The Exclusive Career Coach

As your job search drags on beyond when you thought you would be in your new role, it is easy to begin thinking thoughts that will further hinder your chances for success. Here's what may be going on - and what to do about it.

How to take care of yourself during a job search, particularly if you are unemployed.

I give several universal considerations when creating your resume, as well as 11 missteps I see frequently on the resumes that come to me.

A best practice for career management is being always ready for opportunities that may come your way when you aren't looking. Here's how to be ARFO (Always Ready For Opportunity).

Whether you are planning to start a job search in 2026 or continue with one you've already begun, I give you the big picture view of the current job search landscape, a checklist to prepare for your job search, and five bottom-line job search tips.

What the data are telling us about the current job market - and what the problem REALLY is.

What the hidden job market actually is, why it happens, and how to leverage it.

How to put together an effective job search strategy with a combination of active and passive strategies.

12 tips for increasing your chances of success when applying online.

I'm back after a 6-month hiatus! I will be focusing solely on the job search going forward.

Please check out my new podcast, The Exclusive Career!

According to a Jobvite survey, employee referrals are 5X more likely to land you a role than just applying online like the rest of the universe.  Here’s the thing: Networking is the key. But it doesn’t have to be hard, or feel terrible. What if networking was just part of your professional life, like keeping your credentials current or meeting with your boss or direct reports?  AND…and this is a big AND…networking should be an ongoing part of your professional life, not just when you are job searching. After all, if only people who are job searching are networking, who are they networking with?  Here are 6 strategies for incorporating networking into what you’re already doing.  Network where you’re already going. Perhaps you are in a book club, or your kids are in school sports, or you attend regular fitness classes, or are a member of a church. Choose conversation over the quick exit. You never know when you’ll be in the right place with the right person at the right time – whether it is for your benefit, theirs, or mutual.  Become active in your online communities.Leverage social media to connect with people you already share an interest with – parent groups, industry- or job function-relevant groups, or people who share a hobby. Engage with content, sharing, and commenting to build a network where you already participate.  Check in via email. Touch base via emails with your current contacts to keep your relationships active. As I like to say, LinkedIn shouldn’t be the place where your contacts go to die. A simple, “Hi, what’s new in your world?” or “Here’s a resource I thought you would be interested in…” goes a long way.  Utilize your organization’s social platforms. Leverage your company’s internal platforms like Slack, Yammer, or Intranet forums to interact with colleagues throughout the organization.  Accept those invitations. From professional association webinars, a neighborhood get-together, a random lunch invitation, or Happy Hour with the gang – say yes to an invite and go with the goal of engaging in intentional conversation.  Connect with connectors. I call these people “Centers of Influence” – they seem to know everyone. When you speak with them, be sure to ask them “who else do you think I should speak with?” followed by “Would you be willing to make the introduction?”  How to make sure this actually happens.Here are five tips to make sure these ideas become part of your professional routine: -Schedule time. I like to think of networking as a low-level priority in my schedule. I am doing it on a regular basis, it isn’t taking a ton of my time, but it’s happening. To do this – it must be on my calendar. For example, set aside 15 minutes each week for email check-ins with your connections.  -Set goals. For example, decide to leverage your organization’s internal networking platform to reach out to 2 colleagues each week. Then reward yourself for achieving your goal – it’s the cumulative effect of these small wins that make the difference. -Follow-up and follow through. As you meet people, be sure to send thank you’s as appropriate – this will also serve to remind them of what they said they would do for you. When you promise to do something for someone else, be sure to get it done – it’s your reputation at stake. -Equal exchange of energy. As I like to say, don’t be a barnacle in the networking process – aim to give at least as much value as you get. This will feel so much better.           -Regularly evaluate and make adjustments. Not all types of meetings will be fruitful for you. Some contacts you thought would be gold mines turn out not to be. Just make sure that, before you eliminate an avenue or person, you can honestly say you’ve done your part to make the relationship work.   Are you in the wrong job that chips away at you every day? The document and coaching programs offered by Exclusive Career Coaching will help you find a job that uses your zone of genius, recognizes your value, and pays you what you’re worth.  If you’re ready to take your job search to the next level by working with a highly experienced professional with a track record of client success, schedule a complimentary consult to learn more:  https://calendly.com/lesaedwards/zoom-meetings2

