A bit better this week - overall a good 1st quarter ...
_______________________________________________________________
For Information: Dan Moran, 518-641-8968
March 28, 2012
Job Postings Reverse Last Week – Up Slightly
(Albany, NY, March 28, 2012) – After a one week slight drop, job postings returned to increase mode which has been consistent for the month of March, a prime month for hiring in our Region. More hiring is conducted in the period of March through June than any other period of the year. “Overall the month of March is appearing to close out up in the number of job postings, a leading indicator of hiring. Employers post open jobs and typically fill those jobs in 30 to 45 days, so this is an excellent indicator of hiring to occur”, stated Dan Moran, Founder & President of Next-Act (www.next-act.com), a career transition management firm located in Colonie. Postings for the 7 day period were 1727, up from 1665 the week prior. A quarterly report will be filed next week.
“We should see the 1st quarter to be strong, but not as strong as last year. It is important to note that in 2011, employers were posting jobs in a robust manner leading to some huge gains, but that fizzled at the end of the second quarter. This year we are seeing slower, steadier growth that is more healthy and predicable”.
For only the second time in 4 years, Syracuse eclipsed the Albany Region this week with just over 1800 job postings. Syracuse is also about 25% larger than this Region in population and number of employers. Other markets in NYS were either flat or down slightly.
About Next-Act
Next-Act, a division of DVG, Inc. is a career management & transition firm directed by Dan Moran, the Founder & President of the firm. Moran contributes over thirty years experience in career consulting, business and human resources management. In 2012, his firm will celebrate 24 years in business. Moran is noted for his expertise in helping today’s “boomers” move on to fulfilling second careers, while helping executives and professionals achieve their career goals. The firm also provides human resources consulting and corporate services to companies. Moran is also a certified facilitator for C.J. Hayden’s Get Clients Now! & Get Hired Now! programs.
For further press information: http://www.next-act.com/press_room.
Dan Moran
President & Founder
Next-Act
Career Management & Transition Specialists
Celebrating 24-years of helping others in 2012!
125 Wolf Road, Suite #128
Albany, NY 12205
Office: 518-261-4212
Cell: 518-641-8968
eFax: 586-279-4212
dmoran@next-act.com
Thursday, March 29, 2012
Sunday, March 25, 2012
Are you reevaluating your career options? Unhappy? Unproductive? – Welcome to the majority!
"Change is the law of life and those who look only to the past or present are certain to miss the future." – John F. Kennedy
I will have the opportunity to interview and get to know Dr. Mary B. Hawkins, president of Bellevue University in Bellevue, Nebraska. Dr. Hawkins and her team are involved in a very interesting project called Make it Happen Now, a initiate to motivate the some 38 million of Americans who have some post-secondary education to further their education and career development. I hope to have more on this project new week.
But I thought I would share some very interesting statistics with you that clear show:
Just shy of one-half of the working American population are ready for a change in their career on a national level (47%) --- in the Northeast, it is 50%…
And that number is huge and evidence that there will be significant movement – or “churn” – in the market as people find more opportunity and initiate change, and that is just good for all – except employers who may not be enlightened and engaged in keeping their best-of staff. Here goes:
One in four Americans say they are re-thinking their occupation because few jobs exist in their declining industry; they must switch careers to enter a growing field.
With money tight, Americans who have been out of the workforce for several years have decided to go back to work to supplement the family income. Women are leading this charge – 1 in 10 women (11 percent) report returning to the workforce to help make ends meet.
During the down economy, 12 percent of working adults have decided to start their own business.
Nearly one-quarter (23 percent) of working adults are unhappy at work. They report wanting to change the type of work they do because they want to find a job doing something they actually enjoy.
Are you ready? Think you are out there on your own? Well – you are not. Why continue in a job or career that you are unhappy in or unproductive.
Make it happen now. Take control and grow.
More next week.
And thank you for reading this. - Dan
Dan Moran
President & Founder
Next-Act
Career Management & Transition Specialists
Celebrating 24 years providing career management services in 2012!
125 Wolf Road, Suite #128
Albany, NY 12205
Office: 518-261-4212
Cell: 518-641-8968
eFax: 586-279-4212
dmoran@next-act.com
I will have the opportunity to interview and get to know Dr. Mary B. Hawkins, president of Bellevue University in Bellevue, Nebraska. Dr. Hawkins and her team are involved in a very interesting project called Make it Happen Now, a initiate to motivate the some 38 million of Americans who have some post-secondary education to further their education and career development. I hope to have more on this project new week.
