Unleashing and Channeling Your Power To Succeed

Welcome to the May issue of According to Marshall…

This months issue is in tribute to my dad, who passed away last week at the age of 97. He was a simple man who was blessed with 3 loving kids–my 2 sisters and me, 6 grandchildren and 7 great grandchildren.

At his celebration of life, we talked about his love for family and friends, his appreciation for every new day and his great sense of humor. So in memory and honor of my dad, we’ve injected a bit of humor! With love to you, dad, from Marshall.

In this edition you’re getting a funny video that contains a bit of humor (in honor of my dad) tossed in with some job hunting tips, strategies for nurturing relationships at work, and networking tips.

If you’re a new subscriber I’d like to welcome you to my monthly email update. The purpose of this message is to share just a quick summary of some of the topics that I think are relevant to your personal and professional success.

If there are particular subjects that you would like to receive more information on from me, reach out and let me know. I also welcome any relevant information that you have produced or found that I can share with my readers.

Funny Job Hunting Tips

This amusing video has some real career search ideas with a few laughs along the way.

Want a promotion? Make friends at work.

“If you’re not reaching out to make and nurture friendships at work, you’re probably hurting your career.

By Katherine Reynolds Lewis

FORTUNE – Are you too busy to stop by your colleague’s office to chat or go to lunch? Or are you someone who keeps work relationships strictly business? Be warned: If you’re not reaching out to make and nurture friendships at work, you’re probably hurting your career.

Recent research finds that people who initiate office friendships, pick up slack for their co-workers, and organize workplace social activities are 40% more likely to get a promotion in the subsequent two years. “How much you give at work directly affects how much you get at work,” says Shawn Achor, author of, The Happiness Advantage: The Seven Principles of Positive Psychology That Fuel Success and Performance at Work.”

Click here to read the full story. . .

Why You Don’t Need Charisma to Have Presence

By Kristi Hedges

“Whether you call it leadership presence or executive presence, it’s a term that’s being discussed widely at companies. One recruiting professional I know said presence is the second-most-sought-after characteristic on his evaluation scorecard for candidates. It’s a business “it” factor, equally powerful whether you’re a CEO, a company employee or a small-business owner. In fact, companies are routinely hiring experts to cultivate presence in their executives, wrote Joann Lublin of The Wall Street Journal.

But what exactly is it? And how on earth does one get it?”

Click here to read the full story. . .

8 Handy Sites for Finding Networking Events

By Ritika Trikha

“When career experts talk about job searching, the term “networking” is guaranteed to make an appearance in the conversation. Experts love to drill this into your head: The more you put yourself out there, the better chance you’ll have of connecting with the right person who can help advance your career.

Meeting new professionals gives you the chance to talk about where you’ve been and where you want to go in your career, plus it affords you the chance to learn about. . .”

Click here to read the full story. . .

Tips from Guy Kawasaki for using Google+ to share your passions

By Jesse Stanchak

“Google+ is often misunderstood, Guy Kawasaki said during a recent webinar with SmartBrief. People sign up for it and expect it to be like Facebook, full of friends and family. And when it turns out that Google+ isn’t full of people they already know, they get discouraged and wander off. But the very thing that turns some people off of Google+ is what makes it so worthwhile for people who know how to use it correctly.

Facebook is like a very big party, where you know everyone already. But Google+ is a smaller, more intimate party filled with people you don’t know yet — but who have interesting things to say on a variety of topics. If Facebook is for friends and family, Twitter is for sharing thoughts and opinions and LinkedIn is for self-promotion — then Google+ is for. . .”

Click here to read the full story. . .

Clear Expectations

By Marshall Brown

Ask the Coach

“Q: I have recently been promoted and will be managing a staff. I would like to develop some clear expectations for them. Any tips would be appreciated.”

A: Too often, managers seem to lead through mental telepathy. Rather than set and communicate clear expectations—the milestones against which we test our progress—they assume their employees know what to do and how to do it. What results is hesitation, indecision and uncertainty. Healthy teamwork, initiative and productivity go out the window.

Properly setting expectations for employees or team members is a critical dimension in quality workplaces, according to a study of managers undertaken in the 1990s by The Gallup Organization. Below are some tips on setting clear expectations that will set standards for excellence and results.

