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Organizations face many obstacles that affect – and sometimes derail – the leadership abilities of their teams. Things like human resource issues, limited budgets, lack of mission understanding or alignment, and much more lay the foundation of difficult leadership. However, there’s one area that often goes unnoticed. It’s called pace.

Effective leaders are aware of the importance of pace when it comes to leading others.

In this post, we’ll look at 3 specific ways in which pace affects an organization’s leadership ability.

Speed & Task

The most obvious way that pace affects organizations is within its definition, speed. Be the first to market, good things take time, learn to fail fast, patience is a virtue, and time is money. These are just a few of the quotes we use to talk about speed when it comes to an organization. It’s important to note that when we talk about speed, the majority of time it’s in the context of completing a task, not developing leaders or organizations.

Culture & Context

Every organization is different. That’s why the second way pace affects organizations is through culture and context. What we mean by culture and context is this: some organizations are built around action and some are built around methodicalness. For example, an iPhone manufacturer is built around action (creating iPhones) while a IT consultancy is built around methodically implementing iPhones into an organization’s ecosystem. While both of these businesses may value similar things, their cultures and context are two different things.

People & Development

Finally, pace is built around people, and this is the most important point. People are the reasons that organizations thrive, and for leaders who lose that perspective, it won’t matter which speed they are moving at. For people and development the key takeaway is this: leaders must understand the values of their current and future employees in relation to speed, and develop of their roles relevantly as they relate to both the organization and the individual.

Whether it’s speed & task, culture & context, or people & development, organizations must realize that pace affects the success of leading others. Although the above concepts are just icebreaker concepts into pace and leadership, they are a great beginning context for your organization to analyze. To take a deeper look at your organization’s speed, including a situational analysis regarding emotional agility and leadership development, let’s connect.

-WCC Team

The post How leaders can lead with the appropriate pace. appeared first on Wolfgang Career Counseling & Resume Writing.

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Guess what, we’re emotional beings who have emotional intelligence (in measurable capacities).  

No matter how hard we strive – especially in our careers – to be only rational beings, we can’t. Our emotions are real, present, and play a tremendous part in our personal, professional, and even our organization’s development. In the professional context we use the terminology emotional intelligence to describe these elements.

Emotional intelligence (EQ), according to Psychology Today, is the ability to identify and manage your own emotions and the emotions of others.

This is typically broken into three specific skills:

  1. Being aware of your emotions
  2. Being able to harness them for your own advantage
  3. Being able to control them situationally

So this begs the question: How emotionally aware, agile, and able are you?  

We absolutely love the perspective that Susan David (Ph.D.) offers in her book Emotional Agility. In the book Dr. David looks at 4 specific key concepts in understanding our own emotional intelligence. These concepts include:

Emotional Intelligence: Showing Up
  1. What it means: As Dr. David suggests, showing up is defined as not ignoring difficult thoughts or emotions. This is accomplished by willingly – and with curiosity – looking deeper into the emotions you experience.

  2. Key takeaway: Ignorance is bliss, but it’s also ignorant. Businesses who show up, leaders and employees alike, uncover unique ways to accommodate emotional chasms.  
Emotional Intelligence: Stepping Out
  1. What it means: Essentially, stepping out is about perspective. It’s geared towards looking at yourself as a chess board, filled with possibilities, rather than as just any one piece on the board; giving yourself the twenty thousand foot view of what your emotions really are.
  2. Key takeaway: Organizations that are willing to acknowledge that each and every person represents a link in a larger professional conversation also understand that a chain is only as strong as its weakest link.  
Emotional Intelligence: Walking Your Why
  1. What it means: Everyone has values, and these values define your ability to engage, battle, and accomplish your objectives. Walking your why empowers you to align your emotional core with your physical position. 
  2. Key takeaway: Empowerment comes from understanding and understanding comes from within. By embracing this, organizations – and the people within them – can align themselves with appropriate missions and visions.  
Emotional Intelligence: Moving On
  1. What it means: Moving on is about positioning. It’s about finding a balance between challenge and competence, so that you’re neither complacent nor overwhelmed. Essentially, it’s about changing – with intention – your perspective, what motivates you,  and your habits.

  2. Key takeaway: Building emotional intelligence takes effort. Organizations must commit to continuous education, understanding, and implementation of EQ advancement within their ever-changing dynamics.

So, how emotionally aware, agile, and able are you? If you’d like to learn more about how EQ can play a part in your organization’s employee engagement and retention, let’s connect!

-WCC Team

The post How emotionally intelligent are you? appeared first on Wolfgang Career Counseling & Resume Writing.

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Does it seem like the values have all changed?

The personality of your team, goals, and expectations are now different?

Is it frustrating?

