Greater Milwaukee Jobs

2 GREATERmilwaukeeJOBS • December 11, 2014 be the only factor to consider, but don't ignore certain financial realities, either. • Career or Company? A person unhappy with his or her cur- rent position might mistake feelings about the company with feelings about the career field itself. If you like your work but feel held back by your compa- ny, then you might be better suited to finding new employment within your field instead of switching fields entirely. Thanks to an economy that has struggled considerably over the last half decade, many companies have asked more of their existing employees, leading to employee burnout and dissatisfaction. If your dissatisfaction stems more from the company, be it minimal advancement opportunities or lack of employee appre- ciation, than from your actual work, then you likely don't need to change careers but merely companies. • Prospects Career prospects are another thing to consider before making a career change. The job market has never fully recovered from the recession that began in 2007, and many experienced professionals have been out of work for several years. If your desired field of work is not thriving, then your prospects of finding gainful, rewarding employment might be rather slim. Of course, the economy can still recover down the road and that recovery might open up a wealth of attractive opportunities. But switching careers to a field of work that is struggling financially might not be worth the gamble. • Qualifications It's important to consider the necessary qualifications before changing careers. Some careers only require experience, and your experience in your current field might easily translate into a new line of work. Other careers, however, might have certain requirements with regard to edu- cation. In such instances, you might have to go back to school. Your willingness to learn new skills and possibly return to school should weigh heavily in your decision to change careers or to stay put. The decision to change careers is one that individuals make every day. But before that decision is reached, a care- ful consideration of a host of factors is necessary to ensure the decision is the right one. things to consider ... from page 1 Many a night's sleep has been lost worrying about an upcoming job interview. Ques- tions like "Will I make a good impression?" or "Am I quali- fied for the job?" can make for a restless night's sleep on the eve before a job interview. Writing a resume is another aspect of the job hunt that can stoke your nerves. Men and women may pour over job timelines and skill summaries for hours in an effort to ensure they have included the right mix of information to get noticed. Though resume writing has changed considerably over the years, some conventional wisdom about resumes still prevails, and how closely potential applicants adhere to these rules goes a long way toward determining if they earn a chance at an interview. • Me, myself and I: While the resume should showcase your professional accomplish- ments, it also should showcase how your skills relate to the job you're applying for. This way the company understands you have researched the posi- tion and are in tune with what they're looking for in an applicant. • One document for all responses: A resume is not a static document. It needs to change depending on the job you're applying to. Although there will be certain informa- tion that can remain the same, update the skills and other information based on each position. • One page is best: Appli- cants were long told to keep their resumes concise, limiting the document to just one page. However, if your experience is extensive or one page cannot contain a long job history, don't be afraid to submit a two-page resume. • Failing to be selective: You need not include your entire job history on a resume, espe- cially if certain past positions you have held are completely irrelevant to the position for which you are applying. Don't be afraid of job gaps, either. Many of today's recruiters understand that the changing economy can make it chal- lenging to maintain steady employment. • Overembellishment: Do not embellish your skills. Always be open and honest on your resume. You may be asked to prove you can perform certain tasks, and if you cannot back up what is included on a resume, you will have wasted your time and the time the interviewer spent discussing his company's opening with you. • Imperfections: A resume is a reflection of you, so one with typographical errors or a poor layout is never accept- able. Ensure your resume is as professional and error-free as possible. Have a friend or a proofreader look it over before distributing. Make sure your resume doesn't cost you a job A publication of Conley Media Distributed by: Conley Distribution 262-513-2646 ©2004 by Conley Media, LLC Waukesha County Independent and Locally Owned GREATERmilwaukeeJOBS is published weekly by Conley Media – Waukesha County, 801 N. Barstow St., Waukesha, WI 53186. Contents of this publication may not be reproduced in any form without the written consent of the publisher. GREATERmilwaukeeJOBS assumes no liability for any error in copy or content. It is the advertiser's responsibility to be aware of the laws pertaining to employment advertising. Subscriptions are available for $34 (non-refundable) for a 6-month subscription. Call 262-306-5035 for information. Call Center Director: Cindy Shaske 262-306-5016 cshaske@conleynet.com Account Executive: Jeanne Bonlender 262-306-5035 jbonlender@conleynet.com Story Coordinator: Dwayne Butler 262-513-2626 dbutler@conleynet.com Production: Patricia Scheel 262-513-2690 GREATERmilwaukeeJOBS Volume 17 • Number 14 December 11, 2014 To place an ad: Call us at 262-306-5035 or fax us at 262-542-6082 deadline: Noon on Wednesdays Liz Reyer is a credentialed coach with more than 20 years of business experience. Her company, Reyer Coaching & Consulting, offers services for organizations of all sizes. Submit questions or comments about this column at www.deliverchange.com/coachscorner or email her at lizdeliverchange.com. Working with a workaholic By Liz Reyer Star Tribune (Minneapolis) & A Q Q. I have a co-worker who is a self-described workaholic. He works on weekends and seems to expect me to, as well. I work hard but very much value my work-life balance. How can I manage this situation so that our close working relationship remains positive? A. Be clear and consistent about your boundaries – including when and for what you'll be flexible. THE INNER GAME: There is a lot of pressure in the typical workplace to give more these days – more time, more energy, m o re d e d i c a t i o n . B u t a s a n employee, you do not have an infi- nite well to tap. Bravo to you for realizing that balance is important. Take a moment to remind your- self of the reasons that you value work-life balance. Close your eyes, take some deep breaths and experience the positive feeling that you get when you recharge. Now, while those feelings are fresh, make a list of the business reasons that this is valuable. "When I am in balance, I...." Am more productive? Make smarter decisions? Am I a better team player? If you're like most people, there is immense value in bringing your most energized self to the workplace. Don't let this be downplayed. About your boundaries: Are you clear in your own mind about what is OK and what pushes you too far? For example, is there a time of day that you simply must be done working? If it varies, can you articulate that so that your colleague can have a fair chance of knowing when he is overstepping? Or perhaps it isn't a time of day as much as a process for asking. Whatever your boundaries are, it's your responsibility to be crys- tal clear about them to yourself and others. Finally, look at your point of view in light of your overall orga- nizational culture, considering whether leadership will have your back on this, or whether there is a 24/7 expectation that the workaholic is embodying. THE OUTER GAME: Sit down and talk with your colleague. Since you're in a positive mode with him so far, it should be easy to have a tone that builds on the positives. Consider chatting over coffee or lunch so that it feels more informal. Before you meet, develop a single clear message to share. It may be something like, "I like working with you, and it'll be even better if we agree that I won't always be checking e-mail on weekends." Have examples to share that were challenging for you. Most people aren't jerks, so assuming that he's not, enter into a joint problem-solving mode to d e ve l o p m u t u a l l y s a t i s f y i n g solutions. Also make it clear where and how you'll be flexible so that he doesn't feel locked in.That would be a recipe for pushing back on his part.Then have regular check- ins with him to make sure that you're both feeling all right about the level of engagement. If things fall out of balance, get support from your boss. It may also be a sign that your team is not properly resourced. In that case, other steps will be needed. THE LAST WORD: Advocate for your best interests so that you can thrive at home and at work.

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