6 Traits of Visionary Leadership

6 Traits of Visionary Leadership

All throughout history, there is no shortage of truly inspirational and visionary leaders.  Elon Musk, CEO of SpaceX and Telsa Motors, Ford Motor Company’s former president and CEO, Alan Mulally, Adobe CEO Shantanu Narayen and of course Steve Jobs.  All of these leaders possess these 6 Traits of Visionary Leadership that inspired their teams to greatness.   

So, what are the skills that stand out as foundational in their approach?

Good Communication Skills

A visionary leader has good communication skills. They know how to verbalize their dreams and goals and can easily explain this to their team. For the leader, communication isn’t just one-sided. In addition to sharing her vision for the future, a visionary leader is also an active listener.

As more people “catch the vision,” leaders listen to their ideas and thoughts, incorporating them into the larger goal. Additionally, visionaries involve others in reaching their milestones and help the team members meet their personal goals.

Charismatic Leadership

Visionary leaders also have a unique charisma. Without question, it’s that certain something that draws people to them. It lifts team spirit and elevates moral which is a gateway to increased productivity.

True, some individuals are born with this type of personal flair but almost anyone can learn how to cultivate the confidence and energy associated with infectious charisma.

Foundation Development

Visionary leaders also are chief organizers. While many leaders have administrators that manage the processes, the leader often sets up the organization by establishing key departments or functions. As the organizer-in-chief, the visionary directs, develops and conducts meetings until reliable help is found. During the initial organization, a leader will take the time to build a solid foundation through establishing boards, councils or a company hierarchy.

Strategic Business Planner

Visionary leaders are strategic planners. Like a chess player, these leaders plan ahead to make the best business moves. Strategic planning involves creating an action plan with a particular strategy in mind. The leader’s vision defines what the organization will look like in the future and how it will function. His strategies are designed to take him toward his ultimate vision.

Risk Taker

Visionary leaders, like Elon Musk, are notable risk-takers. These leaders are willing to gamble on something they believe in, but the gamble is often a measured one. Visionaries are creative people that take the initiative with the appropriate action. Visionaries take intelligent risks that capitalize on prime conditions.

Resilience

Leaders who were brought in to guide companies through tumultuous times have to have tenacity and determination. Furthermore, they could likely be dealing with situations where they have to fight against old ideas, company politics, and external pressures.

Build on Your Natural Abilities

As a leader, you may not embody all 6 Traits of Visionary Leadership mentioned above, and that’s OK. It’s important to know which traits come naturally to you and which may not.

To develop your own leadership style, find a variety of mentors. Mentors can provide experienced perspectives to help you determine the best way to respond to business challenges. These mentors could be peers, potential investors or leaders from entirely different industries.

While you don’t have to follow all the advice you receive, remain receptive to new ideas. Additionally, as you accumulate experience, examine your actions and ask for regular feedback to discover your strengths and weaknesses.

Don’t just rely on your mentors’ experience — search for case studies. Consume as many news stories, articles, documentaries, books, and blog posts as you can. Learn how others approach challenges.

Continued Education

Finally, network to gain additional perspectives. Take advantage of workshops, conferences and other opportunities focused on leadership development to learn new skills and network with others who can offer diverse points of view.

Many of the leaders you admire aren’t superhuman — they’ve honed their ability to utilize their best traits to drive positive change within their organizations. Your approach to a situation can mean the difference between positive mental health and burnout, profit and loss and success and failure. When you learn to harness your greatest strengths, you become a better leader and a catalyst for change.

Need to get ready for job search success?  Our team at PWU is here to help.

In addition to Resume updates, we offer Cover Letters, LinkedIn Optimization, Recruiter Services, and Professional Career Coaching. Book a free 15-min consult here https://calendly.com/powerwritersusa-ca

Standing out in a Competitive Industry

Standing out in a Competitive Industry

When you’re applying for a job, standing out from the crowd is always a challenge. But, this tough task can suddenly seem insurmountable when you’re applying for an extremely competitive position. Have a read below for 5 actions that are helpful to you standing out in a competitive industry.

However, spending all of your time obsessing over the intense competition will only serve to make you feel more anxious and self-conscious—qualities that definitely won’t help you approach your job hunt and interviews with confidence. So, let go of that intimidation and instead focus on doing what you need to do to separate yourself from the pack.

But, how can you draw positive attention to yourself, when there are hundreds of other people applying to that exact same job? Here are five tips that are sure to help you stand out from that pile of other applicants.

1. Get Personal

Feeling like you’re submitting your materials into cyberspace is always frustrating—especially when you put so much time and effort into them. And, when you know that tons of other people are following that exact same process, it’s easy to feel like you’re in a long line just waiting to draw your number.

