ARE YOU KIDDING!!!

REPRINT FROM: HIGH IMPCT HIRING SOLUTIONS
We Have Jobs – Where Are All Of The Candidates? OCT, 2011

Q. We thought with unemployment as high as it is we wouldn’t have any problem finding people. However, the opposite seems to be happening. We get a lot of resumes, but the people are not the right fit, they don’t have the right experience or skills, and often aren’t even close to what we are looking for. Why with such high unemployment is it so difficult to find people?

This is a common misunderstanding by companies. As a recruiter, companies just don’t believe it when I tell them finding top talent is much harder when unemployment is high and easier when unemployment is low. I can sum up why in one word, “fear.”

This happens because even with 12% unemployment in California, only a very small percentage of those people will actually be qualified for your position. Variables to consider include location, compensation, industry, the right skills, years of experience, cultural fit and so on. This means that there really isn’t that huge of a pool of candidates to choose from in the unemployed arena.

That then leaves those currently working. But stop and think about those working for a minute. They are thinking, “The devil I know is better than the one I don’t know.” Do you believe they want to take the risk of changing jobs, having something not work out and then face unemployment for 6 months. Not very likely. Chances are they know people that have been unemployed for a long time so working candidates bunker down. Staying with a company where they may not be happy is a whole lot better than unemployment. As a result, most employed people are not looking or even interested in considering something.

Contrast this with times of very low unemployment. There is no fear. The candidate figures that if the new job doesn’t work out, no problem, I will find another in no time so they are willing to consider other opportunities.

Don’t underestimate fear in your analysis.
I welcome your comments and feedback.
Brad Remillard

PRESENTED BY: Executive Leadership, LLC SPECIALIZING IN: Human Capital Transition and Executive Coaching - (908) 822-9655 WEBSITE: http://www.exec-leadershipLLC.com

If you are seeking an Executive Coach for yourself or your organization, consider contacting CB Bowman, MBA, CMC at Executive Leadership, LLC 908.509.1744 cb@exec-leadershipllc.com; http://www.exec-leadershipllc.com.

CB Bowman, ia a Certified Master Coach and president, CEO of Executive Leadership, LLC. She is also the Chairperson and Founder for the Association of Corporate Executive Coaches (http://www.acec-website.org).

Among mid to senior level professionals Executive leadership LLC is the go to company for individuals and companies seeking human capital repositioning, development and/or growth through coaching, counseling, and strategic advice.

With her Fortune 500 business background, laser like precision, and a take no prisoners approach she swiftly narrows in on the issue, and unlike others, she presents financially sound, creative and action oriented solutions with infinite possibilities

Most People Don't Negotiate Due to Fear & Lack of Skills

Negotiating is not easy. And, for many people, not at all pleasant. Complicating matters even further is the difficulty involved with negotiating your own self-worth following a job offer.

Most people know how much hinges on salary negotiations and performance reviews. Failure to argue your self-worth often means leaving thousands of dollars on the table, and can potentially cost you millions of dollars over the course of your life. Yet our research found nearly one-fifth of workers never negotiate after they're offered a job.

The question is why? With so much on the line, why are people so hesitant to negotiate something like salary, which plays such a huge part in their lives? Salary.com interviewed nearly 2,000 people to find out the answers.


Thirty-seven percent of people always negotiate salary while 44 percent say they negotiate occasionally.

Just more than 18 percent---nearly one-fifth---of people we surveyed never negotiate their salaries. Ever. Which is surprising considering studies have shown an individual who fails to negotiate a first salary stands to miss out on more than $500,000 by age 60.

Many experts agree most companies expect a job candidate to negotiate, so it can't hurt to respectfully and wisely try to get a higher number. After all, if you don't argue your own worth then who will?

How Many People Negotiate During Performance Reviews?
Our survey results indicate employees are much more willing to negotiate the initial job offering than seek a raise during an annual review.

Only 12 percent of people make a point to always negotiate during a review, while a whopping 44 percent say they never bring up the subject of raises. The majority are somewhere in the middle and say they sometimes negotiate during an annual review.

