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By Brenda L. Peterson, The Layoff Lady Learning About YourselfWhether you’re considering making a career change, are currently in the midst of a job transition, or want to be more effective in your role, increasing your self-knowledge is a great place to start. A Good Starting Point: Values and StrengthsIn other articles here on The Layoff Lady, I’ve outlined ideas for exploring your values and discovering your strengths. Knowing more about what you truly value and what you are good at will help you think about the why, what, and how of the type of work you are driven to do. Reflecting on your findings will also help you have better conversations about your skillset and what motivates you personally and professionally. A Solid Next Step: Discovering Your Saboteurs It’s incredible how our strengths and values also show up when we are in challenging situations—often in good ways, but sometimes in more destructive ways. Learning about how you can get in your own way is a valuable strategy for making better decisions when you’re mid-crisis. Enter Shirzad Chamine. He is a professor, professional coach, and the author of the best-selling book Positive Intelligence. He introduces strategies for how to be mindful of what we know (IQ) our overall emotional intelligence (EQ), and how to leverage our positive intelligence (abbreviated as PQ). The end result is learning to be more effective and increase our overall. Nine Ways We Self Sabotage (According to Positive Intelligence)Here arer the nine saboteurs outlind in Positive Intelligence listed in alphabetical order along with my brief description of each:
Yikes. We're certanly not our best selves when we show up this way. Let's look at how you can identify your saboteurs and use that information to improve how you show up. About The Assessment To Find Your Top SaboteursSet aside time to take the 9 Ways We Self Sabatoge Assessment from Positive Intelligence. The assessment takes 5-10 minutes to complete. In addition, I suggest giving yourself 30-45 minutes to review your results and reflect. This assessment consists of 45 questions. Each question includes of a statement, and you'll rate your agreement with that statement on a 5-point scale ranging from strongly agree to strongly disagree. The directions encourage you to answer each question relatively quickly and go with your initial response. The final 7 questions are about demographics and finding out where they will send your assessment results. Your Assessment ResultsThe results you receive include a ranking of your top sabateurs and your score for each. In addition, you will receive the following information about each of your saboteurs:
Reviewing Your ResultsI find these types of assessments fascinating. As someone who is committed to ongoing professional development, I appreciate getting insights that might be hard for someone else to share. These insights are valuable, and also help me understand why I do what I’m doing as well as helping me to recognize those non-helpful patterns so I can adjust my approach going forward. Not at all surprising to me, my top three saboteurs are as follows:
My Initial Reflections On My ResultsHere were my initial thoughts as I saw my top three identified saboteurs:
My Additional Reflections On My ResultsUnder Controller, here are a few statements resonated with me from the details included within my report:
Reflecting on Your Results
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By Brenda L. Peterson, The Layoff Lady Onsite, Remote, and Hybrid Work ImplicationsOne challenge during my most recent job search has been the newly added focus on work location. Specifically, the following labels have become more standard on job listings: onsite, hybrid, and remote. While there are, indeed, many remote jobs available, I discovered first-hand that companies and job search sites are not necessarily aligned on what remote, hybrid, and onsite work arrangements mean. Let's dig a little deeper. Remote Job ClarificationsOverall, a "remote" job could mean one or more of the following are true:
Onsite, Remote, and Hybrid Roles in PracticeRegardless of the label, jobs may work differently in practice. Here are a few of the many possible scenarios:
Navigating Job Listings for Remote RolesAs a job seeker, knowing that companies may vary on how they list details in their job descriptions, here are a few strategies for navigating job listings:
Remote Work Implications: Candidate Location, Job Location, and PayThere are also a few other implications of remote work to keep in mind:
Strategies for Remote Work Salary ConversationsGiven these variations on how salaries work for remote roles, be sure to think through your financial requirements and how you will address questions about your desired salary:
Learn MoreBy Brenda L. Peterson, The Layoff Lady What Do You Want To Be Next?We often ask children, “What do you want to be when you grow up?” As an adult who is in career transition, it’s time to ask yourself, “What do I want to be next?” Remember, you don’t have to do the same thing you were doing before, and now is the perfect time to think about what job is the right next step for you. Shouldn't I Just Take What I Can Get?As a job seeker, I understand the tendency to feel like you are in no position to be picky. However, when I talk with job searchers having difficulty landing a new role, not having a focus for their job search actually slows their progress considerably. Most of the time, employers are less likely to hire someone who wants what I would call “any old job.” Employers would rather find someone who genuinely wants to do a specific type of work, has the necessary skills, and is targeting an identified role. One of the best things you can do for the success of your job search is to figure out what you really want to do, then use your resume and LinkedIn profile to promote yourself as a match for your desired role. Take a BeatWhen your job suddenly ends, I think the natural tendency is to think “I need to be reemployed as quickly as possible” or to skip thinking altogether and seek out exactly the same job you had before. It’s not that you can’t seek out the exactly same type and job title you had before—because you can! Just make sure to reconfirm with yourself that it is the job you want. After my very first layoff, I took a moment for contemplation and thought to myself, “This is my chance to figure out what it is I want to do with my life! I can do anything?” Approximately 5 minutes later, I realized “For me, this is the right area.” Other times, when I fell in that “must get a job right now!” mindset, I just got a job with about the same title as my last job with about the same type of company. Was it a bad decision? Not necessarily. Whether you do the same things as before, or want to shift gears, make sure you’re actively deciding what is next for you. What do you want? Learning About YourselfThe first step of job searching is figuring out what kind of a role you even want. Instead of jumping right into the exact job you did before, it's wise to take a little time for introspection. One good step in this process is finding out more about your strengths. Learning about what you are good at--and how to tell the story of your talents and successes--can help you position yourself well as you apply and interview for a new role. Reflect on Your ValuesA good starting point is thinking about what you truly value in life, and how you express those values. Personally, I also find that it's awfully hard to think of the right words to articulate those high level ideas that matter to you. I discovered the think2perform Online Values Exercise at a previous job when I was designing a retirement planning seminar. Since thinking about your money (or your work for that matter) starts with what you care about on a larger scale, this is a great starting point. Personally, I take this assessment on at least an annual basis because the process helps me revisit my values in general and helps me more thoughtfully talk about what I do and why I do it. The assessment itself includes 51 named value cards and 4 rounds of reviewing the cards. The total time to complete this activity is about 15 minutes, and perhaps more depending on how much contemplation you do during the process. You also have the option to add your own values as needed. In the end, you'll have 5 value cards with descriptions that name and describe key areas that matter to you. After you identify your top 5 values, think about how you live those values in your life, and how you would like to express those values in your work. Use these as your guideposts as you move on to the next steps. Identify Your Work StrengthsThe CliftonStrengths Assessment (previously known as Clifton StrengthsFinder) is a wonderful tool for identifying what you are good at, how that manifests, and how your version of each strength shows up. It not only helps you identify your top strengths, but also gives you language to talk about skills you didn't even realize everyone else didn't have. To access this assessment, you can purchase the StrengthsFinder 2.0 Book (which includes a code for the new CliftonStrengths Online Assessment) or you can directly pay for and access the CliftonStrengths Top 5 Assessment on Gallup.com. Either option should cost around $20 for the basic assessment and results, with the option to purchase additional assessments or training based on your level of interest. The 30-minute online assessment includes 177 questions including paired statements. On a scale you select which of the statements is more like you. From there, you'll receive a report identifying your top five strengths along with a more detailed description of how those strengths are exhibited in how you interact with the world. Reading a report about yourself (one that is freakishly accurate, by the way) is downright life changing. After taking the assessment, you'll be able to see your unique talents, and have language to explain how what you do sets you apart from others. Having a way to put your abilities into words can translate directly into your resume, and how you talk about who you are and what you bring to the table. Reflect on Previous Roles and Identify What You Do and Don't WantThink about your previous jobs and reflect on what you liked and didn't like. As yourself the following questions and write down your answers:
Talk To People In Roles of InterestOne helpful way to find out more about possible career options is to talk to people who are currently in those roles. By reaching out to individuals in your professional network, and asking them to put you in touch with people they know who could help, you can make new connections and find out about specific companies and roles. This will help you start to bridge the distance between your skills, and possible job titles and companies that might be a good fit for you. Learn Moreby Brenda L. Peterson, The Layoff Lady Learning About YourselfThe first step of job searching is figuring out what kind of a role you even want. Instead of jumping right into the job you did before, taking a little time for introspection is wise. One good step in this process is finding out more about your strengths. Learning about what you are good at--and how to tell the story of your talents and successes--can help you position yourself well as you apply and interview for a new role. People Are Good at Different ThingsIf you ask many people what they are good at, they would need help putting their natural abilities into words. Taking the StrengthsFinder assessment was a great starting point for me to better understand what I do well. Often, individuals are blind to their own unique talents. In the past, I have wrongly assumed that EVERYONE does the things I do. Like (of course) everyone takes notes regularly in everyday conversations when they learn something--and (of course) everyone makes a seating chart whenever they are in a group of new people to remember names. Turns out--NOPE! These are things I did that not everyone does. This was a huge breakthrough for me. So how do you figure out what you do that not everyone does? Part of the Answer: StrengthsFinder/CliftonStrengths AssessmentThe CliftonStrengths Assessment (previously known as Clifton StrengthsFinder) is a wonderful tool for identifying what you are good at, how that manifests, and how your version of each strength shows up. The 30-minute online assessment includes 177 questions, including paired statements. Then, on a scale, you select which of the statements is more like you. From there, you'll receive a report identifying your top five strengths along with a more detailed description of how those strengths are exhibited in how you interact with the world. Reading a report about yourself (one that is freakishly accurate, by the way) is downright life-changing. After taking the assessment, you'll be able to see your unique talents and have language to explain how what you do sets you apart from others. Having a way to put your abilities into words can translate directly into your resume and how you talk about who you are and what you bring to the table. My Strengths and How They Show UpMy identified strengths, in order, are Strategic, Learner, Arranger, Achiever, and Individualization. Here are a few details I learned from my report and reflecting on those results:
Additional Strategies for Identifying Strengths and TalentsHere are a few other strategies for identifying what you're good at and how you show up in the world:
Learn Moreby Brenda L. Peterson, The Layoff Lady Learning About YourselfThe first step of job searching is figuring out what kind of job you even want. Instead of jumping right into the same job you did before, it's wise to take a step back and reflect. A good starting point is thinking about what is truly important to you in your life and how you express those values. The Question: What is Important to Me?Identifying what matters to you is helpful whether you're thinking about how you spend your money, what kinds of activities appeal to you, who you want to spend time with, and (go figure) what type of work you want to do. Unfortunately, I also find that it takes a lot of work to find the right words to articulate those high-level ideas that matter to you. Part of the Answer: think2perform Online Values ExerciseWhen designing a retirement planning seminar for clergy, I discovered the think2perform Online Values Exercise at a previous job. Since thinking about your money (or your work for that matter) starts with what you care about on a larger scale, this is a great starting point. Personally, I take this assessment on at least an annual basis because the process helps me revisit my values in general and helps me more thoughtfully talk about what I do and why I do it. The assessment includes 51 named value cards and 4 rounds of reviewing the cards. The total time to complete this activity is about 15 minutes, and more, depending on how much contemplation you do during the process. You also have the option to add your own values as needed. In the end, you'll have 5 value cards with descriptions that name and describe key areas that matter to you. For me, as of the last time I completed this activity, my top 5 were (in no particular order) autonomy, education, helping others, health, and relationships. Applying Your Values to What You Want and How You Show UpWhen I think about the type of work, my desired way of working, and my work preferences, using my values as a starting point helps me articulate how I think about these things in a more meaningful way.
