We live in a career culture that never stops.
Emails. Meetings. Phone calls. Business trips. More emails. Interviews. Focus groups. Budgets. And, of course, more emails.
Smartphones and other technology have enabled us to work more – and from more places – than ever before. But it’s not just the tech that drives this culture. Unemployment rates over the past 10 years have driven competition in the marketplace, with more people competing for less jobs.
All this has led to an environment where everyone is working, working, working. The problem is that all this work can ironically lead to you doing a worse job.
I’m talking about burnout.
I see it all the time. People push themselves so hard in their daily tasks that they don’t have time for any kind of life outside of work. This can only last so long before you start becoming disenchanted with your job, leading to bitterness and ultimately less investment in your performance. In other words, you keep putting in the hours because you feel you have to, but the quality of those hours isn’t high.
The topic of burnout extends to the job search, too, as this article points out well. The article also does a nice job of breaking down how to know if you’re dealing with burnout, and gives tips on ways to break out of it.
If you’re dealing with burnout, there are definitely steps to take to break out of it – the first of which is forcing yourself to stop and take a step away from it all. If you want more insight into how to overcome burnout, reach out to me anytime!
If you faced burnout in your career, how did you handle it?
Everyone was born to do something.
Identifying and embracing what that something is – well, that’s something else entirely.
I’m lucky. After years in HR, I realized what I loved most was being able to assist individuals and organizations to reach their potential. It’s what I was born to do. So I started Activ8 Careers, and I’m thankful every hour of every day that I did so!
Thanksgiving is tomorrow, and I hope that you’ll be able to give thanks for the fact that you’re doing what you were born to do.
If that’s not you yet, check out this article titled How To Find The One Thing You Were Born To Do. It has some fantastic tips that will hopefully help you find your something – the thing you’ll be giving thanks for year after year after year.
Fellow Career Coach Linda Harris recently shared this fun and true infographic that breaks down what people’s jobs say about them. Her infographic focuses on jobs outside of those traditionally seen as “executive”, and I’ll admit that some of them do come off as generalizations.
What I find interesting about this infographic, however, is that many of these roles do indeed live in an executive workplace, only figuratively. We all know the “bartender”, quick to talk to others about their problems and offer quality advice. The bartender may in actuality be in accounting or IT, but they own their “other” job title proudly! So looking at this infographic through that lens, which workplace personality are you?
When change hits the workplace, most advice books, articles and writings tend to focus on the people who didn’t determine the change should respond.
After all, they are the ones who must adapt to something they didn’t necessarily want, and/or are unsure of how it will impact their daily roles.
But what about the managers who are responsible for implementing the change? How you as a manager handle this situation could define how you are seen and worked with for years to come.
I focus on both managers and employees in my book about mastering workplace change, RINGMASTER, and I really like what Debbie Nicol has to say about how managers should handle change. In this recent article, she encourages managers to take on the following roles when implementing change:
Read the article to really understand how each of these roles is essential when making change happen.
If you’re a manager who has been in this situation before, are there any roles you would add to the list?
I recently came across an article titled 15 Common IT Job Search Mistakes that had very insightful recommendations on how IT professionals can conduct a more productive job search.
But as I read through these recommendations, I felt several of them were relevant beyond the IT industry.
Take the first three recommendations, for example:
All three of these mistakes are commonly made in job searches connected to most industries, be it marketing, accounting, healthcare or education.
So I recommend you read the article and ask yourself, “Am I making any of these mistakes?”
And if you’re in IT, are there any of these common mistakes that you’ve seen in your experience?
Every month I write a newsletter – CAREEReport – that identifies key news stories, networking trends, tools of the trade and success stories (you can subscribe here).
This month’s report is all about reasons to give thanks (can you believe it’s almost Thanksgiving already?!):
You can check out the November newsletter here. What kinds of topics would you like me to cover in December?
The following excerpt is from my latest career column for the St. Louis Post-Dispatch. See the whole article here.
As a career coach, I often hear about jobs gone bad. I often hear reasons like, “The boss and I didn’t get along,” “The work team was dysfunctional,” “The expectations of the role kept changing,” “I’d been in the same position for five years and couldn’t get promoted,” or “New leadership came in and cleaned house.”
What do all of these common circumstances have in common? Career currency. You either have enough or you don’t — and if you don’t, you aren’t going to be happy.
Career currency is based on the actions and attitudes that get rewarded in your workplace. It’s similar to when you were a kid playing sports, knowing what had to be done to get in the coach’s good graces. Some coaches rewarded good defense, others hustle. We learned quickly that if we wanted more playing time, we had to know what the coach valued, and excel in that area to score playing time.
Work relationships with managers is not that different. Career currency is often built around a set of expectations set by managers and directors. Deliver on them and you’ll be rewarded.
So, the question is, how can you effectively figure out your workplace’s corporate culture rewards as career currency, resulting in professional success? Read the rest of the column here.
I recently ran across an article that was covering a long-term job search, and the productivity to date.
This topic is incredibly important. I just talked with a job seeker who was being coached to focus on the keywords in her resume and having a good LinkedIn profile. These are both important things, but it was all she was focusing on. That initial search method was over a month ago. So I asked her what kind of results she’s seen so far, and her response was not much of anything.
Why is this not working? Because it’s taking a passive approach to the job search, assuming someone will FIND YOU. And so you focus all of your energy and strategy on documents and profiles. But as was the case with this girl, it was yielding no productivity. Data tells us that passive approaches result in around a 7% success rate!
Ask yourself if you see real productivity in your current job search strategy. If the answer is no, you have to take a more active approach. Go find connections. Set up meetings. Talk face to face.
As Marva Collins said, “Success doesn’t come to you. You go to it!”
October is almost over, and the bombardment of Holiday shopping is about to commence! For many of you, that means looking for a little bit of extra work over the Holidays, be it for spending money or as a way to get more steady work in the short term.
Regardless of why you’re looking to work this season, I hope you’ll watch the following video for good advice on what to do – and what not to do – as you begin your holiday job hunt.