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Executive Spotlight: How To Develop Top Talent At Your Organization

September 6, 2023

In today’s rapidly evolving business landscape, the difference between thriving organizations and those merely surviving is their ability to cultivate and nurture top talent. With the right talent development strategy, a company will foster the growth and success of its most valuable assetâits peopleâempowering the organization to rise to new heights of excellence and innovation. How can your organization effectively harness and develop its top talent to not only meet the challenges of today but also shape a brighter future?

We recently asked our leading executives for their best tips on how to develop top talent at an organization.

Here are their responses…

John Schembari, Senior Education Academic And Operations Executive

To develop top talent within an organization, CEOs/boards should think strategically and comprehensively about organizational needs and who on staff has talent in those areasâthink “succession plan.” After this, provide staff members who show promise with opportunities to work on some mid-high profile leadership projects.

Recognize, however, that these individuals may struggle on these projects from time to time (imposter syndrome) and that leadership can be a lonely activity so provide ongoing leadership coaching and feedback from non-evaluative leadership facilitators. At the same time, provide ongoing opportunities for top talent to collaborate/work together on projects (meet weekly/bi-monthly) and to engage in problem-of-practice consultancies facilitated by the CEO/senior administration.

John Schembari is a current K-12 teacher/school leader academic improvement coach and former school building and district administrator. He loves to draw, travel, swing dance, and read nonfiction.

Ana Smith, Leadership Development & Learning Strategist

Developing top talent in an organization is a critical aspect of effective talent management and long-term success. As an expert, I can offer guidance on how to nurture and grow your top talent:

Identify High-Potential Employees: First, identify employees with high potential and the desire to grow within the organization. Look for individuals who consistently excel in their roles, demonstrate leadership qualities, and show a willingness to take on new challenges.
Create Individual Development Plans: Work with each high-potential employee to create personalized development plans tailored to their strengths, areas for improvement, and career aspirations. These plans should outline specific learning objectives, milestones, and timelines.
Provide Challenging Opportunities: Offer top talent challenging assignments, projects, and stretch goals that allow them to develop new skills and capabilities. Exposure to diverse experiences will help them grow both professionally and personally.
Offer Training and Development Programs: Invest in training and development programs that align with the organization’s goals and the individual needs of top talent. These programs may include workshops, seminars, online courses, and leadership development initiatives.
Encourage Mentoring and Coaching: Pair high-potential employees with experienced mentors or coaches who can provide guidance, support, and constructive feedback. Mentoring relationships can significantly enhance professional growth and knowledge transfer.
Promote a Learning Culture: Foster a culture of continuous learning and improvement within the organization. Encourage employees at all levels to seek out learning opportunities and share knowledge with their colleagues.
Provide Regular Feedback: Regularly provide feedback and performance evaluations to top talent. Offer constructive criticism and recognition for their achievements to motivate them to continue excelling.
Encourage Collaboration and Networking: Promote collaboration among employees and encourage top talent to build relationships with peers, leaders, and professionals outside the organization. Networking can lead to new perspectives and opportunities for growth.
Support Work-Life Balance: Recognize the importance of work-life balance in talent development. Encourage employees to take time for personal well-being, which can enhance their overall performance and productivity.
Offer Growth Opportunities: Demonstrate the organization’s commitment to the growth and advancement of top talent by offering opportunities for career progression, promotions, and lateral moves to expand their skill sets.
Recognize and Reward Excellence: Recognize and reward top performers to reinforce their positive behavior and contributions. This recognition can be in the form of promotions, bonuses, public acknowledgments, or other forms of appreciation.
Stay Current with Industry Trends: Encourage top talent to stay informed about industry trends, best practices, and emerging technologies. This knowledge will empower them to contribute innovative ideas and solutions to the organization.

By implementing these strategies, organizations can develop and retain top talent, fostering a culture of excellence and continuous improvement. Investing in employee development not only benefits the individuals but also contributes to the organization’s long-term success and competitiveness.

Ana Smith helps people & organizations achieve their full talent potential by developing and co-creating people strategies and customized solutions, and turning them into impactful outcomes and collaborative relationships, using coaching as the “red thread.”

Michael Willis, Sports Business Operations Executive

Developing top talent isn’t about cookie-cutter plans or following the herd. It’s about daring to disrupt the traditional norms and reimagining what talent development means. Start by unearthing the hidden gems within your organizationâthose unconventional thinkers who might not fit the mold but possess raw potential.

