Whether you’re starting your career or about to retire, serving on the board of a public company can be professionally, personally, and financially rewarding.  Before you start down that road, however, you need to “take a 360-degree view of your qualifications” and think seriously about the risks.

Serving on the board of a company means that you'll have to show your ability to grasp the nuances of a new industry with a different business model.

Be agile

Demonstrate to the board a skill that they could be lacking. Some skills that are in demand are auditing and CFO experience along with cybersecurity and social media backgrounds. Another key attribute for successful directors is having a skill in building consensus.

Make your value proposition

It cna be difficult to serve on a board if you've never actually tried to be one. To see how it's like try joining a nonprofit's board then an advisory board -- they provide expertise for a smaller company that does not have in-house.

Consider a nonprofit

A firm working with your current employer doesn't mean that they'll place you on a board but they could possibly be able to counsel you and help you gain entry into corporate databases as a potential candidate.

Network search with firms

Before getting into the ring, keep in mind that directors are increasingly held to account for decisions made by the CEOs and even if the board members aren't made aware of the risks, it still happens. Most public companies carry directors and officers liability insurance, but smaller companies do not.

Know the risks

Discover the world of business and economics.

economics

Economics

career

Career

corporateculture

Corporate Culture

business

Business

How To: Five Steps Toward Getting on Boards

If you tell someone what to do, they become defensive. However, if they arrive at the same conclusion themselves, they're much more likely to buy what you're selling, whether it's your idea or product.

Changing someone's mind

Give people a choice and they're more likely to go along with your idea.Effective persuaders provide a limited set of options from which people can choose. For example, most successful advertising agency executives don't show up at pitch meetings with only one proposal. They don't present 12 ideas, either. They offer a choice between two or three ideas.

Provide a menu

Ask more questions and make fewer statements. People are often reluctant to follow someone's lead, but they're more likely to follow the path they set out for themselves.For example, when trying to get their team to go along with a new initiative, ineffective persuaders push it on people in the form of a declaration. Effective persuaders start by asking questions, visiting with stakeholders, getting their perspectives, and engaging them involved in the planning process.

Ask, don't tell

People strive for internal consistency. They want their beliefs and actions to align. Highlighting a gap means pointing out a disconnect between a person's thoughts and actions.For example, if you're convinced that a project needs to end, you've got a tough sell. Your team might be wedded to it because they've put in so much time. Inertia sets in. Start by asking your team if they were starting from scratch today--knowing what they know--would they embark on the project?

Highlight a gap

Applying "tactical empathy" is far more effective than telling people what to do. Effective persuaders make people feel like they're looking out for them. Rather than "persuade," start by understanding the other person.Pay attention to your words. For example, you can say: "You and I are going to work this out" or "We've got to keep working together." By using "we" instead of "I" statements, you're more likely to build a bridge of trust.

Start with understanding

Understand yourself and those around you.

psychology

Psychology

marketingandsales

Marketing & Sales

leadershipandmanagement

Leadership & Management

How to Change Anyone's Mind Without Persuading Them

"Inside the workplace, there’s formal influence, which comes from your position—the responsibility and authority that you’ve been given. But there’s also informal influence, which comes from who you are and how you show up.”

Influence starts with the areas within your control. First off, focus simply on being good at your job.Being good at your job is one of the basic elements of influence. It lets people know that you’re confident and capable. Failure to do so undermines influence and makes it more difficult for people to trust you.

Focus on what you can control

Understanding the areas in which you may most likely be influential is important, too. If you have special expertise or act as a facilitator or gatekeeper, the way you share and distribute knowledge or resources can make you influential.But there’s a fine line between being a fair guardian of that influence and blowing your own horn too much

Spend your "influence currency" wisely

The ability to collaborate with others also helps build your influence because it strengthens relationships. There’s the kind of influence that you build through collaboration, where you work with people.Get to know people on a personal level. It’s easier to relate to and understand others when you have an idea of what’s important to them, what their personality traits are, and what’s going on in their lives. This makes it easier to come together.

Building a strong network is essential

Find ways to give back to individuals and the organization before you try to use your influence for your own interests.Who comes to you to get something that they need in order to do their daily work? The more that you respond to that in a timely way and give them what they’re looking for, the better, stronger influence you’ll build with them.

There is always a way you can help others

Building influence in the workplace

To delegate effectively, it’s essential to embrace the fundamental truth that your teams can often do it better. They are on the ground and much more attuned to what works and what doesn’t. They understand nuances in a way a leader simply can’t.

