"If I could just get my foot in the door…" is a complaint we often hear from job seekers. With automated applicant tracking systems in such wide use, how do you bypass computers and connect with hiring managers?
Actually, there are multiple ways to do exactly that. Let's take a look at eight.
This isn't the most effective way to get your foot in the door at most companies, but it does still work for some. To maximize your chances of landing an interview, make sure you customize your resume by adding keywords from the job posting and write a disruptive cover letter.
Why isn't this an effective way to bring your candidacy to a company's attention? First, you have maximum competition for each role you apply for since applicants typically number in the hundreds or higher. Second, only 15% of available jobs are ever advertised on job boards, which means you're overlooking 85% of open positions at any given moment.
The vast majority of employers offer you multiple ways to interact with them online—Facebook, LinkedIn, Twitter, Instagram, TikTok, and one or more company blogs. If you're targeting specific companies (Have you created your interview bucket list yet?), make sure you follow them via social media.
Even more important, though, is to interact with them through that media. "Like" them on Facebook and comment on their posts. Review their LinkedIn profile periodically and "like" their updates. Retweet their Twitter posts and share their blog posts. Give them the impression that you're interested in them as an employer.
This is an old strategy that still works. An informational interview is just that—an interview you schedule to access insider information about an occupation or employer. It is not a job interview and shouldn't be treated as one. Rather, this is your opportunity to ask the questions you're not likely to find answers to on the internet.
Used strategically, informational interviews help you explore the company's culture and structure and determine which departments are most likely to have roles that match your skills and capabilities.
When you come across a hiring manager on LinkedIn that you want to connect with, find another LinkedIn member who knows him or her and request an introduction (not right away). When you stop by the profile of someone you want to connect with, LinkedIn shows your mutual connections. If you leverage these specific connections into an introduction request, you're essentially getting a "warm" referral.
Make your case to the connection you want the introduction from. Sell them on the reason you want the introduction and assure them your request is serious. We strongly recommend leveraging a "serving" approach that involves offering something of value before you make a request of any networking contact.
Once you're connected to the hiring manager you can, of course, share your resume with him or her. However, keep in mind that many other candidates are doing the same thing. It would be smart, therefore, to look for a way to make your candidacy stand out.
The best way to stand out from the competition is to write a disruptive cover letter, where you can tell your connection story and get hiring managers at "Hello." Remember that you never get a second chance to make a first impression.
LinkedIn also tells you how you're connected to companies when you visit a firm's profile. Take advantage of this feature to help you deepen your connections with the company.
Request introductions to other folks in the same firm and issue invitations to others in the department you're targeting. Identify key employees in the company relevant to your search and review the groups to which each one belongs. Find an industry group they're a part of that you are eligible to join and do so. This establishes a third-level connection without you having to tip your hand or approach the contact. Best of all, once you achieve this third-level connection, you can message that contact directly without requiring an introduction.
As you build connections in a target company, try messaging those contacts to find out which external recruiting firms they use for the types of positions you'll be pursuing with them. Once you identify one or more external recruiters, build connections with them as well.
It's critical to leverage a "give to get" strategy with recruiters since they are inundated by emails, voicemails, and LinkedIn messages/invites from candidates. If you approach them in the same way you'll have to battle to stand out. Why not approach them differently from the start? Offer them something of value and allow your candidacy to prove itself over time. You'll stand head and shoulders above the crowd as a result.
With #5 above, we mentioned sending your resume to hiring managers. An even smarter strategy is to court the hiring manager over time as we just recommended doing with recruiters.
Research the hiring manager via your favorite search engine and check out as many social media profiles as you can find. Ask your mutual connections to tell you about the person's interests and the needs faced by his or her department. Then, brainstorm resources you can share with him or her that they may find helpful before you bring your candidacy to their attention. Prove your worth first and a deeper connection is likely to follow. After a time, you can then request a phone call or meeting with the person to explore ways you may be able to contribute in more significant ways to their team.
With a little ingenuity and a fair amount of persistence, you can get your foot in the door at almost any company you can find. Make use of as many resources as you can, including as many social networking options as you're comfortable with to build a web of connections with your target companies. The result will be more interviews and more job offers—a decent payoff for a little work.
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This post was originally published at an earlier date.
Every time I start a project, I get this tiny moment of panic. It doesn't last long, but even now, after years in this business, I still notice that it happens.
It has a long and technical name, but in portfolio school, we just called it "fear of the blank page." It's that anxiety-inducing few moments right before getting started on something. I may have had 253 ideas buzzing around my head after a client meeting, and I am excited to get started on the project, but inevitably, and just for a short moment, this blank page panic happens when I sit down to get started.
In the blankness, the page carries endless possibilities, which is great, right? On the flip side of that, one finds internal resistance and a fear of failure. Your mind will tell you, "Hey, it could be great…but then again, it could also be total disaster." As humans, we are built to avoid the thing that causes fear. This aversion to fear is what has kept us alive for thousands of years.
For as long as I can remember, I have had a love-hate relationship with fear. For me, recognizing that fear was the only thing keeping me from doing a thing, and then deciding to do it anyway, has pushed me. Pushed me way, way, WAY out of my comfort zone at times. And it turns out that is a great thing. All of the achievements I am really proud of in my life were things that would not have happened if I had given in to my fears.
Why then do I still get that tinge of fear, even after all of these years for something as simple as getting started on a project? My thought on that is simple. It means I still care. I still want the outcome to be amazing. I still want to go past what I know and explore a new place, which is still scary, but worth it.
Like most things, you get better at it with practice. Fear works the same way. If you keep leaning into it, it may still be there, but the time it takes to push past it dwindles. Say you are skydiving. The first time you jump, it probably took a whole lot longer to be ready to jump out of a plane than it did the 100th time. It is still the same element of danger, and same fear, but you have practiced taming it.
Now, about putting it into actual practice. It's very simple, stupid simple actually. I start with a brain dump of all the ideas in my head after a client meeting or about the project in general. It is an easy way to just get something on paper. It doesn't have to be perfect or even logical. It's just for you. The act of getting started IS the practice.
The rest of the work will fall into place once you get pen to paper. Some ideas you work on growing, others you let go. With practice, leaning into your fears gets easier to do, as does tackling the blank page.
If you have strategies you use for getting started or pushing past your internal resistance, I would love to hear them!
While there are clear differences between your resume and LinkedIn profile, they should (for the most part) look the same. But why? What will happen if you have inconsistencies on your resume and LinkedIn profile?
Before we can dive into this important job search issue, we must first understand the purpose of a resume and LinkedIn profile.
For job seekers, the purpose of your resume and LinkedIn profile is not to get you a job. It's to get hiring managers and recruiters to call you.
Optimizing your resume and LinkedIn profile is the key to getting your job application in front of the right people. Your resume should be optimized with the right keywords so it can get past the ATS, and your LinkedIn profile should be optimized so it comes up in search results when a hiring manager or recruiter is looking to hire professionals with specific skills or experience.
If you do these two things, your job application will end up in the hands of the hiring manager. But, that's not enough; you need to stand out against the other job applicants.
The best way to stand out in the screening process is to quantify your work experience—on both your resume and LinkedIn profile. But, you don't want to give too much information away. You want to include just enough information on your resume to make hiring managers and recruiters say, "This person looks qualified. They have the right skills and experience, and also some impressive accomplishments. But I want to know more. Let's give them a call."
See how that works? The purpose of your resume and LinkedIn profile is to land you an interview. It's to get employers to call you back. And it all comes down to optimizing your resume and LinkedIn profile and quantifying your work history on both.
Now that you understand the purpose of your resume and LinkedIn profile, you're probably wondering why they need to look the same. The answer is simple: hiring managers and recruiters watch out for inconsistencies in your work history.
When the information in your "Experience" section on your LinkedIn profile doesn't match up with the information in your "Work History" section on your resume, that's a red flag to employers. They're left wondering which version of your work history is correct, or the most accurate. This inconsistency could be the difference between getting a call from an employer and having your resume tossed.
Yes, since your resume and LinkedIn profile are different, they will look different at first glance. But when someone looks closely at your work experience, they should notice that the information is the same. This doesn't leave any room for doubt in an employer's mind about how qualified you are.
Ultimately, hiring managers and recruiters don't like a bait-and-switch when it comes to your job application. Keep your work experience the same on your resume and LinkedIn profile to stand out in the hiring process and land an interview.
If you're reviewing your resume and LinkedIn profile and realize that there are some inconsistencies in your work history, be sure to fix them before you apply for your next job. You want to impress hiring managers, not confuse them!
Need help with your resume and LinkedIn profile? Sign up for our FREE Resume & LinkedIn Bootcamp today!
During this bootcamp, you will learn:
Everyone knows that you should walk around every once in a while, especially if you have a desk job. But, do we walk enough during the workday?
Probably not (I know I don't).
