5 Tricks To Kick The Worst Alluring Sins Tech Sellers Still Commit

5 Tricks To Kick The Worst Alluring Sins Tech Sellers Still Commit

As a technology seller at the onset of the pandemic, I witnessed firsthand as buyers made a statement by revolting against spammy sales efforts, making it clear that they expected sellers to willingly facilitate a modern buyer journey that enabled them to evaluate and validate a solution and company before interacting with salespeople, and rewarding the sellers that proactively guided multi-stakeholder buying groups through increasingly complex and resource intense buying decisions.


Savvy sellers recognized the shift and aligned with this new set of buyer expectations in five key areas:

  • How they originate opportunities and defined a sales “lead”
  • How they market their solution
  • Offering their website as a generous repository of clear messaging and materials for buyers to anonymously educate themselves about the end-to-end solution and company
  • Enabling prospects to self-identify their interest via an email inquiry or web form to initiate the sales conversation after recognizing their need, seeing the vendor as a potentially viable solution to explore, and preparing internally to engage the solution and vendor as a potential initiative
  • Actively leading buyers past a strong temptation to stick with the status quo by focusing on individual stakeholder personas, biases, and fears, walking them through surprising insights about their business problem, and clearly communicating both negative and/or rewarding personal implications for inactivity or supporting the buying initiative

Two years later, how have enterprise technology sales organizations adjusted to meet these new buyer expectations?

Recently I had the opportunity to go undercover to see present-day solution sales from a SaaS buyer’s perspective as I swapped hats to evaluate and recommend SaaS platforms for a start-up. Immensely revealing, I learned that technology sellers still have work to do to cater to modern buyer expectations.

These are the top sins that are still present in the buyer journey, followed by my recommendations to improve the experience and sales outcomes.

Sin #1 – Forgetting To Sell An End-To-End Buyer Journey

Most professionals are active in native social and peer networks where they source information and form opinions about prospective partners. However, it is all but guaranteed for potential buyers to visit vendor websites seeking product information in the form of videos, blogs, pricelists, case studies, testimonials, white papers, and demos to assess the viability of a prospective solution.

I did the same and found a conspicuous absence of high-level end-to-end tours, explainer videos, or infographics to efficiently familiarize myself with various configurations of each platform’s process flow to assemble a well-thought sales journey for my clients. This left me picking through a matrix of functionality packages, trying to envision how the solution would transform my processes, compared to its competitors, and if a solution that I wanted to recommend, I struggled to scrape together a concise presentation and justification to pitch to C-suite and board members.

Pro Tip: Keep in mind, most enterprise organizations task an already overworked executive to lead a technology evaluation, risk their reputation to pitch and recommend to executives and board members, and oversee the implementation process. As such, think about your website and each piece of content as a pull-through sales and marketing resource to help stakeholders painlessly understand, believe in, and present how your solution will make money, save money, or mitigate risk differently than the status quo, fits alongside other platforms in the lifecycle of their business process, and stands out from competitive solutions. As you supply easily accessible, presentation-ready product information and validation, you will stand out from your competitors and endear buyers.

Sin #2 - Starving Or Stalking Buyers 

A website is arguably the most powerful repository of information about your solution, your credibility, your tribe, and your values to educate and influence potential buyers and potential job seekers for that matter. It is also the #1 tool for buyers to convert from an anonymous tire kicker to active shopper. As such, when content and ads drive potential buyers to your website and they find a smorgasbord of product information and validation, you equip them to morph into a high-intent buyer as they recognize their needs, see your product and company as a potentially viable solution, and prepare themselves to pursue a conversation with your sales team. But what if they arrive at your website and encounter a confusing message, little to educate themselves, or content that is locked behind a web form?

Speaking for buyers far and wide, no one likes being entrapped by a web form in exchange for basic product info. The secret is out that within mere moments of completing your web form, an SDR or BDR will be hot on their trail with spammy emails, calls, and LinkedIn InMail messages.

Pro Tip: No, your website won’t singlehandedly draw potential buyers and close sales, but if you fail to stock it with engaging content so your buyers can meaningfully evaluate your solution on their own time or if you lock your content behind forms, it creates a sour taste that lasts well into the sales process. Worse yet, they may pass your solution over altogether in an evaluation. As such, make your website a generous library and ditch the web form. Once you’ve established the viability and credibility of your solution, don’t worry, prospective buyers will willingly engage in a conversation as a high-intent buyer.

Sin #3 - Breaking The Golden Rule

Old woman shakes hands and thanks someone at work

Right on cue, as I begrudgingly completed web forms to get my hands on any level of detailed content to study and compare, I felt like a doe on the opening day of hunting season. I was immediately assailed by multiple calls and emails. In the case of one vendor, not one but three different people contacted me as many as three times a day until I emailed an executive asking them to stop contacting me altogether.