In the first episode of the year - #350 – I talked about the job market and what to expect in 2025. In this episode, I want to dive into the unique challenges of looking for a remote position. The upside is that you aren’t limited geographically in your search.The downside is that neither is anyone else. Your competition can be fierce. Remote jobs are becoming limited again—the percentage of fully remote jobs on LinkedIn fell from 18% in 2022 to 9% in 2023.  According to one website focusing on nonprofit jobs, remote postings receive 4.5 times as many applications as hybrid postings.  Let’s start with some good resources for remote jobs. If you’ve listened to my podcast much, you know how ineffective job boards can be – especially at mid to higher levels. Having said that, unless you are at the executive level, I recommend about 25% of your job search efforts be spent on passive strategies, which includes job boards. Increasingly, job postings are stating whether the work is in office, remote, or hybrid. If it doesn’t and this is a deal breaker for you, I recommend attempting to contact the company’s HR department to get clarification before you waste time applying to a position where remote work isn’t a possibility.   Here are some favorite boards for remote work:  General Job Boards: LinkedIn: Utilize advanced search filters to target remote positions. Indeed: A vast database, use keywords like "remote," "work from home," or "WFH." Glassdoor: Can provide insights into company culture and employee reviews. Remote-Specific Job Boards: Remote OK: A popular and well-regarded platform. AngelList: Known for tech and startup roles, with a strong remote focus. FlexJobs: Subscription-based, but often has highly vetted remote positions. Remote.co: Another comprehensive resource for finding remote jobs.  In an active (networking-based) job search, query “companies that promote remote work” or similar prompts to help with your list of target employers. Conversely, you could query “companies that don’t allow any remote work” to see if any of your target employers are on that list. Again – Glassdoor can also help with this information.   Here are some important considerations when deciding to seek remote work: ·      Identifying Legitimate Opportunities: The rise of remote work has also seen an increase in scams. Be vigilant and only apply to positions from reputable sources. Never, ever send money or provide personal information upfront.  Legal & Tax Implications: Research employment laws and tax regulations in your location. Setting Up Your Workspace: Create a dedicated workspace that is comfortable, ergonomic, and free from distractions. Be prepared to discuss your setup in an interview and explain how you will minimize interruptions WITHOUT divulging personal information they can’t ask about.  Maintaining Work-Life Balance: Set boundaries between work and personal time to avoid burnout. Tailor Your Approach: Tailor your resume and cover letter to emphasize skills needed for working remotely including time management, the ability to utilize collaboration tools, and the ability to work with remote teams.  Let Them Know: If the job states that it is remote, be sure any positions you’ve held that were remote or hybrid are indicated as such on your resume. LinkedIn also allows you to indicate remote jobs, so be sure to utilize this functionality.  Prepare Your Stories: Expect the interview process to include at least one behavioral question around your success in working remotely. If you have never worked remotely before, utilize the “next best thing” approach to answering their question.  Know What the Company Means: Some remote jobs can be performed from anywhere, at any time; others can’t. Get clear on what your work hours are expected to be and whether you will be expected to only work from home.  Don’t Neglect Your Other Non-Negotiables: Make sure you are looking at the company and the opportunity holistically, not just whether it provides a remote opportunity. What else have you identified as being essential to your job happiness and success? Does this company also possess those characteristics? Don’t Get Caught in a Change of Location: We’ve all heard that Amazon required all employees to be in-office as of January 1, 2025; Walmart and JPMorgan are doing the same. While you can’t be 100% sure your job will remain remote, do your homework and ask the question at the interview to increase your chances that the job will remain remote.   Are you in the wrong job that chips away at you every day? The document and coaching programs offered by Exclusive Career Coaching will help you find a job that uses your zone of genius, recognizes your value, and pays you what you’re worth.  If you’re ready to take your job search to the next level by working with a highly experienced professional with a track record of client success, schedule a complimentary consult to learn more:  https://calendly.com/lesaedwards/zoom-meetings2  

