Podcasts about your parachute

“You don't know you need it till you need it,” says today's guest, Chris Hare.Chris is the host of The Storied Future Podcast and founder of The Storied Future, where he helps midmarket and enterprise CEOs create narratives that unlock a future where they can be celebrated.In this deeply personal conversation with Daniel and Peter, Chris unpacks the process he uses to guide leaders through unearthing their own stories and crafting narratives that help them “make a dent in the universe.” Often, Chris says, leaders arrive at a moment that changes everything–one that requires a new personal narrative.Chris shares wisdom and insight gleaned from both business and personal experiences and offers guidance for leaders who need to rewrite their narratives.Tune in to learn:The relationship between leadership and storytellingThree steps to uncovering your storiesThe difference between story and narrativeQuestions, comments, or topic ideas? Drop us an e-mail at podcast@stewartleadership.com.In this episode:1:20 – Introduction: Chris Hare2:22 – Topic: Midlife Leaders Rewriting Their Own Story8:01 – Digging Deep: Identifying Stories You Haven't Shared12:30 – Becoming a Better Personal Storyteller20:19 – Confronting Obstacles to Transformation Through Story25:45 – Translating Storytelling Into Goals30:15 – Internal vs. External Stories35:12 – Lightning RoundResources:The Storied Future WebsiteThe Storied Future PodcastMaslow's Hierarchy of NeedsWhat Color is Your Parachute?, by Richard N. BollesStewart Leadership Insights and Resources:Storytelling: The One Powerful Leadership Tool You Probably Aren't Using EnoughThe Power of Metaphor in LeadershipWe Are What We Think: 4 Steps to Change Our Personal Stories5 Stories that Motivate ChangeSix Factors for Great In-the-Moment Coaching6 Tips to Help Build Support for Your Next Change EffortHow to Overcome the 6 Most Common Obstacles to ChangeIf you liked this episode, please share it with a friend or colleague, or, better yet, leave a review to help other listeners find our show, and remember to subscribe so you never miss an episode. For more great content or to learn about how Stewart Leadership can help you grow your ability to lead effectively, please visit stewartleadership.com and follow us on LinkedIn, Instagram, and YouTube.

*Patreon-only Bonus Episode Teaser* Kristen and Jolenta live by What Color is Your Parachute? Your Guide to a Lifetime of Meaningful Work and Career Success, 2022 updated version by Richard N. Bolles with Katharine Brooks. To hear the entire episode and get lots of other great bonus content, including a live monthly book club with Kristen and Jolenta, join patreon.com/listentobythebook  Learn more about your ad choices. Visit podcastchoices.com/adchoices

Shell Mendleson, an experienced ADHD career coach, brings over 35 years of expertisein career coaching and counseling to the table. With a master's degree in vocational rehabilitation counseling and training under the renowned author Reid Miles, Shell has guided and impacted the lives of over 1500 clients. Her passion lies in helping individuals navigate career transitions, aligning their skills with personal aspirations and work environment preferences. Through her interactive and instructional masterclass, she empowers individuals to gain clarity on their career direction and take confident steps towards their goals. Shell's profound understanding of the challenges faced by individuals with ADHD in the workplace makes her an invaluable resource for those seeking effective career guidance and job search strategies.Reid reconnected with Shell Mendelson, an experienced ADHD career coach, during this episode. Shel's journey began with a master's degree in vocational rehabilitation counseling and guidance from Richard Bowles, the author of "What Color is Your Parachute?" She has positively impacted around 200 clients through her "Your Next Career Move Masterclass," which combines instruction, interaction, coaching, and support. Shel emphasized the importance of honing in on one's career direction, aligning personal values with job choices, and seeking the necessary training for specific roles. Her insights revealed the significance of clarity, confidence, and assertiveness in the job search process, highlighting the need to become a "job developer" rather than a "job beggar." Shel's engaging narrative and practical advice resonated with Reid and the audience, providing valuable strategies for navigating the challenges of job searching with ADHD.,In this episode, Reid engaged with Shel Mendelson, a seasoned ADHD career coach, whose career counseling background and training under "What Color is Your Parachute?" author, Richard Bowles, has shaped her expertise. Shel's extensive experience, spanning over 35 years and impacting around 200 clients through her "Your Next Career Move Masterclass," underscores her commitment to empowering individuals in their job search journey. Her emphasis on aligning personal values with career choices, seeking specialized training, and fostering clarity and confidence resonated with Reid and the audience, offering valuable insights into navigating job searching with ADHD. Shel's unique approach, advocating for individuals to become "job developers" rather than "job beggars," struck a chord with listeners, providing practical strategies for success in the competitive job market.To purchase Shell Mendleson's book A Course for ADHD Adults and Teens: Unlock Your Career Path, visit Amazon.com and search for the book by the title or the author's name.To order the book directly from the author's website, visit the course book section and place an order there.Keep an eye out for the book on other platforms such as LayFlat Books, where it will be available in the future.For more information about Shell Mendleson and her work, visit her website to explore additional resources, services, and updates.Consider engaging with the content in the book to gain clarity on your career path and take actionable steps towards a fulfilling professional journey.www.passiontocareer.com

Martijntje Smits in gesprek met jurist, mediator en auteur Inge Marit Wielinga-Pols over haar boek 'Ruzie maken, een hele kunst' -- Steun De Nieuwe Wereld en doe mee aan onze eindejaarsactie: http://gofundme.com/dnw2024. Liever direct overmaken? Maak dan uw gift over naar NL61 RABO 0357 5828 61 t.n.v. Stichting De Nieuwe Wereld. Patroon worden kan op http://www.petjeaf.com/denieuwewereld. -- Bronnen en links bij deze uitzending: - Koop het boek van Inge Marit Wielinga -Pols 'Ruzie maken, een hele kunst' hier: https://www.ruziemakeneenhelekunst.nl/het-boek - Lees hier het artikel van Inge Marit Wielinga-Pols 'Gebruik je verstand voor vrede' in the Optimist: https://theoptimist.nl/gebruik-je-verstand-voor-vrede/ - Koop het boek 'What Color is Your Parachute' hier https://parachutebook.com/ - Lees hier over de escalatieladder van Friedrich Glasl: https://en.wikipedia.org/wiki/Friedrich_Glasl%27s_model_of_conflict_escalation - Lees hier het artikel van Jessica Stern & Bessel van der Kolk 'The Israeli-Palestinian Conflict and the Psychology of Trauma: How Insights From Therapeutic Practice Can Help Build Peace': https://www.foreignaffairs.com/israel/psychology-israeli-palestinian-conflict-trauma-bessel-van-der-kolk - Lees het rapport van Tim Sweijs en Mattia Bertolini 'How Wars End' hier: https://hcss.nl/report/how-wars-end-russia-ukraine/ - Lees hier meer over Frans de Waal: https://nl.wikipedia.org/wiki/Frans_de_Waal - Voor meer informatie over het Platform Vrouwen & Duurzame Vrede: https://vrouwenenduurzamevrede.nl/ - Koop hier het boek 'Bertha von Suttner' van Greta Noordenbos: https://eburon.nl/product/bertha-von-suttner/ - Lees hier over Resolutie 1325 van de VN Veiligheidsraad: 'https://nl.wikipedia.org/wiki/Resolutie_1325_Veiligheidsraad_Verenigde_Naties' -- 0:00 introductie 1:04 Advocaat als wraakmiddel 3:00 Kindercoach 3:33 Het boek 06:50 De escalatieladder van Friedrich Glasl 10:10 Hoe maak je goed ruzie? 14:18 Werkt ruzie vermijden juist escalerend? 17:12 Is escalatie passief of actief? 20:02 Vreedzame scholen en hun rol tijdens Corona 21:21 En wat als iemand niet wil opdagen? 26:23 Het Israel-Palestinaconflict 34:00 Hoe eindigen oorlogen? 36:44 Frans de Waal 39:15 Het Rusland-Oekraineconflict 43:10 Vrouwen als vredestichters 54:23 Afronding -- De Nieuwe Wereld TV is een platform dat mensen uit verschillende disciplines bij elkaar brengt om na te denken over grote veranderingen die op komst zijn door een combinatie van snelle technologische ontwikkelingen en globalisering. Het is een initiatief van filosoof Ad Verbrugge in samenwerking met anchors Jelle van Baardewijk en Marlies Dekkers. De Nieuwe Wereld TV wordt gemaakt in samenwerking met de Filosofische School Nederland. Onze website: https://denieuwewereld.tv/ DNW heeft ook een Substack. Meld je hier aan: https://denieuwewereld.substack.com/

Derek's guest this week is Whitney Johnson: Innovation and disruption theorist, keynote speaker, best-selling author, executive and performance coach.Whitney shares her unique journey and key concepts about how to motivate your employees from her book "Build an A Team: Play to Their Strengths and Lead Them Up the Learning Curve".Whitney Johnson was named one of the world's fifty most influential management thinkers by Thinkers50 in 2017.She is the author of the bestselling Build an A Team (Harvard Business Press, 2018), a Financial Times and CEO Read, Book of the Month, and the critically-acclaimed Disrupt Yourself: Putting the Power of Disruptive Innovation to Work (2015). Publisher's Weekly described it as "savvy...often counter-intuitive...superb" while the Boston Globe called it the "'What Color is Your Parachute?' career guide for the entrepreneurial age."Through writing, speaking, consulting and coaching, Whitney works with leaders to retain their top talent, to build an A team, and to help them earn the gold star–be a boss people love.She formerly was the co-founder of the Disruptive Innovation Fund with Harvard's Clayton Christensen, where they invested in and led the $8 million seed round for Korea's Coupang, currently valued at $5+ billion. She was involved in fund formation, capital raising, and the development of the fund's strategy. During her tenure, the CAGR of the Fund was 11.98% v. 1.22% for the S&P 500.She is also formerly an award-winning Wall Street analyst. She was an Institutional Investor-ranked equity research analyst for eight consecutive years, and was rated by Starmine as a superior stock-picker. As an equity analyst, stocks under coverage included America Movil (NYSE: AMX), Televisa (NYSE: TV) and Telmex (NYSE: TMX), which accounted for roughly 40% of Mexico's market capitalization.Whitney is a frequent contributor for the Harvard Business Review, she has over 1.5 million followers on Linkedin, was named one of LinkedIn's Top Voices in the Influencer category for 2018, and her LinkedIn course The Fundamentals of Entrepreneurship has 1 million+ views.She is a member of the original cohort of Marshall Goldsmith's #100 coaches.Learn more at https://whitneyjohnson.com/

Support the show via my Patreon https://www.patreon.com/AspergersStudioShell Mendleson, an experienced ADHD career coach, brings over 35 years of expertise in career coaching and counseling to the table. With a master's degree in vocational rehabilitation counseling and training under the renowned author Reid Miles, Shell has guided and impacted the lives of over 1500 clients. Her passion lies in helping individuals navigate career transitions, aligning their skills with personal aspirations and work environment preferences. Through her interactive and instructional masterclass, she empowers individuals to gain clarity on their career direction and take confident steps towards their goals. Shell's profound understanding of the challenges faced by individuals with ADHD in the workplace makes her an invaluable resource for those seeking effective career guidance and job search strategies.Reid reconnected with Shell Mendelson, an experienced ADHD career coach, during this episode. Shel's journey began with a master's degree in vocational rehabilitation counseling and guidance from Richard Bowles, the author of "What Color is Your Parachute?" She has positively impacted around 200 clients through her "Your Next Career Move Masterclass," which combines instruction, interaction, coaching, and support. Shel emphasized the importance of honing in on one's career direction, aligning personal values with job choices, and seeking the necessary training for specific roles. Her insights revealed the significance of clarity, confidence, and assertiveness in the job search process, highlighting the need to become a "job developer" rather than a "job beggar." Shel's engaging narrative and practical advice resonated with Reid and the audience, providing valuable strategies for navigating the challenges of job searching with ADHD.,In this episode, Reid engaged with Shel Mendelson, a seasoned ADHD career coach, whose career counseling background and training under "What Color is Your Parachute?" author, Richard Bowles, has shaped her expertise. Shel's extensive experience, spanning over 35 years and impacting around 200 clients through her "Your Next Career Move Masterclass," underscores her commitment to empowering individuals in their job search journey. Her emphasis on aligning personal values with career choices, seeking specialized training, and fostering clarity and confidence resonated with Reid and the audience, offering valuable insights into navigating job searching with ADHD. Shel's unique approach, advocating for individuals to become "job developers" rather than "job beggars," struck a chord with listeners, providing practical strategies for success in the competitive job market.To purchase Shell Mendleson's book A Course for ADHD Adults and Teens: Unlock Your Career Path, visit Amazon.com and search for the book by the title or the author's name.To order the book directly from the author's website, visit the course book section and place an order there.Keep an eye out for the book on other platforms such as LayFlat Books, where it will be available in the future.For more information about Shell Mendleson and her work, visit her website to explore additional resources, services, and updates.Consider engaging with the content in the book to gain clarity on your career path and take actionable steps towards a fulfilling professional journey.Contact Me:https://www.youtube.com/@AspergersStudiohttps://www.Instagram.com/InsidetheAspergersStudiohttps://www.twitter.com/AspergersStudiohttps://www.linkedin.com/in/reidmiles/https://aspergersstudio.com/https://www.facebook.com/InsideTheAspergersStudioHosted by Ausha. See ausha.co/privacy-policy for more information.

