Did you ever hear the rule about giving the difficult job to the laziest guy in the office because he will find an easier way of doing it?

Or the one from the manager’s handbook, where you insist upon teamwork, so there is always someone else you can blame?

The modern workplace is built on rules.

Some are for our health and safety, some are to support a positive and productive culture and others are to ensure that no one takes all of the tea spoons out of the communal kitchen.

For a number of years I worked as a technical writer, constructing policies, procedures and principles. My job was to create, communicate and embed rules into the organisation.

But there are other rules out there that you won’t find in a staff handbook or listed on a company website.

These are the “rules” that are whispered at you in a workshop or discussed over coffee after your performance review.

Like the other, formal rules that underpin the daily workings of the office, these are designed to uphold the existing culture and to make all employees think and act in a similar fashion.

But instead of creating a supportive and positive workplace, I believe they do the opposite.

Dos and Don’ts

Rules are important.

We all value the parameters that, even loosely, remind people how to behave and ensure a safe and familiar workplace.

But rules are often created with the majority in mind. In other words, in a largely male-dominated environment, the rules might lean more towards the interests, needs and behaviour patterns of male employees.

This is particularly the case, in my experience, of those “unwritten” rules.

Things are certainly a lot better than the days when government policy dictated that women had to resign if they fell pregnant, (Don’t you love that term “fell”, as if the woman tripped over her reproductive system and is now plummeting down a hole at high speed?), but many workplaces are still out of step with the interests, needs and behaviour patterns of women.

To be fair, I have encountered most of these misguided “rules” in quite traditional environments, where the culture encourages tough, inflexible attitudes.

But no matter the type of workplace, it is important that all workers keep an open mind about the rules and assumptions that they encounter.

Try asking yourself:

• Are the “dos and don’ts” still applicable or are they a hangover from another era?
• Do they really apply to the way women want to do business?
• Are they still “rules” simply because no one has ever challenged or revised them?

Five Unwritten Rules to Send to Archives

I’ve selected five of the “rules” that I believe woman in the workplace should always question.

1. Look Out For Number One
   This is obviously a short-sighted approach, unless you’re a solo astronaut or a lone researcher in Antarctica.

   Humans are social animals, who work best as a team.

   By identifying the interests and objectives you share with those around you and by pursuing these mutual goals as a team, the rewards grow exponentially.

2. Only Ask Questions You Already Know The Answer To
   Isn’t this what students are taught on their first day at law school? I was once admonished by my male superior for not following this rule at a board meeting.

   To me this is a limiting, controlling and even an arrogant assumption. Unless you are grilling a witness, (I personally prefer toast with jarlsberg cheese), I believe it undermines the fact that we learn best by getting involved.

   By definition a conversation is two-sided and should invite unknown elements.

   I believe it is far more important to be impressive in your ability to learn, apply and improve upon new information.

3. Never Lose Your Cool
   I was raised on the image of a businesswoman in an iron-grey suit with shoulder pads the size of surfboards and the sort of icy demeanor that lowers the temperate of every room she enters.

   This, of course, was due to watching too many daytime soaps.

   In reality, our energies gravitate towards the things we feel passionately about. I believe passion, enthusiasm and commitment are essential to success.

   Ranting and raving should be left with the out-dated suits, but by not speaking up we are devaluing our opinions and beliefs.

4. Be One Of The Boys
   Not only is this physically possible, but it also assumes that being one of the boys is better than being one of the girls!

   I believe that in business it is important to bring something unique to the table. Rather than mimicking male colleagues, women who use their “outsider’s” perspective can often look outside the box for new strategies and solutions.

   Rather than fitting in with the majority I believe in being an “outsider” who is an outstanding contributor.

5. Stick Together, No Matter What
   Sound a bit high-schoolish? I couldn’t agree more, but I encountered this particular rule not in my role as a school teacher, but in the corporate environment during a sexual harassment case.

   Maybe this is part of the “buddy” mentality, where loyalty is valued more highly than principle, but ultimately sticking together for the wrong reasons leads to division.

   Standing out for the right reasons is why we were all gifted with our independent, inquiring minds.

   In my book it is better to be “black balled” than ashamed of betraying your beliefs.



If my comments on these rules seem unfair to you, or my viewpoint too one-sided, I take that as fair criticism, but I have personally experienced all of these “rules” in the modern workplace.

I now prefer to live and work by the assumption: Just because you say it, doesn’t make it true!

We all know that people enjoy doing what they are good at.

