Sometimes you bump into a person who could help change your career.  You want to say just the right words to capture their interest and hopefully open the door to an opportunity.  You need an elevator pitch. 

 Here are a few tips for an effective good elevator pitch   1.) Know your audience.  Even if it is an audience of one, you must understand their needs, expectations, and challenges. What will get their attention?  Think what you OFFER not what you WANT or NEED.     2.) Discuss things of interest to your audience.  Don’t prepare a list of generic achievements or capabilities.  Always think in terms of problems you solve, opportunities that you can uncover, networks that you have developed, etc.     3.) Don’t waste words with cliches…such as results oriented, customer focused, or thrive on challenge.   4.) Give real examples of what you can deliver.  Is it important to their mission?  Talk about an action not an attribute.  (attracting and developing staff vs. strong interpersonal skills)   5.) Be brief!  Most experts say keep the pitch under 50 words.  Some experts say less than 35 words.  The goal is give them quick information to interest them so they ask you a question. If they say, “Oh that’s interesting” you have not succeeded. If they say, tell me who you are with now…or tell me how you’ve done this…or if they ask you any questions for more info, you have succeeded.

Here’s an example of a good pitch:

“I uncover ways for companies to cut energy costs up to 45% through smarter lighting choices, retrofitting of electrical devices, and simple-to-execute energy plans. I create low-cost, no-headache strategies that promote goodwill in the community and generate savings for years to come. I make “going green” easy.”

This is a great read!  The title is, The No Complaining Rule…Positive Ways to Deal with Negativity at Work.  Actually, the message here is meaningful well beyond the workplace.  After reading it, I soon began thinking of groups to which I belong that would greatly benefit from this recipe for positivity.  For example, volunteer organizations, church groups, and even social settings like the tennis club.  Face it, how many places would not benefit from reducing complaining and negativity? My 13-year-old son read it.  Well…OK…we bribed him.  He read it and actually “got it.” That alone is worth the cover price.

What is the book about?  The author, Jon Gordon, shares “a story about positive ways to turn complaints into solutions, innovations, and success.”  Because it is written in a story format, it does not come across as preachy or like a how-to manual. Instead it is a parable to which most of us, including a 13-year old boy, can relate.  Give this book a test drive and I think you’ll be inspired.  You’ll probably be recommending it to your peers as well.

Here are the details: The No Complaining Rule by John Gordon. ISBN #978-0-470-27949-6.  Here is the amazon.com link to save you a step:  Link to The No Complaining Rule 

 Here’s a great article…

Top Ten Linked-In Do’s and Don’ts ~ By Liz Ryan, http://ezinearticles.com 

If you are job-seeking, you need to join LinkedIn, an essential job-search tool. If you’re not on a job search but you’re into online networking; or want to acquire new partners or clients; or otherwise want to rev up your networking activity level, you should likewise become a LinkedIn user, in my view. All that being said, there are some iron-clad rules for polite and professional use of the network. Here’s my Top Ten list for LinkedIn do’s and don’ts:

1) DO connect to your “real-world” friends.

I’m amazed by how many LinkedIn users join up, create a profile, and immediately set to work inviting all sorts of online strangers to join their networks. Sure, it’s fun to browse the LinkedIn database and look up people you might want to know better….but what about your friends back in three-dimensional space? The first thing to do as a new LinkedIn user - after creating a rockin’ profile for yourself - is to invite your true-blue friends and former workmates to join your network. There are three steps in this process:

a) Download your Outlook address book so that LinkedIn can find your friends who are already members.

b) Use the Find Colleagues and Find Classmates functions to synch up with people you know from school and past jobs; and

c) Invite bunches of “real” friends who aren’t already LinkedIn users, to join the network - you’ll be helping them get connected at the same time you grow your own network.

2) DON’T become an Invitation Spammer.

It’s tempting to start sending “connect to me” invitation to every Tom, Dick and Sally you find on LinkedIn, but it’s bad manners. If you want to reach out to someone you’ve spotted who has an enticing profile, send the person a Contact request rather than an invitation to join your network. A Contact request, to use an offline networking analogy, is like an invitation for a coffee date. An invitation to Connect is like asking someone to go steady. Unless you know a person already, don’t spam him or her with a “want to start recommending me to people, and vice versa?” invitation - it’s creepy.

3) DO unto others….

