Disqus - Latest Comments for julia1319

Re: How to be a fake consultant to help a colleague deal with their stubborn board

juliaerickson — Mon, 18 Apr 2022 16:35:43 -0000

The sacred sticky dot vote is my favorite method, just after "use a lot of jargon" - brilliant post.

Re: 20 Best Blog Posts Of 2020 For Mens Career And Personal Development

juliaerickson — Wed, 03 Feb 2021 15:50:09 -0000

Thanks for including my post about being fired, Dean. It can be a huge challenge to one's self-esteem. One can move on successfully by facing and talking about one's feelings, then moving into action. I've found that my men clients need to vent periodically, as they take action and check in with me

Re: We need fewer theories of change and more community organizing

juliaerickson — Tue, 28 May 2019 19:15:09 -0000

Organizing takes time. It takes putting one’s ego aside to share power and develop community voices. It is a ground game of both strategy and tactics. It is about amassing power to fight entrenched power. It worked with women’s suffrage, in the 30s with unions, with civil rights, no nukes, anti apartheid, and in NYC in the 80s with many small victories in housing and health care. It is working today in North Carolina where small victories are keeping some of the anti voting measures from being passed. Keeping democracy alive depends on community organizing. Thanks for writing about it!

Re: Ep 70: Unicorns, Superheroes and Nonprofit Leaders (With Vu Le)

juliaerickson — Mon, 22 Oct 2018 17:12:20 -0000

Oh, this made me laugh! Imagine starting a non-profit to do something you have absolutely no idea about. It happens every day. I remember being told by my successor how surprised she was that my team and I had put so much thought into all our decisions. It would be insulting if she hadn't been so clueless coming from the private sector.

Re: Rachel Diken: Three Poems

juliaerickson — Sun, 26 Nov 2017 14:17:14 -0000

beautiful imagery that captures some pretty deep feeling and thought. Wonderful poems!

Re: How the Biggest Trends of 2015 Have Impacted HR and Recruitment

juliaerickson — Sun, 10 Jan 2016 21:20:55 -0000

Meghan, this is a really summary of very important trends! Boomer and Gen X bosses need to adapt their management style to Millennials - especially being more of a coach than a "boss." And many of my Boomer and Gen X clients would like the same kind of respect from bosses that Millennials want - while that generation may be better at owning their desires, the social zeitgeist has changed a lot and is affecting all workers. No one likes to be micromanaged or treated as if they don't have a brain or skills.

Re: Win Free Tickets to Social Media Success Summit 2014

juliaerickson — Mon, 01 Sep 2014 13:21:18 -0000

My biggest social media challenge is how to assess which platforms will generate the most visibility and ultimately monetization for my content. And then the challenge is to build the audience for my content on those platforms. Currently, I'm using Twitter, LinkedIn, Facebook and Google+ to drive content from my blog. I've done OK with visibility but not with monetization (perhaps it's because I don't have a lot of products). I'm starting a new blog on a related topic, and want to make sure I do this as smartly as possible. And I'm editing my ebook to sell it on Amazon, and need to use my social media platforms really well to drive sales. I know I will learn an amazing amount from the Summit, as I know how many wise and experienced people will speak there.

Re: Fool Me Once... | McMURRY/TMG

juliaerickson — Wed, 09 Apr 2014 14:51:31 -0000

so funny, and love the way they keep the brand in the forefront, too. The HeliYUM voices are priceless.

Re: YouTern’s Top 50 Twitter Accounts Job Seekers MUST Follow (2014)

juliaerickson — Thu, 16 Jan 2014 13:10:29 -0000

Mark, thanks so much for including me on this great list - I'm honored to be included.

Re: SXSW PanelPicker

juliaerickson — Mon, 19 Aug 2013 18:41:57 -0000

one of the most important and life-changing surgeries that can ever be done!

Re: The 5 Ways to Spot an Emotionally Intelligent Leader

juliaerickson — Mon, 29 Jul 2013 13:14:08 -0000

Rich, you are right that there are plenty of senior leaders who have high EI. In fact, I've always been impressed by many colonels in the US Army. For some reason, many I've met have high EI. And I've also been a leader with (I hope) EI.

I'm not sure I agree that it's insulting to say there are senior leaders with little EI. The reality is that there are plenty who don't - as there are at all levels of organizations. EI isn't taught, or traditionally much valued, so it isn't a surprise when people don't have it.

Perhaps it's an insult if the person thinks they have high EI and really don't. I worked for someone like that. Statements of truth, however, are not insulting. Those of us with some EI do want to know how to reach these people and help them see what their impact is on their teams without being insulting - because it's not helpful for people to get defensive and shut down.

