Car problems are always frustrating, and a few years ago, I was having a miserable time trying to fix mine. I take pride in doing things myself, and over the years, I’ve learned how to perform a variety of minor car repairs. But on this particular day, I was trying to fix a big problem: replacing the engine mount on my SUV. It is just as tricky as it sounds and can be dangerous if it isn’t done right. The engine must be raised and supported while the mount that holds it in place is switched out for a new one. And things were not going my way. I spent the whole day trying to get the old engine mount off!

By late afternoon, with no progress made, I was mad, frustrated, and exhausted. I was sitting on my garage floor in complete defeat when suddenly, someone walked in unannounced.

This person better not try to sell me something, I thought. Instead, I heard a friendly, “Hi neighbor!” It was my neighbor from across the street whom I hadn’t met yet. “I’ve seen you working on your car all day and wondered if you might need some help.” Boy did I. I readily accepted, and before I knew it, my neighbor looked at my engine mount and advised me what I needed to do to get it off. A few hours later, I was able to get the old mount off and replace it with a new one. Not only did my neighbor help me fix my car that day, but he also helped me recover my pride. And that started a friendship between us that continues to this day.

When was the last time you helped one of your employees with a personal matter? Maybe they need to adjust their hours for childcare or take some time off for a family matter. Perhaps they want to leave a little early one day to see their son play baseball.

Whatever it might be, helping your workers out when they need it is crucial to building employee loyalty. When you show your employees you care about them as a person and not just as a worker, you cultivate a healthy environment where employees are appreciative and content at work. And when your employees feel valued, they will be loyal to you. They will be there for you when you need them. They may even show up on a day off just because they want to help.

When I worked for the government, overtime pay was not permitted. Most of the time, the agency had no money for it, so we avoided it as much as possible. But sometimes, I needed people to work on weekends to investigate a crash. Sometimes I needed them to work late and finish up assignments or be in the office when they weren’t required to be there. And each time I needed employees to work overtime for no pay, they did it out of loyalty to me. You see, you often get back what you give to others.

When my neighbor helped me with my car repair, he actually helped himself. The goodwill he showed to me that day came back to him too, but not because it was owed to him.

You see, goodwill is not about tracking what someone owes you or what you owe them for the nice thing they did for you. It’s about how you view that person and your willingness to go the extra mile for them. I’ll go the extra mile to help my neighbor with projects he’s working on at his house not because I owe it to him but because I appreciate how he helped me in my time of need.

The Emotional Bank Account

The friendship I have with my neighbor is a perfect example of what author Stephen Covey identifies as an emotional bank account. In his book, The 7 Habits of Highly Effective People, Mr. Covey explains that this bank account represents the amount of trust that’s been built up in a relationship, whether between friends, spouses, or coworkers.When the trust is high, one 8 can call upon it in times of need. When the bank account is low or overdrawn, everything becomes more difficult. Tensions in the relationship or friendship increase, and every word can become a minefield.

According to Mr. Covey, small discourtesies, little unkindnesses, and minor forms of disrespect can all cause large withdrawals from your account. But on the other hand, seeking to understand someone, attending to the little things, and keeping commitments can make major deposits into this account.

Mr. Covey could not have been more correct. Even the smallest of discourtesies can significantly damage a relationship. To this day, I still remember the time when a supervisor I looked up to disrespected me. We were both at a large regional meeting, and this supervisor was leading a group discussion. The supervisor knew me, but he hadn’t even acknowledged my presence in the group. Here was his chance to make things right, I thought, as he came to each table to pass along some meeting worksheets. Instead, he looked right at me, did not say a word, handed me the sheets, and moved on. I was offended. I always acknowledged my colleagues when I saw them at meetings like this. How much effort does it take to say “Hi”? Since he could not even take the time to do that, I never trusted him again. His bank account was overdrawn with me forever.

I know this sounds petty, but it is the little things that often make or break relationships.

Whether we signed up for one or not, we all have this bank account. Each time you do something nice for your employees, like buying lunch for the office, bringing in donuts on a Friday, or saying a friendly hello every morning, you deposit into that emotional bank account. Every time you show kindness or keep a commitment, you make a deposit into this bank account. The gesture doesn’t have to be elaborate or expensive. In fact, most have little to no cost at all. It could be as simple as letting everybody go home early the day before a holiday. What matters here is that you show goodwill toward those you supervise.

You must do things that continually make positive deposits into this emotional bank account because the account will naturally get drawn down, and you don’t want it to go to zero or worse, a negative balance. Have you ever seen a marriage that’s run out of goodwill? Spouses start doing the bare minimum for each other. They become so comfortable in the routine that they take each other for granted. They stop investing in their emotional bank accounts. Trust levels deteriorate, and little things blow up into big things when that happens. Arguments occur over the most minor issues and the marital foundation begins to crumble.

And when the storm comes, the relationship ultimately falls apart. The bank account is overdrawn; it’s empty. There is nothing left to give on either side. Each side stopped adding to the bank account somewhere along the way. The results are terrible, yet are sadly predictable.

The same thing can happen with supervisors and employees. I’ve seen supervisors removed from their positions because their working relationships with employees became so toxic. Over the years, these supervisors continued to demand more and more of their employees without ever showing their appreciation. And guess what? The emotional bank account quickly went bankrupt. Not surprisingly, the employees became bitter. They were no longer willing to go the extra mile.

