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Book Review: Who Says Its A Man’s World by Emily Bennington

Emily Bennington is the author of, Who Says It’s A Man’s World: The Girl’s Guide to Corporate Domination is the second book that I am reviewing that is not solely focused on job search advice and tips. In December, I outlined key points from the Leigh Branham’s book, The 7 Hidden Reasons Employees Leave, that job seekers should apply to their job search. I will make the same case as well, but first address why should job seekers read a career book among the other industry related material in preparing for the next opportunity.

To answer a common question, yes, I read the book in its entirety.

I also read through the reviews of Emily Bennington’s last book, Effective Immediately: How to Fit In, Stand Out, and Move Up in Your First Real Job. Most of the positive reviews mentioned how practical the book was acting as a guide for new graduates. Even seasoned professionals commented how the advice was so practical and precise.

As an educator, I appreciate the practitioner approach, witty, mildly caustic, and affable, with an educator’s heart in her latest offering. That makes a book an easily digestible read for me, not one inundated with statistics and learning theories.

The first chapter in Emily Bennington’s book recommends that you outline three points from each of the five sections of the book. In addition, she created some practical worksheets for the readers to use and organize thoughts (I am also ignoring that the women focus advice is as practical for us men folk). I wish more career publications would incorporate this strategy (Emily, please don’t change).

To pontificate on my random statement, no, I did not study this book. I suggest that the job seeker who desires to optimize the wisdom from these lessons is to read through it twice, absorbing a few points per section.

Out of the many reasons job seekers must embrace “…Man’s World,” I am offering five reasons this would aid all job seekers, particularly women:

Self-awareness

Bennington empathizes with the unload of the unexpected work and offers several strategies to help manage stress and expectations. As mentioned before, there are exercises to help the employee envision the type of pace and culture he or she desires. This mindset is useful for the current unemployed job seeker to manage his or her expectations of a future employer. Bennington’s suggestion is for you to control of every phase possible from the beginning.

Social skills

Bennington tackles commonly sticky subjects such as, appropriately dressing, office banter, and managing your manager in a way that is easier to swallow than most authors would. If anything she suggests that you walk in the other person’s shoes as part of a strategy that accompanies direct communication.

Personal effectiveness

As mentioned earlier, this section is workbook-like so that the reader can create target areas for improvement. More importantly, this enables to keep the reader accountable.

Team development

Bennington merges a chapter about critical thinking to help the reader think even deeper about his or her approach to knowing people on the team. This is useful as job seekers need to display his or her aptitude and abilities to solve problems. How do you engage coworkers, learn their strengths, and complement them with your abilities? Bennington provides 100 questions to engage others as either a non-management coworker, and as a manager.

Leadership

Again, the practical approach makes this book easy to follow and put in practice, especially when she discusses leadership in a “walk the walk” mantra. Bennington makes the case as trust is earned, and “…trust is built on dependability.” Although much of this is addressed to women, men can take away the approach.

I recommend “Who says…” not just as a preparedness to the office, but as intended by Bennington, an opportunity to excel in the workplace.

Oh Yes, the FREE copy!

Would you like to own a copy of Emily’s new book? To qualify, all you have to do is leave a comment below before Monday by answering this question: Which of the five areas (self-awareness, social skills, personal effectiveness, team development, leadership) mentioned in this review is your strength? The winner will be randomly picked on Monday. Good luck!

by Mark Anthony Dyson

6 Reasons Google is Your First Employment Contact in HR

It won’t be long before Google has the first say to every employer that anyone is a good job candidate. It’s hard to wrap your head around that one, huh? Well it’s true.

There are almost a billion people on earth who have Facebook profiles. There are nearly 100 million on Linked In, and 100+ million on Twitter and Google Plus. Although there are many vacated and incomplete profiles, there are job seekers who are using their accounts for social or professional reasons daily. Are you where employers are lurking? Google knows this but can’t offer a job seeker as a suggestion if he or she is not online.

You want your favorite restaurant, grocery store, clothing store, cosmetic shop, and yes, entertainment to have an online presence for your convenience. If someone shares their favorite place to shop, you ask if they have a website, do you? I do. Most of us do. Employers might miss a perfect fit because you lack a social profile. Here are 6 reasons to have an online presence during your job search:

1) You are a business whether you like it or not and you need to own your online presence

Asking someone to employ you is a business conversation and transaction. To successfully sell yourself, you have to offer people a compelling reason. Not having an online presence may undermine your job search efforts. These days, as a business, you won’t compete with others who have carefully crafted an online reputation if you lack one.

