Advance Your Career Archives - Page 43 of 125

How To Prepare In The 24 Hours Before A Job Interview

May 3, 2023

Understanding how to prepare for a job interview is critical to your success in the job search process. One of the most important parts of preparing is the 24 hours prior to the actual interview. How you spend the last 24 hours could greatly impact your performance in the interview.

A job interview isn’t like taking a test in school because you can’t just cram at the last minute and “luck into” success. You should have been preparing for the interview over the course of multiple days or weeks. The 24 hours prior to the interview should be for making the final preparations and relaxing.

With that in mind, here are some tips for how to utilize the day before your job interview:

Take The Day Before The Interview For Yourself (If You Can)

If you have personal time that you can take at your current job and can take it without causing too much disruption, then you should consider taking the day before your job interview off. The benefit of doing this is that it’s one way to eliminate potential stress going into the interview. It also frees up time so you can make your final interview preparations and relax, which are two of the most important factors heading into the job interview.

Depending on how an individual’s schedule works, some people may work the day before their interview in order to take the day of the interview off. In fact, taking time off may not be an option at all. Having the day off before the interview isn’t essential; you just need to make sure you create enough time for your final preparations so you can get into the right state of mind.

But, if you’re one of the lucky ones who has the personal time, consider taking it. It will make the lead-up to your interview a lot easier.

Review Everything

All of the heavy research about the opportunity should already be done. The last 24 hours should be for a light review of information. You should also go over common interview questions and behavioral interview questions.

Hopefully, your interview preparation included a mock interview or two. If you have time to fit one in the day before, you should give it a shot. Make one final checklist of the things you should know going into the interview. If you check all the boxes and feel good, call it a day and relax!

Do Something For Yourself

If you’re lucky enough to have the day off before your job interview and you’ve finished your preparations early, you probably have some time to yourself. So, do something you enjoyâjust don’t go wild.

Working out at the gym, reading a book, watching a movie, and cooking are some great things that you could do in the hours leading up to an interview because they aren’t overly stressful and many people find them relaxing.

Whatever activity you decide to do, make sure it’s something you enjoy but isn’t anything over strenuous. You want to be in a good place mentally and physically going into the interview.

Get A Good Night’s Sleep

Before you call it a day, there are just a few more things that you should check on before going to bed.

Make sure you have an outfit picked out and ironed for the next day and that your alarm clock is set to the correct time. Give yourself some extra time in the morning to get ready, eat breakfast, and arrive at the interview early.

Once you’re confident in your morning routine, go to bed! The night before a job interview is not a good time to stay up late. You’ll want all eight hours of sleep so you can be rested and focused in the morning. You want to be fully engaged during your interview, not yawning.

Because there are so many factors that go into interviewing, following these steps doesn’t guarantee success. However, following them will at least have you in a good state of mind going into the interview, which will allow you to give your best effort. Whether the interview is a success or you fall short, you’ll learn something valuable and, ultimately, be a better professional for it.

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.

Mastering the Art of Hybrid Work: How to Be a Successful Hybrid Employee in 2023

May 3, 2023

The hybrid work model combines remote and in-office work and is becoming increasingly popular in today’s business landscape. With the flexibility to work from home and the office, employees can optimize their productivity and work-life balance. To ensure success as a hybrid employee, it’s essential to stay organized, optimized, and connected. In this article, we […]

The post Mastering the Art of Hybrid Work: How to Be a Successful Hybrid Employee in 2023 appeared first on Jobacle.com.

How To Thank Someone For Their Time & Support (Examples)

May 2, 2023

Thanking someone for their time is not only courteous, but it also makes a great impression. But itâs not as easy as it seems. This guide will teach you how to thank someone for their time and support in a way thatâs effective and concise. Table of contents Why You Should Always Thank Someone for […]

The post How To Thank Someone For Their Time & Support (Examples) appeared first on Career Sherpa.

Why You Shouldn’t Write “To Whom It May Concern” On Your Cover Letter

May 2, 2023

Many job seekers still don’t understand how important cover letters are in their job search. Your cover letter has the power to turn your job application from a “maybe” to a “yes.” Even the little details, like how you address your cover letter, can impact a hiring manager’s decision whether to give you a call or not.

