Job Abandons You

Q: My company was just sold. My whole job description
changed and my workload nearly doubled with no increase in
compensation. Our friendly culture is now snarly and
gnarly. I used to love coming to work and now I dread
Mondays. Should I quit?

A: Maybe. I say, if your mental and physical
health have not been compromised, hang on.

But effective immediately:

(1) Figure out the minimum work you can do in order to keep
your job and avoid harming anyone. Use the time to begin
searching for a new position.

If you're a teacher or health care worker, you can't
neglect your students, patients and/or clients. But you may
be able to avoid the extra projects. It's very much a
judgment call.

(2)Avoid discussing your dismay with coworkers.

Keep your plans private. During a time of change,
loyalties shift. People you trusted will be acting out of
fear. When asked to comment on the changes, say something
neutral and positive.

(3) Begin networking and actively job searching.

Post your resume only if you can do so anonymously. Never
use your company's email or phone for a job search (or for
consultations with your career coach). If the company
furnishes you with a cell phone, get an extra just for
yourself. Get a yahoo or google email account.

(4) Keep calm.

It's easy to panic and many of your coworkers will. Come
up with a mantra that makes sense for you, like, "I am a
marketable executive with many options."

If you can't come up with options or you're feeling that
"deer in the headlights" freeze, schedule a call with a
consultant or coach. Choose your confidantes carefully:
friends and family may not help.

(5) Add extra sessions of exercise, relaxation and fun.

In my experience, your mind will work more creatively
after a workout at the gym, a movie, and/or dinner with friends
and family who keep the conversation off your career.

And as soon as you ride out this crisis -- whether things
get better at your job or you land a new one -- you know
what I'm going to suggest. Get your Marketability Plan
together and take the first steps immediately.

Devil wears prada: an inadvertent lesson

I didn't expect to like the movie Devil Wears Prada. I read and reviewed the book but as you might expect, I'm a fan of indie films.

Sure enough, when I finally saw the DVD, I didn't like the movie, but not for the reasons I expected. Meryl Streep steals the show as the killer boss. But she comes across not as mean but as someone who's trying to put her assistant to the test. Anne Hathaway wasn't as bad as I'd expected.

No, the real problem was in the writing. Andrea (played by Hanne Hathaway) accepts the job as assistant to Miranda (played by Meryl Streep), killer editor of Runway magazine. Miranda is a destructive bully boss. Andrea is a brand-new journalism graduate who can't get a job on a "real" newspaper. Her boyfriend wants to be a chef.

Andrea takes the job. Coworker Nigel tells her to stop whining and start doing the job. When she does, she's pretty darn good. She anticipates Miranda's demands. She develops some fashion sense. She gets calls to drop everything and come to work. Her friends think she's nuts. They say things like, "You're not the same person."

Spoilers ahead. But it's not a big deal. This movie is Hollywood-predictable.

And then she gets a special plum assignment, bypassing another coworker. She feels guilty. She discovers Miranda's maneuvers will hurt the coworkers she likes. So she quits to go work for a newspaper. She goes back to her boyfriend. She says she wants to be her old self.

Cue the career consultant!

Sorry, folks: you really can't go home again. Andrea's different.

Maybe it's a killer job, but that's not the same as a dead-end job. Remember the Cathy Goodwin mantra. Think marketable.

Andrea was learning. She was making contacts that would be valuable. This story may be extreme, but when you're in a growth phase, you have to give up a lot of social contacts. Friends don't tell friends, "You're crazy to be doing this job."

Andrea had nothing to apologize for. She was smart to take a chance and to go all-out to give the fashion world a try. She won't be the same. She's learned too much.

Alas, the script's ending is old-style predictable Hollywood. Andrea gets to hold her head (and maybe her nose) and take a job with a newspaper. Do we really believe she'll find a selfless, apolitical group of coworkers there? Will she be shocked when she's chosen over a coworker for a plum reporting assignment?

Meryl Streep is just fine, but Parker Posey would have been a better Andrea. And I wish they'd hire a career consultant for some of these movies.

One Small Change in Conversation, One Giant Change In Your Game Plan

Mark Twain supposedly said, "Everybody talks about
the weather but nobody does anything about it."

But we can do a lot about time - in fact, we can
change our time management just by the way we talk
about it.

In my experience, there's one way you can tell when
people are seriously ready to make a move, i.e.,
start abusiness, accelerate their career, take a sabbatical.

They begin to talk about time as an investment.

You know change is in the air when you do these 3
things.

(1)Calculate your rate of return on your time
investment.

You find yourself saying, "This is not a good use of
my time." You might take time to relax and enjoy a
movie or family meal -- but your rate of return will
be high because you get meaningful (though intangible)
rewards.

(2) Assign a value to your time.

You find yourself saying, "If I hire someone to do
this, I'll come out ahead."

Or you think, "My company could automate this
process. Then each person wouldn't have to spend
hours, all doing the same thing over and over again."

Too materialistic? You can assign units of happiness
or meaning if you prefer.

(3)Focus on outcomes rather than process.

You're talking about results - not effort. You won't
mention working hard or putting in hours. You'll
talk about how you transformed a situation, earned
revenue or solved a problem.

And you probably charge your own clients a flat fee
rather than an hourly rate (and prefer to hire
resources
the same way).

If you're already talking this way, congratulations!
You're probably taking charge of your career and maybe
considering a business venture. You may be frustrated
with others who don't understand your new focus.

If not - no problem. Your value system may be
different. You may be in a different life phase. Or
you may be one of those who defy logic and still win
the game.

More: Visit

my irreverent time management guide.

Following a dream

Recently I talked to someone who said, "I hate my job."

"What would you do if you won the lottery?"

"I'd work in Europe." She didn't hesitate.

"So your real question is, 'How can I find a way to live
comfortably in Europe?'"

A few suggestions:

(1) Write down your dream every single day.

Some coaches recommend hanging a card in your office where
you can see it every day. Others suggest making a collage
around your dream -- a highly powerful technique.

(2) Google the web, testing different variations of the words.

"Work in Europe."
"Americans working in Europe."
"How can I get a job overseas."

(3) Broadcast your intentions.

Tell every single person you meet, "I am looking for ways to get
a job in Europe."

Don't listen to advice. Instead, listen for information, facts,
and experience. When a friend says, "I know someone who..." get the
name. Second-hand information can be misleading.

Turn away the nay-sayers
and wet blankets.

You'll be surprised at the responses. In my experience, the most helpful
tips will come from the least expected source.

New career? Read between the lines.

"There's going to be a shortage of managers in my field," Marilyn says, bouncing with optimism. "It was in tonight's paper..."

Hmm... Let's read between the lines. Will Marilyn's city experience the shortage? Are there unwritten rules about who gets hired? Will companies create incentives for their boomer retirees to remain? Or will they try to attract new hires?

And how long will this shortage last? Brad entered grad school when there were 5 openings for every new graduate in his field. Three years later, the ratio was 5 applicants for every opening.

Your challenge: Develop your unique opportunity forecast.

(1) Create your own research program.

The best career coaches and consultants advisors will give you tips on researching specific opportunities, not just raw advice.

(2) Invest resources to learn transferrable skills and become marketable within your own field. These days, marketabililty is the new security.

(3) Keep your Plan B handy.

Your Plan B might be as simple as a stash of cash or a willingness to work outside your field. You might take courses in entrepreneurship and internet marketing while you are still employed. See my ebook on money management for life transitions.

Finally, play to your strengths.

Avoid choosing a direction because "it's growing" or "there's a need." Square pegs just don't last long in round holes...and sometimes they get squashed when they try.

Right now we have a shortage of nurses and other health care professionals. But I've met nurses who deserted the field to become textbook sales reps and building managers. You'll find doctors running internet businesses and lawyers driving trucks.

Conversely, I keep meeting people whose interests and talents opened doors they would never have found if they just followed a play-it-safe strategy.

Finally, it's over: WNBA Finals

What a series! I watched every one of the WNBA final games.
Not as time-consuming as may appear: I watch everything on
DVR and fast-forwarded through all the commercial breaks.

As a long-time Diana Taurasi fan, I was thrilled to see
Phoenix take it away. I love the Mercury style and the way
they really seem to have fun with basketball. Of course it's
a job but they never forget it's a game, too.

Why did Phoenix win? They wanted it more. Even the Detroit
Shock said so, at the press conference. The coach said it.
The leading players said it.

From the beginning of the season, Diana Taurasi had that gleam
in her eye. This would be *their* year. They've got a strong
group of players. They've got a coach who knows how to win (and
who's being recruited for an NBA job - at age 68). So in a
sense it was now or never.

They lost Game 1, on their home turf. Oh well. Detroit is bigger.
They were champions last year.

They won Game 2 by 30 points.

They lost Game 3. Not by much.

They won Game 4. By ONE point. And a sheer grit.

They won Game 5 by a comfortable 16 points.

According to their reporter, the pre-game planning session was all
about fine-tuning the small stuff.

It worked. And now we get to move on to something else for the year!

The WNBA is not what it used to be. Women are getting more athletic
earlier. Sue Bird, a star point guard at UConn (she was two years ahead
of Diana Taurasi), said she never saw players like these when she was
in college. She's referring to 4 women on the USA team who have at least
one more year in college before turning pro.

Now, if they could just get decent coverage in the media...

"It must be right: it's in the newspaper!"

