Employment Blog: Owl-HR

This can be a crazy time of year if you let it.  We’re planning and attending parties, shopping for gifts, finishing year end projects at the office, writing holiday cards, hanging lights, planning menus, making travel arrangements and the list goes on.  While you’re at it, don’t forget to put yourself on that list.  Find a time and place where you can concentrate on your game plan for next year.  It’s time to get psyched!  What do you want to do?  Where do you want to go?

 If you know that one of your goals next year is to get a job, make a career transition or seek a promotion, attend all the holiday parties you are invited to and network.  Show your enthusiasm for where you want to go and the value you add.  Excitement and drive about your passions is contagious so pass it on!

Your game plan doesn’t have to only be about career goals.  Think about your personal objectives as well.  Many of us are on the quest for improved health and fitness.  Maybe you want to improve your relationship with a friend or family member, learn a new language or learn how to play the piano.  I am from Arizona and have a goal of embracing winter sports in the Rockies , so I plan to head out on snow shoes for the first time this afternoon.

Once you know what you want your outcome to be, set some interim goals to move you in the right direction.  If you plan to run a marathon, sign up for some shorter distance races in preparation.  Small victories will help you stay motivated.

 Be transparent about your goals.  Telling some else about what you plan to achieve can often keep you on track.  Look for other people with similar goals and interests and bounce ideas around with them.  The support and camaraderie can be a big help.

Get ready for a great year!

Many of our families have had to live on a tighter budge this year due to a smaller income.  Some folks are just entering the workforce for the first time, while others are changing careers completely after a lay-off.  In the midst of all this change, faced with multiple challenges, it is amazing to me how resourceful many people are.

As Thanksgiving approaches, with an incredible turkey dinner on the horizon, I can’t help but think of so many things I am grateful for.  I am most grateful to call Colorado my new home.  Although the desert southwest is a beautiful place, the Rockies offer a new kind of adventure, like snow shoeing.

From a career perspective, I am thankful for some great organizations, local entrepreneurial women and fellow jobing.com bloggers.  Mountain State Employers Council (www.msec.org) is an excellent resource for local employers.  Jobing.com, in addition to its on-line presence, offers valuable career expos and workshops, matching businesses with the best local talent.  The Denver Chamber of Commerce has been instrumental in attracting businesses to the metro area for 130 years (www.denverchamber.org ) and has been a wonderful way to network in a new city .  I am extremely grateful for the pleasure of meeting local talented, entrepreneurial business women who understand the importance of building strong business networks, delivering excellent customer service and sharing their talent with their community.  Ladies like attorney and jobing.com blogger, Laura Hazen keeping us up to date on employment law makes Denver a great place to be.  There is also Angel Tuccy of Experience Pros (www.experiencepros.com), expert at customer relationship building and Sabrina Risley of Behind the Moon (www.behindthemooninc.com), helping small businesses connect.  Thanks also to fellow jobing.com bloggers, Martha Finney, one of my favorite authors and Daniel Seatvet with the Accounting and Business School of the Rockies helping train Denver’s workforce.  Thanks for making Denver a great place to live and work!

Take a moment to think about what you are grateful for.  Who has helped you learn and grow?

Happy Thanksgiving!

All of us want to be more effective in some area of our lives.  Maybe it is finding the perfect job, making a big sale, being a better leader, being a more effective parent or improving our health.  “Do you have to be confident in order to achieve your desired results or does achieving your desired results make you confident”?  This question was posed by Dr. Julie Bell in her book, “Performance Intelligence at Work”.  Her question had me pondering my thought process when I reached my goals compared to when I fell short.  Every single one of us has our weak areas where we are less than completely confident in our abilities.  Overcoming these vulnerabilities is the key to reaching our goals.  Our minds are extremely powerful and we can coach ourselves to change our behaviors in order achieve our goals.

