Why Blogging about Your Career Development is a Great Idea! Building Your Future Now

Why Blogging about Your Career Development is a Great Idea! Building Your Future Now If you love what you do as a career it might be an amazing idea to share it with others! Thats why starting a blog to chronicle your career can be something to consider. You might not believe it, but there are countless people out there who are looking for information about the path to take in their own careers. A blog is a great way for you to show how choosing what you love to do is a beneficial start to personal and professional growth. If you have either recently started your own career journey or are already a veteranstarting a blog is something to consider. Sharing your knowledge about your role whether it be in sales, customer service, management or as an executive is a boon to many job seekers and career searchers out there trying to forge their own path. Be sure to let people know what you are up to on your blog. Share your posts on Facebook for example. WordPress is a great blogging platform because it connects you to others bloggers who might be interested in what you have to say. Your career knowledge is invaluable. Showcase your wins. The times you havent reached your goal. Your career desires. Your fundamental approach to your work. Be creative with your blog. Share pictures if you can and try to engage with readers who have left comments. Also, dont worry about continuing the blog if you dont want toif it has run its course so be it! Share what you want to share. It can be a few posts or a few hundredits up to you on how big a project you want this to be. Image: Kaboom Pics

How HR Experts Can Help Employees Defeat Imposter Syndrome

How HR Experts Can Help Employees Defeat Imposter Syndrome It may not be the most glamorous job in the world, but there is an element of flair to working in human resources. People aren’t reducible to simple numbers or even facts, so recruitment requires a certain amount of insight, instinct, and imagination. Human resources professionals need to imagine how each candidate will fit into the role and the team for which they are proposed. Occasionally that means picking a candidate out of leftfield. Perhaps someone with less experience than the written job description states, or somebody whose academic background is less traditional than that to which your business is accustomed. This recruit may even surprise themselves by getting the job. But an employee doesn’t need to be an unconventional fit for the job to suffer from imposter syndrome. Imposter syndrome can affect the most successful of people, and it is based on subjective worry (often brought about by social conditioning) rather than on rational reflection â€" even though it may feel like a rational reflection to the person experiencing it. The condition affects just over half of men and two-thirds of women, and as its pioneering researchers have pointed out, the difference is in a big part to do with the way that we question and undervalue women in western society. “Certain early family dynamics and later introjection of societal sex-role stereotyping appear to contribute significantly to the development of the impostor phenomenon,” wrote Clance and Imes in their groundbreaking paper in 1978. “Despite outstanding academic and professional accomplishments, women who experience the imposter phenomenon persists in believing that they are really not bright and have fooled anyone who thinks otherwise.” Given that you can’t undo centuries of patriarchal gaslighting, and indeed that you employees are reasonably likely to suffer from imposter syndrome regardless of their gender, what can you do to help somebody that seems to be suffering from this phenomenon? To some degree, as a human resources pro you are in a better position than a regular therapist or support group to help an IS sufferer. That’s because traditional ‘sharing’ approaches are not always the most effective way to cope with the issue. It’s very hard to convince someone with IS that they’re not an imposter â€" because they tend to assume that they’ve inadvertently fooled you into thinking they’re more talented than they are. But in HR, you have experience of and access to evidence of your employee’s abilities and successes. You’re also ideally placed to trace the disparity between an employee’s performance and their state of mind. In other words, if they don’t know or don’t speak up about imposter syndrome, you can help them to identify and take steps from there. A new visual guide to imposter syndrome from resume.io contains an excellent flow chart to help you and your colleague to identify the problem if it exists. It’s worth making this resource generally known to your crew, too, in case they prefer to keep their worries to themselves. The guide also expands on some of the ideas of Dr. Valerie Young, a former sufferer of imposter syndrome who has since created an educational framework to help people to recover. Young says that because everybody has their own definition of success, each IS sufferer goes through their own version of the syndrome when they fall short of their expectations â€" so we need different approaches to defeat the condition. Further, Young has identified five flawed definitions of success that are commonly held. The visual guide from resume.io offers some ideas on how to cope with each category. Whether your troubled employee rose to their position by an unlikely route or they are a textbook success story, their imposter syndrome is best dealt with by a change of mindset. Once they’ve conquered IS, they can get back on the ladder and you can help them work to achieve even greater things. About the author:  John Cole writes on behalf of NeoMam Studios. A digital nomad specializing in leadership, digital media, and personal growth topics, his passions include world cinema and biscuits. A native Englishman, he is always on the move, but can most commonly be spotted in the UK, Norway, and the Balkans.

