What’s YOUR Value?

· May 3, 2015 · General Career Coaching, Networking & Social Media, Personal Brand, Strengths

​Let me start with the bottom line first: Knowing your value sets you apart.

Since only 25% of people know their strengths, fewer still have translated their true strengths into a value statement.

If you’d like to learn more about identifying your strengths, read this article.​

Before I continue, I’ll share two caveats:

1. I’m not suggesting your worth or value as a person is rooted in your job.

Human value does not lie in aspects of work, or performance. The context of this article is to convey the value you’ll bring an employer to help you land a role that is well-suited for you, and will ignite your passion (that is another article, for another time).

2. I almost never ask people, “What do you do (for a living)?” I prefer to learn about people through organic conversation. I like to know if they read, and if so, what book might they recommend? I like to discover what people are passionate about. If that leads to their work, well, so be it!

The truth is, many people ask this question, and you should be prepared to answer it without merely stating your job title. That’s boring. Even worse, saying “I’m a project manager” doesn’t tell me anything about why you’re a good project manager. What value do you bring?

Value statements

Your value statement (sometimes referred to as a value proposition) is simply the primary benefit you can bring to an employer.

Why have a value statement?

Well, value statements:

  • Are a great way to answer the question, Why should I hire you?
  • Provide an opportunity to explain what makes you unique
  • Frame what you’re good at in networking or exploratory conversations
  • Provide great language for your LinkedIn profile summary
  • Can be leveraged in your resume, and cover letter
  • Demonstrate you’ve got a handle on who you are
  • Set you apart (most people don’t have one)
  • Display confidence
  • Need more reasons? I could continue, but let’s get down to brass tacks…

Example value statements

Here are some example value statements of people who know the strengths they want to highlight to employers:

  • I have confidence, drive and courage to take risks, overcome problems, and take on new ideas. My communication skills, flexibility, adaptability, enthusiasm, and optimism translate to social ease within, and across, teams.
  • I’m an innovator. I have a natural tendency to come up with new ideas and combinations of ideas spontaneously to solve complex problems. I’m able to identify solutions that lead to success, and turn those solutions into actionable steps to bring about excellence. My strong communication skills ensure I effectively manage change throughout a transformation.
  • I analyze and strategize before I act. In my work, I’m organized and structured. I can be counted upon. I set high standards for myself and I believe I can achieve them. I scan available ideas and concepts, weighing them against a current strategy, and plan for every conceivable contingency.

One might be thinking, “Hey, I own a house cleaning business, and I’m not going to say that when someone asks me what I do for a living.”

That’s a fair criticism. You should have two versions of your value statement; one spoken, one written.

Here’s an example:

John Doe: “What do you do for a living?”

House Cleaner: “I provide white glove cleaning services to help people bring order to their busy lives, and free them up to have more time to focus on what matters to them.”

Personally, I’d like to hire a cleaner that expresses purpose in their work, and desires to bring value to my family. It’s certainly more compelling than, “I clean houses.”

The best advice I can give is your value statement must be comfortable for you. You’re the one that’s going to speak it, so it has to feel natural.

Creating your value statement

1. Make a list of words that are true of you.

Using feedback you’ve repeatedly heard about yourself, assessments you’ve taken, and self-evaluation, generate a list of words or short phrases to describe you (e.g. responsible, achievement-oriented, peace-maker, negotiator, idea-generator, problem-solver, accurate, diversity-oriented, safety-conscious, self-confident, learning agile, comfort with ambiguity, motivates others, entrepreneurial, diplomatic, organized).

2. Cross out words and phrases that are ambiguous or cliche, such as “team player”, and choose words that are specific. What makes you a team player? Are you collaborative? Do you listen well? Are you empathetic? Do you have strong accountability? Say that, instead.

3. Ask others the following:

  • What are three words that describe me?
  • What am I really good at?

When writing this article, I turned to my husband and asked him the questions. These were his answers:

Passionate. Dedicated. Visionary.
Reading and understanding people.

Let’s create a draft value statement using his feedback:

Using my ability to read and understand people, I help my clients see a vision for their future. My passion and dedication inspires them, and helps them strive for success.

