Anything Goes When You're Interviewing Abroad

What to Expect from a Job Interview in a Foreign Country
by Jeff Yang, Portfolio.com

In Mexico, job applicants are routinely required to provide their height and weight. In Japan, a candidate may be asked about his or her father's career path, and whether he's a "productive member of society." In China, recruiters might inquire what hotel candidates are staying at and what class of travel they took -- with candidates rejected for being too "delicate" or "impulsive." The bottom line: Americans looking for jobs abroad should assume that no question is out of bounds.

"You may think there are ground rules based on your experience in the U.S., but be prepared to drop all that," says Melanie Kusin of Heidrick & Struggles. "If you're going to be defensive about discussing anything, don't bother going out for the interview." Here are a few specific areas of inquiry to be ready for.

Testing Torture

Multiple interviews over a period that may last weeks or even months as managers typically spend more time vetting foreign job candidates. In Western Europe especially, you should expect a battery of written tests that might include intelligence assessments, personality analyses, evaluations of cultural competence, and "situational exercises" where you're asked to role-play or simulate an aspect of the job for which you're being considered.

Six Degrees of Interrogation

Requests to detail any connections you might have with existing employees -- not to vaccinate against nepotism, but, on the contrary, to explore what common ground you might have with the incumbent team. "The value of 'inside contacts' is much more pronounced in countries outside of the U.S.," says Rebecca Powers, a consultant with Mercer. "It's not just name-dropping, it's an established part of the recruitment process. In Japan, for instance, employers initially target recruits who are known by current employees, or who have the same educational history as current employees, because they want people with similar values and backgrounds." Inside contacts are also particularly valued in Western Europe, where personal references and connections can play a make-or-break role in hiring.

Going Beyond Borders

Inquiries designed to assess if you're too "American" for the position. "Employers are on the lookout for people who aren't culturally adaptable," says Kusin. Do your homework first, she emphasizes, which means knowing the culture and the lifestyle changes you'll have to make in order to adjust to the new market; the typical American attitude that everywhere else in the world is just like the U.S. is a major handicap when applying for jobs abroad. Kusin recalls meeting with an executive with a major global advertising agency who was interested in pursuing a position based in South Africa. "She said to me, 'It's a perfect fit -- they speak English over there!'" says Kusin. "My first thought was, 'Wow, if that's your attitude, you really don't have what it takes to do this.'"

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Find the Job That Is Right for You

by Robert M. Detman, for Yahoo! HotJobs


Some people were born knowing what they wanted to do. For the rest of us, it may require years of education and amassing a multi-page resume. Defining your personal job nirvana requires many considerations, but some tips below may help you find the job that is right for you.

The Self-Knowledge Base

Define the terms. "We can't possibly find satisfaction and fulfillment if we don't first define it," says Marilyn Walker, founder and managing director of the Right Turn on Red Career Assessment Center. People must define their standards of success, and then they need to look inward to assess their strengths and weaknesses, and decide what they are passionate about. "It's only work when you don't like doing it every day," Walker says.

Brainstorm. "Start picking your successful friends' brains," suggests Mike Beasley, an executive and career development coach. Ask friends to meet with you to discuss ideas and to help you focus on your career options. In some cases, your friends will have a keen insight on what your likes and dislikes are, so Beasley suggests you take notes while you meet. "Follow those threads. Think of the search as a scavenger hunt."

Test yourself. Career assessment tests, such as the Myers-Briggs Career Report and MAPP (Motivational Appraisal of Personal Potential), can provide objective data about one's hidden strengths. Career tests can help clarify one's aptitude, personal interests, and various personality factors.

"These assessments are similar to what many employers are utilizing today, and they help the individual consider the many dimensions that will contribute to satisfaction," career assessment director Walker says.

The Focused Search

Target. "Get organized and put your thoughts down on paper," suggests Bob Basile, of Career Coaching, Inc. He stresses that these ideas can be considered "buckets" into which you categorize and organize your preferences, allowing you to target ideas and weed out the unlikely paths.

Research. A wide variety of job and profession data -- who's hiring, trends, economics -- is available. "There are companies such as Wetfeet.com and Vault.com that do industry research," Basile says. In addition, a search on the Bureau of Labor and Statistics or the salary calculator on Yahoo! HotJobs can provide salary information based on education and experience levels.

Get in touch. "Informationally network," Basile says. "Once you have chosen which 'buckets' are most appealing to you and you have done your homework, it is now time to speak to people within these industries." Also look to your immediate resources, gathering information from friends and their contacts.

Follow through. Finally, career coach Basile advises that after you have selected your ideal job and have prepared yourself to go for it, you will still have to land that job, and perseverance is essential. "Don't assume a company isn't hiring because they don't have a job posted."

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Conversation Minefields on the Job

How to Handle Inappropriate Speech at Work
by Larry Buhl, for Yahoo! HotJobs

At some time, someone probably warned you to avoid three subjects in polite conversation: sex, religion, and politics. Add gossip, racial matters, and bragging to the list, and you've got all the conversational minefields to avoid in the workplace.