I got an article some time ago on “Feedback Mistakes Managers Make” in the rainmakerthinking.com newsletter from Bruce Tulgan. Bruce was previously a guest on The Exclusive Career Coach on two occasions: #148 - How to Be Indispensable at Work: https://www.exclusivecareercoaching.com/posts/2020-10-07-148-how-to-be-indispensable-at-work-interview-with-bruce-tulgan And #157 – Managing – and Being Managed – Remotelyhttps://www.exclusivecareercoaching.com/posts/2020-12-02-156-managing-and-being-managed-remotely-interview-with-bruce-tulganToday’s episode is a deep dive into the mistakes managers make around providing their direct reports with appropriate, time-sensitive feedback. Bruce gives seven mistakes that are based on his company’s extensive research.  Bruce also talks about the number one thing employees can do to receive better feedback from their boss.  You can find Bruce at: Bruce@rainmakerthinking.com  I make reference to this podcast in the episode, so here’s the link:How to Have a Successful 1:1 Meeting with Your Boss: https://exclusivecareercoaching.com/posts/2021-03-31-171-how-to-have-a-successful-11-with-your-boss  Are you in the wrong job that chips away at you every day? The document and coaching programs offered by Exclusive Career Coaching will help you find a job that uses your zone of genius, recognizes your value, and pays you what you’re worth.  If you’re ready to take your job search to the next level by working with a highly experienced professional with a track record of client success, schedule a complimentary consult to learn more:  https://calendly.com/lesaedwards/zoom-meetings2 

We’re talking about the job market and the job search for 2025 – a forecast, coupled with some how-to’s.  These seem to be universally accepted as the expectations for the 2025 job market: Cooling Down: The job market is cooling down from the post-pandemic boom. Hiring has slowed, and competition for jobs is increasing. Low rate of voluntary quits continues, but there is the possibility that it will shift back to a job seeker’s market in 2025.  Resilience: Despite the slowdown, unemployment remains low, and the economy is still relatively strong. Labor Shortages: Several industries continue to face labor shortages, particularly in low-wage and in-person roles. ·       Diverse Strategies to Address the Labor Shortage: -40% of managers plan to engage contract professionals to fill skills gaps -39% will work with a managed services provider for critical initiatives and functions. -Contract professionals -Project consultants - Managed services providers Skills Focus: The demand for skills like technology, data analysis, and healthcare will continue to grow. ·       Demand for Soft Skills: As the job market shifts, there has been a greater importance placed on soft skills. Soft skills are becoming more sought after, since 79% of leaders believe the longevity of technical skills is limited to five years or less.  ·      AI Impact: Artificial intelligence is increasingly impacting the job market, automating some tasks while creating new roles that require skills in AI and related fields. AI also changes the skills employers need, shifting demand from repetitive tasks to critical thinking and technical expertise. Focus on Upskilling and Reskilling: Workers will need to continually upgrade their skills to remain competitive in the changing job market. ·      Increased Salary Transparency: Pay transparency in job postings has more than doubled since 2020. According to Indeed Hiring Lab, more than 40% of US job postings now include employer-provided salary information. In 2025, even more job postings will list the salary range to attract qualified talent.  ·      Remote Work: Remote work options will likely continue to evolve, with many companies adopting hybrid models. According to HR Executive, 33% of U.S. employers required full-time in-office work in 2024. This number is expected to increase, but not exceed, 50% in 2025. Increased Focus on Employee Well-Being: Companies are increasingly prioritizing employee well-being, offering benefits like flexible work arrangements and mental health support. ·      Skills Over Degrees: Employers are increasingly shifting their focus from traditional credentials, like degrees, to skills-based hiring. This shift allows for a more diverse talent pool and gives candidates without degrees a chance to prove their capabilities through relevant skills.  The rise of certifications and nontraditional educational pathways has significantly influenced this shift.   What all of this means for your job search in 2025: Develop in-demand skills: Identify and develop skills that are highly sought after by employers. Invest in certifications and training from reputable organizations.  Network: Build and maintain strong professional relationships. Customize your resume and cover letter: Tailor your application materials to each specific job. Prepare for interviews: Practice your interviewing skills and research potential employers. ·      Stay Informed: Follow economic and industry updates. Staying informed enables you to anticipate changes rather than react to them. Focusing on trends in your specific industry can also help you identify skill gaps and align your expertise with future demands. This is especially important if you have been out of work for a while.  ·      Wage Expectations: Generally, wages haven’t kept up with inflation. Do your homework and set reasonable expectations for compensation.  Expect a Poor Candidate Experience: -Ghosting: Companies often fail to communicate with applicants throughout the process, leaving them feeling undervalued and frustrated.  -Lengthy Processes: Time-consuming applications and multiple rounds of interviews can deter qualified candidates.  ·      Don’t Take on Your Job Search in 2025 AloneMarketing Documents – Skills - Mindset My sources for this episode: Bureau of Labor Statistics, Meritamerica.com, insightglobal.com, roberthalf.com  Are you in the wrong job that chips away at you every day? The document and coaching programs offered by Exclusive Career Coaching will help you find a job that uses your zone of genius, recognizes your value, and pays you what you’re worth.  If you’re ready to take your job search to the next level by working with a highly experienced professional with a track record of client success, schedule a complimentary consult to learn more:  https://calendly.com/lesaedwards/zoom-meetings2

