Disability in the Workplace: 4 Ways to Increase Awareness

Posted on Wed, Nov 13, 2013 @ 10:11 AM

disability in the workplaceWhen we talk about disability in the workplace, most of us probably think of architecture: Do we have functioning wheel chair lifts, enough handicap spaces? Are the hallway telephones low enough so that someone in a wheel chair can reach them?

Physical accommodation is certainly an important part of the conversation, but as author, attorney and diversity specialist Melissa Marshall suggests, “Disability has at least as much to do with the attitudes and behaviors of the organization and its employees as it does with the person who has the disability.”

Before we continue, we do want to stress that disability education can—and should—come from an expert, someone who can present dynamic material in a way that moves beyond simple facts about the Americans with Disabilities Act. With that said, we also believe that disability education can come from anyone who is self-aware, passionate and committed to diversity in the workplace.

To help increase your organization’s awareness and sensitivity towards people with disabilities, we’d like to share four tips from Marshall’s book, Getting It: Persuading Organizations and Individuals to be More Comfortable with People with Disabilities.

Disability in the Workplace: 4 Simple Ways to Increase Awareness and Sensitivity

Assess the environment
If you are someone without a disability, you’ll have to accept the fact that you can never truly experience the world in the same way as someone with a disability. Even so, it never hurts to try to look at your organization through the eyes of someone with a disability. Here are a couple of questions Marshall suggests organizations consider:

  • Do we have employees with disabilities?
  • Do we actively seek out employees with disabilities?
  • Do we serve customers with disabilities?
  • If someone with a disability were to look our organization’s catalogue, advertising or other print materials would they see anyone else with a disability? If not, why?
  • Would a TTY number be included in this material?

As we said above, amenities are important, but just as important are affirmations—subtle, but important things like images of people with disabilities in company advertisements—of an organization’s commitment to be inclusive.  

Assess your organization’s problem-solving skills
People who don’t know how to solve a problem get scared. And when they get scared, they often act inappropriately. Let’s illustrate the point with one of Marshall’s examples:

There was once a telephone receptionist. One day she received a phone call from someone with a speech impediment. Because the receptionist could not understand this person, she hung up on him. The person called back and was hung up on again. This repeated until the caller finally gave up. So why did this happen? Fear, of course. The receptionist did not know how to handle the situation, became scared, and shut down.

While we cannot expect every staff member to solve every disability-related problem, it is, as Marshall suggests, “reasonable to expect that every staff member knows how to direct someone with a problem to a designated person who can.” Marshall suggests assigning a staff member to problem solve disability issues. This will reduce panic and ensure that the person with a disability is properly assisted.

Have people in the organization learn Disability 101
Folks with a rudimentary understanding of ADA mandates are, unfortunately, under the false impression that people with disabilities are coddled and receive special treatment. Teaching employees the legalities—and making them aware of what most people with disabilities want in terms of treatment—will help diffuse these myths.  

Treat people with disabilities like anyone else—all the time
“See the person rather than the disability” is a cliché, but if your organization is committed to a diverse workplace, you must get to a point where you treat people with disabilities exactly like you treat everyone else. This means that, when necessary, you must be willing and comfortable with disciplining and firing people with disabilities.

Employees with disabilities may require special accommodations, but they do not require—nor do they want—special treatment. This includes being hired, promoted and retained when they are not qualified for the position.


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Topics: Certificate in HR Management, Graduate Programs for Human Resources, HR professional, Human Resource Management, Human Resources Master Programs, disability in the workplace

How Relationships Get You Jobs, Customers and Opportunities

Posted on Wed, Jun 19, 2013 @ 09:06 AM

jocelyn giangrandeThe other day a consultant friend of mine told me that she was exhausted from trying to sell her services.  She found the process uncomfortable, taxing and in conflict with her style.  She also stated she was tired of hearing “no” which wasn’t helping her self-esteem.

