Stacey Hawley - Career Coach and Compensation Expert

3 Things Managers Should Do to Manage the Impact of the Coronavirus on Their Employees

2020-03-11T14:19:00.001-04:00

Companies are navigating their way through the Coronavirus scare with zero precedent - they are all making it up as they go along. Smaller companies are waiting to see what larger companies are doing and following suit. Conferences and employee travel have been cancelled. Employees are being asked to work from home to curtail the spread. These very same employees are also figuring out how to work from home effectively, especially if they have kids who might be also home-bound due to the virus. Universities have cancelled all classes through the remainder of the school year, switching to remote learning. Questions remain about how to handle PTO or compensation if hourly workers are quarantined.

The list goes on.

Quarantining and social distancing may help prevent the spread of the disease...but what about work? How do employers navigate work in this new environment? How should people be managed effectively? Companies are learning from each other, both locally and globally.

Employees have questions. Lots of them. And employers have limited answers - understandably.

And while it is hard to know what will happen, there are 3 things all people managers should be doing to navigate and minimize the impact of the Coronavirus on their people:

1. Reset Timelines and Priorities for Key Projects

People need time to sort out the temporary "new normal". Don't put your team in the position of over-promising and under-delivering. With the onslaught of changes and certainty, one thing is certain: the best laid plans will go haywire.

For each project, schedule "time" (pun intended) to talk with your team and revisit the timeline. Add in time wherever possible to ensure people can complete their work in a quality manner, access resources, research questions and address any issues.

Clients/customers are rowing the same boat and will be very understanding. Once you meet with your team, schedule "time" (pun intended again) to review the updated timeline with your clients. They will be equally understanding. Your project may have included steps that involved your client's feedback, resources, input and direction. They will be happy to have the extra time to ensure what they receive meets everyone's expectations without causing undue stress.

2. Revisit Performance Goals that Had Already Been Approved for the Year - and Revise Them

No one likes writing goals the first time. And definitely no one wants to revisit those goals but you must. The goals you originally established with your team were based on an entirely different set of circumstances internally and externally. It would be monumentally unfair to hold your team accountable for those goals without reviewing them.

Remember each goal should be SMART (specific, measurable, actionable, realistic and timely). If you haven't had the opportunity to talk with your team about how to establish SMART goals, now is as good a time as any to start. Use examples of what types of goals you would like to see or are expecting so your people understand the process and your expectations.

Ask your team to review their goals and determine whether they want to make any changes. Tell them to reconsider the timelines and revise the goals based on what you all know now

Work in a step to review the goals again in 2 months. There is too much uncertainty to lock them in for the entire year

Review their proposed changes.

Make suggestions of your own

Finalize the goals - for now

3. Formalize - and Commit to - Your Communication Processes With Your Team

If you are all working remotely, communication will be critical to success. It might seem like the lines of communication are wide open, since you can just ping each other and ask questions. But that doesn't mean everyone is getting the same questions at the same time with the same answers.

You need to ensure your team feels cohesive even if everyone is remote.

Set up a weekly group chat or zoom. Discuss the week's projects and expectations for the week. Ask "what does success look like" and let everyone answer
During the week, as you receive questions, keep track of the answers. Send daily emails by COB to let everyone know what happened, outstanding issues, questions, items that were resolved and next steps
Determine who will communicate with clients or customers and how he/she will let the rest of the team know what was said, decided or left unanswered
Finish the week with a group chat or zoom. Discuss what went well, how the process is going, suggestions for improvement, issues, questions that were resolved and outstanding items

Key Takeaways

For all employees, the impact of the Coronavirus on work is uncertain and scary, with no definitive timeline. Employees can't operate under the status quo, because the status quo no longer exists. It's a whole new world.

To be "successful", managers need to create a "new normal" that includes new timelines, re-set expectations, new goals and better communication.

MARCH/MONTH 3 - Managing Your Compensation and Your Career - Discussing Your Goals With Your Manager

2020-03-06T13:53:00.000-05:00

It's month 3 of your active career management plan. If you have been following along, in January/Month 1 I shared how to figure out WHICH skills you need to develop. In February/Month 2, I discussed how to establish goals that are actually linked to the skills you want to develop. At this point, you not only have a plan, you have the RIGHT plan.

For March, I am going to discuss talking points for discussing your goals with your manager (if you haven't already) and ensuring your manager supports your career development plan.

You can also listen to this month's career management plan on my podcast.

MARCH/MONTH 3 - ASK FOR YOUR MANAGER'S INPUT AND FEEDBACK ON YOUR PLAN

ISSUES/CHALLENGES: If you are lucky, you have a terrific manager that has given a great deal of thought to your goals and is helping you develop your career development plan for the year. But, sometimes your manager has different goals in mind for you - or none at all.

GOAL: You want to make sure both you and your manager agree on the goals (and how you will achieve them and be measured) for this year.

WHY? If you don't agree, you could hit your goals out of the ballpark, but you won't get promoted or the raise you want. Worse, throughout the year, you might not get opportunities you think should be made available to you. And EVEN WORSE - the perception could be that you aren't the high performing employee you think you are.

STEP 1: SET UP A TIME TO DISCUSS YOUR GOALS

This seems straightforward but there are a few things to keep in mind.

1. Do not bounce into your manager's office, desk or workspace and say "let's talk". If they are caught by surprise, they will feel blindsided and the discussion won't be as productive as you would like

2. Ask your manager for 30 minutes (or more) to discuss your goals for the year

3. Select a time where you can both focus on the discussion without interruptions

STEP 2: PREPARE

Walk into the meeting with your career development plan and the detailed goals you have discussed. Keep in mind that your manager MAY HAVE GOALS prepared for you as well.So be open to hearing other ideas for your development.

STEP 3: BE FRIENDLY AND NONCONFRONTATIONAL

1. Thank your manager for his/her time. Be friendly. Engage in chit chat. This will ease your nerves and make for a more relaxed conversation.

2. Let him/her know you have been giving your career development a lot of thought and listed skills you want to develop and ways to actually develop them throughout the year.

3. BEFORE you discuss your goals, recognize - out loud - that you want your manager's feedback and input and that is the actual purpose of this session. You should verbalize that these goals are your initial ideas but that you are looking for your manager's guidance and recommendations

STEP 4: DISCUSS THE GOALS

Go through the skills you want to develop first - the ones you identified in January. Ask you manager for feedback. Assuming he/she agrees, you can discuss the goals for developing each skill. If your manager has different ideas, be open to listening to them. You may learn something you didn't even think of previously.

If your manager identifies different skills to develop, ask if he/she has goals in mind for developing those skills or if you should develop some first and then regroup with him/her to discuss and finalize.

STEP 5: THANK YOUR MANAGER AND ASK ABOUT NEXT STEPS

Above all else, you want - YOU NEED - your manager to be your advocate. You can't go around your manager. Thank him or her for the time, dedication and preparation that was given to the meeting.

Finally, ask your manager two closing questions:

1. When can we regroup to see how I am progressing against these goals
2. What you could I be doing to MAKE HIS HER LIFE EASIER

Just like you need your manager to be your advocate, you should be your manager's ally too. You may learning something new, learn how your manager thinks, and even learn to think more broadly about the group outside of your own role and contributions.

Friday's Career Makers Round Up - NASCAR, Joe Gibbs and Leadership

2020-02-21T08:43:00.001-05:00

It's snowed in the South. A blizzard in the South (1" - 3") shuts everything down. So if you are home today enjoying the beautiful snow, keeping your kids occupied or taking the day to regroup, take a few minutes to focus on your career. The other thing about the South - they love NASCAR. And Ryan Newman's Daytona 500 crash captivated race lovers and the nation.

Denny Hamlin (part of Joe Gibbs' racing team) won the race and how they handled the situation tops this week's Career Makers Roundup.

Friday Career Makers: How to handle a "win" at work, apologize for "over-celebrating" and

So grab that cup of Joe, sit by the window and enjoy the snow (or if you aren't in the South - take 5 minutes) and catch up on how these situations can help you better manage your career.

Lesson 1: How You Celebrate a "Win" Is More Important Than Actually Winning

The issue: As Ryan's car was upside down, engulfed in flames, Denny Hamlin was doing doughnuts. He had won the Daytona 500 - NASCAR's biggest racing event. But at that moment, the celebration looked insensitive and ill-conceived. As information of the severity of the crash spread,the celebration died down and turned to prayer. Denny Hamlin's post race interview was more muted and respectful.

What this means: Running up and down the hallways at work after closing an account could be overkill. So could standing on your chair and screaming "I got the client and you didn't". But that doesn't mean companies shouldn't celebrate wins. Posting online, sending email blasts, and being publicly recognized by your manager are all acceptable. Wins are short-term. Losses happen in between. Remember to accept your win politely, pat yourself on the back (quietly) and stay focused on the next challenge.

Lesson 2: How You Handle Potentially Bad "Press" Defines Leadership (and Is Critical To Maintaining Your Reputation)

The issue: It appeared as though Joe Gibbs' racing team did not care about the wreck and were more focused on their momentous win. But that wasn't true. Joe Gibbs later apologized, explaining he did not know what happened right away. As soon as they did, his team communicated with Denny and they changed their tone immediately.

What this means: Optics are important. Most people know Joe Gibbs is an outstanding leader, genuine and thoughtful person. They wouldn't have tarnished him for life because his team over-celebrated at first. But that isn't Joe Gibbs. He is a leader and wants to set the tone for his team and for NASAR. So he publicly apologized. If you think you overreacted to a "win" or any situation, apologize. And quickly. If you do, the issue becomes a "nonissue" almost immediately, the gossip and rumor mill grind to a halt and you are considered more of a leader than the day before.

Lesson 3: As the Boss/Manager, Set the Tone for How People Celebrate Each Other In Your Company

The issue: Culture is everything. And that is becoming more mainstream, as people leave companies for a better work environment. Better means work/life balance, collaboration, positive environments and a shared focus on the company's goals. Most of my clients cite culture as the #1 important factor in their decision to move or in what they are looking for in the next company. You don't have stay somewhere and be miserable, constantly competing for wins and not knowing whether you did something right or not.

What this means: Culture = leadership. Leadership = culture. If you want your people to celebrate in a positive manner that recognizes everyone on the team, get the group together, recognize the win and thank the team.

Wins don't have to be huge. And they can be personal wins too. If you manage someone that mastered a new skill or achieved a personal goal, celebrate it. Bring them a cup of coffee, take them to lunch, take time out of your day to congratulate him/her or send an email to the group acknowledging the achievement.

Remember that you need to walk the talk. If you leave at 5, so will your people. If you work 24/7, your people will feel the need to work 24/7. If you take the day off but are on email all day pinging everyone, your people won't see a boundary between their personal and professional lives.

KEY TAKEAWAYS

1. Celebrate your wins appropriately
2. If you "over-celebrated", apologize publicly and move on
3. Set the tone for how your company recognizes each other to create a positive environment

Friday's Career Makers Roundup - From Jussie to Snoop Dogg & Some Joaquin - Learn to Apologize

2020-02-14T09:00:00.000-05:00

Between Valentine's Day and President's Day, things MIGHT slow down at work. People take a vacation or mini-vacay this time of year to escape the cold, find the snow and ski or recharge. But things don't seem to be slowing down in the world.

This week's top 3 career-makers teach us how important it is to APOLOGIZE and treat each other with respect.

Grab that cup of coffee and take a few minutes to reflect on the best way to handle tough situations at work, protect your brand and emerge a leader.

Lesson #1 - Your Reputation is EVERYTHING. Just ask Jussie Smollett

The issue: Jussie Smollett emerged from his alleged brutal attack as a leader protecting LGBTQ rights. People were outraged. Then when the truth surfaced (it always does), he went from hero to zero. Now he is fighting a court case, lost his job (instead of renegotiating like he wanted) and alienated a lot of people and communities that were supporting him. Getting the next job won't be easy either.

