Author: Scott Asai

Helping people develop their leadership skills to advance in their career

The #1 Reason You’ll Leave Your Job

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career_lightbulb

The #1 reason why you’ll leave your (current) job is: lack of career development a.k.a. growth opportunities.

From first glance there’s an assumption that includes a promotion, but not necessarily. The need for career advice is on the rise because most people don’t know what they want to do and/or they change their mind often. Blame social media or a plethora of options, but regardless its reality. Let’s start from the company’s perspective:

Why should we invest professional growth resources into employees who might end up leaving?

First response: efficiency. Back in 2008-09 when the recession started, the first thing to go was “luxury” items such as training. Jobs were being cut drastically and our economy went in the tank. The only job that was safe was: sales (gotta make money to stay in business). If you want people to perform better, they have to be trained. Some companies take the shortcut by hiring “experienced” workers then throw them in the fire. That’s one approach, but even if they know the skill set to accomplish the work, the culture is still a mystery. The reason most leaders micromanage is because they never train people under them properly. Part of career development is training on the job (feedback included) and figuring out if the role is a good fit. If it’s not, here’s the perfect segue into the next point.

Second response: saves time/money. If you’re concerned about pouring into an employee, then having them leave, don’t. If you had someone working for you and they didn’t want to be there wouldn’t you want to know earlier than later? Hopefully this gets caught during the interview process, but if it doesn’t training only reveals it. If you’re working for a company who invests in your professional growth, wouldn’t you be more motivated to work harder for them? This may sound too altruistic, but most people’s performance starts to decline (outside of personal issues) when they feel undervalued/under-appreciated. Practically speaking, helping people navigate their career path will provide clarity for the individual as well as the company.

In simplistic terms, here’s the equation: if my company takes care of me, I will take care of their customers.

Great customer service = brand loyalty = higher profits.

The most direct way to take care of people is invest in their career growth.

This is not a futuristic concept. This is current.

Retention is tied directly to career development, or lack thereof.

Scott Asai is a speaker/coach that has been developing leaders for 20+ years – athletes, companies and individuals. His focus is helping people develop leadership skills to advance in their careers. Scott tends to attract a large audience of Millennials and Introverts to his programs/events. His professional background consists of: B.A. in Psychology, M.A. in Organizational Leadership, Certified Professional Coach and Certified Strengths Coach.

3 Reasons Why You Shouldn’t Be An Entrepreneur

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dark-side

Follow your dreams. Live your passions. Be your own boss.

You’ve heard it all, but for every entrepreneurial success story you hear, there’s at least 99 that failed. Hate to be the bearer of bad news, but choosing to own a business means working more hours for less money at the start.

Just like learned leadership skills don’t make you a good leader, entrepreneurship is open to all, but few thrive. The influx of new businesses is a result of a couple of things: more options to choose from, a failing education system and an emphasis on lifestyle over work.

Consider these 3 areas of concern before making the jump to entrepreneurship:

Lack of a steady paycheck – Freedom is great, but flexibility without knowing when the next time you get paid is downright scary. If you get to call the shots, it means you also have to figure out how to become the company’s best salesperson. It doesn’t matter how good your ideas are if no one is paying you for them. Spend time making a business plan, building a solid culture and researching your target market, but most of all…sell. There’s no shortage of business opportunities to get involved with, but the question you should be asking yourself is: “How can I monetize this?”

Lack of organizational structure – Escaping an 8-5 job sounds exhilarating, but without someone telling you when to come in and go home can be a challenge to balance. If you set your schedule, there’s no one holding you accountable to hold to it. If you work from home, distractions are multiplied compared to working in an office. Being organized becomes a necessity, not a skill set. The biggest challenge is creating boundaries throughout the day, so you can quantify your time spent. My observation is creatives have the hardest transition with this because artists want to focus on doing their work, not setting it up.

Lack of face-to-face interaction – Entrepreneurship is lonely. It’s like being isolated on an island equipped with wi-fi and a mobile phone. The conversations you took for granted at your last corporate job are now treasured. One of the reasons why entrepreneurs flock to networking events isn’t because they’re extreme extroverts, it’s because they’re looking for warm bodies to be around. Technology has given us the ability to connect globally, but it can’t replicate grabbing coffee at a meeting. If you consider yourself collaborative or a team player, think twice about this one. Tom Hanks in Cast Away may be a bit extreme, but too much alone time can drive you crazy.

