But landing that job opportunity is just a first step. Keeping the job as you continue to work towards your career goals can prove challenging for some. You must strive to demonstrate to your supervisors that you are a good worker – a fast learner who is dedicated to self-improvement. Let your actions demonstrate that you’re serious about your career by following these five tips: Show Up Every Day – By being consistently responsible, you gain the respect of your employer

Try replacing any “have” thoughts with “choose” thoughts How often do you think about how you HAVE to do something? know I think about the Haves of life on a daily basis. Ever hear the saying “Life is a choice”? In this case, it is! Try thinking I choose statements instead of I have. Here is an example: “I have to go to work today.” ” No one is forcing you to go to work; you choose to go to work so that you can afford or enjoy the lifestyle

1) Shackleton recruited people of passion.& & From the beginning he knew that he needed men of passion to have a remote chance of success. Shackleton’s recruitment efforts were unique to say the least; the job posting Shackleton published read “Men wanted for hazardous journey. Small wages. Bitter cold. Long months of complete darkness. Constant danger. Safe return doubtful. Honour and recognition in case of success.” ” (Source) The only people crazy enough to apply were p

If this story hit too close to home, you are not alone. This story gets played out countless times every single day. This happens so frequently because many organizations are making hiring decisions based off of broad brushstroke job descriptions that are often outdated. As a result there is a mismatch between what they think they need, and what they truly need. Many of these frustrations could be eliminated if organizations conducted a Job Task Analysis to determine exactly what responsibi

Speaking just from a business perspective, according to the book Marketing Metrics, businesses have a 60 to 70% chance of selling to an existing customer, while the probability of selling to a new prospect is only 5% to 20%. whopping 68% of customers leave you because they perceive you to be indifferent to them. Any business owner will tell you their success is based on loyal customers. You often hear the term “word-of-mouth marketing.” ” Most people want to share positive experi

But for a minute, let’s imagine a scenario where, in order to become a new parent, you did have to pass an interview, just like in the business world. What if getting “hired” as a parent was contingent upon being able to hit the ground running and being able to perform all of the parenting-related tasks on day one? How are you realistically expected to acquire the skills that it takes to install a car seat, securely buckle a child into a car seat, and safely give an infan

2) High School graduates lack the “occupational maturity” their parents or grandparents had. In effect, they’ve usually had far less work experience than their predecessors upon graduation. Given this, it is difficult for them to understand the difference between good jobs and bad jobs. They simply don’t have enough experience. 3) Students lack direction. Today’s parents, myself included, often tell their kids to “do what they love.” ” The problem i

Engaged employees are happy employees Employees that are active participants in goal setting, projects and decision-making feel like a valued asset to the company.& & Ask for their input and encourage conversations whenever possible. Make the expectations and goals of your company crystal clear It is important to communicate directly and clearly. Good employees want to do their best, but they need direction and to know what is expected of them. Help develop “buy in” b

Here’s a sneak peek for when you need some help and inspiration: The Elements of Style by Strunk and WhiteThis resource lays the foundation for professional writing. Admittedly, not every page can be applied to resume writing, but it useful to ensure the writing in the resume is professional. This is not an exciting read, but it guides any writing and editing so the end result is as polished as possible. Knock ‘em Dead: Secrets and Strategies for Success in an Uncertain World by

One day I asked the usual question, “What kind of job are you looking for?” ” The client gave the same answer as so many who had before, “I will do anything, I’ll take any job.” ” I had been looking for a better way to ask this question to receive a more specific answer, so I could appropriately establish a client’s real employment desires. wanted to match the client with the best job for him or her and avoid presenting them with “just any job &rdquo

Let’s take a closer look at the steps involved in developing a succession plan below. The starting point for any succession plan begins with two important questions: What is the main goal or goals you hope to accomplish? What does success look like for your organization? The point of this step is to develop SMART goals; specific, measurable, attainable, relevant and time-bound goals. Overall, it is important to take the time to plan before doing. It is also crucial to iden

Anything jump out at you? Well, if you’re like most parents, all you really see is this. You’d hire a tutor, and your kid would be grounded, and they can kiss their Wii goodbye. This thought experiment comes from the author Marcus Buckingham, and what it reveals is that we’re wired to focus on problems rather than strengths. It would be the rare parent who’d say, "Wow, honey, you’ve really got a strength in English. wonder how we can encour

