An easy way to think of contingent employment is to think of it as contract labor for a specific task – a free agent employee arrangement.  Not just for unskilled blue-collar labor, but for skilled professional white-collar labor like accountants, marketers, IT professionals, code writers, CEO’s and all professions.  In the new, post recession America of 2010, thanks to Tina Brown of the Daily Beast, this is also called gigonomics. 

Contingent labor has been in use since tasks were first divided amongst early tribesmen.  There were stonecutters (defense contractors), herdsmen (ranchers), hunters (butchers), tanners (clothing and shoe manufacturers), farmers (okay, they are still called farmers), and medicine men (healthcare workers).  Can you see the necessity of the tasks from then and now?  All of these workers were producing something or performing a valued task with skill and expertise.  “Talent”, if you will. 

In today’s economy, most people change jobs, companies or functions every 18 to 30 months.  Just check on LinkedIn and look at the number of jobs and companies at which any individual has worked over their career.  Look at the acceleration of their movement within the last 10 years.  

We think we are permanent employees because we may work for only one company for long periods, but we are not permanent.  We actually change responsibilities very frequently and create new agreements for our contingent employment with the same employer.  Or either we move on to another job. 

This is a fundamental shift in the business models in the world.  It has been gradual, over several decades, but it has certainly been increasing in frequency within the last few years.  And with the global recession and economic downturn over the last two to three years, it has accelerated even more.  

Unionized blue-collar autoworkers may work for one auto manufacturer for many years, but their function changes as frequently as new models are manufactured, new styles become in vogue, and new technologies change the components of the parts they are required to assemble.  With the introduction to robotic manufacturing, many of the skilled labor-force was deemed obsolete – and no longer of value.  This is the same for any worker in any manufacturing field.  

Observe the revolution that technology has brought to the Printing Industry within the last 15 years.  There are no more film-strippers, dot-etchers, plate makers or scanner operators.  Letterpress, Hot-type, drum scanning, typesetting – all of these skills and jobs are gone.  The jobs that were once so highly valued have been replaced by technologies that perform the functions automatically – without the need for skilled labor.  

All of these skilled workers have had to re-train themselves to qualify for new job functions with new skill requirements.  Many of these people are still in our workforce and they are struggling to keep up with technology displacement. 

As for white-collar management employees, the average tenure of a chief marketing officer (CMO) is about 2 years.  For a CEO it is about 30 months.  For a mid-level product manager in almost any sector, it is about 3 years.  For skilled labor, the average tenure in a specific function is about 4 years (and shrinking).  For first line managers, the average tenure in a specific job function is also about 30 months.  For migrant workers it is only about 3 months, but that is about the same amount of time for many production people in the movie making industry, and many code-writing project managers. 

Now, if we accept that we are all already acting as contingent labor, how can we make that work for us as individuals?  Let’s look at two very successful models of contingent labor from both the perspective of the worker as well as the perspective of the hiring company. 

First, let’s look at “Hollywood”, one of the most successful examples of contingent employment.  Prior to the mid-1900’s, the movie making companies had all of their stars – their actors – as employees of the studios.  The studios determined which movie an actor would work in, and in which role he or she would play – in a starring role or in a supporting role.  The studio’s would ‘groom’ their actors to become stars.  

Later on, actors became free-lance, meaning that they would separate themselves from specific studios and would work for many different studios in many different roles as the opportunities came up.  

This is when we began to recognize “star-power’ at the box office.  Because an actor had a following, they became the power in the relationship between actors and studios.  The “star’ could demand more money, could negotiate a separate contract for each movie and each role, could demand producing and writing credits, and could even demand the opportunity to direct!  This is why some actors can demand millions of dollars per film; she or he is a contracted employee for the movie – a contingent employee. 

