Life Long Learning - A Wise Investment In You

Life Long Learning – A Wise Investment in You

Lifelong learning is an absolute necessity for everyone, especially when we consider how much our lives can change in the span of a year due to technology alone! How many of us have iphones, Blackberries and HD TV in our homes? This simple statement demonstrates how we need to develop our skills throughout our lives, not only for personal use but for employability factors as well. Our careers are constantly evolving as well. How we receive communication, how we are managed and how we perform our jobs, changes constantly with technology. Some of us work from home now, who could have imagined that a mere decade ago?

As workers, we are exposed to the rapid pace of change all of the time. Jobs have been eliminated because of these changes and this trend does not seem to be slowing down. When new technology is introduced, processes somewhere are streamlined which means someone could be out of a job. How are you keeping pace?

Challenges of Life Long Learning

Wearing my many hats as career coach, employment counselor and recruiter, I have met with many clients that have found themselves searching for new jobs but face a skills gap in their experience. Many workers have been long tenured in their roles. These workers did not upgrade their skills or how they performed their jobs during their career journey. Upgrading or new training may not have even occurred to them because there was a perception of long-term employment or security within their organization. These workers appeared onto the job market with excellent work histories but lacked the up to date skills that employers of today’s streamlined workforce demand. An example of this may be a bookkeeper who always worked on in-house or proprietary systems. Administrative clerks in a company that never upgraded to the recent versions of Microsoft. Even equipment operators with in-house certifications found out these papers were not transferrable to new employers. Many IT professionals also experience the gap because their companies may not have continuously upgraded programs or equipment. These workers cannot compete with new graduates of business colleges who have the shiny new versions of programs or skills.

What Can You Do
The solution is simple, become a continuously learner throughout your life. That answer is not so simple however. It is not always possible to find funds that will allow you to take a courses. Perhaps there are other commitments in life that leaves little room or time to learn. Fortunately, continuous learning and training can be tackled from a variety of different approaches.

Self Funding
By investing in yourself and paying your own way, you are in control of your learning. The expense can in many cases be written off on taxes but the obstacle to self-funded learning can be finding the money to do this. There are small courses available for office skills through community programs, night schools and other resources within your local area. Examples of this may be basic bookkeeping courses, Microsoft Office courses or very basic computer courses that can teach you to email. Many of these types of courses are inexpensive and very part time. Many courses are accessible over a period of an evening or two over a few weeks. Larger education commitments may require more resourcefulness.

Community Employment Resource Centers
There are a number of employment resource facilities available within your local area. These centers typically service unemployed workers but will be able to direct you to nearest training facilities for computer skills, IT training, equipment operation or forklift courses as well as short-term certificates. If you are unemployed, these centers can assist you in accessing benefits through unemployment that could help with the funding for training as well. Speak to a local case manager and see where this possibility can take you. You can find these services by contacting your local employment office or performing an internet search for services in your local area.

Employer Funded Programs
Depending upon where you work, many companies do have employer funded training. These programs will typically sponsor training as long as it is job related. Some programs will reimburse you immediately; others will pay once you have completed the course. You must present the employer with a transcript at the end. Others will pay the bill up front. Speaking with your manager or Human Resources representative can provide you with the information and direction you will need to get started.

Other Options
If you are unable to access training through employer funding and you just do not have the means to pay, not all is lost. What can you do to support your continued growth? You may consider reading up on your trade or vocation through journals, credible websites and other publications. Stay current with market place trends and read about technology changes or corporate changes within your field. Joining associations to network with people in your career path is great because you can find out what is going on out in the world of your profession. Which company is upgrading to new equipment or technology? Who is hiring? Who is laying off? Through professional networking groups, you can meet your peers and or their managers. This can be the open door to your next offer as well! You can get started today on LinkedIn depending upon your field of work.

In your workplace, you can ask about learning new roles or positions. This is not about moving upwards within the company but perhaps laterally for a while. By cross training in a variety of roles, you can gain some valuable experience. This can assist in making you more employable and agile in the job market. The more opportunity we can have to learn how to do something new or different, makes us more desirable for hire with future employers.

I had the pleasure early in my career to work with a wonderful woman who was new to the field of recruitment and staffing. I asked her what she wanted from me as a manager and her request has stayed with me for many years. Her response was “I want every possible experience I can have here for my resume and for my future”. That response could be interpreted many different ways including “this person is not going to stay in this job” but it really was an entry-level role. I did my best to provide her with her request. The employee stayed with me for several years and as a manager I learned a valuable lesson that day. Let employees learn, encourage them to learn as much as they can, give them the chance to see new things, always provide the opportunity for growth because our futures need continuous learning.

The journey to life long learning can begin with something as simple as a foreign language CD purchased from a bookstore. It can be all of the things discussed in this blog. The important message to take away from here is to make sure that you are giving your career room for growth, stretching and ongoing challenge. This learning will take on new forms as you evolve in your role(s) but you will be the ultimate winner and hopefully the most sought after candidate at a job interview.

Best Tips For Posting Your Resume On Line - Be Noticed!

10 Effective Tips To Post Your Resume On Line

Posting your resume on line with job boards can provide you with access to a number of hidden opportunities. Many companies, recruiters, and HR departments pay for the privilege to search or “mine” these databases before they ever post their open opportunity. Posting your resume on line following these tips can increase your chances to find your next job!

Many job boards offer the opportunity for job seekers to create an account with them and post your resume free. Here are 10 great tips to keep in mind when posting your resume on line.

1. Keep your contact information hidden. Only divulge this information once a recruiter or company has made contact with you. At this time, you can decide if you would like to proceed with contact and a potential interview.
2. Confirm that you retain ownership of your content once posted. Ensure that you can go back and edit your information as many times as you need.
3. Choose reputable websites only.
4. Create a specific job searching email or professional email address such as maryadmin2@yahoo.ca. The added benefit is a customized email for your job search that does not interfere with your daily email or your personal email address which may not be job seeking friendly.
5. Keep your confidential information to a minimum. You do want to be found after all. Current employer information is acceptable to remain hidden. However, too much hidden information will lower your response rate from HR departments seeking to hire your skills.
6. Hiding your current employer is a very good idea. Many HR advisors use alerts to discover employees searching for work. Keep your current employer information hidden.
7. Use sites that are popular and easy to access
8. Maximize you use of key words and catchy phrases. You need your resume to stand out in the pile so the more key words used, the faster your resume rises to the top.
9. Use plain text when posting on line, make sure you also make use of the spell check features where offered.
10. Once you post your resume, do not let it sit there. Databases sort resumes by date of submission with the newest resumes first. Make sure that you check in and renew your on-line resumes every two weeks to keep it current. If you do not have any response after 30 days, remove it and try another site.

