Goldfish Crackers are a standard in most homes with children. My two children have always loved them.  Yesterday as I was putting away groceries, the word Optimism caught my eye on a big box of whole grain baked Goldfish with the important note: “Optimism is a skill children can learn and leads to greater happiness and resilience.”

As an advocate of Positive Psychology and building optimism, I went straight to the website to read more about “Fishful Thinking.” Pepperidge Farm’s marketing ploy worked. Intrigued, I read “how to teach your children optimism and resilience.” The title of a simple yet pointed outline to teach children the skills necessary to cope in an unpredictable world.

Hold on. What about all the adults that were never taught these skills? Leave it to Goldfish to sum up what a bookstore needs an entire self help section to accomplish. My immediate thought was how relevant and critical every one of these was for a successful job search. In fact, most people today I see have been mired in job search paralysis for longer than they want to admit. Being stuck leads to a cycle of negative thinking, hopelessness, and often times depression-like feelings.  But Goldfish provides five easy steps to managing the challenging experience of being out of work.

1. Think Positive

“Optimism is the skill of focusing on the positive – without denying the negative – and channeling one’s energy toward what is controllable. Optimistic people expect good things to happen in their lives and work toward creating positive change. “

It is hard to maintain an optimistic outlook 365 days of the year while being unemployed for the majority of them. We are only human, but making optimism your default setting is key.  For example, lets take two 50+ job seekers from my practice. The first claims that her situation is hopeless, due to her age.  The second, a woman over 60, took a new position admitting that it “was very daunting, but I go to work every day and literally tell myself “I can do this” and I am still there. I love learning and I am not afraid of it.” Learning new things keeps us young. Maybe it can help provide us with a sense of optimism too.

2. Resilience

“Resilience is the ability to bounce back from setbacks, learn from failure, be motivated by challenges and believe in your own abilities to deal with the stress and difficulties in life.”

Lou, a former job search group member would not take his job loss sitting down. Literally. Without wasting a minute, Lou was walked the streets of Manhattan and visited every company he targeted, in search of work. The library became his second home where he conducted his job search. He read biographies of successful people who overcame adversity and he established his own mantras to keep focused on his goals. Lou’s resilience helped him bounce back after a devastating job loss and he landed a new job in record time at the height of the economic collapse in 2009.

3. Set and Reach Goals

“Hope isn’t just passively wishing and waiting for something to happen. Hope leads to the drive to set and pursue goals, take risks and initiate action.”

Research shows that high-hope people are excited about the future and also set goals. Furthermore, people who write down their goals are more successful than those who don’t. In your job search, hope is futile without action.  After all doesn’t the saying go “A dream remains a dream unless it is written down with a plan and a deadline”.  Jobseekers are wishful thinkers to believe a passive online job search will lead to success. Job boards are no longer the primary job search tool. Without a strategic plan of action including specific goals and activities, your ideal job will remain elusive. For example, my client Jose was interested in using LinkedIn, since he knew this was the most optimal use of his time. Learning how to use LinkedIn more effectively paid off for Jose, as recruiters and colleagues started to reach out to him more often.

4. Self-knowledge

“Knowing your strengths and weaknesses helps you focus on what you are good at, and ignore what you are not. This leads to a greater sense of self-confidence or self-efficacy- the belief in one’s self.”

If you know what you excel at, then you will feel empowered to go after it.  In my career coaching I strongly recommend job seekers take the time to evaluate their strengths and weaknesses through various assessments and self-exploration exercises before jumping into the job search process. As I like to say, “you can’t stand out, if you don’t know what you stand for”. Never before has it been more difficult for a job seeker to stand out in the crowd. An intimate knowledge of yourself will give you the confidence you need to stand and be heard out in today’s marketplace.

5. Emotional Intelligence

“Emotional awareness is the ability to identify and express what you are feeling and to have empathy for what others are feeling.”

These skills are essential to successful networking and career management in the long term. Networking is the foundation of a successful job search, and yet it still is the most challenging aspect of the job search.  Developing emotional intelligence is critical to building strong relationships and helps you become a better communicator. Once you are more comfortable with your “people skills”, you will start to network with greater ease and confidence, hopefully leading to your next job.

