Showing posts with label career change. Show all posts
Showing posts with label career change. Show all posts
Thursday
Saturday
Thursday
Career Advice For Your Midlife Crisis - 7 Tips
You've enjoyed your career for the past twenty years - maybe more. And now you're wondering: Maybe it's time to switch gears. A whole new career. Work at home. Retire.
Or maybe you're forced to revise your career due to layoffs or transfers.
(1) Expect midlife career change to be easier than entering the world of employment for the first time.
Most likely you enjoy a financial cushion: savings, home equity, and a retirement fund. You also have demonstrated skills and experience. If you're employed, your company probably offers resources for developing new skills and managing the transition.
(2) Expect midlife career change to be harder because you've invested in a career identity - way beyond skills and values. When you introduce yourself as, "Here's what I do..." you are also saying, "Here's who I am."
(3) Expect to change your appearance as you change careers.
Sadly, many individuals and organizations really do judge a book by its cover. Clients who want to start a business often are surprised by the increased need to dress up for presentations. An Armani label on a suit? A good start. But are yu wearing this year's suit? Colors that your target market deems "appropriate?"
Many career changes have opted for lower income in exchange for the opportunity to stay home and work in sweats or shorts - and, for women, say good-by to high heels and pantyhose forever.
(4) Recognize that career change often requires a geographic move.
Let's face it: Some places are just better for some careers. Your cost of living may be lower in a small city, but your opportunities to network will be limited. On the other hand, the lower cost of living may allow you to experiment with riskier ventures.
Often your own business doesn't depend on geography. Examples include Internet businesses, mail order shipment, and free lance writing. But you may need to keep on top of mainstream trends and where you live can influence your credibility.
(5) Expect to change your roles in all aspects of your life.
Family and community will view you differently. Some community groups assign You may have more or less time for your family (and they will view you differently). Board members based on the prestige of their day job. Some volunteer activities require you to be available on certain weekdays.
(6) Plan for a new social support system.
Lunch with coworkers. Drinks after work. Dinner with old friends on Friday night. You don't realize how much you enjoyed this support until it's gone.
Friendships change. When you leave a career, former colleagues can regard you with envy or suspicion. They won't understand your new world and the new challenges you face.
(7) Forget the myth, "If you can't be happy here, you won't be happy anywhere."
Many of my clients experienced career change following what seemed to be a midlife crisis. They were surprised to find their whole world looked different.
And that's why I say, "Career breakdown can be the first step to your major career breakthrough."
And now I invite you to learn more about how to master a major midlife career change. Visit Mid-Llife Career Change and down your FREE Report, along with your subscription to the Midlife Careers Ezine.
By Cathy Goodwin
For the 21-Day Extreme Career Makeover, visit 21-Day Career Makeover
Or maybe you're forced to revise your career due to layoffs or transfers.
(1) Expect midlife career change to be easier than entering the world of employment for the first time.
Most likely you enjoy a financial cushion: savings, home equity, and a retirement fund. You also have demonstrated skills and experience. If you're employed, your company probably offers resources for developing new skills and managing the transition.
(2) Expect midlife career change to be harder because you've invested in a career identity - way beyond skills and values. When you introduce yourself as, "Here's what I do..." you are also saying, "Here's who I am."
(3) Expect to change your appearance as you change careers.
Sadly, many individuals and organizations really do judge a book by its cover. Clients who want to start a business often are surprised by the increased need to dress up for presentations. An Armani label on a suit? A good start. But are yu wearing this year's suit? Colors that your target market deems "appropriate?"
Many career changes have opted for lower income in exchange for the opportunity to stay home and work in sweats or shorts - and, for women, say good-by to high heels and pantyhose forever.
(4) Recognize that career change often requires a geographic move.
Let's face it: Some places are just better for some careers. Your cost of living may be lower in a small city, but your opportunities to network will be limited. On the other hand, the lower cost of living may allow you to experiment with riskier ventures.
Often your own business doesn't depend on geography. Examples include Internet businesses, mail order shipment, and free lance writing. But you may need to keep on top of mainstream trends and where you live can influence your credibility.
(5) Expect to change your roles in all aspects of your life.
Family and community will view you differently. Some community groups assign You may have more or less time for your family (and they will view you differently). Board members based on the prestige of their day job. Some volunteer activities require you to be available on certain weekdays.
(6) Plan for a new social support system.
Lunch with coworkers. Drinks after work. Dinner with old friends on Friday night. You don't realize how much you enjoyed this support until it's gone.
Friendships change. When you leave a career, former colleagues can regard you with envy or suspicion. They won't understand your new world and the new challenges you face.
(7) Forget the myth, "If you can't be happy here, you won't be happy anywhere."
Many of my clients experienced career change following what seemed to be a midlife crisis. They were surprised to find their whole world looked different.
And that's why I say, "Career breakdown can be the first step to your major career breakthrough."
And now I invite you to learn more about how to master a major midlife career change. Visit Mid-Llife Career Change and down your FREE Report, along with your subscription to the Midlife Careers Ezine.
By Cathy Goodwin
For the 21-Day Extreme Career Makeover, visit 21-Day Career Makeover
Tuesday
A Major Obstacle to Career Change...The Fear of Self-Promotion and Selling!
Do you have a great business idea or a new career you would like to build? Many people do and some even create their idea. Then they stop. One of the most common obstacles to building a business or career you love is your beliefs about selling and promoting.
