Recent Graduates -- Or Any Professional -- Be Open to All Possibilities

Good news. By all accounts and feedback, my Temple commencement address went well.

Soon it can be seen on YouTube and on our web site.

The audience got involved, and I had fun.

If you haven’t been following my blog, last week I was the keynote graduation speaker for the School of Communications & Theater at Temple University. There were 675 graduates, and another 2,000 plus (family, friends, faculty, etc) in attendance.

I must admit, I was stressed – but well-prepared!

The first two points I covered (which I wrote about in my last two weekly blog posts) were:

1)Play to your strengths and passion for greater success

2)Market yourself continually and professionally

The third point is: Be open to all possibilities.

The world is different now than when these graduates entered college, and it will continue to change.

The class of 2009 can’t afford to think in silos. This fresh crop of college graduates needs to be open-minded as to where they can apply their talents and skills.

If things don’t exist, or graduates have a tough time finding such “perfect” opportunities, they need to look for new ways to create them.

Where would the talents of a broadcast major fit? What nontraditional “platforms” can a theater major perform on?

Flexibility and creativity are key for new graduates. Continuing their education – whether formal or informal – will be essential.

The challenge for graduates is to focus on the next steps of learning.

My mantra is, “If you aren’t green and growing, you are ripe and rotting.”

Although my presentation was to recent college graduates, this message is valuable for all business professionals.

Next week, I’ll share my fourth strategy for new graduates. Stay tuned!

Post-Layoff Action Plan: Pick Up & Move On

I’ve been fielding many inquiries of late from members of the media – all related to stories they are doing about our business climate of increased job loss and a horrific economy – and how those who weren’t laid off can cope with the guilt of “survival.”

This week, a magazine asked me how I’d respond to this scenario: Someone calls. Mid-level executive. He's been laid off. What are the first three things you say?

Here’s my reply:

The number one thing I’d ask him is why would anyone hire him? In other words, what does he bring to the table?

The next thing I’d find out is if he has identified his skill set, his passion, and his overall objectives for any future jobs.

Lastly, I would discuss his network – can he go back to his internal, professional and/or community network, to make contact with people in these areas and tap into his connections?

Unfortunately, too often, people wait until something happens before they realize the power of building networks.

Another question the writer posed concerned the psychological effects of being laid off in a poor economy. She wanted to know whether it makes it better or worse, psychologically, if there seems to be a sense that “everyone” is getting fired.

I believe that the old adage that misery loves company doesn’t hold water. It’s one thing when everyone else is being laid off. It’s quite another when it happens to you.

Many people take it personally and go through a period of mourning and anger. Most people are scared. Depending on their financial situation, they might go into crisis mode.

This is not a time to feel sorry for yourself, although a weekend of self-pity and reflection doesn’t hurt. Then, get moving!

It is time to assess your skill set, your network, your possibilities, and then have a focused -- yet flexible -- approach to landing another position.

Being laid off can affect one’s self esteem, family relationships, financial security, and lead to “victimitis” -- feelings of having no control.

You may need to reassess your options, possibly moving, return to school, consider new certifications, starting your own business, and looking at interim or part-time positions.

Therapy is also an option if you have the insurance and/or money to do it. The worse thing that you can do is nothing.

You can combat a layoff’s effects by doing something – taking action.

I’m referring to attending networking events, job fairs, registering on career web sites, reading and responding to want ads, volunteering, contacting your own network, exercising, eating well, and renting some funny movies.

Attending a professional development seminar is a good way to meet people, get some career-related coaching and techniques for moving forward.

You may want to consider attending BRODY’s BOOST Camp.

Keep in mind, successful people look for ways to get better.

Sometimes, a setback is an opportunity to switch direction. Life must go on!

The World Isn't Fair

Granted, things are shaky with the economy and businesses everywhere.

So, what are your choices?

Give up or step up?

I am speaking about this very topic on November 6th in Chicago -- delivering a workshop presentation twice at the Healthcare Businesswomen’s Association (HBA) Leadership Conference. The title is “Step Up! for Success.”

Here is one of the key points that I’ll be making:

The world isn’t fair – it’s your attitude that counts.

People walk around lately as though they are victims. We aren’t.

We have choices – not always good ones, but choices all the same. No one wants to hear your whining. If you are lucky enough to still have a job, look for ways to make it more interesting. Make the changes that are necessary, or accept what you can’t change. Leaving is always an option.

Another thing you can do is hang around with winners, not whiners.

Negativity is toxic, and it spreads quickly. Every day, think about -- or better yet, write somewhere -- things that you are grateful for.

That attitude of gratitude -- which some of you may see as cheesy -- really does go a long way.

I’ll be sharing more of this message regarding stepping it up, and thriving in your career, despite economic factors, in my open-enrollment BRODY BOOST Camp career development workshop on November 13 in Plymouth Meeting, PA.

There are still some seats open for BOOST Camp; visit http://www.brodypro.com/site/boost_camp/Boost_camp.html to register, or call 800-726-7936.

10 Reasons Why I Love Business Travel

It was Sunday afternoon when I wrote this, and I’m on a flight from Philadelphia to Las Vegas.

From there, I head to San Diego on Tuesday to deliver a speech. Then, it’s a red eye home.

Last week, I had at least five people say, “Don’t you hate to travel? Aren’t you dreading the next few days?”

Although I don’t like leaving home on Sundays, my response to them was, “No.”