Are you wondering what has happened to your company?

It might be the culture.

Culture is one of the most important, yet often times intangible pieces to an organization’s success.

Defined as the personality of a company, the culture includes many things such as work environment, team values, individual expectations, and in behaviors exhibited by team members. A common occurrence is an organization with incredible potential experiencing limitations due to a toxic culture.

The good thing is that there are few things that can positively impact culture, and it comes down to leadership and process.

  1. Impacting Culture: Redesign the structure.

    The first thing you can do is rebuild trust, and one of the quickest, and most effective ways to do that includes tearing down walls; walls dictated by title or department. When a culture is broken, it longs for some consistency (think abou the “back to the basics” terminology). When you break down the walls, literally and figuratively, you open the door for collaboration, coordinated efforts, and trust to be rebuilt (Note: this will require leaders to be humbled). This sounds simple enough, but rebuilding trust takes time, commitment, and a lot of intentionality from organization leaders on down.

  2. Impacting Culture: Give your team a platform

    When trust is broken, so is an employee’s motivation. As mentioned above, you’ll need to rebuild trust in order to effectively communicate and maneuver through the problem(s). Once trust is build back up, be sure to give your employees a platform to express concerns, ideas, or what they’re seeing from their perspective. This platform may come in the shape of 1:1 meetings, small coordinated conversations, or whole team collaborations (note: these are determined by the size of the organization the extent of the brokenness of the culture). By giving your team a platform you give them a voice, while also motivating them with their own verbiage; you also receive invaluable information / perspective regarding the culture.  

  3. Impacting Culture: Don’t hire just yourself

    “A manager cannot be 100% objective when working with employees on their personal and professional development. On one hand they may truly want to help you with your development. On the other hand, they can’t “un-hear” something.” One of the most common mistakes made while trying to fix a culture is to try and do it completely from within. By trying to change culture internally, you actually may just be enabling the negatives of it. While that is a tough pill to swallow, it’s also necessary to accurately understand and determine the best responses for an organization’s culture that is wobbling.

Changing a culture is difficult work.

It’s sometimes ugly.

It takes time.

But, it can be done!

If you think that your company’s culture isn’t what you want it to be, our team would love to chat. We’re not here to tell you how to run your organization. We’re here to consult you in advancing the culture of the mission you’ve worked so hard to create.

Remember, culture is one of the most important, yet often times intangible pieces to an organization’s success.

The post What’s happened to my company’s culture? appeared first on Wolfgang Career Counseling & Resume Writing.

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In case you don’t already know, Lebron James is likely the best NBA basketball player – and leader – who’s currently playing (and some would argue the best ever to play the game, except for Amy Wolfgang who grew up watching Michael Jordan). So good in fact that he played a significant part in the Cleveland Cavaliers’ derailment after he left. Although it’s important to note that it wasn’t his fault, the importance of this situations documentation is worth us discussing. Look at these numbers:

In the 2009-10 season, the Cleveland Cavaliers had 61 wins and 21 losses (with Lebron)

In the 2010-11 season, the Cleveland Cavaliers had 19 wins and 63 losses (without Lebron)

The point is this, much like Lebron James leaving the Cavaliers, the leader(s) within your organizations can derail your company when then leave too. So, you must be prepared.

Maybe your team has its own Lebron James (a key leader). Maybe they:

  • They are the leading sales person (90% of the company’s business)
  • They know the ins and outs (Personally created multiple elements of the company)
  • They have influence (The entire team follows their command)

Each of these situations puts your company in an interesting, and even vulnerable position. So, how do you protect yourself if your very own Lebron James decides to leave?

Understand, before leader(s) do, why they would leave:

People leave organizations for a variety of reasons, some you can protect, and some you can’t. Thus, it’s crucial for you to make sure you understand why they would want to leave, and create appropriate roadblocks for your employee. Here are a few reasons people leave:

Their job becomes stagnant (not challenging / exciting)

  • Lack of recognition
  • Excessive hierarchy
  • They haven’t been invested in, just relied upon
  • They aren’t paid enough
Provide leader(s) with the right situation:

Putting your top employee (leader) in the right situation to keep them isn’t just about paying them well (or overly well). It’s about understanding who they are, and the specifics that will keep them engaged and encouraged in working for/with you. A few ways you may be able to provide them with the right situation include:

  • Give them more flexibility with hours
  • Ask them to lead / develop a team to transfer their skills to others
  • Engage them in leadership conversations regarding the business
  • Send them to conferences to learn more about themselves and how they impact teams
Prepare for the worst:

Guess what? You can do everything correctly and still lose your Lebron James (that has even happened with the real Lebron James, a few times). So, prepare for the worst. Don’t build your business solely around the anomaly of your best employee. Companies who put all of their eggs in one basket are destined to succeed and fail with that basket. However, it’s important to note that this is the third point, not the first. You shouldn’t be living in continuous worry of losing your top employees. Unless you are experiencing cultural issues, this should not be a common occurrence. Here are a few ways you can put the process in place to be ready if the worst were to happen:  

  • Have your top employee transfer knowledge / experience to other team members
  • Stick to the mission of your organization, not your lead employee’s
  • Save your profits
  • Invest in the future of your people (current and future employees)

Sometimes Lebron James leaves, and yes, it hurts.

