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Don’t Stress Out about Stress…Yet

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Photo courtesy of Sarah (https://www.flickr.com/photos/dm-set/). Some rights reserved.I have been trying all morning to find a Quartz article that other articles (Apost.com) have been referencing regarding bad bosses, why people don’t leave them, and how a bad boss can be as bad for your health as second-hand smoking. I couldn’t find this source article, so I won’t cite the statistics as truth – YES! I fact check!

So, I did a little bit more legwork to see if I could find the original research sources (The American Psychological Association, Harvard, and Stanford.) What I found was that a “recent” study being cited, isn’t very recent at all – 2015.

Further, people who cited the original Apost.com article said that the Quartz article quoted the American Psychological Association stated 75% of American workers said that their boss was a “major cause of stress.” I have not been able to validate this either.  It also says 59% of these people would not leave their job in spite of their bad bosses – I also found no validation of this statistic, and I was relieved for that!

Here is what I have been able to validate

An aggregation of 228 different studies found:

  • Those who face major stress at work are 35% more likely to be diagnosed with an illness.
  • People who work long hours are 20% more likely to die sooner.
  • The fear of losing your job increases your chance of having poor health by 50%.

I’ve had many clients over the years who had to leave their jobs because they believed it was making them sick – literally. They weren’t imagining it. Science has proven that stress can negatively impact our health. There are too many citations to reference on this. If you would like proof, go to pubmed.org and enter “stress and disease” in the search bar.  If you are in denial of this, it may even benefit your health, too.

Not all stress is bad. Eustress is the good kind, and further studies indicate that our perception of stress is the real determinant as to whether it will impact us negatively in the form of sickness and disease, or whether it will improve our performance, resilience, and sense of achievement.  Some people bring out their best in stressful situations.

You have to assess your beliefs about stress and know your own stress limits before worrying that your string of sicknesses is related to your job.  A report I found cited the theories and methodologies of some major I/O Psychology thought leaders (Kahn, et. al.,) which purported that a person’s fit to their environment determined whether the job would produce eustress or distress.

Now, how well do you fit your environment?

A bigger question is, if you recognize that your environment does not allow you to thrive and operate at your highest levels, are you going to do anything about it?

The Apost.com article was thought provoking, even if it wasn’t properly referenced. The author, who surmised that survival is why people stay, stated, “Given the present market conditions, it is not an easy decision to quit one’s job and start over entirely.”

I have two things to say:

#1 – Regardless of market conditions, changing jobs is not an easy decision.  For many, this decision impacts not just the individual, but also family members and logistics that may be working. This is the #1 reason I have found why people stay at jobs that cause them (dis)stress. They operate under the notion that the chances of finding something better that also works with their lifestyle is a fantasy.

I’m here to tell you – it’s NOT!  It still won’t be an easy decision, but once you make it, engaging a partner like me will help ensure that you land swiftly and safely in a position that aligns with your lifestyle, values, and professional ambitions.

#2 – There’s nothing at all wrong with today’s market conditions (as of this post, April 2018.) With unemployment at a 10-year-low and wage growth relatively steady since 2010, there’s no need to be scared of this market – as of now. That could change, of course. But I assure you, having coached through the great recession, people were still landing jobs, and companies still needed to hire people. It just became much more competitive, and all the more reason to engage a coach to help you distinguish yourself and leverage your time and visibility effectively.

If you suspect your job is out of alignment in some way and is causing stress that could eventually (or already is) impacting your health, don’t wait any longer to get help. The job market is ripe, and just being in action and having a partner and a plan can greatly reduce your stress.

You don’t have to jump ship; just take the first step and book your free consultation!

How to Stay on the Same Side when Negotiating Salary

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Everyone’s only out for themselves.  It’s a dog-eat-dog world. Maybe that’s what you have been taught. And if you bought it, you will see evidence reinforcing it everywhere. You believe it, and so it is your reality.

If so, the techniques I share in this blog are not for you. If you struggle to give people the benefit of the doubt, you will use negotiation tactics that are defensive. And, if you feel like you are struggling for power and losing, your approach may even border on adversarial.

If you struggle to trust a company even though it seems to be on the up and up, you will assume they are hiding something, and it will reveal itself in due time. In the meantime, you cover all your bases and feel compelled to constantly cover your … butt. In your professional work, if you feel the need to be competitive with others for attention, credit, prominence, and pay, you will assume others go to great lengths to win and that justifies you doing the same.

