Melissa Anzman's Blog, page 12

NASCAR and HR: Drug Testing and Second Chances?

While I have pondered bringing my two loves together, HR and NASCAR, the opportunities to do so are few and far in between. But with a life list dream event coming up (attending my first NASCAR event at Atlanta Motor Speedway), I thought it fitting to finally let my dirty little secret out (although, I’m guessing it’s not really a secret to most of you, but I’m obsessed with Sprint Cup racing).

This summer, NASCAR was rocked and blindsided by an out-of-character (for the sport and for the person), drug scandal. Essentially, a Sprint Cup driver, AJ Allmedinger, tested positive for taking Adderall, a banned stimulant during a random drug test. He was immediately suspended and then ultimately fired from his racing team and entered the “road to recovery” program to try and be reinstated by NASCAR (I have a summary below for those who want more background).

Why is it a big deal? I mean baseball and other sports have been dealing with this for so long – what makes it interesting for NASCAR? Um, how about the fact that they drive over 200 miles per hour, or perhaps that they haven’t had a (truly) elite driver test positive before? Believe me, it’s a big deal – and it also provides an interesting perspective about drug policies, employment contracts and second chances.

Drug-Free Work Environment Policies

In just about every job I’ve worked in, there has been a drug-free workplace policy in place. Sometimes it was adhered to strictly, other times it was just another form that was completed. Luckily I was never operating machinery in those instances or around anyone who was, but having a drug-free workplace, is intended to create a safe work environment for all employees; avoiding any unnecessary accidents due to mind-altering substances.

I have seen people come into work while on a substance, and Human Resources (me in this example) were required to do the following (reference: this was at a large Fortune 5+ company):

Talk to the employee onsite, in a private environment letting them know the situation and offer them assistance.
Hire a car and bring them to a pre-certified drug/alcohol testing facility.
If they tested positive, the company would assist with them going into a rehabilitation facility and the Employee Assistance Program along with their insurance plan, would cover the costs. Their position would be held for a pre-determined amount of time, and they would go on leave (typically FMLA leave).
No information of any kind was released to their management or colleagues – simply that they were going on leave and their return to work date.

When the employee effectively completed the rehabilitation program, they were welcomed back to work without prejudice (meaning that we would consider the incident over and dealt with). If it happened again, we would still offer the same help in terms of assistance. HOWEVER, if they were underperforming in their position, they would be put on a Performance Improvement Plan (PIP) and usually managed out of the organization. Luckily, I have only had this happen to one employee who went through the above situation.

So in a large corporate environment, the employee was granted complete privacy about the situation, provided a safe environment for them to work through their disease appropriate and without consequence, and had a guarantee to return to work if they completed the company’s required actions. Even though they had violated a policy, the main focus was the employee and treating the disease.

What I find interesting about the NASCAR case and other situations like this in sports, is that they approach the situation so far outside of the “traditional corporate” structure, that it is almost offensive for an HR professional. It’s a one and done type of deal – which is not necessarily out of bounds when dealing with a life and death situation, but they athlete loses their livelihood and privacy… and it is treated as a media spectacle versus a serious medical situation.

So which way is “right?”

Should drug policies be a one strike and you’re out situation? Or is there wiggle room? Should employees be treated the same across all organizations, or is it more grossly egregious when dealing with life-threatening situations/occupations? Would you want a second chance if you made a mistake at work, or would you accept that your career and perhaps life’s dreams would be over in an instant by making a bad decision, or listening to a disease?

And my last question goes to the company. In A.J.’s case, Penske Racing. Would you fire the driver, or wait until they have completed the required steps for reinstatement… and then make the determination if he/she should be given a second chance? What do YOU think?

Summary of events for A.J.:

He took a substance that is against the rules of employment
He tested positive during a random drug test, knowing that drug testing is a part of the competition contract
(His PR person royally screwed up the press and aftermath – although this is not relevant, just saying it absolutely soiled the entire situation)
He was then fired from his team and banned from competition
Upon completion of NASCAR’s Road to Recovery, NASCAR will make the determination if he will be eligible for reinstatement to drive again in the series (and if he is, he then has to find a team to hire him and sponsors to support him)

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Sound of Doubt – Ignore or Push Forward?

