October 19, 2020

14 common hazards that prevent your career success from growing

Source: Unsplash

14 common hazards that prevent your career success from growing.

What’s preventing you from reaching your career goals? I’ve seen many people achieve beyond their wildest expectations and I’ve witnessed individuals fall short of realizing their dreams.

Why are some successful and others are not?

My conclusions are based on observing over many years that individuals who are not able to manoeuvre through the following pitfalls tend to underachieve while those who avoid them perform better and realize greater success.

1. Your competitive strategy is ineffective

The competition for career opportunities is more intense now than ever before and it shows no signs of waning. Fewer job opportunities and more people hunting for those opportunities results in raging battles to determine the winner.

Winners have a specific strategy to compete with the crowd for these limited opportunities. They have perfected their career game plan and have created a personal ONLY statement that separates them from everyone else.

If your career is stalling, it might be that either you don’t have a personal ONLY statement or you have one that doesn’t work; it’s not strong enough — it doesn’t make you stand out from others in a way that is relevant to the needs of the organization.

Remember, your ONLY statement should always be a draft because you are constantly testing its validity with your stakeholder groups that see you in action every day. Keep tweaking it based on the feedback you receive, the new skills and competencies you acquire and on the changing needs of the organization.

2. You’re invisible

Some people are invisible to those around them, particularly the career decision makers.
Get noticed in the crowd of people all looking to advance themselves.
You must be competent in your current role, of course, but if you are indistinguishable from your colleagues you have no way of being on a decision maker’s radar for job opportunities.

It’s interesting that getting noticed is uncomfortable for many people; they don’t like drawing attention to themselves. It’s almost like we’ve been taught at an early age that it’s somehow inappropriate to do things that make us stand out in our class — it makes us arrogant and narcissistic. Well, you need to get over that if that’s how you feel.

Leaders who are the custodians of opportunities in an organization must have you in their line of sight as a high potential individual who can contribute a great deal to the organization and who should be given the chance to do so.

There’s no prize if you are a genius and no one knows it but your mom.

Develop a ‘be visible’ plan that thoughtfully and respectfully unmasks you in front of the organization and presents your achievements in a simple, factual and truthful way.

Show your stuff in a way that is not merely an ego expression but rather a truthful narrative on what you do day in and day out to execute the strategy of the organization.

3. You’re not creating enough value

Achieve results that people care about. The focus must be on the benefits you create for the organization (and for people) as opposed to delivering a project or beating an objective due date for example.

It’s admirable that you completed your project two weeks ahead of schedule but what’s more important are the benefits you delivered to customers or employees or shareholders earlier than expected.

Realize that the project or task you’ve been given is just the internal vehicle for adding value to ‘the outside’; keep your eyes on your contribution to the marketplace within which your organization operates.

By the way, if you are successful with this approach other organizations might notice, and you may suddenly be presented with more career options.

4. Differences don’t define you

You’re perceived to be the same as others around you; you blend in.
To move forward, you need to determine how you can be different from others; how you can be the ONLY one that does what you do (see my article on creating your career game plan).

If you’re not different than everyone else in some meaningful way — in a way that contributes to the goals and objectives of the organization — you will be viewed as nothing more than a common member of the herd and will have difficulty achieving a breakthrough in your career.

The crowd is a home for those who like the safety and comfort of not taking risks; who follow what others do and who love the consistency of crowd activity which lacks up-and-down variability — these attributes don’t apply to individuals who have successfully moved upward in any organization.

5. You’re a copycat

As a sequel to the above point, you place too much emphasis on copying others under the guise of innovation.

Copying best practices and doing what best in class organizations do runs rampant in organizations today. When faced with a ‘How should we do this?’ challenge, the first response by many professionals is to find a best practise and try to copy and implement it.

Copying is the antithesis of creativity.

Successful people don’t automatically turn to a solution that someone else has thought of and used; they search for a unique approach that stands out from the crowd of best practices to become the best practice and the organization that others see as the benchmark to copy.

It’s one thing to learn from what others do and then morph it into something different that adds a personal twist; it’s quite another to copy what someone else does word-for-word and expect some miraculous improvement in one’s career. It won’t happen.

