2 Things Recruiters HATE To Read On Cover Letters

2 Things Recruiters HATE To Read On Cover Letters

A lot of people ask, “Do recruiters even read cover letters anymore?”

The answer is yes, they 100% do. That’s why it’s important for job candidates to write one that stands out to recruiters in a good way—NOT a bad way.

There are things on your cover letter that could be sabotaging your chances of getting an interview.

If you do the following two things when writing a cover letter, there’s a good chance a recruiter won’t give you a call…

You Start Your Cover Letter With “To Whom It May Concern”

Starting your cover letter off with the phrase “To whom it may concern” is very impersonal, and it shows that you didn’t do your homework.

It’s also an abrupt way to start your cover letter. To top it all off, it’s an outdated approach. People used this phrase on cover letters decades ago.

Instead, you want to start out with a phrase like “Dear hiring team,” or “Dear hiring manager,” or if you can find the name of the person who posted the job, address the cover letter to that person. These phrases help you put a personal touch on your cover letter, which can make you more memorable to recruiters and hiring managers.

You Put A Recap Of Your Resume In Your Cover Letter

Hiring manager reads a cover letter with common mistakes

Often, job seekers will put all sorts of information about their job history and accomplishments in their cover letters.

The big issue with that? The hiring manager or recruiter is already going to read that information in your resume.

Quite frankly, by recapping your resume in your cover letter, you’re wasting a recruiter’s or hiring manager’s time. You’re essentially making them read something twice since they’ve already had to look at your resume.

This is also risky because a job candidate can put something in their cover letter that makes hiring managers decide that they’re not the right fit for the job even before looking at their resume.

Instead of recapping the resume, you want to get the hiring team at “hello” by writing a disruptive cover letter. This disruptive cover letter will help you stand out from other candidates and make a connection to the company you’re targeting.

So, How Do You Write A Disruptive Cover Letter?

Hiring manager reads a disruptive cover letter with no mistakes

Writing a disruptive cover letter that recruiters will love isn’t as hard as you may think. In fact, it can be pretty fun if you know what to put in it!

Here’s how you can write a stand-out cover letter, and why it’s so important to make that initial connection with recruiters or hiring managers.

Hundreds of our members at Work It Daily have used a disruptive cover letter to land job interviews. Try writing one during your next job search and see how much of a difference it makes!

Need more help with your job search?

Become a member to learn how to land a job and UNLEASH your true potential to get what you want from work!

This article was originally published at an earlier date.

Executive Spotlight: How To Identify Your Company’s Target Audience

Executive Spotlight: How To Identify Your Company’s Target Audience

One of the most important things a company can do to ensure its success is to accurately identify its target audience. Your target audience is the group of people most likely to buy your company’s products or services. Identifying your target audience is the most efficient way to gain more customers and improve your bottom line as a business.

We recently asked our executives for their advice on how to identify a company’s target audience.

Here are their responses…

Lynn Holland, VP Sales & Business Development

When you think about picking a target audience—aka ideal customer profile (ICP)—so your company can build a strategy to reach and pursue them, it’s easy to assemble a wish list of whom seems like a fit for your product or service to chase using a usual checklist:

  • The market to pursue (i.e., small/growth, mid-market, or enterprise companies)
  • The segment (i.e., manufacturing, distribution, technology)
  • The verticals (i.e., automotive, consumer packaged goods, chemical)
  • The specific buyer you want to attract (i.e., plant managers, supply chain managers, procurement managers)

But remember that picking a proper and effective ICP or, if you are starting out, an “initial” customer profile to kickstart growth for your company, guides whom to pursue and whom not to pursue. Here are three exercises for a more scientific approach:

  1. Assemble ONE ICP with thoughtful questions about why this market needs your product most urgently vs. a wish list of potential buyers.
  2. Don’t mistake your total addressable market (TAM), everyone and anyone that could use your product, for an ICP. Rather, start with an intentional ICP.
  3. Analyze the markets you are thinking of pursuing then pick the ICP that is the most probable to be successful using qualitative and quantitative questions:
    • Qualitative – Who has the more urgent and important problem that you are solving? This target will be more likely to say yes.
    • Quantitative – What percentage of revenue is from which customer profiles? A lower churn rate? A higher win rate? Or maybe even what customer profile do you enjoy more?
Lynn Holland is a business development executive with 18+ years of experience taking operational, IoT & retail technologies, products, & consumer engagement to market with a focus in petroleum & convenience retail.

