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5 People You Should Ask For LinkedIn Recommendations

5 People You Should Ask For LinkedIn Recommendations
  • January 22nd, 2025
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LinkedIn recommendations are a tremendous asset to your job search. They can make your profile stand out and help you build credibility in your industry. They also act as social proof, showing that others value your skills, experience, and contributions. You can quickly and easily point a potential employer to your LinkedIn profile and they’ll be able to see verifiable references and recommendations of the quality of your work and the results you deliver.

Positive words can be powerful motivators. A strong recommendation highlights your accomplishments and provides insights into your work ethic, collaboration skills, and character. The key is to be strategic about who you ask to ensure their feedback aligns with your career goals and showcases your strengths.

So, how do you choose the right people to request a recommendation from? And how do you know if they’ll give you a good recommendation?

Here are five people you should ask for LinkedIn recommendations if you haven’t done so already!

1. The Happy Client

Man on laptop asks some colleagues for LinkedIn recommendations

Whenever I have a client who reaches out to me to share how happy they were with our service, I always politely ask if I can share the feedback on my website or if they would consider giving me a recommendation on LinkedIn.

Do the same!

If you’re in sales and a customer or client loves your work, connect with them on LinkedIn and professionally request a recommendation. Don’t just use the filler info that LinkedIn puts in the request; ask them specifically what you’d like them to comment on. For example, if they were impressed with your problem-solving skills or your ability to deliver projects on time, encourage them to highlight those aspects. It will help the person you are requesting the recommendation from to write a focused and specific recommendation versus a generic or broad-based recommendation that may not have as much of an impact.

2. The Team Player

Man on laptop writes a LinkedIn recommendation for his coworker

When you work in a team on a specific project and the collaboration is a success, that’s the time to ask your teammates to write a recommendation for you based on the outcome and collaboration of that specific project.

You can also return the favor; since you worked together you’ll be able to easily attest to their work ethic, problem-solving, communication, teamwork, fresh ideas, motivation—the list goes on.

3. The Current Supervisor

Man on laptop asks for a LinkedIn recommendation

Not everyone uses LinkedIn for their job search, and it’s not detrimental to your current employer to have them write a recommendation of your current accomplishments. It could actually be a great networking tool if you’re trying to find new contacts, new accounts, or new clients.

New connections and people who are considering connecting will read through your recommendations. So, if you’re on LinkedIn sourcing for new clients or accounts, then ask your current supervisor to comment on the positive impact you have now.

4. The Former Supervisor

Woman on phone and laptop asks for a LinkedIn recommendation

It’s always best to never burn a bridge—and even though it sometimes happens in cases where you left on good terms, it’s always a best practice to request a recommendation from a former employer.

A recommendation from a former employer is a powerful job search asset, and it’s especially impressive when companies are considering you for a new position. It shows that your past contributions were valued and that you left a positive impression, which speaks volumes about your professionalism and work ethic. Plus, a strong endorsement from someone who has directly managed you can provide unique insights into your skills and character that no resume or cover letter can fully capture.

5. The Board Or Volunteer Head

Group of professionals in a business meeting

Are you an active member of a nonprofit or involved in volunteering for a great cause? Ask someone who oversees the organization to recommend you for the work you’ve been doing. Not only is this more positive PR for your profile, but it also shows your interest and desire to help others.

These recommendations highlight qualities like leadership, compassion, and commitment—traits that many employers find valuable. Plus, they demonstrate your ability to balance professional responsibilities with meaningful community contributions, painting a well-rounded picture of who you are.

LinkedIn recommendations are an opportuntiy to showcase your professional achievements and share your personal values and dedication to making a difference. By being thoughtful and intentional about who you ask and how you guide their feedback, you can create a LinkedIn profile that stands out and tells a compelling story about your career journey and the impact you bring to every role. So, start reaching out today and let your network help you shine!

Need help with your LinkedIn profile?

Get access to our Free Resource Center today (no credit card required!).

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The 6 Career Problems You’ll Face (And How To Solve Them)

The 6 Career Problems You’ll Face (And How To Solve Them)
  • January 21st, 2025
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When it comes to navigating career problems, the truth might surprise you: there are only six. That’s right, after 20 years as a career coach and thousands of success stories, I’ve learned that every career challenge fits neatly into one of six categories. Recognizing which one you’re dealing with is the first step toward a clear solution.

