Seven Top Networking Questions…Answered!

May 19, 2013 by Leave a Comment

One of my favorite “go-to” professionals on networking is Thom Singer, author of Some Assembly Required: How to Make, Grow and Keep Your Business Relationships. In an interview with William Arruda, President of the Reach Branding Club, Thom answered some commonly-asked questions about networking. Here’s a summary of their conversation:

  • Q1: We’ve all heard that networking is important; does it really make a difference? /TS: Even though we live in a digital age, connecting through email, cell phones and social media, using LinkedIn, Facebook and Twitter isn’t a substitute for human interactions. All opportunities in your life come from people. It’s in your best interest to have a large network of people who will refer you business and career opportunities.  
  • Q2: Is attending networking events the only way to network? What about social media sites? / TS: Events and social media sites aren’t the only ways to network; they’re simply networking tools. Other tools include wearing a name tag at a networking event and having business card with you at all times. Networking can occur anywhere – even in airports! 
  • Q3: You talk about the importance of handwritten notes; isn’t email just as effective? /TS: We get so many emails and few handwritten notes. You’ll stand out by sending handwritten notes after you meet someone. Write them on good quality paper, in your own authentic voice, consistent with who you are. 
  • Q4: What about introverts who don’t like networking? Which techniques work best for them? /TS: If you’re an introvert, use your gift of listening by asking questions to learn about the people you meet. Make a mental list of 5-7 questions you can ask, depending on who you’re talking to. If you think you won’t know anyone at an event, find out who is going or invite someone to go with you as your networking buddy. Standing in line by the food area or the bar is also conducive to making small talk with others.  
  • Q5: How long does it take from meeting someone to really having a true friendship with them? /TS: You need to have 7-10 meaningful interactions before someone becomes a business friend. Aim to cultivate the relationship and stay top of mind, without being a stalker. Keep in touch with notes, helpful articles, resources, etc. Networking is not “give-take” – it’s “give-give-give.”  
  • Q6: How often should people be talking or connecting with people in their network? /TS: Whatever you feel is appropriate. Use some kind of CRM software to keep track of your networking contacts. Outlook or an Excel spreadsheet will work just fine, or keeping a business card file works well, too.   
  • Q7: You say that if you’re not personalizing your business relationships, you’re leaving money on the table. How do you monetize the relationship and turn it into mutual value? /TS: You won’t get business from everyone you meet, because they may not move in the right circles. Sometimes they’ll just become friends, but this doesn’t mean you should push them aside. You can’t keep score. Instead you need to say, “Let’s educate each other about the types of leads are best for each other.”
How do your networking skills measure up?  Take Thom’s free online networking skills quiz to test your networking skills for business and how your skills compare with those of your peers in several demographics.
 
© Joellyn Wittenstein Schwerdlin, The Career Success Coach 2013
Filed Under: Networking

Which Corporate Culture Is Ideal for You? Let Your Personal Workplace Values Be Your Guide

March 20, 2013 by Leave a Comment

As a career coach, I emphasize the importance of choosing a job that  maximizes your skill set, fits well with your personality type and preferences, and is on your Top 50-100 places to work. However, it’s important to know how well a company’s corporate culture will support your personal workplace values so you’ll perform to the best of your ability.  

So, what exactly is “corporate culture”? Journalist Linda Ray refers to it as “the collective attitudes, beliefs, and codes of behavior that prevail among the staff, from top to bottom, of any business. The culture is generated by individuals and their relationships with each other, and by the basic goals, orientation and context of the business.”  

Ms. Ray describes four types of corporate cultures; perhaps you’ve worked in one or more of these during your career: 

  1. Traditional: promotes clearly-defined roles and relationships between co-workers; 
  2. Highly-skilled: focuses on recruiting top talent and staying ahead of the curve, with high turnover as a trade-off; 
  3. Innovative: encourages creative initiatives among employees; evaluates risk versus reward of new ventures; 
  4. Social: values collaboration, teamwork, and healthy, trusting relationships among the staff.  

Before I became a career coach, I worked in the corporate world for several years. My favorite jobs included working in the curriculum office of a medical school and in the HR department of a social service agency for special-needs adults and children. I enjoyed these jobs because I could work independently, my contributions were valued, questions were expected, and everyone was treated equally. Most likely, these corporate cultures were “Social” in nature. 

