RE Join my network on LinkedIn
You are a great resource person and I
thought of adding you.
Hi VC,Nice to hear from you.Please let me ask simply, what do
you wish to gain by using LinkedIn?Specifically…It is both from a what’s in it for me
perspective as well as what you seeit doing for you. [I currently use it
for specific objectives and have
successfully used it in the past.
Wondering are there better uses…]Dan
Thank you for your email. Hope everything
is fine at your end.
I haven’t heard anything from SxxI. I wrote
the HR person an email, called him and left
him a message, but there is no response.
May be they have found a better candidate.
I was a little busy with my work for the past
few days, so I did not get time to send any
more applications. In the mean time I have
been trying to network with people in industry
and in the University.
Also, recently I had participated in the
University and Sigma Xi Graduate
Research Forum and I won third prize in
the poster session!
Do you have any suggestions or advice
for me? Any input from you will be of great
help to me.
During Pittcon I met this person, M A,
at the Tho Fhr booth. He showed me
their new UV-Visible Spectrophotometer
and we discussed about UV-Visible
Spectroscopy and apparently he knew
my advisor because of his research work.
At that time I remember I told him that I
have started looking for jobs and he
asked me to email him my resume.
I met another person in the same booth
and while talking to him he asked me
to email him my resume as well, which
I did the next day. But the latter did not
One of the significant factors to consider in a
job search is:
“does the company’s mission and approach match
your, the job-seeker’s, core needs in a way that gives
you an opportunity to express your passions.”
This is an overarching theme in P. Strunk’s
Boston Globe article, “Being loyal brings a
[Sunday Globe, April 29, 2007, p 10 Boston Works Section.]
This article brings in marketing concepts into
an arena that needs fresh concepts to define and
understand recent behaviors.
Three items to highlight are:
1. loyalty is alive in employees who identify
with a corporate “brand,” as an expression
of our passion
2. wanting to work hard and exceed expectations,
is a result of being a part of something ‘greater
than ourselves.’ We do our best when we
identify with a team or have obligations to a
project beyond ourselves.
3. Working at a career is appealing if
it offers continuous learning, chance to adapt
to situations and application to solve a problem.
Paraphrasing P. Strunk’s closing, she recommends
assessing your identity, determining where your
passions lie. Use your passions to seek
employers where you wish to put a large
amount your energy and effort. This will
allow you to express the modern day
equivalent of loyalty to an employer for whatever
length of time you spend as their employee.
Ben Stein offered an intriguing article “how to
have a business conversation“
Some helpful comments are given there. He
mentions ten tips in a ‘do and don’t’ fashion.
Several are strong suggestions.
If the reader will indulge me for a moment, though,
perhaps a couple more could be added to his
main topics of
- establishing common ground
- act kind, generous and respectful
- ‘do’s and don’t’s’
Added thoughts are
- “frame important issues” so that a common
idea of basis or starting point exists.
- choose the appropriate medium for business
conversation– in person, on a cell, email, IM or
- the listener has a choice to listen to all, part
or none of the message. Get agreement and
understanding of the degree of commitment.
(This can be done if the listener states things
in her(is) own words; best, if done, voluntarily.)
It is important to develop a big picture view before
stating things by bouncing ideas off mentors.
Perhaps, Dr. Stein will be offering a ‘Business
conversations Part 2′ article saying these.
We are in a technology oriented field that
requires us to make adjustments to the
focus of our work, the style of our work,
and the direction of our work at various
stages. Tapping into two sources
- Ralph Sacco, Yogi Berra PMP computerworld October 23, 2006
- Needleman article (above)
Here are some insights to share
- planning: 50 % of what is planned happens.
Just think if you have a bad plan or don’t
plan? “If you don’t know where you’re
going,…you might not get there” Ralph’s
- Communicating: Listening is more than
40% of your job. Do you remember “what
you said? Or do you recall what someone
else said in a conversation?”
Miscommunication can be a result of
several possible breakdowns.
- Decision making and coordination are
critical skills in meeting deadlines and
satisfying team goals.
- Identify tasks that you do not need to do.
Define your goals that will allow you to
get to where you want to be in 5 years.
Chunk the goals down into specific
- Manage conflicts: don’t separate from
people on a wrong or bad note. You
never know when that contact will be of
value to you or your team. Unpleasant
tasks should be broken down into
- Manage your time sinks: Email, phone
calls, unending conversations, web-surfing.
While all are part of our needed tasks
pick the right time and timing. Develop
“pleasant, managing strategies.” for dealing
with situations, learn from the way others
handle situations effectively.
There can be improvements in most things
we do in interviewing. Or, at least different
approaches to accomplish a goal.
Sarah Needleman authored a nice piece on
“Writing tailored Thank-you’s”
One of the recurring themes in networking,
presenting, during interviews, and in work
situations is understanding how we can best
present ourselves and understanding how
our behaviors are perceived by others,
especially interpreting confidence.
During a one-person stage preformance, Lilli
Tomlin showed how to make an opening.
She came out on stage smiled and
acknowledged all who were there and walked
around giving the sense of her territory.
She started speaking, not meekly, but with full
voice which dropped down to the tone and
volume that she would use for the remainder
of her program.
These are well honed ideas for presentations.
It is different for one-on-one conversations or
- We approach people, head facing the person
and level and with hands exposed and open.
- Free our right hand to extend a business
greeting by shifting carried items.
- erect body posture is important
- we are more comfortable trusting people with
hands exposed rather than in their pockets.
As our distance decreases, smiling and eye
contact and fixation become important.
- Smile for several seconds helps, but be aware
that beyond 10 seconds can be misinterpreted
with negative connotations (”too willing”,
- Sincere eye contact for several seconds,
while smiling increases trust signals and allows
the person to understand that you wish to interact.
