Are you a leader? (Or do you want to be one?)


 
 

Are you a leader? Manager? Or do you just like doing the work yourself?

 

I was a manager for some time, I felt like if I didn’t take on the management role, they would hire someone else (pay them more than me) and I’d end up having to train this new manager anyways.

 

So I took the role on myself.

 

Out of fear of the alternative.

 

When they asked me in my interview for the promotion:

 

Why do you want to take on the role as manager?

 

The truth is I didn’t. But I felt I had to.

 

I answered with:

 

“Helping a team of people get their work done effectively is more valuable to the company than me just running around doing everything myself.”

 

Which sounds really good – However we still need that super star person who is doing everything herself. (Maybe not everything).

 
 

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But you get the picture.

 

My language, words and framing of the situation got me this job. But my heart wasn’t in it, and I later found out, after being a manager for about 2 years. I didn’t like it so much.

 

I missed doing the work myself. I liked getting into it and solving the problems and having the satisfaction myself. I didn’t want to delegate everything to others.

 

Maybe it was a bit of ‘control freak’ nature. But after sometime I concluded that I don’t want to be manager first and doer second. I want to be a doer first and manager or leader second.

 

Now Delegation is a skill we all need. Even the best doers can’t get everything done, no matter how amazing they are.

 

And let’s face it there were things I really didn’t like doing that I was actually happy to delegate (like anything related to accounting or numbers etc.)

 

Delegating is needed, so that you can get into doing other, more important, more challenging tasks! We all get tired of the same things all the time.

 

I also realized that I didn’t need to become a Manager, Director, VP or President of a company to be successful in my career.

 

What I did realize though was that I still needed to learn those people skills that Managers, VP’s and Directors have.

 

Those skills I’m referring to are Leadership skills.

 

You need those skills in life, even if you have no interest in becoming a world leader. You need them to function in situations where no one is stepping up. You need leadership skills as a parent or as a grown up in general. There will always be situations where you need these skills in your toolbox! Even if you’re not the CEO of a company or even close to it.

 

You’ll need to know how to talk about your own leadership skills in an interview when you’re asked: What are your leadership skills?

 

I hope you enjoy this video that I’ve made on just that topic brought to you by one of my readers who was asked.

 

Are you a leader or a manager or do you aspire to be? Or do you love being in the field playing the game yourself and learning along the way?

 

I suggest a mix and effort of both, makes you feel the most empowered but you don’t have to aspire to be a leader to be successful.

 

Stand in who you are, and embrace the things you enjoy!

 
 

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How to Tell If a Job Will Be a Good Fit For You


 
 

Have you ever felt like a fish out of water at a job?

 

You don’t fit in, you don’t feel the vibe, and you know that these aren’t your people. Whatever you do, you don’t feel welcome, and you can’t do anything right. Your co-workers don’t understand you. You don’t enjoy most of the work itself, and you struggle to figure out how to do things (or who to ask for help). You feel like you’re just biding your time until you can get out, and you spend a lot of time planning your escape.

 

Of course, no one wants a job that’ll just end up like this–but the problem is, how do you know (before you accept) if it’s going to be a good fit for you or not?

 

“The right fit” is a general term we use, but what exactly does it mean?

 

In this post I’ll share five key indicators that I use to determine fit, plus three tips you can use to tell if a company is right for you.

 

What Does “The Right Fit” Mean in a Job? Keep reading or watch video below to find out.

 
 

 
 

Here are my five indicators that I use to determine “fit”; some will be more important to you than others:

 

1. The 80/20 Rule

 

If you’re in the right place, you like the work that you’re doing. Maybe not every minute of every day, but you enjoy it at least 80% of the time. The other 20% isn’t necessarily your favorite time spent, but you’re capable of it, and you know it’s a necessary part of the job. For sales people, their 20% might be filing their expense reports. Their 80% might be travelling, speaking to prospects and closing deals.

 

2. Your Boss

 

Ideally, you’ll have a good relationship with your boss, along with the support you need. For me, a solid relationship with my boss has been the key to a good fit, and this has overridden some of the other factors. If I had a boss that was moody or unpredictable, I wouldn’t be a good fit. I’d be stressed out, always with my guard up, wondering what mood she’d be in. I wouldn’t be able to focus on doing my best work. Some of the other factors I talk about here might be more or less important for you, depending on your personality and work style.

