We are all runners...

He really brings it together in this presentation...

http://www.youtube.com/watch?v=b-iGZPtWXzE

Riding my bike 100 miles around the Puget Sound...

A co-worker at WS SSCC is putting together a team for a 100-mile benefit ride around Puget Sound.

It takes place in one month on September 15^th.

So, if you love riding your bike come join the team or maybe even please...

contribute to my fundraising goals

or just send some positive thoughts and energy our way. J

Thanks!

Tanner

Courageous Leaders Don't Make Excuses...They Apologize

http://www.forbes.com/sites/erikaandersen/2012/06/05/courageous-leaders-dont-make-excuses-they-apologize/?utm+campaign=forbespicks%3Dforbespicks&google_editors_picks=true

The Essence of Successful Networking

What is networking?

We are already always networking.

Networks are communities of like-minded individuals building together toward common goals.

Networking for a job is simply the act of realizing where it is you belong and joining forces with people who share your same common interests. As your goals change, the role that people play in your life changes. And as you refine your goals your target companies take shape. So, networking is just this:

Define your Brand: 

What do you love to do? What are you good at? And what jobs are out there that match up?

Narrow down your target companies:

Only focus on those companies you are excited about and that share your values. Company culture matters more than job descriptions.

Recognize the specific role people play in your network:

Strategize about how the people you already know relate to your Brand and Target companies.  

Live your life so that your Brand is visible:

Give people a chance to connect you to your target companies. This works best by finding ways to help those who are already in your network.

As you develop your brand, narrow down your target companies and define the role that people play in your network, you will start to find opportunities to meet people with common interests. As you build upon those interests, you will network into a meaningful job and long term career.

(Along the way, if you need to get a survival job, it will be much easier because the passion that drives your long term job search will shine through in the survival job interview.:-)

The primary purpose of a job interview is not getting a job…

The primary purpose of a job interview is not getting a job…

My mentor Duncan Burgess always says, “People hire peoplethey know.”

We know that is true because 80% of all jobs are filled by networking.

What we tend to ignore is that the whole point of a job search is not to get a job. It is to secure an interview with an employer.

And the whole purpose of that job interview is to have a productive conversation that allows for you both to get to know one another.

At the end of that conversation it may turn out that you are not the best fit for that particular team. However, if you have had the right kind of conversation, that employer will remember you and the next time a job comes open and they ask themselves, “Who do I know?”

They will think of you.  

A job interview is not about getting a job. It is about telling your story and presenting your brand.

…The primary purpose of a job interview is networking.

I can’t get an interview – what am I doing wrong? - Professional development

I can’t get an interview – what am I doing wrong? - Professional development

8 Qualities of Remarkable Employees (repost)

http://www.inc.com/jeff-haden/the-8-qualities-of-remarkable-employees.html

8 Qualities of Remarkable Employees

By Jeff Haden (www.inc.com Feb 21, 2012)

 Forget good to great. Here's what makes a greatemployee remarkable.

  Great employees are reliable, dependable, proactive, diligent, great leaders and great followers... they possess a wide range of easily-defined—but hard to find—qualities.

A few hit the next level. Some employees are remarkable, possessing qualities that may not appear on performance appraisals but nonetheless make a major impact on performance.

Here are eight qualities of remarkable employees:

1. They ignore job descriptions. The smaller the company, the more important it is that employees can think on their feet, adapt quickly to shifting priorities, and do whatever it takes, regardless of role or position, to get things done.

When a key customer's project is in jeopardy, remarkable employees know without being told there's a problem and jump in without being asked—even if it's not their job.

2. They’re eccentric... The best employees are often a little different: quirky, sometimes irreverent, even delighted to be unusual. They seem slightly odd, but in a really good way. Unusual personalities shake things up, make work more fun, and transform a plain-vanilla group into a team with flair and flavor.

People who aren't afraid to be different naturally stretch boundaries and challenge the status quo, and they often come up with the best ideas.

3. But they know when to dial it back. An unusual personality is a lot of fun... until it isn't. When a major challenge pops up or a situation gets stressful, the best employees stop expressing their individuality and fit seamlessly into the team.

Remarkable employees know when to play and when to be serious; when to be irreverent and when to conform; and when to challenge and when to back off. It’s a tough balance to strike, but a rare few can walk that fine line with ease.

4. They publicly praise... Praise from a boss feels good. Praise from a peer feels awesome, especially when you look up to that person.

Remarkable employees recognize the contributions of others, especially in group settings where the impact of their words is even greater.

5. And they privately complain. We all want employees to bring issues forward, but some problems are better handled in private. Great employees often get more latitude to bring up controversial subjects in a group setting because their performance allows greater freedom.

Remarkable employees come to you before or after a meeting to discuss a sensitive issue, knowing that bringing it up in a group setting could set off a firestorm.

6. They speak when others won’t. Some employees are hesitant to speak up in meetings. Some are even hesitant to speak up privately.

An employee once asked me a question about potential layoffs. After the meeting I said to him, “Why did you ask about that? You already know what's going on.” He said, “I do, but a lot of other people don't, and they're afraid to ask. I thought it would help if they heard the answer from you.”

Remarkable employees have an innate feel for the issues and concerns of those around them, and step up to ask questions or raise important issues when others hesitate.

7. They like to prove others wrong. Self-motivation often springs from a desire to show that doubters are wrong. The kid without a college degree or the woman who was told she didn't have leadership potential often possess a burning desire to prove other people wrong.

Education, intelligence, talent, and skill are important, but drive is critical. Remarkable employees are driven by something deeper and more personal than just the desire to do a good job.

8. They’re always fiddling. Some people are rarely satisfied (I mean that in a good way) and are constantly tinkering with something: Reworking a timeline, adjusting a process, tweaking a workflow.

Great employees follow processes. Remarkable employees find ways to make those processes even better, not only because they are expected to… but because they just can't help it.