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Your 2014 headline

December 7, 2014 By // by DigitalJenIPC

My late 95 year old grannie came close to falling off her rocking chair at Christmas. A plate of mince pies nearly became flying saucers. The culprit was a question.

The question I asked was:

“What are the top 10 highlights of your life so far?

Her no 1 life highlight was being proposed to on Waterloo Bridge – sweet!

The question I asked her is a BIG question, isn’t it? I mean there’s incisive questions and there’s incisive questions.

Open incisive questions are useful for purposeful refection, ideal in a full-on world.

The slowing pace after Christmas and before New Year is a good time to reflect, ask yourself big questions and plan.

I start by going through my diary and remembering what I have done and then reflecting to mine useful insights and plan actions.

This is the first of a series of 3 seasonal blogs to help you do this.

#week1 – headlines

Question for you.

What headline best sums up your 2014?

Here’s some examples:

• Fought tooth and nail for fair budgets and recognition
• Drowned in a sea of overwhelm and procrastination
• Lost time mindlessly doing social media
• Clung on by the skin of her teeth
• Quit the rat race
• Built a foundation for future success
• Created a portfolio career
• Became self employed
• Pushed out his comfort zone
• Had a life changing paradigm shift
• Played safe and stayed put

What would your headline for 2014 be?

A final 2 questions:

What would you like your headline to be for 2015?

What steps will you take to create this?

For more insights and tips, follow us on twitter:

https://twitter.com/talentliberator

“The future depends on what you do today” Mahatma Gandhi.

What are the legal implications of job change? Part 2.

September 14, 2013 By // by DigitalJenIPC

This is a guest blog – part 2 of 2 by Michael Scutt who is an employment lawyer. It explores garden leave, restrictive covenants and bonuses.

Garden leave
Another option open to employers is to place the departing employee on garden leave. This means that the employee remains just that, an employee for the duration of the notice period. The only difference is that they remain at home and will not be doing any work. Whilst on garden leave, the employee is entitled to continue to receive all salary and benefits but they must not compete against the employer or work for anyone else. A garden leave clause can be a most effective way of keeping an employee out of the job market and is likely to be more enforceable than a restrictive covenant.

Restrictive covenants
Restrictive covenants come in various forms. Basically it is a type of clause that seeks to prevent the departing employee from undermining the business after they have left. Common restrictive covenants include non-solicitation of clients or prospective customers, non-poaching of colleagues and non-competition clauses. They can be for varying periods of time, such as one, three or six months, but the longer the duration, the more unlikely it is that clause would be enforceable, particularly with a non-compete clause which seeks to prevent an employee from working in the same business. This is a very complex area and close scrutiny needs to be given to such clauses if you are the employee seeking to leave. Traditionally the courts have been reluctant to enforce restrictive covenants and will only do so if they protect a legitimate business interest of the employer. In other words, a non-compete or non-solicitation clause against a senior salesman is likely to be more enforceable than against a receptionist or back office administrator with no client contact.

Discretionary bonus
Don’t forget about any bonus that may be due. Many contracts of employment will contain a provision that the employee is paid an (often discretionary) bonus provided they remain in employment or are not under notice at the time the payment is made. Consequently, before handing in your notice you need to check to make sure that you will not be forfeiting that bonus if you leave at that time. In some cases it may be possible to negotiate for your new employer to pay you the bonus you are otherwise forfeiting in joining them, but that is a rare situation.

Finally, in some employment contracts you will find a provision that states you will bring the existence of restrictive covenants in it to the attention of your new employer. If there is subsequently a dispute and you fail to notify the new employer of the relevant clauses in the contract, it could lead to you being sued by the old employer, who will probably also take action against your new employer.

In summary then, when considering changing jobs it is worth checking your existing contract of employment and, if necessary, take advice from an employment lawyer. At the same time you could also take advice on the terms of the new contract you are being asked to enter into so that you are forewarned for any future issues that may arise when you finally move on from that employment.

Does your job ever make you weep?

