• Holiday Job-Search No No's – Don’t Pass Out Your Resume at Parties

    by Shawna Williams

    The holidays are a time of celebration, reflection and excitement. We celebrate the successes and reflect on the shortcomings of the previous year, yet we are filled with excitement of the New Year to come. A good friend of mine wrote to me this week and said, “I’m looking for opportunities where I get to do what I love to do and have the opportunity to make more money. I’m exploring; it will be fun to see what comes to me in the New Year.”  

    So many of us, though, do not take advantage of the opportunities that are afforded to us during the holidays, or we fall victim to the holiday job-search blunders.

    It’s easy to talk about the benefits of continuing your job search during the holidays: Less competition with fewer people actively looking, easier to connect with decision makers because of less hectic calendars, newly created openings, and holiday parties present opportunities to network.

    But what about the mistakes that people make during the holiday season? The following holiday bloopers could prevent you from job search success:

    Don’t Drink Too Much and Cry about How you Lost Your Job. The most unattractive guest at the holiday party can be you if you drink too many martinis and cry on your neighbor’s shoulder about how you lost your job, and the job search is so difficult. You are your personal brand. Don’t ruin it at the holiday party. Find confidantes that you can vent with and share your feelings of frustration and anxiety. Put the drink down and focus on networking with potential “customers.”

    Don’t Hand Out Your Resume at The Christmas Party! Holiday parties, church gatherings and school events are excellent opportunities to meet new and exciting people. It is also ...

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  • Power of Persuasion: Helping Employees Embrace Change

    By Dr. David Miles, OI Partners – MilesLeHane Companies


    In today’s ongoing tumultuous environment, both in for-profit and not-for-profit market space, change in organizations is exceeding the pace that most individuals can adapt to comfortably. As organizations merge, restructure their models of operations, downsize, disappear or are collapsed into other divisions, many experience a level of fear and resistance to the pending new work environment. 


    Unfortunately in these processes, little attention is paid to the building blocks that we all need to understand how we should function in our new environment or new organization. It all comes down to the concepts we know as: a) organizational “culture” and b) your own individual “values.”


    Leadership needs to interact by clearly explaining the Vision and Values of the new organization along with the strategic goals. Without everyone understanding and adopting the ideals, the road to pursuing the stated results will be daunting.


    Leadership must keep in mind that the process is not natural but can be accomplished.


    First let us look at “Cause of Change.”  There are four basic categories of how and why change is happening:

          Informed Change

          Imposed Change

          Involved Change

          Initiated Change (usually by you or others collectively)


    Of the four “I” change classifications; only the last one will have the least-to-no resistance. The other three definitely require leaders to take action before the organization can maximize its new potential. Talk to everyone, in person if possible, and ask them what they believe to be the reasons why the change is necessary. Be honest and open, but have everyone informed as to why.


    Once all have a full understanding as to the “Cause of Change” you need to identify the key change components that will be required. There are five ...

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  • Are Resumes and Cover Letters Outdated?

    by Kathie McCloskey, OI Partners - Quest Management Consultants


    In a world of LinkedIn and other social media sites as well as personal web pages, what role do traditional resumes and cover letters now play? The answer to that question is complex.


    While it is true that social media and personal web pages are changing the landscape of job search and providing additional avenues for recruiters to learn about job seekers’ skills, what remains constant is the need for a good, basic marketing strategy. Marketing terms like Reach, Frequency and Message apply, not only in the world of advertising, but also in the job search.


    A job-search marketing plan will include ways to Reach as broad an audience as possible with job seekers’ Message on a Frequent basis.


    Let’s define the audience. The audience is any recruiter, hiring manager or potential networking contact. All 3 of these groups will want insight into job seekers’ skills/competencies and value-added accomplishments over the course of their careers. 


    LinkedIn, Facebook Google+ and other social media profiles, as well as personal web pages, will Reach any of the above groups who actively participate in those platforms and are there looking to engage with candidates. Profile updates that automatically Reach a target audience achieve the Frequency objective, as well.


    But candidates can’t forget about recruiters who, perhaps because of their comfort level or maybe because of the size and sophistication of the hiring organization, tend toward more traditional approaches to learning about available talent. They are often part of organizations whose recruiting methodology includes web-based talent acquisition and recruiting software. Such software provides candidates the opportunity to extend their Reach and Message by typing in their employment history and uploading both cover letters and resumes. 


    Cover letters and resumes are very often the ...

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  • Corporate Strategy: Defining and Incorporating It into Your Daily Action Plan

    by Susan Ruhl, OI Partners Board of Directors


    What is corporate strategy? By definition, corporate strategy is “the overall scope and direction of a corporation and the way in which its various business operations work together to achieve particular goals(BusinessDictionary.com).


    When I hear definitions like this, I think, “What does that mean to me?” To me, corporate strategy is the creation of the roadmap necessary to get a company to a desired outcome. Understanding where the company is, where you want it to be and how it’s going to get there is essential in creating a proactive strategy that leads to growth.


    Strategy is proactive in that companies must be constantly assessing their current strategy, company values and current trends to know the validity of their plan. The risk of not evaluating, changing and improving can be significant - your competition is almost certainly changing and moving ahead, and you are likely to be left behind in terms of efficiency, reputation and financial success if you do not learn lessons and appreciate what factors may influence your likely success in delivering your business goals. 


    Strategy should be continuously updated and running in the background as you determine trends and patterns while your business develops. The day-to-day activities will inform the strategy but treating strategy as a reactive function will mean that you fail to move forward your vision of what the business could become. If you are spending all your time taking reactive measures, then it’s time to get rid of your strategy and start again.


    Once we have determined where we are going and how we are getting there, we need to ask ourselves, “Do our daily actions demonstrate that we understand and have internalized the road map to move toward our ...

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The vOIce

The vOIce is written by many of the managing partners of OI Partners. Topics include our ideas on how you or your organization can be effective in areas related to career development, executive development, workforce development, career transition and more.


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