Build Your Network of Allies and Advocates

Whatever stage you are at in your career it is really important to build and nurture your network of allies and advocates. Consider your current network and see if anyone fits these definitions. Then review to what extent you do the same for them or others.

Allies: go out of their way for you by giving you names, resources, feedback or other help. They give advice that you respect. You do the same for them.

Advocates: are confident in your abilities and will speak up on your behalf. They are able to deliver on your requests and make sure the right people hear about you. You are equally supportive of them.

Managing Key Relationships at Work

How you manage your relationships at work is very important in achieving your goals and progressing your career. It is easy to not pay sufficient attention to key relationships due to a number of reasons such as location, availability and time. As a result things might start to go wrong. When a relationship is not going well you may need to review

• Expectations and deliverables
• Structural or organizational factors
• Style of communication and behaviours
• Re-negotiating relationships and agreeing changes

Are you Underearning?

Although the wage gap may favour men, both sexes worry about the future and share dissatisfaction with earnings. If you want to take a quick quiz to check your approach to money then go to http://www.sheconomics.com/. Sheconomics is all about women’s relationship with money; it was founded by financial coach, Simonne Gnessen, and psychologist, Professor Karen Pine. It acknowledges the emotions that women attach to money and helps women unravel the mysteries of the money world and their own psychological approach to it. Barbara Stanny has written a number of books on strategies for Overcoming Underearning and Secrets of Six-Figure Women which are worth reading.

Success Secrets for Small Business Owners Teleclass

If you truly want to turn things around and build a sustainable and rewarding business with more time and more money, then join us for our Success Secrets for Small Business Owners and Solo Entrepreneurs Teleclass, where we will show you

• How to stop chasing and start attracting clients
• The latest media and marketing tools and techniques both on-line and off line
• Systems to help you work smarter, not harder
• How to manage your mindset and avoid self sabotage

Our teleclass series will guide you through the process of attracting clients, making more money whilst working smarter and not harder. All you need is a telephone land line to participate and you will be instantly connected to a group of like minded individuals who want to ask questions, support each other and turbo charge their lives.

When: Thursdays 6, 13, 20 November and 4 December 2008
Time: 7.30 pm UK time for 55 minutes
Cost: £75 for 4 classes

Contact: info@realcoachingsolutions.co.uk

Tips to Survive Redundancy

Finding work after redundancy is a full time job but there is light at the end of the tunnel and many go on to dream lives. Try these 10 tips to success

1. Keep office hours and establish a routine

2. Research different options

3. Work as an interim

4. Tell everyone what work you want to do

5. Take on short term projects or assignments

6. Set targets for numbers of job applications per week

7. Buff up your CV and have others give you feedback

8. Post your details on internet job boards like www.monster.com

9. Register for networking sites like LinkedIn www.linkedin.com

10. Join a local business networking group

Women in Technology

womenintechnology is a leading on-line job board and networking group for women working in the IT profession. Their job board is helping major firms to raise their profile amongst female technologists in the UK – highlighting why they are an ideal place for a woman to have a successful technology career. In turn the job board enables female IT jobseekers to apply directly to organisations which are actively seeking more female staff.

They organise regular networking events that play a vital part in attracting (and retaining) women in the IT profession - www.womenintechnology.co.uk

What do Women Want?

It may be the most ancient question known to man causing consternation and chaos in countless great minds from Confucius to Freud. But the simple proposition "what do women want?" is often less complex than we might imagine.

So we conducted research into the key issues faced by female managers, directors and business owners, which revealed some enlightening factors. We asked:

What are the key challenges facing women in business?
It was no surprise to discover that the age old "juggling act" of balancing work and family responsibilities weighed heavy on the broadest and strongest of shoulders. Despite supportive partners at home the bulk of family commitments still fell to the woman so consequently stress, fatigue and burn out were real issues.

Others confessed that adopting a "macho" stance was often a coping mechanism when working in a male dominated environment where saying "no" to extra work was not an option and any kind of vulnerability was seen a weakness.

What specific skills do women bring to work?
Women excel at multi-tasking and communicating. They can type a report, deal with a crisis and negotiate deals on the side; whilst planning dinner for the family as well as remembering to wash the football kits. Women can be supportive team players and naturally intelligent leaders using empathy and compassion to get results too.

What do you think companies need to do to recruit and retain female talent?
Recruiting more women into senior and board positions would certainly enhance the profile of many organizations; whilst encouraging others to join or stay with the company. Flexibility was the common need for women in key positions. This would allow women to work around their home life without diminishing productivity.