Kathryn Marshburn, Music Program Manager

Audience/crowd at a music event / concert

Determining the perfect target audience for a music artist involves several steps. Here are some guidelines to help you identify the ideal audience for a music artist:

1. Understand the artist’s genre: The first step is to understand the artist’s genre. Different genres of music appeal to different age groups and demographics. Once you are able to identify fanbases that like your artist, you can target social communities within those groups.

2. Study the artist’s existing fan base: Research the artist’s existing fan base to get an idea of who is already interested in their music. Analyze demographics such as age, gender, location, and interests. This information will help you determine who the artist’s music appeals to.

3. Identify the artist’s unique brand: Every artist has a unique brand essence that sets them apart from other artists. Determine what makes the artist’s music unique and what value they offer to their fans.

4. Analyze the competition: Analyze the competition to see who else is making similar music in the same genre. This will help you understand who the artist is competing with and what audience they are targeting and attract new fans from other artists’ followings. Touring direct support for competitors can also help in grabbing new fans as opening positions for large artists that are in your genre will guarantee new fan engagement. Most artists are very aware of their value and may charge a fee to open on tour, as they know their fans will gravitate toward the opening acts.

5. Identify gaps: Conduct market research to get a better understanding of the audience’s preferences, habits, and attitudes toward music. This will help you identify gaps in the market and potential opportunities for the artist.

6. Use social media analytics: Social media platforms such as Facebook, Instagram, TikTok, YouTube, and Twitter provide valuable insights into the audience’s interests and behaviors. Use these analytics tools to identify the artist’s ideal audience and tailor marketing efforts accordingly. Have the artist post on all platforms with aggressive social media posting calendars including regular live streams, giveaways, ads, and collaborations with other artists. TikTok should be the focus of daily work including duets, live acoustic events, trending sounds, cover posts, and originals announced.

Kathryn Marshburn has spent 12+ years in the music and gaming industries guiding teams on identifying targeted goals with an agile approach resulting in driving revenue and reducing risk.

Michael Willis, Sports Business Operations Executive

Target audience concept

In the sports business (working at a team), there are four factors to identify and grow your target audience.

1. Demographic – Age, gender, location.

  • Age – I need metrics on the age groups that consume the games.
  • Gender – Knowing who’s watching individually, men vs. women.
  • Location – What part of the state has the most fans?

2. In-Person vs. Streaming Services

  • In-Person – These people come to the stadium and enjoy the games in person.
  • Streaming Services – These are the people who watch games on their devices or TV.

3. Competitors – Who are the closest competitors in my market?

  • Sharing Space – Can we rent the space for other entertainment events when our sports venue is unused?

4. Economic Impact – What impact is the team making in the community? Are there any potential international influences available?

Michael Willis has 18+ years of experience working with accounting & sports organizations and has managed P&Ls of $10M – $125M+ with budgets of $3M-$50M+. He worked for the NFL for 22 1/2 years, mainly with the game officials working on the financial/accounting side of the business.

Lisa Perry, Global Marketing Executive

Marketing team identifies the company's target audience

Defining your target audience is one of the most difficult, important, and overlooked aspects of your strategy. Here are six steps to help you better identify your target audience.

1. Know Who Your Audience Isn’t: Identifying who doesn’t deserve your time and attention is essential. If you target men 35-45, you are NOT targeting men under 35 and over 45. This ensures you don’t allocate dollars to audiences that will not yield a return.

2. Analyze Competitors: It’s essential to understand what you are up against and what tactics to use to compete. Some things to look at:

  • What are their market segmentation strategies and target?
  • What reach do they have?
  • What is their pricing structure?
  • What is their media spending?

3. Conduct Research: Start with public resources, as much information can be found for free. The next option is original research which can be expensive, but it’s original data that can be hugely beneficial.

4. Analyze Existing Customers: Look at your existing customers to gain insights through social media analytics, customer surveys, interviews, feedback (reviews, forums, communities), website analytics, and interview the sales team.

