Why do you want to leave your current job question

Why do you want to leave and not take the bait!

want to leaveYou will be asked why do you want to leave! They key is not to take the bait!

Step 4 in the Cure for Career Insanity is probably the most important in your job search. It can be done in tandem with Step 3.

Framing Your Job Search for Maximum Effectiveness: What do you tell your next prospective employer when he asks why you want to leave your current position?  If you tell him the job stinks and your boss is an ogre, he will say: “NEXT!”

How do you answer your prospective employer’s question of why you want to leave?

Does it come off as negative?  It better not!

How are you going to answer this question?

When I left my last corporate position, I was pretty pissed. I was put in a highly unethical position, I watched management abuse employees both verbally and emotionally, and I was sick of the politics.  I was worn out—both physically and emotionally.

It was over a year later and I was still somewhat pissed.  It did not help that I had people calling me monthly with stories of what was continuing to go on.  I was highly trusted by my former colleagues.  What I knew not to do is to talk publicly about my displeasure. Except, when I took the bait.

Last year, I was at a networking event and someone asked me about my experience.  I was very politically correct in all of my answers.  This person kept probing and probing and probing.  I finally bit. I spoke of my displeasure.

This was to someone with whom I had no business connection, he was not in a prospective customer, and I was not looking for a job. It was a rather safe error.  On the other hand, I felt miserable the next day.  Bringing all of the emotions back to the surface was uncomfortable, and I felt bad about having spilled the beans.  That is what I have my wife and therapist for!

In an interview, this would have been deadly.  Almost of all of us have these feelings and emotions when we are looking for a new gig. You need to recognize when the bait is being set.

Our goal is have a response that pivots the response from why you want to leave — to – where you want to go!

It is all about re-framing the question.

You might respond – I am happy in my current position (whether this is true or not) but I am looking for — what this new job can actually provide.

Let’s use Robert as an example. Robert is a Political Science lecturer at a major university in the Midwest.  He had been an energy lobbyist until the 9/11 disaster  and the Enron bankruptcy put him out of work.  He went back to school to get his masters in Political Science and landed a lecturer position at the university where he attended.  The problem is that the pay is very low, he has been teaching the same classes for many years, and his ego has taken a bruising.

Robert is the kind of guy who really likes a pat on the back from his bosses…which he does not get.  He gets lots of love from his students, but not from anyone else.

The tedium of teaching the same classes has kind of gotten to him.  He has realized he needs a lot of variety to keep himself motivated.

He needs to make more money!  He is married with two kids, and the money is just not sufficient.  He is not on a tenure track and, therefore, it is somewhat of a dead end job.

He wants a position as an energy lobbyist.

How could Robert respond when posed with the magic question on why he is leaving?

One possible response could be:

I really love my job and students, but what I really want is a position where I can get some recognition for my work, where I get to work on wide variety of topics, and where I can make enough money to support my family.

If the interviewer comes back and asks — Do you not get that from your current position?

Robert could respond

My salary is of public record and you can look that up.  I am focused on where I want to go, and your position seems to meet my criteria. Can I ask you about the variety of topics I would be working on at this position?

He pivoted the response to where he was going and when questioned he used it as way to pose a question back.

Robert focused on what he wanted and did not to take the bait!

Why do you want to leave?

Does this sound interesting? Are you suffering from Career Insanity?

I will be blogging on these five steps for the Cure for Career Insanity over the next few months. This webinar series starts on Wednesday May 21st, 2014. This will be a very affordable (under $25) five part webinar series which will be recorded and offered as an online course. If you are interested in learning more and to register check out the Cure for Career Insanity page on this website.

Marc Miller Career Design Specialist

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Check out the BoomerJobTips Page for the latest curated content relating to baby boomers or join us on the BoomerJobTips LinkedIn Group

Creating Your Network for Career Success

Creating Your Network

creating your networkCreating your network can and should be done strategically. In my last post, Networking Strategically to Your Next Position, I discussed the need for you to define your tribe and your fan club.

Who should be in your network?

Connectors

You should have at least 5% of your network be connectors. Connectors are those who know a lot of people and enjoy making connections between them.