Support the show via my Patreon https://www.patreon.com/AspergersStudioShell Mendleson, an experienced ADHD career coach, brings over 35 years of expertise in career coaching and counseling to the table. With a master's degree in vocational rehabilitation counseling and training under the renowned author Reid Miles, Shell has guided and impacted the lives of over 1500 clients. Her passion lies in helping individuals navigate career transitions, aligning their skills with personal aspirations and work environment preferences. Through her interactive and instructional masterclass, she empowers individuals to gain clarity on their career direction and take confident steps towards their goals. Shell's profound understanding of the challenges faced by individuals with ADHD in the workplace makes her an invaluable resource for those seeking effective career guidance and job search strategies.Reid reconnected with Shell Mendelson, an experienced ADHD career coach, during this episode. Shel's journey began with a master's degree in vocational rehabilitation counseling and guidance from Richard Bowles, the author of "What Color is Your Parachute?" She has positively impacted around 200 clients through her "Your Next Career Move Masterclass," which combines instruction, interaction, coaching, and support. Shel emphasized the importance of honing in on one's career direction, aligning personal values with job choices, and seeking the necessary training for specific roles. Her insights revealed the significance of clarity, confidence, and assertiveness in the job search process, highlighting the need to become a "job developer" rather than a "job beggar." Shel's engaging narrative and practical advice resonated with Reid and the audience, providing valuable strategies for navigating the challenges of job searching with ADHD.,In this episode, Reid engaged with Shel Mendelson, a seasoned ADHD career coach, whose career counseling background and training under "What Color is Your Parachute?" author, Richard Bowles, has shaped her expertise. Shel's extensive experience, spanning over 35 years and impacting around 200 clients through her "Your Next Career Move Masterclass," underscores her commitment to empowering individuals in their job search journey. Her emphasis on aligning personal values with career choices, seeking specialized training, and fostering clarity and confidence resonated with Reid and the audience, offering valuable insights into navigating job searching with ADHD. Shel's unique approach, advocating for individuals to become "job developers" rather than "job beggars," struck a chord with listeners, providing practical strategies for success in the competitive job market.To purchase Shell Mendleson's book A Course for ADHD Adults and Teens: Unlock Your Career Path, visit Amazon.com and search for the book by the title or the author's name.To order the book directly from the author's website, visit the course book section and place an order there.Keep an eye out for the book on other platforms such as LayFlat Books, where it will be available in the future.For more information about Shell Mendleson and her work, visit her website to explore additional resources, services, and updates.Consider engaging with the content in the book to gain clarity on your career path and take actionable steps towards a fulfilling professional journey.Contact Me:https://www.youtube.com/@AspergersStudiohttps://www.Instagram.com/InsidetheAspergersStudiohttps://www.twitter.com/AspergersStudiohttps://www.linkedin.com/in/reidmiles/https://aspergersstudio.com/https://www.facebook.com/InsideTheAspergersStudioHosted by Ausha. See ausha.co/privacy-policy for more information.

[00:00:00] Bob Lonac: And the authenticity part — I believe everybody wants to run into people that have that freedom.  When you don't have anything to hide — I think that's what authenticity is. It's you are you. And being you, when you start discovering it and relaxing, it is a lot easier than always thinking, what do you think? +++++++++++++ [00:00:29] Tommy Thomas: My guest today is Bob Lonac. For people that have been regular listeners, you will remember Bob was the guest on our first episode, and I was so grateful that Bob would agree to be a guest on a podcast that never had occurred yet. And so, thank you, Bob. We're 126 episodes in now, so we've got more listeners and I trust I've gotten a little bit better in my interviewing skills.  Bob had a successful career. 30+ years with Young Life. And then he was on the ground level with the International Justice Mission and finished his career with Crista Ministries in the greater Seattle area. [00:01:09] Tommy Thomas: So, Bob, welcome again to Next Gen Nonprofit Leadership. [00:01:13] Bob Lonac: Great to be here, Tommy. So, what you're doing, man. Thanks for all you've done for me. [00:01:19] Tommy Thomas: I read your newsletter this week. Maybe go back and just refresh our listeners. You retired from Crista, and you started consulting and this newsletter is a way for you to share what you're thinking about. [00:01:36] Bob Lonac: Yeah, newsletters may be an old word right now in today's world, but I always read newsletters on different things, finance whatever. And I thought, I am the kind of guy that's always thinking about stuff. And I think one of the things I do that over time people have told me is like put ideas into a way to communicate and help people grow, including myself. Because I'm always thinking about how can I be better and what can I do? So, I just threw out the idea of hey, you want to sign up? So, if you do want to sign up for what I do have, I've got several hundred subscribers. It's free. So you just go to boblonac.com and you can sign up there. [00:02:20] Tommy Thomas: I read the one this week and it had to do with giftedness and stewardship of your gifts, giftedness and honoring God with the way he created us and somehow that just that resonated with me, so I immediately got on the phone and called Bob and I said, let's do a podcast.  Let's discuss this. Bob, I remember back from our first conversation. You know, you mentioned, probably midway in your career with Young Life, or maybe late there, that you read the book, What Color is Your Parachute? by Dick Bowles. And was that your first introduction into giftedness or that kind of things? [00:02:55] Bob Lonac:  Probably, I think in most ministries and a lot of businesses there are like tests you take. Who is this person? And what should you really do? And the parachute one was one of the first that I did read. And a guy gave it to me that was helping me through a transition. [00:03:18] Bob Lonac: And I just got interested in that good question. Who am I? And it's really, I think a central question to those of us who want to be followers of Christ and, Jesus said, I've come, you might have life more abundantly and what does that mean? What is abundance? Does that mean getting rich?  I don't think so, but what is it and how do you understand it and how can you have more of it? [00:03:49] Tommy Thomas: Years ago, probably 10-12 years ago now, Max Lucado, the pastor down in San Antonio was going through a, maybe struggle. That's probably not too strong of a word on figuring out what his best giftedness was. He was trying to be a pastor of a mega church, but his passion was really writing and speaking. And so, he came to our organization, and we took him through the assessment SIMAÓ and he reorganized his whole church staff. He got an Executive Pastor to run the thing and freed him up to do what he does best, and that's to speak and to write. So, I think there is an element of stewardship there, of honoring God. [00:04:30] Bob Lonac: No doubt about it. My mentor in life, theologically, was Earl Palmer, who used to speak a lot of Young Life things. Great speaker, one of the best, and just a wonderful person. And he took me through a class on the Book of Romans with a small group. And he said this is the central understanding of the Christian faith is, what's the gospel, chapter 1 through 8, what happened to Israel, 9 through 11. And then starting with chapter 12, therefore, present your bodies as a living sacrifice to God. [00:05:05] Bob Lonac: And in chapter 12, the Apostle Paul talks about what are you supposed to do? Who are you supposed to be? And he says, the first three verses, are present your body as a living sacrifice. But the third one says, don't think more highly of yourself than you ought to. And don't think less of yourself than you ought to. Socrates started the whole thing way back in 400 BC, right? Know Thyself. And a lot of times people ask me, I'll say something on a subject or something that I'm talking about, and they say, how'd you know that? What'd you do? How'd you do that? I'd go, I don't know. I just did it. It just came out of me. [00:05:52] Bob Lonac: I think that's what happens when you're operating on your gifts and who you are. It's not hard. [00:05:59] Tommy Thomas: From your experience, and you've supervised countless people, what keeps people from going there? [00:06:06] Bob Lonac: It's exactly the same thing in chapter 12. The beginning of chapter 12 is “don't let the world squeeze you into its own mold, but let Christ renew you from within”. And boy, in today's world, it's so full of insecurities from people looking around and wanting to be. I don't even understand all the words out there. I got ghosted. I got whatever. And how can I be, how can I be popular and all that kind of stuff. And if you're not in your sweet spot being you. And I do think the Bible talks about this a lot then you're trying to fake it. [00:06:53] Tommy Thomas: You probably know Ross Hoskins with One Hope. Ross says surround yourself with people who know you better than you know yourself, and they will tell you the truth out of love. That's how we grow. Sounds like you've got a little bit of that going on in your mindset here. [00:07:10] Bob Lonac: I think I got a lot of that going on. I have been blessed with unbelievable jobs that I, God brought me here, but whatever. And people ask me how did that happen? As a COO at International Justice Mission, I was the president, CEO of Crista, a big organization. How'd you do it? I think the one thing I'm good at is choosing other people who know stuff more than I do. [00:07:36] Bob Lonac: So, leadership is not about, look at me, how good I am, I can do this, let me help you do it. Leadership is about making other people successful. And that's the biblical idea. Oh, think about Jesus in the long haul too. Like, why did he die for us? Make us like the kind of people we were created to be. +++++++++++++++++ [00:08:02] Tommy Thomas: At what point at Young Life, did you get comfortable in your leadership skin? Did you acknowledge that this is how God put me together? This is what he wants me to do. And that's who I'm going to be. [00:08:16] Bob Lonac: I want to say that I'm still in that process.  I don't think we get to this deal where oh, okay. Now I got it. I do understand a lot more about myself. And I do want to very much be who God wants me to be and do what God wants me to do, but it's a lifelong process. We all are broken people. We all live in a world of sin, and it's a lifelong process that is chiseled away. I think the scripture says God is chiseling on me all the time to become the person he wants me to be. [00:08:58] Tommy Thomas: Here's a couple of quotes about authenticity. I'd like your response. There's great power in authenticity. Arthur Wiles said, Be yourself. Everyone else is already taken. As St. Catherine of Siena put it, Be who God meant you to be and you'll set the world on fire. [00:09:17] Bob Lonac: In that newsletter, I said that Irenaeus in the year 300 said “the glory of God is man fully alive”. And, when you're being you and you are in connection with God, Christ, that doesn't mean things will go great. I'm facing some incredible personal challenges in my life right now. [00:09:39] Bob Lonac: I didn't get older and get better and everything got more wonderful all the time. It's up and down all the time. If it's not happening to you, the chiseling, it'll happen to you tomorrow. So, it's not easy. And the authenticity part is what everybody, I believe everybody wants to run into people that have that freedom. When you don't have anything to hide, I think that's what authenticity is. It's you are you. And being you actually, when you start discovering it and relaxing, it is a lot easier than always thinking, what do you think? Here's a classic one. One of my grandsons, he's in the eighth grade, he's out helping me work in the yard. And he comes over to me and grandma, I have a great relationship with my kids and great kids. He says, grandpa, I have a question for you. What is it? Hey, I can hardly wait till I get old like you. Okay. This guy can hardly wait till I get old. I said, why? He said, then I can say no to people. [00:10:59] Bob Lonac: And I go, oh, why do you think you can say no to people, grandpa. Yeah, I tried to do it nicely. Yeah, you shouldn't, but you should be able to say no to people too. Oh, I don't know. I got this opportunity to do this. I got this opportunity. These people want me to do this. You gotta be with this crowd. And he's really an intelligent kid doing great at school, but he's like the world around him is trying to make him into something that he doesn't want to be. And that's, that was such an interesting little real-life story about that. [00:11:38] Tommy Thomas: In your newsletter you cited four ways to help people discover and affirm their identity.  And I'm sure you probably use this in your consulting, and you probably used it when you had a staff, but can you go into that a little bit and let's unpack those a little bit. [00:11:55] Bob Lonac: You want to take them one by one for me? [00:11:58] Tommy Thomas: You started with affirming your identity. [00:12:01] Bob Lonac: Yeah, that's you know, and there's a lot of ways to do that. You have the Enneagram; you have all kinds of tests and other things which are really helpful. I think really helpful. And I've done a lot of those things. So, I think our identity has a lot to do with what kind of person you are, but your identity also must center on who you are in Christ. What does Christ say about you and that freedom that comes from unconditional love in your relationship with him is. [00:12:41] Tommy Thomas: Your second point, you said what lights your fire? The power of story. [00:12:46] Bob Lonac: Yeah. What lights my fire is getting into relationships and talking to people one on one. I was picking my wife up from getting her hair styled.  Two hours, right? So I talked to her hairstylist. Start talking to her who's starting a new hairstyle business where she's going to be the owner and I don't know, she's an easy person to talk to and I thought she's gonna say goodbye, I got another deal. We talked for about a half hour sitting there, the two of us and my wife and I walked away from that, and it was totally fun. I was talking to her about stuff. I knew in my consulting business thing. Oh, yeah. Oh, gee, never thought about that. Thank you. And they asked me questions and I thought that's me. [00:13:39] Bob Lonac: That's what I love to do. And in fact, that's where my whole life has gone right now. I do one on one conversations with people, and I don't mean that all in my consulting deal. That's really important. I love doing that, but my neighbors, my people I run into, it's just who I am and what I do. And when I do that, it's totally fun. [00:14:10] Tommy Thomas: When you know what lights your fire and you do it more often than not, I think that's part of this element of stewardship of who God puts you together to be. [00:14:19] Bob Lonac: Absolutely. Yeah. [00:14:21] Bob Lonac: I don't think I don't buy that he gave you the deal of, hey, I'm going to send you to be a missionary and it's going to be miserable, but you're serving me. [00:14:33] Tommy Thomas: Your third point was exploring your strengths. [00:14:37] Bob Lonac: Yeah, I had one as a leader. I had one very simple thing, do what you do well and find other people that do what you don't.  It's so hard to shore up my weaknesses. And I think that's my experience with other people and it's miserable to try to do it, at least for me, whereas you're working to your strengths. That's the game. [00:14:57] Tommy Thomas: Yeah. Your fourth point, find people who really know you and love you and invite them into the process. [00:15:07] Bob Lonac: Speak the truth in love. I think this is, especially if you're a leader, I have a little small group of business owners who are Christians. It's really hard to get people, especially if you're the CEO or you own a small business, to tell you the truth. And it's hard to get anybody to tell you the truth or even tell you what they think, which may not be the truth. [00:15:35] Bob Lonac: But here's another point, Tommy, that I could talk all day about. I don't think mature Christians should be defensive about anything. Defensiveness is not a spiritual virtue because if you find your self-worth in your relationship with Christ and in whom he made you. You're going to be a hard guy to offend. [00:16:05] Tommy Thomas: What can you think back to when you got comfortable with that? When you realize that, yeah, I don't have to fight back. [00:16:14] Bob Lonac: Yeah, I think it's been a lifelong process. It still is. And one of my, I don't know if it's a gift or some things are like this. I don't know if they're a gift or a pain because I like to talk. And so, for me, like shutting up is a, what I'd say is a self-control virtue. Christ talks about, you don't have to say that, Bob, you're right. You know what you're saying, but you don't have to say that, shut up. [00:16:46] Bob Lonac: Now right there is a battle that I'll probably take to the grave, I think it's always an interchange, but it's centered and matured in, I know it is God's work in us. It's not performing. It's hard to do it under your own strength. So, to me, it's relinquishing everything to Jesus.  Nevertheless, Lord, not my will be done, but Yours. [00:17:12] Tommy Thomas: And your last point in that section of the newsletter was to keep discovering who you are in Jesus and be you. [00:17:21] Bob Lonac: There's a point when, and I think it could be fairly early life when you think you discover what your talents are and what your spiritual gifts are. And I think those are two different things. Natural talents, I can't run fast. I was a fast catcher in baseball. I was stuck with that. I didn't have much to do. So, whatever your natural gifts are, you got them and the spiritual ones you learn and grow as you explain, find them and then learning how to connect those two ideas with the Word of God. And this is easier, I retired four years ago, so now my consulting business, I get to control how much I work. [00:18:03] Bob Lonac: And I'm just fascinated by the Bible. I've been teaching the Bible all my life, but I'm more fascinated than ever at what, what happens here, and what, did that really say that? And what does that mean? So that is, I would say my wonder and joy experience is, and then that's sometimes what I talk to other people. And a lot of times leadership is asking questions. People think leadership has to do with giving answers and questions, going, I, that's what I do. A little small group thing. I'd say, hey, I read this the other day. You guys, what do you think of this? What do you think that means? We talked about that idea of the abundant life two weeks ago in our group.  What does that mean to you? Man, that thing, that's all I asked. The rest of them went at it forever. +++++++++++++ [00:18:53] Tommy Thomas: Interesting that I guess the private sector and maybe the secular organizations they've picked up on the strengths thing. I was reading an article in the Harvard Business Review. It says a lot of professional development programs focus on the negative, what you're doing badly and need to improve. But if you focus on the strength it provides a powerful way to grow. And then, the people at Case Western David Cooperrider and his Appreciative Inquiry expounds on what's working well and what's the potential there. [00:19:26] Tommy Thomas: I guess that's not to say you don't work on improving things, but you probably make a lot more headway if you start with what's going right. [00:19:34] Bob Lonac: Yeah, I certainly believe that, but I also think that people think there's a big difference between a nonprofit or a Christian organization and a for profit organization. And I don't think there's one bit of difference. I think leadership is leadership. Leadership is explained in the Bible. The Bible is the truth of God. And when you try to figure it out yourself, you're probably going to go down a rat hole once in a while and try to simply understand what God's Word is and become that and count on the Lord's involvement in your life and spend your time thinking about those kinds of things. [00:20:24] Bob Lonac: What are you learning? Are you curious about your own relationship with God? I take guys on retreats once in a while, and the one of the questions we send them out is hey, how do you hear God? How do you hear God's word? How do you hear God's voice? I've had numerous people say, I've never heard God's voice. And I'm going, I'm not sure I've ever heard God's voice that if you talk out loud to me, no, I think there's a lot of ways to analyze how you can hear and listen to God and learn how to do that. And I'm talking to another grandson about the same thing. He thinks he wants to go into being a missionary overseas. [00:21:10] Bob Lonac: He's only a junior in high school. And I'm like let's talk about that. What do you want to do? You got to listen to God. And how does that happen? And watch for open doors, walk through the open doors, do this, do that. So it's again, this whole thing, I think Christians have wanted to put everything into a nice neat package and tell you what you shouldn't do. You shouldn't smoke, shouldn't drink, shouldn't do this. That was my era. And then here's what you should do. Here's this and here's what you don't do.. It's never been like that. Every time I tried that kind of approach it didn't work. Especially if I faced my own feelings and thoughts and I love this idea that we can't run away from sins. We must run towards something better. We have to be captured by something we really want. Somebody told me recently, you are going to get what you want. Everybody gets what they want. Now you've got to start thinking about that one, right? The question is, what do you really want? And if you look at the average American out there, what they really want is a good job, great kid. [00:22:40] Bob Lonac: You could put a lot of nice things, put a lot of bad things, but the idea of a living, vital relationship with Christ. is not what they really want. They would like it, but the things you really want, you try and make happen. [00:23:02] Tommy Thomas: Let me ask you a closing question. You've got a lot of time to think now that you're retired. And as you say, you control your work schedule. What do you understand about yourself or life now that you probably didn't understand when you walked out of Crista? [00:23:20] Bob Lonac: Oh gosh, that's a good question. There's no doubt about it. Like a lot of people, I've been blessed with good health. I'm a high energy person. I like doing stuff. And the doing stuff is how I got my jobs, right? And I liked doing it. Nobody had to tell me to go to work. I liked going to work. I had a great job. I thought, and I never ended for enthusiasm for the day. Be still and know that I am God. So, I am now learning another great calling in life. And it's, and see, I don't think that it's a part of a natural progression. Maybe, I don't know. For me, it's cultivating an interior sense of peace in the ability to love others unconditionally. [00:24:25] Bob Lonac: Love others unconditionally. I was talking to a Catholic buddy. He works in my yard. And I love talking to the guys that work in my yard. And I said, oh man, the drivers around here were crazy. I almost got in an accident. They're crazy. And he said to me, Bob, you know what the priest told me? No matter what happens to you, you say, God bless them, help me. I'm like, holy mackerel. See, that's the kind of person I want to be. I want to be that kind of person. And the only way I become that person is in my own knowledge because I'm in a personal position right now of having to live most all my day in a completely loving, serving, caring relationship with my family and I don't get much time for me now. Where do I get the energy for that? It's easy to be the CEO. Everybody goes oh, Mr. Lonac - Oh, you're the president of blah blah blah blah blah. If you feed off that stuff, you're in trouble. I get to love people and I get to try and learn and experience not looking for anything from it. The founder of Fuller Seminary came to share with me, not the founder, but what the teacher shared with me a Buddhist saying, Nishkama Karma, okay? And God's truth is everywhere, right? Here's the saying, do your duty to God without regard to the fruit of your labor. You don't do things for God for what you can get out of it.  How else can you explain the life of Jesus? Everybody says, take care of yourself. And Jesus said, let this cup pass for me, but nevertheless, Lord, not my will be done. Your will be done. That is what's passionate in your heart is for God's will to be done through you. No matter what, that's how we have martyrs. [00:27:09] Tommy Thomas: That's how we have people that really make a difference for the world for Christ. I hope you enjoyed this conversation with Bob Lonac.  Bob is someone that I never tire of talking with. Every time I read his writing or talk with him. I come away with a nugget that I can use in life. In the show notes, I will leave Bob's contact data as well as links to his newsletter. Additionally, I will put the link to the pilot episode of this podcast where Bob was my guest. [00:27:39] Tommy Thomas: Thank you for joining us today. If you are a first-time listener, I hope you will subscribe and become a regular. You can find links to all the episodes at our website: www.jobfitmatters.com/podcast. [00:28:03] Tommy Thomas: If there are topics you'd like for me to explore, my email address is tthomas@jobfitmatters.com.  Word of mouth has been identified as the most valuable form of marketing.  Surveys tell us that consumers believe recommendations from friends and family over all other forms of advertising. [00:28:27] Tommy Thomas: If you've heard something today that's worth passing on, please share it with others. You're already helping me make something special for the next generation of nonprofit leaders. I'll be back next week with a new episode. Until then, stay the course on our journey to help make the nonprofit sector more effective and sustainable.   Links & Resources JobfitMatters Website Next Gen Nonprofit Leadership with Tommy Thomas The Perfect Search – What every board needs to know about hiring their next CEO Bob Lonac's Website Email Bob Lonac: blonac81@gmail.com  Pilot Episode of Next Gen Nonprofit Leadership with Bob Lonac   Connect tthomas@jobfitmatters.com Follow Tommy on LinkedIn   Listen to Next Gen Nonprofit Leadership with Tommy Thomas on: Apple Podcasts | Spotify | Stitcher | Google Podcasts    

