Posted by CathyG on Mar 20, 2010 in
career advice,
life transition Here is a guest post by Christina Merkley, a good resource for anyone in transition. I’ve recommended several people to Christina for coaching and/or programs. Every single person I recommended was totally satisfied. I’ve also consulted with Christina on business decisions and have been very imperssed.
You changed. They hate you.
You have a goal or a whole set of them. You figure out your Vision. You create and implement a plan. You deal with your own ‘Trouble at the Border’ issues … all those little (and sometimes big) internal and external gremlins along your path. And your New World and New Self begins to manifest right before your eyes.
Sounds great right?! It is!!! Congratulations! However some new manifesters are very surprised to learn that not everyone welcomes or supports their SHIFTs … sometimes the people who are used to you being a certain way can’t, won’t or are simply incapable of supporting the new you.
The Reality:
Change can be challenging. For you, it required strong focus, discipline, getting-in-the-vortex and taking or attracting aligned action.Step by step you made your SHIFT and now you are reaping the results. Unfortunately it can be a sad reality that sometimes when you successfully make a big SHIFT, some people around you can have a hard time with it and you.
When you change, it can trigger some of the people around you. Suddenly (or gradually) they don’t so much like being around you anymore. Perhaps you are now into things they aren’t, or you start to think, talk or act in a different way. Sometimes it’s nothing personal (really!) it’s just they feel uncomfortable around you now. Whatever attracted you to each other in the first place has changed. You are no longer a vibrational match. In fact, you are kind of repelling!
I Went Through This Stage Too:
This sort of thing happened to me on my SHIFT-IT journey too. I came back to Canada 7 years ago (my how time flies!) and hunkered down to manifest my Next Self. I wanted to use my well-honed visual and process skills in a new way — with individuals, in a Law of Attraction based context, and using the Internet to connect with people of like interest from across the world. While I loved my graphic recording and graphic facilitation career, a decade of constant travel was enough for me … and I had other things that I wanted to express.
So I set about actualizing my dream by creating my SHIFT-IT Coaching practice (including my custom process & suite of visual tools) and changing my life in a myriad of ways (where I lived, the kind of work I did, who I hung out with, what I read, the kinds of thoughts I thought, the feelings I had on a regular basis, where I traveled, etc).
It didn’t happen right away … but slowly and surely there was a perceptible change in some of the people around me – actually that is how I was able to gauge that change was actually happening to me (it can be hard to notice on yourself). The energy from some of my friends, family and old colleagues took on a strange formality and politeness. And some snide comments started to make their way back to me through the grapevine.
It’s Ok, It Is Hard to Go Through:
At first I was really hurt by these reactions. I didn’t see or understand just how much I was changing and why people were reacting the way they were. I figured I was still the same person – so why were they treating me differently. I had worked hard. I knew I deserved what was coming to me. But I didn’t understand why some people were turning on me.
However, I came to know that I actually wasn’t the same person. I had changed. I had grown and developed and changed in some pretty significant ways. Frankly, it took me a while to really appreciate and own that and to have compassion for it. To accept that it was ok for me to be me (and them to be them) even if it meant that our relationship changed or fell away.
It’s All Normal:
Participating in several masterminds with other emerging entrepreneurs and being privy to the rapid rise of a few of my mentors and my own clients– I can tell you that this phenomenon is not an isolated experience. In fact, psychologically (depending on your temperament) this can be one of the more challenging issues that you may need to face as you make your SHIFT, or even allow yourself to entertain the thought of making one in the first place. In fact, this issue can act as major resistance for a lot of people in making their SHIFT – they are concerned about how the people around them will react and what their life will be like.
If your SHIFT is starting to manifest and you notice people acting strange or in hurtful ways … know that it is a normal stage that many of us Big SHIFTers go through. And … I’m not going to sugar coat it … it can and does hurt, sometimes A LOT. My mastermind buddies and I have all had ‘our crying in the bathroom’ experiences when people have been mean, nasty and critical at conferences, in emails, etc. In fact, that is why being in a mastermind with your peers (or those ahead of you) is so valuable — you can share about stuff like this! And, I can reassure you that it softens over time. It does get easier to handle as you learn how to deal with and integrate it.
