Mark Anthony Dyson, Author at The Voice of Job Seekers

Cheat on Your Job With Your Spouse #5: Teamwork

Teamwork is the bullet proof shield of your marriage as it is of your career. The more you function as a race car or a horse carriage wagon your life quality is optimized.

It comes at a price. You. Forget about you (most of the time). It has to be intention. It has yet to occur by accident for sustained periods of time. There’s strategy. It must be in your soul.

You must place others needs before your own first before tending to yourself. It will cost you. It will seem exhausting. The rewards are never-ending, and neither will the thanks you will get years down the line.

I’d like to suggest 5 ways to work as a team with your Spouse and coworkers:

1) Look for opportunities to exceed the expectations to give without being thanked adequately or at all. People are drawn to it and the people who like you will reciprocate…at their pace. But don’t expect them to announce your name, praise you, and talk about you incessantly.

It’s more likely your spouse will respond to this level of unselfishness through the years, but not always at first. You are in a great space when you are competing to out serve the other. It’s hard to sustain it, but it’s heavenly when you’re in the moment. It’s great if coworkers immerse in this dynamic.

2) Extend your servitude to friends and family. My wife is thrilled when I initiate helping her parents or siblings, and at times, will fore go her needs to be sure the extended family is taken care of first.

Surprisingly, your coworkers may have partners that benefit from the trickle down effect too. This extends your value and could be useful to you down the line.

3) Find value in teamwork when it’s hard

People in general are not thankful when he or she only thinks of self. It’s worse when people what to take advantage of you. This is where you hit the brakes and have conversations with ungrateful people why you do what you do. Listen to them for truth.

You must do your job or fulfill your responsibilities completely for this suggestion to work.

4) Be honest, straightforward, and tactful

People will be hurt by the content of what you say, but said tactfully starts the healing. If you’re saving a life at that point, tact is an option. Spouses can build a very healthy relationship through truth, even if it crushes them. The proverb, “A gentle word can break a bone…” is still relevant.

The other side is that if you hold back the truth there will be damage, and at times, irreparable. At work, coworkers label peers as critiques and negative because they are honest frequently and lack tact. Good managers will help them deliver their opinions in a more thoughtful manner. Apathetic managers lack listening skills to see what they are saying has validity.

5) Respect and gratitude without hesitation

I don’t see anything positive or appropriate about disrespect. Not in marriage or managing a subordinate. What’s worse is disrespect expressed publicly to another person? Probably castration, but they are relatively equal, aren’t they?

No matter the sacrifice there’s the gratitude that needs to be expressed after victory. And we do it again the next day, hour, or minute as if we learned something new.

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About Mark Anthony Dyson

I am the "The Voice of Job Seekers!" I offer compassionate career and job search advice as I hack and re-imagine the job search process. You need to be "the prescription to an employer's job description." You must be solution-oriented and work in positions in companies where you are the remedy. Your job search must be a lifestyle, and your career must be in front of you constantly. You can no longer shed your aspirations at the change seasons. There are strengths you have that need constant use and development. Be sure you sign up to download my E-Book, "421 Modern Job Search Tips 2021!" You can find my career advice and work in media outlets such as Forbes, Inc., Fast Company, Harvard Business Review, Glassdoor, and many other outlets.

by Mark Anthony Dyson

Careers, Your Brain, and Fulfillment: Josh Gibson, M.D.(AUDIO)

Josh Gibson, M.D. is a psychiatrist in private practice in San Francisco and an Assistant Clinical Professor of Psychiatry at the University of California, San Francisco (UCSF). His clinical work focuses on the neurobiology of relationships. Prior to becoming a psychiatrist, he was a senior consultant for Andersen Consulting (now Accenture), specializing for nearly five years in process re-engineering, organization development, and education design and delivery. He consulted to multiple Fortune 500 companies in the retail, financial services, and healthcare industries and now works directly with executives regarding relationship issues in the workplace.

Dr. Gibson approached me to review Careers–A Brainwise Guide to Finding Fulfillment at Work as it would fit this blog for job seekers. I was intrigued by what five psychiatrists would have to say about careers. The book is published by the Group for the Advancement of Psychiatry, a non-profit organization I found the book to give sound career advice with a good balance of how we think and what would apply. It is also entertaining as the photos associated with each section had to swig of mirth. It made it much more palatable inspiring me to give away a couple of copies (thanks Dr. Gibson) at random to commenters who listened to our conversation. If you don’t get a copy, no worries, it is only 99 cents on Amazon.

Here is an outline of our conversation:

Dr. Gibson shared how the projecting cam about and the goal with this offering this perspective
A significant section of the book I thought was at risk. In the book, he said, “Fulfilled people seem to intuitively understand that “happiness” shares a common root with the words hapless” and “haphazard.” Is there a difference between an unfulfilled person’s attitude toward his or her career versus a fulfilled person? He gave us specific examples of this.
I shared that in my coaching sessions with job seekers, I try to purge the desperation out of the search. I asked, “Perhaps defining where people are in life as far as fulfillment will tell me how far they go in finding a job?”
I asked, “Does our brain decide how much risk we can handle, or whether we are fulfilled enough to risk rejection or the unknown?”
We talked about the connection between fulfillment and failure and whether it was necessary and why

If you wish to know more about Dr. Gibson’s work, you can contact him through http://www.careersthebook.com/ or http://www.joshgibsonmd.com/

Please, enjoy our conversation!

About Mark Anthony Dyson

by Mark Anthony Dyson

The State of the Internships and College Career Fairs

A new report by InternMatch found 59.3% of students complete two or more internships. With so many students competing for the same internship opportunities, “The State of the Internship” reveals what intern candidates should expect from employers, including:

Large companies poaching talent early. 37.7% of companies with 251+ employees start recruiting their interns more than a year in advance. Meanwhile, just 7.6% of companies with less than 250 employees do so.
Unpaid or low-paying internships. 36.9% of companies said they offer unpaid internships or internships that pay less than minimum wage.
Employers accepting personal social media use. A whopping 74.5% of employers allow students to use their own personal social media in the office.
Low internship program diversity. Only 10% of companies see their intern program as being highly diverse.
Underutilization of international interns. 56% of companies don’t hire any international interns.
Limited flexible work arrangements. 62% of companies do not allow interns to ever work from home or a coffee shop.

Nathan Parcells is co-founder and CMO of InternMatch, a leading site for helping companies hire amazing interns and students find amazing internships. InternMatch was started as a social venture with the goal of helping students of all backgrounds be able to find great internships regardless of connections. InternMatch’s Diversity and Internship Hangout is the first ever event to have top speakers from different industries share insights about their diversity initiatives. InternMatch now has over 5 million annual student visitors, and Nathan’s writings have been featured in Forbes, VentureBeat, the WSJ, Washington Post and more.

Here’s an outline of our conversation:

Nathan mentioned what led their company to look at the trends of how students are responding to being reached out
He talked about the apathy of colleges have towards career fairs ( only 3.8 of students found them helpful)
Nathan stated that employers are not investing in career fairs
I asked, “Has it come time for university and colleges to change how potential opportunities are delivered?”
We discussed why 37.7 of companies with 251 or more employees started recruited a year in advance, Is it a good or bad thing?
Exceptional talent is prioritized and Nathan defines what is considered exceptional and how it separates them from the average college graduate

My first question for Nathan was for him to share with us his company’s motivation for conducting the study.

Please, enjoy our conversation!

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