Don’t be lured into believing that emulation is the route to anything else but continuing to blend into the crowd with lacklustre performance like everyone else.

Sameness begets mediocrity.

You must find your own way to break the mould of commonness and it doesn’t have to be complicated:
    ➖ invent your own unique way to solve problems;
    ➖ do more of what was asked;
    ➖ hang out with ‘weird’ people and see how they deal with life’s challenges;
    ➖ go the opposite direction to what is expected;
    ➖ use trusted external resources for added credibility to what you do inside the organization;
    ➖ launch recognition events for colleagues who have helped you deliver results;
    ➖ launch additional projects from your original task without being told to do it.

The important thing is to add your own twist to whatever you do; make it a different part of your personal brand. Every opportunity you are given is a gift to be different; the successful ones know it and they gratefully accept it.

I have a trick to keep my be different mantra constantly in front of me. I ask myself ‘How can I do this differently?’ as the context for how I approach a new project, role (or a vacation with my grandchildren for that matter).

6. You talk more than you do

You’re viewed as a thinker; someone who loves to study and analyze things as opposed to someone who’s a doer.

A little less conversation, a little more action please — Elvis Presley

Career success isn’t about intent; it’s about getting stuff done in the trenches where life is messy and people never behave the way you expect them to.

It’s easy to declare what you want to achieve and sell your idea on its theoretical merits (every good idea is only a theoretical possibility until it achieves results).
But in the final analysis, unless the notion actually produces something it’s basically useless.

Getting it done relies largely on the right hemisphere of the brain where emotion, passion, tenacity and perseverance live, not the left brain that houses logic and intelligence.

Implementation practitioners understand that if they are not prepared to get dirty in the trenches, their idea will be lost — Roy, dirty hands

Expending emotional energy to overcome roadblocks and barriers is the key ingredient to seeing a good idea successfully implemented.

My rule of thumb is to spend 20% of your time on the idea — get it sorta right — and 80% of your time on implementing it and tweaking it on the run based on what you learn as you implement it.

7. Your network needs a do-over

There are two potential issues with someone’s personal network: one, it can be too small and/or two, it can be of low quality.

On the former, some people simply don’t have enough contacts; their network is too small to effectively exploit the potential opportunities that are out there.

A broad network exposes more possibilities; a narrow network is more restrictive and is likely to present chances in fewer disciplines to choose from.

To avoid this pitfall, develop a strategy to expand your personal network. Remember to target quality contacts rather than trying to acquire arbitrary social media connections.

You will get a higher return (measured by the potential to supply you with job opportunities) from 100 quality LinkedIn connections, for example, than 1,000 Twitter followers or FB friends.

Also look to build alliances both within and outside the organization. Successful individuals rarely do it on their own; they need people around them who support their efforts and talk them up to others. Having colleagues spread your word is essential to being noticed and rewarded for your efforts.

It takes a community to create a winner, so be prepared to devote time and energy into creating communities of support and follower-ship.

Make a point of meeting someone — or ZOOMing them — for happy hour as a way to maintain relationships and update them on your current activities.

In terms of the quality of your network, perhaps your network is failing you and needs to be refreshed — the contacts you have are out of date in terms of the support they can provide you.

A productive network should be able to provide you with information you can use to progress your career because generally whoever possesses the most reliable information is in the best position to outdo everyone around them — they do the right thing quicker. And success usually follows.

Inventory your connections:
    ➖ Do you have people connected with areas critical to your career plan? 
    ➖ How many of your LinkedIn connections actually relate to your target position?
    ➖ Are they acquaintances or proven advocates?
    ➖ How many of your contacts have called you proactively to ask how you’re making out.
    ➖ How many of them have referred you to others?
    ➖ Have they provided you with information lately that has been useful in advancing your career agenda?

Purge your list down to the critical few people who can actually provide you with the information that could help you and who are willing to do so. And as I’ve stated above, add to the list if you have voids.

8. You rely too much on your education

Of course education is vital to success but don’t count on it to make you successful.

I look at an academic pedigree as the ante to play the career game. You need the piece of paper to play the game but it won’t guarantee you’ll win it.

