Yes, a large part of his envy-worthy lifestyle has to do with his profession, but as we talked, we realized that much of his success came because he’s simply not afraid to ask — for just about anything.

Now if you’re like me, your fear of being presumptuous or even rude will often override your urge to ask for things of others, especially those we work with. As I mulled over that conversation with my friends, I got to thinking about how many opportunities I’ve probably missed out on because I didn’t ask — situations that I could have improved, if I had spoken up.

Why don’t we ask for help when we need it?

Harris Interactive polled 1,019 employed Americans in their third annual Work Stress Survey, and found a 10 percent jump in workplace stress compared to just a year before. Eighty-three percent of respondents are stressed at work, with “unreasonable workload” as the second top stressor.

We have to get rid of this stifling idea that asking for help at work is a sign of weakness or failure. Start asking, and here’s why:

• Here’s a fact that will blow your mind: No one expects you to know everything. (Click here to tweet this thought.)
• Showing everyone that you’ve put in extra effort, resources and work, only to still wind up needing help, doesn’t get you any extra points; it means you’ve wasted time.
• Managers love hard work, but they hate inefficiency.
• Collaboration is, plainly and simply, a beautiful thing. Be a part of starting it.

Muse author Jennifer Winters wrote a great piece on how to ask for help at work. Here’s what she said:

The trick here is knowing when it’s time to suck it up, swallow your pride, and admit you’re stuck. My general rule of thumb is basically the “Three Strikes” rule. If I can’t figure something out after I’ve exhausted at least three other solutions on my own, it’s time to admit I need a little inspiration.

Why don’t we ask for perks?

Whether it’s time off, flex work or even a bump in salary, everything is negotiable. That is to say, you also have to bring something to the table. When you honestly feel as though you’ve earned a freedom of some sort, you owe it to yourself and your hard work to inquire about incentives that would solicit the continuance of such hard work.

This isn’t a “What came first, the chicken or the egg?” scenario; the hard work and dedication is going to have to come first. If you get a big fat “no”, you have at the very least started the dialogue on how to get there. This conversation should be directed toward how your individual goals can align with the organization’s goals to obtain whatever it is you’ve requested.

The old saying “You never know unless you ask” is far truer than a lot of us anticipate. In an article on stay interviews and best retention practices, HR Director at Webroot Melanie Williams revealed just how easy it can be for employees and companies to get on the same page when open communication is at play. Williams said, “We’ve had very few stay interviews come in with pay being the thing that makes them stay or want to leave. There were not any requests that we haven’t been able to fulfill.”

Going back to the story

That guy we were talking about at the beginning of this post? The opportunities that guy snags through his networking and willingness to inquire have all set him up with the experience he has needed to go onto the next endeavor. He’s experience and skill-hungry, and that’s what drives him to ask.

Ask and see what happens. If what comes of it instead is collaboration or goal alignment, those are a couple of pretty great things to work with. You will either get what you ask for, or gain the knowledge on how to get it; neither will come by staying silent. While most organizations or even coworkers are out to please, they aren’t mind readers and they won’t know what’s important to you — unless you speak up and just ask.

Raj Sheth is the CEO and Co-Founder of Recruiterbox.com, a Web-based recruitment software that helps growing companies manage their incoming job applications.

TalentCulture is a vibrant open online community, driven by professionals who share a passion for innovation, collaboration and a desire to advance the world of work. Join their #TChat Events every Wednesday from 6:30 – 8:00 p.m. EST, or join the ongoing conversation anytime at #TChat on Twitter.

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The post Why You Shouldn’t Be Afraid to Ask for What You Want appeared first on Brazen Life.

The unthinkable happened during the first week in January.

TalentCulture CEO Meghan M. Biro went missing. She hadn’t returned a tweet from me for more than three days. Unheard of, I tell you.

Naturally, I was concerned about her well-being. I actually considered contacting Boston area hospitals. But instead, I did what any good friend would do. Resorting to an antiquated strategy, I picked up the phone and called her.

“Seriously Judy, I’m taking a break. I don’t want to burn out,” Meghan told me.

“What? A break from your BFF?” I almost blurted. Then, a calm washed over me, and instead I said, “Good for you.”

