Joyce Richman Quoted in Burlington, NC News

You can see an extensive quote from me about job-hunting in a June 27, 2009 article in the Burlington, NC Times-News.  The article is called, Hire me! What people are doing to attract prospective employers in a tough economy

Killing the Interview

What are the mistakes that job seekers make and how do they compare to the do’s and don’t you’ve been practicing? Check these out and you decide:

Smile. For some, that big bright toothy smile comes naturally. These job applicants use their pearly whites to send the message that they’re genuinely happy to be in your presence and you in theirs. As an interviewer you are easily drawn to their warm and expressive nature because they appear interested in what you’re saying, even if they don’t understand it. It’s not at all surprising that they get through to the next round. After all, what’s not to like?

For other applicants, smiling is an effort, an afterthought. If they smile it’s as forced as it is fleeting. They may be happy to see you but they’re not sending any signals that they’re feeling that way. In fact, they may not be willing to commit to how they feel about you until you prove yourself worthy.  If you’re like most interviewers, you’ll cut them out of the pack before they have a chance to decide.

If you’re among the smile-challenged, you can learn. You can practice. And when you do, put your teeth into it, even if they’re not as many in there as used to be. Smile. Show that you’re the kind of person who is comfortable in the company of few or many and that you want others to feel comfortable around you.

Resumes: If you’re not getting the response you believe your job history meritsand as a result you aren’t getting interviews, there are a few culprits that may be getting in your way. You may be…

Throwing in the kitchen sink, trying to present yourself as someone who’s all things to all people. Instead, focus your resume on what you do best and want to keep doing.

Too ambiguous, confusing the reader, making it hard to know what job you want because your objective is non- specific and your experiences varied. Specify and clarify.

Too technical and too narrow a focus, writing in jargon that only someone familiar with your area of specialization can understand and interpret.  Instead, use language that suggests the applicability of your knowledge and talent to other fields of endeavor.

Too understated by describing yourself in nondescript, uninteresting ways.

Instead, state your objective in goal specific terms, name the job you’re after and the strengths that make you the pick of the litter. Organize your work history so that it supports your objective. Highlight at least three significant accomplishments per job entry.

Cover letters provide you an opportunity to succinctly and enthusiastically sell yourself and demonstrate the personality that a formal resume won’t allow. Cover letters give the reader a greater understanding of your intentions; your strengths, the outcome you seek and the part the reader can play in making that happen.

Attitude. Want to kill an interview? Carry a chip on your shoulder and a scowl that says I’ve been burned before and I’m not going to let that happen again.  It may sound outrageous, that no self-respecting job seeker would do that, but many do, not because it’s what they intend but because something unresolved is stuck in their craw and shows itself at the most inopportune times. Got a bad attitude? Work it out, work it off, and let it go. It’s getting in the way of your enjoying a productive life.

Energy: If you look as though you can’t get up from the chair you’re slumped in, you don’t have it and I don’t know any hiring manager willing to take a chance that you’re going to find it.  Project upbeat, motivated, can do energy, and you’ll improve your chances of getting the job.

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Yes! You may use this article in your blog, newsletter or website as long as you include the following bio box:

Joyce Richman (www.richmanresources.com) has been specializing in executive and career coaching since she started he own practice in 1982. She works in a variety of environments including: higher education, manufacturing, sales, marketing, media, technology, pharmaceuticals, medicine, banking and finance, service, IT, and non-profit sectors. A member of the adjunct faculty at the Center for Creative Leadership, Joyce is certified to administer a number of feedback and psychological instruments. Joyce is a weekly guest on WFMY-TV and the career columnist for The Greensboro News & Record. She is the author of Roads, Routes and Ruts: A Guidebook to Career Success and co-author of Getting Your Kid Out of the House and Into a Job. A popular speaker, Richman conducts seminars and workshops throughout the United States, Canada and Europe. Her coaching profile can be found at TheCoachingAssociation.com.

When All Else Fails

When all else fails, read the directions. Searching for a job is a big enough challenge without winging it. Rather than take a scattershot approach or sit at home and wait for the phone to ring, get out there and make something happen.

Here’s how.

Prepare your resume but don’t let the effort consume you. There are resources out there if you want them; libraries, bookstores, and internet sites just waiting to serve up the assistance you need. And if doing it yourself doesn’t do it for you, ask for help. You’ll find career counselors and resume writers in private practice and public places. Once you’ve made your best effort, ask for feedback from those who critique resumes for a living; people who hire people. Make the appropriate corrections and you’re good to go.

