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Your #Career : Friends With Benefits: Befriend Your Co-Workers to Make More Money…The Easiest Ways to Make your Way to the Top, Or at Least make More Money, is to Know the Right People — so, Making Nice with your Professional Colleagues Can Be Very Important.

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Wondering how to make more money? You can gun for a management position with your company, or even work on some of those intangible skills that could lead to a raise or promotion. The truth is, there is a multitude of ways to improve your productivity and job performance in order to work your way up the ladder. But one of the easiest ways to make your way to the top, or at least make more money, is to know the right people — so, making nice with your professional colleagues can be very important.

Group of happy young business people in a meeting at office

It may be more important than you realize. Many people despise their co-workers (often justifiably), but new evidence shows the friendlier we are with our work mates, the more productive and efficient we become at our jobs. So, if you’re looking to make more money by getting a promotion or raise, working on those relationships may be the key.

 While it may be intuitive to think the friendlier you are with your co-workers, the less work you’ll get done — you’ll end up spending time gossiping and goofing around, after all — new research seems to suggest otherwise. “Multiplex relationships,” a study published in the journal Personnel Psychology says, can actually make us more productive and increase our job performance.

“In a study of insurance company employees, we found that the number of multiplex workplace friendships in one’s social network is positively associated with supervisor ratings of job performance,” the study says. As for what, exactly, a “multiplex relationship” means, the researchers define them as “multifaceted relationships that superimpose friendship with work-focused interactions.”

 

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So, while the research did show that these relationships can lead to positive outcomes in terms of performance and ratings, there were a couple of caveats to note. “However, we also found that there is a negative indirect effect on job performance through emotional exhaustion, which is offset, in part, through enhanced positive affect.” Also, while looking at workers in the restaurant industry, the researchers found there was some lost productivity in that these relationships required effort to maintain — that is, we have to engage our friends at work, detracting from our professional duties.

The researchers call these multiplex relationships a “mixed blessing,” but the positive implications here are pretty clear: The better we get along with our co-workers and colleagues, the more we’re going to benefit in positive feedback and ratings. There’s also a “greasing of the wheels” sort of effect at play — where we have a better idea of how to read and anticipate our co-workers’ thoughts or actions, and can increase or productivity through that anticipation.

Making more money

So, how can this research and the knowledge generated from it actually serve you? As mentioned, if you can manage to really kindle some strong relationships with your colleagues, then it should pay off in a number of ways. You’ll have more people looking out for you (as opposed to those looking to potentially sabotage you), and you should be able to get more work done. Employers want to see more getting done and increased productivity, and when they do, it’s typically grounds for a raise or promotion.

It’s also never really a bad thing to be on good terms with your superiors in management. After all, they’re the ones who will ultimately make the call during a salary renegotiation, or when promoting someone.

But you also need to make the effort to keep track of what you’ve been doing, and make sure that your relationships with co-workers are symbiotic and reciprocal. If your co-workers are going to be helping you out, you need to be there for them as well. If you can work together, you’ll all be better off in the end. And make sure you’re keeping a tally of your accomplishments, or making note of how your work performance has improved. You can use it when asking for a raise or promotion, and if all else fails, show it to other prospective employers.

It all comes back to building strong relationships, though. You may get annoyed with your colleagues, but being on good terms with them can make a huge difference when push comes to shove. And if you are serious about making more money, strong relationships could be the key.

Follow Sam on Facebook and Twitter @SliceOfGinger

 

CheatSheet.com | May 23, 2016 | Sam Becker

Your #Career : Millennials, This Is Why You Haven’t Been Promoted…Maybe we’re Entitled & Delusional. But, If you’re Ambitious but Stuck on Level 1, Below are 6 Possible Reasons. (Warning, Tough Love ahead.)

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According to a recent millennial leadership survey from The Hartford, 80% of millennials see themselves as leaders today. Yet only 12% of Gen Y held management roles in 2013; and less than a third of The Hartford’s sample reported that they’re currently business leaders.

Free- Man with Two Fingers

Maybe we’re entitled and delusional. Or maybe, explained millennial expert and author of Becoming the Boss, Lindsey Pollak, we have a progressive understanding of what it means to be a leader. “Millennials believe they can lead from whatever position they’re in,” she said. We know we don’t need an official title to impact our organization.

But if millennials really are leading from behind, why aren’t we getting promoted?  If you’re ambitious but stuck on Level 1, below are six possible reasons. (Warning, tough love ahead.)

1. You overwork.

Slade Sundar, COO of Forte Interactive, Inc., observed that working 60-80 workweeks actually “devalues the work an employee does, because it shifts the measurement from results and quality to time and quantity.” When an employee’s work is measured simply by how much time she puts in, she seems cheaper and more expendable—“someone who is willing to do twice the work for half the salary.” Promoting her would thus ironically oppose the best interests of the company. As a result, over-dedicated employees are “rewarded” not with a promotion but with more work at the same pay.

On the other hand, one survey revealed that 71% of managers didn’t promote employees because they were unwilling to take on additional responsibilities. Jennifer Dulski, president and COO of Change.org, speculated that employees who volunteer to do work outside the scope of their roles are “the most likely to be promoted.”

When you’re considering how to balance managing your time with new responsibilities, ask yourself where you’ll be most able to demonstrate leadership and problem solving abilities. Sundar explained, “We don’t hire people to create widgets anymore, we hire people to solve problems. Widget Makers are expendable, Problem Solvers are not.” To get promoted, wrote Sundar, “you’ll need to prove you’re more than just a nose-to-the-grindstone type.”

 

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2. You’re incurious.

The least attractive quality in an employee—or anyone, really—is thinking you know everything.

If you’re prone to being a know-it-all, start asking questions. Famed Silicon Valley executive Guy Kawasaki blogged that the key to great schmoozing is to “Ask good questions, then shut up.” If you get others to talk instead, “Ironically, you’ll be remembered as an interesting person.”

Then do your homework—over and over again. Leadership is the “10,000 hours thing,” said Pollak. It requires “wanting to read and learn and be curious about the topic, loving what you’re talking about.” If you don’t know where to start, Pollak suggests, “Learn from watching people who are good at it. Take classes, learn public speaking, observe difficult conversations.” Curiosity is, at its core, a product of engagement.

If you start to feel bored by your investigation, that’s a sign you should pick another reign.

3. You’re agreeable.

I once had a boss whose confrontational communication style led several employees to leave the company. Noticing that these employees tended to be soft-spoken and acquiescent, I resolved to stand my ground in my new role. My boss admired that I (respectfully) challenged him, and he quickly identified me as “leadership potential”.

Statistics support my story: Researchers at the University of Notre Dame found that less agreeable employees earned an average of 18% more annuallythan their agreeable coworkers. Those who demonstrated more agreeable traits, by contrast, were less likely to receive promotions. Research also showsthat we tend to think agreeable men will make worse leaders.

Why?