Well, surprise, surprise—sitting all day is terrible for your health. In fact, it increases your chance of depression, anxiety, and premature death. These are some of the not-so-awesome side effects of sitting constantly. (Are you out walking yet?)
If you need more evidence that walking is a crucial addition to your daily routine, check out these compelling reasons to get walking at work:
1. It Can Relieve Your Back Pain
Have a bad back? Sitting all day probably isn't the best thing for it. But, hey—good news! Turns out walking helps relieve chronic back pain. So, if you're back isn't happy, get up and take a little stroll around the office.
2. It Helps You Live Longer
Yes, exercise makes us healthier. But did you know that speed walking can make you live longer? According to Healthline, people who walk about 3 mph or faster live longer than others of their age and sex who walk more slowly.
3. It Gives You An Excuse To Enjoy The Weather
It's a beautiful day—get outside and breathe in that fresh air, soak up a little sun, and get your walk on! You don't want to waste the nice weather. Take a quick break, rest your brain, and—in the words of Nike—just do it! You'll come back to your work feeling refreshed and reenergized.
4. It Makes You Happier
"Exercise gives you endorphins. Endorphins make you happy. Happy people just don't shoot their husbands, they just don't." —Elle Woods
Enough said.
Okay, so you've got the reasoning behind why you should get off your butt during the workday, but how can you fit it in? Here are a few quick tips for working in walking at work:
1. Skip The Drive-Thru
Instead of picking up your coffee while you're driving to work, walk to the coffee shop.
2. Get A Group
Get fit and be social! Find a few co-workers to walk with each day.
3. Add Walking To Your Schedule
Sometimes we get so caught up in work that we forget to take breaks. To avoid this, pencil in walking times on your calendar.
4. Leave A Pair Of Sneakers At The Office
Leave a pair of comfortable walking shoes at work. That way, you won't destroy your feet by clacking around all day in your heels or dress shoes.
5. Get An App
Find a walking app for your smartphone to track your progress. I use a free app called RunKeeper, but there are tons of great apps out there. It's a great motivator!
It's not difficult to walk more during the workday if you make it a priority! Follow these five easy tips to walk more at work today!
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Do you remember the Pepsi challenge? It was a legendary marketing promotion in which people participated in a blind taste test with Pepsi vs. Coke. More people preferred Pepsi but continued to buy Coke. When a brand choice is made, the strong, familiar, trusted brands will always have an edge. An effective brand promise builds trust with customers.
In this article, I'll take a closer look at what a brand promise is, the foundation of a brand promise, and give you steps on how to create one.
A brand promise tells customers what they can expect from your brand in a concise, compelling, and memorable way. A brand promise is how people decide if they can trust your brand. If you're consistent in delivering on your brand promise, you'll have loyal customers, ready to spread the word to family and friends about how great you are.
A promise is only good if it's kept. If you break your brand promise with your customers, the stakes are high. You can lose your reputation, your market share, your customers, and your ability to grow. Many brands fail to deliver on their brand promise, specifically on the customer experience. According to a Gallup study, companies only deliver on their brand promises half of the time. You can see the uphill battle brands have in building trust with their customers.
Most businesses don't have a brand promise and risk disappointing their customers as they have a different idea of what to expect from their brand.
A company needs a brand promise to communicate their customer expectations to everyone across the organization so that consistent customer experiences are delivered both internally and externally.
Successful brand promises feature the following key components:
Simple. Credible. Memorable. Unique. Measurable.
We promise to [how] + target [who] + outcome [what] = Brand Promise
Or
What you do for whom
Honestly, most customers don't know the brand promise of their favorite brands. What they do have is an impression from all the interactions with your brand that tell them what they can expect. An effective brand promise builds trust, reputation, growth, customers, and consistency. Customers know what to expect every time they interact with your brand. Until next time, keep building your brand leadership. You've got this!
LinkedIn, the popular social network for professionals, is widely considered the best tool for your career. But, is LinkedIn really helping you grow your career and reach your professional goals?
Work It Daily has been getting an increasing number of people reaching out and asking, "Is LinkedIn dying?" This question isn't just coming from job seekers. Recruiters, professionals, and executives are also frustrated with the platform, wondering if it's really as useful and effective as it claims to be.
LinkedIn is not actually dying—it's just changing. The old LinkedIn is dead, but the platform is still very much alive; it's important for every professional to have a LinkedIn profile in order to market their skills to employers, grow their professional network, and build their personal brand. But, professionals can no longer rely solely on the platform for everything they need in their career.
The way people use LinkedIn has changed dramatically. You cannot do what you used to be able to do on the platform. When LinkedIn first started out, it was a social network. The early adopters loved the platform, and used it to its fullest potential. People would connect. They would start conversations. Being on LinkedIn was this amazing experience where people were developing relationships with people they never would have developed relationships with otherwise. It truly was a social network.
But, that's when it was small.
Now, with mass adoption, the power of LinkedIn as a social network has lost its luster. The majority of people on LinkedIn are not using the platform to its fullest potential. It's no longer enough to help you get a job or grow your career.
So, what's a better alternative to LinkedIn? What platform should professionals join if they want to network, find a job, and grow their career?
We recently announced the arrival of our Freemium Plan! Here's what you get when you sign up:
If you want to take your career to the next level, Work It Daily's Freemium Plan is for you! Sign up today and grow your career like never before.
A resume is the first opportunity you have to make an impression on a hiring manager or recruiter. And it's important to make a great first impression. The average recruiter spends mere seconds scanning your resume so you need to make yourself stand out.
We've compiled a list of some important factors to keep in mind when creating or updating your resume. Here are the 10 key components of a great resume:
Structure your resume in an organized manner; keep your font simple, your layout appealing, and your spacing consistent. You want your resume to be easy to read too, so make sure you have enough white space. You don't want to overwhelm hiring managers or recruiters with too much text. An organized resume format will automatically make them want to give your resume a closer look.
Spellcheck everything at least twice and have someone else proofread your resume before you submit it. Spelling or grammar mistakes give hiring managers and recruiters the impression that you don't pay attention to details and don't really care about the job you're applying for. Avoid these mistakes at all costs!
List a professional sounding email address—not "partyanimal_687" or "2cool4u15." Also, list a phone number that is attached to a professional voicemail greeting. Potential employers don't need to hear reality TV, loud music, kids crying, or road noise in the background. If this means you have to re-record your voicemail greeting, so be it.
Leave out subjective words like "reliable" and "hard-working." A potential employer is not going to bring you in for an interview because you say you're reliable. They are going to bring you in because they think you can solve a problem for them. This is why quantifying your work experience on your resume is essential.
Incorporate words into your resume that are listed in the job description of the position you're applying for. This will help you get your resume past the ATS and also help a hiring manager quickly see that you're a fit for the position.
If you were let go from several positions due to downsizing, mention this. If you have a large gap in your employment history, explain what you were doing during that time and what you learned. Keep your explanations short and sweet.
If you're a veteran in your industry, you don't need to list the very first job you had decades ago. Keep your employment history to the past 10-15 years if you have a substantial amount of industry-related experience. If you're a recent graduate, listing the part-time job you had in college is fine—but you also want to list any internships, volunteer work, coursework, or projects you had that are relevant to the job. Unpaid experience still counts.
Treat each word on your resume like beachfront property. Space is so valuable. Make every word you use count. Remember not to jam too much text on your resume, either. You want just enough information to get hiring managers and recruiters to give you a call.
Your cover letter should contain content that is different from your resume and should match up very well with the job description. This means you will need to rewrite your cover letter for each job you apply for. To get the best results, make sure you're writing disruptive cover letters so you can stand out in the hiring process.
Be optimistic, but realistic. If a job description lists a required task that you're confident you can do, try to word and quantify your past experience to reflect that. But if a job description lists seven required skills or certifications and you only have three of them, then you don't meet the qualifications and shouldn't apply.
It's a great time to update your resume and reflect a bit on your strengths and skills. Being able to effectively and succinctly summarize your skills, education, and experience is important for everyone—regardless of whether you intend to seek employment in the near future. These resume tips are intended to help you put forth the best possible impression of yourself on paper. You only get one chance to make a great impression, so make yours count!
Need more help with your resume?
As a professional, skill development is essential to your career. If you're looking for a great way to grow and develop your skills, check out LifeHikes Week 2021!
LifeHikes by Own The Room provide "skill training that empowers people to own their potential." They are educational experiences that enhance leadership, communication, sales, and other skills that drive business results.
Starting September 20th, professionals from around the world will come together to focus on where they want to grow and how to get there during LifeHikes Learn Week.
If you're working to make skill development and growth a priority for yourself and your organization, register for LifeHikes Week 2021 today!
During LifeHikes Week 2021, you'll get the opportunity to attend sessions curated by the world's top leaders and innovators with a holistic approach to professional and personal development. This is an amazing chance to invest in growth, skill development, and lifelong learning with professionals from around the globe.
