Tired Of Finishing Second?


While some of you are trying to figure out why you aren’t landing job interviews, there’s other folks who can’t figure out where they are going wrong who not only get interviews, but apparently perform really well. Not only are they getting short-listed and interviewed, they perform well enough to have second and third interviews. All these interviews boost their confidence, have them thinking they are so close to landing a position and then, again and again they get informed that the job has been offered to and accepted by another candidate.

The enthusiasm required for a sustained job search is indeed bolstered by initial success, but when the job offer is just beyond one’s fingertips and gets snatched away, it’s a tough experience to go through. Now repeat that several times over a period of six months to a year and you begin to sense how frustrating that must be for the people concerned. To add to this frustration, not only are they not getting hired, but when following up with employers to get feedback, it’s hard to hear that they think the candidate performed really well and there’s no tangible piece of advice they can pass back to improve on future interviews.

In other words, in attempting to figure out how to improve or where they are falling short, they get nothing to work on, nothing to adjust. So if they can’t figure out where they are going wrong, the feeling arises that they are likely doomed to repeat the experience. They’ll fall short again and again because they’ll go on acting as they’ve always acted, saying what they’ve always said, and hoping for a different outcome.

It’s not like they want to hear about some fatal flaw in their approach, but at the same time, they’d actually rather have someone find something to address rather than hear a sympathetic, “You did great. Don’t change a thing.” Sure it’s affirming and validates all the effort they put in to perform at their best, but the end result is the same, no job offer.

For a moment, let’s de-personalize the application process. Instead of talking about you specifically, let’s look at a reality. In any competition; for a job, a race, a trophy etc., there has to be a number of entrants for it to truly be a competition. The bigger the prize, the stronger the competition. Each individual or team competing trains and competes to the best of their ability and in the end, wants to feel they’ve given it their best shot. Some know they are longshots to win and others feel they’ve got a legitimate chance of winning it all, seeing themselves as a favourite to win. The one thing all of the competitors know without a doubt though is that there can only be one winner. The longshots who finish eighth often cite pride in doing their best and acknowledge that those who finished first and second are just that much better; they are at a different level of compete. The second place finisher? For them it stings. They were so close they could taste it. Next time around they vow to get hungrier, so they work harder, they make adjustments, but they also acknowledge they did their best, they just came up short to a competitor who on that day, performed better.

The competition for a job is much the same. You know when you apply that there will be others doing likewise. A reality is there’s one job to be had and therefore there’s going to be one successful candidate and everyone else who will fall short. This is a reality you have to accept when choosing to apply. Your job is to position yourself so you come across as the best candidate. What’s meant by, ‘best’, is responding to the needs of the employer. If you succeed in addressing all their needs, (this you can control), it’s going to come down to their preferences in the intangibles, (this you can’t control).

In other words, there isn’t a shortcoming in you. You are doing nothing wrong. There’s nothing to fix, there’s nothing to change in your performance. You did the best you could, you stayed authentic and genuine in your delivery and represented yourself to the very best of your abilities. In the end, they made their choice and this is their prerogative. It stings absolutely. If you still want it bad, let them know. Those hired don’t always work out, or new needs arise and you might be considered a month or two after this disappointment.

But all competitor’s for a race or a trophy have one thing you may not have; a Coach. Someone who they listen to, take advice from, someone who will give them honest feedback and push them to find that elusive next level of compete.

So who’s your Coach? Excellent advice is to find someone you can establish some chemistry with. It’s no guarantee, but perhaps they can indeed give you some single piece of advice to consider that in the end makes a difference. Whereas an employer might not feel comfortable sharing how to improve, a professional Coach, someone experienced and with a track record of partnering successfully with others will. I’m not talking about your girlfriend or sister’s friend here, I’m talking about a professional Employment Coach.

It’s not the answer for everyone, but it just might be the answer for you.

 

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Why Would I Want A Mock Interview?


I can just imagine many of you reading today’s blog about the benefits of a mock interview. You of whom I envision are thinking to yourselves, “I don’t like interviews, they’re so stressful! So why, when I don’t like them in the first place, would I voluntarily want to do more interviews? Especially when they aren’t even real! No thanks; interviews are painful, nerve-wracking and overall a negative experience to be avoided as much a possible. So a mock interview? No thank you!”

That’s a pretty strong reaction, but for many I’ve met over the years, it accurately sums up their feelings. They see choosing to ask for a mock interview like asking to have a root canal when there’s no need for one – just to be ready for the real thing if/when needed. Yep, a big NO.