The 6 Career Problems

At any given time, you’re likely grappling with one—or maybe two—of these issues. Here’s the breakdown:

1. No Interviews
You’re actively job searching but can’t seem to land an interview. Applications go out, but responses? Crickets.

2. No Job Offers
You’re getting interviews but not offers. You leave feeling optimistic, but no one is calling you back with good news.

3. No Recruiter Outreach
This issue is more common for senior professionals and executives. At higher levels, you expect recruiters to proactively reach out with opportunities, but the silence is deafening.

4. New Job Isn’t Working Out
You’ve started a new position only to find it’s not what you were promised. Whether it’s unforeseen circumstances or a misaligned role, you’re feeling stuck.

5. Problems in Your Current Job
Maybe your once-dream job has turned toxic, or a sudden change in rules, management, or workplace dynamics has left you unhappy. Sometimes, you might even be the source of the problem.

6. No Career Plan
You’ve been too busy working to step back and strategize your career. Without a plan, you’re moving without direction—and missing out on long-term growth opportunities.

What’s Your Career Problem?

Identifying your specific challenge is the first step toward resolution. Once you pinpoint the issue, you can focus on the right strategies to overcome it.

Solving Career Problems With The GLOW Method

Navigating career problems can feel overwhelming and deeply personal, but the truth is, most issues can be solved using a straightforward approach. I developed a simple yet powerful four-step methodology called the GLOW Method to address any career problem.

When people come to me with their career stories, they often feel their problems are uniquely complex and confusing. But I’m a problem-solver at heart, with a background in engineering that taught me the value of processes. Over the years, I’ve realized that the six fundamental types of career problems can all be addressed using the same four-step framework:

  • G: Gain Perspective
  • L: Luminate the Goal
  • O: Own Your Actions
  • W: Work It Daily

Let’s break it down.

Step 1: Gain Perspective

The first step is to gain clarity on what’s truly happening in your situation. Often, career problems feel overwhelming because we’re too close to them to see clearly. By stepping back and analyzing the situation, you’ll uncover “aha” moments that reveal where you might be misinterpreting events or overlooking key factors. This shift in perspective opens new doors and possibilities.

Step 2: Luminate the Goal

Next, it’s time to get laser-focused on what matters most. Career problems often arise when we’re distracted by too many options or letting emotions cloud our judgment. This step involves pinpointing the single most important goal you need to achieve right now. By “luminating” this goal, you create a roadmap for success and eliminate unnecessary distractions.

Step 3: Own Your Actions

Clarity leads to action. In this step, we focus on identifying high-impact activities that will drive results. It’s about working smarter, not harder—concentrating your energy on productive tasks that feel good and lead to tangible progress. By owning your actions, you take control of your career journey.

Step 4: Work It Daily

Finally, consistency is key. Tackling career problems doesn’t require marathon workdays; it’s about committing to small, focused efforts every day. Even 15–30 minutes a day spent on your goal can produce incredible results. With the right hacks, tips, and tricks, you’ll find the process not only effective but also manageable.

Free Resources To Support Your Journey

Happy professional woman on laptop achieves career satisfaction

For two decades, I’ve used the GLOW Method to help thousands of people solve their career problems and achieve their goals. It’s a proven system that simplifies the complex and delivers results.

To make this method accessible to everyone, my team and I have created a Free Resource Center packed with over $1,000 worth of signature materials. This includes access to live podcasts where I answer questions three times a week, plus recordings and other resources—all completely free (no credit card required).

If you’re ready to tackle your career problems and achieve the results you deserve, check out the Free Resource Center today.

Your career isn’t an unsolvable puzzle. With the GLOW method, success is just a few steps away. It’s time to stop overthinking, identify your specific challenge, and take actionable steps forward. Let’s tackle your career problems together.

Good luck! Go get ’em.



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Are You Ready for a Leadership Role? Four Questions to Ask Yourself

Are You Ready for a Leadership Role? Four Questions to Ask Yourself
  • January 15th, 2025
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Nearly everyone, at some point in their career, will have to decide if they want to pursue a leadership role. However, many people focus their consideration […]

The post Are You Ready for a Leadership Role? Four Questions to Ask Yourself appeared first on Blog Job Hunting Career Management Solutions | CareerShift.