Pro Tip: This is a great time for some honest reflection. In his book Sell the Way You Buy, David Priemer points out how seemingly normal people behave completely differently when they’re behind the wheel of a car. He goes on to say, “Unfortunately, many traditional sellers believe that the tactics they use to engage (and often bother) prospective buyers are completely acceptable when they’re doing it under the banner of ‘selling.’ They bombard customers with low-value templated emails, and disingenuous social media invites quickly followed by schlocky solution pitches and generic cold calls for which they haven’t prepared. Yet, when most people find themselves on the buying side of the table, their awareness of and resistance to these tactics are strong.” If you can fog a mirror, you’ve experienced this yourself, so be honest. Put yourself in your buyer’s shoes and ask yourself if the tactics you use would actually get you to buy you or your product.

Sin #4 - Under Equipping Buyers To Present & Recommend Your Solution

Demo concept

After picking through published resources and lacking clarity about the end-to-end user experience, I scheduled demos.

Now all became clear, right?

Well… Sort of. I gained a greater understanding of the particular platforms but struggled to connect the dots of how they compared, overlapped, or fit with the functionality of adjacent platforms to know what I needed and didn’t need to achieve the end-to-end marketing, business development, and sales journey I sought to create.

Pro Tip: If you are a student of effective presentations or public speaking, you know that every talk starts by thinking about your audience. Who are they, what do they care about, need to know, and how can you best serve them? It isn’t enough to just show your platform. Think of your buyers as sales agents for your solution that you convince and equip to re-sell within their organization. This means they need to come out of calls and demos with a high-level understanding of the solution, how it translates into the entire lifecycle of their business, unique insights into the problems it solves, and equipped with materials to painlessly present and recommend your platform with decision-makers. I suggest a well-thought leave-behind that includes a flowchart or infographic, key points to remember the platform vs. competitors, and a concise business case to pass along and advocate for your solution.

Sin #5 - Missing The Motives That Make The Decision

Artificial intelligence (AI) concept

If you’ve been recruited to participate with a buying committee in recent history, it’s likely you have witnessed tighter purse strings, an increasing number of stakeholders that may have included corporate board members, and taller stakes for supporting an initiative that isn’t executed well, gains lackluster adoption, or under-delivers on promised outcomes.

Adding to stakeholder fear and bias, artificial intelligence, machine learning, and virtual and augmented realities are quickly becoming core components for most SaaS solutions to automate low-value functions. Depending on a given stakeholder’s role, supporting these emerging technologies may be perceived as career suicide. Each stakeholder has their own internal motivations and risk analysis that drives support or opposition to an initiative. Statistics show that nearly 2/3 of all sales engagements conclude with the perceived safest decision: do nothing and stick with the status quo.

Pro Tip: It could be argued that today’s battle to sell technology rivals the dot-com bust that crashed the stock market, real estate market, and financial markets in 2008. On a golf course in New York, a downtrodden stock broker complained that he was the last person investors wanted to hear from being associated with the overnight loss of fortunes. His wise friend suggested otherwise, pointing out that it was the ideal time to call every investor in New York to ask, “How is your stockbroker doing for you, may I help?”

There is an opportunity to serve each stakeholder by making the decision personal for them. What are their core job responsibilities, fears, and biases that internally motivate them to reject or buy into your solution? Proactively appeal to that inner person by showing them how you help them get what they want without risk. Is it an annual bonus for reducing operating costs by 15% that met EBITA numbers and demonstrated competence for the board? Being credited with increasing operational productivity or profits? Willingly embracing a digital transformation initiative that would cause the department to increase production by 20% with the same resources? Appeal to that inner person. Partner and collaborate with an internal champion who is motivated to help colleagues reach a consensus in support of an initiative that best solves organizational dysfunction and improves their workplace.

For additional insights or help with building, modernizing, or navigating the SaaS buyer journey, please reach me on LinkedIn or at [email protected].

Tips For Answering “How Do You Prioritize Your Work?”

Tips For Answering “How Do You Prioritize Your Work?”

“How do you prioritize your work?” is an interview question that you need to be prepared for. It directly connects to your abilities as an employee, so interviewers will be paying close attention to your answer. Let’s take a look at how to answer this question in a way that improves your chance of getting […]

The post Tips For Answering “How Do You Prioritize Your Work?” appeared first on Career Sherpa.

Summary Sunday: Issue #503

Summary Sunday: Issue #503

You may already know, there are numerous moving pieces when performing a job search. Presently there will always be adjustments or updates to your job search process in addition to parts some job searchers struggle with or require to know more aid with. Every week We discover, read and discuss articles associated with job look for. And many are extremely very good, they […]

The article Summary Sunday: Issue #503 appeared 1st on Career Sherpa .

