Making A Good Impression: 7 Keys To A More Professional Image
September 25, 2011
By Michele Connolly, Get Organized Wizard
How’s your professional image? Does it convey a true sense of your talent and expertise? Or does it distract potential customers/employers and undermine the impression you make?
Whether you’re looking for more customers, a promotion or a new career, you need to avoid these common mistakes if you want to create a great impression. Developing a professional image takes a little preparation and personal organisation, but you’ll gain huge dividends.
1. Lose the blurry photo of yourself looking boozy at after-work drinks
Ideally, get a professional photo of yourself for your online profiles (eg, Facebook, Twitter, LinkedIn). It will make a good impression on others and help you feel more confident about yourself too.
If this is too expensive, ask a friend to take a photo that’s suitable for the work you do – or want to do.
At the very least, crop a head-shot of yourself from an existing photo that’s in focus and attractive.
2. Don’t be boring when explaining what you do
A bland description of your job or services can be an instant conversation killer. Avoid the ‘Oh. *pause* I have to go over there now.’ response by sprucing up your self description.
For instance, my description is adapted from a technique I learned in Michael Port’s Book Yourself Solid. Instead of saying,
‘I’m a writer for a website’ [BORING!]
I say,
‘You know how some people struggle to overcome procrastination, or to get organized, or to get rid of clutter? Well, I create programs at GetOrganizedWizard.com that help people to get motivated and take action.
You can use the same formula:
You know how some people [insert problem you solve]?
Well, I [insert how you solve problem].
So if you’re a financial planner you might say something like,
“You know how some people worry about how much money they’ll need for retirement and how to go about preparing for it? Well, I help people analyse their goals and financial positions and set plans in motion.”
3. Avoid over-sharing online
Be personal and authentic in your online profiles – it will help people get a sense of you.
These days, it’s common for both customers and employers to do online searches of people they want to work with. So be cautious about sharing information that’s too personal or *ahem* ‘inappropriate’.
Tweeting about your love of gardening, running or model trains is one thing. Providing graphic details about your feather fetish is another.
4. Scrap Sally34619@hotmail.com
Your email address should be simple and professional.
If you have a business, use your business URL – i.e., Sally@SallyTheSavvyPhotographer.com.
If not, at least choose a professional-sounding version of your name – eg Sally.Fortescue@hotmail.com or SallyLouiseJones@hotmail.com.
Remember that a potential customer or employer may have to type in your email address – keep it professional.
5. Toss self-printed business cards
Cards run off on your home printer say, ‘I don’t take my business seriously’ – so why should anyone else?
Business cards are a small expense that make a big difference. Invest a little time and money in cards that represent you.
Make sure you include your:
- Name
- Business name
- Email address
- Phone numbers/addresses
- Website
- Short description of your business or service, if this isn’t obvious from your business name.
Keep a stack of cards in your bag or pocket and replenish it regularly. Then when someone asks for one, you’ll be prepared.
6. Re-think the scruffy look
You might do fabulous work and believe you have the right to dress however you like. And of course you do.
The thing is, people don’t know you do fabulous work, so they will likely extrapolate from whatever information they have. If your clothes are untidy, they might subconsciously think, well, scruffy clothes, scruffy work.
So get yourself at least a couple of outfits you can wear for networking events, interviews, etc. Choose clothes that look, feel good and give people a sense of the best of you.
7. Stop snarling
Smile! It looks good, feels good, makes you more approachable and comes through in your personality.
Whether you’re communicating in person, by phone or in writing, keep a smile on your face.
I’m smiling now – can you tell? 
Check back tomorrow for the next blog post in 30 Days to a Great Career! 1-30 September 2011
MOST RECENT 30 DAYS TO A GREAT CAREER POSTS
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Michele Connolly – Get Organized WizardMichele Connolly helps people move from procrastination to action. She believes you can be happier if you take action on your priorities. Michele’s programs cover business, goals, home, personal organisation, writing and weight-loss, and are used by tens of thousands of people worldwide. Michele is a member of the National Association of Professional Organizers (NAPO) and the International Positive Psychology Association (IPPA). She has been interviewed on Sydney radio, spoken at conferences, and won awards for her psychology studies, including original research and a thesis on happiness. Michele is interested in writing, books, simplicity, love, TV, productivity, and staying thin in a world of chocolate.
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Board quotas – are they the answer?
September 24, 2011
By Susan Wareham McGrath
Australia’s peak shareholders’ body recently said women should be appointed to company boards according to their abilities, not arbitrary quotas, according to The Australian newspaper. 