As a job seeker, there are many ways you can choose to address your cover letter. But there’s one you should never useâno matter the circumstances.

Here’s why you shouldn’t write “To Whom It May Concern” on your cover letter:

It’s Impersonal

The whole point of your cover letter (a disruptive cover letter, at least) is to connect with the employer. How can you do that when you begin your cover letter with such an impersonal greeting?

When you write “To Whom It May Concern” on your cover letter, you’ve already lost an opportunity to be warm and friendly. This type of greeting is cold and formal, something you’d see in business correspondence. Maybe a cover letter was considered a form of business correspondence back in the day, but it’s much more than that now.

So, skip the formality. Your cover letter should be personal. It should tell a storyâthe story of why you want to work for the company, why you’re passionate about what they do, and how you believe you can help them achieve their goals as an organization. And no good story ever began with “To Whom It May Concern.”

It’s Outdated

If you write “To Whom It May Concern” on your cover letter, there’s a good chance the hiring manager will think you’re old-fashioned, if they didn’t already think so after reviewing your resume.

In the job search, it’s all about relevancy. By using such an outdated greeting in your cover letter, the hiring manager will also begin to question just how relevant your skills are, or if you’re still relevant in your industry.

Simply put, “To Whom It May Concern” is outdated, old-fashioned, and can bring into question your relevancy as a professional, a business-of-one. That’s not something you ever want.

It’s Lazy

Writing “To Whom It May Concern” on your cover letter might’ve been completely fine before the internet and the rise of professional networking sites like LinkedIn. But now information about who works at a certain company and their roles within an organization is freely available and out there for anybody to find. You just have to look for it.

That’s why when you use this type of cover letter greeting it can come off as lazy. The hiring manager may think you didn’t care enough about the job opening to properly address the cover letter to the person who’d be reading it. So, do you really care about getting the job? Do you really want the job? If you’re lazy even before you get the job, would someone be wrong to assume you’d probably be lazy on the job as well?

In the job search, you never want to do the bare minimum. Writing “To Whom It May Concern” on your cover letter is the bare minimum.

A little research never hurt anybody. Before starting your cover letter, try to find the name of the hiring manager at the company you’re applying to. If you can’t, writing “Dear Hiring Team” or “Dear Hiring Manager” will work just fine.

How you address your cover letter is more important than you think. Every little detail can impact a hiring manager’s impression of you. So, whatever you do, avoid the impersonal, outdated, and lazy greeting of “To Whom It May Concern” on your next cover letter. You’ll thank us later.

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.

Continuous Improvement: A Positive Feedback Loop Towards Operational Excellence

May 2, 2023

Are your organizationâs operations more status quoâdonât fix whatâs not broken? It may not be broken, but business changes, emerging technologies, and evolving regulatory requirements are inevitable. If your organization isnât changing, then it may become stale and irrelevant. Continuous improvement helps the organization adapt in response to changes and also drives efficiency and innovation.

If your organization hasnât implemented a continuous improvement process, how can you get started? The first step is to build a culture that encourages and supports continuous improvement. Develop a culture that fosters a curious mindset enabling employees to identify and address inefficiencies in processes and systems, which leads to improved efficiencies and better outcomes.

Benefits Of Continuous Improvement

When youâre continuously improving, this promotes innovation within the organization. Encourage employees to challenge the status quo and seek better ways to do things. This will enable employees to identify and evaluate inefficiencies and to come up with innovative solutions to problems and challenges, which will improve processes, products, and services. This, in turn, can help the organization optimize operations, achieve higher levels of performance, and even potentially mitigate risks to prevent incidents or failures.

Another benefit of continuous improvement is that it encourages employee engagement. Engaged employees are more likely to be productive, motivated, and committed to the organization’s success. Empower employees to take ownership and drive improvements by contributing their ideas, insights, and suggestions for improvement. Donât forget to acknowledge and celebrate the employeesâ continuous improvement contributions. This will inspire others, build momentum, and create a positive feedback loop that encourages more continuous improvement initiatives.

