Actor Emily Blunt was recently asked for advice for young women who hate their jobs. Her response – to quit and pursue what you want or love to do, even if it earns no money – generated polarised reactions.

Many people bristled at the financial impossibility of following this advice. Others rightly pointed out that this question is too complex to be answered in a brief interview reply.

At any stage of your career, it can be challenging to know why, when and how to quit. These decisions are especially tough when considering leaving your first “real” job. You’ve never made the leap, and the stakes can be high.

Thankfully, there are signposts that can help. These come in the form of jolts: events that cause us to stop and rethink our relationship with work. As an organisational psychologist, I’ve spent the past 15 years studying how people quit their jobs, including the jolts that lead them to look for the exit door.

Jolts are typically (but not always) negative events. They may happen directly to us at work, but can also come from events in the lives of those around us – for example, a major work failure, a small slight from your boss, or the departure of a well-liked coworker.

While they can happen any time, they are especially common in the first year of a new role, in moments where you realise that the reality of a job doesn’t line up with your expectations. Outside of work, good or bad news in your personal life can also jolt you into reevaluating the time and energy you’re investing in work.

The key question is: when is a jolt an insignificant moment of doubt, and when does it signal a real problem that needs addressing?

Determining the answer requires perspective that comes from separating yourself from the emotional aftermath of jolts. So, when they happen, it’s typically best not to respond right away, but instead have a plan to revisit them at a later time.

By scheduling a recurring check-in on your relationship with work, perhaps every three to six months, you’ll free yourself from the pressure of having to think through every jolt immediately – which can be a recipe for discontentment and burnout. In “batching” your jolts, you’ll find that many fade away over time, allowing you to see the ones that signal a real problem in your relationship with work.

To determine whether a jolt points to a real problem, it helps to mentally zoom in and out of your relationship with work. Is the cause of the jolt an everyday drain on your positive energy? Has it revealed that your job is no longer fulfilling its purpose in the broader scheme of your career?

Finally, think about all of the positive aspects of your job, and ask yourself: does this problem outweigh them? If the answer is yes to one or more of these questions, then it’s worth taking action.

Stick or twist

So, what do you do when you realise a jolt is a real problem?

The first step is to speak up to see if the problem can be resolved. Too often, especially early in their careers, people don’t ask for changes at work because they assume the answer will be no, or that complaining will harm their reputation.

Bringing up problems to your boss can indeed be a career-limiting move. Research has found that managers tend to rate employees who raise problems lower than those who don’t speak up, or who only speak up with positive suggestions for improvement.

However, speaking up is less likely to backfire when workers offer a realistic solution that benefits not only themselves but also the organisation.

When is a jolt a sign of a bigger problem? Overearth/Shutterstock

Speaking up is sometimes all it takes to get your relationship with work back on track. And even if it fails, it is still valuable. You can move on to considering quitting with the knowledge that the cause of your departure was unresolvable, which will reduce future feelings of regret over “what could have been”.

The next step is to weigh up your alternative career options. It’s critical not to rush this process. Spending weeks, months or even years on a career plateau, looking for the right next move, is common. During this time, beware of the tendency to withdraw a bit at work and give other behavioural “tells” to observant colleagues that you’re eyeing the exit door.

However, once you locate and secure what’s on the other side of that door, it’s time to resign.

The best way to resign

In almost all cases, it’s best to deliver your resignation in a face-to-face (or video) meeting with your boss, during which you share why you’re leaving and give a reasonable notice period. What constitutes reasonable notice differs by country, industry, profession and company. Check your contract and do some research to determine what is right for your situation.

Resigning via email or other messaging platforms is tempting, but it elicits more negative responses than communicating face-to-face. During the resignation, there is little value in disparaging the company or those in it. It’s best to focus on the opportunity ahead rather than problems in your current job.

The way you leave your first job can have lasting implications for your career. The goal should be to avoid burning bridges while leaving in a way that minimises disruption to your team. That means remaining fully engaged during your notice period, and providing the best possible handover of your tasks and projects.

You may even consider giving more notice than necessary and expressing gratitude as you leave. Doing so will not only make for a more enjoyable notice period and a smoother transition, it could also set you up for a future job move that is becoming increasingly common: boomeranging back to your former employer.

Early in your career, you’ll probably hear this piece of advice: “If something goes wrong, go to HR.” It sounds practical and reassuring, but that advice is missing some critical nuance.

A difficult lesson many people learn later — often through experience — is that HR is not primarily structured to advocate for individual employees. Instead, it’s main function is to protect the organization it works for.

This can make people uncomfortable, but it’s not meant as a criticism of the people who work in HR. Most HR professionals are thoughtful, well-meaning practitioners who care about fairness and employee well-being.

The issue is less about individuals and more about organizational structure. HR’s main function is to manage organizational risk, which includes reducing legal exposure, ensuring compliance with regulatory bodies, hiring and firing employees, and managing internal issues.

Professional bodies reflect this framing. The Society for Human Resources Management, the largest professional HR body in the world, frames the role of HR landing squarely in compliance, workforce risk management and organizational effectiveness.

What these frameworks don’t claim is that HR’s primary mandate is to protect individual employees when their interests conflict with the organization.

When employee well-being and performance align with organizational goals, HR can be extremely helpful. But when those interests diverse, the organization’s priorities typically comes first. Understanding this early is an important part of navigating your career.

HR is not a neutral party

It’s common for early-career professionals to assume that HR functions like a neutral mediator designed to resolve workplace disputes, but it’s important to understand this isn’t the case.

In practice, HR sits inside the corporate hierarchy. Human resources officers typically report to senior leadership, and their performance is measured by how effectively they are able to manage institutional risk.

Because of this structural position, HR professionals are responsible for balancing employee concerns with the organization’s broader legal, financial and reputational risks.

Early in your career, it helps to understand that HR’s role is tied to protecting the organization, not acting as a neutral advocate for employees. (Getty Images/Unsplash+)

When conflicts involve routine interpersonal issues or policy misunderstandings, HR can intervene and resolve things quickly. But when complaints involve highly productive employees or senior leaders, the incentive can become more complicated.

Research shows that employees who generate revenue, prestige or hold influence may receive greater protection from leadership — even when their behaviour is harmful — because they are perceived as valuable organizational assets.

Speaking up can carry risks

In recent years, many organizations have promoted “speak-up” cultures, encouraging employees to report misconduct when it arises.

In principle, these initiatives reflect an important commitment to accountability. But the data tells a more complicated story.

According to the 2023 Global Ethics Survey, nearly half of employees who reported misconduct said they experienced some form of retaliation afterward.

Retaliation is not always explicit. It may take the form of declining career opportunities, exclusion from critical projects, damaged professional relationships or negative performance evaluations.

Even when retaliation is subtle or indirect, its effects can ripple through an organization. When colleagues observe retaliation from speaking up, they become less likely to report concerns. This creates a silencing effect where concerns about misconduct remain unreported despite formal reporting mechanisms.

Reporting misconduct is important, but it’s wise to understand the potential risks and protections that exist before doing so.

Internal investigations protect the institution

Workplace investigations offer another example of HR’s structural role. These investigations are formal processes HR conducts when allegations of misconduct, harassment or policy violations arise.

These investigations typically focus on determining whether internal policies or legal obligations were violated. In practice, that means the question often becomes, “Did someone violate policy?” rather than the more important question, “Was someone harmed?”

In organizations where leadership prioritizes ethical conduct, transparency and accountability, HR can still play a meaningful role in improving workplace culture. (Mina Rad/Unsplash)

HR professionals are often responsible for conducting these internal investigations. While many are experienced in employee relations, most have little to no formal investigative training.

As a result, investigations are often conducted by professionals whose expertise lies primarily in HR management rather than formal investigative practice.

Research on corporate compliance systems suggests that internal compliance procedures typically serve as mechanisms to ensure legal defensibility and reduce organizational liability, rather than to deliver justice to employees.

In other words, once a workplace issue becomes a formal investigation, the process is often shaped by legal and organizational risk considerations.

HR can still be an ally

None of this means HR professionals are your enemy in the workplace. In organizations where leadership prioritizes ethical conduct, psychological safety, accountability and fairness, HR can absolutely be an ally.

For instance, HR sets policies that define unacceptable behaviour, delivers training programs that explain those standards to employees and establishes reporting channels for complaints.

Still, even the most committed HR professionals operate within a structural mandate to protect their institution. Understanding this distinction can help you can approach workplace challenges with clear expectations.

If you need to raise concerns with HR, it can be helpful to document incidents carefully, understand your company’s policies and know your rights as an employee. Recognize when external reporting channels may be required and familiarize yourself with those processes.

Wherever possible, try to resolve problems early before they become formal HR issues. Once a matter enters HR channels, the focus frequently shifts toward documenting the issue and managing potential legal or organizational risk.

Once you understand how organizations actually work, you can stop navigating your career with assumptions and start navigating it more strategically.

Stephen Khan

Editor-in-Chief, The Conversation UK

zEdward_Indy/Shutterstock

Published: April 14, 2026 11.43am BST

The core premise of feminism is this: women can do anything. And yes, these days in developed economies, women without children earn about the same as men. The problem is not the opportunities available to them. It’s the opportunities that disappear as women become mothers.

This disconnect between paid work and care work is evident. In my research on work and motherhood, I have often found that organisations give little thought to the tensions that arise between women’s work and care identities.

A 2025 overview of how care is understood in feminist economic debates recognises the fundamental value of unpaid and underpaid care. But it doesn’t discuss how to reconcile paid work and care.

The unpaid work women do in the home alongside their paid work leads to reduced participation in the workforce, income inequality between the genders, time-poverty, and increased stress for women.

The challenges and constraints that women encounter in the workplace have long been recognised. But caring is also often viewed in a negative way – something that interrupts and stymies their participation in paid work. Motherhood is frequently framed as something that curtails ambition and income.

In contrast, paid work is valued because it generates financial resources. These perspectives speak to the outdated concept of the “ideal worker”, and the capitalist priorities of productivity and efficiency that underpin this idea.

Across academic research, financial resources are often seen as a means to buy exemption from some aspects of motherhood. Other research concedes that caring for older relatives can be rewarding, but then cites all the problems that caregivers may experience.

In short, it is almost impossible to find caring for children framed in a positive way. One paper positions care work as “responsibilities” and “obligations” that fall on women. But this framing is directly at odds with how the women I have spoken to understood their role as mothers: they talked fondly of their children, attended their needs and enjoyed spending time with them.

Rediscovering the value of care

The problem for both feminism and capitalism is that mothers must routinely combine paid work and caring responsibilities in order to make a living. This reflects the tensions that the research identifies but does not resolve: women are navigating systems that position care as a disruption rather than an important and valued form of work and identity.

Older women often recount their career success through a lens of sacrifice, while many younger parents resist long-hours cultures, experimenting with ways to share work and care. What this suggests is that there is a need for employers to have a more nuanced appreciation of parenting identities.

However, work structures often still rely on outdated breadwinner/caregiver identities – dictating how parents juggle paid work and care, and limiting the space for more flexible hybrid roles.

A model where the mother becomes the breadwinner and the father the caregiver is not ideal either. It may appear progressive, but in practice care work continues to be pressed to the margins and the financial precarity it leads to is not acknowledged or fixed. It is simply transferred to the male caregiver.

Breadwinner/caregiver norms are just not suited to society and family dynamics any more. But they can be dismantled and replaced by hybrid roles that allow people to combine work and care identities.

Flexible working arrangements can help parents to do a good job at work and at home. Andrey_Popov/Shutterstock

While the tensions of work and motherhood have not disappeared, other groups have emerged and are developing momentum. For example, fathers who understand and value their parenting role are prompting a groundswell of change.