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How To Get A New, Better-Paying Job In 2025

How To Get A New, Better-Paying Job In 2025
  • January 14th, 2025
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Are you one of the six out of 10 Americans who, according to Inc. Magazine, wants a new job in 2025? If so, do you have the tools to make that dream a reality? As a career coaching veteran with 20+ years of experience, I’ve helped thousands of professionals land better-paying jobs—even during the ongoing white-collar recession. To help you succeed, I’m sharing the five essential strategies that can transform your job search and help you secure a new role.

Bookmark this article—it’s packed with actionable advice to help you unlock your career potential. Now, let’s dive into the five critical tools you need for success in today’s competitive job market.

1. Identify Your Unique Value Add (UVA)

In a job market flooded with qualified candidates, your first task is to identify your UVA. This is how you articulate your ability to save or generate enough value for a company to justify the cost of hiring you.

Here’s the key: Your UVA must demonstrate how you can provide a return of 130–140% of your salary. For instance, if you’re aiming for a $100,000 annual salary, you need to show how your work will generate $130,000–$140,000 in value. Without a clear UVA, you’ll blend in with the crowd instead of standing out as the must-have candidate.

2. Create An Interview Bucket List

Woman writes an interview bucket list while looking for a new job

Job seekers often waste time applying to hundreds of positions online or using AI tools to submit applications en masse. This “spray and pray” approach rarely works.

Instead, become a job shopper by curating a targeted interview bucket list. Identify companies and hiring managers who align with your skills and career goals. By focusing your energy on a select list, you can strategically showcase your UVA to the right audience.

3. Master Backchanneling

Man on phone and laptop masters backchanneling in his job search

Networking is no longer enough. What you need is a backchanneling strategy—a method to connect directly with hiring managers at the companies on your interview bucket list.

Backchanneling allows you to tap into the hidden job market, cutting through the noise and bypassing gatekeepers. It’s smarter, not harder, and it’s a game-changer in modern job searches.

4. Develop A Connection Story

Happy woman fills out a job application on her phone

When all candidates appear equally qualified, your connection story becomes your differentiator.

This story should convey why you’re passionate about the company’s mission, products, and customers. Hiring managers are drawn to candidates who demonstrate genuine enthusiasm and alignment with their organization. Lead with your connection story during backchanneling efforts to establish trust and set the stage for sharing your UVA.

5. Use A Job Matching Matrix

Man writes a job-matching matrix in his job search

The job matching matrix is the ultimate job search hack for 2025. It’s a simple yet powerful tool that compares your qualifications to the job description, line by line.

By presenting this matrix to hiring managers, you make their decision-making process easier. You eliminate guesswork by clearly outlining how your skills match their needs. Candidates who use this tool often find their interviews flow more naturally, making them stand out as the ideal hire.

Free Resource Center: Your Key To Success

Woman holding laptop happy in her career

If you don’t have these five tools yet, don’t worry. My team and I have created our Free Resource Center to help you master them. Inside, you’ll find video training valued at thousands of dollars—at no cost to you (that means no credit card required!). You’ll also gain access to my live podcast, where I answer questions and provide personalized advice three days a week.

The job market in 2025 will be challenging, but you don’t have to face it unprepared. These strategies will shorten your job search, increase your earning potential, and position you for success.

Take the first step today. Explore the Free Resource Center, tune in to the live podcast, and unlock your potential. Together, we can make your job search smarter and more rewarding.

Good luck—go get that new job!

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What’s The Dermatologist Salary And Compensation Today?

What’s The Dermatologist Salary And Compensation Today?
  • January 10th, 2025
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Dermatologists are physicians who diagnose and treat patients with skin, mouth, hair, and nail disorders. After finishing medical school, they need to complete a year of clinical training, plus three to four years of residency in dermatology. Dermatologists who decide to practice a sub-specialty are required to go through an additional year of training.

According to the Medscape Dermatologist Compensation Report 2024, dermatologists are among the top earners of all physician specialties, with an average annual compensation of $479,000. This total compensation includes salary, bonus, and profit-sharing contributions.

