Important questions applicants should ask during a job interview →

“It is so important to have quality questions when you are interviewing,” stresses executive coach Lori Scherwin, founder of Strategize That, a company that helps professionals get more out of their careers. “If not, you risk coming across as aloof and uninterested. Being excited and always interested in learning are key qualities of successful people…come prepared with questions about the business, the position and the workstyle.”

What are the top three priorities for the division/team? This shows interest in the business, and also allows you to better gauge how your role fits in, Scherwin says.

What are you most excited about accomplishing this year and how could my role help make that happen successfully? This shows you are goal-oriented, Scherwin notes.

What is your preferred work style? “So often, people don’t know the expectations of their manager and feel at their whim. But if you can connect early and figure out the best way to team together, you’re likely to eliminate a lot of unnecessary stress,” Scherwin says. “Do they encourage autonomy or want hourly check-ins? What will it take to get more responsibility? How often are they in the office vs remote? These things, that on the surface seem trivial, can add up in terms of individual preferences, and can impact how you/your future manager feel about a project regardless of the work content.”

“Finally, even if you have been conversing throughout, have a final one handy,” Scherwin adds. “Ask, ‘If you were me, what else would you be asking?’ It’s a great way to show you value all opinions and will ask for input from others. It also allows you find out what might be top of mind for the hiring manager that s/he might otherwise not have proactively shared.”

Link to full Careers Now article

Strategies for Retaining Employees During Credit Union Mergers →

“As a leader, you need to be honest while mindfully towing the company line,” Scherwin said. “It’s okay to tell your team that you know change is coming, but don’t yet know the specifics.” 

“The thoughts you’re having [as a manager] are the same thoughts your team members are having — but they are looking up to you to provide support,” Scherwin said. “Listen to their concerns and actively develop solutions. Don’t let your own fears get in the way of coaching and developing your people.”

Full link to lattice.com article

Why It’s Important to Be an Emotionally Intelligent Manager — and How to Become One →

High-EQ leaders have better communication skills and also happen to be a lot more rewarding to work with. “There is a huge difference between being a manager, a leader, and an effective leader — one who garners results but also respect,” said Lori Scherwin, executive coach and founder of Strategize That, a New York City-based leadership consulting firm. “That difference is empathy,” she added — a core component of a healthy EQ.

Scherwin said to ask questions earnestly, with a true eagerness to learn. “Ask out of curiosity, not judgment,” she said. She recommended asking questions like:

  • How are you? How’s it going?

  • Where could you use the most help?

  • What can I do differently to ensure you are successful?

  • What do you need MORE of from me?

  • What do you need LESS of from me?

“People are motivated when they feel respected and heard.” Scherwin said. “The more you get buy-in rather than simply direct others, the better their productivity — and ultimately yours.”

“The best leaders create a culture of openness where people understand the value they provide and feel they have an opportunity to contribute,” Scherwin said. But for this to happen, we need managers with high emotional intelligence at the helm. And while some people naturally have higher EQ than others, EQ isn’t fixed; you can apply the strategies outlined here to work on yours. While leading others might never be easy, improving your EQ will make you a more effective leader, creating a more meaningful workplace for everyone.

Link to full article

Why Companies Should Conduct Mid-Year Performance Reviews →

The mid-year review is also an opportunity to contextualize feedback. “All too often, organizations [or] individual managers only have an annual review process. While any feedback is good feedback to have, if it's done in a bubble, it's less likely to be acted upon and/or incorporated into future goals,” cautioned Lori Scherwin, certified professional coach and founder of executive coaching firm Strategize That.

‍“Delivering feedback more often than the formal annual review will give you a chance to let your staff know you actively care about their development,” said Scherwin. “[By doing so, you can] coach them rather than simply evaluate them.”

Scherwin noted that mid-year reviews remain optional in many organizations. But, she said, “taking the time to prepare and conduct a thorough and thoughtful review signals to employees that you’re invested in their career and development.”

While “No surprises” is a non-negotiable rule, following-up on previously discussed areas of underperformance or opportunities for improvement is a smart way to establish a precedent for these sometimes tough conversations.

