The Exclusive Career Coach

Today, we’re talking about how to increase your chance of choosing an employer who is a good fit for you. I’m dividing this discussion into two parts: How to determine what qualities or characteristics are most important to you and what you can do to assess an employer. What are you looking for? There are no right or wrong answers here – what IS important is that you separate out your “non-negotiables” from your “gee – wouldn’t it be nice’s.” What am I talking about? When I was applying for positions all over the U.S. back in 1999, I had spent the previous decade working in a literal fallout shelter. We were in the bottom level of the student union in a cement block structure with no windows. So – one of my “gee – wouldn’t it be nice” things was an office with windows. In other words, not essential, like ice cream for an ice cream sundae. More like the whipped cream or the cherry. What WAS a non-negotiable was campus support for the Career Center. I had worked too long with very little budget and practically no staff – coupled with a campus environment that didn’t appreciate or utilize the career center. Here are some things that might be important to you: -A particular industry -A product or service you like, have utilized, respect -A certain aspect in their mission statement/vision statement -Whether it is a for-profit or nonprofit organization -Revenues -Number of employees -Some aspect of the organization’s culture -Geographic location of the company/where you would work -Commute distance -If hybrid, the % of each -Amount of travel required -The company’s reputation -The company’s position in their industry -The company’s phase – startup, etc. -A certain quality of your direct supervisor -The number – and possibly level – of the people you would supervise -Your budget and staffing relative to what you are expected to accomplish -Salary / bonus potential -Benefits -PTO -The expectation for the actual workday/work week – what about weekends, evenings, etc.? How many hours every week? -4-day workweek -Opportunity for advancement -Access/opportunity for training and professional development This is not intended to be an exhaustive list. Next, identify no more than 4-5 non-negotiables. You may even want to weigh them if one or two are far more important to you than the others. The idea here is to avoid “shiny object syndrome.” You are swayed by things that aren’t on your list while forgetting about one or more of your non-negotiables. How do you assess these things? The answer, of course, depends on WHICH things you’ve selected as your non-negotiables. To research something qualitative about the company, you can’t depend on the company’s website. Rather, try Glassdoor.com, news releases about the company, and talking to current/former employees. To research something quantitative about the company, I recommend accessing Data Axle at your local library, Wikipedia, or the company’s website. If they are publicly traded, you can get information from Standard & Poor’s, Dun & Bradstreet, and the EDGAR database from sec.gov. Some of the information most important to you may not be available until you apply for a specific position (such as a quality in your direct supervisor) but knowing that it is a non-negotiable keeps it on your radar screen as you go through the interview process. Next, let’s talk about touchpoints throughout the hiring process where you can gather the information you need. -Pay attention to how you are treated, and the attitude of those you come in contact with, throughout the process. Are they upbeat and friendly? Do you receive prompt responses to your questions/requests? Do they stay in regular contact and keep you apprised of what’s going on with the search? -How are your interactions with the team you would be working with? Do they include you or are they standoffish – and how does...

Gaps in employment. I want to start with the big picture, then drill down to some specifics. If it was several years ago, or more recently for only a few months, it probably isn’t the problem you think it is. You can eliminate or minimize the appearance of an employment gap on your resume and LinkedIn, but you can’t do this on an application. You CAN cover the employment gap with consulting work or other self-employment – but only if it is legitimate. Be prepared to answer questions about how you spent that gap and what you learned during that time. On Your Resume I had a client who took an intentional sabbatical to travel the world – and she had measurable achievements from her travels. We included that on her resume. I’ve got a client right now who spent 1 year building an Amazon business. This wasn’t on-brand for him — but does show his entrepreneurial spirit and ability to build a business from the ground up by himself. We included this on his resume. Other clients have left their employer months before their actual end date due to accrued PTO or other reasons – we use the latest end date on the resume and LI profile. After all, they are still an employee of that company all that time, even though they no long show up every day. You can take months of employment off your resume, but keep in mind that you will need to include them when you upload your resume to an ATS. I’ve started including months of employment on all resumes so my clients don’t have to have a separate “dates of employment” document they must refer to. Sometimes, a gap in employment makes for a natural cut-off with older jobs. Why include a position from 17 years ago when it will show a two-year gap while you were having children? Clients often ask me about consulting work or other gap entrepreneurial ventures – my question to them is, did you do something that was substantive during that time? I don’t ask them about whether they were paid or not, because that’s not what is important. LinkedIn LinkedIn has a feature where you can “add a career break” as if you were adding a new job. If you choose to use this feature, it’s important that you provide some narrative – what did you do? Learn? Experience? How did you grow? If appropriate, why did you have a career break, e.g. was it intentional or were you part of a layoff that affected 75% of your company’s workforce? I personally wouldn’t use this feature if I was simply job searching, although there may be situations where this makes sense. In the Interview Here are some ways to address your gap in employment: -In your answer to the “tell me about yourself” question: You may choose to include something like this: “As you can see from my resume, I took an intentional sabbatical for six months last year to fulfill a lifelong goal of writing a book. It’s called BLANK and was published in February of this year by PUBLISHING COMPANY. “ “In 2020, I was part of a massive layoff at ABC that affected more than half the total workforce. Rather than immediately attempting to find my next role, I opted to lean on my savings so I could improve my physical health after working 100-hour weeks for months at a time as we were trying to save the company. I did SOME SPECIFICS, and I’m proud to say I improved my health based on all available metrics.” -If you are directly asked about a gap in employment, be prepared with an answer similar to the one above. Here are some things to consider as you prepare your answer: -Don’t sound defensive -Don’t embellish -No need to tell them you weren’t paid for consulting work unless they ask -Be sure to tell them how the experience helped you grow professionally or personally When it becomes a problem As the saying goes, “Once is an accident, twice is a coincidence, three times is a pattern.” If you’ve had multiple gaps in employment, I strongly recommend working with someone like me on a) how to position...

