As you consider your personal mission statement, write down all of the roles you play in life as well as your strengths, values, current needs and goals.  Next write down a sentence or two about who you would like to BE and what you’d like to ACCOMPLISH in work and life. Finally, spend some time using this information to craft a mission statement. It can be as simple or complex as you like…simply be true to yourself.

If you need a hand discovering your mission consider working with a well qualified coach or mentor.

MOST PRESSING LEADERSHIP CHALLENGES (In Order of Importance:)

1.  Improving overall quality of leadership in the organization
2. Motivating employee performance
3. Recruiting and retaining top talent
4. Developing the next generation of leaders
5. Creating a culture of innovation

MOST IMPORTANT SKILLS FOR SENIOR EXECUTIVES/SENIOR LEADERSHIP TEAM MEMBERS?

1. Promoting a sense of responsibility across the organization
2. Developing trusting relationships, promoting teamwork, acting authentically and demonstrating optimism
3. Serving as a role model and inspiring employee excellence
4. Communicating the organization’s mission, vision and values
5. Recognizing and rewarding employee performance

SURVEY DEMOGRAPHICS

We received 152 respondents, mostly from small and mid-size companies in the Southeast USA. The company size ranged from 7 full time employees to 19,000 with an overall average of 453. Respondents were 50% CEO or Equivalent, 18% COO, 9% CFO and 23% “Chief Human Resource Officers.”

(Click the image above to download the survey results PDF)

1. Evaluate your skill set to identify your target position.
2. Define and promote your personal brand online using Facebook, LinkedIn, Twitter, etc.
3. Develop an achievement focused resume and a solution-focused cover letter to market your abilities.
4. Use LinkedIn to broaden your professional connections via contacts and professional groups. You can also get noticed by demonstrating the value you bring via recommendations, personal slide shows, video clips and the like.
5. Follow bloggers on Twitter to learn about the latest job openings.
6. Work to build relationships with several recruiters.
7. Join Professional Associations that meet in person and network, network, network.
8. Visit company websites and apply to jobs that interest you (checking your LinkedIn, FB and personal contacts who might be able to put your resume forward!)
9. Cold call — be brave enough to pick up the phone or walk in the door of companies you really want to work for.
10. Consider partnering with a career coach to add synergy, power and accountability to your career management efforts!

The old adage “No news is good news” no longer holds true in the workplace, especially for our younger generation of employees or those who are upwardly mobile. Indeed, few employees like operating in darkness and fewer still enjoy receiving “feedback” regarding a laundry list of needs improvement items during a scheduled performance review rather than at the time of the infringement. Giving timely feedback helps ensure that concerns will be quickly and adequately addressed. Even when things are running smoothly, employees benefit from feedback. Positive feedback which affirms progress, effort and success is just as important as “needs improvement” feedback when things are not running as planned. So, be careful not to overlook or take for granted your team’s biggest achievers

Here are a few tips to consider when preparing to give feedback:

1. Be specific – explain the exact behavior (the what, when, where and with whom) to be addressed. And, remember feedback should be fair and focused around work performance.
2. Give the feedback quickly – the more immediate the better, but never longer than 24-72 hours. The more critical the feedback the faster it should be delivered.
3. Give feedback privately – feedback can be given rather informally over coffee or during a shared ride to visit a customer, just make sure the discussion takes place out of earshot of others and in a place where you won’t be interrupted. Feedback should be given in person or by phone rather than by email, texting or other electronic methods –this is an opportunity to strengthen your relationship and ensure you walk away with mutual respect.
4. Make a request – try to agree on the issues and engage the employee in solving the problem during needs-improvement feedback. Asking questions while remaining open and empathetic are good ways to do this. You may also clarify expectations and make a request, such as “I request that you remove distractions during future meetings…remove your watch, leave your blackberry in your briefcase, etc.”
5. Check for understanding and Follow-up – ask the employee to summarize what s/he has agreed to do and by when. Then agree on a date to review and make sure the request or solution was implemented.

TGI’s Role-Based Assessment (RBA) measures team-related behaviors that have not been addressed by any other form of assessment.  It can identify a positive, constructive orientation to team collaboration, as well as the ideal ‘fit’ between a set of job responsibilities and a person’s natural ‘Role.’  Consequently, RBA is highly effective in team member selection, and in analyzing and solving team performance problems.

A positive I.D. on the ‘who’ and ‘where’ of successful teaming creates value across a broad spectrum of business activity: improved quality of hire, lower turnover, risk mitigation, rapid time-to-productivity, team performance improvement, and dramatic reduction in the ‘collateral damage’ that results from failed hires.