You are the last person my clients want work with, work for, or hire.

Why? You will most likely insist on being the last one to reveal your ask, even when pressed. You will try to circumvent the people in the company who are expected to ensure policy is followed for fairness and consistency. You may not even realize your bias against human resources.

You won’t believe what I am about to advise, so you might as well stop reading here.

If you consider yourself to be a moral, ethical person who believes that people are generally good and fair, you have found yourself disgusted by some things you have experienced in cut-throat corporate America. Even if you know there are good people out there, you may not have a lot of faith they can stay good in a system that promotes gaining profit (corporate and personal) over all else.

That being said, you want and deserve to be paid fairly. And there are so many great things you want to do with excess income that would enhance your life, help your family, and perhaps serve many others.

I have a deep compulsion to help you earn as much as possible within your market value range.  The truth is everyone wants a fair deal. I want that for you. You want that for you. And I want that for your employer, too. Why? Because when a company gets ROI on its talent, and it is a conscious corporation, it will reinvest profits in its people. And that is what we are all about.

A lot of companies say their people are their number one asset, but how many of them demonstrate it consistently? Finding out if a company really means it is getting easier (and we are working in making it even easier). And these companies will do the right thing by their people – and that’s when everyone wins.

If you want to stay on the same side with your employer during compensation negotiations, the first thing to do is due diligence: qualify that employer as a conscious company. Glassdoor, Top Places To Work lists, and the tenure and growth of its people historically (information you may be able to assess on LinkedIn) are resources you can use to do this. Then, of course, reach out directly to people on the inside to see if what you gather is substantiated.

The second thing you must do is understand what the market pays for your skills, experiences and talents. You can do this through online research on bls.gov, the salary estimates on Indeed (in the left column), reports on salary.com, and Glassdoor data. I recommend that you always ask a local recruiter who niches in your field to validate what you find. Make sure your data is based on local positions, or you adjust them based on your local cost of living.

Next, determine how you uniquely add value to this. In the nearly 12 years I have been a career coach, I have always been able to identify unique qualifiers for my clients, which is the essence of branding. Often there are monetary values attributed to those unique qualifiers, which can be qualities or hard skills. These can either push you into the upper ranges of market value, or move you above market value. Either way, you must be prepared to justify these clearly in a business case for your employer.

Whether you want to make a fair ask that enables the company to get ROI on you, or you are a top performer and the company knows how to leverage and develop you, they will aim to make 1.75x your salary. You may have a role traditionally considered to be in a “cost center” for a company, such as customer or technical support, but make no mistake – each and every role in a company was designed to contribute to the balance sheet in some way. If you’re not directly generating revenue directly, you are making it more possible, or you are helping to reduce costs or avoid shut-down/fines.  When you understand how your role contributes in this way, you can ensure that your ask is fair and that your reasons for believing this can be clearly articulated.

If your research indicates that the market value for your current position won’t meet your quality of life standards, it’s time to re-evaluate your career. And if you are unsure if the market value will support your needed standard quality of life and also provide a retirement you desire with the future quality of life you want, it’s time to get with a financial advisor. I am happy to make a referral. Just private message me.

Notice I haven’t said anything about your prior compensation. In spite of some companies’ and recruiting firms’ practices of determining your future value by your current value, your past or current compensation is not an accurate determination of your future value at all. It may be a reflection, however, of your self-worth. The branding journey we take our clients on helps them feel in alignment with their true market value and overcome the mental mindset that can develop from being underpaid and undervalued.

Lastly, what do you ask for and how do you come to an agreement with your employer while still keeping things friendly? After all, this is the first big decision you will make together. How you come to an agreement sets the tone for the commencement of the partnership, and it will influence your impression of each other from that point forward. Don’t you want to feel like you’re on the same team?  You each have an agenda, but the negotiation is really about finding the overlap and understanding the other party.

I am not one to advise people to refuse to answer questions about desired or expected salary.  Some of my peers, and even mentors, would.  If you feel like you might be taken advantage of by divulging your ask too soon, then you don’t trust this company. Maybe you wouldn’t trust any company? Or perhaps you didn’t qualify them as a company worthy of your trust? If you are the former, you probably should have stopped reading very early on. If you are the latter, do NOT enter into negotiations until you learn that the company is trustworthy, conscious, and invests in its people.

