Posts
By Careerealism
Sometimes, there is nothing wrong with defining who you are based on NOT being someone else.
Let me explain.
When I was in high school, I didn’t really stand out. Despite how hard I tried. Grew my hair long, dyed it green. Whatever it was I tried, it didn’t really work. I was still the quiet, unremarkable kid in the back of the class.
Then, one day the loud speaker announced, “Will Joshua Waldron please come to the principle’s office immediately.”
I turned bright red. The whole class started to chuckle, “this quiet kid got into trouble?”
“But wait”, I futilely tried to explain, “She said ‘Waldron’, I’m Waldman!”
“Never mind that, go to the principals office.”
And so I got my first badge of honor. Which I didn’t really deserve. So I thought.
But I kept explaining it wasn’t me. There was indeed a Joshua Waldron who got himself into quite a bit of trouble on a weekly basis, and it was NOT me.
Looking back, it was that one silly mix-up and then my defining myself as “not-Waldron” that turned things around for me.
I Am Not this, I Am That
I believe this same principle can be applied in almost any situation based on a principle found in a book called, “Made to Stick."
It describes the idea of a Meme, an idea-object that is easily grasped by others. The example of, “a pomelo is like a large grapefruit” can be better understood than a lengthy description of the exotic fruit.
By relating to something that others already know about, you can define yourself.
In high school, Waldron was notorious. By defining myself as not-Waldron, I became memorable to many people who I ordinarily wouldn’t have known.
Who Are You NOT - More advice and complete article
Tuesday, June 21, 2011
Monday, June 20, 2011
Top 40 Career Experts on Twitter
Love Twitter? So do we. And what we love even more is connecting with others out there who help us bring the best career advice to young professional women like you.
So we’ve scoured the Twitterverse to bring you a list of experts who do just that. They range from big names you’re sure to recognize to lesser-followed, up-and-coming tweeters. But what they all have in common is a knack for tweeting interesting, relevant advice on getting the job, succeeding at work, and having a fulfilling career. Check out our 40 favorites!
Best All-Around
@AlevitAlexandra Levit, named a best online career expert by Money, “helps people find meaningful work and succeed once they get there.” Tweets include tips like what to do with summer interns and how to communicate across generations.
@careerwomaninc
This “international consulting company dedicated to the advancement of women” tweets issues, trends, and topics to help women achieve both professional and personal goals.
@ExcelleNews
Monster’s “social networking community for career-minded women” tweets super- relevant tips like how to spot a toxic boss at the interview and how to minimize distractions at work.
@littlepinkbook
Tweets by the site that pledges to be “your path to a beautiful career and a beautiful life” cover not just work, but money, life, and style topics, too.
@nicegirlsbook
The co-author of Nice Girls Just Don’t Get It gives sharp advice to help women stop being too nice and start being more successful.
@PYPro (of course)
Our Twitter stream will keep you in the loop on our “smart content for smart women.” Plus, join in our chats at #GenYJobs for answers on your biggest job-related questions (our next topic: résumé tips & tricks).
@RulesforWork
Look for the Rosie the Riveter icon for “humorous, tell-it-like-it-is advice” from Kelly Love Johnson, author of Skirt Rules for the Workplace: An Irreverent Guide to Advancing Your Career.
@The_Grindstone
Fresh, funny, work-related content for professional women, from the serious issues (“Attention Women: the Media World Needs You”) to the lighthearted and cheeky (“Casual Fridays: Stripper Heels Are Meant For Strippers”).
@WomensAlly
Founder Diahann Boock takes seriously Madeline Albright’s warning, “there is a special place in hell for women that don’t help other women.” So she’s created a “dedicated place for women’s career advice” with great tips for workplace success.
@workawesome
Targeted at “people who want to be awesome at work,” this site’s tweets keep you informed on its own killer content (“How to Create Happy Employees” and “Workaholics Anonymous” are recent faves).
More Twitter Users and Complete Article
Thursday, June 16, 2011
How I Did It: Dan Schawbel on Becoming a Personal Branding Expert
The founder of Millennial Branding talks about establishing his position as the personal branding guru for Gen-Y.
Dan Schawbel, the Managing Partner of Millennial Branding LLC, is a world renowned personal branding expert. He is the international bestselling author of Me 2.0, and the publisher of the Personal Branding Blog. He talks about how he created his own personal brand.
