196: Are You Ready to Downshift Your Career? How to Make a Successful Transition (with Mark Danaher)

My guest this week is Hannah Tackett, software design manager turned burnout coach, and we are talking about the success traps that lead to burnout. Hannah describes her personal journey with burnout, what burnout actually IS (and isn’t), and the signs you are on your way to burnout.  Having navigated her own career-halting burnout, she helps high-achieving women end the cycle of people-pleasing & perfectionism so they can experience success with energy, focus, and serenity. I found the success traps that lead to burnout fascinating – and completely understandable. But Hannah doesn’t leave us hanging – she gives tips for heading off burnout and returning to balance.  You can find Hannah at: https://serenesuccess.net/ You can find Hannah’s Burnout Score Quiz at: https://serenesuccess.net/score  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  

Want to schedule a Power Hour with me? Here's the link to sign up through September:https://calendly.com/lesaedwards/power-hourA buzz word I’m hearing and seeing a lot these days is “Growth Mindset.” I even mentioned in a recent episode.  Full disclosure: While I have an idea of what a Growth Mindset is, I didn’t really know until I did the research for this episode.  As I’ve said before, sometimes my topics come from what clients and prospective clients are asking me, sometimes from what I’m reading and hearing in the zeitgeist, and sometimes from my own knowledge gap.  Here’s a definition of a Growth Mindset:  “The belief that a person's abilities can be improved through effort, learning, and persistence. It's about how a person approaches challenges, processes failures, and adapts and evolves as a result. People with a growth mindset believe that their skills and intelligence can be developed, and that they can continue to learn and become more intelligent. They tend to be more willing to engage in deliberate practice and continuous learning and are more likely to seek out new opportunities for learning and skill acquisition.” Stanford professor Carol Dweck first discussed the concept of growth mindset in her 2006 book Mindset: The New Psychology of Success, which was based on her study of students’ and children's attitudes towards failure. Some key elements of a growth mindset include: Intelligence can be developedPeople with a growth mindset believe that intelligence is not static but can be developed.  Embrace challengesPeople with a growth mindset are willing to take on challenges and persist in the face of setbacks.  See effort as a path to masteryPeople with a growth mindset understand that skill development requires effort and believe that their success depends on time and effort.  Learn from criticismPeople with a growth mindset are open to learning from criticism and input from others.  Find inspiration in the success of othersPeople with a growth mindset can find inspiration in the success of others.   On Sunbright Education’s website, I found this comparison of a Growth Mindset vs. a Fixed Mindset: Believes that intelligence and talent can be improved VSBelieves that intelligence and talent are fixed The Growth Mindset leads to embracing flaws and mistakes as opportunities for growth, accepting setbacks as part of the learning process, and feeling empowered to reach goals.  The Fixed Mindset leads to hiding flaws and mistakes, feeling ashamed about “failures,” giving up easily, and being unmotivated to strive for, or achieve, goals.  Here are some keyword comparisons:  Developed IQ vs. Innate IQMotivation vs. ResistanceEffort vs. InertiaAcceptance vs. GuiltInspiration vs. ComparisonsFeedback vs. Criticism There has been a lot of neuroscientific research into Growth Mindset, with studies showing differences in brain chemistry, improved academic performance, reduced burnout, fewer psychological issues, and others. What we’re really talking about here is neuroplasticity – which has been directly correlated to things like Alzheimer's disease and other cognitive disorders.  I’m pretty sure that most of my listeners have a Growth Mindset – after all, you’re listening to this podcast to grow professionally, aren’t you?  There may, however, be areas where you haven’t developed your Growth Mindset as well as in other areas. Here are some tips for practicing some Growth Mindset self-talk: “This task is really hard because I’m still developing my problem-solving skills in this area” VS. “I’m finding this task hard because I’m stupid/I’m not naturally good at this sort of thing.” “I’m not a “math person” – yet! I just need to keep working at it!” VS. “I’m not a math person. I’d like to be, but it’s just not one of my strengths.” “When I struggle with something, it means I’m learning.” VS. “When I struggle with something, it means I’m a failure.” “I didn’t do great, but I don’t have to get it perfect this time. I just need to grow my understanding step by step.” VS. “I didn’t do great, but I tried my best. What’s the point in trying again if I didn’t get it perfect this time?”   Here’s a mantra I say to myself whenever I’m tackling something new and difficult:“This is hard, and I can do hard things.” I have talked often on this podcast about Winning vs. Learning, rather than Winning vs. Losing. The only way you lose is if you stop trying.  How can we develop a Growth Mindset? Here are 10 strategies, according to the website futurelearn.com: #1 – Identify your own current mindset (awareness) #2 – Revisit areas in which you’ve already made improvements (self-efficacy) #3 – Review the success of others (self-efficacy) #4 – Seek feedback (openness) #5 – Harness the power of “yet” (weaknesses aren’t fixed) #6 – Learn something new (get out of your comfort zone) #7 – Make mistakes (practice learning from them)  #8 – Be kind to yourself (self-talk) #9 – Look at examples (study others) #10 – Set realistic goals (challenge yourself, but don’t set yourself up for failure)   I thought I would leave you with some Growth Mindset quotes I like: “There are no secrets to success. It is the result of preparation, hard work, and learning from failure.” Colin Powell “Being challenged in life is inevitable, being defeated is optional.” Roger Crawford “Great works are performed not by strength, but by perseverance.” Samuel Johnson  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 

