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The Resume Writer’s Guide to Losing Weight

Some rules of English grammar have endured for longer than you might have imagined. The concept of “end-weight” first appeared in Lindley Murray’s 1795 book English Grammar (revised in 1832) and served as a template for grade-school grammar lessons for centuries.

Murray described how English speakers tend to instinctively apply sentence weight rules:

“Longer or complex phrases (such as prepositional phrases) inherently carry more weight than simpler clauses. Excessive complexity at the start can confuse or disengage the reader. The sentence, “It was thoughtful of Mary to send me a card for my birthday,” sounds better than, “For Mary to send me a card for my birthday was thoughtful.” Linguists have tested pairings of this nature, and the audience always prefers the heavier end-weight structure. The latter feels awkward because the weighty idea comes too early and is distracting.”

I see this “seesaw” rule violated in CPRW test submissions all the time. My guess is that candidates fear leaving out any “important” information, so they write paragraphs and bullet points that are longer and more complex than they need to be. According to Murray, that’s a problem.

If an aspiring résumé writer has been exposed to the Challenge-Action-Result (C-A-R) methodology that we use to collect accomplishment-based information from our clients, it makes sense that they might also write a bullet point in the same sequence. According to Murray, that’s a problem.

We talk about “front-loading” accomplishments all the time, and apparently the effectiveness of that construction is grounded in linguistic research as well as résumé style. The problem is…the writer has to learn to express a bullet point in the reverse order (R-A-C), sometimes even minimizing or eliminating the “C” to maintain a sensible sentence weight. Think of too many words and syllables as the equivalent of too many calories.

Sentence weight is perhaps the most distinguishable behind-the-scenes variable between an entry-level community college student résumé and a tenured senior-level executive résumé. To make it more of a deliberate part of your writing, here are some other sentence weight concepts to consider:

  1. Prioritize Front-Loaded Impact | Place the most critical information—action verbs and results—at the beginning of each bullet point. Hiring managers skim résumés quickly; leading with impact ensures key achievements are noticed.
    • Before: Worked on improving customer retention through various strategies.
    • After: Increased customer retention by 30% through targeted engagement strategies.
  1. Use Sentence Length for Emphasis & Readability | Keep bullet points concise (1–2 lines max) while ensuring they remain impactful. Avoid long-winded explanations that dilute emphasis. Break complex ideas into two related bullet points if necessary.
  2. Eliminate Weak Verbs & Redundant Language | Replace generic verbs with strong, industry-specific action verbs. Instead of “Helped with project management tasks.”, try “Orchestrated cross-functional projects, ensuring on-time completion.” “Helped” is weak and vague; “orchestrated” conveys leadership.
  3. Balance Parallelism & Sentence Variety | Maintain consistent structure for readability while avoiding monotony using strong, varied verbs. This makes your writing more balanced and more memorable.
    • Weak:
      • Managed daily operations of the department.
      • Was responsible for hiring and training new staff.
    • Stronger:
      • Directed daily operations to optimize efficiency.
      • Recruited, hired, and trained a high-performing team.
  4. Focus on Results & Metrics When Possible | Quantify achievements to add weight and credibility. Numbers provide context and measurable proof of success.
    • Before: Improved sales processes for better efficiency.
    • After: Increased conversion rates by 20% using optimized sales processes.
  5. Adjust Weight Based on Job Level | Align sentence weight with the target role’s expectations.
    • Entry-Level: Focus on skills, contributions, and learning outcomes.
    • Mid-Level: Highlight impact, leadership, and cross-functional work.
    • Executive-Level: Emphasize strategic vision, bottom-line results, and influence.
  6. Placement Determines Weight | Sentences at the beginning and end of a paragraph typically carry the most weight. The first sentence often introduces the main idea, while the last reinforces or concludes it.
  7. Length & Complexity Affect Emphasis and Influence Perception | Short sentences stand out and create impact. Long, complex sentences convey depth and detail but can dilute emphasis if overused. Mixing short and long sentences creates rhythm and keeps writing engaging. Too many long or too many short sentences reduce their individual impact.
  8. Active vs. Passive Voice Impacts Weight | Active voice (“The manager approved the request.”) is more direct and impactful. Passive voice (“The request was approved by the manager.”) softens emphasis.
  9. Strong Verbs & Precise Language Matter | Powerful, vivid verbs add weight (“She bolted out of the room” vs. “She left the room quickly”). Eliminating weak words (e.g., “very,” “really”) makes sentences more forceful.
  10. Contrast & Conjunctions Shift Weight | Words like “however,” “but,” and “although” create shifts in emphasis. Contrasts highlight key points by setting them against opposing ideas. Résumé writers often use punctuation (especially the semi-colon) to achieve this same shifting effect.
  11. Lists & Enumeration Organize Weight | Bulleted or numbered lists give each point equal weight. Sequential lists (first, second, third) create a logical progression of importance.

Because sentence weight concepts are reader-based, they are in play whether you realize it or not. Like the human body, the dynamics of weight gain or weight loss are a function of balance, discipline, and awareness of excess. Decisions about what you write and don’t write impact the reader and your clients as well. They won’t tell you to lose or gain weight, but they’ll notice after you’ve done the work.

PRO TIP: Try using this prompt with your favorite AI platform: “Analyze the attached résumé and make specific recommendations to improve sentence weight.” Regardless of whether you are a beginner or an advanced writer, using that prompt a few times — and applying the useful recommendations —  will help you learn to incorporate sentence-weight concepts into your own work. Even small changes can lead to big results!

Mirrors Don’t Lie: Business Exceptionalism is Rare but Pursuable

It surprises nobody more than me that I am a staunch yoga enthusiast. About 10 years ago I signed up for a series of classes with my daughter, and my opinion of yoga was a lukewarm, “Well, it’s something for us to do together.” While she walked away from the experiment with a middling impression of yoga, I was hooked.

Over the years, I graduated from the entry-level classes to more complex classes with interesting movements. And I’ve done everything in between — from Don Draper-esque zen classes to routines that would leave an NFL star drenched in sweat. Across all these diverse experiences, I’ve always been fascinated by the core concept of how different movements can be executed to create new positions and experiences.

In the past decade, I’ve gotten to a spot where I’m pretty good (ask me and I’ll tell ya). I sometimes look around at other participants in class, and I’ll notice that people aren’t following the proper forms. I don’t say anything, but my nature is that of a judgy bitch (as my daughter suggests) so I take notice. I then bravely undermine the entire ethos of a yoga practice and think, “Huh, I bet I do that a lot better, but I guess I’ve been doing it longer.” 

I recently arrived late to a medium-level class, which got me placed in a corner of the room nearest the wall of mirrors. I started following along with the poses, and as I took my usual survey of the room, I noticed that this person wasn’t holding their arms straight, that person wasn’t supporting their weight the right way, etc. 

Finally, as we were executing a pose that required me to be rigid and staunch, I glanced in the mirror. And I was horrified that, instead of the tense and resolute image of myself I had in my mind’s eye, I saw a starfish staring back at me. Loose, slack limbs, no tension in the body to speak of. 

