One Woman's Story

It's been a long time since I've posted, but saw this woman's story tonight and knew I had to share it. This is a great example of the power of the stories we tell ourselves. http://www.youtube.com/watch?v=bX32U_hfri4&feature=youtu.be

When Customer Service People Don't Think Before Speaking

Why is it that whenever there's a really serious problem with your computer, the tech support people feel compelled to ask, "Do you have anything important on your computer?" .... Excuse me????... "No, just grocery lists mainly."

Assessment Tests

Some of the most common questions I get from workshop attendees and clients alike have to do with the validity and helpfulness of assessment tests.

There is no answer to the "which test is best" question because it depends on your needs and your level of self-awareness.

If you are highly self-aware, many assessment tests are going to fail the So What Test. In other words, they'll confirm what you already know. Worse, many of them aren't actionable.

One of the most famous, and best marketed, tests is the Myers-Briggs. I am well aware that a lot of people claim to get value out of that test. But what horrifies me is the pathological attachment some people have to their results. One person I know won't date people who aren't a "match" her four-letter Myers-Briggs category. Putting that kind of faith into anything is not a good strategy. In fact, it's not a strategy at all. It's stupidity.

I bring this up today because I just finished reading an interesting article about Myers-Briggs specifically that confirmed the hesitations I have had over the years:

http://www.straightdope.com/columns/read/2922/does-the-myers-briggs-personality-assessment-really-tell-you-anything


If your purpose in taking an assessment is to get a better handle on the types of careers that might interest you, the best test I've found by far is in Pamala Oslie's book, Life Colors. Talk about accuracy. It's the only test I've ever taken that listed motivational speaker as a possible career. Of the other 20-30 possibilities mentioned in the results, I had either done or considered 75% of them.

Working on a New Book

Although it has been a long time coming, I am finally in the process of writing a new book. I had been stuck for awhile, but through a soul session with the gifted Veronica Drake (www.soulexpressions.net), I am working past the blocks and fears that hindered my creativity. Those blocks are the key reasons I hadn't been blogging regularly for awhile.

I will continue to post periodically, but plan to dedicate most of my writing efforts to this important, and very personal, project.

Grading Your Job Search

If you aren't getting the results you want in the job search, there is an excellent chance you are making some fundamental mistakes. Here's an opportunity to grade yourself on the search. Read my most recent article on The Ladders:

Grade Your Job Search: 10 Step Quiz

360-Degree Performance Reviews

When people think about performance reviews, they usually think about feedback from their supervisors. However, from a professional development standpoint, some of the best feedback can come from peers, direct and indirect reports, support staff, and even vendors. Unfortunately, too few people think to ask.

For more about this, check out a recent article I wrote for The Ladders.

http://marketing.theladders.com/career-advice/360-degree-performaces-reviews-do-it-yourself

It's NOT a numbers game!

I am horrified by the number of career coaches who insist that job hunting is a numbers game. It isn't. It's all about strategy. To say that job hunting is a numbers game is nothing more than a convenient excuse for coaches who don't have the skills to truly help people (and should themselves be looking to change careers.)

Video Montage

My good friend Ann Liston and her team just created a promo video for me. Take a look.

Harry Wilson's blog - update

My apologies for the faulty link. Here is an updated, functioning link for Harry Wilson's blog:

http://www.5milesintowonder.blogspot.com.

Be sure to check it out.

Fashion Focus 2009

If you are in Chicago on October 25, come down to the Chicago Cultural Center at 78 E. Randolph. I will be doing a workshop for fashion students as part of Fashion Focus 2009. For more information, visit www.chicagofashionresource.com. The session, which is called "The Ultimate Design Challenge: Finding a Job", is scheduled to run from noon -2pm. Be sure to register in advance.

Special Labor Day eBook Sale

As a special offer to readers of my blog and subscribers to my email list, I put together a 6 eBook package called, Job Search Essentials, that I am offering at a substantial discount (over $250 in savings) until noon CST on Tuesday, September 8. For more information, visit the hidden page on my website: www.rifproofing.com/laborday

WGN-TV News Chicago

This is an interview I did on the WGN-TV news on Aug. 20, 2009.