So when these offices faced challenges, there were no employees who were willing to go above and beyond to help the supervisors. The employees hated their boss for refusing to show appreciation for their work, and the boss hated the employees. After numerous employee complaints, upper management stepped in and removed the supervisors from their positions.

If you always ask, ask, ask and demand, demand, demand from your employees without ever showing your appreciation for them, you will create an atmosphere of bitterness that will make life miserable for everyone. People won’t stick around long working for a boss who doesn’t appreciate their worth. When this happens employees have one of two options: they can flee, or they can take their boss down. If you are bankrupt with goodwill towards your employees, you’ll soon find yourself with no team around you at all. Everyone will have left for better jobs, or if not, you may find yourself out of one.

You will face plenty of difficult times on the job as a leader, and having a dedicated team around you to support you and carry out your vision is essential to successfully navigating these challenges. Making this small investment will help you attract good people who are willing to go above and beyond to help you when you need it. And trust me, you absolutely will.

Why Little Things Matter

The famous UCLA basketball coach John Wooden, who won a record ten NCAA titles, said, “Little things make big things happen.” One of the little things he taught his players was how to tie their shoes properly. It sounds like a small thing, but it’s obviously important so his players don’t trip on their shoelaces all over the court. But also a good-fitting shoe, tied properly, helps prevent blisters that could keep one from playing. And the team can’t be the best unless everyone plays.

The same thing is true in any workplace. It’s the little things you do for your employees that make big things happen. These don’t have to be grandiose or expensive, but they need to come from the heart. I encourage time off during the holidays, and I cover the tough days like Christmas Eve and New Year’s Eve so they can enjoy time with their family. These aren’t big or expensive things for me to do. Some of these actions are really easy. But each one makes a crucial deposit into that emotional bank account.

When employees feel valued, they are willing to go above and beyond to help you when needed. I’ve never had trouble getting folks to work overtime or on weekends. Since our agency couldn’t demand overtime work, my employees could’ve told me no—and there would have been nothing I could do about it.

Thankfully, it never got to that point because someone was always willing to step up and help me out. Showing your employees how much you appreciate their work may seem like a small thing in the moment, but it will prove to be a worthwhile investment for you.

The Easiest Way To Make A Deposit

Now let me show you one of the easiest, simplest ways to make deposits into this emotional bank account. I’ve given you some examples already, but this one has a no-excuse clause. That means there is no excuse on your part if you don’t use this. It does not have a financial cost. It does not negatively affect the job in any way. This does not cost you anything to use. But it will pay you big dividends. If you are not doing this, you are letting thousands of goodwill bank account dollars go to waste.

Are you ready for it?—then say “thank you.” Say “thank you.” Say “thank you” when your employee does a good job. Say “thank you” when your employee makes a customer happy. Say “thank you” when your employee goes the extra mile on a project that makes you look really good. Say “thank you” when your employee worked through a difficult day and did a great job. Say “thank you” when your employee covers the office on a holiday.

Do you get the point? Saying “thank you” is the best, easiest, no-cost way to deposit into the goodwill account. In fact, I find ways to say “thank you” to my employees as much as possible. They don’t have to do something outstanding; many times, it’s the little things they do. Remember, little things make big things happen. I tell them “thank you” in person for doing a good job. I put “thank you” in my emails. And my “thank you” tells them I appreciate and acknowledge their good work. Many problems could be solved with employee/supervisor relationships if someone would just say “thank you.”

And if you look close enough, there is always something to be thankful for with your employees.

As I wrote this chapter, it reminded me of the supervisors I had during my government career. I had a good working relationship with most, and I was always willing to do more for them. They said “thank you” when I did a good job. Some would buy a round of drinks when we were out on travel. Others would bring in treats when we were having a meeting. They made deposits to that emotional bank account. And I was loyal to them because they made me feel appreciated. It was not big things; it was the little things they did to say “thank you” to me that counted the most.

People don’t want to work for a boss who takes their work for granted. They want to be in an environment where their supervisor shows them that their work is valued and appreciated.

When you take time to do the little things for your employees, you cultivate a healthy work environment where people will actually want to go above and beyond. By doing this, you’ll keep employee complaints to a minimum, and you will create goodwill with them. I’ve had very few complaints from employees over the years, and I attribute this to the goodwill investments I made.

Now, showing your employees goodwill is not a guarantee that you will never have problems. But when you do, facing them with a bank account that is full versus empty is a much better position to be in.

I covered other things that make big deposits into this emotional bank account in earlier chapters of this book. I covered being honest with those you supervise, listening to employees and being patient with them. I covered treating your employees with respect and dignity, even when they are clearly wrong. Each time you do one of these items you are making a deposit into your bank account. And it’s something you should be doing every day.

Make This Investment Today

These things don’t cost you much, but they will cost you dearly if you fail to do them. Investing in an emotional bank account is crucial if you want to attract and retain high-performing, motivated employees to work for your organization.

Take the time to show your workers you appreciate them and everything they do to further your team’s mission. As the famous saying goes, people may forget what you said and what you did, but they will never forget how you made them feel.

Employees will remember the times your actions made them feel valued and appreciated. And when you need their help, they will be willing to go the extra mile to help you out.

The little things you do to show employees your gratitude will help you achieve better results. So go ahead and bring in donuts this week. Let everyone go home early before the next holiday. Show appreciation to your employees for the hard work they do for you. By helping your employees, you’re helping yourself.

