9 Things You Must Do Now if You are Out of Work by Suzanne Stanford

You Just Lost Your Job!

The 9 Things You Must Do Now If You’re Out Of Work

By
Suzanne Stanford
sstanfordk@gmail.com

It’s a terrible thing to be out of work and struggle to support yourself or your family but you’re not alone.  According to the August report from the Bureau of Labor Statistics, 14.9 million Americans are jobless. 6.2 million, or 42%, have been out of work for 6 months or more.  The “Land of the Brave” and the “Home of the Free” is taking a beating right now.  There are things we can do however to mitigate our loss, bounce back, and create a secure future.

#1.  EMBRACE THE “IT’S THEIR LOSS” ATTITUDE:  As hard as it may be, bless the boss that let you go!  He or she just let an amazing and talented person, “You”, go, and despite all scenarios, you will be missed.  So, in effect, they need your blessings.  Give it to them.  It will serve your psyche in the long run.  Take the high road!  You are now “free” to re-evaluate your goals and objectives for your life.  Is it scary to be jobless in these economic times?  Absolutely.  Is it the end of the world?  Not even close.  You are your biggest asset.  You are valuable.  Embrace the future of new and exciting possibilities, whether it’s working in the same field or charting a new path.

#2.  THANK GOD or Whomever your “Higher Power” is:  Be grateful that you are who you are and that you live in America.  Know that you are a unique, one-of-a-kind amazing being.  You are not defined by your past, your age or your circumstances.  Rather, you make the “choice” to define yourself!  You can choose to stay the same as you are, improve yourself or your skills or change direction entirely.  Your talents and gifts are priceless.  Thankfully, we live in a country that guarantees us “life, liberty, and the pursuit of happiness”.  The key is, we need to make it happen.  Despite America’s shortcomings, you don’t see people rowing away from our shores. Life is not a “dress rehearsal”.  Every day is an Opening Night and you can make it a Smash Hit!

#3.  GIVE YOURSELF 48 HOURS OF “ME” TIME:  Starting on the day after you’ve been laid off, downsized, or fired, allow yourself 2 days to grieve. 
On Day 1:  Cry, get mad, feel sorry for yourself, rant to your friends.  If you’re an emotional eater, binge on your favorite foods for a day.  Whatever you need to do to get over the emotional hurt, shock, feelings of unfairness, or fear, do it!  But do it for just 1 day. 
On Day 2:  Have fun!  Don’t get caught up in thoughts of doom, gloom or anger.  If you find yourself slipping into that, re-read #1.  Spend the day doing whatever it is that you have wanted to do but didn’t have the time because of work.  It can be anything from spending a day with your family, getting together with your friends, or learning something new that you’ve always wanted to try.  Whatever it is that will give your mind a rest in the spirit of play and involves people, do it! Don’t give in to negative thoughts!  The result of this exercise is to re-charge your emotional batteries. If you’ve already been out of work for a while, then you can either include this step or just skip to #3.

#3.  SELF ASSESSMENT:  Take an empty spiral notebook and on the first page, write “My Job”.  Then, draw a vertical line down the center of the page.  On the left side, write everything you like or liked about your former job or career.  Be sure to include a category of responsibilities you like to do; regardless of whether you’ve been in charge of that task before or even if you’ve never been involved but think you’d be an asset if given the chance.  On the right side, write everything you don’t or didn’t like.   This will help give you clarity as you think about your next job move in terms of the responsibilities and environment in which you’d like to work.  

#4.  IDENTIFY YOUR IDEAL JOB:  On the next page, write at the top “If money were not an issue, this is what I would I like to do?”  In a stream of consciousness, without considering your educational background or training, write down what job you would absolutely love to do.  Do not consider the money that the particular job or career typically offers.  This is to find your PASSION.  If you come up with different jobs, then put each one on their own piece of paper.  Again, draw a vertical line down the center of the page and on the left side, write down everything you like, or think you’d like about this job or profession.  Ideas of things you might include are:  not an office job, less business travel, like working with start-up companies, can work more independently, etc.  If you’re happy with your current job or career, write down what you like about it. On the right side, list the things about that job or profession that you don’t like.    Now, review your lists.  This should provide a description of your “ideal” job and some direction in finding it.

