Admitting Mistakes It's not IF Mistakes happen,
but how you handle the Mistakes.
At DeDominic & Associates http://www.dedominic.com/ we feel fortunate to have extraordinary
resources at our fingertips. Being Santa Barbara based strategic planning and organizational
consultants for operating more effectively, we see all types of enterprises from the under belly
as well as from the public relations point of view. I applaud those leaders and managers who
strive to become more effective and who believe that keeping their integrity is paramount. One
of the important qualities of a leader who operates with integrity is the ability to admit mistakes.
Frankly it is not that you don't make mistakes, everyone does. But how you handle and grow from
those mistakes that can make a huge difference in your impact. Today we hear from a national resource on leadership, Robert Whipple, MBA and CEO of Leadergrow, Inc.
Admitting Mistakes
By Robert Whipple - The New New World of Work Guest Expert
One of the most powerful opportunities for any leader to build trust is to publicly admit mistakes.
The source of that power is that it is so rare for leaders to stand up in front of a group and say something like this: “I called you here today to admit that I made a serious blunder yesterday. It was not intentional, as I will explain. Nevertheless, I failed to do the best thing for our group. I sincerely apologize for this and call on all of us to help mend the damage quickly. Without being defensive, let
me just explain what happened…”
If you were in the audience listening to this leader, how would you react? Chances are your esteem
for the leader would be enhanced, simply by the straightforward approach and honesty of the statements. Of course, it does depend on the nature of the mistake. Here are a few situations where an admission of a mistake would not produce higher trust:
• If the blunder was out of sheer stupidity.
• If this was the third time the leader had done essentially the same thing.
• If the leader is prone to making mistakes due to shooting before aiming.
• If the leader simply failed to get information that he should have had.
• If the leader was appeasing higher-ups inappropriately.
Assuming none of the above conditions is present and the mistake is an honest one, admitting it
publicly is often the best strategy. There is an interesting twist to this approach that has often baffled
me. Let’s suppose that I have gathered 100 leaders into a room and asked them to answer the following question: “If you had made a mistake, which of the following two actions would have the greater chance of increasing the level of respect people have for you?
(A) You call people together, admit your mistake, apologize, and ask people to help you correct the problem.
(B) You try to avoid the issue, blame the problem on someone else, downplay the significance, pretend it did not happen, or otherwise attempt to weasel out of responsibility.”
Given those two choices, I am confident that at least 99 out of the 100 leaders would say action
(A) has a much greater probability of increasing respect. The reason I am confident is that I have
run that experiment dozens of times when working with leaders in groups. The irony is that when
an error is subsequently made, roughly 80% of the same leaders choose action more consistent with choice (B). The real conundrum is that if you were to tap the leader on the shoulder at that time and ask him why he chose (B) over (A), he would most likely say, “I did not want to admit my mistake because
I was afraid people would lose respect for me.”
This situation illustrates that in the classroom, all leaders know how to improve respect and trust,
but many of them tend to not use that knowledge when there is an opportunity to apply it in the field.
It seems illogical. Perhaps in the heat of the moment, leaders lose their perspective to the degree that they will knowingly do things that take them in the opposite direction from where they want to go. I believe it is because they are ashamed of making a mistake, but when you admit an error, it has an incredibly positive impact on trust because it is unexpected. Perhaps this is one of the differences between IQ and Emotional Intelligence. Intellectually, they know the best route to improve trust, but emotionally they are not mature or confident enough to take the risk. When you admit an error, it has a positive impact on trust because it is unexpected.
As Warren Bennis in Old Dogs: New Tricks noted,
“All the successful leaders I’ve met learned to embrace error and to learn from it.”
http://www.leadergrow.com/
585-392-7763
bwhipple@leadergrow.com
Monday, June 7, 2010
Sunday, June 6, 2010
Saturday, June 5, 2010
INCREASE YOUR ODDS TEN FOLD by Patty DeDominic
Patty DeDominic is a coach to high achievers and a former owner of PDQCAREERS which
sold in 2006. Her career placement and staffing firms helped over250,000 people get jobs.
"in the front of the line.".
PERSONALIZE, Please Personalize your communication and your approach!
One of my clients just got hired this week using RESEARCH and Personalization on her follow up to an employer. My client did several key things. This young woman went to the website of her desired employer and did a small (but not so critical analysis of what was missing) snapshot of the employers website and then made a couple of gentle but valuable suggestions to the employer. The job hunter also used a professional organization's social to network with the business owner/employer creating a closer connection. Additionally, the candidate let the employer know that she was really excited and interested to work for the company.
When placement professionals present qualified candidates to potential employers they usually try to make
a skills match. They also try to give the employer a couple of choices to refine the chemistry fit. In today's job climate, it is likely that there are plenty of supply of skill-qualified candidates.... so those candidates who do advance homework usually can put themselves at the front of the line of candidates.
I have include more advice below. I hope it is helpful for you.
Patty DeDominic
California business coach to high achieving professionals.
TIPS TO PUT YOURSELF IN FRONT OF 90% OF YOUR COMPETITION!
Getting a job is like accomplishing most other goals, but it is often harder to be objective about it because it is so personal. Many important aspects of our lives are included in our job and it can seem so much bigger than "just a goal like any other". It's our paycheck, our livelihood, our reason for leaving the house five or more days a week and for many people, a job or career is much of their life's identity. When your whole identity and self confidence are wrapped up in what you do for a living, finding yourself unemployed can seem like a most traumatic event. And it is almost impossible to be objective.
OBJECTIVITY AND CLEAR GOAL SETTING TECHNIQUES ARE VERY IMPORTANT TOOLS FOR THE SUCCESSFUL JOB HUNTER.
Here's how to become more objective and how to engage goal setting techniques to apply to your job hunt. If you ask yourself these questions and answer them honestly, you will be better prepared to take the steps necessary to do your outreach, networking, prospecting, preparing and follow up.
In order to look like a great fit, you will need to do research on the employer. Who have they hired in the past? Is there a particular university that they typically recruit from? Do the people have a "uniform" e.g., is every one always formally dressed, or super casually? Don't make the mistake one job candidate made and go to an important interview in a sweatshirt. Just because his last employer loved people to dress down, doesn't mean his next one will.
Take time now to list at least 5 industries and 5-10 employers in each of these industries. Once you do this you now have a target prospectlist of at least 25-50 companies you can do research on, ask for referrals to and target as a great potential employer. You can work this list, narrow it down to a few that you feel really great about and you can learn more about them every day.
Once you have your DREAM EMPLOYER HOT LIST you are ready to begin doing some personal inventory of your own skills and potential contributions.
We found at PDQ and CT Engingeering, while recruiting for USC, Children's Hospital and local government that job candidates who knew their skill sets and could articulate their potential contributions to the employer got hired two to three times faster than other "qualified" candidates!
Questions to ask yourself about this potential employer:
1. WHAT IS IMPORTANT TO THIS EMPLOYER?
Each employer is unique but many have similar goals in mind. They almost always want a person who will
be a good fit for the current culture of the organization. My answers here for you include employers that
are private and public corporations, not for profit organizations, local and state and federal government, universities and other independent contractor opportunities and many business opportunities. The JOB HUNTER who knows these answers for the particular employer they are meeting with has a ten fold advantage over other candidates.
How do I find this OUT? Research.... Today research is a critical skill of all people.
It is important that you practice and perfect your RESEARCH SKILLS as they are an essential tool in working today, just as critical as the ability to read and to communicate with others. There are plenty of things that are not essential in today's new world of work, but anything above minimum wage requires your resourcefulness and your ability to do research.
Research includes your finding information sources and resources on the internet. It also includes your working your own network of colleagues, former classmates and your friends and family. Research includes talking to people, getting expert advice or getting second and third opinions when needed.
For example, if you were getting ready to apply for a management training job at Jiffy Lube, it would be very helpful for you to know that this company is part of a national franchise program. It will also be helpful for you to know if you are interviewing with the local franchise owner, a regional manager or the head of sales of Franchises for the Corporation. Does the person you are meeting with expect you to be his or her prospect to buy a franchise or simply to enter a local job? Good questions to ask and answer for yourself and when you do, you separate yourself from the other ten, twenty or one hundred people in line for an appointment with that hiring (or sales) manager.
How could you find out this information? First, today we have the wonderful advantage of being able to go the company website. Most employers have a website and many of them post news and information about their firm and their business goals there. You must visit that site before you approach any potential employers. That simple step alone will separate you from many of the others "in the unemployment line".
Asking your friends and even customers of a potential employer is a good way for your to gather intelligence about the employer. In this case, local car owners may be Jiffy Lube clients and it would be helpful for you to know how that organization is perceived in the local market place. As you gather info on the potential employer you are also reinforcing whether you feel YOU can add value to this employer, whether you feel it will be a good fit for your interests and skills. You may find that your neighbor is a favorite customer of that franchise and can recommend that the manager interview you.
Are you great at turning around messes or at making messes?
In the first case you might be excited about a chance to join a firm that needs a little "tune up" in the PR or
the morale department. In the latter case, I do not know of anyone who will be willing to hire you at this time.... unless it is a market research firm that wants to test cleaning services. Good luck on that job hunt!
WHAT IS THE COMPANY CULTURE?
Many employers will not tell you about their culture because they are not even consciously aware of it. But every employer, large or small, has a culture and how you might fit into it - even more so than your educational background and your skill set - can have a huge impact on your success at that stage of your career development. Does this company prefer to hire new college grads? Do you notice that they brag or share that all their new hires come from a particular school or sector? This is a telling characteristicof who they are likely to hire. I noticed over the years of running PDQCAREERS and even after at Select Staffing that some companies preferred to hire college drop outs and work the heck out of them. It almost seemed like they knew that non college grads might have a bit of a feeling of insecurity and be willing to work harder to make up for somepotential or perceived shortcoming. Even today I notice that some job seekers are a bit defensive about their educational connections or lack of them. This is part of an employers culture and it helps to be aware of it.
If your dream job brags about how 80% of their management team graduated from Stanford....you may not have to enroll in grad school thereto get the job nod, but it can't hurt .then for you to enroll in executive education at Stanford.
Educational background is not the only thing that shows up in company culture. There are also other important factors like the general age of workers..... are they all under 35? Yes,we all know that age or
other discrimination is illegal, but my objective here is not to help you win legal battles but it is to help YOU increase your job offers and increase your pay. So find a good fit where you can compliment the culture.... you do not have to be a clone.
