Outside In or Inside Out…Which Career Development Approach is Better?

Career Development

Outside In or Inside Out?

Most people I’ve met over nearly three decades of recruiting seem to choose a profession and a career path to follow before they determine exactly who they are, how they’re built and how they are uniquely gifted. I’ll call this Self-Awareness. Self-Awareness leads to Clarity.

When a career path decision is made correctly, a person is positioned to deliver the best possible version of themselves to everyone around them.

When this decision is not made correctly, people are promoted to levels where the technical skills that got them to a certain level of engineering or architectural accomplishment are no longer enough to achieve the same level of success as they continue to rise in an organization.

As promotions occur, and as promotions are achieved, required skills change. These new roles require people skills, exceptional communication skills, soft skills, influencing, empathy, humility, negotiating, persuasion, collaboration, partnering skills, and more.

Outside In

For those who chose or stumbled into what is now Cybersecurity, early on, it was like stepping into the “Wild West”. Judging from the multitude of Cybersecurity job descriptions I see on a daily basis, the “Wild West” analogy fits quite well.

Employers rarely know what they're doing when hiring Cybersecurity talent. Cybersecurity professionals deliver communication to their audience that does not align with the way their audience communicates.

By jumping into the water and catching a fast-rising wave, many brilliant Cybersecurity technologists were promoted to Manager, Director, Vice President, and CISO titles. While this might appear to be a great accomplishment on the surface, it might not be such a great accomplishment after all.

The high-IQ driven, cognitive intelligence, analytical, linear thinking skills that cause a person to be great at addressing hardcore cyber technology issues are not the skills generally required for success at the Manager, Director, Vice President or CISO levels.

Inside Out

A better approach to choosing a career path begins with gaining a clear picture of who you are and what your unique giftedness translates into. Are you gifted to lead, guide, manage, mentor, and influence others? If you are, you may have what it takes to be someone’s outstanding boss. For most people, these skills don't come naturally but they can be developed.

On the other hand, if your unique giftedness is made of strategic thinking skills that reside in your head where nobody else can see them or experience them, you’re most likely gifted to be a great technologist or technology architect.

Finding out how you are uniquely wired is the key to knowing whether you should go straight, turn left or turn right at a various point in your career path.

Peter Principle

“The Peter Principle is a concept in management theory formulated by educator Laurence J. Peter and was published in 1969. It states that the selection of a candidate for a position is based on the candidate's performance in their current role, rather than on abilities relevant to the intended role. Thus, employees only stop being promoted once they can no longer perform effectively, and "managers rise to the level of their incompetence".

The Peter Principle runs wild in the “Wild West” of Cybersecurity. You owe it to yourself to discover what you are naturally built to be great at. You’ll appreciate what you can accomplish when you align your natural giftedness with your chosen work and so will those around you.

Change Your Life Today

Cybersecurity professionals come to me on a daily basis with questions. It seems that in many cases, they don’t know when to go straight, when to turn left or when to turn right.

Nothing is more satisfying to me than to help a person who sincerely wants to know, to determine how they are uniquely gifted so I can map their unique giftedness towards the right career path.

Choosing the right career path has potential to result in greater job satisfaction, higher earning potential, improved productivity, improved relationships, and lower stress.

Who wouldn’t want a better job fit, more income, a greater sense of accomplishment, more quality working relationships and all with less stress?

Use this link to schedule a strategy call with me so I can get you started on the road to Clarity and Discovery.

Jeff Snyder’s, Jeff Snyder Career Coaching Blog, 719.686.8810

 

 

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Before you make your New Year’s resolutions, be sure that you are crystal clear about your “WHY”

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What is your “WHY”?

Your “WHY” is your unique purpose that is connected to your unique giftedness that is driven by your personal values. If you don’t know what your unique giftedness specifically looks like, now is a great time to find out. The difference between finding out or not finding out is the difference between excelling at the work you do versus delivering an average performance.

Some people are built to lead. Others are built to follow. Some are built to function in-between leading and following in a managerial capacity.

You can find out exactly and precisely how you are uniquely wired and it takes just 30 minutes to discover.

Your “WHY” will give you the sticktuitiveness to follow through on decisions. You don’t need to make empty New Year’s resolutions that generally fizzle out in just a few months. Discover what you were built to be great at and then align your daily activities with your unique giftedness and you won’t need the resolution to keep you going.