Instead of confining them to standard roles, empower them to lead projects challenging the status quo. Encourage them to cross-pollinate ideas across departments, even if it initially seems unconventional. And forget about the safe zoneâthrow them into the deep end with assignments that stretch their abilities and force them to innovate.

Unleash the mavericks! Developing top talent demands audacity; it’s about unearthing those hidden gems that defy convention and challenging them to reshape the future. Hunt for the quiet rebels, the unsung heroes buried within your ranksâthey’re the ones who shatter ceilings and obliterate limits.

But don’t just hand them a roadmap; fuel their fire with opportunities that spark evolution. Plunge them into the heart of projects that teeter on the edge of what’s possible. Let them wrestle with complexity, for it’s in those battles that innovation is forged.

Traditional mentors are out; disruptive allies are in. Pair your talent with unconventional guidesâartists, scientists, anyone who can spark new neural connections. Disruption doesn’t come from the familiar.

Embrace reverse mentorship, where the rising talent teaches the established leaders a thing or two about new technologies, fresh perspectives, and the changing workforce. Shake up the routine by hosting “failure parties” to celebrate the risks taken and the lessons learned because failure is the ultimate teacher in a disruptive world.

Succession planning. Integrate top talent development into succession planning. Identify potential future leaders and groom them for leadership roles within the organization.
Create exposure. The C-suite demands holistic understanding. Rotate them through diverse departments and projects. Make them adaptable, agile thinkers.
Instill strategic thinking. The C-suite isn’t just about operations; it’s about shaping the future. Provide opportunities for crafting and executing strategies.
Leadership crucible. Assign high-pressure leadership roles. They’ll hone their decision-making, crisis management, and people skills here.

Remember, developing top talent is an ongoing process that requires commitment, patience, and a genuine investment in your employees’ growth. By fostering a culture of learning and empowerment, organizations can create an environment where top talent thrives and contributes to long-term success.

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

Lisa Perry, Global Marketing Executive

In today’s competitive business landscape, the success of an organization hinges on the quality of its talent. Attracting and retaining top-tier professionals is only the beginning; the real challenge lies in developing that talent to its fullest potential. A strategic approach to nurturing and honing the skills of your employees can create a workforce that not only meets current demands but also drives innovation and growth for years to come. Let’s delve into key strategies for developing top talent within your organization.

Cultivate a Learning Culture

A learning culture is the cornerstone of talent development. Encourage continuous learning by providing opportunities for employees to acquire new skills, attend workshops, and access online resources. Support them in pursuing certifications and advanced degrees that align with their career paths. When employees feel that learning and growth are valued within the organization, they are more likely to invest time and effort into their own development.

Personalized Development Plans

Iâve seen that a one-size-fits-all approach to talent development is a thing of the past. Each employee has unique strengths, weaknesses, and aspirations. Work with them to create personalized development plans that align with both their career goals and the organization’s needs. Regularly revisit and update these plans to ensure they remain relevant and challenging.

Dual Mentoring and Coaching for Holistic Growth

Implementing a dual mentorship program that pairs seasoned top executives with rising talents facilitates a two-way exchange of insights. On one hand, top executives provide invaluable guidance and strategic direction to their mentees, helping them navigate challenges and cultivate skills. On the other hand, these executives gain fresh perspectives from their mentees, reconnecting them with the pulse of the organization and innovative ideas.

Stretch Assignments

Give high-potential employees the opportunity to step outside their comfort zones by assigning them tasks or projects that require them to develop new skills. Stretch assignments challenge individuals to rise to the occasion, fostering both skill growth and confidence. These experiences also help identify emerging leaders within the organization.

Regular Feedback and Performance Reviews

Transparent and constructive feedback is essential for growth. Implement regular performance reviews that go beyond annual evaluations. Provide timely feedback on accomplishments and areas for improvement. Create a safe space for employees to discuss their career goals and express any concerns they might have.

Skill Development Workshops

Host workshops and training sessions that target specific skills relevant to the organization’s objectives. Whether it’s leadership skills, technical expertise, or soft skills like communication and teamwork, investing in these workshops empowers employees to contribute more effectively to their teams and the organization as a whole.