1. Start with a vision of what you want the end result to look like. Not just what you want done, but the results you want to achieve when the project is completed.

Click to hear the full story. . .

Thank you for taking the time to read our newsletter. See you in June.

I also invite you to forward this to a friend.

Click here to sign-up for our newsletter.

© Copyright – Marshall Brown & Associates 2012 – all rights reserved

Marshall
http://www.mbrownassociates.com

Steve Jobs and Bill Gates mixing it up (Picture courtesy Flickr user Joi)

By Steve Tobak

COMMENTARY Leaders come in all shapes and sizes. I’m not going to sit here and tell you that every CEO or executive I’ve known has had a killer sense of humor, but the vast majority of the successful ones certainly do.

I’m not sure why that is, but I suspect it has something to do with a combination of enjoying life, loving what you do for a living, and not taking yourself too seriously.

In leaders, humor and humility seem to go hand in hand. They’re like a counterbalance for self-confidence, something that keeps their feet on the ground and their egos in check.

I’m no etymologist, but it sure seems as if humor, humility, and human share the same root. Makes sense to me.

Just remember, there’s a time and a place for everything. A little self-deprecating humor or a funny quip between executives in private is one thing. Joking at the expense of others or crazy rants that make people wonder what you put in your coffee is another story.

Should executives be politically correct?

Here are some examples to help you differentiate. First, a couple of good laughs:

Berkshire Hathaway (BH) CEO Warren Buffett once said, “I buy expensive suits. They just look cheap on me.”

After a long meeting with the CEO of a distributor who was obviously slimy, my CEO turned to me and said, “Better make sure you still have your wallet.”

On the flip side, this is from a former CEO with a knack for dark satire aimed at others:

“We’ve got more salesmen now than we’ve ever had before. We’ve got so many salesmen that I think they’re out there bouncing into each other and getting lost. I don’t think they know where the customers are, so maybe we should sit here and draw maps for them.”

Yes, there were sales people in the room when he said it. I think you get the point.

So, assuming your sense of humor is of the appropriate kind, here are 7 reasons why I think it’s one of the most underrated leadership traits:

Humor is disarming. It lightens the mood, puts people at ease and cuts down on the intimidation factor that powerful leaders face with employees, customers, vendors, partners, everyone. It shows you don’t take yourself too seriously. That’s the humility factor.

It relieves tension during crises. In the corporate world, I’d say that most managers and executives face a tough situation at least weekly. When there’s tension in the room, it helps you and your employees to relax, think more clearly, and make better decisions.

It softens the blow of bad news. Don’t get me wrong; if you’re announcing layoffs you probably don’t want to lead with “Two employees walk into a bar …” That said, success is a poor teacher; we learn more from failure. But you still need someone to smile and say, “Hey, life goes on, we’ll win next time. Now let’s all go get a drink.”

Humor is great for team building. For some reason, when a team laughs and has fun together it facilitates a sense of community and helps to create a cohesive corporate culture. It also helps to create a sort of communal history, as in, “Remember the time when …”

It gets people to root for you. People like folks with a sense of humor. They’re more likely to want you to succeed. Your supporters will find you more likeable and your detractors will be more likely to cut you some slack.

It places emphasis on key points. People remember stories. Dramatic anecdotes, including the comedic kind, resonate with folks.

Humor is motivating. As executives go, I wasn’t really the nicest guy you’d want to work for, but I think people learned and accomplished a great deal and had some fun doing it. I could be wrong, but I think the sense of humor helped to keep folks motivated, especially when times were hard.

All the best bosses have it. Do you?

Steve Tobak is a consultant and former high-tech senior executive. He’s managing partner of Invisor Consulting, a management consulting and business strategy firm. Contact Steve, follow him on Facebook, or connect on LinkedIn.

Marshall
http://www.mbrownassociates.com

I really can’t over-emphasize the importance of leveraging LinkedIn for your job search. On the off chance that you’re not familiar with this networking gold mine, here’s a description of LinkedIn:

“LinkedIn is the world’s largest professional network with over 120 million members and growing rapidly. LinkedIn connects you to your trusted contacts and helps you exchange knowledge, ideas, and opportunities with a broader network of professionals.”

