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Pro Tips from a Terrible Job-Seeker

Recently, a friend of mine asked if I had any tips as she thought about her next role. She knew that I had been through a similar situation about a year ago and wanted to know what wisdom I had learned from the experience.

I also laugh a little to myself when I get these requests. I think it’s fun that people think I know what I’m doing as a job-seeker. As a recruiter, not a problem – I can give advice and suggestions all day long about how to recruit, as well as share what recruiters and hiring managers are thinking. It’s different when it’s personal. I often describe my career as “Forrest Gump-ing my way through life” because I wasn’t always the most thoughtful in my approach. I would work somewhere for awhile, decide it was time to leave, then find something else without a lot of planning. It typically worked out, but not always. And while I learned something from every job, I feel like I could have avoided some of the pain along the way if I had been smarter about it.

Thankfully, I was a LOT more thoughtful about my last move. As a result, I’m in a job I love doing incredibly interesting work with incredibly smart people. Finally.

So, to help you NOT be me, here are some of the tips I shared with my friend:

  1. Don’t search scared: If you still have a job while you’re searching, this is a little easier. If you don’t have a job, it can be hard to be patient and not panic about money. Hopefully you have a nice buffer and can feel okay taking the right amount of time to find what you want. This isn’t always possible, so if you need to take a contract position while you look for your permanent home, that’s okay.
  2. Know (generally) what you want: Just blindly looking for something that looks interesting is exhausting and makes it harder for people to help you network. There are some good free tools out there to help you narrow your focus. Or splurge for a session with a coach or super smart friend. Whatever you do, narrowing down your want list is necessary.
  3. Find like-minded people: I’m not talking culture fit. Find people who will appreciate you for YOU. I’m at the point in my career where I will not suffer fools for immediate coworkers, so I consider long and hard who I will be interacting with, whether I’ll learn anything from them, and whether they will get my sense of humor (and that list is shorter than you think).
  4. Don’t be afraid to ask for help: As shared earlier, I suck at finding jobs for myself, but I love helping other people find jobs (I’m so weird like that). Chances are, you have an AMAZING network of people who love you and want to help you find your dream job. Use it.
  5. Treat Yo’Self!: Yes, you’ll want to be smart about money until you’ve got your next gig figured out, but don’t begrudge yourself a pedicure. Or a trip, if it’s booked. Or a hair appointment. Or that damn cup of fancy coffee. You still need to love you.

So there you have it. Hopefully this helps you as you contemplate that next job search. It’s not an exact science. Everyone’s search is a little different, so grant yourself a little grace along the way.

If you have any advice to share, please do! And good luck to those who are looking for their next job. We’ve got your back.

 
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Posted by on December 10, 2019 in Personal Development

 

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WorkHuman 2019: The journey continues

Okay, yes. That’s a super cheesy blog post title. But cut me some slack – I’ve been writing about WorkHuman for a really long time! The first post I wrote about it was in 2015, which feels really long ago. I’ve been to all of the WorkHuman conferences (here’s a quick overview of the history). I really like them. I’ve attended as a speaker, a moderator, a member of the social media team, and as a mere participant (who also still wrote and tweeted because I apparently can’t attend a conference without doing that).

So why do I keep going back to WorkHuman?

Well, for one thing – they invite me. 🙂 I really appreciate that. There are a lot of people out there who can write and tweet about a conference, and I am grateful they see a value in bringing me back each year to help the promote the event. And I also appreciate the fact that while I do receive some compensation for promoting the event, I have never once been directed about what I should say or how I should say it. They have always let the conference speak for itself and ask people to be open and honest about the experience. I can’t say enough about the team that puts on the event – they are fantastic people who love what they do, and it shows.

Every year, the conference is a different experience because the team experiments with different set ups to encourage as much human interaction as possible. It’s much different than most conferences I’ve been to. Last year in Austin was really amazing – a large space for downtime, networking conversations, indoor food trucks, gratitude trees, coffee bars. It was a fantastic set up and I can’t wait to see what they do this time!

I also go because I get to see so many people who want to learn more about how to work differently. The topics at WorkHuman aren’t focused on compliance or laws (although the conversation DOES come up). Most speakers talk about the importance of making a human connection, and the attendees really respond to the message. People are frustrated at work. The lines between work and home continue to blur. The more we acknowledge the social nature of human beings (yes, even introverts), the more we recognize the need to change how we approach our interactions. The people at WorkHuman are there to learn from the speakers’ sessions and I love talking to them throughout the conference.

