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All Things At ONCE

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“Some of us are wired for work. It’s in our bones. Some of us are wired for family. And some of us are wired for all of it.” Mika Brezenski in All things at Once.

It is tough to strike a balance between work and family life and Mika tells her story in an honest and straightforward way. In fact, it is just not Mika’s story so many full-time moms around the world would relate to the daily struggles and pains that we all go through trying to have it all – or just trying to maintain a balance in our personal and professional lives.

Mika’s story relates poignantly to any working mom’s journey of growing, learning and the struggles to achieve a balance between work and personal life.
And we all connect with it easily. I admired Mika for this statement in her book: “Your job can be a big part of who you are, but it shouldn’t be the whole package. Your family and relationships should be central, but they needn’t be front and center at all times.” Wouldn’t you agree?

Discussions, blogs, articles, books when talking about the work-life balance suggest not to “have it all”, you have to give some to get some, but many women that we see around have done “all things at once”. To have a busy high flying career, a family life and a healthy marriage; but all of this comes with a trade-off – some give and take as you miss out on the kids schedules, miss out on being part of their lives when they want to turn back and say “look mommy, I did this”. For a woman managing a high flying career and family with young kids is mighty tough. Going through one mad scramble after another we miss out on the overall goals and objectives of our existence.

Mika says: “Later on, going over this frantic period in my life, trying to understand my impulse and motivation, I began to realize that women sometimes make life-altering career decisions with a kind of gun to their heads. We put ourselves in these false do-or-die scenarios that leave us thinking if we don’t overextend ourselves, or push, push, push after opportunities when they appear, that we’ll never accomplish our goals or rise in the estimation of our peers. That was me, there was the CBS night shift, only I failed to consider that I’d already accomplished my primary goals; I was married to an amazing man, with a beautiful baby girl and a career I loved.”

See a video here as Mika talks about her book.

We all have stories of our lives but not all of us can or have shared it to encourage or intrigue others to a discussion on how difficult it is for a working mother to aspire for career promotions and work hard to keep the family together. Love you Mika for sharing and inspiring – great book that many working moms all over the world will enjoy reading and learning that it is great to slow down once in a while but also sometimes “shedding your identity as a professional can be as damaging as holding it too close.”

MIKA BRZEZNSKI is a co-host of “Morning Joe” and an MSNBC anchor. She will also co-host the new WABC New York radio show, “Joe & Mika,” which plans to go national next year. Brzezinski also reports on “NBC Nightly News” and is an alternating news anchor for “Weekend Today.”Prior to joining MSNBC, Brzezinski was an anchor of the “CBS Evening News Weekend Edition” and a CBS News correspondent who frequently contributed to “CBS Sunday Morning” and “60 Minutes.” In September 2001, she became CBS’s principal “Ground Zero” reporter for the September 11, 2001 terrorist attacks.

Get this book at: Amazon

(Please Note: I have not been paid to write this review, it is a sincere opinion and my wish to present the readers of this blog to get to know good books that bring value to day to day work life and overall improve our strengths)


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How not to be an Intimidating Boss

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What type of a boss are you?
How do you fare as a boss? Your employees see you as an intimidating manager or a friendly  supervisor? And how do you see yourself in your current role?
What we all do not like about bossiness is the control and micromanagement that comes with the word “bossy”. Environment which stifles your imagination and becomes mechanical over time is not conducive to growth and innovation. In all likelihood no one likes to work under someone bossy or overbearing.

 

What’s wrong in being Bossy?

All in all we do not like bossy people, chances are you would have heard your little child come to you and say, “Mom/dad, I don’t like her/him in my class, she/he’s too bossy!” Children also relate bossiness to bullies – it is an intimidating act and certainly not likeable. Often people do want to be told what to do and how to do it but the way you tell them how matters the most, if you appear bossy and controlling people would not want to be around you. It is the human nature; we don’t want to be ordered around on what to do – most often. So at the workplace you have to strike a gentle note to your being the boss around – and try not to be “bossy”.

How not to be Intimidating and still be In-charge

To be a good leader you must make sure that the work gets done and often it is not through pleasantries that you can get that accomplished, instead of high-handedness have some rules in place at all times.
Here are some examples of the written rules you can pass on to your team. Somehow written rules do not appear “bossy” if you say them out over and over again perhaps they are not taken in that effectively.

  • The task must be complete a week before the deadline so we can ensure a run-through of the quality of the product.
  • Every week you must send a detailed status report on your tasks.
  • Inform me of any changes to the plan immediately.
  • You must be present at the monthly team meeting, else propose a one-on-one if you cannot attend the next one.

Never lose sight of the fact that you are the boss and certain expectations are around this word and role. It is because of rules and a fear of unpleasant consequences (read poor performance review) that many employees get a lot accomplished in a little time.
Dos and don’ts are great and when you know how to strike a good balance in how you are asking these from your employees, you can expect more respect and work get done. And of course “being nice” always is not on your job description, you better get the work done and done well and if you can accomplish this through good team relationship then that’s where you would qualify for the good bosses’ hall of fame.