Too many young professionals enter the work world expecting to be treated favourably because they have toiled for 8 years to graduate with status in a specific discipline. They feel entitled to get the opportunities that come available because of the knowledge they’ve gained.

Your academic pedigree gets you in the career game, but it doesn’t determine success.

But that’s not the way it works. Success depends on what you do with what you know; how you leverage your knowledge into amazing results for who you work for.

So take your piece of paper, suck everything you can out of it you can, and do stuff with it. The more clever you are at getting stuff done, the more successful you’ll be.

The other barrier associated with education is the tendency for everyone to approach problem solving the same way — ‘HOW compliance’.
We were taught a specific way to do things at school and we had to relentlessly comply with the academic rules leaving no room to be different.

Perhaps more effort in determining different ways of achieving results will help.

9. You have the wrong kind of mentor

Someone who is intellectually brilliant but has never done much to successfully implement a worthy solution in the real world unfortunately attracts mentees.

Young people looking for a mentor are infatuated by the number of letters behind a person’s name as opposed to the list of things they have successfully implemented in the face of chaotic market forces.

This is a huge pitfall to success because it assumes high performance comes from the intellect and it doesn’t. As I’ve said many times before, success comes from the passion and fire in the belly of individuals who are driven to achieve.

Find a mentor who has a rich history of accomplishments; someone who has demonstrated they are unafraid of getting dirty to deliver. Listen to that person rather than the IQ-ladened one.

Most young professionals look to the person who knows stuff as their source for career advice and guidance. After all, most experts have knowledge credentials posted after their names — doctorate, masters and bachelor degree designations for example — and therefore are an attractive target for young people looking for guidance.

In my experience, however, the people to look up to; those individuals who have proven they can deliver results, are the ones who should be listened to and followed.

I have never seen one of these elite practitioners, for example, use the designation ‘consistent deliverer’ or ‘doer’ after their name, but they should.

Master crafters of doing stuff.

I know many smart people who have achieved less than their potential because they put all their trust in the way things should work — based on theory — as opposed to pouring their energy into finding a way to make them work in the hard realities of people bias and internal politics.

You might be enlightened and lucky enough to amass a stable of doer mentors but you can still run into trouble if you don’t use them effectively. And that generally requires that you spend a lot of time with them.
And when the rate of change around you is extreme— like COVID-time for example — it is essential you are constantly with your mentors.

They need to hear the latest version of your career plan, the competition you face and the setbacks you have experienced. Ask for their comments and insights on actions you could take.

Check your calendar. If you are not setting time aside to meet a mentor at least once a week, get on it and book some appointments for the next 3 months.

10. You’re not keeping up

Some people fall victim to believing that there are limits to what you have to learn to achieve success; that once you have amassed a certain amount of knowledge you can stop the learning process.

It’s almost like they believe the momentum created by what they’ve learned up to now will carry them into the future.

Wrong! Success is achieved not by a ‘one hit wonder’ but by a continuous stream of accomplishments over the long term. It’s a function of consistently performing at a high level step by step, day after day.

And the only way long term a high level of consistency can be attained is by continuously learning something new; you need to find a way to stream new knowledge into your head constantly.

11. You tend to rely on what worked yesterday

What got you here will surely get you to where you need to go, right? After all, you’ve been successful doing certain things well and it paid off, so why wouldn’t it continue to pay off in the future?

The truth is, if your new challenge had all the properties of the past challenges you successfully defeated, then maybe you could get by with sticking to the practices that worked for you then.

But that’s not the real world. Things change and there’s no such thing as a challenge that looks the same as yesterday. Pandemics occur and completely change the landscape of the world. New competitors enter. Technology disruption happens. Customer demands change.

Nothing stays the same.

If you really think sticking to your tried and true strategy and approach to your job will keep working into an environment of constant change and unpredictability, good luck with that. It won’t.

12. You’re not clear on your career goal

A productive career — one that steadily advances — has a certain signature; it has clarity around the specific position an individual is targeting. And it is time specific; it has a 24-month period to achieve the objective.

For example, “I intend to be director of marketing for XYX organization by March 1, 2022” is a focused career plan objective which can inform the action plan to actually see it come to fruition.