And let’s talk a little bit more about those speakers. When you look at the roster of speakers that WorkHuman has gotten over the years, it’s mindboggling – Arianna Huffington, Adam Grant, Shawn Achor, Simon Sinek, Michael J Fox, Brene Brown, Salma Hayek, MICHELLE FREAKING OBAMA – just to name a few. All the keynote speakers brought unique perspectives and research and experiences to the conference, challenging the attendees to see the humanity in everyday life. And last year, WorkHuman featured a spotlight on the #metoo movement, with a memorable panel featuring Tarana Burke, Ashley Judd, and Ronan Farrow. This year promises to bring even more amazing speakers to the forefront – Viola Davis, Brene Brown (back again!), George Clooney (Amal Clooney spoke last year), and others – including me!

So I’m counting down the days until I get to join all my friends at WorkHuman – this time in Nashville, TN. I hope to see you there!

There is still time to register! Use discount code WH19INFMFA when you sign up here.

 
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Posted by on February 14, 2019 in Conference Posts

 

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Not a joiner? Join the club*

*Author’s Note: See what I did there? 

There’s been a lot written about the challenges of being an introvert in a workplace that tends to value the behaviors of extroverts (see: Susan Cain). From open floor plan workspaces to “collaborative” work styles (e.g., we all sit in a room and stare at the same document until magic somehow occurs), to a belief that you must speak up in meetings or you’re not adding value – the preferred work style of introverts seems contrary to how corporate America seems to want to operate.

Despite this clash of styles, introverts are doing (mostly) okay. Exhausted and fussy at times, but mostly okay. We’ve been figuring out how to adapt to, and influence, our work environments to find a way to not only exist but thrive. We have also made headway in busting the myth that introverts are anti-social heathens who hate people. (That’s only a few of us.) Most introverts actually like people…but individually, and for short periods of time. Or through social media, because this means we can meter the intensity of our interaction to match our energy. Which is nice. Slowly but surely, we’ve started to change the perception that you have to be “outgoing” to be a good leader.

Then out of the blue…someone asks you to join their “group.”

Maybe it’s a bowling league. Maybe it’s a work committee. Or maybe someone tries to throw you into a generalized reference to a “them” when telling a story.

If you just read that and felt your heartbeat climb and your anxiety increase, chances are you are NOT a joiner.

It’s okay…I’m one of you. (Which really is kind of funny when you think about it, because now we’re a group but we don’t really WANT to be a group, and now we hate ourselves for being part of a group. Ugh.)

I know I started this post talking about introverts, but I want to point out that extroverts can be “anti-join,” too. I think anyone who hates being labeled or put into a box (particularly by others) aren’t really a “joiner.” Because introverts recharge individually, though, maybe they’re more prone to not wanting to join the club. (I have no research to support this, but it seems like research doesn’t change people’s minds anyway, so let’s pretend I told a really emotional story and got you on my side on this one.) (And yes, I’m aware of the irony that I just used research to prove that research won’t change your mind.)

Anyway, back to not wanting to be a joiner.

The problem with not being a joiner at work is that it somehow puts a mark on you. People who don’t want to join the club are often labelled as difficult, or maybe they “aren’t a culture fit,” which is often code for “not like us.”  Unfortunately, that mark can be tough to shake. Most people want so desperately to belong, so it’s hard to understand why someone wouldn’t want to belong in a very public, assimilated way.

And that’s where the challenge lies – never try to tell a non-joiner they HAVE to join. They will become stubborn, angry, and most likely will act directly opposite from what you’re trying to get the group to buy into. (At least that’s what my mom says I do. I think she’s lying out of spite.) They will feel put upon, and more importantly, they will feel even more like an outsider because you have put their otherness on display. And now they will never join you.

This is a damn shame, too, because here’s the thing – non-joiners actually do join things. They just tend to be much more selective and only join things that really speak to them – causes, activities, awesome snacks at club meetings. Don’t think of them as non-joiners. Think of them as the Discerning Joiner.

Discerning Joiners recognize they only have so much time and tolerance for meetings, get togethers, busy work, etc. They focus instead on things that they care about. And when they decide to join that “club,” the Discerning Joiner is a juggernaut. They will devote time, energy, attention, resources – anything they need to do in order to make sure their decision makes a difference for someone.

You WANT Discerning Joiners – you just don’t realize it yet. They tend to be the people who can make a real difference in society. They see something they don’t like and refuse to “join the club.” Instead, they make a conscious decision to evaluate the situation and do something to turn people’s heads and make them uncomfortable. It could be something as simple as sitting in someone else’s “spot” in a meeting to break up the monotony. Or it could be something as public as kneeling. Whatever action they take, though, they take intentionally. Don’t discount the power of that. Harness it. Encourage it. See what you can do to create an environment that allows that to happen positively.

And if you ARE a Discerning Joiner, stay strong. Stay principled. Don’t feel pressured to join the crowd. Join when it makes sense. Feel comfortable in being an individual, too.

USE YOUR POWERS FOR GOOD.

Even if you do it alone.

 

I am no bird; and no net ensnares me; I am a free human being with an independent will.
– Charlotte Bronte

 

 
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Posted by on October 9, 2017 in Authenticity, Personal Development

 

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Take a chance on talent (from #SHRM17)

[This post first appeared on the SHRM Blog on June 19, 2017]

The Monday of any SHRM conference is usually jammed packed and high energy. It’s the first full day of sessions. People are excited to check out the sessions they mapped out for the day, and they aren’t yet exhausted from talking to the 18,000 attendees at #SHRM17.

One of the themes I noticed in the sessions I attended – whether it was Laszlo Bock’s general session or Jennifer McClure’s excellent session on disrupting HR – centered around taking a chance on talent. They challenged HR to stop putting up so many artificial barriers to hiring the best performers; you know, barriers like degree requirements or minimum years of experience. These barriers only serve to weed out people who may have excellent potential, ensuring you hire people who were successful in one system but not necessarily in yours.

This concept most likely rubs a lot of HR professionals the wrong way. After all, minimum qualifications are the bread and butter of job postings everywhere (particularly in the public sector and highly regulated industries). But research is beginning to support this stance. Recently, Ernst and Young announced they would no longer require degrees as entry criteria because their research showed a degree was NOT a predictor of success at their organization. Other organizations, like Xerox, found that experience didn’t matter either. It was better to build than buy, because work will outpace skills at a faster pace and you better be able to train your folks up if you want to stay competitive.

I like this trend. I hate artificial barriers in hiring, and have often said some of my best hires were people I hired on potential rather than track record. One of these people is sitting on a panel at this very conference.  Sam joined my team with limited experience in learning and development. He had been working for a bank and had made some job aids…and that’s about it. But he clearly had an eye from problem solving, a creative mind, and a work ethic like no other. I always asked candidates to prepare a presentation on leadership for my hiring process, and Sam’s was incredibly well-researched, coherent, interesting, and definitely helped the audience learned. So I hired him. And he was amazing.  Today, Sam is the Director of Training at Chipotle – a role he created from nothing after starting with them as a contractor.

If I had followed the job description and minimum requirements, I never would have hired Sam. I shudder to think that I probably wouldn’t have been allowed to hire Sam if anyone really looked closely at his background. And that would have been a damn shame because I would have missed out on a chance to watch a person find their path and become a success. (As you can tell, I’m ridiculously proud of Sam and try not to embarrass him, but I did it anyway, so there.)

So if you take anything back with you to your workplace, take the idea that it’s time to stop putting ridiculous requirements on your job descriptions. Challenge your hiring managers on their desire for degrees, certifications, and years of experience. Point-factoring isn’t how we do comp anymore – it shouldn’t dictate how you define a job. If you don’t push back, if you don’t consider potential and growth, you risk missing out on some incredible hires.

Go out there and find your Sam. And prepare to be amazed.

 
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Posted by on June 23, 2017 in Conference Posts

 

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Not every hero wears a cape

Sometimes you hear a story about a person that makes you stop in your tracks and think, “Whoa. I could never do what that person is doing.”

Last night, I saw a story on the news about Darius Matsuda, a soon-to-be sophomore in high school who is visiting local middle schools to tell his story about growing up with autism. He shares with the students his experiences – including being forced into a circle with another boy while the others chant “Fight! Fight! Fight!” He explains what it’s like to live with autism – how it impacts your sensitivity to sound, light, and your ability to make friends.

It’s a powerful, personal story, and he’s already told it nine times to kids not that much younger than he is. All in the hopes that kids learn a little compassion for their fellow students, and understand that just because someone is different doesn’t mean they’re lesser than. Darius is going for Eagle Scout, and this is his service project.

This kid is amazing. Talk about putting yourself out there.

I bet that if we look hard enough, we all have someone like Darius around us. Someone with a story to tell, who has learned lessons in their life and are willing to share them. Not because it will help them…but because it will help those who come after them.

These are the heroes in your community and in your workplace. Listen to their stories. Learn their lessons.

Nice work, Darius.

 

If you want to learn more about autism and how to get involved, visit the Autism Society website. 

 
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Posted by on May 17, 2017 in Uncategorized

 

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Can you change your industry if you don’t consult?

It happened again. One of those The 25 Most Influential Whatevers Changing the Industry lists. The ones that inevitably have the same core group of names you see on every other list in the same industry. And the ones that seem to consist solely of consultants.