“I’m stuck. I’m not sure what to do or how to move forward.” How many times have you uttered those words out loud or said them secretly to yourself? I mumble them daily, for one reason or another. It’s the sound of doubt creeping in – but how you move past the doubt is what is important.

For years I listened to the doubt and stood still, paralyzed to move forward or try anything. I wanted to be a writer, but I refused to write – who would read my stuff, would it be good enough, what if no one read it? I wanted to have my own business, but I would never declare that – why am I the expert, who would listen to me, why would they pay me?

Doubt can be a powerful thing if you let it creep into your head – don’t make decisions based on doubt, instead use the sound of doubt to propel you towards your path.

Doubt held me back and kept me from even considering creating my own way. Ironically, I never had it in my corporate job. I knew exactly what to do, the journey I should take, the jobs to accept, the people to befriend, and so on. I moved forward without letting any doubt creep in. Why? I had no skin in the game, not really. If I dropped the ball, I would be bummed out, but my career and reputation were not on the line.

Doubt is everywhere – I can’t remember a client who didn’t have an idea but were doubting their way; a manager who wanted to move forward with helping an employee but didn’t know the first step, and so on. When you care about the outcome, the sound of doubt will creep in. And how you respond to it is what’s important.

You know the old saying that you can’t accomplish anything without at least starting something? Well, I even doubted that in my non-discriminating doubt-“full” brain. Yes, you must start – but what if it’s the wrong direction and you’ve wasted a ton of time, energy and money doing the wrong thing? I can create doubt out of everything – except, someone challenged me with the best two words in the English dictionary: SO WHAT?

Hmmm. Ok, so what if you do waste time and energy writing that book and no one buys it. What is the worst that can happen? So what if you become your own boss and can’t sustain the business?

Where do you draw the line with doubt preventing you from living your life? The sound of doubt is good to help gut-check you, make you take a moment of reflection or pause, but it is also a green flashing light that you are on the right path.

Everyone I know who has gone after their own dreams, talk about how doubt helped push them forward. Which is awesome advice, but hard to believe. It’s scary as hell challenging that little voice of doubt that you have been hearing your whole life. It seems as though the doubt has kept you out of trouble, on the right path, heading towards “something.” But where are you heading by blinding following the doubt? Are you truly living your life?

At work – do you doubt your decisions, your direction, or your impact? It is time to start talking about your doubts and working through them. I’ll share a little secret with you – I left a job once because every day I doubted that I was making a difference and that I wasn’t being valued. When those doubts crept in, they were very hard to quiet. I was not doubting the job I was doing or my capabilities, but more of my value and worth in that specific role at that company. And I couldn’t get over it – so I left. And guess what – my doubts unfounded, they were crazy musings in my head (we all have them, don’t judge). I added a ton of value and to this day, I get emails from employees there telling me how different it is and how they wish I never left.

And if I were still listening to doubt, I would not be anywhere close to where I am today – the good, the bad, the struggles, and the ugly.

Looking to loosen your white collar a bit? Email me to find out more about coaching or to sign-up for the monthly newsletter.

Super Saturday Round-Up

Sometimes there just isn’t enough room in my posts during the week to cover all of the fabulousness going around in the interwebs. So I bring you Super Saturday Round-Up! (Get ready to get clicky).

Places I’ve been featured: 

The first is a full-length interview on an amazing site called From Below Zero to Hero, where Tal Gur interviews many people who have inspired him, to share their inspiring stories with others. There are several awesome interviews posted and you can learn a lot about some of your favorite online peeps. Please be sure to check out the full interview on From Below Zero to Hero. Here’s just one of the many answers… “…I think you can easily become your own worst roadblock as an entrepreneur – that’s why so many fail at it. It’s easy to throw in the towel because you get consumed with all of the negativity and over analyze the issue, and then assign blame. I also have a secret playlist (mostly comprised of Pentatonix), that I will sing and dance to if I need to shift gears.”
 The next one is over on the American Express Open Forum discussing how small businesses actually recruit workers. It is a great piece and definitely worth checking out and learn what really happens behind the scenes at a small business.
And last but certainly not least, I was included in Jenny Blake’s August Miscellaneum post featuring an amazing list of people and resources for everyone. It is an honor to be mentioned and included with this fantastic group of peeps.