Hating sales myself, I knew from where she was coming. Therefore I offered the following advice: “Stop selling and start engaging.“ 

Whether you’re selling services, products or skills for a job, no one wants to be sold to.  Think of the negative reputation of hard salespeople.  Although my friend wasn’t a hard salesperson, most people shut down when they think they’re being sold.  You get much further when you build relationships first.

Need more leads, customers or a job? Build engaging relationships.  Below are three ideas to consider:

  1. Change your mindset.  Don’t think “sell”, think “engage.” Therefore, try changes your focus to building relationships.  Network and connect with your potential customer base.  Going to lunch or having a cup of coffee to become better-acquainted works wonders in building connections. Spend time getting to know others and finding common ground.  People are more likely to buy from someone they know than an unknown.

  2. Get in front of your customer.  Think of ways to demonstrate what your offering so potential buyers can see it in action.  Many of us don’t know what we need until we see it.  This technique is used by infomercials.  Think of demonstrations at trade shows when the vacuum cleaner salesperson throws dirt on the floor and then cleans it up right in front of you.  They know that once you see it, you can’t live without it.  You can try the same technique.

  3. Do it for Free.  Accepting free engagements and volunteering has helped me build many connections and build credibility.  Although I’ve learned to be strategic about my selections, I never see volunteering as “doing it for free”.  Instead, I view it as advertising, exposure and a way to increase my contact base.  Don’t get me wrong; I still need to bring home a paycheck.  However, I volunteer when I can and I’m selective.  It’s also a great way to demonstrate your skills if you’re looking for a job.

Don’t get frustrated trying to sell your services, products or skills.  Instead, try engaging your potential customer by changing your mindset, getting in front of them or doing it for free.  You’ll be surprised how effective it can be. Better yet, it’s much more fun.  Good luck!

Our monthly guest blogger, Jocelyn Giangrande, is a Marygrove Human Resource Management alumna who not only owns her own company, SASHE, LLC, but has over 15 years of corporate experience. Her career advice and guidance have been featured in Women’s Day, HR Magazine; she is also the author of What’s In Your Sandwich? 10 Surefire Ingredients for Career Success.


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5 must-have apps for the HR professional

Posted on Fri, May 10, 2013 @ 16:05 PM

Mobile technology is here to stay and while you may not find many apps specifically designed for the HR professional, there are still hundreds of apps that anyone in the HRM field will find useful. If you’re a HR professional who is looking to boost productivity, stay organized, or collaborate with your team more efficiently, we’ve got five apps to help you out.  

HR professional turbo scanTurbo Scan ($1.99)
Have you ever noticed how long it takes to scan a single page on your desktop scanner? We have an HP All-in-One printer/scanner/fax machine and nothing tests our patience like this machine—especially when we have a twenty-page document to scan. But there’s more than time at stake when you use a desktop scanner: there’s also the fact that you have to be at your desk to use it. Skip all of this and give Turboscan a try.

Turboscan optimizes your iPhone’s built-in camera, turning it into a multipage scanner for documents, receipts, notes, whiteboards, and other text. With TurboScan, you can quickly scan your documents and store or email them as multipage PDF or JPEG files.

HR professional Good ReaderGood Reader ($4.99)
We love Good Reader for a couple of reasons. First off, it will successfully handle any document—huge PDF and TXT files, manuals, large books, magazines, and renderings of 100 MB and more—with great speed. HR professionals will also be happy to know that they can annotate their PDFs using typewriter text boxes, sticky notes, lines, arrows, and freehand drawings.

HR professional PrintfriendlyPrintfriendly (Free)
Technically, Printfriendly isn’t an app, but we use this website so often that it had to be on our list. How much paper and ink do you think your department wastes every day printing needless sidebar images and web page clutter? If you’d like to print clean pages and save paper, all you’ve got to do is copy and paste the webpage URL into Printfriendly. Now you can edit webcopy, change text size, and remove images. Once you’re done you can either convert your text to a PDF file, email or print it.