This sparked a conversation about how busy professionals like us can continue growing and navigating our social networks without compromising our stress levels. Connection and communication have taken on new importance in today’s 24/7 world of work. Those who manage the energy and minimize the stress are able to stay ahead of the competition and sustain high performance. But it’s not easy.

Everyone manages a social network differently. It’s an intimate and personal process. We all have close connections with whom we can exchange ideas and openly vent. That’s typically not a burden on our time and attention. But in this era of digital exuberance, our social circles are growing rapidly. We need to find the signal in our niche, while filtering out the noise of a much broader network. Keeping pace requires a strategy.

8 tips to reduce stress in the face of digital exuberance

1. Schedule social sessions

Timing is everything. And quality time counts. When does your network naturally buzz with activity? If you’re a rock star, you might be inclined to check Twitter in the late evening, but if you’re into talent management and business news like me, you’re probably trolling Twitter from 7-8 a.m.

Instead of trying to pay attention 24/7, pick one or two intervals each day to dip into the stream. Don’t just “fly by” with retweets — really dive in and engage in conversations that build relationships. But when your scheduled time is up, move on. Eventually, you’ll adjust to an established rhythm, and so will those in your inner circles.

2. Take breathing breaks

Twitter and Facebook interactions can become surprisingly intense. Periodically, take five minutes to literally sit back and just follow your breath. Close your eyes or look away from the screen. Simply being aware of how you’re breathing helps regulate cortisol, the “stress-producing” hormone. Count as you inhale – one, two, three. Then hold your breath for several seconds, and exhale to the count of three. Better managing stress “in the moment” gives you more energy later, when you may need to tap into your reserves.

3. Stand up and stretch

Once in a while, just walk away. Yes, leave the computer behind. This is important to get blood circulating in your body, which delivers more oxygen to your brain. If you prefer not to stand, push your chair away from the desk. Inhale and raise your arms above your head, clasping your hands in a “steeple” position. Look up and gaze at your hands for several moments. Then exhale slowly while your hands float gradually back down to your sides. You’ll feel refreshed and ready to shift back into business gear.

4. Hum with purpose

That’s right — make noise. Humming actually calms the mind and body. It’s an ancient yogic technique that helps focus attention prior to meditation. The sound reverberates in your skull and helps your brain rewire your attention.

Here’s how: Plug your ears with your fingers and inhale deeply. Pause. Then, as you exhale, hum for the remainder of the “out breath.” Repeat two more times. If you feel dizzy, stop. But ideally, it will help release tension and help you focus.

5. Let filtering tools work for you

Sometimes we need to look beyond human behavior for help. If we opened every link that came our way, we’d never sleep. (Click here to tweet this thought.)

Aggregation tools help consolidate and organize the chaos — news sources, blog posts and other information sources of interest. I’ve set up Google Alerts to deliver breaking news on keywords that matter most to me. For less critical topics, I receive news feeds once a week. You can use Hootsuite, Buffer, Tweetdeck and aggregation tools and dashboards to identify relevant content and create a delivery schedule that works for you.

6. Harness hashtags

Hashtags are the fastest way to share and find relevant information on Twitter. For example, professionals who participate in the TalentCulture community share HR and business leadership knowledge by adding the #TChat hashtag to their tweets. At any moment, anyone can search for #TChat to see the community’s latest tweets. It’s like round-the-clock access to the most popular human resources conversation on the planet.

If you follow a hashtag like #TChat in your Twitter dashboard, you’ll quickly and easily find helpful peers, ideas and advice. Also, when you schedule Twitter posts, be sure to add hashtags that reflect your area of expertise. Your posts will reach people in your niche, even when you’re offline.

7. Leverage human relationships

Sometimes, all of us need to unplug for several days or more. When you do, plan ahead. Just because you’ll be off the grid doesn’t mean your networking must come to a standstill. Reach out to several people in your immediate network. Let them know you’re taking a break, and ask for a little extra support in sharing your work on Twitter, Facebook, LinkedIn — wherever you’re most active. You can even form ongoing support alliances and develop common “social backup” guidelines. Just remember, you’re not alone.