Some of My Favorite Posts as of Late:

Melanie Axman who happens to be one of my favorite new online friends, yesterday talked about Authenticity and Our “Cool” Voice. She reflects on how  we use “our ‘cool voice’ to connect with others, assuming it’s what they want from us. In fact, what the world and the workplace needs is authenticity; there are more than enough people already trying to be somebody else. In being ourselves, we contribute our own distinctive thoughts and perspectives to the collective conversation.” It is an awesome read and definitely a blog to add to your RSS feeder!
Stuart over at 1.00 FTE is spot on (as always), with his newest cartoon titled: There’s No Question Your’re Clever. I’ll let you enjoy it without my own commentary, but it is a hilarious statement on resumes and interviewing.
 A poignant look at the money behind being your own boss… and the expenses you forget to think about from Alexis Grant. Aptly titled the One Major Disadvantage of Working for Yourself, she shares a table her dad the accountant (hello to my dad too) prepared to compare/contrast the monetary differences between working for someone else versus yourself.

Looking to loosen your white collar a bit? Email me to find out more about coaching or to sign-up for the monthly newsletter.

Practical Tactical Thursday – Negotiate Your Employment Offer

There are several times throughout your career that you will need to negotiate an offer – an offer of employment, a counter offer to your resignation, or a promotion offer. The one thing that all of these situations have in common is that Human Resources is holding back on you.

Employment Offer: How to Ask for More

Employment offers in government and academic jobs, usually have a strictly stated pay range and there is not much negotiating room during the offer process. However, for just about every other sector, you absolutely should NOT accept the first offer HR throws your way. Instead, negotiate my friend!

Remember that HR is looking out for the good of the company first. So they will absolutely try and get every employee at the lowest investment – that just makes good business sense. If you provided them a range during the interview process that you would accept, they will probably put your offer at the low-end of that range.
Do not pass on the offer without asking for more. This happens all of the time and is usually delivered via email (stop that people). “I’m sorry, I’m not going to be able to accept that offer – it will not meet my salary requirements to pay my bills or cover the commute.” I think you get the drift here – and the stories I’ve gotten have been hilarious. Anyway, these people threw in the towel before exploring what else could be available to them. And I have been able to secure almost every single one – but I had to counter-offer them (aka – my own original offer). That’s awkward and not nearly as efficient as simply asking for what you want.
You should always ask for more, but how you do it will greatly impact your reputation at the company. For example, I offered a position to “John” for an entry-level position with a very decent base salary plus commission. He had zero experience and did not even have a desired starting salary. Following me? Well, he came back asking for more money and did it aggressively – basically said that he could get a better offer elsewhere and that he would refuse to take the offer and would rather find a new job. So… when the hiring manager asked me how the offer conversation went, I parlayed the information along (greatly toned down), and let him know that he wanted $10k more on his base salary before he would even consider the position. Can you guess what the hiring manager’s response was? He told me to rescind the offer and that he would no longer be considered a candidate. John’s pushiness came across as greedy and not excited to join our team. Not the impression you want to precede you before you start a new position.

There is not a one-size-fit all for counter offers, but based on the many successful (and unsuccessful) offers that I have been a part of, here is a good script for you to use when you have been offered a new position. Oh, and be sure to do this at least over the phone (not on email!).

Script for Negotiation

Recruiter (Bob): “Hi Jill, we are so excited to be able to extend you an offer of employment here at ABC.

Your starting base salary will be $30k with an annual bonus and partially paid benefits.”

Jill (YOU): “Bob – that’s fantastic news. I have enjoyed getting to know everyone and more about the company during the interview process and am very excited to join the ABC team. Can you tell me more about the benefits?”

Recruiter: “Sure we offer….”

Jill (YOU): “Sounds like an interesting package. I would like to take some to consider the offer as a whole. Can I get back to you within 24 hours?”

Note: Ok – so the recruiter will then do one of two things. If they say no, then run very far away from the company. If they are not willing to let you have some time to work the numbers and make a huge life decision, then there is a problem. Run far, far away and be thankful that you found out before it was too late. If they yes, then proceed.

