In a recent blog post, Abdus Salam (http://better-jobs-advice.blogspot.com/) points out the importance of being ready for interviewers to ask you about your weaknesses. He says to be straight-forward and honest. While I most certainly agree with his point, my response is below.
Great advice. I happen to be responsible for hiring new associates and while weaknesses are important to know about, it's more important to understand that we all have them. If I'm asked about my weaknesses, I'll admit that I need a calendar and task list to be organized, otherwise all bets are off, but I'll also say that with those tools and my other strengths, I'm going to break records. Immediately redirecting to strengths and opportunities is a good way to keep interviewers on-point as to why they would be making a huge mistake not to hire you.
Take a loot at Salam's Better Jobs Advice blog. It's really good and he makes extremely good points.
When it comes to getting hired, always, always, always be honest when asked about your weaknesses, but do your best to keep the interviewer focused on your strengths and on the opportunities those are likely to bring to the company.
Showing posts with label getting hired. Show all posts
Showing posts with label getting hired. Show all posts
Wednesday, August 11, 2010
Monday, August 2, 2010
What's Wrong With Generations X and Y?
I just attended a business conference with the most intelligent and highly educated speaker I think I have ever heard. His name was Dr. John Howard, MD, MPH, JD, LLM. I leaned over to my co-worker and told her that he was "the smartest guy in the room" by far. He had some very interesting statistics about the make up of the workforce in this country and about where that make up was expected to go in the near future. The thing that really didn't sit well with me was his facts on the Generation X and Generation Y portion of the workforce.
From 2000 to 2010 there was a 9% drop in the number of workers ages 35 to 44 (Generation X). This is expected to continue thru the year 2020. During this time, workers in other age categories will increase. What the heck!
Generation X is made up of people born between 1965 and 1980, followed by Generation Y (born 1980-2000). In the study presented by Dr. Howard, from 1992 to 2002, Generation X'ers desire for jobs with greater responsibility fell from 69% to 54%, while Generation Y's desire dropped to 60%. So in other words, those in Generation Y are demanding higher level jobs at a higher rate than Generation X (although not by much). And, this decline happened during the '90's. What happened in the '90's that caused the younger generations to lose the motivation and drive for jobs with higher responsibilities? And, why is it worse for Gen X than Gen Y? What's wrong with responsibility and with being in charge? These positions set the standard for business. They set the rules of business. They are some of the change agents of the world.
I'm a little frustrated that the younger generation is more likely to be my boss in the future than I am to be theirs (statistically - I'm definitely not in-line with my generation). Now, look at these next figures.
According to this study, Generation X values are less aligned with the organization than any other generations (of the 4 generations since 1928). Even Generation Y is more highly aligned with the organization's values than X. Gen X is also near the bottom (very closely followed by Gen Y) when it comes to caring about the fate of the organization.
What in the world is going on with people born between 1965 and 2000? And, are we passing on this apparent apathy to our kids? With this much apathy, it is my opinion that the "cream will rise to the top". That's why those of you reading this need to be aware and take action. Be more motivated than the average Gen X'er and Gen Y'er. I think there is real opportunity for the 30 and 40-somethings to get into positions of authority and make a difference. Get into the top of the class (so to speak). That doesn't appear to be too hard unfortunately. Take some initiative. Don't be part of the 9% drop in workers from our generation over the next 10 years. And if you can't get aligned with the values of the organization, then by all means, start your own! Do something!
I hope that reading this makes you feel unsettled just like it does me. My business conference had a lot of other information in it today, but the rest of it was a very distant second compared to Dr. Howard's presentation.
Let's reverse this trend.
From 2000 to 2010 there was a 9% drop in the number of workers ages 35 to 44 (Generation X). This is expected to continue thru the year 2020. During this time, workers in other age categories will increase. What the heck!
Generation X is made up of people born between 1965 and 1980, followed by Generation Y (born 1980-2000). In the study presented by Dr. Howard, from 1992 to 2002, Generation X'ers desire for jobs with greater responsibility fell from 69% to 54%, while Generation Y's desire dropped to 60%. So in other words, those in Generation Y are demanding higher level jobs at a higher rate than Generation X (although not by much). And, this decline happened during the '90's. What happened in the '90's that caused the younger generations to lose the motivation and drive for jobs with higher responsibilities? And, why is it worse for Gen X than Gen Y? What's wrong with responsibility and with being in charge? These positions set the standard for business. They set the rules of business. They are some of the change agents of the world.