Today the Dads welcome back superstar Shell Mendelson! Shell is an ADHD career coach who has trained with Richard Bolles, author of What Color is Your Parachute? She helps adults with ADHD navigate career decisions and transitions. She published A Course for ADHD Adults and Teens: Unlock Your Career Path. Mendelson has been on numerous podcasts and helps individuals unlock their purpose and discover true happiness in their careers. This week the Dads discuss with Shell the benefits of advocating for ourselves in our path toward a career, as well as in the workplace. If there's one thing we can stress, it's to advocate for your best self wherever you are, and when you're an adult, you're often at the office. Shell shares with the Dads some strategies to discovering our paths, and making them work for us. Website www.careercoachingwithshell.com Your Next Career Move MasterClass A Course for ADHD Adults and Teens: Unlock Your Career Path Purchase on Amazon We are incredibly grateful for Shell's return to the podcast. If you feel moved to purchase her incredible workbook, please let us know. And as always, thank you for your support! --- Support this podcast: https://podcasters.spotify.com/pod/show/theadhdads/support

Today on the podcast, we talk about laying the groundwork for your job hunt in your personal life, we learn a hack to help give you time and sanity back as we combat decision fatigue and we continue our journey of self-inventory for our final Petal in the “What Color Is Your Parachute” mini-series by putting laying our purpose and our person mission.What Color is Your Parachute 2024 and the Workbook Prioritizing Grid And remember to send your comments, stories, and random thoughts to me at TeachersinTransitionCoaching@gmail.com!  I can't wait to read them.  The transcript of this podcast can be found on the at Buzzsprout. 

Today on the podcast, Vanessa answers the question, “How old is too old to change careers”, a helpful hack on getting more done in less time,  and we continue our journey of self-inventory for Petal 6 in the “What Color Is Your Parachute” mini-series by putting deep thought into our required salary. What Color is Your Parachute 2024 and the Workbook Prioritizing Grid Learning Platforms:  Udemy – Masterclass - Skillshare – CodeAcdemyAnd remember to send your comments, stories, and random thoughts to me at TeachersinTransitionCoaching@gmail.com!  I can't wait to read them.  The transcript of this podcast can be found on the Episode's page at Buzzsprout. 

Today on the podcast, we talk about the power of no – and how to use it!  We learn a quick teacher hack to save time when loggin grades, and we continue our journey of self-inventory for Petal 5 in the “What Color Is Your Parachute” mini-series by putting deep thought into our required salary. What Color is Your Parachute 2024 and the Workbook Parachute Budget Worksheet The book, “F*** No” by Sarah KnightAnd remember to send your comments, stories, and random thoughts to me at TeachersinTransitionCoaching@gmail.com!  I can't wait to read them.  The transcript of this podcast can be found on the Episode's page at Buzzsprout. 

Planners ‘Gonna PlanToday on the podcast, we look back at 2023, we talk about which planners are the best, and we continue our journey of self-inventory for Petal 4 in the “What Color Is Your Parachute” mini-series by figuring what knowledge and skills we have and how those might apply in our fields of interest. What Color is Your Parachute 2024 and the Workbook Chart – The Fishermans' Grid  (Your interests and collected knowledge)Favorite Subjects Matrix Franklin Covey Leadership PlannerHappy Planner Erin Condren Commit30O*Net OnlineAnd remember to send your comments, stories, and random thoughts to me at TeachersinTransitionCoaching@gmail.com!  I can't wait to read them.  The transcript of this podcast can be found on the Episode's page at Buzzsprout. . 

Today on the podcast, in our segment on stress and health, we talk about overcoming adversity during the winter months when many people deal with seasonal affective disorder, the absolute BEST place to put that family calendar, and we'll refine our quest to figure out our transferrable skills as we continue our mini-series in the What Color is Your Parachute book.  Vanessa shares one of the stories she uses to pull out her skills What Color is Your Parachute 2024 and the Workbook PDF of Parachute Skills Grid Prioritizing GridSome prompts for your stories (taken from the book): ·       A situation that made you feel part of something larger than yourself·       An experience that stood out because you were proud of what you accomplish·       Helping someone, or making someone else's life better·       Something you did despite others saying that you could not do it·       Something you did that you would like to do again·       A strong skill or interest of yours and how you used it ·       Something that was exciting or inspiring to you·       An experience you look back on fondly·       An experience that taught you something even if it wasn't fun at the time·       An experience that required you to take a risk Gretchen Rubin's QuizzesAuthentic Happiness Main Page 

Show Notes  Today on the podcast, in our segment on stress and health, we explore the guilt and gaslighting that teachers experience and how to use lists to halt anxiety and overwhelm, and we'll start figuring out our transferrable skills as we continue our mini-series in the What Color is Your Parachute book.How to Recognize the Signs of Emotional AbuseWhat is Gaslighting and How to RespondWhat Color is Your Parachute 2024 and the Workbook PDF of Parachute Skills Grid And remember to send stories to me at TeachersinTransitionCoaching@gmail.com!  I can't wait to read them.  Transcript of this podcast

Today on the podcast, Vanessa talks about how noise affects our stress levels and our health, she shares a teacher hack to that helps increase student focus right before the Winter Holiday Break, and we'll begin envisioning our ideal work environment as we continue our mini-series in the What Color is Your Parachute book.Environmental Noise-Induced Effects on Stress HormonesDrop Dead Healthy by A. J. JacobsWhat Color is Your Parachute 2024 and the WorkbookThe Sound of Encroaching Deafness; Two and a Half Men, CBS is the copyright holder. Transcript of Episode 180

In this episode, we explore Four Rules and their importance in being flexible in an ever-changing, stressful environment.  We also answer the question: Is it weak to cry in your classroom? (Spoiler alert:  I say no, it is not).  And we start to work on our self-inventory so that know exactly what kind of a job we want when transitioning out of teaching.Here are the links referenced in the show:*to the article on the Benefits of Crying:*An Amazon  link to the book, What Color is Your Parachute 2024 and the companion Workbook Transcript of episode 179 Remember to follow rate and review!!  Thank you so much for listening!

In today's show, Shell Mendelson joins Eric on the podcast!  Since January 2021, Shell's Your Next Career Move MasterclassSM  has empowered ADHD adults to create confident career options and was trained by Richard Bolles, the author of “What Color is Your Parachute?”   With a Masters in Career Counseling, Shell offers more than 35 years of client experience while bringing her counseling, coaching, teaching, training, and nurturing gifts to help others clarify and focus on a well-defined direction and abundant livelihood.  Following her own diagnosis of ADHD later in life, Shell profoundly understands how ADHD can impact one's work and to reliably choose the best career direction: one that takes our “interest-based ADHD brain wiring” into consideration. Get in touch and find out more about Shell's Next Career Move MasterclassSM on her website at CareerCoachingWithShell.com Questions/Topics:  [00:01:23] Introducing Shell [00:02:35] Training with Richard Bolles and how it changed Shell's life  [00:07:13] What are some examples of some of the questions Shell might ask when someone is trying to figure out a career direction?  [00:09:32] Looking beyond money and Safekeeping Self  [00:10:32] Addressing potential deficits in self-awareness and answering self-assessment questions   [00:25:44] So what is the “best” career for someone with ADHD?  [00:26:55] If you were to ask 100 people if they knew exactly what they wanted to do for work, what is the percentage of people who could actually answer this question?   [00:30:11] The role of stepping-stone jobs and the difference between someone who doesn't know what they want and someone who does know what they want  [00:31:44] Addressing the person who holds a marketable skill set in a lucrative profession but hates the work [00:32:19] Stories that Shell hears from people who reach out to her  [00:34:40] Looking at other career options: “How do we figure this stuff out?”  [00:36:36] Once you discover your “what,” the “how” appears, and a discussion next steps and different types of research  [00:47:40] What is Shell's 8-Week Masterclass and who is her class for?  [00:52:21] How to get in touch with Shell, closing thoughts, and words of wisdom  Resources & Honorable Mentions: Book: What Color is Your Parachute by Richard Bolles

A daily commute to a job where you do the same thing every day. A workplace filled with coworkers who do the same. A long career in one industry. We've all heard this before. These are the old definitions of work, or at least the stories most of us were told about it. But this isn't really the way things work, is it?There are new rules of work. And a critical aspect that we all need to understand is that there will be another new set of rules tomorrow because we're in a constant state of transition — so understanding and preparing for what's next requires more than just learning a new set of definitions.Gary Bolles shares what we need to know about The Next Rules of Work — and the next ones after that. Gary is the author of “The Next Rules of Work,” Chair for the Future of Work for Singularity University, and co-founder of eParachute.com, which builds on the insight from his father's hit book, “What Color is Your Parachute?”Learn more and find the complete show notes at https://www.conniewsteele.com/podcastResources:Learn more at https://www.gbolles.com/Read “The Next Rules of Work:” https://www.amazon.com/Next-Rules-Work-Organization-Uncertainty/dp/1398601632