Concern #1 – I have worked 15 + years for the same company. What do I do now? Most folks identify themselves by their job titles; I was a Sleep Specialist; I was a Medical Billing Clerk. One of the keys to this concern is to identify skill sets rather than job titles. You need to help candidates identify their skill sets. This will be a paradigm shift for most, but once they know how to do this, the ideas usually flow. Concern #2 – I was making top dollar and considered an e

What are some ways that employers can build their internal talent? Here are a few of the key takeaways the EDSI team heard at the Michigan Works Conference: Own the Training: Employers must take ownership for developing their existing employees and future hires. Expecting employees to understand processes or tasks based on a degree or certificate is no longer acceptable. Employers who are building strategic training programs internally are the ones being recognized and retaining their top

Members of the program are paired with a career sculptor who acts as a coach. The purpose of the relationship is to discuss the employee’s strengths, career aspirations and areas of personal learning and development. Each relationship is different, depending on individual goals and circumstances. For Adria, we focused on a current situation with a customer that was de-energizing and found solutions based on Adria’s strengths to create a win-win for her and the customer.& & A

Understand People’s Strengths& Our goal is to understand each EDSI representative’s strengths, skills and future goals. Oftentimes, a person’s passion is not completely fulfilled by one job description. And that’s ok. Our goal is to give people opportunities to connect and build relationships across roles, projects and regions. By matching individual strengths with future opportunities outside of their day-to-day routines, our employees will be empowered, motivat

Understand People’s Strengths& Our goal is to understand each EDSI representative’s strengths, skills and future goals. Oftentimes, a person’s passion is not completely fulfilled by one job description. And that’s ok. Our goal is to give people opportunities to connect and build relationships across roles, projects and regions. By matching individual strengths with future opportunities outside of their day-to-day routines, our employees will be empowered, motivat

Written by Roe Falcone – Regional Director of Operations with EDSI [email protected] In June, I had the opportunity to represent EDSI at the 5th annual Clinton Global Initiative America (CGI America) meeting in Denver, Colorado. This year’s meeting convened nearly 1,000 leaders from business, foundations, Non-Governmental Organizations and government sectors to advance solutions that encourage economic growth, support long-term competitiveness, and increase social mobil

Written by Terri Kaufman - Workforce Development Specialist with EDSI [email protected] & WIOA requires Local Workforce Investment Boards (WIBs) to work with representatives from secondary and postsecondary education providers to develop and implement Career Pathways. This occurs by aligning employment, training, education and supportive services to meet the needs of adults and youth, focusing on those with barriers to employment. What is a Career Pathway? The National

Written by Chuck Mouranie - Partner and Managing Director with EDSI& [email protected] & What stresses a company? When a company is stressed, several variables, both external and internal, may be at play. Examples of external forces include governmental regulations, legal issues or market changes. These external issues are mostly beyond the control of the company’s leadership. However, our experience suggests the vast majority of reasons companies become distr

Written by Jim Bitterle - Managing Partner with EDSI& [email protected] & As we work with clients to develop Growth and Diversification Plans (Strategic Plans), we consistently find constraints that limit a company’s ability to grow. Given this, it’s imperative that the Theory of Constraints (TOC) is integrated with your company’s strategy. If you don’t know what TOC is, here it is in a nutshell. It’s a five-step process to identify and

Written by Jennifer Giannosa - Senior Consultant with EDSI Consulting [email protected]& & What do top HR execs, consultants and specialists say are the biggest challenges in retaining and motivating their talent heading into 2015?& & “Keeping critical employees engaged and challenged while competing with progressive employers and dealing with steadily shrinking HR budgets.” ” Sound familiar? & These HR issues represented some of th

Written by Brian Lester – Senior Consultant with EDSI Consulting [email protected] The Public Transit industry has been a major focus of EDSI’s Workforce Development consulting efforts for nearly 15 years. Throughout this time, our participation as a business member in the American Public Transportation Association’s (APTA) conferences has been a consistently enriching experience. It is amazing to think how we have grown from a single engagement at SEPTA for a skil

Written by Ray Eibel - Director of New Business Development with EDSI& [email protected] & Recently, I read a sales article written by Dan Waldschmidt that really hit home. & In the article, Waldschmidt discussed the importance of focus, discipline and, most importantly, core values to guide you. We often get off course by the “latest and greatest” new strategies for business, hoping that one of these tactics will work. & When the “l