8. Create a FOMO-free zone

Perhaps the most important advice I can offer is to honor your social self. Competitive pressure shouldn’t drive your social brand development. Don’t let yourself become obsessed with how other people behave on social channels, or about whether the volume or frequency of their activity trumps your own efforts. Whatever your message is, you’ll succeed when you deliver it through your own lens, with your own voice, to an audience that is naturally interested in you.  Forget FOMO (Fear of Missing Out)!

Of course, even with healthy habits, it often feels like we’re networking at the speed of light. But hopefully these tips help you slow the pace a bit, focus on what matters and generate more energy to fuel your social success.

Do you have tips for reducing stress and improving productivity in the age of social networking? What techniques and tools work for you? Share your ideas in the comments below!

TalentCulture is a vibrant open online community, driven by professionals who share a passion for innovation, collaboration and a desire to advance the world of work. Join their #TChat Events every Wednesday from 6:30 – 8:00 p.m. EST, or join the ongoing conversation anytime at #TChat on Twitter.)

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The post How to Avoid Social Media Burnout appeared first on Brazen Life.

You only need to look at the latest job satisfaction surveys to recognize how unfulfilled most workers feel. For seven straight years, The Conference Board has reported that less than half of U.S. workers are satisfied in their careers.

So, what can you do to find job satisfaction and fulfillment while still making a great living?

Uncover your core genius

“Core genius” is the special contribution each of us brings to our professional life. It’s what you’re in this world to do that only you can do. It’s the unique package of skills, experiences, passions, interests, talents, abilities and attitude that you possess.

Take one of my clients, Laura Rolands, for example. Laura was a hardworking human resources executive at Chrysler. She’s also a mom. When her son was diagnosed with ADD (Attention Deficit Disorder), she got to work and investigated how to best help him with attention strategies at school and in life. Through this experience and through our career coaching work together, Laura realized she had a talent and an interest in helping people with attention issues.

It led Laura to start an attention coaching business shortly after accepting a voluntary buy-out from her position in the automotive industry. Her business focuses on coaching people to overcome challenges associate with ADD or ADHD (Attention Deficit Hyperactivity Disorder). Her clients have developed time-saving personal routines and have improved their academic and business performance.

The path to a successful career fit

In 10 years of coaching, I’ve seen that we are each uniquely built to fulfill a specific purpose. However, too often, people take their unique talents for granted. (Click here to tweet this thought.) In fact, the real challenge is that most people have no idea what their purpose is.

I believe the best way to find your purpose — your core genius — is to conduct a formal soul search and get specific about all the elements of your ideal career. It starts with assessing yourself across eight essential dimensions, which include:

1. your top interests
2. your key motivators
3. skills you want to employ
4. ways you want to contribute
5. your best qualities
6. your ideal work environment
7. activities you enjoy most
8. salary and benefits you desire

Soul search before you job search

By reflecting on these elements, you can prioritize what’s most important to you and brainstorm career possibilities that match these elements.

In order to discover your core genius, you need to stop looking at want ads and instead start talking to anyone and everyone about the ways you are already of service. Carefully process all of that input, and you’ll see viable new options ahead. Take seriously the value you bring to the table, and believe that you can get paid to deliver it. Let others know about the high-value service you’re prepared to provide, then deliver it consistently and professionally.

Soon, you’ll find you have more than enough work in your new role — and you’ll be making a living while loving what you do.

Are you in touch with your core career strengths? What steps did you take to gain that awareness, and how have you applied it to your career? Share your thoughts in the comments!

CNN dubbed Maggie Mistal “one of the nation’s best-known career coaches.” A former Learning and Development executive at Martha Stewart Living Omnimedia, she has been featured across major media, including NBC’s Today Show, Fox Business, CNN and The New York Times. Connect with Maggie on Twitter, or LinkedIn or Facebook and check out her Soul Search Workbook here.

TalentCulture is a vibrant open online community, driven by professionals who share a passion for innovation, collaboration and a desire to advance the world of work. Join their #TChat Events every Wednesday from 6:30 – 8:00 p.m. EST, or join the ongoing conversation anytime at #TChat on Twitter.)

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The post Before You Job Search, Make Sure You Soul Search appeared first on Brazen Life.

