One of my favorite new resources is Ivy Sea www.ivysea.com Founder, Jamie S. Walters is a visionary author and culture shift leader helping women to reclaim their feminine Mojo and express is to the world. Jamie takes you beyond business as usual and offers individuals and organizations help in transforming unhelpful perceptions and patterns of inner and outer communication, leading to manifested vision, awakened creativity, smoother relationships, and lasting change.

I recently read an article by Jamie where she discussed how to unearth and nurture an employee’s strengths. Often the job performance reviews focus on weakness without highlighting strengths. She notes how a spotlight on weakness may result in a self fulfilling prophecy, where you build a poor image of an employee and she performs “down to her potential” which breeds mediocrity from someone with star potential.

Jamie and I are kindred spirits on the strengths quest mission. I am committed to helping individuals understand that they are not broken and if they focus on their strengths instead of their weaknesses they will thrive in careers that speak to their passions and provide true satisfaction.

Here are some action steps Jamie details that apply to both the boss and the employee. If you are an enlightened boss you will use these strategies to uncover the strengths of your team members. If you are a frustrated employee, you can deftly suggest these tactics to your boss.

Make time for positive recognition. Take the time to express genuine positive feedback on jobs well done. Be specific and share examples and watch your colleagues walk taller and embrace their inner confidence. According to Jamie, the benefit is two-fold: the employee knows what behaviors are most valued, and you help shift your thinking from “can’t do” to “there is potential here.”

Identify ways to apply existing strengths in new ways. What qualities has your staff member demonstrated and how can you utilize these to fulfill needs in your organization? Don’t be limited by the job title. Your receptionist may be an ideal project manager, so throw traditional responsibility norms out the window, according to Jamie.

Ask your employee what she likes to do. Imagine that – someone asking what you like to do! To avoid the all too common phenomenon of the Peter Principle where every employee rises to his level of incompetence, tap into what your staff member really likes to do. Find out what she believes is her most valuable contribution to the organization and unleash her to do what she believes she does best.

Turn a weakness on its head. Jamie suggests that instead of chastising an employee for her weakness, look to the exact opposite of that task to unearth a possible strength. It’s certainly worth discussing with your colleague and chances are if she is not a good closer, it may be because she is a fine idea generator.

Test-drive a new role. You may have hired an employee for a specific role but in time you realize that she would be utilizing more of her strengths in a difference function for the organization. Consider what Jamie calls a mini internship program, where employees shadow co-workers to learn more about the roles and needs of the company. This test drive could spark new ideas for the boss and the employee and a role-shift could be the best and most expedient way to use existing talent in a new way to meet company goals and develop satisfied employees.

Cheers to Jamie for illustrating very specific ways to uncover our strengths at work!

Great leaders are not always great managers and finding a boss that is willing to nurture and grow their staff is becoming very difficult. Supervisors have a responsibility to get their job done first but they also need to take part in shepherding the next generation in the work force and empowering them to grow and develop into the leaders of tomorrow.

I have experienced both kinds of bosses and found it far more rewarding and challenging to work for the manager who pushed me to my limits and gave me assignments that helped me stretch my skill set and develop new competencies when I was learning the ropes. Of course, this took a lot of trust on the part of that boss but I was up for the challenge and proved my worth by going above and beyond. In the end, my boss was also rewarded for the progress of my efforts on the team and we were both happy. Would that all work environments were that functional.

I have also worked with less willing or able managers who felt a junior team member was more of a bother than an asset. These kinds of bosses can be classic micro managers and rarely trust the rookies with tasks to let them earn their wings. My suggestion to these kinds of bosses – let your staff fumble and then hold them accountable! If you give them responsibility, it makes them feel connected and validated at work. Team member buy-in is priceless and can motivate almost anyone if they believe their work is making a difference.