The following post was taken from Chapter 16 of my book “Your Finest Hour is Now.  Lessons in Leadership”.  Available from mattiolisolutions.com

 

In this article, I’m going to show you how to use artificial intelligence (AI) to improve your writing skills, be more efficient, and get better results. You’ve probably heard of these systems that work like magic to write anything you ask of them. They can write essays, poetry, a history paper, draw pictures, and much more. 

Generative AI systems can hold a conversation with you and answer your questions just as if you were speaking with a human. They truly are amazing technologies that will change how we do things.  And that applies especially to how we write. Before we go further let’s take just a quick look at what these systems are and how they operate.

What is AI

One of the most known AI systems today is ChatGPT, but there are others and many more coming your way. They are classified as large language models (LLMs) and are developed using three primary sources of information: the internet, licensed information from third parties, and information from human trainers. These systems contain a wealth of information and can do many things.  

Today we are going to focus on writing skills and how they can help, I stress the word help you write better.  

If you’ve never used AI to help write something then you are in for a treat, because these systems are going to help you become a better writer and communicator. In addition, they will perform tasks such as checking your spelling/grammar, suggesting new wording, rearranging your sentences, and coming up with new material for your topic. 

They will also help you overcome writer’s block, and save you time on proofreading and editing. If you are not using AI yet to help you write better, you should start today. 

What’s possible

For instance, let’s take the opening paragraph of this article, which I wrote without the assistance of AI. I’m going to see if AI can improve it. Here’s what the rewrite looks like:

In this article, I will explore the importance of using artificial intelligence (AI) to enhance writing skills, improve efficiency, and achieve better results. AI-powered systems have gained popularity for their ability to generate various types of content, such as essays, poetry, and even drawings. These tools leverage machine learning and natural language processing techniques to assist writers in producing high-quality content.  Source: You.com

Which one do you like better, the original opening paragraph or the AI version?  Let me know in the comments. I would probably incorporate some of the AI-generated material into mine to get the best results.  

AI systems are not only good at improving writing but also at generating, on their own, responses to questions. 

For example, I’m going to ask AI to generate a short few sentences on how fruit is good for your diet.  I use you.com and here is what it generated:

Fruit is important in one’s diet for several reasons. Firstly, fruits are a great source of dietary fiber, which helps keep you full, aids in digestion, and has been linked to decreasing the risk and effects of several diseases including heart disease, type 2 diabetes, high blood pressure, and some cancers. Secondly, fruits contain essential vitamins and minerals that the body cannot produce on its own, which contribute to overall health and energy levels. Additionally, fruits provide antioxidants that help repair damage done by free radicals and may protect against certain cancers. Moreover, fruits are generally low in energy density and can help maintain a healthy weight. Lastly, consuming a variety of fruits ensures that you receive a wide range of nutrients and benefits, as different fruits offer unique sets of nutrients and healthy compounds.

In summary, incorporating fruits into your diet can provide numerous health benefits, including improved digestion, disease prevention, increased energy levels, and support for overall well-being.   Source: You.com

The above paragraphs took about 3 seconds to generate. If I was writing a short email or article on fruit, I’m done. It would be difficult for me to improve upon what the AI-generated based on my knowledge of fruit. 

Imagine what you can do with AI on other topics. Think of the time savings, imagine the potential.

At this point, you might be tempted to say thanks Steve, no need to go any further with this article. I’m convinced, just use an AI when written communication is needed. Problem solved. We’re done here!  

Well, not so fast.

Why YOU Are Still Important 

I’m writing this article because as all new technology goes, there is a way to use it to its fullest potential. And there is a way to get what everyone else is getting from it. Let me explain.

I’ve written a book on leadership, shameless plug, called “Your Finest Hour is Now: Lessons in Leadership”. You can find it on my website. In the book, I share examples of my experience learning how to lead. For example, in the book, I try to help others by showing them techniques and skills to use when confronting different leadership situations. 

Could I have written my 330-page book with AI? Sure, but it would be missing one big item. It would lack something that it could not make up for and probably never will. That one item is ME. 

My experiences, in leadership, are not on the Internet.  Remember where the AI systems get their information (see above). The book would lose me, my trials, my errors, my experiences in leadership. The book would not have the boots-on-the-ground feel, where I lived, worked, and accomplished results. It would lose my human touch. 

That’s a big loss. 

AI cannot make up for YOUR creativity, YOUR expertise, and YOUR experiences. It does not have that great story about how you overcame adversity or helped someone else solve a problem in their life. Your story matters, so don’t let AI erase it. Being human still matters when you communicate.  

If you think I’m trying to downplay AI, let’s hear from the source. 

It’s important to note that while AI can be a valuable tool in the writing process, it does not replace the creativity and expertise of human writers. Instead, it complements their skills and helps them become more efficient and effective in their work.    Source: You.com

So how should you work with AI to keep you in the narrative but also take advantage of the many benefits of using it?

Real-life Example

To answer this question let’s look at a silly but real-life example of what can occur between two employees in a workplace. Two individuals are having an email fight, you supervise one of them, but not the other. Let’s say the other person involved works in another division of the organization. A flurry of emails are going back and forth that you are copied on, and it’s getting ugly. 

What should you do as a leader? How would you counsel your employee? By the way, I’ve had to do this on more than one occasion in my career. 