5. Define Your Target Market: Now that you’ve conducted analysis, see what patterns arise and boil this down into a simple statement: Our target market is (gender) aged (age range), who live in (place or type of place), and like to (activity). Keep in mind that this is a guide.

6. Continuously Revise: As you gather more data and interact with customers, reevaluate your target audience periodically and refine accordingly. It’s important that your ideal customer stays current as the market shifts and evolves.

When you invest time to define your target audience and know them well, they’ll buy your product because they will see the value in what you’re offering. For a step-by-step guide on how to develop a brand strategy, check out my book.

Lisa Perry helps companies build leadership brands, driving loyal customers & delivering profitability. She does this through a process that builds brands consumers love. Her goal is to help companies develop, monetize, and grow their brands.

How do you identify your company’s target audience? Join the conversation inside Work It Daily’s Executive Program.

3 Ways Professionals Should Respond To Job Rejection

3 Ways Professionals Should Respond To Job Rejection

You polished your resume and sent it to the right person, along with a stellar cover letter. You got a call. You aced the interview. You were brought back in—twice! You sent thank-you notes after each interview, to each interviewer. Your follow-up was polite and appropriate. You were told you were a finalist. The HR person thought it was looking good for you…yet they gave the job to someone else.

After all that effort and waiting and wondering. After joking with the receptionist about being a “regular” in the lobby. After establishing what seemed like a genuine rapport with the executive in charge of the department. After what the HR person said about it looking good…

Yes, it’s a disappointment. But in spite of what you might think, all is not lost. What can you do to maximize your chances of having some good come out of this seeming loss?

Here are three ways you should react to a particularly disappointing job rejection:

Be Gracious

Yes, you were obviously the best candidate, at least as far as you could tell. And maybe some of the people on the other side of the interview desk thought so too. But a decision was made, no matter how difficult. And it’s time to touch base one more time with a thank-you note to all involved for their time and consideration.

Be A Resource If You Can

Professional man gets rejected from a job

If there’s some topic that was discussed and a piece of information that the interviewer wished they had, track it down. If the interviewer wanted to connect with someone you know, offer to make the introduction. There’s not always an opportunity like this, but if there is, take advantage of it.

By doing this, you’re not only being professional about the rejection, but it’s also an opening to add the hiring manager to your professional network. Consider connecting with this person on LinkedIn down the line.

As they say, “Out of sight, out of mind,” so try to stay on the hiring manager’s radar.

Keep The Door Open

Young woman and HR manager discuss the next steps after she is rejected from a job she applied to

Even though you didn’t get the job, it’s important to reiterate your respect and admiration for the company and the fact that you would like to work there. It’s okay to say, “If another position comes up—or if the candidate you hired doesn’t work out—I would still love the opportunity to join the team over there.”

A sentence like this can cement you in their minds as the backup or as the first person to be called when something else becomes available.

HR officials will sometimes forward resumes of promising candidates to colleagues at other companies for their open positions. Getting the original job is just one good outcome of the job interviewing process. Consider a “near miss” at getting hired one more step in building your reputation for overall career success.

Need more help with your job search?

Become a member to learn how to land a job and UNLEASH your true potential to get what you want from work!

This article was originally published at an earlier date.

Good Hobbies & Interests To Put On A Resume In 2023

Good Hobbies & Interests To Put On A Resume In 2023

Figuring out what hobbies and interests to put on a resume can be tricky. Not only is it wise to choose some that you can relate to the job, but it’s not always clear where you should put this section in the first place! This guide will help you choose some good interests to put […]

The post Good Hobbies & Interests To Put On A Resume In 2023 appeared first on Career Sherpa.

Why You Can’t Find A Job In 2023

Why You Can’t Find A Job In 2023

If you’re struggling to find a job in 2023, I bet I know why. And I’m going to tell you exactly what you need to do to find one.

For the last 20 years, I’ve been a career coach. After I left corporate America and the staffing industry, I hopped to the other side to become an advocate for you, the worker, to reveal the secrets that you needed to know to get hired and build a great career.

So, here’s another secret: The biggest mistake people are making right now is using traditional job search strategies.

