What am I doing wrong in my job search?

If I had a dollar for every time I’ve been asked this question, I’d be working remotely while at the beach on vacation! Frustrated job seekers who’ve been searching for a new job for months or even years obviously want to identify the problems they’re facing. And when working with clients, I am repeatedly asked to help them identify those problems.

There are a few times when I’ve worked with job seekers facing clear discrimination in the job search. Perhaps a company is retaliating against them and refusing to give them a good reference for no factually based reason. Maybe the job seeker identifies as a minority, and recruiters express bias during the job search. But more often than not, when job seekers continue to search for a long period of time and do not land a great job, the problem lies with the candidate’s job search strategy.

I recently recorded two videos to help frustrated job seekers identify the problems in their job search. Hopefully these videos can help you, too, if you find yourself working very hard to land a job but feel like you’re spinning your wheels.


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  1. Take a look at your resume. Almost always, when a client tells me he’s been applying for countless jobs and receiving no interview offers, the client’s resume isn’t working for him for one reason or another. I can help you identify the reasons and fix the problems.
  2. Maybe your resume looks fantastic, but your branding efforts are nil or negative. Are you on social media? If you’re avoiding it like the plague, which can actually harm you more than it can help you. If you’re online but aren’t really taking full advantage of networking and branding opportunities on social media, you may be missing the boat there. Or maybe you’re branding yourself negatively and portraying yourself as the type of employee no one wants to hire. Branding or networking coaching can improve your strategy and up the odds you’ll start landing interview opportunities.
  3. Are you landing interview opportunities but aren’t receiving any job offers? Something is going wrong during the interview process. What is it? Maybe you’re not dressing appropriately. Perhaps you are communicating poorly prior to the interview, and by the time you arrive, the recruiter doesn’t even want to speak to you. Maybe you were running late, and you ruined the opportunity by making a poor first impression. Assess your non-verbal communication skills—what you say without speaking often says more than words. Or maybe you simply need to practice answering common interview questions to discern if your responses are appropriate and effective. Interview coaching is absolutely going to help you.


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  1. Are you getting job offers but keep turning them down? You might need to reassess your career goals. Or perhaps you’re simply applying for positions which don’t list salary ranges, and you’re being offered much less than you’re worth—and don’t know how to negotiate for more.
  2. Lastly, if you’re landing interviews but aren’t landing job opportunities, you should evaluate your soft skills. Employers are looking to hire someone who meets the minimum qualifications and possesses core competencies. But they’re also trying to hire a candidate who will fit in with the company culture and someone who will be a pleasure to work with. Soft skills coaching may be necessary to ensure that you stand out among other candidates (and receive the job offer).

If you find yourself stuck at any point in the job search and are not getting the results you want, reach out to me for help. I want to help you do what you love.

Before an informational interview

You might need to learn more about a career field to determine your degree path in college. Maybe you want an “in” with a particular company. Or perhaps you’re considering changing careers or seeking a promotion into a career zone that’s unfamiliar. Whatever your reasons, requesting an informational interview can feel pretty intimidating. Here are some tips to ease your nerves and help you prepare.


