How to Find the Right Job-Fit: The Key Lies Inside of Us!

How to Find the Right Job-Fit: The Key Lies Inside of Us!

How to Find the Right Job-Fit: The Key Lies Inside of Us!

Understand your Motivation and Style

How to find your future job? You don’t need a career quiz to find the right answer! Keep it simple, start with yourself! Look into your past or present and try to find and formulate your style, motivations, needs and goals first. What were those college projects or extracurricular activities that really excited you and when you had the feeling that you achieved something or made an impact onto others? In those particular situations how were you able to contribute to a successful outcome: was it through your focus and discipline, or was it through your intellectual or analytical input? How were you able to promote and convince others to join you in your endeavour? Were those people that you were already close to from before or were those people that you hadn’t known (well) before? Those questions might give you already a good clue on how you get things done: are you dominantly a doer who is able to work independently? Are you a thinker who likes to understand the processes first before starting the task? Are you someone who can easily convince others to join and work together on projects and tasks or do you feel more comfortable if you are paired up with a person that you can relate to? If you are still clueless or you want to be sure, Gallup’s StrengthsFinder 2.0 Online Assessment (a professional career quiz) will help you to establish a reliable description of your dominantly used talents that ultimately define your working style and motivation.

Be able to articulate your Values

From here you will also be able to articulate your needs: what work environment can trigger your being at your best? I am not talking about a good salary, benefits and other incentives but more about what you as an individual need from a self-actualized point of view such as the values that you have grown up with and that have helped you to operate within certain moral limits in a productive way.

Knowing and being able to point out your non-negotiable core values will provide you a tool that you can use to align with people around you. Think especially of your relationships with old friends and/or partner. Once you are clear about your principles and values such as honesty, trust, finance, loyalty, family, health etc., you will be able to align it with the organisation that you are looking to spend most of your time with. However, if you cannot find an intersection within those, which is very unlikely, a long term work engagement is probably the next step.

Find Your Meaning

Last but not the least, going through this exercise will bring you closer to a recap of your personal goals. These are much deeper than material goals like owning your own villa, buying a sports car and having your first million on your bank account. Being able to discover and embrace these goals will enable you to define true happiness and meaning in life. Once you come to an understanding that your style, needs and motivation are very much steered by your innate behaviour and your perception of the world, you will then realise that you have a very unique edge on how to contribute to the whole. If you have doubts, just ask your friends about your typical features. They will for sure point out the things that they find very special about you! If you understand your purpose and how valuable you are to the society you live and work in, then you will be able to see how you can be part of something bigger than just thinking of your own immediate needs and wants.

Once you are clear about all of those components style, motivation, needs and goal or in other words your Strengths, Core Values and Meaning, you know how to find your future job and that’s the time when you can pick the list of companies that you are interested in. You can then do your online research, inquire from friends who work there and maybe during the job interview ask the manager about their Corporate Vision, Purpose and Core Values and her working style in order for you to match your “personal shopping list”.

 

by Alexander Wollboldt 09/02/2018

Alex Wollboldt is a Certified Management Accountant (CMA), – Consultant (CMC) and Gallup Strengths Coach and has a decade of corporate professional history as Finance Head and Director in manufacturing and service industries in different locations such as Germany, Japan and the Philippines. He is a founding partner at Wissen Solomon, a business consultancy that provides businesses through consulting and coaching expertise in the area of digitization, marketing, finance, operations and organizational development. Alex also acts as co-director for OSG Global Consultancy taking care of various areas involving private equity investments, financial advisory, M&A mostly in the Philippines and other South East Asian countries.

Alexander Wollboldt

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Getting Started on LinkedIn

Getting Started on LinkedIn

Getting Started on LinkedIn

Getting Started on LinkedIn

LinkedIn is one the the best business platforms available. It is a great place to establish yourself as an expert in your field, to grow your influence, to improve your employee branding, and most importantly, to attract clients or headhunters and recruiters from the top employers in your industry.

If you are simply looking at your LinkedIn account as just another social networking site like Facebook, Twitter and Instagram, then you are most likely missing out on some great opportunities for yourself and/or your business.

Here are my top three tips to help you start getting the most out of your LinkedIn profile.

 

Complete Your LinkedIn Profile

This is all the information you need to complete your LinkedIn Profile:

– Profile photo*, Location and Industry

– Education

– Experience

– Current work position / job title

– Past positions

– Skills

– A few connections

Simple, right?

Well, apparently not.

Yes, you read that right, “half.”

So go ahead and fill-out those simple details and you just got ahead of the game. Of course, don’t stop there. Find time to fill-out the rest of the sections too, like certifications, volunteering experience, projects and a lot more.

* Please use a professional looking profile photo. Sure, some tech geniuses have very informal photos but you are not one of them yet, so let’s keep it safe for now.

 

Fill Summary with the Right Content

The Summary Section is one of the most important sections on your LinkedIn Profile and it must be filled with the right information.

By this, I do not just mean the right details about your experience. It is also not simply writing in an interesting way. By right content, I am really talking about the right keywords. No matter how beautifully written your Summary is, it will not matter if the relevant people cannot find your profile in their searches.

So, yes, be as eloquent as you want to be, but make sure that you also use the keywords that is relevant to your industry.

 

Create Content

Touch screen devices (mobile phones and tablets) has encouraged society to be good at consuming content and information. There’s nothing wrong with this per se. However, a wise man once told me that, if you want to stand out you want to be one of those few sharing your valuable and interesting content.

Now, I am not suggesting that you need to become a blogger to stand out. However, it would be good for you to publish something every couple of weeks.