You might also want to read some articles on this website if you do not want to be listed in books of “bad bosses” – BadBossology.

What are your ways of being “bossy” the right way?


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Career in Human Resource Management

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Alan CollinsIn the Careers series on Careerbright Blog, we feature an interview with Alan Collins, President & CEO at SuccessInHR.com and author of: “Unwritten HR Rules: 21 Secrets For Attaining Awesome Career Success in HR“. Alan was formerly VP HR with Pepsi and Quaker Oats – with 25 years of field, managerial and executive leadership experience in human resources. Alan has written over 100 articles and white papers on HR including features in HR Executive Magazine, HRM Today, Linked:HR, Personal Branding and other nationally-known publications for HR professionals.

Greetings Alan, it is a pleasure to have you informing our readers who want to pursue a career in Human Resources! Please tell us something about yourself and how you decided on a career as an HR professional?

First of all, I’m thrilled to participate in Careerbright’s Careers series.  I stumbled into Human Resources purely by accident.  I was pursuing my B.S. degree in marketing at Purdue fully intending to become a marketing brand manager in a large corporation someday.  My academic advisors suggested that it would be helpful to get a summer internship in marketing to gain experience.  So I did.  I interviewed with and got hired by Dow Chemical into their marketing summer internship program.  However, when I arrived to the company headquarters to start the summer, the marketing project I was to have worked on was cancelled at the last minute because of funding.  And, I ended up working on a project with the Human Resources group.  The project involved helping them assess their recruiting program for new college graduates.   At first, I was disappointed by this change in plan.  However, after a week, I realized this was the best decision that could have ever been made!  I loved the project and had a blast that summer!  I discovered my calling.  I decided to return to finish up my B.S. degree in marketing and then pursue a M.S. in industrial relations in order to best prepare me for a career in HR.  That’s what got me into the HR field.

I then began acquiring experience in HR starting as a labor relations trainee at Inland Steel Company. And since that time, I’ve moved through 16 different HR jobs over my 20+ year HR career. For the last nine years of my corporate career, I was VP of Human Resources at Quaker Oats and then PepsiCo. And, I’ve been fortunate to have had a variety of great experiences in HR. I led HR initiatives for Pepsi’s Quaker Oats, Gatorade and Tropicana businesses. I led an HR organization of 60 HR managers and directors, spread across 21 different locations in North America and was accountable for their performance, careers and helping them succeed. I helped architect the annual HR strategic plan for five years for a workforce of 7000 employees. I’ve done M&A work helping to integrate new acquisitions as well as divest existing businesses. And, I provided HR leadership for the largest single change initiative in the history of the organization. I’ve had generalist roles and HR specialist roles. And, it was a great, great ride.

Last October, I left my HR executive career in corporate America and am now pursuing my lifelong dream of becoming a published author in HR. My new book, The Unwritten HR Rules, was released last October and it has consistently ranked among the top 20 best selling books for HR professionals on Amazon.  In addition to the book, I’m running a blog, I’ve founded a scholarship program, and I’m working on a number of other initiatives to help make a difference in the HR profession.  A few years ago after the death of my son, I re-purposed my life and career. At this point, my life’s work is all about giving back and making a difference. As part of this, my mission is to continue to serve the Human Resources profession, contribute to causes that I care deeply about and continue to use my strengths to strengthen others. HR has given me a fulfilling and extremely rewarding career and it’s time for me to return the favor and “pay it forward” to other HR professionals. And, today I’m doing that and having a blast!

Your new book “Unwritten HR Rules: 21 Secrets For Attaining Awesome Career Success in Human Resources” describes career advancement strategies HR professionals and executives can put into action. Is this book also useful for those planning on a Human Resources career? Tell us something more about this book.

unwritten-rulesUnwritten HR Rules was written to help and provide needed career guidance to up and coming HR professionals.  It lays out twenty-one different strategies for addressing common career issues in HR and describes how to take one’s HR career to the next level. Much of the wisdom described in the book is either not known or not readily shared by HR leaders or headhunters. But now, armed with the tell-all information in this book, upwardly mobile HR professionals have a better chance of surviving and thriving in their careers.

I decided to write this book after being approached by a number of frustrated HR professionals seeking career advice who were troubled about possibly being laid off in their organizations. I discovered that many didn’t know who to seek out to get untainted, objective advice about their own careers.

Typically HR professionals can turn to their boss, a mentor or a headhunter for career advice. However, often the advice given is biased. If the company is cutting costs and the boss can’t replace you if you leave, he or she may try convince you to stay even when leaving may be a better choice for your career. On the other hand, if you’re about to get the ax, your boss may not even warn you until minutes before it happens.

As for recruiters and headhunters, they’re fighting over a shrinking number of open HR jobs and tight commissions, and so they’re incented to persuade you to leave your job even if you shouldn’t.  All of this creates a huge dilemma for the career-minded HR professional.  And my book can help you address these frustrations.

What have you found most challenging in the career as a HR Executive?

