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Blog Page, Career Coaching, Change Careers, Coronavirus, COVID-19, Find Your Why, Meaningful Work

The Difference Between Change and Transition

With COVID-19, we are navigating a shared change and very individual transitions.

Yes, there is a difference between the two.

They may feel the same, but they are very different. Change is external and transition is the internal process we experience in response to change. There are two books, both written by William Bridges, that I use when I work with clients in career and life transition. And this pandemic is certainly a career and life transition that none of us have experienced before.

Change is something that happens to people, even if they don’t agree with it. Transition, on the other hand, is internal: it’s what happens in people’s minds as they go through changeChange can happen very quickly, while transition usually occurs more slowly.” ~William Bridges

COVID-19 has changed us all. And, we are all transitioning in our very personal ways.

Using Bridges’ model, there are three stages of transition. Endings, The Neutral Zone, and New Beginnings.

  • ENDINGS: Loss, letting go, saying goodbye. If you are here, we talk about the importance of honoring what is ending. I’ve had clients plant trees, bury tokens, and unsubscribe to industry news to mark the ending of a chapter. Marking the end is necessary before a new beginning can start. 
  • THE NEUTRAL ZONE: Characterized by chaos, instability, disorientation. Sound familiar? And, also present in massive quantities in this zone are creativity, innovation, and possibility. If you are here, this state is temporary. The most important thing we can do is be compassionate with ourselves, find resources, support systems, and use mindful strategies to be open to the innovation and creativity that shares this space.
  • NEW BEGINNINGS: This is a phase of reorientation, acceptance, and identification with a new way of being. It may be that you accept the new that has replaced the old or that you see a sense of who you are becoming on the other side. If you are here, there may be relief that you’ve navigated through the uncertainty, there also may be new anxiety, excitement, and awareness that change may come again.

The change that the pandemic has forced upon us is shared. The transition we experience individually is very personal. Everyone moves through these stages at their own pace. I believe the more resources we have, the better.

These books are my go-tos. Bridges’ down-to-earth, practical concepts can help us navigate this shared yet very individual experience.

Blog Page, Career Coaching, Change Careers, Coronavirus, COVID-19, Find Your Why, Meaningful Work

We know of the glass ceiling. Ever heard of the glass wall?

We know of the glass ceiling. Ever heard of the glass wall?

A young woman stood on one side of a glass wall, watching her company’s business event happening on the other side. She was in there moments ago with her heels and suit. 

But pretending that she cared about the corporate blah-blah-blah wasn’t her jam. She left to get some air and caught the scene through the glass that now separated her from the event – and her fake self from her real self.

After years of deciphering clues from many glass wall moments, she fakes it no more.

If you’ve had your own glass wall moments – looking in, not feeling connected, not wanting to be connected – ask yourself:

  • What’s the scene I’d be excited to rejoin?
  • Who are the people, what is the environment, vibe, dress, emotion from that scene?
  • What are people talking about? Making? Creating? Building? Solving?

And maybe even

  • How can I create my own scene and invite others in?

Shatter the glass wall. Live you genuine.

I can help you do that. It’s my jam. 

Blog Page, Career Coaching, Change Careers, Coronavirus, COVID-19, Find Your Why, Meaningful Work

Has COVID-19 Revealed Your Why?

Is Your Purpose Unfolding During the Coronavirus Pandemic?

Sometimes we follow an instinct or our intuition, like an internal whisper, to make a career or life change and we aren’t clear on exactly why we are compelled to honor that whisper. Sometimes, we find value and meaning right away. Sometimes we struggle. And, sometimes, that “Big Why” is revealed much later…like during a global pandemic.

I am launching a video interview series and want to talk to people who are fully realizing the value of their shift during the Coronavirus crisis. I want to know how your your path unfolded. 

Here are two short ( 2-min) videos explaining the Honor the Whisper Project. Forgive the rough cut on the 2nd when my dog generously contributed to the audio!

Let’s create something together! Email Barbara@LiveYourGenuine.com or connect on LinkedIn to share your story.

Blog Page, Change Careers

3 Ways to Increase Your Capacity at Work and in Life 

Jonah Hill, actor-director-producer, was interviewed on the Howard Stern Show in October 2018 (I’m an unapologetic fan since the early ’90s) and something Jonah said about doing work he loves resonated so deeply with me that I made note of it and posted a meme. Little did I know that one month later, I would stumble across an opportunity to immerse myself in a brain-based coaching program to learn more about how creating and connecting forms the framework for building our capacity at work and in life.