This is my last episode of 2024. I’m a huge fan of evaluating what went right and what didn’t – and what changes you want to make for 2025.  The point I want to make, loud and clear, is that change doesn’t have to be massive. Incremental change can be highly effective – and more achievable.  I’ve used this framework on the podcast before, but it’s still great so I’m using it again. I first learned it from my first coach, Denise Hedges. She recently made reference to this 4-step change model in a recent newsletter, which reminded me that I wanted to do this exercise during my planning retreat for next quarter.  Here it goes: STOP … START … CONTINUE … CHANGE. What do you need to STOP doing? Maybe it’s something you can delegate. Maybe no one needs to do it anymore.  What do you need to START doing? What is a habit, practice, or activity you want to begin to do? Perhaps you want to commit to a walking program or go back to school for an advanced degree. It could be something simple like intentionally greeting everyone you see on your way into the office every morning.  What do you need to CONTINUE doing? Make sure that, in your efforts to make some changes, you don’t throw the good out. Keep engaging in the activities and behaviors that have worked for you this year.  And what do you need to CHANGE about how you’re operating? Maybe it is an activity you must do every day, every week, or every month…and you hate it. Is it possible that changing HOW you do the thing could make it less unbearable…or even enjoyable? OR is there a way you could do something more efficiently?  As Denise goes on to say, “Most people go at the change process piecemeal, addressing one or two things at a time in isolation vs. looking systematically at everything that’s susceptible to improvement. “And that’s not where the gold is. Especially since the things that likely garner most of your attention are problems … things that need fixing … vs. opportunities and enhancements you may be overlooking.” “Stop, start, and change are about doing things differently. It’s easy to focus on what needs to be fixed. “Continue” is just as important. Make sure to give yourself credit and acknowledge what’s working. Recognize and appreciate what’s made you successful and valued by those you serve. Don’t concentrate solely on how you can do better.  “You’re undoubtedly doing a lot of “right” things and doing a lot of things well.” STOP … START … CONTINUE … CHANGE. Ask yourself these four simple questions and journal your answers. Then come up with a plan to achieve each.  As I wrap up the podcast for 2024, here are mine for you: STOP trying to make other people happy at your own expense. You can’t control other people’s thoughts or feelings, so focus on your own happiness.  START questioning your beliefs. A belief is a thought you keep thinking…and many of us choose to think thoughts that don’t serve us. Even if the belief is true: Does it benefit you to think it?  CONTINUE self-improvement. Never stop learning, growing, and evolving. The opposite of this isn’t stagnation, because if you aren’t moving forward, you’re moving backward.  CHANGE an activity or habit that no longer services you. Bored with your workouts? Take up pickleball. Change the way you go to work every day…or the first five things you do when you get there. Commit to changing your relationship with your boss or a co-worker.  You are brilliant! I know this because you are choosing to listen to my podcast instead of something that doesn’t help you grow. I wish you for the happiest of holidays and a wonderful start to 2025.  I’ll be here with you every step of the way!   Are you in the wrong job that chips away at you every day? The document and coaching programs offered by Exclusive Career Coaching will help you find a job that uses your zone of genius, recognizes your value, and pays you what you’re worth.  If you’re ready to take your job search to the next level by working with a highly experienced professional with a track record of client success, schedule a complimentary consult to learn more:  https://calendly.com/lesaedwards/zoom-meetings2  