An article in the Chronicle of Higher Ed suggests that
articles and reports of labor shortages might be a hoax.
Read the article here.

A bit strong...but not by much. I've been saying for
years: those cheery predictions about "shortage of managers
means boomers will get jobs" is a farce.

Companies will go through amazing contortions to avoid
hiring anyone considered "older." In some cases, that means
older than 35.

Newspapers and magazine editors know their own reality:
upbeat features will attract readers.

Recently I was interviewed on the topic of moving to small
towns. I presented positive and negative views.

For example: sure, your housing costs may be lower. But when
you go on vacation, you might travel a longer distance to
get to an airport -- and it will be a regional airport with
much higher air fares. When you need medical attention, the
nearest specialist might be hundreds of miles away. And
there's no craigslist if you want someone to clean your
house or finish your floors

The reporter called back to say, "I was told to put a
positive spin on this article. Can you think of any more
good things to say about small town life?"

For my own mini-ebook on small town life:
Go here.

New careers? Or newly popular?

Today's Wall Street Journal headline article noted that displaced auto workers have been transitioning into health care. Many study nursing, while other popular fields include dental and radiology support staff.

That reminded me of what I read in Marc Freedman's book, Encore: Finding Work That Matters in the Second Half of Life". A fifty-year old woman changed careers to become a nurse.

And in the dog park, I just met a very sharp young woman who has one of those jobs where she travels around the US (and maybe the world). She had just returned from six months in Hawaii. Currently working in Seattle, she's moving again to be closer to her family for the Christmas holidays.

For anyone who's in the 35-50 age range, and maybe even older, nursing would be a good choice if you're seeking flexibility, freedom and job security...and if you honestly like the work.

Other popular mid-career careers include librarianship. Two trends make this field attractive to those IT experience. First, it's become more information science than book cataloging. And programs are available through distance ed, with limited time in residence.

Play To Your Strengths

We've all heard that success comes from building on strengths,
while in fact most of us focus more on weaknesses.

Marcus Buckingham makes a strong case for building on strengths.

For instance, Buckingham suggests we keep a record of activities for
a week. Strengths have 4 signs:

Success: Do you get meaningful results
Instinct: Do you eagerly look forward to the activity? Are you drawn
to it so strongly you can't resist doing it?
Growth: Do you feel strong as you engage in the activity
Need: You feel fulfilled after the activity: a need has been filled.

What if you have the I,G and N but not the S?

That, says Marcus, is what we call a hobby.

If you have S's but no I, G or N, you can get drafted for
activities and jobs where you're good but lack interest.

Successful people, says Marcus, spend most of their time
playing to their strengths.

I would agree, although I think you have to plan for
turning your strengths into marketable skills. I also
think the marketplace rewards certain strengths more
than others.

But it's a compelling message and a point to ponder.

Mid-Life Boomers Going Back to School

This morning ABC's Good Morning America featured a brief segment on boomers going back to school. Some of their advice was OK: consider community colleges for flexibility, then distance learning for maximum flexibility.

I have taught in several distance learning programs. Please, please investigate carefully! Many promise flexibility, but you need to understand what that means.

Usually you get flexibility because you don't have to attend classes. So you can work on your assignments at 5 AM or 5 PM.

Sometimes you get to defer deadlines for projects. But don't count on it. Some universities will not allow you to submit late papers for any reason. Nearly all have time limits.

I would ask 2 questions:

(1) What's the grade distribution? If most people get A's, your university may be accredited but you won't be taken seriously.

(2) What have the program's graduates done? Have they remained in their current jobs? Changed careers? Gotten licensed, if applicable? Wish they'd gone somewhere else?

If you can't get access to alumni, put away your credit card.

More: Back to School for a Mid-Life Career Change

Talking back (LOUD) to the Wall Street Journal

On Friday I was horrified to read this dress-for-success article (it's available online - at least for now):

http://tinyurl.com/2udkhs

Designers Push Fashion Elegance: Will Fashion Follow?
By Cheryl Lu-Lien Tan.
Friday, August 31, 2007.

According to designers (and presumably the Journal), fall elegance includes a matched suit with a knee-length skirt, gloves, a hat (hat?!) and my personal nemesis: 4-inch heels.

We are in the 21st century. Hasn't anybody told the author and the WSJ what high heels can do to your feet, back, stress and general health...not to mention that some women have feet that were never designed for those shoes?

Inside my own sneakers, my feet are shaped like little rectangles. I wear men's Asics, 7-1/2, on the recommendation of a podiatrist after I started getting blisters and corns from traditional shoes. I had trouble walking and exercising.

My Asics feel great. In a perfect world I would never have to wear any other shoes, ever. In this world, you get taken seriously in comfy shoes only if you're a cop, a nurse or a nun.

If you want to be a ballet dancer, you acknowledge you need a certain body type. Wrong feet? Sorry - go for modern, jazz or tap.

And if you want to be a well-dressed business woman, according to the fashionistas you'd better pass the foot test too.

Maybe we need some solid research on the long-term health effects of high heels. Foot and back injuries are notoriously hard to treat. Who pays the medical bills of these women? Do all of us have higher insurance premiums as a result?

What's next for women: a fashionable cigarette?

Encore Performance: An interesting metaphor

Marc Freedman's book, Encore: Finding Work That Matters In The Second Half of Life targets baby boomers who want second careers that "matter," i.e, that make a difference. These days, as people live longer, retirement no longer makes sense.

The "encore" title creates an appealing metaphor - the idea that we've finished the plan performance and yet are not ready to leave the stage. At first I thought, "Wow - I wish I had come up with that title for some of my own work."

But think about it. Performers give encores to please the audience. Encores are gratuitous extras - we love getting them but we don't feel cheated if the performers simply pack up and go home. Symphony orchestras typically choose crowd-pleasing pieces that send everyone home with a smile.

I love encores myself. But performers know they've got another "real" show tomorrow and the day after that. To think that you're nothing but an encore for the rest of your life...an extra, a crowd-pleaser, but with no real show tomorrow?

Books like this one are actually dangerous because prospective employers think, "Oh, they're older boomers. They don't care about rewards and promotions. They're not forward-looking."

For his Encore, one former teacher put away his graduate degrees and decided to be a greeter at Wal-Mart. Is that a career that "matters," as the subtitle promises?

Thanks but no thanks.

The New Career Change

Penelope Trunk, author of The Brazen Careerist, has identified some principles of career management for the 21st century. See
http://tinyurl.com/3dznst

I think her 5 principles are very wise, but some of her preliminary comments are simply not accurate because they are way too general. For instance, she doesn't encourage readers to seek advanced degrees, but sometimes having those letters after your name will give you access to a job you wouldn't have otherwise. If you return to school after working awhile, and choose your program wisely, your networking opportunities will be enhanced as well.

When it comes to tactics, it's hard to generalize. For instance, I encourage clients to avoid posting resumes online. Few people actually get hired from online job posts and of course you risk being discovered by your own employer.

But an acquaintance, following her own intuition, posted her resume online. A former colleague recognized her name and invited her to apply for a position at his new company.

Take back your life

I've been reading a book called Practically Perfect in Every Way by Jennifer Niesslen. Niesslen spent 2 years testing how much she could change by reading self-help books and following online programs.

You can read more about the book and see my review
here at the amazon website.

What bothered me most were the parts of her life we got to see in between the self-help progress reports. Jennifer works at home as a freelance writer (giving her opportunities to experiment) while her husband Brandon works for an unnamed large pharmaceutical firm.

One day, Brandon's company refuses to close early for an ice storm. Brandon's colleague gets told, "If you leave early, you'll be charged a vacation day." So the colleague stays. Brandon carpools. He rode with the colleague. So he stays too, while Jennifer worries all afternoon.

These situations are tricky. But why didn't the colleague say, "OK, so I lose a vacation day?" Or, "I'll reimburse the company for my time. My life is worth more than a few hundred bucks."

I would not be surprised if the company conveniently forgot to deduct the vacation day to avoid negative PR. I would not even be surprised if someone sent a few anonymous tips to the local newspaper: "Bad company docks pay of workers who leave during ice storm..."

Even if you lose a day's pay, you send a message to the company. According to Niesslein, this company makes the "100 best companies to work for" lists. There's probably some pride at stake.

OK, I'm out of corporate life and always was a maverick. I would have walked. Once I was supposed to start a new job in January, following a long drive through upstate New York. I told the company point blank, "If there's a blizzard, I will be late." No blizzard, but nothing happened. I took this option for granted and I suspect my attitude was contagious.

Since then I've met people who battled blizzards and worse for their companies. I don't know who's right.

"You have to start somewhere..."

Yesterday I ran into someone I hadn't seen for awhile. Call her "Eileen" and I'll change the details.

Since I last saw her, Eileen had developed an interest in speaking. She had just heard a powerful motivational speaker. "This guy was so great," she said. "I want to be like him. So I'm going to get more involved in Toastmasters. Maybe I'll enter some contests."

I must have shown my surprise.

"Well, you have to start somewhere," Eileen shrugged.

I have a lot of respect for Toastmasters. But Eileen already has a lot of speaking experience. Will this venue really help her grow?

Eileen's answer haunted me because I see it as coming from scarcity and fear, not abundance and strength. We don't hear this phrase too often anymore. Now we hear purposeful people say, "My strategy is to move from here to there. Maybe I'll take a detour..."