Join J.T. O'Donnell, founder and CEO of Work It Daily, for a live, intimate, and interactive conversation with the amazing Michelle Kydd Lee (Creative Artists Agency in Hollywood) about the motivational power of women on Monday, September 20th from 3-4 pm EST. This event is FREE for the Work It Daily community!
You can also join and attend other sessions that week (all free and easy to register!). Some of the sessions you have the opportunity to attend include a fireside chat with Adam Grant (Wharton) and Jodi Rabinowitz (Zoom) or Giancarlo Esposito (Actor, Breaking Bad) or Ray Chambers and Jeff Weiner (Chair, LinkedIn); Kim Scott (Radical Candor) and Janina Kugel (former Siemens CHRO); David Fizdale (LA Lakers) and Udonis Haslem (Miami Heat); or one of 15 other terrific round tables with global leaders and join the conversation.
LifeHikes Week is for anyone who wants to learn and grow for themselves, their organization, and the world around them!
Since LifeHikes Week is entirely dedicated to hearing from some of the world's top leaders, communicators, and inspiring teachers, the following people will especially benefit from attending the sessions:
Don't wait to sign up for this incredible week of events! Join J.T. O'Donnell at LifeHikes Week 2021 if you're serious about skill development and growth in your career. Register and learn more today!
I generally believe most people mean well, and simply execute their job poorly every now and then. But, sometimes there are BAD bosses. Do you know what to do when you have a bad boss?
This post is intended to address the most common issues with a bad boss and the steps you can take to reduce the impact on you—both personally and professionally. The problems we face when we have a bad boss are almost too numerous to mention, but the two biggest of these issues are:
These two issues alone make it worth trying to figure out how to work more effectively with our boss, even when they are bad. There is a catch-all term we use regarding bosses and co-workers called "being difficult." It's not too specific to exactly know what the issue is. Sometimes, when we are in the midst of a constant barrage from the bad boss, it's hard to know exactly where the difficulty may lie. All we know is it's difficult to work successfully with this person.
Here are some suggestions that might help reduce the level of difficulty you have when working with your bad boss:
You might think your boss is being difficult because they are demanding a different level of output from you. Make sure you are clear on what they expect from you.
You might be expecting something from your boss that they simply can't do. You might think they are unfriendly simply because they fail to say "Good morning." To them, that might simply be a waste of time. Examine your own expectations of what you think they should be doing. They may not be very outgoing or simply operate differently than what you're used to. Reset your expectations.
Don't know your workplace communication style? Take this quiz!
Spend some time really observing your boss to see what it is they do that is impacting you. In the process, you might learn that they are getting leaned on by their boss and it's creating extra stress. You could discover they aren't a morning person, meaning you should delay important interactions until after lunch. Figure out their rhythms and modify your own.
All too often, when we don't like someone, we go out of your way to avoid them. While I think this tactic can work to keep you under the radar, wait to do that until you clearly have exhausted all of your options. You may also find that more, not less, communication can help you with this type of person. Shrinking away into a dark corner won't help you.
If you've attempted to learn more about your boss, take it to the next level and become an indispensable employee. Focus on using your problem-solving skills and offer your boss additional help and support. This will help them shine to their own boss and also reduce reasons for finding fault with you. You can become the "go-to" person that they respect and depend on.
We will spend a lifetime running into people that are demanding, critical, and downright volatile. You need to learn the skill of blowing most of it off. Certainly, there will be some of it that will still bother you, but most of the time you can't let it affect you. I'm not suggesting ignoring your boss's needs or demands; I'm saying to not let their method of delivery be what grabs your attention or reaction. I have found that even the most difficult of bosses can be tamed or at least subdued.
I once worked for a guy who had even the most senior, sage people in tears. When I started working directly for him, I noticed he was quick to engage in verbal battle. If you stood up for yourself, he backed down. I soon figured out that he tested people. If they backed down, he was relentless. When I told him my observation, he laughed and told me I was the only person who had figured it out. He felt that if you were right about something, you would defend it and if you didn't defend it, he couldn't respect you. It was that simple. It was who he was—good or bad, but we always worked well together—and that's the most important part.
If you're dealing with a bad boss, be sure to follow these six tips. When you feel like quitting, just remember you can turn a bad situation around, but it does take work.
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Is it more important to be right or get the job done? Do you find yourself constructing "valid" arguments and defending your position so that you win? Do you think that the "numbers don't lie?" While these are noble and fully understandable positions to take in the workplace, make sure you are really standing on solid ground before sticking your neck out.
As much as I like to consider myself as a logic-driven, reason-based decision-maker, there are several functional areas in the workplace where I have found that one is never truly right or wrong.
This can be a frustrating pill to swallow for project managers as well as other business leaders who interact regularly with various departments in their organizations.
It is important to qualify the information you receive from each department rather than relying on it as complete, factual, and the exclusive basis for your decision making.
We come to discover that nothing is truly black or white, even the so-called "numbers" we analyze.
As such, business professionals need to be cautious when attempting to be right and win arguments as they may win the battle, but lose the more important war.
Many people believe that legal will give them a complete, foolproof opinion of a certain topic and that the opinion can be used as ammunition both internally and externally.
Remember that legal opinions are, in fact, legal OPINIONS covering laws that can change with loopholes that can be exploited!
Example: When Warranty Collided with Logistics
When I was working on a large, subsea oil and gas project in Brazil, my company was trying to assess the risks associated with accepting our customers' warranty clause.
While the clause itself seemed straightforward, the application of the clause would change based on a number of scenarios:
The legal department gave a "qualified" opinion based on the facts they were provided and did not find any particular reason to object to the clause; however, it turned out that the customer's interpretation of the shipping terms would mean that, in the case of a warranty claim, we would be required to remove the defective equipment from the seabed and also return it to said location following repair. According to the shipping terms, transfer of ownership would occur once the customer took possession at their receiving point on land.
At one point, the customer actually did file a claim, stating that, although the shipping terms were clear, the warranty terms would not necessarily need to follow the same terms.
We ended up having to negotiate a settlement in their favor so as to avoid a lengthy and costly lawsuit.
As expected, the project manager came under fire for not identifying this risk even though he thought that the legal opinion would be enough.
People sometimes feel that quality is another one of those black and white areas where you are either right or wrong.
During an audit, it is not the responsibility of the quality auditor to issue opinions on your internal administrative procedures. They will simply check that they are being followed!
Example: Industrial Valve Audit
In the example of industrial valves, certain industry norms are required to be followed and will be checked when the manufacturing process is audited in order to ensure compliance.
The highly coveted quality certifications such as API 6A, API6D, and their ISO equivalents are then used as sales tools by manufacturers once obtained and/or renewed.
The issue here is that, when applying industry norms and additional customer quality requirements, there are so many procedures, specifications, and review points that it is impossible to comply 100% within the specified manufacturing lead times and customer delivery requirements.
As such, negotiations usually take place during the inspection process so that the valves are accepted rather than either side taking a harsh stance to prove they are right on a particular point.
The goal then is to negotiate the best settlement so that your products can be delivered to your customers!
"You're FIRED!" or "You're HIRED!"
It's as easy as that right?
Remember that the function of HR is to ensure the company has the human capital it requires to function and these positions should be properly scoped by management yet filled in partnership with HR.
Example: Staffing a Project Team in France
When I was staffing a project team in France many years ago, there were so many restrictions to consider that it took several months to complete the team.
France has some of THE most protective employee legislation in effect and usually requires:
The work contracts had to be extremely detailed to include exact work responsibilities as well as how each fit exactly in the organization chart.
So, when I got a bit frustrated by an under-performing individual who was also deliberately attempting to sabotage our project, I thought I was completely in the right to fire her immediately.
However, I had to follow an exhaustingly extensive process which took many months to complete.
In the end, she was transferred to another department and continued to plague our project until the end.
The audit process is one of those dreaded moments where your ability to pass will not depend solely on your good record keeping.
The level or degree of the audit process will be adapted to the situation at hand, the organization's previous audit history and reputation, as well as perceptions during the audit.
When preparing for internal and external audits, it is very important to understand the full scope of the audits so that those to be audited are adequately prepared.
Example: Interacting with the Auditors Can Be Quite Tricky and I Recommend:
The audit process can be compared to the quality function in that it can cover large quantities of procedures and information, all of which can be subjected to interpretation or levels of "completion."
When compliance audits are conducted, you may think that these would be more straightforward, but that is not always the case either.
For this reason, it would not be advisable to challenge the auditors as this may only aggravate the situation.
You may be right about certain aspects of the audit, yet perceived over confidence or wanting to be right may lead the auditors to dig further in areas so be careful what you wish for!
Tax laws and financial codes are increasingly complex in today's world.
With the loopholes, exemptions, incentives, and SOX considerations in the USA alone, companies need competent, vigilant financial personnel to ensure compliance.
As per the legal arguments, tax codes and laws tend to be moving targets as well so provisions in your customer contracts need to be placed to ensure your company is covered.
Example: Brazilian Tax Code
Brazil has arguably THE most complicated tax code in the world.
