Searching for a job exposes you to new situations that are unfamiliar. Learn how to respond and address scenarios and to expect the unexpected as we head into an ever-changing world of work. Here are the topics addressed in this week’s Summary Sunday: Thank you to the talented, smart colleagues who post and contribute thoughtful […]
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Social media, artificial intelligence, virtual reality, and many more technological advancements are rapidly changing the world as we know it, and how we interact with it.
While change is good, too much change can feel overwhelming, especially if technology isn’t your strong suit.
Not being the most technologically aware person can put a major damper on your job search or cause you to fall behind in your career, especially if your company is always innovating and changing software. But if you’re still rocking a flip phone, haven’t gotten the hang of social media, or struggling to incorporate technology into your everyday workflow, all is not lost.
Here are a few simple ways you can become tech savvy in your career:
If you find yourself constantly in fear of or rejecting new platforms and software, it might be worth it to change your perspective. Some people aren’t that tech savvy simply because they aren’t open to change or doing things a different way. While it’s okay to get into a routine, being stubborn in this area can cause you to isolate yourself from the rest of the world, and could set you apart from other candidates (or co-workers) in a bad way.
That’s why it’s important that you try to see the positive side of technology. While there are downsides to technology, without it, you might not know what the weather would be like in a week, be able to reconnect with a friend, or do your job efficiently. There are two sides to every coin, but it’s all in how you perceive it.
Another reason you might find yourself in the technologically disadvantaged group is because you’re not testing the waters or exploring what’s out there. Getting online or adding a bit of technology to your life is simple; it just depends on how you’d like technology to benefit your life or career.
Let’s say you’d like to be able to control or monitor various aspects of your home. You might look into purchasing a Google Home or an Amazon Echo. If you want to become a social media guru, you might start by creating your own social profiles or taking a small online course on social media or digital marketing.
Just because you’re not that tech savvy now doesn’t mean you can’t become tech savvy. So, get into the habit of exploring and discovering all the possibilities available to you in the world.
Some people have an innate ability to pick up any skill or use the latest device without much difficulty, but for others, this could prove a challenge. While you’re working on changing your perspective and exploring new technologies, it’s important to remember to ask questions, no matter how silly they seem. Whether it’s through an online forum or at work, you should always be asking questions and seeking to gain a better understanding of how things work, especially those that impact your life and career directly.
The more willing you are to learn about new technology, the more you’ll benefit in both your personal and professional life. It’s important to remember that new technology is always going to be incorporated into the workplace and failure to keep up could have a negative impact on your career.
So, stay a step ahead, embrace the challenge, and become a tech-savvy worker.
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As CEOs ascend to the top of their organizations, many find themselves grappling with a paradoxical challenge: isolation. Despite being surrounded by teams and board members, a CEO can often feel remarkably alone in their decision-making process. This solitude, while not always apparent on the surface, carries significant risks that extend beyond the individual to the entire company.
In this article, Work It Daily experts from Vistage delve into the risks and negative business impact of CEO isolation. Read on to discover how CEOs can avoid isolation and implement practical strategies for fostering greater engagement, communication, and inclusivity within their organization.
âMike, the team just doesnât get it. They cannot see the big picture. I just need them to be accountable.â
How many times do you hear this or say it if you are a CEO? It’s worth asking yourself, “What role am I playing in this story?” You may not like the answer but I am confident it will unlock you, your organization, and, ultimately, your happiness at home, work, and in your community.
So often business owners and CEOs self-isolate themselves without even realizing it. Their heavy workload and ultimate belief that they are wholly responsible for everything is too much burden for one person. There is no doubt they feel without them the stability and overall sustainability of the business wonât work.
This leads to two main outcomes: (1) lack of time to truly reflect, invest time in connecting with peers, and socialize, and (2) fear of delegation. The common issue as a CEO/business owner (fear of delegation) gets overwhelming the longer they fail to ask for help. Employees end up complying but are not committed because they wait for the âbossâ to decide. It is a vicious cycle.