Jill (YOU): “Thank you – I appreciate you allowing me the opportunity to fully evaluate the numbers and the package and ensure that I am making a great decision.”

Note: You have two options – you review the offer and come back the next day asking for more, or you can nudge the envelope a little here. Personally, I think it is easier to do that during this first call as you are already talking about numbers and do not have to initiate another call, but it’s a personal decision.

Jill (YOU): “Bob, $30k seems a little bit low for the position and my experience. I have been interviewing for positions that have come with a slightly higher base salary. Is there any room for negotiation here? I had been hoping for the offer to be at $37 – $40k.” THEN STOP TALKING

Note: If you are quiet, the recruiter will pick up the conversation from there. You have asked for what you wanted, and now it is up to them to seek out the details. They should not say “no” immediately – usually they should check back with the hiring manager or will have the ability to go up on the spot. If they push back with a “that’s not going to happen,” then I would ask for them to circle back with the hiring manager or know that the base salary is not open for negotiation… but other things may be, so ask.

What’s Up for Negotiation?

Literally, almost everything. I have seen people negotiate the amount the company pays towards their benefit premiums, stock award, annual bonus percentage or target, incentive program, office space, telecommute options, and so on. Your base salary is not the only thing that can be altered during the offer, but it is the best time to get the best deal.

 

Looking to loosen your white collar a bit? Email me to find out more about coaching or to sign-up for the monthly newsletter.

Bridge Jobs – Create Your Own Destiny

When I was on my own path of exploring where I wanted my career to go and what my ultimate path was going to be, I was working in a high-paying, high-stress, 50%+ travel, high-powered position. Yes, everything was high. It was the crowning jewel of my career up until that point and I had worked incredibly hard throughout the years to be in that high position with all of the benefits that comes along with it.

But when I started my soul searching, I could never make any real headway. I would plan my creative time around my “real job” demands, leaving very late nights and sometimes weekends, to buckle down and focus on creating what’s next, for me.

It needed to bridge the gap from where I was, to where I knew I was going – with a stable safety net along the way.

So I quit – but I needed real income and the stability of a traditional job to tide me over until “it” was ready. The only way I was able to do this was through finding a bridge job. For me, I was very strategic in my job hunt to be sure that I landed a job that met these needs:

Paid me as close to what my “powerful” corporate job paid me
Was an easy job that I could essentially do in my sleep
Had a culture that you worked hard, but only at work (not expected to deliver 24-7)
Little engagement needed from me – no travel, no more “highs” just delivery

Bridge Job: A paying job that you seek out and accept because it helps you meet your long-term goals. It is not a strategic “career move” or the job that will bring you the most money or power. But it allows you to focus on YOUR goals and future success.

A bridge job allows you to continue to receive consistent and sustainable income while providing you with the mental space and time capacity to pursue your other passions and dreams. And while some days I was truly bored at work, and other days I wanted to scream at my “wasted talent” (how dramatic am I?), when I left the office at 5pm EVERY DAY, I reminded myself that I had a good four creative hours to work selfishly on me. And I did. And finally, I was able to unlock my own success all due to the space my bridge job provided me.

And the best part about it all… I have no regrets. I was not upset accepting the job knowing that I would be leaving on a timeline; I was not sad about quitting when the time came; my bank account was more flush than when I started the job (as was the plan); and I created a successful business as a side hustle in a safe way. All wins for me.

Have you been in a bridge job? I’d love to hear about your own experiences and how it has worked out for you.

Photo: By Melissa Anzman in Aruba

Looking to loosen your white collar a bit? Email me to find out more about coaching or to sign-up for the monthly newsletter.

Hire a Coach or Chat with Your Friends?

The other night a new acquaintance asked me what I did for a living, and continued to wonder why anyone would need a coach if they had supportive friends like she did. For those of us whose lives have been touched, guided or changed by a coach, that question is jaw-dropping. And then I realized, not everyone has yet had the privilege to work with a coach so the distinction is quite vast… Here is how the rest of our conversation went.

What’s the Difference between a Coach and Your Friends?