Next. Line up your professional references. Select individuals for whom you’ve worked who can and will describe your skills, strengths, and track record with positive enthusiasm. (If you detect a note of hesitation or negativity, have the courage to ask why. If the reference doesn’t appear comfortable in the role, find someone who is.)

Identify what you want to do next and move toward it. (If you know you’re in a bad job and don’t know what a good one looks like, go back to square one. You have work to do before you can begin your search).

Network. Make a list of people you know and respect that know people who hire people. Be sure that the folks you include are individuals with whom you have something significant in common. The more alike you are, the more likely they’ll know people with whom you have something in common. The more you have in common, the more likely you’d enjoy the same kinds of work and the more likely they’ll refer you to jobs you’d like.

Rehearse before attending an interview. Some folks practice by interviewing for jobs they don’t want. That’s a waste of time and squandered opportunity. Instead, focus on making a good impression and if the job’s not right, getting a referral for something with greater potential within or outside that company. Hit a home run every time you interview. Get the interviews, get the offers, be the one who gets to choose.

Practice in front of a live audience. Invite friends, relatives, and fellow job seekers to drill you with tough questions. Practice responding to stone-faced inquisitors, talkaholics, and disinterested bystanders. The more opportunities you have to respond to odd- ball or hard- ball questions the better equipped you are to do well when it counts most.

Know what you want before you leave home. Know why you want it. Know what you can contribute that makes a difference to the person sitting across from you. Demonstrate, through vivid examples, your drive, initiative, adaptability, flexibility, competence, and creative approach to problem solving.

Know your worth in the marketplace so that your salary requirements are consistent with your education, years of experience, expertise in your field of endeavor, and appropriate to the local area’s cost of living index. Given the competition and the current economy, it helps if your spending doesn’t exceed your earning potential.

Seal the deal with a solid close.  Express your appreciation for the opportunity to interview and clearly state your strong interest, ability, and desire to do the work as it has been described. Highlight two or three key challenges that you are particularly eager to tackle and ask for the job.

Follow through and follow up. Write a thank you note immediately after the interview. If a week passes and you haven’t heard anything, call and leave a brief message that indicates your continued interest in the position.

Don’t wait. Keep looking.

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Yes! You may use this article in your blog, newsletter or website as long as you include the following bio box:

Joyce Richman (www.richmanresources.com) has been specializing in executive and career coaching since she started he own practice in 1982. She works in a variety of environments including: higher education, manufacturing, sales, marketing, media, technology, pharmaceuticals, medicine, banking and finance, service, IT, and non-profit sectors. A member of the adjunct faculty at the Center for Creative Leadership, Joyce is certified to administer a number of feedback and psychological instruments. Joyce is a weekly guest on WFMY-TV and the career columnist for The Greensboro News & Record. She is the author of Roads, Routes and Ruts: A Guidebook to Career Success and co-author of Getting Your Kid Out of the House and Into a Job. A popular speaker, Richman conducts seminars and workshops throughout the United States, Canada and Europe. Her coaching profile can be found at TheCoachingAssociation.com.

Job Search Struggles

Many of you struggle with your job search because you don’t know the career direction that’s best for you. If you’d like to stop spinning and start mapping, pay attention to your interests and hobbies. Do you love music and hiking? You probably want jobs that enable you to work in harmonious places and open spaces. Do you like acknowledging others and organizing social events? You’re likely to enjoy coordinating projects and activities for the common good. Do you like to work on the car, fix the plumbing, work on puzzles? Check out jobs that involve hands-on investigating, trouble-shooting, and problem solving.

Are you having trouble getting a job, an increase, or a promotion because you’re not willing to toot your own horn? Get over yourself and just tell the truth: describe what you do best, when you’ve done it, and provide evidence that supports it. Did you work with a team? Was it a team win? Were you the team lead? Say so.

If you’re still uncomfortable, refer to yourself in the third person. Instead of saying “I did thus and so…” say “John Jones has demonstrated significant inroads in identifying and developing new product ideas.” Or, “John Jones has improved bottom line results by leveraging existing materials and ideas into new and innovative opportunities.”