SO…you’ve landed a new position at a new company. How can you make your transition as smooth as possible? Here are 15 strategies: Exit Gracefully You don’t want your reputation to be tarnished in the final weeks with your old employer. Finish up any projects you need to, create whatever you need to help your successor in the role, say your goodbyes, and leave gracefully. Announce on Social Media Be cognizant of your previous and new employer when you decide the best timing to announce your new job on LinkedIn and elsewhere. Be kind and gracious to your former employer NO MATTER WHAT, and express your excitement about your new position. Nothing even remotely negative is appropriate here. Take Care of Business You may have paperwork to fill out for your new employer, questions you need answers to, and logistical information around start date and location. Do Your Homework Learn as much as you can about the company and its culture, the department you’ll be working in, the people you’ll be working with, and the role you’ll be stepping into. Review the company’s website, LI profiles of key individuals, and any materials the company has provided you. Get Clear on Expectations Meet 1:1 with your manager so you can get on the same page as to expectations for your role, goals, responsibilities, and performance metrics. You should have access to your manager for frequent meetings during your first 90 days or so to ensure you’re staying on track. Build Relationships Be intentional about getting to know your coworkers and others within the organization. If there are company events, by all means attend and get to know people. (It would be a good idea to find a mentor who can help you navigate so-called “optional” social events…are they REALLY optional?) Limit “This is How We Did it…” You have a grace period of no more than a month to use the phrase “At my old company, we did it this way..” or any of its cousins. You can still introduce new ways of doing things – just don’t attribute your ideas to your previous employer. Listen and Learn Even if you are highly experienced in your role, you’ll have much to learn in THIS role. Listen and observe, paying close attention to how things are done. Ask lots of questions and seek guidance from experienced colleagues. Keep Lines of Communication Open Update your manager and team members on your progress, as for feedback, and seek clarification when needed. This is particularly important if you are working remotely. Seek Feedback Actively solicit feedback from your supervisor and colleagues to help you identify areas for improvement. Don’t wait for formal performance reviews to seek feedback. Be Kind to Yourself During this introductory period, you’ll be learning a lot of new information – and likely making a few mistakes or missteps. Don’t beat yourself up – understand that mistakes are bound to happen in a new role and show yourself some grace and kindness. Manage Your Time As you adjust to your new role, be sure to prioritize tasks, set realistic deadlines, and establish a work routine that works for you. Stay Positive and Flexible Maintain a positive attitude and stay flexible as you navigate the challenges of your new role. Approach each day with a willingness to learn and grow. Seek Support There are resources to help you succeed no matter what your role is or what challenge you are facing. Reach out to your manager, HR, or a mentor within the organization for help. Take Care of Yourself It is really important to prioritize self-care during this transition period. Get plenty of rest, eat healthy, exercise regularly, and make time for activities that help you relax and recharge. Don’t forget your friends and family during this time period – remember, this is a marathon, not a sprint. Act accordingly. If you are a high-achieving professional with the goal of landing in the C-suite, the Highly Promotable coaching program may be just...

I want to talk with you today about what SHOULD and SHOULDN’T be on your resume in 2024. Like many of the topics I bring to the podcast, this one comes from resumes I’ve seen lately with very old-school information. What Should Be Included -Branding statement & Summary (which I covered in episode #314 last week). -Professional Experience section, written in reverse chronological order and going back 15-20 years. -You can include internships in this section if you are a recent college graduate, but will generally be removed once you have full-time, post-graduate experience. -Remember: a 2-3-line paragraph for your job duties, followed by up to six bulleted achievements that each start with an action verb and lead with results. -Education section, also written in reverse chronological order but generally without dates -GPA is good for recent college graduates but should be removed as your college education gets further in your past. -Include relevant coursework only if you are a recent graduate. -Certifications and Credentials that are relevant and current (non-relevant certifications can confuse the reader as to your true career goal). They should be spelled out and abbreviated, preferably with the granting body listed. -Volunteer experience, provided it is recent or current and relevant, without any controversial element to it. -Foreign languages, with your level of proficiency in each – where this should go will depend on how important it is to your candidacy. Let’s Talk About the Order of These Sections Think of this as an inverted pyramid – the most important, relevant, and weighty information goes first. -Branding and Summary always goes at the top above the fold. -For experienced candidates, Experience will be next. If you are right out of college, you may think your Education carries more weight – and it might. -From there, it’s your decision as to whether your Education, Credentials, and Volunteer Experience is more important for your candidacy – and this may change depending on the requirements of the job you are applying for. What Should NOT Be Included -An objective, which tells the reader what YOU want rather than what you can do for them. -“References provided upon request” or the actual reference list. -Hobbies, unless they are DIRECTLY related. -A picture. -Other personal information, such as marital status or children info. -You have the option of leaving off any position on your resume, so long as you include that position on a job application. You may leave yourself with a gap in employment, so weigh that against your reason for not wanting to include the position. Especially if it was very short-term, the gap in employment may hardly be noticeable. A Note About a Separate Skills Section Applicant tracking systems (ATS) score resumes higher when skills are integrated into positions where you demonstrated that skill. While you can have a Skills section – I sometimes find this necessary – you can also try to incorporate as many of them as possible into your Experience section. Are you in the wrong job that chips away at you every day? The document and coaching programs offered by Exclusive Career Coaching will help you find a job that uses your zone of genius, recognizes your value, and pays you what you’re worth. If you’re ready to take your job search to the next level by working with a highly experienced professional with a track record of client success, schedule a complimentary consult to learn more: https://calendly.com/lesaedwards/zoom-meetings2

I want to talk with you today about how to approach your resume summary. I will also be talking a lot about personal branding in this section. If you are new to this concept, the resume summary goes “above the fold” on page 1 of your resume – after your name and contact information, before your Experience section. Here’s what DOESN’T go in this space: an old-school objective, which tells a prospective employer what YOU want, rather than how you are uniquely qualified to provide them with what THEY need. An objective sounds something like this: High-achieving communications professional seeking a mid-level position in public relations that utilizes skills in BLANK, BLANK, and BLANK. I hate to break it to you, but a prospective employer does not care what YOU want. Rather, this space should be utilized to lay out your brand differentiators – what you bring to the table that no other candidate likely will. These brand differentiators are then followed by concrete examples that support your brand. I see two primary problems with the resumes I look at that aren’t written by me: Either there is no branding at all, or the attempt at branding merely tells the reader that the candidate has the minimum qualifications expected of everyone they would even consider for the role. If there is no summary or branding, the job seeker hasn’t set the stage for what is to follow in the Experience section – there’s no context for what the prospective employer is reading. If the attempt isn’t differentiating, the job seeker has wasted valuable space above the fold when they could have provided compelling evidence that the employer MUST continue reading. How do you know if your branding is differentiating? By looking at what you have with an objective eye. As you read each component, are you merely stating what EVERY candidate should have – or what is unique to you? The mistake many people make in attempting to brand themselves is to try to appeal to everyone – this is not the purpose. Rather, an effective branding statement will have an immediate polarizing effect – a prospective employer will either know this is not the person for them - or they will be highly interested in speaking with this candidate. Three Great Examples Remember: The goal here is differentiating and attention-grabbing. Here are three examples from my clients: Transformational Leader, Creative Operations Change Management | Integrated Team Leadership | Content Champion Bringing best practices in content creation and creative production from a wide range of B2B, B2C, and D2C experience spanning financial services, food & beverage, CPG, retail, luxury automotive, OTC pharma, and online media. Global leadership experience includes onshore and offshore teams spanning U.S., Canada, China, and Italy. This is then followed by: Leadership Highlights: ¨ Increased production capacity by as much as 52% ¨ Generated savings by as much as 50% on contracts ¨ Reduced expenses by as much as 49% Proven Record of Success in: ¨ Restructuring creative departments and workflows, achieving greater productivity and efficiency ¨ Negotiating contracts and developing vendor relationships that slash costs and minimize financial, operational, and legal risk ¨ Optimizing in-house utilization and external resources by creating transparency around demand From 2021: Chief Human Resource Officer Delivering an executive presence, coupled with a data-driven decision process and willingness to engage in tough conversations Senior HR professional with an exceptional record of improving employee engagement and retention in the high-turnover field of healthcare through a combination of building strategic relationships, gathering data directly from front-line workers, and restructuring hiring, on-boarding, and compensation processes. Representative Achievements: » Transformed perception of HR into a true business partner in...