It’s astounding that a person would send out connect-to-me invitations while proclaiming on his or her profile that no new connection invitations will be accepted. Talk about all take and no give! There are other LinkedIn users who set up a profile and make connections, and then specify on their profiles that they won’t act on requests to forward (a key piece of LinkedIn’s value). These messages say, I want to be on this site and get its value, but I don’t want to deal with other people’s requests. A modern-day Dante would design a special, uncomfortable and crowded level of Hell for these folks: no pits of fire, but perhaps a zone where all connections are dial-up, cell phones can’t hold a signal and no one helps you with anything, retribution for the me-first approach to online networking that you showed in your most recent incarnation on Earth.

4) DON’T make assumptions about your own irresistibility.

Connection invitations should state clearly why you expect your invitee to link up with you - for instance, because you serve on the same fund-raising committee or because your daughters are best friends in the fifth grade. With so many activities crowding a typical businessperson’s schedule and so many people in the mix, it’s easy for people to forget how they know you. Likewise, even Contact requests should state your case as plainly as possible. A message that says “May I call you? We could collaborate” is not the world’s strongest pitch. People are incredibly busy - if you’re job-seeking, or trolling for new clients, you may lose sight of the fact that a person needs a compelling reason to even spend ten minutes on the phone with you.

It’s helpful to remember what I call the Happy Life theory of networking: when you reach out to a stranger, that person is presumably leading a happy and fulfilling life without the benefit of knowing you. It’s not enough to say “I’ll buy you lunch!” or the online equivalent of that offer; a $25 lunch (or a scintillating phone conversation with you) just might not be as hard to pass up as you believe. So lay it out there: here’s what I can do for you, or here’s what I need, or both.

5) DO keep your profile current.

A pox on the person who lets her LinkedIn profile languish! If you can’t be bothered to keep your profile current, why should another person bother to engage with you? If I receive a Contact request, jump over to the requester’s profile, and find that its details don’t match what’s in the requester’s email message, I’m already underwhelmed. Bonus: when you update your profile, you can send a one-click blast message to let your entire first-degree network know about your news. Note: please don’t abuse this feature! Reserve profile-update blasts for news on the order of a job promotion, book launch or appointment to a national commission….as opposed to news items like “I have started my PMP certification class.”

6) DON’T confuse quantity for quality.

If I were a recruiter, I’d build the biggest network I could, on LinkedIn or otherwise. After all, there’s zero downside to being able to view, and reach, a massive number of candidates when your job is locating talent. But for the rest of us, it’s easy to get the notions “a big network” and “a strong network” confused. The question to ask yourself is “could I recommend this person, and could he recommend me?” If not, the principal value in any individual LinkedIn connection will be your ability to view his network (and vice versa). That’s not a bad thing, but it would be a shame to mistake that kind of visibility for influence. Amassing connections can become a kind of addiction, but withdrawal will kick in when these near-strangers begin to ask you to vouch for them to your dearest friends.

7) DON’T pass along questionable requests.

I got religion on this item in an instant last summer, when a fellow asked me to send a friend of mine a spammy invitation to his business conference. “I can’t do it,” I wrote, “it’s purely a marketing message.” The gentleman’s return message essentially ripped my head off, affirming my initial gut reaction that his request was an improper one. Don’t hesitate to stand up for yourself and for your friends when sketchy requests come down the pike (and they will). If you pass along every bit of dreck that finds you, your trusted friends will start to doubt you, and that’s a far worse fate than having to write to another LinkedIn user, “I’m sorry, but I don’t feel comfortable passing this on.”

DON’T abuse the Find Colleagues feature.

LinkedIn’s Find Colleagues feature allows you to find old workmates and send unmediated connection requests to them, a boon if you’ve lost their email addresses over the years. Unfortunately, it’s easy to abuse the feature by listing false employers or dates of employment on your profile. What can we say about this? If you believe in the wheel of karma, avoid the temptation to claim employers and employment dates you’re not entitled to.

9) DO join the PowerForum.

Newbie LinkedIn users have lots of questions, and a great place to get answers is the user group called MyLinkedInPowerForum. Send a blank email message to mylinkedinpowerforum-subscribe@yahoogroups.com to join the group and get LinkedIn (and general) networking advice. MLPF founder Vincent Wright is a helpful guide and mentor to LinkedIn users all over the world - I can virtually guarantee that you’ll learn something useful from the Forum’s daily conversation.

10) DO disconnect from bad apples when you need to.

Finally, it’s worth noting that LinkedIn gives you the ability to disconnect from other users if you find that the connection no longer works for you. If you’re plagued by inappropriate requests or other annoyances from one of your connections, you can cut the cord and save yourself from recurring headaches. Some people just don’t get the notion of an online community with standards and norms; and it’s not your job to teach them how to behave. Just move on.

