[{"id":136,"name":"Fixing Your Resume","slug":"fixing-your-resume","cover_uid":"mxeyoqt95hvyziksvvia","published_on":"2020-09-11T12:24:00.000Z","content":"Ok after doing 1000s of resume reviews I think I have discovered the problem. \r\n\r\nHere’s a typical job searcher flow\r\n\r\n1. Person writes resume that doesn’t show off their accomplishments or is clear about their value\r\n2. Person applies for 100s of jobs\r\n3. Hiring manager can’t understand or see value in the resume because it’s not written well or customized for the job. \r\n5. Person doesn’t hear back\r\n6. Person keeps applying without making changes or getting coaching.  \r\n7. Person loses faith and starts questioning their value. \r\n\r\nJob searchers think the problem is step 5 and by the time they are at step 6, feels horrible. \r\n\r\nBut really the problem was step 1. The biggest issue I see across resumes is they most often don’t communicate your value well. Key accomplishments aren’t there, promotions are left off, it’s badly written or has run on sentences just stuffed with buzzwords.\r\n\r\nThe problem isn’t people don’t think you have value. The problem is you haven’t written your resume in a way where the value is clear. \r\n\r\nFor example, let’s say I was a Chef 👨‍🍳. Most people write their resume like this\r\n\r\n**Henry’s Diner**\r\n\r\nChef 2013 - 2020\r\n* I cut vegetables \r\n* I made dinner\r\n\r\nThey focus on their responsibilities. It’s just a list of things they were assigned to do. Compare this too\r\n\r\n**Chef (Promotion)**\r\n\r\nHenry’s Diner\r\n2018-2020\r\n* Increased Friday night sales by 10% by inventing new recipes for healthy eating \r\n* Managed team of 4 line cooks, provided training, mentorship and coaching which increased employee retention by 1 year. \r\n\r\n**Line Cook**\r\n\r\nHenry’s Diner\r\n2015-2018\r\n* Reduced food waste by 15% by optimizing order calculations and customer estimates. \r\n* Won Employee of the Month 3 times. \r\n\r\nSo what happens is everyone has this amazing work history (literally everyone I talk to has amazing wins) but writes their resume as if nothing ever happened.\r\n\r\nThen they get all bummed no one saw their value. \r\nYou didn’t write your value!\r\nThat’s your job. Nobody else’s!\r\n\r\nNow cue the “but I didn’t have any metrics”. Everyone always says this. Everything has metrics. None of us tracked 10,000 steps a day 10 years ago but now we all do. The metric always existed but someone did the creative work to find it. \r\n\r\nThis is what you have to do with your resume writing.\r\n\r\n1. Be absolutely proud of your real work history and write it in a way that makes it clear.\r\n2. Be creative and figure out your metrics. Ask your boss, ask your coworkers, brainstorm.\r\n\r\nJust because you think there aren’t accomplishments or measurements, doesn’t mean that is true. You have to do the work to remember and write well about your wins. \r\n\r\nThe biggest problem I see isn’t that people don’t have value, it’s that people don’t make their value clear to others.\r\n\r\nThis is in your control!\r\nAnd instead of jumping to step 2, add a new step 1.5 and network!\r\n\r\nSend your resume to a warm receiver. Don’t apply to 100s of jobs online without making changes or networking.\r\n\r\nThat is wasted effort. It seems like applying for jobs is the right work but it isn’t. Making connections is your number one tool after writing a great resume. \r\n\r\nAnd the kicker? If you are stuck, get a coach! That’s what we are here for. People do our resume sessions and almost immediately see results.\r\n\r\nYou are applying for a $75k a year job! Invest in yourself and get a coach to help you. It’s hard to change on your own. It’s hard to know what to change on your own. But we are here to help!","user":{"id":2,"username":"kidbombay","name":"Ketan Anjaria","avatar_url":"https://res-5.cloudinary.com/hireclub/image/upload/c_fill,f_auto,g_north,h_200,q_auto,w_200/h5zk2mzyb3e45b428l0f"}},{"id":135,"name":"Covid \u0026 Staying Positive","slug":"covid-staying-positive-135","cover_uid":"dvpbmr3mjxzxzfwm1mes","published_on":"2020-08-24T17:51:41.312Z","content":"I have a favor to ask you all.\r\n\r\nRight now with Covid there is so much fear in the air. As someone who struggles with anxiety I deeply understand this. I wasn’t leaving my house for days at a time at the start of quarantine.