325: Know, Like, & Trust: A Sales Model for the Job Search

This week’s episode features my guest, Bob Tiede. Bob is a 20-year of the U.S. Leadership Development Team of Cru (formerly known as Campus Crusade for Christ). He has written six books including “Great Leaders Ask Questions” and “Now That’s a Great Question.”  We talk about the importance of asking great questions as a leader. If you aren’t yet in a leadership role, he also offers great questions to ask of your leader.  Bob gives you his favorite leadership questions and why they are so effective.  You can subscribe to Bob’s blog, LeadingWithQuestions.com.  To check out Bob’s free e-books: https://leadingwithquestions.com/books/  Are you in the wrong job that chips away at you every day? The document and coaching programs offered by Exclusive Career Coaching will help you find a job that uses your zone of genius, recognizes your value, and pays you what you’re worth.  If you’re ready to take your job search to the next level by working with a highly experienced professional with a track record of client success, schedule a complimentary consult to learn more:  https://calendly.com/lesaedwards/zoom-meetings2 

A concept that I think about A LOT as a small business owner is that a person has to know, like, and trust me in order to buy from me.  How does this play out in my world? As the person selling a service to someone, people need to know who I am and what I’m about, they have to like what they know about me, and they have to trust that I will deliver exactly what I say I will.  As a person who is sold to on a daily basis by various vendors, I am infuriated by people who simultaneously try to connect with me on LinkedIn or via the first-ever email AND attempt to sell me something. This happens multiple times every day.  I build know, like, and trust in my business with my podcast, informative social media posts and newsletters, and through my consults. I’m personable, genuine, and knowledgeable without being a “know-it-all.”  Why am I telling you all this? I’ve been thinking about how know, like, and trust applies to the job seeker.  To be crystal clear: When you are in a job search, you are selling a product. It may have a price tag of $100K annually – or $500K annually. That product has features and benefits, which MUST be explained and demonstrated to a prospective buyer. That product is YOU.  I want to break down the know, like, and trust – each with strategies to help you build a sales model for product YOUR NAME HERE.  KnowOf course, a prospective employer will get to know you during the course of the interview, but how can you help them get to know you before that – so they are compelled to interview you?  1.    Make sure your resume is a marketing document, not just a data sheet or “career obituary.” They can get to know you much better if you share your achievements and personal brand with them – what differentiates you from your competition? How have you added value to each company you’ve worked for?  2.    Understand the difference between features and benefits – and be able to explain them to a prospective employer. Here are some examples of common products’ features and benefits: Nike Running Shoes – features include the material the sole is made out of, the type of laces used, the arch support, and the padding. Benefits include how these shoes will help you run faster, in various terrains, while preserving your arches in comfort and wicking moisture away.  Sleep Number Bed – features include the adjustability of each side, the material the mattress is made out of, and the warranty. Benefits include how the adjustability will allow you and your partner to independently adjust your sides for maximum sleep comfort, how the bed keeps you both at an ideal sleep temperature, and how you can be assured that – should anything happen to your bed – you are protected.  What might a job seeker’s features and benefits be?  Features: A certain degree or certification, extensive experience in a certain field, expertise in a certain skill.  Benefits: How those features will allow you to solve problems, improve efficiency, and increase revenue for that company.  It’s not enough to answer an employer’s question of “Why should I hire you?” with a least of your features – you want to spoon-feed them with how those features will help them.   3.    They WILL look at your LinkedIn profile before deciding whether to interview you. LinkedIn is the perfect place for you to not only help prospective employers get to know you, but also to help them begin to LIKE you.  LinkedIn should be written in first person, in a conversational style as if you were talking over a cup of coffee with the reader. This is your opportunity – specifically in the About section – to tell your story. You can inject humor (if that’s who you are), talk about challenges you’ve overcome, and even give a glimpse into your life outside of work.   LikeAs I just mentioned, LinkedIn is a great place to help prospective employers begin to like you. Here are some additional thoughts: 1.    They will feel more connected to you if you have some connections in common. This is an angle no one really talks about: If I look at someone I DON’T know on LinkedIn, I look to see how we’re connected. Who are our common connections? If they are connected to someone I know, like, and trust – guilt by association. I feel a little bit of “like” for that person, too.  This makes a compelling case for strategically connecting to certain people – and it can be your opening line for connecting with them. “I see we are both connected to NAME, one of my favorite people – let’s connect!”  2.    They need to get to know you as a total person during the interview. Throughout my career, I’ve interviewed so many candidates who I didn’t feel as though I knew any better AFTER interviewing them than I did before. They were stilted, gave obviously rehearsed answers, and didn’t let me into their life outside of work at all.  If you have a sense of humor, let it out – in small doses – during the interview. If you are an avid horse rider – let them know. Just keep the personal information neutral or positive.  Also – if you are interviewing in person or via technology from their office, look for clues as to what the interviewer is interested in and make a comment or ask a question. Show interest in them – they’ll like that.   TRUSTHow do you get someone to trust you before they’ve worked with you? I had to really think on this one.  1.    Make sure your resume, online presence, and the in-person version of you are in alignment. Not much will throw the interviewer off the “trust train” more than feeling like there are multiple versions of you. There should be consistency in what you present as your strengths (and weaknesses), your passions, what you are looking for in an employer, and your moral code.   2.    Show trustworthiness in how you speak about former employers, bosses, and coworkers.To be clear, I am NOT suggesting that you paint everything as roses and rainbows. I spoke about how to bring up negative things in episode #323. The challenge is to say what needs to be said without throwing anyone or anything under the bus (although it is okay to “mea culpa” yourself).  Think of it this way: a prospective employer will figure that anything you say about a former employer or boss is an indication of what you might say about that company or that boss down the road.  Speak factually AND with grace.   3.    