July 24, 2013 By // by DigitalJenIPC

I had an e mail this week from a potential client. I bet some of you can relate to what they said in their e mail or know someone it reminds you of:

“I am not happy in my current role and have for a while been thinking about what to do next. I know I do not want to stay in my current profession but in truth do not know what I want to do. This has been brought to the fore last week as I was put at risk of redundancy by my employer although there are a number of new posts that I could apply for and I think the expectation is that I will take one of these. This would be the easy option but I think will still leave me wondering ‘what if?’

‘What if?’ is a hard one isn’t it? It is in the future and an unknown quantity, so you don’t know if you will wish you had done something differently and have regrets or not.

This week I have worked with a number of new clients who hate their job/career. It is not uncommon for them to feel depressed and sometimes they cry in the session because they are so fed up of feeling fed up.

It is not surprising is it? As a metaphor, it is a bit like a plant trying to grow without any sunshine and in the wrong environment for it to thrive.

When we first start working together, we do a session in two hours which helps them to identify what motivates them and what is important to them (their values). They quickly see that their job or career is not giving them these things. You can see the light bulb go on. Sometimes moving department or company can make all the difference, but for many changing career is what they choose to do.

Career change is a big decision so we tackle it thoroughly, strategically and practically.

Who do you know who is wondering ‘What if?’ It is never too late to change track, get on the right path and have more career fulfillment. Summer is a great time to do the career change programme when the pace of life and work is a little less frenetic.

Here are a couple of examples of career change:

Anne

http://archive.constantcontact.com/fs042/1102862873131/archive/1108092201346.html

Duncan

http://archive.constantcontact.com/fs042/1102862873131/archive/1106786590378.html

For more insights and tips, follow us on Twitter:
https://twitter.com/talentliberator

Who’s looking after you?

March 22, 2013 By // by DigitalJenIPC

One of the best decisions I made when I became self-employed over 15 years ago was to get a virtual PA. Their support has been absolutely invaluable.

Sometimes I joke that they know more about me than I know about myself, which is ironic for someone who works in personal and professional development.

Urban PA is the service I have been happy with for many years:

http://www.urbanpa.com/web/pa_service.html

My virtual PA doesn’t blink an eyelid when I ask them to search for images to express; ‘sitting on the fence’ or ‘rabbit caught in headlights.’

Because of having a virtual PA, there are many things that I don’t do and things I do more because of their expert help.

Things I don’t do:

Tasks I don’t like and don’t enjoy
Wait in ‘customer care’ lines not feeling cared for listening to lift style musak
Miss events I wanted to go to but didn’t know about
Wait in for the plumber, electrician or delivery losing precious time
Search for log-ins and passwords
Feel frustrated/angry
Get stressed

Things I do do:

Tasks I enjoy and like
Keep up to date with research and best practice
Build thought leadership
Work smart
Think about/spend time on ‘important not urgent’ tasks
Feel more authentic as a coach as I practice what I advocate
Take a walk as I have the time
Remember things I need to remember

Who are virtual PAs useful for?

Time poor executives
Contractors who work away a lot and who don’t want to come home to a pile of admin
People who want to make the most of time and play to their strengths
Self-employed who want back up and realise they can’t do it all

More and more people are becoming self-employed; working mums who seek flexibility, 50somethings who cannot get a job etc.

Being a virtual PA is also a fantastic flexible career choice for the many support staff who companies have shed to save money and whose traditional role technology is replacing.

Tips for choosing a virtual PA

There are generalist virtual PAs and specialist ones e.g. event management, social media etc. so make sure that you choose one that is right for your needs. Here are some tips:

Write a list of tasks that steal your time and that you hate
Write a list of things you would do if you had more time/ensure, e.g. switch banks, check you have the best deal with suppliers, find out about the latest trends and gadgets
Do your research
Ask for recommendations from your network
Decide if you want ad hoc support or a regular subscription service
Find the right fit – values, chemistry and tasks, e.g. if you want support to organise an event/party, choose a virtual PA who excels in that task, rather than filing

For more smart working tips, read our Energise smart living and working bulletins and opt in to get future ones, click on this link:

http://www.liberateyourtalent.com/cms/index.php?option=com_content&view=article&id=79&Itemid=106

Starting a new job – success tips part 2

January 25, 2013 By // by DigitalJenIPC

Starting a new job is an important and sometimes stressful event. It is crucial to make a positive impact and achieve some ‘quick wins’, but not rush in and make too many decisions/changes without consideration or you could ruffle a few feathers.

