Tuesday, December 21, 2010
Wednesday, December 15, 2010
The greatest recession of our lives is finally over. Thank God! It has been "a long hard winter for many Americans and others around the world" Our economy is inventing itself as we speak........and you will need plenty of skills, inspiration and innovation i n 2011 and beyond.
ARE YOU READY??
Are you inspired? Are You Inspirational? If not, you have work to do!!
David Harder has some ideas and answers for you.
Many of us want a great relationship with our work.
We want to find work that is meaningful that not only speaks to our heart
but also to our pocketbook. Many of us want to find the pathway to greater
success in our existing professions and jobs.
For twenty years, The Inspired Work Program has led almost 40,000 people to the truth about the life they were meant to have, the work they are most want to do and much great happiness throughout their lives. It just may be the greatest gift you've given yourself or to a loved one.
We are delivering The Inspired Work Program on January 8 & 9 at the Luxe Summit Hotel.
In reading a note, it is difficult to comprehend how much greatness can happen during those two days. Consequently, if you would like to have a discussion to evaluate if this is for you or a coleague please feel free to call me for a chat. If you have a friend or loved one that comes to mind, I'm equally happy to have a conversation and listen to their needs.
All the best,
More information on our site: http://www.inspiredworkservices.com/
Inspired Work - Los Angeles
1801 Century Park East, 24th Floor
Los Angeles, CA 90067
P: (310) 277-4850
Inspired Work - Manhattan
12 Desbrosses Street
New York, N.Y. 10013
P: (646) 200-5902
TOUCHING AS MANY LIVES AS POSSIBLE
Monday, December 13, 2010
It seems you may have lost your belief that you will make a big difference. And for some of you, stuck in jobs you hate, you are beginning to cost the company a lot in lost opportunities.
Maybe it's time to take a different path.
Wake up...and find something good to get excited about and expand your horizons and those of your employer while you are at it! Try to have some fun too. Pictured here with me is a friend from a very successful business organization. We were clowning around at a Halloween Party. We had fun being silly..... and you can too. Just don't get too laid back, unless you are a prince or an heir to an oil fortune, OK?
Get out there and Network....... Look for signs of intelligent life and go talk to those people who are busy. You can identify trends and put yourself into the main stream with a little extra effort. Business strategist and employment expert, Patty DeDominic warns that complacency in a job search will end up costing you plenty in lost income and reputation. You might feel like the odds are against you.... and they surely are if you stay at home and complain about the bad economy. Get out There!
Timely Job Tips from DeDominic - Get Your Groovy Employment Upgrade in 2011
1. Sometimes you have to go out on the limb to get attention.
Attention grabbing for the sake of tooting your own horn is NOT a good thing..... but being assertive and having a sense of humor about yourself can go along way for your career. The view is better up here on the limb.
2. Remember to network.
Stay in touch with high performing friends. Misery loves company....and so too do good friends. Choose where you invest your time wisely and make that net work for you.
3. Elevate those contacts and friends who are on an upward track,
their own success tracks; educate those friends about what you need and ask how you can help them too.
4. Eliminate those "psuedo friends" who bring you down,
waste your time or who don't bring anything to the party.
Remember to circle back around, thanking the people who helped you along the way and giving feedback to those who gave you introductions, good advice or opened your eyes. Those people are good connectors and they are the folks you want to stay in touch with..... ....... probably forever!
Call our office immediate if you need to be connected to a good career coach, DeDominic & Associates, in connection with RBC is certifying over 100 new coaches in the coming months and we can find the right coach for you!
805 453 7490 http://www.dedominic.com/
Tuesday, November 2, 2010
Our next JSS Coaching Group call is today,
Tuesday, November 2, 2010
Do What You Are – Match Your Personality with Your Career
By understanding your personality type you can discover the perfect career for you! Please join me for this very special call where we will be discussing different personality types and best career fits! In preparation for this call we ask that you take the free career assessment athttp://www.keirsey.com/. This call is fr’ee for Job Search Success System Members.
Want the Job Search Success System for Fr'ee?
When you purchase a resume package from me you will automatically receive my entire Job Search Success System! This includes private coaching and everything you need to set up a turnkey job search that teaches you easily how to tap into the hidden job mark et-saving you time and maximizing your income.
Learn more here: http://www.maryelizabethbradford.com/resume.php
VIP Client Spotlight—Feature Testimonial
"I started job searching August 15 and had NO responses from any of the 13 online applications. The only responses were "sorry..."
So, just since last week, I began using the new resume you designed for me. I have applied for 5 jobs and gotten 3 calls/requests to take assessments online + 2 telephone interviews. Interestingly ***** was a company I applied to several years ago, but got no response. Since I had posted my new resume in a very few select job boards, I got a call from them today out of the blue.” So we have movement!!!! Thanks so much!!”
Maria Elides, HR Executive, Youngstown, OH
Friday, October 29, 2010
Alan Walsh, Owner
Walsh Enterprises, Business & Financial Advisors
Finance & Accounting and Multi-Hat Business Professional
I’ve been saying it for years, and events just continue to prove me out with increasing clarity & intensity. Agri-business is a growth-industry that job-seekers and investors need to investigate carefully.
Population-growth continues, while the quantity of arable land is relatively scarce. Food has become such a critical issue that a poor harvest in one country has ripple-effects around the globe. Investment marketplaces erupt over new crop news. Price increases cause economic spasms; and sometimes riots. People starve for lack of it. It’s a hot topic in political circles; not only regarding quantity, availability, and price; but also for quality and nutritive value. Numerous factors come into play; such as increasingly fished-out oceans, and poorly-used land that becomes unarable.
The demand for food will only continue to grow; and as developing countries go through their industrial revolutions their citizens will gain wealth and want more of everything. Meanwhile, those nations not so fortunate continue to wrestle with hunger & starvation.
