Careerbeeps, Author at CareerBeeps

Executive Spotlight: How To Promote Gender Equality In The Workplace

August 30, 2023

As businesses strive to create environments that foster diversity, inclusivity, and fairness, the imperative to understand and implement effective strategies for promoting gender equality in the workplace has never been more pressing. A workplace that promotes gender equality is a workplace where innovation and productivity flourish, driving long-term organizational success. What practical strategies can leaders implement to help create an inclusive and equitable work environment where everyone can thrive?

We recently asked our leading executives for their best tips on how to promote gender equality in the workplace.

Here are their responses…

Michael Willis, Sports Business Operations Executive

No more playing it safe with surface-level initiatives or empty gestures. It’s time to unleash a storm of innovation and redefine what it means to truly champion gender equality in every corner of the professional realm.

Step 1: Shatter the Status Quo – Throw out those old-school gender roles and expectations. Men in leadership and nurturing roles? Absolutely. Women in traditionally male-dominated industries? You bet. Let’s obliterate the barriers that have held us back for too long.

Step 2: Pay Parity or Bust – No more excuses. Audit those payrolls and fix the wage gap pronto. It’s time to show that the value of your work has nothing to do with gender. Pay up or prepare to face some significant disruption.

Step 3: Fierce Flexibility – Flextime isn’t just for showâit’s for real. Allow everyone to craft their schedules around their lives. Parent-teacher meetings, gym time, creative pursuitsâlet’s blend work and life in a way that makes sense for everyone.

Step 4: Gender-Blind Hiring – Resumes with no names, no gender indicatorsâjust skills and experience. It’s time to pick talent based on capability, not gender assumptions.

Step 5: Parental Leave for All – Parental leave that doesn’t discriminate. Dads, moms, adoptive parentsâeveryone gets a chance to bond and support their families without fearing career repercussions.

Step 6: Mandatory Unconscious Bias Training – Nobody escapes this. Everyone, from the CEO to the intern, gets a reality check on their biases. It’s time to level the playing field by leveling the mindset.

Step 7: Leadership Overhaul – Time to rewrite the leadership narrative. Promote women not just because it’s trendy but because they’re qualified. We need diverse voices at the top calling the shots.

Step 8: Transparency Talk – Publish diversity and inclusion data. Let everyone see precisely where your workplace stands.

Step 9: Speak Out, Stand Up – Foster an environment where calling out inequality isn’t risky business. Encourage employees to speak up and back them up when they do.

Step 10: Disruptive Mentorship – Pair rising stars with seasoned pros from all walks of life. Gender, age, industryâmix it up. The wisdom doesn’t just flow one way.

Step 11: Men as Allies – Men, it’s time to join the fight for gender equality. Amplify women’s voices, challenge the system, and acknowledge that when one of us rises, we all do.

Step 12: Fearless Flexing – Embrace employees who challenge the norms. Please encourage them to break boundaries and create initiatives that amplify gender equality like never before.

So, there you have itâa disruptive approach to gender equality in the workplace. It’s time to shake things up, challenge the norms, and make equality more than just a buzzword. Let’s create a workplace where everyone thrives, regardless of gender, because we’re in this together for real change.

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.

Kathryn Marshburn, Artist & Label Partnerships

The music industry has experienced gender inequality for decades where women are still vastly under-represented. We have an outrageous gender gap that is improving but at a nominal rate and we need more equity leadership from all music entities.

Thirty percent of music artists identify as females on the Billboard Hot 100 today. Basically, this means that there are 3.5 men for every 1 woman represented in the music industry. We have to correct this inequity, but the question is how?

The runway for men from the top 100 position to the top 20 position is much easier than the mapping of females to a top 20 position. It is painfully obvious that it is harder for women to break into music and to make it into the top where 70% of men are making the breakthrough over a longer runaway. Women are expected to go straight to the top quickly and itâs just not realistic or fair.

What are the solutions to consider?

1. Music label initiatives to sign and seek more female artists, providing better budgets to support music production and distribution.

2. Rip the Band-Aid off the issue exposing the narrative about the inequities in the industry that exist with a lack of female music engineers, music, executives, and other parallel roles within the music industry. Provide opportunities to speak on the issue and to amplify the need to have better equality.

3. Demand that streaming platforms support marketing campaigns that feature women. An amazing example of this is the EQUAL campaign at Spotify, where major marketing dollars are put to the test behind international female artists, virtually unknown music artists, that include worldwide promotions such as Times Square billboards, live events, and other marketing activations. Spotify has successfully provided support for female music artists to tell their stories through music and increased fanbase growth and overall support of women in music.

4. Providing an educational track at the elementary school level encouraging more music programs targeted at females including writing, composing, and vocal training.

5. Become more transparent about pay inequity, and close the gap.

6. Move from a mentorship mentality to a sponsorship mindset.

With a huge gap in gender within the music industry, we must become better advocates for women and female artists.