The unfortunate reality of those who avoid the mock or practice interview is this: without practice, there’s no opportunity to get feedback and improve on their performance, so the outcome is performing poorly in the real thing. Poor interview performance of course leads to one thing; an unsuccessful outcome and having therefore to apply for more jobs and go to more interviews. Yet somehow, it seems preferable to some people to avoid all the research, practice, feedback, adjustments to delivery and just wing it. Not to sound trite but I ask you, “How’s that working out?”

Now there’s three possible outcomes you can arrive at when you typically go about interviewing by just winging it.

  • You succeed and get a job offer
  • You fail and keep on going about things the same way
  • You fail and decide to get help and improve your odds of success

It’s that first one; that belief that despite the odds, you could succeed without ever having to go through practice interviews, that keeps people from seeking out help. It’s very much like a lottery; the odds are heavily stacked against you succeeding if you interview poorly, but there is that slim chance of success and you’ll hang on to that if it means avoiding practice interviewing. The irony is that the people who avoid mock interviews are typically the ones who could benefit the most.

So what goes on in a mock interview? Let me just say to be clear here, I’m not talking about a couple of questions you give your partner or close friend to ask here. The problem with these willing and well-intentioned people taking you through the mock interview is their reluctance to point out areas to improve because of your potential negative and volatile reaction to their feedback. And if we’re honest, you’re likely to dismiss what you don’t want to hear anyhow and tell them they don’t know what they are talking about because they aren’t an expert!

If the mock interview with friends or family works for you however, great. It’s a start and who knows, they might just observe and hit on some things that turn the experience around, helping you land that job offer. If so, well done everyone!

However, if you really want to maximize your odds of success, it’s good advice to seek out the support and feedback from a professional. Employment Coaches, Employment Counsellors and others who provide job search coaching are the people you’re after here. Many of these people can be contracted with at no charge through community social service organizations. If you’ve got the desire and the funds, you can also contract with a professional privately too.

Now, some of you I’m sure are raising the argument that if you’re out of work already and funds are tight, why on earth would you lay out your money and pay someone to put you through the mock interview? The answer of course is one you instinctively know already; if it increases your odds of success and getting offered a job, that’s money well spent. But I don’t want to appear to be just writing an ad for buying services people like me provide.

So what would a mock interview look like? Well, depending on the person you’re getting help from, it could look like this:

You meet and discuss how you’ve prepared in the past. Maybe a couple of questions get tossed out just to determine what you’ve been saying to date. From these, a baseline is established. An Employment Counsellor / Job Coach will provide feedback on:

  •  First Impressions (Clothing, Body Language, Handshake, Hygiene, Posture, Tone of   Voice, Eye Contact)
  •  Answers (Quality, Length, Sticking To A Format Or Winging It, Are You Answering The Questions? Using Examples?)
  •  Suggestions For Improvement (Some Quick Improvements and Some Longer To Master)
  •  Final Impressions (Ideas On How To Wrap Up The Interview On A Positive)

Now of course this doesn’t include how to prepare for and follow up on your interviews; both of which are extremely important and both of which you’d get a lot of help with from a professional.

Interviewing methods evolve over time and how you may have succeeded in the past could no longer be working. I suppose the real question here is whether or not you are performing well enough in your job interviews to land job offers. If you’re getting a high percentage of interviews for those you apply to, and if those same interviews are resulting in job offers, you don’t need help.

If on the other hand, you seldom get interviews at all, and the ones you do get don’t result in job offers, do yourself a favour and think seriously about getting help – and that includes mock interviews and feedback.

 

 

 

 

Fully Investing Yourself


I’ve changed my answer to the question people ask me regarding my strengths. In the past I shared my enthusiasm for innovation and creativity; pushing myself to always look for new ways of presenting material. I love morphing what exists into better versions and by better I mean bringing content into a fuller understanding and buy-in for and by those receiving the content.

I like to believe that my peers still see me as innovative and creative so it’s not that I’ve plateaued and stopped innovating, it’s just that I’ve found something I’d rather share as a personal strength. What I offer in response to this question now is an unwavering, complete commitment when it comes to investing in others. Honestly, I don’t think I personally could choose anything more rewarding to do, and I’d hope that participants of my workshops, coworkers and supervisors would back up my words if/when called upon to attest to my actions.