As it turned out, the image of myself I had in my head was starkly different from the reality of the mirror. I continued the class with a bit more grace for the other people in the room as well as myself, but even so, I noticed that as the class continued on, I got sloppier and more tired — more like a starfish, if you will.

I think this discrepancy between how we perceive ourselves and how we actually perform can also be observed in business management. Many times I have used this column as a platform to encourage readers to carefully examine how they manage and practice. That thought occurred to me as I saw my own failings in yoga, and I realized that while we often tell ourselves narratives of how we’re better than our competitors for X reason or another, the truth is more often that we each do some things well and other things perhaps not quite so well as we imagine.

When we experience success, it’s easy to say that it’s because we’re outperforming others in key areas. Conversely, when someone in our peer group isn’t doing well, we’re quick to attribute their circumstances to personal failings or a lack of ability on their part. 

The truth, though, is that every person and business does some things right, and it gets others wrong. Instead of staring in the mirror or looking down on people with less-than-perfect yoga forms, the best thing that I can do to continue improving is look at the flaws I see in others and start identifying if maybe those are flaws that I exhibit sometimes as well.

If you want to put this mindset into practice, pick two to five KPIs and behaviors that you think your business does exceptionally well — areas in which you believe you exceed your peers. Then take your list and do some research within your peer group. This could mean looking at ads or websites or sales proposals, or it could mean an apples-to-apples comparison of products or services. Compare both your own materials and those of your competitors against what you perceive to be best practices, and see how each of you stack up.

If you’re like me and you’re certain that you’re already exceptional, you might be surprised to see that your competitors are either matching or exceeding in you in some areas, possibly even most of them. There will be some areas where you shine and others where you don’t, but in business, the key is consistency. If you can identify areas to improve and make those changes stick, you’ll have a much stronger case to keep your customers coming back to you instead of your competitors.

Revisiting my poses, it doesn’t take much to adjust yourself and get back into proper form. But the only way to do that is to take a look in the mirror and identify where you actually are rather than trusting the faulty perception that you have of yourself.

Talent Development: Mindset and Skillset

“Never go to bed the same as you woke up”

Jim Rohn made this challenge back in the mid 1990’s.  Thirty years later, in today’s utterly unprecedented society, especially within the professional and workplace landscape, continuous (daily) talent development is no longer just a competitive strategy – it’s a survival one. 

Kaizen (“good change” or “continuous improvement” in Japanese) represents my personal notion of never going to bed the same as you woke up.   Learn something new today and find a way to use it tomorrow.  This ensures that job seekers and coaches remain genuinely relevant and valuable in the face of virtually non-stop technological advancements and societal/political transformations.  It’s rare when a week or two passes without some new resume-reading technology or ChatGPT interviewing robot isn’t being introduced throughout the hiring/employment space.  And from a purely objective hiring standpoint, with all the upheaval concerning DEI hiring practices, how do job seekers and coaches address and navigate diversity, equity, and inclusion hiring practices federally and state-wise?  Like many other transformational issues, this requires daily updates. 

Beating the cheaters

Janet Elias, writing for CNBC in Sunday’s March 9thedition, featured a headline entitled, “Meet the 21-year-old helping coders use AI to cheat in Google and other tech job interviews .”  She writes, “As artificial intelligence becomes more advanced, employers are trying to build workarounds to prevent candidates from cheating in virtual job interviews but are struggling to keep up.  Columbia University student Chungin “Roy” Lee said he used AI to game a popular virtual interview platform used by tech companies and later received several internship offers.  And Google is among companies considering moving away from virtual interviews as AI becomes more popular among candidates as a way to cheat the process” (https://rb.gy/7mpewo).

No, I’m certainly not advocating teaching or mastering the skill of cheating.  Quite the contrary.   It’s only when we are aware that other job candidates are using technology to cheat in virtual job interviews, that we can provide effective strategies and counter measures to position our job seekers to win out ethically over the cheaters.  This is the importance of committing to daily talent development.  In my case, I wasn’t aware of this interview-cheating scheme until a few days ago when I read about it online.  When job seekers and coaches commit to daily talent development, the odds of rapid success turn dramatically in their favor. 

Talent development:  1) mindset and 2) skillset    

The power of teaching the skills of maintaining a positive mindset is best illustrated by a recent PARWCC Certified Interview Coach (CIC) who told me, “Now, when my clients go into job interviews, they don’t hope to win a job offer – they expect to win it!  Yes, they must demonstrate they have the skills and qualifications to produce results, but like a well-trained Olympic athlete, it all begins with a positive, winning mindset.”    

  • Talent Development: Mindset

Most job seekers and coaches spend the majority of time focused on skill identification and stories behind those skills (STAR/quantifiable results/specific accomplishments, etc.).  Hard and soft skills.  Hard skills are those specific, proven areas of expertise and knowledge that can be learned, applied, and measured.  Soft skills are those personal attributes that describe how one works and gets along with others; often referred to as ‘people skills.’  This would include more general skill-types such as communications, problem-solving, leadership, teamwork, adaptability, time management, and interpersonal skills.

A skill that is NOT taught by most practitioners and AI/Chat is the competency of managing one’s attitude and mindset while in pursuit of something worthwhile (like a new job), especially when adversity shows up.  When an interviewer promises to call a job seeker back and doesn’t, how do they grin and bear it?   When a job seeker is the runner-up for a job three times in a row, how do they suck it up?   When John sends out 250 resumes and doesn’t get a single reply, how does he make the best of a bad situation and turn lemons into lemonade?   Make no mistake about it, managing one’s mindset is a skill – and a skill that can be taught.  It’s a powerful skill for building self-confidence and empowering success.  

Henry Ford said that if you think you can, or you think you can’t… that becomes your reality – the foundation for your future.  What good is a masterpiece resume in the hands of a fearful and low-confidence job seeker?  Below are four concepts job seekers and coaches can make (or improve) regarding attitude (mindset), self-confidence, and inspiring full engagement:

  • Embrace AI as a Collaborative Career Asset Spearheaded by the Human Element
    • Rather than viewing AI as a threat, career coaches must encourage job seekers to see AI as a collaborative tool that when integrated with the “human element,” results in rapid success.
    • AI/Chat technologies are NOT capable of helping to build courage, confidence, and an unstoppable, resilient character.  Only humans can inspire this.  AI/Chat will be used for general activities such as resume drafts, initial target marketing, and preliminary interviewing prep.  But every job seeker (and coach) has their own special qualities, value, personality and, yes, issues.  This means that when technology performs all the mundane activities humans used to do, humans can now then invest more quality time on the human-aspect of winning job offers.  Mindset. 
  • Teach Empowerment Techniques to Optimize Success (Self-Confidence)
  • In PARWCC’s Certified Empowerment and Motivational Professional (CEMP), career coaches learn that the words we use, the questions we ask, and the things we focus on optimize or sabotage a job campaign.  Fear, overwhelm, and doubt can be replaced with courage, engagement, and confidence – and only humans can teach this.  
  • Are job seekers focusing on their current predicament (the problem) or on the success they desire (the solution)?  Are career coaches still asking job seekers to do homework, or are they given rapid employment exercises to complete?   Words and phrases matter because they empower success.  
  • Develop a Human + AI Collaborative Job Campaign Strategy (Full Engagement)
  • Job seekers must focus on specific results they can Deliver, Generate, or Produce (DGP) for their paychecks – with supporting evidence.  AI can generate typical, used-by-everyone else content, but only humans can bring the emotional intelligence, creativity, and uniqueness  to the process.
  • Success coaches inspire job seekers to recognize and honor their value, past achievements, and future contributional potential.  Most job seekers fail to recognize, specifically, what they deliver, generate, or produce for their paychecks.  This new awareness is an empowerment strategy because it results in indisputable self-confidence. 