Derek's guest this week is Whitney Johnson: Innovation and disruption theorist, keynote speaker, best-selling author, executive and performance coach. Whitney shares her unique journey and key concepts about how to motivate your employees from her book "Build an A Team: Play to Their Strengths and Lead Them Up the Learning Curve". Whitney Johnson was named one of the world's fifty most influential management thinkers by Thinkers50 in 2017. She is the author of the bestselling Build an A Team (Harvard Business Press, 2018), a Financial Times and CEO Read, Book of the Month, and the critically-acclaimed Disrupt Yourself: Putting the Power of Disruptive Innovation to Work (2015). Publisher's Weekly described it as "savvy...often counter-intuitive...superb" while the Boston Globe called it the "'What Color is Your Parachute?' career guide for the entrepreneurial age." Through writing, speaking, consulting and coaching, Whitney works with leaders to retain their top talent, to build an A team, and to help them earn the gold star–be a boss people love. She formerly was the co-founder of the Disruptive Innovation Fund with Harvard's Clayton Christensen, where they invested in and led the $8 million seed round for Korea's Coupang, currently valued at $5+ billion. She was involved in fund formation, capital raising, and the development of the fund's strategy. During her tenure, the CAGR of the Fund was 11.98% v. 1.22% for the S&P 500. She is also formerly an award-winning Wall Street analyst. She was an Institutional Investor-ranked equity research analyst for eight consecutive years, and was rated by Starmine as a superior stock-picker. As an equity analyst, stocks under coverage included America Movil (NYSE: AMX), Televisa (NYSE: TV) and Telmex (NYSE: TMX), which accounted for roughly 40% of Mexico's market capitalization. Whitney is a frequent contributor for the Harvard Business Review, she has over 1.5 million followers on Linkedin, was named one of LinkedIn's Top Voices in the Influencer category for 2018, and her LinkedIn course The Fundamentals of Entrepreneurship has 1 million+ views. She is a member of the original cohort of Marshall Goldsmith's #100 coaches. Learn more at https://whitneyjohnson.com/

Shell Mendelson is an ADHD career coach who has trained with Richard Bolles, author of What Color is Your Parachute? She helps adults with ADHD navigate career decisions and transitions. She has an invaluable resource coming out in the form of a workbook titled A Course for ADHD Adults and Teens: Unlock Your Career Path. Mendelson has been on numerous podcasts and helps individuals unlock their purpose and discover true happiness in their careers. This week the Dads pick Shell's brain about what this process looks like, and how she helps adults with ADHD unlock their potential. For more episodes and other content, check out TheADHDads.com. And thanks for the support! Email shell.mendelson@gmail.com Website https://passiontocareer.com Books https://passiontocareer.com/author-page-2/ --- Support this podcast: https://podcasters.spotify.com/pod/show/theadhdads/support

Zane Caplansky from Caplansky's Delicatessen talks about the titans of Jewish Deli [Yitz's, Centre Street Deli, Pancer's, Shopsy's, Switzer's], his origins at the Monarch Tavern [T.O.'s first pop-up], the role of Thunderin' Thelma [T.O.'s first modern day food truck], opening his eponymous restaurant on College St, collecting Geddy Lee's email address & naming a meal after him, why Adam Sandler couldn't resist bussing tables, the legacy of the Caplan name in local/provincial/national politics, reverse assimilating by changing his name BACK to Caplansky, the importance of [past podcast guest] David Sax's encouragement, the power of reading ‘What Colour is Your Parachute?,' how MUSTARD became his passion, and why these days it's perfectly OK to Jew It Up! For everything Zane, please visit Caplansky's Delicatessen at www.caplanskys.com TORONTO LEGENDS is hosted by Andrew Applebaum at andrew.applebaum@gmail.com All episodes available 24/7/365 at www.torontolegends.ca/episodes/ Learn more about your ad choices. Visit megaphone.fm/adchoices

Gary A. Bolles is Chair for the Future of Work at Singularity University, co-founder of eParachute.com, and Author of “The Next Rules of Work: The Mindset, Skillset and Toolset to Lead Your Organization through Uncertainty”. After a first interview in April 2020, Gary returns to the show to report on how he sees the Future of Work progressing and our ongoing adjustments for it. He shares insights about important work trends, mindsets, behaviors, and balance. Gary describes how concurrent waves of old work rules, transitional models, and the next rules of work are impacting leaders and our multigenerational workforce with its shifting weighting of employees and non-employees.   KEY TAKEAWAYS   [02:20] Revisiting our first podcast discussion at the beginning of the pandemic in 2020, Gary recalls his article about the Great Reset.   [03:54] The helpful visual of multiple waves to understand the evolution of work.   [05:10] Some leaders have bungeed back to old rules of work while others have embraced new rules and operating systems.   [07:02] The effect of perceived incentives and disincentives on changing habits and rules.   [08:05] How to benefit from pandemic learnings and accept the messiness of adapting new practices.   [10:50] Zooming out to shift your mindset about how to solve problems across your ecosystem.   [11:36] Imagining leading without ego and with trust in order to alter leaders' approaches.   [14:53] How media's mischaracterizations don't help as three waves of work try to co-exist.   [15:32] The inevitable trend of continuous co-creation which young people especially seem to embrace.   [16:30] The power dynamic had tilted towards employers which flexible work is rebalancing to some degree.   [18:29] Picture ourselves as icebergs. We employ entire people, not just the tip of the iceberg which we recruit.   [19:32] In the new era of work, leaders are responsible for workers, their lives, and communities.   [21:43] Sophie anticipates smaller core employee groups and more non-employee workers in future.   [22:50] Future employee “agency” achieved through a “worknet” - a flexible flow of talent with varying degrees of organization membership.     [24:05] How to help increase degrees of membership in your company, enable people to feel connected, co-create effectively, and be rewarded.   [25:00] Cybersecurity provides a similar framework for the worknet model.   [27:00] Using words and concepts that reflect people's sentiments and realities helps us reach balanced understanding and outcomes.   [29:10] Aren't young employees manifesting the Future of Work rather than disrupting work norms?   [30:15] How young people are responding to new market signals as new work practices endure.   [32:09] Why older leaders are bereft at Gen Z's behaviors and miss the opportunity of co-creation.   [33:23] Why aren't younger employees' deciding their careers now, and other related outcomes?   [34:45] How the precarity of the world is driving youth to hedge their bets with a portfolio strategy.   [35:32] Looking at the three stages of life horizontally not vertically (sequentially) as proposed by Gary's father who wrote “What Color is Your Parachute?”   [36:47] Parents ask “Why won't my kid get a real job?” It's a hedge strategy. It's ensuring optionality.   [39:00] How culture can be a journey, defined by a mindset and behaviors that are reinforced.   [41:30] What is the process and ongoing actions that empower agency and co-creation?   [43:46] Gary defines empathy as lived experiences. He focuses on caring for coworkers.   [47:19] The sea change ahead as more capable tools come online.   [48:08] Work involving synthesis is greatly enhanced by AI-boosted tools.   [49:46] Leaders need to focus on helping workers be upskilled and utilize the tools to solve current problems.   [51:18] Starting with a growth (vs fixed) mindset and focusing on flex (or soft) skills for today's business needs.   [52:15] Companies must invest in training employees as education systems are still biased towards teaching bodies of knowledge, not flexible skills that augment interactions and social situations.   [55:40] IMMEDIATE ACTION TIP: Reframe managers and supervisors as team guides. Rethink the process, what their role is, and how you can help them to guide teams throughout your organization, “un-boss” meetings, and be there to remove roadblocks so team members can co-create solutions.   RESOURCES   Gary Bolles on LinkedIn Gary Bolles on Twitter @gbolles Gary's book “The Next Rules of Work: The Mindset, Skillset and Toolset to Lead Your Organization through Uncertainty” Gary's website eparachute.com Carol Dweck's book Mindset: Changing the Way You Think to Fulfil Your Potential QUOTES (edited)   “We're pattern recognizers, we're general-purpose problem-solving machines.”   “I think that's actually a failure on our part, wasting a perfectly good pandemic. We showed that we can trust. We showed that we can imbue teams with the power to be able to decide when and where and with whom and how they work. And then we took it away from them.”   “We're going to find that once you've given people agency and some level of autonomy, they don't want to give it back. And I think that's a perfectly reasonable request.”   “Along comes a pandemic, and suddenly you and I are looking into each other's homes on Zoom calls. And we realize: that's a whole person and if I'm an employer I have to be responsible for their physical health, their mental health, their emotional health, the whole person. And that's not what I signed up for in the old rules of work!”   “I don't hear a lot of workers complain to me that they're not engaged. That's not the way that a worker would say it. A worker would typically say ‘I want to feel motivated by my work', ‘I want to feel like I have meaning in my work', ‘I want to feel well compensated', ‘I want to feel recognized.'”   “Gen Z was born around 9/11. They were children through the global recession and young adults in a global pandemic, on a planet on fire. There aren't a lot of other generations that have had that sequence of precarity.”   “In a world of almost complete uncertainty, there are no safe jobs.”   “Why are you waiting to enjoy life until retirement? Does that make any sense in a world on fire? No. We're going to do it now.”   “We keep thinking “Just shove more bodies of knowledge into those little heads”. And that's not the way the world is working. The shelf life of that information, of those skills, is decaying so rapidly.  We have to explicitly teach these much more flexible skills and then employers have to demand them.”     

ADHDers tend to be good at a bunch of different things, but just because we're good at something doesn't necessarily mean it's the right career path for us. In fact, career counselor Shell Mendelson is here to ask us: forget about the things you're good at, what are the skills you love using?    As a career coach and counselor of 30 plus years, Shell specializes in supporting ADHD adults in building lasting, fully satisfying careers and businesses. She has developed a unique career counseling system based on Richard Bolles's book What Color is Your Parachute? that involves taking a deep dive into all the aspects of what would make up an ideal job on an individual level.   During our conversation Shell shares her own ADHD backstory before getting into how to identify whether you're in the wrong job, why building a career foundation based on what excites you is so crucial for ADHD health and happiness, ways to advocate for your specific needs during the hiring process, and much more.    Shell believes in focusing on the skills that bring us joy rather than simply what we excel at, a simple yet important mindset shift that just may have you considering a whole new career path.  Resources: Website: Facebook: Career Coaching with Shell  LinkedIn: Gmail: Tracy's program: spyhappy.me/mc  