The jobs I disliked were in a market research firm and in an apartment complex rental office. The atmosphere in both companies was dictatorial, favoritism-driven, and negative.Training was nonexistent; those who didn’t catch on the first day were not treated very well. Clearly, I didn’t last long in those toxic settings, regardless of what the corporate culture was.  

Looking back, I learned through trial and error how my personal workplace values factored into choosing ideal workplace environments. As a career coach, I encourage my clients to be more proactive in figuring this out. Here’s a list of 40 Personal Workplace Values – see which ones resonate for you.

When you know what your top workplace values are, you’ll be more attuned to a corporate culture where you’ll thrive, whether it falls within the four listed above or somewhere in between. Even so, a corporate culture isn’t always easy to decipher, nor are hints of toxicity obvious from the outside. Here are some research ideas to help you get some good clues:  

  • Company website: Check out the “About Us” section; read the mission and vision statements to get a sense of how customers, clients and employees are treated. 
  • Employment interviews: Observe how everyone you meet acts toward you, including the receptionist; note how their behaviors support the company’s mission and vision. 
  • Internet research tools: Websites like www.glassdoor.com and www.indeed.com offer candid opinions from employees about their experiences in specific companies. 
  • Networking: Reach out to your networking contacts; get referrals to people who work in your target companies and ask them what it’s like to work there.

Choosing your ideal workplace environment is a marriage of your personal workplace values and a corporate culture that supports you.You’ll find that these values will serve as an internal compass to steer you in the direction of a company where you’ll be the most productive and valued. 

© Joellyn Wittenstein Schwerdlin, The Career Success Coach 2013  www.career-success-coach.com

Filed Under: Corporate Culture Tagged With:

Where Do You Want to Work? Make a List of Target Employers

February 16, 2013 by Leave a Comment

When searching for your next job, you’re probably focusing your efforts on postings you see online or opportunities pitched by recruiters who find your resume on LinkedIn or major job boards like CareerBuilder or Monster. However, you can be more proactive and broaden your employment possibilities by creating your own target list of 50-100 companies. 

Before making this list, consider these important questions:   

  • What types of positions are you suited for? Where have you gained most of your work experiences and cultivated your knowledge?
  • Which industries will get the most value from your skill set?
  • What industries, companies and products match your personal interests and passions?
  • Where are you willing to work, in terms of preferred cities and states?
  • What size of company do you want to work for, i.e., a large corporation, smaller privately-held company, mid-sized firm or start-up?
  • Which companies would be on your “dream employer” list?  

By answering these questions, you’ll be establishing a solid foundation for your list, which makes the list-building process less daunting. With this criteria in place, you can search for specific companies with greater ease. For example, if you’re a lawyer in Southern Wisconsin, you can search for firms (in your area of practice) that have a significant presence in the greater Milwaukee area.  

Here are some free resources that will help you find target companies:   

1. America‘s Career InfoNet Employer Locator: This comprehensive database offered by CareerOneStop.org is searchable by industry, occupation, location, and keyword: http://www.acinet.org/acinet/employerlocator/employerlocator.asp?nodeid=18  

2. ReferenceUSA.com: This resource is available in most libraries, which allows you to access it from home using your library card and PIN number. Companies can be searched by name, industry, region, sales volume and other specific criteria: www.referenceusa.com  

3. Inc. 5000: This is a list of the fastest-growing privately-held companies in the U.S. Considering that large corporations are usually the first to have massive layoffs in troubled economic times, these smaller, privately-held companies will allow you to be a bigger fish in a smaller pond. http://www.inc.com/inc5000/list/2012  

4. Regional business journals: These often overlooked publications provide a wealth of information about what’s new in companies within your local area, which will expand your scope of employers beyond what you’ve seen on job boards. To find a regional business journal in your area, check out: http://newslink.org/biznews.html. (Side note: There’s usually an annual fee for print publications, but many offer free, abridged online versions.)  

5. LinkedIn: Scan through your LinkedIn contacts to see where they are employed and where they previously worked. You’ll get more ideas for target companies, while setting a foundation for future networking. If certain companies appeal to you, add them to your list. Then, consider reaching out to your contacts for referral meetings, networking conversations, or informational interviews, to get a “feel” for what it’s like to work in those companies, as well as for possible connections to hiring managers. 

When you have your list together, you can also use it to create targeted direct mail campaigns or to make outreach calls to hiring managers. One of my CPA clients compiled a list of small accounting firms in her area, sent a letter of interest to each one, and made follow-up phone calls to these firms’ managing partners. This effort landed her a job just in time for the 2013 tax season!