Over the years, a number of people have reached out to me with concerns about their resume – in some cases, resumes I wrote for them. They went to a website that offered a free resume critique and got back harsh criticism that worried them. Here’s what’s going on: Larger, so-called “resume mills” have software they run your resume through. That software is set up for the express purpose of telling you things are terribly wrong with your resume, after which they do a hard sell to get you to buy a resume package from them. I promise you, I could send my own resume to them and they would give it a terrible score – their system is set up to make sure everyone does. They hook you in with the “free” part – after all, what’s the harm in having them take a look at your resume at no cost? There’s plenty of harm, as it turns out. A second scenario you will find is where an actual human looks at and evaluates your resume. The most common setup for this scenario is a charge for the resume critique, which can then be applied to the purchase of a resume package should you choose to move forward with that company. In this scenario, your question SHOULD be: Who’s doing this critique? What are his/her qualifications/credentials? And would this person also be the one writing a resume for me should I purchase a package? A third and final scenario is how I have my business structured: I take a cursory look at your resume prior to your consult with me (no charge), and let you know during the consult 3-4 issues I see with your existing resume. And here’s the thing: The issues I find are almost always the same, which I’m going to cover next. In other words, you may not need to spend money on a resume critique, or subject yourself to a “free” review that ends up with a hard sell. You know whether your resume is pretty good…really great…terrible, don’t you? Either because it’s not getting the job done – interviews – or because someone who knows has told you (such as a recruiter or hiring manager). If you want to have a professional rewrite your resume, choose wisely. Obviously, I want you to come to me – the link to my calendar to schedule a complimentary consult is in the show notes. If you want some guidelines around what to look for and what questions to ask, pick up a copy of my “How to Assess Resume Writers,” Here’s the link: https://bit.ly/assessresumewriter So, what are those common problems I see with virtually every resume I am asked to take a look at? Branding: Either there is no attempt to position you as a unique product employers will be excited to purchase, or the attempt at branding is non-differentiating. In other words, what you’ve told the employer in your branding statement is essentially a list of the minimum qualifications EVERY candidate should have to even apply for the role. Death By Bullets: You’ve created a laundry list of job duties, each of which is bulleted, rather than a 2-3-line paragraph that succinctly tells a prospective employer what you did in each job. Achievements: I see one of two scenarios here. Either there isn’t an achievement anywhere in sight, or there are weakly written achievements mixed in with death-by-bullets job duties that dilute the impact of those achievements. ATS Repellent: Many resumes I see are incapable of getting the applicant a high enough score to be seen, or seriously considered, by the humans. Specific issues might include: -Using headings that are non-traditional -Submitting as a pdf -Not customizing for each application -Columns, charts, and graphs that can’t be read by the ATS -Stacking jobs You guys like it when I bottom-line things for you, so here it is: -If you know you need a new resume, find the most-qualified resume writer you can afford – expect it to cost about 1% of your anticipated annual salary for the resume alone. -If you really don’t know whether your resume is any good, it’s a safe bet it...

Today’s topic is how to become a thought leader on LinkedIn. This is something I work with many of my mid- and upper-level clients on and I wanted to share some of that work with you in this episode. Let’s start with the obvious: If you want to become a thought leader on LinkedIn, you need a complete, professional, and optimized profile. If this is something you want help with, reach out for a consult and I can give you the specifics of what I can do for you and the associated investment. Why do I want to become a thought leader on LinkedIn? If you want to become a thought leader, LI is the place to do it. There are numerous reasons to make this a goal, including: -Increased visibility for your personal brand -To move up within your current organization -To increase awareness for potential employers -Increased visibility for your company and/or industry -Increased visibility for your profession -To showcase your side business What should I be doing? Let’s start with some basics. These are the things I do every time I sit down at my computer for LI: -Respond to your messages -Respond to connection requests -Begin cultivating relationships with those you’ve already connected with -Engage with posts/birthdays/anniversaries/new jobs in the Notifications section (5-word minimum) Now that we’ve covered the bare minimum, let’s take things to the next level: -Original content (think of LI as your blog) -Sharing others’ content, with a question that will elicit engagement -Content in the Featured section of your profile – these can be videos, posts, newsletters, articles, links) -Join groups appropriate for your job function and/or industry and participate -If you are also trying to grow your audience, set a weekly goal for how many connection requests you will send out and who you want to connect with. Then CULTIVATE – don’t try to sell right away. -Once you begin contributing, you may be asked to be a contributor to collaborative articles on LinkedIn. A lot of people have found me through these contributions. Here’s how it happens: “LinkedIn identifies members who are likely to be experts in a certain topic based on their work experience, skills proficiency, and prior engagement on the platform. They must also meet high trust and quality standards by adhering to LinkedIn’s User Agreement and Professional Community Policies, and their contributions must remain relevant, original, and additive.” How much time will this take? The biggest pushback I get from clients is “this will take too much time.” I’m going to break this down into bite-sized chunks, all of which can be managed much like a buffet – take what you want and leave the rest. It’s not all-or-nothing here. -Make this a priority, or it won’t happen -Calendar in time, along with the specific deliverables you want to achieve -I spend 15 minutes, twice a week, on the basics: -Messages -Requests -Initial greetings -Notifications -It was recently recommended to me that I might try spending 1 hour a day commenting on posts – this would be on LI as well as my other platforms. I don’t have that much time, but I plan to expand what I’m currently doing now. -Original content will take additional time, of course – but you may have “recyclable” content you can use, at least to start with. Is there an article you’ve written that could be broken up into several posts? -You’ll need some artwork to help attract eyes to your posts. If you haven’t learned Canva yet, I recommend either doing so or soliciting help from someone who knows how to use it. You may be able to create a template for your posts that would then require a minimum of changes each time you use it – this would also help with branding. -If you want more eyes on your thought leadership, you may also want to add to your connections/followers. My goal is 50 new connections per week – people who are in jobs and at the seniority level of...