I am a connector. I know a lot of people and thoroughly enjoy playing matchmaker. I will warn you that you should be careful in over using any one connector. That is why you should have many connectors in your network.

There are special connectors called recruiters.  In a previous post called Partner with Recruiters to Manage Your Career, I wrote that you should carefully cultivate strategic relationships with recruiters. They are very busy people but they are people people. Whenever you engage with them, do it with a purpose that is clearly stated.

Connectors are a small but key component when creating your network.

Mentors

As a baby boomer and having started my career in the 1970s, no one encouraged me to find a mentor.

When I started my career with IBM in 1978, I knew to seek out those in the area that really knew what they were talking about AND were not jerks! There were some really big egos who would not help anyone, but there were also those who you could learn from. Seek those people out and cultivate formal mentoring relationships.

I now have multiple mentors each in a different subject area.

Think about who you can ask to be a mentor when creating your network.

Industry or Company Expert

Who in your industry or company do you need to know? Be very selective and make sure they know who you are and what value you bring to the table. You do not need to form a bond with these people, but you do need to be on their radar screen.

I have a client who works for a company that is downsizing. My client is working to maintain “their seat” until they can move on. When the last round of layoffs came my client went to a person of importance within the company and asked for advice.

The person of importance could assure my client of nothing, but we found out later that the person of importance stepped in to make sure my client had “their seat”.

That relationship was built several years earlier!

When creating your network, are their industry experts that you should include?

Peers

This may sound odd, but seek out peers and see how you can help them. I wrote about this in a previous article called Paying It Forward to Establish Your Personal Brand.

What I clearly stated in that post was that it is important to help others and expect nothing in return. Be that guy or gal that people know they can turn to when they need help.

When creating your network, which peers can you help?

Now that we have defined the components of your network, my next post will be about finding and cultivating relationships.

Does this sound interesting? Are you suffering from Career Insanity?

I will be blogging on these five steps for the Cure for Career Insanity over the next few months. This webinar series starts on Wednesday May 21st, 2014. This will be a very affordable (under $25) five part webinar series which will be recorded and offered as an online course. If you are interested in learning more and to register check out the Cure for Career Insanity page on this website.

Marc Miller Career Design Specialist

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Check out my book which is available on Amazon.com!

Repurpose Your Career: A Practical Guide for Baby Boomers

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You can also download my latest white paperThe Multi-Generational WorkplaceMaking Generational Diversity Work

Check out the BoomerJobTips Page for the latest curated content relating to baby boomers or join us on the BoomerJobTips LinkedIn Group

Networking Strategically to Your Next Position

Networking Strategically is Key

Networking StrategicallyNetworking strategically is key to step #3 of the Cure for Career Insanity.

What the heck is networking strategically?  It is networking with a defined goal and a strategy to get to that goal. Let’s look at some examples:

  • You are unemployed and are looking for a job.  Your goal might be to get to know the recruiter who handles positions for a company, or the hiring manager for current and future positions.
  • You are employed, but want out of your current company. You probably have the same goal as the unemployed job seeker, BUT you may have a different strategy because you do not want your current employer to know.
  • You are looking into a career change.  Your want to meet professionals in the field that you wish to switch into, with a goal to decide on a new career path.
  • You either want to move up or laterally in your current company. Your goal might be to meet and build relationships outside of your current management chain.

The goal in all of these examples is to build key and strategic relationships with people who can help you define what is next by asking for what you want in your career.

There are two groups I want you to focus on first before you start networking strategically.

Your Tribe

In my book, Repurpose Your Career -  A Practical Guide for Baby Boomers, which I co-authored with Susan Lahey, your tribe is described as follows:

Your tribe is the group of people who will get you through your Career Pivot, because believe me,with all this change, facing uncertain prospects and being humble while asking for help, you are going to need some people rooting for you. Your tribe is also the group you can call on for an introduction or some advice over coffee. And they can call on you, too–whether for themselves, or for a friend who wants some intelligence about your areas of expertise. It’s like the barn raising communities where you all help your neighbor build his barn, knowing—without asking– he’ll show up with lunch and a hammer to help you raise yours.

