You receive all the personally prepared information and support derived from my successful coaching programmes and seminars.

• Immediate access to carefully prepared materials including examples and templates to work from which guide you through the programme.
• I will coach you in how to talk about yourself, both in person and on paper.
• I will write your CV or Resume with your input and prepare cover letters for you. I will prepare interview questions and answers specifically for your career development needs.
• You control your own progress and work at your own pace through the career counselling programme, moving on to the next step only when you are ready. At all times you are only a ‘phone call away from immediate expert help.

You Will Be Coached In How To:

1.  Identify Your Unique Differentiators
2. Talk Convincingly About Your Attributes
3. Find And Contact People To Help You
4. Write Your CV or Resume Professionally
5. Write Interview Winning Cover Letters
6. Set Up Your Job Search Campaign
7. Answer Interview Questions Confidently

You can examine the materials and the whole program as soon as you join, plus receive unlimited access for 3 months to me as your dedicated Career Coach.

You will be working with me, Peter Fisher, directly. As a highly experienced Careers Coach you can be sure of the best personalised support.

Benefits of This Approach

CV writing at the most appropriate level is included as is cover letter writing, interview preparation and self-marketing techniques.

I will provide the answers and personal support you need to find a new job quickly or ensure that your career is progressing in the right direction.

If you are experiencing major change or restructuring or are affected by redundancy or downsizing, you will benefit from the pragmatic, professional advice and support.

How Do I Join?  Click here for details

Do you often feel lonely, anxious, or even depressed? Is a mid-life or quarter-life crisis threatening your confidence, self-esteem and well-being? Do you yearn for practical advice on enhancing, balancing and bringing new joy to your personal and professional life?

Tens of millions of Americans answer a resounding “yes” to one or more of those questions. After all, statistics report that more than 19 million of us are diagnosed with depression each year. Here are seven simple exercises to enhance your life for a lifetime:

1) ACCEPT THE LESSONS THAT ARE PRESENTED TO YOU

At times, we like to play the victim role when things happen to us that are painful and difficult. First, change your attitude towards those events. A change in your mindset creates miraculous shifts in energy. Changing your perspective makes a negative situation suddenly appear positive.

Next, spend time with yourself to understand the challenge for what it really is by journaling and/or meditating. In your quiet time, ask yourself why the situation or person was presented to you.

Appreciate the person, thing or experience that brings you the lesson. Recognize that these situations are the impetus for change. For instance, we may have a boss that makes our job so difficult that we decide to find a new job.

Then, when we find this new career and love it, we wonder why we didn’t change jobs sooner. In this scenario, it is important for us to realize that if we didn’t have a boss who made us want to leave our job, then we might have never left.

2) APPRECIATE ALL THINGS – GREAT AND SMALL

The lack of happiness stems from the lack of recognizing that we do indeed have so much to be thankful. Even the person who feels that they have nothing, upon introspection, they can find that they are blessed with abundance. For instance, do we think about the gift of sight or the gift of hearing? These are indeed gifts and we often forget that they are gifts.

Take time to observe someone who suffers with some type of physical impairment. For instance, how long does it take them to get from their car to the front door of the grocery store? How long does it take them to do their grocery shopping? Perhaps, it takes them twice as long as you do or even longer. Whatever that time may be, we take for granted that we can just park, hop out of our car and go shopping. Instead, look around and observe how much you have.

3) BEGIN A GRATITUDE JOURNAL

Write in a journal at the end of each day. Note two things for which you are grateful. You may want to recall what made you smile, laugh or feel good all over. An example might be that you appreciate the warmth of the sun or hearing the birds chirp on a morning walk. Journaling may make you realize that life indeed has much to offer that is available for free – we just have to recognize it!

Create a journal for a spouse/significant other. How many times do we think about what we lack instead of thinking about we have? We might focus on behaviors such our spouse forgetting to take out the trash. We may even verbalize these thoughts to them.

However, did we make any comments about the things that our spouse/significant other did unprompted? Did we say thank you? Did we even recognize it? Creating a journal for your beloved can have two benefits. First, you will recognize and be grateful for what you have. Second, the journal allows for your spouse/significant other to feel appreciated.

4) TEACH CHILDREN ABOUT GRATITUDE

Children model adult behaviors. Thus, when they see us say thank you or send thank you cards, we are showing our children the importance of being grateful. Make time to show a child ways to be appreciative. This can be your child, the neighbor’s child, a grandchild or a niece or nephew. A simple activity would be that you could assist them in making a thank you card.

