So you want a job that pays you to do your best work. You want to be appreciated for your experience, your special abilities and your creativity. You want to work for an organization that aligns with your personal values
, a place you can feel proud to call home.
Sounds reasonable, right? It is — but you have to do a bit of work. You have to articulate your career brand.…
Try applying “the engineering design process” detailed in Charles Duhigg’s excellent book and you will learn to make better, less binary and more creative decisions. This “methodical approach to problem solving” removes the emotion so we can view our problems more objectively. It’s an excellent tool for defining career problems and coming up with potentially novel solutions.
Here’s how I suggest applying the engineering design process to a common problem my millennial clients have: Should I stay in my job or go to grad school?…
I was listening to one of Tim Ferriss’s excellent podcasts the other day, and he made the comment that the best way to guarantee someone won’t mentor you is to ask them directly to be your mentor.
That sounds counterintuitive. But here’s why it makes a lot of sense.
Mentoring someone in a formal way requires a lot of time. Scheduling meetings, making introductions to others who can help, answering questions in person and by email – these activities can all add up to a big time suck.…
Do you, or have you ever had, a “dream job
”? Do you have any friends, former classmates or colleagues who describe their job as a dream? Do you believe them?
Don’t get me wrong – I love when I see someone fulfilled in their work, successfully using their strengths in an environment where they feel appreciated and fulfilled, and getting paid appropriately to do it. But that’s no dream: behind that deep sense of satisfaction is someone who has ventured down the path of self-discovery
, sometimes at real personal cost, and has matched his strengths and most important values with a need he is uniquely suited to fill.…
There is a long-standing misconception among job seekers about recruiters
– how they can help, how to engage them and, most often, why they’re not returning your calls.
When I was head of marketing for the Association of Executive Search Consultants, we spent a lot of time explaining the difference between retained search consultants and contingency recruiters. To provide candidates
with the opportunity to be “found” by search firms, the organization created a senior-level candidate site called BlueSteps.com, where candidates could pay a fee to list their credentials and search firms would consult the site to help fill their searches.…
Use your winter break from college wisely--it's a great time to plan your career.