This is when making a personal connection can make a huge difference. What exactly does this mean? Start by seeing if you know anyone who currently works for that employer. Whether it’s an old friend or an acquaintance on LinkedIn, having someone who can hand-deliver your resume or put in a good word for you can really help to put your name at the top of the interview list.

If you can’t track down someone who can refer or recommend you, you should still make an effort to be as personal as possible in your application materials. Skip that generic “To Whom It May Concern” line (those letters typically find their way directly to the wastebasket!), and instead do some digging to see if you can find the name of the person you’d be working directly for—or even the hiring manager.

Knowing that you put in the legwork and research necessary to personally address your documents immediately portrays you as a dedicated and resourceful applicant. And, that reputation is sure to put you back at the top of the pile!

2. Improve Your Documents

A resume that’s riddled with typos and grammatical errors. A cover letter that contains the wrong company name. Yes, they’re all sure to make the hiring manager remember you—but not necessarily in a positive light.

It seems basic, but going through your resume and cover letter with a fine-tooth comb is absolutely necessary. Not only is this a best practice when applying for any sort of job, it’s also a surefire way to help you differentiate yourself from the crowd—you wouldn’t believe how much of your competition is immediately discounted, simply because their documents are sloppy.

Aside from just scanning for basic errors, now’s also a great time to polish your materials and make sure that they’re memorable and impactful. Ensure that you include quantifiable achievements in your resume that don’t only tell how great you are at what you do, but show it as well. Start your cover letter off with an engaging and captivating story, rather than that standard, “I’m writing in regards to…” line.

No, you don’t want to send a singing telegram or print your resume on hot pink paper. However, these more subtle tweaks and additions can really help you to be remembered—in a way that’s not eccentric and over-the-top.

3. Go Above and Beyond

I won’t deny that your resume and cover letter are extremely important documents for job search success. But, does that mean they’re absolutely the only things you need in order to land your dream job? Absolutely not.

You should never hesitate to go the extra mile, show some initiative, and share some other materials that a potential employer might care about. Go ahead and send them a link to your portfolio or personal blog. Anything that helps them to get a better sense of who you are as a candidate will benefit you!

You can even take things one step further by completing a sample specifically for that employer. Applying for a social media management position? Pull together a brief example of a social media strategy that you think could work for them. Want to be a data analyst? Share that amazing Excel spreadsheet you built—complicated macros and all. Showing that extra effort demonstrates how interested you are in the position. And, if they actually like the sample work you create? Well, then you’ve already got one foot in the door!

4. Polish Your Social Media Presence

Your work examples and official career documents will only take you so far. After all, employers pretty much expect that you’ll put your best foot forward when it comes to those materials. So, what will they do next? More than likely, hiring managers will look you up on social media.

Believe me, you don’t want to be remembered as the candidate who stars in that video for “Phi Sigma Rho’s Longest Keg Stand” or the applicant who writes scathing reviews of every single ex-boss on Facebook.

So, before even submitting your stuff, ensure you’ve taken the time to clean up your social media profiles. Bonus points for actually taking the time to polish and update your LinkedIn profile while you’re at it!

5. Follow Up

You know all of that intense competition we talked about? Well, it not only overwhelms you—it’s also pretty overwhelming to the hiring manager as well. Suddenly, they have an inbox full of submissions, and it’s up to them to weed out the junk in order to find those diamonds in the rough.

So, don’t be surprised if you don’t hear back immediately about that job you’re so excited about. In fact, you likely won’t receive a super timely response. This is why following up is so important.

If you haven’t heard anything (whether that’s a “yes”, “thanks, but no thanks”, or a “we’ve received your submission” email) in about a week or two, feel free to reach out personally and check in on a timeline for a hiring decision. Make an attempt to use the most personalized email address you can find. But, if you can’t hunt one of those down, a general “info” or “careers” address will suffice as well.

Craft a friendly message just asking for an update on the hiring process for that specific position, reiterate your excitement about the opportunity, and thank them for their time. Still radio silence? You’re free to follow up once more. But, after that, it’s time to let it go. We all know there’s a fine line between being persistent and being a pest.

Standing out from the crowd when the job competition is stiff can undoubtedly be tough. But, it’s not impossible! It just involves some thought and creativity. Put these tips to use, and you’re sure to find your way to the top of that resume pile.

Need to get ready for job search success?  Our team at PWU is here to help.

We offer Resume updates, Cover Letters, LinkedIn Optimization, Recruiter Services, and Professional Career Coaching.