Sometimes the literature on the job hunt is overwhelming. Thank you Goldfish for elucidating on these fundamental principles of success.  Your advice is more than just for kids. It’s for all of us.

This blog is a joint effort of Donna Sweidan and Ilana Levitt

We continue our discussion of job-hunting obstacles, specifically overcoming perceived obstacles in the interview. So what aspect of your work history has you hiding, hesitant and horrified at the prospect of its discovery? That you lack post-secondary or relevant education? Lack local work experience? Is your hair too grey, your shoes outdated?

Perception can be influenced. Note that I do not endorse changing your personality or appearance, or returning to school — unless you WANT to do so. Anything less than 100 per cent commitment would be folly.

What I do endorse is that you examine what you perceive to be obstacles with a critical eye, especially those that are not deal breakers like the earlier discussion of termination. (That is closer to an insurmountable problem than age, education or experience.) The solution to these lesser issues is often in your own communication — your body language, tone of voice, choice of focus. All can influence how you are assessed, and whether you are perceived to be a viable candidate for the job.

(For the purposes of this discussion, we will assume that your resume did communicate value and that you landed an interview.)

Here are a few ideas for those amongst us “of a certain age,” and the next issue will address education and experience.

For the Mature Worker

Tackle the interview team’s possible concerns proactively. To overcome the perception of being out of date, refer to industry knowledge with appropriate jargon and to current reading or studies with specifics, not generalities. To overcome the perception of not having energy, share a story of your daily jogging routine, regular workouts, or active volunteering.

For example, in response to the typical “Tell us about yourself” question, you could reply “Well, just this morning after my usual workout — I work out almost every day and I think that’s what keeps me so healthy; I only missed one day last year, which is far below the company’s average of 10 days — anyways, back to my answer — I logged on to continue a self-study program in web design. I’m passionate about web sites and constantly add to my skills and knowledge. In my current job, for example, I created user-friendly websites for our customers that incorporated the newest sales-boosting technologies. They’ve been so happy with the outcome that referral business is booming, in fact it’s up 25% over same time last year.” … all of a sudden your grey hair seems quite trendy!

If you are stepping back to a lesser role, and are asked how you will feel reporting to a younger person, explain how you are ready to turn over crises management to others, but that you’d make an outstanding support person. Add that your in-depth knowledge and experience could be useful—if needed. Layer in a recent workplace story of advice you provided to a younger-in-age, senior-in-reporting-structure co-worker — only when you were asked — and how your advice affected a positive outcome. Add in that you were happy to allow the advice-seeker enjoy the limelight, and the concern that you may wish to take over your future manager’s position has vanished.

When asked about how you’ll manage with a smaller salary, you can share how you’ve scaled back expenses since you retired, and have learned to live with a lot less, and that besides, you are only looking to augment your current income and put your excess energy and customer service skills to good use. Throw in a few of the many novels that you’re finally reading, and you’ll have convinced the interview team that you mean what you say.

It’s odd how we tend to freeze up in an interview and assume that we’re dead in the water as soon as they see us or question us, when the truth is that the outcome is equally in our hands. Or rather, in our attitude. Take charge of your behavior, develop strategic answers, hold your head high, and speak with confidence.

The truth is that it is not necessarily the most qualified applicant who lands the job offer; it is the candidate who interviews best who is offered the job.

Many job hunters have an “Achilles’ heel”; a perceived obstacle that holds them back from feeling 100 per cent confident of their candidacy. For some it’s the lack of the identified degree or certificates; for others, it is their age (too young or too old); for another it is an eclectic or job-hopping history; and for many, simply a lack of confidence!

There are all-too-real obstacles that are difficult to overcome: termination for cause or a criminal record are examples. Those require the expertise of an experienced career coach or perhaps a specialized service that assists with a re-entry into society.

But for most job applicants, these “perceived” obstacles can definitely be managed. Here are a few examples of interview scripts that can take the emphasis off the identified issue and place it where it belongs: on your value as an employee. This blog will deal with termination, and a future blog will address other perceived obstacles.

The worst aspect of being let go is the almost inevitable loss of confidence. Refocus your attention  from the reason of your termination to your skills, accomplishments, attributes—the value you offer your next employer—and you will soon be back at work.