Capacity. What is that anyway? Is it the amount something can hold? Is it output? It can be both; holding and doing. We can apply the word to how much water an unyielding glass can hold before it overflows or how many parts a machine can produce in one hour but capacity interests me most when applied to humans.  We aren’t always great at recognizing our potential for growth. Rigid and limiting visions of ourselves and can allow output, our “doing”, to be sabotaged by what we tell ourselves about our capacity.

You are more than your limited perception of you and your capacity is greater than you realize.

As a coach who works with clients in major career and life transition, I know that capacity for finding solutions, identifying new possibilities, and dealing with setbacks increases when people are in a builder mindset. Just as capacity can be described as holding and doing, getting to a builder mindset boils down to creating and connecting. Begin by paying attention to these three things:

  1. Notice if you are separating more than connecting – with yourself and with others.

Humans are hard-wired to connect. When we rely only on ourselves or are not connecting with our genuine self in meaningful ways, we are limiting our awareness and possibilities. When you notice you are going it alone ask yourself questions like Who might have new ideas about this? And who else? If I asked my real self, what would she say? Who else could be on this team?

  1. Pay attention to whether you are reacting more than you are creating.

Reacting is a fight/flight/freeze response and our best decisions and solutions aren’t born here. When you notice you’re reacting to everything “out there” or waiting for the next shoe to drop or reacting only to the needs of others and not your own, ask yourself or your team What possibilities does this challenge present? What opportunities do you see? What part of this can be influenced?

  1. Take deliberate action to move on the scale toward creating and connecting.

Move away from separating and reacting. Make the call, send the email, schedule the meeting, wake up 15 minutes early, write the blog post…DO something to move that needle.

What you will find is that connecting leads to creating and creating leads to connecting and it is in this cycle that we build our capacity for almost anything life and business throws at us.

Want to learn more? Connect here to learn more about what we could create together!

Blog Page

How to Create Your New Career Story: Mindset + Connection = Change

“I didn’t realize just how much of a beating my self-confidence was taking from being in the wrong profession.”

This was an email from a recent client, who successfully executed a complete career change (functional skills and industry change).

“[Specific position/industry] was just not the right fit for me. It was a constant reach and struggle. I constantly felt ‘dumb’ and clueless. Now, 5 weeks into this new position, while I still have a big learning curve, it just feels intuitively right. I feel capable and able to significantly contribute to the performance of the company. I’m so happy that I had the courage to make this change!”

It took lots of courage when she realized that even the return to school for a Masters in her old field wasn’t enough to quiet the voice telling her that this road was all wrong. This was no small shift.

So how did she do it?

  • Trusted her instincts – refused to stay miserable just because staying in her current job “made sense” because of all she put into it
  • Investigated – analyzed past work “selves” and got clear on who she wanted to become in her next career
  • Repackaged herself – on LinkedIn and rebranded her resume

Then, this woman, whose self-confidence had admittedly taken a beating, stepped into the job search arena with a mastery of her mindset and a focus on connecting to create the future she envisioned.

  • Self-doubt didn’t leak into career conversations
  • Fear didn’t stop her from picking up the phone

Instead she asked:

  • What can I build by telling my story?
  • Who can I enlist to be on my team?

And she connected:

  • With everyone she could, in every way she could. LinkedIn, email, phone, and in person.
  • She recruited ambassadors – confident networkers who sung her praises at every networking event she attended with them.
  • She talked. And talked. And followed up.

The idea of networking isn’t new, nor is the importance of mindset, and this client’s story is a perfect example of how one so greatly influences the outcome of the other. Being proactive and visible was not her natural style; it was uncomfortable, and the response was not always positive. But in only a few months, she landed a completely new role in a new industry through a connection she made at an event.

Your energy, your mindset, is infectious. Connecting is key. With the right combination you can create your new story.

Career Coaching, Meaningful Work

Whatever Fuels Your Fire in 2019

You are more than your limited perception of you, and your capacity is greater than you realize. This is why I became a coach. Although I couldn’t articulate it in that way 5 years ago, I knew that personal growth was where I belonged, and it made sense to use my understanding of the hiring process and my interest in career development as a focus.

Five years later, I am more deeply in love with the coaching process and the impact it can have when done well. I know, because I’ve been in the seat of the coachee. The transformation I have experienced due to my continued training with some of the best coaches out there fuels a perpetual fire to help reveal people to themselves…their beauty, strength, wisdom, and worth.