As an Employment Counsellor, my role brings me into contact with the unemployed and the underemployed every single day. As I work during the day with a population exclusively in receipt of social assistance, I also have the great privilege of coming into contact with people when they are most vulnerable; a low point if you will in their lives. Their lack of financial independence is far from being the only problem they have when their lives and mine intersect. Believe me, those in this population would love to believe that finding a job was their only problem.

By the time I meet them, many are dealing with homelessness, abusive relationships, dysfunctional families, marital and custody battles, poor landlords, interaction with several other social service agencies, loss of self-esteem, self-confidence and rising debt. Some have poor education, under-developed social skills, poor self-awareness, weak problem-solving skills, poor role models, questionable decision-making abilities, limited vocabularies, and others have legal issues to contend with. The lack of a job is just one problem, and not often is it the number one concern.

My coworkers and I understand that to be effective, we have to address more than just the lack of employment to give those we serve the best opportunity to move forward and keep the jobs they land. I suppose this is one of the key factors that defines us, (and others who work in similar roles with this population) from organizations which exclusively address unemployment as a stand alone issue.

Not all people understand this; nor do all people in decision-making levels of government. The mantra of “Just get them a job and move on to the next person”, is short-sighted and doomed to fail more than succeed. Those fortunate to get employment will often lose it quickly and return to the safety net provided by social services if they don’t have the multiple barriers to employment addressed and the required skills learned to work through these other presenting barriers.

So herein comes the need to invest in others; completely. I don’t believe you can be effective if you only invest partially in people. Well I for one can’t at any rate. To be truly effective, it takes a complete investment. I’ve also learned over time that this investment is simultaneously both energizing and draining. For it’s not just investing in one or two people here and there. Fully investing in my work environment means there are only seconds between people asking for and needing aid.

When someone comes to see you as trustworthy and helpful, you move in their estimation into a place where you’re the go-to person when problems arise; which they do with regularity with this fragile population. Some folks are very considerate of our capacity to hear their stories and help with arriving at potential solutions, while others dump all their problems out expecting us to own them and fix them because it’s what we’re paid to do. “It’s your job to solve my problems.”

I love this role. I embrace all that being an Employment Counsellor means and it continues to be a privilege and honour to hold this position. I’m not always successful in connecting and forging a deep connection; no one of us is for that matter. This is one key thing new staff in the field must come to appreciate; you’ll not succeed, not connect, fail to help and you’ll be questioned openly about your suitability in the role from time-to-time; the volume of people we see daily, weekly, monthly and yearly guarantees we won’t always be successful. Investing nonetheless and doing so fully to the extent we are able is still to be strived for.

Yesterday a woman dropped by unannounced and I was called to reception. She literally ran to me, wrapped her arms around me and jumped up and down with the excitement of sharing her news of landing a full-time job with her employer of choice. It’s taken her about 5 month’s and two jobs to get to her landing this plum job. In that embrace, I soaked up all the energy, gratitude, joy, exhilaration and emotional relief I could. That hug and her smile was her simple way of expressing her sincere appreciation for my small help along her journey.

I implore you to consider upping your own investment in the people you serve. Whether those are customers, junior staff, volunteers or the vulnerable; invest without reservation. It. Makes. All. The. Difference.

Why Do You Do What You Do?


Why? A simple question using only 3 letters and a question mark. In this case, the, ‘why?’ refers to whatever it is you do in your work or professional life. Of all the jobs and careers which exist in our world, why do you do what you do?

Some people don’t think about this a great deal. They work at the job they do because it’s a family business, it’s what they went to school for, or it pays the bills. In some cases, there are those that don’t want to think about why they do what they do because they aren’t proud of their job, they feel trapped in a job they hate, or telling others what they do just opens up discussions they’d rather not have.

You know what I find extremely interesting? Almost all the people I interact with who have no job at all think a great deal about why they’d want or not want a certain job over others. Whatever job they focus on has to be fulfilling, bring a sense of security, tap into their creativity, offer opportunities for advancement or bring about positive changes in the lives of others. So why are so many who are out of work focused on the why of what they’d like to do moving forward, and yet many with jobs don’t think a lot about the why of what they do once they’ve been in a job for a period?

I don’t know where you are on the age timeline, but it doesn’t matter as much as you think it might when it comes to figuring out what you want to do in one key respect. When you are considering various career or job options, if you don’t fully know what a job entails, what the pros and cons experienced by the people who hold them at the moment are, or why the people working in those jobs love the work they do, there’s one simple thing you can and should do; ask them. Simple really.

“So, Ahmed, why IT?”

“You obviously enjoy your job Dave, why is that?”