For me, the most challenging part of the job is working with individuals and groups to resolve problems and disputes. Often in HR, you “intervene” in situations between people or with differing groups that are at war and you work to try to find common ground.  For example, you could be trying to resolve disputes between a manager and employee over compensation, a promotion, an appraisal rating or in alleged discrimination or sexual harassment complaint.  Or it could involve a labor contract negotiation between the union and your company.  The role you play in these situations is important and tough. And often it’s tough to find common ground.

In all these situations, I’ve tried to keep in mind the title of Spike Lee’s movie from a few years back, “Do The Right Thing.” You can’t waffle; you must do your homework, gather the information, and get input from the right people to guide you. But then take a stand and do the right thing. HR folks that lack a point of view or are indecisive don’t last long. I’ve found that if you stay true to your values and the company’s principles and you’ll be able to look at yourself in the mirror at the end of the day. Sure, you’ll make enemies now and then. But you’ll be able to control who they are and how many there are. And you’ll feel better about yourself.

With outsourcing, downsizing and limited hiring being the norm for the past couple of years, how do you see HR jobs evolving in the next 5 years?

I certainly don’t have a crystal ball, but I believe the future is bright for HR. Obviously I’m biased, but I’ve never met a business leader who is not interested in improving the performance of the business through people. And working with these in crafting initiatives that do this is exactly what HR is all about. So in the future, I don’t see HR going away any time soon. However, I do see the work that HR does changing dramatically.

For example, most large businesses are going global or are already, so the HR professional of the future will absolutely need to have global experience and be able to design HR strategies that can work in cultures like India, China, Germany and other countries in Asia and Western Europe.

As more baby boomers defer retirements because of the recession, the HR professional will need to help address generational issues at work. We’ll see more innovations in benefits like elder care, pet care, concierge services, paid time off and flextime. With companies competing for top talent, HR folks will need to come up with these and other newer benefits to meet the diverse generational needs of the millennials, Xs, Ys they want to attract and keep.

I believe we’ll also see, as a result of the financial banking crisis, HR stepping up and playing a stronger internal role in the regulation of issues such as fairness in the workplace, executive pay, 401k’s, and ethics. Or at least, I hope so. No one wants their company to be the next AIG.

Finally, in the future, I envision seeing an HR executive appointed as CEO of a Fortune 100 company. I don’t know when it’ll happen, but certainly it will happen in my lifetime. HR executives have already moved into senior-level operations roles, marketing and sales positions for years with great success. So I believe it’s only a matter of time. And when that does happen, it’ll be a great sign that the HR profession has finally arrived.

Some tips or advice for those planning on pursuing career in Human Resources?

If you’re interested in a career in human resources, I would strongly advise getting a master’s in HR.  Then going to work for a company that has a formal HR development program.  Companies like Pepsi, GE and Johnson & Johnson are examples of companies that will actually invest up to two years of the company’s money in a new HR person’s development. That’s a valuable career launching pad for the new HR professional. These companies have well-developed HR practices and are constantly innovating them so they are great learning labs. Sure, this can also happen at start-ups and at smaller companies too, but it’s a lot more difficult. Smaller firms often don’t have the resources and the structure and you often have to do things without an “old hand” available helping to guide you — which is not a good situation if you’re trying to learn the profession from the ground floor up.

If your company doesn’t have a formal development program, then work with your boss to create one that works for you and the company. It’s worth the investment to do this both for you and the business.

Which universities or online programs would you recommend for education and training in HR?

The best university based programs for HR are at Illinois, Purdue, Cornell, Michigan State and Minnesota.  At Pepsi, we recruited HR talent at these universities often and were very impressed with the quality of the candidates.   Most online programs are too new at this point to have a proven track record so I don’t have any to recommend at this time.  I highly recommend the university-based programs.

Your website and contact information?

For those interested in more information about ways to advance your HR career, feel free to check out my blog at SuccessInHR.com.
And for those interested in TWO FREE CHAPTERS of my book, UNWRITTEN HR RULES: 21 Secrets For Attaining Awesome Career Success in Human Resources, you can download those at UnwrittenHRRules.com.

Other Resources:

You can also apply for a Human Resources bachelors or masters program through the University of Phoenix which offers online or campus based degree programs.

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I’m not Productive Today – 5 Tips to make the best of a Low Day

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Have you ever had a day when you felt like nothing was falling in place?

A day when the energies are low and there is no motivation or drive?

A day when the mind and body are tired and say “no” to work?

A day you would rightly term as unproductive?

What do you do on such a day?


The reasons might vary from physical or mental tensions or pressures, exhaustion, illness or simply an inexplicable “lowday”. What do you do that day?
All days are not the same, some days we surprise ourselves by achieving beyond our expectations and some days even the average task seems like the highest unconquerable mountain. The tips here might guide you to make the best of your lowdown day?