I'm a little frustrated that the younger generation is more likely to be my boss in the future than I am to be theirs (statistically - I'm definitely not in-line with my generation). Now, look at these next figures.
According to this study, Generation X values are less aligned with the organization than any other generations (of the 4 generations since 1928). Even Generation Y is more highly aligned with the organization's values than X. Gen X is also near the bottom (very closely followed by Gen Y) when it comes to caring about the fate of the organization.
What in the world is going on with people born between 1965 and 2000? And, are we passing on this apparent apathy to our kids? With this much apathy, it is my opinion that the "cream will rise to the top". That's why those of you reading this need to be aware and take action. Be more motivated than the average Gen X'er and Gen Y'er. I think there is real opportunity for the 30 and 40-somethings to get into positions of authority and make a difference. Get into the top of the class (so to speak). That doesn't appear to be too hard unfortunately. Take some initiative. Don't be part of the 9% drop in workers from our generation over the next 10 years. And if you can't get aligned with the values of the organization, then by all means, start your own! Do something!
I hope that reading this makes you feel unsettled just like it does me. My business conference had a lot of other information in it today, but the rest of it was a very distant second compared to Dr. Howard's presentation.
Let's reverse this trend.
Sunday, April 19, 2009
Get Promoted!
If you are the top manager in your organization, then share this information with everyone that works under you. However, if you are someone who strives to move up the organizational chain, then this article is for you. You may not be know this, but your managers want you to know this information (unless they're not doing their job effectively and they are worried about you taking it). Bad managers aside, your manager wants and needs you to work at a higher level - a level that makes their job easier and one that fits well inside of the organization. To get yourself promoted, you have to stand out from the rest of your co-workers and do what most of them will not do. You have to get noticed and make yourself known for being innovative, making good decisions, and for being someone who really cares about the business. You can do this by following these directives.
Set Personal Targets for Yourself
Many companies don't set targets for each individual position in the organization. You will though, and it will pay off. Figure out what your average production / performance has been in the past - daily, weekly, and monthly. Then, set yourself a high but attainable target and post that target at your workstation. You already know about business tracking systems, so you need to set one up for yourself. Create a graph of your production and track it weekly and monthly, at least. Your co-workers may be happy to show up to work and collect a pay check, but not you. You're going to set targets, track them, and work like crazy to reach them.
Recommend New or Modified Policies and Procedures
Everyone else does their job without really going the extra mile for the company. You will get promoted if you recognize outdated or flawed policies and procedures and you recommend a better way to do them. These kinds of policies and procedures exist in EVERY organization. You just have to keep a close eye out for them and don't hesitate to make suggestions to your manager.
Dress to Impress
If your company has a strict dress code, then it's important that you always adhere to that policy. However, if your company allows you to dress in any kind of business attire, then always dress to impress. A good rule-of-thumb is to be the best dressed person you meet each day. You're not dressing to intimidate or because you think there's a fashion show in town. Instead, you dress well enough to show your managers and the company that you care about your job and you respect your managers enough to show it. As part of this, always maintain a very neat and well-groomed appearance. Dressing to impress and being neatly groomed will get you noticed.
Stay Out of the Gossip and Rumor Mill
All companies have employees who spend far too much of their time and energy with gossip and rumors. Good managers hate this and you must avoid it. You need to be known as someone who rises above such things. If a co-worker wants to talk to you about rumors or gossip, don't hesitate to tell them that you would rather not get into it. Just stay out of it.
Write up Your Post
The best way to move up in the organization is by writing up your current job so that it can easily be given to someone else. With a clearly written job description that includes all of the steps that you take to do all of your daily tasks, you can even train your replacement. This makes your manager's job easier because she won't have to spend time in training. It also shows your managers that you think about the business as a whole and not just about your business unit. They will know that whatever position you hold, it will be a high-performing and efficient position, that will be a success for the organization. Writing up positions is the job of the manager, so show your company that you are willing and able to take on that role.
Always Follow Policy
The surest way to not get promoted is to not follow policy. Having to be warned and written up will stick with you. So much of company policy is just common sense. Get to work on time, clock out for lunch breaks, don't falsify time-keeping and other records, etc, etc, etc. Policy exists so that managers can focus on the core functions of the business and not have to waste time baby sitting the staff. As a person who wants a promotion, you won't need baby sitting, but in spite of the common sense nature of policy, others surely will and you will be their boss someday.
