Learn the Process of Career Exploration

Learn the Process of Career Exploration

What is meant by Career Exploration?

Career exploration is considered to be the second stage of the career planning process. During the first stage, a self assessment, you learn about your personality, interests, aptitudes, and values. After using several tools to collect this information, you’re left with a list of careers that are a great fit for someone with traits similar to yours.

However the careers on your list appear to be suitable, it doesn’t mean you can merely go ahead and randomly choose any one of them.

There are other things to consider. Each occupation has characteristics that will make it a better concept to select some over others.

Since you can merely have one career at a time, your aim, after learning about all the careers that might be a good fit for you, is to instantly have one remaining that is the BEST fit. Try not to eradicate any profession from your list until you do some research, even if you think you know something about it. You might be surprised by what you learn when you dig for information. If you cross a career off your list due to some preconceived notion, you could end up eliminating one of your best options.

Initiate With the Basics for Career Exploration

At first, you’ll merely need to gather some basic information about each occupation on your list. Let’s assume you have a list of ten careers. Before spending a lot of time on in-depth research, do certain preliminary fact-finding that will permit you to narrow down your list.

This will involve looking at a job description and labor market information, including job outlook, median salary and educational and training needs.

The Occupational Outlook Handbook, issued by the US Bureau of Labor Statistics, a government agency, does a great job of presenting basic career information.

Another beneficial resource is the O*Net Database, sponsored by the US Department of Labor/Employment and Training Administration (USDOL/ETA) through a grant to the North Carolina Department of Commerce. You can also read individual career profiles or delve into careers by field.

After learning about all the occupations on your list you’ll find that several of them do not appeal to you. This could be for a variety of reasons. For instance, you might decide that you would not enjoy the job duties of a particular occupation or that you cannot or do not want to meet the educational and training requirements. The earnings might be lower than you thought they would be or the job outlook tells you that employment opportunities will be poor. After completing your preliminary research you will be left with a list that contains between 3 and 5 careers on it.

Delve Deeper

After you narrow down your list of career choices, your research should become more involved. You’ll need to learn what working in the field is actually like before you actually work in it. The great way to do this is to talk to individuals who do.

  1. Figure out who, in your professional network, knows individuals who work in the field or fields in which you’re fascinated, or inquire around to see if any of them have contacts who do.
  1. Set up informational interviews with anyone who has experience working in the careers you’re considering. Those whose experience is more recent make better subjects.
  2. See if any of those individuals are willing to let you shadow him or her on the job for a day or two.
  3. Consider doing an internship to learn about a work field and get experience.

After you complete your in-depth research, you should be capable to determine which career exploration is a good match for you. Try not to get too frustrated if you cannot make a decision by this point. You might not have enough data yet. Continue to do more research until you can comfortably select the best career for you.

Tips to Give Useful Feedback that Assists Employees Improve

Tips to Give Useful Feedback that Assists Employees Improve

Make your useful feedback that can have the impact it deserves by the manner and approach you use to give performance feedback. Your feedback can make a difference to individuals if you can neglect provoking a defensive response. These guidelines will help you to develop performance.

How You Can Best Give Useful Feedback:

  1. Effective employee useful feedback is specific, not general. For instance, say, “The report that you turned in yesterday was well-written, understandable, and made your points about the budget very effectively.” Do not say, “Good report.” One of the purposes of effective, constructive feedback is to let the individual know the particular behavior that you would like to see more of from him. General feedback like a pat on the back makes the employee feel good momentarily but does not do a great job of reinforcing the behavior.
  1. Useful feedback always concentrates on a specific behavior, not on a person or their intentions. (When you engaged in competing conversations during the staff meeting, while Mary had the floor, you distracted the other people in attendance. As an outcome, point of Mary was partially missed.)
  2. The best feedback is sincerely and honestly given to help. Trust me, individuals will know if they are getting it for any other reason. Most people have internal radar that can easily detect insincerity. Keep this in mind when you provide feedback.
  3. Victorious feedback explains actions or behavior that the individual can do something about. If you can, give any tools, training, time, or support that the person requires to successfully perform as you need her to perform.
  4. Whenever possible, feedback that is requested is more powerful. Inquire permission to give feedback. Say, “I’d like to give you some feedback about the presentation, is that okay with you?” This gives the recipient certain control over the situation which is desirable.
  1. When you share information and particular observations, you are offering feedbackthat an employee might use. It doesn’t include advice unless you have permission or advice was requested. Inquire the employee what he or she might do differently as a result of hearing the feedback. You are more likely to help the employee change his approach than if you tell the worker what to do or how to change.
  2. Whether the feedback is positive or constructive, give the information as closely tied to the event as possible. Effective feedback is well timed so that the worker can easily connect the feedback with his actions.
  1. Effective feedback includes what or how something was done, not why. Inquiring why is asking people about their motivation and that provokes defensiveness. Ask, What happened?  How did that happen? How can you stop that outcome in the future? How can I’ve done a better job of helping you? What do you require from me in the future?
  2. Check to make certain the other person understood what you communicated by using a feedback loop, like asking a query or observing changed behavior. Set a time to get back together to discuss whether the feedback changed performance and whether any extra actions are needed.
  3. Victorious feedback is as consistent as possible. If the actions are great today, they are great tomorrow. If the policy violation merits disciplinary action, it should always merit disciplinary action.

How to Provide Effective Feedback

  1. Useful feedback is communicated to a person or a team of people regarding the effect their attitude is having on another person, the agency, the customer, or the team.
  2. Positive feedback includes telling someone about good performance. Make this feedback timely, specific, and frequent.
  3. Constructive feedback alerts an individual to an area in which his performance could make better. Constructive feedback is not criticism. It’s descriptive and should always be instructed to the action, not the person.
  4. The main intention of constructive feedback is to assist people understand where they stand in relation to expected and/or productive job behavior.
  5. Recognition for effective performance is a strong motivator. Most people need to gain more recognition, so recognition fosters more of the acknowledged actions.

Top Significant Ten Leadership Skills

Top Significant Ten Leadership Skills

Whether one is an office manager or a project leader, entire great leaders need a number of soft skills to assist them positively interact with workers or team members. Employers seek these skills in the candidates they employ for leadership skills. Here are the top ten significant leadership skills that make a strong leader in the workplace.

Top Significant Ten Leadership Skills

  1. Communication

As a leader, you require being capable to clearly and succinctly explain to your workers everything from organizational aims to particular tasks.

Leaders must master all types of communication, involving one-on-one, departmental, and full-staff conversations, as well as communication through the phone, email, and social media in order to acquire leadership skills.

A large part of communication includes listening. Therefore, leaders should develop a steady flow of communication between themselves and their staff or team members, either through an open-door policy or regular conversations with workers. Leaders should make themselves regularly available to discuss problems and concerns with employees.

  1. Motivation

Leaders require inspiring their workers to go the extra mile for their agency; merely paying a fair salary to workers is typically not enough inspiration (although it is significant too). There are a number of ways to motivate your workers: you might build employee self-esteem through recognition and rewards, or by giving employees new responsibilities to increase their investment in the company.

You must learn what motivators work best for your workers or team members to motivate productivity and passion.

  1. Delegating

Leaders who attempt to take on too several tasks by themselves will struggle to get anything done. These leaders mostly fear that delegating tasks is a sign of weakness, when in fact it is a sign of a strong leader.

Hence, you require to identifying the leadership skills of each of your employees, and assign duties to each employee based on his or her skill set. By delegating tasks to staff members, you can concentrate on other significant tasks.

  1. Positivity

A positive attitude can go a long way in an office. You should be capable to laugh at yourself when something does not go quite as planned; this assist develop a happy and healthy work environment, even during busy, stressful periods. Simple acts like asking workers about their vacation plans will establish a positive atmosphere in the office, and raise morale among staff members. If employees feel that they work in a positive environment, they will be more likely to want to be at work, and will therefore be more willing to put in the long hours when needed.

