You might aspire to leadership rolesbut are you a leader

You might aspire to leadership rolesâ€"but are you a leader Try searching Amazon for books about leadership. Youll get over 60,000 results. OVER 60,000!Why do we need 60,000 books about it? All in all, we know what leadership is, right?Well, as it turns out, we dont.There are numerous perspectives out there and one fundamental disagreement about what leadership is or how to get better at it.The good news is, most definitions of leadership fit into two broad categories. Lets boil it down:Who can be called a leader?On the one hand, a leader is a person who has a supervisory or management role or title. On the other hand, though, a leader is a person who supports and guides a group to work toward common goals.The first definition is based on a persons formal role within an organization. Its all about the position. The second definition is based on the function the leader serves. Its about the person in relation to the group and its outcomes.Most popular books and articles about leadership either explicitly or implicitly define leadership in term s of who is in charge, as does much of the academic study of leadership.Shockingly, the assumption is that leadership is exclusively about the position, not the actual person.How do you know if someone is a leader? Easy, you see if they have a title that implies their role is a leadership role.How do you study leadership to understand what it is about? Peasy, you find people who are in leadership positions and study what they are doing.And this is where the vicious circle beginsHow misconceptions about leadership build upWho writes books about leadership? People who have been in leadership positions.Whose leadership books get published? Those who have had leadership titles in companies with recognizable brands.How do you get better at leadership? You read those books. The authors must know something about leadership, because they have been in leadership positions, right?Maybe not. Lets look at some data:A large global survey of employee attitudes toward management found, amazingly, that less than half of respondents said they trusted their boss.Another study suggests that about 50% of employees who quit their jobs do so because of their managers.Moreover, research indicates that somewhere between 30%-60% of leaders (those in leadership roles) are actively destructive to their organizations.Considering these abysmal statistics, its likely that many authors of popular leadership books are part of the problem, not the solution!We cant assume that people who are or have been in leadership roles have a talent for leadership or can tell us much about how to be effective leaders.And whether you like it or not, that goes for you too. That can mean two things: perhaps you hold a managerial position, but are anything but a leader. Or youre a regular specialist on paper, but a true leader in reality.The true nature of leadershipIf you really want to understand what leadership is about, it is useful to start with three fundamentals about humans:First of all, we are biolog ically wired to live in groups. We always have and always will be group-living creatures.Secondly, because we are group-living, we are motivated to get along with other people because there is safety in numbers.Finally, we are also hard-wired to compete for resources because better resources maximize our individual chance for survival.So, theres the rub:People are inherently driven by two competing motives that can destroy group success. We have greater chances of success by creating relationships that lead to safety in numbers, but we also have greater chances of success by competing fiercely to get more resourcesWe all need to get along, but we also need to get ahead.Those needs are at odds, and when unmanaged in groups, the groups fail. The most successful groups are able to get along and get ahead.People are rarely balanced across these two motives. Some people may be overly careful about going along with the group to maintain positive regard and avoid conflict. If the whole gro up is overly focused on harmony, it will lack direction. They may be happy and kind to each other, but theyre unlikely to accomplish much.Others may be overly competitive in a way that destroys group harmony and safety in numbers. If group members are focused on competing with each other, the group will likely be directionless too, because of competing perspectives on what the direction should be.They will be infighting instead of focusing on accomplishing common goals or overcoming external threats to success (e.g., other groups or companies).Only when both motives are managed and balanced within the group can it grow stronger and achieve its objectives. That was true thousands of years ago for groups living in caves, and it remains true today in the modern corporate world.A more productive way to define leadership is about group outcomesThe purpose of leadership is to help group members balance needs for getting along and getting ahead in a way that maximizes the groups success.If we define the purpose of leadership as helping the group to succeed, suddenly a title or ones position becomes irrelevant, and we have a window into what leadership really is.So, back to you and the question of whether you are a leader.Dont trust yourself on this one. A lot of us tend to think we are better than we actually are. Besides, it really is unimportant what you think. Its critical, though, that the others you are trying to lead think you are a leader. After all, they are the ones who will choose whether or not to follow you.So, how do you find out whether others think you are a leader?The good news is, there are