Want a job change?
Are you reflecting on your need for a new job? I would like to take a few moments to suggest you stop, look and think before you race into it.
- Have you taken the time to document for yourself what do you love about this job and what would you like to change? What are the things you would like to do more of and do you have the skills that you need?
- Have you had an authentic conversation with your manager to discuss the things you would like to spend more time on? Perhaps your role can be reworked to provide you with more time on the components you enjoy. You will never know if you don’t ask
- If you perceive your manager as the problem, have you taken the time to reflect on their style and how you could flex your communication style to achieve more positive outcomes? Often, if your styles are very different this may get in the way of developing a positive relationship and lead to a lack of satisfaction.
- Have you considered a special project or placement in another area of your current business? Perhaps this would provide an opportunity to broaden your skills and seek new opportunities. At the end of the assignment new opportunities may appear.
If these points do not achieve the change that you want, perhaps it is time to look elsewhere. Don’t fall into the trap that the grass will be greener in a new organisation. Perhaps your inability to flex communication or communicate authentically will become a problem in the new role as well.
- Don’t rush into a resignation
- Update your social media presence (especially Linked In)
- Talk with a trusted observer (mentor) about your goals and seek their direct feedback on behaviours that may be holding you back
- Build relationships with at least three search consultants to provide insights into market opportunities and to provide feedback on your job prospects.
- Identify at least five other organisations that you believe are appealing and research their websites and press. Don’t limit yourself to your current industry sector, as management skills are transferable across sectors. Be sure to open your mind when you are looking for new opportunities.
- Find connections that work in your targeted organisations and take a coffee with them. Determine the opportunities that may be available, ask questions about the culture, values and career development.
- If you don’t have the connections ask others who may be able to introduce you into the organisation.
At the Xplore for Success event last week Dr Michael Kimmel commented; “white men have been the beneficiaries of the greatest affirmative action program ever known in the history of the world—it’s called the history of the world!”
Dr Michael Kimmel (http://creativepromotionsagency.com/mk/index.htm) is among the leading researchers and writers on men and masculinity in the world today. He is Distinguished Professor of Sociology and Gender Studies at Stony Brook University, where he directs the Center for the Study of Men and Masculinities. Kimmel is the author of more than 20 books, including Manhood in America: A Cultural History (1996), which was hailed as the definitive work in the field.
I was delighted to hear his comments at the event, as I am a strong proponent for affirmative action for businesswomen through the use of targets for women into senior line positions. Men often complain behind the scenes that their opportunities will be curtailed. For the last 200 years they have been advantaged in almost every conceivable way in the business environment. Merit selection has been given as a “trite” excuse. It is now time that real merit is seen beyond the male persona.
He talked about the TV show where men spoke of having their jobs taken by women. As he pointed out, they were not their jobs – they were jobs open to the best candidates. If we are to achieve equality men will need to share their power in business and government and for some men their “entitlement” mentality will most likely be threatened. However, this also gives men the opportunity to seek new ideas from more diverse leadership teams and to see themselves in a different light.
We need men to see the value of gender equality as the research shows that gender equality and other forms of diversity have value on the bottom line.
Here are some questions you might like to consider and higher your score the more privilege you have. I encourage you to take the time to also watch the videos.
- Are you a man?
- Are you Caucasian?
- Are you over 180cm tall?
- Are you under 50?
- Do you have a university degree or post secondary qualification?
- Did you grow up in a good and safe area?
- Did you finish high school?
- Is English your first language?
- Have you ever got a job through a connection?
- Are you heterosexual?
- Are you without a disability?
- Do you have shelter and sufficient food?
- Are you financially stable?
- Are you healthy?
- Is your life free of abuse?
Video clips –
Includes coarse language
Longer Panel Session
Australia lags behind US, UK, Canada, SA and NZ in the metrics on women in senior positions. Why is it so and how do we change it.
Most research has focused on why
– the correlation for men between likeability and leadership is positive for men but negative for women. So when we see women who are strong leaders, subconsciously we like them less.
– “lookism” is more pronounced for women than men. Constantly women are assessed on how they look rather than how they achieve business results – just ask any senior business woman.
– our society still perceives women as being responsible for the family duties. When senior business women are interviewed they are often asked how they manage the family. I have never heard a man asked the same question.
– women have the same levels of ambition as men
The real challenge is how to we action change
– we need targets because this brings the conversations and the metrics into the open with clear goals, the same way that other important facets of a business are measured against targets
– as a society we need to pull ourselves up and reflect on our biases (women have just as many as men). Don’t assume women won’t travel, don’t want a new job, are happy where they are – in fact, don’t assume!
– men need to step up and accept they bring social bias to business decisions. Everyone brings bias from their culture and their upbringing, however men’s bias affects the promotion of women.
– we need to have both men and women committed to change because it is well proven it is good for business
LinkedIn is a more professional social media platform and therefore your photo should represent you as the person you want to be seen to be professionally. Avoid party shots – often not very becoming, animal photos – unless you are a vet, group photos where no one is sure which is you or you and your partner. Being too close with your face taking the whole space can look quite daunting. Some photos the person is off to the side or parts of their head are cut off or women with business clothes that reveal a little to much. For women, avoid the head tilt. Take a minute to look at your photo and those of your peers and think about the image you portray. It is the business person you want to portray. When there is no photo one wonders what you may be trying to hide. Our phone cameras are so good now you can get a good photo that way or invest in a photographer. Remember when you are job seeking LinkedIn is the first place many organisations will go to “check you out”.
Check out these photos and see what you think:
Facebook is much more personal as a social media platform but still it is a long term summary of you and your life. Consider which photos are appropriate and show you as a rounded person with career and interests. However, also consider that some photos would be best not on show to your current or prospective employer.
Too often we give girls a message about being pretty, cute etc.
Here is a great article to think about
and a fabulous ad about the subconscious messages we give our girls
Powerful Ad Shows What A Little Girl Hears When You Tell Her She’s Pretty
Let’s think about the messages we give to girls so they will be confident about their talents, ready to take on challenges and be the bold explorers of IT, Maths, Science.