I occasionally have one of those days when I am just not “feeling it” and I’m less than satisfied with my performance is some area.  We’re taught to be optimistic and see our glass half full, but how do we change the way we think when we are feeling less than confident?  This is my strategy for cranking it up a notch:

At the end of the day, I think about what I accomplished and what went well rather than the stuff I didn’t get done on my list or where I failed.  Thinking about my accomplishments puts me in a more confident frame of mind; not to mention, I am a little more pleasant to be around.  Don’t think about your performance as all or nothing, success or failure.  It is a combination and a range of both.

The beginning of each day is all about reviewing my game plan. I think about changes I can make to improve my performance.  These are usually small things like adding more details to a message in order to be clearer.  Maybe you decide to focus more on your listening skills when speaking with a potential employer or client.   The change might be to remember to thank your assistant for his hard work or skip that piece of chocolate cake.  Coach rather than criticize yourself.

I keep my goals in mind, but it is more important for me to focus on the process rather than the outcome.  Are you taking the actions you need to take each and every day to get you where you want to go?  When thinking only about your ultimate goal, like being the top sales manager, landing the perfect job or running a marathon, it can seem overwhelming.  I find that I experience more success when my thoughts are focused on doing the right thing.  The positive outcome generally follows. 

Good Luck!

Have you ever stopped to really think about how powerful our minds are?  I started to better understand the control my own thoughts had over me a few years ago after becoming part of a local toastmasters group.  The feedback and positive energy I received there started to have a profound effect on my way of thinking.  Is that voice inside you a coach or a critic?  Sometimes I think we can be our own worst enemies when it comes to reaching our personal and professional goals.

What if we could apply the concepts of sports psychology to our work life?  Coaches tell players to focus their thoughts on what they should be doing rather than thinking about avoiding what they should not do.  For example, a golfer should think about following through on her swing rather than avoiding the sand trap.  I’m an avid runner and tell myself to land on the balls of my feet rather than saying, don’t land heels first.  This is made easier with my Newton running shoes developed right here in Boulder http://www.newtonrunning.com/.  While approaching the stage to make a presentation, think about smiling hand having good posture rather than trying not to trip.  If you think you can or you think you can’t, you’re right.

If you want to change your outcome, start to gain awareness of your thoughts.  Change your thoughts to coach rather than criticize yourself.  Focus on your talents and abilities.  Star athletes apply this to their game.  How might you express yourself in an interview, network more effectively or be a better boss by changing the way you think?

Let’s see your “A” game!

In our current economic environment, it is all too common that employee morale is suffering.  Co-worker positions have been eliminated and folks are left behind to pick up the extra slack.  Managers are pressured to reach higher profit goals with fewer resources.  Employees may still be wondering if their job will be cut next.  Emotional stress is coming at us from every direction in the workplace.  As a leader, if you are not doing something about it now, expect a mass exodus of your top people in the near future.  Disengagement and the departure of critical talent have a huge impact on your bottom line. 

The link between engaged employees and happy, repeat customers is undeniable.  There are all kinds of studies out there that show the connection between employee engagement and business results.  A study conducted by Towers Perrin found that 84% of highly engaged employees believe they can impact the quality of their organization’s work product compared to 31% of the disengaged.  James K. Harter, Ph.D., Gallup ’s chief scientist of workplace management and well-being says “in good times, employee engagement is the difference between being good and being great, and in bad times, it’s the difference between surviving and not.  In good times and bad, low engagement reduces performance and profit.”  Gallup states that companies with engaged staff have 38% higher customer satisfaction, 22% higher productivity and up to 27% higher profits.  According to the Corporate Leadership Council, engaged employees perform 20% better and are 87% less likely to leave.

Ok, so as leaders, what do we do to engage our people or even ourselves?  It’s simple, but easier said than done.  I see it as a three-tiered, cyclical approach that organizations need to take.  Communication is a common thread.

Talk About Your Vision - Your vision describes what a company will look like when it reaches its goals.  It should inspire, focus and clarify everyone’s work within the organization.  Your vision helps employees understand where they are going.  Keep talking about it.  Reinforce ideas that are driving you and determining the direction of the company.