In the UK, campaigns such as Parenting Out Loud, as well as demands for extended, government-funded paternity leave (for example, six weeks of leave paid at 90% of income), seek to enable fathers to care and bond with their children without worrying about work pressures. These movements imagine a future where care is equally valued and recognised for its importance to society.

Governments, employers and trade unions have an opportunity to create work cultures that enable parents to do their jobs well at the same time as caring. Structures that value both work and care will allow everyone to contribute to the economy while actively participating in their caregiving roles.

Acknowledging an employee’s care identity needs to extend far beyond workplaces begrudgingly accommodating a mother working from home to care for a sick toddler. It involves enabling and trusting parents to respond to routine parenting challenges in an appropriate way – without penalty or judgment. For example, a dad being able to take emergency leave to respond to his child’s sickness, or a mum arriving late to work after supporting a teenager who is stressed by exams.

Funded, high-quality and reliable care infrastructure is essential, alongside flexible working. The persistent motherhood wage penalty is a good barometer to see how things are changing: interventions that normalise combining work and care will narrow this pay gap, and give a clear indication of what works.

Sarah Reid

Senior Business Editor

I started to look into the definition of low self-esteem when I had to grapple with staff confidence in general. In my opinion, some of them were skilled and knowledgeable but their performance did not seem to match their skills. I wondered if it had to do with their self-esteem.

Probably the most practical definition of self-esteem I have read is by The National Association for Self-Esteem. The National Association for Self-Esteem defined self-esteem as "The experience of being capable of meeting life's challenges and being worthy of happiness."

This definition breaks self-esteem into two components – the sense of Competency and Worthiness and the relationship between these two components. This definition allowed me to deduce the definition of low self-esteem and how to handle it.

1. The Sense of CompetencyTo understand the definition of low self-esteem, let us then first understand the competency component of self-esteem. The best way to understand this component is that it relates to the behavioral section. This is “what we do.” Hence, having a sense of competency means having the conviction and confidence to do the tasks at hand and achieving the intended results.

2. The Sense of WorthinessThe second thing to do to understand the definition of low self-esteem is to understand the component of worthiness of self-esteem. I made the common mistake like many people until I saw this definition. Worthiness is not about simply feeling good about oneself. It involves feelings like finding relevance in things that foster personal growth and making the commitment to these goals that gives one a sense of satisfaction. This then is the attitude and belief section of self-esteem. It is the “what we think and feel.”

Now, Why Do I Find This Definition of Self-Esteem Practical?As a manager, in order to address a particular challenge I needed to diagnose the problem as clearly as possible. This definition made me realize that maybe it isn’t so much as to understand the definition of low self-esteem, rather the components that make up healthy or unhealthy self-esteem.

1. Unhealthy Self-Esteem In Your WorkplaceLet’s remove whatever preconceived notion you have on the definition of low self-esteem you may have now. Given that you know the two components of self-esteem, the relationship of the two components founded on reality gives you healthy self-esteem.

Consider the relationship between these two components and how it exists in your workplace. If someone has a wrong perception of his or her competency, without a sense of worthiness - this will result in boastfulness. A healthy sense of worthiness balances the competency component by focusing the person on values of the goal.

The same is true when the balance is flipped. Someone with a strong sense of worthiness but who is not competent will be filled with self-importance. A healthy sense of competency in this situation ensures that the person knows good feeling is to be earned not given.

2. Healthy BalanceThus a healthy self-esteem is one where the two components have a healthy balance or relationship. It is grounded in reality. If you feel you or your team mates suffer from low self-esteem perhaps take another look at the components that make up a healthy self-esteem.

For workplace purposes, I find this definition of self-esteem more practical than the definition of low self-esteem. This is because it allows one to work on components that may not be low self-esteem but unhealthy self-esteem that can be counter productive in the workplace.

Article source

http://www.career-success-for-newbies.com/definition-of-low-self-esteem.html

Is a Career a Calling or a Choice?

Choosing a career is a pivotal decision in life, often influenced by a blend of destiny and personal choice. This article explores whether careers are predestined paths or the result of individual decisions, incorporating insights from career development experts and statistical data.

Understanding Career Choices: Destiny vs. Decision

The journey to a fulfilling career can be seen as a mix of destiny and free will. Some believe that each person has a predetermined path, including specific lessons to learn and people to meet. However, personal choices play a significant role in shaping one's career trajectory. According to a study by the University of Freiburg, while some aspects of career paths can be influenced by predetermined factors like personality and early life experiences, the majority of career outcomes are based on choices individuals make (University of Freiburg, 2019).

The Role of Personal Agency in Career Development

Personal agency is crucial in navigating career paths. Individuals are often presented with various options and must decide which direction to take. These decisions can significantly impact the speed and nature of their professional development. For instance, choosing a challenging job might lead to faster skill acquisition compared to an easier, less demanding job.

Key Differences: Job, Career, and Life’s Work

Job: Typically a role performed primarily for monetary compensation. Jobs may offer less challenge and engagement and are often seen as temporary.

Career: Considered a long-term professional journey, careers offer more challenges and are closely tied to one's identity and social status. However, they can also lead to burnout.

Life’s Work: This goes beyond financial rewards to fulfill a deeper, personal or spiritual need. It involves continuous engagement and passion, making it a lifelong commitment.

Statistical Insights on Career Satisfaction

A Gallup poll revealed that only 30% of American workers feel engaged at work, suggesting that many may not be in careers or jobs that they love (Gallup, 2021). This disengagement highlights the importance of aligning one’s career with personal passions and strengths.

Choosing a Career You Love

Confucius famously said, “Choose a career you love and you will never work another day in your life.” This philosophy underscores the difference between merely working a job and engaging in a career or life’s work that brings joy and fulfillment. Transitioning from a job to a career, and ultimately to one’s life’s work, can be facilitated by strategic choices and opportunities for personal growth.

Transitioning Through Career Phases

Many successful careers begin with simple jobs that provide essential skills and exposure to various fields. For example, a retail clerk might advance to a management role before finding their calling in customer service training. Each phase plays a crucial role in developing the skills and insights necessary for the next.

Conclusion: Empowering Personal Choice in Career Development

While some elements of our career paths might be influenced by destiny, it is predominantly our choices that shape our professional journeys. By understanding the distinctions between jobs, careers, and life’s work, and recognizing the role of personal decisions, individuals can better navigate their paths toward fulfilling and meaningful work.

Author: Michelle L. Casto

Article source

https://www.articlesfactory.com/articles/motivational/is-a-career-a-calling-or-a-choice.html

3 Ways to Find the Perfect Job for You

If you're looking for a new job, here are three strategies you may use to discover one that you'll enjoy.

There are numerous career options available right now. It can be daunting and difficult to know where to begin, whether you're a recent graduate, returning to the workforce after a hiatus, or looking to explore a new professional path. While there is no such thing as perfection, it is critical that you pick a career that you enjoy in an environment where you know you can succeed. Too many people get caught up in applying to a slew of different places and then accepting the first offer they receive. You will have less stress, be able to explore your interests, and have a sense of significance when you go to work every day if you locate the appropriate place and position for you.

Make a list of both your skills and your interests

Your interests will help you figure out what kinds of destinations you'd like to see, and your talents will help you figure out what kinds of jobs you're qualified for. Look for areas that provide the best of both worlds and go for them. Working in such places will allow you to learn more about your areas of interest and begin to develop competence in them.

 Determine which domain you want to work in

 It can be something entirely different than you have ever done before. What industries do you enjoy reading about? What are some of your favorite products? What is something that you have always wanted to try, but haven’t yet? Don’t be intimidated to start at the bottom and try something you have never done before. Everyone starts somewhere and this could just end up being a long-term career for you.

 Identify Companies you would want to work for

 It's possible that it's not even a certain job. It's possible that you've always been interested in a particular firm because of what they stand for or because of memories associated with it. If you hear of a local or distant company that treats its employees well and pays a competitive salary, it can be a nice location to apply. Make a list of a few that appeal to you, then visit their website to see what positions they are hiring for. Submit your application if you qualify for entry-level employment or something else.

 Conclusion

 Even if you do everything correctly, not every job will turn out properly. However, if you pay attention to every phase of the job search process, you'll have a better chance of finding a good match.

Article source

https://www.articlesfactory.com/articles/careers/3-ways-to-find-the-perfect-job-for-you.html

Should You Keep Your Salary a Secret?

By Monster Contributor

By Caroline M.L. PotterYahoo! HotJobs

You share a lot with your coworkers over time. Projects. Lunches. Office space. Cocktails. Family photos. Birthday cake. But, even after many years of working together, should you share the details of your salary and compensation package?

No, says compensation expert Dick Dauphinais of Strategic Compensation Partners. “We all know employees talk, and things can never remain totally confidential,” he says. “But an outright exchange of salary details probably isn’t the best idea.”

Keep It Secret, Keep It Safe

When companies have different employees on the same job and one of them is paid differently, many unfairness issues surface. “It can happen in any ‘open shop’ that differentiates pay for any reason [such as seniority or performance],” says Dauphinais. You could run the risk of alienating valued colleagues if they learn you earn more for what they perceive to be the same job.

Having more than 30 years of human resources experience, Dauphinais instead urges organizations to focus on structure. “I am a big fan of sharing the compensation ‘structure’ and all the components that dictate how employees progress through that structure with staff members,” he says.

Democracy Doesn’t Always Work at Work

There are organizations that openly share compensation information around the office. However, warns Dauphinais, “Unless all similar jobs pay the same rate, I would advise that open salary concepts don’t work well.”

The confidential nature of your salary, in fact, can be a greater benefit to you. “It creates an opportunity for a manager to have a confidential discussion with employees as to why they are being paid what they are — and how they can work toward making more money,” he says. “Each employee can then move forward with confidence that they have ‘bonded’ with their supervisor on their individual issues — good and bad — without involving others in the process.”

Don’t Let Undercompensation Undermine You

If you learn that someone who holds a similar position earns a bigger paycheck, don’t panic. First, do some due diligence to determine if you are being underpaid in general. Use the Salary Wizard, and also reach out to your out-of-office network to find out how people at other companies are being compensated.

Next, says Dauphinais, “I would go to my boss and ask the reasons why.” Open a rational dialogue to understand what skills or experience you’ll need to improve your performance — and earn more recognition and financial rewards.

Article source

https://www.monster.com/career-advice/article/should-you-keep-your-salary-a-secret-hot-jobs

Entry-Level Salary (Probably) Isn’t as Negotiable as You Think

By Peter Vogt, Monster Senior Contributing Writer

Even in the best of economic times, salary negotiation is a risky proposition for most new college graduates pursuing entry-level positions.

Sure, you might have some bargaining leverage these days if you’ve majored in a hot field like accounting or engineering, or if you’ve developed some rare skill that is very much in demand among prospective employers. But in more cases than you probably care to acknowledge, starting salaries are basically set, and you just don’t have enough to offer at this stage in your career to make employers budge.

“You can negotiate if you have something extra special to negotiate with,” says Terese Corey Blanck, director of recruitment and placement for Corporate Interns, an internship and entry-level placement firm.

But a college degree and a couple of internships aren’t enough, Corey Blanck emphasizes. “If you’re bringing some special experience or expertise to the table, then give [negotiation] a try,” she says. “But nine times out of 10, the company has to invest more money just to get you up to speed, so negotiating an entry-level salary really shouldn’t be your first priority.”

Use Your Head

That doesn’t mean you can’t attempt to negotiate an offer you’ve received, especially if you really do think you have something above and beyond to offer a prospective employer. But be careful — very careful.

“You’ve got to have a rationale for why you believe you should be paid more,” says Sheila Curran, Fannie Mitchell Executive Director of the career center at Duke University and coauthor of Smart Moves for Liberal Arts Grads.

