The Secret To Being A Great Manager

And after two and a half hours of pomp, circumstance, six bottles of water, and the reading of over 900 names (yes 900), the Dean of her school had all the graduates stand and he conferred their degrees upon them as he said, “with all rights, privileges and authority pertaining thereto.”

This got me thinking. It’s similar when you get promoted to being a manager. You get a new title conferred, a new job, maybe some perks and you get authority, right? You get to give directions, give orders and be in control. This is how managers make things happen, right?

Well, from my experience, an education degree and authority have one extremely important aspect in common. They both are earned. As management guru Peter Drucker said, “Rank does not confer privilege or power. It imposes responsibility.”

So, if it’s not by means of authority, just how does a really good manager get things done, drive mission, and drive results? It happens through the realization that businesses are comprised of people. Put simply, a manager relies not on his authority, but on the involvement and commitment of others.

Managers, as they develop, begin to realize that their authority has limits. By giving directions, giving orders and strutting your stuff, you may get people to comply (albeit reluctantly), but you won’t get their commitment, collaboration, their energy, or their drive to voraciously pursue a goal.

The most important asset as a leader is their ability to inspire and encourage others and to impart purpose towards accomplishing the goals of their team. A well-honed manager and leader doesn’t use the word “I.” They only think “we.” They take responsibility for their team, give credit to “we” and through this, not through their authority, instill trust and respect in those they lead.

What this translates to is that your success as a manager is NOT dependent on the authority that comes with a higher title, but rather, it’s very dependent on who you are as a person. Your character amounts to everything, regardless of what managerial level you’re at in your organization.

You may have a flashy title that includes words like “global,” “worldwide,” or “intergalactic,” you may get to move out of the cube farm to an office, you may even have a thousand or more LinkedIn connections, but what makes others want to work with you and follow you are those qualities of personality and character that you have shown through your behavior, day in and day out. People should learn by watching you that you are authentic (there’s only one you regardless of who you’re with), you can be trusted, you care about them and you can be depended on. That’s real authority.

Just how then do you “earn authority”? Really great managers and leaders do it by having/doing the following:

• Integrity that is unquestioned.
• They treat people like adults. They delegate, give others responsibility and hold them accountable.
• A servant’s attitude. They serve others by making it possible for them to be successful. They provide resources, focus on solving problems, knock barriers out of the way, take time to understand what motivates others and makes them tick.
• They don’t think they “know it all.” They are open to input, other alternatives, value others opinions.
• They delegate genuine, challenging work that matters, not just stuff they need off their plate.
• They lead by example. They pitch in.  They roll up their sleeves, get involved and assist where needed. They aren’t “above” this.
• They don’t use the word “I.” Everything is about the team.
• You don’t have to open the double doors to get their head into the office. Ego gets checked.
• Because they are open and honest, it is generally fun and rewarding to work with them. They may drive you hard, but their commitment to the success of others makes you want to be on their team.

So, here’s the net, net. Next to its customers, a company’s most important asset goes down the elevator every night and goes home. Businesses ARE people. As a manager and leader, how fast you get promoted and climb the corporate ladder will be directly related not to the authority you’ve been given, but the authority and respect that you’ve EARNED with people, whether they report to you or not.

Yup, authority is just like a college degree. It comes the old fashioned way… You earn it.

How To Answer Job Interview Questions For Management Roles

Why do you think you can manage a team without any prior managerial experience?

Everyone who has ever moved up into management had to do so with no experience. They want to know how you will go about making this transition? Walk them through your process:

“I think that a successful manager is someone who has a strong work ethic, strong communication skills, and wants the best for the company as well as for their employees. That means they are willing to train and mentor others, lifting people up and helping them develop, and removing obstacles that keep them from success. I’m that kind of person. Let me give you some examples…”

Your examples should show that you exhibited those character traits in a couple of different situations.

Maybe you’ve been in a situation where you had to motivate someone, but you had no authority over them. This is an ideal example, because great managers are not dictators—they are leaders.

Probably, you’ve been on a team where you took on the role of leader and got the team to a goal. This is a great story. Talk about what obstacles you faced as a team (or within the team) and how you resolved them. Most importantly, talk about the results of that project or team goal.

This is an ideal time to introduce your 30/60/90-day plan, so you can show how you would approach this job. You’ll demonstrate your strategic thinking in how you set priorities and goals. It’s the perfect way to demonstrate that you have the ability to do a job you’ve never done before.

How would you go about establishing your credibility quickly with the team?

Some new managers want to charge in to their new role and immediately begin changing things, because they believe it makes them seem smarter and more powerful. In reality, charging forward without assessing the situation first can make a lot of people angry and cause a lot of mistakes.

Establishing credibility in any situation requires that you start by asking smart questions that help you understand what’s really going on. When you have evidence, you can make stronger, better decisions.

So, in your answer, you’d say something that may include, “I would start by getting to know the people under me, and seeing where they are and what they believe their biggest challenges are. With that information, I could begin making decisions that will get us to our goals. No one will work harder than me, and I will lead by example.”