Align Your Practices With the Vision - Is the way you are doing business and the initiatives you decide to take on moving you closer to realizing your organization’s vision?  Employees need to see that you are doing what you say you are going to do.  Are you walking the talk or is your vision just lip service?

Developing Leaders – Your top talent wants to have opportunities to grow.  Providing those opportunities is a powerful retention tool for the employees that share your vision.  These are the people you want to keep.  Also, in order to continue communicating the vision and aligning your practices accordingly, you need to have leaders and managers with necessary skills and abilities.  You need other leaders that share your vision and have the skills to execute.

For any size company, this is a continuous cycle and it is the leaders’ job to keep the process going by creating commitment and alignment among everyone in the organization.  According to Dr. Gary Rhoads, Alliance Engagement Expert, “managers have a significant impact on how much employees like their jobs, how they feel about their role in the organization, and how much their role benefits themselves, customers and the company.  When managers do not support employees, do not lead by example, and do not exhibit actions that are consistent with the values of the company, then employees are less likely to be emotionally engaged.”  So, for the sake of your bottom line, get out there, set a good example and engage your staff.

Sometimes we are faced with a serious problem at work that keeps us up a night.  We can become extremely unhappy in our job and even have trouble focusing on our work.  Maybe it’s a bad boss that berates you in public or a co-worker that tends to take credit for the work you did.   Do you think you were unfairly passed over for a promotion or a training opportunity?  Maybe you are so upset that you consider making an EEOC complaint or filing a lawsuit.

Try taking a step back for a moment.  Don’t automatically assume that your employer is unwilling to address the problem.  If your employer doesn’t know about your concerns, they can’t fix it.  Stewing about the problem, or letting it get worse, doesn’t help you or your employer.  Most employers (at least the smart ones) want to try to fix the problem, because left unchecked; it affects productivity and engagement of everyone on the team.

Review the problem resolution/complaint procedure, if your company has one.  If there is a procedure in place, follow it.  If there is no process, try the following steps:

Document what happened in writing.  Be as objective as possible.  Include dates if you can.

Raise your complaint informally at first.  Seek advice from your manager or HR person.  Bring up your complaint in a constructive, non-blaming manner.  Suggest any reasonable and practical solution that you might have.

Present a formal grievance.  If no solution came from the informal discussion, present a formal grievance in writing to the proper member of management.  Say that you are making a formal grievance.  Include details from your documentation.  Describe what happened in date order.  Include names and job titles of people involved.  Say what you have done to try to resolve the problem prior to making a formal complaint.  Remember to keep a copy of your grievance statement and ask for an acknowledgement that your grievance has been received.

Most likely, your employer will arrange a meeting with you to discuss your complaint.  You may wish to bring someone with you, such as a work colleague.  Your employer may want to investigate the situation further by speaking to others before making a decision.  To make a fair determination, in many cases, it will be impossible for your employer to keep the situation completely confidential.  Ask that they keep it as discreet as possible.  Also ask when to expect that a decision will be made.

The resolution may very well work in your favor and give you peace of mind.  It is also possible that the decision is not what you wanted to hear.  For example, there might be some key skills that you are missing, which is the reason why you were not promoted.  Engage in a conversation on how you should go about gaining the critical missing skills.  

Unfortunately, there’s no law against your boss or co-worker just being a jerk.  It’s a different story though if discrimination, harassment or retaliation is involved.  Consult legal advice if, for example, you feel that you were a victim of discrimination based on race, color, sex, national origin, age or disability.  For more information, consult the following laws:  Title VII,  the Civil Rights Act of 1964 and 1991, Equal Pay Act of 1963, the Age Discrimination in Employment Act of 1967, Americans with Disabilities Act, Lily Ledbetter Fair Pay Act of 2009, ADA Amendments Act and any state or local laws.

Wouldn’t all of our lives be easier if we could muster up a bit more candor in our relationships?  We get annoyed when our phone call goes unreturned in a timely manner, when we receive bad customer service, when our boss doesn’t follow through or when mom gives you too much “advice”.  And the list goes on.  Try injecting some candor to defuse unwelcome drama.