If you are making new hire decisions or working to build a more cohesive and profitable team, RBA is an excellent tool for your toolkit! Find out more at https://www.thegabrielinstitute.com/ or contact me to see a sample profile and learn about a no-cost-solution for giving RBA a test drive.

• Drive and manage change
• Apply leadership skills strategically
• Coach and develop future leaders
• Build and motivate loyal teams
• Improve employee engagement by fostering creativity and innovation
• Utilize critical thinking methodology
• Increase your value to the organization
• Enhance your professional qualifications

Register & Pay by August 15th and receive a 15% discount. Click the image to the left for a PDF brochure and contact us for additional information.

If you’re like me, you have a natural tendency to want to read and respond quickly to calls, emails, text and other instant messages and requests. However, this responsiveness, while well-intended (and even expected) can completely derail our productivity and waste our mental energy. Science is now showing that our instinct to “push harder” is actually counter-intuitive to how our bodies and brains work best.

According to Tony Schwartz of The Energy Project, “the problem is human beings aren’t meant to operate the way computers do: at high speeds, continuously, for long periods of time. To the contrary, people perform best when they pulse rhythmically between spending and renewing energy – both physically, mentally and emotionally.” In a world where “downtime” is equated with laziness, weakness and loss of revenue, how many of us are inclined to adapt our schedules, or that of our employees, so that we are better aligned with our natural “rhythms?”

Of course, I’m skeptical, just as I imagine most of you are. However, I’ve spent the past week trying to do work intensely for an hour or so, then take a little break to refocus and reenergize. And, interestingly, I’ve found that by the 3^rd day I felt less beat down and tired by 6 pm. I don’t know if anyone else would affirm that I’m thinking more clearly or creatively, but I can tell you that this blog post was written in less than an hour over lunch and that I created a 4-page brochure for our upcoming “Lead the Future” webinar series in record time. So, I’m willing to play along a little longer to see if I can truly use science to accelerate and sustain my own level of performance.

Here are the steps if you want to give it a try, too:

1. Move your most difficult task to the top of your list each day
2. Spend about 90-minutes working intently and without interruptions
3. Take a 20 minute break to refresh/refocus/refuel
4. Repeat steps 2 and 3

We hear a lot about working smarter these days, but other than some good priority management techniques and realistic expectations, this may be one of the simplest tools you can try – also remember the fundamentals of this process when planning meetings or learning events/seminars – every 90 minutes take a break to minimize restlessness/fidgetiness, hunger, drowsiness and loss of focus! Tony suggests we “listen to our body’s signals” rather than pump up with caffeine, carbs and sugary foods. And, researchers say we may be more productive in a 6-8 hour day than a 10-12 hour one in which we’re chained to our desk trying desperately to stay engaged.

Are you up for the challenge? I’m willing to try it another week to see if I continue to get more done and feel more energized at the end of my day. That’s a good payoff for a small adaptation in my calendar. Let me know if it works for you…

References/Resources:

• http://www.ernestrossi.com/interviews/ultradia.htm

• http://www.theenergyproject.com/

• http://www.thepracticeofleadership.net/2006/09/17/using-ultradian-rythms-to-improve-your-productivity/

1. It’s no secret that many Americans are not happy with their current careers. What are some of the first steps a person should take when deciding to change career paths? Please describe in detail. With almost 10% un-employment and another 84% discontent and actively seeking a new position (12/13/2010 survey by Right Management a Man Power Company), virtually the entire American workforce has decided that the grass may be greener elsewhere. In my experience this is because too many companies have perpetuated the attitude of “you’re lucky to have a job” for the past decade, rather than having a sound strategic talent plan, and investing in their current bench of employees. Regardless, Donna Cooper, my lead career coach specialist always asks a potential career changer to consider the following:

1. Identify reasons (symptoms and sources) for current unhappiness. Is the unhappiness really about the job, or are there other circumstances contributing to the unhappiness, for example a change in your priorities? Or does it directly relate to the values or corporate culture, pay, hours, and responsibilities associated with the job? Identifying these reasons will direct the next step.
2. Next, consider the potential for making changes in the current position…are there opportunities for flex hours, additional training, or jobs in another division that would meet your needs. If, so, we can co-create a plan to take the client there.
3. If changing the current situation is not an option, then it’s time to consider an external move – often clients know exactly what they want, and we simply help them create a job search marketing plan and support/hold them accountable for execution. Others need additional insights, career aptitude assessments and the like to gather more data. Ultimately, we want to make sure the client is absolutely clear about their vision for a career change …making sure it is a “conscious choice” rather than “knee jerk reaction.”