For a moment, let’s put starring actors aside and look at the rest of the movie production team. Most of the production staff for the filming of a movie is contingent and temporary workers that sign-on to work on each film on a film-by-film basis.  Think of all of those credits that roll at the end of the film.  Each one of those people is a contingent worker.  After they wrap-up their job function on one film, they are back on the market looking for their next project, be it a television project, indie-film project, another movie, a cable documentary or whatever.  They have to sell themselves after each gig in order to get their next job.

Many people in Hollywood make a decent living.  They are able to make ends meet and often have a little extra.  Some of the stars or leading actors make amounts of money that a regular movie production employee can only dream of.  While others in the Movie Industry can barely eke by and have to have other income to subsidize their dream of acting in the movies, starring on a soap opera or having their own talk show.  Thus the cliché of the actor/waiter in Hollywood, and the advent of reality TV. 

In this Hollywood example, the studio wins because it gets the talent and star power it needs, when it needs them and doesn’t have the regular payroll expense of permanent employees.  The individual employees win because they get union scale pay for contract work and have time to pursue their other interests such as acting classes, voice lessons or screen-writing, for example. 

For our second industry example, lets look to healthcare professionals – in particular, lets look at the nursing field. 

In many hospitals, work schedules are posted in the lunchroom or employees lounge including needs for specific help during specific hours on specific days.  These are overtime opportunities for existing employees with existing work shifts and schedules, and part-time opportunities for those that are qualified, licensed and willing to work, but may not be a current employee of that hospital.  The hospital is posting for contingent contract work. 

Those working at the hospital may want to supplement their existing income by working overtime, and those nurses that may have worked in the hospital before either as a full-time or as a contingent employee may want to supplement their income by taking a series of these opening opportunities. 

Either way, the contingent employee gets to decide when and where they want to work.  They get to choose how much they work and how long they work.  They get the opportunity to demand higher hourly wages because there are no attached benefit costs to the employer. 

Another example of contingent employee success for individual nursing professionals and their employers is the visiting nurse programs that allow nurses global opportunities for contract work for a limited amount of time.  Visiting nurse programs have been popular in the healthcare industry for decades with everyone benefiting from the relationship.  Hospitals get the much-needed nursing services and the nurses themselves get an opportunity to travel the world.  Everyone in this example wins. 

So whether we embrace the terms contingent employment, gigonomics, contract workers or project based employment, we must acknowledge and accept that we are all temporary (and contingent) – even if we are labeled by the hiring corporation or our government as “permanent.”  Permanent, fulltime employment no longer exists in the American economy! 

To acknowledge this new reality of our world is the first step in learning not only to survive in it, but also to thrive in it.  Let me repeat, permanent, fulltime employment no longer exists. 

In his book Free Agent Nation, Daniel H. Pink describes the circumstances that led to the entertainment industry becoming a model for freelance or “contingent” employment much better than I ever could.  I’d like to cite one section of his book in which he quotes the business guru Tom Peters as saying: “Work today is about two things: Talent and projects.”  Pink further expands on that idea by going on to say, “Free agency is the real new economy.” 

Interestingly enough, Daniel Pink wrote this book in 2002 – just over eight years ago.

My son Evan returns to college for his senior year on Sunday.  He is full of hope, excitement, anticipation and joy.  He has the energy and determination of a freight train barreling cross-country, throttle wide-open in the vast and flat mid-western plains.  As a parent, I worry. 

Ahhh.  What must it be like to be young and not so aware of the impact of the nasty global economy, the frightening challenges ahead in our domestic economy and the pitiful job market?  I am tempted to warn him (again) about the uncertainty of America’s economic future.  I am also tempted to advise him (again) about the benefits of pursuing higher education and an advanced degree.  I want him to be careful as he experiments with new ideas entering into his world. 

My son has faith – strong faith – that America will figure its way out of this dismal situation.  I’m not sure where he got it from.  I wonder if all parents before me felt this same way…  I don’t think my faith is as strong as his, but he is very much like the generation before mine.  He is more like my parents – full of conviction, no room for doubt, on a solid path that may change, but will ultimately and definitely succeed. 