Prioritize

Well some things just need to be done, whether you like it or not. You must prioritize those at least. Do you have a meeting which you must absolutely attend? Do you have any deadlines for the day? Do you need to run an errand which must be done within the day? You got it; identify the “musts” first. What is urgent must move up on your priority list. Once you know what has to be done, identify the steps that you need to get that task off your plate. Ask yourself such questions:

  • Would it help if I get it done right away, no matter how I feel?
  • Would it be better to move this task a couple of hours from now so that I can give myself time to revive and feel more energized before I begin on the task?

You could choose any of these or what you find the best option, it all depends on the situation. The task might be time bound; in that case the second option might not be an option at all. Or you might not get that work done efficiently or provide quality so it would be better to choose the second option. You must evaluate first.
 

Inspiration Motivation

You might also need some inspiration or motivation to enliven the day and work towards some planned goals or plan some goals. You may read some tips on the above linked article and also would be a great idea to read the writings of those who inspire you. Just reading or viewing something that makes you feel happier or inspired brings satisfaction. You may not “get” something done as such but these activities help you elevate to a happier and satisfied self.

 

Physical Rejuvenation

At times when the mind is dull and lousy; it is time to rejuvenate the mind with physical activity or even meditation. Physical activity and meditation brings more oxygen to your brain, boosts your adrenaline levels that gives you some instant energy and you start feeling good.
Even eating and drinking the “right things” brings our energy levels up and revs us up. Although coffee and sweetened drinks might also get you on a “high” for some time, the long term rush would be better if it comes from some good workout and healthy eating. “Moderate intensity aerobic exercise improves mood immediately and those improvements can last up to 12 hours,” concludes study lead researcher Jeremy Sibold, Ed.D., at the University of Vermont, Burlington.

 

Count your Blessings

Oh yes, you did not expect this to be on your list, but believe me it works. There could be days when you feel depressed for no reason whatsoever but many of such days do have some reason, don’t run away from the analysis; confront them. Why are you feeling low today? List all possible reasons – any incident that happened the day before, or any physical reasons? The point is once you know the cause it is easy to find a remedy; diagnosis is key to improvement of the situation. And there may be many different reasons. Now if you have fallen in the depths of low self-esteem and self-worth then just count your blessings. Think about the many people who do not have even a fourth of what you have, think about the people who love you – call them talk to them. Think about the people who need you, who respect you. Just don’t put down yourself, you are special and have a lot to do to help make this world or someone else’s world a better place. Contributing to a charity or a random act of kindness might be something you can consider doing today – it will make you feel better for sure.

 

Have Fun

Continuous work pressure and addiction to work often results in a burn-out. Avoid getting to this stage by working in spurts, when inactive make it fun so that you can get back to work refreshed and prove to be more productive. But if this is one of the rare days when no motivation would get you to make use of this day positively at work –  then consider taking the day off from work (if  possible). Do what makes you feel happier – shopping, meeting friends, playing with your kids, watching your favorite movie, reading a great book, meditation, me-time or what-else-pleases-you-the-most. Just do it and make the best of the day. Put your expectations on the back seat and don’t whine over what did not get done, enjoy and live the moment, you’ll get that done another day. At least it would be a day well spent – a nice investment toward your rejuvenation!

Tip:

It is also a good idea to have a document on your computer or some notes at the back of your calendar (or any PDA/phone) where you note down such tips on what to do when you are feeling “down under”. Such days bring depressing feelings and often it is not easy to collect your thoughts and plan any action items, but if you have the tips ready on how to brighten up the hours and make your day productive, you can get something done and make that day count. Just keep some tips handy and choose from the list what appeals you the most that day.

 

Question: What would you do or what have you done on a “lowdown day”?

 

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Now this is cool – Simply Hired and LinkedIn Integration

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If you are searching for a job and you now the power of networking, what would be the first question that comes to your mind when you see a suitable position advertised for your dream company ABC Inc. and now you want to apply right away?
Answer: Do I know someone who is currently at ABC Inc. to whom I can forward my resume or just ask something about the company?

Ok now how to find out who works there.. Email friends, ask other acquaintances.. what if no one can help. And of course it takes time?

Now folks at Simply Hired have found just the right way to get you connected – of course you must first be connected to LinkedIn and have some relevant contact there… but here it goes (source of this info is the Simply Hired Newsletter/website):
Simply Hired’s Who Do I Know® feature is the first integration with LinkedIn in the industry that instantly delivers an in-line view of your professional connections with potential employers. To activate the LinkedIn feature, click the “Who Do I Know” button at the top of the search results page and allow access to your LinkedIn account. Then, the names and photos of your professional connections appear automatically next to companies included in your results. Through this deep integration, SimplyHired.com encourages the referral hiring process through social networks, bringing traditional networking online.
Try it out for yourself and see who you are connected to and who could help you land your dream job.

Read Simply Hired Blog for more info.

Now who all do you know and who are you adding to your network? This is a cool integration and can add a lot of benefit to the Simply Hired jobs search site. Great Job SH team!

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Latest News on Employment from the US

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Here is a compilation of some recent news on job/employment news from the country.