When I graduated college in 2006, I had to struggle to get a job at a Fortune 200 technology company, despite having eight internships, seven on-campus leadership positions, and a management roll at a small website design company under my belt. While in college, I learned how to sell myself through interviews along with using a website, business cards and a professional portfolio. But I was an introvert, intimidated by the idea of attending networking events and asking for jobs. As a result of my fear, my job search process was eight months long. After meeting 15 people and getting rejected for two positions, I finally landed a job in product marketing.
After a year of full-time employment, I read Tom Peter’s famous article in Fast Company called “The Brand Called You.” I realized immediately that Tom’s words reflected my own understanding and appreciation of the topic. I began searching online to see if there were any websites and experts who were already competing in the personal branding space and realized that no one my age was talking about it.
My friends were complaining about how tough the job market was and that there were no resources to guide them through the process successfully. It became my mission to help young individuals embrace their own brand identity so they could have a more fulfilling career. And since I was only 23 at the time, I could relate to what they were going through.
I took my passion for personal branding online, and started PersonalBrandingBlog.com, where I shared career and branding advice for students and young professionals. My age was my biggest challenge at first, and I was criticized for not having enough life experiences to draw from. So I started new projects that would reinforce my expertise. Within six months, I was publishing more than 10 posts per week, filming videos for Personal Branding TV, and writing articles for blogs and magazines. I also launched Personal Branding Magazine, which included an interview between Donald Trump and Guy Kawasaki, among other articles. For my efforts, my work was profiled in Fast Company, which positioned me as an expert in the field. The execs at my day job found the article and I was recruited internally to co-create the first “Social Media Specialist” position at the company.
Wednesday, June 15, 2011
Five Common Reasons Resumes Get Discarded
Posted by Meghan M. Biro
Who can forget Elle Woods, cheerfully handing her resume to her law professor’s assistant. “It’s pink,” he says. “And scented. I think it gives it a little something extra,” she bubbles in reply.
But wait – maybe not so much.
In the annals of resume mistakes, ‘cute’ is near the top of the list. Let’s look beyond cute at five more common reasons resumes are discarded – often before they’ve even been read.
Spelling, grammar, punctuation
Tales of resumes with spelling errors are legion among hiring managers – from the pathetically funny ‘Pubic Relations Expert’ to the sadly amusing ‘Manger’ where Manager was intended. Spell check is adequate but not sufficient – use a real dictionary if you’re unsure how something is spelled, have a friend read the resume to you back to front to proofread for errors, have a parent read it, or, best option, retain a professional resume writer or coach for final review, edit and proof. Your resume is your proxy with prospective employers. Make sure to present your best face.
Objective statements
Once a resume standby, have fallen out of use. Stating your objectives on a resume is a triple-fail – it focuses the resume on what you want, rather than how your skills match the job description; it steals precious space for information that should be in the cover letter; and, except in cases where your job record may not match the requirements of the post you’re applying for, it doesn’t tell the recruiter anything they don’t already know. It may be ok to use an objective statement when you’re trying to position your experience in one field as applicable to a new opportunity in a different field, but even that’s a stretch. Avoid the objective statement to avoid the wastebasket.
Overly formatted
Cursive fonts, multiple fonts, elaborate paragraphing, excessive use of bullets, gratuitous boxes and margin rules, graphics and images – especially photographs – stop many recruiters before they’ve read word one. Communicate clearly why you’re the right candidate by including useful information about your skills and experience, and using formatting sparingly. Formatting your resume in such a way that it’s hard to read – or cute – is a mistake.
Too much information - More Information and Complete Glassdoor article
Meghan M. Biro, founder of TalentCulture, is a serial entrepreneur and globally recognized career expert in talent acquisition, creative personal and corporate branding.
Who can forget Elle Woods, cheerfully handing her resume to her law professor’s assistant. “It’s pink,” he says. “And scented. I think it gives it a little something extra,” she bubbles in reply.
But wait – maybe not so much.
In the annals of resume mistakes, ‘cute’ is near the top of the list. Let’s look beyond cute at five more common reasons resumes are discarded – often before they’ve even been read.
Spelling, grammar, punctuation
Tales of resumes with spelling errors are legion among hiring managers – from the pathetically funny ‘Pubic Relations Expert’ to the sadly amusing ‘Manger’ where Manager was intended. Spell check is adequate but not sufficient – use a real dictionary if you’re unsure how something is spelled, have a friend read the resume to you back to front to proofread for errors, have a parent read it, or, best option, retain a professional resume writer or coach for final review, edit and proof. Your resume is your proxy with prospective employers. Make sure to present your best face.