And Federal Opposition Women’s Affairs spokesperson Michaelia Cash restated the Coalition’s opposition to gender quotas, in response to Shadow Treasurer Joe Hockey’s call for women to occupy a mandated 30 per cent of boardroom positions.
Meanwhile, Governor-General Quentin Bryce used International Women’s Day to call for board quotas, saying they are needed to break the “old boys” stranglehold over Australian business, and Australian Minister for the Status of Women Kate Ellis has stated that quotas were a last resort but that the government was leaving this option on the table.
But are we targeting the real problem in our discussions about quotas and getting more women onto Australian boards? I don’t think so.
I see the lack of women on boards as just a symptom of a much deeper problem that seems to have had disappointingly little media attention paid to it.
The real issue – the problem that must be addressed before any sustainable progress can be made toward gender equity in corporate Australia - is Australia’s prevailing organisational culture that keeps women off boards, by restricting their access to the C-suite executive roles that are feeder positions to corporate directorships.
I recently undertook a piece of research relating to factors that affect women’s representation on boards in Australia. I only used significant Australian and international studies that were up to two years old, so my sources were somewhat limited, but even so, they identified no less than sixteen separate and evidence-based factors that currently block women’s ascendency to the board table.
Just a few of these factors were:
- the culture of mateship that continues to pervade Australian boards
- a lack of transparency in board appointment processes, and a failure to articulate and assess applicants against clear selection criteria
- the fact that boards usually recruit from restricted pools of applicants that are already known to, or referred by, their members
- board members’ tendency to “appoint in their own image”
- the fact that significantly fewer males than females see gender diversity on boards as a strategic corporate priority
- organisational expectations of a straight-line, always-available, geographically mobile career model
- the fact that board feeder positions – senior corporate C-suite roles with line management responsibilities – are predominantly filled by men
- the lack of support for women who wish to continue to build their careers after having a child, or taking on caring responsibilities; for example, personally tailored return to work programs, telecommuting and the provision of quality, flexible child care
- the lack of high level female mentors to assist other women get onto boards and into board feeder roles within an organisation
And this is despite the fact that evidence has proven over and over again that having women in leadership positions and on boards is good for business, not only by leading to improved financial and corporate results, but because it leads to improved governance, enhanced public perception of the organisation and better employee attraction and retention.
The introduction of quotas would certainly improve the gender balance on Australian boards, and would do so over a very short period of time.
But the introduction of quotas would also have the potential to encourage lip-service, forced compliance, a public questioning of the worthiness of the incumbents who were appointed under the quota requirement and a nagging worry in the minds of the incumbents themselves, about whether their appointment stemmed from merit or tokenism.
So regardless of whether Australia eventually does nothing, goes down the forced quota pathway or takes the voluntary target option, one thing is obvious.
To address the organisational culture that is the fundamental cause of the lack of gender balance on Australian boards, we need strong corporate leadership that champions gender equity for all employees, from the new recruit to the executive team and the board.
Until corporate Australia has the strategic foresight and pragmatic business sense to use such leadership to implement change across Australia’s business sector, the best that will be achieved is the continued implementation of spin-doctored, band-aid solutions which, to the detriment of the Australia’s business sector, will temporarily mask the obvious symptoms, but do little to stem the growth of the real problem.
Check back tomorrow for the next blog post in 30 Days to a Great Career! 1-30 September 2011
MOST RECENT 30 DAYS TO A GREAT CAREER POSTS
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Susan Wareham McGrathSusan Wareham McGrath is a skilled and experienced Australian visa and immigration consultant; jobsearch strategist and career management consultant; professional writer, blogger and social commentator. She holds a degree in psychology, an advanced diploma in human resource management, a post graduate qualification in public policy development, a national training accreditation and registration as an Australian migration agent with the Migration Agents Registration Authority. Susan is a strong advocate for the personal and professional advancement of women, and after serving as an Advisory Board Member of the Australian Businesswomen’s Network since 2007 is now the ABN’s National Special Projects Manager.
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The Power of a Handshake
September 23, 2011
By Karen Adamedes, Career Chick Chat
Have you ever been caught in that awkward moment when a group of people are being introduced, the men enthusiastically shake hands with each other and then they turn around and nod at you?
Many people (both men and women) aren’t quite sure whether to offer their hand to a woman a not. Men don’t think twice about this ritual with each other.
Where it was once used to bind a contract, nowadays a handshake is an accepted business formality. It is used as a greeting, a farewell, to express congratulations and as a sign of goodwill when an agreement has been reached.
A handshake can be seen as the first step of building rapport and developing a relationship as it provides a point of connection.
Men, unless they see each other every day, often greet each other with a handshake. Even in a social setting, a handshake is the accepted convention and establishes rapport. It’s an accepted business practice.
