Lisa Orbé-Austin's Blog, page 7

Finding Your Career Sweet Spot

Where is your career sweet spot? A career sweet spot can be found in the places in our professional life that require the least amount of energy, where you excel and where you find flow. In positive psychology, flow is the mental state in which we are fully immersed in a state of energized focus, full involvement and enjoyment in the process. By focusing our minds on those places we can find more satisfaction at work and in our professional lives.

According to Mihály Csíkszentmihályi, a positive psychologist, who has written extensively on flow, there are ten factors that accompany the experience of flow.

It is not necessary to experience all of them for flow to occur:

There are clear goals that, while challenging, are still attainable.

You can maintain strong concentration and focused attention.

The activity is intrinsically rewarding.

You feel serenity; a loss of feelings of self-consciousness.

There is an experience of timelessness; a distorted sense of time; feeling so focused on the present that you lose track of time passing.

You get immediate feedback.

You know that the task is doable; it is a balance between skill level and the challenge presented.

You feel a sense of personal control over the situation and the outcome.

You have a lack of awareness of physical needs.

The complete focus is on the activity itself.

When you review the difficult aspects of work that don’t feel like you are in flow, consider issues like:

Can I improve the flow?

Am I in a professional situation where I will most likely not find my sweet spot?

Why I am agreeing to remain in a place, a role, or task that takes a great deal from me?

What is it giving me?

Are the positive experiences something that I can get from another place where I would have flow?

What’s preventing me from taking the next steps?

How can I contend with those obstacles and get into a place of flow?

 

Finding your career flow may take some effort to reflect on your process at work, but taking a step back to assess where you are is usually never a waste of time.

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Tips for Receiving a Promotion

As the New Year settles in, and performance review time nears, you may be considering the opportunity to advance. However, people are often hesitant to advocate for a promotion, because they are unsure about how to approach the subject, and what to say. The following are some tips about how to ask for and receive a promotion:

 

Plan your approach – timing is critical when you want to explore a promotion.  If you are in the midst of a critical project, or the company is undergoing a restructuring, you may want to consider when you can best approach your supervisor.  However, it is also important to note that there is never a perfect time. Therefore, if you have a periodic check-in meeting, make sure to set aside some time then or ask for a separate meeting.  Give yourself at least 15-30 minutes to have the conversation.  You should begin by highlighting your excitement, commitment, and/or focus on the company/department, and discuss your desire to contribute even more.
Demonstrate your added value – you should be able to provide evidence of why you deserve a promotion.  Generally, it is easy to do so, when you are already functioning above your title.  That is, if you are clearly handling duties that are outside your job description, and reflect more senior responsibilities, you can use that as proof of your added value.  If you are not functioning above title, but feel you have been doing an exceptional job, compared to your peers, you should discuss those accomplishments, without criticizing your colleagues.
Illustrate the benefit to the company – while many employers recognize the need to provide advancement, some may chafe at a request for promotion, seeing it as only beneficial to the employee.  Therefore, you need to make the case that your promotion will be a win-win situation.  You should talk about how you will be able to contribute to increased productivity, efficiency and the bottom line.  Discuss your goals and vision for how you can tangibly enhance the company’s mission and bottom line.
Counter any objections – be prepared to respond to any objections (e.g. not the right time due to a budget crunch, it would be unfair to longer tenured colleagues, etc.), with concrete data (e.g. your sales figures, key projects completed, etc.).
Leverage other opportunities– one method to strengthen your case for a promotion is to secure a competing opportunity. If you have been able to land a more senior role outside the company, it serves as further data to support your claims of your readiness to advance.  During your promotion discussion, you may wish to raise this offer, as a leverage point.  However, be careful of using it as a bluff (i.e. you have no intention of accepting the other offer), since your employer may call you on it, leaving you with the options of leaving or remaining with no promotion.
Prepare for follow up– if the initial conversation results in a denial of a promotion, but you wish to stay in the company, you might ask your supervisor when you can revisit this discussion.  If the conversation ends with a “let me think about it,”  you should make sure to follow up at an appropriate time.

While asking for a promotion may feel a bit uncomfortable, you deserve the opportunity to advance, and you should be your best advocate for doing so. Practice with mentors or other trusted professionals as you craft your discussion to get that promotion!