Objective statements
Once a resume standby, have fallen out of use. Stating your objectives on a resume is a triple-fail – it focuses the resume on what you want, rather than how your skills match the job description; it steals precious space for information that should be in the cover letter; and, except in cases where your job record may not match the requirements of the post you’re applying for, it doesn’t tell the recruiter anything they don’t already know. It may be ok to use an objective statement when you’re trying to position your experience in one field as applicable to a new opportunity in a different field, but even that’s a stretch. Avoid the objective statement to avoid the wastebasket.
Overly formatted
Cursive fonts, multiple fonts, elaborate paragraphing, excessive use of bullets, gratuitous boxes and margin rules, graphics and images – especially photographs – stop many recruiters before they’ve read word one. Communicate clearly why you’re the right candidate by including useful information about your skills and experience, and using formatting sparingly. Formatting your resume in such a way that it’s hard to read – or cute – is a mistake.
Too much information - More Information and Complete Glassdoor article
Meghan M. Biro, founder of TalentCulture, is a serial entrepreneur and globally recognized career expert in talent acquisition, creative personal and corporate branding.
Tuesday, June 14, 2011
Warning: This video will make you hate your job more than you already do
By Stephen Chapman
It’s another Monday morning and you’re tired, your weekend was too short, and you probably uttered something close to the following last night: “I can’t believe I have to go back to that hell hole tomorrow.” Don’t you wish you could tell your boss how much the workplace sucks, even if you’re doing something you’re passionate about?
Back in the day, an employee telling their employer that they were unhappy in the workplace would have most likely afforded said employee nothing more than an “oh, I’m sorry; let’s go cry about it, shall we?” These days, it’s fairly well-understood that happier employees are more productive employees, but a vast majority of large corporations have a long way to go in the department of employee happiness.
With that in mind, companies like Google are paving the way to a model work environment with unheard of perks and niceties; thus, making themselves easily one of the most attractive companies to work for. To see what I mean — and to give you a reason to hate your employer about 100-times more than you already do — check out the video below to see just how much Google provides for their employees:
Check out the Video and the rest of the story
It’s another Monday morning and you’re tired, your weekend was too short, and you probably uttered something close to the following last night: “I can’t believe I have to go back to that hell hole tomorrow.” Don’t you wish you could tell your boss how much the workplace sucks, even if you’re doing something you’re passionate about?
Back in the day, an employee telling their employer that they were unhappy in the workplace would have most likely afforded said employee nothing more than an “oh, I’m sorry; let’s go cry about it, shall we?” These days, it’s fairly well-understood that happier employees are more productive employees, but a vast majority of large corporations have a long way to go in the department of employee happiness.
With that in mind, companies like Google are paving the way to a model work environment with unheard of perks and niceties; thus, making themselves easily one of the most attractive companies to work for. To see what I mean — and to give you a reason to hate your employer about 100-times more than you already do — check out the video below to see just how much Google provides for their employees:
Check out the Video and the rest of the story
Monday, June 13, 2011
'They Don't Negotiate': Why Young Women College Graduates Are Still Paid Less Than Men
Casey Ferguson was sitting in her car on Jan. 19 when she finally got the call she'd waited months to receive.
The voice of Jon Newman, the founder of the Hodges Partnership, a strategic communications firm in Richmond, Va., where she had recently interviewed, was on the line.
He was calling to offer her an entry-level position.
Ferguson, a 22-year-old who graduated in December with a bachelor's degree in communications from East Carolina University, began her job search in the summer of 2009, when she worked as a summer intern at Hodges. After the internship was over, she began a protracted courting ritual: Staying in touch with former colleagues through social networks and meeting up with ex-coworkers for lunch or coffee. She even brought homemade cookies by the office on more than one occasion.
But when she heard the word "offer," all of the lessons that had been drilled into her during college career fairs -- namely, that she could and absolutely should negotiate -- went flying out the window.
Even before Newman could finish explaining the full terms, Ferguson interrupted him to say that she accepted.
"After I said 'yes,' my boss immediately started laughing. He told me my first task was to enroll in Negotiating 101," recalls Ferguson.
It wasn't that she didn’t care about the money. The daughter of an elementary school teacher and a South Carolina cable company employee, Ferguson put herself through college by working a series of part-time jobs and taking out student loans, on which she still owes more than $15,000.
"Thinking of all my friends who have graduated and still don't have jobs, why would I get greedy?” she says. "It's just not in my nature to nickel and dime."