2) You’re hiring your next employer

I agree with Leigh Branham, the author of The 7 Hidden Reasons Employees Leave. In my interview with him last December, he stated that job seekers should hire his or her employer. Wouldn’t you want employers to ask you if you were hiring them? That can happen with an online presence.

3) Trust

Last summer I was talking with a college about a particular project that I initially wanted but decided against. When I went to the meeting I had this presentation prepared but the meeting started with them pitching me! The woman whoI met with said, “We think that you will have a highly successful firm!” I think she sees that because they read my blog, articles that I’ve written for career sites, and features about me on other web publications. My reputation positively proceeds me. What are you doing to earn trust that you will deliver what an employer needs.

4) Build relationships

Trust continually forges relationships at times before meeting people in person. Your online presence can demonstrate proof of your knowledge, skills, and abilities (aka KSA’s). People may need to read or touch your online profiles several times before trusting or contacting you but it is there for engagement. Does an online reputationvalidate your KSA’s? No. Will an online reputation guarantee opportunities? No. But it will guarantee additional exposure for business or employment.

5) Third party validation

It is one thing for you to just tell all of your most valuable attributes, but it is impressive that others evangelize about you. When you use tools like Linked In, Google Plus, and a blog you can control the perception and the proof of your abilities. Choosing two of out three suggested is tough and I would say all three are effective in controlling your online reputation. For sure, take time to create a Linked In page that is dynamic and persuasive. Recommendations from customers, coworkers, or collaborators are the best form of validating talent that recruiters, employers, or contacts can find.

6) Give employers a vivid visual putting it in their hands immediately

When Joe Pesci guest hosted on Saturday Night Live some years ago, there was a skit that involved his character purchasing a pinky ring. While trying it on, he put himself in front of the mirror and started acting as if he was having a conversation with another person with the pinky ring on. A blog or a Linked In profile showcases proof and puts it in an employer’s hand. They have an opportunity to try your experience for size and imagine how you’d look in the position.

by Mark Anthony Dyson

2013: Year of The Unappreciated Job Seeker

Without being asked Freddie decorated the office, and attempted to foster the Christmas spirit among coworkers. There were decorations everywhere but her cheerful yet quelled spirit responded to the lack of recognition. The following year she refused to participate or promote the Christmas spirit the following year. Freddie is looking considering leaving without job leads.

John had talked to his wife about leaving his IT Project Management position because of the stress and strife faced daily. It had taken a toll on his health to the point his wife a professional counselor suggested he hand in his resignation sooner than later. John’s boss took exception to his two week resignation and escorted off the premises.

Appreciated? NOT!

Everyone’s lack of appreciation threshold of intolerance is different. Everyone wants to be appreciated and understood. When neither occurs, quitting is the next step unless there is radical gratitude being offered by supervisors, managers, or anyone in authority. Recent studies and observations suggest that people are starting to make career changes. Some of my recent and former clients are overwhelmed from work resulting from long-time unfulfilled vacancies. They feel, well, under appreciated.

I can see this year as the fed up will move out and start more business. Others will seek out another shot of audacity and venture out without having another gig without preparation or strategy. Those of you who know better should opt out for planning your exit.

Do you fear change?

This economy has caused many employed to fear change for several years. Piled on responsibilities often gone unnoticed, without gratitude and compensation.

A recent article, Feeling Chronically Unappreciated Can Lead to Burnout, cited the following burnout signs:

Every day is a bad day

Caring seems like a total waste of energy

You’re exhausted

Most of your time at work is spent on tasks either boring or overwhelming

You feel nothing you do makes a difference

Last spring, USA Today reported that employees quitting their current position outnumbered those fired. One could make the case that this is good for our economy, and inspire a plethora of bold job seekers to venture. This would cause unemployment to spike but lead to happily employed job seekers.

This is the year of the unappreciated job seekers!

Not that you should have a personal parade or a drink, but this will serve some well. Job seekers with fewer skills face challenges because of the lack of job skills currently possessed. I want to suggest the following to you get on track:

1) Before quitting, assess the relevancy of your skills

2) Take the emotion out of your decision

3) Where is your anger placed? People (your boss is a person)? The job duties? The process?

4) Does your frustration include the lack of abilities you demonstrate or the lack of ability?

Wrestle with these questions and discuss them with someone you trust possessing good career judgment. I’m available to help you and feel free to unload your concerns and comments below.