Are These Things Limiting Your Career Progression - Margaret Buj - Interview Coach

Are These Things Limiting Your Career Progression It is safe to say that you are stuck in a lifelong stop? A significant number of us are, however there are typically approaches to advance up the profession stepping stool and into all the more satisfying and better-paid occupation jobs. Be that as it may, there are regularly restricting elements to our movement, and some of them are point by point underneath. Are any of them consistent with your circumstance? #1: Your manager is obstructing your endeavors On the off chance that you continue getting ignored for advancement, at that point you have to do one of three things. The first is to address your boss. There might be valid justifications why you havent been advanced at this point, and they ought to have the option to disclose to you why. In the event that they offer you solid counsel, do what should be done to improve your odds next time. Furthermore, and particularly on the off chance that you believe you are being victimized, address your HR office. You reserve the privilege to make a move against your chief in the event that you feel he/she is keeping you down without a valid justification, as there are work laws that should be clung to. Your last choice is to left your place of employment and move into an organization that will effectively bolster you with your profession movement. Address anyone you know working in your calling and approach them for guidance and proposals. #2: Your conduct at work As we insinuated above, there might be reasons why you havent been advanced at this point, and it could be down to your conduct. In the event that you turn up behind schedule for take a shot at a normal premise, wear wrong and amateurish dress, turn in poor work, and act recklessly around your associates, at that point you are never going to get advanced. You have to show up to work in great time, wear the fitting dress, accomplish the best work that you can, and go about as a positive good example to your collaborators. Improve your conduct, and you will improve your movement possibilities. #3: You are not finding a way to support yourself Putting the onus on you once more, consider what you have to do to advance in your profession. Are there individuals you have to coordinate with, for example, those high up in your organization who could offer you guidance and direction? Go to conferences, make those calls, and thump on the fitting office entryways. Do you have to take additional capabilities to move into better positions? A few courses, for example, this family dnp for those in the nursing calling, can be taken on the web, and your working environment may assist you with financing such courses on the off chance that it benefits them just as you. Do you have to explore the open doors inside your vocation? An excessive number of us neglect to advance since we dont recognize what is accessible to us, so go on the web and examination vocation stepping stools for your calling and afterward plan a strategy. By finding a way to support yourself, you will begin to advance further. At last Have we nailed it concerning your vocation movement, or absence of it? Provided that this is true, think about our recommendation and do what should be done on the off chance that you are resolved to climbing further in your calling. A superior compensation, new duties, and maybe a more profound feeling of satisfaction anticipates you in the event that you do.

5 Mistakes You Must Avoid at #SXSW - Workology

5 Mistakes You Must Avoid at #SXSW Here are five mistakes that you must avoid this year at South by Southwest: It’s that time again where SXSW go’ers are flooding Austin and one of the world’s largest interactive, music, and film conferences are taking place. Conference virgins are in full swing and many are coming to SXSW with expectations of grandeur and meeting their digital idols. But be warned…SXSW can open your inhibitions and land you face down in the street after hardcore partying with industry leaders and not remembering what you learned or did the night before. Our first piece of advice is not to get caught up in the craziness that is SXSW. Let loose, but not too loose. Here are five mistakes that you must avoid this year at South by Southwest: Dress Attire. Think Nerd Prom. Chicken suits, costumes, and casual reigns supreme at South by Southwest. Unless you’re planning on hitting up a career fair, dress fun and casual. Make sure the shoes you’re wearing are appropriate for walking a lot of standing in the back of a session that is at capacity. Anywhere you go from venues to the after parties are a good 15-minute walk, so you’ll want to make sure you wear shoes suited for walking. Poor Planning. Don’t think you’ll go into South by Southwest seeing and doing everything without a plan. All SXSW sessions are online and the conference even offers a very easy way to plan your schedule and have it all in one neat space online. Make sure to plan where you’re going, what parties your attending, and pick out the top three things you want to do no matter what.  Plan to attend only two sessions a day and pre-register for as many parties as possible even if you don’t plan on attending. Recharging. No, we aren’t just talking about your cell phones and iPads (which is extremely important), but recharge yourself. Remember those days when your mom told you to drink plenty of water? Listen to her this week. Drinking plenty of water and getting at least 4-5 hours of sleep each night will increase your networking and drinking skills for the following day. Taking extra battery packs for your electronics might also be a good practice. Brew Your Own Coffee. This might seem like a ridiculous bullet point, but for those that have been to South by Southwest know that even for the shittiest of coffee you’re going to be waiting thirty minutes or longer. Brew before you go or pack some instant coffee in your bag for the convention center. Plan Your Departure. Everyone and their mother will be flying back home on Wednesday. Call a cab early and make sure you’re at the airport 2-3 hours before your flight is scheduled to leave. Just think, 24,000 people and 80% of them will be flying at the same time. Airports will be packed and you might still be recovering from the hangover from the night before. SXSW will be one of the best and one of the busiest times of your life. Avoid these quick pitfalls and your experience will be even better. Drink, eat, and be merry because before you know it, you’ll be in your cubicle at work daydreaming about the late nights and crazy times. What do you avoid? Have you learned to avoid certain things at SXSW? Tell us!