But if you've performed admirably in your job and present a solid case for a raise to your employer, asking for a raise during your review can often yield a bump in pay.

Are You Apprehensive About Negotiating?
Not surprisingly, people get fairly worked up about negotiating.

Nearly half---48 percent---of respondents said they are always apprehensive when it comes to salary negotiations, with another 39 percent reporting they sometimes feel that way. Only 13 percent claim to never get nervous regarding negotiations.

Why Are People Hesitant to Negotiate Salary?
Once we determined a fairly large percentage of our survey-takers wasn't negotiating or asking for a raise, we asked them why.

The biggest reason was fear. With a tip of the cap to today's economic uncertainties, 32 percent of respondents said they were too worried about losing the job offer if they tried to negotiate. After that, 22 percent said they didn't ask for more simply because they lack the skills to properly negotiate during the interview process. Eighteen percent said they find negotiating inherently unpleasant, while just more than 9 percent lacked the necessary self-confidence.

Other answers people provided were "I don't want to come across as greedy," "It never seems to make a difference anyways" and "Negotiation isn't always possible."

Women Are Less Likely To Negotiate Than Men
One of the most interesting aspects of our survey was the difference between women and men when it comes to negotiating salary.

While 46 percent of men claim they always negotiate salary following a job offer, only 30 percent of women report doing the same. According to statistics from www.womendontask.com, men are four times more likely to negotiate salary than women. And even when they do negotiate, they ask for less and subsequently receive 30 percent less than men.

Perhaps that's why 55 percent of women are always apprehensive regarding salary, while that number drops to 39 percent for men.

As to why they don't negotiate, men seem to have more fear than women. Thirty-six percent of men fear losing the job offer compared to 29 percent of women. However, 26 percent of women say they are not skilled enough to negotiate, which is higher than the 18 percent of men who say the same.

If You Don't Negotiate Now, You'll Regret It Later
Whether it's men or women, a vast majority of all those surveyed agreed the failure to negotiate salary at the outset leads to regret later.

Just more than 76 percent of all respondents said they regret not asking for more money during the initial interview. Even if the failure to negotiate was due to badly needing a job, it's possible that taking a job in which you're not completely satisfied could lead to resentment soon after being hired.

William Arruda, author of the book "Career Distinction," told Salary.com in a podcast recently people should do their best to find their ideal job, even when there's pressure to simply get a job.

"The challenge with taking just any job is that you're not fulfilled and you don't have the greatest opportunity to deliver value. It detracts from your career."

Negotiate the Right Way
Negotiating is tough work and often stressful. It's understandable that people get upset. But most companies expect a little back and forth and there could be negative consequences if both sides feel regret following the job offer.

Use our Salary Wizard with 100 percent employer-reported data to research the proper pay ranges before negotiations begin.

If you're uncomfortable negotiating, check out our recommended reading on the next slide or hire a career coach to help you hone your skills. Even though it can be unpleasant, negotiating your salary is the only way to make sure you don't leave money on the table.

Recommended Reading
(try an ebook)
The Salary Tutor: Learn the Salary Negotiation Secrets No One Ever Taught You

Secrets of Power Salary Negotiating: Inside Secrets From a Master Negotiator

Negotiating Your Salary: How to Make $1000 a Minute

Getting More: How to Negotiate to Achieve Your Goals in the Real World

Getting to Yes: Negotiating Agreement Without Giving In

Get Paid What You're Worth: The Expert Negotiators' Guide to Salary and Compensation

Women Don't Ask: The High Cost of Avoiding Negotiation and Positive Strategies for Change



