How to Thrive in a Tough Work Environment - Your Career Intel

How to Thrive in a Tough Work Environment - Your Career IntelAs a recruiter, many of the candidates I work with are looking to leave their jobs because they are facing challenges at work beyond their control leadership changes, company performance problems, toxic workplace cultures, or a sinking industry. Sometimes the situation really is so bad that the best thing to do is to find a new job. But in other cases, if you jump ship too early, you might miss out on a valuable opportunity to grow your career right where you are.Employers love to see a candidate with a demonstrated track record of success in a tough work environment. This is especially true for senior roles, where the question Tell me about a time you overcame an obstacle? is a perennial interview favorite. If you stick it out through the tough times, youll gain valuable experience that makes you a more attractive job candidate compared with someone whose career has been all smooth sailing.When I first started my career, I had a fantastic supervisor who was a great leader for our team and a personal mentor. But nine months into my tenure, my supervisor left, leaving a leadership vacuum that created a lot of turmoil in my practice group. To make matters worse, it was the beginning of the multinational financial crisis. Uncertainty and negativity overwhelmed our workplace. But I put my head down and stuck it out, gaining valuable experience that enabled me to become a top recruiter in my region and ultimately paved the way for me to join Lucas Group.During this challenging time, I learned three valuable lessons for overcoming workplace adversity1. Focus on what you can controlWhen something goes wrong at work, its natural to feel overwhelmed by how much you cant control. You cant magically will your co-workers to change their attitudes or make the economy improve. But you can control your own personal reaction to the situation. You can bring your best attitude to work every day. You can put your best e ffort into every task. You can look for opportunities to add value in your role. I call this being the CEO of your own position. Focus on what you need to get done and dont waste energy on whats outside your control.2. Stay positiveWhen the office is in chaos or the economy hits a stand still, its easy to fall victim to negativity. But what Ive learned is that a negative outlook never does you any good. Make a conscious decision not to complain or engage in gossip. This extends to your inner monologue dont waste time feeling sorry for yourself or dwelling on pessimism. Negativity will never help you to overcome adversity it will only make you feel worse and prevent you from identifying and capitalizing on new opportunities.3. Proactively look for new opportunitiesIn times of change and upheaval, there are always opportunities for those who can keep their cool long enough to find them. If youre experiencing high turnover at your firm, you have the opportunity to step into new roles, take on more responsibility, and show leadership. If your line of business is being shut down, you have the opportunity to help your company identify new ways to evolve. At the very least, you will learn and grow each day as a result of the challenges that you face. In the best case, the chance to transform your career during a time of change can be one of the fruchtwein valuable opportunities of your life.When facing adversity at work, many peoples first impulse is to cut and run. But take some time to evaluate the situation and consider what you can gain from it before you leave.Have you overcome challenges at work? I invite you to share your stories and insights in the comments below.