Our smartphones have become integral to our daily activities. I need mine to tell time and take photos — I even use it as a flashlight. (I’m obviously not leaving that behind the next time I travel.) But while there’s no question that these devices enhance our personal and professional lives, misuse can actually diminish our productivity and erode relationships.

“Be where you are”

A previous #TChat Radio show took on the ever-pressing issue of how to manage our digital lives more effectively. The expert guests offered great tips on staying focused and building relaxation into our routines at a time when we’re constantly online. For me, the biggest takeaway is to “be where you are.” This simple statement can change your workplace and your life. (Click here to tweet this thought.)

Different roles require different levels of connection. But whether you’re an ER doctor on-call, a celebrity publicist or a product marketing manager, you need to be present and mindful of the task at hand to do it well.

Here’s what that means for me — and for members of my organization:

1. Everyone has 24 hours to reply to all non-emergency emails

Building in buffer time levels the playing field and relieves employees of the pressure to respond after work hours. A 24-hour response policy means we can focus on immediate tasks, if needed, without constant distraction. At the same time, it means that projects aren’t delayed unnecessarily.

If I’m in meetings all day, I can’t answer your email. So let’s start by assuming I’m in meetings all day. Also, a response time buffer leads to more thoughtful, thorough emails. Given time to gather and process information, we can create well-constructed messages that answer follow-up questions before they’re asked.

2. Only essential laptops should be used at meetings

Truthfully, most people do bring laptops into meetings here. But our most successful meetings are laptop-free, aside from the device used to present meeting materials. Engaged group discussion doesn’t happen if you’re checking Twitter or doing other work simultaneously. Leave laptops at the door when you need to address issues with real conversation. And, by the way, if you don’t need face-to-face communication on the issue at hand, why are you having a meeting?

3. When you’re away from the office, leave the office behind

I’m not saying don’t work from home or from the road, but I am suggesting not to mix business with pleasure too often. Create a workspace wherever you happen to be working. Leave work stress and planning in that space when you leave it. Your family wants you to be part of the dinner conversation. Your friends want your mind — or whatever is left of it — with them for drinks. Your work suffers and your relationships suffer when you try to work and play simultaneously.

4. During a face-to-face conversation, don’t check your phone

This is life advice, but it’s also critical in the workplace. Checking your phone means you think someone (even an unidentified caller) deserves your attention more than the person talking to you. In essence, you’re saying that absolutely anyone deserves your attention more than the person you’re with. That can’t be true. Keep the conversation brief if you have somewhere else you should be, but have the conversation.

Remember who is in control

None of these guidelines is a new concept. But they don’t have to be new to make good business sense. “Be where you are.” It’s great advice for both individuals and for organizations. Use technology’s power for good. When managed thoughtfully, these devices can help us be more productive and better connected. Just remember that you are in control. As the future of mobile devices and other workplace technology unfolds, this conversation becomes even more important.

Has technology become too intrusive in your workplace? How can you change that?

Razor Suleman is the founder and chairman of Achievers, a company that helps engage employees and inspire performance globally through employee recognition software and services. Razor founded his first company at 15 and has proven his vision and drive through his subsequent business ventures, culminating in Achievers. He is a winner of BDC’s Entrepreneur of the Year award.

TalentCulture is a vibrant open online community, driven by professionals who share a passion for innovation, collaboration and a desire to advance the world of work. Join their #TChat Events every Wednesday from 6:30 – 8:00 p.m. EST, or join the ongoing conversation anytime at #TChat on Twitter.)

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The post How Ignoring Technology Will Help You Do Better Work appeared first on Brazen Life.

“SoMoClo” (or Social/Mobile/Cloud), a term heard often at the recent Wisdom Conference, is enabling businesses to automate many processes, while simultaneously adding value to a job that is, and always has been, all about people.

However, as recruiting evolves, we need to recognize that some “best practices” are just plain hogwash. Recruiters don’t like them, hiring managers don’t have time for them and candidates actually hate them. If you’re like many companies, nixing these six “worst practices” can actually accelerate your hiring cycle and your candidate experience.