Traditional Job Search Strategies Don’t Work Anymore

@j.t.odonnell Why you can’t find a job in 2023. #job #career #jobs #careers #jobtok #careertok #jobsearch #jobsearchtips #jobsearch2023 #jobtips #careertips #careeradvice ♬ original sound – J.T. O’Donnell

You’re probably heading over to those really big job boards like Indeed or ZipRecruiter and you’re applying and not getting any results. Maybe you’re over-applying, saying, “I’ll just spray and pray and apply for anything, even things I’m overqualified for.” And you’re still not getting any results, right?

That’s because everybody else is doing the same thing.

Let’s add a little complexity to that. Everyone’s talking about the low unemployment rate and how there are two jobs for every one person, but that’s actually not true. The majority of those jobs people don’t want. That’s why they left them. Those really good jobs—the jobs you want—everyone’s going after them, especially when they’re on job boards. So there’s too much competition.

Studies show that only about 2% of people who apply online ever hear back from the employer. That’s not even ghosting. You’re not even getting to the table to be ghosted. And that’s a really unproductive and depressing way to look for work. It makes you feel like a failure. You’re not a failure. Nobody taught you the new rules for the job search. So here’s what you’re going to do about it…

The Best Job Search Strategy To Find A Job In 2023

Woman on laptop looks for a new job

Change your mindset from becoming a job seeker to a job shopper. A job shopper chooses where they want to work next. Now, in order to become a job shopper, you’re going to get really intentional. Look for the 20 or 30 companies in your area that you would like to work for that hire for your skill set.

When I say you’d like to work for them, it’s not because you heard they pay well or have great benefits. It’s because you really respect and admire what they do for work.

This is not something we were ever taught to do before and it might feel really weird to you. But think about it. There are reasons that you’re attracted to certain brands, right? We all have a brand that we’re in love with. That’s called a brand connection. And with it, there’s a connection story, meaning somewhere along the line you fell in love with that brand through an experience.

Well, guess what? Employers are brands, and when you can share with them your connection story—tell them why you admire and respect them and how you came to know that they’re a great place to work—you are going to stand out.

Once you’ve got your connection story and interview bucket list of employers, you can apply some smart job search strategies to get their attention and go around the ATS to get results.

If you want to learn how to do that, sign up for my free newsletter or become a Work It Daily member.

Good luck and go get ’em!

Mastering The Art Of Stakeholder Management

Mastering The Art Of Stakeholder Management

Stakeholders are people who have an interest or influence in your project, such as clients, sponsors, managers, team members, end users, etc. They can be a valuable source of feedback, support, and resources for your project, but they can also be a source of conflict, frustration, and risk if they are not managed well.

Difficult stakeholders are those who have unrealistic expectations, conflicting opinions, unclear or changing requirements, poor communication skills, or negative attitudes toward your project. If mishandled, they can cause delays, scope creep, budget overruns, quality issues, or project failure.

Managing Difficult Stakeholders: Tips For Success

So how can you deal with difficult stakeholders effectively and maintain a positive relationship with them? Here are some tips to help you:

Identify your stakeholders and their needs. The first step in dealing with difficult stakeholders is to identify who they are and their level of power and interest in your project. This will help you determine how much attention and communication each stakeholder needs and how best to engage them in your project. For example, stakeholders who have high power and high interest in your project are the ones you need to manage closely. They are usually the ones who can make or break your project, so you need to keep them satisfied and informed. On the opposite end, stakeholders who have low power and low interest in your project are the ones you need to monitor. They may not have much influence or involvement in your project, but you must keep them updated and aware of any changes.

Communicate regularly and proactively. Communication is key to managing stakeholder expectations and building trust and rapport with them. Communicate with your stakeholders regularly and proactively throughout the project lifecycle, using the appropriate channels and methods for each stakeholder group. Provide clear and consistent information about the project status, progress, risks, issues, changes, and achievements. Seek feedback from your stakeholders and listen to their opinions and suggestions.

Manage conflicts and disagreements. In any project that involves multiple stakeholders with diverse perspectives and interests, it’s inevitable to face conflicts and disagreements. However, it’s important not to shy away from or disregard them. Instead, it’s essential to approach them constructively and tactfully. Try to understand the root cause of the conflict and the underlying needs and emotions of each party. Use active listening skills and empathize with their point of view. Find a win-win solution that satisfies both parties or at least minimizes the negative impact on the project.