You’ll be able to keep going because you’re doing what you were built to do in the first place. I call it the difference between settling for what you “CAN” do and holding out for what you “SHOULD” do. This is what happens when you take action to discover your unique giftedness.

Just spent my first hour on the phone with Jeff Snyder Coaching - motivational, inspirational, eye-opening, validating, humbling, and completely NOT what I was anticipating for a first call!  It was SO MUCH more!  I came away with insights and pragmatic, practical tools I can put into action in my work/relationships starting as early as today! 

IF you are willing to go there, Jeff will provide you with the “code” and he’ll help you crack open the door to possibilities and the journey that lies ahead of you.  BUT, ultimately, it’s up to you to take that first step and then follow through with a commitment to taking action on the insights, resources, materials, and strategy that Jeff will place at your fingertips.

Jeff, Thanks for the investments you are making in people lives.
— Mark, Executive Director

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Direction Is More Important Than Speed...Something To Ponder

Direction is More Important Than Speed

Here’s a thought for highly Strategic people to ponder. After assessing my coaching clients, I have discovered that many of my clients have Strategic™ in their Top 5 or Top 10 potential strengths.

I say potential strengths because possessing the Strategic™ trait does not mean that you’ve polished and matured your Strategic™ into a well-oiled machine. That’s what the process of coaching is all about.

I guide my clients to discover how they are uniquely gifted. How a person is uniquely gifted determined how they can produce the best version of themselves. Once my clients discover exactly and precisely what makes them tick, we move on to developing strengths. 

Strengths start out as traits before intentional development, maturing, and polishing occur. Once a trait becomes a strength, there is nothing that can hold a polished strength back from creating excellence.

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The Value of Connecting at an Emotional Level

Business Men Shaking Hands

Transformational Personal Breakthrough

When through emotional intelligence coaching, a brilliant technologist experiences this kind of transformational personal breakthrough, his career is on the verge of escalating to the next level.

Connecting with people on an emotional level is significantly more effective and more positive than my formerly, pure left-brain approach, of proving my point with charts, graphs, and data.
— C Suite Executive

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Who Should You Hire For Strategic Resume Writing?

Strategic Resume Writing

There is no shortage of opinions with regards to how to write a resume. A Google search will produce tens of thousands of resume writing opinions

Would you rather hire a resume writer based on their opinions or based on their resume writing results?

Hire a resume writer who is a gifted Strategic® thinker. The Strategic® I'm referring to here is defined by the CliftonStrengths™ assessment as someone who is gifted to spot relevant patterns and issues. This person can see from A to Z in one blink. They see the big picture and the see multiple paths to get from here to there. 

This type of thinking is a gift that someone either has or they don't have. The Strategic® thinking mentioned in the Clifton StrengthsFinder™ cannot be taught. 

You might also want to hire a resume writer who does a significant amount of writing as part of their daily activities. The measurable and quantifiable evidence is always helpful. Here's my evidence of my daily writing activity and how it stacks up to others who happen to use the Grammarly tool. 

Grammarly Productivity

Look for a resume writing professional who has a sufficient enough vocabulary to keep up with the complexity of the vocabulary that might be used in your profession.

Grammarly Vocabulary

Look for a resume writing specialist who understands how to blend technical writing, business writing, and creative writing just right. How will you know if their blend is just right? They'll be able to show you how their past clients have achieved resume writing results like this.

I have an interview next Tuesday based on the resume you just finished for me. I am amazed at your expertise and your understanding of how the industry works. You are amazing.
— Technology Leader

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What You Should Do When You’re Interviewing For The Wrong Job

Confident Business Woman

 

7 Total Interviews

The company just called Sue back for her 7th interview.  Yes, you read that correctly.  Seven total interviews. Nobody at the company is qualified to understand Sue’s uniqueness. She’s now being asked to take on an individual contributor job.

She’s a deeply skilled, talented, polished and bright candidate. It’s as if the hiring manager is doing everything possible to tactically fill his round hole with a square peg and Sue is the current candidate on the stage.

Who Is Sue?

First, she’s Strategic®.  She has an ability to not only see the big picture but she also has the giftedness to know how to move from point A to point B with great precision. Sue doesn’t need to be in a position that pushes her down in the weeds. She needs to be in a position where she can guide others through the big picture.