Sometimes the most innocuous statements can cause offense: the accountant giving too much information about his date last weekend, the sales executive trashing a candidate or political party, or even the PR associate who can't stop gushing over his huge new house, beautiful car, or smart kids.

Business etiquette experts agree that there are several ways to confront inappropriate office speech without making the situation worse or endangering your own position. There are no hard rules for every situation, however. Your reaction, or non-reaction, should depend on what was said, who said it, and your own status in the company.

To Confront or Not Confront

If your coworker dropped a verbal bomb, experts suggest the following strategies:

* Don't confront. In many cases it's best to press the 'ignore button' and walk away, especially if you're in a group setting. "Sometimes people try to goad you into arguing about a divisive subject," said Andrea Nierenberg, networking expert and president of the Nierenberg Group.

"Often you can simply respond with, 'I hear what you're saying,' then quickly move on. And do it without getting upset. If you fight fire with fire, you'll surely get burned," she says.

* Confront, with caution. If you know the talker and can be fairly certain he won't blow up, bring up the remark later, away from a group setting, according to business etiquette expert Randall Hansen. "Say, 'Maybe that topic you brought up should be kept outside the office.' He may appreciate the advice because it will save him from future embarrassment in the office or with clients."

* Speak from the "I." If you're offended and feel a strong need to respond, don't make the speaker wrong, warns business etiquette consultant Hilka Klinkenberg. "Don't respond with, 'How dare you say that,' but rather, 'That comment made me feel uncomfortable.'"

A Bomb From Above

If your boss or other higher-up crosses the line, the situation is trickier -- you may have to weigh the options of making a point or keeping your job.

In fact, Hansen recommends not going to human resources about such an incident. "Too many times a company will circle the wagons to protect a boss, even when they should want to know about the incident to prevent lawsuits and foster a better environment."

However, it is perfectly legitimate to document the incident in case it becomes a more serious situation. "And if you have mentors in the company who are on the boss' level or higher, tell them and let them approach the boss," Hansen says.

Being a Good Manager

On the other hand, if you're in a supervisory or management position, don't "press ignore" after hearing inappropriate comments.

"It's part of your responsibility to model and lead and set an example," says Hilka Klinkenberg. "If you let remarks slide you could open yourself and the company to liability issues around harassment and discrimination." Still, you should approach the speaker with tact and without anger, she suggests.

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Four Ways to Make Job Resolutions Work

by Caroline Levchuck, Yahoo! HotJobs


Every January, millions of people make New Year's resolutions, many of which are work-related. Get a new job. Get a promotion. Get a raise.

Unfortunately, many of these vows will fall by the wayside before the end of the first month of the year. Folks lose momentum. Some get overwhelmed. And others lose their nerve. Use these tips to make your resolutions a lasting reality in 2008.

1. Be Clear About Your Intentions

Terry Wilson-Malam, a Certified Professional Co-Active Coach (CPCC), believes that all resolutions must be born out of clarity if people are going to stay the course. She counsels clients to be as honest as possible about what they want. If you're not sure of what your intent is, Wilson-Malam suggests, "Start a log of your accomplishments, small and large over the past few years. Those things will tell you where you are and where you can go next."

Also, ask yourself what you want more and less of. Do you want more flexibility? Less stress? More responsibility? Fewer meetings? Keep a list of your intentions, as they will inform the action you need to take.

2. Make a Plan with Actionable Steps

"An action plan is absolutely imperative," says Wilson-Malam, owner of Wilson Malam Coaching and Consulting. Create a plan that works toward your goal, whether it's growing your network or looking for new work. Then, she advises breaking the plan down into actionable steps. "Focus on small steps that are realistic. If your plan is to network, choose events that you'll go to, but choose them carefully to make sure they are in line with your overall intentions."

The executive coach adds, "Getting promoted is a bit harder to be actionable about as compared to finding a new job. But you can learn to be in the right frame of mind -- think and act like a manager in certain situations at work to help you move toward your goal."

3. Measure Your Results

Results motivate changers to stick to their plans, so it's very important that you see measurable results as you adhere to your resolution. However, Wilson-Malam, says, "You have to be very clear as to what those results will be." This stems from having a straightforward plan of action and clarity on what you want to accomplish.

"Being able to tick off things from your action list can even be a result," she adds.

4. Stay Focused

It's easy to start the year with the best of intentions only to lose your nerve as your goal is within sight. Wilson-Malam says, "If you've been in a job for a long time, it's really easy to hate it but love what you know about it. A new search and a new job often mean more work and more time and going out of your comfort zone."

To muster courage, she urges job-changers to go back to their list of intentions. "If you look at that list and it reminds you that you're stagnating, that will make you less afraid of changing now."

She also suggests enlisting the help of a trusted confidante, a mentor, or a coach who can cheer you on and remind you why you undertook this challenge in the first place.