 Encourage AI-Powered Continuous Learning (Upskilling)

    • I call it the 20-minute a day upskilling challenge.  AI/Chat technologies are changing industries, the workplace, and society so rapidly, coaches and job seekers must stay up-to-date and adaptable to all the changes… and there’s a phrase for it: “continuously upskilling.”
    • Coaches must inspire and empower clients using specific techniques.  Being just a motivational pro doesn’t work, because motivation is short-lived.  But when we teach empowerment techniques and the skill of managing one’s mindset, that is something technology will never do as well as humans.
  •  Talent Development: Skillsets that Produce Results

Simplicity is an empowerment and engagement skill.  And I believe we need to simplify the AI/Chat skillset so career coaches and job seekers understand, embrace, and optimize them.  Below are four bullet points that can help simplify the AI skills conundrum.  

  • Incorporating AI for Resume Optimization
  • Use AI tools, along with your own creative strategies, to enhance resume formatting, keyword optimization, value proposition communications, and ATS (Applicant Tracking System) compliance.
  • Train job seekers on how to use AI-powered resources (like Chat) for drafting cover letters and online digital footprints.
  • Teaching AI-Assisted Job Campaign Strategies
  • Help job seekers leverage AI to identify job opportunities, tailor applications, and generate impact-making cover letters.
  • Guide them in using AI for networking, such as drafting LinkedIn outreach messages and interview follow-ups.
  • Shifting to AI-Augmented Interview Preparation
  • Use AI to simulate interview scenarios, generate practice questions, and analyze responses.  PARWCC’s CIC (Certified Interview Coach) outlines powerful methods for optimizing BOTH verbal and nonverbal communications for influencing job offers.
  • Collaborate with AI to teach job seekers how to out-compete their competition in interviews with compelling discussions (using PARWCC’s OMC method taught in CIC) that come across as natural and personalized.
  • Ethical and Strategic AI Guidance
  • Educate job seekers on the ethical use of AI in applications, ensuring transparency and authenticity.  
  • Teach them how to fact-check AI-generated content and personalize it to avoid generic (or patented) responses.

Conclusion

The commitment to never going to bed the same as you woke up is a powerful strategy for optimizing work performance and securing long-term career success. In an era where AI/Chat technologies are reshaping industries, continuous skill development is essential for staying relevant and competitive. 

By embracing a mindset of lifelong learning, cultivating adaptability, and leveraging AI/Chat as a collaborative tool back by the human element, career coaches, resume writers, and job seekers can not only excel in the present workplace – but also future-proof their careers. Success in the modern workforce belongs to those who are willing to learn, evolve, and embrace change – every day.  

Navigating the 2025 Job Market

As we move through March 2025, the U.S. job market continues to evolve amid economic shifts, federal workforce reductions, and the growing influence of artificial intelligence in various industries. Understanding these trends is crucial for job seekers looking to navigate the competitive employment landscape effectively.

Job Market Overview

According to the latest report from the U.S. Department of Labor’s Bureau of Labor Statistics (BLS), the economy added 151,000 jobs in February 2025, slightly below the 12-month average of 168,000. The unemployment rate edged up to 4.1%, reflecting a mild slowdown in hiring. However, key industries such as healthcare, financial activities, transportation, and social assistance showed continued job growth. While this is a positive sign, it also highlights the uneven nature of employment trends—some industries are thriving, while others, such as leisure and hospitality, continue to experience challenges.

Federal Workforce Reductions

Recent government actions have led to significant layoffs across federal agencies, including the Department of Health and Human Services and the Internal Revenue Service, affecting thousands of employees. While the administration has framed these reductions as part of broader cost-cutting measures, the ripple effects extend beyond the federal workforce. Many laid-off employees now face the challenge of transitioning into private-sector roles, often requiring reskilling or relocation. Additionally, the decrease in IRS personnel may contribute to slower tax return processing, adding an extra layer of frustration for taxpayers.

AI’s Impact on Hiring Trends

The rise of artificial intelligence (AI) is reshaping job market demands. A recent Wall Street Journal report states that nearly 25% of tech job postings now require AI skills, with the information sector leading at 36%. This rapid shift highlights an urgent need for professionals across various industries to develop AI literacy. Employers are no longer just hiring AI specialists—many traditional roles, from marketing to supply chain management, now incorporate AI-driven tools. Those who proactively learn to work alongside AI, rather than fear its integration, will have a distinct advantage in the job market.

Economic Uncertainty and Market Volatility

The broader economy is experiencing uneven growth, influenced by recent tariff policies, inflation concerns, and federal spending shifts. Market volatility has been notable, with stock market fluctuations impacting business confidence and hiring patterns. Businesses in sectors such as manufacturing and trade are feeling the strain, adjusting hiring plans accordingly. For job seekers, this means that while job opportunities still exist, they may require greater flexibility in terms of industry, location, or compensation expectations. The importance of staying agile and informed has never been more critical.

Job Search Strategies for 2025

Given these market trends, job seekers should take proactive steps to strengthen their career prospects. Here are some key strategies:

  1. Upskill in High-Demand Areas
    • AI, data analytics, and digital transformation skills are increasingly sought after.
    • Consider enrolling in online courses, certifications, or bootcamps to stay competitive.
    • Even a basic understanding of AI tools like ChatGPT, machine learning applications, or automation platforms can give candidates a competitive edge.
  2. Diversify Your Job Search
    • Look beyond traditional job boards to explore networking opportunities, industry-specific sites, and LinkedIn connections.
    • Consider contract and freelance roles, which may lead to full-time opportunities.
    • Reach out to professionals in your target field and seek informational interviews to gain insider knowledge.
  3. Adapt to Changing Work Trends
    • With automation transforming roles, emphasize soft skills such as adaptability, communication, and problem-solving.
    • Highlight your ability to work with emerging technologies in your résumé and interviews.
    • Show employers how your skills contribute to innovation and efficiency within their organization.
  4. Stay Informed on Industry Trends
    • Follow industry news and economic updates to identify growth sectors.
    • Attend webinars, conferences, and local networking events to build industry connections.
    • Subscribe to relevant industry newsletters and LinkedIn groups to stay ahead of emerging trends.