Whichever way you plan to use your target list, you’ll have an effective and practical alternative to relying on Internet job boards or recruiters.   

© Joellyn Wittenstein Schwerdlin, The Career Success Coach 2013 All Rights Reserved. www.career-success-coach.com

Filed Under: Job Search Strategies Tagged With:

How to Tap the Hidden Job Market Through Your Network

February 16, 2013 by Leave a Comment

The “hidden job market” comprises 75% of most jobs and perhaps 90% of the best jobs. These jobs materialize when executives talk about their companies’ problems, needs, changes or opportunities, but haven’t advertised them as “openings” to the general public.

Jobs in the hidden market are not in newspapers or HR departments; they are not in employment agencies’ files, or anyone’s files for that matter. They exist only in the minds of hiring decision makers and are often created during an interview.

You’re more likely to tap into these hidden opportunities if you have what I call “referral meetings” with people in your network. Here’s a four-step process to implement a referral meeting strategy into your job search campaign:

Step 1: Create a primary contact list of 15-30 people you know well. They might be family and friends, or former employers and business associates. You might consider service providers like lawyers, doctors, dentists and accountants, or well-connected professionals such as insurance agents, realtors, stockbrokers or politicians. <Download this primary contract grid, to jog your memory>

Your primary contacts can potentially lead you to the next level of contacts: 

  • Bridge contacts: People who can provide you with information on industries or companies you’re researching, or people connected to hiring managers.
  • Hiring contacts: People with authority to make a job offer, or those closest to them.

Step 2: Decide who to contact for your first referral meeting. Preface your request with this disclaimer: “I’m in the process of taking the next step in my career. You might be able to answer some important ques­tions for me. I don’t expect you to have or know of a job opening.  Any information you can give me will be valuable and helpful in planning my next step.” Then describe your job/career objective and some steps you’ve taken in your campaign.

Step 3: Arrange this meeting with your contact; in-person is best, though phone or Skype meetings can work, too. Prepare your questions in advance, depending on what you need. Be sure to cover these main objectives:  

  • Get feedback on how you present yourself and how well your résumé supports your career goals. 
  • Listen and learn about what’s new in your profession, and for clues about problems, needs, changes or opportunities inside your target company list. (Side note: you should have 50-100 companies on this list). If you’re the person who can solve these companies’ problems, you can use this information as leverage in future conversations with those companies’ hiring manager(s).
  • Request 1-2 referrals to bridge contacts or hiring contacts who can be of further assistance in your search.
  • Reciprocate your contact for their help. You can say, “I have a huge network of contacts and resources. I’ll be glad to pass along whatever will be most helpful.”
  • Send a thank-you note within 24 hours, via email or postal mail. 

Step 4: Follow up with any bridge or hiring contacts, then schedule appointments with them. Use the “disclaimer” from Step 2 and explain who referred you and why. Adjust your approach for each contact, whether you’re gathering information or dealing with hiring managers, who will be interested in how you can fulfill their company’s needs.  

Repeat the above four steps with other contacts from your primary list. The good news is that you may only need to meet with 3-4 of them to reach bridge or hiring contacts.  

The referral meeting strategy requires time, patience and persistence. If you stick to the process, you will find people who’ll lead you to hidden job market information and hiring decision makers who are looking for someone with your skills and talents.

© Joellyn Wittenstein Schwerdlin, the Career Success Coach, 2013  All Rights reserved. www.career-success-coach.com

Filed Under: Networking Tagged With: ,

The Six Dimensions of Career Clarity

January 23, 2013 by 1 Comment

You’re finally ready to make that long-awaited job or career change. When starting your campaign, you’re probably saying, “I want to see what’s out there” or “I’ll look at any job that will pay a decent salary.”

Leaving yourself open to many kinds of jobs might get you employed quickly; but in the wise words of baseball player Yogi Berra, “If you don’t know where you are going, you might wind up someplace else.” You might accept a job impulsively, only to quit within a few weeks because it wasn’t what you thought it would be, or get fired for poor performance.

By simply answering the following “what, how, where, which, why and who” questions, you can discover and sketch out what your ideal career position might look like before starting your job search activities.  I call these groups of questions “The Six Dimensions of Career Clarity.”

1) What strengths, talents, and transferable skills can you build your career on?

2) How do your natural preferences and personality type factor into choosing your ideal work?