But, with the correct approach, you can be sure to keep your top employees within your walls, while also building your organization appropriately should they ever leave. Organizations are never built solely off of one individual.

You don’t have to worry about leaders derailing your company if you’ve planned, invested, and built your company appropriately.

The post “Lebron James” just left, now what? appeared first on Wolfgang Career Counseling & Resume Writing.

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Welcome back guest blogger Abhyank Srinet and his insight on the top LinkedIn profile tips to help you land your dream job.
– Coach Wolfgang

LinkedIn is unarguably the best professional networking site out there. With more and more recruiters looking at candidates’ profiles to get to know them better, it is imperative that you present a well crafted LinkedIn profile.

In fact, a great LinkedIn profile can make or break your chances to get that dream job. Here are 10 LinkedIn profile tips which are guaranteed to make your LinkedIn profile look more professional and get your closer to your dream career.

LinkedIn Profile Tips #1 – Use a Professional Photo

LinkedIn being a professional networking site means you to have a professional photo by default. So, what exactly is a professional photo? Here are some rules you can follow to perfect your profile picture:

  1. The photo must not have any additional effects or filters.
  2. Preferably, the photo must contain your face and a little bit of your neck and shoulder region.
  3. Don’t forget to smile as almost 60% of the photo contains your face and it goes a long way to have a warm welcoming face.
LinkedIn Profile Tips #2 – Craft A Clever Headline

The headline is the first 4 to 5 lines which appear right below your name in LinkedIn. It is also one of the most viewed parts of your LinkedIn profile and, hence, it is essential to keep it creative or eye catching. Ensure that you state how you can add value to others by using your present skills.

For example, a headline may go this way if you are into marketing: “Direct Marketing guaranteed to get you more business”

LinkedIn Profile Tips #3 – Reorder your first 12 endorsements

For each of the skills you mention in your profile, LinkedIn allows others to endorse your skills as a proof that you are proficient in the same. Over time, you might have accumulated a lot of endorsements and as LinkedIn arranges these endorsements based on time. Thus, some important endorsements may not be visible as they probably came in first.

These important endorsements may be from your senior colleague or from your Head of Department. To reorder the endorsements, follow these steps:

  1. Go to “Edit Skills”.
  2. Select “Manage Endorsements”.
  3. Now deselect the 12 endorsements for a particular skill and save.
  4. Next, repeat the above three steps. This time, add the deselected 12 endorsements and save. These endorsements appear first now.
LinkedIn Profile Tips #4 – Powerful Recommendations

Getting recommendations from the right persons is the first step in creating a powerful set of recommendation. Always choose a person who has worked closely with you and knows your abilities as well as your soft skills like managing time, working well under pressure, communicating and leading too.

This is important as a powerful recommendation must not only state your technical abilities but must also depict your soft skills as these are the ones that often matter more. To write a powerful recommendation, ask the recommender to start out by stating the working relationship that you two shared. Next, they can mention all your skills and how you have contributed effectively in any project or research work.

Pro Tip: Ask the recommender to include specific examples as to how you have improved your skills or held your cool in a difficult situation. It will be more personalized that way.

LinkedIn Profile Tips #5 – Augment new sections to your profile

Everyone has sections like “Work Experience”, or “Education” in their LinkedIn profile. What many don’t know is that LinkedIn offers a feature where you get to add new personalised sections to your profile. For example, have you won a lot of competitions? You can add a separate section called “Competitions” and showcase all that you have won. Or, if you have invested a lot of your time in volunteering activities, then you have the liberty to create a new section called “Volunteer Work” and add all that you have done there.

Adding new sections gives a respite to those who are viewing your profile and it will surely make you stand out from the crowd.

LinkedIn Profile Tips #6 – Personalize your connection request

We are used to sending requests on Facebook by just clicking on one button. While the same works for LinkedIn, if you want to connect with someone, you should go one step further and personalize your connection request.

This serves as a great conversation starter too. For example, if it is someone that you look up to, you can state your admiration for their previous works and projects and let them know how you can improve your knowledge through them.

