How to Overcome imposter syndrome

How to Overcome imposter syndrome by Amber Rolfe ‘Do you even go here?’  If you’ve ever felt totally lost in an important meeting, during a presentation, or in any other work-based scenario, you’re not alone. Imposter syndrome is an annoying yet perfectly natural reaction to a step outside of your comfort zone. But it can be tackled.If your feelings of self-doubt are affecting your confidence, here are our top tips on how to overcome imposter syndrome for good:What is imposter syndrome?Imposter syndrome is a feeling that despite your skills and achievements, you don’t belong in your role or your company.It stems from irrational thoughts that you’re a fraud, you aren’t capable of doing your job, and everyone’s going to find out.However, none of these feelings are accurate or true, and are simply a manifestation of your insecurities â€" often brought on by a new job, a promotion, or a change in responsibilities.Identify the causeOK, so you know how you feel, but why are you feeling it?Identifyin g your feelings is easy, but knowing where they’re coming from (especially if your imposter syndrome is subconscious) isn’t always as straightforward.Ask yourself; is it a new job title? A promotion? A new role all together? Or is it your current workload, a project with a lot riding on it, or a senior level meeting?Translation: a step outside of your comfort zone.With new responsibilities often comes doubt, insecurity, and a feeling of ‘I’m not good enough for this, and everybody is going to find out’. And this is even more prevalent when the stakes are high. But that doesn’t mean your feelings are justified truths.So don’t panic. Luckily, realising what’s knocking your confidence is the first step to turning your mindset around.How to: Get promotedTalk about itNow you know what the problem is, you’re one step closer to solving it.But you don’t have to do it alone. Imposter syndrome is almost always a manifestation of your own feelings; so get it out of your hea d â€" and talk to someone.Of course, you shouldn’t choose just anyone. For example, colleagues are probably a no-go in this situation, especially the ones who are influencing your feelings of self-doubt.Instead, pick someone you trust, outside of work. Not only can they remind you of your strengths and assure you that your fear is irrational, they can also (almost definitely) relate to how you feel. After all, almost everyone has experienced imposter syndrome at least once in their lives, even if it was only short-lived.If nothing else, you’ll feel better for getting things off your chest. You might even come to your own self-assured realisations, just by voicing your feelings.How to: Communicate effectively at workStop comparing yourself to othersEver heard of the saying ‘the grass is always greener on the other side?’Well this also applies to the damaging (yet often hard-to-avoid) act of comparing yourself to people around you â€" whether it’s a friend who’s speeding a head in their career, or a colleague who always seems to know that little bit more than you in every meeting you attend.Sure, they seem like they’ve got it all figured out. But chances are, they may be struggling with the same things as you. You just can’t see it.And it’s not just the fact that you can only see certain aspects of a person’s skills and abilities (see also: ‘humble braggers’) that makes it impossible to compare yourself to others. It’s also that, to put it simply everyone’s different.Whilst that person you’re putting on pedestal may thrive in areas you feel weaker in, you’ll likely have strengths in other areas that supersede theirs.So stop using other people’s careers as a benchmark for your own. Focus on you.  Give yourself a pat on the backLet’s face it, you’re your own harshest critic.This means that you find it difficult to identify your achievements but are all too good at belittling them.Yeah, you did great work last week, but was it really enough? It was probably just a fluke anyway. It was luck that allowed you to deliver that project on time. And how much longer can you keep this up?If all of the above sounds like a thought process you’re familiar with, you probably need to work on some self-love.To turn your negative thoughts into positive ones, consider making a list of your key skills and accomplishments. Not only will this instil some much-needed confidence, it’ll also help you to realise that you are actually good at what you do.Remember: you were hired for a reason. The people around you have confidence in your abilities; which means you should too.How to: Speak confidently at workHow to: Feel valued at workAccept that you won’t always know everythingUnfortunately, not having all the answers is often the main cause of imposter syndrome especially on those ‘off days’ where you find yourself drawing a blank on every question you’re asked.But you know what? You’re not perfect, and that’s OK.And whether your own lack of confidence stems from of a career change, a new role, a promotion, or you’re just new to the world of work all together, there will always be times when you don’t feel up-to-speed.But that doesn’t make you an imposter.As long as you retain confidence in your abilities, you’re open to learning, and you aren’t afraid to ask for help, your feelings of self-doubt will likely disappear in time.Remember: If you’re working hard and giving your all to the role, you should have nothing to worry about.How to: Take criticism at workHow to: Deal with work problems professionallyStill searching for your perfect position? 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How to Manage Two Personal Brands - Personal Branding Blog - Stand Out In Your Career

