Also in this playlist...
This transcript is automatically generated
Happy Tuesday am Lawrence immunity -- feminine line on Twitter welcome to -- career accelerator Tuesday we'll take all your jobs question things in hand to either.
If that commotion I always wanted to find yourself a good career will kick things off without question of the day we I think.
Networking and networking groups do they have a positive.
It helps employers sign -- candidates out there -- no we need to employers using a less qualified candidate.
No let me thousands more complicated for every line knowing it's only a social thing.
-- -- -- him.
And we got -- already from JPB 53 -- -- seems like it depends on your age younger workers seemed to be getting the jobs.
Older workers -- on the month and Bill Taylor says I think you know.
You know networking far more important than your actual ability in today's world and that is sad yes -- -- network network network that for a police -- it it's not about.
What you know it's not -- you know I'm here to discuss all of this is -- -- -- the director of NBA career center at northeastern.
University joining us for a boxing is when this morning to you.
Good morning -- So now working in the way to go these days when -- on the job hunt come.
Number one most important thing you can do yes -- why why is that -- -- you'd best go about networking.
Why isn't it's because the majority of jobs are -- through networking and according to the US labor.
Department's bureau of statistics 80% of jobs are filled through networking.
And we see that play out every day with our employers and and student so to really get that the jobs jobs want you need to be networking.
And I think.
That is something that as a hiring manager is absolutely critical I -- the last time I mustn't I have over 200 applications.
Think about -- finally take me to sort through those many of them are from people unqualified.
And many of them.
Mistakes all over -- for me to actually find that needle in the haystack would take a considerable -- time if I had colleagues who had met.
Qualified candidates -- networking equipment and candidates -- -- networking.
I know looking at Iowa September 12 resonates like -- -- attention on those -- man and what's more likely to get what I want.
So let's go over some of the tips for around -- networking and for successfully networking you have to have a plan you have to identifier contacts at the start learning as much as you can.
Keep good records saying thank you.
Identify relevant professional associations and do not ask for a child's -- let's go over some -- is -- need to have a plan and figure -- -- contacts are.
And learn about the career that you want to let down and saying thank you 'cause he knew that continue to mount thank you -- you write a personal thank you.
If you really want to stand up the crowd a hand written thank you know won't even -- and on not very many people use now will these days so if an employer gets a thank you -- written -- someone that.
-- and fought for first is something we talked about it and remember that person thinks you're an out and -- -- or something it definitely helps you stand out.
And you're keeping the post office and business I hate that that is it talking about professional association since.
Are an ethnic group a gender group should -- be answer in networks that best catered to yours kill us.
Professional associations can be incredibly valuable as a source of learning but also -- source of valuable connections.
DE gender specific ethnic this specific.
Ten she beat people that really want to help.
Up and coming colleagues in the field you know had a great connections that you don't limit yourself that so what we have -- employers are are being out -- you wanna make sure that your.
Making connections -- the other half of the the work force or the other girls.
But it would be -- An idea to consider certain gender or whenever group since these professionals to -- these people live there are a little hesitant.
About networking that you feel safe comfortable saying yeah.
It makes sense.
-- on it and he's you don't ask for a job always -- it if you don't ask for -- You're asked.
It's -- information are you learning about the company you're learning about the industry he really -- to know home.
What your profile is what characteristics and they will get -- a successful candidate how does the hiring process work Pelé and tennis.
I figure out you're looking for a job yeah it won't get any time you're trying to get a job that you need to find if you're looking to learn about the company in the industry.
I have a team around maybe every other day from -- someone I know or someone who knows -- -- or whenever it is asking for some information.
About my job I can help them and I noticed yes.
And it -- just staying.
The way am I the wave those requests are sent me sometimes they're really long they get through the second line.
Sometimes there's no follow up after a say yes what would you say to people who are contacting other people for a job -- best way.
To get their attention to get what you want from them.
If there's a connection.
Reference that right up front I can contact me because on the Wal-Mart because I know Susan who works on the hall from you.
Establish that connection early on.
And keep it.
Three people I'm gonna I you know I know multiple paragraphs that needs to eat.
You can't see usually assume that that -- sand -- year contacting and networking with these very busy -- you do need to be concise.
We're having some of our viewers right and I live chat right now land.
And I create a -- says networking has helped her find job opportunities in the past so obviously yes it's who you know Alan hi eagle about.
Getting yourself out there to a broader group of people -- says now working can assist in terms of being able to get one to -- to a greater number of potential employers but truth and accuracy.
