JL Careers Blog

Networking to Build Career Success

Network? I can hear you already: I don’t have time! It’s so much work. Can’t I just keep my head down and do my work?

I definitely agree: you are extremely busy and networking is like going to the gym, which for many of us is not our favourite place to hang out. But, networking is essential to building career success.

The adage of work hard, keep your head down and produce gets the job done, but keeps you siloed in your current role. Networking helps you create greater career success by building stronger relationships with key people in your organization, professional association, and the marketplace.

NETWORKING, a Key Contributor to Career Success:

It Raises Your Profile – 
Deloitte Consulting is a great example of an organization that thrives on networking. New recruits are advised to keep their profile high in the organization, and let others know what projects they are involved with, their successes, and when they are ready to take on new tasks. This formula for success keeps partners in the loop as to who is ready to bring onto new project teams.

You Gain New Ideas and Solutions  
Networking within your organization and externally helps you gain new strategies to address operational challenges you are facing. Through connecting with others you discover new ideas and solutions that can expedite your results. As an added bonus, networking renews your energy through providing fresh perspectives and new options.

STRATEGIES for Networking Success:

Do Your Research 
Keith Ferrazzi is a dynamic networker whose quiver is filled with innovative networking strategies. In his book, Never Eat Alone  he outlines how to create meaningful business connections. He takes a strategic approach to each and every networking opportunity. Random networking – never! He thoroughly researches those he wants to meet using organization intranets, Google, LinkedIn, and Facebook. As a result he can immediately launch into meaningful conversations with these individuals and build strong network connections.

Maximize Your Opportunities – 
Keith Ferrazzi has also created 15 Tips: Conference Commando, an article with invaluable tips to help you maximize your networking opportunities at professional association meetings, conferences, and training courses. In particular, Keith says, “A conference is a huge opportunity to build relationships with extraordinary people, people who might have significant impact on your professional or personal success.”

Optimize your networking experiences: before attending any networking event, Keith recommends, you: "write down why you are attending. What do you want to achieve? Who do you want to meet? The more clearly you articulate what you want and need….the more likely you can plan and execute your mission.” 

NEXT STEPS: What’s Your Networking Plan for this Week?

What’s Holding You Back   
from picking up the phone, or sending an email, requesting a coffee? 30 minutes out of your schedule will renew you, provide fresh perspectives, and could even give you strategies to more effectively address your work challenges, and learn about new career opportunities!

Build Your Career Success: Network on a Regular Basis –  
Let others know about the work you are currently involved with, projects taken on, and your successes. Ask for their input and strategies to address your work challenges. Also, be sure to mention the type of work you are interested in doing more of, so they can keep you in the loop if they hear of any upcoming projects, assignments or new opportunities.

Get out of your office. 
Get connected. 
Get more of what you want in your career!

Joanne

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.

Need help getting started? Contact Joanne today for a 20 minute complimentary telephone coaching consultation.  We'll review your networking strategy and elevator pitch to help you put your best foot forward!

 

 

Ace the Interview Tip: What’s your body language saying about you?

Amy Cuddy, Social Psychologist and Associate Professor at Harvard Business School in her TED Talk Your Body Language Shapes Who You Are demonstrates how "power posing -- standing in a posture of confidence, even when we don't feel confident -- can affect testosterone and cortisol levels in the brain, and can impact your chances for success’’ and in particular, interview success.

So, what’s your body language communicating about you in job interviews? 

Sweeping judgements are made about who is hired and promoted based on body language. Specifically, interview candidates are judged on approachability, likeability, openness, sense of confidence and ability to do the job - all before the first interview question is asked!

Not only do our nonverbals govern how other people think and feel about us but our nonverbals also govern how we think and feel about ourselves.  Consciously or unconsciously we are continually expressing to ourselves and others our sense of power and competence.

In the interview waiting room:

Let’s start in the interview waiting room – are you projecting confidence and capability?  Is your body language open: chin slightly lifted, at ease in your seat, looking comfortable?   In other words, are you occupying the space versus the space occupying you?  Alternatively, are you sitting still, making yourself small and insignificant?   When humans and animals feel powerless they close up.  We wrap into ourselves (arms and legs crossed; body language closed off) - we unconsciously want to make ourselves smaller.

During the interview:

Are you leaning slightly forward with your arms resting on the table?  Are you demonstrating you are ready to engage in a conversation, or is your body language one of sitting small and timidly, hands underneath the table, hidden from view?  Note:  The latter is the body language of powerlessness, and women are particularly more likely to exhibit these powerless nonverbal cues. These subtle differences tell interviewers if you are confident in your abilities and talents.