I would suggest the first step is to counsel your employee, regardless of fault, to stop.  Stop the emailing. Stop responding – for now. Slow things down, and get them to think with the other part of their brain. Encourage them to stop their immediate knee-jerk reactions to the other person. Encourage them to calm down, and stay professional. (Note: I’m writing my suggestions on this before consulting AI).

These simple actions will frustrate the other employee involved in the email fight. Because a fight takes two, and when one slows things down and stops immediate response guess what? Things calm down. People begin to think again using their full brains. Good folks, who lost their composure and control regain it. Then you can begin to work with them to smooth things out and recover.  

It works. Do you know how I know it works? I’ve done it many times. And that experience is difficult to capture with AI.  

So, same situation, but now I’m going to ask AI what to do to stop this email fight.  Here’s what it said:

Encourage the employees involved in the email fight to have a face-to-face or phone conversation instead. If the conflict persists, offer to mediate the discussion between the employees. To prevent future email conflicts, it’s important to establish clear communication guidelines within the organization.    Source: You.com

That’s not the best advice when people are upset and acting emotionally. It’s not what I would counsel based on my experience. 

And that is the key here, I don’t want to lose myself in the process of using AI. Don’t lose the most important thing others want from you and that’s YOU. Your experience, your life challenges, your success story. Blind use of an AI will erase you and provide less than optimal results.

The Best Method

A better way is to combine the two, your experience and creativity with AI. Here is the lesson contained in this article in a nutshell:  Use AI to complement YOU. That means addition, that means more, that means better. When I can steer the AI to what I already know about stopping an email fight, I get the best response because it includes ME.

Here is the AI response with my experience as input:

Slowing things down is crucial to prevent an email fight between employees for several reasons:

1. Avoid Misinterpretation:** When emails are exchanged rapidly, there is a higher chance of miscommunication and misinterpretation of tone and intent. Without the benefit of non-verbal cues, it’s easy for messages to be misconstrued, leading to misunderstandings and conflicts. Taking the time to slow down allows individuals to carefully choose their words and ensure clarity in their communication.

2. Promote Thoughtful Responses:** Rushing to respond to an email in the heat of the moment can lead to impulsive and potentially inflammatory replies. By slowing down, employees have the opportunity to reflect on the content of the email, consider different perspectives, and craft thoughtful responses. This can help de-escalate tensions and foster a more constructive dialogue.

3. Encourage Face-to-Face Communication:** Slowing down email exchanges can prompt employees to seek alternative forms of communication, such as face-to-face conversations or phone calls. Direct communication allows for better understanding, clarification, and resolution of conflicts. It also helps build rapport and maintain positive working relationships.

By slowing down the pace of email exchanges, employees have the chance to communicate more effectively, reduce misunderstandings, and prevent conflicts from escalating. It promotes thoughtful and respectful communication, leading to a healthier work environment.

That is much better advice than the first AI response. Using my input, the system came up with a better solution. I’m part of that answer and I like that. And it’s written superbly, which is another benefit of using AI.

Conclusion

I hope this short article helped you see the benefits of using AI to improve your written communication skills. If you haven’t already, go give it a try. Remember to include YOU when you prompt it. Let it help you to communicate more effectively and write better.  

AI is a great tool that will forever change written communication. Put it to work for you and let it complement and improve your writing skills. Remember, your human experience will always matter, and always provide, with AI, the best response.  

Let me know your thoughts. 

 

 

 

Introduction:

Have you ever experienced the disappointment of not being selected for a promotion? Have you found yourself wondering why you haven’t been hired or promoted despite your best efforts? If you can relate to these situations, then you’re not alone. Many individuals, including myself, have been through similar discouraging moments. We strive to give our best, but sometimes, the reasons behind not being chosen remain a mystery. 

Why did I not get selected? What did I do wrong? Or maybe a better question is what do I need to improve for the next opportunity? I hope to help you with these questions.

Understanding the Selection Process:

As someone who has served as a selecting official for both management and non-management openings, I am familiar with the challenges faced by candidates. When faced with repeated rejections, it’s easy to feel helpless and question your abilities. However, I aim to change that thinking and empower you by providing a glimpse into what might be going wrong and actionable steps you can take to turn things around. 

By understanding the insights shared here, you will gain valuable knowledge that will help you navigate your next interview or job advancement opportunity more effectively.

In this article, I will share five key factors that I considered when promoting individuals. I will also share the top five factors that other hiring managers use when promoting a person to a supervisor position. 

Additionally, I will help you assess yourself in these areas, as they play a crucial role in determining your promotion potential. The great news is that these factors are not insurmountable obstacles. With dedication and effort, you can enhance your skills in each area and significantly improve your chances of securing that coveted promotion.

Unveiling the Five Key Factors

In this article, I will delve into the five fundamental reasons that influenced my decision-making when selecting candidates for promotions. These factors are not complex or difficult to comprehend but often overlooked. By focusing on these basics and working towards improvement, you will significantly enhance your chances of success.

Reason #1: Poor Interview Skills

The interview plays a crucial role in securing a promotion or a new position. It serves as an opportunity to make a positive impression on the organization or upper management. Your answers, demeanor, and overall presentation are essential elements. A weak interview performance can hinder your chances of promotion, akin to a runner with a slow start in a race. It places you at a disadvantage, requiring extra effort to catch up. 