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  1. Ask the right person for the right reasons. Do you know how many people randomly ask professionals to meet with them for 30 minutes for an informational interview yet don’t give adequate thought to why they’re asking? Many—and this is why some mentors and seasoned professionals are a bit aloof when you ask for an informational interview.If you’re going to ask someone for 10 minutes of talk time, be sure you’re asking the right person first. Do you want advice about starting a consulting business? Ask an entrepreneur who’s started her own consulting business. Are you considering leaving teaching as a career? Ask someone for advice who’s already been there, done it, and is happy with the outcome (and ask someone who wishes he’d never left, too, because balance in perspective is crucial when making career decisions).
  2. After you’ve identified a great person to interview, nail down your purpose for the interview. Notice “purpose” is singular—don’t ask more than 3-5 questions unless you’re sending questions via email. And even then, respect your interviewee’s time by sticking to a clear, concise plan. Don’t forget to clearly communicate your purpose when requesting the interview. Most people don’t want to agree to spend 30 minutes with a pseudo-stranger unless there’s a stated purpose/plan or perceived benefit.
  3. As much as you need to be clear and concise, you also need to be flexible. If your interviewee offers you a tour of her company’s manufacturing facilities, by all means, say yes! Does that mean you’ll spend an hour and a half there instead of the 30 minutes you expected? Yes, and that’s fabulous! Leave your schedule open for at least a 2-hour block of time when you schedule an informational interview; however, try to watch the clock and wrap up your line of questioning in 30 minutes unless your interviewee is obviously enjoying herself and rambling. Let her go on and on if she likes. She’s the expert/mentor, so sit back, listen, and absorb her experience and knowledge.
  4. While we’re on the subject of time management, remember to arrive on time. There’s simply no way to make a worst first impression than to arrive terribly late. If you get lost or stuck in traffic, call ahead to let your interviewee know what’s happening. If you’ll be more than a few minutes late, ask if he would rather reschedule or continue with the interview. Be prepared for him to request to reschedule.
  5. Prepare your list of questions (3-5, ideally) and bring a hard copy with you. It’s very distracting to talk to someone while she’s clicking or scrolling on an electronic device. Put your phone down, leave the laptop at home, and break out a pen and paper for informational interviews. This allows you to make better eye contact and display your soft skills, including active listening and mindfulness.
  6. Be prepared to tell your interviewee a bit about yourself, too. Create an elevator pitch and practice in advance to avoid stumbling over your words when he asks you to tell him about your own career background and goals.
  7. If you plan to share information learned during the interview in an essay, an article, or a post on social media, get permission from your interviewee first. And good grief, NEVER record someone without his permission either.
  8. Dress appropriately yet comfortably. If you’re meeting on-site at a company or office, dress professionally (business casual). If you’re meeting for coffee or lunch on the weekend or in the evening, tone it down slightly. But remember, just as when dressing for job interviews, you’re not trying to show off your assets during an informational interview. This meeting is not about you. Don’t try to make it about you by selecting flashy or provocative clothing.Dress comfortably, not just appropriately, because sometimes we can’t predict how far we’ll walk from the parking lot to the building or whether we will climb three flights of stairs. An informational interview isn’t the time to wear new shoes or a tight, straight skirt.
  9. Follow up and express gratitude. This should always be your last step. Don’t walk away from an informational interview, shake hands, and forget to send an email or thank you card (I prefer thank you cards). Connect on social media, too. This makes it easy for you to regularly touch base with your new contact, mentor, and friend.

An informational interview can be a great strategy in your career development or job search process. But knowing when to ask, who to ask, how to ask, and how to pull it off can be tricky. Contact me if you might benefit from networking coaching or an interview prep session.

Dealing with grief in the workplace

Last week, I was called out of class while teaching as an adjunct faculty member. A coworker informed me that my grandmother had been rushed to the hospital. If I wanted to see her, I needed to leave class immediately. I was glad I left after informing my students that I had to tend to a family emergency. My grandmother died less than 24 hours later. That night, after grieving with my family, I received an email notifying me that a good friend had committed suicide. Needless to say, I felt completely overwhelmed by loss, sadness, and grief. The entire weekend, I was certainly unproductive and did zero work.

But that’s what I needed to do. Because I’ve experienced other major losses and catastrophes in the past, I know that to take good care of myself, I need to let myself feel the weight of the loss as it’s happening. If I don’t, it comes back to haunt me later.

Thankfully, my division chair, career coaching clients, and business partners were all very understanding and supportive. I rescheduled a conference call and a call with a client. But I can’t wallow in grief forever. I have a business to run and students to teach. I created this video to share five ways I appropriately cope with grief in the workplace. I hope some of these tips may help you cope with your own personal losses while continuing to work, produce, and grow in your career journey.


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Communicate.

As quickly as possible after you experience a loss or begin handling a personal crisis, tell your supervisor, clients/students, and coworkers about your situation. You can do this in a quick email or text message. When you communicate about the crisis or loss right away, it lets your employer know that you take your job seriously but that you’re going to need help handling your responsibilities temporarily.

Be real, but don’t let it all hang out.

Be honest about your crisis or loss, but don’t share all the sad, dirty details with your employer, clients, or coworkers. Put yourself in their shoes. Would you want to show up at work every day to find one of your coworkers crying her eyes out for eight hours? Of course not.

Seek outside help if you’re overwhelmed with loss and cannot control your emotions. That’s a normal part of the grieving process. We hire experts to help us with many things–writing resumes, changing the oil in our cars, and even cleaning our homes and offices. Why not hire an expert to help you grieve? A therapist can keep you grounded and provide a sounding board while you cope with your loss and help you avoid dumping your emotions on people at work. If you can’t afford counseling, consider attending free grief support groups in your area. And of course, reach out to your mentor when you need to talk.

