Susan Britton Whitcomb, an awesome Career Expert, is the author of a newly published book, “30-Day Job Promotion: Build a Powerful Promotion Plan in a Month.” Susan gave an insightful presentation at a teleseminar last week. She gave all the attendees the list below to give out to our clients.

I think this list is not only applicable to those who want to be promoted within their company, but for those who are in career transition.

~~~10 COMMON CHARACTERISTICS OF HIGHLY PROMOTABLE PEOPLE~~~

1. Character: Promotable people are credible and have earned a reputation as trustworthy, impeccably ethical, conscientious and open-minded.

2. Confidence: Promotable people take calculated risks, trust their instincts, are optimistic and courageous, and drive past any fears that might hold them back.

3. Communication: Strong communication skills are common to promotable people; they speak with clarity and persuasion. Further, their presentation style is void of distractions with regard to appearance, dress, or habits.

4. Competency: Promotable people possess above-average position-specific abilities, industry knowledge, and technology skills.

5. Connection: Promotable people have a charismatic ability to connect with others beyond the superficial level and create rapport with managers, internal constituencies, and customers.

6. Critical Thinking: Able to see the “big picture” and always maintain a global organizational perspective, promotable people are able to grasp all facets of a situation and make the best decision.

7. Contributions: Promotable people are results-oriented and make continual contributions that improve the company’s bottom line.

8. Commitment: Known for their perseverance, promotable people are committed and never giving up.

9. Control: Promotable people control their destiny (without controlling or manipulating others); they act to influence outcomes and do not lapse into powerlessness or passivity.

10. Coachable: Promotable people are open to always learning more; in addition, they are able to implement coaching techniques to develop, grow, and manage others.

Imagine yourself practicing these 10 characteristics. How could your future change 5-10 years from now? If you would like to have a complimentary initial consultation to talk about these characteristics and where you are at currently in your career, contact me.

Mark McClure was asked by friends and colleagues, “Why are you doing what you do?” He wrote in his blog, “I remember that some of their generally well-meaning questions made me somewhat ashamed that I even needed to focus on personal development. It was real easy to start looking for what might be really “wrong” with me to have created the PD need in the first place.”

Mark said that he started to make “it a daily habit of asking myself this question before the start of almost every major task: “What is the point of doing this?” This felt weird but I soon got used to it. What remained tricky was to remember to pose the same question when the task was completed!”

Robin Ryan wrote in her blog to “Build a career on your strengths. You have natural talents that you were born with. These talents are the things you find easy to do. Maybe it’s teaching or writing. Maybe it’s designing, selling, or helping people. You have numerous strengths so list all your talents, including things that others compliment you on. If you begin to use your mastered strengths on the job daily, you’ll move up faster, find better jobs, and be paid a higher salary as a result, so make using your innate talents the basis for any position you choose to go after.”

So, what do you think about looking at each task before and after completion and asking two simple questions, “Why am I doing this task?” and “Does this task require my strengths?” I am challenged to take a day and ask these two questions before and after all of my tasks. We have a short life to live. I am pursuing living life to the fullest, and I want to use my strengths in what I do. What about you? Do you know your strengths and are you using them throughout the day?

If you want to know more about a two-session “Strengths Identification” package I offer, please contact me for a complimentary initial consultation. These sessions can be positively life-changing!

I’ve known Dr. Mark Noss,O.D. of Traverse City, Michigan for about 25 years and have appreciated his excellent eye care throughout the years! He takes the extra step in making sure he provides quality service!

Dr. Noss answered the following questions at my request to help my clients prepare for interviews and jump start a new job.

1. What is your title? Developmental Optometrist - This is a subspecialty of optometry that takes into account the neurological, motor and cognitive development of the person and their vision. This development influences how we visually gather and analyze information in our environment as well as how it directs our actions and behavior. I have a special interest in vision as it relates to learning.

2. What do you love most in the optical field? Optometry has allowed me an opportunity to assure that people maintain good vision and healthy eyes so that they can function more effectively in their life.