Book a free 15-min consult here https://calendly.com/powerwritersusa-ca

3 Tips for Starting a New Job

3 Tips for Starting a New Job

The job search time has been invested.  The efforts are now paid-in-full. Your first day on the job is scheduled. Sweet victory! Now it’s time to focus on exceeding expectations after you join the company. Here are 3 Tips for starting a new job.

1. Make relationships your number one priority.

The first month in a job is an important time to meet new colleagues, both inside and outside of your team. It’s important to continue cultivating those relationships in the months that follow. 

Do this in ways that feel natural to you. If you’re a fan of formal feedback, schedule in periodic feedback chats with your manager and colleagues. If you’d prefer a more casual approach, put in the effort to organize coffee or drinks with coworkers.

Importantly, be sure these efforts are not just focused on your manager or people above you. While it is important to be on the radar of higher-ups, it’s equally critical that others get fair attention. This includes those you work with and who work under you.

Spending all your effort on people above you can be perceived as sucking up—which means you’ll not only not build relationships with other colleagues, but potentially that they’ll distrust your motives. 

2. Write down your goals, and get feedback on them

Your manager might have a very defined set of goals for you, particularly if you’re in a role like sales which typically has very measurable and predetermined targets. If this isn’t the case, however, it’s important to give yourself some goals to work towards. 

Think about it like this: If you haven’t set yourself a target, how will you be able to measure whether you’ve done a good job after six months?

Putting tangible deliverables on paper—even if they change—is a good way to both stay on track as well as to create evidence for your manager and colleagues that you can deliver. This is no doubt helpful for formal reviews but can be equally as useful as a reflection tool to make sure you’re prioritizing the right things. 

You might write your goals in collaboration with your manager and/or colleagues. If you come up with them on your own, however, be sure to seek feedback from (at least) your manager, as you’re still new to the role and want to be sure you’re focusing on the right things. 

Lastly, remember that goals aren’t useful if you simply write them down and forget about them. Schedule yourself reminders to review your progress, either alone or with others, which can give you a chance to re-adjust if things aren’t going as planned. 

3. Keep an open mind and ask questions

While starting a new job can be daunting. There’s a lot to learn, being new to the company also gives you a fresh perspective—and one that can be invaluable to the rest of the team. Since you’re coming in without preconceptions or biases, you may well identify areas for improvement that others have overlooked. 

It’s therefore important that you ask questions when you don’t understand why things are a certain way. Rather than accepting them at face value. Just because a process, standing meeting or team structure exists in a certain way, that doesn’t mean that it’s a big picture ideal.

As a new hire, you’re in a unique place to be able to identify inefficiencies and broken processes. 

That said, approach areas for improvement with curiosity. There’s no room for judgment since there may well be a reason that something is done a certain way. It’s better to appear curious and learn something new than to assume you know the right answer. And potentially be proven wrong.

We hope these 3 Tips for starting a new job help. This can be a very playful time to relax, be yourself and get to know your new work environment.

If you wanted to take it a step further, check our previous entry on Setting Career Goals. We’ve put together 7 helpful tips here: https://powerwritersusa.com/7-success-tips-to-setting-career-goals/

Employee Engagement Drives Performance

Employee engagement drives company performance

Last week, we talked about mental health in the workplace. Now we can draw a line directly between positive mental health and employee engagement.  This is simply due to the basis of a person who is engaged, generally has a greater sense of purpose in their daily practices. And, purpose along with employee engagement, drives performance.

Which, ultimately leads to better decision-making. 

Companies that rank high in the employee engagement area are Google, Virgin, Cisco, Salesforce, Hilton, Dreamworks Animation, American Express, and the list goes on. 

Employee Engagement By Definition

“Employee engagement is the extent to which employees feel passionate about their jobs, are committed to the organization, and put discretionary effort into their work.”

That being said, employee engagement is not the same as employee satisfaction.

So what’s the difference?

Employee Satisfaction only indicates how happy or content your employees are on a daily basis. For some employees, being satisfied means working close to home and with nice people. Others are just collecting a paycheck and doing as little work as possible.

Examples of employee satisfaction are

  • Work hours
  • Office location
  • Commute length
  • Flexibility
  • Company culture
  • Office politics
  • Leadership tone
  • Consistency 
  • Workload
  • Social status
  • Health & Safety
  • Trust

The list is extensive and we could go father than those listed above.

As a result, job satisfaction is how employees think and feel about their jobs.  

A satisfied employee may view their job as enjoyable, fulfilling and meaningful.  Whereas, a dissatisfied employee can view their job as pointless, demeaning and stressful.

So, why is employee engagement important?