Are you having trouble explaining why you left a job before securing a new one? Focus on the future, not on the past. For example, if you left because you could no longer tolerate a micromanaging, controlling boss, say something like, “I want to work in an organization that values and develops team players who are independent self starters.” If your former boss was a foul-mouthed, abrasive lout, you could say something like, “I’m interested in working in a mutually respectful, professional setting that values and rewards diverse thinking and problem solving.”

Are you having trouble differentiating yourself from the competition? Pretend you’re in sales or marketing and position yourself as you would a great product:  prepare a feature-benefit statement that succinctly describes what you do and how your talents drive top line sales or protect bottom line results.

Are you having trouble asking questions when you’re on an interview?

It’s an old story: You want a job, the opening’s right, and you want to seal the deal. The interviewer sells and you’re ready to buy. You lean in for the handshake and the interviewer asks if you have any questions.

Your mind races through empty file drawers and you respond with a hurried, “No, I’m good to go.”

Silence. You may be ready, now they’re not so sure. If you’ve done your homework, researched the company, and listened to what you were told, the interviewer expects you to have questions. If you’re stumped, try some of these: “What’s the most pressing and important challenge I’m sure to confront? What are the company’s greatest long- term concerns?  “How do your best employees prove their worth?” “What does your company value most in its employees?”

Do you have trouble holding your own in an interview? Would a deer in the headlights have a better chance of getting the job? You may be suffering from over- worry and under-preparation. A sure cure comes from practicing with people willing to role play as well as provide candid constructive feedback.

Do you have trouble knowing what to say and what to keep to yourself? Follow this simple rule:  If it’s business-related and you can prove it, say it. If it’s personal, don’t. For example: interviewers want to know about what you do and have done that relates to their work. They don’t want to know about your personal demons or family problems no matter how interesting or important they are to you.

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Yes! You may use this article in your blog, newsletter or website as long as you include the following bio box:

Joyce Richman (www.richmanresources.com) has been specializing in executive and career coaching since she started he own practice in 1982. She works in a variety of environments including: higher education, manufacturing, sales, marketing, media, technology, pharmaceuticals, medicine, banking and finance, service, IT, and non-profit sectors. A member of the adjunct faculty at the Center for Creative Leadership, Joyce is certified to administer a number of feedback and psychological instruments. Joyce is a weekly guest on WFMY-TV and the career columnist for The Greensboro News & Record. She is the author of Roads, Routes and Ruts: A Guidebook to Career Success and co-author of Getting Your Kid Out of the House and Into a Job. A popular speaker, Richman conducts seminars and workshops throughout the United States, Canada and Europe. Her coaching profile can be found at TheCoachingAssociation.com.

Some Questions Answered

Here are two “role-play” responses to questions you’re asking…

Q: “In one of your recent columns you said that we shouldn’t initiate networking calls to prospective employers on company time. When are we supposed to make them? After we get fired? We should be able to make calls on the clock as long as we don’t make a big deal about it. Please comment.”

A: Rather than battle the pros and cons of the subject, I’ll focus on the nub of the question:  When are the best times to make networking calls? When you and the person you want to reach are both at work but off the clock.

Your target audience is working hard, balancing competing demands, trying to get as much done as daylight hours will allow. Like you, many have gotten into a habit of extending those hours, going to the office early, staying late, and working through lunch to keep within sight of what’s most pressing. That’s why you can reach them between seven and eight in the morning, during the noon hour, and between six and seven in the evening.

Keep your objective in mind. The people you’re calling have potential as prospective employers or networking leads. Your goal is to create sufficient interest so that they’ll agree to meet with you.

They answer their own phones because they’re there and their telephone screeners aren’t. Acknowledge that you are an interruption. If you’re lucky, you’ll have 20 seconds to turn your interruption into an opportunity.

“Mr. Jones, this is Sam Seeker. I’m calling at the suggestion of our mutual friend, Bill Smith of the XYZ Company. Bill said you’re a great problem solver, relationship manager, and a wise counselor. Would you be willing to meet with me, briefly, to brainstorm about my job search and critique some possibilities I’m currently considering? I’ll be very respectful of your time. (Pause for response. If positive, continue.) Great, when are you available?”

Next question…

Q: “I’m sick and tired of my employers always asking me to work all hours of the day (and night) to get their work done. I obviously need another job and a boss who won’t take advantage of my dedication and work ethic. What job should I be looking for?”