Final Thoughts

While the job market remains dynamic and somewhat unpredictable, staying informed and adaptable is key to career success in 2025. By upskilling, leveraging networking opportunities, and staying ahead of market trends, job seekers can position themselves for success in a competitive hiring landscape. Resilience and strategic career planning will separate those who thrive from those who struggle in this evolving economy.

Leveraging Skills for Career Management

Skills for employees range from technical skills for a specific discipline like engineering, accounting, software development, law, international affairs, law enforcement, medicine, education/teaching, mechanics, plumbing, technology/cybersecurity, or nursing; leadership skills, include team building, negotiating, navigating constantly evolving work environments, driving results, resolving conflict, public speaking, and leading change; management skills, include project, program, or organizational management, budgeting, scheduling, time management, or training; soft skills include communications, emotional intelligence, dependability, problem-solving, adaptability; transferable skills – those skills that are adaptable to other disciplines or industries; and many more. 

As a career coach, I help my clients identify skill gaps and enhance skill strengths. We focus on the positive and accentuate transferable skills for new positions, promotional opportunities, target jobs, and jobs of passion. 

For example, when conducting a skills assessment with my clients, I ask them to identify skills they possess that are natural or that they have mastered (these skills come easy); skills they possess that are nearly mastered and they delight in using these skills; skills they excel at that they no longer wish to use (this category may cause extreme burnout); and skills they want to possess that may require education, training, or development.  

I then coach my clients on how to use/leverage skill sets. I ask my clients to identify their top five hard (specific disciplines) and soft skill sets. Very often, my clients cannot differentiate between hard and soft skill sets, and they provide a list of soft behavioral skills, e.g., hardworking, disciplined, detail-oriented, excellent communicator, successful, and dependable. 

In these cases, I coach my clients to define their hard/technical skill sets (e.g., writing, electrical, analyst, accounting, policy, environmental, and language skills) and learn to leverage them in written career management documents like the résumé and LinkedIn profile and the interview process – tied to measurable results.

Below is a breakdown of the skill levels and how best to manage coaching sessions: 

  • Skills a client possesses that are natural or have been mastered and enjoy using often make a job easy for them. These skills can be refined and enhanced. These skill sets make clients feel like they are “not working.” 
  • Coach Tips:  This client will benefit from career coaching to further build their skill set by exploring additional education or credentialing opportunities. We may explore opportunities for advancement or opportunities at other companies that may allow the client to gain more challenges using the skill sets. Brainstorming may include shifting from work at a small company to a larger Fortune 500 company; moving from a small hospital in a small city or rural setting to a larger hospital in a big city or inner city; or moving to a new state or location. We will also brainstorm salary and benefits and analyze new positions with more significant income. 
  • Skills a client possesses that are nearly mastered and that they delight in using may need coaching to develop fully the skill set(s). By coaching these clients to master skill sets they enjoy using, they may become industry or discipline experts. 
  • Coach Tips:  This client may need additional education or training. We may explore university programs, advanced degrees, or certification or licensure programs. They may also find value in identifying a specific mentor. Brainstorming may include becoming published, speaking at large conferences/symposia/consortiums, and seeking new employment with more challenges and a potential mentor or reimbursement for advanced degrees. This client usually seeks new professional development positions and greater income levels. 
  • Skills a client thinks they want to possess but does not have any education may require training and development by obtaining schooling or training. 
  • Coach Tips:  This client may need to explore the desired skill sets by engaging in informational interviews, shadowing an expert on the job, joining an association, or attending conferences to learn about the skill set. For example, suppose a young adult client states they want to be a nurse. In that case, when allowed to observe classes, visit patients in a hospital setting, or view videos of medical and surgical procedures, they decide they cannot handle the sight of blood or the smells of the hospital setting and may change their mind. Shadowing a nurse or surgeon as an observer for a day may help them determine if they genuinely want to pursue that career path.
  • The Food Safety and Inspection Service uses virtual reality goggles at some of its job fairs so potential job seekers can view a meat processing/slaughter operation. Even so, many new employees quit after being on the job, as the sight of the plant from a virtual reality vantage differs from the live smells and blood involved in the live plant environment.  

 

  • Skills that a client excels at but no longer wishes to use require a complete coaching program to identify the skills of strength, why they no longer choose to use the skills, and how the skill/skills can be used as a transferable skill set. A client in this situation may be on the verge of burnout and hate his job and work environment. He may be working overtime because he is relied upon as an expert in his discipline/skill set.  
  • Coach Tips: Coaching a client on the verge of burnout is challenging. The client may be discouraged and confused about the next steps in the career trajectory. The client’s salary may be very satisfying, which keeps the client in the role despite the extreme burnout and fatigue. In this case, I ask my client many questions to determine the source of the burnout. We explore how his skill sets may be transferable to other roles, industries, or disciplines. We may prepare a budget to determine if the client can take a lesser salary to return to school to obtain new skill sets or take a lesser salary for a better-fit position, e.g., moving into a non-supervisory role. 

 

  • Most of my clients have transferable skill sets. I coach them to break down their skill sets, and we analyze potential new industries or disciplines. 
  • Coach Tips: For example, one of my clients worked in animal behavior, focusing on research with primates. She received degrees in animal behavior, zoology, and biology. During her career, she wrote scores of different types of documents. She decided to pursue a career in medical writing. To solidify her decision, she obtained a certificate in medical writing. We leveraged the writing part of her skill set on her résumé and LinkedIn profile and removed much of her direct descriptions of her work with primates. 

As a career coach working with clients, I learn about their skill sets, why they like them, and how they want to use them. This process is critical in coaching them to land satisfying jobs that pay what they seek. 

If you desire to strengthen your career coaching skills, the Certified Professional Career Coach (CPCC) program delivers detailed descriptions of skill set development with clients and teaches you how to ask questions to move your clients forward. The CPCC also coaches you as you learn to become a career coach.

Beyond the Breakout Session: How to Turn Learning into Business Growth

If you’ve been in business for more than five minutes, you already know—what worked yesterday might not work tomorrow.

Whether it’s evolving client expectations, shifting economic trends, or the ever-changing nature of hiring, staying sharp isn’t optional in our field; it’s essential.

We all live in a world of professional development, so when we think of skill development, our minds automatically go to knowledge gain, technology adoption, or a certification that will give us a new credential. However, skill building for career coaches and resume writers is a different animal than for our clients. 

For us, growing our skillset is a business asset that keeps our expertise relevant, business competitive, and opportunities growing.

It’s easy to de-prioritize your development when you’re running a business (let alone one focused on upskilling other people!)., but the best business owners and coaches don’t just work in their businesses; they work on their skills.

So, as we head into THRIVE—where the learning opportunities are stacked, and yours truly will be there, ready to give you a hug! —it’s the perfect time to talk about how investing in your skills is one of the smartest moves you can make for your business and career.

Skills Require Maintenance

It’s tempting to think of expertise as a milestone—something you achieve once and simply have. But skills need maintenance. They evolve. They require refinement

Take marketing, lead generation, and sales—one of the topics I’ll be covering during my half-day bootcamp at THRIVE (#shamelessplug). The strategies that worked five years ago (or even last year!) might not be as effective today because buyer behaviors shift, platforms change, and little things like AI come into our worlds. 

