The Job Doctor - Tessa White (Tessa White)

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Carrie just got a raise but can feel in the air that there is likely a push to move toward salary over her current pay (hourly)

What are the advantages and disadvantages of Salary vs. Hourly?

How do we establish and maintain good boundaries around hours worked?

AND

What can you do to put yourself in the best position to ask for your next raise?

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Bernie is applying for jobs and feels like his applications are being rejected prematurely.

How do you beat the ATS and get your resume to a “real person”?

What is the best way to follow up after submitting a resume?

AND

What can you do to incorporate your personality into the job search? 

1) Treat every job like a homework assignment and address each thing the company values. 

2) Match keywords in your resume using a word cloud generator.

3) Pay attention to key questions that may take you out of the running. Answer honestly but be judicious.

4) Share outcomes (your greatest hits) for each thing the company deems valuable.

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Most people give a job description on their resume - STOP DOING THIS!

The Job Doctor Resume "Prescription"

1.       Focus on the top 3rd of your resume

2.       Have 3 Words that define you at the top

3.       Talk about Outcomes – condition of company prior to arrival to present day or after your departure (What impact do/did YOU have)

4.       Pick outcomes that gear toward the job you WANT not the job you HAD

5.       “Lift and Shift” the job description from the employment posting to your resume

6.       Show the ability to exhibit constant learning

7.       Identify their problems and how YOU are the solution

8.       Getting more niche helps you get the job 

9.       Times New Roman is an aged resume font

10.   Have life and color in your Linkedin/resume profile picture

Writing a resume isn't a copy and paste past-time,  it's a part-time job takes effort and energy to get the job you want.

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Whitney is a director of implementation in SAAS industry and has experienced challenges managing her younger employees.

 How do you address issues such as entitlement, taking too much time off, demanding incentives, and turnover?

What options are available to help employees cope with work-related stress?

1)      Shorten the cycle between rewards

2)      Get clear with people on how they can grow

3)      Offer multiple options for pay and benefits

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What is the number one thing you look for on a resume with considering new graduates?

-          Is your education relevant to job (which specific classes are)?

-          GPA if good

-          Other activities- Student Government etc.

-          Outcome you got as an intern

-          First 1/3 resume most important- value proposition

-          Linked in style recommendation at bottom of resume

How do I find a company that’s a good fit for me?

-             Maximize your resume using value propositions, outcomes, specific course, and other creative strategies

-             Consider differences between small and large companies and KNOW THYSELF

-             Try “playing in the gap” even as an intern

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Josh is a software engineer that is trying to break into management in the healthcare space. He is being proactive and making connections but not getting the buy-in he needs to make an impact.

What is the best way to present innovative ideas and processes to management? What will make them most receptive to input?

 If you have skills specific to leadership, is there a way to bypass the traditional promotion ladder that rewards individual contribution?

 Are there certain markers that indicate whether a company is invested in growing its employees?

 Tessa shares her 5 Elements of Politics

Is your company

1)      Speed: Fast or slow

2)      Autonomy: Independent or collaborative

3)     Line of sight: Short term vs Long Term

4)      Innovation: Inventive or more traditional

5)      Experimentation or get it right first time

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Melissa has 13 years of experience in staffing and recruiting but no college degree. She has a pending job offer and isn’t sure how to proceed with pay negotiations.

Does the absence of a college degree hinder potential income or the ability to progress professionally?

How do you know what salary to ask for, and how do you use leverage to secure a salary at the high end of a range?

Find free downloadable Interview Guide on theJobDoctor.com 

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Namarata works in accounting and has recently become a middle manager. She has questions about the progression of her career. 

How do you become a senior manager? 

What makes a good middle manager?

How do you show variety on a resume when you've held several different positions within the last 10 years but all within the same company? 

Do things like using PTO or working remotely affect your chances for promotion? 

“Manager Mantra” 

1) When handling a situation with an employee, ask yourself, “If I were in a similar situation, is this how I’d want to be treated?” 

2) No surprises.  Talk to someone about an issue at the proper time, not too soon or too late. 

3) When handling a situation, ask yourself, “If everyone saw this, would it make sense to them?” (Am I being fair?)

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Tessa speaks with Jordan, an HR evangelist at EddyHR. EddyHR is a local payroll and HR company that targets the deskless worker to help hire and retain employees. Tessa and Jordan discuss the nuances of today's job market and what employees really want. Topics include the following: 

•  The importance of employers being truthful in job postings 
•   Pay for remote work and competing with other states
•   How to create jobs and which benefits speak to employees
•  Using key measures of success to determine compensation 

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Kaitlin moved from the education field to a fast-paced project management position for a Fortune 500 company. She recently learned that her role is the result of combining 3 different  roles and is overwhelmed by her responsibilities.