\r\nSome fear keeps you healthy and safe. Being concerned about a virus is important.\r\nBut fear can often creep into other areas. It can cloud your judgment and make you view things in a negative light.\r\n\r\nDuring the job search, that fear can get even worse. There’s already so many issues around income and self worth that adding Covid on top of that can be debilitating. I know this deeply. I wasn’t able to function during the first few months of quarantine.\r\n\r\nFear has been so deadly that it impacted my business. I wasn’t able to respond appropriately and that puts my income and my employees income at risk.\r\n\r\nI recently took a short trip to Crater Lake that helped me see how much fear was crowding my mind. That how I reacted to the most innocuous statements with worry and anger. How I stopped looking forward to things in the future.\r\n\r\nWhile I am aware of toxic positivity, we are faced with incredible challenges right now. Challenges that I think we have but no choice to find ways to be positive in. \r\nPeople have lived through wars, famine and climate change. Those things and Covid are horrible things. But as humans how do we prosper with fear?\r\n\r\nWhat choice are we making if we continue to be fearful? Do we make our best choices when scared? Is fear of health causing you to have fear or income? In some cases those can definitely be related. In many cases, they are not related.\r\n\r\nThat’s the hard thing about anxiety. It’s like a filter on your mind that makes you view everything as a possible attack. You start seeing friends as enemies and opportunities as dangers.\r\n\r\nI’ve had to do a lot of work in the last few months to address this anxiety and fear. That work isn’t done nor will likely ever be but I have found a new hope. I have found that I feel the best about myself and my future when I don’t let fear drive me.\r\n\r\nWhen I let hope drive me, I am at my best self.\r\n\r\nSo what is my ask of you all?\r\nI see many negative/fearful statements in our conversations. To be honest some are frankly very misinformed about the job market or job searching.\r\n\r\n### 1. There is no evil mean ATS out there. \r\nThey are Applicant Tracking Systems. Not applicant ranking systems. While some do use measurements of keywords, much of the selection work is still based on human selection and touch. The best way to get around an ATS is not to be fearful of your resume but to build great connections and friendships. Write a great resume, focus on what you are proud of. Remove any fears about ATSs and focus on your networking.\r\n\r\n### 2. Companies aren’t out to fuck you over.\r\nSurprisingly, companies are often run by humans. They have struggles as well. Recruiters and hiring managers are dealing with Covid, working at home and kids and fear just like you are. But they need you. That’s why many are still hiring. And they would love to hire your most positive, most skilled self. They might not function at their best right now, because almost no one is functioning at their best right now. Be kind.\r\n\r\n### 3. Job applications are often frustrating but a fact of modern life due to scale.\r\nThey ask you what might seem like invasive questions but they are often required to do so legally for fairness. There are laws that have recently changed they have to follow and if they don’t, it could cost them millions. California in particular is doing many amazing things for workers right now. The entire legal system is trying to adjust to these laws and there’s still lots to learn here. These laws were often enacted to help keep us safe as workers.\r\n\r\n### 4. Assume best intent.\r\nI have seen people make helpful, innocuous comments and reactions go off the rails. People get mad at what is often just misunderstandings that occur so easily over Facebook comments. Assume the best of intent from the other person and yes use language that shows best intent but while it can feel like the world is out to get you, everyone is just doing the best to survive right now.