#5.  ACTION PLAN:  If you’ve come up with a job that is a departure from the one you’ve already been doing, before jumping in head first and spending money on school, consider seeking someone out who already has that job.  Ask for a brief “informational interview”.   If the person likes you, you may get an opportunity to observe them or their staff at work, or you can offer your services for free as an unpaid intern.  Volunteering, whether at a job you’d like to explore, or even just for charity, often leads to wonderful and unexpected opportunities. 

If you’re looking for a job in your existing field, let colleagues know that you’re available.  Then go through the business cards you’ve collected along your employment journey.  People want to be in business with people they know, like, and trust.  Networking is the key to the “hidden” job market.  One of the great things about email is that it’s not obtrusive.  You can quickly shoot someone a “’just catching up” note and voila!  You’re connected.    Also, make sure you’re on the main social networking websites such as LinkedIn and FaceBook.  You may find that your circle of influence is a hotbed of job leads.

#6.  RESUME:  Job hunting is all online – meaning that software programs, not people, are the initial gate keepers in selecting your resume to be read by a living, breathing person who can bring you in for an interview. As for writing your resume, you might want to consider hiring a certified resume writer, as they’re often connected with online recruiters and can offer targeted online exposure for you. If you don’t want to spend the money which can range from approximately $299 to more than $1,000, you should review a recent resume writing book before getting started. There are formatting specifics that must be followed or your resume will not make it through the screening process.  The key is to get “in the game” as quickly as possible. 

#7.  UNEMPLOYMENT DOES NOT MEAN YOU HAVE MORE VACATION DAYS:  While you may not have an office to be at, or a boss to report to, IT IS IMPERATIVE, that you treat Monday through Friday as work days that are defined by “usual” work hours.  The temptation exists to get caught up in the daily routine of chores or extra activities, but resist it.  Remember, your time is money regardless of whether or not you’re getting a paycheck.  The two hours you took to lunch with your friend may have been the exact time when “the person you thought about calling” just filled a job that needed your skills.  

#8.  IF YOU NEED MONEY NOW:  Don’t be attached to your “stuff”.  Look around your house and see what you can sell either at a garage sale or online.  Even if you make a few hundred dollars, it is more than you had before.  There are also opportunities for online work at home.  First, “beware” of scams.  Never pay for any opportunity to make money for another company.  There are however opportunities to start your own business which does cost money, takes consistent and dedicated time, and there’s no such thing as “get rich quick with little or no work or training!”  As for work at home jobs provided by companies, the following are just some of many legitimate resources.  Some of these also provide benefits and your employment contract is much like one with a traditional offline business.  www.associatedcontent.com, www.elance.com, www.justanswer.com, www.alpineaccess.com, www.workingsolutions.com, www.etsy.com, www.artfire.com, www.oncallnursing.com, www.fonemed.com, 

#9.  DON’T GET DISCOURAGED:  Know that looking for a job is “often” harder work than actually working at a job.  Nutrition is also vitally important during this time.  Fuel your body with healthy food and regular exercise, even if it’s just taking a walk around the neighborhood for thirty minutes. Stimulating your endorphins helps to promote a positive attitude, self esteem, and confidence – qualities you need to land that perfect job. 

Suzanne Stanford
sstanfordk@gmail.com

Editor's note:

Ms. Stanford is an award winning, internationally known speaker and expert on Internet Safety and innovative education tools and systems.    You can comment below or write directly to her at sstanfordk@gmail.com     

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Robert Whipple Offers Tips on Email Opening Lines

E-mail Openings – Make Them Work

By Robert T. Whipple MBA CPLP





Humans have the ability to synthesize data with incredible precision. In his book, Blink, Malcolm Gladwell describes how human beings can form accurate impressions of situations and people based on just a tiny amount of data. Gladwell calls this “thin slicing,” which is the ability to sort out germane factors from a large array of data with lightning speed.  Let’s look at the first few words of some example e-mail notes and see  how people are likely to react to them.



• “Hi Alan” This is a friendly and neutral salutation that puts the reader in a happy place. Why? You have used the most important word in your reader’s vocabulary. You used his name along with the happy word, “Hi.” After those two words, your reader is subconsciously saying to himself, “This is going to be a nice note.”



• “Alan” Here you use his favorite word again, but without the word “Hi” or “Greetings,” your note starts out on a sober, stern, or businesslike note. Your reader is wondering whether he is going to get chewed out or get a raise.