Learning how to delegate

<ul>
<li>Realize your limits. Trying to do too much on your own will result in burnout.</li>
<li>Delegation takes patience, practice, and persistence. It’s a skill you learn to master.</li>
<li>You probably have a particular way of doing things, but that doesn’t mean it’s the only way. </li>
<li>Your ability to delegate depends on your team having the tools they need to succeed.</li>
<li>Acknowledge your progress. You’ll begin to enjoy delegating when you recognize you are succeeding. </li>
<li> The more you delegate the more your team will get to engage in exciting opportunities they have never had.</li>
</ul>

Delegate effectively

Executive coach Frank Faeth says that to delegate effectively, it’s essential to embrace the fundamental truth that your teams can often do it better.


teamwork

Teamwork

Delegating shouldn’t be scary. Here’s how to do it right and become a better leader

People around the world use different productivity tools for getting ahead of the competition and making the most of the productive time available. 
Keep in mind that you are going to need various tools for different reasons. You need to subscribe to one of the premium project management suites for handling your deadlines and milestones. You can select a conferencing tool for conducting regular meetings. It is possible to pick a collaboration tool for working on different tasks together with the team members

Get hold of proper project management tools

Many managers and team leaders commit the mistake of poking the team members on random occasions during the day or night. But this is not a good practice. You must allow some private space to the workers that will allow them to maintain a work-life balance. So you are going to need a system for maintaining the right balance in any event. You must communicate with the team depicting how the team members have to manage the work hours and the available time through the working week. You need to empower them to be actively available during working hours without any excuses.

Setting up the stringent work schedules

The remote workers can communicate just via messages, periodic calls, emails, and conferences. they will find that it is quite simple to lose track of the goals and requirements of a project. For dealing with the problem, you need to ensure that you are communicating all the important things as far as possible. The best method for going about it is by documenting everything descriptively and then distributing the notes to all your team members. If you are clear about your goals and are setting expectations upfront, both sides will be more confident about their tasks.

Communicate the goals and requirements clearly

These remote workers are many times working from a wide range of geographical locations and all of them will have a separate take on what the project must look like on Google. Keep in mind that search engines give a different input to people living around the world. For dealing with this problem and conducting thorough research from all members’ perspectives, you are required to utilize a VPN. It allows you to change your location on the internet. VPNs can also be used for enhancing the protection and security of your project.

Using a VPN for research

You must always take enough time for reflection on how things are turning out to be and if there is something that requires a change. Complete a final inspection especially after a huge task or a project because it is extremely beneficial to the project. This will highlight the areas where you can improve for people that are adjusting their style of work lately. It is a good idea to perform an independent after-implementation review after you have completed a large project or a task.

Take sufficient time for reflection

remotework

Remote Work

How to Safely Manage Your New Project Effectively in Remote Settings

The moment you realise that a job is never your final destination, it becomes less awkward for you to embrace the reality you’re leaving a job.It’s a marketplace anyway, so there’s nothing that ties you to a life-long employment contract. There’s always an exit, whether it’s after a few months or many decades.If you’re ready to leave, then you’re ready to leave. Never feel apologetic about it.

Never Feel Guilty Or Apologetic About Leaving A Job

The official way of announcing your resignation is usually in writing. This will usually be specified in your job contract, however, you can take it as standard practise to communicate your intention to leave in writing. An email to your manager should be sufficient unless there are other HR requirements in the organisation.Very important - don’t verbally share the news with anyone within the company until you have communicated it officially. It can send mixed signals if your manager hears it from other means. Best it comes from you directly.

Communicate Your Resignation To Your Manager 1st (preferably)

Of course you may be asked why you are leaving. While you are not obliged to share your personal reasons with anyone, it does portray openness and transparency if you share some detail with your manager and your immediate team.If it’s extra personal, then you really don’t have to. But rather than saying you can’t, simply let them understand it’s a personal decision and you will appreciate if they keep it that way. Whatever you say, consider an approach that doesn’t make it seem awkward for you.

Anticipate Questions, Get Your Answers Ready

Every valuable employee carries years of experience and company knowledge that can be difficult to replace. It is exactly why your employer may go lengths to convince you to stay, sometimes going as far as offering to match the salary of the new job you’re looking to move into.Be prepared for this conversation as you just got roped into an unplanned negotiation.Whoever you speak to, be clear on your decisions and avoid leading them on. Elongating the discussions can delay your actual exit. But if the offer is convincing, feel free to think about it carefully.

What If They Try Convincing You To Stay?