New BCG Report Shows Why Paid Parental Leave Makes Good Business Sense

New BCG Report Shows Why Paid Parental Leave Makes Good Business Sense Weve never doubted that paid family leave is good business -- but the Boston Consulting Group (BCG) has recently released a report that shows just how good it is. Like Fairygodboss, where we track which employers are improving their paid leave policies, the BCG team has taken note of this trend. To get a better sense of why companies are moving in this direction, BCG analyzed the policies of mora than 250 mid- and large-size companies and spoke to 25 HR leaders at large organizations. What did they conclude? Employers find that theres a strong business case for providing paid family leave for a variety of reasons, including improved talent retention and attraction.The goal of BCGs report is to make this information mora accessible to companies that are considering updating their policies. When the team did case work on paid family leave, oftentimes companies reported that when they looked into restructuring their paid family leave policies, they spent a lot of time just trying to figure out what was going on in the market. We wanted to provide a synthesized view of the current state as well as share the learnings we gained from talking to a diverse set of companies about their experience designing and implementing paid leave policies, says BCG partner Trish Stroman, who co-authored the report (along with Gabrielle Fitzgerald, Wendy Woods, Shalini Unnikrishnan, and Liz Bird).BCG focused on analyzing companies that have recently adapted their policies - particularly those outside industries like tech and financial services, where paid leave policies tend to be more common. The team found that there are indeed companies across all industries that have decided that paid family leave makes sense for them. That hasnt translated into a national bump in the data, Stroman explains, but it is encouraging.While parental benefits are traditionally associated with maternity leave, this trend is benefitti ng a variety of employees. Many companies have been broadening the definition of their policies so that theyre more inclusive of all types of families and parents -- whether mothers, fathers, or adoptive parents. In addition, Stroman says that there have been some clear leaders in ensuring access to lower-income workers Hilton and IKEA both come to mind though this doesnt seem to be as widespread yet.Of course, not all companies are on board with this movement. The BCG team spoke to some employers who Stroman says didnt feel competitive pressure to change their policies, while some had decided to invest their resources elsewhere. Moreover, no sector -- even those that tend to be most accommodating to new parents -- has coverage higher than 40%, so even among market leaders, theres much room for progress. Why is this shift happening now as opposed to years or decades ago? Stroman says that based on BCGs research, it seems that some companies are just beginning to realize the potent ial benefits of paid leave. parte of this may be driven by companies who have shared their positive experiences with implementing a paid family leave policy, she says. It can also be attributed, in part, to changing dynamics in the workforce with employees increasingly valuing and, in some cases, expecting paid leave, Stroman adds. It has also taken the experience of some of the early movers in new sectors, like hospitality and retail, to demonstrate that the costs of paid leave policies can be manageable.When BCG spoke to HR leaders, they found that paid family leave seemed to be a priority for most. It seems that the national momentum around this issue both from the policy discussions and the steady drum beat of companies changing their policies has elevated paid family leave on the agenda of many HR leaders, Stroman explains. The work doesnt end once a company decides to revise its paid leave policy employers must take steps to effectively implement their new plans. BCGs research suggests that companies should prioritize a few practices 1) designing policies that reflect their values and their specific goals in implementing the policy 2) building the right support systems for those on leave and those covering for them 3) ensuring senior leaders take leave when they need it as a way of role modeling and signaling that the company is serious about the policy and 4) identifying a small number of metrics to measure the programs impact. These metrics will vary from company to company depending on their specific needs and goals, but BCG recommends that employers develop a select set of metrics across three areas 1) usage statistics, which can help manage costs and determine who is utilizing leave 2) benefits of the policy, which will show companies whether it is having its intended effect and 3) employee perceptions of the policy, which can help identify any perceived barriers to taking leave.BCGs report provides comprehensive evidence that paid leave is good for business. As more and more companies reevaluate, update, and share the benefits of their new policies, that case will continue to grow. Fairygodboss is committed to improving the workplace and lives of women.Join us by reviewing your employer

How to Find Top Leaders for Your Company - Spark Hire

How to Find Top Leaders for Your Company - Spark HireTo grow a business and ensure its around for the long term there are many considerations, such as the products or services sold, customer service levels, marketing, sales, operations processes, and more. However, one of the most important elements is always who is actually leading the business and its various departments.Regardless of the size of your business, you need to find the best leaders possible to move your company forward. When selecting these people, there are certain traits and skills that indicate someone is likely to be a good fit for the role. Read on for some of the top traits you need to search for.Look for People Who Are Curious and Open to LearningLeaders need to be open to new ideas and opportunities and willing to listen to the opinions of their team and others. Take a look at interviews with some of the worlds most respected leaders, and youll notice how they talk about how much they push themselves to grow an d develop and how theyre always learning new things. This is a prime example of a growth mindset and something you need to have in leaders at your company.When selecting leaders, search for people who can demonstrate a willingness to learn. They might, for example, have higher education in the field, such as an MBA for those in CEO and other business positions or a Masters in Education Administration for principals of schools or deans at universities and other school administrators.In addition, people with growth mindsets generally talk about things they have learned from attending industry events, being mentored, reading books, blogs, newsletters, forums, magazines etc., listening to podcasts, being a part of business associations and clubs and so on.Evaluate Candidates Interpersonal and Communication SkillsLeaders must be able to play well with others and get along with people of all ages and backgrounds. They should have high emotional intelligence and be able to network well, ne gotiate effectively, and keep their cool under challenging circumstances.Top leaders are also excellent communicators. If those in charge of teams, departments, or whole businesses cannot get across their vision and goals to staff members, the desired results will never be achieved. Leaders must also be able to convey their confidence, energy and passion through their words, tone, and body language to keep teams inspired, motivated and productive.They should be adept at encouraging collaboration in the workplace, make people feel comfortable enough to suggest new ideas and strategies, and share concerns when needed. Good leaders make all employees feel valued and included in the larger picture of your organization. They have the capacity to absprache with conflict quickly and effectively.When comparing candidates for leadership positions, look for people who can communicate well one-on-one and in group settings. They should be personable in their interactions, present themselves pro fessionally, perform and read body language well, listen attentively without interrupting, and speak honestly with tact. Born leaders can build relationships with all types of people and have their honed skills in written communication.Ensure People Are a Good Fit for the Company CultureA candidate might have the best education and lots of experience in an industry, but if they dont have similar beliefs and values as the rest of the team, things will not go smoothly. Its more likely there will be disagreements and dissonance between staff members, and a lack of morale and productivity as a result.You, therefore, need to find a leader who will mesh well with others straightaway, and who has similar morals. Different firms may have different characteristics that are important to them when hiring, but whatever those may be, be on the lookout for them in candidates. It pays to have a few staff members sit in on interviews to get feedback on who seems most likely to fit in well.Also, try to avoid hiring anyone who is negative. A telltale sign is if someone complains often, sees the worst in a situation or has a victim mentality. If you end up with a glass-is-half-empty person at the helm, morale will drop significantly and productivity with it. Thus, youre more likely to have employees departure quitting as no one wants to be around negativity all day long. Consider this when you conduct interviews and youll be on track to find the right leader.Choosing the people you put at the helm of your departments and organization as a whole make an impact in many ways, so decisions must be made wisely. Follow the above tips and you will ensure you end up with the best possible people moving your company forward now and into the future.About the AuthorTiffany Rowe is a leader in marketing authority, she prides herself on her ability to create and provide high-quality content that audiences find valuable. She also enjoys connecting with other bloggers and collaborating for exc lusive content in various niches. With many years of experience, Tiffany has found herself more passionate than ever to continue developing content and relationship across multiple platforms and audiences.