This is another instance where showing the interviewer your 90-day plan (or longer) is a great interview response. You say, “That’s a great question. I put together an outline of what I think I should take action on in the first three months, and I’d like to talk it over with you.” Your plan would show how you would get to know everyone, gather information, and educate yourself on everything necessary to perform in your new role.

Your plan and accompanying discussion will show that you are ready to buckle down and execute on those things that would help you establish credibility and be a productive leader.

TEN JOB INTERVIEW BODY LANGUAGE TIPS

You’ve scrubbed up, brushed your hair, pressed your clothes, shined your shoes and off you go to your interview.

Hold it! Have you checked the interview address? You were invited to interview at 11.00 am but where?

Many companies have several offices in a city so always double check the exact location. Just because the HQ is in the city centre doesn’t necessarily mean the interview will be held there.

So you arrive at the correct address, confident and have read through your CV again and again you know every detail of your career history and skill sets.

There is no reason why you shouldn’t make a success of the interview except for one thing,  your job interview body language.

Your job interview body language can tell a lot about you and if your general demeanour does not emit the right message then all your preparation could be for nothing.

It all starts the moment you walk into the office. The person in reception could be a friend of one of your interviewers, so manner and politeness starts there.

Here are my top ten job interview body language tips;

TOP TEN JOB INTERVIEW BODY LANGUAGE TIPS

1. Walk smartly, enter with a smile and announce yourself. If it’s a cold day and you arrive with a coat, hat, scarf, gloves and a bag, get rid of the lot and ask if it’s OK to leave them in reception. Better still leave the lot in your car if possible. Undressing all this gear at an interview creates a silence that you want to avoid.

2. Address your interviewers by name and shake hands with each. Look them in the eye as you do so and smile as you speak. Remember as part of your interview preparation you should have found out who will be interviewing you.

3. You will be asked to take a seat. Should it be a small distance from the interviewers pull it towards them as you speak so you are closer and can get better eye contact.

4. When seated sit up straight, no slouching.

5. If offered tea or coffee politely say no but if you really need a drink, take a glass of water. Then, don’t keep nervously sipping at it; take a drink and leave it.

6. Do not ever sit with your arms folded, it’s defensive.

7. When answering a question say it with a smile and look from one person to another as you speak. Try to include everyone in your answers.

8. When asked a question never repeat the question. Doing so suggests you are surprised by the question or you don’t have an immediate answer to the question. You’re buying time.

9. If you wear glasses, wear them. Do not repeatedly take them off and on.

10. When the interview is over, shake hands with a smile, thank them for their time and leave smartly.

Walk straight and tall, be confident and polite, not confident and smart. Articulate clearly your career history in a clear and simple fashion and with a smile. Confidence will only come with having total recall of all the work you have done and your achievements from the past.

How To Deal With Culture Shock When Working Abroad

Thinking of working abroad? There are many challenges in moving overseas – from securing a visa to learning a new language to finding a place to live. However, the greatest challenge is one that many people don’t really consider before they move – culture shock.

Culture shock is about the “little” things, from navigating a grocery store in a foreign language to not knowing the appropriate moment to shake hands with a business partner. These little things might not occur to you as the differences between your culture and your host’s, but instead may be subtle or overt, systemic or anecdotal. You may not even realize why a certain situation feels peculiar until long afterwards.

In a world where people, services, and products cross borders cheaply, easily, and frequently, many soon-to-be-expatriates perceive the world as much more homogenous than it is in reality. For example, there are numerous everyday social cues, from gestures to facial expressions to customs, that are either incomprehensible or absent in a new culture.

For example, if you are typically very organized, you might have trouble adjusting to working in environments with relaxed scheduling procedures, wherein meetings often don’t start on time and/or are repeatedly re-scheduled. Or, if you are a woman, you may find it difficult to adjust to more patriarchal organizational structures, norms, and practices within your office.

And, if you typically pride yourself on your effective communication skills, you may find that you have to explain yourself several times, several different ways to be sure your point was understood.

Handling these various situations as they arise may be more difficult for some individuals than others. Typically, those who have already lived or worked abroad have confronted these situations before and have developed means of coping with their subsequent discomforts. Additionally, those who have a keen ability to see the positive side of the worst situations are often able to take these discomforts in stride.

Dealing With Culture Shock When Working Abroad

However, for those new to working abroad, here are a few tips to help mitigate the effects of culture shock:

GET TO KNOW THE CULTURE

While you may have aversion to seeming too much like a tourist in your new home, one of the best things you can do before moving abroad is preparing as much as you can in advance. Reach out to your social networks to see who you know that has spent time in your destination country. Consult guidebooks, history books, expat blogs, YouTube videos – anything that you feel will give you better insight into your new home.

MAKE A LIST OF THE POSITIVES

One way to ensure you remain positive through your transition process is to keep a list of what you are most looking forward to and why you are moving. Follow this with a list of what you are looking forward to leaving behind. In times of stress, having written reminders of your initial excitement will help you recall your reasons for relocating and that your home country wasn’t perfect either.