Scherwin advised getting as granular as possible in your feedback. “Actually tell your employee if they are meeting, exceeding, or underperforming your expectations, so that they have a chance to improve before the official year-end review and bonus process begins,” she said.

Link to full article

People of all ages and skill levels are still trying to chart a career course →

“We all wonder what we want to be when we grow up — it’s a process that never ends,” Scherwin says. And that is especially true today, when career paths tend to evolve over many years, veering away from what used to be a linear route.

“What you think you want in college may change after you enter the workforce,” says Scherwin, who notes that changes in an individual’s personal life also often impact their career path.

Here, Scherwin offers tips for the reader who emailed me the question — and for anyone, no matter their age or career level, trying to figure out the kind of job they’re not only best suited for but also one they will enjoy.

1. Ideate — and be self-aware in the process. Scherwin says it is important to consider your strengths: What comes effortlessly? What do you love to do? What do you hate? She suggests envisioning a time far in the future by asking, “When I retire, what do I want my sendoff speech to say? What do I want to be remembered for?”

Part of this step is being clear on about the trade-offs you’re willing to accept. “It’s not just about a title and responsibilities and the big picture,” Scherwin stresses. “What really matters to you, tangible and intangible? Consider all of the variables.” That means weighing things like salary, benefits, office environment, your commute, work-life balance, support systems, opportunity for growth, the value you contribute, and what a work day looks like for you. “The little stuff can make a big difference,” she says.

2. Find industries that interest you. “You will be much happier working in an industry you like and or admire — you will be more passionate about their product and or service offering, which will lead to greater success,” Scherwin says. “Make a list of brands within that sector that you love and explore what types of roles they have [that] you’d be qualified for.”

3. Do your research. Do you really understand what some careers entail? Do a deep dive by reading trade articles and talking to people who work in a career you’re considering (and in a specific company if you’ve developed a target list). “Connect, get more perspective on potential fit and get your questions answered before you make any jumps,” Scherwin recommends.

4. Prioritize and narrow the long list of opportunities. Are there a few career options in the list you’ve created that really stand out? If so, great! If you don’t have what it takes to be considered for a job in your field of choice, explore the kind of training you might need or the steps you’ll have to take. “Create a plan to get there,” Scherwin says.

5. Refine, decide and execute. Once you’re set on a path you’re excited to begin, Scherwin says to “craft your unique proposition for your dream job,” consider why are you well-suited for the role, then network and begin interviewing ‘informationally, informally and then formally,’” she says. “See who the key players are and if your personalities connect — make any decisions accordingly. And of course, remember that what you pick today may not be where you end up tomorrow. Embrace the adventure instead of being scared by it.”

Using those steps as a starting point just might help you avoid taking a job that doesn’t fulfill your expectations. Say Scherwin: “All too often otherwise successful professionals walk into their dream job only to learn it’s not really what they thought it was.”

The bottom line is to be clear about what you want, then be patient, confident and open for the unexpected, she stresses.

“So many people want it but don’t know where to begin. Your dream job will fall in the intersection of what you are good at, what you enjoy doing, and what someone will pay you for,” Scherwin concludes.

Link to full article

What to do when you are 'ghosted' in your job search →

Finally, don’t take it personally, says Lori Scherwin, founder of Strategize That. “Recognizing your anxiety may be high, not hearing from a company during the interview process doesn’t necessarily mean it’s about you,” she says. “Sometimes the role in play and or budget changes and they are no longer sure of their needs themselves. Sometimes it’s a function of poor coordination between a hiring manager and the HR rep.” And, she adds, it may be a blessing in disguise. “If a company can’t communicate with prospective employees, imagine what it would be like to work in a place where it is culturally acceptable to disrespect candidates’ time.” Just be grateful, she says, that you learned about them before it was too late.

Link to full article

Should You Still Apply if You Don’t Meet All the Qualifications? →

And, as Lori Scherwin, founder of Strategize That, stresses, “Letting bullet points on a job description dictate your worth for a position is extremely limiting.