Do New Grads Have a Personal Brand - Executive Career Brandâ„¢

Do New Grads Have a Personal Brand In a takeoff from my typical spotlight on c-level official marking and quest for new employment, my latest article as Job-Hunt's Personal Branding Expert, cross-p0sted here, zeroed in on new graduates and marking: I'm a New Grad. Do I Have a Personal Brand? The short answer â€" YES! We as a whole do. Everybody has a notoriety they've created after some time. Over your work life and individual life, you've gotten known for being a specific sort of individual, being driven by specific qualities and interests, and offering certain ranges of abilities and qualities. Like never before nowadays, in pursuit of employment you have to stand apart from your opposition. That implies separating your own interesting mix of top individual traits, capabilities, propelling abilities (those you exceed expectations at AND love doing the most), qualities, qualities and interests. This arrangement of characteristics speaks to your guarantee of significant worth to your objective bosses. That is your image. It's not all that difficult for prepared experts to recognize these distinctive qualities in themselves. They've presumably needed to consider these things, and have no doubt gotten execution audits from employer(s), affirming what they definitely knew were their best resources. In any case, imagine a scenario in which you're an ongoing graduate or somebody looking for your absolute first activity. Do you at any point have a brand yet? Of course you do! At the point when I cross-posted my Job-Hunt article, Personal Branding Hype and Myth versus Reality on my Executive Resume Branding blogsite, I got the accompanying remark: I wonder, is an individual marking articulation at all valuable to individuals who don't have past work understanding? Pardon me if my inquiry sounds somewhat credulous… I am searching for my first employment, and it's been intense going to introduce an engaging purpose of contrast dependent on my extremely broad range of abilities. My reaction: Regardless of what your expert level, even without work understanding, you have an individual brand. Individuals know you, and depend on you, for specific things. This is the reason getting criticism from the individuals who realize you best is so significant. Ask them what they feel your top qualities and individual traits are. Take a gander at the criticism for traverse. Which brings up stand? These can assist you with separating your incentive in the commercial center over others with comparable foundations. Along these lines, the way toward characterizing your image is the equivalent for you as another graduate or passage level occupation searcher for what it's worth for a senior level official with 30+ years experience. Start to decide your extraordinary guarantee of significant worth by asking individuals around, who have seen you in real life, for input. This implies tapping your cohorts, educators, teachers, guides, administrators of temporary jobs, individuals you've known for quite a while, individuals you've chipped away at ventures with, and so on. Focus on what they state when they acquaint you with another person. Ask them what they think your best characteristics are, and what things they realize they can generally depend on you for. Interim, plunk down and chip away at recognizing your separating factors yourself, alongside all the parts that go into characterizing your own image. My 10-Step Personal Branding Worksheet will manage you through. What's more, recall, similarly as with work searchers at any expert level, constructing your image requires first recognizing your objective vocation and the objective organizations you need to seek after, exploring their necessities at the present time (through sets of expectations, organization sites and Google search), and deciding how you'll be a solid match for them. Your image and all your pursuit of employment correspondences (continue, introductory letters, online profiles, individual pages, and so forth.) will reverberate with your objective managers, on the off chance that you adjust their requirements to your capabilities. Additionally, ensure that your image and solid match attributes continue to your online image correspondences â€" your expert long range interpersonal communication and internet based life exercises. My Job-Hunt article, The Keys to Online Brand Communications should support you. In spite of the fact that this article centers around officials, youll discover thoughts you can utilize, that can give you a preferred position over your activity looking for contenders who arent doing these things. Your takeaway: Proficient level, long stretches of understanding and age don't decide if you have a brand. We as a whole as of now have an individual brand. Odds are, others realize what your image is about. It's dependent upon you to accomplish some work, reveal what makes you novel, and utilize that data to showcase yourself to your objective businesses. Related posts: The True Measure of Your Brand Get Your Brand Into Your Email Signature 10 Things to Love About Your Brand 00 0