Be a Super-Nice Person
Speaking of common sense, you need to be aware that people want to be around those who they find to be interesting, fun, and nice. Like it or not, it really does matter if people don't like you. When you're not likable, your probably also not promotable. This is quite simple. Smile a lot. Give professional compliments to others. Shake peoples' hands. Tell people when their doing a good job. Say nice things about your co-workers to their managers and say nice things about your managers to their managers. Being likable is a common sense principle of influence, so use this to your advantage and be a nice person.
If you do these things, you deserve a promotion. If you do it and you find that it's not working, it's probably because you forgot one simple thing - be sure your managers know these things about you. Show them your graph. Give them the write-up of your post. Submit a summary of policy you recommended at your next performance review. If you've done these things, you're dressing to impress, you're a super-nice person, and you clearly follow all company policies, then all that's left is to ASK. Remember: you have to ask for the things that you want, so ask for the promotion. If you don't get it right then, you will surely plant the seed in the minds of your managers and that seed will grow until you do get promoted.
Set Personal Targets for Yourself
Many companies don't set targets for each individual position in the organization. You will though, and it will pay off. Figure out what your average production / performance has been in the past - daily, weekly, and monthly. Then, set yourself a high but attainable target and post that target at your workstation. You already know about business tracking systems, so you need to set one up for yourself. Create a graph of your production and track it weekly and monthly, at least. Your co-workers may be happy to show up to work and collect a pay check, but not you. You're going to set targets, track them, and work like crazy to reach them.
Recommend New or Modified Policies and Procedures
Everyone else does their job without really going the extra mile for the company. You will get promoted if you recognize outdated or flawed policies and procedures and you recommend a better way to do them. These kinds of policies and procedures exist in EVERY organization. You just have to keep a close eye out for them and don't hesitate to make suggestions to your manager.
Dress to Impress
If your company has a strict dress code, then it's important that you always adhere to that policy. However, if your company allows you to dress in any kind of business attire, then always dress to impress. A good rule-of-thumb is to be the best dressed person you meet each day. You're not dressing to intimidate or because you think there's a fashion show in town. Instead, you dress well enough to show your managers and the company that you care about your job and you respect your managers enough to show it. As part of this, always maintain a very neat and well-groomed appearance. Dressing to impress and being neatly groomed will get you noticed.
Stay Out of the Gossip and Rumor Mill
All companies have employees who spend far too much of their time and energy with gossip and rumors. Good managers hate this and you must avoid it. You need to be known as someone who rises above such things. If a co-worker wants to talk to you about rumors or gossip, don't hesitate to tell them that you would rather not get into it. Just stay out of it.
Write up Your Post
The best way to move up in the organization is by writing up your current job so that it can easily be given to someone else. With a clearly written job description that includes all of the steps that you take to do all of your daily tasks, you can even train your replacement. This makes your manager's job easier because she won't have to spend time in training. It also shows your managers that you think about the business as a whole and not just about your business unit. They will know that whatever position you hold, it will be a high-performing and efficient position, that will be a success for the organization. Writing up positions is the job of the manager, so show your company that you are willing and able to take on that role.
Always Follow Policy
The surest way to not get promoted is to not follow policy. Having to be warned and written up will stick with you. So much of company policy is just common sense. Get to work on time, clock out for lunch breaks, don't falsify time-keeping and other records, etc, etc, etc. Policy exists so that managers can focus on the core functions of the business and not have to waste time baby sitting the staff. As a person who wants a promotion, you won't need baby sitting, but in spite of the common sense nature of policy, others surely will and you will be their boss someday.
Be a Super-Nice Person
Speaking of common sense, you need to be aware that people want to be around those who they find to be interesting, fun, and nice. Like it or not, it really does matter if people don't like you. When you're not likable, your probably also not promotable. This is quite simple. Smile a lot. Give professional compliments to others. Shake peoples' hands. Tell people when their doing a good job. Say nice things about your co-workers to their managers and say nice things about your managers to their managers. Being likable is a common sense principle of influence, so use this to your advantage and be a nice person.
If you do these things, you deserve a promotion. If you do it and you find that it's not working, it's probably because you forgot one simple thing - be sure your managers know these things about you. Show them your graph. Give them the write-up of your post. Submit a summary of policy you recommended at your next performance review. If you've done these things, you're dressing to impress, you're a super-nice person, and you clearly follow all company policies, then all that's left is to ASK. Remember: you have to ask for the things that you want, so ask for the promotion. If you don't get it right then, you will surely plant the seed in the minds of your managers and that seed will grow until you do get promoted.
