MINUTE READ

 

#CareerAdvice : #YourCareer – Take these Steps to Grow your Career in the New Year! Great Three(3) Min Read!

Knowing the right company that fits your culture, passion, and industry is the first step. But once you find the right company, how do you work your way up?

Here are 5 tips on how to cultivate your career.

BUILD A SOLID NETWORK

Relationships are an essential part of your personal and professional life. Whether it’s with your current or former employer, building a solid foundation of professional connections is critical. Clients, peers, and subordinates, in addition to your management team, can all validate the quality of your work. Thoughtfully build your network and continue to learn from every level.

Make LinkedIn work for you. If you haven’t already, create your LinkedIn profile, and add your skills and contributions to beef up your profile. Endorse your colleagues and request their endorsement. A nod from your peers, or a positive review from a previous client, speaks volumes on LinkedIn.

SET GOALS

Be proactive. Setting goals for your professional career are critical. Start small and add new goals each year.

Find your passion and connect with others that share your ambitions. By sharing with others, you’ll have an even greater network to leverage expertise and resources.

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STEP OUTSIDE YOUR COMFORT ZONE

Look for opportunities to try something new and step outside your comfort zone. Are there any classes or trainings available at your company? Does the company offer tuition reimbursements for a class you’re interested in taking? If you don’t know, ask!

When you have a passion for growing your career, take a shot on a “stretch assignment.” Whether it’s contributing to an additional project, or taking on a whole new role, this stretch assignment will add to your skillset, give you exposure to other people in your company, and allow you to gain insight into the expectations and daily work associated with a different position.

SEEK OUT A COACH OR MENTOR

coach or mentor can be a person that’s in, or outside, of your organization. They should be a trusted advisor that can help guide you to the next stage of your career. Identify who that person is in your life and see if they’re interested in committing to your growth. You can have more than one. Keep in mind: It should be someone that can help you develop your personal and professional skills. Consider a person that is in a current role that you’d aspire to, or a person that can support your professional development, in preparation for the next step.

Be receptive to feedback. Look at any constructive criticism as positive. Remember–your coach or mentor has your best interests at heart. Be open-minded when listening to their suggestions; this can have a lasting, positive effect on your relationship with them and help you identify talents in yourself that you may not have previously realized.

TAKE THE LEAP

Are you ready to grow? Sometimes you need to take the leap and find out. Before you do, make sure you can land on your feet. Have you excelled in your current role? Have you grown to your full potential? If you answered yes, it’s time to move on to the next stage of your career. Before presenting your interest to your manager, prepare to reference any positive comments from others about your performance to solidify your next move. Include any past performance evaluations to add credibility.

If you’ve truly mastered your current role, then moving into a larger or a new position will seem like an obvious next step. In speaking with your manager about your next move, ask what tools you’ll need to succeed.

When looking at the big picture, plan effectively, build relationships, and execute a growth strategy with guidance from your manager and mentor to progress to the next stage in your career. By executing strategic goals, a new path to success will unfold. By implementing these steps, you can significantly impact your growth opportunity and challenge yourself to reach the next stage in a successful career.

 

FastCompany.com | December 31, 2018 | BY YOLANDA WALKER—GLASSDOOR3 MINUTE READ