Learn Moreby Brenda L. Peterson, The Layoff Lady Change Is The Only ConstantBusinesses are always changing. They constantly update their strategy to stay viable long-term. Changing staffing levels is one way they evolve to meet needs. While changes may bring great opportunities, they could also mean a few layoffs--or a company-wide reduction in force (RIF) may be imminent. Here are a few signs layoffs might be a-coming Economic DownturnFrom the dot.com bubble, to the 9/11 attacks, to the subprime mortgage crisis, to pandemic fallout and beyond, economic conditions impact the viability of individual businesses. For example, during the pandemic, we saw some businesses boom (like video conferencing) while others struggled (like hospitality). Consequently, for those organizations that were floundering, job eliminations followed. More recently, mortgage rates rose, causing mortgage companies to streamline their operations. Financial TroublesNot all companies are successful--even in a strong economy. Companies might miss their sales targets for a quarter (or longer) or start to lose market share to a competitor. To adjust, they may start with small cost-cutting measures, like having fewer snacks in the breakroom or downsizing employee events. Then, on a bigger level, there may be hiring freezes, no raises, or stopping performance bonuses. There could even be temporary pay cuts or eliminating some benefits (like employer contributions to a retirement plan). Since salaries are one of the biggest line items companies have, eliminating staff is one way to address financial troubles that shows a significant, more immediate impact on the bottom line. New LeadershipWhether a CEO or a frontline manager, leadership changes can impact an employee’s future. When a president is replaced, a VP of a critical department moves on, or a manager leaves due to personal reasons, new people fill those gaps. New leaders typically review the current state, assess staffing levels, revisit company goals, and make changes. This may include them bringing in their own people, restructuring departments, halting unsuccessful projects, or starting new initiatives. In some cases, they may bring in one or more consultants to make recommendations—including the jobs that will continue, their scope, and who will do them. Ownership ChangeWhen companies have new owners, changes are inevitable. Duplicate teams will combine and some positions may be consolidated or eliminated. In addition, differences in company values may mean that a department in one company is no longer valued in another. Regardless of the circumstances, one thing is sure. The organizations in question will determine changes that need to be made and move forward to strengthen the company—which may or may not include a job for you. RestructuringOccasionally, companies revisit their goals and decide to switch directions. For example, a call center might start expecting all agents to be able to answer all call types, then shift to having specialized teams, then decide later to outsource or eliminate a service altogether. Shifts take place to minimize costs or capitalize on a potentially lucrative market. Unfortunately, this also means that the job you have that was once considered essential may be deemed out of scope. Reduced ResponsibilitiesOn an individual level, changes to your job (especially if it becomes less challenging) may be a hint about the future of your role. If at one point, you led projects, and now you find yourself being left out of crucial meetings, take notice. See if this is an isolated incident or a pattern. This may also be a downstream effect from changes elsewhere in the organization. For example, a new manager may observe you doing your (now less challenging) job and see a misalignment between the value you bring and the salary you receive. Whether this is due to a new boss who isn’t your biggest fan, or one who has a former colleague they want to bring in to replace you, it’s important to pay attention. Changes in responsibilities may put you in jeopardy as the organization evolves. Company CultureDepending on company culture, the amount of voluntary and involuntary turnover varies. While some companies have employees who have been there well over a decade, others may have the bulk of their staff there for less than a year. A larger, more established company has a better chance of longevity, while a tech startup may have more people regularly coming and going. Some may quickly decide if an employee is an organizational fit and take action. Others will have a structured (and often lengthy) procedure for attempting to correct performance before terminating. An organization’s mission, values, and day-to-day practices impact the likelihood that someone else will decide when you move on. All of The AboveSometimes, a layoff is inevitably caused by a series of events. For example, it may start as an economic downturn, followed by the company’s financial issues, then a leadership change, a resulting reorganization, and ending with the company being sold. Learn Moreby Brenda L. Peterson, The Layoff