2. Many Americans live paycheck to paycheck or do not have a lot of money in savings. What advice would you give to a person like this who wants to make a career change, but does not have a lot of financial wiggle room? We find that most people can save an additional 20% by comparing insurance premiums and making very minor adjustments to spending habits. However, we are hearing that a lot of people landing new jobs in this market are doing so making about 1/3 less than they did before…this is especially true for well seasoned professionals and executives in an over-crowded marketplace. Therefore, finances definitely need to be a part of the overall consideration — we would recommend that they spend some time assessing their budget to determine if there are areas which can be adjusted. It is surprising how something as simple as reading the newspaper online and carrying your lunch a couple of days each week can add to your piggy bank. Plus, it’s important to remember that sometimes we spend money to compensate for unhappiness, including frustrations on the job.

3. In the story I am writing, I am profiling a 42 year old former executive who quit his job (he’s married with no kids) and has returned to college to get his credentials to teach high school social studies. He and his wife are financially sound.

A. How common is this man’s story? Very common. With the changes in the economy, colleges and universities are one of the big winners…many people are returning to school in search of a more satisfying dream, to add credentials or in search of a career path with presumably added stability. Plus a majority are determining that their anticipated retirement date is going to be further away than they had planned. They have then looked at where they are currently working and have said, “If I have to work longer, then I want to do work that makes me happier and feels more purposeful.” This also brings up an opportunity for companies and leaders in our organizations… people who know their work has purpose and makes a difference and are regularly engaged and recognized for a job well done tend to be more loyal and resilient. (See Quint Studer’s Hardwiring Excellence)

B. If you do not have money saved away like this man/wife, are you limited in your career changing options in our current economy? Perhaps – you may not be able to return to school full time for example, or be able to leave your current job before other employment is secured. It’s more a matter of finding a more creative approach that allows you to accomplish your longer term goals. Some may consider seeking employment in a more desirable field where the next job will send you for the training you need or they may be able to work (one or more) part-time jobs or consult while pursuing longer range career management goals.

4. Can a person really make a decent living “doing what they love”? Or is this just a fantasy? We know many people who love what they do and make a great living at it…but part of our job as executive and career coaches is to constantly challenge clients to look at how they stack up against their desired results…the key is to turn the potential fantasy into an achievable a dream with a solid, executable action plan while understanding how your interests/talents and dreams can be leveraged in the marketplace.

5. What are some of the biggest mistakes that people make when trying to switch careers?

1. Focusing too much on “escaping” the current situation rather than having a clear and realistic picture of what they want and need to be successful
2. Not having a strategy or plan for leaving current employment situation, or giving up if the next step is not evident or immediate.
3. Not knowing themselves or being able to language their strengths, teaming ability, or value they bring to a prospective employer

6. What are some of the most successful moves people make when trying to switch careers?

1. Being patient and understanding that results take time
2. Focus on the basics like updating their resume, reaching out to their support group and networks
3. Build a plan based on specific goals, reality and self-knowledge
4. Ask for help – family, friends, counselors, coaches, and other experts are there to help when you need it!

7. How long have you been a career coach/counselor? At the workplace coach, we have executive, leadership, life, career and health coaches that partner to provide our clients with a holistic team approach to achieving their aspirations. Donna Cooper, my lead Career Coach Specialist has been a Career Counselor for 20 years and Coaching with us for the past 5 years. I have been coaching professionals, leaders and executives since March of 1999.

• What is your official title? Donna Cooper, Career Coach Specialist and Mickey Parsons, Founder and Master Certified Coach

8. What drove you to become a career coach/counselor? Our Vision is that all managers and leaders would have the support, tools and training necessary to thrive professionally and personally…career management is a natural part of helping them and their companies achieve success. Both Donna and I have share a passion for people and business development and find coaching to be an excellent blend of the two.

9. For you, what is the most rewarding part of your profession? Watching a client succeed and achieve their goals – when they say “I can do this”…and they do! It creates a ripple effect and has a terrific impact on them, their families and their organizations.

10. What is the most frustrating part of your profession? When someone lets fear paralyze them or they cannot find the inner strength to discover or pursue their own destiny

11. Do you have any statistics on how many Americans switch careers each year? Or any other kind of data that could help support the story I am writing??

• Department of Labor estimates that people change jobs 10 times between 18 and 38
• Bureau of Labor statistics – http://www.bls.gov/cps/contact.htm
• Right Management Survey http://www.right.com/news-and-events/press-releases/item20533.aspx