But I thought I would share some very interesting statistics with you that clear show:
Just shy of one-half of the working American population are ready for a change in their career on a national level (47%) --- in the Northeast, it is 50%…
And that number is huge and evidence that there will be significant movement – or “churn” – in the market as people find more opportunity and initiate change, and that is just good for all – except employers who may not be enlightened and engaged in keeping their best-of staff. Here goes:
One in four Americans say they are re-thinking their occupation because few jobs exist in their declining industry; they must switch careers to enter a growing field.
With money tight, Americans who have been out of the workforce for several years have decided to go back to work to supplement the family income. Women are leading this charge – 1 in 10 women (11 percent) report returning to the workforce to help make ends meet.
During the down economy, 12 percent of working adults have decided to start their own business.
Nearly one-quarter (23 percent) of working adults are unhappy at work. They report wanting to change the type of work they do because they want to find a job doing something they actually enjoy.
Are you ready? Think you are out there on your own? Well – you are not. Why continue in a job or career that you are unhappy in or unproductive.
Make it happen now. Take control and grow.
More next week.
And thank you for reading this. - Dan
Dan Moran
President & Founder
Next-Act
Career Management & Transition Specialists
Celebrating 24 years providing career management services in 2012!
125 Wolf Road, Suite #128
Albany, NY 12205
Office: 518-261-4212
Cell: 518-641-8968
eFax: 586-279-4212
dmoran@next-act.com
Thursday, March 22, 2012
Job Market Report March 22 2012
Down ever so slightly - but trending still positive ...
__________________________________________________________________________________
For Information: Dan Moran, 518-641-8968
March 21, 2012
Job Postings Down Slightly – No huge swings however
(Albany, NY, March 21, 2012) – After the past two weeks of increases job postings in the Region (up 8% two weeks ago and up 5% last week) postings, a leading indicator of hiring activity, dropped very slightly to just about 1700 from 1800 the week before, an non-significant change. “After two weeks of compounded increases, the market slowed a bit – very slightly which is not unexpected. The results are consistent with national reports,” stated Dan Moran, Founder & President of Next-Act (www.next-act.com), a career transition management firm located in Colonie.
“The good news – there is consistency and continuity – no huge swings – slow, steady growth and marginal decreases”, continued Moran.
Other markets in NYS signaled the same results this pat seven days. Albany continues, and still now continues, to outpace similar but larger markets in NYS including Buffalo, Rochester and Syracuse with more job postings per capita/population.
About Next-Act
Next-Act, a division of DVG, Inc. is a career management & transition firm directed by Dan Moran, the Founder & President of the firm. Moran contributes over thirty years experience in career consulting, business and human resources management. In 2012, his firm will celebrate 24 years in business. Moran is noted for his expertise in helping today’s “boomers” move on to fulfilling second careers, while helping executives and professionals achieve their career goals. The firm also provides human resources consulting and corporate services to companies. Moran is also a certified facilitator for C.J. Hayden’s Get Clients Now! & Get Hired Now! programs.
For further press information: http://www.next-act.com/press_room.
__________________________________________________________________________________
For Information: Dan Moran, 518-641-8968
March 21, 2012
Job Postings Down Slightly – No huge swings however
(Albany, NY, March 21, 2012) – After the past two weeks of increases job postings in the Region (up 8% two weeks ago and up 5% last week) postings, a leading indicator of hiring activity, dropped very slightly to just about 1700 from 1800 the week before, an non-significant change. “After two weeks of compounded increases, the market slowed a bit – very slightly which is not unexpected. The results are consistent with national reports,” stated Dan Moran, Founder & President of Next-Act (www.next-act.com), a career transition management firm located in Colonie.
“The good news – there is consistency and continuity – no huge swings – slow, steady growth and marginal decreases”, continued Moran.
Other markets in NYS signaled the same results this pat seven days. Albany continues, and still now continues, to outpace similar but larger markets in NYS including Buffalo, Rochester and Syracuse with more job postings per capita/population.