Since many of you reading this also travel for work, I thought I’d give my top 10 reason (in no special order) that business travel is a gift.

1) I am working. Given the state of the economy, I feel blessed to be working -- and I love what I do.

2) Dragging my suitcase (I only do carry-on) and my laptop, etc., around the airport give me great exercise. I used to complain about this, but now that I view it as gym time, I say “Bring it on!”

3) It gives me more chances to DO... Whether it’s waiting before a flight, or sitting on the plane (trains work, as well), I have time to catch up on reading, writing or thinking. When else do you have hours of uninterrupted time?

4) I have a chance to see different areas of the country. Granted there’s not much time, but by arriving a few hours early or staying late, I can take a tour of the city, go to a museum, or just walk around.

5) By staying in hotels, I have the luxury of ordering room service. And, I can try foods from different regions.

6) In the hotel, I have total control of the remote control. Not to say that my husband doesn’t share, but he doesn’t!

7) I can go to sleep whenever I want. This means I can stay up and watch late night TV or go to bed at 7.

8) There are fascinating people all around -- other road warriors, taxi drivers, shopkeepers, clients, etc. I’ve learned a lot simply by asking questions.

9) Did I mention that I’m grateful to be working? To have a job that helps people be more effective, to love that job, and to get paid for it – what could be better?

10) The chance to go home. Having missed family and friends, and to be missed, I look forward to business travel, so I can go home again.

Showing Thanks -- It’s Easy to Do & Pays Dividends

Kindness and empathy truly do matter in the workplace.

The Gallup organization did a poll and asked 8 million people to respond to this statement: “My supervisor, or someone at work, seems to care about me as a person.”

The result was that people who agreed with this thought were more productive, had strong client relationships, and longevity with the firm. We spend most of our waking hours at work. So, ensuring this statement is true is critical.

Everyone has a bad day, but if you manage others, remember the impact that your words and actions have.

Many times you are not even aware of the subconscious “communication” your body language and eye contact offers others.

So, I suggest you make a CONCIOUS effort to choose your words carefully -- two, in particular.

Say “thank you.”

Sure, it sounds so easy to do – but how often do you show gratitude for members of your team and others around you?

You may think that you are thanking people (and in your head, you are!), but does it actually happen?

You may think you appreciate others, but take a step back and re-evaluate your behavior. There is more than likely room for improvement.

I suggest keeping a daily log or journal of thanks – it may seem hokey, but I guarantee it will reap rewards.

Track how many times you say “thank you” during the business day, and to whom it was said – Joe in accounting, your assistant, client, the mailman, UPS delivery man, or your boss.

These “thank-yous” can be conveyed in person, via e-mails, IMs and text messages, or on the phone. Of course, nothing beats a handwritten note. Just track them during the course of one work week, and see the results.

You don’t have to go overboard, just be genuine. Believe me, people can see through fakeness and transparent attempts to curry favor.

I guarantee you will have a more positive work environment, with more smiling faces. And, over time, your “thank-you” efforts will pay off with increased employee loyalty and longevity, and increased sales.

Two words, said with sincerity and repeatedly – thank you. Try it today. Thank you.

I Quit, But Forgot to Tell You (Guest Blogger Terri Kabachnick)

This week, while I’m away on a business trip, I thought I’d have my mastermind group colleague Terri Kabachnick of The Kabachnick Group, www.kabachnick.com, share some of her wisdom regarding how to keep a company’s most important asset at hand and productive – the people – and focusing on the importance of job satisfaction vs. retention.

"DETACHED, DISHEARTENED AND DISCONNECTED – DO THEY WORK FOR YOU?

As customers, we have been 'served' by people who quit but never left. As employees, we have been managed by bosses who quit but managed to stay. As managers, we have managed people who physically attend but mentally pretend.

Far too many companies suffer from the tremendous cost of employee turnover and what they must do to retain valuable workers. Retention remains a critical challenge for all businesses, but it’s time to redefine the term. We must examine the reasons for retention, as well as its benefits and costs, and realize that the virus of disengagement is spreading throughout the workplace – usually faster than turnover.

TO RETAIN OR NOT

Retention is not a cure for turnover. Retaining a disengaged employee is far worse than letting him go – regardless of how valuable he once was. Far too much time and money is wasted on training workshops and seminars teaching disengaged workers how to 'talk the talk,' when in the end, they won’t 'walk the walk.' Instead, we must learn to recognize disengaged workers before we waste more time and money in futile attempts to change them.

STEPS FOR DEFUSING THE DISENGAGEMENT PROCESS

1. Take the temperature of your organization often. Use unbiased tools and assessments to unearth the truth.

2. Continually coach employees to improve job performance.

3. Alert employees when they’re about to make a mistake.

4. Teach employees new ideas and concepts so they can increase their value.

5. Be brave enough to communicate in clear, direct language.

6. Focus on the individual’s assets.

7. Be honest in understanding your own strengths and limitations as
a leader.

8. Pay attention to your 'quiet talent,' recognizing their consistency and dedication; reward them in quiet ways.

9. Invite top performers to meetings they would not normally attend.

It is critical that managers know their employees’ job satisfaction status. If disengagement has set in, a thorough assessment must be completed before any solutions are prescribed.

Managers need to uncover the roots of disengagement and define the focus of improvement. Trying to determine reasons for disengagement by simply asking the employee is like trying to diagnose a heart condition by merely listening to the heart."

And, the employee must agree that your assessments and analyses are correct. Opinions play no role in diagnosing disengagement.