7 Dumb Career Mistakes Made by Smart People

I was inspired to write this post after reading about a former flight attendant who made a whole bunch of these mistakes. Don't look now but a lot of smart people make at least one. Dumb Mistake #1: Posting a photo of yourself in a provocative pose on the Internet. Dumb Mistake #2: Wearing a company uniform (or carrying an emblem of the company, standing outside company HQ) while performing Dumb Mistake #1. Dumb Mistake #3: Writing a blog about your company "for therapy" and insisting it's for you and your friends. Dumb Mistake #4: Using the company email to send a personal message. I get dozens of queries every year: "Hi Cathy. I hate my job. Can you help?" All written on the company's message system. Dumb Mistake #5: Thinking your boss, the HR department or the recruiter is your friend. Dumb Mistake #6: Expecting free help. Yep, every year I get calls from senior execs who ask if we can "just talk" for an hour or so. Dumb Mistake #7: Working extra hours to help your current company when you've been given notice: you're going to be laid off in six months or less. Recognize yourself? I sure do. Why do smart folks make dumb mistakes ? Secretly they hate their jobs and are into self-sabotage. They're brilliant at career success but not career change. They're nice people who expect others to be nice too. (So far it's worked) All of the above. P.S. If you really hate your job, check this out.

MBA for a Midlife Career Change? Why not? Why yes!

Midlife career change often begins with a move to education.

So I wasn't surprised to find an article in the Wall Street Journal(Tuesday, March 27, 2007, page B10) featuring a Q&A around the question, "Should I get an Executive MBA after 50?"

Frankly, I wonder why the question even comes up. The real question is, Should I get a new educational qualification? From where? And why?

(1) Instead of asking "Am I too old," ask, "What do I need now."

For an under-30 student, a traditional MBA can be an express elevator to the executive suite. For a midlife career change, you're more likely to use your MBA for networking, starting a business, or jumpstarting a new career.

But will you get a lower return on your investment, with fewer years remaining in your career?

Who cares?

Five or ten years after completing your degree, you're facing a brand new career with technologies that weren't invented when you started out. Or you realize you've outgrown your career.

So these days any degree, at any age, has a ten-year life span at most. Midlife career change happens more than once in a lifetime.

(2) Education programs offer unparalleled networking opportunities.

As columnist Ronald Alsop points out in the above article, you can use a graduate degree for career change. It's a unique way to network without feeling pressure, bypassing informational interviews.

Your fellow students will have information about other companies, industries and professions. Professors at business schools (and other specialized degree programs, such as psychology, engineering and even music) often maintain a network of contacts.

Once I taught a class for an executive MBA program. Shortly after entering the program, student "Meredith" lost her job. Her resume landed on the desk of her classmate "Rodney." Rodney recognized her immediately, as they'd been on a class project team together.

(3) Degree programs give you new ideals.

You'll meet people and take classes on subjects you'd never consider otherwise. Most career change comes from serendipitous encounters, so you'll raise your chances of finding the best opportunity for your next move.

(4) Choose a program that's right for you.

The Los Angeles Times just reported yet another story of the perils of attending marginal schools. Your program could lose accreditation and you face raised eyebrows when you present yourself as a graduate. Read the story here (you have to register with the Times -no cost and minimal hassle):

One technique: Does the university have an alumni program? If the answer is "no," don't bother applying. If yes, attend a few meetings as a guest. Talk to alums about their success, experiences and their memories of academic rigor.

(5) For any educational program, set realistic goals and decide whether you can meet them.

Signing up is easy. These days, you'll find a warm welcome at universities, certificate programs, coaching programs - just about anything you might consider.

Figuring out the benefits? That's the hard part. Let's say your local university offers a certificate program in Human Resources. It sounds great: just four courses and you get to write on your resume, "Earned HR certificate from Local U."

How will future employers regard your certification? That depends on the reputation of Local U, the experience you bring to the table and the qualifications of your competitors.

Any of those factors could change overnight. So entering Local U with the goal of "a career change to human resources" may not be realistic.