In this episode, I speak with Dr. Roger Gerard, the owner of Sloan & Gerard Consulting, a private consulting practice serving executives and boards in strategic planning, operational planning, executive coaching, and management development. Roger talks about leadership’s important role in employee engagement – and why hiring for cultural fit is so important. Roger walks us through three types of employees a leader may encounter – the cynic, the apathetic, and the naysayer – and how to lead each. Roger’s 5 simple promises leaders need to make and keep sound so easy, and yet so few companies actually do this well. We also talk about what an employee can do when leadership isn’t holding up their end of the bargain, whether intentionally or unintentionally. Dr. Gerard is the author of Owning the Room: Leading with Mind, Heart and Spirit to Make Extraordinary Choices in a Demanding World and the forthcoming title, Lead With Purpose: Reignite Passion and Engagement For Professionals in Crisis. He also co-authored On the Mend: Revolutionizing Healthcare to Save Lives and Transform the Industry. To connect with Dr. Gerard please visit his website www.rogergerard.com and www.linkedin.com/in/rogerg. Are you in the wrong job that chips away at you every day? The document and coaching programs offered by Exclusive Career Coaching will help you find a job that uses your zone of genius, recognizes your value, and pays you what you’re worth.  If you’re ready to take your job search to the next level by working with a highly experienced professional with a track record of client success, schedule a complimentary consult to learn more:  https://calendly.com/lesaedwards/zoom-meetings2

From now until 12/20/2024, I am offering all my services at 50% off. To take advantage, be sure to mention either the "Gift a Better Career" special or just indicate 50% special. Schedule your consult to get the ball rolling at:  https://calendly.com/lesaedwards/zoom-meetings2 I receive a periodic newsletter from Suzie Price of pricelessprofessional.com. Suzie and I were in a mastermind together several years ago; Suzie is a consultant for companies who want to improve their hiring efforts. She sent out this “Quick Guide for Hiring” and I wanted to take a look at her steps from both the hiring and candidate side.   Phase 1 - Planning  Clarify Expectations – Be clear about what success looks like in the role.  Identify Key Skills & Behaviors – Know what traits drive high performance. Collaborate – Involve your team for diverse perspectives. Assign Roles – Give each interviewer areas to focus on for well-rounded assessments.  Takeaways for those involved in the hiring: This planning stage is often glossed over – or disjointed from those who will actually be doing the interviewing.  Start with the end in mind: What does this person need to know, do, and be for them to be successful in this role? Be sure you are taking your company’s mission, vision, and goals into consideration – otherwise, you may end up with someone who can do the job but isn’t a cultural fit for the organization.  Choosing the right people to be involved in this process is critical, as is giving each person a specific focus for the interviewing process. Who will this person interact with, both inside and outside their department?  If you are leading the process, make sure everyone involved knows what the process will be. How many candidates do you plan to interview, and what will that process look like? How and when will selection be made? Set expectations up front – and if you aren’t the leader and this isn’t being done – ask questions.  Takeaways for candidates: Your homework is to understand more than just the job description. You want to know the company’s mission, vision, and goals, the company’s history and plans for the future, who its competitors are and where this company fits in to that competition.  You also want to know who you’ll be interviewing with, so you can look them up on LinkedIn and get a sense of where they fit into the organization and how you would interact with them on the job. Knowledge is power!   Phase 2 – Interviewing Ask the Right Questions – Behavioral-based questions to assess competencies.  