Art Markman, Founding Director of the Program in the Human Dimensions of Organizations at the University of Texas at Austin, explains that “While some managers may want to surround themselves with people who obediently agree, most want those who will find the flaws in a plan before it is implemented.” Less agreeable people offer this needed skepticism.

If you tend toward people pleasing, Markman suggests considering potential flaws in ideas that come your way at work. Or internalize this: always agreeing doesn’t make you a good employee, or a good person for that matter.

4. You’re untrained.

Many millennials fail to advance because we don’t know what skills we lack. In The Hartford’s study, millennials least desired written and oral communications training—but employers consistently rank these skills as the ones millennials most need.

Determine what skills you need for the leadership role you seek. Then find a way to acquire them. David Goldin, the founder and CEO of Capify, toldBusiness Insider that millennials who want to be promoted should proactively seek assistance. “Show that you want to learn.”

Of course, employers also play a critical role in training their workforce. Markman said, “The most successful organizations are ones that promote learning throughout a career.” If you repeatedly request training and your organization doesn’t deliver, it may be time to let them go.

5. You’re clingy.

Employees often think that checking in with their supervisors constantly is conscientious (a skill paramount to success). In fact, it’s a sign of neuroticism, which is associated with compromised career success, emotional instabilityand lack of leadership potential. More immediately, incessantly checking in reflects insecurity and lack of self-sufficiency.

Some anxious employees, one study noted, use work to satisfy “unmet needs for love”. Managers can, in turn, find this clinginess “aversive and seek to distance themselves from the instigator.” In short, it’s the last thing you should do if you want to be promoted.

You might recognize this scenario: your boss hates when you don’t check in—“touch and go”, as some call it—but then complains that you can’t think for yourself. The solution is to outline exactly what you’re going to do. This requires preparation. Even if it’s a small task, think of it as a presentation. Schedule one meeting with your managers, present how you’re going to tackle this specific project/assignment, and get their approval on every bullet. Follow up explicitly confirming that you’ll do xyz. Then here’s the key part: don’t check in again until it’s done the way you agreed.

6. You’re alone.

If you’re not dying for your boss’s attention, you may suffer from the opposite problem. As an introvert, I convinced myself for years that I could manage my entire career alone. I eventually learned that lone wolfing isn’t sustainable. As Markman explained, “we are a fundamentally social species. We succeed primarily because of our ability to learn from others.”

I hesitated to get outside help because I was intimidated by the elusive “mentor” concept. I didn’t know how to get one, and I felt like I couldn’t request mentorship outright without spending money.

Pollak conceded that having one mentor is often unrealistic. “I think it’s too much pressure to ask someone to be my mentor,” she said. Markman, likewise, is wary of assigned mentors. “Mentorship is much more effective when it grows organically.”

Instead, Pollak prefers having a board of advisors and a collection of people who inspire her. “There are so many options to connect with people,” Pollak said. Markman advised, “Find time to go out for coffee… Ask questions. Find out what books they are reading. Get advice on how to handle difficult situations.” Many people can act as mentors without even knowing they serve that purpose for you.

Put concisely, here are some immediate actions you can take to advance your career:

  • Seek to understand and master your field and your role.
  • Stop punching the clock and start solving problems.
  • Evaluate the facts and defend your informed opinion.
  • Seek guidance and then demonstrate self-sufficiency.
  • Surround yourself with and learn from inspiring people.

“Believing you’re a leader is one thing,” said Pollak. “Acting like a leader is another.”

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Forbes.com | May 13, 2016 | Caroline Beaton

 

#Leadership : 5 Critical Choices You Must Make Every Day At Work…The Workplace is Evolving & your Success is Highly Dependent upon the Choices you Make to Influence its Future – & Equally your Own.

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 As the marketplace changes faster than ever before, organizations and their brands are attempting to reinvent themselves to stay relevant – before their competitors pass them by. The speed of change also makes you more accountable for the choices you make to survive and thrive in a workplace that is testing your overall contributions every day – made all the more difficult asthe playbook for success and eventual significance is constantly being reconfigured and redefined.

Group of happy young business people in a meeting at office

Don’t wait; Seize the opportunity and be courageous enough to take action. Regardless of the outcome, you are earning respect and learning along the way. If failure is not an option, you are working for the wrong employer.

Every day at work you are faced with choices – not always easy whenpolitically charged with the hidden agendas of others. Let’s face it, you are trying to figure out how to best fit in and get discovered. You realize that to advance in your career, how others perceive you must be in alignment with the expectations you can be counted upon to consistently deliver.

To stay in control of what others are saying about you, you must always reflect the identity you seek to establish for yourself within the organization you serve. This means that you must be ever mindful of your unique differences and perspectives and how they can be best leveraged by the leaders and colleagues throughout your organization. In the new world of work – where everyone is attempting to establish themselves at a time when people are more uncertain about the future – you must take accountability for yourself.

To ensure you stay on track towards building the momentum you seek to achieve success in your career, here are five choices you must make every day at work – that can make or break your future.

1. Do You Consistently Over Deliver?

It’s no longer enough to do your job – that is, using your job description as the basis for your responsibilities and deliverables. In today’s workplace, you must overdeliver and define new standards and metrics for success. Overdelivering is not just about performing your primary job duties/functions, but abouthelping others do theirs too – well beyond the obvious. Overdelivering means being active and visible well beyond the job – by participating in corporate social responsibility, community outreach goals, etc.

If you are only doing what you believe others expect from you – challenge yourself to find new ways to do things better. Never be predictable. Consistently overdeliver and keep others on their toes. Allow your influence to propel others to equally over deliver.

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2. Do You Hold Your Boss Accountable?

I am not referring to what many people call “managing up.” Holding your boss accountable in this case is more about making sure that he or she is pushing you and providing you the guidance to ensure you reach your full potential. This is what a leader or boss is ultimately responsible to do. Unfortunately, not many leaders are good at this – if they are more interested in themselves rather than advancing themselves by serving others.

In an assessment by my organization, we asked leaders if they are vulnerable with their employees and/or colleagues; 69% of leaders said that they were vulnerable only “sometimes.” The question is intended to reveal if leaders actually know that it is in their best interest to be vulnerable if they are going to make others feel safe to speak-up; to share their ideas and ideals. Unfortunately, vulnerability has been associated for much too long as a weakness or as exposing one’s limitations.

Truth be told that in today’s workplace, everyone is in search of answers – new, fresh ways of doing things – and if we can’t be vulnerable, how can we solve for problems together; if we are not aware of our opportunity gaps, how can we be more efficient and effective. This is how we will eventually be able to discover the full potential in one another – and the business we serve.

3. Do You Strive To Be More Inclusive?

Being inclusive means that you must be more open-minded to fresh perspectives, new approaches and opinions. Make the smart choice of getting out of your comfort zone, be more curious and make room for diversity of thought. It’s no longer about what you know, but what you do with what you know. We live in a wisdom-based economy and your ability to bring the right people into the right conversations – to see beyond one’s job title and job description – is an absolute must.

