Solutions: Come to the table with solutions. When you dump a problem in the boss’ lap, or when you make excuses about why you can’t give them what they are asking for without providing another option, they wonder why you are there! Or worse, you feed their fear that they have to do it all!

Communication: Get to the bottom line. Give them the executive summary. If they have to spend their time condensing the information you are providing to them or sorting through the details to get to the meat of your message or idea, it is likely that your communication will go no further than their ears or their desk. They need your help in distilling the message to something that communicates clearly and concisely.

Organization Perspective: Take the perspective of what is best for the organization. Your focus on your personal agenda alone if the organization is faltering or instead of what will builds and strengthen the organization does not make you a valuable member of the team. If you can’t support the goals of the organization, you lose your credibility and the confidence of your boss!

Responsibility: See the solution through to the end even if the end is outside of your immediate domain. You are responsible not only for dong the right things but also for getting the right results. Your boss is responsible for all of it and is counting on you to understand the effectiveness of what you are doing as part of the ears on the ground.

Even Keel: The ability to be clear and calm no matter what the circumstances or to keep up the spirit of those around you is critical to maintaining a healthy environment in the group. If your boss has to come in to do damage control, your value slides downhill quickly.

Your boss relies on the support of others to be successful – they are counting on you to stand shoulder to shoulder with them to share the load because they cannot do it alone. When they fear that you need to be carried, you add to the problem and not to the solution. Scoring with your boss has a lot to do with instilling in them the confidence that they can consistently count on you to SCORE for the association!

For more good insights about how to manage up to manage your career, click on the link under the calendar on the right side of this blog and make a 30 minute appointment for a Career Strategy Review with Pegotty Cooper.

Share your comments at 5 Ways to SCORE with your Boss on Career Strategy Roadmap

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• Adding Meaning to the Season of Giving!

• Shift your context. This change isn’t just something to survive or ride out until the next period of stability comes along. We are in a state of perpetual change. The river is never going to stop! Shift your mindset, develop new skills, and change your expectations!
• Get off the river and take the time to communicate with colleagues or family.  Take time to make connections outside of the turbulence. Take time up front to make connections and understand how others operate so you support each other in the whitewater!
• Get good at the Eskimo roll.  All kayakers capsize.  You have to practice the skill of getting back up quickly.  Do you find the same things keep turning you upside down over and over again? How do you take feedback from others? How do stop doing the things that don’t keep you upright? Are you afraid to say “I need help”?
• Nestle into an eddy and take a deep breathe.  You have to pace yourself.  You can’t wait for the river to slow down. Engage in doing something that I feeds your sense of purpose; find some time, no matter how brief, to do something which is helps you to generate the energy you need every day to handle the turbulence and the capsizing. Find a way to celebrate each rapid that you got through!
  

To purchase Gregory Shea’s book, Your Job Survival Guide: A Manual for Thriving in Change, click on the picture.

And if you want to have a brief strategy session with me to identify ways to develop the new skills needed for the long run down the whitewater river, click on the calendar over there to the right to set up a 30 minute appointment.

And share with me here what skills you use for thriving in the permanent whitewater!

Share your comments at 4 Strategies for Mastering the Whitewater on Career Strategy Roadmap

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• Become a Believer in Asking Questions!

The first is to consider your own gifts and to give them freely!  Often we undervalue our own gifts because for us, they are a given; and therefore do not seem to have a lot of value.  If they come by us easily and without struggle, then how much value can they really have?  Doesn’t everyone, after all, have these gifts?  The gift you can give someone of listening, or paying attention to them, or being aware of something that is important to them is a gift that is invaluable.  And the more you offer it, the greater your capacity to give it!

The second to consider is others’ gifts – to appreciate the gifts they offer and give freely without expectations.  Have you ever been disappointed by another person because you expected more of them then they were able to give; and overlooked their real gifts that you appreciated until they took them away by moving or by leaving the relationship or worse, by dying?  Now is the time to acknowledge another for the gifts they bring to you – maybe their laugh, their wisdom, or their listening.  And give up all of those other expectations you have for the person because all the expectations do is to cause you to be unappreciative of what they are really offering to you!

And third, consider giving yourself a new gift this season – the gift of a new way of viewing those around you, their strengths and unique value; a new way of accepting what others offer you – get rid of that pride and say thank you!; and above all celebrate your uniqueness and build on those gifts – and stop diminishing what you offer with your thoughts and your words.