When women don’t shake hands, this sets them apart.
If they have to debate with themselves whether to shake or not to shake, before you even started talking, the gender difference will be unsaid but on the table, loud and clear. A handshake can help women establish parity with male colleagues.
To avoid this situation, offer your hand in all situations where men would shake hands. Do this with both men and women. For men, it takes away the guesswork. With women, it establishes business rapport. You’ll present yourself as confident and professional. Be the first to offer your hand when you meet others, so that there is no time for confusion.
The other benefit of a handshake is that it can fend off the unwanted greeting kiss. It has become more common, particularly when work colleagues meet at social occasions, for men to greet women with a kiss. You really need to make an assessment on the appropriateness of this based on the situation, who the person is and your relationship with them. If you are comfortable, this is fine in a social environment. But it’s a little bit icky when it happens in the office and you’re not comfortable with it. A polite, confident outstretched hand should avoid this situation.
Here are a few more quick tips for handshaking:
- Make eye contact when you offer your hand –this aligns your body language with the connection you are making
- Hold your hand straight out from your wrist – stops your handshake from being too soft and prevents you making a vice like grip
- Shake 2-3 times
- The handshake should come from your elbow as you move your arm
- Smile at the same time – it reinforces that you are pleased to meet them
Career Chick Hot Tip: Shake hands and offer yours first.
Check back tomorrow for the next blog post in 30 Days to a Great Career! 1-30 September 2011
MOST RECENT 30 DAYS TO A GREAT CAREER POSTS
- How To Boost Productivity at Work
- Resolving Conflicts (when they happen)
- Interview thank you letters – a simple branding strategy for jobseekers
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Karen Adamedes – Career Chick ChatKaren Adamedes is a career strategist, speaker blogger and author of the best-selling career guide for women, “Hot Tips for Career Chicks.” Working for market-leaders in Australia, Karen has pursued a successful career in business, managing national teams and multi-million dollar budgets. She is an accomplished senior executive with a proven track record of success in driving the delivery of business results and the development of high performance teams. Karen’s experience has provided her with insights into what works and why for women in the development and management of their careers and the realisation of success. Karen’s career advice has been featured in the pages of national magazines including Cosmopolitan and Cleo, newspapers and international publications.
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How To Boost Productivity at Work
September 22, 2011
By Michele Connolly, Get Organized Wizard
You may not be thrilled with the way you manage time in your business life. On the other hand, you may not want to invest precious money, energy, thought and – yep, even time – into finding a whole new time management system.
If you’d just like to get more done in your business day, follow the 5 easy steps below.
Streamline Your Work Tasks And Be More Productive
Step 1: List Your Work Tasks
Jot down all the things you generally do in your work day. This list will of course vary depending on the work you do, but it may include items like:
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Step 2: Simplify or Eliminate
Go through your list for anything you can cut down, streamline or cross right off the list.
For example:
- Can you stop replying to emails that don’t really need a response?
- Instead of answering calls as they come in, could you return messages all at once?
- If you write a lot of proposals or presentations, could you create a template to save time on the repetitive work?
- If you answer emails with common questions, could you create an FAQ?
- If you manage staff, could you schedule weekly, bi-weekly or daily meetings with each person to address all their concerns at once?
Step 3: Delegate
Next, look for items you can delegate to someone else in the company.
For example:
- Could you train a junior staff member to draft reports, proposals, or presentations – which you could then edit and polish?
- Are you doing tasks that could be handled more effectively by another person or department?
Step 4: Outsource
Now check for tasks you can outsource or sub-contract to someone outside the company.
For example:
- Would specialist companies save time and money in areas like customer service or research?
Step 5: Batch
Finally, see which of the remaining tasks can be batched together for greater time efficiency and mental effectiveness.
For example:
- Can you schedule whole hours, afternoons or days for admin, financials, meetings or other work, to save mental ‘transition time’?
- Can you schedule all uptown meetings on Tuesdays and all downtown meetings on Thursdays, to save travel time?
Dos & Don’ts
- Don’t worry about capturing every little task that occasionally comes your way on your list.
- Do focus on the big, time-consuming challenges, the frequent, repetitive tasks and the annoying, de-motivating parts of your job. These are the places you’ll make the greatest productivity and time-management gains.
These steps will leave you with a streamlined list of work tasks that focus on areas where you can be most productive.
Well done – you deserve a nice long break. 