Who or what has contributed to your success?
All the women in our report referred to great male and female managers and role models, who listened to them, inspired them and gave them the confidence to succeed. Others found a trusted team that supported them provided great strength and using a coach or a mentor as a sounding board was good for bouncing off risky new ideas.

What support, learning or development do you think women need in business today?
Promoting and providing job opportunities for women in senior positions needs to be supported with appropriate learning and development interventions. Confidence coaching would also help raise their visibility.

Other areas identified, where women would like increased help included managing stress, work/life balance, keeping up to date with information whilst taking maternity leave and support when returning after a career break.

Flexible Working

With the current downturn there has been a rise in the demand for part-time experienced staff as employers see it as a less risky strategy to adopt more flexible employment strategies.

Women Like Us is a social enterprise organisation that helps women with children to make the best choices for their working lives, and helps employers find experienced, part-time staff. They do this by offering advice, and delivering bespoke recruitment and consultancy services, specialising in flexible working.

Another company is Flexworks-UK which provides employers and recruiters with a 'gateway' to high level candidates who are seeking part-time, job share, temporary, flexible and interim roles via vacancy advertising.

Get the Scoop on Interviews

I hope you’ve had a wonderful summer and you are feeling refreshed and renewed.

If you have returned from vacation you may be one of the 76% who estimate that their stress levels are back to pre-holiday highs within a week of returning to work.

But before you ditch the office job in a fit of blues to head for a new role, read this month’s tips on handling the interview process. I asked my friend Collette Harrison, of The Harrison Partnership, who specialises in recruiting across all sectors, to give me the inside scoop.

Collette Harrison has interviewed hundreds of people for jobs across industry sectors and roles and knows from all the feedback that she has had from companies and candidates the pitfalls and traps that we can all fall into when attending interviews. Next time you are heading off to meet a potential employer consider Collette’s recommended tips:

Step 1: Get Organised – Preparation

Do your research on the role/organisation. Knowing something relevant and recent about the company will not only demonstrate your interest but could be a good starting point for a discussion on the company.

Know where you are going and give yourself plenty of time to get there.

Ensure that you have all of the interview details with you including the telephone number of the person you are seeing. If you think that you may be the slightest bit late then phone ahead to inform them.

Take a copy of your CV with you and be fully conversant with its contents. This may seem a little bit obvious but the number of times I have asked someone to give me some additional information on a role/project that is on their CV and the person wasn’t sure what I was referring to!

Study the job specification and match it to your CV so you can provide evidence that you meet the criteria

Step 2 First Impressions Count - The Interview

Dress appropriately. If you have been called to an interview at short notice flag to the person confirming the interview so that they don’t assume that you will pitch up for work every day dressed as a surfer!

Remember that you're making an impression as soon as you walk through the door and so be courteous to everyone, from the Receptionist to the MD – you never know who might influence the final selection of candidates, or even the job winner.

Don’t slouch in your seat be attentive and alert and maintain good eye contact with the person/people conducting the interview. If the sun is in your eyes or the chair is wobbly say something rather than squirm and fail to concentrate.

Listen, Listen, Listen, and Listen to what is being asked of you…. I can’t emphasise this enough. If the interviewer asks for you to provide a short overview of your career to date then don’t spend twenty minutes doing it. You can always ask at the end if they would like you to provide extra detail

Answer the questions that are asked, not the one’s you may have rehearsed. Don’t be evasive. Be specific, providing examples where appropriate and don’t waffle. Clarify anything that you are unsure of.

Always have questions to ask the interviewer – perhaps around culture, further career opportunities, what the next step in the process is. You can often distinguish yourself from other candidates by the questions you ask at the end. It confirms your ability to listen and digest information.

Step 3: Post-interview

Call your recruitment consultant and let him or her know how it went. Your consultant is employed by the company to liaise with you, and can also handle any queries or objections raised, or persuade the employer to wait while you supply more information.

Some interviewers may give you their direct line in case you have any further queries. Take advantage of this if necessary but don’t overdo it.

Allow a reasonable amount of time before getting in touch. At least 24 hours.

Write a letter confirming your interest and thanking the company for its consideration. A timely but subtle reminder like this could pay dividends.

About the Author: The Harrison Partnership was founded by Collette Harrison in 2004, who has over 15 years executive recruitment experience, 7 of those leading the interim management practice within one of the largest consulting firms. She has been at the forefront of setting standards in the industry for a number of years.