\r\n\r\n### 5. Cry\r\nSeriously. Get it out. Feel whatever it is you are feeling. Crying is a healthy emotion. Talking about your struggles with a friend or therapist or writing it down and just feeling your fear or whatever emotions that come up is so important. Take the time you need to embrace that emotion. Set aside time just for that emotion. Then focus on other emotions that are also helpful.\r\n\r\n### 6. Be open to changing your mind.\r\nBecause of your fear, because of your assumptions, your ideas may be incorrect and need to get updated. That’s ok. I am wrong very much of the time. But it’s my ability to learn new things and remove assumptions that help me be a better person. Stubbornness, rudeness, not being willing to listen are not helpful to growth. If you are in a situation where you are unhappy or you don’t want to be in that situation, change is likely required. The best change comes from open minded learning.\r\n\r\n### 7. Say something positive every day.\r\nGratitude has been proven to make a huge impact in overcoming fear. A gratitude journal is one of the first things I recommend to job searchers. When humans are in horrible situations, it's so easy to view everything without hope. But hopelessness doesn't make you someone that people want to hire. Write down something right now that you are grateful for.\r\n\r\nHere's some examples\r\n* I am grateful for my health. I am alive.\r\n* I am grateful for kindness, I'm so helpful to others.\r\n* I am grateful for my friends who truly are there for me when I need them.\r\n\r\nWrite down at least one gratitude statement every day. Share it with others. Share it here in the group.\r\n\r\n**Focus on finding positivity and positivity will find you.**\r\n","user":{"id":2,"username":"kidbombay","name":"Ketan Anjaria","avatar_url":"https://res-5.cloudinary.com/hireclub/image/upload/c_fill,f_auto,g_north,h_200,q_auto,w_200/h5zk2mzyb3e45b428l0f"}},{"id":134,"name":"Don't Work for Free","slug":"don-t-work-for-free-134","cover_uid":"t6apv6vpkxpa7kzayzjp","published_on":"2020-08-05T20:42:31.757Z","content":"My usual recommendation is don’t work for free. Your knowledge is valuable. You are valuable. \r\n\r\nIf someone can’t afford to pay you now, there’s a low chance they can afford to pay you later. \r\n\r\nEquity in 99% of cases is worthless. It’s an empty promise. You can’t pay rent with equity. Often when you decline free opportunities, other opportunities will show up. Having self respect and boundaries is a healthy way to grow your career. \r\n\r\nHeck minimum wage is affordable enough for everyone who can offer you work. \r\nIf someone offers you free work, state your rates and stand your ground. Say you need to pay rent and if they can’t understand that, do they understand business?\r\n\r\nYes I know there are some cases like internships and other opportunities that could be worthwhile but even in California unpaid internships are now illegal. There are some startups that can be rockets. But they usually have money to pay people. If they don’t, are they really rockets?\r\n\r\nThis also goes when you are seeking to get services. Everyone needs to make ends meet and if you are looking for free, you are doing a disservice to all workers. \r\n\r\nI know many people are very hit hard because of covid and job losses. That’s why we offer many free services as we are able to support you. You can get up to 45 minutes of coaching for free with us. That would cost almost $200 normally. \r\n\r\nDon’t do free work. If someone hits you up for free work, CC me and I’ll have your back.","user":{"id":2,"username":"kidbombay","name":"Ketan Anjaria","avatar_url":"https://res-5.cloudinary.com/hireclub/image/upload/c_fill,f_auto,g_north,h_200,q_auto,w_200/h5zk2mzyb3e45b428l0f"}},{"id":101,"name":"Your Resume Should Be One Page","slug":"your-resume-should-be-one-page","cover_uid":"lc93hygpwjyssh0ti0k9","published_on":"2020-07-27T19:18:25.648Z","content":"Here’s why before you start saying you can’t fit it all.\r\n\r\nMost people are terrible writers. A 1 page limit forces to edit well. If you give yourself more room, you will likely shoot yourself in the foot with the common mistakes of run on sentences, a lack of clear focus and talking about responsibilities versus your accomplishments.\r\n\r\n### A 1 page limitation forces you to write well.\r\n\r\nWriting is freaking hard. Resume writing even more so because you have to market yourself strongly and sell yourself.