A lot of leavers fall for the trap of dropping their productivity as they approach their leaving date. Don’t do it. While eyes may not be on you, it won’t look good if you’re seen casually coasting around.Whatever you had been doing as a valuable employee, keep doing it until the last day of your employment. After all, you are still an employee and you’re expected to fulfil your obligations as one.Show up early, attend meetings, reply emails and let it be clear you’re not taking advantage of your resignation.Leave on a high!

Stay Productive Until The Last Day

It’s always a privilege to work for any organisation, regardless of your experience there (positive or negative).Send out thank you emails to the colleagues you’ve worked with on the morning of your last day. The appreciation is simply a nice gesture.Feel free to share details on how they can reach you after you leave. It is also a good opportunity to ask for LinkedIn recommendations and connects. Take advantage of the opportunity while you’ve got their attention.

Prepare Your Final Thank yous

For security reasons, most organisations will disable your company access as soon as you walk out the door.This is exactly why you should remember to take copies of only documents that you own. Examples include payslips, P60 (tax payment details, if you’re in the UK), training completion certificates etc. It may be difficult or impossible to reach the company to access the documents after you’ve left so plan to copy them before you leave.After you leave, don’t attempt accessing the company systems. You’re not authorised to!

Don’t Forget To Take Copies Of Your Payslips 

Depending on how fast the company can recruit your successor, you may have the opportunity to meet your replacement and be a part of their onboarding process through handover sessions.This is not always the case, in fact, some employers may not even demand anything from you regarding overs.It is however very responsible of you to plan a handover process and create handover documents for your successor if your manager approves it.This also gives you something extra to work on in your final days so you’re not too idle.

Take Your Handover Process Seriously

A variety of emotions can set in during handover sessions especially if you’re leaving on a not-so-good note.Nobody has a rule on what you should say or shouldn’t say to your successor but it is in your best interest for you to set them up for success and make your exit as easy as possible.They will ask you questions and they will need support to bring them up to speed. Focus on the role, tips to aid their success and information to help them succeed. Avoid speaking negatively as that can be detrimental to both you and your successor. Focus on what matters!

Support Your Successor, Avoid Negativity

A lot of people leave jobs and never see themselves going back there. You may just find yourself back there.I once worked for a company for 7 years, left to work elsewhere, and came back 2 years later to work there for another 18months.I am very sure I wouldn’t stand a chance of coming back if I left on a bad note. The relationships I built and the work I did previously created the opportunity to return.I have also worked for different organisations, bumping into previous colleagues too.Whatever you do, slam doors gently, you never know where the marketplace leads.

Slam The Door Gently On Your Way Out

I know how awkward it can be, leaving a company you’ve been working for.  I have experienced this a few times.  Here are my thoughts on how to make your exit seamless and less awkward.

You just submitted your Resignation Letter, what next?

Software and technology are becoming a critical component for businesses throughout the economy, not just tech companies. This trend is growing. Before Covid-19, more than 40% of software engineer and developer hires were made by non-tech companies. During the first few months of the pandemic, while many companies were cutting staff, Facebook announced it would hire 10,000 additional product and engineering staff members. Amazon plans to surpass that.

The war for technology talent

Companies recognise that they need to seek people from a more diverse pool with a broader set of desired capabilities. Technical skills remain critical but are less needed for specific jobs such as customer success and product managers. Companies could find a person who has the ability most predictive of success in a role such as collaboration, stress management, and self-confidence, and the rest can be learned on the job through training.

The key to overcome the talent crunch

<ul><li>Commitment to diversity and inclusion. Top talent are attracted by companies with a strong diversity, equity, and inclusion (DEI) strategy.</li><li>Transparent and accountable senior management. Managers at high-performing tech companies are often visible and willing to engage with employees.</li><li>Culture of coaching and development. Millennial and Gen z workers tend to value companies that invest in high-quality coaching and development of employees.</li></ul>

Factors that influence where talented candidates want to work

An analysis of Glassdoor data sheds light on three factors candidates care about most.

humanresources

Human Resources

How to Attract Top Tech Talent

Being cc’ed on an email or invited to an instant message group is a new opportunity for you to look at who’s in the “room”—and introduce yourself. <ul><li>Reply directly to the message sender with a compliment.</li><li>Identify someone with a shared background to you and tell them, “I couldn’t help but notice you’re also ____,” followed by an offer to chat or at least look out for each other. </li><li>Wish that departing coworker well when they send their final, office-wide farewell email.</li></ul>

Reply directly to people in emails and instant messages

Each time you have a comment or question that you didn’t get a chance to raise in a meeting is a new opportunity for you to approach and spark a conversation with someone later, one-on-one. Whether it’s congratulating someone or asking a brief question, you will have a few conversation topics to warm things up with.