Check back tomorrow for the next blog post in 30 Days to a Great Career! 1-30 September 2011
MOST RECENT 30 DAYS TO A GREAT CAREER POSTS
- Resolving Conflicts (when they happen)
- Interview thank you letters – a simple branding strategy for jobseekers
- Signals it’s time to move on
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Michele Connolly – Get Organized WizardMichele Connolly helps people move from procrastination to action. She believes you can be happier if you take action on your priorities. Michele’s programs cover business, goals, home, personal organisation, writing and weight-loss, and are used by tens of thousands of people worldwide. Michele is a member of the National Association of Professional Organizers (NAPO) and the International Positive Psychology Association (IPPA). She has been interviewed on Sydney radio, spoken at conferences, and won awards for her psychology studies, including original research and a thesis on happiness. Michele is interested in writing, books, simplicity, love, TV, productivity, and staying thin in a world of chocolate.
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Resolving Conflicts (when they happen)
September 21, 2011
By Karen Adamedes, Career Chick Chat
Conflict is a fact of life. In business, it seems to be inevitable. It can occur when people are working towards different goals or outcomes. Or when people who have an unfortunate history are brought back together and simple misunderstandings can also cause conflict.
The reasons are many and the implications can be disastrous. Conflict at work can be an inhibitor that damages relationships, delays projects, causes rework or even stops business from moving ahead.
On the other hand, it can be an opportunity for you to demonstrate your skills, style and your ability to work in any environment. Conflicts are not only crisis points – they are opportunities for you to shine in challenging circumstances. The way you respond to and resolve conflict in the workplace is a defining characteristic of your personal operating style.
How you handle conflict can impact your reputation more than how you resolve it.
Here are some tips of how to approach conflict in the workplace:
Approach Conflict Strategically
The best approach to conflict is to be strategic. It is unlikely that all aspects of a conflict are equally important. Decide what must be resolved and which battles you really need to win. Pick what is most important to you and the business.
The Earlier, the Better
The best approach is to resolve important issues early. A small misunderstanding left unresolved can grow out of all proportion the longer people think about it. The earlier the resolution, the less potential damage a conflict can cause. Relationships stay intact, negative business impacts are minimised and people are more willing to compromise. Plus, you are seen as more resolute and skilled.
Know Your Facts
Like any negotiation, the first step is to prepare: make sure you know your facts. You’ll look incompetent if you try to resolve conflict with incorrect information or insufficient research. You may even damage your credibility if you haven’t spoken to all the stakeholders. When you know your facts, you can be confident that you have the information you need and that there won’t be any surprises later on. You’ll also have the support of those who think they need to be consulted.
Develop Alternatives
As you would for any negotiation, it’s vital to identify the key issues and develop some potential alternatives to resolve the situation. For the best chance of success, your potential resolution should look for a win for all parties, be expressed in the language that the people involved are comfortable with and allow others to save face.
If you can develop alternatives that allow the other people involved to have a choice, or at least be involved in the decision-making process, they’ll appreciate it. This will also assist with any big egos involved.
Be Generous
Often, whether someone is right or wrong about a business issue ceases to be the key issue to resolve a conflict. Anyone can be embarrassed if they are shown up publicly as wrong. People’s concern about potential embarrassment can lead to stubborn behaviour and unwillingness to concede – even when they know they are wrong or there is a better alternative. Be aware of the egos involved and explore the options to help others save face.
The right way to resolve a conflict with one person can be different for another. Whether you think the other person is right or wrong – try to appreciate the issue from their perspective. Demonstrating that you have respect for the experience and knowledge of others shows them you are focused on the issue, not making a personal judgment. The acknowledgment of past successes, experience, expertise and skills is appreciated by everyone. It allows you to recognise the past, accept the other person’s contribution and then deal with the issue at hand. Which is what business is all about.
Be proactive and deal with conflict. It will reflect positively on your skills, credibility and professional reputation.
Check back tomorrow for the next blog post in 30 Days to a Great Career! 1-30 September 2011
MOST RECENT 30 DAYS TO A GREAT CAREER POSTS
- Interview thank you letters – a simple branding strategy for jobseekers
- Signals it’s time to move on
- How to write a winning board CV
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Karen Adamedes – Career Chick ChatKaren Adamedes is a career strategist, speaker blogger and author of the best-selling career guide for women, “Hot Tips for Career Chicks.” Working for market-leaders in Australia, Karen has pursued a successful career in business, managing national teams and multi-million dollar budgets. She is an accomplished senior executive with a proven track record of success in driving the delivery of business results and the development of high performance teams. Karen’s experience has provided her with insights into what works and why for women in the development and management of their careers and the realisation of success. Karen’s career advice has been featured in the pages of national magazines including Cosmopolitan and Cleo, newspapers and international publications.