In this age of social media, LinkedIn is a tremendous resource to help you connect with the right people and land your dream job. In this post I’m going to share a round-up of tips and strategies for using LinkedIn to your best advantage and start seeing some results from your job search.

Before you delve into these tips I’m about to share, take a minute and make sure that your profile is accurate, complete and up-to-date. Make sure that your resume is also updated and posted to your profile. Request recommendations from people you know and respect so that you’ll have a few current recommendations on your profile for when prospective employers start looking at it.

The LinkedIn blog has a post by Alison Doyle, “Ten Tips to Enhance Your Job Search on LinkedIn.” If all you do is take the time to follow each of these ten tips you boost your chances of getting noticed on this powerful networking platform.

Source:  blog.linkedin.com/2009/04/02/ten-tips-to-enhance-your-job-search-on-linkedin/

This article by Neal Schaffer, “10 Tips for Integrating Social Media and LinkedIn in to Your Job Search in 2011,” contains tips and advice for using LinkedIn and other social media sites in your job search. He really shares some marketing strategies that you can employ that will help put you out in front within your network. He shares the importance of joining LinkedIn groups, and he includes suggestions for the kinds of groups you should look for.

Source:  windmillnetworking.com/2011/02/25/tips-integrating-social-media-linkedin-job-search-2011/

If you’re in need of a fresh resume that will produce results for you, visit http://bit.ly/mT3HNt, where you’ll find a thorough selection of resume packages. If you’ve already got a resume, we also offer a resume evaluation and critique service where we can work with you to develop a winning job search strategy. Contact me today for a consultation which will allow you to find out for yourself if career coaching is right for you.

Marshall Brown, a certified career and executive coach, entrepreneur coach and personal brand strategist, has always had a passion for helping people find ways to live more fulfilling lives. As a coach, Marshall helps individuals to find their passions and encourages them to move ahead in reaching their goals. For more information, contact marshall@ mbrownassociates.com, 202-518-5811 or visit www.mbrownassociates.com.

Marshall
http://www.mbrownassociates.com

Marshall
http://www.mbrownassociates.com

by David S. Martin, Managing Partner, Sterling Martin Associates

As Executive Search Consultants, we have a unique perspective on the interviewing process. In today’s extremely competitive job market, it is more important than ever to avoid obvious gaffes in your interview, mistakes that are sure to knock you out of contention. Here are five easily-correctable errors I have observed that caused candidates to be disqualified.

A weak opening statement

Frequently, at the start of the interview, the interviewer may ask you to “take a couple of minutes to introduce yourself and indicate why you are interested in the position.” Your opening statement is a great opportunity to “knock it out of the park” and set the tone for the rest of the interview. So don’t just recite your resume experience; the interviewers have already reviewed that. Yes, you can provide a brief overall summary, but the real question (not usually explicitly asked) is “why are you here talking with us today?” They are not looking for someone who is simply interested in applying for a job. They are looking for someone who really knows the organization and is excited about its mission. Take the opportunity to demonstrate how your experience can help the organization achieve its goals and objectives. Also, notice the time frame specified.  The interviewer said “a couple of minutes,” so don’t carry on longer than that. Be succinct and to-the-point.

Here are some things to think about before your interview:

•          What makes you stand out among candidates?

•          Have you done your homework? Interviewers like to see that you have, and

there is no excuse not to be well informed about the organization in the Internet

age.

•          How can your experience help solve the challenges of the job?

•          Can you relate your experience to the requirements of the position description?

Be convincing in your opening statement, and it will help set the tone for a good interview.

Not Answering the Question Asked/Giving Rambling Responses

I hear this all the time from clients: “They didn’t answer my questions!”  If they ask about your management style, don’t carry on for five minutes about strategic partnerships before finally mentioning something about management. Stay focused and listen carefully to the question asked. Think of your initial response to a question as being a “headline” or sound bite – crisp and to-the-point; then be prepared to back it up with more detail and specific examples. You might say, “The short answer to your question is, my management style is flexible according to the situation and is also very participative…and I’d like to expand on that briefly with an example if that is OK”. Boom! You answered their question, then provided additional depth and a specific example as back-up.