Provide employees with the appropriate tools (including skills, knowledge, and resources) for their continuous improvement efforts. Support employees with the training and ongoing professional development they need. There are various training and certifications available to effectively implement different continuous improvement methodologies, tools, and techniques. You may also need to provide access to resources such as relevant data.

Continuous Improvement Methodologies, Tools, And Techniques

There are several methodologies, tools, and techniques to implement continuous improvement. If youâre just starting, one of the simpler approaches is PDCA (Plan-Do-Check-Act), which is known as the Deming Cycle. Itâs a continuous improvement model that involves planning, implementing, checking, and acting on changes in a systematic way. Itâs a cyclical process of identifying opportunities for improvement and then planning, implementing changes, checking the results, and acting on lessons learned. For example, your business partner wants to implement an unused module within enterprise resource planning (ERP). In addition to the technology, take the opportunity to look broader and see which business processes up/downstream could benefit from being updated at that same time.

Other more formal methodologies are Agile, Lean, and Six Sigma. Six Sigma, for example, is very formal (define, measure, analyze, improve, and control) and has a certification wherein belt colors indicate the level of training, knowledge, and expertise. Each approach is different and depending on your organizationâs needs and goals; one or more may align better than others. Also, the approaches arenât mutually exclusive so you can adopt more than one of them.

When your organization is continuously improving (and not just maintaining the status quo), itâs able to respond to changes and challenges, be more resilient and competitive, and, ultimately, promote operational excellence. So, foster a culture that encourages and supports continuous improvement initiatives.

For more information on the benefits of continuous improvement, follow me on LinkedIn!

Career Conundrum: When Your Boss Plays Favorites

May 2, 2023

One of the most challenging situations to face in the workplace is when your boss plays favorites. Not only can it damage team dynamics and hinder productivity, but it can also take a toll on your morale and job satisfaction. In this article, we’ll discuss some practical tips for managing this difficult situation to maintain […]

The post Career Conundrum: When Your Boss Plays Favorites appeared first on Jobacle.com.

Executive Spotlight: Signs Your Companyâs IT Operations Are Failing

May 2, 2023

Organizations must manage their IT operations or they could risk catastrophic outages and failures. What are the signs a company’s IT operations are not working properly?

We recently asked our leading executives for their expert advice on the signs a company’s IT operations are failing.

Here are their responses…

Michael Willis, Sports Business Operations Executive

The IT department is the backbone of off-the-field and on-field operations at the NFL. With failing IT operations, it would prove nearly impossible to maintain the necessary communications and infrastructure needed to operate in a professional sports arena.

Signs of IT failures would include:

1. Off-the-Field Operations

Home network and connectivity problems
Youâve suffered an IT security breach more than once
In-person meetings are taking longer due to Wi-Fi issues
Backup and recovery plans are a mystery
Employee productivity is down
IT issues between league office and teams during game day

2. On-Field Operations

Coach to quarterback communications problems
Sideline tablets are not working for game day
Instant replay will not be available for game officials
Media operations â cutting-edge graphics and stories
Security smart navigation to monitor dangerous weapons
Referee contact with league office for critical calls

Failing IT operations would damage the NFLâs main product â the GAME!

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.

Lynn Holland, VP Sales & Business Development

In my work of evangelizing various SaaS technology solutions on behalf of emerging startup and growth founders, largely with enterprise companies, I have the privilege of helping ops leaders to recognize and solve operational challenges that are:

Exposing them to risk
Generating excess operating costs
Diminishing the profitability of their operations

From an objective, outside-in vantage point I help escort them through the practical considerations for identifying where their operations are underperforming because of technology or the lack thereof and justify addressing it by:

Mapping the end-to-end transaction or process as it flows through siloed workgroups, their existing systems, and data requirements
Recognize when tolerated low-value activities can be automated into new processes with a measurable near-term return, taking out the risk of errors, giving time back to the staff for income-producing activities, and creating greater capacity to increase output without adding more infrastructure
Informed by auditing end-to-end operation, preventing shelfware, and building a tech-buying solution spec for needs vs. nice-to-haves to source, evaluate, and select objectively best-suited tech solutions and partners
Building a whole-organization business case for selecting and adopting the new solution to the benefit of key stakeholders and those in their charge

