Posts Tagged ‘executive’

Free Resources to Learn/Upgrade a Skill

Monday, April 18th, 2011

No matter what your role in the organization – executive or candidate – many people are finding that they need to learn a new version of a technology, or a greater proficiency in a another language in order to enhance their careers. Using the resources below you don’t have to attend a ‘class’ or reveal that you don’t know how to do something. You can make your work easier,  be more productive and able to take on more interesting assignments! Look under Open Courseware, Free Courses for business, technology, science, liberal arts (languages). This site also includes helpful job search tips. Over 650 free tutorials for IT and other technology. Need to learn Excel or update other MicroSoft tools?  Find links to learn Word, PowerPoint, Access, Project, SharePoint and more. For anyone who wants to improve your technology, literacy and math skills.

ISO:Purple Squirrel – Resume Breadth & Depth

Thursday, October 21st, 2010

Does your resume broadcast breadth or depth of your skills and and experience.  Your years of work experience – do you highlight doing the same thing for a long time (stamina and perseverance) or illustrate being able to use your skills and knowledge in a variety of situations and settings?  Employers read your work history to see your progression of responsibilities, often by promotions. They are looking for your depth of knowledge and experience in a particular area or competency. Yet, you may have spent years in one role, but had many opportunities to broaden your capabilities by working across functional areas of your company, working on projects, taking on additional responsibilities, solving problems and accomplishing things beyond what is usually considered part of your job title.  Does your resume easily show that?

HR specialists say employers who increasingly need multi-skilled employees aren’t willing to settle for less. They’d rather wait and hold jobs vacant. They even have a nickname for the highly sought but elusive job candidate whose skills and experiences precisely match an employer’s needs: the “purple squirrel.” “There are lots of requests for purple squirrels nowadays,” said Joe Yesulaitis, chief executive of Aavalar Consulting, an IT staffing firm.

Many companies have combined roles and responsibilities during the recession.  They have streamlined processes and are now looking for people to be able to do a variety of tasks and handle a wider assortment of responsibilities.  These include both managing your own work tasks and often supporting or managing people or processes.  Here are some examples:

+Everyone is a customer service specialist – whether for paying customers, or those within your company that require your work products/service.

+We must have a minimum level of computer and information processing capabilities.

+You must be able to be both an entrepreneur (finding cost savings or revenue opportunities even within your own area) and a team player (collaborating, not being the hero).

Having a combination of deep knowledge of a process or field of expertise and the ability to augment and distribute it along with effective communication and relationships building abilities helps you be the elusive “purple squirrel.”

Regaining Trust

Tuesday, November 3rd, 2009

It’s one of the squishy intangibles that makes all the difference in our work lives. If you cannot trust your manager – if you cannot trust your team – then no one is happy. Trust must be earned and that takes time, consistency and follow-through.
There are some specific things leaders can do to help that process:
1. More face time with staff and customers
2. Be clear about priorities
3. Genuinely ask for, listen, and act upon ideas and suggestions
4. Involve more or different people in high profile projects
Bates Communication has a survey and good article with more actions cited at this link.

Organizations are People and Practices

Sunday, July 5th, 2009

How many times have we used the royal “They” to refer to the management or executives higher than us in the organization? Or referred to “them”- the regulatory forces that demand compliance. “They” are the reason, the excuses, or the problem. Organizations are entities made up of individual People; mere mortals like you and I (ok, some are smarter, kinder or meaner) and they do what they have learned to do. Their Practices are the habits they’ve acquired and the processes, systems or procedures that they have created to get things done. In the most effective organizations, where people like to work, it’s about claiming the common dream, knowing what needs to done and the accountability to accomplish the goals. So, next time you toss the ball to “them,” remember that in all the bureaucracy are individual people with all our talents, flaws and virtues.

more at