Tessa shares notes with fellow career coach Allison Peck of "Alli from Corporate."  Alli specializes in helping people transition to the corporate world and stand out from other applicants.

Tessa and Alli discuss a variety of topics:

 What is the job market like today? 

 How do you stand out in a sea of applicants?

 Can you use AI when applying for jobs?

 What is the best way to make professional connections that lead to opportunities?

 Should hobbies and interests be listed on a resume? Do recruiters look at social media?

Tools Mentioned in this episode:

CareerBuilder CoLab

Chat GPT

Perplexity AI

You can find Alli from Corporate on all socia media as "Alli from Corporate" and on her website TheAllisonPeck.com

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Mistee works in healthcare and her department is being restructured. She needs to decide whether to take severance or stay on and accept a lesser role. Tessa covers a variety of topics related to Mistee’s situation.

• Relevance of the Older Worker’s Benefit Protection Act
• Negotiation potential within a highly structured field such as healthcare
• Good leverage vs Bad Leverage
• Potential benefits accepting a lesser role and staying at the company, especially for older workers - Some benefits may include PTO, a pension, healthcare benefits or other benefits that may have been grandfathered in.
• Negotiating a structured exit 

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Andrew is searching for a job as a strategy consultant after being laid off from his position in corporate finance. He wants to know how to choose a position and company that will best elevate his career and how to be noticed by that company.

 How do you stand out in a sea of applicants? 

• Create an army of people, including family and friends, to find the positions you are seeking.
• Utilize LinkedIn to make connections and identify opportunities.
• Create a list of 10 companies you want to work for. Research them and make connections.
• Contact CEOs via LinkedIn, email, sending packages, or going to conferences where they may be speaking.
• Create a value proposition for each position you apply for that outlines precisely what you will do for that company.

You can find help with resumes at TheJobDoctor.com

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In part two of this special episode, Tessa talks with That Career Coach, Kendall Berg.  Kendall shares her tips on networking and brand building.
 
Human connection is a core pillar of a happy and meaningful life.  While work plays a vital role, it shouldn't come at the expense of the relationships that support us, inspire us, and give our lives lasting value.

Work Accomplishments Fade: Projects are completed, goals are reached, and promotions are earned – yet their effect on our lives can diminish over time.

Relationships Endure: Strong relationships with family, friends, and colleagues provide lasting support, joy, and a sense of belonging that often outlasts the immediate impact of any single work achievement.

Kendall and Tessa discuss how to be a good manager and how to make the challenging leap from manager to director. 

They also discuss mental load and how it differs from workload.

Workload

• Focus: Quantifiable tasks and their associated time or effort to complete.
• Tangible: Visible and easily measured.
• Examples:
  • Answering 50 emails in an hour.
  • Filing a specific number of reports.
  • Building a piece of furniture.

Mental Load

• Focus: The thought processes involved in managing tasks, responsibilities, and decision-making.
• Intangible: Not directly visible or easily measured.
• Examples:
  • Remembering to buy milk on the way home and deciding which brand to get.
  • Planning a birthday party (guest lists, invites, food, activities).
  • Keeping track of everyone's schedules and appointments in a family.

Key Differences

• Visibility: Workload is visible; mental load is invisible.
• Measurement: Workload is easier to quantify; mental load is more subjective.
• Scope: Workload often pertains to job-related tasks; mental load encompasses all areas of life, including work, home, and relationships.

Why This Distinction Matters

Understanding the difference between mental load and workload is crucial because:

• Reduces Overwhelm: Recognizing mental load can help individuals explain their feelings of exhaustion or overwhelm when their workload may not seem excessive.
• Promotes Equitable Distribution: Understanding mental load can help partners, families, and teams more fairly distribute invisible tasks and responsibilities.
• Improved Work-Life Balance: Awareness of mental load can lead to a better understanding of overall work capacity and the potential need for strategies to manage both workload and mental load.

Find Kendall at https://thatcareercoach.net/

She is @ThatCareerCoach on all social media.

Her book Secrets of the Corporate Game comes out in November 2024

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In part one of this special episode, Tessa talks with fellow career coach, Kendall Berg, of That Career Coach. Kendall has years of experience in the corporate world with a background rooted in technology complementing Tessa’s background in HR. Together they offer valuable perspectives on today’s corporate landscape. In this episode, Kendall interviews Tessa. They discuss the “games” played in the corporate world and what happens behind closed doors. In a cancel culture, learning to have crucial conversations may change the course of your career.

1. Office Politics

• Focus: Navigating power dynamics, building alliances, and managing interpersonal relationships to advance one's agenda (positive or negative).
• Examples:
  • Spreading rumors or subtly undermining colleagues
  • Taking undue credit for the work of others.
  • Forming exclusive cliques to gain influence.
  • Gossiping and backstabbing.