Make your resume stand out with powerful keywords

Sites like Monster provide large amounts of characters to post your on-line resume. Monster for example allows the objective portion, up to 2000 characters! So, your objective can state, “to find work as an accountant using my skills in ....” List all of your skills here. Posters are often given the final word such as “Describe your dream job”. Monster allows posters 500 characters for this purpose. Typically, this can be a repeat of your objective again maximizing your key words.

Using LinkedIn for Your Job Search

TIPS FOR USING LINKEDIN

Did you know that 8.5 million experienced professionals use LinkedIn around the world representing more than 130 industries? Members use this site to sell their product or service, find a job, form a partnership or make connections with other people. People with more than 20 connections are 34 more times likely to be approached with a job opportunity than people less than five connections! LinkedIn is also a great source of groups where members of common fields can post questions or receive updates regarding their industries.

LinkedIn is a very common tool used by recruiters for sourcing talent and head hunting so this alone is great motivation to be utilizing this site if you are seeking change and new challenges in your career. Did you know that you can use the techniques of sourcing on LinkedIn to find your next job? LinkedIn can be a great starting point to find people you may want to meet for an informational interview as a step towards your new career.

Getting Started On LinkedIn

1. Create your profile but make sure you complete it 100 percent. This includes a picture of yourself, hopefully a current one! Your profile will consist of your education, past work history, current work history and a brief bio about yourself. Some profiles include blogs, books that have been recently read and groups.
2. Join Groups. There are dozens of industry specific groups that may be of interest to you. Groups allow you to network with new people from your industry or industries.
3. Make connections with members. Find your co-workers from the past and present or business contacts like former clients. The more connections you make, the better the network you build. Connections should know you personally or have done business with you in the past.
4. Get recommended. LinkedIn allows you to recommend your connections as well as allow your connections to recommend you. These informal references are a great testimonial to the work you can accomplish.

Job Hunting Using LinkedIn

1. Use your status line to announce your job searching intentions with statements like “Open to Opportunities” Keep your status lines professional at all times. Unlike Facebook, we probably should not know about your weekend. Be aware if you link an account from Twitter to LinkedIn, that status update will populate to LinkedIn. I once told my business contacts about the great chicken soup I made on the weekend!
2. Use your recommendations as informal references when job searching. Future employers will perform a Google search of your name and your LinkedIn profile will appear. Future recruiters or human resource professionals will look for your profile and review your information.
3. Use LinkedIn to research companies that you may want your next role in. Search for company employees by performing a company name search. Review their profile to learn about their background, education etc.
4. Using the advance search feature on LinkedIn, you can search for jobs by clicking on the Jobs tab at the top of your profile.
5. Use LinkedIn to research companies like a head hunter! Using the search function type in key words for a position like “Sales Manager” and the city you live in. A list of LinkedIn members will appear. Research the appropriate profiles for former employment and current employment. It is from this information you now have company names where you may be interested in cold calling your resume. Do not cold call your resume to the person’s profile you were just examining. You will need to call the company and determine the name of the best person to submit your information to for that potential interview.

Special Notes on Social Networking

Please be aware that every profile you create on the internet can be viewed publicly unless you ensure proper security measures are in place. Perform a Google search of your name to see what you find. While profiles like Facebook or Twitter are your own personal expression, companies may not feel that your form of personal expression is for them and may not hire you. Our world is an open network, which allows for little privacy. Taking the extra measures to ensure that you keep your personal social profiles confidential may make the difference between being hired or not.

Informational Interviews - Great Networking For Future Jobs

Effective Tips for Informational Interviewing

Effective job searching requires a combination of strategies that will lead to a new role. Search strategies include the use of job postings found through on line resources or newspapers and referral opportunities provided by friends and acquaintances. An often-overlooked strategy for job seeking is an informational interview. This type of networking can provide insider knowledge about company and employment requirements to work there. Through this activity, information can be found about the business in general, corporate culture within the organization, types of roles that are hired and the skills or qualifications needed to work there. Informational interviews are an excellent source of information that allows you the opportunity to discover if they are the right fit for the business or industry. It also allows you to try the company on before you commit to employment within the occupation or business.

Getting Started – How to Prepare For an Informational Interview

1. Prepare a target list of occupations and companies that are of interest to you and create a list of opportunity for your job search.
2. Research the organizations that are your intended target list of opportunity. Find the key people in place that hire for roles from the list or currently occupy those positions. Using a website like LinkedIn may be very useful for discovering managers and organizations on your target list.
3. Prepare a letter or email requesting an informational interview from contacts on the list.
4. Create a list of questions that you will use as the guide for the interview.
5. Dress professionally for this interview as this is a networking opportunity that could lead to a successful hire. Leave a good first impression.
6. Do not ask for a job during the interview, this interview is for research purposes only.
7. Always thank the person for their time. It is appropriate to follow up with a card or email

Informational Interview Questions

In order to gather the information from the interview it is acceptable to bring a notepad, pen and a list of questions to the meeting. A list of prepared questions allows both parties to stay on topic with the process and adhere to time constraints. Some sample questions to consider may be:

1. What does a typical workweek look like for you?
2. How did you enter into this field?
3. What type of training or formal education did you require?
4. Tell me about the pace of the job, is it typically fast, slow or moderate for this role?
5. Do you work alone or in a team most often?
6. Can you tell me a little about your work life balance?
7. Does this job require much over time or travel?
8. What do you like most about your job?
9. What do you find challenging?
10. What do you feel are the most important skills and traits needed for success in this role?
11. What are the typical working conditions like?
12. What types of changes are coming in this field either with technology or within organizations like this?
13. How long have you held this role or been with this company? What does retention look like in this field?
14. What are the biggest issues or new trends in this field?
15. Are there associations or publications I should be reading or connecting with to enter into this field?
16. What types of career backgrounds find the best success in this organization?
17. What are career advancement opportunities like in this field?
18. Are there entry-level roles for this industry and where can they be found?
19. Can you tell me about the corporate culture or environment of this company or industry?
20. Is there any other advice or information that you can share with me that we have not discussed?

During the interview process, pay close attention to the workplace surroundings you are visiting. What does the office look like? Are employees in cubicles or separate spaces? Is the workspace modern and updated or old and worn looking? Observing other employees if possible, do they seem engaged in work appearing happy or do they look stressed. The opportunity to experience an informational interview also allows job seekers a brief glimpse of corporate culture within an organization.

Next Steps – Following Up

After completing an informational interview with a company or group of companies, it is important to follow up with a thank you in the form of a card or an email to the person you met with. This person may become part of a network for future searches or referrals.