“Nancy, why did you first think this career would be right for you?”

You see it’s not that hard to pose the question and you can come at it from a view different angles. Bottom line, you’re still asking, “why?” You can go on of course to ask the other questions; How did you get started?/”How should I get started?” “Who helped you in the beginning?” “What are the qualities generally found in the people who succeed in this position?” “Where are the opportunities for tackling current issues?” “When would you suggest I apply?”

Now I suppose you might feel that you’re being invasive; you know, asking something of someone you don’t know at all or very well, why they do what they do. Is that the truth or is that actually a tactic of your own for avoiding asking because of your own comfort level? I tell you this, a lot of people would love to pause and remind themselves why they do what they do. Further, if they feel positively about the work they do and the impact they have, they would truly love to share that with someone (insert your name here!) who is genuinely interested.

As you’d be well aware, a great number of people change jobs and switch careers entirely over their lifetime. Want proof? Connect with a large number of people on LinkedIn and you’ll get daily notifications inviting you to congratulate your connections who have started new positions. I get 2 or 3 a day – no exaggeration. People move and the question I wonder every time starts with why. “Why the move?” Why now?”

Of course sometimes the why turns out to be getting away from something that’s turned sour, but the majority of the time it’s for something the person perceives as a better fit. Again the question is why though? Better pay, a change of scenery, a fresh start, the infusion of energy brought about by a greater mental challenge? Why?

There are so many, ‘why’s?’ in this piece, I’m reminded of young children who keep asking why this and why that, almost exasperating the adults around them with the never-ending  series of why’s that follow every answer. We can learn from them though because this is how young children make sense of things they are curious about and want to understand. Likewise, you and I might be just as curious to know why someone chose a career, why they’ve stayed for however long they have, why they might be thinking of a move, or why they made the change. It’s how we can gather necessary information needed to make better informed decisions about our own career paths.

You objection is likely that you don’t want to be viewed as the young child pestering people with questions to the point of exasperation. So don’t pester. You should still ask politely and learn what you can about career choices, why people do what they do and why they find fulfillment in the jobs they hold.

The next piece in these lines of inquiry is to take that information learned and look at yourself. Why would this job, this company, etc., be right or perhaps not for you?

If you haven’t thought about why you do what you do for a while, why is that?

Where Do You See Yourself In 5 Years?


When I’m facilitating workshops on improving one’s performance in job interviews, I often begin by asking those participating to share with me any questions they find difficult to answer. Among the questions which often come up is, ‘Where do you see yourself in 5 years?’

In coming up with your answer for this question; and every other question you will be asked by the way, do your best to understand the purpose of the question. While you are doing your best to impress the interviewers and get a job offer, from their side of the table, they are looking for reasons to rule candidates out and hire the last person remaining. In other words, answering this question well can leave you in the hunt, answering it poorly can leave you out of the running.

So, what’s behind the question? They might be checking to see if you’ve got ambition and see yourself having been promoted within the organization. While this strikes most people as surely a positive thing, it could trigger an area to be concerned about in the mind of the interviewer. Why? If they see you’ve already got your eyes on a more senior role in the organization, they could be going through this same hiring process in a short time; something they don’t want to do. Hiring and training people takes time and money, and in return for that investment in hiring new people, they want and expect to get a return on that investment. When it’s all about you and your career advancement, that doesn’t show an understanding and empathy for the employer’s situation.

Now on the other hand, some employer’s hope and expect you’ll outgrow an entry-level position, and if you stay with the company, they’d like you to advance having spent some time on the front-line. This way you’ve got an appreciation and first-hand experience of what it’s like to work at the bottom and this can shape your work as you move up. If you show no ambition beyond the job after 5 years, they may look at you as stagnating and dead weight.

I have found a combination of the two above positions to be ideal for most people in most job interviews. Doing research into an organization and the people who work in the role you’re after should reveal some insights that will aid you with the question. If however, you fail to unearth any clues about how long people typically stay in the job you’re after, you still need an answer. See what you think of this:

Let me assure you my focus at this time is securing this position and investing myself in the job; ensuring you in turn get a return on your investment in hiring me. That being said, I’d like to take part in any courses, cross-training or collaborative projects which will put me in a position to compete successfully for opportunities which may present themselves in the future.

You see a lot can happen in 5 years. While you and the interviewer might both have ideas of how things will look in that time, you both are looking at the future armed only with what you know in the present with respect to the future. As time evolves, opportunities may present themselves for an organization to launch new products, expand or contract, re-brand themselves entirely, move or perhaps stay largely exactly as they are. All kinds of factors may impact your personal direction and ambition.