Whether you are creating a business or building a career, you will have to sell. You will either be selling a product or service or promoting your own abilities and accomplishments. There is no way to get around it...you must learn to sell.
There are many limiting beliefs keeping us from whole heartedly promoting our business or ourselves. Many of us hold the belief that selling is a negative activity. We believe sales people are pushy, uncaring and annoying. There are many beliefs around the idea that it is "bragging" to talk about our achievements. People should just notice how great we are! Of coarse that rarely happens.
Since you can't be successful and refuse to self-promote or sell then perhaps it is time to change your beliefs around selling. How would it change your attitude if you truly believed that you have something wonderful to share with others? What if you believed that you could promote your business in a way that showed you cared about the success of others? What if you believed that in the process of promoting yourself or your business you could make wonderful friendships and business collaborations?
It all starts with our beliefs which then translate into the attitudes we hold and how we share with others. If you think about it you can probably remember someone who sold you something or offered you a service in a way that felt good. In fact you felt better after they talked to you then before. That is how you want to sell.
Along with changing your beliefs to supportive beliefs around selling it is also time to take a look at how you like to sell. Where do your strengths lie? I found that I loved to show the value of my business through offering workshops. I enjoy leading workshops and talking about my business came naturally in that environment. Others like to get involved in volunteering and in the process share with people what they do for work. Some people thrive on meeting people through networking. Many like to market over the Internet. Some people even enjoy cold calling! Experiment for yourself and find the marketing venue that fits you and your strengths.
As you think about your resistance to promoting your business or yourself make a list of fears and limiting beliefs that come up. When you have your list write an opposite powerful belief to replace it with. Don't let the fear of marketing keep you from the career or business of your dreams. Remember that whatever you have to offer is your unique gift to the world so give it!
Leanna Fredrich helps people discover their passion and build a business or career around it. She specializes in helping people get over their fears and limiting beliefs quickly and easily so they can create their dreams. Are you ready to enjoy a career you love? Get the FREE report "The Top Ten Secrets to Discover Your Passion-filled Work." For your free report go to http://www.LeannaFredrich.com
Whether you are creating a business or building a career, you will have to sell. You will either be selling a product or service or promoting your own abilities and accomplishments. There is no way to get around it...you must learn to sell.
There are many limiting beliefs keeping us from whole heartedly promoting our business or ourselves. Many of us hold the belief that selling is a negative activity. We believe sales people are pushy, uncaring and annoying. There are many beliefs around the idea that it is "bragging" to talk about our achievements. People should just notice how great we are! Of coarse that rarely happens.
Since you can't be successful and refuse to self-promote or sell then perhaps it is time to change your beliefs around selling. How would it change your attitude if you truly believed that you have something wonderful to share with others? What if you believed that you could promote your business in a way that showed you cared about the success of others? What if you believed that in the process of promoting yourself or your business you could make wonderful friendships and business collaborations?
It all starts with our beliefs which then translate into the attitudes we hold and how we share with others. If you think about it you can probably remember someone who sold you something or offered you a service in a way that felt good. In fact you felt better after they talked to you then before. That is how you want to sell.
Along with changing your beliefs to supportive beliefs around selling it is also time to take a look at how you like to sell. Where do your strengths lie? I found that I loved to show the value of my business through offering workshops. I enjoy leading workshops and talking about my business came naturally in that environment. Others like to get involved in volunteering and in the process share with people what they do for work. Some people thrive on meeting people through networking. Many like to market over the Internet. Some people even enjoy cold calling! Experiment for yourself and find the marketing venue that fits you and your strengths.
As you think about your resistance to promoting your business or yourself make a list of fears and limiting beliefs that come up. When you have your list write an opposite powerful belief to replace it with. Don't let the fear of marketing keep you from the career or business of your dreams. Remember that whatever you have to offer is your unique gift to the world so give it!
Leanna Fredrich helps people discover their passion and build a business or career around it. She specializes in helping people get over their fears and limiting beliefs quickly and easily so they can create their dreams. Are you ready to enjoy a career you love? Get the FREE report "The Top Ten Secrets to Discover Your Passion-filled Work." For your free report go to http://www.LeannaFredrich.com
Saturday
Do You Really Want To Be A Manager?
"What do I do now?"
Craig looked plaintively across the desk at me. He'd come to me for help adapting to his new role as a manager. He was having a lot of trouble.
Craig had thought he wanted to be a manager. He'd supported himself through college by running heavy machinery in the construction industry. He was a hard worker.
When he was hired by the company that made some of the equipment he used to run, Craig was ecstatic. He liked the people in the construction industry and he thought his new employer was as fine a company as there was.
Craig was hired as a sales trainee, but his goals were something else. He wanted to be an executive and climb the corporate ladder. He started out by turning himself into a great salesperson. He let his bosses know that he wanted to move up.
His opportunity came after only a couple of years. The company tapped him for a sales manager's job. At first he was ecstatic.
Now it was three months later. Craig didn't like the things he had to do in his new job. He missed the freedom of selling on the road, spending time on jobsites and talking with people he liked.
"I used to love going to work," he told me. "Now, I get slammed from all sides. My boss wants me to make my numbers. Half the people who work for me just don't seem to cut it and they're always whining about something."
"I don't know how to handle that. Plus, my bonus is now tied to how these other people do. It was easier when I just had to work a little harder or smarter to make my numbers."