You could be missing major opportunities if you’re still using outdated tactics.

The same goes for salary negotiation—another topic I’ll be teaching at Thrive (see what I’m doing here? 😉). The economy is in flux; it’s a heavily employer-favored market, and companies are adjusting compensation structures. Knowing how to negotiate isn’t enough—you have to understand how to assess an offer based on current market trends.

The best professionals—whether they’re career coaches, stylists, or drywall installers—don’t just learn once and call it a day. They stay engaged, adapt, and refine their expertise to match the current climate and newly available resources. 

If you want to stay ahead, ask yourself: What’s changed in my industry? Where do I need to refresh my skills?

Learning is Only the First Step

Have you ever walked out of a conference session pumped up with new insights… only to get home and promptly forget to implement any of them?

We’ve all been there.

The problem isn’t the lack of information—it’s the lack of application.

Whether you’re learning about salary negotiations, marketing, or economic insights (which I’ll also be covering at THRIVE – like how I snuck the trifecta in here!?), the key isn’t just hearing the information, it’s integrating it into your work.

Here’s how to bridge the gap between learning and doing:

Pick Three Takeaways – After any learning session, whether it’s one class in a certification series or a session at a conference, identify three actions you can apply immediately. Do them.

Set a Timeline. Decide when you’ll implement each takeaway so it doesn’t get overlooked.

Teach It to Someone Else – The best way to retain information? Share it! Whether it’s clients, colleagues, or a LinkedIn post, passing along what you’ve learned helps solidify it in your mind.

Staying Competitive

Skill development isn’t just about personal growth. It’s a business strategy. When you’re consistently refining and adding to your expertise, you: 

 ✔ Differentiate yourself in a crowded market.
Deliver better results for your clients.
Stay ahead of industry changes instead of scrambling to catch up.

And here’s the kicker: your competition is learning, too. If you’re not investing in your skills, someone else is, and that’s who clients will trust.

So, the smartest investment you can make in your business is YOU, whether it’s attending THRIVE, joining a mastermind, or blocking time for self-education.

Just like any professional, your business (and career) will evolve. The question is: will your skills evolve with it?

If you’re looking for a way to stay sharp, keep growing, and make sure your expertise remains relevant, the opportunities are there—you just have to take them.

What’s your plan for professional growth this year?

Your Friend and Coach,
Angie Callen, CPRW, CPCC

PS: Hope to see you at THRIVE!

 

News from PARWCC!

 

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Ready for new opportunities? Our career center partners are accepting new coaches and need you! If you have expertise in Military, Sciences, Legal, and Design career paths please submit your information in this survey and get started now.

 

Healthcare careers are always in demand – do you have all the tools you need to serve this demographic? Get top tactics and strategies at tomorrow’s webinar with industry expert Tammy Mifflin to discover how to navigate healthcare’s complex certification systems, address career pain points, and equip yourself with actionable resources to serve these clients.

 

Check out the blog below to learn how intentional growth can aid your business. Get strategies to test pilot programs, design new offerings, and optimize your practice based on market feedback. Refine the successful experiments and integrate them seamlessly into your brand.

 

Has it really been 5 years? Check out the article below in “Things We Found Interesting” to learn how the workplace has changed since Covid hit. Also see how new career paths take off and 9 job application details that make your clients stand out. 

 

Webinars and Sessions

 

March

 

April

 

Test and Expand

 


Emphasize the importance of intentional growth, urging clients to identify emerging needs, test new offerings through pilot programs and beta versions, and strategically pivot or expand based on market feedback. You can help clients refine successful experiments into core services by developing repeatable processes, creating supporting materials, and integrating them seamlessly into their brand.
Read More

Get ahead on industry trends and join us for 3 intense days of knowledge sharing, networking, and professional development in Chicago! Learn game-changing tactics, spark new ideas for your organization, and engage with industry-leading professionals. 
Grab Your Opportunity!

Rx for Success

 

1:00 PM ET
Thurs., March 27

 

Healthcare professionals face unique challenges and opportunities in their career journeys. As a career coach, knowing how to tailor your approach can make all the difference.

  • Discover how to navigate healthcare’s complex certification and licensure systems.
  • Address career pain points like burnout, employment gaps, and career transitions.
  • Guide clients through clinical vs. non-clinical pathways and transferable skills.
  • Learn specialized negotiation strategies for healthcare compensation and benefits.
  • Equip yourself with actionable resources, networking tips, and tools to create winning career plans.

 

Register Here

Things We Found Interesting

 


5 Years On: How Covid Changed the Workplace
Read More

A New Career Path Takes Off
Read More

9 Job Application Details that Make Recruiters Take Notice and Call You
Read More

Member News and Updates

 



Welcome New Members!

 

Thank you for joining our community. Make sure to connect with each other on LinkedIn (also join the PARWCC LinkedIn group) and check out our Gearbox for amazing materials as you pursue your journey in career services.

 

ATINA YUSUF

Danielle Groves

Emily Raviola

Jay Jones

SJ Bravo

Jennie Babcock

Cara S. Santarsiera

Ashley Couto

Nilam Albaugh

B. Marcie Niedbalski

Angela Vidmar

Amy Paluso


 

            

 

Professional Association of Resume Writers and Career Coaches
204 37th Ave N,  #112, St. Petersburg, FL 33704

Phone: (727) 350-2218
Email:
[email protected]
Website: https://parwcc.com

If you would like to unsubscribe: @@unsubscribe_url@@

 

 

News from PARWCC!

 

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Did you know résumé writers are data scientists? Check out the connection in Master Writer Suarez’s blog below and learn how to employ feature engineering in your writing. This actionable strategy will enhance your skills.

 

We’re working hard on bringing you the best career services conference in the business! Check out our speaker schedule and networking opportunities on thrive.show. You can also get a jump start on making the most of these connections by joining our exclusive Connect & Thrive event on Tuesday April 22nd 5pm ET.

 

Do you work with Product Owners or people who want to be? Join us for a comprehensive webinar to unpack the nuances of this career path and how you can refine their professional brand. This session will teach you the differences between Product Owners and Product Managers and how these roles have evolved in today’s market.

 

Are your clients angry about being laid off? There’s a newsletter and support group for them – check it out in the “Things We Found Interesting” section below. Also see job interview tips and how gender identity discrimination is still illegal.

 

Webinars and Sessions

 

March

April

 

Career Transition and Feature Engineering

 


Résumé writers are data scientists, expertly engineering client information to maximize impact for both human and AI readers. Learn the importance of “feature engineering” in résumé development, specifically for career changers, by emphasizing data selection, transformation, and quantification. By strategically showcasing transferable skills, relevant projects, and targeted coursework, résumé writers can craft compelling narratives that resonate with hiring managers. Mastering these “feature engineering” techniques allows writers to create concise, impactful résumés that effectively position clients for success.
Read More

The count down to Thrive! 2025 is on and we can’t wait to see you in Chicago! But why wait until then to start making connections? Join us for Connect & Thrive: a Networking Kickoff for Thrive! 2025. This exclusive virtual meet-and-greet (Tuesday April 22nd at 5pm ET) is designed to introduce you to fellow attendees, speakers, and industry professionals before you all arrive in person.
Check out one of PARWCC’s conference sponsors: 

For coaches ready to scale their impact and income, Purple Circle offers a proven path forward. After all, as Nguyen’s journey shows, sometimes the most successful businesses start with the simplest goal: solving a problem and helping others do the same.