How to Manage Two Personal Brands - Personal Branding Blog - Stand Out In Your Career Personal branding requires you to craft a professional image by communicating your unique interests, skills, and expertise. Your personal brand should reflect not only your professional interests, but it should also provide specific insight into your industry to show others what you know. But what happens if you need to promote two very different personal brands? There are plenty of individuals who have varied interests and professional identities. Perhaps a political blogger is also pursuing side projects in photography. Or a high school teacher is looking to start a network for other adults interested in environmentalism. Whatever the case, having multiple professional images to maintain can create a rift in your identity. You don’t want to risk alienating part of your audience, but you also need to promote two different focuses. Luckily, you have a few options for this juggling act. The beauty of it is, you can choose whatever option works best for you: Fine-tune your focus. Determine which aspects of your brand actually need to be promoted. If you run a small business but also work as a public speaker, you may find you have a greater need to promote your public speaking career rather than a business that people are able to find through other outlets, like advertisements or word-of-mouth. That doesn’t mean you need to wipe your business from your professional online presenceâ€"for example, you can include that you’re a small business owner in your LinkedIn bio, but focus your blogging efforts on public speaking insights. Segment your brands. Some may find it best to completely separate their two focuses. This could involve creating separate Twitter accounts: for instance, one for your graphic design work and insight, another for your 9-to-5 at a marketing company. This doesn’t mean you have to have a secret, split personalityâ€"feel free to include links to your other Twitter account, blog, website, or portfolio so that your audience can easily browse both of your professional interests. Merge your brands. This option can be tricky, but many people find it’s easiest to simply communicate that they have a multi-faceted professional image.  This is because many workers don’t have the time to manage multiple online profiles, nor do they want to risk dramatically segmenting their audience. Merge your brands by clarifying in your Twitter bio or on your LinkedIn page that you’re a teacher by day, environmentalist by night, and share information and insight relevant to both professional images. If you’re clear about both interests, your audience should have no problem finding the information most relevant to them. Personal branding involves a tricky balance no matter what your career aspirations. Promoting multiple professional focuses often depends on what you find most manageable. Weigh the options above to determine what’s best for youâ€"good luck! Author: Heather R. Huhman  is a career expert, experienced hiring manager, and founder president of  Come Recommended, a content marketing and digital PR consultancy for organizations with products that target job seekers and/or employers. She is also the author of  Lies, Damned Lies Internships  (2011),  #ENTRYLEVELtweet: Taking Your Career from Classroom to Cubicle  (2010), and writes career and recruiting advice for  numerous outlets.