Culture includes aspects like:
Overtime.... does everyone do it regularly? If they do and if you are eager to clock out at 5pm everyday keep looking for the right fit for yourself.
Volunteerism: Is everyone expected to give of their time off to one particular cause? Does the company encourage your involvement in the community and does it give you paid time to do that? Is that important to you? Learning this helps you fit the best fit for yourself.
When you are working for an employer who not only pays you with a paycheck but they also pay you with psychic rewards, personal and emotional growth opportunities, if that is your goal, you will be so much happier. People who are fully engaged at many levels and are a great fit with the company culture rarely look for jobs elsewhere.
WHAT ARE THE EMPLOYER'S SHORT AND LONG TERM GOALS?
That is another great question to try to learn the answer to before you apply.
Please post your comments and questions and we will attempt to answer any confidential info privately if you write to me at patty@dedominic.com
http://www.thenewnewworldofwork.com/
http://www.dedominic.com/
sold in 2006. Her career placement and staffing firms helped over250,000 people get jobs.
De Dominic says:
Here is some advice I have for Job Hunters and Resume Writers about how to put themselves"in the front of the line.".
PERSONALIZE, Please Personalize your communication and your approach!
One of my clients just got hired this week using RESEARCH and Personalization on her follow up to an employer. My client did several key things. This young woman went to the website of her desired employer and did a small (but not so critical analysis of what was missing) snapshot of the employers website and then made a couple of gentle but valuable suggestions to the employer. The job hunter also used a professional organization's social to network with the business owner/employer creating a closer connection. Additionally, the candidate let the employer know that she was really excited and interested to work for the company.
When placement professionals present qualified candidates to potential employers they usually try to make
a skills match. They also try to give the employer a couple of choices to refine the chemistry fit. In today's job climate, it is likely that there are plenty of supply of skill-qualified candidates.... so those candidates who do advance homework usually can put themselves at the front of the line of candidates.
I have include more advice below. I hope it is helpful for you.
Patty DeDominic
California business coach to high achieving professionals.
Here is some general advice I give to job candidates:
TIPS TO PUT YOURSELF IN FRONT OF 90% OF YOUR COMPETITION!
Getting a job is like accomplishing most other goals, but it is often harder to be objective about it because it is so personal. Many important aspects of our lives are included in our job and it can seem so much bigger than "just a goal like any other". It's our paycheck, our livelihood, our reason for leaving the house five or more days a week and for many people, a job or career is much of their life's identity. When your whole identity and self confidence are wrapped up in what you do for a living, finding yourself unemployed can seem like a most traumatic event. And it is almost impossible to be objective.
OBJECTIVITY AND CLEAR GOAL SETTING TECHNIQUES ARE VERY IMPORTANT TOOLS FOR THE SUCCESSFUL JOB HUNTER.
Here's how to become more objective and how to engage goal setting techniques to apply to your job hunt. If you ask yourself these questions and answer them honestly, you will be better prepared to take the steps necessary to do your outreach, networking, prospecting, preparing and follow up.
- WHO IS MY TARGET MARKET? ( dream job or industry)
- WHICH EMPLOYERS ARE LIKELY TO NEED MY SKILLS?
- WHERE AM I GOING TO FIT IN FOR A WIN FOR THEM AND FOR ME?
Employers love it when the job candidate really wants to work for them. When the fit is great everyone celebrates. One of your goals is to look like a great fit!
How do you do that? How do you make your case about what a great fit you are?
In order to look like a great fit, you will need to do research on the employer. Who have they hired in the past? Is there a particular university that they typically recruit from? Do the people have a "uniform" e.g., is every one always formally dressed, or super casually? Don't make the mistake one job candidate made and go to an important interview in a sweatshirt. Just because his last employer loved people to dress down, doesn't mean his next one will.
Look around for clues about the company culture and try to artidulate ways it will be a big WIN for this employer to hire you. Ask people you know and read special interest group comments and blogs to learn more about a particular employer. Are you crazy about their field or are you just desperate for a job? Are you willing to work long hours? And do you understand that simply working hard does not make a person successful? It also requires "working effectively" and producing results, not just hours logged.
The costs of hiring the wrong person usually keeps employers eager to reduce the risks of a bad hire. they will lose time and money when they make hiring mistakes. Not to mention, lost opportunity costs. Don't expect an employer to make accomodations for you, you will have to do this for them. Employers rarely go out on a limb for job candidates.
That second question above, "how to make your case about what a great fit you are." This may take some practice on your part, but learning how to do this will be a good investment of your time. Please make a list of a few industries and then some specific companies who fit on your "I would love to work for" list..
Take time now to list at least 5 industries and 5-10 employers in each of these industries. Once you do this you now have a target prospectlist of at least 25-50 companies you can do research on, ask for referrals to and target as a great potential employer. You can work this list, narrow it down to a few that you feel really great about and you can learn more about them every day.
Once you have your DREAM EMPLOYER HOT LIST you are ready to begin doing some personal inventory of your own skills and potential contributions.
We found at PDQ and CT Engingeering, while recruiting for USC, Children's Hospital and local government that job candidates who knew their skill sets and could articulate their potential contributions to the employer got hired two to three times faster than other "qualified" candidates!
Questions to ask yourself about this potential employer:
1. WHAT IS IMPORTANT TO THIS EMPLOYER?
Each employer is unique but many have similar goals in mind. They almost always want a person who will
be a good fit for the current culture of the organization. My answers here for you include employers that
are private and public corporations, not for profit organizations, local and state and federal government, universities and other independent contractor opportunities and many business opportunities. The JOB HUNTER who knows these answers for the particular employer they are meeting with has a ten fold advantage over other candidates.
How do I find this OUT? Research.... Today research is a critical skill of all people.
It is important that you practice and perfect your RESEARCH SKILLS as they are an essential tool in working today, just as critical as the ability to read and to communicate with others. There are plenty of things that are not essential in today's new world of work, but anything above minimum wage requires your resourcefulness and your ability to do research.
Research includes your finding information sources and resources on the internet. It also includes your working your own network of colleagues, former classmates and your friends and family. Research includes talking to people, getting expert advice or getting second and third opinions when needed.
For example, if you were getting ready to apply for a management training job at Jiffy Lube, it would be very helpful for you to know that this company is part of a national franchise program. It will also be helpful for you to know if you are interviewing with the local franchise owner, a regional manager or the head of sales of Franchises for the Corporation. Does the person you are meeting with expect you to be his or her prospect to buy a franchise or simply to enter a local job? Good questions to ask and answer for yourself and when you do, you separate yourself from the other ten, twenty or one hundred people in line for an appointment with that hiring (or sales) manager.
How could you find out this information? First, today we have the wonderful advantage of being able to go the company website. Most employers have a website and many of them post news and information about their firm and their business goals there. You must visit that site before you approach any potential employers. That simple step alone will separate you from many of the others "in the unemployment line".
Asking your friends and even customers of a potential employer is a good way for your to gather intelligence about the employer. In this case, local car owners may be Jiffy Lube clients and it would be helpful for you to know how that organization is perceived in the local market place. As you gather info on the potential employer you are also reinforcing whether you feel YOU can add value to this employer, whether you feel it will be a good fit for your interests and skills. You may find that your neighbor is a favorite customer of that franchise and can recommend that the manager interview you.
Are you great at turning around messes or at making messes?
In the first case you might be excited about a chance to join a firm that needs a little "tune up" in the PR or
the morale department. In the latter case, I do not know of anyone who will be willing to hire you at this time.... unless it is a market research firm that wants to test cleaning services. Good luck on that job hunt!
WHAT IS THE COMPANY CULTURE?
Any why should you care about it? Like attracts like and all employers wnat to know if you will fit in!
Many employers will not tell you about their culture because they are not even consciously aware of it. But every employer, large or small, has a culture and how you might fit into it - even more so than your educational background and your skill set - can have a huge impact on your success at that stage of your career development. Does this company prefer to hire new college grads? Do you notice that they brag or share that all their new hires come from a particular school or sector? This is a telling characteristicof who they are likely to hire. I noticed over the years of running PDQCAREERS and even after at Select Staffing that some companies preferred to hire college drop outs and work the heck out of them. It almost seemed like they knew that non college grads might have a bit of a feeling of insecurity and be willing to work harder to make up for somepotential or perceived shortcoming. Even today I notice that some job seekers are a bit defensive about their educational connections or lack of them. This is part of an employers culture and it helps to be aware of it.
If your dream job brags about how 80% of their management team graduated from Stanford....you may not have to enroll in grad school thereto get the job nod, but it can't hurt .then for you to enroll in executive education at Stanford.
Educational background is not the only thing that shows up in company culture. There are also other important factors like the general age of workers..... are they all under 35? Yes,we all know that age or
other discrimination is illegal, but my objective here is not to help you win legal battles but it is to help YOU increase your job offers and increase your pay. So find a good fit where you can compliment the culture.... you do not have to be a clone.
Culture includes aspects like:
Overtime.... does everyone do it regularly? If they do and if you are eager to clock out at 5pm everyday keep looking for the right fit for yourself.
Volunteerism: Is everyone expected to give of their time off to one particular cause? Does the company encourage your involvement in the community and does it give you paid time to do that? Is that important to you? Learning this helps you fit the best fit for yourself.
When you are working for an employer who not only pays you with a paycheck but they also pay you with psychic rewards, personal and emotional growth opportunities, if that is your goal, you will be so much happier. People who are fully engaged at many levels and are a great fit with the company culture rarely look for jobs elsewhere.
WHAT ARE THE EMPLOYER'S SHORT AND LONG TERM GOALS?
That is another great question to try to learn the answer to before you apply.
Please post your comments and questions and we will attempt to answer any confidential info privately if you write to me at patty@dedominic.com
http://www.thenewnewworldofwork.com/
http://www.dedominic.com/
Katie White on WHAT GOES AROUND
What Goes Around . . .
Katherine M. White
“With every relationship – personal and professional – there is give and take. Looking for ways to compromise when possible and treating others with respect are attributes that can pay off later, in
how others treat you and whether they want to work with you.”
– Tamika Langley Tremaglio, Huron Consulting
This article is about the power of building relationships.
It is about building a successful book of business and a successful career through writing and speaking.
And it is about why doing great work and going the extra mile can help benefit your organization and you long after you have left one employer and moved on to another.
