This program is different from most other job search programs because I reject the idea job search is an effective activity or, that it works at all. As you will see during our time together, career and job transition is a process not a search. Whether you are a graduating student or seasoned professional, career and job transition can be compared to planning and orchestrating a political campaign. Politicians who seek to get ‘hired’ for elected office do not conduct a political search; they conduct a strategic campaign. So must you. And once you embrace this new way of thinking, you will 1) have much more control over your future, 2) secure rewarding opportunities quickly at the pay you deserve and 3) genuinely enjoy the process! I have worked with people who have been unexpectedly terminated, downsized, rightsized and capsized. I have worked with those who have bosses from you-know-where, who are stressed out from working in toxic environments and who are toiling every day at jobs that are downright uninspiring. Many clients and audiences I have addressed over the past 20-plus years are still in “what do I want to be when I grow up?” mode. And yet others are hampered by golden handcuffs; cuffed to an unexciting and taxing job. They are unable to seek out new opportunities because they can’t relinquish their current job because of economic and financial considerations and are so exhausted and stressed out at the end of the day, they haven’t the energy to pursue a better position. Finally, I have worked with employees wanting to start their own enterprises as well as entrepreneurs wanting to convert to employees. I know you and the challenges you face. When I graduated from the University of New Hampshire in the mid 1970’s, the unemployment rate was near 8%. It took me months to find a management trainee job that paid just ten cents over minimum wage! However, I accepted the job and worked my way up to an operations manager in just 6 months. Then, at age 26, I quit my job and started my own company and sold it for a handsome profit at age 30. I subsequently went into business in partnership with a French company and proceeded to lose just about everything by the time I was 31 years old. I came close to bankruptcy. I continued to struggle finding my place in the labor market over the next seven years. Then, in 1991, one of my best friends hired me as his marketing director. A year later he fired me. Well, actually, he was conveniently out of town, so he had my secretary inform me I was fired when I returned from my vacation. How many people are fired by their secretaries on orders from one of their best friends? So there I was, 39 years old, broke and broken. I was broke financially. I was broken physically; 15 pounds out of shape. And most critically, I was broken emotionally. I had lost my confidence, my dignity and any hope for the future. I was forced to reinvent myself but had idea how to do it. So I sought out and worked with some of the world’s most reputable coaches, poured through more than 1,000 books and audiotapes and, by the age of 45, found my passions, became an industry leader and well-respected author and national trainer. The point I am making is I have experienced much of what you are currently experiencing. I’ve been there, done that and worn that tee-shirt. But I succeeded as will you. Since 1993, I have interviewed thousands of hiring managers, HR professionals and executive recruiters to determine what they look for and what they want when they are hiring. Armed with this information, I discovered most of what you’ve been taught about the job search makes no sense, is contrary to effective and accepted methods of marketing and is an exercise filled with fear and anxiety; not excitement and anticipation. So I set out to identify a common sense and motivational process that would successfully work for anyone…and found it! Since then, I have assisted tens of thousands of people to clearly identify, pursue and achieve meaningful jobs and career objectives. So I invite you to spend some time with me in this webinar so you too can achieve all you deserve. In fact, I invite you to treat our time together as an enjoyable journey that will do for you what it did for me…give you confidence, self-respect and genuine enthusiasm for creating a better future. Sorry, this event already happened! Please go to our webinar page to review our upcoming FREE webinars. You can also check out our past events in the archive section. | |
Recently, a list of companies that have the happiest employees was circulated online. The companies were commended on their ability to promote a healthy work environment and sustain work-life balance. Pfizer came out on top with Kaiser Permanente coming in second, followed by Texas Instruments. Looking at these lists, one wonders how these companies are able to promote such a positive productive environment for their employees.
Many would think this is due to compensation packages or other related perks. But then, is work only about earning money? Is it the most important aspect when employees join a new company? What about the other factors that play an important role in building a strong bond between the employee and the organization?
- A bond that stems from mutual appreciation and respect for the value system that both parties shape together
- A bond that is dependent on many diverse factors such as recognition, open communication, and teamwork
- A bond that strengthens over time when the employee performs well
The importance of core values is illustrated by a quote from famous author and inventor, Edward de Bono: "Effectiveness without values is a tool without a purpose."
This analogy really hits home. A purposeless tool is a worthless thing and so is a company without a campus—a culture that is formed on the basis of core principles.
Core values serve to constantly guide both the employee and the company in achieving their mutual goals, in a manner that is based on an ethical and ideological framework. Every business is different, and so are their core values. Having said that, there are some principles that are alike for all, even though they may be phrased differently.
Here are four such core values every organization should have:
1. Integrity And Ethics
Simply put, the two principles of integrity and ethics translate into doing the right thing, in an honest, fair, and responsible way. Building your entire business on the foundation of honesty and integrity goes a long way toward building a strong, trusting relationship with your employees, stakeholders, and customers.
Truthful conduct on everyone's part can create a strong, credible reputation for the company in the market, which is beneficial for everyone's interests.
Without dedicated employees, a company is nothing. Period.
Committed employees form the backbone of the entire corporation. They work together with the system in order to achieve growth and profitability.
A company has a responsibility toward its employees and, if one of its core principles is showing the utmost respect to its employees, it's likely management will have a low employee turnover rate.
Respecting all employees means respecting their individual human rights and privacy, and eliminating all kinds and forms of discrimination, whether based on religion, belief, race, ethnicity, nationality, gender, or physical disability. Moreover, ensuring a safe and healthy work environment for all employees is an important part of giving respect to them.
Many organizations across the globe adopt an attitude whereby the entire company interacts together like a close-knit family. Such an atmosphere helps boost the confidence of employees and makes them feel like an important, even indispensable, part of the organization. This inspires feelings of commitment and a drive to do even better.
3. Innovation (Not Imitation)
Companies that focus on being ahead of their competitors and introducing new ideas in the marketplace follow the principle of "innovation, not imitation." This is crucial if a company wants to be a trendsetter and introduce new products that consumers appreciate.
Employees in such companies are encouraged to be dynamic and come up with innovative ideas that can translate into successful products for the company. Constantly imitating others won't take the business far.
The thirst to constantly improve can be achieved if one is never satisfied. Organizations that have this principle as one of their core values try to provide a dynamic platform for their employees, where they can explore their creativity and skills and further enhance themselves.
While celebrating successes is an important thing, just sitting back and getting complacent over them is unacceptable for such companies. The reason why some companies habitually do well is because they know that employees are the most valuable resource.
Nothing compares to an employee who is dedicated and willing to go the extra mile. This requires a company to cultivate an environment that promotes respect and frowns upon politics. If you want to achieve this type of work environment at your company, these four core values are a great place to start.
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