Then I remembered. When I was in my twenties, an employment agency "counselor" tried to get me interested in a job that was clearly an underpaid dead end.

I was clueless about careers in those days. The Parachute book hadn't been written, career counselors gave preference tests and coaches were seen on the sidelines of basketball court, holding clipboards. And even I could see how bad that job was.

The agency woman shrugged. "Well, you have to start somewhere," she said.

True. We all start somewhere. But these day we are advised to pick a starting point that has a good chance of leading us to our desired destination.

Will Toastmasters help Eileen achieve her goals? I have no idea. But she should.

Three weeks till the job starts

You just won the job - congratulations! You gave notice and quit your old job. Or maybe you have been looking for a long time and you finally landed the Big One. Yaay!!!

But your new job doesn't start for another 3 weeks. What do you do?

First, be sure you have a written offer.

Don't be insulted by this suggestion. Many seasoned professionals assume, "Organizations are honorable. They will keep their word."

Usually that's true. But I personally know 2 professionals -- each with over 10 years experience -- who experienced huge losses when a future employer failed to follow up on a verbal offer.

If you don't have a written offer, you don't have a job yet. Keep looking!

Second, if you are still working at your current job, continue to turn in good work. Two cautions:

Do not offer to return after you've left. If your skills are still needed, your company will pay you -- or someone else -- as a consultant.

And do not disclose the details of your new job, no matter how strongly you're asked. Some employers actually say, "We need to know this for our recruiting."

You are not responsible for their recruiting or for helping them determine market value. Worst case, simply say, "I have a written contract that forbids this disclosure" or just turn and walk away.

Third, if you are not working, recognize you have a mini-sabbatical. Make a plan to use the time effectively. You may be able to anticipate knowledge requirements for the new job, so you can hit the ground running. Or you can plan activities that will be satisfying to you -- extra time for family, sports, reading, movies, and more. See my article on
planning a sabbatical.

And just as you don't offer to help your past employer after you've left, don't offer to help your future employer before you arrive. If they have pre-employment requests, they'll come forward.

From beginning to end of your job, communicate non-verbally, "I work for you when I am on the payroll." You'd never say those words aloud, but you need to send a signal.

What are your experiences? Add comments.

Can You Keep Friends In Your Career Game?

As an ardent fan of WNBA basketball, I already reserved seats for the playoffs. Our team, the Seattle Storm, faces off against the Phoenix Mercury on Friday.

Seattle's popular point guard, Sue Bird, is good friends with Phoenix's phenom, Diana Taurasi. Off the court, they were college teammates, roommates, and very close friends. Now they face each other in a heated competition.

Players of team sports, especially at elite levels, get used to mixing friendship with competition. Speaking in interviews, they admit they have trouble guarding an old friend...but they also anticipate her moves and do a better job.

I don't think we have any pro sports players on this list. But in a business context, you often find yourself playing with friends.

Or you're looking for a resource -- tax preparer, web designer, consultant -- and you're tempted to hire a friend ... or a friend's friend. But you want to win the career game. So...

(1) Set up written criteria for choosing employees, resources and partners.

You'll need this list when you're facing a new challenge, such as moving to a new city or starting a business. Everybody has a friend who's a real estate agent, accountant, lawn service and even moving company. They're great people but not necessarily a good fit professionally.

(2) Maintain your game face.

When you're with a company, a client or a networking group, you're "on." Anything you say may come back to haunt you. (Family business? Started a business with an old friend? That's another article!) Find a confidante who has no ties to your source of income. Sure, you may run up your phone bill or pay for a professional listener. But you'll protect your most important economic investment: your professional self.

(3) When a friend seems like the best choice, plan for the worst case scenario.

He didn't do a good job. Maybe she was just the wrong person for the role. How will you break up the relationship? Can you handle the emotional side as well as the financial and professional?"

Some people have a firm policy: "No mixing business and personal life." Others think of the workplace as a second family. Still others find they create deep bonds with a colleague who shared a personal experience, such as illness or caring for aging parents.

There are no right answers.

A few years ago, Lisa Lesie of the Los Angeles Sparks and Dawn Staley, then of the Charlotte Hornets, faced each other in the finals for the national championship. They were close friends who phoned every week. But, "No friends in a championship," Staley told a reporter bluntly. "No phone call this week."

As I recall, Los Angeles won the championship.

Now Lisa has taken a season off to enjoy her new husband and baby, while Dawn has become head coach at Temple University in Philadelphia.

And every so often we have to stop and remember: Which team are we on? And are we playing to win?

Reading the signals

I don't know about you, but my computer sometimes sends off misleading messages. "File not found" may mean "need to restart and free up more memory."

And companies also send off misleading signals. After awhile, I don't even notice the messages I'm getting...I automatically make the correction without reading the warning.

Companies do this too. I've found that savvy careerists don't even pay attention to the official messages. Today's Wall Street Journal pointed out one example: "HR is here to help you" really means, "HR is here to minimize the company's liability."

Another: "We welcome creativity. We love out of the box thinkers."

Or my favorite: "We really enjoy having you around. You're so different from everybody else."

First Day on a New Job (After 40)

Ah...first day of a new job! I'm enjoying the moment vicariously as two of my neighbors start new jobs. One started a job yesterday, a big promotion and raise that reflects her education and experience.

Another starts right after Labor Day, a new field following her return to school for a graduate degree.

I have to admit: I may never have another "first day" experience ever again. Between my comfort level with working at home and overt age preferences, I may never hear the words, "This is your new office" ever again.

(Does age discrimination exist? Does water flow downhill?)

Sometimes I feel sad because I enjoyed job hunting and the first day adventure. Back then I was considered "unstable" or worse because I changed jobs every 2 years or so. Now everybody changes jobs about as often as they change their hairstyle. My neighbor changed jobs after less than 2 years and the issue of longevity never arose.

So I'll wish them "Bon voyage!" and here's an article I wrote a few years ago about changing jobs (and maybe careers) after 40:
First Day on New Job

How to Climb vs How to Behave at the Summit

Good leaders are supposed to be compassionate, modest and always cordial. But, says Stanford University Professor Jeffrey Pfeffer, these qualities won't help you reach the top.

In a fascinating essay, published in his new book
What Were They Thinking, Pfeffer describes the skyrocket career of one Keith Ferazzi. Ferazzi didn't just do the work and wait to be recognized. He was a standout even as a junior consultant, where he immediately began developing client relationships.

Perhaps his most mind-bogging move came very early in his career. As a recent MBA, juggling offers from McKinsey and DeLoitte, Ferrazi told DeLoitte he wanted one unique perk: dinner with the president three times a year. They said yes.

Pfeffer's point is, "Don't be afraid of standing out and recognize the trade-offs." Everyone talks about being a good team player, but actually you're competing with your teammates to get promotions, raises and visibility.

Pfeffer ends the chapter with a great quote from Steve Spurrier, the football coach who left U of Florida to coach in the NFL: "Call me arrogant, cocky, crybaby, whiner or whatever names you like...At least they're not calling us losers anymore. If people like you too much, it's probably because they're beating you."

Successful job search means demonstrating success

"On paper, my experience doesn't look great. As a project manager, I organize vendors and keep costs down. But in fact everybody wants me to run their projects! Even customers ask for me. Now I'm ready to embark on a job search. How can I communicate my value to a future employer?"

Three ways:

(1) Get it in writing.

When someone gives you a compliment, ask for a testimonial.

If you're self-employed, other entrepreneurs will understand what you need and why. In a corporate setting, you may need to explain a little more.

Ask for letters on letterhead, acknowledging specific achievements. It's not enough to say "Greg works hard and he's nice."

(2) Show the numbers.

"We came in 40 percent below budget on the Sherman project."

Don't lie or fudge. If you're *that* good, you'll have real numbers.

(3) Create a context for comparison.

"I was the only sales rep (out of 40 in the department) to achieve dollar goals for three years in a row."

Encourage your references to make comparisons, too: "We work with over 100 vendors a year. Linda is the only rep who takes the time to learn our unique needs..."

But...

Are you working on projects where your success cannot be documented? If you're doing more than the minimum to stay employed (and that's a judgment call), stop.

Don't quit and don't do anything to jeopardize your current position. Instead, focus on how you can become more marketable, so you can get recognized (and rewarded!) for your work in and out of the organization.

Job search calls for a killer cover letter

Typically your cover letter should respond to an ad or job description point by point.

For example, the want ad says:
15 years of experience in marketing management
Demonstrated success in dealing with advertising agencies
Team player

You go down this list, point by point. Paragraph 1 refers to your 15 years in marketing management. Paragraphs 2 begins, "Success in dealing with advertising agencies" followed by bullet points of 2 or 3 success stories

Paragraph 3 says "As an experienced team player, I..."

But what if you are applying for a job that hasn't been created yet? Maybe you networked successfully and realized you have a rare opportunity

In that case, write your own want ad! Identify what the hiring managers want and set up your letter.

Depending on the situation, you could even say, "If you were writing an ad for this job, here's what it would look like."

But that's a judgment call -- could backfire as: "Wouldn't look like that at all - guess we don't need this person after all."

More in my Irreverent Job Search Guide.

Where's the Real Me?

When you've had a series of jobs in different fields (or using different skill sets), forget trying to find the one that's the Real You.

(1) Create a good story (or "spin" as journalists say.

Practice a cover story till that you can repeat in 5 minutes or less.