three good ways to gain insight into your current leadership ability and how to be a more effective leader.First, group results are the ultimate test.Have you been able to lead groups that were successful? If you have led groups whose outcomes were easily definable and measurable, there are data available to help you answer this question.Think about customer servi ce call centers, for example. They typically track a host of metrics, including customer satisfaction, time from customer engagement to problem resolution, cost of problem resolution, etc. Comparing one call center groups results to anothers is pretty simple and provides a good proxy for leadership effectiveness. But most group success measures arent that clear cut, so you need alternatives like the following two.Second, 360-degree feedback tools can provide insight that may be valuable for helping you understand what you are doing well and what you may need to do differently.Because leadership is about helping the group succeed, feedback from the group about your leadership is critical. Most 360s focus on four areas:Technical/business skills The technical know-how or competency you possess.Intrapersonal skills How you manage yourself; your reactions to stress, self-discipline, work-ethic, etc.Interpersonal skills How you interact with and communicate with others; your ability to initiate and sustain relationships.Leadership skills How you set direction, manage performance, delegate, etc.Note, however, that if you think about leadership as a resource for group success, all four of the foregoing areas are important, even though only one of them may be labeled leadership.Results from 360-degree feedback can give you clarity about your leadership from the perspective of the group. Research shows that, from the view of those who work under a leader, four key characteristics are of prime importance:Integrity The key question here is, do they trust you? People want to know that leaders wont take advantage of their position for personal gain.Judgment The key question here is, do people see you making well-reasoned decisions that balance things like short- and long-term consequences, risks and rewards, and strategic and tactical elements? In addition, people want to know if you will learn from mistakes and make corrections when needed.Competence The key questio n here is, do people believe you know what you are talking about? Do you have the technical and/or business knowledge required to help the group succeed?Vision The key question here is, do people see you as someone who can explain what the mission is, how their work fits into it, and what needs to be done to achieve it?Third, there is a great deal of high-quality research on the personality characteristics of effective leaders, and the four preceding essentials can be accurately measured.Personality researchers have been able to predict leadership success from peoples personality characteristics, so this is a helpful way to gain insight into the question of whether you are a leader.Essentially, there are three aspects of personality that impact leadership ability:The Bright Side This is your day-to-day work reputation. Characteristics like drive and emotional resilience that enable one to work well with a variety of people are particularly important for leadership success.The Dark Side These are characteristics that can be overused, particularly when a leader is reacting in the moment, not self-managing, or being stressed. These characteristics are known to interfere with communication and relationship-building, gaining buy-in and clarity on direction, and the ability to balance conformity with being flexible and independent-minded.The Inside (Values) Although related to personality, values are different. They are more about ones intentions or preferences and are key to the fit between a leader and his/her organizations values. For example, an individual who values and creates a culture of creativity and experimentation will not fit very well in a nuclear facility where processes and protocols must be followed precisely and repeatedly to ensure safety.By using personality measures, you can gain insight into your ability to be an effective leader even if you have never had a leadership position!Personality predicts leadership ability, so understanding your natural strengths and development needs concerning integrity, judgment, competence, and vision can help you strategically invest in development activities that will help improve performance in leadership roles.But, back to the question, are you a leader?As you work to answer the question, keep in mind the key points in this article:Leadership is about the ability to guide and help a group to achieve its goals. Its not about your title or position.Leading is about providing a group with direction and making sure that the group works together to pursue that direction.The ultimate test of whether one is a leader is whether ones group is successful.It is largely unimportant whether you think you are a leader. Its critically important what others thinkthey are the ones who will need to follow you after all.Leadership effectiveness is not a mystery. Group results, insights from others through 360 feedback, and understanding the similarities and gaps between your personality characteristic s and those related to leadership success all can provide you with the strategic insight you need to develop your skills in the best ways.What about you, then? Do you think you are a leader? Perhaps you are, even if you dont think so! Have you noticed that others are willing to follow you? Finally, do you think a groups success always means they have a good leader? Let us know in the comments!

