Archive for category WorkPlace Skills
#TipsforShyPeople Series: This is a follow up from the Networking Tips for Shy People (which was a reply to Israel’s question). Interviews are critical huddle that every job seekers must scale…and for shy folks this is not funny at all. However, first impressions are everything, so if you’re shy by nature, you need to break out of your shell if you’re trying to impress someone.
This is extremely crucial during a job interview and in fact, shy people need to “express a high level of self-confidence” even more so than extroverts, said Bill Rosenthal, CEO of Communispond, an organization aimed at helping professionals communicate more effectively. Read the rest of this entry »
Dear CoachFaith: I am a shy person. I can’t even hid it – am sure mine is a sort of disorder, I am extremely shy, it has obviously denied me of so many opportunity. However, against all odds I was favoured to land a banking job about a year ago, I work at the HR department of a leading Nigerian commercial bank, however the first thing my colleagues observe about me (even before my great IQ) is this shyness thing…am tired of this negative attention. I need help! And now it obvious my progress is tied to my network, so how do I go about this? – Israel, Abuja Read the rest of this entry »
Dear CoachFaith: I am 46 years old, and I’m going into my 7th year with a bank. I recently applied for a center manager position after our manager left for another opportunity. I have since been told, due to my minimal experience, I would not be chosen. Also, I have been told by co-workers it’s futile to try, especially with more experienced male competitors. However, political indicators tell me it’s all in who you know, rather than hard work and work ethic. Should I give up on moving up in the banking world? — Lola, Ikeja Read the rest of this entry »
Dear Liz, I’m happy to have found your advice column. You deal with the exact type of sticky human topics I face all the time in my job. I manage a retail store, part of a national chain. I enjoy working with my retail sales team members, most of whom are pretty young, and I really enjoy helping people succeed and grow as people and as professionals.
I have a team member we’ll call Francesca who is a top performer in many ways. She gets to work on time and does a great job. She helps her teammates. She is a tremendous asset. She is very knowledgeable about our store and pleasant to our guests.
The one thing Francesca has trouble with is accepting any kind of criticism or coaching.
She can’t do it. Her team leader has tried several times to say, “Francesca, thank you for your tremendous work! Can I make a suggestion?” and Francesca’s face immediately changes. She hardens. She says “About what?” with a suspicious tone.
My team leader will proceed to say something like, “At times, when you’re restocking the shelves you’ll leave a box in the aisle and then our guests have to walk around it. I just want to remind you to make sure and pick up your boxes whenever you change aisle”
Francesca immediately launches into a defensive tirade. She turns into a different person. As long as we are praising her (or just chatting about any topic) she is fine. The minute anyone, including me, tries to coach Francesca, she can’t handle it. She freaks out. What can we do to help Francesca learn to accept coaching and learn from individuals? – Joyce
Dear CoachFaith: My son, Dan, recently began working with a IT firm at Ikeja. He did not ask appropriate questions because he resumed duty at the company. The employer was not forthcoming with this important company rules and information either. Once he started and was given the employee manual, he discovered the company had some funny conditions of service for example, they only pay for only one week of vacation after completing one full year of work! Further, his hours are now 6:45 a.m. to 5 p.m., with only one hour for lunch, and he receives no differential pay or over time. Is there anything he can do? – Joyce, Lekki Read the rest of this entry »
Dear CoachFaith, I work at an NGO with international funding, I have been with them for about 15 years now, in fact I have been with them since my NYSC days. I and two other colleagues are currently being considered for managerial appointment, with new posting to manage the proposed office in Liberia come 2017. We are currently being observed – like a probation. What is your advise for me at this period! How can I stand out! – Kemi, Abuja Read the rest of this entry »
Two days ago I received a mail from Jobberman (Nigeria’s leading online recruitment board). It read as follows:
The maiden edition of the Jobberman HR Breakfast was a remarkable success.
The event which attracted top HR practitioners from all over Nigeria was a great eye-opener as key issues relating to downsizing and employee benefits were extensively discussed by stakeholders in the industry.
Click here to download the communique and learn more about the event, and how the recommendations can help your organization. .
To your success,
I took the pain to download the communique and was greeted by three grave realisations…’grave’ because I was surprised (maybe scared) that the best Jobberman and these top-notch HR can do was gather themselves to conspire against US. These are their conclusion after exhaustive presentation and deliberations:
1. Downsizing is the ‘better’ way for companies to survive the present harsh economic realities.
2. That companies may wish to consider ‘downsizing-benefit’ to avoid negative PR.
3. And Jobberman offered that when (not if) the companies decide on either 1 or 2 above, they could offer an executive landing board for us at Jobberman Outplacement for ‘rehabilitation‘
Imagine! This was what they gathered to discuss for hours.
What Way Forward?
If you take a normal healthy frog and throw him into a pot of boiling water, he quickly jumps out. However, if you place the frog in a pot of water at room temperature, and very slowly heat the water one degree at a time he passively floats in the water and literarily allows itself to be boiled alive. Unfortunately too many people today respond to changing times much like the boiling frog. They act as if change doesn’t exist in the hope that maybe it will all go away.
We know things are changing – maybe faster than we would like. Climate change, dropping oil prices, resource depletion, population growth, technology changes, economic booms and busts, increasing unemployment etc. Many of these challenges seem beyond our control. However, the way we think about them, and how we react as individuals, groups, organizations and networks, is under our control.
Two homeless men sat on a park bench discussing their unfortunate fate. “I’m here because I wouldn’t listen to anyone,” said the first.
“That funny” said the second. “I’m here because I listened to everybody.”
In a rapidly changing world, no one has all the right answers, because no one knows what the problem and opportunities will be. All we really know about the future is that things are not the same. Whatever the future holds, this much is certain, with massive change comes more opportunity.
Our job in these changing times is to stay aware of what’s happening and be prepared to act fast. How you do your job is crucial to staying employed. Remember, there are no guarantees in today’s job market. But the market will surely smile on those employees who demonstrate an understanding of the rules (Watch out for my book Job Hunting: Old Game, New Rules).
In other words, your employability is up to you. You and you alone are in charge of your career – and the rest of your life. Best of luck! Good comes to those that don’t give up!
While you may not have job security, you can create employment security. Employment security is achieved by sharpening your ability to learn and keeping up with latest and best ideas in your field. Learning how to learn is the ultimate employment security.
Excepts from Job Hunting: Old Game, New Rules