Help! I am Terrible at Taking Baby Steps!

Help! I am Terrible at Taking Baby Steps! There is an old saying that goes something like “You have to walk before you can run.”  I’m not sure about other parents out there but with my kids did not adhere to this advice.  It was straight from crawling to running (sometimes too fast for their own good which I’m sure is where the phrase comes from).    I guess when I look at things maybe “The apple doesn’t fall from the tree.” (to use another phrase just for fun). I am not great at walking.  I am not great at baby steps… in life or at work.  In Talent Brand, this can be a problem. There is definitely a fine line and a balance that is needed. On the one hand, you are the new player on the team.  The marketing and creative departments might have a little bit of a feeling that you are invading their space.  The recruiting team may wonder about some of your tactics as they are a bit of a game changer and might ‘take over their job.’ On the other hand, being the new player requires to ‘push the envelope.’  Your role is not to implement a specific brand but to educate, convince, and cheerlead the way the talent brand should be bought into by the whole company. The true success of the company depends on how much importance/respect (gained by trust) the leaders of the company give to Talent Brand.  We live in an experience economy. The employment and talent brand experience is the glue that holds it all together (product, company, brand, customer, and employee experiences). To do this you cannot just ‘lay low’ and do things the way they have always been done. These are things I have experienced in very diverse companies and are probably the number one concern I hear when speaking at conferences about Employment Brand.  I’m not perfect at taking on these challenges, but I would like to try to offer some advice from what I’ve learned so far in this adventure. Don’t freak out it’s nothing personal! Change is hard… for them and us!  In the past Marketing/Creative have always owned anything representing the company externally.  Let’s face it… in recruiting there were our phone calls, job descriptions, and interviews but those weren’t really respected as actually impacting external perception.  All of a sudden we are not only ‘owning’ external (and I would add internal employee) perception but we are taking action on it and trying to create a positive impact. In other words… we are not just owning the Glassdoor page and taking that off their plate… we are going out there and pulling people in where the brand has never had a presence before. We are causing ‘heads to turn.’  That is a tough thing to ‘let go of’ or not overshadow.  Historically it’s been pretty easy to own and maintain what the outside world thinks of us.  Marketing/Creative ‘had control’ of it. Social, employment brand and brand ambassadors have caused mass confusion and frustration that they are no longer in control of anything.  Recently I was reading through Disruptive Marketing by Geoffrey Colon and, although I don’t agree with every detail he says about it, the section on the ‘losing control’ makes perfect sense and put a lot of things into perspective for me. I recently had a real-life situation play out that included this ‘lack of control’ panic from the marketing team.  At first, I was livid! I just wanted one victory that I could smile at… celebrate with a glass of wine… and feel good about! Although the company and CEO were totally pumped about my effort (I’m talking high-fives and fist bumps in an all-hands meeting walking back to my seat) the marketing department came crashing down.  To top it off… it was nothing that was even in my control but I was blamed for it on an assumption that I authored it. Like I said… at first, I was totally upset that it ‘ruined’ my ‘moment’ but then I realized… this is not about me!  As soon as that hit I knew I just had to figure out a way that proved we were both in it for the good of the company (and collaborate on the ‘control issue’.  All in all, I was still able to ‘bask in the glory’ while realizing it was nothing personal and more just a ‘growing pain’ in acceptance of change. Show them the benefits of you walking on your own! Give them something that means something to THEM! Traffic… company brand attention… give them or let them take credit!  I know it sounds cheesy and something that you shouldn’t have to do but let’s be serious ‘bribing by fame and fortune’ isn’t just for the kids. We all know that Talent Brand isn’t just beneficial to recruiting.  Employers that take care of their Talent Brand are 31% more likely to have engagement from customers.  Customers/leads like to work with companies that are represented by real, live people that are happy with their employer.  They emotionally connect in a positive way and eventually gain trust faster because of it. We all know this… so let’s show them what we are bringing them (even if they think it was all their doing… deep down… they know). A couple of examples: Show the Google Analytic trends after launching your career or ‘life’ channels show them the traffic wasn’t just for jobs! Give credit to the ‘volunteer’ army of marketing and recruiting working together in a public forum (it’s hard to ignore or disrespect when someone pays you respect in front of the CEO) Get the big social channels ranked on an award list Taking 5 baby steps + learning balance = a BIG step! Remember how we decided at the beginning of this article that the phrase came from somewhere?  From the point that kids start running too fast for their own good? I can remember when my now 10-year-old learned to walk/run.  The first thing he did was to run right into the corner of a wall! The biggest purple/blue vein and bump formed on his head! Many of us are literally in a place where we ‘don’t want to run our head into the wall.’  I’ve concluded that taking 5 baby steps might not be easy for me but when I learn to do that (without gripping) and also balance or ‘play the game’ I gain…. A BIG STEP!!! AND it isn’t that hard when I do it without gripping.  I figured out that I was the one to blame for getting the ‘bump on the head.’ If I learn to play the game and take the baby steps the next time, I can take a ½ BIG step without causing headaches. Prove that your learning to walk moves everyone forward! Use metrics! The minute I’ve been able to prove that being present in social with our employee life and as people through our brand ambassadors increases morale in the company and traffic for the company… everything was ‘ok.’  The trick here is to actually PROVE IT! This can be done in many ways… Option 1: Google Analytics… In the two charts above I could show overall website traffic.  In the top one, the spike was THE DAY we released an article about Employee Experience at our company and highlighted many stories of specific employees and their adventures… If that wasn’t enough the chart below that was the week we released our employee advocacy tool and on Monday and Thursday were specific articles about life as an employee at our company. Option 2: Get feedback… From candidate… Questions like: What was the turning point? What did you research the most? I’ve done these and I can show that employee stories about real life and researching by networking and word of mouth were the answers of majority every time! Get feedback… From your employees!  I think this is so important and we forget about it… track the links you are giving them as options to feed out to their network.  You will figure out really soon which articles resonate with them. Last, and not least, ASK THEM! Recently I launched our ‘Life’ channels and blog with employee stories.  Since I announced it at an all-hands meeting I rarely have a day go by where someone doesn’t catch me to tell me ‘their why’. Employees WANT to tell their story. We all want to have an impact in what we do every day and for most of us, it includes making a difference in others lives in learning from us!  We just have to offer a venue and a format that makes it easy for employees to share (Example: I have 10 questions I send them and have them pick 2-3 to answer). If they are answering them… their feedback is THIS IS WORKING! Again… I am terrible at taking baby steps however it is imperative to move employment brand forward and for the success of our companies. I’m working on… Not taking things personally Showing the benefits of walking before running Taking 5 baby steps and gaining balance (play the game) Showcasing data that moves everyone forward!   We are living in an experience economy.  We ‘sell’ experiences. We have got to get this right and take the baby steps to gain trust and respect in our companies.  I love to run marathons but let’s face it. I need to walk just a few steps in the middle of it. This is not a sprint… this is a marathon, and I’m learning to walk before I run! About the author: Shaunda Zilich is the Global Talent Brand Manager at Qualtrics and has a passion for everything she does to impact people’s lives positively! She enjoys her career but enjoys life more! She also enjoys helping others turn everyday life into experiences they can write home about!  