What this means: Hopefully, no one reading this is staging an attack as way of increasing their bargaining power for their next salary negotiation. But what it does underscore is that your reputation is fragile. Don't yell at co-workers, lie about something you did (or didn't do), take credit for someone else's work, tell dirty jokes, get wasted at a company party, or sleep with everyone in your office. None of these things will advance your career. Generally, you become an HR nightmare and the company figures out how to get rid of you as quietly as possible.

But what if he had apologized? Shown remorse? He may or may not have found another role, but his chances would have been higher for saving his career rather than killing it dead.

Lesson #2: You May Make a Mistake at Work - Own it and APOLOGIZE to save your Career

The issue: Gayle King received multiple death threats after an interview aired where ONE of the questions she asked centered on his rape case 20 years ago. The question - which many defended as fair - ignited a firestorm of protests from Kobe's fans, including Snoop Dogg, who called Gayle "calling King a "Funky dog head b**ch…" warning her to "back off b**ch before we come get you." Snoop Dogg has since apologized. Many celebrities came to her defense too - #istandwithgayle trended on twitter.

What it Means: Tensions run high at work sometimes. People act emotionally and react without thinking. Have you ever sent an email that was misinterpreted? Used ASAP in caps like you were yelling at someone? Or texted because you were SURE you had every right to be angry? Or yelled at a customer/client even though he/she "deserved" it?

This is when technology can be a killer. GIVE IT 24 HOURS before responding. Take time to reflect and think. This can be another career killer. Try not to react from emotions. I am not suggesting there aren't work situations that call for more severe responses. But they don't call for yelling or cursing. You still need to treat others the way you want to be treated.

And if you do overreact - or react harshly - apologize. That creates a culture of fear and distrust. And you may lose your job or employees you value may leave.

Lesson #3: You Don't Have to Win an Oscar to Promote Equality - But it Helps

The issue: This really isn't an "issue". Joaquin Phoenix won his first Oscar for Joker. During his acceptance speech, he called for equality: "We're talking about the fight against the belief that one nation, one people, one race, one gender or one species has the right to dominate, control and use and exploit another with impunity," he said. He continued: "And I think that's when we're at our best -- when we support each other. Not when we cancel each other out for past mistakes, but when we help each other to grow, when we educate each other, when we guide each other towards redemption. That is the best of humanity."

What this means: Supporting each other doesn't have to be on a global scale, country-wide scale, or even community-wide. It can be 1:1. At work, check yourself. When you conduct a performance review or provide feedback, are you being objective or COULD there be any biases in your assessment? Are you providing opportunities to anyone and everyone on your team? Are you being respectful of other people's opinions, going so far that you are creating a safe environment for people to be able to share their ideas? We don't all have to help in the same way. But no matter what your position or career, you can support other people.

Apologizing is a form of support too.

KEY TAKEAWAYS

1. Your reputation is fragile. Don't make decisions at work to propel your career that are based on bad judgment or unethical means. The truth always comes out. If you make a mistake - even an egregious one - apologize.

2. Give yourself time to think and reflect before responding to an explosive situation. Walk away if you have to. And if you do find yourself "overreacting", apologize.

3. Not only should you treat everyone with respect, you should be actively ensuring you AREN'T mistreating people (even without knowing it). Ask yourself whether you have any biases or are being fair at all times in all cases. No one is perfect. But we can all do better.

Friday Roundup - Mitt Romney is This Week's Top Career-Maker

2020-02-07T09:00:00.001-05:00

Well, this was a big week (seems like every week has been a big week since 2020 started 😖). I don't see how I can share career insights this week WITHOUT discussing the elephant in the room. The impeachment trial is over, but not without its casualties. And Mitt Romney will surely be one of them.

This week's top 3 career-makers will be all about Mitt. His actions and decisions create invaluable career lessons for all of us, no matter what side of the aisle you choose. So grab a cup of coffee and reflect on how this situation could impact your career decisions and behavior in the future (or maybe it already has?)

Disclaimer: I am not debating whether or not he made the correct choice. I am not wading into the argument about whether Trump should have been removed from office.

We all face moral choices at work. As we decide which route to take, it is important to weigh the consequences when making our decisions. The consequences may determine what we decide, how we decide it, or whether we make an altogether different choice.

1. Lesson 1: Choices Have Serious Consequences: Abuse, Loss of Friends and No Support

Mitt explained that he had to follow his conscience and vote to impeach Trump, knowing he would face abuse: “I am sure to hear abuse from the president and his supporters,” he explained. His decision to vote for impeachment is profoundly important because he was the only Republican senator who voted to impeach a President in his own party. Ever.

On the one side, he will be blacklisted by his own party. There has already been a bill to have him censured. They may even decide to expel him from the Republican party.

At work, you may be asked to "look the other way", fudge some numbers, sell a faulty product, sell or develop a dangerous product, make a recommendation that is completely wrong and dishonest, or do other things that are immoral and go against your values. If you speak up, you may find that you are walking a very lonely road. That doesn't mean you shouldn't make the decision to say something, try to correct the problem or walk away. That just means you need to be aware that other people may actively tarnish your reputation for hurting "the team".

You want to document EVERYTHING. Keep an e-trail. Keep good records of everything that is happening. And, don't trust your manager or other people to protect you. Unfortunately, I have seen people get burned over and over again by people they thought would protect them. At the end of the day, many people will look out for themselves.

2. Lesson 2: You Could Lose Your Job

Mitt's choice may result in the end of his political career. He has had a long career. He also has enough wealth to carry him through retirement and beyond. But not everyone is in the same financial situation. You may be early in your career and actually need to work.

Keep in mind that once you become the whistleblower, you may find yourself in the unemployment line. It might not happen right away. It might not even be direct. Instead of firing you, the company may want to "appear" like they valued your honesty and choices. You might even be put in charge of remediating the situation! But, then things could change. You might not get bonuses, receive poor performance reviews, get passed over for promotions and opportunities or generally be pushed aside.

3. Lesson 3: It MIGHT BE Hard to Find ANOTHER Job

Mitt can retire. He can walk away and he will feel good about the decision he made. He doesn't NEED another job. Some people just want him to resign now.

This could be the most serious consequence. In today's world, the internet makes it remarkably easy to find information, misinformation and fake news. And the people that were professionally tarnished for being part of the coverup will have long memories. They could make it hard for you to find another job.

Key Takeaways

We all face moral choices in our role. Some are minor. Some have big implications (even Bernie Madoff wants to die out of jail).

As you consider your choice, make sure to put protections in place to ensure you are still able to find employment. Create a "paper" trail. Get allies. You might even need legal support. You don't have to do things that go against your moral fiber. But you do want to understand the consequences and ensure you can still find employment somewhere else (even if you have to change industries or cities).

FEBRUARY/MONTH 2 - Managing Your Compensation and Your Career - Developing SMART Goals Based on your Career Plan

2020-02-07T09:00:00.000-05:00

Time for you to move your career forward. In January, we discussed how to figure out the technical and developmental skills you need to move your career forward. Now you want to create an action plan for acquiring those skills and putting them into action. If you aren't sure what skills you need to develop to get ahead, read the post or listen to the podcast first BEFORE setting your goals.

You can also listen to this month's career management plan on my podcast.

FEBRUARY/MONTH 2 - DEVELOPING SMART GOALS THAT SUPPORT YOUR CDP

TOPIC: SETTING YOUR GOALS FOR SUCCESS BASED ON YOUR CAREER GOALS

ISSUES/CHALLENGES: Establishing the RIGHT SMART goals that both you and your manager (and the people you manage) believe moves your career forward AND help you get to the next level in your career

GOAL: Establish your own SMART goals related to your personal career plan, instruct your employees (if you manage people) on how to establish their goals, and set a date for discussing the goals with your manager and your people

WHY? This is the biggest reason people think they should get a promotion/bigger raise/bigger bonus but don't - they think they accomplished something but their manager doesn't. When people's expectations are mismatched, then there isn't agreement on whether a goal was achieved. And if there isn't agreement on whether a goal was achieved, then the resulting raise/promotion/bonus usually ends up not meeting someone's expectations either.

The reason the expectations are mismatched is because the goals aren't set properly. One person thinks the goal (and its measurement) means one thing while the other person has a totally different opinion. And, even more importantly, people establish goals that don't actually help them get to the next level.

1. Determine your career plan (JANUARY)

2. Define SMART Goals

Now that you know what you need to do to get to the next level, think of goals that help you acquire and develop those skills.

For example, let's assume you are a senior marketing analyst and you are trying to become a marketing manager. Your goal might be to develop a marketing plan that gets approved and used by the company. Great. How is that goal being measured? Is it being measured by the date the plan is developed, or the date it is approved, or the complexity of the plan or the scope of the plan or the impact on the plan on the business? What if you develop a marketing plan but it fails (i.e., doesn't drive the business that was intended) or wasn't developed when your manager was expecting it or didn't include a social media strategy, digital strategy or other component?

Do you see what I am getting at? You need to be specific.

SMART GOALS are specific, measurable, actionable, realistic and timely.

Let's go back to the marketing plan. If you need to develop a marketing plan, then you need to define how success is measured:

1. First, define what needs to be included in the marketing plan (i.e., omnichannel, social media, digital marketing, etc.).
2. Second, define how it will be measured (what do you expect at the minimum vs what do you expect if you blow it out of the ballpark)

EXAMPLE:

Goal	Measurement	Minimum	Target	Maximum
Marketing Plan Development, Including KPI’s (key performance indicators such as online traffic, conversions, market share, # of subscribers, sales, etc.)	Date Approved and Implemented	Approved by October 2020 and implementation has begun. No KPI’s being measured or tracked	Approved by July 2020 with all aspects of plan in the implementation process. KPI’s being measured and tracked by September 2020	Approved by May 2020, plan fully implemented and KPI’s being measured and tracked

As you create the goal, ask yourself:
1. Am I being as specific as possible in the goal definition and its measurement?
2. Is the goal I created measurable? If so, how?
3. Is this actionable - can I do it?
4. Is it relevant? Did you pick a goal that isn't related to your career goals or the group's business objectives? If you decide to grow your group 50% but aren't allowed to hire anyone, it isn't a relevant goal.
5. Can this be accomplished in the allotted timeframe? What should the timeframe be?

3. Repeat this process for 3 - 5 goals

If you do more than 5 goals, your focus (or your people's focus) becomes diluted and the goal loses its meaning/importance. If you manage people, instruct them on how to establish a SMART goal, the process and your expectations. Give them examples.

4. Set a date to review the goals with your manager/people

If your company already has a process in place, ensure your goals meet these criteria so the definition is clear, how it is measured is clear and everyone is on the same page. Make sure you do more than "submit" your goals. Make sure you set a date to discuss them (that will be for February).

KEY TAKEAWAY

Really, there is so much here it could be divided into 2 months. Unfortunately, most goals are established in the first month so I needed to combine these two steps.

STEP 1 - Determine what skills you need to acquire to get to the next level (January)

STEP 2 - Establish the RIGHT SMART goals that show you are acquiring those skills

Good luck!

Get a Seat At the Table: How to Become a Board Member

2020-02-06T09:00:00.000-05:00

Picture it: A 10-foot long, oblong-shaped, glistening table surrounded by 12 comfortable, adjustable black leather swivel seats. Slowly, the Board of Directors (non-employee members) enter, anxious to discuss and challenge strategy or other critical business issues with management. The COB formally opens the meeting.

In your mind, who is sitting at this table? Are all 12 members men? Or are some women? Is the COB a male or a female? What about the CEO? Are you at the table?

With women representing almost half of business schools graduates, but holding few executive roles – and even fewer S&P500 CEO roles (4%) - few businesswomen conquer the boardroom. Various methods are being employed to promote – and attain – more female Board Members (non-employee directors) globally. Society, governmental agencies and other organizations are actively generating momentum to increase the number of female Board members within any given company or organization.

Male or female, competition for Board seats is fierce. Thousands of qualified applicants vie for only a few open seats each year. To complicate matters, average length of service is increasing – open board seats are a rare commodity. To obtain a board seat, viable candidates should pursue every possible advantage.

Becoming a Board member (not for profit or for-profit) affords personal and professional growth opportunities. Getting a seat at the table may be paramount to company success, but it is also paramount to personal success. And while organizations promote female Board membership, you can’t wait to be tapped on the shoulder. If you want to be a Board member, go after it. Make Board membership a capstone career ambition.