The reality is we can maintain a maximum of about 150 relationships in our lives. Your tribe is the key to success when networking strategically.

(More: Build Your Tribe for Career Success)

Your Fan Club

Peter Arnell wrote about fan clubs in his book Shift: How to Reinvent Your Business, Your Career, and Your Personal Brand. From this book, I learned about the importance of fan clubs to any job search. These are the people who care about you and want you to succeed. These are the people who will cheer you on and you will lean on when you are the most discouraged.

In 2002, I had a near fatal bicycle accident which was my wake-up call to do something different with my life. I went off to teach high school math at an inner city high school. I built a fan club that supported me through that very difficult first year of teaching.

(More: Building a Fan Club)

In my next post on the Cure for Career Insanity I will discuss implementing a plan that will get you networking strategically.

Does this sound interesting? Are you suffering from Career Insanity?

I will be blogging on these five steps for the Cure for Career Insanity over the next few months. I plan to launch the Cure for Career Insanity Webinar series in May. This will be a very affordable (under $25) five part webinar series which will be recorded and offered as an online course. If you are interested in learning more, please register to receive updates!

Marc Miller Career Design Specialist

————————————————

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Check out my book which is available on Amazon.com!

Repurpose Your Career: A Practical Guide for Baby Boomers

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You can also download my latest white paperThe Multi-Generational WorkplaceMaking Generational Diversity Work

Check out the BoomerJobTips Page for the latest curated content relating to baby boomers or join us on the BoomerJobTips LinkedIn Group

Ask for What You Want in Your Career

Do you know how to ask for what you want?

askWhat is this “ask for what you want” stuff?

I am a baby boomer—and a guy, at that. I was raised to go to work and earn a living to support my family.  I do not like asking for directions! 

Most of us do not even know how to ask for what we want in our career or job.

I cannot tell you how many networking events or private meetings I’ve had with people who responded to the question, “What are you looking for?” by going “blah blah blah blah.”  What I mean is that they say nothing of substance.

I then spend the next 15-20 minutes asking questions and pulling the information out of them. It is only then that I can really help them.

Do you recognize yourself in the above?

Learning to ask for what you want is step #3 in the Cure for Career Insanity.

Step #1 is to understand why you want you leave your current position.

Step #2 is to define what you want in a boss, team, reward, structure, variety, activity and emotional environment.

Now you need to craft the equivalent of an elevator pitch to say what you’re looking for. You need to be able to clearly and succinctly express what you want.

For example:

I am looking for a smaller organization in the yyy industry, where I get to lead a cohesive team developing zzz. 

After a little discussion you can add:

I want a manager who will support me, but allow me to run the show as I see fit.  I want to work in an organization that values teamwork with minimal politics.

How long will this take to develop and perfect?  Probably longer than you think.  You should practice this on friends, significant others, and anyone else that will provide constructive criticism. It is not important how it sounds to you, rather, is it understandable to your audience?

Once you have crafted that pitch, you need to get out and talk to people.  It is my claim that when you can state clearly and succinctly what you want, you will have friends , colleagues and countrymen come to your aide.  The key point is clarity and succinctness!

Rather than show up at a networking event, go ask for A-I-R, ask for Advice, Insights and Recommendations. Please read this post first before continuing.  It will give you a strategy for approaching people.  When you ask for advice, rarely will you be turned down.  If someone turns you down, then…well…you do not want to talk to them anyway!

Once you start doing this, you will find opportunities coming to you!  Yes, this process WORKS! 85% of all positions are filled through referrals!

You just have to ask for what you want!

This is step #3 in the Cure for Career Insanity.

Does this sound interesting? Are you suffering from Career Insanity?

I will be blogging on these five steps for the Cure for Career Insanity over the next few months. I plan to launch the Cure for Career Insanity Webinar series in May. This will be a very affordable (under $25) five part webinar series which will be recorded and offered as an online course. If you are interested in learning more, please register to receive updates!

Marc Miller Career Design Specialist

————————————————

Like what you just read? Share it with your friends using the buttons below?