5) CREATE LISTS

There many different kinds of list that you can create to facilitate a new zest for life. Here are a few topics to consider:

• Ten body parts that work well
• Ten people who have assisted you
• Ten things that give you joy and happiness
• Ten things that you do well
• Ten activities that make you smile
• Ten things that you like about yourself

6) SEND THANK YOU CARDS

Recall the last time that you received a thank you card in the mail. How did you feel? Reignite the same feelings by writing a thank you card for someone else.

7) INCREASE YOUR AWARENESS

Make gratitude a daily part of your routine. Participate in some type of activity each day that brings gratitude into your existence. Recognize that being grateful allows more good things to come into your life.

About The Author

© 2004 All Rights Reserved. Theresa Castro, MBA, is career coach and author of the critically-acclaimed book, The Dark Before the Dawn: 70 Secrets to Self-discovery in which she outlines strategies for repairing relationships, finding the ideal career, learning to relax and effectively balancing work and life. For more information, visit www.TheresaCastro.com

If you could learn fast and effectively, you might be the one with something interesting to say on any topic. It could also help in your career or business. You can learn more efficiently. Just use a few of the following techniques, and use them until they become habit.

First, when you want to learn new material, expose your mind to it as soon as possible, even before you feel “ready,” or have time to study. This first stage of learning is the confusing part where you look at new ideas and say, “huh?” If you do this quickly, however, reviewing everything for a few minutes, your unconscious mind will start “incubating” the new concepts, and finding some way to organize them.

The next time you sit down with the new material, begin to relate it to what you already know. Compare and contrast things. Say to yourself, “That’s like…,” or “How is that different from…” The concept of the autoresponder was new to me when I started my newsletter, but it really sunk in and motivated me when I thought, “It’s like someone doing all my addressing and mailing for pennies a day.” This prompted all the important questions, and I was ready to learn about it.

Create Curiosity and Anticipation

You probably agree that you can learn more effectively with curiosity and anticipation working for you. So how do you create this state of mind? One way is to leave each learning session with a question or two clearly in your mind. This creates the sense of anticipation and curiosity that will help you the next time you approach the material. It’s like a television show cutting to a commercial at an interesting moment in the program. You want to stay tuned, to see what wil happen next.

Use Your Imagination

Want to totally change your perspective to make learning more effective? Study with the idea in mind that you will be teaching what you’re learning. As you learn something, imagine how you will teach it. This is a powerful way to get a good grasp on new information.

Imagine how you will use what you are learning. There is so much information, and so little of it is the “important stuff.” By imagining how you’ll use the new information, you tend to automatically focus on the things you really need to know.

Take Breaks

Learn more by working less. Well, almost. Research shows that we remember best what we studied first and last in a given session. By taking breaks, you have more “sessions,” and increase the number of firsts and lasts. Get up and move around during your breaks, as this can also keep your mind fresh.

Finding Time

Is it difficult for you to find time to learn something new? What if it took no extra time to learn a new language, take a course on negotiating, or study something new and interesting? What would you want to learn then?

You can start this week, by using the dead-time in your day. That’s the time sitting in your car, or on the bus, or in the waiting room at the dentist’s office. There are thousands of books now on tape, CD’s, and MP3′s. Your public library probably has hundreds of books on tape, and you can even instantly download books on the internet. One website I use has 18,000 choices!

This is, without a doubt, one of the most under-utilised and easiest ways to learn something new. Is your job 25 minutes away? If so, you spend over 200 hours per year sitting in your car going to or from work. Could you learn something useful if you had four hours per week of audio instruction for a year? You bet. And the only extra time it takes is a few minutes to stop by the library or place an order online.

Put in a tape on your way to work, get used to using a few of the techniques here, and you could soon be a virtual learning machine.

Steve Gillman has been studying brain improvement, concentration, creative problem solving, and related topics for years. You can visit his website, and subscribe for free to his Brain Power Newsletter at: http://www.IncreaseBrainPower.com/newsletter.html

The effective coaching of employees by their line managers is fast becoming an expectation from both senior management and from the employees themselves. Many managers are now being taught how best to coach their employees by employing the standard coaching model called G.R.O.W, where

• G equates to the Goal to be achieved,
• R to the Reality of the present situation,
• O for Options available and
• W for the Way Forward and Will.