Downsized, outsized or otherwise set free

If you’ve not been fired, but have had your position declared redundant, or you’ve fallen victim to the indulgences of new management that sees your style as incompatible with its vision, you can customize a version of the following speech.

“In my last employment I really enjoyed my job and worked with great people. However, with new management at ABC, who brought new ideas and vision for the business, I and a few other long-time employees found our positions declared unnecessary  or our styles incompatible. However, I’m proud of my work while I was with ABC Corporation. I was a very effective supervisor: I eliminated several fulltime positions by redistributing tasks; increased productivity by leveraging technology to shorten procedures; and assisted with bringing our company into ISO guidelines. One year alone I saved the company over $200,000.”

The idea is to provide a quick overview of the circumstances, and then transition to a place of strength by refocusing on your value as an employee.

Terminated

Now, this one depends on the why’s of the termination. Here’s a speech to customize if you were terminated without cause.

“While at ABC Corporation, as Administrative Assistant to the Manager of Communications, I made sure that I kept her up to date with reports, research, and replies. However, when my longtime manager left for another job, I found that the new manager and I didn’t get along. I did try, but ultimately was let go. Nonetheless, I value the five years I spent there. I learned a lot, taking courses in electronic filing, in business writing, conflict resolution; in fact, I have a full page of courses I participated in and applied in my work. Those applications resulted in great performance reviews, pay increases, added responsibilities like mentoring junior staff and more. My next employer is going to benefit from a very well qualified Administrative Assistant.”

If you were terminated with cause, i.e. you deserved it, then you will have to admit to your fault, state that you’ve learned from it, and finish off by sharing how you positively impacted the bottom line. Ideally, to overcome this more serious challenge it is critical to network.

This is a joint post by Clinical Career Counselors and Licensed Mental health Counselors, Ilana Levitt and Donna Sweidan

As Mother’s Day came and went this year, I thought about all the women I know, clients and friends alike, whose careers have been impacted by having children. I’ve seen mothers struggling with career issues in many different ways – from stepping out of the work force, reducing to a part-time schedule, and transitioning industries – to accommodate their family life.
Working mothers face a bevy of practical issues surrounding their careers and families. Should I re-launch my career? Should I go back to school to learn new skills? Should I trust strangers to take care of my children while I’m at work? The resolutions to these questions are seldom 100% satisfactory or easy; most women go through a great deal of emotional conflict even if they know what they want to do. We are bombarded with two, recurring and frustratingly contradictory messages: “Go back to work, the economy is bad, households need to be dual income, husbands now do more to help, women can do it all!”, and, “The first few years are critical to bonding, stay at home, make sacrifices, our mothers did and so should you!” Society doesn’t help, since preschools close at 3:00 PM, school plays start at 10:30 AM, and teachers get out early for holidays — is anyone thinking about the working mother?
Take Nancy, for example: she is a single mother with two children, ages 5 and 8. She works 30 hours every week (which she went through great pains with her employer to negotiate this schedule), and finds time to juggle sports, class trips and doctors’ appointments; but it doesn’t seem to be enough. Her kids and other mothers want her on the PTA as well. When it comes to balancing a career and family, whatever decisions she or other working mothers make, there is a tendency in our society to blame the mom for her children’s woes. If she chooses to work instead of staying at home; if she decides to breastfeed her baby instead of using formula; if she buys the cheaper diapers over the premium ones, should negative consequences occur, the blame will fall mainly on her shoulders.
The field of psychology has evolved, however, and helps us understand that disappointment in our parents is a normal and healthy developmental process. Theorists and psychologists have rightfully explained the idea of the “good-enough mother”; she is the imperfectly attentive mother who does a better job than the “perfect” one who risks stifling her child’s development. I have seen both male and female clients who are crippled by decision-making because they had parents who made every decision for them. What did they all have in common? They had stay-at-home mothers.
Advice for working mothers abounds, of which the most usual kind run in the vein of – be confident; don’t be intimidated if you are returning to the workforce after a long absence; evaluate your career options; try to take on consulting assignments; network and market yourself; channel family support; be aggressive. But is this the right kind of advice? I don’t think so.
It’s not that it’s bad advice, all of those tips are very good, but it just isn’t geared towards the segment of women who need guidance the most. The women to which this advice would apply are probably already following it – they have a clear idea of what they want to do and how to get there. The mothers who need advice are the women who have stopped working after their children are born, and, whose entire identify is centered on being “Jake’s mom” or “Brian’s wife”; while they love the family members they take care of, they want to be more than an extension of someone else’s character. The problem is (and this is where they need help and support), they have absolutely no idea where and how to begin. These women are emotionally stuck.
I can relate it to the Yoga Obstacle #8 Alabdha-bhumikatva (that was mentioned in the last blog): Being victims of our own discouragement. We become victims when we perceive failure. Women who choose to stay home haven’t failed professionally, yet the workforce seems foreign and impossibly out of reach. For these women, identity is the cornerstone of the battle. At 35, 40, 45 years of age, they are contending with career identify issues that 20-somethings struggle with. This is true for women who first had careers before they children and who don’t perceive ‘going back’ as an option. To work towards defining themselves, these mothers have to begin a ‘letting go’ process – first by attempting to see who they are outside the home, by allowing their children to think and make decisions on their own, and, by realizing that if they aren’t available for every doctor’s appointment, or soccer game or school play, there will ultimately be a growth lesson in that. These women have to start by re-defining themselves, thinking about their full identify and slowly getting reinforcement and recognition from external places outside the home. Be aware that this can be an arduous long process and should not be misunderstood as failure. These mothers will also be fabulous role models for their daughters, who need to see that the working world is possible at any stage of a woman’s life cycle.

