Eyeshadow Can Change Your Life | A Workplace Blog

By Beth Schaefer
IPD Director

 

The Workplace Resolution Concept

It’s January, and the start of a new year, so the IPD January article focuses on the New Year and the resolutions or fresh starts that come with it. To freshen up the article idea, I decided to take a different approach and focus the article on workplace resolutions.  A quick search on the internet showed me I was not the first to take this “fresh approach” (You can scroll to the end to see the lists I compiled).

Even as I am encouraging you to set a workplace resolution and pondering my own, I wonder if I need the extra stress of a resolution.  Isn’t the workplace already filled with deadlines, goals, benchmarks, and KPIs?

The Eyeshadow Resolution

And, then I think of the year of the Eyeshadow Resolution: my most successful resolution ever that occurred about 10 years ago.  I was at a New Year’s Day brunch and pressed into sharing a resolution- which I tend not to make or share, but with excessive badgering, I stated that I would resolve to wear eyeshadow every day.

The year of the Eyeshadow Resolution was the year that I lost 60 pounds.

I always laugh at that result and explain it as a fluke, but while researching workplace resolution lists, I came across an article that explained why the Eyeshadow Resolution was so successful. To summarize the research: use your resolution to change your process, not set a qualitative number with a deadline.

The Process Resolution

At the time, the eyeshadow goal served the purpose of keeping people from being in my business, but I had fallen into a bad habit of not getting out of bed when the alarm went off.  Occasionally, I got up on time to get fully ready for work (back in the day when you traveled outside your home to the office and wore a matching top and pants and makeup).  Instead, I hit the snooze button and eliminated parts of my morning routine with each button tap. Not wearing makeup was the first elimination so I could sleep 10 more minutes, followed by other options such as not eating breakfast or not packing a lunch.

 

By resolving to wear eyeshadow each day, I had to quit hitting the snooze button.  To quit hitting the snooze button, I had to go to bed earlier so that I was less tired in the morning. To be less tired and get a good night’s sleep, I had to be sleepy at bedtime. To be sleepy at bedtime, I started doing more exercise and activity.   The Eyeshadow Resolution led to a change in my sleep process which led to overall positive changes for my daily routine that included: activity, sleep, breakfast, and packing lunch.

The Resolution Frame

A resolution is a big-picture change.   While it offers intent, it does not provide a plan.

 

A goal is a measurement.  While it offers a concrete pass/fail measure to a resolution, it does not provide a plan.

 

A process resolution is the key to achieving a goal and a resolution because it contains the first (of perhaps many) concrete steps to change.

 

To frame a resolution as a change in process is easier said than done, but if you are in a resolution rut, this may be the lens for you to reframe and achieve a goal.  I have taken some of the workplace resolutions I found and attempted to frame the process to help get you started.

The Final Notes

At the time of publication, I am still pondering my process resolution goals for both my personal life and my workplace.

In full disclosure, during the past 3 years, I have gained 30 of the 60 pounds back.  Since I work from home and mostly adopted a default routine during the pandemic, it is probably time for me to make an intentional process resolution on my work-from-home routine.

The positive of any resolution is that while we mostly feel that we fail, research provides proof that we do not.

 

  • Even though 43% end their resolutions by February, that leaves more than half who are still forming a new habit after the first month.
  • New Year’s resolutions are 10 times more likely to succeed over other methods of change.
  • You cannot win if you do not enter. 8% of people fully achieve their resolution.  You can be part of that 8% – especially if you are smart about the resolution framing.

 

I wish your process resolution success in in 2024.

 

The References

4 Reasons to Make New Year’s Resolutions Even if You do not Keep Them

5 New Year’s Resolutions for Work in 2024

10 Meaningful New Year’s Resolutions for Your Office

30 New Year’s Resolutions that will Inspire You at Work

New Year’s Resolutions at Work Can Work

 

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The Great Resignation Transformation Part 3: Make Your Move | A Workplace Blog

by Beth Schaefer

IPD Director

 

“Should I Stay or Should I Go Now?

If I go, there will be trouble….

And If I stay it will be double…”

by, ironically enough, The Clash

If you have been reading The Great Resignation/Transformation series, you have already done the following to assess your current career situation:

And based off that analysis, you have determined that your career is best served by making a move to a new organization.

