Lily works as a middle manager in the design industry. She is experiencing a lack of direction and leadership from her superior that is affecting her ability to perform  at an optimal level. 

Why does it seem that leadership doesn’t hold other leadership accountable? 

After honest discussions with leadership about issues, how do you decide it’s time to move on? AND

How do you manage your own perception of reality within a company? 

Tessa discusses how to use leverage and honesty to improve a challenging work situation. She also references her 5 Stages of Career Growth and explains how difficult leaders can contribute to personal development.   

5 Stages of Career Growth

1. Entry Level - Doers (Consistency)
2. Supervisors and Individual Contributors - Achievers (Independent Thinking)
3. Sr Managers/Sr level Individual - Collaborators (Refine and Align)
4. Directors/VP- Builders (Strategy and Resources)
5. Sr VP/C-Suite - Expanders (Future Growth)

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Allah works in project management and is interested in either moving to a new company or switching departments within his current company.  

1) What is the minimum time you should stay with an employer to avoid “job hopping?” 

2) What are the best ways to convey competence for a position without meeting the years of experience requirement?

3) How do you apply for a job in a different department (within your current company)?.

4) What are proactive steps that can help prepare for and acquire a  management position? 

5) How to navigate a raise request and potential denial.

Tessa answers these questions and covers topics such as cross functional projects, enlisting help from your manager, value propositions, how to effectively propose a raise from the company’s perspective, and if-then proposals.

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Andrea left her C-suite position in the nonprofit sector and isn't sure what she wants to do next.  

Tessa asks a series of questions to help zone in on the size and type of company that will allow Andrea to thrive. 

Questions Examine:

-       The benefits of large vs small companies

-       Finding the right niche and a company that inspires her

-       Getting clear on career goals- then creating an effective resume 

In the analysis: Rate importance 1-10

Learning and growing

Risk (start up vs firmly planted company) 

Autonomy

Flexibility with hours or work remote 

People 

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Kaitlin moved from the education field to a fast-paced project management position for a Fortune 500 company. She recently learned that her role is the result of combining 3 different  roles and is overwhelmed by her responsibilities.

How do I prioritize and accomplish a large workload without being taken advantage of?

What is the best way to determine a position’s stability or resistance to layoffs?

AND

Is it wise to make a lateral career move (or even a step backwards) to accommodate a better work-life balance?

Tessa shares tactics to improve work efficiency and her concept of “managing the manager.” 

She also discusses the importance of "Becoming Comfortable with Conflict" (one of her 5 steps for career growth). 

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Tessa speaks with Jordan, an HR evangelist at EddyHR. EddyHR is a local payroll and HR company that targets the deskless worker to help hire and retain employees. Tessa and Jordan discuss the nuances of today's job market and what employees really want. Topics include the following: 

•  The importance of employers being truthful in job postings 
•   Pay for remote work and competing with other states
•   How to create jobs and which benefits speak to employees
•  Using key measures of success to determine compensation 

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Namarata works in accounting and has recently become a middle manager. She has questions about the progression of her career. 

How do you become a senior manager? 

What makes a good middle manager?

How do you show variety on a resume when you've held several different positions within the last 10 years but all within the same company? 

Do things like using PTO or working remotely affect your chances for promotion? 

“Manager Mantra” 

1) When handling a situation with an employee, ask yourself, “If I were in a similar situation, is this how I’d want to be treated?” 

2) No surprises.  Talk to someone about an issue at the proper time, not too soon or too late. 

3) When handling a situation, ask yourself, “If everyone saw this, would it make sense to them?” (Am I being fair?)

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Melissa has 13 years of experience in staffing and recruiting but no college degree. She has a pending job offer and isn’t sure how to proceed with pay negotiations.

Does the absence of a college degree hinder potential income or the ability to progress professionally?

How do you know what salary to ask for, and how do you use leverage to secure a salary at the high end of a range?

Find free downloadable Interview Guide on theJobDoctor.com 

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Josh is a software engineer that is trying to break into management in the healthcare space. He is being proactive and making connections but not getting the buy-in he needs to make an impact.

What is the best way to present innovative ideas and processes to management? What will make them most receptive to input?

 If you have skills specific to leadership, is there a way to bypass the traditional promotion ladder that rewards individual contribution?

 Are there certain markers that indicate whether a company is invested in growing its employees?

 Tessa shares her 5 Elements of Politics

Is your company

1)      Speed: Fast or slow

2)      Autonomy: Independent or collaborative

3)     Line of sight: Short term vs Long Term

4)      Innovation: Inventive or more traditional

5)      Experimentation or get it right first time

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What is the number one thing you look for on a resume with considering new graduates?

-          Is your education relevant to job (which specific classes are)?

-          GPA if good

-          Other activities- Student Government etc.

-          Outcome you got as an intern

-          First 1/3 resume most important- value proposition

-          Linked in style recommendation at bottom of resume

How do I find a company that’s a good fit for me?

-             Maximize your resume using value propositions, outcomes, specific course, and other creative strategies

-             Consider differences between small and large companies and KNOW THYSELF

-             Try “playing in the gap” even as an intern

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Whitney is a director of implementation in SAAS industry and has experienced challenges managing her younger employees.

 How do you address issues such as entitlement, taking too much time off, demanding incentives, and turnover?

What options are available to help employees cope with work-related stress?

1)      Shorten the cycle between rewards

2)      Get clear with people on how they can grow

3)      Offer multiple options for pay and benefits

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