Factors That Impact A Dermatologist’s Annual Salary & Compensation

Dermatologist talking to a patient during an appointment

Years In Practice

During the initial year of practice, a dermatologist’s salary is not as lucrative. Residents do not earn doctor-like salaries. According to ZipRecruiter, the median salary during the first year of practice is $376,749. A seasoned dermatologist can make well over $400,000.

Skills

Single-specialty group practices, multi-specialty group practices, and hospital employment are viable alternatives that dermatologists can opt for as a career path. The average salary for a dermatologist in outpatient care centers is $460,470 compared to an annual income of $302,940 when employed in a hospital.

Location

Salaries may vary for some reasons. Some major metropolitan areas have unusually high living costs and must offer substantial salaries or benefits to compensate. Many prairie states pay higher salaries to offset the disadvantage of their relatively harsh climate. Dermatologists from the Northwest have an average annual compensation range of $402,260 – $581,560 compared to those in other regions of the U.S.

Professional Reputation

Staffing firm Jackson & Coker reported an average salary of $327,260 for dermatologists, but an average of $65,452 in benefits raised total compensation to $392,712. Merritt Hawkins’ 2012 compensation survey found that 54% of bonuses were based on patient volumes, with 35% based on quality.

Dermatologist Salary, Compensation, And Medical Specialties

Dermatologist looking at a patient's hand

Here’s a more in-depth look at a few types of dermatologists:

Pediatric Dermatologists

Pediatric dermatologists are dermatologists who specialize in the treatment of skin diseases in children: conditions such as eczema, psoriasis, warts, dermatitis, or birthmarks. Many practicing pediatric dermatologists receive annual bonuses ranging from as low as $10,000 to as much as $150,000. Those who are working in the academic field get an average salary of $176,661 for assistant professors and $232,375 for full-time professors. A practicing pediatric dermatologist earns an average salary of $396,021 and reported a range salary from $340,894 to $462,260.

Cosmetic Dermatologist

The average salary for a cosmetic dermatologist in the U.S. is $376,749. However, the total compensation of a cosmetic dermatologist is very dependent on the quality of care.

Veterinary Dermatologist

A veterinary dermatologist is a veterinarian with advanced training in the treatment of a wide variety of animal skin diseases and disorders. Compensation may vary widely based on the level of experience in the field.

It is expected that experienced and more established dermatologists have the tendency to earn larger salaries. Indeed, the salary and compensation of a dermatologist is lucrative. This is the reason why a great number of young Americans envision a career as a dermatologist, in addition to wanting to help treat and cure individuals of skin, mouth, hair, and nail disorders.

However, it is also important to know that before you can earn hundreds of thousands a year, it is vital to go through several years of education, intense training, and additional learning to be a qualified and efficient dermatologist.

Overall, if you’re looking for a great, fulfilling career in the medical field, then dermatology could be the one.

Not sure what career is right for you? Take our FREE Career Decoder Quiz today!

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Summary Sunday: Issue 576

Summary Sunday: Issue 576
  • January 5th, 2025
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Regroup and reprioritize your job search and/or career with information that you can actually use! As I’m sure you experienced, the week between Christmas and New Year is a void. Not much happens and it’s easy to lose track of what day it is. Sometimes, that carries over into early January. No worries. It happens. […]

The post Summary Sunday: Issue 576 appeared first on Career Sherpa.

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22 Best Job Search Tips From the Experts for 2025

22 Best Job Search Tips From the Experts for 2025
  • January 3rd, 2025
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Heading into a new year means getting your job search on the right track. Whether you are unemployed or employed and looking, you’ll want to use these pieces of job search advice. Job Search In 2025 Looking for a new job in 2025 will be different than it was a year or more ago. I […]

The post 22 Best Job Search Tips From the Experts for 2025 appeared first on Career Sherpa.

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Over 40 And Unemployed: Why Are You Overcompensating?

Over 40 And Unemployed: Why Are You Overcompensating?
  • December 24th, 2024
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We work with people who are over 40 and looking for work, and we’ve seen a pattern in the “strategies” of the older and unemployed. To put it simply, older job seekers have been beaten up, treated unfairly, and given so much (bad) advice that it’s hard to know what’s right, wrong, or even worth trying if you can get an interview.