Saturday, March 21, 2009
10 Tools for Getting a Pay Raise
Some companies give cost-of-living increases. Others give automatic pay increases annually. Still others give pay increases in the form of bonuses (that are often undeserved). When you want the pay raise that you really "deserve", you need to use these tools.
1. Most importantly - you must ask for the raise.
2. Calculate and present your worth / value to the organization. How much did you do in sales in the past year? How do you rank among your co-workers? What was the overall dollar value of your performance?
3. Present the market value for your position / job title in your geographic area. You can use web sites like www.salary.com to find a very rough estimate of your market value. A better way to do this would be for you to call other businesses and talk to others who do your same kind of job. When you share salary information with others in your industry, you give those other people tools that they can work with and this will probably convince them to talk to you about salary. This is a form of salary survey like salary.com uses - only on a smaller scale. (Note: your company probably has policies on discussing salary with your co-workers. Don't violate this policy and get yourself fired. That's why I suggested talking to people in other companies.)
4. Be willing to take on new responsibilities that will increase your future value to the organization.
5. Ask for more than you expect to receive. This gives your supervisor room to negotiate. When you concede some of the money that you're asking for, you supervisor gets to "win" when he/she gives you less that you ask for and you actually "win" because you get a nice pay raise. This is a proven negotiation technique that works. Even if it seems silly, do it anyway.
6. Don't expect to get your answer today but know that the longer your supervisor takes to "think about it", the less likely you are to get what you want. The better your presentation of facts and the more likable you are already, the more likely you are to get resolution sooner than later.
7. If you don't get an answer today, you must always ask, "what day can I expect you to have a decision on this matter?" It's important that you have a mutually agreed upon time line. The longer it takes, the less likely you are to get the result you deserve. So, get a firm deadline.
8. If your supervisor is required to take your request to a higher authority, ask them to take a stand for you. Here's what you have to say: "Considering my high value to the organization and the market rate that is above what I'm currently getting paid, will you recommend to your boss that I get my requested pay increase?" When you get the supervisor to commit to helping you, he/she will be very likely to make a strong effort to do so, if for nothing else, to remain consistent with their agreement to help. This is a powerful influence technique.
9. Ask for objections to find out what, if anything, would prevent you from getting your raise. When you don't know what the objections are, you can't change anyone's mind. You need to know what your supervisor is thinking if you want a good outcome.
10. Tell the supervisor that they already agree with your position. I love this one the most. When you are presenting all of the facts, you tell your supervisor, "You'll agree that I'm being paid less than market value, especially considering my excellent production." Or, you might say, "Our company values high performance, that's why you'll agree that rewarding my performance is the right thing to do." Or, "I'm sure we agree that high performance deserves high reward." The key is that anytime you can emphasize points of agreement with your presentation of facts, you will significantly influence your situation.
Finally, many people think that it's a good idea to threaten to quit if you don't get what you ask for. What a bad mistake! Never, ever, ever do this unless you are ready to walk out the door right now. Threatening to quit does not win you favor with your employer -present or future. If your value is not perceived as being high, you are probably punching your ticket with the threat of quitting. Even if you were previously perceived as being valuable, now you have left a bad taste in your employer's mouth and that's a devastating result for you. Threatening to quit is only going to work if your employer is short on other talented people in your position, but only in the short-term. As soon as someone else is hired, you could be fired. Lastly on this topic, never threaten to quit unless you already have another job lined up. You might just be asked to leave right then.
Don't make yourself jobless when you're just trying to get a raise. Instead, follow these 10 tools, stay employed, and get the raise you deserve.
1. Most importantly - you must ask for the raise.
2. Calculate and present your worth / value to the organization. How much did you do in sales in the past year? How do you rank among your co-workers? What was the overall dollar value of your performance?
3. Present the market value for your position / job title in your geographic area. You can use web sites like www.salary.com to find a very rough estimate of your market value. A better way to do this would be for you to call other businesses and talk to others who do your same kind of job. When you share salary information with others in your industry, you give those other people tools that they can work with and this will probably convince them to talk to you about salary. This is a form of salary survey like salary.com uses - only on a smaller scale. (Note: your company probably has policies on discussing salary with your co-workers. Don't violate this policy and get yourself fired. That's why I suggested talking to people in other companies.)
4. Be willing to take on new responsibilities that will increase your future value to the organization.
5. Ask for more than you expect to receive. This gives your supervisor room to negotiate. When you concede some of the money that you're asking for, you supervisor gets to "win" when he/she gives you less that you ask for and you actually "win" because you get a nice pay raise. This is a proven negotiation technique that works. Even if it seems silly, do it anyway.