She possesses a strength called Individualization®. She’s gifted with an ability to understand the uniqueness of each person she encounters.  She instinctively knows how different people can work together to produce the best possible output. She is gifted to manage people.

Sue is an Arranger®.  Arrangers are gifted to arrange people in the most optimized manner in order to get things done. Combined with her Strategic abilities, Sue has her eye on the entire plan and she instinctively knows how to put the right people in front of the right tasks to maximize their productivity.

Throw in Sue’s Achiever® and she’s virtually guaranteed to guide teams to results. She is built to take people and project results to the finish line.

Placing Sue in a down in the weeds, in an individual contributor role, where she has no ability to guide other people to produce results is a recipe for total frustration, lack of engagement, and guaranteed turnover on Sue’s part. 

Self-Awareness Is Powerful

Sue knows that she needs to be hired into a role where she gets to leverage her people skills, her organizational skills, and her executing skills in a highly strategic role.  

When Sue takes on a role like this, she’ll likely deliver the best productivity of her entire career and she’ll fall in love with the work she’s doing. She’ll be engaged, empowered, and her results will be powerful!

She picked up her heightened and accurate Self-Awareness through Strengths Coaching with Jeff Snyder.

What Should Sue Do In This Case?

Turn around and run!

Jeff Snyder’s, Jeff Snyder Coaching Blog, 719.686.8810

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Today, I’m Writing to You from The Future

Futuristic Coaching

Looking Back At 2017

Seriously, I’m in the future and I’m looking back at 2017. My top Strength is called Futuristic®.  Futuristic® translates to Visionary. I’ve always seen down the road further than most people. This skill serves my coaching clients well when I'm working with them on developing a career road map that will impact their career future.

Look at a few "C" level job descriptions. Leadership job descriptions routinely ask for Visionary, Strategic, Leadership. 

To make this delivery even more powerful, I slip in my number 2 Strength, Strategic®. When I add this strength to my Futuristic®, I’m able to not only see down the road, I’m also able to build strategic paths to get from here to there.

Futuristic® IN Dallas, Texas

Four years ago, I spoke at a technology event in Dallas, Texas.  Following my talk, a "C" suite executive came from the back of the room to speak with me. He recognized my Futuristic® message and said: "I need that". When I asked what it was that he needed, he replied, "I need all of that and whatever you might have in your back pocket."

I've been privileged to work with this "C" suite executive in a coaching capacity ever since. This is where he is today after working with me to understand his Strengths, to improve his Self-Awareness and to improve his Emotional Intelligence.

• I now pick up on other’s behaviors that I
didn’t notice before because I was too busy
focusing on myself.
• You learn to break through other’s acts. It’s
like you learn the code to decode other’s
sincerity or lack thereof.
• I’ve become much more efficient and
effective in my relationships.
• Knowing your Emotional Intelligence causes
you to make a lot of adjustments to yourself.
• Developing EQ has pushed me to learn how
to be a Strategic leader and I no longer feel
the need to convince others that I know
everything.
— "C" Suite Executive

Just to be fair, it turns out that the person who made his way from the back of the room is also Futuristic® and Strategic® as I am. We've worked hard to achieve what you just read above.  This is not how the "C" Suite leader was thinking when we first met.

Futuristic® in Denver, Colorado

Just over three years ago, I stood in front of a group of smart cyber security professionals as their invited speaker. I talked to this group about the importance of Emotional Intelligence (EI) or sometimes called, Emotional Quotient, (EQ) and how working with a skilled Emotional Intelligence Coach to develop higher EQ would become a career differentiating decision.
 

Futuristic® in Las Vegas, Nevada

Three years ago, this month, I stood in front of a group of “C” Suite executives in Las Vegas as a speaker. I talked to this group about moving past sole reliance on their high IQs to develop high EQ as well. Did anybody hear me?  Yes, a few people did.

Articles I’ve read recently predicting the future in 2020 and 2025 suggest that Emotional Intelligence is a hot skill to possess in the future.

Experience the Future Now!

The 2020 and 2025 articles aren’t wrong. I became trained and certified to coach Emotional Intelligence skills in 2014 because I saw EQ becoming a must-have set of skills not for 2020 or 2025 but for now.  Right now, in 2017.