G.R.O.W, constructed by Graham Alexander and championed by Sir John Whitmore, is a well-established coaching model and an excellent “starter” model to enable managers to get used to using a structure for coaching. Very competent managers and coaches can use the G.R.O.W. model effectively by taking time and ensuring depth at each of the four stages but busy managers or less competent managers and coaches can tend to “skip” through the stages which, can often result in the following scenarios:

• An acceptance of Goals or Objectives without checking the validity of the reasons behind wanting to achieve these goals or objectives.
• A lack of full understanding of the Performance Gap between the present situation and the desired outcome.
• A lack of exploration in the Options phase meaning that only a few options and probably the more traditional “tried and tested” options are highlighted.
• Not enough time spent checking the Motivation of the employee to move the actions forward and also discussing how the manager is going to provide onward support.

G.R.O.W provides a structure but may not provide enough “discipline” for busy managers to ensure adequate depth of understanding and support.

The OUTCOMES® coaching model has been designed to enable managers and sales managers to undertake more structured and productive coaching sessions with their employees and sales executives than perhaps they have been used to. The increased structure will result in more depth to their coaching and as such will enable an increase in more understanding, motivation and commitment to action than they may have experienced with other coaching models such as G.R.O.W.

OUTCOMES® provides more structure than G.R.O.W simply by the fact that there are more distinct stages that a manager or coach must adhere to. The initial reaction from most managers I have introduced it to has been one of initial frustration in that with it having more distinct stages to go through and check, it can take more time to implement. However, once the managers understand the reasons for the extra steps and the fact that if they use this model carefully, they will get good results, the managers have warmed to the model.

So what are the stages behind OUTCOMES®?

I am going to guide you through the model by way of a “coaching conversation” between Mark, the manager and Jonathan, the employee

O – Objectives

It is important that the objective for the coaching session is established at the onset. What are the specific reasons for meeting and what exactly would the employee look to achieve as a result of the coaching session?

In all situations it is vital that a desired outcome or objective for the session is identified and the manager must take time to fully establish exactly what is to be achieved. Only that way can the coaching session be measured in terms of its effectiveness.

Questions to ask:

What would you like to discuss and what would you like to get out of the session?

What specifically do you want to achieve in this session?

How specifically can I help you?

How will you know that we have achieved our objectives for this session?

Be careful when accepting outcomes or objectives that cannot be realised within the course of the coaching session. Sometimes employees can come with weird and wonderful challenges and ideas and many expect solutions from one coaching session. Manage their expectations and break down the challenge or idea into manageable “chunks” so that you achieve something every session on the way to achieving the overall objective. Some objectives need to be broken down this way into smaller objectives and actions before the overall objective is realised.

More about OUTCOMES®

Coaching is about being your best. It’s about performance, about “staying the course” and, in the end, about creating and living the life you really want. Many people use coaches to make more money, win the gold prize or do something dramatic. That’s fun, and when it’s right, it’s wonderful!

But most importantly, coaching is about living up to your own standards. It is, in Henry Thoreau’s famous words, about “marching to the beat of your own drum, no matter how faint or far away.” So, do I recommend you have a personal coach? Well, duh!

But if you can’t afford one, or aren’t ready for one, why not be your own coach? Here are a few suggestions:

1. Write down your goals. Review and re-write them once a week. This is old advice, but there is power and magic in writing your goals on paper! Write them down, then review them, think about them and up-date them every week. It may only take 20 minutes, but it will double your rate of success, I guarantee it!

2. Show up! Many of life’s most important achievements simply require that we show up, pay attention, tell the truth, work hard, go the extra mile, and do our best! Superior performance is not about the future, or the past. It’s about doing a superior job right now, on the work that lies right in front of you.

3. Eliminate Distractions. Keep your eye on the ball. Life is full of frustrations and distractions. Successful people do NOT tolerate the things that drive most of crazy – they take the time to stop, solve the problem and eliminate the distraction once and for all. Stay focused!

4. Manage your environment. Top performers know that space management is more important than time management, and they have neat offices, clean cars, orderly appointment books, and they keep an extra suit at the office, just in case. Make your office (and your home) a space where you can do your very best work.

5. Read every day. Read something useful, challenging or fun every day. If you only spend 20 minutes with a book that motivates, excites and educates you, it will make a world of difference. I promise! Aim to read at least one book every month!

6. Attend a “University on Wheels”. Listen to educational, motivational and fun tapes while you drive. At least listen to soothing, appropriate music, rather than the “terror of the day” on talk radio! Fill your mind with the BEST information you can find!