6. Don't expect to get your answer today but know that the longer your supervisor takes to "think about it", the less likely you are to get what you want. The better your presentation of facts and the more likable you are already, the more likely you are to get resolution sooner than later.
7. If you don't get an answer today, you must always ask, "what day can I expect you to have a decision on this matter?" It's important that you have a mutually agreed upon time line. The longer it takes, the less likely you are to get the result you deserve. So, get a firm deadline.
8. If your supervisor is required to take your request to a higher authority, ask them to take a stand for you. Here's what you have to say: "Considering my high value to the organization and the market rate that is above what I'm currently getting paid, will you recommend to your boss that I get my requested pay increase?" When you get the supervisor to commit to helping you, he/she will be very likely to make a strong effort to do so, if for nothing else, to remain consistent with their agreement to help. This is a powerful influence technique.
9. Ask for objections to find out what, if anything, would prevent you from getting your raise. When you don't know what the objections are, you can't change anyone's mind. You need to know what your supervisor is thinking if you want a good outcome.
10. Tell the supervisor that they already agree with your position. I love this one the most. When you are presenting all of the facts, you tell your supervisor, "You'll agree that I'm being paid less than market value, especially considering my excellent production." Or, you might say, "Our company values high performance, that's why you'll agree that rewarding my performance is the right thing to do." Or, "I'm sure we agree that high performance deserves high reward." The key is that anytime you can emphasize points of agreement with your presentation of facts, you will significantly influence your situation.
Finally, many people think that it's a good idea to threaten to quit if you don't get what you ask for. What a bad mistake! Never, ever, ever do this unless you are ready to walk out the door right now. Threatening to quit does not win you favor with your employer -present or future. If your value is not perceived as being high, you are probably punching your ticket with the threat of quitting. Even if you were previously perceived as being valuable, now you have left a bad taste in your employer's mouth and that's a devastating result for you. Threatening to quit is only going to work if your employer is short on other talented people in your position, but only in the short-term. As soon as someone else is hired, you could be fired. Lastly on this topic, never threaten to quit unless you already have another job lined up. You might just be asked to leave right then.
Don't make yourself jobless when you're just trying to get a raise. Instead, follow these 10 tools, stay employed, and get the raise you deserve.
Wednesday, March 18, 2009
Management No-No's
As a manager, you must be held to a higher standard than that of those who report to you. No - you must hold yourself to a higher standard. If you don't, then how can you ever expect anything that resembles excellence from your staff? Clearly, you can't. So, let me point out some things that I have seen managers do that you should never do.
1. Don't have a personal vendetta against anyone. It is unacceptable for you to "be out to get someone". I see this mostly when managers feel insecure about their own performance or when they fear that someone under them might take their job. First of all, nobody should ever be able to "take" your job. When you chronically under-perform, you are giving your job away to someone who can do better. So, work hard, be smart, do excellent work, and treat people with dignity and respect. If you find yourself being "out to get someone," don't be surprised if it is you who is gotten.
2. Don't place blame on someone else, or as I like to say it, "throw someone under the bus". As the manager, you are ultimately responsible for everything that you are responsible for. If someone under you messes up, it was your job to have trained them not to make that mistake in the first place. If you did train them, and they continually make that mistake, then it is your job to put them in a more fitting position, or to free up their time to find a better position elsewhere. Placing blame is a sign of weakness in managers. It is unnecessary. Instead, find a solution for problems and fix bad situations.
3. Don't be messy and disorganized. I once heard someone say that if you want to know something about a manager, take a look at their desk. Stacks of paper usually mean unfinished business. Papers scattered all around the desk and office usually means forgotten and thus unfinished business. A messy work area creates a very poor image of the manager and as a manager, you want people to think highly of you, don't you?
4. Don't make excuses for poor performance. First of all, nobody's perfect. Mistakes happen. Own up to them and figure out a way to avoid them in the future. Also, instead of excuses, promote how you will make sure performance will improve. A sign of a good manager is the ability to acknowledge areas of poor performance and fix them. Don't waste anyone's time giving excuses. Just fix it and move on.
5. Don't be a sniper. I hate hearing constant negativity being thrown at people, policies, situation, etc. Managers can not constantly criticize others. They can't use meetings to "throw others under the bus". They can't constantly criticize company policy (especially to their subordinates) and they can't criticize the boss publicly. Snipers always find time for negativity. They always find time for criticism. This just makes me want to take a deeper look at them and see what problems they're causing.