Similarly, if we focus our energies on pursuing our passion, we are pretty certain of become a huge success at doing what we love… Right???

Unfortunately being passionate about something does not guarantee success.

If it did:

• Writers, painters and poets would be less worried about finding a muse and more focused on finding the prefect million-dollar mansion…
• Waiters and waitresses in Hollywood would be about as plentiful as the dodo bird…
• Bloggers would have to pay for comments, because we would all be happily posting great articles instead of writing insightful and interesting things on the gurus’ sites…

Perhaps that was a bit too close to the bone…

but anyone who has tried to make their passion pay understands that the financial rewards do not accumulate in a manner directly proportionate to your blood, sweat and tears.

So does this mean we all need to surrender to the 9-5 noose and forever restrict our passion to Sunday afternoons?

Earning from Your Yearning

I believe that making your passion pay is the only option for people who really love what they do.

If you’re an artist or a writer, a cartoonist or a comedian, what is the alternative? To not try to make it your way of life?

For most people who are really passionate – and not the weekend warrior variety who are content to busk with a harmonica in train stations, express themselves artistically with a spray can or write advertising copy – there really is no other option than to try to make a living from what they love.

So here are my tips for filling your pockets with your passion:

1. Know the Road Ahead – The first thing you need to come to grips with is the difference between a hobby and a career. A hobby is messy and fun and limitless. If you want to you can be the first human being to knit a woolen tea cosy for your house. But a career is structured. It requires planning, organisation, cooperation and administration.

   It’s also important to recognise and understand the opportunity cost to pursuing your passion full-time. You know all those reasons you’ve been going in to the office for the last ten years – the regular pay cheque, the holidays, the staff functions? All of those benefits are the flip side to making a go of following your dream. Having said that, the perks of making your passion pay can also be messy, fun and limitless!

2. Find Your Yoda – This Jedi knight was old and gnarled because he had put in the hard yards all across the galaxy. If you want to make your passion pay, you need to move from apprentice to master and there is no better way to learn and grow than through imitating experience. A mentor can teach you both about the successes and pitfalls of your trade, until you are a “force” to be reckoned with!
3. Start Small – When your passionate about something you expect everyone else to feel the same way. You want respect and rewards equivalent to all of your hard work. But sometimes we need to put our ego on hold and start small. Maybe you’re destined to become an online mogul or the owner of a chain of franchises, but by selling on eBay or by peddling your product at the local market, you may not be making the big bucks but you are absorbing some very important knowledge and skills, while minimising your risk.
4. Be a Winner - It is not simply good enough to write a brilliant novel and leave it in your foot locker waiting for it to be discovered. You need to take your passion to the people. Get feedback, whether it be constructive or not. Enter competitions where you can learn from both the masters and your peers. If you have worked hard at your art, you might even make it to the top of the pile and the recognition could open important doors all the way to the bank vault.

While all of these tips can help you get your passion from the lounge room floor to the boardroom table, there is an important question you need to ask yourself before you bury your noose in the sock drawer. This is about knowing your heart.

Is it the vision of being skilled, respected, inspirational and active in your field of choice that you yearn for, or is it just a means to an end?

In other words, do you really want to be successful at what you love, or are you just in it for the big bucks?

If it is money that matters most, then your passion is probably not going to last the distance and I suggest you explore a money-focused endeavour!

In Australia today, women make up about 50% of the workforce.

Not too impressive, given that women are half of the population?

Let’s keep in mind that this is on top of having children, rearing children, being active in schools and the community and caring for elderly parents.

So what is important to this very busy, influential group about the current – and future – workplace that they inhabit?

Anyone who works has some basic expectations.

They include the ability to:

• fulfill their primary material needs and obligations through appropriate remuneration
• feel as if they fit into and make a positive contribution to society
• feel a sense of accomplishment and recognition for their efforts
• meet and interact with people who value and respect them

These above expectations, when met, fulfill the basic, human requirements of security, acceptance, growth and community.

Five Things Women Really Want

But lets put done the clipboard and get a little bit closer to the action.

There are other factors at play in the modern workforce that need to be acknowledged. They include:

1. To be in a position of control – this doesn’t mean to be wearing a name badge or to have your picture in the foyer.

   People want to be able to set and measure goals, to impact decisions, to have clear lines of responsibility and to be recognised for personal achievement.

   Sample of this want not being met – “I do all of the work and my manager gets the bonus!”