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Interview thank you letters – a simple branding strategy for jobseekers
September 20, 2011
By Susan Wareham McGrath
It’s a fact that the process of job-hunting is essentially a marketing exercise, where, with all other things being equal, the most strategic marketer will win the job.
The competition for good jobs across all levels of Australia’s job market is tough; and with many excellent applicants competing for a limited number of good jobs, it’s crucial to the success of your jobsearch marketing plan that you make the most of every opportunity to stand out from the competition.
An easy way to build your brand in the eyes of your interviewer or interview panel, but surprisingly, one that is followed by very few job applicants, is to follow up each interview you attend with a simple thank-you letter.
Apart from demonstrating your knowledge of workplace etiquette, following up an interview with a thank you letter can be used to reinforce your position as the outstanding candidate in a number of other, less obvious ways. You can use a thank-you letter to:
- Focus the thoughts of the interviewer or panel on you, while they’re deciding on the successful applicant
- Highlight the areas in which you can value add to the job and
- Mention anything you forgot to tell the panel at interview
Thank you letters should be succinct and strategically written; three paragraphs are adequate. Your focus in drafting the letter should be on reinforcing your message about why you are the best applicant and what you can bring to the organisation.
The first paragraph should be used to thank the interviewer or the panel for the opportunity to attend the interview. In the next paragraph, you should reiterate the areas in which you could value add to the position, and you could also include any relevant information you forgot to mention at interview. The last paragraph should thank the interviewer or panel once again and indicate that you are looking forward to hearing from them in due course.
While some consultants suggest that you should send a thank you letter to each member of an interview panel, I disagree. I believe it is more professional to write directly to the Chair, because that demonstrates a stronger understanding of Australian corporate protocols than writing directly to panel members. Also, the impact of a thank you letter is somewhat lessened if everyone on the panel receives an identikit copy.
Should you send a thank you letter after second and subsequent interviews? Yes – the content of your first thank you letter could have been one of the elements that helped to swing opinion in your favour. Subsequent thank you letters should be tailored to the interviews to which they relate, because each preceding letter is likely to be included in your interview file and will be read by future interviewers and panellists.
It is best to send a thank-you letter as soon as you are able after an interview, so that it is received preferably within 24 hours and definitely within three days of the interview, as the decision making process could be well underway by then.
As a job seeker in Australia’s tight employment market, can you afford not to use every means at your disposal to differentiate yourself from your competition? Try sending a thank you letter after your next interview – it could make all the difference!
Check back tomorrow for the next blog post in 30 Days to a Great Career! 1-30 September 2011
MOST RECENT 30 DAYS TO A GREAT CAREER POSTS
- Signals it’s time to move on
- How to write a winning board CV
- Make Telephone Interviews Work: Tips for Preparing and Conducting Virtual Interviews
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Susan Wareham McGrathSusan Wareham McGrath is a skilled and experienced Australian visa and immigration consultant; jobsearch strategist and career management consultant; professional writer, blogger and social commentator. She holds a degree in psychology, an advanced diploma in human resource management, a post graduate qualification in public policy development, a national training accreditation and registration as an Australian migration agent with the Migration Agents Registration Authority. Susan is a strong advocate for the personal and professional advancement of women, and after serving as an Advisory Board Member of the Australian Businesswomen’s Network since 2007 is now the ABN’s National Special Projects Manager.
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Signals it’s time to move on
September 19, 2011
By Karen Adamedes, Career Chick Chat
No matter how much you want it to work, how hard you try or how many hours you put in – if the job you’re in just isn’t right for you (anymore) – it’s time to move on.
It may have been the right job at one time, but things change for ourselves and for the companies we work for. A crucial career skill is to be able to recognise when these changes happen and be able to know the signals that it’s time to move on. Preferably, before you reach a career crisis or feel that you’re being about as productive as if you’ve been bashing your head against a brick wall. The trick is to know when it’s time to go – before you hurt yourself or the wall.
Career moves can also be initiated by positive opportunities that come your way. You need to be able to recognise the positive signs just as much as the negative ones.
The ability to know when it’s time to move on requires you to make sure that you’re radar is on and that you are receptive – so that you recognise when things are changing or when opportunities present themselves.
Some of the signals to be on the lookout for are:
Organisational change, Restructures and Management Changes
These all provide new possibilities. New or project roles are often created in times of change or vacancies are created when someone moves as part of a restructure. Plug into your network to find out what is going on so that you can let people know that you are interested in the opportunities that might be coming up.
A bad boss
Regularly cited as the number one reason by people of why they leave a job. You wouldn’t walk out the first time you have a disagreement, but if over time you realise that working for a particular manager does not support you personally or your career aspirations – this can be a very clear sign to move on.