• “So Alan” This is an alarming opening to an e-mail. The reader will instinctively cringe before even reading the third word. This is going to be rough. Either Alan has previously written something to upset you, or you have a serious question about something he has done.



• No name or greeting Here you have lost an excellent opportunity to start your note with a polite greeting. Alan will usually not miss it on a conscious level, but he will be wary about the contents of your note until he reads further. Without the name as a courteous salutation, the first couple words will set the tone for better or worse. If you start with “Once again…” you are signaling that Alan is in trouble unless he knows you are thrilled with his most recent performance. At worst this is a trust withdrawal, and at best you have missed the opportunity for a trust deposit.



• “You dummy” There is no mistaking the tone of this greeting. Alan is going to put on his flack jacket before reading this note.



• “Bless you, Alan” This is the kind of note Alan will print out and put on his wall or take home to show his wife.



The words used to begin a note are the first “thin slice” of the tone for the entire e-mail. Make sure you get started on the right track. There is momentum when reading notes. If the reader starts out in a good frame of mind, things go more smoothly. If the opening is abrupt, curt, or is a blatant trust withdrawal, it will take a lot of honey in the rest of the note to make up for it.

It is like the difference between a conventional photograph and a hologram. If you take a photograph and cut out just a tiny piece of it, you will have only the data represented by that piece. If you cut out a tiny piece of a hologram and hold that piece up to the light, you will be able to see the entire image, only with less resolution than the larger hologram. Humans work the same way. If you have an entire note, you can study it and reveal great detail, but people can sense the body language in just a few words. The first few words of an e-mail are especially important. Let me share an extreme example for clarity.

It is the first day of an online class. None of the students know each other yet. Allison is responding to a question about whether leaders are made or born. Here is a short section of her note:



• Allison writes: “I really do not believe there is any such thing as a natural-born leader. I believe that leadership is an acquired skill and can be improved constantly. When I was seventeen, I was promoted to shift manager. I was not a good leader to say the least.”



Another student (Roger, who has not yet exchanged notes with Allison) replied to her note as follows:



• Roger writes: “Allison wake up!!! How many seventeen-year-old kids are asked to be a manager??”



The note goes on, but for purposes of this illustration, these few words are all that is required. I believe Allison had Roger pegged after the first three words, and probably did not even read the rest of his note. If she did read it, she heavily discounted the information. To her credit, she did not take the bait and fire back a strong rebuttal. She just pretended the note never happened, which is a good strategy in a case like this.

Roger’s note was a blatant example of starting out in a way that completely alienates the other person. Usually the damage is more subtle, but the impact is similar. Here is another example of a note that begins poorly:



• “I really think you should be careful when you write, ‘people like you’ in a note. It tends to peg you as a bigot or someone who likes to put people in boxes.”



The first five words, “I really think you should,” give away the body language before the real content of the message is reached. After the opening phrase, the reader is prepared to get a lecture and reacts accordingly. Here is another version of the same message with a more constructive opening:



• “That was an insightful note. One possible upgrade is to avoid the phrase ‘people like you,’ because some people might find that offensive.”



The reader is more likely to absorb and heed the advice in the second note based on how it starts.

##

The preceding information was adapted from the book
 Understanding E-Body Language: Building Trust Online, by Robert Whipple.
 It is available on www.leadergrow.com.



Robert Whipple is also the author of The TRUST Factor: Advanced Leadership for Professionals, and Leading with Trust is like Sailing Downwind. Bob consults and speaks on these and other leadership topics. He is CEO of Leadergrow Inc. a company dedicated to growing leaders. Contact Bob at bwhipple@leadergrow.com

Joy Chen on Mentors Value

Find Mentors to Spur Your Career
Joy Chen



People often scratch their heads and wonder how I was appointed Deputy Mayor at age 31, just 10 years after graduating from college and moving to Los Angeles where I knew no one. I can understand their surprise. After all, I’m a child of immigrants who struggled to learn English and to fit in. I’m perhaps slightly above-average in some areas – intelligence, looks, talents – while below-average in other areas, such as height and weight.

Great mentors were important to my journey. This is a story of one of my mentors, and how to develop mentors for yourself.

When I graduated from Duke in 1991, I was drawn to Los Angeles by its glamour and good weather.


How I found my greatest mentor:

Shortly after arriving, I signed up for an Asian Pacific Women’s Network event. There, I met a woman who later invited me out with her neighbor, a lobbyist named Maureen Kindel. In America, while mayors and governors rotate in and out of office, “kingmakers” like Maureen help decide who gets elected to what position. Behind the scenes, they pull the strings that make government run.