Inadequate interview skills can many times be attributed to a lack of preparation, which is something I observed during candidate interviews. For example, a candidate should have basic knowledge about the organization or job position to which they are applying. I recall candidates who had not visited my organization’s website or had much of a clue as to our vision and goals. Distinguishing between candidates who prepared extensively and those who did not was relatively straightforward.

To improve your interview skills, it is crucial to invest time in preparation, anticipate potential questions, and practice your responses. Additionally, pay attention to appropriate attire and, if applicable, ensure good lighting and sound quality for video interviews conducted remotely. Research the position you are applying for, compile a list of relevant facts, and anticipate potential questions. By diligently doing your homework and practicing, you will enter each interview well-prepared and improve your chances of getting selected.

Don’t let a weak interview undermine your chances of promotion. Dedicate time and effort to enhance your interview skills. We have additional training resources available on this website, which I will link to below, which can help you improve your interview skills. By putting in the necessary work to improve this critical area, you will ensure a strong start to your promotion journey.

 

Reason #2: Lack of People Skills

Obtaining a leadership position requires proficiency in people skills, which have become increasingly vital in today’s work environment. In contrast to the command-and-control structures of the past (when I started in the workplace), modern workplaces emphasize collaboration, teamwork, and effective communication. 

Leaders must possess the ability to work with and listen to employees, fostering an environment where ideas flourish and concerns are addressed. 

I believe two essential aspects of good people skills are active listening and effective communication. Active listening empowers employees, making them feel respected and valued, while effective communication can motivate and inspire teams.

Leadership roles necessitate the ability to lead multi-functional teams and foster collaboration to achieve superior outcomes. Cultivating good people skills is essential for success in such positions. Continuous improvement in this area is vital, as it enables leaders to navigate the complexities of the modern workplace. Training resources are available on this website to support your development in this crucial area.

 

Reason #3: Poor Work Results

Your track record will inevitably be scrutinized when applying for a promotion, as it will be compared to other candidates vying for the same position. When evaluating candidates for promotion, I assessed three aspects of their current work: timeliness, quality, and quantity. Excelling in your current role and consistently delivering high-quality results is the first step towards securing a promotion. 

Past results can be a good indicator of future performance. For example, if a person is routinely late with their reports as a salesperson, what would you expect if you promoted them to a manager position? Would you expect that to change overnight? I must tell you in my experience it usually does not. Bad habits continue until they are recognized and dealt with by the individual. 

These bad habits or poor performance give the selecting official pause because they want better outcomes for a leader. More importantly, they want better outcomes for the employees the manager will lead. 

Evaluate your performance and consider comparing your work to organizational averages or the performance of your peers. For instance, if you are a salesperson selling five widgets per month, how does that compare to the sales performance of your colleagues? Is your current work of high quality? Is it timely? All these questions will be examined by the selecting officials so why not look at them in advance?

Your current work results matter when you apply for a promotion. Therefore, conduct a thorough self-assessment in this area and identify areas where you need to improve. Be confident that when you apply for a promotion your work record will speak highly of you and help you move to the next level.

 

 Reason #4: Lack of Supervisory Traits

To be considered for a supervisory or leadership position, it is essential to set a positive example. When assessing candidates, I looked for qualities such as integrity and responsibility. For example, leaders must exercise control over their words and actions, and they must set a good example for others to follow.

A good candidate shows positive leadership traits before applying for a promotion. They have a track record of honesty, dependability, and personal discipline in their actions. They can be counted on and are responsible for their work. This gives the selecting official confidence that the person is mature and ready for more responsibility. I favored these types of individuals.  

What do your integrity and responsibility look like to others? Do these traits show themselves in your emails, in your phone conversations, or webinars? How are they reflected in your work product? These things will be looked at when you apply for a promotion. And when I considered a candidate for a position these items spoke to me louder than their words. I want a leader that is going to solve problems, not create them. I want a leader who is going to inspire others to be better by reflecting on these positive qualities. 

So, evaluate yourself, your manners, communication, and integrity to determine if they reflect the qualities of a leader. How do others see you and what would your peers say about you? Our training series, “The First 7 Steps,” emphasizes the importance of accurate self-assessment in identifying and addressing personal issues that may be difficult for you to recognize. 

Your integrity and personal responsibility are important, and they will be looked at when you apply for a promotion. These traits can be developed and improved upon. If you are considering applying for a promotion, closely examine your actions and their impact. Do they inspire confidence or raise concerns in the eyes of a selecting official? It is never too late to address these areas and enhance your chances of being selected.

Reason #5: Inadequate Career Path

Sometimes, candidates possess all the necessary skills mentioned in this article but lack the technical expertise required for the desired position. In my previous organization, specific job requirements and a defined career path were prerequisites for promotion. 

Consider professional coaching as a useful analogy. Head coaches in professional sports typically ascend to their positions after serving as assistant coaches. For example, in professional football, head coaches often have experience as offensive or defensive coordinators before assuming a head coaching role.

Now watch as I bring this entire article together with this one example. During these career progression stages, they showcase their people skills, supervisory traits, and work results. 

It is during their career path that they learn, their potential begins to shine and suddenly they are being interviewed for higher-level coaching jobs. 