When this clarity of purpose is missing, the actions individuals take are confused; they are not measured towards a goal and their intentions are often vague and inconsistent. People are busy but they can’t get the meaningful traction they need to make progress.

To relentlessly keep moving forward, your career plan needs to be focused on your desired outcome. It’s the only way your actions will have purpose and can be measured for their effectiveness.

13. You’re not aligned with the strategy of the organization

In a perfect world, every employee in an organization is homeomorphically aligned with the game plan it has set in motion.

Each person knows specifically what is expected of them and delivers results that contribute to moving the organization forward on its chosen path. And they behave in a manner consistent with the values the organization has decided to adopt in terms of how people work together to achieve those results.

People who excel in achieving the strategic objectives of the organization typically have a successful career; those who out of alignment with them do not.

So if you sense your in the stall mode, check to ensure that your priorities are directly aligned with leadership’s strategic intent. Take the initiative to ask them if you are working on the right projects; revise your work plan accordingly.

Finally, tell leadership what you’ve done; they will be impressed and you will be climbing again sooner than you think.

14. You’re too picky

Do anything asked of you and do it with eagerness and an open mind. I have seen many high-potential people fall by the wayside because they were picky about what they did to the point that they refused to take on certain projects because they didn’t want to set themselves up for failure by trying to achieve something they felt they were not qualified to do.

Unfortunately, their actions were perceived as an unwillingness to help the organization achieve its strategic goals, to take on the personal risk necessary to deliver even though they may not be perfectly qualified.

And they found themselves in the camp of individuals who were never again asked to lead projects of a strategic nature; their career stalled.

The point is, upwardly mobile people are expected to overreach every once in a while, to go for something that is beyond their capability. They treat the opportunity as a source of learning and growth and are okay with the inherent personal risk involved.

Weaving your way to success through any organization is a challenge, with hazards and pitfalls awaiting you around every corner. But there are simple practical ways to avoid them and achieve the success you seek. It’s not rocket science.

Cheers,
Roy
Check out my BE DiFFERENT or be dead book series

• Posted 10.19.20 at 06:29 am by Roy Osing
• Permalink

October 12, 2020

What school failed to teach me about good leadership

Source: Pexels

Standout leadership is not discovered in any textbook. It is born in the trenches where results are achieved, conflict occurs, people engage and pain is experienced.

Every day is different. Each day teaches you something new.

My schooling as a leader covered more than 12,000 days; here are the key lessons they taught me.

1. Fast is better than perfect

Unfortunately, school teaches us that every problem has a right answer. This belief is a non-starter in business, where workable and remarkable solutions are often inelegant and messy. But they are effective because they capture the hearts of the people implementing them.

Business is fluid. It can’t be explained by trend analysis. ‘Plan A’ rarely works. If you are doing lots of imperfect stuff fast, you are on the right track.

2. Losing is a better teacher than success

Success encourages you to stay with the playbook that has worked so far and doesn’t force you to deviate.
Losing, on the other hand, forces you to get out of your comfort zone, to try a different approach and create a new box to play in.
When you lose, study your failure from every possible angle. Your post-loss analysis will guide you effectively as you encounter future situations.

The best leaders I knew always looked for opportunity in the face of adversity.

When looking down the barrel of a gun after a loss, many traditional leaders respond in one of the following ways. They:

▪️throw up their hands and claim unfair.
▪️make excuses due to a lack of resources and budget.
▪️shout foul play due to a competitor’s clever move.
▪️blame employees for the inability to execute their plan.
▪️denigrate the economy for the unplanned turn of events.

Great leaders don’t spend much time whining about the fact the target was missed. They are more concerned about learning from the result and recovering from it.

Standout leaders try to find the ‘pony’ that created the excrement they are buried in.

Failure teaches the leader that:

▪️virtually nothing happens as planned.
▪️a thoughtful response to the unexpected is a real competitive advantage.
▪️‘Plan B’ is more important than ‘Plan A’.
▪️the dynamics around execution are critical to success.
▪️customers haven’t been satisfied in some way; a deeper understanding of what’s going on with them is vital to finding the pony.