Here’s the scenario: You’ve been promoted in your current unit. You are now managing people who used to be your peers – at least one of whom may have also applied for the promotion. How do you transition from a colleague to a manager? This can happen as you move from an individual contributor to a first-time manager, or from a manager to a director or senior manager. You could also become a VP and start managing your former director colleagues. In short, this scenario can happen at any level. As I researched this topic, many of the resources I looked at gave rather generic advice – in other words, here are the things any manager should do in a new role. I wanted to give you advice specific to leading those you used to work alongside, so here are my nine suggestions. I used mindtools.com and mondostaffing.com to help me with this episode. Let’s start off with why it is important to start this new role off on the right foot. You want to avoid, as much as possible, negative feelings (“why did SHE get the role and not me?” or “HE didn’t deserve this promotion as much as XXX did”) You want to maintain what has, hopefully, been a positive professional relationship and earn their trust and respect. You may not immediately be afforded trust and respect – it’s yours to EARN. #1. Be humble. This can work both ways – you can choose to brag about the promotion or you can choose to beat yourself up when you make a rookie mistake. Neither of these approaches will serve you. Acknowledge the promotion when someone else brings it up, but don’t boast. Also, recognize that you WILL make mistakes – and that those mistakes are a necessary ingredient in your success. Unfortunately, some people may revel in your mistakes – even sabotage you. Address these situations appropriately as soon as possible – they are workplace cancers. #2. Acknowledge the shift – and the awkwardness. It’s up to you to acknowledge the change between yourself and your former peers – bring it out in the open and acknowledge that it may feel awkward at first. Your professional relationships WILL change now – pretending anything else won’t serve you or your team. Bring the shift out into the open and allow time for the transition. #3. Be transparent. Setting clear expectations for each team member, and for the team as a whole, is important. Lay out your goals and the changes you want to implement and be open to hearing their feedback. #4. Set clear boundaries. Friendships previously formed may need to change. After-hours activities may no longer include you. You’ll need to set clear boundaries and recognize that your team may need to do the same. #5. Don’t pick favorites. It can be tempting to show favoritism towards a team member who was your friend. Remember: Now you are making decisions based on what is best for the team and your unit – not who you like the most. Your goal should be to make sure everyone is treated fairly, regardless of their relationships with you prior to the promotion. #6. Recognize the change in dynamic. If you previously vented work frustrations or joked about company or department policies with your peers, you now want to set a professional tone with your team. You’ll be under more scrutiny as a manager and you don’t want to get a reputation as not being a loyal member of management. Lead by example – with a high level of integrity. #7. Set clear expectations. One of your primary goals as a manager is to ensure your team members know what is expected of them and they have the tools to be successful. Make sure you set clear expectations around what is and isn’t acceptable in terms of work quality, adhering to deadlines, and other important issues. And piggy-backing on #4 – Don’t Pick Favorites – make sure the expectations you set apply equally to everyone, as do the consequences of not meeting those expectations. #8. Schedule regular 1:1s. Regular 1:1s with each member...

I want to start by being clear: This is a topic I’ve covered before. I’m covering it again because, based on the resumes that come to me for consults, ya’ll haven’t gotten the message yet. In addition to touching on this topic in several episodes, I specifically covered job duties and achievements in episode #174. I’m going to expand on the content from that episode in this one. What I see Let’s start with what I see on almost every resume that comes my way: either there isn’t an achievement in sight, or the few achievements that are there are mixed in with bulleted job duties – and they are poorly written. This creates what we resume writers call “death by bullets.” A looooong laundry list of job duties and maybe a few achievements that don’t impress the reader and causes them to lose interest fast. Job duties are important, because this is your opportunity to tell the reader what you did on a day-to-day basis. This is particularly helpful when you have had job duties outside what someone with that job title would normally have. Job duties tell the employer WHAT you did. There is an assumption that everyone with XXX job title does approximately the same thing on a daily basis. Achievements, on the other hand, tell an employer HOW WELL you did your job. This is your opportunity to show how much money you made or saved, how you improved efficiency, increased retention…whatever is appropriate for your job function. Think of it this way. If you were a Nike athletic shoe, your job description might read: Made of rubber. Come in a variety of color combinations. Includes shoelaces and an insert. Can be spot-washed by hand. Can be worn for athletic or casual wear – by men and women. Here are your achievement bullets: Now, let’s break down the specifics of job descriptions and achievements. Job descriptions This should be a 2-to-3-line paragraph of the daily job duties you performed – either most frequently, those that are most applicable to the specific position you are applying for, or those not normally performed by someone with your job function (but only if you want to continue to perform those duties). There’s no room for fluffy words or extra verbiage in this paragraph. Stick with the most important, most relevant, and/or most differentiating tasks. Here’s an example: Aligned marketing plans and GTM tactics to drive audience awareness and growth for $12M international entertainment product. Drove branding, design, website, video production, customer journey, social media, billboards, subway ads, taxi tops, paid ads, customer experience improvements, celebrity and influencer partnerships, and content creation. Here’s another example: Drove all management and operational components including reporting functions, scheduling, hiring, onboarding, training, policies / procedures, compliance, and strategic planning. Collaborated with marketing director to promote and grow all offices. Managed P&L including net profitability, net revenue per visit, and net cost per visit. Note that these are paragraphs – not bullets. Bullets should be reserved for achievements ONLY. Achievements Your achievements are what market you on your resume. When you mix your job duties with your achievements, you dilute the effectiveness of your achievements. Ideally, you will have progressively more achievements with more recent jobs. At most, 5 achievements per role. What makes an achievement impactful? -Is specific -Starts with an action verb (parallel structure) -Leads with results -Leaves the reader wanting more (2 lines max) Example #1: Instead of Grew customer base This high-impact achievement bullet: Catapulted customer base 400% and revenue 700% by launching a comprehensive social media campaign. Example #2: Instead of Managed new-hire in-processing This high-impact achievement bullet: Processed 140 new employees in just 30 days including all paperwork,...

As most of you know, the first 90 days in a new job are critical for your long-term success – not only in that role, but for your future with the organization. Today, I want to give you key steps you can take in those first 90 days to set yourself up for success. Let’s start with an Individual Contributor role. A primary focus from week 1 should be getting clear success metrics and priorities from your boss. This typically goes beyond the job description, although that’s a good starting point if you don’t already have one. If your boss doesn’t have success metrics and priorities prepared for you and can’t / won’t communicate them verbally, write your own and get your boss to sign off on them. Another focus in the first 90 days is learning how your department works and interacts with other departments within the organization. How does work flow? Who does what? How does the work your department generates fit into the larger organization? As part of this process, learn how to communicate with others in your department, especially your boss. Get a good understanding of the culture of your department and of the larger organization. Remember: there’s what is in writing and there’s what is actually happening – learn when people come to work and leave, how lunches and breaks work, and other day-to-day practicalities. Your boss or a mentor within your department should be able to direct you to key stakeholders and peers outside your department that you need to get to know. Schedule 1:1s with them to introduce yourself and learn how you can work together most effectively. Key words for this level: ALIGNMENT, ORIENTATION, COMMUNICATION For a New Manager. As with an Individual Contributor, it is important that you get a clear understanding of what you will be responsible for delivering and how your success will be measured. Get this in writing. Schedule 1:1s with your direct reports and get to know their strengths, growth areas, communication and work styles, how they like to be rewarded, how best to deliver feedback, and their professional goals. This is THE major shift for you from an Individual Contributor role – the adjustment that the work you produce will now largely be through others. Their development is of paramount importance. Learning about leadership is another critical component – read and learn about different leadership styles and determine what will work best for you. Remember to be authentically you as you adapt to this new role – if you try to be someone you aren’t, you will not be successful in the long run. Develop your plan for the year and get alignment from your boss as to priorities, goals, and measures of success. Key words for this level: ALIGNMENT, MANAGEMENT, LEADERSHIP As a new Director or Senior Manager. Once again, step one should be alignment of success measures and KPIs with your VP. Make sure you understand how these fit into your VP’s broader goals. A key difference at this level is that your direct reports may also have direct reports. If they don’t, it is likely that one of your key goals is to mentor and coach them to become managers. Meet with your direct reports about goals, working styles, and key cultural norms for your area and make sure there is alignment with what they are saying and doing with their direct reports. Establish clear expectations and make sure they are doing the same. You will be meeting regularly with others across the organization, so quickly begin to set up those meetings and establish those relationships. You will be expected to regularly evaluate what is and isn’t working in your area, so make sure you are seeing and hearing what is going on. Get on top of issues quickly before they have a chance to fester and become cancerous. You’ll likely be expected to create a long-term plan – possibly a 1-3-5-year plan. Create this, get insight and buy-in from your VP, and disseminate this information to your team and other...