In addition to the assessments listed above, take these additional actions to ensure a smooth career move:

 

Research compensation for the role you want in the area/region you wish to work.

 

Define your “workplace self.”

Take 15 minutes every Friday to write down what parts of your job that week were the most satisfying.

  • Watch for patterns so you can look for more of that type of work in your new role.
  • Use this information to craft questions you can ask when an employer says, “What do you need to know about us?”
  • And, if asked, “What do you like about your current role?” you will be ready for that too.

 

Do the list of 3’s.  For each of the following questions, write down your top 3:

  • What 3 things about the work you do now generate passion and excitement?
  • What are your top 3 technical skills?
  • What 3 adjectives would your co-workers use to describe you?
  • What are your top 3 workplace skills or fields of expertise?
  • What are your 3 biggest workplace contributions in the past year?

 

Craft your story even though your resume is a necessary tool; it is not your whole story.

Look at the parts that make up your whole:

  • You are not just your job title.
  • Look at your history of projects; see how they add to your story.
  • Look at who is in your network; see how they connect to tell your story.
  • Create a list of work anecdotes that demonstrate your desirable co-worker traits that will transfer to any situation or role.

 

Build your brand about your “workplace self” using your story pieces.

Sum up your story:

  • Write your 1-paragraph career story.
  • Write your 1-sentence brand or elevator speech.
  • Make sure all your social media platforms use those pieces to align with the professional image you want to project.

 

Stay visible.

As much as you can, make sure the work you do at your current role reflects your brand.

  • That will ensure that those you work with can verify your self-assessment and provide positive recommendations.
  • While searching for your new role, keep your list of successes updated and ensure that your profile in your cover letters and resume matches.

 

 

Make friends.

Make sure you are liked by bosses, coworkers, clients, and customers.

  • They will be contacted for references.
  • Help people.
  • Worry about results, not credit.
  • Be nimble and efficient.
  • Be positive about your work and the organization.

 

Reintroduce yourself.

Broaden your circle outside your department, division, and organization.

  • This next ring of influential spheres may have shrunk during the pandemic- much more than you realize – while you were hanging out at home in your elastic pants…

Find an authentic reason to reach out to those you have lost touch with  – both in and out of the organization:

  • “I saw this conference/webinar/new restaurant, and I thought you might like it”
  • “Someone shared this article/template/software with me, and I thought you might find it valuable”
  • “I am back in the office; are you? Let’s grab some lunch/coffee/HH”
  • “ I see your job changed during the pandemic; I would love to connect and hear about your new role.”
  • “Congratulations on your new promotion…”

Tap your people to influence decision-makers for the roles you hope to get.

 

Expand your network.

Block time each week to send invites to your network of people for longer conversations.

  • Write an email.
  • Send a text.
  • Make a phone call.
  • Message through LinkedIn.

Make a goal of conducting a networking conversation each week.

  • To prepare for these conversations, prepare a list of questions to ask the other person about themselves; you do not need to talk about yourself.
  • They will remember the feeling of your conversation, not what you said.
  • Run out of people? Make a grid.  Across the top, list all the categories of people you have: kid’s sports teams/activities, volunteer work, neighbors, relatives, friends, retired coworkers, college buddies, etc.  List 10 people under each category.  Repeat when you run out of people.

 

Maintain your emotional well-being

And, if you are leaving BEFORE you have your next role, consider doing these actions too:

Be productive with your time out of work: take a part-time job, travel, execute a DIY project, or take a class. These types of actions will help you:

    • Keep a schedule so that returning to work will be a smooth transition.
    • Practice desired work skills, such as project management.
    • Demonstrate dedication to a schedule or self-improvement.
    • Say fun and interesting things in an interview.
    • Provide additional references for your potential new employer.

 

Plan your finances so that you have some money to live on during your transformation.

  • If you leave without a new role lined up, plan on 5 months to get a new job, but have 6 – 12 months of expenses saved.
  • If you are attempting to try out new roles, have some funds to pay into health insurance if not covered by your temporary agency.
  • Even if you are moving from one role directly to another, you may have some transitional expenses such as health insurance payments to bridge between the roles.

Good luck!

For additional information, check out the references used for this article.

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The Great Resignation Transformation Part 2: You’ve Got Leverage | A Workplace Blog

While a record number of people are leaving their jobs (see the series introductory article: Is The Great Resignation Time for Your Career Transformation?), you may not have to leave to get a better deal.