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Movies to Inspire Your Career Goals

by Caroline Levchuck, Yahoo! HotJobs


Sometimes a film can make you see your career or your job search in a different light and move you to action. Try renting one of these chestnuts if you want a boost of inspiration.

"All the President's Men" (1976)
Washington Post reporters Bob Woodward (Robert Redford) and Carl Bernstein (Dustin Hoffman) know they've got a big story in Watergate. Unfortunately, they're the only ones who seem to know it. This story of single-minded pursuit of the truth can help you stay the course when times get tough during your search for opportunity.

"Coal Miner's Daughter" (1980)
Country singing star Loretta Lynn (Sissy Spacek) came from less-than-modest means to become the pride of Nashville. Success wasn't without its price, though, and Lynn suffered through heartaches, illnesses, losses, and a nervous breakdown. Despite these setbacks, her career survived and her frank, feminist songs remain influential to this day. This film's a great reminder that when you're down, there's only one way to go.

"Elizabeth" (1997)
Elizabeth I ruled England for more than 40 years, a time known as the Golden Age. But when she first ascended to the throne, she was just 25 and lacked any experience governing a divided nation on the brink of ruin. She stepped up and kept her head (figuratively and literally), learning to trust her instincts and manipulate her image. Even if you don't think you're ready, seize every opportunity when it arises.

"Field of Dreams" (1989)
Thinking about opening your own business? If you build it, they will come! Similar words haunted and inspired Iowa farmer Ray Kinsella (Kevin Costner) when he built a baseball diamond in his cornfield. A lot of folks thought Ray was crazy and you may hear similar reactions, but if you believe in yourself, your venture may yield similar feel-good results.

"Invincible" (2006)
You're never too old or too amateur to pursue your professional dreams. Based on the true story of Vince Papale (Mark Wahlberg), a 30-year-old, down-on-his-luck bartender, who turns an open tryout into a football career with the Philadelphia Eagles, "Invincible" is guaranteed to put a lump in your throat and a fire in your belly to follow your dreams.

"It's a Wonderful Life" (1946)
Everyman George Bailey (James Stewart) wanted to be anything but. He was going to see the world and have adventures. Instead, he wound up running his family's banking business while other folks chased glory. Even if you're not curing cancer or jet-setting, Bailey's experiences reveal that no matter what we do for a living, we touch other people's lives.

"Rocky" (1976)
The ultimate underdog, Rocky Balboa (spoiler alert!) doesn't win the big fight, but he still manages to win everyone's heart (including Adrian's). The washed-up boxer goes from hack to hero in fifteen gory rounds against the champion and challenger Apollo Creed, and even though he's robbed by a decision, Rocky (Sylvester Stallone) emerges as the picture (albeit a bloody and nearly blinded one) of class and sportsmanship. A cinematic illustration of the idiom, "It's not whether you win or lose; it's how you play the game."

"Rudy" (1993)
How do you make a grown man cry? Put "Rudy" on. Another true-life tale, Daniel E. "Rudy" Ruettiger (Sean Astin) wants nothing more than to play football for Notre Dame. Trouble is, he lacks the grades, the skills, and the size to get him there. Good thing the kid's got heart. A great example of why you should always refuse to take no for an answer when it comes to your dreams -- no matter how many times you hear it.

"Seabiscuit" (2003)
Separately, Seabiscuit was a plucky, injury-ridden horse and Red Pollard (Tobey Maguire) was an impoverished jockey with one good eye. Together, they became one of horseracing's most legendary pairs. What they lacked in breeding, they made up for in chemistry, mutual devotion, and dogged determination in the face of seemingly insurmountable obstacles, proving that sometimes all you need is someone to believe in you.

"Working Girl" (1988)
Whether your stumbling block to success is big hair or a bad outfit, you can take a lesson from tough Tess McGill (Melanie Griffith). She shows the tenacity it takes to answer when opportunity knocks. Sure, she gets knocked around. But in the end, she gets a corner office on Wall Street -- and Harrison Ford. Isn't that worth a few lumps?

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Do You Really Deserve That Job?

Clearing Doubts About Your Competence
by Heather Boerner, for Yahoo! Hot Jobs


Applying for your dream job is a thrilling prospect. But if you're like 70 percent of Americans, you may feel like you don't deserve to get that dream job. The application process could make you feel, ironically, like a fraud.

"People who identify with the 'impostor syndrome' feel they've somehow 'fooled' others into thinking they're smarter and more capable than they believe themselves to be," says Valerie Young, who does workshops on the syndrome. "They have a skewed definition of competence. As a result, they hold back and don't go after that killer job they really want."

But the impostor syndrome doesn't have to handicap your chances to advance. Instead, consider these tips to have -- and enjoy -- the career of your dreams.

Get Clear

Before you apply for your dream job, figure out what triggers fraud feelings:

• Are there parts of your job you don't think you do well?
• Are there parts of your dream job that you don't think you're qualified for?
• Are there parts of the job search process that scare you? Which ones?