Dr. Jim Herbert, Professor of Counselor Education and Rehabilitation and Human Services at Penn State, joins us in the studio today. In this first part of a two-part series, Jim discusses the recruitment challenges identified in his study- Recruitment and Retention of State Vocational Rehabilitation Counselors: A Mixed Methods Analysis.   Please listen in as Carol and Jim unpack this study and discuss the four significant challenges and possible solutions you can apply to your situation.   Stay tuned as the focus shifts to the retention side of the study by Dr. Jim Herbert in the next episode of Manager Minute.   Listen Here   Full Transcript:   Music} Speaker1: Manager Minute brought to you by the VRTAC for Quality Management, Conversations powered by VR, one manager at a time, one minute at a time. Here is your host Carol Pankow.   Carol: Well, welcome to the Manager Minute Doctor Jim Herbert, Professor of Counselor, Education and Rehabilitation and Human Services at Penn State, is joining me in the studio today to discuss his recently released study, Recruitment and Retention of State Vocational Rehabilitation Counselors, A Mixed Methods Analysis. I am so happy to have you here today. How are things going in Pennsylvania?   Jim: Well, first off, I'm happy to be had and things are going very well in Pennsylvania. It's a beautiful summer day and the nice thing is that many academician might appreciate it. While we love students, summer session, they're not here, which means you can get parking spaces downtown, lots of restaurants. You don't have to wait a long time to get in. So it's a good time and good place to be in State College, Pennsylvania.   Carol: Oh, that's awesome. Say, are you getting any of that wildfire smoke from Canada?   Jim: You know, it's funny you say that because we just got an alert that indicated like over the next couple of days, Yeah, it's going to be coming this way.   Carol: Yeah, we definitely got hit with it the last two days. And I saw it moving off to the East Coast, looked like the apocalypse here. It was very, very weird. So to set the stage for our listeners, I first met you through the CSVAR Operations and Personnel Committee, and I used to co-chair the old version of that committee. It was called The old HRD with Cynthia Speight, and I continued to participate in it when I entered the TA world. And so back in the day, Cynthia and I were super interested in recruitment, retention issues of counselors. And I'm talking like, this is probably like eight years ago now. And we had done several surveys with state agencies to kind of gauge where they were at with getting new counselors. And we kept seeing this shrinkage of people entering the field and the reduction in universities offering a master's in rehab counseling. And then you came to that committee to collaborate on a study you were doing that was partly supported by the National Institute on Disability, Independent Living and Rehab Research or NIDILRR,   Jim: right.   Carol: And so in the executive summary, you noted that there had been a consistent shortage of qualified rehab counselors employed by the state federal VR program for actually several decades. I mean, we're kind of thinking this is a new deal. And it's like this has been going on for quite some time and the Covid 19 pandemic really exacerbated the shortage. And you were also looking at the funding RSA provided to graduate programs that encouraged individuals to work and to be in VR. And you wanted to see like what happened after that two year kind of payback phase. And really, I found that interesting, that the funding had been provided for 65 years, but there had been no formal study about the scholars continuing their employment with VR after that period of time. So your study primarily examined recruitment, retention, concerns of the state vocational rehab agencies, and you identified strategies to address those. And in addition, you looked to see if there was a mechanism to track that long term employment outcome of the former RSA scholars working for the state VR program. So we're going to do this in two parts because you have a lot of stuff you did, and I think our listeners will kill us if we're going to do a two hour podcast. So we're not everybody just stay buckled in. We're going to tackle in two parts. And Jim and I are going to talk today about the retention side of the project. And then next month we are going to talk about the recruitment part of this. So, all right, enough background. Let's dig in. So, Jim, can you tell our listeners a little bit about yourself, like how long you've been in academia? How did you get there?   Jim: How did I get here? Well, I've been an Academician here at Penn State for 37 years. And where did the time go in terms of kind of how I got here? Probably like a lot of your audience, when you think about people that work in the rehab field, a lot of times you get in the rehab field because they have either personal experience with disability or a family member. And that's exactly what happened to me. I had a brother who had Down syndrome, and so I got interested and did volunteer work on high school and in college. And I loved working with people with developmental disabilities. That's how I got interested in rehab. And then during my, you know, college, I knew I wanted to work with people. But a lot of times, you know, when we teach career development, we kind of make it sound like it's this very logical process that you, you know, pluses and minuses and I going to do this. And yet we fail to acknowledge there's a lot of things by fate that impact on your career choice. You just happen to be in this office who you just happened to say something who happened to know somebody else who happened to have this job. So when I look back at my own career, one of the things I tell my students is that, yeah, you can plan and you want to be in a position to have opportunities. To come, but there's a lot of things you can't control and there's a lot of things that just sort of happen, if you will. Some might say by divine providence. I don't know if that's the case. But anyway, there's a lot of things that you can't plan. So in my own career, how I got that was sort of a combination of just fate happen to be in this place at this time. And then obviously preparation in terms of formal education and experience. But yeah, it's gone by fast.   Carol: I love that when you said 37 years, we probably have some listeners out there going, I'm not even 37 years old right now. And I was thinking this year I just had my 37th anniversary. And so you and I have been around for a little bit more than a minute. I think that's cool. But I love that that you said by fate, I think a lot of us have fallen into our career trajectory truly by fate in whatever kind of circumstance. Like you said, you came into it at the time. So what went into approaching this study and kind of how long have you been at this?   Jim: Yeah, it's funny. As far as doing this study, how I kind of got interested in it was I mean, I've been a project director for many RSA training grants throughout that time period. There's a lot of investment that you make and help students become rehab counselors and Penn State I think like many universities, we have a strong commitment to the state VR program. You know, I've always said that I feel that State VR people, you should have the best trained people to address the difficult needs and complex needs of people with disabilities have. So there's a lot of investment that's made. And then also, as you know, after they graduate and they get supported through RSA traineeship, they'll typically work for every one year of support, two years of full time employment. So if they work for a state agency, there's a lot of investment the agency makes. You'll often hear it takes 2 to 3 years before you just kind of feel like, I know this job. So when you combine that, you see the amount of financial investment and professional investment that educators and practitioners make. And so over the years when I've had a chance to meet with a number of our former alumni and what are you doing? And one of the things I notice is some of them would be working for a state agency, and then after a couple of years, they do their two year payback and said, I'm out of here. It's like, man, you know, what's going on? What's happening here? What are we doing? And what I came to learn talking with other educators across the country is it's not something I think, wow, is this something just unique to us? Maybe we're doing something wrong here. Maybe we need to do a better job, which of course, we could always do. But what I learned anecdotally was that, no, this seems to be kind of a nationwide problem. So you had that on top of I was interested. So what research has been done to look at the long term effectiveness of the RSA training program? And what I learned was I could not find any study throughout that whole history. I thought that was kind of interesting because I know we followed in the first two years, but after the payback period, that's it. So that started a pilot project that I had done. So I was just interested what happened with the people that came through Penn State, received the RSA Scholarship and worked. And what I learned from that pilot study, even though the data was a small sample size, I learned when we look at the percentage of people who are at the agency versus those that worked at Non State VR, I learned that it was significantly higher. The rate of people who are intending to leave the state VR. So that kind of rang some bells for me. And from there, with that pilot data, we then decided to undertake this three year study to investigate what's going on and more maybe not necessarily more importantly, but just as importantly, what can we do about it? So we are just finishing our second year of data and today and next month, we'll talk about some of the results of what are some of the things that we found from that study. So that's really kind of how this whole thing emerged.   Carol: I really love that you tackled this because that was so interesting to me, especially when you were looking at 65 years of this program. But there was nothing done like there had been no study of what happened to the people. I'm sure as you were talking to directors and I used to be a director, you know, anecdotally we could see and tell you, like we knew in Minnesota, I felt like we were the training grounds for the VA. And so, you know, staff would come in, they would do an internship with us, come on board, Yay, you know, and all of that. And then the next thing you know, there's skedaddled over to the VA because they could make like 20,000 more a year starting. It was crazy. So it's like, how do we combat that? And we'll get to some of that. You had definitely some ideas for folks on how to do it, but I was really super pleased to see what you had undertaken there. So let's talk about the recruitment challenges that you identified in the study. What are the top challenges that VR is facing?   Jim: Right now, the first thing I'm going to tell you, I'm sure your listeners are going to go, duh. I mean, the first big challenge is we don't have enough applicants. We don't have enough people applying for the jobs. And there's a lot of reasons for that. And I'd like to unpack maybe just a few of them. But one of the big things that states are constantly saying is years past, maybe we'd have a job opening and we might have 15-20 applicants today. We might be lucky if we can get a couple and in some cases we get none. So the big problem is we don't have a sufficient number of qualified job applicants. That's, you know, the big thing. So it's like people don't know about us. People don't know how to kind of how's this process work? To varying degrees, I think educators do kind of a mixed job on how do we market this. So why would you want to become a state VR counselor? You know, if you ask college students who want to be counselors, social workers, psychologists, and say, hey, there's this thing called a state counselor, it's like, what? What is that? I don't know. What do they do? That's a big, big problem. Another big, big problem that we have is look at the bureaucracy. You and I, we've had a history of and I'm still working in the bureaucracy here at Penn State as much as I love it. But the big thing is in that bureaucracy, the time it takes to recruit somebody, then you have to kind of review all the applicants. You have all the policies and procedures and steps and levels of people that need to review and sign off on this. Well, that process typically takes 2 to 3 months. And so you're thinking like, okay, for states that are looking and I know that regulations are changing, hiring more baccalaureate people, but especially for master's level credentialed persons, they don't have time to kind of wait two, three months to hear back from a job. If you think back to like when you know, way back in the Stone Age, when I'll just say when I graduated, you finish and you were poor and you needed money and I need to get a job and a job fast. So to ask them to wait for 2 or 3 months after they graduate, we're losing. We're losing a lot of qualified people. We need to do something about how do we reduce that time that's a little bit more manageable and a little bit more reasonable.   Carol: I hear about that from directors all the time, that hiring practices. In fact, we're doing a little bit of a pilot on recruitment retention within our VRTAC for quality management. And so you've been aware I've been working with John Connolly and Ron Vessel, John Walsh, Missy Deal and Crystal Gary on our team where we've been talking about this. We've been also coming to the Operation Personnel Committee. But one of the states we're working with, you know, it's taking them 7 or 8 months to be able to make the offer. So they literally interviewed people. And then by the time HR worked through their processes, it was eight months later. And then you're going to offer to somebody and they're like, we thought this was done because we haven't heard from you. Gosh, you're going on a year, for Pete's sakes. People aren't hanging out. And if they are hanging out, there's probably a reason they're hanging out and somebody else didn't pick them up.   Jim: You're absolutely right. Typically with state directors who we spoke with and we spoke to about 20 in the first part of this study, usually it was about 3 or 4 months. So, boy, if it's 7 to 8 months, oh, my lord, that's really, really bad. So on top of that, another big problem and this is where I think educators need to do a better job. A lot of applicants really don't understand what is it that a state VR counselor does? This might be a little controversial to say, but I think one of the things when we kind of went through the new accreditation process from CORE to CACREP and all and the counselor identity, now this is just my personal opinion. I'm not saying it represents, you know, any other constituent group. But in my opinion, I think what we've lost in that transition is we've lost a bit that the importance of career development, of job placement. We've lost, you know, kind of career counseling. And so I think students really don't understand that while I want to work in private practice, so they have this kind of idealized expectation, like, you know, I just open up my shop or I work out of my house and people just be coming and it'll be great. I'll provide good services, I'll make a good income. It doesn't work that way. It takes time to kind of do all that. And then my wife is a therapist had been doing this for 40 years. Even when you do that again, you have some idea of how you think it's going to work, and they don't really understand, like, Hey, well, what are some of the downsides of kind of private practice? And so a state view job has lots of benefits, I think, that make attractive. And one of the things I say to my students is where should I start? For me, working as a state counselor is a fantastic way to kind of get on the ground floor because you learn different systems, different agencies. You understand the whole network, and you'll also get connected in the community so you understand, you know, other providers and kind of what they do. That takes time. I think that's another problem because people have some understanding and we'll talk about the paperwork and all that. And there are definitely downsides, but there's a lot of upsides. The other big thing, no surprise, surprise, money. We don't pay them enough. We can talk about later on this podcast or the next about what certain states are doing and all. But the big problem is and you just alluded, not alluded, you actually stated that years ago, you take like the VA offer is just one example and it's like, okay, the credentials are the same. So why would I want to work at this place? It's going to pay me $20,000 less to do basically kind of very similar kinds of jobs. And so while some states have been successful in getting higher compensation, others have not. And we'll talk more about this probably in the next podcast because I do have some ideas about what you can do to address the compensation issue. So when you look at those four reasons, the fact that we don't have enough people, the fact that it takes time to go through all the recruitment that applicants, they don't really have an understanding of what's this job about? And the money, that's a deadly combination. And so we need to now think about, well, what are things that we could do to kind of make this more attractive to recruit them?   Carol: I know when we were talking money, so I did a podcast. It was in April with Scott Dennis from Maryland. For our listeners, if you didn't catch that episode, definitely go back and listen, because he was successful in getting a significant increase for his counselors and the supervisors and the regional administrators because he's in this unique position where he's surrounded by like DC and all these other states. So he goes, Gosh, we're the training ground for RSA. Like they're stealing all my people. And folks were making significantly more well by him. And this wasn't overnight. Like everybody needs to know like any of these solutions that we're going to talk about, like it takes time. Literally. They've been working on this for several years. And finally, we're able to get it through. It almost immediately stopped the bleeding because he said he was every week getting everybody was reporting up like all these resignations. And it stopped and they actually started getting people back in that used to work for him, came back and said, hey, we love that job, but now you're paying a decent wage. I will come back. I know it struck me in the study, when you go the range of pay was from like 16,000. When you're talking about like an intern, you know, and it might be like the aid type of thing up to 101,000 and you go, that is a big spread. And there's a whole lot of states talking about, you know, those master's level counselors coming out and they're making $36,000. That's not going to cut it like that is not going to cut it. So I am definitely excited as we kind of get into talking about some of the other strategies folks could use. Now, I know you called out directly that VR agencies do not have an overall strategy to develop a comprehensive recruitment plan. And recruitment really is a reactive process. When somebody leaves the agency and I know we're going to chat about retention next month, so let's talk about some strategies that might help folks on the recruitment front.   Jim: Yeah, that's right. So the first thing is, okay, when you look at traditionally like how does a state VR advertise? And often what we find is they'll do it through the State Civil Service Commission. And because that's the mechanism that historically that we've used. So we're going to continue. That's great. That's fine. But we've got to expand other outlets because number one, as I said, job applicants, many may not even know what civil servant. What is that? I don't know what civil service. I don't even know what that is. Well, we advertise there, but we have to look at accessing other networks. So the things that, you know, like indeed, and LinkedIn and ZipRecruiter, Facebook, there's just tons of social media networks that we need to be aware of. Again, I'm kind of old school, so Facebook. But yeah, I mean, my son, who's 26 TikTok and Reddit is a bunch of it anyway, so I'm not an expert on all that. But the point being is we have to think broader. So when we think about that, we have to recognize there's other tools that we're not using. Now, with that being said, and states are already starting to do this to again, historically, they've sought out rehab counseling programs as a source to say, hey, we're going to have some positions. If you have students coming out, we'd love to interview them. Great. But there are a number of states that you don't have an accredited program in your state and Savannah were fortunate because we have several, but there are some states that have none. So what they have to do in those instances, they've got to look at other programs, mental health programs and social work programs and school and psychology and substance abuse. So there are universities that have those kinds of programs. So we need to establish and I'll talk about this in a minute or two, a better working relationship with individual university program coordinators. Historically, we've had that. But in some cases, I think maybe because of the pandemic, things have kind of necessarily evaporated. But I think, you know, that relationship has been tested a little bit over the last couple of years. And not just that in terms of the network. And I think historically, State VR has done a good job in this area, but they could still do better in terms of the diversity of workforce. So there are groups I'm thinking in terms of ethnic minority groups in particular here where we need to do a better job in terms of recruitment. And so what that means is maybe we can't always rely on kind of traditional sites that many people use, but there are certain job boards and certain postings that are specifically devoted to access to underrepresented groups in terms of disability, may be wrong on this,. I think it's called recruit disability. I think there's another one called 70 million Jobs. So we have that. The other thing too, and sometimes in rural areas we have to do more and want to get back to something actually you mentioned, Carol, was I have to say this was a surprise to me. Originally we were going to do the study. We were going to interview state VR executive directors, and then the HR person who is responsible for recruitment and retention. And based on the people that responded to our surveys, we didn't find anybody. There's nobody that says this is my job title. Like, my job is to focus exclusively on recruitment and retention. And I think that's a big problem because that gets to what you were talking about a little bit earlier and that being that unfortunately, recruitment is kind of an afterthought. It's a reactive process. It's like, Oh, we just lost somebody. We got to recruit people to refill that well, that's the wrong way to kind of do things. That's sort of like we're reacting to something that actually happened and well, we'll get into retention next month. You know, part of that is how do we keep people? That's a separate issue, but also how do we recruit them? So we have to think, you know, what are we doing? So having a designated person who is responsible for this, I can't think of a more important aspect than recruiting and retaining your workforce. Lots of problems. But if you don't have a qualified workforce that is going to be around, everything else is kind of a moot point.   Carol: So I agree 100%, because I even think back to our old agency that I came from in Minnesota, we didn't really have a recruitment strategy. And in our agency, we were in a labor agency. We had all these programs. You know, you've got adult dislocated worker and Wagner-Peyser, and we've got unemployment insurance and disability determination services and all this stuff. And they finally did. They they're like, Oh, we're going to get one dedicated person who's recruiting for all of it, like for every division. And you go, okay, for one, we all vastly do way different work and having some strategies, you know? So you've got this one person I'm going to go to the career fair over at blah blah, blah place. Oh, good grief. You know, we had to all kind of help pitch in to get the message out because a lot of times, you know, on that state website, you know, your career opportunities for the state our ads suck. I mean, they aren't very good. They're not very appealing. It's like, oh, come work for us, blah, blah, blah. It doesn't sound very interesting. And I remember the very first time I was like, okay, heck, no, we are not having that. And I rewrote that advertisement and like, come and join us for this like, mission driven organization and all of that. And people were like, Oh, I don't know if we're allowed to do stuff like that. And we had people apply because they're like, We've never seen an advertisement like that, you know, just getting in some of that fresh thinking. But that is something that VR can think about. Maybe you do only have one person in the agency, but then within your own group, is there a way you can have someone that can assist in helping to like make those advertisements appealing? Can they help to get the word out? I know our colleagues in North Carolina, General, they did a really cool thing through Facebook. They were writing really cool, like, why you want to come and be on my team? I'm like, I would answer that ad like, that was awesome. I think VR has got to get in there and advocate and see how they can help be part of the solution for this.   Jim: You're absolutely right. And again, that's where, you know, kind of the history. Well, we've always done it this way. Well, that doesn't mean that we need to keep doing it that way. In any kind of professional reports that I've written about the study. I wouldn't say, you know, the way we post is sucks, but actually you're absolutely correct. That's exactly I mean, you read these job postings and say, well, is this intriguing? Like, my God, this thing sounds boring as hell. Why would I ever want to work that? No, thanks, but no thanks. And you mentioned North Carolina. That individual also participated in the study. And one of the things I remember that she had done was talking about not just how we do it, but the consistency. In other words, a state position, the same job. It's written one way in one city, it's written another way in another city. So wait a minute, how can we have the same job? And it's, you know, so we got to make sure that, number one, that the information is consistent across. But number two and the larger point that you're hammering on and I would agree, we have to think, especially with the newer applicants, again, I'm baby boomer I'm just about boomed out. But the Gen Z the millennials not to stereotype but I think they have a different view, a different way of thinking as it relates to this job seeking process. So we have to make it present, not just the job. Why do you want to work here in this office? What's unique, if you come in the Philadelphia office, what is it that we got that's so doggone special that you're going to love as opposed to Pittsburgh as opposed to Altoona or Harrisburg? So that's where we have to think a little bit more about on a unit level like and you know this and I know our listeners know this, you can go into one district office and the climate may be you can feel the vibe and you can go to another district office and there's another vibe. And that largely depends on the leadership and the sensitivity. And so you can go in and go, Wow, You know, these folks, they look like they're having fun and then, oh, this doesn't look like much fun. This is not fun. And so you have to be sincere, but you have to think I mean, that gets into a whole other issue in terms of climate, which we'll that's another topic. But anyway, the point being is if you feel like, you know, this is a good place to work, what makes it a good place? Explain to me in simple language why you want to come here. And so that's something. So while you can have the standardized because sometimes states regulations and all it has to be you can have standardized narrative, but you can also incorporate a section on why do you want to come here at this office? This is what we can offer you. This is why it's cool to work here.   Carol: And that's completely controllable, you know, like having that little added narrative, just by like we need to use our words and speak up. I think people get used to the system sort of happening to us and with our situation happening in VR, like we got to stand up and go, Hey, like that isn't working because I'm getting zero applicants from that crappy announcement. Can we just change this wording? I know we need to have in our very specific things, you know, there's required, but can I have a paragraph that I can add at the top and it can be done? We've talked to people and they're like, Well, I don't know if we can do that. Did you ask? Because for sure you're never going to get to do it if you don't ask. You need to at least use your words and ask and show them an example like, Here's all your blah blah stuff, but I need this in there to just like punch them right away. Like how and grab them. This is going to be a really cool opportunity and that is in our control.   Jim: Again, you're hammered that point very well. And sometimes people like the system or those guys, it's like, who are those guys? You know, to quote a line from a Butch Cassidy Sundance movie. So that's a movie for the baby boomers. But any rate, who are those guys? Well, we are those guys. And you're right, so often we don't even ask. We just assume this is the way. Well, could we? Oh, I don't know. No one's asked that. The other thing, too, that we talked about is the time, the time it takes before you get the job announcement and you go through this whole rigmarole and you actually hire can be months or, you know, in your case, three quarters of a year. I mean, that's unbelievable. So the question is, well, what can we do about that? It's funny because now I got North Carolina on the brain and because for confidentiality, I could probably mention but indicate I wouldn't mention people's names, but just say North Carolina, I'll leave it at that. You know, one of the things that what was happening that they identified was, well, why does it take so doggone long? What is going on there? Because the director is here and, you know, all kinds of complaints. Why, you know, from the managers and blah, blah, blah. So what things that she found that was important is like, well, let's talk with the HR people and say, can we do anything to kind of make this a little bit shorter? And so you had these like everything else, it all comes down to the R word relationship. So suddenly, like, I have a relationship with HR and I can contact them. They know me, I know them. We've built up mutual trust here. We're not just sort of a voice on the telephone or that kind of a thing. And so what they learned is, well, there are some things that we can do for reducing that lag time, but it all really kind of depended on staying on top of it. You know, so, hey, we advertise this thing last week. Where are we? What's the process? So we have to monitor and see this again. That makes a big difference when you have a designated person that says, my job. We have 25 vacancies in the state office this year. My job, part of it is finding out where are we? What's happening? What's going on? How many people? So it's that constant monitoring, following up, asking questions. So you have that. The other thing is like, well, procedurally we said, well, kind of reduce. Well, agencies, there's all kinds of background checks. You know, you got criminal background checks, you got child abuse, history clearances, motor vehicle. Sometimes you need to have those kinds of records. Some of that documentation could be done up front. So, in other words, as the application. So maybe that's part of the you know, hey, be aware that we need these. So you're already telling the applicant get started on this because it takes usually 2 to 3 weeks, sometimes a little longer. But if you kind of start that up front as opposed to 3 or 4 weeks into the, well, now we've just added on to that. So what can we do? So one of the things I know, like what I'll say to my students is most places now require you to do these background checks, whether you're going to state or not, to have these kinds of background checks, especially obviously if you're working with children or adolescents, get all that documentation from the very beginning so that when you begin the process, we're all ready to go. So I already have that information. Now, the other thing, too, again, I don't want to get too far in the retention aspect, but, you know, a lot of times like, okay, why do people leave? And one of the reasons is we'll talk about next month is people leave because they don't really understand the job as it relates to recruitment. Then there are a couple states at the moment, I can't say exactly which ones, but I do remember there are a couple states that what they had done is and I found this really interesting, is part of the recruitment process and to address the problem of what were you expecting, what was your understanding about this job? So as part of the recruitment process and the interview process, what they did was they would allow the applicant to actually job shadow a state counselor for maybe a day. You can learn a lot of information. And we know that when we have greater samples of behavior, we have stronger predictive outcomes. You know, they can see like the good, the bad and the ugly of this job. So some people might say, well, boy, if you do that, you know, we might not get that person. Well, maybe that's a good thing. Like this person. I'm not really sure this job is for me now after doing it. Yeah, I kind of think no, I don't think this is the job for me. At the same token, you have people like, Hey, I get this a little bit more. You know, I think this would actually be kind of a pretty cool job. The other thing and I can just talk more from my experience working with students who predominantly, not surprisingly, they're going to work for the state VR program would be here in Pennsylvania. And I get it. Because of hiring, you know, we have to be consistent. But sometimes, like that whole process almost sounds robotic. It's like you can't be human. You know, you have to ask these questions and you can't kind of deviate. And I'm not saying kind of break policy on that, but I would ask the again, this is the point that you made. Well, we've always done it that way. Well, did anybody ask do we have any kind of latitude here? Can we do some other things? So in other words, as they go through that initial screening process, one of the things happened is not that you have kind of the formal but you also have kind of an informal process. So one of the things that I know students really appreciate is if they have an alum who's working at that district office. So it's like, well, yeah, you graduated from Penn State two years ago as Dr. Herbert. Yeah, that guy, he's still there. They can't get rid of him. So then they have kind of a natural connection. So what states are doing is like, well, want to have kind of informal kind of get together. So maybe after you go through the formal process, you give everybody the opportunity. Some would say, yep, that sounds good. Others, no, I don't want to do that. But you give everyone the same opportunity. Would you like to talk with some of our, you know, Richard Bolles, who maybe some of your audience might not know who he is, wrote a book called What Color is Your Parachute? It's all about career and fantastic. Well, anyway, one of the things I remember many, many, many years ago when I first saw him, he said there's two decisions being made in the interview. The first is, do we want you? Do we want the job applicant? But the more important decision is do they want us? We got to pay more attention to that aspect we represent. So when you're interviewing, you know, like who are they interviewing with? It's like, what's the energy that you're communicating with? Yeah, we need to do a better job with that. The other thing I'll just kind of finish up on. This aspect is I talked about the importance of relationship, and that's the same thing here, states and rehab educators. We need to kind of reengage, if you will. I think because of the pandemic. I think that relationship to some extent has kind of impacted. And so make sure that you have a working relationship with your individual program directors and also to think about like, well, when jobs are going to be available, you know, let's say, hey, we're going to have something in May, well, usually they might contact us maybe in April. If you can be a little bit more proactive, if you know something's coming down the pipe, let us know earlier because then we can kind of, hey, these are coming available. I guess the final thing I'll just say, we've done this historically in Pennsylvania and over the last couple of years, it's been phased out. I'm hoping it'll get back phased in. Think about allocating a portion of your budget to offering paid internships. If you can give students the opportunity to say, look, it's a paid internship, you're going to get some income because they're poor, even though they have the training grant. Most programs, that's not going to cover all of the expenses. So providing that kind of paid internship. And in Pennsylvania, I'll say we're fortunate they also provide medical benefits. So you do the paid internship if you do a good job, you know that, Wow, you're going to be hired here. Maybe not this particular office. We do an internship, but one of these offices. And so giving that kind of opportunity and also more importantly is then you can see, I mean, the job interview, anybody can fake it for an hour or two. But when you have somebody for 15 weeks, you know, whether or not, you know, hey, this is a person we want to retain or we don't want to retain. Yeah. So I feel like I've been a little gerbils speed up, but hopefully that that kind of covered it.   Carol: No, I love it. Jim. I think the important thing is to take away from this conversation today is that really VR has got to look at this differently. We cannot be operating the same way we operated 20 years ago. Like times have changed. So we have to deal with the situation where we're at today. We need to be proactive instead of reactive. There are a number of things within our control and we should be good at like we're people, people, relationship building that's in our… like we're good at that, Like buy a muffin for those people. I used to tell folks that whatever you need to do to grease the skids to get things rolling, like really working proactively, looking at your messaging, looking at I love that. Paying for the internships for the folks. Absolutely. We started doing that. I can't believe when I first came, it's like, okay, we're going to have interns come in and we're not going to pay them. Well, nobody has any money. Like, what's wrong with minimum wage or something? Let's give them some money so they'll come and do that. And it is a great insight into how folks can work. I really look forward to us continuing the conversation next month to go through the rest of the study. So I really appreciate your time today and definitely I will put the link for your study out with our podcast announcement as well. So thanks for joining me today. Really appreciate it.   Jim: Thank you. It's a wonderful time and I look forward to talking with you next month.   Speaker1: Conversations powered by VR, one manager at a time, one minute at a time, brought to you by the VR TAC for Quality Management. Catch all of our podcast episodes by subscribing on Apple Podcasts, Google Podcasts or wherever you listen to podcasts. Thanks for listening!