Ferguson is hardly alone in her discomfort with playing hardball -- especially among other women, and especially during a recession.
Even during the most robust of economic times, women are less inclined to negotiate. In fact, according to Sara Laschever, co-author of "Women Don't Ask: Negotiation and the Gender Divide," 20 percent of women say they never negotiate at all. And in the current recession, which has made many job seekers feel grateful for any work they can find, even a part-time toehold can feel like a victory.
Based on several interviews with women under the age of 30, nearly all reported feeling almost guilty about asking for more money than was initially being offered.
The problem with this reluctance to ask for more is that women are still paid less than men. And as new research released last month reveals, young women often get the raw end of the deal.
A May study by the John J. Heldrich Center for Workforce Development at Rutgers University polled nearly 600 young men and women that graduated from college between 2006 and 2010. The authors found that young men are not only out-earning young women, they’re doing so by an average of more than $5,000 per year. Male participants reported first year job earnings averaging $33,150, while young women earned about $28,000.
Another report released in May, this one by the National Association of Colleges and Employers, indicated that new female college graduates are earning 17 percent less than their male counterparts.
More Info and Complete Huffington Post Article
The voice of Jon Newman, the founder of the Hodges Partnership, a strategic communications firm in Richmond, Va., where she had recently interviewed, was on the line.
He was calling to offer her an entry-level position.
Ferguson, a 22-year-old who graduated in December with a bachelor's degree in communications from East Carolina University, began her job search in the summer of 2009, when she worked as a summer intern at Hodges. After the internship was over, she began a protracted courting ritual: Staying in touch with former colleagues through social networks and meeting up with ex-coworkers for lunch or coffee. She even brought homemade cookies by the office on more than one occasion.
But when she heard the word "offer," all of the lessons that had been drilled into her during college career fairs -- namely, that she could and absolutely should negotiate -- went flying out the window.
Even before Newman could finish explaining the full terms, Ferguson interrupted him to say that she accepted.
"After I said 'yes,' my boss immediately started laughing. He told me my first task was to enroll in Negotiating 101," recalls Ferguson.
It wasn't that she didn’t care about the money. The daughter of an elementary school teacher and a South Carolina cable company employee, Ferguson put herself through college by working a series of part-time jobs and taking out student loans, on which she still owes more than $15,000.
"Thinking of all my friends who have graduated and still don't have jobs, why would I get greedy?” she says. "It's just not in my nature to nickel and dime."
Ferguson is hardly alone in her discomfort with playing hardball -- especially among other women, and especially during a recession.
Even during the most robust of economic times, women are less inclined to negotiate. In fact, according to Sara Laschever, co-author of "Women Don't Ask: Negotiation and the Gender Divide," 20 percent of women say they never negotiate at all. And in the current recession, which has made many job seekers feel grateful for any work they can find, even a part-time toehold can feel like a victory.
Based on several interviews with women under the age of 30, nearly all reported feeling almost guilty about asking for more money than was initially being offered.
The problem with this reluctance to ask for more is that women are still paid less than men. And as new research released last month reveals, young women often get the raw end of the deal.
A May study by the John J. Heldrich Center for Workforce Development at Rutgers University polled nearly 600 young men and women that graduated from college between 2006 and 2010. The authors found that young men are not only out-earning young women, they’re doing so by an average of more than $5,000 per year. Male participants reported first year job earnings averaging $33,150, while young women earned about $28,000.
Another report released in May, this one by the National Association of Colleges and Employers, indicated that new female college graduates are earning 17 percent less than their male counterparts.
More Info and Complete Huffington Post Article
Friday, June 10, 2011
Career Gold: A Word From Your Sponsor
Forget mentors. If you want to reach top management you'll need sponsors–powerful senior players who will stake their reputation on your behalf. While mentors offer informal advice and coaching, a good sponsor opens the doors of the promotion elevator and pushes a protégé through.
Star performers don't always find and use a sponsor well, however. Men are 46% more likely to have sponsors than women, according to a study released last December by the Center for Work-Life Policy. And some experts blame the scarcity of women and minority men in the highest corporate jobs on their insufficient sponsors.
As a result, at least nine big businesses have recently created sponsorship initiatives. They typically match promising leaders with sponsors or teach them how to earn one. These companies are already pointing to some successes, though it's still too early to tell if they'll be truly effective in moving executives up the ranks.
Not everyone is convinced formal sponsorship programs make sense. "They don't work because you're assigned to somebody," insists Stephen Miles, head of leadership consulting for recruiters Heidrick & Struggles International Inc. "Forcing these things doesn't deliver the right outcome."