"A lot of people will look at a list of job qualifications and even if they have eight of 10, they won't apply," she said. "I used to work for a Fortune 500 company and have been on the other side of the interview desk. You don't have to know how to do all of it. You just need to know 40 percent. The rest you can learn on the job."

Get Help

Once you know what's holding you back, seek advice from a coach, a mentor, or trusted colleague with expertise you need.

"Instead of seeing it as a sign of ineptness, use it as an opportunity to grow your knowledge," says Young.

"As confident as I feel in my career as a presenter, if Oprah called me tomorrow to be a guest on her show, I'd be panicked. But I wouldn't squander the opportunity," Young says. "I'd hire someone to get me very well prepared. Figure out what you need -- more time to prepare, coaching -- instead of saying, 'It's me. Everyone else is competent.'"

Track Your Successes

"Keep an 'effort and accomplishment journal' to record your accomplishments -- no matter how small -- for example, coming up with a great idea at a meeting that day," says Young. "Track small steps you took or other ways you put in the effort to achieve your goals."

Ask Questions

"At the interview, ask your own questions," says Diane Zorn, who researches the phenomenon among high-achieving academics. This will help you assess and avoid workplaces that make employees:

    * Feel isolated.
    * Participate in cutthroat competitiveness.
    * Figure the job out as they go. There's no mentoring.
    * Base success on what they produce, not how they work.

Any of the above factors on its own isn't enough to cause impostor feelings. But together, they're a dangerous combination.

"Ask, 'Am I going to get mentoring? Will I get training? Will I be part of a team?'" she says. "That's self-care for the employee, and the employer is going to respect that."

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Staying on Track to Get Your Bonus

by Margaret Steen, for Yahoo! HotJobs


Bonus time has come and gone, and yours wasn't as large as you were hoping (if you even got one). Where did you go wrong -- and what can you do now to make sure that next year you get a healthy bonus check?

You first need to make sure you understand how your bonus was determined. Often, individual bonuses are based on a combination of the company's performance and the individual's performance.

What Goes Into a Bonus

The company performance part of the calculation "isn't usually all or nothing," says Laurie Bienstock, practice leader for strategic rewards at Watson Wyatt Worldwide, a human resources consulting firm. Generally, the company has to meet a certain financial threshold before it will pay any bonuses at all. After that, it scales up to 100 percent of the planned bonus money -- or even more, if the company does exceptionally well.

At many companies, individual performance also comes into play at bonus time. Sometimes individuals' bonuses are tied to the overall rating they receive in their performance evaluation; other times, they're based on whether the worker accomplished a specific list of goals.

Keep Your Boss in the Loop

When it comes to bonuses, communication with your boss becomes critical.

"If the bonus is directly tied to your performance rating, make sure you understand what you need to do to either meet or exceed expectations," Bienstock says.

If the bonus is based on a list of goals, then you need to be certain you understand from your boss what those goals are -- and how success will be measured.

"When you have that conversation with your boss and you walk away and you think this is what you're supposed to do, write it down and send it to your boss and say, 'This is what I heard, is this correct?'" says Jan Schmuckler, an organizational psychologist.

Measures Throughout the Year

It's equally important to keep talking with your boss during the year about how you're progressing so there are no surprises when you open your bonus check.

One of the most confusing parts of performance-based bonuses is what happens when you can't meet one of your goals due to circumstances beyond your control. Perhaps a project is canceled or delayed; maybe you move to a new job with new responsibilities. It's very important to talk to your boss when this happens. Can you replace some of your old goals with new ones? Don't make assumptions about how your boss will handle it -- and don't wait until the end of the year.

Not a Solo Performance

You may find it frustrating to have part of your pay tied to your performance evaluation or to how well the company does. But this is the way of the future. A recent survey of employers by Watson Wyatt found that 22 percent of U.S. companies had increased the amount employees could receive in bonuses, and 10 percent had made performance-based pay available to more workers.

"Companies are also raising the bar on how hard it is to achieve those," Bienstock says. Almost half increased the company's financial goals that are tied to paying bonuses, and more than one-third increased individual performance expectations.

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Quitting Time: Should You Make the Leap?

Learn from Three Successful Quitters
by Caroline Levchuck, Yahoo! HotJobs


Do you dream of quitting your job one day? You're not alone by any means. In fact, according to a 2007 survey by software firm Intuit, 67 percent of people think about quitting their jobs "regularly or constantly."

Of course, not all those folks will leave their jobs. So what is it that turns some professionals into quitters? It depends on whom you ask.

On a Road to Nowhere?

Eric Arnold, a writer and editor, walked away from an editorial position at a trade magazine in early 2004. "There was nothing wrong with job, really. It was more like I had a moment of clarity," says the Brooklyn-based author. "I looked at what my career path might be if I remained in my job there and realized I didn't want to go where it would lead me."