A: Rewind. This sounds more like a communication problem than a job problem, and a classic example of the proverbial chicken or the egg question. What comes first, the employer who asks too much of an employee or an employee who takes on more than she can handle? There are unspoken expectations, misplaced intentions, and mixed results, on both sides.

Your boss gives you the impression that she’s insensitive to or unaware of your need for work/life balance, limits or boundaries. In turn, you may be giving her the impression that implies your willingness to do “whatever it takes”. You end up feeling used and unappreciated. Nothing will change until each of you communicate your meaning to the other and recognize the impact of what’s left unsaid.  Since you posed this question and not your boss, I suggest that you begin the dialogue. It might go something like this…

“Helen, I enjoy my job, and hope I’ve been successful in demonstrating my dedication and work ethic by the quantity of work I complete and the accuracy of the work that I produce. (Pause for a reaction. If her response surprises you, clarify its meaning before resuming the conversation).

I’ve come to realize that I’ve not done a good job of communicating my need to establish a balance between what I’m asked to do and what I am capable of managing, in the time frame you’ve allowed. I’d like to have that conversation with you, at your earliest convenience.”

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Yes! You may use this article in your blog, newsletter or website as long as you include the following bio box:

Joyce Richman (www.richmanresources.com) has been specializing in executive and career coaching since she started he own practice in 1982. She works in a variety of environments including: higher education, manufacturing, sales, marketing, media, technology, pharmaceuticals, medicine, banking and finance, service, IT, and non-profit sectors. A member of the adjunct faculty at the Center for Creative Leadership, Joyce is certified to administer a number of feedback and psychological instruments. Joyce is a weekly guest on WFMY-TV and the career columnist for The Greensboro News & Record. She is the author of Roads, Routes and Ruts: A Guidebook to Career Success and co-author of Getting Your Kid Out of the House and Into a Job. A popular speaker, Richman conducts seminars and workshops throughout the United States, Canada and Europe. Her coaching profile can be found at TheCoachingAssociation.com.

Passport 2 Success

WFMY News 2 Television station is hosting a career event June 24, 2009 in Greensboro, NC.  The event is called Passport 2 Success and features a pathway for participants to travel and connect with 11 different coaches with varying expertise and backgrounds.

Two TCA Coaches, Joyce Richman and Barbara Demarest, will be featured.  Joyce currently appears on WFMY offering career and executive coaching advice.  She is serving as one of the sponsors and hosts of the event.  Barbara Demarest will offer “curbside” consulting to up to 250 participants during the 8-hour event.  Barbara’s will offer coaching to participants interested in using online tools in managing their career transitions.

More information about the event can be found on the WFMY News 2 website.

http://www.digtriad.com/news/local_state/article.aspx?storyid=125845

Interviewing Problems Tackled

Are you having trouble interviewing? If so, join these folks who have emailed examples of their situations and frustrations:

“I’ve gotten feedback that when I interview I come across as remote, even arrogant. I don’t think of myself that way, although I must admit I am smarter than most people I know and I don’t have a real desire to make friends with everyone I meet. That being said, I’ve snagged my share of interviews but have received no offers, so I must be missing out on something important.  What can I say or do that will cause me to appear more engaging?”

Focus on connecting instead of impressing. Make conversation, not combat. Ask questions to learn, not challenge. Understand context before responding.  Lean forward, just a little, and speak personally rather than abstractly. Listen as the interviewer describes the company, the opportunity, and the challenge. Smile, relax, and let the interviewer get to know you.

“I have trouble keeping my mouth shut. I’ve been told that I can talk myself in and out of jobs in the same sitting. I don’t know when to quit! I guess I get too excited or nervous, particularly if the interviewer doesn’t say much and is hard to read. What advice do you have for a well meaning (and sometimes loud) blabbermouth?”

It sounds like you are overwhelming interviewers who 1) desire a reasonable and balanced exchange of information; 2) have an inkling you over-talk and under-think and want to test their theory; 3) see you as unaware of your surroundings and 4) perceive you as insensitive or disrespectful. If any or all of the above ring true, you should 1) ask open ended questions and allow interviewers adequate time to answer them; 2) be sure you understand the “why” of the interviewer’s questions before answering the “what”; 3) adjust the volume of your voice to the space in which you’re sitting and 4) be mindful and respectful of the interviewer’s schedule. When time is currency, use it wisely.

“How do you know when the interview’s over? Is dead silence a dead give-away? I’ve been in interviews when the employer seems bored or stops talking after just fifteen or twenty minutes. Should I take that as a sign that I should leave?”