This week, I have a guest to talk about workplace health and wellbeing benefits. Heather Fuselier is a National Board-Certified Health and Wellness Coach, author, trainer, and employee wellbeing consultant.  We talk about the evolution of workplace health-related benefits and where they are now (this is really interesting!), how to ask about these types of benefits during a job interview (and who to direct your questions to), and how to take advantage of the right benefits for you once you’re on the job.  We have a lively discussion around what a comprehensive health and wellbeing benefits offering should look like – and what a company’s offerings say about them as a caring, inclusive employer (or not).  Heather is the author of Happy Healthy You: Breaking the Rules for a Well-Balanced Life. She has led the award-winning employee wellbeing efforts for the City of Tallahassee’s 3,000+ employees and has recently joined the team of virtual healthcare provider First Stop Health as a Senior Health Coach.  You can find Heather on LinkedIn: linkedin.com/in/heather-fuselier-board-certified-health-coach-1a40338/  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  

There are two basic types of leadership: Positional and Influential. The first is a leadership role where it is in your job description to lead others; the second is leading by influence rather than by any type of formal authority to do so.  What exactly is influence? Merriam-Webster defines it as “the capacity to have an effect on the character, development, or behavior of someone or something, or the effect itself.” Note that the definition of influence is neutral: your influence could be positive or negative. You could influence like Martin Luther King, JR….or like Charles Manson.  To be clear: You can be a positional leader who leads by positive influence…I highly recommend it. This way, you are building trust, motivation, and the loyalty of your team. Yes, they have to do what you tell them to do because you are their boss, but how much better for them to do it because they are loyal to you, the team, and the company?  What’s the definition of leadership? Cambridge Dictionary defines it like this: “The people in control of a group, country, or situation.” Notice how basic this definition is?  MUCH has been written about the qualities and characteristics of a great leader…the types of leaders…etc. But leadership, as defined by Cambridge Dictionary, simply means whoever’s in charge of whatever.  Today, I want to talk about how to influence others when you don’t have the authority to do so. Why is this important? Here are six reasons: #1 – You’ve been placed into a leadership role for a project where the other members of the team don’t report directly to you. While you will likely be asked to give feedback to each team member’s direct supervisor at some point, you aren’t their boss.  #2 – You want to be considered for your first leadership role. Being able to give examples of when you led by influence will significantly help your candidacy. You’ll also be sharpening your leadership skills along the way.  #3 – You’ve led before and want to do so on a larger scale. As with the previous example, being able to give an example of how you performed as an influential leader will help your chances for getting a positional leadership role.  #4 – You want to become a better version of yourself. Your efforts to inspire and motivate others will strengthen your best personality traits.  #5 – You want to get a better result. If you are part of a team that isn’t performing to its capacity, your ability to lead by influence might very well enhance your project’s outcome.  #6 – To build team cohesion. Building trust, gaining people’s buy in, and feeling like the team has each other’s backs is a great feeling – and a highly valued skill.  What are the characteristics of someone who is successful in leading by influence? -Confidence. If you project confidence, your team will gain confidence in you. If you are jittery, panicky, and indecisive…your team will not likely have confidence in you and your decisions.  -Expertise. If you have a reputation as a thoughtful, nuanced, and critical thinker, people will hear you out when you propose a new idea. -Emotional Intelligence. You listen to their needs, understand their point of view, and help them develop solutions to problems they bring up.   Here are nine strategies for leading with influence rather than authority. Some of these speak to actions you can take in your day-to-day work life, whereas others are specific to being on a group project or team where there is an opportunity to lead through influence.  #1 – Use your expertise. You don’t want to sound like a know-it-all, of course, but using your knowledge of your work function or industry can help you make powerful recommendations and requests. We’re not talking about bragging, but rather not being hesitant to mention an accomplishment, an award you recently received, or other skill or competency you possess. Learning how to self-promote without coming across as a know-it-all is a valuable skill. #2 – Build relationships throughout your organization. Build genuine relationships by practicing active listening, showing empathy, and being approachable. Ideally, some of those relationships should be with others who lead through influence, so you can learn from them.  #3 – Create an open environment. By creating a transparent and open environment with communication flow and collaboration, you will be in a much better position to lead by influence.  #4 - Understand your audience. Get to know your team members, their motivations, backgrounds, and goals. Frame your interactions with them accordingly.  #5 – Expect resistance. No matter how well you navigate this process, there will be those who resist your attempts to lead by influence. Allow them the opportunity to air their grievances without becoming defensive.  #6 – Be a team player. Deliver on your promises, suggest great ideas, and know when to take a back seat so others can shine. Help your colleagues out by taking on extra work or staying late when needed.  #7 – Recognize other people’s work styles. Whenever possible, adapt to the work style of the group as a whole or certain individuals. You’re not trying to be someone you aren’t, you’re simply showing flexibility and an ability to read the room.  If you are working with an individual or group that prefers to brainstorm for quite a while before deciding on a course of action – do your best to accommodate that. If the individual or group tends towards decisiveness – do your best to accommodate that.  #8 – Simplify things. Utilize your verbal and written communication skills to succinctly express your project proposal or idea; busy people don’t have time to try to interpret a complex proposal.  #9 – Spread positivity. Regularly give recognition, maintain a positive outlook, and approach situations with a growth mindset. People will gravitate towards you – and want to work with you.  Here’s my bottom line for you today: DO NOT wait until you’re in a leadership position to exercise your leadership skills…you may never get the opportunity. Rather, look for strategic opportunities to lead by influence, and be sure to keep track of those situations as you update your resume and LI profile.  One more excellent tip: As you have these opportunities and experience success around leading by influence, ask those who had a front-row seat to write you a recommendation about that experience for your LI profile. This is so powerful: rather than just you saying you were a tremendous success, a third-party expert is extolling your strengths.   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

I touched on all aspects of the job interview as an internal candidate in episode #202:  https://exclusivecareercoaching.com/posts/2021-11-10-202-how-to-prepare-for-the-interview-as-an-internal-candidate In that episode, I spoke briefly about how to approach your questions for the interviewer – today I want to dive more deeply into this.   1.    You CANNOT be canned or generic. One of the things I work with my interview coaching clients on is how to develop well-thought-out, unique questions that are based on your research of the company. Taking your questioning to the next level by asking specific questions that are not plug and play – meaning you won’t be asking these same questions in your next interview with a different company.  This is essential when you are an internal candidate. “Tell me about a typical day on the job” never really cuts it – but especially in this situation.  I have to say – I looked up what was online when I was preparing for this episode, and what I found was exclusively the generic, interchangeable stuff that is no different from the drivel being suggested for external candidates. I boldly say: Listen to ME on this one.   2.    Approach your questions from the perspective of “What do I ACTUALLY need to know to evaluate this opportunity?” Assuming you aren’t in a desperate situation, such as your position is being eliminated and it’s either this role or the highway, you should be interviewing them just as much as they are interviewing you.  So many candidates develop questions they think will impress the interviewer – or they see this phase of the interview as a box to be checked, rather than a critical part of the process.  Of course, this point applies to external candidates, as well – but I felt it needed to be said.   3.    Start your questions with what you DO know.  Here’s an example: “I’m very knowledgeable about our company’s customer service expectations and how we adhere to them in my current department, which works with external clients. How have you operationalized those expectations with your customer base, which is entirely internal?”  Here’s another example: “I understand from speaking with some of the members of your team that a priority for your department is X. I think I have a pretty good idea of what my role in X would be, but could you fill in some details for me?”  4.    Ask follow-up questions, when appropriate, that continue to show your knowledge of the organization.  The more you speak to the interviewer as the internal candidate you are, the more they see you in their role.  Not every question will warrant follow-up, so use good judgment here.  Here are follow-up questions based on my previous initial questions:  “That makes complete sense that you have adapted the company’s policy of response time to make it even quicker for internal stakeholders to get a response from you! How do you measure success on this policy and how have you gotten your team onboard?” “As I understand it, my role with X initially will be [rephrase what they said]. Do you see me becoming more involved with X after my first 90 days on the job?”  5.    Leverage transferability whenever possible.  Another tremendous tool at your fingertips as an internal candidate is showing the relevance of what you have done, and are doing, in your current role to the role you’re interviewing for.  