“How to Address a Resume Gap When Switching Careers,”

Monday 08 April 2024

Mind the Gap on Your Resume

Your job hunt is taking longer than you expected and the gap on your resume is growing wider by the day. How can you ensure your extended absence from the workforce doesn’t sink your morale—or career prospects?

(1) Invest in your development. 

Enroll in courses, earn certifications, intern in your target industry, and take on contract work. This may require some humility, but it’s necessary when competing against experienced candidates.

 (2) Revamp your resume.

 Examine job descriptions in your target field, identifying relevant experiences and skills. Then tailor your CV to highlight those strengths.

(3) Network! 

Use LinkedIn to identify people in your broader network who work at organizations you might be interested in. Then reach out to connect with those people over coffee or informational interviews.

(4) Reframe the gap. 

Be prepared to talk about what you’ve been up to since you were last employed. Highlight the developmental opportunities you’ve pursued. And when addressing your previous career, emphasize the skills you gained rather than specific jobs.

This tip is adapted from “How to Address a Resume Gap When Switching Careers,” by Rebecca Knight 

Look for these 3 qualities in a new hire

Tue 02 April 2024

Seek Out These Three Qualities When Hiring

Regardless of what industry you’re in, there are some common essential traits to look for in a new hire. If you’re looking to grow your team or replace a key contributor who’s moved on, keep the following qualities in mind as you interview prospective employees.

(1) An entrepreneurial mindset.

 Ask the candidate about a time when they led a project from beginning to end or improved a workflow or process in their organization. Look for cues that they’re resilient, skilled at thinking creatively, open to input and feedback, and able to adapt to unforeseen circumstances.

(2) Curiosity. 

Ask about a time they pursued a learning opportunity on their own, without being assigned or asked to by their manager. Listen for excitement about what they learned—or what they want to learn more about in the future. They might reference something they read or listened to that sparked their interest.

(3) Proactivity. 

Ask about a time they stepped beyond their responsibilities to work on something that benefited the whole team, or a time they influenced their colleagues positively. Listen for how they created their own opport

“How to Improve a Meeting (When You’re Not in Charge),”

Monday 01 April 2024

Making Bad Meetings Better

We all have those recurring meetings that feel inefficient, unproductive, or aimless. How can you make them better when you’re not the one running them? Here’s how to get involved before, during, and after to nudge things in the right direction.

(1) The best time to intervene is often before the meeting even takes place. Reach out to the organizer to ask if there’s an agenda, relevant materials they can share in advance, or anything you can do to help prepare.

(2) During a meeting that’s veering off topic, you can take initiative and steer the conversation back on course. Refer back to the agenda if there is one. If there isn’t one, you can speak up to clarify the goal of the meeting, then point out when the conversation feels off topic.

(3) After the meeting, reach out to the organizer to compare notes and clarify next steps and who’s responsible for them. This will ensure follow-through—and that the meeting wasn’t ultimately pointless.

This tip is adapted from “How to Improve a Meeting (When You’re Not in Charge),” by Tijs Besieux and Amy C. Edmondson

3 more leadership styles - use as per context !

 19 April 2024

3 More Leadership Styles—and When to Use Them

Yesterday we listed three of the most common leadership styles and when to use them. Here are three more styles to add to your toolbox.

(1) Affiliative leadership, which centers on building emotional bonds. This style builds connections and creates a positive company culture, but it shouldn’t be used in isolation. It may not provide sufficient feedback to address performance issues or deal with complex challenges.

(2) Democratic leadership, which involves creating consensus. This style is ideal when you’re unsure about the best course of action and want to generate ideas. But it’s not a good strategy when your team members lack experience or information, or in times of crisis.

(3) Coaching leadership, which focuses on developing people for the future. This style is especially useful during one-on-one performance evaluations and is crucial for employee development.

This tip is adapted from “6 Common Leadership Styles—and How to Decide Which to Use When,” by Rebecca Knight

3 common leadership styles - where to use and when

 Thu 18 April 2024

3 Common Leadership Styles—and When to Use Them

Being a great leader means recognizing that different circumstances call for different leadership styles. Here are three common ones and when to deploy them.

(1) Coercive leadership, which entails demanding immediate compliance. This is the least-effective style in most situations. But in certain crises where decisive action and a clear chain of command are needed, this command-and-control leadership style may be necessary.

(2) Authoritative or visionary  leadership, which is about mobilizing people toward a vision. This involves motivating your team members by connecting their work to a larger organizational strategy. This leadership style is beneficial in lots of situations, and it’s particularly useful during times of change or uncertainty.

(3) Pacesetting leadership, which involves expecting excellence and self-direction. Although this style should be used sparingly, it can work in certain circumstances where your employees are highly motivated and exceedingly competent, or when perfection is totally necessary.

This tip is adapted from “6 Common Leadership Styles—and How to Decide Which to Use When,” by Rebecca Knight

motivation of remote workers

 Fri 29 March 2024

Ease Loneliness for Remote Workers

Remote work offers many benefits, but the lack of community can cause some workers to feel isolated and lonely. If you manage remote employees, take these steps to combat loneliness on your team.

 (1) Show recognition. 

Be proactive about celebrating people’s personal and professional wins. This could take the form of writing individual thank-you notes or scheduling team-wide employee-appreciation events. Fostering a culture of gratitude and appreciation will help your team feel more connected, even at a distance.

 (2) Support career advancement.

 If your employees feel you're invested in their growth, they're more likely to be engaged and less lonely at work. You might look for opportunities to make career development a team sport. Scheduling monthly lunch-and-learns, starting a peer mentorship program, or bringing in public speakers are small ways to foster communal growth.

 (3) Model open and honest communication. 

Don't be shy about discussing your interests and life outside of work. If you bring your whole self to work, others on your team may follow suit, leading to more authentic relationships and deeper bonds.

This tip is adapted from “Fighting Loneliness on Remote Teams,” by Rachel Montañez