 

3. Company Leadership

 

Do the company’s morals and values match up with yours? For example, at xMatters our CEO will often say, “We will go with the best idea, no matter who came up with it.” This really resonates with me. It’s things like this that make me certain that the company and the culture are a good fit for me. It starts with the company leader and trickles down to the rest of the organization.

 

4. A good rapport with your co-workers

 

There’s often at least one bad apple in every bunch, and the bigger the company, the more likely it is that you’ll cross paths with at least one person you won’t like very much.

 

But do you like the majority of the people? Do you feel the staff help each other out? Do they have that cohesiveness a team needs to be successful? Or do you feel like everyone is competing against each other? Are your co-workers people you would enjoy spending time with outside of work, going for beers or coffee? This is not a requirement, but it’s a good indicator of whether the fit is there.

 

5. Do you have what it takes?

 

Are you able to get the job done? Not that you have to know how to do everything the first time, all the time, but do you have the general skills, abilities, and knowledge? Can you freely ask for help in pushing past roadblocks? Can you talk to your boss, ask your co-workers, and generally complete tasks without feeling like you want to melt down and cry from feeling overwhelmed or lost?

 
 

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How to Tell if a Company Will Fit You

 

Now you know what “the right fit” means, let’s talk about how to spot it before it’s too late.

 

1. What questions are they asking?

 

When I was younger, I applied to be in the Canadian Military. I went in and took the computerized assessments first. After I passed them, I had an in-person interview with an officer.

 

He said, “Tell me about a time you had to do a mundane task that you didn’t particularly enjoy that took up most of your day. How did you handle that?”

 

At that moment, I could tell that I wasn’t going to like it if that’s what I would be doing most days.

 

When they ask you a question, keep in mind that there’s a reason, and it probably relates to something you’ll be doing on the job.

 

2. What questions can you ask them to determine fit?

 

There are some questions that you don’t want to ask until you’ve got the job offer in hand, like benefit or discussing salary, but here are some examples of questions you can ask to help you determine whether you are the right fit:

 

  • In the next year, what are the biggest challenges that I would be taking on as the new hire?

  • How does your department communicate, and how do the other departments communicate with you?

  • How does the senior leadership communicate with the organization?

3. How do you feel about the interview experience + the opportunity?

 

What does your gut tell you? This is one that I ignored, and kicked myself for afterwards. Are there any feelings or red flags that you sense? Pay attention to them and actively look out for them. If something doesn’t feel right, chances are it probably isn’t. Use the questions in the cheat sheet to guide you to find out more about whether these red flags you notice are legitimate or not. If the organization is transparent in answering your questions, that’s a great sign.

 

If you’ve ever ended up in a bad fit, that’s probably motivation enough to want to never let that happen again.

 

The keys are:

 

  • Be mindful

  • Watch for signs

  • Do your research

  • And ask the right questions

Don’t accept a job offer until you’ve gotten a good feel for the culture and your questions answered. Get the information that you need to make the right decision for you.

 

Originally posted on Vault.com

 
 

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How to handle the money conversation (Even if you don’t have experience)


 
 

How to handle the money conversation – even if you don’t have experience.

 

Hey there! In this post we’re going to talk about:

 

  1. The one sure fire way to get leverage in a negotiation.

  2.  

  3. How to know where you are in the range

  4.  

  5. How to eliminate the fear of negotiating &

  6.  

  7. What to do if they say no but you still want the job

  8.  

 
 

The one sure fire way to get leverage in a negotiation.

 

You want to wait until they offer you the job to negotiate Because…. At that stage of the process you know for sure that the employer wants to hire you. They’re now attached to that idea. They’ve spent a lot of time interviewing candidates and they’ve come to an agreement which has already taken resources and energy away from the day-to-day company business.

 

You don’t want to have a serious conversation about negotiating before they have offered you a job. There isn’t any point in talking numbers before that.

 
 
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How to know where you are in the range

 

Salary ranges online are often confusing and can range widely. If you’re wondering where in the range you should be, you want to be in the middle but at the high end of the middle.

 

The lowest part of the range is for people who didn’t negotiate, didn’t ask, didn’t try. They accepted what was offered. (Notice I didn’t mention the lowest range was for people without experience.)

 

The higher salary range is for people who have been with the company some time, or who drove a difficult bargain during negotiation. When you’re starting out the key is to negotiate strategically. It could cost you thousands throughout your career if you don’t understand how to do this.