HR professional HR at your fingertipsHR at Your Fingertips ($1.99)
We’d never seen an app custom-tailored to the HR professional until last week when we stumbled upon HR at Your Fingertips. In addition to helpful walkthroughs on how to write an employee handbook, this mobile app also contains a law definition database and a common HR term glossary containing over 270 terms and definitions.

HR Professional CorkboardmeCorkboard Me ($5.00/month with a free, 30-day trial)
This app is perfect for HR professionals who are collaborating on a project. Want to share an idea? Simply type it up on a virtual post-it note and attach it to your team’s online “corkboard.” In addition to this, users can share PDFs, Powerpoints, sales plans—you name it. Drag and drop images directly on the board or add them to notes as attachments.


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Topics: Certificate in HR Management, Graduate Programs for Human Resources, HR professional, Human Resource Management, Human Resources Master Programs, Online Courses for Human Resources Management, career success, Human Resource Management Infographics, apps for HRM

Unplugging 1 night a week: Surprising benefits of work-life balance

Posted on Thu, Apr 25, 2013 @ 11:04 AM

benefits of work life balanceGo to any restaurant on Friday night and look around. What do you hear? The clamor of the kitchen, maybe. The occasional clanking of silverware or a server taking orders. What do you hear less and less of? A steady stream of conversation between patrons. Instead, they browse Facebook, others check email or text. Many of us do this out of habit or for pleasure, but those of us with high-stakes careers often stay connected because we feel we have to.

Technology is transforming the workplace and though there are hundreds of books that aim to “help” professionals cope with the demands of work and reap the benefits of work-life balance, few really look at the issue in a critical way. Once exception to the pile is a recent book by Leslie A. Perlow called Sleeping with Your Smartphone. While we don’t have the space to summarize her work here, we do want to share the results of a study she conducted in 2007 with The Boston Consulting Group.

Unplugging 1 night a week: The surprising benefits of work-life balance

The purpose of the study was to measure the impact of completely disconnecting from work for just one night a week—that meant no email, no texting, no phone calls. Owens calls this complete disconnection “Predictable Time Off” (PTO). Before we reveal the results of the study, you might find it interesting to know that of the 1,600 managers Perlow studied,

  • 92 percent reported putting in 50 or more hours of work a week (this doesn’t even account for the 25 hours a week they spent monitoring their work when they “weren’t working”)
  • 70 percent admitted to checking their smartphone each day within an hour after getting up
  • 56 percent checked their smartphone an hour before going to bed
  • 48 percent checked over the weekend
  • 51 percent checked continuously when they were “on vacation”
  • 26 slept with their cell phones (we’re not exactly sure what this means)

What did Owens find and what does it have to do with the benefits of work-life balance? Those teams who participated in PTO (as opposed to those who did not) were much more likely to rate their overall satisfaction with work and work-life positively. Here are some numbers for perspective:

  • 51 percent (versus 27 percent) reported that they were excited to start work in the morning
  • 72 percent (versus 49 percent) reported being satisfied with their job
  • 54 percent (versus 38 percent) were satisfied with their work-life balance

The study also revealed that those on “PTO teams” found the work process to be collaborative, efficient, and effective. Here are some more numbers for perspective:

  • 91 percent (versus 76 percent) considered their team to be collaborative
  • 74 percent (versus 51 percent) rated their team as doing everything it could to be effective
  • 58 percent (versus 40 percent) were more likely to see themselves at the firm for the long term
  • 95 percent (versus 84 percent) were more likely to perceive that they were providing significant value to their clients

The results are rather stunning, aren’t they? As compelling as they are, Perlow argues that getting employees to disengage is not an individual problem; it’s something that needs to be addressed and fully-endorsed by leadership. You can find an interview with Leslie Perlow in the January 2013 edition of HR Magazine.

