Job Searching
Happiness from the Inside
April 10, 2012 | 
Author
Last week, as I paid at the counter, a manager approached us and congratulated us for our broad smiles: “You look truly happy; you have these huge smiles on your faces.”
It’s a natural state for me when I am happy and living a life I am meant to live…another words I am being authentic. I try to remind myself every morning of a saying I have in my office – Jump up and down every morning for just being alive.
Though many people believe that outside objects or events will make them happy, happiness comes from within. The same concept holds true for leadership: you may take as many courses as you’d like, have as much training and coaching as you’d like, but if leadership doesn’t come from within, your followers will know. How? They will follow you as a leader, because they will believe you stand by what you believe. And they will be loyal to you, because they admire you and want to follow you.
On Valentine’s Day this year my daughter lost her job, her boss sent her a TEXT message that he didn’t need her anymore! Aside from her needing to find a new job, she realized this experience was one she could learn from and grow on. She faced her job search with energy and forced a smile even if she didn’t feel like having one and pump up her attitude in spite of doors slamming in her face. Thankfully she persevered and got a great job that she enjoys and along with it, she gained a new found sense of self – she got the job on her own without help from her mom!
Here are some of the lessons she has learned that we can all use as we strive to bring out the best in ourselves.
1. SMILE: Whether you are talking with a friend, family member, your children, your boss, your employees or someone on the phone, remember to keep a smile on your face.
2. KNOW THYSELF: If you see yourself putting too much energy on outside “sources” that “will make you happy – or not,” whether it is a new house, outfit, car, jewelry, face or body, think again. If you are not feeling well, these external gifts won’t make you any happier. Focus on finding that inside happiness first and then reward yourself.
3. KEEP A POSITIVE OUTLOOK ABOUT THE FUTURE: You may be experiencing hard times but you can avoid perpetuating them. Bring about positive thoughts of how you will overcome the obstacles and keep an eye in the future.
4. SHARE YOUR JOY WITH OTHERS: Being in a great mood is infectious and is key to a happy household, workplace and organization. Children are ready to adapt to their parents’ moods just as employees are ready to adapt to their bosses’ moods. So, as home goddess, entrepreneur or corporate warrior, your great disposition will bring out the best in others as they tune into and match your own vibration.
5. TAKE GREAT CARE OF YOURSELF: Your integrated health and wellness in the physical, emotional, intellectual, spiritual and social dimensions are key
to experience the ultimate sense of well-being.
© All Rights Reserved – 2012 Sherri Elliott-Yeary
Generational Issues Changing Leadership Tenure
It’s not a news flash to those who’ve had to unexpectedly look for a new position, but for younger generations, that’s how they view work. A job is the place to learn, gather experience, make connections, build skills or a portfolio, but it’s not the last stop on the career train.
At the same time, they’re creating options for themselves, keeping an eye out for what’s next, and trading information with their vast online networks. Mobility is not limited to Millennials, however, my research found that the younger the executive, the more apt to voluntarily change jobs.
|
Executives Who Considered Leaving their Job for |
|
| Generation X (31-45) | 58% |
| Early Boomers (46-55) | 55% |
| Baby Boomers (56-65) | 45% |
| Traditionalists (65+) | 22% |
Respondents to our recent annual executive market intelligence survey were, on average, employed 6.6 years at their current organization, and the time at the job lengthened according to their age:
|
Average Number of Years at Most Recent Organization |
|
| Generation X (31-45) | 5.8 |
| Early Boomers (46-55) | 6.4 |
| Baby Boomers (56-65) | 7.0 |
| Traditionalists (65+) | 9.9 |
The last few years have especially signified that no job should be considered permanent and that complacency is the partner of long-term job search. Career management is a perpetual state where you are always setting the foundation for the next opportunity — no matter how old you are.
Resolving Conflict: Six Simple Steps to Keeping the Peace
I’ve always said that the ability to effectively navigate conflict will ultimately propel you to grow both personally and professionally. When a heart-centered approach to conflict resolution is engaged, more often than not, it can make the difference between positive and negative outcomes.
One of the most challenging roles of an effective manager is that of “peacekeeper”. Resolving conflicts in the workplace takes negotiation skills, patience, and a healthy dose of emotional intelligence.
I recommend as a degreed HR professional and over twenty years coaching my clients that a conflict resolution model must involve six basic steps and three golden rules.
In any dialogue, there are two fundamental needs that must be met – the ego need and the practical need. The ego needs are: to be listened to, valued, appreciated, empathized with, involved, and empowered. The practical need refers to the obvious: the reason for having the discussion that focuses on the conflict that needs to be solved.
To address both needs, employ the three golden rules of engagement:
1. Listen and respond with empathy
2. Be involved; ask for the other person’s opinions, ideas and thoughts
3. Maintain and affirm self-esteem
Remember, fifty-five percent of a message from sender to receiver is done so via body language. Thirty-eight percent is conveyed by tone of voice and only seven percent by word choice. The body, soul and heart cannot lie – unless you are a diagnosed sociopath! So keep these things in mind when responding.
An example is one of the employer or manager, and employee. The most important thing to keep in mind is that if the employee doesn’t feel that they were heard or that they have achieved a “win” out of the discussion then they will not be motivated or resolve to change.