Maureen embraced me into her life, and over time, I became known as “Maureen’s Chinese daughter.” She loved to entertain, but hated sending out invitations and organizing the events. So I jumped in, helping her with the details while she played hostess par excellence. Our Saturday night dinner parties and poker nights were legendary among California’s business and political leaders.

From Maureen, I learned how to connect with people of diverse backgrounds. Maureen is one of the world’s most artful, generous, lively and charming personalities. She’s a voracious learner and can converse on any subject. She understands power and how to wield it.

Maureen continues to surprise, delight and attract many, men as well as women. A few years ago when she turned 70, she sat before her birthday cake and said “The only thing that surprises me at age 70 is … that I am still SUCH a FOX!” She has not stopped. She’s returned to school and is now working on her doctorate in education. When you and I are her age, may we all share her capacity for joy and learning.

To cultivate a mentor, become an indispensable assistant


When I think about our mentoring relationship, I’m reminded of the wise words of another close friend, Joel Kurtzman, who is one of the world’s top business strategists and a former Editor-in-Chief of the Harvard Business Review. Joel says that most highly successful people have been blessed with mentors, and the way to develop someone as a mentor is to become his or her “indispensable assistant.”

To mentor you, someone need not to be as powerful and distinctive as Maureen. He or she just needs to be someone from whom you can learn, and in fact, you can learn from everyone. When you find someone you’d like to have as a mentor, find a way to become an indispensable assistant.

Find virtual mentors online

Meanwhile, study remarkable people from afar. The WWW is an incredible resource which did not exist when I was starting out in my career. Marketer Hajj Flemings points out that many outstanding people mentor millions virtually:

When was the last time you read a blog post or followed someone on Twitter and the light went on for you? … These brief points of interaction can be as impactful as spending 3 or 4 hours with a person in a face-to-face mentoring session.

In this way, I have developed many online mentors whom I’ve never met. I follow a wide range of people, including: philanthropist Bill Gates, technology leaders Robert Scoble and Guy Kawasaki, marketing leader Seth Godin, economist Tyler Cowen, NY Times columnist Tom Friedman, GE’s Jack Welch, Google CEO Eric Schmidt, venture capitalist Vinod Khosla, and media moguls Oprah and Martha Stewart. I try to retweet the tweets that I find most helpful, so if you want to see those, you can follow me at @globalrencai.

If you’d like to share your own list of great people to follow, on Twitter, Renren, SINA or other resources, please post them in the Comments section of this blog post.

Having had such great mentors, I now am blessed with the chance to give back. I can’t fill all the requests for personal mentoring which I receive, so I started this blog, to help virtually mentor the millions of young Chinese who will build the future of China and by extension shape our world. To help with this, I’ve just hired a small team of elite Communications student interns from USC. Here at www.GlobalRenCai.com, we look forward to expanding our range of information, videos, interviews and other resources to help accelerate your career. So if you’d like to take advantage of this, subscribe your email address above if you haven’t already.

Potential Mentors are Everywhere

Every highly successful person I’ve met has had mentors and heroes who inspired their own greatness. Find mentors who can serve as role models for you. They are all around you, in person and online.

*

I welcome your comment, in English or Chinese, on the Chinese version of this blog post, which is here.


GlobalRenCai is a blog and community for all the world's talented, ambitious, exceptional young Chinese talent. It is hosted by Joy Chen, a Chinese-American former Deputy Mayor of Los Angeles who now works as a corporate head-hunter, finding U.S.-based CEOs and other talent for successful global companies.



Visit us at www.globalrencai.com

Follow on Twitter @globalrencai

Follow on SINA Microblog at: http://t.sina.com.cn/globalrencai

Patty DeDominic on Staying the Course, It Might Not Be Age Discrimination

It Might Not be your AGE….     


Your problem is probably not age discrimination....You may be giving up too soon.        

Over the past year many people, on both ends of the age scale have told me they think they might have an issue with age discrimination.     Both college "kids" and "senior citizens" have told me this when describing their difficulties in getting that great job offer.   No question that age discrimination does exist.    So if you have been a victim I offer my sympathy, but  there is no reason for you to be limited by that.  There really ARE enough opportunities out there for those who will keep making the effort.   No doubt it will take tenacity and creativity...as well as a thick
skin.   