Mark Twains Advice for Authors Writing Brand-Building Books - Personal Branding Blog - Stand Out In Your Career

Mark Twains Advice for Authors Writing Brand-Building Books - Personal Branding Blog - Stand Out In Your Career Early this week, I discovered a quote by Mark Twain that offers advice and perspective for those who want to write a book to build your personal brand. Mark Twains quote addresses the reason many entrepreneurs fail to accomplish big goalslike writing a book; they have great ideas, but fail to take action. Why many fail to take action The underlying reason for failing to take immediate action often boils down to fear of the unknown; the goal appears so large that its probably too complicated and time-consuming to be practical. In addition, it may require learning how to master new skills. Theres a tendency in all of us to avoid uncertainty, anduntil weve done somethingwere apt to think its going to be harder than it actually is. As a result, we retreat to predictability and safety. We put off starting, because were afraid to fail! The result, of course, is that we continue to struggle in anonymityand, all too often, one of our competitors ends up writing the brand-building book that could have built our brand. Mark Twain to the rescue! I recently ran across a brief quote by Mark Twain that offers a healthier alternative way of approaching complex projects: The secret of getting ahead is getting started. The secret of getting started is breaking your complex overwhelming tasks into small manageable tasks, and starting on the first one. In just 2 sentences, Mark Twain explains howwith the proper helpjust about anyone who wants to can write a book to build their personal brand. The secret of getting ahead is getting started The first part of Mark Twains quote is true for everyone, but is especially true for authors. As all of us have probably experienced over and over again, progress builds on progress! You take the first step, and the second step is easier. You take the second step, and the third follows quite naturally. Progress quickly becomes visible. Getting started has special significance for authors; first-drafts are seldom published as is. All authorseven the greatestneed editors and proofreaders. But, you have to write the first draft before editors and proofreaders can make it better! The secret of getting started is breaking your complex overwhelming tasks into small manageable tasks, and starting on the first one Mark Twains second sentence also relates to universal tendencies, in this case, the importance of feeling in control which leads to feeling confident. Writing a book seems impossible when you hold a book in your hand and consider the tens of thousands of words the author had to write in order to share their ideas. Its easy to feel overwhelmed. But, its an entirely different matter wheninstead of writing a bookyou simply give yourself a manageable task you can accomplish in 30 or 45 minutes, like: Preparing a list of the top books in your field before leaving for work Identifying the Top 10 ways readers can benefit from your book before leaving for home Writing a page or two, (or 500-600 words) about someone who mentored you when you were new to the field before heading for bed What separates authors from non-authors? Subject area experts and branded authors are nearly identical to those who fail to brand themselves as experts. Both authors and non-authors: Dont have enough time. Everyones days are limited to 24 hours. Have too much to do. These days, everyone is balancing multiple priorities and increasing expectations. Are expected to fulfill family and social obligations. Were not only responsible to ourselves, we also have obligations to others around us. Mark Twains quote explains the only real differences between published authors and unpublished entrepreneurs; published authors have startedand the way they started is by breaking the steps involved in planning, writing, planning, and profiting from a book into small, manageable tasksand started on the first one. What do you think? What do you think about Mark Twains advice for authors writing brand-building books? Did he hit the nail on the head, or is there something missing? Share your impressions of Mark Twains advice, and whether or not it provides a useful perspective for examining your attitudes towards writing a book to build your brand, as comments below. And, if you have a favorite quote about writing, please share it with us below. Author: Roger C. Parker‘s Published Profitable blog contains over 1,100 ideas and tips for planning, writing, promoting, profiting from writing and self-publishing a brand-building book.