From CNBC:
Green Jobs Success Will Take Major, Long-Term Commitment
By Trevor Curwin,, Special to CNBC.com 19 Jan 2010

The Obama administration may be tempted to wage a two-front war on climate change and joblessness by pushing for green jobs in the renewable energy sector, but such a strategy will mean committing to a long campaign. Looking for the green equivalent of an atomic bomb to obliterate ten percent unemployment, energy price volatility and carbon emissions all at once may not be the right approach, says Jesse Jenkins, director of energy and climate policy at The Breakthrough Institute, a clean energy research group.
“This looks more like the Cold War than the Manhattan Project,” says Jenkins. “There are no short-term solutions to real problems.”
Jenkins and others in the renewable energy sector see the need for the right mix of long-term technology investment—in a sector where installed power generation capacity and electricity contracts are measured in decades—and short-term job creation to keep the issue at the top of the public’s mind.
On Jan. 8, President Obama announced $2.3 billion in tax credits for 183 different firms working on new energy storage and other renewable energy technologies, claiming the investment would create 17,000 American jobs.

From USNews.com
White House Changes Job-Count Rule
Posted January 12, 2010

WASHINGTON — The White House has abandoned its controversial method of counting jobs under President Barack Obama’s economic stimulus, making it impossible to track the number of jobs saved or created with the $787 billion in recovery money.
Despite mounting a vigorous defense of its earlier count of more than 640,000 jobs credited to the stimulus, even after numerous errors were identified, the Obama administration now is making it easier to give the stimulus credit for hiring. It’s no longer about counting a job as saved or created; now it’s a matter of counting jobs funded by the stimulus.
That means that any stimulus money used to cover payroll will be included in the jobs credited to the program, including pay raises for existing employees and pay for people who never were in jeopardy of losing their positions.
The new rules, quietly published last month in a memorandum to federal agencies, mark the White House’s latest response to criticism about the way it counts jobs credited to the stimulus. When The Associated Press first reported flaws in the job counts in October, the White House said errors were being corrected and future counts would provide a full and correct accounting of just how many stimulus jobs were saved or created.

From Yahoo News:
White House says stimulus has saved two million jobs
Wed Jan 13, 1:53 AM
By Alister Bull

WASHINGTON (Reuters) – President Barack Obama’s emergency spending measures last year saved up to 2 million U.S. jobs, the White House said on Wednesday, but it warned that the outlook for the economy remained uncertain.
Obama, anxious to reduce double-digit U.S. unemployment which has dented his popularity, has already called for additional government measures to boost jobs on top of the $787 billion stimulus package he signed in February 2009.
Christina Romer, head of Obama’s Council of Economic Advisers, said she expects positive job creation by the spring, but stressed that there was definitely a need for additional “targeted action” to aid employment.
“There is uncertainty about where the economy is going …when will the private sector come back,” Romer told reporters on a conference call to discuss a quarterly report to Congress on the stimulus package.

From the CAP Times:
Tech: Easing of tech job cuts offers hope of 2010 turnaround, report says

Planned job cuts announced by technology firms rose for the second consecutive year in 2009, reaching the highest level since 2005, but a sharp downward trend in the second half of the year offers hope of a 2010 turnaround, according to a new report.
Employers in the technology sector, which includes computer, electronics, and telecommunications firms, announced 174,629 planned job cuts in 2009, according to a report released Tuesday by Challenger, Gray & Christmas Inc., the global outplacement consultancy that tracks job-cut announcements daily.
Meanwhile job cuts among firms in the telecommunications industry actually declined; falling 9.4 percent annually from 48,648 to 44,068.
“The recession’s impact on the tech sector was inescapable,” John A. Challenger, CEO of Challenger, Gray & Christmas, said in a statement. “Even with the economy showing some nascent signs of recovery beginning the second half of year, many companies are holding off on investments in new technology. And, with it still difficult for small businesses and start-ups to obtain loans, there are few opportunities for tech firms to expand their customer base.
“The worst of the downsizing occurred in the first quarter, which is when the overall economy hit rock bottom. It’s going to be a slow climb out of this recession, but computer and electronics firms should be among the first to see the turnaround, as companies try to postpone hiring by achieving productivity gains through technology.”
Spending on information technology is expected to increase by 6.6 percent in 2010, after falling by 8.2 percent in 2009, according to an outlook released last week by industry analysts Forrester Research.
Technology spending and employment should be helped by continued efforts to move the health care industry into the era of electronic health records, according to Challenger. Preliminary data from a 2009 survey conducted by the National Center for Health Statistics found that while show that about 44 percent of physicians are using electronic medical or health record systems in their offices and practices.

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Important Tips on Seeking Recommendation

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Why do you need Recommendation?

It’s important and often it is a requirement when:

  • Applying for a new job
  • Applying for an undergraduate, graduate school or business school.

In fact a full time MBA program for some business schools require two professionally written recommendation letters from your supervisor or clients.

(See an example of a MBA program request for recommendation letter here)

As you progress through your career you will find the true meaning of why people say “don’t burn your bridges” it is mainly for this reason – you might want to get recommendation from your bosses or peers or customers sometime later in your career.