LinkedIn Profile Tips #7 – Open candidates

If you are looking for better job opportunities through LinkedIn and don’t want your current employer to know about it, then LinkedIn has got you covered. Through Open Candidates, you can signal to other recruiters that you are open to new opportunities and you can be assured that your current employer will never be able to see this. Here is how to enable this feature:

  1. Click on the Jobs tab.
  2. Turn sharing ON.
  3. Now, you need to write out information as to what kind of job you are looking for.
  4. Once you are done, other recruiters can now see your profile as “Open To New Opportunities”.
LinkedIn Profile Tips #8 – Personalise your LinkedIn URL

When you first create your LinkedIn profile, you get a default URL for your profile which usually contains your name followed by a lot of unwanted numbers and characters which look unprofessional. The good news is that LinkedIn has a feature where you can customise your profile’s URL just about however you wish to.

It is always advised that you maintain professionalism in every aspect in LinkedIn and hence your URL must either contain your full name or a combination of your name and your current job title. Here is how you can change your URL:

  1. Click on Me > View Profile.
  2. Select “Edit Your Public Profile”.
  3. Now, click on “Edit Public Profile URL” to customize.
LinkedIn Profile Tips #9 – Don’t overuse these buzzwords

Quite a lot of people tend to write words like “Responsible team leader”, or “Solved the problem analytically”. Such statements look empty as it is crucial that you state how exactly you were responsible in leading a team or what analytical solution you came up with to solve a problem.

Stating these specifications will give a much better outlook as people now know what exactly you did. Here are some words that you must definitely treat with caution in your LinkedIn profile: “Responsible”, “Strategic”, “Analytical”, “Effective”, “Patient”, “Expert”, “Innovative”, “Strategic”, “Driven” and “Organisational”.

LinkedIn Profile Tips #10 – Have a Call to Action

Your summary section is where you describe all that you have done in your professional life. What is more important is that you add a call-to-action section at the end of your summary section. This shows that you are proactive and sends out positive signals.

A call-to-action is just a line or two where you state how others can contact you. Here is an example: “I am always up for a challenge. Contact me at abc@gmail.com”. Keep it short and simple.

Optimizing your profile with the above mentioned LinkedIn profile tips will surely take your profile to newer heights. There are many features in LinkedIn which – when rightly used – can boost your profile and make it shine. Now go get more LinkedIn tips and hacks or see Abhyank’s previous post on how to use LinkedIn.

Author bio:
Abhyank Srinet holds a Masters in Management degree from ESCP Europe & has an engineering degree with a specialization in Instrumentation & Control. His interest in the digital landscape motivated him to create an online start up for Masters in Management application consulting (MiM-Essay.com), focused on spreading quality information about the MiM degree & performing application consulting services for clients. He is the chief consultant of the company and takes care of the Business Development and Digital Marketing side of the company. He is very passionate about writing and marketing.

The post 10 Stunning LinkedIn Profile Tips to Get that Dream Job appeared first on Wolfgang Career Counseling & Resume Writing.

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Abhyank Srinet is back with another inspiring guest blog highlighting an eye-opening set of new LinkedIn features you’ll find indispensable.
– Coach Wolfgang

Are you someone who checks LinkedIn only to look up for employer’s email ID, or a connection request?

If yes, then you are missing out on great LinkedIn features that can help you grow professionally.

Benefits of using LinkedIn go beyond prospecting and recruiting. Its an incredible marketing tool for both employers and employees, and even for job seekers. As it turns out that it could get a little intimidating to some, we have tested the waters and have figured out how to make the most of all the LinkedIn new features available.


Along with providing users with a summary of the day’s top news, you can also receive a weekly notification of how many people found you from a LinkedIn search. In addition, you can find out the top companies your searchers work at. This can help you understand how you’re being discovered so you can optimize your LinkedIn profile for the opportunities you want to be found for.

There are additional linkedin features such as calendar sync, which helps with scheduling a meeting with someone. You can view their updates such as the projects they are working on, or a new job they might have grabbed. These can truly help you prepare you for the conversations on the right path.


In 2016, a LinkedIn new feature launched called salary calculator. It uses anonymity to support this feature which lets users submit and view salary information across fields. It displays a base salary range for a particular role as well as insights into equity and bonuses. The tool can be adjusted to reflect a professional’s experience, skills, education level, company size, industry, and location. The ultimate goal of the tool is to help professionals optimize their earnings by suggesting steps they can take, skills they can build or changes they should consider to earn more or boost their long-term potential.

It’s necessary to keep in mind that not all data is reliable. As this data is dependent on the information given by the users, it could give a wrong picture even if a handful submit inaccurate salaries.


Social validation helps convince people how good your work is, not only for businesses, but also for individuals. Like Facebook and twitter, your shares and the likes you receive do count.