First, a confession: When I started seeing articles and comments about “dry promotions,” I didn’t know what that was. In case some of you are in that same boat, here’s a definition: “A promotion without a salary increase.” As American businesses seek innovative ways to cut costs in a tightening economy, employers may be enticed to promote employees but withhold a salary increase. There are two primary benefits to an employee who accepts a dry promotion: 1. An opportunity to gain new skills and take on new challenges. 2. Added recognition and appreciation. (Most people in the organization won’t know that you didn’t get a raise.) What about the benefits to employers? 1. They can advance their goals for succession planning and professional development without a hit to their wallet. 2. Dry promotions can improve employee engagement. What about the downsides to a dry promotion? 1. For an employee, the downside is pretty obvious – you are doing more work – and work with more consequence – with no additional pay. 2. A dry promotion could work against you if you look for work elsewhere – the future employer may have concerns about the disparity between your job title and your compensation. 3. Conversely, an employer may find that it has positioned the dry employee for a new job at a new organization, with commensurate pay. 4. An employer with a dry promotion practice may find a decrease in overall productivity, since extra effort is not rewarded. 5. An employer may find they aren’t attracting the best talent. What options do you, as an employee, have for negotiating a dry promotion? 1. Get in writing that a raise will happen – or at least be discussed – at a specific later date, possibly with some retroactive pay. 2. Ask for an increase in variable compensation, such as bonus targets. 3. Ask for an increase in other fringe benefits like PTO or flexibility. Are you in the wrong job that chips away at you every day? The document and coaching programs offered by Exclusive Career Coaching will help you find a job that uses your zone of genius, recognizes your value, and pays you what you’re worth. If you’re ready to take your job search to the next level by working with a highly experienced professional with a track record of client success, schedule a complimentary consult to learn more: https://calendly.com/lesaedwards/zoom-meetings2

Today, we’re talking about how to develop your elevator pitch. This is your 15-to-30 second “commercial” about yourself, which you will need for use in a variety of settings, including: -Introducing yourself at a networking meeting -Selling yourself to a potential employer -Selling yourself, your company, or your product/service to a potential customer If you’re not familiar with the concept, the idea is that you could say your elevator pitch while going from one floor to the next on an elevator. Elevator pitches come in a variety of shapes and sizes, depending on how you’re using them. I gave some excellent examples of elevator pitches in episode #209; I’ve included a link to that episode in the show notes. https://exclusivecareercoaching.com/posts/2022-01-13-209-developing-your-elevator-pitch First, I want to give you some big picture do’s and don’ts for elevator pitches, then we’ll drill down to specific frameworks. -Keep it short and succinct -Don’t be predictable -Leave them wanting more -Engage them with a question Now, let’s build a few elevator pitches for different situations. Situation #1: Networking for Your Next Job You’re at a networking event, where you want to meet several people. You want to keep it short – remember, in most cases, these people aren’t in a position to actually hire you, but rather connect you with others who are. “Hi, my name is Sue Smith, and I help mid-tier healthcare organizations optimize technology so they can increase profitability and streamline processes. Most recently, I did this as Director of IT at Zulu Healthcare System – and now I’m looking for my next role with an organization that wants to make sure they are making the most of their tech spend and are fully utilizing what they already have.” (23 seconds) Situation #2: Introducing Yourself to a Potential Employer Now, you are in front of someone who IS in a position to hire you – say, at a chance meeting. You’ve found yourself in line for coffee with the CIO of ABC Hospital, one of your target employers. “Hi, my name is Sue Smith, and I’m the former IT Director at Zulu Healthcare System. I’ve been speaking with Joe Jones in your IT department because ABC Hospital is one of my dream employers. One of my greatest strengths is making sure my employer is maximizing the impact of their tech spend – they are only buying what they really need and they are fully utilizing what they buy. I would love the opportunity to sit down with you and describe some of the results I’ve gotten for my previous employers – would this be possible?” (30 seconds) Situation #3: You’ve Just Randomly Met Someone Here’s the deal with this situation: You aren’t in “networking mode,” but at the same time you don’t want to pass up an opportunity, because…you never know. Let’s say you are randomly chatting with someone a friend has introduced you to at a house party. Keep in mind that this elevator pitch might occur after you’ve been on the elevator for a few floors – it would likely come across as too aggressive if you started right in. “My name is Sue Smith, and until recently, I was the IT Director at Zulu Healthcare System. I’m looking for my next role in healthcare IT, so if you know of anyone in a leadership role in healthcare in Tallahassee, I would love an introduction!” Note that I didn’t get into the weeds with my qualifications or brand attributes – there is no need to. Situation #4: You are at a Networking Event, and Your Goal is to Sell Your Product or Service. Let’s say this is a Chamber of Commerce networking event, and you are looking for people who are unhappy with their current cleaning service – and are in a position to influence a change in this regard at their organization. “Hi, my name is Jack Graham, and I am the Sales Director for Service Excellence Cleaning. How satisfied are you with your current cleaning service?” “We are relatively satisfied, I guess....