We have one simple question we ask all of the older and unemployed professionals we coach: “Does it help you get hired or does it help you get eliminated?”

If you’re over 40 and unemployed, start asking yourself this question about everything you do in your job search. And remember, if what you are doing isn’t working, change it! We want you to go to your next interview energized, confident, and prepared. We want you to get hired for a great job. So, we are going to give you the top three ways the older and unemployed overcompensate in interviews.

1. “I Have (Anything More Than 10 Years) Experience.”

We once coached a gentleman who told us he had 22 years of experience three times within the first five minutes of talking to us. We explained that no jobs advertise “over 20 years of experience required,” and every time he said he had “22 years of experience,” he was reminding a hiring manager that he was older and probably more experienced than the manager he would be working for. So, 22 years of experience helps you get eliminated—not hired!

We decided he would never say those words again in an interview and would only focus on the 5-8 years of experience he had that matched the position he was applying for.

2. “I’ve Done It All.”

Older professional smiles while at work

Nothing says, “Even though I’m new to your business, I’ll probably tell you how you can improve your systems and, oh yeah, I’ll be hard to train, too,” more effectively than this statement. It’s like arriving at your interview in a yellow Corvette with your top three buttons undone (we are talking about dudes here), a thick gold chain, and too much cologne.

Remember, you are not there to be the most qualified candidate; you are there to be the perfect candidate. And, the perfect candidate has the right experience and appears to be moldable and trainable.

3. “I Just Need A Job Because I Have Bills To Pay.”

Older woman interviews for a job

Unfortunately, your personal experience doesn’t count in any of these categories. We have coached and talked to many older and unemployed professionals who were in need of a job. They had really heartbreaking circumstances. Things like needing to buy medication for sick children or just needing to pay rent. The advice we gave them was don’t play the pity card. Yes, it will generate some compassion from a hiring manager, but it won’t get you hired.

The truth is, hiring managers would love to help you if they could but they have to hire for experience, education, and fit, so focus on these and these only.

Being over 40 and unemployed can feel like an uphill battle, but it’s a challenge you can overcome with the right mindset and strategies. Remember, the key to success isn’t overcompensating or leaning on your personal struggles; it’s about presenting yourself as the perfect fit for the role.

Highlight the skills and experiences that align directly with the job requirements, demonstrate your adaptability, and approach every opportunity with confidence and professionalism. Stay focused on what helps you get hired, adjust your approach as needed, and trust that your experience, when framed correctly, can be your greatest asset. With perseverance and a clear strategy, your next career opportunity is within reach.

Need more help with your job search?

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How To Explain Being Laid Off Multiple Times

How To Explain Being Laid Off Multiple Times
  • December 16th, 2024
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Being laid off multiple times can feel overwhelming, especially when it happens back to back. It’s a scenario that leaves many professionals struggling to articulate their experiences during job interviews. The truth is, while it’s natural to internalize blame, being laid off isn’t necessarily a reflection of your abilities or worth. Here’s how to reframe your perspective and confidently explain your situation.

Why Being Laid Off Feels Personal

The initial reaction to a layoff is often self-doubt. You might think, “If I was good enough, they would have kept me.” But layoffs often have more to do with external factors than personal performance. Market shifts, company restructuring, or declining relevance of certain skill sets are common reasons people are let go.

When it happens a second time, the self-doubt can deepen. You might think, “Lightning doesn’t strike twice—this must be my fault.” However, the reality is that back-to-back layoffs often follow a pattern. For example, if you transitioned to a similar role after your first layoff, the second company may have faced the same challenges, leading to another layoff.

Understanding the Pattern

Woman on laptop thinks about filling out a job application after getting laid off

Here’s a common scenario:

  1. Your skill set or department becomes less relevant to the organization, leading to a layoff.
  2. In your urgency to find a new job, you accept a similar role in a company facing similar challenges.
  3. The new employer eventually encounters the same issues as the first, resulting in another layoff.

This cycle doesn’t mean you’re at fault. Instead, it highlights an opportunity to analyze the circumstances and make more strategic career moves.

How to Explain Back-to-Back Layoffs

Man answers a question during a job interview

When asked about consecutive layoffs in an interview, your goal is to show accountability and growth. Here’s how you can craft your response:

1. Acknowledge the experience

Start with an honest reflection, framing it as a learning opportunity.