About Next-Act
Next-Act, a division of DVG, Inc. is a career management & transition firm directed by Dan Moran, the Founder & President of the firm. Moran contributes over thirty years experience in career consulting, business and human resources management. In 2012, his firm will celebrate 24 years in business. Moran is noted for his expertise in helping today’s “boomers” move on to fulfilling second careers, while helping executives and professionals achieve their career goals. The firm also provides human resources consulting and corporate services to companies. Moran is also a certified facilitator for C.J. Hayden’s Get Clients Now! & Get Hired Now! programs.
For further press information: http://www.next-act.com/press_room.
Sunday, March 18, 2012
Leadership .. Define expectations. . Lessons from waffle house
"Never tell people how to do things. Tell them what to do and they will surprise you with their ingenuity". - George Patton
Oh come on -- admit it. When in the South you just long to or give in and visit Waffle House - that staple of the South that serves probably the worst things you eat in a very unique setting with wait staff blaring orders, cooks using what at first may seem like a strange system to keep track of orders (it's all in how they set up plates with condiments, packets, etc. That is the key) and everyone is greeted once you enter the restaurant.
I am addicted to waffle house. Gotta go. Gotta have some (umm -- scattered has browns and a bisque with sausage gravy). Gotta see leadership in action.
Huh?
Like it or not, the manner in which they handle orders is leadership driven by a process and above all, every employee knows what is expected of them. The expectations are clear, drilled into each team member and repeated over and over again. Orders are barked from the same spot next to the cook line. The cook's plan what to prepare by putting condiments in certain places on a plate that defines the order. It looks like chaos; it works!
Fast forward to March 10, 2012 -- the Gallup survey on job expectations. In the survey, just over half of employees knew what the expectations of their job are. It's the other group - those who do not understand the expectations their company or boss has of them -- that is most concerning. They didn't understand what as expected of them on the job.
Without clear expectations, employees never perform to their full potential, succeed or are top contributors. Managers should heed this advice: Tell them what is expected; they will do the job. (http://gmj.gallup.com/content/152981/Strengths-Based-Goal-Setting.aspx)
In my opinion, and the opinion of others, the reason many are disconnected, discontented, under productive or not engaged in their job may be found in the simple idea that they don't know what their job is. They are not using their strengths; they don't understand where they fit in the company.
In this situation?
Two tips:
If your manager won't define expectations for you, take control - define them yourself - If you wait for your manager to define for you, it could be a long, unproductive time. Rather, take control, define what you believe your expectations re or should be, present to you manager and drive for your manager's concurrence. Not only will you be on the right playing field with a game plan, you will be viewed as one who cares.
The end game is better productivity, sales or other metric - So, once you define your expectations, develop a plan to achieve them, document your results, conduct your own personal employee evaluation -- and share with your manager.
Manage up - find out what your bosses boss expects, and build this into your plan - Never hurts for sure, and can help in the long run.
Unfortunately, some managers are just cowards and prefer not to manage or define expectations so they can remain in control, on top and be secure. If you can't break this, it is time to move on elsewhere. Know it sound blunt - it is because it is true.
You can only win a game if you keep score and beat the other person or team. Measure every day. Win every day.
Oh come on -- admit it. When in the South you just long to or give in and visit Waffle House - that staple of the South that serves probably the worst things you eat in a very unique setting with wait staff blaring orders, cooks using what at first may seem like a strange system to keep track of orders (it's all in how they set up plates with condiments, packets, etc. That is the key) and everyone is greeted once you enter the restaurant.
I am addicted to waffle house. Gotta go. Gotta have some (umm -- scattered has browns and a bisque with sausage gravy). Gotta see leadership in action.
Huh?
Like it or not, the manner in which they handle orders is leadership driven by a process and above all, every employee knows what is expected of them. The expectations are clear, drilled into each team member and repeated over and over again. Orders are barked from the same spot next to the cook line. The cook's plan what to prepare by putting condiments in certain places on a plate that defines the order. It looks like chaos; it works!
Fast forward to March 10, 2012 -- the Gallup survey on job expectations. In the survey, just over half of employees knew what the expectations of their job are. It's the other group - those who do not understand the expectations their company or boss has of them -- that is most concerning. They didn't understand what as expected of them on the job.