Negotiate and compromise. Sometimes you may need to negotiate and compromise with your stakeholders to reach a mutually acceptable outcome. Prepare for the negotiation by identifying your goals, alternatives, and best/worst-case scenarios. Research the other party’s position, interests, and motivations. Use effective negotiation techniques such as asking open-ended questions, making concessions, finding common ground, and emphasizing benefits rather than features. Be respectful and courteous throughout the process and avoid personal attacks or emotional reactions.

Manage changes and expectations. Changes are inevitable in any project due to various internal or external factors. However, changes can also cause confusion, frustration, or resistance among your stakeholders if they are not managed well. Ensure you have a clearly defined change management process defining how your project will identify, evaluate, approve, implement, communicate, and monitor changes. Involve your stakeholders in the change process and explain the rationale and impact of each change on the project scope, schedule, budget, quality, or deliverables. Manage stakeholder expectations by setting realistic and achievable goals and milestones for your project and communicating any deviations or issues as soon as possible.

Appreciate and acknowledge. Finally, appreciate and acknowledge your stakeholders’ contribution to and support of your project. Recognize their efforts and achievements publicly or privately, depending on their preference. Express gratitude for the feedback, suggestions, or resources they provide for your project. Lastly, celebrate the project’s success with them and share the credit for the outcomes.

Building Bridges With Difficult Stakeholders

You can overcome the challenges of working with difficult stakeholders and turn them into allies. The key is communicating clearly, managing expectations, resolving conflicts, and building trust. These skills will help you create positive and productive stakeholder relationships that benefit everyone involved. By doing so, you can ensure that your project is successful and meets the needs and goals of all parties.

If you found this article helpful, you may want to read about project management’s benefits, challenges, best practices, and tools for success.

Top 5 Questions Hiring Managers Expect You To Ask In An Interview

Top 5 Questions Hiring Managers Expect You To Ask In An Interview

There are a few ways you can impress hiring managers in a job interview. You can stand out for your answers, your personality, aptitude, and experience, your knowledge of the company, and the questions you ask.

But which questions do hiring managers expect you to ask?

According to a recent study by Zety, there are a handful of questions hiring managers expect you to ask before the interview concludes. Here are the top five:

1. Can You Show Me Examples Of Projects I’d Be Working On?

Why a hiring manager wants to hear this: They want to know you’re serious about wanting the job and excited to add value to the company from the very start. It shows initiative. If you’re already thinking about working on projects this early in the hiring process, that puts you way ahead of the other candidates who are just trying not to bomb the interview.

What their answer will tell you: You’ll get a sense of what your average project will look like. You’ll also be able to get a better idea if this is the type of work you want to do. Could you develop your skills working on these projects? Is this work that will challenge you to grow as a professional? If the hiring manager stumbles trying to answer this question, they might not have been completely transparent about what the position actually entails.

2. What Are The Skills And Experience You’re Looking For In An Ideal Candidate?

Man shakes the hand of the hiring manager before his job interview

Why a hiring manager wants to hear this: It shows that you’re curious and want to know exactly what you need in order to succeed in the position. You are interested in being that ideal candidate. You are interested in being a successful employee.

What their answer will tell you: You’ll know exactly what they are looking for, all the skills and experience they didn’t mention in the job description. It also gives you another opportunity to prove you have the skills and experience they’re looking for. A great way to provide proof is by using the STAR technique (or the “Experience + Learn = Grow” technique) we recommend job seekers use to answer behavioral interview questions.

3. What Are The Most Immediate Projects That Would Need To Be Addressed?

Hiring manager listens as the job candidate asks her a question during the interview

Why a hiring manager wants to hear this: Even more so than the first question on the list, this question shows that you are a proactive employee. You are already imagining yourself working for the company and contributing to its success. You are eager to add value and prove that you are an excellent employee.

What their answer will tell you: You’ll have a clearer understanding of what your first few months will look like on the job. It’ll help you imagine working for the company, and allow you to brainstorm ideas for the projects they mention. Also, it’ll help you plan ahead. In the case you do get the job, you’ll already be prepared to jump in and add value from your very first day.

