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Finding Normal Throughout my life I have periodically heard, and even used, the phrase, “I can’t wait until things get back to normal.” Never has it been so often expressed as in the past several months. Yet, this begs at least a couple of questions: “What is normal?” “Why are we so anxious to go backwards in order to get to it?” According to a few dictionaries I’ve reviewed, normal is defined as “conforming to the standard or the common type; usual; regular; natural; serving to establish a standard; of natural occurrence; the standard or type.” Okay. I’ll accept that. However, there is another phrase that has almost become a maxim in the 20 th and 21 st centuries, “The only real constant is change.” I have also found that to be accurate, and maybe even a truism. Therefore, change is normal and the only place to find change (or normal) is living in the moment and looking toward the future, not backward to where we have been. But if this is true, why can’t we wait to go back to so
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Win-Win Recruiting: For The Business and The Professional There 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 descriptio
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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 46 th  edition since it was originally published in 1970. Not just 46 th  printing, but the 45 th  update, renewal, revision, refinement, etc. to keep this tremendously helpful tool current with the ever-evolving world of employment. While the tools to secure an
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Strengths-Based Development Over 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 SWO
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