Your New Tribe Forms:
Part of what helps is that you begin to attract and mingle with a new set of people. Some of your old circle (hopefully most) will stick by you and joyously celebrate your SHIFT (and remain a valued part of your life). However, those who don’t like or approve of the new you will fall away, either gradually or abruptly. New people do show up to fill those holes left behind … at least eventually. I say eventually because sometimes there is a time lag as your physical world recalibrates around your new vibration and attracts like-vibe people to you. But they do come!
Crab in the Bucket Syndrome:
About a year ago I was so pleased to find a term I could attach to this condition, courtesy of two of my esteemed colleagues and clients — Tereasa Golka and Denise Findlay of Chameleon Change Strategies.
Facilitators in First Nations change projects — these two talented women often work in aboriginal communities where the legacy of widespread cultural trauma floods generations. In these circumstances it is sadly common for one person trying to make a change in their life to be pulled back by others in their community — the proverbial ‘crab in the bucket’.
Certainly a powerful metaphor to say the least! And one that can be applied to many different situations – including the emerging entrepreneur scenario I’ve painted in this article.
FYI, Tereasa and Denise will be my guests on the April 24th edition of my f.r.e.e. Soothing Saturday Series. If you are resonating with the topic of today’s article … then be sure to catch this live call (or the recorded mp3 that will be distributed afterwards to all Soothing Saturday members).
Focus on What You DO Want:
Finally, in closing, let me remind you that the most powerful thing you can ever do (from a Law of Attraction perspective) is to put your focus on WHAT YOU DO WANT and off of what you don’t. Use the contrast of the unpleasantness of your experience with some people to help you define what you do prefer instead … then focus on that! The more you think about what you do want (and feel those warm feelings coursing through your system) the more your vibration emits a different frequency in the now … which in turn speeds up your manifestation process and attracts it to you more quickly.
A guest post from:
Christina Merkley, “The SHIFT-IT Coach” and creator of the SHIFT-IT System®, is a Visioning and Strategic Planning Expert specializing in Visual Thinking and Law of Attraction techniques. Based in charming Victoria, British Columbia, Canada, she works deeply with individuals, partners and conscious businesses to define and manifest what they truly want. And, trains other helping professionals in her innovative ways of working. For more information visit: www.shift-it-coach.com
Hope you liked this guest post. Let me know how you liked this post, using the comment section below.
Tags: life transition
Posted by CathyG on Mar 17, 2010 in
career advice Last week I got a phone call – not an email – from someone here in Seattle. She left a message: “I’m looking for help with a resume and interview tips.” She left a home and work number. I called back the next day.
The soft-spoken voice belonged to a woman I’ll call Emily. Emily told me, “It’s not for me. My daughter needs help and I thought I’d gift her with some professional help.”
“Great,” I said. “Tell me more.”
It turned out Emily’s daughter “Peggy” was not fresh out of school. She had a series of jobs related to customer service in one of those industries like finance or banking.
Peggy wasn’t sure what she wanted. Maybe human resources. Meanwhile she was getting a few interviews but no jobs.
“I’d have to talk to your daughter,” I said. “But it sounds as though she’s got something in her resume that’s attracting the wrong kind of interviews. Maybe she’s not handling interviews well.”
“What would you charge for an hour?”
When I told her my rate, there was a pause on the other end of the line. Based on her questions, I suspected she was thinking she’d pay $35-50 an hour. “If money is the issue,” I suggested, “she shouldn’t find a private coach like me. She needs to see her college placement office.”
Then Emily asked me questions that probably seemed reasonable to her or to anyone not familiar with career coaching.
Q. “Would she get a package of materials she could use immediately?”
A. No. Many people who are unfamiliar with the career world assume someone can polish up their resume, write a standard cover letter and …presto! Instant job search. Just add water and stir.
In practice what people need on a job search isn’t a standard set of materials. You need to understand the principles of resume writing so you can modify your resume for different positions. You may want to make corrections as you go along because you may get feedback from your network members. (I would be leery of taking advice from prospective employers. If they don’t like your resume, you just might not be on the same wavelength.)
Q. Shouldn’t you meet in person?
A. Why? I’ve worked with clients from all over the world. If you want to work on your wardrobe or nonverbal communication, we might do well to meet in person (although these days you could make a video). The glory of the Internet is that you can work with the coach who’s best for you. So you might have a long distance coach for resume writing and, if you need wardrobe help, hire an image consultant in your city or state.
Q. Do you have references?
A. You bet. I also have testimonials. But if you’re going to hire me for a single hour, you can go to my website and listen to some of my audio recordings. You can invest a few bucks in one of my Reports.