7. Use a Master-Mind group. The term refers to a group of people who are committed to helping you be successful. Often, they meet once a week. Think of them as your “Advisory Committee”. Bounce ideas off them, ask them for advice, let them coach you!

8. Focus on values. Take time every week to review your values, the things that cost you nothing, but make life worth living. Write them down, share them with a friend, and remind yourself of what’s most important to you. Remembering your values will get you back on course!

9. Play more! Play a game of tennis, wrestle with the dog, shoot hoops with the kid next door. Laugh, get sweaty, have fun. It doesn’t cost; it pays!

10. Practice Gratitude! Periodically, ask yourself how many “good” days you’ve had this week. Notice what made the good ones good, and do more of the good stuff! And, be grateful. “I was angry that I had no shoes, until I met a man who had no feet.”

Even the most sophisticated modern cruise ships must constantly monitor their course. On our last cruise, Mary and I took a tour of the bridge, and were told the ship had no less than 5 automatic navigation computers, and that at least 2 officers were on duty at all times. Why the redundancy? Because having a cruise ship get lost, even briefly, is a very bad thing!

How many navigation systems do you use to guide your path? Having a handful of books, journals, friends and daily routines to “coach” you is not expensive, it’s the best investment you’ll ever make! Set up routines and use the best resources you can find to stay on course. Coach yourself to the top!

Here’s to your success!

© Copyright 2003 by Philip E. Humbert. All Rights Reserved. This ‘Coach Yourself ‘article may be copied and used in your own newsletter or on your website as long as you include the following information: “Written by Dr. Philip E. Humbert, writer, speaker and success coach. Dr. Humbert has over 300 free articles, tools and resources for your success, including a great newsletter! It’s all on his website at: http://www.philiphumbert.com

Here are some tips to stay relevant to the expectations of the workplace:

Interview Phobia

You must view the interview process as a short period of time given to express your strengths and contribution to a future employer. The interviewer is too busy to want to put you on the defensive. He has to get the best candidate for the job within the interview period and may ask difficult questions that may help him reach that goal. The interview process has to be win-win for both parties.

Pre-conceived Idea Of Yourself

If you have just been retrenched or do not have relevant working experience, you should not just pass judgement over your abilities during the interview. You have to be confident and face your current situation objectively. Provide the interviewer with insights about what you intend to do to be a team player in his organization. All your experience can be used as a learning tool – it is your attitude that makes the difference.

Embrace Change

It is difficult to be employed if you have a self-defeating attitude. You should not always bring up about “the good old days”. Every generation has its fair share of opportunities and change. It is best to take stock of your current situation and see how you can contribute to the organizational team. You can also upgrade your skills in order to value-add to the expertise of the rest of the team.

Understand The Industry’s Direction

The internet is a valuable tool in providing a lot of information through the search engine as the obvious gateway. This is crucial for you as you can do your fair bit of background search about the industry’s direction from the comfort of any convenient computer terminal. However, you must conduct a structured online search, as you may be a victim of information overload.

Understand International Macroeconomics

The study of macroeconomics is crucial in getting a global mind-set about your industry’s directions. We do not live in a closed economy and our exports are greatly determined by external demand. You may have an expertise that has little room for future expansion and you may be very frustrated by your situation.

Personal Finance

Manage your personal finance well and try to allocate your budget on your dressing. You want to look professional during your interview. You also do not want to be forced to take the first job that comes to your way because of your tight financial situation.

Active Volunteerism

Being a volunteer or mentor is helpful in having different perspectives of your current situation. You do not want to wallow in self-pity about your current job situation. Furthermore, there are many in our community who may not be as fortunate as ourselves and volunteering is a laudable public service.

Generational Gap? – No! Generational Collaboration

If you are a senior citizen looking for a job, it is very backward looking to dwell on the generational gap. You should have the mindset of a generational collaboration in which your experience is crucial in providing new networks overseas (maybe in China, India). It is important to view the organization as a team and you are an equal partner in the formation.

About The Author

Colin Ong TS is the Managing Director of MR=MC Consulting (http://www.mrmc.com.sg)

colin@mrmc.com.sg

I find personal development profiles are a great start to the coaching process as the profile helps the client to look at their own behaviour in ways they have probably never done before. It helps to develop rapport as the coach is not providing the feedback at this stage – it has been generated by their own responses. The coach provides assistance in understanding the report and I find that many clients experience an ‘aha!’ moment when they suddenly realise why they find certain kinds of people or situation difficult. Occasionally I have been asked if I have been talking to their mother!