If you have a probation period when starting a new job and need to prove yourself before securing a full time contract, the first 100 days are especially important.

Starting a new job means getting used to a new culture, people and systems – a lot of change all at once. This blog, part 2 of 3, shares success tips.

Introduce yourself to as many people as possible
Ask advice
Invest time getting proficient at the firm’s IT systems and policies
Establish any ‘elephants in the room’ i.e. things that don’t get talked about even though they are obvious
Set yourself goals for each day, week and month
Get a coach to support you and make the first 100 days a success
Attend any free lunchtime sessions/social events to immerse yourself in the organisation to expose yourself to people
Ask everyone you meet what are the 3 best things about the organisation and the 3 things that if changed would take it to a higher level
Note the dress code and adjust yours accordingly
Reflect on the value you bring after the first 30, 60 and 90 days

Hope you found our blog starting a new job success tips part 2 useful. What tips would you add?

For more useful insights and tips, follow us on Twitter:

https://twitter.com/talentliberator

Starting a new job – success tips part 1

January 19, 2013 By // by DigitalJenIPC

If you have a probation period when starting a new job and need to prove yourself before securing a full time contract, the first 100 days are especially important.

Starting a new job means getting used to a new culture, people and systems – a lot of change all at once. This blog, part 1 of 3, shares success tips.

Listen and learn
Initiate a comprehensive induction for yourself if one hasn’t been created already
Keep a diary of observations, questions and ideas to share at a future meeting with your employer, initiated by yourself
Be curious and ask lots of questions
Learn the language and buzz words of your new employer and use them
Find out the organisation’s values and live them
Find out when and how your key stakeholders like being communicated with
Learn times to avoid contacting people when they are under pressure
Establish the organisation’s key priorities and make them yours
Be discreet

Hope you found our blog starting a new job success tips part 1 useful. What tips would you add?

Read about how coaching helped Hemal create success when starting a new job.

http://archive.constantcontact.com/fs193/1102862873131/archive/1112072645153.html

For more useful insights and tips, follow us on Twitter:

https://twitter.com/talentliberator

As clear as mud?

November 30, 2012 By // by DigitalJenIPC

My clients inspire me so much and a coaching session this week inspired me to write this blog, as this blog’s theme is a common one to arise.

A new career involves a lot of new and, for many, challenging aspects:

Learning the language of a new market
Having to market yourself
Creating a different network
Asking for help, advice and introductions

This can be overwhelming and daunting; you can only know what and who you know. So why are career choices so overwhelming?

Where to look?
Who to ask?
What to ask?
When and how to tackle?
How to find the time?
Which to choose?

When people feel overwhelmed and daunted, the easiest thing to do is nothing because of lack of time and avoiding stress.

So what is the best way to tackle finding out about potential careers which suit your experience and skills?

I remember in the early days of my business, over 14 years’ ago, I used to put ‘call contacts’ on my ‘to do’ list. However, I seemed to never get around to doing it.

I worked out that there were various reasons why I wasn’t phoning my contacts;

I would rather write an article or blog
I felt like I had too many so didn’t know where to start
I wasn’t clear about who to phone or why
I was worried about disturbing and annoying busy people at work
I like peace in my office so was projecting my preference onto them
I am better at phoning my contacts to help other people than for my own benefit

Having established this, I felt a bit clearer, but what next?

I spent some time focusing on what my objectives were i.e. my purpose for phoning my contacts:

To see how they were
To keep top of mind
To get an update on their needs
To arrange to meet
To share what I had been doing
To find out specific information e.g. when their financial year was, who was responsible for a specific area

Once I had broken down the task, it felt like the mud was starting to clear a bit.

For people who are considering a different career or to set up a business, getting really specific and explicit can reduce the overwhelm so the brakes are taken off taking action.