On the Job by Anita Bruzzese Coach Workers in Only 10 Minutes a Day

On the Job by Anita Bruzzese Coach Workers in Only 10 Minutes a Day When asked about coaching employees, most bosses will claim a) theydont have timeto coach employees because theyve got a million other things to do or b) theyve tried coaching and employees ignore them. The problem is that while managers may believe these statements to be accurate, theyre not actually true. While a Corporate Executive Board study finds that the average manager has at least 12 direct reports (compared to only seven before the Great Recession), these managers still can find time to coach because it only takes five to 10 minutes a day, says Michael Bungay Stanier. As for the second assertion about employees who ignore managers attempting to coach them? Well, thats simply because managers are often terrible coaches, says Bungay Stanier, the senior partner and founder of Box of Crayons. The reason more managers dont embrace coaching is because from our earliest school days, we are rewarded for having the right answer, Bungay Stanier says. So managers think they have to always give the answers. The problem is thatwhen managers provide all the answers, then employees have little incentive to think deeper or more creatively to find their own solutions. It actually feels good to give advice, which is why bosses like to do it, he says. They will do it even if its the wrong advice or the other person isnt listening. This creates even more dependence on the manager, which leads to bosses feeling even more overwhelmed and disconnected from the bigger picture of what a company is trying to accomplish, he says. What is more difficult for managers to embrace but critical to good coaching is to ask morequestions. Its tough because its more ambiguous and the boss feels like hes giving up control, says Bungay Stanier, author of The Coaching Habit: Say Less, Ask More and Change the Way You Lead Forever. The boss may be worried hes going to get a crazy answer when he asks a question, or maybe (read more here)