3. What qualities are you looking for in an applicant? In an applicant, I am looking for a friendly, caring individual that has a genuine interest in helping people.

4. What does a person do or look like in order to turn you off? I have no use for deceitful, manipulative individuals that have only their own interests in view.

5. What are a couple questions you ask in an interview? I like to ask them to describe the best coworker or boss they ever worked with. I am also interested in knowing what type of person annoys them most. This tells me a lot about relationships in their life, and what they value in the work place.

6. What is your favorite way to find a new employee? Personal recommendations from friends or family that I can trust are ideal sources for good candidates.

7. After you have hired someone, what can a new employee do to jumpstart his or her job? I like to see a new employee come in with a lot of energy and a determination to learn quickly, whether it is on the job or on their own time. I also look for them to quickly buy in to our office philosophies and our mission, which is strongly tied to exceptional quality eye care.

8. What are some words of wisdom for someone wanting to enter your industry? Again, it is important that they have a genuine interest in helping people. The patient and their needs are the reason that we exist as a business, and that always has to be held as the highest priority.

For those preparing for an interview and for those managing their career, there are nuggests of gold in Dr. Noss’ responses. We’re thankful to Dr. Noss for taking the time to give us his answers!

If you would like to be well prepared with principles for answering almost any question at your next interview, please contact me for a complimentary consultation.

I am really impressed with Lynn Nicholas, the new CEO of the Massachusetts General Hospital Association. Lynn spent several hours during her career transition in research for the position she was seeking. All of her hard work paid off!

While preparing for her first meeting at the hospital, she says, “I Googled them all, and I searched for photos of them online,” said Nicholas, who will start as chief executive of the hospital association Aug. 20. “I read about their institutions, their towns, and I spoke to people who knew them. It’s called preparation. I like to be prepared. I’m known for that.”

The preparation paid off. In a conference room in the Hilton Boston Logan Airport Hotel, Nicholas was able to greet each committee member by name. They were impressed. She is known for her confident, organized style. If you want to know more about Lynn, see Jeffrey Krasner’s article from the Boston Globe.

From my experience, the biggest drawback for my clients in the career transitioning process is not taking the time to research. Research doesn’t necessarily mean sitting at a computer for hours. Research can take place through informational interviews, through asking tactful questions while socializing, by taking the time to talk with people we may not normally talk to, etc. As a Career Coach, I recommend completing specific research that fits well my client while in the career transition process before settling on a position or accepting a job.

If you would like to talk further about research or have questions about the career transition process, please contact me for a complimentary initial consultation.

Cheryl Lynch Simpson gave some great suggestions for building skills in managing emotions while career transitioning in her blog. I believe developing a positive, level-headed mindest should at the top of a person’s ‘Actions To Take’ list, especially when career transitioning.

Cheryl suggests and gives wonderful descriptions of the following when in a career transition…

1. Practice naming your emotions
2. Allow yourself to feel what you feel
3. Express what you feel
4. Exercise
5. Journal
6. Pray or meditate
7. Use art to express yourself

I also recommend to my clients for managing their emotions…

1. Give by volunteering
2. Be aware of negativity you are listening to through TV, the newspaper, friends, etc. Replace with reading industry news, spend more time with positive friends, etc.
3. Attend religious services
4. Take care of yourself in ways you haven’t done before
5. Give yourself permission to not be perfect, especially during a time of transition!
6. Read a daily, uplifting ‘thought for the day’
7. Read biographies of successful people (they usually went through a lot of failure and still were successful, so it is encouraging)
8. Find someone you can encourage
9. Exercise with someone
10. Find 2-3 true support people and find ways to support them

What do you find helpful in managing your emotions, especially during stressful times? I’d love to hear from you! As a Career Management Coach, one of the first action steps I give a client is choosing a skill he/she would like to develop for emotion management. If you would like a session or two in this area, please contact me. I’d be glad to give you a complimentary consultation.

I found Blogger Kevin Sinclair’s article on The Key to Successful Leadershipvery interesting. Kevin brought up the question, are leaders born or made? The old adage states that leaders are in fact born. Kevin and I both agree and disagree. Kevin writes, “Anyone can learn to become a leader, and be a successful one at that….the key is learning. Leadership is a process, one that requires learning and understanding.”

