Coaching to Success

Our business is your success

Neil Nutburn

CVs … How to WRITE them and how to READ them!

Having often been engaged to assist with the selection process, it baffles me to see how people write and present their CVs. Bluster and bravado can often sway the reader with little supporting evidence!

Consequently I thought I’d write this feature on putting a CV together and in the same vain, how to read them.

To begin, consider it from the employer’s point of view, write in the sense of ‘You’ rather than the ‘I’. They have a situation they need resolved so spouting on about how marvellous YOU are is not going to win them over! Sell yourself by showing how you can remove the problems. Insure your cover letter and CV also flows in the same consistent manner.

Another area all too frequently missed is Evidence Based examples. It’s all very well stating you created a stock system that reduced purchases but what effect did this have? Adding “Subsequent profits increased by 6.7% as a result” substantiates organisational benefits.

HAVE MORE THAN ONE CV! I can’t believe how many CVs I’ve read that have no bearing on the job! Someone working as a Technician applying for an Office Administrators role is fine but don’t preach about the technical things you studied under a microscope when filing or sourcing material is what is required.

Look for examples in your current and previous roles that support your application and mention them throughout your employment history and professional summary (to follow). You may be looking for a more technical role/person, again, the CV should illustrate throughout examples of what you have done that supports your application

Here are 8 Top Tips which will be written in the context of someone applying for a post. Those looking to employ should equally consider the importance to see if they have applied themselves or if it’s just a case of throwing out CVs!

  • Contact Details – Centred at the top of your CV, name first in Bold to stand out, then your address and contact details such as mobile, telephone, email and web site if you have one.
  • Professional Summary – This is where you sell yourself! Keep it brief encouraging the need to read all of the CV. Tailored for the post advertised, check what the criteria normally is for these positions. Summarise how the organisation will benefit from taking you on.
  • Achievement – Create a library of as many achievements you have done throughout life/career then select two or three from this list that are pertinent to the role and place them in your CV.
  • Employment History – It’s critical to insure there is ‘Evidence Based’ material. Do not list out what you did in a job, that’s no different from a job description! Prove you can do it by adding a few words on the end showing HOW the employer benefitted and start with your most recent post at the top.
  • Courses/Skills – Bullet pointed as they back up what has been mentioned earlier. Add in other skillsets that will help in a given role. Ie, if administrative, words per minute typed. If rural area, passed driving licence etc
  • Education – For Secondary & College results, list as such with grade achieved. For University Degrees, include a succinct outline of skills developed that are relevant to this role.
  • Interests – Do NOT simply put down you like reading, going to the cinema, socialising with friends or the like…boring! This is about YOU, expand, ie “I like Mystery/Crime novels, favourite being Lincoln Rhymes series by Jeffery Deaver”, “Playing 5-aside football every Thursday”, “Experiment badly in the kitchen with Italian cuisine” etc
  • References – Put two references, avoiding ‘Available on request’! This shows your answers are open and happy to be checked. Include Name, Job title, Company name, Address, Telephone number and email. Attempt to put down someone in your existing role but stipulate “Do not contact until after a job offer has been made”.

Run through a spell check and read through twice. Ask someone else to read as they will read it differently than you.

If reading as an employer, grab a highlighter pen and detach yourself emotionally. As you go through, highlight areas you wish them to expand upon or requiring clarity. A red pen is a great tool to make notes too!

Copied and pasted CVs show no real effort put in and you know what, they are disregarded straight away. It is difficult and very time consuming to read through all the different jobs, having to write different CVs for each and every one, however, if you’re smart, you’ll create two or three CV templates that are suited to the prevalent roles and have a library of achievements that will be pertinent to certain positions that you can then create bespoke CVs.

Coaching to Success specialise in Career Coaching whether it be employers looking to recruit or individuals seeking employment, for further information, contact Neil directly on 07761 187238 or email neil.nutburn@coachingtosuccess.co.uk to have a confidential discussion or meeting to see how we can help you find that right job or employee.

Let’s lead by transformational approach rather than lack of vision!

 

Whether a cash rich company or one on the up, great Leadership will make the difference in ‘How’ you’ll reach the firm’s objectives and ‘When’ too.

