As has become a regular thing with me, I’m going blog-free in August.
I’ll start blogging, again, right after Labor Day.
Thanks! - bz
—–
Image Source: http://thetradingdigest.com
Related posts:
Summer Hiatus: August 2010
Write it Down!
Helping you not have to remember what you keep forgetting anyway…
- Ever agree to do something for someone and then … totally forget?
- Ever had every intention of “remembering to remember” an important task and then subsequently … didn’t?
- Ever been stopped right-in-your-tracks by one of your amazingly pithy observations or insights that … disappeared as quickly as it arrived?
If so, chances are good that it happened because you didn’t write anything down. So, yeah, write ‘em down:
- to-dos
- reminders
- ideas
- outlines
- plans
- questions
- commitments you make to others
- commitments others make to you
- [insert your ideas here]
It makes sense on a number of levels:
- Most obviously, you dramatically decrease the whole forgetting thing.
- You also increase the probability of actually getting done the things you want to get done.
- By writing everything down you can now give yourself full permission to … FORGET! Yes, that’s right! You see, once you realize that you routinely write down all the things you want to remember, that means that you can rely on the fact that you DO write these things down, which means that you no longer HAVE to remember! Get what I mean?! It’ll all be right there for you whenever you want a reminder of whatever IT is!
And that will do wonders for clearing the distractions (and static) from your mind so that you can be more fully present with whatever’s happening.
Related posts:
Why Make Work Meaningful?
“Meaning making is as valued as money making for your work teams today, according to University of Michigan business professor Dave Ulrich.” So says CIOInsight.com as a preface to its “The Real Value in Making Work Meaningful” slide show. “While corporate money-making has obvious ROI, Ulrich identifies key performance indicators that can help every CIO determine the value of engaging employees with meaningful work.”
According to Ulrich, “Investment in employees too often translates to fancy lunches or performance-based bonus plans without addressing the value of the work itself.” Now I like this — especially since it falls right in line with the teachings of one of my all-time favorite management theorists, Frederick Hertzberg.*
So, while the complete 14-slide presentation can be linked to above, here, for your more immediate viewing pleasure, are some excerpts:
(Clicking on slides in this gallery will expand them to full size.)
—–
*For more on the work of Frederick Hertzberg here’s a post about it from the GottaGettaBLOG! archives: http://www.ggci.com/blog/2006/01/how-do-you-motivate-employees.htm.
Related posts:
2010q3 GGCI Newsletter
The 2010q3 edition of the GottaGettaCoach! newsletter is now on-line at: http://www.ggci.com/newsletter/GGCI-2010q3.pdf.
- The Botany of Self-Doubt • Topic: Fear and Courageousness • Subject: What to do when self-doubt strikes and how to manage it more effectively.
- The ABCs of Good Employees…& Bad Bosses • Topic: Leadership Development • Subject: Why “A-players hire A-players; B-players hire C-players” is misguided, at best, and downright inflammatory, at worst.
- What Job Would Make You Happy? • Topic: Career Development • Subject: Time for a change? Try this visualization exercise to figure out where you should go next with your career.
- A Noun Called ‘Happiness’ • Topic: Personal Fulfillment • Subject: A simple way to ‘tune in’ to more happiness.
- On Being Fully Present • Topic: Personal Development • Subject: A quick set of five tweets about the concept of being Fully Present.
- It’s “Nuts” Trying to Get Your Unmet Needs Met at Work • Topic: Personal/Professional Development • Subject: It really is. So here’s how to get those unmet needs met elsewhere.
- LeadershipHaiku • Topic: Leadership Development • Subject: More // Leadership coaching / in seventeen syllables / for busy bosses. //
- Clean Hands Clear Conscience • Topic: Personal/Professional Development • Subject: Researchers report some interesting new findings about the benefits of washing one’s hands.
As always, questions, comments – and suggestions – are welcomed.
Enjoy~ – bz
P.S. If you’re interested in learning how coaching might help you or your staff, phone (847-291-9735) or email (info@ggci.com) to schedule an exploratory phone conversation.