Four critical ingredients, when co-mingled, will support this mission: acting exceptionally, networking constantly, serving nonprofits and shedding your assumptions.

1. Acting exceptionally

To be a Board member, you don’t need to be THE best and brightest in your field – but you absolutely should be well-versed and act withconfidence. Acting exceptionally means leveraging your background, experience and qualifications. To be a key player in the Board room, you need to understand the business. In fact, most Board leaders agree that effective leaders understand the business, management challenges and the financials.

2. Network, network and network some more

Similar to the job search process, networking provides access: access to information, access to people, and access to opportunities. If you desire a Board seat, you need to network and create access. And you need to network with people that operate at the Board or Executive level or have access to those individuals, information and opportunities.

Perhaps you do not network at the executive level – yet. Do not get discouraged. Review your current networks and identify groups or relationships that can provide you with access to information, people and opportunities at the executive level.

3. Serve on Non-Profit Boards

Serving a non-profit Board has long been considered a stepping stone to serving a for-profit Board…and a means for gaining valuable Board experience. Nonprofit Board membership offers different, yet still valuable, experiences. Not-for-profit Board roles provide members with a perspective on governance – and understanding the difference between management and Board leadership.

4. Shed Your Assumptions

Ever meet people with a distinct, audible and obvious grudge on their shoulders? Board cohesion is critical to success. When Board leaders respond to questions about Board effectiveness, compatibility remains a key ingredient. I encountered countless brilliant female executives who harbored grudges or, at least, belabored previous bad experiences. Their grudges limited their success and potential for career advancement because the grudge impaired cooperation, communication and cohesion. To improve the probability of being considered for a Board position, you need to shed any grievances.

You need to be viewed as compatible.

KEY TAKEAWAYS

Return to your Boardroom. How did you get there? How did you get a seat at the table?

By being a leader who is viewed as acting exceptionally, leveraging business and personal networks, serving the community and espouses compatibility.

Friday Roundup - This Week's Top 3 Career Makers

2020-01-31T09:24:00.001-05:00

This isn't news - anymore. But I couldn't see how I could post this Friday's Career Makers without Kobe Bryant front and center. The news shocked not only the US but the sports world. As a mom, I can barely imagine the grief at losing a spouse and child, let alone having it happen in such a tragic, public forum. 9 precious humans lost their lives and as the world seeks to process, grieve and understand, Kobe's NBA career came out of the shadows and back into the limelight.

This week's top 3 career makers will be about Kobe. His life included the ups and downs that come with fame and fortune. But without a doubt, he parlayed his larger-than-life persona to help and promote others. We can all learn a few things about how to manage our career from Kobe.

1. Lesson #1: Your Career Involves Not Only You - But Your Spouse/Partner and Family

I don't care what you do - you can be a barista, engineer, accountant, doctor, lawyer, Youtube influencer, or donut maker. To be successful in our careers, we need support from our family and friends. I have worked with people who were let go and afraid to tell their spouses/partners. They worried - not because they would be letting them down - but because they would be ridiculed, embarrassed and belittled. If you have a bad day at work, you want to be able to go home for compassion and empathy.

Your family is your rock. They will support you. They help you be successful. You can't be a "successful" working parent with a demanding job who needs to food shop, clean the house and drive kids to activities without a partner that supports you. You can't start a new business and be away from home all the time without support. You can't move your family around the country from job to job without unconditional support.

Make today the day you "thank" him'her for the unconditional support you receive. And remember to give that same support in return.

2. Lesson #2: Your Career Doesn't Have to Define You. What you Do WITH Your Career Can Have a Bigger Impact

Kobe granted more than 200 wishes through the Make a Wish Foundation - most without any fanfare. He wanted to inspire others, make their lives a little better and support young children facing difficult challenges. He wasn't just a basketball legend. He wanted to use his career to help other people and make a difference in their lives.

You aren't your career and your career isn't you. Your career doesn't define your self-worth. I talk with clients who have been "let go" about this all the time. Let your career be how you learn, grow and develop. But don't let it be who you are. You can use your career to figure out "what's next". I work with a lot of people who have "been there, done that". They want their next career move to better align with their professional and personal goals. You can work for companies with a strong social agenda and corporate giving philosophy or actually work for companies who are trying to change the world -it could be through urban living, food, healthcare or numerous other ways. Or you might want some more work/life balance so you can donate your time to other causes.

Either way, don't let your career define you.

3. Lesson #3: Use your Influence and Success to Promote Others

Kobe used his star power to promote women and sports. He opened doors for other athletes. He recognized that he could pave the way for other people. Kobe put his star power behind the WBNA commissioner - Cathy Engelbert - to help her navigate the politics, build the brand and grow the organization. He helped give women basketball players credibility and influence.

We can achieve our career goals and help others at the same time. Sometimes we focus so much on smashing our own glass ceilings, breaking down our own barriers and climbing our own ladders that we forget that other people came before us and helped make the road a little easier to travel. Once you have reached a milestone or hit your goals, don't forget to actively help other people move up their own ladders. Be a mentor, advocate for someone's training, skill development or promotion or speak up when you see an injustice and someone being treated unfairly at work.

KEY TAKEAWAYS

1. Your career is a family affair. You need to support your partner/spouse as much as you need them to support you in order to be successful

2. Don't let your career define you. Only let it be part of your story - but not the whole story
3. Use your career - your own personal "star power" to help others advance their careers and take a step forward

Friday Roundup - This Week's Top 3 Career Makers

2020-01-24T09:55:00.001-05:00

Raise your hand if you made a New Year's resolution? Keep it up if you haven't broken it yet. 😂😂😂 I gave up on making New Year's resolutions years ago. They weren't goals I could keep. Instead, I think of things I want to work towards each year (like being more patient with my kids). I wonder if Tiger Woods, Zion Williamson or Eli Manning make resolutions? This was a HUGE sports week with so much to learn about our own careers. From Zion - who is just starting his NBA career with the whole world watching to Eli - who is retiring from the NFL, we can learn a lot just by watching (and reading).

So take a quick coffee break and check out what's happening this week in the news to help you learn how to better manage your own career.

Here's this week top 3 Career-Maker's :

1. Zion Williamson Starts His First "Job" (aka NBA Career) with a Bang By Preparing

The pressure is HUGE. REALLY REALLY HUGE. Could you imagine starting a new job at a global company with, say, 100,000+ employees and having them all (each and every one) watch how you perform on Day 1? Not only would everyone be watching, they would be allowed to evaluate and assess your performance. Talk about continuous feedback.

And Zion knows it. He went through intense rehab from a knee injury and couldn't even recover without being criticized. Tom Haberstroh on NBC Sports reported that Zion explained, “I think the biggest challenge has been just the challenge of rehab,” Williamson said. “You know how tough it is, for hours, people watching you, how you land, how you bend when you do this motion -- over and over? ‘Make sure that knee doesn’t cave in. Make sure it stays out. Make sure it’s above the third toe. Make sure you’re standing straight. Land like this.’ Even when I’m out on the court, it’s still the same thing.”

Not only does he get critiqued for his performance, Zion's body is intensely scrutinized too. Could you imagine if ESPN reporters spent valuable air time discussing a woman's weight and body?

What does this mean for the rest of us who are onboarded without the entire world watching? Some companies include onboarding as part of the employee experience - sending emails, details and information days and weeks before the employee actually starts. These employees are prepared and ready to start.
Others don't do a great job. Employees show up like a deer in headlights without any information. Either way, like Zion, we still need to do our best but keep some perspective. It is the first day of a long career. You can prepare ahead of time if the company doesn't help you out - spend time reading and researching the company's website, filings (if it is public), news, twitter feed, etc. Start immersing yourself in their business and culture. Fortunately, you don't need to make 3, 3 pointers in a row. You just need to watch and observe. ....and maybe learn where the bathrooms are located.

2. Eli Manning is Retiring...from the NFL...Respectfully

He's won 2 superbowls. He's played NFL football for 16 seasons (long by a lot of standards) and is considered one of the best quarterbacks to hit the field. But I am not here to debate his career stats. I will leave that for ESPN.

The big question will be - what's next for Eli? If he follows in his brother's footsteps, he will redefine the next phase of his career to include endorsements and sports commentating. But what I think we can really learn from Eli is how he handled the last season with his beloved Giants.

Getting transitioned "out" of an organization isn't easy. Some companies will fire you without a moments notice, walk you to the door and not even let you collect your belongings. Other firms realize the importance of maintaining goodwill when terminating people and the impact on other employees who aren't being fired - keeping up morale.

The Giants and Eli both realized it was time for him to sunset his professional quarterbacking days. Between Eli's professionalism, success and commitment to the organization - and the professionalism and respect shown him by the Giants organization - he was treated as respectfully as possible. He played most of the last season on the bench as a backup quarterback. He supported his team but read the writing on the wall.

Eli teaches us that we can still transition out of an organization with our heads held high, proud of our accomplishments, and land on top. He is writing his own story. Many people ask "why me" when getting fired but instead of rebounding, are unable to regroup, remind themselves of their importance and move on. Eli teaches us how - and why - it is important to move on. Just because you get fired doesn't mean you are any less important or your accomplishments are diminished. Sometimes it is just a matter of - the wrong place and the wrong time. Use it as an opportunity to find something even better.

3. Tiger Woods Hasn't Given Up - He's in Contention at Farmers Insurance Open

To me, this is the appropriate story follow-up after discussing Eli's transition out of the Giants, especially since his last few seasons were not what he wanted in terms of his performance. Tiger rose to stardom and then fell from grace for many reasons. But he never gave up. He didn't let the sports pundits and talkshows sway him from regrouping, training harder and staying in the career he chose (the sport he loves).

He recognizes that there is always newer, younger talent. After playing with Collin Morikawa, Tiger commented: “Well, he's a lot younger than I am,” Woods said with a smile, when asked about playing with Collin Morikawa, a 22-year-old Tour winner. “It was great to be out there with him. He hits it solid. I mean, he's not a real big guy, but hits the ball very solid and has a very, very bright career ahead of him.”

And that is a very important statement. Being over 40 doesn't make you over the hill. But it does feel like the competition is fierce and that it is harder to find a job. It may not REALLY be that way, but it certainly FEELS it. What does that mean for the "older" workforce? You should want to work with anyone who can perform and produce results, regardless of age, ethnicity, gender or anything else. Yes, you might be interviewed by someone half your age who doesn't know what to ask, but that means you need to know how to help them along with the interview and give them the answers they need. You can't change the way the world works. You need to adapt.

Key Takeaways:

1. Be prepared for your new job on day one - regardless of whether you were appropriately "onboarded". Prepare for the role like you did for the interview.

2. Your career is constantly evolving. It may involve a few bumps like being transitioned out. Take control of your career. Learn when to leave and how to leave. Use it as an opportunity to redefine the next phase of your life and find a new opportunity that better aligns with both your professional and personal goals.

3. There will always be someone younger and smarter who might be able to do it better. That doesn't make you obsolete. Keep working hard, stay in the game, and find the right place to work where they value you and you value everyone else. Remember, you still have a lot to offer in terms of leadership and expertise.

Have a great weekend!

Should You Accept a Promotion Without a Raise?

2020-01-20T09:00:00.000-05:00

Congratulations! You are being promoted.

Receiving a promotion is a big deal -- a very big deal.

Promotions mean more responsibility, new challenges, and an inherent recognition of an employee’s abilities and potential.

But what about the raise?

Promotions are a means to an end -- the way up the career ladder.

Two critical drivers -- employee retention and employee engagement -- fuel base salary increases and promotion decisions from the employer's perspective.

Promotions provide individuals with rewards and recognition, career advancement, and job growth. Promotions keep employees challenged, engaged, and committed to the company and its business strategies.

Raises communicate a deeper message -- "We value you. We recognize the work you are doing is worth more in the marketplace and at our firm. We want to keep you here."

Not all promotions come with raises attached.