Tom Brokaw, formerly of NBC News, in his book of the same name calls The Greatest Generation, those people that we also refer to as the mature generation, the parents of the Boomers, the people that fought in WWI.  These are the people that were raised during the Great Depression – this generation had what I believe to be more realistic HOPE than any generation since.  Their HOPE was built on self-reliance, conservation, moderation and the principals of hard work leads to a rewarding and productive life. 

Their children, the Baby Boomers, my generation, were entitled to a better life that our parents fought for.  Our parents achieved so that we could have.  We didn’t need HOPE, we had RIGHTS!  And we fought for them by burning bras, smoking dope, breeding lawyers, and suing everyone obstructing our path to our entitlements.

 The X Generation, the smaller generation of people right behind the boomers is still living in the shadow of the Boomers.  They are still waiting for the Boomers to retire so that they can enter into management power.  I’m afraid they will be waiting a while.  After the latest wave of recessions, boomers can no longer afford to retire, leaving the Gen Xers hopelessly stuck in middle management.  Time Magazine in a review of Jeff Gordinier’s book, X Saves the World: How Generation X Got the Shaft but Can Still Keep Everything from Sucking, speaking on this generation, suggests that this may be the ignored generation. 

The Y Generation, the Net Generation, the Next Generation, the Millennials, the Echo Boomers are all the same group.  They are loosely defined as those people born from the early 80’s until the early 2000’s.  The earliest members of this generation are just hitting the workforce and reaching a traditional age of independence now.  This is my son Evan’s generation. 

According to Time Magazine, Evan’s generation will vaguely remember camera film, will never have a landline phone, will only see real books made of paper on their parents’ bookshelves, will never be lost, will only know of Czechoslovakia and Arnold Swarzenegger through history classes or Turner Classic Movies. 

 These Millennials will enter into one of the worst job markets in American history, most still live with their parents until they are in their 30’s, and will have one giant motherf***er of a national debt bill of over $13.2 Trillion.  From here, it doesn’t look like they will be able to afford marriage OR divorce, regardless whether it’s straight OR gay.  To me, it seems that the mere act of having and raising children in this over-financed and used-up world will be the loudest testimonial of FAITH and of HOPE of this entire generation. 

And yet there is strength, determination and preparation in abundance within this generation.  Fresh faces, eager attitudes, inquisitive minds, interested and well-educated young people that know that they can make a better world than previous generations.  They know they are inheriting a mess.  But they also know that they have what previous generations no longer have: a resounding and absolute belief in their abilities and a large dose of both Faith and Hope. 

God speed, Evan.  You are my hero…

I woke up with a start last week with a dream so clear in my head that it was as if someone shouted at me.  I could still hear the echo of their voice in my head, and it was saying, demanding and commanding. “Chase Knowledge Not Money.”  

I felt like someone or something was shouting at me.  My father, God, Karma, my teacher, my boss, my best friend – I don’t know who was shouting at me.  It could have been the ghost of Christmas past screaming at Ebenezer Scrooge! 

But the message was coming in loud and very clear, “You won’t find your personal success or individual fulfillment by chasing the dollar, but you will find all of these things (and be well entertained along the way) by chasing knowledge!” 

Although this is not a frequently recurring dream, it is kind of thematic in that whenever I start drifting away from being true to myself – being my true Mac – I have a dream very similar to this or at least with the same theme. 

We all have received reinforcement of this bit of truth throughout our lives. We receive this message from our parents, teachers, peers, employers, religious leaders, books, television, theater, iTunes, Facebook, the internet and the 3,000 to 6,000 advertising messages that we are confronted with every day of our lives (although advertising tells us that spending money will make us happy). 