In the previously mentioned assessment, we also asked leaders if they embrace diversity of thought and utilize one’s individual strengths. When 72% of respondents said – “always” – I became conflicted with the validity of this answer, especially when 69% of these same respondents said that they were “sometimes” vulnerable with their employees.

If your leaders are not leading by example – don’t wait – activate yourself to do what is required given that the workplace is more diverse than ever before. Give yourself the room to welcome differences in thought and accept this one important fact: we all desire similar things – we just have unique options; pathways to choose from.Never minimize the thinking of others – embrace it and learn to get more comfortable being more inclusive.

4. Do You Establish Your Identity?

Take ownership of your identity and don’t allow others to define it for you. Stop battling the gulf between assimilation and authenticity. Forget about what others want you to be and establish your own identity at work; don’t ask permission to be your most authentic self. Everyone has distinction and this is what allows you to be original. But distinction is hard when you feel that you need to be someone that you are not. This is why originality is hard to find. People spend too much time mimicking others. Be courageous enough to live your identity – and equally encourage others to do the same.

Leaders are looking for people that are comfortable in their own skin – and are easily turned off by those that act differently depending upon the environment.Live your identity consistently and responsibly – and don’t ever stop shining the stoplight of accountability on yourself to be yourself. Don’t fall into the trap of an identity crisis – because when this happens your self-trust begins to wane and any momentum that you are trying to create will be lost.

5. Do You Close Opportunity Gaps?

It’s easy to point fingers at others when problems rise to the surface that you are ultimately responsible for handling. Unfortunately, too many people complain when problems arise rather than try to find alternative solutions. These are the people that don’t commit to the aforementioned four points.

When you see (identify) opportunity gaps, immediately find ways to seize (close) them. As a responsible employee, your gut tells you to take action when faced with adversity. But unfortunately, more often than not, you don’t;instead you wait for those around you to take the calculated risks that you were hesitant to take yourself.

Don’t wait; seize the opportunity and be courageous enough to take action. Regardless of the outcome, you are earning respect and learning along the way. If failure is not an option, you are working for the wrong employer. You must be given room to fail during a time when no one has all the answers. We are all experiencing on the job training. Don’t forget that risk is created for the organization that allows opportunity gaps to widen. Close the gaps before circumstances force your hand. And when that happens – everyone loses – including yourself.

Leaders want employees that take ownership; that are proactive and recognize the importance of working smart for the betterment of a healthy whole. Make these five critical choices and live them every day at work, as a first step to taking ownership and accountability for your success, that of others, and the organization you serve. Don’t let the rapidly changing marketplace pass you by because you didn’t see and seize the opportunity to evolve with it.

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Forbes.com | May 9, 2016 | Glenn Llopis

Your #Career : 7 Smart Ways to Be Amazingly Professional & Look the Part…What Brings You the Extra Mile is In the Details.

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It’s all in the details. Once you’ve got your basic professional attire mastered* (for whatever your line of work/dress requires), what brings you the extra mile is in the details.

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These are two-pronged: attitude and accessories.

Attitude:

  • Projecting confidence will make you look more professional. Some things you can do to help with this are maintaining good (but not uncomfortable) eye contact, smiling, nodding occasionally, and being both an active listener and a clear and thoughtful speaker.
  • Being approachable and open to discussions of all kinds helps, especially when paired with confidence (you’re not a doormat, but you’re also not standing on a high pedestal unable to be reached). The best professionals I know in any line of work, whether it’s at a coffee shop, an investment firm, or a startup, are approachable (when appropriate). The least professional are unapproachable, albeit for a variety of reasons (whether it’s simply that they have an air of being too important or it’s just clear that they’re hostile and not open for discussions).
  • Composure. Maintaining your composure at work is critical to looking more professional. When you do it a majority of the time, you can then use the small occasions to emote more than normal to great effect — whether it’s to celebrate a really big win (oh man, Alecia’s REALLY happy about that, and she’s usually pretty calm, though positive, this must be huge!) or a pretty critical miss (Oh wow, she looks pretty intense and serious about what happened with X, this must be a pretty big lost opportunity in her eyes). And the rest of the time, composure inspires trust from those around you and helps establish you as a professional in all situations, good, bad, and everyday.

 

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Accessories. This is where it’s a little debatable, and we could say that you should be able to be professional without X, Y, or Z. That’s true. But on the other hand, if you’re looking for the small signals to just help with your overall big picture, these are some tips. It’s not even about just looking a certain way to outsiders, it’s about how these small things may help you feel more “ready” for anything. There are jokes about war paint, etc, but the basic idea was to get them in a mind spot for something, and that’s why it’s an idea used across the world throughout history.

  • Over your basic attire, anything “extra” that you don to go the extra mile just makes you look that much more put together. As a manager whose professional wardrobe consisted of all black, this meant a range (depending on where I worked) of accessory options like a splash of color at the ears, a statement necklace, a tasteful bracelet, or a really nice pair of shoes. For my husband, who wears a dress shirt and slacks to work every day under his white coat, this means that I buy him a wide array of colorful, fun statement socks. He gets remarks daily — they really make the entire thing look that much more thoughtful and appealing. I worked with a young man once who over his black attire would always wear a colorful bow-tie. People loved this. They assumed that he was a leader in our team — and he wasn’t, at least, not at first! But he saw himself as one eventually, and so did we, and he became a part of the leadership team. As a mom, I can throw a whimsical scarf on over a sweatshirt and yoga leggings and suddenly look 10x more put together than I did before. This is great for the days when I maybe didn’t even get to comb my hair before putting it up!
  • The varnish. That coat you put over paint or wood to make it just seem a little more eye-catching and finished? People can get that too. Depending on your line of work, you’ll know how much is appropriate or not (and it’s always up to you whether you decide to do it or not), but if you do decide to polish up, those details help. A coat of tasteful nail polish, a dusting of some powder blush, etc. Sometimes it’s as little as a simple, eye-catching pop of lip gloss or a little extra beeswax to get a perfect pompadour. Just a little statement to say that you put in that extra moment will project to people that you’re that much more together – and also likely make you feel more confident as well. A wise friend told me that whatever you do to look/feel good is great, but when people show a little more effort or creativity, it instills a sense of confidence and interest that they are also going to show a little extra effort or creativity in other situations.
  • The grooming. Whatever you’re doing, be thoughtful about it. If you’re culturing a look of deliberate scruff, great, just make sure it’s neat around the edges so it looks purposeful and not just lazy. Even if you never paint your nails, you should make sure they’re clean, trimmed to a good length (whatever you decide that is), and generally neat-looking (unless you work hard with your hands, and then maybe the dirt or scars, etc, lend to that air of professionalism, too!). Hair that looks deliberately cared for is nice, whether that’s simply having it clean and neat or you like a more styled option.
  • The smell. Although in many fields, wearing a perfume or scented lotion is eschewed (for anyone in most service industries, etc), if it’s not, smell good. But do not overdo it! Being lightly scented, whether it’s cologne, perfume, lotion, or just freshly soaped, generally is more appealing than not. When people are standing near you, it should be mostly a pleasant experience, without any real reason to feel put off.