(2) Think of your career as an artful mosaic, not a patchwork quilt.

Recognize the underlying pattern. Sometimes an outsider (yes, a paid coach or consultant) will help you see underlying trends.

(3) Never apologize.

Hang out only with folks who see your variety as strength, not weakness.

New Move, Need Job: Talking Back to the WSJ

On Tuesday, July 31st, the Wall Street Journal ran an article:
Advice on Landing a Job After Moving to a New Area (p. B6):

The Question: "John" (or "Jane") recently moved from a high-cost to a low-cost area. He (or she) gets interviews but no offers. Interviewers say the newcomer lacks confidence and probably wouldn't be happy with a lower salary.

To answer this question, WSJ columnist Perri Capell interviewed some career consultants. They emphasized the usual strategies. Show you're eager to work for the company. Say you recognize salaries are lower here. Build networking contact.

But few consultants combine relocation and career expertise. When you combine a career and a move, you need to consider other factors. Moving to a small town raises all sorts of questions, even without the low-cost considerations.

(1) What is a low-cost area?

In my experience, you always have trade-offs. When I lived in Silver City, New Mexico, you could find lower-priced houses and rental units. But other costs were high. Residents had to travel to Albuquerque, Las Cruces, El Paso or Tucson for certain kinds of medical care. Traveling almost always required an extra night or two away from home.

And besides housing, costs were not especially low. We had no craigslist and no competitive services to drive down price.

After I moved to the big expensive city of Seattle, my health insurance and phone bill actually dropped, because I had more plans to choose from. Food costs were lower. Computer repair meant calling a local geek from craigslist - not sending the computer off and paying a big minimum charge. I no longer spent $200-$400 a month for a long weekend in a nearby big city. Many entertainment options were free or low costs. And, of course, I have more opportunities to earn serious money.

Often low-cost simply means you have fewer options and choices to spend the money you have. So you spend less.

(2) Why does your new area have a lower cost of living?

In the rust belt states, such as Michigan, the cost of living will be low because the region's industries have slowed down. Therefore, few companies will be around, let alone hiring. In small towns, a lower cost of living means you don't have big companies -- just mom and pop shops and a few big box retailers. Either way, you can expect more competition for fewer openings.

(3) Who are the region's main employers?

It's unlikely you'll find the same type of employers and even less likely you'll find the same employment culture. Your local employers have the attitude of "We will take whoever we can get," not, "We want the best." So you are competing against workers who may be less qualified but who will be genuinely happier with fewer benefits and lower salaries.

(4) Does your new region have a hidden agenda?

In a small town (or even a medium-sized city), employers often hire friends of friends. You may need years to crack the code, no matter how much networking you do. You may be mistrusted because you are single, married, childless, old, young, educated, foreign, male, female, appearing to be gay...who knows?

You may be getting lots of interviews because you're a good candidate -- or because everybody wants to meet the new kid on the block. So you may be getting called for interviews where you don't stand much chance of being hired anyway.

(3) Does your new region tend to have high turnover among newcomers?

Some employers have been burned. They see too many gung-ho newcomers get discouraged and leave because of the weather, the lack of access to a mall, the slower pace, or some other factor that made the region low-cost.

(4) What kind of pay cut are you taking?

Again, recognize that employers speak from experience. They've seen newcomers eager to work for lower salaries -- at first. They know the cost of living can be deceptive: you'll find yourself paying for travel and amenities from your former life. So they expect you to come, put in some time, and then walk.

(5) Do you fit the local culture?

According to linguist and best-selling author Deborah Tannen, speech patterns can be mis-interpreted as personality traits. New Yorkers (like me!) interrupt each other when speaking. To a southerner or midwesterner, we're rude. A southerner who waits to speak at a New York meeting might be viewed as shy.

So if you keep hearing, "You need confidence" (or "You come on too strong") you are probably a cultural misfit, especially if you've never experienced this feedback before.

I once knew a graduate student who grew up in the deep south. She spoke with a soft, honeyed accent and she looked like the stereotype southern belle. She even put "Magnolia Society" on her resume. Employers feared she wouldn't be tough enough so she had trouble on the job market.

Actually, this woman was tough as nails and, when she landed a good job, became a strong competitor who left her more aggressive colleagues in the dust.

Bottom Line: We can't answer this question until we know more about the specific situation and about you, too. Generic career advice can send you on expensive, time-consuming detours.

In general, I encourage my own clients to (a) consider starting their own businesses and (b) be prepared to work at a minimum wage, entry level job: barista in a coffee shop, retail store clerk, pet sitter...even house cleaner. And of course I encourage them to scout the scene beforehiring a moving company.

Check out my resources: I have a
book on moving
and a mini-book on
moving to a small town.

Free article Starting Over in New Mexico.

And of course I am happy to coach and consult if your challenge includes careers, relocation or both.
Learn more here.

New career development etiquette...or new road to disaster?

Penelope Trunk, best-selling author of The Brazen Careerist, offers 10 tips for the "new etiquette." You can read them here

She drew a great deal of controversy - over 900 comments, mostly negative.

Some of these tips, with my comments:

"Forget the exit interview."

She points out that an exit interview won't help you but probably creates ill will. I would add, "In some companies, HR will insist on an exit interview. Just go through the motions. Tell them you loved everything about your job but you just couldn't turn down X Company's wonderful offer."

If a lot of people start leaving and the company has trouble replacing them, then they may pay attention. But that's their problem, not yours.

She wrote, "If you have ideas for how to improve the company, offer to consult." I would add, "If they ask for extra help through the transition, charge market rates for consulting."

And she is absolutely right when she says, "Your old boss is now part of your new network." Build relationships.

"Don't ask for time off, just take it."

More controversial. Most people can't take off more than a few hours without getting authorization. But telling rather than asking can be seen as more "grown-up" in some environments.

Incidentally, Trunk adds that this move will offend "older" people. Older than what? I think you have to study your own culture, not guess your boss's reaction based on his or her age.

"Invite your CEO to be a friend on Facebook.

I would say, "Depends on your CEO."

"Do reconnaissance on your probable boss."

Nothing new here. Career consultants (and counselor and coaches) have been saying the same thing for at least 20 years. I agree completely.

"Don't try to improve a coworker."

Again, nothing new. I would add, "Don't try to improve anybody."

I make this point in several places. In fact, I would ignore all unsolicited advice, especially when someone says, "My intuition for you is..."
See my intuition book.

But as she adds, if your company has a tendency to keep and promote lots of jerks, time to move.


"Call people on the weekend for work."

Come on: it's a judgment call! If you're both working to finish a project, sure.

Most self-employed people work on weekends, but for many of us there's an unwritten rule. Don't bother people and don't feel bad if they don't return your email on weekends.

I would say, "Check your office culture. If you don't feel comfortable, leave."

"Be nice like your job depends on it."

Curious advice. She writes:

"The old days of office politics as a means of backstabbing are dead -- young people are bringing their team-player, I'm-competing-against-my-best-self mentality from their self-esteem-centric homes into the workplace, and there's nothing you can do except be nice back."

I say, "Be nice back but also watch your back. The nastiest back-stabbers know how to act like nice team players."

OK, what do you think? Post a comment. Click on the "0 comments" link. I am forced to moderate all comments due to the huge amount of spam comments we all get, but never fear: I want to hear from you!

Need a new midlife career? Think "Open Road"

Ezine subscriber Ellen Zucker (www.facesandfortunes.com) sent me this story about fifty-something career changers who left their cubicles for the open road:

http://www.msnbc.msn.com/id/19875409/site/newsweek/

"Becoming a truck driver? You must be kidding." I can just see my readers shaking their heads in disbelief.

Well, maybe not. A few years ago I interviewed a truck driver who left his fifth grade science classroom to drive big rigs. He loved it.

"Forget the stereotype," he said. "You'll find doctors, lawyers, college professors...all kinds of people. At a truck stop, I'm not the only one in a booth reading a book."

These days, he told me, trucks come with automatic transmission and they're not as hard to drive as they used to be. Truckers communicate by CB, but more likely they have cab phones, fax machines and computers, too.

"Who changes those big wheels?" I asked, shuddering. Mechanical I'm not.

"Oh, if you're truck breaks down, you just call in your location and they send a repair truck. Faster than the auto club!"

You can drive alone or with your partner. You can bring along your dogs and cats.

He recommended going with the big companies, like Schneider, not the smaller outfits. Talk to the recruiters and learn which driving schools they recommend. Hang out at truck stops and chat with the drivers.

Of course, you do have to be able to drive in all kinds of weather. You have to be a confident driver who charges up hills and flies down mountain roads.

Frankly, if I were a better driver, I wouldn't be sitting here. I'd be out there myself. Next lifetime.

Also see: http://gettrucking.com/

Moving Without A Job?

Q. For lifestyle reasons, I am moving 500 miles to a new town. How do I check out job options before moving?

A. You're wise to consider options before you pack. Too often I hear from clients *after* they've already moved.

(1)Identify a range of possible employers in your new city.

(2)Check each company's website for "positions available." Also go online and check local want ads.

(3) Find a position that appears to be at a level comparable to yours. Call HR and say, "I am considering an application for this position. Are you recruiting nationally or locally?"

If she says, "Locally," she'll usually follow up with a comment like, "We do not pay relocation." Go to Step 5.