"Anything else?" I asked.
"When I was selling, the deals I cut grew naturally out of our relationship with the customers. Now, I've got my people asking me to approve deals and I'm just not comfortable deciding. It's constant pressure."
There are thousands of people out there like Craig. They start out with the idea that what they want is a management job. Then, they get one and it's nothing like what they expected. How can you keep that from happening to you?
Here are some questions to ask yourself to help decide if a management job is the right career choice.
What will I be giving up if I move into management?
This is very important to ask. Companies promote top performers. If they want to promote you to management, the odds are good that you were an above average performer as an individual contributor.
The odds are also pretty good that you like the work you're doing. So, are you willing to give it up?
You may have to give up more than work you love. If your management job requires lots of travel or more late nights or a more demanding schedule, you may give up some time at home, too. Are you willing to do that?
In some companies, promotion to management comes with an automatic relocation. Are you willing to move? Is your family willing to move?
Finally, check the income figures. Sometimes, getting promoted means a drop in regular income because commissions or overtime pay goes away.
Do I like helping other people succeed?
One of your jobs as a manager is to help the people who work for you succeed. That's not a job everyone likes to do. If you like helping other people do better, it will make your job as a manager much easier and it will make you more likely to succeed.
What if you don't? Then understand that you will probably have to put conscious effort into the work of helping others on your team. Only you know how difficult that will be for you.
Am I comfortable making decisions?
As a manager, you will have to make decisions about all sorts of things. My life experience tells me that this is not something you can learn to be comfortable with. If you are comfortable making decisions, you can improve your technique, but no amount of training will make you willing to make decisions.
Think about how you live your life. Do you make decisions as needed? Or do you put them off or hope that someone else will make the decision for you?
This one's pretty simple. If you can't make decisions you won't be an effective manager.
Am I willing to confront people about their behavior or performance?
Management is the art of controlled confrontation. Every day you will need to talk to people who work for you about their behavior and performance. You will need to confront some of them with how they're doing and what they need to fix.
We're not talking about big, blow-up, "Jerry Springer" confrontations. Most of your confrontations will be about small things. But you'll have to do them every day.
If you can't confront people who work for you about their behavior and performance, it's not likely you will do well as a manager.
Am I willing to let the group become my destiny?
This is a tough one, because it flies in the face of how we talk about management. We like to say that when you're in management, you've got power. But that's not true.
When you get promoted, you'll have less power than you do now. Think of it this way.
When you're an individual contributor and you want to improve your evaluation or income, all you have to do is work harder or smarter. When you want to achieve the same thing as a manager, you've got to convince your team members to work harder or smarter.
As one of my trainees put it: "The team is your destiny." Your success and your rewards are based on their performance. Are you ready for that?
Craig's problem was that he took a management job without thinking through whether it was something that he would like and be good at. He hadn't thought about what he liked and didn't and he hadn't considered the changes he would have to make.
Craig went to his boss and laid out the issues he and I discussed. His company decided they'd rather have a happy and successful sales rep instead of an unhappy sales manager and they let Craig pick up his old job.
All of that could have been avoided if Craig had done some analysis in advance. One of my other clients, John, was a person who did.
John was working with me on career issues for about a year when he was offered the opportunity to move up to management. We'd already discussed many of the issues, so he was in much better shape than Craig. John knew what he wanted and figured he could do a good job as a manager.
On the plus side, John really loved working with people and helping them develop. The move to management would make that a key part of his job.
Because he was a good performer as an individual contributor, John was a little leery about giving up the freedom he'd earned and about moving out of his comfort zone to a new job. In his case, relocation or money were not issues.
John thought he was a good decision maker, but he admitted to sometimes taking longer than necessary to make a decision. Sometimes he even let others make decisions he might have made better. We marked that as an area to work on in his personal development plan.
John had coached sports teams and figured that the confrontations about performance that he did in that role would help him as a manager. That has turned out to be the case.
John's biggest issue was with whether he could live with the fact that his team's performance would define his results. There wasn't any clear evidence in his background either way, but he thought he could learn to do it. We marked the issue as one for our coaching sessions.
Things worked out well for John. There were some rocky points, though. Everybody has them.
It turned out that the confrontation issue was far more difficult for him to master than either of us expected. But with concentrated effort, John mastered that and other skill issues.
When you get promoted to management you must do different kinds of work than what made you successful as an individual contributor. You gain some things and give up others. It's not a transition that everyone wants to make, but asking some key questions in advance means you can increase your odds of success when promotion comes calling.
About the Author
Wally Bock helps organizations improve productivity and morale. He is the author of Performance Talk (http://www.performancetalk.com/). He writes the Three Star Leadership blog (http://blog.threestarleadership.com/), coaches individual managers, and is a popular speaker at meetings and conferences.
Craig looked plaintively across the desk at me. He'd come to me for help adapting to his new role as a manager. He was having a lot of trouble.
Craig had thought he wanted to be a manager. He'd supported himself through college by running heavy machinery in the construction industry. He was a hard worker.
When he was hired by the company that made some of the equipment he used to run, Craig was ecstatic. He liked the people in the construction industry and he thought his new employer was as fine a company as there was.
Craig was hired as a sales trainee, but his goals were something else. He wanted to be an executive and climb the corporate ladder. He started out by turning himself into a great salesperson. He let his bosses know that he wanted to move up.