Find the pony buried in your failure and act fast to recover and create more value. The market will remember how you found and leveraged the pony, not that you lost.

3. What got you here is irrelevant

It won’t get you to where you need to go. The past is merely a record of what worked then; it’s not a prescription of what will work now or tomorrow.
It’s all about ‘What have you done for me lately?’ Every new challenge requires something different from you. Have the discipline to ask ‘What do I have to do differently now that I have new responsibilities?’

And keep your feet moving. Every day should be a new day in terms of doing something remarkable.

4. Outrageous demands sometimes get met

People who are known for unique skills and have strong currency within an organization earn the right to be bold, to stick out their chins and blatantly ask for what they want even though what they want may be considered ‘ridiculous’ in terms of what has traditionally been acceptable.

But individual leverage is vital (the organization needs you to perform a key and necessary role) and timing is critical (they need you to do it now).
If both leverage and timing are in your favour, you will be surprised with what you can accomplish. Make yourself invaluable; watch for the opening and don’t be afraid to ask.

Outrageous demands get met because others think more of you than you do.

5. Suck it up when you think you’ve been screwed over

You will always have setbacks, situations where someone else has got the prize, be it the position in the organization you wanted or a role you wanted to play. That’s just the way it is.

What really matters is how you deal with an outcome that doesn’t go as you would like. The key thing to understand in these circumstances is that it’s done. You have zero ability to change the decision that has been made. The only thing you have any degree of control over is what you do next.

So pause, take a deep breath, absorb the punch; congratulate the winner; muzzle your ego and move on to fight another day.

6. Nosiness define good leadership

The antithesis of stand-off leadership is the ‘jump-in’ leader where they stick their nose in everything they consider important to the execution of the organization’s strategy.

They know which functions are critical and what projects will determine success or failure, so they make a point of probing the status of crucial activities in detail trying to get a picture of what is needed to ensure the expected goal is achieved.
Every day of the week they stick their nose into something different. And they do it personally with no backup entourage.

The ‘Probing Proboscis’ sees their role to determine barriers to strategy execution and to provide the lubricant necessary to keep things moving.

7. Eat your own dog food

It’s not about what you preach, it’s about what you do to demonstrate your words. Far too often leaders preach a set of values and yet don’t consistently practice what they say.

They talk about creating a risk-taking culture but punish those that make mistakes. They talk about being customer focused but they have no calendar time dedicated to meeting with customers.

They talk about people as the most important asset of the organization but they have a closed-door policy and it is impossible for employees to get face time with them.

This type of behavior does not go unnoticed by employees. Employees see the inconsistency between words and action and they are left with the conclusion that it is all a facade and the leader doesn’t really mean what they say.

As a result the organization falters. Little progress is made towards a healthier future. Employee satisfaction plummets. Competitors plunder.

The ‘do as I say and not what I do’ thing doesn’t work. It’s an insult to people’s intelligence. Leaders must step up and eat their own dog food.

8. You can’t train people to like humans

The more than subtle takeaway here is that training has its definite limitations. Yes, you can train people to follow procedures and you can train them to perform routine tasks. And, yes, there are certain skills that can be taught such as how to build a sales funnel, how to segment a market and how to apply a forecasting model to project future results.

But if the job is to serve other people, training doesn’t cut it because in order to take care of the needs and wants of another person you really have to like engaging with them first. And the prerequisite to effectively deal with others is have to have the caregiver gene in your DNA.

People with this human bias can only be found through the recruitment process.

You can’t train people to like humans; you have to hunt for them and recruit them.

9. Doing it is 10 times better than talking about it

Theory and academic principles are important determinants of success in business, but cannot be relied on to drive superlative performance and amazing results. It’s one thing to have a brilliant plan on paper but it’s quite another to transform the theoretical solution into expected results.

The only way a plan on paper succeeds (or fails) is to get on with it and do it, learn from it and modify it on the run.
Invest 80% of your time on ‘doing it’ rather than on postulating on the efficacy of the plan and how brilliant it is.

In sum…

Each day I spent as a leader taught me something I could only learn in the heat of the action. These lessons were key to my career; let them be your guide as well.