3) Where do you want to work in terms of industries and target companies?

  • Do you prefer a large firm with opportunities for growth up the corporate ladder?
  • Would you rather be in a smaller company with steady yet satisfying responsibilities?
  • Have you made a list of 50-100 target employers?

4) Which workplace environment/culture will you thrive in?

5) Why do you want to work, according to your mission and purpose?

  • What lights you up at the end of the day?
  • What brings you deep satisfaction?
  • What legacy do you want to leave behind?

 6) Who are you evolving into? 

  • How do others see you?
  • Who have you always wanted to be “when you grow up”?
  • What career keeps calling to you and won’t let up? 

When you take the time to answer these questions, your job search will be more focused, both offline and online. 

 Why? Because this exercise will help you: 

  • Determine which types of work and positions are the best fit for you;
  • Be attuned to these opportunities when they show up in your world;
  • Communicate to your network exactly how they can help you;
  • Project more confidence and crediblity to hiring managers, instead of coming across like a desperate jobseeker who is only looking for a paycheck.

According to Law of Attraction principles, you’ll draw into your life whatever you give your attention, energy and focus. You’ll find that clarity works like magic in bringing you closer to landing your dream job. 

 © Joellyn Wittenstein Schwerdlin, The Career Success Coach 2013 / www.career-success-coach.com

Filed Under: Career Transition

How to Choose the Ideal Work that Fits Your Personality

November 15, 2012 by Leave a Comment

Personality assessments provide you with a deep understanding of yourself, which can help in choosing your ideal work. The assessment I use with my clients is the Kiersey Temperament Sorter-II, the most economical and accessible online assessment of its kind. Kiersey classifies four temperaments of Rational, Guardian, Idealist and Artisan, each with four distinct personality types, totaling 16 potential types. 

The Kiersey Temperament Sorter-II identifies your type by detecting your behavioral preferences, which are stronger or weaker in four dimensions: Extroversion/Introversion, Sensing/Intuitive, Thinking/Feeling and Judging/Perceiving. (Side note: Kiersey types can be linked to Myers-Briggs types: the foundation and research behind each is interrelated.) 

These four dimensions are described below. When you read through them, you’ll discover the one in each pair which resonates more for you in work and life situations.

1) How you focus your attention

* E = Extroversion (Expressive): Gregarious and communicative; more comfortable socializing with groups than being alone; energized by contact with other people.

* I = Introversion (Attentive): Private and reserved; more comfortable alone than in a crowd; energized from solo activities, like reading or working on your latest project.  

2) How you take in information 

* S = Sensing (Observant): Alert to what’s going on outside yourself, in the world of concrete things accessed through the five senses of sight, taste, touch, smell and sound.

* N= Intuitive (Introspective): Alert to what’s going on inside yourself in the abstract world of ideas beyond the five senses. 

3) How you make decisions 

* T = Thinking (Tough-Minded): Comfortable basing your actions on impersonal, objective factors; critical and exacting with yourself and others, convinced by hard data and sound reasoning.

* F = Feeling (Friendly): Comfortable basing your actions on emotional factors; consider others’ feelings first and focus on harmony above goals. 

How you direct your life

* J= Judging (Scheduled): Live in a planned, structured way, seeking to regulate/control life; prefer to have everything decided and settled.

* P = Perceiving (Probing): Live in a flexible, spontaneous way, seeking to understand and adapt to life; prefer to have things open-ended, with options.

You can take the Kiersey Temperament Sorter-II for free, which gives you a one-page Temperament Mini Report™ about your unique type. There are small fees for the full Classic Temperament Report™, The Career Temperament Report™ and other products. 

You’ll be scored in all four dimensions by 10 points split between each pair, depending on how you answer questions favoring one preference over another. In my full report, you’ll see that I’m an INFJ (Idealist-Counselor): E:2 / I:8 | S:2 / N:8 | T:5 / F:5 | P:4 / J:6. Note: If there’s a tie between each pair, your letter will be the second of the two. 

So, what does all of this mean when choosing an ideal career? Here are some basic examples: If your type has an “I,” you’ll enjoy a solo-work job, like computer programming or writing; but if you have an “E,” a job without much people contact will make you stir-crazy. If your type has a “T” and you’re a manager, you probably won’t flinch in reprimanding employees; but if you have an “F,” you’ll feel uncomfortable doing this, so managing other people may not be ideal work for you. 