Most people don’t leave bad jobs, they leave bad bosses. So if your boss just doesn’t get it and there is no hope of a change in mindset, you need to stealthily devise your exit strategy. Don’t ever leave a job unless you have another to go to, especially in this economy. But if your boss is not a good manager and there is no system in your organization that will help change that, then you deserve to be in an environment where you can grow as a professional and develop your career.

Even in the most blissful job environment, you should be thinking about your 5 year plan and where you see your career going in the future.  A great boss will help you on your way but alas, not all of them are so enlightened. Years ago, I was fortunate to have such a boss who was always thinking about how we, the junior staffers could make our next move up because he knew we were all in entry level positions. He helped us make the most out of the current positions but talked openly about our next career moves so we were proactive in building our future.

If your boss is not helpful in assessing your strengths and identifying your weaknesses, seek outside assistance from a personal Board of Directors that you assemble outside of work. In reality, we don’t always have the support system in-house that we need but this should not stop you from reaching out to other professionals in the field for mentorship and advice. And, it just might help you get to the next mile marker on your personal career journey.

So if you are not being nurtured in your current work environment, seek it out from other sources and be thinking about next steps that could lead to a more positive and opportunity filled work place.

Unfortunately, the trend today is for people to polish their resume and submit hundreds of copies via online job sites hoping that they will get a hit.  Many job seekers are applying for anything and everything that is remotely appealing and this technique is not yielding successful results. In reality, job seekers should work backwards visualizing their dream job and then plan a strategy to find a rewarding opportunity in their respective field. It’s true that you can’t get what you want unless you know what you are looking for. The one-size-fits-all resume will never serve you well, and neither will submitting aimless applications for anything that is posted on the job boards. Slow down and take the time to figure out what you really want.

Figure out what kinds of jobs appeal to you first and target your applications accordingly. Focus on your skills and strengths and really consider what you enjoy doing. Taking the time for honest self reflection will save you emotional stress by avoiding a bad career choice that doesn’t match your values, interests, skills and personality in the long run.

Once you know what you want, begin to build relationships with people who do the same kind of work you are pursuing. Chances are you already have these people in your network, or others may know people who can make an introduction on your behalf. By starting with the end in mind and planning from there you can spend your time wisely to build meaningful contacts that could lead to opportunities.

You need to be able to articulate your story about who you are and what you want to do next. Networking is not about asking others for a job. It’s about engendering trust and respect and learning from others so you can move forward with your career goals. Whenever possible, meet face-to-face with your contacts. It’s more personable than phone or email and enables others to see you in action. Strut your professional stuff and make a lasting positive impression. Seek out informational interviews and avoid being a well kept secret by conducting your job search in public.

Research tells us that currently only 4-5% of jobs are secured through job boards and over 80% are found through effective networking. So develop a plan and take the time to meet with people to learn about opportunities, and put yourself out there. There is great wisdom in the philosophy Ready, Aim, Fire! If you do not prepare, you won’t even know what you are shooting for.

Whether you are looking for a new career opportunity or wanting to re-ignite an existing job, you need to be able to tell your professional story. Most interviews start with the Tell Me About You question which is the ideal chance for you to take the lead and deliver your best story. But you should also be able to tell your tale in casual conversation because you just never know who you are going to meet on a given day.

Your story should focus on what you do well and what you really want. Don’t get hung up about job titles but focus on skills and competencies that give you strength and discuss scenarios where you can illustrate an ideal career fit. Remember, this is storytelling so you want to engage your listeners and customize the message depending on the audience. Canned answers are the worst and don’t showcase your authentic self.

Telling a story requires self awareness about what you really want, so take the time to reflect first. If a network connection asks what you are looking for and you can’t answer, then chances are this person will not be able to help you.

Compelling stories about real people in real situations are the currency of far-reaching, emotional impact. Stories motivate, persuade, inform and inspire. Stories are memorable and powerful. They can be cathartic. They move us.  They change our beliefs, attitudes and behaviors. Use the genre of storytelling to get your message across and make an emotional and impactful connection with your network.