Cheers,
Roy
Check out my BE DiFFERENT or be dead Book Series

• Posted 10.12.20 at 05:00 am by Roy Osing
• Permalink

October 11, 2020

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What’s the motivation to BE DiFFERENT? Why go on this “painful” journey? Why put up with the backstabbing? Why be The ONLY One? The Mindset Growth Podcast.

In this episode, I discuss why most organizations are too myopic in their #sales #strategy, pushing monthly or quarterly goals rather than embracing a long-term strategy for effective sales. I share my ‘customer report card’ Move to refocus sales teams on nurturing the customer rather than foisting pushy sales techniques. Business Essentials Daily

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Growing Business at an Audacious Level, Your Spectacular Life
The Audacious Unheard-of Ways Roy Osing took a Startup to A BILLION IN SALES. “Roy provides tangible tips and frameworks for developing effective business strategies, leading teams, standing out from the competition and more. You’ll come away with new perspectives and motivation to take your business to the next level.” The Profit Answer Man Show
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Unleashing Audacity: Being DiFFERENT and Dominating the Market. “ This is an episode you won’t want to miss, packed with practical advice, proven strategies, and audacious ways to break away from the norm. Join us in the conversation and learn how to stand out in today’s competitive business landscape. So, tune in, get inspired, and learn how to be audaciously different.” Financial Freedom for Physicians
How a Guy Took A Startup To A Billion In Sales. “Dive into the remarkable journey of Roy Osing, a true powerhouse in the business world. Roy has seen it all and done it all.”, The Pete Primeau Show
Breaking Away From The Herd: Why it’s critical to break away from the herd, be different and the key elements of an audacious leader, The Audacious Living Podcast
How to be the ONLY ONE who does what you do, In Turn Podcast
How to Avoid Being Forgotten, Design your Legacy
Keys to a Great Sales Team, Business Essentials Daily
Standing out. Defining the Fox. Being The ONLY One, Remarkable People

Your Mistakes Could Win You Business, Business Essentials Daily
Differentiation. Why? Why now? Ian Selbie Sales Pro
Being Memorable with Dazzling Customer Service, Business Essentials Daily
What’s Wrong With Blue Ocean Strategy? Business Essentials Daily
How to Build a Remarkable Personal Brand, Author to Authority
How to Stand Out, Spark The Genius

You Can’t Sell People on Ideas Alone, You Must Deliver Results, Time to Shine Today
Building a Unique One-of-a-Kind Business Strategy, Business Essentials Daily
Executing Bold Moves to Unlock Billion-Dollar Growth, The UNLOCKED Show
A Journey to A BILLION IN SALES, From Embers to Excellence
Roy Osing Helps People Cut Through The Noise, Life’s Essential Ingredients

Don’t run with the herd! Business Essentials Daily
How Being Different is the Real Path to Success, Hurricane H
Small Business Mobes for Unbelievable Growth and Success, Time to Thrive Show
How to be Audaciously Different, The KAJ Masterclass LIVE Podcast
Why Compliance Sucks, , Coaching in Session

I’m a guy who took a startup to A BILLION IN SALES, The 12|30 Podcast
Win In A Competitive World With Strategic Differentiation, CPA Marketing Genius
Roy Osing, The Original “How To” Guy, Online for Authors
How to Outperform Your Competition and Achieve Astonishing Growth, Biz Help for You
How I Took a Startup to a Billion in Sales, SalesPop!

The Contrarian Leader, The Introspective Manager
How to Use Books as a Strategic Tool to Standout, The Author Factor
How to Build Your ONLY Statement to Declare Your Uniqueness, Mind for Success
How to Build a Remarkable Personal Brand, Stuck in My Mind

Satisfy Cravings not Needs, Business Essentials Daily
Avoid the Price Trap, Business Essentials Daily
Breaking Through the Noise: Building a Winning Brand that Stands Out From Everybody Else, Curate Your Success
BE DiFFERENT or be dead, Deep Conversations with Dope Individuals

Hiring people Who Like People, Business Essentials Daily
Making Your First $1 Billion, Late Boomers
Debunking Leadership Myths, Business Essentials Daily
The Audacious Communications Skills I Learned as a Leader with Roy Osing, Publicly Speaking with Peter George
Breakaway from Boring! Be Different, Be Audacious, Straight Talk About Small Business Success
Avoid the CLAPTRAP and Move to the ONLY, Weekly Wins and Losses with James Heppner