Subscribe

Check out my book which is available on Amazon.com!

Repurpose Your Career: A Practical Guide for Baby Boomers

————————————————

You can also download my latest white paperThe Multi-Generational WorkplaceMaking Generational Diversity Work

Check out the BoomerJobTips Page for the latest  curated content relating to baby boomers or join us on the BoomerJobTips LinkedIn Group

Variety in Your Day – A Good or Bad Thing

Variety in Your Day

VarietyDo you like a lot of variety in your work day?

Do you prefer a steady pace to work on one thing at a time?

Do you like to have tight control over your schedule, or is being interrupted regularly alright with you?

This is one of the top issues I see when clients are tremendously unhappy at work.

I do not multitask! Let me do one thing at a time. I also like control over my schedule.  Do not come in and make wholesale changes on me and expect me to be happy.

Where problems occur is when someone’s effective behavior (Birkman term for how you appear to the world) is to multitask.  They then assume that it is perfectly alright to interrupt you to give you a new task.

What I have seen over and over with experienced professionals is that they love variety in their day, but they want to select that variety! Do not screw with their schedule!

These people appear to be really good at juggling. Therefore, their bosses feel comfortable to swap out tasks on them because they are so good at it.

Basically, these people are hard to read. Whenever you appear one way but expect to be treated in the opposite way, you may be unhappy most of the time.  You would be surprised how often this occurs. Many times, it is a learned behavior.

How about you?  Do you send out the mixed signals to your boss and team?

This is the end of step #2 of the Cure for Career Insanity.

If you have not read the previous articles now is a good time to catch up before we go on to step #3:

Next week we will start on Step #3 – Learning to Ask for What You Want: How do you ask for what you want? How do you use strategic networking and interviewing techniques to ensure you get what you want in the next position?

Does this sound interesting? Are you suffering from Career Insanity?

I will be blogging on these five steps for the Cure for Career Insanity over the next few months. I plan to launch the Cure for Career Insanity Webinar series in May. This will be a very affordable (under $25) five part webinar series which will be recorded and offered as an online course. If you are interested in learning more please register to receive updates!

Marc Miller Career Design Specialist

————————————————

Like what you just read? Share it with your friends using the buttons below?

Subscribe

Check out my book which is available on Amazon.com!

Repurpose Your Career: A Practical Guide for Baby Boomers

————————————————

You can also download my whitepaperDon’t Retire Even If you Can and What to do Instead – A Baby Boomer Manifesto

Check out the BoomerJobTips Page for the latest  curated content relating to baby boomers or join us on the BoomerJobTips LinkedIn Group

People at Work – A Blessing or a Curse?

People-at-WorkPeople at Work

Do you like the people you work with? Do you like your team?

I just had a conversation with a gentleman who left his last two jobs because of the people he worked with.

Job #1 - He was a contractor and was told to do his job. He was not privy to information that the rest of the team had. He felt like an outsider. He is very social, and having people around him was crucial. He left when a better opportunity came up.

Job #2 - He moved to another company where he was to institute structure and change where there had never been any before. While doing this, he also had to manage a team of sales people. He totally misread the situation, and quickly became the “bad guy.” He was let go after six months on the job.

Now, he is looking for a new job. His team was a curse!

(More: Why do you want to leave? Is it your team?)

We had the discussion about what his ideal team looked like. In this case, the people around him were absolutely critical to his success and, more importantly, his happiness.

Years ago, I learned how important the people at work are to me.

I left a position at IBM in the mid 1990s where I worked with a superb team. I soon learned that the team I was leaving had been a true blessing!

I left this job because I was bored, and instead, took a position as a consultant for IBM. I was on a year-long project where new consultants would cycle in and out every few weeks. These people were either unhappily married, unhappily single, or unhappily divorced. Do you get the picture? They were not a fun group of people to be around. That group of people were a real curse.

Though they were smart and talented, they had miserable personal lives because of the constant travel. WOW! I missed the team from my old job. They were a true blessing to work with!

I like a team of talented people, where there is little hierarchy, and everyone is focused on what is best for the team.

Reflect back on when you worked with a great team.