2. The Blame Game

• Focus: Avoiding responsibility for errors and shifting fault to others.
• Examples:
  • Refusing to acknowledge mistakes and covering them up.
  • Making excuses or pointing fingers at other team members.
  • Creating a culture of fear, limiting open communication and problem-solving.

3. The Appearance Game

• Focus: Prioritizing image and perception over actual productivity or substance.
• Examples:
  • Spending excessive time on presentations and formatting instead of focusing on content.
  • Attending unnecessary meetings to appear busy and engaged.
  • Prioritizing self-promotion over meaningful contributions.

4. Strategy Games (These can be beneficial or harmful)

• Focus: Navigating power structures, competition, and negotiation tactics to achieve objectives. This can be healthy and necessary in business.
• Examples:
  • Carefully crafting persuasive arguments to win support for projects.
  • Anticipating the moves of competitors or internal rivals.
  • Building coalitions and networks for influence.

Why Recognizing Corporate Games is Important

• Avoid Toxicity: Identifying the negative games helps individuals avoid getting caught up in destructive patterns that hurt morale and productivity.
• Strategic Advantage: Understanding the rules of both negative and positive games allows people to navigate the corporate landscape more effectively.
• Promoting a Healthy Culture: Bringing awareness to these games can foster a culture of accountability, transparency, and collaboration.

Important Note: It's crucial to distinguish between harmless social dynamics and genuinely toxic behaviors. Not all interpersonal maneuvering or ambition is harmful.

Find Kendall at https://thatcareercoach.net/

She is @ThatCareerCoach on all social media.

Her book Secrets of the Corporate Game comes out in November 2024

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Bradley is the CEO of a company that has undergone significant changes in the last 2 years. He is struggling to keep his employees engaged and motivated.

What is the best way to engage and motivate employees?  How do you appeal to different generations?

Employees are most concerned with feeling seen and feeling like they are making a difference. Tessa shares strategies to achieve this goal.

• Overcome change fatigue
• Talk to employees about their personal goals and help them to achieve them.
• Incentivize managers to encourage employee growth.
• Ask employees about their superpowers and how they could be utilized most effectively.
• Shift the reward structure so that employees at all levels are rewarded for performance.
• Align compensation with behavior. Consider a new pay structure that bases pay on performance.
• Improve the line of sight. Ensure that employees are recognized for the work that they do.
• The Gen Z tagline should be, “Choose your own adventure.” Create a menu of reward options that speak directly to employees.

Go to TheJobDoctor.com to download a pdf on How Different Generations Think.

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Life happens...This point was certainly driven home when my sons suicide attempt left him partially paralyzed a few months ago, and forever changed my relationship with him, my husband, family and work. Let me take you into my journey with Harvard psychologist and author Dr David Rosmarin on how to get through hard things at home and at work.
Dr. David H. Rosmarin is an associate professor at Harvard Medical School, a program director at McLean Hospital, and founder of Center for Anxiety. He has authored several books including Thriving with Anxiety which releases October 17th. David shares 3 strategies to “thriving” during times of crisis.

1.      Make sure your relationships at home are strong.

2.      Reduce responsibilities at work.

3.      Give up some level of control. 

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John graduated from college a year ago without doing an internship. He started contract work to get job experience, but the prestigious company he is working for can’t be listed as an employer (only his staffing agency). 

Should he quit his current job and look for another that will enhance his resume?

How can he show his experience without listing the specific company? 

Tessa explains the importance of being results focused.

She shares her #1 Career Commandment:

Results Are Your Greatest Leverage

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Brett shares his experience with a challenging new manager, attempts he made to improve the situation, and how he ultimately knew it was time to leave. 

What makes a toxic work environment? 

How to handle differences in expectations with a manager? 

AND

What lessons can be learned from having a negative leadership experience? How do you know when it’s time to go? 

Brett and Tessa also discuss the vital role of professional relationships in creating a successful career. 

Diagnosing the Toxic Situation: 

What did I expect? 

What did I observe? 

What are the consequences to me, to you, and to others? 

What can prevent this from happening again? 

Is that how you see it? 

Is there something that I’m missing or that I don’t understand? Or is that what you intended? 

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Danny worked closely with the STO and CEO of her company for 8 months until she was abruptly demoted and let go with little to no explanation. She was released shortly before her equity vest date and received no severance or vacation payout. She suspects discrimination may be a factor.

Can a company quietly let you go without proper cause? What rights do I have to pursue a claim against the company?

Tessa explains the rights that companies have in regard to termination. She encourages Danny to meet with an attorney. Companies respond to risk and creating a claim presents risk.

How do I avoid an “equity scam” in the future?

1. Pre-negotiate a severance for middle level to senior positions.
2. Before time of release, try to negotiate a deal with the company to allow you to land on your feet.
3. Understand how and when equity vests.
4. Address signs that the company isn’t happy head on.

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