You should take it as a sign that you’re not contributing as much to the discussion as the interviewer expects. Interviewers want applicants to be fully involved; to listen, act interested, project their personalities, and ask good questions. Interviewers expect applicants to demonstrate how they can benefit the company by utilizing their established strengths and proven track records. If your interviews sputter and grind to a halt, it’s up to you to revitalize them.

“I’m not very good at small talk. Don’t like to waste time. I want to get into an interview, make my pitch, hear theirs, and get out. What’s your opinion?”

Take your lead from the interviewer. If he introduces herself in an informal way and asks some “how’s the weather” questions that have little to do with the purpose of the meeting, just relax and respond. He wants you to settle down, lighten up, and establish common ground. You’re on his clock, not yours, so take a deep breath and enjoy the challenge as well as the experience.

“I had a great interview. The employer said I’d hear back from them in a week. Ten days have passed and I haven’t heard a thing. I’ve called once and still no response. What should I do now?”

Write and walk: Write a brief note expressing your appreciation for the interview, your continued interest in the position, and three ways you can add value to their organization. Then keep looking.

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Yes! You may use this article in your blog, newsletter or website as long as you include the following bio box:

Joyce Richman (www.richmanresources.com) has been specializing in executive and career coaching since she started he own practice in 1982. She works in a variety of environments including: higher education, manufacturing, sales, marketing, media, technology, pharmaceuticals, medicine, banking and finance, service, IT, and non-profit sectors. A member of the adjunct faculty at the Center for Creative Leadership, Joyce is certified to administer a number of feedback and psychological instruments. Joyce is a weekly guest on WFMY-TV and the career columnist for The Greensboro News & Record. She is the author of Roads, Routes and Ruts: A Guidebook to Career Success and co-author of Getting Your Kid Out of the House and Into a Job. A popular speaker, Richman conducts seminars and workshops throughout the United States, Canada and Europe. Her coaching profile can be found at TheCoachingAssociation.com.

Change Your Behavior, Not Your Character

“I’m intimidating. I know it. I don’t like it. I’ve never known what to do about it. Believe me, I’ve tried. It’s my personality. My whole family’s like that. My mom’s direct and my father more so. My brothers and sisters are all competitive go-getters. We earned our stripes around the kitchen table. Every meal was a potluck of competing voices and spirited debates. We argued about everything you shouldn’t; from politics and religion, to obscure factoids and just plain nonsense. We loved it.  No surprise that everyone who grew up in our house is candid, opinionated, and brutally honest. The problem we’ve all encountered is that no one seems to like our opinions as much as we do.”

The caller had been terminated from a job she enjoyed and thought she was doing well. Her boss had consistently rated her as “exceeding expectations” and “high achieving”. She recalled being told that her overbearing style was “difficult” but it didn’t seem to be a big deal. She assumed that achievement outweighed style; that despite her argumentative nature, she actually cared what people thought.

She remembered another occasion when her boss had taken her aside and asked that she hold back in meetings and let others take the lead; that her colleagues were less apt to talk after she stated her opinion.  When that happened she thought it best to say less and keep a respectful distance. In her exit interview she was stunned to learn that her efforts at humility were interpreted as having “a demanding style and negative attitude that was punctuated by moodiness and thinly veiled hostility.”

She was frustrated, angry, hurt and confused.

“I don’t know how to fix this or if I can.  I’m afraid to take another job for fear of it happening again. Do other people have this problem? What can I do about it?

You’re not the only one. You have more company than you might imagine. And yes, you can you keep it from happening again if, and that’s a big, heavy-lifting if, you’re willing to 1) search for employment opportunities in organizational cultures that reward your strengths and value your personality style; 2) seek on-going objective, constructive feedback and coaching from a limited number of trusted sources so you can understand when and why your behaviors net negative reactions; 3) learn alternative responses that net positive outcomes.

In the meantime, consider the following, reevaluate your past actions, and choose more effective ways to relate and react to others.

Communicators who are as forceful, direct, and uncompromising as you describe yourself, should work with employees equally comfortable with that combative style. Therefore, stay away from jobs that require you to be a team player or a team leader. That’s not you. Stay away from jobs that require you to develop and learn from others. That’s not you either. You want a job that gives you the right to always be right, a trait as unpleasant to employers and co-workers as it is to prospective customers, clients, and vendors.