It may so happen that since you are new to LinkedIn, you may not have many likes or comments to showcase. In that case, you could ask your friends or family members, who found your work to be worthy, to write a detailed recommendation. The testimonial can include why they find your work worthy. Sometimes, a well-written testimonial can help you gain more trust than the number of retweets.


With over than 500 million profiles, 2 million jobs, 9 million companies, more than 3 million active job postings and more, LinkedIn can still help you find exactly what you are looking for.

How is that possible?

By implementing the power of Boolean search Linkedin feature. Here is how you can use it:

  • [Term] AND [Term] – Will produce results containing both parameters.
    e.g. Sales AND Marketing will only show profiles containing both Sales as well as marketing keywords.
  • [Term] OR [Term] – Will produce results containing at least one of the parameters.
    e.g. Sales AND Marketing will show profiles containing either sales, marketing or both.
  • NOT [Term] – Will produce results excluding the said parameter.
    e.g. programmer NOT manager will only show profiles of programmers and will exclude those that contain managerial experience.
  • “Term” – Will produce results containing the exact phrase.
    e.g. “product manager” will show profiles of Product Managers. It’s especially effective when looking for someone in a niche category.
  • Parenthetical searches – To do a complex search, you can combine terms using parentheses.
    e.g. to find people who have “VP” in their profiles, but you want to exclude “assistant to VP” or SVPs, type VP NOT(assistant OR SVP).

It is extremely important to gain a fair idea of the company you might be applying for.

What kind of work would you get? How is the work-life balance? What are the basic statistics and data? For all of this, the employer page is a one-stop-shop!

On the page, there are 3 main tabs – 1) Overview for the basic info about the company, 2) Job openings, and 3) Work culture of the company. In addition, you may also find some graphs about the kind of employees present in the company, and statistics about their qualification.


The LinkedIn feature, Groups, allows you to create or participate in dedicated discussion forums on moderated business-focused topics. Groups can give you direct communication to members, you may not even know who could be your potential employer – all for free.

This can also be used to gain influence quickly and as a platform to get feedback. Posts which engage in groups, require time, interest and experience to do well. Hence it’s very important to be a part of the right group and post information that other members find valuable.


This is one of the most underused LinkedIn features!

You can check out your fellow alumni who are currently in your career, track their career trajectory to see what they do professionally and how they got there. This is a highly effective way to get insight into your future career goals and an easy way to target your job search.

Here’s how it works:

Scroll to “My Network” tab and select “Find Alumni.” Then click on field and locations, and narrow it down as much as you can. Then… follow their footsteps.


This is a free service provided by LinkedIn.

This LinkedIn new feature will match users looking for mentorship with potential mentors. Mentors and mentees can select parameters for matching: Within their network, within their work area, from their Alma Mater, etc. Once that’s done, a match occurs and then they can send messages to each other. LinkedIn also gives you liberty to end the relationship at any time by either side.

Though this is still under testing, it’s a great way to seek guidance from an experienced individual. Another great feature is that it’s free.

Facebook, Twitter, Instagram are changing every day and LinkedIn is at the forefront of all channels in adding new features and engagement tools to improve content sharing, relationship development, and recruitment.

By mastering the above 8 features, you can level up your presence and strength your personal brand to achieve your career goals. Looking for more tips? Check out the Top 33 Linkedin Profile Tips for Job Seekers In 2017.

Author bio:
Abhyank Srinet holds a Masters in Management degree from ESCP Europe & has an engineering degree with a specialization in Instrumentation & Control. His interest in the digital landscape motivated him to create an online start up for Masters in Management application consulting (MiM-Essay.com), focused on spreading quality information about the MiM degree & performing application consulting services for clients. He is the chief consultant of the company and takes care of the Business Development and Digital Marketing side of the company. He is very passionate about writing and marketing.

The post 8 Incredibly Useful LinkedIn Features You Should Be Using appeared first on Wolfgang Career Counseling & Resume Writing.

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As a business, goal setting is hard.

But the challenge isn’t just about how to create goals. The challenge is how to better understand our own self in a way that allows your goals to truly affect – and empower – your business’s bottom line. The first step in creating better goals is to have a plan for creating. One technique that we encourage you to utilize is the SMART goals approach. If you’re unfamiliar with SMART goals, this is how they work.

Create better goals using these simple reminders:

  • S: Specific – Be very specific with what you’re wanting to accomplish / obtain.
  • M: Measurable – Determine ways in which you can measure if / how you’re succeeding.
  • A: Achievable – Find goals that you believe are attainable.
  • R: Relevant – Be sure your goals are relevant to your career’s mission and values.
  • T: Time-bound – Have a deadline. Without a due date, you don’t have accountability.

