Our Blog

945 posts

What To Do If You’ve Lied On Your Resume

When you land an interview with a company, the deciding factor was probably your resumeâspecifically, the types of skills and experiences you included on it. But, what if you lied on your resume?

Lying on your resume can come back to bite you in the hiring process. It can hinder your job search and cause more problems down the line if you do get hired. If you're considering lying on your resume, here's why you should think twice.

Why Do People Lie On Resumes?

Woman thinking about lying on her resume

Most job seekers lie on their job applications and resumes because they are worried that they can't get hired based on the facts.

You can get hired with your current qualifications. Have faith! There is a job somewhere out there for you. However, it may not be as grand a role as you'd like if you haven't earned your stripes in the trenches yet.

It's important to know your genuine strengths and to leverage them accordingly. It's your job to sell yourself to potential employers in your resume and in your job interview. You're a business-of-one, after all. Lying about qualifications to get ahead faster, though, will only put you in harm's way.

Employers won't always know if you've lied on your resume or are faking your way through a new job. But if they figure it out, you are back to square one. And you've been fired.

One TV broadcaster in Toronto, Canada, for example, was fired over 10 years after he was hired purely for lying about completing his education. Marilee Jones was an ambitious academic administrator who attained the position of Dean of Admissions at MIT on the false claim of an undergraduate degree that had never been completed. She was promptly fired after the information was discovered. Some companies will go ahead with verifying your employment, find out you've lied, and never tell you. They just won't hire youâand they'll flag you as "Do Not Hire"...ever. Let's avoid that.

What To Do If You've Lied On Your Resume

So, what can you do if you've lied on your job application or your resume?

Do you try to bluff your way through for 10 years or more? On the job application form, did you tell them about your misdemeanor felony convictionâif not, then when? How can you handle this without losing out on the job?

1. Withdraw Your Application

Woman on phone withdraws her dishonest job application

This is your safest option. Simply call and say you are "withdrawing your application at this time." If asked for a reason, tell them you've "reconsidered your application."

That's the truth.

They may assume the timing, title, or money isn't right or that you have another job offer or you heard something that makes you think it's not the right company for you. That's all okay.

2. Revise Your Resume & Ask The Hiring Manager To Refer The New Copy

Man thinking about when he lied on his resume

In this case, you can tell them you "noticed some errors" and "want to correct them." Note that this won't work if you've created jobs or performance claims that were exaggerated. However, you can truthfully state that you want to be "more exact," if you wish. They may assume you had someone else write your resume and the errors were theirs.

That said, this isn't always going to work.

3. Come Clean

Woman on laptop stressed about lying on her resume

This may mean you lose out on the job opportunity, but sometimes people have big hearts. There's a good chance they are going to find out about the lie(s) anyway through reference checks or your own social media presence (like LinkedIn).

Provide a corrected resume or job application and tell them the truth. In life, we need to own up to our mistakes and learn from them. Tell them that, tooâthat you made a mistake and you want to make it right. It's a sign of good character to do that. People make mistakes, especially under pressure (and needing a job is a lot of pressure).

It's best not to end up in this position, but if the deed is done, these are the top three ways of fixing the problem...

How To Avoid The Problem

You can explain job gaps and sudden departures from school or a former job in the interview. If you have a criminal record, and that would include any DUIs, be upfront about it or call immediately to tell them you neglected to mention it and would like to "set the record straight."

Some things are not automatic barriers to employmentâbut lying about them may be.

Now is the time to change your resume and social media profiles, such as LinkedIn, so you never have to worry about this again. Do it today so if your dream job opens up tomorrow, you are polished and ready to stand out to employers on your own merit.

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.

Acquiring Job Advance Your Career Career Changing Careers and Employment Education Internship

What To Do If You’ve Lied On …

Forget Love. When It Comes To Creative Collaboration, All You Need Is TRUST.

Wearing many different hats on event production, as well as lots of time on TV, commercials, and movie sets has allowed me to make certain observations around TRUST.

When looking for a creative partner to deliver on your vision, in my opinion, TRUST is everything.

Establishing TRUST and having fantastic collaboration require specific skills and qualities. You must be honest, consistent, competent, respectful, and accountable to establish TRUST. When selecting a creative partner, look for people with a shared vision, complementary skills, good chemistry, and reliability.

Check, Check, And Checkmate!

Creative professionals/filmmakers collaborate on a film set

For all the reasons I listed above, I love working with the folks at Wray Ward Advertising of Charlotte and the Tampa Bay production team led by freelance producer Danielle Galalla. Together, over two years and many jobs, we have developed genuine TRUST and all that goes with it. This team excels at maximizing content assets by doing the work of prepping, shooting, and editingâwith every production phase feeding the next.

The production process is full of idioms that sometimes seem trite but make sense when we see them in action. Expressions have true meanings. For example:

"We're on a roll" - is a prolonged spell of success.
"Nose to the grindstone" - is working hard and consistently striving to improve.
"Go beyond"- is when options can be good things, being able to do more good stuff to ensure the work shines.
"Make the cut" - thatâs because great editing requires choices.
"The devil is in the details"- guess what? It is all details. If you don't have a "Plan A," then there is no "Plan B" or "Plan C" that you will definitely need as challenges arise.