This further positions you as an internal candidate who can get up to speed more quickly – and it will make you sound more intelligent.  Example: Let’s say the interviewer asks, “Tell me about a situation when you had to help motivate a team you weren’t the leader of.” Your answer: “As you know, every department in the company has had a role to play in Project Z – and in our department, I was part of a team that was developing an application to help employees do ___. Our team was really struggling with ___, but instead of powering through, I sensed that the team was getting discouraged.” Go on to tell the Actions, Results, and Lessons Learned for that behavioral answer.   In summary, the bar is higher when you are an internal candidate, in that your level of questioning HAS to be elevated – you don’t have an option to phone it in with generic questions. Do your homework and bring your A game.   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, I want to talk about online job scams – as in, scammers that are posting fake jobs to get your personal information. I got a lot of the information for this episode from a LinkedIn article by Muhammed Imran Khan. According to the Federal Trade Commission (FTC), Americans lost $490M to job scams in 2023.  Types of Job Scams Phishing Scams – Scammers pose as legitimate recruiters or employers. They request personal information or redirect job seekers to a fake website, where they ask for sensitive data such as social security numbers, bank account details, or login credentials. The scammers then either steal your identity or access your accounts – or both.  Fake Job Offers – Scammers post jobs with attractive salaries and benefits but require applicants to pay an upfront fee – for training materials, certifications, or background checks.  Pyramid Schemes – Think Amway, but illegitimate. No one is selling anything; you are recruited to recruit others and make an initial investment.  Payment Scams – Scammers post fake jobs that require applicants to accept funds on behalf of the company or transfer money internationally – making the job seeker an accomplice in money laundering.  Resume Harvesting – Scammers use fake jobs to collect resumes to sell personal information to third partes. Keep your address and other personally identifiable information off your resume. Third-Party Job Application Services – You should never pay a service that purports to help improve your chances of getting a job – they often charge exorbitant fees with no actual guarantee of employment. A legitimate company of this type will be paid by employers – not candidates.  Overpayment Scams – This one is particularly prevalent in work-from-home schemes. The “employer” overpays the employee via check, then immediately asks to be reimbursed for the overpayment. The employer’s check bounces, and the employee is out the reimbursement.  I also want to briefly mention some of the specific types of jobs that lure in scammers. Besides work-from-home and pyramid schemes I’ve already talked about, there are scams for nannies, caregivers, personal assistants, mystery shoppers, modeling, and government/postal service jobs. Follow my suggestions for verifying these jobs – and never pay upfront. In some cases, these jobs could actually be dangerous.   Spotting Job Scams Grammatical and Typographical Errors – Misspelled or misused words, sentence structure that isn’t typical, and missing words are all red flags. Vague Job Descriptions – Think about it: a legitimate company will want to provide detailed information about the job responsibilities, requirements, and company so they attract the right candidates (and eliminate others). Scammers often provide limited or ambiguous details.  Promises of High Salaries with Minimal Effort – If it sounds too good to be true, it probably is. This includes work-from-home schemes that require you to pay for lists or materials to perform the work.  Requests for Personal Information – Legitimate employers may request information like social security numbers, bank account details, or copies of official identification documents – be cautious if a recruiter or job posting requests this information upfront.  No Company Website or Contact Information – These jobs could be posted by a recruiter who wants to keep that information to himself, so it isn’t automatically a scam. Be cautious when you can’t look the company up beforehand.  Unprofessional Communication – If recruiters’ messages are unprofessional, contain excessive grammatical errors, or use atypical language, it may be a scam. This can also include emails sent from a personal, rather than company, address. Also be aware of things moving too quickly. Atypical Hiring Process – Scammers will often use WhatsApp or other text platforms for interviews that avoid face-to-face interaction, or they may not have any interviews at all. The process often moves very quickly.   How to Avoid Job Scams -Report job scams to the website where you found it -Verify the company and job posting whenever possible -Check the recruiter’s profile on LinkedIn -Protect your personal information -Seek recommendations for that employer  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 Imposter Syndrome, two things actually, are these: 1) Imposter Syndrome is not a one-and-done thing; it can crop up throughout your career as you take on new responsibilities and rise to new levels; and 2) Imposter Syndrome can be situational. You can be fully confident in one area of your work and feel like a complete fake in another.  