If he says, "Nationally and we pay expenses," just say, "Thank you." Send a strong resume and cover letter. And keep reading.

(4) If your job is too senior or too specialized to be posted, you have to be more careful. Many companies recruit senior executives on a national or even international level. Some recruit all employees nationally and pay relocation expenses.

If your job level and your company fit this pattern, do not show up at the door and do not offer to pay your own moving expenses.

A long time ago, a wise mentor said, 'If they get you cheap, they treat you cheap."

(5)If you hold a written job offer - Congratulations!

If not, bring funds to cover expenses for up to 6 months - preferably 1 or 2 years.

When I lived in a small town in New Mexico, newcomers with graduate degrees were working as coffee shop baristas, store clerks, and house cleaners. Some (but not all) welcomed the transition to a new lifestyle.

(6) If companies hire for good jobs, but don't pay relocation:

(a)Definitely plan an advance visit and write to potential employers.

Be confident: "My family will be moving to Green City in September. I would like to meet you when I visit Green City in August, in order to discuss whether opportunities might exist for our mutual benefit. I will call you on July 20 to make an appointment."

(b)Definitely look for a temporary job. In fact, you might prefer a short-term position at first, so you can scout the city on a leisurely basis.

(7) Most important: Do not assume you will find a job because (a) you're moving to a big city, (b) the economy is booming and (c) you're amazingly talented. Do the research.

But if you do find yourself stranded, get help. Some clients hire me *before* moving so they maintain continuity. Others choose to work with a local consultant after they've arrived.

The Good News: Nearly every newcomer finds new adventures, surprises and sometimes a whole new life.

Just because it's in print...

I must admit: I get totally frustrated with misleading career advice in newspapers and magazines. Journalists are supposed to provide simple, upbeat reports. Career change can be complex. You usually get a positive outcome but you have to invest a lot of time and energy -- and sometimes money.

Recently someone sent me a link to a Readers Digest article:
http://www.rd.com/content/best-quick-cash/

The article describes several opportunities to earn money fast, using skills you already have. These opportunities include become a VA, selling on ebay, entertaining at parties, and mystery shopping.

All of these opportunities are real. But each requires a major commitment to marketing, unless you already have a network in place. One woman who enjoyed juggling was able to parlay her skill into a $100-an-hour party entertainment service - but to get beyond on occasional gig, she'll need a targeted plan.

Mystery shopping sounds easy and appealing. One Seattle woman, said the article, earns up to $200 a month plus goods and services. Well, this Seattle woman visited the website where, the article promised, we could 'sign up.' In fact, after going through several pages and clicks, you can search openings by region. Search -- not sign up! Quite a difference. And after trying a few categories, I got "nothing here."

No free lunch. And skip the articles. Go directly to your own research. And don't trust anyone who promises a road to easy riches.

Toddler kicked off plane...nobody's right

By now you've probably heard of the talkative todder: a 19-month old child gets ordered off a plane because he wouldn't stop saying, "Bye bye plane." Apparently he was looking at a plane through the window, awaiting takeoff. Most passengers were sympathetic (although one suggested the child's words were drowning out the flight attendant announcements).

Not being a parent, I can't comment on the mother's inability (or unwillingness) to quiet her child. I would expect she could get the child to hush. But after 11 hours in an airport, with no sleep, I suspect most people's parenting skills would be compromised.

While it's clear the flight attendant overreacted, I have to admit I sometimes empathize with her. In my years as a college professor, I began by genuinely enjoying my students. Most of the time they were wonderful.

But after years of listening to excuses and whining, I had a hard time being sympathetic. In one week, three students came up to say their grandmothers had died, so they needed more time on assignments. Another time a student told me she had just discovered her husband was gay. One at a time, each complaint holds a human interest story, deserving of feeling. Taken together, they begin to seem comical. I had to remind myself to act appropriately.

So I can see where this flight attendant had one too many. If I had been on the receiving end of her anger, I would want her fired (and she probably will be). But airlines, like so many employers, put their people under increasing stress. The crew has to enforce rules that seem nonsensical, even to them, just as I did in a university.

Everybody's schedule gets disrupted. The weather seems hot. It's hard to do everything right all the time.

In an ideal world, the airline would compensate the family. They would give the flight attendant some time off with pay and access to stress management training.

But in the real world, I would cite this story as an example of finger-pointing. As a society (and perhaps as humans) we tend to blame individuals, not situations. We underestimate the impact of environment on behavior, as Philip Zimbardo documented brilliantly in the Stanford Prison experiment.

Both the flight attendant and the mother could have behaved better...in different circumstances.

Weather and Careers

When I was writing my relocation book, I interviewed a psychologist to get the official mental health professional perspective. To my surprise, she talked about challenges newcomers face with (of all things) weather.

I've always had a hard time with bitter cold. Two years in Alaska and 5 years in Manitoba -- and I still won't drive in snow.

But this week I realized the power of the weather in a different way. Seattle enjoyed a mini heat wave...just a few days but I lost a couple nights sleep. That put everything back...and then I was stumbling around doing dumb things...and had to spend *more* time undoing them.

Yesterday I was waiting to cross a street when a well-dressed man asked, "Is the weather always like this?"

I felt like saying, "Go see Sleepless in Seattle. The state symbol is the raindrop."

But instead I mumbled something about how rare this weather was. That's why, I explained, so few places are air conditioned. My apartment building is one of the nicer ones in Lower Queen Anne. So we have washers and dryers but no a/c. For 362 days a year--no problem.

"I'm from Palm Springs," he said, shaking his head. California people still think they're superior to the rest of the West Coast.

Beware of Moving Scams

Ouch! the better Business Bureau gets over 10,000 complaints about moving companies.

Check out
http://www.movingscam.com

Don't give your movers a deposit by cash or credit card.
Your mover should have trucks with the name of the moving company in large letters on the side.
I recommend going directly to the big boys: Allied, United or Mayflower. You won't pay more, believe it or not. Often you'll pay a lot less. You'll get an 800 number to call if something goes wrong.

Sure, you can still have problems. But you'll most likely avoid the Move from Hell.

My book deals with the psychological aspects of moving - stress, hassle and more.
Check it out here.

Ouch: My boss is half my age...

ABC's Good Morning America ran a segment on the trials and tribulations of working for a younger boss. The segment featured a 54-year-old woman who just couldn't adapt to working for a 29-year-old boss.

"These days it's not about time served - it's about technological skills," was the message.

Author and Career Specialist Tory Johnson suggested "open communication." Identify your beliefs. Gen Y - workers born 1977-1991 - constitute the largest segment of the work force. These folks, says Johnson, believe authority comes from expertise and accomplishment - not time served.

"Older workers," Johnson says, believe in the value of "time." But younger workers argue, "If I am a stronger performer, I can leapfrog."

Frankly, I think the issue is more complex. There *is* something to be said for perspective. The challenge comes not just from "resentment," as the program suggested, but from a sense of feeling devalued. After investing so many years, we're hearing, "Who cares what you did?"

It's the corporate version of "So what have you done for me lately?"
which can be heard as, "Your life is meaningless."

And who wants to hear that message?

Leave a sinking ship (or enjoy more cheese?)

Q. I joined Blue Company three months ago. Since then my department has experienced a 40% turnover. I can see why. It's disorganized and outdated. Our boss expects us to put in long hours to do meaningless work. Time to leave?

A. Maybe.

Here the key question seems to be: Are these departing employees reacting to a situation that (a) has happened recently, (b) is unlikely to change and (c) will affect you personally?

If circumstances changed a few months before you were hired (e.g., a merger or new CEO), you may be part of a new wave. You actually will benefit from these events.

Or maybe these departures have nothing to do with the company. Suddenly your field has opened up and recruiters have raided your group. If that's the case, you may be in a position to raise questions about your compensation - always a judgment call.

Or you may be seeing the beginning of the end.

For example: I once worked for an organization with a truly incompetent department head. Unfortunately for him, employees in his department were highly marketable. One by one, they took off. They were hard to replace.

We thought the situation would go on forever.

But following the departure of 2 particularly valuable employees, management asked the department head to accept a lateral transfer. They promoted a well-respected employee to be the new manager until an outside search could be completed.

Bottom Line: We've all heard the saying about rats deserting a sinking shop. But is the ship really sinking? Has a new path to dry land just opened up? And can you find a safe corner that's well-stocked with cheese -- and nobody else is around to demand a share?

To fine-tune your intuition, I recommend my very own
Intuition Ebook.

and clients tell me they like my
Job Search Guide.

How to Showcase Long Achievements in a Short Resume

Q. I want to emphasize my experience, including some significant accomplishments from 20 years ago. But I want to keep the length reasonable. And some of my best success stories might sound lame, given how much technology has changed. As a librarian and information specialist, I realize technology will be relevant to my new job.

A. Good question. Ideally your resume will be just an adjunct to your search. You'll find your next job by formal and informal networking.

But resumes can make a difference in a hiring decision. And some fields (such as academia)require formal applications and resumes, no matter what.

A few suggestions. Readers, please share your reactions and feel free to add further ideas (or disagree with mine):

(1) Focus on qualities and skills in your future job description, not on what you've already done.

After twenty-plus years, you are most likely seeking a management or senior level position. Your future employer will be looking for evidence that you can complete projects on budget, motivate others and possibly come up with new programs and plans.

So you begin as many sentences as possible with "Organized, "Developed," "Managed," and "Designed."