His opportunity came after only a couple of years. The company tapped him for a sales manager's job. At first he was ecstatic.
Now it was three months later. Craig didn't like the things he had to do in his new job. He missed the freedom of selling on the road, spending time on jobsites and talking with people he liked.
"I used to love going to work," he told me. "Now, I get slammed from all sides. My boss wants me to make my numbers. Half the people who work for me just don't seem to cut it and they're always whining about something."
"I don't know how to handle that. Plus, my bonus is now tied to how these other people do. It was easier when I just had to work a little harder or smarter to make my numbers."
"Anything else?" I asked.
"When I was selling, the deals I cut grew naturally out of our relationship with the customers. Now, I've got my people asking me to approve deals and I'm just not comfortable deciding. It's constant pressure."
There are thousands of people out there like Craig. They start out with the idea that what they want is a management job. Then, they get one and it's nothing like what they expected. How can you keep that from happening to you?
Here are some questions to ask yourself to help decide if a management job is the right career choice.
What will I be giving up if I move into management?
This is very important to ask. Companies promote top performers. If they want to promote you to management, the odds are good that you were an above average performer as an individual contributor.
The odds are also pretty good that you like the work you're doing. So, are you willing to give it up?
You may have to give up more than work you love. If your management job requires lots of travel or more late nights or a more demanding schedule, you may give up some time at home, too. Are you willing to do that?
In some companies, promotion to management comes with an automatic relocation. Are you willing to move? Is your family willing to move?
Finally, check the income figures. Sometimes, getting promoted means a drop in regular income because commissions or overtime pay goes away.
Do I like helping other people succeed?
One of your jobs as a manager is to help the people who work for you succeed. That's not a job everyone likes to do. If you like helping other people do better, it will make your job as a manager much easier and it will make you more likely to succeed.
What if you don't? Then understand that you will probably have to put conscious effort into the work of helping others on your team. Only you know how difficult that will be for you.
Am I comfortable making decisions?
As a manager, you will have to make decisions about all sorts of things. My life experience tells me that this is not something you can learn to be comfortable with. If you are comfortable making decisions, you can improve your technique, but no amount of training will make you willing to make decisions.
Think about how you live your life. Do you make decisions as needed? Or do you put them off or hope that someone else will make the decision for you?
This one's pretty simple. If you can't make decisions you won't be an effective manager.
Am I willing to confront people about their behavior or performance?
Management is the art of controlled confrontation. Every day you will need to talk to people who work for you about their behavior and performance. You will need to confront some of them with how they're doing and what they need to fix.
We're not talking about big, blow-up, "Jerry Springer" confrontations. Most of your confrontations will be about small things. But you'll have to do them every day.
If you can't confront people who work for you about their behavior and performance, it's not likely you will do well as a manager.
Am I willing to let the group become my destiny?
This is a tough one, because it flies in the face of how we talk about management. We like to say that when you're in management, you've got power. But that's not true.
When you get promoted, you'll have less power than you do now. Think of it this way.
When you're an individual contributor and you want to improve your evaluation or income, all you have to do is work harder or smarter. When you want to achieve the same thing as a manager, you've got to convince your team members to work harder or smarter.
As one of my trainees put it: "The team is your destiny." Your success and your rewards are based on their performance. Are you ready for that?
Craig's problem was that he took a management job without thinking through whether it was something that he would like and be good at. He hadn't thought about what he liked and didn't and he hadn't considered the changes he would have to make.
Craig went to his boss and laid out the issues he and I discussed. His company decided they'd rather have a happy and successful sales rep instead of an unhappy sales manager and they let Craig pick up his old job.
All of that could have been avoided if Craig had done some analysis in advance. One of my other clients, John, was a person who did.
John was working with me on career issues for about a year when he was offered the opportunity to move up to management. We'd already discussed many of the issues, so he was in much better shape than Craig. John knew what he wanted and figured he could do a good job as a manager.
On the plus side, John really loved working with people and helping them develop. The move to management would make that a key part of his job.
Because he was a good performer as an individual contributor, John was a little leery about giving up the freedom he'd earned and about moving out of his comfort zone to a new job. In his case, relocation or money were not issues.
John thought he was a good decision maker, but he admitted to sometimes taking longer than necessary to make a decision. Sometimes he even let others make decisions he might have made better. We marked that as an area to work on in his personal development plan.
John had coached sports teams and figured that the confrontations about performance that he did in that role would help him as a manager. That has turned out to be the case.
John's biggest issue was with whether he could live with the fact that his team's performance would define his results. There wasn't any clear evidence in his background either way, but he thought he could learn to do it. We marked the issue as one for our coaching sessions.
Things worked out well for John. There were some rocky points, though. Everybody has them.
It turned out that the confrontation issue was far more difficult for him to master than either of us expected. But with concentrated effort, John mastered that and other skill issues.
When you get promoted to management you must do different kinds of work than what made you successful as an individual contributor. You gain some things and give up others. It's not a transition that everyone wants to make, but asking some key questions in advance means you can increase your odds of success when promotion comes calling.
About the Author
Wally Bock helps organizations improve productivity and morale. He is the author of Performance Talk (http://www.performancetalk.com/). He writes the Three Star Leadership blog (http://blog.threestarleadership.com/), coaches individual managers, and is a popular speaker at meetings and conferences.