Two incredible and successful people agreed to be interviewed for this article. Tamika Tremaglio is a JD/MBA as well as the Washington Office Managing Director and co-leader of the global disputes and investigations practice for Huron Consulting Group. Kirk Pasich is a partner heading the insurance coverage practice at Dickstein Shapiro and is also a member of the Executive Committee there.
Relationships Matter
Tamika Tremaglio and I met in 2003 while I was at Morgan Lewis and she at a Big Four accounting firm. We worked together on a joint expert-witness deposition project that was ultimately very successful, giving 10 attorneys the opportunity to practice deposing expert witnesses and 10 consultants practice testifying. After the program was over, Tamika kept in touch with me by inviting me out to lunch and to receptions
and other events at her firm. Later, when I moved to Dickstein Shapiro and she to Huron Consulting, we convinced our new employers to offer the expert witness training program. The program was a great success once again, benefiting both our firms and the attorneys and consultants who were trained.
I did not think I would ever be in a position to refer business to Tamika, or to reciprocate for all of her personal kindnesses to me. But she continued to reach out and to offer Dickstein, and later Akin Gump,
top-notch, and free-of-charge, accounting and financial training programs for their attorneys. This was a
great way for the firms to obtain training from outside experts, and Tamika’s active networking helped
Huron gain exposure to the partners at these firms. Again, both Huron and the law firms benefited.
Fast forward to 2009. I was now Chief Attorney Recruiting Officer at Akin Gump. Tamika asked if I would introduce her to one of our litigation partners who is well known in her field. I arranged for the two of them to meet, and Tamika was engaged as an expert in one of the partner’s current cases during their first meeting. Through her work and other networking opportunities, Tamika kept in touch with this partner and began to form a professional relationship. The story came full circle earlier this year when Tamika was instrumental in referring a piece of business to Akin Gump.
Writing Your Way To A Successful Career
“I read the local legal newspaper, and noticed that practitioners would write columns about their field of expertise but that no one was writing a column about entertainment law. So I called the editor.…” - Kirk Pasich, Dickstein Shapiro
Kirk Pasich has built a successful career in the insurance coverage and entertainment law field. For 21 years, since he was a mid-level associate at Paul Hastings, he has written columns for The Los Angeles Daily Journal on entertainment law, courtroom craft, and insurance law. And he continues today to write a monthly column on insurance law.
Kirk saw an opportunity and was willing to put in the extra time to make it work.
Having clients, practitioners, mediators, and judges see his name in print, month after month, on topics of interest has served him well. People contact Kirk with questions. They refer business to him. They send his articles to friends, who contact him about potential business. Kirk keeps in touch with his contacts by sending them articles every month along with quarterly client alerts; he also keeps them informed about developments and trends that affect their business.
In addition to writing, Kirk has built contacts through public speaking and by doing great work for clients that impresses both the client and often opposing counsel (who have referred work to him as a result). Each of these things redounds to Kirk’s reputation as an expert and to his success in developing business.
Associates are often skeptical about how they can emulate Kirk’s success in their own careers. Kirk believes that they, too, can succeed with his model. Publications of all kinds, including industry blogs and magazines,
are eager to find authors to submit articles. Associates should volunteer to speak at bar association meetings, client industry conferences and meetings, in-house training programs, and business development events and conferences. They should work to become experts in their fields and to keep up with the business of their clients.
Four Cornerstones of Successful Networks
Last fall when I left Akin Gump, I turned to the network I had been building during my entire career. Through my contacts, I landed three amazing consulting opportunities that have enabled me to continue working in my field. I have seen firsthand how building relationships and friendships through networking and doing great work helps you when you most need it.
In my experience, these are the four cornerstones of building successful networks:
• Building a great reputation inside your organization by doing great work and being known for your contributions.
• Becoming a resource to colleagues inside and outside of your organization, the person they know can bring people together to achieve a goal.
• Reaching out to clients and colleagues outside of your organization in a consistent and organized manner and maintaining a relationship with your contacts.
• Attending networking events to build your contact list and stay informed about new developments in your field and practice.
Networking 101
Many books and articles have been written about this topic, and no article would be complete without a “how to” list for effective networking.
1. Determine a strategy for your networking goals.
2. Build your contact list via “LinkedIn.com” or other social networking sites that will maximize the contacts of your friends and colleagues and give you a platform for organizing your contacts.
3. List the people in your network and the people you would like to invite to join your network. Include friends, colleagues from your current and past places of employment, family members, college and law school classmates, and others you meet at business and social occasions.
4. Rank your contacts in order of importance from one to five – one for the contacts you believe can be the most helpful to you, and five the least helpful.
5. Then begin to contact the people in your network who can be the most helpful to you in achieving your goals. For example, you can contact all of the people you ranked #1 first, and see where these contacts lead you, before moving on to others on your list.
6. Make sure you have an agenda for meetings with contacts, so you will be able to make the most of their time with you, and they will come away from the meeting with a clear idea of what you are asking of them. And remember to be on the lookout for what you might be able to do for them.
7. Follow up after meeting with your contacts and be sure to follow through on anything you offered to do for them during your meeting.
So why bother? What can you gain from meeting with contacts, and what can they gain from meeting with you?
Here are five benefits:
1. You will have the opportunity to get to know people whom you respect as successful in their field. If you are able to make a connection, you will begin to form a relationship that can be useful to both of you for years.
2. If you are on a job search, your contacts can provide information about an industry or specific field that will be helpful. They can provide answers to questions you may have as preparation for a job interview.
3. You can learn insider information about a specific work place and the people who run it. What is it really like to work there? Are people happy? How are employees treated? What kinds of clients or work do they have there?
4. You may get ideas about other people you might contact.
5. You can find much-needed mentoring and support.
There are many ways to approach networking, build a reputation, and develop business. At times the benefit may not be immediate or obvious; but rest assured, when I hear “what goes around comes around,” I no longer think of this as a negative threat. It is true in the best possible way, and I’m the first one to nod my head.
About the author, my friend of over 30 years:
Katie White consults on attorney talent management, career counseling, and business development.
She has over 20 years of experience in law firm professional development, attorney recruiting, and diversity initiatives. She is based in Washington, DC,
Katie can be reached at ktwhite148@yahoo.com.
“With every relationship – personal and professional – there is give and take. Looking for ways to compromise when possible and treating others with respect are attributes that can pay off later, in
how others treat you and whether they want to work with you.”
– Tamika Langley Tremaglio, Huron Consulting
This article is about the power of building relationships.
It is about building a successful book of business and a successful career through writing and speaking.
And it is about why doing great work and going the extra mile can help benefit your organization and you long after you have left one employer and moved on to another.
Two incredible and successful people agreed to be interviewed for this article. Tamika Tremaglio is a JD/MBA as well as the Washington Office Managing Director and co-leader of the global disputes and investigations practice for Huron Consulting Group. Kirk Pasich is a partner heading the insurance coverage practice at Dickstein Shapiro and is also a member of the Executive Committee there.
Relationships Matter
Tamika Tremaglio and I met in 2003 while I was at Morgan Lewis and she at a Big Four accounting firm. We worked together on a joint expert-witness deposition project that was ultimately very successful, giving 10 attorneys the opportunity to practice deposing expert witnesses and 10 consultants practice testifying. After the program was over, Tamika kept in touch with me by inviting me out to lunch and to receptions
and other events at her firm. Later, when I moved to Dickstein Shapiro and she to Huron Consulting, we convinced our new employers to offer the expert witness training program. The program was a great success once again, benefiting both our firms and the attorneys and consultants who were trained.
I did not think I would ever be in a position to refer business to Tamika, or to reciprocate for all of her personal kindnesses to me. But she continued to reach out and to offer Dickstein, and later Akin Gump,
top-notch, and free-of-charge, accounting and financial training programs for their attorneys. This was a
great way for the firms to obtain training from outside experts, and Tamika’s active networking helped
Huron gain exposure to the partners at these firms. Again, both Huron and the law firms benefited.
Fast forward to 2009. I was now Chief Attorney Recruiting Officer at Akin Gump. Tamika asked if I would introduce her to one of our litigation partners who is well known in her field. I arranged for the two of them to meet, and Tamika was engaged as an expert in one of the partner’s current cases during their first meeting. Through her work and other networking opportunities, Tamika kept in touch with this partner and began to form a professional relationship. The story came full circle earlier this year when Tamika was instrumental in referring a piece of business to Akin Gump.
Writing Your Way To A Successful Career
“I read the local legal newspaper, and noticed that practitioners would write columns about their field of expertise but that no one was writing a column about entertainment law. So I called the editor.…” - Kirk Pasich, Dickstein Shapiro
Kirk Pasich has built a successful career in the insurance coverage and entertainment law field. For 21 years, since he was a mid-level associate at Paul Hastings, he has written columns for The Los Angeles Daily Journal on entertainment law, courtroom craft, and insurance law. And he continues today to write a monthly column on insurance law.
Kirk saw an opportunity and was willing to put in the extra time to make it work.
Having clients, practitioners, mediators, and judges see his name in print, month after month, on topics of interest has served him well. People contact Kirk with questions. They refer business to him. They send his articles to friends, who contact him about potential business. Kirk keeps in touch with his contacts by sending them articles every month along with quarterly client alerts; he also keeps them informed about developments and trends that affect their business.
In addition to writing, Kirk has built contacts through public speaking and by doing great work for clients that impresses both the client and often opposing counsel (who have referred work to him as a result). Each of these things redounds to Kirk’s reputation as an expert and to his success in developing business.
Associates are often skeptical about how they can emulate Kirk’s success in their own careers. Kirk believes that they, too, can succeed with his model. Publications of all kinds, including industry blogs and magazines,
are eager to find authors to submit articles. Associates should volunteer to speak at bar association meetings, client industry conferences and meetings, in-house training programs, and business development events and conferences. They should work to become experts in their fields and to keep up with the business of their clients.
Four Cornerstones of Successful Networks
Last fall when I left Akin Gump, I turned to the network I had been building during my entire career. Through my contacts, I landed three amazing consulting opportunities that have enabled me to continue working in my field. I have seen firsthand how building relationships and friendships through networking and doing great work helps you when you most need it.
In my experience, these are the four cornerstones of building successful networks:
• Building a great reputation inside your organization by doing great work and being known for your contributions.
• Becoming a resource to colleagues inside and outside of your organization, the person they know can bring people together to achieve a goal.
• Reaching out to clients and colleagues outside of your organization in a consistent and organized manner and maintaining a relationship with your contacts.