When you're over 15, you don't have tasks and duties. You have responsibilities and accomplishments.

(2) Focus on how you completed projects - not the nitty gritty of what.

An imaginary example: You organized a new card catalog. You asked supervisors from four departments to contribute sections, coordinated their input and created a master card file.

Card catalogs may be dinosaurs -but you can talk about coordinating 4 managers to create an interactive information resource!

If that's too far-fetched, just use the word "project." Or be specific but emphasize the "how" rather than the "what."

(3) Summarize multiple jobs from your early years, even if you worked for different companies.

For example (I'm inventing details):

Reference Librarian 1980-1991 --San Francisco Public Library 1980-1984 --San Rafael Public Libray 1985-1989 --Levi Strauss Corporate Library 1989-1991

The HR folks will be happy: you gave them dates with no gaps.

Then you have a short paragraph or two with the best stories from all the positions.

(4) Emphasize outcomes more than process in the early jobs; include both when describing later jobs.

"As a result of this project, satisfaction ratings increased from X percent to Y percent." "The new system saved five thousand dollars and allowed us to reduce staff by two." "The new system allowed us to serve three times as many customers while increasing our budget by twenty percent."

(5) Apply for positions where your skills will be appreciated and welcomed.

If your future employer feels threatened by your resume, I would see a red flag warning.

Many articles and books target midlife professionals and retirees with the message, "Don't worry about being overqualified."

They're wrong.

Some folks happily take a step back in their careers. I once met a branch manager of a major corporation who returned to the sales force rather than accept a move. She seemed happy. I've also met former corporate executives who found new joy as coffee shop baristas, sales clerks and restaurant staff.

But in my experience, most professionals find themselves more stressed when they take a job where their experience appears to be devalued. That's why so many end up starting their own businesses.

And often you get tapped to accept extra responsibility, with no extra reward, because "you know so much."

Of course, if you need a job, you won't be fussy. But keep your job search open till you find a place where you will be recognized (and rewarded) for what you can bring to the table.

Promotion as stressor?

We forget that good events cause stress as much as negative experiences. Today's paper had an article about promotions. Lots of executives find themselves in positions that call for a whole new way of viewing their careers. They spend more time in meetings. They supervise others instead of doing what they love to do.

The same principle holds in starting a business. Success comes from creating repeatable processes and marketing- not doing what you love.

Taking a step backward is rarely the answer. I find my clients get even more stressed when they take a step back. You have to get used to moving up...or consider jumping ship.

Talk back to Sue Shellenbarger: Online MBA Programs

One of my favorite Wall Street Journal columnists, Sue Shellenbargar,just answered a question today about online MBA programs. See the WSJ for Thursday June 14, p. D2.

Shellenbarger recommends some good sites that profile and rank online MBA programs:

www.geteducated.com
www.businessweek.com
www.aacsb.com

She's got some good points: find out about the faculty and talk to some alumni. If your acceptance seems to depend solely on possession of an active credit card, be suspicious. And if they won't answer questions when you apply, what
will they do later?

I would add:

Even in the top notch gold-standard programs, your primary contact will probably be an Admissions Rep or Enrollment Manager. These folks are rewarded for making sales. Their job is to get applications, rarely to help you make the best decision about your career and your education.

In most programs, interaction with others and networking will be a real plus. But group projects present unique challenges in the online world. Inevitably students get frustrated because their work schedules, computer platforms, browsers and time zones create conflicts.

I wouldn't ask about "teacher training" unless you're prepared to go into detail (and they're prepared to share). Experienced, qualified professors will not accept appointments to programs that require extensive training. Typically this training requires many hours, yields little benefit and requires participation without compensation. A busy, experienced professor will refuse.

Instead, find out the credentials of the professors. If many faculty members graduated from the same university, raise a red flag. If they hold degrees from "independent" schools, you have to dig deeper, especially if you're seeking a PhD and/or have to write a dissertation.

You should also be aware that professors who are paid by the course will be required to earn high student evaluations in order to keep their jobs. Therefore they may resist making demands on students so everyone coasts through with easy A's. Nice - but your degree probably won't have much value, you won't be challenged and you probably won't make good connections. Students who struggle together tend to form bonds. Those who coast will pass like ships in the night.

If you must write a dissertation, ask if you will be prepared through rigorous research courses. Find out if your first paper in the program will be your dissertation.

In some programs, students coast through the courses with easy A's, only to stumble at the dissertation which is an abrupt disconnect. I've seen this pattern in both MBA and non-traditional doctoral programs.

Most important: Thank the admissions officers and enrollment managers politely but don't rely on them for information. Insist on talking to alumni. Target folks who have graduated over a range of 6 months to 2 years. Don't ask for advice. Ask for their experiences.

Compare yourself to the alums you meet.

For example: Suppose most of the alums seem to be settled into a safe corporate job but needed their ticket punched for promotion. If you're looking for a credential to change careers or be attractive to recruiters, you probably need to look elsewhere.

More: My book on Returning to School as a Mature Student .

5 Steps to Avoid the Twin Work-at-Home Killjoys

Recently, I was going through my email when I found the
following question.

Q. After a long period of unemployment, I was offered
a telecommute job. I've never worked from home before!
Any suggestions?

A. This question has come up a lot lately. The twin
challenges seem to be either (a) too much time alone
or (b) too many interruptions.

A New York Times author plans a return to a "real
job" after realizing she looked forward to the voice
on her answering machine.
http://www.nytimes.com/2007/06/03/business/yourmoney/0
3pre.html

Another article (can't remember where) described
interruptions from spouses, cats who slept on the
laptop, and neighbors who needed rides to the airport.

(1) Be firm about boundaries.

Many people -- neighbors, friends, telemarketers --
assume you're available 24/7 because you're home. If
you're over 45, they think you're retired.

When someone calls, I recommend saying, "You know,
I'm right in the middle of something. Can you call
later?"

Even better: stop picking up the phone unless
you're expecting a client call. Leave a strong "not
available" message with a promise to call back later.
(You can have a special line or secret signal for
family emergencies.)

Practice telling the UPS driver,
"I cannot accept packages for anyone except myself and
my family." Even better: Rent a mail drop and send
all your packages there.

No matter how politely you decline, some friends will
never understand. And they won't hear you the first,
second or third time.

Setting boundaries with family? Too sensitive for an
ezine column: ask an expert.

(2)Have a reason to get up and go out each and every
morning.

Several years ago, I was working from home to write a
book in Philadelphia. I'd begin each day by
visiting the Tuscany Coffee shop and editing pages
I'd written the night before.

I was awake and dressed (though not for success).
They had great coffee and the best "everything bagels"
on the planet.

Now, of course, I'm forced out the door at a
ridiculously early hour by a demanding dog who
frequently makes secret alliances with a grumpy old tabby
cat.

(3) Schedule around your own productivity pattern.

People who work best in long spurts need to clear their
calendars. They might schedule client consultations
all together in one day, go to the gym after hours,
hire a dog-walker and arrange for reminders so they
won't miss important meetings (and lunch).

Those who work in short bursts (which is my pattern)
will be tempted by breaks and interruptions. I get
more done when I break up my day with dog walks, lunch
meetings and exercise class.

(4) Cut back on chores and interruptions.

Sure the grocery store will be empty on Tuesday
morning -- but should you be there? These days you can
order groceries online. In Seattle, you can get
healthy food delivered in a cooler box right to your
door. Pay your dog-walker to take Fido and Fluffy to
the vet (yes, there's a story of how I figured this
one out).

(5) Ask the Magic Question.

Tim Ferriss (author of of The Four Hour Workweek) asks:
"What is the one thing you can do that would make you
feel the day was productive and successful?" Ask the
question early, he says, so you'll have time to get it
done.

Read Tim's book.

Readers: What are your work-at-home challenges and
solutions? Please post a comment.

Q. Hi Cathy. I was laid off sixteen months ago with a great severance package. Since my spouse was working, I really didn't need to search for a job right away. How do I explain my time off?

A. Gaps can be challenging to navigate -- and even more challenging to explain. But when a company really wants to hire you, they won't spend a lot of time obsessing about gaps. So...

(1)Aim your job search on finding someone who can say "yes."

Focus on reaching a manager who appreciates your talents - not a screener looking for ways to place your resume in the "reject" pile.

(2) Use extreme care when omitting a job.

If your last (or current) job lasted just a few months, some advisors say, "Leave it off, especially if you were earning a below-market salary or working in a totally different field."

Maybe. But I recommend preparing an answer in case you get caught on a background check.

And some employers would rather see even short-term employment than no employment. It's always a judgment call.

(3) Create a one-sentence explanation to explain the gap.

Practice talking in sound bites -- you don't want to seem evasive, but a short matter-of-fact answer will discourage curiosity.

(4) Stick to business.

Explain your gap accurately but professionally. Refer to health and family only as a last resort.

Note: If you've got a really sensitive situation (e.g., you were in a drug rehab program), get lots of professional advice.

(5) Consider changing direction if you're blocked.

A few years ago, "Hortense" called me eight months after leaving a high-powered job. She had spent that recovering from shock and enjoying her leisure. She sent out resumes and collected a series of rejections. "Overqualified," they said.

I encouraged her to continue pursuing her job search, but also consider a new business. We talked for a few hours over a couple of months. I suggested she attend a few networking meetings just to test the waters.