The difference between a business and a hobby is money made. Owning a business is similar to the concept of branding. Your opinion doesn’t validate a successful business, your customers do.

This post isn’t meant to discourage you from taking your idea to reality. It’s just a reminder that the grass isn’t always greener on the other side. If you don’t believe me, go outside and turn a patch of grass over.

Why I Hate The Grind

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daily-grind

You may like to hustle, but few enjoy the grind.

Hustling is about chasing exciting things and doing whatever it takes to get there.

Grinding is about doing the same thing over and over because results don’t happen overnight.

Hustling is about passion. Grinding is about effort.

Call me lazy, but I hate the grind.

Detailed, precise and repetitive usually wins the race, but the monotony can kill your vibe.

Back in the industrial age it was all about the grind, but now with massive amounts of information, technology and DIY You Tube videos it’s hard to stay focused in an A.D.D. world.

Take for instance coaching. One reason I love it is because every client is different. From a startup’s perspective that makes it hard to scale, but I pride myself on thinking on the fly. Showing up with an agenda doesn’t work. Being ready for the extremes does.

Talk with anyone successful in sales and they’ll tell you it’s a numbers game. If your closing rate is 5%, then for every 20 people you talk to you should gain 1 new customer on average. Most engineers stick to a formula that can be repeated over time. Eventually they know the results will come. Those jobs require someone who can grind hard. Problem is, everyone isn’t cut out for it.

So once you determine the lifestyle you’re after, identify if you’re a hustler or a grinder. The two are as different as an introvert and extrovert. Know which one gives you energy and which one sucks the life out of you.

Don’t Hate the Process, Hate the Game

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job-search

Looking for a new job sucks.

There are no shortcuts, but instead of running the rat race, embrace the game…but play by new rules.

Just like a healthy lifestyle requires exercise and nutrition, there’s no magic potion to improving your career.

The way job boards are created, it’s as if your odds winning the lottery might actually be better. Unfortunately applying online is part of the process, but one of the most passive tactics you can participate in.

Most digital applications have built-in filters that sift out specific keywords, lack of experience or required skill sets. It’s kind of like talking to a robot on customer support instead of an actual human. Very frustrating.

But since applying for jobs isn’t something that’s going away soon, what can you do to combat it? Here’s 3 proactive ways to increase your chances of getting hired:

1) Network. Use the internet and social media to find contacts, but once you do reach out to schedule a phone call or better yet, a meeting over coffee. Technology has widened the playing field, so you need to stand out by leaving an impression. The #1 reason people get hired is because of relationship. Know someone and now all of a sudden you’re on their radar.

2) Contact Recruiters via LinkedIn. One of the worst parts of applying to jobs is not knowing if your resume ever makes it to the destination. On LinkedIn, not only do companies have to pay to post a job, but they also have to list whom posted it. My advice is: apply to the job, then connect with the recruiter. Chances are they will accept your invitation to connect, then send them a note you applied and why you’re unique.

3) Be Creative. Record a video. Reach out on Twitter. Ask for an informational interview. This may sound too general, but since this is a “game” who says you have to play by the rules? Everyone applies for jobs online. Everyone attaches their resume. Everyone sends a cover letter. Don’t be like everyone else (unless you like where you are now). You may not be after a sales position, but landing a new job is all about selling yourself. A good question to ask is: “Would you hire yourself?”

Most companies are built like a fortress. If you try to enter through the front gate you’ll be denied. Instead the “back door” strategies mentioned above are much more effective.

So create a new process…while you still hate the game.

Why Culture Is King & Position Is Queen

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king-and-queen

When’s the last time you thought about applying for a new job?

Truth is, much like the cliche “the grass isn’t always greener on the other side,” it may not be your job that’s actually frustrating you.

The reason culture is king and position is queen is because the former rules over the latter.

Let’s say you land your dream job, but the culture is so toxic you end up quitting?

On the other hand, step into a company culture where you feel valued and working your way up doesn’t seem so bad anymore.

As a career coach, here are the implications: don’t just apply for positions, apply to companies you want to work for. If you get into the right cultural fit, it’s fairly easy to move up as an internal candidate.

That means as a job seeker (passive or active) you should be targeting companies you want to work for as much as positions you qualify for. The corporate world is evolving and what forward-thinking companies realize is: if you take care of your employees, they will in-turn take care of your customers.

In this day and age you and I have a plethora of choices.

A.D.D. isn’t a disorder, it’s the norm.

That means as workers, you have options.

Purpose and passion have been replaced by lifestyle as the driver…and culture supports that.

