While difficult to launch, might create the desired work/life balance
Posted: Thu Jan 23, 2025 5:26 am
This one sets up a meeting that starts right away with a positive tone. It actually made me want to meet this student. Trivial example, but a definite signal to me that this student was going to understand well the importance of interpersonal relations to her transition and her career. And it was nice to anticipate that she’d probably be pleasant to work with, too. Setting the tone is critical.
Getting it wrong
The two examples above are minor situations. I recently witnessed an example of a client whose general self-awareness in her transition showed poor social intelligence-- and may have ruined her chance of a job possibility.
The client was returning to the workforce after having taken ten years off to raise ukraine phone number resource her two children. She was hoping for a part-time job with flexible hours. I always hate to tell clients that finding part-time jobs in professions like hers (media), and many others, is going to be difficult. Usually, the best way to get part-time jobs is to have a full-time job and then negotiate down after the job is secure. Otherwise, I frequently suggest to clients that they consult, which.
We began to work on a methodology for building a consulting practice. She had good skills, had stayed in touch with colleagues while staying home with her children, and had kept current in her industry.
On the same day I met with her to discuss how she might build a consulting career, I heard from a former client who was looking to hire part-time experienced professionals --in media! Great timing. The work wasn’t exactly what my client was seeking, but it would be a great way for her to get back into the industry, and was close enough in its requirements for her to express interest.
She hadn’t completed her resume yet, so I suggested she send me a brief bio by the end of the day, and I’d forward it to the former client.
She didn’t send the bio.
I wrote to her the following day to ask why she hadn’t sent it, whether she was actually interested. She said she had been “too busy.” I was surprised by the response, and asked if she still wanted to pursue the opportunity, so I could tell the person who was hiring for the position. I had already written to him to say I had an excellent candidate.
Think about the dynamic here. I was going out of my way to help a client, was conscious of maintaining a good relationship with the former client, and . . . no bio. No follow-up whatsoever.
When I wrote again, she spent a great deal of time explaining why she hadn’t sent the bio, and then . . . still didn’t send it.
It came two days later. I sent it to the contact, who wanted to know why my client hadn’t completed her LinkedIn profile, since she hadn’t yet done a resume. He also asked why the client had responded so slowly after my initial contact; did it mean my client wasn’t really interested?
Getting it wrong
The two examples above are minor situations. I recently witnessed an example of a client whose general self-awareness in her transition showed poor social intelligence-- and may have ruined her chance of a job possibility.
The client was returning to the workforce after having taken ten years off to raise ukraine phone number resource her two children. She was hoping for a part-time job with flexible hours. I always hate to tell clients that finding part-time jobs in professions like hers (media), and many others, is going to be difficult. Usually, the best way to get part-time jobs is to have a full-time job and then negotiate down after the job is secure. Otherwise, I frequently suggest to clients that they consult, which.
We began to work on a methodology for building a consulting practice. She had good skills, had stayed in touch with colleagues while staying home with her children, and had kept current in her industry.
On the same day I met with her to discuss how she might build a consulting career, I heard from a former client who was looking to hire part-time experienced professionals --in media! Great timing. The work wasn’t exactly what my client was seeking, but it would be a great way for her to get back into the industry, and was close enough in its requirements for her to express interest.
She hadn’t completed her resume yet, so I suggested she send me a brief bio by the end of the day, and I’d forward it to the former client.
She didn’t send the bio.
I wrote to her the following day to ask why she hadn’t sent it, whether she was actually interested. She said she had been “too busy.” I was surprised by the response, and asked if she still wanted to pursue the opportunity, so I could tell the person who was hiring for the position. I had already written to him to say I had an excellent candidate.
Think about the dynamic here. I was going out of my way to help a client, was conscious of maintaining a good relationship with the former client, and . . . no bio. No follow-up whatsoever.
When I wrote again, she spent a great deal of time explaining why she hadn’t sent the bio, and then . . . still didn’t send it.
It came two days later. I sent it to the contact, who wanted to know why my client hadn’t completed her LinkedIn profile, since she hadn’t yet done a resume. He also asked why the client had responded so slowly after my initial contact; did it mean my client wasn’t really interested?