She went to one breakfast meeting. She said, "I'm thinking of starting a specialized coaching company."

To her amazement, people started handing her business cards and saying, "Call me when you're ready for business. We like your style."

And she was off and running.

You may not want a business...but returning to school for a new career might make sense. Often a shift in strategy will open doors you never anticipated.

Money Management: sometimes a latte is an investment

In a recent New York Times article, Damon Darlin advises graduates to save money by skipping the lattes at Starbucks. Make your own coffee, he says. You'll save about $2000 a year.

To read the article, you have to register (free):
New York Times site

I would tend to agree...except...

Freud famously said, "Sometimes a cigar is just a cigar."

I would say, "Sometimes a latte is not just a latte. Why are you drinking that latte? Who's with you?"

Depending on your answer, those $3 drinks may be an investment in your future. For example:

(1)You're sipping with the stars.

If your industry or company group hangs out at the local coffee shop, you're not just drinking coffee: you're gathering intelligence that you can use to advance your career.

Of course, if you get together to gripe and you're drained by negative energy, gossip and whining, you're losing a lot more than the price of coffee.

One small town business owner invested over $200 a month in coffee at two espresso hangouts. He was one of the few business owners who came by regularly to chat with the regulars and stay informed. His business was one of the few that demonstrated explosive growth in the downtown area.

(2) You're forcing yourself to get some work done.

Those who work at home know all too well: sometimes you gotta get out of Dodge. You're feeling enclosed by four walls. The refrigerator is way too tempting. And frankly, you're just plain lonely.

Drop the dog into day care and head for Uptown Espresso, Java Joint, Bean City...whatever your locale has to offer. Nurse a drink and work with the wi-fi. Cheaper than renting an office...and if you meet with a client, you deduct the coffee from your taxes (if your accountant approves - I'm not an expert).

Bonus: I've met several business owners who made better connections over laptops at Starbucks than at those $50-a-pop networking meetings.

I've also spotted corporate executives hiding out in the corner, ducking yet another dreary meeting.

(3)You absolutely, positively hate your job and your latte gives you a break.

When people hate their jobs, I advise them to find something to enjoy, even if it's just a picture on an office wall. Of course, I also advise them to get proactive about making some change. See
my free article on Ten Things To Do When You Really, Really Hate Your Job.

Sometimes you need to hang on because you need credibility, experience, time in grade, or basic survival funds. Looking forward to that latte may get you through the day and the week...and it's a lot cheaper than therapy. I'd also recommend that you join a gym: exercise is a natural mood-enhancer.

If you need the prescription version of anti-depressants, you get to discuss the meaning of lattes, cappuccinos and decaf with your therapist. Not me.

And if you choose the coffee shop for the taste, or you get your coffee in takeout containers, then I'm with Darlin, the New York Times writer. You're not investing in anything: you're buying coffee.

Talking Back to Barbara Ehrenreich

I'm a great fan of Barbara Ehrenreich. I loved Nickel and Dimed and enjoyed reading Bait and Switch.

One of my ezine readers sent me a link to Ehrenreich's blog, which recently discussed the gap within professions: those at the top make mega-bucks, those on the bottom hover at the poverty level. See
the blog entry .

While I applaud Ehrenreich's attention to these pay discrepancies, let's face it: salaries are set by the market, not by turf-protecting executives.

For example, Ehrenreich observes that elite-level professors make six-figure salaries, while many adjuncts scrape by on $5000 or less a semester.

True. But what's the economic reality?

Large numbers of the "best and brightest" graduates are willing (if not eager) to join the ranks of low-paid adjuncts. Therefore supply remains high. As long as universities can fill positions at minimal cost, they will do so.

Meanwhile universities pay star professors handsomely for the same reason CBS offered Katie Couric a few million bucks to read a teleprompter: they believe these individuals will attract revenue in amounts that exceed their salaries. Big Name is perceived an investment. Little Unknown is considered an expense.

You can be forgiven for making bad investments. You're criticized for running up expenses.

Many low-paid adjunct professors are far less qualified than full-time faculty. The demands on their time make scholarly research impossible. Interaction with students is necessarily limited.

Adjuncts have little incentive to demand high levels of student performance or seek out evidence of plagiarism. They keep their jobs based on student evaluations. As a result, many become "edu-tainers," a word I learned from a real life adjunct.

Therefore, adding more adjuncts will lower the quality of education for many students. But universities will not feel an economic impact. Students choose to enroll based on reputation, which will enhanced by the stars, not lowered by the adjuncts.

Therefore universities have no financial incentive to change, unless adjuncts decide to become more marketable and/or leave the field, thus cutting off supply. I doubt that we'll see a major shift in this direction. I've met too many adjuncts who have what a friend calls "wife-of" jobs: the spouse earns a good living so the "wife-of" (who can be male or female) becomes an adjunct professor, art museum employee, career volunteer, flight attendant or...you name it.

Incidentally, Gloria Steinem, who I admire immensely, made the same mistake. She was angry because janitors could earn more money than teachers.

Whose fault? Well, I bet most of my readers would rather be teachers than janitors. When X says, "I wouldn't do that for any amount of money..." you'll hear Y saying, "Well, for enough money, I will!"

This market principle works in other fields mentioned in Ehrenreich's blog. College students think, "Lawyers earn big salaries." So they enter law school in great numbers, creating an available supply of trained labor, willing to work at menial tasks in horrendous conditions just to be able to say, "I'm a lawyer."

Unless governments move in to subsidize salaries, we'll continue to experience negative consequences of market forces, just as we see open land turned into factories. In her remarkable memoirs of prison life, former headmistress Jean Harris frequently lamented the discrepancy between salaries of highly-trained teachers and thug-like prison guards. That's just one example.

You probably have some power over your own career. "Think marketable!" is my rallying cry. Choose a field where you'll be valued, not where you're excess baggage, unless you're willing to accept adverse employment conditions.

It's what I share with my own clients, although a little more quietly.

Surprise: Meet Your New Job

Q. "I thought I did all my homework before taking this job - but everything has changed! I'm working 12-hour days to complete assignments they 'forgot' to tell me about. My customer list includes all the problems nobody else wants. What can I do? And what questions should I ask when I look for my next job?"

A. This question has come up a lot recently. Some suggestions:

(1) Before taking any action, try to find out what's going on just by observing, listening and noticing your environment.

(2) Test the waters. If you feel comfortable, say something neutral like, "Based on our interview, I anticipated working on X and Y. I am happy to be working on Q and Z -- new challenges!"

Then listen for the response.

Frankly, many managers walk around in a half-dazed state. They don't even realize they changed your assignment.

Others will go into denial: "Change? Nothing's changed! What are you talking about?"

Or a puzzled, "Yeah - I thought you'd really enjoy Q and Z - I did you a favor."

Or (very rarely) "Yes - Hal had a heart attack and we had to switch everybody around." "We just lost our biggest account and we're all scrambling."

(3) Explore opportunities elsewhere in the organization.

Maybe your department had a vacancy for a good reason: an impossible boss or ridiculous mission. Once you're in the door, it's often (but not always) easier to transfer than to get hired as an outsider.

Once you've concluded, "There's no hope," prepare to do even more homework for your next job. There's no foolproof way to research an organization and anyone can be caught by surprise.

But you should be able to meet with at least 3 or 4 future coworkers, including some recent hires. Observe their work areas, body language and attitude.

And you can ask them some tough questions (worded more tactfully, of course):

"What was your biggest surprise about working for this company?" "What's the best and worst part about working here?" "What changes have you observed in the last few months?" "What's the average length of time most people have worked here?"

And although I avoid pollyanna-ish cheer, people tell me they do find silver linings. After serving a stint in the nightmare department, they find a welcome elsewhere. They discover hidden talents, pick up new skills and/or become more marketable.

It happens. Surprise works both ways.

Talking back to the head hunter on performance reviews.

On a recent post, a recruiter "The Headhunter" columnist answered a reader's question about performance reviews. "I haven't had a review in 4 years," the reader said. "What should I do?"

The columnist advised the reader to press the issue. If necessary, he said, "Go to the Human Resource department. It's possible your boss isn't following policy."

But here's a counter argument.

What are the nonverbal signals? Are you getting raises and rewards? What's your relationship with your boss?

More important: Are you more marketable today than you were 4 years ago? One year ago? Six months ago?

Staying marketable is your best protection against bad reviews, no matter what.

For more:
http://wwww.midlifecareerstrategy.com/perfreviewbook.html

Does relocation bring happiness?

Today's Wall Street Journal column, Getting Going by Jonathan Clements (Page D1 of the Personal Journal)reviews the age-old question: Why what you have is never enough. He reports a study by academics Daniel Kahnemanand David Schkade. They asked university students in 2 US locations - midwest and California - where they think "someone like themselves would be happier." Both picked California, mostly because of the weather. But, say the authors, you're doing a lot of the same things in both places: grocery shopping, chores and work. True. But grocery shopping feels different here at the Metropolitan Market or Trader Joe's, as compared to a Safeway or Albertson's that's the only game in town. And chores actually vary. When I lived in a house, my chores were quite different. In a smaller town, or certain regions of the country (or world), you may trouble hiring services to meet your specific needs. In the US, many large cities feature services on craigslist.com -- affordable and accessible. Sometimes the geographic cure really works. Sometimes the grass really is greener...literally and metaphorically.