As mentioned, the report will identify ‘blind spots’. For obvious reasons these are not evident to us, and often friends and colleagues are hesitant about giving feedback. If they try, we may reject it as the mind does not like the idea we may have a failing. For an executive or leader in business, the situation can be even more difficult, as none of their colleagues may be brave enough to point out the reality of the situation until a crisis has arisen.

Looking at the profile is a taste of what is to come during coaching when the coach’s job is to provide feedback and ask challenging and provocative questions designed to get below the surface behaviour to understand what’s driving it.

I know that some people are cynical about personal development profiles – the most common criticism I have heard is that they ‘put people in a box’. To that I would reply that they are merely a good starting point for a process of understanding self and others. They do not provide the whole picture of an individual, but they are a useful guide to how they might behave in certain situations.

Andy Britnell is an executive coach who works with business people in both the private and public sectors who wish to achieve better results. More information can be seen at http://andybritnell.co.uk/

Below are some areas about which you might hear questions during the interview in a structured interview but remember this: a junior person can be competent in any of the areas covered here. A senior person can be competent in any of the areas covered here and the difference is the extent of the competence.

In other words, the junior person can be highly competent in a skill area as it applies to the junior job; whereas the senior person needs a higher level of skill to be considered competent for a higher level of job. So the message is about being competent to do the job at the level you are considering.

Think about these areas which commonly come up at interview and you can see that everybody doing any sort of job would have competence in all of these ability areas. The only differences are in the level at which they would be performed by someone doing a different or higher level of job.

What you should now see is that you don’t need to worry about structured interviews and your competences, because they are simply relative to the job you do and not some imaginary scale of high-level skill.

But what you do need to do is think HOW these apply to YOUR job, define exactly what YOU do, then prepare a little story to illustrate it.

1. Planning and Organising is possessing the competence or ability to establish appropriate courses of action for self and /or others to accomplish a specific goal; planning proper assignments of personnel and appropriate allocation of resources.

2. Motivational Fit could be described as the extent to which job activities and responsibilities, the organisation’s culture and values and the community are consistent with the type of work that is personally satisfying. The actual definition depends on you.

3. Problem Solving is the competence or ability to commit to a course of action after developing alternatives based on logical assumptions and factual information, taking into consideration resources, constraints and organisational values.

4. Work Standards includes setting high standards for self and staff workers as well as for the organisation. Being dissatisfied with average performance.

5. Delegation is defined as allocating decision-making authority to appropriate direct reports; utilising their time, skills and potential effectively.

6. Initiative shows active attempts to influence events to achieve goals. Being self-starting rather than passively waiting for something or someone. Taking action; being proactive to achieve more than is required.

Now you should see that you don’t need to worry about structured interviews and your competences, because they are simply relative to the job you do and not some imaginary scale of high-level skill. All you need to do then is think how these apply to YOUR job and define what YOU do, then prepare a little story to illustrate it.

I’ll cover some typical key actions and questions in the next article.

Peter Fisher is an expert Author, Career Coach and Webmaster for www.your-career-change.com where you can find tons of helpful things to do with competence and behavioral interviews.

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As many of you actually dread this process of undertaking personal self evaluations of your work performance, let me show you how approaching your annual appraisal with a constructive attitude is vital to an effective and rewarding result for you.

Try to think of self evaluations as a chance for you to rate your skills and put forward a strong case upon which a salary increase or promotion may depend. It’s not always easy to compliment yourself on the work you do, but, it can be a very important time to make sure your boss knows what you’ve done and how aware you are of your own strengths AND weaknesses. Please make sure you know what your boss is expecting from you and what specific topics your boss needs you to cover.

It is not a good idea to leave this self appraisal until the very last moment. Instead, make yourself prepare it a few days before your annual performance review, then leave it for a day or two before you re-read it. Hopefully, these general tips for writing your self evaluations will help you showcase your strengths and help you get promoted or receive the salary increase you deserve.

Self appraisals or self evaluations are where you, get to give opinions – preferably backed up by accomplishments – about your performance. You need to critically analyse your performance, strengths and weaknesses, accomplishments, problems you have encountered and any training needs you feel you may have.

