When you were seven years old, what did you want to be when you grew up? Believe it or not, taking this nostalgic journey back to a simpler time may be exactly what you need to begin the career defining or career transition process. Why? Because your instincts at that age while play acting, before the “shoulda, woulda, couldas” began to impact your choices (hint – someone else’s influence) are the first clues to our natural career interests and skills we must use to be happy. When I was seven, like many of us, I wanted to be a teacher. I used to force my four year old brother to sit down at a “desk” while I doled out the assignments and used my precious blackboard to “teach” him the lesson for the day. My desire to become a teacher stuck with me through college. After I got my Bachelor’s Degree I took another year to become a certified secondary education teacher (required in California). I was 25 at the time and once I completed my course began to look for teaching jobs. Like today, jobs were not plentiful, but I also learned, while I enjoyed teaching, I did not enjoy teaching high school students. They were too close to being my peers at the time. So I gave up on teaching until I entered the Vocational/Career Counseling field at 29. My desire for teaching never left me, however. What I realized is teaching takes many forms and does not always take place in front of a classroom. I love to lead workshops, to give talks, to lead groups, and to teach through my counseling. From age seven, the teaching is a recurring theme in everything I do. I challenge you to really examine what you enjoyed play acting as a child and see if there is a connection today to your work-related interests. It may seem like a stretch, but if you really examine it, there is a very good chance you will see a correlation. If you do not have Career Happiness, you may want to see how far you’ve strayed from your seven year old career dreams. In the work I do, I ask my clients to write stories about a time at any point in their lives when they accomplished something they felt good about. It could be something as simple as learning to swim to researching and executing a project that impacted thousands of people. This is one of the exercises that Richard Bolles uses in What Color Is Your Parachute. It is a timeless exercise because it provides an organic way for clients to identify skills that they enjoy using in a work or career setting. One such story a client recently wrote was from age three. She and her family were vacationing in Greece. She was in the ocean in an inner tube. Her parents were close by, but her father was a little farther out in the water. She did not know how to swim, but she saw her father and knew that she had to find a way to get to him. She had a problem to solve. If she kicked her feet it would propel her to move forward toward her father. When she got in the water, she didn’t have a clue how to make herself move. But by solving the problem and seeing the end result of how to get to Dad, she accomplished her goal and was rewarded with a proud smile. Her next story was age four and the prominent skill was again problem-solving. In deciding what skills she MUST use in her next career, her choice of stories is clear – she must use problem-solving skills to love what she does in her work. Although she had always understood this to be a skill she enjoyed, writing the stories offered additional clarification, which increased her confidence in the process. These examples illustrate small pieces of the career design puzzle. They emphasize the need to do the inner work necessary to ultimately find a niche that will take you down the Career Happiness path. Career choice concept image from Shutterstock
Besides payroll, one of your organization’s largest spends is probably on technology. You spent thousands of dollars to implement your new ERP system. Years later you’re still using the same version with manual compliance-related workarounds. The ERP system needs to be kept current. What do you do?
As the business continued to grow, you struggled to make the ERP system work for you. There was no written documentation for the end-users, and you created manual workarounds. Training was done verbally so end-users weren’t trained consistently, and they ended up having a lot of dirty data. In the end, the business was expending extraordinary time and effort muscling to use the ERP system, and only getting a small fraction of value.
How did this situation happen? Individuals thought the small IT group should be responsible for all technology including the ERP system. So, the business wasn’t involved as much as it should have been.
ERP stands for enterprise resource planning—the entire enterprise should be involved including finance, information security, internal audit, regulatory compliance, and legal.
ERP System Responsibilities For Each Department
Although the ERP is a system (with a significant investment), the sole responsibility cannot be put on IT. Instead, the business needs to take the lead and own the system. The ERP consists of multiple modules and those “owner” departments have a vested interest to keep the system current and to maximize using the features and functionality.
IT is responsible for understanding how the system is intended to be used.
The business is responsible for deciding what to use.
One way to break out the responsibilities is as follows:
Departments “own” their respective modules (e.g. finance, human resources, operations), which includes the internal control system
If there isn’t a separate training department, then this responsibility reverts to the business.
In the end, the business has the most to gain (or lose) by utilizing the ERP to align with the business needs and growth. Similar to the idiom it takes a village, the entire enterprise should be involved to keep the ERP and other major systems current and maximize their use.
For more information on system ownership, follow me on LinkedIn!
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Did your PTO request get denied? Due to restructurings, layoffs, and crunches, companies are now buckling down on employees and their PTO. Here's my concern...
Quitting isn't going to help your situation.
If you quit because your PTO request was denied, that will, in fact, hurt your chances of getting hired. And if the economy tanks, there will be fewer jobs, and then it's going to be a lot harder to get a reference or explain why you quit.
What You Should Do If Your PTO Request Is Denied
@j.t.odonnell when your PTO request gets denied... @workitdaily @j.t.odonnell #joblife#worklife#pto#careeradvice#careerhacks#careertiktok#edutok#learnontiktok♬ original sound - J.T. O'Donnell
When your PTO request is denied, you want to ask why.
- Why is this happening?
- What can I do to make this timeslot work?
- What would I have to do before or after?
- How can I get to the point where this could be approved?
Maybe your employer can't approve the entire time off that you're requesting, but they could approve part of it. Or maybe your boss is just worried about some coverage, but you could assist in getting that coverage. The goal is to try to work with them on that.
But if you don't get your requested PTO, I'd be really careful about taking that time off anyways or quitting, because it could hurt you and your career.
Need help navigating other workplace issues?
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