Letter of reference or recommendation verify your claims of “good teamwork” “high profitability to an organization” “skilled leader” or “technically exceptional” in your resume or in the interview. So make sure that you read these tips before you seek your next recommendation and then go ahead and ask for references from those who like you and have liked working with you.
 

When should Recommendation be requested?

There are various situations in which you could be asking for recommendation, for example:

 

  • When joining in a new job, most hiring managers want to talk to some of the references you have provided during the interview or resume submission stage – they are indeed asking them if they recommend you for this job or not and also how you were there with them. It is your job to make sure that have a favorable recommendation for you.

 

  • Recommendation from Clients and Customers you have worked with adds a lot to your resume. At times people have got jobs just on the basis of good recommendations from previous clients. Never leave an opportunity after a job well done to ask for recommendation. Do not wait too long after your project completion to ask recommendation letters from clients, vendors who you think would have some words of praise or good words for you. You can add such testimonials and recommendation to a later time when you need it.
    Most likely they might not recall you after 3 or 4 years if you have not been in touch (or maybe if you have been) after the project completion.

 

  • One of the tricky situations in seeking recommendation is when you have to ask your current boss for reference when you are expecting a reference check while on a current job. If you feel it would not be taken in the right light and perhaps you are not on great terms with your boss, it is better to ask your co-workers on a trust notice instead.
    Often it is a good idea to note in your resume or inform your new hiring manager not to contact the current employer but at times it is not possible to do so.

 

Whom to ask for Recommendation

Usually professional recommendation would be requested from a former employer, supervisor or someone you reported to directly. At some instances schools or future employers will emphasize on getting this letter from your supervisor only. If you cannot get the letter from your supervisor you may be asked to present a reason why. This is important for you to know when deciding and spending time seeking recommendations.

Ask someone whom you can trust and also you know well. It is not much of effect if you seek a recommendation from a company hotshot but this person hardly knows you.

Those in your references list must know you well and they must also be informed personally that they can expect to be contacted to say some good words about you. And don’t forget to thank them!

Also another point to keep in mind is the timing of the recommendation; at times a supervisor or professor might be in the list of 80 students who want him/her to recommend them. It might not be possible for this person to cater to all calls, in such a situation first seek consent from your supervisor/professor and see if it would be better to contact someone else or add this person as the 4th or 5th reference.

It helps if you can add your resume and/or just key skills in a folder marked under your name and give to this person for easy reference.

 

Web Applications and Tools that help you get Recommended

  • LinkedIn is one for the most popular recommendation tool used these days:

Get to your Profile  page. Then click on the Ask for Recommendations link on the right hand side. Follow the instructions from there.

  • Your Website or Blog

Who liked your website or blog? What and why did they kike what they did? You might have had some cool testimonials and comments coming in the last few months or years. Usually you do get this info in your email inbox too, you may contact these people through personal email request to recommend your work on your website or add to your LinkedIn profile. In most cases they would oblige.

 

Research before requesting

Instead of just writing a couple of lines as “I urgently need a letter of recommendation, please can you write me one” or “can you please provide me with a good reference” you can get more creative and also note some points mentioned below to ensure that the person to whom you put forward this request feels respected and also has all the information to wrote an effective letter of recommendation for you.

If the person recommending you has to put in extra efforts on minute details, it is time wasted and might be a big put off to this person. Subtle negligence can delay yoru recommendation coming through.

Do your best to make the process easy and smooth for someone who is obliging you with a recommendation request.

 

Homework First

When requesting a letter of recommendation do your homework first to ensure a speedier return. You must do the following:

  • Request tactfully
  • Who are you? If it has been long since you contacted your professor or a past manager – it is important to first state who you are, when – years – you worked with this person, remind on some project details if possible.
  • It would be a good idea to forward your resume to the person you seek recommendation from or even a lilt of skills would work.
  • List the way(s) you seek recommendation, by email on LinkedIn or a snail mail or just on the phone if someone calls. Or does the recommendation letter need to go directly on a form or has to be submitted online – again do your homework first, a second request would not tell good on you.
  • Is there a deadline when the recommendation letter should be submitted? Make sure you convey the same to the letter writer.
  • Thank the endorser, sincerely (now and later once you receive the letter).

 

SAMPLE LETTER REQUESTING RECOMMENDATION

Note: this is a general recommendation letter request that you are sending to your supervisor, professor, client or colleague, you must edit to personalize and add details of your particular situation:

Dear Greg,

I have recently interviewed for ABC Inc. and the HR is requesting a couple of valuable references from my previous supervisors to complete the hiring process. Your recommendation would be very valuable to me in getting this position that I have applied for. I hope you can provide me with a favorable letter of recommendation that I can forward to them in no later than two weeks from today. Please do let me know by this weekend if you would be willing to do so.

Also find a recent copy of my resume attached here. Please feel free to contact me if you would require any further information.