Without clear expectations, employees never perform to their full potential, succeed or are top contributors. Managers should heed this advice: Tell them what is expected; they will do the job. (http://gmj.gallup.com/content/152981/Strengths-Based-Goal-Setting.aspx)
In my opinion, and the opinion of others, the reason many are disconnected, discontented, under productive or not engaged in their job may be found in the simple idea that they don't know what their job is. They are not using their strengths; they don't understand where they fit in the company.
In this situation?
Two tips:
If your manager won't define expectations for you, take control - define them yourself - If you wait for your manager to define for you, it could be a long, unproductive time. Rather, take control, define what you believe your expectations re or should be, present to you manager and drive for your manager's concurrence. Not only will you be on the right playing field with a game plan, you will be viewed as one who cares.
The end game is better productivity, sales or other metric - So, once you define your expectations, develop a plan to achieve them, document your results, conduct your own personal employee evaluation -- and share with your manager.
Manage up - find out what your bosses boss expects, and build this into your plan - Never hurts for sure, and can help in the long run.
Unfortunately, some managers are just cowards and prefer not to manage or define expectations so they can remain in control, on top and be secure. If you can't break this, it is time to move on elsewhere. Know it sound blunt - it is because it is true.
You can only win a game if you keep score and beat the other person or team. Measure every day. Win every day.
Friday, March 16, 2012
Job Market report March 15 2012
Getting better - again!
________________________________________________________
For Information: Dan Moran, 518-641-8968
March 14, 2012
Job Postings Up another 5% on top of 200 rise last week
(Albany, NY, March 14, 2012) – Job postings in the Region continued to grow by 5% over the week previous, on top of an 8% growth the prior week showing growth in the sheer number of jobs in the region and overall job market activity. “Finally. Slow, steady growth is what we saw earlier in the year and it has returned. The Region’s job market is growing consistent with national reports indicating a strong second quarter – and it is starting now. This has for sure led to the significant increase in job seekers returning to the market as reported this past week with close to one-half-million resumed looking for work”, stated Dan Moran, Founder & President of Next-Act (www.next-act.com), a career transition management firm located in Colonie.
“If you have been out of the job market, it is time to return. The market is growing and there are strong indicators of continued growth”, continued Moran whose firm, in 2012, celebrated 24 years in helping people in achieving their career goals.
About Next-Act
Next-Act, a division of DVG, Inc. is a career management & transition firm directed by Dan Moran, the Founder & President of the firm. Moran contributes over thirty years experience in career consulting, business and human resources management. In 2012, his firm will celebrate 24 years in business. Moran is noted for his expertise in helping today’s “boomers” move on to fulfilling second careers, while helping executives and professionals achieve their career goals. The firm also provides human resources consulting and corporate services to companies. Moran is also a certified facilitator for C.J. Hayden’s Get Clients Now! & Get Hired Now! programs.
________________________________________________________
For Information: Dan Moran, 518-641-8968
March 14, 2012
Job Postings Up another 5% on top of 200 rise last week
(Albany, NY, March 14, 2012) – Job postings in the Region continued to grow by 5% over the week previous, on top of an 8% growth the prior week showing growth in the sheer number of jobs in the region and overall job market activity. “Finally. Slow, steady growth is what we saw earlier in the year and it has returned. The Region’s job market is growing consistent with national reports indicating a strong second quarter – and it is starting now. This has for sure led to the significant increase in job seekers returning to the market as reported this past week with close to one-half-million resumed looking for work”, stated Dan Moran, Founder & President of Next-Act (www.next-act.com), a career transition management firm located in Colonie.
“If you have been out of the job market, it is time to return. The market is growing and there are strong indicators of continued growth”, continued Moran whose firm, in 2012, celebrated 24 years in helping people in achieving their career goals.
About Next-Act
Next-Act, a division of DVG, Inc. is a career management & transition firm directed by Dan Moran, the Founder & President of the firm. Moran contributes over thirty years experience in career consulting, business and human resources management. In 2012, his firm will celebrate 24 years in business. Moran is noted for his expertise in helping today’s “boomers” move on to fulfilling second careers, while helping executives and professionals achieve their career goals. The firm also provides human resources consulting and corporate services to companies. Moran is also a certified facilitator for C.J. Hayden’s Get Clients Now! & Get Hired Now! programs.