Moreover, you need to use your head when it comes to how you approach the negotiation itself, says Brad Karsh, president of JobBound and author of Confessions of a Recruiting Director.

“Try once, and only once,” Karsh says. “If they say, ‘We don’t negotiate,’ then end it right there. You run the risk of damaging your reputation — and risking your offer — if you go too far.”

Do Your Homework

If, on the other hand, the employer you’re dealing with appears to be open to some negotiation when it comes to your salary and/or other benefits (e.g., bonuses, relocation allowance, tuition reimbursement), feel free to take a shot at it. Know in advance, though, that you’ll need to have completed some pretty extensive research ahead of time to make a compelling case for yourself.

“The key to any negotiation is to do your homework,” Karsh says. That means tapping your school’s career center, professional associations in your field and Internet salary sites to get an accurate sense of starting salaries in your industry, in your geographic area and at your level of education and experience.

“Know the market and whether you have the skills or experience that might warrant being paid differently than your peers,” Curran says.

It’s also important to pursue your negotiation activities respectfully, employing thoughtful, strategic questions and not overbearing “show me the money” types of demands.

“You can’t go in with an attitude of ‘I’m entitled,’” says Corey Blanck, “But, rather, ‘I have this specific experience and expertise — is this something that’s worthwhile to you and, if so, are you open to negotiating a higher starting salary?’”

You may not get what you want. But at least you won’t lose what you already have.

Article source

https://www.monster.com/career-advice/article/entry-level-salary-negotiable

Women and Workplace Stress: It's More than the Job!

Stress in the workplace has become a significant occupational health and safety risk worldwide, including in the U.S. The debate centers around who is responsible for illness related to stress if the workplace is contributing. Research shows that a majority of work-related stress is borne out of attrition and the requirement for more in less time by employees. Our own culture of speed, convenience, and instant gratification also drives our stress reactions.

The Unique Stressors Women Face in the WorkplaceBalancing Home and Work

Research indicates that women’s stress in the workplace is often tied to the challenge of balancing home and work responsibilities. According to the American Psychological Association, women in relationships perform over 60% of household maintenance and childcare. For divorced and single women, this figure can rise to 80-100%. This additional burden means that women are more likely to arrive at work already stressed before their workplace demands even begin.

Perceived Locus of Control

Perceived locus of control is a significant predictor of stress. Women working in environments with little flexibility or choice are at greater risk of distress. Interestingly, women who own their own businesses do not experience significantly less stress than those working for someone else. This is because the issues around balance prevail regardless of employment type. However, women entrepreneurs often pursue their passions, which can foster a positive mindset.

Strategies for Reducing Workplace StressRecognize the Seriousness of Stress

Stress-related illnesses are the leading cause of death and disability in women today. Recognition is the first step in any change process.

Take Real Breaks

Studies show that small breaks actually increase efficiency. Walking outside can work wonders. Keep a pair of walking shoes at your workplace.

Address Workplace Tolerations

Identify and resolve ongoing stressors such as cluttered spaces, broken equipment, lack of organization, and unhealthy work environments.

Communicate Assertively

Clear and assertive communication can help address boundaries, expectations, and needs in the workplace. Avoid emotional communication that can obscure the real message.

Reduce Caffeine Intake

Caffeine causes a physiological stress response. Reduce or eliminate caffeine and increase water intake.

Eat a Good Breakfast

Eating breakfast is one of the healthiest habits. Smoothies with yogurt, fruit, juice, and flaxseeds can provide a nutritious start to the day.

Try Stress Reduction Techniques

Use calming oils like rose, vanilla, lavender, and nutmeg. A tennis ball can be used to massage the foot, and acupressure points can be massaged for relaxation.

Prioritize Self-Care

Adequate sleep, a diet of real food, and regular exercise are crucial for stress reduction. Aim for 7-8 hours of sleep and find time for physical activity.

Learn to Relax

Find activities that are genuinely relaxing for you. This could be calling a friend, listening to music, or picking up an old hobby.

Avoid Stressing About Stress

Pay attention to your body’s response to situations. Practice deep breathing and replace negative self-talk with positive affirmations.

The Role of Employers

Workplace stress is becoming an issue that employers must address. However, the lean operations of businesses, which contribute to stress, are unlikely to disappear. For women who run their own businesses, it is essential to discern what constitutes work stress and take proactive steps to manage it.

Conclusion

As women, we need to acknowledge what we can do for ourselves to reduce stress. Remember the old saying: if you don’t look after yourself, no one else will. Honor yourself!

Interesting Stats

Women are 2.5 times more likely to experience anxiety than men (Source: Anxiety and Depression Association of America).

Workplace stress costs U.S. businesses up to $300 billion annually in lost productivity, absenteeism, and healthcare costs (Source: American Institute of Stress).

Article source

https://www.articlesfactory.com/articles/womens-issues/women-and-workplace-stress-its-more-than-the-job.html

How to crack a phone interview

Apr 8 22:262022

simonjobs

Phone interviews are advantageous not only to the interviewer but also to the jobseekers. Phone interviews eliminate the need to dress up and travel to the company’s headquarters to be interviewed. Furthermore, you do not experience the same level of anxiety as when you conduct the interview in person. For more information, go through our article today.

Phone interviews are becoming increasingly popular in 2022.

Use these pointers to ace your phone interviews and land a job. To increase your chances of getting the job, be optimistic and impress the interviewer.

Phone interviews are advantageous not only to the interviewer but also to the jobseekers. Phone interviews eliminate the need to dress up and travel to the company’s headquarters to be interviewed. Furthermore, you do not experience the same level of anxiety as when you conduct the interview in person.

All you need is clarity of thought and self-belief in your voice.

Phone interviews are truly a two-sided blade, displaying both benefits and drawbacks. However, it is not up to the jobseeker to decide whether or not to conduct a phone interview.

As a result, the following phone interview tips may be highly beneficial to you:

Select a good position

When answering phone interviews, choose a quiet location and avoid areas with poor phone signal.

 It is preferable to conduct phone interviews over landline phones because there will be fewer problems with connections and sounds.

Before beginning the phone interview, please excuse yourself and turn off any equipment that may be causing ambient noise.

Be attentive and engaging

Maintain a very alert and engaging demeanor at all times.

Because your interviewer cannot see you, they cannot tell if you are paying attention or not. Answer enthusiastically, and acknowledge them by saying “YES” or “I hear you” to show the interviewer that you are paying attention.

When speaking, sit down and avoid walking.

Make an effort to smile.

Your voice and mood change when you smile, and believe it or not, your mood is communicated through your tone on the phone.

Use Your Notes

While you are answering the interview, open your resume and application letter.

Your interviewer is almost certainly holding your resume, so you should refer to it. Try not to read it word for word.

Refer to your other notes, such as special certificates or licenses, as well as other documents.

It’s much better if you can talk on the phone while working on the computer. The advantage of phone interviews is that the interviewer cannot see what you are doing.

Article source

https://www.articlesfactory.com/articles/careers/how-to-crack-a-phone-interview.html

Apr 7, 2022

Andrew Glancy

It's important to know what to expect in a job interview. Here's some techniques to use for how to figure out what's going to be in the interview and how to answer.

Generally I see four types of high level interview questions: behavioural, situational, SME and general.

Get more information on the types of interview questions and 40+ examples here.

When you're trying to figure out what questions you'll be asked in the interview, the Job Description in your best friend.

Study it and it will reveal what's important in the job. So if it talks about being able to manage difficult customers you know it's likely you'll get a behavioural question around managing customers.

If it talks about working with a particular control framework then you might get a situational question based around that.

Along with studying the JD, here's a few more quick fire tips to help you prep:

Do your homework on the company

Google hot topics

Prepare some answers

Phrase your answers to highlight your best behaviours

Try and get compfortable.

3 Best Tips To Build Confidence For A Job Interview

Jun 10 16:122021

weflytour

Job interviews can be intimidating. However, with a few skills and some practice you can put yourself at ease to be prepared for any interview. Building confidence for a job interview is one of the most difficult but rewarding things you can do in your life. You have already created things like a resume and cover letter to increase your chances of getting the job. Your experience may be different from other people’s. You have to think outside-the-box when thinking about ways to build confidence for a job interview.

1. Build Confidence For A Job Interview

More and more, employers are asking candidates for a second interview. If you are nervous about an interview, the next time you will be asked a question about it make sure you are ready with an answer.

You may want to make a few small changes in your resume or even ask another question. It doesn't hurt to ask for more time. More often than not, an employer will hire the candidate who provided the better answer in the first interview.

 2. Discuss Prospective Goals

 For most job seekers, the approach to preparing for an interview can be overwhelming. This is because a lot of people approach their job search from the angle of

“can I apply here?” or “how can I get this job?”

Instead, it’s better to approach your job search from the angle of “should I apply for this job?” Asking these questions can help set your priorities in terms of where you want to be in 5 years time and give you a clearer sense of what areas you're likely to excel at.

3. Review Common Interview Questions

 The best way to build your interview skills is by practicing. Don’t like eye contact, smiling confidently or answering questions perfectly? Just practice and you will be a professional faster than you think.

Not only will you develop winning strategies but also you can read people’s intentions. Only a few minutes of practice makes all the difference!.

Article source

https://www.articlesfactory.com/articles/careers/3-best-tips-to-build-confidence-for-a-job-interview.html

How To Answer “What Are Your Strengths and Weaknesses?” (With Example Answers)

Article

By Monster Staff

Imagine you’re in the spotlight of a job interview, and the interviewer throws the classic question at you: “What are your strengths and weaknesses?” This isn’t just casual chitchat; it’s an invitation into a deeper conversation about who you are as a professional.

Talking about your greatest strengths is usually the easy part. It’s like sharing the best segments from your professional highlight reel. But when it comes to your weaknesses, the interviewer is doing some detective work. Don’t worry, though—they’re not trying to trick you.

What they’re really after is to see if you’re the kind of person who can say, “I’m not the best at this,” and then follow it up with a, “But here’s what I’m doing to get better.” It shows you’re not just self-aware but also a self-starter, someone who takes a little bump in the road and paves it into a personal runway for growth.

In this guide, we’ll share practical tips to help you answer “What are your strengths and weaknesses?”, examples of common strengths and weaknesses, and sample answers you can use to personalize your own responses to make a strong impression and win the job.

Why Do Employers Ask About Strengths and Weaknesses?

You might think the “strengths and weaknesses” question is merely about giving employers a list of your top skills and the areas you need to work on. However, professional recruiters are good at analyzing your resume and seeing where your strengths would fit in. What they really want to know when they ask this question is if you possess self-analysis skills and a growth mindset.

Many job seekers fail at answering this question by being overconfident and stating they have no weaknesses, or being too self-deprecating and focusing on what they lack. To avoid this, it’s important to identify which strengths your target employer values most and frame your weaknesses to highlight your self-awareness and commitment to professional growth.

How to Answer “What Are Your Strengths?”

When answering what your strengths are in a job interview, it’s crucial to consider the role requirements, so you can tailor your response accordingly.

Reference the job description to pinpoint any emphasized skills or qualifications, research the company and team to determine which strengths you want to focus on in your interview, and prepare your answers beforehand. Since you want to show employers what makes you a great candidate for the job, your answer should reflect that you meet key criteria.

Here are some tips for a structured approach to answering what your strengths are:

Reflect on your achievements. Think back to past achievements, like reaching professional milestones, earning academic accolades, or even productive work habits that led to victories. Then, analyze what skills helped you accomplish them, such as leadership, organization, time management, and innovative thinking.

Analyze job descriptions. Carefully read the job posting for the role you’re applying for and identify the essential skills and competencies required. Match them with your own strengths, focusing on where you align most closely with what the employer is seeking.