2. To be part of a system – this doesn’t mean to be a faceless cog in an enormous machine.

   People want to have clear parameters and guidelines, to be recognised for meeting and surpassing agreed standards, to have pay tied to a performance scale and to be given regular feedback and support.

   Sample of this want not being met – “She tells me off for not doing it right, but she never explains what she wants in the first place!”

3. To be in the know - this doesn’t mean to have your hand on the personnel files or to be in charge of the company newsletter.

   People want to be able to understand management decisions, to be aware of major changes in the company, to receive timely information and communication and to be included in meetings.

   Sample of this want not being met – “They never told us that they were going to appoint a new Head of Division!”

4. To be able to grow – this doesn’t mean to be given so much work and additional responsibility that you grow roots into the office floor.

   People want to be stimulated by new experiences, to be given access to new information, to be encouraged to undertake formal training and development, to be encouraged to map their career paths and to be part of successful teams.

   Sample of this want not being met – “The last time I attended training was on my first day, when I was inducted.”

5. To have strong leaders – this doesn’t mean to be at the mercy of “toe-cutters” or seargeant-majors.

   People want to feel secure in the company direction, to have clearly articulated and implemented policies and procedures, to have an opportunity for input and feedback and to have a support system that understands their role and requirements.

   Sample of this want not being met – “They live in their ivory tower and never bother seeing where the real work is done.”

So can employers simply “tick the box” on each of the above and feel that they are meeting the needs of women workers?

Women at Work Today

Let’s look at the position of women in today’s workforce in a broader context.

The role of women has changed radically in the last century. As with any change, this has led to increased opportunities, but also greater expectations and pressures. Women are now often not only the “domestic support” for their husbands or partners, but are also the “domestic support” for themselves!

In an effort to not appear like a “workplace whiner” women often keep quiet about the unrealistic workload of combining full-time jobs both at home and at work.

As women also make up a small proportion of the decision-makers (whether in government, industry or corporations) the issues of women in the workplace are rarely on the agenda, let alone integrated into policy.

Having worked in a variety of roles and industries (from fridge stacker at a supermarket to a high school teacher to a cook in an English manor house to General Manager of a large organisation) I believe that there is a shared “Wish List” of many women workers, regardless of their age, position or ambitions.

These are fundamental changes to the way they work, the environments in which they work and to the workplace of the future.

The Wish List of Women Workers

• To have the same career opportunities and professional recognition that is offered to their male counterparts
• To be able to participate in the workforce as much as they choose – not hampered by a lack of child-care arrangements, promotional opportunities etc
• To have tangible evidence of employers’ commitment to family-friendly policies, rather than just posting them on websites and in employee manuals
• To have positive female role-models in the workplace who actively support other women and maintain balanced work/home lives
• To have an appropriate work environment in place for their children, so that when they enter the workforce it will be an even more positive, supportive experience
• To have the same access to training and promotional opportunities as full-time employees, given that women make up the vast majority of part-time workers
• To have organisations that don’t penalise women for potential parenting responsibilities, forgoing employment or promotion in the fear of impending pregnancy
• To have real mechanisms in place to facilitate a more equitable division of labour in the home and family
• To have opportunities to work smarter rather than harder, so that punishing work hours are curtailed and home-based activities are supported

I don’t know if items on this wish list have already been ticked off in other countries – I certainly hope so!

If you have any wishes not captured here or any comments on women in the workforce, please let me know.

The more we talk about it, the more we change it!

Have you ever found yourself standing before an audience – all of your attention focussed on delivering your careful, controlled presentation – when a voice calls out the sort of cheeky remark that stops you dead in your tracks?

Welcome to the world of the workshop facilitator!

The thought of standing before your peers like a sacrificial goat tied to a stake might reduce you to the foetal position. Do not think that you are alone.

Along with strapping ourselves into an aeroplane seat and getting up-close and cuddly with over-sized arachnids, public speaking still ranks as one of our all-time greatest fears.

Recently I was facilitating a workshop for fifteen hostile conscripts. Within the first five minutes (which were punctuated with yawns, shuffling feet and vibrating mobiles) one of them decided to contribute to the session by saying, “Listen lady…” in an exaggerated drawl, then launching into a lecture about how he had “heard all this before.”

A number of things happen at a moment like this:

1. The workshop bully gets his moment in the sun and finds he likes it,
2. The other conscripts become either amused or embarrassed – but either way they are distracted from the business at hand, and
3. Most importantly, the workshop process and flow is disrupted, and pressure is placed on the facilitator to regain control.