Attracting Talent Over the Christmas Period

Attracting Talent Over the Christmas Period Christmas and the New Year can be notorious for low candidate numbers, as jobseekers look to take some time off the festive season. Permanent workers may be hesitant to launch into a new job so close to the end of the year, while temporary workers may reject work so they can spend an extended period with their families and friends. However, for recruiters, it remains a busy time of year. Job numbers continue to increase, as businesses still need staff throughout the period. It’s also the ideal time to check in with candidates, as January tends to be the busiest time of the year in terms of market movement. So how do you satisfy this demand? Finding candidates in the unlikeliest of places can be made easier with a few simple strategies: Networking and advocacy Every recruiter worth their salt should know the importance of networking. At no time of year is this more obvious than at Christmas, when having a strong contact list can make the difference between filling a role and not. Connections can provide referrals, suggestions and insights and possibly give you the headstart you need over the next few months. Christmas parties and Christmas candidate networking events are just two of the ways you can build and expand your network â€" you never know who you might meet! Employee advocacy can also prove incredibly effective in reaching candidates you might not otherwise be able to access. Research has shown that potential employees are much more likely to trust the reviews of a company when they’re written by existing employees, family or friends, so encouraging existing candidates to spread the word could result in a better-quality talent pool. 1 To do this, consider doubling the referral fee or incentive for existing candidates for the next few weeks, host a social media competition or introduce an initiative to encourage potential candidates to interview before the end of the year. Branding If a candidate recognises and appreciates your brand, they are more likely to approach you for work opportunities. Therefore, building a positive and established voice in the market will make it easier to attract talent and put you above competitors when contending for a candidate’s time. What’s more, with limited resources, it may be time to tap into your database of passive candidates. If your brand catches their eye, approaching them for potential opportunities could be a lot easier. It’s also worth remembering that this isn’t a Christmas-specific activity â€" keeping active in the industry is a year-round initiative and helps to build credibility. Social media 17% of jobseekers now use social media to find a new role2, so advertising across the likes of Facebook, Instagram, Twitter and LinkedIn could prove incredibly beneficial when looking to build a consistent talent pool for the holidays. These platforms have been shown to be incredibly useful for attracting passive candidates in particular, with 80% of employers noting that social recruiting helps them reach those that aren’t actively looking3. Think about creating a hashtag, using images and scheduling posts for maximum engagement. However, before embarking on your social media strategy, it’s also worth investing time in ensuring your social media accounts are up to date â€" there would be nothing worse than turning candidates off with inconsistent information or branding. It’s not just social media that can help. Consider using your external communications, including emails and blogs, to encourage candidates to apply over the festive season. Even if they aren’t available for December, it places your database in good stead for the January rush. Increasing the volume of targeted mail merge emails is also worth considering â€" you’ll be reaching right into their inbox with specific roles, encouraging applications. Go mobile Mobile recruitment continues to be one of the more pressing issues in the industry. With 45% of jobseekers searching for jobs daily on their mobile, and 89% thinking mobiles play a crucial role in the job hunting process4, it’s become an incredibly effective way to find new talent. It’s essential to make sure your careers pages are mobile-friendly and any relevant forms are optimized for the smaller devices. The easier it is for candidates to apply for a role, the better! About the author:  David Morel  is the CEO/Founder of  Tiger Recruitment, one of London’s leading secretarial/administrative recruitment agencies. David founded Tiger in 2001 and has written extensively in the press and wider media advising both employers and job seekers on best recruitment practice.

5 Ways to Dealing with Rejection During Your Job Search

5 Ways to Dealing with Rejection During Your Job Search Photo Credit â€" Pixabay.comYou will agree with me that searching for a job is not an easy task. The situation may be worse if you receive several rejections. You need a few things that should assist you to stay motivated during job hunt. There is no need to give up along the way as you may get discouraged when you are nearly succeeding. This article presents some 5 ways to stay motivated during job hunt and dealing with rejection.1. Think PositiveThe way you think defines who you are. One thing that should guide your job hunting should be a positive attitude. Always look at yourself as a winner.evalYou should never allow the current state to define your thinking. As you search for a new job, make sure you are thinking like a person who already has the job.You need to note that the way you think may affect how you handle any interview that comes your way. You may present yourself to be so frustrated before the panel that is interviewing you.Negative thoughts may also make the panel t o view you as a pessimist. The advantage of thinking positive is that it will give you the confidence to face the panel.Positive thinking also gives you hope. You may get some rejections but a positive attitude keeps you going. It will always tell you to try again since it is not the end of the world.Positive thinking will assist you to overcome any frustrations that come your way. As a job seeker, make sure you replace any negative thoughts with positive ones.2. Get RealThere are three attributes that any human being can possess. These encompasses being pessimistic, optimistic, or realistic. Being pessimistic may make you to look down upon yourself.Optimism is good but it may make you to overestimate your potential. When you don’t achieve targets that are overambitious, you may end up getting discouraged and giving up.evalThe best attitude for a genuine job seeker is being realistic. Make sure you set targets that are realistic. Don’t start searching for jobs that need the expe rience you don’t have. If you are entering the market for the first time, make sure you search for entry level jobs.Also set salary expectations that are realistic at that point in time. Understand the rates in the market and quote them during the interviews. If you are a skilled person, look for a job that perfectly matches your skill. What this statement means is that you should be realistic with yourself. You don’t need to set very low or very high targets.You may sometimes begin with a lower job just to gain experience. You should not be so rigid with what you want in life. You will discover that some of these things come as you gain more experience. Being realistic means starting with what comes your ways and growing from there slowly.3. Associate with the Right PeopleThis statement reminds me of an old saying that states that “shows me your friends and I will tell you who you are.” You cannot be moving around with doctors when you are looking for a job as a chef. You s hould learn to associate with people who have an inclination to your career.evalThis does not imply that you don’t associate with other people. All we are saying is that associate more with people who can link you to greater openings.Another thing is that you need to associate with people who are positive thinkers. Stay close to people who can encourage you. You should try your level best to associate with negative thinkers.Look at the career journey of your friends and associate with those people whom you can learn something from their life. You may come across friends who draw away energy from you.When you get a rejection what does your close friend tell you? Use such instances to gauge the kind of friends you have. Make sure you associate with people who give you hope to forge ahead. You will go far in your job hunting if you associate with the right people.4. Have some Time for FunNever be so serious about your job search until you forget about your leisure. Having some fun wi ll remove some frustrations especially during rejections. Make sure you get some time and do what you like doing most.As a job seeker, you may not have money for big retreats. However, you can give yourself some nice treats. Sometimes you may not even need cash like playing some football with friends. You may also go out for coffee as it does not cost much.However, giving yourself some good treats is also advisable. The aim of having fun is to divert your attention from the current state. Fun will assist you to find life worth living even if you are jobless.5. Read Inspirational BooksThere are several inspirational books in the library. You may decide to purchase one or even borrow from friends. If you are a believer, you can find very inspirational verses from the Holy books. Make sure you read a verse or text in the morning to drive you throughout the day.These inspirational texts serve as a driving force to your life. They will always speak positive things in your mind and give y ou the hope to face tomorrow. You can mix these motivational books with some interview tips.evalWatching inspirational videos is another great way of dealing with rejection after interview. Several people have been where you are and you can learn from their experience. You will discover that your beginning is far much better off that a person who is advising you. Feed your mind with such content and you will find yourself moving further.ConclusionIn conclusion, there are several ways of making sure that you don’t get discouraged as you look for a job. These include reading inspirational materials, having fun, associating with the right people, being realistic and thinking positive. You can still find more tips on how to deal with rejections and stay motivated during job hunt.

