Management vs. Leadership – What’s the Difference?

You have people reporting to you.  You’re accountable for your team’s results. You write performance reviews.  Are you a Manager or a Leader?  In many organizations those terms are used interchangeably. But there are fundamental differences between management and leadership.

Warren Bennis, organizational consultant and author of Learning to Lead, with Joan Goldsmith, said, “Managers are people who do things right. Leaders are people who do the right thing.”

As you consider the following, think about how you approach your team, individual employees and expected results.

Managers seek stability and continuity and achieve power based on their position of authority. They work toward an outcome of employee compliance. Leaders, on the other hand, seek change and uncertainty. They focus on innovation and base their power on personal influence. Leaders work toward an outcome of employee commitment.

Management skills focus on planning and organizing, and controlling through standard operating procedures. Leadership skills include developing a shared vision, creating strategy and providing motivation. The management approach to performance evaluations comprises rewards and discipline. The leadership approach includes support and development. The management communication style is transactional with an exchange of facts and data. The leadership communication style is persuasive and transformational, focused on committing people to action.

Managers define success as efficiency and maintenance of quality. Leaders define success as effectiveness and mutual trust. Managers strive to avoid anarchy, employee disorientation and surprise. Leaders want to avoid inertia, lack of motivation or boredom.

So are you managing or leading?

“If there is a clear distinction between the processes of managing and the process of leading it is between getting others to do – managing – and getting others to want to do – leading.”

                      – James M. Kouzes and Barry Z. Posner, The Leadership Challenge.

Till next time,

Karen

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5 Tips for Building a High-Performing Team

Building and leading effective teams is a key leadership competency. But how do you create that special magic that results in not just an effective team but a high-performing team?  Consider these 5 tips as your magic wand…

1. Establish a clear purpose and specific goals. By definition, a team is a group of individuals with a common purpose.  That purpose and the milestones to achieve that purpose need to be clearly communicated and understood by every individual on the team.  For high-performing teams, it’s not just understanding the destination, but also – as team members – being able to help define the means to get there.  This ability to co-create results gives them a deeper commitment to the team purpose and improves performance.
2. Identify and include individuals with complementary skills.  These skills go beyond just the technical and functional skills required to achieve the purpose. Also consider decision making skills, problem solving skills, interpersonal skills and other “soft skills” that are necessary to succeed. Be sure that each individual – and the rest of the team – understands how their role aligns with the team purpose, and how their expertise contributes to team success.
3. Value diversity. Someone once said, “We only have harmony when we sing different notes.”  Include people on your team who are different than you and who represent different personality types.   Diverse teams perform better.  They perform better because they bring multiple perspectives, experiences and approaches to the table, which results in increased innovation, better problem solving and overall improved results.
4. Create a sense of mutual accountability. Be sure everyone clearly understands expectations. Challenge your team to set higher performance goals and establish an environment where they hold themselves – and each other – accountable for results.  Include regular progress reports, open sharing of mistakes made and lessons learned, and team discussions on moving through roadblocks.
5. Encourage open communication and constructive feedback. Perhaps the most important tip in creating a high-performing team is ongoing communication. You to the team, the team to you, the team among themselves. It is the overarching element of all these tips. Communicate the purpose and goals. Communicate to individuals and the team how they contribute. Communicate the value of diversity. Communicate expectations to create mutual accountability. Talk about things. Even the hard things.  And provide consistent and constructive feedback.

People often ask, “How do you know when you have a high-performing team?” If they have to ask…they do not.  Think of a time when you were on a high-performing team. It’s one of those things you just know. The team gels, team members have each other’s backs, the ultimate outcome(s) are for the team, not individuals. There’s fun, hard work and camaraderie. Ya just know.

Is your team a high-performing team?  If not, what’s stopping you from getting there?

Till next time,

Karen

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Valuing Diversity to Improve Team Performance

Someone once said, “If both of us think exactly alike, one of us is unnecessary.”

We all know that any given project, or product development effort, requires a variety of skills sets and experience – behold the cross functional team.  But beyond that, our inclination is to put people together who have similar personalities; who seem to “click.”  We think that their natural alignment will provide harmony and accelerate productivity.  But harmony doesn’t always guarantee the best results. In fact, recent studies have shown that teams made up of diverse personalities are more innovative, better at solving complex problems, and are higher performing overall.