Agri-business encompasses just about every business & professional activity one can think of: from basic farm labor –to- food processors, packagers, distributors, sales & marketing people, engineers, scientists & researchers, accountants & administrators, international trade experts, and others. Vast secondary industries exist to provide farm & processing equipment, processing & packaging and storage facilities, refrigeration, transportation, seed, fertilizers, pesticides, and other needs. Technology is being increasingly applied to achieve higher yields and improved production & distribution. The industry needs managers & executives who can innovatively provide greater quantities, of higher quality, distributed more efficiently, at reduced cost; without health-threatening chemicals or poorly-conceived genetic alteration. Those with a bent toward government will find increasing opportunities as this topic intensifies in political & economic importance. Those in academia will find increasing opportunities for research into food-related subjects. As population growth and socio-economic shifts continue, the opportunities will only intensify.
The U.S. will continue to be a major player due to the unique combination of factors that make it a leading producer. With global demand growing, pressure will intensify on the U.S. to feed the world. Developing countries will eventually become more efficient at feeding their own populations; but they’ll be decades behind the U.S. due to our massive lead. Much of the science & technology to bolster their home-grown agri-business will come from developments already used in the U.S. We’ll keep ourselves busy just meeting increased demand; and the related challenges, such as re-enriching stressed farmland. Water availability, and the politics & infrastructure that go with it, will become increasingly hot topics. Water is already shaping up to be a major “hot potato” of the 21st century. Creative minds will be increasingly focused on making unarable land productive. Then there’s all the civil infrastructure necessary to get food from field to table; roads, bridges, power plants, railroads, port facilities, etc. U.S. infrastructure is getting old, and will need replacement & expansion. All of this can only have a positive impact on U.S. agri-business and the economy as a whole.
People in developing countries have an opportunity to be the “tip of the sword” in developing their own countries’ agri-business.
There’s already a vast agri-business infrastructure all around us; and an even bigger infrastructure supporting it. Take a hard look, think creatively, and find a niche for yourself. Lots of bright minds will be needed. Why not be one of them? Those of you who are entrepreneurially-oriented will find opportunities abounding if you just give it some creative thought.
Many of you want to make a contribution to a “greener” world. It doesn’t get any more “green” than this.
After all, what’s more basic to the human condition, and rewarding, than putting good, affordable food on peoples’ tables. We’ve all gotta’ eat!
Tuesday, October 26, 2010
In spite of millions of people out of work..... some great programs still need people to step forward and share their gifts. There are hundreds of thousands of jobs going unfilled every week. If people really
want to find work....... there are plenty of opportunities out there. Here's an example for part time teachers......
Dear Musicians and Music Educators,
I write to inform you about a brand new music education program in Santa Barbara, CA that is currently looking to fill a few part-time after-school teaching jobs at Franklin Elementary School . The program is poised to begin late 2010 and run through the 2010-11 school year and into the future.
For the past few years, the Incredible Children's Art Network has been sponsoring and designing in-school elementary level visual art programs. These art programs have been extremely successful, providing weekly art classes to children from kindergarten to 6th grade at five elementary schools in Santa Barbara. Students have flourished, creating works that fill the halls of their schools and are true sources of pride. This past summer, the members of ICAN decided to expand our vision to include an ensemble-based music program, inspired primarily by the longterm success and vibrancy of the él Sistema movement in Venezuela. Él Sistema is perhaps best known for producing talents such as Gustavo Dudamel, but it is more noteworthy for its commitment to social change, and the belief that ensemble music education can nurture children into becoming complete and compassionate individuals.
We are both humbled and inspired by él Sistema's proven example, and we seek to create our own version of this here in Santa Barbara, starting with a pilot after-school program at Franklin Elementary School. We have already seen interest from around 45 families of first and second graders, and we plan to grow as their children do, expanding upwards as they get older and adding a new crop of younger children each year. The program is currently set to take place for two hours after school every monday-thursday, and we hope this frequency will accelerate the forming of bonds between students, their teachers, and their music. We are also planning to explore frequent performing opportunities, and as a result, our teaching will focus on the personal and social benefits that are proven elements of ensemble learning and practice; students will be part of a choir, a rhythm ensemble, and an orchestra.
In order to accomplish all of this, our most vital resource is people. We are looking for instrumentalists and vocalists who are confident in their interpersonal abilities as well as their musicianship. We seek teachers who are interested in creating a program that provides a positive and lasting impact on the lives of children, with music as the vehicle.
We are asking interested candidates to apply through a website, hiring.icansbc.org, which explains the program more fully. There is also a video provided that we ask you to take the time to watch: it is a poignant and inspiring account of the principles behind él Sistema described by its founder, José Antonio Abreu, who won a TED prize two years ago. He is far better than I at describing the power music can have in the lives of children.
I look forward to hearing from you. Please feel free to contact me with any questions.
Program Director, Music Program at ICAN
ICAN- Incredible Children's Art Network
Wednesday, October 20, 2010
Do What YOU LOVE.... love what you do or find something else to do. Life is magnificent and you deserve to enjoy it everyday! Consider becoming a sponsor of the 2011 International Women's Festival - celebrate the accomplishments and potential of extraordinary men and women. We'd like to get Lady Gaga at the 2011 Festival because she is not only an amazing entertainer but she is also one of the most accomplished business women in our lifetime. Her earnings may soon exceed Oprah's. I think she does what she loves to do!
Tuesday, October 19, 2010
I am a big fan of documenting expected behaviors for a team.
1) expectations are clearly stated, which improves performance and
2) it is easier to call out members who are not abiding by the rules.
Every team should spend time upfront to construct and document rules of behavior and engagement. Here is an example set of rules one of my teams came up with that helped us perform well over several years.
• When in conflict we will try to see the situation from the other’s perspective
• We will not leave our meetings with “silent nos”
• We will listen to each other but not beat dead horses (80/20 rule)
• We will build an environment of trust
• We will work together on a finite number of common goals
• We will be more inclined to ask for and offer help
The team that created this set of rules was a high performing group of mature managers.
In many offices and teams, there is an additional rule that would be most helpful. That is
• We will try to remember we are all adults and act that way most of the time.