4. What Does A Typical Day Look Like?

Man asks the hiring manager a question during his job interview

Why a hiring manager wants to hear this: They’ll know that you’re already imagining yourself in the position. Hiring managers are looking for serious job candidates. They’re not looking for candidates who don’t care what they’ll be doing day to day because those are usually the same candidates who are only interested in a paycheck.

What their answer will tell you: It’s simple. You’ll find out what a typical day in this position looks like. Don’t like what you hear? That’s probably a red flag. But if you like what the hiring manager says, that’s a good indication that you’ll be happy working the job.

5. Do You Expect The Main Responsibilities For This Position To Change In The Next Six Months To A Year?

Woman shakes the hiring manager's hand before her job interview

Why a hiring manager wants to hear this: You’re seeing if there is potential to stay at the company long term, either in the job you applied for or in a different position if you get promoted. They want to know if you hope to stay at the company for longer than one or two years because it costs employers a lot of money to hire new employees. They might get the impression that you’ll be a loyal employee.

What their answer will tell you: It’ll tell you whether you’ll be expected to do tasks you weren’t originally hired for or not. If the hiring manager says the main responsibilities for the position will change, you can ask them to elaborate. Do the changes align with your career goals? Is that how you want to grow in the company, in your career? If not, you probably won’t see any long-term career potential there, and it might be best if you look for a job elsewhere.

Never leave a job interview without asking the hiring manager a few questions. If you don’t ask at least one of the questions above, hiring managers might choose the candidate who does (if all else is equal). Just remember to ask the questions you really want to know the answers to, the questions that will help you decide whether or not you want to work for the company.

Need more help with your job search?

Become a member to learn how to land a job and UNLEASH your true potential to get what you want from work!

This article was originally published at an earlier date.

What’s Your Workplace Communication Style?

What’s Your Workplace Communication Style?

Have you ever wondered about how you communicate with others? How you interact with others plays a major role in both your career and life in general.

It can be hard to categorize yourself, but it’s extremely helpful to have an idea of how you communicate with others and get a sense of how others perceive you. This type of self-assessment is important in figuring out how to market yourself as an employee that adds value to the workplace.

Fortunately, Work It Daily has a FREE Workplace Communication Style Quiz that can help determine your communication style.

What’s The Communication Style Quiz?

Coworkers talk in the office

The Communication Style (ISAT) Quiz allows you to understand your communication style so you can work more effectively with others. It has 18 questions about your personality and how you handle certain situations.

An example of a question includes:

What describes you best?

A) Do not like pressure situations.

B) Don’t mind pressure situations if can move things forward.

At the end of the quiz, you’ll get your result. An individual’s communication style falls into one of these four categories: Empathizer, Energizer, Contemplator, and Commander. Which one are you?

What Do My Results Mean?

Happy coworkers at work who know their communication style

The communication style results page gives a full rundown of each style, including each style’s strengths and weaknesses. Can you guess what communication style you are?

Here are a few characteristics of each one:

Empathizer: Warm, tactful, avoids conflict.

Energizer: Open, upbeat, and outgoing.

Contemplator: Calm and reserved.

Commander: Serious and direct.

You might be surprised by your results. The only way to know for sure is to take the quiz.

How Do I Apply My Results To My Career?

Coworkers meet and talk about a project

Understanding your communication style can help you better interact with your co-workers. Understanding how you interact with fellow co-workers is especially important if you just started a new job and are the “office newbie.”

Although you might think you have a firm grasp on how you communicate with others, you might not realize how you could be misinterpreted by co-workers, which could lead to some awkward situations and unwanted workplace conflict.

Having a better understanding of your communication style is also helpful for networking and job interviews.

Networking can be tough, so having a handle on how you communicate will help you adapt your networking strategy, while potential employers usually ask job seekers to describe themselves during job interviews.

Don’t Let Your Communication Style Hold You Back At Work

There are so many reasons to understand your communication style. In fact, if you don’t take the time to learn the pros and cons of your communication style, you could seriously hurt your career.

If you feel out of place at work or constantly get passed over for promotions, your communication style could be to blame.

We want to help. You deserve to know this information about yourself so you can unleash your career potential and get what you want from work.

So, take our FREE Communication Style Quiz today. Your career will thank you.

