Brief encounters: Have face to face meetings had their day?

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For many years, discussions around environmental issues have highlighted a trend in modern business – the unnecessary journey. Was that meeting absolutely essential and did it have to be conducted face to face? But in the vast majority of cases, it was deemed essential, as that’s how business works and that’s how meetings work. But there’s been a massive change in emphasis in the last 12 months in where we work and how we work. With working from home and the rise of online conferencing platforms, have in-person meetings finally had their day?

Working apart

With some staff returning, albeit part-time, to the office space, it feels like things are getting back to some kind of normal. But certain work practices implemented for WFH have actually turned out to be advantageous to many people. A long commute for some has not been missed, for example. Nor the ‘getting ready for work’ routine in a morning, that involved actually getting dressed properly.

But other work formalities have changed too, such as in-person business meetings. The advent of online conferencing has enabled many people to carry on their office jobs much as normal. They have been able to have team meetings, to meet new clients and even generate new business. They have been able to see people ‘in the flesh’ (onscreen), rather than over a phone call, and they have even conducted interviews and hired personnel for new jobs.

The bigger picture

But think of the wider impact of that for a moment. These meetings can be achieved from your own home. There is no costly commute, there is no environmental impact from whatever mode of transport would have carried you to the meeting, and most of all, there’s no precious time wasted travelling to and from the meeting. Remember this can be a trip down a motorway in the UK, but just as easily be a flight to mainland Europe or in fact anywhere in the world. Of course, there’s still the same prep time needed before an online meeting and analysis of the outcomes afterwards. But if the same results can be achieved without having to do all those other things, what is the point of meeting face to face?

With purpose and outcomes

Well, there are also many people who believe in-person meetings remain an essential part of the business landscape. This is especially true if you are meeting new clients or employees. You can get a much better handle on a person’s true nature – confidence, ability, presence, personability – when you meet them in real life, than you would from through a screen or monitor. The fact is that meetings in the future need to be more purposeful. They need to have a defined agenda with an essential and necessary purpose.

What will actually happen, like the office/home working, is there will be a more flexible, hybrid model. If in-person meetings are to continue (and I’m a strong advocate for them to carry on in some form) then there needs to be a definite reason and business case for it to take place – a true justification of the impact it has on other areas of our working lives.

Speak to us if you are in need of our services.

Recovering with a smart career move

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Dr Charlie Orton started her career in clinical research in the NHS, at Liverpool Women’s Hospital, after completing her PhD.  Following an illustrious 15 years managing portfolios of paediatric research into illnesses which burden people’s lives, she had an opportunity for secondment to Liverpool Health Partners. This was to spearhead the formation of a new collaborative research service called SPARK. Launched in October 2019, LHP SPARK was set up to provide a centralised research governance and management team for all the hospitals in the Merseyside region.

The secondment broadened her horizons and Charlie realised there was the opportunity for future career progression outside of the NHS. She needed help to think creatively and work out her priorities for the next stage in her professional life.

Coaching support offered opportunity to re-evaluate

Charlie explains: “I wasn’t trained as a clinician, I had worked in a very narrow field of paediatric research for a long time. I did not want to manage NHS services, so my options for career progression within the NHS were very limited. This coupled with the realisation that the more senior my role became, the less I enjoyed it, led me to re-evaluate my future.  I was very fortunate that the Director of HR offered me fully-funded executive coaching support and I was introduced to Sue Thomas at Career Evolution.

The power of networking

“Kate Howsley, from Career Evolution became my Coach. We felt an instant connection and I benefited from one-to-one executive coaching with her, which was remarkable.  Kate helped me rebuild my self confidence, recognise my unique skills and identify the way forward.  She enabled me to have some difficult conversations and helped me turn them into positive opportunities. I also met the wider Career Evolution team through an immensely helpful LinkedIn training seminar. This showed me the importance of profiling myself properly and also the power of networking.”

One of the things that became apparent to Charlie through the sessions was the importance of having the right mind set to recognise status and promotion were not necessarily the ultimate goals. It was more imperative that the job ‘felt’ right. It also meant that when the right position came along – this time in the charity sector – Charlie was in the right place to accept it.