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Topics: Graduate Programs for Human Resources, Human Resource Management, Human Resources Master Programs, career success, career burnout, benefits of work life balance

Don’t let yourself off the hook: 5 reasons to write job descriptions

Posted on Fri, Apr 19, 2013 @ 15:04 PM

job descriptionsIf you don’t enjoy writing or updating job descriptions, we’ve got news for you: We’ve yet to meet someone who does.  But just because you don’t like writing them doesn’t mean that you’re off the hook! In fact, we would go so far as to say that we consider job descriptions to be the cornerstone of all managerial actions. Why? They help ensure that you’re hiring effectively; they also protect your businesses by saving it time and money.  If you’ve approached writing job descriptions with tepid enthusiasm, we’ve got a few motivators.

Don’t let yourself off the hook: 5 reasons to write job descriptions

Writing job descriptions saves you time and money
Writing a job description is tedious and time-consuming work—so how do they save you time? Clearly defining a position in writing makes it much easier to weed out candidates that don’t fit your needs; and you’ll avoid making a hiring blunder that’ll cost you both time and money. You’ll also be much less likely to base your hiring decisions on factors that aren’t related to the position: the candidate’s personal beliefs, for example, or your own likes and dislikes.

Writing job descriptions lays the groundwork for a successful interview
Carefully constructed job descriptions also make the interview process simpler. Since the job has already been outlined, all you have to do is build a series of interview questions around it. This keeps the interview focused; it also helps you avoid subjects that have legal ramifications.  

Writing job descriptions help new hires hit the ground running
You may have hired a brilliant and perfectly capable new employee—but if s/he only has a vague sense of what the job entails, expect the productivity and satisfaction of the new employee to suffer. Give them the direction they need right off the bat.

Writing job descriptions helps set the agenda for the next performance review
At least once a year your company should revisit your job description. We suggest aligning these updates with annual performance reviews. Here’s why: During a performance review, you set goals and objectives for employees. Updating that employee’s job description is an easy way to set the agenda for the next performance review.

Writing and updating job descriptions reflects well on your company image
Your company may not have made any drastic changes in the last year. Nonetheless, you’d be surprised at how quickly language (HR buzz phrases included) evolves in a short amount of time.  Outdated job descriptions are painfully obvious to prospective employees and can reflect poorly on the company.  

Writing a job description is only one way to avoid making a hiring blunder. For more tips, check out one of our recent blogs where we cover 5 of the most overlooked recruiting strategies.

Photo credit: Groundswell


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Topics: Human Resource Management, Human Resources Master Programs, Engaging Employees, job descriptions

What’s Holding You Back From Reaching Your Goals?

Posted on Wed, Mar 27, 2013 @ 14:03 PM

jocelyn giangrandeIf you're like the majority of the population, you probably made a New Year's resolution in 2013. It's nearly April...Did you keep it?

What if I told you that by doing just this one thing, you could increase your chances of keeping resolutions by 80%.  Would you believe me?  Well, it's true.

Most of us fail to do the one thing that is critical to reaching our goals.  What is it you ask?  Answer: Writing down your goals along with a plan to accomplish them.

Those who put goals in writing are 80% more successful than those who don't.  A famous study conducted by Harvard Business School involving MBA students from the class of 1979 proved it.  In the study, as sited in the book, What They Don't Teach You at Harvard Business School, by Mark H. McCormack, the graduates were asked 3 questions around goals.  They were as follows:

  1. Have you set goals?
  2. Have you written them down?
  3. Do you have a plan to accomplish them?

The researched revealed that only 3% of the Harvard class had written goals and a plan to accomplish them, 13% had goals but didn't put them in writing, and 84% had no specific goals at all.  When the graduates were resurveyed 10 years later, the difference the graduates' success was staggering.

The 3% whom had written goals with a plan to accomplish them, earned 10 times as much as the others combined!

The moral of the story: Put your goals in writing along with a plan to accomplish them.  This one step could get you on to the road to success.

Our monthly guest blogger, Jocelyn Giangrande, is a Marygrove Human Resource Management alumna who not only owns her own company, SASHE, LLC, but has over 15 years of corporate experience. Her career advice and guidance have been featured in Women’s Day, HR Magazine; she is also the author of What’s In Your Sandwich? 10 Surefire Ingredients for Career Success.