CEO’s Impact On Culture: 4 Things To Consider

CEO’s Impact On Culture: 4 Things To Consider

There are days when I am very excited to start the day and others where I wonder what is in store for me. Recently, I had one of those “wonder” days when heading to visit a very successful business owner. Many times on my visits the individual temperature and heart rate of this leader can be “summer Florida hot” even in the winter and other times it can be “Northern New England dark February cold.” By the way, this has nothing to do with the actual weather outside. I decided that on this visit it was worth exploring how this was impacting his organizational health given the continual external challenges.

The minute the leader turned the corner I could tell he was in a good mood which meant it might be time to have that “carefrontational” conversation that would be needed. I got greeted with that warm smile of excitement like he couldn’t wait to tell me something. After learning that he picked up some new clients and that revenue was back growing again, he made a side comment that caught my attention. “It is funny, Mike, despite this great news, I cannot get the leadership team excited about this. But that is okay. They will be happy when their bonuses come in.”

Right then, I decided to ask the “carefrontational” question with a qualifier: “Would you mind if we park it right here?”

He said, “Sure, what is the matter?” I asked if he would mind if we dug deeper into his comment about the leadership team not being excited and he said of course.

I asked him that “carefrontational” question: “What role are you playing in their lack of excitement?” At first, he was dumbstruck that I asked, yet I let the silence fill the car and did not try to say more. He shifted in his seat and looked out the window. We had built the TRUST needed for this to be okay or it wouldn’t work.

From there we dug deep into how I experience his moods when I visit and asked what does his team experience on a day-in-day-out basis? It led us to a very moving and emotional phase, yet it was also powerful. He expressed how he allows his personal situation at home (good/bad) and the business results (day to day) to positively or negatively impact his mindset or mood. The light bulb went off about how that roller coaster impacts the organization’s commitment to the goals and ambitions he has and also how at home his family might be feeling. It was so cool because he recognized it and articulated it versus me saying what I observed. He owned it…

4 Things CEOs Should Consider When Running A Company

CEO leads a team meeting about company culture

A few thoughts for those of you running a company, especially a family one, that might help improve the overall business performance along with relationships you have at work and home.

1. Judgment

Be careful to not attribute another’s actions to their character or personality. There are usually external factors that impact how people behave at work that impact how they are showing up that day. Invest time with your team to know what is going on personally and professionally so that when you notice a change, you can have that “carefrontational” conversation before it gets too far and they leave or you decide to fire them without understanding them. I have learned a new term connected to this called fundamental attribution error!

2. Vulnerability Space

If you as a leader are challenged with external factors contributing to your emotional feelings, so are other team members. Sharing that you are feeling stressed or concerned or experiencing some challenges at home can help your leadership team be more respectful and supportive. It can also help them share their situation. As a CEO/owner, I will assure you, over time, you will get a 2X-3X lift in individual performance when they know you care as much about their operational/financial performance as you do their personal welfare. Trust takes time but it does compound. The more everyone relates to each other the more connected the team will be, and when you need help they will be committed to it versus complying because you are their “boss.”

3. Structure with Flexibility

It may sound like a contradiction, yet what I mean is to put structure into your meetings with the team so they have a rhythm and cadence. We are humans and need connections and stability and knowing that there is a framework helps tremendously. That being said, during these get-togethers adding various exercises to keep people connected, reminding them why they are there, and adding some fun keeps people excited to attend and looking forward to the get-togethers.

4. Be a Learning Leader

Life is a journey and the fact that you are the business owner or CEO doesn’t mean you have all the answers. Nothing in your title says you should but many times we feel imposter syndrome if we don’t. My experience is intellectual curiosity and emotional intelligence are two of the most powerful traits a leader can and needs to develop. Ask for help and feedback, and listen to hear, not challenge. It might surprise you where in your organization the answers are. When you open up about what you need help with and are clear, there will be culture carriers who will rise up and help you.

The ultimate success of any SMB owner/CEO isn’t to always have the answers. It is to truly know your team well enough to know who can provide the right perspectives for you to make the most informed decision for the organization. Let me know if you want to discuss this further or debate the thinking above by connecting with me on LinkedIn or emailing me at [email protected]. I love connecting with high-integrity, growth-oriented business leaders who also care deeply about the environment and humanity.