Age is relative and the definition of an “older worker” is expanding. The labour market is dramatically shifting into a new phase, with the percentage of Canadians in the workplace who are over 50 doubling every decade. If you are an older worker, you are quickly becoming a valuable commodity in a market that needs your expertise.

Older workers have much to offer the current Canadian marketplace. This is very meaningful for you, as it indicates that qualified workers are already highly in demand, and the need for experience is only becoming more prevalent.

Consider yourself as a product and your next employer as the purchaser. In the past, older job seekers often reported that employers sometimes seemed discriminatory, in that they appeared to favour younger candidates over more mature ones. But this is all changing.

There are two key forces in action that are shifting employers’ perception of older candidates:

1. The supply of experienced workers is decreasing. As boomers retire from the workforce in greater numbers, we are creating a talent drain within our labour market.
2. The demand for experience in the labour market is increasing. The talent drain is creating an unprecedented need for people who have applied knowledge and expertise.

As the pool of knowledgeable workers is dwindling, if you are skilled and qualified through actual work experience, you are quickly becoming indispensable. According to a labour force projection study published this year in Statistics Canada’s Canadian Economic Observer, although many baby boomers will retire from the workforce by the year 2021, we can expect the proportion of people in the labour force who are 55 and older to double what it was during the mid-1990’s, to up to 20% of the workforce. This dramatic increase will predicate your future potential within the Canadian job market.

The laws of supply and demand tell us that if there is a shortage of highly experienced employees, then you, as a mature candidate, are worth more to employers than less experienced workers. You are now heading from a buyer’s market into a seller’s market where you maintain quite a bit of power. The excess of demand over supply in the coming years will work to your favour.

Employers want to hire older workers because older workers often have many qualities that younger workers cannot offer. There is great value that comes from maturity. You bring:

1. Experience from a lifetime of work.
2. Adaptability coming from the transitions in your career.
3. Expertise with a deep understanding of your industry.
4. Professionalism to present a favourable first impression.
5. Maturity to deal effectively with tough business issues.
6. Leadership to mentor other employees.
7. Integrity that is displayed through your values.
8. Dedication shown through your reliability.
9. Commitment to remain loyal to your job and employer.
10. Vitality that comes from loving the career you are in.

The laws of supply and demand naturally put you in a better position to negotiate your employment terms, compensation, and benefits. You offer an excellent return on your employers’ investment. By hiring you, employers will decrease the costs associated with recruitment, training, and turnaround. Plus, you will be able to create almost immediate results in increased productivity and profitability because you know the job so well. You have a powerful voice. Start taking advantage of this great opportunity right away – you won’t be sorry.