My wish is that you find a way to fuel whatever fires YOU up so you can begin to #LiveYourGenuine in 2019!  Happy Holidays!

Uncategorized

LinkedIn’s Virtual Mentoring: A Wake-Up Call for Companies

Your employees need career help. So much so that LinkedIn is testing a new feature that matches professionals seeking career advice with mentors at the ready.  

There is no arguing the value of a fantastic mentor. Suzi Owens, group manager of Consumer Products, Corporate Communications at LinkedIn, is quoted in a FastCompany article about the new service as saying, “[The service] is not meant to be a replacement for long-term mentorship. It’s meant to tackle those ‘quick question’ requests such as whether you are taking the right approach in different scenarios.”

The article explains that the program was launched in part due to the changing workplace and the shorter amount of time employees are spending with one employer. Both issues make it difficult to establish solid mentor-mentee relationships and this new service, Owens says, is  “a new form of mentorship that’s virtual, lightweight, and that fits today’s changing workplace.”

Agreed, times have changed and old strategies no longer work. And yes, mentoring and coaching are different things but your employees need career advice. Period. It’s time you rethink how you want them to get it.

Companies who want to differentiate themselves, and demonstrate commitment to employees’ individual career development goals can do so by finding a way to offer this benefit in house.  A few ideas:

  1. Carve a space in your corporate wellness program to provide the confidential career service that your employees desire. After all, career stress is a leading contributor to health issues including depression, obesity, sleep issues, addiction and more that your wellness programs try to address.
  2. Collaborate with a qualified career coach to determine a strategy that works for your budget. It is as easy as offering a set number of career coaching hours available per employee per month/quarter/year so they don’t have to go outside of the organization. Measure ROI using existing engagement surveys, stay and exit interviews, etc.
  3. Hire an in-house career coach – trickier for smaller businesses
  4. Incorporate career development workshops into your quarterly training budget

Companies fear that if an employee talks with a career coach, they will be coached to leave. Good coaches do not offer advice like this. Companies that support the individual’s’ overall career growth are likely to see positive effects on the organization in terms of loyalty and engagement.

The job market is hot, and the war for talent even hotter. With shorter stints of employment making it harder to establish mentoring relationships and fueling the need for on-demand career support, it makes sense for forward-thinking businesses to do all they can to not only retain but inspire their workforce. The good news is that technology makes offering mentoring and career counseling immeasurably easier, and affordable.

If you want to know more about how outsourced career coaching works or how to incorporate a career wellness component into your company wellness program, contact me at Barbara@CareerWellnessPartners.com.

 

Image source: stocksnap.io

Change Careers, Meaningful Work

How to React to the Career Judgement You Will Face

“Are you still just consulting?” she asked me. At a networking event. In front of a colleague. In a room of professionals where I belonged. After realizing her blunder, she tried to recover, “Oh, I don’t mean it like ‘JUST consulting,’ and then she mumbled something else that only made her fabulous flub worse.

I brushed it off and continued my conversation with my colleague. The comment that would have made me question my professional existence (with that one word “just”) ten or fifteen years ago, now simply made my soul giggle.

Look, I’ve interviewed enough candidates to know when consulting is a gap-filler on a resume. But as the world of work evolves, the contingent workforce swells, and more people embrace a gig mindset to craft their ideal careers, we will eventually have to shift our model of what constitutes a “real job.”

I smiled as I walked to my car because I’ve held more traditional and acceptable (I guess) titles that, if asked that question back then, “So, are you still just a sales coordinator?” the “just” would have stung because I wasn’t sure of my path, or my contributions, or how it aligned with what I desired from my work.

“THIS is career wellness;” I thought to myself.

This brief exchange was a gift that I will now share with my clients and with any of you who are struggling with doubt about doing what you desire to do for fear of how others might judge you.

You will know for certain that you are doing what you’re meant to do when you come up against a “just” question, while perhaps not intentionally demeaning, and you are rock solid inside. And you can answer, if only internally, “Yes, I’m just building my career exactly the way I want it.”

Get weekly boosts to your career wellness here.

Image courtesy of Shutterstock.

Employee Engagement, Mid Life Professionals

Active Questions to Energize Your Career

What does it mean for an employee to do “their part ” when it comes to finding career fulfillment?