In summary, you can build strong relationships, create exceptional work, and achieve more when you have TRUST.

So, if you are planning your next production and want it to be great, reach out and letâs talk. Let me walk you through what you might be missing. TRUST me, please.

And THAT, my friends, is a wrap!

Acquiring Job Advance Your Career Career Changing Careers and Employment Education Internship

Forget Love. When It Comes To Creative …

Learning how to introduce yourself in an email is a valuable skill that you can rely on in numerous situations. Being able to quickly connect with people and make a great impression will always come in handy! This guide will teach you how to write a self-introduction email that works. Table of contents What is […]

The post How To Introduce Yourself In An Email (Strong Examples) appeared first on Career Sherpa.

Acquiring Job Advance Your Career Career Changing Careers and Employment Education Internship

How To Introduce Yourself In An Email …

5 Tips For Nailing Your Next Phone Screen

When you have an employer calling and saying they want to schedule a phone interview with you, that means you look good on paper and they now want to see if you are all that you say you are. The phone screen is a critical stage in the job search process because how well you communicate and perform will pave the way to the big opportunity of a meeting at their office with the decision makers.

In most instances, the phone screen is conducted by someone from HR. They'll primarily review your professionalism and communication skills to see if you are articulate, knowledgeable, and have the right experience and skills for the job.

The ultimate mission is to screen out candidates so that the ones who are invited for an in-person interview are the best in the bunch. So, here's how you can ace the phone screen:

1. Watch Your Intonation & Build Rapport

Your intonation and body language account for 90% of the effectiveness of your communications. If you are on the phone with no video, your intonation is all you have so be enthusiastic and try to build rapport as people hire people they like.

At this point in the process, the screener is also looking to clear up any questions or hesitation they may have about you from reviewing your resume. Be aware of anything on your resume that may be a red flag and prepare to respond to it without coming off as defensive.

You want to be honest and address any concerns, but also know how to steer the response to something more positive that brings back the message of "this is what I have to offer that you need."

2. Dress The Part And Talk The Part

Are you struggling with confidence before your phone screen? Wear your favorite interview outfit. The one you know you look good in. You'll feel confident and professional.

Also, today's "phone screens" don't necessarily mean just voice. Many employers may request a virtual interview, so be prepared to not only talk the part but dress the part too.

How you look and sound leaves an impression, just like it would from an in-person meeting. Express energy and enthusiasm in your tone.

3. Speak Of Accomplishments When Asked About Previous Jobs And Responsibilities

Employers asking about your past experience aren't looking for a description of your job. If you want to impress, you need to speak of accomplishments and success and how those experiences have prepared you to contribute and bring success to future employers.

Quantify your experience. Do your research and talk to the need that the job posting highlights and then talk about how you've been there, done that, and can directly contribute to the employer's needs.

4. Be Prepared To Handle The Offbeat Question

Woman answers a difficult interview question during a phone screen

Some phone screens have standard questions directed toward your experience and skills, but there are also employers who may put you on the spot with a scenario to see how you react and respond.

The important thing is to not let these types of questions rattle or stump you. Keep a can-do attitude. Make sure you know your experiences, accomplishments, skills, and strengths like the back of your hand. Also, know how you can help the company reach its goals. It'll be hard to stump you when you've done your research.

5. Be Ready To Talk About Salary Requirements

You will be asked this to see if you are in their salary range. This can be tricky because if you present a number below what the employer has budgeted, you lose any chance of securing a higher salary, one the employer may (or would) have considered. And if you present a number that is too high, the employer may decide to dismiss your application and resume even before you have had the chance to make your case in an interview.

The best way to respond to a question about salary during a phone screen is to say, "Although the job and the challenge are most important to me, you should know that I am considering a salary in the XX to YY range." If you make it through the interview process to the last round of interviews, you'll also want to hone your salary negotiation skills.

Each employer will have a different method of screening applicants over the phone. But with these tips, you'll be prepared for whatever comes your way.

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.

Acquiring Job Advance Your Career Career Changing Careers and Employment Education Internship

5 Tips For Nailing Your Next Phone …

Finding a job may be easy, but landing a real career is a different story. Go beyond punching the clock and getting through the day and elevate your work experience by seeking to truly excel at your profession. Here are a few versatile tips that will help you succeed on any career path. Get to […]

The post 6 Tips To Excel in Any Career appeared first on Jobacle.com.

Acquiring Job Advance Your Career Career Changing Careers and Employment Education Job

6 Tips To Excel in Any Career

Being prepared to speak about your problem-solving skills is essential if you want to be a competitive applicant for any job. But many job-seekers arenât sure where to start! This guide will help you come up with great examples of your problem-solving skills, so you can impress the interviewer. The Importance of Demonstrating Problem-Solving Skills […]

The post 10 Best Examples Of Problem-Solving Skills For Interviews appeared first on Career Sherpa.