Outlook 2010, a national survey conducted by Graham Management Group determined that agism is considered a primary barrier for six-figure Canadians. Sharon Graham is Canada’s Career Strategist. For a summary report and analysis of the Outlook 2010: Competitive Career Intelligence Survey email info@grahammanagement.com

They say that the value of yoga lies in keeping your body fit and your mind agile. I am learning the meaning of that right now as I experience the challenge of getting back to exercising after a period of inactivity. I have no doubt there are more than a few of you who can relate.  The part of my exercise routine I enjoy the most is Yoga, but going back to the class was still quite a stretch, literally.  Not only was it a challenge to motivate myself to get back into a routine but my sluggish body is now feeling the effects of my atrophied muscles, even after just a short hiatus.

The teachers of yoga say that one of the obstacles to successful practice and absorption of its’ value is Alasya, “A lazy and inert state of mind and body”. Despite my busy schedule, I had fallen into a rut and had become a little lazy, even if I hate to admit it. Going back to the class, my body felt stiff and inflexible, and it took what seemed like an exorbitant amount of willpower to push myself into the general stretches so that I could actually feel like I was doing something.

If you are familiar with yoga, you have done the plank, holding yourself up by your hands or elbows, as parallel to the floor as possible. In my somewhat weakened state, this was difficult, but I can do it for about two minutes or so. Then there is the side plank and that just seems  impossible. I resist because it seems unattainable and I believe I don’t have the capacity to achieve it. But I push myself, and actually manage to hold myself up on one elbow for almost a minute.

Why do I share this experience, you might ask? I couldn’t help but think about the job seekers who come to me in a similar state of inertia. Either they have given up on their job search, or continue to use the old traditional techniques that require a limited amount of effort or stretching. In many cases, there is a healthy dose of denial. “I am doing as much as I can in my job search, It’s the economy’s fault.” Or I see my job-seeking clients resist challenging situations all the time.  Whether it’s networking, Twitter or embracing a new field or career all together, anything that is somewhat out of ones comfort zone seems quite impossible altogether. But have you even pushed yourself out of your safe place for a minute to give it a try?

The newest and most cutting-edge career management and job search tool is Twitter, and despite its incredible power to help you advance in both, many people are just too daunted to even try it. I hear multiple excuses: “it’s a frivolous waste of time”, “ what does it have to do with my executive level Job Search?”  If you give it a try, read the recent publication of The Twitter Job Search Guide,  or take a class, you might be pleasantly surprised. It has everything to do with your job search, and really does push the limits of your imagination. But, just like yoga, it’s not something you can pick up immediately, nor become a guru overnight. It takes practice, observation, and awareness of the steps it takes to cultivate and grow to see the impact on your job search.

Today’s job search process calls for you to stretch on many different levels. After being unemployed for over 27 weeks, (the average) today your psychological strength is constantly being tested. Never before have you been required to stretch the capacity of your confidence or motivation.  Can you afford to maintain the status quo? What have you done recently to challenge yourself?

Maybe you have learned a new skill, a language, computer software, or even a card game. I have heard that bridge is the ultimate brain jungle gym. And then there is the networking. Any time you put yourself out into the community to participate in something new, you expose yourself to new people, a task that is daunting and a real stretch for some. But then, you never know who you might meet at your next game.

Please share with us how you have stretched yourself during your job search by commenting below. What have you done that has truly pushed you out of your comfort zone? What type of benefits did you feel you gained from pushing what you thought were your limits? What is your next goal? I know I have to work on my side plank!

Namaste!

This is a joint post by Clinical Career Counselors and Licensed Mental health Counselors, Donna Sweidan & Ilana Levitt

Imagine …

… you have been working for the same company for 20 years. You have made the most of the opportunities presented to you, mastered challenging projects and achieved steady progression. You enjoy your growing responsibilities and the perks that go with it. You are convinced that you have managed your career well.

And then, one day, it happens. You are told that you will be made redundant. Your job is gone.

After the initial shock, disbelief and anger, you meet with a career coach to discuss your options. The first thing you hear is that the most promising way of finding your next job is through networking. “Networking? Me? I don’t have any networks! I’ve been with the same company for two decades – how am I supposed to have any networks?”

Since the start of the UK recession, I have heard this response many times from my clients. They literally cannot see and feel how they are linked to others. However much I promote the idea and outline the benefits of networking, they’ll stick with the overused, ineffective job search methods like trawling Internet job sites for hours and hours.

