This is what we do after completing our Education and internship
Boredom comes in many forms, and you might be most familiar with it in a couple of these – namely, short-term and long-term. Short-term boredom can crop up when you simply have a day to yourself and you’re unsure of what to do with it, leading all of your possible activities to feel dull and […]
The post Tips for Adding Excitement to Your Day appeared first on Jobacle.com.
Bringing a baby into the world is a wonderful thing, but some women fear that it will hold them back in their job search. Don’t panic! Before you start looking for a new job, check out these quick tips for job searching while you’re pregnant:
Having a baby means having more responsibilities and day-to-day duties. Before you start your job search, you need to consider what obligations you will have for your new baby, job search, and potential new job. It’s important to be honest with yourself about what you’re looking for when you’re considering potential positions.
Here are a few questions you should be asking yourself:
Determine what things are most important for you and your family, then figure out your game plan from there.
If you are pregnant and looking for work, your approach really depends on how much you are showing, according to Work It Daily’s founder and CEO J.T. O’Donnell. In the first trimester, when you aren’t showing yet, you may not be telling anyone since there can be complications and miscarriages. Although you don’t have to share that you are pregnant, keep in mind that when your employer finds out you’re going out on maternity leave in six months, they will feel like you took advantage of them. “I’ve even seen companies start to nitpick and put a person on performance review so they can fire them before their maternity leave,” says O’Donnell. “It happens.”
O’Donnell suggests being honest at the time they make the offer so they know the truth. At this point, they should be excited about working with you and appreciate your honesty. And, if they rescind the offer, you would have grounds for a law case since it’s illegal to discriminate against a pregnant woman.
When you are visibly pregnant, you’ll just have to market yourself like crazy and show them that you’ll be very valuable to them in the time leading up to your maternity leave. “I suggest you look specifically for jobs where the company is desperate and needed to hire the person yesterday,” O’Donnell says. “That sense of urgency can work to your advantage.”
If you don’t get hired right away, you may think it’s because of your protruding belly. Yes, it’s illegal for employers to discriminate against you, but without an offer, it’s hard to prove. However, if you can leverage your network and get people to vouch for your effectiveness and value as an employee, you should be able to get referred to a job where the employer will be happy to have you on board, even if you’ll be headed out on maternity leave.
If it’s obvious that you’re expecting and you’re still nervous that it will hurt your chances at a job, Mary Ylisela, a health and parenting writer, suggests providing a clear-cut plan of action for balancing your pregnancy and career to your potential employer.
“If you’re seeking a job you’d like to begin after your baby is born, make that clear during the interview and have a plan for childcare that demonstrates you’re prepared to be reliable,” writes Ylisela in Brazen Careerist. If you show the employer that your baby plans will not interfere with your work, you will likely put a potential employer’s concerns at ease. “If you demonstrate your value to the company you’re interviewing with, you have a leg up on other applicants who don’t—without pregnancy even becoming a factor,” Ylisela says.
While every job searcher should pay attention to benefits (because they count as part of your total compensation), pregnant candidates may see more immediate value in choosing an employer with desirable benefit offerings. Lindsey Pollak, a millennial workplace expert, recommends that pregnant job seekers pay specific attention to the benefits that potential employers are offering during their job search.
Pollak’s work on The Hartford’s My Tomorrow campaign found that pregnancy is the top reason women under 30 claim disability insurance—at 57% of claims for those under 30. Disability insurance that you get through work can help pregnant women take the necessary time off of work by providing an income and resources to help ease the transition back to work. “It’s also worth considering benefits as part of your negotiation with a new employer,” Pollak said. “Because they are part of your total compensation, you shouldn’t be afraid to discuss them in negotiations as you would your salary.”
Job searching while pregnant isn’t easy, but we hope these tips will help you successfully find a job if you’re expecting. If you need more help finding a job while pregnant, we’re here for you.
We’d love it if you joined our FREE community. It’s a private, online platform where workers, just like you, are coming together to learn and grow into powerful Workplace Renegades.
It’s time to find work that makes you feel happy, satisfied, and fulfilled. Join our FREE community today to finally become an empowered business-of-one!