The industry has always been difficult to break through, but itâs particularly harder for women who are struggling to map their journey through unfair territory. Please leave comments and thoughts and help us to create a more equitable environment in the music.

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.

Lisa Perry, Global Marketing Executive

Gender inequality has been a hot topic of discussion and concern lately. While progress has been made in recent years, there are still areas where gender disparities exist.

Not a single country in the world has achieved gender equality. On a global level, thereâs been little progress on gender equality since the Global Goals were signed in 2015. Source
Over 380 million women and girls are living in extreme poverty. Thatâs more than the entire population of the United States living on less than $1.90 a day. Source
Women shoulder billions of hours of unpaid childcare globally. And the pandemic just made it worse. Source
Women earn 82% of what men make in the same roles, and this gender gap has remained relatively stable over the past 20 years. Source
Less than 20% of the worldâs landholders are women. Source
Women make up 10.4% of Fortune 500 CEOs and earn 75% less than their male counterparts. Source

In the face of these staggering statistics, itâs imperative to address gender inequality in all spheres of life, including the workplace. When there is a lack of diversity in decision-making, it eliminates the viewpoint of a huge percentage of the population. So, how can organizations take concrete steps to promote gender equality in the workplace?

Equal Pay for Equal Work: Ensure men and women are paid equally for the same roles and responsibilities. Regularly review salary structures and address any pay disparities.
Inclusive Hiring Practices: Implement unbiased and inclusive hiring practices that ensure equal opportunities for all candidates, regardless of gender. Use diverse hiring panels and consider blind recruitment techniques.
Flexible Work Policies: Offer flexible work arrangements that cater to the diverse needs of employees, particularly women who often juggle work and caregiving responsibilities.
Leadership Development: Develop programs that actively identify and nurture female talent within the organization. Encourage women to take on leadership roles and provide them with mentorship and guidance.
Education and Training: Conduct gender sensitivity training for all employees to create awareness about unconscious biases and stereotypes in the workplace.
Family-Friendly Policies: Provide comprehensive family-friendly policies, including parental leave, childcare facilities, and support for caregivers, to ensure a conducive environment for both men and women to balance work and family responsibilities.
Transparent Promotion Criteria: Clearly define and communicate promotion criteria to ensure that opportunities for growth and advancement are available to all employees based on merit.

Promoting a workplace culture of gender equality empowers organizations to harness their workforceâs full potential, fuel economic growth, and foster inclusivity. Embracing gender equality nurtures an environment where every voice matters, bolstering employee satisfaction and retention. Beyond a moral duty, itâs an investment in the future of organizations and societies, propelling progress.

For a step-by-step guide on how to develop a brand strategy, check out my book How to Develop a Brand Strategy.

Lisa Perry helps companies drive revenue by using consumer trends, insights, and data analytics to innovate their approach to marketing.

How do you promote gender equality in the workplace? Join the conversation inside Work It Daily’s Executive Program.

Outplacement Is An Essential Service To Offer During A Recession

August 30, 2023

In this week’s edition of the Work It DAILY Weekly Update, we discuss the importance of employers offering outplacement services and briefly touch on how recent events nationally impact the workplace.

The Importance Of Offering Outplacement Services

Last week, the National Bureau of Economic Research officially declared that the U.S. economy was in a recession.

For the millions of people who have lost their jobs, this doesn’t come as a surprise. Making matters worse is the fact that the newly unemployed are heading into this recession lacking the basic job search skills they need to navigate the competitive job search process that accompanies a recession.

In some ways, this would be an easy problem to address if more companies offered outplacement services to the employers they let go. Unfortunately, most don’t!

Work It DAILY founder and CEO J.T. O’Donnell touched extensively on the issue recently via her LinkedIn newsletter and podcast JT Talks Jobs.

Most companies offer job coaching/outplacement to laid-off executives, but not the rest of the workforce, according to O’Donnell.

As part of tax code changes made in 2017, people are no longer allowed to write off job search and coaching as an expense on their taxes, which puts even more burden on those impacted by layoffs, while companies are able to write it off as a business expense.

O’Donnell suggests that those who have been laid off should go back to their former employer and ask for assistance with job coaching, while challenging managers or business leaders who have laid people off to go back to their executive teams and ask them to find it in their budget to pay for outplacement for their staff.

There’s a misconception that outplacement is expensive and will break the bank for their companies. However, this is no longer the case! Services like the ones offered by Work It DAILY are both affordable and can be done virtually through a computer or phone application.

Companies need to be more open-minded about helping layoff victims secure outplacement/career coaching services. Not only is it the right thing to do in this recession, but it’s good business!

For one, the sooner your former employees get jobs, the less you pay in insurance rates. But, most importantly, employees will remember how they were treated in their time of need. Those employees will take to sites like Glassdoor and Indeed to share their experiences, and bad experiences have a way of sticking with companies and hurting their employer brand.

No one knows how long this recession will be, or the ultimate damage from it, but anything a company can do to help laid-off employees will go a long way towards putting the company on the right side of history.

Good News Of The Week

Exercise and media company Peloton was one of the first companies to make a major statement about racism in the wake of George Floyd’s death.

Peloton made the poignant statement via Twitter and the message included the announcement that they were making a $500,000 donation to the NAACP.

Peloton has been praised for the tone of the message and taking immediate action with their donation. They were also praised for the way they ended their message. “We have more work to do. Will you join us?” This serves as an acknowledgment that statements and donations won’t solve the problem alone and a call to action for other businesses to step up and help in the process.

Resource Of The Week

As stated above, many U.S. companies are trying to figure out ways to show support and join the fight against racism.

For some companies, it’s putting out public statements against racism. Others are donating to African-American causes, and many more companies are holding discussions about how to meaningfully participate in making positive changes to both the workplace and society.

Out of all these steps, having ongoing discussions about race and diversity is the most important. It’s important that discussions not only happen now in these times of unrest, but they continue. The only way to make positive change is to constantly keep these issues at the forefront.

What meaningful change looks like and the timetable for it will vary by company and that company’s circumstances, but one thing is for certain moving forward: remaining silent isn’t an option.

Businesses are an essential part of society, and all of society must participate in making a difference. The Harvard Business Review recently linked some helpful articles and books to help discussions about race and there are also many great organizations that empower African Americans that are worth learning more about.

Give yourself an even greater edge by becoming a Work It DAILY member today! Get access to one-on-one career coaching, resume and cover letter reviews, online tutorials, and unlimited networking opportunitiesâall at an affordable price.

This article was originally published at an earlier date.

Answers To “What Do You Like Least About Your Last Job?”

August 30, 2023

âWhat do you like least about your last jobâ is an incredibly tricky question to answer if youâre unprepared. It practically begs you to be negative, and many job-seekers unfortunately take the bait. This guide will teach you how to answer this question, and also provide you with some sample responses to help you develop […]

The post Answers To “What Do You Like Least About Your Last Job?” appeared first on Career Sherpa.

Are Strong Verbal Communication Skills Important?

August 30, 2023

Effective verbal communication can help to ensure that everyone is on the same page and avoid misunderstandings. Misunderstandings can arise when verbal communication is unclear which can lead to confusion and even conflict. According to Liz Papadopoulos, âEffective communication requires more than an exchange of information. When done right, communication fosters understanding, strengthens relationships, improves, and builds trust.â

Does your team have new team members? If so, help them build camaraderie so that they can respect, trust, and care for each other. A key attribute is for them to be able to communicate together.

For example, when having team meetings, make sure everyone has an opportunity to speak and be heard. Each team member should feel safe to be authentic and express their opinion to the group. After all, each team member is valuable and brings something different to the table. And donât forget that cultural differences can impact verbal communication styles.

Verbal Communication Components

One part of verbal communication is speaking skills. You need clarity to speak clearly and concisely to effectively communicate. Your tone, which includes volume and inflection, can also impact how your message is received. If your voice is loud and carries, are you cognizant that you may be perceived as intimidating?

Another component is listening skills. When someone is speaking to you, pay attention to and listen to understand what the speaker is saying. When you actively listen, youâll be able to understand and appropriately respond as well as ask clarifying questions. How would it make you feel if someone didnât completely listen to you and jumped to their own conclusions? According to Stephen Covey, âThe biggest communication problem is we do not listen to understand. We listen to reply.â

Both speaking and listening are important. For example, at a job interview, the organization is interviewing you about several elements including your skills, accomplishments, and fit into the organization. At the same time, youâre interviewing the company to find out about their company culture, growth opportunities, and whether the role is a good fit for you.

Ways To Improve Your Verbal Communication Skills

How good do you think your verbal communication skills are? Do you struggle to verbalize your ideas and thoughts clearly? Do others fairly often misunderstand or misinterpret what youâre saying? Or are you uncomfortable speaking in front of people and avoid public speaking at all costs? If so, you may benefit from improving your verbal communication skills.

There are several ways to improve your verbal communication skills including:

Record yourself â make a recording to hear how you speak. Rapidly? Monotone? Or how often do you pause thinking about what to say next and say filler words like “um,” “uh,” or “you know”? It starts with being aware.
Practice speaking â take opportunities to practice speaking at meetings, or even lead presentations. Practice, practice, practice. The more you practice, the more comfortable you will become.
Join a public speaking group like Toastmasters International. There is a network of (in person, online, and hybrid) clubs worldwide that can help you improve your public speaking skills.
Solicit feedback â seek out feedback from others. If youâre making your first presentation at a seminar, practice with a colleague.

Having strong verbal communication skills is important in both your personal and work life. Whether you are meeting and building a new relationship, interviewing for a role, resolving a customer service call, or collaborating with Marketing on a new service, itâs critical to be able to express and exchange information.

For more information on the importance of strong verbal communication skills, follow me on LinkedIn!

How To Answer “Why Should We Hire You?”

August 29, 2023

Every time you interview, your main purpose is to convince the employer to hire you. The job search is a sales process. The hiring manager (your future boss) is the “customer,” and you are both the sales rep and the product. Why should they choose you over all the other “products” out there?

During the interview process, the hiring manager might ask you, “Why should we hire you?” Here are some tips for how you can effectively answer this tough interview question and stand out from other job candidates:

Focus On What You Can Do For The Employer

This question is actually a fantastic opportunity for you to summarize why you’d be a great hire.

Always focus your answer on what benefits you bring, what problems you can solve, and what solutions you can provide. Never, ever say that they should hire you because you need the job or because you really want itâor anything remotely related to your reasons for wanting the job. This is your chance to connect the dots and help the employer see why you’re the best person for the job.

Think about things you know the hiring manager (interviewer) is looking forâskill sets, background, character traits, personal qualities, education, experience, or anything else that will make you successful in this role. Relate your answer to these things.

Give An Example

Explain how you meet the employer’s needs and give an example to support your answer.

Your answer should be framed like this: “You should hire me because you’ve said you want someone with A, B, and C. I fit all of your requirements. I have A (say what that is), B (maybe give an example), and C (elaborate further).”

This will help you stand out from the other candidates and it gives the employer a reason to hire you.

Keep The Job Description (And Your Skills!) In Mind

Typically, this question will come toward the end of the interview, so you can refer to what you’ve already talked about, or mention something new that you know they’d be interested in. If it comes in the beginning, use the job description and your research to answer:

Will this job require long hours? Mention your work ethic.
Will this job need someone with great communication skills? Give an example of yours.
Will this job need someone who can learn on the fly? Tell them how you’re going to get up to speed quickly and how you’ve learned and adapted before.
Does this job need someone with a particular background? Mention yours.
Do you have the skill set they want? Talk about your skill set and how you have been successful with it.

Give them examples of what you have achieved in the past. If you haven’t done this job before, talk about similar things you’ve done or qualities you have that will make you successful in this new role.

It’s never easy to answer “Why should we hire you?” in a job interview. However, if you do these three things, you’ll be able to articulate your skills, experience, and qualifications with ease. And you’ll impress the hiring manager in the process!

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.

How To Stay Calm And Confident In A Job Interview

August 29, 2023

As a career coach for 20 years, I’ve worked with people who are so nervous to go into job interviews that they literally sweat through their clothes. Thankfully, there are a few things that significantly helped them stay calm and confident in job interviews so they could make a great first impression and land the job they want.

Here are three tips I have taught all my clients who are going into job interviews to utilize in order to feel calmer and show more confidence. I think at least one of these will help you…

3 Tips To Stay Calm & Confident In An Interview

@j.t.odonnell

3 Job Interview Tips To Make You Calmer & More Confident ððâ¥ï¸ For years I’ve been coaching people that get so nervous in job interviews that they sweat through their clothes. as a result I’ve built a lot of tools and tips to help them succeed in job interviews. these three tips have been the most successful for people who need to be more common focused. the benefit is when you do these things you’ll also appear more confident. knowing how to reset yourself in a job interview is very important. you also need to know how to answer really difficult questions in a way that shows the person asking them that you are not afraid. I think you’ll find these three tips super helpful and if you like what I suggest you may want to check out my new tiktok series on the 18 hardest behavioral questions and how to answer them correctly. I think it’ll give you the confidence you need to truly succeed in your next job interview good luck and go get’em!

â¬ original sound – J.T. O’Donnell

1. Wear/bring something that will be a cue to relax.

The first tip that will help you stay calm and confident in job interviews is to go into the interview with something that, when you notice it, will be a cue for you to take a breath and relax and put a smile on your face. For example, if you wear jewelry, put the ring on a different finger or the watch/bracelet on the other wrist. If you usually carry a pen, bring a different color pen.

When you notice this one thing, don’t over-smile, but take a breath and remind yourself that you’re not there in an interrogation. You’re there potentially meeting a new colleague. And when you look at it that way, that you’re there to make a friend and get to know somebody, you will take that breath, you will smile, and you will relax. And the more you notice it, the more you’ll connect with who you are in that moment so that you’re giving off the right body language and facial expressions because that’s a big part of your communication in a job interview.

2. When you get asked a difficult question, begin your response with, “That’s a great question,” and remember to smile.

Whenever you get asked one of those difficult questions in a job interview, those questions that just make us anxious, condition yourself to say, “That’s a great question,” because, psychologically, in my experience, when you say that’s a good question and you say it with a smile on your face, you approach it like, “I’m going to answer this question the best that I can.”

Also, the hiring manager knows they’re asking you a hard question. That’s why they’re asking you. They want to see your reaction. So when your reaction is, “That’s a great question,” that tells them you’re not afraid of that question. You’re ready to answer that questionâa sign of confidence.

3. Learn how to answer behavioral interview questions.

The last and most important tip that will help you stay calm and confident in a job interview is to learn how to effectively answer behavioral interview questions. This is an essential part of interview prep.

Behavioral interview questions are open-ended questions designed to get inside your head and help the hiring manager learn how you think. And by having to give more than a one-word answer, it reveals more about your personality in the workplace, your aptitude, whether or not you’re flexible, and your whole mentality and strategy. And this is really important because they’re trying to find the right person for the job. By learning how to effectively answer behavioral interview questions, you’ll be sure to show the hiring manager you are the right person for the job.

It’s completely normal to feel nervous before a job interview. I hope these three tips will help you stay calm and confident during your next one. Good luck, and go get ’em!

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!

Summary Sunday: Issue #533

August 27, 2023

There’s a lot happening in the world of Artificial Intelligence (AI) that impacts job search and the hiring process. While ChatGPT is a ubiquitous tool, there are many others. But it’s not just about the tool- it’s what the user tells the tool to do. There are ethical issues around the use of AI and […]

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4 Tips For Finding Your Dream Job

August 26, 2023

Not all of us are fortunate enough to land our dream job, aka the kind of job we dreamed about having when we were kids. For some, a dream job would be becoming a teacher, a fireman, a pilot, or any other job you would be thrilled to have. You should consider yourself lucky if you land your dream job at some point in your life.

Perhaps the most perplexing part of the hiring process is that many people end up in jobs that don’t line up with what they studied in college. For example, you may have studied law but could have ended up balancing ledgers in a commercial firm for a living. If you want to find out what careers you’d thrive in, take this FREE Career Decoder Quiz!

It’s one thing to pursue your dream job, but it takes time and dedication to actually land it.

If you’re chasing your dream career, follow these tips for your chance at success!

Realize That It’s Not Enough To Dream

First and foremost, it’s important to narrow down what exactly your dream job is. Anybody can dream, but it takes hard work to turn this dream into reality.

It’s important to know who you are, your strengths and weaknesses, and how you can effectively use those strengths and work on your weaknesses. A good approach to this is to be calm and positive, as well as objective.

Determining what your dream job is based on your strengths, competencies, and capabilities are all great first steps in realizing your career goals and dreams.

Put Yourself In Your Dream Employer’s Shoes

Both employers and employees need to benefit from one another in the hiring process.

From an employer’s perspective, it is in terms of finding solutions for their problems and contributing to the overall goals and objectives of the business.

As a candidate for your dream job, you need to think of how well you can add value to the company, and how you can use your skills to better the company as a whole. This type of thinking will set you apart from other candidates.

Effectively Sell Your Skills

Companies operate in competitive environments, and because of that, it’s necessary that those in pursuit of their dream careers need to make some personal and organizational sacrifices. Effective skill selling means you take your qualifications, experiences, skill sets, and competencies and use them to attract and retain prospective employers.

While it is necessary to present your credentials in a fair light, it’s also important to substantiate facts and evidence through quantifying your experience. However, you shouldn’t sell yourself short, as doing so could hinder sustainable career growth and development.

Consider What Your Daily Life Would Be Like In Your Dream Job

There are lots of reasons to pursue dream jobs, including growth prospects and job satisfaction. These reasons need to be nurtured and satisfied in the dream job.

It’s also important to consider that your concept of a dream job may change over time, and what may have been considered a dream job before may not be the case anymore.

You need to identify if your skills and competencies are in sync with market realities before making the final call on a dream job. You should create focused plans and strategies aimed at helping you land a job you’ll love.

Remember, when looking for your dream job, you should consider a blend of rewards and growth opportunities, as well as map out a plan to meet your goals head-on.

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.

15 Best Examples Of Leadership Experience For Interviews

August 25, 2023

Having some examples of leadership experience to share during an interview is important no matter what job youâre going after. After all, interviewers love to hear (and ask) about situations where you were able to lead others. This guide goes over some great leadership examples you can use, even if youâre just starting out in […]

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3 Signs Your Interview Isnât Going In The Right Direction

August 25, 2023

Interviewing is nerve-wracking even in the best of circumstances. If you feel like you’re under a microscope, it’s because you are! Employers want to make sure that you can do the job. But, just as importantly, they want to determine if you can fit in with their team.

Likability is an intangible component of your interview, so how do you ensure that you come across as likable as well as competent? What do you do when your interview isn’t going in the right direction?

The fact is that there is no magic formula. Your best bet is to prepare for the interview as well as you can. If the interview doesn’t seem to be going well, you can try to pivot a little, but sometimes there is nothing you can do. If the interviewer has already made up their mind to go with another candidate and they’re just going through the motions by interviewing you, that isn’t on you.

These things do happen, though, perhaps more than we know. You need to be aware of what is going on during your interview so that you can try to adjust to the extent that you can.

Here are three signs your job interview isn’t going well:

They Didn’t Have A Good Reaction To Your Success Stories

You may have a story of a success that in the past has gotten nods of approval or smiles from your interviewer(s). If you tell the same story with the same zest and you don’t get the same or similar reaction, it may mean that they aren’t listening, didn’t get the point of the story, or missed the importance of the success.

It could also be a sign that you have failed to connect with the interviewer from the start, and they aren’t as attentive as you need them to be to get why you are the most qualified candidate.

They Seemed Bored And Distracted

If the interviewer keeps looking at their phone or computer screen, they may be displaying a lack of interest in what you have to say, or they may just be distracted by something that is going on that is taking precedence over your interview. Perhaps they are monitoring an emergency situation, but they can’t or don’t share that with you. Or maybe they have just decided that they aren’t going to hire you, so nothing you say will make a difference. Again, they are just going through the motions.

Without being rude yourself, there is little you can do to get them to pay attention to you unless you manage to get their attention with a witty remark or a humorous story. Everyone usually responds to humor if it is well-delivered and natural. Not everyone can pull that off, however, and it is especially challenging if you are nervous.

They Didn’t Tell You About Next Steps Or Ask If You Have Questions For Them

If the interview has gone badly, interviewers won’t ask if you have any questions for them and they won’t offer what the next steps will be. If you ask and they seem vague or reluctant to tell you when they expect to fill the job, that is another sign that you probably aren’t going to be considered as one of the finalists.

Sometimes circumstances are just out of your control, and there is nothing you can do to save an interview that isn’t going well. As a post-interview exercise, you should considerâfrom hello to goodbyeâhow you believe you performed and what the reactions of your interviewer(s) were.

Did you fail to prepare properly?
Did you practice well enough beforehand that you were able to contain your nerves?
Were you prepared with the right kind of answers to the questions you were asked?
Were you concise in your responses or did you ramble?
Did you keep to the issue of your ability to do the job or did you veer off into the personal and wind up sharing too much?

If the interview has obviously gone bad and you are pretty sure you aren’t going to receive an offer, chalk it up to good experience and move on. Learn from the experience. Avoid blaming the entire situation on the interviewer. Perhaps you could have done something to engage their interest and change their minds about you during the interview.

Take responsibility for your performance and try to figure out how you can improve moving forward. Learn from your mistakes, adjust your approach if necessary, and move on. Perhaps that job wasn’t the best one for you anyway. Maybe not getting that job is a good thing. It frees you up for a better opportunity which may be just around the corner.

Interviews are a necessary part of every job search. Learn how to prepare. Learn how to handle your nerves. Practice with a friend or a coach until you hone the answers to the questions you are sure to be asked and can deliver them with confidence. Nothing replaces appropriate preparation, so if you do the work, you’ll always see results. Your hard work will pay off, we promise!

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.

How To Stay Confident During Job Interviews

August 24, 2023

It’s completely normal to feel nervous before a job interview. But once you’re face-to-face with the interviewer, you know you’ll succeed. You’re qualified. You meet all the requirements for the position. And…you really want the job. Your nerves will go away because you have confidence in yourself.

But what if those nerves worsen once your interview begins? What if you struggle to stay confident during job interviews?

When you lack confidence in yourself, hiring managers pick up on that quickly, and it can greatly hurt your chances of receiving a job offer. Here are three tips that will help you stay confident in a job interview:

1. Write Down All Your Answers (And Read Them Out Loud!)

Interviewing, like everything else in our lives, becomes easier once it feels like a habitâsomething that we do all the time without overthinking it. The best way to make an interview feel natural and conversational is to practice.

Write down your answers to as many interview questions as you can. Then, read them out loud. Read them until you can say them in your sleep (that’s when you know you’re prepared!).

This will not only help you feel confident answering difficult interview questions, but it will also help you identify which answers you need to work on.

2. Visualize Your Interview Success

If you can visualize yourself succeeding in a job interview, your actions will follow. It’s not really “faking it until you make it.” It’s more like conditioning your body to think of a job interview as a positive experience, rather than a negative one. Turn that nervousness into excitement!

Visualization is one of the keys to being more confident in your job interviews. When it comes time to shake the hand of the hiring manager, it’ll feel like you’ve done the interview a thousand times because, in your head, you have!

3. Do A Mock Interview With A Friend

Practicing the interview beforehand is a great way to gain confidence. By doing a mock interview with a friend or colleague, you’ll get the feedback you need to ensure you’re going into the job interview polished and well-prepared. Your friend can offer constructive criticism and some much-needed words of encouragement.

Never do a mock interview with a family member. Your family is very biased. When you do a mock interview with a family member, they are often either overly critical or complimentary, both of which won’t do anything to help your confidence and performance when you get to the actual job interview.

Friends and colleagues, on the other hand, will give you honest feedback. They’ll challenge you to perform better. Some professionals have a hard time taking feedback without taking it personally, and that’s okay. Just think of the feedback from your mock interview as feedback that will help you feel more confident when the big day comesâfeedback that will, ultimately, help you land a job.

Everyone is more confident when they’re comfortable. These three tips will help you stay confident in your next job interview and feel comfortable answering any questions the hiring manager decides to throw at you.

Acing an interview is easy when it feels like second nature!

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This article was originally published at an earlier date.

Executive Spotlight: How Artificial Intelligence (AI) Will Transform Management

August 24, 2023

As organizations navigate an era characterized by rapid technological advancements, artificial intelligence (AI) emerges as a transformative force that promises to revolutionize the way management is conceptualized, executed, and optimized. While the benefits of integrating AI into management are numerous, from automating routine tasks to enabling data-driven decision-making of unprecedented accuracy, there are also various disadvantages and potential challenges that leaders need to be aware of during this transformative journey.

We recently asked our leading executives how they think AI will transform management.

Here are their responses…

Ana Smith, Leadership Development & Learning Strategist

I can confidently say that AI is poised to transform management in numerous ways, revolutionizing how businesses operate and leaders make decisions. Here are some key ways AI will transform management:

Data-Driven Decision Making: AI enables managers to make data-driven decisions by analyzing vast amounts of data quickly and accurately. AI-powered analytics can identify patterns, trends, and insights that human managers might miss, leading to more informed and effective decision-making processes.
Automating Repetitive Tasks: AI can handle repetitive and mundane tasks, freeing up managers’ time to focus on more strategic and creative aspects of their roles. This automation can lead to increased efficiency and productivity across the organization.
Predictive Analytics: AI can predict future outcomes based on historical data, helping managers anticipate challenges and opportunities. This capability empowers leaders to be proactive in addressing potential issues and optimizing business strategies.
Enhanced Customer Insights: AI can analyze customer data to provide deep insights into consumer behavior and preferences. This information enables managers to tailor products and services to better meet customer needs and drive customer satisfaction.
Personalized Leadership Coaching: AI-powered coaching tools can provide personalized guidance to managers, helping them enhance their leadership skills and management capabilities. These tools can identify areas for improvement and offer actionable recommendations.
Talent Management and HR: AI can streamline the talent acquisition process by screening resumes, conducting initial interviews, and matching candidates with suitable positions. Additionally, AI can analyze employee data to identify patterns that can inform HR decisions related to employee engagement, retention, and performance management.
Virtual Assistants for Managers: AI-powered virtual assistants can help managers with scheduling, reminders, and organizing their daily tasks. These virtual assistants can provide valuable support to busy managers, keeping them organized and on track.
Supply Chain Optimization: AI can optimize supply chain management by analyzing demand patterns, inventory levels, and logistics data. This can lead to improved inventory management, reduced costs, and better overall supply chain performance.
Risk Management: AI can help identify and mitigate potential risks by continuously monitoring data and identifying anomalies. This proactive approach can enhance risk assessment and response strategies.
Real-Time Insights: AI can provide real-time insights into various aspects of the business, allowing managers to monitor key performance indicators (KPIs) and react swiftly to changing market conditions.

It is crucial for managers and organizations to embrace AI and adapt to these transformations. Proper implementation and understanding of AI’s capabilities can lead to improved decision-making, increased efficiency, and competitive advantage in the ever-evolving business landscape.

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.”

Michael Willis, Sports Business Operations Executive

I look at artificial intelligence (AI) as historical, technological breakthroughs like flying, the automobile, electric lights, and the telephone due to their transformative impact on society.

In comparing AI to these historical discoveries, itâs important to note that while these innovations brought about significant changes, AIâs impact is particularly noteworthy due to its potential to affect nearly every aspect of human life, from work and education to healthcare and entertainment.

Additionally, AI presents unique challenges and considerations, such as ethical concerns, potential job displacement, algorithm bias, and questions about how AI will integrate into our social fabric. As AI advances, its trajectory will likely be shaped by technological progress, societal adoption, regulatory frameworks, and ethical guidelines.

