Using Rapport Building to Get a Job in 1 Hour!- My Actual Story

Many years ago, when I went to an interview for the post of sales manager in one of the Grade A companies, I expected the person interviewing me to be professional and was expecting someone who wears a tie and jacket.

I went for the interview in my best suit, with the most expensive tie and waited patiently in the meeting room. There came an old man, wearing a short sleeve shirt, no tie, and his hair is not even combed properly. He told me he is the boss of the company. I quickly undressed my suit and took out my tie, folded up my sleeves with his permission and mentioned that we will have a better conversation this way.

During the interview, he occasionally stands up, puts his hands in his pocket and walks to the window and speaks to me with his body facing the window.

I stood up, walked to the window, with my hand in my pocket and talked to him with my body facing the window!

Within the next 20 minutes, he was talking about his family and children and I was also talking about my family and children too…

He also talked about some issues on stock market and I also shared my views on the stock market.

Within the next 1 hour, he offered me the job on the spot!

How’s that with the Magic of Rapport!

Use it carefully, use it wisely, you can turn the impossible into possible!

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Related to performance success, this is essential and I want to recommend a method that is a twist on the more traditional ways of approaching this.

To follow is a link to an assessment tool called – Annual Portfolio Evaluation.  What is unique about this assessment approach is the human part of the equation commonly known as our strengths and weaknesses is now reframed as an ASSEST OR LIABILITY, which is the language used on a company balance sheet and other company resources.

I think that this is the key advantage to using this approach.  You and those you use this with can feel a greater sense of responsibility to what you can contribute, in essence the value you and members of your team bring to an organization.  Framing it this way vs. “strength and weakness,” adds a whole new dimension to working in the context of human resource. In fact many use the word human capital vs. human resource.

This also can be used in developing a Personal Development Plan or integrating the information into any development program currently being used in any organization.

Conversely, there is something called a “liability.”  A liability is explained in Websters a follows:
3 : one that acts as a disadvantage : drawback.

This is a useful way of helping somone see that what would otherwise be considered a weakness is actually a cost.  The message is stronger – that behavior or lack of skill is costing you and the company.  There is a cost. As somone who runs my own firm, I am keenly aware of what weaknesses I have and how they tangibly translate into costing me money. Each employee needs to constructively feel that on some level.

This message and experience is much stronger than, “you’ve got a weakness.”

I recommend you download the free assessment sheet above and give it a whirl.  Got any questions? Don’t hesitate to contact me at joann@joanncorley.com

To your success! JoAnn

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The Answer is YES! – Call It C.I.T. and… it’s a refreshing alternative to management training seminars.

In fact, more and more companies are putting corporate coaches on retainer.

You know corporate coaching has been around for a long time, mostly confined to the context of executive coaching, but now it comes in the form of time management coaching, communication coaching, performance coaching, leadership coaching, success coaching, and the ever popular personal life coaching. It can be whatever you need it to be and that’s the point!

In a climate that calls for smarter use of training dollars than ever before, companies are beginning to look not only to a more blended learning strategy that includes e-learning, webinars and tele-conferences, but also one-on-one delivery and help.

Coaching is a customized version of training, particularly when you couple it with targeted learning, which is the model I use. In fact I call it C.I.T. – customized individual training. It is a way to gain the highest level of return on investment for every training dollar spent.

Here’s a couple of questions and answers to expanded our understanding of coaching and its value.

What is Coaching?
What is a coaching relationship (short-term or long)?
A partnership
A committed alliance

What is a Coach?
An objective, key relationship who listens to what you are saying, helps you to set priorities and acts as a sort of “compass” to steer you on whatever course you choose; a facilitator of change.
Can be described as:
Sounding board
Advocate
Partner
Believer
Supporter
Informer
Resource

What Does Coaching Offer?
…a structured time and safe place to address specific situations

…working with goals by setting, planning and evaluating the process of meeting them and problem solving to name a few.

… A synergy that fuels your will, mind and heart to accomplish/ attain what you desire.