~ Everyone is gifted – but some people never open their package ~ Unknown

~ The greatest gift you can give another is the purity of your attention. ~  Richard Moss

~ A hug is a great gift – one size fits all, and it’s easy to exchange. ~  Unknown

~ They who give have all things; they who withhold have nothing ~  Hindu Proverb

Share your comments at Adding Meaning to the Season of Giving! on Career Strategy Roadmap

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• Don’t stop yourself, create an experiment!
• “Feeling gratitude and not expressing it is like wrapping a present and not giving it.”
• Putting YOU in Your Resume, Really!

If you see everything you do as having a huge meaning for you, if you focus on the horrible consequences if you don’t do it perfectly, or when something doesn’t go the way you expect it to you assume you have done something wrong. You may well be stopped from taking any risks in the future. Or you will put up a lot of resistance to taking the actions you know are important to take but lie outside of your comfort zone.

Maybe you recognize this resistance – it seems to show up a lot for people engaged in “networking” or in asking others for help in their job search, project, marketing, sales or business development – you name it!

Don’t stop yourself, create an experiment; and design the experiment on a specific challenge, say calling people to connect with them in your job search. Try out a specific approach, like asking them for 15 minutes to pick their brain about the industry. Try the experiment by calling 25 people you know in the industry, recording the number of yeses, and the number of nos. Try the experiment again using LinkedIn to connect with people and ask them for 15 minutes. Record the yeses and nos. Now you can compare which approach is more effective. Now create an experiment talking to the first 10 yeses and asking them for a referral to simply another person. Write down the number of yeses and nos. For the next 10 yeses ask them for a referral to a good resource. Write down the yeses and nos. Which approach garners the better information? You see how easy it is to conduct these experiments?

Here are some more benefits from doing these experiments – You can celebrate showing up and giving the experiment your best; getting the practice in asking people for something; having the experience and building the confidence; and learning from the experiment! Now, what’s the next experiment?

Share your comments at Don’t stop yourself, create an experiment! on Career Strategy Roadmap

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• Adding Meaning to the Season of Giving!
• Creative Ways to Energize Your Network!
• Become a Believer in Asking Questions!

Intentional Creation Assessment can teach you how to gain clarity and confidence during these challenging times. www.intentionacreation.com/pegotty/. Then join me for a free teleseminar by clicking on one of the dates below:

November 17th 6:30pm EST

http://forms.aweber.com/form/21/196720221.htm

November 30th 6:30pm EST

http://forms.aweber.com/form/61/1650673561.htm

Gratitude is a gracious acknowledgement of all that sustains us.

Gratitude is the confidence in life itself.

Gratitude is the unshakable belief that “all is well”.

Gratitude does not envy or compare.

Gratitude grows and it does, it gives rise to joy.”

“At times our own light goes out and is rekindled by a spark from another person. Each of us has cause to think with deep gratitude of those who have lighted the flame within us.” – Albert Schweitzer

Evidence suggests that people who are more grateful have higher levels of well-being. Grateful people are happier, less depressed, less stressed, and more satisfied with their relationships. Grateful people also have higher levels of control of their environments, personal growth, purpose in life, and self acceptance. Grateful people have more positive ways of coping with the difficulties they experience in life. Grateful people sleep better.

Invite someone you care about to take the Intentional Creation Assessment to gain clarity and confidence in these challenging times. www.intentionacreation.com/pegotty/. Then join me for a free teleseminar by clicking on one of the dates below:

November 17th 6:30pm EST

http://forms.aweber.com/form/21/196720221.htm

November 30th 6:30pm EST

http://forms.aweber.com/form/61/1650673561.htm

Share your comments at Transform Everyday into Thanksgiving! on Career Strategy Roadmap

You are there to find out what they need. And when you find out what they need you can share with them what you have that will help them address that need and get the results they are looking for.

The key to finding out what they need is to ask questions.

In order to ask good questions you need to get a little insight into the context of the job, get a general understanding of some of the needs they may have and results they want to get – the homework you have probably already done to customize the resume you used to get the interview!

If you do days and days of preparation, and learn all about the company and about the industry and all about the issues they are facing – when you are in the interview you may be compelled to tell them how much you have learned, what you think they could be doing, and generally set yourself up for being judged and assessed for everything you say. Your time will be better spent on reviewing their materials and jotting down a few questions to ask them if you were talking to them as a consultant.

Keep the focus on the employer, listen to what their concerns are, ask questions from the perspective of the experience you have had in similar situations, and keep your consultant hat on asking “how can we work together to achieve the results you want?”

If you are stuck in your job process and not getting the interviews you want, or getting the results from the interviews, join my Career Strategy Group which meets every Tuesday morning at 9 am. Click here for more details.

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• Become a Believer in Asking Questions!
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Celebrate what you accomplished!