Follow up after smaller group meetings

Events that involve an entire team, department, or even company are more than just about sharing information. They are also hidden opportunities to meet people you wouldn’t have otherwise met.Do your homework on a particular speaker you care to impress. Then, ask a well-researched question to make a distinct impression.

Follow up after town halls or group workshops

Even if you don’t quite get along with your company-assigned mentor or “buddy,” they can be a gateway to meeting more people in the firm. A question like, “Do you happen to be connected to anyone who . . . ?”A simple question like this can be all it takes to spark the first connection with someone you wouldn’t have otherwise met.

Engage with your assigned buddy

From employee or business resource groups to hiring committees, cross-company working groups can be a great way to meet people—particularly senior people who care to give back. These committees offer an additional advantage: they give you a common interest, experience, or identity to break the ice with—and to bond over.

Join committees or working groups

When you find yourself in the office, make a list of colleagues you’ve only met over email, phone, or video chat and figure out where they sit. Then, approach them with a “just thought I’d introduce myself in person given that we’ve only ever met online!”

Introduce yourself to people you only met online

Scroll through your company’s internal directory, and identify the people you’d like to work with, learn from, or simply have a conversation with. Reach out with: “I noticed ____ and would love to learn more about how you navigated from ___ to ___. Would you be free for a short conversation at the following times?”If your company doesn’t have an internal directory, search for current or former employees using LinkedIn.

Send a cold email asking about someone's work

Large projects may be bureaucratic, but they are also hidden opportunities to meet people across departments or even geographic locations, therefore serving as a conduit to individuals you would rarely make contact with. If you have the bandwidth and the project in question doesn’t look unwieldy, consider raising your hand.

Volunteer for cross-functional/cross-organizational projects

After a long time of working online, it can be tempting to grab that laptop and hide in a cubicle or side room, even when you’re in the office. This is a missed opportunity to maximize your run-ins with others—and negates the value of being in the office in the first place. Camp out in the communal pantry, near a bathroom, or out in the open—and turn eye contact into a nod into a smile into a “so, no more working from home, huh?”

Camp out in high-traffic areas

communication

Communication

How to connect with new work colleagues in a hybrid setting

“People are more productive working at home than people would have expected. Some people thought that everything was just going to fall apart, and it hasn’t. And a lot of people are actually saying that they’re more productive now.”

Many companies shy away from the idea of "remote work" because they thought it will cause unproductivity and worst DISHONESTY. But <a class="idea-content-link" href="https://review.chicagobooth.edu/economics/2021/article/are-we-really-more-productive-working-home">recent data collected shows</a> that nearly six out of 10 workers reported being more productive than they expected throughout the pandemic. On average, respondents’ productivity at home was 7% higher than they expected, and 40% of workers reported they were more productive at home during the pandemic than they had been when in the office. So, we can conclude that Remote Work is Inevitable.

Remote Work is a Unicorn (Before the Pandemic)

Managers are having a hard time creating SOP's for the "new normal" especially with all the doubts and fears of employees not being "controlled" or "regulated". Moving from the traditional workforce to remote is a crucial step to break all the old ways and move on to something that will surely revolutionize the way we view work. From the hiring process, onboarding, and training, the companies management needs to implement systems that will help the transition more bearable for both parties.

The Transition Dilemma

If things aren't clear at the beginning of a relationship, it will not end well, don't you agree? Being clear on what is allowed and not in a remote work setup gives boundaries, it sets a roadmap on how to do "THE WORK".

Clear remote work policies

The new normal is knocking on your companies door, it is time to update policies that will not serve the remote work culture. Written Policies affixed with signatures (even if it's electronically) will seal the agreement for both the employee and employer, updating it is a must.

Update hiring policies

This is one of the hardest things to master, in a world full of opportunities to do bad things, an employee can't blame the company. But the latter must give let go of the ego and start trusting, coz trust begets trust.

Focus on building trust: Trust and let go

Technology is always available whenever humanity needs it. This pandemic revolutionized the way we work, communicate and interact. We need to use all the available resources to fully transition into a remote work setup.  Check this <a class="idea-content-link" href="https://trio.dev/blog/tools-remote-work">article</a> to learn more.

Prepare the right tools: establish a remote work infrastructure

Giving your team extreme ownership of the things that they are doing behind the camera is the only thing you can do in a remote work setup. Doubting will create negative vibes that will reflect on the whole team's output.

Empower team members and prepare managers

In any relationship; parental, romantic, or professional, COMMUNICATION is the key. A "workplace" that restricts communication (intentionally or not) will fail not just in operation but in delivering the right stuff for their customer.