P. P.S. The GGCI Newsletter Archives are at: www.ggci.com/newsletter.
Related posts:
The R.I.G.H.T. Job for You?
In its July 1, 2010 newsletter, TheLadders published my latest article, titled, 3 Steps to Rate Every Job Offer …
It’s a good news/bad news dilemma: Yes, they’ve finally given you that job offer you were hoping for; but, no, you’re really not sure if you should take it. Parts of the offer seem excellent, but not everything – definitely not everything.
Deciding whether to walk away from a bona fide job offer, though, is something that requires serious consideration and meaningful analysis. Fortunately, the “R.I.G.H.T. Job” assessment can help with that.
Use the chart below to capture your sentiments about the five key elements of the job offer: Responsibilities, Income, Growth, Happiness and Team:
Step 1 – Record
As you see, the basis of this assessment is that any job that’s R.I.G.H.T. for you will grade well across the five key elements identified above. Use the following questions as prompts, list your impressions, pro and con, in the boxes provided. Reflect on and record any other realizations you may have about each aspect of your assessment:
- Responsibilities: How do the responsibilities match your skills and interests? Does the position offer sufficient span of control to manage those responsibilities effectively? What factors might expand or contract those responsibilities over time?
- Income: How satisfied are you with the overall compensation package? Does it meet your needs? Exceed them? What, if anything, is missing?
- Growth: What is the organization’s commitment to your ongoing growth and development? What opportunities are likely for you in this regard? How soon before you “max out” learning-wise?
- Happiness: How happy do you see yourself in this job? Is the work sufficiently meaningful to you? Do you feel it’s a fitting end to your job search?
- Team: What were your impressions of the people with whom you’d be working up, down and across the organization? How influential do you envision yourself to be with them? What did you notice about the company culture?
The next step in the “R.I.G.H.T. Job” assessment is to take a break! Yes, step away from your thoughts and go do something outside for a while. Do whatever you do to clear your mind and relax your psyche so you can just “be” for while.
Find out how to score your assessment by reading the rest of the article, via the link above or at: http://www.ggci.com/Articles/TheLadders-2010-07-01.htm!
And for other articles I’ve written for TheLadders: http://theladders.com/career-search?contentSearchKeyword=zweibel&fromSearch=true.
Related posts:
Instant Energy Boosters
The July 2010 issue of Real Simple magazine listed 25 instant energy boosters. Here are some of the ones that caught my eye:
- Tackle a dreary, do-I-have-to-get-out-of-bed day with a burst of color - “In general, saturated, warm colors (the red, orange, and yellow of ROY G BIV) are considered most energizing, while cool tones (like green, blue, indigo, and violet) are calming.”
- Get a whiff of citrus - “The smells of oranges, lemons, and grapefruits have been shown to be energizing, so simply add a slice or two of your favorite to a glass of water.”
- Get the giggles – Not sure where to start? Try a good youtube.com video!
- Sit up straight - “Another thing Mom was right about.”
- Enjoy your daily cup of joe - “Just don’t overdo it. Experts agree that you can have roughly 300 milligrams of caffeine a day to reap its benefits fully.” (A Starbucks’ grande has about that much; a Dunkin’ Donuts medium, about half that; Hershey’s Kisses have about 1 milligram each.)
- Pop a peppermint – “Smelling peppermint “Stimulates the trigeminal nerve, which stimulates the area of the brain responsible for arousal and can make you more alert.”
- Be nice to a stranger - A definite energy- and mood-booster.
- Rise and seek sunshine - “If you can go outside within 15 minutes of waking up for 20 minutes and fast east, even on a cloudy day, you’ll get enough light to energize yourself for the day.”
- Beware of energy vampires - Examples include chronic talkers, whiners, blamers, controllers, and such. Practice creating separation between you and them.
- Exhale - “Many of our toxins are expelled by breathing” so regularly take a few deep breaths throughout your day.
- Write a thank-you note - “It’s tough to be stressed and feel grateful at the same time.”