Spot High Performers – Look for traits like accountability and time management.  Stay Neutral – Talk less, listen more. Let candidates reveal themselves. Take Notes – It’s not just about what you hear. It’s about what you remember. Dig Deeper – If answers are vague, press for specifics. Clarity is key. Sell the Job – Highlight why your company and the role are worth their time.  Takeaways for those involved in the hiring: If your company doesn’t have a structured interview process – or if the structure in place isn’t working as well as it could – do what you can to effect a more useful process.  Ask each candidate the same set of questions – otherwise, it’s very difficult to evaluate them on equal footing. Of course, follow up questions will vary.  While often it is the candidate who navigates the interview process the best who gets the job, the more you can accommodate people’s varying preparation levels and different personalities, the more likely you will get the best-fit candidate into the role.  -Try your best to make them comfortable-Ask probing questions when their answers are vague-Keep in mind that introverts aren’t likely to interview as well as extraverts Finally – come up with a “commercial” for the company that is consistently delivered to every candidate. Your HR and/or PR department should be involved in this process – and, ideally, certain information should be presented to all candidates regardless of the department or function they are interviewing for.  Takeaways for candidates: I don’t want to beat the dead horse of preparing for your interview – I’ve done that thoroughly in other episodes.  Here’s what I do want to say: Look at the body language during your interview. Are you connecting with them – giving them the information they are looking for? If you aren’t sure – ask. Offer to provide further details or go in another direction with your response.  Although it can be tricky to try to interpret anything from when are making notes – there may be some clues there, especially if their notes are seemingly very brief.  One more thing – try to connect with each interviewer. Make eye contact.    Phase 3 – Selecting Discuss as a Team – Debrief with your team and compare insights. Be Thorough – Don’t rush. Address any red flags. Assess for Fit – It’s not just about skills: attitude and culture fit matter too.  Takeaways for those involved in the hiring: It’s so important in this phase to remain open to everyone’s insights – otherwise, why have multiple people involved?  As for red flags: Determine what additional information you may need and assign someone to get it. Above all, don’t ignore them.  Takeaways for candidates: At the end of your interview, thank the interviewers for their time and restate your interest in the position.  You also want to ask what the next steps in the hiring process will be – and offer to follow up at an appropriate time.  Also at the end of the interview, ask this question: “Is there any additional information I can provide to help you make the best possible hiring decision?”  You might have red flags too – don’t ignore them! If they occur to you after the interview, follow up on them as appropriate. For example, you might want to follow up on some concerns immediately; others only if you get offered the job.  Send email thank you notes to everyone involved in the hiring process. Here’s an example: Dear Jane, Thank you so much for the interview this afternoon. I really enjoyed meeting you and your team – and the tour of your manufacturing facility really helped me see how my role fits into [name of company’s] growth goals.  I am confident my experience with [whatever they seemed most interested in during the interview] has prepared me well for the position of inside account manager.  As I understand it, the next step in the hiring process is meeting with the VP of Sales; I look forward to the opportunity to meet with him soon.   From now until 12/20/2024, I am offering all my services at 50% off. To take advantage, be sure to mention either the "Gift a Better Career" special or just indicate 50% special. Schedule your consult to get the ball rolling at:  https://calendly.com/lesaedwards/zoom-meetings2    