\r\n\r\nUltimately a resume is a MARKETING document. It's not a legal document. It’s not a historical document. It’s not a list of everything you have ever done.\r\n\r\n**A resume is a list of achievements tailored to the job you are applying for that you are PROUD to share. Brag. A lot.**\r\n\r\nMarketing documents should be short. They should be exciting. You should work hard to make sure it’s extremely clear how awesome you are and how relevant your experience is for the job you are applying for.\r\n\r\nSo before you start saying I have too much experience or I can’t fit it all, ask yourself, is the first page incredible? Did I test it with a friend or get it reviewed by a career coach to make sure people know how awesome I am?\r\n\r\n**The biggest mistake people on writing resumes is writing about the wrong things. Focus on your business impact.**\r\n\r\n### Secondly, it’s mostly your last 10 years of your career that matters.\r\n\r\nWhile the things you did 20 years ago are amazing, unless it was a Nobel prize or some equally amazing award (patents, industry recognition, selling a company, e.g. life milestones), it often doesn’t matter. This applies for the experience section. Education can go far back as needed.\r\n\r\nSo don’t try to focus on the length of your resume. Focus on making page 1 incredible.\r\n\r\n### For those in senior roles with 10 plus years of experience. you should still focus on the first page.\r\n\r\nThe second page should be equally amazing. But only after the first page knocks people’s socks off.\r\n\r\nAnything longer than 2 pages is junk and here’s why I will die on that hill.\r\n\r\n**Your 3 page resume isn’t 3 pages because it needs to be 3 pages. It’s 3 pages because you didn’t edit well.**\r\n\r\nFix your first page.\r\n\r\nMy last point is people often worry about the length of the resume, the design of the resume, the fonts in your resume, etc.\r\n\r\nTake it from a professional procrastinator, you are worrying about those things because you aren’t focused on your writing. \r\n\r\nYou can write an incredible resume with no design in a plain text document. It’s what you say that matters. \r\n\r\n**Stop fooling yourself by playing with fonts and design.**\r\n\r\nBetter yet use the HireClub Template so you can ONLY focus on the content.\r\n\r\nSo remember get to a 1 page resume. Make it amazing. Test it with friends. Test it with strangers. Get it reviewed. Then worry about if it needs to be longer.","user":{"id":2,"username":"kidbombay","name":"Ketan Anjaria","avatar_url":"https://res-5.cloudinary.com/hireclub/image/upload/c_fill,f_auto,g_north,h_200,q_auto,w_200/h5zk2mzyb3e45b428l0f"}},{"id":100,"name":"Resume Pro Tip","slug":"resume-pro-tip","cover_uid":"dspsqepzuicgbn5pfpcn","published_on":"2020-07-20T17:57:22.722Z","content":"Promotions on a resume are like gold.\r\nSomeone trusted you enough to give you money and then gave you MORE money.\r\n\r\nHere's how I recommend listing each position separately.\r\n\r\n**Senior Engineer (Promotion)**\r\nPiedPiper, March 2020 - Present\r\n\r\n* Bullet 1\r\n* Bullet 2\r\n* Bullet 3\r\n* Bullet 4\r\n* Bullet 5\r\n\r\n**Engineer (Promotion)**\r\nPiedPiper, Feb 2019 - Feb 2020\r\n* Bullet 1\r\n* Bullet 2\r\n* Bullet 3\r\n* Bullet 4\r\n\r\n**Intern**\r\nPiedPiper, Nov 2019 - Feb 2019\r\n* Bullet 1\r\n* Bullet 2\r\n* Bullet 3\r\n\r\n#### Keep in mind\r\n\r\nThe most recent position has the most bullets which are relevant to your growth. The former positions list less.\r\nYou want to show what I call your Career Arc.\r\nThe position you are applying for should ideally come next on this list. Or at least make sense in a pattern.\r\nAll jobs have at least 3 bullets.\r\n\r\n#### Things not to do\r\n\r\nCombine positions (doesn't show growth, hides accomplishments)\r\nList all titles and then one set of bullets (hard to capture all your amazingness at each title)\r\nPut the company first. This is your resume, sell yourself, not the company.\r\n\r\nBook a resume review if you want more detailed coaching, specific to your situation.","user":{"id":2,"username":"kidbombay","name":"Ketan Anjaria","avatar_url":"https://res-5.cloudinary.com/hireclub/image/upload/c_fill,f_auto,g_north,h_200,q_auto,w_200/h5zk2mzyb3e45b428l0f"}},{"id":99,"name":"Juneteenth","slug":"juneteenth","cover_uid":"wgijkxiyzgnza6491wen","published_on":"2020-06-11T15:50:05.942Z","content":"Juneteenth is the oldest nationally celebrated commemoration of the ending of slavery in the United States.  