Inspire a Productive Culture With Workplace Boundaries

Inspire a Productive Culture With Workplace BoundariesInspire a Productive Culture With Workplace BoundariesWeve talked about how important it is to clearly outline your companys employer brand and culture. But sometimes it can be difficult to understand the specifics of how to get people to act a certain way or how to make it clear what is acceptable and what is not within your workplace. Enter boundaries. They define acceptable behavior and basic displays of respect within your organization. When your organization has boundaries, theyre often difficult to clearly identify. But when your organization doesnt have boundaries the symptoms are very clear your employees arent properly engaged or focused, theres confusion about how people should react to different situations, theres a lack of company identity or cohesiveness, and theres a sense of disconnection and fragmentation within your departments or business units.Boundaries are not restrictive. Rather, they are empowering. Establis hing and working on boundaries within your culture can lead to a mora peaceful and productive working environment. Here are three guidelines for establishing and enforcing boundaries and what it might look like within your workplace Build boundaries around your company valuesIf you dont have a clear set of company values it shouldnt be a surprise that people within your organization arent sure how to act. Values give boundaries a rock to stand on, and its only once you establish your values that you can begin to outline what the boundaries within your organization should be. For example, if you want your company culture to be expressive and lighthearted, humor might be an important value for you. But we all know that there is a wide range of behavior and language that fits within the world of humor. Setting boundaries around what kind of language is acceptable and which topics are off-limits will help prospective candidates understand if theyre a good fit for the environment and hel p current employees engage freely within those terms. A company could establish these boundaries by including examples of good and bad humor in a company onboarding document or by responding appropriately to on-the-spot violations of those boundaries (laughing when the jokes are appropriate, then not laughing when the jokes are not appropriate and speaking with employees individually if the inappropriate humor continues). There are also more suggestions here. Define the behavior you want to seeEffective boundaries keep everyone in your organization in the know about what is expected of them. That way there is no guessing at the best way to respond to a problem or wondering if there will be a punishment for handling a situation a certain way. Rather, your leadership team has defined the behavior it wishes to see and what it will do when that behavior isnt happening.For example, if your company-wide value is Respectful Communication, then your leadership team should also identify beha viors that lead to respectful communication (starting the conversation with a friendly greeting, being polite in the words and tone we use) and signs that respectful communication is not happening (one or more parties are frustrated, conversations escalate into loud disagreements). That will lead everyone in the organization to have a common definition of respect and a clear understanding of how to react and resolve situations that dont meet that standard. Bring focus back to your shared purpose and goalsAlong with establishing values, discussions about boundaries should always lead back to your organizations shared purpose and goals. Respectful Communication and Friendly Humor are simply vehicles that your organization uses to reach the overall goal of serving your client base or developing the best products in your industry. Orienting those values and the behaviors that align with those values toward your companys ultimate purpose will help each employee see how their behavior pla ys into the big pictureand how each beschluss will also be oriented toward those values and the companys ultimate purpose. For example, when an argument about a certain product attribute comes up, a company with excellent boundaries in place would be able to acknowledge that the course of the communication isnt going well and decide to re-align the discussion with the companys ultimate purpose. With both parties agreeing that the ultimate purpose is to design a product that meets a given need within the client base, the discussion is taken from the specific instance and widened to what both parties have in common the ultimate vision of what they are trying to build together. Within an organization, setting boundaries is the foundation for appropriate communication and respectful behavior. And while it might feel like youre setting up walls or limiting engagement within your company culture, in reality you are establishing the building blocks of what it means to succeed as a member o f your company. What company values are you trying to instill within your organization? How can values help you accomplish that goal?

