176 | Cutting Out Drama | Cy Wakeman, Reality-Based Leadership, Omaha, Nebraska
Episode 176 is live! This week, we talk with Cy Wakeman in Omaha, Nebraska.
Cy is the President of her company, Reality-Based Leadership. She is an international keynote speaker, drama researcher & New York Times best-selling author who has spent more than 25 years cultivating a revolutionary approach to leadership.
On today’s episode, Cy shares:
- What you can do to cut down on the drama in your workplace
- What you can do if you’re switching jobs and you’re looking for less drama
- How work drama can impact us emotionally
Listen and learn more! You can play the podcast here, or download it on Apple Podcasts or Stitcher.
To learn more about Cy’s work, visit her website at http://www.realitybasedleadership.com/.
Thank YOU for listening! If you’ve enjoyed the show today, don’t forget to help me out. Subscribe on Apple Podcasts! When you subscribe, it helps to make the show easier for other listeners to find — and to get great free job search advice!
Glassdoor Announces 2018 Top CEOs
It’s often said that employees don’t quit jobs. They quit bosses. Can you relate? If you’ve ever left a job, there’s a good chance you might agree with this idea.
If you’re looking for a new job, one of the first things to consider is the management you’ll be working for. I often believe that finding the right environment is just as important (if not more so) than finding the perfect title.
Glassdoor recently released their 2018 Top CEOs list. The list is created based on anonymous U.S. employee feedback received on Glassdoor.com between May of 2017 and May of 2018.
A company CEO sets the direction of the company, and influences the managers below them. It’s safe to stay the CEO is a great place to start when you’re thinking of where you may want to apply next.
The number one spot this year was taken by Zoom Video Communications’ CEO Eric S. Yuan. Yuan has an impressive 99% approval rating. The top five spots are filled by Michael F. Mahoney at Boston Scientific (99% approval), Daniel Springer at DocuSign (99% approval), Lynsi Snyder at In-N-Out Burger (99% approval), and James Downing at St. Jude Children’s Research Hospital (98% approval).
Four CEOs have made the Glassdoor Top CEOs list for six years in a row, including Marc Benioff at Salesforce (#10 with 97% approval), Mark Zuckerberg at Facebook (#16 with 96% approval), Lloyd C. Blankfein at Goldman Sachs (#77 with 92% approval), and Tim Cook at Apple (#96 with 91% approval).
These A-ratings are very impressive compared to the average CEO approval rating of 69% for all CEOs.
Zoom Video Communication’s CEO Eric S. Yuan shared his philosophy on the kind of company he wants to create for his employees. “I need to make sure I’m happy, and that my employees are happy. Asking myself that question, I realized if I’m not happy, my kids, my family will be impacted. Our employees will also be impacted. So that’s why our company culture is to deliver happiness. It’s personal to our company’s values. We’re going to care about each other, really focus on delivering happiness to each other. Ultimately, as a company, we deliver happiness to our customers.”
If you’re job seeking, you know that finding a job that fits both inside and outside of work is key. Unhappiness is like a domino. If things aren’t going well at work, chances are that they are going to follow you home to another area.
As you’re job searching, keep this in mind. Don’t simply look for the best title or the most money. Look for a great, healthy company. Very often, that starts with the CEO. Check out the entire 2018 Glassdoor Top CEOs list to learn more about the top 100 CEOs who made the cut. And, check out the company reviews on Glassdoor for even more information about how employees feel about their workplace.
I hope these tips have helped you. Visit CopelandCoaching.com to find more tips to improve your job search. If I can be of assistance to you, don’t hesitate to reach out to me here.
Visit CopelandCoaching.com to find more tips to improve your job search. If I can be of assistance to you, don’t hesitate to reach out to me here.
Happy hunting!
Angela Copeland
@CopelandCoach
175 | Increasing Diversity | Maya Beasley, T10 Group, Washington, DC
Episode 175 is live! This week, we talk with Maya Beasley in Washington, D.C.
Maya is the Co-Founder of the T10 Group, a diversity consulting group. She is also a Research Professor and the Director of the Diversity 360 Initiative at the University of Maryland. She earned her A.B. from Harvard University and her Ph.D. in sociology from Stanford University.