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Working with A Recruitment Agency: Keys to Producing Ideal Outcomes

Statistics indicate that only 5% of jobs are obtained through online job postings.  The vast majority of jobs are secured through networking.  While using your own existing network and expanding it are helpful strategies to improve your job search prospects, another approach is to utilize the services of a recruitment agency.   Recruitment agencies, especially for those at more advanced levels, can be useful in finding suitable roles and connecting you to the right employers.  However, there are some recommendations that are important to follow, in order to make such a tactic a productive one. The following are tips for working with a recruitment agency in your job search:

 

Be clear about your criteria for suitable roles – it is important to understand that recruitment agents are paid based on placement.  Therefore, they will be most eager to secure you a role, whether or not it is most appropriate.  At the outset of the relationship, you should be confident and comfortable describing your ideal role, including salary, title, work duties and hours.  If you are constantly offered roles that don’t fit these criteria or you feel like you are being pushed into a role, it is essential that you discuss your concerns with the recruiter and evaluate the usefulness of this particular recruiter or firm.
Recognize that the recruiter is not your career coach – you should not seek career advice from your recruiters or list too broad a range of options for them to search.  Their role is to find you a best-fit position, not to tell you what you should pursue. While they can provide some guidance about the employer, they will generally remain neutral, as it pertains to your job options. If you feel confused or overwhelmed, seek out a career coach or talk to trusted colleagues and mentors.
Employ the services of more than one recruitment agency– you want to have flexibility in the job search. You should have typically between 3-4, with whom you can work to find your ideal role. This will allow you freedom of choice when an agency isn’t responsive or has not produced the desired results.

The job search can feel like an arduous process, but by utilizing the most effective strategies, such as a recruitment agency, you can produce your ideal outcomes more quickly and efficiently.

The post Working with A Recruitment Agency: Keys to Producing Ideal Outcomes appeared first on Dynamic Transitions.

Adding Competencies to Your Resume: A Recipe for Success

The resume is an essential part of your job search toolkit.  It provides a clear snapshot of your skills, qualifications, and background, in a format that is easy for an employer to digest.  Despite the rise of technology in the recruiting industry, the resume still persists as the key way for you to communicate your credentials to a potential employer. However, many job seekers struggle to decide what to include or exclude in the resume.  And conflicting feedback from colleagues, friends, and family can make it even more difficult to develop the most effective resume.

 

The reality is that studies show that most recruiters spend less than 10 seconds on reviewing a resume.  Therefore, it is critical that you make impact quickly on the resume.  One of the ways to make this impact is by including a Competencies section to your resume.  By doing so, it enables the recruiter to quickly assess your fit with their needs, increasing the probability of an interview. The following are tips on how to integrate the Competencies section into your resume for maximum effectiveness:

 

Make Them Job-Specific – the key competencies you will add should be based on the skills identified on the job description and clearly align with the qualifications, which the employer is seeking (e.g. Strategic Planning, Operations Management, etc.)
Be Flexible – based on the job description, you may need to change the Core Competencies that you include on the resume.  
Align Them with Industry Standards – in addition to adding competencies that are noted on a job description, you should include ones that are crucial industry-specific ones, even if they are not in the job description (e.g. CRM, Data Analytics, etc.).
Vary Competency Areas– make sure that the competencies reflect both key technical and soft skills (e.g. leadership, communication, etc.), to demonstrate your broad array of talents.
Keep Them Concise – you may be tempted to include as many competencies as possible.  However, since it should be a snapshot of key skills, limit it to 9-12 competencies.

By utilizing these tips, you can position yourself to be the ideal and most visible candidate for your dream jobs.

The post Adding Competencies to Your Resume: A Recipe for Success appeared first on Dynamic Transitions.