Q. It’s just that you never know who will be helpful or who won’t.
A. That’s true. I’ve been disappointed by people who had glowing references, testimonials a mile long and inspiring websites. I’ve been surprised by people I hired impulsively or after hearing just one call. I cannot guarantee results. A lot depends on how hard a client works, how much time they devote to the job search and how willingly they will leave their comfort zone.
But I could see two sides of the same coin.
On the one hand, Emily’s questions made sense, from her perspective. She wasn’t familiar with the career coaching world. She wasn’t familiar with the job search and career change processes. She may shop around and hire the most affordable coach. She may hire a resume writer from Craigslist. She probably doesn’t realize that the consultant’s energy and time for a single hour is much higher than energy for an hour in a multi-hour program.
She’s hardly alone. Once an executive refused to hire me because, he said, “You can’t put me in front of hiring employers.” I explained, as politely as possible, that only a licensed recruiter could do this. Recruiters are not career coaches. They are sales people. They work for the employer. I once heard of a coach who doubled as a recruiter but that seems to be a conflict of interest on several levels.
On the other hand, Emily seems highly risk-averse. I understand that she might be financially strapped. But I also understand that if you never take risks, you never make progress. Emily can take responsible risks. She can visit my site, buy an ebook or two and see if I’m the best choice for her daughter. She can compare fees of other private consultants; she can even google “fees for career coaches” and find articles saying the going rate is $75-$500 an hour. She can even recognize what she’d pay for a housekeeper or dog walker in Seattle and appreciate that she would pay more for a career consultant.
But I can just imagine a journalist like Barbara Ehrenreich, whose most recent book is Bright-Sided, ranting about people like me in print. “All that money for just one hour! And you don’t even get a stack of printed materials!”
As a business person, I’d rather say, “If I invest an amount that’s less than 1/5 of what I’d make the first week in a job, and I find a job even one week faster, my investment will be repaid many times over.” Funny how people with that mindset seem to have less trouble finding jobs and moving up the ladder once they get them.
Learn more at http://www.MidlifeCareerChoice.com
This post may be controversial! What do you think?
Posted by CathyG on Mar 9, 2010 in
career advice Recently a friend “Kristin” called me, sounding distressed. She had just written a letter to her boss, expressing her concerns about her job. “There’s way too much work,” she wrote. “And our new department head has been extremely rude. I’ve talked to several other people in the department. They’re all upset. Some are thining of leaving.”
Kristin received a very polite reply. Her boss pointed out that what she presented was, after all, hearsay. He could hardly act on unsubstantiated reports.
Kristin wasn’t my client, so I didn’t say much. I suggested she just let the whole conversation die.
I asked Kristin, “What do you hope to achieve? What do you want your boss to do?”
“I want him to understand the problems,” she said.
I took a deep breath. “Does he want to undesrtand?”
“Oh yes,” she said. “I think so. He means well, but…” and she was off and running.
When you do write to somebody, specify what action you want them to take. Be sure it’s within their scope.For instance, “I cannot do Assignment A and Assignment B. There aren’t enough hours in the day. Which should I prioritize?”
“That’s not a big deal,” Kristin said. “I can do A and B. I don’t want to risk my job.”
Well, if it’s not a big deal, I wanted to say, don’t bother to write the memo. And you’re risking something worse than your job: your credibility.
But I didn’t. I just said, “I have to go. The dog needs a walk.”
Gracie, the dog in question, is on the payroll. She gets me out of awkward situations. I don’t have time to give anyone free advice, even friends. And if Kristin wanted to listen, she’d be paying somebody.
If you’ve got a challenge and want some paid consulting, check me out here.
Posted by CathyG on Feb 25, 2010 in
career advice Career planning can be especially scary during tough economic times. One of your greatest challenges will be separating fact from rumor. There’s always a small group of employees drinking coffee and complaining. Are they right? Or are they fear-mongers to be avoided?
(1) Learn to recognize the difference between good gossip and malicious rumors.
You know you are hearing gossip when someone presents a statement as a fact. For instance, you hear a comment like, “Our boss is interviewing for a new job.”
On the other hand, you will find that rumors are more like predictions for the future. “Our boss will be leaving the company soon.”
Most corporate workers find rumors are harder to deal with than gossip. The reason is that you may feel you need to plan a response to a new situation.