What Workers Need to Keep In Mind While On the Job
While it’s easy to realise that hard work, motivation and enthusiasm may help get you ahead in the workplace, it’s often harder to identify the many ‘workplace no-nos’ that could severely hinder career progression. Read on to find out about some of the more common things not to do at work!
We all know that positive workplace behaviours and attributes like hard work, motivation, enthusiasm, and a willingness to contribute to company development above and beyond your responsibilities can lead to positive career outcomes such as a promotion or pay rise. But what many of us don’t seem to understand is that there are a host of office no-nos that can have just as big an impact on our careers – but in a negative way!
Inappropriate behaviour in the workplace can lead to stunted career progression; it can stop you getting that all-important pay rise or that much-anticipated promotion! Below is a list of some of the top potentially career-damaging workplace no-nos to avoid:
Don’t use profane or offensive language — bad language in the workplace is not only potentially offensive to those around you, it may also make you appear unprofessional, immature and downright rude.
Don’t steal — as minor as it might seem to occasionally lighten the office stationary supply of the odd pen or two, stealing from your workplace (stealing anything at all) is one of the quickest ways to get yourself fired and should never be risked, no matter how small the item.
Don’t talk negatively about your employer, managers or co-workers — if you have a gripe about your company or somebody in it, take it through the appropriate channels; talk to your manager or human resources department, and if you don’t want to act on it then keep it to yourself. It’s a good idea to avoid venting to co-workers via email also – there’s always the risk you’ll unwittingly commit the ultimate faux pas and send the email to the wrong recipient!
Don’t gossip or spread rumours — while it is often tempting to share juicy snippets about co-workers, gossiping can be one of the quickest ways to ruin relationships and create a tense and awkward workplace atmosphere.
Don’t make sexually suggestive, racist, or inappropriate comments or jokes — inappropriate jokes or comments are not only potentially offensive, they will certainly not impress management, and could quickly get you labeled as immature and unprofessional.
Don’t be seen to be wasting company time — while pretty much every worker is guilty of sending the odd personal email or perhaps having a sneaky browse of the internet from time to time, it should be remembered that many companies monitor internet and email use, and will catch out time-wasting employees. Keep personal emails (and phone calls) to a minimum and try to limit personal use of the internet to your lunchbreak.
Don’t get drunk at office parties — as tempting as it might be to let your hair down and partake in a few drinks – especially when it’s paid for by the company – it can be one of the quickest ways to lose face with senior management. While it’s fine to have one or two drinks, workers who have one too many quickly lose the respect of their colleagues and could end up a laughing stock. Wherever possible, try to maintain a distinct line between your social and professional life.
Don’t send angry emails — if something or someone at work has upset you give yourself time to reflect and calm down before responding with an email. You’ll probably end up writing something you wish you hadn’t if you respond to a situation when you are angry or upset. A better approach might be to step out of the office for a minute or two and call a loved one and talk your problem out with them first. Then, if you’re still upset, you can hopefully construct a more considered email or talk calmly face-to-face with a manager.
Don’t dress inappropriately — whether or not we admit it, we’re all guilty of judging people on their appearance. People who look well groomed and who dress professionally will be taken more seriously, and potentially deemed more competent, than those who don’t. Avoid ill-fitting clothes – particularly clothes that are too small, too tight, or too revealing.
Never fall asleep on the job — not only could this be seriously dangerous (depending on your line of work) it also reflects very badly on your work ethic, making you appear lazy or unprofessional. If you find yourself struggling to stay awake grab yourself a strong coffee, do some stretches or have a quick walk around the office.
Clean up your act — try to keep your desk and work space tidy and clean; a cluttered, dirty desk can make you appear unprofessional or unproductive. Don’t allow mugs and plates, papers or books to build up. And definitely get rid of yesterday’s half eaten spag bog!
About the Author
Lucy Ayers is the Editorial Content Coordinator for GradCareers. The GradCareers website helps graduates and final-year university students find the right career and graduate program for them. For more information, please visit http://www.gradcareers.com.au
We all know that positive workplace behaviours and attributes like hard work, motivation, enthusiasm, and a willingness to contribute to company development above and beyond your responsibilities can lead to positive career outcomes such as a promotion or pay rise. But what many of us don’t seem to understand is that there are a host of office no-nos that can have just as big an impact on our careers – but in a negative way!
Inappropriate behaviour in the workplace can lead to stunted career progression; it can stop you getting that all-important pay rise or that much-anticipated promotion! Below is a list of some of the top potentially career-damaging workplace no-nos to avoid:
Don’t use profane or offensive language — bad language in the workplace is not only potentially offensive to those around you, it may also make you appear unprofessional, immature and downright rude.
Don’t steal — as minor as it might seem to occasionally lighten the office stationary supply of the odd pen or two, stealing from your workplace (stealing anything at all) is one of the quickest ways to get yourself fired and should never be risked, no matter how small the item.
Don’t talk negatively about your employer, managers or co-workers — if you have a gripe about your company or somebody in it, take it through the appropriate channels; talk to your manager or human resources department, and if you don’t want to act on it then keep it to yourself. It’s a good idea to avoid venting to co-workers via email also – there’s always the risk you’ll unwittingly commit the ultimate faux pas and send the email to the wrong recipient!
Don’t gossip or spread rumours — while it is often tempting to share juicy snippets about co-workers, gossiping can be one of the quickest ways to ruin relationships and create a tense and awkward workplace atmosphere.