“If you had told me three years ago that I’d experience two layoffs back to back, I wouldn’t have believed you. But looking back, I’ve gained clarity about what happened and what I’ve learned from it.”

2. Analyze the situation

Demonstrate that you’ve thoughtfully considered the circumstances and identified patterns.

“At my first company, there were signs that my department’s role was becoming less relevant. I stayed until I was laid off, and then quickly found a similar job. Unfortunately, I didn’t realize that my new employer was facing the same challenges. That led to a similar outcome.”

3. Show accountability and growth

Explain how you’ve adapted and what steps you’ll take moving forward.

“Looking back, I can see two key lessons. First, I should have started exploring new opportunities as soon as I saw signs of instability at my first employer. Second, I should have broadened my job search to include roles where my skills could align with more stable, forward-looking organizations. These experiences have helped me refine my career strategy, and I’m committed to finding a role where I can make a long-term impact.”

This response conveys intelligence, accountability, and a commitment to growth—qualities any employer values.

The “Experience + Learn = Grow” Model

Woman answers an interview question

This approach is rooted in the “Experience + Learn = Grow” framework, which ensures your answers are structured, articulate, and professional. It’s the best way to answer those tough behavioral questions in job interviews.

Using this method, you can:

  • Share your story with confidence.
  • Highlight what you’ve learned.
  • Showcase your ability to grow from challenges.

Your Next Step

If you’re ready to master tough interview questions like this, Work It DAILY offers the tools you need. Sign up for a 7-day free trial to access our interview prep program and learn how to craft responses that position you as a must-have candidate.

Being laid off multiple times doesn’t define your career—it’s how you respond and grow that truly matters. Use these strategies to turn past challenges into a compelling story of resilience and adaptability.

Good luck! Go get ’em.

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4 Keys To Upskilling In 2025

4 Keys To Upskilling In 2025
  • December 13th, 2024
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It has always been important to upskill or reskill, but today’s economic and job uncertainty has further hammered that point home. Whether you’re looking for a new job in 2025, making a career change, or planning to grow in your current job, all professionals should make a plan for upskilling or reskilling.

According to the Future of Jobs Report, of the employees who remain in their roles, about 40% can expect that the core skills for that position will change and 50% of employees will need upskilling. The report also states that many employers are aware of the value of investing in their employees and that on average employers expect to offer upskilling and reskilling to just over 70% of employees by 2025.

Even if employers do step up their upskilling offerings, one fact remains: Professionals should take personal responsibility for their own upskilling or reskilling plan!

Here are some ways to develop your upskilling or reskilling plan.

Determine Your Goals

No matter what position you’re in as a professional, there’s always a need for picking up new skills.

Those looking for a new job or trying to make a career change need to gain new skills in order to make themselves attractive candidates to potential employers, especially in this competitive job market. In addition, even if you don’t have all the skills required for a position, there are some employers who are equally impressed with the initiative to gain the skills, and they may be willing to take a chance on the right candidate.

For those who are employed, it’s important to anticipate how your job may change in the coming years and plan accordingly. It’s also important to take into account your personal goals for career growth and development. There are always goals that can be accomplished.

Chart Your Course

Woman writes notes to figure out what she should do to upskill in her career

Professionals today are lucky to live in an era where there are so many courses and professional certifications available online. If you do some research, you’ll likely find a course geared towards the skills that you’re looking to acquire.

The main consideration is the time and financial investment that you must put into acquiring these new skills. Like anything in life, you have to sacrifice a little upfront to achieve long-term gains.

Professionals with jobs should consider scheduling a career discussion with their boss to start a conversation about goals for the year ahead and plans for upskilling. The company may take an interest in your initiative to upskill and offer some financial assistance. There are also some companies that offer financial assistance and schedule flexibility as part of their employee benefits packages.

If you’re unemployed or not in a position to get assistance, then do a careful search of what’s available. Sometimes companies open up courses for free or at a discounted rate for a limited time. Sites like LinkedIn and Coursera have diverse offerings at multiple price points.

It’s ultimately up to the individual to determine how much they’re willing to invest for a potential long-term gain.