Why Not Handle A Job Interview Like A Sales Conversation?

Why Not Handle A Job Interview Like A Sales Conversation?

As a candidate, can you really say you “enjoy” a job interview? From the moment you walk into the room, it’s the interviewer asking the questions and setting the agenda. You feel like a deer in the headlights.

This fear comes from feeling like you are not in control.

Take Back Control — Nicely!

Man smiles while the interviewer / hiring manager reads his resume during a job interview

It doesn’t have to be that way. When you attend a job interview, you are attending a sales meeting and selling your flagship product: yourself!

Do salespeople sit and wait for their customers to ask questions about their product, hoping they ask the right ones? No! They ask questions themselves! This is how they find out what their customers’ needs are so that they can present their product as the solution that meets these needs.

If you’re in a job interview, you need to do the same!

How Can I Do It?

Woman listens to the interviewer's / hiring manager's question during a job interview

Interviews normally follow the same format. The interviewer starts the meeting with a few words of introduction. They tell you something about the position. (Usually, it’s on the job description, which you have already studied in detail.) Then they will ask you questions. They will give you about five minutes at the end of the interview to ask questions yourself.

If you let them follow this plan, your opportunity to really influence the conversation will be in the last five minutes of the interview. That is too late.

To turn your interview into a sales conversation, you need to ask your questions while the interviewer is telling you about the company and the job.

A sales professional asks questions to find out what the customer might need from his product. You need to find out what the employer needs from this position.

Try asking questions like this:

“Ms. X, can you tell me how this position contributes to the company’s success?”

If you want to be more direct, you could ask:

“Ms. X, what problem does this position solve for the company?” or “What need does this position fulfill?”

Watch the interviewer’s reaction as they answer the question. If the interviewer seems happy to answer the question and gives you an in-depth answer, then you can ask for more details. Be sure to say, however, “I’m sorry for interrupting your flow,” and then ask the question.

One word of caution. NEVER say: “I’m sorry for interrupting your flow, but…”

The “but” is the killer. It communicates the idea that your apology was for nothing and that you didn’t mean it.

Use That Information!

Man treats his interview like a sales conversation

Once you get this information, refer back to it when you answer the interviewer’s questions.

If the interviewer asks you about your experience solving technical issues with customers, you can answer his question by saying: “That sounds a lot like what I would be doing for your customers. Am I right?”

If the interviewer asks you about your knowledge or experience, answer with: “I did something similar to what we were saying earlier about…” and then expand on your knowledge and experience as appropriate.

By referring back to the purpose of the position / problem it solves, this gives you the chance to position yourself as the candidate who is the solution to this problem.

Limitations

Man listens to the interviewer / hiring manager during a job interview

​You need to know your interviewer:

Many jobs require multiple interviews with different interviewers. Each interviewer may perceive the role from a different perspective, so be ready to ask this question multiple times, and get different answers from different people.

If you are in a later interview, your interviewer may question why you are asking this again. Respond by explaining that different interviewers have different perceptions of the role and you want to be sure you are on the same page.

Your interviewer may not be comfortable with the question:

Not all interviewers have been trained to interview candidates. They don’t always want to be doing this and they may think that they have better things to do with their time.

If their answers to your question are short, or they refuse to answer, then don’t press it. You might want to think about their reaction, however. The question is not unreasonable. Why would they refuse to answer it?

If they don’t want to interview you, then they don’t want you as a colleague.

If they think you should shut up and answer the questions and “know your place,” that’s the kind of company you’ll end up working at.

If they haven’t got the time to handle one simple question from you, then you have to ask how serious the position is or how serious the company is in recruiting someone for it.

They Are Buying You, But You Are Also Buying Them.

Man shakes hands with the interviewer / hiring manager after a job interview

This question is sometimes the human equivalent of a “ping” test: software engineers send a signal to a website/server, etc. The response he gets back tells him a lot about the connection.

When you ask this question, watch your interviewer carefully.

Don’t just listen to her answer. Watch her behavior.

This can tell you a lot about what kind of people you will be working with.

Let me know how you get on!

Further reading…

For more ideas about reading people’s behavior, please check out: Reading People’s Emotions: A Beginner’s Guide