Employee engagement drives performance which goes beyond the day to day normals. Going further, employee engagement drives performance. Engaged employees look at the whole of the company and understand their purpose, where, and how they fit in. 

In addition to this, employee engagement addresses their level of motivation, involvement, and emotional commitment to the job, the company, and their co-workers.

So how is this achieved?  Here are a few examples:

1. Assign company values

Assign one of your company’s values to a certain employee, every month, based on a peer voting process. The person who best represented that value can be set as an example and properly acknowledged for their actions.

2. Encourage personal projects.

Dreamwork Animation does through a short story initiative.  Designers pitch short stories where the winners are awarded the time and team resources to bring the animation to life!  

Depending on your company, personal projects can bring different departments together and connect employees outside of the on-going routine.  All of which benefits the overall engagement of everyone involved.

3. Assign a buddy/mentor for every newcomer.

If your organization is on the large side, this engagement tip can make a HUGE impact. Onboarding, as we know, is critical to your new employee’s ability to adapt and gain an early sense of achievement. As a result, a trustworthy relationship is built with someone more experienced in the company that can guide the newcomer. 

4. Encourage charity.

Perhaps there’s a cause that aligns with your company’s mission. You can empower employees to team up and raise money for that cause, in a friendly but competitive manner. 

5. Encourage volunteering

Volunteer-for-a-cause is a great way to allow the team to gain a deeper connection to their jobs.. Give your employees dedicated time to volunteer for a cause they support. 

6. Celebrate achievements

Big or small, they are the solid proof that the work people are putting in has meaning. No one can go through tasks and assignments for months or even years without burning out. Refill the team’s energy tanks with some recognition and celebrate hard work. This is also a great way to foster a stronger team function.

7. Have themed office days.

For the more open-minded companies, this initiative can bring a lot of fun.. Have a Hat Day. Maybe a March 14th, Pi Day where people can bring in pie-like treats. Seasonal Theme Days can help break up the looping annual routines. 

The range is diverse and can really boost up employee morale.  Not to mention, pleasantly fracture monotony in the work routine.

8. Celebrate your people!

Birthdays, promotions, retirements, newcomers welcoming, there are plenty of important moments where people can be put at the front of the company. They literally make the company and it’s a great and relaxing way of showing them that they matter.

Cultivate Top Performers.

The goal of Customer Engagement practices is to develop as many top performers as possible.

Top performers embrace change. They search out ways to improve themselves and challenge the status quo. These achievers hold themselves accountable for delivering results. 

Whereas, low performers avoid accountability, cling to the status quo, and resist change.

Outperform the Competition.

There’s plenty of stats out there on organizations with an engaged workforce outperforming their competition. Companies have reported higher earning per share (EPS) and faster recovery after recessions and financial setbacks. Engagement is a key differentiator when it comes to growth and innovation. 

As a result, a company that has an effective employee engagement strategy and a highly engaged workforce is more likely to retain top performers as well as attract new talent.

Moreover, the expectations of employees have changed.  Mobile professional careers are much more common than “job for lifers”. Also, the retention of top talent is more difficult than before.

The bottom-line, successful organizations are value-driven with employee-centric cultures.

How does your organization measure up?

Tune in next week when we goo deeper into how employee engagement is measured in the workforce. We’ll discuss how to measure employee engagement.  Along with what is needed to prepare a readiness assessment and embark on a value-added engagement survey.

6 Quality Interview Questions

6 quality interview questions

The key to getting a great job offer is portraying an authentic, positive and lasting impression. Whether you’re a seasoned employee or just getting started, these 6 quality interview questions can help the process.

With a professional resume, this is achieved in the first point of contact.  In addition to this, you’ve got to nail the job interview. Asking insightful questions during a job interview demonstrates professionalism, thoughtfulness, and commitment.

That being said, candidates can get lost when it comes to asking the right sort of questions. This blunder shows either a lack of preparation or the stress of the interview. Neither of which leaves a positive impression. 

Like much of life, the failsafe is to be present during the entire interview. Presence shows confidence. Additionally, the best interview questions are oftentimes the ones asked naturally from engagement in the conversation. 

6 Quality Interview Questions

1. What is the history of this position?

It’s valuable to ask about the history of the role. In this case, the answer is useful to know what environment you’re entering.   Furthermore, it shows forethought and attentive care for the position. 

Perhaps this opening was recently created to support company growth. In which case, ask a follow-up question about who owned the responsibilities up to this point, and how the duties will be transitioned.

If you are interviewing for a position left vacant by someone’s departure, get a sense of what happened.

  • Why did the predecessor leave the job?
  • Where they promoted or internally transferred?