Dating back to 1865, it was on June 19th that the Union soldiers, led by Major General Gordon Granger, landed at Galveston, Texas with news that the war had ended and that the enslaved were now free. \r\n\r\nFrom https://hellajuneteenth.com/\r\n\r\nJuneteenth. You may not have heard of this holiday, but this year we want to change that. Most people are familiar with the celebration and history of July 4th. However, there’s more to our history than this. When the U.S. became free in 1776, it wasn’t a celebration for everyone. Black Americans weren’t declared free for another 87 years. And two and a half years after that, the last slaves would officially be freed.\r\n\r\nJuneteenth marks a day of liberation. We have reason to celebrate the journey and freedom of Black Americans in this country - and amidst all that’s happening in the 2020 we want to push for full recognition and celebration of this day on a national level. As this year marks the 155th year since the final slaves were freed, it’s time for historical steps forward.\r\n\r\nGoing forward Juneteenth will be a paid company holiday for HireClub. \r\nA day where our team can remember and celebrate this important day in American history. \r\n","user":{"id":2,"username":"kidbombay","name":"Ketan Anjaria","avatar_url":"https://res-5.cloudinary.com/hireclub/image/upload/c_fill,f_auto,g_north,h_200,q_auto,w_200/h5zk2mzyb3e45b428l0f"}},{"id":98,"name":"An Incredible Milestone","slug":"an-incredible-milestone","cover_uid":null,"published_on":"2020-05-22T04:21:31.459Z","content":"Today we crossed an incredible milestone!\r\n\r\n##### HireClub has now made over $500,000 in lifetime revenue.\r\n\r\nBut that's not the number I'm most proud of.\r\n\r\n##### We've made clients over $1,800,000 in salary increases.\r\n\r\n##### And we've paid coaches more than $250,000.\r\n\r\nThis doesn't even include equity or RSUs we have helped negotiate which could be worth millions more.\r\n\r\nSo while we have made $500k, we've produced over $2 million dollars in value. 🤯\r\n\r\nThat's a 4X ROI.\r\n\r\nThis is what I talk about when I say creating exponential value vs extractive value.\r\n\r\nWe make our customers and coaches serious money. We are very proud of that.\r\n\r\nThere are many startups that have extractive value, they make money but don't create wealth for others.\r\n\r\nCoaching done right is a wealth engine. It's an investment in yourself that pays off.\r\n\r\nRunning a startup is a marathon, not a sprint. But I'm a strong believer in building a company that provides more value than it takes.\r\n\r\nThat the real diversity is economic diversity. \r\nHelping people make more money, changes the balance.\r\n\r\nThis all started because 300+ community members invested our first $50k. Because we came together to build something the community wants.\r\n\r\nThank you for giving me the opportunity to serve. \r\nI am very grateful we can help people succeed.","user":{"id":2,"username":"kidbombay","name":"Ketan Anjaria","avatar_url":"https://res-5.cloudinary.com/hireclub/image/upload/c_fill,f_auto,g_north,h_200,q_auto,w_200/h5zk2mzyb3e45b428l0f"}},{"id":65,"name":"Why People Don’t Negotiate","slug":"why-people-dont-negotiate","cover_uid":null,"published_on":"2020-01-29T23:07:18.843Z","content":"After over $1.3M in salary negotiations we’ve learned a few things about why people don’t negotiate.  Our median increase is $17,500 for clients and our highest percentage increase is 42%.\r\n\r\nMuch of this knowledge comes from personally doing over a 100 salary negotiations for clients. While it’s somewhat anecdotal, I did see some patterns emerge.\r\n\r\n#### 1. They don't believe they can\r\n\r\nOften a company will say there’s no room to negotiate and  employees take that at face value. In the modern era there’s an imbalance with how most people view employers, and  they don’t believe they are able to affect change.\r\n\r\n#### 2. Lack of confidence/ self-worth\r\n\r\nPeople often struggle with self esteem, anxiety, and confidence. Advocating for yourself, whether emotionally or professionally, is a skill just like any other that anyone can learn.