What To Include In Your Self Evaluations

In order to gather the right information for your self evaluations of your on-the-job performance, I recommend that you include statements about these key areas:

• Your current job responsibilities (use your job description as a reference point);
• Your achievements;
• Your goals for the coming year;
• Areas in which you may improve;
• Training requirements you need for your present job;
• Additional responsibilities you are ready to add to your remit;
• Any problems you have encountered and solutions you have come up with;
• Continuing professional development (CPD);
• Areas of the job you like or dislike.

On this last point you should also be ready to explain what it is you like or dislike and have some ideas about improving or managing the parts you dislike more effectively.

Most self evaluations should be based on your organisation’s competency framework which will include a range of competencies such as:

• Communication Skills
• Interpersonal Skills
• Results Focus
• Working in Teams
• Customer Service
• Adaptability/Flexibility
• Initiative
• Decision Making
• Leadership
• Managing Self

It is a positively good idea to quote actual examples and situations to support your self assessment of performance – the STAR routine of situation, task, action and result, typically used in competence based interviews, is a good basis for your self evaluations.

Peter Fisher is a career coach and webmaster for www.Your-Career-Change.com where you can discover everything to help you advance your career and prepare your self evaluations so that your annual performance appraisal goes exceptionally well.

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You need to be the best you can at describing your best qualities; particularly your key strengths. In my coaching practice I generally, at some point, ask my client: “What are you good at?” purely as a means to establish if they have already thought through this most important question.

Some have, but more often they haven’t and the answer usually involves lots of head-scratching, umms and arrhs and then quite often a monologue on what they’re NOT good at!!

Your answer to this should be your key strengths statement which we talked about in personal marketing on my website – let me remind you.

A “Key Strengths” statement is a summary of your most powerful skills and attributes.

The Key Strengths statement

• Highlights your most important skills and abilities
• Differentiates you from others
• Avoids generalisations
• Provides examples of your achievements
• Spoken naturally should take no more than two minutes

Of course at interview, the question may take many different forms:

“What are your main strengths?”

“why should we hire you?”

“what do you think makes you the best candidate?”

“convince me you’re the right person for us”

“how do your skills match our particular needs?”

As with all your Presentation Statements it should be so well rehearsed that it sounds completely spontaneous.

This example I’ve given you here should get you thinking so give your Key Strengths statement some thought now.

“I have very good communication skills; I work well either leading or being part of a team and I am self-motivated and capable of working on several tasks at once.

As a leader of small teams I involve people in the decisions so that they feel involved and ensure they have the opportunity to contribute to tasks facing the team. I manage the information, plan and organise and make the decisions as required.

With my strong communication skills, I have been able to motivate the staff to higher standards of performance meaning we have also helped our profits figures through increased sales and tighter cost-control.

Alongside this I have encouraged innovation and my team has produced several very good ideas for new products, services and markets. As an example the new widget has taken off in Eastern Europe and is contributing 7% of profits in less than 18 months.

Most importantly I actively seek to develop members of my team for their own careers sake but also for the future of the business itself. This means I also look for personal development opportunities to ensure my skills are kept up to date.”

If you refer to the sample CVs and resumes page on my website, sample resume #1 is for a Chief Engineer. The Key Strengths statement from him might go like this:

“I have very good communication skills and work across all departments to ensure that issues are identified and practical solutions are prepared. Coupled with my project management skills and my hands-on leadership style I am able to consistently deliver and commission projects on time and to budget.

I am focused on internal and external customer’s needs, rather than purely functional needs and I apply specialist skills in continuous improvement and world class manufacturing to increase efficiency, reduce waste and losses due to downtime.

As Chief Engineer I have initiated and managed strategic change programmes and implemented effective quality improvement programs all the way through to successful local level implementation. This has led to savings of £750k per annum and helps to maintain the position and financial strength of my employer”.

These key strengths statements naturally answer many of the interviewers questions whilst being reassuring in content. You will find though, that they will create new questions for the interviewer, so be aware that you must be able to substantiate everything you claim.

Try working on your own statement using your own words and skills, blending them together to create a strong “key strengths” statement to meet your needs.

You’ll be surprised how often you use this one!!

Peter Fisher is a Career Coach and author of the popular http://www.Your-Career-Change.com – a website borne out of his passion for helping people discover their true career potential. It offers tips on career change, resume writing, cover letters and interview skills. Perhaps you have a passion or hobby you’d like to write about. Discover how to turn it into a profitable website like Peter has. Visit http://passion.sitesell.com/Careers1.html to learn more.

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