This article was originally published at an earlier date.
My first teaching job was that of a 6th-grade teacher in a stand-alone classroom. As a new teacher independently teaching all four core content areas, it sometimes was a struggle in knowing both what to teach (the content) and how to teach (the teaching moves). I had a mentor, but they were busy teaching their own class. While we conferred, we never co-taught. This was a shame as I could have exponentially increased my teaching game through this type of live, in-the-moment coaching while my students would have had better continuity in their instruction.
Today, as a teaching consultant myself, I am happy to say that I routinely see and participate in co-taught instruction. This got me thinking. In general, how have teaching practices changed in the last decade? Here are four game-changing practices, within teaching, that are raising the bar on inclusivity, attentiveness, and compassion in education:
While deep knowledge of discrete subjects remains important for those interested in specializing within a particular subject area, we also have seen a shift in teaching towards the inclusion of cross-content and topic-based instruction. Cross-curriculum brings together different aspects of learning that represent the interactivity of the real world. Further, such interconnectedness of learning may better stimulate student-driven questioning and engagement, creativity, and fun in learning. In scientific learning, for example, we now commonly see and hear references to STEAM education—integration of the arts into traditional STEM instruction. An example in the humanities would be when two or three high school teachers (ELA/Social Studies/Science) co-teach around, for example, a non-fiction text that integrates themes such as medical ethics, family, and race.
Also of note is the growing integration of 21st-century life skills such as cooperation, perseverance, and the use of technology as success criteria in learning alongside that of content-specific goals; think of this as the how/process to the what of learning. COVID-19 also has sped up the desire to include SEL and trauma-informed practices, like restorative justice practices, within content-based teaching. If students are fearful or distracted, they cannot learn. Check out these resources for integrating social-emotional learning in mathematics, science, as well as core curricula.
In my coaching work, I sometimes am told by teachers that student engagement strategies I recommend will not work with “these (their) students.” These students may be of color, SPED, ELLs, or really any other student that a teacher might feel is less than/at a deficit because of the challenges and inequities that student faces and for which that student, the teacher might believe, is responsible. In these situations, rarely does this teacher ask what they can do instructionally to help students embrace new learning nor determine what that student already might know about a topic. While not every student will become the next Mark Bezos or Oprah Winfrey, student promise should not be stunted simply because others had low expectations of them and taught accordingly.
Luckily, most educators have come round to the notion that every student has strengths and knowledge that can help them access and retain new information. Culturally responsive teaching, in particular, “creates student-centered learning environments that affirm racial, linguistic, and cultural identities” which, in turn, “elevate historically marginalized voices, develop students’ abilities to connect across difference, and empower students as agents of social change” says Maria Underwood, CEO of M Ideas Consulting Services, Inc. Jeanette Simonson-Gurolnick, who serves as Program Management Director for Thrively, a company that has developed a personalized learning platform that uncovers students’ strengths, adds, “A strength-based approach is important because it gives students greater confidence to tackle challenges and it increases motivation and engagement. When students and staff are known for strengths, schools can create a culture that nurtures a positive learning identity and activates chemicals in the brain that bring joy back to learning.”
“Research encourages us to ensure that we provide mirrors, windows, and sliding glass doors for our students,” says equity consultant, Underwood. Indeed, multiple entry points are important for engaging students in learning as students learn differently and can benefit from accessing different pathways through which to process information. Through outdoor learning, for instance, participants learn through what they do, what they encounter, and what they discover. Additionally, hybrid/digital learning provides unlimited opportunities for flipped learning, student digital collaboration, and access to online learning resources such as an open curriculum. We also see high school networks such as Cristo Rey incorporating student work-study as part of its college and career readiness programs and other high school networks, like Bard Early College High School, expanding the definition of who earns college credit, where, how, and when.
Esports (electronic sports), a term used to describe competitive video gaming, also is gaining traction within schools as a pathway through which to increase student engagement. John Widlund, field director at the Center for Educational Innovation, directs the Center’s esports programs across 20 New York City schools. He becomes noticeably charged when explaining the benefits that come with the gamification of learning. “There is no putting the genie back in the bottle as this new generation was quite literally raised on a computer screen. Hopefully, the excitement surrounding esports will be integrated into academic classes and technology education. Organizations have developed school curriculum that teaches the ins and outs of the gaming industry. There are jobs for coders, marketing specialists, artists, YouTube content creators, and finance professionals. The road ahead will be a wild ride.”