Tips for Answering the Job Interview Question How Do You Manage a Heavy Workload

Tips for Answering the Job Interview Question How Do You Manage a Heavy WorkloadTips for Answering the Job Interview Question How Do You Manage a Heavy Workload2Hiring managers are often interested in knowing how employees handle a full plate, so to speak. They want to understand your process.If youre questioned by a potential employer about how you would manage a heavy workload and arent aya how to answer, read onUnderstand the question.Asking how you would deal with a large amount of work can be classified as a behavioral bewerberinterview question. Its the type of question that is designed for a potential employer to find out more about your personality and determine how youll react to future events based on past behavior. While the interviewer is looking to find out how youd handle a heavy workload, theyre actually trying to gain a deeper insight into your character and if youll ultimately be a fit for the company.Be a STAR.Once youve determined that youre being asked a behaviora l question during a job interview, its good to know that theres an easy formula for answering it. Its called the STAR format, which stands for Situation or Task, Action, and Results. Essentially, your answer should start off with a similar situation being posed by your interviewer, the action you took to remedy the situation, and most importantly, the results you achieved. Dont forget the last part, since its elend just about identifying a problem and your reaction to it that counts, but ultimately the results achieved that truly matter.Know what to say.In the case of managing a heavy workload, youll want to have a strategy for answering it. You can say something likeEveryone has faced a heavy workload at some point or another in their career. For me, being able to take a step back and observe the situation can give me greater clarity and objectivity. Instead of diving in and trying to do it all- and all at once- Ive found that its best to prioritize the tasks at hand. While everyth ing might appear to be urgent, that might not necessarily be the case. So I would organize the projects that need to be done right away, and communicate with my team and boss to make sure that were all on the same page in terms of prioritizing. Offer an example.After youve shown that you understand the question by providing an answer similar to the one above, its story time Cite an example of a similar situation in which you were faced with a heavy workload, what you did (i.e., the tasks you completed and why you chose those), and the results you achieved. This shows that you can handle this interview question- and a heavy workload, tooKnow someone looking for a job? Refer a friend to with this link- youll get a month free service and theyll get 30% off