BE PATIENT

In times of stress, it is most important to be patient – with yourself, your family, your coworkers, and your new “normal”. Experiencing culture shock is a normal reaction to such a significant transition. Placing high expectations on yourself to have “adjusted” by a certain point in your transition will only exacerbate your stress.

WHEN IN ROME, DO AS THE ROMANS DO

Despite any advance preparation, you may still find yourself in situations where you simply do not know how to act. This, too, is perfectly normal. Instead of internalizing any sense of failure, follow the lead of your foreign counterparts. You may, in fact, discover that your initial naiveté will make a great story in the future.

KNOW THAT YOU DON’T HAVE TO STAY

Many expats often feel that once they have moved, they have to stay despite their continued unhappiness. The most successful expats enter their new country without the expectation that their move is permanent. There is absolutely nothing wrong with trying something new to only find out later that it isn’t for you. Before you leave, tell your friends, family, and, even, yourself, you will stay for as long as it makes you happy – whether that is three weeks or three years.

While moving to a new country is daunting in many ways, it can be equally rewarding. Many expatriates, despite the challenges they face, ultimately find their relocation to be a positive experience. Provided you take time to really think through your decision, there is a great possibility that you will look back and say moving, whether it was a success or failure, was one of the most rewarding things you ever did.

Culture Shock—Without Ever Leaving Your Home Country

As global moves become commonplace, relocation and corporate professionals have gained a better understanding of the phenomenon of culture shock. Yet relatively little attention is paid to cultural issues when relocating employees within a country.

When it is acknowledged at all, domestic culture shock is treated as more of a punch-line than a problem. Colleagues might tease the Houston executive about his upcoming move to New York City, or the Milan professional moving to Palermo, but intra-country culture shock is no laughing matter. It is real, and as with international culture shock, there is potential for failed assignments and relationships and the loss of valued employees.

While there is no readily available hard data on failed domestic assignments due to culture shock, relocation professionals know it exists through anecdotal and informal comments from clients.

THE REALITY

According to Dean Foster, President of DFA Intercultural Global Solutions, culture shock is simply the physiological and psychological phenomenon that occurs when the individual is required to deal with cultural differences that challenge their beliefs, expectations and even identity. “I think that the more prevalent linguistic and cultural similarities that exist in domestic moves sort of blinds us to the impact of the differences that are there, and they can probably be even more profound than some international moves,” Foster says.

Sean Dubberke, Director, Intercultural Programs at RW3 CultureWizard, concurs. “Domestic culture shock most definitely exists, especially in large countries where linguistic differences can make it difficult to communicate and interact with locals.”

A transferee might encounter differences in beliefs, geography, climate, attitudes and protocols, differences that exist in most countries, regardless of size or location. According to Foster, most countries can point to significant north/south differences, whether large (the U.S., India, Brazil, Russia, China) or small (Germany, Switzerland, Belgium, Italy, Vietnam, Ireland, Egypt, Mexico, Spain); east/west differences (the same large countries plus many of the smaller ones); or ethnic regional differences (Israel, Sudan, Nigeria, Indonesia).  Intra-country moves between rural and urban regions can also be profoundly dislocating.

He notes that if you combine several elements that make for differences, such as geography (i.e. north/south) and economics (i.e. rural/urban), you increase the affect of these differences—and culture-shock—exponentially. So a move between a rural village in southern India to Mumbai would require significant adjustment.

But even in economically mature markets like Canada, the U.S. or the U.K., intra-country moves with several culture differences are likely to be much more difficult. For example, moving a Canadian Francophone family from Montreal to the Athabasca oil sands area in Alberta; moving a single, 20-something man from a small town in Nebraska to New York City; or moving a London-based family to a small town in Scotland.

As with international culture shock, if the assignee is accompanied by family, the effects increase markedly. “Each family member is experiencing his or her own cultural challenges, and the family is also experiencing these aggregate challenges together,” said Mary Beauregard, an Intercultural Consultant at Global LT.

LIFESTYLE VS. WORK STYLE

For intra-country moves in many developed countries, the bigger culture shock issue, and the one that will likely be of more concern to employers, is work-style differences. DFA’s Foster said, “While intra-regional moves may not affect lifestyle issues to the degree that these issues may be affected in some international moves, they certainly affect work-style issues, which, if not managed successfully, can profoundly affect job and project performance.”

RW3’s Dubberke adds, “In a country like the U.S., regional work-style differences that might appear to be surmountable can present true challenges. For example, the brusque, task-focused approach typical of New Yorkers would be very frustrating for a person from a place with a more laissez-faire style, like Southern California.”

Conversely, Northeasterners can find Angelinos maddeningly blasé, lacking any sense of urgency to close deals and do business. And some topics that would constitute polite workplace conversation in one place would be puzzling or even insulting in others. “‘What church do you attend?’ would be an unremarkable question in many Southern U.S. communities but would likely garner a response of ‘What?’ in the Northeast U.S.,” said Global LT’s Beauregard.

There is a real risk of alienating colleagues and potential business partners with a work style that is deemed inappropriate for the location. In international business, we expect some faux pas and make greater allowances for cultural differences and misunderstandings; within a country, and with fellow nationals, we are more likely to expect colleagues and partners to be like us, and to judge them more harshly when they do not behave as we expect. As with international moves, to succeed in the new location it is important to have an understanding of the local cultural norms.