A new appointment

Charlie was appointed Chief Executive of UK Smart Recovery last Spring. The charity, which runs self-management and recovery training to support people overcome addiction of any type, provides its services free at the point of care. Smart Recovery has been running for 25 years. It is the prevailing alternative recovery programme in the UK, with 4500 people accessing over 500 meetings a week (www.smartrecovery.org.uk).

On her appointment, Charlie says: “I am so pleased to be working for UK Smart Recovery. As Chief Executive for a small organisation I can really make a difference to people’s lives on a daily basis. I find it hugely rewarding. The role aligns my leadership skills and knowledge with my personal values. Working with the Career Evolution team allowed me to embrace the opportunities the wider world presented and not be scared. It wasn’t just career development, the company’s support facilitated emotional and personal development too.”

Return to the office

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For many of us, something like ‘normal’ is slowly approaching. After what actually seems like a remarkably short winter, spring is here. And as the buds start to come out, so can we. Some businesses are beginning to think of how to bring at least some of their workforce back to the offices in the near future.  The logistics are complicated, the territory uncharted, but there’s light at the end of the tunnel. As this strange chapter in our lives comes to a close, have we been working from home, or living at work?

The outside world

Some people have adapted to working from home rather well. Others have been doing it for years and are now pleased that it’s being recognised as a viable way to be both productive and happy. For others beginning to get back to work, or even travelling to work – sometimes using public transport – will present significant challenges. You don’t have to be a particularly nervous person to feel as though this virus is a very dangerous issue, which has to be taken seriously. The statistics don’t lie and this has had a huge impact on the UK population and economy. Mind-sets have changed and you can’t just say one morning, “Right, all back to normal now. Off we go!”

Transitioning slowly

The transition back into offices needs to be a progressive one. For many an office will feel like a very alien environment. For certain people there are some behavioural changes that can be implemented, to make them less anxious about returning to work. Social skills may have been impacted by months of seclusion. It’s a good idea to start taking small steps, to rebuild confidence in interacting with people. This might get you used to using public transport once more. Or at least moving among people and conversing in a natural, friendly way. It may feel strange wearing a mask, but try and smile and be yourself as you go about your activity. Social distancing and masks are a constant reminder that this isn’t ‘normal’, but until they are dispensed with, they’re here to stay.

Safe office space

It’s also important for employers to reassure their staff that they will be returning to a Covid-safe environment. This will mean there will be sanitising measures, social distancing observed, and potentially, flexible working. Some people are more productive in the office, some at home. Some managers prefer their staff present in the office, but for many large firms – especially those cited in multi-storey buildings or in densely-populated business districts – the complications of space and numbers just aren’t feasible to bring everyone back at once.

It’s been suggested by some commentators that around one third of the workforce will be in at any one time. This is particularly true in the larger organisations. A proportion will be in some days, other staff on others, with larger groups in for key team meetings or training. But by and large, working from home will continue to be with us, in one form or another, for a while yet.

Speaking to a mentor or coach, either at work, or externally can help build confidence. It can ascertain what aspects of returning to the office you are looking forward to, and which fill you with dread. If working from home suits you, then don’t feel as though you’re being forced to go back in, while others have missed the interaction and can’t wait to return to the working environment once more.

Informally speaking

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Even in lockdown, job searches can still being carried out, fresh contacts made and new opportunities pursued. Often doors open in the most unusual circumstances, in the most unexpected ways. Sometimes it’s a call for an ‘informal chat’, but don’t be fooled. Go in with both eyes open. Even the most informal chat requires a degree of presentation and preparation.

Same rules apply

Over the last 12 months, many aspects of business have changed dramatically. With offices largely deserted and people working remotely, things like the daily commute have become consigned to the past for now. With that has come a degree of complacency on the part of some people, who have seen their ‘work’ and ‘home’ life blur into one.

However, for some companies this remote working has been business as usual. If operatives are working in a variety of countries already, they are used to working via Zoom and Teams (other conferencing platforms are available). People are already working for companies that are based around the globe, in different time zones, with meetings taking place at all hours of the day to accommodate all attendees. What shouldn’t be forgotten at this time, however, is a consistent level of professionalism that should be maintained, even in the most ‘informal’ business situations.

