Connections on Linkedin: 

Take Time to be Effective

 

I receive several requests every week to connect with others on Linkedin. Due to my work as a career counselor and former role as a staffing consultant, I have over 1500 direct connections. There is no "right way" to determine who will be a new connection. But, for me, before I accept a connection,  I like to know the person on some level and be able to speak about our connection if ever asked by others.

Now, for months something else has weighed on me. I get many people who click on the button to connect and I receive their message: "I'd like to connect with you." I have no idea who the person is and why they'd like to connect. Well, the obvious - to expand their connections. Taking the time to express who you are and why you are reaching out,  goes a long way to displaying professionalism.  Including information on how we know each other - worked together, a colleague in common, met in a class - is effective. Even if I am not able to connect, due to my parameters, I am forming a positive impression when I receive that inmail. And, you never know how an interction, even a brief email on Linkedin, may create an opportunity in the future.

So, please, don't send me a request unless you expand upon it and take the time to be effective when networking with me and others through Linkedin.

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Wishing you much networking success and I'm here to be a resource and answer questions.

Marianne 

408-295-6656

marianneadoradio@gmail.com

Ask about sliding scale if you've been laid off.  

Should Salary Information be Shared?

Sharing Salary Information with Peers: In the last week, it has come out that a former Google employee had created a spread sheet, in "Googledocs" of course, that allowed colleagues to share their salaries. People even began to enter their bonus information. I have taught salary negotiations, was a hiring manager, and now coach individuals on salary negotiating. l learned from a wonderful HR friend, always assume that salaries will be shared by peers. Therefore, when I brought in someone new on the team, or prepared for raises, I wanted to be able to explain the logic behind the salary base so that if everyone were to know their peers' salary information, things would be seen as fair. For instance, everyone knows who the high performer is and that person would typically be higher than many in the range.  Someone newer in the profession, unless bringing in a really unique specialty, would be a little lower in starting base, than peers.

So, this open spreadsheet concept tested the waters for Google. I'm not certain how it will all play out. I'm someone who loves compensation theory. And, yes, there is an art to establishing company ranges and compensation philosophy. HR professionals who have a love of numbers and the psychology and strategy behind them, when applied to a company's pay structure, devote entire career lives to this profession. In fact, here's our local SV Comp Association >>>>>
http://www.svca-online.org/?page=15.

So, I can't wait to see how this all plays out. Like many others, I'm staying tuned!

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Wishing you much success and I'm here to be a resource and answer questions.

Marianne 

408-295-6656

marianneadoradio@gmail.com

Ask about sliding scale if you've been laid off.  

March Madness and Career Dreams

March Madness and Dreams: I was so struck by all the raw emotion of both winners and losers, coaches and players, in the March Madness series. Dreams and talents played out on those basketball courts. Emotions were felt and observed as the games played out. I think of the emotions we have when pursuing our career and life dreams. We have a talent or talents that bring so much satisfaction when used. Depending on circumstances, and sometimes with sacrifice made, some of us use our talents full time, and others of us in our spare time, or at a particular season in life.

There are emotions felt when making these important decisions. It can be an emotional process. Our process should include a list of criteria or preferences that we'd like to have met in order to satisfy our career pursuits. Use of a particular skill set, living in another country, helping others, flexibility of schedule, saving for retirement, might be on the list, as examples. For me, I sacrificed regular weekly paychecks to live out my passion of coaching others in pursuit of their dreams or career goals. I love what I do but it came at a price, giving up something on my overall criteria list - a regular salary. I'm somewhat of an entrepreneur so that item was also fulfilled.


We can make our decision to move forward when a decision meets most items on the list. How many criteria items need to be met will vary for each of us. We may decide to sacrifice one or two in order to fulfill the most important one or two on our list.  Whether it's a long or shorter list, doing the analysis will help us move in the direction right for our life/career at any particular time. But, it's important to assess along the way. Maybe it's time to re-evaluate our list.  If so, bring out that criteria list. Have some criteria changed? What is important for our career engagement today, future plans, use of our talents, family situation, etc.? Make adjustments, weigh options, seek wise council to make changes. Whether you lead with your heart or your head, lead with what is important for you at each season in your life. And, make it a "winning" plan for you.

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Wishing you much success and I'm here to be a resource and answer questions.

Ask about sliding scale if you've been laid off. 

Marianne 

408-295-6656

marianneadoradio@gmail.com 

 

Photo ~ VB News

 

One Stop Career & Job Search Shopping

Did you know that your federal dollars fund Career One Stop ReEmployment Centers throughout the U.S. They touch all corners of our Bay Area with the Career Link Centers in S.F., East Bay Works in Alameda and Contra Costa Counties, and both NovaWorks and Work2Future in Silicon Valley. I often send newly laid off clients to these centers. Combining an individual, private career coaching session and the free workshops, career advising, and often re-employment training of a One Stop Center may be a winning combination for you.

To find a Career One Stop near you, go to http://servicelocator.org/. Remember! They are throughout the U.S. We have all contributed to these services. So, if we are laid off or know someone in this situation, let's put our dollars to work at a Career One Stop for employment, training and financial help after a layoff. And, seek a private, individual career coach to augment and assist with your strategy and job search or job transition.

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Wishing you much success and I'm here to be a resource and answer questions.

Ask about sliding scale if you've been laid off. 

Marianne 

408-295-6656

marianneadoradio@gmail.com