Because so many people are leaving, this may be a good time to negotiate a new situation at your current organization.

Here are 10 steps to improve your current work situation:

Step 1:  Know what you want

Visit the article Should I Stay or Should I Go? The Great Resignation Transformation to answer 12 questions to figure out what you want from your career and the organization you work for.

Step 2: Know what you are worth

Make sure you are armed with information about the market for your occupation.  When people are in a role for a long time at the same organization, they can lose touch with the “market” for that role.  Occupations are influenced by the laws of supply and demand.  Understand the supply for your occupation for your region (or broader if you can work virtually).  Do the math to fully understand how many openings or the percentage of vacancies for your role.  Also, research the going pay rate for your role.  Be aware of what others at your organization are paid for similar work.  Be aware of the rate you would be paid for starting that role at another organization.  Remember to calculate benefits into the equation.

Step 3:  Prepare your campaign 

While you are not running for office, you do need to build your platform.  Do not assume that your hard work, dedication, or achievements have been noted or recorded.  Again, do your homework.  Compile a list of your projects, achievements, impact.  Did you carry the workload of others who were missing due to family or health reasons?  Get that on the list.  Did you implement a process to save the company money?  Add it to the list.  Did you win an award for customer service?  Put it on the list.  Go back through evaluations, coworker emails, and customer feedback and compile all the positive comments.  Have “data” to support the good work you do.

Step 4: Start your campaign

Research continues to show that engaged employees are much more productive than other employees.  When you are in meetings, on phone calls, interacting with customers, be positive about your role and your organization.  Make sure that others know how much you like your job and indicate your interest in continuing to work for your current organization.  Have a conversation with your boss and your boss’s boss (informal or formal) and make sure they know that you are interested in a clear plan to keep moving your career forward in their organization.  If you can, ditch tasks that do not contribute to your plan and take on tasks and projects that demonstrate your interests and abilities for your defined career path.

Step 5: Step up

Even though there is a worker supply deficit, be ready to take on more responsibility to get more salary and benefits.   With several openings, this is a good time to look at the next org. chart layer and find a role that you want.   Suggest the change as a win/win to your leadership.  Provide the career path you mapped out within your organization or work with your leadership to build a path to that role if you need some more experience or skills to take that step.   Most likely, they will want to work with you and develop you to keep you – a known reliable quantity — rather than take their chances on an unknown hire.  The important element is to make sure they know that you want to stay, achieve, and succeed.

Step 6: Seek and take professional development

Whether it is free through your company, or free through others, like the IPD Expert Insights webinars, putting these on your calendar will show others that you are interested in learning and moving forward.  In addition, good training will also infuse your creativity and self-reflection while increasing your skills and abilities.

Step 7: Create the win/win vision

While you do want to make sure that changes to your role are in your best interest, they must be framed in a win for the organization as well.   Do not come across threatening, “Meet my demands or I am outa here!”  You want to use your stakeholder management skills to collaboratively craft changes that are mutually beneficial. Even if you are ready to leave if the organization falls short of your ask, you do not want your attitude to burn reference bridges or tarnish your reputation after all your hard work for the organization.

Step 8:  Be ready to ask for exactly what you want 

Especially here in the Midwest, we are not inclined to use direct language—either when touting our worth or when asking for what we feel is fair compensation.  Do not hint; be prepared to state out right what you need.   Also, be ready to negotiate your initial ask.  If you want more than a higher salary or if you know that more money will be tough to get, be ready to ask for better benefits or for working conditions that will suit your work/life balance better.  Take the Evaluate Your Employee Benefits Assessment to build the package that you want.   Prioritize what you want.  And know your “deal-breaking points” and what you are willing to let go of to stay.

Step 9: Create joy and happiness at work

Experts tell you that true joy is generated through fulfilling a purpose.  If you want to stay with your organization, find ways to connect your work to your personal purpose, personal values and personal mission statement.  Purpose and joy are not dependent on the everyday flow of good and bad moments, but transcends them.  However, happiness is OK too.  Find ways to have fun each day.  Take your breaks so that you stay energized and productive.  Be a co-worker that others want to work with.