Like the proverbial frog in the pot, however, it can be difficult for enterprise leaders to detect when itâs time to look under the hood because their operational technology is no longer serving them well. Here are five signs itâs time for a checkup:

Lacking an owner of the end-to-end organization-wide technology and operations flow to know the process journey with associated data that flows through the organization, through departments, in and out of every system, then into a platform of record
Lacking a periodic end-to-end audit of the organization-wide technology and operations process flow
Existing operations require a manual process or data entry to transfer, share, or archive data between departments
Excel spreadsheets are still a central tool in the operational process
In the absence of an end-to-end technology and process audit, redundancies in apps, shelfware, and tolerated manual processes haven’t been identified

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.

Carla Biasi, Personal Stylist

There are a few signs I would look for if you think your company’s IT operations are failing.

First, do you consistently have the same issues? We understand there are hiccups with technology, but they should be resolved or in the process of it. If your IT problems do not get fixed, there could be bigger issues at hand.

Secondly, is your company outsourcing its IT operations? If there is no in-house department to work on IT issues, it makes sense a company would outsource this function. If there’s an in-house IT department, they should be handling many of the issues.

And lastly, is there a lot of turnover or employee unrest in the IT department? If so, that could be a sign of interdepartmental issues that are resulting in poor performance from the team.

Carla Biasi is a personal stylist living on the Mississippi Gulf Coast. She currently has her own business and works part-time at an upscale women’s boutique and as a virtual and kit stylist for a womenâs specialty brand.

Ana Smith, Talent Architect & Global Learning Strategist

IT operations is a lot like your car: if something’s not right, you’ll know!

If your car isn’t making the right noises when you start it, or if it’s taking longer than usual to get going, that’s a sign that something is wrong. There are other signals too: check the oil; look for leaks; check the tires and make sure they’re properly inflated.

The same is true for IT systems. If your network isn’t performing up to par or you’re experiencing performance issues with applications and services, there could be something wrong with your infrastructure.

IT operations failure is often caused by poorly managed assets, so it’s important to regularly monitor utilization levels and ensure that assets are appropriately sized for their workloads. Failure to do so can lead to increased costs due to underutilization or overprovisioning, which in turn leads to poor user experiences that negatively impact productivity and customer satisfaction levels within an organization.

My bottom-line comment would be to get a get-go alignment of metrics and expectations across different stakeholders and then measure and adjust as needed!

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.”

What are some other signs your company’s IT operations are failing? Join the conversation inside Work It Daily’s Executive Program.

#1 Secret To Successfully Changing Careers

May 1, 2023

I’m going to let you in on a little secret about successful career changes. So many people spend years not being able to pivot their career into a new industry or a new skill set because they haven’t done the most vital part of the process.

The most important part of the career change process is the professional strengths assessment. That’s the secret to successfully changing careers. Without going through the professional strengths assessment, you won’t know which career direction is right for you.

Discovering Your Professional Strengths Helps You Understand Your Intrinsic Motivation

@j.t.odonnell Replying to @luciahawleynutrition No. 1 SECRET to changing careers, or finding a new, better job is to do proper professional strengths assessment. #strengths #strengthsandweaknesses #knowyourworth #knowyourstrengths #careers #jobs #career #job #careertok #jobtiktok #careertiktok #jobsearchtips #jobsearch #workitdaily #howto #work â¬ original sound – J.T. O’Donnell

School never taught you this. They never taught you how to properly assess your professional strengths. And, just so you know, employers will never teach you this either. And that’s because when you understand your intrinsic motivation (how you like to create value and what makes you feel insanely productive on the job), when you tap into that and understand your unique combination of professional strengths, you will be able to identify careers that are a fit for you. You will know what to say during interviews. You’ll be able to market yourself. And, better yet, you will be much happier on the job, which leads to career growth and success.

Ask anyone who’s dialed into their career. They’ll tell you they have a very clear sense of their intrinsic motivation and the value they create through their professional strengths.

Now, how do you inventory this? How do you discover your professional strengths and understand your intrinsic motivation?

