Riding the Wave: Problem Solving, Coping and Staying Resilient
There are many factors beyond a bad economy that are contributing to some people’s continued unemployment. The limited number of jobs may only be a fraction of what the problem is. Let me qualify this by stating I am not a therapist or a psychologist and don’t pretend to be. As I review my clients’ circumstances, I look at some basic and obvious issues, the same way employers will: are you able to go to work and do what you are paid to do without becoming a liability? Do you appear to be a good investment? If not, then something else may be requiring more attention before someone can successfully return to work. Some people would benefit from counseling of a different nature or therapy, and others simply need to improve their problem solving skills.
Although finding work is expected to vastly improve much of what is wrong in many people’s lives today, it has been my experience that often too much weight is placed on finding the “job” as the answer. Often people fail to change their behavior, lifestyle or outlook to ensure they can get on track (and stay on track), and mistakenly believe the job will “fix” all that is wrong. The false comfort of finding work as the cure to all of life’s ailments is seductive, and can be very tricky to overcome or repair. Unfortunately, many problems don’t go away, and actually become of greater concern once someone re-enters the workplace.
There is no mystery as to why employers conduct behavioral interviews to interpret or measure candidates’ thinking processes and abilities to problem solve. If there isn’t evidence of coping effectively outside of work, why would a risk be taken by the employer in assuming they will do a better job at work?
People are prone to “glossing over” issues and not resolving root problems. Taking the easy way, looking for a quick fix, and finding fault are all coping mechanisms, but unfortunately, they are behaviors that don’t solve the real problem. People make bad choices, procrastinate, and can develop bad eating/drinking/sleeping habits while they are unemployed. All of these behaviors can continue after they are employed. Finding a job may seem like the answer to all that is wrong, but reactions to life’s events that show up as the inability to make good choices, get things done, or cope may be what are really behind prolonged unemployment. Is it the chicken and the egg dilemma? Perhaps. Is there more to it than this? Of course.
A simplistic remedy for many could simply be to take a hard look at the issues in their lives that would not be allowed to consume their time if they were working each day. Or, identifying how many more issues are allowed to become bigger and highly visible when unemployed, and not while working. If parenting, family commitments, health issues, or running into car problems becomes paralyzing now, then what would happen if that person is working? How would these problems get resolved? Aside from potential financial issues, would a different course of action be considered if the person were working?
The next part of this simplistic fix is learning how to problem solve more effectively now, before work begins and takes up another 10 hours each day. The reasons I hear for why people are unable to get to their job search commitments often baffle me. I wonder what the case would be if they were working. If solutions to life events take up hours that would ordinarily be dedicated to work, then is it possible alternative solutions need to be examined? Is having limited resources always the case, or could it also be a case of limited resourcefulness?
In addition to effectively resolving problems, let’s address the other key point to moving on. Growing thicker skins and developing flexibility are key ingredients to succeeding in the workplace. Change continues to occur at a faster clip than ever before, and it is unlikely to let up. It is the name of the game. How we respond to change, adversity, and life’s challenges is going to continue to be a test we all must pass to stay in the game.
As I previously stated , there are typically other issues contributing to a person’s unemployment, but hopefully these are some areas that a job seeker can take a hard look at on their own. If too much is getting in the way of dedicating the amount of hours required to conduct an effective job search (in the same way it would be dedicated to work), then it might be necessary to enlist the help of a professional to assist.
Key Actionable Items for Getting Back to Work: The Job Search Process
The job search process can be a mystery for people returning to work after a long absence from the work place or for those who have found themselves in the middle of a stalled search. The following is a quick outline of steps to help guide you if you are wondering where to begin or have gotten off track.
1. Determine which skills you prefer to use, are current, you are good at, and are marketable or competitive, based on current market conditions. (Get guidance for this if you are unsure).
- Set goals with clear objectives and time lines
- Get clear about your financial commitments and develop a budget
2. Expand your network to:
- Learn more information about skills (see #1)
- Learn more about an industry
- Develop leads to learn about companies’ needs and potential new opportunities
3. Create a “Master Resume” (Get help if you need it)
- Keep your resume and LinkedIn profile updated with new training or projects, and make sure they are relevant for what you are pursuing
- Tailor a resume from your “master” to fit each/ every position you pursue
4. Prepare for interviews:
- Research to learn all that you can about a company or position (see #2)
- Write out answers to frequently asked questions (in your field.)