Request: Please return the letter of recommendation to me by Email (mention your preferred email address) /snail mail (write address and also provide a self addressed stamped envelope) or through an online form (write the complete website address here)

Deadline: The recommendation letter must reach me/institution/organization by mm/dd/yy, I sincerely appreciate your positive remarks and timely response.

I thank you for your support and time.

Sincerely,
XYZ

 

Tip: You may even provide a sample letter from your side; there may be some whom you contact who might be very busy in their schedules, or not prolific writers – your providing a sample can lighten their tasks and ensure a faster return. However make sure that you inform them that this is a sample only, they may use if they please and edit as appropriate.

 

More tips and resources:

  • There are some good tips on how to ask for a letter for recommendation on About.com website.
  • Another University career center website (usually most of them have great career info) is the UC Davis Internship and Career Center. Here you will also find some samples of letters which you can use during job search.

Did you find this information useful? Pls share your experience on seeking recommendations that have worked or not worked during job search.

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Micromanaging can be Good for the Team

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Usually micromanaging has been seen as detrimental to business management, and rightly so. It implies distrust and tight control which of course who wants to be continually monitored?

We thrive in trust and freedom.

In business management, micromanagement is a management style where a manager closely observes or controls the work of his or her subordinates or employees. Micromanagement is generally used as a negative term.
(Source: Wikipedia)

So how can micromanaging be beneficial, when mostly it tends to stifle freedom and productivity?
Before you nod your head in disapproval, I would strongly recommend that you read on before you totally eliminate micromanaging from your “good words” book!
This article explores some situations where micromanagement can lead to better results and improved productivity of those you manage.

 

What are the upsides to micromanagement?

Not all employees are the same, some flourish with limited managing and enjoy working in an independent work environment; however there are some who need close monitoring and coaching until they feel confident to get things done efficiently and to the quality that the work demands. For such employees some level of micromanaging is beneficial.

Some examples:

A New Employee

Take for instance a new employee who is joining your team on his/her first job; there are fears, uncertainties and inexperience that stalls this person from doing his/her best at work; it is time to step and act as a coach and also add some sprinkles of micromanagement to monitor and direct this person in the right direction.

It can be done the efficient way. It would be good to convey to your new employee that during a certain time period you would be going through all process and project tasks in good details. Your expectations would be to regularly inform on the task progress and request feedback on the short-term goals set by you.

When you convey your expectations with mutual understanding – you cut down on mis-communication and add respect to your management style. Remember efficient communication is the key to getting things done the right way – or your way.

In most cases your employee/team member feels reassured that there is someone to double check his/her work and the first job jitters are not as strong as before.

If regular resorting is what can make things streamlined – go for it, but let your team know about it. If such processes are well defined then sure enough micromanagement takes on a new meaning – not that negative anymore.

 

A Poor Performer

And in other cases you can do the same for an employee who is not performing well and has received poor performance reports. Perhaps this person needs some help and if it could come from you or some other co-worker then again some micromanagement is worth getting this employee back on track or even finding out that perhaps he can be best suited for another job.
As you see in certain cases, micromanagement helps. But remember when treading this tricky path, tact and a goal must be in mind all the time.

 

Are we not all Micromanagers? We do it all the time!

Also remember that we have micromanaged our kids somewhere along the way .. and it is has been beneficial for them because we wanted to see what is in their backpack, to whom they are emailing and where they are on the internet.
We block out some programs that are not appropriate for their age and ask them over and over, every single day -where they are going with whom and where.
It is an act to ‘observe and control’ on a granular level.
And it is for their own benefit!
We all have the ability to positively tap in the potential of micromanagement – we just need to do it the right way and in appropriate situations.

 

Have you ever been micromanaged or have you micromanaged someone? What were your feelings and how did you respond to the situation? Do comment!

 

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What do we need most – Inspiration or Motivation?

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We all hope for something good as the new year begins, better salary at the job, or just keeping the job this year, hoping that the kids do better at school, our savings increase, the DOW stays positive and moving upwards and overall peace everywhere. Most of us hope well and plan for the year ahead. But sometimes things don’t go right, something happens that puts you in a low gear and hope is not all that positive. We do not feel like planning and even though we want to there are not much positives on which we can base our new goals for the future.
What do you do in such a situation? You need inspiration and motivation to begin anew or to build a re-energized plan for the future. Move on we must.

What is inspiration?
According to the dictionary: Inspiration is -The act or power of exercising an elevating or stimulating influence upon the intellect or emotions; the result of such influence which quickens or stimulates;
or
Inspiration is arousal of the mind to special unusual activity or creativity.
Where does it come from?
Inspiration can come from within, through change in environment, through others – friends, family, teacher or even those you don’t know but have inspired you through their work or teachings. And sometimes you really have to strain hard to find when you are feeling low. But whatever it takes, find time and strive hard to seek inspiration because it is one essential fuel that can have you rising to new heights from down in the dumps.
Sometimes just a few well-said words from the wise and the erudite can are what we need to brighten the day. Here are some that I want to share with you:

“Only as high as I reach can I grow, only as far as I seek can I go, only as deep as I look can I see, only as much as I dream can I be.”
– Karen Ravn

“Every noble work is bound to face problems and obstacles. It is important to check your goal and motivation thoroughly. One should be very truthful, honest, and reasonable. One’s actions should be good for others, and for oneself as well. Once a positive goal is chosen, you should decide to pursue it all the way to the end. Even if it is not realized, at least there will be no regret.”
– Dalai Lama

What is motivation?
Motivation is when someone or something prompts you to an action or energizes or stimulates you to a goal or object.