  1. Trustworthiness

Employees require being capable to feel comfortable coming to their manager or leader with queries and concerns. It is significant for you to demonstrate your integrity — employees will only trust leaders they respect. By being open and honest, you will motivate the same sort of honesty in your employees.

  1. Creativity

As a leader, you’ve to make a number of decisions that don’t have a clear answer; you therefore require being able to think outside of the box.

Learning to try nontraditional solutions, or approaching issues in nontraditional ways, will assist you to solve an otherwise unsolvable problem. Most employees will also be impressed and inspired by a leader who doesn’t always choose the safe, conventional path.

  1. Feedback

Leaders should constantly look for opportunities to deliver beneficial information to team members about their performance. Although, there is a fine line between offering employees advice and assistance, and micromanaging. By teaching workers how to improve their work and make their own decisions, you will feel more confident delegating tasks to your staff.

  1. Responsibility

A leader is responsible for both the successes and failures of his or her team. Hence, you need to be willing to accept blame when something does not go correctly.

If your employees see their leader pointing fingers and blaming others, they will lose respect for you. Accept mistakes and failures, and then devise obvious solutions for improvement.

  1. Commitment

It is significant for leaders to follow through with what they agree to do. You should be willing to put in the extra hours to complete an assignment; employees will see this commitment and follow your example. Similarly, when you promise your staff a reward, like an office party, you should always follow through. A leader cannot expect workers to commit to their job and their tasks if he or she cannot do the same.

  1. Flexibility

Mishaps and last-minute changes always occur at work. Leaders require being flexible, accepting whatever changes come their way. Employees will acknowledge your ability to accept changes in stride and creatively problem-solve.

Similarly, leaders must be open to suggestions and feedback. If your staff is dissatisfied with an aspect of the office ambiance, listen to their concern and be open to making essential changes. Employees will acknowledge a leader’s ability to accept suitable feedback.

Interviewing Tips for Shy Person

Interviewing Tips for Shy Person

As a shy person, the concept of interviewing for an internship or a job might develop extreme anxiety even when you are merely thinking about what you are going to say. You may consider to yourself, “how can I possibly talk about myself in a positive light when I really have nothing to say.” The reality is that there are several advantages to being shy person which can be very useful for an internship or job interview.

Interviewing is commonly not a simple situation for anyone but for someone who tends to be on the shy in social situations, merely the thought of speaking to someone about their knowledge, skills and initial academic and professional experiences can be highly challenging and even a little scary.

The great news is that there are tips you can use to assist prepare yourself before going into any interview. These strategies can assist change your perception of the situation and help you prepare so that you are bound to get a more positive result. Several interviews fail due to a deficiency of effective communication.

As an interviewee, two things you require considering are your verbal and nonverbal communication. It is extremely significant that you understand and master how you come across to other individuals.

It is through your interactions with the employer that will determine the end result. Since first impressions are usually made within the first 60 seconds of any interaction, it is vital that your grooming, confidence, and nonverbal attitude form a positive response. The first and last minute of any interview is critical– so using those two minutes to wow the interviewer can increase your chances of being selected for the internship or the job.

Tips to Impress an Interviewer at the Start and End of Any Interview

First off it is significant to concentrate on your nonverbal behavior. Nonverbal behavior can either make or break an interview even before saying a word. It is frequently nonverbal attitude that speaks the loudest while it is something we might be least aware of when preparing for an interview.

