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As a manager, one of your most important responsibilities is making your staff feel truly valued and letting them know that your company/department (and you) would be worse off without them. You want to recognize the accomplishments of your top performers. In many cases, you do so by giving those staff more responsibilities or even a promotion. However, you must also know that not everyone wants more responsibility
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As a manager, one of your most important responsibilities is making your staff feel truly valued and letting them know that your company/department (and you) would be worse off without them. You want to recognize the accomplishments of your top performers. In many cases, you do so by giving those staff more responsibilities or even a promotion. However, you must also know that not everyone wants more responsibility
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The Breakfast Club NJ Presents: “Why Can’t I Get That Job?” by Alex Freund
Saturday October 11, 2014 at 8:00am ET
The Presentation: “Why Can’t I Get That Job?”
This presentation deals with various details focusing on the interview—for example, the importance of the fit factor.
The audience will learn about:
About the speaker:
Alex Freund, the “landing expert,” supports job seekers into employment. He is known for making people feel comfortable when interviewing.
Alex is an effective and successful career and interviewing coach. He is prominent in several on- and off-line job-search networking groups, conducts workshops on effective resume development and use of LinkedIn in the job-search process. Alex has been teaching for several years a career development seminar, and publishes a blog designed especially for job seekers.
Prior to his current position, Alex managed several large departments in two Fortune 100 companies. Alex maintains and publishes a free directory of job-search networking groups via his web site at http://www.landingexpert.com
Alex is a Cornell University grad, lived on three continents and speaks five languages.
Networking begins at 7:30 am, meeting starts promptly at 8:00 am.
There is a $10 fee at the door to cover the cost of the room.
Be sure to tell your friends and bring them along. Be a part of our growing network of Job Seekers, Hiring Managers, Recruiters, Career Coaches, and people who want to be able to help themselves and each other.
Event Location:
Days Hotel Conference Center
195 Rt. 18 South, East Brunswick, NJ 08816
732-828-6900
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There’s nothing more annoying than a meeting that goes on and on. Whether you’re getting ready for a weekly team meeting or convening a larger group to discuss your company’s or department’s strategy, as a manager it’s your job to make sure people don’t go off on tangents or hog speaking time. But how can you keep people focused without squashing their creativity?
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Saturday September 13, 2014 at 8:00am
The Presentation: “Applying Personal Leadership While in Transition”
What you’ll get from this presentation:
About the speaker: Since 2004, Jackie Lesser has been passionately immersed in the role of Chief Potential Officer at Creating Impact, an executive and leadership coaching company. She is known for providing her clients with a GPS for successfully navigating the ever- changing leadership terrain of the 21st century. Prior to founding Creating Impact, Jackie spent 18 years as a leader with the Judge Group, a nationally recognized I.T staffing and consulting firm. She earned her MBA from Drexel University with a concentration in Human Resources Management, received her coach certification from the Coaches Training Institute and her professional certified coach (PCC) credential from the International Coach Federation. Meeting Information:
Saturday September 13, 2014 at 8:00am ET
· Can give you a road map for getting where you want to go.
· Can transform the way you experience everything.
· Can change the way you handle your career transition
· Can fundamentally improve your whole life
What you’ll get from this presentation:
· You’ll learn the top 3 principles for Personal Leadership
· You’ll get the tools and tips on how to incorporate these in to your everyday life
· You’ll have new ways of thinking, being and doing which can change how you steer the course of your transition.
BIO
Since 2004, Jackie Lesser has been passionately immersed in the role of Chief Potential Officer at Creating Impact, an executive and leadership coaching company. She is known for providing her clients with a GPS for successfully navigating the ever- changing leadership terrain of the 21st century. Prior to founding Creating Impact, Jackie spent 18 years as a leader with the Judge Group, a nationally recognized I.T staffing and consulting firm. She earned her MBA from Drexel University with a concentration in Human Resources Management, received her coach certification from the Coaches Training Institute and her professional certified coach (PCC) credential from the International Coach Federation.
