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Win-Win Recruiting: For The Business and The ProfessionalThere is a new paradigm evolving in the job market. It is creating a new world for employers and employees, businesses and candidates. It has a more level playing field than ever before. Therefore, it is important that both the business and the professional adapt a mindset of reciprocity, in everything from the early stages of marketing themselves all the way through screening, selection and employment. The players are now engaged in a game similar to tag—the role of pursuer and pursued can alternate within the same exchange in a matter of seconds. Whether we’re in the role of the business or the professional, each of us must now engage the recruiting process with clarity, candor and a spirit of mutual courting.
When we are in the position of the business seeking employees, it is critical that we set clear expectations, including the results required of the role we are filling. Throughout the history of job descriptions and job p…
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"What Color is Your Parachute" Book Review
As a new year begins, many of us engage in the long-standing tradition of making a New Year’s resolution. We typically establish these to improve our self or some aspect of our life, including our careers. Resolutions often involve improving roles in our current organization, finding a new place of employment or launching our careers. If any of these rings familiar for you, then I would invite you to join me for a brief exploration of “What Color is Your Parachute: A Practical Manual for Job-Hunters & Career-Changers” by Richard N. Bolles.

Let me preface this review with an important clarification that we will not just be reviewing the 2019 edition. It is the 46th edition since it was originally published in 1970. Not just 46th printing, but the 45th update, renewal, revision, refinement, etc. to keep this tremendously helpful tool current with the ever-evolving world of employment.

While the tools to secure and accomplish our wor…
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Strengths-Based DevelopmentOver the years, I’ve worked closely with individuals who feel stalled in their development and the value they provide. One common theme among them was that they and their leaders had focused on overcoming their weaknesses. In the end, however, this approach seemed to have a paralyzing effect on the individual and a biasing effect on their leader. It was almost as if everyone had forgotten why the individual had been hired in the first place—their experience and strengths, including their knowledge, skills and abilities. So in each case we decided to try a different tactic and change our paradigm to focus first on the individual’s strengths—strengths-based development. 
Strengths-based development doesn’t mean we neglect the individual’s weaknesses. Rather it means we begin with what makes the person valuable and build from there. While there are a variety of ways to engage strengths-based development, we will begin our approach with a personal SWOTH analysis.…
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Servant LeadershipThe idea of a servant leader may seem odd at first. A leader is defined as an individual who goes before or with to show the way. On the other hand, a servant is an individual in the service of another. Can these two characteristics, leader and servant, be brought together? Even if they can, should they? Doesn’t a strong organization call for strong leadership? With the two definitions so contradictory to one another, it may seem impossible to have a strong leader that is also a servant. However, servant leadership has proven to be an effective management style.
According to our definition, a leader requires at least one follower for them to guide and influence. Further, being a follower is a matter of choice; a conscious decision requiring action. This would mean that leaders need to earn their followers. 
Interestingly, many of the greatest leaders of all time had no position of authority or power bestowed upon them by a governing body such as Dr. Martin Luther King,…