Last week, I focused on Verbal Communication Skills to Enhance Promotability; today I’m covering Written Communication Skills. Once again, I want to start with an assessment – these are great questions to ask yourself. From there, I recommend you pick the area that you felt the least confident about and set a 90-day goal for improvement. 1. How well can I anticipate and predict possible causes for written confusion and miscommunication, and how good am I at dealing with them upfront? 2. How often do recipients fully understand my messages, emails, or other documents? Do I give enough information and detail? 3. Can I use communication platforms such as email to quickly and efficiently communicate complex issues? 4. Do people often misunderstand my messages? Am I often surprised that they don’t understand what I have written? Let’s review the four steps to the communication process as they apply to written communication: -The words you write (correct word usage, punctuation, context) -What you meant by those words (which is more challenging without visual cues – remember that only 7% of communication is the actual words you use) -The words the receiver reads (the reader’s facility with the language, eyesight, communication device i.e. phone, tablet) -What the receiver makes those words mean (experience, cultural differences, their thoughts about you/the subject matter) There are four types of written communication: -Informational – You are conveying information to someone who needs to know that information. No response is required, except perhaps acknowledgment of receipt or any questions. -Instructional – You are educating someone on something they need to know. Again - no response is required, except perhaps acknowledgment of receipt or any questions. -Transactional – You are conveying something to someone else, with the expectation of a response. The mistake many people make with this type of communication is not clearly conveying that a response is expected and the nature of that response. -Persuasive – You are communicating the benefits of a product, service, person, or idea to elicit a specific response, such as buying the product or service or voting for the candidate. This type of communication requires a clear call to action. Next, let’s dig into specific written communication issues you may have and ways to improve. 1. If you struggle with grammar, spelling, and punctuation: -You may want to take a short course to help you with this. -Read a lot – it doesn’t matter what, as long as it’s well written. Pay attention to grammar, spelling, and punctuation. -Do NOT depend on Spell Check. -Take advantage of a tool like Grammarly. -Practice writing. -Read your writing out loud. 2. If you struggle with clarity and structure in your writing: -If the message is complex, outline it. -Get to the point. -Determine the best method for conveying this message – should it even be in writing? If so, is it an email, a memorandum, a white sheet? -Anticipate your reader’s questions. -Read out loud. -Ask someone else to read your writing and tell you what they think you’re trying to communicate. -Don’t over-explain. -Eliminate filler words and phrases in the editing phase. -Eliminate redundancy (State of Florida, previous experience, final conclusion) -Go easy on the prepositional phrases (“reflected” instead of “was a reflection of,” “of the results of the quarter” can be changed to “this quarter’s results” – which also puts it in active rather than passive voice) -Avoid padding weak words with adverbs (instead of “mostly right” you could write “had excellent points,” instead of “please respond quickly,” try being more specific with a date). -Take a business writing course – I did in graduate school, and it was one of the best courses in my Master’s degree. You can also take a shorter-term course through LinkedIn Learning, for...

Today, I want to give you strategies to improve your verbal communication skills – specifically, with an eye to enhancing your promotability. Next week’s episode will piggyback on this one with ways to improve your written communications skills – also with an eye to enhancing your promotability. In episode #113, I covered active listening at work; here’s the link to that episode: https://exclusivecareercoaching.com/posts/2020-02-05-113-active-listening-at-work/ In episode #114, I talked about effective communication at work, and I’ve included that link in the show notes. I’m going to include some of that information in today’s episode. https://www.exclusivecareercoaching.com/posts/2020-02-12-114-effective-communication-at-work Let’s start with an assessment of your verbal communication skills – tell yourself the truth as you answer these questions. I highly recommend journaling your responses. 1. Do I ask questions when I don’t understand something, or do I keep it to myself? 2. Do people often misunderstand my messages? Am I often surprised that they don’t understand what I am saying? 3. Is it easy for me to understand someone else’s point of view during a conversation? 4. Do I think about how my responses will be perceived by others, or do I speak without thinking? 5. Do I find it difficult to see and read people’s body language? 6. Do I struggle to find the right words to convey my message? Which one of these is a weak link for you? Develop a 90-day goal to improve that area. Asking for a mentor’s help, watching YouTube videos, listening to podcasts, reading books, asking for people’s feedback, or taking a course are all ways to improve your area. There are four steps to the communication process: -The words you speak (articulation, correct word usage) -What you meant by those words (intonation, vocal pauses or emphases) -The words the listener heard (ability to hear what is said, the listener’s understanding of the language you are speaking in) -What the listener makes those words mean (experience, cultural differences) Utilizing both verbal and written communication skills, you want to be able to clearly communicate your achievements and contributions to your manager. You also want to be able to articulate your career aspirations – he or she needs to know that you want to be considered for a promotion at the appropriate time. Next, let’s dig into specific verbal communication issues you may have and ways to improve. 1. If you find yourself straying mentally when others are speaking, you may have a challenge with active listening. Strategies to improve: -You have to be able to hear the other person. If the space you are in is too noisy for that to happen, suggest moving to someplace quieter. -Are you possibly dealing with a hearing problem? Is this something you need to get checked out? Or is the problem only when there is a lot of ambient noise? If so, move to someplace quieter. -Are there visual distractions around you that are interfering with your ability to pay attention? Relocate the conversation to minimize. -Are you asking questions to make sure you understand what the other person is trying to communicate? The key here is to find the balance between constantly interrupting the speaker and making sure you understand their message. Another tool for understanding is to repeat back what you heard. -Are you making appropriate eye contact? My rule of thumb is your eye contact should be nearly 100% when the other person is speaking and at least 60% when you are speaking. Also, be sure to nod and make appropriate facial gestures to show you are listening. -Do you have trouble retaining important information after a conversation? If so, WRITE IT DOWN. -Are you paying attention to nonverbal cues – and working to reconcile them with what’s being said? If not, you’re missing more than half of the conversation – the 55/38/7 formula created by...

Today’s topic is the most important leadership qualities employers are looking for – and derailers to avoid. As you can imagine, every source I reviewed for this episode had a slightly different list and number of qualities, so I’ve attempted to synthesize a few sources into my list of leadership qualities for leading an organization, leading others, and leading yourself. I’ve also given you a major leadership derailer. Leadership Skills for Leading the Organization: My ask for this section is for you to identify one leadership skill you would like to work on for the next 90 days and create a measurable goal. Create some specific action steps and calendar them in; also set aside time at the end of the 90 days to evaluate your progress. You can choose one from any of the three categories – leading the organization, leading others, or leading yourself. 1. Decision-Making Skills & Decisiveness Leaders make informed decisions quickly – no waffling or second-guessing allowed. They are able to see the potential outcomes of various options to make the best decision in that circumstance. 2. Adaptability Strong leaders are able to navigate through uncertainty in today’s rapidly changing business world. This is the flip side of decisiveness – the ability to recognize when circumstances require a mid-course correction…or when a decision made wasn’t the right one. 3. Integrity and Ethics We can argue that there are plenty of employers in the news every week that seem to be operating with a lack of integrity and ethics – however, I don’t think those are the companies any of you want to work for. Rather, excellent employers value leaders who are honest, loyal, have integrity, and operate in an ethical manner – all of which fosters the trust so important in business. 4. Strategic Thinking Great leaders don’t spend the majority of their time putting out fires; rather, they are playing a key role in setting and communicating the organization’s mission, vision, and goals. They also have the ability to formulate and execute a strategic plan to achieve those goals. 5. Problem-Solving Skills Success in organizations requires the ability to identify and solve complex problems within a culture of innovation and continuous improvement. Effective leaders are able to foster this culture and address potential or actual problems. 6. Change Management Effective leaders are able to facilitate organizational change initiatives and overcome resistance to change. Leadership Skills for Leading Others: 1. Communication Skills It should come as no surprise that effective written and verbal communication is essential for leaders to convey their ideas clearly, inspire their teams, and foster collaboration. Further, a lack of strong communication skills can be seen as unprofessional – causing people to question the leader’s abilities in other areas. 2. Empathy It is important for a leader to be able to relate to the emotions and perspectives of others to foster a positive work environment. Showing genuine concern and compassion for those you lead is critical in building employee morale and engagement. 3. Motivational & Team-Building Skills The ability to inspire and motivate a team is critical for successful leaders. Serving as a coach and mentor not only builds the team, it builds the relationship with each employee. Strong leaders can recognize and leverage the individual strengths of their team members, as well as foster collaboration rather than unhealthy competition. 4. Accountability Exceptional leaders take responsibility for their actions and hold themselves and others accountable. Part of accountability is dealing with problem employees in a decisive and fair manner; one of the biggest missteps many leaders make is showing favoritism to certain employees or having blinders on. 5. Open-Mindedness To promote innovation and inclusivity with a team, leaders must be open to new ideas and diverse...