From Self-Employed to Corporate: Step Back or Leap Forward?

You've had your own business for the last 5 years. Your biggest customer is going away maybe your family clamors for a "real" job with benefits.

Can you survive in a cubicle after tasting the joys of flying solo?
.
Here's what I've found.

For the first 6-12 months, back-to-corporate workers tend to have fun. It’s like playing a new game. And you may get lucky and find your new home.

If it's been awhile since you did the job search thing, your resume may need a makeover.

Pick up a handful of books from the bookstore. Draft your resume. Get feedback from executives in the field and/or company you are trying to enter. If you get inconsistent or negative feedback, bite the bullet and work with a professional consultant.

Most of my clients hide their brilliance and don’t do justice to their many talents and accomplishments. These days, you have to be “out there.”

Avoid any service that promises to get you a job or get you “in front of” managers who can hire you. Stay away from the resume blasters.

(4) Expect to be amazingly productive in your new job.

Working on your own has given you perspective. You guard your time more carefully. You ask, “Do I really need to do this?” You’ve learned to figure things out yourself before you ask for help.

But once you’ve been on your own, you probably caught the bug. Now’s the time to plan in a leisurely fashion. Take classes. Visit the Small Business Administration. Attend networking events featuring business owners.

But be very, very discreet. Your company wants to believe you’re committed to stay forever, even though they rarely reciprocate.

Networking for Career Change

Career advisors tend to sum up all their advice in one word: "networking."

Too old? Too big a resume gap? Bypass the hiring process through networking.

Inevitably my clients groan: "Networking? I knew you were going to say that. I hate to network."

Frankly, I don't blame them. The realities:

(1) In my experience, people who have strong networking skills will reach any career goals faster than people who don't.

(2) You need two kinds of networking. You can network for information and network for contacts. Sometimes one evolves into the other: you attend an industry meeting and someone says, "I've been looking for someone with your skills. Since you asked..."

(3) Networking for information means asking people in a field, "What do you do? How do you do it?" It's not about asking, "What would you recommend to someone like me?"

(4) You network for contacts by crystallization: starting with someone you know and moving outward. You find someone who knows someone who...

(5) These days it's hard to get an appointment with anyone who doesn't know you. And you almost always have to pay mentors. See
Mentoring for the 21st Century

Forget what you learned thirty years ago, i.e., People are flattered when you ask for information. These days everybody has read the Parachute book and they're more likely to be annoyed.

The Apprentice Los Angeles Finale: The Big Yawn

By the time the Finale rolled around, did we really care? Did we ever get a clear decision about who wrote the best commercial for the final task?

On the positive side, I think Stefani deserved to be the winner. I was afraid Donald would cave in to demographic pressure. We've had winners who are male, female and African-American. It would be so tempting to balance with an Asian-American -- and such an appealing, genuinely nice guy, too!

But Stefani remained a calm, quiet presence. She was the only woman on a team of four and she conducted herself with dignity. She got the work done without stepping on egos.

Is she a leader? Frankly, I'm not sure that matters. Her first year will be mostly about learning, not leading. At the end of the year, she'll be well-positioned to take a position with a law firm, specializing in real estate and construction, earning as much as she will get from serving as The Apprentice.

I hope Trump finds room for Frankie somewhere else in the organization. He's got so much heart (and he could get a little polish along the way.)

I've always enjoyed The Apprentice but this year, I get the feeling NBC says to The Donald, "You're fired!"

Apprentice Los Angeles Ends With a Whimper

Apprentice Los Angeles is down to the Final Four. The last task was fairly mundane - nothing like the previous finalists who had to run major public events. Here they just completed a fairly bland advertising task.

We can't get excited about any of the candidates. Nicole hasn't emerged as strong and certainly hasn't been a leader. The Bronx guy won't make it: too down to earth. It's down to Stefani and James.

My money's on James. Stefani has quietly emerged as a leader. She's calm and she appears to have influenced James's success. James has gotten calmer and more sensible. As a team, they're effective. But we haven't seen either of them alone, as we would if they'd been assigned to a big benefit.

Of course, after the last few seasons, what benefit would turn a major event over to an Apprentice wannabe?

Trump seems frustrated. He's been rude and insulting to the candidates. The tent business seems to distract us from the weaknesses of the show.

Sadly, it's time to give The Apprentice a decent burial.

Networking -- for everyone?

I like this blog entry - David St. Lawrence says we need to think of networking as getting to know people - not
necessarily asking anybody for anything:

http://www.making-ripples.com/2007/04/finding_work_at.html

Energize your career by going live

When I lived in a small New Mexico town, I had lots of time to work on my business as well as my writing. There wasn't a lot to do in the evening and certainly networking was not an option in my small town.

Now that I'm in Seattle, I've launched a networking campaign. I started tentatively because "you're supposed to do this." Being an extravert, I now have to hold back. In fact, I just dropped out of a couple of groups.

My biggest surprise is the impact of networking on my Internet activity. Just being around lots of people changed my energy. My ideas are better. Because I'm in contact with my target market, I pick up their vibes. I wish I weren't stuck with some things I started in New Mexico: changing a brand and image has turned out to be harder than expected.

In her book The Artists Way, Julia Cameron wrote about the way creativity feeds on being with people. Although readers have become more skeptical about Julia Cameron's messages (especially if they read her memoir), her ideas are sound. Arists paint each other. Writers talk.

So when a business or career gets stalled, I now recommend getting out and talking to lots of people. Not the boring, dreary, must-have networking, but being around stimulating people and events. Not just shaking hands, but listening to live performances in theatres, concert halls and bookstores. Screens just don't generate the same energy, even if they're big.

Apprentice Los Angeles: Who's responsible?

Watching The Apprentice Los Angeles this week, I was reminded of a conversation about a seemingly unrelated subject: football.

"Larry" had played football in high school and college. When he watches a game, he says, "I would never boo a player. Sometimes one guy seems to make a mistake - but he was doing his job. Another player wasn't following the game plan."

And that's what happened here.

Kristine - the competent-looking lawyer with the rimless glasses - teamed up with Nicole to create a promotion for some new condos in Las Vegas. Of course, Kristine's game plan was a little shaky: she wanted to get out from under the shadow of Heidi, whose competence shown on most tasks.

But as Kristine worked on the brochure, Nicole decided to take a nap. Kristine decided to let Nicole sleep. After all, she reasoned, Nicole had been useless on this task so far.

So Kristine decided to write the whole brochure herself. She attempted to do the work of 2 people.

And she came close...except that she got one phone number wrong.

True, in marketing, that's a very serious mistake. On my own articles, getting the contact information wrong means, "What's the point?" If they can't find me, why bother to advertise?

But if Nicole had been doing her share of the work, Kristine might have had time and energy to pay attention to those little details. If they had worked together, they might have proofed the brochure more accurately.

So who should get fired?

In real life, hopefully you wait to collect more data to establish a pattern. But someone else's mistake can make you look bad, in football and in business. You weren't supposed to be on the receiving end of a catch, but it comes to you anyway...and you miss. You weren't supposed to handle this part of the job...but the other person disappears.

Almost always, these situations tend to be lose-lose, once you're caught up in them. Best to prevent them from happening in the first place. Football players don't always have a choice but professionals can make a concerted effort to hang out with winners, even if they risk being overshadowed.

A controversial call, either way.

Relocation Tips for Creative Moving With Cats

Moving with cats? I get a surprising number of questions with this subject line.

So I absolutely loved this story:
http://www.nytimes.com/aponline/us/AP-ODD-Taxi-Move.html?_r=1&oref=slogin

The TImes reprinted an Associated Press report: Retiring to Arizona, a couple needed to move themselves and their cats. As long-time New Yorkers, they don't drive. And they didn't want their cats to fly.

So they negotiated with a New York City cabdriver. They'll be driven across the country in his air-conditioned SUV, in style, with the cats stowed in carriers in the back. Their furniture will follow separately.

Even if you drive, you may not want to. Imagine you're moving to a city where you've never lived. You don't know how to get from one street to the other. And you're looking for a place to rent while you decide where (and maybe whether) to buy property.

The solution? Negotiate with a taxi driver or car service. Get a driver to take you around. She'll drop you off so you can check out a place while she circles the block or hunts for a meter. He won't lose an hour by taking the wrong freeway exit.

Expect to pay a flat or hourly rate plus tips, parking and tolls. You'll save hundreds (perhaps thousands) of dollars by choosing a place that's perfect for you...and maybe lower cost, too.

Moving with cats? They won't fly in summertime...which takes up most of the year in Arizona. My 18-year-old cat has flown twice and she's done just fine.

I discovered all this while doing research for
my moving book.

Opt-Out Revolution: Lose the myths

In the Columbia Journalism Review, EJ Graff reviews a book about the so-called opt-out revolution: the belief that women with kids decide to "opt out" of the workforce to stay home and be full-time moms.

The link is here:
http://www.cjr.org/issues/2007/2/Graff.asp

According to Graff, women don't really opt out. The current infrastructure gives them few options. With unforgiving companies and school systems with hours based on long-ago farm life, it's just about impossible to combine roles. The media focus on upper-class, educated women with working spouses.

I would refer readers not only to this excellent article (I like articles that reveal media distortions of reality) but also to Bella dePaolo's book, Singled Out. When schedules get adjusted to help parents cope with their responsibilities, often it's the single people who get asked to pick up the slack.