A few quick ideas to help:
1. Set boundaries at work. Allocate time for relaxation, exercise, or a hobby. Try one hour a week and grow from there. CEOs need to pay ATTENTION to where their time is spent.
2. Outsource non-core functions. Start to look at your leadership team as competent vs. only you can do it. Find a few things you would love to get off your plate and test a key leader with the work. You will build confidence and it will expand your capacity AND the organization’s when you do.
3. Join peer groups. It is crucial to have people who are not involved directly with the business. They can provide a perspective you donât have but they also âunderstandâ what you are up against.
We often think we need to revolutionize how we operate when a few quick wins will give us the courage and confidence to take action.
Remember reality always wins, always.
Mike Thorne is a former CEO and current Vistage Chair. He leads and facilitates a group of trusted advisor entrepreneurs and a CEO peer group in New Hampshire and Maine.
To be a leader is to be isolated.
Leaders are constantly surrounded by peopleâyet donât âBELONGâ anywhere, truly.
Yet, an isolated leader is a dangerous leader.
Leaders can be isolated in many different ways. Each way has unique and negative consequences both for the leader and for the business and its employees.
For example, a leader could be isolated from their employees. In this case, they are unaware of the real issues and experiences happening within their company. These leaders think the company culture is great and struggle to understand why they have such a big turnover issue! Or perhaps they are so out of touch with employee needs and preferences that they are making decisions that actually hurt productivity and morale.
A leader could be isolated from reality. They could spend so much time IN the business (working on minutia or micromanaging their team) that they are not looking around corners for the business or paying attention to the market shifts and trends. The business becomes outdated and irrelevant.
A leader could be isolated socially. They are lonely. Leaders donât have a true group to belong to at the office. Relationships are always clouded by the authority imbalance. You may have to fire a “friend.” That will always put a damper on a relationship. This can create some moderate if not extreme depression.
A leader could be isolated intellectually. The pressure to perform and to be “always on” often results in leaders placing their own professional development needs last. This can isolate them from growing in areas both inside their industries as well as professionals and leaders in general. Leaders with limited learning are stunting their effectiveness. They MUST find peers outside their company to learn from. Peer advisory groups are a place to validate their thinking, have their decisions and actions questioned in safe ways (without risking their job, reputation, etc.), and gain the perspective and collective wisdom of other leaders outside their industry.
Will it always be this way?
How can leaders overcome the inevitability of isolation? Itâs possible. But it starts in your head.
Clarifying the vision or version of the leader YOU want to be is the place to start. What do you value, specifically? List it out! Your mindset and beliefs about what a leader IS (what she/he creates) will always drive your behaviors and choices.
If you believe a leader never shows weakness or vulnerability, then me suggesting a strategy of creating psychological safety through shared vulnerability with your team will fail because deep down inside you donât believe thatâs how leaders should behave. You wonât be able to do it. So donât even try.
The strategies you select must align with the leadership values you hold (or those you aspire to hold).
Isolation is inevitable in leadership. But its negative effects can be mitigated and managed with a proactive approach across the several domains listed above.
Kirsten Yurich is a former CEO and current Vistage Chair. As a clinician, professor, author, and executive, she leverages this unique blend and creates learning environments for executives to become better leaders, spouses, and parents.
For me, the problem of isolation started in an instant.
One day I was an employee, the next I was an isolated CEO. I quit a job to voluntarily go down a path all alone and was not sure what was in front of me. My personality, like most founders, has curiosity and risk-taking. There was probably a bit of courage, but naiveté can alleviate the need for courage. Whatâs the worst that can happen, I lose my house? Who cares.
But as you go down this founderâs path, isolation builds. Alongside the growing isolation are growing problems. The funny, or not-so-funny, thing about the problems is that they grow in number and grow in consequence. The always impending failure has a larger and larger impact not on just your life, but the lives of your employees, clients, and vendors. What goes from “Whatâs the worst that can happen, I lose my house?” becomes the same problem for others who count on you. The isolation builds and hampers CEO productivity.