Take skills assessments. Utilize online tools or professional assessments that can help identify your strengths. Tests like the Myers-Briggs Type Indicator or the CliftonStrengths Assessment can provide a structured understanding of your professional attributes.

Consider your passions. Often, your strengths are closely tied to what you enjoy doing. Reflect on the tasks and activities that engage and excite you, as your natural inclinations can point to your innate strengths.

8 Top Workplace Strengths and Example Answers

When asked about your strengths in an interview, highlight qualities employers consistently value across industries. The key is to connect your strengths to real examples of achievements from your past experience that show the impact you can have.

Here are some top workplace strengths, with short explanations and sample answers you can adapt to convey your own experience:

1. Problem-Solving

Companies need employees who can think critically, stay calm under pressure, and resolve issues quickly. Strong problem-solvers anticipate obstacles and come up with effective solutions that keep projects moving forward.

Sample answer:

One of my strengths is problem-solving. In my last role, I noticed our reporting system caused frequent delays. I designed a streamlined template that cut reporting time by 25%, which allowed the team to focus more on strategic tasks.

2. Adaptability

Workplaces are constantly evolving due to new technology, shifting priorities, and unexpected challenges. Being adaptable shows you can learn quickly and perform well, even when things don’t go as planned.

Sample answer:

Adaptability has always been one of my core strengths. In my previous role, when we faced a sudden shift to remote work, I was quick to reorganize my home office, adapt to new communication tools, and help my team stay productive during the transition, which actually led to an increase in team output of 15% over the initial months.

3. Communication

Effective communication is essential for building strong work relationships and ensuring alignment. Whether it’s writing clear emails, delivering presentations, or collaborating with colleagues, strong communicators help teams stay connected and productive. This is especially true when looking for work-from-home jobs, where self-discipline and communication strengths are highly valued among team members who collaborate virtually from different locations.

Sample answer:

Effective communication is a strength I pride myself on. Whether explaining complex technical issues to clients or collaborating with cross-functional teams, I’ve consistently received positive feedback on my ability to convey information clearly and listen to others’ needs. For instance, when I led a workshop in my previous role, it resulted in our team reducing misunderstandings and increasing project delivery speed.

4. Teamwork

Employers want to know that you can work well with others, share credit, and contribute to group success. Team players help foster a collaborative environment where everyone’s ideas are valued and it’s easy to achieve goals together.

Sample answer:

Teamwork is one of my greatest strengths. On a major client project, I collaborated closely with colleagues from different departments. By sharing knowledge and supporting one another, we delivered the project ahead of schedule and exceeded client expectations.

5. Leadership

Leadership goes beyond managing people; it’s all about motivating others, taking initiative, and guiding a team toward success. Even if you’re not in a managerial role, showing leadership demonstrates that you can step up when necessary.

Sample answer:

Leadership is a key strength I bring to the workplace. While I wasn’t a manager in my last role, I often mentored new hires and coordinated small project teams. This not only built their confidence but also improved overall team performance.

6. Strong Work Ethic

A strong work ethic means being dependable and committed to delivering high-quality work on time and on target. Employers value workers who consistently follow through, stay focused on goals, and go the extra mile.

Sample answer:

I consider my strong work ethic to be a top strength. For example, when our team faced a tight deadline, I stayed organized, prioritized tasks effectively, and worked extra hours when needed. The project was delivered successfully and recognized by leadership.

7. Creativity

Creative employees bring fresh ideas and innovative approaches that can improve processes, solve problems, and set organizations apart. You don’t have to be an artist to be creative; a creative mind can set you apart in any role.

Sample answer:

Creativity is one of my biggest strengths. In a marketing campaign I worked on, I proposed using a new social media trend that hadn’t been tried yet by our competitors. The campaign went viral and boosted engagement by 40%.

8. Emotional Intelligence

Emotional intelligence (EQ) means being aware of your own emotions, recognizing how they affect others, and responding with empathy and professionalism. EQ is one of the most in-demand workplace strengths because it helps you navigate workplace relationships and build trust with colleagues and clients.

Sample answer:

One of my strengths is emotional intelligence. In my previous role as a team lead, I noticed a colleague was unusually quiet during meetings. Instead of assuming disengagement, I checked in privately and learned they were overwhelmed with a new responsibility. I helped redistribute some tasks and offered to mentor them through the new process. This not only reduced their stress but also improved their confidence, and the team’s productivity went up as a result.

How to Answer “What Are Your Weaknesses?”

Knowing your weaknesses before you step into a job interview is crucial. First, it showcases self-awareness, which is a key factor in developing emotional intelligence in the workplace. Secondly, openly discussing your weaknesses can also build trust, because it reflects honesty and shows that you value integrity.

Employers aren’t expecting perfection. What they want to see is that you’re authentic, reliable, and actively working to improve. By articulating your weaknesses, you demonstrate that you own your full professional story, and not just the flattering parts.

If you’re not sure which weaknesses to bring up, here are some ways to prepare for this question:

Reflect on past feedback. Review past performance evaluations, feedback from colleagues or mentors, and any self-reflective notes you may have. Look for common themes or areas where you’ve been consistently advised to improve.

Identify patterns. Look for patterns in your work habits or behaviors that might hold you back. For example, if you notice that you often procrastinate on big projects, that could indicate a weakness in time management or project planning.

Take strengths and weaknesses tests. There are many online tools and tests designed to help you understand your strengths and weaknesses, such as the SWOT analysis (strengths, weaknesses, opportunities, and threats) or the CliftonStrengths Assessment. Once you’ve identified any areas of improvement, consider upskilling to boost your career.

Practice self-awareness. Pay attention to your daily work and take notice when you feel the most challenged or out of your depth. These feelings can often point to areas where you could improve.

The best way to answer “What are your weaknesses?” is to follow a simple formula that shows both honesty and growth:

State a genuine weakness. Choose a weakness that is authentic but won’t prevent you from succeeding in the role you’re applying for. Think of skills or habits that you’ve struggled with in the past but are actively improving.

Provide brief context to show self-awareness. Give a short explanation of how this weakness shows up in your work. This step isn’t about making excuses; it’s about demonstrating that you recognize your own patterns and understand their potential impact.

Emphasize the steps you’re taking to improve. The most important part of your answer is showing progress. Frame your weakness as an opportunity for growth by explaining what you’ve done to manage or overcome the weakness, such as taking a course, seeking feedback, or adopting new habits. If possible, share a small win that shows improvement.

6 Common Workplace Weaknesses and Example Answers

Sharing your weaknesses can feel uncomfortable, especially in a job interview where you want to project yourself as the perfect candidate. However, when a potential employer asks you about your weaknesses, don’t aim for perfectionism. Instead, focus on sharing genuine areas of improvement to show you’re committed to growing as a professional.

Explore these common workplace weaknesses and examples of how to share them in an interview:

1. Perfectionism

Striving for excellence is a valuable trait, but when taken too far, it can slow productivity, cause unnecessary stress, or make it difficult to meet deadlines. Framing perfectionism as a weakness shows you hold yourself to high standards, but it’s important to explain how you’re learning to avoid getting stuck in minor details and are capable of considering the bigger picture and what truly matters for the team or project.

Sample answer:

I tend to be a perfectionist, which sometimes makes me spend too much time fine-tuning projects. I’ve been working on setting clearer deadlines for myself and prioritizing tasks, which has helped me deliver high-quality work without getting stuck on small details.

2. Inability to Delegate

Some professionals struggle to delegate because they want to ensure tasks are done correctly. While this is understandable, doing everything yourself can slow progress, hinder accountability, and create stress. Showing that you’re learning to trust your team demonstrates self-awareness and a commitment to improving efficiency.

Sample answer:

I’ve sometimes struggled with delegation because I wanted to make sure tasks were done perfectly. Over time, I’ve learned that providing clear instructions and trusting my team not only lightens my workload but also helps others develop their skills. This approach has made our projects more efficient while strengthening team collaboration and accountability.

3. Fear of Public Speaking

Many people feel nervous about presenting to large groups, which is a common challenge in the workplace. Acknowledging this weakness shows self-awareness, while demonstrating steps you’re taking to overcome your fear of public speaking highlights initiative and a willingness to grow.

Sample answer:

Public speaking has been a weakness for me in the past, but I’ve taken steps to improve by volunteering for smaller presentations and joining a local speaking workshop. I’m much more comfortable now, and I continue to look for opportunities to strengthen this skill.

4. Impatience

Being results-driven can sometimes lead to frustration when progress is slower than expected. Recognizing this shows that you’re aware of how your emotions affect your work. Learning to focus on long-term goals and collaborate effectively demonstrates emotional intelligence and self-control.

Sample answer:

I can be a little impatient when projects move more slowly than planned because I like to see results. I’ve learned to channel that energy into supporting teammates and breaking large projects into smaller milestones, which keeps the process moving without creating pressure.

5. Struggling to Ask for Help

Some people hesitate to ask for help, wanting to solve problems independently. Not asking for help at the right time can slow progress and create bottlenecks, but acknowledging it shows self-awareness. Learning to seek guidance when needed demonstrates collaboration, humility, and a growth mindset.

Sample answer:

I used to struggle with asking for help because I wanted to prove I could handle everything myself. Over time, I’ve realized that collaborating and reaching out when needed not only helps me learn and grow but also leads to stronger outcomes for the whole team.

6. Poor Time Management

Balancing multiple priorities can be challenging, especially when deadlines are tight. Mentioning that time management has been difficult for you is honest and one of the most common workplace struggles. Implementing planning tools, setting priorities, and creating structured schedules demonstrates proactive growth and reliability.

Sample answer:

Early in my career, I sometimes struggled with time management, especially when juggling multiple projects. To improve, I started using project management tools and setting daily priorities, which has made me much more efficient and reliable with deadlines.

How Not to Answer “What Are Your Strengths and Weaknesses?”

Preparing a thoughtful and tailored answer is just as important as knowing what to avoid when answering interview questions about your strengths and weaknesses.

Follow these tips so you don’t raise any red flags during the interview process:

Claiming you have no weaknesses: Saying “I don’t have any weaknesses” comes across as arrogant and dishonest. Employers want to see self-awareness and a willingness to grow, not perfection. We all have weaknesses.

Offering cliché answers: Responses like “I work too hard” or “I care too much” feel generic and rehearsed. They don’t provide any insight into who you are as a professional or how you handle challenges.

Highlighting deal-breaking weaknesses: Avoid naming a weakness that’s essential to the job. For example, saying you struggle with teamwork when applying for a collaborative role may cause employers to doubt your fit.

Being overly negative: Oversharing or going into great detail about flaws can make you seem insecure or unprepared. Keep your answers brief, professional, and framed around growth.

Failing to back up strengths: Simply listing strengths without examples can make your answer sound hollow. Always connect a strength to a concrete situation that shows how it adds value.

Frequently Asked Questions About Strengths and Weaknesses1. How many strengths and weaknesses should I mention in an interview?

When asked “What are your greatest strengths and weaknesses?” in an interview, focus on one or two of each. Avoid listing random skills; instead, provide clear examples that highlight your strengths and show self-awareness about your weaknesses. A concise, thoughtful answer with context and improvement steps is far more impactful.

2. Should I prepare different answers for different job interviews?

Yes. While your core strengths and weaknesses may not change, tailoring your answer to each job is essential. Review the job description and emphasize qualities most relevant to the role. This shows preparation and alignment with employer needs and demonstrates that you can adapt your skills and growth areas strategically.

3. How can I practice my answers without sounding rehearsed?

Practice your answers by outlining key points, then rehearse them out loud until they sound natural. Record yourself or practice with a friend for feedback. Aim to sound conversational, not memorized. Focus on confidence, clear examples, and keeping your response concise so it feels authentic in the interview.