What were the characteristics of the people in that group?

Maybe your best team was one that you never saw! If you like to work alone, that might have been the right mix.

This is part of step 2 in the Cure for Career InsanityDetermining what you really want in your next job, which includes getting to work with people you want to be around!

What does your ideal team look like?

Does this sound interesting? Are you suffering from Career Insanity?

I will be blogging on these five steps for the Cure for Career Insanity over the next few months. I plan to launch the Cure for Career Insanity Webinar series in May. This will be a very affordable (under $25) five part webinar series which will be recorded and offered as an online course. If you are interested in learning more please register to receive updates!

Marc Miller Career Design Specialist

————————————————

Like what you just read? Share it with your friends using the buttons below?

Subscribe

Check out my book which is available on Amazon.com!

Repurpose Your Career: A Practical Guide for Baby Boomers

————————————————

You can also download my whitepaperDon’t Retire Even If you Can and What to do Instead – A Baby Boomer Manifesto

Check out the BoomerJobTips Page for the latest  curated content relating to baby boomers or join us on the BoomerJobTips LinkedIn Group

What are the Characteristics of a Good Boss for You?

What makes a good boss for you?

Good BossNotice I did not ask what makes a good boss.  I asked what makes a good boss for you! This is very individualistic.

Last month, I wrote about 5 Traits to Avoid in a Boss. I asked you to get very clear on what you do not like about your current boss.

Now I want you to get really clear on what you want.

I have clients who want and need someone who is very collegial—almost a peer.

I have other clients who very much want someone who is in control.

What I find most common among my clients is the desire to have a boss who is politically astute and gives them complete control to do what needs to get done. It is what I call, “Get out my way and let me do the job” Syndrome.

My favorite boss was Theresa who managed the IBM AIX Briefing Center in Austin.  She was phenomenally good at hiring superstars and then leaving them alone to do their jobs.  If anything went wrong or there was a political conflict, she was right there to back us up. She was not technically competent to make technical decisions, so left those to her team. She was the best manager I have ever had.

I have often run into young engineers who thought their bosses had to be a better engineer than them.  I would tell them that is simply not true. Some of my best bosses in my technical career were technically incompetent. They were great managers of technical people. It is a different skill set.

I ran into the same thing in schools.  Teachers thought principals needed to have extensive and successful classroom experience.  Boy. that is so not true.  It takes a totally different personality makeup to be a successful principal than a successful teacher.

What makes a good boss for you?

What characteristics do you value in your boss?  Who has been your best boss and what made them so good?

During the interview process, how do you ensure you will ultimately get the boss you want?

You have to ask the right questions!

Ask the hiring manager about their management style. Ask everyone else you interview with about the hiring manager’s management style. Did you get consistent answers?

If you have a panel interview, ask the hiring manager to describe their management style, but I specifically want you to pay attention to the body language of everyone else on the panel. Did they start to squirm?

Think back to when you were happy at work and you had a boss you really liked.

What are the characteristics that made them a really good boss?

What about Corporate Reorganizations?

We will see in later steps in the Cure for Career Insanity that understanding corporate culture will be key. In some large corporations, reorganization seems to be a constant phenomenon. If having a boss to your liking is on the top of your requirements list, then going to this kind of corporation is probably not a good choice.

This is part of step 2 in the Cure for Career Insanitydetermining what you really want in your next job, which includes getting a good boss!

Does this sound interesting? Are you suffering from Career Insanity?

I will be blogging on these five steps for the Cure for Career Insanity over the next few months. I plan to launch the Cure for Career Insanity Webinar series in May. This will be a very affordable (under $25) five part webinar series which will be recorded and offered as an online course. If you are interested in learning more please register to receive updates!

Marc Miller Career Design Specialist

————————————————

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Subscribe

Check out my book which is available on Amazon.com!

Repurpose Your Career: A Practical Guide for Baby Boomers

————————————————

You can also download my whitepaperDon’t Retire Even If you Can and What to do Instead – A Baby Boomer Manifesto

Check out the BoomerJobTips Page for the latest  curated content relating to baby boomers or join us on the BoomerJobTips LinkedIn Group

Defining the Goal in the Cure for Career Insanity

Defining the Goal

defining the goalAre you defining the goal for your next job change? What do you want to run towards in your next job?  What do you want in your next job that at least fixes what you are running away from?