Acquiring Job Advance Your Career Career Changing Careers and Employment Education Internship

10 Best Examples Of Problem-Solving Skills For …

What To Email When A Recruiter Doesn’t Follow Up

You haven't heard back from a recruiter about a job you're interested in. What should you say in your follow-up email?

When you're following up with a recruiter on a job where you feel like they've ghosted you or you simply haven't heard from them in a while, I know that you want to email them and say, "I'm just following up to see where you are in the hiring process."

Don't do that.

Never use the word "just" or the phrase "I'm just following up." It sounds passive-aggressive. It's a real turnoff. And I know you're thinking, "But they're the one who blew me off." They might be, but they're also the customer in this scenario. You want their job. They're trying to decide whether to hire you, aka pay you (a business-of-one) to provide a service for the company. They're the customer. We're never rude to the customer.

So, here's what you send instead...

How To Follow Up With A Recruiter

@j.t.odonnell What to email when a recruiter doesn't follow up. #careertok #jobsearch #learntok #jobs â¬ original sound - J.T. O'Donnell

Example of a follow-up email to a recruiter:

Dear recruiter,

I wanted to be proactive and see if there's anything else I can do to further my candidacy for the XYZ job. I'm really interested.

Sincerely,

Your name

That's it. By wording your follow-up email this way, you're being polite, not calling them out, and keeping it short. And that's exactly what recruiters are looking for.

Does this email get you a response every time? No. But it certainly increases the chances that a recruiter will respond and let you know where everything's at in the hiring 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!

Acquiring Job Advance Your Career Career Changing Careers and Employment Education Internship

What To Email When A Recruiter Doesn’t …

There have been a lot of changes in the last year that impact how you search for a job. Familiarize yourself with some of these advancements that give job seekers a slight advantage! As you review and read this week’s compilation of job search articles, I hope you will ask yourself, how will I use […]

The post Summary Sunday: Issue #512 appeared first on Career Sherpa.

Acquiring Job Advance Your Career Career Changing Careers and Employment Education Internship

Summary Sunday: Issue #512

I was recently working with a midsize business owner/CEO who wanted to know if I thought we were headed to a recession or if what he was hearing on his favorite news show was true about how it wasnât true and I said...

âTIME OUT."

They looked at me and it was silent for a few seconds, and I said, would you be open to a discussion about something? They said of course! I said, âWhat really is the #1 thing on your mind that we should be really talking about?â The person looked away, took a deep breath, and said, âI am really stuck trying to decide where to prioritize my organization given all the uncertainty I am hearing about.â They then rattled off several ideas that all sounded like great ideas to pursue to grow and the individual was very excited and passionate about all of them. They then shared all the risks of changing but they know they need to.

Sound familiar? It led us down a whole different path that ultimately uncovered what so many leaders struggle with when there is so much uncertainty.

When it comes to small to midsized business owners/CEOs, there are typically three reasons I see that lead to them stalling out in their growth.

Reasons Why CEOs Get Stuck In Their Businesses

CEO/businesswoman leads a meeting at work

A. They are paralyzed and work to rationalize why they have not changed anything they are doing, knowing that they need to. I hear things like, âI am too busy,â âDo you know how hard it is to find good help,â âI am still working on sizing the market,â âI think this or that,â âDo I invest, retrench, and just ride it out and hope for the best?â

B. They donât know where/how to begin, or stick to what they know. This often explains why they use the phrases above as excuses for not moving forward.

C. FOMO (fear of missing out). If they were to prioritize they could miss out on something else so they keep all options open and see what happens.

The problem with all three reasons above is they risk creating financial, operational, and emotional issues that ultimately could take the company downâand result in employees losing jobs.

The Costs Of CEO Neglect: Financial, Operational & Emotional

CEO and other executives talk about their business plan during a meeting

When CEOs fail to address their reasons for getting stuck, A LOT can go wrong. Financially and operationally, there are potential revenue and profit declines, market share losses, and higher costs. Emotionally there will be decreased morale, increased stress, decreased trust, and anxiety without a clear vision and an effective communication plan.

FACT: The #1 mistake that small and midsize business owners make during uncertain times is failing to adapt quickly enough to changes in the market or consumer behavior.

This can manifest in a few different ways:

Sticking with the status quo: Some business owners may be reluctant to change their business models or processes, even when it becomes clear that the old way of doing things is no longer effective.

Clinging to familiar methods or routines: Usually, out of fear of the unknown, even as the business suffers.

Cutting too many corners: Conversely, other business owners may panic and overreact to uncertain conditions by making drastic cuts across the board.

Trying to save money in the wrong places: They may lay off too many employees, reduce marketing and advertising budgets, or stop investing in new products or services altogether.

Failing to communicate effectively: During times of uncertainty, it's crucial for business owners to communicate clearly and frequently with employees, customers, and other stakeholders.

Hesitating to share bad news or admit to uncertainty: Holding back on the truth can lead to confusion, mistrust, and frustration.

Over-communicating: Sharing too much or too vaguely may also create confusion and uncertainty.