Follow through.A great way to build trust is to do what you say you will do throughout the interview process. Send them whatever they ask for, call when you say you will, show up promptly for all interviews, and send thank you notes.   4.    Seed your references.You will likely be required to give a list of professional references. Is there one or more people on your reference list who can specifically speak to your trustworthiness? It’s perfectly acceptable to ask a reference to say a specific thing about you, as long as it’s truthful.    Of course, there are a lot of other components to a sales model for job seekers, but I wanted to focus today on Know, Like, and Trust. Maybe in another episode I’ll have a sales expert on the podcast to talk about things like buying signals and closing the sale.   If you are a high-achieving professional with the goal of landing in the C-suite, the Highly Promotable coaching program may be just the ticket! This 1:1 program is targeted to strategically leverage one of your strengths to become a signature strength — and move the needle on one of your developmental areas so it becomes a strength.  This is a four-figure investment in your professional future! If this sounds like just what you need, schedule a complimentary introductory call to determine if you are a fit for Highly Promotable:  https://calendly.com/lesaedwards/highly-promotable-introductory-call

A listener reached out to me about this topic and it resonated with me. At the beginning of the year, I started casually looking for a part-time job in Tallahassee – not so much for the money as for the human interaction. As a solopreneur working from home, I feel pretty isolated. I thought a few hours a week would help me meet some new people, possibly make some new friends, and have more human contact.  I set up a search on Indeed.com – and what I’ve received since then has been pretty pathetic. Granted, I didn’t do much to refine my search because I was open to any number of things. Mostly what I knew was what I DIDN’T want – full-time, inflexibility with my schedule, being a front-line contact for people.  I got custodial jobs, server jobs, and delivery driver jobs. Of course, these are important roles and someone needs to do them – just not me.  So when the listener suggested this title, I put it on my list of topics I wanted to explore for an upcoming episode. So here goes.  What exactly are you looking for? Some definitions are in order. There are professional part-time jobs for people who want to pursue an opportunity within their career field – just not on a full-time basis. They could be downshifting into retirement, raising children, or helping with an elderly parent.  Then there are part-time jobs for professionals – perhaps to make a bit more money, to (like me) fulfill an unmet need in their regular job, or to pursue a passion.  It is important for you to assess why you want a part-time job and what your non-negotiables are for that job – just as you should do for a full-time position.   Where should you look? Most job boards have a filter for part-time positions, so you’ll want to utilize that. When I tried LinkedIn, I was able to filter for part-time, mid-senior level, and in-person; I could have also filtered for a salary range.  I tried this out on Indeed as well, but wasn’t able to simultaneously filter for as many criteria as with LI. With part-time, I couldn’t find a way to also search for a type of job – and when I did, it reverted to full-time positions. Perhaps Indeed isn’t the best place to look for a professional part-time job, but could work if you are looking for a part-time job as a professional.  I didn’t try other mainstream online sites, but most if not all of them should have the part-time filter – the question is what other filters you can engage at the same time.  There are also sites that cater to part-time work, like flexjobs.com. Many sites have cropped up since Covid specifically for remote work, so if that’s what you are looking for, here are a few good ones: -remote.co-ratracerebellion.com-weworkremotely.com There is also the gig economy with sites like Upwork if you have a skill set that lends itself to this type of work.  I want to briefly mention turning a hobby or passion into something you get compensated for. When I was in higher education, I started a jewelry business – I had no background in it but started beading and fell in love. I quickly realized I could either have a very expensive hobby or start selling my work and so I did. It was time-consuming and in no way easy, but very flexible and it provided a creative outlook my job just didn’t.  I would be remiss if I didn’t mention the option of multilevel marketing – now often referred to as network marketing or direct selling. While this industry is often painted with the broad-brush stroke of pyramid schemes, many are legitimate and it can be a very flexible source of additional income. Because it is commission-based, this might be a better option for someone who doesn’t have to rely on a certain amount of steady income.  The question then becomes: How do you find the non-scammy opportunities? I found a good article on this topic on LinkedIn:https://www.linkedin.com/pulse/how-choose-network-marketing-company-ion-ivanciu/ This article talks about how to determine the type of MLM you might want to choose. I took it a step further and Googled “best MLM Companies in 2023.” I won’t mention any results because those will quickly be dated and should not be your primary driver, but a little research will show you the possibilities. You could also try a search like “Best MLM companies in ___.”   How else can you find opportunities? -Look for small, local employers – particularly if you want an in-person job, although remote work might also be an option. Companies that have a wide range of work to be done, but not necessarily enough of any one skill set to require a full-time employee, would be ideal. I have a friend who works Tuesday-Friday, 10:00 a.m.-4:00 p.m., doing administrative tasks for a glass company. She’s 79 years old and loves it! Network for these opportunities.  -Are there solopreneurs you can provide services to in your area of expertise? The field of Virtual Assistants – known as VAs – has grown exponentially since Covid, so that’s a pretty crowded field these days. However, perhaps all you want is a couple of solopreneurs who each need a few hours a month of bookkeeping work or website support. Network for these opportunities.  -Look into cultural, religious, or community organizations – again, these may be leanly staffed and would welcome part-time help. Museums, theaters, arts-agencies, churches, temples, and libraries all tend to rely heavily on part-time staff. Network for these opportunities.  -Other areas that hire part-time workers are education, healthcare, and sales. Could you be an adjunct college professor or teach online courses? What about part-time clerical work at your child’s school? Could you get a second part-time nursing job? What about part-time sales? Network for these opportunities. As I began working on this topic, I realized just how vast it is and how much information is out there. I covered the what – what you are looking for; the where – where to look online for these jobs; and the how – how to look for these opportunities. I didn’t touch on the networking process, how to apply, how to follow-up; I’ve covered these topics in other episodes.  I realize now how much I missed the boat in my initial search – a lesson that no matter how experienced we are in an area, we still have more to learn. Humbling, but an important lesson.  