Self-knowledge is power in the quest to find your ideal work.When you take the  Kiersey Temperament Sorter II and learn about your unique personality type, you’ll have some good information to help you make wise job and career choices.

 © Joellyn Wittenstein Schwerdlin, The Career Success Coach 2012  www.career-success-coach.com

Filed Under: Personality Assessments Tagged With:

Discover Your Perfect Career Path Through Your Hardwired Preferences

October 17, 2012 by Leave a Comment

Discovering your perfect career path is about identifying work where you can use skills you’re good at and enjoy the most. In these jobs, you’ll “fire at all cylinders” and perform to the best of your ability. By now, you may know what your top transferable skill sets are and may have written some reality stories showcasing these skills at your highest level of efficiency.

Even so, you might still be stumped about how you can use these skills and in which industries. A good place to start is to recognize your natural preferences that have been hardwired into you since birth. One methodology I use with clients is the John Holland Theory of Career Choice, which has been widely-used by career practitioners for decades.

According to Holland’s theory, peoples’ career choices are determined by: 1) whether they prefer to work with people, things, data or a combination; 2) how they like to solve problems; and 3) what they value in work situations.

Holland groups career choices into six vocational themes: Realistic; Investigative; Artistic; Social; Enterprising; and Conventional. When you read each description, it’s likely that you’ll discover three that will resonate most for you:

* Realistic: People with athletic or mechanical skills, who like hands-on activities such as working with objects, machines, tools, plants or animals. They solve problems by “doing.” They value frankness, independent thinking and physical activity.

* Investigative: People who like to work with ideas, data or visible facts, to analyze, learn, watch and troubleshoot. They solve problems by thinking. They value caution, creative processes, intellectual freedom, logic, precision and science.

* Artistic: People with artistic, innovating or intuitive skills, who like working in unstructured situations, using their imagination or creativity. They solve problems by expressing feelings or ideas through creating visual art, designing, performing or writing. They value artistic freedom, nonconformity and originality.

* Social: People who like to work with people, to cure, develop, enlighten, help, inform or train them. They solve problems by helpfully relating to others, verbally or through writing. They value genuineness, ethical awareness and a strong sense of community.

* Enterprising: People who like to work with people, by influencing, persuading, performing, or managing for business goals and economic gain. They solve problems by leading and taking risks. They value influencing others, making decisions and selling ideas.

* Conventional: People who like working with data, using clerical or numerical skills and completing detailed work by following instructions. They solve problems by being organized. They value efficiency, prevailing societal values, and self-control.

The Holland-based assessment I use with my clients is the Career Liftoff Interest Inventory, which scores you in all six themes(on a scale of 25-75 points each) to reveal what your top 3 are. You’ll also get a list of careers (sorted into 5-9 clusters) matching your preference mix.  <Side note: My top 3 are Artistic: 59, Social: 59, and Enterprising: 46. Here’s my report to see what yours might look like.>

Another benefit of Holland assessments is their integration with the O*NET, linked to the US Bureau of Labor Statistics Occupational Outlook Handbook, which provides timely statics about job details, training, salaries, etc. For example, if you’ve considered being an event planner and your top 3 themes are Enterprising, Conventional, and Social, you’ll learn that this career can be a potential fit, as long you match the job requirements and the work appeals to you.

Recognizing your inborn preferences plays a key role in choosing your ideal work. If you make your selections using the Holland philosophy, you’ll know if you’re completely off-course or confidently moving in the right direction.

 © Joellyn Wittenstein Schwerdlin, The Career Success Coach 2012  www.career-success-coach.com

 

Filed Under: Skills Assessment Tagged With:

Build Your Confidence and Your Career Marketing Content

September 17, 2012 by Leave a Comment

You might know that I started my private practice as a resume writer. I expanded into career coaching when I noticed that some clients needed more help to determine their career direction, strongest skill sets, types of jobs they desired, target industries and employers, and what would bring them true career satisfaction. A new resume wouldn’t necessarily fix their situation unless they reached clarity around these issues.

As a resume writer, I gave my clients detailed questionnaires, to help them produce value-driven content for their resumes. Some clients would get stuck on this exercise, because they were feeling very confused, overwhelmed, powerless and unconfident about their career transition. Some were despondent over a job loss. Others had become so accustomed to doing work they no longer enjoyed that this blocked them from moving forward.

