Being successful at anything, but especially in a career, does not involve a total focus on self. First, none of us can do anything without help from other people. If people aren’t aware you exist, how can they be of help to you in your career? Better yet, a good question is, if you go around connecting other people, what’s the benefit for you?
Just hiring top talent – a job in itself – is not enough. Retention is paramount and career development is a main component in winning the retention game. That may be easily achievable if you are a Fortune 500 company. However, smaller organizations, including non-profits face a seemingly insurmountable challenge with retention and creating a viable career development program.
Not only is creating a solid career path and succession program a challenge, recent societal cultural changes help compound this issue. According to Millennial expert, Chris Butsch in his upcoming new book, Those Damn Millennials, “There are alternatives to unfulfilling positions or careers, and Millennials know it; it’s become easier than ever to build our own boats.” So, a generation that makes up 53.5 million people in the workforce couldn’t care less about your prestige positions or gold watches; and you can kiss company loyalty goodbye. Further complicating retention issues for small businesses is, of course, the lack of resources that just require dipping into deep pockets for a larger organization. So here are some ideas that can help.
Recently a colleague suggested that he doesn’t bother reading cover letters from job applicants as he feels they hold no value. To him, communication may be a dead art, but cover letters can provide great insight into a candidate’s qualifications, skills, and attributes. If a job seeker is smart, the cover letter is a valuable tool to landing that next job. In fact, according to Career Quest “communication skills consistently rank at the top of the list of soft skills hiring managers are looking for in new hires.” How can candidates and employees use communication for success?
Often when conducting training and coaching sessions, even at supervisor, manager, director, and vice president levels, many people feel powerless at work. Indeed, a title alone doesn’t necessarily guarantee you a higher level of power or greater influence. Yes, it’s true, authority does and always will have the final power leverage in almost any given situation. But that does not mean you have no power or influence. So, how can you gain power and influence and why is it important in helping achieve your career goals?