Definition of Imposter Syndrome The Oxford English Dictionary defines Imposter Syndrome as follows:The persistent inability to believe that one's success is deserved or has been legitimately achieved as a result of one's own efforts or skills.Mirriam Webster defines Imposter Syndrome as: a psychological condition that is characterized by persistent doubt concerning one's abilities or accomplishments accompanied by the fear of being exposed as a fraud despite evidence of one's ongoing success. Characteristics of Imposter SyndromeYou likely have feelings of self-doubt, a decrease in your self-confidence, you may isolate yourself from your colleagues, you may overwork yourself and experience burnout, and you likely have overall low self-esteem.  In her book, Ditching Imposter Syndrome, author Clare Josa writes that the four 'P's of imposter syndrome are: perfectionism, paralysis, people-pleasing, and procrastination.  In other words: Requiring yourself to be perfect in everything at all times, experiencing paralysis because of fear of not getting it right, people-pleasing as a way to manipulate the emotions of those around you at the expense of your own truth, and putting off doing something for fear of “getting it wrong.”   Strategies for Overcoming Imposter Syndrome Here are 9 strategies to address imposter syndrome: #1 – Recognize that it is normal – and you are not alone. Particularly as you take on new roles or new job titles, you are “cashing in” your expertise and track record of success in one area for a bit of unknown in another area. It is natural to have doubts, especially in the beginning. Imposter Syndrome happens to most workers at least once in their careers, so you’re in good company.  #2 – Reframe your mindset. Imposter Syndrome is a result of consistently telling yourself that you aren’t good enough, you don’t know what you are doing, others will soon learn of your deceit. You’ve likely created neural pathways in your brain that are running these thoughts in your unconscious mind.  Begin practicing new, more neutral or positive thoughts about your abilities, capabilities, how you’ve succeeded in similar situations in the past, etc.  #3 – Practice self-efficacy. Self-efficacy is one’s belief in their ability to accomplish a task or achieve a goal. Here are a few ways to practice self-efficacy: -Think back to when you accomplished a similar task or achieved a similar goal. How were you successful then? How can you utilize that learning now? -Who else do you know who has been successful in a similar situation? In what ways are you similar to that person – in terms of education, experience level, motivation? If they can do it, you can too.  -Who can pump you up? We all need cheerleaders and doctors in our lives – and for self-efficacy, you need cheerleaders. This has to be someone who knows you well and respects you and your work.  #4 – Focus on the positive. Pay attention to the areas of your work that you feel extremely competent in. Sometimes, the antidote to Imposter Syndrome is stepping out of the area you feel like an imposter in and stepping into your Zone of Genius.  #5 – Celebrate your achievements. Keep a record of your accomplishments – big and small – and use them as evidence of your capabilities.  #6 – Practice self-compassion. Treat yourself with kindness, understanding, and acceptance. This can help you acknowledge your feelings, accept your imperfections, and forgive yourself for your mistakes. #7 – Get training. I want to be clear on this point: I don’t want you to get training as a way to avoid doing the thing that is igniting Imposter Syndrome in you. Training, such as additional formal education, credentials, or stand-alone courses can help you have greater subject matter expertise in the area you have Imposter Syndrome in.  #8 – Seek support. Talk to a trusted mentor, friend, or close co-worker who can help you realign your thinking to the things you're doing well. You can also ask your manager for specific feedback on what you are doing well. Coaching can also be incredibly helpful in refocusing on the things you’re good at; therapy would be useful if your imposter syndrome has deeper roots you want to explore.  #9 – Set attainable goals. Remember, goals are Specific, Measurable, Attainable, Relevant, and Time-Sensitive. If you’re having difficulty believing in your abilities, set a small goal you can attain in a short amount of time – then celebrate the win!   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   

In a perfect world, your boss is supportive, encouraging, wise, and has all the time in the world to mentor and coach you. He gives you full credit for your wins and shares the blame for your missteps. She spends time helping you plan your next career steps and advocates for you to get those opportunities.  If you related to that fairy tale – congratulations! I’m sure many, if not most, of the listeners can’t relate.  Today, we’re talking about ways for you to succeed as a manager despite having an awful boss. How to be effective when you’re not getting the support, mentorship, or positive reinforcement you desire.  Perhaps most importantly, how not to let the crap that’s landing on your head NOT flow to your direct reports.  There are three aspects I want to talk about today – how to know if you have a truly bad boss, how to manage your people despite having a bad boss, and how to manage your relationship with your bad boss.   How to Know if You Truly Have a Bad Boss Many people who think they have a bad boss actually have a boss they disagree with, don’t understand, or who is very different from them. Here are 8 indicators your boss is actually a bad boss. Keep in mind that all bosses have off days; your boss is officially bad if any of these indicators is pervasive.  #1 – They are insecure. I find that, when I’m working with my clients, many of them present issues with their bosses that boil down to insecurity on the boss’s part. The boss may be trying to protect his job, feel insecure about his ability to do his job, or both. This insecurity can show up as withholding information, micromanaging, taking credit for employee’s work, and putting employees down.  #2 – They get easily frustrated. This is particularly evident when an employee questions their decisions or asks for more information. I also see it when things don’t go according to plan. While any boss can and will get frustrated, the reaction of a bad boss is outsized to the situation. #3 – They lack professional boundaries. If you’ve ever seen Sandra Bullock and Hugh Grant in “Two Weeks’ Notice,” you know this concept. Not respecting time off, expecting employees to do things way beyond their job description, and overstepping the social aspect of the work environment are all indicators that your boss lacks professional boundaries.  #4 – They aren’t discreet. They call you out on mistakes in front of coworkers or your direct reports and do so in a way that feels like an intentional “gotcha” moment. They don’t seek to understand why something happened – just to punish you for it.  #5 – They pick favorites. While many in an office may THINK the boss is picking favorites, the bad boss is blatant. Giving the best assignments, letting that employee off the hook for things that other employees get raked over the coals for, and heaping outsized praise on the favorite are all indicators of favoritism. #6 – They are overly negative. Giving only - or mostly – negative feedback instead of catching employees doing good, spending more time talking about the problem than possible solutions, and generally being pessimistic are signs of an overly negative boss. #7 – Engage in office gossip. The boss should be the Switzerland of the office – neutral to the personal drama surrounding her. When issues need to be dealt with, a good boss does so in private, with the “What happens in Vegas stays in Vegas” attitude. Bosses who ignite or fan the flames of office gossip are bad bosses.  #8 – Harassment. While this one is usually pretty black and white, it does deserve a mention here. While the other six issues may have workarounds or can be tolerated for a period of time, this one may require immediate intervention or you exiting the company. Follow your company’s HR processes for reporting this kind of behavior.   Managing Your Relationship with Your Boss Let’s assume that, at least for the immediate future, you’re stuck with your boss. I have 7 tips for you to help you improve your relationship with your boss for however long you must work together.  I want to begin this section by saying that your issues with your boss are just that – YOUR issues. You can’t change his behavior or words, only yours. If you can learn to manage your mind around this boss, you will be better for it.  Remember: It’s not your responsibility to make sure your boss is happy – your responsibility is to do your job well. Keep the focus where it should be.  #1 – Talk to your boss. Try to understand his communication style and expectations. Try active listening and repeating back what he says to ensure you’re both clear. Avoid making him feel accused. You may also be able to learn about some of the pressures he’s facing, constraints he’s under, or personal issues he’s dealing with – and understanding can help breed acceptance.  #2 – Take responsibility. Consider what part of the situation you are contributing – how can you show up differently to possibly neutralize your boss’s effect on you? #3 – Take the high road. At all costs, don’t gossip or badmouth your boss, either in your department or elsewhere in the organization. If you need to speak to someone else in the company about the situation, do so professionally – and choose wisely. #4 – Adapt your behavior. As you spend time with your boss, you’ll learn more about her leadership style. Think of ways you can adapt to her preferences and style without sacrificing your personal brand. If your boss is a micromanager, trying being more proactive with the information she’s most interested in. Also, practice thinking more neutral or positive thoughts about your boss so you can see her in a better light. #5 – Speak to HR. If you’ve already made your boss aware of the problem and they haven’t addressed it, HR may be your next step. However, tread lightly – HR works for your employer, and if your boss is a favored employee, it may bounce back onto you. Your best approach is to tell HR exactly what has happened and what you’ve tried, without emotion or gossip. Just the facts.  #6 - Set boundaries. If your boss lacks boundaries, establish your own and communicate them clearly with your boss and coworkers. Be polite but unyielding.  #7 - Set your own goals. If your boss is unwilling or unable to help you set goals for your job performance, set your own and communicate them to her. Ask for her input – she might be able to make suggestions once you’ve laid the groundwork. Keep her apprised of your progress toward those goals.   Managing Your People When Your Boss is Terrible Spoiler alert: Being a good manager is being a good manager. There are, however, some nuances when your boss is terrible.  I want to come at this from a different angle – how you can neutralize the negative impact of your boss so it doesn’t flow downstream to your team.  #1 - Engage your support system. Outside of work, be sure to have people that will support you and help you reduce stress. Above all else, don’t let resentment, frustration, or anger build up without a release valve. #2 – Take care of yourself. Get exercise and enough sleep; you may want to take advantage of mental health services or even take a temporary break from work. Having a therapist who can help you neutralize the impact of your boss so you can be a more effective manager and leader is worth its weight in gold.  #3 – Manage your mind. I’ve done a number of podcasts on the importance of mindset in various situations. When you have a terrible boss, it’s important to recognize – and try to neutralize – the impact of what your boss is saying or doing.  For example: Your boss has just raked you over the coals in front of your direct reports. When this has happened in the past, you began mentally cussing your boss out, perhaps gossiping with coworkers who are on your side, and letting it negatively impact your job performance.  You’re probably thinking something like:“My boss is an a-hole.” Instead, catch that thought – be aware what you are thinking. Then, gently and gradually shift your thought to something more neutral: “I have a boss.”“Jane is my boss.” “Jane is the JOB TITLE of DEPARTMENT or FUNCTION.” I promise, that tiny shift will make a huge difference.  Another aspect of managing your mind is not owning your boss’s opinion of you. Thoughts for this might include: “Jane thinks _____; she’s mistaken.”“I am ____ (a belief that counters what Jane has said about you)“I am a valuable employee.”“I’m really good at _____” (something that moves you away from the area your boss criticized) #4 – Use your boss’s behavior as a training ground. Some of my best learning about leadership has been from a series of less-than-stellar bosses I had when I worked in higher education and, before that, in corporate training. Decide how you want to show up for your people. I recommend letting your people know what you’re working on – you don’t have to throw your boss under the bus to do this. Just let them know you’re actively working on, for example, providing positive feedback when you see your employees doing good, and ask them to hold you accountable.  #5 – Find a mentor in the organization. This is not someone to whom you can vent and gossip, but rather someone who truly supports you and wants the best for you. This will help in many ways, not the least of which is helping to neutralize the impact of your boss’s negativity.  #6 – Get to know your team members. Ask them how they like to be rewarded, what motivates them, what aspects of their work they like best/least – and make sure to act on what you learn. Get to know them outside of work as well – learn about their family and hobbies. This familiarity will breed a sense of belonging and togetherness.  #7 – Finally, don’t bash your boss. This should be obvious, but bashing your boss with your coworkers makes you a bad boss. See how that works?   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 

There is A LOT of information out there about the benefits of AI in your job search – and not all of it is actually beneficial for you as a job seeker. In this episode, I want to dive into five ways to use AI in your job search, as well as a few ways I don’t recommend using AI. I’m not diving into the AI that is being used by companies like LinkedIn, other job boards, etc. – rather, how YOU can leverage AI in your job search.  What are the AI options?  There are many, and giving too many specifics here will quickly date this episode. I use ChatGPT and I find that it is a good place to start – begin with the free version.   Use #1 – Researching companies I queried ChatGPT with this: “What is it like to work for Amazon?” I found it gave me a really balanced overview of the pros and cons of that company.  Of course, this is only going to be useful with larger companies.  I recommend taking the information ChatGPT provides about a company and using it as a springboard for further research on sites like Glassdoor.com and reaching out to former employees for their take.   Use #2 – Industry insights ChatGPT can give you insights into specific industries including trends, key skills, availability of jobs, etc.  Especially as you prepare for an interview, it is so important to not just know about the company you are interviewing with, but also their competition and where they fit into the landscape.   Use #3 – Identifying and maximizing job search tools ChatGPT can give you advice on effective job search strategies, help you utilize job boards more effectively, gain networking tools, and expand your use of social media for your job search.  As with any advice you find online, don’t automatically take it as “truth” – while AI doesn’t give “opinions,” they can contain errors.  This is another area where a job search coach comes in handy – to help you separate truth from fiction, and also to strategize on which of the pieces of advice you see make sense for you and how to implement the strategies you choose.   Use #4 – Matching your resume and cover letter with the requirements of the job This is how I use ChatGPT: When writing a client’s resume and cover letter, I have them send me three job descriptions that are representative of the types of jobs they will be using that resume and cover letter to apply for.  I then ask ChatGPT two questions: “What are the most important job duties of these positions?” and “What are the primary requirements of these positions?” I then look for opportunities to incorporate the key job duties into the client’s resume, and I verify if my client has any requirements the jobs are asking for that we haven’t talked about.  I often write achievement bullets for my clients like this: Social Media Marketing: Increased impressions 75% and shares 115% by…. The words in bold and italics are an excellent place to incorporate key job duties – much better than a separate list of Strengths that is divorced from where that competency was acquired or utilized.   Use #5 – Interview Prep Let me begin this by saying there is no substitute for an interview coach in preparing for the job interview, but AI can be a powerful tool to assist in your preparation.  You can query it as to questions you might be asked, the best way to approach specific questions, and to evaluate how you respond to a question.  