Sunday, March 11, 2012
Be careful ... Your Facebook page may be showing what you are wearing under your clothes ---your “privates” ...
“A brand for a company is like a reputation for a person. You earn reputation by trying to do hard things well”. – Jeff Bezos
It had to happen soon. With the rapid and rabid growth of Facebook, it is not a surprise that someday one’s Facebook page will be used to “rank” them. This brings up the subject of your own personal brand and the critical importance to you in managing your brand on all levels. More on this in a bit.
What you put out there may be used to “rate” you in your career …. and you might not know it!
A recent study conducted by three universities, Northern Illinois University, University of Evansville and Auburn university, concluded that one’s Facebook profile may be a predictor of job performance. Students and professors studied a number of Facebook profiles of college students with jobs. The profile, photos, wall posts, comments, education and hobbies were rated and the raters were asked to rate on certain personality questions related to:
Dependability
Emotional stability
Conscientiousness
Agreeability
Intellectual curiosity
Six months later the researchers matched their ratings against employee evaluations submitted by each of the employees supervisors.
The results? Raters found a strong favorable correlation between job performance and the Facebook ratings they applied. Favorable ratings were given to those who traveled, had more Facebook friends and those who had wide and varied interests. And what about those were indicated they party? It was not held against them and to a degree was beneficial as they were viewed as extroverted and friendly, deemed to a favorable job performance characteristics.
The whole practice of using social media screen job applicants is, at best, murky but you can bet your bottom dollar that it is done … routinely! The truth be told — before I meet with any new client be certain I have scoured any and all I can find through social media and Google so I am not surprised.
So what does this mean to you?
Everything you put out to any form of social media defines who you are —your brand - Be very aware of what your digital footprint looks like. Vanity Google yourself (search your name) and watch what is posted on Facebook or other like sites.
Drive for consistency – What you reflect on your resume must be consistent with your digital footprint, especially your profile on Linkedin.com – where employers routinely go to find job candidates and to ” check” the consistency of applicants.
Control is most important – Lock down the ability for others to post photos or other information you cannot control to your Facebook profile or any other social media site.
What is your brand management?
Simply defined:
Managing your brand is planning and controlling the perception others have of you, in the workplace, business market, community and to those around you. It is defining the perception and impression you leave — on your own terms — before someone else does it for you which you cannot control. The brand you project is powerful and extends in the manner you communicate, present yourself, dress, project through social media, your resume and your voice.
If you are unsure of what others think your brand is, just ask them and drill down for candor. Don’t just ask one person – ask many and see if there is consistency. Be open-minded and not defensive.
The new word: Paralyzed
Just a short addition. When I meet or just talk to someone in the midst of a job or career change I usually hear the words confused, unsure, uncertain used to describe their career situation.
As of late, I am hearing a new word so frequently — paralyzed. Paralyzed and unable to see a vision of where they can succeed. Unable to not just find direction or even see the road signs! As a result they do nothing but beat themselves up inside.
If this is you please heed this advice: if you do not have clarity in your career direction, stop looking for a job until you get it. Seek the assistance of a career professional or do your research on the Internet (be very careful with career tests on the Internet … In many cases they are not valid and a sham). Whatever it takes, get clarity and direction first and then you will succeed.
And thank you for reading this. – Dan
It had to happen soon. With the rapid and rabid growth of Facebook, it is not a surprise that someday one’s Facebook page will be used to “rank” them. This brings up the subject of your own personal brand and the critical importance to you in managing your brand on all levels. More on this in a bit.
What you put out there may be used to “rate” you in your career …. and you might not know it!
A recent study conducted by three universities, Northern Illinois University, University of Evansville and Auburn university, concluded that one’s Facebook profile may be a predictor of job performance. Students and professors studied a number of Facebook profiles of college students with jobs. The profile, photos, wall posts, comments, education and hobbies were rated and the raters were asked to rate on certain personality questions related to:
Dependability
Emotional stability
Conscientiousness
Agreeability
Intellectual curiosity
Six months later the researchers matched their ratings against employee evaluations submitted by each of the employees supervisors.
The results? Raters found a strong favorable correlation between job performance and the Facebook ratings they applied. Favorable ratings were given to those who traveled, had more Facebook friends and those who had wide and varied interests. And what about those were indicated they party? It was not held against them and to a degree was beneficial as they were viewed as extroverted and friendly, deemed to a favorable job performance characteristics.