3 Reasons Companies Typically Grant Promotions Without Raises

Many times, companies offer promotions to manage internal change and restructurings, to reward employees during an "off-cycle" (when pay adjustments do not typically occur), or to prevent a highly valued employee from leaving.

1. No Funds

They can't afford a raise. During difficult financial times – when many companies freeze base salaries to control costs – employees may be promoted with the promise of raises when the economy improves.

These companies still value their employees and need them to reverse the slump.

Promotions given in these situations mean “we really value you and want to pay you but we can’t right now."

2. Bad Timing

The timing is not quite right, but the "people manager" recognizes it is time to promote an employee.

The employee might be "at risk" for leaving, ready to handle more responsibilities (or already handling more responsibilities) and an asset that can’t be undervalued. However, there may be other organization changes on the horizon and doling out raises would rock the boat.

In this case, a promotion may be given to bide time until all the changes are announced and the raise can be awarded.

3. Poor/Inept Management

Some companies do not value their biggest assets (a.k.a., their employees)

Sadly, in some organizations, promotions without raises are mishandled, cheap forms of recognition.

Companies without formalized HR programs or a deep understanding of the importance of culture and recognition hand out promotions like candy. Promotions are awarded without a consistent set of standards, expectations, or requirements.

In the end, these companies are left with compression, inequity, higher turnover, unengaged employees, and poorer financial performance.

Considerations Before You Accept

If you are offered a promotion without an accompanying raise, ask yourself these questions before accepting the promotion.

Why am I receiving this promotion? Recognition for past efforts or because I am already performing the responsibilities of the new role?
Is the scope of this job materially different than my current role? Am I being promoted laterally to expand my skill sets and "stretch" professionally or does the scope of my role materially expand to include more P&L responsibility, additional direct reports, etc.
Is anyone receiving a raise or am I the only one receiving a promotion without a raise – is this normal company practice?
Why isn’t an increase associated with the promotion?
Can I expect to be given an increase within the next three months?
What do I have to lose by accepting the promotion?
What are the other -- intangible -- benefits received from the promotion? Exposure to new leaders? Enhanced learning? Future career opportunities?
How will I feel or respond if the eventual raise does not match the promotion, especially after waiting and doing more work for the same money?

Employees receiving promotions without raises may find their engagement with their job and employer teetering. After hearing about a promotion AND learning that there will not be an accompanying base salary increase, digest the news, and unearth the reasons behind the decision before accepting.

Your Options

Once you have answered the questions above, you have these options to choose from:

1. Accept the promotion and stay.

Leaving the firm may pose greater risk than staying. The promotion could be offering the opportunity to work in a new field, expand current relationships, develop new relationships or launch a career further.

The foregone pay increase might be worth the opportunity. If this course of action suits your situation, consider asking for other forms of compensation (e.g., additional vacation, higher incentive opportunities or equity).

2. Decline the promotion and stay in your current role.

While the new role may significantly expand your responsibilities -- additional direct reports or functions or increased P&L accountability -- if accepting the promotion without a raise negatively impacts your personal career objectives, self-confidence, or self-worth, your personal dissatisfaction outweighs the value provided by the promotion.

3. Accept the promotion and reevaluate later.

Consider whether the promotion benefits you developmentally and promotes your ultimate career goals and objectives. If it does, embrace the new role and responsibilities, and reevaluate the situation in a few months.

Revisit the money discussion or leapfrog to a desired role and pay level elsewhere using the newfound job title, roles, and responsibilities.

Selecting Your Best Option

At this point, assess your career and the company’s situation. Determine whether (a) there is long-term career advancement and growth with this firm and (b) you actually want a long-term career with this company. Or consider whether the promotion will help you in a job search, even without the raise.

If the title and responsibilities increase your marketability, it may be worth it for the short term.

The Bottom Line:

Accepting a promotion without a raise -- or promise of a raise in the near future -- can have both positive and negative personal consequences, depending on the employee’s attitude and reasons for accepting the promotion. Understanding the reasons behind a promotion without a raise -- and its potential benefits -- requires some investigation and soul-searching before saying "yes."

Originally published on Job-Hunt.Org

Friday Roundup - This Week's Top 3 Career Makers

2020-01-17T13:09:00.000-05:00

January is a great month. Lots and lots of birthdays in January (including min and Michelle Obama). Today, Betty White turns 98.January is off to a tremendous start - people are actively managing their careers, thinking about what they are doing at work to progress and figuring out what to do next. So many great things that happened this week to help all of us manage our careers at work just a little bit better...=

Take a quick coffee break and check out what's happening this week in the news to help you learn how to better manage your own career.

Here's this week top 3 Career-Maker's :

1 and 2. Betty White Teaches Us 2 BIG LESSONS - You Don't Ever Have to "Retire" and You Do You in Your Career

When you love what you do, retiring seems silly, at least to icons like Betty White. Still working, she credits her longevity to optimism. In fact, she has the longest entertainment career for any entertainer. Nominated for 24 Emmys (she won 8), she is our shining "Golden Girl." And, she was - and is - the original working girl, choosing her career over her family life during a time when most women stayed home. She is a trailblazer in every sense of the word. Her net worth rivals most entertainers although she has not waded into the pay equity debate in Hollywood.

Of course, she isn't working 24/7/365. Retirement doesn't mean golf and tennis 24/7/365. You can "work" in retirement and define what that means to you - a Board role, consulting gigs, volunteer work, and teaching are just a few examples. We all need a purpose, even in retirement.

Plus we all blaze trails for other people by forging our careers in a way that meets our needs (working full time, taking time off, working from home, freelancing or returning back to full time work). Your career does not have to mean one thing for your entire life. IT CAN CHANGE. Millennials dramatically changed workforce culture, promoting a work to live mentality and not vice versa. Company cultures adopted this new workplace mantra - driving performance without driving people to the ground. When we forge new careers - part time, job sharing, freelance, sabbaticals, working remotely or staying in the game 24/7, we reimagine our careers not only for ourselves, but for other people too.

3. Odell's Arrest Warrant for Slapping a Security Guard on the A$$ Proves Someone is Always Watching

Really, OBJ's behavior proves a lot of things. I am not sure many people would call him humble and modest. Sure, he was supporting his Alma Mater - handing out CASH - and being, well OBJ. The slap on the rear might not have been intended to be an "assault", but the slap on the face he is getting is meant to be a message. And, most likely, the league is making an example of his behavior.

Between potentially putting students in compromising situation from an NCAA standpoint to the simple battery charge,OBJ and his representatives are now dealing with the aftermath and publicity issues.

What does this mean for the rest of us who aren't parading on the sidelines handing out cash? It means someone is always watching - your behavior at work is constantly being monitored (formally and informally). And what you think MIGHT be harmless - a touch on the shoulder, a joke, a hug - could be construed exactly the opposite by someone else. Your brand is priceless and delicate. It needs to be protected as much as you need to protect the people around you.

Key Takeaways:

1. Your career is constantly evolving. "Retirement" can just mean slowing down rather than "stopping cold".

2. You can always be redefining your career and how you want to approach it. Working doesn't need to mean 9 to 5 (or 6 or 7 or 8), 5 days a week with a long commute. It can me telecommuting, freelancing or something else that better aligns with your professional and personal goals. Plus, the changes you make help pave the way for someone else too. If you are one of the first in your office to work 80%, part time or remotely, you might have to overcome a few hurdles but you are helping other people follow your lead.

3. Your brand - how people perceive you - is not only critical, it is fragile. You are always being watched. People are always thinking "hey, he/she did a great job in that meeting in terms of how the materials were presented or questions were answered, maybe he/she would like this role". And of course, people can think the opposite. If you are the loud one, getting drunk at company parties, and constantly making people uneasy, you will be much less likely to be considered for roles and opportunities at work.

Have a great weekend!

Friday Roundup - This Week's Top 3 Career Makers

2020-01-10T09:39:00.001-05:00

It's official. 2020 has started. Last week was more of a catch-up and get ready week. There is no more pretending or running away this week. It's time to work.

For those of you new to my Friday Roundup - I share stories that popped during the week as real world examples of what TO DO and NOT TO DO at work, when managing your career, asking for a raise, building your reputation, being a leader or a host of other things. One of my favorite pieces of advice from my very first manager was "it is just as important to learn what NOT to do as it is to learn what to do". (Thank you Adrienne Altman!).

Here's this week top 3 Career-Maker's :

1. Meghan Markle and Prince Harry Are Leaving Royal Life

You could say they are reinventing their careers, disrupting an age-old industry, I mean institution, and, of course, ruffling a lot of feathers. Apparently even Oprah Winfrey might be advising them on their actions. In due time, we will all learn more about the real reasons - could be security, could be an unwillingness to play second fiddle to William and Kate, could be they couldn't handle the immense scrutiny?

This is exciting because it really proves that anyone (a la Elon Musk) can disrupt an industry or institution. There will be a lot of hurdles and tons of backlash. It takes tons of perseverance and fortitude. If you are ready to completely change careers despite popular opinion (your family and friends), have a plan, plot your course of action and stay committed. Be prepared for the transition to take time and that you may have to prove yourself - again.

2. Mike Leach Left Washington State to Become the Head Coach at Mississippi State

'Tis the Season for NFL Football Coaches (and College Coaches) to be evaluated and - maybe - let go. Getting fired, rehired, and relocated and can be the name of the game - just ask an NFL or College Football Coach. Their job security is predicated on the success (or failures) of their teams.

Once you get to an executive level, the risk of getting "fired" gets higher. Performance is key. No one knows this better than football coaches. This really isn't just about Mike Leach. At the executive level, the risk of companies merging, being acquired, resizing, downsizing, rightsizing or shedding some management layers increases. The lesson? When you sign the offer letter, ensure there is a severance clause. If not, negotiate one before you walk out the door.

3.Ricky Gervais Tells it Straight Up - REALLY Straight Up

Do you watch the Golden Globes - or Hollywood award shows? You may never have watched one but it would have been hard to escape the shock of Ricky Gervais' opening monologue. Not exactly known for being PC, he didn't hold back. It is expletive filled, or I would have posted a video.

Whether or not you agree with Ricky, here is the lesson. At work, you can be direct but you can also be too direct. Ricky will not hurt professionally or finally from his monologue. But if you take a more direct tactic at work, calling people out because you feel you have the moral high ground, or believing being direct and strong means you are empowered and confident, think again. Look around. Do people like working with you? Do they ask to work with you? Have you gotten promoted more quickly than other people? Or did you tend to find yourself always thinking "this place is not for me"?

You can be honest in a polite and professional manner. My other favorite piece of career advice - you can soften your message without weakening it. And if you do that, you will be 1000000% more likely to gain followers, influence and persuade others, get your point across and achieve your objective.

KEY TAKEAWAYS

1. You can always change your career direction - but it might not be an easy road

2. Make sure you negotiate a competitive offer when you accept a job offer

3. Don't confuse being brutally honest with being an empowered leader.

Friday Roundup - This Week's Top 3 Career Makers

2020-01-03T12:45:00.002-05:00

January 3 and everything that stopped - all the silence and quiet and peace (sort of) you felt the last 2 weeks is quickly disappearing. In my life, chaos slowly replaces peace at the beginning of the year. To me, the ramp up can be slow but then it takes off again. Work resumes slowly when NYE happens in the middle of the week. Then, the pace quickens again - despite your best efforts to slow things down. Fortunately, the last week of December / first week of January provided us with lots of great examples for our career in 2020.

You probably think this post is about career resolutions. Nope. Do you need a career resolution? A career goal or 2? Not really. Because it is hard to achieve a resolution or a goal without a PLAN. Instead of a resolution, what you need in 2020 is a career PLAN. If you need a plan, follow my new monthly podcast/post on how to manage your career and compensation in 2020. Each month I will provide you with details about what you should be doing (EACH MONTH) regarding your career. I will even include discussion topics you should be having with your manager. You can't just manage your career in December. You can't just approach your manager in December with your list of contributions and expect to get a great raise or bonus. Career management is 24/7/365. I will help you get where you want to go.

The first post is here! Check out what you should be doing in January to manage your career (and promotions and raises or bonuses or other compensation).

Until you are ready to dive in with 2 feet, take this first Friday to sip some coffee and learn just by observing (thank you Yogi).