There is no uniform value added tax and it will vary based on a host of constantly moving factors:
The recommended practice is to always chart each business transaction so that you fully understand the fiscal implications.
Many companies are usually required to customize a bolt-on to their operating system (SAP, ORACLE, etc.) to include all of these categories.
As such, it is common to have a disproportionate number of employees or consultants in the finance department who will also give you their "opinion," so do not shoot the messenger here either!
The functions listed above are usually grouped together under the "shared services" umbrella of larger companies.
These non-revenue generating functions should really be treated as professional, in-house consultants who should be involved in the different parts of your projects, programs, or business transactions in order to:
At the end of the day, these functions are not aimed at making business decisions themselves but rather providing the best information and advice based on the information given, as well as the time constraints they have to provide such information. Fine-tuned negotiation and communication skills are usually required when dealing with all of these areas so that business targets are met in the best way possible.
It can be tempting to blame these areas for business failures but, when it comes down to it, success or failure is ultimately the outcome of the decisions made by the business leaders.
Millions of Americans struggle working at desk jobs, jeopardizing their health. Sitting down all day long can be a pain—literally.
Here are six tips for staying healthy with a desk job:
Maintaining proper sight lines means keeping your eyes at screen level so that your neck does not have to contort. Adjust your monitor and chair to put your neck and head in a comfortable position.
Staying ergonomically pure with your hands and wrists prevents serious joint and ligament injuries. Consider a cushioned wrist mouse pad to keep your mouse hand comfortable. Pads are also available for keyboards while ergonomic keyboards enable hand placement that seems more natural.
Proper posture is probably the most important tactic in staying healthy with a desk job. Good posture is essential to overall health in general. Keep your back straight and your feet on the ground. If you are experiencing any back pain, you'll need to consider an ergonomically fit chair. Chairs for back pain enable positive posture and help to restore the back and spine to a more natural state.
It sounds simple but looking away from the screen periodically will benefit your eye sight. Constant monitor viewing strains our eyes. We need a break from time to time. Take 15 or 30 seconds every 10 minutes to ensure that your eyes remain strong.
Research demonstrates the benefits of leaving your desk at periodic intervals to stretch and walk around. Grab some coffee, visit the bathroom, check in with your boss, or just take a five-minute walk. A five-minute stretch and walk every hour or two will do wonders for your body. A few minutes away stretches your muscles and reorients your skeletal system. You'll also be refreshed by the time away and able to refocus on your tasks.
Of course, proper diet, rest, and regular exercise remain essential ingredients to any healthy lifestyle. You'll find that exercising 3-4 times per week will keep you energized at your desk and able to endure through the day. On days off, be sure to stretch to stay limber. You'll notice a big difference.
These six tips are simple ways to stay healthy while working a desk job. Try them out today and you'll feel a lot better by the time you log off!
Don't like your desk job? We can help you land a better one!
With many parents forced to work from home, work reduced hours, or leave the workforce entirely due to the COVID-19 pandemic, returning to work doesn't come without obstacles.
According to a recent FlexJobs report, parents who are looking for a job post-pandemic are concerned about a lot of different things. Here are the top three biggest concerns for parents trying to return to work after COVID-19, and tips for how to overcome these job search challenges.
For parents looking to return to work after COVID-19, finding the right job opportunities came out as the top concern according to the survey mentioned above, with 75% of parents saying they are worried about this aspect of the job search. Additionally, 62% of parents say their career goals have changed since spending time out of the workforce, so navigating those changes to their career goals in addition to high levels of competition and a seemingly lack of good job opportunities could be fueling their worries of finding the right job opportunity for them.
What you can do: To give yourself a better chance of finding the right job opportunity, make sure you're conducting a strategic job search. This includes creating an interview bucket list, writing disruptive cover letters, and building your professional network so you can get your foot in the door at your dream companies.
The second biggest concern for parents trying to return to work is finding a job with adequate pay (49%). This doesn't come as a surprise since the top reason parents are returning to work in the first place is because of financial reasons, with 81% of parents saying that is their primary motivation.
What you can do: If you find a job at a company you like and are offered the position after going through multiple rounds of interviews, but realize the pay would not be enough for you to live comfortably, you can try to negotiate your salary. Make sure you know your worth as a business-of-one, the competitive salary rates of the position, and your "walk away" rate before you begin the salary negotiation process.
Anytime you leave the workforce, there's a chance you'll have to address that gap on your resume when you finally decide to return to work. For 40% of parents looking to return to the workforce after the COVID-19 pandemic, explaining gaps on their resume was a top concern, rounding out the three biggest concerns they have in regards to their job search after being out of the workforce for a stretch of time.
What you can do: Optimize your LinkedIn profile and learn the right way to explain gaps on your resume. Also, if asked about gaps on your resume in an interview, don't try to overexplain anything. A short, concise explanation will clear things up without making it seem like you're hiding something.
If you're a parent trying to return to work after the COVID-19 pandemic, you probably have at least one of the concerns mentioned above. Whether you're worried about explaining gaps on your resume, finding a job with adequate pay, or finding the right job opportunities, there are ways to work around these job search challenges. Focus on what you can control in your job search, and you'll be sure to successfully return the workforce sooner than you think.
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There is a reason for the term "short-timer." Whether you are in the military and ready to separate, or in the corporate world and ready to leave your job, it can be a struggle to keep both your body and mind engaged.
We're notorious for apathy, disregard, and detachment once the decision to move on has been made. In fact, some short-timers have been known to toss all workplace standards out the door. They begin showing up late, conduct long personal phone calls, and have a blatantly disrespectful attitude. We've all seen this (and maybe we've even done it ourselves). Is being a short-timer really that bad? In a word: yes.
Our professional and personal brand is showing all the time, not just when we are in the middle of a job, but also as we make our exit. How we leave is as important to our career as how well we do when we're fully engaged in our position. This is the time for leaving a lasting impression and making them want you to stay. Even if you hated the place and everyone in it, you never know what the future holds; you don't want to burn any bridges. You might want references, referrals, or even a job at some point.
Why do we become short-timers? Interesting situation, isn't it? There are really two forms of change. One form is the actual act, like leaving your job or moving. The other form is the internal transition or emotional component. These two forms of change don't necessarily show up at the same time. When you have gone through whatever process that has led to departure, at the point you made the decision, the emotional train has left the station. You start seeing yourself as less a part of where you are and more a part of what's to come. You start disengaging and disassociating yourself. When that happens, unless you are aware of it, the other behaviors I mentioned start creeping in because you are no longer as attached or invested.
So, how can you leave a job without burning bridges? Here are six things you can do to keep both your body and most of your mind on the job until your very last day.
As mentioned, we start shifting and disengaging. Check in with yourself or a trusted co-worker daily to stay aware and focused on your work.
The best departure plan will be made with your manager to incorporate their needs for completion and cross-training. To ensure you're engaged during this time, make sure you have included things you want to accomplish before you leave. All items need dates for when you will have them done. Keep track of those dates every day.
Since you are leaving, think through the types of information and materials you might want to have in your next position or in the future. The types of things to consider collecting include:
Now is the time when you need to complete those pesky lower-priority items you never got to. We all have them and somehow wait for the day when we have nothing else better to do. Get these done now.
There is nothing worse than the chore of cleaning up someone else's leftover mess when they leave. Make your goal to leave your desk ready for move-in of the next occupant. Label files, toss out materials that only you found of value, and refill anything that's almost empty.
To make your last days the best for you and everyone, commit to being fully involved until the day you leave. In order to have a great career and personal brand, you have to think of the work you do in all of its phases. Clearly, leaving is a phase that you will have more than once in your career. It can be the lasting impression you make on your current boss, as well as on future bosses who may be your peers right now. Make that lasting impression as impressive as the work you do.
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Developing a powerful unique selling proposition (USP) can make your brand stand head and shoulders above the crowd. A USP makes a strong first impression with your customers, making it easy for them to purchase your brand over your competitors. Let's look at what a USP is, how to create one, characteristics, and examples of it.
A unique selling proposition can be referred to as a unique selling point but is more commonly referred to as USP. USP is the one thing that makes your brand unique, better, and distinctive to stand out from the competition. The best way to think about your USP is to view it from your customer's perspective: "Why should I choose you instead of your competitors?"
Here is a 3-step process for creating a powerful USP.
We at (business name) help you (fulfill a need) by/with only/without (unique benefit).
As you develop your USP, keep it specific, simple, and unique.
Let's look at some characteristics of good and bad USPs to aid you as you develop yours.
BEST ELEMENTS
WORST ELEMENTS
Source
The best way to understand what makes a powerful USP is to show you. Here are two powerful USP examples that we can all learn from them.
1. Anchor: An all-in-one platform where you can create, distribute, and monetize your podcast from any device, for free.
Forecasts suggest that the number of podcast listeners will surpass 160M in 2023. Source. Anchor has taken a unique position to stand out among the crowd. They provide an easy-to-use hosting and publishing platform that focuses on making podcasts easy to create, allowing anyone to do, for free.