 
 

How to eliminate the fear of negotiating

 

Many people I talk to see negotiating as a ‘fight for what they deserve’. The language they use sounds scary. I see it more as a collaborative discussion with the people you’re having the conversation with, and hopefully the people you will be working alongside in the future—simply two people agreeing on what works and what is fair for both. If you frame the conversation in this manner, you’ll approach it from a different perspective. Also, many employers expect to negotiate these days—keep in mind that they may offer a lower amount with this expectation.

 
 

What to do if they say no but you still want the job

 

At some point in the negotiation, you’ll either be left with a number you asked for, one that’s in the middle of your valuation and company’s, or the original offer. In each case, you’ll still have to decide what you want to do—with the hardest decision typically coming for those who have been told “no.”

 

If you’ve had some good back and forth negotiations and they’re not going to go any further, and you still want the job, that’s perfectly okay. You can simply say: “Okay, no problem, I needed to ask but I’d still like to go ahead and accept the offer as I feel this role is a really good fit for me.”

 

And there we have it. I hope you enjoyed this post and found it helpful.

 

If you got value from this information and you’d like to learn more, you can get started right away by clicking below to download my 5 lines that catch people off guard in a salary negotiation (and how to respond to them).

 

In the cheat sheet we tackle the most common objections and how to handle them.

 

Did you know that the default answer to a negotiation is always no, and that stops 50% of people from continuing to try and negotiate? Don’t let that be you, be ready with an answer. Click the link below to grab the Salary Negotiation Cheat Sheet now.

 
 
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Thanks for watching and I’ll see you in the next post!
-Natalie Fisher

 
 

Here’s a secret to negotiating a higher salary (and getting it)


 
 

If you want to be worth more to an employer you have to bring something else to the table. Something that’s more than the other candidates bring. More than just your skill, expertise on its own.

 

In this post I’ll talk about an example of a candidate who can ask for more and get it, vs a candidate who will fail to stand out and we’ll talk about why this is.

 

Keep reading or watch video below. Choice is yours so stay tuned:

 
 

 
 

So the thing successful candidates do is they can communicate their value really well but also a vision, a bigger picture, not just their individual skills. (Because most people will hae those).

 

I’m going to use the example of an event planner. Let’s say you’re an event planner and you’re interviewing for a position for Global Events for example.

 

An average candidate wouldn’t ask any questions or do any meaningful research and they’d talk about their skills. I can do this, that and the other.

 

What a great candidate will do is they will find out what the priorities are to accomplish in that position and they will paint a vision for the employer and get them excited about it.

 

For example a great candidate might ask the interviewers: What’s your top 3 goals for the successful candidate to accomplish in this role?

 

The Hiring manager might say – We’d like the new hire to create an event strategy for our marketing events this year, which events we should go to, why and ultimately how many leads we can expect from each event etc.

 

The average candidate (well they probably wouldn’t even ask that question to get that information), so they wouldn’t be this far anyways.

 

The stand out candidate then takes that information and says ok great, Can I share how I’d go about that:

 

Then they might say something like this:

 

I created an event plan previously for my school and what I learned was that the best events to go to aren’t necessarily the biggest ones, but the ones with the most targeted leads. If I were responsible for this strategic plan I’d start by researching the type of people that go to each event, and figure out which are closest to the company’s ideal target customers, then I’d go from there, this would ultimately lead to more sales for the company over the short term and the long term.

 

That answer shows that you’re thinking highly strategically with the long game in mind + the bottom line, you’re looking 4 steps ahead to select the best strategy to get them Sales and more revenue.

 

Gold.

 

With answers like that one, you can confidently ask for a higher salary because you’ve demonstrated your strategic thinking with one answer. You’ve demonstrated a plan to make them more money. Just any event planner might be focusing on the decorations, food and lighting for the event but the main focus is to get leads and sales for the company and most people won’t’ even touch on that. See how the answer goes pretty deep, but can make the interviewer excited?

 

So to demand a higher salary showing a bigger picture can help tremendously.

 

If you liked this post, I have a cheat sheet on how to negotiate your salary,

 

In the cheat sheet we tackle the most common objections and how to handle them.

 

Did you know that the default answer to a negotiation is always no, and that stops 50% of people from continuing to try and negotiate? Don’t let that be you, be ready with an answer. Click the link below to grab the Salary Negotiation Cheat Sheet now.

 
 
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Thanks for reading and I’ll see you in the next post!