If the predecessor was internally repositioned, ask about direct training potential.

2. How does this position support management and serve direct reports?

Certainly, the answers to this question will help you gain insight into the position and how it fits the framework of the company as a whole.

  • Who is your support?
  • Who will you supervise and guide?

Consequently, understanding this will offer a glimpse of what skills are critical for your success.

3. In the first 6 months, what accomplishments would you like from me?

This targetted question shows your commitment to adding value and delivering on expectations. It’s one thing to understand routine tasks and responsibilities, it’s yet another to fully understand expectations.

Altogether, an interview has a singular goal. To demonstrate your fit for the position.  Inquiring about expectations directly speaks to this goal.

4. Which part of the position has the steepest learning curve? What can I do in order to get up to speed quickly?

For some jobs, learning the technology or the internal company procedures is the most challenging aspect of coming on board. For others, it is about understanding the human network. Therefore, guidance on how to speed up the learning process can give you a significant advantage.

5. How is the feedback process structured?

Feedback is how humans improve. To excel in a new role, you’re going to need analysis as a way of marking the perimeter of success. 

Does this company limit its feedback cycle to the annual reviews? Does the hiring manager make it a priority to deliver just-in-time acknowledgment and suggestions for improvement?

As a result, asking these questions represents your intent to learn and grow with the role.

6. What opportunities will I have to learn and grow?

Does the company offer formal or informal mentoring and coaching? Does it invest in continued education or professional training?

Great companies want to hire people who are dedicated to personal and professional growth. Show your hiring manager that continued development is important to you.

Close the interview on a high note.

As a bonus, there are several questions one must never ask during an interview. 

Asking about money, raises and promotions are taboo and can show yourself as arrogant and self-serving. 

Stay away from company gossip. It matters not what your friends, friend says about the company politics or a piece of news read in a local paper, keep your head in the game of professionalism and acknowledge the interview as an opportunity. 

The goal is to end the interview in a powerful and impactful way. For this reason, maintaining professionalism, acting authentically and these 6 quality interview questions are all part of the equation of your success.

The Road to Executive Level Leadership

The road to executive leadership

With there being a lot fewer executive positions than mid-level management roles, the road to executive leadership is highly competitive. Therefore, it’s abundantly more difficult to climb to this next rung of the corporate ladder. 

However, with the right attitude, work ethic and connections, you can prove your value and earn that coveted executive title and responsibility.

Understand And Embody ‘Executive Presence’

It seems as though the concept and practices of executive presence have tremendously increased in value over the years.  Last week we dove deep into what EP really is and found that, at the roots, executive presence is the powerful ability to inspire confidence.

Executive presence includes first impressions of appearance, interpersonal communication skills, and body language.  EP consists of effective listening, effectively maneuvering through office politics and exuding authentic charisma. 

Technical skills might have landed the job, but an executive presence moves a manager up. 

 Develop Your Strategic Thinking Skills

Lower levels of leadership focus on the day-to-day execution of the strategy. Executive levels focus on developing a broader view of the organization.

The development of strategic thinking allows you to become aware of the big picture.  Develop more skills in seeing the interconnections between the operating systems and long game strategy. Lean into thinking more strategically and from a systems perspective.

Maximize your Influence.

Given that great leadership is about influence, and not authority, you have to learn how to maximize your influence. Your ability to influence others is impacted by how you are perceived. Therefore, you have to figure out how to increase the perception of your value. The single best way to do that is to solve important problems for influential executives. 

Step Outside Your Comfort Zone – Network with the Entire Team

To lead at the executive level requires comfort outside of usual routines.  It’s relatively easy to limit our office interactions to those inside our sphere of expertise, however, to build confidence as a leader you’ll want to connect with the entire team.  Start expanding your tribe outside your core area.

Network with people from different parts of your organization in order to learn different business functions or program areas.

Build your reputation outside your comfort zone.  This way if/when opportunities open for advancement, decision-makers already know your name, and know it well.

Work With A Leadership Development Coach

As professional athletes know well, a trusted coach can soften the learning curve dramatically. A coach will guide you to clearly see your strengths, blind spots, and competencies. They will also show you how to identify the people and roles that will enable you to thrive.

Some coaches are focused on skill development, others are sounding boards. Find a coach who can do both and make the investment. 

Build Self-Awareness For Growth

This is a big one. It can also be the toughest one to chew on. Building greater self-awareness about one’s leadership presence and effectiveness is a key piece to preparing for an executive-level position. If possible, participate in a 360-degree feedback process.

This process can uncover your leadership strengths to build upon, as well as, identify others’ perceptions of your efficacy.  Disparities included.