Why Traditional Recruiting Efforts Dont Work

Why Traditional Recruiting Efforts Don’t Work The amount of time, effort and frustration companies go through to find reliable, intelligent recruiting assistance is astronomical. Over the years, the majority of hiring companies bounce from one recruitment company to another unable to gauge the real reason behind their inability to find effective staffing assistance.  Naturally, they wonder as to what the driver behind their inability to form a cohesive relationship with a reliable staffing firm stems from. Some firms begin to ponder if every recruiter is incompetent (negative feelings do little to help the situation).  Others over analyze their hiring message, hiring choices or ability to manage the employees once onboard as the main reasoning behind their inability to succeed with outsourced recruitment efforts. The candid answer is that the approach of the overwhelming majority of recruiting companies is flawed, illogical and inefficient. Rarely, is it the fault of the hiring organization.  Regardless, the inadequacy of recruiting firm performance forces companies to rethink their hiring strategies, budgets and competitiveness in the open job market. Frequently, the basis on which they choose the recruiting firm they work with is only thing that requires change. The Overarching Problem: The overarching problem is that companies can’t recruit the employees who will make a difference because their recruiters never present them. Hiring companies spend countless amounts of time listening to the reach, network capabilities and methods of finding applicants. We live in the digital age.  Finding candidates should be no feat in and of itself. When the clients do interview them, these individuals are difficult to recruit because they have been mismanaged by the headhunter.  Whether this management occurs in several forms:  Over-promising salaries and inflating expectations to get the job seekers in the door.  When the interviewee is told something different by the hiring manager, they are often turned off to the position. Interviewing is the easy part.  Most recruiters can’t properly sell the job.  In any form of human resources, if you don’t get an applicant excited about a position, the client begins at a disadvantage. When this happens, the hiring company spends too much time trying to sell the candidate rather than being able to determine their aptitude for the job. The most pertinent question is not how many applicants do you have. Rather, it’s what the recruiter is going to say about a hiring firm’s corporation that will determine the success of the project. On a multitude of levels, it’s more advantageous to a firm to ask a headhunter how they will represent their particular company. The process: The overwhelming majority of staffing companies will  present very similar processes. To sell clients, they spend significant amounts of time formulating an organized, set process that appears highly organized, effective and destined for success.  It rarely is. When you think of the recruiting process as a football play, the reason why these processes don’t work often comes to light. When drafted, football plays often seem flawless. However, most don’t count for variables in the defence. The best leaders on a football field can call variables quickly and accurately when necessary according to the opposite side. Similarly, effective recruiters can work around hiring variables that come into play during the search process. Most, unfortunately end up folding due to a small variables or huddles which arise. Just like in football, it’s the players ability to decipher and adopt to changing environments that will determine whether or not they win the game.  A set universal process fails to take into account the fact that every recruiting project, company, budget, hiring needs and recruiting preferences are different. It’s not the game plan; rather it’s the players playing the game which makes a difference. In the End: There are only a few questions that need to be asked to determine the aptitude of a recruiter.  The most important questions are who are the  individuals representing the company, what are their backgrounds  and achievements  and how would they pitch the  client organization.

Wear This, Not That

Wear This, Not That Lindsey Pollak is a consultant, coach and author who specializes in advice to â€" and about â€" millennials. She helps corporations understand and manage this large cohort, which now makes up more than a third of the U.S. workforce. She also offers advice to millennials who want to succeed and perhaps shed their image as entitled nomads. In a 2015 article, she helps millennials understand why dress matters in the workplace.   “The bottom line is that the old adage rings true: Dress for the job you want, not the job you have,” she writes.  She also advises young workers to emulate the successful people in the company. Don’t “fixate on the one guy in accounting with the funky jeans and decide if it’s OK for him, it’s OK for you.” She suggests creating a uniform that makes it easy to decide what to wear. Steve Jobs famously wore the same thing every day: black mock turtleneck, jeans, and New Balance sneakers. President Obama wore only blue or gray suits; he wanted to save his brain power for more important decisions than what to wear each day. Pollak writes: “What I mean by uniform is finding a professional look that will be your go-to.  For example, a rotation of shift dresses, blazers and statement necklaces. (Seriously, I wear nothing else on stage.)” While you’re considering how to dress, here’s a graphic that might be helpful. Caleb Wells is a Visual Consultant for T.M.Lewin, a London-based heritage brand. As experts in dressing smart, they have taken it upon themselves to help individuals understand the standards of dress for different interview and office settings. They offered my readers this exclusive graphic on Cracking the Workplace Dress Code, designed to help professionals navigate what to wear when. Enjoy.