A list of questions are a good starting point and asking just one of each person can feel more comfortable:

Questions to start exploring with might be:

Who are the experts in this field?
What are relevant networks?
What web sites should I look at that have useful information?
What is their advice from their own experience?
Who do they know who they can introduce me to?

Analysing and breaking down what can feel like a huge undertaking into small, simple, clear bite size questions and tasks can make it feel do-able rather than impossible.

Getting some insights and information gives a sense of progress and reward and helps the mud start to clear as well as creating motivation and energy to take more action.

For more tips and useful information to help you liberate your talent, follow us on Twitter:

https://twitter.com/talentliberator

Success at work?

October 13, 2012 By // by DigitalJenIPC

I had a lovely e mail from a client this week who had left their job because they couldn’t stand it anymore, and were loving their new role, working 3 days a week in a culture conducive to their values and feeling they were making a difference and living life ‘on purpose’. To quote their words:

“I earn less than I did in my first job out of university but at the moment all the other things more than compensate.”

Their e mail made me think. What is this obsession we have with a bigger, better job title, house, car etc. when often, from the work I do with people, I see that it makes them miserable, endure lots of stress, have no time to see their kids, and exist in environments that do not fit their values?

It reminded me of a brilliant book I read a while back, ‘Enough’ by John Naish – really recommend it.

http://www.amazon.co.uk/Enough-Breaking-free-world-more/dp/0340935901

In a week of news about rising fuel costs and food prices, in a world where people choose to bet on food prices, from which they could get rich but cause people in poor countries to starve, it got me thinking about success.

The dictionary definition of success is: ‘The achievement of something desired, planned, or attempted.’

What does success at work mean to you?

Getting to Board level – the ‘C’ suite
Work that honours your values
Flexible working
Minimising stress and politics
A role that plays to your strengths
Freedom & autonomy
Winning an award
Being able to be yourself at work
A culture/company that matches your values
Being acknowledged for your unique contribution at work
Having a job in the downturn

What does ‘success at work’ mean to you and are you getting it?

If not, what are you going to do about it?

What’s Your Limiting Belief?

June 21, 2011 By // by DigitalJenIPC

A client of mine claimed to be ‘the world’s biggest procrastinator’. Quite a mean feat bearing in mind how common it is and the population scattered around the globe. I love limiting beliefs – they are fascinating. Beliefs drive behaviour and what we do and don’t do so have a huge impact in success, action and change.

Other common limiting beliefs are; ‘self-employment will be difficult’, ‘career change is hard’, ‘marketing is pushy’, ‘all public sector workers are institutionalised’, ‘women are bad drivers’ etc.. Most of the time limiting beliefs are irrational, created on a small shred of evidence, one comment or a snippet in the media. They are really powerful, stopping people from doing what they want or creating bias and inequality.

Limiting beliefs can be about anything; money, relationships, work etc. One client had a belief that ‘money is misery’. They wanted more of it but were stopping themselves because of their limiting belief. Beliefs can usually be spotted by generalisation such as all… or I must/should. What are yours? Have some fun noticing people’s beliefs wherever you are reading this. Read this bulletin on ‘Mind reading’ when we create beliefs about other people:

http://archive.constantcontact.com/fs042/1102862873131/archive/1103698726463.html

Want To Plan Your Escape??

April 19, 2011 By // by DigitalJenIPC

I spoke to someone today who hates their job. Like many people, about 50% I’d say, they fell into their career by accident. They have 2 young children and commute 4 hours a day, 5 days a week. Not what you would call ‘quality of life’ or ‘work life balance’ or ‘job satisfaction’.

When they had decided to do something about it and end the misery, you could hear the lightness in their voice. They said having made the decision; they could feel themselves smiling more. With 20 hours on a train each week, it won’t take them long to do our career change e course and define a new career that makes them smile and fits them better.

Who does this remind you of? A friend? A family member? Maybe it’s you. End the misery and take action to plan your escape. Isn’t life too short, downturn or no downturn?

http://www.careerstrategies.co.uk/telegraph/