But your certificate can pay off through networking opportunities, an extra edge if you change jobs, even a jump start to your bored professional self.

Bottom Line: You get my favorite answer. It depends.

Learn more from my ebook: Back to school for a Midlife Career Change. Download now and start moving to your dream career.

Whose Business is It, Anyway?

Today's WSJ reports a new trend: Companies are rewarding employees for healthy habits. They discovered some employees started smoking when they realized their fellow employees gained rewards for quitting. Is that dumb or what? Frankly,I wouldn't want my employer involved in my weight, eating habits and exercise. I want a personal life! We're one step away from the company store.

Career Advice from Family? A no-brainer!

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Today's WSJ (March 27) Cubicle Culture Section - Page B1 if you have the paper version - carries a helpful story: "Our Better Halves Sometimes Expose Our Worst Side." Consultant Jane Genova, according to the story, sought advice for dealing with a difficult client. She turned to her significant other. He suggested she summarize her requirements in a letter. Her clients ridiculed her and the situation got worse. Now, the WSJ says, Ms. Genova hires help. She pays experts with titles like "coach," "therapist," and "consultant." I'm biased. I couldn't agree more. But even I was surprised at the consequences of family advice. Apparently colleagues can recognize the signs: an overnight change of opinion, applications for positions for which the employee is vastly unqualified, and self-destructive decisions. Many years ago, my colleague "Heather" was offered a new position at a more prestigious university. She'd earn a bigger salary with a lower teaching load. Heather's husband, a financial consultant, advised against it. "You won't be happy anywhere," he warned. Heather happened to be seeing a therapist to deal with depression following a personal loss. She mentioned her career to Heather, almost as an afterthought. Heather got lucky. Her therapist was familiar with the academic world. "If you don't take this job," she said, "you may be stuck in your current location for a long time, perhaps forever." Heather took the job and thrived. Family doesn't help. They can do harm, way beyond the cost of hiring a coach or consultant for a few hours. I'm biased, of course. So I was delighted to read this advice in a respected business newspaper.

Job Search Strategy: Do You Fit Their Culture?

Q. I’m looking at a job offer from Mega Company that sounds absolutely perfect for me. A big step up: exciting challenges, salary increase, even a good location. But how do I know I can fit in with the culture? I want to land in a place where I can stay awhile. A. Evaluating culture can be challenging, but it’s absolutely essential. Even the most competent professional can be challenged to perform effectively when she’s labeled a misfit or he’s branded as an outsider. A few tips: (1) How did you feel during the interview? Did you find your stomach clenching? Did all the wrong words come out of your mouth? Or were you relaxed – maybe even sorry to say good-by at the end of the day? (2) How did the office look? Clean desks or clutter? Casual dress or formal? (3) Was your interview smooth? Were you left sitting by yourself when someone was late? To get additional perspective on this challenging topic, I consulted with Dr. Janet Scarborough of Seattle-based www.bridgewaycareer.com. She brought up three additional suggestions: (4) How do your future colleagues behave outside the office setting? “People tend to let down their guard when they leave an organizational setting,” says Dr. Scarborough, “and it is more difficult to sustain a false good impression outside of the artificial interview situation. Especially note how they treat the staff at restaurants.” (5) Can you uncover people who know employees of your future company? Mention the company’s name everywhere you go. You may be surprised to find someone who’s got a friend of a friend at your future company. You may even be able to ask questions like, "What type of boss is Ms. Smith?" “The most reassuring responses are glowing,” says Dr. Scarborough. “Neutral or lukewarm comments are probably negative.” (6) Can you google some of your future colleagues? “So many people have Web sites and blogs these days,” says Dr. Scarborough, “you can find out as much information as most competitive intelligence researchers.” Of course in some conservative industries, you may be dealing with luddites who still live in the Dark Ages. In other fieldsl you’ll find people who share a lot more than they should.

"But they promised..."