Think the following “people” practices make sense? Think again…

1. Hire slow, fire fast

While there is something to be said for this particular platitude, I think many have taken it out of context. Perhaps a better phrase would be “Measure twice, cut once.”

The goal is for hiring teams to think through decisions, not to put applicants on some eternal carousel of meetings, assessments and group interviews. If you’re hiring for anything other than an executive position and you can’t make a decision on a candidate in within three interviews, you’re probably guilty of this worst practice.

2. Candidate pause patrol

Did someone make it to the final round, but you want everything “just so” before extending the final offer? Big mistake to wait. Waiting discourages candidates, as well as the team that’s anxious for their arrival. (Click here to Tweet this thought.) It also leaves a bad impression in a job seeker’s mind about how agile your company may really be.

What’s more, if they recognize they’re attractive to you, but you don’t seal the deal, they’re likely to pursue greener pastures while you’re passing around paperwork.

3. Miss America syndrome

Trying to find the perfect candidate who will blend seamlessly into your organization is like an average-looking guy on Match.com who’s holding out for Miss America to appear. It’s not going to happen. (And by the way, your organization isn’t perfect, either!)

Instead, consider candidates who have potential to grow into the role. By demanding a 100 percent fit, you might bypass many 80 to 90 percent candidates who could be ideal with the right team and some training. Even worse, if you wait around to find your unicorn, desperation may eventually force you to hire an even less desirable candidate.

4. Lowballing

This practice doesn’t make you look smart. It makes you look cheap. The logic is plain and simple. When you consistently offer low salaries and haggle with new employees over the lowest common denominator, they will resent you, and your employer brand will suffer.

No one needs statistics or industry surveys to understand this point. The miniscule amount of money you may save through killer negotiations will be overridden by the fact that you’ve destroyed priceless goodwill — even before a new hire steps foot in the office.

5. Squeaky wheel gets the grease

This one confounds me. It seems we all like to post articles on Facebook that remind us, “If you have to tell people you’re powerful, you’re really not.” However, all too often, we choose to hire the first candidate who walks through our door singing their own praises.

What could that mean in the future? The braggart, the credit stealer, the one-upper, the complainer — no one wants to work with these personalities, yet many hiring managers and HR pros react positively to this kind of behavior in interviews. Stop. Check yourself. You can do better. Unless you’re hiring for sales positions, consider the unassuming, the humble, the team player who easily shares credit with others.

6. Show me, don’t tell me

Well… sort of. This practice is hard to follow. It’s about showing up in the right place with a compelling value proposition. If you can’t make the job attractive to the right kind of candidates on their preferred channels (blog, job ad, video, in person), you’ll find yourself considering only applicants who are desperate for anything.

While letting candidates opt themselves out of the selection process is a smart way to whittle the pool to a manageable size, don’t forget to emphasize reasons why qualified individuals should want to take on this position at your company.

What hiring practices make sense?

In nearly every facet of business, crowdsourcing, collaboration and best practices are a good thing — until they’re not. Innovation is rare to come by, so it’s a better bet to formulate your own candidate profile by studying successful workers within your organization.

Create a hiring plan with a reasonable timeline. Then build appropriate candidate evaluation criteria and share that information with the rest of the hiring team. This approach will allow you to let go of the nefarious six “worst practices,” and it will create a solid blueprint for managing candidate expectations. Boom! Done.

Do you agree with these recommendations? Share your opinions and ideas in the comments below.

This post originally appeared on TalentCulture.

Raj Sheth is the Co-Founder of Recruiterbox, an online recruitment software and applicant tracking system designed especially for small businesses. Raj is a graduate of Babson College and spent the first three years of his career as a financial analyst with EMC Corporation in Boston. You can find some of his brief rants on the Recruiterbox blog.

TalentCulture is a vibrant open online community, driven by professionals who share a passion for innovation, collaboration and a desire to advance the world of work. Join their #TChat Events every Wednesday from 6:30 – 8:00 p.m. EST, or join the ongoing conversation anytime at #TChat on Twitter.)

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The post Just Say No: 6 Recruiting Practices You Should Avoid appeared first on Brazen Life.

Usually, that’s not a controversial topic, but this particular discussion disturbed many participants. Why? Because we projected the number of jobs a typical Millennial will accumulate over the span of a career in our so-called “new economy.”