Executive Spotlight: New Year’s Resolutions Every Leader Should Make In 2023

Executive Spotlight: New Year’s Resolutions Every Leader Should Make In 2023

The new year is a time to set personal and professional goals, often in the form of resolutions. Most of us have made New Year’s resolutions for our personal lives, but what about our careers? If you’re an executive or other leader in your industry, making New Year’s resolutions for your career is essential if you want to remain at the top.


We recently asked our successful executives what New Year’s resolutions they think all leaders should make in 2023.

Here are their responses…

Michael Willis, Sports Business Operations Executive

By definition, a resolution is a decision to do something or not. For me, that means a plan.

I like planning because it gives way to a structure or a framework. There are six elements to a successful plan:

1. Gather information – Will this be short or long term?
2. Set objectives for the plan – What’s the end game?
3. Devise strategies to meet the goals – Build a timeline.
4. Implement the plan – Kickoff time – Let’s play!
5. Monitor plan performance – Let’s kick the tires on a scheduled basis.
6. Evaluate the effectiveness/success of the plan.

This is an excellent time for executives to be resolute in three things: A company’s…

1. Mission – The overall direction the company’s heading
2. Goals – The desired accomplishments
3. Competitors

a. Existing competitors
b. Potential competitors
c. New market entrants

With an executive plan in place, my 2023 New Year’s resolution is set!

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

John Schembari, Senior Education Executive

Businesspeople pointing at target taking about goals

As Michael Willis states, a resolution is a decision to do something or not and, in most cases, this means developing a plan for success/impact. However, in organizational settings, most plans require the support and engagement of many employees/stakeholders.

So, for me, one New Year’s resolution that all executives should make is to be proactive in vesting others in the implementation of organizational goals. Even if you are a business-of-one, how do you get clients to invest in/value what you are creating/offering?

I heard it said recently that people change for four reasons. We can extend this line of thinking to staff/client engagement. People change—or vest—when they hurt enough (must); when they see enough (inspired); when they learn enough (want); and when they receive enough (able). This year, as I consider how to be more impactful in the delivery of my coaching services, I know that I will be reflecting upon people’s musts, wants, abilities, and dreams.

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

Percy Leon, Digital Media Content Executive

Executive looks toward 2023 vision concept

As executives, 2023 should be a year of new beginnings and new resolutions. It’s time to make some big changes that will benefit our careers and help us become better leaders in the new year.

One resolution executives should make is to stay organized. Whether it’s setting reminders for meetings or creating a system for filing reports, staying on top of everything you have going on will help keep your career running smoothly.

Another great New Year’s resolution every executive should consider is to create goals and stick to them. Goals can be anything from increasing sales numbers in the new quarter to creating a new team within their department. Having defined goals that you are committed to achieving gives you something tangible to reach for and makes it easier to stay motivated.

Executives should also make a resolution to take care of themselves. This means taking time out of the day to relax, get some exercise, or even just spend time with friends and family. Taking care of yourself helps you be more productive at work and it can help reduce stress levels that may have been building up over the past year.

Finally, executives should make it a priority to continue learning new things in 2023. Learning new skills related to your job can help you be more efficient at what you do and can even open new doors for career advancement. Take classes, attend seminars or webinars, read books—anything that will enrich your knowledge base will benefit you in the new year.

Last year was a tough one for me, but I’m proud of the accomplishments I’ve made in spite of it all. To measure and celebrate my successes, I laid out specific goals for 2022 across different categories—business, personal health, friends & family, etc.—reflecting on how much progress has been achieved over the course of last year. And as if that wasn’t enough to be excited about, I’ve now set new ambitions with strategies tailored towards each quarter mark throughout 2023!

Make it a goal to stay organized, create and reach new goals, take care of yourself, and continue learning new things. These resolutions can help you have a successful new year ahead!

Percy Leon is a digital media content producer specializing in educational technology and entertainment. He is interested in web3, metaverse, and the use of virtual reality for storytelling.

Sarita Kincaid, Tech Media & Influencer Relations Executive

Executive talks to his employees during a work meeting

Over the past few years, we’ve faced a variety of unprecedented workplace challenges. One of those is the recent trend of “quiet quitting” which is defined by Investopedia as “doing the minimum requirements of one’s job and putting in no more time, effort, or enthusiasm than absolutely necessary.” (Jennifer Aniston’s character in Office Space comes to mind.)