In the case of career coaching, it is working through a planning model to map out a desired career track. It’s a time to get honest and objective feedback from someone who does not have an “agenda” for you, but is committed to supporting your agenda.

Coaching additionally provides:
structure to the development process
insight
measured outcomes
accountability
encouragement, affirmation, support
clarity
focus
unleashing passion
discovering & breaking down mental barriers
unlocking potential
uncovering deep desires
sorting through thoughts feelings and emotions
goal creation
life plan design

Key Advantages
o    Specific and Directed Attention -you bring up the issues most critical to you at that moment.
o    Time Usage-this most valuable commodity is used exactly how you wish.
o    Scheduling Flexibility (the times are arranged at your convenience.  If a change needs to occur, it can be done without affecting a group or any sessions being missed.)
o    Sustained Momentum – through consistent contact and action you are able to keep your goals in front of you because there are so many other legitimate needs clamoring for your attention as well.
o    Results – through coaching goal setting and planned action is discussed thereby achieving measurable progress towards your desired results.
o    Current Information – I bring the skills of research and resourcefulness to this collaboration to compliment your efforts.
o    Confidence- planning & action breeds confidence and clarity.

Coaching Tip: Evaluate your learning strategy.  Ask yourself, “Am I learning efficiently and effectively?” “How is that impacting my return on investment for the training dollars I’m using?”

If this post has prompted you to want to learn more, don’t hesitate to contact me for a quick chat.  You can so so at: joann@joanncorley.com

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There are 11 career management tips included in the blog post I read to support ones desire for career advancement and professional success. I’ve chosen my favorites. The link to the complete list is at the end of this post.

Strategies for Effective Career Building (these are my favorites from the original list with my modifications)

1. Nothing replaces smart hard work  – what is smart hard work?…work that gets results (it’s more than just being busy).

Joe’s version: In an industry where smoke and mirrors are used in abundance, take heed: Nothing can disguise the absence of hard work. And don’t confuse effort with results. (actually this should be another, separate tip). I don’t care how early you arrive or how late you stay—it’s about ROI.

2. We all have a personal tool kit - develop a personal portfolio that reflects some level of expertise with the willingness to continue to grow. More than ever, we’ve got to set ourselves apart.

Joe’s version: know yours and how to use it. As my mother told me on numerous occasions, I have special talents. Specifically, I’m a good consensus builder. You may be a killer salesman. Or extremely detailed. Whatever your “special talents” are, hone them and let them help define your personal brand.

3. It’s about teamwork, but know who is and isn’t on your team, meaning have “organizational savvy.” (This tip is about thinking about the word “team” in a different way.)

Joe’s version: I too hate office politics. And avoid them at all costs. Ignoring their existence is not only careless, but possibly counterproductive. Even if you don’t engage in them, someone else might on your behalf. Know who has the boss’s ear, who the players are, and who could take or leave ya. Whatever the political landscape in your company, it’s your reality and one you’ll have to navigate whether you like it or not.

4. Life is not always a box of chocolates—so decide how much you can take before you bail.  I say know where to draw the line and actively begin to develop and exit strategy.

Joe’s version: The perfect job doesn’t exist. I would imagine that even the taste-tester at Krispy Kreme has complaints about his gig (though I can’t imagine what they might be). Too often we hit tough times and jump ship for a lateral move or get frustrated and stop giving 110 percent. A career is like a relationship, so make sure you’re putting as much effort into trying to fix the problems as you put into feeling bad about them.

5. Individuality is to be respected—as long as you’re still part of the team. I say there is a “me” in team, as Michael Jordan use to say. There has got to be a quality me….to make the me in the word team stronger. A weak me contributes to a weak team.

Joe’s version: Sometimes, there is an “I” in team. It just has to be the right kind of “I”—distinctive yet collaborative, unexpected but on strategy. Don’t be afraid to stand out, but do make sure you don’t alienate your teammates in the process.

6. Sometimes you have to shout to be heard. Perhaps another way of framing shouting is being constructively vocal.

Joe’s version:  You’ve heard the phrase “Squeaky wheel gets the grease”? Well, take note: Occasionally, persistent voices are listened to. Don’t be afraid to speak up when you’re passionate about something.