Here's this week top 3 Career-Maker's to help get ready for 2020...

1. All leaders apologize - even the Pope

Earlier this week, a woman was so excited to see the Pope she grabbed for him...maybe a little too strongly. The Pope brushed her off - maybe a little too harshly. But instead of blaming her, he accepted full responsibility, explaining: “Many times we lose our patience. I do, too, and I’m sorry for yesterday’s bad example."

He turned his bad example into a GREAT example. We all make mistakes. Even executives, CEO's, COO's, Board members and other "leaders". The important less - we are ALL leaders in some way. There is always someone watching. You may not have a "leadership" position but you can still act like a leader (great way to get promoted too).

And when you do make a mistake - be a leader and APOLOGIZE. Apologizing doesn't show weakness. It shows strength. It reinforces a collaborative culture where mistakes are ok as long as employees are learning from them and everyone keeps trying. If you don't, you will create the opposite culture - one that is competitive, filled with fear and runs high performing employees away.

2. Knowing when it is time to leave a role/company/position is difficult - just ask Carrie Underwood

12 years! That is how long Carrie Underwood has hosted the CMA's - 10 of those with Brad Paisley. She tweeted: “It’s hard to imagine topping what we have accomplished together," Underwood revealed. "So I’ve decided that it’s time to pass the hosting torch (at least for now!) to others that will cherish it and honor it as much as I do.”

Did she really stop because she doesn't think she can do more with the role? Maybe. Or maybe she is tired. Or maybe she wants to try something else. The point is she quite while she was on top and she did it in a classy way.

Knowing when it is time to move on isn't easy. Ask yourself - is there more you can do in this role? Are you still feeling challenged? Are you still excited to come to work everyday? Are you at risk of becoming complacent? With a little reflection, you can decide if it is time to move on too.

3. David Stern - a former NBA Commissioner - passed away at 77. His support for Magic Johnson shows us how to embrace challenges, rather than run from them

Being NBA Commissioner isn't an easy role. When David Stern was commissioner, there were courtside brawls, guns brought into the locker room and a referee who was gambling on the game. His biggest "leadership" moment came when Magin Johnson revealed he has HIV/AIDS. David didn't shun Magic.
He did the opposite.

He led by example - a pioneer for supporting people who could otherwise have been discarded by society. Stern explained: “It confirmed to me the power of sports to educate and to change people’s minds on issues,” Stern told amfAR. “It was a huge, huge opportunity, and I think that Magic, with a little help from us, changed the debate on AIDS in this country and possibly around the world."

What we can learn? He set the stage for diversity and inclusion in a totally different way - as it related to health issues. Don't be afraid of someone who is different - embrace them. They can impact you, your business and your industry in ways you never dreamed.

KEY TAKEAWAY

Leadership isn't easy:
1. Good leaders make mistakes. GREAT leaders own up to them.
2. Knowing when to leave is a key leadership skill - and critical to staying on top
3. Sometimes true leaders emerge when faced with challenges or by making difficult, public decisions.

Most importantly - we are all leaders, no matter our position or title. We lead by example.

JANUARY/MONTH 1 - Managing Your Compensation and Your Career - Identifying the Skills You Need to Advance

2020-01-03T09:00:00.000-05:00

New year - new you. That is your motto. This is the year you take more control over your career and your compensation. So many articles talk about one-time conversations to have with your managers about your contributions, performance and compensation. The goal of these one-time conversations is to "convince" your manager you deserve a higher raise, promotion or other form of compensation (i.e., bigger bonus).

The problem? These are NOT one-time conversations. In fact, if you waited until 4-6 weeks before the end of your company's performance cycle/fiscal year/review period, it is a case of TOO LITTLE TOO LATE.

Compensation and promotion decisions happen throughout the year but most definitely more than 4 weeks before the end of the year (at least they do for most companies).

That is why I created this series. As a compensation consultant, I have designed the compensation programs, decision-making cycles, performance/goal setting, incentive plans and career paths for companies from Fortune 500's to startups (including nonprofits and health systems). I understand exactly how companies approach compensation and career decisions for companies. And, I understand how employees NEED to proactively approach their own compensation and careers THROUGHOUT THE YEAR to be most successful.

I am sharing that insight with you to help you better manage your career and compensation.

In my 12 month series, I will give you topics and talking points (for you and your managers, peers and/or people you manage) to help you manage your career, get to the "next level" (whatever that is for you) and earn more money.

Each month, you will get the topic, issues/challenges and talking points. You should be using this information whenever appropriate throughout the month to manage your career.

I will also talk about each month on my podcast in case you prefer to LISTEN. The podcast will be live by the 2nd Friday of each month.

Let's get started.

JANUARY/MONTH 1 - DETERMINING YOUR CAREER DEVELOPMENT PLAN (CDP)

TOPIC: IDENTIFYING THE SKILLS YOU NEED BASED ON YOUR CAREER GOALS

ISSUES/CHALLENGES: Determining the technical and developmental (i.e., soft) skills that both you and your manager believe moves your career forward AND help you get to the next level in your career

GOAL: Before you can establish any goals for the year - and what you want to accomplish - you need to understand what skills you need to develop to get there.

WHY? No matter how SMART (more on that next month) your goals are, unless they are the right goals, it won't help you get to the next level. You need to understand what skills you need - and what skills your manager thinks you need - before you can establish the any goals.

1. Determine your career plan by IDENTIFYING the technical and developmental skills you want to develop or acquire

Most people jump right to establishing goals. Some people already know how to develop SMART goals. But the hiccup is whether you establish the RIGHT goals - goals that help you get to the next level, get ready for a promotion, put you on the path for your future promotion, etc.

First, let's be real. We don't all get promoted every year. We aren't in a job for one year and then jump to the next level. It takes time to learn new skills, master those skills, perform those skills at a high level and then broaden our skillsets enough to be ready for the promotion.

That being said, it is important to establish goals that set you on the path for the promotion. Yes, many companies have career paths laid out - with the necessary technical and developmental (i.e., soft) skills attached to a timeframe, or game plan so to speak - but just as many do not. If your company is one of those without clearly defined career paths, it is up to you to learn what it takes.

To start, look at your peers and/or immediate boss. What does he/she do everyday? What technical and developmental skillsets does he/she need to be successful? What skills does he/she have that you don't or that you need to develop?

Make a list of both technical (can be industry specific skills that are learned through training) and developmental skills (related to all industries that are related to emotional intelligence and personal abilities) that you need to develop.

Technical Skills EXAMPLES:

Accounting

Coding

Computer skills (software, networks, Microsoft Office, etc.)

Data analytics

Data mining

Programming (C#, SQL, Java, C++, HTML, JavaScript, XML, C, Perl, Python, PHP, Objective-C, AJAX, ASP.NET, Ruby

Budgeting

Marketing plan development

Spreadsheets (i.e., Excel, Google Sheets, OpenOffice, comparative analyses, pivot tables, macros, link to database, vertical lookups, etc.)

Social Media Outreach (i.e., Facebook, Twitter, LinkedIn, Instagram, posts, giveaways, customer interaction)

Phone skills. Voicemail, forwarding, hold, recording

Quickbooks/Accounting Programs (i.e. Invoicing, expense tracking, accounts payable, reports, payroll, employee time tracking, cash flow management)

HR programs such as Workday

Graphical programs (i.e., Photoshop, Illustrator, InDesign, Acrobat, Free Hand, Corel Draw)

Enterprise Systems such as Payment Processing, Automated Billing Systems, Customer Relationship Management (CRMs like Oracle Netsuite or Salesforce), Business Continuity Planning, Enterprise Resource Planning (ERPs like SAP, Oracle)

Math (Basic math, arithmetic, statistics, algebra, trigonometry, geometry, calculus.)

Developmental (soft) Skill EXAMPLES:

Analyzing problems (Assessment, system knowledge, analytical skills, testing, calm mindset, problem-solving, logic, collaboration, communication)

Planning. Analysis, brainstorming, decision-making, forecasting, logistics, problem-solving, cost-assessment, requirements-gathering.

Managing projects (Task management, prioritization, delegation, task separation, scheduling, risk management)

Communications - giving presentations

Communications - writing letters or emails

Communications - blogging

Communications - nonverbal and active listening (how you stand, shake hands, smile, etc.)

Teamwork (conflict management, Delegation, Active listening, Collaboration, Cooperation, Coordination, Idea exchange, Mediation, Negotiating)

Adaptability and Flexibility (decision-making, curiosity, optimism, calmness, self-confidence, motivation)

Time management (goal setting, prioritization, organization, meeting deadlines)

If you still aren't sure, you can read your job description and the company's job description for your boss' job. The job descriptions can help you understand the tasks you need to be able to complete and then think through the skills you need to develop to be able to complete those tasks.

2. Define a PATH for Developing the Technical and Developmental Skills You Want to Develop

Once you identify the skills you want to develop, you need a more concrete path for actually developing them. Sometimes the list is overwhelming. You want to break it down into smaller steps that you can actually accomplish this year.

Let's assume developing presentation skills is on your list of soft/developmental skills. You may have observed that your boss makes presentations and that you want to develop this skill. But how? You could be on the path to helping create the presentations and, when possible, helping answer questions when your boss gives the presentation. Eventually, you want to be the one giving the presentation with your boss in the room (as a crutch).

As another example, you may realize you need to learn how to manage a budget. Therefore you should be contributing to the budget's development (in excel or other software), helping develop a small subset of the budget and eventually developing the entire budget for your boss' approval.

If your boss deals with clients/customers and you do not, you may decide you want to be able to work with clients directly. But you aren't just going to be let loose. You need to determine a path for how you can deal with clients. Maybe at first you can handle smaller accounts, one-off requests, or just watch your boss as he/she handles clients. Eventually you should be the one responding with your boss there to help out. Finally, you should be the one handling clients without your boss present.

3. Discuss your skill needs - and the path for getting there - with your boss

At this point, you have a fairly good idea of what skills you need to develop. Now you need to confirm that both you and your boss AGREE on those skillsets and the path to get there. Set up a time to talk with your boss to review your plan, get feedback and add (or change) anything your boss thinks you need.

This is a critical step. VERY CRITICAL! You are being proactive but also signaling to your boss that you want their feedback, need their help and support and want to be successful in moving forward.

KEY TAKEAWAY

You need to determine exactly what skills you need to acquire or develop to get to the next level. You can do this by reading your company's job descriptions, observing the skillsets of your boss and/or co-workers and talking with your manager.

Good luck!

Friday Roundup - This Week's Top 3 Career Makers

2019-12-20T09:47:00.000-05:00

This is the LAST Friday round up for the year - for the decade! What's the saying - the days go slow and the years go fast? Good news though - still a lot happening this week. No matter what holiday you celebrate, this time of year is filled with hope for the future. And that goes for your career too. Because my other favorite saying rings true: You can observe a lot just by watching (thank you Mr. Yogi Berra).

I won't ask you what you did at work this year that you wish you hadn't. But I would like to know what you want to learn how to do differently or better next year????

This time of year, we are supposed to be doing a few of our favorite things. Of course, not everyone spends a lot of time with their favorite people, I mean, things. Take Megan McCain and Whoopi Goldberg. Yup, another exciting week on The View.

So, whether you are trying to find some peace and quiet to reflect, or hopping between parties, here's this week top 3 Career-Maker's to help you sign off 2019 and get ready for 2020...

1. Thank you Tom Cruise for reminding us you can ALWAYS reinvent your career - no matter what happens

Tom Cruise skyrocketed to stardom and then fell off hard with controversial issues like his couch-jumping interview with Oprah or his questions regarding his faith (Scientology). Yet he never gave up. Despite the fall out with the general public, he reinvented himself. First, he backed out of the public eye. Second, there was the Mission Impossible Series. And now here comes Top Gun 2 - a much anticipated sequel to the first movie.

Ever make a mistake at work - a really, really big mistake? Or worse, get blacklisted by colleagues and find it hard to secure a new job somewhere else? If your peers are willing to forgive you and you DON'T need to find a new job - great. Put your head down, do really good work and just be patient. In time, everyone forgets. If you encounter a bigger issue that just won't go away, don't be afraid to leave - leave the company, leave the industry, leave the city where you live. You can absolutely start fresh.