2. Death Wish Coffee: The World's Strongest Coffee
The global coffee market is fiercely competitive, valued at $465B in 2020. To stand out in this industry, Death Wish Coffee identified a USP that was largely untouched. Death Wish Coffee promises the world's strongest coffee or a full refund.
I hope you found this helpful. Just like everyone is unique and different, so is your brand. It's your job to find those characteristics and differentiators that will make your brand stand out from the competitive crowd. Don't be like everyone else. Until next time, keep building leadership brands. You've got this!
"Why should we hire you?" This is actually one of the most common questions asked in a job interview. If you're feeling upbeat and glad this question is being asked, you're at a good starting point because it's a question that gives you the opportunity to specifically inform the employer what you have to offer, why you make a good fit, and continue to sell, sell, sell to seal the deal to a job offer.
When answering this interview question, there are several things you need to think about:
Often, when you're asked, "Why should we hire you?" the thinking is to simply respond with relevant skills and experience. But if you really want to win the employer over, you need to take it a step further.
One of the most important questions to ask in an interview is: "What is the biggest challenge someone will face in this position in the first six months?" Knowing this, answer as to how you have faced these challenges before and stress the results you have achieved. Also think about not just the relevant skills and experience you have to offer, but how those skills and experiences differ from what other candidates may be able to offer.
Employers want to hire talent who will be excited to work for them, so when you respond expressing your interest in the company and the business, make sure it's backed up with information. You don't just want to say a blank statement like: I like the company and its culture. Offer details on it like: "I've seen how the company has maintained its competitiveness with the product launch of X, Y, and Z and infiltrated new markets like Asia and Europe. I believe in the company's approach and that it will be a long-standing leader in the industry, and I'm passionate about the product and the company's mission, so I'd like to be part of it. I believe I can add value with my previous experience and success in…"
This latter response informs the employer more on why you want to work with them and how you can bring value to them. Of course, you will have to do some research ahead of time on the company and business to be able to provide such a response.
The last thing to consider when asked, "Why should we hire you?" in a job interview is where you want to be in three years. This is where you have to show that you want to stay with the employer since retention is key to them. It is also a great opportunity to ask the hiring manager about career growth. Good answers include: "I like to stay challenged and learn new things and I think your company can give me that opportunity. What kind of positions have others who started in this role moved onto?"
Whether you're asked, "Why should we hire you?" in a job interview or not, be prepared with a response to this question by thinking about these three areas. Either way, you'll want to make it a point to talk about what you have to offer as an employee and business-of-one, why you want to work for the company, and where you see yourself in three years. With this strategy, you'll secure the job offer in no time!
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Congratulations on securing your new job! You've been selected over the other job applicants because of all the wonderful factors that made you the best fit. Now, how do you continue to prove you were the best candidate for the job?
There are many tips for keeping your new job and maintaining a professional image. Here are a few:
You may feel as though you are doing a fantastic job in your new position, but if your expectations differ from those of your manager or boss, there is going to be conflict. Have a good understanding of what is expected of you. If you feel that the expectations are unrealistic, then you need to approach your boss and explain the situation. One of the most important aspects of maintaining a professional image is being a good team player and contributing fairly to the team objectives. No one likes a colleague who doesn't do their fair share of the work.
Be a team player and look to get involved in more areas of the business. Be willing to share your expertise, but also be willing to learn new skills. If your company offers training courses, put your hand up to get involved. If your company doesn't offer training courses, you can still take the initiative and invest in your own growth and knowledge by paying for these courses yourself. You are a business-of-one, after all. It's your responsibility to keep proving your worth as an employee.
With all of the time we spend at work, it's important to develop positive relationships with all of our co-workers, managers, and bosses. Good relationships are based on trust. Keep commitments. If you promise something, make sure you deliver on time. However, if you find yourself in a situation where something has changed and you cannot keep that commitment, be honest and communicate. Honest communication is the key to building a long-lasting relationship.
Leaving early every day and not attending social gatherings is definitely not the right way to maintain a professional image. Being visible is all part of being a good team player. One of the main reasons why you were hired was because the hiring manager thought you were a great cultural fit, so you need to prove you fit into the company culture and make an effort to get to know your colleagues. This does not mean you have to be best friends with every person you work with, but there is no need to isolate yourself either.
Don't be afraid to ask for feedback. In order to grow and improve ourselves, we need feedback on how we are performing in our jobs. Positive feedback is always fantastic; however, don't be put down by negative feedback and certainly do not hold grudges. Learn from your mistakes and strive to do better going forward.
We spend so many hours at work that we need to enjoy what we are doing. Maintaining a professional image in your new job will not only help you build a reputation of someone who is a great team player and can be counted on to add value to the business, but it will also make your work life a far better experience. When the time comes for a promotion or a raise, you'll likely be considered because of your professional attitude and image. So, start your new job off on the right foot and follow the tips above to keep it!
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Everyone knows how important networking is for your career. But due to the COVID-19 pandemic, our attitudes and strategies surrounding networking have changed.
The disruption caused by the COVID-19 pandemic not only changed how we work and interview, but also how we connect with others. Networking is all about making connections with new people, so of course we saw a change in this area as well.
Here are three ways COVID-19 has changed networking, and how to get the most out of your networking efforts with these changes in mind.
Before the COVID-19 pandemic, 61% of people attended career fairs as their primary way to network, according to a recent study. Obviously, in-person events like career fairs couldn't happen due to COVID-19, so professionals were forced to adjust their networking strategies to adapt to the circumstances.
Now, as a result of the COVID-19 pandemic, most professionals are primarily using platforms like Facebook and LinkedIn to build and nurture their professional networks. While online networking has always been popular, now that it's at the forefront, that may be compelling individuals to pay closer attention to their online networking strategy and be more intentional and consistent about their networking efforts.
What you can do: Make sure you're spending enough time networking online to make up for the lack of in-person networking opportunities in today's current climate.
Another change to networking brought on by the COVID-19 pandemic is the number of networking opportunities available to us. Because of the increased emphasis on online and virtual networking strategies and events, more than 7 in 10 people say COVID-19 has increased their access to networking opportunities, according to the study mentioned above.
Anyone can attend online and virtual events. Where you live no longer limits your ability to attend and participate in the networking events that were once in-person events. Also, if everyone is online trying to build their professional networks instead of attending in-person events, there will be a greater amount of opportunities to network and make connections with new people in this way.
What you can do: Find out if any in-person career fairs or other networking events you used to go to are now online, and use that opportunity to attend virtually.
Lastly, COVID-19 has changed how we think about networking. According to the study referenced above, 40% of people say the COVID-19 pandemic has changed networking for the better.
It's no secret that a lot of people hate networking. With an increase in networking opportunities and the ability to network with anyone from anywhere, perhaps we are starting to realize that networking really isn't so bad after all. It also probably doesn't hurt that networking from the comfort of our own homes has been normalized, taking a lot of pressure off of us to attend in-person networking events, which take a lot more time and energy.
What you can do: If you hate networking, or haven't made networking a priority in your career lately, give online/virtual networking events a try. You might be surprised by how much you enjoy them!
The COVID-19 pandemic has changed a lot about our daily lives, including how we network. As you continue to build and nurture your professional network, keep these three changes in mind. Don't be afraid to put yourself out there and adjust your current networking strategy for better results!
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It's time to take control of your career! Individuals who have the most career success are typically those who take full ownership and control of the direction their career is heading. They do not sit around and wait for the next opportunity to arise or for someone to tell them what they need to do. Instead, they grab hold of their own ideas and passions and build their most successful career.
So, what exactly do they do? Here are five things you need to do to take control of your career today:
First, they make a plan. They decide where they want to go in their career and then make a plan to get there. For some people, this is a long-term plan (5+ years) and for others it's much shorter (12 months). The point is that they have a plan and an end goal in mind. They know where they want to go and document the steps that must be achieved to reach that end state. They are also flexible with these plans because they know that things change in life and career plans must be altered accordingly. Having a plan is your blueprint for career success.
Another thing that these individuals do is get themselves a mentor. They seek out someone who has more experience than they do and who has taken a similar path as they are taking. This is a person who can guide them and help them get the necessary exposure and experiences that are required to be successful. A mentor is also someone who can give honest feedback and who you can trust. Find yourself a trusted mentor who can help guide you along your career path to success.
Taking control of your career also means building strong relationships with key stakeholders and having a solid network of referrals. The key stakeholders are those people who have a say in where you go next with your career. They can be people internal to the company where you work or your external contacts. The point is that you must have solid relationships with these individuals, as they are the people who will vouch for you and provide you with necessary referrals and recommendations. The more solid your network is and the better your relationships are with your key stakeholders, the more options you will have as you travel along your career path.