Step 10: Find Balance

A natural instinct can be to work long hours and take on extra work to prove your worth to your organization.  While most people have moments where their job requires that extra effort, consistently working longer hours does not usually lead to recognition or reward by the organization.  Some roles, like sales, may be structured that way, but for most of us, working unreasonable hours only leads to burn out – which is not beneficial to you or the organization.  Find outside interests for your time that will provide additional recognition and reward.

In Summary

Managing your own career maturity is not that different from managing your work projects and operations.  Take stock, figure out the gaps, and put a plan in place to close the gaps that move the needle on maturing your career.

For additional information, check out the references used for this article.

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The Great Resignation Transformation Part 1: Should I Stay of Should I Go? | A Workplace Blog

The Great Resignation Is On!

This series of blogs studies the impact through the personal lens of your career ladder.

Series Introduction 

Part 1: Should I Stay or Should I Go?
(Coming in April) Part 2: You’ve Got Leverage
(Coming in May) Part 3: Make your Move

Before making any big decisions about your career, take a beat to assess your current working situation.   Some of you may be saying, “I just spent the whole pandemic doing that!”   Perhaps.

Evaluation is an important step because if you do not understand your current situation or what you want, you may go through a lot of change to end up in the exact same situation.  Or… you could land in a situation where you are worse off.

Current research indicates that 40% of people who leave an organization boomerang back around and rejoin it.   Therefore, before putting yourself through the emotions of change that go along with endings and beginnings, it is good to give the decision some thorough consideration.

Just as we teach in our business architecture courses, you need to understand the customer (you) and define the current state before you can assess gaps and make future plans.

Before making a move, evaluate:

  1. Your reasons for leaving
  2. Your current organization’s culture
  3. The total benefits and upsides of your current situation

 

Why Do You Want To Leave?

Before making any decisions about leaving, you should make sure you understand what you are seeking that you are not finding in your current work situation.   Answer these 12 questions to determine the “why” behind your desire to depart.

  1. Am I seeking a new boss? If so, what traits am I looking for in a boss or organizational leadership?
  2. Am I seeking better benefits? Is so, specifically what benefits do I want?
  3. Am I leaving because I am burned out? How would a new organization rejuvenate me and prevent me from burning out again?
  4. Am I leaving because I feel my role is being eliminated? How do I ensure my next role would not disappear?
  5. Do I want a different work location? Do I want to go into the office instead for working from home?  Do I want to work from home?  Do I want a shorter commute?  Do I need a job closer to my daycare?
  6. Do I want an organization that values me more in terms of appreciating and recognizing the work I do?
  7. Do I need a role with a clear career ladder and professional development to help me keep moving forward?
  8. Would I like more mentoring and coaching?
  9. Would I like to make more money? What is my range?
  10. Do I want a role that increases my responsibility or decreases my level of responsibility?
  11. Do I want to be a supervisor or manager, or would I prefer an informal leadership role?
  12. Have I learned something about work/life balance during the pandemic? Do I need to adjust to my work life to strike that balance permanently?

After answering the questions, consider how far away you are from the ideal role you seek. If there are just a few items that miss the mark, can you have a conversation with your current employer to get those items aligned to your needs so that you do not need to leave?

 

Is It My Organizational Culture?

Do not underestimate the role that culture plays in your job satisfaction.  In recent Great Resignation surveys, toxic culture was listed 10 times more than compensation as a reason to leave.

Your workplace culture is the shared values, beliefs, and attitudes of the people who work there.  The workplace culture is heavily influenced by leadership’s actions, the organization’s stated mission and values, and most importantly, if those 2 things are consistent.  Is the organization and its leaders doing what they say they are going to do?  Are they putting resources towards the values they promise to deliver?  Once there is disconnect between “the talk” and “the walk,” it opens the culture door for lack of trust and disrespect that can permeate the entire organization.  This can make for a miserable work situation.

Take this True/False quiz to help you assess your current workplace.

It is really difficult to fix an organizational culture situation, but The Great Resignation may provide you the opportunity to seek work elsewhere and leave it behind rather than staying trapped.

 

What Are My Benefits?

If you have worked in a sector or with one organization for a long time, it is easy to think that all organizations offer the same perks and benefits as your current one.  That is not the case – especially if you are switching across government, corporate, and nonprofit organizations.  For example, I have worked in education for my entire career; I am still surprised when my corporate-employed friends talk about how they will spend year-end bonuses that equal 1 – 3 months’ salary for me (or more).  Oh, that’s right, some corporate jobs get bonuses; very few government jobs offer any bonuses.