Liz Ryan is a workplace expert, 25-year corporate (Fortune 500) HR executive, and the founder and CEO of WorldWIT, the world’s largest online community for professional women. Liz is an international keynote speaker on workplace, work/life, leadership, and women in the workplace topics. WorldWIT provides internal communication and community-building services, consulting and training to employers seeking to create a diversity culture and to increase retention and engagement of women and minorities. Liz lives in Boulder, Colorado with her husband and five children.

Article Source: http://EzineArticles.com/?expert=Liz_Ryan http://EzineArticles.com/?Top-Ten-Linked-In-Dos-and-Donts&id=184051

I read a CNN article today and could not help but share it with you.  It caused me to think about how things have changed over the last couple decades. Change is a good thing.

Not so long ago, most office workers wore suits and skirts.  There were rules about the length of women’s skirts and the length of men’s hair.  Even at the hardware store, workers work short-sleeved white button-down shirts.  People would get certain “looks” if they were not properly attired for many restaurants or church services.  Things have changed over the past 20 years…and that’s a good thing.  However, it is comforting to know if you go to the mall the Hot Dog on a Stick workers still wear those multi-colored outfits with the tall hats. :)  Change is good, but come on, the rainbow suits are an institution.

In 2008, people are more relaxed about attire in the workplace.  We’re able to express ourselves. Companies generally set standards but they also want employees to be happy. Before you accept a job offer, take a walk around to be sure you fit in with the company’s culture and dress code. Some companies require tattoos and piercings to be covered, so you may want to inquire to be sure you know the policies. Policies vary greatly by industry and employer.  If you have face time with the customers, it may be more of an issue to your employer.  It also depends upon the profile of your customer. 

True, not all companies are tattoo friendly.  But, many are changing their stance.  Up until a couple years ago the U.S. Army had a strict tattoo policy. To increase the pool of qualified candidates, they have changed their standard. In an age in which tattoos are more prevanlent, especially for U.S. adults under age 35, the stigma of having a tattoo is fading.  I checked the stats on tats and could not get a recent figure, but it seems to be approx. 25% of Americans have at least one tattoo.  That’s a big chunk of the workforce. 

There’s no bottom line here…I just found this subject interesting.  For the record, I don’t have any tattoos.  I’m not opposed to them as long as they are not vulgar or hate-charged.  Does it change my opinion of someone?  Honestly, everything about someone’s appearance helps to form our opinions of them.  As a career professional I would say if tattoos are an important expression of yourself, select an occupation and employer that will accept your personal expression.  

Here’s the CNN article, “Too Tattooed to Work.”  Enjoy the read…

If I had to guess, purely on anecdoctal experience and media coverage, I would guess that in recent years the number of women working outside the home (if that is still the preferred politically-correct term) has decreased.  That’s why I was somewhat surprised when reading a recent article on Reuters, “Women with Children Working More.”  U.S. Census data was studied by Christene Percheski.  Click here for the Reuters article.  Apparently the number of working moms has risen steadily over the years despite perceptions reinforced in entertainment and the media. The article also credits data from the American Socialogical Review.

What is more profound is that women are proving that perhaps they can “have it all.”  According to Reuters, there is data that shows working moms are working long hours and still making significant time for their children.  It appears they are cutting down on sleep and recreation in order to meet the demands of work and motherhood.

My reason for posting today to pose this question. What is the toll on these working mothers who outwardly may seem to “have it all?”   Can you say you really have it all when you sleep-deprived and lacking exercise or relaxation?  If you’ve ever stood in line behind a cranky mom saying “no” for the fifth time to that request for a candy, I think you know where I am headed. In most cases (not all), these moms are overstretched.  Somethings gotta give…is it higher rate of women with heart disease, changes in children’s behavior, or a growing divorce rate?  I’m not a socialogist and have no data on the matter.

Do these working moms need a break? What will society’s response be to this cultural change?  Will fathers pitch in more?  Will employers add worksite child care services and flexible work schedules to attract/retain working moms?  Will lifestyle benefits, such as worksite fitness facilities, become more common place?  I hope the changes come from the private sector. When employers start to analyze the trend, they may find ways to overcome any negative affects. Employers on top of this trend will be rewarded with engaged, focused, qualified employees.

Are you a working mom feeling the stress?  Here are some tips:

* Team with other working mothers. Working moms groups are growing more popular.  Moms get together for group play dates where they can de-stress and share ideas, while the kids play. 