About 40 years ago, I had a high school chemistry teacher that had an amazing attitude and technique in motivating her students.  She was a small, frail looking woman no more than 4 foot 11 inches on a good day.  Her name was Mrs. Kirkpatrick, and she has had a lasting impression on me.  What I remember most is that Mrs. Kirkpatrick had a favorite phrase for a student that gave the wrong answer when called on in class.  I was not a good chemistry student and often did not prepare well for class.  When I was called on and gave the wrong answer, she would say, “Mac, there is no shame in ignorance, only remaining so.” 

The thing is, a lot of us seem to forget this, ignore it, or we just turn stupid and panic when we make our career decisions.  We think about all those advertising messages telling us we will only be loved if we have a bigger house, a newer car, armpits that smell like the flowery fields of the south of France, long silky blond hair, a ripped and cut 8-pac set of abs, an MBA from an Ivy League school or other such nonsense.  

We are constantly tempted to rationalize that if we chase the money, our lives will improve as a result, or because of our decision.  Money brings happiness, right?  Money allows us to exhibit our station in life.  It helps us become enviable by our friends and family.  It feeds our pride and makes us feel successful at our high-school reunions.  We get more respect at the Rotary Club, the country club, the gym, the beach, any restaurant, a recruiter, our neighbors and our employer.  Right? 

But what do you love?  Most people’s happiness actually stems from a passion for learning.  

Shaun White, the Olympic Snowboarder is the best in the world because he brings new freshness to the sport every time he hops on that board.  He is constantly learning new moves, new tricks, pushing the limits of what we all consider finite ability.  He can’t get any better, but he does so constantly – because he is in his zone of passion.  Shaun White loves to Snowboard.  He loves the sport. He loves learning.  And he is making tons of money in the process of pursuing his passion, in pursuing his personal truth, in pursuing knowledge.  Have you ever seen anyone that enjoys what he does more than Shaun White? 

Although the choice of either knowledge or money is not always mutually exclusive, personal happiness is a guaranteed by-product of the one decision of pursuing knowledge.  Shawn White is but one example.  Malcolm Gladwell has a host of other examples in his book “Outliers: The Story of Success” where people pursuing knowledge and passion are the richest, most successful people in the world. 

On the other hand, if we make the other choice to pursue money or wealth, happiness cannot be guaranteed, as that will become its own separate pursuit.  When we chase money, it is a lonely, joyless unsustainable journey.  Think of the timeless lessons of Charles Dickens’ 1843 novel A Christmas Carol where Ebenezer Scrooge had an awakening.  Until the end of his life, Scrooge was pretty miserable – rich, but miserable. 

When we chase knowledge, it is a social, joyous and achievable trip.  We have the power, ability and permission to choose which of the paths we take. We have the experience knowledge and training to make a decision that will benefit our families and ourselves. 

So here is the take-away from this blog: 

Choose to keep learning about the things you love.  The money will come, as will the fame, recognition, acknowledgment and fulfillment.  You will certainly have a more satisfying and wholly richer life.

By Robert Reich on Tuesday, August 17, 2010 

I am a big fan of Robert Reich.  In these confusing times, he brings a voice of calm and thoughtfulness with the power of experience.  I hope you enjoy his post from earlier this week. It is posted here in its entirety and you can see the original blog here. 

Economic growth is slowing in the United States. It’s also slowing in Japan, France, Britain, Italy, Spain, and Canada. It’s even slowing in China. And it’s likely to be slowing soon in Germany.

If governments keep hacking away at their budgets while consumers almost everywhere are becoming more cautious about spending, global demand will shrink to the point where a worldwide dip is inevitable. 

You might ask yourself: So what? Why do we need more economic growth anyway? Aren’t we ruining the planet with all this growth — destroying forests, polluting oceans and rivers, and spewing carbon into the atmosphere at a rate that’s already causing climate chaos? Let’s just stop filling our homes with so much stuff. 

The answer is economic growth isn’t just about more stuff. Growth is different from consumerism. Growth is really about the capacity of a nation to produce everything that’s wanted and needed by its inhabitants. That includes better stewardship of the environment as well as improved public health and better schools. (The Gross Domestic Product is a crude way of gauging this but it’s a guide. Nations with high and growing GDPs have more overall capacity; those with low or slowing GDPs have less.)