Diverse teams perform better because they bring multiple perspectives, experiences and approaches to the table.  These varying approaches and thought processes create a dynamic that is better equipped to deal with complex problems and challenges. Additionally, diverse personality traits within a team offset one another and build on each other for synergy and innovation.  A diverse team is much less likely to fall into “groupthink” which can actually impede performance.

Every team goes through a four-stage development process – forming, storming, norming and performing (Bruce W. Tuckman).  As part of the forming process, leaders should become aware of their own work and communication style, and strive to identify and understand the styles of those on the team. Create some discussion around individual work style preferences, communication styles and perceptions of the team goal.  Communicate the value that each style can bring to the achievement of that goal. Set up standards that provide for clear communication and sensitivity to the different styles.  Establish a process for dealing with conflict.

Learn from those whose style is different from yours. They can teach you to improve in your weak areas, and you can coach them to improve their skills in areas where you’re strong.   As the team continues to move through the development stages, continue to recognize and value their diversity.

Let them know, loud and clear, that ALL of them are necessary.

Until next time,

Karen

Your Job Search Elevator Pitch

Picture this. You’re at a networking event (as part of your job search strategy) and someone says to you, “what do you do?”  Or, you’re in an interview and the first question is, “tell me about yourself.”

How do you respond?  If nothing immediately comes to mind, then it’s time for you to prepare a personal “infomercial” or elevator pitch – a concise, informative statement that describes your key competencies and tells the listener what you’re looking for.  You can use it when you’re looking for a job externally, or even when you’re looking for a new opportunity internally.

Your infomercial should include a brief summary of:

• Your profession/level
• Your capabilities and unique qualities
• The type of opportunity you’re seeking

If you’ve done the job search inventory work that I talked about in an earlier post, you should have this information readily available. The key is to shape it into three or four short sentences that you can state in about 30 seconds.  Here’s an example:

I’m an experienced learning and development professional with expertise in leadership and communications training. My particular strengths are curriculum development and facilitation. My career has spanned a number of industries. Right now I’m looking for contract opportunities in companies that want to enhance their leadership development.

As you create your infomercial, think about your potential audience.  What are some key words that will resonate with them? Use visual, descriptive words that paint a picture of who you are and the unique value you bring to an organization.  Be specific. The clearer you are about what you want, the easier it will be for someone to help you.

You may need to create multiple versions for different audiences. Practice each version until saying it is as natural as stating your name.  Then get out there and use it!  You never know where you might meet the person who has the perfect opportunity for you.

Going up?

Till next time,

Karen

Ready to “Get Real” about your career? Check out our online guide here.

Get Real About Your Career – Start by Taking Inventory

The start of the New Year is typically when we “resolve” to make changes: eat less, exercise more, learn something new, change careers…

If a career change is on your list this year – whether it’s moving to a new career, finding new work in your current field, or creating more work/life balance – an important first step is figuring out where you are today. This is what I call Taking Inventory.   Clarifying who you are and what you want will help you define, communicate and achieve your career goals.  Here are 8 key areas for your self-assessment.

1. Skills.  What are the skills and competencies that have helped you succeed in your career so far? Which of them are transferable skills that will help you contribute regardless of industry or position? Write them all down.
2. Values. What are the things you MUST have in a company, a position, a leader to be happy and do your best? What motivates you?
3. Natural talents. What are those innate abilities that keep coming up in compliments and performance reviews? “You’re a natural at…” Fill in the blank.
4. Interests. What do you like to do? Think large on this one. You never know when an interest you haven’t really focused on so far may lead to a new opportunity…
5. Job Satisfiers. Or, as I like to call them, “the good, the bad, and the ugly.” What are the factors that have made your past work situations rewarding (the good), boring or frustrating (the bad) or something you never want to repeat (the ugly)?
6. Barriers. Here’s where you really need to “get real.” What are those internal blocks that have kept you from being all you want to be? Write ‘em down.  Recognizing them is the first step in eliminating them.
7. Key accomplishments. Think back over your career and other areas of your life. What have you done that made a difference for your team, your department, your company, your community?
8. Salary requirements. In today’s job market, this is often one of the first questions asked, so it’s good to start thinking about this early.  Consider what your basic expectations are and then, when you’ve determined your target market, do some research to validate your expectations.

Completing these inventories will take some time.  However, you will be amazed at how much you’ll learn about yourself, and how the resulting personal career snapshot will guide you to “what’s next.”