Great Leadership: A People-Centered Approach

A review of the movie Steve Jobs made the argument that the Apple founder’s unpleasantness was worth it due to how much his efforts have changed the world. It is a typical premise advanced by those who wish to bolster the legacy of so-called corporate icons. This notion is that the mean-spirited, demeaning attitude of an iconic leader is tolerated because he or she is a “genius,” who produces great results. I have never bought into this argument, based on the belief that people should treat each other civilly and with respect, no matter one’s grand vision, outstanding results, or position. But it also is not accurate. Most Americans believe that a great leader is a win at all costs, aggressive tyrant, who will inspire you to be your most productive self.  However, research indicates that a more low-key, thoughtful leader will produce the same, if not better, results. My argument is that as great as the results that unpleasant, tyrannical bosses produce, they may have been even better, if he or she didn’t alienate so many talented and caring people. So, if you are seeking to hone your leadership skills, here are some tips to improve your outcomes:

 

1) Love people not things – despite what some industry gurus believe, technology can only take you so far. Ultimately it is people that impact change. So, it is critical to be mindful of your staff and consider their needs for success.  While outcomes are certainly important, don’t lose sight of the process to get there.  Be careful to not let short-term goals (e.g. sales target, etc.), override longer term objectives (e.g. staff retention and consistent productivity).

 

2) Lead by example, to an extent – if you are a leader, you should be willing to do some of the things your employees do, get your hands dirty, in essence. No task should be beneath you. However, you should not expect the same from your team members. That is, even if you are willing to work 18-hour days, you should not expect or penalize employees who don’t.  Set realistic expectations and help people manage them.

 

3) Expect greatness not perfection – create an environment where true risk-taking is encouraged not punished. Allow people to make and learn from mistakes. That is how creativity is nurtured and supported.

 

4) Don’t serially catastrophize – Not every issue should be a fire drill. Human are not meant to be on hyper alert 24/7.  It is not healthy, nor does it breed productivity.  Make sure to prioritize goals, and to identify critical situations accurately.  If your team understands the nature of a true emergency, they will be willing to pitch in when they arise on those rare occasions.  But if everything seems to be an emergency, they may have crisis fatigue, and be less willing to contribute, or do so begrudgingly.

 

5) Provide recognition and appreciation– while you may not always be able to give hefty raises or promotions, small tokens of appreciation go a long way to boost morale.  A word of thanks during a meeting, or if allowed, a staff outing, are simple ways to acknowledge the efforts of your employees.  Recognition programs may also help with employee engagement.

 

By taking a people-centered approach to leadership, you will ensure better outcomes and a more engaged team.

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5 Reasons Your Summer Job Search Is Not Working and How to Fix It

Does July have you constantly daydreaming about laying on a beach in the Caribbean? A fantasy jaunt to Asia? Hanging out at that summer share in the Hamptons? Or planning a barbeque for a few friends? Whatever your summer reverie is, it is likely being abruptly interrupted by the reality that you want to leave your current job.

The summer time can be a challenging period to search for a job. If you are currently employed, you may be experiencing enough of a lull at work, to have more time to pursue a new job search. If you are currently unemployed, you may feel demoralized by the search process, and just want to enjoy the summer. I find that many of my clients have trouble staying motivated in the midst of job search during the summer months. If you are frustrated by your lack of progress in landing a new position, here are 5 reasons that your summer job search is not working and how to fix it to land your ideal job.