A few decades ago, the main source of assessment data on what students knew and could do came from in-class paper and pencil tests as well as through end-of-year state assessments. While these assessments remain important, we see a push for diagnostic formative assessment in education—assessment given to all students systemically across a school and/or district two to three times a year—so that individual teachers, grade teams, schools, and districts can measure, compare, and contrast not only student achievement but also growth at different points in time and levels of hierarchy within a school system; when I served as an NWEA MAP Growth facilitator, I always stressed the point that this data could then be used in designing responsive and differentiated lessons that targeted the specific academic readiness levels of students and in evaluating the efficacy of any academic interventions and/or instructional strategies being employed between test administrations and year over year.
Assessment is also becoming more authentic in that student mastery of content and skills is becoming increasingly measured through the completion of rigorous learning tasks as opposed to using multiple-choice standardized tests. Authentic assessment can be devised by the teacher, and/or determined in collaboration with learners, by engaging student voice and choice. Some examples of authentic assessment might include writing a research report, engaging in formal student discussions, creating posters and/or websites to demonstrate knowledge on a particular topic, student self/portfolio assessment, presenting, etc. Teachers at the Bronx School for Law, Government, and Justice, as a case in point, routinely assess student performance through formal student-led discussions where small student groups get to choose the specific discussion protocol they will use, thus developing not only opportunities for students to demonstrate what they know but also instructional tasks that prioritize the values of the school such as student liberation, genius, and joy. BLGJ Teacher Christopher Connelly adds, “As a teacher, I feel it is my responsibility to make sure students aren’t confused, but it’s easier to understand where that confusion comes from if students are open as shareholders in the lesson.”
What do you think is an important practice in teaching today?
Please feel free to reach out to the author at John Schembari, Ed.D. | LinkedIn.
For recent college grads, it’s incredibly difficult in today’s labor market to land a job interview for an entry-level job, and it’s even more challenging to move on in the process and get a job offer. But let’s say you did finally get an interview—and the job offer—after a long and tedious job search. And you accept, excited to start your first real job out of college. Although you’re relieved that you found employment, there’s one question that keeps popping up in your head: Now what?
You’ve been so focused on finding a job that you haven’t thought about what you’ll do once get one. Naturally, you know you’ll do your job to the best of your ability. You’ll work hard and complete your tasks and assignments in a timely manner. You want to make a good first impression, after all. But this is an entry-level job; you won’t work, and certainly don’t want to work, this job forever. So how can you ensure you’ll be successful in your new job so you get promoted? How can you stand out and impress your manager? How do you prove your value as a young employee?
Here are some tips all recent college grads should follow if they want to stand out in an entry-level job:
When you’re fresh out of college, you have limited work experience. You probably have a handful of skills you’ve developed from part-time jobs, internships, and volunteer work. Whatever the case, you were valuable enough to hire. The company thought you had the potential to make or save them money. It’s your job to prove them right. But it’s not just enough to do your job and do it well. In order to stand out and grow your career and get that promotion, you need to continue to prove your value. You need to focus on developing your skills.
One of the best things you can do as a recent college grad in an entry-level job is prioritize skill development. Take online courses, volunteer to help on projects, and look for ways to challenge yourself. Be proactive and take initiative. Try to get as much experience as you can on the job. Developing your skills and proving how valuable you are to your employer will help you stand out and get promoted over your peers, even if you’re the newest member on the team.
As a recent college grad looking to stand out in an entry-level job, sometimes it takes a little finessing to get the results you want. Our second tip is to find ways to under promise and over deliver on every assignment that’s given to you. It’s actually the best advice J.T. O’Donnell, Work It Daily’s founder and CEO, was given when she was a recent college grad. “When I regularly exceeded expectations it helped me to stand out and get promoted faster,” she says.