Solving the isolation problem for those of us willing to admit that isolation is real was actually quite simple for me. I joined a Vistage CEO peer group. After attending a few monthly meetings, I learned how to be open, honest, and vulnerable. I donât want to trivialize the act of becoming open, honest, and vulnerable, but when I did, the isolation relief came bit by bit. Yes, it is just a bit of relief, but doing so month after month, for me 12 years, provided enough cumulative relief to ride that scary wave, that isolating scary wave, that felt like it was going to crash down on me at any moment.
With that sense of relief and with the peer group, I learned what was necessary to grow the company and to take care of everyone that was counting on me.
Mark Fackler is a retired CEO and currently leads the Vistage CEO group that he was a member of from 1991 to 2002. He is passionate about creating great ROI for his member CEOs.
What’s your experience with CEO isolation and its negative business impact? Join the conversation inside Work It Daily’s Executive Program.
These days, you’re a simple Google search away from blowing recruiters away or making them rethink your candidacy for a job. So, it’s important to stay on top of your online presence!
Plus, if you want to get noticed by employers or recruiters, you need to be proactive. Here are five things you can do TODAY to help you get noticed on LinkedIn:
How old is that photo on your LinkedIn profile? If it’s old, it’s time for an update. Upload a clean, professional photo of yourself. You don’t need to hire someone to take a professional photo of you. Just make sure the lighting is good, your appearance is professional, and you don’t have a distracting background.
Share articles that are relevant to your industry, that your connections might find valuable, or that you just think are interesting reads. By doing this, you’re adding value to your connections and increasing your visibility within your network.
Send a message to check in and/or share an article you think they might find valuable. Nurture your network now and they will be more likely to help you out later when you need them.
In order to get recommendations or endorsements, you need to give them out. Write a thoughtful recommendation for a connection you know and trust. Give out a few endorsements to people who have showcased their skills to you. The more you give to others, the higher the chance they’ll repay the favor.
Take a few minutes to go over your work history and make sure your numbers, keywords, and accomplishments are accurate. Do this now and you won’t have to do a complete overhaul later. It’s good to keep up with it!
If you want to get noticed on LinkedIn by recruiters, employers, or anyone else, it’s critical to keep your profile and presence up to snuff. It’s better to do it little by little rather than completely redo it when you need it most. Try using these tips today!
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This article was originally published at an earlier date.
We are living through the next significant era. The AI Revolution, aka the Fourth Industrial Revolution, is upon us. It is very tempting to believe that AI, like ChatGPT, holds the key to landing your dream job. With promises of crafting impeccable resumes, cover letters, and acing interviews, it’s easy to fall into the trap of thinking that a well-programmed algorithm can do it all. However, the truth remains unaltered: the power of human connection and authentic conversations truly shape your career trajectory.
âPicture this: You’ve meticulously fed an AI with all your achievements, skills, and aspirations, and it spits out the most polished resume you’ve ever seen. This automated process might get your foot in the door, but what happens when you walk through that door? The interview room isn’t where AI shines, and here’s why.
Firstly, conversations and highlighting what makes you uniquely you is where true compatibility and synergy can be explored on the employer/employee fit. A resume might outline your accomplishments but YOU must convey your personality, values, and passion for the role.
These intangible qualities are the very things that build connections and make employers remember you. When you rely solely on AI-generated materials, you’re missing a chance to showcase your uniqueness, which sets you apart from other candidates.
There is a reason a âlove letterâ to a potential employer has a significant effect on your eligibility for employment. That message, email, or video message can SHOW the recruiter how you align with the company’s mission, vision, and values. Not just that but the hiring manager needs to be sure you will be a fit within the team.
Donât believe me? Ask any of the thousands of Work It DAILY members who have utilized the disruptive cover letter and their success in getting an interview or accelerating their interview process.