• Attending networking events to build your contact list and stay informed about new developments in your field and practice.
Networking 101
Many books and articles have been written about this topic, and no article would be complete without a “how to” list for effective networking.
1. Determine a strategy for your networking goals.
2. Build your contact list via “LinkedIn.com” or other social networking sites that will maximize the contacts of your friends and colleagues and give you a platform for organizing your contacts.
3. List the people in your network and the people you would like to invite to join your network. Include friends, colleagues from your current and past places of employment, family members, college and law school classmates, and others you meet at business and social occasions.
4. Rank your contacts in order of importance from one to five – one for the contacts you believe can be the most helpful to you, and five the least helpful.
5. Then begin to contact the people in your network who can be the most helpful to you in achieving your goals. For example, you can contact all of the people you ranked #1 first, and see where these contacts lead you, before moving on to others on your list.
6. Make sure you have an agenda for meetings with contacts, so you will be able to make the most of their time with you, and they will come away from the meeting with a clear idea of what you are asking of them. And remember to be on the lookout for what you might be able to do for them.
7. Follow up after meeting with your contacts and be sure to follow through on anything you offered to do for them during your meeting.
So why bother? What can you gain from meeting with contacts, and what can they gain from meeting with you?
Here are five benefits:
1. You will have the opportunity to get to know people whom you respect as successful in their field. If you are able to make a connection, you will begin to form a relationship that can be useful to both of you for years.
2. If you are on a job search, your contacts can provide information about an industry or specific field that will be helpful. They can provide answers to questions you may have as preparation for a job interview.
3. You can learn insider information about a specific work place and the people who run it. What is it really like to work there? Are people happy? How are employees treated? What kinds of clients or work do they have there?
4. You may get ideas about other people you might contact.
5. You can find much-needed mentoring and support.
There are many ways to approach networking, build a reputation, and develop business. At times the benefit may not be immediate or obvious; but rest assured, when I hear “what goes around comes around,” I no longer think of this as a negative threat. It is true in the best possible way, and I’m the first one to nod my head.
About the author, my friend of over 30 years:
Katie White consults on attorney talent management, career counseling, and business development.
She has over 20 years of experience in law firm professional development, attorney recruiting, and diversity initiatives. She is based in Washington, DC,
Katie can be reached at ktwhite148@yahoo.com.
Thursday, May 27, 2010
Great Resume Writing Tip from Wendy Enelow
GREAT RESUME WRITING TIP by Wendy Enelow
This tip is from me. When you're writing a resume, cover letter, LinkedIn profile, executive bio or any other document and you can't get a word or phrase to flow correctly in a sentence or a paragraph,
delete and start over. It is remarkably easier to write new copy than it is to edit and "fix" wrong
copy! Don't spend 20 minutes trying to get that sentence to work.
Simply write a new sentence in a new style or format and you'll see how much easier it is!
Announcing a great Linked In e- Summit Webcast.
HOW TO ACCESS LINKEDIN E-SUMMIT WEBCAST
Yes, you can still register for the program on Writing LinkedIn Profiles, Social Media Profiles and Executive Bios.
http://www.resumewritingacademy.com/esummit-writing-profiles.php
Patty DeDominic, Entrepreneur, Investor and Coach to High Achieving People
and Organizations says:
Thank you to Wendy E! She is a fabulous resource to many, all over the world.
She is especially valuable to people in the USA. Job Market.
Wendy S. Enelow, CCM, MRW, JCTC, CPRW
Author, Trainer & Career Consultant
******************************
Co-Founder & Director - Resume Writing Academy http://www.resumewritingacademy.com/
******************************
President - Enelow Enterprises, Inc.
www.wendyenelow.com (Bookstore)
******************************
Executive Director - Career Thought Leaders Consortium
http://www.careerthoughtleaders.com/
www.careerthoughtleaders.com/conference
******************************
Coleman Falls, VA 24536
Phone: 434.299.5600
http://www.linkedin.com/in/wendyenelow
http://twitter.com/WendyEnelow
This tip is from me. When you're writing a resume, cover letter, LinkedIn profile, executive bio or any other document and you can't get a word or phrase to flow correctly in a sentence or a paragraph,
delete and start over. It is remarkably easier to write new copy than it is to edit and "fix" wrong
copy! Don't spend 20 minutes trying to get that sentence to work.
Simply write a new sentence in a new style or format and you'll see how much easier it is!
Announcing a great Linked In e- Summit Webcast.
HOW TO ACCESS LINKEDIN E-SUMMIT WEBCAST
Yes, you can still register for the program on Writing LinkedIn Profiles, Social Media Profiles and Executive Bios.
http://www.resumewritingacademy.com/esummit-writing-profiles.php
Patty DeDominic, Entrepreneur, Investor and Coach to High Achieving People
and Organizations says:
Thank you to Wendy E! She is a fabulous resource to many, all over the world.
She is especially valuable to people in the USA. Job Market.
Wendy S. Enelow, CCM, MRW, JCTC, CPRW
Author, Trainer & Career Consultant
******************************
Co-Founder & Director - Resume Writing Academy http://www.resumewritingacademy.com/
******************************
President - Enelow Enterprises, Inc.
www.wendyenelow.com (Bookstore)
******************************
Executive Director - Career Thought Leaders Consortium
http://www.careerthoughtleaders.com/
www.careerthoughtleaders.com/conference
******************************
Coleman Falls, VA 24536
Phone: 434.299.5600
http://www.linkedin.com/in/wendyenelow
http://twitter.com/WendyEnelow
Wednesday, May 5, 2010
My Newest Book, available for pre order now
Sunday, May 2, 2010
Put Yourself in front of 90% of the other Job Hunters by Patty DeDominic
OUT OF WORK AND DETERMINED TO GET A JOB?
Want to move to the front of the line of qualified candidates?
Here are some tips to put yourself in front of 90% of your fellow job applicants!
Getting a job is like accomplishing most other goals but it is often harder to be objective about it because it is so personal. Many important aspects of our lives are included in our job and it can seem so much bigger than "just a goal like any other". It's our paycheck, our livelihood, our reason for leaving the house five or more days a week and for many people, a job or career is much of their life's identity.
When your whole identify and self confidence are wrapped up in what you do for a living, finding yourself unemployed can seem like a most traumatic event... Confidence shaken it can be almost impossible to be objective. But Objectivity and clear goal setting techniques are very important tolls for the successful job candidates.
SET YOURSELF APART FROM and in front of the competition by doing your homework..... and a little homework and preparation will pay off big time.
Here's how to become more objective and how to engage goal setting techniques to apply to your job hunt. If you do ask yourself these questions and answer them honestly you will be better prepared to take the steps necessary to do your outreach, networking, prospecting, preparing and follow up.
Who is MY target Market? Which employers are likely to need my skills and where am I going to fit in for a win for them and for me?
Employers love it when the job candidate really wants to work for them and is a great fit. One of your goals is to look like a great fit and to be able to make your case about why that is true.
You will need to do some research on the employer and you will also need to be able to articulate why you are THE candidate to hire. Employers today look for win win and the cost of hiring and the cost of mistakes in hiring the wrong person usually keep employers eager to reduce the risks of hiring the wrong person, unqualified people or where the chemistry is not great.
Please make a list of a few industries and then some specific companies who fit this second question.
Take time now to list at least 5 industries and 5-10 employers in each of these industries. Once you do this you now have a target prospect list of at least 25-50 companies you can do research on, ask for referrals to and target as a great potential employer.
Once you have YOUR Personalized TARGET list you are ready to begin doing some personal inventory of your own skills and potential contributions.
Job Candidates who know their skill sets and can articulate their potential contributions to the employers get hired two to three times faster than other "qualified" candidates and ten times faster than those who do not have the needed skills.
Here are some tips to put yourself in front of 90% of your fellow job applicants!
Getting a job is like accomplishing most other goals but it is often harder to be objective about it because it is so personal. Many important aspects of our lives are included in our job and it can seem so much bigger than "just a goal like any other". It's our paycheck, our livelihood, our reason for leaving the house five or more days a week and for many people, a job or career is much of their life's identity.
When your whole identify and self confidence are wrapped up in what you do for a living, finding yourself unemployed can seem like a most traumatic event... Confidence shaken it can be almost impossible to be objective. But Objectivity and clear goal setting techniques are very important tolls for the successful job candidates.
SET YOURSELF APART FROM and in front of the competition by doing your homework..... and a little homework and preparation will pay off big time.
Here's how to become more objective and how to engage goal setting techniques to apply to your job hunt. If you do ask yourself these questions and answer them honestly you will be better prepared to take the steps necessary to do your outreach, networking, prospecting, preparing and follow up.
Who is MY target Market? Which employers are likely to need my skills and where am I going to fit in for a win for them and for me?
Employers love it when the job candidate really wants to work for them and is a great fit. One of your goals is to look like a great fit and to be able to make your case about why that is true.
You will need to do some research on the employer and you will also need to be able to articulate why you are THE candidate to hire. Employers today look for win win and the cost of hiring and the cost of mistakes in hiring the wrong person usually keep employers eager to reduce the risks of hiring the wrong person, unqualified people or where the chemistry is not great.
Please make a list of a few industries and then some specific companies who fit this second question.
Take time now to list at least 5 industries and 5-10 employers in each of these industries. Once you do this you now have a target prospect list of at least 25-50 companies you can do research on, ask for referrals to and target as a great potential employer.
Once you have YOUR Personalized TARGET list you are ready to begin doing some personal inventory of your own skills and potential contributions.
Job Candidates who know their skill sets and can articulate their potential contributions to the employers get hired two to three times faster than other "qualified" candidates and ten times faster than those who do not have the needed skills.
Sunday, April 18, 2010
Tips on Getting a Raise by Patty DeDominic, Coach to High Achievers
Few quick tips on Getting the raise in this tough economy:
1. Prepare yourself and be ready to make your “business case” not your hardship case. Sadly, no one
Is going to be able to pay you more just because your needs are greater, the price of gas is still through the roof or your relatives need an operation. There are over ten million Americans in that latter boat now…unemployed or severely underemployed and those reasons while being valid are not sufficient to get YOUR PAY and Respect levels raised.
2. Make an Appointment with your boss to discuss “business opportunities”. Try not to be coy, but don’t tell that you want a pay raise just yet.