Just be sure to reflect, learn from your mistakes, and avoid any repeat performances.

2. The women at The View aren't keeping it real - that is NOT how you should behave, stand your ground or find your voice at work

Once again, Megan McCain and her co-hosts got into a heated political argument. That is nothing new. What is important is the lack of reflection, apologies or respect they have for each other. Disagreeing is ok. Disagreeing in a disrespectful manner is not ok. And because she - Megan McCain - couldn't stand to NOT have the last word, she took to Twitter to have her peace.

Don't.

Just don't.

Getting into a heated argument at work happens. But learning when to stay quiet, walk away or sleep on it is equally important. Don't run to twitter or email 3 colleagues about what just happened. Don't yell. Don't even raise your voice. Staying calm gives you power. Staying calm helps other people actually support you. And you don't have to stay IN the argument. You can excuse yourself. You can suggest that both parties calm down and reconvene later after everyone takes a minute (or 30). And never make the argument personal - stick to the topic at hand.

3. You don't have to be tall to be successful (right - Tom Cruise and Sally Fields?). But it sure feels that way

As a 2019 Kennedy Center Honoree, you wouldn't think Sally Field lacked confidence or felt inadequate. But in her acceptance speech, she discussed the downfalls of being viewed as "perky". She didn't feel like she was being taken seriously as an actor, often overlooked for roles. In 2018 she wisely told Diane Sawyer: "It is a lifetime of work and struggle and success and failure," she said. "The times when you feel absolutely slammed to the ground with defeat or disappointment or loss, just hopeless ... it’s up to you to be in pain and feel it and stand up and move again.”

I know many people that feel this way - men and women. Unfortunately, the tendency is to overcompensate by being forceful, strict, rude or leaning on your title/role to influence others. I am petite too. And when I was in my late 20's, advising Boards of F250 companies, I confided in my boss - why should they listen to me? He replied that perception is 90% reality. He reminded me of my expertise and skills and not to give in to my insecurities.

If you think people are viewing you as inferior in some way, then they will. But if you believe in yourself, are confident and overcome the obstacles in a way people respect, you will have every opportunity to make the same leaps and strides in your career as someone else (who might be taller😉).

KEY TAKEAWAY

I plan on taking some much needed time off to be in my favorite place (the Colorado mountains) with some of my favorite people. So while some of you ditch work to do some last minute shopping, celebrating, and vacaying - not everyone takes off. A big thank you to medical and healthcare professionals and other first responders who NEVER stop working!

For me -what I want to do differently next year - is engage more with you and help you manage your career even more successfully. In January I start my series about how to manage your compensation throughout the year. Each month I will post an article about what you should be doing (and saying) to your teams and bosses to position yourself for a raise, promotion and/or bonus. You can't just have that conversation at the end of the year and expect to get what you want. I will give you the tools to manage that process all year long.

And don't forget to share what you want to differently or better next year!!!

3 Reasons Older Workers Have an Advantage When Interviewing

2019-12-17T09:00:00.000-05:00

Sure, the holidays are approaching QUICKLY. Most of my clients are thinking ahead - polishing resumes, updating LinkedIn profiles and prepping for their job search. This includes practicing and honing their interviewing skills. Certain questions are easier to answer than others - why are you looking? What do you want from your next role/company? How have you managed changed?

But other questions are more challenging - What are your salary expectations? Why were you let go? Are you concerned this role will not challenge you? Do you think you would be happy working here? Many individuals are concerned about being overqualified - or appearing overqualified. One of the reasons they are concerned, is their age. They believe companies won't want to hire them because they are OLDER. This concern is not limited - many people over 40 begin to fear AGEISM - being overlooked or not considered for a role because of their age.

They believe their age is a handicap, something that needs to be hidden. Around 15+ years ago, age was something of a handicap. Older workers would have a harder time finding employment. The reason is what more difficult was because older workers used to be the more expensive ones - when pay was more directly correlated with experience than performance. And when there were pension plans (retirement plans). But with the extinction of pension plans and the onslaught of pay for performance, the playing field has leveled out from a compensation perspective.

Times have changed. A lot.

Age no longer needs to the handicap it used to be. Does that mean ageism no longer exists? Of course it does. But it means that candidates have more power to control the narrative than before. In fact, age is something to be CELEBRATED. Older workers = experience. And experience is a highly desired asset.

Here are 3 reasons to leverage your age when interviewing:

1. Highlighting your extensive experience means confidence and leadership.

If you are constantly avoiding talking about certain experiences, or working hard at telling stories without tipping your hat as to your age, you aren't coming across as confident. You aren't coming across as a leader. Being afraid of your experience and your age SHOWS. You won't get hired - not because of your age, but because of your lack of confidence, and leadership abilities. If you can't handle something someone else perceived as a "shortcoming", how are you going to help someone else overcome their issues, help a company navigate conflict, avoid landmines or handle problems? This lack of confidence shows in the interview.

Truth #1: The best thing you can do is be proud of your experiences and let that confidence shine in an interview.

To do that, remember that your experience is an asset. It is an asset companies need - to scale, to grow, to acquire new clients, to implement new IT systems, to drive cultural transformations, to manage large scale projects successfully, to design organization structures, to manage and lead people - you name it. They WANT to know about your experiences because they NEED your experiences to grow, manage change, handle issues and complexities, make profits, grow shareholder value, gain investor trust, get funding, go to market with a new product or initiative, restructure, downsize, talk to the "street". Remember that companies NEED and WANT this experience.

2. Today, companies realize that they need a diverse workforce, one that includes people with extensive experience, to achieve significant performance and growth

The extensive experience is critical to helping companies get to the next level, AVOID pitfalls and RECTIFY mistakes. Some things you can only learn by having "been there done that". That is absolutely critical experience.

Truth #2: Studies upon studies prove that diverse workforce can lead to higher level of performance. Diversity includes age.

Many companies are actually seeking the experience. They don't want someone new and green. They want someone who can hit the ground running, achieve the goals quickly and minimize any disruption. The fact that companies are now recognizing that diversity is an asset helps older workers when job searching. You may realize your experience adds tremendous value, but mainstream companies realize it now too.

3. Compensation is based on the job and performance (and experience too).

There used to be a time when companies included retirement plans. These retirement plans were defined benefit - pension - plans. Pension plans are calculated based on on salary AND years of experience. To cut a long story short, pension plans made older hires more expensive to hire than a person with 10 less years of experience. But pension plans are a thing of the past. And, compensation for jobs has changed. Yes, a job is worth what a job is worth - but there is a range to what that job is worth (not one set data point).

Truth #3: You may make a job worth more based on your experience but THAT'S OK. You. Are. Worth. It. Why would you go somewhere that wasn't willing to pay you what you are worth?

If they were going to pay $150k for someone with a certain amount of experience and you happen to PROUDLY have more years, they may give you $165k or a chunk of equity. That's great! Compensation is your value proposition - what you need from a company in exchange for what you will give. Unless you are a very senior executive, it doesn't cost them much more to hire your experience and leadership. Without having to pay for pension plans, your total compensation and benefits isn't 10x more than someone younger against whom you are competing against for the job. And you can always negotiate what you need from the company in a multitude of ways that make sense for both you and the company.

Key Takeaway

Don't shy away from your age. Use it as an asset to get the job you want at the company where you want to work. Be confident and explain your experiences in a way that will help companies realize why they need to hire you.

Friday Roundup - This Week's Top 3 Career Makers

2019-12-13T14:24:00.001-05:00

Have things slowed down for you at work yet? Or is next week when things start to settled down so you have time to prepare for the holidays? Either way, the end of December can be a slow time for anything career - related, from figuring out what to do next, networking, interviewing, or even managing your current job.

I think the slow down is a great time to reflect. Sometimes, what you want - or need - comes to you at the oddest times (exercising, baking, walking, shopping, or when you are having random conversations). Allow yourself time to smell the roses (or shovel snow, depending on where you live) and think about your past year and what you want to accomplish in 2020.

So, while you make holiday cookies, attend parties and spread good cheer, here's this week top 3 Career-Maker's to help you get a little ahead....

1. This is MY FAVORITE for this week - Ryan Reynolds Joined Forces with the "Peloton Girl" to Create a Light-Hearted Ad Promoting His Gin

Why is this so wonderful? Because instead of succumbing to the mounting criticism of Peloton's holiday disaster, Monica Ruiz turned the situation into an opportunity (with a lot of help from Ryan Reynolds). She didn't blame Peloton for the ad - in fact, she took some blame herself by the way she p

You can turn a potentially negative situation into something positive WITHOUT throwing shade. Monica didn't blame Peloton event though she didn't create the ad, the concept, the messaging or the brand. She was just the actress. But with a little help from Ryan Reynolds, she turned the entire situation around in her favor. The actor that played the husband handled it a little differently - he internalized the situation and was worried about he would be perceived. We all know he is just an actor. No one was blaming HIM. Monica handled it better, more professionally and used the backlash as a way to push her career forward instead.

Monica for the win.

2. Must be the Week of the Girl. Time Magazine Named Greta Thunberg it's 2019 Person of the Year. The Best Part of About Greta - She Reacts Well to Adversity

Clearly there is a theme for this week. Have you ever read her tweets? She is an expert at taking a negative response, turning it into something positive and making herself look great in the process - all without belittling the people slinging mud.

Don't back down from someone at work who is talking trash about you. Don't LET them get away with it. But don't get even by slinging mud back. Take the high road. Talk to your boss - with that person in the room. Say - I heard you said this about me. Call them out. But then ask why and if there is something that can be discussed and explored in order to fix the situation. Let that person you are happy to help rectify the situation but you need to be talked to directly in a positive manner.

You will be viewed as the strong leader - not the other person.

3. Caroll Spinney - Puppeteer Behind Big Bird and Oscar the Grouch - Passed Away

This gentleman - Caroll Spinney - was named a Living Legend by the Library of Congress. The reason this story is important? As Big Bird - someone else entirely - he traveled the world, danced with the Rockettes and has a star on the Hollywood Walk of Fame.

Why it matters? We don't all need to be the FACE to be important - to be legends. We can all be legends in our jobs and in our lives. It takes countless people to run a company. Every link in the chain is important - whether you are the face or the person behind the mask.

Have a great weekend.

How to Handle a Blitz: 4 Key Strategies for Successfully Negotiating Salary During a Company Transition

2019-12-10T11:17:00.001-05:00

It happens. We rock and roll along in our career and then – wham! A blitz. The company announces a major organizational change. It could be a merger, acquisition, downsizing, rightsizing or some other sort of organizational change. Maybe you are being asked to take a new role you don't want. Or you are being asked to move.

As a result, the company requests you assume new, additional or high-risk responsibilities, or, potentially, work for a different company completely.

When a blitz occurs, employees stand stunned, and don’t always recognize or value their level of influence relative to their salary or compensation. Even when employers call a blitz, employees retain power and the ability to negotiate.

Next time a company hurtles a blitz, follow these 4 critical strategies for successfully negotiating any compensation.

1. Before Saying "Yes", Resume control

When discussing the change and your new responsibilities, any good boss worth his/her salt will promote the change. After all, the company needs you during this transition. Why? Because the transition – no matter what type of transition it is – is about business. Business needs to continue uninterrupted.

Employees often forget their importance, focusing more on the change itself. No one likes to feel out-of-control. But feeling out-of-control weakens a negotiating position. So the first step is to assume control.

Think about the impending change. What needs to happen? How does your role impact that change? What do you do on a daily basis that must occur for a smooth transition? Remind yourself that what you do matters. The company wants you to stay focused and keep your head in the game.

Truth # 1: Your role in ensuring a smooth transition is valuable and critical. Put yourself back in the driver's seat psychologically. Remember that what you do matters to a successful transition. The company NEEDS you to still perform.