 

Connect Now

Own This Career Path

 

1:00 PM ET
Thurs., Mar. 20

 

Working with clients who aspire to become Product Owners or who are already in this role and need help refining their professional brand? This session will unpack the nuances of the Product Owner career path, understand those typically moving into this role, and understanding the key differences between Product Owner and Product Manager roles. 
 
This session will take you through the origin of the PO role, how it has evolved in today’s market, and what to consider for clients coming from a business or technical background. Walk away with actionable insights to better guide your clients as they transition into or excel in this in-demand role.

 

Register Here

Career Professionals Unite!

 


Industry Leader Denise Bitler will be at Thrive! 2025! Her session “Repurposing Client Content: Building a Unified Personal Brand While Maximizing Efficiency” will teach you how to develop authentic voice strategies, visual brand implementation, and value proposition frameworks that convert leads into clients. Join her and other boundary-pushing career professionals at PARWCC’s premier conference.
Register Now

Things We Found Interesting

 


Gender Identity Discrimination Still Illegal, Lawyers Remind Employers
Read More

This Job Interview Tip Was “Eye Opening” for an Ex-Google Exec – and Helped Her Hire the Best Candidates
Read More

“People are Really Angry”: a Vibe Shift Around Layoffs is Happening Across the Workforce
Read More

            

 

Professional Association of Resume Writers and Career Coaches
204 37th Ave N,  #112, St. Petersburg, FL 33704

Phone: (727) 350-2218
Email:
[email protected]
Website: https://parwcc.com

If you would like to unsubscribe: @@unsubscribe_url@@

 

 

News from PARWCC!

 

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Have you registered yet? Thrive! 2025 in Chicago is right around the corner – you can’t miss this industry leading event. Plus use discount code FLASHSALE for $150 off your ticket: hurry because this code expires soon!

 

Help your clients figure out their signature career values with the strategies in the blog below. These enhance career satisfaction by ‘heart-storming’ about what truly matters. Gain clarity into your priorities and up your confidence.

 

Master Writer John Suarez is ready for you! Our studies show that completing the Fundamentals of Résumé Writing educational course increases your success rate when taking the CPRW exam. Suarez has the experience and the insider knowledge to elevate your skills to gain this important credential.

 

Check out the “Things We Found Interesting” section and read about how remote work can help protect women in the workplace. Also find information about the new potential law affecting criminal background checks and a comprehensive list of tech layoffs.

 

Webinars and Sessions

 

March

April

 

Identify Your Signature
Career Values

 


Unlock your clients’ career potential by shifting from head-led assessments to heart-centered exploration. Advocate for identifying “Signature Career Values” – the 6-8 core desires that drive 90% of career satisfaction. Guide your clients through a “heart-storming” process, prompting them to feel, not think, about what truly matters in a career. By prioritizing these values, your clients gain clarity and confidence in pursuing roles that resonate deeply, leading to greater fulfillment and success.
Read More

Experts Welcome!
Get Your Spot Now!

 


Thrive! 2025 is for the difference makers! Whether you’re a career coach, résumé writer, entrepreneur, career counselor, military transition expert, or personal branding strategist, this event is built for you!
Learn More

Lay Your Foundation
with the Expert

 

1:00 PM ET
Tues., Mar. 18

 

If you’re currently enrolled in the Fundamentals of Résumé Writing course, join us for a monthly interactive session with renowned résumé writer John Suarez. While “how to” information is available at the click of a mouse…the source of the information is often questionable at best. John will take your questions, share his insights, explain best practices, and guide you toward becoming the best writer you can be.

 

Register Here

Things We Found Interesting

 


Washington’s New Hiring Law Could Reshape Criminal Background Checks
Read More

A Comprehensive List of 2024 and 2025 Tech Layoffs
Read More

How Remote Work Can Protect Women
Read More

Member News and Updates

 

Career Cushioning: What’s Your Take?

Hoda Kilani posted The Rise of Career Cushioning: A New Job Strategy A recent term, Career Cushioning, was shared by leader and co-host of Career Buzz, Mark Franklin. I had never heard of it…so I set out to learn more about it and just in case you were like me in the dark about it, here is what I found out. According to Wikipedia, career cushioning refers to employees who discreetly upskill and network as a contingency plan in the event of job loss. Read More

 

Can You Help?


Stephanie Hiedemann: A friend of mine lost her appointment to USAID amid the dismantling of this agency in recent weeks. She has tremendous experience with international aid and development work and is searching for a resume writer who has an expertise in her career field. I am reaching out to all of you on her behalf. Please message me if you are interested and available. Thanks!

 

            

 

Professional Association of Resume Writers and Career Coaches
204 37th Ave N,  #112, St. Petersburg, FL 33704

Phone: (727) 350-2218
Email:
[email protected]
Website: https://parwcc.com

If you would like to unsubscribe: @@unsubscribe_url@@

 

 

News from PARWCC!

 

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Do you have your spot? The next LIVE series for Certified Student Career Coach starts tomorrow (March 6th), and you need this resource in your coaching toolbox. Dr. Natascha Saunders leads an incredibly intensive and comprehensive training program that gives you the cutting edge in coaching students of all ages.

 

Career transitions are scary. We’ve been talking about the federal to civilian upheaval a lot recently (if you missed the Master Series training, look for the recordings available for the next 90 days). Program Director Diane Hudson addresses this transition and others in her blog below where she shares how she asks her clients “what’s the worst that can happen?” and helps them find the positive opportunities despite the fear.

 

Thrive! 2025 is in Chicago this year. Check out the schedule below and on thrive.show to learn how this educational conference can boost your practice. This amazing in-person opportunity gets you connected with industry thought leaders and elevates your credentials.

 

Check out the “Things We Found Interesting” articles to find a revolutionary technique to improve your conversation skills (something to teach your clients), the 3 biggest résumé red flags according to new research, and SHRM’s insights on workforce evolution. Stay up to date with our curated articles in every weekly newsletter.

 

Webinars and Sessions

 

March

 

What’s the Worst that Can Happen?

 


Empower your clients to navigate career transitions with confidence by addressing their fears and uncertainties head-on. Coaches can utilize needs assessments, career exploration tools, and “outside the box” thinking exercises to help clients identify transferable skills, explore diverse career paths, and develop effective career management plans. By framing career transitions as positive opportunities, you can help clients overcome their anxieties and embrace new possibilities.
Read More

Save your spot! Thrive! 2025 is right around the corner and you do not want to miss it. PARWCC hosts the premier industry-leading in-person conference in Chicago this year – 3 intense days of knowledge sharing, networking, and business opportunities are waiting for you. 
Learn More

Update Your LinkedIn
Best Practices

 

4:00 PM ET
Thurs., March 11

 

If you’re pursuing excellence through the CDCS program – either currently enrolled or already completed – attend these special monthly office hours with Director Robin Reshwan. We’ll focus on the best and most current practices using LinkedIn to boost client success on the platform. You’ll have the opportunity to ask questions related to LinkedIn, ATS, and recruiting insights live.

