Come As You Are - Developing Employees

If a person does not have the talent or experience needed to help a business or department operate better, there must be a good reason to provide a job offer. There is potential along with some other attractive attributes that garnered the attention of the interviewers. Ultimately this is a project on top of the ones that are expected to produce results for the company. It requires management, extreme oversight and guidance - all of which take time that most claim to not have.

As NFL team executives gather and pick players from their draft board today, part of the evaluations that have taken place over the last nine months is knowing that playing a position in college is different than playing professionally with stronger adult bodies. The speed and explosiveness from college can transcend but the ability to play within the rules of a team's playbook at a professional level can be troublesome. In these cases, the potential and the attributes combined can sway a General Manager and Player Personnel team to take a chance and draft a developmental player.

Here's how to be prepared for what is involved in developing employees.

Know the turnover rate and the areas that experience the most churn. For positions that have less longevity, create a blueprint with a skills map that can be used to develop employees in this area. The employees that learn in this area will more than likely be committed to the company, work harder, be dedicated to prove themselves, and stay longer.

Set a timeline for the development project. No company can afford to develop an employee forever. There has to be a timeline for when that person must show themselves worthy or be shown the front door. If the goal is to outperform competitors in a region by next year, that's three to six months allotted for the person's growing pains. If the team's goal is to prepare for a veteran to retire or experience dwindling performance in 2 years, the position coordinators have roughly one training camp and one season to devote the time to this player.

Create a performance tracking plan with key milestones. You must be able to evaluate how well the person is doing, what is being learned, how effective the work has been, the ability to work with others, and the displayed character. The plan should be transparent and discussed frequently to allow improvement in areas deemed as weaknesses as well as maintain strengths.

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Posted in: developing employees,effective hiring,employment,employment practices,Hiring,hiring and firing,New Employment,NFL Draft,sports business,talent acquisition

Best Read Friday - Save by Paying More for A+ Talent

Money (Photo credit: 401(K) 2013)

I am a proponent of lowering expenses and increasing revenue to enhance the profit margin.  I also support mentoring resources who want to become better with a skill.  But as an entrepreneur and a consultant to many companies who require some organizational change to compete effectively in a changing market, I also know that "you get what you pay for".  

I admonish anyone to hire domestically before looking to global outsourcing.  It's not just about the time difference but the language and business understanding barriers. Sometimes there is such a need to repeat yourself, you might as well do the job yourself.  And in most cases, the job can either be done half-right at the start with a low budget or done correctly with no required rework with the right budget upfront.

Check out this article by Josh Linkner on his opinion "Why Paying More for A+ Talent..." is the right decision.

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Posted in: domestic outsourcing,effective hiring,employment,employment practices,global outsourcing,Hiring,New Employment,outsourcing,paying more for A+ talent,teamwork,Temeko Richardson

Nothing at Work is Private

ALWAYS WATCHING...

Today's workplace allows more freedom for distractions with Internet access, instant messaging, streaming video accounts, and constant text messaging/emails on cellphones and tablets.  If the employer pays for cell phone bills or corporate email is allowed to be viewed on the cell phone, nothing on the phone is private nor confidential.  If you have a job that offers a car, corporate credit card, or laptop, there is nothing confidential about what is done with these company properties.  In a nutshell, if anything is being paid for by the company or information is disseminated to a device, there is no privacy.  Anything that is done on the devices, corporate credit cards, and cars/vehicles can be reviewed and used against you as violating corporate policy.

So how do you keep your life private at work?

1. Bring your own wireless connectivity to the office.  Clear, Verizon Wireless, T-Mobile all sell WiFi "personal routers" that allow minimally 5 devices to connect.  This removes the need to log into the employers' guest Internet account and prevents blatant knowledge of websites surfed or financial information reviewed with online banking accounts.
2. Separate personal and private phone usage across different devices.  Keep personal life separate.  Don't give this phone number out to anyone - boss, co-worker, director, etc.  Request a work phone that can be used strictly for business emails and phone calls.  Do not text, make any personal calls, tweet, or check Facebook on this business phone.  The entire activity on the phone and all messages can be downloaded by the security intelligence group at any company.
3. Keep business expenses on the corporate credit card.  Whether the charges will be paid off by the due date or not, it is always open for review and analysis of spending.  You don't want a shopping binge at the latest sports stadium or a trip to South Beach (that you could have paid for with cash or personal credit card) to cost you a job and reduce the future likelihood of being able to take care of financial responsibilities.  
4. Leave the company car at the office or home for personal errands.  The employer pays the tolls, gas, insurance, and registration for the vehicle.  Best believe, they can track mileage, speed, and location at a whim.  If anything happens to the car, they are responsible but you will be warned or fired.  If there are personal errands or family activities that you can't miss, hitch a ride with a friend, take a cab, get another job to be able to afford a 2nd family car, or miss the event.  And if anyone does not understand, tell them take note that the job pays the bills not the event, school, or extracurricular activity.

