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What Makes You Happy Can Make You Rich

What Makes You Happy Can Make You Rich

 
One of the perks of working with so many different people is, I get to help folks from diverse backgrounds to conduct personal assessments into what they value, and then help them to pursue the dreams that they left behind years ago.
 
While many people refuse to follow their passions when then gave up on obtaining their dream job, I get to coach my clients how to figure out what they do best and what they love to do, then where those two overlap, we have identified their DREAM job which I teach them how to pursue in their next job.
 
With so many highly qualified people out of work, under-employed, and struggling to make ends meet, now is the PERFECT time to come up with a new definition of “wealth.”
 
While America struggles to reinvent itself, now is the perfect time to adjust our notion of success. Can we alter our prevailing definition of the wealth as the successful acquisition of materials objects to a new concept of success as doing what’s best for others?
 
We are already witnessing a change in what we value, with the proliferation in social corporate responsibility not as a PR goodwill ploy, but as a sincere effort made by organizations to have a positive impact on society. We see it in the Green movement, the increase in micro-lending, a relatively new societal pursuit for alternative energy/fuel sources, a more ethical treatment of animals, a movement to preserve our natural resources, etc.
 
 
Instead of arguing that you can’t pay your bills by chasing your dreams (those interests/hobbies that you pursue on the side), I would argue that each of us should make a renewed effort to reconsider that what we enjoy doing “ON THE SIDE OUTSIDE OF WORK” that fulfills us, COULD be our next full-time employment opportunity.
 
What do you do to make you happy? Coach Little League? Volunteer in your church/synagogue? Serve on your children’s school Board? Lead fundraising efforts for community projects?
 
So many people are doing this now as we pursue second careers. As our nation struggles to create jobs, each of us will have to create our own jobs, to ensure we are employed in the future.
 
So I ask: “What makes you happy?” It can make you rich, if you pursue it with passion and intensity.
 
How do you accomplish this? Create a list of all the things that you love to do. then, create a second list of the things that you do really well. Where these two overlap, you have identified your DREAM job. Once you find those things that could constitute your future calling, you need to develop an action plan.
 
This action plan will include all oft he steps required to turn your dream job into your next job. List all the actions, start and end dates, prioritize with a 1-3 ranking with 1 being critical To-Dos, priority 2 items are the things you must get done in a short period of time, and the 3s are the things you need to get done. Identify the contingencies for each action, those things that will prevent you from completing those tasks.
 
An additional step in conducting a successful personal assessment is to figure out which types of organizations you would like to work for. what are the values that matter most to you. Pick five key adjectives that you think define you. Next, create a short list of the top 4-5 things that matter most to you in your next job. Some things you might be pursuing include: creativeness, variety, ability to take risks, personal growth, positively impacting society, recognition, work-life balance, etc.
 
Next, complete a personal job search marketing plan. Here’s what you need to include on this 1-2 page document:
Your Name
Your Address
City, State, Zip code
Tel. (xxx) xxx-xxxx
Cell (xxx) xxx-xxxx
Email: JaneDoe@gmail.com
LinkedIn profile: https://xxxxxxxxxxx
 
Section 1 – Summary of your professional qualifications:
 
I possess X years of experience in Industry 1, Industry 2, and Industry 3, with core competencies in:
* Competency 1
* Competency 2
* Competency 3
* Competency 4
 
Section 2 – My Target Job Functions and Job Titles Include:
Function 1 Function 2 Function 3 Function 4
Job Title 1 Job Title 1 Job Title 1 Job Title 1
Job Title 2 Job Title 2 Job Title 2 Job Title 2
Job Title 3 Job Title 3 Job Title 3 Job Title 3
Job Title 4 Job Title 4 Job Title 4 Job Title 4
 
Section 3 – The Key Responsibilities That I am Seeking Include:
* Responsibility 1
* Responsibility 2
* Responsibility 3
* Responsibility 4
 
Section 4 – My Ideal Company Characteristics and Locations Are:
Key Company Attributes Ideal Job Location
Entrepreneurial culture, small start up, and condones calculated risk-taking NYC, Northern / Central NJ, etc.

Section 5 – Target Industries and Organizations I might like to work for:

Industry 1 Industry 2 Industry 3 Industry 4
Organization 1 Organization 1 Organization 1 Organization 1
Organization 2 Organization 2 Organization 2 Organization 2
Organization 3 Organization 3 Organization 3 Organization 3
Organization 4 Organization 4 Organization 4 Organization 4
Organization 5 Organization 5 Organization 5 Organization 5
Organization 6 Organization 6 Organization 6 Organization 6
 
By achieving your DREAM job you will experience an entirely new experience in your next job…HAPPINESS. And that’s a priceless position to be in these days.