Reasons you win the job

Reasons you win the job The 3 Reasons You Win The Job Ive received so many questions lately from candidates confused with why they haven’t secured the job they love that I decided to pull out a chapter from Interview Intervention: Communication That Gets You Hired. Chapter Two, Behind the Scenesâ€"An Insider’s View, highlights the three reasons you actually attain the job. If you enjoy this, you’re welcome to the complimentary eBook I offer through the milewalk website. Feel free to join the mailing list to receive your download coupon! Your qualifications get you the interview. Beyond that, they have very little to do with getting you the job. The truth is once you secure the interview, your job qualifications and fit for the company have very little to do with whether you are offered the job or not. Realize, if you have already secured the interview, through either your own means or someone else’s, the hiring company has essentially granted that you have qualifications worth evaluating. So what happens between the time you begin your first interview and the company’s decision whether or not to hire you? People speak to each other. There are three reasons you win the job. Unfortunately, you can only control one of them. Based on my observation from thousands of interviews between my clients (the hiring companies) and candidates (prospective employees), I have concluded that a candidate’s attainment of the job is largely contingent on three often undetectable success factors: The candidate’s ability to effectively articulate her qualifications and potential contributions (encoding) The interviewer’s ability to accurately interpret the candidate’s qualifications (decoding) The interviewer’s capacity to remember the candidate (memory) The reality is the candidate has a greater chance of failing the interview because of a misrepresentation or misinterpretation than she does a lack of qualification. Therefore, as a candidate, one of your main goals during the interview should be to effectively articulate your value to ensure the interviewer understands it. In turn, you need to ensure that you accurately interpret the interviewer and company’s offerings. Can you hear me now? It might be easier to think of the first two issues, which require interpretations, by another nameâ€"communication gaps. Essentially, I refer to these gaps as encoding and decoding issues on the speaker and listener’s parts, respectively. The candidate’s role will obviously change from one to the other, as will the interviewer’s, throughout the discussion. Why do these gaps occur? Let’s review how this works in general. As communicators, we speak and listen with a certain bias that was formed from our perspectives of life, a particular situation, work history, and so forth. These biases are somewhat similar to the previously mentioned confirmation biases, but they are more systemic in nature. As a result, we often miss essential information about what others think or how they perceive our actions. This can be further exacerbated if either party does not accurately articulate what they think. During your interview, you have knowledge of what you’ve accomplished, experiences you’ve gained, what you’re trying to communicate, and how the interviewer’s actions appear to you. You don’t, however, fully understand the interviewer’s needs or how you appear to her. As a result, you only have half the information necessary to accurately interpret the situation. The situation is made worse when neither of you are aware of it. Instead of recognizing these gaps, you fill them with your own assumptions. This occurs naturally, leaving neither person feeling the need to clarify or question their reasoning or understanding. The most unfortunate part is that the candidate bears the greater burden of ensuring that neither misunderstands what is communicated (because theoretically the employer is the party with something to offer). They won’t forget how you make them feel. And they’ll use two adjectives to remember it. Your ability to influence the interviewer so she has a positive, favorable memory of you plays just as key a part in your interviewing success (albeit during the aftermath) as your ability to accurately interpret each other. There are two critical elements of importance related to her memory. The first occurs during the interview, as you plant the memory, and the second is related to how she later recalls it. During your interview, the interviewer is simultaneously interpreting your comments and projecting your potential contributions and long-term fit within the organization. Her interpretations tend to be based on how she “feels” about you. You know who she thinks fits well in her organization? Someone she likes. This always brings to mind one of my favorite quotes by Carl Buechner, who said, “They may forget what you said, but they will never forget how you made them feel.” Obviously, it is paramount that you impress the interviewer to elicit a positive reaction and feeling at that moment, but it is equally important to ensure she can recall it later. Why? Because an employer’s hiring decision simply does not happen in “real time.” Often, companies are meeting days or weeks later to determine which candidate to hire. Sometimes, in the worst and all-too-often cases, a human resources or recruiting official is chasing an interviewer a week or more later to gather her feedback from your interview. You need the interviewer to give you a thumbs-up. What now? You need her to remember that she “felt” you would be a great employee. Since your interview, she has interviewed three other candidates and has worked several projects amidst a host of meetings, working overtime, and navigating through a number of other “urgent” matters. How will she remember you? Let me share some insight regarding how her memory works. There are many factors that influence memory, including the emotional charge (your first child), mood (stressed or anxious), distraction (am I prepared for that next meeting), age, and so forth. In addition to those emotional influences, there is the ever-present Forgetting Curve. Hermann Ebbinghaus, the German psychologist, conducted a well-known study that highlighted the pace at which we forget. In short, he showed the exponential decline in how quickly humans forget, with the sharpest decline occurring in the first twenty minutes, followed by the next largest within the first hour, before the leveling off occurs after one day. Assuming the interviewer is now required to access her long-term memory, most of which is depleted, she can do that in one of two waysâ€"recognition or recall. Think of recognition as a means of remembering through multiple choice options and feelings of familiarity (e.g., I’ve seen that face before). Recall, on the other hand, requires her to proactively search her memory on her own. As you can imagine, this requires much greater effort. We have all had to do this before, so it is easy to believe that she would want to store information so she can retrieve it with as little energy as possible. Regardless of when the memory occurred, she will not be able to recall it with much detail. Instead, as psychologist Daniel Gilbert points out in his book Stumbling on Happiness, her brain has recorded the seemingly necessary details and will fill in the rest when it is time to remember. Essentially, she did not store your discussion in her memory in its entirety. Rather, she compressed it down to summary phrases (“short, red hair” or “great candidate”). Later, when she needs to recall the experience, her brain will quickly reengineer the memory, not by actually retrieving it, but by fabricating most of the information. This occurs so effortlessly that she will have the false impression that it was in her head the entire time. You now need the interviewer to recall those summaries of you. You want her to remember phrases such as “positive energy,” “detail-oriented,” “articulate,” “knew the technology,” “implemented it before,” and “team player.” I assure you she will not remember the details of why she thinks this, but she will definitely remember these impressions. I can certainly attest to thousands of interview debriefs I’ve conducted with clients, who relay how they felt about the candidate but are unable to explain in detail to me why that is. Sometimes these calls occur mere hours after the interview. For now, simply be aware of these critical, unseen success factors related to interpretation and memory. In subsequent chapters, I’ll review how to position yourself to enhance your communication, minimize the misinterpretations, and plant favorable impressions through effective storytelling and questioning.