Written by Terri Kaufman - Workforce Development Specialist with EDSI& [email protected] & & Congress and the President recognized the challenges and risks that employers face without a sufficient pipeline of workers to meet current and future needs. It is estimated that by 2022, the United States will be facing a shortfall of 11 million workers with postsecondary education.& & Working together, Congress and the President introduced bipartisan leg

Written by Ray Eibel - Director of New Business Development with EDSI& [email protected] For the past twelve years I have had the pleasure of representing EDSI at the annual National Association of Workforce Boards Conference in Washington, D.C. This year, Terri Kaufman, Ken Mall and I had the opportunity to attend this premier event where workforce development professionals and leaders in business, government, labor and education gather to discuss the current state of our natio

Written by Karin Knutson - Director of Sales with EDSI Consulting [email protected] & **Original Article Written in December, 2014 Here it comes! The New Year, 2015! And with the New Year, comes the new you. It is a time to start fresh and make something happen. What do you want to “make happen” this year? How do you want to get ahead in your personal life and/or professional career? Let’s begin 2015 with a bang and get “fired up” to take ca

Written by Casey White - Director of Marketing with EDSI [email protected] Two weeks ago, I had the opportunity to attend the Ballard Benefit Works, Inc. 7th annual conference. With a stated purpose to “inspire, inform and provoke,” Ballard lined up three exceptional speakers. Mary Bauman, attorney and partner at Miller Johnson in Grand Rapids, MI, gave an “informational” update on ACA compliance. Tom Emerick, founder of Emerick Consulting and Former Execu

Written by Jim Bitterle - Managing Partner with EDSI& [email protected] Once again, EDSI sponsored and participated in the Human Capital Institute’s 2015 Annual Summit. This year’s HCI event was an excellent opportunity to listen to a variety of professionals discuss the broad spectrum of talent issues that are facing our country. Attendees and speakers discussed a variety of best practices to manage the various issues & Although there were many excellent

Written by Kevin Watson - Director of Business Development with EDSI Consulting [email protected] & *Original article written in July 2014 My wife and I welcomed our first child into the world 14 days ago, and it has been the most exciting two weeks of our lives. & I would be lying if I told you that it has been entirely stress free though. & Aside from joy and happiness, we have experienced a myriad of emotions (helpless, confused, anxious, frustrated

Written by Jennifer Giannosa - Senior Consultant with EDSI Consulting [email protected] & As a fresh graduate with ample energy and excitement, I was eager and ready to prove myself to the world. After a quick onboarding process, I was assigned to my new company’s Fortune 500 client, responsible for delivering an extensive training program. With both enthusiasm and determination, I set out to deliver the most amazing training program ever! As time progressed, I beca

Written by Kevin Watson - Director of Business Development with EDSI Consulting [email protected] *Original article written in August, 2014 I… & & I BELIEVE… & I BELIEVE THAT… & I BELIEVE THAT WE… & & I BELIEVE THAT WE WILL WIN! BELIEVE THAT WE WILL WIN!& & I BELIEVE THAT WE WILL WIN! BELIEVE THAT WE WILL WIN!& & I BELIEVE THAT WE WILL WIN! BELIEVE THAT WE WILL WIN!& & If you have been addicted to the 2014 World

Written by Arlene Jones - Director of Talent Management with EDSI [email protected] Currently, there is a lot of buzz around organizational CULTURE, and rightfully so. If we don’t consider culture as foundational to a successful business, then we’re seriously shortchanging ourselves and our customers. Whether you’re providing a product or a service, it’s the people and culture in your organization that make a profound impact on whether or not customers do bu

Written by Kevin Watson - Director of Business Development with EDSI Consulting [email protected] "What are 94.5 and 101.49?" " That’s right, after the 3.1 inches of snow that fell in Mid-April at Detroit Metro Airport, the 2013-2014 winter has officially been crowned champ! & The 94.8 inches of snow that have fallen this season in Metro Detroit make it the snowiest winter on record, eclipsing the previous record of 93.6 inches that stood for over 130 years. & Oh yeah

Written by Kevin Watson - Director of Business Development with EDSI Consulting [email protected] The final game of the 1979 NCAA Men's Division I Basketball Tournament marked the beginning of the rivalry between future Hall of Famers Ervin “Magic” Johnson and Larry Bird. Michigan State, led by Johnson, won the national title with a 75-64 victory in the final game over a previously undefeated Indiana State team, led by Bird. Both Johnson and Bird would enter the NBA th