 

Register Here

Things We Found Interesting

 


Expert’s ‘Threading’ Technique is the Key to Great Conversations
Read More

The 3 Biggest Red Flags Hiring Managers Look for in Resumes According to New Research
Read More

Leading the Future of Work: SHRM’s Insights on Workforce Evolution
Read More

Upcoming Live Training

 

Sign Up Now! Starting March 6th! Set yourself apart by learning to incorporate vocational theories,
assessments, coaching strategies, empowerment techniques, and
cutting-edge technology tools into your services and student
interactions. Learn best practices to provide a holistic support system for your students’ career development.

 

 

            

 

Professional Association of Resume Writers and Career Coaches
204 37th Ave N,  #112, St. Petersburg, FL 33704

Phone: (727) 350-2218
Email:
[email protected]
Website: https://parwcc.com

If you would like to unsubscribe: @@unsubscribe_url@@

 

 

Finding Your Clients’ Best Career – as They Define Best

“82,365,000 Americans aren’t happy in their jobs”

    ̶  Statistica Survey, November 2024

Not one of those more than 82 million workers intentionally chose a career they knew would be bad for them.

Please don’t misunderstand. Lots tried to find the best jobs. But because they weren’t working with the career coach, two factors worked powerfully, but subtly against them.

First, they chose unreliable sources which presented data rather than information. Those sources might include friends, family members, coworkers, lists of “top jobs,” and unsupported social media postings from so-called “influencers.” 

Second, they never defined what success would mean to them.

In this article, I’ve laid out an approach which counters these two distractions. Because you’ll be guiding clients to find the best careers, they will see you delivering even more value than they could have imagined.

There are just three questions that will give uncertain clients clear and compelling proof that they found the best career field for them as they define “best.” Of course, you provide the guidance. But it’s important your clients do the work. After all, the decision can only be theirs.

The three questions define a hierarchy which will keep your clients on track and deliver the best possible answers. The order you follow them removes distractions. Finally, because you’ll encourage your clients to initially consider any career field, they’ll never look back after they’ve chosen the one that’s best for them.

To be clear, a career field is a collection of knowledge, skills, abilities, and passions that meet employers’ needs. Career fields are much approximated by job titles. They are also just the opposite of being too narrowly focused. That’s because most career fields exist in the private sector, the public sector, and the nonprofit sector. They also exist in nearly every industry.

Question #1: what must the client be seen to do on the job to be acknowledged as the go to expert by their boss, their colleagues, their customers, and most importantly by themselves. This approach provides an ironclad defense against Imposter Syndrome.

If a client cannot, or doesn’t want to, do the things that are required to ensure success there is no point in going any further. It doesn’t matter how many jobs there are in that field, or how much it pays. Working in the wrong field does not result in a career. It  imposes a punitive, long-running sentence.

Keep your clients focused. “Leadership,” “being professional,” “being dedicated to working hard,” “having strong communication skills,” those are all admirable traits. However those are the minimum standards for any job that doesn’t require the holder to wear a paper hat that has “Trainee” printed on it. Keywords are not career fields. They are usually general traits that don’t define excellence.

Top practitioners in the field can spell out precisely how the best must perform on the job. These leaders are often speakers at conferences, directors of executive professional organizations, or authors of leading articles. The questions themselves are quite specific. But the details are best left for a separate article.

Question # 2 has two elements. First, how many jobs are there in this field? Your clients can get a good indication of this by searching job boards for the job titles that come closest to the field. The second element describes the workplace. How many positions are office based? How many are virtual? How many are remote? How many would require your client to relocate? Finally, how do people advance in this field?

Question #3 describes compensation. That includes salary, benefits, perks, bonuses, and severance. There are many sites that can give you objective data by career field. Ask your client how important each part of compensation is to them.

Question #3 also considers the culture. Many career fields and industries have typical cultures. For example, consider how different the culture is in a law office compared to a manufacturing plant. Later, as you guide your clients in doing due diligence and preparing for the interview they will soon get a sense of what the values of a particular company looks like.

As you coach your clients to answer all three questions they will soon find themselves with one or two career fields. Reviewing the answers they got to the three questions will help them make this choice. But of course, it is always the clients’ decision, not ours.

Let’s consider an example summarized by the table below. It compares the answers to the three questions against two career fields that were still in the running.

What must they do to be a success? How many jobs are there? What does the compensation look like?
Career field A The client loves this field Both fields have about the same number of opportunities Acceptable compensation
Career field B The client likes this field Acceptable compensation, but career field B pays $50K more annually than career field A

Table 1: Comparing two career fields

One client may choose career field A. They will say: “I know career field B pays more. But there’s more to life than money. Since I only go around once in life, the work I do is very important to me. That’s why I chose career field A.”

Another client may choose career field B. This client says: “Of course rewarding work is important. But I have plans for my family. I just cannot walk away from $50,000 more each year.”

In summary, consider the benefits of guiding your client to find the best career field. They will remain focused. They will no longer be chasing a series of disconnected positions. Their career campaign is coherent and focused. Each step reinforces the next one. Of course the job search documents, their Linkedin profiles, social media posts you helped them write, all match the power of your clients brand with the field they are targeting. Said another way, you provided your clients with something even more valuable than a solid path to the next job. Thanks to you they have wisdom that will guide them for the rest of their work life.

Remember the number at the top of this article? Those 82 million people define the potential size of this market. And the match between what you offer and how those potential clients will guide your marketing, your sales, the kinds of quality you deliver, and show you as in the best in your career field – because you defined “best.”

Career Exploration: Identifying “My Signature Career Values”

Don’t laugh. I won a cha-cha contest with Cheryl Philips when I was 12 years old, and that was the extent of my dancing career. But throughout my one short season of dance lessons, I did learn that to be successful – like winning a cha-cha contest – one partner had  to lead  and the other one followed the lead. They complement each other with each partner knowing their respective roles. And when the wrong person attempts to lead the dance, the outcome can be comical. Or, if dancing on stage, devastating.

Comparable to dancing, career exploration requires two entities to work (dance) together: 1) The head (intellect), and 2) The heart (feelings). The problem with traditional career exploration methodologies, and why most people aren’t working at their ideal jobs and/or capacity, is that they are leading with the head instead of the heart. They got the dance backwards.   

Most career programs and processes include some form of ‘testing’ instruments that require the brain (head) to evaluate the questions, and then come up with answers. For instance, Career Fitter is a 60-question personality and career test that matches interests and preferences with potential careers. Career seekers ‘think’ their way through the 60 questions with the head busy at work, while the heart sits in the stands and just watches it all play out. To its dismay.