The Stories Companies Tell Candidates

I had lunch yesterday with a good friend who shared a disturbing story. A few weeks ago, Mike (not his real name) interviewed with a high profile investment management firm and was invited to take a personality assessment. At the time, he was excited about the possibility because it required several hours of his time and a significant investment on the part of the company.

In general, I don't have an issue with companies that require candidates to go through whatever psychological tests the company might find helpful. But I do have an issue when companies put so much emphasis on the test results that they become inflexible in their recruiting. I also have an issue with the way some companies choose to share the results. Unfortunately, both issues played a role in this case.

If the hiring managers want to put their faith in a psychological assessment, that is certainly their prerogative. But, to borrow a phrase from Hippocrates, these companies have a responsibility to "first, do no harm". Or, to borrow a Buddhist concept, hiring managers and recruiters, when sharing results, should ask themselves the question, "Is what I am about to say an improvement over maintaining silence." If the answer is "No", they need to consider other options.

In Mike's case, the company decided not to hire him because the assessment results indicated:

• "an inability to build relationships" and
  
• "an inability to sell"

Not surprisingly, Mike was disappointed and immediately began questioning himself. On the surface, he seemed to handle it better than I might have expected. But I couldn't help but wonder if a part of him was somewhat devastated. I could clearly see the disappointment and sadness in his eyes.

My reaction to the results was a bit different. I was (and remain) thoroughly disgusted with the company. There is absolutely nothing constructive or helpful about the feedback that was shared with Mike. On the contrary, it was destructive, thoughtless, and despicable. It's one thing for the company to exercise its right to choose employees. It's another to tear down unsuccessful applicants in the process. All they had to say was something generic like:

"Your scores on the assessment were not consistent with what we have found in our most successful employees and what we look for in applicants."

That would have been fair, honest, and infinitely preferable to the blunt, tactless approach the company chose. Even if the results were absolutely on target, which they weren't, it wouldn't excuse the company's offensive behavior.

I've known Mike for over 15 years and can personally attest to his integrity and ability to build relationships. He is also a natural sales person--especially when he is promoting projects for which he has a particular passion. As it happens, I have invested considerable time and effort into helping him launch a business he has been working on because I am completely sold on the idea and his ability to make it happen. His passion and enthusiasm for the project is so infectious I couldn't help but get involved.

Over the past few years, I have done sales training workshops for sales professionals in a variety of industries including finance and investment management. If every one of my workshop attendees had the same passion, integrity, and natural sales ability that Mike has, my job would be a lot easier. Mike is a trusted advisor in every sense of the phrase. The company's test may not have picked up on this, but that certainly doesn't mean he lacks the ability to build relationships and sell.

As a result of the company's irresponsible behavior, I spent a good part of my conversation with Mike sharing specific examples from his past that prove the test results are wrong. I sincerely hope he takes my word for it rather than the test results, but it may take some time for Mike to get past this unfortunate and completely avoidable episode.

If you are in a company that uses assessment tests, think long and hard about how much stock you put in the results because you are probably missing great candidates like Mike with disturbing frequency. At the same time, I urge you to be more responsible and compassionate with how you share the results. First, do no harm.

If you are a candidate who is going through an assessment, keep the following points in mind:

• Don't try to second guess the test. Answer as honestly as possible. Even if you could game the system, which you probably can't, the company would end up hiring someone it didn't think it hired. That's a lose-lose proposition for everyone.
• Don't question your abilities based on the results of any given test. It doesn't matter how much time and money the company invests, no test is 100% accurate.
  
• If you get rejected by a company because of a test result, be grateful. If the company is so inflexible that it puts more faith in a test than in the judgment of the hiring managers, you probably wouldn't have been happy there anyway.
  
• Rejection is the Universe's way of saving you from a nightmare.

Your Resume: Three Possible Outcomes

Most people treat applying for a job as a black and white proposition. Either they get the interview or they don't. But there's a lot more to it than that. Your resume faces three possible fates. The first, and by far the most common, is the black hole that either leads to no response at all or an ultimate rejection.