In the workplace, open communication is critical if you want to be a good leader, manager, employee or team member.  We have to start by building trust and credibility.   

For managers, ask yourself:

·          Do I make sure my employees know how their jobs are tied to the company’s overall strategy?

·          Do I make a point of keeping them informed on all news and changes affecting the company and their jobs as soon as possible?

·          Do I get back to them immediately when they’re waiting for a decision from me that affects their lives?

·          Do all my actions reflect and support the company’s values and do I keep my promises?

·          Do I speak positively about them to their coworkers?

·          Do I show that I appreciate them and show that I care about their personal and professional development? 

For employees:

·          Do I take on new projects with enthusiasm and make a point of keeping my boss informed about my progress?

·          Do I show my interest in and desire to support the goals of the company?

·          Do I speak positively about employees and clients of the organization?

·          Do my actions show I am committed to my own development and the development of others on my team?

·          Do all my actions reflect and support the company’s values and do I keep my promises?

·          Do I put in the time and effort that the organization expects?

Think about using these lists as a starting point to create agreements within your professional relationships.  Tell people you work with what you expect and ask them what they expect from you!

Most people don’t take vacations enough and some of us never take them at all whether we are employed or not.  When we do take time off, it’s frequently hard to escape from worry.  Those between jobs may be thinking, I’ll miss that networking event or I need to update my linkedin profile or I should revise my cover letter I planned to send for a particular job opening, not to mention the stress of everyday life like financial worries and taking care of our families.  Just because you don’t have a job doesn’t mean that you don’t need to take some time out to recharge your batteries.  Everyone around you, including that next potential employer will be happy that you did and it doesn’t have to cost a lot.

A vacation can promote your creativity.  Take an opportunity to reconnect with yourself.  Remember that the job you used to have is not who you are.  Time for self-discovery might take you on a completely different career path.  Some time away might just result in a new way of thinking.

A well needed break can help you with your job performance.  Let’s face it; we all know that looking for a job is a full time job.  When you return to your employment search, you will be better equipped to handle what comes your way, pursuing your quest for career satisfaction with vim and vigor.

Here are a few inexpensive things to do:

 

Colorado has 17 national parks, monuments and historic sites, http://www.coloradodirectory.com/nationalparks/ go visit one.  Take a good book along when you are convening with nature.  Maybe its a good novel or something nonfiction that might spark some new ideas.  “Making a Living Without a Job” by Barbara Winter is a fun read about discovering your passion and unlocking your entrepreneurial genius.

Take a drive into the mountains to appreciate the leaves changing and pack a lunch or your camping gear.  Being new to Colorado , this is an amazing view and is an invigorating experience!  Below, is a shot of my backpacking trip last weekend.

For something more exciting, you might want to partake in Denver ’s Oktoberfest, which starts tomorrow http://www.oktoberfestdenver.com/index.html .  For a little stress relief and good exercise, try running the Dashustlehoff 5k or 10k on Sunday.

Reflect, reward and reinvigorate yourself!

 

As a recent transplant from Arizona , I have a strong affinity for a frosty glass rimmed with salt and a wedge of lime.  My choice of restaurant will often depend on how well they can make a margarita.  I’ve also perfected my own home recipe.

So, you might be wondering how happy hour might benefit job seekers and employers.  Last Thursday night, I had the opportunity to attend an event hosted by Sabrina Risley of Behind the Moon, http://www.behindthemooninc.com  an organization providing networking opportunities for small businesses and entrepreneurs.  The guest speaker at this event was Mark McIntosh, http://www.heycomebackcoach.com former sportscaster for KCNC-TV, Denver ’s CBS affiliate and former co-host for Colorado and Company.  Mark’s presentation was focused on having a “healthy attitude toward change”.  We all seem to be going through tremendous changes lately.  His recent book is entitled “Lemons Into Margaritas”.  Mark’s refrain really hits home with employers wanting to engage their staff and with folks looking for their next meaningful career.  He encourages you to focus on “ becoming a student of experience, not a victim of circumstance and to do what honors you, nurtures those dependent on you, and adds value to the communities you serve.”  That sounds like a mission and a motto we can all agree upon.