The Evolution Of Your Dream Job

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dream-jobs

Everybody has dreams…but dreams change.

What you consider today as your dream job will most likely change in the next few years. It will happen for a number of reasons: experiences, life stages, interests, etc. I’ll discuss the real reason later.

Clients ask me, “What if the perfect job is out there, but I don’t know it exists?”

Good question. My response: you don’t know, that’s why you need to keep looking and applying.

Maybe not the answer you want to hear, but if your dream job doesn’t exist yet, create it.

Think about it. Interviewing for a job is essentially selling yourself. Creating a job is selling your idea (basically entrepreneurship).

Easier said than done, but the average tenure at your current job is less than 2 years. That’s not too far off from the average tenure of your dream career either.

We change jobs like we flip through the channels on TV. I tell my clients, “I can help you find the one career that best suits you, but expect this process to start over a few years from now.”

My job as a career coach isn’t really to help you figure out what to do next, it’s to help you figure out yourself (so you can do the process over in the future).

To loyalists this might sound depressing, but it’s just a sign of the times. Just like you and I will have to maintain a side hustle just to survive, your lifestyle will dictate your decisions, not your dreams.

For example, when you’re in your early 20’s you’re willing to be a slave to your career. Fast forward to your mid 30’s with a family and kids and you start saying “no” more than “yes” when it comes to work. During that time span what you considered as your dream job changes at least twice!

When it comes to your dream job the better question to ask is: why?

Why do I want this dream job? What does it represent? What can it provide?

I used to think I wanted to be an entrepreneur (and I still do), but what I really wanted: flexibility and control.

That can be found as a business owner, but it can also be found working for a company. My priorities shifted when I got married, then again when I had kids. That’s why your dream job will evolve too.

It is said that we are afraid of change, yet we do it all the time. We change our clothes, we change our interests and we change our jobs.

Your dream job will change over time…because you will change first.

When Career Coaching Became The Norm

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career-wellbeing

Career development is no longer seen as a “perk” by Millennial employees anymore…in fact, now it’s expected.

Listen up employers, the average tenure of a worker is less than 2 years and company loyalty is fleety as the next trend.

It may seem counterintuitive to offer career advice to employees, then have them leave for greener pastures, but if they’re going to quit wouldn’t you rather know?

Inspired by J.T. O’Donnell’s Post, career coaching is necessary. Millennials dominate the workforce and that number is only going to grow over the next 20 years. Similar to NBA Rookies making their debut, workers come into the corporate world even less prepared now than they once were. Assuming traits like professionalism, communication skills and initiative are taught/modeled to college graduates will leave you stymied. Formal education not only fails to teach transferable real world skills, but young workers are coming into the workplace more raw than ever. So how to you combat this dilemma?

Coaching. Today’s leader is part-guidance counselor, part-accountability partner.  As a manager if you’re not ready or equipped to “show” your employees how to do the job, you’re in for a rude awakening. Career development is just part of the solution, but since most Millennials don’t know what they want to do career-wise, it’s needed.

Imagine if each company had a “staff coach” to motivate, challenge and guide workers to their natural career path. The right “fits” would stay and the “misfits” would leave. All the money that’s spent on recruiting and interviewing should be divvied up between HR and coaching. Offering career coaching as part of your company culture may be the most proactive thing a company can do for retention.

The companies that rank as the best places to work all invest in their employee’s wellbeing. That’s what separates them from the rest. Since money isn’t as big of a motivator to younger employees, a coach can help them figure out a career path while pushing them to utilize their strengths on a daily basis (a.k.a. money well spent).

Knowing the problem and doing something about it are two different things. As a company, be a part of the future, not the the past by offering career coaching to your employees as part of the culture. The ROI will speak for itself.

 

How To Effectively Deal With Rejection

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kid-rejection

Whether a job, customer or relationship…rejection sucks.

Technically the more you deal with rejection, the stronger you become can be true, early on it just plain stings. Some describe it as a numbness, disbelief or in a daze. No matter how you slice it, it’s painful.

I’m not calling myself an expert when it comes to rejection (that’s a bad look anyway right?), but I do know there are two areas you have to address quickly: ego and focus.

First, ego. Ever watch reality TV? Even though it’s not reality, emotion is normally driven by ego (hence good TV). Feelings are hard to fake (unless you’re a Kardashian) and rejection hits your ego like a mack truck. In a competition, losing and winning affects the ego greatly. For an example, when a contestant on a reality TV show doesn’t win, it’s more about the embarrassment and how it makes you feel than actually losing itself. In order to move on from rejection, you must separate ego from the task at hand plus the overall big picture.