Don’t knock opportunity

Imagine that through an online networking event, or a business forum such as LinkedIn, you have had an invite for an ‘informal chat’ about potential opportunities for working together. This could be from a senior person in the company. But the chat is being conducted via Zoom, so the minimum effort on your part is required, right? There’s no getting smartened up, working out travel times to the office, arriving on time for the meeting or interview. No prep at all. All you have to do is show up at your own dining room table.

However, even if there isn’t a role currently available for you at the company, you could use this opportunity of being in front of a senior person at a company you’d like to work for, to make a good impression. Our advice to our clients at Career Evolution is that there’s no such thing as an informal chat. These are busy people, who don’t give up their time freely when they don’t have to. If they want to talk to you, it’s because they’re seeing value in you.

Keeping up appearances

This means you have to dress, act and prepare for a formal interview.  Don’t be caught unaware just for the sake of putting some smart/casual clothes on and doing some preparation. Research the company and its people. Look at how it presents itself online and in the media. Determine what they do and how you could have a positive impact at the company. Give it some thought beforehand.

That extra bit of effort on your part – visually and mentally – will combine to create the right impression of you as a potential work colleague, however informal the invitation to ‘chat’ may seem to be.

Four ways to help employees uncover their personal strengths

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Strong leaders know that their success is not measured by their own personal achievements but instead by the success of their employees. It is important to take the time to analyse the attributes of new and existing employees in order to make the most of them. Try to learn fully about their passions and interests in order to help bring out strengths that they may not even know they had.

Empower your employees

To feel comfortable enough in a workplace that your strengths shine through you have to feel empowered. Bosses can empower their employees in three different ways. Firstly, you must provide the right training to enable your workers to do the tasks necessary. Secondly, you need to motivate people. This can be done by introducing employee incentives or rewards. Finally, you should clear the path for their success; you should remove anything in the company’s control that may prevent them from being the best version of themselves.

Ask

Go straight to the source. Ask your team members about what they believe to be their abilities and passions. Having conversations with staff about what they view as their best traits shows that you value this information, and want to make sure that these abilities are being utilised most effectively.

Observe the past

Whether an employee is new to the team, or has been around for longer, it is important to look back on previous work to really find where your employees strengths really lie. Look for previous major successes and what skills they used while doing this. Once you are aware of this, you can assign employees to tasks that bring out strengths that are specific to them.

Allow an employee to test drive a new role

It is possible that an employee’s strengths could blossom in a role different from the one that they perform day-to-day. Allow your employees to shadow co-workers to find out about their roles and responsibilities. This test-drive might spark new ideas about increased value from the employee, and allow you to see where a role-shift may make sense for the individual. At the end of the day, you want to get the best out of your employees.

Top 10 tips for a successful interview

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You’ve been offered a job interview. Congratulations! Take a look at our top tips to make sure you really stand out from the crowd.

1. Research the company and interviewer thoroughly

Check out the website in detail, track down press releases, internet forums and social media to gain an in-depth understanding of the company’s culture and values.

2. Practise a mock interview as often as you can

This will help you prepare for likely questions and make you more relaxed as a consequence.

3. Take care with your appearance to make a great first impression

Keep it appropriate for the company you are interviewing with, and the role you are interviewing for.

4. Be punctual

Whether the interview is taking place online or in person, make sure you allow yourself plenty of extra time to ensure you are prepared. If you are actually attending a face-to-face interview, be sure of arriving around 15 minutes early. This will allow you time to relax as far as possible and also get the measure of the workplace.

5. Remember to smile and make eye contact

This is especially important if the interview is being conducted remotely. It will help to make you look confident, friendly and relaxed – even if you are far from feeling any of these!

6. Think about your body language

Walk tall, sit up straight and don’t fidget.

7. Take extra copies of your CV

And any examples of your work that are relevant or have them ready to share on screen or send by email either during or after the interview.

8. Plan the questions you want to ask in advance

Feel free to write them down beforehand for quick reference.

9. Prepare for the awkward questions

If you are asked about your weaknesses, you’re really being tested on your self-awareness.

10. Always end on a positive note

Ask what the next stage in the decision-making process is and say you’re looking forward to hearing from them.