Half of 20 women in an American Express & Co. pilot sponsorship program last year subsequently landed promotions or lateral moves, a spokesman says. The financial-services concern launched a formal program dubbed "Pathways to Sponsorship" in January. It involves a separate set of 21 female senior vice presidents worldwide.
At International Business Machines Corp. 45 emerging female technical leaders found executive sponsors through a program begun last summer. Five subsequently accepted posts "that will groom them for promotions,'' a spokeswoman reports.
Pricewaterhouse Coopers LLP, the U.S. arm of the global accounting giant, paired 106 female partners with senior-level "advocates" under a nationwide initiative inaugurated in July 2010. Three of those women soon will take charge of a region for the first time.
PwC intends to create a similar sponsorship push for minority men, says Robert E. Moritz, chief executive. "I have to double down my efforts to get more women and minorities in leadership roles.''
Kathryn S. Kaminsky, an audit partner at PwC, obtained a more important role last January–with help from her advocate Mark J. Casella, a managing partner. PwC matched them in late 2007 through a prior program for New York-area female partners. They got to know each other through a series of formal and informal meetings.
Mr. Casella says he didn't know Ms. Kaminsky personally, but agreed to become her advocate at the request of a trusted senior colleague who praised her abilities. "There needs to be some trusted relationships that are being leveraged" in order for a formal program to succeed, he adds
Mr. Casella says he pushed to get Ms. Kaminsky an important "stretch" assignment last year. She spent about 11 weeks seated alongside the finance chief of an asset-management business, advising her about its imminent spinout from a multinational parent.
The asset-management unit had considered switching auditors. "Through Kathryn's efforts, we were able to win this work,'' Mr. Casella recalls. He endorsed her candidacy to become a market team leader. She now manages 110 staffers in that role.
Read The Rest Of The WSJ Article
Star performers don't always find and use a sponsor well, however. Men are 46% more likely to have sponsors than women, according to a study released last December by the Center for Work-Life Policy. And some experts blame the scarcity of women and minority men in the highest corporate jobs on their insufficient sponsors.
As a result, at least nine big businesses have recently created sponsorship initiatives. They typically match promising leaders with sponsors or teach them how to earn one. These companies are already pointing to some successes, though it's still too early to tell if they'll be truly effective in moving executives up the ranks.
Not everyone is convinced formal sponsorship programs make sense. "They don't work because you're assigned to somebody," insists Stephen Miles, head of leadership consulting for recruiters Heidrick & Struggles International Inc. "Forcing these things doesn't deliver the right outcome."
Half of 20 women in an American Express & Co. pilot sponsorship program last year subsequently landed promotions or lateral moves, a spokesman says. The financial-services concern launched a formal program dubbed "Pathways to Sponsorship" in January. It involves a separate set of 21 female senior vice presidents worldwide.
At International Business Machines Corp. 45 emerging female technical leaders found executive sponsors through a program begun last summer. Five subsequently accepted posts "that will groom them for promotions,'' a spokeswoman reports.
Pricewaterhouse Coopers LLP, the U.S. arm of the global accounting giant, paired 106 female partners with senior-level "advocates" under a nationwide initiative inaugurated in July 2010. Three of those women soon will take charge of a region for the first time.
PwC intends to create a similar sponsorship push for minority men, says Robert E. Moritz, chief executive. "I have to double down my efforts to get more women and minorities in leadership roles.''
Kathryn S. Kaminsky, an audit partner at PwC, obtained a more important role last January–with help from her advocate Mark J. Casella, a managing partner. PwC matched them in late 2007 through a prior program for New York-area female partners. They got to know each other through a series of formal and informal meetings.
Mr. Casella says he didn't know Ms. Kaminsky personally, but agreed to become her advocate at the request of a trusted senior colleague who praised her abilities. "There needs to be some trusted relationships that are being leveraged" in order for a formal program to succeed, he adds
Mr. Casella says he pushed to get Ms. Kaminsky an important "stretch" assignment last year. She spent about 11 weeks seated alongside the finance chief of an asset-management business, advising her about its imminent spinout from a multinational parent.
The asset-management unit had considered switching auditors. "Through Kathryn's efforts, we were able to win this work,'' Mr. Casella recalls. He endorsed her candidacy to become a market team leader. She now manages 110 staffers in that role.
Read The Rest Of The WSJ Article
Subscribe to:
Posts (Atom)