How do I prioritize and accomplish a large workload without being taken advantage of?

What is the best way to determine a position’s stability or resistance to layoffs?

AND

Is it wise to make a lateral career move (or even a step backwards) to accommodate a better work-life balance?

Tessa shares tactics to improve work efficiency and her concept of “managing the manager.” 

She also discusses the importance of "Becoming Comfortable with Conflict" (one of her 5 steps for career growth). 

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Andrea left her C-suite position in the nonprofit sector and isn't sure what she wants to do next.  

Tessa asks a series of questions to help zone in on the size and type of company that will allow Andrea to thrive. 

Questions Examine:

-       The benefits of large vs small companies

-       Finding the right niche and a company that inspires her

-       Getting clear on career goals- then creating an effective resume 

In the analysis: Rate importance 1-10

Learning and growing

Risk (start up vs firmly planted company) 

Autonomy

Flexibility with hours or work remote 

People 

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Allah works in project management and is interested in either moving to a new company or switching departments within his current company.  

1) What is the minimum time you should stay with an employer to avoid “job hopping?” 

2) What are the best ways to convey competence for a position without meeting the years of experience requirement?

3) How do you apply for a job in a different department (within your current company)?.

4) What are proactive steps that can help prepare for and acquire a  management position? 

5) How to navigate a raise request and potential denial.

Tessa answers these questions and covers topics such as cross functional projects, enlisting help from your manager, value propositions, how to effectively propose a raise from the company’s perspective, and if-then proposals.

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Lily works as a middle manager in the design industry. She is experiencing a lack of direction and leadership from her superior that is affecting her ability to perform  at an optimal level. 

Why does it seem that leadership doesn’t hold other leadership accountable? 

After honest discussions with leadership about issues, how do you decide it’s time to move on? AND

How do you manage your own perception of reality within a company? 

Tessa discusses how to use leverage and honesty to improve a challenging work situation. She also references her 5 Stages of Career Growth and explains how difficult leaders can contribute to personal development.   

5 Stages of Career Growth

1. Entry Level - Doers (Consistency)
2. Supervisors and Individual Contributors - Achievers (Independent Thinking)
3. Sr Managers/Sr level Individual - Collaborators (Refine and Align)
4. Directors/VP- Builders (Strategy and Resources)
5. Sr VP/C-Suite - Expanders (Future Growth)

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Jess is promoted to a New Director position but can’t quite wrap her arms around the new role. How much vulnerability should she show? 

Jess has worked in marketing for 12 years and is currently in a director role at a start-up company.

Does imposter syndrome ever go away?

How do you tell your manager, “I don’t know”? 

When reporting to senior leaders as a VP or director, how much management and development should you expect?

AND

What is the best way to communicate with a CEO that has very limited time? 

Visit thejobdoctor.com for free templates on creating structure around communication with upper management. 

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Tessa speaks with successful entrepreneur and host of the podcast Smashing the Plateau, David Shriner-Cahn. They share their journeys of leaving the corporate world and starting a new business and provide tips for those interested in doing the same. Topics include the following: 

-Managing expectations when making a career change and how to be mentally prepared

-Learning to sell yourself or your products 

-Handling down days, doubts and fears

-The importance of connection and community 

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Jacob is currently a director of marketing in the property management field. He received a job offer for a VP position and wants to make sure the financials make sense before accepting.

What are things to consider when assessing the compensation package in a job offer? How do you make sure it’s a good move financially? 

Are there ways to protect yourself when changing jobs in an uncertain economy? 

Tessa discusses leverage, pay negotiation, and bonuses,  as well as severance package negotiation in the event of layoffs or other non-performance related termination .

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Carmen is successfully balancing a full time job in HR AND one in mental health intake.

Why do some employers take issue with job stacking even when an employee is successfully completing all duties?

Tessa examines this topic from the side of both employer and employee.

Tessa’s advice for job stacking:

-          Be transparent with both employers.

-          Read the employee handbook for related restrictions

-          Know that your time is likely being monitored by HR.

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Join in a business student's first career job pay negotiation journey. 

Seth is still in college but is considering moving for a job opportunity instead of completing his degree.

Do I have the ability to negotiate pay and benefits when this is my first job? 