Furthermore, utilizing AI to “game the system” by embellishing your resume can have dire consequences comparable to outright lying about your credentials.
In the information age, it’s becoming increasingly easier for employers to fact-check and verify the authenticity of claims. Imagine the embarrassment of being caught off-guard during an interview when questioned about a skill you don’t possess. Your credibility takes a hit and, suddenly, your AI-generated masterpiece crumbles under scrutiny. Hiring managers may sound a bit like Ariana Grande by saying âThank U, Nextâ if you canât back up what you have presented in your materials.
Employers are skilled at spotting discrepancies between AI-polished presentations and in-person interactions. Authenticity matters, and when it’s absent, the disconnect is palpable.
So, what’s the secret ingredient to triumph in your job search? It’s the age-old power of genuine connection and networking. While AI can certainly streamline processes, human factors solidify relationships. Whether attending (even virtually!) industry events, participating in seminars, or even engaging on professional social media platforms, these interactions offer an opportunity to showcase your skills, passions, and character in a way that AI simply cannot replicate.
Success stories of professionals and executives repeatedly highlight the significance of networking. Meeting someone face-to-face, discussing shared interests, and forging a memorable conversation can open doors that no AI-generated cover letter can. It’s about making a lasting impression, demonstrating your expertise through interactive discussions, and leaving behind a memory employers will recall when hiring decisions.
In conclusion, while AI has its place in optimizing certain aspects of the job search process, it is not a magic bullet that guarantees success. Rather than relying solely on automated tools to craft a perfect presentation, job seekers should recognize the immense value of authentic connection. Your skills, passion, and personality shine brightest in conversations that leave a lasting impact.
So, the next time you’re tempted to let an AI take the reins of your job search, remember that genuine connections are your most potent weapon. Invest time in networking, engage in meaningful conversations, and let your authenticity drive your career journey.
Looking for your career network? Check out the 7-day free Work It DAILY community trial and stay for connections, events, courses, and more.
P.S. Donât forget to say hi in my DMs when you join and reference this article!
Introverts often feel especially challenged by job interviews. They’re meeting new people out of their element and, given the level of importance attached to an interview, it may ramp up nervousness and keep them from performing their best.
If you’re an introvert who wants to perform your best during an upcoming interview, or just an extrovert looking for some additional interview help, apply these 13 interview tips!
1. Practice.
2. Practice.
3. Pract… Well, you get the idea.
Over-preparing will give you a sense of mastery that can calm your nerves and improve your self-confidence and performance. Know the company, job, your resume, and your career goals inside and out. Write out the questions and answers you want to practice and edit them with a critical eye to get started. Then, practice with someone else playing the employer (mock interview), even if it is only on the phone. You may need to do this more than once.
Before the interview, do a dress rehearsal in your interview attire and in person, if possible. If you can afford it, engage a professionalâit is well worth the investment. If not, practice with someone whose opinion you trust.
4. Prepare notes that you can refer to during an interview.
Usually, it is perfectly expected for you to have a few copies of your resume, and a pen and paper, perhaps in a portfolio or folder. Don’t write in full sentences and keep your notes to the top page of your pad. Leave plenty of space to jot notes in a different color ink so that they are easy to pick out. You can write questions for the employer on the next page.
5. Wear comfortable, suitable clothes.
Think about the setting and your personal style and kick up your attire one more notch. We recommend dressing one level above the company’s dress code. Make sure that your clothing fits you well and is comfortable to wear sitting, standing, and walking. It should also look good front and back. Ask someone else’s opinion. You will already be nervous enoughâno need to add to it by allowing your mind to stray toward your outfit!
6. Visit the location early so you can visualize the setting.
This will also ensure that you know about any construction or other anomalies that may impact your arrival time and can react with a calm, cool demeanor. If it’s a public location, a quick reconnaissance will provide additional information to increase your comfort level and limit any fears that can be fed by the unknown.