Having supportive friends is absolutely paramount to success of any kind, but they are your friends. They have your best interests at heart, they want you to succeed, and will most likely not be willing to openly or eagerly share bad news with you. For me, the most significant value a coach brings to the table is that they are an “innocent third party bystander.” Their independence from knowing you intimately, your unique situation, all of the politics and drama, allows them to help you find the best results FOR YOU – without navigating through the superfluous BS or expectations. They are there for YOU to succeed, and only you – they are completely independent.

And your coach’s independence allows you to share things – questions, concerns, doubts, and successes, in a way that is completely different than what most share openly and easily with their friends. There is zero judgment when you work with a coach, and sharing all of your hidden concerns or what if’s feels welcoming versus being scary or worse, a burden. A coach asks questions that you may not have ever considered before and provides the safe environment for you to explore the answers – instead of responding with a “knee-jerk” or canned response.

Your coach will also interact with you in an open, honest and direct manner – they will also use the approach that best fits your needs to help you make progress. They are chameleons of communication – if you need a strong push to get you on track, they will provide it; if you need some gentle guiding to make a step forward, they will guide you appropriately. They have no skin in the game, other than helping you make progress towards success.

With a coach, YOU are doing most of the talking – and you don’t have to feel bad about it or apologize for it. They are bringing out the wisdom within you instead of telling you what you should do, delivering their own opinion of a situation, or providing you with “the only way.”

And one of my favorite things about working with a coach is that your friends to be exactly what you want them to be – FRIENDS. The pressure of having questions swirling around in your head, not agreeing with the advice or opinions they provide you, feeling as though no one gets it – all of that is erased when you have a coach to be that outlet. Your relationship with your friends becomes so much more about who you both are, than the burden of the weight of not getting the right answers. It is freeing in ways you would not even think of, and yet, when it happens, you feel like a weight has been lifted off your shoulders.

Working with a coach is not for everyone or every situation. In fact, there are many things that working with a coach is great for – figuring out the next steps, overall direction questions, starting a new business or job, exploring parts of yourself, and so on. But coaching is not for everything. In fact, if you are looking to dig into your past or mend a relationship with a long-lost relative, coaching is probably not the best bet. And regardless, if you are not open and ready to start exploring and moving past the unknown, than the best coach in the world may still “fail.” Coaching is about YOU and how you want make progress in your own life, through the guidance of someone who is there to keep you on track, hold you accountable, and guide you on your journey.

Looking to loosen your white collar a bit? Email me to find out more about coaching or to sign-up for the monthly newsletter.

Go Back to College or Go Back to Work?

Since the big crash in 2008, many workers, especially unemployed workers, have decided to go back to school to earn an advanced degree hoping that investing time and money in their education now, will result in a bigger job and more money later. Great idea in theory, but as far as actual payoff goes, many are finding that the “going back to school” response is not paying off the returns they expected.

Should I go back to school?

Going back to school for an advanced degree, is usually not the best answer, especially if you decide to go back straight from your undergrad and/or going full-time. And it’s really all about your motive. An advanced degree can absolutely provide you with more tools in your skill-box, but nothing beats on-the-job experience.

When making the decision to go back to school to advance your career, you should consider the following:

Is an advanced degree necessary in your desired field?
Where does your desired company/field recruit from?
What is more valued in the field – education or experience?
Can you go back to school while working your current job?

Necessity

Here’s the cold hard truth – the majority of jobs out there, do not need an advanced degree. In fact, very few industries even reward advanced degrees such as financial, teaching, government, and science-based positions (there are others out there, these are just examples). But most positions in most companies, particularly large companies, can be worked into without an advanced degree. In other words, you can start in a position and work your way up the ladder. And it is usually easier to do and more respected, to approach leadership positions in this manner, versus going to school and stepping into them (this happens very rarely).

Recruiting Venues

Knowing where your desired company recruits from is important when determining not only if you should go to school, but where. Most large companies attend about five different schools to recruit top-talent (it’s not “fair” or “right,” but with budget cuts, they put face-time in at schools that support them), and if you are dead-set on working for a specific company, than going back to school at one of their recruiting locations is a good starting point.