2. Determine Whether You Actually Want the New Responsibilities

With your confidence levels rising, evaluate the new role. Do you actually want it? Remember: you have options. You can accept the role ‘as is’, offer a counterproposal, or decline. Think about your career trajectory. Does the new role fit that trajectory in terms of responsibilities, scope, subject matter, leadership opportunities, exposure or any other number of criteria? If not, do the new responsibilities actually enhance your original plans? Is the role something you actually want?

During a change, your responses transcend “yes” or “no”. You can accept the offer ‘as is’, no questions asked. Or, you can circle back with a list of questions, perhaps requesting the role be modified. If you choose to decline the role, you don’t necessarily need to leave tomorrow. Because ensuring a smooth transition trumps terminating your employment, you can negotiate a compensation package related to short-term employment, until the change is finalized.

Truth #2: You have options. You don't have to run for the door. Take a breath. You can negotiate your package. You can ask for more money or different terms.

3. Define what you want and what you need to move forward

First, consider all the parameters that make the situation successful for you. Then compare that to the proposal on the table. Where are the gaps? Prepare to discuss those gaps with your boss.

Second, evaluate the compensation being offered to either stay for a specific period of time before leaving, go to a new company, take a new role, or to leave. If no new compensation was offered, then your current package IS the offer. If the scope of the role and responsibilities remains unchanged, it may seem like a new package is out of the question. Not true! If the company is undergoing a major change, even though the role isn’t changing, something else IS changing. Does your current package – or a proposed package – meet your expectations for the new environment?

Third – list all the possible rewards you could negotiate: base salary (increases now and in the future), retention bonuses, transition bonuses, retention grants (equity awards), vacation, relocation package, etc. The options truly are endless. Don’t limit yourself to focusing just on salary.

Truth # 3: Determine your desired compensation - all of it - before talking with anyone.

3. Develop an approach for discussing your objectives

Before discussing your proposal, practice. Practice discussing what you want and what you need. Remember to:

(1) Thank your boss for exhausting considerable energy on this transition and for investing personally in your career growth and development

(2) Affirm your belief in the company and the direction the company is headed

(3) Articulate the substantial thought you devoted to analyzing the offer

(4) Explain your decision

(5) Enlist your boss’ help receiving a comprehensive compensation package that rewards you for your contributions and recognizes the inherent risk involved ensuring a smooth transition.

Truth #4: Compensation is always negotiable.

*****

Change is strange but it’s also an opportunity for career growth and personal rewards.

Friday Roundup - This Week's Top 3 Career Makers

2019-12-06T14:55:00.000-05:00

The holiday season is in full swing. People are feeling extra kind and generous. Have you noticed? There is even a little less honking in NYC. 😂 Of course, ever since I left NYC, I learned that there isn't a lot of honking in other cities. Shocker.

Work can even take a backseat (sometimes) to all the holiday activities. In December, many things are happening at companies. While the recruiting process slows down in December, it doesn't stop. Most salary and bonus decisions have been determined and even the promotions have been doled out. But that doesn't mean you should take a backseat on managing your career.

So, while you make holiday cookies, attend parties and spread good cheer, here's this week top 3 Career-Maker's to help you get a little ahead....

1. If you are in the midst of a job search, December is the perfect time put your foot ON the gas and be a top candidate for your next role.

Don't stop networking just because it is December. In fact, I would argue that December is a terrific time to network. People are in a great mood. They feel generous and are happy to help if they can. Ensure you are identifying your target companies, reaching out to contacts, and having convos and coffees with your connections. Just as important - work on that resume and LI profile. You want your online and digital brand to be buttoned up BEFORE someone asks for your resume or checks you out on LinkedIn to see if you might be a good fit.

I have several clients now doing some soul searching and figuring out their career path. They want to target the right companies and roles that are aligned with both their professional AND personal goals. This is a great time to make sure you are on the right career path.

2. If you are currently employed, use December as as time to sit with your boss/people manager to discuss the year in a more relaxed setting.

Most likely - if your company operates on a calendar year - your boss/people manager has already reviewed everyone's performance and made promotion decisions. Formal discussions may not take place until January. But you don't need to wait. Go for coffee or grab a drink. Ask about their impressions, how the group did relative to the goals, what he/she thinks you could do better and - MOST IMPORTANTLY - how you can better support him/her (THAT IS HOW YOU SET YOURSELF APART).

3. Think about what you want to accomplish with your career in 2020 - and how to get it done

Getting ahead in our careers is important, but it takes work, thought and planning. Once you meet with your boss and have a little more intel, start making a plan. Does your boss think you are close to the next level but not quite? How do you get there? Do you need to work with different people? Get on different projects? Get more exposure? Learn a new skill? What will it take to get where you want to go in 2020?

And if you are really feeling productive, include reading my new series starting in January 2020 (with a monthly podcast) about what you should be doing each month to manage your career and your pay.

So enjoy your weekend.

Feel free to share your own career-makers!!! I would love to hear (ok, read) them.

5 Subtle Things You Might Be Doing that Sabotage Career Growth

2019-12-03T12:28:00.002-05:00

Ever wonder why some people zoom up the corporateladder while others climb at a snail’s pace? Do you feel as though you are consistently passed over for promotions? Receiving promotions requires more than raising your hand. You can’t just ask for it. You need to constantly reinforce the message that you deserve it. You want to be the first person that comes to mind during promotion discussions.

Scaling the corporate ladder includes more than just doing a job well. Being perceived as effective, a team player, and business leader requires more than getting the job done. HOW you get the job done matters. A lot.

There are subtle things people do EVERY DAY that – if eliminated – would improve their workplace perception. You want to exude behavior that screams “I AM A LEADER”.

Here are 5 potential behavior pitfalls to avoid at all costs:

1. The Blame Game

Can you recall the last time you made a reservation, went to a restaurant on time and then were told you had to wait 45 minutes to 1 hour for your table? When you asked about the delay, you may have heard something like “that is our company policy” or “are manager suggests you have a drink at the bar”. Does it seem like no one is taking responsibility for the mismanaged reservation? Well, that's because no one wants to deal with an angry customer.

If you find yourself in the position of delivering the bad news, do not shift the decision-making responsibility (the blame!) to someone else. In other words, use the “I” word. Take responsibility for the message you are delivering. Be the one in charge. Learn how to handle difficult conversations without pointing the finger someplace else. People don’t want to work with someone who always says “my manager says we need to do it this way so let me know if you have any questions.” Delivering decisions are as difficult as making them and you have to be able to do both.

2. The Waiting Game

Consensus building is important in the workplace. And times exist when many opinions need to be solicited and considered. Of course, this can drastically slow down the decision-making process. But if your M.O to decision-making constantly involves telling people “I will let you know in a few days”, then you are creating a poor perception regarding your decision-making skills. People tire of hearing “hurry up and wait”. You need to balance the decisions that need to be made right away with those that require more time and thought. If your role requires making decisions, then do not constantly seek other people’s advice and input. Take charge.

3. The Bull in a China Shop

Perhaps you know what needs to be done – and how and when. And the process is so slow you could scream. You want to take the bull by the horns and get something done. Now.

But some situations require more political finesse. How you recommend and execute ideas is just as important as the idea itself. Survey your surroundings, consider your approach and then suggest your ideas appropriately. You may need to allow others time to “get on board” before proceeding. You will achieve the same end goal, but without alienating other people.

4. Face Time Avoidance

Whether your challenge is work-life balance, a terrible commute or awesome personal life that drives you to leave the office on time, every time, every day, face time is critical. Sometimes the most influential bonding and decisions occur after hours or during lunch. If you work from home, allocate a few days a month to visit the office or to engage via Facetime. If you can manage drinks or other after-work activities, select a few events to attend. Career progression and development relies on more than just the quality of the work. Your peers and managers need to know who you are – intimately. They can’t get to know you as well as possible if you aren’t present. Face time – to some degree – is a must.

5. High Expectations

Without a doubt, some personalities are natural go-getters. They work 24/7 and demand perfection and excellence from themselves – and everyone around them. But demanding the same level of excellence and dedication from others can be a potential pitfall. Have you ever worked with someone who asked you to work on holiday or when you really needed to be attending to personal matters? Maybe called you at 9am on Saturday morning and expected you to be working instead of with your family?

Other people may have different work ethics, personal situations or, simply put, expectations. Therefore requiring others to behave in the same manner can result in tension and turmoil. They may resent you for placing “unrealistic” demands on them and instead of viewing you as a leader, they view you negatively.

The Point

Knowing what “not to do” is just as important as knowing what to do. Put yourself in a successful position by understanding your work culture and how best to navigate the politics and social interactions.

Friday Roundup: This Week's Top 3 Career Makers

2019-11-29T12:40:00.000-05:00

I am still full from yesterday. This year, we managed to be part of TWO Thanksgivings. I hosted one and my fabulous MIL hosted the other. That's enough turkey to last until next year. I keep proposing beef but my husband says that is "un-American". I hope you had a wonderful day with family and friends and are recuperating.

So, while you use your time off to reflect on your career and what's important, here's this week top 3 Career-Maker's to help you get a little ahead....

1. Use recruiters as part of your job search strategy but not as the ONLY part of your job search strategy.

I was actually speaking with someone yesterday who is looking for a new role. And, without me saying ANYTHING, he said that recruiters seem less and less relevant, unless they actually work for the company in "talent acquisition" and not for a recruiting firm that just places people. We agreed that it is better to work with recruiters who actually specialize in an industry and understand the needs and skill sets required rather than just talking to anyone who says they are a recruiter.

2. Culture is CRITICAL!

As we spoke, we also agreed that interviewing about the culture and making sure it is a good fit (i.e., you will LIKE will you work) is critical. Don't just focus on the job. You might think you can do the job but if you get there and find out you don't like how people interact, how management leads, how people are developed (or not), then you will be MISERABLE

3. Take some time to regroup

Getting ahead in our careers is important, but so is being balanced. If you start Monday stressed out, you will be starting behind the 8 ball (someone wise said that, I think...). Go into the week positive and refreshed. I promise you will be more successful in everything you do.

But if you do want a little homework - I suggest reading Jeff Bezos' CEO letter to his shareholders. I 100% believe in his long-term thinking as it applies to employees and teamwork (not just customers). One thing he says is that "high standards" are teachable - I completely agree. You can't teach me to be taller, but you can teach me to be responsive, improve my righting, think about culture or learn how to communicate more effectively.

That applies to "career makers" too! Maybe this is why Amazon is so successful???

So enjoy your weekend.

Feel free to share your own career-makers!!! I would love to hear (ok, read) them.

New Series - Managing Your Compensation All Year Long

2019-11-25T10:00:00.000-05:00

I have seen lots of information - and misinformation - about "how to ask for raises" or "how to ask for a promotion" or "how to get a bigger bonus".

The information isn't completely wrong - but it isn't actually accurate (or as helpful as it can be). As you probably know by now, I design compensation programs for companies. For >24 years, I have worked with F50's to startups in all industries. This includes training managers on setting goals, managing performance and discussing compensation. The important message is that these discussions are much much much LESS effective if they happen in isolation.

If you only talk to your boss 2x a year about your personal career goals, you will be much less likely to get the raise you think you deserve (even if you document your performance, prepare and list all the reasons why you deserve it) than if you actively engage in these discussions all year long.

To help people really understand how to actively manage their career from a compensation (and promotion) standpoint, I am starting a new series in 2020. Most companies work on a calendar year. That means they have ALREADY MADE their pay decisions for 2020 that will be communicated in the next month or so. You can try talking to your boss now - I am not suggesting you don't - but it can be a sad story of "too little too late" for 2019.

BUT THERE IS HOPE!

On the first Friday of every month for the ENTIRE year, I will post an article on the types of discussions you should be having with your boss(es) that month. That's right - I will give you the context,content and construct you need to feel comfortable discussing your role, your goals, your contributions, your challenges (!!!) and your opportunities.

Within one year, you will significantly IMPROVE:

1. How you are perceived
2. Your ability to achieve your goals successfully
3. Your manager's understanding of your contributions
4. Your relationship WITH your manager
5. Your career progression - getting your closer to your next role/promotion
6. Your ability to earn a higher raise and BIGGER bonus (if you are eligible)
7. Your leadership skillset and communication skills

SIGN UP NOW.
I highly encourage you to sign up now so you can be alerted as soon as the post is published.

