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I was recently quoted in an article on modbee.com by Mildred Culp, titled: Maverick Moves for Job Hunters. 

Here is an excerpt from the article:

“Not every maverick move has to be major. Think of tweaking your process. Leto Papadopoulos, director of training and development at King & Bishop Inc., an HR and contract recruiting firm in Waltham, Mass., lists a number of possibilities, including how to network and get really good leads.”

Read more here: 

Workwise: Maverick Moves for Job Hunters.

Some people fear staying in the same job for too long and seek out new opportunities every year or two. Others may fall into a bad situation and make a quick exit and then appear to be job hopping. Either way, employers and employees may have strong opinions on the subject of job hopping.

By moving around too quickly, an employee is never truly able to settle in and succeed. It takes a certain amount of time to learn a new job, even if it is a familiar position or industry. Any accomplishments are only short term gains and do no show long term development. One benefit of job hopping is that an individual is always picking up new information in his or her industry and it’s possible that their skills are sharper than a person who has been with one organization for an extended period of time.

There are benefits to both short and long term employment. They key is to continuously grow and improve in both types of situations. If you’re not doing that as a job hopper, then it’s time rethink why you’re quickly cycling through jobs.

How do you talk to someone who wears too much perfume at work? What a lot of people (mostly women?) don’t realize is that we can smell their perfume perfectly well each day, even if they think they need to wear more because they are used to the smell and can no longer smell it.

Here is my public service announcement: Put on the same amount of perfume each day, or less than you think you need, even if you can’t smell it that well!

Wearing too much perfume at work, or anywhere, can be distracting and problematic for colleagues and managers who don’t necessarily feel comfortable telling the person. It can also be detrimental for a job interview since the interviewer will probably be turned off by a strong smell. On that note, good hygiene is essential, since other smells could also be a hinderance.

Not sure if you’re an offender? Perhaps one way to check is to ask people you’re comfortable with if they think you wear too much perfume. Managers are in an awkward position when they are the ones who have to speak to an employee about this, but it’s likely you’ll hear from them about it. As a manager, how have you approached this issue?

Life Coaching is different from consulting, giving advice, or counseling. The coaching process addresses specific personal and business objectives, general conditions and transitions. These include the client’s personal life, relationships or profession. The coach and client examine what is going on right now, discover potential challenges, and choose a course of action to make your life what you want it to be.

 

 

Coaches charge a few different ways. One way is by the month. They charge a certain amount which will cover a set number of appointments over that month and any work that is done between appointments. Another way is to charge for a set amount of time that is longer than a month. In some cases, coaches charge for six months or so. This is an intensive program, and both client and coach go into that knowing what they plan to accomplish. Another option is to charge per appointment. This is a flexible approach where the pace is not necessarily determined in the beginning of the engagement. An appropriate program is determined by individual needs and goals. Not all types fit for everyone. 

 

Last night, I was a panelist for an event called, Finding Your Balance: Succeeding in your Work, Financial and Personal Life. Here is an article about the event. All of the panelists were able to share experience and advice with young professionals in transition.

Some common topics brought up the audience were related to salary negotiation, office politics, promotions, and socializing with coworkers outside of the office.

For salary negotiation: never be the first to say a number! This isn’t always possible, but try. And do your homework on salary ranges for your job/industry. Ideally, give a salary range, not just one number. Make sure you would be happy and can live on the lowest number of that range.

A lot of people feel that they are overlooked when it comes to promotions, and that favorites are picked by bosses. This may be true, but be able to look at yourself and determine where you can improve so that you’re in position for the next promotion. If you are truly succeeding in your work and there is room for growth at your company, you won’t be overlooked for long.

When it comes to socializing with coworkers, my advice is to keep it to a minimum! It’s fun to spend time with coworkers, but don’t test your limits with that audience. Try not to add all your coworkers on Facebook. Create some space between your work and personal life.

I recently did another presentation with Dave Wilson on social media and the workplace (this time we did a webinar so we didn’t really have to look pretty for anyone). 

Does your company have a social media policy? This really cuts down on gray areas and long conversations about appropriate social media use. Ideally, have this policy as a signed agreement for all employees, so they can’t claim they never saw it.  

Many companies still block social media sites so that employees are unable to access them in the workplace. Personally, I find this to be pointless since anyone who wants to will access these sites on their phones. It’s a better use of energy to create a policy so that employees can freely use social media sites, and understand appropriate use. If they end up making the mistake of doing something that goes against the social media agreement, then you can more easily take action because you have a policy in place.