“When you limit your options, you are downplaying your worth based on a laundry list of items, rather than valuing your entire experience as a package that differentiates you from other candidates,” Scherwin says. “Not only do you reduce your set of opportunities, but your self-esteem can take a hit as well if a job spec makes you believe you aren’t capable of doing a job you otherwise know you could excel at.”

If you find a job opportunity you’re interested in exploring, Scherwin says it is important to remember a few things:

— A posting is basically a dream wish list or a draft. “Often professionals rush to get out a spec once they get budget for a position and have an HR professional do a mock writeup based on past positions — and then the role evolves along with team needs and discussions with candidates,” she says. “View the job posting as a sanity check, not gospel, and watch how your ease at applying grows.”
— No job candidate has everything. If you fit the overall description and majority of criteria, go for it. Part of any job is the ability to grow into it and learn,” Scherwin says. “Furthermore, no one is likely matching your resume up with every single bullet.”
— It’s all about the fit. “Clearly there are some hard ‘stake in the ground’ criteria which are critical to getting the job done,” Scherwin says. “But, otherwise, fit is what is going to get you through to the final round post initial screening.”
— Your unique experiences are valuable. Any additional skills you have that aren’t on that qualifications list “could make you a top candidate and supersede any pre-written qualifications,” Scherwin stresses.
So how can someone confidently apply for jobs, even if they can’t check off every preferred qualification? Scherwin offers this advice:

Be able to give examples of your work. Include things you’ve done and outcomes you’ve generated that would make you successful in the new role. “If there are some bullets you don’t think you hit the mark on, really rethink your experiences and how something tangential or similar could display the same desired outcome,” Scherwin says. “Chances are there’s a path.”
— Be prepared to address straggling bullet points. “Have a quick answer about how you would approach learning that skill [or acquire that] trait,’ Scherwin says. “Demonstrate how you have successfully learned a new skill in the past and mastered it.”
— Leverage your network! Do you know someone who already works for the company? If so, ask if they would be willing to pass your resume on. “It is way more likely to be looked at that way than if you just applied randomly to an online system, which may screen for certain keywords,” Scherwin says.
— Be positive in all interactions. “Attitude matters,” Scherwin stresses. “Remind yourself of all of your skills and accomplishments to inform why you are ready and deserving of more; that energy will come through with your application.”

Link to full article

6 Signs a Company Is Badly Managed →

The management team is in denial.

When managers pretend a business is doing fine when it's not, that's a problem.

It's "important to ensure issues are addressed and solved rather than playing Pollyanna and ignoring the realities of business trends," said Lori Scherwin, founder of New York City-based Strategize That, a career management advisory firm that works with corporate executives. She was also a manager at Goldman Sachs and the Boston Consulting Group.

"This has a huge impact on a public company if a management team is ignoring major issues presented by investors and continues to underperform. Not only will near-term company financials suffer, but an unrealistic management team can cause long-term damage to reputation and trust," she added.

New ideas are dismissed.

"When employees' ideas and suggestions are ignored, it could be signs of a complacent and unsupportive team," Scherwin said. "This could lead to stagnation in growth potential, especially if management is saying, 'This is the way we've always done it.' Any company, organization or manager that defaults to the past as gospel will get hurt in the long run. You'll miss key changes in trends and lose out on new opportunities."

Instead, promote project innovation and new ideas. "Set up a team focused on this initiative," Scherwin said. "Encourage open dialogue across the organization, and reward staff for new ideas." A company that does not do this could lose talented people who feel their value isn't appreciated.

Link to full SHRM article here

Here’s the biggest red flag layoffs are coming to your company

Rotating management team, holes at top.

According to Lori Scherwin, executive coach and the Founder of NYC-based Strategize That, if you see lots of changes at the top (think C suite force outs by the board) start to wonder.  “Also look for middle management executives leaving in droves as they might have a purview to what’s coming,” says Scherwin. 

Bad behavior is en vogue.