PRESENTED BY: Executive Leadership, LLC SPECIALIZING IN: Human Capital Transition and Executive Coaching - (908) 822-9655 WEBSITE: http://www.exec-leadershipLLC.com
If you are seeking an Executive Coach for yourself or your organization, consider contacting CB Bowman, MBA, CMC at Executive Leadership, LLC 908.509.1744 cb@exec-leadershipllc.com; http://www.exec-leadershipllc.com.
CB Bowman, ia a Certified Master Coach and president, CEO of Executive Leadership, LLC. She is also the Chairperson and Founder for the Association of Corporate Executive Coaches (http://www.acec-website.org).
Among mid to senior level professionals Executive leadership LLC is the go to company for individuals and companies seeking human capital repositioning, development and/or growth through coaching, counseling, and strategic advice.
With her Fortune 500 business background, laser like precision, and a take no prisoners approach she swiftly narrows in on the issue, and unlike others, she presents financially sound, creative and action oriented solutions with infinite possibilities

A Side-Order of Jobs With Your Java

Vault's Careers Blog

Posted on Monday, October 3, 2011 6:32:44 PM GMT   |   2 comments

It is often said that you cannot throw money at a problem to get it to go away, but in the case of the economy, that may be the only way to tackle the problem.  Starbucks is taking this idea seriously with the recent announcement that they will be teaming up with Opportunity Finance Network to launch Create Jobs for USA.  According to a press release today, Create Jobs for USA will pool donations from Starbucks customers, employees and concerned citizens into a nationwide fund for community business lending.  And they said America Runs on Dunkin.  Not anymore. 

The economy sputtered out of control since September 2008.  Bailouts and stimulus programs, extended unemployment insurance – these solutions may have worked to keep America from spiraling out of control, but they did little to boost the economy.  Three years later, according to the U.S. Bureau of Labor Statistics, the country is stuck at a 9.1% nationwide unemployment rate.  Those who know tolook closer than just the one number will realize the statistic is worse for different communities; Hispanics suffer an 11.3% nationwide unemployment rate, while that number for the African American community balloons to 16.7%.  At the same time, there are those who stopped looking for jobs, had their unemployment run out, or are underemployed.  New plans are bandied about.  Politics get in the way.  The country is left witha bunch of angry people looking for a solution.  What Starbucks is brewing looks rather interesting.    

Starting November 1, Create Jobs for USA will accept donations online at www.CreateJobsforUSA.org and at nearly 6,800 company‐operated Starbucks stores in the United States. Donors who contribute $5 or more will receive a red, white, and blue wristband with the message “Indivisible.” Who really cares about a wristband that you may never even wear.  What you are really buying is a better future.  According to the players involved, 100% of donations will go to the Opportunity Finance Network to help fund loans to community businesses—including small businesses, microenterprises, nonprofit organizations, commercial real estate, and affordable housing— all across the country committed to creating and sustaining jobs. 

Why does this make a different?  Well, according to the U.S. Small Business Administration, 65% of new jobs over the past 15 years were created by small businesses.  They are the ones doing the work, but according to a National Small Business Association Report from July 2011, one in three of those small businesses is having trouble obtaining the funding they need to grow.  They need funding, and the new Starbucks initiative hopes to get them the money they need to spark growth and create jobs.  Sounds like a win-win. 

So, how will it all work?  The Opportunity Finance Network represents a nationwide network of 180 Community Development Financial Institutions set up to provide financing to community businesses in underserved markets where accessing credit through traditional lending institutions is challenging or not available. The Create Jobs for USA Fund will be seeded with a $5 million contribution from the Starbucks Foundation.  Every $5 donation will result in $35 in financing to support community businesses. The Community Development Financial Institutions community lenders will issue $30 in financing, on average, for each $5 donation through their respective financing sources. The idea is that one new job will be created or retained for approximately every $21,000 in loans – or approximately every $3,000 in donations.  More jobs means more money means more spending, which results in more jobs. 

This could work.  In fact, it’s pretty easy.  Just forego a venti white chocolate mocha coffee one time and donate $5 instead.  You might have trouble staying up at your desk for one day, but you’ll sleep easier knowing that your donation might help someone get a job.  If you are feeling extra giving, donate that $5 once a week or once a month.  Collect the wristbands like kids collect those weird funny bands that form the shape of animals.  Then shame them into never wearing them again by wearing your wristbands everywhere you go.  But seriously, think of what the donation might mean for our economic future. 