The Importance of Ethical Means of Resume Writing

The Importance of Ethical Means of Resume WritingEthics in resume writing is a trend that continues to grow in our high-tech world. People are starting to care more about the way their resume looks and feels, so it is just as important to check for ethical means of going about it.Having that respect for other people, especially the clients or prospective ones can make you earn trust and loyalty with them for the final product. They will find your information credible since they will trust what you write in your resume or cover letter. They will trust that you do not only put yourself first but the way you write things as well.Job seekers would love to learn about ethical resume writers. This helps them in gaining more trust from the employers as well as the people who read their resume. By knowing about ethical means of resume writing, job seekers will be able to make a statement about their worthiness of getting the job.Resume writing does not necessarily mean putting words down on paper and then letting it dry up. The writing should be done while it is fresh. However, the writer has to follow guidelines as well. There are different levels of ethics in resume writing.Objective means to have one's point of view stated in clear words. The writer should not be biased to one point of view over another. He should have that idea that what he is saying should be factual or true.There are many unethical ways of writing about what you want. These may include writing about a time when he was fired from another job. This is something that can be seen as unprofessional by employers.Resume writing should always be ethical. There are guidelines in the job posting as well as in the resume writing process. But the resume writing is something that can be done as a fun activity.Even with the guidelines that there are regarding resume writing, sometimes the writing just does not get over the line. It is good that everyone starts educating themselves about ethics in resume writin g. There are so many ways to share this knowledge.

Personal Branding Interview Charlene Li - Personal Branding Blog - Stand Out In Your Career

Personal Branding Interview Charlene Li - Personal Branding Blog - Stand Out In Your Career Today, I spoke with Charlene Li, who is the bestselling co-author of Groundswell, an ex-Forrester executive and now a full-time consultant, blogger and speaker.   For the past few months, Ive been really digging down and examining the role of a personal brand within a corporate brand and now, with Charlenes help, we have a great first look at this phenomenon.   Charlene explains how she grew her personal brand within Forresters, why she was able to blog on behalf of the company and some other great thoughts about how companies need to think twice before disabling the brands of employees. How did you secure permission from Forrester to begin developing your personal brand?   What were the obstacles and opportunities and how did you communicate them to the company’s management? In the fall of 2004, Joe Trippi, Howard Deans campaign manager, was a speaker at a Forrester event. He spoke about the role and power of blogs in the Dean campaign, and it captivated the audience as well as Forrester executives. After he spoke, I asked Forrester executives permission to start a blog, reasoning that I couldnt write research about a blog without having one. I also pointed out the opportunity to write timely thought leadership in a way that our traditional syndicated publishing couldnt. The research director asked that I put together a written plan, which was about two pages long. The plan included details such as the target audience of the blog (press, current clients, and prospects), what types of posts I would write, and most importantly, what I would and would not blog about. For example, I would not include full reports and only selective graphics and data points. The most important factor was that I had a long history of exercising good judgment as a Forrester analyst. I had been with the company more than five years and had been part of the research management team. I was one of the most highly quoted analysts at Forrester and regularly shared research with the press without compromising the research. I could reasonably argue that I could extend Forresters reach and influence with the blog, in much the same way I had done with my press activities. Do companies run a risk of losing talented employees when they have their own brands?   How did you address those risks with Forrester? It was a concern, but not so much in the beginning because frankly, no one took blogging seriously back in 2004! I addressed this risk early on by insisting that my blogging take place UNDER the Forrester brand. I considered starting a blog separate from Forrester, but was uncomfortable trying to tackle both a new medium and also a hesitant management. I also figured it would be a much stronger blog, and also help the company (and thus me) if it was a concerted, coordinated effort. For example, Forresters press team was very happy to promote news-breaking posts. So I started my blog later than I wanted, but because it was a Forrester blog, I think it was much better. But to the point about companies losing talented employees, yes, it is a risk. But you risk losing them regardless of whether they have a blog or not. I stayed at Forrester four more years after starting my blog because Forrester made it interesting for me to stay. I could have left after the blog became successful, but chose not to because I could do more with the company than separately without it. Some people have pointed to the fact that I had a Forrester blog not my own personal blog as a failing on my part to develop my personal brand. When I left Forrester, that blog went away its since been incorporated into the Groundswell blog. In fact, having a Forrester blog made my leaving Forrester very clean the blog and the content I wrote stayed with Forrester and I was free to start a new blog and presence. I still have a strong personal brand because I had built up my name and associated them strongly with the thinking that I do. How much time should you invest in personal branding? As much time as your company and work responsibilities will allow. Companies that hinder their employees from personal branding dont understand that if done correctly and with the right intentions and guidelines, personal branding efforts can greatly benefit the company. If your company is nervous, the best thing you can do is to engage in personal branding activities that clearly, clearly benefit your company first and you second. That said, theres a limit to the types of activities you *should* be doing to promote your personal brand, for example, promoting yourself versus helping your audience. What are the most effective channels for developing personal brands? Clearly, blogging is excellent because you can control the content (text, audio, video) associated with your brand. Twitter is another place to easily engage with people its the expression of your brand via your engagement with your audience. If appropriate, LinkedIn especially LinkedIn Answers is an excellent place to showcase your knowledge and expertise. How do you plan to incorporate the personal brands of others as Altimeter Group grows? One of the reasons I developed the Altimeter brand is that I want the firms brand to be more than just about me. To that end, Ill encourage new partners to contribute on the Altimeter site but also encourage their outside activities. Thats because its likely that the partners will have a strong blog, Twitter following, Facebook presence, etc. so it doesnt make any sense to make them give it up. Rather, Ill showcase those outside activities on Altimeter, for example, Twitter conversations that mention any people at Altimeter. My request in return is that they clearly also promote and market their activities with Altimeter in their personal branding activities where it makes sense. My feeling is that as long people feel that they are getting something out of the relationship with Altimeter, they will continue to stay with the firm. When Altimeter no longer makes sense for them, either because the company is growing in a new direction or they have interests that take them on a new path, well wish them the best of luck and hope that we can do business in the future. Charlene Li is an independent thought leader on emerging technologies, with a specific focus on social technologies, interactive media, and marketing. She has a blog, The Altimeter that discusses these topics.   She is also the co-author of the business bestseller, Groundswell: Winning In A World Transformed By Social Technologies, published by Harvard Business Press in May 2008.   Charlene is one of the most frequently-quoted industry analysts and has appeared on 60 Minutes, The McNeil NewsHour, ABC News, CNN, and CNBC. Most recently, Charlene was a Vice President and Principal Analyst at Forrester Research. She joined Forrester in 1999, after spending five years in online and newspaper publishing with the San Jose Mercury News and Community Newspaper Company. She was also a consultant with Monitor Group in Boston and Amsterdam.