Differentiating for Success, Success for Life
Creating an ONLY Statement to Differentiate Your Organization, Lubar Executive Education
How to Differentiate your Business and YOU, Terminal Value
Being an Audacious Leader is about Breaking away NOT Pivoting, Leading to Fulfillment
How’s That for Marketing, Leadership Powered by Common Sense

To Have a Successful Career, It’s Important to be YOU, Pursuit of Relentless
It’s Not Complicated. Look Here For the Roy’s Simple Stuff That Works, Business That Matters
Don’t be #1… be the ONLY ONE, Business Essentials Daily
Behind the Numbers is a Different Leader that ‘Lights Fires in People , Behind the Numbers
Be Audacious with Roy Osing, Straight Talk No Sugar Added

Be Audacious and Different, OR Be Dead, InnovaBuzz
Roy Osing’s Leadership Rules for being Audaciously Different, Zoe Routh on Leadership
How to Break Out, Be Different and Make an Audacious Impact, Evolution of Brand
Here’s What Sales Must Do To Succeed In 2022, The Confessions of a Sales Pro
Be Different or be dead Leadership, Tech Pro Unicorn

The ONLY way to Build a Great Business, Hive with Us
From a Startup to a BILLION, Science of CX
Audacity or Death, Fire in the Belly
If Your Sales isn’t Different, it’s dead (or soon will be), The Business of Sales
Going Boldly is about Being DiFFERENT, Russ the Big Guy
Audacious Leadership - Why it’s Absolutely Critical to your Organization’s Success, Lubar Executive Education

Why Innovation Needs You Need to be an Audacious Leader, Mind the Innovation
Roy’s Unheard-of Ways to Achieve A BILLION IN SALES, Aim to Win
How to be Different and Audacious, Leadership is Changing
An Audaciously Different Brand Story, BrandAPeel: Brand Storytelling in a Digital Age
To Live Your Best Life, Live Label Free (But BE DiFFERENT), Label Free Podcast

Cheers,
Roy

Order your copy of ‘Audacious’ NOW at:

Amazon
Google Books
Barnes and Noble
Indigo.chapters.ca
Books-A-Million
Indie Bookstore
Bookshop.org

• Posted 10.11.20 at 06:23 am by Roy Osing
• Permalink

October 10, 2020

6 proven benefits of working with a mentor

A mentor can help guide you in the right direction when entering the professional world by opening doors and offering constructive advice to ensure you reach your full potential.

6 key benefits are outlined below.

Improved productivity — A mentor can help you stay focused on your career goals by actively helping you shape and go after them.
They can also offer tips for ways to stay engaged and motivated at work or in a job search.

New perspectives— A mentor, particularly if they are outside your current network, can offer a fresh perspective based on their own unique, personal experience.
If you continuously talk to the same people, your perspective can get stale.

Unbiased feedback— A mentor can offer constructive advice to help you make improvements to your performance or resume as well as regarding setting reasonable goals.
They let you know if your career goals aren’t realistic or maybe are not ambitious enough.

Expertise in your field— A mentor can help you gain expertise in your field and aid you in gaining a strong foundation to advance.
They can help you stand out from other candidates when applying for higher level jobs by providing key insights about what should be on your resume and what to say during an interview.

Improved communication— A mentor can help you improve your communication skills, and in particular, allow you to practice talking about yourself. By practicing with your mentor, you’ll better understand how to highlight your strengths and address your weaknesses.

Increased confidence — With your acquired expertise, you’ll likely feel much more confident. Confidence can help boost your performance and level of motivation. A mentor can help you feel capable and ready to take on your next professional challenge.

Check out the visual below from the University of St. Augustine for Health Sciences for helpful tips for finding a mentor.

— Julia Morrissey is a content creator that writes on topics ranging from business to lifestyle. When she’s not writing you can find her running in Central Park in New York City or eating vegan donuts.

• Posted 10.10.20 at 04:33 am by Roy Osing
• Permalink