Look for people who empower you!

Taking risks is a stressful experience.

Taking risks means learning.

Taking risks can lead to failure.

Taking risks fosters innovation.

When we embrace a new challenge, we do not have full control.  We have the fear of failure and being considered a failure. What can we do about it? We need to look for people who give us feedback, support us and empower us.  Building a network of people who empower us is key. Empower us to risk. Empower us to try.

cropped-cropped-diapositiva11.jpg

You will not change overnight!

Changing is not easy.  Suprise? Surely not.

You need to decide to change and you need to be ready for it.  You can decide to change but also other people can “decide” for you. An example at work? You are asked to learn something new or you need to perform a new task.

You need to invest energies if you want to maintain your new behaviour over time. If adopting a new behaviour is just a response to an external event, you are reacting more than changing. In other words, if the results of a change were immediate and visible, you would just modify something or react

cropped-cropped-diapositiva11.jpg

Dedication and hard work lead to the creation of new actions and habits. You must keep working and remaining patient even if you fail during this changing process. Only if you’d continue to invest time and energies, you will change.

Stop looking at the years of experience!

There are many recruiters and hiring managers who still evaluate candidates for their number of years of experience. What do I think? It is time to stop this practice.  The real focus needs to be on the quality of the years of experience, not the quantity.

cropped-cropped-diapositiva11.jpg

One year of experience in a company is different from one year into another one. There are companies that give visibility and autonomy to their employees; other organisations do not. There are companies which constantly innovate and other companies do not. We need to evaluate the quality of the years of experience considering the better fit for our organisation. The amount of years of experience is a wrong perspective on talent, potential and core capabilities.

HR transformation and innovation: having great technology is not enough. Why?

You can hear about digital transformation and innovation everywhere. Transformation and innovation:  from the virtual reality to the blockchain technology, through the automation of processes. The digital transformation is a philosophical and technical movement that influences businesses, departments and teams…  including HR. The technological innovation, the new methods of collaboration and ways of doing are at the centre of this change.

cropped-cropped-diapositiva1.jpg

We need to talk about the change. Choosing an innovative technology does not equal starting an innovation/transformation change.  To understand what you need to change or work on, you need to understand your values. The values are not the ones that were present at the creation of your organisation or your team. If you do not understand what are the current values and the current way of doing things, the change will never happen. Relying on rewriting values and creating power point presentations on the corporate mission does not mean working on change.

Are you one of those people? Find your way

There are articles, blogs (like mine), presentations, and speakers that illustrate best practices or suggestions about certain topics. They talk about work, motivation, training etc. Really any kind of topic.

When we read these suggestions, we tend to copy exactly the “recipe” and adopt it as such. If we behave in this way, we make a mistake. Why are we mistaken? We read articles that come from personal experiences or events that happen in a specific context; they are therefore subjective. For this reason, you have to be able to step back, understand the proposed solution and try to adapt it to your context. Of course, you can also adopt the solution as it is; however, you should look at the results as an experiment and not give a final opinion on it. This is true for business or personal decisions; even about your career development.  We need to treat the proposed solution as an experiment and then adopting or modifying it to make it ours.

cropped-cropped-diapositiva1.jpg

I’m not saying that we should stop reading… otherwise this blog would not exist either. You have to take inspiration and look for your solution. Find your way.

You need to understand if you are a good cultural fit or not.

The organisational culture creates unique workplaces. Why? Companies are built by individuals. For example, two companies of the same sector and with the same organisational structure are different due to the social component.

cropped-cropped-diapositiva1.jpg

When you think about your career, it’s important to understand to which kind of organisational culture you belong to. Not all organisations are the right fit for you and you are the right fit for them… yes, even if the role your applying for matches your experiences.  You have to think about the type of supervision you want (autonomy in the role vs close collaboration with your manager), the visibility (work in a client role facing or not) and the collaboration required in the team. It is important also to say that these aspects (autonomy, visibility, and collaboration) vary during your career. You need to evaluate these aspects in the specific period of time and in relation to your career development goals and ambition.