As you build these relationships and put your plan together, you must also have a firm understanding of the skills and experience required to reach your career objective. This is something your mentor and key stakeholders can help you comprehend. If you do not know what skills and experiences you need to reach your goal, ask these people for input. Then determine what training, exposure, or other assignments you may need to get the required development. Look for the experiences you need to develop and take the necessary steps to get those experiences. Remember, you're doing what is essential to be in full control of your career growth.
Finally, you want to do everything you can to stand out from the crowd. Having full control of your career success means you get ahead at the rate which you want to, and are prepared for, and you have many opportunities to advance. To do this, you must perform beyond expectations, take the difficult and sometimes unwanted assignments, and even take the occasional assignment that's outside your comfort zone. By demonstrating your ability to be successful outside of your comfort zone, shining in difficult roles and consistently performing beyond expectations, you will stand out from others. You will be the one your company leaders and customers look to for expertise and be in full control of the direction of your career.
Your career can be anything you want it to be. It's yours to grow and develop however best suits you. Taking these steps will ensure you're in full control of the level of success you achieve. And, if you implement these steps, you will achieve the highest levels of success throughout your career.
I have seen business roles defined in ways that confuse many individuals because of the close connections to other positions. These may be the same roles that you have questioned during your professional career. Join me in this series of articles where I'll take you through what differentiates the job roles along with a vivid example to demonstrate. Let's get started.
Think of strategies as roadmaps for the business; it lays out the company's vision for their future and the plans to achieve their goals and objectives. Strategies are long-term, typically 3 - 5 years, established by the leadership team, and are measurable, actionable, clear to the organization's employees, and evolves with the business.
On the other hand, operations are the department's plans relative to how the strategies will come to life daily, weekly, monthly, or quarterly. Operational plans are short-term, less than one year, created by each department's management team and answers the questions of who, what, when, and how much.
Okay, now for the example. Remember when IBM publicly announced their plans to acquire Red Hat, a leading provider of enterprise open software solutions, back in 2018? This was a key business growth strategy for the company, led by former CEO Ginny Rometty. IBM recognized that Amazon and Microsoft were leaders in the cloud computing industry and they would have to do something dramatic to be competitive. That strong incentive led to the strategy to acquire Red Hat. By acquiring Red Hat, IBM positioned itself as the leading hybrid multi-cloud provider through its open-source solutions. Even though the acquisition plan was made public in 2018, one thing to remember, the executive team was already discussing and preparing their strategy long before any public relations announcement.
Now let's move on to operations. Keeping with the strategy example above, after an acquisition of Red Hat's size, multiple departments' operational plans, within IBM and Red Hat, have to be evaluated and re-adjusted. This ensures that each department's operating plans fully support the overall business growth strategy that the IBM/Red Hat solution provides. For the sake of simplicity, let's focus on what the operational plans for the sales organization and service & support organization may include. Please keep in mind this is not an exhaustive list of all the operating plans to consider post-acquisition but is meant to provide an easy example.
The sales operations department will want to review their sales methodologies, processes, metrics, education requirements, tools, and content and plan accordingly to implement any changes to support the sales teams whose mission is to drive an increase in business. Similarly, the service and support operations department will review their processes and determine what changes are needed to ensure customer success. Customer success leads to loyal customers, and loyal customers recommend your product or service to others, thus driving business expansion. As you can see from this example, both the sales organization and the service & support organizations are supporting the strategic goal of business growth.
Some individuals may prefer working on the strategic side of the business where they are developing long-term initiatives that take more than one year to implement. Others of you may opt for the operational side of the business, executing on short-term initiatives, less than one year, that directly impact the long-term strategy. And then there will be some of you who like to work both strategically and operationally. Whichever you choose, remember, strategies are meaningful when translated into operational plans, and operational plans are effective when tied to the strategic plans.
Performance reviews can stir a mixed amount of emotions among professionals. For some, it's an exciting time to discuss accomplishments and get patted on the back. For others, it's a nerve-wracking time where shortcomings are discussed, and some employees question their abilities.
It's important, however, to keep emotions in check. Performance reviews are an opportunity to grow as an employee and should be embraced. Here are some tips for preparing and executing a successful performance review.
On Day 1, you should create a plan for how you plan to grow as an employee, what you want to accomplish, and what value you want to provide the company. Some people use the 30-60-90 day plan they prepared in the interview process to guide them, if they used one.
Once you prepare a plan, keep a journal or use a system to keep track of what you've learned, your goals, and your accomplishments and weaknesses.
Tracking weaknesses is just as important as accomplishments. Being self-aware is a great trait to have and, by being aware of your weaknesses, you can prepare a plan for addressing them and eventually turn them into strengths.
Once again, it's important to not get too high or low emotionally. The performance review is a time for listening. Most review processes allow time for employees to comment, so don't interrupt your supervisor when they're giving the review.
When it's your time to speak, be humble about any praise and don't be angry about any negative feedback. If you did get negative feedback during the review, it's okay to ask follow-up questions about that feedback to better understand where you need to improve—just don't argue with your supervisor or make excuses.
Negative feedback isn't the worst thing in the world. Having a handle on both strengths and weaknesses ultimately makes you a good employee.
Take advantage of this time with your supervisor to discuss your strengths and weaknesses. It's also the perfect time to put together a plan to build on those strengths and identify areas where you can grow with the company and problems that you can help the company solve.
More importantly, you can have an open and honest conversation with your boss about your weaknesses and put together a plan of improvement.
You are now loaded with information! There are goals to achieve and things that are in need of improvement. It all might be a little overwhelming initially. Take a breath, sit back, and realize that everything doesn't have to be accomplished all at once. You can chip away at these goals.
The most important thing moving forward is continuing to make an effort to track your own job performance. Reviews happen sporadically, based on company policies, but you should always hold yourself accountable.
You'll find as you track your performance, goals will change, and sometimes new weaknesses and strengths will emerge. This is normal as job responsibilities change. That's why it's important to always remain on top of your job performance, even when you're not going through a performance review.
One last thing about the performance review: just because you received a good performance review doesn't mean you automatically qualify for a raise. Company policies about raises vary and you'll want to be familiar with your company's policy or ask for clarification about it. In some cases, conversations about salary are entirely separate.
If you have a performance review coming up, make sure you keep these tips in mind. When you're prepared, they're not as scary as you think.
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The brand pyramid is an outstanding marketing tool that lays the foundation of a strong brand: driving direction, consistency, and what can be done to achieve brand loyalty. Here is a step-by-step process on how to develop a brand pyramid.
The best brand pyramid model (in my humble opinion) is Kevin Keller's (a professor of marketing at Tuck School of Business at Dartmouth College who discussed this model in his 1993 book Strategic Brand Management). You can download the template here.
The brand pyramid is built on four layers: identity, meaning, response, and resonance. Each layer builds upon the next, providing consumers with specific answers about your brand. The first layer, brand identity, answers "Who are you?" Once customers know about your brand, the brand's meaning needs to be understood by asking, "What are you?" in the second layer. Now that customers know who you are and what your brand is, they'll want to know how they feel or think about your brand in the third layer, brand response. At the top of the pyramid is brand resonance, where the goal is to create an emotional bond with customers in order to have a long-lasting relationship with them.
Let's look at each layer in detail.
At the base of the brand pyramid, is brand salience—customers' perception of your brand. At this stage, customers want to know:
When your customers feel that your product or service is right for them, that's the beginning of your relationship. The goal here is to create brand awareness among your audience (check out my podcast where I talk about understanding your target audience, titled "Everyone is Not Your Customer") in order to stand out among your competitors. This is an important level to get right as it supports the rest of the pyramid. If your efforts are ineffective, be sure to change your branding approach.
Now that customers are aware of your brand and know its unique position within the marketplace, it's time to let them know more about your product, delivering quality and reliable performance every time.
There are two building blocks on this level: brand performance and brand imagery.
What sort of response does your brand evoke from customers? What do they think or how do they feel about your brand? To get answers to these questions, identify your customers' feedback post-purchase. Responses can be categorized as judgments and/or feelings.
At the top of the pyramid, it's important to understand the relationship you've built with your customers. The goal is that your brand resonates with customers so much that they keep coming back and become brand advocates. This is the most difficult, yet the most valuable level. The factors you need to consider are:
A good measure for resonance is the Net Promoter Score that asks, "How likely is it that you would recommend (Product X) to a friend or colleague?"
The brand pyramid tells a brand which level the brand is at and what it can do to move up the levels. It guides brands on building their brand equity which has countless benefits. When consumers feel connected to brands, more than half of consumers (57%) will increase their spending with that brand and 76% will buy from them over a competitor. You've got this!
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We're all guilty of taking work home with us at the end of the day—whether that means thinking about your to-do list while making dinner, responding to emails on your phone, or actually pouring over spreadsheets on your laptop.
