From the Northeastern Section of the ACS, focusing on career management and development

March 2007
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Mid-career behaviors: Networking and Security
Filed under: First Year on Job, Leadership
Posted by: site admin @ 9:37 pm

While it is true one can not guarantee security
in the workplace solely by your own behaviors,
you can do several good things.  Marshall Loeb
wrote a nice piece citing a book by Richard Busse
Book:  “Fired , laid off or forced out”

The article offers 12.  Here, my top 5 are summarized.
-  bosses:  know their expectations, communicate well with them
and develop a trusting relationship
-  co-workers:  socialize and communicate within the
corporate culture
-  thank people who help you, offer to help people
-  remember to thank the person who hired you into the
-  when you are given proprietary or personal information
confidentially, keep it confidential

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Mid-career Decisions: Indecision
Filed under: Position Searching, Mentoring, Leadership
Posted by: site admin @ 9:18 pm

It is interesting to observe experienced people
waiting for someone to ask them to assume more
responsibility or expand their roles.  They are so
conditioned by their cultures that they carry over
their behaviors to new situations.

A fine fellow I know, professor at a major university
is a respected volunteer career consultant.  He likes
and accepts the roles he has been asked to perform,
but he could do more.

It is the role of mentors to look beyond themselves
and look out for the organization and people development.
It is generally true that few mid-career people are
afforded career development for satisfaction.  One
usually is expected to pursue it themselves.  Leaders
need to act as mentors to do this.

So, at the Chicago meeting, seeing a need and a desire/
skill set I approached an individual and helped him craft
a plan to expand his role.  He liked the professional attention.

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Resume Preparation: Self-Assessment
Filed under: Public Relations docs
Posted by: site admin @ 9:00 pm

During the past week, I attended the Chicago ACS
meeting meeting at least 30 people for either resume
reviews or interviews.  One common shortcoming
whether determining what kind of position a person
wished to interview for or what was the objective
of a resume was incomplete personal self assessment.

This is essential and it will clearly reveal itself in either
the resume or the screening interview

Experienced professionals consider also using this site.

Another important site to have on your radar screen is
from UPENN.

While things change in a person’s career there are some
persistent values, attitudes, beliefs and behaviors.  It is
important to know these as they form essentials for formulating
what one will advertise yourself as.
What are your skills, values (autonomy, security, challenge,
business acumen, prestige, customer interations, teams, salary),
interests (passions), roles, and realities? 

Often, I find people do not know whether they are
better suited for a large, medium or small sized organization.
Do you wish to be focusing on being active in a lab, work
in a factory with specialized equipment, or an office environment
working with clients, data, or co-workers.

What occupational roles and industries should you explore?
It could be helpful to conduct informational interviews, explore
fields via reading, colloquia, career fairs, recruiters, and your

One should then consider narrowing down  possibilities.
This can be done at ACS national meetings or at some
large university placement services.

This leads to a goal setting exercise that will be the core of
your job search strategy.  One commonly composes a listing
of your accomplishments which can be translated into STAR
stories and resume entries.  Indsustries are broken down
and evaluated incorporating business information.

Several people wished to pursue a post-doctoral position.
For them, they should be thinking 3 to 5 years out in time.
The post-doc, being a temporary position, is a step in the
path to an ultimate position.  This should be rationally considered,

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