It seems so simple, yet all of us have witnessed adults acting like children at work. If you have not seen this, check your pulse – you may be dead! The problem is that when we get into petty squabbles, the real issues are deeper than the symptoms that are driving us nuts on the surface. So those childlike behaviors come out all over the office.
Operating in close quarters, human beings have a remarkable talent for driving each other crazy.
This problem is ubiquitous, no demographic is exempt from this kind of bad behavior. You can find petty squabbles and childish actions on the part of lawyers, doctors, construction workers, bellhops, auto mechanics, ballet dancers, rock bands, people on assembly lines, farmers, office workers, top managers, etc..
If you observe a typical work environment for just a couple days, you will see ample evidence of all the aberrant behaviors grade school teachers witness every day in the class room and on the playground. Here are a few examples you will quickly recognize.
Being selfish – Kids like to hog the remote control. Well, so do adults (and don’t deny it). At work,
the idea is to cooperate and give as much or more than you get, but since equity is in the eye of the beholder most people have the perpetual feeling they are doing more than their fair share. They put up with it for a while, but eventually the perceived inequity flares beyond the tolerance limit and fights erupt.
Whining – Oh boy, is that ever common in the working world. You would think some people are living in a prison camp the way they moan and cry about everything that is not up to their personal liking. We had a sign in one of my work areas that had a big red circle with a line through it and the word “Whining” in the center. The “no whining” symbol was actually useful in many cases. When people are called for whining, they tend to do less of it. Some offices have Olympic quality whiners. They need to be called on it.
Shouting or grandstanding – Sometimes the level of yelling in the workplace is amazing. In school, bullies find out that most kids do not have the courage to stand up to them when they bluster. It is a great trick to be able to out shout the competition and often get your way. Supervisors in many organizations have a habit of using a tone of voice that people interpret as yelling. I often find that word to be hard to define because it really is in the eye of the beholder. Sometimes a supervisor will be accused of yelling at an employee when he has not raised his voice at all. So, “yelling” does not always mean shouting, but it can mean that. I know one supervisor who really does yell at people – loudly. This kind of approach has no place in the working world, in my opinion, but there is still some debate.
There was an article in the Harvard Business Review indicating that for large scale change or innovation initiatives, a healthy dose of dissent is necessary. For example, it is said that Bill Gates and Steve Ballmer were famous for yelling at people. In my book on Trust, I share a cute story about Jack Welch. “One former GE executive who had been dressed down by Welch for daring to question his boss, admitted to the moderator of an Aspen Institute Seminar that Welch’s furious tirade ‘caused me to soil my pants.’ ” I think most of us would agree the bully approach is most often working at cross purposes to the organization’s best interest. Short term it may get compliance, but it destroys motivation.
Hitting – I guess this is not so often seen in the working world, but I have actually witnessed it in rare situations. Usually the hitting is with words rather than fists, but sometimes cat fights do erupt that involve pushing and shoving or an occasional slap in the face. Sometimes there is a type of sexual harassment that goes along with the physical contact sports being played by the children at work.
Sulking – This is so common that you will recognize it immediately. Watch for it whenever someone is called out for another one of the child like behaviors. The person will sulk and mope about for days because his or her ego has been bruised. This childlike behavior occurs because people just do not know what else to do, so they hang their head and sigh deeply that the world is so unfair.
Passive Aggression – We see this all the time when people do not feel motivated to do their work. They will go into a “Flight Controller Slowdown” and do only exactly what they are told to do. Then they will sit and wait for more instructions. It is a way to get even for the sins done unto them by the big bad bosses. Kids do this to try to get out of doing their homework or eating their vegetables. Adults practice it to punish those in control. It is exactly the same driving force.
Getting even- Back stabbing or in some way paying back an individual or group for some perceived wrong doing only serves to escalate the hostility. The easiest way to witness this is in the e-mail grenades that go back and forth in every office in the world. Each time a note comes from the other person, the situation becomes graver and additional top brass are copied on the note until the final string becomes really laughable. It is the exact equivalent of a food fight in the Junior High School cafeteria. It gets messy very fast. The antidote is so simple. Don’t take the bait!
There are probably dozens of other childlike behaviors you can witness every day in the working world. I think having a rule that indicates we are going to try to avoid this kind of thing is a good defense that can work. There needs to be a highly visible effort to act like adults and not resort to immature tactics to get our way. When you set that expectation as a leader, it flushes out the individuals who like to practice these techniques and they are far less disruptive. Soon the embarrassment of the whole thing forces the perpetrators to grow up and join the adult working world. Try it, and see if it helps improve things in your place of work.
The preceding information was adapted from the book The TRUST Factor: Advanced Leadership for Professionals, by Robert Whipple. It is available on www.leadergrow.com.
Robert Whipple is also the author of Leading with Trust is like Sailing Downwind and
Understanding E-Body Language: Building Trust Online.
Bob consults and speaks on these and other leadership topics. He is CEO of Leadergrow Inc.
a company dedicated to growing leaders. Contact Bob at email@example.com
Monday, October 18, 2010
released this winter. MAKE IT REAL - by Patty DeDominic & Deborah S. Nelson
will be a guide to turning your big visions into action items and accomplishments.
In the meantime if you don't know about Deborah S. Nelson, you might want to check
out some of her previous works. She is passionate about helping others achieve their
dreams and came up the her Dreams to Reality Series just this past year. Dreams
to Reality is already have great success and you can find out more about Authoring Your
Own Book or the exercises associated with putting your dreams down on paper and getting
them out into the world.
Deborah talks about the 4 Keys to turning your dreams to reality. They are
I watched her work magic with one of my clients, an International Speaker and Visionary who
wanted to bring her message around the world. The exercises that Deborah has designed give
power to wishes and give you tools to help you figure out the difference between wishes and dreams
and actionable goals. Once you launch your courage and learn your preferred methods of visualizing your dreams you are half way there.
If you would like to learn more you can find her books, which are now recommended reading for select DeDominic career coaching clients, at http://www.authoryourdreams.com/
trying to find their way in our new economy, I thought you might like some new age resources
for finding out more about YOUR CAREER Options.
