“What are you planning to do when you graduate?”, is a question that I often ask undergraduate and graduate students. Responses are as wide ranging as the student population itself. There is the predictable “Good question”, the more resigned “I don’t know” and the more altruistic variants on “save the world — make a difference”. Most though have a common goal, either continue on in their academic pursuits or…..get a job. A recent article (published by BBC) on a study done at University of Westminster revealed many of the experiences I have had over the years are not unique, but rather data points in the much larger phenomenon of recent graduates not being able to find a job. (article here)
Before coming to Washington University in St. Louis almost ten years ago, I spent 17 years in the private sector, working as a project manager in the civil engineering\architecture business. Part of that time was as a self employed consultant, part working for a major engineering software provider, and part working directly for engineering companies. I feel extremely fortunate to have had the real-world project experiences that have shaped my professional career. All of these experiences had a common denominator. You must bring value to the job.
Sharing these experiences have led students and recent graduates to my door to ask for my help in finding gainful employment after graduation. They come with CV in hand and want to know what to change and how to modify content to get a job. They are crushed to discover that almost no one cares which lab they worked in during college, what their GPA was, or who they were a TA for (and how many times). They make the changes only to find that it’s still not enough to land their dream job….or any job. The disconnect between resume and interview is real. read more…
Career Advice | Mentoring | Employment |Professional development
By Waajida L. Small on February 22, 2017
Do more, achieve more, stay relevant
You’ve made it through the first 18 months of your social-impact job! Give yourself a pat on the back. I know it wasn’t easy but you didn’t break, and now you’ve made a name for yourself.
As I mentioned in part one of this series, You’ve Got the Job…What’s Next?, once you’ve been at your job for 12-18 months, you should be working toward “Superstar Status” by stepping outside of your role and establishing yourself as a leader. You’ll need to be more and do more in order to stay relevant.
Here’s how to stay relevant at the workplace by excelling at your work and stepping up for new challenges, opportunities, and responsibilities:
Be an advocate and an ambassador
I’m not a supervisor. Or a manager. Or even the cruel or gentle taskmaster of one student employee. But, in some respects, I feel I’m a leader in my professional life. From my own experience, and f…
Source: Leading without Supervising: A Librarian’s Look at Peer Leadership
Caroline Beaton Aug. 29, 2016
According to a recent millennial leadership survey from The Hartford, 80% of millennials see themselves as leaders today.
Yet only 12% of Gen Y held management roles in 2013; and less than a third of The Hartford’s sample reported that they’re currently business leaders.
Maybe we’re entitled and delusional. Or maybe, explained millennial expert and author of “Becoming the Boss,” Lindsey Pollak, we have a progressive understanding of what it means to be a leader. “Millennials believe they can lead from whatever position they’re in,” she said. We know we don’t need an official title to impact our organization.
But if millennials really are leading from behind, why aren’t we getting promoted?
If you’re ambitious but stuck on Level 1, below are six possible reasons. (Warning, tough love ahead.) Read more…
More and more final candidates for senior roles are being asked to present their 100-day action plans as part of the interview process. The question is an obvious test that has a hidden trick in it. Shame on you if you walk into a late round interview without a plan for what you are going to do leading up to and through your first 100 days. And shame on you if your plan is all about you.
In a world in which 40% of new leaders fail in their first 18 months, hiring organizations are realizing that it’s no longer good enough to hire the right leader. They have to help with executive onboarding. This is all about helping new leaders prepare in advance, manage their message and build their teams. It all starts with a plan.
Lincoln knew it wasn’t enough to win the war. We had to “finish the work” and secure “a just, and a lasting peace.” Read more…