May 20th, 2009
This is part 2 of Monday’s post, 10 Career Poisoning Moves to Avoid.
- 6.) An office romance. Disastrous under any circumstances.
- 7.) Not taking some risk. You must push yourself outside your comfort zone to grow. If you don’t grow as a professional you loose your marketability.
- 8.) Having no career goals. Career goals keep you focused on the direction you want your career to take and how to get there.
- 9.) Neglecting your image. Presenting a positive image includes: appropriate dress and grooming, being honest, the use of proper grammar and avoidance of profanity.
- 10.) Being indiscreet. If you are told something in confidence you cannot betray your source; this would come back to haunt you as you will never be trusted again. Additionally, the use of off-color jokes, gossip about co-workers, discussions of race or religion are not appropriate in the workplace.
Tags: career development, career success, professional development, professional success
Posted in Candidates, Work Strategies for Growth | No Comments »
May 18th, 2009
This is Part I of a two part series.
- 1.) Poor likeability. If you are disliked, it’s irrelevant whether you’re good at your job because your co-workers will avoid you.
- 2.) Not being a team player. No one is comfortable around a prima donna. Even professional athletes like Terrell Owens are reprimanded for opening criticizing his teammates.
- 3.) Missing deadlines. Everyone depends on you. It is better to under-promise and over-deliver.
- 4.) Conducting personal business on company time can get you fired.
- 5.) Isolating yourself. You don’t get promoted by doing good work; you get promoted by doing good work that is noticed. Keep your boss informed of special projects you’re undertaken. Tell others in the organization of your accomplishments.
Tags: career development, career success, professional development, professional success
Posted in Candidates, Work Strategies for Growth | No Comments »
May 13th, 2009
Hiring Effectively – Throw out The Laundry List
Most hiring authorities use an extensive list of criteria such as: certifications, years of experience, responsibilities, education, etc. I have known managers to have more than 15 separate criteria. Having such rigid criteria often will eliminate professionals that may be the best fit.
A more effective approach to hiring is to develop three or four non-negotiable “must haves” that represent success in the job. Example: I worked with one of my clients to develop a list of non-negotiables for a Tax Partner and we came up with the following:
• Technical proficiency in corporate income tax
• Ability to teach, coach, mentor subordinates
• Ability to generate new business
Defining a small number of attributes and experiences is a challenging task but it is time well spent. It is a process that causes you to narrow down what makes for a successful employee.
Tags: career search, Evaluate a Position, hiring, human resources, recruit, Recruiting
Posted in Clients, Recruiting | No Comments »
May 11th, 2009
Keys to Developing and Maintaining Your Network
The success and satisfaction you derive from your network is in direct proportion to the time and effort you apply to it. Key ingredients include:
1) RECIPROCITY- Both parties must have their needs met…you give; you get. Give value to your network colleagues; do a favor for them and make a note on how they may help you.
2) SHARE INFORMATION – Make note of a person’s personal and professional interests. As you become aware of information that’s “on target”, pass it on.
3) STAY IN TOUCH – Acknowledging important dates like birthdays, anniversaries, promotions and articles authored is a great way of expressing that you care.
4) DIVERSITY – Since a primary reason to network is to develop contacts that will benefit you, you need a variety of professionals in your network. These may include a real estate broker, banker, attorney, doctor, and executive recruiter.
Remember, the key to developing a strong network is to give value first and maintain consistent contact with your colleagues.
Tags: marketing yourself, Networking, professional development, professional success
Posted in Candidates, Networking | No Comments »
May 6th, 2009
Manager as Corporate Athlete
Who would you want on your basketball team taking the game-winning shot with two seconds left? Would you want a confident and relaxed teammate like Michael Jordan, or a stressed out teammate? The answer is obvious.
Let’s apply this in our business environment. You, as a manager, will perform better when you stay relaxed and confident. If you stress out, you loose your ideal performance state. There is also the residual effect you have on your staff and your customers by staying calm and in control. They will admire your spiritual strength and feel that they can learn and perform better when around you. The more tranquil a person becomes, the greater is his/her success and power for good.
Tags: Effective Management, great manager, managent ideas, professional success, successful management
Posted in Clients, Effective Management | No Comments »
May 4th, 2009
This is a continuation of last month’s ETip on why to create a brand for the IA department.
How to Develop the Audit Department Brand
- Your CAE should meet with senior executives monthly to promote the department and stay on top of the business.
- Use 6 Sigma to identify process improvements in the internal audit activity.
- Hire the best auditors who are capable of assuming successful roles in corporate management.
- Continuously train the audit staff.
- Constantly strive for excellence in adopting best practices and providing great customer service.
- Use internal Quality Control Questionnaires to obtain feedback from clients.
- Have Quality Assessments performed every 5 years by an independent source so you can assert that your audits are conducted “in accordance with the international standards for the professional practice of internal auditing.”
- Conduct a presentation at the start of an engagement to educate the client on the audit process.
- Circulate your IA Department’s success stories throughout the company.
Tags: 6 Sigma, professional succes, Recruiting, Team Building, team structure
Posted in Clients, Recruiting, Uncategorized | No Comments »
April 29th, 2009
Branding your audit department is essential for your success. A brand consists of a logo, a name and the entire feelings and expectations created by a product or service.
Why brand your audit department?
- To show your customers how your department positively affects the company
- To set expectations for your customers on consistency and quality of the internal auditing experience
- To help recruit top employee prospects from within and outside the company
- To build strong and trusting relationships with your customers
- To build loyalty and pride among the audit staff for retention purposes
- To provide confidence for the audit committee and investors
- To provide confidence for the external auditors for placing reliance upon your IA’s work papers
Next month’s ETip will consist of specific steps to take to develop your IA brand.
Tags: professional success, successful management, Team Building, teamwork
Posted in Clients, Recruiting | No Comments »
April 27th, 2009
To get ahead in today’s corporate world, you have to market yourself to others. The first and most important way to do this is through branding.
Your brand should be reflected in a 15 to 30 second introduction of yourself that tells someone:
1. Who you are
2. What is your area of expertise
3. Where is the value your expertise adds to your company
For example, here’s my introduction:
“My name is Maurice Gilbert of Conselium, a search firm specializing in financial services professionals. I help companies hire the best financial professionals in the audit, accounting, finance and IT security fields faster and cheaper than they could do it on their own.”
Tags: business attitude, career success, hiring, marketing yourself, personal branding
Posted in Candidates, Selling Yourself | No Comments »
April 24th, 2009
Mentoring
Successful managers are strong mentors to their staff members. This is done by:
- Being a positive role model and identifying other managers that can do the same.
- Supporting your staff in calculated risk-taking that is essential for their growth.
- Working with your staff individually to understand and help them develop their unique skills.
- Supporting continuing education efforts that are available through professional organizations.
Your involvement in mentoring will make it possible for your staff to develop to their fullest potential which will make them of greater benefit to your department.
Tags: Effective Management, managent ideas, mentor, mentoring, successful management
Posted in Clients, Effective Management, Uncategorized | No Comments »
April 22nd, 2009
Know How to Evaluate a New Job:
Ask these 4 questions to evaluate whether a new job may enhance your career:
1. Is the company well established in their field?
2. Will the position meet my immediate career and lifestyle goals?
3. Will there be continued options for career growth within the company?
4. Will my immediate manager be a good teacher/mentor?
Tags: career search, career success, Evaluate a Position, professional development
Posted in Candidates, Evaluating a Position | No Comments »