Whatever you do, don’t be too eager in your new job when it comes to promising a certain level of productivity. You don’t want to over promise and under deliver. You want to manage your boss’s expectations, and then exceed them whenever you can.
When it comes time for your performance review, or when you decide to ask your boss for a raise or promotion, you’ll want to have hard evidence of your value as an employee. This is why you should keep track of your accomplishments.
Keeping track of your accomplishments will help you stand out because you’ll be able to prove to your manager just how valuable you really are as an employee. And the best way to document your value as a business-of-one is to quantify your work experience and accomplishments, specifically on your resume and LinkedIn profile. Update your resume and LinkedIn profile every month with quantified bullet points so you don’t forget any important information. This way, when it comes time for your performance review, you’ll be able to show your boss how you made or saved the company money and, therefore, justify a raise or promotion.
As a recent college grad looking for a job, what you lack in experience, you can make up for with enthusiasm. But once you land your first job out of school, that won’t be enough to stand out at work. If you want to stand out in an entry-level job as a recent college grad, follow these three tips.
Good luck! We’re here for you if you need any more help navigating the post-grad work life.
In fact, we’d love it if you joined our FREE community. It’s a private, online platform where workers, just like you, are coming together to learn and grow into powerful Workplace Renegades.
It’s time to find work that makes you feel happy, satisfied, and fulfilled. Join our FREE community today to finally become an empowered business-of-one!
Many of the best questions to ask before accepting a job offer get skipped by job seekers, causing them frustration later. This list of questions to ask when you’ve been offered a job will help you understand the situation you’re considering stepping into. The more you know, the better! (Plus it may even help you […]
The post 33 Questions To Ask Before Accepting A Job Offer In 2022 appeared first on Career Sherpa.
A dear friend of mine, who I’ve known for decades now, has an amazing personality. She’s fun (ready for a good time), outgoing (can easily engage in conversation with just about anyone), and personable (people just like her). She’s also a talented and successful marketing executive. On top of all this, she’s an unbelievable athlete. She’s run numerous marathons, but if that wasn’t enough, will throw in a couple of Ironman competitions to sprinkle on top for some excitement, courage, and inspiration. If I was to define her personality as a brand, she would be Starbucks (fun, outgoing, & personable), Google (confident & successful), and Red Bull (courageous, exciting, athletic, who happens to be a redhead) all rolled into one. And by the way, these combined brands generated over $263 BILLION in revenue last year.
When someone has a great personality we are drawn to them. We want to be with them because they make us feel good. A brand’s personality works the same way. Brands, just like humans, have personality traits that help make them relatable, mirroring the characteristics you value. Let’s explore further what a brand personality is, why a brand personality matters, and how to create your brand personality.
A brand personality can be defined as the set of human characteristics associated with your brand. It’s communicated through tone of voice, visuals, and even policies. They’re expressed as adjectives that convey how you want people to perceive your brand. For example, is your brand cheerful, funny, friendly, youthful, innovative, spirited, dependable, responsible, credible, sophisticated, rebellious, cunning, powerful, honest, and so on? Here is a list of 200+ adjectives to get you started.
Let’s look at an example. Coca-Cola is considered real and authentic while Pepsi tends to be young, spirited, and exciting, and Dr. Pepper is seen as nonconforming, unique, and fun. Source.
A brand can also be described by demographics (age, gender, social class, and race), lifestyle (activities, interests, and opinions), or human personality traits (extroversion, agreeableness, and dependability). Source.
For example:
If your brand neglects to define its personality, rest assured that people will form their own perceptions of you whether you like it or not. Take control of your brand by developing a well-defined brand personality. Here’s why…
There are three approaches on how to find your brand personality; use the one that best fits your needs.
Let’s first look at Jennifer Aaker’s Dimensions of Brand Personality framework which contains 15 traits organized into five factors.
https://www.hausmanmarketingletter.com/the-right-brand-personality/
Here are three steps to developing your brand personality under this model:
Next, is Brand Archetypes Framework by Carl Jung. Carl Jung believed that archetypes were models of people, behaviors, or personalities, thus making them more recognizable and relatable to target audiences. Jung identified 12 archetypes. The idea is that any brand can relate to one of the 12 archetypes that help define the brand.
https://iconicfox.com.au/brand-archetypes/
As you evaluate the Brand Archetypes Framework, start by thinking about the following:
Finally, there is the Combo Brand Archetypes & Brand Personality Frameworks. This model combines the Brand Archetypes and the Dimensions of Brand Personality Frameworks mentioned above.
https://conversionminded.com/brand-personality/
The flexibility of this method allows you to create your own framework using your best judgment.