You're Worth PENNIES on the DOLLAR

You’re worth PENNIES on the DOLLAR

 
It’s true! Research shows that $.75 on EVERY dollar that employers spend on employees is wasted.
 
Here’s why: when a person is hired to fill a position, they provide a set of solutions by performing certain tasks within an organization.
 
Few organizations that I have coached/consulted actually conduct an assessment of the individual’s core competencies, to expand the job description to include all of the skills that you possess and the things you do REALLY well (core competencies.)
 
If you are really strong in say 6-8 key areas, your job may only allow/require you to use 2-3 of those skills in your day to day roles and responsibilities. That’s 25% of your full talent potential.
 
According to a Global Workforce Study conducted by Towers Perrin in March, 2008, only 21% (1 in 5) of the employees surveyed are “engaged” in their work, and 38% admitted being partly to fully disengaged. Engagement was defined as employees willing to go the extra mile to help their company succeed.
 

 
The other things you do really well and maybe are most passionate about remains dormant…UNUSED in that organization that is paying you for your collective experience, training and skill sets.These wasted skills when applied to EVERY employee could be the difference maker in organizations remaining competitive, esp. in times like today when precious resources CANNOT be squandered.
 

 
In a 2008 study by Resources Global, 80% of global HR leaders believe the “war on talent” is a key & enduring business issue in the next ten years. How can this be reconciled against employer claims that there is a lack of qualified/skilled labor? It can’t!
 
What if organizations took a DIFFERENT approach to talent management…

What would happen if your company constantly assessed its people’s strengths, took active steps to expand their talents and skill sets through training, moved their employees into other jobs to make BETTER use of their untapped talents, and created opportunities for employees to experience the entire organization by conducting job rotations, work-sharing, and cross-functional team-based work flows?
 
Taken to the extreme, organizations could create entirely NEW roles for each employee, in order to take advantage of their many unused talents, skills, and passions?
 

 
It is relatively EASY to conduct a human capital audit for each of your employees.
 
You match the employee roles and responsibilities in their current job to their core competencies. Once yo identify their unused talents, you create a mini career development plan to determine the time frame their manager to incorporate those unused talents that the manager and employee agree to incorporate into their daily workflow. There are tools that you can rely on to help you manage this MATCHING process. I’ve developed a Human Capital Audit web application that helps organizations to do this.
 
“…at a time when companies are looking for every source of potential advantage, the workforce itself represents the largest reservoir of untapped potential.”
– Julie Gebauer, Towers Perrin Managing Director
 
By matching employee skills to their daily job requirements, organizations would develop a workforce filled with top-performing employees (the Jack Welsh model with only type A – Star employees.) You would create an entirely engaged, motivated, and passionate workforce.
 
That in turn would foster a higher level of employee loyalty, retention, and a wealth of new ideas creation flooding your organization with new products and services, more effective ways to find, keep, and up-sell clients, more efficient operations, reduced costs, better inventory management, quality control measures, etc.
 
Think of the commensurate benefits gained by organizations that embraced such talent management practices. You would have much higher employee attendance, greater productivity, stronger financial performances. you would have a world filled with world-class organizations like Microsoft, Google, Apple, Disney, SAS, Boston consulting Group, Hasbro, Wegmans, Cisco, etc.
 
* 88% of U.S. workers consider themselves creative BUT only 63% said their positions were creative.
 
* 75% of survey respondents thought their employers valued creativity.
 
* One in five said they would change jobs, even if it meant LESS money to be MORE creative.
 
(Survey conducted by IPSOS Research in 2007 to 564 adults commissioned by the Fairfax County, VA Economic Development Authority for the 2007 National Conference on the Creative Economy.)
 
Instead, many organizations remain content to achieve relatively low returns on their aggregate investment in their workforce. This is especially true when you factor in ALL of the costs associated with employees such as: recruiting costs, salaries, benefits, training and professional development, social security and other expenses mandated by law, equipment, utilities, rent/mortgage costs, insurance, and incidentals.
 
Only when organizations realize their employees are the GREATEST asset and work to cultivate that resource for competitive advantage will they unleash the full potential of their workers.
 

Ethical Business Organizations Are MORE Profitable!