* Share the load. Ask your spouse and family for help. 

* Look for short-cuts to decrease your housework.  A few short cuts may carve out just enough time for 3 hours of exercise per week. For example, have you heard of a company called, Dream Dinners? They offer a great solution for busy parents.  You can purchase affordable, freshly-prepared meals. Or you can go to their kitchen where all the ingredients are there for you ready to package and refrigerate. In a matter of an hour, you can have a week of meals in freezable containers. Also, check out this book, Shameless Shortcuts: 1,027 Tips and Techniques That Help You Save Time, Save Money, and Save Work Every Day.  It’s packed with great time-saving ideas.

* Ask your employer about benefits for working parents.  Many companies have Employee Assistance Programs, child care support, and flex hours.  If you are job searching, you may be interested in this webpage for employers known for supporting working parents, “Working Mother Magazine - 2007 100 Best Companies.”  

As the trend continues, we will see more smart companies finding ways to attract this valuable segment of the workforce.  We’ll also see more savvy entrepreneurs providing services targeted for this market.

You can’t escape the reality of rising gas prices.  Politicians and economists disagree on a solution.  IMHO a combination of things need to happen and it starts at home. But, we’ll sidestep the political discussion for now and focus on how this affects your career.

In years past telecommunting was a lifestyle issue.  Employers could reduce expenses while enhancing employee retention rates through telecommuting programs.  Recently a 2008 Family and Work Institute “National Study of Employers” report indicated that 26% of U.S. employers allowed some of their employees to work from home some of the time, on a regular basis.  That number is slightly down from the last survey conducted in 1998. However, after surfing the Web a bit I found anecdotal evidence that telecommuniting may be on the rise.  Employers are using this option as a way to attract qualified candidates.  Employees are looking for full or partial telecommuting opportunities as a way to increase net income.

It would also be interesting to know if the search radius criteria is changing in general.  For example, perhaps in the past a job seeker on sites like Monster.com may set criteria for a job search for positions within 40 miles.  I am curious if today we might see more candidates dropping that number to 15 or 20 miles from home.  I am hearing stories of candidates who can’t afford to sell their home in the down market to move closer to the job and can no longer afford the gas expense of commuting.  These folks (maybe you are one of them) are feeling desparate.

Then consider the cost of doing business.  If you are an independent sales representative, you know the cost of sitting in traffic and criss-crossing around town to meet clients.   If your commission remains the same, this is essentially a pay cut for you.

We can continue on with examples of how gas prices have impacted us.  Or, we can create smart strategies to take control of our career.  We want to establish ourselves so we can weather all sorts of economic adversity.  So, what do we do to guard against personal financial decline as gas prices rise?  Here are a few things we can do:

* Update your resume. (well, what else would you expect a resume writer to say)  You’ve got to be ready to market yourself should you find that perfect opportunity.  Also, the act of updating your resume forces you to list your achievements and the assets you offer your current and future employers.  Resumes are not just for job searching. They are just as effective for building your manager’s confidence in you when you ask for a promotion (or telecommuting options).  Use it as talking points.

*Get to know the marketplace. Research the key players in your field and network!  Most new positions are gained through networking. 

* Analyze your current job to determine if telecommuting is an option.  Create a comprehensive telecommuting plan as to show your employer how you can save the company money, increase your productivity, stay connected with staff/clients, and meet all job requirements.  Telecommuting just one day a week could make a huge difference.  If not telecommuting, what about a four-day/ten-hour work week…try pitching that option.

* Talk with your employer’s HR Representative about ride sharing, company-subsidized public transportation, or gas vendor discounts. Many large companies offer perks like this. 

Bottom line — don’t let the higher gas prices dig into your income and savings.  Take control of the situation.  Be ready for a better opportunity. Make opportunities happen via networking and research. In the meantime, pitch a telecommuting plan and look for smart commuting solutions.  

It’s that time of year when we start to see more resume writing requests from parents of teenagers and young adults.  It seems the parents of millenial generation are quite willing to do just about everything for their teenager or college-aged child.  These parents are working directly with me to prepare the child’s resume.  Against my strong advice, parents are accompanying their offspring to the job interview.  We’re not talking about moms escorting their 7-year old brownie scout to sell cookies.  These are adults aged 18-22+ who are bright and capable.

