The Career Encouragement Blog

Shake Hands Like a Pro

MSN Careers page had a useful article on when and how to shake hands this week.  It has important info for anyone who wants to project a professional, confident image.  A few things I would add to the list of do's and don'ts:

• DO prepare in advance to greet people with a good handshake by keeping your hands washed, nails clean, and refraining from coughing into your hand. 
• DO say the other person's name as you extend your hand.
• DO give eye contact and smile when you shake hands.
• DON'T do the pinch (no description necessary - you all know what I mean)!  If you are a man, DO NOT do the pinch to a woman - it is a tremendous sign of disrespect.  If you are a woman, DO NOT do the pinch to a man - it signals weakness and insecurity.
• DON'T wear perfumed, scented lotion or aftershave on your hands.  It is not polite to expect other people to smell like you for the rest of the day.
• DON'T be ashamed to politely decline to shake if you have just obviously sneezed, blown your nose, or coughed into your hand.   As a mom of two, I am very comfortable saying, "So nice to meet you.  Please forgive me for not shaking hands, I seem to have a bit of a cold and don't want to share it!"  Most people thank me for this.

You handshake conveys an awful lot about you in just a few seconds - it's worth it to spend some time and thought to get it right!

Job Search Rule #15 - Follow the Application Directions - Part II

In yesterday's posting on following application procedures I concluded that:

Bottom line - for many positions (and especially executive-level) the position postings are carefully crafted and go through multiple rounds of edits by multiple stakeholders.  There is a reason you may be asked to respond in a particular manner.

So what are some of those reasons, and why are search committees so particular?

1. Application directions may be driven by internal processes.  In yesterday's posting, I gave an example of a time when I wanted candidates to communicate electronically so that I could forward information easily to a geographically dispersed team.
2. The application process may be designed to weed out curiosity seekers or resume spammers and find those candidates who really want the type of position we have to offer.  I have conducted searches where we have asked candidates to  "submit a resume along with a cover letter detailing your interest and qualifications for this position."  In this case, when resumes arrive with a 2-line cover indicating that a resume is attached, they are usually dismissed quickly.
3. The application process may be designed to test your writing skills.  This if often true when the posting specifically states that candidates should submit a "detailed" cover letter.  It is a real challenge to write a detailed and compelling cover letter without repeating your resume.  Candidates who can do this in 3/4 of a page without using bullets or tables, and without being redundant, will stand out!
4. Often application processes are designed to assess an initial match.  If the posting asks you to state a salary range, then state one.  If you and the potential employer are not even within shouting distance money-wise, a clear message about salary expectations will save time and pain for everyone involved.

Bottom-line - the application process is often the start of a conversation between you and the hiring company.  Therefore you want to give it the same effort you would give a face-to-face conversation.  Be clear, be polite, and respect professional boundaries.  You have a better chance of standing out as a potential team member when you treat the application process as a professional conversation, rather than as an obnoxious hurdle to clear on your way to a face to face interview.   

Thinking about a career in Human Resources?

The "Carnival of HR" is a collection of great HR postings with a rotating moderator.  This week The HR Capitalist posted on The Top 10 Benefits of a Career in HR/Talent Management.  Check out Reason #7!

Job Search Rule #15 - Follow the Application Directions

I recently completed a search for an executive-level position for a client.  In the posting we indicated that candidates should e-mail their resumes/letters of interest to me.  The only contact information offered in the posting was my e-mail address. 

I have received a pile of resumes in response to our ads.  Most were e-mailed in, but - alas - there were a handful that were either fed-exed, faxed, or sent via snail-mail on lovely white resume paper.   I know that there are many books out there that suggest you go to the effort of looking up a street address and sending in a hard copy of your resume.  This is okay advice to follow if and only if you also follow the application instructions in the posting. 

Why?  Because you don't know why the company requested your resume in the format it did.  In our case, we requested e-mail submissions for two key reasons:

1. The search committee is located around the state. When I get a good looking candidate, I need to be able to forward the info on immediately.  A hard copy sent to me via fed-ex may show some initiative on your part as a candidate, but it does not facilitate communication among the hiring team - and you definitely want the hiring to be able to communicate about you!
2. For this particular client organization, the ability to communicate effectively via e-mail is critical.  So requesting the letter of interest/resume via e-mail was a test of the candidate's skills at e-communication.  I'm not saying it always happens, but in the case of this particular position I only examined resumes that came to me electronically.  The others were summarily dismissed.

Bottom line - for many positions (and especially executive-level) the position postings are carefully crafted and go through multiple rounds of edits by multiple stakeholders.  There is a reason you may be asked to respond in a particular manner.  If you want to respond in multiple ways just to keep your name in front of the hiring team, that's fine, but be sure to also follow any specific instructions about submitting yourself as a candidate.

Grace Centered Coaching

Donna Lewis of Lewis Life & Leadership Coaching has a great resource on her website - a FREE personalized goals report.  Like all assessment tools, you'll only get out of this one what you put into it.  But I think it's worth the time and effort to answer the questions - you'll probably learn something new about yourself, and leave feeling encouraged. 