Be a good manager and avoid these no-no's. If you fit into any of the above categories, there's a better than zero chance that you won't get to stay there for long. Be nice. Be positive. Be professional and organized. Be a problem-solver and not a problem-maker.
1. Don't have a personal vendetta against anyone. It is unacceptable for you to "be out to get someone". I see this mostly when managers feel insecure about their own performance or when they fear that someone under them might take their job. First of all, nobody should ever be able to "take" your job. When you chronically under-perform, you are giving your job away to someone who can do better. So, work hard, be smart, do excellent work, and treat people with dignity and respect. If you find yourself being "out to get someone," don't be surprised if it is you who is gotten.
2. Don't place blame on someone else, or as I like to say it, "throw someone under the bus". As the manager, you are ultimately responsible for everything that you are responsible for. If someone under you messes up, it was your job to have trained them not to make that mistake in the first place. If you did train them, and they continually make that mistake, then it is your job to put them in a more fitting position, or to free up their time to find a better position elsewhere. Placing blame is a sign of weakness in managers. It is unnecessary. Instead, find a solution for problems and fix bad situations.
3. Don't be messy and disorganized. I once heard someone say that if you want to know something about a manager, take a look at their desk. Stacks of paper usually mean unfinished business. Papers scattered all around the desk and office usually means forgotten and thus unfinished business. A messy work area creates a very poor image of the manager and as a manager, you want people to think highly of you, don't you?
4. Don't make excuses for poor performance. First of all, nobody's perfect. Mistakes happen. Own up to them and figure out a way to avoid them in the future. Also, instead of excuses, promote how you will make sure performance will improve. A sign of a good manager is the ability to acknowledge areas of poor performance and fix them. Don't waste anyone's time giving excuses. Just fix it and move on.
5. Don't be a sniper. I hate hearing constant negativity being thrown at people, policies, situation, etc. Managers can not constantly criticize others. They can't use meetings to "throw others under the bus". They can't constantly criticize company policy (especially to their subordinates) and they can't criticize the boss publicly. Snipers always find time for negativity. They always find time for criticism. This just makes me want to take a deeper look at them and see what problems they're causing.
Be a good manager and avoid these no-no's. If you fit into any of the above categories, there's a better than zero chance that you won't get to stay there for long. Be nice. Be positive. Be professional and organized. Be a problem-solver and not a problem-maker.
Tuesday, March 10, 2009
Are You Emotionally Intelligent?
Emotional Intelligence is the ability, capacity, or skill to identify, assess, and manage one's own emotions and the emotions of others. More and more research is being done on this relatively new idea, but it is becoming clear that emotional intelligence is among the top abilities required of managers.
Break down the definition. First, it requires an ability to identify emotions - to recognize and understand them. Next, to assess emotions - where do the emotions stem from, how serious are they, etc. And finally, to manage emotions - how do you deal with them in such a way as to control the outbreak of negative emotions, turn the emotions into productive actions, and determine ways to prevent negative emotions in the future or bring about more positive emotions.
In my experience, this is a key ingredient in a great manager - the ability to recognize, understand emotions and their severity, and to convert them into productive action. Very often however, I have seen managers fail completely in these areas. These managers take the negative emotions of others personally and may possibly lash out at the other person. They seek to invalidate emotions or find excuses for the person expressing emotion. They are nervous in emotional situations and don't know how to respond. They may even avoid them all together and hope the situation just goes away - weak.
That's about negative emotions. What about positive? Managers low in emotional intelligence have no idea how to capitalize on positive emotions. They don't realize that success breads success and that people want to be rewarded for success, especially with public compliments on good work.
Finally, those with emotional intelligence also understand their own emotions. These people don't take bad personal situations out on others. They don't take abuse from their low emotionally intelligent boss and then let it roll down heal (so to speak). They don't take constructive criticism personally. They understand their own strengths and those of others. They build on those and don't penalize people for their weaknesses because they know that we all have weaknesses.
This just scratches the surface for this complex and relatively new topic, but as a manager, you need to understand that such a topic exists and that when you score a high emotional IQ, you will excel. For more information, google emotional intelligence and read more.
Break down the definition. First, it requires an ability to identify emotions - to recognize and understand them. Next, to assess emotions - where do the emotions stem from, how serious are they, etc. And finally, to manage emotions - how do you deal with them in such a way as to control the outbreak of negative emotions, turn the emotions into productive actions, and determine ways to prevent negative emotions in the future or bring about more positive emotions.