Poorer countries tend to be more polluted than richer ones because they don’t have the capacity both to keep their people fed and clothed and also to keep their land, air and water clean. Infant mortality is higher and life spans shorter because they don’t have enough to immunize against diseases, prevent them from spreading, and cure the sick.

In their quest for resources rich nations (and corporations) have too often devastated poor ones – destroying their forests, eroding their land, and fouling their water. This is intolerable, but it isn’t an indictment of growth itself. Growth doesn’t depend on plunder. Rich nations have the capacity to extract resources responsibly. That they don’t is a measure of their irresponsibility and the weakness of international law.

How a nation chooses to use its productive capacity – how it defines its needs and wants — is a different matter. As China becomes a richer nation it can devote more of its capacity to its environment and to its own consumers, for example.

The United States has the largest capacity in the world. But relative to other rich nations it chooses to devote a larger proportion of that capacity to consumer goods, health care, and the military. And it uses comparatively less to support people who are unemployed or destitute, pay for non-carbon fuels, keep people healthy, and provide aid to the rest of the world. Slower growth will mean even more competition among these goals.

Faster growth greases the way toward more equal opportunity and a wider distribution of gains. The wealthy more easily accept a smaller share of the gains because they can still come out ahead of where they were before. Simultaneously, the middle class more willingly pays taxes to support public improvements like a cleaner environment and stronger safety nets. It’s a virtuous cycle. We had one during the Great Prosperity the lasted from 1947 to the early 1970s.

Slower growth has the reverse effect. Because economic gains are small, the wealthy fight harder to maintain their share. The middle class, already burdened by high unemployment and flat or dropping wages, fights ever more furiously against any additional burdens, including tax increases to support public improvements. The poor are left worse off than before. It’s a vicious cycle. We’ve been in one most of the last thirty years.

No one should celebrate slow growth. If we’re entering into a period of even slower growth, the consequences could be worse. 

About Robert Reich:

Robert Reich is Professor of Public Policy at the University of California at Berkeley. He has served in three national administrations, most recently as secretary of labor under President Bill Clinton. He has written twelve books, including The Work of Nations, Locked in the Cabinet, and his most recent book, Supercapitalism. His “Marketplace” commentaries can be found on publicradio.com and iTunes.  You can learn more about Robert Reich and follow his blog here.

By Mac Byrd 

“I am a member of a team, and I rely on the team, I defer to it and sacrifice for it, because the team, not the individual, is the ultimate champion”   - Mia Hamm 

This quote came to my attention this past weekend via social media.  An old high-school friend, who is now a Presbyterian minister in California posted Ms. Hamm’s quote on his Facebook wall.  As one of his friends, I was notified of his posting.  

He was inspired by this quote and so am I -because of the simple yet overwhelming power of belonging to a team. 

Looking for a job while you are unemployed can be a lonely and lonesome task if you do not realize that you are on a team or that you are actually on many teams.  A job hunter can feel very isolated if he or she does not recognize on which teams they are. 

Ms. Hamm was certainly referring to her soccer team.  Whether it was for the US Olympic Team, the University of North Carolina team, the All American Team or even her Notre Dame High School team, Ms. Hamm always knew that she was an integral part of something much larger than she was.  As a team member, Ms. Hamm knew that certain behaviors are required – effort, compassion, determination, commitment, courage, intelligence and heart. 

My friend Curt was thinking of the team as the church, where everyone feels part of the whole.  Members of the congregation, part of the flock and the collective team of Christianity within his own church.  I am sure that my friend also respects other congregations of other religions and realizes that each of these can be viewed as a ‘team’.  Devout and religious people do rely, defer and sacrifice for their beliefs and for each other.