The second part of follow up for the interview is to review all of the information you gathered during your meeting. A thorough review of notes may highlight organizations that would be beneficial to join. Other pieces of information may be to find technical publications or reading lists for the role to keep you up to date with industry standards or changes. Follow up with any contacts or further suggestions are also important as this may lead to more connections within the industry or a future job offer. Where possible, maintain a connection to the person you met with for further information or possible employment opportunities.


Job searching requires careful planning and strategies that utilize many different approaches. Informational interviews are a very good way to source information about roles, organizations and corporate culture. These interviews provide details about employer’s needs or possible future vacancies. Through this process, exploration of different organizations, industry trends, corporate culture as well as job roles may be discovered.

The Summer Dress Code Dilema

Summer Time At The Office

This topic was inspired by a wonderful friend and HR professional who is the proud owner of the funniest, driest senses of humour I have had the pleasure of working with. We have known each other many years now and our conversations have often left anyone within earshot roaring with laughter because we share a common practical sense about work that well, obviously to us, is not so common. When she approached me to blog about appropriate summer dress in the office, you have to know it took me several drafts to finally achieve a blog that I could be assured would not send readers running for the hills.

Oh the joys of summer! Especially when in Canadian urban centers where it can be minus 40 Celsius one day and then a wonderful balmy plus 25 Celsius the next. Please be assured I am not specifically singling out Calgary weather systems here but I know it must seem like I am. During these warm weather seasons our thoughts turn to ditching the beloved winter parka to allow our skin to breath, feel the warm breeze across our limbs and faces, bask in the warm glow of our office fluorescent lighting daydreaming about our lunch time walks or after work activities. I love and look forward to the new summer fragrances of sunscreen and mosquito repellents that float through the office. Many Canadian cities only experience this summer time warmth for two months at best so I think we go kind of crazy as soon as we are able to take the winter boots and socks off for a while. As a manager for many years I have struggled with this topic of appropriate dress code in the office but summer was my most difficult dress code season. At least in winter, most of us liked to keep our delicate bits and limbs covered to prevent frost bite. I never worried about flip flops, beach sandals too often in spite of the fact I live on the West Coast. Workers in winter typically do not want frost bite on their toes so boots and much more appropriate foot wear was chosen.

Dress Codes at Work

I can honestly say that every company I have ever worked for or dealt with as a supplier has had a dress code. One of those picky details that I really singled out when I was in the staffing industry was obtaining the dress code of the assignment so that when I sent in a great contingent worker, they knew how to dress and fit in. I consider this to be very important because it is hard enough to go to work as “the temp” but to single yourself out wearing your favourite band t-shirt or suit would make your day even more interesting. So with that said, what is up? Back in the .com days, I was considered to be too conservative because well, most of those types of downtown companies did not really follow a dress code. Call Centres for a while allowed some very relaxed dress in their work environments as well. What they discovered was that a relaxed dress code led to some very relaxed customer service agents who did not fare well with their feedback metrics. Once this was changed and workers were required to follow a dress code, customer service improved a great deal. Funny how that happens!

Business Casual for summer in most companies means appropriate pants and skirts, some companies allow Bermuda shorts for women, shirts, sweater sets, blouses and proper footwear including dressier sandals for women, professional looking shoes for men. Lovely summer dresses are always welcome and of course there can be the new wonderful summer hairstyle. Some companies allow men to wear polo shirts as well as cotton “docker” style dress pants and there are some really terrific shoes available for men that are absolutely office appropriate. I know, I just bought a pair for my man and of course he hates them. I believe by October, he will learn to love them as much as I do.

The Summer Absolute No-No’s For Work

Please remember that this may vary from employer to employer but I am betting that it won’t. There are some absolute dress code no-no’s at work so here goes! Unless you work specifically for a yoga store, yoga pants, tops and the like are not corporate or professional. Leave these items home. Beach footwear, flip flops, ratty sandals should be banned! Also these types of shoes can also be against your companies WCB safety policy as well as your toes are not protected from injury. For men, I am begging you to leave your socks/sandals combos at home. Tube tops, plunging necklines, halter tops, billowing see through summer skirts and dresses again, not appropriate. I am not too sure your co-workers really want to see what you have got going on. Also there can be a hazard with white pants or skirts and you’re delicate under fashions. Please make sure the colors match as this can be very distracting for your co-workers!

Shorts are a subject that sends chills down my spine. Like skirts, these little numbers have varying lengths even for men. For my step dad being a good Northern European man, he often confuses his shorts for his speedo! Oh bless him, they can be that short. (With legal consent, I will post some photos of this). Booty shorts, denim cut off shorts, short shorts, skort shorts, bike shorts (yes I have seen bike shorts in the office) , you name it – please keep them home. Same goes for the summer short short skirt. Which could double as a belt in winter.

I completely understand your need to have some fresh air, get a bit of a tan (remember your sunscreen), and just enjoy the joys of summer in the city or wherever you live. Be professional with your clothes at your job. There are two wardrobes at play here and seldom are the pieces interchangeable for the sake of your professional image and how you want your co-workers to view you. Professional at all times affects more than the “I am one styling worker here” image. It also can have an effect on future career advancement within your company. Dress and deportment go hand in hand with your credentials and great products of your work. I cannot remember the last time I saw Susie Polka Dot Sundress leading a board meeting or Surfer Dude board shorts do the same.

If you are interviewing on a job this summer, all of the above applies to you... Good luck this summer and remember your mosquito repellent and sunscreen depending upon which region of Canada you live in!

Returning to Work After Chronic Illness

Returning to the workplace after a prolonged absence can be a very challenging and frightening situation. We know how disoriented we feel after being away from our jobs for a few days or even after a vacation. Monday morning shows up dark and early, our brains are not yet back in work mode. You return to find the paperwork piled on the desk, the overflowing email inbox which can take days to sort through and by lunch you are looking at your Outlook calendar trying to find your next vacation dates to request from the boss.

Returning to the workplace after missing any length of time spent recovering from an illness can be a very overwhelming experience. You have not been off sunning on a beach or skiing, you have been fighting a battle with your body, dealing with the pain and frustration of your recovery. Some workers feel they are ready to immediately go back to their jobs, work for them is a very healing process or it can be a denial of their whole illness experience. Sometimes workers rush back due to the fear their job may be taken away while they are off and have a substantially slower healing or recover process due to this decision. Others need a gradual return to work plan while some people may never feel they can return. In this blog I will provide you with a brief check list to review with either yourself or a loved one to ensure all considerations have been made in order to return back to your job.

Readiness to Re-Enter the Work Environment

In order to achieve a successful return to work process after being away dealing with a chronic illness presents some very unique challenges. In this situation it is important to be aware of some strategies in order for you to be better prepared for your first day back to work.