Completing these steps will ensure you will be competing as strongly as you are able. Omitting any of them can inhibit your ability to effectively compete, no matter what you apply for. In addition to the actionable items to pursue, the following are some basic behaviors to employ or change to make sure you can compete in a tough market market.
- Get up and be ready to work before 7:30 AM
- Work evenings or weekends as necessary
- Be flexible
- Exhibit a high level of urgency
- Be willing to face change
- Show your ability to overcome and solve problems
- Possess clear communication skills
- Maintain a positive attitude
The bad economy doesn’t have to paralyze you. Although there isn’t a magic pill that will make you instantly employed, the process isn’t rocket science. Creating a plan and managing your time and attitude are key elements to accomplishing more and succeeding in a competitive market. If you don’t try this recipe, then you won’t know, will you?
Is it Ageism or Your Attitude?
Is it Ageism or Your Attitude?
There is an ongoing debate about age discrimination in the work place that has been around for a very long time. Since we will continue to have younger workers enter the workplace, it is likely a case will continue to be made either way. My position is it doesn’t do anyone much good to simply buy into it and give up on their pursuits without, examining the situation more carefully.
It is helpful to understand why employers might be concerned about a worker’s age and what it could reflect, and at the same time, take into account what really makes sense for the worker (you) at this stage of your life/career. The following is a checklist of sorts to identify issues often associated with older workers.
1. Rigid and stuck in their ways.
2. Poor or failing health. Medical issues impact attendance and productivity.
3. Afraid of new technologies.
4. Slower to learn new concepts. Slow to change.
5. Years of highly developed opinions; unwillingness to hear new ideas.
6. Expensive. They demand higher wages.
7. Poor investment because they won’t be staying with the company for long enough to get a return on investment with their training.
8. Physically slow moving. Low energy. Unable to sustain long hours if required.
9. Risk adverse.
These are real scenarios that can be associated with older workers. As you may already have figured it out, there are people of ALL ages that may also reflect many of these concerns. Younger people often get stuck with “fads” and believe their way is the only way. They can also have health concerns, low energy levels and can be slow to learn concepts that are outside of their experience. They also may only stay with an employer a brief time to get the training they need, just to move on to something bigger or better in a very short time.
If these aren’t issues you have, then it is pragmatic to look at other reasons why you may not be achieving your employment goals. The key issue is not necessarily age, but attitude and circumstance. It is important to focus on the things you are doing that you CAN change to ensure you achieve your goals. However, if any of the attitudinal issues could be associated with you, then think about why, and make some changes.
It is important to be honest about your mind, body and spirit when pursuing anything. Be realistic about what you can do, want to do and need to do first, then find the balance for yourself. The more you identify those elements and set realistic timeframes to accomplish it, the more likely you will be to achieve rewarding goals.
How Committed Are You To Getting The Results You Seek?
Although this is a re-post from a couple of years back, I think it is a still good reminder for taking effective steps to get started on the right foot in the New Year:
Many people start off the New Year with good intentions for fulfilling resolutions, but their interest and enthusiasm often wanes away by the end of February. This year, make a difference in your life. Review your habits and past behaviors that have previously not produced the results you desire. Be honest with yourself. Examine your circumstances carefully to determine what part you have played in the outcomes you have experienced. Don’t rely on your employer, market conditions, or your family obligations to dictate what happens to you (or doesn’t) this year. Make a commitment to reach your goals by outlining specific actions to accomplish them.
It seems the elements I observe that contribute more frequently than not to a stalled job search or poor results are associated with three elements: lack of commitment, failure to plan and unwillingness to change. The following questions might help you to determine if you are setting yourself up for success, or more of the same this year.
Commitment
- Are you truly committed to making a change this year?
- Have you written down your goals? Are they specific? Are they measurable?
- How many times in the past have you held off planning a course of action to “wait and see” the results of someone/something else’s actions before you make a decision to do something? Why? What would happen if you simply made a decision to take action, make a commitment, and in the worst-case scenario, had to change your plans later?
- Are you able/willing to stay focused? If you are not what are the barriers? What can you do about them?