8 Ways to Manage Conflicts in the Office CareerMetis.com

8 Ways to Manage Conflicts in the Office “The harder the conflict, the more glorious the triumph.” -Thomas PaineWhen you start working in an office, the one thing that you are bound to experience one day or the other is ‘conflict’. Conflicts are natural to happen but none of us enjoy dealing with them. Any conflicting situation can get aggravated, if not dealt properly.evalAccording to areport, employees in the US corporations spend roughly 2.8 hours per week involved in a conflict. This aggregates to about 359 billion USD in hours waged that is occupied with â€" and dedicated to â€" conflict rather than on progressive output.Surprisingly, around 85 percent of workers in the US experience some kind of conflict, out of which 25 percent have observed absence or illness due to clash while 9 percent have seen ventures nosedive due to office conflicts.If you consider that you can escape conflicts by being extra careful, then you would be surprised to know that avoiding conflicts is near to impossible, especially when you are working in a close team of different people with diverse ideas to execute a single task. Be it an employee or an employer, when you work in an office then you need to learn to manage the conflictsrather than circumventing them.Here are a few practical ways of managing conflicts in the workplace.1) Realize the Gravity of the IssueWhen conflicts arise among employees, it becomes difficult to detach the emotions from work responsibilities. To manage conflicts, one needs to draw out of an emotionally laden situation to reasonably discuss the possible solutions. Contemplate the significance of the issue. Make sure your ego is not harming the organization.In case of conflict, do not dodge it or pretend nothing has occurred. Otherwise, with the passage of time, you will experience more pressure and the conflict will get worse. So, handle these bumpy matters as soon as you can, before issues and negative sentiments become entrenched in daily work.2) Define Satisfactory BehaviorevalAs a n employer, clearly outline job descriptions of all employees so that individuals know what is anticipated of them. Moreover, developing a well-articulated code of conduct to be followed by all employees will also help circumvent clashes. Clearly and overtly express what behavior will and will not be accepted in the workplace.If a conflict is observed among workers, you should stimulate them to identify ways of sorting it out. In case of a clash between the two teams, you should focus on improving interdepartmental communication.What if you have a conflict with one of your workers? It’s wise to address it right away and in private.3) Involve a Third PartySometimes, the situation becomes so complex that direct communication between the two conflicting parties doesn’t yield any fruitful outcome.evalThis is the time to bring your clients into the equation and ask for their opinion. Be it an employer, an adviser or a client, involving the third party helps in managing conflicts.4) L isten to Each Other’s PerspectiveThis may seem like the most basic thing to do but it is definitely the one most needed. Ask for the individual opinion of every person who is directly affected by the current conflict situation. All of the involved parties can write down the facts and figures on a paper in order to solve the conflict.Or, you can also arrange a group discussion. Schedule the discussion in such a way that you can discourse for an extended duration without external disruptions.During this discussion, every individual should have sufficient time to convey what he or she considers the other person or team needs to receive. Do not let any employee dominate the discussion or manipulate the matter. Every individual should discuss the differences and how he or she feels about the state of affairs.Keep in mind that this is not the time to attack or denounce one another. Concentrate on the issue, not your outlook on the other individual’s personality. Listening should alway s be about acquiring understanding. Do