This Friday October 22, 2010 Career Thought Leaders are sponsoring a Global
Career Brainstorming Day for you! Sign up now or come to visit us regularly
for more career inspiration. Patty DeDominic - DeDominic & Associates - helping
achievers soar. http://www.dedominic.com/
WHAT IS GLOBAL CAREER BRAINSTROMING DAY?
"Brain Day" is a groundbreaking event of exploration, discovery and collaboration as colleagues join together to define our industry's best practices, identify emerging trends and set new standards for performance.
WHEN IS IT AND WHAT'S THE DEADLINE TO REGISTER?
The event is on Friday, December 3, 2010, but registration ends this Friday, October 22, 2010.
WHAT'S IN IT FOR ME?
"Brain Day" participants will experience:
1. Remarkably unique colleague-to-colleague brainstorming and networking event unlike anything our industry has ever hosted.
2. Chance to share your talents, insights, prognostications and more with hundreds of other career professionals worldwide.
3. Opportunity to tap into the collective intelligence of every "Brain Day" participant - those at your event and at all of the other events in the US and Canada.
4. Prominent positioning of your name, credentials and company name on the final "Brain Day" publication.
HOW CAN I TAKE PART?
You can participate in one of two ways:
1. Attend a LIVE EVENT in a city near you: Atlanta, Boston, Calgary, Chicago, Cleveland, Dallas, Denver, Hartford, Houston, Indianapolis, Kansas City, Madison, NYC, Ottawa, Palm Beach, Philadelphia, Phoenix, Raleigh/Durham, Salt Lake City, San Diego, San Francisco, Seatsitrvgftle, Tampa, Toronto, Twin Cities, Virginia/DC/Suburban MD.
For Santa Barbara - register at this site please http://www.dedominic.com/
2. Attend a VIRTUAL EVENT if none of the locations are convenient. We have several virtual events that will be going on simultaneously with the live events so our voices will be heard around the world.
NOTE: The deadline to register is this Friday, October 22, 2010.
WHY THE EARLY DEADLINE?
Since each city requires that a venue be selected and a contract be signed ASAP,
cities that are not full or near full by this Friday will no longer be available.
Don't worry if you've registered for one of those cities that's not filling! I've taken care of everything and you'll be offered the chance to participate in a "special" virtual event. Or, if you'd prefer, I'll issue a full refund.
WHERE CAN I GET MORE INFORMATION?
For more information about Brainstorming Day, sponsorship opportunities and registration, visit www.careerthoughtleaders.com/brainstorming2010.
WHO'S RUNNING THIS EVENT?
Global Career Brainstorming Day is brought to you by the Career Thought Leaders Consortium, the think tank for the now, the new and the next in careers. For more information about the Consortium and free access to all of our information - trends, best practices, articles, blog postings and more - click here:
WHO'S SPONSORING THIS EVENT?
--Pat Kendall & Career Folios 2.0: http://www.careerfolios.com/reseller.html
--Clara Nydam & Career Momentum: http://www.careermomentum.com --Mindy Thomas & Thomas Career Consulting: http://www.thomascareerconsulting.com
--The Greater Brandon (FL) Chamber of Commerce: http://www.brandonchamber.com --Resume Writing Academy: http://www.resumewritingacademy.com
The Career Thought Leaders and I hope you'll register and share your expertise with all of us. The real power of this event is the collective knowledge that we will amass and share with colleagues, job seekers and others around the world.
Wendy S. Enelow, CCM, MRW, JCTC, CPRW
Author, Trainer & Career Consultant
President - Enelow Enterprises, Inc.
Executive Director - Career Thought Leaders Consortium www.careerthoughtleaders.com www.careerthoughtleaders.com/conference
2265 Walker Road, Coleman Falls, VA 24536
I hope you will attend one of these live for virtual events. I have enjoyed Wendy's expertise for many years and know that her team will make sure that everyone gets great value. She is well netoworked and a through and through professional. Patty De
Saturday, October 9, 2010
Plenty of people in their PRIME feel like the world of work is leaving them behind where it comes to job skills and the computer! If you have been out of work for a while, or worked at the same company in a non technology related job, you may feel like you have a mountain to climb just to get competitive.
Where to get help? Having a teenager at home will help....but for some of us, the kids left the nest years ago and grandkids may be too young or too far away to coach us!
Some baby boomers and seniors are totally frustrated. They may be trying to figure out how to search for jobs on line or just get called back for interviews. Technological advances make it more important to be able to conquer basic computer skills. You CAN do this.
Where to start? Learning new skills can be exciting but it can also become a daunting task if you don't know where to start. You want to begin learning all the computer basics in order to work in today's office. Below is a checklist of things to think about before you launch your job hunt.
The Computer Keyboard. Learn your way around. Typing at 40 words per minute or more
will be very helpful in all you do.
Microsoft Word and Excel, Two tools which enable you to save time, make wonderful documents which used to take professional artists to create. You can make charts, graphs, special fonts, headlines and headers with ease. Learn to Cut/Paste or Copy documents too. This can save hours and enable you to share information with others with ease.
Outlook Email, enables you to send receive mail and files. You can have task lists, reminders and color code your priority messages. You can create rules which allow you to send memo and emails into folders so you can read when you have time.
Filesharing, with Google docs or GoToMeeting enables you to share information and work with others without having to be in the same room. I have been having meetings regularly with Asia and Canada, Europe and Africa..... all on line using Skype or GoTo Meeting.com
Friday, October 8, 2010
The CFO role grows increasingly complex,
but a critical aspect of my work has always involved finding opportunities & weaknesses and driving performance improvements. In this, the CFO is in a unique position to view the business from macro & micro standpoints; both analytically and intuitively. Of course, multi-hat experience has broadened my perspective; viewing the business from different functional perspectives, and in one instance, from the CEO chair.
In both identifying opportunities, and driving improvements, people skills come into heavy play; which is the focus of this article.