For some reason, queries tend to follow patterns. And recently I heard from two people, in two different industries, at opposite ends of the US: "Hi Cathy, "Last year we decided to buy a house. We fell in love with a home that's a 30-minute commute from where I work. I went to my boss. I explained that we were buying a home. He assured me there was no reason to worry about my job. "A few months later I got a horrendous performance review. Now I'm on track to be terminated. If I take another job, I'm facing a 2-hour commute or we will have to sell our dream house. "What went wrong?" Of course I can't read your boss's mind. But I have the following suggestions for anyone who considers buying a home: (1) Make sure you have funds to cover at least 6-12 months of living expenses in case your job is unexpectedly terminated. (2) I advise my clients not to discuss personal affairs with their bosses. The only exception might be maternity leave or legally-mandated family leave, and then you go through HR and dot all the i's. You'll never know what feelings your announcement will create among your bosses and colleagues. Maybe she's thinking, "They're buying a house in Gardenville? Hmm...I can't afford to live there. Must have a rich spouse." Or maybe he just notices you more. Now he's thinking, "I notice Lilianne seems to miss meetings a lot." Or, "Manuel needs to improve his writing skills." Or she thinks, "Why is Helene so concerned about her job? Maybe she's covering..." Of course your boss might be genuinely happy for you. But most of us can't control our subconscious, not-so-nice feelings. We're not even aware of them. (3) Want some assurance of job security? Talk to a lawyer first. Find out if your boss's email to you ("Nothing to worry about! Congrats on the new home!") has any legal standing. I am not a lawyer. I am not giving legal advice. But my experience says you can't take those assurances to the bank, let alone the courtroom. If you're a lawyer reading this post, please add a comment. Verbal assurance? Forget it. Unless your boss makes a big announcement on tape, or you've got credible witnesses unconnected with the company, it's your word against his. A contract? Now you've got a new ball game...and the lawyers are the ones who pass the ball around. Finally, apart from the job, think marketability. When you move to a location where you'll have trouble basing a new job search, you're losing marketability. Believe me, I've been there! If your current employer is the only game in town -- and maybe in a 25-mile radius -- you're taking a risk. Nothing wrong with risks. But when you go out on a stormy sea in a leaky boat, you'll wear a life preserver. You won't wait till you get out on the ocean to decide if you need to pack one or not. My readers are smart. You get the drift. Check out my website for more.

Performance review: don't delay taking action

Recently I've had a few queries that were remarkably similar to one another. They went like this: "Hi Cathy. Six months ago I had a bad performance review. Now I am on a performance improvement plan. Attached is the letter from HR. Can you help?" I positively hate these messages because by this time, there's not much we can do. I encourage everyone to hire a lawyer to negotiate settlements, references and anything that will make the transition easier. Often employers have already seen the writing on the wall. In fact, it's in their own handwriting. They may make concessions if you are willing to resign immediately. For example: 90 days on the payroll with no responsibilities (when you might be on a 60-day warning period) extra severance if you've been employed a long time outplacement or independent career consulting services They'll probably also agree to offer a noncomittal reference if anyone calls. When I work one-to-one with clients we discuss ways to address the reference question. I think of other emails and phone calls that begin, "Hi Cathy. I just got a bad performance review. It's a first for me! How do I respond? What do I do?" Now I can probably help. You have time to search for a new job, mend fences, and do all sorts of things to preserve your finances and well-being. Each situation is diffferent. I recommend the Power Hour - my 60-minute consultation. Some people recognize the value. But often I never hear from these callers again. Somehow they feel I should advise them for free. I often wonder how many of them end up with the 60-day notice, performance plan or worse. I wish I could warn them: A small investment in the early stages will save a lot of pain later. Meanwhile,check out my ebook.