 My brother was a Seawolf in the US Navy during the Viet Nam conflict in the late 60’s.  He worked as a door-gunner with the Navy Seals flying Army helicopters on recon missions in Viet Nam, Cambodia and Laos.  Yes, he was one of the un-sung heroes of the era.  These groups of men acted as a singular organism in their missions.  Everyone knew and acted as an integral part of a team; each with a specific job to do; each within their own area of expertise.   Because of that experience, these men are still part of an elite team with bonds just as strong now, over 40 years later, as when they were actively on that team together. 

 One’s family can also be considered a ‘team’ within this context.  Mothers, fathers, sisters, brothers, grandparents, grand children, aunts, uncles and all extended family are all part of our ‘team.’  Collectively we perform the chores, do the tasks and contribute to the success of the team.  We certainly do rely, defer and sacrifice for our family’s well-being, probably even more so than our church or our religion.  This ‘team’ is quite simply what we live for. 

In business, in our careers or our work groups, we are also part of a team.  This team, this group, moves toward the advancement of all of the team, achieving success, accomplishing the directed goals of the business.  As with the military example above, each member of this team has his or her specialty; their own value; their own ability to contribute to the success of the team.  In our respective teams, we are all moving forward towards the goals of the betterment of all of us.  

This is the meaning of being on a team.  It is the value and the comfort of being on a team.  It is what our work should be, and I believe that is what we all want from our work. 

Everyone is on a team.  It is by defining and claiming our own teams that bring clarity to what we are trying to accomplish, to whom we defer, on whom we rely and for whom we will sacrifice.  Our team is for what and whom we will work for.  Our team is for what and whom we live for.  Our teams can also be what and whom we will die for.  

The results of our teams are our legacy for those that we ultimately leave behind. 

Maybe this is the whole point of life – the thing that will bring meaning and clarify to our lives and our purpose – to belong to something bigger, larger and more powerful than our individual selves are.  To belong to a meaningful and worthwhile team. 

A team does not make the few richer in servitude.  A team works to make a better life for everyone on the team.  

I am moved from the simplicity and the universality of Ms. Hamm’s quote. It made me think.  

I hope that you are also inspired.

About Mia Hamm

Mia Hamm was one of the star soccer players that won the World Championship for the USA against China in 1991.  You can learn more about this amazing woman here.

from daveramsey.com on 14 Jul 2010

Earlier in July, we carried Dave Ramsey’s blog thoughts on “How to Find Your Strengths”.  This is a second part of that series from Dave Ramsey and is in keeping with our 11 Steps series.  Dave’s thoughts are too valuable not to have additional exposure, so it is in that spirit that we are reposting Dave’s thoughts and comments.  Below is his posting in its entirety.

Even though the unemployment rate is declining and people are finding jobs after they have been out of work for several months, it’s still extremely important to do something you love. You may think that the economy took a hit on any open positions you were interested in, but believe it or not, there are plenty of job opportunities right now.

The thing is, you have to look for them.  You cannot just sit there and expect someone to hand you a job.  You need to be proactive and make it happen.  Only you can make the decision to do something with your life.  So get up and start job searching!

Your top priority should be to learn your strengths and weaknesses.  Remember, people who only work for money are miserable, because there is no fulfillment or meaning in their career. You must find something that blends your:

• skills
• abilities
• personality traits
• values
• dreams
• passions

No matter what shape the economy is in, it is important to be in a career you love. If you are just working a J-O-B then you are going to be unhappy.

After you’ve determined what your strengths and weaknesses are, identify jobs that compliment your passions and talents.

Next, figure out which companies you would like to work for and begin to build a relationship with them.

Here are three steps to help you build a relationship with a potential employer:

Step 1

Write an introduction letter. This is not a cover letter; this is just a letter introducing yourself and explaining that you intend to apply for a position at the company. Briefly state why you want to work for the company and the top three qualities you bring to the job.

Step 2

Next, send your resume and cover letter. Since you’ve already introduced yourself, they expect this next step. Create a resume that stands out, but don’t go overboard. You don’t want it to be an eyesore. And make sure you proof your writing! The last thing you want to do is make a glaring spelling mistake in your cover letter.