Second, focus. If I told you to drive on the freeway only looking in your rear view mirror would you do it? (If you answered yes, please get some help!) That analogy is similar to what we do after being rejected. We look at the past instead of focus on the future. Now as hard as that sounds, let me share why this is one of the reasons I became a coach. Life happens and when it does, it doesn’t always fall in our favor. This is where choice comes in. You can choose to dwell in the past or look forward to the future. Sure, you can learn from your mistakes, but stay in the past too long and you’ll become stifled. Regardless the cause of the rejection, the best thing you can do is forget it happened and move on. Using a relationship as an example, the best advice I ever got and followed is excommunicate your ex for a while to advance the healing process. Sounds cold, but it works.

Rejection is a tough subject, but something we all deal with. The better equipped you are, the faster you can bounce back. Don’t worry if you don’t have tough skin, you can still apply these tactics.

Ready. Set. Move On!

 

How Lifestyle Has Changed The Job Market Forever

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lifestyle

Lifestyle matters.

Not only that, but it’s a driver. Let me explain.

Work-life balance isn’t achievable unless you start viewing your professional and personal life as one. If you’re unhappy at work, you’re going to be unhappy at home (same goes for vice-versa). Therefore the biggest “perk” you can receive is flexibility, also known as control of the way you spend your time.

Use Millennials as an example. One of their most treasured entities is travel. There’s not one particular destination that is preferred, instead work “book-ends” vacations.

Having kids may limit the frequency of trips, but the focus of time-off shifts to family. Ideally school and work schedules coincide to maximize time spent together. On the other hand, if you’re married to your career, you’re better off being single these days.

In both examples above there is one constant: lifestyle. As so beautifully stated in Flexibility: The New Definition of Success,  the meaning of work now is to: support your desired lifestyle.

Smart companies get this. You can give people all the perks in the world, but if they don’t have autonomy (otherwise known as trust), they’ll eventually leave to find it.

Lifestyle has even caused a seismic shift in entrepreneurship. Scaling, growth and more profit aren’t assumed goals anymore. More families are starting businesses simply to provide a means to survive together. The term lifestyle entrepreneur shouldn’t be looked down upon anymore because the rules of being an entrepreneur have changed.

In previous articles I cover remote working quite a bit because it supports the shift to lifestyle as a motivator. Just like company culture can be more important than landing your dream job, lifestyle is no longer a means to an end, but an end in itself.

 

The Death Of The 40 Hour Work Week

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workaholic

Have you ever wondered when the 40-hour work week became the norm?

Traditions don’t always stand the test of time (just ask the church) when purpose is lost.

Just because you work 9-5 doesn’t make you productive. This is what matters: getting stuff done. If you can accomplish the same amount of work in 30 hours vs. 40 hours shouldn’t that be rewarded?

People should be judged on the outcome, not the process. Companies who crack down on their employees by banning social media at work are ridiculous. I’m not condoning “online chatting” on the job, but who cares as long as they get their work done?

Think back to the last time you worked for a micromanaging boss. Did your performance thrive of suffer? How about company loyalty? Morale? You get the point…

Today, we have choices. Finding a job isn’t easy, but more people quit now because they’re not “happy” or “fulfilled” than at any other time in history. Companies recruit talent with perks more than salary now because lifestyle matters.

Yes, paying the bills is important, but being miserable at work literally sucks the life out of you. That’s why flex-time, remote working and paid vacation time are at the top of the list for most wanted rewards.

Your paycheck supports your way of life (not the other way around). Companies need to figure that out or suffer the consequences of high turnover. That doesn’t mean you offer free food (although that doesn’t hurt) and enable entitlement, it just means focus on: outcome & culture.

What if the mandate was a 4-day work week with an optional 5th day if you don’t finish your work? My bet would be most people would work a lot harder to have a 3-day weekend.

Salaried jobs have become ridiculous, some demanding 60+ hours weekly. There aren’t any badges handed out for working the most hours. In fact, if you need to work that long maybe you’re set up to fail.

Too many hours spent at work is playing with fire. It’s risking burn-out and disgruntled workers. Culture has as much to do with employee health, as core values and mission statements.

Maybe the problem is we’re measuring the wrong things. Are you more concerned about being busy or productive? The answer to that question affects your bottom line greatly.