Without careful examination, you may discover that you have taken a perk for granted, and the ones that you used and valued the most are not present in the new job.  And, in the worst case scenario – your salary increase disappears to pay for benefits that you no longer receive!

Use this form to tally your current benefits and make sure you understand your financial perks.

Now that you have your current situation defined and you know what you seek, the next 2 articles will give some tips for closing that gap by staying or by leaving.

For more information on this topic, see the list of articles used in the research.

 

 

 

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The Great Resignation Transformation Intro: Is The Great Resignation Time for Your Career Transformation? | A Workplace Blog

To coincide with the IPD Expert Insights free webinar series on transforming the workplace using the Modernization Playbook, I thought I should take a look at workplace transformation on a personal level.   For the first time in quite a while, workers are in demand so it stands to reason that they in a position to force their employers to “do better,” not only on compensation, but on benefits, working conditions, and even employee engagement.

America is in the midst of The Great Resignation: I found plenty of statistics that confirmed this, but this set paints the picture quickly and clearly:

  • 24 million Americans quit their jobs between April and September 2021
  • 4 million Americans quit their jobs in September
  • 5 million Americans quit their jobs in November
  • Vacant jobs are still setting records with December 2021 showing 10.9 million openings in the U.S.

Since many of these departures were related to the pandemic and people not wanting to be in roles required to interact in-person, it is not surprising that as the economy recovers, current demand has risen for Industries related to travel, hospitality, and recreation.

However, the shift in how America works has also created vacancies in software and IT services, corporate services, and finance.

A MarketWatch article cited statistics from Glassdoor after it released its annual 50 Best Jobs in America for 2022.  The IT field was on top – actually taking all top 10 spots.  Enterprise Architect was in the #1 spot.  You can make $144,997 annually and with 14,021 job openings, you can probably find something to meet your work/life balance needs. Think of the value-add you bring to an IT role if you added some business architecture to your resume!

Not wanting to do IT?  Some non-tech jobs in the top 50 included:  HR Manager (#13), Corporate Recruiter (#17) and HR Business Partner (#39).  Also all roles that would benefit from business architecture training.

When I started on the topic of career transformation, I was going to write one article; however, I found so much information that I decided to write a series instead.  The Career Transformation Series will help you assess your own career situation and provide some possible actions steps for you to take so that you capitalize on The Great Resignation.

Beth Schaefer, Director

IPD at Metro State

February

Part 1: Should I Stay or Should I Go Now?

Evaluating Your Current Organization and Situation

This article will include information about evaluating your current work culture, the signs for departing, and a workplace asset assessment.

 

March

Part 2:  You’ve Got Leverage: 

Using The Great Resignation to Transform Your Current Situation

If you decide to stay, this article will focus on the steps you should take to move your career forward, including tips for negotiating better compensation, steering for a promotion, and building your personal career brand.

 

April

Part 3: Make Your Move:

Leveraging The Great Resignation to Make a Career Change

If you decide to go, this article will provide resources for casting a wide net, preparing for a career transition, and ensuring you negotiate compensation in line with your worth.

If you are interested in researching on your own, check out this list of resources to get started.

Register For The Marvel of the Playbook

Tuesday, March 1, 2022 Noon – 1pm

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The Beatles & Your New Year’s Resolution | A Workplace Blog

Are you in need of a New Year’s Resolution, or a Performance Goal?

If you are as old (mature) as I am, you will remember the craze around a little book by Robert Fulghum entitled All I Really Need to Know, I Learned in Kindergarten.

 

Now, we have the 2021 version of that book: The Beatles: Get Back documentary. The documentary itself does not call out or highlight lessons, but you can find tons of social media lists that discuss how this documentary is a playbook for production and creativity.

Turns out, the The Beatles not only Get Back; but they also got your back, too.

Here is a Baker’s dozen on lessons for productivity/creativity/problem solving that you can use for self-reflection.

Take a look at the list, pick one lesson you can improve on, and make it your 2022 Resolution!

1.Wait To Speak.


When brainstorming, one person speaks at a time; listening is more important than speaking.

 

2. Be Silly.


If you do not speak up with an idea because you are scared of looking stupid or silly, your best ideas will never get put into action.