“If your manager gets annoyed more than usual, if you sense skittishness and frustration and elevated levels of toxic behavior, it might be a sign that they are nervous about performance and upcoming restructuring and taking it out on the team,” explains Scherwin. While this is not appropriate, being stressed out and worried about the future is human nature and shouldn’t be taken personally (unless it continues well into the future).

Link to full theladders.com article

Source: https://www.theladders.com/career-advice/h...

Questions to Ask During Mid-Year Performance Reviews →


Ask open-ended questions and encourage employees to rate their experiences on a scale of 1-10, explained Lori Scherwin, executive coach and founder of Strategize That,, an executive coaching company. “Scaling mid-year helps make qualitative comments more quantitative and actionable. It also helps prompt dialogue on what actionable steps would be needed to get to the next level of performance,” said Scherwin.

Here are the key questions you’ll want to cover:

  • How have you done since our last check-in?

  • What specific accomplishments are you proud of over the last six months?

  • What was a miss, and what did you learn from it? 

  • On a scale of 1-10, how would you rate your performance?

  • How can I better support you? 

  • Is there another role you see yourself in at this company? What can we do to get you there?

Give specific feedback. Provide specific examples of the employee’s work or behavior that illustrate your points so that your employees understand context. For instance, saying, “We see you as a high-potential employee in the organization,” will not resonate as deeply as “Your work coordinating the various internal and external stakeholders on a particular project was very impressive, especially the way you held everyone accountable to the expedited timeline. This is a great example of why I see you as a high-potential employee on our team.” Scherwin added, “Feedback in a bubble is not useful for anyone and can lead to resentment and disconnect.”

Link to full lattice.com article

What You Should Do if You Hate Your Job

Evaluate your current situation.

Before leaving your job (or looking for a new one), get a fresh perspective. “Read trade articles about your company or industry,” says Lori Scherwin, executive coach and founder of Strategize That, a firm that helps professionals find happiness in and outside of their careers. LinkedIn is a good place to start. “Look beyond your role and bone up on what's happening around you.” There may be an opportunity to restructure your position or move into a new one. Or, you may realize your company has little to no growth potential, which—for some—is a dealbreaker. Plus, doing an in-depth analysis of your industry will help you understand where your dissatisfaction lies: with your colleagues, boss, company, pay, or job as a whole.

……“Don't go in complaining,” Scherwin says. “Start with suggestions about what you'd prefer to be working on and explain why you're ready for the challenge.” A new task or project may be precisely what you need to to reignite lost passions or kick-start your career. And involve human resources or a union leader whenever necessary. Some people and work environments are beyond toxic, and in these cases, third-party intervention can help.

Start your job hunt.

If you find you're no longer interested in your job, career, or company, begin looking. “Ensure your resume and LinkedIn profile is up to date and let your friends and former co-workers know you're searching,” Scherwin says. 

Full Oprah.com article here

How not to choke during your next high-stakes job interview →

Companies hire people to solve problems. Be open-minded and listen, the ask the right questions, says career consultant Lori Scherwin, founder of consultancy Strategize That. “Be strategic. Think: goals of the firm, success factors, leadership development and growth opportunities. Ask your prospective boss their near- and long-term priorities. Position yourself as a partner rather than just an executor.”

Full FastCompany article

Promotion Problems at Work: 13 Things That May Be Holding You Back →

11. You don’t have cross-functional support. Lori Scherwin is founder of the consulting firm Strategize That. The more senior you get, the more support you need from all around the organization, says Scherwin. “Make sure you are always helpful to your colleagues around the firm. Actively build relationships and make that as important a part of your job as the tasks of your job. Seek out mentors and advocates who can help your progress.

Link to full ivyexec article

How to find a boss you want to work for →

Finding a boss you respect and who will respect you is critical for your career success. Otherwise, it can—and often will—lead to uncomfortable situations and toxic environments. Ultimately it just won't work,” says Lori Scherwin, founder of the New York City–based career coaching firm Strategize That. “You want someone who will actively develop you and cares about your career, not just what you will do for them.” When it comes time for evaluations and promotions, your boss’s input matters the most so you want someone who will advocate for you, give concrete feedback, and help you reach your goals.

