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Finding a job can be an emotional roller coaster. In this episode we are going to discuss:
- How to manage your energy and emotion during the job search
- 8 success tips to keep you sane
- How to apply these strategies for getting promoted.
Play the field. These can be emails, conversations, outreaches for names and introductions. You want to make sure you have momentum. This will enable you to increase your energy and engagement on your search.
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|Read The Transcript|
|Hey friend, welcome back. |
One of my mentors was talking about how to learn key strategies for finding a mate (which totally worked and now there’s a baby on the way) and how she then applied those tips to her business.
This got me thinking that dating and job searching are pretty similar. So today I am sharing the 8 strategies I share with my clients so that you can manage your mindset, your energy, and stay focused during your job search. Most of these strategies work for internal promotions and rotations too.
Ready? Let’s dig in.
Make sure you have 10 conversations going at once. Play the field. These can be emails, conversations, outreaches for names and introductions. But you want to make sure that you have momentum. This will enable you to increase your energy and engagement on your search. If you are looking for an internal transfer or promotion, consider cutting this number in half or 2/3s. You still want to be networking internally and talking to colleagues, your HR business partner and your current supervisor (depending on protocol) so that you are investigating the internal job postings and being strategic.
Treat all conversations equally. Don’t be seduced by title or money. Be attached to the substance. When you are in the job search discussion it’s again really important that you don’t “fall in like” too soon. This is the courtship. Let it breathe. I am not suggesting that you dont follow up or be ambitious. I’ve seen many clients over the years put all their energy into one opportunity and not responding as much to the others they have in the queue and when the opportunity fell through, because they had not nurtured the other leads, or they went racing back to those leads and they were needy and grasphy. They then had to reboot their list from the start. Look from a mindset standpoint you can’t lose what’s not yours but you want to be curious and reserve your energy at this stage. If you are interviewing internally, or searching internal job boards, this is when you are curious and having both strategic and networking conversations with your colleagues, HR , or the hiring manager. You’re not hustling or racing because you are treating everything equally until you know more.
Notice red flags. I seriously hope that this doesn’t happen when you are interviewing internally, but I know it does. If they treat you poorly during the interview process, they are showing you how they treat people. The only exception here is if it’s an external recruiter who doesn’t work for the company and may be very transaction oriented.
If you notice a red flag, I want you to examine your red flag trigger with a coach or a trusted peer, and if it’s still a red flag, Simply Remove and replace. Only you know if you need to formally drop out of the running by sending a “thanks so much but I am going to withdraw my name from consideration” email. Or you could simply And as for the red flag, unless it’s agressious (racism, ageism, sexism) I’d let it go. If it is one of those offenses you may want to consider informing the HR person. Again, I would recommend that you work with a mentor or coach and have someone review the email before you send it. You want to be clear in the result you want to create and sometimes it may be the better strategy for you to move on. The point here is to replace the conversation with a new one. Onward.
Next, don’t commit until there’s a ring on it. HA! Don’t commit until there’s something to commit to. The search isn’t over until you’ve signed on. Keep your thoughts positive and your emotions in check but don’t start resigning until you have something to commit too. I’ve seen people resign when they get asked for the salary requirements. Holy moly. When you get an email, an offer letter, a verbal, a contract, it depends on the level, the role, the company but don’t commit or stop your other conversations until you know for sure if you should.
Always have back-up plans. If an interview doesn’t go the way you wanted it to, do an evaluation (below) and have a back-up plan. Coach yourself, call a friend, do something so you are not sitting around sulking. Again, it’s about energy.
Say yes to all conversations. Be curious. You never know what connections you’ll make.
Don’t fall in love with potential. Fall in love with reality. Don’t believe the hype of where the company is going, where they see you growing or evolving. Those are beautiful promises that you can work through in your thought work. Make sure you love the job NOW (not the potential job) because 40 hours a week of sitting in potential is going to get old fast.
Alright my friend, you can manage those that don’t report to you, it just requires a strategic mindset.
Before I wrap, I want to give you the career wake-up call you’ve been waiting for…go from wondering if “this is it?” to knowing and owning your genius and designing your career trajectory.
I want to help you develop the confidence you need to secure your future with a job that reflects not just your talents but who you are.
If you are constantly job-hopping, hoping this will be “the one”, Struggling to understand why you are secretly miserable in this job, that on paper, checks all the boxes or Frustrated that you can’t seem to figure out how to show up with executive presence, form relationships you need to feel secure in your position, or speak up eloquently and be heard
Then my friend, you’ve experienced The Corporate Identity Crisis.
Here’s the good news…on the other side of every good crisis is clarity, direction, and the possibility for a totally different life.
I’ve helped hundreds of clients amplify their strengths, increase visibility, create their career narrative, and design a bigger and brighter future using my proven framework.
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