So Arnold pursued a long-time passion for wine and wound up halfway around the world at Allan Scott Wines in Marlborough, New Zealand, toiling away in and around the winery and vineyards for free while learning all about how to make fine wine. His copious notes and wry observations became the recently published book, "First Big Crush: The Down and Dirty of Making Great Wine Down Under" (Scribner).

His advice to others who dream of quitting? "If you really want to move forward in your career, you have to create opportunities for yourself. And that may involve sacrifices, like working for free. But you have to look at the path you're on and ask yourself if it will take you where you want to go."

Seeking Sanity and Opportunity

It's tough to quit a job that sounds glamorous and impressive to the people around you, but that's just what Carla Jones, an Ontario-based television producer, did when she left the popular reality series she'd worked on for several seasons

"There were a lot of factors that led me to quit," she reveals. Her decision wasn't spiteful or sudden. "I gave six months notice, giving notice in June but leaving in early December."

What tipped the scales for this production professional? "I knew I wasn't going to get ahead and I was frustrated by the fact that nothing was going to change. On top of that, I was ready to leave Los Angeles." Jones packed her bags and headed north to Canada, where she produces series, including "No Opportunity Wasted" and "Strip Search," among others.

Despite her current success, she admits, "It was a hard decision because I've been freelance ever since. It's always difficult to give up any security you have."

Beating Burnout

IT project manager Rashmi Sachan didn't know she wanted to quit her job until she was on a sabbatical. "I just knew I was so burned out and I wasn't being effective at work. That doesn't make you feel good about yourself," she says. So Sachan took what began as a four-month sabbatical, using the time to travel throughout India with family and friends.

Upon her return, she realized she didn't want to be a consultant any longer. "I didn't want to be responsible to two organizations. When you're a consultant you have two bosses: your employer and your client. It can be very chaotic. ? My company was changing their business model, moving away from what we used to do and what I wanted to do."

Today, Sachan is an independent contractor in Manhattan, happily working with one major client. She credits her sabbatical with helping her move on.

"If I were going through the daily grind it would've been hard to recognize that I was really unhappy. Especially as a manager -- you're very rarely able to think about right now," she says. "The sabbatical helped me focus on the present and what needed to change."

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How to Decide If You Need a Career Change

by Debra Davenport, for Yahoo! HotJobs


If you're not thrilled with your career, if you don't wake up excited about the day's prospects, or if you feel that your work has no intrinsic value, then it's time to get serious about making a change.

Knowing a Good Fit

The right career is a positive, productive and natural extension of you, your value system and your natural talents. The right career "fits"; it may not come effortlessly, but it does come naturally. It provides you with purpose, a positive self image and a sense of pride.

Just like finding your ideal mate, finding your ideal career has a lot to do with compatibility on many different levels. Your career must be a comfortable match with your personality, lifestyle, interests, skills, spiritual inclinations and values.

Signs of a Bad Fit

You know you're in the wrong career if:

• It is strictly a means to put food on the table.
• It's just some job you took 10 years ago because, at the time, it was the only one you could find.
• Your parents are proud, but you're bored to tears.
• Your job makes you unhappy, damages your self-esteem, compromises your values, or undermines your integrity.
• You live for the weekend.

Assess Yourself

Here's another checklist to help you assess your current employment situation. Check the statements that apply to you (and ignore for now the letter after each statement):

1. I look forward to going to work most every day. (S)
2. My employer treats me fairly and with respect. (S)
3. I live for the weekend, or any days away from work. (G)
4. I feel valued and appreciated for my professional contributions. (S)
5. My workplace feels "toxic." (G)

6. I can be myself at work and not have to worry about being judged. (S)
7. I am included in my company's "information loop." (S)
8. My employer discusses with me and provides opportunities for advancement and professional development. (S)
9. I am commended for the extra effort I perform. (S)
10. I am stimulated intellectually and creatively by my work. (S)

11. I feel that I am making a positive contribution to society. (S)
12. I am compensated well for my work. (S)
13. I find myself daydreaming frequently about a new career. (G)
14. I feel that my work is a natural extension of who I am as a human being. (S)
15. I see myself as successful. (S)

16. I feel trapped and stuck in my current position. (G)
17. I feel in control of my career destiny. (S)
18. I am working at the level of my full potential. (S)
19. My current career negatively impacts those close to me. (G)
20. I have a desire to try something new and different. (G)

Now, count the number of "S" and "G" responses you have. "S" means "Stay" and "G" means "Go." This checklist is a reliable indicator of whether or not your present job is a good fit for you. Clearly, the more "G" ("Go") responses you checked, the more critical it is for you to start thinking about new opportunities.

Debra Davenport, PhD, is a Master Professional Mentor career counselor, and the president of DavenportFolio, a licensed firm that mentors entrepreneurs and professionals. She is the creator of the Certified Professional Mentor designation and certification program. Reach her at debra@davenportfolio.com or (480) 348-7875.

