Job Etiquette: Eat, Pray, Find A Job

Job Etiquette By Paula

Over the past week, I have been observing a religious holiday and attending my house of worship. You are probably wondering how I could make a connection about jobs at this time; I would be too! Several people stopped by to exchange greetings and several with stories about relatives or friends who are looking for a job. It’s a four letter word (JOBS) that makes it’s way in many conversations and settings.  Jokingly or not they said they would “pray” for jobs for their loved ones or friends. That’s what got me to thinking about this.

 In my opinion you should not “pray” for a job.

Pray for confidence in your self and your skills.

Pray for courage to accept decisions from employers (positive or negative).

Pray for strength to read postings, send resumes and wait for responses.

Pray for guidance to make the right choices for yourself.

Pray for

View original post 72 more words

Advertisements

Surround yourself with passionate people

A Heart's Echoes

photoHave you ever listened to someone speak passionately about something?

There’s a sparkle in their wide eyes. They gesture wildly, and talk so quickly it’s like their tongues can never catch up with the thoughts in their heads and neither can you. Yes, sometimes they lose you. Actually, a lot of times they lose you.

But there is something about passionate people that I find quite fascinating. When they speak they get so carried away by the ocean tides of their ideas, they are unanchored, and they tend to pull you with them. In real time, as you listen to them, you might actually be captivated by their manner of speech even if you understand nothing from the content.

Another thing is passionate people are quite rare to find. A lot of reasons contribute to this. A lot of times people are passionate about things they are not really exposed…

View original post 71 more words

Influencing Without Authority, or Even With It—4 Key Behaviors

Blanchard LeaderChat

bigstock-Silhouettes-of-people--d-20419778“Example is not the main thing in influencing others, it is the only thing.” ~Albert Schweitzer

A common leadership challenge I hear in our workshops is: “How do I lead when I don’t have authority?”

Even when we do have formal authority, we often need to influence up and across the organization. But should we use our authority to coerce others to do what we want or need them to do? I believe the answer is a resounding no, except in two situations:

  1. In a crisis or emergency—there is no time to influence right now.
  2. As a last resort—when you have tried everything to influence, it isn’t working, and “no” is not an option.

Think about those times when your boss used position power to get you to do something. How did you respond? How did it make you feel?

Having autonomy—a feeling of choice—is critical to motivation. When we…

View original post 236 more words

Leaders Go First. The First Steps on Learning Leadership.

Moving People to Action

Leadership: You Have to Go First.

I love this little Dilbert storyline from Scott Adams:

Employee: “I find it rather demotivating that you never praise me for a job well done.”
Boss: “You’ve never done a job well.”
Employee: “That’s because I’m demotivated.”
Boss: “You have to go first.”
Employee: “Wouldn’t that make me the Leader?”

Dilbert.com

The 1-minute Leader

Ken Blanchard’s popular and accesible book The One Minute Manager suggests that a leader does 3 things, in the following order:

  1. 1-Minute Praising: Hunt for something the person does well, and publicly praise them – immediate and specific positive praising on actions.  Praise the Person.
  2. 1-Minute Goal-Setting: Agree on goals (no more than 5) with staff. Make sure each goal is clearly written on a separate piece of paper and kept visible daily. Keep Goals limited and focussed.
  3. 1-Minute Reprimand: If the person has the skills to do…

View original post 611 more words

The Five Key Benefits of Leading the Learning

Linked 2 Leadership

JFK

After 25 plus years developing and facilitating training for clients in a wide variety of industries large and small,  a consistent theme I see is that there is a lot of management and very little real leadership going on.  

This phenomenon was no more apparent than in the area of organizational learning.

Commitment to Learning

A commitment to learning initiatives from leadership becomes clear through their commitment to the process of learning and growing people.  You can readily spot the ones that throw dollars to paint the picture of developing staff and the ones who are truly committed to it.  The attitude is reflected in the leadership which is then also reflected in the attitude of the learners.

Part of the failure is in the ability of the leaders to see that direct connection between leading and learning on its many levels.

U.S. President John F. Kennedy planned to point…

View original post 692 more words

Blame Game

ChristopherinHR

Who’s to blame?

HR people and bosses spend time listening. People want to share their stories and have a need to be heard. Its part of the human condition to commune with others.

By and large this is a positive: the ability to engage with and hear the perspectives of others can often be the difference between a different and diffident workplace.

Yet sometimes we hear a theme we need to push back against:

Who’s to blame?

Victimhood is an ugly and useless excuse. Sometimes in listening we hear a refrain of ‘someone/thing did this to me – that’s why I’m where I’m at.’

No.

You are where you are because that’s who you think you are

Some believe external agents – a boss, the government, an ex or co-workers – are responsible for our condition. If ‘they’ hadn’t done this or hadn’t done that, things would be different. I’d…

View original post 386 more words