Recognition and Rewards

Recognizing and rewarding outstanding performance not only boosts morale but also incentivizes continuous improvement. Implement a recognition program that highlights exceptional achievements and encourages others to aim for excellence. This recognition can come in various forms, from monetary rewards to public acknowledgments.

Opportunities for Career Progression

Top talent seeks growth opportunities. Establish clear career paths within the organization, complete with advancement criteria. Provide a roadmap that enables employees to visualize their trajectory and the steps required to reach the next level. This fosters a sense of purpose and commitment to long-term growth.

Collaborative Projects

Encourage cross-functional collaboration on projects that require employees to work with colleagues from different departments. This not only exposes them to diverse perspectives but also cultivates teamwork and adaptabilityâcrucial skills for career advancement.

Empower Decision-Making

Provide employees with opportunities to make decisions and take ownership of projects. Empowerment fosters a sense of responsibility and accountability, encouraging individuals to develop problem-solving skills and strategic thinking.

Developing top talent is an investment in the future success of your organization. By nurturing the growth of your employees, you’re not only shaping their careers but also contributing to the long-term success of your organization in an increasingly dynamic and competitive world.

To delve deeper into strategies that foster talent growth and organizational excellence, I invite you to explore my book, “How to Develop a Brand Strategy,” which provides a step-by-step guide to crafting a robust brand strategy that aligns with your business goals. Just as nurturing talent propels businesses forward, a strong brand strategy propels your organization to stand out in the market.

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

How do you develop top talent at your organization? Join the conversation inside Work It Daily’s Executive Program.

4 Signs Your Thank-You Note Will Hurt You, Not Help You

September 6, 2023

While the pressure of doing well in your job interview may be over, there’s still work to be done. Following each job interview, always send a thank-you note. Not sending one can cost you. But at the same time, sending one that you don’t put much thought into can backfire as well.

While the follow-up thank-you note is not the defining factor of whether you will get the job, if written effectively, it does help maintain your standing as an impressive candidate for the position.

There are plenty of tips on how to write a good follow-up thank-you note. Here, we’ll focus on signs your thank-you note isn’t ready to be sent to a potential employerâyet!

1. You Didn’t Check The Small Details

Yes, they may be small details, but one little mistake is enough to hurt your chances of landing the job.

Check your thank-you note for any misspellings or grammatical errors, and make sure you address it to the correct person. The last thing you want to do is misspell someone’s name. Like your resume, your thank-you note requires an extra pair of eyes for proofreading.

2. Your Note Feels Generic

“Thank you for the meeting! It was a pleasure.”

Of course it was! Just about every other person who’s been interviewed will say the same.

Your thank-you note needs to help you differentiate yourself from all other job applicants. Reflect back on the job interview and highlight a particular point for your message where you can express genuine interest in working for the company and with those you met at the interview.

Avoiding coming off as generic in your thank-you note also means you’re customizing your message for each individual you met with. Never send out the same note because it may be shared between the hiring manager, department head, and other individuals you shook hands with at the company.

3. You Didn’t Keep It Succinct

A follow-up thank-you note is not like writing to a pen pal. Keep the message professional and succinct. Highlight a specific point in the interview that can serve as your basis for communicating your interest.

The follow-up thank-you note should ultimately help you build a platform for continued communication with the employer throughout the entirety of the hiring process.

4. You Didn’t Get Right To It

If an entire week has passed since the job interview and you’re just getting to sending the follow-up thank-you note, you’re telling the employer you don’t care much for the job.

It’s always advised to send the message as soon as possibleâwithin 24 hours of the interview. The sooner that follow-up thank-you note reaches their inbox, the more excited you’ll seem about the job opportunity.

As you craft your follow-up thank-you note, be sure you’re not making any of the mistakes above. Send a message that is unique and effective to help keep you in the running!

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This article was originally published at an earlier date.

4 Bad Ways To Start A Speech (And What To Do Instead)

September 5, 2023

Picture this: You’re about to deliver a presentation. As you step onto the stage, the audience applauds, eagerly awaiting your words. They’re all ears and ready for your speech to unfoldâessentially, they’re at the peak of their attentiveness.

But how should you kick off your speech? Let’s consider the following options:

1. Manners first. Start by thanking the emcee for a fantastic introduction or the event organizers for the invitation. For example: “I want to express my heartfelt thanks for that wonderful introduction and for having me here today as your speaker.”