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Bullies in the Workplace

by Robert DiGiacomo, for Yahoo! HotJobs


If the equivalent of the schoolyard bully is now sharing your cubicle or -- worse -- is your boss, you're not alone.

More than 1 in 3 workers -- or 54 million people -- report being bullied at work, according to a Zogby International poll. Nearly three-quarters of the bullies are in managerial positions, and 55 percent of their victims are workers, Zogby found.

Below are some warning signs to watch out for and hints for coping with an abusive manager or coworker.

Is the Boss a Bully or Just Demanding?

Executive coach Laura Crawshaw, author of "Taming the Abrasive Manager: How to End Unnecessary Roughness in the Workplace," has identified five signs that your boss is a bully.

The signs include overreacting to situations, micromanaging others, acting in a superior and condescending way, humiliating employees in front of colleagues, and taking a threatening stance, as in, "It's my way or the highway."

But Crawshaw doesn't like to use the "B" word. She explains, "The 'bully' term implies they intend to do harm. In fact, this is not what I've found. Essentially, they are blind to the impact of their behavior on others. Generally, they don't see it."

Zero Tolerance

To foster a positive workplace, employers need to first recognize the bullying problem, according to Garry Mathiason, a senior partner in the San Francisco office of Littler Mendelson, a top employment and labor law firm.

Employers should then create policies establishing guidelines for unacceptable behavior and ways to report such conduct, and make sure everyone -- from the CEO to the file clerk -- practices what they're preaching.

"There has to be encouragement of reporting problems, and there have to be alternative channels -- human resources, a senior manager, or the legal department -- if you can't report it directly to your immediate supervisor because he or she is the problem," Mathiason said.

The Mind of the Bully

The bully boss, according to Crawshaw, displays overaggressive behavior out of fear, not confidence.

"When they get anxious about how they're going to be perceived, they attack," Crawshaw says. "It's helpful for people who are subordinates to realize it's not their problem -- it's the boss' problem."

Preparing an Exit Strategy

If faced with an unresolved bullying situation, should you stay or should you go? Although some workplace bullying experts believe it's possible to resolve such situations, most workers under attack by a bully end up changing jobs, according to a poll by Zogby International for the Workplace Bullying Institute.

The 2007 survey found 77% of those who said they were bullied chose to leave their employer or were fired, forced out, or moved to a different position within the same company.

"Our research is clear about how the bullying stops -- the targets lose the jobs they love," said Gary Namie, director of the Workplace Bullying Institute.

Bottom Line vs. Cohesive Team

But companies would be better served, Mathiason believes, by adhering to policies that value the victim over the bully, even if the latter is a strong contributor to the bottom line.

"If you decide in favor of the harmony and teamwork of the group -- and take the short-term deficit of losing what is otherwise a good performer -- you're going to be more successful as an organization, because the team can always outperform the individual," Mathiason says.

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Take Control of Your Email at Work

Six Steps to Increase Productivity, Minimize Clutter
by Margaret Steen, for Yahoo! HotJobs


Email makes workplace communication faster and more efficient -- but it can also be overwhelming.

Almost two-thirds of executives list email as their preferred method of communicating at work, according to an OfficeTeam survey -- a number that has almost doubled in the past decade.

"Email is front and center today," said Diane Domeyer, executive director of OfficeTeam, a division of staffing company Robert Half International. "Still, there can be too much of a good thing."

Experts offer the following tips for making email work for you.

* Send less. This doesn't mean you should forego important memos or leave people out of the loop. But you should think twice before you hit Send, especially if you're replying to everyone in a large group.

"Eighty percent of email is totally necessary," said Mike Song, CEO of Cohesive Knowledge Solutions and co-author of "The Hamster Revolution: How to Manage Your Email Before it Manages You." The key is to identify and eliminate the remaining 20 percent. "A lot of people will just hit 'Reply to All' to say thank you to somebody. And sometimes that person will hit 'Reply to All' and say you're welcome. It really gets in the way of getting things done."

* Set a schedule. Turn off the "ding" sound that alerts you to incoming mail. Figure out how frequently you need to answer your email: once a day? Three times a day? Then set aside time to read and reply to messages.

"It's easier to manage your email in chunks of time rather than continuously throughout the day," Domeyer said. For example, you can read and reply to email first thing in the morning, once in the middle of the day, and once at the end of the day.

* Use the technology. Use a good spam filter to remove the truly unnecessary mail. Also, set up folders for low-priority messages, such as notes from your professional association. You can check these folders as often as necessary -- once every few days, for example.

* Organize it. Make folders for your email so you can move messages out of your inbox once you've read them. This will make the messages in your inbox seem less overwhelming. It will also help you find messages later when you need to refer to them.

* Don't be too brief. It's good to make your emails as short as possible -- and especially tempting when you're typing on a PDA. But if you're replying to an email that mentions several ways to handle a problem, for example, and you reply with "sounds good," you may soon receive yet another email, asking which solution you think sounds good.