*Regarding mastering basics, I’d say stick to these things when building your wardrobe: fit, function, quality, and classics.

This question originally appeared on Quora – the knowledge sharing network where compelling questions are answered by people with unique insights. You can follow Quora on Twitter, Facebook, and Google+. More questions:

PUBLISHED ON: APR 26, 2016|  Inc.com 

What are some simple tips that can help people look more professional? originally appeared on Quora – the knowledge sharing network where compelling questions are answered by people with unique insights.

Answer by Alecia Li Morgan on Quora:

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Your #Career : The 7 Most Common Mistakes We Make Promoting Ourselves…Self-Promotion is a Struggle for Many of Us (Women Particularly). We Know we Should Do It & Do It More Often if we are to Gain the Visibility/Credibility we Need to Advance our Careers. But it’s Not a Simple Task.

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Although women seem to agonize more about self-promotion, the challenges transcend gender and status.

portrait of Young pretty business woman work on notebook computer in the bright modern office indoors

In general, people fall into three different categories relative to promoting themselves. Those who promote often in a flamboyant, ego-driven manner. (This may or may not be well-received.)  Those who attempt it with ambivalence and are challenged to do it effectively. And lastly, those who don’t even try.

Regardless, of the category you may identify with, there are some common mistakes we make promoting ourselves.

Here are the top 7 mistakes:

We allow our limiting beliefs about self-promotion to hold us back.

Many of us have heard and absorbed the message that self-promotion is bragging, and if you brag no one will like you. This is especially true for women who were taught to be humble and wait to be recognized. When you permit these beliefs to control your behavior, you feel ambivalent about promoting yourself even though you know it’s important. The result is that you avoid it or don’t take the time to learn how to do it effectively.

 

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We rely on an elevator pitch.

I’ve sat in on countless workshops about self-promotion that teach how to create an elevator pitch. We are instructed to memorize the pitch and look for opportunities to tell others what we do. This very stylized pitch is challenging and stressful to deliver because it never seems authentic. It doesn’t resonate with your audience and consequently, it either flops or backfires. The danger is that key stakeholders don’t get it, aren’t interested, and won’t remember your pitch.

We don’t understand our value.

If you don’t get how you contribute to positive business outcomes, how can you possibly promote yourself effectively? Any attempt will seem inauthentic. You need to know your value proposition and believe in the strength of your contribution. That allows you to position yourself as someone who can help others in the organization reach their goals; help the business reach its objectives. Understanding your value proposition helps you to build visibility and credibility as well as trust and influence.

We talk about past accomplishments.

It’s important to keep track of your achievements but reciting a list of your successes is not always effective. You want to position yourself as part of theongoing future business solutions; as someone who can help the company move forward to reach its objectives. Your value proposition helps you see opportunities to do this with key stakeholders and decision makers. It’s the foundation of savvy self-promotion.

We don’t understand our audience.

Communicating your value proposition is essential but you need to understand what others want and need or your message won’t resonate. It’s a three step process. Understand your value. Understand what others want and need, and then identify how you can help them based on your value proposition. How can you add value? It’s a powerful way to create visibility and credibility.

We don’t have allies and champions across the organization.

A supportive network is willing and able to advocate for you. These people understand your contribution and speak up for you when appropriate and/or when you’re not present. Your network will also alert you to possible opportunities for additional exposure with key stakeholders.

We still believe that our work speaks for itself.

This is the most dangerous mistake of all. Great performance is a given for career advancement, but you need to communicate and demonstrate to others the value it brings to the organization. The belief that your work alone will help you get ahead results in your hesitancy to take the time to advocate for yourself. You remain under the radar and potentially invisible.

Want to learn more about how to promote yourself effectively? Check out my book, The Politics of Promotion: How High Achieving Women Get Ahead and Stay Ahead (Wiley 2015) and my website for additional resources including an online course based on the book.

 

Forbes.com | April 21, 2016 | Bonnie Marcus

 

 

Your #Career : 5 Ways Other People Can Help (or Hurt) Your Career…Work hard, Put your Time In, & Move Up the Corporate Ladder, Right? Not so Fast.

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As important as it is to do your best at work and to gain experience, there are many mistakes you could make that would negate your hard work and damage your career. In addition, the truth is that you alone are not in charge of where your career goes (or doesn’t go); other people have more power than you may realize.

Free- Biz Man on Cellphone

This is particularly true if you are an employee because you have performance reviews and co-workers to worry about, but even if you own your own business, you will always have to interact with other people. While hard work can get you far, there will always be other players who can positively or negatively change your course. Here are five ways that other people can affect your career.

1. References

Sometimes a reference is a good thing. If a hiring manager has narrowed the search down to two candidates, and your references speak very highly of you, then you might get the job offer. Also, if you regularly check in with your references and you update them about new work experience and training that you have, they will be prepared to share this information when they receive calls.

On the other hand, be careful who you choose as a reference. It’s a common myth that companies can only give the dates that you were employed; employers are allowed to give an honest opinion about employees as long as they avoid misrepresentations or lies (however, many companies have set rules about how much information they will provide). Be sure to ask if it is acceptable to use someone as a reference, and if they feel comfortable giving you a positive one.

The work you do to move forward in your career is essential to success, but remember that other people can have a big impact on your career as well.

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2. Networking

The importance of networking can’t be overstated: meeting the right people can truly help your career. If you build and maintain a strong network of people who can share job opportunities with you, and even recommend you for positions, then you will truly be building important relationships. Still, as much as contacts have the ability to help you in your career, they also can easily harm you. If you have a bad experience with someone who is well known or important in your job field, you could easily find yourself unable to find a job at several companies that work with your contact.

In order to successfully network, it’s important to avoid some big mistakes; make sure to talk about more than just work, and truly build relationships and offer to help others too.

3. Reviews

Your boss can easily make or break your career, or at least, your ability to move up at your current company. If your boss is disappointed with your work, believes that you are lacking in some other way, or simply dislikes you, he or she can make it next to impossible for you to advance in your career or earn a promotion. Your boss can also help you though; if you impress your boss, you may quickly get promoted at your company, and you also may have the opportunity to meet new people and work on projects that will help your career in other ways.

Your boss isn’t the only one who might give you a negative or positive review. Your co-workers can also have a say: if they find you to be lazy or incompetent, your boss will surely hear about it.

If you have a customer-facing job, you may get a customer complaint. Most companies provide training for their employees, but if your supervisor continually receives negative reviews or complaints about your work, you might find that a complete stranger has the ability to negatively affect your career simply by sharing their opinion. Even a simple mistake during an important client lunch could have disatrous effects.