A recent Gallup poll found that quiet quitters make up “at least 50% of the U.S. workforce — probably more.” Given the obvious repercussions this trend can have on both workplace productivity and employee satisfaction, executive leaders should prioritize employee communication as their number one resolution for 2023. Two easy ways to get started:

  1. Communicate directly with each of your employees at least a few times a week. Don’t waste 1:1 time going through task lists. Instead, have strategic discussions about the business and how their role is contributing to the bottom line.
  2. Learn what motivates your employees. Increased compensation (salary, bonus, stock), recognition for achievements, and investment in their skill sets/career trajectory are top incentives.

Really listening to your staff and addressing their needs will lead to a better work experience for employers and employees alike and should be at the top of every executive’s 2023 resolution list!

Sarita Kincaid is a tech media executive with a demonstrated ability to build and grow award-winning programs. She brings a data-driven approach to influencer relations with a focus on developing strong brand advocates and aligning them with sales programs.

Maria Grandone, Director In Higher Education

Teamwork, growth, reaching/achieving goals concept

In recent years, we have learned how to adjust to change and uncertainty in the work environment. Many organizations have implemented new hiring strategies for diversity and inclusion, created opportunities for hybrid workplaces, and acknowledge the need for core success skills in this new and changing environment.

This year, you can unleash your potential by leading with sensitivity, adapting quickly to change, and being open to supporting others. There are a few important considerations:

  • Change is constant and this is the time to support your team members’ development. Think ahead about learning opportunities by discussing with your direct reports their goals, areas they should focus on, and how they can get the most out of each development opportunity.
  • Cultivate a growth mindset and resilience. This is a great opportunity to foster discussions with each team member on their learning, how they’ll apply it, and what you can do to continue supporting them.
  • Reflect on your direction, alignment, and commitment. Listen to yourself and your team. Set aside time to review, refresh, or recreate. This will provide the opportunity to stay aligned and collaborate effectively.

This year, you have a unique opportunity to inspire and support your team by modeling the behaviors you want to see. It’s a great time to recalibrate, adjust, and embrace change with an agile and collaborative mindset.

Maria Grandone is dedicated to student access and success, particularly of underrepresented students in higher education. She loves to wake up early to meditate, go for an early morning run, and meet people from all walks of life.

Dr. Hannah Hartwell, Learning & Development Executive

Executive talks to her employees during a team meeting

We made it! Onward to 2023! There’s excitement in the air when the new year begins. Part of that excitement comes from a fresh beginning and needed changes. Some feel inspired to make those changes into New Year’s resolutions.

As leaders, we, too, need to keep ourselves developing professionally. It’s helpful to have goals that vary from previous years. Based on my interactions with executives and various leadership roles for professional associations, I recommend the following three resolutions:

1. Industry trends: Learn and share from colleagues who are doing similar types of work. Get acquainted with thought leaders within your field and have conversations. Consider applying what you learn to your existing workload.

2. Internal networking: Get to know your colleagues within different teams, departments, subsidiaries, and even new hires. There’s so much value in expanding your own knowledge with the intricacies of what your company does and sharing that with your team.

3. Rotational mentoring: Mentoring relationships should be mutually beneficial. Traditionally, mentoring is considered only beneficial for the mentee. Everyone can benefit from a different perspective. Consider partnering with a shorter-term mentor every six months to maximize your impact on the company.

Dr. Hannah Hartwell is a learning and development executive and change management practitioner with 15+ years of business transformation experience in the healthcare, pharmaceutical, higher education, and professional services industries.

Lisa Perry, Global Marketing Executive

"New year, fresh start" concept

As we kick off 2023, making New Year’s resolutions is a great way to lean into the new year. Here are three ideas executives should consider for 2023:

  1. Prioritization, Prioritization, Prioritization: When you learn how to prioritize your most important work, it’s easier to increase your productivity and performance. Allocate your resources, time, and effort where they’re needed the most.
  2. Embrace Agility & Flexibility: The key to organizational agility is leadership speed. Successful leadership allows for the freedom to be flexible in an agile workplace which leads to increased employee engagement and outcomes.
  3. Daydreaming Creative Thinking: Daydreaming is a source of creative inspiration and a way to make space for more creativity, innovation, and success. Find the time to get lost in your thoughts.

No matter what New Year’s resolutions you make, making one is important as it is a step toward positive change.

Lisa Perry helps companies build leadership brands, driving loyal customers & delivering profitability. She does this through a process that builds brands consumers love. Her goal is to help companies develop, monetize, and grow their brands.

What New Year’s resolutions do you think executives should make in 2023? Join the conversation inside Work It Daily’s Executive Program.







New Year, New Career, New You

New Year, New Career, New You

How can any of us resist the urge to reinvent ourselves with the turning of the calendar? Jump on the bandwagon—there’s plenty of room here among the hopeful, the determined, and the motivated.