Is still -- must on the resonate contents and employers must still perform due diligence when hiring well I would imagine what absolutely.
Do you have you heard anything about employers not.
Not performing their due diligence when I am saying.
No inside the -- do you -- more you -- that he's I was -- they came to Scott Thompson that Yahoo! write this stuff that's act.
-- resonates club over there.
Up eight -- -- this -- -- so much for for joining us and I'm really astonished by this statistic that 80% of the cons her filled.
Western now working it seems like that ad in the newspaper does.
I mean -- -- -- bother putting an ad in the newspaper -- -- -- these days seeking candidates.
I'm not really.
That's -- candidates you should not solicit it on your computer and server job -- all -- -- you need to be out there talking to -- well and making sure they know who you are and what you're.
Talents and abilities -- and real quickly where do you find information on where -- Or -- best place to go to find where you can network.
All we're -- -- work I don't.
Personally I would say -- it was a target companies and look for connections Scott says it's easy to find professional associations.
Chambers -- all kinds of business activity.
But the more focused you are more likely you are to have results.
Glenn thank you so much for joining us have a great pleasure thank you -- I think -- break and we're going to be what about with a little bit of controversial.
The very special guest ever going to be speaking to be -- Can't they look on back OK we negotiate out Los Angeles we have Stacy Goran and joining us from.
The -- group where you are -- managing principal Stacy hi good morning.
Hi good morning how are you -- -- Good thanks for inviting me on no problem so you an article on Forbes dot com right now why women -- need it women only networks.
Why is that yes.
They -- women only network.
Because it's I hate to use the word safe place to be but it's really a less stressful place to be.
And I think that for women.
And not just women but minorities sometimes you just need a place of your own where you can go and be comfortable and be yourself.
And be able to fully focused on business right instead of focusing on -- judgments.
But I I I I understand that that makes sense.
On do you have a personal experience where that -- your -- I yes definitely I mean it's -- me and we I don't know if you've noticed but I'm an African American woman.
You know everywhere I go people notice that and I have always -- and you know a lot of times I have been the only woman or the only African American person in the room and sometimes that's uncomfortable.
You learn to get over it you learn to continue to do what you need to do.
But it gets tiring you know after a while sometimes you just -- -- be in a place where you don't have to always be guarded.
Okay some -- the on the some on here the wording and the thoughts in -- article can be termed.
Controversial right you said white men have a sense of entitlements.
They're given the benefit of the doubt and the facts that they are leadership material.
Is on that question you still see stand behind not yet.
A cracked I -- I mean I don't think that any Caucasian male has ever really.
Walked into a business environment and felt as if they didn't belong there.
They didn't -- question whether it was okay for them to be there.
And there are many other you know people in different segments of society that have felt that type of a questioning and if it affects how you behave it affects what you say and is it affects your self esteem.
Do you think the financial crisis has changed any of that.
Everything going on on Wall Street which is predominantly Mallon predominantly white.
Do you think that's changed some of the public view and maybe even the leadership -- of of what.
Unfortunately no no I don't think it has an all I think that.
We continue to repeat our mistakes and you know -- -- said that you know white men do you get the benefit of the doubt and so they get to pick themselves back up and continue on where.
You know others black -- African American women.
Women in general when we make a mistake it's judged way more partially.
So let's talk and I always get that second opportunity they -- the news today the headline.
For Yahoo! there is and you CEO the sixth CEO in five years -- the struggling tech company.
And is she a woman she's a white woman she's young she's 37 years old.
And -- six months pregnant her name is -- mayor.
What do you make of that going from the well all the -- -- being pregnant and and relatively around.
I think it's wonderful -- -- honestly I think that Sheryl Sandberg helped set the bar somewhat.
She was finally appointed to.
To never board which I think many of us were surprised that you know.
Right at FaceBook.
I think many people was surprised that she wasn't already on the board -- I think the show has done a very good and job of could gain.
The thought out there that women can be successful they can't -- the top of their game they can have family time and they can be good at both.
Right and into you know in terms of -- -- -- claimant first -- on the -- the -- today since she is six months pregnant and can't travel.
They're gonna have some of them the board meetings come to where she lives so she can be there so.
For me reading man I was like wow that that's pretty bit.
I feel like that's a step in turning it makes cents.
Title but even if you think of the fact that OK she's pregnant well what if she wasn't pregnant what does she was disabled or what if she just didn't feel like traveling I mean.
What's the reason that you can't have a -- -- in a different place.