Tips to Prepare For First Days Back to Work

• Create a daily routine or schedule in your life again if you have not already done so. It can be very difficult to fall back into a routine of waking early and preparing to leave the home if this has not happened in some time. I encourage you to get back into this habit as soon as possible to prepare for the first days back to work.
• How does your family feel about your desire to return to work? Are they supportive of this decision?
• What financial stresses are in your life currently and is this the driving force of your return to work decision?
• Stress – How are you managing the stress in your life after a critical or chronic illness? There are so many things that create stress during and after illness. Pain can shorten patience and tempers while medication can take time to be of any affect in your body.
• Is there a pain management or medication protocol in place? Will any of this medication create a cognitive impairment while in the work environment? Medications with side effects that leave you feeling sleepy and not as responsive as you were in the past may be confused by your employer that you are just not that into your job anymore.
• I strongly encourage goal setting daily and encourage you to reward yourself for achieving your goals. It was not so long ago that there was a time when you were not well enough to complete daily goals. Reflect on how far you have come since the onset of your illness.
• Have you discussed your fears you may have about returning to work? There may be a variety of feelings about your absence including anger from being ill to embarrassment. People who have recovered from illness that has required life- altering surgeries may be very self-conscious of their new appearance or new requirements for daily living.
• Sadly some illnesses in our society have serious social stigma or complete misunderstanding attached to them. This can be very distressing for you to face and may cause you to be reluctant as well as fearful to disclose or discuss with peers or managers. How are you prepared to face this situation when presented with it?

Spiritual Support

How has the spiritual side of you been coping with your illness and recovery? What practices have you adopted or now follow that give you great strength and confidence in your moving forward?

Many people find that through meditation and prayer they are able to find strength and comfort from their "Higher Power" or God as well as the spiritual community they belong to. I personally believe that prayer is an amazing and healing medicine for us at times and can provide some wonderful comfort as well as courage.


Medical and Emotional Supports

• What does your support system around you look like? Are you able to discuss your feelings and concerns about your illness with family members or friends?
• Do you belong to or are you able to find support groups or counsellors to assist you in dealing with the life changes this illness has brought to you?
• Have you received a back to work plan from your physician with any work limitations that may affect the performance of your role?
• Are medical interventions and treatments still ongoing? How often? Will this affect your work schedule?

What Your Employer Needs to Know

Employer support is a very necessary element in a successful return to work process. Many employers may fear that the returning employee will not be able to perform their duties the way they have in the past or perhaps they will lack enthusiasm for their jobs. Some employers also face the concern that the employee could leave the workplace again due to illness and then they are left filling in the gap within their workforce again.

Co-workers can also present barriers for individuals returning to the workplace after a medical absence. There may be resentment because they were left to fill in the workplace gap while their co-worker was off dealing with their illness. Training or modifications may have been implemented during the absence of an ill worker leaving co-workers feeling that their peer is no longer able to keep up. Important pre-return to work discussions with your employer are necessary to alleviate some of these concerns they may have as well as put a successful reintegration plan into place prior to first days back.

Employer Checklist

• Do you have medical clearance or certificate in order to return to the workplace?
• Has your employer been informed of your ability to return to the workplace?
• Will your employer be required to alter or create modifications for your role in order for you to resume your position?
• What modifications to duties or work hours may be necessary in order to accommodate you?
• Is this a graduated return to work process? Over what period of time?
• Will training or retraining be necessary in order to reintegrate you back to your work team?
• What meetings must you attend prior to first days back to work and what support can you be given from your HR department during this process?
• Is the employer willing to work with you during this time to assist with a successful reintegration if needed?


As you can see there are many considerations from a variety of different directions that you will need to make in order to return to work. What is key here is to be aware of all sides and make sure that your recovery and maintenance is your first priority. There are laws in place to protect your role while you are off dealing with your medical situation and many companies do have a compassionate wellness program in place to assist you.

For more information regarding your successful return to work process, follow up with your HR department, seek advice from your local Employment Standards branch if you feel this is necessary, join a support group(s), obtain as much medical information regarding your condition as you can, seek out an employment resource centre in your local area for employment counsellor support and build a strong network of support for yourself.

Blink - Take A Chance - Opportunities Are Everywhere

I have recently had a very busy time which is why I have not been able to write much here. The world around me as well as you has seen some rapid changes over the past month. We have heard positive things about the economy and unemployment numbers shifting for better while we have watched the economic melt down of Greece as well as other frightening financial mishaps. Some of what has occupied my time has been my commitment to life long learning as well as being captivated by some really great books. One of those books that I just finished was Blink by Malcolm Gladwell and he really got me thinking about his concepts and my role in career development helping people connect to the workforce.

If you have read the book please bear with me but if you have not, I highly recommend it. Malcolm talks about using our instincts and improving our ability to know what is right for us or right in our situations. He also highlights how we perceive the world around us but tend to ignore certain signals for our own personal reasons. We have the ability to look at something and know that it is right or wrong however if we are asked to rationalize that feeling, often we lose the momentum. I have always been a firm and passionate follower of my "gut instinct" and I confess that it seldom takes me in the wrong direction. Now sometimes people may have said my decision was not "nice" or "fair" but I knew it was the best decision I had to make at the time. How does all of this relate to job seeking?

Many job seekers are not aware of the science behind career development, job searching or who the original founders of this science were. If you are in the middle of job searching you are in the middle of applying this science. You are looking like everyone else is seeking and you have some patterns or ideas that you are using as a strategy to find work. Many of us use our friends and relatives as trusted advisers to guide us through this process providing opinions or leads. This whole process of job seeking, career development and the questions of "what should I do" actually had a beginning and from this foundation springs forth something you may be more familiar with, the career assessment which you may have taken and suggested you should be this or that occupation. What does this have to do with Blink?

One of my favorite career theorists is a man named John Krumboltz. He talks about our careers and choices we make around them as being based on our life's experiences and how we digested that experience. Our choices are influenced by role models in our lives, what we learn socially impacts our career choice and that our career paths are not planned but that there is an element of planned happenstance to our choice. We make our choices by self-observational generalizations for what is going on around us. What that all means is that while we might come from a family lineage of a certain career or your family had a pretty strong idea of what you should grow up to be, you make your career choices based on what you saw around you, maybe experienced at school or what social influences may have been present. In other words, you blinked a few times and went with what you felt was best for you based on your environment and all of the other factors John Krumboltz was talking about.

We have all had the experience as children in school perhaps being told that we possessed certain traits therefore we should consider that certain job. For example, you may have liked animals so therefore strong typology suggestions were made that you should be a veterinarian. What is so cool about Blink and my coaching of people to find jobs is that we do know deep down what is the best thing for right now in the world of work and what our passions are regarding our careers. We fight with ourselves about what is best but what is even more troublesome is that we are not open to the random, wild possibilities or opportunities that come our way.