Greetings, Career-Minded Superstars! Welcome to The Exclusive Career Coach podcast. I’m Lesa Edwards, Certified Executive and Leadership Development Coach, Certified Job Search Strategist, and Master Resume Writer. If you would like to learn more about my practice, check out my website at exclusivecareercoaching.com. While you’re there, be sure to look at the Free Resources page – I have lots of great stuff there for you to take advantage of. So far this month, I’ve talked about what you need to know if you are going to be conducting a job search this year – and what the job market currently looks like. I’ve discussed what is going on with remote work, the importance of personal branding, LinkedIn, tailoring your marketing materials for each position you apply for, and the role technology is playing in the interview process. I also dug deep into what is currently happening with the U.S. workforce – and what is expected to occur over the next few years around worker supply and demand, the aging workforce, and wage growth. Today, I want to talk about the obstacles you may face if you are planning to job search this year. I’ve teased out six things you’ll want to take into consideration as you look for your next great role. 1. A lack of personalization in the hiring process. Over and over, I hear my clients’ frustration about how technology has removed the personal touch throughout the hiring process. From initial interviews conducted using AI tools to Applicant Tracking Systems to an inability to reach a human at the hiring company, candidates are FRUSTRATED. My solution for this shouldn’t surprise you if you’ve listened to my podcast before: Networking. Specifically, my +1 approach, where you do one more thing in addition to just applying online like everyone else. I’ve talked about both of these in depth in multiple other episodes, so I won’t dwell here. Here are a couple of other tools to help with this lack of personalization: Expect that it will likely be impersonal – in other words, manage your expectations. Also, exhibit as much patience as you can possibly muster in navigating the various platforms you’ll be interacting with. 2. Companies that want you to jump through hoops like a circus animal. From projects that take hours of your time to multiple interviews (I had one client who was subjected to 10 interviews before they went with their internal candidate) to cumbersome application requirements, some companies just don’t understand that their efforts to find the perfect candidate is often resulting in the perfect candidate running in the opposite direction. My advice: Decide whether you’re in or you’re out. If you’re in, be willing to do whatever is asked of you, with a positive attitude (they will smell your resistance). To be fully in, it’s so important that you really want that job with that company – and you fully believe you have the qualifications, professional qualities, and culture fit to be a great hire. Just don’t apply if you aren’t really excited about the job and at least 75% qualified. Save your energy for the ones you are truly in on. 3. Being ghosted. I was fascinated to sit at a round table discussion with HR folks recently, who to a person complained about how candidates were ghosting them. When I spoke up about my clients’ frustration about how employers were ghosting them, they were shocked. I’m sure you aren’t surprised, though – you may well have faced this very thing. Whether from an in-house recruiter or third-party recruiter, it’s particularly difficult to understand this when the recruiter reaches out to you unsolicited. There are myriad reasons this may be happening, but what I want to point out here is this: Don’t make it mean anything about you. You get to decide what to think about this sudden radio silence – please don’t think it’s because you aren’t qualified or they didn’t like you. I like to think of it this way: I was spared...

There is a lot of confusion about the current job market – perhaps the most I’ve ever heard of outside of the 2008 recession. I wanted to bring you some facts today – as well as a translation of those facts into action steps you can take to increase your chances of success. Here’s a quote from Nick Bunker, Indeed Hiring Lab Director of Economic Research for North America: “Outside of some risks – the ones we know about and the ones we don’t – things look pretty good so far. There’s lots of indications that the probability of the economy pulling off a ‘soft landing’ has gone up.” Here are five economic trends that will shape the job market for 2024: 1. Ongoing worker demand Simply put, high employer demand for workers will need to continue. However, the labor market outlook for 2024 not only hinges on whether employer demand for workers continues to fall, as it has in recent years, or not – and on how employers reduce their demand. There could be a round of widespread layoffs as employers look to shed workers. If, on the other hand, employers hoard labor as many think will happen, job postings and openings could fall without unemployment rates rising. In other words, if you’re in you’re in – but if you’re out, you’ll find it difficult to get in. Why would employers hoard labor, even if their financial results don’t support it? Because of the difficulty they faced just a few years ago when trying to ramp back up after Covid’s effect on the labor market. They don’t want to be in line to hire from a scant supply of workers, nor do they want to lose productivity as they train and ramp up a new workforce. What this means for you: Keeping your skills and credentials current is extremely important – we are past the labor market of a few years ago where a pulse was just about all you needed for some jobs. Make it difficult for your employer to let you go. 2. An influx of younger workers. More prime-age workers (defined as 25-54) need to enter the workforce to counteract the long-term drag of an aging population. As many older workers opt for retirement or reduced working hours/responsibilities, coupled with a flat rate of immigration, the number of prime-age workers in the U.S. will continue to decrease. This drop-off may not happen in 2024, but it is inevitable that it WILL happen. According to the U.S. Bureau of Labor Statistics, we reached the highest percentage of labor force participation in 2018, with a steady decline expected through 2030. The labor force participation rate is the percentage of the population that is either working or actively looking for work. I did some math on this: The current population of the U.S. is about 332 million. Currently, about 62.5% of those people are in the labor force – or want to be; that equals about 207 million. Come 2030, the expected population of the U.S. will be about 360 million. With an expected labor force participation rate of 62%, that equals about 223 million. At the risk of geeking out on you, that means we currently have about 125 million people NOT in the work force and not wanting to be. In six years, we are expected to have 137 million people NOT in the work force and not wanting to be. 12 million more people NOT filling jobs. What this means for you: I want to approach this from a different angle. What these statistics tell me is that the need for new entrants into the workforce to hold jobs that supply services and products to older Americans is only going to continue to grow. I would NEVER tell someone to enter a career field they were not passionate about – but how could you point your skills, values, and passions in the direction of a career path that has higher than average job security, such as serving older Americans? 3. A steady quitting rate. Employees quit at an unprecedented rate in 2021 and 2022; we need to maintain a steady quit rate. Here’s what the quit rate indicates: Employees’ confidence in either...

