Hyman Associates Careers

January 13th, 2012

Organization Culture

It really helps to know your own values and assumptions about people and work places in order to understand why a job may or may not be a good fit for you.

One client of mine was invited to be an Executive Director of a small not for profit agency that frequently dealt with newcomer immigrants and low income members of the community. She came to me for coaching because she had never been an Executive Director before, and wondered what she could do better to fit in. My client came to the job with values that suggested she should encourage people who are disadvantaged to gain confidence, become volunteers in preparation for employment, and learn skills to encourage independent functioning. The organization she had joined demonstrated values of doing charity and good work to help their immigrant and low income clients, by providing gifts and services, including baskets at Christmas, for which they were expected to write thank you letters.

In other words, the Executive Director embraced values of social justice and developing independence, which was in complete opposition to the values of doing charity and good work for others. There was no way that the Executive Director could thrive in an organizational culture that was in complete opposition to the innate values that she espoused. Once she realized this, she began to seek other employment, and stopped feeling so frustrated and angry.

Organizational culture can be broken into three different types:

Constructive cultures encourage members to interact with people and approach tasks to help them meet their needs.

Passive /defensive cultures are those in which members believe they interact with people in ways that will not threaten their own security.

Aggressive/ defensive cultures in which members are expected to approach tasks in forceful ways to protect their status and security.

In positions where people do complex work rather than a simple mechanical one, it is helpful to look for a constructive culture. A constructive culture encourages people to be in communication with their co-workers and work in teams rather than as individuals. Such organizations encourage people to work to their full potential, and result in high levels of motivation, satisfaction, teamwork and service.

Quality is valued over quantity, creativity is valued over conformity, and co-operation is believed to lead to better results than competition.

If you are feeling like a misfit in an organization, do a culture check and if you find a real conflict in basic values, move on.

Valerie Elliott Hyman is a Toronto career consultant for Hyman Associates Learn more about Valerie.

December 30th, 2011

Workplace Boundaries

Many of my clients point to the work place environment as a source of irritation or stress. The irritation and stress often stems from relationships within the work place, and for this reason it is really important to maintain good, healthy relationships at work. To maintain healthy relationships you have to understand how to set healthy workplace boundaries.

As we all know, relationships are the basis for human existence. It is the bond that keeps two or more people together in families. It is the grouping of relationships that form communities, and communities that eventually create society at large.

Because we learn about relationships first in our families, and families are made up of equals, subordinates, and others in position of power, these early relationships can influence how each of us relates to others in educational organizations and eventually in the work place.

As an organizational consultant, I observed organizations where male superiority was a dominant culture and others where egalitarian and humanistic values imbued all decisions. I observed rigid discipline and tolerant acceptance and encouragement on the part of people in authority, and the impact of differing management and leadership styles on employees.

In my practice as a career consultant, I am aware that employees and managers can run into problems when a lack of self-awareness prevents individuals from seeing that they are responding to workplace relationships in the same way they responded in their families of origin, e.g. the same compulsion to please, at whatever cost, or to befriend and give time and effort when what the person really needs is personal and private space.

The first step in setting boundaries is to identify when and in what context they are needed. Maintaining your boundaries in a particular situation refers to knowing and respecting your limits. When and what you are willing and able to give, as well as tolerate, without compromising your own physical, emotional or spiritual health.

Some flexibility around boundaries is healthy, however, the tendency is to overextend and over accommodate at the costs to one’s self, health or family life. Consistency is important to avoid giving mixed messages between what you say and what you do. Keep the promises you make to yourself, and be clear about your needs and expectations to others.

Make it a New Year’s resolution to take care of your health and well-being. This will not only make you more effective, creative, energetic and responsible employees, but better partners, parents, friends and individuals.

Valerie Elliott Hyman is a Toronto career consultant for Hyman Associates Learn more about Valerie.

December 30th, 2011

Changing Careers in the New Year?

New Year’s Resolution? Be Happy! Change jobs!

Switching jobs is a popular New Year’s resolution. In today’s competitive employment market candidates need to know how to market themselves. Candidates should pitch their CV to their level of expertise and ensure they sell themselves on paper and in the interview.

Before you write your resume, it helps to be clear about your own accomplishments and the abilities and skills that you use to deliver successful results. If you have a coach or mentor in your life, it can help to review your skills, abilities, values and understand what motivates you. If you look at where you are today, can you identify the characteristics of the people you like and who inspire you and what it is about others that drives you crazy.

The more clarification you have about yourself, your likes and dislikes, what bores or inspires you, the easier it is to know how to present yourself to the world, and what opportunities are out there for you to explore. It can really help to have someone objective who can support you through this journey and reflect with you about each experience.