In conclusion, your brand personality is one of the most powerful strategic tools to humanize your brand. Defining your brand personality will help you make better decisions across each aspect of your business. Start building your brand leadership today. You’ve got this!
You applied for a job and made it through to the interview process. You’re incredibly excited to meet the hiring manager and potential future co-workers. But during your interview, whether prompted by something you heard or observed, you suddenly get a bad feeling about the job opportunity. Is this a sign that the job will be bad?
It is possible to spot a bad job and/or toxic work environment during an interview. Luckily, if you know what to look for and learn to trust your gut, you’ll also likely avoid accepting a job offer for a bad/toxic job. In your next job interview, watch out for these three warning signs the job will be bad…
@j.t.odonnell 3 Signs the job opportunity could be bad. #badboss #badjob #toxixjob #toxicboss #careertiktok #careeradvice #careertok #jobinterview #jobinterviewtips ♬ Eyes. Lips. Face. (e.l.f.) – iLL Wayno & Holla FyeSixWun
The first warning sign you should watch out for is when the person interviewing you does all the talking. They don’t ask you a lot of questions. They just sit and talk about the job and how great the company is. Really good managers and companies have clear expectations and they’re going to get at that through a series of questions to you in an interview. So if you don’t do a lot of talking, something’s up.
The next warning sign to watch out for requires you to be observant. If you’re physically in the office for the job interview and notice that people aren’t really chatting much, that’s a bad sign. Maybe they look a little serious and aren’t very open to talking about the company and the opportunity. Happy employees love to talk about their employer.
The final warning sign that the job will be bad is if there’s no formal job description. And when you ask for it, the hiring manager says there isn’t one. Good companies always have job descriptions clearly written out so that they can make sure you understand your expectations.
If any of these warning signs are popping up in your interview, the job will probably be bad and you could end up dealing with a toxic work environment. Now, you might be tempted to accept the job offer even if you have a bad feeling because you’ve been looking for a job for a while. This will only hurt your career down the road. No matter how desperate you are for a job, you should never accept a job offer if there are major warning signs. The good news is, I can help you find the right job for YOU.
I’d love it if you joined my FREE community where professionals like you are learning how to become empowered in their careers so they can finally find career happiness and satisfaction, and overcome job burnout once and for all!
Sign up for my FREE community and become a Workplace Renegade today! My team and I are looking forward to working with you soon.
Why is figuring out what we want to do with our lives so painfully difficult? Seriously! It’s like we’ve all been given this massive amount of energy that we’re aching to use in a productive and enjoyable way. Yet discovering what to use it on eludes us. And the longer it takes to discover what we really want to do, the more uncomfortable we feel. That restless energy builds, and we long to be utilized for a worthy purpose.
The hard part for most of us is figuring out what that purpose is. And if you’re in a similar position, then this article is going to help you focus that energy. These three powerful questions will help you figure out what you’re meant to be doing:
According to a Gallup study, people who use their strengths and like what they’re doing are 127% more productive than the average employee! It makes sense. When you’re doing what you’re naturally good at, you’re more likely to be in flow, that magical state when you’re in the zone and feel like you can achieve anything.
So, how do you figure out your work strengths? You can take Work It Daily’s FREE Workplace Personas Quiz to see what your professional strengths are, and how to use them to your advantage!
Do you value freedom, adventure, and risk-taking? You might not want to get a desk job. Or what if you value family, relationships, and security? Perhaps you’ll find your best fit working from home, or at an office nearby with flexible work hours.
Figuring out what’s most important to you helps narrow down the field of possible career choices, not only in terms of lifestyle but also in terms of what kind of company and people you want to work with. Strong values of corporate responsibility and environmental consciousness will mean that a certain group of organizations won’t appeal to you, while others will.
