Last year, I worked for six months with a client who diagnosed himself with “imposter syndrome”.
He had a number of skill sets, appeared to have a pretty high I.Q., his E.Q. appeared to be way above average and he had a good job that paid well.
How to get a job is always topical; advice on how to land your dream job abounds. But what about the other half of the equation? How can you ensure you leave a job without burning that proverbial bridge? Everyone talks about making the right first impression but what about making the right last impression?
There is almost always a palpable sense of fear when an organization decides to conduct an employee engagement survey for the first time. What if my employees are unhappy with the leadership of the organization? What if my employees feel under compensated or overworked? Employee engagement surveys, if developed appropriately, should assess a host of different areas across an organization, including leadership effectiveness, career development opportunities, work-life balance, and job design.
Organizational models today are shifting from hierarchical to flat. Careers are no longer an upward trajectory, but more likely to be a series of experiences, projects and development opportunities. But, a lack of awareness around the new flat organization dynamics is resulting in a perceived lack of opportunities for career movement within companies, and frustration among employees and leaders.
So, what do you say after you say “hello”? The 30 second summary, often referred to as “the elevator speech” is a simple concept; it’s how you present yourself to others in 30 seconds, whether it is a person with whom you are networking, or perhaps an old friend who you actually do meet in the elevator!