Do Some Inner Exploration

Man reflects on his career in the new year

First, consider this a fresh start for you. What are you seeking as you dream about your next career opportunity? Some enticing ideas that often appear in my initial conversations with clients include:

  • Autonomy: The freedom to embark on creative projects, to dictate your own time, to put your attention where you’re drawn.
  • Meaning: At the end of the day, knowing that where you’re spending your time matches your values at a basic level.
  • Connection: Working alongside people who get you, who respect you, who say “thanks” every now and then.
  • Engagement: Dialing into what you’re doing, using your brain, your intuition, and your other talents.
All of these possibilities are compelling, but before you press down on the gas pedal and drive out of where you are right now, ask yourself whether it’s your environment that’s creating the lack of these qualities, the boundaries (or lack thereof) that you put in place, or possibly the underlying ideas you have about yourself and your own worth and power.
Usually, it’s a combination of all of these factors, and if you can pull apart the company, your boss, your co-workers, and other dimensions of your environment which you’re unconsciously creating by playing out old scripts, then you’re ready to move to the next phase of the process.

Articulate The Most Important Qualities You Want

Woman writes down her career goals for the new year

Make a list of what you want in your new career. Imagine that you’re single and you’re searching for a new romantic partner. Sit down and write a list of 10-15 qualities you’re seeking.

Next, get very specific about three more categories:

Reach Out And Build Your Sphere Of Connections

Man reaches out to and reconnects with his professional network in the new year

Strategically expand your circle to be in purposeful conversation with people who can offer intel on the companies and positions on your list.

For those of you who cringe at the idea of asking for help (particularly when it seems like you’re almost using people), if you’ve been networking the right way all along, it shouldn’t feel uncomfortable. Networking, maintaining, and building your professional connections is about providing value. When you connect with someone on LinkedIn, you shouldn’t ask for their help right away. Establish a relationship first. Once you do that, they’ll be more than willing to help you in your career because they know you’d do the same for them.

Whatever you want out of life and your career, you can accomplish. A year from now, you really can be in a completely different spot, one that resonates more deeply for you. So, what are you waiting for? Start making changes today!

Need more help with your career?

We’d love it if you signed up for Work It Daily’s Event Subscription! Get your career questions answered in our next live event!

This article was originally published at an earlier date.

3 Ways To Replace A Member Of Your Team

3 Ways To Replace A Member Of Your Team

The average turnover rate currently is ~47%. If the entire team isn’t feeling engaged and appreciated, your team may be affected and part of this statistic. If so, there are things you can do to efficiently fill that vacancy with an individual who is a great fit for the team.


Where To Find Potential Job Candidates

Referral program concept

Let’s start with where the potential individuals will come from. The typical pools are:

1. Internally – can you hire someone from within the organization? Internal promotions and transfers show existing employees that there are career advancement opportunities within the organization. Even when there isn’t an opening, you can help explain the skills and training needed for potential internal candidates who are interested in joining your team.

2. Externally – via a job posting, the use of a recruiter (contingent or retained), etc.

3. Referral Program – which is the best of both worlds. A “referring” internal employee is already familiar with the organization and culture. As a result, this will improve the quality of the hire for a better cultural fit which will improve the employee retention rate. This will typically reduce the time to hire and, as a result, reduce the cost per hire. And to take your referral program from “good” to great,” consider the following:

  • Offer the referring employee a referral reward, bonus, and/or recognition
  • Create a special “referral” process for applicants to apply (separate from the “regular” application process) so that you can more easily identify and track those individuals

If you have an opening on your team, ask for a referral from the team. A team member will have a better idea of the type of individual who would be a better cultural fit for the team, especially for hard-to-find roles.

What You Should Consider When Replacing A Team Member

Onboarding/welcoming new employee concept

No matter what avenue(s) you use, below are four considerations:

1. You’ll need a good relevant job description (JD). If the position has multiple levels, make sure it correctly ladders (e.g., Analyst I, Analyst II, and Analyst III) so that there is a clear path to growth. Sometimes less is more. If a JD is too detailed, then it’s unlikely that you’ll find an individual who matches 100%. Are all of the skills listed really requirements or can some be taught?

2. The team should be made up of diverse individuals. Hopefully, you have a diverse set of applicants. Diverse individuals have diverse perspectives. As a result, a diverse team will have more innovative and productive discussions and develop well-thought-out solutions. So be prepared to think outside the box when reviewing the resumes.

3. During the interview process, determine whether the applicant is a good cultural fit for the team dynamic. Ask team members to participate in the interviews and solicit their opinions about the applicants. They’ll have a good idea of the type of individual who would be a good fit for the team, especially for hard-to-find roles. In addition, not only does the team get to meet the applicants, but each applicant gets to meet the team and get a feel for the team’s dynamics.