The decisions above may provide some immediate relief, but they can hurt the long-term health of the business.

How CEOs Can Properly Assess Business Opportunities & Challenges

CEO shakes hands with another executive during a meeting

Here are ideas on how to assess the various opportunities and challenges you are facing:

Conduct a risk assessment: A risk assessment can help you identify potential risks and opportunities that could impact your business. You can do this by analyzing your business processes, reviewing your financial statements, identifying potential legal or regulatory issues, and assessing your competition. Once you have identified these risks, you can prioritize them based on their likelihood and potential impact on your business. Solidify your current business foundation first and foremost!
Develop a strategic plan: A strategic plan can help you prioritize opportunities that align with your business goals and objectives. This plan should outline the steps you need to take to achieve your goals, including the resources required and timelines for completion. By prioritizing your opportunities, you can focus on those that have the most potential to drive growth and profitability.
Seek expert advice: As a business owner/CEO, you may not have all the expertise required to identify and prioritize risks and opportunities. Seeking advice from experts such as consultants, lawyers, accountants, or industry peers can provide valuable insights and help you prioritize your risks and opportunities effectively. Joining peer advisory groups to bring outside perspectives in a confidential/safe place can confirm your decisions, catch risks you didnât see, and/or provide new ideas for you to consider.

In summary, having a solid business foundation is crucial for a CEO before pursuing new products or services because it ensures they have a clear understanding of the market, and provides financial stability, operational efficiency, risk management, and strategic planning abilities.

Overall, prioritization is essential for small/midsize business owners to effectively manage their workload and achieve their goals. It's important to identify any barriers to prioritization and work to overcome them to ensure that tasks are completed in a timely and efficient manner.

If you want to connect with me to discuss further or provide other insights please let me know at [email protected] or connect with me on LinkedIn.

Acquiring Job Advance Your Career Career Changing Careers and Employment Education Internship

3 (Hidden) Costs Of CEO Neglect

5 Ways Every Small Business CEO Should Think About M&A In 2023

I recently worked with an accidental CEO early in her career. She took over a business upon the sudden death of the previous owner. She stepped in as the interim president, not knowing that she was walking into a situation that would ultimately be a turn-around or shut-down situation. Or, that this would become her new career.

Not only did she succeed in turning the business around, she now leads a larger and very successful business, less than 10 years later, and is now looking to acquire a company in order to expand.

Why Small Business CEOs Should Consider M&A Right Now

Mergers and acquisitions, M&A, partnership concept

As a small business CEO, if you are not thinking of M&A as part of your strategic growth in your 3-to-5-year plan, you are potentially ignoring the largest opportunities for growth. If you are waiting until the economy stabilizes, you are missing an opportunity. As you consider acquisitions, there are five things you should contemplate:

1. Is your house in order? Do a self-audit or at least look in the mirror before starting down the road of a transaction. Do you have the right players, in the right seats, and is everything running smoothly? Understand where you will be stretched during a transaction and where you will pull from to meet the needs.

2. Understand your risk tolerance. Identify the risk you can tolerate if things donât go according to plan with either your organic business or the slowing economy. Do you have your reserves and contingency plans? Thorough due diligence should be expected; small and mid-sized acquisitions by small and mid-sized companies often mean more detailed due diligence because of the catastrophic impact a failed deal could have on a business. Involve your team members in the diligence as practicable; besides becoming invested in the success of the transaction and post-integration, they become better leaders as a result.

3. Whatâs the growth opportunity? Specifically, whatâs the strategic growth opportunity? M&A can drive growth, especially during slower economic times when organic growth may be lagging.

4. Whatâs the culture like? Culture is often neglected, especially in small deals, even though people and culture are a significant part of how the small business became successful. Culture diligence is as important as financial and operational diligence. A culture clash can kill a deal or cause a post-deal integration failure.

5. Are you being bold enough? Through exponential growth, a small business can disrupt an industry and become the industry leader. Acquire one business a year and you can be positioned to be that industry leader. In short, donât miss an opportunity by waiting for a stable economy; a good deal in tough times is a good deal.

Finally, if you are struggling to contemplate these on your own, seek some help. Smart small business owners know they should work with mentors and coaches to help them navigate the expansion of their business. You are heading into unfamiliar territory. It only makes sense to have someone whoâs been there to help you navigate the process and help you take advantage of the M&A opportunities in your industry and business model.

As a Vistage Chair, I work with high-performing CEOs like you who are committed to what we call âa life of climbââcontinuously working together to be better leaders who enjoy better outcomes for their companies. If this article resonates with you, I invite you to connect with me by email at [email protected], or on LinkedIn.

Acquiring Job Advance Your Career Career Changing Careers and Employment Education Internship

5 Ways Every Small Business CEO Should …

Executive Spotlight: How To Recover From A Failure At Work

Although we shoot for perfection and success at work, we all experience failure at some point in our careers. Failure can be difficult to handle in a professional setting. Executives and other leaders in the workplaceâour mentors, the ones we look up to at workâhave all failed. Not only that, but they've recovered from failure and found success in the process.