Ethical Business Organizations Are MORE Profitable

Organizations that do good are more successful in the markets they compete in. Stated bluntly: Ethical businesses that do right…do better!
 
As a business coach, I always remind my clients if they implement ethical practices, it will have a direct POSITIVE impact on their bottom line. It turns out, there is an entire field (heck a global “Who’s Who”) of organizations that prove this is TRUE.
 
Check out this year’s list of 110 companies that have been awarded the prestigious “World’s Most Ethical Companies” distinction.
 
These organizations, which represent a broad range of sectors/industries, have outperformed the S&P 500 over the past three years, during the Great Recession.


What does it mean to lead an ethical organization?

First off, you don’t just HAVE an ethical organization…you BUILD it!
You start by defining the organizational values and beliefs that are important.
This step seems to get lost with most of the entrepreneurs and start-ups that I consult with. However, it is often EASIEST to include ethical behavior/morality as part of the organization’s BUSINESS plan BEFORE a business is formed, then grows and becomes entrenched in its artifacts and hard-wired behaviors.
 
More than anything else though, ethical organizations are created by ETHICAL LEADERS!
 
Ethical leaders can be identified and are placed into positions based on the specific innate traits and skills they possess/exhibit. The qualities they possess are courage, generosity, modesty, benevolence, fairness, justice, self-control, and sociability.
 

 
Ethical leaders display a keen sense of altruism by promoting the best interests of others (most notably their followers), at the expense of ethical egoism or acting in their OWN best interests. They are “hardwired” towards utilitarianism – the act of creating the greatest good for the greatest number of people. They always try to maximize social benefits while minimizing societal costs.
 
According to Ronald Heifetz: “Leaders help their followers confront and overcome conflict by effecting change.”
 
Robert Greenleaf’s extensive research into the field of ethical (“servant”) leaders found the following:
* Leaders should be attentive to the concerns of their followers, and empathize with/nurture and care for them.
* Leadership is given to people that should serve others.
* Caring leaders always help followers become more knowledgeable, free, and autonomous.
 
Social responsibility to care for the have-nots.
 
Simon (Sinek) says GREAT leaders ask: “Why…What…How?”
 
A field of leadership study called the STYLE approach assessed how ethical leaders actually behave. Ethical leaders with a strong employee orientation engage followers (direct reports) with a strong human relations focus. These leaders care about their people (also referred to in leadership studies as the “consideration” approach.)
 
Given the importance of caring leaders in developing ethical organizations, why are so many institutions run by poor leaders? The answer…”they’re NOT!” They are MANAGED by people that were given positions of immense authority not based on their ability to lead but some other factor(s). The practice of putting people that are ill-equipped to lead into top positions has a special name…it’s called the “Management TRAP.”
 
If ethical behavior is a straight path to profit, why are so many heads of organizations ethically “challenged” these days? I mean, the list (of unethical organizations) goes on and on…British Petroleum, Bernie Madoff, News Corp, Monsanto, Exxon/Mobile, Halliburton, Adelphia, Global Crossing, Worldcom, Arthur Andersen, Enron, Phillip Morris… Clearly, while being ethical has a direct correlation with success, unethical organizations can turn a buck or (a few billion.)
 
An outgrowth of ethical business practices can be found in corporate social responsibility and the Green Movement. This is not the same thing as organizations putting a positive spin on their activities only to achieve goodwill/positive PR. Rather, ethical organizations exhibit a genuine concern/passion for positively impacting society long after they’re gone.
 
The take-away for organizations is, even if you don’t care about practicing ethical behavior for altruistic reasons then I propose your organization pursue them as a means of staying competitive.
 
Some great resources to explore this topic further:
 
* Joanne B. Ciulla: “Ethics, the Heart of Leadership.”
* Robert Hoyk & Paul Hersey: “Ethics and Employees.”
 

So…what do you think?

Use Social Media for Your Personal Branding

Use Social Media to Build Your Personal BRAND


 


Social media is all the rage these days. You see it EVERYWHERE! Virtually the whole world is one global online social networking village, between the 800 million users on Facebook and 120 million on LinkedIn.
 
How can you build your personal brand in this global network, without having your voice drowned out?
 
First, you need to understand that social media is another marketing platform through which you can extend your personal brand. Define your core competencies, values, beliefs, qualifications, and interests. Your strategy to build your brand online should supplement/suport your offline networking activities an more traditional marketing efforts (PR, print, broadcast, outdoor advertising, direct mail, etc.)
 