What jobs do you need to have in your career to get to the position you want? Only you know the answer, but it is crucial to plan and acquire the necessary experience and skill set to demonstrate readiness for higher-level promotions. Just as no military personnel can go from the lowest rank to a general overnight, it is important to follow a career path that allows you to showcase your talents, learn and grow, and demonstrate your preparedness for the next level of opportunities.

Other Hiring Managers  Top 5

Finally, I want to share with you what other hiring managers look for in supervisory hires. You will note that their list contains similar themes to mine and I referenced these in parentheses as appropriate. Here they are:

Top 5 Things Hiring Managers Look for in a Supervisor Candidate.  (you.com Dec 2023)

When hiring for a supervisor position, hiring managers typically look for candidates who possess a combination of technical skills, leadership abilities, and personal qualities that align with the needs of the organization. Based on the search results, here are the top 5 things that hiring managers look for in a supervisor candidate:

1. Relevant Experience (ie Career Path): Hiring managers value candidates who have relevant experience in a supervisory or leadership role. This experience demonstrates that the candidate has the necessary skills and knowledge to effectively manage a team.

2. Strong Communication Skills(ie Interview, People Skills): Effective communication is crucial for a supervisor to convey expectations, provide feedback, and resolve conflicts within the team. Hiring managers look for candidates who can communicate clearly and effectively with both team members and higher-level management.

3. Problem-Solving Abilities(ie Work Results): Supervisors often encounter various challenges and problems in their roles. Hiring managers seek candidates who can demonstrate strong problem-solving skills and the ability to make sound decisions under pressure.

4. Leadership Skills(ie Supervisor Traits): Hiring managers look for candidates who can inspire and motivate their team members. Strong leadership skills, such as the ability to delegate tasks, provide guidance, and foster a positive work environment, are highly valued in supervisor candidates.

5. Adaptability and Flexibility(ie Work Results, People Skills): The ability to adapt to changing circumstances and handle unexpected situations is important for supervisors. Hiring managers seek candidates who can demonstrate flexibility and adaptability in their approach to managing teams and achieving goals.

It’s important to note that the specific qualities and priorities of hiring managers may vary depending on the industry, company culture, and the specific requirements of the supervisor role. Therefore, it’s always a good idea for candidates to research the company and tailor their application and interview responses accordingly.

Conclusion:

Promotion potential is influenced by various factors, including the job interview, people skills, work results, supervisory traits, and career path. By addressing and improving these key areas, you can significantly enhance your chances of securing a promotion. 

Remember to invest time in interview preparation, anticipate questions, and practice your responses. Additionally, commit to developing strong people skills through active listening and effective communication. 

Strive for excellence in your current role, consistently meeting or exceeding standards and averages. Develop and exhibit qualities of integrity and personal responsibility, as they are highly valued in leadership positions. Additionally, plan your career path strategically, acquiring the necessary skills and experience to demonstrate readiness for higher-level promotions. 

 

Resources

Empower yourself by utilizing the training resources available on our website, MattioliSolutions.com where you will find a wealth of resources designed to propel your career forward.

Dive into our collection of no-nonsense training videos, articles or take a look at my recent book “Your Finest Hour is Now, Lessons in Leadership”.  All products are crafted from real-life experiences, to equip you with valuable training insights.

Stay tuned as we have a lineup of additional training programs and articles scheduled for release in the coming year. 

 

 

A Better More Confident Leader

 

 

Steve Mattioli

 

 

A Better Resume

In the first part of this series (Better Resume Part I), I delved into the pivotal role of resumes as your initial introduction to prospective organizations. I explored the challenges faced by those reviewing resumes and shared actionable tips to enhance your chances of standing out from the competition.

In this second installment, Part II, I will delve deeper into the specific elements of a resume that caught my attention as a hiring manager when assessing potential new hires. Additionally, I will discuss red flags that instantly raised concerns and prompted me to steer clear of certain candidates. Finally, I will provide you with a comprehensive summary of what hiring managers across the board typically seek in a resume. 

Designing Your Resume

Crafting a resume that showcases your career progression and leadership prowess is essential for attracting the attention of hiring managers. By focusing on your growth, highlighting achievements, illustrating adaptability, and tailoring your resume for relevance, you’ll position yourself as an exceptional candidate.

So, let’s start with what I like to see on candidate resumes. I like to see resumes that show a candidate’s progression in their career as they take on more complex and important job roles. Craft a resume that showcases your career progression, highlighting how you’ve evolved and excelled in each new position. By emphasizing your upward trajectory, you’ll convey your leadership potential and dedication to professional growth.

I like to see a resume tailored to the specific job opening. Customize your resume to align with the specific requirements of the role you’re applying for. Highlight experiences and skills that directly relate to the position, emphasizing how your past accomplishments and leadership qualities make you an ideal fit. For example, if applying for a leadership role, the resume should be tailored to show your leadership skills. If a technical role, then your skills as a technician should be highlighted. Tailor the resume to the job. The use of generic catch-all resumes should be avoided. 

Accomplishments vs. Duties

Additionally, I like to see results or accomplishments rather than a collection of duties. Go beyond listing job duties and responsibilities. Instead, focus on quantifiable achievements that demonstrate your effectiveness and value. Highlight specific projects, initiatives, or challenges you’ve successfully tackled, along with the measurable impact you’ve made. Showcase duties that demonstrate responsibility and accomplishments. This will provide concrete evidence of your leadership abilities and results-oriented mindset. 