4. Is it OK to ask for time to think before answering?

Yes. If you’re unsure, pause briefly to collect your thoughts before answering. This shows confidence and thoughtfulness, rather than hesitation. Use the moment to recall a prepared strength or weakness example. A calm, well-structured response is more effective than rushing into a vague or poorly considered answer.

Mastering “Strengths and Weaknesses” Interview Questions

When answering interview questions about your strengths and weaknesses, your goal isn’t to appear flawless, but to show honesty and growth. Well-balanced answers demonstrate that you know yourself and are actively working to improve, which are qualities every employer values.

Article source

https://www.monster.com/career-advice/article/greatest-strengths-and-weaknesses

Sample Leadership Interview Questions and Answers Learn how to step up your interview game and rise to the top.

Category

Interviews

Article

By Kathleen Walder, Monster Contributor

By the time you’re ready for a leadership position, you’ve undoubtedly had several job interviews. You must have performed well in those interviews to get where you are. This time, you’ll find a different vibe, and many leadership interview questions may be new to you.

You can expect interview questions for leadership positions to center around your ability to inspire and influence others, your project management track record, and your communication and decision-making skills.

Let’s look at what you can expect in a leadership interview, basic guidelines for how to answer interview questions about leadership, and some sample leadership interview questions and answers.

When Do You Need to Prepare for Leadership Interview Questions?

When a company is considering you for a promotion to a new position as a team leader, supervisor, or other management job, of course, you’ll need to prepare answers to interview questions about the leadership skills you have. But interview questions about leadership can pop up in your very first interview. That’s because employers want to assess if you’re suited for a future leadership role and how quickly you might be ready for one.

According to a report by the Bureau of Labor Statistics, the median length of time an employee will stay in a job is 4.4 years. Employees aged 25 to 34 stay in positions for just 2.8 years. To counter this, employers look for team members with leadership skills, even if they’re not applying to a leadership position. The common belief is since most people change jobs for better opportunities, the sooner they can identify and put someone in a leadership role, the longer they will stay. Employees with leadership skills are believed to be loyal, have high morale, and have fewer absences.

General Guidelines for Answering Leadership Interview Questions

Before we jump into showing you some common leadership interview questions and answers to prepare for, here are some tips to keep in mind for all interviews, especially those assessing your leadership skills.

1. Avoid Cliché Answers and Buzzwords

Interview questions for leaders will undoubtedly include the dreaded “What are your strengths and weaknesses?” question. Just make sure you don’t say, “My biggest weakness is that I work too much.” Instead, be upfront and let the job description guide you in forming a response. Also, avoid using the latest buzzwords.

2. Give Real-Life Examples

Be prepared to answer situational, hypothetical, and leadership behavioral interview questions. Take note of the interview questions for leaders’ behavior we use as examples below and practice answering them with stories from your past job or life experiences.

3. Work Leadership Skills Into Your Answers

Your interviewer will look for your leadership skills. Whenever you can, work into your answers how you’ve demonstrated these skills in the past:

Behavioral Leadership: Give examples of how you’ve influenced the behavior or decisions of other team members.

Project Leadership: Don’t take all the credit when describing one of your projects. Instead, focus on how you led project team members to complete tasks.

Decision-making: Work in examples of times you had to make tough decisions or when conditions were not ideal.

Communication Skills: Your entire interview will test your communication skills. That’s why it’s a good idea to practice potential leadership interview questions and your answers so you can speak with ease.

7 Common Leadership Interview Questions

Walk Me Through a Project You Led and What Made It Successful.

Tell Me About a Decision That Was Difficult To Make. Did You Consult With Anyone?

Can You Tell Me About a Time When You Demonstrated Leadership Skills?

How Would You Increase Communication Across Departments?

How Do You Establish Priorities for Yourself and the People You Supervise?

Do You Have a Mentor, and When Was the Last Time You Met Them for Advice and Why?

Share Your Leadership Philosophy.

Question #1: Walk Me Through a Project You Led and What Made It Successful.

This leadership behavioral interview question assesses your organizational skills, ability to delegate tasks, and wisdom in leading a team.

Briefly describe the reason for the project and the desired outcome.

Talk about the team members and how you identified their strengths and delegated tasks to them.

Report on the result.

How you could answer:

“At Company One, each department issued its own annual report. Condensing 12 months of goals, activity, results, and budgets into a few pages is a substantial task. That’s when it’s crucial you know each team member’s strengths.

We met and brainstormed what needed to be in the report and a theme. Person One was great at numbers, so they got the financial piece. Person Two was the most organized, so they made the list of all the significant projects we’d done and worked with Person Three, who was our best writer. We recruited Person Four from the graphics department to help with the design. We completed the project a couple of days before our deadline and received an award for best department report.”

Question #2: Tell Me About a Decision That Was Difficult to Make. Did You Consult With Anyone?

Your interviewer will ask leadership interview questions to learn how you make decisions and if you work with team members and management before making a significant decision.

Describe the decision and the possible outcomes you considered.

Discuss how you made the decision and who you asked for input. Highlight collaboration with other team members.

Reveal the decision you made and how it was a success.

How you could answer:

“It was time to review supplier contracts. Although our pallet supplier had always given us great service, their price had increased considerably. Three of us gathered info and quotes from other suppliers—seven in all. We also asked the team in the warehouse what they thought was most important in deciding who to use. We narrowed it down to three companies, and each of us called a few of their customers.

Using the price, service, and reference information, we found our current supplier’s prices were not that far above their competitors, and it was worth it to get the excellent service they had always provided.”

Question #3: Can You Tell Me About a Time When You Demonstrated Leadership Skills?

Some leadership interview questions can apply to someone in a management position as well as someone an employer is considering promoting into leadership.

Explain a challenge you faced.

Describe how you worked with team members.

Talk about the outcome.

How you could answer:

“One of the first times I was asked to manage a trade show event, I found that I was managing people. The team of seven included three people who had not worked on a trade show before. The first thing I did was pair up each new person with someone familiar with the show to be their guide and answer questions about how things worked. That enabled me to troubleshoot and keep things on time and within budget.

It worked out well. Things went smoothly, and the employees who mentored the new employees got leadership experience of their own.”

Question #4: How Would You Increase Communication Across Departments?

When departments communicate and work together, things get done quicker and without hassle. Department isolation is a common problem that adversely affects organizations. Listen for leadership interview questions about cross-functional communication and let the interviewer know it’s one of your skills.

Don’t use the buzzword “siloing.” Instead, use conversational language like “isolation” and “lack of communication.”

If you’ve had experience managing cross-department communication, describe the situation, your actions, and the outcome.

If you haven’t had experience in this area, acknowledge the lack of communication and provide an example of how it could affect an organization. Then propose a solution to increase communication. Read up on what business consultants suggest.

How you could answer:

“It’s unproductive and hurts morale when departments don’t communicate, especially when they depend on each other to complete projects. Breaking the isolation needs to come from the top. When department managers agree to collaborate and communicate, team members follow suit.”

Question #5: How Do You Establish Priorities for Yourself and the People You Supervise?

One of your leadership interview questions will likely be about priorities. Leaders need to be organized, know how to prioritize multiple projects, and delegate effectively. Use your method or study project management models and pick one you identify with.

Describe the criteria of that model.

Explain how that model works.

How you could answer:

“Whether you’re prioritizing your own projects, or those of your department, you first need to organize, and have every project, its deadline, and its importance identified. Then you need to balance deadlines and importance in a matrix. Something with a tight deadline and high importance needs to be top priority. Conversely, a task with low importance and no specific deadline might be the easiest item on the list, but it needs to be at the bottom. You continue assigning deadlines and importance to each item until you have prioritized your list.”

Question #6: Do You Have a Mentor, and When Was the Last Time You Met Them for Advice and Why?

Someone who has a good mentor is a better mentor. Leadership interview questions about mentors also gauge how well you take advice and whether you are ready to mentor someone.

Talk about the importance of having a mentor.

Briefly describe your mentor relationship, the last time you met and why, and their advice.

State if you are currently mentoring anyone or that you are looking forward to being a mentor.

How you could answer:

“I met my mentor at an association meeting. They’ve been in this industry about 20 years. I have gotten so much from the relationship. We talk about successes and failures and what we learn from each. We last met a month ago to discuss my next career move. That’s how I decided to look for other opportunities. They helped me realize I had outgrown my current role, and although it’s a great company, there is little room for me to grow. So here I am interviewing for a job with you. I hope to offer my experience and advice to my mentee once I settle in.”

Question #7: Share Your Leadership Philosophy.

This is a leadership-style interview question you can answer whether or not you’ve had experience managing a team.

Read up on leadership roles and styles.

Describe your style or that of someone you admire.

Talk about why that philosophy or style works.

How you could answer:“I believe the best leaders are coaches—in business and sports. A leader’s job is to support and guide the team. When you’re enthusiastic, your team will respond with enthusiasm. When you inspire rather than instruct, your team is inspired. The key to all of this is communication. You owe your team frequent, clear, and two-way communication.”

Article source

https://www.monster.com/career-advice/interviewing/interview-questions/leadership-interview-questions

How To Describe Your Personality In An Interview

Article

Skills aside, your attitude and outlook on work and life are of much interest to hiring managers. Knowing how to describe your personality is one the most important factors when it comes to making a great first impression during a job interview. Your character and behavior are strong indicators of how well you’ll get along with the rest of the company, so it should come as no surprise when they ask you to describe your personality early on during a job interview.

Sounds easy enough—after all, if there’s one subject you’re an expert in, it’s you—but it’s very common to get tripped up when you have to put into words what you’re like as a human being. (And no, “I’m great! What more can I say?” won’t fly.)

According to consulting firm Deloitte, there are four types of workplace personalities: pioneer, driver, integrator, and guardian—and each style has its own positive and negative attributes. You can take Monster’s short workplace personality quiz to see what yours is, and then mine the information for talking points to use during job interviews. And read on for more tips to learn how to describe your personality during an interview.

Study the Job Posting

In addition to outlining what hard skills are required for the position, job descriptions typically list what attributes or personality traits employers are looking for candidates to possess. Thus, your best approach is to select three core soft skills and share short stories that illustrate how these characteristics have served you well at past jobs.

For example, to show you take initiative you might say, “I’m a manager, but I’m also a people person at heart. At my last job I took over a department that had high turnover. I was able to improve retention by offering flexible work schedules, providing a comfortable work environment, and praising employees for their achievements.”

Leverage Feedback from a Third Party

Saying that you’re a leader is one thing—validating it by citing feedback from a former boss or coworker is compelling. Hence, share someone else’s opinion of you as a way to compliment yourself.

One way to interpret this interview question is to respond as if you’re being asked, “How would your colleagues describe your personality?” For example: “My boss consistently tells me I’m a team player. When we fell behind on a big project last year, I offered to stay late and helped us meet our deadline.”

Choose the Right BuzzwordsAccording to the Society for Human Resource Management, employers sometimes care more about soft skills than they do technical abilities like reading comprehension and mathematics. Weaving a few of these skills into your answer can make you a more attractive candidate. Some soft skills employers commonly look for include:

Integrity

Dependability

Adaptability

Professionalism

Teamwork

Respect

Be HonestWhen answering any job interview question, you need to be authentic and honest with the hiring manager. Mention the qualities you feel best represent you and of which you are proudest.

Obviously, you want to identify any personality traits that might make a candidate naturally adept at doing the job and joining the company and seeing if your own traits align. But if the hiring manager doesn’t think you’d be a good fit for the position, it’s better off looking for another job at a company that is more in line with your values and priorities.

“Describe Your Personality”: Sample AnswersAlthough your answer will depend on the position you’re applying for and, of course, your individual personality, here are some examples of good responses.