Within one year, you will be more comfortable in your role, closer to a promotion and more likely to get the raise and bonus you deserve.

Until then - enjoy the holidays.

The Best Career Advice for Women From Working With 100's of Women Who Have Reached the Top

2019-11-14T16:34:00.000-05:00

Sometimes you can't learn what to do - and how to react - without experiencing it first. How do you know the water is cold without jumping in? How do you know the tea is hot without sipping it?
And how do you know what to do at work and how to advance your career without actually working?

Take this a step further. How do you know how to handle a micromanager, a volcanic boss who explodes unexpectedly, a tumultuous Board meeting, disastrous performance reviews, angry customers, having to deliver poor performance reviews, choosing the right projects, aligning yourself with the right people, navigating office politics, getting promoted, asking for a raise, etc.?

Advancing your career can be harder for some women than others. Women are wired differently than men - that goes without saying. But because we are, we can make navigating our career and climbing the corporate ladder more difficult than necessary.

In my career, I sought great mentors who guided and steered me - and helped me navigate the rough waters. I also believed - and still do - in learning from women who have scaled the ladder. I seek their advice, study their career paths, listen to their war stories and learn why they soar. I have had the privilege of working with senior female executives, CEOs and Board members for over 20 years. I have partnered with hundreds of women at F500's like Capital One, MasterCard, Aramark, Ascena (Ann Taylor) and Prudential to high profile nonprofits like the American Red Cross and the National Geographic Society. I have also worked with many women from highly successful startups and healthcare have also shared their tips and advice.

I have learned a lot.

Based on my experiences, most women identify 4 things that have helped them most in their careers:

1. Be Open to Feedback

It's natural - we want to innately defend ourselves, our decisions and our outcomes. Women want to do this more than men. Because women need to fight harder for opportunities and recognition, we can become easily defensive. We are taught that being strong can sometimes mean "taking no prisoners". Too often I see women closed to feedback or feeling defensive. It's no wonder - women are constantly criticized and have to fight harder for certain opportunities. But eliminating the grudge opens up a world of possibilities for your career.

In the workplace, being open to feedback (constructive feedback) not only improves how you are perceived (like someone people can work with) but also does help you improve your performance. We all need to be lifelong learners. Learning in the workplace is just as important as learning in an academic environment. The feedback can help you actually progress, strengthen your technical and soft skills, get promoted, choose the right opportunity, work with the right people - and improve how you are perceived - 100x faster than if you are going it alone.

2. Find the RIGHT Mentor

Just like not all black dresses can make us 10 pounds lighter, not all mentors can help us advance our careers. Women tend to choose mentors based on position, because they believe he/she will be better able to promote their own career. Or they choose a mentor based on what they see on the outside - the visual accomplishments. While that may be true for a one-off situation, a good mentor can do so much more for you.

A good mentor will be older (yes older). First, the more experiences they have, the better - the more they can share with you and the more you can learn from their experiences. Second, a good mentor will be highly valued in the organization - not based on position but based on their qualities as a person. Perception is 90% reality and you want to make sure you are highly perceived in the workplace - this leads to promotions and pay raises more than just thinking your performance will stand for itself - cause it won't. Third, a good mentor will be accessible and actually takes the time to be your mentor. We may want Oprah to be our mentor but she simply doesn't have the time...=) Women sometimes choose mentors who only meet with them 1x a month or a couple of times a year. You want to choose someone who will invest in you.

3. Build Your Tribe

Surround yourself with people who will lift you up and support you in your career. Your tribe does not have to be pursuing the same careers - in fact, it is better if they aren't. But they should be people whose opinions you value. These are women who you will meet for coffee, kick off your shoes and polish off a bottle of wine. You want to be able to share situations without fear of being judged and be able to receive honest feedback. They are also the women that will go to bat for you if necessary.

4. Stop Complaining

Remember when I said "perception is 90% reality" - think about how you are perceived when you complain at work. It ain't positive. Women tend to complain. And that is ok - if it is with your tribe and people you trust. But if it isn't, that negative spreads like wildfire and can damage your reputation. It also damages your self-esteem and self-worth. Constant complaining doesn't help you move forward in your career (or life). Complaining will drag you down like a heavy weight attached to your leg. It will slow down your career progression very quickly. Complain for a little while. But then go for a run, get some wine or hang out with the family and LET IT GO.

The more important reason you shouldn't complain - at work? You won't be perceived as a leader. And to be promoted, you need to be perceived as a leader. This doesn't mean you need to agree with what is happening. You absolutely can disagree and voice your opinions. But it needs to be done in a positive, constructive way.

The Take-Away

Each one on its own can help you more purposely navigate your career, avoid some of the landmines and leapfrog over others to the next step. But together, by learning from others, you will be better able to find the next opportunity, earn a bigger raise, or get the promotion you deserve - and be happier too.

Why It Is So Hard to Transition Into a New Career After Age 40 – And 4 Steps to Help You Succeed

2019-10-01T13:49:00.002-04:00

During high school and college, most of us struggled to answer the question “what do you want to be when you grow up?” It seemed like you had to select one career and stick with it. FOREVER. If you pursued a business, finance or (gulp) an English or history degree, you may have just fallen into your first job and then decided whether or not to stick with it.

In your 20’s, you - hopefully - experienced a few “ah-ha’ moments that either (a) led you down the same career path (b) guided you in a different direction or (c) caused a major bump in the road forcing you to switch all together.

Yet switching gears in our 20’s (and maybe even early 30’s) seemed or, at least, felt easier. We have fewer life complications (i.e, mouths to feed, people to take care of etc.), are less risk averse, and can even muster the energy to pursue another degree or enroll in courses or leadership training classes. Plus, we may still be viewing life through rose-colored glasses. In your 20’s and 30’s, you are still ready to change the world and are much less-jaded then your 40 or 50 year-old self.

In short, life is easier.

Then you hit your 40’s. Both your professional and personal lives have run a marathon – and they aren’t necessarily on the same track. You realize you have “been there, done that” and want something more, different or better for your professional life. But what does that look like? What is most important and why? How do you feel fulfilled while still meeting your professional goals?

You aren’t sure where to start.

And at this point in your life and career, you need to find a career that leverages your education, skills and experiences (cause let's face it - most of us aren't going back to school and starting over and our time is precious) in a way that is exciting, challenging and personally rewarding too.

Here are 4 steps to follow to align your professional and personal goals:

1. Articulate Your Top 10 Professional Goals

Think about your career – what you have liked and what you haven’t liked professionally. Don’t forget about intangibles like culture and leadership. Highlight what is most important for you to have in your next company and role/career path.

2. Do it Again – Except now focus on your top 10 personal goals

What is going on in your life now? What is most important and can’t be dismissed? How does this impact your professional choices?

3. Look at both lists and make 1 list

This is where it gets tough. You have to make choices. But this is the most important part of the process and why so many people in their mid-late careers struggle. We struggle when we aren’t willing to make choices, and stick to them. It becomes analysis paralysis. No one company or role can meet your needs if you don’t figure out what you have to have versus what you want to have.

4. Develop a job search strategy that is governed by this list

This is THE key to success. You need to make a list and stick to it. When you evaluate your opportunities, if they don’t meet your needs, take the hard pass. It is easier to accept what role or job offer falls in our laps rather than pursue what is the best fit but that is when people end up unhappy.

Conclusion

Even in your 40’s and 50’s, it is ok not to know what you want to be when you grow up. Your career is a journey. Not a destination. We just need to remember how to enjoy the ride.

5 Steps to Negotiate the Best Job Offer

2019-09-23T12:00:00.000-04:00

Interviewing for a new role causes a barrel of emotions for many people. From making the right impression to sharing the right answers to selecting the right company -- interviewing can be very stressful.

As if interviewing isn’t stressful enough, the more stressful part of the job search often comes next -- negotiating the offer.

After the thrill and excitement at receiving the offer wears off, anxiety brews.

Many job seekers feel the same about negotiating an offer as they do about buying a car from a dealer -- nervous, anxious and concerned. Negotiating compensation conjures images of an “us" (a.k.a. the job seeker) vs. “them” (a.k.a. the company) mentality.

Unfortunately, a competitive mindset usually proves counterproductive to the entire process. In fact, an ultra-competitive mindset can result in an offer being rescinded.

Key Truths About Successful Job Offer Negotiation

Don’t waste your time:

Negotiation Truth #1:

Negotiating compensation offers is NOT like buying a car. This is not a one-time transaction, and you have more power than you recognize.

Negotiation Truth #2:

Negotiating the best job offer means not negotiating at all. In fact, getting a great offer means developing a partnership with your future employer and viewing the discussion as Step 1 in your ongoing relationship.

Negotiation Truth #3:

Once you change your perspective -- how you think about negotiating -- the process becomes much less stressful and you WILL feel better about the outcome.

Remember, in a new job, you have much more than just the salary to negotiate. This gives you many options for discussion and lays the groundwork for a long-term relationship.

5 Steps to Successful Compensation Negotiation

This may be the beginning of a long relationship which should be mutually beneficial.

1. First – Communicate your compensation requirements up front.

When you work hard to evade questions regarding your salary expectations or to get the company to “go first,” you are setting the stage for a more confrontational discussion.

Instead, be confident in your compensation needs and requirements.

When asked about your salary requirements, answer truthfully without fully committing to a number.

Provide the compensation range (base salary PLUS bonus) you are expecting for the role, based on your research and the information that is currently available.

By providing a range that includes both salary and bonus, you aren’t committing to a specific salary or limiting your earnings. Rather, you are setting the stage for your employment in this firm, how you will be viewed, and how you will be rewarded for your contributions.

So start off on the right foot. After providing a range, you should explain that you would be happy to have a more detailed discussion if the interview progresses -- and you hope it does -- when you receive an offer.

2. Second – change your perspective. Don’t “negotiate.” Discuss.

This part is mental. As I mentioned, if you relieve the pressure, you will be more successful with your discussions.

Don’t consider the person on the other side of the phone an adversary -- view them as your partner.

You want them on your side. You want them to value you. You need them to help you be successful.

I recommend my clients always express their gratitude for the person’s time and efforts. And, without a doubt, reiterate your interest in the role and the company.

Without question, you always want to be positive and polite.

3. Determine what is important to you – what you must have or would like to have in your offer.

People have different needs. Some people would rather focus on vacation time, training, or relocation assistance than base salary.

Some companies can’t budge on base salary but can offer more in terms of bonuses and equity.

What you can request depends on the company, its stage of growth, and its business structure.

Not every company can provide the same level of salary, bonuses, benefits, or other types of rewards.

As much as possible, learn about the company’s approach to compensation and benefits to better understand what you can expect and request. Use this information to prioritize your compensation needs.

Having a laundry list of potential items gives you and the company options for developing a mutually agreeable package.

4. Discuss the entire package – not just salary – once you receive it in writing.

Depending on the company’s industry and stage of growth, they can -- and will -- offer you more than salary. You may be eligible for annual or sign-on bonuses, equity like stock options and restricted stock, relocation packages and more.

Even though the company will start with base salary, ask to learn more about the entire package.

When the time comes to discuss compensation, thank them for the job offer (again!), and ask to review the offer in writing, including benefits.

While you should never accept before reviewing the entire offer, you should always be thankful and express your desire to ask questions once you have had a chance to review everything.

5. Discuss the offer verbally – not over text or email.

Finally, don’t ever discuss compensation offers via email.

Emails can be misconstrued and, more importantly, are a missed opportunity.

Talking on the phone allows you to develop your relationships, reiterate your interest and keep the conversation moving positively. Verbal discussions always yield more information regarding what a company can – and cannot – do regarding compensation.

The Bottom Line:

You will have many conversations regarding compensation with your employer throughout your employment. Set the stage up front for how you view the relationship -- as a collaborative, respectful partnership. Be positive. View the first conversation as a discussion, one of many, where you will be able to increase your earnings potential and rewards as you progress in your career. Consider the entire package and be willing to ask for different things in order for you -- and your employer -- to both feel good about the final result.

Originally published on Job-Hunt.org