Finally, I like to see problem-solving skills, awards and recognition the individual has earned. And I like to see hobbies or short information on what the candidate does in their spare time. This personalizes the resume, it shows me a person. In a sea of endless details, I like seeing a real person come through who, for example, coaches their daughter’s baseball team on the weekends or volunteers for noble causes in their community. 

What Other Hiring Managers Look for on a Resume

Source: you.com  May 2023

Hiring managers generally look for several key items in a resume, including:

1. Relevant experience:  Highlighting your relevant experience is key, as it demonstrates your ability to handle the responsibilities of the role. Be sure to include any significant accomplishments or projects that showcase your skills and expertise in the field.

2. Education is another important aspect to emphasize. Include your degrees, certifications, and any relevant coursework or training that applies to the position. This helps establish your foundation of knowledge and qualifications.

3. Accomplishments and awards: In addition to experience and education, consider incorporating any notable achievements or awards. This could include recognition for outstanding performance, successful projects, or other relevant accolades. Highlighting these accomplishments can set you apart from other candidates and demonstrate your potential value to the hiring manager.

Disclaimer: It is essential to keep in mind that hiring managers and companies may have varying priorities when reviewing resumes. However, as a general guideline, focusing on your relevant experience, education, qualifications, and achievements can greatly increase your chances of capturing the attention of hiring managers.

What I don’t like to see on a resume.

When reviewing resumes, I carefully look for red flags that give me pause when considering a candidate for further evaluation. One major red flag is when a candidate has held numerous jobs within a short period. This indicates a lack of stability and raises questions about their commitment and suitability for a long-term position.

In my experience, candidates with a history of frequent job changes often fall into two categories: those who are unsure about their career path and those who struggle to maintain steady employment. Early in my career, I made the mistake of selecting a few candidates with this red flag, and unfortunately, it never turned out well. While there may be exceptions, unless there is a clear explanation on the resume, I usually choose not to pursue these candidates further.

Another red flag that catches my attention is significant gaps in a candidate’s work experience without a satisfactory explanation. Candidates need to provide a reasonable account of these gaps on their resume. Valid reasons such as pursuing higher education, serving in the military, or taking a sabbatical can mitigate concerns. However, if the resume fails to address these gaps, it leaves the reviewer guessing, and in my case, it often results in not moving forward with the candidate.

Don’t Do This

Exaggerations on resumes are also a cause for concern, especially when they pertain to my field of work. If a candidate claims to be an “expert,” they need to provide substantial evidence on their resume to support that assertion. I have found that true experts in a field possess extensive formal training and many years of experience. If the resume does not demonstrate this, I tend to overlook such claims.

It’s worth noting that the few candidates I have interviewed who labeled themselves as “experts” in my field ultimately failed to meet the expected standard. A few probing questions quickly exposed their exaggerations.

Examine your resume carefully and ensure you don’t have red flags that could prevent you from getting a further look.

Other Alternatives

It’s important to recognize that relying solely on a cold resume submission is not always the most effective way to secure a job. Sometimes, it’s necessary to leverage personal connections, conduct thorough research, and explore alternative avenues. 

For example, having a friend who works at a company you are interested in can greatly assist you in the hiring process. They can potentially speak to the hiring manager on your behalf and help facilitate an interview. Even if an interview isn’t immediately arranged, it can still aid in making your name more memorable to the hiring manager, increasing your chances of consideration.

I have personally encountered candidates who approached me through these means, and it did prove beneficial for them. Knowing that one of my trusted employees recommended them prompted me to spend more time reviewing their resume. While it didn’t always result in their immediate hiring, it certainly helped them garner more attention. Ultimately, that’s the purpose of a resume—to capture the attention of prospective employers and provide you with further opportunities to secure the job.

Conclusion

Your resume is not just a piece of paper; it is your first opportunity to make a lasting impression and secure a job interview. It is crucial to make it stand out, to let it speak for you, and to give yourself the best chance of success. If you’ve been facing disappointment with your job applications, it’s time to take a step back and reassess.

I recommend revisiting Part I and Part II of this article and taking the time to carefully examine each section of your resume and make necessary adjustments. Additionally, seeking external feedback can be incredibly valuable. Ask others to review your resume and see what insights they gain from it. You’ll be pleasantly surprised by the helpful feedback you receive.

Remember, persistence is key. Don’t give up, no matter how discouraging the process may seem. Just like my wife, (see Part I of this article), you only need one company to recognize your potential and offer you a position. Stay determined and keep your spirits high.

I hope the recommendations provided in this blog help you craft a better resume and land the job you have been tirelessly seeking. Keep pushing forward, and success will come your way.

Before You Go

Discover a wealth of resources on our website designed to propel your career forward. Dive into our collection of no-nonsense training videos, crafted from real-life experiences, to equip yourself with valuable insights and yield better outcomes.  

Coming Soon

On the horizon, I am thrilled to announce the impending release of my new book, Your Finest Hour is Now set to be published in late November of 2023. This labor of love took more than three decades to write and serves as a comprehensive guide for leaders, packed with wisdom and insights acquired over 30 years. It offers invaluable lessons for those seeking personal improvement, the ability to inspire others, and the achievement of remarkable results.

Moreover, stay tuned as we have a lineup of additional training programs and articles scheduled for release in the coming year. Don’t miss out on these valuable resources. 

Don’t forget to sign up below for our email notifications and receive a generous 10% discount on your first training session as our gift to you.