I wrote that off the cuff in four seconds, but hopefully it demonstrates potential to help you express the value you bring. It’s a great starting point to craft and hone your message.

I would not have thought of those words, nor would I have answered what I’m good at the same way. The perspective of others is valuable. Tap into it.

4. Once you’ve drafted your message, practice aloud. If it doesn’t flow, reorganize it until it feels natural.

5. Tell someone else. Practice your value statement on your partner, or a close friend. Ask for their feedback, make adjustments, and repeat.

Now, I leave you with the question. What’s your value?

All the best to you!
Kristin​

7 Steps to Career Transition

· May 3, 2015 · Career Transition

​The #1 reason people contact me for help is career transition advice. I meet a lot of people that don’t feel passion for what they do, aren’t challenged, want to do work that serves a greater purpose, or feel a strong pull to a particular calling.

The question they have in common: How do I get from here, to there?

The good news: It’s not as difficult to transition your career as you might think, if you have a plan.

The slightly-less-good news: It takes some time. Most people don’t transition their career overnight.

First, I’ll tell you about my own transition from a .NET software developer to a Career Coach.

My transition took four years to execute, but now I love my job and do what I am most passionate about; helping people meet their career goals.

Let me take you back to 1994. My mother started an executive coaching firm and I was her guinea pig for various assessments: DISC and the MBTI, to start; followed later by StrengthsFinder and WorkPlace Big Five.

She explained how my personality could motivate, inspire, and influence people. I was captivated and utterly fascinated by her ability to explain my motivations and fears, how I could get the most out of my natural tendencies, and what my potential barriers to effectiveness were.

Watching her perform lit a fire in me. I wanted her job. I wanted to know how people tick, and to help them understand themselves the way she helped me.

But, there was a problem: I was twenty-three.

I didn’t know much back then, but I did know that no one was going to pay a twenty-three year old to coach them. I was just a hop, skip, and a jump past childhood.

For a while, I let the idea of coaching go and pursued a career in IT. However, the desire to coach never left me.

In 2004, I began introducing my co-workers to StrengthsFinder. By 2009, I was facilitating workshops and debriefs at work. After I became an Operations Manager, I started doing team builders and coaching engagements with some of my direct reports.

Fast-forward to late 2011. I decided to try to join the Learning & Development team at work, which would give me more opportunity to coach people. The problem was I had no formal L&D leadership experience, and there were no open positions. Details.

I contacted the VP of the department and asked her to be my mentor. She agreed. Around the same time, I contacted an L&D manager and volunteered to facilitate a customer service training class, receiving top scores on the participant evaluations.

When a position opened up, I had already been volunteering and building relationships with team members. I interviewed for the job and beat out candidates that had years of experience leading an L&D department. I had passion, credibility, and established relationships in my corner.

In 2012, I became certified in 360 feedback tools and other coaching instruments. I was taking on mentees in my organization and it was soon recognized that the people I mentored got promoted.

Around the same time, I started serving as a volunteer career mentor at my church. I mentored and coached hundreds of people in the evenings and weekends on a volunteer basis and continued to hone my craft.

.NET software developer to Career Coach is a pretty dramatic leap, so I’m confident you can jump the gap, too.

The best advice I have for transitioning your career is to focus your effort and energy. Your resources are finite, so you must ask yourself, “Is what I’m about to take on moving me toward my long-term goal, or is it diluting my energy?” It’s OK to say no to things that don’t align with your goal.

In reviewing my transition story, here’s a breakdown of 7 actionable steps:

  1. Find a mentor that does work you want to do. Learn from them. Ask them to recommend books and resources, skills to develop, organizations to volunteer with. Ask them to share the path they took to get where they are.
  2. Ask around and identify organizations that allow you to gain experience through volunteer work. A woman that works for me really enjoys editing, so she currently volunteers as editor for a non-profit newsletter.
  3. Get involved in extracurricular activities, special projects (at work and in your community) which build relevant skills. When I was in IT I was always looking for growth relevant to my coaching aspiration. I mentored other developers. I got involved in cultural initiatives at work. I used development dollars to obtain coaching certifications and training. I volunteered to coach associates.
  4. Obtain a certification – There are many skills you can gain through certification. My certifications in coaching have been a valuable foundation to build on. If a degree makes more sense, and is an option, consider going back to school.
  5. Take Independent Courses – Many training companies and universities offer coursework to help build your knowledge and skill. The more related skills and training you can add to your resume, the better.
  6. Assessments – If you are passionate about moving into a new field, you likely have a strong aptitude for it. Assessments are a great way to provide language to explain that aptitude to others. When people try to pigeon-hole you into roles that match your experience, you can reference your desire to transition your career and explain how your assessment data supports your natural fit for the roles you are targeting. A great place to do this is in a cover letter.
  7. Lastly, you’ll need to convert your resume from a chronological format, to afunctional format. Chronological resumes list all roles chronologically, most recent to oldest, followed by education.