I want to start this episode by debunking a myth out there that you can NEVER, EVER say anything negative about your current/former employer or boss in a job interview. Under no circumstances. Full stop. I’ve coached hundreds of clients on how to improve their interviewing skills. In my career in higher education, I interviewed dozens of job candidates and helped hundreds of college students prepare for their first-ever job interviews. Early in my career as an Area Training Coordinator for the now-defunct Eckerd Drug Company, I represented the company on college campuses, interviewing seniors for positions as Assistant Managers.  All of that is to say I have a great deal of experience in this arena, and what I’ve come to understand is EXACTLY where that line – what negative information you should/shouldn’t say – is.  Why would you even bring up something negative? Because it’s the truth – and because you can’t fully tell your story without that truth. This will become clearer in my examples.  Facts, not gossipHere’s exactly where that line between facts and gossip is: State the facts of the situation, with absolutely no negative emotion or unfavorable characterizations.  Where we get into trouble in job interviews is when we start placing value judgments, criticism, and negative energy around something negative that happened.  And while I want you to tell the truth – I DON’T necessarily want you to tell the WHOLE truth. What you say should be correct, but you can and should leave out parts that don’t present you or your former employer in a positive light.   Example #1 – You are asked “Why did you leave your most recent role?” Here’s the truth: You left because you found out some things about the boss that were, at best, unflattering, and at worst, illegal. Your boss confronted you about what you knew and wanted to fire you. You convinced him to let you quit in exchange for not pursuing legal action against the company for wrongful termination. He told you the company would give you a neutral reference if called.  Here’s an option: “I quit because I found out some things that were happening at the company that were against my professional morals, and I could not in good conscious remain there.” Why this response works: Because you are showing evidence of high moral character. You are not giving any specifics about what you found out – nor will you if probed with further questions. This answer also works because it is a concrete reason to leave a position, as opposed to a vague response such as “I wanted to pursue other opportunities.”  This answer gives them a satisfactory response and a reason to move on, whereas something vague like pursuing other opportunities might very well raise their BS antennae.  Where you get into trouble: “My boss was cheating on his wife AND stealing from the company – and I found out! He was furious and tried to fire me. I convinced him to let me quit instead, or else I told him I would sick my lawyer on him.”   Example #2 – Your application indicates you were terminated from your most recent role and the interviewer asks you about this.  Here’s the truth: Your former employer fired you to make way for a younger, less expensive version. You decided not to pursue legal action.  Here’s an option: “In a cost-cutting measure, the company chose to replace me with a more entry-level candidate.” I would absolutely follow this answer up with “I am looking for a company that values my experience and skills.”  Why this response works: They can read between the lines – they went with the cheaper product; you don’t have to say it. Further, you are essentially telling them that you want to be paid for your experience and skills – and you want to work for a company that values those things.  They know you were fired, so any vague response will only send those antennae up. You’ve given them enough to satisfy their curiosity.  Where you get into trouble: “I’m 56 years old, and they fired me to hire a 24-year-old they could pay half as much. I should have seen it coming – they did the same thing with at least 4 other employees before me.”   Example #3 – You are asked why you left your last employer after only six months. Here’s the truth: The job wasn’t the right fit from day 1, but your former employer doesn’t like to fire anyone – especially someone in a protected class. Consequently, they restructured your role and the department you work in just so they could make it uncomfortable enough for you to quit. So you did. Here’s an option: “Soon after I came on board, there was a significant restructuring of my department that included a complete shift in my responsibilities. The new role wasn’t a good fit for my skills and strengths, so rather than experience a decline in my job performance, I decided it was best for all concerned if I left.”  You might expect further questioning about what the initial job requirements were versus what they became.  Why this response works: You aren’t getting into the weeds with the initial mismatch with the job, just what happened after the restructuring. You are demonstrating integrity by the fact that you didn’t want your job performance to decline.  Where you get into trouble: “That company doesn’t fire anyone, but they wanted me gone from day 1 so they made my life miserable. They went to all that trouble of restructuring just to get me to quit – so I did.”   Are you in the wrong job that chips away at you every day? The document and coaching programs offered by Exclusive Career Coaching will help you find a job that uses your zone of genius, recognizes your value, and pays you what you’re worth.  If you’re ready to take your job search to the next level by working with a highly experienced professional with a track record of client success, schedule a complimentary consult to learn more:  https://calendly.com/lesaedwards/zoom-meetings2   

If you listen to this podcast on a regular basis, you know that many of my topics come from clients – what they are struggling with, the questions they are asking me. Today’s topic is one such example.  Two of the things I hear most frequently relative to networking is:  #1 – I don’t know very many people #2 – I only know people in my job function/industry, and that’s no help to me because I want to pivot As a reminder, here are my definitions: A career pivot is like a pivot in basketball – you keep one foot on the floor when you aren’t dribbling the ball. A career pivot means you are either keeping a foot in your job function or your industry – and pivoting out of the other.  An example of pivoting out of your industry might be changing from a human resources director at a hospital to HR director at an automobile manufacturing plant.  A pivot out of your job function might be moving from IT at a tech company into a sales role at a different tech company.  A career reinvention means you are moving both feet – to a new career function AND a new industry. An example would be changing from a marketing executive at a CPG company to do Foundation work at a university.  