Don’t make sexually suggestive, racist, or inappropriate comments or jokes — inappropriate jokes or comments are not only potentially offensive, they will certainly not impress management, and could quickly get you labeled as immature and unprofessional.
Don’t be seen to be wasting company time — while pretty much every worker is guilty of sending the odd personal email or perhaps having a sneaky browse of the internet from time to time, it should be remembered that many companies monitor internet and email use, and will catch out time-wasting employees. Keep personal emails (and phone calls) to a minimum and try to limit personal use of the internet to your lunchbreak.
Don’t get drunk at office parties — as tempting as it might be to let your hair down and partake in a few drinks – especially when it’s paid for by the company – it can be one of the quickest ways to lose face with senior management. While it’s fine to have one or two drinks, workers who have one too many quickly lose the respect of their colleagues and could end up a laughing stock. Wherever possible, try to maintain a distinct line between your social and professional life.
Don’t send angry emails — if something or someone at work has upset you give yourself time to reflect and calm down before responding with an email. You’ll probably end up writing something you wish you hadn’t if you respond to a situation when you are angry or upset. A better approach might be to step out of the office for a minute or two and call a loved one and talk your problem out with them first. Then, if you’re still upset, you can hopefully construct a more considered email or talk calmly face-to-face with a manager.
Don’t dress inappropriately — whether or not we admit it, we’re all guilty of judging people on their appearance. People who look well groomed and who dress professionally will be taken more seriously, and potentially deemed more competent, than those who don’t. Avoid ill-fitting clothes – particularly clothes that are too small, too tight, or too revealing.
Never fall asleep on the job — not only could this be seriously dangerous (depending on your line of work) it also reflects very badly on your work ethic, making you appear lazy or unprofessional. If you find yourself struggling to stay awake grab yourself a strong coffee, do some stretches or have a quick walk around the office.
Clean up your act — try to keep your desk and work space tidy and clean; a cluttered, dirty desk can make you appear unprofessional or unproductive. Don’t allow mugs and plates, papers or books to build up. And definitely get rid of yesterday’s half eaten spag bog!
About the Author
Lucy Ayers is the Editorial Content Coordinator for GradCareers. The GradCareers website helps graduates and final-year university students find the right career and graduate program for them. For more information, please visit http://www.gradcareers.com.au
Friday
Do You Want To Change Your Career? Don't Do It Alone
During the journey from a job that you hate to finding the work that you love, you will need lots of guidance, support, motivation and encouragement.
Most of us fail to create our dream life because of trying to do it alone. Interruptions, setbacks, and fears are part of every journey and they are inevitable. Without getting help, most of us lack focus, commitment, and accountability. Even if you were very disciplined and motivated, it would take much longer to reach your goal without someone who believes in you, who will praise your achievements, take you out of your comfort zone and keep you on track.
Here are some tips to help you get the support you will need during your journey:
1. Create (or join) an online group of like-minded people who are interested in personal development and/or career change. Online groups enable each member to keep focused in a supportive environment. You can create your own group or join an existing one on Yahoo or Google:
• http://groups.yahoo.com
• http://groups.google.com
2. Create a team of people who want to leave their jobs to discover their purpose and find the work they were born to do. Get together regularly to give each other inspiration and support. The number of people you would like to invite to your meetings is totally up to you but three people are enough to start with. Meet weekly to motivate each other and exchange help and ideas. Take turns to talk about your dreams and allow others to help you in your goals.
Here is how the team works :
• The first member (let’s call her Julia) begins by describing her dream. Other members help Julia to create a specific goal with a target date.
• Julia then states the obstacles that are preventing her from realizing her dream. Other members help her to overcome these obstacles by suggestions, contacts, materials and ideas.
• Then Julia tells the group what actions she will take until the next meeting. The others brainstorm options and help Julia create an action plan.
This is the format of the inital get-together. At the next meeting, Julia tells the others what she has achieved since the last meeting and sets another action plan with the help of the other members.
Each member’s time is limited to 30 minutes (or less if it is a larger team).
It is crucial to make these meetings a priority in your life. You need to be 100% committed.
If you would like to find out more about how to create small groups in which members dedicate their efforts to help each other achieve their goals, I recommend Barbara Sher’s “success teams website” which will give you plenty of ideas :
http://www.shersuccessteams.com
http://www.shersuccessteams.com/iparties.htm
3. Enlist the services of a career coach. A good career coach will help to remove barriers that you have placed in your path, inspire you to take action and provide you with resources and tools to help you discover and follow your dreams of working at what you love.
Here are some suggestions to help you choose a great coach:
• Begin searching online for a career coach or ask for word-of-mouth referral from someone you know.
• Ensure that the coach has got a qualification from a reputable training organization.
• Ask for a free consultation to check out the rapport between you and the potential coach. Does the coach listen to you? Do you feel they clearly understand what you want to achieve through coaching?
• Find out whether their previous clients have had a result.
• Ask for their rates and make sure you understand exactly what services will be received for your investment in coaching.
As Barbara Sher says, “Isolation is the dream killer”. If you've been trying to go after your dreams alone and haven't been able to move forward, it's because you haven't had the support and structure you need. Make sure to take action in a supportive environment where you can get all the help and the encouragement you will need along your journey.