As a director within supply and logistics of building material, using positive leadership, I led a great team to move location, while still trading and growing all during the last recession!

This recession attacked the finances of every business. Consequently, focusing inwardly became the new emphasis but NOT in a good way! Staffing levels reduced, outside training obliterated and cutting costs became the norm. Leadership was all about how to maximise the output using the constant restraints of cuts. This has now frequently become ingrained in the current work methodology.

Maslow wrote in 1966 “I suppose it is tempting, if the only tool you have is a hammer, to treat everything as if it were a nail!” Based on this observation, if leadership continues to adopt the aforementioned attitude, growth will actually be hindered so now is a great time to look towards creating the new order.

Consider this thought… “If you are to stay on the same path, you will inevitably reach the same destination!” Now is the time to be ahead of the game and carve a new path.

How is the ‘Leadership’ in your organisation? Is there fresh inspiration? Can someone internally hold the mantle in going forward, if not, then maybe external help. Does the team lack motivation? Are you still focusing on process via transactional driven leadership rather than positive ‘relationship’ leadership? Be truly honest when reflecting on this question as opposed to what you wish was the reality.

How do we start taking real positive steps forward?…

  • Internal S+O to fix business W+T ~ Using the SWOT (Strength, Weaknesses, Opportunities & Threats) acronym, look for the strengths within your teams. Not just the obvious ones. Find the Strengths and Opportunities within to see how they can assist with resolving the Weaknesses and Threats.
  • Aristotle: “The sum of the total is greater than the sum of its parts” ~ Allow different sectors to work together. Conjoin ideas to overcome the obstacles. Take ideas from everywhere. Ie Speak to accounts, admin, sales, marketing about logistical transport issues, great ideas can come from a myriad of different locations. Simply learn to be open-minded.
  • Open Communication ~ Develop trust between team members and hold open conversations where no ‘new’ idea will be ridiculed but rather explored! With all changes, keep those around up to date so they can’t make their own ‘assumptions’. Remember to ‘Receive’ as well… after all, communication means “the activity of conveying information through the exchange of information”. Do not assume, communicate!
  • Clarity of Direction ~ Set ‘Clear’ goals. This way members ‘know’ what they should be doing or aiming for. Use SMART goals, yes, we all know OF them but how many put them into PRACTICE? I’ve found they can be really beneficial if set realistically and worked towards.
  • motivate .. Motivate .. oh, and MOTIVATE! ~ We frequently set off with all the best intentions only to fall back to ‘Old ways’ a month or two down the line. Motivation is tricky to uphold but look to see what makes your team buzz. Keep on top of the SMART goals, keep lines of communication open, work to unite not segregate. Look to the internal strengths to fill the business holes. And while you’re at it, why not have a look at Maslow’s Hierarchy of Needs?

This is just the start to creating a positive workforce, there are many more ways but all are generated around emotional behaviour as opposed to system checklists. Try out some new ideas, involve others around and see what difference it makes!

Coaching to success work with many teams and their leaders in creating a pleasurable working environment where a smile carries so much more productivity than trying to work with processes alone.

Check out our other features to find out more or contact Neil Nutburn direct at neil@coachingtosuccess.co.uk or call 07761 187238 to arrange an complimentary meeting and if you’re online, have a look at his interview video at https://youtu.be/RvCwOL4hPco where you’ll be assured a warm welcome to discuss how we can help.

The Power of People’s help via successful delegation!

Often delegation can help relieve an element of stress. The reverse can be said when you try to handle it all and everything then seems stuck or at least moving only in first gear.

Delegation sounds easy, after all, you pass what you don’t want to do onto others … simple! The true art of successful delegation is not that easy. But done correctly, successful delegation build teams, strengthen the business, improve productivity/profit making for a more pleasant working environment.

So let’s start by ascertaining some reasons ‘Why’ as in why people don’t delegate!

  • No-one has the same level of knowledge.
  • It takes time to explain what is required – quicker to do it myself!
  • Fear of delegating yourself out of a job.
  • Your lack of trust in others’ capabilities.
  • You don’t know how!

You have progressed to a level but now can’t move forward as your workload eats into your time and more! So how do we get around this? It will be easier to break this into sections.