This is true of pretty much all leading career exploration programs and processes. ONET Interest Profiler is a self-directed tool from the USDOL that helps one identify their work-related interests and abilities. All head work. Same for the Keirsey Temperament Sorter Test, the Big Five Personality Assessment, and BigFuture. Then there is Career Explorer, a test that uses machine learning to match interests, goals, history, personality, and workplace preferences with potential careers. Finally, there is the Holland Code Quiz, which is an assessment tool that focuses on skills.  

For some reason, decade after decade, the process of career exploration comes down to taking tests, quizzes, and instruments. All head work – no heart work. Then, when the decision-by-head is made, where the head leads the dance, inevitably, the heart says, “I’m outta here”. And when the heart’s not in it any more, only turbulence lies ahead.

The Perfect Dance

It’s a partnership. The heart says, “Let’s go to Mars and fly a helicopter.” The head responds, “Impossible, but I’ll make it happen.” And it does. A perfect dance. Susan B. Anthony (and others) said, “We have the right to vote and we will overturn 144 years of history?” The head said, “No way Jose.” The heart responded, “Enjoy making it happen.” And the head figured out how.  

Where there’s a will, there’s a way.

When the heart leads the dance, and when there is a purpose-driven will… the head will find a way

The 6-8 / 90 principle to identify “My Signature Career Values”

Without exception, everyone has them. We all have a set of about 6-8 core values that define 90% of our happiness or satisfaction with our lives and in a career/job. A ‘value’ is something that makes us happy, it comes from the heart, and is immutable at the moment. ‘I love my children,’ is a value, it makes us happy, and it’s impossible to change in the moment. If freedom is a core value, most of us will have trouble working for a micromanager. We need the freedom to succeed, not someone watching over us every minute.  

Our core values are so strong, they cannot be compromised without negative, or often, severe, consequences. The head cannot dictate how the heart feels, but in fact, that’s how most career evaluations work.  

If you’ve followed me at all, you know that I believe in the principle that about 6-8 things make 90% of the difference in most things in life. Sometimes it’s less, as in the title to my book, 5 Steps to Rapid Employment. And sometimes it’s more, like The Ten Commandments. But you get the idea. It’s just a few things that make the most difference. So the goal in career exploration is to help career explorers identify their 6-8 most important career values, and then prioritize them – ranking them in the order of importance.  Once identified, a job seeker will have identified “My Signature Career Values.”  

It’s been my experience that most people never ponder the question, what really makes me happy – specifically? Have you ever had a dream or desire (heart speaking), and then the head butts in and says that you can’t afford it, or you don’t deserve it, or your spouse will kill you, or any one of a million reasons why you can’t do it? And so you don’t.  In most cases, the head makes the decision which is in conflict with the heart. And we have an expression for this: ‘My heart’s not in it anymore.” (if it ever was in the first place).  

A quick course of leading with the heart

In my book, 5 Steps to Rapid Employment, step two received national recognition as I outline how to lead with the heart and identify what makes us truly happy – in life and in the workplace (I will email the chapter to you – see end of article). Though we may have 15, 20, or more values, there are only about 6 to 8 core values that make up 90 percent of our happiness. This means that when we identify our top 6 to 8 career values, and place them in a hierarchy of importance, we will then know precisely what makes you happy in a career/job.  

With this heightened level of self-awareness, we can then begin the process of working towards building a career in harmony with our signature values. And when we have identified our 6-8 core values and then place them in a hierarchy, they become “My Signature Values.” In other words, you and I might have the exact same 8 values, but your list will, most likely, be in a different order than mine. This is why once we identify our values and prioritize them, they become ours alone, that I call, “My Signature Values.”   To identify our values, the question we ask the ‘heart’ is: 

“What’s most important to me in my career or job that will make me happy and that will significantly enrich the quality of my life?”

Let me share an example. Aileen, age 33, came to me having no idea what career path she wanted to take.  

Jay: “Aileen, I will ask you a question and I want you to not think about an answer, but feel what response would make you happy.  In other words, don’t think. Just allow your heart to have its say – even if the head says it’s ridiculous. Instead of brainstorming – let’s try heart-storming. Just write down whatever “feels good to you.”

Aileen: “This sounds weird but I’ll try.”

Jay: “What’s most important to you in a career or job that will make you happy and that will significantly enrich the quality of your life? You might want to consider a job where you were really happy. What was it about that job that made you really happy?  That’s a career value. Maybe you can also think of a job you really disliked. What specifically was it that made you dislike the job, and the opposite would be your value. If you weren’t respected and that caused significant angst, being respected would be a core career value. This process is all about trusting the heart, not the head.”

Aileen went to work on this.  She came up with the following:

  • Fast-paced environment
  • Training others
  • Work in teams  
  • Freedom
  • Work with ideas
  • Writing
  • Change society for the better
  • Flexible schedule
  • No weekend work 
  • Recognition and respect
  • $75,000 minimum
  • Minimal stress
  • Precision work
  • Advancement
  • Leadership
  • Variety and change
  • Personal growth
  • A good boss
  • Reputable company
  • Integrity
  • Good benefits 

I then said, “Aileen, of the 21 values you noted, which 8 would be most important to you? In other words, if you worked at a job that aligned with all 8 values, you’d be the happiest lady alive.” She smiled, and then put her heart into the process and came up with:

  1. A good boss
  2. Writing
  3. Recognition and respect 
  4. $75,000 minimum 
  5. Good benefits
  6. Integrity 
  7. Personal growth
  8. Work with ideas
  9. Change society for the better

I then asked her to list them in order of priority to her (Her “My Signature Values’).  And she came up with:

  1. Writing – to change society (people) for the better (combination of two)
  2. A good boss
  3. $75,000 minimum and good benefits (combined two)
  4. Integrity – recognition and respect (combining two)
  5. Personal growth
  6. Work with ideas

Jay: “Aileen, if you worked at a job where all your values above were met, how happy would you be?”

Aileen:  “Out of my mind happy,” she responded.

Jay: “You have identified your “My Signature Values.”  The goal now is to identify industries and job titles that align with your values. And when you do this, and when you interview, you can ask questions to assure the company meets your needs (My Signature Values), just as you can meet theirs.”  

With her values in hand and her heart fully on board, the head went to work. In less than a month, Aileen landed a 6-figure position as senior grant writer for a non-profit that helps single moms – many homeless.  

The challenge for coaches

The key to this process is to challenge career explorers to not think – and to allow their feelings and emotions to identify what’s most important to them in a career or job that will make them happy and that will significantly enrich their quality of life. It’s not a quiz, it’s not a test, and it’s not an instrument. It’s a one-on-one collaboration with your clients to challenge them to heart-storm, not brainstorm. Once the heart says, “Find an antibiotic to save and enhance lives,” the head says, “I have no idea how to do this at this moment, but I’ll get to work on it.” And soon after, Alexander Fleming developed penicillin. The same process works for career explorers as well.  

For the full chapter (Step 2) on defining your ideal career/job… please send me a request to: [email protected] and I’ll email you a copy.