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As a hiring manager, you sometimes underestimate the value of a well-planned interview and interview process. It makes good sense to go the extra mile to ensure that the process is thorough so that the final result is rewarding for you and the organization. Not taking this process seriously can mean a poor employee selection, which will also cause your management to look poorly upon you and your decision.
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Do Your Homework
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You have heard the comments from others, especially senior management. “Project management (PM) is simple blocking and tackling.” “All a PM has to do is work the plan.” Wow!! If it was that simple, the failure rate would not be over 80%, would it? What we PMs have to understand is that senior management sees PMs in the spectrum of their world. EVERYBODY reports to them. For a PM, the resources report to the project, not the PM. That is a major difference and one that has to be explained to senior management. However, I do believe that if a PM develops a plan that includes budget, scope, resource needs, and the risks, along with the schedule, then that should be part of the explanation. The major part of the explanation is communicating the plan to management and then working the plan.
The major communication device to the project sponsor and senior management is the status report. Basically, all of the completed tasks, the risks and issues, as well as the upcoming tasks must be communicated in two pages. Whether the status report is called the RAG (Red, Amber, and Green) report or the RYG (Red, Yellow, and Green) report, a picture of the project is worth a thousand words. The PM must remember the audience for this report. Yes, we like the project schedule, the budget, and especially the risks and issues lists. But the sponsor and senior management want one or, at the most, two reports. I strongly suggest that the two most important reports during the execution and monitoring phases of the project are the status report and the risk and issues list. These two reports are what the sponsor and senior management understand. The status report is direct and short. The initial portion of the status report should have a short status of the project, for example “the report is on schedule.”
On the risks and issues list, there should be mitigation to a risk if the risk becomes an issue. During the building of the schedule by the team, the PM should have led the team to identify the risks and the probability that the risks would happen and what the impact would be. Along with that calculation there should be the resolution to the risk if it becomes an issue. That solution must be identified and communicated to the team, especially to the project sponsor, and the sponsor must have buy-in to that solution.
We have all heard that over 80% of projects “fail” to meet the project’s original goal. What PMs fail to do is effectively communicate the risks and then the solutions. PMs also fail to communicate the change request effectively. Once a solution is communicated to the sponsor, senior management, and the team, the PM must guide them through how the solutions may change the project’s end date and possibly add to the budget. Once the PM communicates the change to the team, the PM must document it in a change request and present it to the change review board (CRB) and senior management. Once this is done, the project is no longer a “failure” or going RED. The project is re-scoped and re-balanced to include this necessary change with a change in the end date and resources.
I am open to discussion at any time on these blogs or anything else related to project management you would like to explore. If you would like to comment about this blog, please do so by posting on this blog or by responding in an email at Benny A. Recine. You may inspire a blog article. I look forward to your comments.
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Many people are troubled when they have to give a presentation in front of a large audience. It’s important to know that it’s normal to experience stage fright.
Some presentations feel like magic and grab our attention. While enormous credit goes to the skill of the presenters, there are a few things we can all do to make our presentations great. |
Storytelling
Storytelling helps your audience to remember all of the vital points that you want to get across. Try to tell stories that most of them can connect with. By framing the information into the context of a story, your audience is more likely to retain it over time.
Questions help your audience become part of the presentation. Encourage brief discussions between you and the audience as you make your way through important points. This maintains audience attention during the more complex points, clarifies new or confusing information, and helps conclude your presentation by allowing you to revisit the covered topics.
Include images and videos, where able to help, to emphasize various ideas in a clearer manner.
When You’re on the Stage
Know your presentation, topic, and supporting material. Do not to use any notes so that you can make as much eye contact as possible. This way you will engage the audience make them feel important. Unless you are giving a very technical presentation, do not use too many big/fancy words because the audience may consider you arrogant.
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Until about 1990, the conventional thinking was that if you did your job satisfactorily, you would keep it for many years to come. Several of my friends were AT&T employees in those days, and many of them had had seniority for one or two decades. So it seemed like they had it made and that […]
The post The Interview Focus Is on Future, Not Past appeared first on Landing Expert Career Coaching.
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