But overall, the where you go is a bigger conversation than where the company will find you. The Human Resources or company snobbery is going to come alive right now (remember later that I warned you). This may be a bit controversial, but where you decide to get your advanced degree is there are still so many schools that are a waste of your money and time. Plain and simple. They are not “prestigious” enough or recognized enough, to gain any value to your candidacy. So if you are considering going back to school and your school of choice is like a University of Phoenix or DeVry University, DO NOT GO. It will be a waste of your money. Degrees from these types of schools, historically thought of as online-only (or online mostly) schools, hold no value – in fact, it may make some recruiters question your candidacy in strange ways: are they not great at school; are they bad decision-makers; are they going through the motions to get an advanced degree? I warned you – not necessarily fair, but absolutely what hiring managers think when they see those degrees, particularly at a large company when you will be competing against candidates who attended Ivy League schools (which is not necessary).

Field Value

It could be somewhat difficult to figure out if school or experience is valued from a distance, but you can suss it out through a little research. The best place to start, the company’s career page. Learn about their core values and see if education or knowledge is one of them. Also, research on LinkedIn their employees and see what kind of schooling the people you find, have. Do they have pay differentials for different levels of schooling? If that still does not present a clear picture, find an HR person in the mix and send them an email. Ask them directly, “in your recruiting process, does your company place more emphasis on education or experience.” And voila, you have your answer.

This should be an important part of your decision, to make sure that you are following industry-specific desires and not wasting time on schooling that will not impact your career advancement. If the industry/company does not care about the degree, than no matter how much you think it will make a difference, it won’t.

School While Working

This is the most ideal path to follow, from an employer’s perspective. It is a hard road to follow, but can bring you so much further along than quitting to go back to school full-time. You are able to gain experience and advance your knowledge in real time. It also shows your current (and future) employer(s) that you are determined to advance your career, have superior time management skills, determination, and understand that school is ONE piece of the puzzle, not the only one you are relying on to get ahead.

Looking to loosen your white collar a bit? Email me to find out more about coaching or to sign-up for the monthly newsletter.

Practical Tactical Thursday – Recruiter Silence

It must be an epidemic. At least five different people have asked me this week,

“What should I do – I haven’t heard back from the recruiter for the job I interviewed with (enter time-frame) ago?”

Ahh, yes. The Suddenly Silent Recruiter following what you thought of, as a stellar interview. One BIG thing to keep in mind, regardless:  If it has been any longer than two weeks (being generous there), without the recruiter at least touching base (and they didn’t let you know ahead of time that there would a significant delay in the process), it’s pretty safe to say that you have not been chosen for that job.

But what does their silence really mean? A lot, to be honest. And most likely, one of these three things.

1. You are not their top candidate. Companies tend to find two candidates that they could “live with” in any given position. There is usually a stand-out, or the preferred top candidate and then a “we can do with that” person. Both are high performers and fully qualified for the job, but one candidate tends to be better “liked” or “fit more within the culture,” and thereby becomes the desired candidate. But the most important thing for the recruiter is to fill the position, while keeping a back-up securely in place… in case the top candidate rejects the offer. You may not be hearing back from the recruiter because they are waiting to hear an acceptance or rejection from another candidate.

How do you know this is the case? If you’ve gone through several interviews (at least two in-person interviews), felt as though you hit it off well with the team, had a once engaged recruiter who now is slightly evasive or hard to reach.
What should you do? Don’t be discouraged, especially if it’s a position you really want. You should reach out to the recruiter via email, continuing to express your interest in the position and ask for an updated timeline, let them know that you will be continuing on your own job hunt in the meantime, and don’t be pushy.

Email something like: “Hi Sally, Thank you again for coordinating all of my interviews through the recruiting process. I wanted to reach out and let you know that I am still very interested in the position and am curious about what the hiring process time frame is looking like. In the meantime, I will be sure to let you know if another offer comes through as I continue on my search. Please let me know if you or the team needs any additional information/collateral from me, during this process. Best, Job Seeker.”

2. Your recruiter does not like delivering bad news. I hate to say this, but put yourself in the recruiter’s shoes. It is extremely difficult to have to tell qualified (and nice, kind, funny, etc.) candidates that they have not been chosen for the position. And they have to tell no so many people, each day. Sometimes, especially if you connected, they just ignore the “no” pile until they are pushed to do so (as in, a candidate corners them). It can get extremely uncomfortable when a candidate asks for feedback when the recruiter is delivering “the no,” as the feedback they typically receive from the hiring manager is unsuitable to pass along or they disagree with the decision. So instead, they ignore the situation altogether.