Following is an example of a functional resume for a graphic artist that wants to become a teacher.

First, they list all their transferable and somewhat useful skills relative to teaching.

Next, they include a Related Experience section and list experiences where they’ve gained relevant skills. In this example, the graphic designer was a teaching assistant in college and lists this under Related Experience.

 

Below Related Experience, they have an Additional Experience section, where they list their graphic design work that they’re trying to move away from, followed by volunteer work they’ve done to gain additional relevant experience. 

 

Notice the volunteer work, though unpaid, provided relevant teaching and content development experience.

Also, be sure to include anything in your accomplishments that relate to your desired career, even for unrelated jobs. When I was in a technical role, I included coaching successes I had in my key accomplishments on my resume.

The plan will work if you work the plan. Keep calm and stay focused!

All the best to you!
Kristin​

Interview Tips: Prepare and Perform

· May 3, 2015 · Interviewing

​Prepare

  • Research the team, what they do, and the roles within their department.
  • Call you call anyone in the organization who may know about the team and the people in it?
    • Ask about key issues and trends.
  • Make a list of questions to ask, points to make, and STAR stories to share during your interview.
  • Work through the Practice Questions (see Practice Questions document) with a friend or co-worker.
  • Be sure you know the interview location, making a test run before hand to find it, if needed.
  • You want to look professional so the focus will be on what you have to say and not how you look:
    • Dress for success. Look your best, conservatively. Wear little or no jewelry, with the exception of a watch, wedding ring, and (for women) conservative earrings.
    • Do not wear cologne, perfume, or other scents.
    • If you need a haircut, get one.
    • Eat right and get plenty of rest the day before the interview.
  • Bring:
    • Writing pad and pen for note-taking.
    • Extra copies of your resume for each person you will meet.
    • Information about the job in a folder with the team or position name on the tab.
    • List of questions, points you want to make and STAR stories to tell.
    • Samples of work, if appropriate.

Perform

  • Arrive 5 minutes before the interview.
  • Be friendly to people who may not be interviewing you, but will be making observations.
  • Greet the interviewer with a warm smile and a firm handshake.
  • Look them in the eyes and tell them how glad you are to meet with them.
  • Effective communication is only 7% words. The other 93% is how you carry yourself. Sit up with interest. Stand straight, but not stiff. Walk with purpose. Smile with confidence. Look around with alertness.
  • How you say what you say is as important as the words you deliver. Speak clearly with enough volume to be heard. Vary your pitch and pace – slow down and emphasize important words and phrases. Talk with interest, enthusiasm and passion.
  • Look around the office for clues about the person, like photos, certificates, or awards.
  • Ask questions or comment on objects of mutual interest.
  • Listen closely to what is being said.
  • Observe the interviewer and match their style and pace.
  • Answer interviewer’s questions confidently and honestly. Look for opportunities to share relevant STAR stories.
  • Limit answers from 20 seconds to no more than 2 minutes; the interviewer will ask for more.
  • Feel free to pause to arrange your thoughts. If you do not understand a question, ask for clarification.
  • Don’t be cocky. Confidence is good. Overconfidence is not. Attitude is key to your success.
  • Always be positive in your answers. Never say anything negative.
  • As the interviewer describes the job, ask questions about the role and the work. Seek to understand what needs to be accomplished through the job. You might ask what they are looking for in the successful candidate.
  • When closing the interview, thank the interviewer.
  • Tell them you enjoyed the interview, learning about the position, and ask about next steps and timing.
  • Take notes.
  • Send a thank you note in the mail, as well as an email.
  • If you are interested in the position, say so. If not, do not.
  • Whatever the situation, do not burn bridges with anyone.