So, do some deep reflection and list out everything that’s important to you, keeping in mind the eight key areas of life. Narrow that list down to 10 items. Then, try to get it down to your top three or five, and make sure that any opportunity you accept fits with those values. This is an incredibly powerful exercise for me each time I do it, and I think it will be for you as well.
Doing something that inspires you is at the core of reaching high states of happiness, and the most inspiring thing you can do is contribute to something you feel has a higher purpose. Something bigger than yourself. Like Batman, except without all the violence…hopefully.
Yet similar to Batman, one excellent way of figuring out what inspires you is to think about what makes you really, really angry in the world. What can’t you stand? Bruce Wayne, or Batman, couldn’t stand the fact that criminals were taking over his city, so he took a stand against crime. In doing so, he inspired others.
So, what bugs you the most in the entire world? And who’s doing the best job of solving that problem? When you tap into your strengths, figure out your core values, and contribute those to a purpose that inspires you, then you’ve found your dream job.
Once you answer these three questions, there’s a way to speed up your progress even more and get your dream job as quickly as possible: find a mentor. More specifically, by following in the footsteps of people who have already done what you want to do.
Answering these questions and taking these steps will help you get closer to figuring out what your dream job is. If you need more help finding and landing your dream job, especially if you’re feeling lost, trapped, or burned out in your career, we’re here for you.
We’d love it if you joined our FREE community. It’s a private, online platform where workers, just like you, are coming together to learn and grow into powerful Workplace Renegades.
It’s time to find work that makes you feel happy, satisfied, and fulfilled. Join our FREE community today to finally become an empowered business-of-one!
This article was originally published at an earlier date.
Making a follow-up call after an interview is something that makes a lot of people nervous. Not only can the call itself be anxiety-inducing, but there’s often some uncertainty about if you should call after an interview at all! This post will help you determine when you should call after an interview, and what to […]
The post Follow-Up Phone Call After An Interview: How To Make One appeared first on Career Sherpa.
There are two perspectives on SMART goals for job seekers, one from the viewpoint of the activities you perform as part of your job search, the other focused on understanding the expectations of a position you’re considering.
SMART goals, originally attributed to Peter Drucker, has been interpreted with various modifications and additions, but generally refers to goals that are Specific, Measurable, Attainable (Achievable, Actionable), Realistic (Relevant), and Time-Bound (Time-Based, Timely). There’s strong agreement on the “Specific” and “Measurable,” with several variations of the “__ART” elements. Specific, Measurable, and Time-Bound are generally agreed upon as core elements.
For job seekers, SMART goals can be a powerful tool to guide the process. While many individuals are familiar with the idea from its common work application, it’s a new—and much-needed—process for many job seekers. And for those unfamiliar with the idea, it can be further complicated by the claim of goals being set for them in their work experience—goals that are absolutely not SMART. So, a job seeker might just set an extremely broad goal, like “finding a new job,” or might set some seemingly more specific goals like:
While setting some goals, any goals, particularly if they’re written down, is better than not having any goals, these are definitely not SMART goals. More importantly, goals like these deprive a job seeker of the power of having SMART goals.
Research on goal setting clearly demonstrates the power—and the dangers—of goal setting. Goals that are not SMART fail to motivate top performance and/or lead to inaction. Goals that are set too high (not Realistic) frequently prompt a person’s decision to “give up.” Understanding the dynamics of goal setting can be a powerful tool for a job seeker’s success.
Let’s turn the examples above into SMART goals:
Understanding SMART goals can also be a powerful tool for a candidate to use during an interview. Job postings, ads, and even job descriptions can be filled with generalities and duties that, at best, describe average performance.
A job seeker is frequently asked, “Do you have any questions?” Seize this opportunity whenever given. Unless the following has been made clear to you, ask: “If I were offered and accepted this position, and you considered me extremely successful in my first year, what did I accomplish?” Then probe! And probe whenever you can during an interview when you don’t have clear, specific (SMART) expectations from the interviewer:
These probing questions need to be customized for each individual position. But just like the importance of thoroughly preparing your responses to questions about your experience, this is where you thoroughly prepare by 1) researching the company and 2) preparing questions that probe for:
SMART goals can be a very powerful part of a successful job search—and a powerful tool for a job seeker to use during the interview process—if a job seeker learns and practices the process.