According to a 2020 Gallup study, 57% of Americans and Canadians are stressed out by their jobs on a daily basis, an 8% jump from the previous year. Overwork is just one of the many sources of stress in the modern workplace and, while we may have accepted constant attachment to internet-connected devices as a fact of life, we shouldn't accept the stress brought on by a poor work-life balance. In fact, stress is more than just an unfortunate part of the job. It's a safety hazard.
According to MySafetySign's 2015 Health and Safety Industry Survey, stress is the most overlooked workplace safety concern, with overwork coming in as a close second. Of the health and safety professionals surveyed, 24% of respondents cited stress as the health and safety concern not given enough consideration by superiors, while 20% listed overwork as the top concern.
Whatever your industry, it is more important than ever to know how to discuss stress with those that have the power to change it—namely, your boss. These five tips will help you start a dialogue about stress and overwork with your higher-ups.
Identify the specific stressors that are most concerning. If a particular situation doesn't immediately spring to mind, take a moment to write down everything you do at work and how much time you spend on each activity, including favors you do for co-workers and responding to emails.
Know when it's time to go to a superior. If this is something that can be resolved before speaking to your boss, such as a disagreement with a colleague, try addressing the stressful situation at a lower level first.
Send your boss an email to set up a meeting. Simply ask for a 15-20 minute conversation to discuss your job performance. It is important to have these discussions face to face, so that your concerns are given the weight and attention they merit. The email you send will form the beginning of a paper trail to prove, if need be, that you've taken steps to address the stress.
Keep the meeting short and to the point. Be clear about what is worrying you and give examples. Are you short-staffed? Do you feel pressure to attend to work after hours? Focus on addressing these concerns, and only these, in the meeting while doing your best to keep your emotions out of it. (Now is not the time to ask for a raise or promotion!)
Come to the meeting armed with some solutions to your workplace stress. Express your gratitude for your work, and ask for permission to carry out your suggestions. Your boss may have other solutions they'd like to implement, but by suggesting your own fixes, you show you are serious about improving the stressful situation, whatever it may be.
Once your employers know that stress is a concern, they may do a better job of keeping your workload to a manageable level in the future. If after a week or two you feel just as stressed out as when you had your initial discussion, don't be afraid to schedule a follow-up meeting. Remember, your health and safety may depend on it.
There are many reasons why people want to change careers. But can you guess the top three reasons why a professional might consider a career change today? What is the driving force behind making such a big life decision?
A recent FlexJobs survey announced the top reasons why people are changing careers. Here are the top three, and tips for how to successfully make a career change.
Based on the FlexJobs survey mentioned above, these are the top three reasons for wanting to change careers:
If you want to make a career change, you're probably doing so for at least one of the top three reasons listed above. What's most surprising about this survey is that the top reason professionals are changing careers is because they want a better work-life balance, beating out the desire for higher pay by 6%.
Another interesting finding is that two out of the top three reasons why people want to change careers aren't based on money or benefits or any other career advancement factors. They are based on personal growth and fulfillment.
Even though we are often told throughout our life that money can't buy happiness, it seems as though more and more people are taking this advice to heart and are realizing that a higher salary would not make them happier; having the time and space to do what they truly love and focus on what really matters would.
Think about it. If you wake up in the morning feeling miserable and dreading work, it's most likely because you do not have anything in your life that excites you—nothing that sparks joy or gives your life meaning or purpose. When you think about the day ahead, you're not looking forward to anything. How do you solve this problem? Well, if you change careers, you could achieve a better work-life balance, which would give you time to pursue hobbies and interests outside of work. You could also find a job that excites you, working for a company with a mission you're passionate about, where the work has a purpose and it feels fulfilling. Does a higher salary have more value than that? Most career changers say no.
So, why are you (or why would you be) motivated to change careers? For better work-life balance? Or for higher pay? If you had to pick one, which sounds more appealing?
It's important to have a strategy in place when you decide to change careers. Making a career change isn't easy, but there are certain things you can do to increase your chances of success. Here are five tips for successfully changing careers:
1. Inventory your skills
What are your transferable skills? What other skills do you have that are in demand in your target career and industry? Write them down, and make sure to include them on your LinkedIn profile.
2. Create a bucket list of companies that you want to work for
Are you passionate about a company's product or service? Do you connect with an organization's mission or values? What companies would you love to work for? Write those down, too. This is your interview bucket list, and it is essential for all job seekers, not just career changers.
3. Make new connections
It's true. In your job search, it's all about who you know. If you want to successfully change careers, you'll have to step up your networking efforts. Connect with people at your dream companies from your interview bucket list and start a conversation with them on LinkedIn. Then, be sure to consistently offer value to your professional network. You never know who will contact you with a job opportunity.
4. Update your resume
Write a targeted resume with your ideal career in mind. Focus on your transferable skills and quantifying your work experience. Also, be sure to customize your resume for each position that you apply for. An optimized resume is invaluable, especially for career changers.
5. Be ready to tell your story
The most important tool in your job search as a career changer is a disruptive cover letter, which will allow you to tell your story and stand out to employers. Storytelling is incredibly powerful. In order to successfully change careers, you need to connect with the companies you're applying to and the people who work at those companies, and the best, most effective way to do this is by telling a compelling story.
As a professional, you've probably thought about changing careers at some point in your life, either seriously or just out of curiosity. Nowadays, most people are making the change because they want a better work-life balance. If this sounds like you, follow the five tips above to get started on your career change today. A better career (and life) awaits!
Need more help with your career change?
In order to build a strong, strategic network, you need to nurture your connections. You need to show them some love. The best way to do that is to regularly offer value to your network.
Instead of going in with the attitude of "How can you help me?" you need to approach networking with the mindset of "How can we help each other?" You need to constantly think about how you can support your contacts.
But, how can you do that? How are you going to prove that you're an awesome addition to their network?
While it's tempting to fall back on the old line, "Let me know how I can help you," it's not always an effective way to offer your support to someone. Why? Because if someone doesn't know how you can help them, they're not going to ask. Or, they're going to ask you for something you might not be able to offer. Instead, give them something to work with by being specific about what you can realistically offer them. Understand what they need in order to achieve their goals and then ask yourself, "How can I help this person reach his or her goals? What support, resources, or opportunities can I offer them?"
Don't worry—nurturing your network doesn't have to be a huge hassle on your end. Here are some easy ways you can offer value to your connections:
As you're job searching, chances are you'll see a lot of great jobs out there that simply aren't a good fit for you. However, they could be perfect for someone else in your network.
If you see a job opening, share it with someone in your network you think might be a good fit. You can send a private message with a link to the opening, or you can just post the opening in your LinkedIn feed for people to see.
Not actively looking for a job? You can still share job openings or cool companies you see with your network. So, be on the lookout!
Sharing an article or video is a great way to start a conversation and/or keep in touch with a contact. Consider this person's industry, interests, and special projects, then share something that's relevant to them. What can you find on their LinkedIn profile? What have you learned about them in your conversations?
Send your contact a message with the link to the resource and a little bit of context. You could say something like, "I saw this article and thought you might find it interesting, particularly the part about ____ because you're involved in ____. Enjoy!"
Another easy way to offer value to your connections is to share their content with your network. If you found a blog post from one of your connections interesting, share it with your network by posting it to your LinkedIn or Twitter feed with a brief blurb.
Don't forget to tag the author with the @ feature so they know you're sharing it!
Be a super connector! Look at your network and see which connections could benefit from knowing each other. Then, make an introduction. Make sure you give a little background on each person and briefly explain how they can benefit from knowing each other. Here's an example:
"I noticed you're looking to break into the entertainment industry. I'd love to introduce you to Jody Smith. She works as a talent agent out in L.A. and I'm sure she'd be a valuable addition to your network. Would you be interested in getting an introduction?"
If you know someone in your network is an exceptional digital marketer, endorse him or her for that skill on LinkedIn!
Your endorsement will reinforce the skills listed on his or her profile, which is a huge value-add to him or her. It gives that third-party credibility factor that employers and recruiters are looking for on LinkedIn profiles. Best part? It takes two seconds!
Recommendations are like testimonials on your LinkedIn profile. A good one is worth its weight in gold.
If you've worked with a contact in the past and/or know they have certain skill sets or character traits, write him or her a recommendation. Your connections will appreciate this gesture greatly, and may even write you one in return! This takes a little more time and thought, but it's worth much more to connections than endorsements.
So there you have it. Effective networking doesn't have to be a hassle! Spend a little time each day nurturing your network. If you make this a habit, you'll find yourself with a strong network in no time!
You've just been promoted! You've worked hard, proven yourself, maintained positive relationships with your co-workers (many of whom have become close friends), and you are looking to celebrate. Hmm...who do you invite out for a celebratory night?
This could be complicated as several people in your "hang-out crew" now report to you. Will they be supportive? Jealous? Uncomfortable going out with their new "boss"? All good questions. How can you easily transition from co-worker to boss while still maintaining your friendships?
At first, you may feel awkward and that's understandable. If you feel unsettled by the situation, chances are that your co-workers/friends do as well. Since you are now in the position of authority, it is possible that an individual who feels uncomfortable may not approach you directly. Instead, buzz about the obvious topic may be happening and you are being excluded from the conversations. It is important to address this head on.