Debbie Gregory's  95 year old uncle who is still working.   
There has been a news segment about him and it has been nominated for an Emmy.
http://today.msnbc.msn.com/id/34382597/ns/today-today_people/
God Bless him, he is working as a greeter at Walmart and he seems to be having a grand time.


The Case of the  Mysterious Banker.......

I was recently contacted by a well meaning friend of a former banker. the banker has been trying for months to get a new job replacing her former occupation in one of the banks in town which she had not yet worked for.    Still no offers.....    Could she have a discrimination claim?     Could I please review the resume and offer suggestions on anything this person might be doing wrong on her resume.   The resume was well done and listed a number of impressive banks in the woman's home town. 

This business development and relationship banker has had a series of jobs in banking over the past 20++ years, sometimes even winning awards and occasionally getting promoted. The banker friend was worried that Age Discrimination was her problem and after reviewing the resume, I realized the  woman had a pattern of leaving her job at 2-4 year intervals.  (boredom? burn out?)

I said, Your friend has a three year track record, (unless these are acquired banks)

She gets hired.
She wins awards
Then… what happens……. She loses steam? She gets laid off.   It is quite possible she
has just run her course in this profession and it is time to make the most of it and move on.

After a little added analysis,   I think her "pattern" has simply caught up with her and it might be time to look for a parallel occupation out of banking.  If she is willing to go outside her comfort zone and seek a job in another field she might be able to put her skills and experience to even more rewarding work.  

 Where can she can build on her vast contacts and experience in the business development and  banking world?   A great place in need in today's "new economy" is the non profit sector who generally LOVES former bankers.    Another  example of a job that might work with this experience might be  Selling to Banks or bankers.   Given that the woman had business development experience, I encouraged her to consider expanding her job search outside of banking and  look into non profit organizations.

Sometimes going into allied fields allows people to “start over.”

If you are a former banker here are a few things to consider:
Particularly if you have business development experience,  perhaps fundraising for charities will be a good career move.

Or….. household finance?

Or prepaid legal?  Or promoting related professionals or firms of pros,  like CPA's or Law Firms.

Or business development for a finance company/ business factor?


You can leverage Your Track record and get out of the insiders whispers by trying that parallel universe.  Make the most out of your decades long investment and go out there and find something that will generate some new excitement in your brain and your heart in the coming years.




Reputation…… is key.
It is NOT what people say about you always… sometimes it is what they won’t or don’t say.  
Patty DeDominic, Coach to High Achievers

Happy Job hunting.... and please feel free to comment or offer your own experience or
job leads here!

Own the Whole Project by Patty DeDominic

"It' s not my job"      
Years ago...... there was a joke going around and lots of people thought it was funny
to proclaim that some (or almost every) aspect of their messed up corporate job was not their problem.   As a coach to boards of directors and company president's as well as successful entrepreneurs,    I am hearing more and more employers wishing that their staff would indeed "own the whole project"   or at least act like they understand that their work in part of a bigger picture.

Please... job seekers and those wondering when your next raise is coming. 
 Hear this advice:
Act as if you owned the company.  

Without "taking over" or becoming bossy, please take a look and try to understand
how your part of the project fits into the whole.       Please use caution and try never to
delegate back to your boss or sit and wait for added instructions before you can move a
project forward.  If you aren't sure what to do next,  please ASK.

Do not ever utter those words   "It's not my job"..... because your job may indeed hinge on
your being able to see the bigger picture and helping to make a difference beyond tasks you
may have been assigned.

Try it.....  You might like it!

Patty DeDominic
Coach to High Achieving Professionals.
http://www.dedominic.com/     

Veteran and Military Business Owners Association launched in California

VAMBOA – VETERAN AND MILITARY BUSINESS OWNERS ANNOUNCES NEW TRADE ASSOCIATION





Simi Valley, California (July 15, 2010)—A new non-profit trade association to ensure the development, growth and prosperity of Veteran Owned Businesses, Service Disabled Veteran Owned Businesses (SDVOB) and Military Businesses of all sizes worldwide has been launched under the name of VAMBOA.org ,Veteran and Military Business Owners Association. VAMBOA will serve the needs of the veteran and military business communities by uniting veteran and military business owners for collaboration, connections and contracts with both private corporations and government agencies.