Want to know more about how to “Get Real” about your career? Check out our online guide here.

Whatever you do, don’t stop believin’.  ‘Til next time, Karen.

Dollars on My Mind

Let’s continue our walk through The Get Real Guide to Your Career.  We’ve been very busy in the last seven blogs taking inventory of who we are today.  We’ve looked at skills we want to use, our values, the natural talents that make us who we are, and of course, we’ve even looked at the themes that are the foundation for our accomplishments and  have established our career path.

No Running Away!

Now…it’s time to look at the one area people normally run away from screaming – the dreaded financial conversation.  I can already hear you all saying “I’ll wait till Karen’s next blog.  I’m cool with money; I don’t need to look any closer.”  And…I can even hear “has she gone completely nuts?  Why do we have to discuss money?  I was having so much fun rediscovering who I am.”  Yep…I’ve heard it all…and…I doubt there will be much that will surprise me.  So, here’s a thought…just keep reading for a minute and see whether you can power through without shutting down.

The Financial Conversation with yourself…

I know that the financial conversation can bring up emotions we don’t want to deal with.  The financial conversation can remind us of our upbringing, it can remind of us what we haven’t achieved and it can remind us of how incredibly lucky we are to be where we are today.  My vote, let’s go with the last one and be very grateful for where we are today.  Remember…success is defined by each of us individually, and we have to judge our success on ‘our terms.’  Our financial situation don’t define our success, and it is only one component of our life.  As we look back at all we have learned so far, maybe we can take the “charge” out of the money conversation and realize our life is made up of multiple successes and experiences, and that darn money part is just a piece of the entire picture.

You’ve got to SEE it to internalize it!

So…let’s go for it.  You might as well get out your paper and pencil because you know what’s coming.  Ya gotta write it down.  Ya gotta see it to internalize it and make some shifts.

As we begin thinking about what’s next, and the financial rewards we want with our new career role, we also have to think about our financial requirements today – what we will need to sustain our lifestyle while we look for that next opportunity.  The first part should be fairly easy for us to define.  What are your current fixed expenses?  Those bills that you know have to be paid each month:  mortgage/rent; auto and health insurance; car payment; child care.  Well, you get it.  We all have our fixed expenses, so really think that through and get it down on paper and total the amount.  See that wasn’t so painful, was it?

Now let’s think about our variable expenses:  groceries; gasoline; credit cards; eating out; entertainment; clothing; shoes (a girl’s gotta have a new pair of shoes – maybe that should be in the fixed category!)  Again, you get the idea.  Write down the approximate amount you spend in each category and get your total.

How about those savings?  What amount of accessible funds do you have available (just in case you need them):  savings; stocks/bonds; IRAs; change in the piggy bank; money stuffed in the mattress.  Get it down on paper.  I am in no way suggesting you use your accessible funds; however, it is always good to understand the amount of money you have, where it is and how to get it if necessary.

Remember, this is all so we can truly understand how much money we need/want to make in our next position.  Some people will be thrilled with their current financial situation and will not want to take big risks for big rewards.  Other people might want to take some bigger risks so there is a bigger payment in the end.  All of this is an individual decision and needs to be based on what is best for you.

Time to do some discovery work on what you are looking for from a total compensation perspective.  It is important that you understand your salary/income requirements prior to your search.  This will be based on your target market – including geographic location, industry or type of organization, position/function (all coming in future blogs).  Look at your requirements in the following five categories.  List what you:  a) would like, and b) what you are willing to take in each category.  Be realistic.  Or…maybe you can dream a little bit and have two lists.  Why not?  One that is realistic, and one that is completely out there in dreamland.  You are going to write that book you know is in you, get on Oprah and become a zillionaire!!

1. Base salary
2. Commission
3. Bonus
4. Benefits
5. Other (stock, signing bonus, extra vacation time, etc.)

See, that wasn’t so bad, was it?  The salary conversation is often the hardest one to have and you need to really think it through.  That is why it is so important to be clear about your requirements and be able to clearly articulate them.  The more prepared you are, the easier it will be for you to answer the question “what are your salary requirements?”  You don’t want to hesitate…you want to be sure of yourself…and say exactly what you want.  Remember…if you don’t take care of yourself, no one else will.