4. When getting ready to make an offer, be empathetic and open to requests the applicant may have for a good work-life balance such as:

  • Workplace – to work remotely or hybrid (instead of onsite)
  • Different work schedules – they may want to have a non-traditional workday (such as a four-day workweek, 6-3 pm, 10-7 pm, etc.)
  • Be open to their personal development investment requests. For more information on personal development, check out my article “Personal Development For Lifelong Learning.”

When you’re intentional and take the time to build your team together, the entire team is more likely to feel and be engaged. You’ll be one step closer to having a high-performing team. For more information on building a high-performing team, check out my article “3 Ways To Retain Members Of Your High-Performing Teams.”

For more information on replacing a team member for the best fit, follow me on LinkedIn!

How A Recession Could Impact Your Career

How A Recession Could Impact Your Career

Whispers about a possible recession have been in the air for a few years, but those whispers grew a lot louder recently with many economists highlighting various economic indicators pointing toward a possible recession in the immediate future.


Recessions can impact everyone differently, but history indicates that there will be mass layoffs, fewer jobs, more competition for jobs, and less job security.

Here’s what you need to know about a potential recession’s impact on your career:

Common Situations People Find Themselves In During A Recession

Man stressed about work during a recession

As stated above, a recession impacts everyone differently. Any issue with the economy will impact consumers’ wallets in one way or another but things can become particularly painful when it impacts your livelihood.

From a professional standpoint, the most common situations people find themselves in during a recession include:

Feeling trapped in a job they hate – Perhaps you were looking to leave your current job and make a career change, but the recession put the brakes on that. A person trapped in a job they hate can be less productive and many times the unhappiness from their professional life bleeds into their personal life.

Getting laid off from a job – This is the most painful consequence of a recession. It has a significant impact on a person emotionally. It also forces them to pick themselves up and enter into a competitive job market. And the awkward and uncomfortable fact is that if you are laid off, you’re better off being involved in a company’s first round of layoffs. Those let go in a second round of layoffs must enter into an even more competitive job market where their former co-workers already have a head start on them.

Being forced to accept a job they don’t want – People have bills to pay and it’s not uncommon for some to become so frustrated with the job search process that they eventually settle for any job offer they get. This is especially painful for anyone that may have been laid off from a career they loved. Going from a career you love to one you don’t could make you a less productive worker and could also have major emotional impacts.

Struggling to land a job at all – This is the worst-case scenario. Not only is the job market ultra competitive, but those who have lost a job are interviewing for new ones with an urgency that sometimes comes across as desperation. The more times a person gets rejected from a job, the more desperate they become and the more it impacts them during job interviews. The unfortunate truth is that those who are laid off during a recession are at a disadvantage because recruiters are more likely to hire people that are already employed.

How To Know If A Recession May Impact Your Career

Woman on laptop concerned a recession may impact her career

There will be some common sense signs such as the state of your industry and the overall health of the company you work for, but beyond that, there are typically six strong indicators that your job is at risk during a recession.

The biggest indicator starts with doing an honest self-assessment about yourself because if you don’t have a long-term career goal in place, you are vulnerable to losing your job during a recession.

If you’re currently just getting by at your job but can’t define what you do particularly well or the value you provide the company, that’s a major red flag.

A solid long-term career goal involves a 2-5 year plan that highlights the skills and expertise that you provide to a company and what the company’s return on investment would be if they hire you. This is all about creating and maintaining your personal brand. Your career goal should also include a plan for how you want to continue to grow professionally.

While having this plan in place doesn’t make you recession-proof, it will put you in a better position if the worst-case scenario does occur!

How To Prepare Your Career For A Recession

Nothing in this world is foolproof but there are certain steps that you can take now at your current job that will make you less vulnerable during a recession.

It all starts with being an engaged employee who strives to always exceed expectations at work.

You should be the type of employee who has career goals in place. You know what value you provide the company and how you’re going to provide it.

You should also be the type of employee who reaches out to management from time to time to see what you can do to increase your value to the company. An engaged employee is a valuable employee!

It’s not a matter of if a recession is coming; it’s when. Make sure you’re prepared!

Need more help preparing your career for a recession?

We’d love it if you signed up for Work It Daily’s Event Subscription! Get your career questions answered in our next live event!

This article was originally published at an earlier date.


How Do You Become a Real Estate Broker?

How Do You Become a Real Estate Broker?

Being a licensed legitimate estate broker is definitely an outstanding way to advance your own personal real estate career. Whilst the California broker’ h license requirements are various than, say, the needs within New Jersey or Tx, there are some general similarities within the path people follow to become broker. Â The following are items to know if […]

Typically the post How Do An individual Become a Real estate property Dealer? appeared 1st on Jobacle. com .