Once you have a framework for planning you must realize these 4 specific concepts around creating effective – and bottom line improving – goals:

  1. Goal Setting: Be concrete, yet realistic.

    Creating goals isn’t effective without grit; no actual desire to accomplish the goal. It’s about creating a plan based on your intentions now, on the foundation of your current desires. Be sure to understand the reality however, that your goals may change as you chase them.    

  2. Goal Setting: Keep yourself accountable.

    As you execute your goals, be sure to keep yourself accountable. Although life may require some fluid maneuvers (things that will cause your goals to change – maybe out of necessity), it’s important that you protect yourself from your own actions; things like, “this goal is too hard, I’ll start another one.” One way to keep yourself accountable is to tell someone about your goal, and encourage them to ask about it (weekly, monthly, quarterly). When you tell someone, you become accountable to them; this will encourage and challenge you to push towards your goal.

  3. Goal Setting: Encourage yourself along the way.

    It’s no surprise, but the journey to accomplishing a goal is tough; especially goals that affect your bottom line. So, encourage yourself along the way; set up little wins. Think about it this way: If you want to save $1,000 dollars, you don’t just do it over night. You save $50, then $100, then $500 and so on. Be sure to celebrate and encourage yourself as you accomplish these small feats. In doing this, you break what may seem like an overwhelming process into smaller, more tangible and achievable, outcomes.  

  4. Goal Setting: Don’t chase “should” goals.

     Be sure that you’re not “shoulding” on yourself. This means, not creating goals based on what you think you should be doing, versus creating goals in areas that you’ve been gifted in. Your business, approach, and offering is unique, make sure your goals are as well.

Although this blog post isn’t 4 steps to increasing your bottom line, it might be even more valuable than that. Individuals, and organizations that create powerful goals, ultimately accomplish them. Will you create goals that will affect your bottom line?

-WCC Team

The post Creating powerful goals begins here. appeared first on Wolfgang Career Counseling & Resume Writing.

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Entertaining guest blog on three important ways on how to use LinkedIn for professional development. – Coach Wolfgang

In the summer of 1994, I was working at a gym, making $10/hour. I was having a good time but sitting on a 4-year degree from a Big 10 school.

So I went to work looking for a job.

My main strategy was printing resumes and cover letters and mailing them into local companies. The paper was very nice and had a cool texture to it. It was more than I wanted to spend on paper but my dad insisted it would help me stand out. I found addresses using a company directory from the library. Stamps were only 29 cents.

Do you get what I’m saying? 1994 was THE DARK AGES compared to today! I’m licking envelopes and buying stamps in bulk!

Today there are job boards, company websites and the ultimate tool… LinkedIn. Oh, and this thing called “the internet” made it all happen. So I’m not here to lecture (more than I already have), but I see a lot of young people not leveraging LinkedIn for professional development.

I wouldn’t wish the job search conditions of 1994 on my worst enemy so I’m here to tell you that you can’t pass this up: my 3 top tips on how to use LinkedIn for long-term professional development.

1. Find and build strong new connections

If you think LinkedIn is a volume game then you are right! If you think it is only about volume then you are wrong. It’s about making sincere connections. So don’t just find new connections and send a request. LinkedIn makes it easy but that’s just a trap – a trap to separate those who are worth connecting with from those who aren’t.

Don’t be one of those who sends connection requests without a note.

If you aren’t willing to invest in starting a relationship then with this connection, then you won’t really be building a network of people who you can count on. A network is as powerful as the number of connections made but only if the connections are strong.

There are a few things I do to form a bond, create rapport and establish a relationship. These are extra but important for how to use LinkedIn:

  • Write a personalized note about why you want to connect with someone. If you don’t know them, then state why they will want to connect with you.
  • Comment on their articles, items they share and post in their feed, even items they “like”.
  • Drop a personal note after making the connection sharing a story or talking about mutual interests.
  • Ask someone for a phone call to talk about their job, company or a post they made. 5 minutes to understand who you are and who they are.
2. Engage with news and posts

Please note the use of the word “engage” over “read”. Reading is good; learning is better; engaging is best. LinkedIn is a phenomenal source of user aggregated information. Your network is learning and sharing and you can leverage the work that they are doing.

Plus, it helps to make stronger network connections when you find that you have a similar opinion and similar interests with others. Here are a few ideas:

  • Do you like sharing stories on sales techniques?
  • Do you have an opinion about recent mergers?
  • What are your feelings on industry news?
  • How are your experiences different from what others are saying?

Paying attention to your news feed is an important part of how to use LinkedIn. Not only are the posts helpful as a news feed but you’ll also find out a lot about your network. When you see an opportunity to support, share an opinion or help out… jump on it!