How HR Experts Can Help Employees Defeat Imposter Syndrome

How HR Experts Can Help Employees Defeat Imposter Syndrome It may not be the most glamorous job in the world, but there is an element of flair to working in human resources. People aren’t reducible to simple numbers or even facts, so recruitment requires a certain amount of insight, instinct, and imagination. Human resources professionals need to imagine how each candidate will fit into the role and the team for which they are proposed. Occasionally that means picking a candidate out of leftfield. Perhaps someone with less experience than the written job description states, or somebody whose academic background is less traditional than that to which your business is accustomed. This recruit may even surprise themselves by getting the job. But an employee doesn’t need to be an unconventional fit for the job to suffer from imposter syndrome. Imposter syndrome can affect the most successful of people, and it is based on subjective worry (often brought about by social conditioning) rather than on rational reflection â€" even though it may feel like a rational reflection to the person experiencing it. The condition affects just over half of men and two-thirds of women, and as its pioneering researchers have pointed out, the difference is in a big part to do with the way that we question and undervalue women in western society. “Certain early family dynamics and later introjection of societal sex-role stereotyping appear to contribute significantly to the development of the impostor phenomenon,” wrote Clance and Imes in their groundbreaking paper in 1978. “Despite outstanding academic and professional accomplishments, women who experience the imposter phenomenon persists in believing that they are really not bright and have fooled anyone who thinks otherwise.” Given that you can’t undo centuries of patriarchal gaslighting, and indeed that you employees are reasonably likely to suffer from imposter syndrome regardless of their gender, what can you do to help somebody that seems to be suffering from this phenomenon? To some degree, as a human resources pro you are in a better position than a regular therapist or support group to help an IS sufferer. That’s because traditional ‘sharing’ approaches are not always the most effective way to cope with the issue. It’s very hard to convince someone with IS that they’re not an imposter â€" because they tend to assume that they’ve inadvertently fooled you into thinking they’re more talented than they are. But in HR, you have experience of and access to evidence of your employee’s abilities and successes. You’re also ideally placed to trace the disparity between an employee’s performance and their state of mind. In other words, if they don’t know or don’t speak up about imposter syndrome, you can help them to identify and take steps from there. A new visual guide to imposter syndrome from resume.io contains an excellent flow chart to help you and your colleague to identify the problem if it exists. It’s worth making this resource generally known to your crew, too, in case they prefer to keep their worries to themselves. The guide also expands on some of the ideas of Dr. Valerie Young, a former sufferer of imposter syndrome who has since created an educational framework to help people to recover. Young says that because everybody has their own definition of success, each IS sufferer goes through their own version of the syndrome when they fall short of their expectations â€" so we need different approaches to defeat the condition. Further, Young has identified five flawed definitions of success that are commonly held. The visual guide from resume.io offers some ideas on how to cope with each category. Whether your troubled employee rose to their position by an unlikely route or they are a textbook success story, their imposter syndrome is best dealt with by a change of mindset. Once they’ve conquered IS, they can get back on the ladder and you can help them work to achieve even greater things. About the author:  John Cole writes on behalf of NeoMam Studios. A digital nomad specializing in leadership, digital media, and personal growth topics, his passions include world cinema and biscuits. A native Englishman, he is always on the move, but can most commonly be spotted in the UK, Norway, and the Balkans.