If you are planning to job search this year, there are some important things to know – especially if you haven’t been in the job market for a while. I want to focus on 5 things I think are important for you to understand about the current job market and hiring process. Of course, the job market can vary widely depending on your field and industry; the hiring process can vary as well. Having said that, I tried to focus on some virtually universal truths. 1. Remote Work Trends The availability of remote and/or hybrid work arrangements varies widely by field and industry, but what I want to talk about here is the WAY jobs are being posted. Prior to Covid, you might find a few jobs that indicated “remote” or “hybrid,” but the absence of this language meant you could expect the job to be in person. Post-Covid, companies are much more explicit in the type of job they are offering. They typically lay out the parameters of a job they list as “hybrid.” “Remote” jobs may have a geographic location they want you to live in, even though you don’t have to go to the office. Another aspect of remote work is the proliferation of sites specifically targeted to remote work. In addition to mainstream sites that you can search on using the filter “remote” or “virtual,” here are a few specifically for remote work: Growmotely We Work Remotely FlexJobs Remote.co https://ratracerebellion.com/ https://www.wahjobqueen.com/ One thing I want to caution you about is the possibility of a company deciding to change the location requirement AFTER you’ve been hired. It’s a good idea to ask about the possibility that a remote or hybrid job might be redesignated as in-person in the future. They probably won’t tell you straight out – they may not even know – but look for evasiveness. I’ve had clients who had to look for a new position for this reason. 2. Personal Branding Especially if you haven’t been in the job market for a while, you will probably be surprised at the importance of personal branding. Here’s the way this works: Think of your favorite coffee shop or retailer…whatever you frequent. What do they stand for? Why do you go there and not somewhere else? What do they offer you that no one else can? Prospective employers want to know the same thing about you: What you stand for, why they should hire you and not someone else, what you can do for them that no one else can. You want an employer to have an immediate, visceral reaction to your resume – they either immediately know you aren’t the right candidate for them, or they immediately want to pick up the phone and schedule an interview with you. Without that reaction, you languish in the “maybe” pile, sure to be eliminated somewhere along the way – or offered a below-market salary. Back to product branding. You can buy no-name athletic shoes at Walmart, or you can buy Nikes. You’ll pay significantly more for the Nikes – and you want an employer to pay significantly more to get YOU. Without personal branding, you are like a generic product – an alternative for an employer who doesn’t want to pay as much. I spend an entire hour with my resume clients to tease out their personal brand, which is not only helpful for their resume, cover letter, and LinkedIn profile but also as they network their way to their next great job. 3. Tailor, Tailor Tailor One of the biggest missteps I see job applicants making is submitting umpteen applications every day, yet not taking the time to customize their resume and cover letter for each position. Focus on quality over quantity – otherwise, you’ll wear yourself out AND you’re setting yourself up for failure. I talked about the specifics of how to tailor your resume and cover letter in episode 287: http://exclusivecareercoaching.com/posts/2023-09-06-287-how-to-tailor-your-resume-and-other-materials-for-a-specific-position Here’s the bottom line: Your resume needs to include the skills, competencies,...

I can’t believe this is episode #300! My first podcast was published on October 25th, 2017. Shortly after that, I put out four additional episodes utilizing some material I had already created. I had no idea where I was going to go with the podcast after those initial episodes – I only knew that I really, really wanted to podcast and believed it was the best way for me to get my brilliance out into the world. There has been an evolution of The Exclusive Career Coach, to be sure…As the focus of my practice evolved, so did the audience I spoke to via the podcast. Earlier episodes were heavy on content for recent college graduates; there were also episodes for wanna-be entrepreneurs. I went from no guests to having about 25% of my episodes be with guests, before settling on about 10% guest episodes. I used to “bracket” episodes with themes…spending three or four weeks in a row breaking down a larger topic like interviewing or career decision-making. I will admit that finding new content for the podcast has become increasingly difficult. ChatGPT has been extremely helpful in guiding me towards the topics people are searching the internet for. I also rely heavily on the “zeitgeist” – what my clients are asking me about and what I’m seeing talked about on social media and in online groups I am a member of. Now for the meat of episode #300 – My Best Career Advice. I’m going to reference specific episodes and have included the links to those episodes in the show notes. I’ve awarded winners in each of the categories of podcasts I release, Academy Award style. Winner of My Best Advice for Career Decision-Making: #119 – Are You Squarely in the Center of Your Passion? This episode resonates deeply with me, as I talk about how so many people leave who they really are at home when they go to work. As a result, work is unfulfilling and mind-dulling. https://www.exclusivecareercoaching.com/posts/2020-03-18-119-are-you-squarely-in-the-center-of-your-passion I give three case studies of people I have worked with who were squarely in the center of their passion, and why. Two books I recommend in this episode are Tim Kelley’s “True Purpose” and Po Bronson’s “What Should I Do with My Life?” Great episode for those of you who are questioning whether you have lost your way, career-wise…or just want reassurance that you haven’t. Winner of Best Advice for Managing Your Career: #219 - Ten Symptoms of Job Burnout – and What to Do About Them http://exclusivecareercoaching.com/posts/2022-03-25-219-ten-symptoms-of-job-burnout-and-what-to-do-about-them This episode was published on March 23rd, 2022 as the world emerged from Covid. Although this episode wasn’t specifically about Covid-related burnout – I brought on guests to talk about that topic – it was about how to specifically recognize that what you are experiencing at work is burnout. For each of the Ten Symptoms, I provide a question to ask yourself and what to do about that symptom. Hint: While some of the Ten Symptoms suggest that you may need to look elsewhere, only two of the Symptoms outright require moving on. Great episode for those of you who aren’t feeling it at work, but don’t know why. Or you suspect what the problem is, but don’t know what to do about it. Winner of Best Advice for Making a Career Transition: I actually have three episodes for this category – all related to career pivots and career reinventions. #121 – Career Pivots and Reinvention https://www.exclusivecareercoaching.com/posts/2020-04-01-121-career-pivots-and-reinvention #133 – Is Now the Perfect Time to Reinvent Your Career? https://www.exclusivecareercoaching.com/posts/2020-06-24-133-is-now-the-perfect-time-to-reinvent-your-career #280 – What You MUST Do in Your Job Search if You Are Pivoting Careers http://exclusivecareercoaching.com/posts/2023-07-19-280-what-you-must-do-in-your-job-search-if-you-are-pivoting-careers In these episodes, I define career pivots...

As a reminder, I’ll be offering Land Your Dream Job Accelerator again in January. Here’s the link for more information and to register: https://bit.ly/lydja As those of you who listen to the podcast regularly know, I seldom have guests on the podcast – and only when they are fantastic and will add value to you listeners. Today’s guest, Amy Green Smith, is a perfect example of this. We’re talking about People Pleasing – something many of you are very familiar with. Amy tells us when it is okay to people-please in the workplace – and how to know if you’re doing it for the right reasons. She gives several scenarios to help us understand people pleasing, when it’s right, and when it isn’t. You can grab Amy’s free-sources including “How to Speak Up for Yourself Without Being a Dick: 9 Proven Strategies to Radically Improve Your Self-Confidence and Self-Worth” at Amygreensmith.com/free You can find Amy Green Smith on social media at: Instagram.com/heyamygreensmith Facebook.com/heyamygreensmith Linkedin.com/in/heyamygreensmith Twitter.com/heyamygreen Are you in the wrong job that chips away at you every day? The CareerSpring document and coaching program will help you find a job that uses your zone of genius, recognizes your value, and pays you what you’re worth. If you’re ready to take your job search to the next level by working with a highly experienced professional with a track record of client success, schedule a complimentary consult to learn more: https://calendly.com/lesaedwards/zoom-meetings2