Hope this helped, and you don’t have knots in your stomach.  In fact, I hope this exercise took the knots away.  You are now clear about fixed and variable expenses.  You are clear about your compensation requirements, and you are very, very proud of where you are today.

Your success is defined by you and for you!

Remember…your success is defined by you and for you.  Don’t let anyone else place their values on you and tell you what success looks like for you and your life!

Here’s to the greenbacks coming your way!!!

Till the next time…Karen

Triumphs

It’s time to brag a little bit.  What are the chances you can do that? Of course, we all know people who brag a tad too much (so annoying)…and then there are those who don’t brag at all (even if they should)…As my Dad used to say to us growing up, “No one likes a show off.”  Needless to say, that has wreaked havoc in my life over the years.  Yes, another story completely!  I will spare you the details!

We’re now at the point in our adventure through The Get Real Guide where we begin thinking about the (Triumphs) we have had in our work life.  No matter what age we are, no matter what we do for a living, we have all had accomplishments that we need to be proud of, and be able to articulate clearly and concisely. When we are successful, it is often because we are applying our skills, natural talents and experience to achieve significant results.  Analyzing your key accomplishments will help you understand the skills and natural talents that helped you achieve them.

Remember when I wrote about our Natural Talents and how important it is to understand what they are, and how important they are to our success?  As we get ready to do our Triumphs exercise, we want to be certain we are acknowledging what those Natural Talents are.  Let me explain.

Yeppers…it is time for some work.  I know, I just can’t help myself, can I? I guess it’s the coach and/or nag (you decide your term) in me.  As we walk through The Get Real Guide, we need to do some work along the way.  Here goes:

Think back through your work life and your many accomplishments.  List 5 of your most significant accomplishments.  Now here is the important part – list the 5 significant accomplishments that you really loved achieving. We have all had accomplishments that –for many reasons-we do not want to repeat.  Today let’s focus on those accomplishments you just nailed and loved doing.  Think about them.  Take a walk down memory lane.  Smile a bit…remember who you were working with, the project, the environment, what were the deliverables?  Why was it a Triumph?

Now, get your list and next to each accomplishment, write the skill/natural talent/trait required to achieve that item.  Be very clear and concise.  Take a look – what are the recurring patterns or themes?  What are the skills and natural talents that are helping you be successful?  Once you determine those…bingo…you’ve got the language you will need as you begin thinking about a job promotion or a new job.  When you can articulate those skills and natural talents, the person you are talking to will be able to see and hear in your delivery the excitement, the energy, the confidence you have. People want to surround themselves with positive people. When you are talking about your Triumphs it is hard not to be positive.

Isn’t it fun just thinking about the good work you have done in the past? Go ahead…brag a little bit…just don’t tell my Dad!

Till the next time… Don’t Stop Believing!!!

Show Stoppers

As I sit here trying to write my blog about Show Stoppers – those things that stop us in our tracks and keep us one step from achieving what we want to achieve – I think…what is stopping me from writing this blog?  Oh…that’s right…I have to be creative, provide substance and most of all give the reader a reason to read.  Just a little bit of pressure, wouldn’t you say?  At this moment, my preference would be to stop thinking and do almost anything else instead of sitting at my computer.  Maybe I’ll go do laundry.  Now, that is a sad state of affairs!  With that said, the important element is to “push through” the negative self-talk and write something meaningful.  I’ll try my best.

Yes, we all have that little person sitting on our shoulder that says to us “are you crazy, you can’t do that” or “you do not have the guts to pull that one off”  or “you’ve never done that before, what makes you think you can do it now?”  There is not a human being alive who does not have doubts about something they want to achieve.  For some, those doubts will fuel us.  For others, those voices will stop us in our tracks and paralyze us.  It is easier to go do the wash.  Yes, indeed this is true.

Stand tall, be confident, provide the reasons you are the right fit and candidate for the position and push through that F-E-A-R.  Own it, make it yours and get that new job.

Fear is an overwhelming emotion.  Susan Jeffers says – “Feel the fear and do it anyway.”  Well, that’s very easy to say; however, making it a reality is taking it to another level.  What we have to do is really think through what our personal Show Stoppers are.  What stops us in our tracks and prevents us from getting that next work assignment?  What stops us in our tracks and prevents us from taking the leap and becoming an entrepreneur, going back to school for something we’ve always wanted to learn – doing whatever will help us fulfill our dreams?  It’s that darn four letter word – F-E-A-R.