(2) Rather than wonder, “What if the rumor is true?” ask, “What will I be ready to do if it turns out to be true?”
You can’t control whether something will happen. However, you can control how you will plan for your response. If you look around your company and your group of friends, notice how some people seem to be immune from crisis. They tend to be those who have prepared for any contingency.
(3) Keep your game face. When you ask too many questions or show too much conern, you can come across as lacking in confidence and insecure. These qualities will not motivate others to trust you and give you new opportunities, thus creating a self-fulfilling prophecy.
Ironically, those who are best prepared for a crisis tend to be safest from the worst impact. They present a strong, confident image. They maintain perspective. They stay calm so they avoid stress-related mistakes.
(4) Avoid the temptation to concentrate your energies on work. Invest time in family, friends and recreation. You’ll maintain a healthier perpspective and keep your priorities straight.
(5) Maintain your mental and physical energy. If you’re not active, joining a gym or hiring a trainer should be your top priority. Consider taking classes or starting lessons in an area that’s challenging to you. Obviously, your choice will be individual. For some people, a cooking class will be challenging; for others, cooking feels like drudgery.
Most important, stay away from anyone who constantly expresses negative feelings. If you keep running into people who maintain a gloomy outlook, consider scheduling a call with a coach. You may need to make some modifications in your business and social life so you spend time with positive, upbeat colleagues who can boost your own enthusiasm.Care
Tags: career advice
Posted by CathyG on Feb 23, 2010 in
career advice Recently a friend of mine told me she was doing a lot of speaking up in her company. “I’m not afraid to make a fuss,” she said.
But, I asked, what’s the point of fussing? You have to make a decision. Take action or do nothing.
For example, “Jane” was getting frustrated with increased workload demands. She complained bitterly. She wrote memos. She joined a committee on working conditions. Nothing happened.
Jane’s colleague Tina didn’t bother to complailn. When she was assigned extra work she asked herself, “Will this work lead to outcomes that demonstrate my productivity? Will I be rewarded? Will I have something to put on my resume?” If the answer was no, she just didn’t do the work. Most of the time nobody noticed. When somebody noticed, she politely gave a noncommital response.
Tina also had a repertoire of responses, such as:
“I need more time to evaluate the impact of this task on our mission.”
“I have to choose between serving our customers and finishing this task.”
Tina actually did less work than Jane but she had a reputation for being focused. The idea is to avoid whining but instead to create outcomes based on our actions.
Posted by CathyG on Feb 20, 2010 in
career advice One issue that keeps coming up in the infamous case of Amy Bishop is, “Why did she add her children as authors on her research papers?” I was an academic before 20+ years, in the marketing department of business schools, before retiring early. Here’s my interpretation of events.
Whether the kids contributed or not isn’t the point. In academic papers, the definition of authorship can be a blurry one. it’s not uncommon to add additional names to the author list as a courtesy.
Thesis directors often are added to articles published by their students, even though the articles were substantially changed since the dissertation. Sometimes grad students add names of their major professors and other influentials because they believe it’s expected if they want to get good recommendations. Sometimes these expectations are accurate.
It’s not uncommon for grad students to ghost articles for professors. Junior profs often are pressured to add names of senior profs in their department. And it’s not unheard of for said senior professors to hint that they want their names added if the junior professor expects to get rewards, including tenure.
It’s quite common for articles to include names of colleagues who did nothing more than collect a good data set. I’ve seen researhers add names of managers of businesses who helped them get access to the data. Sure, data is critical and sometimes data collection does call for research skills. But sometimes it’s a matter of translating the questions into another language and handing out questionnaires…or just handing out questionnaires.
On the other hand, senior professors and thesis directors sometimes add names of junior colleagues, graduate studentes or research assistants just to help tthem out. Were “personal” favors granted in return for getting a name added to a publication by a Famous Authority? I’ve heard an occasional rumor but suspect the actual practice was quite rare. More likely, professors felt they wanted to reward a promising student or overworked, underpaid assistant.
So I could see where a professor might add kids’ names without thinking it was a big deal. Humorous notes in acknowledgments are not unheard of. In one prestigious marketing journal, an author acknowledged her dogs and cats by their painfully cute names; true, it was just in the “acknowledgments” section and the article did relate to “companion animals.” It’s a small step from their to listing underaged research assistants.