7. Breathe instead of saying um, uh, etc.
As an introvert, you may get especially nervous when you have to speak in a public or unique situationâsuch as an interview! Instead of filling the silence with random syllables, breathe in. Typically, we stammer when we are trying to find the right words and feel the pressure. Focus on breathing in once and then breathe out while you think. This is usually enough to buy you time to find your language.
8. Strike a pose.
As introverts (or even extroverts!) we sometimes worry that the interviewer will wonder if we have “spaced out” or “lost it” if it takes too long to speak. If you have a pose you normally strike when thinking (a hand on your chin?), do that. Or, you can rephrase the question while searching your mind for the perfect words. Sometimes, the introverts I work with feel comfortable saying something like, “That is a good question, I am processing that as we speak!” A combination can also be employed, of course.
9. Smile.
Reallyâremind yourself to smile! When I worked as a telemarketer, many years ago, I learned that people can hear you smile when you speak. It is true. Well, if people on the other end of a phone can react to a smile, doesn’t it stand to reason that an in-person smile will make even more of a positive impression? Take the interview seriously, by all means, but show your humanity as well.
A recent introverted client became comfortable sharing the fact that he is an introvert during the interview. It works really well as a prelude to your answer to, “What is something you have to work on?” or “What is your greatest weakness?”
10. Keep your answers positive.
There is no need to provide anything but the best of your best during the interview. Unless asked specifically about a weakness or a project that has gone wrong, keep your mouth shut. Even then, always put a positive spin on things, and highlight what you’ve learned and how good you have become at planning and avoiding X, Y, and Z (use the “Experience + Learn = Grow” model for answering behavioral interview questions).
If you are introverted, you may be harder on yourself than anyone else. The last thing you want is to give your mind something to gnaw on while you try to be “in the moment” during an interview.
11. Ask questions.
In order to avoid an interview feeling like an inquisition, ask questions. Approach the interview as if it were a conversation: you listen, you respond, you interact, and the interviewer does the same. If you can nudge the interview in this direction, you will feel a lot more confident and comfortable than if the interviewer is asking all the questions!
12. Watch your body language.
Leaning forward shows that you are interested and alert. Crossing anything sends the message that you are closed off and negative. Leaning back in your chair may give the impression that you don’t care or are arrogant. Be careful not to fidget, doodle, or make faces while the interviewer is speaking or you are thinking.
13. Prepare for next time.
When you are safely out of sight, but before you get home, write down some notes about anything you might want to include in a thank-you note, ask in a follow-up or next interview, or could improve on the next time you interview for a job or need to speak in a public or unusual situation!
Interviewing as an introvert doesn’t have to be so hard. We hope you found these thirteen interview tips helpful, and now you have the confidence to ace your next job interview!
Good luck!
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This article was originally published at an earlier date.
In today’s rapidly evolving business landscape, the difference between thriving organizations and those merely surviving is their ability to cultivate and nurture top talent. With the right talent development strategy, a company will foster the growth and success of its most valuable assetâits peopleâempowering the organization to rise to new heights of excellence and innovation. How can your organization effectively harness and develop its top talent to not only meet the challenges of today but also shape a brighter future?
We recently asked our leading executives for their best tips on how to develop top talent at an organization.
Here are their responses…
To develop top talent within an organization, CEOs/boards should think strategically and comprehensively about organizational needs and who on staff has talent in those areasâthink “succession plan.” After this, provide staff members who show promise with opportunities to work on some mid-high profile leadership projects.
Recognize, however, that these individuals may struggle on these projects from time to time (imposter syndrome) and that leadership can be a lonely activity so provide ongoing leadership coaching and feedback from non-evaluative leadership facilitators. At the same time, provide ongoing opportunities for top talent to collaborate/work together on projects (meet weekly/bi-monthly) and to engage in problem-of-practice consultancies facilitated by the CEO/senior administration.