Take time off.

Don’t beat yourself up for needing time to grieve. Take time off if necessary. Be sure to talk to your human resources department to comply with standards for leaves of absence.

Re-prioritize.

You can’t expect yourself to perform at 100% while you’re grieving. Be realistic and operate in something like survival mode while grieving. Ask yourself these questions:

  • What can I remove from my plate right now?
  • Are there projects or tasks I can put off temporarily (without missing deadlines or damaging relationships at work)?
  • Who can I delegate some of my tasks to for a short period of time?

Extend gratitude.

When you suffer loss, you’ll likely receive text messages, emails, phone calls, and cards from your boss, clients, and colleagues. Don’t forget to say thank you to those who offer condolences or step up to help manage your work tasks while you’re grieving. This will help you maintain strong relationships at work and keep your professional network intact.

Connect with me for career coaching assistance, soft skills training, and presentations on career-related topics.

 

Why manners matter

Have you ever met someone who made a terrible first impression? Chances are, this person practiced manners poorly and lacked communication skills. He may not have had a firm handshake. Maybe he avoided eye contact with you (or worse yet, ignored you while interacting with others). Perhaps the person was attempting to sell you something yet failed because he was so over-the-top, aggressive, and obviously only interested in earning your business rather than getting to know you as an individual.

Manners matter. If you don’t think so, read up on the importance of soft skills. Manners matter to employers; they ought to matter to you, too, if you’re searching for a job or hope to earn a promotion at any point in your lifetime.

Here are five outcomes of practicing good manners. Consider these outcomes proof that manners matter.

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  • You make a great first impression.

We’re all prone to interpret others’ behavior and make a judgment call within the first 20-30 seconds of meeting people. It all goes back to the primacy effect and negativity bias. When you meet someone new, and the person makes a poor first impression, it sticks with you—often permanently, even if the person’s future behavior is completely different (and better) than the behavior he exhibited when you initially met.

This means you need to make a great first impression every single time you meet someone new. One tried and true way to do this is to practice great manners, proper etiquette, and strong communication skills.

  1. You stand out.

Let’s face it. People who go above and beyond to practice good manners are an endangered species. Many Gen Z students and recent grads have faced the conundrum of being kept on a tight leash as children while given unlimited virtual access to the world (and beyond). Under the thumb of ever watchful parents, afraid of tragedies, kidnappings, and accidents, many Gen Z children have been thrown electronic devices to keep them pacified since they were preschoolers. These devices introduced them to social media, video games, and false realities. Many Gen Z students and recent grads feel more comfortable communicating via devices than face-to-face as a result. The same students and grads express a desire to spend more time face-to-face with others, even though their communication skills are often lacking.

If you lack knowledge of how to practice good manners, and you know your communication skills aren’t up to par, seek help to improve these soft skills. Your ability to gain and maintain employment may depend on your willingness to develop better manners!

  1. You brand yourself well.

If you want to stand out to employers, college faculty and staff, alumni, and peers, you’ll attempt to practice great manners. When you interact positively and politely with others, you brand yourself as the kind of person people want to hire and work with.

As I discuss in the video accompanying this blog post, when you practice good manners, you brand yourself as courteous, thoughtful, attentive, kind, generous, helpful, and grateful. The people you meet will remember these great character traits and assets when they think of you. And maybe the next time they learn of a fabulous job opening, you’ll be one of the first people to come to mind.

  1. You build a strong network.

When you’re polite, courteous, thoughtful, attentive, and grateful, who wouldn’t want to hire you? Who wouldn’t want to keep in touch, connect with you on social media, interact with you in discussions, or meet with you for an informational interview? All great employers want to hire candidates who exhibit good manners and strong communication skills.

If you treat others well and make a positive first impression, you build strong, lasting relationships with other professionals, your peers, and your supervisors. Networking is all about relationships. When you practice good manners, connecting with others, building those relationships, and maintaining them is natural.

  1. You improve your self-esteem.

When you take esteemable actions, you gain self-esteem.