Let your boss know that you would like to talk about “our best opportunities” for creating more revenue or cutting costs as well as get some input on his or her perception of your performance. After you get the lay of the land with regard to their perception of your contributions and your “report card” you will be in a better position to ask for a salary adjustment. Note, I said Adjustment, not a raise.
3. At the 2nd or third meeting with your boss on the subjects suggested above, bring up your perspective (without going on the offensive or being on the defensive) about your Contributions to the value of the business or department.
4. Remember that getting a raise in 2010 and beyond is going to be more about “making contributions” and sharing in some of those opportunities than it is a cost of living increase or straight pay raise. Many salaries have been frozen in place for several years now and thousands of businesses have been able to hire new employees as 65-79% of the former starting salaries – so getting paid “like yesterday” is a thing of the past – for now. Unfortunately it is no longer about how many hours you work…. Or how hard the work is, it is about your contributions to the margin….aka the profits or the reduction of expenses. Employers in 2010 can only afford to pay for progress and contribution and no longer pay for loyalty or longevity.
5. After you have made a good case for the value of your contributions, ask for a PAY Adjustment to better reflect the contributions you are making and the results (you and your boss agree on) that have come due to your effectiveness and experience in your role. Chances are your boss has their “we are out of money” speech well practiced and they know how to put off an unprepared employee from asking for a raise….. but most supervisors, CEOs and executives know that it costs money to make money and INVESTMENTS is the people who really drive the revenue and the margins and costs for the business can pay off handsomely.
6. Don’t threaten to quit….but educate yourself and become aware of what the competition would be willing to pay for your talents and time. . If you know what the competition is and how you fit in to the bigger picture you automatically increase your value and your chances of getting the right kind of attention from your boss. You may not get your raise the first time you try this approach but you will eventually get better at it and you are likely to find yourself in the position of either getting more paid time off, increased responsibilities or opportunities and eventually a big pay increase If you cannot get the right pay raises where you are, it might pay off to do a little job shopping!
Following these tips will enable you to make a strong case for increased pay. You will also make progress in understanding your own employer and their perspectives and opinion of your contributions. Awareness and knowledge is valuable…… YOU can turn Value into a bigger paycheck for yourself.
Patty DeDominic
DeDominic & Associates Coaches to High Achievers
www.thenewnewworldofwork.com
Patty De is past president of the National Association of Women Business Owners and the Los Angeles Area Chamber of Commerce. Here firm was a national award winning staffing partner to such corporate giants as AT&T, USC, Children’s Hospitals, The American Red Cross, entrepreneurial businesses and governments. Patty participated in advanced training on negotiations at Harvard University and got her Institutional Shareholders (ISS) Certification from UC Berkeley in 2008.
In 2006, the Los Angeles Business journal named DeDominic CEO of the Year at it’s annual Women Making A Difference Awards Luncheon
1. Prepare yourself and be ready to make your “business case” not your hardship case. Sadly, no one
Is going to be able to pay you more just because your needs are greater, the price of gas is still through the roof or your relatives need an operation. There are over ten million Americans in that latter boat now…unemployed or severely underemployed and those reasons while being valid are not sufficient to get YOUR PAY and Respect levels raised.
2. Make an Appointment with your boss to discuss “business opportunities”. Try not to be coy, but don’t tell that you want a pay raise just yet.
Let your boss know that you would like to talk about “our best opportunities” for creating more revenue or cutting costs as well as get some input on his or her perception of your performance. After you get the lay of the land with regard to their perception of your contributions and your “report card” you will be in a better position to ask for a salary adjustment. Note, I said Adjustment, not a raise.
3. At the 2nd or third meeting with your boss on the subjects suggested above, bring up your perspective (without going on the offensive or being on the defensive) about your Contributions to the value of the business or department.
4. Remember that getting a raise in 2010 and beyond is going to be more about “making contributions” and sharing in some of those opportunities than it is a cost of living increase or straight pay raise. Many salaries have been frozen in place for several years now and thousands of businesses have been able to hire new employees as 65-79% of the former starting salaries – so getting paid “like yesterday” is a thing of the past – for now. Unfortunately it is no longer about how many hours you work…. Or how hard the work is, it is about your contributions to the margin….aka the profits or the reduction of expenses. Employers in 2010 can only afford to pay for progress and contribution and no longer pay for loyalty or longevity.
5. After you have made a good case for the value of your contributions, ask for a PAY Adjustment to better reflect the contributions you are making and the results (you and your boss agree on) that have come due to your effectiveness and experience in your role. Chances are your boss has their “we are out of money” speech well practiced and they know how to put off an unprepared employee from asking for a raise….. but most supervisors, CEOs and executives know that it costs money to make money and INVESTMENTS is the people who really drive the revenue and the margins and costs for the business can pay off handsomely.
6. Don’t threaten to quit….but educate yourself and become aware of what the competition would be willing to pay for your talents and time. . If you know what the competition is and how you fit in to the bigger picture you automatically increase your value and your chances of getting the right kind of attention from your boss. You may not get your raise the first time you try this approach but you will eventually get better at it and you are likely to find yourself in the position of either getting more paid time off, increased responsibilities or opportunities and eventually a big pay increase If you cannot get the right pay raises where you are, it might pay off to do a little job shopping!
Following these tips will enable you to make a strong case for increased pay. You will also make progress in understanding your own employer and their perspectives and opinion of your contributions. Awareness and knowledge is valuable…… YOU can turn Value into a bigger paycheck for yourself.
Patty DeDominic
DeDominic & Associates Coaches to High Achievers
www.thenewnewworldofwork.com
Patty De is past president of the National Association of Women Business Owners and the Los Angeles Area Chamber of Commerce. Here firm was a national award winning staffing partner to such corporate giants as AT&T, USC, Children’s Hospitals, The American Red Cross, entrepreneurial businesses and governments. Patty participated in advanced training on negotiations at Harvard University and got her Institutional Shareholders (ISS) Certification from UC Berkeley in 2008.
In 2006, the Los Angeles Business journal named DeDominic CEO of the Year at it’s annual Women Making A Difference Awards Luncheon
Friday, April 2, 2010
See Jane in Your Town! | the Jane Goodall Institute
See Jane Goodall in Your Town! the Jane Goodall Institute
Click on the link above to go the JGI.
Many of my readers know that I enjoy working with top professionals in their fields. I have been fortunate over my 30 year career to work with some of the world's leading subject matter experts. Watching a pro in action and helping them achieve are two of my favorite things to do!
I enjoyed serving on Jane Goodall Institute board of directors for six years. Gene and I had the wonderful opportunity to travel to Africa with Jane and other important environmental leaders. Seeing Dr. Jane Goodall in her element was an incredible experience. It was certainly enough to keep me motivated to help her raise money and grow her institute multifold over the next few years.
When we were in Africa, we stayed in the workers camp, ate at Jane's home at Gombe National Park
and sat with her on the shores of Lake Tanganyika. One day we went out to view the chimpanzees and got the show of our lives as the chimps walked among us, just a few feet away. We noticed that the animals
seemed to know "Jane was in town" as they magically appeared from the dark reaches of the jungle and
called to each other...and seemingly to her. It was an awesome experience and if you have not yet
met Jane Goodall I really encourage you to go to one of her lectures soon.
When we were at Gombe National Park, we climbed to the top of "Jane's Peak" (she was in better shape than all of us!). This is the 50th anniversary of Jane's groundbreaking research and passion for Gombe. It is also her birthday month.... and in her mid 70's she is still climbing around the peaks of Africa and traveling the world hundreds of days each year. She is truly an amazing woman and one who has devoted her life to making the world a better place.
I encourage you to support Roots & Shoots the global youth program now reaching young
people in over 80 countries and to help support the vision of a better world. http://www.janegoodall.org/
Patty DeDominic
patty@dedominic.com
Helping Achievers Soar
http://www.dedominic.com/
http://www.how2valueyourself.com/
Click on the link above to go the JGI.
I enjoyed serving on Jane Goodall Institute board of directors for six years. Gene and I had the wonderful opportunity to travel to Africa with Jane and other important environmental leaders. Seeing Dr. Jane Goodall in her element was an incredible experience. It was certainly enough to keep me motivated to help her raise money and grow her institute multifold over the next few years.
When we were in Africa, we stayed in the workers camp, ate at Jane's home at Gombe National Park
and sat with her on the shores of Lake Tanganyika. One day we went out to view the chimpanzees and got the show of our lives as the chimps walked among us, just a few feet away. We noticed that the animals
seemed to know "Jane was in town" as they magically appeared from the dark reaches of the jungle and
called to each other...and seemingly to her. It was an awesome experience and if you have not yet
met Jane Goodall I really encourage you to go to one of her lectures soon.
When we were at Gombe National Park, we climbed to the top of "Jane's Peak" (she was in better shape than all of us!). This is the 50th anniversary of Jane's groundbreaking research and passion for Gombe. It is also her birthday month.... and in her mid 70's she is still climbing around the peaks of Africa and traveling the world hundreds of days each year. She is truly an amazing woman and one who has devoted her life to making the world a better place.
I encourage you to support Roots & Shoots the global youth program now reaching young
people in over 80 countries and to help support the vision of a better world. http://www.janegoodall.org/
Patty DeDominic
patty@dedominic.com
Helping Achievers Soar
http://www.dedominic.com/
http://www.how2valueyourself.com/
Make Money on the Internet? Learn How With a Real Product Launch Innercircle
Do you know anyone who would want to be part of a groundbreaking,
sneak peek experience where two business and marketing experts discuss
development of their next multi-media product?
Do you know a frustrated subject matter expert who would benefit from the step-by-step
methods that could transform their knowledge into money in their pocket?
Do you know anyone, whose retirement has been derailed due to bad investments?
Recent Bureau of Labor studies have shown that our nations unempoyment rate is still about 10% and fewer than 20 % of American workers have savings for retirement of over $50,000. According to recent BLS reports, the percentage job decrease for the Nation as whole was 5.3 percent over the same period (September 2008 to September 2009).
The largest decline in employment levels occurred in Los Angeles, Calif. (‑278,000), followed by the counties of Maricopa, Ariz. (‑155,000), Cook, Ill. (‑140,100), Orange, Calif. (‑126,400), and New York, N.Y. (‑125,100). Combined employment losses in these five counties over the year totaled 824,600 or 11.6 percent of the employment decline for the entire United States.
Employment declined in 329 of the 334 largest U.S. counties from September 2008 to September 2009.