Now there are some answers which effectively take you right out of the running in the mind of some interviewers. Suppose you shared that you and your partner plan on starting your family and having a couple of children over the next 5 years. Doing the math, this could mean you’re off for 2 of those 5 years on maternity leave, and your attendance and performance may become concerning both during pregnancy and once the children are born. Yes you’ve a right to start a family, but the interviewer knows there’ll still be work needing doing, and if they have to hire short-term help to cover your position, well, if they can avoid it, they just might choose someone who doesn’t raise this issue. Best to keep these plans to yourself.

Another possible problem answer is at the other end of the age spectrum. If see yourself as fully retired in 2-3 years, you could take yourself out of the running if they are wanting to hire someone they can make a long-term investment in. You might be perfect however if they are looking to hire someone for only 2-3 years while they restructure their workforce to compete better down the road. Getting what they can out of you for those few years might be pretty appealing and you part ways happily. Just don’t make this answer all about you. Sure you’ll get your pay for a few years and ride off into the sunset, but organizations aren’t entirely charitable. What’s in it for them? Productivity and someone who is totally invested in this single job and not looking beyond it to advance.

Some jobs have a high turnover precisely because they are entry-level, minimum wage jobs and employers expect if you have any ambition you’ll move on. Not everybody wants to climb the ladder though and that’s not a bad thing. Being consistently productive in a job is a wonderful quality; a win-win.

Out Of Work? Get Your Team Together


I think it’s a behaviour common to many people; when we’re embarrassed, ashamed or we feel we don’t quite measure up in some way, we do our best to isolate ourselves and keep the source of our embarrassment to ourselves. After all, the fewer people who see us in these moments, the less likely we’ll feel exposed and we hope to reintegrate ourselves back into our circle of friends and family when we’ve recovered.

Being out of work can feel very much like this scenario. Lose your job and you might tell a few of your closest supporters, adding, “Please don’t tell anyone. I don’t want everyone to know.”

The irony of this behaviour is that we often miss opportunities because the very people who could tell us about job openings are kept unaware that we’re looking for a job. As you’re unaware that they know there’s a job opening, you don’t even know what you’re missing; but you’ve missed it all the same.

It’s our ego though that needs protecting; and I don’t mean this is in a self-centered kind of way. Protecting our ego, how we view and see ourselves, is a natural response. The fewer people who know about our unemployment the better; and if they want to assume we are still employed but on some vacation or leave, that’s fine. We’d rather they don’t even know we’re off in the first place. And this is the problem. We don’t want to have to explain why we’re not at work, so what we often do is stay inside our apartments, condo’s and houses; going out only to gather food and necessities.

Like I said, this behaviour is natural and instinctive. So having stated this, let me suggest you consider doing something which on the surface goes against your natural instincts; get your support team together.

Your support team isn’t just made up of Employment Coaches and Resume Writers. It isn’t made up exclusively by your spouse or your best friend either. No, your support team is composed of people you can trust to help you out while you look to regain employment. Just like many other teams you’ll be apart of in life in your personal and professional life, team members have specific roles.

Here’s some of the people you might want to enlist to be a part of your team:

  1. You

You’ll need to be the CEO or lead of your job search team. As you’re going to be recruiting people to help you out, you’ll need to prove that you’re seriously invested in this project. It will mean reaching out to people, getting them on board, checking in with them to make sure they stay committed – and they’ll work more for you if they see you working hardest for yourself. You need to be accountable therefore; show up for meetings, do your homework and work hard at finding work.

2. Emotional Supporters

Before we get to the technical helpers, you need people who will empathize with you, care for your well-being and understand the highs and lows of the job search. You’re going to have bad days precisely because you’re human. Emotional Supporters are those who get that and love you anyway. These folks pick you up and pick up the tab here and there when there is one. They keep you included in get-togethers and find the ‘free stuff’ to do is important to staying connected.

3. Technical Support

You’d be well-advised to have some expertise on your team when it comes to resume writing, employer and employment research. A good proofreader, a sounding board or Employment Coach to offer the critique you need but in a supportive and understanding approach. Whoever you have in this area might be your mock interviewer, helping you find and keep the confidence to do your best in those up and coming interviews.