To that end, you MUST develop a strategic social media plan that integrates with your marketing plan and includes the following:
* A comprehensive and COMPELLING definition of your personal brand in significant detail with core messaging including your value proposition, core competencies and unique selling proposition – WHAT MAKES YOU UNIQUE?;
 
* The segments you plan on targeting;
* The 3-4 industries you wish to pursue;
* Industry associations, networking groups, blogs, events, think tanks, consortiums, journalists, and subject matter experts.
 
Armed with your strategic social media plan, you need to limit the scope of your approach so it is manageable. Begin by completing your FREE profiles on LinkedIn, Twitter, Facebook, and MeetUp. Commit to investing 15-30 minutes each weeknight and 45 minute to an hour each weekend day for 1-2 months.
You will need to create your own website and blog to serve as the core of your social networking efforts. Two of the more popular blogging services that are both FREE are Google Blogger and WordPress.
 
WordPress is a much more robust publishing platform. There are many free seminars/workshops/courses offered online and near you that can help you get started.
 
A blog is a recurring regularly scheduled article you publish on specific topics. The typical length is 600-800
 
Understand that there are certain guidelines you should follow when developing your social media strategy. For starters, it’s NEVER about the QUANTITY or size of your network but the QUALITY of your online relationships. A great TOP-10 list from Shama Hyder Kabani’s: “the zen of social media marketing“:
 
* Decide where you stand on the types of relationship you want to have and the kind of information you want to disseminate.
* Determine what constitutes social media and the social networking resources you can utilize.
* Clarify who owns what when it comes to the content you create directly or re-purpose/republish from others.
* Keep all your confidential information PRIVATE.
* Decide who is responsible for creating, distributing, and monitoring as well as performing analytics to gauge your social media ROI.
* Dictate the rules of engagement without being a dictator.
* Address taboo topics.
* Have a system for monitoring the social sphere.
* Make training easily available for all your employees that are tasked with being social media ambassadors in your organization
* Have a crisis plan – see Blackberry!
 
There are a Gazillion resources out there to get started. A random list of the more popular ones include:
 
All top
Digg
Mashable
Social Media Today
Delicious
Postling

High Employee Productivity Demands Are Killing the American Worker

How Work is Killing the American Worker

 
The #1 Killer of American Workers Is… THEIR WORK.
It’s TRUE! According to Center for American Progress, American workers are the most OVERWORKED developed nation IN THE WORLD.
* In 1960, 20% of American mothers worked. Today, 70% of all American children live in households where ALL adults are employed.
 
* The U.S. is the ONLY country in the Americas WITHOUT paid parental leave benefit. The average is over 12 weeks paid leave anywhere other than Europe, and 20 weeks in Europe.
 
* American workers work 137 hours a year more than Japanese workers, 260 hours more a year than British workers, and 499 hours a year more than French workers.
 
* In the US 85.8% of males work more than 40 hours a week, and 66.5% of females work more than 40 hours a week.
The increased work demands placed on American workers to achieve constantly high levels of employee productivity take a tremendous toll over time, as we struggle to maintain a healthy family/work/self balance. There is even a field of study dedicated to the phenomena of overworked Americans. Many books that have been written on the subject include:
 
* The White-Collar Sweatshop by Jill Andresky Fraser.
* The Overworked American by Juliet Schor.
* The Working Life by Joanne B. Ciulla.
 
Being overworked can lead to more stress that manifests itself in the following ways:
* Fatigue
* High Blood Pressure
* Heart Disease
* Substance Abuse
* Lost Time With Loved Ones
* Spousal/Child Abuse
* Anger Management/Road Rage
* Early Death
* Suicide
 
There is only 168 hours in the week. One way to deal with stress is to understand what is causing it. To effectively do this, keep a STRESS journal, or log of things that create stress in your life for THREE days. To get a better handle on your time management, I suggest you use a calculator to determine a starting point for your personal work/life balance.
 
 

 
 
 
The demands we face in trying to manage our time, keep our calendars in order and have time to ourselves manifest itself in increased stress levels.
 