“Small businesses are the backbone of America, employing more than half of all private sector workers – but this critical jobs engine has stalled,” Starbucks chairman and CEO Howard Schultz said in the release today. “We’ve got to thaw the channels of credit so that community businesses can start hiring again.”

But that really depends on the donations that come in.  Will you help Starbucks create new jobs?  Do you trust the initiative?  What ideas do you have to help job growth?  What needs to be done?  Let us know. 

--Jon Minners, Vault.com

PRESENTED BY: Executive Leadership, LLC SPECIALIZING IN: Human Capital Transition and Executive Coaching - (908) 822-9655 WEBSITE: http://www.exec-leadershipLLC.com
If you are seeking an Executive Coach for yourself or your organization, consider contacting CB Bowman, MBA, CMC at Executive Leadership, LLC 908.509.1744 cb@exec-leadershipllc.com; http://www.exec-leadershipllc.com.
CB Bowman, ia a Certified Master Coach and president, CEO of Executive Leadership, LLC. She is also the Chairperson and Founder for the Association of Corporate Executive Coaches (http://www.acec-website.org).
Among mid to senior level professionals Executive leadership LLC is the go to company for individuals and companies seeking human capital repositioning, development and/or growth through coaching, counseling, and strategic advice.
With her Fortune 500 business background, laser like precision, and a take no prisoners approach she swiftly narrows in on the issue, and unlike others, she presents financially sound, creative and action oriented solutions with infinite possibilities

Why You Should Stay Home From Work If You're Sick

Posted on Friday, September 30, 2011 7:57:01 PM GMT   |   1 comment

There is a belief among some people that if they come into work every day, they might earn some perfect attendance record for their “work first” mentality.  These people show up to work sick – sneezing without covering their mouth and complaining about strep throat before filling their thin-nozzle water bottle under the water cooler to share their germs with their co-workers.  Sharing is not always caring.  In addition, they complain about how sick they are, hoping someone will recognize how much a martyr they are and give them a raise orpromotion.  That’s not how things work.  If you’re sick, there is only one thing you should do – stay home. 

I was once one of those people.  I remember proudly telling an HR rep at my old job, “I work hard no matter what.  I never take off.  I can be coughing up a lung and you better believe I will be at my desk.”  She looked at me, as if to say, ‘don’t think of bringing those germs around me.’  It was the opposite reaction from what I thought I would receive.  She then went on to scold me for what I thought was my amazing work ethic and explained why I should stay home when I’m sick.  Here are some reasons she gave:

Think of others.  You are contagious in the early stages of a cold.  You might think you are able to operate sick, but you’re co-workers might not be Supermen like you.  By passing around your germs, you risk hurting the efficiency of everyone in the office and therefore could be hurting your company’s productivity, as a whole, no matter how well you think you are performing between tissue-blowing sessions. 

Think of yourself.  You think you can operate while sick, but you can’t.  The aches, the pains, the number of times you have to look up and twitch your nose around to fight a sneeze or worse (yes, it just got gross) are certainly affecting your performance.  The more days you push yourself to get to work, the longer it is going to take you to get better.  You will actually be doing yourself a service by staying home just one day.  Stay in bed.  Drink lots of fluids.  Relax and watch a little television.  By the time you wake up the next morning, you’ll feel more energized and ready for the work ahead than you would if you chose to “tough it out.”  And if you wake up still sick, then you should just go to a doctor, because work is definitely out of the question. 

You’re not that special.  The company will not fall apart if you call in sick one day because of a cold.  They will get by fine without you.  No, they will.  I promise.  Don’t be that person who is so arrogant, they think, “I have to come in…who can do my job if I don’t.”  Bob, the guy in the cubicle next to you, was highly offended by that belief.  And now he’s got a cold, because of you, too.  You better hope he doesn’t get you in the company’s next Secret Santa.  A box of tissues, sanitizer and a bottle of anti-bacterial Windex are not fun gifts at all.  That was not a fun Christmas for me at all. 