John Schembari is a current K-12 teacher/school leader academic improvement coach and former school building and district administrator. He loves to draw, travel, swing dance, and read nonfiction.
Developing top talent in an organization is a critical aspect of effective talent management and long-term success. As an expert, I can offer guidance on how to nurture and grow your top talent:
By implementing these strategies, organizations can develop and retain top talent, fostering a culture of excellence and continuous improvement. Investing in employee development not only benefits the individuals but also contributes to the organization’s long-term success and competitiveness.
Ana Smith helps people & organizations achieve their full talent potential by developing and co-creating people strategies and customized solutions, and turning them into impactful outcomes and collaborative relationships, using coaching as the “red thread.”
Developing top talent isn’t about cookie-cutter plans or following the herd. It’s about daring to disrupt the traditional norms and reimagining what talent development means. Start by unearthing the hidden gems within your organizationâthose unconventional thinkers who might not fit the mold but possess raw potential.
Instead of confining them to standard roles, empower them to lead projects challenging the status quo. Encourage them to cross-pollinate ideas across departments, even if it initially seems unconventional. And forget about the safe zoneâthrow them into the deep end with assignments that stretch their abilities and force them to innovate.
Unleash the mavericks! Developing top talent demands audacity; it’s about unearthing those hidden gems that defy convention and challenging them to reshape the future. Hunt for the quiet rebels, the unsung heroes buried within your ranksâthey’re the ones who shatter ceilings and obliterate limits.
But don’t just hand them a roadmap; fuel their fire with opportunities that spark evolution. Plunge them into the heart of projects that teeter on the edge of what’s possible. Let them wrestle with complexity, for it’s in those battles that innovation is forged.
Traditional mentors are out; disruptive allies are in. Pair your talent with unconventional guidesâartists, scientists, anyone who can spark new neural connections. Disruption doesn’t come from the familiar.
Embrace reverse mentorship, where the rising talent teaches the established leaders a thing or two about new technologies, fresh perspectives, and the changing workforce. Shake up the routine by hosting “failure parties” to celebrate the risks taken and the lessons learned because failure is the ultimate teacher in a disruptive world.
Remember, developing top talent is an ongoing process that requires commitment, patience, and a genuine investment in your employees’ growth. By fostering a culture of learning and empowerment, organizations can create an environment where top talent thrives and contributes to long-term success.
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.
In today’s competitive business landscape, the success of an organization hinges on the quality of its talent. Attracting and retaining top-tier professionals is only the beginning; the real challenge lies in developing that talent to its fullest potential. A strategic approach to nurturing and honing the skills of your employees can create a workforce that not only meets current demands but also drives innovation and growth for years to come. Let’s delve into key strategies for developing top talent within your organization.
Cultivate a Learning Culture
A learning culture is the cornerstone of talent development. Encourage continuous learning by providing opportunities for employees to acquire new skills, attend workshops, and access online resources. Support them in pursuing certifications and advanced degrees that align with their career paths. When employees feel that learning and growth are valued within the organization, they are more likely to invest time and effort into their own development.
Personalized Development Plans
Iâve seen that a one-size-fits-all approach to talent development is a thing of the past. Each employee has unique strengths, weaknesses, and aspirations. Work with them to create personalized development plans that align with both their career goals and the organization’s needs. Regularly revisit and update these plans to ensure they remain relevant and challenging.
Dual Mentoring and Coaching for Holistic Growth
Implementing a dual mentorship program that pairs seasoned top executives with rising talents facilitates a two-way exchange of insights. On one hand, top executives provide invaluable guidance and strategic direction to their mentees, helping them navigate challenges and cultivate skills. On the other hand, these executives gain fresh perspectives from their mentees, reconnecting them with the pulse of the organization and innovative ideas.
Stretch Assignments
Give high-potential employees the opportunity to step outside their comfort zones by assigning them tasks or projects that require them to develop new skills. Stretch assignments challenge individuals to rise to the occasion, fostering both skill growth and confidence. These experiences also help identify emerging leaders within the organization.