Leverage Your Network

Man on phone leverages his network to learn how to upskill

Sometimes the best advice comes from people who have been there and done that.

It’s smart to turn to your network if you have a question about upskilling or reskilling because if your professional network is large enough, chances are you can find someone with solid advice about potential strategies or courses.

Connections could also introduce you to new connections that are better suited to address your particular situation. So not only do you gain some much-needed advice, but you also make a new connection that could come in handy someday.

This is just another reason why it’s important to constantly build your network—because it can help you on every step of the career journey.

Upskilling Can Be Fun Too!

Businesswoman smiles while taking an online course on her laptop

While learning new skills to accomplish your career goals is a top priority, it can also be rewarding to learn new skills just for your own personal satisfaction.

Perhaps you’re a financial advisor with an interest in graphic design. By learning more about things that you enjoy or intrigue you, the more personal satisfaction and happiness you’ll receive. And you never know when one of these skills could be leveraged into something that may grow your career, or even help you start a side business.

Learning new skills has a way of opening up new doors, even ones that you didn’t see coming. Upskilling not only boosts your confidence but also enhances your adaptability in a rapidly changing job market. It signals to employers that you’re proactive, resourceful, and invested in your professional growth. With every new skill mastered, you’re not just adding to your resume; you’re reshaping your future and expanding your potential. Take the first step today—your next opportunity might just be waiting for the skills you’re about to learn.

Need more help with your career?

Become a member to learn how to earn more, stress less, and truly love what you do.

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Cover Letter Trends: How To Write A Cover Letter In 2025

Cover Letter Trends: How To Write A Cover Letter In 2025
  • December 10th, 2024
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When it comes to applying for jobs, cover letters have long been a staple of the process. But let’s face it: traditional cover letters are a thing of the past. If you’re still using a “To Whom It May Concern” template to summarize your resume, stop. The traditional cover letter is dead, and it’s time to embrace a new approach—one that truly connects with potential employers.

Welcome to the era of disruptive cover letters.

Why Traditional Cover Letters Don’t Work

The old-school cover letter, often just a regurgitation of your resume, rarely gets read. Why? Many hiring managers now assume these cover letters are auto-generated by AI tools like ChatGPT, making them impersonal and uninspiring. Employers want authenticity, and a generic summary doesn’t deliver.

Instead of rehashing your qualifications, your cover letter should tell a story—one that resonates with the employer and highlights why you’re excited about their company.

What Are Disruptive Cover Letters?

Man writing a cover letter on his laptop during his job search

Disruptive cover letters are a game-changing strategy designed to help you stand out. Unlike traditional cover letters, they don’t look like cover letters at all. They focus on storytelling and creating an emotional connection with the employer.

Here’s how they work:

  1. Start with a bold, personal statement: For example, one of my clients who applied to Google wrote: “I remember the first time I used Google search, and it changed my life…” This immediately grabs attention and sets the stage for a compelling story.
  2. Tell your connection story: Explain why you feel aligned with the company’s mission, values, or brand. For example, another client who applied to a major snack brand shared: “Six Oreos and a glass of milk was my go-to snack after every soccer game…” The result? An interview.
  3. Explain your value through storytelling: Instead of listing qualifications, weave them into a narrative that demonstrates how you’re the right fit for the role.
  4. End with a call to action: Ask for the opportunity to discuss how you can contribute to their success.

Humans are wired for stories. Social media and viral content prove that stories evoke emotions, make ideas memorable, and create connections. In a competitive job market, storytelling is the surest way to set yourself apart from other candidates and stand out to employers by fostering an emotional bond with the hiring team.

Taking It to the Next Level

Recruiter reads a cover letter from a job candidate

If you want to go above and beyond, consider turning your disruptive cover letter into a video. A video cover letter allows you to share your connection story in a personal, dynamic way. Imagine starting your video with:

“Let me tell you the story of how I discovered your company and why I’m passionate about joining your team…”

These video introductions get candidates noticed and land them interviews.

How to Get Started

Happy man looks for a job on his laptop

Creating a disruptive cover letter isn’t as daunting as it sounds. Once you master the framework, it’s easy to adapt for multiple companies by tweaking key details.