You can work from home.  If you have to work, just do it from the comfort of your bedroom…in your pajamas.  Not only are you getting rest; you’re not getting everyone sick; you’re satisfying your need to get the job done; and you might be helping your company by still being there despite not being physically present.  We live in an age where we can literally work from home every day if we wanted to.  There are some people who can get so much more done from home without the distractions of noisy co-workers present.  So, at least when we’re sick, we should be able to take advantage of this opportunity.  And you get to work in your pajamas.  Who doesn’t like that?

They give you time off…take it!  When you join the company, they explain the whole package to you – soup to nuts – and that package includes vacation days (which you should be taking), personal days and sick days.  They are basically telling you that if you are sick, don’t come in…at least three to five times a year, depending on the company.  It’s your responsibility to only be sick for that many days and if you are, just stay home – Billy, don’t be a hero!  That’s a song title, but you get my point.

--Jon Minners, Vault.com                                                                                                                                                           

PRESENTED BY: Executive Leadership, LLC SPECIALIZING IN: Human Capital Transition and Executive Coaching - (908) 822-9655 WEBSITE: http://www.exec-leadershipLLC.com
If you are seeking an Executive Coach for yourself or your organization, consider contacting CB Bowman, MBA, CMC at Executive Leadership, LLC 908.509.1744 cb@exec-leadershipllc.com; http://www.exec-leadershipllc.com.
CB Bowman, ia a Certified Master Coach and president, CEO of Executive Leadership, LLC. She is also the Chairperson and Founder for the Association of Corporate Executive Coaches (http://www.acec-website.org).
Among mid to senior level professionals Executive leadership LLC is the go to company for individuals and companies seeking human capital repositioning, development and/or growth through coaching, counseling, and strategic advice.
With her Fortune 500 business background, laser like precision, and a take no prisoners approach she swiftly narrows in on the issue, and unlike others, she presents financially sound, creative and action oriented solutions with infinite possibilities

Workers "Forced" to Quit Get Unemployment Benefits

Lawyers.com
Website | Blog | LexisNexis

Workers "Forced" to Quit Get Unemployment Benefits
Thursday, October 6, 2011 by David Baarlaer - Lawyers.com