not let yourself become intolerant or un-receptive to the other individual’s arguments.5) Articulate the IssueMost of the time a small conflict situation gets worsened when people start dredging up the past history, combining the unrelated issues with the current conflict. Articulate the problem by asking everyone to write a problem statement and take everyone on board to decide what the ‘key’ issue is.It is indispensable to offer your complete attention to the individual sharing his or her concerns. Do not interrupt the other person and ensure that you are receiving the message he or she expects to deliver. Re-articulate and reiterate what you have perceived to confirm understanding.Not sure what to say? Try something like, “Let me ensure I comprehend the situation. You are distressed about _____ as _____.”evalAsk for clarification if required. You can also request that the other individual reiterates an essential idea or rephrase hi s or her concerns in a manner that is simpler to understand.6) Propose Probable SolutionsOnce the problem is understood appropriately, critical thinking for the solution becomes easier. Brainstorm different creative, potential solutions to solve the problem.Your discussion might mainly focus on the differences, but you can only solve the problem by identifying points of agreement. Try to transpire from the experience with positive feelings instead of negative sentiments.Focus on synchronizations. Describe examples of occurrences in which you consent with the other individual or can see another perspective. For instance, if you do not agree on new marketing strategies, you might mention what you liked about the other individual’s proposal or the enthusiasm to work harder for the group.Seeking agreement validates your inclination to look for communal ground and form an association around those conviction aspects.eval7) Negotiate EffectivelyOne of the most effective steps to managing conflicts in the office is proper negotiation. All the participants can regroup for assessing the usefulness of a probable solution. Decide which solution guarantees better results by doing an experimental test of a certain, suggested solution.If you are in a management position, you may sometimes need to arbitrate workplace conflict. Remember, do not take sides, ever. Understand that you are there only to support your workers solve their issues.However, often you might have to lead the discussion. If your offended feelings are dominant, it is possible that you will need to redirect the matter so your workers return to the actual issue.If you are in a leadership positionand can offer guidance on subsequent steps, highlight the affirmative phases of the process and recommend relevant subjects or activities they can work through after the discussion.8) Learn to let go and forgiveThe last and one of the most important steps in the process is to let go and forgive. Every conflict needs a clear solution that recognizes upset sentiments and discovers a way out that focuses on repairing them.Say sorry. Tell the other individual you are really apologetic for any unkind words or actions and actually mean what you say. You will also need to forgive the other being. Likewise, encourage your employees to apologize to one another.Assenting only for the sake of appearances can bring about resentments that become profound over time, collapsing any advancement you have achieved together.KEY TAKEAWAYConflicts in the workplace are common. When people from different backgrounds and with different opinions and goals work together, there is bound to be some friction.As an employer, you might often encounter situations in which you have to act as a mediator. The best strategy is to stay neutral and not take sides. Give every person an equal chance to voice his or her concerns.If you are an employee, learn the power of effective communication. It can sort out even the worst of the conflicts. Be receptive and open to disagreements. Respect the difference of opinion. When you disagree with something, let them know humbly, without sounding snobbish.