Finally, remember that the cultural context in your organisation changes over time. It changes and evolves as you do.

Want to work better? Block your calendar!

In most organizations, we manage our own working time around meetings.  In order to make our time effective we try to match our tasks with the meetings requests that we receive; unfortunately, we often end up with the so-called “back to back“.

cropped-cropped-diapositiva1.jpg

We need to find time for ourselves. To do what? Several things. It is true that attending many meetings gives you visibility and allow you to proceed with your work tasks (well, not always) …. however, in order to complete your work, to grow and develop you have to think about what’s really important. You need to dedicate time to training, networking or sorting out your work admin.

 What is an easy solution to reduce your back to back?

Block your calendar! It allows you to handle also any last-minute requests without having to worry too much.  Try it out and you will notice that you’d manage better your work priorities and your needs (=training and work tasks).

Having friends at work? It should not be a rule

Working in a positive environment is fundamental. In order to enjoy your day, you need to feel comfortable and having positive relationships. The culture that surrounds you is important as the content of your job is.

I often say that eight hours of work are always eight hours of work; however, the perception of these 8 hours is different when you feel comfortable with yourself and with your colleagues.

cropped-cropped-diapositiva1.jpg

You have surely heard that you need to have friends at work. Are we sure? As mentioned before, it’s crucial to be in a positive workplace to live it at its best; however, if you do not want to make new friends at work, you do not need to. Forcing yourself means modifying your behaviour and work attitude. The important thing is having positive work relationships. Having friends at work does not have to be a cultural norm (or a best practice) in your organisation. On the other hand, you’d need to have sponsors and allies.

Defining your career path? You need to work on it

I often write about the importance of collaboration. It has been said that companies should invest and have invested in technology, projects and programs (for example team building or mentorship) to improve collaboration between and within teams. Technology has changed the way we collaborate and exchange information. Conference calls and emails have completely revolutionised our way of working.

cropped-cropped-diapositiva1.jpg

There is an aspect of your work that remains isolated and you should keep it isolated and personal.

What is it? Your career management. Receiving advice from colleagues or your manager is clearly important; however, your career path definition needs to be a personal investment and you cannot rely on collaboration. Managing your career path does not mean undermining colleagues or diminishing other people successes. Managing your career means creating your own path with your efforts. Take risks, join new teams, have different experiences and think about these experiences.

Do not say ” I am the perfect candidate”

I am a recruiter and I interview candidates for a living; there are times when the interviews are really positive and other times when they are not.

If you are going to be interviewed by a recruiter, your preparation is fundamental; however, the real difference is made by what you are ready to talk about. Example? Knowing the company’s financial results won’t necessarily help you. So what? Do not memorise the financial results but be ready to talk about your experiences. Considering that you are under pressure while interviewing, you can easily make mistakes recollecting the financial results.

cropped-cropped-diapositiva1.jpg

One of the most asked question by recruiters is: why do you think that you are the right candidate for the job? You can answer talking about your professional experiences, the projects that you have been involved in or the career development path you want to join; these are valuable answers. The worst answer ever? “I’m the perfect candidate”. Let see a few reasons why saying that you are the perfect candidate is not a good idea.

1) You are evaluating yourself …what you think it is not necessarily true.

2) You’re evaluating yourself…however, the recruiter is the one there to evaluate your application.

3) You are trying to impress the recruiter. Interviews are not created to impress but to present projects, your experiences and skills. An interview is not a date!

3) If you have never worked for that specific company, there are definitely things that you do not know about them (processes, tools, the culture).

4) Showing self-confidence is fine.  However, saying that you are the perfect candidate is still not the best way to get started and set the right framework for the interview.

5) If you decide to ask questions to the recruiter about the role or the experiences needed to be successful in the job.. why should you ask these questions considering that you are the perfect candidate? you should know the answers already. The only thing that you are doing is proving that you are not the perfect candidate. You can be a good candidate, a very good one.. .not the perfect one.

Suggestion? Even if you really think to be the perfect candidate (or very close to the recruitment’s needs), well, do not say that.