On today’s episode, Maya shares:
- Her thoughts on whether or not Starbucks recent diversity training will work
- Why there are still large income gaps between different racial groups, long after the civil rights movement
- How families impact careers
- The importance of networking connections and why they matter to diversity
Listen and learn more! You can play the podcast here, or download it on Apple Podcasts or Stitcher.
To learn more about Maya’s work, visit her website at http://thet10group.com/. You can also visit https://ischool.umd.edu/diversity-initiatives. And, you can follow her on Twitter at https://twitter.com/inequalitymtrs.
Thank YOU for listening! If you’ve enjoyed the show today, don’t forget to help me out. Subscribe on Apple Podcasts! When you subscribe, it helps to make the show easier for other listeners to find — and to get great free job search advice!
Creating Career Independence
I hope you have a wonderful holiday week! I know I’m looking forward to spending time with friends, grilling out, and watching fireworks to celebrate this Independence Day. This holiday is also a great time to reflect on your career.
Are you feeling happy, or is something missing? If you’ve been thinking of making a change, this could be the perfect time. But, finding a job can take months. If you want to make a change, it’s important to get started before the winter holidays begin to approach.
Often, one of the sources of job frustration can be a lack of control. Whether you’re not doing the kind of work you enjoy, don’t like your boss, or are underpaid, you may feel helpless. It’s this helpless feeling that can really impact you each day as you go in. It can make your day seem longer, and tasks seem harder.
Finding career independence starts with identifying what is within your radius of control. What can you do today that will help you to gain more freedom tomorrow?
First, I recommend keeping your resume up to date at all times. You’ll be prepared, and you won’t forget important details later. On top of that, keep your LinkedIn current and connect to your colleagues. You never know when things could change.
If you’re not using your favorite skills at work, look for ways to keep your expertise up to date. Consider taking on small consulting projects, or volunteer at a non-profit. You may even want to take a class or two to keep any certifications current.
If you’d like to acquire a new skill, the same advice applies. Enroll in a class. There are many options at local colleges, and online. If you don’t have an opportunity to try your new skill at work, look for a way to volunteer your time – either on a non-profit project or at a part-time internship.
Nurture your network. Take the time to attend networking events. Get lunch and coffee with coworkers from previous jobs. Stay connected.
Reevaluate your priorities. Often, a source of unhappiness can be tied to a shifting of what’s important to you. Early in your career, you may have been willing to work for hours on end just to make the most money possible. As you’ve grown older, financial stability may be less important. You may now be looking for work-life balance, but are still saddled with a 60-hour per week job.
As you can see, much of the independence we crave is tied back to a self-awareness of what’s important to us. And, unlike Independence Day fireworks, career freedom rarely happens all at once. It doesn’t go off with a bang of beautiful lights. Independence at work takes time. It takes commitment. It takes a little dedication each day. But if you’re committed, over time you will find that independence, and the happiness that comes along with it.
I hope these tips have helped you. Visit CopelandCoaching.com to find more tips to improve your job search. If I can be of assistance to you, don’t hesitate to reach out to me here.
Visit CopelandCoaching.com to find more tips to improve your job search. If I can be of assistance to you, don’t hesitate to reach out to me here.
Happy hunting!
Angela Copeland
@CopelandCoach
174 | Neurodiversity at Work | Steve Allen, Colorado Vocational Rehabilitation, Denver, CO
Episode 174 is live! This week, we talk with Steve Allen in Denver, CO.
Steve works at Colorado’s Division of Vocational Rehabilitation where he helps job seekers navigate the job search process. Over the past ten years, he has identified many best practices for individuals with Autism Spectrum Disorder, and has helped with job placements ranging from retail stores to the high-tech industry.
On today’s episode, Steve shares:
- What the term neurodiversity means
- The biggest challenges faced by neurodiverse job seekers
- When we should disclose that we’re neurodiverse (if at all)
- Tips for those looking for a job, and how to help if you’re a loved one
Listen and learn more! You can play the podcast here, or download it on Apple Podcasts or Stitcher.
To learn more about Steve’s work, visit his website at https://www.
Thank YOU for listening! If you’ve enjoyed the show today, don’t forget to help me out. Subscribe on Apple Podcasts! When you subscribe, it helps to make the show easier for other listeners to find — and to get great free job search advice!
How Much Do You Make?