Instead of “holding your cards close to your chest,” I recommend boldly coming out with a reasonable range, data to back it up, and a business case to explain if you are asking for more than what the position usually pays. Keep in mind, ethical or not, when a person hears a range, they focus on what they are inclined to focus on in order to achieve their agenda. An unconscious company will want to get talent for as little money as possible. And a conscious company will not want to overpay for talent, because it hurts the company and inhibits their ability to re-invest in their talent.

Both examples will hear the low end of your range. So right after giving the range, discuss what conditions would have to be met in order for you to accept the low end, then swiftly explain how the company will benefit from investing in you on the high end.  Your low end must still support your current standard of living. Don’t give a low end that will leave you feeling slighted if offered, even though a conscious corporation would offer you good reasons for doing so.

Collegial negotiations are not just dependent what you say, though. It’s really more about how you are being – are you expecting the company will find your ask reasonable and do what they can to bring about the best possible outcome for both parties? If not, you probably should have stopped reading much earlier. This method will not work if you are suspicious. Authenticity is key here.

Lastly, leave the door open for them to ask questions and counter-offer. If a counter-offer seems way off your ask, ask them to help you understand, while giving them the benefit of the doubt that they have their reasons.

True story: I was trained in negotiating with candidates and employers as a recruiter. In my annual review shortly after that I was expecting a raise since I had been promoted in title. As trained, I did my research. In this annual review situation, it’s not customary to make an ask, as you’ve probably experienced. I anticipated my raise to be 50% above what I was making and instead it was a 10% raise. I had been underpaid my whole career prior to that, and armed with this new training, I was ready to earn fair compensation.  My boss, the VP of Sales – a master negotiator, had trained us to engage clients and candidates in further discussion when agendas didn’t align with the request, “Help me understand.” It became an inside joke, but in all fairness, it works, and it worked on him, too. I don’t have a poker face and I’m sure my disappointment in the offer was all over my face, so I took a deep breath and earnestly said, “Help me understand. I did research and based on the data, my compensation should be X.” I pointed to recent successes and things I had done outside of the scope of my role. He wanted to take a closer look at the data himself, and discuss it with the finance department and CEO.  They came back with a raise that was in my range, and a bit above the median. I, thankfully, had a conscious boss and CEO who wanted to pay talent fairly. 

The training I had was not the same as what I see other negotiation coaches promoting. It was designed to help three parties get on the same page, the employer, the candidate and the recruiting firm.  Our agenda was to keep strong relations with the employer to supply future talent needs, and to help our candidates earn as much as possible so that they stick and so that our share increased.  I used this training to increase my own salary by 50% and finally earn market value, and now I’m sharing it with you so that you can earn your fair share too.

 

If you would like to have guidance and support in qualifying conscious employers, understanding your unique market value, formulating and making your ask at the right time, reverse-engineering your career to align with your desired quality of life, and/or crafting counter-offers, e-mail Karen@epiccareering.com with the subject line: Make My Career Epic.

 

The Searchers – Take Me For What I’m Worth 1965

The Searchers – Take Me For What I’m Worth 1965

Is the Dominant Emotion of Your Company’s Culture Fear? Here’s a Simple Quiz to Find Out.

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Photo courtesy of Lesley Van Damme (https://bit.ly/2H9l9Wd). Some rights reserved.

Marketing psychology has taught me that people are motivated to make a change or a purchase in order to either move toward something desirable or away from something undesirable. And the latter tends to be a more powerful motivator for most. I predict in coming years this will shift as a natural evolutionary byproduct of the technological revolution, provided we use technology as a tool for solving our major problems.

It certainly has the potential to, yet it remains unclear how this will translate to effectively solving our people-based problems. For now, a companies’ major tools to address people-based problems are training, standard operating procedures, coaching, and culture.

Some companies manage this better than others. It appears to me, based on job seeker targeting, public stock prices and other evidence of growth, that companies focused on proactively moving in a positive direction culturally are doing better than companies merely trying to avoid major crises. One is driven by desire, while the other is driven by fear. You can liken it to playing offense versus defense.