Sometimes, too, people don't care whether they have EI or not. I've known people who are proud of their ability to make decisions without caring very much about people's feelings. "It's only business, not personal" is the phrase I think I've heard a thousand times. So saying they don't have EI may actually be heard as praise in some way.

Finally, without seeing the research this article is based on, it's hard to know what was tested, and defined as EI. All I can do is talk about my own experience, which admittedly is limited. Maybe the EI traits they measured were more basic than what I know as EI.

One other point inherent in this whole discussion is the heavy toll of politics at the top, especially pressure from various stakeholders, to make decisions that may not put EI first. So a leader may have high EI and still be disrespected because of the business decisions s/he makes. How those decisions are communicated is a way to show EI. And then legal and confidentiality concerns may interfere.

Re: Stop Writing Your LinkedIn Profile in the 3rd Person!

juliaerickson — Mon, 08 Jul 2013 14:38:40 -0000

Interesting perspective - is there any evidence yet whether people who write in the 1st person get more traction/interest on LinkedIn from recruiters? I know that I wrote my profile summary in first person because I'm a coach and service provider, so I do want to make that personal connection. Yet most people write resumes in 3rd person and LinkedIn is more and more the digital resume. So I'm curious about results.

Re: The 5 Ways to Spot an Emotionally Intelligent Leader

juliaerickson — Fri, 28 Jun 2013 14:44:50 -0000

Research apparently doesn't always fit reality, as the most common complaint from my clients is bosses who are bad delegators, micro-managers, yellers, moody...things that are pretty far from having EI. Is it that people test well for EI and then can't act it out in real life? Are career coaches only getting people who have bad bosses?

Re: Can You Really Improve Your Emotional Intelligence?

juliaerickson — Wed, 05 Jun 2013 17:03:01 -0000

The question for me is whether people want to change, whether they have sufficient incentive to develop their EQ.
By the time most people get to me as a coach, they are unhappy in their present work or career situation, so they are ready to change. Self-interest comes first: stop the pain! And then the benefits of having a higher EQ - based on doing what you love so you are not returning to the pain - become clear. Well, clearer. People hate having bosses who have low EQ. Micromanagement and disrespect seem to be the chief symptoms. It's harder for them to recognize the same in themselves. My job is to help them. Again, though, they have to want it. My incentive for developing my EQ was the tragedy of my assistant having an asthma attack on a Monday morning that put her in a coma from which she never emerged. The Friday before, I'd had a performance conversation with her about things I wasn't too happy with. All of a sudden, I was confronted with the fact that the last interaction I had with Charlotte was a negative one. And I decided almost immediately that I would take better care of my relationships. The quality of my relationships with people became primary, instead of getting things done - which had been primary. I came to see that if we had good relationships, my team and I would get things done and done very well. A year later, I knew I'd changed when I approached two staff people and they kept talking, with one saying "oh, boy, you should have seen Julie a year ago. She has really changed and is so great to work for now." I hugged her and thanked her for her honesty. Such a change - no secrets, no fear, only openness and honesty. I think that we both had EQ by that time. Hopefully, no one has to have that kind of experience to get the incentive to develop their EQ. There does need to be an incentive that is significant enough to prick through the egoistic shield protecting one from seeing oneself as others experience you.

Re: The Importance of Inclusion in Technology

juliaerickson — Tue, 07 May 2013 12:13:27 -0000

inclusion is about access being open to everyone who wants it, and information about that access being broadcast. Thank you for broadcasting the various points of access all people have through technology, to making an impact on others and perhaps even society as a whole. You're a great leader!

Re: I Broke Triberr. What Did You Do Today?

juliaerickson — Fri, 22 Feb 2013 17:23:22 -0000

you know, this is perfect lemonade weather. A great lesson for all of us Triberr-ites. As bloggers, we sometimes forget that details really matter. And with this happening to a big player, it will remind me and probably many others to check our domains. You've reached a huge audience today, Dino. May your lemons always turn into such delicious aid...uh, ade.

Re: Do LinkedIn endorsements defeat their purpose?

juliaerickson — Mon, 18 Feb 2013 18:31:47 -0000

My main question about LinkedIn endorsements is how does the site determine whose name and skill appears on your profile page when you visit LinkedIn. It's the lack of transparency about their methods that leads me to question the value of endorsements - although I do think there will be a great many employers who give at least a little weight to a skill with many endorsements next to it.

I see that endorsement suggestions pop up allowing me to choose whether and who to endorse. I usually endorse only those whose work I know. The next day, some of the same people are suggested, as well as new people. There are some people whose names never come up - people I know I've worked with. I can't be bothered to think of them, find them, and endorse them.