The BLS Quarterly Census of Employment and Wages program produced these data, which are preliminary and subject to revision. Data presented here are for all workers covered by State and Federal unemployment insurance programs. The largest counties are those with employment levels of 75,000 or more. To learn more, see "County Employment and Wages: Third Quarter 2009" (PDF) (HTML), news release 10-0393.
How do you turn it around?
You create internet income from your ideas.
How do you start?
Become a fly-on-the-wall during someone else's product launch!
Take this multi-media 45 day, inner circle privileges course
and experience a case study live – as it unfolds.
How To Value Yourself product launch inner circle – 45 day multimedia course,
features social entrepreneurs Patty DeDominic and Dr. Nina Craft (Dr. Neen) as they launch their next venture. They will be using their business expertise to launch a product on the internet.
Internet business consultant, Dr. Neen, a multi-book author, will coach her co-author, Patty DeDominic to leverage her expertise in career placement, as she navigates the internet and launches her second book using the latest technology tools. This will be a co-authoring venture with possible creation of multiple products along the way. You'll learn about social media and how to apply it to YOUR idea as well!
To find out more about this adventure and reserve your experiential ticket, visit http://www.how2valueyourself.com/
sneak peek experience where two business and marketing experts discuss
development of their next multi-media product?
Do you know a frustrated subject matter expert who would benefit from the step-by-step
methods that could transform their knowledge into money in their pocket?
Do you know anyone, whose retirement has been derailed due to bad investments?
Recent Bureau of Labor studies have shown that our nations unempoyment rate is still about 10% and fewer than 20 % of American workers have savings for retirement of over $50,000. According to recent BLS reports, the percentage job decrease for the Nation as whole was 5.3 percent over the same period (September 2008 to September 2009).
The largest decline in employment levels occurred in Los Angeles, Calif. (‑278,000), followed by the counties of Maricopa, Ariz. (‑155,000), Cook, Ill. (‑140,100), Orange, Calif. (‑126,400), and New York, N.Y. (‑125,100). Combined employment losses in these five counties over the year totaled 824,600 or 11.6 percent of the employment decline for the entire United States.
Employment declined in 329 of the 334 largest U.S. counties from September 2008 to September 2009.
The BLS Quarterly Census of Employment and Wages program produced these data, which are preliminary and subject to revision. Data presented here are for all workers covered by State and Federal unemployment insurance programs. The largest counties are those with employment levels of 75,000 or more. To learn more, see "County Employment and Wages: Third Quarter 2009" (PDF) (HTML), news release 10-0393.
How do you turn it around?
You create internet income from your ideas.
How do you start?
Become a fly-on-the-wall during someone else's product launch!
Take this multi-media 45 day, inner circle privileges course
and experience a case study live – as it unfolds.
How To Value Yourself product launch inner circle – 45 day multimedia course,
features social entrepreneurs Patty DeDominic and Dr. Nina Craft (Dr. Neen) as they launch their next venture. They will be using their business expertise to launch a product on the internet.
Internet business consultant, Dr. Neen, a multi-book author, will coach her co-author, Patty DeDominic to leverage her expertise in career placement, as she navigates the internet and launches her second book using the latest technology tools. This will be a co-authoring venture with possible creation of multiple products along the way. You'll learn about social media and how to apply it to YOUR idea as well!
To find out more about this adventure and reserve your experiential ticket, visit http://www.how2valueyourself.com/
Wednesday, March 31, 2010
Mimi Donaldson on Necessary Roughness
Necessary Roughness:
New Rules for the Contact Sport of Life
Prevailing in challenging times is not a question of ability – people are able.
Opportunity and intention are what football is all about.
Over the years, many football coaches have written books that teach life lessons from the game. Sports figures and sports newscasters have written books teaching leadership lessons. An NFL wife wrote a book as a fan and insider of the professional league. But until now, there has never been a funny and profound take from a lifelong football fan with a team building background. Mimi Donaldson is about to change that.
Women have gained a great deal at home and at work. We are assertive, but now it’s time to step up the game. No longer are we expected to play nice all the time. Sometimes, a certain roughness is necessary: we need to talk straight, stand our ground, say no, and negotiate everything. As in football, we need to hunker down and get our knuckles in the dirt.
In this laugh-out-loud, insightful and practical book, you’ll discover a new appreciation of football strategies. After all, they are the same strategies you have used to get ahead in business and be successful in your personal relationships. In this female-friendly book, Mimi shares the secrets of capitalizing on opportunity and intention, so you can become the ultimate coach for yourself and your team. Then nothing will stand in the way of your win.
e-mail: mimi@mimidonaldson.com
http://www.mimidonaldson.com/
Thursday, March 18, 2010
David Harder on Becoming Engaged!
Here are three ways you can create full engagement with your own work:
1. Define and Find the work that makes you happy
You are never too young or too old to begin this process. The payoff is extraordinary for you and everyone around you.
2. Learn the skills necessary to succeed
Many of us don't define & pursue what we want because we don't get someone to help us develop the skills to succeed.
3. Build a community to support your ongoing success
Why do we have to drag winners from the Oscar podium? Because so many people helped them get there. Success isn't attained on our own.
Here are three ways you can create full engagement with your workers:
1. Attract, Train & Develop Great Bosses
The best job in the world becomes the job from hell if the boss isn't great. Build and develop engagement by developing leaders who tell the truth, praise people for their contributions and who continually develop talent to be the best they can be.
2. If you don't have full engagement, create an intervention
Check in with your own truth. If you don't have full engagement with your company, bring in help. Your business will realize more profit by addressing this issue head-on.
3. Develop an Employer Brand Identity
An employer brand is as important as the product or service brand of your business. The purpose of a brand is to create unshakable faith. If you develop an extraordinary and aspirational brand as an employer, people will want to become part of it. If you live up tothat brand, the competition will not be able to touch you.
________________________________________________________________________________________________________________
UPCOMING PROGRAMS
The Inspired Work Program:
People from all walks of life have used The Inspired Work Program to create across-the-board breakthroughs in their entire relationship
towards work. Two transformative days lead you to all of your options and give you the environment to make new choices. For most of us, work consumes most of our waking hours. The Inspired Work Program is so powerful, it will positively impact your entire life.
- April 9 & 10 (Los Angeles)
- April 16 & 17 (New York)
_________________________________________________________________________________________________________________
Inspired Presentations:
The one skill that is common to wildly success people is the ability to make a great presentation. Delivered by America's number one
presentation and media training company, Inspired Presentations will give you the skills to make comfortable and effective presentations
in front of a group or a camera. Participate in one day or both days. (Day One: Presentation Skills / Day Two: Media Training).
As of this printing, this program is half filled. Reserve your space today!
- May 21 & 22 (Los Angeles)
1801 Century Park East, 24th Floor
Los Angeles, CA 90067
P: (310) 277-4850
E: david@inspiredworkservices.com
http://www.inspiredworkservices.com/
Friday, March 12, 2010
Dianne Gubin on Increasing YOUR Value and Your Paycheck
One of my favorite career resources is Dianne Gubin,
She always share wide words and has many valuable connections.
Dianne is a woman who walks her talk and I highly recommend her firm. Patty DeDominic
Here are 5 Ways to Leverage Your Value in the Workplace
by Dianne Gubin
1) Make new friends. Join several professional networking groups in your industry.
2) Proactively develop and maintain a network of contacts outside of your core business. The best time to develop a professional network of people who will take your calls is before you need one.
3) Master your job to the expert level. Be known as the “go to” person. Be generous with your time and expertise.
4) Continue your education. Attend and finish college if you haven’t done so yet. For the duration of your career, take classes toward certifications and specializations, even if your company doesn’t pay for training.
5) If you’re seeking a position or greater status in your industry, attend the annual tradeshow in this space. Pay to play. Stay in the conference hotel, go to the seminars, and attend the gala dinner event. Be visible.
Most important, the connections you make and maintain today will be invaluable tomorrow.
Dianne Gubin & Associates
818.222.0300
http://www.diannegubin.com/
She always share wide words and has many valuable connections.
Dianne is a woman who walks her talk and I highly recommend her firm. Patty DeDominic
Here are 5 Ways to Leverage Your Value in the Workplace
by Dianne Gubin
1) Make new friends. Join several professional networking groups in your industry.
2) Proactively develop and maintain a network of contacts outside of your core business. The best time to develop a professional network of people who will take your calls is before you need one.
3) Master your job to the expert level. Be known as the “go to” person. Be generous with your time and expertise.
4) Continue your education. Attend and finish college if you haven’t done so yet. For the duration of your career, take classes toward certifications and specializations, even if your company doesn’t pay for training.
5) If you’re seeking a position or greater status in your industry, attend the annual tradeshow in this space. Pay to play. Stay in the conference hotel, go to the seminars, and attend the gala dinner event. Be visible.
Most important, the connections you make and maintain today will be invaluable tomorrow.
Dianne Gubin & Associates
818.222.0300
http://www.diannegubin.com/
Sunday, March 7, 2010
Leadership Tips from the International Women's Festival 2010
Emerging Leadership
By Dr. Astrid Sheil
At the 3rd Annual International Women's Festival Santa Barbara, California
The day has arrived and the Festival is a beehive of activity with women talking, learning, sharing, buying, and oh, did I mention talking? The energy is palpable in the convention hall. The opening plenary panel on leadership really delivered great information and tips on leadership to the attendees.
Betsy Berkhemer-Credaire, the president of National Association of Women Business Owners (NAWBO-California), which represents 1.4 million women entrepreneurs in the state of California, was the facilitator for the kick-off panel. Betsy, who has had a stellar career in public relations, executive search, and broadcasting, offered some powerful data from national research on women leaders and entrepreneurs. “All the data indicates our leadership is different from men,” she stated. “Women are more persuasive in their leadership. We use more nurturing ways to accomplish our goals. We are more willing to take risks and ignore the rules. There is a sense of optimism that women share.”
As Victoria Colligan, the founder of Ladies Who Launch, noted in her opening remarks, “There is no one way to do this, no one way to be successful. The best way to learn is to share our stories.” Victoria knows from which she speaks. As the founder of the first new media company to provide resources, inspiration and community to women entrepreneurs, Victoria has been instrumental in helping women realize their entrepreneurial dreams. Her advice to women, “Find someone to model. Find a mentor—someone who can help you collaborate and build relationships. This will help you move your business forward.”