You can still have a life, employment, and fun.  The employment should be something enjoyed and also a motivation to live a fulfilled life.  But intermingling the two can cause embarrassment and loss of work but that hurts both the professional and private lives.

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Posted in: confidentiality,employment practices,New Employment,privacy,security,security rules

Starting the New Career on the Right Foot

BE THE HERO NOT THE ENEMY...

There are two categories of individuals entering into a new career – those who have experienced opportunity, persistence, and preparation come together and those who have no experience but knew someone who opened the door.  

No matter how you got there, here’s what you do to stay there.

1. Know your job.  Unless you have come in as an assistant or a glorified secretary or you are working in a startup, obtain a clear list of responsibilities from management identifying what is expected.  There should be documentation that delineates each role/responsibility to ensure unnecessary friction is not created with individuals who may be performing the same tasks.
2. Stay under the radar.  Most companies do not have a training manual on exactly how your job should be done unless it is a low-level position.  Nor do managers want individuals who are not self-starters and have no drive to figure things out without spoon feeding.  Learn what others on the team are doing by asking the right questions and not creating waves.  Allow people to offer you information or documentation instead of continuously asking or demanding.
3. Make more allies than alligators.  Be humble enough to know how to work with everyone, regardless of how much you know or who you know.  In order to survive anywhere you must be able to relate to management and non-management.  The perception that there is some entitlement will only alienate others and have them shy away from helping you.
4. Keep personal connections private.  Do not openly discuss your personal relationships with others working in the new place of employment.  Keep that to yourself and don’t acknowledge it or go out of your way to expose it in office settings.   If there is a relationship with higher level executives, allow them to boast about your skills to others rather than you tooting your own horn.  Again, a sense of entitlement and the perception of being untouchable based on connections hurts rather than helps.
5. Talk the least and work the most.  Your work ethic, teamwork, and results should speak for you.  Individuals should be less concerned about who you are and more excited about your arrival to help them do their jobs better and in less time.  Focus on performing tasks that help others to demonstrate value.

You made it this far, now make it work to your benefit. 

For more clues like these, be sure to check out some helpful videos on the YouTube channel or purchase the book, Get A Clue – 10 Steps to an Executive IQ.

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Posted in: Business Etiquette,career change,career makeover,employment,Get A Clue,networking,New Career,New Employment,Temeko Richardson

Bite Your Tongue

LEARN TO SAY NOTHING...

Have you ever been in a meeting and the person who has the most to say knows the least? Were you ever evaluated by someone who is not in touch with what outside companies are doing because they have only worked at this company for n-teenth years?  Have you ever wondered how some people with no work ethic and no experience get the higher paying jobs or at least the title?  Absolutely!  It happens to most people who worked up the ranks to get the expertise, received the education from the top universities, and/or slaved tirelessly for 80+ hour work weeks to meet schedules and prove their worth.  But don’t blacklist yourself by talking too much and worse, saying the wrong thing!

Here’s the art of biting your tongue, making a statement, and keeping your allies:

1. Appear aligned with superiors (e.g. supervisor, manager, etc.) and subordinates (e.g. employees, consultants, etc.) in front of others.  There is nothing worse than the humiliating moment when a boss disagrees with a worker in front of others or vice versa when it could have been resolved before getting in front of a larger group.  If you make your boss look good (of course, without compromising your integrity), you go a lot further.  “Further” does not mean promotions but at least you will not be considered the enemy which can buy you time on making your next move.  As the boss who stands behind your employees, the more dedicated they will be to you and harder they will work.
2. Keep comments regarding others’ work experience or credentials confidential.  The Oxford, Harvard, or Penn graduate received the opportunity (normally) because of college credentials and expertise.  This does not mean they need to be pointed out to the rest of the group who has less credentials.  It makes others feel inferior and can set the stage for “uncooperation” with both seasoned and unseasoned professionals.  On the flip side, telling people that Joe is managing a group and has no experience managing nor completing the tasks he is asking his people to do does not work either.  This causes friction and people lose enthusiasm to work for and with Joe.  It further forces Joe to spark defense mechanisms that might not be healthy for the team.
3. Bring a notebook or tablet to write thoughts privately during meetings.  This will keep you out of trouble as long as you’re not sending messages to others in the meeting or making what you write visible like “he’s an idiot”, “this doesn’t make sense”, “can someone fire this moron”.  When someone is saying something out of line and you can’t correct them calmly, start taking notes.  If what is being said is not important, write out a task list on what it will take for you to complete your assignments for the day/week.  If the time is right for you to move on, put together a plan with deadlines for a professional “i-am-out” plan to escape the madness.  Keep the former or latter visible at all times in your notebook or tablet as a personal road map.
4.  Take the emotion out of the statements before disagreements.  It is common to want to respond right away.  But sending a text message or email to yourself or walking out the door for a smoke break or Starbucks Joy or Vanilla Robois tea is the best answer.  What you send emotionally can result in devastating you financially.  Take a deep breath and recognize there are bills to pay, mouths to feed, and lifestyles to preserve – all which matters more than backfire from making one wrong statement.

Let’s face it.  Not everyone with the job is qualified for the job or even qualified to be around the people who know what they are doing.   We can only hope they bring a quality to the table that others are lacking.  But what should be common among both the immature and seasoned professional is verbal filtering – learning how to say nothing!

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Posted in: being smart,biting your tongue,consulting,Growth Opportunity,Impressing People,Making Mistakes,networking,New Career,New Employment,program management

Best Read Friday - Contemplate These Career Change Moves

CAREER TRANSITION...

This week the focus was on career change and how to make the transition to the dream job of choice.  Today's article gives the reader four things to consider and related options when evaluating whether or not a career change is viable given responsibilities and available time.

Check out the article and transition wisely with some advice from people who have done it successfully.  http://www.fastcompany.com/3000435/4-things-consider-when-contemplating-major-career-change

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Posted in: career change,career makeover,moonlighting,New Career,New Employment,Temeko Richardson

Career Makeovers Happen for Game Changers

PLAY THE GAME...

Too often students pursue majors in fields of interest that provide economic and networking benefits ultimately giving them the staying power in the industry to climb the corporate ladder.  Similarly employees continue in a role because of intangibles like promotions, salary, bonuses, and vacation. But how do you modify the mundane of employment to increase the respect and value to make a career change?  Become an office game changer.

1). Volunteer for unrelated assignments. The key to being noticed goes beyond the norm of excelling in the current role.  That is to be expected. Find tasks that have nothing to do with your job in another department, deliverables as part of a volunteer program or nonprofit organization. Showcase these newly acquired talents that can most likely be used for a desired career.
2). Find a mentor in the desired field.  Mentors are the quintessential components of success for anyone who wants grow professionally.  Mentors are supportive, loyal, and interested in their "mentees".  Choose a mentor who has a network of comrades with available resources that can offer opportunities for experience.
3). Use time wisely to be productive. Game changers maximize each moment by becoming efficient with time spent interacting with various people.  Determine who can help you, who you can help, and who will distract you. Balance time between the former two and all but eliminate any focus on the latter.
 
Being an employee or working in corporate America does not have to be a dead end.  If you work hard and research the opportunities available that can get you to your dream job, the path is yours to travel as long as you are willing to take the chance and put in the effort for the ultimate win - the career change.

For more business information, be sure to follow on Twitter (@temekoruns) or purchase the book, Get A Clue 10 Steps to an Executive IQ.

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Posted in: career change,career makeover,Employees,Get A Clue,New Career,New Employment,New Job,permanent employees,Temeko Richardson

Video Series - The Not so Permanent Employee

HIRING THE BEST...

Management and entrepreneurs face budget decisions frequently that require them to identify the type of resource they will bring aboard to solve a problem, perform a task, or handle a specific project. Long gone are the days of employment being permanent.  Here today and gone tomorrow as many people have experienced after being loyal to a company for decades.