I need to challenge their view that the length of service with one single employer can only be a disadvantage (i.e., limited and fewer contacts). To help my clients overcome this sense of hopelessness and increase their chances of identifying new opportunities, I know they need to see some results. And quickly.

To shift their thinking, I work with them to identify the networks that they have developed over time, not despite working for one employer, but because of it. And help them appreciate that the quality of these long-time contacts can be powerful, even if there are fewer of them.

Finding the networking riches in long-term employment

First, we classify the different categories of people they have met and worked with through their entire time with their organisation. These are the six categories we start with:

1. Internal departments & functions worked in and with

2. Internal (cross-functional) projects & specific  initiatives

3. Internal & external customers/clients/service users/…

4. Internal/external suppliers

5. Professional development activities & internal and  external training courses

6. Previous colleagues

Next, we draw a networking map with a section for each category. Then, we work in reverse chronological order, filling in all of the names. Seeing their networks evolve in front of their eyes like this seems to make all the difference. In black and white, their networking possibilities just seem more real.

Moving on, we use different coloured highlighters to identify their strongest personal working relationships (e.g., orange is for the “warmest” contacts they feel most comfortable reaching out to). This is where they will start.

Once they can see that there is a way forward, and they start to get positive responses, we expand their network maps with other obvious categories, from professional associations to university alumni and personal contacts.

We also pay attention to the colleagues who have left the organisation in previous years, in the hope that they have settled into new positions elsewhere. Getting back in touch with these contacts is not nearly as challenging as my clients fear  – thanks to the various online networks such as LinkedIn, People 123, etc.

In one instance, a client who had worked for the same employer for 28 years told me that news of his redundancy had spread like wildfire amongst previous colleagues who had lost their jobs. They all had the same message for him: We know what it’s like to rebuild your career. But we’ve come out of it the other way, and so can you! Get in touch and we’ll introduce you to our new networks!

Ruth Winden

Oswald Boelcke wrote down these rules as one of Germany’s early flying aces, some of the first rules about aerial combat. You must combat the enemy within during your career probably more than the enemy you perceive outside of you. These are also some of the rules Eddie Richenbacker mastered as a Medal of careerists Honor winner and the Ace of Aces in WWI who I grew up learning about in Ohio. I like military history and history in general. It has application to just about all things. These rules remind me of what rookies do during their career vs. advanced or entrepreneurial/executive thinkers. Maybe we need to talk about “No Guts No Glory” next. The Dicta Boelcke consists of the following 8 rules:

1. Try to secure the upper hand before attacking. If possible, keep the sun behind you. Prepare all materials, plans and steps before you make some of your next career moves forward. Never wing it. Career rookies don’t have a plan; they are dictated to by their bosses, their companies or somebody else in their life.

2. Always continue with an attack you have begun: Rookie pilots would start a fight, but instinct (fear) would convince them to break it off and run. Find causes, missions and companies worth fighting for. Never run your career via fear unless it temporarily motivates you to larger goals. Quitting, not dealing with conflict and that the business of your career is a game of conversation, interchange, negotiation and constant interaction. Rookies don’t take those key positions and often react through fear.

3. Only fire at close range, and then only when the opponent is properly in your sights: A common rookie’s urge was to start blasting away upon sighting his first enemy machine. Rookies use a shotgun approach to advancing their careers and themselves. They also do more talking than they do building a portfolio of achievements. Build content into your career that lasts – patents, publications, original papers, ideas, awards, achievements.

4. You should always try to keep your eye on your opponent, and never let yourself be deceived by ruses: A restatement of this rule might be: never assume you know where your opponent is or will be. You never know where your vulnerable so you should always be moving forward but protecting yourself. Rookies think that everyone they work with they can trust. They think that what they do outside of work doesn’t matter too much. They reason that what they do online is private.

5. In any type of attack, it is essential to assail your opponent from behind. In all aerial combat you have the advantage because you are in pursuit. Rookies in the career game pursue titles and recognition instead of wisdom. Your competition is vulnerable because they pursue titles, money and recognition for recognition’s sake.