Once you have figured out what you are really good at, and where you want to spend your time, it’s time to think about how to present yourself in a way that clarifies what you have to offer a future employer. In 2010, Nick Corcodilos, published a book chock full of tips for the trickiest of job hunting problems: ”How Do I Change Careers?”

Nick presents a seven step plan for devising a job search. He disagrees with the current wisdom that says crank up your network, polish your resume and get it out there, in the hope that someone will figure out what to do with you. Corcodilos says job seekers should practice reverse psychology and after researching the field in which you want to practice, clearly write a statement about how you can contribute to a chosen organization and then ask for an appointment to discuss opportunities.

Whether you agree with this approach or not, there is a common thread to all successful career changes. Make every effort to understand your own strengths, abilities and interests. Understand the environment that best suits you and research the fields where you will be the best fit. Keep your resume updated, and take advantage of every opportunity to go to conferences, build and keep an on line presence.

This way you will be prepared to take advantage of every opportunity that comes your way, or be ready to make a move even if the choice is not yours.

Valerie Elliott Hyman is a Toronto career consultant for Hyman Associates Learn more about Valerie.

December 23rd, 2011

Ring in the New!

Thinking of changing jobs in the New Year? You are not alone, according to a survey by staffing service Right Management. Of 1,000 employees polled in Canada and the United States, 84 percent said they plan to actively look for a new position in 2012, and only 5 per cent said they would stay in their current position.

The rest said they were networking or upgrading their resume and might jump if an opportunity came along. Right Management executive vice-president Bram Lowsky speculated that the prolonged period of economic uncertainty has meant less job mobility than usual and employees understandably believe they have fewer job opportunities, either internally or via a new position.

Two other surveys found that the market for workers with computer and technical skills is growing , suggesting opportunities for career growth to people willing to retrain and flexible about where the job is located.

If you really enjoy your job, and feel you are making a contribution to the work place, this would be a good time to let management know that you would appreciate the opportunity to grow and take on new challenges.

People, who feel real job satisfaction and have developed marketable skills, usually have career options. Smart managers will recognize individuals with good skills and career options and know what motivates them in order to hold on to them.

It takes self-knowledge and insight to know when you are at the top of your game. A recent client really impressed me, when she explained that she has loved her job, but felt she has gone as far as she can in her present place of employment. She came to a career counselor to develop greater awareness of her abilities, interests, and skills, and to review opportunities where her specific set of skills will fit into the work place and where she will have the opportunity to develop and grow on the job.

This seemed to me to be an excellent use of a counselor in career transition and coaching. Don’t wait until you feel desperate. Don’t be intimidated by the uncertainties of the economy. Recognizing the limitations of current employment and looking for another job while still employed is a really smart thing to do.

Valerie Elliott Hyman is a Toronto career consultant for Hyman Associates Learn more about Valerie.

December 14th, 2011

Happy Holidays?

The end of one year and the beginning of the next is a time when emotions are increased for many people.

If you are already in a work place, the annual Christmas party can be the highlight of the year or fill you with dread. If you are in a happy work place, it can be a congenial way to spend time with work colleagues. Or, it can be an officially sanctioned time for bad behaviours that fill you with embarrassment. It can be the highlight of the year or fill you with relief that the recession is killing them off.

And then, there’s the year-end review. In an ideal world, you and your manager would both think of your review as a tool to help you develop your skills and talents.

However, the typical organization’s culture and processes don’t encourage that. Even in an unfavourable climate you can still turn the ritual into a productive effort. If you have made productive use of criticism over the course of your career, you have real insight into your skills, talents and goals. The year-end review is another opportunity to evaluate the fit between you and the organization, and to assess whether you can grow and develop in your current position.

Your self-confidence may be tested if you find you that you need to advocate for more or different responsibilities. This is especially true if you are asked to leave the organization or if you conclude that you have to leave the organization to find a more suitable position.

The New Year is often a good time to begin to look for other opportunities. Even in a recession, there are job opportunities, because people leave their jobs for a number of reasons and need to be replaced. This is a good time to consider consulting a career transition consultant, evaluating your skills, abilities and strengths and defining a new career objective.

Looking for a new job while still in a job is an ideal time to re-evaluate and to start to discretely network by conducting some research and information interviews if you are thinking about making a move to a new career.

Use the break from work over the holidays to reflect on your job satisfaction and if you feel disheartened and discouraged, make finding a new career with job satisfaction one of your New Year’s resolutions.

Valerie Elliott Hyman is a Toronto career consultant for Hyman Associates Learn more about Valerie.