So I mean the fact that OK they're coming to her.
Makes it seem as though there's this big adjustment that's needed when really you know if she has to travel why -- someone else -- That's -- there.
Are right T think that.
Being and -- let's just keep -- women's only women only groups do you think that kinda nice -- is that there is a glass ceiling and upholds it whereas you know if you keep associating yourself from one way we'll then you are always gonna be that one way.
Why don't think it's a matter of always associating yourself one way I think it's a matter of when you're networking you have to have one on one network.
-- in order to be truly network -- need to be several so one of those several networks would be one that would be a woman's only network if you -- It's not every woman not every woman believes that they need to be a -- only network but somehow you just find yourself in one.
Many times I didn't set out so be it women only networks I just.
Got invited by friends and I showed up and it was only women and we enjoyed herself so we kept.
Golly if a man wants to come -- But they'll always welcome -- Nice all right are you offended by men only networking events.
-- you know it's interesting because I think I'm not personally offended I think -- -- want to do it that's great.
I think could be the flip side to that is that the reason women how women only networks is because they needed.
Men don't need it.
But men only networks because they've already got everything that they want.
-- OK I guess that TO RA so what are some do's and don'ts of attending.
And you -- of attending certain networking outings.
I think that you really have to think about why you're attending a specific type of networking event.
So is it because you know to hearing from -- previously that you're looking for a job is it because you -- you know business owner and you seeking out new clients.
Depending upon what your reason is for attending you go into -- want to attend different types of events.
And then once you figure out why you're going -- -- -- think about where so then you figure out do I wanna go to Coleman's only network.
-- my looking at a industry event a -- looking at something that is specifically.
For business owners.
And then lets you think that that out you know then you can.
Really figure out how you gonna go about it and I think you have to go with a goal in mind you have to have an idea of what it is that you need out of that networking event otherwise you could to stay home.
We could -- just hung out with plans to -- people don't realize that.
You have to have a goal when networking in -- not to some time the -- haven't I -- and expect that something's gonna come from -- -- -- -- -- have a plan and taking initiative says Stacy summon our chatters are chatting and Charles -- responding to some of the things we've been talking about.
Says no I don't agree with just women only networks -- -- that discrimination.
Something that women have loads for a very long time.
Because they didn't feel like they were getting a fair shot.
At certain positions and -- and I will say that their first time at century.
Women's IQ's are higher than men who happens to his opponent to put that in a few different child this.
And then David Larsen writes Lauren not really because -- -- -- -- will say they -- network just for them.
It would it would discourage looking for the best qualified people.
Right so that's what are doing our viewers are.
Our thanks Stacey Gordon winning -- so much for joining us.
On this Tuesday morning and that leads me to the question of the day again writing guys -- -- -- -- networking groups do they have.
Yes no way can lead to employers choosing a less qualified candidate know it makes -- process more complicated for employers and candidates know it's a social thing.
Or did they let us know -- thanks and thanks for reading and actually -- on.
I'm doing well how are you still ahead so what instability.
That it could be a lot of.
So typically we think of instability.
Sort of any little -- being or insensitivity.
Maybe awkward comments someone not being so nice to you it's it gets right up to the line of hostility but not quite and -- pretty big in the workplace and it's very big.
Very very -- -- the third annual survey of civility in America just came out recently.
And I got to just take a look at it -- -- interviewed Bradley hone in the city of care RC research men who conducted the survey.
And what's fascinating is they found that 63% of Americans feel that civility in this country is -- serious problem.
And on top of that 34% of Americans feel that.
They've experienced incivility at work and -- even -- 23% of Americans have actually quit their job.
Because of instability recently quit their job.
In that in the last year it was over the -- that's recent and that's yes they'd consider anybody's -- -- -- -- nearly a quarter people quitting because instability because of instability at work people just not getting along.
What do you think is went like kind of create more human resources physicians to deal with all the work that is a drama I don't think we need more bureaucracy and administration to do and it -- no big.
What I think we need to do is kind of a cultural shift and.
The fact is this.
It is a lot of -- see what you see happening in companies whether it's small businesses some major companies or even government agencies across the board.
Is that we take our cues when we see going on out there.
81% of those in the surveyed felt that the instability they see in government and politics is actually causing harm for the general public.
So they're taking cues from.
Yes it's kind of like setting the stage for how -- to -- as a microcosm.
Right right well.
So we feel that someone is being -- towards you at work what -- you do besides I'm a big believer in having conversations.