In my experience, this is a key ingredient in a great manager - the ability to recognize, understand emotions and their severity, and to convert them into productive action. Very often however, I have seen managers fail completely in these areas. These managers take the negative emotions of others personally and may possibly lash out at the other person. They seek to invalidate emotions or find excuses for the person expressing emotion. They are nervous in emotional situations and don't know how to respond. They may even avoid them all together and hope the situation just goes away - weak.
That's about negative emotions. What about positive? Managers low in emotional intelligence have no idea how to capitalize on positive emotions. They don't realize that success breads success and that people want to be rewarded for success, especially with public compliments on good work.
Finally, those with emotional intelligence also understand their own emotions. These people don't take bad personal situations out on others. They don't take abuse from their low emotionally intelligent boss and then let it roll down heal (so to speak). They don't take constructive criticism personally. They understand their own strengths and those of others. They build on those and don't penalize people for their weaknesses because they know that we all have weaknesses.
This just scratches the surface for this complex and relatively new topic, but as a manager, you need to understand that such a topic exists and that when you score a high emotional IQ, you will excel. For more information, google emotional intelligence and read more.
Saturday, February 21, 2009
Secrets Tips for Getting Hired
I have a unique insight into the business of hiring as I have done it for nearly 10 years. I have seen a lot of things that would make you laugh. So, the first thing I want to do is point out some of the very obvious things not to do if you want to get the job. Again, let me emphasize that all of these things have happened at my office.
1. Don't eat the snack food that is on the interviewers desk. This actually happened in my office. The applicant asked if she could have a piece of the fruit on the desk as she grabbed it out of the interviewers bowl. Not a very good start.
2. Don't bring your child with you to the interview AND ask the receptionist to watch him while you interview. At the very least, this gives you something to have to explain that you might not want to.
3. Don't argue with the interviewer about her interview methods, testing requirements, or just about anything else. Bottom line: you may be right, but in the end will it really matter?
4. Don't have your mother call the interviewer asking why you didn't get the job. Seriously don't.
5. If you're doing drugs - don't. If you are one of the unfortunate idiots that smokes pot or does some other really ignorant drug, don't tell the interviewer that you can't take the drug test because you don't need to use the bathroom, and don't ask upon finding out about the drug test if you can come back another time to take it. Just don't be that stupid - OK?
So, with the amusing, ridiculous items out of the way, the things that follow will give you a significant leg up on the "competition" when you are trying to get a job.
First of all, you need to understand the most important part of any interview - 1st Impressions. Kevin Hogan says in his book, "The Science of Influence," that most people form an impression of you within 30 seconds of first seeing you. This means that you don't even need to say hello. You don't even have to see them coming. Either way, that initial impression is formed and it's very hard to erase if it's a bad one.
What should you do then? Dress to impress. Even if the job requires a uniform consisting of shorts and a t-shirt, you should show up to the interview in a shirt and tie, and even a suit if you have one. You will be showing the interviewer that you're not only serious, but that you are taking them seriously. Also, don't forget to shave, get a fresh hair cut, and look and smell clean. This part seems obvious enough, but believe me when I say it is missed too often.
Next, make eye contact, smile, and give a firm hand shake. There's nothing I hate more than an embarrassing, weak hand shake - especially from a man. Practice this if you need to. It's important.
Once you're past first impressions, you had better have a concisely written resume that sells you to the interviewer. You need to go beyond the standard employment dates and job descriptions. Very important: Connect the dots between you, your history, and the job you want. Very clearly spell out how your background makes you the perfect choice for the position.
What are your Unique Selling Points? You should have 3 to 5 bullet points ready to discuss about yourself that will tell the interviewer exactly who you are and why he/she should pick you. Be confident. Be almost cocky (almost). If the interviewer asks you if you can do something, say yes and even if you're not sure, act like you are.
Prior to the interview, study the company's web site. This will prepare you to ask the right questions during the interview. A good interviewer will let you talk a lot. Don't hang yourself. Have good, pithy questions, and clear, concise answers. Use proper grammar always. Ask the interviewer what he/she is looking for in a candidate. Find a way to be that description. Knowing this answer will help you answer all of the rest of the questions asked of you.
Once the interview is over, give another firm handshake and ask for the job. An accountant once gave me the perfect line at the end of the interview (nobody else has done it since then either). He said, "I want to work for you and I'm the right person for the job." He was too. I ended up learning a lot from that guy. The point? You must ask for the job. Be confident and know that the best way to get anything is to ask for it.
