Managing one’s professional path, sharpening one’s skills and developing one’s unique persona and brand, takes making a plan, it takes patience as it is built over time and it requires behavioral consistency, and maybe most difficult of all, being on the receiving end of direct feedback along the way.
After working in and watching Job Search Accountability Groups form and fold through the years, I have a theory about what makes and sustains an effective Accountability Group. I have created a set of rules that may help those of you who are in groups already and want to create some structure to the group’s interaction or for those of you who are considering forming a new Accountability Group.
Recruiters are calling, but candidates aren’t picking up. Sounds implausible doesn’t it? During this time of our lives, when the unemployment rate sky rocketed over the last 4 weeks, when companies have been mandated to shut down operations and we are all in pseudo-isolation mode, why wouldn’t someone out of work answer their phone?
So here it is, I am going way out on a limb: I am of the platform that has to do with Thriving. Give me a man or woman, regardless of their age, religion, gender preference, disability (and any of the other classifications), who desires the chance to pursue meaningful work, be productive, be a provider, to contribute, improve their own lives, their family’s lives and the lives around them, and I am for that political platform.
The BEST career advice I have ever received was gifted to me 20 years ago. At that time, I reported to a Divisional President, who said to me “To be successful, you need to be the expert in what you do. You need to be the one that everyone thinks of, that everyone calls, when they have a question or need of information about that thing that you do.”