4. Partners and Family

Obviously if you’re single and have no family you can pass on this one. However, when you have a partner, your spouse, boy/girl friend, etc. is critical to providing you with the stability you need when the assurance and identity a job brings is missing. Sure you might not want to, ‘burden’ them with your news and hold out telling them above all others, but your partner is a partner for a reason. It’s not your job that they value most – it’s you. If you want to deepen your relationship, trust them when you’re at a low point with being out of work. This is when partnerships often work best; you pick each other up and move forward together.

As for the family? Sure you might not want to tell mom or dad to protect them from worrying and protect yourself from all the dramatics of their concern; but that concern is genuine. You might end up with a few lasagna dinners being dropped off or depending on their status, a job lead to follow-up. Some moms and dads are really good at stepping up even when their kids are in their 40’s!

Now there are others too, but I leave it to you to decide who you need on your job search team. Essentially what I’m saying is go the counter-intuitive way and reach out to people instead of shutting out people. Take care of your physical and mental health while you find yourself out of work. This unemployment won’t last forever and will pass.

Fresh Starts Happen When You Want Them


Okay so the calendar today reads December 10 and New Year’s Day is still a few weeks away. Typically the days leading up to a flip in the calendar are when most people think of making some major changes and starting fresh. Be it losing weight, changing a bad habit, getting a job, or any number of other goals, January 1st seems to be a day when the majority set out to put their new behaviours into action.

However, when you think about making some changes, think about that line, “there’s no better time than the present.” I suppose the reason that right now is the best time is simply because it’s now that you’re thinking of whatever you want to change so take the opportunity to get on that change while you see the value in going after your goal. If you put off making that decision until some point in the future, you might not feel the same compulsion later. So what are to do? Wait another year until another January 1 comes along?

As for needing some external stimulus for change – like flipping the calendar to a new year, there’s plenty of those moments. For starters, we all flip the calendar 12 times a year; that’s 12 times we could opt to start some new behaviour. There’s your birthday too, although that comes around once a year, you might just be motivated to change things up on this anniversary of your birth.

The thing about your birthday is that it’s very much like New Year’s Day in that it only comes around once a year. If you’d like more opportunities, consider that there are 365 days in a year, and every day you wake up could be the sign to hit the reset button on something you want to give up or something you want to start.

Now suppose it’s a new job you’re after. Whether with the same employer you work with now or a new one, a new job might be just what you want. If you plan on getting hired January 1st, 2019, you can’t put off applying for jobs until December 31 can you? No, of course not. You’d actually need to be doing an active job search now; researching, job applications, resume and cover lettering writing, interviews and networking meetings. Even so, how many employer’s are even open on New Year’s day and of those who are, how many are training the new person on January 1? Not many.

Of course, you might be telling yourself that January 1st is when you’re planning on starting the job search. Nothing wrong with that goal. Of course, between now and January 1st you may be missing some good job postings, and it would be a shame if the job you’d really love has a deadline that you miss when you’re kicking back waiting for the calendar to roll over. The people you’re competing with will thank you for that one!

Let me give you a small piece of warning and advice if I may. When you make the decision to change your present behaviour and start to seriously job search, it’s going to be a challenge to first make the change in behaviour and then sustain that momentum you start. Your body and mind are going to rebel and in both cases because the status quo is easier.

So if you have a job already, the extra work you have to put in outside of work hours with a job search might come across at times as too much extra pressure and extra work. If you’re unemployed you won’t have that problem, but when you’re out of work, the habits you’ve developed – possibly sleeping in late, having a nap mid-afternoon, watching too much television or playing video games etc., might get in the way of sticking with the job of finding a job.

So be ready for the kick-back; that want to fight change and just go on with things the way they are. It might take some real perseverance and stamina to sustain change. What will help is keeping your mind focused on why you started the change in the first place. In other words, if your goal has enough meaning to you, it’s easier to stay focused on it because you want it bad enough to fight past the barriers that stand in your way.

It’s when you don’t want something enough to fully commit to it that you’re likely to fail. So in other words, if other people keep telling you to get a job and you grudgingly agree to start looking for one, the chances of success are lower as you’re more likely to revert to your old habits when no one is looking. When YOU want to work more than you don’t, that’s when your odds on succeeding will rise. It’s not just about getting a job by the way, the same is true of any goal we talk about; changing eating habits, learning to drive, being more polite, expressing more gratitude, taking up a new hobby. Whatever you’re contemplating, it will come about sooner if you commit to it.

Finally, if you’ve been after your goal in the past and not had success; so you haven’t got interviews or job offers, think about going about your job search in a different way. Trying a new strategy may get you different – and better results.