When you possess a sense of self-esteem and self-respect, you behave differently in the workplace, particularly in times of conflict. You can carry your head high because you know you’re doing the best job possible. When people gossip, you brush it off because no one else’s opinions define your sense of value or worth. This sort of self-esteem is a direct result of your actions. If you’re doing the next right thing each day at work, and you treat everyone politely and courteously, you can feel calm, comfortable, and proud of the work you’re doing.

At the end of the day, the way you treat others speaks volumes about how you feel about yourself.

If you recognize that practicing good manners and interacting with others positively is a challenge for you, reach out to me for help with soft skills coaching.

How to own your career journey and keep peace with your helicopter parents, too

I spoke to an incredibly bright, hard-working, promising senior in college yesterday. She told me about her summer internship with a major corporation in northwest Arkansas. She seemed excited about the possibilities of applying for graduate school and working full-time after graduation, too. With a solid GPA, plenty of leadership experience in athletics and extracurricular activities, and excellent soft skills, this girl will not have difficulty landing jobs. She’s top talent.

graduation-2276495_1280Whether you’re a college student who has it all together or not, senior year is still an exciting time full of promise if you’re completing graduation requirements and embarking on the next steps in your career journey.

One thing can really slow you down, generate drama and confusion, and inhibit your ability to make clear, strong decisions about your career, whether you’re top talent or not. And that’s a helicopter parent who refuses to stop hovering and insists on interfering in your career process.

Many helicopter parents recognize their children’s lack of soft skills—communication skills included–and inability to make decisions quickly, clearly, or easily. They want to help their children (soon-to-be adults), particularly when it’s time to choose a career path. Our world is evolving, in large part due to the role of technology, and many parents understand this and feel antsy about it. They want to help their children select a career path which provides stability, great earning potential, and solid benefits.

If you have a helicopter parent, it might not make you feel better to hear that your parents have your best intentions in mind. You probably don’t want your parents’ input regarding your career choices, the job application process, or your resume. Even if you love your parents, you may not love your parents’ opinions and steady stream of advice. You just want to own your own career process, whether you make perfect decisions or not.

Brandi Britton OfficeTeam District President
Brandi Britton, District President for OfficeTeam

Brandi Britton, OfficeTeam District President, advises college students to strike a balance when dealing with parents and to avoid shutting them out of the process completely. “It’s perfectly fine to talk through potential job opportunities with your parents. Since they have more experience, they may bring up factors you hadn’t considered.”

Britton also points out the importance of utilizing parents as valuable points of contact when networking. “Family members and others in your network can alert you to job opportunities and help set up introductory meetings with employers through connections. After all, networking still can’t be beat as a top way to get a job,” Britton notes.

Mike Caldwell, Director of Business Careers and Employer Development at William & Mary, suggests keeping parents informed but retaining ownership of the job search process. He offers three tips for college students.

Mike Caldwell
Mike Caldwell, Director of Business Careers and Employer Development at William & Mary

“1.  Inform your parents of the progress in your job search and what you’ve done to prepare. E.g. ‘I recently met with a career coach/advisor who helped me update my resume and structure my search process.’  Parents may assume you need help getting started if you don’t let them know!

2.  Ask your parents to help in specific areas which may be beneficial to your search. E.g. ‘I could really use additional networking contacts in XYZ field. Do you happen to know anyone who might be able to help?’ Your parents may have not written a resume in several years, but they may have great networking leads.

3.  For company selection, ask for input, but realize that your parents may focus on employers who are familiar or have existing name recognition. When discussing your selection process, it may be helpful to let them know a bit about the company or organization.”

Britton also reminds college students that asking parents for assistance on interviews and resumes is fine but cautions students about allowing parents to become overly involved. “Your parents can help you practice for interviews by posing questions that’ll likely be asked. Get their constructive feedback after mock interviews – how were your responses and delivery? Any parental involvement in the job search should be behind the scenes, such as using them as a second set of eyes for materials. Have your parents review your resume and cover letter for typos and to ensure you’ve highlighted key information.”

Ultimately, college students, particularly seniors, must strike out on their own and forge their own career paths. Not all career decisions will please your parents. That’s okay. We all make our own choices since we’re the ones living with the outcomes and consequences of those choices. Today’s college students have a wealth of resources available to them via career services, too. There’s no excuse for making uninformed career decisions, for not having a resume upon graduation, or for being unprepared for a job interview. Students should take full advantage of the career services office on campus, which ought to provide assistance with all this and more.