A very powerful verse from Living the Wisdom of the Tao by Wayne Dyer [captured below and mentioned here] helped me realize that when you are focused on the highest good and being the best version of yourself, you no longer have a need to regulate bad behavior.

So, when a company is operating with integrity and effectively nurturing a culture of inclusion, empathy, mutual respect, optimized personal and professional development and acceptance, it rarely needs to focus on problems like harassment, bias, discrimination, disengagement, bullying, ethical violations, and high turnover.

Perhaps you feel I am oversimplifying this, and admittedly, there are other factors that need to be considered as well, such as employee compensation structures and hiring practices. If you follow me, you have certainly heard me stress the importance of self-awareness and how all transformations begin with that. Here again, it is definitely important to have the ability to recognize if this is a systemic issue in your organization.

If your company is adequately able to do this, at least you’re on the front end of what could be a positive evolutionary turn for your company. A company, just like a team, needs both a good offense and defense to win.

What stage of transformation has your company achieved? Are they instituting new policies, practices, procedures or tools based on avoiding problems? Or are they moving toward a more ideal corporate well-being?

As the technical evolution accelerates exponentially, I predict the latter companies are going to survive and the former companies will eventually die. And so, you too must go from playing defense to playing offense. I advise you to plan and manage your career accordingly.

Here is a quiz that will let you know which category your company falls into. If your company falls into the defense category, assess your company’s leadership. Do you feel it has the talent and support to transition into a company that plays offense? If not, that either has to be you, or it’s time to plan your exit.

Tally up how many answers are offense versus defense to see which is dominant.

  1. Does your company provide coaching on emotional intelligence or merely sexual harassment awareness training?

Emotional Intelligence training = Offense

Sexual Harassment training = Defense

Neither = Apathetic = RUN!

  1. Does your company have strict attendance policies or do they operate on an honor system?

Strict clocking in/out = Defense

Honor system = Offense

Nobody tracks attendance and everyone abuses it = The company is probably bleeding money – RUN!

  1. Do performance reviews incorporate goals you identify with or solely those of your boss/department?

Boss goals = Defense

Individual goals = Offense

We don’t have performance reviews = Who still does this? RUN!

  1. If there are conflicts between co-workers, is the focus of the resolution aimed at identifying and punishing the “offending” party, or is there a benefit of the doubt extended to all parties with an aim to arrive at a mutual understanding and compromise?

Punishment-oriented = Defense

Empathy-oriented = Offense

We fight it out and the loudest, bossiest person wins = RUN!

We experience no conflicts = Reflects either an authoritarian culture dominated by orders and compliance, possibly stifling creativity and originality – RUN!

OR everyone is hired based on their agreeable nature = Be wary, as innovation most likely lags far behind.

  1. When it comes to social media policies, does your company forbid or restrict social media or do they encourage you and train you to leverage it as a promotional tool? (Exclude yourself from this question if your whole industry is regulated.)

Browsers block social media = Defense

Social media savvy is promoted = Offense

Most of my co-workers waste the majority of their day messing around on social media = Your company may be a front for illicit activities, because companies can’t survive like this – RUN!

You may find that if your company is more defensive than offensive, much of the day feels tense and the moments of triumph are few and far between. If you would like to become an agent of transformation to coach your company to be more on the offensive, Epic Careering offers one-on-one leadership coaching as well as workshops. Or, if you now realize you would rather work for a company that is further down the evolutionary road, we can help you land there too.

On the other hand, if your answers indicate that your company is playing offense and doing it well, I anticipate you will be growing and hiring, and I would love to help more quality talent pursue your company as an employer. We should connect!

If any of the above apply to you, private message me or e-mail me at Karen@epiccareering.com.

Freddie Mercury – In My Defence (Official Video)

Freddie Mercury – In My Defence (1992) Click here to subscribe – http://smarturl.it/sub2FreddieMercuryYT Click here to buy Freddie Mercury – Messenger Of The Gods – The Singles: https://MessengerOfTheGods.lnk.to/FreddieStore Freddie Mercury was a man of many talents and many different sides.