Janet Sanders went to law school because she wanted to exercise her philanthropic muscles. After reading an article in Time magazine about a parent/child support center, she aspired to open a similar facility in her native Philadelphia. By pursuing a law degree, Janet thought she would gain the skill set and professional competencies necessary to realize her dream. She did in fact hone these transferable skills, but her career went in a different direction than she had planned. Read Full Story

Historically, women have been taught to be modest and not boastful. While there is nothing worse than an arrogant bragger, I am on a personal mission to help others embrace their humble confidence and own their strengths and accomplishments. In reality, there is nobody else in the professional world advocating on your behalf but you. So, you must become comfortable singing your own praises – especially in a job interview or performance review.

The same philosophy follows suit when accepting a compliment. I cringe when I hear someone back out of accepting a compliment by minimizing their success or recognizing someone else for their job well done. The person giving the compliment is paying tribute to you and praising you for your success. Learn to say thank you with grace and appreciation.

Acknowledging praise does not mean you are arrogant. In fact, it is far more congenial to accept a compliment than to deny a person the opportunity to praise you. My favorite confidence boosting words of wisdom come from Nelson Mandela’s 1994 inaugural speech. Here is an excerpted passage:

“Our deepest fear is not that we are inadequate. Our deepest fear is that we are powerful beyond measure. It is our light, not our darkness that frightens us most. We ask ourselves, ‘Who am I to be brilliant, gorgeous, talented, and famous?’ Actually, who are you not to be? Your playing small does not serve the world. There is nothing enlightened about shrinking so that people won’t feel insecure around you. It’s not just in some of us; it’s in all of us. And when we let our own light shine, we unconsciously give other people permission to do the same. As we are liberated from our own fear, our presence automatically liberates others.”

So go out there and do great things and when you are recognized and appreciated, say thank you!

Fine artists have been using portfolios for decades to showcase examples of their work. This multi dimensional tool is gaining popularity in the job market for other professions as well. By assembling an archive of your work, you can show employers why you will be a value-add to their organization.

Similar to the resume, the portfolio should be customized for each unique opportunity. You should include your resume and/or CV as well as letters of recommendation, quotes or special comments from key constituents and examples of what you do well relevant to the new job opportunity. A mission statement can articulate why you want the job as well as why you are an excellent match for the position.

I like to include a list of my top skills with descriptions of how they will be applicable to the new job.  A goals or future plans section can help you articulate how you will grow in a particular role in the organization. Employers will see you as a strong, long term investment for their team.

If writing is a desired skill for the new job, include samples that showcase your best work and a variety of styles. Get creative and use graphics or photos for visual pop but keep text pithy and succinct using headers, bullet points and tag phrases instead of long paragraphs.

I encourage my clients to bring the portfolio to the interview so you can walk your future boss through the document and leave it behind when you are through so the hiring committee can have a lasting impression of you as a candidate.

Spiral bind your portfolio so the pages are secure and be sure your full name and contact information appear clearly on the cover page. While you want to show the breadth and depth of your experience, keep the portfolio brief so the readers don’t lose interest while viewing.

This secret weapon can set you apart from the competition. An added bonus of assembling a portfolio is the valuable self reflection process that will put you in tip-top shape for your interview, giving you the opportunity to focus on your strengths in an articulate manner.

It’s resume season as newly minted graduates dive into the job market and experienced professionals look for opportunities to better meet their career goals. I urge you to put on your recruiter hat as you develop your resume and think about the people who will be reading this important part of your professional tool kit.

In the government sector as well as many business environments, resumes are scanned electronically to pick out key words that represent skills and competencies required in the job description. You may have amazing credentials but if you don’t customize your resume to fit each job opportunity, you won’t make the first cut. The one size fits all resume will not serve you well.