It comes down to compliance versus commitment. Without question, the person involved in the discussion or conflict resolution will be far more committed to the outcome if they feel empowered by it. As you go through the six-step process, look for ways to weave in the golden rules: listening and responding with empathy, maintaining or affirming self-esteem and involving the person.
SIX STEPS TO CONFLICT RESOLUTION
1. Discuss the situation in a respectful manner. Example: “John, I noticed you’ve been late a few times this week, which seems out of character for you – you’re always so reliable!” Don’t say, “You are always late.” This just gets the person’s back up.
2. Be specific. If you say, “I noticed that on Tuesday, Thursday and Friday you were 30 minutes late,” the person realizes you are aware of the situation and that they have to address the issue. Their explanation is a perfect opportunity for you to listen and respond with empathy. Remember: you do not necessarily have to agree with someone to empathize with them. You are simply attempting to put yourself in that person’s shoes – if only for a moment – not condemning or condoning the behavior.
3. Discuss how a conflict (or problem) impacts you, the work group, or the project. “John, I am not sure you are aware of the full impact of the conflict between you and Steve. The other employees are witnessing this, and it is making them uncomfortable…What do you feel is going on?” Remember, you are asking not telling.
4. Ask for the specific cause of the conflict. “John, from your perspective, what is happening here? You get along well with most everyone here so what is causing the conflict?” Remember to empathize again after their response, rather than say, “Yes, but you’ve got to get along.” The word “but” negates everything positive you just said.
If you have to fall on a conjunction, pick “and”. “Yes, I can imagine the challenge this presents – and we need to come up with a solution. What ideas might you have?”
5. Ask for the solution. For instance, “What do you think you need to do to help solve this situation? What is your next step?” This brings in accountability.
6. Agree on the action to be taken. This step is often missed and it’s the most important one. Think of it as a recap. “So John, what I am hearing you say is that you are going to talk to Steve (discuss details). By when were you thinking of doing that?” The last step is to close on a positive note and ask them to get back to you on the outcome.
Treat others as you want to be treated and you will keep the pace! Seize the day, Sher
Posted in Conflict, Job Searching, Leadership, Managing Across Generations, Uncategorized, Workplace | 
Tags: bodylanguage, conflict, leadership, management, sel-esteem | 
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How many applications and resumes does it take to find JUST one qualified candidate?
While the question sounds like the preamble to a funny punch line, the answer is no laughing matter.
According to an article last week in the Wall Street Journal, it takes many more than most employers think (or at least want to accept.) I repeat – a lot more. The actual numbers are mind boggling.
For example, infographic presented in the Wall Street article revealed that it takes approximately 1,000 online views by candidates to get 100 candidates to complete the application. Out of that, 25 applications are selected for review, and then 4 to 6 candidates are recommended for an interview. When all is said and done, companies may find their one diamond in the rough only after 1,000 candidates view the job posting. If those numbers hold up, it is clear that the impending war for talent is no longer imminent or pending. It’s here today.
Not one to rely only exclusively on hearsay, I was prompted by the article to review 25 jobs posted on our applicant processing system by clients during the last 3 months. The results don’t only confirm the findings presented in the Wall Street Journal but throw up an even bigger gauntlet to challenge employers. The best views-to-applicant scenario was 10 percent. But a more common scenario was as low as 1 percent.
Unfortunately for many companies, as good or bad as those results are, the job search does not always end when the one lonely qualified candidate is identified and offered the job. According to research presented by Talent Function Group, LLC, “the chosen applicant accepts the offer only 80% of the time.” That situation leads to two options – offer the job to your second choice (if there is one) or go back to the drawing board. Neither choice is desirable when a company’s productivity and competitive advantage are on the line and dependent on a minimum time to hire and high quality of hire.
To win the war for talent moving forward, nearly every employer will need to cast the widest possible sourcing net to attract, identify, and hire qualified candidates. In addition, operations and sales managers don’t have the time to waste interviewing candidates who can’t do the job.
The competition for recruiting qualified skilled workers poses a formidable challenge for most organizations. Management has a choice: deal with a “resu-mess” which will inundate recruiting and human resource staffs, which are already running lean; or insist on applicant processing automation to build a talent pool of qualified candidates, reduce the time-to-hire, and ultimately improve the quality of employees.
Job Searching in the New Economy
- A guest blog post by Sarah Spence
I met Sherri through my last employer, which was a construction company for whom I performed HR management operations. I wanted to take my career to the next level, and Sherri mentored me through the job transition process. I’m now proud to say I work for the HR department of Mary Kay, and I love going to work every day!
Here’s what I learned from the process:
SARAH’S RECOMMENDATIONS FOR PEOPLE LOOKING FOR JOBS IN THE CURRENT ECONOMY:
Make connections and build relationships
- Every relationship is worth your time.
- Had I not explored the connection with Sherri I would not be where I am today.
Let your guard down and don’t fear being authentic
- It’s hard to make a connection with someone who seems fake or appears to be hiding something.
- With social media, it’s become easier for people to discover who you really are.
Be intentional and make sure your intentions are in the right place
Check your ego at the door
- People shouldn’t turn down a good opportunity at a great company because it carries a lesser title.
- I accepted an entry-level position at Mary Kay because Sherri made me realize I didn’t really deserve my senior title at the construction company with only two years of experience.
Find a mentor
- Find someone who can be a sounding board and help you see things more clearly and be more realistic.
Listen
- You can learn something from everyone you meet if you’re willing to listen.