Not providing specific examples or anecdotes

A good interviewer will often ask a question and then ask you provide specific examples of how you have done that in the past. This is known as a “behavioral vs. theoretical” approach. It is easy to say what you would do in the future, but can you provide specific examples of how you have done this in the past? When interviewees provide specific examples, the interview team often takes note and then mentions it in their feedback after the interview. Of course, you cannot anticipate every question, but you can anticipate many of them. Review the position description; what questions might arise from that? Where have you accomplished in your career that relates to those things? Be prepared with examples for interview questions relating to: leadership, management style, relating to clients/members, ability to generate new sources of revenue and budgeting/financial matters. These areas are typical interview topics.

Poor eye contact/body language

If you are interviewing with a search committee or interview panel, don’t forget to make eye contact with each panel member during your responses. Look at the questioner (not your notes) when they are asking you a question. During your response, be sure to make eye contact with each member of the interview team, not just the person who asked the question. Start your response by looking at the questioner, then, as you continue with your response, look around the table at every person there. I have seen situations where the candidate makes eye contact with only two members of a three-person panel and never has eye contact with the third interviewer. This is awkward, and that person likely feels that you do not think they are important in the hiring decision.

Hand shake: Have an appropriately firm hand shake — not too limp and lifeless, but not hand-crushing either! Of course, wearing clean, pressed, appropriate business attire goes without saying.

Showing up late or too early for the interview

Showing up late seems like a basic no-no right? It’s amazing how often it happens. Of course there can be challenges with traffic, public transportation, etc. If you show up late, it will not only be frowned upon by the interview team, but you are likely to be flustered and more nervous at the start of your interview.

On the other hand, don’t arrive too early for the interview – five to ten minutes early is probably appropriate, but showing up 30 minutes in advance (unless you have been asked to arrive early to fill out paperwork) makes you look desperate.

So here is the solution: Arrive at the location (i.e. their building) early. Find a parking space. Check to see if you have to sign in with security so you are not delayed by that. Then find a nearby coffee shop where you can relax and review your notes before the meeting. Or sit in the building’s lobby or in your car. Read your notes; rehearse your opening statement; or check emails on your Smartphone. Then walk into the interview cool, calm and relaxed.

Bonus Pointer:

Don’t prepare “overly creative” materials for follow-up interviews

It is not unusual to be asked to prepare a presentation, such as a PowerPoint, for a follow-up interview. While it is fine to be somewhat creative, don’t go overboard. Doing something outlandish can backfire in a big way and cause you to be disqualified.  A small dose of creativity or humor goes a long way, but don’t be excessive and “shoot yourself in the foot.” Just be certain to answer the questions they have asked you to address.

Also, you may have a list of questions when you start the interview, many of which are answered during the conversation. Don’t finish empty-handed. Try to have one or two original, but relevant, thought-provoking questions in your “back pocket.” Then you won’t find yourself in the position of saying “All of my questions have been answered” at the end of the interview; that may fall a little flat.

David Martin, a 22-year veteran of the executive search field, is Managing Partner of Sterling Martin Associates, an executive search firm headquartered in Washington, DC which he founded in 2006. For more information visit http://www.smartinsearch.com..

Marshall
http://www.mbrownassociates.com

Welcome to the March issue of According to Marshall…

Spring is in the air! Soon the cherry blossoms will be in bloom here in Washington, DC. I hope that you are on track with your goals and plans as we approach the end of the first quarter of 2012.

If you’re a new subscriber I’d like to welcome you to my monthly email update. The purpose of this message is to share just a quick summary of some of the topics that I think are relevant to your personal and professional success.

If there are particular subjects that you would like to receive more information on from me, reach out and let me know. I also welcome any relevant information that you have produced or found that I can share with my readers.

If you have trouble reading this or seeing graphics click here for the online version.

How to Use LinkedIn for Personal Branding

LinkedIn is one of the most important professional personal branding tools on the web. William Arruda provides tips and advice for using LinkedIn as part of your online branding strategy. Is your LinkedIn profile enhancing your personal brand or diminishing your brand value?