Good Answers

For a financial analyst job: “A central fixture of my personality is my analytical mind. In my last job, I applied that to a number of tasks…”

For a customer service job: “I’m a problem-solver by nature. My immediate goal when I speak to a customer is to get their issue resolved as quickly and efficiently as possible.”

For an administrative assistant job: “I’ve always been an extremely organized person. That served me well in my last job, where my attention to detail helped save the company money on a major account…”

For a data analyst job: “I’m a whiz at interpreting data and transforming it into useful information.”

Meanwhile, here’s what you shouldn’t say:

Bad Answers

“I’m a hard worker.” Duh! Tell the hiring manager something that’s unique about you—not something she’s heard over and over again.

“I’m a social butterfly. I make friends very easily and am very good at influencing others in social situations.” This answer is more me-focused. Keep the focus on how your personality would benefit the employer.

“I’m a perfectionist.” Perfectionism can lead to time management issues, which is a major concern for employers.

“I pride myself on being a reliable employee. I always show up to work on time.” Rather than saying you can meet the basic job requirements (e.g., get to work on time every day), highlight a personality trait that would make you significantly more valuable in the eyes of a hiring manager than other candidates.

Article source

https://www.monster.com/career-advice/article/describe-your-personality

When you look for a new job, you need to be prepared to explain to a hiring manager why you’re a proverbial free agent. Some reasons for leaving a job include additional responsibility, increased pay, and relocation. Your resulting resume gaps can also be explained away by citing taking time off to raise a family or going back to school. Coming out of a tough economy, even getting laid off doesn’t have the stigma attached to it that it once did.

However, many people quit for more personal reasons—because they couldn’t deal with a screaming boss, they felt stuck in a dead-end position, or they were tired of enduring poor treatment. In those cases, you’ll have to find a way to put a positive spin on why you decided to say, “I quit!” when you go on your next job interview.

That’s because the last thing you want to risk is having your interviewer thinking that you’re a quitter who couldn’t hack it, wasn’t a team player, or who was hard to manage. This is how can you explain in an honest way why you quit your last job without scaring off recruiters.

Reasons for Leaving a Job

You’re burned out.

You were caring for your health or the health of a loved one.

You need a change.

You clash with the company’s ethics.

You’re seeking career advancement.

1. You Left a Demanding Job Because You Were Feeling Burned Out

So there you are, in the interview, and the hiring manager asks innocently enough, “Why did you leave your last job?” Deep breath. Do not launch into a tirade about how you were expected to work 80 hours a week or how your supervisor expected you to answer 11 p.m. emails.

Instead, say something along the lines of: “I’m looking for an opportunity where I can leverage my skills and experience, while also balancing time with family and friends. I believe we perform our best when we have a healthy balance between work and life.”

Many companies embrace a work-life balance, so focus your answer on the type of work environment you thrive in.

If you have no other gaps on your resume and have a track record of working with companies for big chunks of time, an interviewer should be satisfied with that response.

2. You Left to Take Care of a Family Member or Health Issue

Of all the good reasons for leaving a job, your duty to your health and your loved ones is at the top. While you certainly don’t have to get into the specifics if you went out on the Family and Medical Leave Act and then just didn’t return to the job after your 12 weeks were up, you might want to at least give the interviewer some key information.

You can address that this was a very specific and one-time issue that is now resolved and assure them the situation isn’t part of a pattern. That way, a hiring manager won’t be worried that they’ll bring you on board only to lose you in a few months.

3. You Needed a Change

If you’re making a career change, is it because you simply reached the point where you couldn’t stand what you were doing anymore? If so, that’s not necessarily the best way to put it to a prospective employer. Instead, say something like: “I’m seeking out opportunities that will allow me to make full use of my newly acquired web design skills” (or whatever new passion or old interest you want to tap into).

Again, prospective employers are looking for stability, so do your best to demonstrate that you’re not just seeking this position on a whim, but that you’ve taken steps to prepare yourself and done industry research to make sure this is what you want.

4. You Didn’t Click With Your Former Company’s Ethics

There are times when resigning from a job might have been the smartest thing you could’ve done, namely if you notice activities going on that run afoul of basic ethics, if not the law. You don’t want your reputation (and resume) tarnished by a shady organization.

If your company doesn’t value honesty or playing by the rules, there’s a good chance that future employers will assume you lack those values as well.

That said, bashing your former employer will not go over well (even if it’s well deserved).

Instead, try to turn the conversation onto the values you share with this new potential employer. You can certainly bring up legitimate disagreements you had with management, but be sure to present your train of thought and why you fundamentally disagreed.

Then, make the shift to describe what you admire about the company you’re interviewing with, such as how they focus on diversity and inclusion or strive to be environmentally conscious. This will also give you the opportunity to show that you did your homework.

5. You’re Looking for More Money or a Promotion

Career advancement is high on the list of reasons for leaving a job. If there’s no sign of your career moving forward, no new responsibilities, no new skills to learn, and no raise coming your way, why bother staying? But there’s a way to express that in an interview without coming off as bitter.

Explain to the interviewer that you’d reached the growth ceiling in your position—basically, you’ve gone as far as you can go in that company—and you are ready for a new challenge. This explanation puts a positive spin on your departure and positions your professional development at the center. The word challenge implies that you will be a hard worker.

No matter your reason for resigning from a job, here are a few more general tips to keep in mind:

Less is more. Provide just enough information to explain your reason for leaving without going into too much detail.

Stay on point. Stick with sharing relevant information that relates to the company and position you’re applying to.

Be honest. While you can certainly frame how you quit in a positive way, you should never flat out lie about how things went down.

Article source

https://www.monster.com/career-advice/article/why-did-you-leave

Article

“What did you like least about your last job?” can be something of a trap when it comes to interview questions, because your interviewer is asking for a negative answer. If you haven’t given the subject some thought, you may accidentally talk yourself out of a job.

If you’re asked this question—or its close cousins “What was the worst part of your last job?” or “Why didn’t you like your last job?”—in an interview, you’ll want to keep your answer honest while trying to incorporate a positive angle. One of the purposes of this interview question is to find out if you’re going to be satisfied in the job for which you’re interviewing. If you were dissatisfied before, you may be dissatisfied again if the circumstances are similar. Here’s how three different candidates might answer this question:

Answer No. 1: “I didn’t have enough challenges. After a while, all the projects became repetitive. I thrive on challenge.”

Interviewer’s thoughts: A lot of the tasks here are repetitive. What makes this candidate think he will like it here any better? Will we be able to keep him challenged?

Answer No. 2: “Lack of stability. After three company acquisitions, I had five bosses in three years. I couldn’t take it any longer. What I am looking for is stability in a job and company.”

Interviewer’s thoughts: While our company is stable now, there are no guarantees about the future. This woman sounds like she may have some burnout and flexibility issues.

Answer No. 3: “In my last job, my boss was overbearing and wouldn’t let me do my job. If she didn’t like the way I was doing something, she’d criticize me.”

Interviewer’s thoughts: Could he work with me as a supervisor? How would he react if I had to critique his work? He sounds like he could be a problem to supervise.

Don’t make the same mistakes these candidates made. Instead, use this three-step strategy to leave the recruiter feeling positively after this negative question.

1. Start on the Right Foot

While this is a negative question in search of a negative answer, you want to begin your answer with something upbeat that shows you’re generally not a negative person, that shows you generally look for the good in situations. You’ll probably want to note your overall satisfaction with your job, and even give one specific thing you’ve found valuable about the job.

You say: “I’ve given this question some thought, and overall I’ve been very satisfied with my job. I’ve been able to work with some really interesting people.”

2. Stay on Tasks

When you get to the meat of this question, you’ll benefit by doing some advance planning, as you’ll likely get some iteration of this question (it might sound something more like “Why are you looking to leave your current job?”). Create a list of those things responsible for your dissatisfaction. Spend some time looking at your list for patterns. Are there some projects that recur on your list? Are there some situations you don’t want to get into again? This exercise will help you identify things to watch for and to ask questions about during the interview.

As you look for the answer to the question you’re being asked, try to focus on an element of the work itself rather than company politics (which may be messy if your interviewer knows people at your company) or people (the recruiter may translate this answer into your being difficult). Try to limit yourself to one issue, such as workload, lack of growth or lack of flexibility.

You say: “I have to say that I did have a job where there was an inordinate amount of paperwork.” Notice the word “inordinate.” Not a normal load paperwork, but an unusually large amount.

3. End With a Strength

Use your closing sentence to acknowledge how this particular negative situation hampered you from deploying one of your key skills, so that the interviewer sees you as someone who wants to be able to work to their best potential.

You say: “The paperwork has bogged me down, and prevented me from doing what I do best, which is working with people.”

Practicing the answer to this question can be duly helpful for you: Not only does it get you ready for the interview, it gets you ready to decide whether you’ll want the job. When you can identify the factors that give you job satisfaction, as well as the factors that were unpleasant or tedious for you, you can more easily determine if a job is the right job for you. Remember that this interview goes both ways!

Article source

https://www.monster.com/career-advice/article/like-least-about-your-last-job

Job-hopping : How It Affects Your Career Success

Is job-hopping and career success related to each other? What is the effect of one on the other? How long is too long for staying in a company? I must admit, the resumes that pass by my desk makes me conclude job-hopping is far too common.

Job hoppers do it for various reasons. More often than not they may not know what they are getting into. Sometimes, it is because they do not know what they want and hence are not ready for the challenges that lay ahead of them.

In my opinion, changing jobs often affects your career in a negative manner. Consider this, what signals are you sending to your potential employer if you are job-hopping too often?

The Two-Year RuleI have a two-year rule I tell my staff and potential employees. The two-year rule is this – you must be willing to commit mentally to spend at least two years in the company before you quit. The reason is this; you need to deal with the learning curve. If you job-hop too often, you learn nothing substantial.

For me, it takes you at least a year to know the ins and outs of the company. Then another year before you can eventually be truly productive in adding value to the company. To see the true results of your contribution to the company, for me it takes at least two years. So, if you are prone to changing jobs and career success is on your mind, then it is time to rethink.

Training YouMany well-established companies have training programs. They are willing to invest in fresh graduates and newbies. However, in order for them to make that decision they need to look at past track records. Ask yourself, if you are a manager – who are you more likely to invest training time and money on? Someone who is job-hopper and shows tendency to job-hop or someone who is stable? Companies are more likely to invest in people who are stable. The reason is simple. They are able to contribute back into the company. Everybody wins. If you are constantly moving from one job to another, you send a signal that you are not ready to commit.

Companies like to invest in people who see their career goals align with their corporate goals. Job-hoppers usually cannot see their career path beyond the next year.

Decreasing the Incidence of Job-HoppingOne of the best ways to quit job-hopping is to truly know what you want. Once you know that, you will have singular focus in the pursuit of your career goals. Of course, it is understandable that as a fresh graduate or newbie at work it is tough to know that. You may be interested in some other industries.

If there are other fields that you are interested in then make a plan to find out about them. Start with the Internet, and then ask friends who may know people in those fields. Speak to them; ask them about the expectations of the company and the role of the position you are interested in. You may not have all the answers but at least you get some idea. That would decrease the chances of you jumping jobs.

Make Learning a Key ObjectiveIf you are new in the work force and have been job-hopping quite a bit, my advice to you is this - truly find out what you want. Once you know that, find a company that is willing to train or how they are willing to commit to their employees’ career in the long term. If they have structured training programs, join them.

Make learning the relevant skills and knowledge in that industry your key objective. The skills and knowledge that you learn will contribute to your career success in the long term. It is something that you can bring with you the rest of your life. Once you see the benefits of committing to a company who is willing to train you for more than two years, hopefully you won’t be job-hopping often anymore.

Article source

http://www.career-success-for-newbies.com/job-hopping.html

Discover the most important and basic habits for career success.