Don’t Procrastinate

Yesterday, I received a message from someone I originally spoke with in August of 2015.  I distinctly remember the 2015 conversation. I recall that the person on the other end of my phone resonated with what I was sharing at the time but he didn’t take immediate action. Our conversation centered around Self-Awareness, Strengths, and Emotional Intelligence topics.

Yesterday’s message to me from this person read like this:

“Jeff, I’m ready for some professional coaching if you are still providing consultation. My number is xxx-xxx-xxxx. I’ve learned a lot the past 2-3 years, the hard way. I should have called you sooner.”

Do It Now!

The issues referenced in this email include this person’s Strengths, Self-Awareness and his need to develop more polished Emotional Intelligence.  I can help this person today. I could also have helped this person two years ago and he likely would have been able to skip some of the lessons he has learned the hard way”.

Looking Back From the Future

As I look back at 2017 from the future, I’m 100% certain that those high IQ professionals I’m privileged to serve today, where we’re working to develop stronger Self-Awareness and stronger Emotional Intelligence, will already be ready for action when 2020 and 2025 arrive.

The truth is that those who engage in this type of coaching today will be well-ahead of the curve when 2020 and 2025 arrive.

Don’t wait for tomorrow to do what you could do today. That’s my Activator® (Let’s Go) speaking!

Jeff Snyder’s, Jeff Snyder Coaching Blog, 719.686.8810

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Encouragement: Something A Person Can Never Receive Too Much Of

Thumbs Up.jpg

ENCOURAGEMENT

I try very hard to load my Monday morning schedule with calls that will get my week started off with a bang!  This past Monday was no exception.  Yes, this is a testimonial from one of my coaching clients but in reverse, what my coaching client delivered to me was encouragement on a silver platter. 

When was the last time you passed on encouragement to someone else on a silver platter?  Do you have any idea how much your actions or words of encouragement might mean to someone else? 

Just spent my first hour on the phone with Jeff Snyder Coaching - motivational, inspirational, eye opening, validating, humbling, and completely NOT what I was anticipating for a first call!  It was SO MUCH more!  I came away with insights and pragmatic, practical, tools I can put into action in my work/relationships starting as early as today! 

IF you are willing to go there, Jeff will provide you with the “code” and he’ll help you crack open the door to possibilities and the journey that lies ahead of you.  BUT, ultimately, it’s up to you, to take that first step and then follow through with a commitment to taking action on the insights, resources, materials, and strategy that Jeff will place at your fingertips.

Jeff, Thanks for the investments you are making in people lives.

PS: If like me, you’re 50 plus with some insights on life, Jeff’s coaching will give you a whole new edge on leading the upcoming generation. We can all learn a thing or two.
— Mark Scoular, Executive Director

This testimonial came to me by way of me digging as deep as I possibly could to deliver value to this coaching client. This is the same value I strive to deliver to each and every one of my coaching clients.

I can’t wait to tackle next Monday’s loaded schedule!

Jeff Snyder’s, Jeff Snyder Coaching Blog, 719.686.8810

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What’s Wrong with This LinkedIn Advice?

LinkedIn

This morning, I accepted a LinkedIn invitation from someone who fits into my connection strategy on LinkedIn.  Yes, I’ve had a LinkedIn Strategy for many years that I’ve stuck with on my way to a nearly full LinkedIn network.

Immediately after accepting the new connection invitation, a LinkedIn page popped up suggesting that I send invitations to 436 people. Not only was this a suggestion, 436 names with titles and photos popped up with the connect box conveniently checked 436 times.

LinkedIn Trouble 2.jpg

If I were to click the “Add Connections (436)” button, what do you think the odds are the LinkedIn would freeze my account for sending connection invites to 436 people I don’t personally know?

LinkedIn Trouble 1.jpg

 

  • If you’re going to use LinkedIn, create strategies for your personal use of LinkedIn and stick to them.
  • I like shiny objects just as much as the next person. In this case, LinkedIn offered up a “shiny object” that on the surface looked great. Once I thought about the potential penalties that would likely be levied against my LinkedIn account if I were to add 436 people to my account all at once, the “shiny object lost its luster.