- Think like a golfer - “Most golfers don’t focus on all the bad shots they have had. They focus on the great shots, and it makes them want to play again and again.”
- Settle in for a rejuvenating night’s sleep - Yes, sleep is often in short-supply and comes at a premium. And yet…use the “G BIV” part of the color spectrum…or the color pink which “has even been used on walls in rooms where violent prison detainees are sent to calm down.”
The article lists a dozen other ideas, as well, but you get the picture, yes? Please feel free to add YOUR suggestions below.
—–
Image Source: http://www.frontrange.edu
Related posts:
GottaGettaCoach! Celebrates 10-year Anniversary
Northbrook, IL — GottaGettaCoach! Incorporated celebrated its 10‐year anniversary on July 4, 2010.
GottaGettaCoach!, Incorporated (GGCI), the life coaching, executive coaching, and leadership consulting firm owned and operated by Barry Zweibel, celebrated its 10‐year anniversary on July 4, 2010 ‐ Independence Day.
“How wonderful that my dream of becoming a full‐time, certified, business/personal life coach turned into a sustainable reality,” said Barry Zweibel, MBA, Master Certified Coach, and President of GGCI. “Time really *does* fly when you’re having fun! Thank you to all of my clients, mentors, and supporters ‐ I truly could not have done this without your help.”
GottaGettaCoach!, Inc. engages people in deeper, more meaningful, conversations about their personal and/or professional growth and development to help them gain the perspective, feedback, and insight they need to move meaningfully forward with the care, confidence, and clarity that’s needed – sooner, rather than later.
For executives, mid‐level managers, and other business professionals wanting to increase their organizational impact and inter‐personal influence, GGCI provides 1‐on‐1 executive coaching and leadership consulting/mentoring. For those looking to improve their confidence, creativity, charisma, and work/life balance, GGCI provides a variety life‐ and career‐coaching products and services, as well.
—–
Source: http://www.ggci.com/comments/pr_anniversary10.pdf.
Thanks for your continued support, everyone! - bz (7/4/2010)
Related posts:
The Botany of Self-Doubt
Doubt. Self-doubt, that is. Feelings of uncertainty — sometimes focused and gripping; sometimes vague and disquieting. But amazingly able to distract, concern, and undermine one’s confidence, morale, and excellence. At a moment’s notice. What is it about self-doubt that make us so … self-doubting?
- D as in DANGER – Simply enough, self-doubt engenders feels of impending doom. Not always, but often surely often enough. Fear of failure. Fear of embarrassment. Fear of shame. Fear of … fear, mon cherie.
- O as in OVER-MATCHED – All of this “Fear of” is one heavy-duty opponent. So no surprise that when self-doubt sets in, it can make us feel very small, UN-resourceful, UN-capable.
- U as in UBIQUITOUS – Not unlike computer spyware, when self-doubt pops up … it POPS UP!! And very quickly, it’s soon everywhere you DON’T want it to be.
- B as in BREAKABLE – Of course the worry beneath all of our self-doubt fears is the frightening possibility that we’re not be nearly as resilient as we think we were — as we hope we were — that, as we’ve always suspected, we’re fatally flawed and we’re about to become undone. Sure, we’ve avoided numerous “close calls” in the past, but is this time THE time? Is this straw about to break the camel’s back once and for all?
- T as in TIMIDITY – So it’s no surprise that when self-doubt strikes we turn dramatically inward, hoping “this too shall pass” while trying to create as little notice as possible. Hardly a Recipe for Success. Even for the smartest and most capable of people, it can be bad. If not worse.
So what can we do when self-doubt strikes? Is there a way to re-frame our self-doubt in a way that let’s us better deal with it? That helps us actually manage it more effectively?
It takes some work, but I’m thinking we can:
- D as in DEFER – You know that “moment in time” that happens right when our self-doubt get triggered? Well, with practice, we can start recognizing that moment and using it as a springboard to stop, pause, breathe, and defer our immediate self-defeating reaction so that we can respond more self-supportingly and assuredly, thus teaching ourselves how to not get triggered (so much) in the first place.