 

Steve Mattioli 

Are resumes still crucial in today’s job market? Can your resume truly make a difference when it comes to securing employment opportunities or earning promotions? Understanding what should be included in a resume and what hiring managers seek is vital for job seekers. In this article, I will share essential dos and don’ts to help you craft a compelling resume that stands out.

I have reviewed hundreds of resumes in my previous career with the federal government, and it can be a tedious task to scan through hundreds of words in search of that one clue as to who the individual behind the words really is. As I quickly scanned through each document, I looked for key signs that would indicate whether the person might be of interest for an interview. 

It’s truly amazing what can be gleaned from a quick scan of a person’s resume. On the flip side, I also looked for red flags that would raise concerns about a candidate. So, how can you write your resume to improve your chances of getting noticed and avoid those red flags? That’s what this blog is all about.

First and foremost, it’s crucial to understand that the person reviewing resumes is usually busy and doesn’t have much time for that initial scan of your document. In my experience, I would go through a 2-3 page resume in about 1-2 minutes on a first look. That’s all the time it took for me to decide whether I wanted to spend more time on it or move on. I know it may seem harsh, but it’s the reality of the situation. 

It’s important to make an impression early on and make your work stand out. Additionally, it’s essential to understand what reviewers like and dislike to see in a resume. How can you make your resume stand out and increase your odds of getting an interview?

Now, I must clarify that every hiring manager is different, and I cannot speak for all of them. However, based on my experience reviewing resumes, I’m able to provide you with some good advice and general principles to follow. In part II of this article, I will outline some guidelines commonly sought after by other hiring managers during the resume review process. So, check back soon and make sure you don’t miss part II of this article.

Why the resume is important?

Your resume is crucial because it serves as an introduction to the organization. It’s typically the first step toward securing a job interview. Think of it as having 1-2 minutes of time to stand up, say hello, and pitch yourself for further consideration. However, instead of being in-person, a piece of paper or an electronic document makes the introduction for you. The document stands up when called upon and presents you as a candidate. Therefore, it must look good, say the right things, and be concise.

When I first looked at a resume, I knew nothing about the candidate. I didn’t know their family background, their past work experience, their accomplishments, or even how good of a person they were. I literally knew nothing about them. Therefore, the resume had to communicate this information to me in some way or another. As I scanned the resume, I was looking for answers to questions like: Who is this person? Are they worth my time? Do they have the right skills? Would they be a good fit for my organization? If I couldn’t obtain this information from a quick scan of the document, I had to move on to the next candidate. So, how can you ensure that your resume makes the best presentation and communicates the most relevant information?

A real-life story

Let me share a story about when my wife was looking to re-enter the job market a few years ago. She hadn’t worked in the medical field for over five years, and her resume wasn’t generating any hits or interviews. She asked for my help, and the first thing we did was shorten it to one page. I understand that’s not always possible, and some companies may require more information. However, I also knew from my experience reviewing resumes that the person reviewing them doesn’t have a lot of time. It’s an art to provide enough information in a concise space. So, we condensed the resume, but still, there were no interviews.

It could have been that my wife was out of the field for too long or that she wasn’t a recent college graduate. Whatever the case, we kept assessing and trying different things. This is an important lesson if you’re facing similar roadblocks: don’t keep doing the same thing; try something different. Change up your resume, reword it, and do something that sets it apart. I wasn’t prepared for how successful this approach would be for my wife.

My wife spoke with some friends who were also looking for jobs and facing similar issues. They were older and hadn’t worked in their respective fields recently. In fact, some employers required relevant work experience within the past three years to apply for their positions. So, what was the next step?

One of the first things I tried to determine when scanning a resume was whether the person was trustworthy. I felt that my wife’s resume wasn’t effectively communicating that aspect. If only they could meet her in person, they would like her and offer her a job. So, we did the next best thing: we put a small picture of my wife in the top left corner of her resume. We selected a picture where she was smiling. That’s all we changed. She sent out the resumes again, and then we waited…

Within a week, my wife received a call for an interview. As I suspected, they liked her during the in-person meeting, and she got hired. It was a rewarding experience for her, and she loved working again in her field.

I shared this story to encourage you and to highlight the impact that your resume can have. Don’t get discouraged, and remember to keep trying.  In part II of this article, I’m going to provide you with some pointers on what I liked to see and what raised red flags when reviewing resumes. I’m also going to show you what other hiring managers like to see on a resume so you can compare the advice I’m providing with others. You don’t want to miss it so please check back soon.

While You are Here

Discover a wealth of resources on our website designed to propel your career forward. Dive into our collection of no-nonsense training videos, crafted from real-life experiences, to equip yourself with valuable insights and yield better outcomes.  

On the horizon, I am thrilled to announce the impending release of my new book, “Your Finest Hour is Now – Lessons in Leadership,” set to be published in the fall of 2023. This labor of love took more than three decades to write and serves as a comprehensive guide for leaders, packed with wisdom and insights acquired over 30 years. It offers invaluable lessons for those seeking personal improvement, the ability to inspire others, and the achievement of remarkable results.

Moreover, stay tuned as we have a lineup of additional training programs and articles scheduled for release in the coming year. Don’t miss out on these valuable resources. 

Don’t forget to sign up below for our email notifications and receive a generous 10% discount on your first training session as our gift to you.

 

Enjoy!

Steve Mattioli