You use a set of FREE tools:

If you’re serious about changing careers, take the free quizzes above and sign up for my Professional Strengths Bootcamp. In this bootcamp, I walk you through the professional strengths assessment so that you can take a step back, understand your strengths, and then translate those into what you want to do next. When you can do that, everything gets easierâjob search, career growth, networking, everything.

You can do this. You can successfully change careers. And it starts with unlocking your professional strengths. So, I hope you follow my advice above. Go get ’em!

Need more help with your professional strengths assessment?

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

Tell Us About A Time It Was Difficult To Work With Someone

May 1, 2023

âTell us about a time when it was difficult to work with someoneâ is an interview question that you need to be ready for. Your response needs to walk the line between honest and professional, which isnât always easy! This guide will help you prepare for this question and deliver an impressive answer. Table of […]

The post Tell Us About A Time It Was Difficult To Work With Someone appeared first on Career Sherpa.

Summary Sunday: Issue 519

April 30, 2023

Job search is overwhelming. There’s so much to learn and so many sources of information, it’s hard to know who or what to trust. This is why you need critical thinking skills. Ask questions and do a gut check. You should be questioning everything – from job search advice to job offers and everything in […]

The post Summary Sunday: Issue 519 appeared first on Career Sherpa.

Workplace Disagreements: How To Handle Them The Right Way

April 28, 2023

The workplace is a dynamic place. Unfortunately, any time multiple human beings get together, there is potential for conflict.

Disagreements in the workplace can be unpleasant. Assuming two people are at odds with one another, that negative vibe can quickly spread through a team or organization. It is almost a guarantee that into each career some disagreement will fall. It would be impossible to always agree on strategy and tactics with colleagues. It would also be counterproductive to always have agreement in the workplace.

Encouraging and promoting different ideas and perspectives is key to coming up with solutions and teams performing at high levels. The task becomes determining if a disagreement is healthy. If it is unhealthy, it can be difficult to diagnose and solve the problem. No matter how much people say, âLet it go, it’s just work,” that is easier said than done. When people put so much into their careers and jobs, it’s worth it to try to understand disagreementâand learn how to manage disagreements in the workplace.

Navigating these quarrels can go a long way toward saving or strengthening relationships, and improving one’s professional reputation.

Try The Mirror Before The Window

For starters, when there is a disagreement in the workplace, look in the mirror before peering out the window. In other words, reflect on your actions and perspective before looking at anyone else.

In fact, this advice is handy in a lot of situations. Something to keep in mind is that, in most disagreements, each side genuinely believes they are doing the right thing. Each person’s stance can be completely foreign to the other, but if the conflict is approached with an attempt at understanding and mutual respect, a positive resolution is more likely.

Talk To A Mentor

Having someone to talk to about the matter can be helpful. Someone who is removed from the situation, can be trusted, and is discreet. If this person can bring a unique perspective, all the better. He or she can listen, ask challenging and thought-provoking questions, or maybe he or she has been there before and can offer some thoughtful advice.

However, choose a confidant carefully. The other side of this advice is to avoid airing grievances in the workplace. Always attempt to take the high road. Talking too much to too many people can not only be counterproductive and damage relationships, but it can be harmful to one’s reputation.

The point of talking to someone about the situation is to help you assess your perspective.

Take A Positive Approach

After reflecting on a disagreement, as uncomfortable as it may be, it is almost always most productive to sit down with the other party.

Rather than approach the meeting as adversarial, go into it seeking to understand, make progress, and find a resolution. Ask each other questions. Try to help each other see the other’s perspective. If there is a commitment to compromise and flexibility upfront, good things often happen.

Engage A Facilitator

Good intentions alone may not help. In the event addressing the disagreement head-on is not successful, or the other party is not receptive, it may be helpful to engage a third-party facilitator. The facilitator may need to serve as a mediator, or the person may be helpful in creating a more constructive meeting environment. Either way, there is often value in having someone objective and removed from the situation to provide another set of eyes and ears. In order to be most effective, the facilitator should be someone both parties agree on and want to participate.