So back to “I don’t know anyone” and “I only know people in my job function/industry.” Here are my strategies:  You DO Know People…More Than You ThinkA good way to begin to grasp your true network is to jump on LinkedIn and a) review your existing connections for growth possibilities there, and b) connect with people you haven’t yet connected with. Keep in mind that you don’t have to already know these people – your invitation to connect is you saying that you WANT to get to know them.  To review your existing connections, use the Advanced Search function. Rather than giving the steps here, which will likely change in the not-too-distant future, reach out to me if you don’t know how to use this resource.  One you’ve opened the filters, select “2nd connections” and put in the name of your connection you want to review. This will open up all of this connection’s connections, which you can then mine for possibilities.  I recommend a message something like this: “I see we’re both connected to Jim Smith, one of my former colleagues. Let’s connect!”  This previous method works from who you are already connected with. Let’s say you also want to connect strategically with people who work in a certain company, hold a certain job title, or have worked there or held that title. The Advanced Search function comes into play here, as well.  If you want to find the Director of Operations for ABC Company, used the Advanced Search function with the filters of Current Company and Job Title.  You message for this situation might be: “I see we both used to work at XYZ company – let’s connect!” OR “I am impressed by the level of engagement you have on LI – let’s connect!”  If you are going to use the approach of commenting on some aspect of their profile, you MUST customize this so they know you’ve actually looked at their profile. Nothing as generic as “Great profile – let’s connect!”  Notice that with all of these messages, I am not revealing my true intentions. Any sales person will tell you that someone has to know, like, and trust you to buy from you – and the people you are connecting with don’t know you and therefore can’t like or trust you yet.  Come up with a 3-to-4 step approach with these connections, starting with your invitation to connect. Then perhaps your next communication, which should be once they accept your invitation, is to ask them a soft-pitch questions they are uniquely qualified to answer, such as “I see you’ve worked at ABC for three years now. I have some friends who have worked there and they had a great experience – they particularly commented on the company’s strong executive leadership. What has your experience been?” Now note that this person isn’t likely to say anything negative about their current employer – that would be career suicide. But that’s not the point – the point is to get them engaged with you.  If you get a response, then your next question could either be another soft pitch, such as “What is the biggest thing you are focused on right now at work?” or a more direct “I am interested in getting my foot in the door with your marketing department. Can you recommend someone I should reach out to?” You could also try something like this: “I am conducting a job search focused on pivoting from HR to marketing, staying within healthcare. Is there any piece of advice you could give me for making this pivot?” Now that I’ve given you the messaging strategy, WHO specifically should you be reaching out to for a career pivot or reinvention? That depends entirely on your new career goal.  I DON’T recommend using LI as a fishing expedition for what your next career step should be – that’s what career coaches and mentors are for. Rather, you are leveraging LI to help put you in contact with people who work in your new chosen job function and/or industry.  Going back to the Advanced Search function, you might put in a certain job title, say Vice President of Sales, and an industry, such as Tech. You’ll want to play around with your search parameters to get a manageable number of results back (I consider this to be about 200).  So far, everything I’ve talked about is using LI. Let’s talk a bit about in-person networking. This is really the same as if you were networking for a job in your same job function and industry; here’s a refresher: #1 – First be interested, then interesting (let them do most of the talking) #2 – Make it a goal to give at least as much value as you get #3 – You are asking for leads, ideas, and referrals – not, in most cases, a job #4 – Vague requests lead to vague results. Be specific and succinct #5 – Follow up and follow through  Finally – and this is very important – stop telling yourself that you don’t know anyone in your new job function or industry. Science has proven that our brains take what we tell them and then scan our environments to find evidence. If we are telling our brains that we don’t anyone, that’s what our brains will see. It’s called confirmation bias.  Instead, try a more useful thought, such as “I am making new connections every day” or “I am meeting people in my new job function/industry.” There is no room that people with strong networks go into, where the “at capacity” lights come on and no one else can go in. You can go in that room at any time – just get to networking!   Are you in the wrong job that chips away at you every day? The document and coaching programs offered by Exclusive Career Coaching will help you find a job that uses your zone of genius, recognizes your value, and pays you what you’re worth.  If you’re ready to take your job search to the next level by working with a highly experienced professional with a track record of client success, schedule a complimentary consult to learn more:  https://calendly.com/lesaedwards/zoom-meetings2   

Let me start today’s episode by saying loud and clear: EVERYONE has setbacks and obstacles in their career. NO ONE has a perfectly linear journey, where they leave each job at the height of achievement, only to land in an even better job – no gaps in employment, no difficult bosses or coworkers, no layoffs or RIFs, no personal or family issues requiring extended time off work.  For me, it started early. I completed my undergraduate degree in December and started working as the director of the Sims Baldwin Family Music Center right away. I trained in Tampa, then started working in Tallahassee.  Only a few months later, the doctors gave my mom three weeks to live. I took leave of my new job to be at her side in St. Petersburg, during which time my boss gave my job to someone else without notifying me.  After I buried my mom in June of that year, I returned to no job. Fortunately, one of the parents of my music students knew about an opening at a church in Tallahassee for a camp music director – which turned out to be one of the most fun jobs I’ve ever had.  I got a public-school music teaching position that fall, which I held for three years. I left to get married and move for my husband’s work. I ended up selling Amway makeup and hostessing at an airport hotel restaurant.  Then there was my three years with the now defunct Eckerd Drug Company as an Area Training Coordinator – they realigned the district and I would have had to move to Macon, Georgia to keep my job. My husband and I looked into the possibilities for him, but ultimately decided to stay in Columbus, Georgia and I would look for another job.  I could go on with a few more, but hopefully you can see that my career path has been anything but simple and straightforward.  