Yes, I meant to say *something* instead of article because there are different types of content that you can create and share:

  • Your own article. Tough to do if you are not a natural writer but the best as far as building credibility as an expert.
  • Sharing a link to an article. It helps to include your own thoughts and insights from the article.
  • A favourite quote on a relevant topic.
  • Comment on articles shared by others on your network, especially influencers.

Time To Get Started

I hope this helped you get started with your LinkedIn profile and in finding that best company that will be a perfect fit for you.

Stay tuned as I will be sharing more tips in future articles.

 

by Ryan Salvanera 06/02/2018

Ryan Salvanera is the co-founder and chief tech guy of Wissen Solomon, a consulting firm that aims to create abundance through the empowerment and growth of MSMEs. Ryan is also a personal coach at Coach Rye and specializes in coaching high-performing leaders and entrepreneurs.
Ryan Salvanera

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What Distinguishes a High Potential Manager? Statistics Speak!

What Distinguishes a High Potential Manager? Statistics Speak!

What Distinguishes a High Potential Manager? Statistics Speak!

by Alexander Wollboldt 02/02/2018

As a business coach and consultant, organizational leaders ask me often about how to deal with managers, especially those who are fairly young and inexperienced. My regular reply to this is a counter question: “What makes your organization select a particular person for the position of manager in the first place?” We can read a lot about the role of a high performance manager including his or her roles and styles. There are tons of books and articles with pointers out there. But reality shows that most of the managers today get promoted into their roles because of their performance in a previous role as a specialist. Not because someone identified them as suitable managers based on their managerial talents.

 

So what makes you a good manager?  

 

The main tasks of a manager

Typically a manager’s main job evolve around the questions on how to select the right people for a specific task and how to help them perform in it. Supposedly, this would be the right answer of most of us including your career guidance counselor, when being asked about the manager’s function. So if all managers would fulfill their job as pointed out above then there would be a good basis of high performing individuals in all organizations around the globe, right?

Recent studies by Gallup revealed, however, that only 13% of employees worldwide are fully engaged at work. It was further pointed out that this result is highly influenced by the employees’ managers. No need to be much into career counseling for experienced professionals or related areas in order to conclude that seemingly most managers probably don’t make enough efforts or simply don’t know how to create a task specific fit for their team members and help them to perform and reach their goals effectively. With this, the statement that employees leave their jobs not because of the organization but because of their managers gets a much deeper perspective that it is worth looking into.

The managerial talents

When Gallup discovered the relevance of the manager’s role towards having high scores in employee engagement, they looked into behavioral patterns that seem to be highly influential to find an answer to the question what makes you a good manager. They came up with the definition of five attributes of a high performance manager that they named as “managerial talents”. Whereas their research showed that less than 20% had an overall permanent successful track record of managerial talents resulting in high performance team results, another two out of ten managers at least were identified to possess basics of the skill set that could be developed into a high performance level through coaching and training.

Let’s look into what attributes or managerial talents Gallup identified:

 

#1 – Relationship Building

In order to be able to coach any individual effectively, the manager needs to be able to build relationships among his or her team and other stakeholders. Once a relationship is established based on trust, the door will be open for exploring deeper the aspirations and goals of the individual team members to be managed.

 

#2 – Motivation

Once goals and objectives are clearly communicated and committed by the team, the manager’s task is not only to remove obstacles but also to keep each single team member moving forward. Gather all the team to eat pizza or award the best employee in an organized event, might not always meet the individual preferences or needs when it comes to getting praises by the bosses. Each one of us appreciates a very much customized form of recognition, be it a one-on-one coffee meeting with the manager or a staged awarding in front of the organization. The best way to gauge if someone is considered to be a motivational manager is to ask his or her team members.

 

#3 – Assertiveness

Managers can appear to their team as “all over the place” especially in times of big unexpected changes. Managers with high assertiveness don’t get easily rattled by changes. Their deep understanding of what needs to be done to contribute to the organization is not only obvious to the team that surrounds him/ her but it shows in the whole team’s agility an ability to transform when facing new challenges.

 

#4 – Decision Making

Decisions in a corporate set up need to be relatable to the relevance, in terms of organizational goal and productivity. At the same time the executing team needs to understand how they can contribute to the governing rules of the game. If the manager does decisions that are not aligned with those organizational goals and/or at the same time does not understand how to maximize the potential of his or her outs co-workers, it will be unlikely that those decision will lead to sustainable growth, innovation and profits.

 

#5 – Accountability

Is the manager at any time able to step up and presume accountability for any of his or her projects? Can he or she say the same with the same confidence about his/her team members assigned to their respective task? What makes you a good manager who is able to build the confidence and understanding that even though there is no direct control within certain tasks his/ her co-workers perform in the interest of both the whole team and the organization?

If you as a manager were able to make a check mark behind each one of those five managerial talents and if you are able to say “yes that’s me!”, then chances are high that you understand and execute the job of a manager in a way that it contributes significantly to a high employee engagement level in your organisation, leading to high productivity, profit and growth.

Alex Wollboldt is a Certified Management Accountant (CMA), – Consultant (CMC) and Gallup Strengths Coach and has a decade of corporate professional history as Finance Head and Director in manufacturing and service industries in different locations such as Germany, Japan and the Philippines. He is a founding partner at Wissen Solomon, a business consultancy that provides businesses through consulting and coaching expertise in the area of digitization, marketing, finance, operations and organizational development. Alex also acts as co-director for OSG Global Consultancy taking care of various areas involving private equity investments, financial advisory, M&A mostly in the Philippines and other South East Asian countries.

Alexander Wollboldt

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