I know you have heard stories about someone that you know who has out of the blue landed a job they always wanted, landed an amazing job when they were not looking or has had a very unique opportunity presented but they are paralyzed with inaction because it seems too good to be true or at least this is what the network of trusted advisers is telling them. Opportunities are always around us all of the time. The trick is to know this and be okay with yourself and that thought all at the same time. Every time you take a chance to cold call your resume into a company that you really want to work in, you are creating a chance! Every time you network with someone you are opening the door for a possible opportunity that could be your next career.

Being open to the fact that unplanned possibility is out there and is as prevalent as coffee shops on every street corner in Seattle would not be an exaggeration. Okay, maybe every two blocks or so there is a coffee shop in Seattle but the fact remains, there are many of them. It is what we choose to look at and accept as an opportunity that skews the numbers. When we see a role that we think "yes, this is what I want" or "this is something I can do" but begin to second guess ourselves, I say stop it. Just try, don't freeze yourself in your job search. Anything can happen and anything happens all of the time. There can be some very beneficial results to chance events in our lives but if we are wearing dark thoughts (dark sunglasses) we block them out completely. Chance events are inevitable in our lives and we can choose how we deal with them though keeping an open mind as well as using our good gut instinct.

Create your amazing chances as well as be open to the even more amazing possibilities that are out there waiting for you to accept them without hesitation. You know what is best for you right now so I say exercise your "blink reflexes" and get them involved with your job search. You just never know!

Living Through A Termination

Losing a job due to a termination or layoff is possibly one of the most traumatic experiences we can have as adults. Through speaking with many people in my office daily, this type of job loss is remembered and felt as vividly as a first broken heart. The sum of all fears come together in a single moment as you sit in your managers office. The cold sweat, the ringing in your ears not quite following or understanding what you are hearing in that moment about when your medical benefits will end. "Why"? You ask yourself, "Why me? I was always..... (insert skill or quality here)" You see your life flash before your eyes. Some of you might be in such shock in the moment and others may be filled with rage. You think about your family, your bills, rent, mortgage as well as all of the other things or people that depend upon you and your income in this life. Now what?

Even when we decide to leave our jobs for something better, it is ironic how the feelings can be the same! We question our decision to go at least one thousand times, or at least I do. We fear that probationary period and like most humans, change is challenging for us so we do not depart until we are so uncomfortable in our current situation hating our job or boss that the departure is just as bitter as if we were terminated. Then of course in our weakest moments there are our life coaches better known as friends and family offering us advice for our situations. Some of which may be accurate or applicable and some not so much! Follow me and lets explore this painful topic to find some clearer perspective on this life changing path.

What do you do now?

First of all you must not beat yourself up, you are not a failure! Terminations can happen to anyone at anytime. Perhaps the reason for your dismissal was due to performance issues or other workplace causes you may have had a hand in. Maybe your dismissal may have been due to company downsizing. Either way, you have the opportunity to learn from the experience, understand what you need to do differently in your next role. Your emotions and feelings will no doubt make you feel like you are walking through a four foot snow drift uphill in the bitter cold. You can get through this life disrupting experience.

I always advise after a dismissal that you seek appropriate advice even if you are content with the severance package you may have been given. It is good to consult your local Employment Standards branch or find a good lawyer to review all of your documents. One thing I know for sure about firings, friends and family come out of the woodwork with all kinds of advice that may or may not be accurate so having a subject matter expert guide you through this is imperative. Most of all be kind to yourself. You may not be ready to job hunt because the pain or hard feelings are still at the surface. An expert interviewer will spot this and any chances of being hired will be scuttled due to your off comment or deportment during that interview. Take a few days, assess where you stand, what you need, what employment insurance benefits you qualify for and rest. Settle down and then let the search begin for the next work chapter in your life.

Dealing With Feelings of Depression And Self Worth

Embarassement, anger, grief, profound confusion, feeling lost, shock, fear, panic, lack of motivation, anxiety - Do any of these words currently describe how you are feeling right now?

Losing your job due to a termination is actually a few experiences combined into the one act. You have lost your workplace family and friends, your social network connection, source of income and your sense of purpose so you are grieving this on many levels. If you feel that this is too much for you to cope with there are medical professionals that can help. Counsellors and physicians are far more understanding and knowledgeable today regarding workplace stress and it's affect upon us. I urge to seek this help if you are feeling completely overwhelmed by your experience. There are crisis lines in your area that will listen if you need to talk and do not want to share your experience with friends or family. You do need to talk this out with someone in order to process your experience. I know that you can get through this and get yourself back on track with these few steps.

1. Be kind to yourself! Go for a walk, talk to friends, be in nature or do whatever makes you happy in that moment. Some of my friends and clients hike, clean house, paint, journal to restore themselves but just be gentle and force nothing.

2. Routine - This is so important because we are creatures of habit and when our habits are disrupted we tend to feel lost easily getting ourselves off track. Get up at the same time each day as you would normally. Maintain that morning routine so that you are fresh and ready to job search. Be dressed when you job search, avoid the pj's or sweatpants trap. You will feel so much better if you do this. You will also be more discerning with your job search as well.

3. One Door Philosophy - It is really true in life that when one door closes, another amazing one opens. Be ready for what's behind door number two. I am a perpetual optimist. Not because I am silly or look at the world through rose colored glasses but because I have seen too many amazing things happen for my clients and people in my life on their job search journey. I have seen people rejected for a role they have interviewed for or terminated from and my experience has been that when one person or company says no to you, that means another amazing opportunity is there for you. Be optimistic and know that something great is just right there.

4. Analyze - So let me ask you about your work experience, this job that you were just let go from, in retrospect was it really what you loved? What would you do differently today? Were you really happy every day 80 percent of the time? Did you feel like you were making a difference? What would you like to do today? Where would you dream about working? Would you like a complete career change? This is the time to ask yourself some good questions and create a map for yourself out of this situation. Make a short term plan to find yourself back to employment. Maybe you are thinking of going back to school or changing your career path all together. Now is the time

5. Networking And Staying In Touch - It is important if you can to stay in touch with your work network. Not for the purpose of a bashing session about the company, gossip or complaining although tempting and perhaps fun afterall we are human but to be able to call upon this resource for references or to stay current with your industry as you begin your job search. This can be tricky however because not everyone may be comfortable speaking with you for a variety of reasons. They may be fearful or feel disloyal to the company, speaking with you may frighten them because this could be them! Or they are just uncomfortable and do not know what to say to you.