I am blessed to have some of the best bosses coach me when I first entered the working world. They passed to me what seemed like, at that time - pretty obvious things one would do when in the working world.

What seemed pretty obvious as habits for career success isn’t always so. As you start on your career path you begin to forget some of these basic habits. Therefore, it is essential to drill these habits deep enough to remember them.

As I progressed in the corporate world, I noticed that these are good habits that should be passed down to my own people just as I have benefited from internalizing them. Here are the 5 basic yet important habits for career success:

1. Get OrganizedRegardless of your work, you need to get organized. If yours is office work, you will surely have filing to do. What about your emails, your electronic documents and folder system? Ever had colleagues who ask you to resend them the email you sent last week? No matter how many times you sent, they seem to have deleted it or lost it? And it is the same thing with electronic documents?

When you organize your clutter, work space and computer, you become more productive. You become efficient and effective. This adds to your good name as you progress in the organization. It is also a good habit to cultivate as you move up the corporate ladder. Imagine having more work to organize as you progress?

2. Manage Your TimeThis is another simple and obvious habit amongst the habits for career success list. But I assure you; this habit is some of the biggest weaknesses people have in the corporate world. I urge you as a career newbie to start cultivating this habit of managing your time early.

Managing your time isn’t rocket science. Start with a simple to do list and a daily, weekly, monthly and year scheduler. All you have to do is to pen in all the meetings, appointments and tasks in the scheduler. As you get better you can start to use more sophisticated techniques. Managing your time is all about planning what you do and doing what you plan.

3.Under Promise, Over DeliverAs a career newbie, you would have a tendency to try to impress your bosses, colleagues or even clients. This can be driven by your raw enthusiasm. However, remember that in your quest to impress, you run the risk of destroying what little reputation you are starting to build. This is especially so when you fail to deliver on your promises regardless of how small. It could be a simple report your bosses asked but if you fail to deliver it on time, the size of the report doesn’t matter. Fact remains that you did not deliver.

Always remember that one of the important habits for career success is to under promise and over deliver. It is about managing expectations and it is about measuring your own strengths and weaknesses. It is also about knowing how to manage your own time. So, while volunteering for additional tasks is a good initiative, you may want to gauge if you can live up to that promise.

Under promise and over deliver means to say “yes” when opportunities present themselves and learning to say “no” when you know you cannot deliver.

4.There Are Always Next StepsThere are always next steps after meetings. Never let any meetings end without a clear action plan that include who to do what by when. We attend far too many meetings in order to let them slip by without clear next steps to follow through. Having clear next steps ensures you become more productive and time is well spent in meetings.

Meetings are important to assign, brief and clarify. You should not let them slip by without clear next steps. If you are chairing one, makes sure this happens. If you aren’t then ask for your set of next steps. This is one of the basic habits for career success you would bring with you for a very long time.

5. Feed Your MindRead motivating books; listen to tapes and watch inspiring movies. We are sometimes so inundated with negative vibes at work that you should feed your mind with positive energy. One way is through books, tapes and movies. They need not be self-improvement and self-help oriented although I find them extremely useful.

Of course, a healthy body is important too. Eat healthily and exercise. This ensures you have the energy to take the work-week with a healthy body, mind and soul.

Start cultivating these 5 important habits for career success and make a difference in your work life.

Article source

http://www.career-success-for-newbies.com/habits-for-career-success.html

You would probably ask, is it possible to achieve career success with 5Ds? Yes, it is possible.

These 5Ds I am referring to stands for Dependability, Determination, Delight, Detailed and Devoted. Not only will they increase your chances of achieving career success, they will also increase your motivation at work.

Throughout my working experience, I have had the chance of observing bosses, colleagues and staff members perform their tasks. And I noticed a pattern that exists with people who achieve career success in the level relevant to them.

They carried these 5 traits when tackling their work.

1. DependabilityDependability means taking first person responsibility when you are given a job to do. You never blame someone for your work that is not done right. It means you take the initiative to see the job is done to the best of your ability. You take great pride in the work assigned to you.

When you are dependable, you become a competitive advantage for your organization. You are seen as someone worthy of more important assignments and hence increase your chances of achieving career success.

2. DeterminedBeing determined means having the stamina to see things through regardless of how tough they are. If you are to achieve career success, having determination is one critical factor. It not only ensures that you complete your work at hand no matter how tough, it also ensures that you achieve your long-term career goals.

A determined person is usually fueled by a keen sense of duty and passion for the work. When you do your work with passion, the quality will shine through and people will notice it.

3. DelightBe a delight to work with in your workplace. No one likes to work with a grouch. Having a pleasing disposition, smile, never say die, being positive regardless of how huge the challenge is part of being delightful at work. A delight at work carries with them a positive attitude. It is the positive energy that they rub off on you that makes you want to work with them. It is a real and sincere feeling.

When you carry with you a smile and a positive attitude at work, you are known as a delight. You will notice that colleagues wish for you to achieve career success. You can see them wish positive things for you.

4. DetailedA detailed worker never lets work that is haphazard leave their hands. A detailed person slogs to ensure that everything that is supposed to work is looked into. They are the people who take that extra precaution and the initiative to make sure things become near perfect. Just enough is not in their vocabulary. Good enough just isn’t good enough for them.

For the detailed, only the best is good enough. When you are a detailed person your bosses trust you with jobs that need multitasking. They know you can be relied on to make sure everything little aspect is looked into. Such tasks increase your chance to achieve career success.

5. DevotedA devoted worker is an enthusiastic worker. When you become an enthusiastic worker, you are focused on the tasks at hand. You also become focused on the bigger goals of the organization. Due to this you are not as vulnerable to the ‘disturbing ghosts’ in your organization that is always causing disruption by being a complainer and spreading negative energy.

In order to achieve career success, it is important for you to cultivate these 5Ds. They help increase your chances of achieving career success. In addition, these qualities will increase your work motivation.

Article source

http://www.career-success-for-newbies.com/achieve-career-success.html

Many young executives like to ask for career success tips. I usually start by saying career success doesn’t come in a day. Yet, day-in day-out I see young people entering the working life pushing themselves as if they will make CEO in a year. They have a tendency to compare their progress with their contemporaries. You should not and must not compare your career success to your contemporaries.

If you ask me, what is career success? Frankly, I don't have the answer. But, I can give you a career success tip that works for me. However, ultimately only you can answer “what is career success?” because only you can seek. No one can do it for you. It is to be defined by your own values and principles in life. You would have to define what is career success for yourself. It means different things for different people. And it is your career goals.

The first step is to ask yourself “What is career success?”. It is not a question you should mull over daily. You will have to spend time thinking about this. The answer will not come easy. Ask yourself that question, and then let it float in your mind for however long it takes - never force the answer.

Remind yourself this - if your career is a marathon, then it includes the preparation for the race - the warm ups, the stretches, the strength exercises, the stamina building, the constant practice runs. Constant effort is what will eventually get a positive response. And that response is success.

My biggest fear looking at many young first job executives is that a lot of them embark on thismarathonand end up hurting themselves. They hurt themselves because instead of warming up and stretching, they sprint. Eventually they end up injured, taking months and years to recuperate.

This is an important career success tip. Your career like many things in life cannot be rushed. You succeed by not rushing nor lazing off. Your career success comes to you when you do not rush yourself through it. But this also means you do not laze off. When you rush you start to be careless.

You forget the basic important steps in the race for your career success. If you sprint through at this early phase, you risk overdoing it. On the other hand, if you laze off – you won’t put in the appropriate effort needed for success. For success to happen, you need to be moderate in your pursuit. That would be career success tip for you. There is a saying:

Hurrying makes things too tight,Slacking off lets things get too loose,By not hurrying and not slacking off,We can succeed at what we do.

In this race, you are your own competitor. To end this career success tip, I leave you with this thought from Dao De Ching:

He who knows other men is discerning, he who knows himself is intelligent.He who overcomes other is strong; he who overcomes himself is mighty.He who is satisfied with his lot is rich.He who goes on acting with energy has a firm will.He who does not fail in the requirements of his position, continues long.He who dies and yet does not perish, has longevity.

Article source

http://www.career-success-for-newbies.com/career-success-tip.html

7 Keys to Asking for a Salary Increase

Julie Perrine

You want a raise; you may even deserve one. You've been a consistent, high performer. You've attained a professional certification. You've significantly contributed to multiple team projects. You proactively pursue professional development to continue honing your skills. So how do you approach your boss about this ever delicate topic?

1. Do your homework BEFORE you initiate the conversation.

What are other professionals with your education, experience, job title and job duties earning? Can you document these amounts?

When does your company typically review salary increases? What criteria are used to determine those increases?

Make sure you're comparing apples to apples as much as possible as you collect your data. Check your company's internal job postings to see if there are similar positions posted. Some companies have pay scales or ranges that they will post on internal websites, so that gives you some starting guidelines. If you contact Human Resources, some will give you the low-mid-high ranges for current job postings if you already work for the company. At the very least, they should be able to give you the low-mid-high range for your current position. This helps you get started.

Use your network within other companies or associations to see how much information you can gather as well. If I want to know the pay scales for a job posted for a local employer, find an administrative or HR contact inside that company to help me do my research. The value of a fully developed network of contacts in multiple companies cannot be emphasized enough here.

There are several resources to use when it comes to researching wages and salaries:

Do a Google search on specific salary information, job titles and their associated duties. Get very specific in a Google search such as: salary ranges for administrative assistants (do the search in quotes to get a better search result) or try salary data for executive assistants. You can search info based on area of the country, job title, duties, etc. They have limited reporting if you only use their free portions, but it will help you get started with your data collection.

2. FACTS are persuasive.

Salary related discussions may feel a bit intimidating, but FACTS are persuasive. The more prepared you are, the better the conversation will go. Know what you're trying to achieve. Be willing to consider alternate solutions if what you originally ask for doesn't materialize. For example, if you can't get more money, can you get more time off or additional company paid training or something else that is of significant value to you? These may not cost the company in the same way a salary increase would and may be easier for your boss to approve. Think about these things ahead of time and write your ideas down. Keep your list with you during the meeting so you can reference it easily during the conversation.

3. DOCUMENT, DOCUMENT, DOCUMENT.

Document where you're at and what you've accomplished. Document what your professional development goals are. Document what the industry salary ranges are for your position and take all of the supporting data with you when you meet with your boss. Be prepared with solid support for your claim. Even if you never need it, you have the data if you are challenged on your numbers.

If you have a professional portfolio with documentation and samples of your work in it, take that with you, too. Sometimes our employers become used to the excellent support we consistently provide. Showing them the actual work product (and volume of it) presented page after page in your portfolio can be a very impressive reminder of what you actually do for them. The visual reminder is powerful.

4. Think "what am I worth" vs. what are others around me are making.

It's irrelevant what others around you are making. Do not bring what others are making into this discussion. Think in terms of - WHAT AM I WORTH? Are you doing things that support that claim - if so, document them. When you document your reasons based on "what am I worth" and present your reasons with that perspective, then you have a much more positive and proactive reason to go meet with your boss.

See how these two examples sound to you?

"I provided critical support for the completion of the RFP for XYZ Company - a $2,000,000 contract - in a record two day turn around time."

"I work twice as hard as Susie, and she makes more than me."

The first one says I'm a valuable member of the team. The second one says I have a whining problem. How do you want to be perceived?

5. Strategically plan the meeting with your boss.

We all know there are good times and bad times to approach a boss based on hectic schedules, moods, or other things happening within the company. So don't time this meeting on the day before they leave on vacation or the day after they return. Don't ambush them the day before a big board meeting. Be thoughtful about the best time, date, and setting in which to have this conversation.

Have the meeting at a location outside of your boss's office. Use a conference room or go get a cup of coffee together at a local coffee shop. You want a more neutral setting free from distractions and away from the center of power the boss's office often has associated with it.