Do the Math

Consider these estimates from reputable sources:

• By 2020, 40-50 percent of all income-producing work will be performed by short-term contractors, freelance workers and “supertemps.”
• The length of a career already averages 48 years. By 2020, it will be 50+ years.
• Today, the average time in service for a Millennial at any company is 2.6 years.

Admittedly, I’m not really good at math. But this data is pretty conclusive: At 2.6 years per job and over 50+ years in the workforce, with several temp assignments and contracts, GenY can expect to hold 20 to 25 jobs over the course of a career.

Here’s the problem — or, rather, several problems:

No One Told GenY

Those statistics genuinely scared #InternPro participants, most of whom are Millennials. No one had done the math. Plus, between parents, educators and old-school career experts, there seems to be a halo effect surrounding an old paradigm: lifetime employment.

Many Millennials seem to believe once they graduate and get that first job, their job search is effectively over. They’re unprepared for the fact that it’s really just the beginning of a continuous process. (Click here to Tweet this idea.)

Traditional Higher Education Hasn’t Noticed

Many higher education stalwarts — not exactly known for quickly adapting to changing economies and markets — still feature old-school theory taught by tenured professors who’ve never held a position outside academia. Instead of teaching the skills that will be in demand in the “freelance economy,” we’re still shoving 1970s courses and curriculum down the throats of unsuspecting students.

Higher education must change fundamentally. To remain relevant, academics must start emphasizing transferable, marketable career skills.

We Aren’t Entrepreneurial Enough

Successful supertemps, solopreneurs and freelancers rely on one skill above all else: entrepreneurism. Why? Because going forward, our livelihood depends on our ability to sell our skills, our value proposition and our niche — continuously.

In fact, with the average duration of a job search at about 40 weeks, there will almost never be a time when we’re not selling… us.

Old-School Recruiters Haven’t Adapted

It doesn’t help that recruiters still haven’t caught on. Old-school recruiters, unwilling to accept new workforce trends, discount job seekers whose resumes show they move every two to three years. They still consider this “job-hopping” — and many won’t interview candidates with this tendency, who are labeled “disloyal” and a “long-term risk.”

Here’s the reality: Between economic conditions, GenY’s penchant for moving on when they become restless or feel undervalued and the inevitable entrepreneurial spirit that is becoming pervasive among job seekers, recruiters who stick to this now antiquated “rule” will lose out on high-quality talent. In the meantime, their competitors will thrive.

Fasten Your Career Path Seatbelts

Without a doubt, our new economy is already here. Members of GenY who cling to old standards — through fear and/or influence by parents, higher education and recruiters — will clearly continue to struggle. They will continue to do as trained — and will continue looking for jobs that no longer exist.

However, young professionals who recognize the new workplace for what it is and learn the career skills required to win…

• Strategic planning
• Goal setting
• Sales and digital marketing
• Effective follow-up
• Customer service
• Integrity-based self-promotion

… will not only embrace the new economy; they will surround themselves with success.

What’s your reaction to the “average” career path of the future? How would you suggest Millennials prepare to manage their careers more successfully? Share your thoughts in the comments!

This post originally appeared on TalentCulture.

Mark Babbitt is CEO and Founder of YouTern and COO of Switch & Shift. He is a serial mentor, a keynote speaker and blogger, and is honored to have been named to GenJuice’s list of “Top 100 Most Desirable Mentors,” HR Examiner’s “Top 25 Trendspotters in HR” and CareerBliss’s “Top 10 Gen Y Career Experts.” Mark is currently working on two new books: A World Gone Social: How Business Must Adapt to Survive (AMACOM, June 2014) with Ted Coine, and The Ultimate Guide to Internships (And Making Your College Years Matter Again) (Allworth, September 2014).

TalentCulture is a vibrant open online community, driven by professionals who share a passion for innovation, collaboration and a desire to advance the world of work. Join their #TChat Events every Wednesday from 6:30 – 8:00 p.m. EST, or join the ongoing conversation anytime at #TChat on Twitter.

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The post Brace Yourselves, GenY: 25 Jobs in One Career is the New Norm appeared first on Brazen Life.