4. Job competition

We all know that we are likely competing against several other qualified people when we apply for a job or come in for an interview. However, it’s also true that you might lose out on a huge opportunity because a complete stranger is more qualified than you, or is better at interviewing, or simply knows the right people. It’s possible that you might be even farther in your career right now if years ago a hiring manager hadn’t received a better resume from another applicant.

Where you live alone might be changing your career path. According to the January 2016 Rankings from Indeed, it’s much harder to find a job in certain cities; if there are more unemployed people for each job listing, you may be facing more competition for the job you want.

5. Social media

What you put on social media can affect your career. If you post embarrassing pictures, or you complain about your job, then your boss or co-workers might see it. However, your career can be affected by what other people post too. If your friends share embarrassing or drunken photos of you and your boss sees them before you get a chance to delete them, the result could be funny, or it could be ruinous.

According to Kelly Services’ The 2015 Hiring Manager Research, only 12% or hiring managers said they had disqualified a candidate based on a review of their social media profile, but you don’t want to be part of that 12%. Also according to Kelly, social media can be an important tool when networking (68% of working professionals said they use social media as their primary method of networking.)

The work you do to move forward in your career is essential to success, but remember that other people can have a big impact on your career as well.

 

CheatSheet.com | February 12, 2016 | 

 

 

Your #Career : The Top 6 Things You Should Never Tolerate In Your Career…If you Think you Have to Compromise on Any of the These in Order to be Employed or Build a Successful Career, I Hope this Article will Get you to Think Again.

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People mistakenly believe that in these tough economic times they have to give up on their values and integrity to stay employed, but that’s simply not true. Those who are guided by a strong sense of integrity fare much better in professional life, and will be successful where others fail.

Free- Flower Sprouting

Before launching my own coaching firm, I spent 18 years in corporate life, in publishing, marketing and membership services. I rose to the level of VP, and managed global initiatives, sizable staffs and multimillion-dollar budgets. Some of it was fulfilling, and I was considered “successful.” But much of it, especially at the end, was not good, healthy, positive or rewarding. In fact, the last few years of corporate work were full of toxicity. From backstabbing colleagues, to substandard leadership, to unethical practices, there were things I witnessed and participated in that, today, I would never, for a second, tolerate or accept. I’ve grown up.

In my career coaching work over 10,000 professionals in 10 years, I see every day in their lives and careers these same challenges repeated over and over – that they’ve compromised themselves and their integrity to get a paycheck, to keep a job, to be promoted, or to achieve what they think is success or financial “security.” And it’s making them depressed, ill and disillusioned. But six of these challenges rise to the top as the most egregious and damaging.

Here are the top 6 things you should never tolerate in your work or career.

1- Allowing someone to abuse or harass you

 There was one experience I faced in my corporate life that could only be called sexual harassment. One executive two levels above me made personal, sexually inappropriate requests and suggestions to me that made me terribly uncomfortable, and were way beyond acceptable. The implication was that if I did what he suggested, he would favor me and send important, lucrative business my way (worth millions).

It was one of the toughest periods of my professional life because I simply had no idea how to successfully navigate through it. If I said “no” to him, my business (and I) would be hurt, as he was known to make life difficult for people who didn’t do what he said. If I complained to HR (whom I didn’t trust), I would be hurt there too, because he was deeply ensconced in the company and wouldn’t be reprimanded. In the end I declined his suggestions, but I’ll never forget how victimized and trapped I felt.

What to do instead? Never allow someone to abuse or harass you. Ever. Get outside help immediately if this happens, and obtain the expert support and guidance you need to help you navigate through these challenges with the help of someone with power and authority in your corner.

What are you tolerating that you’re ready to say “no” to?

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2- Giving up everything for money

Money – and our relationship with it — is a topic that’s spawned millions of books, articles and seminars. Many struggle each day with maintaining a healthy balance and appropriate power dynamic with money, and many fail. Countless professionals give up their souls for money – not because they are necessarily struggling to pay the bills, but often because they’ve become enslaved by their lifestyle and the need to impress (and their need to feed their sense of worthiness through money). These folks have forgotten what they’re capable of, and that they’re here at this time not to just pay the bills, acquire things, and keep up with the Joneses. I’m not saying that fulfilling your financial obligations isn’t important – it is. I am saying that you are much more than your paycheck or bank account. And you can find work that both feeds your soul AND brings you the money you need.

What to do instead? Get out of denial and recognize when you’ve sacrificed your soul for money. It’s clear when it’s happened – you’re in a painful, debilitating state that you can’t ignore, and no amount of money will heal it. (Here’s more about transforming your wealth programming.)

3- Abandoning your self-respect

Recently, a client of mine shared this:

 “I’m feeling so much pressure to be the kind of manager and leader I dislike intensely. I’m not allowed to spend my time developing people, or to give them the training and help I want to give them, to support their growth. I’m told I have to manage and behave in a certain way that feels really wrong for me, and I just don’t know what to do about it. When I push for what I believe is right, I’m either ignored, shut down, or I’m not considered a team player. I don’t like who I’ve become here.”

I’ve lived this too – that the way I was expected to behave, communicate and act in a certain corporate culture – as a manager or a leader – made me lose all self-respect.

What to do instead? If you feel that you’ve lost your self-respect, you need to make some significant shifts in how you are operating in the world and what you’re allowing. Often we’re in this situation because we don’t understand the tremendous value we offer, or the great talents and skills we possess. We see only what’s at the tip of our nose, and not the bigger picture of who we are and can be in the working world. If this resonates with you, you’ll need to learn how to honor yourself more deeply, and adhere to what you believe and know. If you can’t do that in your current job, start interviewing and find a better job that’s a better fit. It’s doable but you have to start.

4- Lowering your standards of integrity

I view “standards of integrity” as core principles and values that guide our behavior. Integrity is a choice, and while it is influenced by a myriad of factors (your culture, upbringing, peer influences, etc.), if you behave in ways that are out of alignment with your integrity, you’ll suffer. One who has strong and well-defined standards of integrity behaves with wholeness, integration, honesty, and does right by himself/herself and by others. Standards of integrity involve values and virtues such as honesty, kindness, trust, wisdom, loyalty, transparency, objectivity, acceptance, openness, empathy, and graciousness.

In these past few years, I’ve witnessed so many people in midlife awaken as if from a deep sleep to realize that they’ve compromised their most core values in order to get ahead in their work or retain jobs they hate. It hurts them to realize that they’ve walked away from who they are, and what they value and cherish most.

 What to do instead? Identify your top values (here’s a great values exercise, courtesy of the Connecticut Women’s Business Development Council) and begin to honor those more deeply in all the work you do. Move away from work and people who don’t align with your top values.