Taking Care of Your Health Managing HIV

Taking Care of Your Health Managing HIV HIV or human immunodeficiency virus is more common than you think. It’s not something to be ashamed of nor something you should keep a secret. Many women suffer in silence because they are scared of what society will think of them. But, living with HIV means nothing. It does not define you: it’s just something you deal with in your life. Taking care of yourself while dealing with HIV is manageable, but because of all the stigma behind it, many women don’t learn how. If you’ve just been diagnosed, or still feel like you’re alone in this, let’s go over how to manage your HIV without letting your disease control you. Accepting Yourself  First know that you are not your disease. HIV does not define who you are. It is unfortunately something that you must deal with, but that doesn’t mean you should let it control you. No matter how you contracted the virus, it does not reflect negatively on you. Trying to hide it or deny it will not help you. In fact, this will make things much worse. The best way to handle having HIV is learning how to accept it. Then you can seek outside help. That way you won’t have the burden of shame or guilt riding with you as you heal, recover, and begin new relationships. Seeing a Doctor  It’s important to see a doctor once you are sure you have HIV. This illness cannot be left untreated under any circumstances. It’s something that you need the help of a medical professional to manage. A doctor will lead you in the right direction with medication and future steps. If you go to a doctor, make sure the doctor you see specializes in managing HIV and other similar diseases. They’ll give you medication, provide support, and help you with seeking further resources like therapy. Medication and Management  There are plenty of medicines that are used to treat HIV. Finding the right one for you is important. There are pills, patches, and therapy. The combinations of medicine are called antiretroviral therapy and are unique for every case. Make sure you talk with your doctor before starting any medications. It might not be the first or the second medication that works for your body, but eventually, you’ll get there. Once you find the right combo, the medication will make your life a whole lot easier. But make sure that you let your doctor know if you’re feeling any adverse side effects. Stay Informed  Do your research on all medication options, even after your doctor prescribes you a specific type. Not all medications are tested the same, which means that people can be at risk for side effects depending on the meds they take. One example of a HIV medication manufacturer that triggered many adverse reactions in users is Gilead, whose brand names are Atripla, Truvada, among others. Recently, several HIV patients filed a Truvada lawsuit against Gilead. These patients have claimed to be suffering from severe side effects such as acute kidney failure and osteoporosis. If you have been taking these meds, you might be entitled to compensation. You should be getting yourself back on track as soon as possible with a new medication. Even though there are dangerous medications on the market, this should not lead you astray from seeking help. Most medication will manage and treat your HIV symptoms so that you do not have to suffer any longer. Just be sure to research and even get a second opinion.  Finding Community  A lot of HIV positive people think they have to experience their illness alone, and that they have to keep others away. But you don’t have to go through this alone. Find people who truly understand by joining a support group for HIV positive people in your area. Talking about what it feels like to have HIV can bring a lot of clarity and peace.

Why A Career In Investments Can Be Perfect For A Finance Student

Why A Career In Investments Can Be Perfect For A Finance Student A career in investments can be highly challenging but it is also a very rewarding employment area for people who are well-skilled in this line of work. The nature of the work undertaken in this sector makes it a perfect career path for finance students who are confident with numbers and who can clearly state their ideas and opinions. There is a need to be ruthless, clinical and to look at the wider picture when working in this area. So many investment opportunities rely on seeing aspects before others, or when others don’t see them at all, and in being cool under pressure. This means some people’s personality and nature may make them better equipped for this role but the technical elements of investment work means finance experience and qualifications will be of significant benefit. In the long-term, positions in this area can be of benefit to everyone. There are positions within big firms or people can go it alone or find a key role in a smaller company, although bigger firms provide more opportunities, so many people gravitate to these options. There are also consultancy opportunities, although most people develop their career first and then decide to provide freelance services. What skills and education do you need? The basic skills for this line of work include a good level of numeracy, the ability to consider opportunities and express opinions while being aware of the commercial market. Any form of finance degree indicates these basic skills while also indicating an applicant has the tenacity and determination to complete their studies. Many candidates further develop their skills by studying to a higher level and there may be opportunities to undertake training or further education while in position in the investment sector. Benefits of working in the investment sector There are many reasons why people look to work in the investment sector and these are some of the key benefits: There is a wide range of roles to choose from â€" so most people should find something they love Studies find finance and investment roles carry a high level of employee satisfaction There is a career path for finance students operating in investment market The financial packages on offer are very attractive Many people will see the salaries and financial perks provided in this sector and immediately consider it as a good option. This is a difficult environment where people have to work hard and be good at what they do, but people that excel in the investments sector are richly rewarded for their efforts. Starting Out The most common entry path into this sector is through being a graduate and then applying at the various levels. People looking to get in at the ground-floor in order to develop experience will find that graduate positions are attractive. Coming straight from college is an ideal time to enter this sector. This is because while graduates are immediately provided with responsibility and involvement with accounts, there is time to learn and review the different areas on offer within a company. The vast majority of finance and investment companies understand that recent graduates are still learning and they are more likely to create a path that encourages development while offering incentives for growth. There is always a lot to be said for seeking out the opinion and insight of professionals employed in the sector. For example, in 2007, Fisher Investments partnered with Wiley Sons and created a range of books on the major financial sectors that offer case studies and reviews of key topics that can provide insight for any up-and-coming investor. Just looking at the reviews of Fisher Investments on Technology (one of the sector guides) and it shows how much value is placed on their knowledge of the investment sector. Intern roles can provide insight about the industry Even an internship can be of substantial benefit to an individual as it provides them with insight into what investment roles entail and what the working environment is like. It is one thing to read about the sector and understand the theory of the workplace but it is another matter to immerse yourself in this position, which is why it is best to obtain hands-on experience if possible. It is always important for the individual to know their own nature and personality, and to be sure about what they want to achieve in life and with a role. There is a range of investment sector roles to choose from, including: Venture capitalist Asset management Underwriter Private equity posts Anyone with a very clear career path in mind should look to study and then operate in that area but people who are more flexible should consider trying different areas in the formative years of their career. The investment sector is a fast-paced and challenging environment but it is one that fits perfectly with the aims and ambitions of many finance students. . Image credits. Main.  WallStreet.