With the help of career services, faculty members, advisors, and yes—even parents and other family members—you’ll find that landing your first entry-level job after graduation and making career decisions probably isn’t as overwhelming as you thought it would be.

If you reach out to career services and don’t receive the help you were hoping to find, feel free to contact me for resume writing assistance, career development coaching, interview preparation tips, and more.

 

3 steps to take before writing your personal branding statement

A personal branding statement is super short—just a few lines. It shouldn’t take you long to whip it out, right? We’ll see.

A personal branding statement might be one of the most important pieces of writing you create as a job seeker or professional. What is a personal branding statement? A personal branding statement is a brief written statement which explains who you are as a professional and touts your value as a job seeker or employee. In your statement, you toot your horn (without being obnoxious, of course).

Why should you write one? How can you use it? You should write one because you need a personal branding statement for almost every social media site. You can use it on your LinkedIn profile, your Twitter profile, and your Quora profile. You can add verbage to it and convert it into a brief bio. You can use it when writing your elevator pitch. You can include it when writing content for articles on your blog. You can even use it as the signature at the bottom of your email if you like. There are many ways you can use your personal branding statement to brand yourself and help others understand who you are and what you’re attempting to accomplish.

There are three crucial steps you need to take before you actually write your personal branding statement, whether you choose to write it on your own or with the help of a career coach like me.


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  1. Define your career goals.

Do some quiet brainstorming and reflecting about your short and long-term career goals. Don’t think about where you see yourself in five years. You might be a realist like me; that’s a terrible approach.

Instead, think about where you’d like to be in five years if boundaries, finances, health, and family constraints were not concerns for you. Where would you be working? Would you work for others or yourself? Would you live in the same geographic location or not? Create a vision board or at least a vision card or document, jotting down words which capture the ideal career you have in mind. If five years doesn’t give you enough time to plan this ideal career, think 10 years out.

Then bring yourself back to the here and now—where your hands are. Within the next 12-18 months, how can you get closer to that long-term goal? If you feel baffled when considering this question, you might need a career coach’s help in seeking a promotion, a job or career change, or simply some training or professional development to gently push you in the direction of your goal.

  1. Select your target audience.

Who do you want to work with on a daily basis? Are you already working with those people? If so, great. Document your target audience. Once you see your audience listed on paper (or electronically), it’s easier to understand how to write your personal branding statement so that your wording is not too abstract or too concrete. You want to hit the sweet spot and ensure that your audience understands exactly what you’re saying and relates to the way you’re saying it. All good writing does this well.

  1. Identify your greatest assets.

Poll your colleagues, former supervisors, and mentors. Ask them to help you identify your greatest professional assets, values, ethics, soft skills, hard skills, and unique abilities in the workplace. Which problems do people regularly bring to you, knowing you’ll solve them more quickly and easily than others? Work some of these keywords and talents into your personal branding statement.

It’s easy to get stuck when writing a personal branding statement. You may be cursed with verbal diarrhea and find it difficult to limit the number of words you write. If this happens to you, don’t freak out or give up. Just reach out to me for help and schedule a free consultation for branding coaching. I’m a professional writer and a career coach—I’ve got you covered.

Helping, not hovering: Career assistance advice for parents of Gen Z students & recent grads

mom and sonDo you cringe when hearing the term “helicopter parents?” Nobody wants to be that parent—hovering over her child, offering unsolicited advice, attempting to thwart minor failures or skinned knees, and purchasing countless expensive gadgets and devices (because saying no is really hard!). But let’s face it. We’re all guilty of this occasionally–hovering, enabling, and causing  problematic behavior so prevalent in Generation Z students and recent grads.

Many experts in academics, career services, career coaching, and talent acquisition agree that by the time many Gen Z students graduate from college, they are simply not equipped with a strong set of soft skills. They’re often not confident about entering the workforce of today and contributing strongly to employers. Or worse, they’re overly confident.

Rather than spend time pointing the finger at our co-parents, blaming our school systems or higher education programs, or shaking our heads while gazing hopelessly at our own children and shrugging our shoulders, it makes more sense to ask ourselves that age-old question: “What’s my part in this problem? And how can I help ensure that my child is well-prepared for the world of work so that she finds a great job (and retains it) after graduating?”

cindy folmerCindy Folmer, Senior Human Resources Manager at L’Oréal USA, manages, coaches, and trains interns and entry-level employees daily. L’Oréal USA hires over 100 interns each summer. The company offers many of them the opportunity to join the Management Development Program. The program cultivates managers in distribution centers, manufacturing facilities, corporate headquarters, and other locations.