So what should be considered?  This short video is an eye-opener on what to look for in today's market. http://youtu.be/jOLN6e-rVAc

Be sure to check out more clues like this in the book, Get A Clue, on Amazon.com  
http://amzn.to/10Somc1

And subscribe to the YouTube channel: http://bit.ly/Vtzm2s

 

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Posted in: 4 Hour Work Week,business expert,consulting,contract work,employment,Leaders,Leadership Skills,New Employment,New Job,permanent employees,Temeko Richardson

Best Read Friday - What Doesn't Kill You...

SELF-EVALUATION TIME...

There is no time like the present for self-evaluation.  Looking at the man in the mirror is a task that most of us do not want to face.  However in the world of business, it is important to recognize who you really are to positively influence others, negotiate, and problem solve.

This article, http://bit.ly/11zM2W2, provides the in-depth questions that we should ask ourselves regardless of our positions in life.

For more insight like this, check out Chapters 2 and 3 of the book, Get A Clue - 10 Steps to an Executive IQ.  Amazon:  http://amzn.to/Ybf7Ca or Barnes & Noble: http://bit.ly/YbfjkD 

Follow on twitter: http://twitter.com/temekoruns or Facebook: http://facebook.com/execgetaclue

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Posted in: career change,Making Mistakes,management consulting,negotiation skills,New Career,New Employment,New Job,program management

Tips for Secure Corporate Travel

SECURE BUSINESS TRAVEL TIPS...

Travelers can never be too comfortable in airports, hotels, restaurants, and lounges with confidential information or even their identity.  Business travelers, especially, tend to let their guard down and what can be deemed as trivial can lead to identity theft and corporate confidentiality breaches.

Don't let the "friendly skies" fool you.  Watch this video to include some important tips in your frequent travels to prevent being the victim of unnecessary fraud.  http://youtu.be/6t6hUA1gn2E

For more business and motivational tips, check out the following:
Twitter: http://twitter.com/temekoruns
Facebook: http://facebook.com/execgetaclue 
 

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Posted in: Business Etiquette,business travel,corporate travel,New Employment,productivity,Social Media and Business,strategy,Temeko Richardson

Leaving with Class - Ed Reed A Model Example

Ed Reed - Baltimore Sun Ad. 

 When you had a long-term contract with a client and it is either not renewed or there is not a genuine interest in the skills you bring to the table, there can be a sense of uneasiness about the possible lack of appreciation of what you have provided in the past.  This happens in the business world and even more visibly in the professional sports environments where both trades and free agency leave hard working indviduals in the unknown.  If you gave more than 100% in your area, sacrificed your personal life, or dedicated relentlessly to the goals of the organization, it goes without saying there would be a little angst.  But you must keep in mind the small degrees of separation and leave with a level of professionalism that makes them wonder if they made a mistake.

I have had contracts for my company not renewed because cheap labor infiltrated an industry that use to value quality over costs.  I have had pressure tactics applied to force a decision to stay with less pay and less freedom.  These situations happened after spending countless hours every week in travel and hard work while sacrificing quality time.  After these experiences, you learn that clients are running a business and so are you.  Take the emotion of the friends you have met and the complacency of knowing the atmosphere out of the equation.  Whether you are an individual or a company, it is the same mindset - do what is best for your future, longevity, finances, and peace of mind.

That said, in following the Ed Reed departure from the Baltimore Ravens I was amazed at the ignorance in social media of the lack of understanding and hatred towards him for making a decision to move on to the Houston Texans.  Then I woke up and realized that although some people are relentless in their opinions, the majority of Americans come from the old-school philosophy of work the same place for years, collect a pension and retire.  These people do not take the risks of leaving an employer for a better opportunity.  They stay the course and deal with anything that is handed to them to stay with their employer.  It is not their fault that they do not understand the free world of "entrepreneurship" of athletes and others in the business world.  

It's a business relationship no matter what championship or goal you help the organization accomplish.  Simply put, if your employer or client does not appreciate your skills by paying you what you deserve or tries to force you to take a lesser pay/role after you helped them reach their goals, there is some other group that will welcome you to their team for equal or better money.  If the existing employer or client is not willing to put up a fight for you, that speaks volumes that they really weren't interested in keeping you.  All you can do is plan accordingly for the move to the next place and do what is necessary to stay competitive and valuable for even the next level.  Say nothing negative about the organization or the people involved in the decision to allow your departure.  Because you never know, those same people could be placed in control at a future place where a contract might be signed. Or they can be depending on your decision in the future to sign a contract for their employment - the sweetest revenge.  