Cost cutting
Significant cost cutting can be a sign that a business is under pressure. This may be a forerunner to job losses. It might not mean that your job is at risk, but it’s something to be aware of and may indicate that it’s time for you to develop some alternative options.
Bad behaviours
Like cost cutting, if you find the managers in your company are being short-tempered or acting more stressed than usual – this can be a sign that the business is not performing or that change is on its way. Stick up your antenna and ask around to see if others know more.
New or lost customer contracts
Even if you are not in an area of the business that deals directly with customers, their win or loss by your company can have an impact on you. New customers can lead to the creation of new roles; lost customers can mean down-sizing in a business.
Opportunities are discussed with you!
It can seem fairly obvious that an opportunity is available if you get a call to discuss it. Sometimes, however, the approach might be quite subtle to ‘sound you out’. Don’t treat calls to ask “if you know someone who might be interested” or to have a chat with you about changes in the business as an interruption.
Have your radar up, antenna on; recognise the signals to move on. And most importantly – act when the time is right – for you!
Check back tomorrow for the next blog post in 30 Days to a Great Career! 1-30 September 2011
MOST RECENT 30 DAYS TO A GREAT CAREER POSTS
- How to write a winning board CV
- Make Telephone Interviews Work: Tips for Preparing and Conducting Virtual Interviews
- Counter Offers – To Accept or Not to Accept?
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Karen Adamedes – Career Chick ChatKaren Adamedes is a career strategist, speaker blogger and author of the best-selling career guide for women, “Hot Tips for Career Chicks.” Working for market-leaders in Australia, Karen has pursued a successful career in business, managing national teams and multi-million dollar budgets. She is an accomplished senior executive with a proven track record of success in driving the delivery of business results and the development of high performance teams. Karen’s experience has provided her with insights into what works and why for women in the development and management of their careers and the realisation of success. Karen’s career advice has been featured in the pages of national magazines including Cosmopolitan and Cleo, newspapers and international publications.
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How to write a winning board CV
September 18, 2011
By Susan Wareham McGrath
Perhaps in response to the growing media and community focus on the topic of women on Australian boards, a growing number of corporate women are seeking board positions. Some have their sights firmly set on a full-time career as a non-executive director, others wish to contribute to their community by serving on a non-profit board, others to obtain professional experience they are not able to gain from their current job and yet others to follow their passion in a particular field of endeavour.
Whatever their reason for applying a board role and whatever the level or sector of their board of interest, from the largest multinational to the smallest management committee, there is one marketing tool that every aspiring board or committee member needs to underpin their application – a quality Board CV.
Board CVs differ from the standard jobseeking resume in many ways. Because a board CV is a showpiece for the way an applicant can add value at the highest level, it needs to be pitched at a more strategic level than a standard resume, more focused and succinct and can be abbreviated in ways that would be considered inappropriate on a resume. Board CVs should be strongly targeted to highlight an applicant’s leadership skills, knowledge of, networks in and commitment to the community or industry in which the board is involved, and should ideally be no longer than 2 – 3 pages.
When preparing a Board CV, it is crucial that you invest sufficient time in researching the organisation you are applying to, and its industry, to take advantage of every opportunity to demonstrate your expertise in those areas. It’s important to remember that a CV is marketing document above all else, and should be tailored to the requirements of the applicable board, its industry and the applicant. At the Board level, generic, undifferentiated CVs do not work as well as individually customised documents.
While there are many formats that a Board CV can take, one easily customisable model that has assisted people find board roles across a range of industries and sectors follows the lines below:
<<Firstname, Lastname>>
<<Address>>
<<Telephone – business and mobile if possible, but if not, mobile alone is acceptable>>
<<Email>>
PROFILE (up to 10 lines)
Your profile should list the experience, achievements, skills and networks you can bring to the board. Some people prefer to add a separate “Achievements” heading, which also works well.
BOARD EXPERIENCE
List current and previous roles you’ve held on boards or management committees – even if they’re not relevant to the position of interest, they all demonstrate your commitment and leadership skills.
PROFESSIONAL MEMBERSHIPS
List membership of any professional organisations or community groups to which you belong.
EDUCATION, QUALIFICATIONS AND AWARDS
List any tertiary qualifications – unless you are a school-leaver or recent TAFE or University graduate, it is not appropriate to include your secondary education achievements on a CV of this nature. You can also use this section to list your professional awards and recognition and depending on the board in question, you could also use this section to list sporting achievements and community awards.