 

3. Be Silly (Yes, Again).


Have fun with the people you are collaborating with.  Humor only helps productivity – moments of levity can spark creativity.

 

4. Always Say, “Yes.”     Or, Maybe “Yes, And…”


Do not dismiss the ideas of others – especially, if you do not have an alternative idea to suggest.  “That is a good idea, and we could also…”

 

5. Let It  Be  Go 


If you keep bringing up an idea that no one else can embrace, let it go and move onto the next idea. (See me demonstrating silliness here with my word play on a Beatles song?).

6. Do not seek perfection.


Rather than revising and revising and revising until you have the perfect product, just get something going.  Build the skateboard, then the bike, then the motorcycle, and then the car.

 

7. Embrace accidents


(Like Covid?) and build on the directions they take you.

 

8. Eat and drink.


The science is right.  If you do not take time to stay hydrated and fuel your body, your problem solving will suffer.

 

9. Give credit.


If someone else has the winning idea, give that person their kudos for it.

 

10. Switch gears.


If something is not coming together, move onto another idea or project and circle back with fresh eyes and thoughts.

 

11. Try it out.


Even if something does not seem quite right, try it for awhile to confirm it’s not right, or to see how you can improve it.

 

12. Respect others.


Even if someone in the group is less experienced or seldom speaks up, their perspective is valuable (or even more valuable) for its lens and freshness.

While these lists are over the internet, here are a few sites I referenced:
Nick Jakusz from 95.8 The River, The Morning Crew at 98.7 KLUV, and Brittany Wi at The Huffington Post
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Always Be Networking | A Workplace Blog

Always Be Networking

By: Beth Schaefer    Director, Institute for Professional Development

My friend and career coach, Kathryn Johnson, once told me that you should always be networking for your next job – even if you are happy with your current one.  If you are dissatisfied with your current role, then networking is all the more important.

Broaden your idea of networking and consider using these 8 strategies suggested by Monster.com.  These same strategies work even if you wish to move within your organization.  Of course, I am partial to #6 – in addition to learning gaining new skills, it can serve as a great platform for networking – especially for those who prefer a smaller crowd and do not want to “work the room.”

  1. Use your name as your brand, especially in email
  2. Meet an employer’s need
  3. Maintain a smart online profile
  4. Ask for help
  5. Become active in a professional association
  6. Take a class or get a certificate
  7. Take on a new project at work
  8. Be flexible

Some say that standing still is the same as moving backwards.  Do not stand still in your career.  Use these strategies to be constantly cultivating your career options.

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Your current position: Pinnacle or Plateau? | A Workplace Blog

By: Beth Schaefer
Director, Institute for Professional Development

You finished your degree … you have a new position … you have an enhanced paycheck … Ahhh, time to relax. Wait!

This is not the time to kick back and put up your heels.

Letting a new job or position is a step in your career, not a stopping point – which is why Stephen Covey places professional development in his time management chart. Covey defines four quadrants of time management: Quadrant II is Important, but Not Urgent. The activities in Quadrant II include:

  • Preparation
  • Planning
  • Prevention
  • Relationship Building
  • Personal Development

Although Quadrant II activities are important because they are not urgent, we tend to postpone them.  Don’t!  These are the types of activities that, in the long run, will make you more valuable to an organization than just handling crises and putting out fires.

Here are 7 actions you can take to ensure that you remain relevant and keep your career moving forward:

1. Have a vision. Where do you see yourself in five years?

2. Develop a path. What broad steps do you take to achieve your vision?

3. Make the most of opportunities. What projects in your organization are going undone for which you could volunteer?

4. Become a better communicator. Are you able to listen to others so that you not only hear their words, but understand their motivation?

5. Commit to your education. What classes or professional events and conferences should you be attending?

6. Interview Role Models. Who works in roles that you would like to have, and what can you learn from their career journeys?

7. Make professional development a priority. Where can you carve out time each week for Quadrant II activities?

Your organization is practicing continuous improvement. Are YOU? Get started, today. Schedule a time on your calendar to assess your opportunities and plan your first action.


References:
7 Habits of Highly Effective People by Stephen Covey
Professional Development tips: take control of your professional career @ www.BCJobs.ca
5 Tips for Remaining Relevant Professionally[/vc_column_text][/vc_column][/vc_row]

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