One of the biggest mistakes people make when talking about effective change management is that they say to “communicate more.”
It’s not about more communication, it’s about strategic communication.
Sometimes part of that strategy is indeed to communicate more to employees than in the past. But the strategy must come first.
So what do I mean by strategic communication?
This Kenexa post about change management for new selection systems describes it in actionable terms:
Create a communication plan. Think through who needs to know what and by when. Not everyone needs all of the details as soon as they are known. Plan out who will draft communications, who will approve them, and who will send them. When communications are duplicated, the audience loses interest. Make sure you are communicating why there is a need for change, not just the tactics of what will change.
So do you have a communication plan when workplace change hits?
But one way you might not be thinking about is how the keywords you use to describe your title and/or job skills and experience can determine whether or not recruiters and hiring decision makers find you in their online search.
For example, you may have “insurance agent” listed as a broad way to describe your title, but a company who is looking for an “actuarial” won’t find you.
So how do you know what to write and where?
Enter this blog post from the Job Search Blog. In it, you’ll find a detailed process that outlines what you can do to maximize the impact of the words you use to choose to reflect you and what you do best.
One of the metaphors I use with my Career Coaching and Counseling clients who are in a career search is based on America’s Pastime: Baseball.
If you want to hit a homerun, you need a bat. That may sound incredibly obvious, but it’s an essential resource to the game. And in the career search game, too many people don’t have a “BAT” – an acronym connecting three essential resources to job hunting. BAT stands for Behavior, Attitude and Techniques. If you have a good handle on these three things, you can feel free to swing for the fences! But before you step into the batter’s box, let’s talk a little more about your hitting strategy.
Your answers to these questions will tell you a lot about your career search behavior.
I can never reiterate it enough: stay positive!
Ask yourself if you can say the following:
This month, I invested the space I’ve been given in the St. Louis Post-Dispatch to focus on one of the things job seekers and networkers are most obsessed with: the job interview!
As someone who’s been on both sides of the desk, I can tell you that there is indeed a code you can break to nail your job interview.
As I state in the column:
Most interview questions are in code. If you answer them at face value without understanding why they are asking the question, then no matter how well your interview goes, you are likely to lose the job/promotion. Behavioral interviews are made up of five questions that can easily and strategically be prepared for. Learn these five and pass the test.
You can check out those five questions and solutions here!
When you do, you’ll also get insight into the Activ8 job interview flash cards, a valuable tool when preparing for interviews.
First things first: I am not a big proponent of spending a lot of time and energy filling out job applications online.
That being said, this article about 7 Top Websites For Nonprofit Jobs can be very resourceful. The article outlines different sites that cover a variety of services, from posting job openings to assisting in nonprofit management placement.
I would discourage anyone from relying on these kinds of sites to GET the job, however. Where I find these sites to be most resourceful in in helping you identify the kinds of possible careers that are out there you can target and pursue. If you know you want to get into the nonprofit world, these sites are a great way to brainstorm the possibilities.
But if you come across a job you want, I recommend doing all you can through Linkedin contacts or other networking methods to find out more information about the position and how you might get your foot in the door. Simply applying through an online application is still one of least likely ways to land your dream job.
I’m very honored that my book was selected, especially because this is a resource for exceptional living. I truly believe that if you master career change, it’s another step toward living a full and happy life!
Below is the writeup from Eaglezine.
When change comes to your workplace, will you manage it to your advantage or get caught standing in the shadows of those who do? This book reveals 8 strategies, along with action steps, to become a Ringmaster of change. Just like the 3 rings of a circus, there are 3 rings of change that these strategies will help you navigate, ultimately turning you into a Ringmaster. The Ring of Control includes changes you can create, alter and direct to your advantage. The Ring of Influence is focused on the changes on which you can have an indirect impact through your presence and influence. The Ring of Response includes important changes that directly impact your career, but you cannot directly control or influence-and thereby must respond to. As you’ll learn, the key to any successful career is your ability to master change. Included in this book is an online change profile that will reveal personalized strategies for you to master change. The online profile is only for a one-time use. Additional assessments can be found on activ8careers.com.
If you are trying to navigate the pathway up the corporate ladder you need to be aware of the great work David Hults has developed. Before you grab the next rung on that ladder, you need to connect with him. He may have some words of wisdom for you. Reach out to him at www.activ8careers.com.
We often talk about managing change in your individual career, but what about on behalf of your company or organization?
When you’re in management, it can be difficult to get everyone else on board with the changes you want to implement. It’s because of this I’ve heard several leaders say, “I’d be a great manager if it weren’t for the people!” Well, if that’s your mentality, then you’ll never be a great manager!
Managing a department or organization requires a well developed understanding of how to move individuals and large groups of people through change. To identify what needs to happen is the easy part – getting everyone to act in harmony is another.
I talk a lot about this in my book, RINGMASTER, and I also reco you check out an article I recently stumbled upon that’s titled “Constant Change Crucial If An Organization Is To Survive.“ Specifically of interest is how the writer identifies how our work habits and attitudes need to be reshaped to fit in and deal with today’s new economy.
Have you ever experience a workplace change in which the manager did – or didn’t – lead the change effectively? What did they do that you learned from?