Be Clear in Your Goals.

If you have a clear goal for your career, let it be known. Ask your immediate supervisor to craft a skill plan for you on exactly what you need to do to get to the level you want. Then start executing. It will take a combination of building relationships, professional training, results you’ve achieved, and lots and lots of emotional intelligence. If you really are in it for the long haul, let it be known.

Develop Executive Courage

It’s usually the tough decisions that move the needle. Therefore, executive courage around action, communication and trust is a critical leadership skill. Like any muscle, the more you flex it, the stronger it becomes. You cultivate executive courage by trying new strategies (even if some fail), engaging in crucial conversations and confronting challenging situations that trigger discomfort.

Manage Up

Managing up is a common challenge for emerging leaders. It’s important to manage your own boss, as well as extended relationships with your boss’ boss, board members, C-level executives, etc. These relationships directly correlate with the level of influence you have. Knowing what to communicate, when and with whom, will increase the visibility of your impact as a leader. 

Think About What The Company Needs

The end result, on the road to executive leadership, you want to build your business acumen. By showing you can make good judgments and quick decisions, you show preparedness toward the next step in career growth.

An executive is accountable at a whole new level. If a manager wants to move up, they need to think about what the company needs. Have the team you manage to be outstanding. Be known as someone who helps other people succeed. Be someone whose word is impeccable.

Executive Job Search Strategy

Executive job search strategy

Remember when you were early in your career and you’d apply for a job then go home and wait?  You knew you had all the required skills and experience, so it was just a matter of time. A few days go by and the call comes in. The next day is the interview.  3 days later you have the job and you start next week. Well, those days are long since gone! Nowadays if you don’t have an executive job search strategy, you come close to setting yourself up to fail.

Truthfully, now that you’ve positioned your career higher up the salary chain, those quick job search turnaround days are non-existent. The path to senior and executive-level job placement is an extended process that requires patience and good strategy.

Pro Tip: Manage Expectations

The challenge is to manage expectations that meet the reality of your job search. On-average an executive-level job search requires 4 months to 1 year from the initial point of contact to an actual first day of employment.

The average time it takes to find a job depends on many factors such as:

  • Time of year
  • Geographical demand for your skills
  • Whether you encounter ageism
  • Experience and salary requirements
  • Professional network
  • Job search skills

Time of Year

Q4 is traditionally the slowest hiring period so don’t go rushing into October with high hopes of December placement. However, in contrast, the busiest season for hiring is the first quarter. Manage expectations and remain positive to keep pushing on through slower times of the year.

Geography

All across the country, there are region-specific industry dominants. Depending on your career path, your advancement could depend on your flexibility towards a potential move of house and home.  Consider your chosen industry and region when outlining your timeline for ideal job placement.

Experience & Salary

Aim for your goals, however, do a little research into the companies you are applying to. You want to ensure they have the capacity and need for your set of skills and salary requirements.  Are they in an upswing or decline?  Have their social media channels just blasted news of a hiring fair? These elements can either hinder or expedite the hiring process and in turn, your job search strategy.

Your Network is Gold.

We’ve mentioned this in previous posts and it’s worth rehashing. Your network is solid gold.  At the Senior and Executive career levels, your LinkedIn profile should already be well polished with several years of connections to draw from. When it comes to job searching, this is your ideal go-to for making quick work of landing a job with ease and accuracy. 

Your job search skills.

How’s your job search game?  Ultimately, your drive dictates how fast a job can be obtained.  The steps are defined, now it’s on you to get organized and progress with confidence.

A quick note on ageism.

If you’ve been in the workforce for a while, the chances are good that you’ve seen or experienced age discrimination at work—as two out of three workers between ages 45 and 74 have at some point, according to AARP. From a recruiter’s perspective, there are concerns that older employees not only require increased salaries but will be with the company for a shorter period.   Recruiters and hiring managers are looking for the big picture. 

Ageism can slow your job search process by the assumption that retirement is near.

If you are in a category susceptible to ageism, be prepared to talk about how much longer you plan to work.  Make sure you’re up to speed on technology and current education, as applicable.

Additionally, find the right company by considering what work environment is ideal for your own daily routine. Some company cultures trend younger – startups, for instance- and you may not want to be significantly older than everyone else in the room.  Or that could be exactly what you seek. Either way, due diligence is highly beneficial.

Resume specifics: To show yourself in the best light, hire a professional resume writer to modernize and retool your resume. Seriously, at this stage, a professional is a value-added investment to career advancement.