Lady Managing Job AnxietyRecently, I was at a professional development event learning about the finer points of corporate training. During networking time, I talked with a woman who had been previously laid off, then called back to work for the same company (which is rare for my chosen field). What was her biggest concern? In short, she was trying to figure out how to be happy in her new/old position and not constantly worry about the possibility of getting laid off again. To Worry, or Not To Worry?Here in the land of having been laid off from various and sundry positions many, many times over the course of my career, I know from being worried about job loss. Granted, the first time I was laid off, an involuntary job loss was outside of my realm of possibility since it had never personally happened to me. After that, though, once I knew it was a thing, there were many times when I worried about being laid off. Maybe it was concerns about market performance, new management, rumors about reorganization, or other things that caused my anxiety to kick in. An Alternative to WorryWay back when, I had two operating modes when it came to work: “I’m happy with my job” mode and “I need to find a new job right this minute” mode. “I’m happy with my job” mode included excelling at my day-job with a side order of inactivity. “I need to find a new job right this minute” mode is when I started to network, look for career opportunities, dust off my resume, highlight my skills, and look to make a change in the very near future. Now I realize that I needed to change from those two to an all new “working professional” mode—which is a both/and way of being. As a working professional, I still excel in my current role, but I also remember to keep my skill set up to date, continue to make ongoing professional connections, and have a career plan B (and up through about J, honestly) just in case I need it. Regardless of my employment status, this mindset serves me well and helps me live my life without focusing on fear. Learning and GrowingOnce upon a time, I planned to be a high school English teacher. While I didn’t end up teaching in a school setting, I use that skill set to help adults who work for businesses learn the knowledge, skills, and abilities that enable them to excel professionally and personally. I’m a lifelong learner, and I literally learn for a living—and help others do the same. I’m always learning new technology, reading up on adult education theory, and gaining insights from those around me. In addition to having a formal background in education, I also attend regular professional development meetings, and I constantly read in and outside of my field. I make sure I can speak intelligently about trends in business, education, and beyond. Staying current and continuing to learn and grow keeps me doing well in my current position and future ready. In an ever-changing world, continued professional growth is the best way to manage whatever happens next. Building (and Tending) My Professional NetworkPeople talk a lot about “networking.” Too often, I think networking is depicted as a superficial act that involves shaking a lot of hands at a nametag-laden event where people dread the next day’s “would you like to buy something from me” calls. As an introvert, I approach networking differently. My goal is to build mutually beneficial relationships with people. These relationships are an opportunity to share information, help one another out, and feel more connected. I keep track of my network using LinkedIn. In the beforetimes (aka pre-pandemic), I would typically meet people in person first, then connect with them via LinkedIn. Now, after I interact with someone via webinar (at a professional development meeting or after we work together for the first time), I invite them to connect on LinkedIn. I've also taken a more proactive stance on online networking out of sheer necessity. Regardless of how that connection comes into my life, from there, I’m happy to help a friend of theirs look for a new job, or talk with one of my connections about how they might want to design their technical certification program, or answer a question about a job applicant who is a former coworker of mine. I expect to help people in my professional network out, and know that they will be willing to do the same Contingency PlanningRegardless of the role I’m in, and even if it seems to be going well, I always have a backup plan, and a backup-backup plan, and then a couple more backup plans after those. After many layoffs and the unique challenges of each, I have a broad sense of the types of situations (like figuring out the healthcare exchange and determining when it made sense to do short-term contract work) I may need to mitigate. This means being ready to manage possible adversity or taking advantage of opportunities as they become available. In addition to being proactive with my network, some things I’ve thought through have made me better equipped for issues as they arise. Here are a few of the things I’ve contemplated:
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