AND

How do I account for cost of living and inflation? 

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Merit is a freelance artist working in murals and other mediums. She is also a new mother and is trying to find a work-life balance while still pursuing her career and appealing to potential clients. 

How do you achieve work-life balance with a toddler? How much is too much when bringing your child into your professional life? 

What is the best avenue to approach potential clients, and what angle is most effective? 

AND

What level of authenticity or vulnerability on social media is most attractive to potential clients? 

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Jeremy worked in SEO for 8 years before he moved into ecommerce and realized it wasn’t a good fit. He is currently unemployed and having a hard time breaking into the field of product management. 

How do you transition from one career to another? 

What is the best way to format a resume that lacks job experience for the job you are applying for? 

Tessa shares tips on gig work, using courses and certifications to convey skills, and optimizing a resume. 

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Raevin moved to Minnesota for a high-level job in communications and media. She finds herself struggling to fulfill her duties and after meeting with management, she still  isn’t sure what to do next. 

What options are available when considering transitioning out of a company? 

How can you work with management to make it work? 

OR

How can you use leverage to land on your feet and create a win-win situation with your company? 

Tessa helps her analyze her situation and provides options,

1. Work with your company to create a soft exit.
2. Declare you want to make it work and ask for support (e.g. utilize a mentor). You can agree to a soft exit if it still isn’t working. 
3. Look for another job but keep working. 

The Unspoken Truths for Career Success by Tessa White 

Reference: 

“Chapter 13: Lies about Leverage” 

“Conclusion: Should I Stay or Should I Go”

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Austin Hankwitz

Tessa hosts personal finance and investing expert, Austin Hankwitz.  They discuss a variety of topics involving career and finance.  Tessa shares expertise on resume writing, layoffs, the best career fields to work in, finding your superpower, and recession proofing your career. Austin explains the most common financial mistakes people make, paying off debts, investing, and how to save money.

Austin has been featured on Bloomberg, Business Insider, CNBC, and the NY Times. Find out more about Austin at https://stan.store/austinhankwitz or visit Rate of Return.

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Tyler has been self-employed for the last 10 years and is trying to move into cyber security. He has a background in IT and a certificate in cyber security but is having a hard time landing a position and doesn’t know why.  

Why am I being overlooked for jobs? What changes can I make to my resume?

Tessa examines Tyler’s resume and provides suggestions for enhancing his strengths and finding his value proposition.   

1.       What problem can you solve for the company? Once you have identified this problem, list 3 “professional highlights” that support your ability to solve it.

      “I am the person you’d hire if your company is trying to _________.”

2.       What would people say you’re known for? List 3 things.

3.       What company would be optimal for you?  

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Corey has experienced a string of layoffs while working in social media and marketing.  He believes that this is affecting his ability to land a job.

How can you build a strong resume despite layoffs and frequent job changes?  

Tessa helps Corey to create a different kind of resume.

1.       Get clear on the job you want.

2.       Instead of building the resume chronologically, focus on a role you performed and results you achieved. Then, include the different companies you’ve performed that role for.

3.       List your 4 greatest strengths. Everything on your resume should be a proof point for these 4 things.

4.       Gather LinkedIn style recommendations.

5.       Utilize ChatGPT.

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Richie recently left the corporate world to work for himself and is experiencing the benefits and challenges that it entails. 

If the grind of self-employment is too much in later years, how do you tolerate working for someone else after working for yourself? 

How can you tell if a prospective employer is a good fit for you culturally? 

How long should you stay in a role that makes you uncomfortable? 

Tessa explains how fractional employment can be the perfect option for those looking for something that lies between corporate and self-employment. She also discusses the types of work environments that suit project oriented employees.

What is fractional employment?

Fractional employment is a type of employment in which an employee works part-time for several different employers during the week. This type of employment is becoming increasingly popular, as it allows employees to have more flexibility and control over their work hours. Fractional employees typically work for a set number of hours per week, and they may be able to choose which days and times they work. This type of employment can be a good option for people who want to work from home, or who want to have more time for other commitments, such as family or education.

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Hannah is struggling to communicate with her manager of 8 months and recently received negative feedback in a performance review. She is confused and unsure of how to improve the situation.

How can I build a trusting relationship with my manager?

AND

Should I go to HER manager for help with the situation?

1)      Remove tension in the relationship by working on the negative feedback provided. Check in with your manager for input on how things are progressing. If your manager is struggling to provide specifics, use a scale and ask what it would take to get to a 10.