Be gentle on your network, they believe they are doing the same for you and in time communication may open up within your group. Everyone deals with loss and grief differently. I was speaking with a group of people who had been left in their jobs after a major layoff within their company. It was interesting to hear that while this group was very grateful to have been spared within their organization they were dealing with what they called survivors guilt. Why had they been chosen to stay when coworkers of equal or better skill levels let go?

6. Get Off The Couch! I am a five foot tall woman I will share with you my all time motivational quote from my hero Master Yoda who is also perhaps five feet tall. Really! I am not kidding here. Yoda tells young Skwalker "Do or do not...there is no try." Slowly with baby steps get yourself going again. This is a great time to start that daily walk, meditation or journal! It is during this time where you suddenly have all kinds of time on your hands so what are you going to do with it? It is so easy to be demotivated but there are things you can do. Do not give in to the daytime TV trap. Give back and spend a few hours each day as a volunteer when you are not working on your job search. We need to be active in our daily lives so look for reasons to be active.

In my next blog I will discuss interviews, resumes and gaps in employment after a terminiation or layoff. In the meantime, focus your energy and talent on your achievements in your career. Think about the choices that are in front of you today and also consider the possibilities that are here for you now!

Be well!

Questions, comments? Feel free to contact me at greymattertalenttechnologies@gmail.com

To Temp or To Contract? Whatever Shall I Do?

Temporary Worker: Can also be known as a seasonal worker, contingent workforce, a person hired for a temporary possibly undefined period of time but typically used on a short term basis to augment a busy period, vacation period, project, maternity leave or increased but temporary workload driven by projects or production.

Contractor: A role or position offered to a specific worker utilizing specific skills for a specific period of time. Industries that are well known for contractors are IT, Engineering, Drafting, Graphic Arts.

Not all Job seekers are looking for that permanent full time role where they can spend their work days until retirement. Some of us love the flexibility and challenge or learning opportunities presented to us in a constantly fluctuating world of work or perhaps we need this free form of employment to accommodate other worldly passions. We may be caregivers to aging parents, new parents returning to the work force, what ever situation you might be in it seems that these two options can be very attractive. Unique employment relationships or "non-standard" employment relationships such as part time, working with employment (temporary agencies) or contracting are actually pretty standard in today's business world.

My many years of working within the staffing industry has shown me that virtually everything I touch, use or work with has been built by, administered by or serviced by a temporary worker somewhere along the way to market. It is pretty amazing when you stop and think about that. The toothpaste you use each day, the cell phones we talk on, the car we drive, the packaged foods we consume, beverages, the call center you argued with this morning, guess what? All of them utilize a temporary workforce to get their products to market. In a 2009 survey conducted by the Ontario Provincial Government while exploring the options of Bill C139 (which I will address later), discovered that over 700 000 workers in that province held temporary jobs through agencies. In the US that number of temporary workers is substantially magnified.


The Business Case for Non-Standard Employment

Contractors and temporary workers augment an existing workforce within a company. These workers come in ready to work during busy peak times of production and enable deadlines to be met. These roles may also back fill a permanent workers vacation time which is common for office workers as well as fill in during sick time, maternity or personal leaves.

Advantages to these types of temporary or contract roles can be really great for you for a number of reasons such as:

- A temp role can get your foot in the door of an industry or company you want to work for

- It is an excellent way to re-enter the job market after an absence such as maternity leave, school or travel

- Temp work offers incredible flexibility so if you are seeking that work life balance that enables you to go to school, care for loved ones because you are choosing when you want to work you can.

- You can move job opportunities fairly quickly and with great flexibility because you do not need to give much notice.

- You can travel and work at the same time! Some of the best temp workers I have had the pleasure of working with were recent post secondary grads that came to Canada for a work/ski vacation time through the SWAP program.

- Experiment with different roles and industries without the full commitment until you decide what you want to do.


There are some disadvantages to be mindful of as well in the contingent/temp world of work. Pay rates can be up to 40% lower in this form of employment as compared to actual salaries paid within a company to permanent workers. The hiring company has flexibility to end your assignment at any time which can open a can of worms regarding pay in lieu of notice or severance. Your employment agency is on the hook for this if you qualify for that pay out. Vacation pay as well as statutory holiday pay may also come into question for you. Taking your own vacation time may be a challenge because you are there augmenting a busy or already short staffed work force. Many temporary workers have expressed frustration to me over the years because they have felt pulled in multiple directions listenting to the employment agency rules or direction as well as the hiring company. They have felt powerless in this three way relationship.

The heart of the business case or reasons why temporary agencies are used by corporations of all sizes are the incredible cost savings. Yes, cost savings! Lower salaries are built into the bill rates for your work. Hiring managers do not need to concern themselves with worker's compensation insurance, cost of fringe benefits such as your vacation pay, medical/dental benefits, paid sick days, paid vacation time not to mention the incredible paperwork during tax season. Companies that employ temporary workers do not incur legal responsibility because those temp employee names never appear on their payroll. Many times as a temp or contract worker, your pay rate is fixed and there is seldom room for further negotiation around that. It is what it is.

A Brief Comment About Bill C139

I am far from being the "Subject Matter Expert" regarding this bill soon to be potential law when passed in the Province of Ontario but I will tell you it is going to have some profound and sweeping changes to how temporary workers and their agencies do business. In fact, this bill once passed will likely see a migration across the country to other provinces.

This bill was born out of difficult economic times where highly paid workers were downsized and began to look at returning to former work sites as temporary workers perhaps or other places of employment. Due to the fact that temps do not receive paid sick time, vacation pay in some agency environments (not all), workers felt they were not working in a fair or equitable environment. They were working beside permanent employees who did receive all of the benefits and pay so you can only imagine how this would feel. Employers say they require a flexible labour force but some of these temp workers have actually worked on their sites for quite a long period of time. If these long term workers were hired permanently, the cost of benefits and of course the legal responsibility would shift from the agency to themselves.

Another sticking point with Bill C139 addresses is the charging of fees between agencies and employers to hire, convert or process a temporary worker from agency payroll to the permanent job. Temp to perm fees or these administration fees can prevent a business from making the hire due to budget or policy. Another concern is that after a six month stretch of employment or more, why is a fee necessary other than profit to the agencies bottom line since the cost of recruiting the temp has surely been paid off months ago.

At the end of all of this, Bill C139 in a very general statement is trying to address the definitions and employment terms between the tripod relationship of temp, temp agency and company that pays for the service. It attempts to clarify these relationships and create fair, equitable and reasonable work practices for all workers regardless of the temp/perm debate.