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Topics: Graduate Programs for Human Resources, Human Resource Management, Human Resources Master Programs, career success, Human Resource Management Infographics

How to Fall in Love with Your Goals

Posted on Thu, Feb 14, 2013 @ 09:02 AM

"Although many of us have goals, few have made a love connection to them. Without a connection, goals can easily become meaningless burdens or dreams we never accomplish”.

- Jocelyn Giangrande

With Valentine’s Day around the corner and love in the air, it’s a great time to fall in love with your New Year’s goals.  Although many of us have goals, few of us have formed a love connection.

Below are three ways to help you get connected to and fall in love:

1.  Be specific:  If you’re familiar with SMART goals, you know about being specific.  However, we often underestimate the importance of this step.  When we write goals, many of us believe they’re specific enough to get us moving. I beg to differ.   Check out the difference between a basic goal and a specific goal:

Basic Goal:  To purchase a condo. 

Specific Goal: To purchase a detached split-level condo in 12 months with 2-3 bedrooms, 2 baths, in Oakland county, for $125,000, etc………….. (You get the point).

The more specific, the more you’re able to see yourself accomplishing the goal and you can plan strategically. That brings you and your goal closer together.

2.  Answer “Why?”  Few of us answer the question “Why?” we have the goal in the first place. Why is the goal important and what are you trying to accomplish?  Answering them brings meaning to your goals and helps ensure that what you’re working on and trying to accomplish, are aligned.  It also helps to prioritize.  That way you work on what really matters.

3.  Make it visible.  Motivational speaker Tony Robbins once said;  “Goals make the invisible, visible.”  I would add, “Only if you can see it.” Therefore, visualize yourself accomplishing the goal. how it feels, how it looks. Get as vivid as possible.  This practice helps make an emotional connection and bring it to life.

Just having a goal is not enough.  Falling in love, makes it attainable, meaningful, and emotionally engaging.  That goes a long way in bringing you closer to it and the love connection that makes it worthwhile.

Jocelyn Giangrande

Our monthly guest blogger, Jocelyn Giangrande, is a Marygrove Human Resource Management alumna who not only owns her own company, SASHE, LLC, but has over 15 years of corporate experience. Her career advice and guidance have been featured in Women’s Day, HR Magazine; she is also the author of What’s In Your Sandwich? 10 Surefire Ingredients for Career Success.

Topics: Graduate Programs for Human Resources, Human Resource Management, Human Resources Master Programs, Online Courses for Human Resources Management, career success

5 of the most overlooked recruiting strategies

Posted on Thu, Jan 17, 2013 @ 15:01 PM

hiring strategiesEventually, most of us will have to go through the process of hiring a new employee. Knowing the policies, procedures and best recruiting strategies for finding the right candidate is important for several reasons. One is that it lays the ground work and paves the path that the employee will follow for the rest of his or her time with the company. To help you find your ideal candidate and avoid making a hiring blunder, we’re offering 5 dos and don’ts to get you on your way.

5 of the most overlooked recruiting strategies

Do plan ahead before you post the job
There are innumerable web-based recruitment websites and then there’s social media sites, too. Presuming that the Internet is a part of your recruitment strategy, the first thing you’ll want to do is review your company website. Most candidates worth their salt will peruse your website before they come to the interview. While you review your site, ask yourself the following questions:

  • Does our website capture the culture and values of the company?
  • Is it easy to navigate and aesthetically pleasing to the eye?
  • Does it contain outdated material or is it missing information all together?
  • Does it give employees an overview of open positions and how to apply?

You might even consider putting together video shorts where current employees talk about their experience at your company. This will give prospective employees a far more authentic peek through the company’s walls.

