Monday, June 16, 2014

What difference can a smile make in the workplace?

Accomplishments. Results. Production. Achievements. Profits. These are the words that tend to monopolize many workplace-legacy conversations.
Most of us would like to make an impact in our workplace. We’d like to contribute within our industry--make a difference—whether it’s finance, healthcare, higher education, construction, manufacturing, sports, etc. We’d like to leave a workplace legacy of sorts.
Today the sports world remembers one of its very best result-oriented producers; Tony Gwynn, who excelled in his workplace for decades, died at age 54 (much too soon).
Perhaps you’re wondering “Who was Tony Gwynn?”
Tony Gwynn was a Hall of Fame professional baseball player and one of the greatest hitters in the history of the game. A few highlights from his 20 years with the San Diego Padres (yes, only one team during his playing career) include:
  • 15-time All-Star
  • 8 National League batting titles
  • .338 career average
  • 3,141 hits
*Source (including additional bio information, testimonials, videos): ESPN
After he retired from professional baseball he transitioned to college baseball and became a successful coach at his alma mater, San Diego State University.
Yet, while Tony Gwynn absolutely accomplished A LOT during his playing and coaching career, it’s his character that has been touted by former teammates, coaches, baseball writers, college players, and countless other individuals. His personality, friendliness, smile, and laughter truly affected people.
I’m not surprised. We are relational beings. We value enjoyable interactions and moments with people. Doing one’s best in the workplace certainly matters, but being one’s best matters even more.
It is SO important that we engage with others. We shouldn't be afraid to smile and laugh.People, who make up our workplaces, are impacted. Lives are changed for the better.
Tony Gwynn’s workplace legacy reminds us that in our daily work environment we are capable of making a lasting impact in ways that have nothing to do with the bottom line or the final score.

Darren L. Noble, M.A.
https://twitter.com/DarrenLNoble
Director, Crown College Career Services
www.crown.edu/career

Thursday, May 29, 2014

What Does a Pitching Machine Have to Do with Job Searching?

Louisville Slugger UPM 45 Blue Flame Pitching Machine


Recently, while at my son’s second Pee Wee baseball practice, I had an interesting experience.  I’m one of several volunteer coaches, and during batting practice it was my turn to use the pitching machine (which I was excited to try out by the way—what a cool device).  So, I would prepare, aim, and release--only to then watch my pitch fly wide left or low . . . or even come up short and explode dirt in front of home plate.  Fortunately, as I got accustomed to the machine and did some tweaking, a number of the pitches were pretty good—right down the middle for the boys to hit well.

My experience is similar to a typical job search.  We prepare (e.g. network, brand ourselves, leverage LinkedIn), aim (target specific employers/jobs and tailor our cover letters/resumes), and release (apply/see what happens).  If all goes well, we get an interview(s)--only to then hear a number of our answers go way off target or fall flat right in front of the very individuals who have the decision-making power to hire us.   

Yet, if we:
--truly know what an employer’s needs are (the obvious tip is the job description—the answers to the test; research the employer's website and other sources, speak with alumni at the company, etc.)

--have a good understanding of ourselves and can articulate how our experiences/skills can benefit the employer (see things from the employer's perspective)

--practice/do a mock interview beforehand (make any mistakes prior—and of course, be encouraged by good answers)
. . . then the questions thrown our way will indeed be hit well.

Interestingly, in baseball, players are considered really good if they get “3” base hits every 10 at-bats or 30 out of 100, and so on (that’s only 30% or .300); however, during the job search, frustrated job seekers usually lament they just don’t have what it takes when they only get a handful of interviews after many, many submitted resumes and applications.  Even those few interviews, statistics show, usually don’t lead to job offers.

During the job search, just like in baseball, we will “fail” much more than we will succeed.  Let’s mirror baseball and “stay in the box,” make adjustments, and remain focused on what we’re trying to accomplish.  Amidst the many frustrations of a job search, it’s far too easy to get discouraged.  The job search can be a long, challenging process; dig in and stay positive.  

All it takes is one “yes.”  10 employers may pass, but the 11th suddenly is ready to not only offer the job but a signing bonus as well.  Success won’t happen though if we don’t prepare, practice and really “get into the game.”  Finding suitable employment requires serious desire, time, and effort.  More importantly, how we handle adversity during the job search will often determine the end result. 

During my pitching-machine fiasco I could have asked my fellow baseball coaches to “bail me out” or take over for me.  Honestly, I almost did several times.  Instead, I resolved to somehow make it work; I made a few adjustments, re-aimed, and released again. Success followed.  Oh, and I tried not to get hit by a line drive.

Darren L. Noble, M.A.
https://twitter.com/DarrenLNoble
Director, Crown College Career Services
www.crown.edu/career


Thursday, April 10, 2014

Students Don't Do Optional

--Institutional accreditors have requirements that colleges must meet.
--Colleges have requirements for each student who wants to receive a diploma.
--College Departments have requirements for their majors that must be met in 
order to graduate.
--Could it be because students don’t do optional?

What do the majority of graduates want after they receive their diplomas—to get a full-time job and start life “post-school” (16+ years of school, so they are ready . . . but we know they aren’t “ready”), correct?  Yes, some will go to graduate school; however, what will they want after that?

A job.

Is a degree(s) alone sufficient?  Certainly not.

Relevant experience and key skills/qualities are critical* (gained both inside and outside the classroom—much learning takes place outside via employment, internships, volunteering, networking, career-preparation, etc.).  

*Employers’ requirements (except now, instead of a grade or diploma, students either do/don’t get an interview or they do/don’t get hired).

Guess what?  The vast majority of Career Services in higher education are optional for students.
So, isn’t higher education doing a true disservice to its graduates, and the employer sector (not to mention--parents, families, communities, and future generations) by not requiring students to utilize Career Services? 

Remember, students don’t do optional.  



Darren L. Noble, M.A.
Director, Crown College Career Services (E208) → Engage.  Envision.  Equip.
952.446.4352 | nobled@crown.edu
https://www.linkedin.com/in/dlnoble