Leaving with class has no better example than Ed Reed, who took out an ad in the Baltimore Sun, to thank the organization, the city, and the Ravens fans for all the good times.  Reed dealt with the situation with professionalism and departed with class - a humble approach for an extraordinary future legend who I am sure will shine with the Houston Texans.

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Posted in: Baltimore Ravens,Business Etiquette,career change,Delegate,Ed Reed,Employees,Holding Grudges,Houston Texans,Leadership Skills,management consulting,New Employment,productivity,Temeko Richardson

Why Achievers are not Liked

COULD THIS BE YOUR NAMETAG?

In today's society, it is common to meet people that put forth lackadaisical efforts to achieve any semblance of success in educational accomplishments or a professional career.   It is refreshing for me when I stumble upon someone who tries to exceed expectations and/or achieves a goal with a standard of excellence. However in my experience across different industries and various cultures in corporate America, I have learned "Achievers" are not highly accepted. 

Sometimes viewed as arrogant, achievers possess a self-starter, self-motivated mindset that does not require pep talks, detailed instructions, and micro-management. This is opposite of most people who require clear guidance, step-by-step directions, meetings, and encouragement. 

Achievers, unlike most people, are not easily distracted from their purpose. If they get off track, it does not take long for them to regain focus and set new goals.   Nonetheless, it takes some time for the average person to regroup mentally if there was ever a goal in mind.

Self-sufficiency bothers individuals, especially those who desire to feel needed. If there is nothing for them to contribute, their self-worth diminishes when achievers are around them. 

Oftentimes, under-performers believe they are intentionally being embarrassed about what they did not accomplish.   It is completely happenstance. The achiever has no ill intentions, in fact normally oblivious, because he is focused on the prize. 

I speak from my own experience that we, the achievers, are here to accomplish goals individually or collectively and we are not trying to show off our abilities. There is no need to be alienated because our motto is simple - The moment you become complacent with mediocrity, you have erased the possibility of excellence.

Follow on Twitter: http://twitter.com/temekoruns
Like on Facebook: http://www.facebook.com/execgetaclue

For more tips on achieving goals through corporate leadership and entrepreneurship, Get A Clue - 10 Steps to an Executive IQ today.
Amazon - http://amzn.to/Ybf7Ca
Barnes & Noble - http://bit.ly/YbfjkD  

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Posted in: Employees,Exec Get a Clue,Get A Clue,Growth Opportunity,Holding Grudges,Leadership Skills,New Employment,project management

Productive Telecommuting for Cloud Teams

Working from Anywhere - Planes and the Cloud -

There is a lukewarm feeling that old-school employers get when they see people who work for them.  Teleconferences and videoconferencing just does not give them the warm and fuzzy that work is still being completed when the calls are no longer active. However in a technologically advanced world where most job functions can be handled in the cloud (offsite with login credentials), the work environment of old falls short on increasing productivity, especially with workforce newcomers who are attached to social networking.

Here's why:

1). Most companies bombard consultants and employees with so many meetings that work does not get done until after the workday in the office.   If meetings were condensed to fit on two days/week for people to attend in person, the rest of the telecommuting week can be focused on deliverables. 

2). People are usually more motivated to work when they are in essence making more money - spending less on public transportation fares or fuel.  The use of less office space and transportation expenses is more cost-effective for the company and worker, respectively.

3). The ability to share data and documents at any time removes the frustration of not knowing team members' contributions at any given time. There is ultimately no difference between uploading documents to an internal document management site (Sharepoint or Documentum) than using cloud storage (Google Docs or Skydrive).  Of course, people offsite can connect via VPN if there are strict security policies. 

4). If a trust a person who meets deadlines with quality work when physically present, the hard work that garnered the trust will not dissipate because he is offsite.  Micromanaging the presence of this employee will put him on defense and not liked to work remotely.

Learn to let go of the old style of work as we transcend into the cloud technology era. Telecommuting and streamlining office presence increases the productivity and keeps the creativity flowing for a better environment overall. 