Importance of taking breaks at work

Importance of taking breaks at work More and more job descriptions now include a phrase similar to: must be able to work in a fast-paced environment. This may be the type of environment you find yourself in now, where there is more to get done than we have time for. In this type of environment, we focus our energy on the GO, GO, GO items. We immediately start working when we enter the office, eat lunch at our desks while working, and rarely get up unless we need to use the restroom. Even though this seems productive, it’s critically important to know when it is time for taking breaks at work during the day. Even the most energetic person cannot operate successfully without taking a break at work! Consider the following points: By taking a break at work throughout the day you can increase your productivity and efficiency. Walking away from your work for a 5-15 minute break will allow you to decompress. Your stress level may decrease. Your body and mind can be refreshed and you will actually return to your desk with a higher performance level. A break can increase your attention and improve your focus on your work. Mistakes can happen at an increased rate if you don’t take some time to refresh your mind as well as your body. Taking breaks at work can increase your energy without you needing to consume extra amounts of caffeine to stay alert. Just give it a try! Taking a break at work or, better yet, several breaks can give you a fresh perspective and fresh outlook on your work. It can pay dividends not only for the work itself but also for your mind and body. Most bosses will respond positively to the reasons above. If not, might be time to find a career coach! Post a comment below and let us know what you do to gain the edge back on your work.