The question becomes: What do you do when the inevitable happens? I want to break this down into actions you can take, and the mindset you’ll need to navigate.  MindsetMindset is everything when you are dealing with a career setback or obstacle. Think of it this way: The thing that happens to you is just a thing that happens – it’s neutral until you have a thought about it.  Here’s an example from clients I’ve worked with who have been laid off: With the exact same set of circumstances, one client will think: “This is terrible. I’ll never get another job. I’m going to go broke and lose my home.” Another client will think: “I’ve been thinking about leaving for so long – I’m actually glad this happened. I have a severance package so I can take my time to find just the right position.”  You can probably imagine the difference in how these two people would move forward from their job loss – and the results they would get.  Here then are my recommendations for minding your mind during this period: #1 – Give yourself a day or two to grieve and process.Acknowledge the setback and reflect on what happened. Accept responsibility for any role you played in what happened and let go of that which was out of your control. Spend time thinking about what you can learn from this experience.  #2 – Think about what you want next.If you have lost your job, give some serious thought to what you want your next move to be. Many people take a knee-jerk approach to this – jumping back into the job market without thinking about what they really want and need. This often leads to more of the same.  Let’s say the setback was a promotion you didn’t get, or a project you weren’t asked to lead. Is this a sign that the handwriting is on the wall at your current employer – do you need to start looking elsewhere? Or is this an opportunity for you to gain additional skills or experience so you’ll be more competitive next time around?  This is also an opportunity to reassess your goals – just make sure your work in this area is coming from a positive, forward-focused mindset, rather than a reactive, hurt mindset.  #3 – Cultivate a strong positive belief in yourself and your future. You don’t have to become a delusional hyper-optimist, but neither do you have to be Eeyore. Here are a couple of tools for this: -Focus on what you KNOW you do exceptionally well. This might mean directing your focus away from the huge mistake you just made to how good your sales numbers were last quarter – or focusing on your outstanding job performance rather than how you lost your job.  -Be a realist. If you just lost your job, but have never lost a job before, tell yourself that truth. If you blew a presentation for the first time ever, tell yourself that truth. Don’t turn this into an indictment on your entire career.  -Ladder your thoughts. If you just had a terrible performance review, rather than telling yourself you’re a terrible employee/person/human, tell yourself you can improve on the area your boss was most concerned about. Instead of “I’m really bad at managing my employees,” you might tell yourself “I can learn how to be a better manager.”  Action StepsNext, let’s talk about steps you can take to overcome the setback or obstacle you’ve just faced. Of course, this is very dependent on exactly what you’ve just been through, but here are some general steps: #1 – Stay persistent. This is not the time to wallflower it or phone it in – keep pushing forward in your career goals. If, after some self-assessment you’ve decided to revise your goals, then get busy achieving them.  #2 – Stay adaptable. If circumstances at your work are in a state of constant change and turmoil, the ability to adapt is crucial for moving forward. The challenge is in knowing when it is time to cut bait – this is something only you can decide for yourself.  #3 – Seek support.Lean on your mentor(s), significant others, and a career coach if possible. Keep in mind that continuing to talk about the problem will only further solidify the problem. Maintain a focus on finding solutions. Most importantly – don’t isolate yourself at this time. You need to be around people who believe in you and will support you – and help you through.  #4 – Up your self-care game. This is a time for you to take extra good care of yourself. If you are out of work, do you have the resources for a vacation – perhaps an extended one you’ve never had time for before? Is there a hobby you’d like to cultivate during this time?  If the setback is of the smaller variety, let’s say your boss just raked you over the coals for your performance on a recent project, can you schedule a day at the spa or a day hiking in the woods? What does restoration and renewal mean to you? DO IT.  #5 – Decide what your story will be. You have a choice: You can be a victim in your story, or you can be the hero. Decide what you will tell people – including future employers. There could very well be a great behavioral interview answer in how you navigated this situation and what you learned from it.  I love what one of my previous coaches used to say: “We’re all delusional. We might as well be delusional in our own favor.”  #6 – Celebrate progress. This is always important – and never more so than when there’s been a setback. No matter how small, celebrate your wins – it will help boost your confidence and motivation.   Are you in the wrong job that chips away at you every day? The document and coaching programs offered by Exclusive Career Coaching will help you find a job that uses your zone of genius, recognizes your value, and pays you what you’re worth.  If you’re ready to take your job search to the next level by working with a highly experienced professional with a track record of client success, schedule a complimentary consult to learn more:  https://calendly.com/lesaedwards/zoom-meetings2

I’m going to cover a lot of ground on today’s podcast, starting with a definition of career development: According to Wikipedia:Career development refers to the process an individual may undergo to evolve their occupational status. It is the process of making decisions for long-term learning, to align personal needs of physical or psychological fulfillment with career advancement opportunities. Career Development can also refer to the total encompassment of an individual's work-related experiences, leading up to the occupational role they may hold within an organization. "A well-rounded application of career development tools establishes a robust framework that facilitates a growth mindset, encourages wholesome employee development, and drives organizational success." What does all that mean? Career development is a lifelong process of growth and advancement – not only in terms of advancing to higher job levels, but advancement in the sense of ongoing learning and personal growth as a result of professional development and experience. When I was the director of university career centers, my focus was on the career development of matriculating college students – helping them figure out what they wanted to be when they grew up and helping them land their first-destination job. In working with those college students, we focused on: #1: Self-knowledge – identifying interests, skills, and values #2: Knowledge of