When I transitioned into career coaching, I had more tools to help clients break out of this funk. The most amazing process I’ve discovered is Success Factor Analysis, an organic method where we analyze 10-15 of their proudest career achievements, then distill them down into 3-8 “Key Success Factors” (as highlighted in my July article: “Know Your Top Transferable Skill Sets, Then Plan Your Career Transition”). Success Factor Analysis has helped many clients get clear about skills they’re naturally good at and passionate about, instead of trying to be all things to all people.

After clients nail down their Key Success Factors, the next step is to substantiate each one by writing two 40-60-word “Reality Stories” about how they used that specific skill at their highest level of effectiveness, and exactly how these contributions impacted present and past employers. This exercise helps clients gain insights about their unique career success patterns and helps them understand what they can offer future employers.

These “Reality Stories” become the core content that is used throughout clients’ career transition campaigns in multiple ways: 1) tightened for resume bullets; 2) edited for LinkedIn profiles; 3) expanded for answers for interview questions or 4) woven into networking conversations. The possibilities are endless! Now, my clients no longer feel angst over resume questionnaires. All the career marketing content they’ll ever need comes to them through Success Factor Analysis.

You may have already discovered what your top transferable skill sets are, perhaps through personal discovery or online assessments. For instance, if you’re in sales, you’re probably good at persuasion, negotiations and client relations. If you’re a number-cruncher, most likely you excel at accounting, bookkeeping and creating complex spreadsheets. Whatever your skills are, consider backing them with your own Reality Stories. Follow this outline:

* Context (“While working at”):

* Challenge (“I was given the responsibility to”):

* Action (“So I”):

* Result (“As a result of my efforts”):

<Download this worksheet with a Sample Reality Story and Reality Story Templates here>

You might be wondering, “Why create Reality Stories before knowing an ideal career direction?” My answer is: people in career transition typically don’t feel at their peak performance, despite how successful they’ve been in the past. I’ve discovered that when clients tap into these stories, it literally explodes their self-confidence and opens them up to new career possibilities. Plus, the stories can be slanted to “speak the language” of a variety of target industries or professions. 

Reality Stories that showcase your expertise are essential elements of your career marketing campaign, built upon the foundation of your top transferable skill set. Taking the time to do this exercise will help you reclaim your confidence – and build your career marketing content!

© Joellyn Wittenstein Schwerdlin, The Career Success Coach 2012

* This post originally appeared in the September 2012 Edition of Career E-News.

 

All Rights Reserved

Filed Under: Career Marketing Materials Tagged With:

Know Your Top Transferable Skills Sets, Then Plan Your Career Transition

July 18, 2012 by Leave a Comment

When beginning a career transition, many people work backwards. They rush to have a resume written as a first step; then, they jump into a job search, without really knowing what their most saleable skill sets are and how to position them for their career direction. This strategy is like putting the proverbial “cart before the horse.”

In my coaching practice, I’ve come across countless people using this backwards approach, who become quickly discouraged when they don’t get enough interviews in proportion to the resumes they send out. But I’ve also observed that people who get the most interviews and right-fit job offers took a step back to first uncover their top transferable skill sets to gain clarity about their career direction;   then planned their career transition accordingly.

So, what exactly are transferable skills? My definition is: abilities, knowledge, strengths and talents you’ve developed through work, education and even hobbies, which can be used in future employment. Transferable skills can be industry-specific “hard skills” like operating a forklift or using object-oriented computer programming languages, or “soft skills” such as analytical abilities, interpersonal communication skills, and being a good team player.

Some transferable skills can be more portable than others, even if you decide to change careers. For example, therapists can work with clients in agency settings. But if they are looking for a new career, they may consider working in a customer service environment, where they can still use their listening skills and compassionate nature.

It’s critical to know which transferable skills fire you up – and those that can burn you out. For instance, you may have good writing skills, but would become exhausted and drained if you were writing for eight hours per day. On the other hand, perhaps you enjoy training others and doing this more in your workday would energize you.

The idea is to pursue jobs where you can use the skills you’re good at and enjoy the most. In these jobs, you’ll “fire at all cylinders” and perform to the best of your ability. Even in the interview phase, you’ll project more enthusiasm, instead of being perceived as an ordinary jobseeker looking for a paycheck.

So, how can you figure out what your top transferable skill sets are? You can take an online self-assessment to gain some insights. One that I highly recommend and that I’m certified to administer is the SkillScan Career Driver.

You can also opt for “Success Factor Analysis” – an organic process I use with private clients where we analyze 10-15 of their proudest career achievements; then we distill them down into 3-8 “Key Success Factors,” which is simply a synonym for top transferable skill sets.