My favorite part of the form is when she asks you to list 3 goals you are willing to work at in the next 6 months, and then to state how you will feel after accomplishing each goal.  She says:

Hint: If you wouldn't feel wonderful about each of these, then you might like to go back to Step 6) and choose bigger or smarter goals. (emphasis added)

Wow did that ever make me stop and think!  I had listed my three goals and for each one indicated that I would feel "relieved" if it was accomplished.  But I wasn't even thinking about what would make me feel "wonderful."  Good call Donna!  I'm going to spend some time on that one over the next few days.

Why not fill out your own goals report and see what you learn about yourself.   And to learn more about Donna's incredible story, check out her autobiographic article I Received Grace.

What does your manager think about?

If you are looking to grow and move up in your career, it's a good idea to think about the things your manager is thinking about.  Ann Bares has a great posting on the Top 5 Challenges that HR folks are working on.  The two most important ones for aspiring career movers are:

#2 - Driving cultural and behavioral change in the organization. 

To support your company in this effort, ask yourself:

• Do I know where this company is headed?
• Are my key work activities in alignment with those goals each day?

For example, if your company leaders talking about how they can use technology better to "lean up" business practices, take some time to check out industry journals and find relevant articles to read and share with co-workers. Think about how you can support those goals in your daily work. 

#5 - Increasing line manager capability to handle people management responsibility.

If you are (or want to be) a manager one day, ask yourself:

• Do I know what the performance management program is at this company?  Do I make good use of the available tools, forms, and coaching?
• Do I read books and articles about how to be a good people leader?
• What am I trying to lead people to do?  Do I just tell them tasks, or do I paint a vision of where the company is headed.

Investing in your ability to first lead yourself, and then lead others using the available tools and resources at your company will  pay off in spades!  You'll enjoy your own career more, and you'll help others enjoy their careers more!

Business Casual for Warmer Weather - Part II

A while back I posted some random suggestions for summer business casual wear.  The MSN Careers website recently posted a more detailed listing of dos and don'ts in 10 Faux Pas of Summer Work Fashion.  Rachel Zupek neatly summarizes her advice with:

"While you don't have to cling to your winter wardrobe during summer, choose your wardrobe carefully. Consider the industry and the environment in which you work. Pay attention to any unwritten laws. Do you have regular contact with clients? What image do you want to portray?" (emphasis added)

What are the worst summer fashion faux pas you have seen in the work place?  What is your advice for great summer business casual?  Leave a comment and let Career Encouragement readers know!

10 Tips for Creating Better Work-Life Fit

I love summer - warm weather, vacations, time with the family! All of this extra time and fun with the family can sometimes lead us to think about the way we are balancing work and family, and perhaps long for some changes.  These longings can prompt us to make some needed changes. However, if we're not careful, it's easy to let this desire for more family time cause us to make changes that are unnecessarily drastic. 

I've talked to clients who are practically panicked about their desire for more family time after their first summer weekend at the cabin.  They start talking about quitting their job, or starting a business so they can work from home.  While these can be great work options, without a plan in mind, they likely won't produce the results you imagine. 

When you start feeling this way, it's important to take a step back and consider what work-life balance looks like to you.  As yourself:

• How much of what I want do I have already?  (What am I grateful for?)
• How does my current work situation benefit my personal life?
• What "tweaks" can I make to improve my sense of work-life wellbeing?

Cali Yost offers 10 Tips for Creating Better Work-Life Fit on her website.  My favorites are:

#2 - Small changes in your "fit" can make a big difference.

and

#6 - Start with what you do want, not with what you don't want.

Take a look at Cali's suggestions and see which ones make sense for you!

Mistakes New Managers Make

Recently I had a chance to contribute some quotes for this article on "7 Deadly Sins: Mistakes New Managers Make and How to Avoid Them" in Minnesota Technology Magazine.  If you're looking for a promotion, this article will give you some good ideas on how to prepare yourself, and how to succeed in your new role!

Download 7_deadly_sins_mistakes_new_managers_make.pdf

Building a Successful Business

Terrie Wheeler of Professional Services Marketing, Inc. is one of my heroes for 3 reasons:

1. She kept her eye on the goal.  I had the privilege of knowing Terrie "way back when" she was launching her marketing coaching business.  She had ideas for what her business could be, and she thoughtfully, and persistently worked to make it happen!
2. She's a working mother who figured out how to have success and joy in both her work and her family life.
3. She has worked hard to help others have great careers too. 

Reason #3 inspires me in my work the most.  I truly believe that if you work hard to help others (whether it be your direct reports, your peers, or even your boss) have a great career experience, you cannot help but have a great career experience yourself. 

The Minneapolis Star Tribune recently profiled Terrie's accomplishments and how she has used her success to create opportunities for others.  Congratulations, Terrie!