- Are you willing to work long hours, weekends and holidays for a limited time to accomplish what you desire?
Planning
- Do you know what you need to get done each day?
- How far ahead do you plan your schedule? Are you looking ahead at least 90 days?
- How many hours per day have you worked on your employment (or other) goals in the past?
- How much time do you plan to dedicate to working on your employment (or other) goals every day, every week, every month for the next year?
- How many times have you allowed distractions to prevent you from completing what you have set out to do because you don’t have a plan?
Change Your Behavior – Develop New Habits
- Have you continued to do the same things over and over expecting to get different results? (uh, oh. You know what that means!)
- On a scale of one to ten, with ten being excruciatingly uncomfortable, how uncomfortable are you with your present circumstances?
- Are you willing to sustain that degree of discomfort for 30 days? 60 days?
- Have you made a conscious decision to consistently establish and practice new behavior on a daily basis? In the past, have you stuck with it for more than 30 days?
What is the biggest change you will make this year?
Make a Commitment to Reach Your Career Goals
Although this blog has been previously published, I think the message is always helpful at the beginning of a new year.
Too often, people establish career goals the same way they make New Year’s resolutions. The problem with resolutions is that they fade away, are forgotten, and are only a distant memory by February. To actualize your desire for a change, exchange your resolution for a COMMITMENT to action.
Why a commitment and not just a wish?
Achievement of a goal doesn’t happen overnight. Job seekers are confronted with many issues beyond their control—economic conditions, competition, HR, and internal politics for a start. These issues can be very daunting and discouraging. The fact is you can’t reach your goal until you choose to face these challenges head on, with a plan of attack. Making the COMMITMENT to do so is within your control. Your goal becomes more than a “wish”.
Take charge – stay committed!
Don’t rely on your employer, market conditions, or your family obligations to dictate what happens to you (or doesn’t). Make a decision about what you need to do, commit to it, then adjust as events occur. Commitment to your goal and acting on it is more likely to produce the results you want than sitting idly as you wait for things to change.
Make a commitment to reach your goals by first being committed to the process, no matter what.
- Keep yourself in check for things you can control. Recognize that you can make a choice each and every time something comes up that presents itself as a challenge.
- Write out your goals. Make them specific and measurable.
- Proceed through your outline of specific actions that lead to your specific goals.
What kind of resolutions are you planning for the New Year that could more effectively be treated as a goal?
When Networking Goes Bad
For 15+ years, networking has been my first and foremost prescribed method for an effective job search. Most people understand that people want to work with those they already know and like. Employers would typically rather hire a candidate that comes recommended by a valued employee, with the expectation their employee would never recommend someone that was not a good fit with the organization. All that is well and good, except when it all goes very wrong. Problems can occur when:
- People think connecting to someone on Linked in now means they “know” someone.
- When an introduction is made by a trusted friend or colleague, and the person requesting the introduction is ill-prepared for the conversation.
- Introductions have been made, and the requesting party takes weeks to follow up.
- Once the introduction was made, the requesting party fails to follow up with their original contact to show their appreciation or advise them of the outcome.
- People without previous inside connections or insight about a company wait until a position has been posted to try to connect with anyone and everyone they can, just to get through to the hiring manager.
- A resume gets forwarded by a virtual stranger, with no introduction.
- The person introducing a candidate is asked by the hiring manager (or HR) what they can tell them about the person’s work experience, and it is discovered they hardly know them.
- People misrepresent their relationships with others when speaking with contacts currently at their targeted companies.
Networking can be very fun, and very productive when all parties are clear about their intentions, have taken the time to prepare and understand the expected outcomes. Both the requesting party and the person making a referral can take some fairly simple precautions to ensure things don’t go off in a ditch.
If you are the requesting party, then preparation is a mandatory prerequisite. Research the company and the person you wish to meet as thoroughly as you can in advance. Be clear about your expectations. Prepare thoughtful questions that will exhibit your sincere interest. If you are requesting an introduction to a hiring manager, be aware of your true value and marketability for the role you are pursuing. Using someone else’s reputation for a long shot can only turn out badly if it ends up wasting the hiring manager’s time.