Can Sarah Repurpose Her Career Part 1 of 4 [Podcast] - Career Pivot

Can Sarah Repurpose Her Career Part 1 of 4 [Podcast] - Career Pivot Episode #93 â€" Marc works with “Sarah,” (not her real name) to pivot her career, in the first of a series of four episodes featuring “Sarah.” Copyright: stockbroker / 123RF Stock Photo Description: In Part 1 of this series, Marc covers the first half of the first feedback session with Sarah for her personality assessment. Key Takeaways: [1:35] Marc welcomes you to Episode 93 of the Repurpose Your Career podcast. [1:48] If you’re enjoying this podcast, Marc invites you to share this podcast with like-minded souls. [1:53] Please subscribe on CareerPivot.com, iTunes, Google Play, Podbean, Overcast, TuneIn, Spotify, or Stitcher. Share it on social media, or tell your neighbors and colleagues so Marc can help more people. [2:12] The next two weeks, Marc will present the next career pivot evaluation series with “Can Sarah Repurpose Her Career?” Sarah (not her real name) is employed, a closet creative, and a structured anarchist. Her personality is quite interesting. Marc has seen all aspects of her personality in other clients, but not in this combination. [2:37] This week, Marc will play the first half of the first feedback session and next week, Marc will play the second half. Then Marc will take a break with a QA episode and maybe an interview before concluding the series “Can Sarah Repurpose Her Career?”. You will find all of the reports for this episode at https://careerpivot.com/sarah [2:57] Marc welcomes Sarah to the podcast and invites Sarah to give her background for the audience. Now on to the podcast… Download Link |iTunes|Stitcher Radio|Google Podcast|Podbean|TuneIn|Overcast [3:13] Sarah is a group leader in marketing communications. She manages the company’s advertising and promotion process. She works closely with marketing managers, sales training managers, and account reps in the field to create and distribute collateral that helps sell products and services to customers. [3:49] Sarah is a creative and her current role does not allow her to use as much creativity as she would like. She feels frustrated. [4:08] Sarah looks at the signature summary for the Birkman Assessment. Marc explains the two numbers for each component. ‘The usual’ is how Sarah described herself; ‘your needs’ is how Sarah wants to be treated in that same area. [4:33] A big gap between the numbers means you don’t behave the way you want to be treated. It often indicates you are not treated as you want to be. A narrow gap very often means a blind spot. Marc says the science of the assessment is that how you describe other people is actually how you want to be treated. [5:07] In components where the numbers are close to equal, that means Sarah believes she is just like everybody else. Marc says, we know that’s not true. Marc notes Sarah has some very low, low scores. He says this session will be very informative for Sarah. [5:28] Next is the Birkman Interests, showing what you are interested in, not necessarily what you are good at doing. Things that you are really interested in, make you happy and give you energy when you do them. Things that are really low, you may be able to do them, but when you do them too much, they drain you. [5:56] Sarah is very low in numerical, which does not surprise her. She is also introverted according to the Birkman map. [6:19] On the signature report, page 13, Sarah has a 99 rating for artistic. Anything over 90 is something you have to have in your life. Sarah started her career as a floral designer. She loves art projects, gardening, and making things around her pretty and interesting to look at. She loves working with her hands. [7:10] This doesn’t play out at Sarah’s work, which is a point of increasing frustration. However, there is a lot of creation going on, but in her role, she supports other people’s projects. She doesn’t like being in the role of an order taker. She has been doing it for 10 years. She does decorate her cubicle. [8:57] Marc finds people who have high creative interests go into the corporate world and don’t get to fulfill those, and then, what happens is, the life gets sucked out of them. [9:16] Sarah is rated 95 literary. Sarah loves to read. She got into communication from writing and editing. One of her first roles out of college was writing and editing corporate publications and she misses that. Sarah reads business publications and fiction, especially forensic novels. [10:59] Sarah reads for enjoyment, relaxation, and education. She reads before she goes to bed. It’s undisturbed time. [12:09] Marc gives Sarah a suggestion. When Sarah goes into a soul-sucking meeting, or all-day events, that she take 15-minute reading breaks and schedule them into her day. This comes from a book, Quiet, by Susan Cain. It’s about introversion. She talks about restorative niches. Highly creative people should schedule them into their day. [13:01] Marc has a former client who knows to take her drawing pad out two or three times a day. It makes her feel good and re-energizes her. Sarah should schedule reading breaks into her day. [13:22] Sarah is rated 94 musical. She used to play musical instruments at school. She listens to music in the