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.
Wednesday, October 10, 2007
Monday, October 08, 2007
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.
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.
Thursday, October 04, 2007
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.
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.
Sunday, September 23, 2007
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.
"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.
Wednesday, September 19, 2007
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.
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.
Monday, September 17, 2007
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...
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...
Wednesday, September 12, 2007
"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.
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.
Tuesday, September 11, 2007
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.
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.
Sunday, September 09, 2007
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.
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.
Friday, September 07, 2007
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
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
Wednesday, September 05, 2007
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?
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?
Sunday, September 02, 2007
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 "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.
Saturday, September 01, 2007
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.
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.
Thursday, August 30, 2007
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 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.
Sunday, August 26, 2007
"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.
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.
Friday, August 24, 2007
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.
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?
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?
Wednesday, August 22, 2007
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."
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."
Tuesday, August 21, 2007
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
Wednesday, August 15, 2007
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."
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."
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