If you are the referring party, you have every right to ask questions about the person’s preparation prior to sticking your neck out. Make sure to ask about their goal in speaking with/meeting your contact. Ask what questions they are prepared to ask and how they anticipate following up. If their request is in regard to a job opening, make an effort to be clear about their qualifications and understanding of the position prior to referring them.
If you can add some examples of good or bad referrals, please share your story.
Behavior Changes Can Help a Stalled Job Search
For people re-entering the job market after 10 or 20 years of continued employment, and those having been out of the market for three years or more, the changes that have taken place may seem overwhelming. Responses to those changes can be anything from fear, trepidation, denial, or avoidance to spending hours and hours reading everything possible about the current depressed state of the job market, justifying why employment is so difficult. The behaviors that manifest as a result of these responses are only going to make matters worse if they are not dealt with and changed.
The following are some key points for getting out of your own way if you are currently experiencing a stalled search.
It isn’t about you. If you want to find work, then it is necessary to stop obsessing about your own circumstances, and turn your focus to what is needed in the workplace. What business still needs to be transacted and what work needs to be done, no matter what? What skills are required to make that happen? How can you be part of the solution? How can you contribute value to an employer that is also tightening the belt?
Use strategy and stop knee jerking. This is a time when creative and strategic thinking is not just a plus, it is a requirement. It is very likely what you really want to do is not going to be immediately available to you. Have you crafted a strategic plan to get there, or are you still simply reacting to the immediate situation without thinking beyond the moment? Stop looking for a “job” and start listening for an opportunity to “work and get paid”.
Pay attention to details. People are wonderful sources of information. Once you get past thinking “it is all about me”, you will be better able to hear clues about work conditions, retain helpful information to share with others, and gain insight from others that could help you get unstuck. Stop asking for job leads and ask questions to learn about opportunities. This may sound cliché, but many people still don’t get it. Listening for problems, patterns, and trends can help you stay on track with the companies you are targeting and the solutions you are presenting. Things in today’s workplace change quickly. Problems arise and solutions are found through people that are astute enough to capture the opportunity, long before there is time to design and post a “job”.
Listen. Pay attention to details about someone’s background, interests, likes, and dislikes. Using the information and responding with sincerity and interest will help you develop relationships that could lead to information about those unpublished opportunities. If you currently only treat people as vehicles to get you to the hiring manager, you are on the wrong track.
If you are currently guilty of spending more time justifying why you can’t find a job, than the time you could take to work on a new angle, perhaps you need some help getting unstuck.
It would be great to hear from people that have found non-traditional means for finding their current employment, and have developed alternative strategies for achieving their career goals.
Investing in an Interview
It continues to surprise me when I receive emails from people I have either not heard from for months, or have never heard from before at all, that go something like this:
“I have an interview with XYZ Company tomorrow. Do you have any tips?”
Many thoughts go through my mind when I read an email like this, but to keep from losing some readers at this point, I’ll focus on the more helpful things I can offer, so that you don’t end up being one of those people with a last minute request of this nature.
1. Know the organization. First of all, if you are only applying to posted roles on Craigslist or Indeed without researching companies ahead of time to be better aware of what is a fit for you, then you have put yourself at a disadvantage. It means you have to act quickly to get attention (within 24 hours), and, you have little time to get in touch with people to learn more before a call from the employer is expected. To avoid being caught in this predicament, it is critical to have researched your industry and targeted companies so you are already familiar with them. The best circumstance could be that you are alerted by an insider before the position is posted. Keeping in regular communication with contacts inside of companies you have targeted provides a resource for information to help you prepare for the interview you are hoping to get one day, and it also will help you determine if the organization is really a fit for you.
2. Tailor your resume to fit. When you take the time to tailor your resume to exactly meet the needs of a position, you are accomplishing two things. The first is that you are more likely to get a response, and the second is that you have already mentally prepared yourself for the interview. Sending a vague or generic resume only means you have to answer more questions about your background at some point, and it is typically harder to think of the answers under the duress of an interview. If some of the basic information is already included in the resume, then the questions asked during a first interview ultimately move to something of a more significant nature. A first interview can turn into more of what happens at a 2nd interview, simply by eliminating the usual general information gathering questions like:. “How much was your budget? How many people did you supervise? “, etc. Instead, the questions may move into how you did things, which allows you to connect at a deeper level, sooner.
3. Get your act together in advance! I think the reason those last minute requests annoy me so much is because I know there are hours of work to do to prepare for an interview. The night before is not the time to begin. Any time you are looking for work and sending out resumes, the intention has to be to get a response. (Aren’t you anticipating being called in for an interview??) Interviews will typically include many of the same questions, which means you can prepare your answers for many questions in advance.
4. Make sure you know who you are meeting with. Interviewing on the fly rarely produces the results you would get if you know more about the organization, their needs and the people you are interviewing with in advance. Even with the use of LinkedIn, trying to learn as much as you can with short notice is not typically effective.
5. Plan time for following up. It is important to thank interviewers after your meeting. This may be in the form of an email, a card or a letter. Whichever is appropriate for your industry or role, it is still necessary to plan the time to do this within 24 hours of the interview. Missing this opportunity to show you are courteous, have listened, and are interested may make the difference between you or someone else receiving an offer if all else is equal.
6. Get your priorities straight. If you need to go to work, then it is necessary to do all that it takes to achieve your goal. This means planning ahead and scheduling time to do all that is necessary before the call for an interview comes in.
Have you experienced different results from your interviewing experiences with preparation? If so, please share.
Leveraging Unsuccessful Interviews
In previous posts, I have addressed the need to invest time in preparation and being able to bounce back when things don’t go as planned. Tracking your activities and learning why things don’t go as planned are critical to changing the results you may have gotten.
Before an interview, it is important to have done research to learn as much as you can about the person interviewing you, the role you are applying for and the organization as a whole. After the interview, if you didn’t receive an offer, it is important to learn why. There is a way this can be accomplished, and also several ways that the wrong approach can create a negative impression. When you have received a “thank you, but we have selected someone who more closely fits our needs” response, then it is time to figure out what can be changed to turn things around the next time,
First, it is important to know that no employer (with any sense) is going to share their reasons for not hiring you in an email, unless the position is on hold or has been eliminated. A request for a phone conversation with the person that interviewed you is necessary for several reasons. (Note: this approach doesn’t typically work with HR-they may not answer the call or respond.)
1) They do not want anything in writing that could be interpreted as discrimination
2) They need to hear the sincerity in your voice about wanting to know how you can improve.
3) To ensure you are clear that the feedback requested is about you, not the other candidate that got the offer.
More times than not, people are glad to help others. If you humbly and sincerely ask someone for feedback on how you can improve your interviewing skills, you make it easier for them to graciously comply with your request. If you focus on what the other candidate had, the request is likely to be ignored. It is important to reiterate that this conversation needs to be a voice communication, not an email. It is important not to stray from what you can change by getting into a conversation about what the other candidate has or did differently. This is a very subtle point that can alter the outcome you desire. An employer is unlikely to talk about the other candidate, because they do not want be caught up saying something that could lead to a discrimination case.
Once you have them on the phone, it is equally important to be prepared to hear what they offer and be willing to act on it, whether it is positive or negative feedback. If the feedback is negative, identify the points that you can change the next time. If it is not a behavior that needs changing, but a skill that needs to be developed or learned, then determine what you need to do to acquire that skill to be more competitive next time. If the feedback is positive, then you are in luck. You now have an opportunity to ask any of the following questions:
1) If a similar position becomes available, would they consider you?
2) Are there other roles within the company you may be better suited for?
3) Will they allow you to stay in touch?
Once again, based on their answers, you need to be willing to take action. If they have agreed to stay in touch, then it is important you do so. Contacting them only when there is a posted position may be too late.
The bottom line is: you have nothing to lose. If the feedback is negative, you can do something about it. If it is positive, you have the opportunity to use them as a referral source for a future opportunity. Are you willing to get out of your comfort zone to find out what you can change?
Resiliency- How Do You Measure Up?
This has been a year filled with endings: banks failing, businesses closing their doors, homes going into foreclosure. Everyone has been impacted by the turbulence in the business world, and the need to adjust quickly is greater than ever. If we don’t learn another thing from the economic wake left behind, resiliency is a quality everyone needs to understand and develop to carry on in the years ahead.