Yesterday, my husband and I celebrated his grandparents’ 67th wedding anniversary with friends and family.  In their 88th year of life, they have both mastered a “healthy attitude toward change”.  From growing up during the great depression to fighting for our nation’s freedom in WWII and watching their children and grandchildren grow up, we can learn a lot from our older generations.  Who are your examples for living a fulfilling life?  

Cheers!

Being unemployed can be an amazing opportunity to start fresh doing something that you really love.  You have the advantage over folks stuck in a job that they don’t enjoy.  Security of a regular paycheck is holding them back, but no employer has that hold over you.  OK, so unemployment is not all roses.  The uncertainty is frustrating and sometimes a little scary.  What can you do to find the courage to turn your situation into your next big break?  Here are a few ideas you might not have tried yet:

Prepare yourself for battle – Maybe your previous full time job gave you an excuse not to find time to get some exercise and maintain healthy eating habits.  In career search mode though, you are going to need every competitive advantage at your disposal.  These days, competition is fierce.  Start developing healthy habits so you can look and feel your best in that next job interview.  Aerobic exercise is also a good way to relieve stress related to unemployment, so get out there!

Master your confidence – A layoff is a blow to our egos and its human nature to get down on ourselves.  Work on your confidence by celebrating the small victories like succeeding at a small task or when someone compliments you.  By taking concrete actions that improve your competence, you will improve your confidence.  Your confidence will be apparent to potential employers and could be just the thing that sets you apart from other candidates.

Get help from others – It’s always beneficial to have someone else review your resume.  Arapahoe/Douglas Works! is an excellent resource (www.adworks.org).  The agency offers free workshops for job seekers.  There is also a personalized resume review service available every Wednesday morning starting at 9:00 a.m.

Seek out your strengths – According to Marcus Buckingham and Donald Clifton, in their book “Now, Discover Your Strengths”, only 20% of employees in large organizations feel that they are using their strengths every day.  That means that 80% of workers are bored and unengaged most of the time.  The authors explain that we need to change our way of thinking from “fixing” our weaknesses to “capitalizing on our strengths and manage around our weaknesses”.  I highly recommend going through the exercises in the book to help you find your particular strengths.  You can then apply this new knowledge about yourself in your job search to increase your likelihood of finding an opportunity that will keep you engaged and happy.  For more information, visit www.marcusbuckingham.com.

Happy career discovery!

This is definitely not a party that most of us want to attend.  We’re not just talking about those losing their jobs, but also the employers throwing the party.  So how do we move on after a layoff?  Morale and trust are at an all time low.  For the victims of layoffs, remember that the job you used to have is not who you are as a person.  You still have your talents and traits that will make you a prized asset in your next position.  Use this as an opportunity for a new beginning.

For company leaders, for your organization to succeed, it is imperative to rebuild trust if you are ever going to put the breaks on plummeting productivity.  This needs to be your highest priority.  Poor morale doesn’t happen over night, but consistent effort to improve it will pay off in the long run.  What can you do as a top leader to rebuild trust?  Here are three things to consider:

 Act with Integrity – If you want people to trust you, your actions need to match your words.  Show that you genuinely care about employees and about the success of the organization.  Be optimistic.  Employees can perceive apathy like sharks sense blood in the water, so don’t just go through the motions.  Make your actions count.  Leaders who can’t act with integrity to rebuild team spirit are toxic, will derail the company’s recovery and shouldn’t be part of the organization. 

Communicate – Be open, honest and as frank as possible.  Be transparent because if employees feel that you are hiding things, they will be less open to change, making company success even more difficult to obtain.  Explain why layoffs were the only solution.  Let remaining employees know what the game plan is for recovery and what their role will be.  This will help focus their energy in a positive direction.  Listen empathically.  You can improve morale if you can console team members.  Communicate often.  When you are not communicating, employees will create stories and fill in the blanks with what they think is happening. 