Extensive work history can begin to look muddled on a resume, as can the skills section after a few decades of career growth. Allowing a professional to optimize your resume, and LinkedIn for that matter will give you the leg up with ATS and recruiter processes.

Here is a link to our schedule at Power Writers USA so you can see availability and book a free 15-min consult. https://calendly.com/powerwritersusa-ca

7 Success Tips to Setting Career Goals

7 steps to planning career goals

With the beginning of every new year and now a new decade, many are looking within and setting career goals for short and long-game success.  Have a read for 7 success tips to setting career goals at any time of year!

Setting goals is a significant component of the career planning process. To have a successful and satisfying career, it’s best to define your goals and devise a strategy to achieve them. Having a career action plan is like a roadmap that will guide you from choosing a satisfying occupation to progressing through an extended and successful career.

How Setting Goals Affects Your Career Success

Look at your career action plan as a 2-sided approach with both long and short-term goals. Without a doubt, the more specific you can be about each step will greatly increase your probability of achievement.

Especially if or when barriers get in the way.  Life moves quick and ultimately we never know what experience is just around the corner. Your plan can be your peace of mind in the event of sudden unexpected changes.

The Difference Between Short and Long Term Goals

Consider a short-term goal as obtainable in approximately six months.  Long-term goals look ahead to roughly three to five years to achieve. Naturally, the timelines are somewhat fluid. Sometimes you can crack a short-term goal in fewer than three months and other times a long-term one may reach fulfillment towards the end of a decade.

Just ask Bill and Melinda Gates how long it’s has taken to eradicate Polio in 3rd world regions or how many years they’ve been working on developing clean and safe nuclear power plants for global benefit.

To achieve each long-term goal, you must first accomplish a series of short-term goals.

For example, let’s say you aspire to become a doctor. That may be your ultimate long-term goal, but before you can tackle it, you must achieve a few others, such as complete college (four years), medical school (another four years), and a medical residency (three to eight years).

Along the road to reaching those long-term goals, there are several short-term goals to clear as well. Such as, excelling in entrance exams and applying to college, medical school, and eventually residencies. Since grades matter when it comes to achieving those goals, it is necessary to break your short-term goals down even further, like earning a high-grade point average and remembering to eat healthy along the way.

7 Ways to Increase Your Chances of Reaching Your Goals

Your hard work will play the most prominent role in your success, but if you don’t formulate your goals correctly, it will be much more challenging to accomplish them. Ideally, your short-term and long-term goals meet the following criteria:

#1: Have specific goals. You might say, “I want to be successful.” Well, who doesn’t? But can you define what success means? Success to one person may mean becoming CEO of a company while to another person it may mean getting home from work no later than 6 p.m.

#2: Your goals must be measurable. Have a timeframe for achieving your goals and a way to determine when you have reached them.

#3: Don’t be negative. Your goal should be something you want rather than something you want to avoid. It is much better to say, for instance, “I want to improve my skills over the next four years so that I qualify for a better job” than “I don’t want to be stuck in this job for another four years.”

#4: Be realistic. Your long-term goals must be compatible with your abilities and skills. Stating “I want to win a Grammy Award” if you can’t sing or play an instrument will set you up for failure.

#5: Your goal must be reachable within your time frame. Break a long-term goal down into smaller goals. It is better to take baby steps than one big giant leap.

#6: Pair each goal with an action. For instance, if your goal is to become a writer, sign up for a writing class. 

#7: Be flexible. Don’t give up if you encounter barriers that threaten to impede your progress. Instead, modify your goals accordingly. As an example, say you need to continue working but this is keeping you from going to college full-time. Be flexible. Although it won’t be possible to finish your bachelor’s degree in four years, you can still enroll in school part-time and take a bit longer.

The point is, goals can become actuality with patience, perseverance and a solid plan. Need help?  Our team at PWU is here to help. We offer Resume updates, Cover Letters, LinkedIn Optimization, Recruiter Services, and Professional Career Coaching.

Book a free 15-min consult here https://calendly.com/powerwritersusa-ca

How To Negotiate Salary and Benefits

how to negotiate salary and benefits

When it comes to hiring negotiations employers rarely make their best offer first. Like all business practices, the negotiation process is strategic. Additionally, candidates who intentionally negotiate salary and benefits generally earn more than those who don’t.

Plus, a well-thought-out negotiation shows the strength of your character which, in turn, portrays the powerhouse employee you plan to be.

Prior to the interview, make time to do research. Know the industry salary standards and learn about the company’s current salary and benefits ranges. These understandings will be valuable when asked for your ideal salary.

During the interview, hold off on the money talk.