The second possibility is that the hiring managers will look at your resume and think: "She might be worth a conversation" so they add you to the list of people they want to bring in for an interview. The third, and most rare, outcome is that your resume is so well done it inspires hiring managers to read it and say: "He looks fantastic. Let's get him in here as soon as possible." Unfortunately, most people who get interviews never achieve this because they haven't taken the time to match their experiences to the needs of a company. Nevertheless, it is worth shooting for because there is a world of difference between candidates who get companies excited about interviewing them and those who don't.

Most people who get interviews never truly appreciate this distinction. Nor do they know what expectations (if any) they've created in the minds of interviewers. That's unfortunate because it could mean the difference between getting a job and remaining in the unemployment line.

If you are ready for the coaching that could help you create excitement, let me know. I'd love to help.

Harry Wilson's new blog

Last fall, I posted a living eulogy to my good friend, Harry Wilson. I am happy to report that Harry has started a blog to feature his art: http://www.5milesintowonder.blogspot.com.

Be sure to check it out. If you like what you see, send him a note. I know he'd appreciate it.

Recent Articles

In case you are interested, Northwestern University has posted a number of articles I wrote on their website. Click on the titles below to read whatever interests you.

Creating A Strong Introduction

What It Means to RIFProof Your Career

Another article, "Compelling Cover Letters", will run in mid-June.

The Stories We Tell Without Realizing It

Professional presence can be thought of as a combination of how we carry ourselves, how we dress, and how we come across in general. In other words, presence is the nonverbal and verbal aspects of our presentation working together to create an impression.

Any single component of our presence can change the combination and alter the perception--often beyond the conscious awareness of others. For example, as a psychology major in college I remember hearing about a study in which random people were videotaped walking down the street. The videos were then shown to prisoners who were in jail for mugging. The goal of the study was to help people avoid the behaviors that made them appealing targets for muggers.

As expected, there were certain people who appeared to be easy targets because they were walking with their heads down or were somehow preoccupied. But there were other people every mugger agreed would be a target even though they didn't seem out of the ordinary in any way. Strangely, the muggers were at a loss to describe exactly why these people looked vulnerable. The researchers were confused as well--until they went back and reviewed the tapes. That's when they discovered that these people were doing something subtly different than the average person. Rather than swing their arms the way most people do, left-arm/right leg, right arm/left leg, they were swinging them left arm/left leg, right arm/right leg. As a result, they looked slightly off-balance and therefore more vulnerable.

I mention this study because there are a variety of obvious and not-so-obvious ways we can impact the way we come across personally and professionally. Even if you think the image you project is positive and strong, there may still be opportunities for improvement.

When my clients and colleagues need help with their overall professional presence, which is outside my area of expertise, the person I turn to most is Susan Fignar. In short, Susan teaches people how to improve their image and enhance their personal and professional success. Other benefits of working with Susan include:

• Developing self-confidence and project self-assurance.
• Becoming a better observer of yourself and others.
• Identifying negative body language, facial expressions, and nervous gestures.
• Appearing more polished and professional in your overall appearance.
• Understanding the importance of selecting the appropriate business, business casual, and casual attire for your lifestyle, position, and professional environment.
• Developing poise in business and social situations.

Whether you work with Susan or another equally capable professional, there is a tremendous value in addressing any issues you might have in this area. This is especially true for people in transition who need every possible advantage to get ahead in this market.

Having personally experienced the benefits of Susan's insight, what I appreciate most is her willingness to provide candid, constructive feedback. It's not always easy to hear how we create negative impressions. However, it is so much better to have the opportunity to make mid-course corrections than to fly in the dark, make the same mistakes, and wonder why life isn't going the way we'd like.

Even if you don't think you need it, make an appointment. You might be in for a surprise. Susan can be reached via her website: www.pur-sue.com.

RIFProofing for Companies

When I started doing outplacement workshops almost 10 years ago, I was amazed how many downsized employees had accomplishments that went well beyond the expectations of their company. Unfortunately, the companies weren't aware of the impact because the employees themselves had never taken the time to quantify their accomplishments.