Walter Mittys Job Is Important And So Is Yours

Walter Mittys Job Is Important â€" And So Is Yours Do you sometimes feel like your job just doesn’t matter? That if you stopped showing up each day, things would likely move along just fine after only a hiccup or two? Then go see The Secret Life of Walter Mitty. In it, Mitty discovers â€" despite initial appearances to the contrary â€" that his contribution at work really does matter. That he impacts people every day and doesn’t even realize it. He learns that â€" despite the bullies, a changing work environment, and a life of less-than-optimal circumstances â€" he is important. And it’s the same for you and me. But sometimes we just need help seeing it. Like the barista who knows the order of her regular customer before he says it, making his day brighter. She matters. The patient library clerk who shows the elderly gentleman how to use the online catalog search, again. He matters. Or the admin assistant who keeps the team alert to the boss’ changing schedule â€" and mood swings. She matters, too. Which is why I was impressed with Twentieth Century Foxs approach to marketing this film. A move that enabled indie Filmmaker Casey Neistat to make his job matter. Fox offered Neistat a $25,000 budget to create a promotional video for their movie. Neistat accepted their challenge. And pitched an idea that truly made his job matter. He wanted to take the budget, travel to the Philippines, and provide help to a community that was recovering from a massive Typhoon. The result is this inspirational video which reveals Neistat’s trek to the Philippines and how he provided more than 10,000 meals, tools for 35 villages, and medicine to local organizations. So the next time you wonder if your job really matters… Or question if you make a difference for anyone in your day-to-day at work… Think about Neistat and how he took what could have been an ordinary corporate marketing-driven assignment and made it extraordinary. Ask yourself, what do I do (or could I do) to make my day at work just a little more extraordinary? And when you do, don’t forget to thank Walter Mitty.