Interview Body Language Tips: 

Cuddy recommends:  "fake it ‘til you make it".  Going through the motions of sitting and standing taller, shoulders back and chin up will create a behavioural outcome that makes you seem more powerful plus you will feel more powerful. Her research supports that as you ”fake’’ projecting confidence, you actually become more assertive, confident, optimistic – and even think more abstractly (a great benefit when asked some of those complex interview questions). 

In her TED Talk, Cuddy highlights “2 minute Power Poses” .  If you are heading into a socially stressful situation – a job interview, a networking event, speaking engagement, these 5 poses can make the difference between showing up as capable and confident, or timid and unsure. 

Next time you are waiting for your interview avoid being the typical interview candidate who’s sitting down, busy on their smartphone, or reviewing notes, and hunched over making themself small.   Instead, stop by the bathroom and privately do Cuddy’s “Power Poses’’.  Her research is tried and true – it will make the difference in you showing up confident and powerful in your next job interview.

Wishing you much career success!

Joanne

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. 

Who's Got Your Back?

One of my favourite career management books is Keith Ferrazzi’s: Never Eat Alone: And Other Secrets to Success, One Relationship at a Time.  He’s done it again with his most recent book: Who’s Got Your Back.  From it I’ve carved out some key questions that are worth considering as you settle by the campfire this summer and think about your career and where you are, six months into 2013.

If you are committed to driving your career forward and gaining new results Who’s Got Your Back recommends four questions to get you started:
 

  1. “Where do you want to be one year from now in your career?  In your life?  Three years from now?
     
  2. What areas do you see in yourself that would need to be strengthened?  What knowledge, experience, training, and personal relationships do you need to get there?
     
  3. What steps do you need to take to make sure you have no regrets at the end of your life and career?
     
  4. What aspect of your life do you most want to improve right now?”

Next consider that career success rarely happens in isolation.  It is a result of strong relationships, including mentors and champions who help you develop your full potential.  Instead of operating from the Lone Ranger mentality, career success is accelerated through a shift to Inner Circles whose members support, challenge and champion each other’s goals.

Your Inner Circle is committed to your success: they are your backers and your prodders who hold you accountable and push you through your challenges to success.  These circles provide an opportunity for you to express your career and personal aspirations, as well as, explore your challenges and blind spots.  They help you reach your goals through the development of short term goals and strategies.  As well, these collaborative relationships can be truly powerful as they inspire sharing and truth-telling to get to the bottom of what’s holding you back.

The Power of the Inner Circle

There is an interesting correlation: as each individual in your Inner Circle succeeds it becomes a catalyst for dynamic growth and change with the group.  Each spurs the other on and success spreads like wild fire.  I know this myself from my Inner Circles.  As we set our personal goals and derive creative strategies to overcome our roadblocks, one person’s success dominoes to the next: success breeds success.

Who’s in your Inner Circle (or could be)?
 

  • Who are 3-5 key individuals in your professional and personal life deeply committed to your success and providing the necessary support, tools and strategies to help you reach your goals?
     
  • Who’s “sharpening your sword” and guiding you to be sharper and more capable?

Are you spending enough time with individuals who are outstanding contributors and your key supporters?
 

  • Are you spending too much time at your desk buried in work problems, OR are you out there being inspired and challenged by others who are reaching their career goals?

Want to shift things and catapult your results?  Find the right partners.  Start small: book a coffee or lunch with someone in your Inner Circle, or someone you want to develop a richer relationship with.  Or, if you are really invested Keith suggests: “Practice the art of the long slow dinner”.  Dinner is when time stands still and we have the opportunity to truly invest in the conversation and build stronger relationships.

Your Inner Circle can be one of the most important career strategies to support you in reaching your goals.  To drive great results I suggest you communicate your aspirations and goals with your Inner Circle and then ask that they not play it safe.  Request that they hold you accountable for your results.  Give them permission to challenge you when you are off course: this is one of the greatest gifts they can give you.  We all need cheerleaders to encourage our success, but also committed team members that spur us to run that extra lap and do those 10 more sit-ups to ensure we reach our goals.

Wishing you a fabulous summer of campfires, relaxation, and time to consider: “Who’s in my Inner Circle and supporting my success?”

Joanne

 

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.

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

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

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.

WHO -

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

WHAT -

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.

WHY -

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.

GOAL -

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.

ANALYSE MY PITCH -

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

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

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!

Joanne

 

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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.