- O as in OBJECTIFY- The key, here, is to de-personalize the situation. Sure it FEELS personal, but it doesn’t always have to be that way. Even just considering the possibility that it’s really NOT about you is a great start. Fans of the Matrix movie trilogy might envision this as a “slowing down the bullets.” TV sports enthusiasts fans might relate more to it being more like a stop-action “freeze frame” replay. Regardless, the goal is to focus less on what you feel, and more about what you simply see or hear, without a premature interpretation or judgement.
- U as in UN-BUNDLE – “Un-bundling” is a process for considering other, less emotionally charged, explanations for what’s happening around you:
- You know those people asking you those challenging questions? Well maybe they’re NOT challenging you OR your competency — maybe they’re just be trying garner some additional information about a topic near-and-dear to them, one that they’ve got some sort of vested interest in.
- You know that confrontational tone you’re hearing from you-know-who? Well maybe it’s NOT about you — maybe it’s just his/her getting triggered and reacting defensively to any and all persons within shouting distance.
- You know that really uncomfortable new situation you’re finding yourself in? Well maybe it’s NOT about you and any of your shortcomings — maybe it’s just a legitimately unfamiliar, new, or complex scenario that needs some figuring out.
- And you know that stretch assignment you’ve been given that’s making you feels so incredibly incompetent? Well maybe it’s NOT designed to expose your “fatal flaws” — maybe you were given it because you were the most qualified person to handle it … or because you just happened to be there.
- B as in BELIEVE – So the key to all of this is believing that the world is NOT out to get you, that all that mental baggage that you find yourself carrying around is NOT always the best filter to view things through. Freeing yourself from such encumbrances is as much about believing you can as anything else. It’s about realizing that, “You know what? If things DO go terribly wrong or off-plan, I bet I CAN figure out what to do and salvage things by just trying my best and acting responsibly.” And this Botany of Self-Assuredness, as it might be called, flows increasingly cleanly when you’ve Deferred, Objectified, and Un-Bundled beforehand. Which leads us to the whole point of this blog post:
- T as in TRY – Trying really DOES yield better results. Not always. But often. It’s just that some times — oftentimes — in order TO try, we first have to figure out how to get past our self-doubt and out of our own way!
I hope this has helped you do precisely that.
—–
Image Source: http://www.harrybliss.com/
Image Source: http://www.harrybliss.com/
Related posts:
Framing Success with P-A-R
I’m often asked, “How can I be sure to put my best foot forward in a job interview? What’s the best way to share Success Stories?”
My answer: Frame them with P-A-R:
- P — Start by stating a PROBLEM you’ve dealt with that is relevant to one that your prospective employer might have and/or want you to be able to address.
- A — Next, explain the APPROACH you took to meaningfully, if not eloquently, resolve the problem.
- R — Then share how the RESULTS you achieved not only solved the immediate problem, but enabled additional downstream benefits as well.
Information Technology Example:
“Tell me about an experience you had with handling a major system outage.”
Sure, I’d be happy to. The problem was this: All calls into our facility were being improperly rerouted by the phone company to a ‘this number is no longer in service’ recording.
Obviously, this was unacceptable. So, I took the following approach: Through a series of conversations, I was able to quickly learn the name and number of the specific person responsible for assigning technicians to fix such problems. Unfortunately, she was less than cooperative, at first, to put it mildly! But we didn’t have time to go in circles, so I said, “Look, this is a real mess so I need to know: Is it that you don’t want to help me, or you don’t know how to help me. Now, which is it?”
That turned the tide and in a very short period of time she had her top technicians working to restore our service – which they did in record time. So that was good, but the added bonus was that I now had some new key inside contacts who could be excellent resources for helping us address future outages. And you can be sure that those results have paid multiple dividends since.
Human Resources Example:
“Tell me about your experience with implementing changes to the benefits administration process for a unionized workforce.”
Sure, I’d be happy to. The problem we faced was that the benefits staff was spending a whole lot of time checking on the status of pending insurance claims for employees and not getting to other important matters.