Have you ever been asked, “How much do you make?” in a job interview? This question usually shows up during the first phone call.
You’ve applied online. The HR manager calls you. The conversation seems normal at first. They ask, “Why did you apply for this job?” and “Tell me about yourself.” The all of the sudden, bam! “How much do you make?” Or, they may try, “How much have you made in the past?”
These questions are tough, and they have more of an influence on your future than you may think. Whether you’re currently underpaid or overpaid, answering this question wrong can completely eliminate you from consideration. And, answering too low can also put you at a disadvantage.
A number of states and cities have started to reduce or eliminate this question altogether. In 2017, Delaware and New York City banned employers from asking about salary history. In January 2018, California banned questions around a candidate’s pay history. In July 2018, Massachusetts will join suit. In 2019, Oregon will ban employers from asking. New Orleans and Pittsburgh are also implementing this rule on city agencies.
It may not be clear right away what’s wrong with this question. Many companies think of it as finding out if the person fits into their budget.
But, the problem is this. If someone has ever been underpaid for any reason, including discrimination or just an unfortunate circumstance, that person will likely always be underpaid going forward. Asking the question, “How much do you make?” ensures that your future salary is based on your current salary.
But, what if you’re switching between industries and one pays much higher salaries? What if you’re switching between a higher education job and a corporate job? What if you’re moving from an inexpensive city in the middle of the country, to a pricey city on the coast?
Once you’re behind in salary negotiations, you will likely always be behind. Unless you’re protected by a rule that bans the question completely. Banning it puts the responsibility back onto the company to decide what a particular role is worth to them. It forces the company to pay employees more fairly, based on the work they produce – rather than their negotiation abilities.
If you find yourself being asked this question, do your homework. Before you’re asked how much you make, know the response you want to give. The less you need the job, the riskier you can be with your answer. I often advise job seekers to ask the company if they would feel comfortable to share their pay range with you. This allows the company to share their salary instead. Alternatively, you can offer your target range. But, base this range on data. Scour websites like Glassdoor.com for as much salary information as you can find about your job.
Pushing back on this question helps guarantee that everyone will be paid more fairly going forward.
Angela Copeland, a career coach and founder of Copeland Coaching, can be reached at copelandcoaching.com.
173 | Finding Your Purpose | Dr. Prasad Kaipa, CEO Coach & Advisor, San Francisco, CA
Episode 173 is live! This week, we talk with Dr. Prasad Kaipa in San Francisco, CA.
Prasad a CEO Coach and Advisor. He’s also the author of the book From Smart To Wise. His lifelong passion has been to ignite the genius within. He’s also taught executive education for academic institutions, including USC, Dartmouth, and the London Business School.
On today’s episode, Prasad shares:
- What you can do if you’re failing to reach your full potential
- How to find your noble purpose
- How changes in your personal life may impact your professional life
- Why you should stop obsessing about success and what to do instead
- Why happiness is so important and how to find it
Listen and learn more! You can play the podcast here, or download it on Apple Podcasts or Stitcher.
Thank YOU for listening! Don’t forget to help me out. Subscribe on Apple Podcasts! When you subscribe, it helps to make the show easier for other listeners to find — and to get great free job search advice!
Avoiding Early Career Pitfalls
The summer is an exciting time for young job seekers. A new group of graduates has just been minted and are searching for their first full-time job. But, there are many pitfalls you may encounter along the way. Here are a few suggestions to help you in your search.
Don’t let your parents get involved in your job search. At the most, your parents should be providing you one-on-one guidance from the comfort of your home. Beyond that, it’s too much. Mom or dad should not be applying to jobs for you. They should not be perfecting your resume. They should not be editing your LinkedIn profile. They should not attend an interview with you. And, they definitely should not ever negotiate your salary for you. I get it. Your parents have been there and done that. But, in the professional world, getting your parents involved in a major faux pas. If you want to find a job, now is the time to talk to your parents. If an employer gets even a whiff of them through the interview process, it’s likely that you will be tossed out of the candidate pool.
Sharpen your online image. Employers will look at more than your resume. Right or wrong, they will look at your social media. Get in there and be sure you would be comfortable with the content. Reduce posts that focus on anything that might be considered controversial.