The CFO’s interplay with the management team can vary greatly depending upon circumstances. In the extreme situation, I’ve taken direct leadership guiding a turnaround. I’ve also been involved in entrepreneurial situations partnering heavily with the CEO. But in most cases, there is a competent team in place and the CFO’s only direct authority lies within the F&A sphere; plus any other functions they may be overseeing. This typical situation is where people skills are most critical for success.
Most people take pride in their work, and naturally resent any perceived interference in their areas of authority. They don’t like having someone “looking over their shoulder”. They also naturally tend to shy away from change unless clear, immediate benefits are obvious. Even then, they will tend to hold back commitment unless they can take ownership and implement change “their way”. Forced change usually breeds resentment and avoidable complications.
This scenario assumes the employee is competent. Sometimes the employee IS the problem; and direct intervention may be necessary.
Seasoned CFOs understand that their roles are best served by insinuating themselves subtly across the organization.
Ronald Reagan famously said: “There is no limit to what you can accomplish if you don’t care who gets the credit.” This should be a guiding principle for any sitting CFO. Its one thing to see an opportunity, but it’s quite another to get it enacted. Miracles can be accomplished through others, once you obtain their buy-in. This is done by laying the opportunity out clearly, identifying definite & measurable benefits, sharing or relinquishing credit, providing room for the key manager(s) to go about it in their own unique way, and helping out in a non-intrusive manner. Trust is the key to obtaining a receptive audience.
Putting the shoe on the other foot, the CFO can be useful as a sounding-board for ideas hatched by others. This means keeping an open mind, listening carefully, asking incisive questions, assessing fairly, and providing meaningful input. It entails taking certain risks, and might require taking a partnership role in fleshing-out, selling, and implementing the idea. In other words, the CFO must transcend the mere “screener” role and approach ideas from a broader business perspective. Of course, this first requires building an atmosphere of trust with the management team so that they feel comfortable approaching you. They should feel at ease being able to “run an idea up the flagpole to see if it flies”, confidentially, without fear of consequences. They need to be able to trust in your fairness and discretion. If you have to say “no”, your reasoning should be clearly & rationally laid out and presented in a non-confrontational manner. Don’t be too quick to reject out-of-hand. Give the idea considered thought before responding. Better to be accused by an impassioned manager of being too slow than rejecting an idea too hastily. Remember, the CFO’s supposed to be a reliable and trusted thought-source.
In most companies, major changes require the CEO’s and/or Board’s buy-off. The CFO is usually “hooked-at-the-hip” with both. This makes the CFO a natural for sanity-testing, prepping, and possibly helping present & promote worthy ideas.
There’s little about the CFO job that’s more fun than taking one’s own, or someone else’s “hair-brained scheme” from concept to reality. It’s also very satisfying to work constructive change through others; and it helps cement strong relationships when done correctly. Not every idea will work out; no matter how appealing it may have been up front. In such cases, you must be prepared to take full or partial blame; even though you wouldn’t have received credit had it worked. Also remember that most actions can be reversed or mitigated if they don’t render the desired results.
The CFO’s role could be said to be part-fiduciary, part-analyst/assessor, part-strategist/tactician/innovator, part-advisor/mentor/confessor, and part-“doer”. All of these elements come into play in developing, promoting, and implementing business improvements.
People skills overlay it all.
You can Tweet this
Saturday, October 2, 2010
The 9 Things You Must Do Now If You’re Out Of Work
On Day 1: Cry, get mad, feel sorry for yourself, rant to your friends. If you’re an emotional eater, binge on your favorite foods for a day. Whatever you need to do to get over the emotional hurt, shock, feelings of unfairness, or fear, do it! But do it for just 1 day.
On Day 2: Have fun! Don’t get caught up in thoughts of doom, gloom or anger. If you find yourself slipping into that, re-read #1. Spend the day doing whatever it is that you have wanted to do but didn’t have the time because of work. It can be anything from spending a day with your family, getting together with your friends, or learning something new that you’ve always wanted to try. Whatever it is that will give your mind a rest in the spirit of play and involves people, do it! Don’t give in to negative thoughts! The result of this exercise is to re-charge your emotional batteries. If you’ve already been out of work for a while, then you can either include this step or just skip to #3.
Sunday, September 26, 2010
In 20 years, over 35,000 people have launched new careers, reinvented themselves in existing jobs, found their competitive edge in today's market, created new businesses, gotten promoted and become truly happy with their lives - all by attending The Inspired Work Program.
Over 80% of America's workers don't really like what they do for a living. If you or a friend is having challenges with the topic of work, please forward this note to them. In two days, we promise you will transform your entire relationship towards work.
Los Angeles - Saturday & Sunday, October 9 & 10
New York - Friday & Saturday, October 15 & 16
Space is limited to 20 participants.
For more information, visit http://www.inspiredworkservices.com/
or call (310) 277-4850 (California)
Tuesday, September 21, 2010
By Robert T. Whipple MBA CPLP
Humans have the ability to synthesize data with incredible precision. In his book, Blink, Malcolm Gladwell describes how human beings can form accurate impressions of situations and people based on just a tiny amount of data. Gladwell calls this “thin slicing,” which is the ability to sort out germane factors from a large array of data with lightning speed. Let’s look at the first few words of some example e-mail notes and see how people are likely to react to them.
• “Hi Alan” This is a friendly and neutral salutation that puts the reader in a happy place. Why? You have used the most important word in your reader’s vocabulary. You used his name along with the happy word, “Hi.” After those two words, your reader is subconsciously saying to himself, “This is going to be a nice note.”
• “Alan” Here you use his favorite word again, but without the word “Hi” or “Greetings,” your note starts out on a sober, stern, or businesslike note. Your reader is wondering whether he is going to get chewed out or get a raise.
• “So Alan” This is an alarming opening to an e-mail. The reader will instinctively cringe before even reading the third word. This is going to be rough. Either Alan has previously written something to upset you, or you have a serious question about something he has done.
• No name or greeting Here you have lost an excellent opportunity to start your note with a polite greeting. Alan will usually not miss it on a conscious level, but he will be wary about the contents of your note until he reads further. Without the name as a courteous salutation, the first couple words will set the tone for better or worse. If you start with “Once again…” you are signaling that Alan is in trouble unless he knows you are thrilled with his most recent performance. At worst this is a trust withdrawal, and at best you have missed the opportunity for a trust deposit.