VAMBOA was founded by Patty DeDominic, CEO of DeDominic & Associates and the former national President of NAWBO, the National Association of Women Business Owners and Debbie Gregory, CEO of MilitaryConnection.com. Patty DeDominic brings a wealth of experience leading associations of large and small businesses. Debbie Gregory has years of successful interaction with the military and veteran communities and is dedicated to those who serve, past and present.



One major area of focus for VAMBOA is connecting veteran and military business owners with the private sector and corporations that want to use their goods and services. VAMBOA also provides networking, collaboration, mentoring, education, certification and advocacy.



“VAMBOA's "Vet Owned" seal symbolizes the talent, dedication, leadership, courage and ingenuity of these special Americans who currently serve or have served in America’s Armed Forces and have a business, large or small,” said DeDominic. “VAMBOA offers a multitude of resources and services to its members but does not charge any dues.”

Gregory added, “VAMBOA is proud to have Amgen as one of our first sponsors. Amgen is a company that embraces and supports diversity suppliers. VAMBOA commends Amgen for their support and their efforts to reach out to Veteran and Military Business Owners.” Amgen is also a Gold Sponsor at the 6th Annual National Veteran Small Business Conference & Expo in Las Vegas. VAMBOA’s corporate sponsors will gain visibility to this audience and provide valuable mentorship.

For more information on VAMBOA, building success for Veteran and Military Owned Businesses, one connection at a time, please go to http://www.vamboa.org/. You have honorably served our nation. VAMBOA is here to serve you and be your voice.

Robert Whipple, Leadergrow Inc on Creating Meaning

Leaders Create Meaning

by Robert Whipple: MBA, CPLP



Too many people go to work each day in a zombie-like state where they go through the motions all day and try to stay out of trouble with the boss. Work life is a meaningless array of busywork foisted upon them by the clueless morons who run the place. They hate the environment and intensely dislike their co-workers. Their suffering is tolerated only because there is no viable option for them to survive. What a pity that anyone would spend even a single day on this earth in such a hopeless atmosphere.

We can fault the individuals who allow themselves to be trapped in this way, but I believe the environment created by leaders has a great deal to do with this malaise. Reason: if you put these same individuals in an environment of trust and challenge, nearly all of them would quickly rise up to become happy and productive workers. It is essential that each individual in the workforce find real meaning in the work being done, and the responsibility is on leaders to make that happen.

Some good research into this conundrum was presented by Viktor Frankl a half century ago in his famous book, Man's Search for Meaning. Frankl posits that it "is a peculiarity of man that he must have something significant yet to do in his life, for that is what gives meaning to life." He discovered this universally human trait while surviving the most horrible of life conditions in the Auschwitz Concentration Camp. One cannot imagine a more oppressive environment, but believe it or not, many people at work feel like they are in a kind of concentration camp. The antidote is for leaders to create something significant yet to do.

Dave and Wendy Ulrich, co-authors of The Why of Work put it this way. "In organizations, meaning and abundance are more about what we do with what we have than about what we have to begin with." They point out that workers are in some ways like volunteers who can choose where they allocate their time and energy. For their own peace and health, it is imperative that workers feel connected to the meaning of their work.

What can leaders do to ensure the maximum number of people have a sense of purpose and meaning in their work? Here are a dozen ideas that can help.



1. Create a positive vision of the future. Vision is critical because without it people see no sense of direction for their work. If we have a common goal, then it is possible to actually get excited about the future.

2. Generate trust. Trust is the glue that holds people together in a framework of positive purpose. Without trust, we are just playing games with each other hoping to get through the day unscathed. The most significant way leaders help create trust is by rewarding candor, which is accomplished by not punishing people for speaking their truth.

3. Build morale the right way. This means not trying to motivate people by adding hygiene factors like picnics, bonuses, or hat days. Motivate people by treating them with respect and giving them autonomy. Leaders do not motivate people, rather they create the environment where people decide whether to become motivated. This sounds like doubletalk, but it is a powerful message most leaders do not understand.

4. Recognize and celebrate excellence. Reinforcement is the most powerful tool leaders have for changing behavior. Leaders need to learn how to reinforce well and avoid the mine-field of reinforcement mistakes that are easy to make.

5. Treat people right. In most cases focusing on the Golden Rule works well. In some extreme cases the Golden Rule will not be wise because not all individuals want to be treated the same way. Use of the Platinum Rule (Treat others the way they would like to be treated) is helpful as long as it is not taken to a literal extreme.