Denita Willoughby, the vice president of AT&T, talked about how inspirational her mother has been throughout her life. Her first job in high school was as a bagger at Ralph’s Grocery store. Her mother told her, “No matter what you do, be the best you can be. If you approach it with passion and pride, you will be successful and doors will open for you.” Denita went on to be promoted quickly to several leadership positions before she even graduated from high school and later graduated from Harvard University. She is a mentor, a leader and member of the board of directors of the Los Angeles Area Chamber of Commerce.
Margo Day, vice president for small and midmarket solutions for Microsoft Corporation, told the crowd that the keys to success are having a passion for what you do, creating a strong brand, keeping your word, and being authentic with your customers. She said, “Be true to yourself and genuine with others. People will naturally gravitate to you and will want to follow you.”
The tips for successful leadership came fast and furiously. Betsy summed up the panelists’ comments by saying, “The gem of leadership is inside every woman. The key is finding it and getting others to recognize it.” To do this, she concluded, “Get involved, volunteer, and accept responsibility.”
Astrid Sheil, PhD is the president of Sheil & Associates, a public relations consultancy. She is also associate chair of the communication studies department at Cal State University San Bernardino, where she teaches public relations and social media. She is a member of the board of directors of the AndreSobel River of Life Foundation.
Thursday, February 25, 2010
Celebrating Women
Celebrating Women
International Women's Festival in California on March 5 & 6 2010
www.womensfestivals.org
See the article on whole life times and enter for a chance to win a ticket
for yourself and a friend! Men and women are invited for a wonderful day
of celebrating the accomplishments and the potential of women.
International Women's Festival in California on March 5 & 6 2010
www.womensfestivals.org
See the article on whole life times and enter for a chance to win a ticket
for yourself and a friend! Men and women are invited for a wonderful day
of celebrating the accomplishments and the potential of women.
Monday, February 22, 2010
Armando Estrada and his son .... Appreciate Workers
A beautiful message by Father and Son,
Denny and Armando Estrada
: APPRECIATE WORKERS
The article below is from an email my Dad sent to me.
I did not see the television program, but he always
told me to treat the people who we think have the
lowest skills with respect. As an Army officer, there
is a saying that, “you should never make your soldiers
do what you wouldn’t be willing to do yourself”.
I know my buddy Manny Gallegos and I were once Privates in the Army before we became officers. We knew first hand on what we liked and disliked about our officers when we were Privates and I feel that we became better officers and were respected by our enlisted members due to our experience and “compassion”. We had more respect from our subordinates than those that became officers straight from college. We got the respect from them because we demonstrated the interest for their welfare. We know that they had the power to either make us look good or bad and we never forgot this. I think that perhaps if the top managers could sit for a week and perform the work that they demand from us, they would get a new appreciation of what we do for them.
Denny Estrada
P.S. My Dad was brought up very poor and lived in the “skid row” area growing up.
As a kid, my siblings and I would always make fun of him, behind his back of course,
that he exaggerated his low income upbringing. Having worked and visited this cluster,
I am glad that he worked hard to prevent us from experiencing the hardships he had to
endure. I now have a deeper appreciation for his hard work and sacrifice he made to
provide his family a better standard of living. My Dad had his faults, but working hard
and demonstrating to us his work ethic was not one of them.
UNDER COVER BOSS:
02/22/2010 By Armando Estrada
Yesterday evening I watched a program on T.V. channel 2 titled “Undercover Boss”.
The President and CEO of a Company actually goes undercover and spends one week working as a new entry level employee for the Company. He does this at various Company locations without anyone at those locations knowing who he is. What the CEO discovers is what every CEO and management person should know – Front line employees, (those directly involved in doing the work), are the heart and soul of a Company and are a Company’s most valuable asset. A repeated comment of Sam Walton, WalMart’s founder was, “The person that can best tell you how to improve your Company is the stock clerk, cashier or even janitor; those on the front line of your Company.”
It’s tragic how this vital truth is almost totally ignored by too many Company CEO’s, management and supervision.
In my youth as I was striving to learn a trade, the doors to apprenticeship in most high paying trades were closed to me because of my minority Mexican nationality and the color of my skin. A friend got me into a slaughter house in Vernon, California as the “Bone Barrel Boy” on the grave yard shift. The people working grave yard were treated like “forgotten, non-existent no-bodies.” We were screamed at, cussed at and shown no appreciation or respect for the work that we did, (work that most people would not or could not do). A book title “The Jungle” by Upton Sinclair tells a harrowing but true story about the brutal treatment of workers at a slaughter house in 1906. I lived and went through “The Jungle.” This is why as a Human Resources Manager I treat workers with dignity, respect and an open mind, (especially production workers who work the grave yard shift).
There are many vital jobs that are carried out by committed workers who do their jobs from their heart more so than for the pay. We need to do everything possible to back, support and appreciate them. If we do this the positive results will be astounding.
In closing, workers who are confident because they are given ownership in their jobs, are properly trained, motivated, encouraged, supported, appreciated and work as a team will make even a poor system work like a fine tuned watch.
If you are in Los Angeles, please tune in to channel 2 Sunday at 9:00 P.M.
and watch “Undercover Boss.”
Friday, February 12, 2010
Go See Them In Person! Patty DeDominic on How to Nail the Job Offers
So You Want the Job Offer ............eh?
All the employment fundamentals continue their aftershocks of the 2009 Global Recession. Some have called this time Economic QuickSand and I am sadly beginning to agree with them.
All is not lost however. There are still some timeless techniques that can help you step out ahead of the competition even when there are hundreds of others emailing their resumes.
First, get a grip on the reality. It's a crowded job hunting market out there. Even for local jobs at just above minimum wage, there can be dozens of competitors applying for every opening. The better paying or jobs with highly coveted employers, when they do get advertised might get hundreds of responses and the employer has to sort through all the letters, resumes and autoresponses sent out by some of these career advisory services. Most employers can spot the resumes that are sent out on auto pilot however and most, if not all get rejected as non personalized unless the skill set needed is highly specialized and key words are used. So the advice I want to give you today is not for the rocket scientist...but for the everyday people who would like to work as part of a team, in an office or with a not for profit organization or government. Get proactive...and get on your walking shoes too!
Tap into the Hidden Job Market! Ask your friends for leads, referrals and introductions. The Hidden Job Market is alive and well. It's just that, hidden, those job leads or openings are rarely found on craig's list or in the newspapers or on other job boards. In the Hidden Job Market most jobs never get advertised.....they get filled by friends and friends of friends. That's where YOU'd like to get your warm job leads and introductions.....before the opening hits the internet!
Cultivate your "Pro-personal" Network (professional contacts you are integrating into your personal network) Having a large personal network of folks who have experience working with you is a real asset. That asset can be turned into one of your secret weapons in your job search tool kit. Today it seems that almost all business environments are looking more and more like the model of the entertainment industry where people survive from gig to gig!
We can't really fight this trend. And Hollywood has been surviving, some even thriving, in that type of "what have you done lately" environment for decades. It's tough...and definitely survival of the fittest but it works... just ask any working actor or celebrity today!
Your Good Will and last performance have a great deal to do with getting called back in the future.
This is a such a tough job market, that it will help you if you understand that the fruit will only go to the "survivors" of the smarter, swifter job hunters!
Job Banks, One Stops and recruiters will help all they can but you will have to take matters into your own hands....and into your own shoe leather!
Go and meet the employers and ASK FOR THE JOB IN PERSON. This time tested method has worked for hundreds of years. It is working in local neighborhoods today and it used to be the ONLY way people got jobs in years past.
YOUR part is to be relentless in following up on job leads and to meet as many people as YOU possibly can in person. They say “possession” is 9/10th of the law…and I have definitely seen people who show up getting the jobs.
It got me to offer someone a job just a few weeks ago..and it got me job offers decades ago.... so it is still a proven way to get employment.
So go meet with that person you called or emailed about the job you are dogging down. That might be a real long shot, but you just never know. S/he is probably buried in emails and people who want to get noticed, all who want a job. YOU GO THERE if you can..... and you show them that you can make it easy for them to hire YOU..... Perhaps s/he could use your skill set..... and s/he will gladly stop the hunt and accept YOUR OFFER to help. Try it.... it still works!
Patty DeDominic
Santa Barbara and Los Angeles based Coach for High Achieving professionals and organizations.
http://www.dedominic.com/
http://www.thenewnewworldofwork.com/
ps... if you would like a copy of the book shown above, Harry Says, Boss Talk Without the Warm Fuzzies, please write to me at patty@dedominic.com and put Harry says in the subject line. We will be happy to mail a copy to you in the USA for free if you ask for it before March 30, 2010. One book per person please as my supplies are limited. THX!
Sunday, February 7, 2010
Expert Patty DeDominic, Tips on Getting a Pay Raise in a Tough Economy
I am a career and executive Coach who owned a staffing firm and an executive placement business for over 25 years. You know my blog, http://www.thenewnewworldofwork.com/ and my consulting firm is DeDominic & Associates, located in Los Angeles and Santa Barbara California. We serve clients in the USA and around the world. http://www.dedominic.com/
DeDominic's Quick Tips on Getting the Raise in this Tough Economy
1. Prepare yourself and be ready to make your “business case” not your hardship case.
Sadly, no one is going to be able to pay you more just because your needs are greater, the price of gas is still through the roof or your relatives need an operation. There are over ten million Americans in that latter boat now…unemployed or severely underemployed and those reasons while being valid are not sufficient to get YOUR PAY and Respect levels raised.
2. Make an Appointment with your boss to discuss “business opportunities”. Try not to be coy, but don’t tell that you want a pay raise just yet. Let your boss know that you would like to talk about “our best opportunities” for creating more revenue or cutting costs as well as get some input on his or her perception of your performance. After you get the lay of the land with regard to their perception of your contributions and your “report card” you will be in a better position to ask for a salary adjustment. Note, I said Adjustment, not a raise.
3. At the 2nd or third meeting with your boss on the subjects suggested above, bring up your perspective (without going on the offensive or being on the defensive) about your Contributions to the value of the business or department.
4. Remember that getting a raise in 2010 and beyond is going to be more about “making contributions” and sharing in some of those opportunities than it is a cost of living increase or straight pay raise. Many salaries have been frozen in place for several years now and thousands of businesses have been able to hire new employees as 65-79% of the former starting salaries – so getting paid “like yesterday” is a thing of the past – for now.
Unfortunately it is no longer about how many hours you work…. Or how hard the work is, it is about your contributions to the margin….aka the profits or the reduction of expenses.