The Apprentice Los Angeles: they really ARE in tents

Ouch! Was I ever wrong. I couldn't believe The Donald would really allow smart professionals to camp out in a tent, with inadequate bathroom facilities, to say the least. It seems there really is a tent. Some of the contestants have been looking downright scruffy. Interviewed after the show, one woman said, "Of course we looked awful! I hadn't washed my hair in days." The tent experience was created to make some good television. In theory those in the tents will be more motivated to work hard and get back into the mansion. In reality these kinds of motivations often backfire. You're tired and dirty. You realize some outcomes are almost random. Winning a task sometimes comes down to a single extra sale or a fortuitous location. The show makes a difference: where are the cameras focused? But I see another concern. Job interviews are supposed to be two-way. Applicants are not supplicants. They're people with dignity. If you're good, your employer needs you and you are having a business conversation about what you can contribute. I'm lucky. I left corporate America before the widespread use of background checks, lie detectors, drug tests and stress interviews. Never had any. I was background-checked for my current apartment and declined a telecommute job that required one. Even in this environment, you have to decide what you'll accept in order to get a particular job. Sure, if you decline a drug test or refuse to give information for a background check, your employer assumes you have something to hide. As far as I'm concerned, that's their problem. Trump candidates have been through background checks, psychological tests, physical exams and a whole lot more. And now they're sleeping in a tent if they lose. Maybe The Apprentice is like Mount Everest. It's there. It's a challenge. So go do it. Apart from the tent, Trump insults the candidates. He refers to their "ass" and their "stinking tent" and sneers on camera. To be sure, he bestows compliments: he admired the golf game of four women who golfed with him after winning a task. But he's still more than a little patronizing. Why put up with it? That's the question I hope more viewers are asking.

Softer Side of Networking

Last week we talked about attending networking events. This week I’m answering a frequently asked question: Q. “I’ve read about interviewing for information. But after working for many years, I don’t feel comfortable calling up strangers to ask for help.” A. I would agree with you. The first edition of What Color Is Your Parachute rolled out over 30 years ago. Millions of people discovered a revolutionary technique known as Interviewing for information. Ever since, we’ve been getting guidance like, “People are bored in their jobs. They feel flattered when someone calls to ask for information. They’re happy to take fifteen minutes to help.” Alas, these days people may be bored, but they’re also busy. More and more, you need a referral to get past the gatekeepers. So I recommend starting with soft networking. Meet strangers in a friendly, low-key setting and you’ll benefit from the principle of Six Degrees of Separation. (1) Alumni groups. If you attended college (even if you didn’t graduate), your alumni office most likely will share a directory. Even Scrooge-y types like me will return calls from fellow alums who ask about life in Seattle or New Mexico. Don’t forget high school, graduate school and professional groups. (2) Lunch and dinner meetings. Many associations host meetings where you can make low-key contacts. Just in the past few months, I’ve attended functions with a business owner group and an MBA alumni group where visitors openly asked for career change help. It’s hard to predict where you’ll find success. I recently connected a job seeker with someone in a field where I have no experience, just based on a casual conversation with a neighbor who just found a great job in that field. (3) Social groups and friends. Connections get made at dog parks, parties, personal interest groups, cooking classes, and more. As you use these sources: Keep conversation casual and low-key. Just say, “I’m looking for information about job opportunities in Albuquerque” or, “I’ve been looking for a position in project management.” And wait. Ask for information, not advice. Avoid selling yourself, but it’s okay to end with a request for referrals. When calling business owners who sell their time, respect the boundaries. More than 15 minutes? You need a paid consultation. Take a few minutes to send a follow-up and a thank you email. “Thanks for referring me to Ken. We have a meeting set up for next week.”(Of course Ken gets a thank you note too, but you already knew that, right?) End the suspense. Send an outcome report to everyone who helped. “After talking to six people, I decided to accept a job with… Thanks again for referring me to Ken. He was very helpful.”

The Secret: Not a secret anymore...