Shell Mendelson has built her 35-year career in education and career counseling. There are a lot of career counselors, though. What makes Shell indispensable for us today is that she has ADHD herself and has spent that career helping others make career choices that reflect joy and passion for their unique ADHD brains.This week on the show, Shell brings us new insights into jobs and the ADHD brain. We talk about finding the right match, how to target those deal breakers we've been thinking so hard about the last few weeks, and how to approach discussing ADHD with hiring managers. We review what it takes to find a career coach that can help you with your unique career direction and how to work with a career coach to get the most out of the relationship.One other thing about Shell that is germane to this conversation: she was mentored by Richard Bolles, author of What Color is Your Parachute?: Your Guide to a Lifetime of Meaningful Work and Career Success She's custodian of the methodology now and has taken it in her own wonderful direction to help the neurodiverse population. Even so, we're intrigued by just how well the Parachute model aligns to our thinking around ADHD and encourage you to check out the book. It's a classic. And Shell has an updated working for ADHD adults which should be available in the next two months. Keep an eye out!Learn more about Shell right here, and make sure to connect on LinkedIn if you're on the hunt and need a coach!Other LinksThe Damn Good Resume Guide, Fifth Edition: A Crash Course in Resume Writing by Yana Parker and Beth Brown (00:00) - Welcome to Taking Control: The ADHD Podcast (01:19) - Support the Show: Become a Patron and Join the Community! https://patreon.com/theadhdpodcast (03:29) - Introducing Career Counselor Shell Mendelson (09:23) - What Color is Your Parachute? (15:54) - What makes the ADHD hunt hard? (18:53) - Where is ADHD in the process? (23:51) - The ADHD Disclosure Question (29:51) - The "Means to an End" Job (37:55) - Performance Plans (44:29) - Moving into the Job Hunt (49:05) - The Job Market (53:56) - Learn More ★ Support this podcast on Patreon ★

Pascal on Twitter | Mastodon | Website (https://pascallaliberte.me)Some of Pascal's work...https://modestjs.works

Shell Mendelson, a highly skilled ADHD Career Coach, brings a wealth of experience and understanding to those with ADHD seeking career guidance. After being diagnosed with ADHD later in life, Shell dedicated herself to helping others in the neurodiverse community navigate the often overwhelming world of work. With over 32 years of experience in the field, her expertise extends beyond her own diagnosis, having worked with both neurotypical and neurodiverse individuals. Shell's approach, heavily influenced by the renowned What Color is Your Parachute? methodology, is tailored to the unique needs of her ADHD clients, ensuring that they find fulfilling and purpose-driven careers. Support the show via my Patreon https://www.patreon.com/AspergersStudio https://www.twitter.com/AspergersStudio https://www.linkedin.com/in/reidmiles/ https://www.facebook.com/InsideTheAspergersStudio https://aspergersstudio.com/ https://www.instagram.com/insidetheaspergersstudio/ https://www.youtube.com/@AspergersStudio

Shell Mendelson, a highly skilled ADHD Career Coach, brings a wealth of experience and understanding to those with ADHD seeking career guidance. After being diagnosed with ADHD later in life, Shell dedicated herself to helping others in the neurodiverse community navigate the often overwhelming world of work. With over 32 years of experience in the field, her expertise extends beyond her own diagnosis, having worked with both neurotypical and neurodiverse individuals. Shell's approach, heavily influenced by the renowned What Color is Your Parachute? methodology, is tailored to the unique needs of her ADHD clients, ensuring that they find fulfilling and purpose-driven careers. Support the show via my Patreon https://www.patreon.com/AspergersStudio https://www.twitter.com/AspergersStudio https://www.linkedin.com/in/reidmiles/ https://www.facebook.com/InsideTheAspergersStudio https://aspergersstudio.com/ https://www.instagram.com/insidetheaspergersstudio/ https://www.youtube.com/@AspergersStudio