7. Always be that ray of light in your boss’s/co-worker’s day.  Does your boss feel you are a help or a burden….that you are psychologically and emotionally reliable?

Joe’s version: This one’s simple. Surprise. Delight. Be the kind if individual you’d like to spend 200-plus days each year with. And to be clear—that’s much different from kissing ass.

Summary: This list is just plain old expert career advice and can serve as an excellent career management checklist…pass it on to people you really care about!

Coaching Tip: If you’re a manager, you can use this list to coach your team members in desired attitudes and behaviors.  It self empowering and helps them become contributors rather than just employees.

Source: Joe Hodas, senior vice president of brand communications at Vladimir Jones, a privately held, full-service advertising agency in Colorado. Link to full article…to see the complete list of 11.

Need any additional career guidance?…you can submit your dilemma here and get advice for free: Get Free Advice

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It’s almost as if we don’t have a choice.  Earlier this year…(and when I checked it was January…phew has time gone fast)…I wrote a post about integrating social networking into your career management strategy, which includes career search. In that article, I mentioned being careful about what’s out there about you, at least in terms of what you have control over.

I recently ran across a site that offers a useful tool that can help you actively manage your on-line presence or brand. One of the things this tool/service helps you do is regularly monitor if your name shows up in a search and what it says.  Why does that matter?…because people are becoming more “free wheeling” with information not just about themselves but about US TOO!  AND….it may not be all good.  I mean some of the stuff I’ve read has absolutely NO discretion.  Remember recruiters search…those who hire search…for stuff about you – online!!!

Though I’ve not engaged this service yet, I wanted to bring it to your attention to consider…to let you know it exists.  This service for some of us will be a save time issue.  I mean how many of us have time to consistently do searches on ourselves one line. (Though I do recommend that’s done  at least once a quarter.) The site is Brand-Yourself.com.

In fact what drew me to the site was an article of how someone found a job using Twitter. Rather than comment, I’ve provided the link for you to read in full. Hey ready for a career move?….be ready to “tweet.”

Here’s the bottom line.  Social networking is here to stay. It is only going to gain more of an influential foothold in our lives AND in our professional lives.  My coaching tip is to embrace it, leverage it, and effectively manage it.  In fact make it a career goal to do so.

Coaching Question:  How can you use social sites more strategically than you are right now?  My next post will have  at least one practical answer to that.

Should you need help in this area, don’t hesitate to contact me…if it’s just for free advice or formal career coaching:  Work Life 911 is the link you should have and use….and pass it on to friends…just in case they need it!

To your success, JoAnn

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One key area of note is that of management…how we see it, how we define it, and our relationship to it.

I would like to propose a new way of looking at management. Here’s what I suggest…let’s look at the concept of management as one in which everyone is engaged…everyone is one and doing it! What do I mean? Upon closer inspection, the word manage or management goes way beyond a title and using it that way limits the use of the potential of every employee.

In fact when you look at the primary definition of the word manage, here is what you’ll find: to handle or direct with a degree of skill. In looking at this definition, you’ll determine that in order to be a successful professional in any content you need to effectively “manage” whatever is required.

Management is not necessarily a title – it is a behavior…a behavior that is done with a needed level of skill…by everyone!

Now with that said, in order to ensure professional success, the question then is what key areas should be considered to be managed…where do the essentials skills need to lie? Here is my core list:
Your ability to manage…
1. Yourself
2. Information
3. Stuff & Work Space
4. Time
5. Priorities
6. People/Relationships (which includes your boss)
7. Your role in a process
8. Your knowledge and use of technology
9. Your career/work-life

In future posts, I’ll expand on each of these and in my Management-in-Minutes Library there are plenty of tips and lessons that will help you build effectiveness in each of these areas. A sample of one is included in the link at the end of this post.

Coaching Tip: Review this list… assess on a scale of 1-5 (5 being the highest) where you are in your skill set. Where there are gaps, create a PDP (Personal Development Plan) which creates a plan for you to gain knowledge and increase your skills in these key areas.