EMPLOYMENT HISTORY
A succinct overview of your employment history over the past approximately 10 years, unless earlier jobs are relevant to the board of interest. Include the organisation’s name, the date you commenced and finished your employment and your job title. Unless a role is of specific relevance to the board you’re interested in, try to keep the information you include about your responsibilities very high level and to a maximum of three lines.
It’s not unusual for boards to ask applicants to also address other requirements, such as providing brief biographies and listing referees, so before submitting your application, make sure you’ve read the recruitment information kit carefully, drafted a professional covering letter, doubled checked your application for grammar and spelling and provided all the requirement information to demonstrate that you’re the best candidate for the role.
Check back tomorrow for the next blog post in 30 Days to a Great Career! 1-30 September 2011
MOST RECENT 30 DAYS TO A GREAT CAREER POSTS
- Make Telephone Interviews Work: Tips for Preparing and Conducting Virtual Interviews
- Counter Offers – To Accept or Not to Accept?
- How to leave your job gracefully
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Susan Wareham McGrathSusan Wareham McGrath is a skilled and experienced Australian visa and immigration consultant; jobsearch strategist and career management consultant; professional writer, blogger and social commentator. She holds a degree in psychology, an advanced diploma in human resource management, a post graduate qualification in public policy development, a national training accreditation and registration as an Australian migration agent with the Migration Agents Registration Authority. Susan is a strong advocate for the personal and professional advancement of women, and after serving as an Advisory Board Member of the Australian Businesswomen’s Network since 2007 is now the ABN’s National Special Projects Manager.
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Make Telephone Interviews Work: Tips for Preparing and Conducting Virtual Interviews
September 17, 2011
By Suzi Dafnis, Australian Businesswomen’s Network
As a business owner, I often use telephone interviews to screen candidates before inviting a shortlist to meet with me face-to-face.
It’s not uncommon to interview virtually via phone or Skype, even for roles that are in your own city.
And, with the growth in telecommuting, you may be applying for a role that is entirely virtual, where your place of work and the business you work for are in fact in different locations – and your main contact with your colleagues is virtual.
Here are some tips to interview better when you can’t rely on in-person interactions.
PREPARATION
1. Do your online research
Just as you should for a face-to-face meeting, it’s important to do your research before a phone interview.
It’s no secret that employers are checking out the online presence of potential candidates. Similarly, you should do some ‘checking out’ of your own.
Regardless of the size of the business you are interviewing with, having a good understanding of the business is important.
- Look up the business website and become familiar with what the business does. Be sure to read the About Us page.
- Check whether the company has a Facebook page, whether any employees are listed on LinkedIn and if there is a Twitter account in the company name.
- Monitor the social interactions on social media sites to get a sense of what people are saying about the organisation and what the organisation itself is saying.
2. Get Personal
Do you have the name of the person who will interview you? Look them up too. You don’t want to come across as a voyeur, so avoid any personal questions, but be informed.
You want to know enough to sound intelligent about the business and to ask appropriate questions when the opportunity presents itself.
3. A Good Connection and the Right Environment
It’s difficult to have a serious conversation if you don’t plan the environment. I’ve interviewed people who ‘pop out’ of the office so their employer doesn’t know they’re job seeking and end up on a sidewalk in a busy street. This does nothing to impress me.
Plan your interview time and location so that you are in a quiet room with no interruptions. Switch off anything that can beep or ring.
If you’re interviewing on a mobile phone, be sure to be in a location where your phone carrier has a good signal. Dropping out during an interview is frustrating for both parties and (regardless if it’s your fault or not) seems unprofessional.
THE INTERVIEW
1. Be On Time
Be on time for the appointment. If you are being called, be sure that you’re not already on a call around the expected time of the call. If you are calling them, be sure to be exactly on time as scheduled.
2. Have all the Relevant Information on hand
Be armed with the details of your contact, their title, the job description or advertised role, as well as a list of questions that you want to ask about the role.
If you’re online at the time of the interview, pull up their website so that you can have easy access to any additional information you may need.
3. Voice Control
Without visual queues, you are relying on your voice and tone to provide a picture of you. Along with your answers, the tone and sound of your voice can inform the employer.
Many women do themselves a disservice (both for interviews and business in general) by not sounding confident or, in some cases, mature in their tone. Get feedback. Ask a friend to have a pretend conversation with you and tell you how you sound.
- Do you ‘um’ and ‘ah’ a lot?
- Do you sound little-girl like?
- Do you speak too quickly or too slowly?
- Do you sound confident?
Good vocal skills will serve you in many ways in your career, not just in interviews; so don’t hesitate to invest in a voice coach. (I use my voice a lot in business for recording interviews/podcasts and see training for my voice just as important to my career as training myself in marketing or finances. Even if you don’t use your voice as I do, sounding great can’t hurt your image.)