No doubt you left behind a long list of accomplishments. If you can’t make a list of 10 – 20 things you accomplished there, ask some of your former colleagues or look at your past performance reviews and make a list of all of your successes, both big and small.

Close the door on what you didn’t accomplish!

You also probably left behind a few unfinished projects, ideas that never got off the drawing board, or things you wished you had done but didn’t. You cannot be an architect of the irrevocable past, as my Dad used to say! You did what you did and you didn’t do what you didn’t do! That is the current reality. What can you learn from that reality? Take the learning and leave the regrets. Put those concerns out the back door and close it tight!

Be selective about continuing contacts.

Pick one or two people with whom you want to keep in contact and keep in contact. They will provide continuity for you over the next few months and can help remind you about your successes and the good will you left behind. Don’t maintain contact with those who want to grouse about the organization and gossip about what is currently going on. Who cares??!!

Take a break!

Give yourself permission to decompress and regenerate yourself. Do things which energize you – maybe projects you put off; or getting into a healthier regime; getting back to nature; or reconnecting with your family and friends. Decide how long you are going to be “on vacation” before turning to the work of creating a new future.

Break the elephant into smaller pieces.

When you find yourself confused or overwhelmed, maybe you are just taking too big a bite. How do you eat an elephant? One bite at a time! The same applies to your job search. Assemble the first tool, make the first network contact, update your profile on LinkedIn – one bite at a time! Just be consistent with taking a bite, and then the next bite and the next one.

Create a routine for yourself.

When you are on shaky ground or lost in a fog bank, it is nice to have a little structure around you – something you can count on. The job gave you some certainty, regardless of how much or little you embraced the structures like meetings and reports, and updates and deadlines. Now you have to create that for yourself. Set up a schedule for yourself each day. Or better yet, join with others to support you in your mutual quest. Join a job search group which provides accountability, ideas, resources, and contacts. There are local groups where you meet face-to-face or groups which meet over a telephone bridge line.  And when you reach out for support from others, it becomes less of drudgery and more of a group project with all the camaraderie and people there to remind you to celebrate the small wins every day!

Keep things in perspective.
Be grateful everyday and every month for having what you need. Consider that some of your old wants were to give you a reward to offset the stress of the job.  Without the stress of the job, do you really need as much? You don’t have to keep feeding the question “am I doing enough” or  giving yourself what you feel entitled to after all of that effort day after day.  And now you can be satisfied with the joys of being a human being, gloriously alive and always imperfect!

Embrace the adventure
Keep exploring and experimenting with the things that stimulate and energize you!  Do it with some friends.  Take some risks. Be curious. Be OK in not knowing how it is all going to turn out in the end.  Remember,
“The future enters into us, in order to transform itself in us, long before it happens. “  Rainer Maria Rilke

What do you do to let go of the old job and energize the search for the new job?

To join with other motivated career seekers in a small group for accountability, resources, contacts and collaboration, contact Pegotty, moc.pamdaorygetartsreeracnull@yttogep.  Two groups have openings now, one on Tuesdays at 9:30 am and one on Wednesdays at 9:00 am, both on a telephone bridge line.  You pay $99  monthly and can join anytime.

Share your comments at The First and Most Important Step in the Job Search: Letting Go of the Old Job on Career Strategy Roadmap

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• Putting YOU in Your Resume, Really!
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“The concept of being able to be ‘me’ in a resume was almost stunning. Didn’t think that was ‘allowed’. Wow!”

The response to the webinar was eye opening. Over 325 people registered in advance so the title obviously struck a note even before the webinar began.

The most telling responses on the post-event survey were all along the lines of the quote above. Over and over people implied that they thought that they had to fit into a box that didn’t allow their uniqueness and “specialness” to be expressed.

Are you hearing this anyone who is a manager or leader of people in an organization? I am willing to bet that that belief does not go away when the resume becomes an employee! How many of your employees are afraid to show their real talents and gifts for fear of not fitting in? Or perhaps out of fear of standing out?

Your Competitive Advantage

In Seth Godin’s latest book Linchpin, he says “The only way to get to new levels of effectiveness is to have people to express not suppress their specialness”.

If you are a job seeker, if you don’t distinguish yourself , you will be a victim in the new economy. If you are an employer, if you don’t distinguish yourself and your team and your organization then you will be a victim in the new economy.

Hmmm! There seems to be a good argument for putting YOU in the Qualifications Summary and then appreciating the real you in all of your workplace engagements.