So, I took the following approach: I researched, proposed, and got approval to install a web-based claims management system where employees could check on their claims themselves - without HR’s assistance. Of course, the biggest key to making something like that work effectively was getting union buy-in, which I was able to do by demonstrating how employees could check status from their home computers anytime, day or night. (Too, I agreed to install several shop-floor terminals for employees who didn’t have home computers.)
The results were pretty good: Not only did we save the company tens of thousand of dollars each year in the benefits management area, but we were also able to improve efficiencies in other benefits-related work - andimprove union relations, as well. We hit the trifecta on this one!
Everyone has Success Stories to share. Try sharing a few of yours in your next job interview by framing them with the P-A-R model.
See if it doesn’t make them that much more compelling and engaging stories to tell.
—–
Original Source: www.ggci.com/blog
Image Source: http://i.ehow.com
Related posts:
Rules of the Leadership Road
“We need some basic rules of the road — clear rules every leader would need to follow, or risk having their licenses suspended.” So says Monica Moses in the June 2010 issue of Workforce Management magazine. Interesting notion.
Her suggestions for what some of those rules might look like?
- Give people regular feedback on their performance. Take five minutes every month and tell each direct report what’s going well, what could be better and how you will help. People need to know where they stand.
- If an employee is not living up to your expectations, tell her exactly what needs to improve and establish a timeline for improvement. If she doesn’t come up to standard and you need to make a change, tell her privately.
- As the boss, your job is to harness the skills of those who work for you and help them reach their potential. Nurture their talents for the good of the organization.
“Leadership,” she says, “is a code of honor. “There are leaders who get results and practice compassion and integrity. There just aren’t enough of them.”
Spot-on, Monica!
To further her Rules of the Leadership Road construct, I would like to add a few additional road-rules, based on how an auto insurance carrier might evaluate the “driving skills” of a leader:
- Ticketed “moving violations” and “at-fault accidents” (“events”) will remain on a leader’s permanent record for three and five years, respectively — even if s/he changes employers.
- All “events” will trigger a commensurate decrease the leader’s Safety Rating (read: pay).
- The first “at-fault accident” may be waived under an Accident Forgiveness Policy, but only if the leader officially asks for forgiveness from whomever s/he mistreated, AND such forgiveness is given.
- One “moving violation” can be expunged through the successful completion of a certified training, tutelage, or executive coaching program, AND submission of a written introspective-analysis of the “event” and the Lessons Learned from it.
- More than three “events” within a three-year period automatically results in the leader being put on a formal performance improvement plan.
Hmm, that would likely raise the leadership bar, don’t you think?!
And what about you? What are some other Rules of the Leadership Road that you’d like to see?
—–
Image Source: http://smart-driving.com
Related posts:
Blackhawks Win Stanley Cup!
And there it is, my friends!
—–
Image Source: GettyImages
Related posts:
Carnival of Inspiration and Motivation: 26th Edition
The 26th edition of the Carnival of Inspiration and Motivation was published and included several really interesting pieces … and one by me, too!
Read all of them here: http://www.inspirasights.com/2010/06/carnival-of-inspiration-and-motivation.html.
—–
Image Source: http://www.intercom.net/local/holland/
Related posts:
Situational Shyness
Recently, Elizabeth Bernstein wrote a fun little piece in the Wall Street Journal. In it, she cites two interesting statistics from the Shyness Research Institute (SRI) at Indiana University Southeast:
- 95% of people say they experience “temporary timidity” from time to time
- the remaining 5% are probably lying!
Per Bernstein: “When I asked people what makes them temporarily shy, almost every straight man I talked to mentioned women. Yet few women said men brought out their shyness. Instead, women said that other women often left them tongue-tied.”
According to Bernardo J. Carducci, Ph.D, and director of the SRI, the biggest causes of situational shyness include strangers, people in Authority, and people we find attractive.
So how can you battle bashfulness?!