You have unrealistic goals. During a healthy economy, the average job search can take 3-6 months. However, when you entered your job search, you likely intended to land in 1-2 months. While not impossible, it may be more challenging due to the reality of summer scheduling. The summer months can be a bit slower in terms of hiring due to staff vacations, a focus on internal planning within companies, and the end of yearly budgets (some fiscal years end in June like education). It is important to set manageable, yet realistic goals. Rather than feeling frustrated that you have not landed after sending out a few applications, consider sending out 10 applications a week, and anticipate getting about 1 response. There is generally about a 10% return rate on cold applications (i.e., with no internal contact). Focus on networking where return rates are far greater and set up meetings with friends, colleagues, and networking contacts.
You are in summer mode.  Although the business world functions year-round, most of us are still influenced by a school year calendar. That is, we feel that from September to May we should work hard, and then the summer months (June to August), we should be able to take a break. This mentality impacts your ability to focus on an active job search with a sense of urgency. Job search doesn’t have to be a grind, but you do need to demonstrate consistency in the process. Make it fun by rewarding yourself for task completion. If you have completed a networking meeting in the morning, maybe a nice lunch or beach outing may be in order. It doesn’t have to be all or nothing. You can enjoy your summer, while also focusing on your job search.
You are socializing more than networking.  The summer is a great time to catch up with friends and old colleagues. While it is wonderful to do so, if you are in a job search, it is critical that you balance socializing with networking. Socializing is engaging with others but not necessarily discussing that you are in the process of a job search. While many people prefer to manage a job search in solitude, oftentimes feeling embarrassed about it, the best way to go about it is to make it a social event. If other friends are searching, organize a job search group, where you can discuss your leads, and provide assistance to friends about their pitches or positioning. The power of the group can lead to better results, and make it a more enjoyable and social experience. If others in your network are not currently in an active job search, you may wish to find a job search club in your area to share the experience with others and source leads.
The weather is great, but your outlook is gloomy.  If you have convinced yourself that a job search is not a fun or productive summer activity, then it will certainly not be one. Embrace the task as a positive adventure, an opportunity for a new chapter to be written. By changing your perspective, and embracing an attitude of optimism (e.g. a belief that your efforts will pay off in a great job) and resilience (e.g. constantly pushing through despite your reluctance to do so after several rejections), you will find that a summer job search can be successful.
You haven’t realized that your job search process is going to get a lot worse in the Fall. You may think that you will magically land a role right before Labor Day, but if you aren’t putting forth the effort, then the positive results may not follow. If you feel it is bad now, while your manager is on a extended vacation, and you are out of the office on summer Fridays and everyone’s taking long lunches, it’s going to be a lot more difficult when everyone is ready to work full speed in the Fall and you will be expected to be motivated and recharged after the summer. If not much has happened during your search over the summer, in essence, you will begin your search process in the Fall, which will likely mean that you won’t be leaving this company until December in the best case scenario. Are you ready to spend another Fall there?

It’s possible to soak up the joys of summer and also to jumpstart your job search. Use your summer job search to put yourself in a good position for a departure in the Fall. It may take a little extra energy this summer, but it will be worth it. Focus on your networking, keep your energy optimistic, have realistic goals and remember Fall is right around the corner.

The post 5 Reasons Your Summer Job Search Is Not Working and How to Fix It appeared first on Dynamic Transitions.

Leading a New Team: Tips for Success

You have finally gotten the promotion you have long sought. You are excited about the opportunity to raise your profile and make greater impact in your company. However, the initial elation of this promotion quickly gives way to the reality of leading a team for the first time. While your technical skill enabled you to advance, you recognize that leading a team may require a new skill set. Unfortunately, your company may not formally assist you in developing leadership skills. As you transition into this new role, consider the following tips to ensure that you thrive in leading your team:

Analyze the norms of the new team – if you are inheriting an intact team, you may wish to better understand the norms of the team. For instance, how often did the team meet? What are the expectations of workflow for the team? How does the team manage challenges? You can gain awareness of team norms by talking to individual team members, as well as exploring in a group format.
Establish new norms as needed – while it is important to be mindful of current norms, as a leader you are responsible for shaping the new norms for the team, based on your expectations. Some old norms may not be as beneficial to the team, and you want to consider how to improve team functioning, while maintaining morale and establishing your voice as a leader.
Craft a shared vision – to increase buy-in, it may be helpful for you to spend some time developing a shared vision regarding team goals and mission. Although you may feel pressured to forgo such process-oriented activities, in favor of outcomes-focused work, it will be critical to the overall cohesion and performance of the team to engage in such a discussion.
Set clear expectations and provide periodic feedback – ultimately, you will be evaluating your team members on their performance, and therefore, you must be clear, in terms of what constitutes good performance. By setting clear expectations and providing consistent feedback on progress, you are setting a necessary framework for team members to be successful.
Welcome a feedback loop – many leaders, especially new ones, are fearful of feedback, concerned that they will be exposed as incompetent or unlikable. However, for your own growth and development, you should be open to hearing about your own performance. You will also serve as a great model for your new team, in terms of how to integrate feedback into deliverable goals, with improvement timelines.

You should celebrate your elevation to a leadership role, while also creating a plan to successfully navigate this promotion and start moving in the direction you want to become a great manager.

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