Typically, a reviewer spends 15-30 seconds on the first glance of a resume. It’s amazing how much you can glean in that very short time. Your resume is meant to entice the reader to interview you so your task is to convey why you are a terrific value-add for the job in a concise document.

Here are some best practices to help your resume shine:

• If you are an experienced professional, don’t lead with your education, lead with your experience. Reserve the education-first style for new graduates.
• Consider a professional skills or competencies section to front load why you are a good fit, especially if you are a career changer or don’t have experience in the job field.
• Use strong action verbs to describe what you have done in past positions. Bullet points are easier to digest than paragraphs and allow the reader to scan for key words.
• Choose a clear font and don’t go below 11 point size. If you blind the reader with small print you won’t get the job.
• Look at the job description and use the SAME verbiage if you can honestly say that you have relevant experiences.
• The rule of thumb is one page per ten years of experience unless the employer asks for a curriculum vitae or CV format (often the case in academia) which allows you to elaborate.
• Spell check, proof, and share the document with your advisers for feedback. Typos and grammatical errors will land your resume in the garbage – no matter how well qualified you may be.
• Don’t be shy about showcasing your strengths. List your accolades and accomplishments and consider ways to distinguish yourself in print.

Bottom line – customize your resume for every job opportunity and showcase your strengths.

Years ago, before the internet became mainstream – networking was an expected ritual for the job seeker. Candidates pounded the pavement and reached out to those they knew to develop leads for job opportunities. It was the norm to get out and meet people and talk about what you were looking for, what you did well, and how your strengths could serve an organization well.

Today, too many people are hiding behind technology and waiting for the myriad of jobs they apply for online to turn into an offer. In reality, 80% (yes, it’s true!) of jobs remain in the invisible job market. They are never posted publicly because organizations look to their extended networks to hire people whom they know and trust.

So if you are spending the bulk of your time on the web you need to get out more! Start meeting with people in-the-know in your circle of trust and get the inside scoop about what organizations are looking for. Ask your warm network for referrals to build new relationships that may be closer to the industry in which you are seeking employment. In a competitive job market this more important than ever.

Dress the part and get out and dust off your verbal communication skills by meeting with people. Visibility and knowing what your personal brand is are your two best strategies in the job search. I’ve been on the recruiting side of the equation and I would much rather hire someone who came highly recommended by someone in my network than someone who blindly submitted application materials.

I’ll be talking about Networking Boot Camp in future posts since I know this concept paralyzes some people with fear. Trust me – it’s not that difficult and it works.

A recurring bit of career advice from the women with whom I conducted interviews across the globe was to find your passion. It sounds simple but I am shocked at how few people are actually in tune with their personal passions. I’m not talking about romance but I’m asking you to consider what motivates and inspires you on a regular basis and how you can incorporate that into your career.

In his book, The One Thing You Need to Know About Great Managing, Leading and Sustained Individual Success, Marcus Buckingham shared a statistic:

“Only twenty percent of people report that they are in a role where they have the chance to do what they do best every day, and that the rest of the world feels like their strengths are not being called upon every day.”

The operative word is role – the rest of the eighty percent are not mediocre or incompetent, they are just not in the right role. I challenge you to consider what gives you strength and discover your passion.

A small step in owning your strengths is to query the people in your circle of trust. Find friends, family members or colleagues whom you believe will give you authentic feedback. Ask them to share 5 things they believe you do well. It can be very empowering to see how others perceive your strengths.

Ultimately, you are in charge of what you believe you do well that actually gives you strength but this is a great point of departure on your personal strengths quest.

If you prefer a more structured approach, I recommend Now, Discover Your Strengths a book by Marcus Buckingham and Donald Clifton coupled with an online resource tool that will take you through a personalized strengths assessment.

It can be very liberating to focus on your strengths and not fixate on your weaknesses. After all, you are not broken – it’s possible you simply need to unlock your passion by discovering your strengths.

I’ll discuss my personal strengths journey with you soon to give you some step-by-step examples that you can test drive yourself.