Folmer understands firsthand the challenges facing employers today in working with Gen Z college students and recent grads. “Proper manners, etiquette, ability to engage, and patience are all areas I see as challenges facing recent grads in the workplace. There are attitudes and behaviors, at times, that indicate those just entering the workforce believe they don’t have to put in the effort their parents did to move ahead as quickly. The challenge for employers is to engage this group so they are willing to learn and stay where they are in order to bring value to an organization. We’re committed to meeting this challenge at L’Oréal.” Folmer asserts.

What can parents do to prevent their children from developing attitudes like this to begin with? How can parents help their children develop strong soft skills?

  • Help children develop soft skills by encouraging the soft skill itself rather than by scolding the child for exhibiting its negative opposite. For example, if your child constantly procrastinates and never turns in homework on time, praise him when he turns it in on time. Visit with his teachers to open lines of communication; if you know when he’s submitting work on time, you can more easily encourage him. When he saunters downstairs one minute before it’s time to leave, express gratitude that he’s dressed and ready to go rather than making a snide comment about the way he fixed his hair (or didn’t brush his teeth).
  • Consider a technology-free zone in your home, a tech-free vacation, or a tech-free hour as a family. Model this behavior as a parent. If your child sees you with your nose in your phone, she’s not going to be inclined to put hers away. When you eat dinner—whether at a restaurant or at home—why not toss all your cell phones in a basket and engage in face-to-face conversation? This is a great way to encourage communication skills.
  • Teach children the art of waiting. Although we definitely need to stay ahead in the area of technology, we’ve made it easy for our children to get what they want when they want it. For instance, if they want to watch a specific television show they missed, we can jump onto In Demand,” suggests Folmer.
  • Encourage your children to find suitable career mentors and to explore their career goals early in life. This doesn’t require an extensive, formal assessment. Even elementary students can create vision boards and enjoy job shadowing and site visits. Most professionals absolutely love sharing about what they do, and chances are, your own friends and family members work in various career fields. Supervise this process to ensure your child’s safety, but don’t dictate which career fields your child chooses to explore, or you’ll take the fun out of it.
  • “Encourage them to absorb the pleasure of finishing something instead of jumping to the next activity. Give them something to do that will take time, such as learning a new sport, one they don’t really want to do. On the job, there will be tasks we don’t want to do; we have to do them, though. Then take a look back and talk through lessons learned, challenges overcome, and the excitement of success of each of these,” Folmer notes.

There are countless ways to help children learn soft skills and become confident in themselves. This confidence helps students, upon graduation, become candidates who are sought after by employers.

What if your child is struggling in his job search? How can you help? And should you help?

6950093_orig“College is a time for exploration, to learn, and to show that an individual can do things on their own,” said Matt Krumrie, a professional resume writer and career adviser who works with entry-level job seekers seeking that first job out of college. “Recent college grads should ask their parents for advice – but that’s it. They shouldn’t ask them to come to interviews – that really has happened – or expect them to lead their job search, or mention what they tell them in an interview.”

“Employers want to hire people who can think on their own, make decisions, and show they can get a job done without relying on someone else to always guide them,” Krumrie goes on to say. “When parents hover, or overstep boundaries in the job search, employers notice, and that hurts the job seeker. They wonder how much this will continue if hired, and in reality, it impacts hiring decisions. Once students graduates, it’s time to spread their wings, and show they are their own person ready to make an impact – without relying on mom and dad to lead them.”

Folmer agrees. “It’s very important at the stage of applications for parents to give their kids the opportunity to go it alone. I’ve seen too many kids come into the workplace with no idea how to complete an application. They also struggle with completing paperwork or making decisions. Be supportive, talk things out, and give them the tools necessary to go to the next level of their life.”

Each parent needs to decide the appropriate level of involvement with her own child. Whether you pay for career coaching for your child, encourage your child’s educational institution to offer soft skills training, send a career-related article to her, or offer no career advice and simply love her, the fact you took time to read this article means you’re a loving parent trying to do your best to help her—and she will be just fine in the end, no matter which path she chooses.

Contact me to discuss soft skills training programs, presentations, and opportunities for partnership with your child’s educational institution.

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