Jeff Snyder's, Jeff Snyder Coaching Blog, 719.686.8810

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Taking Action…Why It’s So Hard for Some People to Do

Activator

Taking Action…Why It’s So Hard for Some People to Do

  • He says, “I’m stuck in my career.”  The career coach, who is built with Visionary and Strategic abilities, knows precisely how to get his prospective client un-stuck.  Sadly, the prospective client doesn’t take action.
  • He needs to lose weight. His life literally depends on it.  Why is it so difficult to leave one’s comfort zone of over-eating and not exercising to do better? He has such a hard time acting to do what he knows he needs to do. He’s been reprimanded and held back in his career because he comes across too harshly to his peers and subordinates. He knows he has a problem, but rather than taking action to identify and address the problem with someone who specializes in solving such problems, he continues repeating the same behavior.  Why is it so difficult for this person to leave their comfort zone that includes bad behavior to pursue behavior that others will appreciate?
  • She wants to get in better shape.  She doesn’t like to exercise alone and she knows that if she tries, her get-up-and-go and motivation won’t last long.  Rather than finding a way to connect with someone to exercise with her to create accountability, she keeps putting the idea on the backburner and fails to act.

StrengthsFinder™

The Clifton StrengthsFinder™ measures 34 traits that each one of us possesses.  The StrengthsFinder trait that leads to taking action is called Activator®. A person who is gifted with this trait “can make things happen by turning thoughts into action.” This is the person you want to call on when you need to get a project out of paralysis of analysis mode and get it moving forward.

If you have trouble getting things started in your professional life or in your work life, chances are that your Activator® trait as measured by the Clifton StrengthsFinder™ may not be high.

Take Action

Why not find out where your Activator® sits amongst your 34 traits?  Once you know, you’ll develop clarity around why getting started might be difficult for you.  A strengths coach can help you to build a strategy to compensate for your lack of Activator® if that’s who you are.

Out of 34 traits that make up the Clifton StrengthsFinder™, Activator comes in at number 29 out of 34 in terms of frequency of landing in a person’s Top 5 traits. 

What this means is that only 11% of people who have taken a StrengthsFinder™ find Activator® showing up in their top traits. If you possess this trait high in your traits list, you have something special.

If you’re not an Activator® but you need to get an effort moving forward, find someone who has high Activator® and/or consider hiring a personal coach who is gifted with Activator® to help you get moving in a positive direction.

Jeff Snyder’s, Jeff Snyder Coaching Blog, Strengths Coaching, 719.686.8810

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“I’m Stuck”, Said the Job Seeker

Stuck

Many job seekers get stuck because they don’t see the strategic paths from where they are that lead to where they want to go.

While your resume is always about you, it should always be written for the benefit of another person. We’ll call these other people the audience for your resume.

  • If in your profession, you use language, acronyms and/or abbreviations that 100% of your audience does not use or clearly understand, you might get stuck.
  • Most people write resumes about themselves as if they’re writing their resume for themselves.  This approach will frequently get you stuck.
  • If your resume’s audience can’t figure out who you are, where you are, how to contact you, what you’re great at and how you can specifically solve their problems, you’ll likely find yourself getting stuck.
  • If you're ready for a leadership role and you're sending out resumes that carry laundry lists of technology rather than evidence of what you've done to lead, guide, mentor and grow other people, you'll likely get stuck in the hands-on individual contributor role you're in today. 
  • When employers are asking for job candidates who are visionary, strategic, collaborators who can influence, guide and execute and you aren't crystal clear as to which of those traits describe you, it will be very difficult to write a resume that addresses the traits and behaviors employers are seeking.
  • Your resume should give evidence of accomplishments, contributions and the value you've created for past employers in order to demonstrate that you can create similar value for the future employer.

Research by The Ladders suggests that you now have 6 seconds to make a first impression when you share your resume. In those first 6 seconds when a resume reviewer puts their eyes on your resume, you’re making a first impression whether the impression is a good or a bad impression.

Your resume's first impression should be clean, clear and logical enough to entice a data-overwhelmed resume reviewer to slow down to read your resume. 

Your resume's first impression is either an impression that will open an interview door or it is an impression that will keep you stuck in your current situation.

Jeff Snyder Coaching Blog, 719.686.8810

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Courageous Leadership...is it in You?

Courageous Leadership

 

Dictionary.com defines Courage like this: the quality of mind or spirit that enables a person to face difficulty, danger, pain, etc., without fear; bravery.