Where does it come from?
As inspiration, motivation can also come from within, from a change of environment or through others.
There is a subtle difference between the two but either of these can invigorate action if you welcome them wholeheartedly.
Sometimes we do need a spark to ignite us and do your best this year to be in search of such a stimulus wherever you go or just when you find some time with yourself alone – inspire yourself and motivate yourself to an action or cause above and beyond yourself. It adds more meaning to life and adds a sparkle to our self. But wait, do not hold off any action in wait of inspiration or motivation, always remember that action precedes both of these – if you act well and in time there can be nothing better and even an action can inspire and motivate you to do better and carve a new path that you had not thought of before. Think about it.
Action is perhaps larger and more inspirational and motivational than inspiration and motivation alone.

I appreciate your time to share your thoughts – What has inspired or motivated you recently?


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Never Fly Solo – A Book Review

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“Many of us have an intense desire to take bold new action in our lives but never do for fear of failure. We are essentially pouring on the power with the brakes still applied. Consciously or subconsciously, we sabotage our success by living with our foot on the brakes. Releasing those brakes and simply going for it is how we grow in our personal and professional relationships.”
- Lt.Col. Rob WaldmanIf you are wondering what this book is about, you don’t have to look much further than the tag line of this inspiring book which says – Lead with courage, build trusting partnerships and reach new heights in business. The author Lt. Col. Rob “Waldo” Waldman, MBA, is a former decorated U.S. Air Force fighter pilot, sales manager, and professional leadership speaker.

I started reading this book some time back and every chapter had a “high flying” inspiration to it. It made me pause and think about how similar were the situations faced by this person in the cockpit talking about his fears and motivation to that of someone at a workplace or in a leadership position. For instance consider this piece from the book:

“In order for it to accelerate and remain airborne, the F-16 must overcome any opposition to lift. This opposition is any aerodynamic force that resists the forward or upward motion of the jet and is known as drag. Every flight of every aircraft is an ongoing battle between the forces of lift and drag.
Fighter pilots have to deal with two kinds of drag: induced drag and parasite drag. Induced drag is a natural byproduct of lift and is considered a “good drag”, caused by the shape of the aircraft..
Parasite drag is the opposite. It battles against the good drag, slowing the aircraft and hampering maneuverability.
No matter how skilled or motivated you are, you’re always going to have some degree of both parasite drag and induced drag in your life. And just like a fighter pilot, you must manage it and not let it hold you back from accomplishing your mission.”

I sure did get to learn new “air force terminology” and gained quite a bit knowledge on how fighter pilot gains new heights.. but it all applied so well to our “civilian” lives. Some interesting story telling and motivational incidents in this fighter pilot’s life connect with you immediately. Whether you want to ace the next business contract, deal with new customers or just get along with your co-workers, you’re sure to find some impressive tips and action item to wing it all!

Watch the author’s interview on CNN here:

Waldman shares a message that is both human and business critical: we all must overcome the missiles of adversity and change and we can’t do it alone. He reveals how the same steadfast interdependence of wingmen in combat is necessary to transform relationships with colleagues, co-workers, and friends into interdependent partners for success.
Through compelling, real world stories, Waldo movingly describes how his wingmen helped him take action despite his fear of combat and a life-long battle with claustrophobia by teaching him lessons that work in a cockpit as well in a cubicle. These include:

  • Check Six – When wingmen cross check each other’s blind spots, they promote mutual support and build mission critical trust in times of high stress and adversity.
  • Chair Fly – By briefing every mission with your team and rehearsing emergencies and unexpected “what if’s,” you won’t be caught unprepared. Preparation leads to power.
  • Integrity First – Integrity is the #1 core value in the military. It not only means telling the truth and honoring your word, but also admitting when you’ve made a mistake.
  • Walk the Flight Line – Leaders must reach out to the wingmen that support the overall mission. By connecting on a personal and professional level, you build more loyal, committed teammates.
  • Break Right – Mission critical feedback is vital for success. To build trust with your wingmen, you must be willing to call out the missile launches to your wingmen and communicate effectively.

Whether you are a seasoned executive, entrepreneur, or new to the business world, creating a work environment based on mutual support and trust is crucial. Never Fly Solo is a flight plan for success that will help you earn your wings as a high performance leader and help you soar to new heights.

Read more about it on the book’s website. You can get this book at Amazon.

(Please Note: I have not been paid to write this review, it is a sincere opinion and my wish to present the readers of this blog to get to know good books that bring value to day to day work life and overall improve our strengths)

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