The job search process can be incredibly frustrating and stressful, especially if you’re feeling lost, trapped, or burned out in your career. If you’re struggling to find a job that’s right for you, we can help.
We’d love it if you joined our FREE community. It’s a private, online platform where workers, just like you, are coming together to learn and grow into powerful Workplace Renegades.
It’s time to find work that makes you feel happy, satisfied, and fulfilled. Join our FREE community today to finally become an empowered business-of-one!
This article was originally published at an earlier date.
You work hard, spend your time at the office judiciously, and meet targets without failing deadlines. For the work you do every day, you feel you deserve a promotion. But when it comes to asking your boss directly, you find it awkward and difficult to approach him/her.
It can indeed be quite nerve-wracking to go up to your boss and ask for a promotion directly. Instead, there are ways you can show that you are ready for one and convince your boss easily.
Here are some useful tips to show your boss you deserve a promotion:
A promotion means new responsibilities and greater challenges. To meet these new challenges, you must have the desired skills. One of the best ways to show that you are ready for a promotion, therefore, is to upgrade your competencies and develop your skills. Understand your job role, browse the net, and find courses that can take you ahead. Many large organizations have online courses for their employees. On the completion of those courses, managers are immediately notified. If your organization also has such courses, sign up for them frequently.
You can also attend workshops and seminars to learn more about what courses will upgrade your skills and make you a more valuable resource in your company. Another simple tip is to follow people on LinkedIn. Find professionals who have a similar background and check the courses they completed. A simple Google search will give you a lot of information.
In the present business climate, organizations need people who can not only perform their responsibilities well but also deliver greater value. To make yourself more valuable for the business, think outside the box. Look for unforeseen challenges and hidden opportunities. Start by observing your team keenly. Once you identify a problem, look for ways in which it can be addressed.
One of the things managers pay special attention to when it comes to promoting their team members is their maturity to handle things. In other words, you should be someone your manager can depend on when things are difficult to handle. You must, therefore, be proactive and extremely organized.
Create folders as per your convenience to arrange documents, presentations, and spreadsheets in order. Be responsive and always respond to important emails. If you find it too tough to handle multiple responsibilities, use sticky notes to stay on top of things. The way you do your job sets you apart from your colleagues. So, don’t leave a bad impression by doing a shoddy job.
This is the easiest way to grab your boss’s attention and show that you are keen to learn. During the mentoring phase, you get an opportunity to collaborate closely with your manager. Moreover, you come across as an enthusiastic learner and get an opportunity to demonstrate your skills. By leaving a good impression, you can have an influential ally backing your case for promotion.
While pitching yourself for a promotion, you must show that you have excelled in your current role and that staying in the same position will be stagnating for your career. Gain the trust of your team members so that they approach you when they have a problem at hand. Try to “manage up.” Your boss will be more convinced if he/she sees that you have done a great job in your role and are now ready to take on more responsibilities.
When you bring value to the business, your manager will be convinced to promote you at work. You just need to find the right balance of hard work, people skills, and enthusiasm to brighten your prospects.
Navigating difficult workplace situations like asking for a promotion can be incredibly stressful, especially if you’re feeling lost, trapped, or burned out in your career. If you’re struggling to demonstrate your value and advocate for yourself on the job, we can help.
We’d love it if you joined our FREE community. It’s a private, online platform where workers, just like you, are coming together to learn and grow into powerful Workplace Renegades.
It’s time to find work that makes you feel happy, satisfied, and fulfilled. Join our FREE community today to finally become an empowered business-of-one!
This article was originally published at an earlier date.
Whether you’re going for a promotion at your current workplace or you’ve quit your job and decided to enter a brand-new career, interviews are nerve-wracking events. Your fate is placed in the hands of the interviewers and you can’t help but feels anxious about the outcome of the interview when it’s a job that you […]
The post Top Tips to Excel at Your Next Job Interview appeared first on Jobacle.com.