ASSESSING, TRAINING, AND MENTORING

Beauregard notes that many of the adaptability and suitability evaluations that are conducted for international moves would be applicable to intra-country moves as well, for example:

• How flexible is the candidate?
• How open is he or she to facing and asking about things that are unfamiliar?
• Will the candidate be confident and self-assured, but not arrogant?

Still, this is not a service that has gained traction in the business community, particularly in today’s cost-cutting environment. The management philosophy is more likely to be, “We need you in North Dakota, so deal with it.”

Dubberke says that assignees can apply many of the self-assessment tools available for international assignments to intra-country moves. His company uses its Self-Assessment for Global Endeavors for international assignments, but many of the topics covered would be equally applicable to domestic moves, considering the degree of difference between cities like New York and Los Angeles or Milwaukee and Miami.

For example, if you depend on a certain routine, hobby or other activity to reduce stress, what can you do to re-create this in the new location? When a family is moving along with the employee, a series of group conversations can facilitate mental preparation for life in a new location.

DFA’s Foster says companies might do well to consider cultural training for domestic transfers. “Cultural training for intra-regional differences, especially when the impact of such differences is increased due to the transferee’s personal situation (family, special needs, limited travel experience or exposure to other cultures), can achieve the same success as cross-border cultural training,” he explains.

Dubberke suggests that mentors are as important for intra-country moves as international ones: “(Companies should)… encourage assignees to identify a colleague he or she will be working with in the new location. Reaching out to schedule a candid conversation about not only working, but living in the new location is a great way to dispel some of the concerns assignees have, before they relocate.”

With today’s relocation budget constraints, companies may be unwilling to underwrite formal intra-country cultural training programs, but by recognizing this issue, assessing candidates carefully, using low- or no-cost tools and assigning destination location mentors, they can at least reduce the risk.

How To Answer, ‘Why Do You Want To Work Here?’ In An Interview

If you’re ever asked in a job interview, ‘Why do you want to work here?’ or ‘Why do you want to join our company?’ understand they are not only gauging your interest in them—they are also giving you another chance to tell them why you’re a great fit. All job interview answers are opportunities to give them another reason to hire you, and this one is no exception.

A good answer to ‘Why do you want to work here?’ should start with, ‘I want to work here because…’ and then list at least three reasons why.

Show Your Fit Professionally

Your first reason should take advantage of this opportunity to show your fit in terms of your professional skills or qualifications:

“My skill set would benefit you in this position. I’m going to be able to fix XYZ problem for you and bring ABC to this position. Because it’s a good professional fit, you’ll be happy, and so I will benefit professionally, financially, and personally as a result. These are all great things for me.”

This shows that you’re excited about what you can do for them professionally, and highlights what they will receive from hiring you.

Show Your Fit Culturally

The second reason should also show fit, but in a different way. If it’s a good cultural fit for you, you can say, “I also want to work here because I like the culture. I’ve been reading a lot about the company, and I like what I’ve found. [Insert specific examples here.] It fits me in terms of my personality, my values, and my professional goals.”

You never want to say anything in an interview that you can’t back up, so it’s critical that you do some intense research on this company before the interview so you can give a substantial answer to this question, with specific examples. You have a wide range of options here.

You could mention the company’s mission or values. You can express your admiration for the company’s products or services, or your enthusiasm for where this company is heading in the future. You could mention employee programs that appeal to you, or any number of things that make this company uniquely appealing to you.

Show Your Fit Personally

Your third reason can personalize your answer even more, but keep this one brief. You could mention that the job is in a great location for you, or that you’re excited about the chance to travel (or not).

Your interest in this job is important…all employers want to see that you are interested in them, specifically, rather than in just collecting a paycheck until you can get to where you really want to go.

Throughout your answer, show your sincere interest and enthusiasm for the job.

4 Ways For Dealing With A Negative Co-Worker

People who are entering the workforce today are estimated to have 12 to 15 jobs over the course of their career. To more seasoned workers, that may seem like a lot, but staying in a job two to five years looks like it is going to be the norm for millennials (the generation born between the early-1980’s and early-2000’s).

There was a time in history, however, when people tended to stay with one employer for the majority of their career. Changing jobs was the exception rather than the rule. This type of shift in employment trends leads to changes in workplace dynamics. Workers that change jobs more often can potentially count on working with more different co-workers in different organizations, all of which are going to have a unique organizational culture.

One thing is certain about the workplace, there have always been “negative” co-workers at work. It’s not just work. Negative people exist in all facets of life. They are on the PTO, they work out at the gym, someone’s life-long friend could be a negative person that drives him or her crazy. The workplace creates an environment where there are other people, personalities and a lot can be on the line. Some are at their best, others their worst. No one wants to deal with a negative co-worker in a way that hurts their own career, but rest assured, there are effective strategies for dealing with the (Negative) Nellie, (Gloomy) Gus and (Sad) Sam one encounters in his or her career.