home, usually letting her husband select it. In the car, she listens to podcasts. Marc suggests Sarah should get her phone out and turn on her tunes when she is at a point where she feels exhausted. [14:46] Sarah’s artistic, literary, and musical interests don’t get fulfilled at work. Marc suggests that she needs to insert those interests into work. [15:26] Marc encourages Sarah to take the Start a Blog Course by ProBlogger. Several people in Marc’s online community are going through the course. Marc says Sarah should go write. [16:02] Technical is the next area. Sarah is moderately high in outdoor and scientific. She likes to research. Sarah is low persuasive, which rules out selling her ideas. Sarah is low in administrative. She doesn’t like rules unless they are hers. Sarah is low in numerical. She doesn’t enjoy spreadsheets, but she can understand them. [17:11] Sarah is low in social services, which is not unusual for highly creative people. Sarah questions the administrative and social services scores. She is good at system tracking, record keeping and categorizing for her job. Marc agrees she can do it, but it sucks the life out of her when she has to do too much of it. [18:08] We learn the skills our employer demands of us. We get good at them and may enjoy them, but they are tied to our low interests. When we overuse them, we get burnt out. Marc talks about being a phenomenally good public speaker as an introvert. It sucks the life out of him, though. [19:19] You have to differentiate between the things you are good at and that may bring you some comfort, and the things you are actually interested in doing. [19:35] Next Marc and Sarah look at the behaviors matrix. The behaviors are broken into three areas: interpersonal, organizational, and time management/planning. Marc comments that for someone with such creative interests, Sarah is pretty comfortable with ambiguity. Sarah agrees. Marc points out that is unusual for creative people. [20:51] Marc directs Sarah to the signature report, page 20. There are three bars on the page: usual behavior, needs, and what happens when you don’t get treated the way she wants to be treated. Sarah’s numbers are 6, 31, and 31. The medians in the population are 25, 50, and 50. [21:43] Marc asks Sarah to read about dealing one-on-one. Sarah is direct and straightforward, with objectivity and frankness. She is unevasive, matter-of-fact, frank, and open. Sarah agrees. She has learned the value of directness over time in the business world. She prefers to work with men. [23:50] Sarah’s needs are that she is most comfortable when others are frank and direct toward her. When being praised, she needs to feel that the compliment is genuine and free of sentiment. Sarah agrees. Sarah gets highly impatient when others ramble or evade. It is tiring for her to interact with shy people. [25:19] Sarah’s causes of stress and her stress reactions are that in the presence of shyness or evasiveness, she is likely to feel uncomfortable. She does not respond well to subtlety from others, sometimes making it difficult to recognize their personal needs and feelings. She reacts with reduced concern, detachment, and tactlessness. [26:03] Marc says not to be surprised if she thinks of a tactless statement without saying it. Sarah replies, “All the time!” Sarah husband is also very direct. Stress reactions are more likely to be acted out with our family than at work. We are more comfortable with our family and we know they won’t beat us up. [27:04] On page 17, Sarah’s social energy rating for dealing one-on-many is shown. Sarah’s generally pleasant and outgoing manner makes her at ease in group activities. Her warm and accepting attitude helps her meet people easily. Her usual behavior is sociable, at ease in groups and communicative. Sarah is 84. The median is 75. [27:50] Sarah is pretty social. She does well at networking events. Sarah’s needs: the comfort she displays in social settings conceals her underlying need for considerable time by herself or in the company of one or two significant individuals. Sarah is a closet introvert who has learned to behave like an extrovert. She has a people threshold. [30:03] Sarah likes being around people. She’s good at it. But it sucks the life out of her. [30:54] Marc tells Sarah she’s not getting energy from people, they are pulling it out of her. She just has a large reservoir to pull from and like adrenalin, it wears off. Marc suggests that Sarah bring her books and music when she has to be around people a lot and periodically take downtime during the day. [31:30] Marc had a client who had to present six times in two days at a conference. Marc advised him to take a book and go read in his room for 45 minutes between each presentation. At the end of two days, he actually wasn’t exhausted. [32:04] Sarah’s causes of stress: Continuous pressure to be in social or group sessions can upset her sense of well-being. Without sufficient time to herself, she is likely to become withdrawn, possibly to a surprising extent. [32:45] If the purpose of being with people is a real purpose, Sarah is less likely to feel stress. Getting together for small talk makes her skin crawl. Sarah’s stress reactions are withdrawal, tendency to ignore groups, and