Many authors have suggested that leadership requires courage.  The Clifton StrengthsFinder™ specifically isolates and measures a person’s courage in a trait called Self-Assurance®.

The Clifton StrengthsFinder™ defines Self-Assurance® like this: People exceptionally talented in the Self-Assurance® theme feel confident in their ability to manage their own lives. They possess an inner compass that gives them confidence that their decisions are right.

More than 16.7 million people globally have now taken a Clifton StrengthsFinder™ assessment. When 15,000,000 had taken a Clifton StrengthsFinder™, I crunched some interesting numbers.

Out of 34 traits, Self-Assurance® comes in at number 33 in terms of how often it shows up in a person’s Top 5 traits or themes.  Out of 15,001,435 StrengthsFinder™ assessments, Self-Assurance came up 710,060 times in assessment taker’s Top 5 Traits.  This number equates to .047% of the time.

When I dug further, I found that for men, Self-Assurance® came up .061% of the time in their Top 5 themes. For women, Self-Assurance came up .025% of the time in their Top 5 themes.

Self-Assurance®, as measured by the Clifton StrengthsFinder, ™ is a powerful influencing theme.  What this means is that people who have this trait and people to turn this trait into a strength are specially equipped with a talent that fits well in leadership roles.

If you lead or you want to lead, find out where the Self-Assurance® falls among your 34 traits on the Clifton StrengthsFinder™.

Don’t stop once you find out. The power behind the Clifton StrengthsFinder™ occurs when a person:

  • learns their potential strengths
  • when they take ownership over their potential strengths
  • when they turn their traits into strengths and
  • when they properly aim their strengths towards work or activities where they can produce the best version of themselves

This is what an experienced Strengths Coach can do when you engage with them in their Strengths Coaching methodology.

Jeff Snyder’s, Jeff Snyder Coaching Blog, 719.686.8810

  

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One “C” Suite Leader’s Personal Benefits from Developing Emotional Intelligence

Emotional Intelligence Improvement

Emotional Intelligence

The term “emotional intelligence” was coined and formally defined by John (Jack) Mayer of the University of New Hampshire and Peter Salovey of Yale University in 1990.

Jack Mayer and Peter Salovey define Emotional Intelligence as “the ability to perceive emotions, to access and generate emotions so as to assist thought, to understand emotions and emotional meanings, and to reflectively regulate emotions in ways that promote emotional and intellectual growth.”

Research has shown that there is no difference between emotional intelligence in men and women. Women do however frequently score higher in some emotional intelligence skills than most men.

Men are more likely to dismiss the value of emotional intelligence than women.

A “C” suite coaching client of mine who has been working with me as his coach for several years now, shared these ideas with me yesterday.

Benefits of Emotional Intelligence

  • “I’ve become much more efficient in my relationships.”
  • “I now pick up on other people’s behaviors that I didn’t notice before because I was too busy focusing on myself.”
  • “When you understand emotional intelligence, you learn to break through other people’s acts.  It’s as if you learn how to decode other’s sincerity or lack thereof.”
  • “Knowing my emotional intelligence has caused me to make a lot of behavioral adjustments that I could have never made before when I was unaware of how I was coming across to others.”
  • “Developing EQ has pushed me to learn how to leverage my gift as a Strategic leader and I no longer feel the need to convince others that I know everything. I stick to the strategy and delegate the details to people on my team who are more capable of carrying out detailed assignments.”
  • “My recent presentation to the Audit Committee was a 10 on a scale of 10.  My presentation to the Board of Directors was a 9.5 on a scale of 10. These ratings came to me from my boss.”

This was one of my most favorite conversations of all time. To have worked with someone for several years to improve behavior, the most difficult task on the planet, and to learn about these kinds of results was priceless.  Then the feedback got even better from my perspective.

What you’ve exposed me to today has touched me at the core of my being. You are amazingly talented at coaching.
— "C" Suite Executive

While these are not the only benefits to be gained by understanding one’s emotional intelligence, these are benefits that came to my client’s mind in one conversation.

This “C” suite executive’s life has changed because of the work we’ve done together to improve his emotional intelligence. No, I’m not guessing at this. I’ve been told on many occasions by this same client that the work we’ve done together has impacted him professionally as well as at home with his wife and his son.

It’s never too late to learn the current state of your own emotional intelligence. It's also not too late to learn how to improve your emotional intelligence.  The benefits of doing so are virtually endless. The sooner you get started the more time there is to create lasting impact.