I read Marshall Goldsmith’s book, Triggers, and the conversation he had with his daughter, Dr. Kelly Goldsmith, Assistant Professor of Marketing at Northwestern’s Kellogg School of Management, about active questions resonated with me. It affected me so much that Coach Goldsmith and I had a phone conversation about it over the summer.

The concept of ownership is at the very core of my career coaching practice. Meaning, I work with clients who no longer want to sit on the sidelines while work happens to them. Instead, they want to take responsibility for their own career development. They are done handing that control over to someone else while hoping for the best.

Coach Goldsmith and I share the frustration with employee engagement conversations that, until now, have been almost entirely one-sided. Consultants and thought leaders focused on helping companies build engaged workplaces continue to focus squarely on the employer side, and regularly preach about what employers should do to improve their employees’ desire to engage while at work. But there is an entire half of the conversation that is missing here. My purpose, as a coach, is to motivate and inspire employees to do their part to balance the scales. It is entirely possible to be truly engaged in your job without depending on your employer to get you there. Much of it depends upon your outlook.

So we come back to the question: What does it mean for an employee to do “their part ” when it comes to finding career fulfillment? That’s where active questions come in. Questions like Goldsmith shares in his book puts the onus on the employee. Questions like:

  • Did I do my best to find meaning today?
  • Did I do my best to be happy today?
  • Did I do my best to build positive relationships today?
  • Did I do my best to be fully engaged today?

Employees cannot sit with a victim mindset when asking themselves these questions. When I find that a client cannot shift out of victim mode, I know that coaching isn’t what they want; they want someone to hand them answers. People who are truly looking for career wellness, achieving the optimal state of work wellbeing at any given time, must decide to figure out how to use their strengths and skills in a meaningful way. To succeed on this journey, you must have goals but not a fixed expectation of the outcome. You must be open to experimenting. The employees who have this exploration mindset are the ones who will step up their level of engagement for your company while they’re sorting things out for themselves. They will hold themselves accountable – not rely on you for all of the answers.

To get there, they must be actively seeking. Actively questioning. Actively engaged for their own reasons.

Want more great insights championing the employee side of employee engagement? Want to spark your own career fulfillment fire? Sign up to get posts delivered directly to your email.

Image courtesy of Pixabay.com

Uncategorized

Employees – Step Up Your Game!

Game On!

You may be one of the really lucky people who can say you work for a company that offers all kinds of employee engagement opportunities and flexible work schedules. Maybe you can say that your company has worked hard to create a culture where you are invited to explore different aspects of your strengths and skills. However, it’s probably more likely that you are rolling your eyes, thinking, “My company doesn’t even get it; they’re still in the dark ages.”

It doesn’t matter which of those categories your current work situation falls into, or if it falls somewhere in between, what matters is that you become aware that nobody is in charge of your career wellness but you.

A healthy career has no room for victims.

Some of you may not be employed at the moment for many different reasons. Some of you may be employed, but miserable. Regardless of your situation, the first step is always the same step. Awareness. Self-awareness plus career awareness equals career wellness. It is the truth about how career fulfillment works.

But what does career awareness mean?

What we’re really talking about here is an awareness that your career happiness is up to you – all of it. Awareness and ownership are the first steps to career fulfillment. The good things that happen, the not-so-good things that happen, the victories and the setbacks. When I talk with clients about awareness as step number one, I definitely mean awareness of values, of interests, of natural behavioral style, skills, and strengths. I also mean awareness that you can’t be a bystander and hope that it all works out like you want.

How do you achieve awareness?

If you want to be aware, you’re going to need to get down-and-dirty honest about all of it. You will need to take responsibility, be bold, brave, decide to take risks (or not) and get very clear with yourself about whether you want to participate in this constantly evolving thing which is your career. You will need to pay attention to the signals your body is giving you and to the things you are curious about. You will need to tune in to what your intuition is telling you.

Stop Shying Away from the Touchy-Feely

One of the biggest challenges employees and employers face when trying to transform their careers, or supporting the career development of their employees, is dealing with the reality of awareness. The language itself can border on therapy-like words. You’ll need to deal with that, or find your own words that make you less squeamish. Part of the courage needed to self-actualize your career is moving past your own judgment about how you get to awareness.

If you don’t, you’ll be handing that power over. You’ll be allowing some company or whatever current circumstances you’re in, decide for you.

Awareness means never giving your power away.

Want more great insights championing the employee side of employee engagement? Want to spark your own career fulfillment fire? Sign up to get career wellness posts delivered directly to your email.

Image courtesy of Pexels.com.

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