Have you made a job change before and, after awhile, you get the feeling you have been there before?

For example, when I graduated from college and went to work for IBM, I was put in an office and handed a coding pad.  My job for weeks on end was to code in assembly language programs for transforming documents from one format to another. Ugh!!! I could not sit there and do that task for hours on end without human interaction.

Twenty years later, I followed my manager out of a Briefing Center (where I had presented to customers for six or so years) to be an IT consultant. I was then handed a laptop and told to create technical specifications for hours on end in a little cubicle with little human interaction. Ugh!!!

I did not define the goal. I did not define ahead of time what I really wanted!

In the first example, I lasted three years and was miserable.  The second time, I lasted less than a year and was miserable.

What I wanted—and more importantly needed—was human interaction.  When I made this move, I did not take this into account.

Similarly, when I left my first position at IBM, I specifically chose a group because of their manager.  Six months into the new position, my manager was re-assigned.  My next manager was better than what I had experienced previously, but…

When looking for that next job, role, or career, you will want to understand the culture of the organization regarding management rotation.  If you work for a large entity like Dell, IBM, etc., you can be pretty sure things will be reorganized on a regular basis.

What I will be discussing in the coming week is coming up with a filter that we can use to evaluate new opportunities.  That filter will be based on what you need in a boss, team, environment, rewards…

In step #1 of the Cure for Career Insanity, we talked about defining the problem. Why did you want to leave your current position.

In step #2 we want to define the goal!

What do you want in your next job in the following areas:

  • Boss
  • Team
  • Rewards
  • Variety
  • Structure/Rules
  • Activity
  • Emotional Environment

What do you really want? Which are the most important for you?

I will be blogging in the coming weeks about the components of step #2, defining the goal, in the cure for career insanity!

Does this sound interesting? Are you suffering from Career Insanity?

I will be blogging on these five steps for the Cure for Career Insanity over the next few months. I plan to launch the Cure for Career Insanity Webinar series in May. This will be a very affordable (under $25) five part webinar series which will be recorded and offered as an online course. If you are interested in learning more please register to receive updates!

Marc Miller Career Design Specialist

————————————————

Like what you just read? Share it with your friends using the buttons below?

Subscribe

Check out my book which is available on Amazon.com!

Repurpose Your Career: A Practical Guide for Baby Boomers

You can also download my whitepaperDon’t Retire Even If you Can and What to do Instead – A Baby Boomer Manifesto

Check out the BoomerJobTips Page for the latest  curated content relating to baby boomers or join us on the BoomerJobTips LinkedIn Group

6 Rewards that Make Us Feel Valued at Work

Do you feel valued at work?

Feel ValuedThe #2 reason people leave their job is because they do not feel valued at work. The #1 reason is the boss!

So what makes you feel valued at work?

Most of us want 2 to 3 of the following 6 rewards:

1. The Mission

I have found some of those in the military or in non-profit work that the mission of the organization is the imperative. If they believe in the what the organization is doing and they feel they are having an impact, nothing else is important.

Is this you? Have you been deeply aligned with the mission of your organization?

2. The Bonus Check

Only some of you are motivated by money. I hear the chant, if we pay them more or give them a bonus, we will get greater productivity! Most of the time, this does not work.

Really good sales people are often motivated by money or a bonus check.

Have you felt really valued when you got a bonus check?

3. Public Recognition

There are some who are motivated by being recognized publicly. Do you have a wall of plaques in your office?

Does being recognized by your peers make you feel good and feel valued?

4. Pat on the Back from Your Boss

Do you need feedback from your boss that you are doing a good job? How frequently do you want that feedback?

I have a client who needs this feedback. I told him to go ask his boss how he was doing.

When he asked, his boss said, “You are doing great work!”

My client then asked, “Can you tell me that more often?”

His boss replied, “Yes, and thank you for telling me that.”