How do you know this is the case? Most likely you’ve had a good connection with the recruiter throughout the process and then you cannot get a response from them. You may have had an awkward closing meeting during your last interview, or felt something a little off during the process. And above all else, you are not getting a straight answer or suddenly have radio silence.
What should you do? If you have already sent an email to the recruiter asking for status and have heard no response, it’s time to move on. One email is sufficient enough following an in-person interview. They know who you are and where you are in the process, so if they are not responding to you, move on. Don’t stalk them, don’t try and ask for any type of feedback or what went wrong at this point, just move on and keep applying elsewhere.

3. The hiring manager is dragging his/her feet. This is often the case, and unfortunately out of the hands of the recruiter. It’s hard to share any news, when the recruiter doesn’t have any to share… especially when someone else is holding up the process. A good recruiter will continue to keep in contact with you if you are a strong candidate, it’s called “keeping you hot,” regardless of the delays.

How do you know this is the case? The recruiter is reaching out to you or responding to your emails, but there is no real information included. They are trying to push out the hiring timeline, but not giving you specifics or any new information about the process.
What should you do? It can be very frustrating, but if it’s a job that you are very interested in, hang tight (while continuing your search at other companies). It is usually not a reflection of how strong of a candidate you are (or not), but more about the hiring manager’s decision making process or potential budget issues. Be sure to keep the conversation going with the recruiter until he/she provides additional details.

Photo credit

Looking to loosen your white collar a bit? Email me to find out more about coaching or to sign-up for the monthly newsletter.

Month Three: Solopreneur Updates

Month three has been one of the most exciting months on this journey. Lots of great new things have happened and things finally feel as though they are starting to fall into place, solidly. I have accomplished some big dreams, and started working on even bigger ones! I also hit a pretty big dip about halfway through the month, but I am happy to say I have come out it stronger than ever. Um, my schedule is still wonky, and I definitely need to work on that this next month to get it down to a science. But overall, it was a great month!

OVERALL LESSONS:

Things don’t always go as planned… and even if you think you’ve done absolutely everything right, sometimes there are still bumps in the road.
Just because you put something you think is awesome out into the world, it’s not going to be snatched up by everyone right away. You have to market the hell out of it and still hang on for the long haul.
Dips come, but they also fuel some of the biggest and brightest ideas.
Shifting your perspective, can literally shift everything else into place – and when that fails, breathe deeply.

STUMBLES ALONG THE WAY:

(This part is so scary!)

My book sold… but not as many copies as I had hoped it would in my heart. I was “realistic” in my thinking and external expectations, but I have to admit I was slightly disappointed that I was not “an overnight sales sensation.” LOL – typing that makes me laugh, that is so unlike me (usually).
In between my friends and family book launch and the official launch, I hit a pretty low dip. Definitely the lowest one so far on this journey. And I started getting a little panicked about everything I was doing: money worries, am I crazy? set-in, and I had a coaching call that didn’t go as well as it could have. It took me a few days and some commiserating with others, to finally jump start my excitement for what’s ahead (and OMG, just wait until you hear some of the amazing things in the pipeline later this month).
I had a little glitch with my affiliate page, but thankfully one of the first affiliates let me know and I was able to fix it instantly. Thank goodness!

BIG WINS:

My book is out there! It’s alive, in the world, real – and the feedback has been absolutely astounding! I am very proud of my first foray into the ebook world and can’t wait for what’s next. Did you get your copy yet? You really, really should (still on the fence – check out this review on New Momma Beckers).


My site traffic has increased and my newsletter list has welcomed some new people (THANK YOU!)! Yay – so excited about this, and shows that slow and steady works.
I received one of the most heartwarming emails from a reader of this blog, which reaffirmed the journey I’m on. Here’s a snippet:

“I cannot thank you enough for the epic amazingness of your blog!!! Sharing your advice, talents, and literally *gold* with the world is SO PHENOMENAL! I’ve been updating my cover letter, resume, references, and will be in the interview process here in a hot second – and your blog has been phenomenally helpful! I’ve been browsing all of your advice, and I love the cover letter and LinkedIn posts! The work you do is truly inspiring and helpful.”