the World of Work – gaining critical information about various occupations #3: Career Decision-Making – Narrowing the options down through internships, shadowing, part-time jobs, study abroad experiences, and mentorships #4: Taking Action – The process of finding a job in the chosen field  In this episode, I really want to focus on those of you already in your career, particularly in a career path you love. If you don’t love the path you are on, there are plenty of resources available for you, and I’ve done podcast episodes to help you as well. Some companies do an excellent job of providing career development paths and opportunities for their employees; other companies financially support their employees seeking career development through outside organizations. Still others don’t consider this a priority AT ALL. For those of you fortunate enough to have an excellent in-house program, you probably don’t need my words of wisdom on this topic. But for those of you who are own your own – whether financially supported by your company or not – I have some strategies. Here’s a breakdown of the process of career development for those of you on your chosen career path: #1: Self-assessment – For you, this might look like conducting a self-SWOT – what are your strengths? Areas for growth? What are the emerging areas of opportunity in your field? What are possible threats to your career field, such as AI or offshoring? #2: Goal-setting – Once you’ve assessed yourself, set a SMART goal for career development. This could include additional formal education, a certification, or working with a coach to address a weakness in your professional development. #3: Action planning – Once you’ve set at least one SMART goal, establish a plan to make it happen. This might include calendaring in time for each step of your goal, looking into resources/options, or asking a mentor to help hold you accountable. #4: Implementation – Now it is time to DO. Attend the course or program, study for the certification exam, or start the job shadowing your boss approved. #5: Refinement – As you implement the steps to your goal, you’ll likely want to make a few mid-course adjustments. Have you realized you need to take one more class? Do you need to ask your boss for additional support? Do you need to ask for help at home so you have time to study? Here are my suggestions for getting the career development assistance you need: Get out of your office. There are two main points I want to make here: workshops, seminars, and conferences are excellent opportunities to learn from experts, expand your professional knowledge, and meet potential mentors. Also, building and nurturing professional relationships through networking can provide you with valuable insights and opportunities for career development. Platforms like LinkedIn are great for connecting with professionals in your field, joining industry groups, and staying updated on trends. Why this helps: These opportunities can help you identify areas you want to work on (#1) and may lead you to your SMART goal (#2). You may also be implementing your goal, such as a learning objective, which satisfies #4.  Seek professional help. Here we are talking about working with a career counselor, career coach, or life coach to help you with all five steps. It is important to know what you want help with, then ask friends and colleagues for referrals and schedule complimentary consults/ discovery calls. You also have the option of 1:1 work versus group programs. Why this helps: As I said, a professional can help you with all five steps – identifying the areas you want to work on, goal-setting, action planning, implementation, and refinement.  Access what you need. Online learning platforms like Coursera, Udemy, and LinkedIn Learning offer all kinds of courses and tutorials on topics to strengthen your technical skills, leadership, communication, professional etiquette, and interpersonal skills. There are also books, publications, and podcasts available, ranging from general career advice to industry-specific or career-specific information. Platforms like Indeed, Glassdoor, and Monster provide resources for researching companies, finding job opportunities, reading reviews from current and former employees, and accessing career-related articles and advice. Continuing education programs, certificate programs, and degree-seeking programs can help you advance in your current career. Many universities and online platforms offer flexible options for working professionals. Finally, there are government and nonprofit resources that offer career development resources and services like job training programs, resume assistance, and job placement services. Why this helps: These resources can help you plan, implement, and refine your career development plan.  Get a mentor(s). Your employer may have a formalized mentorship program or you may have to find one on your own. Depending on your goals, an external mentor may work for you. Be specific about why you want that person to be your mentor and clearly define what you want that person to do for you. Why this helps: Depending on your goals and the mentor(s) you choose, they may be able to assist with self-assessment (#1), goal setting (#2), action planning (#3), implementation (#4) and refinement (#5).  Seek to stretch. Depending on your situation, your boss, mentor, or another professional in your organization can help you get stretch assignments that will help you grow professionally. These might include leading a project, managing people (or more people), cross-training in another department or function, or being a member of a high-level/high-visibility committee or team. Be sure to pay attention to what you are learning, new skills you are developing – and how your energy is during this time. Are you energized by the new activities or feeling drained? This is key information. Why this helps: Stretch assignments may be key to success in your Implementation phase (#4). You may also find these assignments provide you with more self-information, which may impact your career development goals.  The bottom line: If your company doesn’t provide a structured career development program, or if the program they offer doesn’t fully meet your needs, it is YOUR responsibility to fill in the gaps. Don’t moan about what isn’t being offered to you – go out and get it. Be proactive, goal-oriented, and assertive in getting what you want and need for your career success.  Are you in the wrong job that chips away at you every day? The document and coaching programs offered by Exclusive Career Coaching will help you find a job that uses your zone of genius, recognizes your value, and pays you what you’re worth.  If you’re ready to take your job search to the next level by working with a highly experienced professional with a track record of client success, schedule a complimentary consult to learn more:  https://calendly.com/lesaedwards/zoom-meetings2  