becoming impatient. Sarah sees herself. [33:42] Page 23 shows Sarah’s incentives: A predominantly idealistic person, Sarah values cooperative effort and concepts of trust, loyalty, and team spirit. Sarah can think and reason in terms of intangible benefits and prefers to minimize face-to-face, competitive rivalry. Sarah’s behaviors are trustful, loyal, and service-oriented. [34:23] Sarah is a team player. Sarah’s needs: a certain amount of competition and some assurance concerning her personal advancement. While Sarah values team effort, it is good for her to receive recognition for individual effort. [34:45] By nature, Sarah does not consider herself competitive. Sarah’s causes of stress: Her respectful attitude complicates matters when in face-to-face conflict since her feelings and opinions are stronger than they appear to be. People who are opportunistic or unrealistic can be a source of discomfort. [35:52] Sarah is far less competitive than expected for someone who is as direct as she is. Sarah’s stress reactions: becoming distrustful, becoming impractical (idealistic). [36:39] People who are highly artistic tend to be stealth competitors. Sarah is a really good team player. She has learned this behavior to get ahead in business. [37:46] Page 19 shows Sarah’s emotional energy. She prefers to balance between cautious detachment and sincere emotional involvement. She avoids excessive emotionalism and complete detachment. Sarah agrees. Her usual behaviors: objective, yet sympathetic, warm, yet practical. Sarah is at 37. Median is at 25. [39:08] Sarah’s needs: Sarah needs a similar balance in her surroundings. She is at her best in the presence of people who combine logic and practicality with a certain amount of sympathy and understanding for personal feelings. [39:26] Sarah feels suffocated and gets impatient with people who are really emotional and she gets angry and disappointed with people who don’t care about her needs. Both extremes bother her. [40:15] Marc refers back to an episode with “Tim,” who was angry when his boss came to his father’s wake but didn’t say a word after that. Emotionally cold people annoy Sarah. [40:49] Sarah’s causes of stress: extremes in others are likely to put pressure on her own moderation. Too much emotionalism from others can add to her tension, while she may tend to magnify her own problems when others are too detached. Sarah’s stress reactions: dejection, becoming too impersonal, loss of optimism. Sarah agrees. [41:23] Marc will work with Sarah to help her spot her own stress reactions. If she can spot them, she can do something about them, early. [42:59] Check back next week, when Marc finishes the first feedback session in the “Can Sarah Repurpose Her Career?” series. Mentioned in This Episode: Sara’s Reports Careerpivot.com Birkman Assessments Quiet: The Power of Introverts in a World That Can’t Stop Talking, by Susan Cain “FREE Ultimate Guide to Start a Blog Course” by ProBlogger Please pick up a copy of Repurpose Your Career: A Practical Guide for the 2nd Half of Life, by Marc Miller and Susan Lahey. The paperback, ebook, and audiobook formats are available. When you have completed reading the book, Marc would very much appreciate your leaving an honest review on Amazon.com. The audio version of the book is available on the iTunes app, Audible, and Amazon. Marc has the paid membership community running on the CareerPivot.com website. The website is in production. Marc is contacting people on the waitlist. Get more information and sign up for the waitlist at CareerPivot.com/Community. Marc has five initial cohorts of 10 members in the second half of life. Those in the initial cohorts are guiding him in this endeavor. Shortly, Marc will start recruiting members for the sixth cohort who are motivated to take action and give Marc input on what he should produce next. Ask to be put on the waiting list to join a cohort. This is a unique paid membership community where Marc will offer group coaching, special content, mastermind groups, branding sessions and, more importantly, a community where you can seek help. CareerPivot.com/Episode-93 Show Notes for this episode. Please subscribe at CareerPivot.com to get updates on all the other happenings at Career Pivot. Marc publishes a blog with Show Notes every Tuesday morning. If you subscribe to the Career Pivots blog, every Sunday you will receive the Career Pivot Insights email, which includes a link to this podcast. Please take a moment â€" go to iTunes, Stitcher, Google Play, Podbean, TuneIn, Overcast through the Overcast app, or Spotify through the Spotify app. Give this podcast an honest review and subscribe! If you’re not sure how to leave a review, please go to CareerPivot.com/review, and read the detailed instructions there. Email Marc at Podcast@CareerPivot.com. Contact Marc, and ask questions at Careerpivot.com/contact-me You can find Show Notes at Careerpivot.com/repurpose-career-podcast. To subscribe from an iPhone: CareerPivot.com/iTunes To subscribe from an Android: CareerPivot.com/Android Careerpivot.com Like what you just read? Share it with your friends using the buttons above. Like What You Read? Get Career Pivot Insights Check out the Repurpose Your Career Podcast Do You Need Help With ...