Then when I go down to my endorsements, I see that I've got a lot for Leadership Development and relatively fewer for Career Counseling, my main business. I do a lot of leadership development, too - but did that come up so much more often? I just don't know enough to value it properly.

Re: The Truth About LinkedIn’s Top Viewed Profile E-Mail Campaign

juliaerickson — Thu, 14 Feb 2013 14:13:19 -0000

Great analysis! Several clients got this email and wondered why. One was alarmed that so many people visited his profile. I told them that there were possibly two things going on: 1) their skill set was in high demand; and 2) LinkedIn wanted them to upgrade to a paid account so they could see who was looking at them. I didn't get one of those emails, which convinced me that this was simply a brilliant upselling campaign - because I get many more views than most people, and didn't get any of these emails. Even given what Martin said about Premium members getting the emails, it might have been that LinkedIn was testing whether people would upgrade from one level of paid to a more expensive level.

Re: 3 reasons you’ll shut up after being humiliated at the airport

juliaerickson — Wed, 13 Feb 2013 15:30:18 -0000

ditto to LeeAnne - speaking up in a nice way doesn't work - at least not for this woman.

Re: 3 reasons you’ll shut up after being humiliated at the airport

juliaerickson — Wed, 13 Feb 2013 15:24:19 -0000

I have had trouble with the TSA several times, in Fort Lauderdale, Miami and Newark airports.

In the first case, the agent doing the patdown refused to continue doing it after I asked why there wasn't a full-body scanner. She just stopped, said "I will not continue this," summoned her supervisor who chastised me for asking the question and stalked off. The supervisor then refused to give me a form for reporting the person - no, wait, she had no forms available. Right. I was so upset and angry that, despite my fear of appearing on a no-fly list, I submitted a complaint on the TSA site. I also copied my Senators. I received a canned response from the TSA pointing me to regulations. No apology, no recourse, nothing personal at all. I received a similar response from both Senators.

The next time, I asked to go through the full-body scanner only to be told it was too late, I should have spoken up sooner, and if I kept asking questions about why, I would be pulled aside and have to speak to a supervisor - probably missing my plane. And the last time, I was kept waiting for 10 minutes in the closed area until they could "locate" someone to do the private patdown.

Janet Napolitano is fooling herself if she believes the rank-and-file TSA and on-the-ground supervisors will ever treat air travelers with respect. There is so much power in their hands to make or break someone's travel plans at the very least, and to label them a "flight risk" (so to speak) at worst.

I rarely fly now because I will only go through the full-body scanner so I can be spared the almost inevitably negative personal interaction forced by a pat-down. And I don't want that much radiation in my body. The TSA accomplishes our enemies' goal - to reduce the freedom enjoyed by ordinary Americans.

Re: The 3 ‘P’ Statements That Guarantee a Great Job Interview

juliaerickson — Tue, 12 Feb 2013 14:23:50 -0000

Mark, this is a great post for everyone seeking a job or internship. Succinct, to the point, valuable advice to make a great first and lasting impression.

Re: Top 100 Twitter Accounts Job Seekers MUST Follow: 2013

juliaerickson — Mon, 17 Dec 2012 14:43:43 -0000

Thanks for including me in this amazing list of great people. It's an honor to be here. I follow most of them, and now have more. It's the best way I know to keep up with all that happens in the field - lots of really smart, knowledgeable people willing to share!

Re: 3 Critical Elements of Every LinkedIn Invitation

juliaerickson — Tue, 13 Dec 2011 12:24:35 -0000

Great post, Arnie. And some terrific comments - I especially like the one about thanking people for accepting my invitation!

One question I have for you and others is what is the single biggest reason you want a big network on LinkedIn. I have 900+ connections now, and I like it because I have access to their news and that of their extended network via LinkedIn's Signal (under News tab). That means I get industry information and job news.

Re: The Top 50 Twitter Accounts Job Seekers MUST Follow!

juliaerickson — Tue, 12 Jul 2011 09:03:52 -0000

great list!

Re: How a Videogame Designer’s Job Interview Blunder led him to Conquer the World

juliaerickson — Wed, 06 Jul 2011 12:56:50 -0000

Excellent example of how personalized followup to an initial contact can impress the hiring manager and lead to a job. I know a guy who wanted to work for Apple so he used a colorful flow-chart format to show how he used Apple products and to highlight his talents and experience. Not traditional but he got the interview and job. In a competitive market, it's great if you can stand out in an intelligent, creative, and appropriate way. For most places, a traditional CV/resume is best. Research the employer to see what might attract their attention. And by all means remember that a human will eventually read your work. In the Lucasfilm and my example, I noted that the typeface is clear and very readable. That is essential regardless of format.