Resume Tips To Attract Temp Recruiters Attention

In another blog I will address the whole topic of agencies, how they work and the hot ticket, how to make them work for you. One of the ways you can ensure that your resume stands out and attracts the attention of a temp recruiter is to make sure you focus specifically on your core competencies, your achievements and your personality. Recruiters need to be aware of your hard skills immediately so they see the fit with their client group. Be sure that you mention your software skills and work experience. Lay it all out clearly and concisely. Temp recruiters will use you for their immediate opening so they need to understand your capabilities fast.

One little trick that I loved but drove me crazy at the same time was to see a resume of a job seeker listing every company that they ever worked on temporary assignment for. I loved this because I instantly understood the types of environments they fit into and the type of work they enjoyed. It was a great marketing gift as well because I saw where my competitors were staffing. I also cringed because I knew this market intelligence from my group of temporary employees was out there for my competitors to see as well. Oh Well!!!

Good luck and happy hunting! Your next career is just waiting for you to take it on!

Employee Retention - What is this and why does it matter?

I have been asked to share my thoughts around the topic of employee retention on a number of occasions recently because of the huge economic downturn experienced in 2009. Companies have had serious struggles with the downsizing of employees while many of my managerial friends have felt like they were pulling for the longest straws in the boardroom deciding the fates of their teams. It now seems that companies are slowly recovering from those turbulent financial nose dives but are now facing another crisis.......retention of their talent. In other words, are you going to stay with your employer after the hard times? I think there is a 70's love song out there with that exact theme.

I hear it everyday, how demotivated you felt during these hard times. Your bonus plan frozen, wages frozen, extra perks frozen, the darn coffee fund was even taken away! Now that may sound silly to many people in their current job search and they may even feel that you should be grateful to at least have a job never mind the coffee fund. What we as job seekers need to understand however is that not only is it vital to find your next role but what will keep you there? Countless consultants and managers have discussed why people choose to move on. There are surveys all over the Internet and I am sure if you asked to speak with your companies HR representative, they would love to engage in this very conversation.

Here are some of the top reasons why we break camp and move on.

1. The Boss - How well we get along with our manager really cannot be ignored. Are you micromanaged? Respected? How does your manager deal with you on a daily basis? Do you feel listened to or does every meeting or phone call face rescheduling on a constant basis? Workplaces that promote employee empowerment or enable workers will see fewer depart the work environment. Another key element for managers to consider is the fact that they only look as good as their team performs!

2. Higher Salaries Elsewhere - Pay is tied for the number one spot with a bad boss as a reason to go. Financially certain companies or industries can only afford so much and the money to pay you more has to come from somewhere.

3. Internal Pay Equity - An interesting and often over looked fact or perception by existing employees is that new talent is attracted by higher pay in the exact same role they currently fill. To add insult to injury, when annual raises are issued at the standard 4% these employees still feel the new coworker is earning more than them. This perception makes for some very resentful feelings in the work place.

4. Benefits - The beloved coffee fund, flex days, medical or dental benefits, work place dress code, paid time off, educational reimbursement, vacation time, training are all seen as leverage by recruiters. Savvy job seekers want to know about how much all of this will cost them each month and employment decisions to work somewhere or not can be strongly influenced by this whole benefits package.

5. Pay Increases, Bonus Payout Guidelines - many employees feel that their current bonus structures are difficult to achieve if not impossible or the goals are constantly changed by management to target even more.

6. Workloads - In these past 12 months or more employees have been doing more with less. Teams have been downsized but workloads have remained the same with the overload shifted within the team. Workers are picking up the load from these empty cubicles as well as survivors guilt and grief over the loss of a coworker. This leads to severe burnout and more coworkers off on sick time.

7. The Lone Wolf - A little syndrome that happens rather common place in today's world of work as far as I am concerned. Employees are sometimes forced to go it alone during their work day. They may work remotely or perhaps management is located in another city. These workers rely on management to reach out remote by phone or email but sometimes managers are unavailable forcing decisions or creating a whole feeling of lack of support.

8. Human Resources - There is a perception in the world of work that the company HR department is responsible for all of their hardship or unfair treatment. This evil department is responsible for every raise that passed them by, benefit form rejected, pay error and the like. Please understand that your HR department is none of the above. HR does not write company policy but rather they are your advocate in the work environment. The HR department is your "Sherpa guide" if you will that will assist with your forms, explain legislation to you that is accurate rather than the advice given by your friend. They want you to come to them when you feel you have concerns because employee retention affects them directly! (That was just a paid service announcement for all of my HR friends out there)...but seriously ....

9. Job Site Location and Maintenance - I am puzzled by job site location as a key retention point but in all of my years, this is a surprising reason for turn over. Let me explain what I mean here. Workers accept a role that may be a considerable commuting distance from home or several public transit transfers that quite frankly wear the worker down each day. End result, they find a job closer to home with a commute that feel less like traveling across the country each day.

Maintenance is an interesting but serious reason for turnover. I have heard this before but recently met a job seeker who had left a "dirty" work environment without another job to go to. I inquired further to discover that as part of company cost cutting, management decided to end the cleaning contract of the office in order to save money and also save employee jobs. A great thing to do but every person's definition of clean can be different and this worker could no longer stand office mates that did not throw out their desk garbage cans on a daily basis or keep the restroom clean.

10. Lack of Movement or Future Opportunity - While some employees may not care to climb the corporate ladder, they still want growth in their roles. This can mean further training, attending seminars or working in other departments perhaps cross training. A cross trained employee in my opinion is worth their weight in gold. Other employees might be reaching for the top of their department, division or region. Others still may want to be the future company leader.

Employee Retention Is Not All Doom And Gloom!

Employee retention is actually a very positive and fun set of strategies that job seekers can use to their advantage. Solid employee retention strategies are the life blood of any organization. The cost of employee turnover can be enormous when you consider the following:
- attracting talent - costs associated with recruiting
- screening processes
- salaries and signing bonus (often times salaries increase as roles are back filled)
- costs of on boarding and training

All of these costs affect the company bottom line which in the end does trickle down to the pool of money that can be paid to current employees incumbent in their roles. Remember the dollars have to come from somewhere!

There are some things employees would like their company and managers to start doing today and not all of them are going to cost their business a small fortune.

1. Selection, Selection, Selection - The right hires are an absolute first line defense when it comes to the loss of talent. Using great selection and screening tools helps ensure the right fit for the company. Using proper screening and selection helps companies drill down to the heart of hiring decisions as well as ensuring a new hire has the appropriate job description that provides very clear understanding of a companies expectations over the next 30/60/90 days. Supportive "on boarding" support also is essential. Ambiguity in the first months to a year will absolutely result in employees leaving or being terminated.