2)      Set clear objectives and encourage discussion. Meet every 2 weeks to discuss priorities and to get the manager’s input.  

3)      Develop advocates in other departments.

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Sarah enjoys her job in ecommerce but feels that there is little room for growth. Her current pay is not on par with market value and she needs guidance in addressing this with management.

 If I’m already at the top of my pay range but my duties and responsibility have increased, how can I best approach a raise?

 Tessa provides scripts to use with your manager. She explores potential responses from management and how to counter each using a variety of tactics such as  if-then statements and even counter-offers as a last resort.

Should your resume be creative or strictly business?

AND

Should you include your “side hustle” on your resume?

Tessa explains the most important parts of a resume: the value proposition, professional highlights, and your secret sauce.

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Ben is a member of the LGBTQ+ community and has worked for the same company for 17 years. His manager makes political comments related to LGBTQ+ issues that make him uncomfortable. Previous conversations addressing this have been unsuccessful, and he doesn’t know what to do.  

What is the most effective way to address a manager who creates an unsupportive work environment by sharing political beliefs?

 Tessa shares why it’s best to confront the situation head-on instead of going to upper management. She explains how to use “magic phrases” to keep the conversation going and avoid either party feeling cornered:

-          Is that what you intended?

-          Do you see it differently?

-          Is there something I am missing or don’t understand?

She also recommends being crystal clear in the conversation by explaining what you expect, what you’ve observed, and asking if this was intended.

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Eileen is making a career change within the healthcare industry. She is beginning pay negotiations and wants to make sure she is asking the right questions.

 What questions should I ask during a pay negotiation?

Is PTO something that can be negotiated?
Tessa recommends choosing your top 3 things to negotiate. She provides multiple areas of negotiation to consider and questions to ask around each:

1. Salary
2. Bonuses
3. Benefits
4. PTO (possible at smaller companies)
5. Professional Associations/Affiliations
6. Continued education
7. Travel stipends
8. Paid electronics (laptop, cell phone)
9. Home office expenses
10. Title
11. Severance

 GUIDELINES FOR NEGOTIATION

1. Do your research. Before you even start negotiating, it's important to know your worth in the market. This means researching salaries for similar positions in your industry and location. You can use online resources like Glassdoor or Salary.com to get this information.
2. Be confident. When you're negotiating, it's important to believe in yourself and your worth. If you don't, your employer will likely pick up on that and be less likely to give you what you want.
3. Be prepared to walk away. If you're not happy with the offer, be prepared to walk away from the negotiation. This shows your employer that you're serious about getting what you want and that you're not afraid to walk away from a good opportunity if it's not right for you.
4. Be flexible. It's unlikely that you'll get everything you want in a negotiation. Be prepared to compromise on some things in order to get what's most important to you.
5. Be professional. Even if you're not happy with the offer, it's important to be professional throughout the negotiation process. This means being respectful of your employer's time and being polite even if you disagree.

Negotiating a job offer can be daunting, but it's important to remember that you have the power to get what you want. 

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Heidi  works for a community health organization as a Family Nurse Practitioner. She has noticed discrepancies in her pay and that of her colleagues and isn’t sure how to approach a pay negotiation with HR.

How can I work with my manager to create a convincing proposal for a pay raise?

Tessa explains how to create compelling visuals and highlight things that differentiate you from other employees. She also explains the best way to make your manager an ally in pay negotiations.

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Lyle is a lieutenant in the police force. He wants to be an innovator in the areas of  policy and culture and is  considering a pivot to HR. 

What are things to consider when moving from the public to the private sector? 

AND

What is the best way to prepare for a role in HR? 

Tessa explores differences in the public and private sectors and where she feels Lyle can make the most impact. She also discusses the importance of finding a role and a company that utilizes his unique skill set and aligns with his values. 

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Farrah finds herself as a new manager. Eager to do that job well and manage those under her successfully. She also wants those who are her direct reports to know their pathway up the ladder as well.

5 steps to becoming a better manager:

1. Get to know your employees. This means getting to know them on a personal and professional level. What are their goals? What are their strengths and weaknesses? What motivates them? The more you know about your employees, the better you'll be able to support them and help them succeed.
2. Communicate effectively. This means being clear and concise in your communication, both verbally and in writing. It also means being a good listener and being open to feedback.
3. Set clear expectations. Make sure your employees know what is expected of them in terms of their work, their behavior, and their contributions to the team.
4. Provide regular feedback. Feedback is essential for helping employees grow and develop. Be sure to give both positive and constructive feedback, and be specific about what you are seeing and how it can be improved.
5. Be a leader, not just a manager. A leader is someone who inspires and motivates others. They set a positive example and create a culture of trust and respect. If you want to be a better manager, focus on becoming a better leader.