\r\n\r\nA negative self image, worry about being judged, or fear of what could go wrong often prevents people from even engaging in negotiations. We saw this across all genders.\r\n\r\n#### 3. Fear of offer rescinded\r\n\r\nThere’s a terrible myth that if you negotiate incorrectly, a company will rescind an offer.\r\n\r\nThat’s flat out wrong. A good company might not be able to meet your salary, but rescinding an offer is the nuclear option that we rarely see. Not a single client of ours had an offer rescinded because of negotiation.\r\n\r\nCompanies do rescind offers for other reasons: the position is no longer available, out of budget, or re-orgs, but these are very rare.\r\n\r\n#### 4. Wanting to be fair\r\n\r\nWe saw this with women more than men. Negotiating against yourself  because of a sense of fairness is common. This would result in people making assumptions on what salary was “right” for the job vs what they should negotiate for.  Often clients would want to make sure they are doing right by the company and the offer had a fair market value even if it was less than their goals.\r\n\r\n#### 5. Under leveling\r\n\r\nThis was a very common tactic that we saw more with women than men.\r\n\r\nCompanies have levels of pay -- for example L1 to L10 -- and each level has a higher range for salary, comp, and equity.\r\n\r\nWay  too often companies would under level a female candidate vs a male one, giving the women  an unfair disadvantage before negotiation even starts.\r\n\r\nWhile some men are believed to be an L4, often female clients had to fight to even keep an L3 or would have to be twice as good to get the same level as a man.\r\n\r\nThis was deeply unfair, and we saw this at big companies and small.\r\n\r\nUnder leveling doesn’t have to be level-based either. It can be title-based where a man would get a higher title or not have to vouch for the title they wanted while women often had to argue for titles they already had at previous companies.\r\n\r\n#### 6. Returning to work/ motherhood\r\n\r\nBecause the burden of child raising falls more often to women, many women take time off for work. This creates “gaps” in the resume where women then have to claw their way back up after taking time off.\r\n\r\nMen could face this as well for extended absences, but we saw this unfair negotiation response from many companies.\r\n\r\nSadly someone taking a “sabbatical” was often viewed with higher regard than a mother taking time off to raise kids.\r\n\r\nThis starts negotiations at a lower level and many female clients felt because they were out of the workforce  for multiple years they didn’t have the ability to negotiate.\r\n\r\n#### 7. Negotiating for the wrong thing\r\n\r\nWhen we did see people negotiate, it’s often for small things, like flexible work schedules, days off, or working from home.\r\n\r\nWhile we advocate for everyone to create the work life that’s best for them, dollar for dollar it’s much more effective to negotiate cash vs benefits.\r\n\r\nOften PTO, benefits, and schedule rules are set at the company or position level and companies have less room for individual adjustments. It’s only at the higher director and executive levels that you can successfully negotiate for these non-salary items.\r\n\r\nIt’s not all grim though. We saw that working with a coach was one of the best ways to increase your salary regardless of gender. Along with arming yourself with market salary knowledge, a  great resume, and personal pitch, all these pitfalls can be avoided.","user":{"id":2,"username":"kidbombay","name":"Ketan Anjaria","avatar_url":"https://res-5.cloudinary.com/hireclub/image/upload/c_fill,f_auto,g_north,h_200,q_auto,w_200/h5zk2mzyb3e45b428l0f"}},{"id":64,"name":"Coaching Insider: The New Leader's Survival Guide","slug":"coaching-insider-the-new-leader-s-survival-guide","cover_uid":"stfvk4con1u8sjbgzcym","published_on":"2020-01-28T20:39:11.589Z","content":"Most companies support emerging leaders like some cruel parents teach kids to swim. Because of a lack of awareness, programs, or time, they simply push them into the deep end. One day they’re a thriving individual contributor who stands out from the crowd. The next thing they know they’ve been promoted and are flailing in managerial waters way over their heads.