Step 3

Follow up the resume and cover letter with a phone call. In the cover letter, specify that you will call them on a certain date—and then do it. Even if you only get a voicemail, leave a message so the person knows you are serious about getting the job.

Complete these three steps and you’ll begin to establish a relationship with the company before you even meet with a human resources representative or your potential supervisor.

Remember, persistent follow-up and networking results in interviews and jobs. And never underestimate the power of networking—it is key to finding work you love.

About Dave Ramsey:

David L. Ramsey III (born September 3, 1960) is an American financial author, radio host, television personality, and motivational speaker.  Ramsey’s current company, The Lampo Group, is headquartered in Brentwood, Tennessee, and oversees three divisions geared toward financial counseling. Visit www.daveramsey.com for more information.

A guest blog from David Luke

Has this ever happened to you? A prospective employer reaches out to you and expresses interest in your skill set.

You respond that you have an interest in pursuing the opportunity. A resume is sent. Sometimes a follow up phone call or interview. And then…nothing.

Which of course, prompts a feeling of WTH. (what the heck???)

In the last six months, this scenario has happened to me three times. In each case, the employer came to me, which made the “darkness” seem even stranger. Why would they reach out, get a positive reaction from me, and then go dark?

Read the rest of this entry »

It is almost a universal and unanimous opinion that the best way to find your next job opportunity is to look within your network of contacts of past professional colleagues.  But many people who have office jobs feel that they have not had in the past or that they do not have the opportunity network in their current job.

Some people feel that they do not have a job that allows them to meet with visiting sales people or vendor/suppliers or clients or corporate partners.  This is not true.

Everyone has an existing network that is just as valuable as anyone else’s network, and can be extremely beneficial in a person’s job search as well as their continuing education.  The difference is, truly networked people have their networks organized.

First, you need a tool to help you gather all of these people in a single place.  I recommend using LinkedIn because of the dynamic data gathering, retrieving functions and networking tools that it offers.  LinkedIn also has literally thousands of Groups for people with like interests.  If you start with this resource as you begin to collect your network together in a single database, it will be much easier as your network grows.

Now, think about all the people that come into your life on a regular basis.  Think about the people that interact with you both constantly as well as infrequently.  Here are a few places to look that will help you identify people to which you already have access:

Read the rest of this entry »

This is a guest blog post by Deborah Weiner

2009 began the downward spiral; the spinning vortex of what was once my successful 30-year temporary and full-time employment service and my raison d’être career.

Seemingly overnight, my freelancers were laid off and my clients were emailing me their own resumes with the expectation that they would be next. The unemployed reached record numbers and all my client customers were downsizing.  Soon the fertile ground of incoming job positions went completely dry. The money slowed and then stopped. Forcing me to change my spending habits, altering my lifestyle.

Read the rest of this entry »

Just because you’re good at something doesn’t make it a strength

Originally from daveramsey.com on 06 Aug 2009, this fits well with our discussion thread on Finding your Next Employer… Thank you to Dave Ramsey.

According to Marcus Buckingham, author of Go Put Your Strengths To Work, “Most people think your strengths are what you’re good at, and your weaknesses are what you’re bad at.” He explains that this isn’t a good way to measure your strengths and skills.

There may be a lot of things that you’re good at, but hate doing. Just because you’re good at something doesn’t make it a strength. You also must have a passion for what you’re doing—that’s what qualifies it as a strength.

“A better definition of a strength,” said Buckingham, “is an activity that makes you feel strong. And a weakness is an activity that makes you feel weak. Even if you’re good at it, if it drains you, that’s a weakness.”

He recommends writing down activities that drain you or energize you during a regular week. This will prohibit others from confirming or denying your strengths and weaknesses. Instead, you’re determining what they are without letting other people’s opinions influence you.

Read the rest of this entry »