At the time, I was convinced the companies were to blame for not doing a better job tracking employee accomplishments and for eliminating the positions of employees who, in many cases, were contributing far more to the bottom line than they were being paid. While it is true that companies frequently make ill-informed decisions when it comes to layoffs or Reductions in Force (RIFs), it isn't always their fault.

Over the years, I have come to realize that most people make almost no effort to think through how their work impacts the organizations, customers, suppliers, and others with whom they come in contact. That's unfortunate because if employees don't take the time to track their accomplishments, no one else will.

While personal and professional development is the responsibility of the individual, it is also true that companies have an enormous amount to gain by encouraging people to play a more active role in tracking their own accomplishments. As companies continue to downsize and operate with fewer employees, it is more important than ever to make sure the right people are in the right position. That's an important part of what my most recent eBook, RIFProofing Your Career, is all about.

RIFProofing isn't just for individuals. It is a process companies can use internally to gain a deeper appreciation of the depth and breadth of talent within the organization. This can be accomplished through workshops, one-on-one coaching, or by licensing the eBook and encouraging employees to work through the process on their own. For more information about what RIFProofing can offer your company, visit: www.rifproofing.com/rif-proofing-ebook-for-corporations.

RIFProofing for Individuals

Over the past year, we have seen the unemployment rate skyrocket as companies resort to layoffs or Reductions In Force (RIFs), as some companies euphemistically refer to them. To help people avoid becoming yet another statistic, I have written a new eBook called, RIFProofing (sm)Your Career: How to Protect and Keep Your Job in Any Economy.

In my work as a career coach and trainer, I have seen too many clients and workshop participants who didn't do enough to protect their jobs and found themselves unemployed. For example, one woman named Andrea was working at a company that decided to eliminate 40% of the payroll across all departments. As often happens, Andrea's company started with employees who were making the most money. That isn't a smart strategy, but that's what happened. Since Andrea had been at the company for 8 years, she found herself on the list.

Unfortunately, since Andrea had never taken the time to communicate the depth and breadth of her impact, the company viewed her as a highly paid expense. What Andrea didn't realize (and therefore never communicated) was that she had saved the company $1 million over eight years by coming in at or under budget on all of her projects. That worked out to an annual savings of $125,000--$50,000 more than her salary. In other words, she was an INVESTMENT, not an expense.

Considering the fact that 60% of the payroll in every department was RETAINED, there is no question in my mind that Andrea's job would have been spared if the company had known the bottom line impact she had on the organization. But they didn't.

While there are a variety of factors that go into layoff decisions, the fact remains that most companies are clueless about the real impact of their employees. I wish I could say Andrea's case was unusual. But it isn't. Every day, people who shouldn't be losing their jobs are being released by companies who don't truly know the value of the people who are walking out the door.

Given the struggle many people are having from a job search perspective, you owe it to yourself to do everything possible to protect your position. That's what my new eBook, RIFProofing(sm) Your Career: How to Protect and Keep Your Job in Any Economy, is all about.

I'm not going to lie to you. RIFProofing takes work. You have to be willing to make an investment in yourself. And you have to be willing to take steps you may never have considered. While there are no guarantees, you have a much better chance of protecting your job if you know the pitfalls that so many employees encounter when layoffs become a possibility. RIFProofing Your Career can help you navigate and avoid the traps along the way.

If you are one of the many who feels your job may be in danger, I have one question:

What are you willing to do to protect your position?

If you are willing to invest the time and effort it takes to RIFProof Your Career, this eBook could be the best investment you ever make.

RIFProofing Your Career

With so much concern about job security, I decided to write a new eBook to help people avoid the mistakes I've seen countless people make over the years. The eBook, RIFProofing (SM) Your Career: How to Protect and Keep Your Job in Any Economy, is available now on my new website www.rifproofing.com.

RIFProofing Your Career includes my most up-to-date strategies and is perfect for people who want to make sure they are doing everything possible to protect their jobs. Working through this eBook is equivalent to at least 3-5 hours of 1:1 coaching--at a fraction of the cost.

For a limited time, you can take advantage of a special introductory discount of 50%.

Watch this space over the next few days for more information about how RIFProofing can help individuals and companies alike.