A business owner that Bernstein spoke with offered this advice: “I had a psychiatrist once who said shy people need great clothes so they can walk into a room and let the clothes do the talking at first.”
Other tips from Carducci and the Institute — and the WSJ:
- Prepare. Hate meeting new people at business events? Practice talking to people in line at Starbucks. Someone makes you shy? Think of what to say before you run into her again.
- Make party rules. Force yourself to stand in the middle of the room, approach a boisterous group or introduce yourself to everyone in blue.
- Make statements — don’t ask questions. It may seem a polite way to draw others out, but it makes them do the work.
- Don’t beat yourself up if you’re uncomfortable or if conversation doesn’t flow. Chances are others are feeling shy, and will be too focused on themselves to notice any gaffe you think you’ve made.
—–
Image Source: http://elisann.com/
Related posts:
Clean Hands Clear Conscience
This in from Science magazine: Researchers from the University of Michigan report that washing one’s hands after decision-making helps lessen the cognitive (postdecisional) dissonance of that decision. (Cognitive dissonance is that uncomfortable tension caused by our conscience second-guessing the decisions we make.)
Per researchers Spike W. S. Lee and Norbert Schwarz from the Department of Psychology, University of Michigan:
“After choosing between two alternatives…postdecisional dissonance was eliminated by cleaning one’s hands. Physical cleansing seems to more generally remove past concerns, resulting in a metaphorical “clean slate” effect.”
What’s interesting here, aside from the obvious good news to soap companies, is that while prior research has shown that washing one’s hands helped reduce cognitive dissonance after making difficult moral decisions, this research shows that washing one’s hands also helps reduce one’s cognitive dissonance after making nonmoral (neither moral nor immoral) decisions, as well. The washing of your hands acts to clear your conscience!
So, the next time you start second-guessing yourself, or are feeling like you have to overly justify to yourself why you decided as you did, stop…and go clean your hands.
Your conscience will likely thank you.
—–
Image Source: http://edina.k12.mn.us
Related posts:
Twitter Art: @DeborahH
Apropos of nothing, I just wanted to show this really cool background image from the Twitter account of one of my @LeadershipHaiku buddies in Germany, Deborah Hartmann Preuss.
The image is a collage she made in art school, from New Yorker magazine covers, about work-life balance. Nice. Very nice, indeed!
Turns out that Deb is a professional coaching colleague, too. And a CTI-trained one, at that. Just. Like. Me.
Small world, huh?!
Deb’s contact information:
- Web: http://deborahpreuss.com
- Twitter: http://twitter.com/deborahh
Related posts:
A Noun Called ‘Happiness’
I’ve been working on something with a few clients lately – a way to ‘tune in’ to more happiness. The way it works is this:
‘Happiness’ is a noun, which means it could be a person, place or thing.
So, the exercise is in three-parts:
Part One - Identify a person who makes you happy. The person could be living or not, someone you’ve met, or just read/heard about, someone famous or not. Then spend some time being with, or even just thinking about, that person.
Part Two - Identify a place that makes you happy. Maybe it’s defined by its geography, like a town or city. Maybe it’s more of a type of place, like a bustling metropolis or a quiet community or a vacation spot. Regardless, spend some time there – even if it’s only in your imagination – so that you feel its rejuvenative powers.
Part Three - Identify a thing. A picture, a color, a time of day, a favorite old tree, the bright shiny sun, etc.
Give yourself permission to spend a few minutes with your favorite person, place, and thing – even if it’s just in your mind. See how relaxed, at peace, and happier it can make you.
Isn’t it great how you can’t help but smile about your favorite…nouns?!
—–
Original Source: http://www.ggci.com/blog/2004/04/noun-called-happiness.htm
Image Source: http://yourlifemagazine.com
Related posts:
A Seat at the Table
Another post from the April 2004 GottaGettaBLOG! Archives:
No doubt you attend more meetings than you probably care to. And no doubt, many of those meetings aren’t the best use of your time. So to suggest that there are some meetings that you’d actually WANT to attend must seem pretty absurd. But it’s not.
