JL Careers Blog

Who’s your Mentor?

Want to move your career forward?  The Corporate Leadership Council surveyed CEOs from Fortune 500 companies to determine the factors that led to their success.  One of the top 3 strategies that contributed to these leaders’ outstanding achievements was having a Mentor.  These leaders reported it wasn’t what they knew but who they knew and could call on that directly contributed to their career success.   

How to source a mentor:  First, determine the leadership and core competencies you need to develop or strengthen.  Then keep an eye out for leaders who excel in one or more of those areas.  Approach them and ask for a quick coffee to “pick their brains” as they have an area of expertise that you would like to master.  i.e.  “I really respect your experience.  Would you be available for a coffee with me to discuss …….’’  After the coffee, if you feel there’s a strong connection and you’ve picked up some valuable advice, thank them for their mentoring and ask if you can meet again.

Keep in mind that the old adage:  “Heads down, work hard and you’ll get promoted’’ doesn’t work anymore.  It’s now about producing outstanding results as well as building a strong circle of influence including great mentors.  These mentors will help you close the gap between where you are right now and where you want to take your career. 

Wishing you much career success,


Joanne Loberg of JL Careers Inc. is a Certified Executive Coach and Internationally Certified Career Management Professional. She specializes in working with professional and executive clients to provide job search strategies and tools including career testing, professional resumes, LinkedIn profiles, targeted cover letters, and interview strategies and practice.

Is your career off-track? Are you stuck in your job and needing a kick start? 

Let’s connect for a complimentary telephone Career Strategy Consultation.  We’ll focus on strategies to help you get unstuck and advance your career.   I look forward to hearing from you!

Powerful Questions to Ask during your Job Interview

Differentiate yourself from other interview candidates by asking smart, thought provoking questions during your next interview. When the recruiter asks: Do you have any questions for me?, ask questions that help you understand the hiring manager's needs, identify the critical issues impacting the role, and clarify what successful performance looks like for the position.

Marc Cenedella, Founder of The Ladders recommends 20 questions that show recruiters you are seriously interested in the role.  In his recent article  he outlines powerful questions you should consider asking:

“1. What's the biggest change your group has gone through in the last year? Does your group feel like the tough times are over and things are getting better, or are things still pretty bleak? What's the plan to handle to either scenario?

2. If I get the job, how do I earn a "gold star" on my performance review? What are the key accomplishments you'd like to see in this role over the next year?

3. What's your (or my future boss') leadership style?

4. About which competitor are you most worried?

5. How does sales / operations / technology / marketing / finance work around here? (I.e., groups other than the one you're interviewing for.)

6. What type of people are successful here? What type of people are not?

7. What's one thing that's key to this company's success that somebody from outside the company wouldn't know about?

8. How did you get your start in this industry? Why do you stay?

9. What are your group's best and worst working relationships with other groups in the company?

10. What keeps you up at night? What's your biggest worry these days?

11. What's the timeline for making a decision on this position? When should I get back in touch with you?

12. These are tough economic times, and every position is precious when it comes to the budget. Why did you decide to hire somebody for this position instead of the many other roles / jobs you could have hired for? What about this position made you prioritize it over others?

13. What is your reward system? Is it a star system / team-oriented / equity-based / bonus-based / "attaboy!"-based? Why is that your reward system? What do you guys hope to get out of it, and what actually happens when you put it into practice? What are the positives and the negatives of your reward system? If you could change any one thing, what would it be?

14. What information is shared with the employees (revenues, costs, operating metrics)? Is this an "open book" shop, or do you play it closer to the vest? How is information shared? How do I get access to the information I need to be successful in this job?

15. If we are going to have a very successful year in 2014, what will that look like? What will we have done over the next 6 months to make it successful? How does this position help achieve those goals?

16. How does the company / my future boss do performance reviews? How do I make the most of the performance review process to ensure that I'm doing the best I can for the company?

17. What is the rhythm to the work around here? Is there a time of year that it's "all hands on deck" and we're pulling all-nighters, or is it pretty consistent throughout the year? How about during the week / month? Is it pretty evenly spread throughout the week / month, or are there crunch days?

18. What type of industry / functional / skills-based experience and background are you looking for in the person who will fill this position? What would the "perfect" candidate look like? How do you assess my experience in comparison? What gaps do you see? What is your (or my future boss') hiring philosophy? Is it "hire the attitude / teach the skills" or are you primarily looking to add people with domain expertise first and foremost?

19. In my career, I've primarily enjoyed working with big / small / growing / independent / private / public / family-run companies. If that's the case, how successful will I be at your firm?

20. Who are the heroes at your company? What characteristics do the people who are most celebrated have in common with each other? Conversely, what are the characteristics that are common to the promising people you hired, but who then flamed out and failed or left? As I'm considering whether or not I'd be successful here, how should I think about the experiences of the heroes and of the flame-outs?”

These probing questions not only help you understand the role but also open the door for you to discuss your key accomplishments in dealing with similar situations. 

Good luck with your next interview!


Joanne Loberg of JL Careers Inc. is a Certified Executive Coach and Internationally Certified Career Management Professional. She specializes in working with professional and executive clients to provide job search strategies and tools including career testing, professional resumes, LinkedIn profiles, targeted cover letters, and interview strategies and practice.

Going on interviews and not landing offers?  Let’s connect for a complimentary telephone Interview Audit.   I’ll review your previous interviews to determine what you need to do to ace the interview and start landing job offers. 

HBS Elevator Pitch Builder

Author:  Harvard Business School - HBS Alumni Career Services

You have one minute to explain yourself, your business, your goals, and your passions.  Your audience knows none of these. Are you prepared?  Can you present your vision smoothly, enticing them to want to know more?

The Art of Pitchcraft

Whether you are trying to raise capital, promote your company, or promote yourself, it’s essential to have an elevator pitch.  You need to communicate your main message quickly, clearly, and distinctly to someone who doesn’t even know you.  A good pitch takes planning and practice to deliver it quickly, on the spot, and under pressure.

You have one minute to say it all.


Describe Who You Are: 
Keep it short.  Hint: What would you most want the listener to remember about you?


Describe What You Do: 
Here is where you state your value phrased as key results or impact.  To organize your thoughts, it may help to think of this as your tag line.  Hint: this should allow the listener to understand how you or your company would add value.


Describe Why You Are Unique:
Now it’s time to show the unique benefits that you and/or your company bring to business.  Show what you do that is different or better than others.


Describe Your Goal:
Describe your immediate goals.  Goals should be concrete, defined, and realistic.  Include a time frame.  This is the final step and it should be readily apparent to the listener what you are asking of him or her.


Your Created Pitch:
Be passionate.  Listeners may be impressed by your business logic, but your excitement will create an even stronger impact.

(To help get you started, check out Harvard Alumni Career Services on-line, interactive Elevator Pitch Builder template.)


Need help crafting a compelling Elevator Pitch? Or, clarifying your USP (unique selling proposition)?  Let’s connect for a complimentary telephone consultation.  I’ll interview you to determine what you need to do to start putting your best foot forward when networking .We’ll begin identifying how you add-value to organizations and then move to honing your Elevator Pitch.

Wishing you much career success,

Joanne Loberg of JL Careers Inc. is a Certified Executive Coach, Internationally Certified Career Management Professional and highly skilled workshop facilitator. She specializes in working with professional and executive clients to provide job search strategies and tools  including career testing, professional resumes, LinkedIn profiles, targeted cover letters, and interview strategies and practice.


Executive Headhunters & Recruiting Agencies - How to grab their attention

Ever questioned if Headhunters & Recruiters even look at your resume?

Wondered what gets your foot-in-the-door or how to grab their attention?

Here’s the inside scoop from an interview with Dawn Longshaw, a Professional Recruiter who heads up the Professional Recruiting division at Vertical Bridge. With over 23 years’ recruiting experience, she knows what it takes to grab a recruiter’s attention.

It starts with your resume –

Have you created a compelling, accomplishment-rich resume? Does your resume demonstrate your expertise and talent? Have you communicated how you have added value to organizations you work with? Recruiters are looking for a track record of attaining great results including career promotions, leading projects, increasing profitability, reducing costs, improving efficiencies, and building highly productive teams. Put your best foot forward with a well-crafted, professional resume that markets your key strengths and accomplishments as it will impress recruiters.

Next, optimize your LinkedIn Profile -

Recruiters are always cruising for talent on LinkedIn. Develop a compelling, keyword rich Profile. Then, reach out and connect with others on LinkedIn, build your recommendations, and join and contribute to industry groups. By doing this you raise your online profile, credibility and increase your prospect of being noticed when recruiters are doing searches.

Communicate your career goals with your network –

You can also raise your profile by communicating to your network that you are interested in taking on new challenges and new opportunities. Why? A recruiter’s primary source of great candidates is their network. They solicit interest from their known candidates and if these candidates aren’t ready for a career move or aren’t interested in the opportunity, they’ll ask: Can you recommend anyone else I should talk with about this opportunity?

Ask your network which recruiters they work with and if they think your experience might be of interest to these recruiters. Then, contact the recruiter noting you have been referred to their agency.

Directly approaching recruiters -

See a posting on a recruiter’s site? Know that a recruiter is specialized in your industry/sector? Approach them directly. In your email message, briefly highlight your experience and a few of your key accomplishments that would appeal to their clients. Then, attach your resume. If the recruiter perceives you have the experience that would be of value to their clients’ current or future needs, you will be invited to an introductory meeting.

Build a lasting relationship with a recruiter -

Relationships with recruiters can span years, through multiple career moves. It all starts with the introductory meeting.

Dawn Longshaw strongly recommends you prepare for this first meeting by knowing your value and being able to clearly articulate what you can offer. Don’t rely on your resume to tell your story. You need to be able to readily speak to your key results. Prepare by outlining how you have added-value to the organizations you have worked with, i.e. increase profits, decrease costs, improve team performance, lead complex projects, introduce initiatives that transform organizations, etc.

Key questions they may ask include:

  • “Walk me through your resume.” (Hint: Talk about your key accomplishments within each of your roles. Positively describe why you left the role – i.e. looking for more challenge, career advancement, etc.).
  • “Give me a snapshot of your achievements.” (Hint: Present your key results related to the role you are targeting. If you can quantify your results in $, % or # you create an even stronger impression).
  • “How have you managed your career thus far?” (Hint: Has it been random, or carefully orchestrated career moves).
  • If applying to a specific job posting; “Why are you interested in this job”? (Hint: Talk about how your skills match their client’s needs. Also, discuss your achievements dealing with key issues and challenges that their client may be experiencing.

Next, be honest. If a recruiter asks for your salary information it’s to ensure you are a good fit to their client’s needs and compensation structure. Hedging or avoiding answering this question does nothing to build rapport with your recruiter and retain a relationship with them.

A Final Tip -

Overall, recruiters are in the business of finding great talent for their clients. If you have a resume that speaks to the key skills their clients need and a track record of solid accomplishments, they will call you in. If not right away, then perhaps some time in the future.

If you need help creating an accomplishment based resume, compelling LinkedIn profile, or interview practice to prepare for your Recruiter Introductory Meetings, let's connect for a complimentary consultation. I’ll critique your resume, review your LinkedIn profile, or do an interview audit and then provide you with feedback to help you put your best foot forward when approaching recruiters.

Wishing you much career success,

Joanne Loberg of JL Careers Inc. is a Certified Executive Coach, Internationally Certified Career Management Professional and highly skilled workshop facilitator. She specializes in working with professional and executive clients to provide job search strategies and tools, including career testing, professional resumes, LinkedIn profiles, targeted cover letters, and interview strategies and practice.

7 Reasons You Aren't Getting Promoted

By Brandy Lee, contributor to The Daily Muse

Getting the news that you’ve been passed over for promotion can be disheartening. And the follow-up discussion with your boss—the one that should help you understand why you’ve been passed over—more often than not just leaves you with a bruised ego and no idea what to do next.

The fact is, your boss is probably just as uncomfortable delivering bad news as you are with receiving it. (I’ve found that most supervisors actually expend a lot of energy actively dreading these exchanges.) Is it really any mystery, then, why we walk away from being passed up with no clue why the decision didn’t go the other way?

To get some insight, I interviewed 20 of my favorite executives to find out why so many up-and-comers were finding themselves part-way-and-stuck. Straight from their (anonymous) mouths, here’s what bosses are trying to tell us in those less-than-fun meetings.

 1. You Lack the Skills Necessary to do the Job

“Julie is very efficient and effective in the completion of her daily tasks. The position she was hoping to get, however, requires strong analytical skills she doesn’t have.”

One of the most common misconceptions employees have about promotion decisions is that they’re based solely on performance in their current role. While that’s certainly a consideration, success in one area doesn’t always translate to success in another. For instance, someone who excels at data entry may need additional education or training to become a data analyst, a job that requires strategic thinking and problem solving abilities.

The secret to getting ahead? Become familiar with the requirements of the job you want, and determine what skills you need to improve upon if you’re going to succeed in it. Then, talk to your boss. Let her know you’re interested in moving up, and ask for her advice on how to get there.

 2. You Lack the Soft Skills Necessary to do the Job

“Pam is extremely accomplished, technically. Before we can promote her, though, we’d like for her to spend some time developing her leadership and teamwork skills.”

Here’s something else The Powers That Be (TPTB) don’t tell you up front: These skills aren’t always technical. Particularly if you’re moving up to management, you’ll need to have mastered some soft skills—like conflict negotiation, diplomacy, and business communication—and coming up short might very well be a deal breaker.

Develop the soft skills you’ll need to succeed in the job you want, then highlight them through your involvement in programs that are important (and visible) to TBTP. Perhaps you can become an informal mentor to a newer employee, or volunteer to lead a presentation or training. Whichever method you choose, you’ll be signaling to your boss that you’re ready for management.

3. You Don’t Take Feedback

“I’ve really tried to develop Mary, to get her ready for a promotion. But she gets very defensive when I give her constructive feedback. I feel like she spends more time trying to prove me wrong than she does trying to improve.”

I doubt there is a woman among us that hasn’t struggled to keep her composure when receiving “constructive” criticism. But remember—feedback is not always a bad thing. Is it possible that your boss has some valid points? She’s telling you how to improve your performance—and this is good information to have when you’re gunning for a promotion.

When you receive feedback, whether in your review or in the hallway, resist the urge to defend yourself. Try to take it in and see what you can learn from it, instead.

 4. You Lack Professionalism

“What frustrates me more than anything else is employees who are consistently negative about the company. What they don’t understand is, the things they say—they get back to us. Why would we promote anyone who behaves like that?”

It’s not unreasonable to expect that, as you move up the career ladder, you’ll begin to conduct yourself more professionally—and not just when the boss is looking. This came up several times in different contexts—from an inability to maintain confidentiality to participation in office gossip—and was identified by executives as the most difficult challenge for employees to overcome.

This may seem obvious, but how you behave in the company of co-workers is just as important, if not more so, as how you behave around management. For example, you can and should identify problems within your department and company, but you should not pontificate about those problems in the break room—which gives the impression that you’re looking for an audience, instead of a solution.

 5. You Don’t Take Initiative

“Jennifer is quick to recognize areas that could use improvement, but we can’t get her to go beyond lodging the complaint. We’d really like to see her take the initiative to come up with solutions, not just expect everything to be fixed by management.”

Becoming a problem solver shows that you care—not only about your own career, but about the long-term health of the business as well. Don’t just document the problems you see, analyze the issues and find ways to get involved in developing the solutions. Collaborating with others to create positive change will identify you as a leader in your organization. Remember, anyone can drop a complaint into the suggestion box.

6. You Think Like an Employee—Not a Manager

“Craig is good at his job, but it seems like he’s more committed to getting on the freeway by 10 ’til than he is to the success of his department.”

Remember, TPTB are anointing future leaders here. If you’re giving them the impression you’re only showing up for a paycheck, it’s not likely that you’ll be high on their list of candidates. No, you don’t have to become a workaholic or start hanging out long past five or six just to “be seen,” but it’s a good idea to express interest in the things that happen when the meter isn’t running.

 7. You Expect It

“Sean has made it clear that he expects to be promoted. The problem is, I feel like he expects to be promoted based on only his length of service. There are others on his team that are more focused on their career development, and even though they’ve not been here as long, it’s likely that they will be promoted before him.”

Lastly, recognize that in today’s environment, tenure is no longer the primary factor in promotion decisions, and is best left out of any arguments you might make on your own behalf. These days, it doesn’t matter whether you’ve been there six months or six years—it’s all about your contribution.

 Being passed over for a promotion doesn’t need to be the end of the world. In fact, it can be a huge learning opportunity—and sometimes, it can also be just the kick in the pants you need to get you started down the right path. So take these lessons, learn from the past, and keep that promotion in your sights.

Navigating Uncharted Waters - Tactics for Building a Highly Successful Career

Author:  Joanne Loberg, Career Consultant and Certified Executive Coach – JL Careers

Whether new in your career, or a seasoned professional, building a successful career involves navigating uncharted waters.  The WWEST (Westcoast Women in Engineering, Science & Technology) Creating Connections Conference brought together leading female Executives who have piloted through corporate culture, broke the glass ceiling, and successfully managed both family and career.  They provided their insights, suggestions and words of advice. 

The following are just a few of the cornerstones of career success recommended by these inspiring Executives:

  • Build relationshipsSeek out relationships with your peers and your leaders.  Your goal is to understand their needs and concerns.  Then, talk about how your skills and experience can contribute to solving their problems.
  • Get connected and never stop networking.  Whether at social events, charities, or on the job - network, network, network.  Look for potential connections, opportunities to collaborate on projects, share knowledge, and gather new insights.   
  • Be passionate, skilled and ready for opportunity.  And, when it presents itself, take it!
  • Accept you will make mistakes, but jump in anyways.
  • Think performance and exceed expectations
  • Get a mentor - connect with leaders who can help you navigate organizational challenges and build your leadership competencies.

The common message throughout the conference was to be passionate about what you do, believe in yourself even if you have moments of doubt, and strategically network and connect to build your career success.

Given the immense success of this year’s conference I can’t wait to be inspired again at the 2014 WWEST Conference.

Wishing you much career success,

Joanne – JL Careers

Got a Skype Interview coming up?

Got a Skype Interview coming up?  Forbes helps you prepare with: 7 Tips to Nail a Skype Interview

Wishing you much career success!



Searching While Employed: Play It Safe

By John O'Connor, contributor to The Ladders, (an online job bank for $100K+ candidates).

Making a job switch requires balancing ambition and savvy. Follow these five steps to keep your reputation intact and your income secure.

Ideally, senior executives have gotten where they are because of a combination of qualities: Personal drive and ambition coexist with the ability to analyze, plan and execute creative tactics with integrity.

And when they've decided they're ready to move to new work and opportunities, they exercise the same skills to conduct a confidential job search with decorum and etiquette toward their current employer.

What can happen if you're indiscreet about your job search? The rumor mill can start generating reports about your desire to leave, and your current company may start making plans for your departure without letting you know.

There are plenty of clues that can start this cycle of speculation. Supervisors, peers and those who report to you notice more than you might think. Distributing your resume carelessly; changing your workplace behavior; even new, aggressive networking habits on sites like LinkedIn can alert those who recruit for your company that "something is up." And nowadays, online search tools make it even likelier that these indiscretions will be noticed. If you don't combine confidentiality with consideration during your job search, the consequences at your current job can be awkward or worse. Moreover, it can tarnish your reputation with future employers.

How do people view the relationship between their job search and their current work? Over many years in career coaching and career services, I've become familiar with the thinking of people in transition. The way they think and behave on the job search can do some funny things to their personal brands. Who are you in transition? Look at the examples below and ask yourself if you are demonstrating the behaviors of a Savvy or Careless, Selfish job seeker:

The Selfish, Careless Seeker: "I don't know about how it should be done, but I deserve to make a change, so I am going to cut out time during the day to search when I should be working for my employer. I'll do what I need to, both online and offline. I really don't know if my employer checks online search engines - and frankly, I don't care much anymore. It's gotten to the point where I just need to get the word out and make a move."

The Savvy Seeker: "My current position is still a priority. Since my integrity is on the line, I will continue to give my current company everything it expects and deserves - but I will develop a job-search methodology that lets me be productive but without shortchanging my current employer."

Here are five ways to endanger your current position and compromise your reputation, along with alternatives to reach the same goals with integrity:

1. Use company e-mail to interact with recruiters or potential employers without your company's knowledge.

Savvy alternative: Use your own e-mail address and network to conduct your search and reach out to prospective employers.

2. Use your company phone to communicate with potential employers and recruiters.

Savvy alternative: Stick to your home and cell phones for your job search, and only make work-hours calls when you are on a break or at lunch. When you're on the clock, dedicate your efforts to your current company.

3. Let your work performance drift and start underperforming while you focus on your search.

Savvy alternative: Keep striving for top results and maintain your performance at work. The top job seekers I have ever coached used the last weeks or months of current employment to "finish strong" and looked at their top performance as a "fiduciary duty." This attitude fueled a more powerful, productive search.

4. Be aggressive and cavalier in communicating your intentions to friends, colleagues and recruiters.

Savvy alternative: Know that not everyone has your best interests in mind or will treat your communications as confidential. A senior executive I know once talked to some neighbors and acquaintances in his home about his interest in several area companies. Weeks later a friend who hadn't been at the party asked him, "I heard you were looking - what's up?" That shocked my executive contact, who said to me, "I didn't think I had to watch myself." You do.

5. Launch digital posting or fishing expeditions without thinking about the trail you leave behind. More executives than you might believe throw out some "bait" on the Web. Most recruiters can hazard strong guesses where you work, including the ones at your current company.

Savvy alternative: Recognize that everything you do may be noticed online. Yes, you need to distribute a powerful resume to open leads, but you should thoroughly research each and every opportunity before you apply.

You may have heard that it is easier to get a job when you have a job. That may be true, but only if you have developed a clear plan for your search, a powerful resume and sound practices for conducting your search on- and offline.

If you keep control of your current job and plan your search not out of desperation but with a clear-cut career goal and focus, searching while employed can be empowering. But new journeys remain rife with danger. If you want to be perceived as the best, execute your job search with savvy and integrity.

Author:  John M. O'Connor, MFA, - President of Career Pro of NC, Inc.

Landing Interviews but not Job Offers? Conduct an Interview Audit.

You’ve been on a number of interviews. Congratulations; your resume is definitely getting you in the door.  But, if you’re not landing offers - it’s time to do an Interview Audit.

An interview audit is the first step in resolving your interview challenges.  Do it today, and after each interview to help you refine and strengthen your interview skills.

Begin by reviewing the interview questions that were asked during your last interview.  Then evaluate your answers.  

Ask yourself:

  • Was I passionate about the role and joining their organization?  Did I differentiate myself through presenting a compelling case as to why I was interested in their opportunity?
  • Did I present a powerful reason for them to hire me?  Did I provide concrete examples of my skills and accomplishments related to the hiring manager’s needs?
  • Did I demonstrate I have the experience required to resolve critical issues related to the position I was targeting?   For example: improving top-line revenue growth, increasing productivity, reducing costs, improving efficiencies, etc.
  • Did I quantify my results to illustrate my expertise?  For example: “I improved my division’s safety record and reduced accidents from 2 per month to 6 per year”; or “I achieved a 20% reduction in labour costs through implementing kaizen methodologies.”

Do a thorough review. Then, in preparation for upcoming interviews, revise your answers and practice out loud.  In your head your answers may appear to be rock solid, but when you verbalize them you may find you are rambling, not providing information of value to the hiring manager, nor addressing their needs.  You might consider videotaping yourself or audio taping yourself using a smartphone for a more thorough review.

Lastly, consider any non-verbal communication issues which could be impacting your ability to leave a great first impression. 


  • Did I project likeability and confidence, or arrogance and reservedness?  Likeability is a key hiring variable – even at the senior leadership level.  To enhance your likeability - Smile!
  • What was my body language saying?  Was I fussing with a pen, moving my hands around too much, crossing my arms, or not giving enough eye contact?  Awareness is the first step in resolving many of these non-verbal communication issues.

If nerves are throwing your interview off, or you find yourself grasping for answers, drawing a blank, or talking too much during the interview, consider engaging in a practice interview with a Career Coach to minimize these nervous habits, start acing the interview and landing great job offers!

Wishing you much career success,


Westcoast Women in Engineering, Science and Technology Conference 2013

Creating Connections: Working Together to Transform Our World

On May 10 & 11, 2013 Key Note Speakers: Dr. Roberta Bondar - Canada's First Female Astronaut, Amiee Chan - CEO, Norsat, and Anna Tudela - VP Regulatory Affairs/Corporate Secretary, Goldcorp will kick off this science, engineering, and technology conference.

At the conference, Joanne Loberg - Career Consultant/Executive Coach, JL Careers will be speaking on:

Ignite Your Career!  Getting Unstuck and Getting More of What You Want in Your Career

Is your career on track?  Are you doing work that energizes and fulfills you?

Do you need a career jump-start?  Join us for an inspiring and interative session where you will:

  • Clarify what you really want
  • Explore what's standing in the way
  • Develop strategies to eliminate roadblocks to your success
  • Build a Career Action Plan - to keep you on track!

Visit the Westcoast Women in Engineering, Science and Technology Conference website for more information.

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© 2004-2013 JL Careers, Vancouver BC, Canada

JL Careers provides Career and Leadership Coaching, Career Development Workshops, and Career Transition Services which support organizational succession planning, leadership development and employee engagement strategies.