- Blinking can interrupt the contact, just like looking
in other directions can.
- Men approaching men seems different
from men approaching women, in the sense
that a discrete visual contact might appear
approachable and not agressive.
When within shorter distances direct frontal
alignment can offer a straight and true
presentation of yourself to the other person.
This brief summary has been pulled from several
popular writings and are suggestive rather than
Surfing through some websites identified in a recent
article by Dana Mattioli (”Companies Improve Career
sites to lure top quality candidates,” ).
Headed over to the Merck site and would recommend it to
people interested in a company’s perspective of what
candidates should be doing on interviews.
Can’t say I told you so, but I….
Presenting and listening to others in related
fields at UCONN last week, it appears that
there is common agreement on several
items in the following list, learned during
outplacement with Career Partners
1. Target company list; keep the contact list updated
2. Active job leads; keep all correspondence
in all forms
3. Network contact list; have a file for each
key contact, and for each target company
create contact lists
4. File of ads, cover letters, correspondence,
notes, and targeted resumes
5. Recruiters and search firms for specific fields of interest
6. News reports, business profiles,
financial reports of key companies
7. Follow up plans, sorted by date
8. Specific weekly plans, including
projects, activities, record of inactives (what was learned)
What would you have in your job search
plan? Interested in your thoughts.
My voice seems to lose something when I need to
speak all day. So when I surfed and found Paola
Singer’s article, “How to preserve your voice for a
business presentation,” my interest picked up.
Our voice is an eseential tool that we should take
good care of. In fact, researching this has given me
some thoughts about things I should do better…
- limit fluids that dry out our voice tools, including
alcohol containing mouthwashes and caffeine. Alcohol
also irritates the throat membranes.
- drink sufficient water (6-8 glasses daily)
- limit exposure to smoking (and second-hand smoke)
- breathing, breathing techniques that use the diaphragm
and breathing exercises are helpful in reducing voice
- avoid spicy foods which can move stomach acid up
to the throat
- use a humidifier in the home, especially in cold months
keeping the % humidity above 30.
- consider limiting voice use when you are hoarse.
- wash frequently during cold season
- include whole grains, fruits and vegetables in your
diet as they contain vitamins that are helpful for mucous
membranes in the throat.
- exercise regularly, rest sufficiently and avoid constricting
your neck (as in holding a phone without hands)
- avoid mouthwashes that contain irritating
- use microphones to amplify your voice
- consider voice therapy with speech pathologist.
The site was helpful.
We can all learn about how to carefully prepare for
interviews that involve behavioral based questions.
It is true that this style has some detractors since it
is a matter of telling good stories.
Nonetheless, these kind of questions are not rapidly going away.
Preparation for questions includes being able to put
yourself in the shoes where
- you functioned as part of a team
- you had a conflict with authority or a supervisor
- you had a failure in one of your roles and you had
to do something about it
- you were asked to assume a leadership role to an
individual or group
- you had a crisis and it needed to be resolved
It would be nice to refer your responses to items listed on
your resume or other PR document.
Any time you can bring supporting evidence,
the argument is strengthened, as it isn’t just a story.
Have you seen enough purposeful entries on
cover letters, yet? No…, good! Because Robyn
Ryan has written a book and a referring article,
“Seven cover Letter Snafus.”
This author understands that this document can
be a deciding factor in pursuing a candidate for
open positions because it can reveal several key
features in a way very little else can. It reveals
communication skills, whether a person pays attention
to details and can see a match of her(is) skills to the
needs of the position.
Also critical are making sure the document obeys
the general do’s and don’t’s about pay (no), contact
information (yes), and ease of reading (yes).
This document reinforces the importance of individually crafted
Nancy Widmann co-authored an interesting
book recently, “I didn’t see it coming: The
only book you’ll ever need to avoid being
blind-sided in business.” Everyone at some
point had an “I did not see it coming” moment.
Management or leadership organizational development
concepts can commonly be over-simplified as
core tactics - developing few principles with many variables
compilation tactics - many principles, few variables.
MORE COMPLEX MATRIX ORGANIZATION
While recognizing these, more often the complex
structure is no longer just a two way conflict. We
evolve to learning how to seek common goals, align
priorities, share resources in a priority order and
accept interdependence. This is a result of the modern
view of matix organizations involving not only product
(quality, delivery and yield) and technical issues (
performance and operational issues) but also site
management and customer satisfaction metrics to
respond to as a result of increased competition.
As a result, most of our goals need to be developed
in combination with all four constituencies arriving at
focuses on results: close the gap between current and
desired levels of output
involves systems: geared to be viewed from all four
adds value: close the gap between current and desired
frames partnerships: the participation of many individuals
is integrated recognizing group priroities.
In this ‘brave new world’ we need to address the following
- stay tuned to our bosses values and needs
- communicate better as listeners
- review the traditional routines and habits (what used to be
a strength can revert to a liability)
Michael Mink put the “spotlight” on these at critical junctures:
ownership change, new boss, and new position (responsibilities).
“Look out for blind spots” April 2, 2007.
It was very nice meeting you at the ACS meeting. I
wish I had more time to speak with you, but I had
to prepare for the interview and also for my poster.
My interview with South. Res. I .was good. At
least I felt it was good. Because I know I spoke
very well and showed him that I was excited about
this job opening. The interview went on for almost
40 minutes. The interviewer even told me about
their retirement plan!
He said he will pass on my resume to the Scientists
and if they are interested they will invite me there
Do you think I have any chances? The person who
interviewed me was a recruiter for this institute.
After an interview generally when do they inform
the candidate about their decision?
Some how I feel the job scene is not so good. This
brings more frustration. And I don’t want to do a
postdoc. So, I hope I get this one.
Thanks for your time and help.