We recently asked our successful executives how they recover from a failure at work.

Here are their responses...

Lisa Perry, Global Marketing Executive

When I worked at The Disney Channel, one of my jobs was to proof ads. I was the last sign-off before the ad went to press. It was an exciting time as we launched a new campaign in support of a new series. It was quickly dampened when I learned that the ad, which had gone live that morning, had a glaring error Iâd missed.

The most forward-thinking companies embrace risk-taking and the possibility of failure. What's wonderful about failure is the learning you receive from it. You learn substantially more from failures than successes. Failures should push you to bounce back and work harder to achieve your goals, making you stronger. Here are three things you should model as a leader within your organization:

1. Lead by Example: Management should share past examples of company failures, suggest new solutions that might work, and receive ideas from others without judgment.

2. Provide a Solution: While failing is okay, managers need to encourage employees to provide solutions to problems and propose an action plan for the next steps. Managers can then review and provide guidance on how best to proceed.

3. Don't Repeat Failures: The key here is to learn from your mistakes, document the learning, establish a process that ensures these failures won't happen again, and share these learnings throughout the organization.

The best advice I received is that failure is a success if we learn from it.

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.

Lynn Holland, VP Sales & Business Development

Woman stressed about a failure/mistake on the job

As a lover of the outdoors and living within driving distance of Oregonâs Mt. Hood, I was drawn to skiing. I volunteered as a cross-country instructor for an alpine club, then taught for a ski resort, secretly motivated by free lift tickets so I could get better at skiing downhill. Initially, I was afraid of failure and intimidated so when venturing onto harder runs it was natural to lean into the mountain. Yet I quickly learned that when I leaned out, though counterintuitive, I fell less, and I became a better skier.

As an executive, I see leaning out as risking to attempt something new and being aggressive to grow, learn, and accomplish greater things, knowing that along the way I will probably break some stuff. In my mind, as long as I learn from it and bring future success out of it, it has value.

After I launched my first company, leaning out manifested a failure as I negotiated a supply chain partnership to source products globally vs. just domestically. It represented a huge opportunity for my business, but in doing so, I failed to dig deeply into the relationship, the financial chain of custody, and the quality assurance process with each of the individual factories. As a result, my orders experienced missed lead times and material defects that were costly and embarrassing, and I later learned there was another party between my contractual partner and the factories who failed to perform.

This taught me to take full ownership of every aspect of my business and prompted me to implement a four-point policy that helped me select, negotiate, and manage all future partnerships successfully.

Here are some of my learnings about failing in business, recovering from it, and using it to propel our careers:

The most accomplished and celebrated leaders and entrepreneurs in history failed many times before they were a success.
Always fail while risking to accomplish something great.
Always take full ownership of failure to preserve credibility, integrity, and reputation.
Root out and take from a failure every available ounce of growth and wisdom into the next goal and keep striving.
Read the speech âMan in the Arenaâ by Theodore Roosevelt to remember to tune out the naysayers, haters, and critics who keep us from attaining greatness.

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.

Ana Smith, Talent Architect & Global Learning Strategist

When I think about recovering from a failure at work, I always have to ask/think about the context of the culture and psychological safety of the team, the business segment, and the organization where the failure happens.

As leaders or people managers, we play a critical role in how our team members perceive and react to failure when it happens; creating the necessary psychological safety and culture of learning is key to this.

Promoting a growth mindset for our people calibrates how they interpret failure in a completely different way than people with a fixed mindset. Folks with a growth mindset see failure as a signal that they need to put in more effort, try different strategies, or seek feedback and guidance. They use failure as a motivation to improve and grow, rather than as a reason to give up or feel ashamed.

Some examples of how people with a growth mindset view failure include:

Failure is only failure if we fail to learn from it
Failure is an opportunity to enhance our skills and knowledge
Failure is a challenge that pushes us out of our comfort zone

However, having/exercising a growth mindset is not always easy or simple. It requires practice, persistence, and support from your leader/manager.

Bouncing back from failure at work can be hard, but itâs not impossible. There are some steps we can all take to recover from a setback and move forward with confidence.

Some of the steps you/we can take are:

Being honest with your superiors and admitting your mistake
Don't make excuses or blame others for your failure
Find the silver lining (and there's always one!)
Learn from your failure

Using failure as an opportunity to improve your skill set and potentially become a better leader.

These steps can help you bounce back from failure at work and show that you are resilient, adaptable, and committed to your goals.

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."

Kathryn Marshburn, Music Program Manager

Businesspeople in a meeting upset about a failure at work

Successful executives get used to failure because it provides so much growth and opportunity to learn. Creating a culture of celebrating failure is important and that starts with humility in the workplace.

While I worked for Spotify, Dawn Ostroff, a C-suite executive at Spotify, would share failures, break them down, and celebrate in our town halls (in front of 3000 employees) where we could learn as a team from the mistakes. I remember seeing the title for her presentation and I was so intrigued and teams across the company were inspired. We took notes on how to not repeat those mistakes, lean into them, and forward progression for new strategies.