* Know when not to email. There are times when talking to someone, either in person or on the phone, is the better option. "If you have a difficult or challenging situation to resolve, better to do that in person," Domeyer said. "You'll find it to be more efficient and much more likely to be resolved in a satisfactory manner."

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Create a Winning Job-Search Game Plan

Turn Former Errors Into Accomplishments
by Carla-Krystin Andrade, for Yahoo! HotJobs


Microsoft founder Bill Gates said, "It's fine to celebrate success, but it is more important to heed the lessons of failure." In other words, even our worst job-search errors are the training ground for greater success.

With that in mind, try this exercise: Draw four columns on a blank sheet of paper. Use the following four questions to pick yourself up, dust yourself off, and get back into the game with a winning plan.

Column 1: Last Year's Misses

Without pausing to analyze, make a list of your actions that you felt hindered your career last year. Remember to examine every area of your job search, including: interviewing, networking, and your resume.

Column 2: Hit or Miss?

Now, take a step back and look at each of your actions from an outsider's viewpoint. Did it really derail your job search or is it just something you feel badly about? For example, your lingering embarrassment at spilling your coffee during an interview doesn't mean that this is an error you need to fix, unless you repeatedly spill your coffee.

On the other hand, not knowing the meanings of buzz words you used on your resume is something you need to correct. Go through each item in Column 1. If it truly requires a change, then jot "change this" beside it in column 2.

Column 3: Can I Fix This?

What is in your control to change? Be realistic. You can change your habit of turning up late for interviews. You cannot change the fact that you got fired from your last job because of a personal conflict. Increase your chances of success by focusing your attention on the things that you can change. And put a check mark for each of those in column 3.

Column 4: My Hits for This Year

Here is the turning point. Review the list of things to change that remain after questions 2 and 3. Identify a positive behavior to replace each of them and write these in Column 4. For example, do you arrive at interviews inadequately prepared? Then identify a more positive action to take and write a measurable, achievable, realistic, and time-based objective to guide your change, such as, "Starting this month, I will spend at least an hour preparing for each interview."

Now, make this plan work for you. Circle the three positive changes from Column 4 that are most important to you. Write them on a cue card or some other place where you can easily review your turnaround plan every day. In addition, give a copy of this list to someone you trust and ask him or her to hold you accountable for making at least one change by the end of the year.

Then watch your hits add up.

Since 1989, Carla-Krystin "CK" Andrade has helped job hunters worldwide win jobs and achieve their career goals through her website, www.stressfreezone.com, books, and seminars. Her latest books are "Kick Start Your Job Search, Now!" and "How to Win the Job Search Game."

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What the Boss' Body Language Says

by Pat Mayfield, for Yahoo! HotJobs

Most employees pay attention to what the boss says, while the savvy employee also pays attention to how it is being said. Bosses can be good at using -- not just reading -- body language, which may be one of the reasons they got to be boss in the first place.

Often the body changes quickly if the boss likes or does not like what he saw or heard, or if she is uncomfortable in what she is saying to you. So watch closely -- it happens in a nanosecond!

Here are some ways to help interpret the boss' body language:

Body Stance and Posture

Positive:

* Physically on the same level (sitting or standing).

* Directly faces you.

* Comes into your office rather than just standing at the door.

* In a group, sits or stands close to you.

Negative:

* Does not face you directly.

* Stands and looks down on you. (Ever have a boss who never sits?)

* Places both hands on his hips to create a wingspan. (Even the big guys and gals who don't need more "space" may do this.)

* In groups, avoids you, sits with others, or does not introduce you.

Eyes, Head, and Face

Positive:

* Looks you directly in the eye.

* Muscles around the eye are relaxed.

* Facial muscles are relaxed. Lips are their normal size.

* Pleasant face and friendly smile.

Negative:

* Rapid eye movement, does not look at you; has a cold, glaring, staring, or glazed-over look.

* Blinks more than normal.

* Raises one eyebrow as if in disbelief or doubt.

* Facial muscles are tight; lips thin out.

* Jaw muscles and clenched, and temple or neck veins throb.

* Smile is stiff and forced.

Hands, Arms, and Gestures

Positive:

* Hands are in view, opened, calm.

* Arms are open (but may be crossed in a comfortable position).

Negative:

* Hands are not in sight -- in pockets, or under the table or desk.

* Hands (in sight) are closed or in a fist; fingers tightly clasped.

* Arms are tightly crossed (defensive or protective position).

* Points or wags his or her finger aggressively.

* Drums his or her fingers or fidgets nervously.

Remember, sometimes body language is not about you. Bosses have their own issues and you might just be in the line of fire. Observe many situations and look for consistency for the full story.

Pat Mayfield is the president of Pat Mayfield Consulting, LLC, based in San Francisco and Pleasanton, California. She specializes in sales and marketing solutions, working with companies of all sizes.

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Teamwork Tips to Make You an MVP at Work

by Doug White, Robert Half International


Whether you're on the playing field or huddled with coworkers in a pivotal meeting at the office, this old maxim holds true: There is no "I" in team.

