Glass-ceiling-proof your career

It’s an all-too-familiar tale. Serena makes rapid progress in the early days of her career, then for no apparent reason, her momentum stalls. Despite her desire to continue developing, she is unable to access a more senior role. In everyday language, we call this hitting the glass ceiling. What exactly does this term mean? Is it still relevant to professionals in today’s business world? And if so, what can we do when we hit the glass ceiling?

 

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Transform your skills into talents

Given a choice between a talented job candidate and a skilled job seeker, most recruiters would select the person with talent. Why? Because talent implies a higher level of accomplishment and mastery. A talented staff member is someone with extra flair or ability. Imagine an organisation which only employs talented people. If that’s the sort of business you want experience in, you need to learn how to transform skills into talents. 

 

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When no one takes you seriously, do this

It’s a gripe I often hear in my Women in Leadership program. “My team doesn’t take me seriously.” “My boss doesn’t take me seriously.” “My colleagues don’t take me seriously.” Often this issue is expressed as a criticism of the other party. However, it’s usually a sign that the speaker needs to work on boosting her credibility. That, of course, is advice that’s usually offered with little thought given to how precisely it can be implemented. After all, credibility is an abstract concept. But to build it, a leader needs to take concrete action. 

Doing this becomes easier when you understand the three basic components of credibility. Most dictionary definitions of credibility will mention trustworthiness and believability. To this list, I think we should add congruence, or the ability to be perceived as walking your talk. Let’s explore these three components of credibility, seeking methods of building each one.  

 

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How recruiters view LinkedIn photos

Once a job candidate’s LinkedIn profile is clicked on by a recruiter, what happens next? It’s a critical question for both job seekers and recruiters. Thanks to the fields of applied psychology and eye tracking technology, interesting answers are emerging. This article explores what we now know about how recruiters view and make sense of profile pictures on LinkedIn. Let’s start with what eye tracking technology has revealed. A study conducted in 2012 demonstrated that recruiters spend 19% of their time looking at the head shot when viewing LinkedIn profiles. While that sounds like a reasonable amount of time, in practical terms, it translates to approximately one second per profile page. This means job seekers need to take the old saying First impressions count very seriously indeed. And so do recruiters. After all, first impressions are usually created at an unconscious level and therefore, can trigger unconscious biases.

 

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Why be competent when you could be excellent?

I was an experienced trainer when the competency-based training model was introduced in Australia. When I first heard the term competency-based, I thought, Why would anyone want to be competent when they could strive for excellence? Today, I believe this reaction reflected a mindset which has underpinned my success as a consultant. It also explains why I enjoy working in learning and development. I’m always thrilled to meet people who share my passion for excellence and self-improvement.

 

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