SOME STATS:

In honor of full transparency, I thought I’d share some stats with you – the good, the bad, and the not quite where I want them to be stats.

MONTH 3 (July 2012)
MONTH 2 (June 2012)
MONTH 1 (May 2012)


Facebook Page Likes
22% increase
1% increase
43% increase


Twitter Followers
6% increase
22% increase
16% increase


RSS Subscribers
11% increase
152% increase
33% increase


Newsletter Subscribers
20% increase
43% increase
43% increase


Business vs. Savings Income Ratio
22% income / 78% savings (decrease)
31% income / 69% savings
19% income / 81% savings

 

 

Looking to loosen your white collar a bit? Email me to find out more about coaching or to sign-up for the monthly newsletter.

Your Perspective is Screwing Up Feedback

Perspective, perspective, perspective. I was having a chat with one of my friends the other day online, about her kid’s upcoming birthday party. And there was a moment after I responded to something, that I knew that she completely misunderstood what I said. The words themselves were innocent enough when I looked at them, but I just knew that from her perspective, they were judgmental and perhaps, insulting. She is one of my closest friends, so the flash of annoyance she had for me, didn’t last long luckily, but it made me reflect on how many times this happens to us, particularly when we are given feedback at WORK.

We all bring our “unique peopleness” to work every day. Usually that results in great accomplishments, but every once in a while, the way that we see the world, our own perspective, greatly colors others words. And we know that tone and meaning is difficult to determine through email, chat or social media. That annoying email from the boss you hate, was most likely not meant to be so annoying. Instead, your own dislike for him has provided you with a tilted view of his intent.

How Feedback is Tainted

I can easily find ten or more examples of how this blind-spot of ours, has impacted people’s careers. Looking at my own, I remember one horrific performance review that haunts me to this day. I remember sitting on the phone (don’t even get me started about that) and listening to this boss who I had only met in person once, tell me how horrible of an employee I was. And then I read the document she sent me, and it was completely different. On paper, the feedback did not seem so hurtful or personal. So which version was right? I was so new at the company and insecure about my performance, that to me, her constructive feedback turned into “awfulness.” I missed the accolades in the conversation.

And the converse is often true as well. When employees are shocked by how negative a review is, the manager swears that they have delivered the feedback time and time again. The disconnect: the employee is so disillusioned that they are a fantastic employee, that the feedback is completely ignored.

So how can we fix this? The fact that we are people with perspectives is not going to change (thankfully!). But at work, it’s critical that you are cognizant that this occurs. Here are a few things that helped me along the way, even if it is still constant work.

Stop reading emails from people you aren’t fond of, on your blackberry/phone. Just stop. For some reason, their attacking words are so much worse on the little screen. I wish I could explain this phenomenon, but I can’t other than things vastly improved when I left those emails to be tackled on a big screen. (The emails were never really that bad through that lens).
Become very good at receiving feedback. Here’s a shocker for you – all of my bosses, the ones I loved and hated, would all say that I surprised them by taking formal feedback very well. (My family, if they are reading this, just started laughing). Here’s how I do it: I literally remain silent and LISTEN during feedback time. I take notes, I write down full quotes of what my boss tells me, and I say nothing. I keep my face blank and pretend I’m a sponge there to soak it all in. My own biases will always color those conversations, so I do not engage in them. Instead, I take my notes, listen closely, and then walk away to digest the information in a safe environment where I can objectively strip away the feedback.
See your boss (or other annoying person) as a person. He/she is someone’s son or daughter, father/mother, brother/sister, and so on. They are also skewed in their own perspective, and they may not be right. But being right is not nearly as important as understanding the intent in the message. So buck on up and try and be the understanding or level-headed person in the room.
And when all else fails – step away from technology and take a quick break. Nothing will derail your career or reputation faster than blowing up at work. So walk away, try and find some perspective, and stay away until your objectivity is found again.

Looking to loosen your white collar a bit? Email me to find out more about coaching or to sign-up for the monthly newsletter.