Here’s a lesson from the Management-in-Minutes Library that addresses area #1 – Managing Yourself.  The lesson is entitled: Your Power Point (and that doesn’t mean the slides.)

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Today, I’ve concluded it’s a much different story.  I have had the opportunity to travel all over North America conducting public seminars on a variety of professional development topics over the past 8 years.  In that time I have been a bit amazed at the casualness in which some attendees come. Now by casual it’s even more than business casual , it’s as if they were dressed for the gym…really…sweats, hair undone….you get the picture.

Please know my blogging on this today is not about judgement. For those who know me, if I bring something up, I will talk truth in the spirit of helping and that is what this post is about today.

So I’d like to pose/post the question, does what we wear to work matter? Does our appearance say something about us? This is what I was taught growing up that. You know…to the point where (and I’m not sure how many of your moms said this), “Don’t wear torn underwear in case you have to go to the hospital.”

Back to the question…now obviously the answer to this depends on the kind of work you do.  So let’s say this question may be more applicable for those who hold “office” or white collar jobs.  Although even in uniform I’ve seen a few look as if they just rolled out of bed.

So, does your appearance say something about you, particularly in terms of your capability and credibility?..the care in which you will do what’s asked..?

What prompted this thought?  An article I read today indicated that in this current competitive employment climate, folks in the office are kicking it up a notch in this area….at least in England.

Here’s a clip:

“Key findings revealed seven out of ten British workers turn to a smart black suit and a crisp white shirt when they need to “dress to impress” within the work and business environment.

Leading UK psychologist, Corrine Sweet, said: “Due to the economic climate, 2009 has been one of the toughest years in decades within the work and business environment. Rivalry amongst workers has never been so fierce, therefore in a bid to stand out amongst co-workers, British workers have opted for ‘power dressing’ by wearing black and white.”

Click here to read the entire article: http://www.recruitmenttoday.net/News/Story/?title=Workers%20follow%20%27gangster%20chic%27%20dress%20code%20to%20be%20seen%20as%20powerful%20leaders&storyid=854&type=news_features

So…would dressing differently, make a difference in any way in your work environment?…as a career strategy?…give you a “leg up?”

Personally, I think this is a valid consideration.  We as a society, (sad though it may be) are conditioned early on to read people based on their appearance.  And though we’ve collectively become more casual in a variety of contexts, I do believe this still holds true.

Give it some thought.

The remainder of the article suggests that “black and white” are the new power colors.  Hey, why not give it whirl! Tomorrow go into the office with your best black and white and see if there is a difference consciously or unconsciously in how you’re treated. Are your treated differently?  Do your colleagues take you more seriously?

I’d love to hear from you about your experiences.

Blogging for your success!

JoAnn

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We may not have the resources at our finger tips as in the past to give out the kind of rewards, awards, and incentives we’re use to.  BUT that doesn’t mean it can’t be done.  In fact – IT MUST BE DONE – now more than ever!

We’ve got to make extra effort to keep our retained employees positive and productive.  So, here’s a creative way to have reward, awards, and incentives – customize it!

How?…in two ways.  First customize individually by surveying each team member and asking them the 5 top ways they would like to be rewarded…you can guide their answers by offering several contexts.  Ideas of categories:  less than $25.00, free, an intangible..(ie. Choice of a pet project, title change, a “snooze card” where they get to come in late)…OR you give them a sheet with a variety of options and ASK THEM to check off their top 5 choices.

Additionally, customize it with the entire team.  Ask the team to come up with interesting and creative awards, rewards or incentives that are within realistic boundaries for your organization.

Let’s be creative and pull together.  Now in the spirit of best practices, let me know what you come up with and I’ll be happy to post it here.

Book Rec: 1001 in Ways to Reward Employees is a great resource for ideas gathered from companies across the country. You can review here..1001 Ways to Reward Employees

There are also additional books written by the author Robert Nelson, who is considered the “guru” of employee motivation.

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