Good luck!

Standing out from the crowd – It’s not all about qualifications and work experience

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Even if you are confident that you have the qualifications and experience necessary to apply for a particular job, is there anything else you can do to set yourself apart from the other applicants?

Out of interest

While some may think that there is no point in spending any time polishing the ‘interests and hobbies’ section of your CV, employers are increasingly turning to it to find interesting points of difference between equally well-qualified candidates. This is an opportunity to showcase your real personality and talents, as well as skills required in the job description.

A sporting chance

Stating that you are a member of a sports club, may demonstrate you are, quite literally, a good team player. Someone who is sociable and committed. While detailing your experience as a captain or coach of an amateur team reveals that you are good at motivating, organising and supervising. Personal achievements such as marathon running are a good way of showing your self-discipline and ambition.

All in a good cause

Volunteering for a local charity is another area where you can explain how you have perhaps taken on extra responsibility or organised an event. Or, you might be able to give some examples of how you have driven change or turned a bad situation around.

When you are shortlisted for interview, if something you detail as an outside interest sparks the interviewer’s interest, be just as prepared to talk about it as you would be about your former job roles. It may open up a great discussion of a mutual interest and provide you with the competitive edge that you need.

Calling on your outside interests builds your credibility as a candidate. It demonstrates that you are employable as a well-rounded person, a team member and that you will genuinely contribute as a new recruit to the organisation.

In times of great change, how can outplacement work for you?

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Company restructures can be challenging, but for many companies this year, they will be necessary. Redundancies and job losses can cause untold upheaval.  It is obviously difficult for the whole company, but it can be particularly stressful for the HR team. Key members of the team potentially have to deal with the angst of employees throughout the organisation, while also having to deal with their own personal uncertainties too.

A positive approach

It is worth considering the benefits of outsourcing some elements of the HR function during these periods.  By working with a business qualified to help and support the HR team in outplacement, career management and coaching, you will provide a strong foundation to meet the various challenges thrown up by the situation and individuals affected, in a positive and constructive manner.

The benefits of distance

In addition to the experience of these types of situations that they already have, there are many other benefits to working with a third party at these times.  Not least of these is the element of distance that your Consultant will have from the emotional turmoil that is potentially impacting on the internal team.  Often affected employees find it easier to discuss how they feel and what they want to do with a third-party career consultant rather than someone they are likely to run into in the kitchen. In addition, the use of outplacement clearly demonstrates – internally and externally – that as an organisation, it is committed to doing the right thing.

Now and for the future

As well as supporting people exiting the business, a Consultant can work closely with the teams remaining to improve levels of morale, address development needs and generally help throughout the transitional period.  By keeping people at the heart of the process, you have the potential to turn a situation which could be damaging into something else for both the people who leave and the ones who remain.  Don’t forget, looking after your workforce now, has never been more important.

The job search – it’s all about the inverse!

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Even in these uncertain times, some things never change – like sending out job applications. If you’ve sent off 500 applications and you have not had a response, you’re definitely doing something wrong. The law of averages dictates that you should have at least some respondents, even if it’s simply an acknowledgement of receipt, out of courtesy. If you have had no interest at all, then the likely cause is that you’re applying for positions and roles that are mismatched to your skills and capabilities.

Concentrating your efforts

A scattershot approach to job applications will get you nowhere. Even in these strange times, when most offices are working from home once more, it’s not just a case of applying for every single advertised position. Yes, job adverts are being oversubscribed at the moment, but applicants may not be thinking through their suitability for the roles. These are stressful times and many people have mortgages to pay and children to home-school, on top of their other responsibilities of work and wider family. But when it comes to job applications and career progression, it’s also about taking the time to really think about what you want. Be very specific – but also realistic – of where to channel your efforts.

Focus on three key things:

  • What do you want to do and what sort of organisation do you want to work in?
  • What salary are you looking for?
  • Where should the job be located?

By understanding what you want, you are better able to position yourself to achieve it. In terms of what you want to do, your skillset will to a certain extent determine where your career path lies. But even then, many skills are transferable and can be realistically adapted to allied sectors. If there was ever a time to broaden your horizons and think beyond your chosen sector, it’s now. Businesses themselves are rethinking how they operate and who to employ. As well as the sector it is in, you also need to think about the type of company you want to work for. Consider things like its size and its culture. As these things will all impact on your working day.