6. Communicate more and better. People have an unquenchable thirst for information. Lack of communication is the most often mentioned grievance in any organization. Get some good training on how to communicate in all modes and practice all the time.

7. Unleash maximum discretionary effort in people. People give effort to the organization out of choice, not out of duty. Understand what drives individuals to make a contribution and be sure to provide that element daily. Do not try to apply the same techniques to all individuals or all situations.

8. Have high ethical and moral standards. Operate from a set of values and make sure people know why those values are important. Leaders need to always live their values.

9. Lead change well. Change processes are in play in every organization daily, yet most leaders are poor at managing change. Study the techniques of successful change so people do not become confused and disoriented.

10. Challenge people and set high expectations. People will rise to a challenge if it is properly presented and managed. Challenged individuals are people who have found meaning in their work.

11. Operate with high Emotional Intelligence. The ability to work well with people, upward, sideways, and downward allows things to work smoothly. Without Emotional Intelligence, leaders do not have the ability to transform intentions into meaning within people.

12. Build High Performing Teams. A sense of purpose is enhanced if there is a kind of peer pressure brought on by good teamwork. Foster great togetherness of teams so people will relate to their tasks instinctively.

This is a substantial list of items, but most of them are common sense. Unfortunately they are not common practice in most organizations. If you want to have people rise to their level of potential, they must all have a sense of meaning. To accomplish that, focus on the above items, and see a remarkable transformation in your organization.





Bob Whipple is CEO of Leadergrow, Inc. an organization dedicated to growing leaders. He can be reached at bwhipple@leadergrow.com 585-392-7763. Website www.leadergrow.com BLOG www.thetrustambassador.com He is author of the following books: The Trust Factor: Advanced Leadership for Professionals, Understanding E-Body Language: Building Trust Online, and Leading with Trust is Like Sailing Downwind

Mary Schnack, Tips on Crisis Communications for Leaders

PR Tips


Crisis Communications     



Whether you are part of a large corporation or a small family business, no one is exempt from a crisis.
 Crises appear in the news all the time and small businesses are often the victim-business loss due to arson, product tampering, someone getting hurt on your premises, or a sexual harassment lawsuit.



If something were to happen at your place of business, would you be prepared? It's too late to develop a crisis communications plan once the crisis hits. You need to have a plan in place with professionals "on call," and know how to communicate both internally and to the media.

Tips:

1. Appoint a crisis communications "team" and develop a crisis communications plan.

2. Having an on-going public and community relations program with pre-existing, positive relationships with the media and your community will help minimize the impact of many crises.

3. During a crisis, don't forget to communicate to your internal audience -- your employees, investors/shareholders, clients, community contacts and colleagues.

4. Be honest about what's going on. Provide as much information as you can and tell the truth!

5. Simple media training in advance is not only a good precautionary step, but can also be fun!

6. Develop message points that communicate the essence of your business, your concern, and your responsive actions.

7. Besides news releases and websites, use other inexpensive ways to get your messages out: Twitter, Facebook, e-mail, messages on voice mail - or the tried and true touch of personally calling people.

The key to the entire concept is to have the plan in advance. Don't let a crisis turn into a disaster.


"Public relations is a long-term commitment to outreach, and ultimately, your public image."



- Mary Schnack, President, Mary Schnack & Associates

www.MarySchnack.com.MEDIA TIPS

David Harder A GREAT AGE

THE GREAT AGE  
David Harder




My greatest fear in today's economic landscape is that too many American workers will give up their hopes, dreams and aspirations. A recent Towers Watson survey indicates that over 70% of American workers are hunkering down and planning to stick to their old jobs. That same reputable firm put out figures that over 80% of our workers don't like their jobs! By lowering our personal expectations, we also lower the productivity, innovations and standards of the workplace. There will be many essays to come on this topic. Let's take one selection at a time.



In the months ahead, let's examine a few of the myths / beliefs that get in the way of career/work/employment satisfaction. Some of us are holding onto mediocre jobs because we believe we're too old to change. Some of us end up in that terrible place because when we were kids, we went for, "it's just a job." Now we are fifty and sixty and we need to change! What happens to those kids that pursued their dreams? What happens when they make it to the top? Do they quit for mandatory retirement? Broadcast journalism has certainly been accused of ageism. Let's look at the evidence:

Morley Safer - 79 Morley is an integral part of 60 Minutes for decades. At almost 80, we still find Mr. Safer in flack jackets in the battlefield with a childlike curiosity that makes him such an interesting journalist to watch.