There are also AI-generated sites to practice interviewing – but again, there are limitations to this technology.   Limitations The biggest misstep I see people using AI for is asking it to write their resume and cover letter for them. If you do this, you will get generic documents that don’t highlight your achievements – how could it? It’s simply going to focus on the job duties typical for that job title.  Remember, a true marketing document should be focused on your achievements – this tells an employer how well you did the job, not just that you did the job. You want to include metrics whenever possible – again, something AI cannot do for you.  I recently wrote a newsletter about the things recruiters are most bothered by from candidates - #1 was AI-generated resumes, which are easy for them to spot.  Also – as stated throughout this episode, just because AI says something doesn’t make it true – nor does it automatically make sense for you to adopt that approach or strategy.   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

Increasingly, I’m getting questions from my clients about whether they should apply to a position they see on LinkedIn – or go directly to the company’s website.  I want to start by saying loud and clear: I DO NOT recommend putting your resume on your LI profile. When a recruiter accesses your LI resume, it has not been customized to a specific job. In fact, your “generic” resume may not speak to the position the recruiter is offering at all. While that may be because the job they are offering isn’t in your area of interest, it could also be a job you would be interested in even though it’s not in your primary focus area.  It’s much better to have the recruiter reach out to you and for you to obtain a copy of the job description so you can tailor your resume and cover letter accordingly.  Now that I’ve stepped off my soap box, here are the pros to applying via LinkedIn.  LinkedIn – the Pros -The “Easy Apply” function is, as the name implies, easy. You can cut corners and submit stored information and materials.  Why I don’t love it: The stance I take with my clients is the “+1” approach – which you’ve heard me talk about if you’ve listened to very many of my episodes. Doing one more thing in addition to just applying online like everyone else.  In other words, Quality over Quantity. Should speed really be your primary criterion for deciding how to apply to a job?  -You can connect with people at that company and/or people connected with the hiring manager/other decision makers. Love/don’t love: I love LinkedIn – as you know – and connecting with people who can help facilitate your +1 approach is always a good idea. BUT – you can still do this if you apply directly to the company.  -The recruiter can easily click over to your LinkedIn profile to see who you’re connected with. This gives them the potential of reaching out to a mutual connection to learn more about you.  Love/don’t love: I love the ability to do this on LinkedIn – but again, a recruiter can do this via your resume if you apply directly. I put clients’ LI URL on their resumes every time – and you should, too. MAKE SURE YOU’VE CUSTOMIZED IT.  -LinkedIn will direct you to similar job postings. LinkedIn’s algorithm will suggest searches for you, and you have the ability to receive alerts when potentially interesting openings appear on LinkedIn. And you can save jobs you’ve applied to for future reference.  Love: This one’s a clear benefit of utilizing LI.   LinkedIn – The Cons -Because it’s easy to apply, it can be crowded – and LI shows you how many people have already applied, which can feel discouraging. You’ll likely have a smaller pool when you directly apply.  -It’s easy to take short cuts. It can be very easy to use a stored resume, forego a cover letter, or otherwise not make your application unique to this job opening.  -Applying via LinkedIn works best when you have a relevant and complete profile. If you are applying for a job outside of your current area of expertise or industry – in other words, you’re pivoting or reinventing your career – your experiences may be largely irrelevant to that position. And because it is so easy to click over to your profile, recruiters are more likely to see that irrelevance up front than with a direct apply.   Applying Directly to the Company – Pro’s  -There’s no middleman when you apply directly – there’s less chance for a tech error.  -The Company Website.  This is a Love/Don’t Love for me, because applying on LI doesn’t preclude you doing company and industry research. In fact, I don’t find company websites particularly helpful for the research you need to do on a potential employer, because it’s so propagandized. I find it most helpful for getting a sense of senior leadership, products/services, and how they present themselves to the world (and to whom they are presenting themselves).  -You can better tailor your materials. You will typically have more space to share more about yourself, including attachments and links.  -You can submit your materials in the company’s preferred format. Simply put: you’ll submit your resume in a way that is compatible with the company’s ATS.  -As previously stated, there may be fewer submissions than on LinkedIn, giving you more of an opportunity to stand out.   You listeners like me to bottom-line it for you, and so here’s my informed opinion -Find the jobs on LinkedIn but apply directly to the company via their website.  -Be sure to ALWAYS customize your resume and cover letter – and take the time to submit a cover letter.  -Decide that the +1 approach is going to be your guardrail against a) going for quantity over quality, and b) getting lost in the crowd.   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