I will be coaching participants at the ASAE Annual Meeting in L.A. Click here to learn more about reserving a coaching session with me at the ASAE Annual Meeting in LA Aug 21-24.  I can help you to get clarity and confidence about putting the REAL YOU in your Qualifications Summary! Or contact me for a free Career Strategy Session. You can click here to pick a time from my calendar which works for you.

Link for calendar: http://bit.ly/PegottyCalendar

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Going for an interview or exploring some potential employers?

Ask open ended questions of people you meet who work there –What do you like best about working there? What is the prevailing management style? What is the average age (or most prevalent) age of employees? How long have people on staff been on the job?

How often does the leadership meet face to face with the employees? What is important to the organization? What kinds of goals do people have? Are there incentives offered for performance? Is information shared in all directions? Is there a focus on the mission of the organization? What would you change if you could?

Do more asking than telling in the interview.

Organizations will also put as much weight on the questions you ask in the interview as the answers you give. You want to know that the job and the organization is as good a fit for you as you are for them!

Asking questions gives you an opportunity to show the depth of your listening skills and the ability you have to synthesize the responses you get in the content of the homework you have done about the organization.

And more importantly, asking questions also builds trust because you present yourself as someone who doesn’t have all the answers, who is willing to explore someone else’s ideas and it allows you to step into the other’s world and to get a sense of what they are about.

Share Your Best Questions!

What questions have you asked that have opened up conversations or revealed some very interesting information? Share those here in the comments section below!

Share your comments at Become a Believer in Asking Questions! on Career Strategy Roadmap

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The chances are good they are not talking about a skills fit, an experience fit, or an accomplishment fit! Those are a given by the time you pass the screening for the interview – or they are close enough that the organization knows that what it needs to check for now is “fit”.

The questions that interviewers are trying to answer about “Fit” include:

• Do you have enough in common with and compatible with the people with whom you will be spending a lot of time?
• Do you fit into the image that the organization wants to project to its stakeholders, to its members, leaders and staff members?
• Do you share common personal and corporate values, educational background, work habits, work ethics, generational and cultural orientation, looks and outside interests?

People hire people and they view others through their preconceived notions of what make a “good fit” in their organization!

Do your homework. Keep your eyes open.

You can get a sense of what “fit” means by doing your homework –

• Reviewing materials generated by or about the organization and its leaders on their website or in the press. Checking out the bios of the key leaders and executives; review press releases and other media information about who gets rewarded for what;
• Checking out the conversations about the organization in places where employees might gather for lunch of after work. Or check with suppliers that you know provide the organization with a service or products. Is there respect among the various stakeholder groups? A good partnership between volunteers, staff and suppliers?
• Getting info from social media sites like LinkedIn, Glassdoor.com, or mentions in Twitter. From LinkedIn to get information on some current AND former staff – You can learn a lot this way and it may also lead you to introductions to those with an inside perspective.

Even on the day of the interview you can notice details along the way, in the offices on the walls that give you some clues about what is important to the organization.

Passing three levels of scrutiny:

The hiring manager and interviewers are looking at you from three perspectives:

1. What you have done based on past experience, job activities, accomplishments and education.

2. What you can do based on potential and aptitude for different projects and activities.

3. What you can do based on personal and professional goals, preferences, interests, and cultural alignment – in other words “FIT”.

So the interviewers have been applying their perception filters to this process of scrutiny. It is fair for you to put this simple, direct question about “Fit” on the table at the end of the interview:

Based on our interview today, what would be your single greatest concern about my ability to be successful in this role?

This gives you the ability to address misconceptions that may have come up during the interview process and to correct those perceptions before they become full fledged reasons why you are “not a fit”.

Perception and Adaptability

Finding a “fit” is not about turning yourself into a pretzel, as one of my colleagues described it! It is about getting the discussion about “fit” out on the table so that the perceptions about “fit” of all parties can be part of the interview. If “fit” isn’t discussed, perceptions can never be visible. If they aren’t visible, then neither party has the ability to let go of their perceptions and choose based on other evidence.

The interviewers may perceive that experience, accomplishments, aptitudes and underlying potential can carry the day. Or they may decide that there is a culture into the candidate must fit because the culture is the culture and it ain’t changing! Or the organization recognizes the need to change and is going through the painful process of letting go!

One way to move that along is to open exploration of both perspectives. And perhaps the interviewer will see that adopting a stance of adaptability can create synergies out of the disparate talents, abilities, and cultural attributes that people bring to the table, making the organization better able to anticipate opportunities and respond to challenges of this rapidly changing environment in which we find ourselves!

Share your comments at Exploring “Fit” in the Interview! on Career Strategy Roadmap

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• Can You Over Prepare for the Interview?
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