Robert Half International recently asked senior executives to name the most critical characteristic of being a team player. Forty percent of respondents said "meeting deadlines" is vital to team play, while 25 percent believed avoiding office politics is of the utmost importance. "Is pleasant to work with" (20 percent) and "supports his or her manager" (13 percent) rounded out the list.

Become your office's Most Valuable Player (MVP) by keeping the following teamwork-related tips in mind.

Keep your eye on the ball.

Scrambling to wrap up your part of a group project as the clock winds down hurts both your team and your professional reputation. If you've been called for "delay of game" because of blown deadlines, it's time to develop a new strategy. Help yourself and your colleagues by identifying and prioritizing your most pressing demands each day. Then, avoid the urge to multitask and focus on tackling the assignments that have the biggest impact on team initiatives and the bottom line.

Punt the politics.

Gossip exists in nearly every workplace. But that doesn't mean you have to play the game. Rise above the fray by avoiding the rumormongers at the water cooler. While it can be beneficial to be aware of the political undercurrents at your organization, skip the mudslinging sessions in favor of open communication, respect and diplomacy.

Don't get into the blame game.

Nobody likes a Monday morning quarterback. If a colleague makes a mistake that affects the entire team, don't jump on the bandwagon. Instead, put your energy into helping correct the problem so that everyone can move forward. Moreover, when you fumble, be accountable for your actions and own up to the error.

Share the glory.

Play fair and give credit where it is due. If your manager singles you out for stellar work on a project, be sure to offer public kudos to those who helped you. There's no better way to build rapport, foster goodwill and gain allies than by honoring the unsung heroes in your group.

Finally, be willing to take one for the team. Whenever your schedule allows, score points by pitching in to assist overworked coworkers. By maintaining a can-do attitude and consistently going the extra mile for your teammates when they are being blitzed, you'll ensure there is no shortage of helping hands available when you need backup.

Robert Half International is the world's first and largest specialized staffing firm with a global network of more than 350 offices throughout North America, South America, Europe and the Asia-Pacific region. For more information about our professional services, please visit www.rhi.com. For additional workplace articles and podcasts, visit www.workvine.com.

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Pros and Cons of Working for Start-Ups

by Larry Buhl, for Yahoo! HotJobs


WANTED: Flexible self-starter to wear many hats. Must thrive on uncertainty. Low pay, no benefits, and may work nights and weekends. Exciting learning experience and huge growth potential (if the company succeeds).

Working for a start-up company takes a certain intestinal fortitude. You could end up being employee No. 2 of the next hot tech company, or you could end up job-hunting again in a few months. Fulfillment depends on how comfortable you are with risk and uncertainty, according to Penny Morey, founder and CEO of RemarkAbleHR.

Possible Rewards

Morey, who has consulted with many start-up companies, told Yahoo! HotJobs that job seekers should consider a small start-up if they want:

    * To see business ideas develop.
    * To contribute to those ideas and chart a course of action.
    * Collaboration with creative, enthusiastic professionals.
    * Changing demands and a flexible, changing, schedule.
    * Greater autonomy and authority.
    * A quick education in how a business works.
    * The potential for large financial rewards.

Don't Forget Downsides

Downsides, she said, involve frequent confusion about who is in charge of what, how to solve problems without precedents, and the possibility of working with founders "in over their heads" who may act unprofessionally. "Employees also can be overwhelmed by how much needs to be accomplished in the time available and may not know exactly where boundaries are on a daily basis," she said.

Plus, while you could get rich if the company takes off, one financial mistake can doom the company. "If you want to work for a start-up, you must be courageous and very, very flexible. Otherwise, stay in corporate America and be happy," she said.

Of Benefits and Boundaries

Suzanne, a corporate communications producer in Chicago, jumped at the chance to work for a seasoned husband-and-wife team when they started a company. At first she enjoyed the lack of corporate protocol and structure, but soon began to long for professional detachment.

"I ended up being part of their marriage," she said. "I worked out of their house, and when they fought with each other, I got sent to my room -- literally -- and there was no HR department to intervene."

Shawn Linnell, a Wisconsin distributor of tooling components, says his two employees benefit from scheduling flexibility and instant feedback in seeing the fruits of their efforts.

"The biggest downside is I can't offer benefits," he said. "Most small businesses can't, because they don't have economy of scale that comes from a large pool of employees."

What You Should Know

For a job seeker looking at a small start-up company, Morey suggests finding out:

• How long the top management team been in charge and how well they get along.
• The source of the company's funding and the projected growth.
• What a typical day is like.
• The plan to improve the benefits program.
• How employees progress in pay increases and whether there is a bonus or incentive pay program.

Some of those issues should be clarified even with a well-established employer, Morey added. "But with a start-up, often there is less in writing. Some may not even have a well-designed offer letter. So, if you don't ask for specifics, you may find yourself unpleasantly surprised once you are on board."

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