For many of you who are not in the millenial age group or who do not have children in this age group, this may be surprising.  Ask around; it is happening.  It’s so pervasive that it is becoming “normal” and what’s even more interesting is that companies are beginning to adapt to this cultural paradigm.  There are many powerfully-positive aspects of the millenial generation in the workforce  - their technical brilliance, diligence, ability to multi-task, innovative thinking, etc.  However, I am most intrigued by the behavior of these young millenials as they seek their first jobs.

Here’s my advice to millinials and to parents of millinials.  It even extends to parents of children ages 12+.  Start to build your child’s ability to make an independent decision.  Progressively, give you child responsibility.  There are critical characteristics and skills required in almost any job. Time management, verbal communication, organization, and the ability to work collaboratively are a few.  Sometimes, giving your pre-teen or teen responsibilty means he will fail.  That’s a great lesson!  How will he handle the set-back?  An even better lesson!  Criticism?  Yes, it could happen.  Better to be prepared for it.

At some point for your child’s sake, cut the apron string or at least give them a little more “slack” in the proverbial string.  It’s OK. Your child is capable of learning and doing new things, even preparing a resume and finding a summer job.  He can ask you for feedback, but let him do the legwork.  He can go to an interview on his own and speak for himself.  In this sea of millenials who rely so heavily on thier parents’ nurturing and constant feedback, your child will be a stand-out. 

Today I read an article on Reuters, “Professional Payrolls Hold Clues to Job Market.”  The writer, Nick Zieminski, gives hope to the professional job seekers.  Apparently, those with professional and technical skills are fairing better in today’s market.  A demand exists for qualified professionals, evidenced by a rise of 39,000 professional jobs in April.  The article also points to the fact that Monster Worldwide Inc.’s Monthly Employment Index figure for April was 174, a marked rise. Monster cites significant increases in the technology, finance, and insurance categories. For the entire article, click here.

We hear of lay-offs almost daily in the news and from our neighbors.  However, take heart that there are areas of stability in our job market.   Does this mean that the economy as it relates to jobs has finally reached the “bottom?”  I’m not sure anyone can answer that question.  However, the increase in professional jobs is a promising.  When we start to see a rise in manufacturing and retail jobs, that will be a good indication that the economy is bouncing back.

Life is cyclical.  Things will improve.  In the meantime, do your part.  Keep sharpening your skills.  Are there certifications you can earn? Do it now.  Get involved in a professional association and network. Candidates with top skills and a strong network will do well, even in a tough job market. 

It’s not that simple.  A resume is a lot more than a nicely-formatted listing of job functions.  A resume is a marketing document.  In a concise one or two-page document, you must highlight your greatest achievements and credentials.  The reader already knows the common functions you performed by your job title.  They want to know the scope of your past responsibility….how you made money for the company…how you increased efficiency….how you attracted, developed, and motivated staff.  More than that, they want numbers.  We need to quantify those results and put them into context.  Were you the #1 sales producer out of 325 sales reps nationwide, producing 134% of your goal in a down market?  That gets the readers attention better than….Promoted widgets in Phoenix market. Earned President’s Club Award.

When we work together, you’ll start by providing some basic information, perhaps an old resume.  I’ll create some questions to start the brainstorming process.  Next you’ll send me answers by email - or we’ll set up a phone consultation to discuss the answers - whichever you prefer.  We’ll dig deeper and write a resume rich with compelling reasons for an employer to call you for an interview.

Despite the perception of the U.S. economy, this Spring’s college graduates have reason to be optimistic.  According to the CERI (Collegiate Employment Research Institute), employers plan to hire 7% more recent Bachelor degree graduates in 2008 than in 2007.  The rise in open positions for all degree levels is expected to be 2%.  Larger employers are more likely to hire a greater number of recent graduates, while small/mid-sized employers will be hiring fewer new grads this year.  Overall MBA candidates can expect to fair well in the current job market.    

How will you land one of those positions?  The first step will be to prepare your resume.  If you work with a professional writer, part of the process will be to establish your personal brand and define your major accomplishments.  In the interview you’ll be able to showcase your personality, passion, and paint a picture of your accomplishments. What do employers want in a candidate?   

Interestingly, these are the items reported by CERI to be of greatest importance to hiring employers: “Enthusiasm/Excitement/Drive: 17%, Communication Skills: 13%, Technological Aptitude: 11%, and Fresh Perspective/New Ideas: 10%” Most recent graduate clients are very concerned about work experience.  Work experience is not the only way to cultivate these attributes.   To learn more about this study or to order the entire report, visit this site: http://www.ceri.msu.edu/recruiting/recruiting.html.  To get help with your resume and job search strategy, contact me.