How To Win Over Your Boss

How To Win Over Your Boss Your boss is the most important person in your career aside from yourself. I've never seen anyone get promoted without their boss’ support… unless the boss was about to be fired. If we start from the assumption that you are excellent and you don't have a bad boss, then here are three strategies for winning over your boss. Build trust and partnership This means gaining clarity on your boss's vision for the business and knowing where you complement your boss vs. where you overlap with her. For example, if your boss is a visionary, then you can add value by being great at structure and process. Then, together you can deliver on the common goal. And of course, make sure you keep them informed and never go around him to a more senior person â€" or even APPEAR to go around him â€" without his knowing you're about to do that Make life easier for your boss Your boss is probably dealing with pressure and deadlines every day. You could help by starting every meeting the way a friend of mine does. She’ll sit down and ask her boss questions like “What are you worried about and how can I help?” or “What can I get off your desk for you today?” When you have an assignment, be resourceful in getting things done. That means not having to go back to your boss every time you hit a roadblock. My best team members always made sure they understood right up front what they were being asked to deliver, and then took the time to think through how to get at that creatively. And most importantly, don't be hard work for your boss. We all know people who are very needy of attention and what my friend Catherine calls couch time, as in counseling time. Sure, your boss has responsibilities for mentoring the team, but make sure you also have other avenues for getting the emotional support you need. Make your boss look good Here are a few ways to do this: First, you could come up with new ideas to advance the cause. I really valued team members who proactively came to me with ideas that could help us succeed in a bigger way. They would make suggestions like, “I just saw company X do Y. I think we could adapt this to work for our client base as well.” Another idea is to talk positively about your boss. Of course they need to deserve it, and when they do there's nothing like having team members vouching for you independently. Everyone needs good PR! And of course, produce results. At the end of the day, it's important to come through with the goods, and there's still no substitute for delivering excellent results to make everyone look good. In conclusion, it’s all about building a great partnership with your boss, making their life easier and making both of you look good in the process. So, what action will you take to win over your boss and keep her on side?

How to Have a Creative Career (in 3 Easy Steps!)

How to Have a Creative Career (in 3 Easy Steps!) Im here today to talk about how to have a creative career in 3 easy steps. While the steps will be easy to articulate and understand, I have to warn you that theyre all much easier said than done. So listen to them, absorb them, let them marinate and know that the only ways to start believing them is to do the work towards them. These are all mind-shift-y sort of things (while still being practical). Hows that for a build-up? Click Play below to make your creative career dreams a reality (And apologies again  for the points where the sound doesnt sync to the video very well. iMovie is so not my BFF right now). Cant see the video? Click here to watch it on YouTube. Prefer to listen? Click here to get the MP3. Things I mention: The Renaissance Soul my Clubhouse Meetup -