5 Career Questions To Ask Yourself This New Year

5 Career Questions To Ask Yourself This New Year

The new year is here! For many of us, January is the perfect time to reflect on our lives and set new goals, hoping to become better versions of ourselves. Most people make personal resolutions, like getting in shape, quitting smoking/drinking, or learning a new language. But, what about career resolutions?


A career resolution is exactly what it sounds like: a resolution for your career intended to help you grow into a better professional. At Work It Daily, we believe that you need to work on your career every day (yes, you do, in fact, need to “work it daily”). So, everyone should make a career resolution or two along with those other ambitious resolutions. They can be little things like learning a new skill or growing your professional network, or bigger goals like landing a promotion or getting a new job.

But how do you know what kind of career resolutions to make?

You can begin by asking yourself, “Am I where I want to be in my career?” If your answer is “no,” you need to take a closer look at your career goals.

Here are five more career questions you should be asking yourself this new year to figure out how to grow your career and become the professional you know you can be:

1. Am I Proud Of My Job Title?

Man reflecting on his career and considering a change

You could be a janitor or a neurosurgeon, it doesn’t matter. If you aren’t proud of what you do for a living, there’s something missing: passion.

Career burnout is real, but sometimes it’s deeper than that. Our passion at 25 won’t necessarily be our passion at 40. And that’s okay.

When we are passionate about what we do, we are proud, because we are doing what we think is important, what we love doing. We are adding value to and making a difference in this crazy world—in a small, but significant way.

Every job is important. No matter what your job title is, if you aren’t proud of it, you should absolutely change that. Identify that one problem you want to find a solution to, and go after it. What are you waiting for?

Remember: The only bad job is the one you aren’t passionate about.

2. Do I Feel Secure In My Career?

Young woman thinking about her career and wondering if her job is secure

This is a bit different from job security. Actually, job security doesn’t exist. Every job is temporary. Think you can stay in the same job for decades and then retire? Think again.

So, what does it mean to feel secure in our careers?

Well, when we believe as professionals we can add value wherever we are.

You are a business-of-one. A company won’t want to invest in you if they don’t know the kinds of services you provide, the kind of value you could add to the organization, and the problem you could solve for them. Here are some examples of questions that will help you determine if you’re secure in your career:

  • Are you adding value at your current job?
  • Are you honing your skills, expanding your network, and building your personal brand?
  • Do you feel confident that if you lost your job, you’d be able to find a comparable one in the same field?
  • Do you feel confident you’d be able to demonstrate to potential employers how you add value?

Since every job is temporary, it’s extremely important to constantly work on our careers and ask ourselves these questions frequently so we always feel secure in our businesses-of-one.

3. Will I Be Able To Achieve Wealth?

Young man thinking about how to build wealth in his career

When most people think of “wealth,” they think of dollar signs and anything that you can attach a monetary value to. Our jobs help us build wealth. We’re not going to tell you that money isn’t important. Of course it is! It allows you to live the life you want to live. In many ways, money equals freedom.

But the truth is, there are other forms of wealth that are more important that you can’t attach any monetary value to.

Real wealth comes in the form of family, friends, hobbies, experiences, knowledge, and community. If you don’t have these things, money will never fill that void.

So, is your career allowing you to build this type of wealth? The intangible kind? Or are your relationships suffering because of your job? Is your work-life balance nonexistent? Do you have any time to pursue hobbies, learn, or volunteer?

Your career should never inhibit you from achieving real wealth. The best job isn’t the one that pays the most. It’s the one that pays the bills and gives you enough time to live, too.

4. Do I Have Any Regrets?

Professional woman on laptop thinking about the regrets she has in her career

Just asking ourselves this question can be difficult, because maybe we don’t want to know the answer. Acknowledging that you regret something in your life is the first step to making a change. Guess what? There’s still time to chase your dreams!

If you do have regrets, that doesn’t mean you haven’t been a successful professional. That also doesn’t mean you haven’t had a good career. You could be the most successful person, but if you never got up the courage to start that business, make that career change, or go back to school, you’ll most likely think, “What if?” for the rest of your life.

You’ll never know if you don’t try. Don’t be afraid of failure. Life is just one big experiment, and experiments never fail.

And even if you do “fail,” that’s an incredibly more valuable experience than waiting out the clock on a mediocre career. So, don’t give up on your dreams just yet.

5. Can I Reach My Full Potential In This Role? In This Career?

Confused man wondering if he can reach his full potential in his current career

When we feel like we have more to contribute to society, that’s a sign we haven’t yet reached our full potential. Do you feel like you’re wasting your potential at your current job? Do you think you’d reach your full potential in another career?

Really think about what you want your professional legacy to be. It’s a lot harder to get up in the morning when you don’t find fulfillment in your work. When it comes time for you to retire, are you going to look back on your career and feel like you could have accomplished much, much more with those 50 years?