5- Disregarding your health and well-being

In my teleclasses and workshops, I see hundreds of high-level professional women who are brilliant, achievement-oriented and accomplished, but at the same time exhausted, depleted, and depressed. In the pursuit of a great career, they’ve compromised their health and well-being. Much of this has to do with the ever-complicated issue of work-life balance and how to stay competitive and ahead of the curve. But to me, it’s much more. Sacrificing your health and well-being demonstrates your lack of prioritizing yourself as important, failing to understand that you need to care and restore for yourself every day – and yes,put yourself first — before you can be of true service to anyone else, your business, your family or your employer. If your body is shutting down, diseased or debilitated because of how you work, rapid change is needed.

What to do instead?  Find ways to be kinder and more caring to yourself, with behaviors you can sustain over time. Start putting yourself first rather than last. Read Gretchen Rubin’s great book Better Than Before to learn more about your personal tendencies that shape how you see the world, and how you can build healthier, life-nourishing habits that lead to a happier life.

6- Ignoring your life purpose

Finally, the saddest professionals I’ve met haven’t taken the time to uncover their passions, or identify what gives their life meaning and purpose. I’m continually stunned when, in my Amazing Career Project course, members share that they don’t have a clue what they’re passionate or even excited about in life. If you don’t know what you’re passionate about, or understand the amazing talents you possess that you can leverage to make a difference in the world, you simply can’t build a career that will bring joy and fulfillment.

What to do instead?  Begin to think about what you’d like your legacy to be. What do you want to be able to say about yourself when you’re 90 years old looking back — what you’ve stood for, given, taught, imparted, and left behind. Not what you dreamed of being, but what you have been. Think about the impact you want to make – on your family, friends, community and the world.

In addition, think about what you do each day that you can’t not do, even when you’re not getting paid for it. (Thanks to Gretchen Rubin for reminding me of this yesterday). For me, for instance, I love to write, explore ideas, problem-solve, help others, learn about what makes humans tick, and use my voice in a public way (I’m a singer as well as a speaker). What you can’t NOT do is a clue to what gives your life juice, purpose and meaning.

So many professionals forget that they have this one chance to build a life that’s meaningful and purposeful for them.   Instead, they compromise their potential impact and legacy in a vain effort to grasp “success,” accolades, security, or power. (If you want to clarify your own desired legacy, values, passions, standards of integrity and more, take my Career Path Self-Assessment).

* * * * *

If you think you have to compromise on any of the above in order to be employed or build a successful career, I hope you’ll think again. I’ve lived the pain of losing myself in the processing of building my professional life. I finally learned that, despite all our best efforts, you can never create the success, fulfillment and reward you long for if you to say “no” to who you really are.

What are you tolerating that you’re ready to say “no” to?

 

Forbes.com | January 30, 2016 | Kathy Caprino

 

Your #Career : How Winning Professionals Manage The Three Eras Of Their Careers…How Winning Professionals Manage their Careers through Lifetime Eras—Early, Mid, & Later Career, or Roughly Speaking, in your 20s, 30s, & then 40s & Beyond.”

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If you cut your finger, reach for a Band-Aid. Wake up with a headache, grab two aspirins. But quick remedies aren’t a regime for managing overall health. Nor for managing a career. You can power pose like Wonder Woman to boost your self-confidence, or  tweak your mornings to be more productive. Helpful stuff, but not the same as a conscious, long-term plan to develop professionally over a lifetime.

Free- Bridge in Fog

OK, how to think about that?

I recently put that question to Kathy Gallo, Founder and Managing Partner of theGoodstone Group. Kathy has developed business professionals for some twenty years, and now oversees a global network of 65 professionals who coach leaders at all levels, in companies ranging from start-ups to Fortune 50 corporations. She answered with an eager smile.

Learning From Patterns

“Well, we shouldn’t paint with too broad a brush. Everyone must build their own plan over time. But you can learn from patterns, for example how winning professionals manage their careers through lifetime eras—early, mid, and later career, or roughly speaking, in your 20s, 30s, and then 40s and beyond.”

Gallo began with a few cross-cutting themes. “Throughout a career, three leadership competencies are always a focus: problem-solving, executional capabilities, and people skills, especially “emotional intelligence” (leaders’ ability to read other people and connect it with what’s inside their own head and heart.) Then context—being aware of your organization’s culture; and changing it for the better when you can. Great performers work on all of these in every era.”

 

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Because It’s Different Today

Listening to this prologue, I had a whiff of Mom’s apple pie, and asked: Is professional development really different today? The Goodstone Managing Partner pushed back. “Yeah, it is. The best jobs are much more competitive—twenty top-qualified people are going for every good position. And candidates are already well-coached—it’s how they excelled in college admissions, sports, music lessons. The most successful are now constantly improving themselves in a fiercely intentional way.”

So how does the game change as you move through the three eras?

Kathy described the classic matrix pairing consciousness and competence. “The best competitors co-develop self-knowledge and capabilities. At each step they are working to understand more about themselves and their goals, and the skills and knowledge needed to get there.”

Your 20s: Building Baseline Awareness And Competence

“Imagine a child first learning to walk,” she continued. “Not only does she not know how to tie a shoe, she doesn’t understand that shoes need to be tied. In your early jobs, you’re both learning what success in a would-be career is going to take, and then assessing your assets and gaps against that. The average performer bumbles along, trial-and-error. The top professionals are much more intentional.”

Kathy elaborated. “The rising stars relentlessly clarify expectations for winning. They are metrics-oriented, and constantly seek feedback, from supervisors, other colleagues, even clients. They develop a picture of success, then go after it. They ask, ‘if I want to head a sales division, what do l I need to do?’”

Are You Ready To Hear The Feedback?

But it’s not as simple as it sounds, she added. “Most organizations are not very good at giving feedback— timely, critical, actionable—which is what you need to raise your personal performance. In most cultures you have to work hard to get that kind of feedback. Women and multicultural talent usually have to work even harder for it.”

She offered a further warning. “Younger professionals often don’t want to hear the answer if it’s negative. They aren’t emotionally ready to hear anything less than ‘awesome.’” So success in your early career depends on learning both to seek and take feedback. And then building the discipline to act and improve upon what you learn.”

Gallo then noted the importance of recruiting sponsors, informal or otherwise. “As you start to grow, you need some“As you start to grow one with power and credibility in the organization who can advocate for you—to get you staffed on the right projects. As with getting feedback, this is particularly critical and often more difficult for young women and multicultural professionals.”

But even enlisting support has its pitfalls. “Millennials are so social-media-wired, they’re always reaching out for help and suggestions. But they can lack discrimination—they don’t realize that some sources aren’t as reliable as others. Or that friends may not be totally candid. It’s a big issue for young CEOs. They buttress their managerial inexperience with all sorts of advisers. But they aren’t critical enough in choosing or using them. Great professional development in your twenties depends on learning how to judge and leverage the right people.”

Your 30s: Rounding Out Your Skill Set

Kathy continued the metaphor of the newly walking child. “So in the next era you know how to put on your shoes, you can loop the laces and tie them on your own. Now you want to get good at it, so it becomes automatic.”

“In your middle career,” she went on to explain, “you’re now established in at least one of the three leadership competences; and you’re clearer about aspirations and what it will take to get there. You develop plans to better leverage your strengths, and also address your particular short-comings.”