Again, this is not a tip only for phone interview, but is especially relevant since your interview was virtual. Follow up the call with a thank you note to the interviewer. It shows courtesy and helps you be remembered.
Check back tomorrow for the next blog post in 30 Days to a Great Career! 1-30 September 2011
MOST RECENT 30 DAYS TO A GREAT CAREER POSTS
- Counter Offers – To Accept or Not to Accept?
- How to leave your job gracefully
- Negotiating the best starting salary
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Suzi Dafnis – Australian Businesswomen’s NetworkSuzi Dafnis is the Australian Businesswomen’s Network’s Community Director and Chairperson of the Advisory Board. Suzi has been involved with the network since 1995. In 1998, she took over the network from its founder and has since managed and grown the network. She remains its media spokesperson and a champion of women in business. She is also the editor of the ABN’s newsletters, author of the herBusiness blog and presents the In Her Shoes video series and herBusiness podcast.
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Counter Offers – To Accept or Not to Accept?
September 16, 2011
By Kristy-Lee Johnston, Footprint Recruitment
For some, the ‘job seeking’ process is confronting, challenging and scary. But for others, it’s not the hardest part of changing jobs, it’s the resignation process which fills them with the most dread and fear!
This is most often the case for those:
- who are leaving a team of people who they really like working with
- who have been in their current position for a long period of time
- who know that their resignation will leave the employer or team under staffed or under skilled
If this sounds like you, then for you and many others, no matter how excited about the new role you are, the resignation process is never fun!
This can get all the more complicated when the employer is so redescent to see you leave, they counter offer you.
A counter offer, simply speaking, is when your existing employer tries to entice you into staying with your current employment, after you have resigned. The aim is simple, they don’t want to lose you from the organisation.
Counter offers are sometimes expected, but often come completely out of the blue to the employee. Typically they are based on the offer of more money, but the counter offer can also involve a change in role, promotion, more flexible hours or working conditions or a change in structure.
Whether expected or not, the counter offer can be very flattering. It’s human nature that it’s nice to feel wanted and valued by the employer, but have you been valued to this extent before you resigned?
Statistics show that approximately 90% of employees who accept a counter offer to stay with their current employer, end up leaving anyway within 12 months.
Here are some keys to dealing with a counter offer:
- Consider whether the offer on the table is purely a knee jerk reaction to the resignation – will your employer be able to follow through with their promises? e.g., they have offered to restructure the team so you don’t have to deal with that manager anymore, but is this practical? Will you end up reporting to them again within a couple of months?
- Reflect on the real reasons you were looking for other work to begin with. If your job search was never about the money, an offer of an extra $5k per annum from your existing employer shouldn’t lure you into staying. You will end up very quickly feeling the same way and seeking alternate work.
- Don’t be pressured into accepting. Because you are still on site with your existing employer, and have only met your ‘new employer’ once or twice, it can be easy to feel pressured by your current boss. You are seeing them every day, which gives them ample opportunity to consistently make their case as to why you should stay.
- Consider what will change if you do stay. Often after accepting a counter offer, the dynamics of the team around you change. Perhaps your colleagues will show resentment towards you because your manager went to so much trouble over keeping you, perhaps you don’t feel the same about the role anymore, perhaps with the new increased salary comes higher expectation of you from management. Either way, it’s quite likely that the dynamics will never be quite the same.
No matter what your decision, to accept a counter offer or not, your decision needs to be weighed up carefully and with a clear mind. Ensure that you are clear about why you were leaving the role to begin with, why you accepted the new role and how the counter offer will change this decision.
If you decide to accept the counter offer, relay this to the new employer as quickly as possible, so they can get on with starting the recruitment process over; apologise for wasting their time and explain the situation to them. They are probably not going to be too happy anyway, but if you handle the situation with honesty and professionalism, it will be appreciated.
If you decide not to accept the counter offer, be firm with your existing employer, thank them, but explain your reasons for declining and let them know your decision has been made. They may not like to hear it, but this is your career and future, and you need to take control of it.
Check back tomorrow for the next blog post in 30 Days to a Great Career! 1-30 September 2011
MOST RECENT 30 DAYS TO A GREAT CAREER POSTS
- How to leave your job gracefully
- Negotiating the best starting salary
- “Tell us a little about yourself”; how to answer 5 tough interview questions
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Kristy-Lee Johnston – Footprint RecruitmentKristy-Lee Johnston is the Director of Footprint Recruitment, a Central Coast based Recruitment and HR agency which is run by locals, for locals.
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