The first thing I want to say about building a professional network is this is NOT just for when you are looking for a new job. In fact, if you spend regular time cultivating your professional network, you may not need to ever look for a new job – opportunities will come to you.  The problem most people run into relative to cultivating a professional network is TIME. Specifically, they don’t prioritize networking, so it gets shoved to the back burner (or behind the stove altogether).  #1 – Have a Goal for Your Networking. You may be looking for career opportunities, looking for a mentor, wanting to get clients, or seeking out collaborators. Determine your WHY – this will inform the types of networking you choose to engage in.  #2 – Investigate the Possibilities. As for networking events, look to your local Chamber of Commerce, professional associations, service clubs, industry conferences, workshops, and seminars. Be willing to give a group at least two tries before deciding if it will be a viable networking venue for you.  There are also events where networking is possible – as I define it, places where the music’s not too loud and the people aren’t too drunk. Think broadly here – I like sites like Facebook’s Events tab, Meetup, and events at your place of worship.  There’s also 1:1 networking, so identify individuals that could support your goals. These could include colleagues or former colleagues, alumni from your university, industry professionals, or thought leaders in your field.  Be sure to follow up with contacts afterwards, utilizing LinkedIn.  #3 – Join Professional Organizations. Some of the events you attend from idea #2 may turn out to be great fits for you, so join and get involved. Seek out committees or roles that speak to your passions and strengths.  #4 – Make Sure Your Networking is an Equal Exchange of Energy. Networking should be a two-way street. Be willing to offer assistance, advice, or support to your contacts – this builds goodwill and strengthens your relationships. Above all, follow through on what you say you will do for someone – gain that all-important reputation as someone who does what they say they will do.  #5 – Keep Your Online Presence Professional. Regularly update your LinkedIn profile, engage in meaningful discussions, and showcase your achievements and projects. You don’t ever want to be embarrassed by your online presence.  #6 – Don’t Let LinkedIn Be the Place Your Connections Go to Die. After meeting someone new, follow up with a personalized message. After someone has accepted your invitation to connect, begin cultivating a relationship. Try periodically sharing updates, articles, or just checking in with them to see how they’re doing.   I recommend setting aside time each week specifically for LinkedIn networking – for me, it’s 15 minutes twice each week.  What do I do during this time? -Respond to messages-Accept invitations to connect-Say “hello” to new connections-Send wishes for birthdays, promotions, new jobs, work anniversaries-5-word responses to people’s posts Here are some additional things you might use this time for: -Seeking out people to connect with-Periodically checking in with existing connections – have a strategy for this, as this is definitely a long game This time should NOT be spent looking for jobs or applying to jobs – that isn’t networking.  Based on my first suggestion, once you have a goal for WHY you are networking, next decide how much time you can consistently give to networking. Key word here is CONSISTENCY.  For example:1 group networking event per month1, 1:1 networking meeting per month30 minutes per week networking on LinkedIn This is going to equal about 5.5-6 hours per month.  Another example: 1 event where I can network each week15 minutes a day networking on LinkedIn This is going to equal about 7.5 hours per month.  As you can see, this can be done effectively without taking too much of your time. This is Quadrant Two activity – Important/Not Urgent.  Quadrant Two activities, according to Steven Covey, result in better balance, more control, fewer crises, greater vision and perspective, and more discipline. Sounds good, right?   Are you in the wrong job that chips away at you every day? The document and coaching programs offered by Exclusive Career Coaching will help you find a job that uses your zone of genius, recognizes your value, and pays you what you’re worth.  If you’re ready to take your job search to the next level by working with a highly experienced professional with a track record of client success, schedule a complimentary consult to learn more:  https://calendly.com/lesaedwards/zoom-meetings2  

Today, we’re talking about how to increase your chance of choosing an employer who is a good fit for you. I’m dividing this discussion into two parts: How to determine what qualities or characteristics are most important to you and what you can do to assess an employer.  What are you looking for?There are no right or wrong answers here – what IS important is that you separate out your “non-negotiables” from your “gee – wouldn’t it be nice’s.” What am I talking about? When I was applying for positions all over the U.S. back in 1999, I had spent the previous decade working in a literal fallout shelter. We were in the bottom level of the student union in a cement block structure with no windows. So – one of my “gee – wouldn’t it be nice” things was an office with windows.  In other words, not essential, like ice cream for an ice cream sundae. More like the whipped cream or the cherry. What WAS a non-negotiable was campus support for the Career Center. I had worked too long with very little budget and practically no staff – coupled with a campus environment that didn’t appreciate or utilize the career center.  Here are some things that might be important to you: -A particular industry -A product or service you like, have utilized, respect -A certain aspect in their mission statement/vision statement -Whether it is a for-profit or nonprofit organization -Revenues -Number of employees -Some aspect of the organization’s culture -Geographic location of the company/where you would work -Commute distance -If hybrid, the % of each -Amount of travel required -The company’s reputation -The company’s position in their industry -The company’s phase – startup, etc.  -A certain quality of your direct supervisor -The number – and possibly level – of the people you would supervise -Your budget and staffing relative to what you are expected to accomplish -Salary / bonus potential -Benefits -PTO -The expectation for the actual workday/work week – what about weekends, evenings, etc.? How many hours every week?  -4-day workweek -Opportunity for advancement -Access/opportunity for training and professional development  This is not intended to be an exhaustive list.  Next, identify no more than 4-5 non-negotiables. You may even want to weigh them if one or two are far more important to you than the others.  The idea here is to avoid “shiny object syndrome.” You are swayed by things that aren’t on your list while forgetting about one or more of your non-negotiables.  How do you assess these things? The answer, of course, depends on WHICH things you’ve selected as your non-negotiables.  To research something qualitative about the company, you can’t depend on the company’s website. Rather, try Glassdoor.com, news releases about the company, and talking to current/former employees. To research something quantitative about the company, I recommend accessing Data Axle at your local library, Wikipedia, or the company’s website. If they are publicly traded, you can get information from Standard & Poor’s, Dun & Bradstreet, and the EDGAR database from sec.gov.  