In terms of salary, only you know your expectations. However, don’t undersell yourself.  Even though we are still in the midst of a pandemic, good organisations will pay the market rate for good people.  Don’t be taken in by people in organisations offering you a lower salary because they think you’ll take it if you’re unemployed.

With the working from home (WFH) initiative, the ‘where’ has to an extent become redundant. There will be a time when you will be travelling into the office, or attending in-person meetings, but we’re not there yet. If WFH has shown us all one thing, it’s the benefits of flexible working, and how quickly we have all adapted to it.

Everybody’s talking

It remains important to talk to and develop your relationships within your network of business contacts during the job search process. You never know what opportunities they may be aware of. Also, engage with the right recruiters – preferably ones that have either demonstrated real success in the past or you have worked with before. Other recruiters and job boards still have their place, but should be much lower down the list of priorities as you apply for roles.

Remember, if your company is offering outplacement, it is always an effective tool. A specialist outplacement company will have the mechanics and strategy in place to help you achieve your goals. Communication is key to finding that perfect role. By using a combination of your own knowledge, your contacts and outplacement expertise, it’s possible to unlock that winning formula to find your next role.

New year, new job? Top tips for finding career success in 2021

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With 2020 finally behind us, we can all hope for and look forward to a much better year than the one we have just had. For some of us, the new year may also mean a new start, at least in terms of a job and career. As England enters the latest round of lockdown and the other home nations are all also locked down to varying degrees, we are once again travelling unchartered territory.  Although the ‘world of work’ has changed in so many ways, navigating a job search or developing your current career is not impossible. We share some of our top tips to help you be in the best position to find career success in 2021:

Expand your horizons

Don’t be put off by job locality. Working from home has become the norm for many businesses and employees throughout 2020. With no end yet in sight for this trend, it means that you can expand your job search wider than within a certain commuting radius, which may have influenced your job searches in the past.

Update your work information

It goes without saying that your CV needs to be as correct and up-to-date as possible. But, what about your social media profiles? If you use LinkedIn, make sure your work information is correct and you position yourself in a way that makes you attractive to a potential employer.

Reach out to your network

Although face-to-face networking is currently out of the question, the digital world makes it incredibly easy to connect and communicate with potentially useful contacts. Get in touch with your existing network. Find out what is happening to your connections and share your own experiences with them.  In the same as face-to-face networking, it is crucial to develop two-way communication. By developing a rapport, you might find that they have an opportunity for you or can point you in the direction of your new dream job. It might also help to branch out of a particular field and look for something new in an untapped sector. Connecting with people in those fields could help get you noticed for a role.

Practice your interview skills

It’s likely that job interviews will be remaining solely online, at least for the foreseeable future. While this has advantages, trying to undertake a professional interview whilst at home can highlight its own set of problems. An online interview needs to show the interviewer that you will have an adequate and quiet workspace, even with children at home from school or a partner also working from home, as this will be looked upon favourably.

Make sure you can undergo an interview with an unfussy or non-contentious background behind you, in a space where you will (hopefully) not be disturbed. Iron out any technical issues, such as making sure the camera and audio will work and invest in a microphone headset to appear more professional. You should try your best to have a distraction – and IT issue – free environment. However, people are much more tolerant of these hiccups now, then they ever would have been 12 months ago. Practice having online interviews with your Career Consultant, it’ll help you prepare for the real thing.

Enhance your prospects

If your business is looking to provide outplacement to departing employees, Career Evolution can help by supporting employees their next step in their career through one-to-one training, delivered virtually. All of our Consultants are experienced in assisting with career transitions and come from a variety of sectors and work backgrounds. Our Consultants will work with your employees to identify their options and transferable skills, to make a difference to their job search or career enhancement and realise their full potential.

Stay positive

The job market is tough, but our professional Coaches can help your employees to develop resilience for a more positive and effective mind-set and attitude. Get in touch to see how we can help.

Good luck, and happy job hunting in 2021!