Be Results Oriented – Talk to employees about what they should be doing.  It’s important to redirect energy to achieving company goals.  Talk about what you are doing and how they can support those efforts.  Focus on camaraderie, building new teams and breaking down silos.  Cohesive teams are essential for achieving results.  There’s no room for turf wars, so as a leader, don't tolerate them.  Seek out employees most open to change, as these folks will make the best leaders as you rebuild.  Also, with added responsibilities, it’s important to provide training for employees where it is needed.

Without an action plan, employees will focus their energy thinking “Am I next?”  “Why should I care about the success on the company when our leaders don’t?”  Nothing is more unsettling to your staff than not knowing and the feeling of helplessness.  It is important that you support the survivors in your organization if you want your company to weather the storm.

We are creating impressions everywhere we go.  From the barista that hands you your morning coffee, the receptionist as you walk into the office, clients you contact on the phone, your boss, co-workers and employees, your kids’ soccer coach, your spouse, the pizza delivery guy, the HR person you e-mailed your resume to…Need I go on.  Why should you care what other people think?  Isn’t it manipulative to “manage” perceptions?  Well, it all depends on the context and motive.

Perception is an individual’s interpretation of the world and is their reality.  Organizations spend billions on advertising and public relations.  It is to your benefit to be aware of the effect your action (or non-action) has on others and use this information to manage your behavior to promote your life and career while still being yourself.  Just be your best self because it is really hard to change a negative impression.

Impressions others form about you are a result of both your journey and your destination.  In other words, not only the outcome, but how you got there.  Do you behave ethically and are you focused on customer service?  People are watching, even when you think they are not.  In your business and career world, awareness and management of the perceptions you create is essential when you hold any of the following roles:

Leader – New leaders soon realize that relationships become more important than technical ability.  What sets great leaders apart from average ones is the ability to manage perceptions.  What people perceive as your effectiveness as a leader becomes reality.  Your actions need to match your words every single time.  Without follow-through, you won’t have the trust you need to be effective.  Especially now when employee confidence in organizations might have been shaken, leaders need to motivate and act with conviction.  Communicate the reasons behind your decisions, especially the difficult ones.  Be aware of the effect you have on others.  Are your employees happy when you visit their work area or do they dread it?  Know the effect that stress has on you and how this looks to others.  Most importantly, be visible at strategic moments, both the good and bad.  Be around to give explanations and answer questions when bad news is delivered but also celebrate along side your staff during good times.

Job Seeker – Remember that potential employers are creating a perception of you at every step of the way; from your ability to follow directions during the application process, your interactions on the phone when scheduling an interview to receipt of an offer.  Your capacity to manage perceptions in the past will even influence the quality of your references.  Candidates with the knack to influence others’ perceptions have a far better chance of controlling their own destiny.  Showcase your experience in a positive light without overdoing it.  Dress the part during interviews, show respect and pay attention to your body language.

Entrepreneur -   When you are a small business, you become an expert at wearing many hats.  Just as with leaders and job seekers, managing perceptions is vital to your business.  Finding new clients, keeping current customers happy, managing employees, interacting with vendors and business partners falls on your shoulders and involve perceptions.  Persistence in increasing your own awareness will help your business succeed.  Take care of the relationships you have formed because your next break can come from who rather than what you know.

Managing perceptions isn’t easy.  Try asking for feedback from people you trust and spend some time on self-reflection.  Building self-awareness though, involves courage and commitment.  So be open to constructive criticism as you continue to pursue your goals.

So you have just hired a fabulous new employee that you are certain will be a great fit in the organization and will play an essential role in helping you reach your department goals.  How do you plan to develop this new member of your team?  It is quite possible that your new rising star came from a company environment that suffered from trust problems, in light of so many corporate layoffs happening around us.  Give your new employee a chance for a fresh start.  Here is what you can do to build a trusting business relationship.