 
 

Why this guy was not hired…


 
 

Chronicles of an HR Professional

 

So what inspired this post was today at work we had a guy come for an interview for a Java Developer and the team that interviewed him said no to hiring him. He had a great resume, he was a really nice guy, and I thought he would be a great cultural fit, but the teams unanimous consensus was a resounding No.

 
 

Why? (I always ask them). If you don’t want to read, feel free to watch video below.

 
 

 
 

In this post we’re going to talk about the number one reason people do not get hired and how it’s almost always the same reason just communicated in a different way each time. + 3 Ways you can make sure that this doesn’t happen to you.

 
 

Ready? Stay tuned!

 
 


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As the HR girl I always ask for specific feedback when someone is a no, and then I deliver it to the candidate because I think that they deserve that much. I mean they took the time to come and interview and if we’re not going to hire them then we can at least give them a reason why!

 

A lot of companies don’t do this but I Do.

 

So what was the big reason?

 

Well the hiring team worded it like this:

 

“He doesn’t have much Java experience. When answering questions about projects that he has worked on it he didn’t provide enough depth in his answers.”

 

Now his resume was good, and it looked like he had enough Java experience, that’s why we brought him in to meet the team. I think this guy actually was a lot better than he presented himself in the interview.

 

This is the same reason everyone gives as to why they chose not to hire a candidate.

 

What it ultimately comes down to is: You didn’t communicate your value enough to the hiring manager or the hiring team and someone else came in and did.

 

So what are 3 things you can do to make sure you’re communicating your value to the max.

 
 

1) Get really specific.

 

This is where your stories come in, I talk about stories as my main interview tool. So I have a ton of example stories in other posts and on youtube, but my main one is comparing a story that’s super boring to a story that’s full of juice, interest and shows you and your skills off in an impressive way. Check out any of my behavioural interview question guide series to find example stories or download my Free Examples guide, below this post!

 
 

2) Tie the value of what you did to what you can do for this company in the future

 

When you’re asking them questions, Ask a couple of key ones at the beginning! Then use those answers they give you to tie in the value of what you can do for them during the interview. You want to get them excited about what you’ll be bringing to the table! You can do this by doing preliminary research about what they need, and asking them upfront to see if you’re on the right track. Then you can start to put together a plan of what you’ll be working on for them in the first month – 3 months of being hired.

 
 

3) When you’re done answering, get instant feedback on your answer by using these two questions:

 

“Did that answer your question? Does that make sense?

 

Or

 

“Did that give you a good idea? I’m happy to go into more detail…”

 

The goal is to “satisfy” the interviewer with your answer, not leave him wanting more, or leave him or her uncertain.

 

If the interviewer is left wondering about something, they might not always ask you. You maybe able to tell by their facial expression or how they behave, but something I always like to do is say “Did that answer your question?” Or “I can provide more details on that if you’d like me to” and let them know that you’re happy to go into as much depth as needed because you are open and honest about what you know and what you don’t know. This will also create a sense of trust with your interviewer and rapport. He or she will see that you’re there to give them a full picture of your history and you’re happy to explain or go more into depth if needed. Very often they will take you up on the offer to provide more detail.

 

There you have it. The number one reason people don’t get hired?

 

They don’t communicate their value strongly enough and 3 techniques you can use to make sure that you are communicating your value effectively.

 

If you liked this post and you’re interested in going deeper on this topic I have a free guide that can help.

 
 


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What you’ll learn in the guide… First of all, you’ll learn the breakdown of a specific Formula you can use to answer most interview questions + You’ll learn step-by-step examples for all the questions that are the most common in when you’re interviewing, and you’ll receive fill-in-the-blank templates for each of these questions, so all you have to do is fill in the blanks with your own stories, practice and you’re ready to go. And just in case you’re still stuck, there are 25 questions that you can ask yourself to prepare your own stories a lot faster and more effectively. The questions get you thinking, and these 25 questions will definitely get you thinking.

 

You’ll get this information in a beautifully designed workbook that is specifically designed to help you prepare for your own interviews, and it’s been super helpful for so many people, and I would really love for you to also benefit from this information.

 

By the end of working through the guide, you’ll be totally ready for any situational interview question that comes your way. Thanks so much for reading, and I’ll see you on the other side. Have a great one!

 

In Work & Life
-Natalie Fisher

 

Thank you so much for reading/watching! I’ll see you in the next post!