Do you remember the 80's song, "We're not going to take it" by Twisted Sister? You might think it when your job is getting to you, but quitting might not be an option – at least until you have another one lined up. Is there a time when you get fed up enough to quit and collect unemployment benefits?
It could be a possibility when you quit because your employer makes your working conditions so bad you have no choice but to quit.
• A convenient store owner created a hostile work environment causing workers to quit
• Workers who quit in these circumstances may be entitled to unemployment benefits
• When possible, it's best to talk to an attorney before you quit if you plan to file for unemployment benefits
Going Too Far to Make Workers Follow the Rules William Ernst owns several convenience stores in Iowa. He had a problem with his store workers not following certain rules, such as talking on their cell phones while working, being out of uniform, etc. He planned on increasing the use of mystery shoppers to root-out the offenders.
Also, as part of the plan, he devised a contest. Workers were asked to guess which employee/cashier would be the next to get fired. The worker who guessed correctly would win $10. (Take a look at the "contest rules" (PDF), according to court papers).
Misty Shelsky, a cashier who describes Ernst as the "boss from hell," her manager and several other employees quit after learning about the contest. Shelsky later filed for unemployment benefits. Ernst fought the claim because in Iowa, as in practically every other state, workers can't get benefits if they quit voluntarily, like Shelsky did.
Shelsky won. In Iowa, and, again, in practically every other state, a worker who voluntarily quits for a good reason or "good cause" created by the employer, can get unemployment benefits. "Good cause" in Iowa (PDF), and elsewhere, includes "intolerable or detrimental working conditions." According to the judge (PDF) who finally decided that Shelsky was entitled to benefits, Ernst created intolerable working conditions, or a "hostile work environment by suggesting employees turn on each other for a minimal monetary prize."
Even if the prize had been $100 or more, the judge likely would have ruled the same because the contest pitted employees against each other.
What Cause is "Good Cause?"
In Iowa, the test for "good cause" and "intolerable or detrimental working conditions" is whether a reasonable person would have quit under the circumstances. It's similar to the test often used in constructive discharge cases. As explained by Christopher M. Adishian (@algpc) of the California-based Adishian Law Group, "In California, the test for a constructive discharge is 'whether a reasonable person in the employee's shoes and faced with the alleged intolerable conditions would have felt compelled to resign.'"
In either case, the "intolerable conditions" are usually the same. Intolerable conditions may include many things, explains Mr. Adishian, such as when an employer "creates false requirements in order for employee to keep her job, a supervisor continually "yelling and screaming" unfair and harsh criticism along with threats to fire, or an extended "campaign" to get an employee fired."
Mr. Adishian advises that the, "Factors to be considered include demotion, salary reduction, reduction in job responsibilities, reassignment to menial work, reassignment to work under junior person, employer harassment and even offers of retirement or continued employment on less favorable terms." Any one of these could create intolerable work conditions.
Lawyers.com
Website | Blog | LexisNexis
Employers Beware, Employees Be Ready
Employers need to keep in mind how easy it can be to create intolerable working conditions and a slew of legal problems along with them. After all, each year the Equal Employment Opportunity Commission handles tens of thousands of charges filed by workers against their employers.
Employees need to be ready to stand up for their rights, too. While unemployment compensation is designed to make sure workers don't casually quit jobs just to collect benefits, the laws realize that workers shouldn't feel trapped in intolerable working conditions.
It's best to talk to attorney before quitting, though. An attorney can help you figure out if you truly have "good cause" to quit so you're eligible for unemployment benefits, and can tell you about other legal remedies you may have.
Also, you may not get benefits even if you quit for good cause. In some states, you have to tell your employer you're quitting before you quit because of intolerable conditions - it gives the employer a chance to make things right. Iowa doesn't have this requirement.
When jobs are scarce and millions have no work, do whatever you can to get the unemployment benefits you need to support yourself and your family.

Dave Baarlaer writes for Lawyers.com

Disclaimer: The information provided on Lawyers.com is not legal advice, Lawyers.com is not a lawyer referral service, and no attorney-client or confidential relationship is or should be formed by use of the site. The attorney listings on Lawyers.com are paid attorney advertisements and do not in any way constitute a referral or endorsement by Lawyers.com or any approved or authorized lawyer referral service. Your access of/to and use of this site is subject to additional Terms and Conditions.



PRESENTED BY: Executive Leadership, LLC SPECIALIZING IN: Human Capital Transition and Executive Coaching - (908) 822-9655 WEBSITE: http://www.exec-leadershipLLC.com
If you are seeking an Executive Coach for yourself or your organization, consider contacting CB Bowman, MBA, CMC at Executive Leadership, LLC 908.509.1744 cb@exec-leadershipllc.com; http://www.exec-leadershipllc.com.
CB Bowman, ia a Certified Master Coach and president, CEO of Executive Leadership, LLC. She is also the Chairperson and Founder for the Association of Corporate Executive Coaches (http://www.acec-website.org).
Among mid to senior level professionals Executive leadership LLC is the go to company for individuals and companies seeking human capital repositioning, development and/or growth through coaching, counseling, and strategic advice.
With her Fortune 500 business background, laser like precision, and a take no prisoners approach she swiftly narrows in on the issue, and unlike others, she presents financially sound, creative and action oriented solutions with infinite possibilities

Building Trust with your Boss

Career Report

Bob Larson, CPC
October, 2011 — Issue 140
Building Trust with your Boss


Maintaining a trusting relationship with your boss can be a definite plus for your career but, according to an article from CareerBuilder.com, establishing that rapport can be difficult and may take a significant amount of time. Still, in the end, the article pointed out, it will be well worth the effort.