A Better Way to Communicate with Your Boss

A Better Way to Communicate with Your Boss A colleague of mine sent me a blog post he wrote for me the other day about a situation he was in at work. I liked it and hope you do too. Coach Wolfgang John is a relatively new employee and asks his manager if something that he put together is done correctly. His manager says it is not ready and begins explaining the broader purpose behind the changes that are needed. John: I’m not getting this. Just tell me what to do. John’s Manager’s thoughts: Did he just say that? This is very disheartening to hear from anyone at this company let alone John. Here I am, taking time out of my schedule to train him and show him how to do an important task on his own. I don’t want to have to do these by myself each time. I want him to figure things out on his own but he’s just giving up and not putting any effort into learning. John’s thoughts: His instruction is really confusing me. It’s tough to pick up the concepts that come so naturally to him. Also, I have a lot of work to do and I was heads down working on it. I can’t just stop what I’m doing and start an in-depth training session! Plus, I’m rarely going to need to do what he is telling me so let’s end this and use my time more efficiently. Just tell me what to do This is an unfortunate exchange but fairly common. Both have some valid points here so let me play the role of mediator and set the record straight. The first problem is that John isn’t communicating those valid points to his boss. Instead, he’s saying just tell me what to do. His boss will likely interpret that as lazy and not caring. More concerning is that John may get that reputation around the company and in his various networks. John has two choices: 1) get the job done or 2) voice the right concerns. Instead of just tell me what to do he could try these: Do you mind if we find a convenient time for you in the next day or so for this training? It’s important but my head is wrapped up in this urgent work I need to get done right away. I appreciate your training but it’s not sinking in too well. Let me start taking notes on this so I capture what you are saying. Maybe we can go a bit slower as well. Before we get too deep into this training, can you put this task in context for me? Do you want me to do this work in the future or am I learning the purpose of this so I can speak to it? Notice the difference with the responses: 1) the best interest in the company is the priority, 2) there are no signs of laziness or disinterest, and 3) the value of the training is not disputed. In fact, these questions show a smart employee who uses his time efficiently and thinks about the big picture. A Managers Workplace Communication Style John’s manager needs to make some adjustments too. It’s tough for anyone to stop what they are doing and start learning some new concept from you. Scheduling your longer trainings may be more effective. Also, when you get push back from a subordinate and it upsets you, don’t jump to conclusions. You are a manager and you need to seek understanding. Stop the training and put things in context and ask for feedback and questions before moving on. Doing so is an example of what separates managers from non-managers. Wouldn’t it just be easier for everyone if John just said, just tell me what to do? Why go to this trouble? The answer is that John needs to learn how to interact with managers and co-workers and address situations like this. Throughout John’s career he will be faced with tasks that he does not know how to do. Understanding how to respond so that he is able to learn new material is important. Also, the wrong response can damage John’s reputation which can affect him when looking for a new job or trying to get a promotion or a raise. John needs to be concerned with how his manager and co-workers view him. Hard worker? Dedicated to the company and team? Lazy? Attitude problem? Now think about your typical work day How often do these situations arise? How have you been reacting to them? How are your reactions affecting your reputation? How can see these situations coming? How can you improve your response and, in turn, your reputation?

Freelance Resume Writing Jobs Online

Freelance Resume Writing Jobs OnlineYou can find freelance resume writing jobs online that pay for high quality content. These freelancers provide all of the required information to help you write your own. Find out how you can avoid the pitfalls of content mills and get your writing work done right the first time.In today's world, businesses and industries exist to help make a living. Many are happy with the income they generate by providing services for others. While this is not necessarily the best way to build a stable career, many are able to handle the business side of things.This business model means that there are plenty of opportunities for freelance writers. Many freelance companies that specialize in content marketing offer highly skilled and thorough work at competitive rates. The catch is that you must have the ability to deliver quality content - excellent writing skills, a love for writing, and an attention to detail.Good content can make or break a potential employer in the freelance resume writing jobs industry. Some companies rely on the resume writing process to help them decide if they should hire a freelance writer for a project. The potential to be offered a paid position is great, but the company may base its decision on the quality of the writing provided.Content is critical in successful freelance projects. The skills you develop will set you apart from many other writers who are also trying to find work. Finding content for free can be a daunting task, and it's always smart to have a portfolio to show prospective employers before offering the writing gig.One of the most common pitfalls to avoid in the freelance resume writing jobs industry is making promises you cannot keep. Unfortunately, it can be difficult to get feedback when you start out. It can also be helpful to have a portfolio of sample work andto develop relationships with clients to ensure that you're always reliable and honest with your clients.It can also be beneficial to consider having a dedicated email account for communicating with clients who are interested in hiring you for freelance resume writing jobs. Many companies prefer to keep an eye on their correspondence. You can always use your regular email account for communication, but it's nice to have a special section where you can put the details of your freelance resume writing jobs for future reference.There are also many other options available to you in finding freelance resume writing jobs online. Some outsourcing companies are found on the Internet, and it's not difficult to find reviews about them on sites like Word Clearing House. If you find one that interests you, read through the site's reviews to get an idea of the type of freelancer they are, and then contact them to discuss the possibility of working together.