No Excuses Leadership Development

By Kevin Eikenberry

“Leading effectively is a complex mix of skills and behaviors that don’t all come naturally and can’t be mastered quickly (if ever). To put it simply, to be a great leader, you must be a continual learner.

That is easy to say. It is easy to believe. But how do you do it?

I believe the cornerstone for a personal leadership development plan needs to include the perspectives of those you impact, influence, and lead. The best way to get those perspectives and the best place to start is through a 360 assessment. I’ve written about 360 Assessments, have created one (and a proprietary coaching process to go with it), and have even written a Special Report about getting the most from them.

Done well, they are the best place to begin.”

Click here to read the full story. . .

The Business Results of Coaching

By Marshall Brown

“Without a doubt, coaching is the hottest approach to enhancing the performance of the people in an enterprise—whether it’s teams of coaches working with managers in an association, Fortune 500 company, transition coaching for new C-level executive hires, or coaches working with the owners of small businesses or sole proprietorships. It is clear from the increasing acceptance and investment in coaching, among the broad spectrum of business in many countries, that we believe coaching works.

But how well does it work? And how hard is it to measure?”

Click here to read the full story. . .

Entrepreneurship’s Leading Ladies: 9 Inspiring Businesswomen

By Scott Gerber

“The Young Entrepreneur Council (YEC) is an invite-only nonprofit organization comprised of the country’s most promising young entrepreneurs. The YEC promotes entrepreneurship as a solution to youth unemployment and underemployment and provides its members with access to tools, mentorship and resources that support each stage of a business’s development and growth.

When recently asked to name one female CEO under the age of 30 who had inspired them in the last three months and what she did that was so inspiring, YEC members had the following to say.”

Click here to read the full story. . .

How to Invest Wisely in “The Start-Up of You”

By Reid Hoffman

“We founded LinkedIn in 2003 because we recognized that the world was changing in two interrelated ways. First, technology advancements were disrupting companies and changing entire industries. Second, globalization — which is partly a function of technology — was making the world of work for professionals more competitive. These changes are redefining how individual professionals survive and thrive in the modern economy.

One part of my thesis when cofounding LinkedIn was that, in response to these changes, individuals in every industry need to think of themselves as the CEOs of their own careers. People should invest in themselves as. . .”
Click here to read the full story. . .

Thank you for taking the time to read our newsletter. See you in April.

I also invite you to forward this to a friend.

Click here to sign-up for our newsletter.

Marshall
http://www.mbrownassociates.com

Teams are an integral part of many companies today. The Businessdirectory.com website defines a team in this way:

“A group of people with a full set of complementary skills required to complete a task, job, or project.”

Team building and team leadership are vital skills in the workplace. Since it’s highly likely most people who are working in a corporate environment will find themselves working on a team, developing effective team building skills is a valuable asset.

Let’s take a look at five tips that can help teams work more effectively together:

1. Communicate goals clearly

Teams are generally formed to facilitate a group of individuals working together to achieve a common goal. However, if the goal is not clearly defined and communicated, you can end up with people working at cross purposes and not making progress.

The team leader must define the teams main goal and then define each team member’s role and responsibility for doing the work to meet the team’s objectives.

2. Commitment to the team’s mission

In order to get any number of individuals working together on one accord with one another, each individual must be committed at some level to the team’s mission and goals. Each member must have the desire to be a part of the team’s success because everyone knows that a team is only as strong as it’s weakest member.

The team leader should encourage relationships among team members and lead exercises or games that will encourage people to open up and communicate with one another.

3. Empower team members

Responsibility without authority is meaningless. It can be pretty challenging to be placed on a team, given the responsibility to accomplish a specific objective, but then you are not given the requisite authority to carry out those orders? The team will accomplish nothing. When you empower team members with the authority they need to complete the task at hand, they can become far more motivated and optimistic about the prospect of achieving success.

4. Create an action plan

When the team members all contribute to the creation of the action plan, it helps achieve a higher level of commitment from each member. A solid action plan with assigned tasks for each team member can inspire the team’s progress.

5. Offer Feedback

Did you ever get a gold star for doing good work when you were in grade school? Any kind of reward for a job well done makes you feel good and motivates you to want to keep doing good work. Positive feedback is more valuable in some cases than money.