I think one of the greatest challenges that we face when it comes in civility.
Is miscommunication misunderstandings.
Think of it this way most work relationships are very transactional in nature and there's somewhat fleeting.
You walking and all you need to report for someone you asked them for it right he thought I someone's office to -- a question and you really quick you're in a hurry maybe they're not heard or whatever.
So they -- miss read how your acting interacting with them so people take that isn't civility remember.
Perception is nine tenths of reality that -- It is really not again -- how -- things right -- your reality if how you perceive it's how you perceive it and so I may not mean it or intended.
But what happens is you may see it that way so.
I think there's a couple things that we can do when it comes to the workplace and as someone you think you know my -- workplace psychology and am always thinking about these things first is.
We need to create a culture.
Of open dialogue we need people to Beulah how conversations.
-- and we need to make in a norm in order and we music conversation you mean what we're doing right now not send your frustration and email to that person but actually talked to.
The challenges we could you keep -- guts over in the they say -- it wouldn't say they're slow they get gusts but also remembered you can't read.
Two what you're emphasizing verses of what you're not -- very flat so you know allows you to basically project on doing it.
What you that the mood or state of mind you think that person's name it's not the actual move your state of mind -- their intention yes on a big believer and if you get an email and it really angers you.
The last thing you want until -- -- Answer right away step back get real I had X ten.
Think about it and have someone read that email yet -- you say hey you know what -- can take a look at this is this makes sense and you may say woody.
Seriously I don't think they meant that in -- paying a little harsh to just step back played doubles that it can take a minute and he even -- -- -- Well in personal life without a doubt but also even in conversations.
Ice coach a client who would get very upset easily -- very very reactive -- And one thing we worked on was when someone -- -- -- you.
Step back and take five.
Go walk into another room to sit your office and think about it process it firsts.
Then go back and have the conversation when you're ready to have it they you know more.
Team control global did you actually get something done.
And then you have that conversation in your life how she can go about meeting that conversation.
I'm a big believer in step back and look at the facts first.
Then you -- to tell us to worry and so when you approached someone and you have an issue or situation or problem you want to let them understand how it impacts you wouldn't.
And tell the story around it -- they had an -- -- -- there Haiti have five minutes how are you threat yet and and don't don't do it publicly is still until walking down the hall in the office building because it.
Then you create extra stress a cracked plate there's -- rush get an average try to fight to get words mean so I can just relax and just take a moment and the open minded and realize that.
I say it assaults -- people get sick of it but we're all victims of living in -- own hands and.
And -- some of you don't understand their perspective and if you just take it.
Minute let's see their perspective it could help -- approached him and say I see how this might come off like this to you that I just wanted to.
Address the situation may -- weekend.
Learning empathy is important figure out how best to make this work right and my role we call it emotional intelligence -- pay attention to people's views.
Lot of times we just want to have one way conversation I had something and I had.
When -- get -- out what affect -- and after you're talking.
To them isn't being receptive were cordial.
Or symbol like -- -- right and an.
And that's probably you know a good percentage of people to work as according to the survey so it is challenging.
I think -- EE.
You have to take responsibility for your part -- so as albeit -- preaches psychologist but I always step back and say even if you're only 2% of from taken at 2% first though.
Make sure you do your part if they're not receptive.
At least you got your point across then you have to move on but don't dwell on it because -- only -- -- -- -- and.
-- woody thank you so much for coming nine instability in the workplace -- Pretty -- let's look at article how to stop instability.
In the workplace how likely -- trader at pictured like.
Looks like a traitor he -- like that today market Sarah.
Are rough right here I got -- -- you ready this what you guys are thinking have you ever encountered instability award David relaxing yeah.
I was -- -- and degraded for the first few non graded your alias.
All right Charles -- if you weren't directly with customers chances are you willing counter incivility.
-- customer complaints about and from co -- -- as well.
Phillip Taylor -- who had not ever experience incivility at work may be somebody in their first day working possibly.
We've all encountered it it's how to handle it.
-- that's how you get back right -- -- it's on you and you know whenever I'm writing enough.
I always think sometimes heated and I just feel the blood lead going through my things handset that but I say this is -- be -- to -- box this is -- -- -- -- -- now -- it will live out there forever.
-- that must think he's so much for joining us everybody on its Tuesday edition of career accelerator.
We -- we helped you if you are on the job hunt.
We need some career advice right into us give us any idea and the questions you might -- -- -- going to be written notice.
Every day that's it from online -- -- thanks so much for joining us.
Filter by section