Posted by CathyG on Feb 16, 2010 in
career advice (3) Create a Plan B before you move. You may decide you absolutely, positively cannot live in your new location. Your personality and lifestyle may be at odds with the local culture. You may lack access to something you didn’t realize you needed for your physical and mental well-being.
Don’t assume that you are safe when you move with a company to take a higher position. Every career coach has worked with at least one client who moved for a new job, but found that the job was not at all what was promised.
Worse, career coaches have stories about executives who moved and then were laid off less than six months after the relocation. Sometimes companies cut back departments. Other times you realize you are just not a fit with the new department or company.
When you consider moving for a job, consider working with an objective coach or counselor. Executives often try to talk themselves into a job that requires a 2-hour drive each way. They honestly believe they can cut back from a house to a small two-bedroom apartment or move from an intensely urban area to a rural town.
For more information about relocation, see my unique guide to the psychological aspects of moving. You can also set up a consultation.
Posted by CathyG on Feb 11, 2010 in
career advice Recently I was asked, “With all the economic uncertainty, rumors are flying around my company. It’s scary. How do I deal with all that is going on?”
Rumors are scary. And during tough times, there’s always a little group in the corner, comparing notes.
(1) Notice whether you are hearing rumors or gossip.
Gossip tends to be presented as fact about people. For example, someone says, “Frank has a drinking problem.” Gossip can be cruel and harmful but it’s not as scary as a rumor.
Rumors tend to be speculations about forthcoming events, according to Ralph Resnow, a former Temple psychology professor.
Rumors are scary because we often feel helpless and we feel we should be doing something…but what?
(2) Decide what you will do if the rumor is true and create a Plan B quietly.
After all, bad things (and good things) happen even when rumors are *not* circulating.
Avoid the temptation to speculate on whether it is true. Often there’s no wa to find out. When you ask directly, you may get a straight answer…or you may be viewed as lacking in confidence.
Ironically, those who are best prepared for a crisis tend to be safest from the worst impact. They present a strong, confident image. They maintain perspective. They stay calm so they avoid stress-related mistakes.
(3) Diversify your time and energy: the best way to maintain perspective and stay confident.
Keep active in organizations and activities that are outside your job or business. Or begin an education program that’s intellectually demanding. If at all possible, develop a second source of income: another job or a business on the side.
Many people think it’s stressful to take on new projects. But studies show that we actually experience less stress when we occupy multiple roles. I suspect that’s because when one isn’t going well, the other can compensate.
(4) Hang out with positive, upbeat, confident people.
You can’t afford to spend time with people who walk around in an aura of negative energy.
I’m a little afraid of sounding too coach-y and woo-wooish , but I speak form experience. If everyone in your world is experiencing misery, take a look at what’s happening in your own perspective.
I’ve always been fairly left-brained. Many years ago I was telling a more enlightened friend, “Everyone I know is going through a tough time.”
“I’m not hearing those stories,” she said, rather smugly. “It’s a matter of outlook.”
I dismissed her views as hopelessly naive. Facts are facts, right? But today my world view has shifted 180 degrees. And even in this economy, most of the people I meet are doing well. They’re even getting raises and bonuses. Their businesses are thriving. And mine is too.
(5) Present an appearance of calm confidence.
I encourage clients to avoid sharing fears and anxieties with colleagues in the workplace, including their own customers. You can put out cautious feelers about opportunities but I would err on the side of caution.
Hire professional resources to deal with feelings. If you just can’t get moving, hire help.
And finally, during a time of anxiety, everyone will seem like an expert. We’re all tempted to turn to friends, family, neighbors, dog-walkers and even strangers, hoping for facts that will put our worst fears to rest.
Chances are, they know less than they claim. I’ve heard too many predictions of “That will never happen…” and then the next day, it happens.
To discuss whether you’re dealing with rumor or fact , visit my services page. Sometimes just an hour of consultation can be extremely helpful and productive.
So far I’ve found two career books to recommend: Working Identity (Herminia Ibarra) and Finding Your Own North Star (Martha Beck). Now I’m adding this one to the list. Beck focuses mostly on choosing what you want; Ibarra talks about the search process. Now I recommend The 10 Laws of Career Reinvention by Pamela Mitchell.
Mitchell doesn’t have a lot of soul-searching exercises, like “What should be on my tombstone.” She invites readers to heed their intuition. Like Martha Beck, she believes the body knows more than the mind: if you find yourself feeling ill when you contemplate a type of work, it’s time for a move.