\r\n\r\nIt happened to me once at a fast-growing tech startup when I was plucked from the chorus line and put in charge of 25 individual contributors. I was given no training, techniques, or advice and was told to just “figure it out”. I eventually did, but not without major stumbles and many sleepless nights filled with self doubt. It would have made all the difference if I had had a benevolent boss or a management expert I could rely on to teach me the ropes.\r\n\r\nAs a coach who supports emerging leaders, I’ve seen a similar and growing trend among talented millennials tapped for leadership positions. Some companies are just growing too fast to provide support or lack the self awareness to do so. Similarly, management skills aren’t passed down at high-churn companies (the average employee lifespan at many tech companies is less than 18 months) or at firms that are constantly re-organizing themselves. While the C-suite has used executive coaches for years, it’s never been more important to provide similar support to new leaders--the key to the growth and stability of any company.\r\n\r\nHere are four ways coaches can uniquely help emerging millennial leaders:\r\n\r\n**1. Find Your Benevolent “Boss”.** The number one complaint I hear from emerging millennial leaders is “I’ve never had a good boss”. What’s more, the old adage still rings true: employees don’t leave a company for a new job, they leave because of a bad boss. That’s a costly reality in corporate cultures where new managers are inadequately trained or supported. In fact, an emerging leader’s boss may also be relatively new to management, overwhelmed with work, or simply unaware. That’s where a good coach can help. Working together, a new leader can learn to master the basics of leadership like active listening, compassion, executive presence, and how to make faster and better decisions.\r\n\r\n**2. Practice Without Risk.** For new leaders, it often doesn’t feel safe or comfortable to talk with internal constituents (each with their own agenda) about management areas where they feel clueless. But coaches are different. They are fully vested in the success of their clients and have no hidden agendas. Consequently, they create a risk-free environment where clients can try out new ideas, practice managerial role playing, and learn from an expert. Time and again, I’ve seen emerging leaders display a bolstered sense of self confidence knowing that expert advice is simply a text or phone call away.\r\n\r\n**3. Don’t Go It Alone.** How do new leaders handle a situation where they’ve gone from hobnobbing with individual-contributor peers one day to managing them the next? Without the support of a good boss, that can be a confusing and lonely place. That’s where a good coach can help. Relationships with former peers must change and they have to be enhanced with new managerial-level relationships. A coach can help emerging leaders see the possibilities for building new relationships with other managers and suggest how to network across departments. \r\n \r\n**4. Are you my Coach or Mentor?**  Coaches are great for helping emerging leaders identify blind spots, eliminating “low status” behaviors, and suggesting the strategies that can drive a management career forward. But they’re not an insider at the company. Any good coach will urge new leaders to seek out a mentor who knows where the company and industry are going. While a coach can guide emerging leaders on how to “network up”, ultimately they will have to seek out and solidify these relationships on their own.  \r\n \r\nThat’s my short list of four ways coaches can help emerging millennial leaders. What’s on your list of how coaches can help?\r\n\r\n*Robert Carroll works with emerging leaders to build purpose-driven companies that empower employees and shape positive culture, while creating work environments that are healthy, sustainable, and productive. Learn more about Robert at: https://hireclub.com/coaches/robert-carroll*","user":{"id":10944,"username":"robertcarroll","name":"Robert Carroll","avatar_url":"https://res-1.cloudinary.com/hireclub/image/upload/c_fill,f_auto,g_north,h_200,q_auto,w_200/zvrtuog7b6w1ikdyrxgg"}}]