Don’t simply post your job on Monster or Careerbuilder—this isn’t a recruitment strategy
Why? Because these websites are completely oversaturated. Remember, Monster and Careerbuilder aren’t the only venue for finding candidates. There’s also social media websites like Facebook and LinkedIn. True, there was a time when the average Facebook users were teens and college students. Not anymore. These days, it is a hotbed for marketing your product and company; it’s also the perfect venue for finding prospective employees. How do you use Facebook to find your ideal candidate? Try this:

  • Start a company page
  • Garner a following by developing relationships with users. Don’t talk at them though. Instead, ask them questions and invite them to comment on your products. Welcome their feedback and find out who is passionate about your product.
  • Hold contests and product giveaways: tell readers if they share your post that they will be automatically entered into your contest for a chance to win fill in the blank here.
  • Post videos of employee interviews
  • Show viewers what your company is all about. What makes you unique? What are your values?

Do start a company blog
Five years ago, Technorati, a blog trafficking firm, estimated that every day, 175,000 new blogs and more than 1.6 million blog updates make their online appearance. That doesn’t even include the 63.2 million blogs already out there. Blogging is a relatively new phenomenon, but it is certainly a popular one. We’ve never been fans of following the masses, but we do recommend that you jump on this wagon. Why?

  • It’s an easy way for your company to directly engage with clients, prospective clients and employees. Talk about your company, your products, and as with social media sites like Facebook, invite readers to comment and critique
  • Blogs make your company feel much more human because you will be having ongoing conversations with readers
  • Blogs are a cheap way to extend the reach of your company far beyond tangible borders

Don’t forget about LinkedIn!
You’ve started blogging and engaging with folks on Facebook. Now head over to LinkedIn and you’ll see what you’ve been missing: It’s sort of like a Facebook, but for professionals and a lot of them, 175 million to be exact! There is lots of information on how to prepare your business page, create a network and post positions. We recommend that you check our Ryan Pinkham’s article, “How LinkedIn Can Help You Find Your Next Great Employee” to get you started.

Do network with business contacts
Everyone loves bandying around the word “network,” but there’s a reason for it: It’s perhaps the most effective way to find candidates. Ask around. Do your employees or hiring managers know folks working in similar positions at another company? Do those friends of friends of friends know anyone who is qualified and interested in the position? Contact your clients and ask the same questions.


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Topics: Human Resource Management, Human Resources Master Programs, Human Resource Management Infographics, recruiting strategies

Avoid career burnout with these 5 dos and don’ts

Posted on Wed, Jan 02, 2013 @ 11:01 AM

career burnoutIf you Googled “career burnout” and managed to find yourself reading this, chances are that you’re probably experiencing it—at least to some degree. They are many widely-accepted beliefs about career satisfaction and career burnout. It just so happens that most of them—“be your own brand,” “establish a healthy work-life balance,” and so on—are little more than institutionalized clichés. We’d like to offer 5 Dos and Don’ts to help you rethink the way you approach career wealth.

Avoid career burnout with these 5 dos and don’ts

Do focus on substance—not style.

“Be your own brand” is one of the most ubiquitous career success clichés. It’s also one of the most toxic. Why? Because it suggests that you should spend your time shaping what others think of you instead of honing your craft or creating something substantial.  

Laurel Thatcher Ulrich once said, “Well-behaved women rarely make history.” There’s a lot of truth to this. Look closely at people who have made a lasting impression. Look at those who have built something substantive, timeless and meaningful. Their legacy didn’t come from primping an image.  

Don’t rely on the company to take care of you
Many of us are lucky to work with people who share a same common goal and are surrounded by colleagues and administration that look out for us and help us develop our skill set. Many more don’t have this support. Even the best companies aren’t paternalistic—and even if they wanted to be, they know that this not a self-sustaining model for success. Here’s where you come in: Don’t expect the company to take care of you and for goodness sakes, stop waiting for them to make decisions for you.

Instead, figure out how you can use your passion and creativity inside the organization and how you can pursue better opportunities within (or outside) the company.

Do take note of how the politics work—then avoid them like the plague
We told you not to spend your energy branding yourself. Why then are we suggesting that you take note of the office politics? The answer is twofold: First, because no workplace is immune from them. Second, because hard work alone is not sufficient; you also have to know how to successfully negotiate the social structure.  

Your main focus should be on honing your talent (first), knowing how to navigate the politics (second) and staying apolitical (third).

Don’t buy into the work-life balance hubbub
The dash between “work” and “life” dates the phrase because it subscribes to the notion that “work” and “life” are distinct from one another.

Albert Camus once said, “Without work, all life goes rotten…” He makes a good point. Work is an inextricable part of life.

Work is life. Life is work.

Without one the other becomes meaningless. Camus also said, “but when work is soulless, life stifles and dies.” He makes a good point about that too. That’s why we need to ensure that our work lives are aligned with our passions. We can’t tell you how to make this happen. What we can tell you, however, is that if we are not living while we are at work, there’s a good chance that life will stifle and die.

Do think critically, ask questions and remain inquisitive
To avoid the office politics and keep your job, you have to sweetly and naively say “yes” to everything. Wrong. Being a “yea-sayer” has costly limitations. Why? Because it paints you as someone who accepts blind obedience over critical thinking.

The most valuable employees ask questions when they don’t understand something so that they can complete the task with passion and creativity. Healthy workplace environments brought you on because you had something they needed; because you have a talent and perspective they don’t.

We’re not suggesting you pull out the trumpet or that you become defiant. We’re simply saying to choose your battles wisely, ask questions, share your measured perspective and remain a critical thinker.


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Topics: Human Resource Management, Human Resources Master Programs, career success, career burnout

3 Strategies to Take Your Career to the Next Level

Posted on Fri, Nov 16, 2012 @ 13:11 PM

expand your careerWhen it comes to being competitive, much of what you do depends on your career goals.  However, there are three strategies every professional should do to keep an edge.

Strategy #1: Promote Your Expertise

The first step to boosting your game, is knowing how to self-promote your expertise.  Self-promotion is an art and it doesn’t mean bragging, boasting or being an annoyance.  Instead, it’s about letting others know what you’re bringing to the table in a way that’s intriguing and helpful.  When others know what you do and how successful you are doing it, it opens opportunities. 

There are many people looking for experts like you.  Self-promotion can bring the two of you together.

Strategy #2:  Be Strategic About Your Network

Whether you’re looking for a job, advancement or business contacts, your network is important to your competitive edge.  However, to get the most out of it, you must use it strategically. 

Strategic networking isn’t about quantity.  It’s about investing in a network that connects with your goals and there’s mutual benefit.  Networking done strategically can connect you to opportunities, information, and customers. 

Networking is a must and having a strategy that includes a goal, those who should be in your circle and how to find and engage them, produces better returns. 

Strategy #3:  Get Involved by Giving Back 

Most underestimate the benefits of volunteering.  Besides helping the community, it’s also a great way to sharpen skills, showcase talents and build relationships.  Whether you’re employed or not, getting involved is a great way to stay current.

When it comes to volunteering, there are many opportunities in companies, associations and community organizations.  People are always willing to accept additional help and giving your time can open doors in many ways.  When done right, it’s a win-win.

In Closing

Taking your game to the next level is important in this market.  However, it can be overwhelming trying to decide how to do it.  Focusing on self-promotion, strategic networking and getting involved are three strategies that bring big returns. Work smarter by putting time in these areas and boost your game in the process.

Jocelyn Giangrande

Our monthly guest blogger, Jocelyn Giangrande, is a Marygrove Human Resource Management alumna who not only owns her own company, SASHE, LLC, but has over 15 years of corporate experience. Her career advice and guidance have been featured in Women’s Day, HR Magazine; she is also the author of What’s In Your Sandwich? 10 Surefire Ingredients for Career Success.


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Topics: Certificate in HR Management, Graduate Programs for Human Resources, Human Resource Management, Human Resources Master Programs, career success

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