Nor does she spend a lot of time on the trappings of a career search, such as resumes. If you need to writea resume, she invites you to download samples from her company’s website.
Some useful points:
Career reinvention takes chronological time. She points out that many career-changers think “six weeks” when they should be thinking “six months.” I would agree more with Ibarra in Working Identity, who says three years is not unusual.
Besides chronological time, you need time during your week. One of my own clients said she could talk to me on Sunday evenings at 6 PM Eastern. Her weekdays were completely taken. She was too busy to change careers; she needed to take an interim job that would free up her hours.
Functional fear versus dysfunctional fear. Functional fear is based on realistic situations that you have to deal with.
Real qualifications versus negotiable qualifications. To be a doctor, you need an MD. For other careers, you may be able to substitute experience for academics.
My only quibble is that Mitchell can be a little too firm on some points. The term “laws” in the title sets the tone. For instance, on page 27, Mitchell suggests that “Patty” who dislikes a marketing job will not find happiness by moving to Google, which is after all an onlne advertising company. Yet in fact the culture of a high-tech company will be so different that a job with the same title might be transformed. I’ve seen people change their whole attitude to a career when they switched companies or even moved to a new geographic location. It’s not always easy to pinpoint the source of discomfort.
Similarly, researchers find that serendipity plays a key role in both career change and career success. By staying active and following the steps Mitchell lays out, you are more likely to experience the kind of serendipity that propels you forward. But I’ve met few people who logically chose a career and then took a linear path to get a job in that field. Mitchell undoubtedly understands the zig-zag pattern of career change, but she doesn’t highlight it the way Herminia Ibarra does in Working Identity.
Still, this book is one of the best career books I’ve seen in a long time. I’m surprised it hasn’t gotten more publicity. The long, awkward name and bland cover might have something to do with it. The blurbs on the back cover don’t really convey excitement and the subtitle is a yawn that doesn’t even describe the book.
Tags: career advice, career change, career planning
Posted by CathyG on Feb 6, 2010 in
career advice,
job search,
money management The New York Times posted a sobering article on what happens when people finally find jobs after 6 to 12 months of unemployment. You can read the article here.
The bottom line is that the newly hired experience emotions that the Times stops short of calling “PTSD.” Before they can enjoy being back on the payroll, they have to pay off debts and maybe deal with a lower credit rating. The children may be in a new school. Their friends may have changed or disappeared altogether. The word “job” even takes on new meaning. One woman said she’ll never throw herself into a job again. The rewards just aren’t there.
What can you do?
– Don’t wait to get some kind of income coming in, even if it’s lower and less prestigious than what you had. Often kids can get part-time jobs that include babysitting, simple dog walking, lawn moving and more. I once hired a high school student to shovel my steps when I lived in a snowy region. I made sure to ask the parentse if it was okay, but I paid something like $8-10 an hour.
– If you know your job is going away, use your health care benefits to find a licensed, qualified therapist. Consider getting this kind of help when you are back on a payroll. The stress you experience is as real as losing a loved one.
– If you can afford an hour or two with a career coach, you may find the investment worthwhile. Any investment in services will be a gamble; clients tell me they get frustrated even with licensed therapists. On the upside, sometimes a lot of decisions get made in a matter of minutes on a one-to-one call, saving days and weeks of frustration. Nobody can guarantee results, but if you spend $1000 with a coach and then get back on a payroll one week earlier, you are ahead of the game if you make $50,000 or more: you get benefits and start accuring vacation time in addition to the salary, plus you spend less money out of savings.
– Cut back on expenses before you have to and live below your means. I realize this is easier said than done, especially if you have children. However, today’s financial planners and money coaches often find creative ways to help you save money. It’s worth a try.
– Moving to a new location can be rewarding or can lead to even more challenges.
You’ll notice that I recommend investing in advice. I wouldn’t have made these suggestions ten years ago. However, the world has gotten much more complicated. Job loss is something most people have never experienced. I’m always amazed when people who think nothing of hiring a planner for weddings, parties, and bar mitzvahs balk at spending a few hundred dollars to get help with planning relocation or career change. Sure, some planners are completely worthless, but usually you get at least some benefit that justifies what you’ve invested and makes it easier to create a positive outcome.
What’s your view? How will you survive and thrive in today’s uncertain economy?
Tags: career advice, job search