3. Share your own interests and opinions

I saved the most powerful step for last. Professional development is about establishing your personal brand. When you do that, you are also establishing your expertise. Others will appreciate this and quickly associate your personal brand with expertise.

How exactly?

Share your opinion through article comments, forum discussions, activity feed and so on. Don’t just aggregate information but share what YOU think! If you want to share an article, then preface the link in your post with your opinion.

The ultimate way on how to use LinkedIn to establish your brand is to publish. If you blog, publish your articles on LinkedIn through their “publisher” tool. If you don’t have a blog, that’s fine, then just use the publisher as your main platform.

When you have a few (or more) articles that you’ve published then you can link to those in relevant comments on other people’s posts. This is an easy way to not only network with influential people but also to show that YOU are in influential person worth connecting with. Others will see this and want to connect with you.

Benefits of knowing how to use LinkedIn

If you do these 3 items on a regular basis then you will be well on your way to having a solid group of professional connections that can help when you are looking for a new job, need to gather some opinions, or want to talk about business. Here’s what else you get from a solid network and established personal brand: peace of mind. You don’t worry as much about layoffs and economic downturns. Instead, you get excited about learning new things and feel confident that 10 really good opportunities are waiting for you at any time you need them.

Last thing, please share your insights on how to use LinkedIn to friends and co-workers. Us old folks have to pass our stories on to the next generation!

Author bio: Abhyank Srinet holds a Masters in Management degree from ESCP Europe & has an engineering degree with a specialization in Instrumentation & Control. His interest in the digital landscape motivated him to create an online start up for Masters in Management application consulting (MiM-Essay.com), focused on spreading quality information about the MiM degree & performing application consulting services for clients. He is the chief consultant of the company and takes care of the Business Development and Digital Marketing side of the company. He is very passionate about writing and marketing.

The post How to Use LinkedIn for Professional Development appeared first on Wolfgang Career Counseling & Resume Writing.

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It’s no secret, millennials are taking over the workforce. By 2025, 75% of the workforce will be millennial. Are you preparing your leadership programs for this change? 

Maybe that’s the wrong way to start this blog. Maybe we should ask if you’re experiencing any of these realities:  

  • Larger amounts of turnover
  • Stagnant growth, innovation, and ideation
  • Unhealthy culture
  • Lack of youthful passion

Sound familiar? If so, you’re going to have to acknowledge something quite major. Your leadership programs have to be different.

Millennials are different, just like every new generation that has ever existed. With that in mind, it’s crucial that your leadership programs, and specifically how you develop these leaders, is relevant.

Here are 5 ways for you to better engage the millennial workforce:
  1. Care about things beyond your business.

    Millennials look for organizations that stand for more than just being a business. So, be sure to talk about your values and missions outside of just developing your product / service. Why are you building? What’s the purpose? How are you going to impact the world? Answer these questions to your millennial employees.

  2. Utilize digital learning / advancement tools.

    Millennials are the first digital native generation. This means they don’t remember a time without technology, or connectedness. Be sure to encourage technology within your culture; utilizing it for growth, efficiency, innovation, and even education.

  3. Money does not always equate to enlarged motivation>

    For millennials work isn’t about money, it’s about creating a lifestyle that fits within their beliefs. So, motivate your millennials teams with more than just money. Give them more freedom, offer them unique opportunities to lead, and encourage them to find additional ways to expand your business (and it’s social endeavors). Motivation isn’t found in a paycheck every two weeks, it’s fostered through opportunity and encouragement.

  4. Commitment is about commitment, not time.

    There used to be an unwritten rule that you should stay at a job for at least 1 year to show commitment. Millennials however, don’t connect commitment with a timeframe. They connect it with commitment. This means that nobody is grandfathered into a position; they consistently earn their position (and the acknowledgements that come with it). So, commit to your millennials, and they’ll commit to you. Be sure to think in terms of action, not in terms of time together.

  5. They’re likely more educated than you.

    79% of millennials have bachelor degrees, compared to 69% of Gen Xers, and 62% of Baby Boomers. This doesn’t mean they are smarter than you, just that they grew up in a world that valued education – statistically – more than yours. So, encourage educational advancement as a form of both team development and individual growth. Education is powerful when harnessed in the correct ways.

As Millennials take over the workplace remember this: It’s not a question of if, it’s a question of how. How are you going to change your career development programs to accommodate this change.

-WCC Team

The post Leading Millennials: Career development has to be different. appeared first on Wolfgang Career Counseling & Resume Writing.

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Guest blog with excellent interview questions and answers specific for different types of jobs. Author bio below.