If you don't get the job right then, be sure you say thank you on your way out and then send a card or email later on thanking them again for their time. This message should also reinforce the 5 unique selling points you have for yourself again.
The psychology of this process takes up whole books so I won't go into all of it here. There is clearly a lot more to getting hired, but you should remember the main points here:
1. 1st impressions are critical.
2. Have a winning resume.
3. Ask the right questions.
4. Know your unique selling points.
5. Ask for the job.
6. Send a follow up note reinforcing your USP's.
Read some of Kevin Hogan's books to get more on the very important psychology of these types of interactions. Incidentally, his best book is listed in my 5-Star Book Store.
Good luck!
1. Don't eat the snack food that is on the interviewers desk. This actually happened in my office. The applicant asked if she could have a piece of the fruit on the desk as she grabbed it out of the interviewers bowl. Not a very good start.
2. Don't bring your child with you to the interview AND ask the receptionist to watch him while you interview. At the very least, this gives you something to have to explain that you might not want to.
3. Don't argue with the interviewer about her interview methods, testing requirements, or just about anything else. Bottom line: you may be right, but in the end will it really matter?
4. Don't have your mother call the interviewer asking why you didn't get the job. Seriously don't.
5. If you're doing drugs - don't. If you are one of the unfortunate idiots that smokes pot or does some other really ignorant drug, don't tell the interviewer that you can't take the drug test because you don't need to use the bathroom, and don't ask upon finding out about the drug test if you can come back another time to take it. Just don't be that stupid - OK?
So, with the amusing, ridiculous items out of the way, the things that follow will give you a significant leg up on the "competition" when you are trying to get a job.
First of all, you need to understand the most important part of any interview - 1st Impressions. Kevin Hogan says in his book, "The Science of Influence," that most people form an impression of you within 30 seconds of first seeing you. This means that you don't even need to say hello. You don't even have to see them coming. Either way, that initial impression is formed and it's very hard to erase if it's a bad one.
What should you do then? Dress to impress. Even if the job requires a uniform consisting of shorts and a t-shirt, you should show up to the interview in a shirt and tie, and even a suit if you have one. You will be showing the interviewer that you're not only serious, but that you are taking them seriously. Also, don't forget to shave, get a fresh hair cut, and look and smell clean. This part seems obvious enough, but believe me when I say it is missed too often.
Next, make eye contact, smile, and give a firm hand shake. There's nothing I hate more than an embarrassing, weak hand shake - especially from a man. Practice this if you need to. It's important.
Once you're past first impressions, you had better have a concisely written resume that sells you to the interviewer. You need to go beyond the standard employment dates and job descriptions. Very important: Connect the dots between you, your history, and the job you want. Very clearly spell out how your background makes you the perfect choice for the position.
What are your Unique Selling Points? You should have 3 to 5 bullet points ready to discuss about yourself that will tell the interviewer exactly who you are and why he/she should pick you. Be confident. Be almost cocky (almost). If the interviewer asks you if you can do something, say yes and even if you're not sure, act like you are.
Prior to the interview, study the company's web site. This will prepare you to ask the right questions during the interview. A good interviewer will let you talk a lot. Don't hang yourself. Have good, pithy questions, and clear, concise answers. Use proper grammar always. Ask the interviewer what he/she is looking for in a candidate. Find a way to be that description. Knowing this answer will help you answer all of the rest of the questions asked of you.
Once the interview is over, give another firm handshake and ask for the job. An accountant once gave me the perfect line at the end of the interview (nobody else has done it since then either). He said, "I want to work for you and I'm the right person for the job." He was too. I ended up learning a lot from that guy. The point? You must ask for the job. Be confident and know that the best way to get anything is to ask for it.
If you don't get the job right then, be sure you say thank you on your way out and then send a card or email later on thanking them again for their time. This message should also reinforce the 5 unique selling points you have for yourself again.
The psychology of this process takes up whole books so I won't go into all of it here. There is clearly a lot more to getting hired, but you should remember the main points here:
1. 1st impressions are critical.
2. Have a winning resume.
3. Ask the right questions.
4. Know your unique selling points.
5. Ask for the job.
6. Send a follow up note reinforcing your USP's.
Read some of Kevin Hogan's books to get more on the very important psychology of these types of interactions. Incidentally, his best book is listed in my 5-Star Book Store.
Good luck!
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