There are four types of meetings:
(1) the kind you attend that aren’t worth your time (most?)
(2) the kind you attend and are glad you do
(3) the kind you don’t attend and are glad you don’t (many?)
(4) the kind you don’t attend but wish you could
It’s this last category that’s worth another look. Consider:
:: What kind of meetings are these?
:: What would you be able to contribute if you did attend?
:: What would you be able to learn?
:: Who needs to know what meetings you’d like to attend?
:: Does he/she/they know?
Sometimes, you DO have to ask for a seat at the table. But when you know the answers to the questions outlined above, the asking (and answering) often becomes easier.
So ask!
—–
Image Source: http://people.smu.edu
Related posts:
Synergy versus Leverage
Continuing my stroll through the GottaGettaBLOG! Archives, I found this interesting post from January 2004:
I got into an interesting conversation about distinctions yesterday. Specifically, it was about the difference between ‘synergy’ and ‘leverage’. Here’s what we concluded:
Synergy is the idea that 1 + 1 > 2. In other words, when you’re working with someone on something at work, at home, at school, or wherever, the two of you can accomplish more working TOGETHER than you could if you each worked separately. So it’s like a teamwork, or delegation, kind of thing.
Leverage is the idea that 1 > 1. That is we can increase the amount of work we can do as individuals by changing HOW we work. So leverage is like a time-management, strategic implementation kind of thing.
So here are two questions related to these definitions:
- How can you increase the synergy you have with other people?
- How might you increase the leverage you experience in doing the things you do by yourself?
So what do YOU think about this? Share your comments below.
—–
Image Source: http://www.sd104.s-cook.k12.il.us
Image Source: http://www.sd104.s-cook.k12.il.us
Related posts:
Job Search Resources
Please be advised that GottaGettaCoach!, Inc. (GGCI) is now an affiliate of three job search websites:
TheLadders.com* – “TheLadders delivers pre-screened $100K+ job opportunities across all industries and locations, focused primarily on vice president, director and manager positions. TheLadders also helps job seekers and recruiters network outside traditional job listings to find unadvertised opportunities and make valuable connections. Additionally, TheLadders offers an executive-level resume-writing service and career-advice center. So whether you’re headed for the corner office, you’d like to switch careers, or you simply want more job satisfaction, TheLadders can help get you there.”
Vault.com* – “Vault is the Web’s one-stop destination for millions of professionals who are job hunting – or just serious about managing their careers. There are many new entries to the career information arena – but Vault has been gathering unbiased, insider information and data about companies, industries and specific jobs for more than 12 years.”
6FigureJobs.com* – “6FigureJobs is the premier executive career management site where high profile executives and senior-level professionals go to post their resumes with full confidentiality and search through thousands of $100K+ executive and management level opportunities. 6FigureJobs provides exclusive job postings from renowned corporate recruiters and executive search firms who select from our pre-qualified talent database of over 600,000 highly skilled executives and experienced professionals.”
—–
*Disclosure: As an affiliate of these job search sites, GGCI earns a small commission whenever anyone signs up for their services through these specific ‘affiliate-coded’ links.
Related posts:
Are ‘soft skills’ really important?
From the GottaGettaBLOG! Archives, this one from December 2003:
On one of the message boards I frequent, someone asked for a good definition for the term ‘soft skills’. Here’s how I replied:
“When I think of ‘soft skills’ I think of how airline pilots can smoothly land a plane. Sure, a crash would address the basic need – to get us out of the sky – but we passengers wouldn’t be so quick to line up for the next flight now would we?!
In a business (and leadership) context, soft skills are what enable safe landings, too – they encourage and motivate people to literally and figuratively stay on board, regardless of how bumpy the flight has been.
“Now isn’t that a refreshing way to look at it?”
Research increasingly shows a definite value Return on Investment (ROI) when a leader works on his/her ‘soft skills’ - http://www.ggci.com/ROI/SurveySays6.htm#calculation.
—–
Image Source: http://cdn-www.airliners.net/
Related posts:
