In 1500 words or less, each post will give you something you can use TODAY to build yourself, your people and your organization whether your organization is a "for-profit" or a "not-for-profit."
There will be a variety of posts, encompassing everything from hiring checklists to training ideas and documents based on more than 25 years of experience and learning from the best people in the business.
I believe our current system of interviewing people is flawed. People who are able to answer questions confidently and quickly have an advantage, even though they may not be the best applicant for the position. As an employer or as a job seeker, there are things we can all do differently … this is a short guide to just what we can change.
Culture isn’t built in meetings. It is built in moments – every minute of every day and in every action – culture can be nurtured, strengthened, and lived. The way we treat people when no one’s watching determines the strength of every business. Start small, stay kind, and keep building. It isn’t easy, it can be hard work, frustrating, fraught with setbacks; however, it is worth the time, and it is worth the investment … every time.
Consider this post to be an introduction, a starting point for building your team through one of the areas that is entirely within your ability to influence.
This is a brief guide, the first of a series of guides; this one is intended to help employers learn about and realize how much people who are autistic or otherwise neurodivergent can contribute to their organizations and businesses. It is not a comprehensive research paper; rather, it is a simple guide based on the personal experiences of job seekers, employers who embrace diversity, equity, and inclusion, and other anecdotal information I have gleaned.
Your help, understanding, and willingness is needed.
Job searching is harder than it used to be … it seems. How long should a job search take? It depends … mostly it depends on you. It depends on the decisions you make, the effort you put into it, and how determined you are in the face of disappointment and frustration. Here are 22 steps you can take, the more you do, the more likely you are to succeed. See what you think.
You might think I have something against managers … I am less “anti-manager” than I am more “pro-leader.” Our interactions with people matter and anyone aspiring to be a good manager should set their sights higher and pursue being a good leader. As a retail store manager, a consultant, a project manager, a board member, and now as a career advisor and coordinator I have seen the difference a manager who aspires to be a leader can make and I invite you to see how many of these tools you can use.
Becoming a manager of any type of organization is a big accomplishment for anyone. My challenge for anyone in this position is to strive to be more than a manager … become a leader … and most importantly become a servant leader. The road ahead for a new manager is full of danger and chances for failure; however, as an aspiring servant leader, your chances for success increase dramatically when you put serving your team ahead of your own aspirations.
We notice the ramps, the braille on some washroom signs, we all sometimes use the power door options when we have large items to get through doors, but do we notice the places that aren’t accessible?
More than 20 years legislation became law that guaranteed accessibility standards for people who live with barriers and disabilities. The law promised action. It has been hit or miss, there have been some improvements, but not enough. We need to ask ourselves are we compliant or are we complicit? We also need to advocate and take action.
As a career advisor who works with people who live with barriers it is interesting reversing perspectives about social cues. Most people who live with barriers have to learn to adapt to social cues that are not intrinsic to them, what are you doing to recognize and accommodate their social cues?
This post is a brief introduction to social cues that could add understanding and appreciation to our daily interaction with people who experience barriers. The more we support diversity, equity, and inclusiveness; the more opportunities for growth we all have.
The original “Twenty” was shared with me many years ago as a guide for excellence. Designed, initially for sales excellence, I have kept it close from job to job, sector to sector, and with some periodic updates, it continues to be my guide to achieving success. I am grateful to the friend who shared them with me and I hope you may find them to be as useful for you.
Have you ever tried to get into a building but couldn’t open the door? Have you ever needed immediate assistance only to be told you will have to go on a waiting list for six months or more? Have you ever wanted a job but didn’t get it knowing that you were not considered, not because you couldn’t do the job, but because of someone’s bias you weren’t given a chance?
In Canada everyone has the right to employment, but it is far from a “level playing field;” people who live with barriers, including disabilities have to work harder to achieve their wins, they often lose, occasionally tie, and have to find ways to make progress and achieve a measure of victory.
In this, part 2 of 2, I hope to illuminate more of the barriers, the challenges, and to help dispel the myths and biases to help people who live with barriers and disabilities to achieve their employment goals.
We need your awareness and your commitment to diversity, equity, and inclusiveness.