I pressed this coach for the real headline.

“For most people,” Kathy continued, “this middle phase means strengthening EQ. Typically they’re getting their first 360 evaluations. And they’re shocked to learn that maybe they have a reputation for being difficult, uncaring, or communicating poorly. It can be a real wake-up call—but the winners hear it and work on the problems.”

It’s also in this middle era that the best professionals start to look beyond themselves. As Gallo explained, “Even if people work on their EQ, progress can be limited by the culture of the organization. Some companies don’t care if you run over people to get results.”

So what then?

Kathy continued: “Losers are complainers. Winners face reality. You don’t have to be a jerk to succeed, but you do need to understand the cultural context. Sometimes that means getting better at playing the game (authenticity can be over-rated!); or better yet, changing the culture by bringing in more like-minded people. If necessary, they’re willing to leave for another company more suited to their values.”

Your 40s (And Beyond): Impact And Still More Self-Knowledge

Great maturing professionals don’t sit back and smell the roses—they continue the self-improvement that’s by now second nature. They seek out new assignments, different experiences, and look for innovative ways to “sharpen their saws.”

But, Gallo cautioned, they now face a different set of challenges. “Accomplished leaders are under more pressure to create impact; they have to project a certain gravitas, inspire talent, excite and align stakeholders, as never before. It’s a world of maximum transparency and like it or not, leaders today must have some level of charisma. And not just CEOs—everyone on their way to the top too.”

I asked the enduring question—can charisma be learned?

“Yes, up to a point,” she offered. “You can do a lot by working on public speaking, posture and style. But charisma can mean different things. The real strategy comes down to finding and developing the right version that suits who you are. If you’re more introverted or analytical, for example, you can get better in projecting confidence and impressing stakeholders with your expertise; or learning to speak more openly and firmly about yourself. If you’re an internal candidate for a top job, you can seek out a particularly difficult assignment, to show your courage and skill for tackling a big problem. That’s worth more to a board search committee than ‘flashy showmanship.’”

The Potentially Isolated Leader

Kathy continued with a final warning. “Another challenge for senior professionals is difficult and even dangerous. Successful leaders can become isolated without knowing it. People shy away from disagreeing with them, or won’t ‘speak truth to power.’  So suddenly these leaders are back to where they started twenty-five years before: they’re ‘unconsciously incompetent’, they no longer know what they don’t know—and nobody is going to tell them. If the world is changing around them, or they’re creating dysfunction in the organization they lead, they might be totally oblivious. They think everything is fine, when it might be catastrophe. Great leaders force themselves to keep learning, including the hardest of truths about themselves.”

Kathy finished by reflecting on one particularly effective CEO she knows. “He’s at the top of his game, but he won’t let up, even though he realizes more self-knowledge could be pretty painful. I’ll never forget what he confided to me: ‘If I want to be the best possible leader, I have to be willing to travel to the ‘Dark Side’—the part of who I am that I really don’t like. And then commit to improving that too.”

 

Forbes.com | January 16, 2016 | Brook Manville

#Leadership : 5 Surefire Signs That You’re #Promotable … When it Comes to Getting #Promoted, you Want to Present yourself in a Way that Feeds into the Biases that #Bosses ’ have about What Makes someone Promotable.

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It’s the end of the year already, and it isn’t too late to show your boss that you’re worthy of a promotion. Maybe you’ve been holding down the same position for a few years and are ready to move up. Maybe your company is going through some internal shuffling and you’re expecting your dream job to open up. Or, maybe you’ve been disappointed a few too many times by other people getting promoted ahead of you.

Free- NYC Skycraper

Whatever the reason, you want to make certain now that you’re ready to move up. In other words, you need to make certain that your boss sees it that way.

“Be so good they can’t ignore you.” –Steve Martin

Anthony Greenwald at the University of Washington has studied bias more than just about anyone, and his research findings have major implications for your ability to get promoted. His recent studies showed that unconscious workplace biases tend to stay constant, and bosses follow these biases, whether they are aware of them or not.

“People are claiming that they can train away biases,” Greenwald says, “[fusion_builder_container hundred_percent=”yes” overflow=”visible”][fusion_builder_row][fusion_builder_column type=”1_1″ background_position=”left top” background_color=”” border_size=”” border_color=”” border_style=”solid” spacing=”yes” background_image=”” background_repeat=”no-repeat” padding=”” margin_top=”0px” margin_bottom=”0px” class=”” id=”” animation_type=”” animation_speed=”0.3″ animation_direction=”left” hide_on_mobile=”no” center_content=”no” min_height=”none”][They’re] making those claims without evidence.”

When it comes to getting promoted, you want to present yourself in a way that feeds into the biases that bosses’ have about what makes someone promotable. You’re already doing the hard work, so why not frame your effort in such a way that it increases your chances of obtaining the position you want?

While this probably sounds a bit manipulative, there are several straightforward things that you can do to showcase your work and make certain that you’re promotable. The following five actions will appeal to your boss’s inherent biases about promotability, without you being disingenuous.

1. You stretch your boundaries

Anybody (well, almost anybody) can do what they’re told. To get promoted, you have to go above and beyond. Taking on additional responsibilities without being asked is not only a great way to demonstrate your work ethic, energy, and skills, but it also lets your boss know that you’re ready (and able) to expand your scope. When you take on more than the norm, your boss can’t help but think that you’re capable of a bigger role. This includes showing that you’re willing to take risks by making innovative suggestions.

 

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2. You aren’t too irreplaceable

Most people fail at this. Of course, performing at your highest level regardless of the position you’re in is always the best idea. The key here is not to be seen as the onlyperson capable of performing the necessary duties in the position that you want to move on from. If you do, your boss will conclude that promoting you isn’t worth the trouble (and risk) of finding someone to replace you.

The best way to find a balance between doing your best and showing that you’re ready for more is by developing other people. As tempting as it is to hoard knowledge, don’t. Instead, make certain that there are others who know how to do important aspects of your job. Plus, teaching is a critical leadership skill. So, in addition to alleviating concerns about finding your replacement, you’ll demonstrate that you can handle the responsibility that comes with a more advanced position.

3. You demonstrate emotional intelligence (EQ)

You might be able to get away with being a temperamental genius in entry-level positions, but you’ll never move past that without emotional intelligence. If you’re the type who’s prone to temper tantrums when things don’t go your way; losing your cool when people cross you; storming out of rooms, yelling; or going silent during conflict, you’re signaling to your boss that you don’t want a promotion.

No boss wants to be known as the guy or gal who promoted a short-fused person. Once you’re promoted, your behavior is a reflection of the judgment of the person who promoted you. Show your boss that you have enough self-awareness to acknowledge your weaknesses and to work to improve them. This will prove you’re capable. Emotional self-control is the result of hard work, not an inherent skill.