About the Author
Ebru Ulufer is a Career Coach with 16 years of corporate career experience. She helps people who are unfulfilled with their jobs to find their life purpose and earn a living doing the work they love. For more information, visit Career Transition Coaching
Most of us fail to create our dream life because of trying to do it alone. Interruptions, setbacks, and fears are part of every journey and they are inevitable. Without getting help, most of us lack focus, commitment, and accountability. Even if you were very disciplined and motivated, it would take much longer to reach your goal without someone who believes in you, who will praise your achievements, take you out of your comfort zone and keep you on track.
Here are some tips to help you get the support you will need during your journey:
1. Create (or join) an online group of like-minded people who are interested in personal development and/or career change. Online groups enable each member to keep focused in a supportive environment. You can create your own group or join an existing one on Yahoo or Google:
• http://groups.yahoo.com
• http://groups.google.com
2. Create a team of people who want to leave their jobs to discover their purpose and find the work they were born to do. Get together regularly to give each other inspiration and support. The number of people you would like to invite to your meetings is totally up to you but three people are enough to start with. Meet weekly to motivate each other and exchange help and ideas. Take turns to talk about your dreams and allow others to help you in your goals.
Here is how the team works :
• The first member (let’s call her Julia) begins by describing her dream. Other members help Julia to create a specific goal with a target date.
• Julia then states the obstacles that are preventing her from realizing her dream. Other members help her to overcome these obstacles by suggestions, contacts, materials and ideas.
• Then Julia tells the group what actions she will take until the next meeting. The others brainstorm options and help Julia create an action plan.
This is the format of the inital get-together. At the next meeting, Julia tells the others what she has achieved since the last meeting and sets another action plan with the help of the other members.
Each member’s time is limited to 30 minutes (or less if it is a larger team).
It is crucial to make these meetings a priority in your life. You need to be 100% committed.
If you would like to find out more about how to create small groups in which members dedicate their efforts to help each other achieve their goals, I recommend Barbara Sher’s “success teams website” which will give you plenty of ideas :
http://www.shersuccessteams.com
http://www.shersuccessteams.com/iparties.htm
3. Enlist the services of a career coach. A good career coach will help to remove barriers that you have placed in your path, inspire you to take action and provide you with resources and tools to help you discover and follow your dreams of working at what you love.
Here are some suggestions to help you choose a great coach:
• Begin searching online for a career coach or ask for word-of-mouth referral from someone you know.
• Ensure that the coach has got a qualification from a reputable training organization.
• Ask for a free consultation to check out the rapport between you and the potential coach. Does the coach listen to you? Do you feel they clearly understand what you want to achieve through coaching?
• Find out whether their previous clients have had a result.
• Ask for their rates and make sure you understand exactly what services will be received for your investment in coaching.
As Barbara Sher says, “Isolation is the dream killer”. If you've been trying to go after your dreams alone and haven't been able to move forward, it's because you haven't had the support and structure you need. Make sure to take action in a supportive environment where you can get all the help and the encouragement you will need along your journey.
About the Author
Ebru Ulufer is a Career Coach with 16 years of corporate career experience. She helps people who are unfulfilled with their jobs to find their life purpose and earn a living doing the work they love. For more information, visit Career Transition Coaching
Workplace Conflict Resolution: What’s Creating Workplace Conflict And 9 Easy Ways To Resolve It
A radio interviewer recently asked me if I thought there was more conflict in the workplace today than in the past. After thinking about it, I replied, “Yes, I think there is more conflict today.”
Here Are 3 Main Reasons Why There Is More Conflict In The Workplace Today Than In The Past:
1. Today’s workplace is much more egalitarian. We have flatter chains of command, dotted line relationships, and primarily knowledge workers who are capable of making decisions themselves and have the freedom to move on to another job if they don’t like the way they are being treated.
In prior years, the workplace consisted of a clear authoritarian structure and chain of command. Workers obeyed orders, kept their gripes and personal issues to themselves, and did their work. If they failed to perform effectively, they were immediately fired and replaced.
2. Today, people of all ages from all over the world have come to work together. They have different values, goals, behavioral expectations and prior experiences. Yet they are expected to work together without really understanding why all the misunderstandings between them occur.
3. Women are now in the workplace in equal numbers to their male counterparts. Generally speaking, women are much less accustomed to following a chain of command than men. Most men grow up participating in organized sports where they are taught how to obey. Although some women are now active in sports, many more grow up playing creative games that didn’t have any particular organization or chain of command. In games like house, girls take turns in varying roles.
Although we’ve come a long way towards understanding each other and working harmoniously together in the workplace, there are still behavioral differences in teasing, flirting, confronting, aggression and simple communication styles.
Solutions To Conflicts In The Workplace
Clearly, these workplace issues are here to stay. How can we handle them? How can we change certain elements? Here are some of my ideas:
Dealing with Different People in the Workplace
Your organization is going to continue to have people of all genders, ages, cultures, styles and expectations working together. You need to provide them with:
• A common culture with clearly defined behavioral expectations. This includes policy, procedures, statements of corporate values and culture – and the follow through to hold people accountable.
• Diversity training that teaches how to manage different people as well as how to get them to cooperate at meetings and other group forums. Your organization needs to delve into training. Trainers need to understand cognitive and communication styles, values around politeness and dealing with superiors, as well as issues of pride, humility, conformity and all the other differences that cause conflicts in the workplace.
• Acceptance and recognition of the differences, so your organization doesn’t try to have a “one size fits all” method of managing.
