Ask a Special Librarian – May Edition (Part 2 of 2)
Tracy Z. Maleeff
Library Resources Manager at Duane Morris LLP in Philadelphia
@LibrarySherpa & LibrarySherpa.com
Law Library Assistant – University of Connecticut
@joshualaporte & https://www.youtube.com/user/JoshuaLaPorte
It’s a banner month for all you INALJ.com readers. You get not one but two editions of “Ask a Special Librarian!” The reason for this special occasion is to introduce you all to my future co-columnist. Beginning next month, Josh LaPorte will be fielding your questions and writing about special librarian concerns. We will be both collaborating on posts as well as taking turns. This change will bring a different perspective for you readers and allow for us to get more creative with this column. It’s a win-win and we thank you for coming along on this journey with us.
So, who is this Josh LaPorte? The son of a librarian, Josh has worked in libraries since he was a teenager. He currently manages the front desk and collection maintenance at the UConn School of Law Library in Hartford, Connecticut. Prior to his service at UConn, Josh worked for two library services contracting companies providing services to a wide variety of corporate, not-for-profit, legal, academic, and public libraries around the United States. Josh also worked for several years as a community organizer for a small non-profit organization in Hartford. He is Vice-Chair of the Connecticut Bar Association Paralegals Section, and is a member of the American Association of Law Libraries, Law Librarians of New England, and the Southern New England Law Librarians Association.
by Krystal Corbray, Managing Librarian with Yakima Valley Libraries in Washington State
previously published 7/15/14
Once you’ve been job hunting for a while, things can get a bit…intense. Many job-seekers talk about their employment search as if it’s a full-time job—which is an admirable and, often, effective way to go about a job hunt.
It’s only when job-seekers start talking about their efforts while using phrases like “perfect fit” and “dream job” that things can start to head off track.
Because searching for jobs with an all-or-nothing mindset, like you’re looking for a soul mate, is a surefire way to severely limit your job prospects, and can also mean missing out on some perfectly good opportunities that don’t necessarily fit a checklist of ideal requirements for your dream job.
This isn’t to say that job hunters shouldn’t use a bit of discretion—there’s obviously nothing to gain from blindly applying for jobs simply because “library” or “information” appears somewhere in the description—but there’s definitely a great deal of value to be had by not being overly exclusive in your job hunt. Read more: http://inalj.com/?p=76760
You were probably asked “what do you want to be when you grow up?” a thousand times as a kid. Young people are often advised to make a career decision early on and then pursue that idea, and after years of hearing the same advice, you’ve probably imagined your future professional life—what kind of job you will have, what kind of leader you will be—and now you’re working backwards to get that coveted life you’ve been dreaming of for so long. But that thought process can be a professional trap, limiting your possibilities.
This post originally appeared on Fast Company.
Just when you think you’ve got it figured out, here’s another piece of advice: forget what you think you know about what sort of work you should be doing and who you are professionally. This kind of thinking will trap you, says Herminia Ibarra, an expert in leadership and professor at international business school INSEAD.
“You don’t really know what you need to do to lead if you haven’t done it,” she tells us. “I think people get too caught up and fixated on what’s their ideal self and what they want to work toward when they should just say, ‘Here are a couple of situations where I would like to be more effective, how can I start there and work around the edges of that?”
According to Ibarra, author of the book Act Like a Leader, Think Like a Leader, as you take on more responsibilities at work, you are encouraged to be authentic and true, but this can be tricky if your future self is yet to be formed. Below, she shares the advice she gives managers and executives on allowing your leadership style to evolve and discovering your future authentic self.
Read more: http://lifehacker.com/why-trying-to-be-authentic-at-work-may-be-holding-you-1705334528?utm_campaign=socialflow_lifehacker_facebook&utm_source=lifehacker_facebook&utm_medium=socialflow
LinkedIn Influencer Jeff Haden published this post originally on LinkedIn.
It’s not that hard to be successful. But it is hard to be extraordinarily successful.
Yet we all hope to achieve exceptional success (something we all define differently — and should define differently).
Unfortunately, there is no magic bullet. There is no one-size-fits-all prescription.
But there are certain qualities that incredibly successful people share … especially those who also make a significant impact on the lives of other people.
See how many apply to you:
1. You find happiness in the success of others.
5 Qualities Every Employer Wants in a Job Candidate
And how to show you have those coveted traits.
Instead of only saying you’re creative or taking pride in your work, give anecdotes that demonstrate those qualities.
By Arnie Fertig
April 15, 2015 | 11:00 a.m. EDT
Preparing for a job interview can be a time-consuming and nerve-wracking experience. Some people spend a ridiculous amount of energy trying to prepare and memorize answers for every imaginable interview question
It may be better to spend time thinking about the job at hand with a larger lens by stepping back from the particular details and requirements. Ask yourself: “If I were the hiring manager, what would be the qualities I’d need to see in a person before I’d be willing to say, ‘You’re hired’?”
Work these qualities into your self-description, and prepare examples of stories from your experience that demonstrate you have them.
1. Creativity. If everyone who claims to “think out of the box” really did so, there would be nobody left inside it. Like the other qualities discussed below, you need to demonstrate your creativity rather than just asserting that you have it.
Do you have stories to tell about how you conceived and implemented positive workplace change? Perhaps you have changed how your company’s products or services are produced, packaged or marketed. Maybe you came up with ideas about how to shorten production time or eliminate or reduce administrative procedures and red tape. These are all examples of stories you can tell with a great takeaway message.