Resume Writing - The Right Way to Write a CV

Resume Writing - The Right Way to Write a CVIn this article, I will discuss resume writing in Columbus Ohio and what makes a good resume. This is the state where I grew up and was raised with both a father who loved education and an education system that was first-rate.My father was a professor of English at the University of Akron for thirty years. He was a beloved professor. He had a dry sense of humor, a knack for long sentences, and many great quotes on life, and well he was an A student.I went to the University of UH for college, graduating at age thirty-two with a degree in political science. I met my husband there, went back to graduate school, and now am retired. We still love our Alma mater.I wanted a successful career, so I enrolled in the accounting program at OH. While at the school, I met and married a talented accountant. I fell in love with the business, but the need to be in a classroom left me somewhat enamored of the other subjects. It was in this time that I went b ack to school, choosing business as my major.I still love the schools, but the accounting course was a bit too much, so I went back to school for business. I loved it, and love to learn about different types of businesses, but always wanted to do some writing as well.So, I went back to school, starting with English, but in a class with my husband. We got along and became good friends, and that was where I met my husband. Because we became good friends, we took the two of us and moved from the city to the country.It was in the country that I wrote my first novels, storybooks, and children's books. They were all about animals, about dogs, cats, cows, rabbits, and a few other things. But, I still wanted to write a resume for a school where I didn't live, so I took a diploma program in English and wrote resumes for people in Ohio.Writing a resume is a very important part of the job hunt, but you must be very careful about what you put on it. People often make mistakes or add information that they can't remember when filling out an application. And this leads to a very public black eye, which in turn may send your candidacy through the roof. But, if you follow the guidelines in this article, you should be fine.

Reading Between The Lines 5 Tips for Decoding Job Advertisements

Reading Between The Lines 5 Tips for Decoding Job Advertisements When you’re out of work, one of the most direct ways of searching for employment lies in looking for job advertisements and seeing which ones best fit your needs and qualifications.Nowadays, job ads can be found across the Internet as well as in newspapers and magazines, with their sheer volume often making it difficult for job seekers to make the right choice. It doesn’t help that job ads usually aren’t written in the most straightforward English, usually due to various legal requirements as well as a desire to be as eye-catching as possible.evalIn such scenarios, knowing how to properly read and interpret an ad can be the difference between finding the job of your dreams and falling for one that only looks the part.With that in mind, let’s take a look at some of the key job advertisement secrets in the industry and see just how job seekers can take advantage of them in order to get a leg up on the competition:1. The CompanyevalHow a company presents itself holds clues as t o what its expectations are. Most ads have a section where they provide a detailed description of the company that’s behind the job listing. Study this closely to see if your values align with those of the business you’re aiming to join.What’s more, pay careful attention to the tone of voice they employ in their writing, as it can often be a window into the company’s culture. As a general rule of thumb, laid-back enterprises tend to adopt a friendlier tone, while companies that prize professionalism over all else will likely sound more pragmatic and businesslike.2. The Job itselfThis is the most important part of the ad, the one where the open position will be described in detail. Start by reviewing the job title and see if the duties listed below it fit with what your expectations of such a job title would entail.For instance, the word “manager” is often bandied about these days, including in circumstances where the managerial aspects of a position are limited or even n on-existent. Even if that’s not the case, make sure you’re comfortable with the duties you’ll be expected to fulfill, and try to avoid ads that offer extremely vague job descriptions.3. Their Ideal EmployeeevalNext up, every job ad will have a portion dedicated to mentioning the things that a company expects from those who apply for that position. Companies tend to go for broke when it comes to describing their ideal employee, so make sure you take their wishes with a grain of salt.Instead of seeking to match them on an individual basis, try to see if you can identify yourself with the overall image that the company is trying to convey and then share your feelings with them through a well-written cover letter.4. Qualifications and Special RequirementsAll job ads will contain a list of qualifications that candidates are expected to meet. That being said, not all qualifications are of equal importance in the eyes of an employer. The ones that are listed under “must have” or “you’ll need” are almost always obligatory and cannot be circumvented, but you’ll often see some written down next to words like “preferably” or “ideally”, which suggest at least some degree of flexibility.Remember, however, that it’s important to be honest with yourself above all else, as people often tend to lose their objectivity when it comes to high-paying positions, a defect that can only lead to more disappointment down the road.5. What You can ExpectevalevalFinally, be sure not to overlook your own well-being when trying to decide which job to pursue. The best companies have nothing to hide, so they’ll often be frank about their compensation and benefits. Exact salaries won’t usually be mentioned in a public listing, but some companies do offer ballpark numbers of what you can expect.Perhaps even more importantly, things like health insurance, vacation time and other benefits can also be listed and will definitely help tip the scale one way or the other in those situations when you’re still undecided.When looking for a job, the ability to properly read a job advertisement can save your time and nerves. Also, don’t forget to always keep in mind that companies are looking to sell their position just as much as you’re looking to sell your time and skills.This way you’ll be able to start the job-hunting process on an equal footing and hopefully get closer to finding the best position for your skills and personality.