Artificial intelligence (AI) is already impacting various aspects of sports management, and its transformative effects are expected to continue growing. Here are some ways AI could transform management in sports:

Player Activities

Injury Prevention and Management
Nutrition and Conditioning
Scouting and Recruitment
Game Strategy and Analysis
Data-Driven Management Decisions
Sports Analytics and Insights

Game Day Activities

Fan Engagement
Ticket Pricing and Sales
Social Media and Branding
Referee and Umpire Decisions

Striking the right balance between technology and human expertise will be crucial to successfully harnessing AIâs benefits in the sports industry.

Lynn Holland, GTM & Rev Gen Consultant

Coming from a perspective of selling operational transformation through technology adoption for efficiency, increased capacity with the same assets, and financial gains, I am a proponent of advancement.

As such, I see impactful advantages for managers to get behind an initiative to infuse AI tools into their management process. At the same time, I caution executives of the potential downside and to anticipate several obstacles when seeking buy-in with their teams:

The Managerial Advantages of AI:

1. Balancing the skill sets, workloads, and availability of subordinates to ensure allocated tasks and resources maximize productivity.

2. Monitoring employee performance metrics in real time to provide immediate training and coaching rather than waiting for formal reviews.

3. Gaining actionable insights as AI spots historical trends and patterns and predicts future trends and outcomes to make better decisions, pivot quickly, and substantiate management decisions for subordinates.

The Downsides & Obstacles:

1. Potential loss in empathetic support, understanding, and personal interaction between managers and their employees.

2. Erosion of managerial critical thinking and decision making without an AI tool.

3. Creating a vibe for employees that they are being surveilled by âBig Brotherâ with diminished autonomy, protections for personal information, and a sense of personal space.

4. Employee dependence upon turn-by-turn instructions, eroding the same critical thinking and decision making.

5. Employee fear of displacement or a skills gap to incorporate AI tools into their workflow.

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.

Lisa Perry, Global Marketing Executive

One of the most significant disruptors in this era of rapid change is artificial intelligence (AI). Nowadays, 77% of businesses are using or exploring AI. Among them, 35% of companies are using AI, and 42% are exploring AI for its implementation in the future. AI is reshaping the landscape of organizational leadership and management in several ways.

Data-Driven Decision-Making: AI can process vast amounts of data in real-time, providing managers unparalleled insights into customer behaviors, preferences, and sentiments leading to higher engagement and strong brand loyalty.
Predictive Analytics: Leveraging predictive analytics, managers can anticipate market trends, customer preferences, and potential risks enabling organizations to adapt to changing circumstances and giving them a competitive advantage.
Enhanced Efficiency: Using AI-powered tools allows management to focus on high-level strategic thinking and fostering innovation.
Strategic Planning: AI can assist management in formulating well-informed strategic plans by analyzing market trends and competitive landscapes much faster rate.
Customer Insights: AI-powered analytics can process customer data from various sources, providing comprehensive insights into their preferences, behaviors, and sentiments. Management can tailor products, services, and marketing campaigns to meet customer expectations effectively.

AI is the most transformative technology we will see in this lifetime. We better integrate it into our skill set, leadership, and management practices quickly to add value and ROI to the bottom line.

For a step-by-step guide on how to develop a brand strategy, check out my book How to Develop a Brand Strategy.

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.

Duncan Prior, Digital Transformation Consultant

Artificial intelligence has arrived and is here to stay and there are three areas where AI will transform management:

1. Managing the current emergence of AI

Robert Glazer devoted a “Friday Forward” weekly article to discussing the emergence of AI in the context of all other technology innovations and I reflect on parallels with the dot-com era. The article breaks down the steps in the innovation wave that engulfs us until things finally settle down and organizations can refocus on their objectives. For now, managers can expect the subject of AI to surface in most conversations so they will have to have a plan for dealing with the current hype.

2. Managing legacy

Perhaps the biggest challenge any organization faces is the delivery of digital transformation and change. From a technology perspective, the key reason is the legacy IT infrastructure that most companies continue to run. Cloud platforms and mobile devices offer the promise of supporting an agile business; however, getting there is rarely straightforward. Without that transformation, AI will not deliver any benefits and, if introduced on top of an aging business platform, will only introduce more complexity and chaos.

However, AI will deliver on that promise either for new business models or for organizations that have been able to transform, so the pressure on those managing a legacy business will increase over the coming years.

3. The day-to-day possibilities

For those running flexible IT systems, help is at hand that will enable managers to free up time to transform their organization. AI tools provide the opportunity to act as a “co-pilot” for staff. Take the example of submitting proposals for new business. This can be a time-consuming exercise with often a small chance of success. Most of the time is spent assembling the proposal response which takes up too much of the teamâs time when it could be focussed on the true value of its offering. Using AI to assist with this work isnât cheating. Rather, it is helping humans to perform their jobs as effectively as possible. And, in this example, AI can help people focus on opportunities that they have the most chance of winning!

Duncan Prior is a consultant specializing in digital transformation delivery and the host of the Making Things Work podcast series. He enjoys running, reading, and listening to music.

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