WHEN to delegate

  • Your own skill sets can be enhanced or new ones developed by passing other tasks on
  • Ascertain if this ‘Truly’ has to be done by yourself or whether someone else can manage it
  • A chance to improve another’s skill-set by them taking it on board

Some of this takes being honest with yourself. There may be tasks which take you out of your comfort zone so you avoid them and, worse still, avoid delegating them for fear someone will know notice!

WHO to delegate to

  • Check the current workload of the person. It’s no more beneficial to the organisation if you simply pass it onto someone in similar situation.
  • Skill set. Do they have the skills or how long would it take for them to grasp its importance?
  • Up-skilling may be a great opportunity for a person to start the promotional ladder!

HOW to delegate

  • Clarity, from Stephen Covey “Begin with the end in mind”. Insure the person knows when the work is to be completed by. Where they can get resources and what the expected outcome is.
  • Authority – again, make it clear who has overall responsibility and if this impacts on others, make sure they know too.
  • Matching workload – insure you delegate to the lowest level. Make sure the work is appropriate to the level of the individual. If anything, give it to someone who will need to stretch a little to achieve it in order to raise their skillset!
  • Motivation – never underestimate the value of positive motivation. A simple “Well Done” can carry so much weight. Recognition that they have been selected or promoted may be a sufficient reward in itself.
  • Results – Focus on the outcome. They may have a different, potentially improved productive means of carrying out the task. Assist when required but also allow them to self-develop as you too may learn something.
  • Support – It’s never wise to ‘Micro-manage’ people, but in the same degree, to leave them completely to their own devices with a new task is equally wrong! Be available to answer questions. Arrange update reports/meetings to allow them to raise concerns and questions.

CONTROLLING the task

  • Create a delegation log sheet. Indicate who you’ve given a task too and expected completion dates.
  • Allow them room to find their own way of doing things.
  • Explain why they have been chosen. This should be done to promote their emotional attachment.
  • When completed, set time aside to go through the objectives and outcome. Allow lessons to be learned if areas haven’t been done.

Although there is still a lot more to be learned, the above steps will at least set you on the right path towards some of the elements involved with positive delegation.

Coaching to Success specialise in gaining clarity and responsibility. Should either yourself or a member of your team want to enhance your delegation skills to get the best out of your team, please contact Neil by email neil@coachingtosuccess.co.uk or call 07761 187238 to arrange an complimentary meeting and if you’re online, have a look at his interview video at https://youtu.be/RvCwOL4hPco where you’ll be assured a warm welcome to discuss how we can help.

 

Change is a necessity in our lives but how do we handle those we didn’t wish for?

Often the pleasant things that change go un-noticed while those which go against what we’ve been used to can cause fear or trepidation. Consequently, if you are in the throes of change that is out of your direct control, rather than rebel, look at it from a positive manner, adjusting your own preconceptions as to how it may work out.

To begin, actually adjust your thinking

  • Reframe – Look to encourage new experiences to get you out of the ‘Norm’ rather than the ‘How will it affect me’ in a negative sense. Give it some positive meaning.
  • Process orientated – Any Great British Bake Off fans? Well think of change like baking! Stick with me on this … whether it be bread or cakes, there are many ingredients and steps to ultimately produce the wonderful results. It takes time and patience. Change is no different, it needs to be worked through. No ‘Knead’ for any other analogies here!

Okay, now that’s set the way of thinking, let’s move on to territories we experience in change.

  1. Change is inevitable – Changes occur frequently throughout the day and we handle them without a thought. A pen and it runs out, we change to another without thought, a minor change. You see a building site going up, a major change now for those working there and the soon to be new residents It doesn’t affect you, nonetheless, accept change happens.
  2. Change is just learning! – So it’s something you’re not familiar with? Think of some major but pleasurable changes you’ve undertaken. , it was all new to begin but now you’ve probably settled into it quite well now. A little like driving, the first responsibilities at a new job etc. Enjoy new experiences through wanting to learn rather than fearing the unknown.
  3. Address your feelings – Especially when you have no choice. Try avoiding the victim approach of “This isn’t fair, why me?” If it’s out of your control, the decision has been made so start searching for the positive elements. This will be hard to begin but with enough practice, you’ll search the more comfortable way of travelling your new direction. Positive thinking assists in building bridges or opportunities!
  4. Opportunity – welcome change as such. You’ll spend less time fighting it and while you’re searching, write down the positive experiences you’ve found that will open these doors to opportunity.
  5. Notice enjoyable changes! – consider all the areas where positive outcomes can be found in change. When was the last upgrade of your mobile? How many new great features does your new phone now offer. Think of how we used to listen to music and how portable it now is! These are enjoyable changes but even so, they are changes!
  6. S.M.A.R.T. Goals – Specific, Measurable, Attainable, Relevant & Time-bound. My clients will tell you how important I believe this to be. “A dream is a dream but a goal has a time limit!” Create an accurate goal with start, middle and finish. Each component having clear settings with time against each and the most important thing is to establish when you will START and not when to be done BY!