Sample Questions You Might Ask:

1. Why is this role currently vacant?

2. Why did you choose to work here, and what keeps you here?

3. “What can you tell me about the leadership style in this department?”

4. “What is a problem you face that I might help you solve?”

5. “How will you measure my success? What will have happened six months from now that will demonstrate that I have met your expectations?”

6. “Now that we’ve talked about my qualifications and the job, do you have any concerns about my being successful in this position?”​

7. “What is our next step?” ​

Preparing for an Interview: STAR Stories

· May 3, 2015 · Interviewing

​Think of 4-5 key accomplishments in your career, and describe them with this 4-step process:

1. What Situation did you face?

2. What was the Task to be accomplished?

3. What Actions did you take?

4. What Results did you achieve?

Each accomplishment you describe becomes a story which helps you discover what you do best and interview successfully.

Accomplishment Example: Turned around sales in a newly-assigned territory​

SITUATION
You Faced		 TASKS
to Accomplish		 ACTIONS
You Took		 RESULTS
Achieved
Assigned new territory where sales had declined by 18% the prior year. Increase sales 10% by end of the year. Surveyed customers about satisfaction. Identified new competitor with cheaper product. Put on seminar for past, current and prospective customers featuring service. Regained 63% of past customers, added 27 new customers, and increased sales by 24%.​

If you prepare STAR stories that map to the requirements in a job description, you’ll be prepared to knock it out of the park at the interview!

Preparing for Different Types of Interviews

· May 3, 2015 · Interviewing

​Behavioral Interviews

The interviewer identifies work-related experiences, behaviors, knowledge, skills and abilities that are desirable for a particular assignment. The employer then structures pointed questions to elicit detailed responses aimed at determining if the candidate possesses the desired characteristics. Questions often start with “Tell me about a time…” or “Describe a situation when…”

Respond with STAR stories​ most relevant to the question and needs of the employer. Be specific. Candidates who tell the interviewer about particular situations that relate to each question are more effective. Be prepared with 3-4 STAR stories for each interview.


Qualifying/Screening Interviews

These interviews are usually 15 minutes to an hour by telephone. Be prepared by having your resume and notes on the employer and position with you. Try to be in a quiet place with no distractions around you. If an interviewer calls without an appointment, ask for a few minutes to call back or schedule another time.

Interviewers usual focus on your experience, education, skills, abilities, personality, and values. If the interviewer asks about salary, try to delay talk about money until later after you gain a better understanding of the position. Try to find out more about the job and candidate criteria, but recognize that the screening interviewer may not know some of the answers.

Hiring Manager Interviews 

This interviewer is usually the person to whom you will report if you are hired, and has the most influence on this decision. When you meet them, get to know them, their background, and position. Seek to serve them by asking questions about what they want accomplished. Take notes, and be alert for opportunities to connect relationally.

Sequential Interviews

It’s not unusual to meet with a variety of people in one visit – not only the hiring manager and HR representative, but also employees in and around the position to be filled. All of them are important! Offer each a copy of your resume. Pay attention to their interests and perspectives, to what needs to be accomplished through the job, and what they say about the hiring manager.

Introduction Interviews

The hiring and HR managers may already have agreed that they want to hire you, but need to let senior management get a look. This chance meeting is an opportunity to get perspectives from top management and the work for which you are interviewing.

Presentation Interviews

For some jobs you may be asked to give a presentation followed by Q&A. The approach is common for sales jobs and gives you a chance to show your communication abilities. While you want your presentation to be memorable, avoid using gimmicks or being too cute. Gain confidence and learn skills at a local Toastmasters group.

Team or Panel Interviews

The advantage of a panel is you have a chance to see how the group interacts. Address your answers to everyone in the room. Pay attention to the quietest person, who is often the final decision maker.

Stress Interviews

Sometimes interviewers ask difficult questions in hard ways to see how you respond. No matter how frustrating or intimidating, do not lose your cool. Do the best you can, and be firm and friendly.​​

Website Powered by WordPress.com.