We also know everyone communicates differently. Some like a lot of detail with facts and figures, some just want a high level overview. Some prefer a verbal exchange, some want to see it on paper, too. You should know your boss's communication style preference and present your request accordingly. On the flip side of that, once you've presented the information, give your boss the appropriate space and time to process the information and make a decision. Some need thinking time to process the data. Some may make a decision on the spot. Don't expect or demand an instant decision, or you may ultimately sabotage your entire effort. Give your boss time to think and take action. He or she may need to present your data to his or her boss in order to get your raise approved.

6. Practice your presentation and delivery.

Go through mock interview questions to get practice answering the questions. This is especially helpful if you're leaving a position or a company for negative reasons. You don't want your voice or demeanor to shift to a frustrated or defensive tone. To overcome this, practice answering questions over and over again with a smile in your voice and a neutral look in your eye. This takes practice. Have family and friends randomly ask you the interview questions, "So tell me why you're looking for a new job?" Practice makes perfect. Use this same approach as you prepare for this discussion also. Sit down with a trusted friend or advisor and do a test run. Have them ask you difficult questions so you can practice thinking on your feet and using your documentation to support your answers.

One book that will help you successfully maneuver through this "crucial conversation" is Crucial Conversations by Kerry Patterson, Joseph Grenny, Ron McMillan, and Al Switzler. You'll never regret the time or money investment for this book.

7. Schedule the meeting.

Be confident. Be professional. Be polite. Be respectful. You certainly don't want to create an uncomfortable situation with your boss going forward. If you go in with the right attitude and mindset open to several positive outcomes, you'll be on the right track.

What if your boss says no?

Ask why. In order for you to understand what you may need to do to be considered for a salary increase, you have to know what it would be based on. If its performance related, ask your boss to help you create a performance improvement plan so you and your boss can track your positive path forward together.

Pull out your list of alternate suggestions that don't involve a salary increase but may include things such as additional vacation or floating holidays, additional company paid professional development or training, a company paid professional association membership, etc. Ask if these items might be considered.

Are you ultimately willing to search for a new job? This is a question you need to seriously ponder before you initiate this conversation. If you like your job, your boss, and your company, you may be o.k. with leaving things as they are - especially if you're able to work out a plan for the future with your boss which outlines how and when you may qualify for a salary increase. If you can't work something out that satisfies both sides, you may need to consider how this impacts your future opportunities and willingness to remain in the position. But you won't know until you ask, and when you document your value to the company, you may be very pleased with the result.

Article source

https://www.articlesfactory.com/articles/careers/7-keys-to-asking-for-a-salary-increase.html

Research on negotiating salary shows that up to 80 percent of job offers are negotiable but that only a small number of job candidates actually enter into negotiations of the job offer and salary with prospective employers. You don't have to be an expert negotiator to successfully negotiate a job offer. Knowing these basic negotiation strategies helps you to properly plan your salary negotiation.

Research on negotiating salary shows that up to 80 percent of job offers are negotiable but that only a small number of job candidates actually enter into negotiations of the job offer and salary with prospective employers. The main reason given is that candidates feel ill-equipped to negotiate and as a result are intimidated by the negotiation process. You don't have to be an expert negotiator to successfully negotiate a job offer. Knowing these basic negotiation strategies helps you to properly plan your salary negotiation and feel confident in the negotiation process.

Delay the salary discussion for as long as possible in the hiring process

The best time for  negotiating salary is after a firm job offer has been made. Your negotiating power is at its peak when the company has been convinced of your potential value to them and has decided that you are the best candidate for the job. If the salary question comes up early in the interview process it is best to remain as non committal as possible and suggest that your salary requirements are "open" or "negotiable" until you have learned more about the job. If pressed to give an amount state a wide range within which your salary requirements fall. Avoid giving  a specific salary figure on the application form and rather put "competitive" or "open to discussion".

Find out the value of your skills in the marketplace

Information is your greatest tool in negotiating salary. Research your competitive market value. What are other organizations in your field and geographical area paying for your skills and experience? It is much easier to persuade the company to agree with your salary request if your negotiation proposal is firmly based in hard fact such as what people with similar skills and in similar jobs are currently earning. You can research salary data in a number of ways including visiting various free salary websites, asking people in similar positions, calling professional and trade associations, asking recruiters and employment agents and looking at similar job postings.

Know what you are worth to this specific company

Understanding your company-value helps you determine your real bargaining power. What is your value to this particular company? Consider factors such as the supply and demand ratio of your skills and experience in this industry and area, the number of candidates the company has interviewed, how urgently the company needs to fill the job and the direct and indirect contribution to company profitability of this position.

Evaluate the entire compensation package

Benefits can contribute up to 30 percent of the whole compensation package. Include the benefits in your salary calculations to get a more accurate picture of the dollar value of the whole compensation package. Put a direct dollar value on benefits such as medical, dental and life insurance, company bonuses, profit sharing, direct expense coverage such as parking, phone etc, company services such as child care and paid overtime. Decide which aspects are important to you and what you can negotiate to balance the base salary.

Calculate a realistic salary range to negotiate within

Work out how much you need to earn to cover your expenses. For each expense work out the amount of money you need and the amount of money you would like. The total of each amount provides you with an acceptable salary range within which you can negotiate. You will use this data for your salary decisions. However during the negotiations it is important to base your salary request on your value to the company and your skills and experience and not on what money you need to earn every month. The employer is unlikely to be interested in your expenses.  Begin negotiating at the top of your salary range to give yourself sufficient room for negotiation.

Always start your salary negotiations by thanking the employer for the job offer and highlighting your enthusiasm for the position and the company. Keep a positive attitude throughout the process of negotiating salary and make requests rather than demands. Know your true value and be confident of your ability to get the best job offer you can.

Article source

https://www.articlesfactory.com/articles/careers/negotiating-salary-five-strategies-for-success.html

Can someone really strive being happy at work? I mean after all, it is called work. Is work supposed to deliver happiness to us? I happen to believe work can deliver happiness and you can strive to be happy at work.

Entirely possible. I have seen people who are happier at work than anywhere else. And they are perfectly healthy people.

1. Stop Complaining

I think one of the biggest challenge of people being unable to be happy at work is really due to all the complaining. Add to it all the gossips and rumors, it makes a very difficult environment to try to build some joy and happiness in it. I suggest, tough as it may be, avoid complaining. In fact, stop complaining. When you distance yourself from negativity, you will quite naturally be happy at work. Or at least, feel a little happier.

Don’t feel the need to complain as if it will resolve the issue. If you need to, discuss the challenge. Then find a way to diffuse it. Otherwise, I suggest you just stop. Resist complaining.

2. Build Affinity

What does this mean? Humans are social animals. We need others to connect. Learn to relate to others not just on the professional end but also on the personal side as well. Who knows? You may share some common interest with your colleagues and work suddenly does not become boring. There are common topics to talk about.

Help others when you can. That is a way to build affinity with the others. You will also sense energy within yourself because you are able to contribute beyond your regular work scope. Do not help by expecting others to return a favor though. You will be disappointed when others do not reciprocate. Help because you can and are willing.

3. Look for Connections

Sometimes you may not know it. But you may feel unhappy at work because you do not really know your role within the bigger organization. Look for connections and try to understand your work. Where do you fit in within your company? How do you contribute to the profits of the company? Look for these connections and keep learning new things. When you understand the bigger picture, you will understand your role and hence feel being happy at work.

4. What Is Work to You?

Work means different things to different people. What does work mean to you? Is it something that puts bread on the table and that’s all? Or do you look to work to fulfill other aspects of your life? Try to understand what your relationship with work is, if you want to feel being happy at work.

5. Know Your Destination

Where do you want to be? How does this contribute to your goals? Give yourself a goal. When you feel unhappy, you can always remind yourself of the bigger goal and how what you are doing now contributes to it. Seeing your goal and how work contributes to it can make you happy at work.

6. Learn to Accept and Manage Disappointments

Learn to accept and manage disappointments with people and with work. Nothing is perfect and situations are always in a flux. Not just at work, but everything else too. So, don’t be too attached to the idea that you should be happy at work. Strive to be happy, but if sometimes that is not possible, learn to accept that it is a fact of life.

You can achieve being happy at work. I believe the secret is in understanding your role, your relationship with work, how you relate to people and how willing you are to be nice and stop complaining. Above and beyond that, learn to be accept that disappointments come and go.

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http://www.career-success-for-newbies.com/being-happy-at-work.html

Simple Career Enhancement Tips You Can Start Now

You found your first job and you feel a little anxious. You think to yourself – “How am I going to survive through all these?” With the right attitude and guidance, you will soon look forward to doing your best.

Like any other career enhancement tips, there are no guarantees for success. However, if you bring the right attitude and decide to take action then you are halfway there. Nothing will stop a first jobber like you from shining at your workplace.

1. Self-discipline The value of self-discipline in a first jobber is often underestimated. Now that you are in the working world you think to yourself, “Is self-discipline overrated?” I will tell you, no. It is not overrated. I have often found new staff with good self-discipline doing better than those who are poor in it.

Let me use a simple example to demonstrate this, assuming it’s a Friday and the rest of the department is planning to go out for a fun night. You have an important document to be completed for the coming Monday. What do you do? Give the fun night a pass and complete the work? Or join the fun and hope that you will find time to finish it over the weekend thus leaving you little chance to perfect it before submission?

Part of self-discipline is also about sacrifice. When you have strong self-discipline, it is inevitable that you would need to sacrifice some fun time tofocus on your goals. If you are interested in advancing your career you may take some courses, or even read books to increase your knowledge. All these activities come with an opportunity cost. It could very well mean less time for leisure activities.

2. Success You're probably thinking, “Success as part of these practical career enhancement tips is funny.” Let me assure you it is not. What I want to explain here is this – if you want to enhance your career, define what success is to you. Once you know what success is to you then you can plan towards that goal. Spend some time thinking what success is to you. Crystallize this in your mind. Assuming you know what success is to you, the next step is to be single-mindedin the pursuit of your goal.

Being single-minded means to be focused on your goals. When you focus your energy on your goal, you get more out of your effort. You inch closer to your goals. When you are single-minded other things do not distract you. You know what you want and you power yourself towards it as best as you can so you can clearly see what you want.

Knowing your goal and your personal definition of success is an important element amongst these career enhancement tips for first jobbers. Equally important is to know your own strengths and your skills. If you want to enhance your career, play up on your strengths and improve on your skills required for your job. What are you good at? What are the skills sets you do not have that are required for the job? Build up on those skills.

The career enhancement tips in this sub-section basically means this – when you define what success is to you, you then pursue it single-mindedly knowing your strengths and the skills required to attain that success.

3. Sincerity Sincerity in your career means a lot of things. For me, as a first jobber you should look at doing your work sincerely and joyfully. Meaning, do not treat your work as a drag. If you feel that your work is a drag, then start by asking yourself; "Why is it so?" before blaming anyone else – be it the company, your boss or your colleagues. So, be sincere with yourself. What is your core challenge in not being able to do your work sincerely?

Being sincere at your work means doing it with your level best. It means playing your part and taking personal responsibility for your work. It also means toshare your learning and knowledge. When you share what you know about a certain task, you become an asset to your unit and this inevitably enhances your career. Many people think, the more they hoard what they know the more advantage they have. However, in my experience this is not true. I find that the more you share the more others are willing to share with you and hence the more you know.

In summary, the most important and practical career enhancement tips you can start now is to develop self-discipline, learning to sacrifice, define what success means to you, be single-minded in pursuit of your goals by knowing your strengths and skills, and doing your work with sincerity and have sharing as a work value you carry.

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http://www.career-success-for-newbies.com/career-enhancement-tips.html