You can change your behavior without changing your character. You can be honest, open, and direct and bring out the best in others if you focus on them instead of yourself. You can learn patience, develop empathy, and demonstrate compassion without compromising quality, performance, or outcomes. You can learn to give others time and space to make their points without challenging or ridiculing them. You can learn to question perspective, not judge it. You can learn to invite expansive thinking and not limit or diminish creative response.

You have the makings of a leader and the style of a bully. Develop the former, forgo the latter and you have great potential for career success.

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Yes! You may use this article in your blog, newsletter or website as long as you include the following bio box:

Joyce Richman (www.richmanresources.com) has been specializing in executive and career coaching since she started he own practice in 1982. She works in a variety of environments including: higher education, manufacturing, sales, marketing, media, technology, pharmaceuticals, medicine, banking and finance, service, IT, and non-profit sectors. A member of the adjunct faculty at the Center for Creative Leadership, Joyce is certified to administer a number of feedback and psychological instruments. Joyce is a weekly guest on WFMY-TV and the career columnist for The Greensboro News & Record. She is the author of Roads, Routes and Ruts: A Guidebook to Career Success and co-author of Getting Your Kid Out of the House and Into a Job. A popular speaker, Richman conducts seminars and workshops throughout the United States, Canada and Europe. Her coaching profile can be found at TheCoachingAssociation.com.

Maximize What You Do Best

Everyone needs to know what they do best so they can match themselves to the jobs that require their skills and strengths. Before I have described someone who was struggling with this challenge and frustrated because he couldn’t figure it out. After making a series of bad career decisions he had managed to dig himself into a financial rut matched only by the dimensions of his personal funk. He had lost the heart, drive and confidence to dig himself out.

He called to tell me about his situation.

“I’m in a double bind,” he said. “I’m afraid to fail and afraid to succeed.”

I asked him to describe an attitude he’d be willing to change if he honestly wanted out his dilemma.

“‘Fear’. I know that’s easier said than done. If I were less fearful, I’d take more chances. If I took more chances I’d increase my odds of succeeding personally and professionally.”

When we last spoke, you told me you dropped out of school because you were in a no-win situation.

“That’s right. I was failing my courses. I wasn’t disciplined enough to study and didn’t want to admit to myself or to others that there were things I didn’t know. So rather than lose face, I walked away from the problem.”

Why is it so hard for you to ask for help?

“I don’t want to look needy or stupid.”

So you chose to fail rather than ask others for guidance?

“And ended up doing something stupid.”

You’re not stupid. You’ve clarified your two primary hurdles: Asking questions and taking actions. When you know what you need, ask questions to get answers, and take actions on what you learn, you start to dig out.  What’s a question you’d like to ask?

“I need to be interested in something to stay with it. I need help figuring out what that might be.”

Let’s begin. How do you like to spend your spare time?

“I’ve always liked fixing things. My dad was real handy. When I was a little kid he’d let me watch him work and hand him his tools. By the time I was a teenager he’d let me do the repairs and he handed the tools to me. I loved that. Are you telling me I need to be a handy-man?”

“Stay with me. You’re interested in fixing things that are broken. Can you recall other situations when you used that skill?”

“Absolutely! I’m the one who always sees why ideas won’t work and what we can do to make them work better.  My friends used to say that I was never satisfied, nothing was ever good enough, that I was always trying to improve things.”

It sounds like you’re analytical.

“Yes, I hadn’t thought about it, but that’s right. And I like the sound of that much better than other names I’ve been called.”

Here are some synonyms for ‘analyze’ and being ‘analytic’. Tell me how you respond to these: investigate, diagnose, question…

“That’s me!”

Competent, logical, resourceful, practical, systematic…

“You’ve got it. I love to investigate things, trace problems back to their source, and come up with a diagnosis and logical process to correct the problem. My family used to tell me that I had a knack for trouble- shooting and problem solving. I never paid any attention to it because it was easy. I didn’t think it had any value.”

It has value to those who benefit from it. You have natural talent. Focus on it. The more you practice, the more quickly it becomes a strength. The more you develop your strength, the more likely you are to achieve excellence. Ask questions, take action, and find opportunities to maximize what you do best.