• “You dummy” There is no mistaking the tone of this greeting. Alan is going to put on his flack jacket before reading this note.
• “Bless you, Alan” This is the kind of note Alan will print out and put on his wall or take home to show his wife.
The words used to begin a note are the first “thin slice” of the tone for the entire e-mail. Make sure you get started on the right track. There is momentum when reading notes. If the reader starts out in a good frame of mind, things go more smoothly. If the opening is abrupt, curt, or is a blatant trust withdrawal, it will take a lot of honey in the rest of the note to make up for it.
It is like the difference between a conventional photograph and a hologram. If you take a photograph and cut out just a tiny piece of it, you will have only the data represented by that piece. If you cut out a tiny piece of a hologram and hold that piece up to the light, you will be able to see the entire image, only with less resolution than the larger hologram. Humans work the same way. If you have an entire note, you can study it and reveal great detail, but people can sense the body language in just a few words. The first few words of an e-mail are especially important. Let me share an extreme example for clarity.
It is the first day of an online class. None of the students know each other yet. Allison is responding to a question about whether leaders are made or born. Here is a short section of her note:
• Allison writes: “I really do not believe there is any such thing as a natural-born leader. I believe that leadership is an acquired skill and can be improved constantly. When I was seventeen, I was promoted to shift manager. I was not a good leader to say the least.”
Another student (Roger, who has not yet exchanged notes with Allison) replied to her note as follows:
• Roger writes: “Allison wake up!!! How many seventeen-year-old kids are asked to be a manager??”
The note goes on, but for purposes of this illustration, these few words are all that is required. I believe Allison had Roger pegged after the first three words, and probably did not even read the rest of his note. If she did read it, she heavily discounted the information. To her credit, she did not take the bait and fire back a strong rebuttal. She just pretended the note never happened, which is a good strategy in a case like this.
Roger’s note was a blatant example of starting out in a way that completely alienates the other person. Usually the damage is more subtle, but the impact is similar. Here is another example of a note that begins poorly:
• “I really think you should be careful when you write, ‘people like you’ in a note. It tends to peg you as a bigot or someone who likes to put people in boxes.”
The first five words, “I really think you should,” give away the body language before the real content of the message is reached. After the opening phrase, the reader is prepared to get a lecture and reacts accordingly. Here is another version of the same message with a more constructive opening:
• “That was an insightful note. One possible upgrade is to avoid the phrase ‘people like you,’ because some people might find that offensive.”
The reader is more likely to absorb and heed the advice in the second note based on how it starts.
The preceding information was adapted from the book
Understanding E-Body Language: Building Trust Online, by Robert Whipple.
It is available on www.leadergrow.com.
Robert Whipple is also the author of The TRUST Factor: Advanced Leadership for Professionals, and Leading with Trust is like Sailing Downwind. Bob consults and speaks on these and other leadership topics. He is CEO of Leadergrow Inc. a company dedicated to growing leaders. Contact Bob at firstname.lastname@example.org
Sunday, September 12, 2010
People often scratch their heads and wonder how I was appointed Deputy Mayor at age 31, just 10 years after graduating from college and moving to Los Angeles where I knew no one. I can understand their surprise. After all, I’m a child of immigrants who struggled to learn English and to fit in. I’m perhaps slightly above-average in some areas – intelligence, looks, talents – while below-average in other areas, such as height and weight.
Great mentors were important to my journey. This is a story of one of my mentors, and how to develop mentors for yourself.
When I graduated from Duke in 1991, I was drawn to Los Angeles by its glamour and good weather.
How I found my greatest mentor:
Shortly after arriving, I signed up for an Asian Pacific Women’s Network event. There, I met a woman who later invited me out with her neighbor, a lobbyist named Maureen Kindel. In America, while mayors and governors rotate in and out of office, “kingmakers” like Maureen help decide who gets elected to what position. Behind the scenes, they pull the strings that make government run.
Maureen embraced me into her life, and over time, I became known as “Maureen’s Chinese daughter.” She loved to entertain, but hated sending out invitations and organizing the events. So I jumped in, helping her with the details while she played hostess par excellence. Our Saturday night dinner parties and poker nights were legendary among California’s business and political leaders.
From Maureen, I learned how to connect with people of diverse backgrounds. Maureen is one of the world’s most artful, generous, lively and charming personalities. She’s a voracious learner and can converse on any subject. She understands power and how to wield it.
Maureen continues to surprise, delight and attract many, men as well as women. A few years ago when she turned 70, she sat before her birthday cake and said “The only thing that surprises me at age 70 is … that I am still SUCH a FOX!” She has not stopped. She’s returned to school and is now working on her doctorate in education. When you and I are her age, may we all share her capacity for joy and learning.
To cultivate a mentor, become an indispensable assistant
When I think about our mentoring relationship, I’m reminded of the wise words of another close friend, Joel Kurtzman, who is one of the world’s top business strategists and a former Editor-in-Chief of the Harvard Business Review. Joel says that most highly successful people have been blessed with mentors, and the way to develop someone as a mentor is to become his or her “indispensable assistant.”
To mentor you, someone need not to be as powerful and distinctive as Maureen. He or she just needs to be someone from whom you can learn, and in fact, you can learn from everyone. When you find someone you’d like to have as a mentor, find a way to become an indispensable assistant.
Find virtual mentors online
Meanwhile, study remarkable people from afar. The WWW is an incredible resource which did not exist when I was starting out in my career. Marketer Hajj Flemings points out that many outstanding people mentor millions virtually:
When was the last time you read a blog post or followed someone on Twitter and the light went on for you? … These brief points of interaction can be as impactful as spending 3 or 4 hours with a person in a face-to-face mentoring session.