I watched The Secret twice: first online (with several interruptions) following a recommendation by a marketing coach, then at a conference (where I fell asleep halfway through). My feelings about the Law of Attraction: I believe if you can crystallize a goal, your subconscious mind goes to work and you get drawn to new ways to achieve your goal. Many of my clients spend lots of consulting time discussing what's wrong with their careers (and sometimes their lives, but that's way beyond my scope). We make progress when we turn to projecting the future. Christina Merkley (www.shift-it-coaching.com) has a good combination of attraction marketing and common sense. When I talked to her, she agreed we could translate some concepts into down-to-earth terms. For instance, "vibrating" really is about "mood." And lots of research shows that mood influences all sorts of outcomes. Doctors who are in a good mood will approach clinical decision-making differently, according to research by Professor Alice Isen (of Cornell University last time I checked). But other research shows that defensive pessimism -- expecting the worst -- can be productive for many people. I've talked to clients who jumped in to new cities and houses with great optimism but with no Plan B. They counted on the income from a job to make the mortgage payments. Or they counted on keeping a job within easy commuting distance of their dream homes. Sometimes they can find ways to hold on to what they love. We can talk about starting businesses, e-businesses, telecommuting and more. These options work well for some clients. Jumping in with both feet is just fine, if you do research. Recently I saw an article about holding back from a goal of becoming a teacher for fear of "living on a teacher's salary." There's no easy answer. Some people feel liberated in their new world, so they stretch their new incomes to meet their needs, happily. Others feel like they've inadvertently entered a prison of their own making. They resent the lower income so much they can't enjoy the career. And some find the dream career has hidden traps they never expected. Being a teacher means you get to work with children...but you also can't leave your classroom to make a quick phone call. One third grade teacher told me she's evaluated on her bulletin boards as much as her teaching. And don't get me started on standardized tests. Got a dream? My rule of thumb is, "Jump into the research. Learn everything you can. But move slowly on commitment."

Networking Tips From a Networking Event

When I first moved to Seattle, I was determined to get involved in networking. After four years in a small town in New Mexico, suddenly I had opportunities to meet prospects face to face. I loved meeting new people. And connections began to happen. But at first I couldn’t help wondering, “Will all this activity be productive?” Then last week I heard a talk by Zita Gustin. She gave us an exercise that you can try in your own group. First we shared with a fellow participant the answers to four work related questions. Then we answered a more fun set of questions. Where are you from? What television programs do you watch? What’s a good business book you’ve read lately? As Zita pointed out, we were all far more animated in the second exercise. It was fun and we discovered points of connection we never anticipated. Okay, you might have suspected some of mine: “I’m from Snohomish.” ”That’s where my dog is from! Her first owners found her in the SPCA up there.” Networking is an investment of time (and of course money and energy). Most people attend a meeting or two and then give up, saying, “Nothing happened.” But after weeks, months and years, and sometimes volunteering for committees, you begin to reap the real rewards. Over time, I’ve been greeted warmly in groups where I first felt unwelcome and out of place. Psychologist Stanley Milgram (known for his infamous obedience experiments) studied the way familiarity leads to liking. When you see the same people over and over – even when you wait at the same bus stop --- you develop positive feelings for them. Of course, I believe some networking events and professional groups are more valuable than others. Some groups have invisible barriers that keep new members at a distance. In a few dog-eat-dog fields, networking won’t be productive. In some locations, you won’t have opportunities to network productively. When I work with clients, we discuss targeted networking strategies that will most likely lead to success. But generally, if you’re ready to make a change, go hang around with some people who are doing what you would like to do. Just have fun with them and stop if you don’t. And often the best connections get made in the most unlikely places…even just because, “We both have dogs.”

Stuck in dead-end job...

Watching Barbara Ehrenreich (author of Bait and Switch) on BookTV - a 3-hour indepth perspective. One caller said, "I'm stuck in a dead-end job, although I have a college degree. I just got divorced and needed a job after not working for many years." Ehrenreich referred her to unitedprofessionals.org. Here's another idea. If you're at the lowest rung of the organizational ladder, choose an organization with upward mobility. Hotels, airlines and other organizations tend to promote from within. I met a hotel General Manager who says he began working as a bus boy in a hotel dining room. Do some research. Kinko's associates do surprisingly well with profit-sharing. It happens. I met a woman in Florida who rose from secretary to VP of three different organizations, starting over each time. If your organization doesn't promote from within, or it's too small to offer upward mobility, you need a new employer.