As I began to write The Get Real Guide, I realized that in a lot of my personal career development work the focus was on accomplishments, skills, etc.  No one was asking me, “what is preventing you from doing what you want to do?”  Now, I did all types of work around what I wanted; however, I wasn’t answering that dreaded question – What gets in your way?  I realized that I was very similar to others, yes, I was confident, yes, I wanted more and yes, I had “stuff” that kept messing with my head.  I had to address that “stuff.”  UGH…is just about all I had to say.

So, yep, if you have read or worked with me, you know what is coming next…ya gotta get stuff down on paper.  If you can see it, you can own it and then you can do something about it.  So, what’s on your list?  Write down 5 Show Stoppers that have gotten in your way in the past.  The reason I say 5 is because we don’t want you to get carried away and then completely get overwhelmed by what you think you have to “fix.”  Five is plenty.  This can be tough because you have to own what you don’t do well.  Here are some Show Stoppers from The Get Real Guide.  Do any of these resonate for you – argumentative; arrogant; closed-minded; defensive; fear of success (it ain’t just failure some of us are afraid of); insecure, lack of goal setting; perfectionist (yep, I said it – are you a perfectionist?); timid.

Now, take a look at your list.  As you look at your list of Show Stoppers, think about specific times when they have impacted your life, your decisions, your career.  Why and how did they make an impact?  As you look at each one, write down next to it what you are going to do the next time it rears its ugly little head.  An example – fear of success.  As crazy at it sounds, a lot of people are afraid of success.  If this is on your list, how are you going to overcome it?  What success are you afraid of?  When did it impact you?  What do you want next for yourself where you believe it will show up?  What measures are you going to take to squash it?  You want to be thinking about this prior to ‘it’ showing up.  If you have an opportunity for a job promotion, or you have an opportunity to interview for a new job in a new company, be prepared and show ‘em what you are made of.  Stand tall, be confident, provide the reasons you are the right fit and candidate for the position and push through that F-E-A-R.  Own it, make it yours and get that new job.

Doesn’t that all sound so easy?  Hardly!  It takes work.  It takes confidence in yourself and it takes a plan.  And, you know what, you are worth it!

Till the next time… Don’t Stop Believing!!!

The Good The Bad and the Ugly

Where have we all heard this term before?  Hmmm…is it a movie… …is it a book title…oh no…is it your life?  When I created The Get Real Guide to Your Career, I really wanted to appeal to people who needed some levity as they looked at their life and their career.  I wanted to inspire people to want to do the work, and to open The Get Real Guide and go on a “career journey” with me.  I know..I know…it’s tough sometimes. With that said, time is going to be passing anyway, so you might as well take the time to set up your life to do what you want to do, and be as planful as possible.  Heck, next year at this time wouldn’t you rather have done some work and set yourself up for success, than be complaining and cranky and blaming the world for your not being what you wanted to be when you grew up? Nope, being cranky isn’t a good idea. So, let’s get planning.

We have all made some really good decisions, and, on the flip side, we have made some not-so-good decisions. No matter what, all of these decisions have accumulated, and we are now at a place in our life where we wouldn’t be, without those decisions.  I know…DUH…well, of course, that is true.  As you continue to plan for your next career move, it is a good idea to reflect on your past career choices and continue to get clear about what you don’t want to do.

In my last blog, “I’ve Got a New Aptitude,” I discussed the importance of understanding what skills you would like to use and, just as important, what skills you do not want to use.  This next exercise is set on the same premise. Let’s see what the heck I am talking about.

Think about your past work experiences.  What factors led each of those experiences to be either a great experience, or one you would not want to repeat?  Describe as fully as possible those factors that made your work situations especially exciting or rewarding (The Good), those that made them boring or frustrating (The Bad) and those factors that you want to avoid at all costs (The Ugly).  Write a list of at least 5 Good, 5 Bad and 5 Ugly. Be as specific and honest as possible.  Take a look at them and I bet you will laugh thinking about those Ugly ones.  We all have them, and once they are behind us, we can say, “What was I thinking?”  What is more important is that you don’t repeat those Ugly work situations.  Once you have them down on paper and can see them with your very own eyes, you know you will say “nope…not me…ya can’t make me do that again.”