In this way, I have developed many online mentors whom I’ve never met. I follow a wide range of people, including: philanthropist Bill Gates, technology leaders Robert Scoble and Guy Kawasaki, marketing leader Seth Godin, economist Tyler Cowen, NY Times columnist Tom Friedman, GE’s Jack Welch, Google CEO Eric Schmidt, venture capitalist Vinod Khosla, and media moguls Oprah and Martha Stewart. I try to retweet the tweets that I find most helpful, so if you want to see those, you can follow me at @globalrencai.
If you’d like to share your own list of great people to follow, on Twitter, Renren, SINA or other resources, please post them in the Comments section of this blog post.
Having had such great mentors, I now am blessed with the chance to give back. I can’t fill all the requests for personal mentoring which I receive, so I started this blog, to help virtually mentor the millions of young Chinese who will build the future of China and by extension shape our world. To help with this, I’ve just hired a small team of elite Communications student interns from USC. Here at www.GlobalRenCai.com, we look forward to expanding our range of information, videos, interviews and other resources to help accelerate your career. So if you’d like to take advantage of this, subscribe your email address above if you haven’t already.
Potential Mentors are Everywhere
Every highly successful person I’ve met has had mentors and heroes who inspired their own greatness. Find mentors who can serve as role models for you. They are all around you, in person and online.
I welcome your comment, in English or Chinese, on the Chinese version of this blog post, which is here.
GlobalRenCai is a blog and community for all the world's talented, ambitious, exceptional young Chinese talent. It is hosted by Joy Chen, a Chinese-American former Deputy Mayor of Los Angeles who now works as a corporate head-hunter, finding U.S.-based CEOs and other talent for successful global companies.
Visit us at www.globalrencai.com
Follow on Twitter @globalrencai
Follow on SINA Microblog at: http://t.sina.com.cn/globalrencai
Monday, August 16, 2010
Your problem is probably not age discrimination....You may be giving up too soon.
Over the past year many people, on both ends of the age scale have told me they think they might have an issue with age discrimination. Both college "kids" and "senior citizens" have told me this when describing their difficulties in getting that great job offer. No question that age discrimination does exist. So if you have been a victim I offer my sympathy, but there is no reason for you to be limited by that. There really ARE enough opportunities out there for those who will keep making the effort. No doubt it will take tenacity and creativity...as well as a thick
Debbie Gregory's 95 year old uncle who is still working.
There has been a news segment about him and it has been nominated for an Emmy.
God Bless him, he is working as a greeter at Walmart and he seems to be having a grand time.
The Case of the Mysterious Banker.......
I was recently contacted by a well meaning friend of a former banker. the banker has been trying for months to get a new job replacing her former occupation in one of the banks in town which she had not yet worked for. Still no offers..... Could she have a discrimination claim? Could I please review the resume and offer suggestions on anything this person might be doing wrong on her resume. The resume was well done and listed a number of impressive banks in the woman's home town.
This business development and relationship banker has had a series of jobs in banking over the past 20++ years, sometimes even winning awards and occasionally getting promoted. The banker friend was worried that Age Discrimination was her problem and after reviewing the resume, I realized the woman had a pattern of leaving her job at 2-4 year intervals. (boredom? burn out?)
I said, Your friend has a three year track record, (unless these are acquired banks)
She gets hired.
She wins awards
Then… what happens……. She loses steam? She gets laid off. It is quite possible she
has just run her course in this profession and it is time to make the most of it and move on.
After a little added analysis, I think her "pattern" has simply caught up with her and it might be time to look for a parallel occupation out of banking. If she is willing to go outside her comfort zone and seek a job in another field she might be able to put her skills and experience to even more rewarding work.
Where can she can build on her vast contacts and experience in the business development and banking world? A great place in need in today's "new economy" is the non profit sector who generally LOVES former bankers. Another example of a job that might work with this experience might be Selling to Banks or bankers. Given that the woman had business development experience, I encouraged her to consider expanding her job search outside of banking and look into non profit organizations.
Sometimes going into allied fields allows people to “start over.”
If you are a former banker here are a few things to consider:
Particularly if you have business development experience, perhaps fundraising for charities will be a good career move.
Or….. household finance?
Or prepaid legal? Or promoting related professionals or firms of pros, like CPA's or Law Firms.
Or business development for a finance company/ business factor?
You can leverage Your Track record and get out of the insiders whispers by trying that parallel universe. Make the most out of your decades long investment and go out there and find something that will generate some new excitement in your brain and your heart in the coming years.
Reputation…… is key.
It is NOT what people say about you always… sometimes it is what they won’t or don’t say.
Patty DeDominic, Coach to High Achievers
Happy Job hunting.... and please feel free to comment or offer your own experience or
job leads here!
Thursday, August 12, 2010
Years ago...... there was a joke going around and lots of people thought it was funny
to proclaim that some (or almost every) aspect of their messed up corporate job was not their problem. As a coach to boards of directors and company president's as well as successful entrepreneurs, I am hearing more and more employers wishing that their staff would indeed "own the whole project" or at least act like they understand that their work in part of a bigger picture.
Please... job seekers and those wondering when your next raise is coming.
Hear this advice:
Act as if you owned the company.
Without "taking over" or becoming bossy, please take a look and try to understand
how your part of the project fits into the whole. Please use caution and try never to
delegate back to your boss or sit and wait for added instructions before you can move a
project forward. If you aren't sure what to do next, please ASK.
Do not ever utter those words "It's not my job"..... because your job may indeed hinge on
your being able to see the bigger picture and helping to make a difference beyond tasks you
may have been assigned.
Try it..... You might like it!
Coach to High Achieving Professionals.
Friday, July 16, 2010
Simi Valley, California (July 15, 2010)—A new non-profit trade association to ensure the development, growth and prosperity of Veteran Owned Businesses, Service Disabled Veteran Owned Businesses (SDVOB) and Military Businesses of all sizes worldwide has been launched under the name of VAMBOA.org ,Veteran and Military Business Owners Association. VAMBOA will serve the needs of the veteran and military business communities by uniting veteran and military business owners for collaboration, connections and contracts with both private corporations and government agencies.