Constructive criticism is also necessary to help team members course correct when they are headed in the wrong direction.

If you are part of a team, or a team leader, try putting these tips into practice and see if they help your team work in a more effective way. If you’ve got a team building tip please feel free to share it in the comments.

Marshall
http://www.mbrownassociates.com

Photo: Getty Images

By Marshall Brown

Chattering away inside the heads of most human beings is an internal monologue that goes on and on at about 45,000 words per day. It consists of a variety of voices—the cheerleader, the worrier, the taskmaster and a whole gallery of others, some uplifting and cheery, others nagging and mean. Sadly, for many people, chief among this cast of characters is the Inner Critic.

The Inner Critic’s voice may be loud or hushed, shrill or whiney. Its primary characteristic, however, is the negative quality of its messages. You’re not good enough. Who do you think you are? You can’t do that. And, oh, the name calling: You’re stupid, you’re lazy, you’re dumb. On and on, in a litany of criticism and judgments that can cause shame, anxiety, depression and sheer exhaustion. If we heard someone talking to another person the way our Inner Critic talks to us, we might be tempted to intervene.

The Inner Critic never lets a mistake go by unnoticed and, like the celebrated elephant, it never forgets. With never-ending commentary, the Critic has an opinion about nearly everything we do, think, feel and say.

The Inner Critic is the chider that drives us to perfectionism. It is the compulsive comparer that constantly judges and measures us against images in magazines, on television and in movies, our friends and co-workers, even strangers on the street. It is also the collector of negative comments about us by others. The flawless editor, marking out any compliments, and holding onto only the criticisms which it reiterates in a “see, I told you so” voice.

Hal and Sidra Stone, co-authors of, Embracing Your Inner Critic, compare the noisome voice to a radio station playing inside your head that broadcasts a running monologue of self-critical statements.

The Voice of the Inner Critic didn’t spring up overnight. Like weeds in a garden, it’s been insinuating itself over a period of time. Its roots go deep. There is no quick fix or magical cure for silencing this voice or retraining its purposes to serve us in healthy ways. Like all good and solid change, it takes time, patience, persistence, and sometimes outside help.

We may never eliminate or please the Inner Critic, but we can learn how to avoid or minimize major critical attacks and make this voice our ally, even our protector. Here are some strategies for taming the Inner Critic:

• Become aware of the voice of the Inner Critic. Often negative self-talk has become so much a part of the ongoing chatter in our mind we don’t even hear it. Pay attention to the messages you give yourself.

• Identify the voice of the Inner Critic. Who does it sound most like? Parent, grandparent, teacher, husband, wife? A little bit of all of them? Tracing back some of the messages the Inner Critic grabbed onto and magnified will depersonalize the voice and help you understand that it is a voice in your head and not truly you.

• Notice when your Critic attacks come. Is the voice stronger at certain times of the day or night? When you perform a certain task or engage in a particular activity? Do you hear more criticisms and comparisons when you’re with certain people? When you identify these Critical times, you’ll be able to manage your Critic more effectively.

• Change negative messages to affirming messages. Write down the messages your Inner Critic gives you and turn them around. If your Critic says “You’re clumsy and awkward,” write “I’m graceful and balanced.” Make a list of these negative-to-positive messages in your journal. Tape the positive ones you like most to your bathroom mirror. Affirmations work!

• Examine the evidence. When the Inner Critic says, “You never do anything right,” challenge it by making a list of things you do right. Be specific. Don’t be modest. Let your list be as long as you want.

• List your assets. Make a list of your good traits. Put down everything you like about yourself that is good. The entries don’t have to be grand; list simple things: “I care for my family; I’m loving and giving.” Can’t think of any assets? Ask people who know and love you—they’ll have suggestions.

• Don’t let the Critic have the last word. Be still and let something more authentic come through. When we listen beyond the first, loud critical words, we may hear the calm and quiet voice of our inner wisdom.

Originally published on Self Growth.com: http://bit.ly/wKv7fI

Marshall
http://www.mbrownassociates.com

I have created a new video that speaks to my passion for what I do and how I work with people. Please take a look and leave a comment:

Marshall
http://www.mbrownassociates.com

Marshall
http://www.mbrownassociates.com