Now…take a look at those Good work situations.  What was it about them that got them listed in the Good column?  My guess, they were work environments that were aligned to the skills you want to use, your natural talents and your values. Take a minute and check back on your work.  Everything I am talking about and all the work you are doing is building your foundation and helping you get clearer about who you are today, and who you want to be tomorrow.  As we keep moving through The Get Real Guide to Your Career you will see how each exercise is a piece of the pie.  The more work you do, the bigger the piece of pie. And, who doesn’t like pie???

Thanks for coming along on your career adventure with me. Whatever you do…Don’t Stop Believing!!!

Till the next time…

I’ve Got a New Aptitude

As long as I keep referencing Bruce Springsteen, let me continue with this theme.  Bruce and the E Street Band finished their “Working on a Dream” tour on November 22, 2009.  Now how is that for a mantra to live by?  If they are still working on a dream, then there is hope for all of us, don’t you think?  Anyway, they have been playing albums front to back in concert and they closed their tour with the first album – Greetings from Asbury Park. I did not attend their last show in Buffalo, and I am not happy about it; however, that is a different story.

So, what the heck is my point?  There really is one – most members of the band play multiple instruments; however, they have one core instrument they bring to the band.  Clarence Clemons on saxophone, Garry Tallent on bass, Rob Bittan on piano, Little Steven Van Zandt on guitar, and so on.  Each member has made a choice about the core skill he brings to the band.  Do they play other instruments? Yes.  And, with that said, they all understand the role they play within the E Street Band, depending on the song or the album they will be playing on stage.

We are no different than the E Street Band (except for the fact I can’t sing, nor do I play an instrument).  Each of us has to understand the skill(s) we want to use in our work and the skill(s) we would prefer not to use in our work.  What is important to think about is: does your current role leverage the best of your skills?   Are there things you are really good at but would rather not have to use in your next opportunity?  Here’s an idea…Write a list of your skills and organize it by:  1) Skills that you currently use or have used in the past and, 2) Skills you would like to use and, 3) Skills you have absolutely no interest in using.

Let’s continue our work with The Get Real Guide to Your Career and take a walk down memory lane. Really think about those skills you used that gave you energy, made you want to be the best you could be, skills that you really enjoyed. Was it coaching, customer interface, influencing, hiring and staffing, creating, selling products or services, project management, training?  Well, you get the idea.  Keep the list going and add to it.  Once you get the list completed, go back and rank the top 10 skills you would like to use.  This list will help you determine what you might be interested in doing next.  If there are skills on the list that you need to develop, now could be a good time to start that.  An example – you really like project management and want to get more proficient in it.  There are classes you can take, or software you can learn.  Spend some time gaining proficiency and then you will have one more skill to add to your tool box.

I am a big proponent of being very clear about the skills you want to use and the skills you do not want to use.  Be certain the “don’t want to use” are on your list.  This doesn’t mean that you absolutely will refuse to use these skills. It just means that they will be on the bottom of your list.

My best example of this is when I was on the board of a non-profit.  We were bringing a global conference to San Francisco.  I was in charge of all the speakers’ requirements for their presentations – the equipment they would need for their presentation, the room set up, the materials they needed at each seat, what time they needed to show up, how long they had to present, etc., etc.   Now, I am a very organized person, which is why they put me in charge of the speakers.  I had color-coded spreadsheets, I had cell phones going, I was a detail maniac.  I did this for 4 days.  At the end of it, I wanted to cry (in fact I am sure I did cry multiple times throughout the conference).  The detail was making me completely crazy. Every little thing had to be perfect – the speakers were counting on me and the participants were counting on me.  Needless to say, all went very well.  Now, is that anything I want to do for a living?  Absolutely not.  As mentioned, I am organized; however, enough already!  If I tell people about this skill, that is the only thing they will hear, and the next thing I know I will be running conferences.  I promise you, I do not want to do that even if I do it well.  It just doesn’t fulfill me.  It completely depletes me, and makes me exhausted.  So that is what I mean about the skills you do not want to use and why it is so important to spend time thinking through this exercise.

Remember, this is about using the skills you want to use and the skills that will help you do the best work possible.  This exercise is well worth your time.  As you are looking for a new work opportunity, you need to be able to articulate – very clearly –  your top skills.  As always, have some fun with it, and think about who you are today and what you want for tomorrow!  Our PeopleThink web site is filled with resources and articles to help guide you in the direction that is best for YOU.  http://www.peoplethink.biz/resources.htm

Till the next time…