5 Common Job Search Myths Debunked

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Emma reading the newspaper by Diego Sevilla Ruiz of Flickr

Emma reading the newspaper by Diego Sevilla Ruiz of Flickr

 

Is it really possible to switch industries? Can anyone land at their dream job? As a career coach, I have seen many job seekers limit what is truly possible in their careers simply because they believed common misconceptions. Not only do common misperceptions or myths hold job seekers back, but they can be detrimental in the long run. Think of the prolonged job searches, feeling trapped at a job you are disengaged from, and how your health can suffer because of stress. By uncovering and debunking some of the most common job search myths, your job search can soar to heights you never imagined.

 

Myth #1: You do not need a cover letter

Are cover letters a requirement? Many employers require a cover letter, but think of them as the key to getting directly in front of a hiring manager. A cover letter demonstrates an interest in the company, explains your skills, and covers what is not included in your résumé. It is an introduction to a hiring manager that highlights your accomplishments, accompanies your résumé, and it is your chance to make your case for an interview. In fact, a cover letter is read before your résumé and often determines if a hiring manager will take the time to read your résumé. A well-written cover letter is tailored to a specific company, grabs the attention of a hiring manager, and beckons him or her to take immediate action.

 

Myth #2: Changing careers is impossible

Jennifer Ghazzouli was a bench chemist for the Philadelphia Police Department. She wanted more from her job and switched careers. She is now in recruiting and leads global hiring strategy for QVC. Jennifer was approached early in her career about becoming a recruiter and was told by others that recruiting is sales. She initially balked at the idea. However, Jennifer knew that she was not happy as a bench chemist. When she talked to her friends, they shared insights and ultimately the job lead.

Changing careers was one of the top frustrations of the many job seekers we asked. They find it is challenging to enter a new industry without the industry experience the job appears to require. A career change requires more work than changing employers, but it is not an impossible task. Like Jennifer, many of the people who successfully broke into a new industry do so through their network. In fact, I saw this happening as a recruiter. A position that called for a specific industry experience would go to someone who was able to promote transferable skills and experience as value-adds. Branding in these cases was just as responsible as networking. In terms of transitioning, research the new industry by looking at employers, asking questions of those already in the industry, and volunteering. Hard skills can be transferred from one career to another. Additionally, soft skills  also play a huge role in your career. Unlike hard skills, a good grasp of soft skills is required in any industry. Like changing an employer, consider what makes you happy in your career and why you want to transition to a new industry.

 

Myth #3: The job of your dreams is not viable

Jack Morrison of SAP America never doubted his chances of success. Unfortunately, most people somewhere along the way are told and believe that success is not possible for them; that they are not worthy to receive what they really want, and/or that it is better to be accepted, and to not rock the boat. So many people settle for a job that pays the bills. Settling for a job you are not passionate about is a recipe for disengagement. Employee disengagement is an epidemic at 70%, costing US companies $450 billion each year, and costing individuals the chance to thrive, be fulfilled and well-paid. Just like with changing careers, research is king when it comes to landing your dream job. Make a list of companies that fit 80% of your criteria and begin finding and reaching out to contacts within those companies. Brian Quinn dreamed of being a rock star from a very young age and never gave up on his dream career. The path was not easy, but he worked hard to fulfill his calling and found success.

 

Myth #4: Do not leave your job without having another one waiting

It is always better to have a new job waiting before you quit. Having a job makes it easier to negotiate for a higher salary and you avoid unemployment bias. However, you may not always have the luxury of searching for a job while employed. Also, consider your happiness if you are employed at a job you dislike. If the job is stressful enough that you want to leave immediately, take your financial situation into account. If you have savings to get by for a little while, plan your job search out, and even consider the help of a career coach. Evaluate the costs to your life and potentially to your wallet by staying stuck versus the investment you make in being able to take control of your life. Think about being able to land at a company where you can thrive and be paid well. That is what we help job seekers obtain!

 

Myth #5: Employment is a one-way street

The job seekers who feel that they are at an employer’s mercy may be stuck in a cycle of disappointment in their job search. Their confidence is gone and they start to believe something is wrong with them, and they must take whatever they can get. In these instances, it is their tools and tactics that need adjustment, not who they are or what they want. The end result of putting yourself at the mercy of an employer is landing an awful job. It does not have to be this way. Just as an employer is making sure you are a good fit at an interview, you are doing the same. You owe it to yourself and your happiness to accept a job at an employer who will keep you engaged and fulfilled. Ask questions at your interview, discover their mission, and research them beforehand. Additionally, your number one weapon against being at an employer’s mercy is momentum, which we help job seekers generate. Momentum is having several offers in play, while employers bid over you- much like an auction. Instead hoping that you are hired by an employer, the employer hopes that they can persuade you to work for them. That is the power of job momentum!