Everyone has unique gifts, skills, and expertise. When we focus on developing ourselves as individuals, as businesses-of-one, it’s a lot easier to share those things with the world. Give yourself a chance to reach your full potential. You may be surprised by what you can accomplish.

Before you get back into the same routine at work this year, we hope you take a few minutes to ask yourself these career questions. Listen carefully to how you answer them. You may need to make a career resolution or two.

Need more help with your career?

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This article was originally published at an earlier date.

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Reading People’s Emotions: A Beginner’s Guide

Reading People’s Emotions: A Beginner’s Guide

“Just the facts ma’am” — Wrong!

At school and university, we are constantly taught that only facts and rational, logical arguments matter. Then we enter the workforce. People’s responses seem to be driven more by feelings than by facts.


Wouldn’t it be great if we “unemotional” types could figure out how people were feeling? Maybe we wouldn’t “put our foot in it” so often. Maybe we might find it easier to handle customers/bosses or colleagues.

There is! It’s a technique life coaches use. It’s called “listening for emotion.”

What To Listen Out For

Man listens to his coworker while they work on a project together

There are five areas to home in on…

1. Words spoken

Listen carefully when someone uses “emotion words” such as “this made me really angry,” “I was scared to death,” etc.

This might sound like an exaggeration, but it tells you how the speaker feels about the situation. To find out more, you might want to ask: “What was it that made you so angry/scared?” etc.

When your speaker answers, stay silent and listen carefully to what they say. You might learn something that will help you see things from their point of view.

2. Words not spoken

Sometimes the message is in what is not said. This often happens when you are on a customer’s site, and two colleagues are talking. One says something like: “Well, George will be George…” and the other just exchanges a glance with the first.

We can infer that both colleagues find George difficult to deal with. If George happens to be a key influencer for you in the company, that can be useful to know.

3. Pitch

As you listen to a person’s voice, you get an idea of what tone is “normal” for them.

At some point, you may notice that the person’s tone gets lower.

This may signal a change of mood. Ask yourself: “What triggered that apparent change in mood? What were we talking about at that point?”

By matching a change in the tone of voice with a change of subject, or in response to something you or someone else said, you can tell if you hit a nerve that you might otherwise have missed.

Depending on the situation, this might be an area to avoid or probe further.

4. Pace

As you talk to the other person, you will get an idea of how fast they normally talk. Once again, watch out for any sudden change of speed.

If a person suddenly starts talking faster, they may feel uncomfortable and want to get past this topic as quickly as possible.

If a person hesitates, they may be unsure of what is the best thing to say to achieve the desired result.

Either way, they appear not to feel as comfortable as they did a few moments ago.

Once more, ask yourself: “What triggered the apparent change in mood? What were we talking about at that point?”

This may reveal what the “elephant in the room” really is.

5. Power (Volume)

How loud is the person talking? Think about how the person is speaking at the start of the conversation and how they change their volume.

Many people will focus on a person who gets louder during the conversation, but in fact, it’s often when they get quieter that is more revealing. This happens when the conversation has taken a turn that they do not find comfortable.

Our favorite questions, “What triggered the apparent change in mood?” and “What were we talking about at that point?” will serve you well.

Changing The Temperature

Businesspeople listen to their coworker talk during a meeting

Once you get used to the idea, you will realize that these changes rarely happen in isolation. A reduction in volume usually comes with a reduction in pace.

If you are talking to the person face to face, this may also come with the person turning away from you.

Practice Makes Perfect

Businessmen talk to each other and read each other's emotions during a meeting

You have many opportunities to practice and perfect this skill.

Watch films where the acting is considered good, and conversation is a major part of the film. The opening scene of the Godfather, where various characters come to Don Corleone asking for favors at his daughter’s wedding, is a classic example.

Watch interviews. A couple of classics would be David Frost’s famous interview with former President Nixon after he had been impeached or Emily Maitliss’ interview with Prince Andrew. The Michael Parkinson celebrity interviews often revealed unexpected emotional depths.

If you are talking in a group, try observing the other people’s behavior more carefully. You may need to talk less yourself to give yourself time to observe. What you see may be quite revealing.

Michael Crighton, in his novel Rising Sun, observed that Japanese managers will often deliberately take a “back seat” at the start of a negotiation, partly to give junior colleagues the chance to gain experience, but also to observe the other party without having to think about what they are saying first, and so gauge the other person’s vulnerabilities before stepping in to close the deal.

The final stage is to start evaluating the other person’s emotional state as you are talking to them yourself. You will find this exercise gives conversations a whole new depth.

Further reading…

You may find this interesting too: Pulling The Tiger’s Teeth: How To Deal With Angry Customers