The good thing about being an experienced facilitator is that you have also “heard all this before.” Skeptical -and often hostile – participants are part of a day’s work.

So what things should you remember and apply in a moment like this? Try the following:

• Pretend you are a Real Person – you may not have settled fully into your facilitator role and are probably being viewed by your audience as a “talking suit.” Inject some humanity into your presentation by using a different tone, body language or by poking fun at yourself.
• Cut to the Chase – even though you may be saving the good stuff for later in your presentation, introduce it early to give the group something to focus on. This should give them an understanding of where you are headed, the significance of the workshop and will help re-align their expectations about your purpose.
• Inflict the ‘Role-play’ – put some of the onus on them by getting them involved in an activity. This takes the spotlight off you and gives them something to focus on other than picking holes in your presentation. This also helps them to understand that you are working with them, not for them.
• Break the News – Tell them something they haven’t heard before! Have some interesting statistics, analogies or anecdotes up your sleeve.

If all else fails, (and take heart that most of the teachers, trainers, managers and facilitators I’ve ever worked with have all had a ‘session from hell’), then start reciting your professional mantra. I’m sure you have heard all mine before, so I’ll leave it up to you to develop your own!

Just as an addendum to my post on “Take the Plunge and Become Your Own Boss”, (Women & Work) I thought I’d strangle the analogy a little more…

I have worked in a variety of “pools”, from government-run Olympic-sized pools, to private businesses so small they risk evaporating altogether ever summer.

Unfortunately there are still a lot of businesses out there that I’d call a “pond” over a pool” – let me strap on my wings and give you a birds-eye-view of one of the ponds of my past!

When I Was a Happy Duck

Some of the best years of my professional life were as a duck. Working for a wonderful mentor who set boundaries and offered guidance and inspired others through her own passion and commitment, I happily circled the employee pool.

I was a happy, lucky duck.

I worked reasonable hours and was adequately paid and had a clear understanding of where I was in the pecking order. Structure, stability and familiarity were mine.

I worked with other happy ducks and we all had a quacking good time.

But then something changed.

Birds of a Feather, Flock You Up

Other ducks arrived at the pond who had migrated from a very peculiar place, where the concepts of support, sharing, positive reinforcement and rewarding good efforts were alien.

Because they were such influential and powerful ducks we sought to change their viewpoint, but they were experts at the upside-down bob and most of the time we spent talking to their butt feathers.

Slowly our lovely pond began to stagnate. My wonderful mentor was painted as a “quack” and her voice was lost on the wind. Lots of the original ducks took off and the pond seemed to grow smaller, the waters harder to swim through.

New ideas were quickly drowned. All the ducks became very quiet, most of them giving up their struggle against the tide and turning in slow, senseless circles…

Plucking Up The Courage

So for me, seeking out new waters was inevitable.

With my wise mentor still looking out for my perky rear end, I began visiting other ponds and talking to birds of a different feather.

I was reminded that not all ponds have to stagnate. In these other places the wind was fresher, the water cleaner and no wonder – the inhabitants and visitors happier and more productive.

Finally I told the new birds that they could pluck off. Sadly, some of the last, original ducks looked on my departure as a further betrayal.

But there were only so many rotations I could make of the pond, the stagnant water now thick as sludge…

And let’s be honest here – there is only so much time one can bear to spend paddling around in other people’s crap!

One of the most inspiring female bloggers today is Pamela Slim.

In her consistently insightful blog Escape from Cubicle Nation, she talks about the difference between doing and analysing and the implications for wannabe entrepreneurs who never make the transition to action.

In her post “Dipping your toes in the side of the pool will get you nowhere: dive in!” (25/07/07) she recognises that many entrepreneurs get caught up in preparing for their new venture.

With the right mentors and trust in the process, she believes that you can make a splash into self-employment almost right away, as long as you manage your fears and start on a realistic scale.

I think the analogy of the swimming pool is a wonderful one and would like to take it one step further. In my experience, for instance, the journey was less about dropping my towel and leaping into the shallow end and more about taking to the diving tower!

Knowing when it’s Time to Tackle the Tower

Most of us swim laps in the pool every day, keeping neatly to our lane. We barely cause a ruffle on the surface – we wait for the lifeguard to come on shift, we rinse ourselves before we swim, we do exactly twenty laps and we always exit the pool by the stairs.

But for some of us, one day we put our heads out of the water and spy the diving tower.