I really appreciate Kevin’s perspective that a successful leader is one who is willing to keep learning and understanding. He writes, “They have an understanding, that in order to be successful you must take what each day gives you and learn from it and grow. Being a successful leader simply requires that you never stop learning. I have always believed that the day you stop learning is really the day you stop living. In business, they day you stop learning is the day that your business stops growing.”

Are you a leader or manager in your career? If so, do you find yourself consistently learning and trying to understand or are you bored? If bored, I suggest coaching yourself with questions to figure out what your road block is and take some action steps. If you are thinking of transitioning, I suggest first clearing the roadblock and seeing if your passion for learning and understanding accelerates. If you need help, contact me.

If you asked for my opinion about transitioning, I’d ask you the following questions and put them in a ‘Career FIT Plan.’ I believe all career managers (all employees) would find a lot of value from updating their answers to the questions below on a consistent basis:

• What are your key strengths?
• What do you love doing?
• Which core values must be present for you to be your best in your work?
• Life purpose - Why do you work?
• Identity - Who are you becoming?
• Personality Type - What are your natural tendencies?
• How can you make your current company culture fit you better?

Whether or not you are thinking about transitioning into a new position, I’d be glad to give you a complimentary, confidential consultation. You can contact me at terri@summitviewcareercoaching.com

According to the Chicago Tribune, some 74 percent of all students work at least one internship before graduation, a figure that has steadily increased since 2000, according to Mark Oldman, co-author of “The Internship Bible” and co-founder of Vault Inc., a career counseling company.

“What used to be a nice addition to the resume is now essential preparation,” he said. “No longer can students be content to twirl a lifeguard whistle or flip burgers. They’re all being told to find an internship — and an illustrious one at that.”

Most interns receive valuable information to add to their resume, but no income. As a result, many interns have a second job that brings in an income.

I suggest for parents to encourage their teenagers to start volunteering, interning, and working at jobs after the 6th grade. Maybe their work experience will start with parents or relatives. A teenager can gain such a wealth of experience, especially being coached by praising and wise parents.

If you would like more complimentary information regarding coaching your teenager, please call me or write me with your questions.

I believe the value of ’smart success stories’ is beyond words. Savvy career transitioners know that developing their own smart success stories is key in being able to attractively and effectively communicate their value to a hiring manager. What is a success story?

Susan Whitcomb describes a success story as follows: “An anecdote or account providing evidence that you have the knowledge, hard and soft skills, and motivation to excel in the target job.”

An easy way to remember what makes a success story is as follows:

• C - Challenge
• A - Action you took
  
• R - Result (numbers-oriented or bottom-line results, comparing your performance to your prior work performance, the company’s past record, or the industry standard)
  

When working with a client, I suggest preparing at least 10 success stories (if possible) as part of the initial career coaching fieldwork. Success stories are the foundation for effective networking, career branding, resumes, interview preparation and confidence boosting.

If you are thinking about making a career transition and would like a confidential, complimentary initial consultation, please contact me or check out the services that are available to you.

There are thousands of websites that offer career management and transition information. Marty Nemko recommends the ones below. I’ll recommend more websites in an upcoming blog.

• One Stop Coach.org is a portal to federally funded sites offering quality help
• Riley Guide.com/prepare.html is the best portal for those trying to choose a career
• Job-hunt.org is the best site for those who have a career goal and now are trying to land a job
• Bls.gov is excellent, offering many profiles of many careers each ending with links to additional information. This site is home to the federal Occupational Outlook Handbook
• Monster.com offers several tips
• CareerBuilder.com can be very helpful
• Hotjobs.com offers excellent articles
• Indeed.com and Simplyhired.com are places where you can instantly screen over 4 million job listings

There are so many more websites I highly recommend! As I wrote at the beginning of this blog, I’ll be passing on more in a future blog.

If you are finding that you dread Monday morning on Sunday evening and would like to get to a point of enjoying Monday morning, please contact me.