Networking: You never know...

Last night I met a young woman who needs a new job. On the surface, I seemed to have no experience or contacts. But as it happens, my neighbor found a postition in her field, following an intensive job search. The next day I got permission to give my neighbor's contact info to the young woman. Who knows what will happen? The point is, connections wiill surprise you. Get the word out, everywhere!

The ONE Time You Must Ask About Salary Before The Interview

Q. I have a job. It's not great but it could be worse and it does pay the bills. Last week I got invited to interview for a job that sounds like fun. But I suspect they're offering less money than I'm making now." A. When you're working, you may have trouble escaping for interviews. You have to set limits and screen your interviewers -- a nice position of power. Talk to the interviewer. "I'm interested in the job. I have a job and my job search must be confidential, so I want to save my time and yours as well. Can you give me a sense of the salary range for the position?" Of course, some interviewers will be turned off. You may lose an interview. I would say, "If they don't respect your time before the interview, how will you be treated once you're hired?" No absolutes in the career world! Some companies treat applicants horribly but then honor their employees like royalty. But most don't.

3 Ferocious Career Killers (and how to avoid them)

In her book What To Do With the Rest of Your Life, Robin Ryan identifies 10 career killers. Today we’ll look at two and explore a third, all related to self-presentation. Click here to look up the book. Killer #1: Wait to be noticed. Expect that you’ll be recognized if you do good work, so don’t announce your successes. You just finished a degree, won an award and maybe got a paper published. Have you shared your news with those who have the power to reward you? Positive colleague and bosses want to hear about your successes. If their response is lack of interest or even jealousy, you’re seeing red flags all over the place. And if you’re a solo-preneur, share triumphs with customers and clients. They want to know they’re dealing with a winner. Killer #2: Demand credit you don’t deserve. Claim credit for the success of others. Brag about skills and talents beyond what you have. These days, most of us work in a spotlight. It’s too easy to be exposed for inauthentic self-promotion. Not worth the risk, in my opinion. Killer #3: Get noticed for the wrong reasons. Share potentially damaging personal information about yourself. Last weekend I saw the movie Notes on a Scandal, an outrageous example of inappropriate self-disclosures and weak boundaries. With coworkers and colleagues, you’re always “on.” Even experienced professionals can drop their guard and share personal information when they’re feeling stressed and/or lonely. We’re most vulnerable right after a major move or career change. (Did you see the movie Notes on a Scandal? An outrageous example of confiding in the wrong person, among other things.) During a career change or other transition, most people need 2 kinds of support: personal and informational. Personal support –from family and close friends -- gives you a safe place to talk about feelings. Informational support – from professional colleagues, mentors and consultants – provides perspective: you get to figure out what’s really going on. Self-presentation can be a great career challenge for anyone. Ultimately, in my experience, it’s a combination of judgment and support.

Career Advice to cope with a job you hate

Last week a reporter from Australia emailed me, getting background for an article about careers. As it turned out, the questions related directly to my ebook on "Ten things to do when you really, really hate your job." http://www.cathygoodwin.com/hatejob.html An example of the career advice I shared: Q. How do we ‘readjust’ our attitude to be able to cope in a job we don’t like? My answer: You can't force yourself by saying, "I have to like this job. I have to like this job." Instead, think of your job as a vehicle you can use to move to your next job. What can you use: Does your company offer training and education programs? Are you improving your resume every week or at least every month? Are you learning new skills? Another technique is to regard your job as a day job. Be careful to do enough so you won't get fired. But do the minimum and use your energy to work towards your real dream. Often you need to work with a consultant or coach to avoid getting caught up in the day job. It's familiar. You get a check every week. You're in a comfort zone. Let's face it: Cushy day jobs can be hazardous to your career. Believe me: I know!

Job Search Strategy: Can you bypass the HR department?