For a while we might swim in its shadow, thinking it insurmountable, but then something changes. Perhaps we see someone pluck up the courage to clamber to the top. Maybe our regular lane becomes crowded and we look for an alternative way to enjoy the pool. Or perhaps we start to see that tower as a challenge and wonder at the dizzying heights or belly-flopping lows that it might inspire.

Then we find ourselves standing on the edge of the board…

and the only thing left to do is to inhale and spring out into the void!

Getting Inspired to Make the Leap

In my experience, the concern that most women face who want to change their status from ‘employee’ to ‘self-employed’ is:

how can I take that leap of faith and land the perfect dive?

For most of us, there are two key elements at play:

1. Taking the first step – As Pamela points out, this is actually transferring our energy from thinking about it to doing it. All the investigation, networking and preparation to becoming our own boss is still akin to staring at the diving tower from afar.

   To make the dream a reality, a decisive action is required. Whether it takes the form of the resignation letter or the deposit on a shop, this is the signal to our boss, our family, our friends and ultimately to ourselves, that we are actually making the leap.

2. Scoring a perfect ten – This is one of the barriers that keeps us out of the pool altogether. Our unrealistic high expectations – requiring us to be the best boss, to run the most profitable business and to provide perfect service to our customers – makes it almost impossible for us to succeed.

   Fear of failure can keep us forever on the ground. As Pam advises, when it comes to fear of failure, “learn to feel it and do it anyway.”

How to Avoid the Belly-flop

Most entrepreneurs have witnessed a belly-flop or two. They have watched friends or colleagues go out on their own, some hitting the pool with an eye-watering slap, while others simply reappear back swimming between the lanes, slower and quieter than before.

Like most women, I have a range of responsibilities that require me to take very cautious steps in life. This means that simply hurling myself off the board with no training, strategy or support was never an option. Instead, I had to balance my desire to become my own boss, with the needs of others around me.

The good thing is, I’ve yet to belly-flop. I’ve suffered the occasional cramp, but I’ve also seen some amazing views from the top of the tower!

So my tips to going to the end of the board on your own are:

• Stay Limber – Do not underestimate how high it is going to be at the top of the diving tower! Anyone moving from employee to self-employed needs to anticipate the normal after-effects of massive change. This includes feeling overwhelmed, feeling isolated, and longing to return to the more familiar, secure environment.

  The important thing is to be be prepared for these emotions and to put some proactive strategies in place. In my case, I identified a safe, kind client as my first foray into self-employment. I also joined two great networking groups that helped me feel encouraged and provided me with great advice.

• Know Your Winning Dive – This is probably the characteristic that prompted you to take to the tower in the first place. Your talent for managing people’s needs or your independent spirit may have inspired you to start your own business so that these skills could be given full reign.

  The focus now should be on becoming very good at performing this manoeuvre. While it is great to have a whole repertoire of dives, it is important that you don’t lose track of what makes you stand out from the competition.

• Get a Fan Base - Going out on your own does not mean doing it on your own. No one leaps off the high board for the first time without having someone support them from below. Friendly faces in the bleaches makes all the difference. If you are a one-woman-band it is essential that you have supportive contacts that you can touch-base with every day.
• Study the Pros – We all know who has made a splash before us. Studying their techniques and learning from their successes is vital. This includes getting assistance and encouragement from those who have gone before you. Look for mentors in your industry or community and subscribe to the many great newsletters, e-zines and blogs that are full of tips on how to perfect your style.
• Still Do Your Laps – Some experts advise you to burn your bridges behind you, so you can never fall back on your former life in a moment of weakness. I personally think the self-employed benefit from a back-up plan.

  As a teacher, trainer, writer and management consultant I’ve always kept my toe in all of these pools. Rather than testing the water for a return to any one of these roles, it has kept me focused on where I have come from, as well as keeping these different skill-sets limber for future opportunities.

If you are still feeling hesitant, remember that to ‘inspire’ means to:

• heighten or intensify;
• prompt or encourage;
• revolutionize or change; and
• inhale!

So take a deep breath and as the entrepreneurial guru says, “Go ahead, dive in.”

Discussing money is still a taboo for many women, but it is a barrier to a successful sale. That includes the negotiations we often have to undertake with our boss to receive a much deserved payrise.

Why do we feel so uncomfortable asking for a payrise?

Out of the Mouths of Babes

Working with young women, I’ve found that they are much more at ease with such discussions than their older sisters.