Regular Feedback and Performance Reviews
Transparent and constructive feedback is essential for growth. Implement regular performance reviews that go beyond annual evaluations. Provide timely feedback on accomplishments and areas for improvement. Create a safe space for employees to discuss their career goals and express any concerns they might have.
Skill Development Workshops
Host workshops and training sessions that target specific skills relevant to the organization’s objectives. Whether it’s leadership skills, technical expertise, or soft skills like communication and teamwork, investing in these workshops empowers employees to contribute more effectively to their teams and the organization as a whole.
Recognition and Rewards
Recognizing and rewarding outstanding performance not only boosts morale but also incentivizes continuous improvement. Implement a recognition program that highlights exceptional achievements and encourages others to aim for excellence. This recognition can come in various forms, from monetary rewards to public acknowledgments.
Opportunities for Career Progression
Top talent seeks growth opportunities. Establish clear career paths within the organization, complete with advancement criteria. Provide a roadmap that enables employees to visualize their trajectory and the steps required to reach the next level. This fosters a sense of purpose and commitment to long-term growth.
Collaborative Projects
Encourage cross-functional collaboration on projects that require employees to work with colleagues from different departments. This not only exposes them to diverse perspectives but also cultivates teamwork and adaptabilityâcrucial skills for career advancement.
Empower Decision-Making
Provide employees with opportunities to make decisions and take ownership of projects. Empowerment fosters a sense of responsibility and accountability, encouraging individuals to develop problem-solving skills and strategic thinking.
Developing top talent is an investment in the future success of your organization. By nurturing the growth of your employees, you’re not only shaping their careers but also contributing to the long-term success of your organization in an increasingly dynamic and competitive world.
To delve deeper into strategies that foster talent growth and organizational excellence, I invite you to explore my book, “How to Develop a Brand Strategy,” which provides a step-by-step guide to crafting a robust brand strategy that aligns with your business goals. Just as nurturing talent propels businesses forward, a strong brand strategy propels your organization to stand out in the market.
Lisa Perry helps companies drive revenue by using consumer trends, insights, and data analytics to innovate their approach to marketing.
How do you develop top talent at your organization? Join the conversation inside Work It Daily’s Executive Program.
While the pressure of doing well in your job interview may be over, there’s still work to be done. Following each job interview, always send a thank-you note. Not sending one can cost you. But at the same time, sending one that you don’t put much thought into can backfire as well.
While the follow-up thank-you note is not the defining factor of whether you will get the job, if written effectively, it does help maintain your standing as an impressive candidate for the position.
There are plenty of tips on how to write a good follow-up thank-you note. Here, we’ll focus on signs your thank-you note isn’t ready to be sent to a potential employerâyet!
Yes, they may be small details, but one little mistake is enough to hurt your chances of landing the job.
Check your thank-you note for any misspellings or grammatical errors, and make sure you address it to the correct person. The last thing you want to do is misspell someone’s name. Like your resume, your thank-you note requires an extra pair of eyes for proofreading.
“Thank you for the meeting! It was a pleasure.”
Of course it was! Just about every other person who’s been interviewed will say the same.
Your thank-you note needs to help you differentiate yourself from all other job applicants. Reflect back on the job interview and highlight a particular point for your message where you can express genuine interest in working for the company and with those you met at the interview.
Avoiding coming off as generic in your thank-you note also means you’re customizing your message for each individual you met with. Never send out the same note because it may be shared between the hiring manager, department head, and other individuals you shook hands with at the company.
A follow-up thank-you note is not like writing to a pen pal. Keep the message professional and succinct. Highlight a specific point in the interview that can serve as your basis for communicating your interest.
The follow-up thank-you note should ultimately help you build a platform for continued communication with the employer throughout the entirety of the hiring process.
If an entire week has passed since the job interview and you’re just getting to sending the follow-up thank-you note, you’re telling the employer you don’t care much for the job.
It’s always advised to send the message as soon as possibleâwithin 24 hours of the interview. The sooner that follow-up thank-you note reaches their inbox, the more excited you’ll seem about the job opportunity.
As you craft your follow-up thank-you note, be sure you’re not making any of the mistakes above. Send a message that is unique and effective to help keep you in the running!
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This article was originally published at an earlier date.
Picture this: You’re about to deliver a presentation. As you step onto the stage, the audience applauds, eagerly awaiting your words. They’re all ears and ready for your speech to unfoldâessentially, they’re at the peak of their attentiveness.
But how should you kick off your speech? Let’s consider the following options:
1. Manners first. Start by thanking the emcee for a fantastic introduction or the event organizers for the invitation. For example: “I want to express my heartfelt thanks for that wonderful introduction and for having me here today as your speaker.”
2. Convey enthusiasm. Infuse excitement into your opening words. For example: “I am absolutely thrilled and honored to be standing here, addressing this vital subject.”
3. Boost the energy! Encourage the audience to clap for themselves or for the event organizers. For example: “Give yourselves a round of applause! Your presence here is truly appreciated!”
4. Keep it simple with a self-introduction and bio: âHello, everyone! My name isâ¦â
The answer is E) None of the above. Not one of these options is ideal for launching your speech effectively. By relying on these conventional and somewhat uninspiring techniques, you’re not fully harnessing your power to connect with the audience. In fact, you might unintentionally divert their attention away.
There’s a better way to begin your presentation: Pause briefly. Lock eyes with your audience, building anticipation. Then, dive into one of the best (and my favorite) opening strategies: tell a compelling, emotionally charged story that instantly hooks your listeners in the first few words.
[Secret insight! A momentary pause is one technique professional actors use when beginning a monologue auditionâit ensures the judging panel’s undivided attention.]
Your job as the speaker is to do one or more of the following: teach, entertain/inspire, or persuade your audience. At the start of your speech, your primary mission is to grab the audienceâs attention and draw them in. Failing to hook listeners at the beginning might result in them zoning out and missing the key points youâre about to present.
None of the four options posed at the beginning are interesting or will capture attention. Letâs break them down to dispel any doubts.
Manners first or conveying enthusiasm: If you want to thank people or say how excited you are to be there, you can! Later on in your speech. Your opener is no place for anything unrelated to your main topic. Itâs your golden moment. Donât waste it.
Boosting energy: While encouraging applause can elevate the room’s energy, remember that youâre not a warm-up act at a pep rally. Also, if your topic is serious, clapping might seem out of place. Earn that applause through your content!
Simple self-intro: Introducing yourself might seem logical, but chances are, you’ve already been introduced in the program, on the screen behind you, or through promotional material. Apologies, but reiterating your name or going through your bio isn’t a powerful enough openerâ¦unless you’re a one-name celebrity (and if so, I’m flattered you are reading this!).
âWhy is it critical to capture your audience’s attention from the get-go? Hereâs where the psychological effects of primacy and recency come into play. Simply, people tend to remember the first and last things you say. Make those moments count. (More on how not to end your speech in another post.)
A reality check: You’re competing with smartphones, fatigue, and even refreshments. Have you seen audiences scrolling through social media during a keynote speech? I certainly have. Donât be boring. Thanking people, begging for applause, saying how excited you are, or starting with your bio might push the audience towards checking emails instead of listening to your critical message.
What are some of the most captivating speech openers you’ve heard? Please share!
Discover the incredible power of public speaking, a core skill that can transform your career and elevate your everyday interactions. Don’t worry, it’s totally achievableâanyone can conquer the art of speaking and presentations through practice. If you want to level up in this area, join me (on LinkedIn or visit my website) for some seriously cool techniques rooted in behavioral science, marketing strategy, and the performing arts. You deserve to be heard.
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