Stress takes a tremendous toll on individuals emotionally and physiologically in the form of:
Fatigue
High Blood Pressure
Heart Disease
Substance Abuse
Lost Time Not Spent With Loved Ones
Spousal/Child Abuse
Anger Management/Road Rage
Early Death
Suicide
 
You need to find the time to make your own personal time. Some strategies to this include:
* Pick a time of day that is ALL yours. Communicate to all there are NO exceptions .
* Rediscover your interests/passions.
* Make time to exercise to increase your energy level and makes you MORE productive.)
* Slowly introduce more activities that are important/special/relaxing to YOU.
* NURTURE YOURSELF – Eat healthy, get MORE sleep.
* Seek professional help – does your employer offer an Employee Assistance Program?
 
I have developed a new suite of programs for organizations to help their employees in the following areas:
 
* Manage Chaos to Seize Opportunities

* Work/Family/Self Balance…It IS Possible

* Time Management: OWN Your Calendar

* Reduce Stress…to Your Health!
 
Contact The Chazin Group to obtain more information on these exciting new programs.

America's Abysmal Future Employment Opportunities

The UGLY Truth About America’s Jobless Economy

 
Based upon the MANY conversations that I’ve had with people about America’s jobless economy and lack of abundant employment opportunitiesthe last few weeks, it is clear that we are LONG past due the time required for an honest conversation about the HORRIFIC state of America’s “JOBLESS” economy.
 
Our economy has been transforming at a tremendous rate of change since we evolved from a post-Industrial manufacturing society to an information and technology-driven market.
 
Entire industries have been transformed due to advances in technology (most notably the Internet.) Sectors of our economy such as printing & publishing, advertising, retail, accounting, manufacturing, banking, and financial services have all been transformed. Significant transformation demands the kind of new skills, training, certifications, and knowledge that threatens the entire American workforce and leads to a severe shortage of attractive employment opportunities.
 
Making matters significantly worse for America’ workers, the myopic short-term profit centric focus of our business “leaders ” has led to tremendous employee layoffs through outsourcing, off-shoring, downsizing, right-sizing and re-engineering as they pursued a scorched earth policy of seeking the cheapest available labor. We have become a society where there is no such thing as job security and the “contract” between employees and employers no longer exists.
 
The new “REALITY” for America’s workers.
 
The average American worker will now change jobs 8-9 times in their career (and the number is on a rapid rise.) One in four Americans can now be classified as contract/independent workers or consultants who are employed on a full-time basis and have ZERO guarantee of steady income.
 
The state of America’s workforce is SO bad, that wee can’t even determine an accurate accounting for our nation’s unemployed since so many people that are ready, willing, and able to work have given up on looking for work. Pick a number….how about 15-20% unemployed? The truth is, no one (especially the Bureau of Labor Statistics) knows for sure!
 
Remember the buzz in the media about a “recovery?” Well, it seems that recovery helped large corporations and the top 2% of America, but passed over the rest of us. Large companies have been performing quite well, but are hell bent on hording cash and paying senior executives exorbitant bonuses. No jobs creation there! Meanwhile, smaller companies (including the many I consult with) continue to struggle to meet payroll and keep their businesses afloat. Hire new employees? No way! They continue to be forced to operate with skeletal staffs they’ve had in place for several years since the last round of layoffs.
 
Insurance companies, banks, and credit card companies continue to prey on the balance of Americans that are in financial distress. This is where the public debate should be framed, and yet we hear nothing but the shrill sound of two parties not willing to compromise on a relatively minor issue of raising America’s debt ceiling.
 
The bigger issue is a lack of American leadership in politics, education, and business. For 40 years our leaders have taken the easy way out, kicked the can down the road and passed up on countless opportunities to move America forward. Well, that can is at the end of the road. Where do we go from here?
 
THIS is the broad debate that needs to happen NOW.
 
The fundamental question that DEMANDS a new kind of visionary American leadership to answer is this: “How can we put Americans back to work?
 
For three years, I have been working with all sorts of people from High School students to the mature workforce on ways to bulletproof your career in these turbulent times. There is an “across-the-board” fear at MOST levels of our society that people cannot find meaningful work, and our future is destined to be worse than today.
 
How did we bankrupt our future? How can we create jobs for our High School students and college graduates and a meaningful future for our children? When 2% of Americans control a majority of our nation’s wealth through Lobbyists and special interests, we are in danger. When a grassroots Tea Party movement of less than 10% Congressional representation can derail a nation’s political agenda, we are in danger. When our children finish well below the students of other nations in math and science proficiency…we are in danger.
 
Until an entirely new visionary leadership arises at all levels of our American education, political, and business systems, we are merely shuffling deck chairs on the Titanic American jobless recovery and will not see an abundance of relevant employment opportunities.