When a failure occurs:

Accept it with humility
Gather all the facts
Review how we could improve moving forward
Come to the table with a mindset of failures = possibilities

I believe developing your skills in the practice of losing and accepting is a huge educational opportunity, so your skill set includes being put in uncomfortable positions, so that you can get good at rejection. I believe that people are too addicted to positive reinforcement and we could all grow from learning how not to repeat the failure where the next project benefits from the previous failure.

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

Michael Willis, Sports Business Operations Executive

Man on laptop shocked, stressed about a failure at work

No one begins a journey with failure as part of their plan. Caution might lurk, but turning back is not an option.

As executives and leaders, we know that failure is part of success. The real work for leaders begins when you must figure out what works and what doesnât.

The first step is to own the failure. Donât blame anyone or anything else. Take full responsibility for the failure and the action needed to correct it.

Find the fix, and understand what went wrong.

Test the solution from beginning to end to ensure everything works as planned.

Meet with your team to outline what failed. Inform everyone what was done to solve the problem. And share with the team the new protocols going forward.

In summary, everyone on the team must communicate a breakdown or failed system. Leaders canât effectively lead with missing information. Leaders need to lead teams that are invested in the end product.

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.

John Schembari, Senior Education Executive

[rebelmouse-image 33252364 expand=1 dam=1 alt="\"Time to evaluate" site_id=19546645 is_animated_gif="false" original_size="900x615" crop_info="%7B%22image%22%3A%20%22https%3A//assets.rbl.ms/33252364/origin.jpg%22%2C%20%22thumbnails%22%3A%20%7B%22origin%22%3A%20%22https%3A//assets.rbl.ms/33252364/origin.jpg%22%2C%20%221245x700%22%3A%20%22https%3A//www.workitdaily.com/media-library/bigstock-top-view-note-book-written-tim-465559365-jpg.jpg%3Fid%3D33252364%26width%3D1245%26height%3D700%26coordinates%3D0%252C54%252C0%252C55%22%2C%20%221200x400%22%3A%20%22https%3A//www.workitdaily.com/media-library/bigstock-top-view-note-book-written-tim-465559365-jpg.jpg%3Fid%3D33252364%26width%3D1200%26height%3D400%26coordinates%3D0%252C157%252C0%252C158%22%2C%20%22300x%22%3A%20%22https%3A//www.workitdaily.com/media-library/bigstock-top-view-note-book-written-tim-465559365-jpg.jpg%3Fid%3D33252364%26width%3D300%22%2C%20%22600x200%22%3A%20%22https%3A//www.workitdaily.com/media-library/bigstock-top-view-note-book-written-tim-465559365-jpg.jpg%3Fid%3D33252364%26width%3D600%26height%3D200%26coordinates%3D0%252C157%252C0%252C158%22%2C%20%221200x600%22%3A%20%22https%3A//www.workitdaily.com/media-library/bigstock-top-view-note-book-written-tim-465559365-jpg.jpg%3Fid%3D33252364%26width%3D1200%26height%3D600%26coordinates%3D0%252C82%252C0%252C83%22%2C%20%221200x800%22%3A%20%22https%3A//www.workitdaily.com/media-library/bigstock-top-view-note-book-written-tim-465559365-jpg.jpg%3Fid%3D33252364%26width%3D1200%26height%3D800%26coordinates%3D0%252C7%252C0%252C8%22%2C%20%22750x1000%22%3A%20%22https%3A//www.workitdaily.com/media-library/bigstock-top-view-note-book-written-tim-465559365-jpg.jpg%3Fid%3D33252364%26width%3D750%26height%3D1000%26coordinates%3D219%252C0%252C219%252C0%22%2C%20%22600x400%22%3A%20%22https%3A//www.workitdaily.com/media-library/bigstock-top-view-note-book-written-tim-465559365-jpg.jpg%3Fid%3D33252364%26width%3D600%26height%3D400%26coordinates%3D0%252C7%252C0%252C8%22%2C%20%222000x1500%22%3A%20%22https%3A//www.workitdaily.com/media-library/bigstock-top-view-note-book-written-tim-465559365-jpg.jpg%3Fid%3D33252364%26width%3D2000%26height%3D1500%26coordinates%3D40%252C0%252C40%252C0%22%2C%20%22300x300%22%3A%20%22https%3A//www.workitdaily.com/media-library/bigstock-top-view-note-book-written-tim-465559365-jpg.jpg%3Fid%3D33252364%26width%3D300%26height%3D300%26coordinates%3D142%252C0%252C143%252C0%22%2C%20%22700x1245%22%3A%20%22https%3A//www.workitdaily.com/media-library/bigstock-top-view-note-book-written-tim-465559365-jpg.jpg%3Fid%3D33252364%26width%3D700%26height%3D1245%26coordinates%3D277%252C0%252C277%252C0%22%2C%20%2235x35%22%3A%20%22https%3A//www.workitdaily.com/media-library/bigstock-top-view-note-book-written-tim-465559365-jpg.jpg%3Fid%3D33252364%26width%3D35%26height%3D35%22%2C%20%221000x750%22%3A%20%22https%3A//www.workitdaily.com/media-library/bigstock-top-view-note-book-written-tim-465559365-jpg.jpg%3Fid%3D33252364%26width%3D1000%26height%3D750%26coordinates%3D40%252C0%252C40%252C0%22%2C%20%22210x%22%3A%20%22https%3A//www.workitdaily.com/media-library/bigstock-top-view-note-book-written-tim-465559365-jpg.jpg%3Fid%3D33252364%26width%3D210%22%2C%20%22600x300%22%3A%20%22https%3A//www.workitdaily.com/media-library/bigstock-top-view-note-book-written-tim-465559365-jpg.jpg%3Fid%3D33252364%26width%3D600%26height%3D300%26coordinates%3D0%252C82%252C0%252C83%22%2C%20%22600x600%22%3A%20%22https%3A//www.workitdaily.com/media-library/bigstock-top-view-note-book-written-tim-465559365-jpg.jpg%3Fid%3D33252364%26width%3D600%26height%3D600%26coordinates%3D142%252C0%252C143%252C0%22%2C%20%221500x2000%22%3A%20%22https%3A//www.workitdaily.com/media-library/bigstock-top-view-note-book-written-tim-465559365-jpg.jpg%3Fid%3D33252364%26width%3D1500%26height%3D2000%26coordinates%3D219%252C0%252C219%252C0%22%2C%20%22600x%22%3A%20%22https%3A//www.workitdaily.com/media-library/bigstock-top-view-note-book-written-tim-465559365-jpg.jpg%3Fid%3D33252364%26width%3D600%22%2C%20%22980x%22%3A%20%22https%3A//www.workitdaily.com/media-library/bigstock-top-view-note-book-written-tim-465559365-jpg.jpg%3Fid%3D33252364%26width%3D980%22%7D%2C%20%22manual_image_crops%22%3A%20%7B%229x16%22%3A%20%7B%22sizes%22%3A%20%5B%22700x1245%22%5D%2C%20%22top%22%3A%200%2C%20%22height%22%3A%20615%2C%20%22width%22%3A%20346%2C%20%22left%22%3A%20277%7D%2C%20%22600x300%22%3A%20%7B%22sizes%22%3A%20%5B%22600x300%22%5D%2C%20%22top%22%3A%2082%2C%20%22height%22%3A%20450%2C%20%22width%22%3A%20900%2C%20%22left%22%3A%200%7D%2C%20%223x1%22%3A%20%7B%22sizes%22%3A%20%5B%221200x400%22%2C%20%22600x200%22%5D%2C%20%22top%22%3A%20157%2C%20%22height%22%3A%20300%2C%20%22width%22%3A%20900%2C%20%22left%22%3A%200%7D%2C%20%223x2%22%3A%20%7B%22sizes%22%3A%20%5B%221200x800%22%2C%20%22600x400%22%5D%2C%20%22top%22%3A%207%2C%20%22height%22%3A%20600%2C%20%22width%22%3A%20900%2C%20%22left%22%3A%200%7D%2C%20%221x1%22%3A%20%7B%22sizes%22%3A%20%5B%22600x600%22%2C%20%22300x300%22%5D%2C%20%22top%22%3A%200%2C%20%22height%22%3A%20615%2C%20%22width%22%3A%20615%2C%20%22left%22%3A%20142%7D%2C%20%223x4%22%3A%20%7B%22sizes%22%3A%20%5B%221500x2000%22%2C%20%22750x1000%22%5D%2C%20%22top%22%3A%200%2C%20%22height%22%3A%20615%2C%20%22width%22%3A%20462%2C%20%22left%22%3A%20219%7D%2C%20%2216x9%22%3A%20%7B%22sizes%22%3A%20%5B%221245x700%22%5D%2C%20%22top%22%3A%2054%2C%20%22height%22%3A%20506%2C%20%22width%22%3A%20900%2C%20%22left%22%3A%200%7D%2C%20%224x3%22%3A%20%7B%22sizes%22%3A%20%5B%222000x1500%22%2C%20%221000x750%22%5D%2C%20%22top%22%3A%200%2C%20%22height%22%3A%20615%2C%20%22width%22%3A%20820%2C%20%22left%22%3A%2040%7D%2C%20%222x1%22%3A%20%7B%22sizes%22%3A%20%5B%221200x600%22%2C%20%22600x300%22%5D%2C%20%22top%22%3A%2082%2C%20%22height%22%3A%20450%2C%20%22width%22%3A%20900%2C%20%22left%22%3A%200%7D%7D%7D" to="" evaluate="" =" site_id=19546645 is_animated_gif=false original_size=\"900x615"]

âI like to conduct after-action reviewsâor AARsâafter failures on the job.

The AAR process is as follows:

What was supposed to happen?
What actually happened?
Why did it happen?
What are we going to do next time?

What I like about the AAR process is that it is not just about identifying a problem but highlighting solutions/next steps which hold me (and others) accountable for change. This works for project-based failures.