Full article

The 5 people you need to make friends with at work →

You don't have to be best friends [with your co-workers], but being polite, respectful, engaging, and on the ball is critical to your ongoing success,” says Lori Scherwin, founder of the New York City–based career coaching firm Strategize That. “Your demeanor and relationships often count at least as much, if not more at times, than the work product itself. If people enjoy working with you, you are more likely to get additional opportunities.”

Full article here

5 Tips on How to Ace an Internal Interview →

And one final piece of advice on how to ace an internal interview from Lori Scherwin, founder of Strategize That: make sure your behavior after the position has been filled, whether by you or someone else, remains professional. “If you get the job, it’s OK to be excited, but be mindful of other colleagues who may also have wanted the role and didn’t get it,” she says.  “If you don’t get it, diplomatically ask why, and how you could improve to get there next time.” And, she recommends: “Know your Plan B is it doesn’t go your way. While it’s important to be optimistic, it’s smart to scenario plan just in case you don’t get the promotion.”

Link to full ivyexec article

Stop b*tching about work if you want to get ahead →

Focus on what you are grateful for (even if it’s just a paycheck) as you problem-solve or look for a new job.

Research has shown that cultivating an attitude of gratitude is beneficial for your mental and physical health. (And probably your ability to resist yelling at that guy from marketing for missing a critical deadline…again.)

“Make a list of all the reasons you are grateful for your job—whether it’s money, experience, friends, or even the free coffee,” suggests Lori Scherwin, founder of career coaching firm, Strategize That.

“Focus on what you enjoy and that is what you will see and appreciate. Find success in every failure and a lesson in every setback—it helps keep you moving forward,” Scherwin coaches. 

Full article here

Stop believing these 4 common misconceptions about success →

There are myriad paths you can follow to success–but if you believe in some career myths, you’ll end up at the opposite end of successful: overworked, underpaid, and unhappy. What are these myths, and what should you believe instead? For the answers, we turned to two career experts who will blow the lid off what success really looks like in today’s workplace.

MYTH 1: IF YOU’RE GOOD AT YOUR JOB, YOU’LL GET PROMOTED

You work hard, and you deserve a promotion. But unfortunately, that’s not how the work world works, says Lori Scherwin, career coach and founder of Strategize That. “You need to promote yourself in order to stand out amongst a sea of talent and colleagues at your firm,” Scherwin says. “Being good at your job doesn’t mean you’re good at managing your career.”

To promote yourself–and therefore, snag a promotion–you must “actively manage your career and put as much effort behind building relationships and focusing on the next step as you do on executing your day-to-day tasks,” Scherwin explains. One easy way to focus on the next step is showing you can do the next job. “It is your responsibility to understand what you need to be capable of to execute in your next role, and demonstrate that ability,” says Scherwin. “Just because you’re a strong producer doesn’t mean you’ll be a successful manager. So, make sure you’re rounding your skill set to be functional at the next level.”

MYTH 3: YOU MUST KILL YOURSELF TO SUCCEED

“All too often successful professionals romanticize stress because they think that’s how a full life is supposed to feel,” Scherwin says. But the presence of stress doesn’t automatically mean you’re also successful, she warns. “People tolerate long cumbersome hours and last-minute requests as if it’s mandatory,” Scherwin says. “But it doesn’t have to be. Long hours and face-time don’t ensure you are doing anything constructive or delivering results.”

What’s more, when you overextend yourself, you risk achieving less, Scherwin warns, as well as “the propensity to take it out on others and ruin relationships in the process.”

Instead of gauging your success on how much you work, Scherwin recommends defining what success means to you –then finding balance at work based on that definition. That way, “you are more likely to be productive and less resentful,” Scherwin points out. What’s more, Scherwin encourages you to prioritize yourself. “Tactically, cut out the clutter, learn how to say ‘no’ and push back appropriately, and make time for ‘me-time,'” she suggests.

Full FastCompany article here

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