Many organizations have HR or organizational development consultants in-house that can serve this purpose. Smaller employers may not have that luxury, but there may still be an HR professional or other trusted resource equipped to help the situation. The point is, this person will need to be credible, respected, and willing to provide candid feedback.

Disagreements at work are going to happen. In many instances, disagreements are productive and good signs of diverse thought. They do not need to be the end of the world, but the ones that matter cannot be allowed to fester. Working in an environment where there is hesitancy to disagree or offer an alternative can squash creativity and add unnecessary stress.

When disagreements crop up, it’s important to stay professional, reflect on each side’s perspective, and try to find the best solution possible for the good of everyone involved. It can be tricky at first, but once you know how to resolve disagreements in the workplace, dealing with co-workers becomes much easier. No two situations are going to be alike, but by taking a measured, collaborative approach, even the toughest hurdles can be overcome.

Need more help with your career?

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

This article was originally published at an earlier date.

Is Your Extranet A Customer Experience Differentiator?

April 28, 2023

Organizations are continually striving to be better and differentiate themselves from their competitors. One way to stand out is to expand your customer offerings with an extranet, which allows you to share information, data, and resources with customers as well as partners, suppliers, and vendors. Similar to an intranet for internal users, an extranet allows external users access with proper authentication and authorization credentials.

A well-designed extranet can benefit the organizationâs customers by providing an option to interact with the following:

1. Easy access to information and resources which empowers customers with the knowledge they need to make informed decisions. Some examples are access to reports (which normally would have been emailed to them), customized pricing/rate information, or customer-specific product/service documentation. Can also provide historical account information for comparison and reporting purposes.

2. Self-service capabilities that enable customers to be more self-sufficient. This includes processes such as submitting orders, tracking shipments, or paying invoices. This can save customers time and effort and reduce dependency on customer service representatives. This is especially helpful when your customers work in multiple time zones (outside of your standard 8-5 pm schedule).

3. Enhanced customer support such as creating a knowledge base of common issues with resolutions so customers can try to troubleshoot and resolve basic issues themselves. Or have a help desk portal to make it easier to submit a ticket as a known/VIP user.

Attributes Of A Good Extranet

There are several attributes that make an extranet great to ensure it supports the needs of your customers. At the top of my list is security. This includes both security measures such as authentication and encryption, and also security to control and restrict authorized users with proper credentials. Set up security roles so that the organization can identify who (employees) have access to what (functionality). For example, not everyone should be able to see âfinancialâ information such as outstanding balances and payment history. Also, want to make sure access for terminated employees is removed timely.

Usability â the extranet should be easy to use and navigate with an intuitive interface that allows customers to access the information and resources they need quickly and efficiently. Features such as personalized dashboards and a mobile app (minimizing clicks) can enhance the usability of an extranet. For example, some customers will use laptops/desktops, but other customers not in an office (e.g., a warehouse or construction site) will leverage smartphones, iPads, or other mobile devices.

In the background but particularly important is the performance. The extranet should have high availability, minimal downtime, and fast response times. Customers will expect to be able to access the information and resources they need without delays or interruptions.

Low Adoption Or Usage?

If your organization already has an extranet, youâve already made that initial investment. But do you have low adoption or usage? If so, the first step is to ensure your customers know the extranet exists. Demonstrate the features/functionalities and how they can benefit by using the extranet.

The next step is for customers who are set up but arenât finding value in using your extranet. Make sure the extranet is meeting their business and compliance requirements. Encourage and solicit feedback about their specific needs and wants. Or are customers complaining and reporting issues such as difficulties accessing certain information, difficulties navigating, too many clicks in the mobile app, etc.?

Performance-related issues such as if the extranet experiences frequent downtime, slow response times, or other performance issues are signs that improvements are needed. Latency and unexpected unavailability are the enemies. You want to monitor performance metrics and analyze trends before they become problems.

As the customerâs frustration increases, their usage will probably decrease. So be proactive in recognizing when your extranet needs to be updated and improved.

A well-designed extranet can increase customer satisfaction, loyalty, and engagement, ultimately benefiting the relationship with your customers. Your extranet could be the differentiator that sets you apart from your competitors!

For more information on the benefits of an extranet, follow me on LinkedIn!