Q. My job search has taken off! I want to apply for an advertised job in the systems group of Mega-Corp. I know folks in other departments but not this one. Do you have tips to bypass HR? A. This question actually came from a client recently. I’ll share my thoughts and hope readers will email with more ideas, comments and controversy. First, success depends on how much nerve you have and how much risk you'd like to take. These strategies carry no guarantees and any job search strategy (including following the rules) can always backfire. As far as I know, these strategies are completely legal and ethical. (1) Call the department and ask for the department head's name. Usually they’ll just give you the name readily. Some job hunters say, “I’m doing a mailing.” Well, I think you are doing a mailing but you get to sort out the ethics, practicality and reality. Once you get a name, you can write directly to the department head. (2) Call the department cold (with or without a name). Ask for info about the position in a calm, confident manner. (3) Send a copy of your resume and cover letter to HR. But also send copies directly to the hiring manager. I’d say don’t bother to cc anybody: if they don’t like your back door strategy, it won’t matter anyway. (4) Google the department and (if possible) the name of the hiring manager to see if you can come up with a connection between you and him (or her). Ideally you will find a mutual acquaintance to perform the introductions. Or who knows: you may discover a strong common bond based on education, fraternity, previous employment or sports. (5) Phone, email or visit everyone you know at this company. Get a list of *all* the names for which they'd agree to be a referral source. For example, you call your trusted friend, Janie. She says, "You can call Frank, Hilda and Bob and say Janie sent me." Now you set up informational interviews with Frank, Hilda and Bob, using Janie’s name. Casually ask if they know someone in the target department or if they have general advice about hiring at Mega-Corp.. (6) You may find informal email lists too. For example, here in Seattle we have an email list of women writers – and I see exchanges of info about UW positions. (7) Attend a meeting of any industry group where the department head will be expected to show up. You may be able to scan a membership list (if you or someone you know is a member) to see if she’s involved. And if he’s a no-show, you’ll use the opportunity to get some deep background on the industry and maybe even MegaCorp’s reputation as an employer.

What's Special About Midlife Career Change?

When reviewing career change books, I sometimes add the comment, 'This book seems more appropriate for 20-somethings or 30-somethings. But midlife career changers will resist." (1) You need different networking systems. A Young Career Changer (YCC) can ask for informational interviews. He can ask to shadow someone for a day or two. But if you're in your 40's or 50's, managers may resist opening their doors to someone who's a peer, perhaps someone who's been working elsewhere. When I taught live MBA marketing, my "older" students had trouble getting interviews for projects. "Two gray-haired men? They thought the IRS had come to call," said one student. For the record, I offered to create a special project for them, but they declined. They'd caught the fire! (2) You're un-learning a style of professionalism. As I like to say: Corporate life is like professional football. Carreer change is like playground basketball. A whole different set of moves. You can do it, once you realize what's going on. (3) Life happens. I'm not typical: my parents are gone and my next-of-kin has fur and paws. Many 40-plus career changers have teenagers, boomerang kids, aging parents and a whole lot more. Some of my clients experience health concerns, whether seeking additional medical screenings or dealing with symptoms. (4) Your day job is more demanding. By mid-career you've probably moved up the corporate ladder and you have more responsibilities. As an executive or professional you may have more flexibility but you work longer hours. And your family becomes more important. (5) Your comfort zone has gotten broader and deeper. What's a lateral move to a YCC may be a giant leap backward at mid-career. I encourage clients to consider the consquences of, say, giving up a large home for a small apartment. Some care a lot. Some barely notice -- they're too excited about the future. Success depends on feeling proud and happy, genuinely, authentically. Anything else gets in the way. Please leave a coomment for me!