Where the Jobs Are In 2009

Where the Jobs Are In 2009 I find the holidays are a great time to network and reconnect with past colleagues and friends. So as you toast your eggnog, if you are interested in discussing where the jobs will be in 2009 (and obtaining one) here is some advice.According to the Bureau of Labor Statistics, the top 10 growing industries from 2006-2016 include everything from: Management, Scientific and Technical Consulting, Hospitals, Colleges Universities and Local Government. Despite the recent economic downturn, some of these will stay resilient especially with help from President-elect Obama. His jobs creation plan thus far is focusing on healthcare, education and energy.But how to do you apply your existing skills to these hot areas? -Identify your strengths (and beware of blind spots). Make a list of skills that come naturally to you. And write out examples of where youve used those skills on the job successfully. Many strengths translate across industries, some include problem-solving, serving clients/custo mers and managing others. -Understand key required skills in the new field. The Occupational Outlook Handbook is a free resource with information on hundreds of jobs. In-person research such as networking and job fairs are also great tools to understand the training and skills needed for a job. -Dont shoe horn yourself. Rather make the connection between your strengths and the new field in your cover letter and be sure to highlight those strengths on your resume as well. Demonstrate a real interest in your new field by subscribing to industry publications and read up! Your passion and enthusiasm will separate you from those just looking for a paycheck.For more information, continue to tune into my weekly SIRIUS/XM radio show and tune in to my interview on CNN Newsroom with Kyra Phillips Tuesday December 23rd between 2 and 3pm eastern for more advice on making the move into a growing industry in your career in 2009!From your experience, where do you think the jobs will be in 2009?

Why Companies Ask For A Salary History

Why Companies Ask For A Salary History Salary can be a very touchy subject when it comes to negotiating a job offer. Its an issue that can cause candidates to walk away, force employers to spurn one candidate in favor of another who will work for less, and make for tense dialogue between an employer and a would-be employee. Many job seekers are uneasy talking about their salary history with prospective employers. Divulging salary information first can often put you at a disadvantage, but you may have no choice. Potential employers may require a salary history before even considering you as a candidate. In this case it is helpful to know, Why do some companies ask job applicants for a salary history? The answers are fairly simple and they even make sense. Requesting a salary history may just  be a part of the employers screening process. It is their policy with every job applicant and that includes you. Give them the history, get in there and set the hook, get the offer, and then be a good negotiator. Now, while that is a perfectly reasonable answer, there is one that is even better. As an applicant, you are a business of one and you are selling your services. With that in mind, would you buy from a business that, when you asked how much the product cost, responded with We are not going to tell you until you buy? In order to make the sale to your potential employers you need to name your price. Your best course is always to do your homework before going into a negotiation. If you know what you are talking about, then you are more likely to get what you want, even if you have already given a salary history to your potential employers.