I’m not saying those people don’t deserve to be on those lists. The folks who make those lists have clearly gotten their message to a wider audience and are typically looked to as an expert in their field. And they work hard to earn that recognition.

What I am saying is that you almost never see an in-house person on those lists, what might be referred to as a “practitioner.” Oh, you see folks who own their own businesses and do it well, so it’s not like they aren’t working their butts off in “corporate America,” but they still tend to be on the outside looking in.

There are a lot of reasons why this might be the case, none of them nefarious; it’s just the nature of the work you do as a practitioner. First, let’s look at why consultants tend to make lists more often:

  • Consultants depend on getting their name, brand and messaging out there on a regular basis to build their business. You have a day job, the basic need of getting your name out there for a paycheck isn’t as strong.
  • Consultants are a third-party voice, and as such they get the “fresh eyes” credibility boost. Remember when you were new at your company and everyone thought you were brilliant? It’s the same effect sometimes for consultants.
  • Consultants know that they need to stay current to stay credible, so they do their homework on the latest and greatest stuff that’s going on. Also, a lot of them tend to be invited to speak at conferences, which means they see the most recent products and research…and it raises their visibility in the field.

So that begs the question – can you be recognized as an industry trailblazer when you’re working a 9-5?

Pigeons. In holes. Get it?

 

The short answer is yes…it just takes a lot more work.

First, figure out WHY you want to change your industry. Is it for personal glory? Or do you really think there’s got to be a better way to do it? If it’s personal glory….well, feel free to promote yourself out there and see how long you last. But if you really think there is a better way to do work within your industry, there are a few things you might consider doing on your way to trailblazer status:

  • Be a Mad Scientist: Your current organization is a great testing ground for new ways to do things within your industry. Think of it as your own little laboratory. When you get some interesting results, start sharing it with people in your industry.
  • GET ON SOCIAL MEDIA: I know, I know…EVERYONE is on social media. You know why? Because it’s a great place to network with other people who do your job, too! You can talk to people, ask them how they’re handling certain issues, share your expertise. And you don’t have to go to awkward after-work happy hours to meet them, either. It’s like an introvert’s dream.
  • Put yourself out there: This is sort of related to the social media one, but has a broader focus. If you want to impact your industry, you need to see more of your industry. Go to conferences (if you can). Volunteer locally if there is an industry membership group nearby. Reach out to similar organizations and see if you could visit to learn a little more about what they do. Don’t bury yourself in your bubble and assume you’re a rock star because you have figured out your company’s system. You need to find out about other systems before you can help change the industry.
  • Publish your findings – successes and failures: Publishing might seem kind of formal, but depending on your industry, it could be the way to go. Or, you know, you could start a blog. Or maybe apply to speak at some of those industry conferences you’ve heard so much about. Sharing what you’re doing with people outside of your organization is the best way to get feedback on what you’re doing AND to help influence what is going on in the industry.

Does that sound like a lot of work? It can be. You’ve got a day job, and a lot of this may need to happen at lunch breaks, evenings and weekends. No one said change was easy, but if you really want to impact your industry, you may need to burn the midnight oil every once in awhile.

Oh, and one last thing you might think about as you embark on this quest….

  • Be okay with making YOUR company better: Sometimes it’s enough to make a difference at your own place of business. Not every change will be industry-changing – often, it’s enough to know you’ve made work better for the people around you. And really…isn’t that the best kind of change?
 
 

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Your zipper is down

May you always have someone in your life who will tell you your zipper is down.

May you have a friend who lets you know there’s cilantro stuck between your teeth.

May you have a significant other who tells you when you are overreacting.

May you have an archenemy who makes you smarter.

May that same archenemy be willing to team up with you against a common foe as needed.

May you have a boss who is brave enough to tell you to stop it, you’re making an idiot of yourself. 

May you have a best friend who gets it when you just text “Blergh.”

May you have a pet who loves you unconditionally…but totally leaves the room when you start yelling at the TV, because who’s got time for that?

May you have a health care provider who reminds you to take care of yourself.

May you have a teacher in your life whom you remember for the best of reasons.

May you have parents whose phone calls you sort of avoid because seriously, you don’t need to talk to me EVERY 3 hours, do you?

May you have all these things and more because it means you’re not alone. It means there are people out there who care enough to point out your faults. There is someone out there who wants to make sure you’re on the right path.

And if you have that, it means you have an obligation to be that person to someone else.

Because everyone needs at least one person who cares enough to tell you that your zipper is down.

 
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Posted by on April 23, 2017 in Authenticity, Self-Awareness

 

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