$55,000 in scholarships paid his tuition, AND his books, fees, gas, food, etc., so that he didn't even have to work while in school! The clincher? He did this with 4 recycled essays. WHAT. You are just going to be floored by the story of my cousin today! I know I've said that for many other guests, but literally I've known this guy my whole life, and I didn't even know how deep or impactful or UNCONVENTIONAL his story went! It is definitely a testament to how God really provided. Yes, you can reuse scholarship essays you've written. Learn more about that, and his other tips and tricks, in this iconic episode! LET'S GOOOOOOO!! Grab your cold brew and TI-89, because class is now in session.   1. Reuse your essays, but make them personalized in the intro and conclusion. 2. Prep for scholarship interviews like job interviews. Prep with a family or friend. 3. Ask about who the scholarship is in memory of and use a personal touch. 4. Look at school, honor's college, major department, and minor department's scholarship applications. Be politely pushy and inquire. 5. Look at your emails from your schools to find scholarships with deadlines out of the normal deadlines! 6. Check out your parents' work and/or unions for potential scholarships. 7. Keep reapplying for scholarships each year. 8. Apply for local scholarships. 9. The FAFSA is required to be filled out, even if you won't qualify for aid. 10. Think about applying for scholarships like you're paying yourself/working for yourself. Take those 2 hours to potentially earn $1000 (just as an example)! 11. Let your passion for your upcoming career come through! Check out the book "What Color is Your Parachute" if you're not sure what your passion is.   P.S. Come join our FB Christian College Girls Community where you can ask questions, request prayer, and vent about ALL THE THINGS! Facebook --> Christian College Girl Community ~ Scholarships & Graduate Debt-Free | Facebook Instagram --> @moneyandmentalpeace Email --＞ info@moneyandmentalpeace.com Website --> Home (moneyandmentalpeace.com) Online course The Debt-Free College Blueprint --> debtfreecollegeblueprint.com Facebook --> Christian College Girl Community ~ Scholarships & Graduate Debt-Free | Facebook   Related Episodes: 78 - How to Find $10,000 in Scholarship Opportunities in an Hour a Week on Apple Podcasts 100 - Apply for This $1000 EASY, NO ESSAY Scholarship Around Your Hectic Schedule on Apple Podcasts 146 - This New Year's resolution has me on track to become a millionaire! Only takes 20 mins a week (: on Apple Podcasts   ** Find God's Path for College and Graduate Loan and Debt-Free **   Do you want guidance on where to go and what to study… wonder if you should change majors? Do you find yourself up late at night searching for scholarships, and ways to pay for college without parental help? Do you wake up worried about everything, and just want to make sure you're following God's plan for your life?   In this podcast for Christian college girls, you will learn to find GOD'S path for your college journey, and graduate with no loans or debt!   I get it! It is so tough doing things the world‘s way, when everybody else is doing life without God and in their own strength, making poor choices, and taking out loans. So, if you're ready to stop dreading making decisions, and find EASY solutions to help you pay for college while following His path for your life, this podcast is for you!   Hey there! I'm Kara Walker, a twenty-something entrepreneur, amateur snowboarder, recovering over-achiever, and debt-free college graduate. In college, I too was a stressed college student, looking for money and mental peace. I wondered if there were other ways to pay for college besides loans, and wished for clear direction on how to make college and career decisions! Not only was I worried about drowning in debt, but also afraid I hadn't heard Jesus correctly. Was I studying the wrong thing? Was I completely off track?   I felt semi-out of control and was spiraling, until I learned how to hear from God and follow His direction. He guided me and gave me the stepping stones to pay for college.  Scholarships, grants, testing out of classes, and other weird school hacks got me through debt-free!   And, I'm here to teach you HOW to do this, too.   If you are ready to find answers about your future, have an intimate and fruitful relationship with Jesus, and have enough money to KILL it at college, this pod is for you! So grab your cold brew and TI-89, and listen in on the most stress-free and debt-free class you've ever attended: this is Money and Mental Peace.    ** Scholarships, Student Loans, Christian College Girls, Pay for College, College Major, Declare Major, Student Loan Forgiveness, Federal Student Loans **   ** Debt-Free College Coach, College Financial Strategist, College Money Mentor, College Budget, Scholarship Coach, Debt-Free Degree **

Mission Transition with Veteran Author Matt Louis Joining The Scuttlebutt this week to continue our series on transitioning from the military to civilian life is Matthew Louis. Matt is an Army veteran and one of the nation's leading experts in career transition for veterans and public service professionals. He coaches individuals on their transition efforts and advises employers on hiring programs designed to successfully assimilate veterans into their organization. He is the author of the award-winning HarperCollins book Mission Transition, a practical guide for veterans in career transition, their families, and their employers.    Matthew Louis Website - https://matthewjlouis.com/   Mission Transition - https://matthewjlouis.com/books/   Purepost - https://www.purepost.co/   What Color is Your Parachute - https://bit.ly/3XhDqnX   To watch this episode, please visit our website at www.veteransbreakfastclub.org/scuttlebutt   For more about AER, check out our previous episode with former Spouse Ambassador of AER and Gold Star Wife, Krista Anderson - https://bit.ly/3AekNIB   Thank you to our sponsors: D and D Auto Salvage and Tobacco Free Adagio Health!   https://danddautosalvage.com/   https://tobaccofree.adagiohealth.org/   http://www.veteransbreakfastclub.org/   #podcast #zoom #scuttlebutt #thescuttlebutt #humor #storytelling #headlines #news #oralhistory #militaryhistory #roundtable #navy #army #airforce #marinecorps #marines #military #coastguard #veteran #veterans #veteransbreakfastclub #vbc #nonprofit #501c3  

Okay, let's be real. Sometimes you find yourself thinking, “Where am I going with my career?” If you're still looking for that thing that lights you up, you probably haven't found your true passion. This very honest episode taps into the feelings we've all felt and will help you answer the question, “What do I be when I grow up?” Follow us on social media by searching Dietitians On Demand on Instagram, Facebook and LinkedIn. Join our newsletter: https://bit.ly/2Wugmrt View our open jobs: https://bit.ly/3kvMm6S Shop Dietitians On Demand: https://bit.ly/3klmZog Show notes: What Color is Your Parachute? book by David Boles.

After a career in the US Coast Guard, Jason Heering retired from an overseas location which added an extra layer of complexity to his transition. Throughout his military career, he served in several positions related to facility and construction project management. As he weighed his options closer to retirement, Jason made the decision to accept a role with the federal government. Hired as the Deputy Director of Facility Maintenance for the US Space Force at Vandenberg Air Force Base, Jason reflects on navigating the federal job application process.Jason's last duty station was in El Salvador, and it was there that he and his family lived during the onset of the COVID-19 pandemic. Jason began teleworking during the pandemic and took advantage of virtual networking and informational interviews while working from home. Learning about Vets2Industry during the Transition Assistance Program (TAP), Jason connected with various mentors who gave him career advice. While Jason categorizes himself as an introvert, he successfully built new relationships through networking and always followed up with a personalized thank-you note as a token of his appreciation. Two questions that often get mentioned on this podcast are “What do I want to do after the military?” and “What is my why?” While the two are related, they are separate questions. Reflecting on his transition, Jason admits he wasn't ready to answer, “What is my why?” After taking a few personality tests and reflecting on the results, Jason decided it wasn't the right time to change career paths and fell back on the skills he had developed during his service. Transitioning is a process that should start months, if not years, in advance and needs to include asking and answering those two questions. With enough time, it's possible to take advantage of education benefits while serving to reskill or upskill. Additionally, it's important to look at all the factors when considering your next career. For many service members, family plays an important role in determining salary needs and job location. Jason applied to 20 jobs both in the private sector and in the federal government. He successfully navigated the federal job process and landed several interviews. With each federal resume he created, he pulled bullets that matched the job description from a master list that included all his positions and accomplishments. Jason was ultimately hired for a role under a Direct Hire Authority (DHA). In this scenario, Jason was selected through a resume review without an interview. As a first-time federal government employee, Jason took the opportunity to negotiate his salary and annual leave hours.Jason encourages people interested in a federal job to take advantage of the HR representative information located at the bottom of each job announcement. Search for people on LinkedIn with federal jobs and start networking. Recently, Jason joined the Air Force's Civilian Leadership Development School's book club. The program is still relatively new but has already inspired Jason with its first three books. He encourages everyone to continue learning and gaining new perspectives through reading. His recommendation list includes:What Color is Your Parachute by Richard BollesStart with Why by Simon SinekCrucial Conversations by multiple authorsMake Your Bed by Admiral William McRavenHead over to the Lessons Learned for Vets YouTube channel at https://tinyurl.com/llforvets22 to hear a bonus clip from Jason. You can connect with Jason at https://www.linkedin.com/in/jason-m-heering/SUBSCRIBE & LEAVE A FIVE-STAR REVIEW and share this to other veterans who might need help as they transition from the military!

Business Coach and Author Susie deVille believes that the process of creating is fueled by five essential practices that assist entrepreneurs and leaders in reclaiming their power and inspiration. She shares how many business owners gravitate toward analytical "left-brain" actions and lose access to their most potent tools: intuition, imagination, and ideation.  Susie shares her process known as the 5Ms™: meditation, morning pages, movement, moments of inspired learning, and making something. The 5Ms™ are powerful ways to interrupt your pattern of thoughts and behaviors. Susie encourages listeners to "get in the balcony of your perspective" and completely shift their lives and businesses.Podcast host Christopher Miller shares his passion for Richard Nelson Bolles' book, What Color is Your Parachute? and one of its exercises that focus on writing down past achievements. Susie calls the process "Play Histories" and asks her clients to write stories and, upon completion, go back and circle the verbs. These verbs are powerful hints about your core essential self and help us remember what brings us alive.Creativity is a state of connection and ground for an entrepreneur. In the moments of creating, we send down a taproot into our depths, allowing intuitive hits to rush to the surface. Once our intuition is ignited, we learn to trust ourselves, break through being stuck, and enjoy newfound clarity that powers our ability to reach our goals.Susie cautions the listeners on the tendency to avoid their truth by engaging in habits that buffer us from experiencing our feelings, such as overworking, perfectionism, numbing food, and alcohol, and letting negative thoughts go unaddressed. Use her process to relax, recenter into your authentic vitality, and access your creativity back channels.Susie deVille is a speaker, author, and Founder & CEO of the Innovation & Creativity Institute, a coaching firm connecting entrepreneurs and business leaders to their innate capabilities, guiding them to lead from a place of creative confidence. Susie is on a mission to show entrepreneurs and creators the power of trusting themselves and how to work lighter while making higher profits. Her book, BUOYANT: The Entrepreneur's Guide to Becoming Wildly Successful, Creative, and Free, is available wherever books are sold. For more information, visit InnovationandCreativityInstitute.com. 

Whirlwind to Kansas, What Color is Your Parachute?, Creative Calling, A prayer regarding false friends, and the advice of St. Louis to his son. EPISODE 441 SHOWNOTES & LINKS

Elizabeth Eiss is founder and CEO of ResultsResourcing, an online recruiting platform that matches employers with the right people. She is a serial entrepreneur, investor and gig economy expert who is passionate about business and driving win-win solutions for buyers and sellers in today's fluid talent market. Kelley Joyce is a career coach helping professionals discover their career path and land their dream job with confidence. She is founder and CEO of The Truth At Work, where she works with individuals who want to take their career to the next level. They share insights about all things careers, including tips for resume writing and calculating the value of your time. Elizabeth and Kelley discuss how listeners can elevate their careers and earn the income they deserve.  Technology has created marketplaces that allow people who need skills to find people that have skills. If you want to work as a freelancer, you need to know what you're good at and be able to translate that into a technology platform.  Figuring out what you want to do with your life isn't easy regardless of how old you are. Getting in touch with your ‘why' makes it easier. One of the stumbling blocks in getting your first job is a company's objective to get results - this proves as an obstacle to many because they don't have the results in the package the company is used to seeing. When writing a resume, start by gathering information about yourself and then decide how you want to present it. The cover letter should include three compelling reasons why someone should hire you. Resources Elizabeth Ellis on LinkedIn | Twitter Email: eeiss@resultsresourcing.com ResultsResourcing.net | How We Help Video ROI Calculator: Value of Time Kelley Joyce on LinkedIn | Twitter Phone: 917-566-0808 Email: kelley@thetruthatwork.com Complimentary Consultation TheTruthAtWork.com Resume Writing Roadmap Free copy of Kelley's ebook Resume Writing Roadmap Free copy of Kelley's ebook 5 Simple Ways to Find Your Dream Job Myers-Briggs Test The Strong Interest Inventory *Kelley is a certified assessor of the Myers-Briggs Type Indicator (MBTI) and the STRONG Interest Inventory. Both tools require a trained and licensed assessor for its proper administration and evaluation. Getting to Yes: Negotiating Agreement Without Giving In by Roger Fisher and William Ury What Color is Your Parachute? by Richard Nelson Bolles Stacy Francis on LinkedIn | Twitter Email: stacy@francisfinancial.com FrancisFinancial.com Reach out to receive a complimentary consultation! Contact Francis Financial at +212-374-9008 or visit Francis Financial today!

You are just going to be floored by the story of my cousin today! I know I've said that for many other guests, but literally I've known this guy my whole life, and I didn't even know how deep or impactful or UNCONVENTIONAL his story went! It is definitely a testament to how God really provided. $55,000 in scholarships took him not only through college tuition, but paid for his books, fees, gas, food, etc. that he didn't even have to work while in school! The clincher? He did this with 4 recycled essays. WHAT. Yes, you can reuse scholarship essays you've written. Learn more about that, and his other tips and tricks, in this iconic episode! LET'S GOOOOOOO!! Grab your cold brew and TI-89, because class is now in session.   1. Reuse your essays, but make them personalized in the intro and conclusion. 2. Prep for scholarship interviews like job interviews. Prep with a family or friend. 3. Ask about who the scholarship is in memory of and use a personal touch. 4. Look at school, honor's college, major department, and minor department's scholarship applications. Be politely pushy and inquire. 5. Look at your emails from your schools to find scholarships with deadlines out of the normal deadlines! 6. Check out your parents' work and/or unions for potential scholarships. 7. Keep reapplying for scholarships each year. 8. Apply for local scholarships. 9. The FAFSA is required to be filled out, even if you won't qualify for aid. 10. Think about applying for scholarships like you're paying yourself/working for yourself. Take those 2 hours to potentially earn $1000 (just as an example)! 11. Let your passion for your upcoming career come through! Check out the book "What Color is Your Parachute" if you're not sure what your passion is.   P.S. Come join our FB Christian College Girls Community, and tell us what traditional degree you're getting, and how you want to use it in an unconventional way(: Facebook --> Christian College Girl Community ~ Scholarships & Graduate Debt-Free | Facebook Instagram --> @moneyandmentalpeace Connect --＞ info@moneyandmentalpeace.com   **Scholarships & School Hacks for Christian College Girls to Graduate Debt-Free!** Get a debt-free degree, find easy scholarships and money for college, and more tips for Christian college girls! Hang out with me, Kara (Scholarship Coach, College Money Mentor, Get Out of Debt Guru), every Monday, Wednesday, and Friday, or connect with me below!