Diane Sawyer - 64 America's class act! How many women become world news anchors in their sixties and boost the ratings?

Barbara Walters - 80 She will be holding the mike when asking, "How do you feel about the end of the world?"
Christian Amanpour - 52 Yes, in this crowd, 52 is a toddler, but she's aged twice as quickly by bringing middle east terrorism into our living rooms.
Anderson Cooper - 43 Because you can see he loves it and you know he will still be here at 100.
Bob Simon - 69 Engaging in news stories as if he was 40.
Dan Rather - 79 The gold standard of in your face reporting. (In comparison, Geraldo's a 67 year old thug)
Katie Couric - 53 Shows her colon, gets mud slung on her ratings, Katie has whatever it takes to get 90 - gracefully.


Charlie Rose 65 Does 65 with greater vitality then many 40 year olds.
Brian Williams - 51 Will be with us for fifty-one more years.
Charlie Gibson - 67 The grandfather of 60 minutes.
Andy Rooney - 91 Hasn't he been 91 since the beginning of time?
Walter Cronkite - 93 Walter quit in 1980 and said, "I regretted it within twenty-four hours and for the rest of my life." What would have been if he stayed on the air?
Betty White - 88 She's not a journalist but what 88 year old can talk about her muffin on Saturday Night Live?
The point of today's essay is do something that you love and do it well.

 It is never too late to find something that you love and to also do it well. If you have that, you will be vital!


All the best,
David Harder

President & Founder, Inspired Work
(310) 277-4850



http://www.inspiredworkservices.com/


THE INSPIRED WORK PROGRAM has led over 35,000 participants into vital, rewarding, successful and engaging relationships with their work - all within two days.



In 1990, Inspired Work developed a philosophy that work is the biggest relationship we have. We spend most of our waking hours getting ready for, driving to, being at, driving home and recovering from work. Twenty years ago, we defined the learnable skills that would allow anyone to have a wonderful relationship with their work. We created a Socratic curriculum and in just two-days you walk out of the room with insights about your purpose, your life's work, how to best package yourself and seven life skills that lead to success with all professionals. To date, over 35,000 participants have used the program to create new and re-newed work lives:



"Remarkably, self-knowledge emerged and I left the program with a renewed lie purpose. I highly recommend The Inspired Work Program with my personal testimonial as well as having

witnessed the transformation of each participant in the program."
- Erica Phillips, Award-winning costume designer



"Now I know why I am here. I have a clear-cut focus with short and long-term objectives. I feel empowered, liberated, resourceful and confident."
- Anne Chen, Sony Pictures Entertainment



"My wife left an executive position she held for 23 years - it was her only employer. The Inspired Work Program gave her the confidence to define and find a position more fulfilling, exciting and

profitable than ever. Anyone who wants to get the most out of their ought to run - not walk to this program. The insights are that powerful."
- Barnet Bain - President, Metafilmics


We can take you to a place where you can see how to be successful and happy with every important aspect of your work!
We will show you how to do the work you love successfully!

We guarantee you will solve that problem about work that has bothered you for a long time!

Robert Whipple on Admitting Mistakes

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

The NEW New World of Work, FREE Career Resources: Katie White on WHAT GOES AROUND

The NEW New World of Work, FREE Career Resources: Katie White on WHAT GOES AROUND

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.

 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.

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



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My Newest Book, available for pre order now

HOW I LOST IT 99 Pounds and Counting | Patty DeDominic

Sharing Illuminations, May 5, 2010

http://www.blurb.com/bookstore/detail/1335156

HOW I LOST IT 99 Pounds and Counting | Patty DeDominic

Sharing Illuminations, May 5, 2010

http://www.blurb.com/bookstore/detail/1335156  

Sharing my odyssey, this book is available for order here or at blurb.     Great Mother's Day gift or for anyone who could lose some weight.    Humorous, serious and filled with resources and 5 fat loss keys.    

   Preview at http://www.blurb.com/bookstore/detail/1335156

  or buy directly from DeDominic & Associates.                           

           $29.95  Hardcover,           $20.00 paperback        Order here    patty@dedominic.com     

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.