If you’ve been listening to this podcast for a while, you know that I do an annual list of five unusual things to be thankful for each year during Thanksgiving week. In some cases they are my personal things – and in other cases, they are more observations of the world. In either case, I always bring the five things back around to what you can learn from them. Last year, I borrowed from what I was seeing my clients go through. This year, let’s get personal. In no particular order, here we go: #1 – A lull in the action. Of course, we all need time to rest and recuperate – to rejuvenate ourselves. (I’ll talk about this later.) What I found this year during a bit of a lull in my client load was the time to THINK.  I thought about the big stuff – the direction I wanted to take my business in, long-term goals, KPI’s. I also thought about the small stuff – changes I wanted to make to programs, processes.  I came away from that time feeling more focused and determined. So much so, in fact, that I started building in 2 full days each quarter to work on items on my Action Plan. (aka Get Stuff Done days).  My message for you? Make sure you are allowing time in your schedule for what Stephen Covey calls Quadrant 2 activities – Important, But Not Urgent. Planning, organizing, creating the vision for your future. Whatever that looks like in your world.   #2 – Travel by myself. I did a pretty big thing this year – I took a full week of vacation, out of the country, by myself.  I had people who wanted to go with me…and people who were willing to go on their own terms. I said no to both.  As a single woman, I knew I needed to get over this fear of solo travel. What would people think? Would I be safe? Could I manage the literal heavy lifting by myself? I spent six days in a beautiful resort in the Dominican Republic. I did exactly what I wanted to do, when I wanted to do it. Ate when and where I wanted.  There were no other solo acts in sight. And guess what? I was perfectly okay with that. My message for you? What’s your version of Solo Travel? Maybe it actually IS solo travel – or maybe it’s saying yes to an activity that scares you, or saying no to something or someone that no longer serves you. Maybe it’s seeking out a new position with a new company. Or starting your own business.  Calculate the risk, and if the math says to do it – jump.   #3 – Taking care of myself. I became a card-carrying member of Medicare this year, so I embarked on a massive journey to take care of some things I had put off when I had Obamacare.  Suffice it to say, there were tears of frustration throughout. I remember thinking “how do other people who perhaps aren’t as intelligent as me, or have the mental faculties I have, navigate this? I spent hours upon hours following up with various medical specialists who had let my care slip through the cracks.  My message to you: Be your own best advocate. You can play the blame game – I admit to quite a bit of that this year – but you can also keep putting one foot in front of the other and get it done. Whatever it is for you – take care of yourself.   #4 – Doing the emotional dance. I’m not comfortable giving much detail here, other than to say that I learned some valuable lessons this year about how to process other people’s opinions of me. How to sift through harsh feedback to determine what was valuable information for me to make changes in my life – and what was someone else’s opinion of me and truly none of my business.  My message to you: Growth is rarely comfortable. It requires dissonance and discomfort – otherwise, we wouldn’t see the need to grow. The real skill, as I see it, is the sifting part. Not making everything someone says to you mean something in you needs to change – and also not making everything they say mean NOTHING about you.   #5 – Saying it out loud. This one isn’t really an unusual thing to be thankful for, but I wanted to include it anyway.  Somewhere along the way this year, I started telling my clients how much I appreciated them. Not in the generic sense, but in the very specific way in which they showed up in the world, in working with me, and in terms of their willingness to grow.  I’ve told a few clients about my three client tiers: Those I’m glad to see the back of (I’m thrilled to say I’ve had very, very few of these over the years), the meaty middle of clients I’m happy to work with, and the ones who make me light up when I get to interact with them (these are the only ones I tell about my tiers).  I tell them how proud I am of their willingness to change, how brave they were to reach out to someone like me in the first place, and how intentional they have been about making the changes they wanted to make.  And guess what? They open up and tell me how important I have been to them and how much they appreciate me. That they could not have done it without me.  My message to you: Tell the people in your personal and professional life how they have impacted you. Tell them about the growth you’ve seen in them. Let them know how you feel about them. Say it out loud. I bet you’ll hear it right back. Everybody wins.   I hope you have some type of year-end review and planning for next year coming up. An opportunity for you to review what went well and not so well in 2024 – and the changes you want to make for 2025. Then map out the specific steps you’ll take to get there, because a goal without a plan is just a wish.  Then go make 2025 full of unusual things to be thankful for!   Are you in the wrong job that chips away at you every day? The document and coaching programs offered by Exclusive Career Coaching will help you find a job that uses your zone of genius, recognizes your value, and pays you what you’re worth.  If you’re ready to take your job search to the next level by working with a highly experienced professional with a track record of client success, schedule a complimentary consult to learn more:  https://calendly.com/lesaedwards/zoom-meetings2  