Perhaps they have been born into a marketplace where their skills are in higher demand. They hear words like ‘economic boom’ and ‘labour shortages’ and know that the power is squarely in their hands.

Maybe it is also that they are getting access to money at a younger age. Credit cards are no longer the magic plastic squares that parents wield with such power and teens are regularly earning money that rarely makes it into their wallet – let alone their pocket – before it is spent.

Perhaps they are also simply happier to offer their opinion, no matter the topic. It has to also be recognised that the kindred taboos of sex and politics are also discussed with greater ease amongst the younger generation where forthright viewpoints are often encouraged (even as we wince at the naivety of their pronouncements).

Whatever the reason, for those of us who find it difficult to discuss money, we need to look to younger women for inspiration.

It is all good and fine to sit back and wait for our employer to recognise our excellence (and to actually pluck something from the budget that will buy more than a token lottery ticket) but as Abraham Lincoln put it:

“Things may come to those who wait, but only the things left by those who hustle.”

Putting Your Money Where Your Mouth Is

Having facilitated a number of performance reviews in a range of industries, it always amazes me that employees arrive at the review as if they are just taking a quick trip in the lift. They come without any preparatory notes or evidence of good work and sit mutely in their seat, waiting to be talked at.

But I have also been on the receiving end of the invisible performance review. This is the one that comes around on the 366th day of each year. Something is scribbled on your personnel file and shoved back in amongst the cobwebs in the filing cabinet, the GM dropping a cheap bottle of plonk on every desk before jetting off for Christmas at a tropical resort.

In either scenario, raising the issue of remuneration is a challenge. So if your performance review has been put to bed and your bank account is weary with waiting, try some of these tips to help you articulate your financial worth:

1. Practice your way to confidence – talk about money with your partner and your friends. Read newspaper supplements or attend conferences about money until the financial terminology is as familiar as your children’s names. When you are feeling confident, approach a line supervisor about your remuneration before fronting the area manager and get some feedback on your case.
2. Identify your strengths and weaknesses – the process of an annual review is really about identifying your strengths and areas for development (even though most of us approach the review with dollar signs floating before our eyes.)

   The important thing is to show that you are self-aware: You know what your key contributions have been to the company’s success and you have an action plan in place to improve those areas in which you haven’t performed as well.

3. Know your market value – most of the recruitment companies provide annual reports on current salaries. Find out the average salary for your industry, in your state, and be realistic about where you fit into the scale in terms of responsibility and experience. If you are working in Senior Management, but are being paid the salary of a junior clerk, you obviously have a case for a payrise (and a whole heap of backpay I would hope!)
4. Know what you cost – practice budgeting, if you haven’t already! You might be surprised to see where your money goes. If you are spending money on things that are improving your performance at work (computing classes, networking activities, technical reading and even preventative medicines and exercise programs) then make your boss aware of them. If the company hasn’t invested in any professional or social aspects of your development, then include this in your calculations.
5. Have a system for measuring value – If a formal performance management system is not in place (unfortunately it is still the case in many businesses!) then find another means to determine how you add value to the company. If you regularly prepare all of the documentation for the well-paid sales team, identify an appropriate percentage of their results for your own labour.

   From a more holistic viewpoint, identify the core competencies that the company values such as customer service, initiative and computer literacy and develop a personal scorecard dispaying tangible evidence of your excellence in these areas.

6. Be realistic – Negotiate the amount and timing of your payrise. If you have just been awarded an increase three months ago, it might be wise to wait until your annual review before raising the subject again. Similarly, there is little point in asking for a payrise when half of senior management has just been made redundant.

   Recognise the cycle that the business is currently in and when profitability returns, have you case ready for a payrise.

7. Ask and be rewarded - As Abraham Lincoln said, if you sit back and wait to be rewarded, you will have to settle for the scraps. There is never any harm in submitting a sensible, well-researched request for a review of your pay.
8. Recognise money is only part of the transaction – Recognise that the company may be off-setting financial reward with other benefits. If you are regularly given paid leave (above your entitlements) or are being exposed to training and development opportunities as you are groomed for a promotion, it might be wise to include your appreciation of these considerations in any discussions about remuneration.

One of the greatest challenges of landing your dream job is not convincing the interview panel that you are perfect, but convincing yourself.

You, after all, know yourself inside out, while to the company you are usually a perfect stranger, with all the dimensions of the paper your CV is typed on. Often driven by a need to fill a desk – or a burning desire to get back to their game of Solitaire – the interviewers have a different agenda to your own.