Negotiation Tips #3 and 4

Negotiation Tips #3 and 4 Surveys suggest that 85-90% of hiring managers do not make their best offer first. The employer begins the negotiation process knowing how much money is budgeted for the position and how much flexibility there is around that figure. They also know how long theyve been looking and how competitive the job market is for someone with your abilities. These factors influence what they offer initially. They want to have some wiggle room they know the candidate may chose to negotiate their compensation. By starting low they have built in flexibility during the negotiation process.Counteroffers are generally 10-15% above the original offer. Again, employers know they may need to negotiate, so its reasonable to assume that theres flexibility built in to the initial offer. Employers expect you to negotiate. In addition to the financial rewards associated with salary negotiation, you will gain the respect of the hiring manager and increase your credibility within the organization.I have a few mo re tips to share. Check back tomorrow!

Three things you need to understand before you hire a resume writer - Hallie Crawford

Three things you need to understand before you hire a resume writer This will be the first in a series of two QA blog posts about leveraging your resume in your job search. I hope they are helpful to you! Here is a great article that our certified resume writer, Jasmine Marchong, shared with me recently (thanks Jasmine!). People often come to us wanting their resume updated but dont fully understand how involved the process is and how involved they need to be in order to get the results they want! Heres the article, and what you need to know before you hire a resume writer in order to make the process successful for you. Hallie: What are 3 things a resume client needs to do and understand in order to effectively work with a resume writer and get the end result they want a fantastic resume they are proud of? Jasmine: I would say the three most important things a client needs to do/understand to get the most out of their resume writer and facilitate in the development of that winning resume is: 1.  Know which area, position, and/or industry you would like to move in. For some, this can be half the challenge, however, knowing your target position will help your resume writer develop a targeted resume, highlighting those relevant skills and experience applicable to the position of interest. 2.  Understand that developing your resume is a process which involves taking a deep dive into your career to mine out and identify your value proposition. Remember your resume writer has not walked in your shoes, therefore open communication / collaboration is vital in helping your resume writer understand what youve done and how you have excelled in each position. 3.  Realize that you do have successes and accomplishments and that youve not just done your job! Taking the time to answer the questions asked by your resume writer can help them identify those achievements and help you understand your marketable skills. Hallie: How involved does the client need to be, meaning how many hours do they need to anticipate putting into this kind of project? Jasmine: The client needs to be very involved. Of course there is no magic number for the amount of hours needed to invest, however, full cooperation and effort to answer your resume writers questions thoroughly, can and will be reflected in the results of your resume. Hallie: What questions do they need to be prepared to answer during a preliminary conversation with a resume writer, to be prepared? Jasmine: Questions can include: What is your next position of interest?  How many years experience do you have? What is your current salary?  What are your concerns with your current resume? Why are you looking to change positions? How soon will you be starting your job search? Thank you Jasmine for your responses! We hope this is helpful to you everyone to assist you in effectively working with a resume writer.  and Jasmine Marchong Certified Career Coaches P.S.  Are you in the ideal career for you?  Find out if you’re in the right career with our  Ideal Career Quiz.