Apprentice Los Angeles: An Unintentional Lesson

On the surface, last night's Apprentice was all about leadership. But I believe it was all about luck. Both teams hated their project leaders. Team Kinetic recognized that Aime (pronounced "Amy") wasn't fully present. She seemed unaware of her environment (Spanish speaking culure -- hello!) and she delegated to the max. Still, her team came up with a clever concept, dressing up in bright costumes to attract visitors to their booth. And as her team realized they needed to communicate in Spanish, they should have fought for an interprter. Instead, they said nothing. They walked the mall, trying to drum up business but didn't bother to call Aime to clue her in. I don't blame Aime for being angry, as she stormed off to her waiting limo. Consciously or not, her team set her up. In the real world, employees are supposed to make their bosses look good and avoid dumb mistakes. Suriya didn't fare much better. He got emotional. He wandered up to strangers, one at a tim - a very inefficient process. His team made fun of him. Suriya does show some insight. As he pointed out, "We all have jobs to go back to." He does have some marketing savvy. And for some reason, teams begin winning when he joins them. Despite the differences, the teams were only about $40 apart. They were evenly matched as far as creating a team vs. leader conflict. I think the real lesson is something I repeat to myself often, "Sometimes it's better to be lucky than good."

[Career Change] NYT article on University of Phoenix

Did you read the New York Times yesterday - Sunday, February 11, 2007? If so, you may have noticed a big article in the Education Section: Troubles Grow for a University Built on Profits, by Sam Dillon. The troubled university was University of Phoenix. The NYT keeps a list of "most emailed" articles. This morning, today's Times reported this article achieved the Number One most-emailed status. If you had been a reader of my ezine, you'd be ahead of the game. You would know I've written an ebook that would have warned you, "Enrolling in the wrong program can be dangerous to your career." See Click here. And -- what a coincidence! -- here's a recent article from my ezine, published just a week before the Times article: Along with a nasty editorial against the dogs-in-bars measure, our local paper directs readers to a website that lists “accredited” education options: oedb.org That website should come with a warning. Many career change clients consider returning to school for credentials, degrees and/or skill building. If you’re at a crossroads, I recommend considering this option, if only because you’ll get new ideas for your next career. But I’ve been on both sides of the desk. I was just as irreverent as a professor and student as I am now. So I encourage everyone to read between the lines before signing up. The old signals of reputability no longer apply. For example: • Some universities are “accredited” but not “respected.” And unless you know how to dig deep, it’s hard to tell who accredited your university and what it means for you. • Online and distance education have become mainstream, especially business, library science and IT. • And I used to say, “Avoid a university that advertises on the side of a bus,” but some very well-regarded schools are now doing just that. Here are five ways to avoid red flags so your time and money will pay off when you change careers. (1) Can you talk to recent graduates of the program? Any alumni office should be willing to share names of recent graduates. Some will insist on getting permission to share contact info. That’s okay. But if they tell you all names are confidential, run away as fast as possible. Graduates should be proud of their training and their academic affiliations. Training programs often promise career success, but the fine print says, “No guarantees.” I’d go with the fine print. (2) Will this program really deliver the results you want? “Tom” signed up for a regionally accredited university’s doctoral program. Thousands of dollars later, he discovered he could not get a teaching position in his local colleges. I’ve heard many stories like Tom’s. Talk to hiring managers and university administrators before signing up. (3) Are faculty listed by name and degree? If more than a few professors graduated from the same program you want to enter, look elsewhere. Diversity means quality. No list of faculty? Forget it. (4) Do you know your own learning style? Are you an auditory, kinesthetic or visual learner? Auditory learners can face unique challenges in online programs. Kinesthetic learners like to develop skills on the job – they prefer action to classrooms. If you face special challenges, such as attention deficits, stress, and/or dyslexia, talk to an independent licensed professional before embarking on your new venture. (5) Can you afford the tuition easily? I don’t recommend going into debt or taking big risks, except in very rare situations. If your company pays the tuition, go for it – but be sure your program or degree will have value if you change jobs and/or careers. Some degree and professional programs will actually drag down your resume. But don’t let me discourage you – really. Exploring programs and reading catalogs will stimulate your creative juices and help you identify what you really want, in or out of school. Need more? Of course you can consult with me one-to-one. You can also read Back to School for a Midlife Career Change Click here!