• More attempts to help each other clear up disagreements and misunderstandings – rather than passing judgment and deciding who is right and who is wrong.
Management Style and Hours Worked
When management creates a clear set of guidelines as to work expectations and measures success rather than time spent, it will be easier for people to know what to do because the parameters are clear. Here’s what your organization can do to avoid conflicts in the workplace related to management styles:
• Publish policy, procedures, values, expectations, and guidelines. Since there no longer is a supervisor with a whip looking over each worker’s shoulder, it is these documents that guide your employees’ behaviors.
• Managers need to learn how to correctly manage different individuals to enable each person to be successful. Some people need more instruction and others need to be left alone to create. Some are more trustworthy than others and can be relied upon to know their own limits and decision-making authority. Others need to be managed more tightly.
• The quality and the quantity of the work should be rewarded, not time. Managers need to stop the subtle and not-so-subtle remarks about not seeing a worker on a Saturday or early in the morning.
• Employees need to have flexible time whenever possible. Some jobs require attendance at set hours. Most do not. People with young children at home might want to go home for a few hours in the late afternoon and return either to work, or to their home computer after their children have been put to bed.
• Recognize that less is often more. If people get to relax, have a family life, recreation, and pleasure, they are almost always more productive and creative during their working time.
Although conflict is here to stay, it certainly can be mitigated by taking the needs and differences of people seriously and by teaching them about each other and how to work together. Stop being afraid and start being kind.
About the Author
ArLyne Diamond, Ph.D can teach your management team how to manage your organization effectively and efficiently. For more free tips that will help your organization increase its productivity by cutting the number of conflicts in the workplace in half go to: http://www.diamondassociates.net/articles
Here Are 3 Main Reasons Why There Is More Conflict In The Workplace Today Than In The Past:
1. Today’s workplace is much more egalitarian. We have flatter chains of command, dotted line relationships, and primarily knowledge workers who are capable of making decisions themselves and have the freedom to move on to another job if they don’t like the way they are being treated.
In prior years, the workplace consisted of a clear authoritarian structure and chain of command. Workers obeyed orders, kept their gripes and personal issues to themselves, and did their work. If they failed to perform effectively, they were immediately fired and replaced.
2. Today, people of all ages from all over the world have come to work together. They have different values, goals, behavioral expectations and prior experiences. Yet they are expected to work together without really understanding why all the misunderstandings between them occur.
3. Women are now in the workplace in equal numbers to their male counterparts. Generally speaking, women are much less accustomed to following a chain of command than men. Most men grow up participating in organized sports where they are taught how to obey. Although some women are now active in sports, many more grow up playing creative games that didn’t have any particular organization or chain of command. In games like house, girls take turns in varying roles.
Although we’ve come a long way towards understanding each other and working harmoniously together in the workplace, there are still behavioral differences in teasing, flirting, confronting, aggression and simple communication styles.
Solutions To Conflicts In The Workplace
Clearly, these workplace issues are here to stay. How can we handle them? How can we change certain elements? Here are some of my ideas:
Dealing with Different People in the Workplace
Your organization is going to continue to have people of all genders, ages, cultures, styles and expectations working together. You need to provide them with:
• A common culture with clearly defined behavioral expectations. This includes policy, procedures, statements of corporate values and culture – and the follow through to hold people accountable.
• Diversity training that teaches how to manage different people as well as how to get them to cooperate at meetings and other group forums. Your organization needs to delve into training. Trainers need to understand cognitive and communication styles, values around politeness and dealing with superiors, as well as issues of pride, humility, conformity and all the other differences that cause conflicts in the workplace.
• Acceptance and recognition of the differences, so your organization doesn’t try to have a “one size fits all” method of managing.
• More attempts to help each other clear up disagreements and misunderstandings – rather than passing judgment and deciding who is right and who is wrong.
Management Style and Hours Worked
When management creates a clear set of guidelines as to work expectations and measures success rather than time spent, it will be easier for people to know what to do because the parameters are clear. Here’s what your organization can do to avoid conflicts in the workplace related to management styles:
• Publish policy, procedures, values, expectations, and guidelines. Since there no longer is a supervisor with a whip looking over each worker’s shoulder, it is these documents that guide your employees’ behaviors.
• Managers need to learn how to correctly manage different individuals to enable each person to be successful. Some people need more instruction and others need to be left alone to create. Some are more trustworthy than others and can be relied upon to know their own limits and decision-making authority. Others need to be managed more tightly.
• The quality and the quantity of the work should be rewarded, not time. Managers need to stop the subtle and not-so-subtle remarks about not seeing a worker on a Saturday or early in the morning.
• Employees need to have flexible time whenever possible. Some jobs require attendance at set hours. Most do not. People with young children at home might want to go home for a few hours in the late afternoon and return either to work, or to their home computer after their children have been put to bed.
• Recognize that less is often more. If people get to relax, have a family life, recreation, and pleasure, they are almost always more productive and creative during their working time.
Although conflict is here to stay, it certainly can be mitigated by taking the needs and differences of people seriously and by teaching them about each other and how to work together. Stop being afraid and start being kind.
About the Author
ArLyne Diamond, Ph.D can teach your management team how to manage your organization effectively and efficiently. For more free tips that will help your organization increase its productivity by cutting the number of conflicts in the workplace in half go to: http://www.diamondassociates.net/articles
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