6. If your opponent dives on you, do not try to get around his attack, but fly to meet it: The instinctive reaction of many rookies was to turn and flee from an approaching attacker—especially a diving one. This simply presented their tail to the attacker, usually with disastrous results…it was better to try to bring one’s own guns to bear than to flee. Need I say more? Maybe. Rookies in the career game should not avoid challenges and some conflict. Run to take on challenges that seem to be attacking you even if that means developing calculated risks to your career.

7. When over the enemy’s lines, never forget your own line of retreat: If a pilot chose to flee a superior force, or was coming down with a damaged machine, it was critical to spend what little time he might have going in the right direction. Rookies in the career game haul it hard toward their goal and are good at getting into things but not good at finding their way out of their problems.

8. Tip for Squadrons: In principle, it is better to attack in groups of four or six. Many young pilots still came to the front expecting to dash valiantly into battle as an errant knight, alone, but in reality they would be quickly overwhelmed by multiple enemies. Nobody in the career game ever makes it on their own. It’s a team effort. Rookie careerists and entrepreneurs are betting on luck and they don’t develop a career board of directors. It’s a team effort.

The recession has created a sentiment of trepidation and uncertainty for many senior-level professionals. Outlook 2010, a national survey conducted by Graham Management Group determined that 47.8% of Canadian six-figure professionals are unsatisfied with their career. These professionals identified that the current economic environment is a primary source of concern and that “the fear of failure” is a major obstacle to their career development.

When it comes to career development during tough times, it’s all in your perspective. You can construe the economic environment as either negative news. Or, you can see it as a source of valuable information that will assist you in your long-term career success. After all, in North America, “more millionaires were made during The Great Depression than in any other time in history.”

There are three things you need to know to take advantage of times like these:

• First, companies are looking for new leaders to help them get through their difficulties;
• Second, as old industries shrink, new ones emerge;
• Finally, some industries will always be there – whether we like it or not.

The following case study illustrates how a Canadian professional can succeed when armed with knowledge and statistics.

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Case Study Displaced Canadian General Manager – Automotive Parts Supply

A General Manager for a struggling Canadian automotive parts manufacturer and supplier has recently been let go. As he embarks in his career transition, he has a number of choices, and each will take him on a new and exciting path.

It is already apparent to our GM that most parts manufacturers are having similar difficulties. So, he starts his job search with an initial market investigation and soon learns that some organizations are restructuring and recruiting leadership to implement new strategies and best practices to ensure their long-term sustainability. As an initial approach, the GM decides to identify automotive parts manufacturers’ needs, research specific organizations that may need his services, and revamp his resume to show them where he can fit in to help them survive the adversity. By targeting a few viable organizations where he is a perfect match, he is soon in a position to deliver his sales pitch to the decision makers.

In between interviews, our GM is not sitting idle. While targeting the companies where he is best matched, he is still looking at other options. From his research, as the parts manufacturing industry seems to be shrinking, new industries are emerging. However, upon deeper analysis of his own sector, this GM finds some exciting new challenges ahead. Although the highest declining employment has been in the manufacturing industry as a whole in Canada, manufacturers of food, aerospace, and machinery are three categories that have not suffered as severe an impact. Armed with this information, he starts a second, concurrent strategy focusing on growing manufacturing industries outside of his main specialty. He starts to disseminate a networking letter and presentation strategically, focusing on his expertise: leading manufacturing organizations, while minimizing his field: automotive parts. This strategy opens up a second stream of opportunities and connections in a segment of the market that offers more opportunity and stability.

Concurrently “working” all his strategies, he continues attending interviews and meetings while he builds his list of contacts. During his down time, rather than sending resumes haphazardly, our GM creates an online social networking and marketing strategy to further improve his visibility and turn the tables – helping his target organizations to find him. In short order, our GM accepts a contract job offer to lead a foremost Canadian food supplier out of potential demise.

Never wanting to get into this position again, our GM continues to proactively create his career path and direction. Keeping current with industry news, our business-savvy GM learns that the federal government has taken the initiative to advance $700 million to bolster the automotive supply industry. It is clear that the manufacturing sector will always be there – whether we like it or not.

Since our GM has done everything right, he is now positioned to meet with all the new connections he has made. Clearly, inside or outside the automotive manufacturing industry, he is poised to flourish in his career from this point forward in whichever direction he wants to go.