Some of the information most important to you may not be available until you apply for a specific position (such as a quality in your direct supervisor) but knowing that it is a non-negotiable keeps it on your radar screen as you go through the interview process.   Next, let’s talk about touchpoints throughout the hiring process where you can gather the information you need. -Pay attention to how you are treated, and the attitude of those you come in contact with, throughout the process. Are they upbeat and friendly? Do you receive prompt responses to your questions/requests? Do they stay in regular contact and keep you apprised of what’s going on with the search? -How are your interactions with the team you would be working with? Do they include you or are they standoffish – and how does that feel? (Trust your gut on this one.)  -Ask questions during the interview process about opportunities for advancement, training and professional development, compensation and benefits, and expectations for the role. Pay attention to whether you receive direct and honest answers or feel they may be hedging. You can also ask about company culture – you want to hear pretty much the same thing from everyone you ask.  -Consider any red flags that come up throughout the process and do your due diligence on those areas. This is especially important if you aren’t unhappy where you are – you certainly don’t want to leave that situation for a difficult one.  Ultimately, finding the right employer involves a combination of self-knowledge, research, self-reflection, and your intuition. Trust your instincts and carefully consider how well the employer aligns with your values, goals, and preferences so you can make an informed decision.   Are you in the wrong job that chips away at you every day? The document and coaching programs offered by Exclusive Career Coaching will help you find a job that uses your zone of genius, recognizes your value, and pays you what you’re worth.  If you’re ready to take your job search to the next level by working with a highly experienced professional with a track record of client success, schedule a complimentary consult to learn more:  https://calendly.com/lesaedwards/zoom-meetings2  

Gaps in employment. I want to start with the big picture, then drill down to some specifics. If it was several years ago, or more recently for only a few months, it probably isn’t the problem you think it is.  You can eliminate or minimize the appearance of an employment gap on your resume and LinkedIn, but you can’t do this on an application. You CAN cover the employment gap with consulting work or other self-employment – but only if it is legitimate.  Be prepared to answer questions about how you spent that gap and what you learned during that time.  On Your ResumeI had a client who took an intentional sabbatical to travel the world – and she had measurable achievements from her travels. We included that on her resume. I’ve got a client right now who spent 1 year building an Amazon business. This wasn’t on-brand for him — but does show his entrepreneurial spirit and ability to build a business from the ground up by himself. We included this on his resume.  Other clients have left their employer months before their actual end date due to accrued PTO or other reasons – we use the latest end date on the resume and LI profile. After all, they are still an employee of that company all that time, even though they no long show up every day.  You can take months of employment off your resume, but keep in mind that you will need to include them when you upload your resume to an ATS. I’ve started including months of employment on all resumes so my clients don’t have to have a separate “dates of employment” document they must refer to.  Sometimes, a gap in employment makes for a natural cut-off with older jobs. Why include a position from 17 years ago when it will show a two-year gap while you were having children?  Clients often ask me about consulting work or other gap entrepreneurial ventures – my question to them is, did you do something that was substantive during that time? I don’t ask them about whether they were paid or not, because that’s not what is important.   LinkedInLinkedIn has a feature where you can “add a career break” as if you were adding a new job. If you choose to use this feature, it’s important that you provide some narrative – what did you do? Learn? Experience? How did you grow? If appropriate, why did you have a career break, e.g. was it intentional or were you part of a layoff that affected 75% of your company’s workforce?  I personally wouldn’t use this feature if I was simply job searching, although there may be situations where this makes sense.   In the InterviewHere are some ways to address your gap in employment: -In your answer to the “tell me about yourself” question: You may choose to include something like this:            “As you can see from my resume, I took an intentional sabbatical for six months last year to fulfill a lifelong goal of writing a book. It’s called BLANK and was published in February of this year by PUBLISHING COMPANY. “            “In 2020, I was part of a massive layoff at ABC that affected more than half the total workforce. Rather than immediately attempting to find my next role, I opted to lean on my savings so I could improve my physical health after working 100-hour weeks for months at a time as we were trying to save the company. I did SOME SPECIFICS, and I’m proud to say I improved my health based on all available metrics.”  -If you are directly asked about a gap in employment, be prepared with an answer similar to the one above.  Here are some things to consider as you prepare your answer: -Don’t sound defensive -Don’t embellish -No need to tell them you weren’t paid for consulting work unless they ask -Be sure to tell them how the experience helped you grow professionally or personally  When it becomes a problemAs the saying goes, “Once is an accident, twice is a coincidence, three times is a pattern.”  If you’ve had multiple gaps in employment, I strongly recommend working with someone like me on a) how to position this in your marketing materials (one size DOES NOT fit all), and b) how to talk about this in the interview.   The bottom lineEveryone has something they believe makes them a less-than-ideal candidate. If that something for you is a gap in employment, it isn’t a bigger deal than someone else’s something, which could be age, lack of education, or multiple terminations.  The important thing is to come up with a strategy to address, both on paper and in the interview, in a way that neutralizes it – or if possible – turns it into a positive.   Are you in the wrong job that chips away at you every day? The document and coaching programs offered by Exclusive Career Coaching will help you find a job that uses your zone of genius, recognizes your value, and pays you what you’re worth.  If you’re ready to take your job search to the next level by working with a highly experienced professional with a track record of client success, schedule a complimentary consult to learn more:  https://calendly.com/lesaedwards/zoom-meetings2