The whole practice of using social media screen job applicants is, at best, murky but you can bet your bottom dollar that it is done … routinely! The truth be told — before I meet with any new client be certain I have scoured any and all I can find through social media and Google so I am not surprised.
So what does this mean to you?
Everything you put out to any form of social media defines who you are —your brand - Be very aware of what your digital footprint looks like. Vanity Google yourself (search your name) and watch what is posted on Facebook or other like sites.
Drive for consistency – What you reflect on your resume must be consistent with your digital footprint, especially your profile on Linkedin.com – where employers routinely go to find job candidates and to ” check” the consistency of applicants.
Control is most important – Lock down the ability for others to post photos or other information you cannot control to your Facebook profile or any other social media site.
What is your brand management?
Simply defined:
Managing your brand is planning and controlling the perception others have of you, in the workplace, business market, community and to those around you. It is defining the perception and impression you leave — on your own terms — before someone else does it for you which you cannot control. The brand you project is powerful and extends in the manner you communicate, present yourself, dress, project through social media, your resume and your voice.
If you are unsure of what others think your brand is, just ask them and drill down for candor. Don’t just ask one person – ask many and see if there is consistency. Be open-minded and not defensive.
The new word: Paralyzed
Just a short addition. When I meet or just talk to someone in the midst of a job or career change I usually hear the words confused, unsure, uncertain used to describe their career situation.
As of late, I am hearing a new word so frequently — paralyzed. Paralyzed and unable to see a vision of where they can succeed. Unable to not just find direction or even see the road signs! As a result they do nothing but beat themselves up inside.
If this is you please heed this advice: if you do not have clarity in your career direction, stop looking for a job until you get it. Seek the assistance of a career professional or do your research on the Internet (be very careful with career tests on the Internet … In many cases they are not valid and a sham). Whatever it takes, get clarity and direction first and then you will succeed.
And thank you for reading this. – Dan
Thursday, March 8, 2012
Job Market report 3 7 12
A bit better this week -
___________________________________________________________________________
For Information: Dan Moran, 518-641-8968
March 7, 2012
Job Postings Up Almost 200 over last week
(Albany, NY, March 7, 2012) – Job postings in the Region revered the drop just one week ago and gained 200 this week, with postings in the region of 1700, up from just over 1500 the week before. “We still are down from last year but seeing growth is good and not the huge up and down swings which indicate uncertainty”, stated Dan Moran, Founder & President of Next-Act (www.next-act.com), a career transition management firm located in Colonie.
About Next-Act
Next-Act, a division of DVG, Inc. is a career management & transition firm directed by Dan Moran, the Founder & President of the firm. Moran contributes over thirty years experience in career consulting, business and human resources management. In 2012, his firm will celebrate 24 years in business. Moran is noted for his expertise in helping today’s “boomers” move on to fulfilling second careers, while helping executives and professionals achieve their career goals. The firm also provides human resources consulting and corporate services to companies. Moran is also a certified facilitator for C.J. Hayden’s Get Clients Now! & Get Hired Now! programs.
For further press information: http://www.next-act.com/press_room.
Dan Moran
President & Founder
Next-Act
Career Management & Transition Specialists
Celebrating 24-years of helping others in 2012!
125 Wolf Road, Suite #128
Albany, NY 12205
Office: 518-261-4212
Cell: 518-641-8968
eFax: 586-279-4212
dmoran@next-act.com
___________________________________________________________________________
For Information: Dan Moran, 518-641-8968
March 7, 2012
Job Postings Up Almost 200 over last week
(Albany, NY, March 7, 2012) – Job postings in the Region revered the drop just one week ago and gained 200 this week, with postings in the region of 1700, up from just over 1500 the week before. “We still are down from last year but seeing growth is good and not the huge up and down swings which indicate uncertainty”, stated Dan Moran, Founder & President of Next-Act (www.next-act.com), a career transition management firm located in Colonie.