I am starting off my Coffee Break book reviews with the only one that still ranks #1 in the career development world. What Color is Your Parachute? is the "bible" of how to pursue a career that fits your passions, interests, skills and background. First published in 1970, What Color is Your Parachute? is the go to book for anyone seeking employment, returning after a lay off or trying to advance within a career. Written by Richard N. Bolles who sadly passed away in 2017 after a lifetime of service to job seekers around the world. For more information: www.jobhuntersbible.com, www.eparachute.com. Chapters include: Welcome to the Ever-Changing World of the Job Search The Job Search is a Mind Game: Here are Ten Ways to Win How to Deal with Any Challenges You Have in the Job Search The Flower Exercise: Self-Inventory, Part 1 & Part 2 (not to miss if you are unclear of your direction) I hope you'll consider adding this book to your personal library and/or reading plan to help you with your career.

In this episode, we talk about breaking into tech mid-career with Sarah Bartley, full stack web developer, and Will Johnson, developer advocate at Auth0. Show Notes DevNews (sponsor) Duckly (sponsor) CodeNewbie (sponsor) Compiler (DevDiscuss) (sponsor) Scout APM (DevDiscuss) (sponsor) How I Switched Careers Into Tech With No Degree In My Mid 30's Nevertheless, Sarah Bartley Coded What Color is Your Parachute? Skillcrush Stack Overflow The Web Developer Bootcamp 2022

Wow, and just like that, that's a wrap! Aly is recapping some points she wanted to expand on more during the season in the last episode of season one. She talks about societal standards and how it's okay to be in charge of your own life, how you don't have to follow a certain road map to get to where you want to be. In this day and age, it's easy to get caught up in a game of "Keeping Up with the Jones'," but Aly has some advice on how she has and continues to carve out her own path going against the grain of society. In this solo ep, she also discusses how to find enjoyment here and now, even if you aren't exactly where you want to be on your journey. Aly talks about how she finds things to be grateful for, no matter the kind of day she's having! Lastly, she gives lots of THANKS to all of you who have listened all the way through season one!! This was a big goal of Aly's, and to finish the season strong and to be able to share it with you leaves her with so much gratitude for YOU! The show would be nothing without you, so thanks again for listening : ) Aly mentions the book, What Color is Your Parachute? which can be found here. She also mentioned Sam Laura Brown's, The Perfectionism Project, which is a high recommended podcast by Aly!

Welcome to episode 33! In this episode, self-actualization coach, author and happiness expert, Trish Ahjel Roberts discusses 5 tips and some helpful books to help you get unstuck and find your passion with guest, Kim Green. Mind-Blowing Happiness (noun): A state of deep joy and fulfillment characterized by a juicy life journey steeped in passion, purpose and the realization of your fullest potential. Mind-Blowing Happiness is the life you DESERVE.Resources:TrishAhjelRoberts.comBlankPageConsult.comTrish's book picks:Year of Yes by Shonda Rhimes, What Color is Your Parachute?... Homegoing by Yaa Gyasi; 12 Steps to Mind-Blowing Happiness by Trish Ahjel Roberts; Harold and the Purple Crayon by Crockett JohnsonKim's Book Picks:Operating Instructions by Anne Lamott; Working by Studs Terkel; Return to Love by Marianne Williamson, Being a Black Man by the Staff of the Washington Post Staff, Vicissitudes by Kim Green

Welcome back to the UserFlows Podcast. A show where we talk about UX Design and Careers. I'm your host Thomas Morrell and I get to interview other designers about their journey's into the field of UX and Product Design. Today I am speaking with Sam Harper, a former filmmaker and marine biologist turned passionate user experience designer, published Medium author, and frequent contributor to the UX Collective blog. Sam is also a UX career coach with some pretty great experience.I was first introduced to Sam through his LinkedIn live shows. I found him extremely intriguing and I love how open, honest and helpful he has been for the UX community. Especially those just getting started in the field.You can read Sam's articles on Medium or join his biweekly live stream calls on LinkedIn.Books and Articles we talked about on the showWhat Color is Your Parachute?Jobs To Be Done2021 Edition: Your UX Boot Camp Will NOT Get You A Job: Unless You Do These Critically Important StepsArticle I couldn't remember on the show :)Lost your UX job during COVID? Look at the opportunities it presents

Join Jeff and Vince as they discuss how they use LinkedIn and some of the changes to the platform, lessoned learned from What Color is Your Parachute and tons of great music from the 1960's! Also a little new business development in this weeks Cultural Corner. --- Send in a voice message: https://podcasters.spotify.com/pod/show/meetthenewboss/message Support this podcast: https://podcasters.spotify.com/pod/show/meetthenewboss/support

In this episode, we will be talking with Drew Crandall, who is the Founder and President of KEEP IN TOUCH, asking the question: Who Are the People You Need In Order to Succeed? We have compiled a list of key roles that people can play in our lives (see below) and will be taking a deep-dive with Drew into a few of these roles, and why they are so important to our flourishing and success. Resources from this Episode: Drew Crandall at Keep in Touch Vernon, CT What Color is Your Parachute? by Richard N. Bolles Produced by Johnny Button Music by tawnbei LIST OF ROLES: o Connector/Networker: Always know someone or something related to what you are talking about and connects you/provides an initial resource o Challenger/Devil's Advocate: This person always asks why, what is our proof, how is that different, etc. Though at times than can seem abrasive or judgmental, they help us refine our thoughts, and always have a good reason for their counterpoints. o Cheerleader: Believes in you when you struggle to believe in yourself & Always encourages/shares excitement for your latest project o Innovator/Dreamer: More than an active listener, or encourager, this person is always fueling more ideas with their constant creativity. They aren't usually as concerned with the day-to-day but are always looking ahead into the future, strategizing for new ideas and pushing you for opportunities others may overlook o Mentor/Coach: Points you in the right direction when you're feeling lost and takes you out of your comfort zone so you can maximize your potential and make things happen o Peer: NOT A CLOSE FRIEND! A colleague or co-worker who provides accountability to keep you focused on the task before you o Problem Solver: Thrives on adversity and times of crisis. Problem-solvers help us to see the glass as half-full where others see it empty. They look at the potential opportunity in a situation, rather than focus on the negative. o Researcher / Synthesizer: This person loves making spreadsheets and exhausting all options before making a decision. They help us to see more than a binary choice and enjoy researching questions we feel stumped on. --- Support this podcast: https://podcasters.spotify.com/pod/show/vos-fellowship/support

Professional development is a habit, according to Tyler Boggess, Drake '10. Brother Boggess is an account executive at Apex Systems, a world class technology services business. In this episode, learn from Tyler how to build that habit by assembling your personal board of directors, developing the right exit strategy for your job or internship, writing thank you notes like a pro and cultivating your network like no one else does.Books mentioned:What Color is Your Parachute?The 2-Hour Job Search----Connect with Tyler on LinkedIn----This episode is supported by mySigEp. A brand new door to your dear old Fraternity.and the Official SigEp Store. Use code SIGEPPODCAST at officialsigepstore.com to get 10 percent off when you spend $20 or more.

     Fifty years ago, Richard Bolles wrote a book designed to help people find their way into the world of work. It was called, What Color is Your Parachute? The book has sold over 10 million copies in 22 languages. And...it has been updated 48 times since. Once each year, since 1975. Finding a career in a changing world apparently is a challenge.     Unfortunately, many people seem to find themselves in the same dilemma regarding their own sense of identity. It has become accessorized. Something that has to be "updated" frequently, to fit what everyone else is saying about themselves.     But what if what works for your "parachute" doesn't work in the world of personal identity? What if who I am isn't supposed to change? What if knowing who I am is supposed shape the "color of my parachute"?     Playing off of Bolles' book title, Fran Sciacca takes us on a deep dive into the world of personal identity and the role it plays (or is supposed to play) in the life of a Christ-follower, in an era of racial tension and political confusion._______________________________________OTHER  RESOURCES BY FRAN SCIACCA:"What's Wrong With the World?" - evangelism & discipleship video curriculum"Knot or Noose? - Recovering the Mystery of Marriage"  - small group video resource"The Darkside Challenge"  - social media and tech self-audit"Getting the Big Picture"  - Old Testament survey course"Yeshua in Four Dimensions" - the four Gospels (survey course)"To The Ends of the Earth" - New Testament survey course"The 15/30 Series" - studies for spiritual formation (Genesis, Psalms, Mark, Paul)

Nick and Ken wade into making choices and how to improve the decision making process. Links: When one sketch flopped, two words saved The State: “monkey torture” by Erik Adams Meniscus (anatomy) | Wikipedia Talking to Strangers: What We Should Know about the People We Don't Know by Malcolm Gladwell | Goodreads (Nick's book report) Malcolm Gladwell — "Choice, happiness and spaghetti sauce" | TED.com Stanley Milgram | Wikipedia What Color is Your Parachute by Richard N. Bolles How to Make a Decision Like Ben Franklin | Art of Manliness

Ever get that internal feeling that something needs to change? In this episode I interview my own life/productivity coach, Elise Enriquez, about what to do about that feeling of dreading Mondays and how to decipher what to do about it. Elise is sharing about her own crucial career move where she left a great job with great benefits and listened to her body to find her perfect career.  Three awesome tips for anybody who is in the position of wanting a career change: Figure out if it's relationship or situational; tap into your strengths. Interview people in fields that look interesting to you and read self-help books. Listen to what your body is telling you.   Elise is a great example of what living on purpose looks like, as she has designed and gone after the life she wanted personally and professionally. Join us as she opens up about those internal feelings of needing change that no one could see and what finally drove her to being a life coach.    Book recommendations  “Finding Your Own North Star” by Martha Beck  “What Color is Your Parachute” by Richard N Bolles (don't forget the workbook!) “Pivot” by Jenny Blake   Connect with Elise: https://www.facebook.com/eliseenriquezcoaching/ http://www.eliseenriquez.com/ https://www.instagram.com/elisemenriquez/

Finding the best talent or finding your dream job is on the agenda in today's podcast. Dom Vacca shares from his nearly 40 years of experience recruiting, and consulting. He didn't hold anything back. He outlines what leaders are looking for today and it's not about skills and experience. It's about values. He details 6 specific things that will set you apart from others looking for the perfect position. He also breaks down 3 things to not do, so be ready to take a few notes. His insights may surprise you because the word resume or CV didn't make the list! If you're in charge of hiring or own a business, how well can you explain the company values? Dom explains why it's a game-changer when hiring the best talent for your organization. You'll be inspired to look at taking risks differently when you hear how it can benefit you. It's not about doing something crazy. Dom explains why the people who understand how to recognize opportunities that don't have a guaranteed outcome can end up putting you in the best situations, personally and professionally. It's about recognizing growth and being the person to move forward when others play it safe. Dom's own experience will inspire you to look at risk differently. This episode is for you if you're looking for the next opportunity or if you're happy where you are. Dom and James outline how to connect with a recruiter and why the best time is right now. Even if you're doing work you love at a company that values your contributions. Lastly, make sure you hear the number one missing skill in today's market. You may find an opportunity here after hearing James and Dom explain why it's going to continue to be in short supply.  Link for Resources Mentioned in the Podcast What Color is Your Parachute - a job-hunting and career-changing classic The Innovators Solution, Creating and Sustaining Successful Growth Learn more about your ad choices. Visit megaphone.fm/adchoices

https://entrearchitect.com/wp-content/uploads/2014/02/DMZach-sepia.jpg ()David Zach is a Futurist. I don't know about you, but before meeting David at AIAS Forum in Chicago, I thought Futurism was the creation of science fiction writers. But in fact, David Zach is a professional Futurist. David is a full time speaker and has given more than 1500 presentation over the past 27 years. He was a member of the board of directors for AIA National and has a personal passion for the future of architecture. This is an action packed episode of the Entrepreneur Architect Podcast. We talked about so much, from future trends in architecture to how to get started as a public speaker. He recites quotes, gives great advice and recommends a bunch of videos, books and websites, so you are going to want to visit the show notes for this one posted below. I really enjoyed speaking with David. I hope this one gets you thinking.   Contact David http://www.davidzach.com (David’s Website) http://www.twitter.com/davidzach (David on Twitter) http://www.youtube.com/user/dmzach (David’s YouTube Channel) Topics Discussed in This Week’s Show http://www.wfs.org/futurist (The Futurist Magazine) http://www.uh.edu/technology/programs/graduate/foresight/ (University of Houston, Masters of Studies of the Future) Johnson Controls, Milwaukee, WI David's journey to become a proclaimed public speaker Future trends, as well as traditions http://www.saup.ku.edu/architecture/people/advisory/cynthiafrewenwuellner (Architect Cindy Frewen Wuellner), Kansas City Futurist AIAS Forum 2013 The future of architecture How David was invited to be a member of the Board of Directors for AIA National “Architects are futurists Citizen Architects Fear that the future of architecture will be boring. Alain de Botton, confused private imperative. the effect of 3D printing on the future of architecture The freedom to fail leading to success The path to freedom is entrepreneurism Earl Nightingale Every architect must be an entrepreneur Maia Small, http://architectsofotherthings.tumblr.com (Architects of Other Things) blog Permission to explore alternatives to traditional practice http://www.amazon.com/gp/product/B00BH0VU2E/ref=as_li_ss_tl?ie=UTF8&camp=1789&creative=390957&creativeASIN=B00BH0VU2E&linkCode=as2&tag=entrearchitect-20 (What Color Is Your Parachute?)” target=”_blank”>What Color is Your Parachute? (book) by Richard Bolles Collaboration throughout the profession of architecture Sharing and being transparent in architecture Presentation Skills for Architects Ada Rose Mancusi Public Speaking First steps to become a public speaker http://www.toastmasters.org (Toastmasters International) http://www.nsaspeaker.org (National Speakers Association) Garr Reynolds, Author http://www.amazon.com/gp/product/0321811984/ref=as_li_ss_tl?ie=UTF8&camp=1789&creative=390957&creativeASIN=0321811984&linkCode=as2&tag=entrearchitect-20 (Presentation Zen) (book) Nancy Duarte, Author http://www.amazon.com/gp/product/0596522347/ref=as_li_ss_tl?ie=UTF8&camp=1789&creative=390957&creativeASIN=0596522347&linkCode=as2&tag=entrearchitect-20 (slide:ology) (book) Jeremy Donovan, Author http://www.amazon.com/gp/product/B00EHIELXS/ref=as_li_ss_tl?ie=UTF8&camp=1789&creative=390957&creativeASIN=B00EHIELXS&linkCode=as2&tag=entrearchitect-20 (How to Deliver a TED Talk) (book) http://www.amazon.com/gp/product/B00FX3IMZY/ref=as_li_ss_tl?ie=UTF8&camp=1789&creative=390957&creativeASIN=B00FX3IMZY&linkCode=as2&tag=entrearchitect-20 (How to Design TED Worthy Presentation Slides) (book) 1500 talks Stephen Covey Tips on how to get noticed as a public speaker Full time speaker for 27 years Crafting stories in architecture Storytelling...