2. Convey enthusiasm. Infuse excitement into your opening words. For example: “I am absolutely thrilled and honored to be standing here, addressing this vital subject.”

3. Boost the energy! Encourage the audience to clap for themselves or for the event organizers. For example: “Give yourselves a round of applause! Your presence here is truly appreciated!”

4. Keep it simple with a self-introduction and bio: âHello, everyone! My name isâ¦â

The answer is E) None of the above. Not one of these options is ideal for launching your speech effectively. By relying on these conventional and somewhat uninspiring techniques, you’re not fully harnessing your power to connect with the audience. In fact, you might unintentionally divert their attention away.

One Of The Best Ways To Begin A Presentation, And Your Job As The Speaker

There’s a better way to begin your presentation: Pause briefly. Lock eyes with your audience, building anticipation. Then, dive into one of the best (and my favorite) opening strategies: tell a compelling, emotionally charged story that instantly hooks your listeners in the first few words.

[Secret insight! A momentary pause is one technique professional actors use when beginning a monologue auditionâit ensures the judging panel’s undivided attention.]

Your job as the speaker is to do one or more of the following: teach, entertain/inspire, or persuade your audience. At the start of your speech, your primary mission is to grab the audienceâs attention and draw them in. Failing to hook listeners at the beginning might result in them zoning out and missing the key points youâre about to present.

The Most Common Mistakes People Make At The Start Of A Speech

None of the four options posed at the beginning are interesting or will capture attention. Letâs break them down to dispel any doubts.

Manners first or conveying enthusiasm: If you want to thank people or say how excited you are to be there, you can! Later on in your speech. Your opener is no place for anything unrelated to your main topic. Itâs your golden moment. Donât waste it.

Boosting energy: While encouraging applause can elevate the room’s energy, remember that youâre not a warm-up act at a pep rally. Also, if your topic is serious, clapping might seem out of place. Earn that applause through your content!

Simple self-intro: Introducing yourself might seem logical, but chances are, you’ve already been introduced in the program, on the screen behind you, or through promotional material. Apologies, but reiterating your name or going through your bio isn’t a powerful enough openerâ¦unless you’re a one-name celebrity (and if so, I’m flattered you are reading this!).

The Significance Of Captivating Beginnings

âWhy is it critical to capture your audience’s attention from the get-go? Hereâs where the psychological effects of primacy and recency come into play. Simply, people tend to remember the first and last things you say. Make those moments count. (More on how not to end your speech in another post.)

A reality check: You’re competing with smartphones, fatigue, and even refreshments. Have you seen audiences scrolling through social media during a keynote speech? I certainly have. Donât be boring. Thanking people, begging for applause, saying how excited you are, or starting with your bio might push the audience towards checking emails instead of listening to your critical message.

Engaging Beginnings And Beyond

What are some of the most captivating speech openers you’ve heard? Please share!

Discover the incredible power of public speaking, a core skill that can transform your career and elevate your everyday interactions. Don’t worry, it’s totally achievableâanyone can conquer the art of speaking and presentations through practice. If you want to level up in this area, join me (on LinkedIn or visit my website) for some seriously cool techniques rooted in behavioral science, marketing strategy, and the performing arts. You deserve to be heard.

27 Interview Questions For Administrative Assistants

September 5, 2023

If youâre serious about getting hired as an administrative assistant, there are a number of interview questions you need to be ready for. This is such a versatile role that hiring managers often want to learn a lot about you! This list of the most common interview questions for administrative assistants will help you prepare […]

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Mastering The Art Of Personal Branding: A Guide For Job Seekers

September 4, 2023

In an increasingly competitive job market, standing out from the crowd has never been more important. A polished resume and a well-written cover letter can only get you so far; what you truly need is a personal brand. Personal branding isn’t just a buzzword; it’s the packaging of your skills, experience, and personality into a […]

The post Mastering The Art Of Personal Branding: A Guide For Job Seekers appeared first on Jobacle.com.

Summary Sunday: Issue 534

September 3, 2023

Welcome to the end of summer! Now, let’s get back into the driver’s seat of your job search! To help you re-launch or start your job search, this week’s Summary includes articles and resources about: I carefully curate the content in this newsletter. The sources I cite are talented and experienced colleagues. If you don’t […]

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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.

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!

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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!

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