Keep It Positive

This has to be priority number one. When someone allows another person’s negativity to get them negative, that battle is not only lost, it has breathed life into the office malcontent. Take being positive on as a challenge and do not back down. Stay as positive as possible. Everything at work and life is not always going to be going well, but one can, at the minimum, maintain as much of a positive outlook as possible. If it is too difficult to stay positive, simply do not backslide all the way to negative.

Keep It Professional

Given the amount of time people spend at work, sometimes a funny shift takes place. It is almost like they can forget that they are at work. This can manifest itself around a negative co-worker by avoiding that co-worker. It can become easy to circumvent that person at all costs, but slowly this can turn into being unproductive. Try not to fall into this type of scenario and keep interactions short and professional, especially if that person is someone with whom you have to work or collaborate.

Listen Up To A Point

Some negative people are actually going through rough patches in life and/or at work. If someone has shown confidence enough to confide in a co-worker with not-so-good news, it may help if that person can listen compassionately up to a point. Where is the line and how does someone know when to draw it? That is unique to each person and situation, but here are some tips:

• It should not interfere with work. A quick conversation here or there is one thing. Having one’s day tied up listening to someone is not only unproductive, it is disrespectful to co-workers and the employer.
• Avoid gossip or speaking ill of others. Again, not every colleague is going to be a ray of sunshine, but as soon as that person’s rain cloud is directed at other people, it is best to politely cut off the conversation. Lending an ear to a co-worker will probably not hurt anyone’s reputation. Lending an ear to someone talking about other people behind their backs will drag that person down with the gossiper. When it comes to gossip, take the high road.
• Consider politely letting the person know that you are not able to talk due to workload and other demands. If this is a consistent strategy, the negative person will probably understand and may even recognize an opportunity to improve his or her own work ethic.

Offer Guidance

Some people do not even recognize their own negativity. Depending on how close two people are, and the amount of mutual respect built between the two, offering some helpful guidance may be in order. Letting the person know how he or she is perceived is the humane thing to do, so long as that is truly the consensus. Shining some light for the person on the fact that they seem to default towards the negative may be doing them a favor. Doing so politely in a non-threatening environment reduces the risk of harming the relationship.

It should be clearly stated that negative people are not necessarily bad people. People like that can be less-than-ideal co-workers, but sometimes they are simply a product of their upbringing, their environment, or they have little awareness as to how they are received. In any event, give the person some benefit of the doubt, but stay strong! No one has to give in to the dark side’s negativity.

3 Reasons You Should Consider A Mock Interview

Interviews really are the defining moment in every job search. They result is either dreams coming true or hopes being shattered.

Think of a time in your life that was extremely important to you and your immediate future. It may be a sporting event you were competing in, a driving test or a college exam. Whatever it was, I’m willing to bet that the outcome depended on your performance at that given moment. Interviews are, of course, no different in that respect.

Would you turn up to the most important match of the season without any practice? Would you come to your driving test having never sat in the driving seat for years? Would you attend a college exam without studying hard beforehand? For most of us (I hope!) the answer to these questions is a resounding NO!

That’s why mock interviews are so important when preparing for a real life interview.

Aside from the (obvious) old adage ‘practice makes perfect’, here are three reasons you should consider a mock interview:

1. Non-Verbal Communication

Non-verbal communication is an extremely powerful influencer on whether or not you get the job. In fact, in a recent survey of 2000 hiring managers, 33% claimed to know whether or not they would hire someone within 90 seconds. There are lots of different examples of non verbal communication in an interview scenario, however, some of the more common ones are:

• Dress sense (are you dressed appropriately for the prospective employer?)
• Smiling (do you smile frequently in response to the interviewers?)
• Eye contact (do you make eye contact with the interviewers?)
• Posture (are you slouching in your chair?)
• Fidgeting (do you play with your hair or face when you are talking?)
• Body language (do you cross your arms giving a negative impression?)
• Handshake (is your handshake firm or weak?)

In a mock interview, the interviewers can give you some seriously valuable feedback on the negative things you are doing during the interview subconsciously.

This is so powerful because you will get the chance to turn these unconscious negatives (things you had no idea were casting you in a bad light) into conscious positives (things that will make you stand out for all the right reasons in the minds of the interviewers).

2. Behavioral Interview Questions

Also known as competency based interview questions, these are often particularly difficult to answer well in an interview. They, more than any other type of interview question, need practice to get right. In my career as a Job Search Coach and Recruiter, I have seen hundreds of candidates that, whilst they were the ‘perfect’ candidate on paper, failed to get the job because they didn’t do a good enough job of answering the behavioral interview questions.

Behavioral interview questions are based on the premise that past behavior is the best predictor of future behavior. As such, behavioral interview questions require specific examples of when you, the interviewee has displayed certain behavioral characteristics.

Some example behavioral questions might be:

• Tell me about a recent successful experience you had making a speech or presentation?
• Give me an example of a time when you discovered an error that had been overlooked by a colleague?
• Give me an example of when you had to work with someone who was difficult to get along with?