If you’ve just graduated from college and are looking for your first job on the market or you’ve left your previous one and are looking for a new opportunity, then you probably understand that it’s important to not only know the interview questions you’ll be asked but to also know the right answers to those questions. Prepare for your interview by checking out this list of ten interview questions and answers for ten different jobs.

1. Stockbroker – “What is your expected yearly salary?”

You’ve just heard from a company that they have seen your resume and would like for you to come in and interview for a spot in their firm. This question is difficult since stock brokers work on commission and will allow the interviewer to gauge what you already know about specific industry practices. If you do a little research, you can see that the stock broker salaries have a wide variety – propose a fair base salary and discuss the commission possibilities that are available.

2. Digital Analyst: “What kind of analysis software experience do you have?”

Going in for a digital analyst role, you can be sure that a question like this one will be asked during the interview stage. A good answer to this question would be to list the programs you have used before and what specific tools in the program you used to complete projects. For example, “I used Pivot Tables in Excel to better organize social media engagement” would be a great answer to questions involving how businesses interact with customers on Facebook or Twitter.

3. Client Services Representative: “How would you deal with a high maintenance client?”

You are the go to person for any problems or issues a client may have when using your product. This is a common question asked during interviews because it evaluates your loyalty to the company and measures your respect for the clients’ needs. As a client services representative, your interview questions and answers should balance company missions with client needs so a good answer would include how you prioritize clients among business objectives.

4. Project Manager: “How do you determine what task to prioritize when every task is urgent?”

This is one of the questions you might be asked in a project management interview. According to the Harvard Business Review, a Hierarchy of Purpose framework can be used to evaluate which projects are most important to the purpose of the company and can be prioritized along those lines.

5. Account Manager: “Have you ever made a mistake that cost you a customer?”

Account managers are tasked with growing and maintaining a roster of clients. This question may be tough to answer but understand that the interviewer is gauging your experience. Just be honest and tell them what you’ve learned from the experience and how you plan to course correct in the future.

6. Copywriter: “How do you manage under pressure?”

Though they may be creative and have a passion for writing and advertising, copywriters often work under intense scrutiny and deadlines. Therefore, an interview question like this one should be expected. Strong responses include mentioning that your best creative work happens when you’re under a tight deadline or you like to have an open dialogue with those that might be causing stress from the pressure.

7. Software Engineer: “What is something that is a challenge to you?”

Outside of the typical logic based puzzles, interviewers often ask behavioral questions to find out what kind of personality the candidate has. This is one question that routinely comes up because interviewers are looking to find out what your weaknesses are. By answering truthfully and mentioning some things you can work on to improve yourself, you will have demonstrated the self-awareness that is necessary to learn on the job.

8. UX Designer: “What design process methods do you use?”

UX design is one of the hottest start-up jobs out on the market right now thanks to how important customer experience is when interacting with mobile and desktop apps. When mentioning what to look for in design candidates, experts at Toptal claim individuals that have a “user centric” and “constantly evolving” design process are best suited for the job. Pair this with specific examples of tools you used (audits, user flows, and wireframes) for a successful project for a strong response to the question.

9. Digital Marketer: “How do you manage working with very little guidance?”

Today’s digital marketers are increasingly finding themselves in the wild west of constantly changing platforms. While one strategy may be sound one day, that same practice could be obsolete the next. Due to this constant shift, this is a great question often posed to digital marketers. The savvy marketer would respond with how they stay up to date with digital marketing trends and savor outside of the box or experimental thinking when coming up with techniques to hack user growth on a platform.

10. Public Relations Manager: “How would you deal with a social media crisis?”

With the rise of social media, PR managers are often tasked with coming up with strategies on how to interact with customers one on one. If you are interviewing for a role in public relations then be prepared to answer questions like these. Sometimes campaign messages can get convoluted by those interacting with the brand and a backlash can ensue. By responding to the complaint with a message tailored to the original poster, companies can mitigate the negative press and humanize the brand.

The right frame of mind for interview questions and answers

Job hunting can be a tough process and we hope this list of interview questions and answers helps you on your journey towards that next opportunity. Always remember to draw on your experience and stay calm during the interview. Most importantly, be confident in the value that you can add to the company and practice staying in the right frame of mind. Before you know it, you’ll have that job you’ve always dreamed of.

Author bio:
Cassidy Hennigan is an avid writer and a passionate career development coach. Former HR, she learned how important it is that individuals to have a mentor who helps them take the correct decision when it comes to their careers. Mistakes have been made, but she’s here to fix them. When she’s not giving motivational pieces of advice, she contributes to SalariesWiki.com – a website dedicated to statistics about salaries.

The post 10 Interview Questions and Answers for 10 Different Jobs appeared first on Wolfgang Career Counseling & Resume Writing.

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