2. Benefits and Salary - Pay rates and salaries are what they are in many industries so there can be little room for leverage or barganing here. What can a company do or an employee ask for? Benefits! This can come in the form of flex days, personal days, sick days, vacation time, medical/dental benefits, tuition reimbursement, educational spending accounts, health and wellness spending accounts, RRSP or pension fund matching strategies or time off to attend seminars and courses. Very creative strategies might be a work from home option or workshare program between new parents returning to the workplace. Dress code can also be a very nice perk.

3. Management and Leadership - Bosses need to be available to their employees within reason. Managers need to coach or mentor employees building an empowering relationship. After all, the next happy retained employee could be the head of IT or the new CFO. With the right leadership in any organization employees have a sense of belonging and value which goes a long way to keeping them in place. Leaders need to be aware of bad habits like postponing meetings, micromanaging and not following through on what they say they will do.

4. Praise and Feedback - Employees want to know how they have been doing. They want to be recognized for going the extra mile, they want regular feedback even if it is not favorable. Coaching and providing feedback keeps the work environment healthy by setting goals that are attainable or corrective actions. Great feedback is the foundation of a solid and trusted work environment.

5. Growth and Challenge - Even when there can be no opportunity for growth in a role, challenge and learning can certainly be added. Cross training employees provides new experiences and knowledge that can only benefit a company. It also gives employees new experiences that make them feel more valuable in their roles.

6. Have Fun!- This should be the number one thing to start doing today in my opinion. Employees definately need to have a laugh at work. Remember, we spend more time with our coworkers in many cases than our family members. Funny competitions or theme lunches might be what is called for especially if your company has been flying through some very rough turbulance. One company I am familiar with has organized lunches weekly where some employees attend a book club while the others have cribbage tournaments. A very Canadian thing to do I might add! Other workplaces support charities and donate employees during work time to work within the community which is very rewarding for everyone involved.

7. Work Life Balance - What does this really mean or even look like? When companies ensure proper staffing levels or adequate coverage teams can balance a variety of employee needs such as an important day at school for somebody's child. That parent can now attend that special concert or in a generation of baby boomer's people find themselves caring for an elderly parent so this could be time to take that person to medical appointments or assessments. It could even be as simple as a flex day taken to do some personal de-stressing.

8. Include Employees In Company Planning - Where possible and of course allowable, include all members of the company in the decision making process especially if it involves their department. Keep your employees engaged and reminded of company mission statements or visions but managers, live up to them yourselves! Be creative and have a workshop where employees contribute to the operating principles or vision of the company.

9. Recognize And Celebrate Employee Successes - Celebrate milestones like birthdays or company anniversaries. Celebrate the big win or successful proposal with the team or writer, celebrate your customer service rep who deals with some of your most challenging customer(s), this is all very simple and inexpensive but demonstrates the employees value to the business.

10. Clear Communication - This comes up frequently when I speak with job seekers. Often during my conversations it is divulged to me that people felt their former bosses spoke to them in code, unknown languages or a dialect of their mother tongue they have never heard before. Answering questions with more questions, deflecting, bobbing and weaving the question is a very frustrating experience for an employee. Employees want the straight goods in a clear understandable language spoken with honesty and integrity.

I hope my message here has been clear for you. There has been a lot of information in this post but my hope is that you will find some reasons to stay in your current role or provide some guidance around how companies are looking to keep you once you are hired.

We have all been in the top 10 situations to leave an organization or have that strong desire to do so. The reasons to stay are pretty good however if your company utilizes some or all of these basic strategies to keep you on board. This is great intelligence gathering however if decide to interview and you understand the perks of retaining employees as well as the cost of turnover as leverage. These retention strategies will I hope give you food for thought or great interview questions that will help you assess your next career move.

Good luck, happy hunting!

In the beginning....reasons to job search

In the beginning there was the need for a job search.......

Changing jobs by your choice or not is possibly the most difficult situation we can experience during our adult lives. If we are terminated, the sum of all fears come together in an instant sitting in your managers office listening to their business decisions. The cold sweat, the ringing in your ears as you try to figure out when your medical benefits will end. You ask yourself, "why me? I was always" .....(insert best qualities here). The sum of all fears come together in an instant that hold your life together. You visualize your bills, your rent or mortgage payments, car payments, dollar symbols flash before your eyes. You think about your family, all the responsibilities they bring you, your vacation time as well as all of the other things you have earned that have defined your life. Now what?

Even when we choose to leave our jobs for a new one, the process for many is just as stressful. We fear the probationary period, we experience job changing remorse and second guess ourselves until all hours of the night. Typically we do not leave our current roles for new ones until we are so fed up with the nonsense of that job or the boss it can be a very bitter ending indeed. I hope to guide you through the career changing process with this blog and show you that there is a better way to feel and operate in these life changing situations. It can be done in a more positive and successful transition that will leave you feeling much better about this whole process.

Some people are constantly passively searching for their next role. They might be career gypsies that enjoy movement and constant change. In a way, I admire their courage but I am stuck on the other side of the coin worrying about what perceptions my resume might leave with a future potential employer. Others are simply not happy so they feel constant change of work environment may lead them to that perfect setting where they will retire. From my experience as a recruiter and career developer, they are likely in the wrong careers in the first place! Still others move from one role to the next to develop their work experience in their chosen field and this is a necessary part of that growth.

Could any of the above describe how you feel at this moment? Desire for a change in location or duties? Are you feeling stuck in your career? Are you second guessing the career you have chosen? Everyone feels this way on a fairly regular basis in their world of work. A suggestion I offer to you is to take the time to find a source for some great personality assessments or apptitude assessments. These are valuable tools because they can offer suggestions or confirm what you may already know. These assessments can tell you about your work style, the types of challenges you function best or worst in and depending upon the assessment, the type of management style that works best for you.

How can I find one of these assessments? There are many free online resources available as well as community job finding clubs in your local area. There are employment counsellors or facilitators trained in the delivery of these for a minimal cost or no cost at all. If you are serious about change but unsure what that looks like or you are suddenly in the middle of change through no planning of your own, this can be a very valuable use of your time. Start taking some control of your career now, make sure you are on the path you are meant to be on!

It is important to feel good about what you do and where you do it. North American workers spend more time in their work environments than they do at home with their families. Think about that for a moment. If you spend eight hours per day, five days per week at work that equals 40 hours. At home during your waking moments you average 20 hours on the weekend and about 20 waking hours during the week with your loved ones. Your most productive and conscious time is spent with your coworkers earning a living. If you are a manager or senior manager, this figure probably looks worse. This is just a rough estimate here but it is no wonder we have a health crisis on our hands. This is why it is so important to make sure that what you do makes you happy and when you come home, your day is something you can feel good about.

The Hunt Begins

This blog is written for everyone who is either bored with their current jobs and cannot sit for one more day in a cubicle pretending to look busy, the under appreciated, the under worked, the over worked, the downsized or terminated crowd.