Employers in 2010 can only afford to pay for progress and contribution and no longer pay for loyalty or longevity.
5. After you have made a good case for the value of your contributions, ask for a PAY Adjustment to better reflect the contributions you are making and the results (you and your boss agree on) that have come due to your effectiveness and experience in your role. Chances are your boss has their “we are out of money” speech well practiced and they know how to put off an unprepared employee from asking for a raise….. but most supervisors, CEOs and executives know that it costs money to make money and INVESTMENTS is the people who really drive the revenue and the margins and costs for the business can pay off handsomely.
6. Don’t threaten to quit….but educate yourself and become aware of what the competition would be willing to pay for your talents and time. . If you know what the competition is and how you fit in to the bigger picture you automatically increase your value and your chances of getting the right kind of attention from your boss. You may not get your raise the first time you try this approach but you will eventually get better at it and you are likely to find yourself in the position of either getting more paid time off, increased responsibilities or opportunities and eventually a big pay increase If you cannot get the right pay raises where you are, it might pay off to do a little job shopping!
Following these tips will enable you to make a strong case for increased pay.
You will also make progress in understanding your own employer and their perspectives
and opinion of your contributions. Awareness and knowledge is valuable…… YOU can turn
Value into a bigger paycheck for yourself.
Patty DeDominic
DeDominic & Associates Coaches to High Achievers
www.thenewnewworldofwork.com
Patty De is past president of the National Association of Women Business Owners and the Los Angeles Area Chamber of Commerce and a veteran in the business of personnel placement. Her firms were national award winning staffing partner to such corporate giants as AT&T, USC, Children’s Hospitals, The American Red Cross, entrepreneurial businesses and governments. She has been trained in negotiations at Harvard University and got her Institutional Shareholders (ISS) Certification from UC Berkeley in 2008.
In 2006, the Los Angeles Business journal named DeDominic CEO of the Year at it’s annual Women Making A Difference Awards Luncheon
DeDominic's Quick Tips on Getting the Raise in this Tough Economy
1. Prepare yourself and be ready to make your “business case” not your hardship case.
Sadly, no one is going to be able to pay you more just because your needs are greater, the price of gas is still through the roof or your relatives need an operation. There are over ten million Americans in that latter boat now…unemployed or severely underemployed and those reasons while being valid are not sufficient to get YOUR PAY and Respect levels raised.
2. Make an Appointment with your boss to discuss “business opportunities”. Try not to be coy, but don’t tell that you want a pay raise just yet. Let your boss know that you would like to talk about “our best opportunities” for creating more revenue or cutting costs as well as get some input on his or her perception of your performance. After you get the lay of the land with regard to their perception of your contributions and your “report card” you will be in a better position to ask for a salary adjustment. Note, I said Adjustment, not a raise.
3. At the 2nd or third meeting with your boss on the subjects suggested above, bring up your perspective (without going on the offensive or being on the defensive) about your Contributions to the value of the business or department.
4. Remember that getting a raise in 2010 and beyond is going to be more about “making contributions” and sharing in some of those opportunities than it is a cost of living increase or straight pay raise. Many salaries have been frozen in place for several years now and thousands of businesses have been able to hire new employees as 65-79% of the former starting salaries – so getting paid “like yesterday” is a thing of the past – for now.
Unfortunately it is no longer about how many hours you work…. Or how hard the work is, it is about your contributions to the margin….aka the profits or the reduction of expenses.
Employers in 2010 can only afford to pay for progress and contribution and no longer pay for loyalty or longevity.
5. After you have made a good case for the value of your contributions, ask for a PAY Adjustment to better reflect the contributions you are making and the results (you and your boss agree on) that have come due to your effectiveness and experience in your role. Chances are your boss has their “we are out of money” speech well practiced and they know how to put off an unprepared employee from asking for a raise….. but most supervisors, CEOs and executives know that it costs money to make money and INVESTMENTS is the people who really drive the revenue and the margins and costs for the business can pay off handsomely.
6. Don’t threaten to quit….but educate yourself and become aware of what the competition would be willing to pay for your talents and time. . If you know what the competition is and how you fit in to the bigger picture you automatically increase your value and your chances of getting the right kind of attention from your boss. You may not get your raise the first time you try this approach but you will eventually get better at it and you are likely to find yourself in the position of either getting more paid time off, increased responsibilities or opportunities and eventually a big pay increase If you cannot get the right pay raises where you are, it might pay off to do a little job shopping!
Following these tips will enable you to make a strong case for increased pay.
You will also make progress in understanding your own employer and their perspectives
and opinion of your contributions. Awareness and knowledge is valuable…… YOU can turn
Value into a bigger paycheck for yourself.
Patty DeDominic
DeDominic & Associates Coaches to High Achievers
www.thenewnewworldofwork.com
Patty De is past president of the National Association of Women Business Owners and the Los Angeles Area Chamber of Commerce and a veteran in the business of personnel placement. Her firms were national award winning staffing partner to such corporate giants as AT&T, USC, Children’s Hospitals, The American Red Cross, entrepreneurial businesses and governments. She has been trained in negotiations at Harvard University and got her Institutional Shareholders (ISS) Certification from UC Berkeley in 2008.
In 2006, the Los Angeles Business journal named DeDominic CEO of the Year at it’s annual Women Making A Difference Awards Luncheon
Monday, February 1, 2010
Leadership Tip from Robert Whipple, MBA CPLP
Little known Leadership Tip
Maybe this leadership tip is in a book somewhere, but I have not run into it yet. There is a mistake that I have seen most leaders make multiple times and not realize the damage they are doing to their credibility. It has to do with the delicate time when a leader is assigned a new position and moves into a new area interfacing with different people. The first few days are critical and set the stage for how smoothly (or not) the transition goes. All signals sent during the first days and weeks are important as both the leader and the new constituents learn how to work together.
For illustration, let’s say our leader has just been promoted from the Printing Department into the Assembly Department. The new job is in a new physical area and has a different set of people involved. The old leader has retired and left the scene, and our new leader has just brought in the first few boxes of possessions to set up his office. He is cordial to everyone and believes he is off to a great start. This is an important job for the new leader, and he wants to carry on the fine team enthusiasm he was able to accomplish in the Printing Department.
During the first couple days, he attends the normal production meetings. He frequently mentions how delighted he is to now be working in the Assembly Department. When a manager is discussing a safety issue, the new leader offers something like this, “We had the same problem over in the Printing Department, and what we did was set up a sub-team to come up with some excellent recommendations. That saved a lot of time because it could be done off line by a small group rather than have a bunch of meetings with everyone present.” People in the meeting listened intently and nodded appreciatively that there was a fresh idea.
The next day, the leader was discussing the financial closing information and seemed a little uncomfortable. He said, “In the Printing Department we always just showed the data in chart form so everyone could grasp the information easily.” Two hours later he was saying “In the Printing area we had special monitors to ensure the place was cleaned up well before we went home.” You get the idea.
All of the ideas and policies our new leader brought up during the first two weeks were logical and helpful. Nobody in the organization would dare question why they should do these things that the leader brought from the Printing Department. However, by the end of two weeks, this new leader was so far behind the eight ball emotionally with people that it would take nearly a year to get people to really respect and trust him. Why? He was just too forthright with his innocent suggestions for improvements based on his experience in the prior job.
There is an antidote to this common problem. When I would promote or move a manager, I would ask him or her to refer to the prior job only one time in public. Once that chit was played, I suggested the new leader refrain from other references for at least 2 months. This gave the new leader the opportunity to appreciate the good things that were being done in the new area before giving a lot of suggestions for them to be more like his old area. The people never knew the difference; they just seemed to like the new guy quite a lot.
Robert Whipple MBA, CPLP
CEO Leadergrow, Inc.
"The TRUST Ambassador"
585-392-7763
E-mail bwhipple@leadergrow.com
BLOG www.thetrustambassador.com
Website www.leadergrow.com
Maybe this leadership tip is in a book somewhere, but I have not run into it yet. There is a mistake that I have seen most leaders make multiple times and not realize the damage they are doing to their credibility. It has to do with the delicate time when a leader is assigned a new position and moves into a new area interfacing with different people. The first few days are critical and set the stage for how smoothly (or not) the transition goes. All signals sent during the first days and weeks are important as both the leader and the new constituents learn how to work together.
For illustration, let’s say our leader has just been promoted from the Printing Department into the Assembly Department. The new job is in a new physical area and has a different set of people involved. The old leader has retired and left the scene, and our new leader has just brought in the first few boxes of possessions to set up his office. He is cordial to everyone and believes he is off to a great start. This is an important job for the new leader, and he wants to carry on the fine team enthusiasm he was able to accomplish in the Printing Department.
During the first couple days, he attends the normal production meetings. He frequently mentions how delighted he is to now be working in the Assembly Department. When a manager is discussing a safety issue, the new leader offers something like this, “We had the same problem over in the Printing Department, and what we did was set up a sub-team to come up with some excellent recommendations. That saved a lot of time because it could be done off line by a small group rather than have a bunch of meetings with everyone present.” People in the meeting listened intently and nodded appreciatively that there was a fresh idea.
The next day, the leader was discussing the financial closing information and seemed a little uncomfortable. He said, “In the Printing Department we always just showed the data in chart form so everyone could grasp the information easily.” Two hours later he was saying “In the Printing area we had special monitors to ensure the place was cleaned up well before we went home.” You get the idea.
All of the ideas and policies our new leader brought up during the first two weeks were logical and helpful. Nobody in the organization would dare question why they should do these things that the leader brought from the Printing Department. However, by the end of two weeks, this new leader was so far behind the eight ball emotionally with people that it would take nearly a year to get people to really respect and trust him. Why? He was just too forthright with his innocent suggestions for improvements based on his experience in the prior job.
There is an antidote to this common problem. When I would promote or move a manager, I would ask him or her to refer to the prior job only one time in public. Once that chit was played, I suggested the new leader refrain from other references for at least 2 months. This gave the new leader the opportunity to appreciate the good things that were being done in the new area before giving a lot of suggestions for them to be more like his old area. The people never knew the difference; they just seemed to like the new guy quite a lot.
Robert Whipple MBA, CPLP
CEO Leadergrow, Inc.
"The TRUST Ambassador"
585-392-7763
E-mail bwhipple@leadergrow.com
BLOG www.thetrustambassador.com
Website www.leadergrow.com
Subscribe to:
Posts (Atom)