Follow on Twitter: http://twitter.com/temekoruns
Like on Facebook: http://www.facebook.com/execgetaclue

For clues on improving employee outlook on a company and your leadership, download the ebook, Get A Clue - 10 Steps to an Executive IQ today.
Amazon - http://amzn.to/Ybf7Ca
Barnes & Noble - http://bit.ly/YbfjkD  

 

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Posted in: Exec Get a Clue,Get A Clue,New Career,New Employment,New Job,productivity,Temeko Richardson

Best Read Friday - Job or Career?

What % is Job?

Ever wonder if your were just going through the motions of having a job or if you were really onto something - a blossoming career!  You don't have to prolong the thoughts any further because this article defines very clearly if you have a job or a career.
http://bit.ly/YhR7iI

Follow on Twitter: http://twitter.com/temekoruns
Like on Facebook: http://www.facebook.com/execgetaclue



 


For more guidance on how to turn a job into a career or a new business, download the ebook, Get A Clue - 10 Steps to an Executive IQ today.
Amazon - http://amzn.to/Ybf7Ca
Barnes & Noble - http://bit.ly/YbfjkD  
 

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Posted in: career change,Exec Get a Clue,Get A Clue,Get A Clue,Growth Opportunity,New Career,New Employment,New Job,productivity,Temeko Richardson

The Insecurity Threat

Get Your Own Feet Wet not Mine!

It is human nature to be competitive. It is also normal to want to contribute in conversations to feel like part of the group. However there is a balance to strike between offering input and showing the insecurity of feeling threatened to keep a job. 

Here's how you can spot a co-worker's insecurities:  

1). There is a need to provide an opinion on every topic discussed even if a decision was already made.  Just the perceived agreement on the decision makes this individual believe he/she is contributing and is intelligent. 

What to Do: Placate the ego by asking his/her opinion before announcing the decision that was already made. 

2). Insecure individuals attempt to listen and interrupt other people's conversations.  Their comfort level decreases when they are not involved in discussions. Because they feel left out, they sometimes start complaining to management and making accusations that people are not collaborating. 

What to do:  Set up separate meetings or have discussions on topics away from these individuals. Include them only on status reports or invitations to complete tasks.

3). Problems are created or exacerbated to provide an opportunity to either take action or correction or stir chaos to remove scrutiny away from them. Insecure people normally keep drama around them to limit the likelihood of people discovering their ineptitude. 

What to Do:  Protect yourself at all times. Document everything and provide weekly input to management and subordinates about your work and completed assignments.

Insecurities are challenging in the work environment but if you can spot people with them and learn how to make a day in the office comfortable for you, the insecurity threat factor will be calmed. 

Follow on Twitter: http://twitter.com/temekoruns
Like on Facebook: http://www.facebook.com/execgetaclue


For more guidance on discernment in staying on top and avoiding people like this in your quest for a promotion, remain in leadership, or start your own business, download the ebook, Get A Clue - 10 Steps to an Executive IQ today.
Amazon - http://amzn.to/Ybf7Ca
Barnes & Noble - http://bit.ly/YbfjkD  

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Posted in: Exec Get a Clue,Get A Clue,Impressing People,Making Mistakes,New Employment,New Job,Temeko Richardson,Timeout

Video Series - How Well Liked Are You?

Being Liked is more than Facebook

If you have not been delivered from other people's opinions of you, chances are you strive to be liked to "blend in" with the crowd.  What are the key characteristics to a likeable person?  View this video on some tips to not rub people the wrong way - be likeable!   

http://youtu.be/3Bf2pgmj-V8



Follow on Twitter:  http://twitter.com/temekoruns
Like on Facebook: http://facebook.com/execgetaclue

Understand why it is important to be likeable when reaching towards a corporate vision in the book, Get A Clue.  Purchase today on Amazon.com - http://amzn.to/Ybf7Ca

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Posted in: Exec Get a Clue,Get A Clue,Impressing People,Leaders,Leadership Skills,negotiation skills,New Employment,Seconds to Impress

Is Your Childhood Holding Up Your Career?

FROM CHILDHOOD BASICS TO WHERE WE ARE NOW

Most of us were not born with silver spoons in our mouths.  Our parents and ancestors most likely worked very hard in some fashion to manage the family, pay the bills, and have a little time, if possible, for relaxation.  But it is in the early childhood where the dreams start to manifest and we pick up little words of advice, negative perspectives, or positive influence as it relates to careers.   