Jeff Snyder is a Certified Emotional Intelligence Coaching delivering his Emotional Intelligence Coaching services through Jeff Snyder Coaching.

 

 

 

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Resume First Impressions Matter

Resume First Impression
Jeff’s approach to resume writing results is a clear, directed, and simply effective resume for getting results.  Jeff will show you how to best position yourself to get through HR, sell yourself to the hiring manager, and get the job you want.
— Chief Information Security Officer

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How to Turn Your Weaknesses into Strengths…That’s Not Right

Strengths Coaching

This video title just landed in my Inbox. It didn’t sit well with me.

I coach Strengths every day. My clients are passionate people who are already good at what they do. Often, the people I work with don’t like comfort zones. By learning their Strengths, they learn how to step outside their comfort zone to stretch and to grow.

My clients come to me because they want to fine-tune what they do to produce a great performance. They’re interested in being maximized and they can’t wait to learn more about themselves.

STRENGTHS COACHING

In the realm of Strengths Coaching, we start off with an assessment that has been taken over 16,000,000 times around the world to identify a person’s unique traits.  We all possess the 34 traits that are identified through this assessment. What makes each us 100% unique is the order in which our traits line up.

The order in which one’s traits line up determines how they have potential to deliver a great performance. Everybody can deliver a great performance of some kind.

Everyone has hidden talents and abilities that, once discovered, can be turned into superpowers.  Jeff is uniquely talented at identifying a person’s greatest abilities, then maximizing those abilities to produce true strengths.
— Chief Information Security Officer

STRENGTHS MATURITY

The traits that show up near the top of one’s assessment report are the traits that can be turned into Strengths. Decades of research shows that when people are given the opportunity to do what they have potential to be great at, the impact on the individual, team, or organization can be powerful.

Some of the benefits include Personal Clarity, Self-Confidence, Direction, Effectiveness, Efficiency, Engagement with one’s work, Stronger Relationships and more.

DON’T FOCUS ON WEAKNESSES

The idea here is to identify one’s natural talents. From there, we can work to mature a person’s top talents into full-blown Strengths. Strengths have no cap on them in terms of just how great they can become.

I don’t ignore weaknesses. In fact, I help my clients to identify their weaknesses. Then, I help my clients to build a strategy around their Weaknesses so their weaknesses don’t derail the pursuit of maximizing their Strengths.

There is no value whatsoever to be gained in trying to turn a weakness into a Strength.  There is tremendous value in maximizing one’s Strengths.

When you’re ready to find Clarity around what your natural Strengths are, call me.

Stand out from the crowd and get the job!  Jeff will teach you how to discover your greatest strengths, and then market yourself to your next employer. 
— Chief Information Security Officer

Jeff Snyder’s, Jeff Snyder Coaching Blog, 719.686.8810

 

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How to Master an Interview

Mastering an Interview

Interviewing is an art versus a science. There are no tricks. There are no gimmicks. 

Mastering an interviewing comes down to pure communication. You have control over some of this communication but you’ll never have control over all the communication that occurs in an interview.

While you can prepare for an interviewer’s questions, you’ll never know exactly what will be asked of you in an interview. 

What you have 100% control over is what you choose to say during your interview.

  • You have control over how you choose to articulate your past stories of accomplishment, contribution and value delivered to previous employers.
  • You have complete control over knowing how to articulate what it is that you bring to the table in terms of skills.  Focus on skills that matter most to your interviewing audience.
  • You have control over how you talk about past successes and past failures. You should use both successes and failures as opportunities for learning and growing. How you express what you’ve learned and how you’ve grown makes all the difference in an interview.
  • You have control over the questions you ask in an interview. Ask questions about the company. Ask questions about the job itself. Ask the hiring manager to articulate his / her management style. Research shows that people leave bad manager relationships far more often than they leave because of larger company issues.
  • Those who strategically take interviewing to the next level invest in learning their unique personal strengths. They know how to articulate what they have potential to be great at and they know how to articulate what they should say “NO” to based on how they are wired.

Those who approach interviews with extreme Clarity, Confidence and Direction are the ones who get offers for the best jobs.

Jeff Snyder’s, Jeff Snyder Coaching Blog, 719.686.8810

 

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