4. You speak the company’s language

Bosses appreciate vision more than anything. They love it when you see what could be useful to the company over the long term and tell them about it in language they understand. As you move up in any company, your choice of language becomes increasingly important. It’s no longer enough to simply be an expert at what you do; you have to demonstrate that you understand how the work you do serves the business.

That means learning the vocabulary of the executive team and your boss. Whether that’s KPIs, EBITA, profit margin, market share, failure rate, or what have you, know what the terms mean and why they’re important so that you can use them correctly when speaking with upper management. Speaking the right language will not only show that you’re interested in more than your current role, but it will also demonstrate your intelligence and fit within the company.

5. You aren’t afraid to ask for it

Not everybody wants to be promoted; some people are perfectly happy doing the same job for years on end. If you don’t tell your boss otherwise, he or she may assume that you’re one of them. When the time comes to show up in your boss’s office and say, “I’m interested in a promotion,” it’s important that you have something specific in mind—if not a specific job title, then at least a clear idea of what the responsibilities might include and how this ties in to your career goals. And, if the job requires skills you don’t have yet, outline your plan for acquiring them.

Bringing It All Together

You may not get the promotion you’re aiming for. If that happens, ask for feedback, but stay away from sour-grapes questions like “Why did you pick him and not me?” In fact, don’t speak about the person who got the promotion at all. Instead, ask which of the critical skills you lack and what you need to do to be ready for the next opportunity. Don’t argue; just listen, and ask thoughtful follow-up questions. Just make certain you follow through on the suggestions you’re given. If your boss suggests some things you can do to become more promotable and you don’t follow through, don’t expect to be considered the next time around.

Promotions don’t just happen, and they’re not a guaranteed result of high performance. That’s because you don’t get promoted as a reward for what you’ve already done. You get promoted because your boss thinks you have the potential to add more value in a larger role.

 

Forbes.com | December 28, 2015 | Travis Bradberry 

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Your #Career : 5 Big #Networking Mistakes That Can Hurt Your Career…The Reality is that most #JobOpenings are Never Advertised or Posted. In fact, 63% of Job Seekers Land New Jobs through Networking

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Networking is one of the most important things you can do to nurture your career. Whether you love getting out there and selling yourself or dread the task of making small talk, failing to network effectively will leave you spinning your wheels as far as finding a new job or advancing in your current one.

Free- Utilty Lines

People everywhere struggle with the most basic aspects of networking. What gives us the most trouble? Roughly a third of job seekers said they had trouble picking out who they should try to network with, a 2014 Lee Hecht Harrison survey found. One quarter said they didn’t have a focused networking strategy, and roughly the same number said making initial contact with people over phone and email was their biggest stumbling block.

“The reality is that most job openings are never advertised or posted, which means tapping your network is anessential job search resource to uncover hidden opportunities. In fact, 63% of job seekers land new jobs through networking,” said Greg Simpson, Senior Vice President, Career Transition Practice Leader at Lee Hecht Harrison. “Developing a strong network and fruitful relationships takes real work. Individuals must be proactive and devote time to building and nurturing a strong career network of contacts.”

 Once you get over those initial networking hurdles, more trouble awaits. From not being able to effectively exploit your networking to focusing too much on yourself, here are five of the biggest networking mistakes people make.

1. Not asking for help

No one will know that you’re searching for a job if you don’t tell them. Yet too many people seem reluctant to broadcast that they’re looking to make a career change. Forty-two percent of senior managers surveyed by OfficeTeam in 2014 said not asking for help was the biggest networking mistake they saw people make.

“People may not ask those in their networks for help because they’re embarrassed or think they can succeed on their own,” said Robert Hosking, executive director of OfficeTeam, in a statement. “But whether you’re looking to land a new job or build your visibility, every connection counts.”

2. Not having a pitch

Putting together a canned “elevator speech” can feel a bit cheesy and inauthentic. But if you’re going to network, you need to be able to quickly explain to people who you are, what you do, and what you’re looking for. The key is making your pitch sound natural.

“The problem with most elevator pitches is that they get crafted on paper but not adjusted to sound like how a real person speaks,” wrote communication and behavior expert Deborah Grayson Riegel in an article for Fast Company. Riegel suggests practicing your pitch out loud and using the simplest language possible. You should also be able to tailor your pitch based on who you’re speaking to and be willing to forgo it entirely if working the information into the conversation would be awkward.

 

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3. Only networking online

Online networking is essential these days – 35% of employers surveyed by CareerBuilder in 2015 said they were less likely to interview people who didn’t have an online presence. But for most people, having 500+ LinkedIn connections and hundreds of Twitter or Instagram followers isn’t going to substitute for meeting people in person. Instead, you need to work to make those virtual connections pay off in the real world.

“As networking becomes synonymous with online networking … [fusion_builder_container hundred_percent=”yes” overflow=”visible”][fusion_builder_row][fusion_builder_column type=”1_1″ background_position=”left top” background_color=”” border_size=”” border_color=”” border_style=”solid” spacing=”yes” background_image=”” background_repeat=”no-repeat” padding=”” margin_top=”0px” margin_bottom=”0px” class=”” id=”” animation_type=”” animation_speed=”0.3″ animation_direction=”left” hide_on_mobile=”no” center_content=”no” min_height=”none”][people] can neglect the importance of actually meeting up with people for coffee, making a phone call, or showing up at an event. So far online connections have not supplanted these traditional interactions,” James Jeffries, the director of career development at Bard College of Simon’s Rock, told Time magazine.

4. Only talking about work

When networking, don’t restrict yourself to shop talk. Whether you’re attending a business mixer or just happen to bump into a contact at the coffee shop, be prepared to chat about subjects other than your career. People are more likely to help and hire people they like and relate to, and letting your personality shine through will allow you to build real relationships with your contacts.

If you’re attending a networking event where you’ll be meeting people for the first time, “come up with a few questions as ice breakers,” etiquette expert Jacqueline Whitmore told Inc. magazine. “My typical go-to questions always revolve around food and travel, because everybody loves to eat and most everybody loves to travel.” Whether you’re just getting to know someone or reconnecting with an old colleague, remember that networking is a social activity; keep the conversation professional, but fun.

5. Not offering to help others

Networking is a two-way street, yet too many people go into it with a “What’s in it for me?” attitude. A more effective approach is to focus on what you can offer other people. If someone you meet mentions they need someone to help with their taxes, and you have an accountant you love, recommend her – you’ve made two people happy (and yourself look good) in the process. Let the intern pick your brain when he asks — you never know where he could end up being able to do you a favor. Building goodwill in this way can pay off big later when you need to tap your network for support.

“With any relationship, there is a cycle of giving and receiving,” Selena Soo, the founder of branding consultancy S2 Groupe, told Fast Company. “If you lead with taking, you won’t be successful because it will turn people off. But people who give to their social circles naturally reap benefits.”

Follow Megan on Twitter @MeganE_CS

 

CheatSheet.com | December 9, 2015 | Megan Elliott

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