Avoid misunderstandings by explaining what you expect from your new employee above and beyond what is included in company policies or handbook.  How often should they be checking in with you?  What decision-making authority do they have?  How do you expect them to be interacting with clients and co-workers?  What aspects of their work product do you want to review and approve?  Your expectations are going to change as your star employee assimilates into the organization.  Make sure to keep them in the loop and the lines of communication open.

Take the time to really get to know your employee.  Find out what is important to them.  Asking them some of the following questions will show that you care about their happiness and satisfaction level in the workplace.

 

How do you like to be recognized for doing a stellar job?

What really keeps you engaged at work?

What would make you quit?

What is your preferred means of communication?

How often would you like to receive feedback about your performance?

What are your work/life ambitions?

Give your employee useful feedback.  Feedback should be objective and fact-based.  Your feedback should be intended to influence growth.  Provide concrete evidence free from emotional influence.  Here are a couple examples:  Instead of saying, “you didn’t prepare enough”, say “there were figures not included in the report such as…”.  Instead of saying “nice job”, say your ideas for solving the problem were innovative and effective”.

To maintain that trusting relationship with your staff, keep the following questions in mind as you consider your supervisory responsibilities.

Do I make sure my employees know how their jobs are tied to the company strategy?

Do I make a point of keeping them informed on all news and changes affecting the company and their jobs as soon as possible?

Do I get back to them immediately when they are waiting for a decision from me that affects their lives?

Do all my actions reflect and support the company’s values and do I keep my promises?

Do I speak positively about them to their co-workers?

Building trusting relationships is the key to an engaged and productive workforce.

 

Each of us and everyone we know has been impacted by the economy.  Hours have been cut, jobs eliminated, responsibilities added, homes lost and retirements postponed.  Let’s face it; these challenges can be utterly depressing.  What are your strategies for pushing forward?  It is exciting to witness entrepreneurial spirit rise in folks challenged with adversity.  

On Friday, former Denver Broncos running back, Reggie Rivers gave a compelling lunchtime speech to the Rocky Mountain Minority Supplier Development Council.  Reggie asked the audience to imagine a woman outside a store next to a large box.  What would you do?  Most folks would pass her by assuming she was waiting for someone.  What if that same woman was struggling to get that box into her car?  Most able-bodied individuals whose parents raised them right would rush to lend a hand.  The moral of this tale is that most of us are drawn to people taking action and working towards a goal.

Here are three ways that have helped keep me on track:

 

Volunteering and Giving – If you have lost your job or you are working fewer hours, maybe you find yourself with more time on your hands.  Do something that you are passionate about.  Volunteer at your church or your kids’ school.  Get involved in a committee for an association related to your career.  If you know someone who is working longer hours due to additional responsibilities added to his/her job, offer to watch their kids after school or walk their dog.  Do you have things you have no use for anymore?  Donate them to a charity or offer them for free on craigslist.  Helping others makes us feel good and is a nice way to forget our own challenges for a while.  One never knows when serendipity will occur.  That next career may be the result of a volunteer effort.

Networking – Networking is not just about how many Facebook friends you have.  Although having a presence on sites like Linkedin and Facebook are critical for job and business opportunity searches, face to face connections are just as important.  Consider joining networking groups related to your field or even an outside interest.  Meetup.com is a useful source to find groups in your area.  Offer to inter-connect folks you know.  Organizations that are hiring are getting bombarded these days with applications.  A referral can make someone stand out from the crowd.    When it comes to on-line networking, ask and give recommendations on Linkedin.  Don’t post anything publicly on the Internet that you would not want a hiring manager to read.

Challenge Yourself – Don’t just step, but leap from your comfort zone.  Maybe it’s time to go back to school, try a new career, start your own business, try your hand at public speaking or even train for a marathon.  If you are contemplating a career change, I highly recommend reading “Now, Discover Your Strengths” by Marcus Buckingham and Donald Clifton.  To be in fighting shape for that next interview, try joining a local Toastmasters group.  Not only will you learn to deliver prepared speeches, you will have the opportunity to improve your off-the cuff speaking while increasing your vocabulary.

Have fun and good luck!