Perfect your phone skills. I can’t tell you how often a future employer has said to me, “Wow. I wish the candidate would learn how to answer their phone.” If you’re applying for jobs, you may get calls from phone numbers you don’t recognize. Answer in a polite, pleasant way that uses your name. An uncomfortable, “Hello?” is no way to begin a conversation with your future boss.
Be on time. When you’re early in your career, your real world experience is still slim. But, there’s one thing you can easily do: show up on time.
Once you’ve landed your perfect job, don’t start hinting that you want more money. The time to negotiate was before you started. Once you’re there, you’ve agreed to work for what they’re paying you. Nobody is planning to pay you more just because you’re the smartest, fastest, or best at the job you were hired to do.
Don’t expect a promotion every one to two years. I wish it worked this way, but it just doesn’t. Working your way up the ladder takes time. Promotions often happen when your level of responsibility has changed. Perhaps you’ve started to manage a team. Or, maybe your job includes a new area that it didn’t before.
Early on, your job is primarily about learning and growing. Take the time to learn as much as you can. Give back to the organization. In the long term, this will result in both a fruitful and successful journey.
Angela Copeland, a career coach and founder of Copeland Coaching, can be reached at copelandcoaching.com.
172 | Neurodiversity & Autism | Dr. Heidi Stieglitz Ham, CEO, Spectrum Fusion, Houston, TX
Episode 172 is live! This week, we talk with Dr. Heidi Stieglitz Ham in Houston, TX.
Heidi is the CEO and Founder of Spectrum Fusion, a charitable organization dedicated to improving the possibilities of those with autism. She also collaborates with the Baker Institute School of Social Science and the Jones Business School at Rice University.
On today’s episode, Heidi shares:
- What is meant by the term “neurodiversity”
- The biggest job seeking challenge professionals on the autism spectrum face
- How parents can help their adult children who are looking for a job
- Where to get support for autism and job searching
- The strengths those with autism bring to the workplace
Listen and learn more! You can play the podcast here, or download it on Apple Podcasts or Stitcher.
To learn more about Heidi’s work, visit her website at www.spectrumf
Thank you for listening! Don’t forget to help me out. Subscribe on Apple Podcasts! When you subscribe, it helps to make the show easier for other listeners to find — and to get great job search advice!
The Secret to Networking
The story I’m about to share is very common. A job seeker recently came to me with a problem. They’d been looking everywhere for the right job. Finally, they found it. It was just what they were looking for, and their skills were a perfect match. Even better, a close friend should be able to be their advocate. It seemed to be a slam dunk opportunity, but then, something went wrong. The close friend didn’t follow through. They really let the job seeker down. It was terribly confusing and disheartening.
Have you ever had this happen? It can feel surprising how unhelpful people can be when they’re the ones you really count on.
In reality, the people who will help you to land a job are rarely the ones you’d expect. People who help out are very often random people you don’t think about very much. They’re what’s called a “weak tie” or a loose connection. These are people who are different than you. They’re tapped into different social networks than you are, and they know about different opportunities.
Tanya Menon describes the concept of weak ties in her TEDx Talk. In it, she states that, “weak ties are your ticket to a whole new social world.” And, it’s true. If you think of who your close friends are, they’re often people who are very similar to you. They may be the same nationality, the same gender, and they very likely have the same political and religious views that you do.
By opening yourself up to people who are different than you, you’re unlocking a world of possibilities. You’re creating a new network that may help you to tune into new opportunities, or may happen to have a connection to the job you’re most interested in. The impact of weak ties is truly exponential.
You may wonder how you can expand your network. In all honesty, it can be tricky at first. In her talk, Menon suggests taking a different route to do common things at work, such as getting coffee. Something like this can be very simple, but it can create a big impact.
I strongly believe in this idea. So much so that I have taken it to an extreme from time to time. I once took a salsa dancing class in Stockholm, Sweden. I also attended a hackathon in Sydney, Australia. It’s a weekend when technology professionals come together to create new products.
You would be amazed at how many new connections you can make when you do something so unusual. I’m certain I met no tourists in Stockholm or Sydney. The participants were all locals and I learned so much that I would have never been exposed to.
In this time of opposing views, take a moment to get to know someone who’s a bit different than you. You may find that you have more in common than you would have imagined.
Angela Copeland, a career coach and founder of Copeland Coaching, can be reached at copelandcoaching.com.
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