Whichever method you use to identify your top transferable skill sets, they will provide a solid foundation for your career transition campaign and will help you:      

1. Feel more confident about what you can offer prospective employers;

2. Get clear about your most perfect career path and work you love;

3. Create compelling core content for resumes, cover letters and social networking profiles;

4. Feel more at ease when presenting your value to your network and potential employers;

5. Take control of interviews, salary negotiations and job offers.

(Side note: The Success Factor Analysis tool will be available in my soon-to-be launched “Wake Up to a Job You Love © Home Study System“) 

Your top transferable skill sets hold the key to a successful career transition. When you know what those skills are and focus on career opportunities where you can capitalize on them, you’ll confidently move forward to a job you love, instead of back-pedaling in frustration.

© 2012 Joellyn Wittenstein Schwerdlin, The Career Success Coach. All Rights Reserved.

* This post originally appeared in the July 2012 Edition of Career E-News.

Filed Under: Skills Assessment Tagged With: ,

Law of Attraction: Five Basic Principles

June 19, 2012 by Leave a Comment

In 2007, the Law of Attraction received lots of media hype with the book and DVD, The Secret by Rhonda Byrne. Even before The Secret, other spiritual teachers wrote about the Law of Attraction, including Esther and Jerry Hicks, authors of Ask and it is Given the late Lynn Grabhorn, author of Excuse Me, Your Life is Waiting, and Law of Attraction, by Michael Losier.

I’ve studied and practiced Law of Attraction since 2000 and I can say that it works! When you use Law of Attraction principles correctly and strategically, you’ll get whatever your heart desires.

Here are five basic Law of Attraction principles that will help you understand what it is and how to use it, followed by one example of how I’ve made it work in my life.

Principle #1: Understand sympathetic vibrations – like attracts like. Did you know that if two “Middle C” tuning forks are laying side-by-side and you hit one of them, the other one will vibrate by itself? Like musical notes, everything in the Universe vibrates. When something is vibrating, it will attract whatever is on the same wavelength. As human beings, we vibrate our feelings, which are fueled by what we think about. When we think about something bad, we feel bad; when we think happy thoughts, we feel good! Those “feeling” vibrations attract “same wavelength” vibrations by deliberation or default.

Principle #2: Raise your vibrations – the importance of “feeling good.” There are only two types of feelings – good and bad. Have you ever noticed that when you wake up in a bad mood, your day seems to spiral downward? You sleep through your alarm, stub your toe, tear a button on your shirt, arrive late to work and get yelled at by your boss. The Law of Attraction responds to your negative emotions (low vibrations) by bringing you more negative situations.  But when you awake feeling good, you’ll find that more good things will happen, such as landing an account, receiving money in the mail or claiming a prime parking spot on a crowded street.

Principle #3: Change your mood – you have the power. If you find yourself in a “funk,” you can simply switch your thoughts to something that makes you smile, like your pet, your children, your grandchildren or your favorite dessert (for me that’s anything with chocolate in it). Just thinking about these things will raise your vibrations and help you feel better. Keep the feeling going for 16 seconds — the Law of Attraction says this equals 10 hours of work!

Principle #4: Follow this four-step process toward “deliberate creation”: 1) Identify what you don’t want; 2) Get clear about what you do want; 3) Feel what it would be like to have those things; 4) Allow the Universe to bring those things to you.

Principle #5: Allow the Law of Attraction to work – the absence of doubt. Allow (without the slightest doubt) the Law of Attraction to bring you what you want. If you have any doubt that what you want will manifest, this will delay the Law of Attraction from bringing it to you.

Now, here’s how the Law of Attraction worked for me. I decided I was going to get married again, before I turned 55. On 12-21-00, I wrote down 10 things that I wanted in my next relationship. (I already knew what I didn’t want).

In July ’02, I met Howard — my “husband to be”– and we got married in July ’03. Thankfully, he has most of the qualities I asked for; he even tolerates cats, for my sake <lol>. I also beat my target goal by five years.  

There’s a learning curve with implementing these simple, yet not always easy principles of the Law of Attraction. Remember that practice makes perfect! The more you practice, the more you will get what you want from life.

© 2012 Joellyn Wittenstein Schwerdlin, The Career Success Coach. All Rights Reserved

*This post originally appeared in the June 2012 Edition of Career E-News.

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