But for you this is it. This is the platform for your perfect career – or at the very least it is the work space in which you will spend the better part of every day for the next five years. So the responsibility for finding a job that will meet your needs is yours.

1. Know What You Value

A dream to one of us is a curse to another, so be very clear about what you are looking for in a job. Often people define their dream job by the “perks” it offers, but in reality what gives us most satisfaction is a job that aligns with our values. This might sound a lot less interesting than free gym membership or Friday night sundowners, but if you’re an avid environmentalist, all the perks in the world won’t keep you in a company that logs old growth forests.

An important part of this step is also knowing what you don’t value. The best way to determine this is by working out what you didn’t like about your previous places of employment. Try to look beyond the slave-driving manager (that’s often what they get paid for!) or the decrepit coffee machine in the staff lounge and think about travel time, performance reviews, training opportunities and employee participation in decision-making.

If you’ve not had much work experience, try reading through job advertisements and position descriptions for companies you are interested in joining. If they cause the hairs on the back of your neck to stand on end, then avoid at all costs.

2. Remember it’s Your Job, Not Your Mother’s

Given that we are required to make decisions about our career when we are still in our teens, it is no wonder that we are often swayed by what our parents, friends or siblings expect of us.

But just because your mother has been buying you button-down shirts and miniature briefcases since you were six, does not mean that your future as a lawyer is set. If you’ve always wanted to be a zoo-keeper, to the extent that you aced biology, keep pet iguanas and have a lifetime membership to every animal park in your state, then pursue your dream. After all, it will be you and not your mother who is either shoveling crap – or shoveling crap!

(Apologies to any lawyer readers…To the law students, read point one again carefully!)

3. Think like an Investor

As the saying goes, your time is money, so find out as much as you can about different industries and different companies before you commit to your dream job. When you’ve narrowed your search, look at both the company and the role as if you are about to buy a chunk of it. Research its past press releases and if it has a high profile, find out if it has been involved in any litigation or if it has received any awards. Also investigate the CEO or any Board Members. Their track record will provide an insight into the future policies of the company.

4. Get Recommendations

If you are heading for a job interview, don’t rely upon the recruitment agent’s spiel or the company’s glossy brochure to tell you the truth about your future work experience. If possible, talk to an existing employee. Ask for both the pros and cons of working in the job and then decide which list sways you the most.

This will also provide you with a good indicator of the way the company treats its employees, for if your contact insists on meeting in an alleyway in the dead of night and sweats bullets throughout the Q & A process, you can probably expect a less than desirable working experience if you take the job.

5. Check the Jobfit

The jobfit works two ways. This is not a pair of skinny jeans that you can squeeze into despite its protests. You have to fit this job and it has to fit you. In other words, be honest about your personality style and the type of job it is suited to. As a guide, there are four different types of personalities, suited to particular job types:

1. Dominant Directors: People-oriented and task-focused people. Direct, impatient, assertive, and results-oriented. Good jobs: company owners and incentive-driven sales staff.
2. Steady Relaters: People-oriented, yet rarely shares their feelings or opinions. Good listeners, steady in a crisis and likes to get along with everyone. Good jobs: administrators, customer service reps and middle managers.
3. Cautious Thinkers: Introverted and task-focused people. Reserved, good with detail, cautious and logical. Good jobs: accountants, engineers and IT professionals.
4. Social Influencers: Highly extroverted people. Friendly, talkative, inclusive, yet mindless of details. Good jobs: sales and PR staff

6. Say ‘No’

Getting your dream job also means avoiding the mediocre. It can be disheartening to go through the interview process, only to find that the job on offer is not what you had hoped. Having expended huge amounts of energy, time and money (think new suit, haircut, shoe polish, parking etc), you can find yourself looking for reasons to say ‘yes’.

Take a deep breath, smile politely and walk away. While this may be painful and scary, it is much worse to wake up six months later and find yourself unable to get out of bed at the thought of going to work.

NOTE:
A seventh step needs to be added, given that jobs are really about what happens once the interview is over. For some of us getting the contract in the mail sends us into a swoon of delight, but for others it is the realisation that we now have to “get up and go to that job every day for the rest of our lives!”

To keep a balanced view of your new job, and to ensure the dream doesn’t disintegrate into a nightmare, add this seventh step to your list:

7. Take your Job’s Pulse

A lot of companies promise many things, but once you’ve become part of the fabric of the workplace, those declarations can be archived along with last year’s staff newsletters.