These are the 7 traits you need to achieve the American Dream today

These are the 7 traits you need to achieve the American Dream todayThese are the 7 traits you need to achieve the American Dream todayI moved to this great country as a 19-year-old with 92 dollars in my pocket, and now Im a wealthy businessman. Im the classic American rags-to-riches story. But I havent just acquired material wealth since I came here. I also possess a priceless internal fulfillment that no amount of money could buy.Why have I succeeded when people who are born and raised here havent? I believe I have the Emigrant Edge - a special mix of seven qualities and traits that have given me a head start over native-born Americans. My promise to you is that, no matter where youre from, you, too, can adopt these traits in yur own life and attain success beyond your wildest dreams.These traits, although generations old, are still as applicable and relevant in todays world as they were in our forefathers time. They will resonate with you at a deep level, too, because somewhere in your DNA and bloodline is someone who exhibited some or all of these traits. Imitate them in your own life, and you will be equipped to thrive and succeed.The seven traits that will help anyone to achieve the American dream are1. A voracious openness to learnPeople who flourish enjoy new experiences. You should go out of your way to meet others, have new experiences, and learn about different aspects of life. You must have a constant drive to learn more.Be aware of what you feed your brain - limit trash TV and social media pursue professional development and find partners and mentors who will hold you accountable.2. A do-whatever-it-takes mind-setBe willing to get out of your comfort zone, do things you dont necessarily want to do, take risks, and make difficult decisions.This means having a never-say-die attitude - no matter what the odds are against you. You must also develop a solid action plan based on a set of written goals to get you where you want to go.3. A willingness to outwork othersAn up-at-dawn, down-at-dusk mentality is critical. Youve got to put a lot of seeds in the ground and be 100 percent committed to reaching your goal.But outworking others also means having the discipline to be consistent in dealings with customers and clients, and the ambition to become exceptional wowing others by going above and beyond.4. A heartfelt spirit of gratitudeConcentrating on what you have, instead of what you lack, colors everything you do. Not only should you be grateful for the blessings in our lives, but also for the setbacks because thats how youll learn the most.Gratitude is transformational. It has the power to change your focus from eternal pessimism to all thats great and possible. Remember appreciate those closest to you. Its not enough to just say thanks you have to really mean it.5. A boldness to investYou cant play with one chip or two you must put in everything you have. This means investing in yourself, in your vocation, and in other people .You can sow the seeds of self-development by committing to continuous growth and learning. Remember that not all progress is visible and have faith that your investment will pay off.6. A commitment to delay gratificationWorthwhile accomplishments require time, and you must think long term. Delayed gratification is the discipline required to ultimately have your goals and dreams come to pass.You must be willing to sacrifice - to say no to easy credit, and to save and reinvest, rather than spend on immediate desires. Slow and steady wins the race.7. An appreciation of where they came fromRemembering where you came from gives you perspective, reminds you to be grateful, and keeps you humble. This means knowing your familys history as well as your own.Keep a journal to track your thoughts and activities, get to know yourself better, and be able to appreciate your own progress.Adapted from The Emigrant Edge How To Make It Big In America (Howard Books) by Brian Buffini. Copyright (c) 20 17 by Brian Buffini. All rights reserved. This book is available at all bookstores and online booksellers.

New Job Search Tech Tools Can Help You Get Hired

New Job Search Tech Tools Can Help You Get HiredNew Job Search Tech Tools Can Help You Get Hired4As the job search playing field continues to evolve, job search techtools and apps take on increasing importance for candidates, as well as recruiters and hiring managers. One notable benefit of getting up to speed in these new technologies is that certain types of digital resources can give you an advantage in learning about potential employers and meeting people who work in companies of interest- even if you arent well connected professionally yet.Lets take a look at a few modern job search tech toolsfor todays job landseekerUse apps to gain an insiders edge.Finding a job doesnt have to be painful in this new world of digital opportunities- in fact, with gamification as part of the equation, it can actually be fun. One example is through an app calledJobFlare, which allows job seekers to test their talents and prove key skills by playing a series of short but challenging brain games.The app is mora than just a personal aptitude test, though- depending on how well you perform in the games, you can become eligible to receive relevant job postings. Top scorers might even be contacted individually with exclusive targeted job opportunities. Its a great way to get a foot in the door within your industry without already knowing someone on the inside who can help you.Gain a personalized peek inside companies via a platform.Beyond reaching out to people of interest using the obvious social media platforms like LinkedIn and Facebook, entire platforms today are devoted to making life easier for the job seeker.For example, The Muse offers a free platform that you can access through its website to get an actual look inside companies via video and online tours, which helps you understand more about thecompanyculture and how people like working there. The Muse also has a forum for job seekers to meet employees online using profiles and connection opportunities via social media.A void spray and pray with a networking engine.It always helps to have a contact at the company where youd like to work. But what if you dont? This isnt a big problem anymore as long as you know what type of tool can help you make the professional connections you need. Purple Squirrel is an example of a networking engine that helps candidates avoid sending their resume into the black hole of applicant tracking systems, which is often where job seekers attempt to make contact with employers when they lack in-house connections.Using Purple Squirrel, job seekers dont need to start out knowing anyone at their company of interest, since the platform facilitates calls with advocates- employees within companies who can provide referrals to strong candidates. Advocates not only give job seekers a chance to ask for insider interview advice and receive feedback on their resume, but they significantly increase the likelihood of candidates getting their resume in front of a hiring manager.You may feel intimidated trying to get up to speed with new ways of looking for work. But when you recognize the value that digital platforms and apps can offer over the old brick-and-mortar way of finding a job, youll see that its worth moving out of your comfort zone to embrace these helpful tools.Start Your Job Search