About Next-Act
Next-Act, a division of DVG, Inc. is a career management & transition firm directed by Dan Moran, the Founder & President of the firm. Moran contributes over thirty years experience in career consulting, business and human resources management. In 2012, his firm will celebrate 24 years in business. Moran is noted for his expertise in helping today’s “boomers” move on to fulfilling second careers, while helping executives and professionals achieve their career goals. The firm also provides human resources consulting and corporate services to companies. Moran is also a certified facilitator for C.J. Hayden’s Get Clients Now! & Get Hired Now! programs.
For further press information: http://www.next-act.com/press_room.
Dan Moran
President & Founder
Next-Act
Career Management & Transition Specialists
Celebrating 24-years of helping others in 2012!
125 Wolf Road, Suite #128
Albany, NY 12205
Office: 518-261-4212
Cell: 518-641-8968
eFax: 586-279-4212
dmoran@next-act.com
Sunday, March 4, 2012
Take a deep breath – the Value of Patience
“A man who is a master of patience is master of everything else”. - George Savile
We live and work in an impatient world. Communication is instant – and constant. Information is continually flowing. There never seems to be a stop.
This has, in my opinion, created a culture of impatience. We expect – no demand – that others respond on the same timetable as information flows. And that – in itself – is crippling relationships and companies. An email that isn’t responded to in a day --- a text (heck not a phone call) not responded to immediately all raise the level of impatience and angst that one feels. Stress also causes impatience – another reason to reduce stress in your life and be fully connected to what you do, who you work and live with, and with your values.
And it is needless …
We just all need to take a deep breath, and give each and the other a break. I am as guilty as anyone else for this and I see it in my family and with some clients I work with. I certainly see it in the network of contacts I have developed over the past 24 years in this business, and it is getting to be a huge problem – for individuals, families, corporate culture and in the community.
So you know the issue. So what – what do you do?
Join in “my” campaign to reduce impatience in our immediate surroundings, and heed and try these tips:
• If you make a request of another, by phone, text email or other methods, define your expectation: Let the person know when you need to hear back from them. It is that simple. With expectations defined, you won’t get wrapped up in the “why didn’t I hear back – are they serious – really? – don’t care” – all dangerous and defeating .
• If someone asks you to do something, set your expectation for clarity. Let the other party know when you will get back to them and make it specific (not in a few days – but rather by Friday as an example) - and deliver on schedule. Your perception will be stronger as well as your brand as one who delivers. That is very important.
• Communicate – Communicate – Communicate. I receive, on average, over 250 emails a day. It can bury you. I sort through the junk (an occupational hazard of having your email on your business web site), and then focus on the actionable emails. If I cannot give a full response, I let the other party know when I will get to them – and I do it. Angst removed.
• Never assume – take it from one who was so guilt of this. If I didn’t hear back from someone right away, I would assume (definition: make a__ out of you and me) the worst and usually I was wrong. Assuming creates mind noise; I am a convert!
Above all, take a deep breath. Push back on technology. Enjoy the moments you can communicate – really communicate – with others. It is critical to leadership and you re on your way.
And thank you for reading this. - Dan
Dan Moran
President & Founder
Next-Act
Career Management & Transition Specialists
Celebrating 24 years providing career management services in 2012!
125 Wolf Road, Suite #128
Albany, NY 12205
Office: 518-261-4212
Cell: 518-641-8968
eFax: 586-279-4212
dmoran@next-act.com
We live and work in an impatient world. Communication is instant – and constant. Information is continually flowing. There never seems to be a stop.
This has, in my opinion, created a culture of impatience. We expect – no demand – that others respond on the same timetable as information flows. And that – in itself – is crippling relationships and companies. An email that isn’t responded to in a day --- a text (heck not a phone call) not responded to immediately all raise the level of impatience and angst that one feels. Stress also causes impatience – another reason to reduce stress in your life and be fully connected to what you do, who you work and live with, and with your values.
And it is needless …
We just all need to take a deep breath, and give each and the other a break. I am as guilty as anyone else for this and I see it in my family and with some clients I work with. I certainly see it in the network of contacts I have developed over the past 24 years in this business, and it is getting to be a huge problem – for individuals, families, corporate culture and in the community.
So you know the issue. So what – what do you do?
Join in “my” campaign to reduce impatience in our immediate surroundings, and heed and try these tips:
• If you make a request of another, by phone, text email or other methods, define your expectation: Let the person know when you need to hear back from them. It is that simple. With expectations defined, you won’t get wrapped up in the “why didn’t I hear back – are they serious – really? – don’t care” – all dangerous and defeating .