Most organizations assume people leave jobs for better pay or benefits. But the reality is that 70% of employees quit for reasons far beyond money. (Source: Gallup) Here’s where it gets interesting. When asked in exit interviews what would make employees STAY, this is what they found: 21% wanted more positive interaction with their manager 13% wanted organizational issues resolved 11% wanted a clear path for career advancement 8% wanted less negative interactions with their boss Employee retention is about much more than paychecks. It’s about culture, communication, and career growth. With this data in mind, I want to offer specific steps you can take if you are a) an employee, or b) a manager, or c) a C-suite executive dealing with retention issues.  29% wanted more positive interaction with their managerI’ve combined the 21% who wanted more positive interaction with the 8% of people who wanted fewer negative interactions with their boss, as these are two sides of the same coin. As an employee: Many employees see themselves as innocent bystanders in this issue, thinking they have no say in how their boss interacts with them.  While there is truth to that – you can’t control how your boss thinks or feels – you can facilitate more positive interactions by taking the following steps: -Think positive thoughts about your boss-Understand his or her preferences – for how to be approached, how to receive negative information, how to be kept updated -To the best of your ability, develop a personal relationship with your boss. Learn about his/her family, interests, personal goals.  I did an episode on how to improve your working relationship with your boss in episode #169: https://www.exclusivecareercoaching.com/posts/2021-03-17-169-questions-to-ask-your-manager-to-improve-your-relationship/ As a manager: It is so important that you get to know your direct reports as people with lives outside of work, and that you show understanding and flexibility to the best of your ability when life happens. Specifically: -Schedule regular 1:1s, and don’t make them just about work. -Inquire regularly about things you know staff members are doing outside of work, such as building an addition on their home or planning a big vacation. -Celebrate successes – in a way that is inclusive. No, I’m not talking about participation prizes, but rather make sure you are celebrating the variety of ways in which your team members contribute to the team’s success. As a C-suite executive: You are the culture-setter for the organization, so be sure you are walking the talk. Your direct reports will be much more likely to develop personal relationships with their direct reports if you model the same.  This is also something you can hire for – ask questions during the interview of senior leadership about their ability to develop mutually beneficial relationships with their direct reports. Avoid, at all costs, hiring people who see their team members as automatons who have no personal lives – or who shouldn’t.  Do the same as the managers: 1:1s, inquire about your people’s personal lives, and celebrate successes.   13% wanted organizational issues resolvedAs an employee: As a ground-level employee, you may be in the best position to bring such organizational issues to your boss’ attention.  -Be specific – don’t expect your boss to take your concerns seriously, or be able to do anything about them, if he or she doesn’t really understand the problem. -Follow up – if nothing is done after an appropriate amount of time (which depends on how big the issue is and possibly other factors), follow up with your boss in a respectful and professional manner.  -Show gratitude – once change is made, let your boss know how grateful you are in a way that is appropriate for the amount of effort it required.  As a manager: The problems will likely be coming to you, and your willingness to hear them out and do something about them can make or break your reputation as a leader. -Actively see input. Don’t just listen when they come to you – invite them to tell you what they would change if they could.  -Don’t get defensive. The best way to shut your employees up is to argue with them about what they see as a problem. Listen, don’t interrupt, ask questions, and keep the employee appraised of progress toward the solution.  -Reward. Whether the company supports this or you do it on your own, provide a gift card, ½ day off, or something else appropriate to the magnitude of the suggestion. As a C-suite executive: Again – you are the culture-setter and creating a culture where team members are encouraged and rewarded for solving problems is a huge benefit for employee retention, engagement, and productivity.  -Create a suggestion system. You don’t have to do this yourself, but rather assign a key member of senior leadership to take the reigns on a suggestion system. Be sure they map out the end-to-end process – and do your best to shoot holes in it so they can make it better. -Along with the suggestion system, have a team member create a reward system that can be evaluated and measured objectively. Make sure you allocate the proper funds for this – it will be money well spent.  -As part of your recruitment process, be sure your recruiters and other key staff members are speaking about your rewards system to prospective employees. Ideally, the marketing team is involved and has branded this program and effectively communicated it throughout the organization.   11% wanted a clear path for career advancementAs an employee: If this is important to you, this should be a question you ask at the interview stage. Decide whether this is a deal breaker for you, and if it is, make sure you don’t compromise on it. -Once you know what the logical next step in your career path with the organization should be, meet with your boss to inquire about the specific criteria he or she will use to determine whether you should be promoted.  -Communicate your progress towards that next role regularly with the appropriate person – and always ask if there is anything else you should be doing.  -Create CARL stories around your achievements in your current role that speak to your qualifications for the next role once you have the opportunity to interview for the role.  As a manager: It is your job to know what, if any, career path exists for the various roles you manage.  -Don’t wait for your employees to ask – tell them what could be next for them, and what it will take to get there.  -Recognize them for achieving milestones along the path. -Get over yourself. A promotion might mean they leave your department – or even become your peer. Consider this a success story, rather than something to try to avoid.  As a C-suite executive: One of the key components of a successful retention program is clearly defined career paths, along with clearly defined competencies at each level and role. If your HR department hasn’t done this – and, of course, regularly updated it – this should be a major initiative.  -This is retreat material – an offsite to look at the entire organization with an eye to how to improve the promotability of various roles. You’re thinking about the big picture here – your HR team can then drill down with the specifics.  -Be alert to potential biases that will prohibit or hinder certain groups from achieving the next level. I am reminded of a grocery store years ago that required employees to have been a bagger before being promoted into a management role – and only males were allowed to be baggers.  -As with your rewards system, your career ladders should be communicated throughout your organization and promoted to potential employees, stakeholders, etc.   Are you in the wrong job that chips away at you every day? The document and coaching programs offered by Exclusive Career Coaching will help you find a job that uses your zone of genius, recognizes your value, and pays you what you’re worth.  If you’re ready to take your job search to the next level by working with a highly experienced professional with a track record of client success, schedule a complimentary consult to learn more:  https://calendly.com/lesaedwards/zoom-meetings2