The best way to answer these questions is by using something called the STAR (Situation, Task, Action, Result) technique. In a mock interview, you will get to practice using the STAR technique and how to structure your answers. This can be the difference between nailing a behavioral interview question and missing the mark completely. Behavioral interview questions are also extremely difficult (if not impossible) to try and ‘wing’ off the cuff.

3. Your Questions

The questions you have for the interviewers at the end of the interview could really set you apart from the competition. They could also kill your chances dead in the water. That’s why using a mock interview as a sounding board for some of your questions can be super beneficial.

So, the interviewers say ‘Do you have any questions for us?,’ and your response is ‘No, I think we’ve covered everything’.

This can be so frustrating because if you prepare properly for the interview, you understand everything about the role and the company, you nail your non verbal communication and your answers to the behavioral questions, only to mess everything up right at the final hurdle because you didn’t attach any importance to your own questions. You were so relieved that their questions were over that you couldn’t wait to get out of the room.

Bad idea.

This is your opportunity shine and to demonstrate that you really have done your homework on the company and that you have completely bought into the idea of the role itself. If you have some intelligent, well thought out questions for the interviewers, you will leave them on a high note and create a lasting and memorable impression on them.

If you consider a mock interview as part of your interview preparation, your chances of success can dramatically improve!

19 signs your company doesn't care about you

Your boss doesn't offer any support, guidance, or feedback.

If your boss doesn't take the time to offer any feedback, guidance, or support you as you work toward achieving your goals, it can be seriously detrimental to your career, says Kerr.

Taylor says if your boss seems primarily concerned with the tactical aspects of your job and project completion — and less so with whether you're advancing your skills or being challenged by your work — they probably don't care about your success. 

Yes, he or she may just be a bad boss, but if you see they do positive things with your coworkers, but not you, it's a bad sign.

You're not compensated fairly.

This is one of the most tangible signs, says Taylor.

"An employer that's not concerned about what you can offer won't compensate you properly or fairly. Even if you request a performance evaluation, you may be told it's not necessary, or just ask any questions you may have. The suggestion may even arise that you take a pay cut."

Monetary signs like this can be blatant red flags that you should start job searching, or you can hurt your long-term career advancement, not to mention experience much distress, she explains.

You're passed over for a promotion you deserve. 

This is another blatant sign. You're doing excellent work — work that is superior to your colleagues' — and yet someone less deserving gets a promotion you were in line for. 

They never ask you for input or ideas.

If your boss or employer doesn't care about your ideas or opinions, they probably don't care much about you, says Kerr. 

Your calls for help or resources are ignored. 

A company that doesn't care about your well-being will largely ignore your requests for assistance or tools you need to deliver the best results, Taylor says. "Or they may just make it difficult by making false promises, or dragging out the process to truly address your needs."

There's a lack of inherent trust.

"For example, if your boss is more concerned about getting a doctor's note to justify your absence from work rather than asking about your health and what they can do for you, this obviously reveals concern for you only as a commodity," Kerr explains.

Plum projects no longer come your way. 

You may suddenly lose a project you were handling, or you may no longer get those that relate directly to your expertise, says Taylor. These are never good signs.

Your boss bullies you.

"When they use bullying tactics or give you ultimatums, you may have a problem on your hands," says Kerr. "Any threatening or intimidation style of behavior that is dismissive of your emotions and reactions means they really don't care about you as a human being."

You rarely find out about project outcomes.

"One red flag is that you will contribute to a project, but after it's completed, you don't know what the results were," Taylor says. "You may be fortunate enough to hear it through the grapevine, but you feel as if you are not part of a larger picture."

They don't include you in any decisions.

It's an especially bad sign when your boss is making decisions regarding your career or workload without first consulting you, Kerr says. 

You get important company news after everyone else. 

If you feel you're the last person to hear about major company developments, you can easily feel that you don't count. "You may hear things secondhand or by happenstance," says Taylor. "It can kill your morale when the event directly applies to your projects."

Your boss isn't interested in your personal life ... at all.

Some managers try to keep work relationships very professional and avoid talking or asking about your personal life — but if you notice your boss asks your colleagues about their weekends, or their kids, or their new puppies, but not yours, this is a bad sign, says Kerr. 

You only hear from your boss when you screw up.

Here's a big sign: You never hear praise from your boss when you do things well – which is 99% of the time. But if you make just the smallest error, you get an email or invited into their office. 

"This is a key sign that they may be taking you for granted and only concerned about your work production," Kerr says.

Nobody wants to accept your help.

"When you first sense these signs, your immediate reaction may be to contribute more and perform better — but even that may be met with resistance," says Taylor. "Your boss seems to be circumventing you with no apparent cause. Unfortunately, when there is no explanation, the cause can be due to posturing or a land grab by managers who are rising stars, who want to see their own team members advance. Without the support of your manager, it's hard to swim upstream."

It's best to take action through direct communication, while you seek greener pastures, she advises. 

Your boss turns down your requests for a more flexible schedule or better work-life balance.

"If they consistently demonstrate a lack of concern over how working overtime might be affecting your family life, or immediately dismiss requests to switch schedules in order to attend an important family function, this can be a huge sign that they really don't care about your personal well-being," Kerr warns.