Let's look at how what we perceived as important in our upbringing plays a role in our careers past, present, and future.

1)  Intelligence.  If all you ever heard was "athletes are not smart", you probably focused educational choices and free time on anything other than sports because you wanted to be perceived as intelligent.  If math and science were the common topics in your household, chances are your career path will be one in which you can demonstrate brilliance.
2)  Financial status.  There were always jobs labeled as not being lucrative regardless to how long you were employed. I am sure you had family members with these jobs who were always struggling to pay the bills.  Service-oriented workers in lower echelon restaurants, janitors, manufacturer or assembly line workers are some of the few that fall into this category.
3)  Appearance.  Whether in a uniform or neatly dressed, this plays an important role in how children view the control a person has over his parent.  A uniform normally equates to someone is controlling your appearance and is a form of announcing the company "owns" you.  While a suit and a tie or a dress equates to you have a selection or choice on your appearance and your job is more respected.
4)  Contribution.  How many people in your immediate family had a job that made a difference?  Were your ancestors making a living doing good deeds and helping others?  If this was commonplace in your family, there are some roles that you might tend to attract like teacher, doctor, preacher, social worker, or psychologist or non-profit employee.  

Children tend to mimic their parents or ancestors or rebel entirely if they did not like what they saw growing up.  Which did you do and what contributed to it?  There might be a thought process that needs to change that you are not aware of...and only then can you put an action plan together to make a career transition.

Follow on Twitter: http://twitter.com/temekoruns
Like on Facebook: http://www.facebook.com/execgetaclue

For more guidance on starting a business or maneuvering through work with an executive mind, download the ebook, Get A Clue - 10 Steps to an Executive IQ today.
Amazon - http://amzn.to/Ybf7Ca
Barnes & Noble - http://bit.ly/YbfjkD  
 
 

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Posted in: career change,Growth Opportunity,New Career,New Employment,Temeko Richardson

Changing the Eyes of the Beholder

How Do They Really See You?

It is cliche but there is some truth to beauty being in the eye of the beholder.  In the workplace, beauty relates more to what your peers and management deem important for their agenda.  Oh yes, beholders have one!

Since beholders usually contribute heavily to annual evaluations and reviews, it is in your best interest to understand how they view you and your work ethic and put a game plan together to make some adjustments.

1)  Ask for constructive criticism.  When you have completed your tasks or are part of important decisions, ask peers about your input and what you could have done better, if anything.  Use the feedback and begin making the appropriate changes with checkpoints for future projects on how well you did to meet the needs of others.
2)  Compare your turnaround time and deliverables to the peers that seem to be praised for their work.  If your deliverables are more detailed and are always timely, there is more to it than your work ethic.  There is another piece to the puzzle.
3)  Attitude checks are necessary.  Sometimes people do not know the difference between a poor attitude or being passionate.  Passionate people elevate their voices to make a point while people with poor attitudes normally reflect negativity in their statements regardless to the facts presented.  Learn to tone it down with the same conviction if it makes others uncomfortable.  If you are always calm during conflict and your manager beats on the desk, raises his voice, and uses foul language to get a point across, you might be seen as nonchalant about work.  If you work with and especially for management like the latter, it is unhealthy and warrants you to make a change.
4)   Observe interactions at group meetings.  Immature managers flock to their favorite people through inappropriate jokes and remarks.  Mature managers evenly allow feedback, conflicting opinions, and discussions among all subordinates, allowing group decisions to be made.  Leaders influence others and delegate to those they trust can do the job.  Know the type of person in position you report to and determine if you stand a chance of being able to change the perception.  Do not become the person that participates in inappropriate jokes and remarks.  Move on!  If open discussions really do not result in your feedback, look elsewhere for your next opportunity.  Simply put if you do not report to a leader, it is time to move on!

If you can change their views of you, a chance remains to increase the raise and get the promotion.  But sometimes you have to sit back and observe to determine if you really want to be a part of a dysfunctional organization.  The grass may not be greener on the other side but at least you can have peace of mind.  And that is priceless regardless of the beholder. 

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Posted in: Employees,New Career,New Employment,New Job,productivity,Temeko Richardson