When it comes to leadership failures that are often surfaced in 360-degree/other performance reviews, I like to find mentors/resources in that area and discern what is and what is not in my power to address/change.

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.

John Hoffman, Creative Producer

Video production/film team work through a failure

Being a creative producer in the film and live experiential event industry requires handling setbacks, challenges, and adverse conditions. Therefore, the skill of dealing with failure, or redefining it as setbacks on the job, is crucial for success.

To excel as a creative producer, it's essential to understand the primary responsibility of bringing a TV or live event concept to life:

Overseeing every aspect of the project
Generating ideas to collaborate with production partners and artists
Coordinating with all teams involved in all phases of the production process

Maintaining a positive attitude and staying focused on finding solutions is essential, and identifying pitfalls and solving problems is a superpower honed from years of experience. Setbacks can be turned into opportunities for growth and success, but this requires clear communication of expectations to stakeholders and realistic goals.

Instead, by approaching setbacks as opportunities for growth and focusing on finding solutions, creative producers can overcome challenges and succeed in bringing innovative and creative concepts to life.

With experience and agility, you learn to expect the unexpected because failure is not an option for a creative producer.

John Hoffman has 15+ years of leadership experience creating and producing video content, branded entertainment, PR stunts, and experiential and live events. At his core, he's a storyteller who has mastered the creative map and can scale logistical mountains.

How do you recover from a failure at work? Join the conversation inside Work It Daily's Executive Program.

Acquiring Job Advance Your Career Career Changing Careers and Employment Education Internship

Executive Spotlight: How To Recover From A …

4 Things To Know Before Taking A Lower-Level Position

It's easy to think that taking a lower-level position means putting the brakes on your career track or even taking a step back. But in fact, there can be a lot to gain with such a decision.

Sometimes you have to take a step back in order to take a step forward in your career. There are a number of practical reasons why taking a lower-level position makes sense.

Career Changers

A large percentage of professionals making a career change will face the need to start near the beginning with entry-level workers. If you make a drastic career change, such as going from ER nursing to accounting on the CPA track, you can't expect an opportunity to jump right to the top until you have honed skills and subject matter expertise.

Of course, if you have transferable skills from a previous career that may help to secure an opportunity above entry-level.

Field Of Practice Changers

Professional prepares for a work meeting

There are many people who choose to stay in their profession, but make a change in their field of practice. For example, you may have started your career in marketing for the travel industry, but decided to switch to the pharmaceutical industry.

A lateral move may not always be possible because, like the career changer, you may not have the industry knowledge needed in the field, especially if it is a highly specialized sector. For instance, the technical language used to market pharmaceuticals in the United States follows strict guidelines approved by the Food and Drug Administration. The approaches taken to marketing may be drastically different between the two fields.

Job Changers

A manager welcomes a new employee to the company on her first day

Job changers include individuals who want to make a switch in the type of company or organization they work for. Certainly, working for a non-profit is not the same as corporate, and going from an agency to an in-house position has its differences. So while you may take a lower-level position, the title and associated responsibilities may vary widely between employersâand it is important to consider the experiences and opportunities available with the open position.

For instance, you may go from an agency to an in-house position at a lower level. Expectations for formal promotions also may vary given the different corporate cultures involved. Essentially, you may start off in what is perceived as a lower-level position, but wind up with far more advanced experiences than you might otherwise have.

The (Extended) Unemployed Candidate

Unemployed professional ponders his career options

Times of economic uncertainty typically result in a large pool of unemployed professionals who are well-educated and qualified for positions. Under such circumstances, it's not rare for job seekers to be unemployed for six months or longer. There are simply more qualified candidates than job openings available. So, it may come to a point where you have to make the decision to take a lower-level position in order to:

Bring home a paycheck to pay for essentials.
Maintain your marketability (after such an extended period of unemployment, it may be a greater setback to remain unemployedâyour marketability withers with time away from the market).
Help secure a better job opportunity down the road (employers typically favor candidates who are already employed).

Regardless of the situation, here are four key questions you should ask yourself to help decide whether taking a lower-level position is the right move for you and your career:

Does this type of job fit into my long-term career goals? Essentially, will it get me where I want to be down the road?
After taking this position and settling in, if I go back on the job hunting track, will I be able to communicate to a potential employer how the experience has helped me grow and evolve to be prepared for this next position?
Do I believe I can excel in the position and create realistic opportunities to advance within the company?
Will I be happier in the position? Most people spend much of their life working, so it is important to be happy with what you do. Be wary of how dissatisfaction with a job can quickly lead to burnout.

If you answered "yes" to the questions above and can put your ego aside, making the decision to take a lower-level position can be a rational move to help move your career forward. You can expect to be happier with life and your career. However, after taking a lower-level position, you need to maintain perspective on your reasons for the decision. It is easy to let pride get in the way of things. Remember this decision is based on a long-term plan, not a short-term plan for your career.

Need more help with your job search?

Join our community 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.

Acquiring Job Advance Your Career Career Changing Careers and Employment Education Internship