Want to learn how to craft your own disruptive cover letter? Work It DAILY offers a step-by-step guide to help you create impactful cover letters and even video versions. Sign up for a free 7-day trial and start transforming the way you approach job applications.

The key takeaway from today’s cover letter trends: it’s not just about showcasing your skills; it’s about evoking emotion and building a connection. With a disruptive cover letter, you’ll stand out from the crowd and leave a lasting impression.

So, ditch the traditional cover letter and embrace the future. Your dream job is just a story away!

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The Overlooked Power Of Appreciation

The Overlooked Power Of Appreciation
  • December 6th, 2024
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In the fast-paced world where expectations are high, there is one simple yet powerful tool that is overlooked more than it should be: appreciation. Did you know that showing appreciation is one of the most impactful things you can do for someone else?

Think back to the last time you were traveling through an airport and saw a uniformed veteran. Did you pause to say, “Thank you for your service?” It’s a simple gesture that carries immense meaning so imagine the pride the veteran feels. Or when you were little, did you make breakfast for your mom on Mother’s Day? Looking back, I admit my first attempt wasn’t exactly a culinary masterpiece, but she lovingly ate every bite. Why? Because my mom cherished and appreciated my efforts to make her day special. I had the biggest smile and my heart swelled with pride! These gestures of gratitude make others feel seen and valued.

Those same principles apply in the workplace. Small, intentional acts of appreciation can have a ripple effect boosting morale and strengthening relationships across the team. When employees feel appreciated and valued, they are more likely to be motivated and engaged in their work. This can lead to increased job satisfaction and commitment to their role, which then can reduce turnover.

Appreciating the team fosters a positive team culture where team members feel supported and recognized for their contributions which can lead to improved collaboration as team members are more likely to support each other. They can feel more comfortable sharing ideas and perspectives which can stimulate innovation and continuous improvement within the team leading to new approaches and efficiencies. It helps to acknowledge and recognize their hard work, dedication, and achievements. It validates their efforts and contributions, which boosts their morale. When employees feel appreciated, they’re more likely to strive for excellence and go the extra mile.

Appreciating employees concept

There are numerous ways to show appreciation to the team. It’s important to personalize the approach and consider the organizational culture, team dynamics, and each team member’s preferences to make the appreciation gestures meaningful. In addition to celebrating Employee Appreciation Day (the first Friday in March), some other ways are:

  • Public recognition – one way is to recognize contributions publicly such as in a company newsletter to give them visibility among their peers and the broader organization. At one of my prior companies, we could submit individuals for a “Kudo” which was an organization-wide announcement.
  • Celebrations and team-building activities – celebrating milestones such as project completions or team achievement with a team outing or social event can be a fun way to show appreciation.
  • Professional growth opportunities – supporting continued learning through training, conferences, or certifications.
  • Employee rewards and incentives – providing tangible rewards such as a bonus or gift card can be used to recognize exceptional performance or significant achievements.
  • Verbal acknowledgment – simply expressing sincere verbal recognition and appreciation for a job well done which can be done through one-on-one conversations, team meetings, or company-wide events.

Thank you concept

Don’t underestimate the power of simply saying “thank you” to acknowledge and recognize efforts and support. It doesn’t cost anything but its impact is immeasurable conveying acknowledgment and respect which can lead to improved relationships. Promoting positive interactions can create a culture of appreciation and gratitude that reinforces that their work matters. I’ve adopted the habit of saying thank you and expressing gratitude daily to each team member.

There are multiple ways to show your appreciation. Whatever you choose, I think the most important aspect is the appreciation to be sincere and genuine, which makes it meaningful. Sometimes I’ll write a handwritten thank-you note. It’s that extra step that typically isn’t expected but is greatly appreciated and will make that person feel incredibly special. One of my favorite ways to show my appreciation is by baking for the team. They know that it’s something personal that I’ve given of myself each time I bake. And if I’ve baked their favorite items (albeit chocolate chip cookies, brownies, or apple pie) can make their day.

Appreciation shouldn’t be a one-time act but a consistent practice promoting recognition so individuals feel valued, respected, and motivated to perform their best. Take a moment today to thank your team for their hard work, which might be the spark that propels them to even greater success!

For more information about how the overlooked power of appreciation and gratitude can transform teams, follow me on LinkedIn!

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