After all, the company is also on trial at the job interview and it is a rare company rep who will discuss such things as “employee productivity”, “downsizing”, “staff rationalisation” or “the dismissal process”!

If you have serious concerns about the job meeting your expectations, use the formal avenues to make them known, such as performance appraisals and staff meetings. Just don’t expect your manager to champion your case. After all, when they took their job they were probably promised a Vice Presidency within three years! Instead, work out if you can live with the reality of what the job can offer and see if you can negotiate a middle-ground. If not, be prepared to start the hunt for another dream job.

In the modern workplace, it is no longer essential to be a ‘specialist’. What appears to be of much greater value to employers and the market place is a broad base of knowledge and the ability to apply it in practical ways.

The old Greeks had a term to describe such a clever clogs: a polymath (meaning “having learned much”). A more familiar term might be a Renaissance Man, or to give it a feminine touch, a Jill of All Trades.

Whatever the title, such individuals are well educated, or perform well, in a wide variety of subjects or fields and this is an increasingly common expectation of businesses when hiring new employees.

In 2001, a survey by ANTA of employers’ attitudes revealed that the most desirable attributes in prospective employees were:

1. Practicality – a need for people to have the skills to apply their learning. In other words, don’t just know everything about the theory of business planning, but be able to translate that knowledge in a practical way control future risks, manage growth and ensure people development.
2. Enterprise or “soft” skills – a need for basic social skills, like teamwork, interpersonal communication, creativity, initiative, problem-solving and self-discipline.
3. Flexibility and Responsiveness – a need for people who can ensure the business is more flexible and responsive in the delivery of its products and the servicing of the changing needs its customers.

This is clearly not about the number of degrees on your wall or the years you’ve spent in university libraries. Rather, it is the ability to use what knowledge and skills you have to provide the most effective service to the business.

Having worked in higher education, where many of its inhabitants spend most of their lives delving deeper and deeper down the same specialised tunnel, this is a new concept for many people. Often people define themselves and their worth by their secret language, which only they and their intellectual equals can decipher. Even in chat rooms, some of the doctors amongst us cannot bear to be as anonymous as dropping PHD from their usernames!

But the reality is that modern businesses have to be able to pirouette with increasing speed and agility and they need access to people who can provide them with the legs to do so.

This does not mean you have to be Superwoman to excel. Not do you have to sell yourself as an expert in multiple disciplines. Rather, if you have a strong body of knowledge and experience in a particular area, but are also able to turn your hand to other tasks, you are effectively offering your client a bonus – buy one, get a set of steak knives!

All of my work with corporate clients is based on my ability to apply the three attributes listed above. I may be going into a business to review a training system, but while I’m there I might also contribute to the development of their policies and procedures and perhaps also assist in the areas of recruitment or strategic planning. I always endeavour to do so by being flexible to the scope of their needs and by offering practical solutions, communicated in an effective and consultative manner.

The benefit that I gain from stepping out of my specific comfort zone and going the extra mile is the experience and contacts I make in other fields. Not only can I put this to good use on future jobs, but I also stay sharp and engaged, for there is no better workplace than one where you are stimulated and learning every day!

The Jill of All Trades Toolkit:

• A strong body of knowledge – Jill knows that this is necessary to establish credibility with her clients. She is also aware that experience is just as good as ten diplomas in most industries.
• Excellent communication skills – Jill has to be able to convince people of her worth, but this doesn’t mean she carries around a megaphone. Rather, she articulates her strategies, consults with her team, reports on her successes and offers suggestions to further leverage from her good work.
• A creative approach – Jill’s ability to look at issues for another angle is very valuable to a business that may have exhausted the conventional solutions. Just by thinking outside the box, Jill can stimulating ideas and debate – a valuable skill in itself.
• An ability to deliver – Nothing is more depressing that discovering someone is all flash and no substance. Jill avoids talking herself up in areas where she knows she cannot deliver. Instead, she focuses on the areas where her skills can provide the best outcome and makes sure she always delivers what she promises!
• A solid track record – Understandably businesses aren’t too keen to let Jill cut her teeth in their boardrooms. But then, Jill is not about to put herself forward to restructure the sales department just because she loves giving her credit cards a workout! However, if Jill assists on a specialised project, she can get some runs on the board and eventually bid for this sort of work via the experience she had gained.
• Good networks – Jill, being less than superhuman, may not be able to provide a particular service to a business, but she can hook them up with someone who is perfect for the job. By supplying both the business and the contact with a solution, she looks good from all angles!