Top 5 Nonverbal Behaviors of Shy Person for Victorious Interviewing

  1. Dress for Success First and foremost, if a candidate shows up for an interview poorly groomed and wearing street clothes, there is commonly nothing that can happen in the interview that will assist change the interviewer’s first impression. It is significant to comprehend the company environment to decide on the suitable dress, but good grooming can also turn the employer off if a candidate is slack in his/her personal hygiene. In addition to dress and grooming, attention to detail is significant as well. It involves well-manicured fingernails, polished shoes with small or no heel, little jewelry, and no perfume. Any kind of body art or tattoos should also be downplayed as much as possible.
  2. Straight Eye Contact Being capable to look someone straightly in the eye when speaking shows confidence and creates credibility in what you’ve to say. Have you ever spoken to someone who seems distracted and fails to maintain eye contact when they are speaking? How did you feel? Commonly, a deficiency of direct eye contact when listening or speaking leaves the other person feeling disconnected and with a sense that the person lacks confidence and an ability to stand by their convictions. It can also make the other individual doubt what you’ve to say and question your skills and ability to do the job since you fail to look them in the eye when speaking. Maintaining direct eye contact can be easy to learn once you are aware of its importance. To make sure that you are searching someone in the eye, be sure to inquire a trusted family member or friend how you’re doing.
  1. Great Posture Maintaining good posture throughout the interview indicates confidence in yourself and interest in what the other person has to say. Again, like straight eye contact, great posture is mainly about awareness and understanding its significance. Leaning forward slightly also demonstrates the employer that you are engaged in the conversation and interested in learning more about the position and the company.

Facial Expressions One of the first pieces of suggestion I give when assisting someone prepare for an interview is – don’t forget to smile. Smiling demonstrates a sense of confidence and also shows the employer that you actually need the job. A good sense of humor can also be very appealing, but it is vital to take the interviewer’s lead and ignore telling any jokes.

Suitable Body Language Small hand gestures and movement of the body are things to consider when interviewing for a job. Some individuals tend to be more expressive than others, but the key here is to use precise hand gestures and body movements that won’t overwhelm the interviewer.

The key to great interviewing is practice, practice, practice. Mock interviews can also be very beneficial for shy person when preparing for an actual interview.

How to Answer One of the Hardest Interviewing Queries

How to Answer One of the Hardest Interviewing Queries

Out of all of the hardest interviewing queries that interviewers inquire, I find the hardest one that students dread the most is, “Please explain your strengths and weaknesses”.

When discussing “strengths” students mostly feel uncomfortable since they aren’t sure what the employer is searching for in an answer. Additionally, students often feel like they are bragging about their skills and achievements when they discuss their strengths in a cover letter or interview situation.

Comprehending where the employer is coming from will make this question simpler to answer.

First of all, it is most likely that the employer is interviewing more than one candidate. In that case, answers given to these questions will be evaluated and compared to those of other applicants.

Tips when answering hardest interviewing queries in an interview:

  1. Ignore the use of vague, negative, or unimaginative answers. Using vague words like probably, maybe, usually, etc., are not productive in an interview.
  2. Be particular and give instances, whenever possible. Provide specific instances of previous coursework or work experiences that elaborate relevant skills deployed on the internship/ job qualifications or description.
  3. Assess your strengths by recognizing your skills. Skills can be based on three areas: knowledge-based, transferable, and personal characteristics or traits. Knowledge-based skills involve previous coursework or work experience that needs a certain level of expertise. These are skills deployed on learning, like: language, computer, laboratory, technical, etc. Transferable skills are those that are useful in several work environments, like: communication, interpersonal, problem-solving, etc. Personal characteristics or traits involve personal values and work ethic. Individuals who work hard and complete their work based on their personal value system, develop a powerful work ethic that is acknowledged by most employers.

The “weaknesses” query is surely the more difficult of the two queries to answer. The significant thing to keep in mind is that the interviewer is searching for relevant information on which to base a hiring decision. Consequently, it is primary to find a way to turn the “weaknesses” question into a positive by first identifying the weakness and then illustrating specific strategies you have used to turn the weakness around.

Offering examples of ways you’ve worked to overcome your weaknesses in the past provides interviewers with a sense of confidence that you’ll find solutions to the challenges and issues you encounter in a future internship or job.

However the answer you give to any one hardest interviewing queries into an interview will commonly not be the deciding factor between getting employed or not (unless you make a huge blunder), maintaining a positive and can-do attitude will give the employer with a positive impression of your skills and accomplishments and a sense of confidence in your ability to do a good job.