It's hard to know where you stand.

"At companies that are political or more concerned with the bottom line, you will languish in a state of the unknown," warns Taylor. "You can't get prompt answers. Employers may either be complacent, expecting your long-term loyalty, or they may be on the fence as to whether to keep you on the team. The circumstances may be related to cost savings, politics, market trends, or other factors."

Still, she says, the result can be maddening. "Studies continue to show employees would rather know they're under-performing than remain in the dark."

They make demands of you during holidays or your time off.

Does your boss not respect your weekends, vacations, or holidays? Requesting that you stay in constant touch or finish a project without any concern for how it might impact your time off is a bad sign they don't care about you, says Kerr.

They blatantly tell you they don't care about you.

"There are still old school managers out there who will constantly remind their employees outright that they can be easily replaced or that other people would kill to have their job," Kerr says. "Any comments such as these that treat you only as a commodity reflect a lack of genuine interest in your personal well-being."

They don't fight to keep you.

The final sign is this: When you tell your boss you've been offered a job elsewhere, or that you're exploring other opportunities, they don't fight to keep you.

5 Secrets To Climbing The Career Ladder

Do you think it’s time you moved ahead in your career? Many of us land a job and are extremely grateful to be employed, but always harbor a dream that someday we will move up within the organization.

But opportunities usually just don’t fall out of the sky, and getting the right alignment of the sun, moon, and the stars requires some hustle on your end to make it all happen.

But first, think about things from the boss’ point of view. If you were in the big cheese’s chair, what would you look for in your employees when determining whether or not to promote them?

There are always going to be those tricky political situations where supervisors promote their favorite “pets” and of course, the gooey people who rain down praise and platitudes to their superiors in an attempt to score favor (sickening, isn’t it?). Trying to get yourself ahead in either one of these situations is extremely tough considering how much you might have to compromise your principles to curry favor with the boss.

Here are five tips for climbing the career ladder:

1. Get To Know Your Boss

We book business with who we know and like… the same thing goes for marketing yourself. Make yourself likable, and spend time making your boss’ job easier. Proactively keep them regularly updated versus waiting until they request a status report from you.

Set up regular meetings to keep them up-to-speed with opportunities or liabilities that you see. By acting as someone on “their side,” you can gain their respect and maintain your integrity instead of buttering them up with empty platitudes.

2. Keep A Running File Of Your Accomplishments

Then communicate them. We all know when we are doing a good job at the office, but other than leaving us with that warm fuzzy feeling inside, these don’t do you any good in the office unless you share them. You don’t have to be a braggart.

It could be as simple as forwarding a kudos you received from a client to your boss with a short note: “Thought you might like to see this… was a tough client to win, but glad we won them over because it was worth $____ in business to the company!” The boss suddenly has external feedback about the great job you are doing and also measurable quantification of your results. That, in most supervisors’ minds, means that you absolutely rock.

3. If The Opportunity Arises, Propose A Job

Being on the inside, sometimes you can spot a staffing need before your boss (who is concerned with bigger picture issues) can. Sometimes the opportunity is a result of being understaffed or simply because the superior can’t see the simple need right in front of them. Being proactive and formulating your proposal to be a problem-solution fix is a great way to move up.

Be sure to do your due diligence so you can present the idea as a profit-center and not as a cost (which is immediately where the supervisor will go). The more detailed you can be and have estimated outcomes, the more receptive they will be. This could even be your opportunity to design your dream job!

4. Step Up. And Up. And Up.

No, this is not a StairMaster… Fact of life: the go-getters are the ones who move up. Remember the saying, “The early bird gets the worm?” It still holds true. Be early to work, dependable, and get projects done on time or early while not compromising on quality.

But beyond that, you need to always be the one who raises their hand to take on a special project or tough task when you can tackle it competently. You’ll earn esteem with your peers and the people that count.. the boss who is likely looking for that go-getter to be the one to take a program or project to the next level.

5. Be Generous

We all hate the people who take credit for others’ work. And we also hate the people who immediately resort to finger-pointing and blame-shifting when things go bad. Being generous can truly make you stand out as a role model. Nothing shoots you down in the workplace faster than dumping on others. Instead, share credit where it is due, and be accountable for your failures when they happen.

Maintain your integrity at all times – this means being polished professionally (both in how you look and act), and always by doing the right thing. Honesty always is a workplace value that any employer would value… if you are true to yourself and true to them, and keep these five tips in mind, you will emerge on top as the most likely candidate tapped to step into a higher internal role.

5 Hiring Process Myths You Need To Know

Hiring Process Myths

Here are five myths you should know about:

MYTH #1: ALL JOB OPENINGS ARE POSTED ON JOB BOARDS

This is definitely not true! In fact, a lot of hiring managers and recruiters are hesitant to post an opening on a job board today, in fear that they’ll receive too many applications. A lot of jobs are filled in-house, through employee referrals, or by handpicking candidates from an existing talent pool (which is why networking is so crucial to your job search strategy).