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In this highly competitive job market you will need to take advantage of all available resources to position yourself above the competition and remain at the top. The good news is that the resources available today are so extensive they easily overshadow the current economic crisis. The Career Thought Leaders website and blog is a very good start.

According to Outlook 2010, more than two thirds of Canadians targeting positions over $100k feel that they do not have strong connections and that they are not recognized in their industry; over 80 percent do not know how to approach the market. Do you want to join the statistics or rise above them? The loss of your job does not have to interfere with a positive approach to your future. You can learn from what you know. The choice is yours to embrace this as an opportunity to engage in a strategic plan to further your career.

Sharon Graham is Canada’s Career Strategist. For a summary report and analysis of the Outlook 2010: Competitive Career Intelligence Survey email info@grahammanagement.com

Instructions: Take your left leg and cross the left thigh over the right. 2. Hook the left foot around the right calf. 3. Bring the arms out in front. 4. Cross the right arm over the left and bring the palms to touch. 5. Lift the elbows while keeping the shoulders sliding down the back. 6. Hold 5-10 breaths. 7.  Repeat on the other side.

This is called the Eagle Pose in Yoga. Why do I describe the instructions to you? Because I stood in yoga class last week, and tried this pose, and tried again. My foot kept going back to the floor when I wanted it to stay up. My arms came down as I struggled to keep my foot up.  And then the instructor said something so profound that I thought everyone struggling with career transitions and job searches ought to hear it too.

“Hold the pose, even though your body will naturally want to go back to the most relaxed state possible.  But if you hold the pose, this will become easier to do.”

There I stood precariously balanced on one foot, playing a one-person game of Twister, and desperately wanting to put my other foot on the floor.  What benefit would I have to keep it up in the air?

Like me in yoga class (but with infinite more grace), when it comes to their careers, a majority of my clients are consistently going back to their most relaxed state.  They’re searching for jobs on the Internet when it might be more advantageous to network; or, unconsciously choosing the same kind of boss and end up repeating troubled relationships from the past; or, taking jobs that don’t intellectually challenge them.

Just as the Eagle Pose requires concentrated physical efforts to attempt, career transition, finding new patterns and ways of doing things also require concentrated mental efforts.  No doubt it is very hard work; initially, our bodies (and minds) will resist it, but the benefits of holding the pose are tremendous.  You’ll find the more you hold the pose, the easier it becomes.  In yoga, as in life, if you commit to practice, determination, and, an occasional pain, it can bring you one step closer to our occupational goals.

Yoga has nine major obstacles that are widely recognized. In order to make the most of yoga, you need to be aware of the obstacles that will attempt to disrupt your journey. We have a lot to learn from this practice if we apply these to our career journey – we can have much more satisfying work lives!

Yoga Obstacle 1 – Vyadhi: Mental or physical illness
Yoga Obstacle 2 – Styana: An advanced state of apathy

Yoga Obstacle 3 – Sanshaya: Concerns doubting the benefits of practicing yoga at all

Yoga Obstacle 4 – Pramada: When lack of persistence and will tries to take hold
Yoga Obstacle 5 – Alasya: A lazy and inert state of mind and body
Yoga Obstacle 6 – Avirati: Letting go of materialism
Yoga Obstacle 7 – Bhrantidarshan: Misunderstading your path: be clear and realistic about goals
Yoga Obstacle 8 – Alabdha-bhumikatva: Being victims of our own discouragement
Yoga Obstacle 9 – Anawasthitatwa: Not being able to hold higher level of consciousness, which results in your disappointment

It is possible to surpass these obstacles in  your life and  career. It’s important to focus on one issue at at time and not allow any obstacle to grow in power. When clients feel discouraged about not being able to find the job they want, I encourage them to go from saying, “Will I get what I want?” to, “When will I get what I want?” Commitment to the goal, holding the difficult pose and working through the obstacles and discomfort are key. Whether it is a yoga pose or a career move, we all need someone to tell us that “you absolutely can do this totally impossible thing most human beings can’t do, you just don’t think you can.”  It is the power of the mind that will help us commit to a goal, believe in it, and ultimately, achieve it.

Written collaboratively by Ilana Levitt & Donna Sweidan