• If someone asks you to do something, set your expectation for clarity. Let the other party know when you will get back to them and make it specific (not in a few days – but rather by Friday as an example) - and deliver on schedule. Your perception will be stronger as well as your brand as one who delivers. That is very important.
• Communicate – Communicate – Communicate. I receive, on average, over 250 emails a day. It can bury you. I sort through the junk (an occupational hazard of having your email on your business web site), and then focus on the actionable emails. If I cannot give a full response, I let the other party know when I will get to them – and I do it. Angst removed.
• Never assume – take it from one who was so guilt of this. If I didn’t hear back from someone right away, I would assume (definition: make a__ out of you and me) the worst and usually I was wrong. Assuming creates mind noise; I am a convert!
Above all, take a deep breath. Push back on technology. Enjoy the moments you can communicate – really communicate – with others. It is critical to leadership and you re on your way.
And thank you for reading this. - Dan
Dan Moran
President & Founder
Next-Act
Career Management & Transition Specialists
Celebrating 24 years providing career management services in 2012!
125 Wolf Road, Suite #128
Albany, NY 12205
Office: 518-261-4212
Cell: 518-641-8968
eFax: 586-279-4212
dmoran@next-act.com
Thursday, March 1, 2012
Job Market Report Feb 29 2012
After four weeks of growth, a drop ...
_________________________________________________________
For Information: Dan Moran, 518-641-8968
Feb. 29, 2012
Job Postings Down this Week after four-weeks of steady increases
(Albany, NY, February 29, 2012) – Job postings in the Region dropped just over 15% last week after four weeks of steady increases. Postings came in at just about 1525, this past seven-day period.. “While we would like to see consistent and steady increase, a week like this does occur and we can hope the numbers reverse themselves next week”, stated Dan Moran, Founder & President of Next-Act (www.next-act.com), a career transition management firm located in Colonie.
About Next-Act
Next-Act, a division of DVG, Inc. is a career management & transition firm directed by Dan Moran, the Founder & President of the firm. Moran contributes over thirty years experience in career consulting, business and human resources management. In 2012, his firm will celebrate 24 years in business. Moran is noted for his expertise in helping today’s “boomers” move on to fulfilling second careers, while helping executives and professionals achieve their career goals. The firm also provides human resources consulting and corporate services to companies. Moran is also a certified facilitator for C.J. Hayden’s Get Clients Now! & Get Hired Now! programs.
For further press information: http://www.next-act.com/press_room.
Dan Moran
President & Founder
Next-Act
Career Management & Transition Specialists
Celebrating 24-years of helping others in 2012!
125 Wolf Road, Suite #128
Albany, NY 12205
Office: 518-261-4212
Cell: 518-641-8968
eFax: 586-279-4212
dmoran@next-act.com
_________________________________________________________
For Information: Dan Moran, 518-641-8968
Feb. 29, 2012
Job Postings Down this Week after four-weeks of steady increases
(Albany, NY, February 29, 2012) – Job postings in the Region dropped just over 15% last week after four weeks of steady increases. Postings came in at just about 1525, this past seven-day period.. “While we would like to see consistent and steady increase, a week like this does occur and we can hope the numbers reverse themselves next week”, stated Dan Moran, Founder & President of Next-Act (www.next-act.com), a career transition management firm located in Colonie.
About Next-Act
Next-Act, a division of DVG, Inc. is a career management & transition firm directed by Dan Moran, the Founder & President of the firm. Moran contributes over thirty years experience in career consulting, business and human resources management. In 2012, his firm will celebrate 24 years in business. Moran is noted for his expertise in helping today’s “boomers” move on to fulfilling second careers, while helping executives and professionals achieve their career goals. The firm also provides human resources consulting and corporate services to companies. Moran is also a certified facilitator for C.J. Hayden’s Get Clients Now! & Get Hired Now! programs.
For further press information: http://www.next-act.com/press_room.
Dan Moran
President & Founder
Next-Act
Career Management & Transition Specialists
Celebrating 24-years of helping others in 2012!
125 Wolf Road, Suite #128
Albany, NY 12205
Office: 518-261-4212
Cell: 518-641-8968
eFax: 586-279-4212
dmoran@next-act.com
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