I claim that most managers do not know how to motivate their employees. You need to tell them!

Do you need the validation of your boss to feel valued at work?

5. Pat on the Back from you Team

Does it feel good when your team tells you you have done a good job? This is particularly true of our younger generations who have grown up in school and sports as part of teams.

Do you need your team to feel valued at work?

6. Pat on the Back from your Client

Is it important that your client tells you that you have done a good job?

For me, this is my #1 reward. I can tell you my worst jobs were when I never met the end customer who bought the services or products we produced. In fact, my first year of teaching high school was incredibly difficult. In your first year of teaching, your kids give you nothing but crap! It is in the second year when your first year students come back and tell you how much they appreciated your efforts. That first year was really tough.

Which two or three of these rewards make you feel valued?

Have you ever asked for them at work?

Does this sound interesting? Are you suffering from Career Insanity?

I will be blogging on these five steps for the Cure for Career Insanity over the next few months. I plan to launch the Cure for Career Insanity Webinar series in May. This will be a very affordable (under $25) five part webinar series which will be recorded and offered as an online course. If you are interested in learning more please register to receive updates!

Marc Miller Career Design Specialist

————————————————

Like what you just read? Share it with your friends using the buttons below?

Subscribe

Check out my book which is available on Amazon.com!

Repurpose Your Career: A Practical Guide for Baby Boomers

You can also download my whitepaperDon’t Retire Even If you Can and What to do Instead – A Baby Boomer Manifesto

Check out the BoomerJobTips Page for the latest  curated content relating to baby boomers or join us on the BoomerJobTips LinkedIn Group

5 Traits to Avoid in a Boss

You Say You Hate Your Boss!

BossHow the heck did you get into this position, and what are you going to do so it does not happen again?

The number 1 reason people change jobs is —- the boss!

It seems that, in this recession, the worst behavior has become more common by managers.  We have articles like:

Then, there was the movie “Horrible Bosses” which explores three horrible bosses.

Why do you hate your boss?

I want you to get real clear on what your manager does to make your life miserable.

Let’s discuss 5 traits in managers that cause employees to leave their jobs.

1. Micro-Manager

One common theme I am finding with my clients who are very experienced professionals is they want a manager to support them, but to get the heck out of their way so that they can get the job done. Does your manager get in your way by micro-managing when you are trying to accomplish your mission?

2. Wimp

Does he or she just keep dumping work on you that comes from above.  Usually, this means you are over-worked and that they are a wimp. Do you have too much on your plate at work?

3. Upwardly Focused

Does your manager focus on looking good for his boss, but does nothing to encourage career advancement for the team? Does your current boss care about your career?

4. Abusive

Does your manager take advantage of people by verbally or emotional abusing them? Do your co-workers behave differently when your boss is around?

5. Black Hole

Does you manager behave like a black hole. Information goes in and nothing comes back. Is the dialog with your boss one way?

What is it that makes your boss so bad to work for? Why do you hate your boss?

You should be able to come up with a short list. Take the time to write it down, but put it someplace where no one will find it!

When you took the job or when you were assigned your current boss, what were the initial signs that you might hate your boss? What signs did you miss or, more importantly, ignore?

If you interviewed with your boss, did you properly investigate him or her? What questions could you have asked during the interview to the boss or your peers to detect these traits?

Why am I asking all of these questions?

If you do not determine how and what went wrong, then you are likely make the same mistake again and again and again and …….

This is part of step 1 in the Cure for Career Insanity.

Step 1 – Defining the Problem: What are you running away from in your current position or role? Is it the boss? If it is your boss, what about him causes you to want to run away? Is it the work environment? What about the work environment? What is it that you want to leave?

Does this sound interesting? Are you suffering from Career Insanity?

I will be blogging on these five steps for the Cure for Career Insanity over the next few months. I plan to launch the Cure for Career Insanity Webinar series in May. This will be a very affordable (under $25) five part webinar series which will be recorded and offered as an online course. If you are interested in learning more please register to receive updates!

Marc Miller Career Design Specialist

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Repurpose Your Career: A Practical Guide for Baby Boomers

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