The initial thought for this blog came about because of two events. The first to set me off was an article about consumers experiencing mortgage foreclosures. The people interviewed stated the “bank should have known better” than to loan them that much money because their debt to income ratio was so far off. That may be true, but isn’t there a need for someone to know what is reasonable for their own good, rather than allow a bank dictate what they should or shouldn’t do?
The 2nd event, in just so many hours, was an email I received from someone that had been traumatized by an interview. The candidate was so consumed by how awful the experience was and how badly they felt they had been treated, they were canceling attendance at events for the next month, and were still “not sure” how they would be feeling to attend an event six weeks away. It was difficult for me to imagine that an interview could be so paralyzing that it would be necessary to shut down for 4-6 weeks. (A death or great loss, maybe, but an interview?).
Naturally, there are two sides to every story. I happened to be familiar enough with the employer to give them a call and learn their perspective of how the interview had played out. The point I found interesting was that the employer reported the candidate had shown up 15 minutes late, and of course for the recruiter, that had set the tone for the interview to some degree. The employer did acknowledge that one of the others present during the interview was “an odd duck”, but they typically use the person in interviews to determine a candidate’s ability to deal with difficult people.
There were many other points about the interview the employer addressed that revealed it had not gone altogether that badly, including the fact that the employer had not closed the door on this candidate. The point that stuck in my mind most however, was that the candidate never mentioned having arrived late, but only spoke about how humiliated they had felt after the interview. When I mentioned the tardy arrival, it was dismissed as insignificant and the focus remained on the bad behavior of the interviewers. I don’t condone playing “victim”, and have little tolerance for those that won’t help themselves. So from my perspective, it became clear that it seemed easier to this candidate to evaluate what the employer had done wrong, than to admit to any teensy bit of culpability with their own behavior that could have contributed to the situation turning out as badly as they felt it had.
The point to this (rant?) is to address the need to develop resiliency and to learn to be accountable for one’s actions, whether it is about spending money or making money. Since I am not an expert on finance, I’ll address the latter issue, which relates to employment and re-employability. The following are areas to consider if you are either unemployed, facing a change in your current position or in the event your current position is eliminated,
Take responsibility. When things don’t go the way you intended, look for what you can do about things as they are from this point forward. Learn from your mistakes and take a different tact next time. Blaming someone else wastes time and energy and it does not fix the problem. Decide what you will do next to make things happen the way you want. Make sure your expectations are realistic, and do what you can to make things move in the right direction.
Build a strong network. This requires more than randomly adding contacts on LinkedIn. It means paying attention to others. Know what is important to them so you can be a resource before you need one. Ask your contacts what they are interested in, what they enjoy about their work (or don’t). If you are networked with insiders at the companies you are interested in, ask about strong personalities, political issues, and potential “land mines”.
Pay attention. Look around to your company’s other departments and to other companies. Read. Know about changes in your industry as they develop. Ask questions when you see contradictions. Visit companies long in advance of seeking employment with them. The interview should not be your only encounter with them before you make a decision about working there.
Get over yourself. If you have been doing the same things, the same way and not getting results, then perhaps something needs to change. I find that people are always happy to ask strangers about their resumes, and will make 57 changes to it before examining their total approach to their job search. It typically isn’t about the resume needing a change. It is their strategy (or lack of), attitude, and expectations behind the resume that typically need to be changed. When people offer assistance, listen to it. Before you decide you know more, deserve more, or are different than everyone else, determine what you actually have to lose by listening to others’ points of view and trying a different approach to what you are trying to obtain.
Adapt. Move forward when things change, rather than staying stuck in what you hope will last. Change your short term goals and stretch your long term goals. Staying stuck on only what you want, how you want to have it, when you want it, without taking into account outside occurrences that can influence your desired outcomes, leads to blaming and disappointment more frequently than when someone makes adjustments to adapt to the realities of the moment.
Learn new skills. Waiting until you are asked to learn something new means you have waited too long. Seek out opportunities to learn about advances in technology that would benefit your work performance. Be ahead of the curve, so if there is a lay off and a choice is to be made between you and others, you will be perceived as having greater value.
Stop whining and take action. The world isn’t a perfect place. Sitting still and expecting it to change for you is not only a time waster, but it is pretty unrealistic. If you have been left in the dust, lick your wounds, put a plan together and move on.
What about your approach needs changing to help you remain resilient in today’s economy?