Honestly, discussing financials too early can be a major cooling point. The time to talk about money is when they’ve fallen in love with you. Once the employer has decided you’re right for the job, then all focus can move to the big money.

Inevitably, of course, you will be asked about salary expectations. It’s a common tendency for people to lowball their salary range. We get it.  Everyone wants to stay in the game when this question comes into play. It helps to specifically know in advance what you want from the position.

Know your worth and consider not just your short-range salary goals but also your long-term career momentum.

The Offer Is On The Table: 3 Tips for Next Steps

Don’t Commit Too Quickly: Employers often offer the job and salary simultaneously. Never say yes right away — even if you like the offer. Tell them you’ll give them an answer within a certain time frame. There is nothing wrong with coming back to try and get more.

Articulate Your Expectations: Consider whatever has a perceived value to you.  This could be time off, flexibility about where you work, autonomy or ownership over a specific area or the basics of job title. Tell the employer what you want from the job, in terms of salary, benefits, and opportunity.

Negotiate Extras: If the employer can’t offer you the salary you want, think about other valuable options that might not cost as much. Remember, education is a great benefit which not only costs employers less to offer but can make a big difference in your long-term marketability.

You also can add a few contingencies showing your confidence in your performance.

You could ask the employer to give you a salary review after six months rather than a year. You could open the discussion for a year-end bonus if you achieve certain goals. It shows that you believe in yourself and are committed to bringing significant value to the organization.

Now, the first step is to get yourself out there! Whether you’re needing a Resume update, Cover Letter, Recruitment Services or LinkedIn optimization, our team at PWU has what you need.

Follow the link for a free resume review and consultation. https://calendly.com/powerwritersusa-ca

Can a Resume Be Multiple Pages?

can a resume be multiple pages

Resume length is always a hot topic in our office. Can a resume be multiple pages? The overall feeling is that if a resume is too long, then it’s at risk of a hiring manager/recruiter not reading the entire document. On the other hand, if the resume is too short, it can come across like a shortage of desired experience.

Without a doubt, there’s no magic resume length that works for everyone.  Every resume should be customized according to each individuals need.

One-Page Resumes

Depending on where you are on the career path, a well written one-page resume can absolutely make the perfect impact. However, with expansive education histories and applicants navigating a dynamic workforce, single-page resumes oftentimes create limitations.

Absolutely, the goal is to create a document that represents skills, accomplishments, and experience.  If the focus is primarily on the appropriate number of pages this can really inhibit one’s ability to effectively market themselves. 

There’s just no advantage to cramming everything on one page. Especially if the end product cluttered and difficult to read.

Situations where one-page resume can be ideal:

  • Fewer than 10 years’ experience
  • Career changes where past experience doesn’t transfer to new goals. 
  • Work history of one or two positions with the same employer

Two-page resumes

But how long should a resume be if you’ve been in the workforce for a while? This is a valid question for those with extensive work histories.

Obviously, with one-page, we’re working with a small space yet aiming to offer a high impact. With a heading at the top and resume sections below including qualifications summary, experience, education, and skills, there’s not a lot of room left over for in-depth accomplishments.

Two pages allow extra space to really showcase the history while targeting your desired job postings. 

Just remember, you do want page-two to see the light of day! If the resume length extends to two pages, be sure to include the most compelling information on the first page.

Three pages or longer

While three pages may seem like you’re entering novella territory, this resume length is oftentimes necessary for high-level professionals.

To keep it concise, write with the employer’s needs and wants in mind.

In addition to this, we recommend you take inventory of why you need a longer format. As well as that, we need to allow for several adjustments before going to multiple pages.

The aim is to build on quality versus quantity.

First to consider is letting go of early career experiences that don’t market to current goals. A resume should not be an obituary of one’s career. It should tell a detailed story highlighting the specifics of your job search.

The ideal resume length depends on you

Are you a student or new graduate with qualifications that don’t quite fit on one page? Try two pages. Are you a CEO with a penchant for getting to the point? Try a one-page resume. The rule is there is no rule.

Resume Goals: Craft an easy to read document that consists of relevant content with a clear and consistent theme. Aim to distinguish from the competition by portraying current and detailed information.  Target keyword optimization to meet ATS approvals.

If all of these factors can be positively addressed on one page, so be it. But if it takes two pages—or more—to address each factor, that’s fine too.

Finally, don’t sweat it. If all this overwhelms you, our team of professional resume writers has just what you need.  Reach out for a free resume review and consultation. We offer Resume updates, Cover Letters, LinkedIn Profile Optimization, Coaching and Recruitment services. 

Connect with us here for a free 15-minute consultation. https://calendly.com/powerwritersusa-ca