VAMBOA was founded by Patty DeDominic, CEO of DeDominic & Associates and the former national President of NAWBO, the National Association of Women Business Owners and Debbie Gregory, CEO of MilitaryConnection.com. Patty DeDominic brings a wealth of experience leading associations of large and small businesses. Debbie Gregory has years of successful interaction with the military and veteran communities and is dedicated to those who serve, past and present.
One major area of focus for VAMBOA is connecting veteran and military business owners with the private sector and corporations that want to use their goods and services. VAMBOA also provides networking, collaboration, mentoring, education, certification and advocacy.
“VAMBOA's "Vet Owned" seal symbolizes the talent, dedication, leadership, courage and ingenuity of these special Americans who currently serve or have served in America’s Armed Forces and have a business, large or small,” said DeDominic. “VAMBOA offers a multitude of resources and services to its members but does not charge any dues.”
Gregory added, “VAMBOA is proud to have Amgen as one of our first sponsors. Amgen is a company that embraces and supports diversity suppliers. VAMBOA commends Amgen for their support and their efforts to reach out to Veteran and Military Business Owners.” Amgen is also a Gold Sponsor at the 6th Annual National Veteran Small Business Conference & Expo in Las Vegas. VAMBOA’s corporate sponsors will gain visibility to this audience and provide valuable mentorship.
For more information on VAMBOA, building success for Veteran and Military Owned Businesses, one connection at a time, please go to http://www.vamboa.org/. You have honorably served our nation. VAMBOA is here to serve you and be your voice.
Too many people go to work each day in a zombie-like state where they go through the motions all day and try to stay out of trouble with the boss. Work life is a meaningless array of busywork foisted upon them by the clueless morons who run the place. They hate the environment and intensely dislike their co-workers. Their suffering is tolerated only because there is no viable option for them to survive. What a pity that anyone would spend even a single day on this earth in such a hopeless atmosphere.
We can fault the individuals who allow themselves to be trapped in this way, but I believe the environment created by leaders has a great deal to do with this malaise. Reason: if you put these same individuals in an environment of trust and challenge, nearly all of them would quickly rise up to become happy and productive workers. It is essential that each individual in the workforce find real meaning in the work being done, and the responsibility is on leaders to make that happen.
Some good research into this conundrum was presented by Viktor Frankl a half century ago in his famous book, Man's Search for Meaning. Frankl posits that it "is a peculiarity of man that he must have something significant yet to do in his life, for that is what gives meaning to life." He discovered this universally human trait while surviving the most horrible of life conditions in the Auschwitz Concentration Camp. One cannot imagine a more oppressive environment, but believe it or not, many people at work feel like they are in a kind of concentration camp. The antidote is for leaders to create something significant yet to do.
Dave and Wendy Ulrich, co-authors of The Why of Work put it this way. "In organizations, meaning and abundance are more about what we do with what we have than about what we have to begin with." They point out that workers are in some ways like volunteers who can choose where they allocate their time and energy. For their own peace and health, it is imperative that workers feel connected to the meaning of their work.
What can leaders do to ensure the maximum number of people have a sense of purpose and meaning in their work? Here are a dozen ideas that can help.
1. Create a positive vision of the future. Vision is critical because without it people see no sense of direction for their work. If we have a common goal, then it is possible to actually get excited about the future.
2. Generate trust. Trust is the glue that holds people together in a framework of positive purpose. Without trust, we are just playing games with each other hoping to get through the day unscathed. The most significant way leaders help create trust is by rewarding candor, which is accomplished by not punishing people for speaking their truth.
3. Build morale the right way. This means not trying to motivate people by adding hygiene factors like picnics, bonuses, or hat days. Motivate people by treating them with respect and giving them autonomy. Leaders do not motivate people, rather they create the environment where people decide whether to become motivated. This sounds like doubletalk, but it is a powerful message most leaders do not understand.
4. Recognize and celebrate excellence. Reinforcement is the most powerful tool leaders have for changing behavior. Leaders need to learn how to reinforce well and avoid the mine-field of reinforcement mistakes that are easy to make.
5. Treat people right. In most cases focusing on the Golden Rule works well. In some extreme cases the Golden Rule will not be wise because not all individuals want to be treated the same way. Use of the Platinum Rule (Treat others the way they would like to be treated) is helpful as long as it is not taken to a literal extreme.
6. Communicate more and better. People have an unquenchable thirst for information. Lack of communication is the most often mentioned grievance in any organization. Get some good training on how to communicate in all modes and practice all the time.
7. Unleash maximum discretionary effort in people. People give effort to the organization out of choice, not out of duty. Understand what drives individuals to make a contribution and be sure to provide that element daily. Do not try to apply the same techniques to all individuals or all situations.
8. Have high ethical and moral standards. Operate from a set of values and make sure people know why those values are important. Leaders need to always live their values.
9. Lead change well. Change processes are in play in every organization daily, yet most leaders are poor at managing change. Study the techniques of successful change so people do not become confused and disoriented.
10. Challenge people and set high expectations. People will rise to a challenge if it is properly presented and managed. Challenged individuals are people who have found meaning in their work.
11. Operate with high Emotional Intelligence. The ability to work well with people, upward, sideways, and downward allows things to work smoothly. Without Emotional Intelligence, leaders do not have the ability to transform intentions into meaning within people.
12. Build High Performing Teams. A sense of purpose is enhanced if there is a kind of peer pressure brought on by good teamwork. Foster great togetherness of teams so people will relate to their tasks instinctively.
This is a substantial list of items, but most of them are common sense. Unfortunately they are not common practice in most organizations. If you want to have people rise to their level of potential, they must all have a sense of meaning. To accomplish that, focus on the above items, and see a remarkable transformation in your organization.
Bob Whipple is CEO of Leadergrow, Inc. an organization dedicated to growing leaders. He can be reached at email@example.com 585-392-7763. Website www.leadergrow.com BLOG www.thetrustambassador.com He is author of the following books: The Trust Factor: Advanced Leadership for Professionals, Understanding E-Body Language: Building Trust Online, and Leading with Trust is Like Sailing Downwind