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Yes! You may use this article in your blog, newsletter or website as long as you include the following bio box:

Joyce Richman (www.richmanresources.com) has been specializing in executive and career coaching since she started he own practice in 1982. She works in a variety of environments including: higher education, manufacturing, sales, marketing, media, technology, pharmaceuticals, medicine, banking and finance, service, IT, and non-profit sectors. A member of the adjunct faculty at the Center for Creative Leadership, Joyce is certified to administer a number of feedback and psychological instruments. Joyce is a weekly guest on WFMY-TV and the career columnist for The Greensboro News & Record. She is the author of Roads, Routes and Ruts: A Guidebook to Career Success and co-author of Getting Your Kid Out of the House and Into a Job. A popular speaker, Richman conducts seminars and workshops throughout the United States, Canada and Europe. Her coaching profile can be found at TheCoachingAssociation.com.

Know Your Strengths and Weaknesses

“Don’t worry! You’ll be great! If I can do this job anybody can!”

You do worry. You don’t know what you’re doing, what your boss expects, and you feel like you’re failing. You want guidance.

“What are you worried about? I’d tell you if there were a problem, you’re fine!”

You’re not fine. You’re making mistakes. You’ve tried to figure it out but you’re in over your head. You’ve asked for help but your boss is never around. When he is, he’s in meetings or on the phone. You’ve been struggling for months and dread going to work.  Finally, late on a Friday afternoon, your boss wants to see you.

“You’re a nice guy and people like you, but it’s obvious you can’t handle this job. You need to leave. Security will walk you to your car. My admin can ship your personal items to you next week.”

It’s an insecure employee’s worst nightmare.

Who’s accountable for an employee’s success? Should interviewers and applicants do a better job at the match game?

The boss weighs in:

“I hired this employee because he convinced me he could do the work. I described the challenges and opportunities and he kept selling me on his ability to get the job done. I assumed his confidence was well founded. I believed him when he said he was ready; that he didn’t have questions or concerns; that he could handle whatever I threw at him.

Why can’t employers and their employees recognize an abyss before plunging into it?

“He had barely warmed the chair when he started calling me with picayune questions, asking permission, needing someone to take him by the hand. I didn’t have time to tell him how to do his job. I blew it off and told him not to worry, that I trusted him to get it done.

He called again and said he wanted training that he needed help, and then I started worrying. What’s wrong with this guy? So I gave him what I thought he wanted, a pat on the back. I told him I wouldn’t have hired him if he didn’t know what he was doing. He didn’t, but I had bigger issues to contend with than his insecurities, so I let it go. It wasn’t until half his staff was out the door and the rest were putting on their coats that I knew I had to step in. That’s when I realized how little he’d accomplished. It was a bad hire and he needed to go.”

Whatever your title or position, just about everyone can learn something from this cautionary tale:

Know your weakness as well as your strengths. Either category, overdone, can be your undoing. If you oversell your confidence to someone who over- assumes your talent, both of you lose. If you under-assume your abilities and second guess your actions, both of you lose. If you neglect what you ought, to do what’s for naught, both of you lose.

Who and what wins? People who take the time to clarify assumptions, specify expectations, verify understanding; people who follow- through and follow- up; people who provide access, training, and support.

Interviewers who make good hires are alchemists who combine art, history, and science.

There’s art in separating the meaning from the message that’s embedded in boss-subordinate word choices and body language. There’s history in the juxtaposition of success factors and track records. There’s science in the skillful blending and catalytic mixing of their opposing and complementary skills, strengths, talents, and styles.

Whatever side of the table you sit, make the best choices you can with the best information you can find. Change happens. Resilience counts. Integrity matters. Learn from mistakes, lead with courage and listen with compassion.

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Yes! You may use this article in your blog, newsletter or website as long as you include the following bio box:

Joyce Richman (www.richmanresources.com) has been specializing in executive and career coaching since she started he own practice in 1982. She works in a variety of environments including: higher education, manufacturing, sales, marketing, media, technology, pharmaceuticals, medicine, banking and finance, service, IT, and non-profit sectors. A member of the adjunct faculty at the Center for Creative Leadership, Joyce is certified to administer a number of feedback and psychological instruments. Joyce is a weekly guest on WFMY-TV and the career columnist for The Greensboro News & Record. She is the author of Roads, Routes and Ruts: A Guidebook to Career Success and co-author of Getting Your Kid Out of the House and Into a Job. A popular speaker, Richman conducts seminars and workshops throughout the United States, Canada and Europe. Her coaching profile can be found at TheCoachingAssociation.com.

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