Schedule one-on-one meetings with your new reports. You'll be much better able to assess how your promotion is truly perceived if you make the time to connect with people individually and not as a group. In a group, people may not want to express if they have concerns about the new reporting structure or may not raise questions that they feel are applicable to their own scenario. Acknowledge that initially the situation may be awkward and encourage your new reports to express their concerns.
Ensuring that there is an open dialogue from the beginning will help to set the stage for positive future communication. Recognize and admit that this is new territory for you and that you anticipate that there will be a shift in the relationship. Let them know your expectation is that the shift will be productive and positive. Don't apologize for your promotion. You've probably earned it. While some might question it, you should not. Establish yourself immediately as a confident leader.
Differentiate for yourself personal feelings and supervisory responsibilities. As a co-worker, it may have bothered you that someone else came in late every morning. As a supervisor, "bother" may turn into "unacceptable." Disciplinary conversation should be had after a situation happens while you are in charge. Don't bring up scenarios that happened prior to that point. For example: "I know you're always 15 minutes late and I want that to stop now that I'm overseeing you," vs. "I noticed you came in late three times this week. My expectation is that you will be in on time. Is there something going on that you'd like to discuss? Please let me know and I thank you in advance for addressing this issue."
Off-hour calls, texts, and so on. Your work friends may have thought it okay to text or call at all hours to complain or shoot the breeze about the office. Set limits and a cut off. Unless there is an extreme situation, a late night call or text to the boss can wait. If they are texting you the score of the latest game and that's okay, let them know.
Establish rules about when "talking shop" should stop. Develop an outside network so you have other places to express yourself and vent. Before, you might have turned to a co-worker to gripe or to share a monumental work moment. While team camaraderie is great and these types of conversations often bond employees, remember that not all problems and not all achievements are appropriate to discuss with your team anymore. Find someone, ideally outside of the company and unrelated to your co-workers, to discuss work issues. Mentors are often great people for this purpose. If you don't have one, seek one out. A mentor may also be able to help you navigate through this transition.
If you are going to be the boss, be an awesome boss! Bruce Tulgan, author of Managing Generation X and Not Everyone Gets a Trophy, states in his "It's Okay to Be the Boss" management workshop, "Everywhere we go, we find that managers and supervisors are too hands-off..." So, if you've been selected to supervise and lead, then just do it!
Set clear expectations for your team and hold them accountable. For example, let's say you assigned a task to "Kathy" that involves weekly reporting and the first deadline comes and goes. When you approach Kathy, she casually says, "Oh, you know I could never get those stupid reports in on time. I'll get it done later this week". Sit down with Kathy and explain what you need, why you need it, and when you need it. Then, ask for her input for how to make sure your expectations are met. Don't be afraid to take charge and to step into your more responsible role because of how dynamics might change at work. I can assure you, they will change.
If you embrace your new position with positive confidence, you will earn respect and dissolve some of the uncertainty that others may feel. Practice what you preach. Maintain the boundaries that you have set and don't assume that others have not set their own personal boundaries, even if they have not communicated them. Unfortunately, some co-workers may no longer want an after-work call to go get a bite. You will need to test the waters with these scenarios and figure out what each person needs. Be respectful. You may get turned down sometimes and you don't want to take it personally.
Transitioning from co-worker to supervisor can be challenging and is not without obstacles but it doesn't have to be painful. Stay confident, respectful, and listen to your staff. Remind them that you are all still part of a team with common goals.
Need more help as you move up in your career?
A brand pyramid provides the emotional context consumers need from being first-time buyers to brand advocates. In this article, I'll share with you what a brand pyramid is and six reasons you'll want to start using it today.
Brand pyramid is a marketing tool that defines the fundamentals of your brand, giving your brand direction and consistency in a meaningful way. It can be easily shared and communicated across organizations to create clarity. It keeps everyone going in the same direction.
As you can imagine, the brand pyramid is pyramid-shaped. It shows companies how to build a strong brand foundation from the bottom of the pyramid, where customers have a positive relationship with your brand ("brand identity") to the top of the pyramid where they become advocates for it ("brand equity"). Every experience along your brand's customer journey should leave them with positive thoughts, emotions, and beliefs.
There are numerous brand pyramid models you can use. The original brand pyramid model was created in the mid-1990s by Millward Brown, global marketing research and consulting firm.
The model I prefer was developed by Kevin Lane Keller, a professor of marketing at Tuck School of Business at Dartmouth College in his 1993 book Strategic Brand Management. You can download the template here.
A brand pyramid matters for six reasons:
Your brand exists to connect with consumers. The brand pyramid is a valuable marketing tool that can help you connect with your customers on an emotional level. Customers who have an emotional connection to a brand have 3X higher lifetime value, stay with a brand for an average of 5.1 years vs. 3.4 years, and will recommend brands at a much higher rate (71% vs. 45%), Source. Building great brands takes focus, patience, and consistency. Unsure of how to use a brand pyramid, check out this step-by-step process here. You've got this!
Being the head of a creative team is incredibly rewarding. It requires you to be a protector and a facilitator for your team, removing obstacles and cultivating openness so great ideas have space to flourish. It also requires flexibility to play different roles throughout a project lifecycle. Sometimes you play the hype-man for the project. Sometimes your role is simply to get out of the way and let your amazing team of designers get after it. And then sometimes it is helping them see the greatness in what they just did.
One thing I know is that the combination of skill, knowledge, and energetic scrappiness of a motivated team can do amazing things. Here are some items I have found helpful for motivating my team.
Most designers I know love a good challenge. We are problem solvers by nature. Consistently give yourself and your team small challenges, both design-related and not. It will promote openness within the team to collaborate, and it will help generate ideas faster in the long run. Whether the challenge is to find a more exciting way to present an idea to stakeholders or fitting a new tool into the budget, make it a challenge just to shake things up.
Rarely does a one-size-fits-all style work when it comes to team motivation. I have found that aligning employee goals with organization goals works well. Taking time to get to know everyone on your team is invaluable. What parts of their job do they love? What do they not enjoy? What skills do they want to learn? Even going so far as to where they see themselves in five years career-wise. These questions help you right-fit projects, and help your team see you are committed to creating a career path for them within the company.
Sure, there are a ton of studies done on this, but here is my very unscientific personal take. When team members can make decisions about how they work on projects, they are more engaged and connected to the project outcome. When they see how potentially dropping the ball would affect the entire team, they step up. When they feel like what they are doing is impactful and valued, they are naturally motivated to learn more, and be even better team members.
Encourage curiosity. Spark debate. Stimulate creativity and your team will be better at handling challenges with flexibility and resourcefulness. Create a safe space for ideas, all ideas, to be heard. In ideation, we need the weird and off-the-wall ideas to spur us on to push through to the great ideas.
Everyone needs to feel their voice is heard and their contributions are important. Something as simple as sharing a drink the last hour of the day on a Friday with the team to recap wins and give praise can build camaraderie within the team.
All of the above are fairly simple to implement but can make a huge difference in morale and motivation. Have any of these tips worked well for you in the past? Do you have other tips to motivate your creative team? If so, please share them with me!
A new law in Colorado meant to help job seekers understand the salary ranges of the job opening might be hurting job seekers
On January 1st 2021, The Equal Pay for Equal Work Act. This bill's intended purpose is to combat gender-based pay gaps in the workplace. Part of the way this would work would be requiring companies to provide job seekers with data on who is making what for their role.
This means that each job posting, including remote ones, must disclose the expected salary or pay range. Due to these additional requirements, many companies hiring nationwide are now excluding those in Colorado.
According to the website, ColoradoExcluded; more than 160 remote companies are excluding Coloradan job seekers. You can find the full list of these companies here. If you're in Colorado, you can use this list to see what companies are currently avoiding hiring applicants in Colorado
Work It Daily can help! Everyday on TikTok, we post remote jobs hiring for job seekers like you! We also have playlists dedicated to hiring job seekers anywhere in the world. Make sure to follow us so you don't miss out on a posting!
Market segmentation gives your brand an advantage over your competitors because you can show your customers that you understand them and can provide them with what they need. In this article, I will share with you how to segment your target market and how to conduct market segmentation.
Market segmentation is the process of categorizing the market into four main groups: demographic, geographic, behavioral, and psychographic. By understanding your market segments, you can leverage this targeting for your strategies (i.e. product, sales, and marketing). Companies with great market segmentation strategies enjoyed 10% higher profits than companies whose segmentation wasn't as effective over 5 years (Source).
Segmenting your market involves research, data collection, analysis, and time. The more precise you can be, the more effective your marketing efforts will be. How do you do this for your business? Here are eight actionable steps:
When you invest the time to develop your market segmentation, your business will reap numerous benefits from higher conversion rates, increased customer engagement, and revenue, to greater loyalty. You've got this!