MYTH #2: NO ONE WILL READ YOUR COVER LETTER

For each job you apply to, you need to create a tailored cover letter (and resume, for that matter) that specifically states why you’re the best fit for the job. I always read a candidate’s cover letter first thing, as it is supposed to pique my interest in moving on to your resume. Your cover letter gives you a unique opportunity to convey your passion for the job, along with a compelling story (or two) you’d like to share with the potential employer.

MYTH #3: SIMPLY APPLYING TO JOBS WILL LAND YOU AN INTERVIEW

You already know how tough today’s job market is. So, why would you think merely applying to a job opening will get you an interview? You must be proactive in your job search in order to be considered for job openings. This includes following-up on applications you’ve sent in, networking with other professionals who can help you in your job search, and maintaining a positive presence online.

MYTH #4: THE MOST QUALIFIED CANDIDATE WILL GET THE JOB

When it comes time for an interview, you might be thinking you’re a shoo-in for the job. Your education, skills, and experience perfectly fit in with what the hiring manager wants. But don’t congratulate yourself so quickly—it’s not always the most qualified person who ultimately lands the job. You also must fit into the culture of the organization. Often, an interviewer determines this “fit” based on how well they get along with you and how they see you fitting into the workplace.

MYTH #5: IF YOU HAVEN’T HEARD BACK, THE POSITION HAS BEEN FILLED

Although this can sometimes be the case, it isn’t always. Many times, job seekers forget or avoid following up with an employer after applying for an opening. However, follow-up can be one of the most important aspects of the job search. Since so many people don’t do it, it will set you apart from other candidates.

It also gives you another opportunity to sell yourself to the employer and show you are passionate about working for them. So, don’t assume the position was filled! Follow-up to inquire about the status of the position instead.

What other hiring myths should job seekers be aware of?

10 Things You Should Never Ask Your Boss

If you have a good relationship with your boss, sometimes it can be difficult to know when and where to draw the line.

1. Can I Have The Day Off?

If left up to a boss, you’d never have a day off and you’d never leave the office. That’s why salary was invented, to give employers the opportunity to get as much legal free time from you as possible. I hate to sound like a pessimist, but I’m just telling it like it is. That being said, you should never ask your boss for the day off because personal time is already allotted for this. If you do not have any, do not ask for the day off.

2. Can I Go On Vacation?

Assuming you have vacation days available, you shouldn’t ask your boss if you can go on vacation, you should just tell them. This goes against conventional wisdom (or lack thereof) that states that you should ask for permission. Asking for permission insinuates that you’re asking for something that you do not deserve or have not earned. Simply giving your boss an advanced notice is perfectly suitable. If you work in an environment in which this is not suitable and you feel compelled to ask for permission, this job won’t end well. You might want to cut your losses now before you become an indentured servant.

3. What Future Do I Have With This Company?

Your boss isn’t a fortune teller. They don’t know what his or her future is with the company, much less yours.

4. Can I Have A Raise?

Raises and promotions are earned, not gifted. Therefore, instead of flat-out asking for a raise, you should instead present a proposal that outlines your accomplishments. This proposal should also provide success metrics. If you can throw in some charts and graphs, that would be even better. Once you have a well-groomed proposal, ask your boss to review it in consideration for advancement opportunities.

5. Are There Opportunities For Growth?

This question piggy backs off the previous question. Same rules apply.

6. How Do You Feel About My Performance?

This question leaves one to wonder if you’re unsatisfied in your current position. It also leads one to wonder if you are incapable of rational thought, as you shouldn’t need a boss to inform you of your level of performance. Also, if you are doing well and there isn’t a reward your boss can provide you in terms of compensation or promotion, this can leave him/her feeling uneasy about answering your question. If you aren’t performing well, you may not receive very good feedback, which could lead to negative consequences.

7. Can I Come In Late?

Traffic is a bummer. The kids have a new school schedule. These are some of the most common excuses people use to ask their boss if they can come to work late. Your boss could care less about traffic or your kids because he/she sits in the same traffic you do and they have kids to get to school as well. Have you heard of the school bus? Is there some reason why you can’t drive to work earlier to beat traffic?

8. Can I Leave Early?

This question piggybacks off of the last question. No. Your boss doesn’t care that you want to ‘beat traffic’ and they don’t care about you picking your kids up from school either. Sorry.

9. Did You Receive My Friend Request?

Do not send your boss a friend request on Facebook, Twitter, or any social media platform. Not even LinkedIn. Your social platforms are your personal space and should remain as such. Your boss does not need to know what goes on in your personal life, what your kids look like and they certainly don’t need to see your vacation pictures that depict you in your 2-piece bikini or Speedo.

LinkedIn is dangerous because it’s a tool that keeps you open to new opportunities. These opportunities could lead you astray from your current job. Requesting a connection with your boss on Linkedin would be the equivalent of asking your spouse to connect with you on Match.com. You’re essentially shouting loud and clear that you’re ‘keeping your options open.’

10. What Are You Doing This Weekend?

This question crosses the line between personal and professional boundaries and can leave your boss feeling as though you’re making an advance towards them. This question could be totally innocent, but the mistaken advance may be well-received. This could lead a boss to begin making inappropriate comments or it could lead to inappropriate questions and/or behavior.