Emphasize communication within teams

This supports the communication within the teams, a meeting will not be a meeting without interaction, it's reporting. Meetings and Feedbacks enable the teams to collaborate or brainstorm for improvement.

Importance of Meetings and Feedback

Company Policies, SOP's and tools to use in the remote work setup will change but company culture must be intact. If your company promotes fun and loving workplace, whether it's onsite or remote, work culture must remain the same (or better yet improve it!).

Maintain your company culture

Employers must not be afraid of equipping their workers with knowledge. It's the only way to get a competitive advantage. It will not only help the company grow but it will also make their employees gain self-confidence in doing their job.

Embrace Innovation. Equip and educate

For the aspiring leaders and visionaries, you are the captain of the ship. Setting goals and staying motivated will create a ripple effect on your team. Keep the boat's course by doing all the work necessary for your company to thrive in the remote work transition. Remember that your employees are always looking up to you, don't let them down.

Set Goals and stay motivated

Here are the 10 tips businesses need to embrace certain policies to ensure a smooth transition to becoming a fully remote work enabled team.

10 Tips for Transitioning to a Fully Remote Work Enabled Team - My Cloud Crew

The moment you get that interview invitation, the first thing to realise is that you’re worth interviewing. Someone has reviewed your CV/resume and matched you against the job spec, so what do you think they are after? Of course to know you better and confirm you’re the right candidate for the role. This in itself should give you the confidence to soar during your interview. Now take that confidence into three areas:<ol><li>Before the interview - prepare</li><li>During the interview - be confident</li><li>After the interview - relax</li></ol>

Getting Interviewed For Your Next Career Opportunity

Earlier in my career, my interview preparation focussed more on my technical skills. It was logical to repeat and recite why all my technical skills mattered to the organisation I was looking to work for. And while this is important, there’s something you must not overlook - The importance of Soft Skills.In a 2020 report published by LinkedIn, it became very clear that employers actively look out for soft skills too. This includes skills such as communication, team work, analysis, negotiation, emotional intelligence etc.What soft skills could the employer be interested in? Think about it.

Don’t Underestimate Your Soft-Skills. They Are Very Valuable

One thing I find super-useful is asking relevant questions prior to the interview, to know more about the role and why they are hiring.<ul><li>Are they replacing a leaver? Why did they leave?</li><li>Are they expanding?</li><li>Is it a new role to cater for some new business changes?</li></ul>This information (if you can get it), can strengthen your interview answers by focussing on examples justifying their hiring motivation.For example, as the first Business Analyst to be hired by a company, I highlighted how I would create their project and analysis document templates, for future projects. It resonated with the interviewers.

Why Are They Hiring? Use Their Motivation To Your Advantage

The excitement and overwhelm of interviewing can lead you into the trap of over-preparation. Whatever you do, avoid rigid and scripted answers. You know why? Interviewers are smart too. They know there are scripted answers all over the internet, and they have interviewed lots of candidates too. Many things don’t surprise them.During the interview, don’t sound too generic in your answers. Be you! Use unique and relevant experiences that highlight your technical skills, soft skills and personality.The interviewer wants to know you so give them the chance as you reveal yourself.

Beware Of Scripted Answers. You’re Not A Robot

The culture of most organisations can be detected from interacting with many customer facing staff if you have the opportunity.How was your interaction with the recruiter who first contacted you?How was your conversation with the lady at the reception?What’s the first impressions you perceived at the face-to-face interview?Reading the room can give quick insight in the culture of the organisation and can help you stir the conversation in a relatable ambience.If they appear relaxed and humorous, enjoy their jokes. And if it’s all straight and direct, focus!

Read The Room, Perceive The Culture

I have been a regular culprit of marking my own script. I would leave an interview and start second guessing my answers. Don’t do it! It’s just weight on your mind and it won’t help you.Instead, relax and give yourself a pat on the back for getting an opportunity to sell yourself to interviewers that found you worthy of being interviewed in the first place.Whatever the outcome is (and I beleive you can be successful in your next interviews), you’re still a valuable asset in the industry. Be confident in yourself.

Interview Over! You Did Your Best

I always do that! It helps me understand their background and areas of specialisation prior to my interview. It has helped me anticipate possible interview questions too.Did you enjoy reading this? I hope you found it useful.

Bonus Tip - Check The Interviewers Out On LinkedIn

Seeing I am changing roles, a colleague asked me how I ace job interviews.  While there isn’t a magic formula in securing a new job opportunity in the market, I did find some useful tips I could share from my experience so far.

Some thoughts about becoming successful at interviews

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