One of the biggest helps is your ability to find a supportive network. Whether this be in your workplace, home, family or friends, look to someone who may have had similar experiences and how they overcame their initial concerns.

Coaching to Success understands change is inevitable. As George Bernard Shaw put it “Progress is impossible without change, and those who cannot change their minds cannot change anything.” And this is where we specialise, in helping you find new paths and then embracing them as you do.

With the change of mind-set, you can achieve almost anything and for those really difficult situations, contact Neil by email neil@coachingtosuccess.co.uk or call 07761 187238. If you’re online, have a look at his interview video at https://youtu.be/RvCwOL4hPco where you’ll be assured a warm welcome to discuss how we can help.

Breaking ‘Beliefs’ that Limit our progress!

My clients all know I love the expression “What evidence do you have to base this on?” As a one off or occasional occurrence may suddenly appear as being factual. Ie as a child you may have fallen, a parent calls you clumsy and for a period of time, this phrase gets used frequently.

We grow up believing we’re clumsy so I ask those who cook why they still have all their fingers? Well, if they truly were clumsy, surely they would have chopped them off by now! Do you see where I’m going with this?

The more you feed these beliefs and share with others, the harder they become to break. Beliefs are primarily formed unconsciously as our brain connects and stores things but really, are you that unique to be the only one to feel this way?

So what can you do about it? Well, the first thing is to take charge of the situation, understand your limiting beliefs then choose, Yep, actually CHOOSE whether you wish to continually feed or starve them? So here are some clues to help you along the way:

  • Forgive Yourself – As you would with others, forgive yourself for holding onto it.
  • Engage With It – Talk to yourself about it. Truly understand your reasons for engaging with it.
  • Starve It – Then cease feeding your limiting belief!
  • Trail It – Watch when it occurs but also when it doesn’t! Question why that is.
  • Challenge It – It has to be ‘Evidence based’. So “What” evidence do you have?
  • Imagine It’s gone – What more could you achieve without it?
  • Logical Conclusion – If you keep it or lose it, what will happen?
  • Acknowledge It – Let it know that you’re aware of it.
  • Take Responsibility – It’s yours to do what you want with, keep it or reject it, make a choice.
  • What’s it saying? – What’s your belief telling you?
  • Reverse It – Consider the complete opposite as being truthful! What would be different?
  • Act now! –“If you stay on the same path, you’ll reach the same destination!”, change the path, act now or nothing will change!
  • Confront – Don’t shy away and ignore it, confront it.
  • Similar Conquests – What other limiting beliefs have you overcome in the last 6-12mth
  • Standardise – Learn to understand that you are NOT alone! Other people have them too … yeah, they Really do!
  • Give precedence – Stop putting things off, make it a priority to overcome it.
  • Onto paper – Things look clearer once written down. Now how does it look?
  • Give it some attention – what’s preventing you from achieving your objective? How can you knock those barriers down?

That was simple wasn’t it? Obviously if it was, we wouldn’t have allowed these beliefs to get such a grip so this is where the likes of a coach can help. It will take time but be strong and patient, eventually you’ll see for yourself that limiting beliefs are just that.

With the change of mind-set, you can achieve almost anything and for those really difficult situations, contact Neil by email neil@coachingtosuccess.co.uk or call 07761 187238. If you’re online, have a look at his interview video at https://youtu.be/RvCwOL4hPco where you’ll be assured a warm welcome to discuss how we can help.