“Trust is the most important ingredient for a workplace to function correctly,” said Robert Whipple, chief executive of Leadergrow, Inc., a leadership development firm, who added that it’s especially important to build a genuine relationship with your superior.
With that in mind, here are some tips from CareerBuilder.com on how to build a sense of trust with your boss:


Skip the gossip -- Whether you are complaining about others in the company or telling your work friends how much you dislike your boss, any kind of gossip can backfire.
“Complaining to your co-workers about your boss is a sure-fire way to plant the seeds of distrust with your boss,” said Brandon Smith, an expert in workplace health and dysfunction. He recommends being especially careful while sharing work-related complaints on social networks such as Facebook. “Eventually, it will get back to him or her and they will see you as an enemy versus an ally,” he added.


Provide updates -- Most bosses don’t micromanage, so it’s up to you to provide updates on your projects and build their sense of trust in your work, the article noted. “By proactively providing a status update regarding your progress on a regular basis, you enhance trust because your manager doesn’t wonder what you are up to and doesn’t have to ask,” Smith said.


Don’t promise too much -- It can be easy to commit to several projects, only to find out you can’t finish them all at the end of the day. “Poor follow-up trashes trust,” Whipple told CareerBuilder.com. Even if your boss isn’t looking over your shoulder, make a point of meeting any deadlines you’ve set for yourself and don’t set the bar too high.”


Never hold back pertinent information -- Even if something you tell your boss may cast you in a bad light, omitting details is a definite no, said Kristi Hedges, a managing partner at Element North, a leadership development firm. “Tell it straight and avoid lies of omission,” she added. “Don’t hold back information that may be hard to deliver, or feedback that [your boss] needs to be successful.”


Be a team player -- For many supervisors, trust is determined by how employees interact with their peers. It’s important to work as a team and contribute where your help is needed rather than solely seeking attention for your own projects. “There’s a fine line between being ambitious and seeming to be out for yourself,” Hedges said.


Go beyond the office -- Learning about your boss on a casual basis can be a great way to develop a stronger rapport, Smith added. “Whether it’s an occasional lunch with your manager or the casual non-work-related conversation, by getting to know him or her on a more personal level, you build trust because you find more points of connection,” he said. Ask for feedback during these informal gatherings, which can also help you establish a more trusting relationship.


Demonstrate Consistency -- Another way employees can build trust is by “demonstrating a stable mood and composure, and reacting consistently to challenges,” Hedges told CareerBuilder.com. If you tend to have weeks of productivity coupled with days where you’re less productive, aim to be more consistent. “You can undermine all of the benefit you get from a stellar project by seeming to check out the week after that,” she said.


As you continue to build trust with your boss, it’s important to also consider what kind of messages you’re getting back,” Smith added. “Sometimes we try to build trust with a boss who isn’t worthy of our trust,” he said. “If you see you’re boss is unethical, abusive, manipulative, unstable or incompetent, keep a healthy distance.” And be aware that some supervisors punish employees for revealing too much or being too trusting – so it pays to be careful with those types of managers.

PRESENTED BY: Executive Leadership, LLC SPECIALIZING IN: Human Capital Transition and Executive Coaching - (908) 822-9655 WEBSITE: http://www.exec-leadershipLLC.com
If you are seeking an Executive Coach for yourself or your organization, consider contacting CB Bowman, MBA, CMC at Executive Leadership, LLC 908.509.1744 cb@exec-leadershipllc.com; http://www.exec-leadershipllc.com.
CB Bowman, ia a Certified Master Coach and president, CEO of Executive Leadership, LLC. She is also the Chairperson and Founder for the Association of Corporate Executive Coaches (http://www.acec-website.org).
Among mid to senior level professionals Executive leadership LLC is the go to company for individuals and companies seeking human capital repositioning, development and/or growth through coaching, counseling, and strategic advice.
With her Fortune 500 business background, laser like precision, and a take no prisoners approach she swiftly narrows in on the issue, and unlike others, she presents financially sound, creative and action oriented solutions with infinite possibilities