 

Job seeker misconceptions or myths can prolong a job search and frustrate employees who want to make major career changes. Worse, these mistaken beliefs can cause job seekers to doubt themselves, to give up on their job searches, and to reach a place of disappointment and desperation. Often job search methods and tools are the problem, not the job seeker. By clearing away these misconceptions we hope that job seekers will reject these self-limiting beliefs and realize what is possible in their job search.

What common job search myths would you add to this list?

 

 

Brian Quinn’s Epic Career Tale

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Listen to Brian Quinn’s Epic Career Tale

When we are little, we all dream big. We start as blank slates with open minds and imagine grand futures. For most of us, somewhere along the way we learn limits disguised as realism. Our dreams evolve, and we often trade-in big dreams for seemingly more obtainable ones. Thankfully, Brian Quinn did not. In our first Epic Career Tale of 2016, Brian describes how it feels to be pulled to your destiny by your passion. In his case, his destiny was to be a rockstar, and is now touring and writing an album with Candlebox, a band that was very influential to him in his youth.

Melinda Emerson‘s Epic Career Tale

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Listen to Melinda Emerson‘s Epic Career Tale

Melinda grew up, as many of us do, balancing the tightrope of wanting to be accepted and wanting to be exceptional. She chose exceptional, and is now accepted into an elite group – best selling authors. As the Small Biz Lady, America’s #1 Small Business Expert, inspired by Oprah (and who among us isn’t,) she has built a media empire. Up next, a television show. Keep Melinda Emerson on your radar, and check out succeedasyourownboss.com and her YouTube channel to gain boulder-sized nuggets of business wisdom and enter the 12 days of Giveaways.

Jim Kerr‘s Epic Career Tale

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Listen to Jim Kerr‘s Epic Career Tale

Jim is Vice President of Corporate Communications at Unisys. Do you think as a young boy he aspired to be in corporate communications? No. He was just an avid reader and enthusiastic writer. Listen to our interview to hear what Jim would tell his young self about his dreams of being a writer and the corporate success he would eventually achieve. Learn what it takes to be successful in corporate communications and public relations. Get acquainted with who Jim is as a writer outside of the office, as well.

Tim Pash‘s Epic Career Tale

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Listen to Tim Pash‘s Epic Career Tale

Tim is Director at the Philadelphia Microsoft Technology Center and has enjoyed an 18-year bi-coastal career with Microsoft. He learned very early in his career what it took to rise to the occasion of opportunities and has been able to exploit a rare combination of skills to create a brand for himself that has led to amazing career opportunities. He shares the secrets of succeeding at Microsoft and talks about the opportunities available RIGHT NOW.

Berlinda Garnett‘s Epic Career Tale

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Listen to Berlinda Garnett‘s Epic Career Tale

Berlinda’s father must have known what he was doing when he encouraged Berlinda, now and Producer at Fox29 in Philadelphia, and her sister to read the newspaper and discuss how a story could be more positive. He planted a seed that became a calling. What does a calling feel like? I think Berlinda describes it accurately – a burden AND a blessing. What I love about Berlinda’s story is that with her optimistic, find-the-silver-lining viewpoint, she has changed my perspective of the media and the news. Listen to our interview to learn more about how this Philly girl grew into an Emmy award-winning producer and journalist who has the power and perspective to shift paradigms toward the positive.

Julie Hancher‘s Epic Career Tale

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Listen to Julie Hancher‘s Epic Career Tale

Julie was raised in an environmentally conscious home, and had a penchant for writing about how we can save the planet from as young as 4th grade. Like most graduates, she was uncertain which direction she should take her career, especially since had decided that a career in law was not for her. Julie is the first person to tell you that blogging isn’t necessarily the path to financial freedom that some gurus may proclaim, but had it not been for her decision to turn an angering situation into an awareness mission, she may have found herself careering aimlessly in pursuit of something that would spark her internal flame. Listen to our interview to learn more about how her passion evolved into a career she hadn’t planned and a successful business.

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