Here are some additional tips for becoming a better manager:

• Be adaptable and willing to change. The world of work is constantly changing, so you need to be able to adapt your management style accordingly.
• Be patient and understanding. Managing people is not always easy, and there will be times when you need to be patient and understanding.
• Be self-aware. Take the time to reflect on your own strengths and weaknesses as a manager. This will help you identify areas where you can improve.
• Be open to feedback. Ask your employees for feedback on your performance as a manager. This can help you identify areas where you can improve.

Becoming a better manager takes time and effort, but it is worth it. By following these tips, you can improve your skills and become a more effective leader.

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Danny worked closely with the STO and CEO of her company for 8 months until she was abruptly demoted and let go with little to no explanation. She was released shortly before her equity vest date and received no severance or vacation payout. She suspects discrimination may be a factor.

Can a company quietly let you go without proper cause? What rights do I have to pursue a claim against the company?

Tessa explains the rights that companies have in regard to termination. She encourages Danny to meet with an attorney. Companies respond to risk and creating a claim presents risk.

How do I avoid an “equity scam” in the future?

1. Pre-negotiate a severance for middle level to senior positions.
2. Before time of release, try to negotiate a deal with the company to allow you to land on your feet.
3. Understand how and when equity vests.
4. Address signs that the company isn’t happy head on.

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Chance Allred, a.k.a. Mr. Maverick, is Tessa’s former coworker and the subject of the chapter, “Lies and Politics,” in her book.  Tessa recounts lessons she learned from Chance and asks him to share more details regarding his effectiveness in creating employee satisfaction, building culture, and “going fast.”

Read your environment.

As an employee, find out what’s important to the stakeholders and align yourself with it. Then, you can go fast and achieve results the company will value.

The key to employee retention is enhancing the employee experience.

Connect the dots between what’s important to the industry and company and what’s important to the employee. Effective strategies include recognizing employees for their work (among their peers), and building culture through things like serving together, team lunches, and intentional meetings.

5 Things Employees Want:

1.       Money

2.       The ability to progress and grow

3.       To feel like they are making a difference

4.       To love their boss

5.       To love their peers

Advice for Leaders
Gain influence
Utilize your natural abilities to build relationships and set a vision.

You can read all about Mr. Maverick in Tessa’s book, The Unspoken Truths for Career Success, in the chapter titled, “Lies About Politics.”

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Brett shares his experience with a challenging new manager, attempts he made to improve the situation, and how he ultimately knew it was time to leave. 

What makes a toxic work environment? 

How to handle differences in expectations with a manager? 

AND

What lessons can be learned from having a negative leadership experience? How do you know when it’s time to go? 

Brett and Tessa also discuss the vital role of professional relationships in creating a successful career. 

Diagnosing the Toxic Situation: 

What did I expect? 

What did I observe? 

What are the consequences to me, to you, and to others? 

What can prevent this from happening again? 

Is that how you see it? 

Is there something that I’m missing or that I don’t understand? Or is that what you intended? 

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John graduated from college a year ago without doing an internship. He started contract work to get job experience, but the prestigious company he is working for can’t be listed as an employer (only his staffing agency). 

Should he quit his current job and look for another that will enhance his resume?

How can he show his experience without listing the specific company? 

Tessa explains the importance of being results focused.

She shares her #1 Career Commandment:

Results Are Your Greatest Leverage

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Life happens...This point was certainly driven home when my sons suicide attempt left him partially paralyzed a few months ago, and forever changed my relationship with him, my husband, family and work. Let me take you into my journey with Harvard psychologist and author Dr David Rosmarin on how to get through hard things at home and at work.
Dr. David H. Rosmarin is an associate professor at Harvard Medical School, a program director at McLean Hospital, and founder of Center for Anxiety. He has authored several books including Thriving with Anxiety which releases October 17th. David shares 3 strategies to “thriving” during times of crisis.

1.      Make sure your relationships at home are strong.

2.      Reduce responsibilities at work.

3.      Give up some level of control. 

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In part one of this special episode, Tessa talks with fellow career coach, Kendall Berg, of That Career Coach. Kendall has years of experience in the corporate world with a background rooted in technology complementing Tessa’s background in HR. Together they offer valuable perspectives on today’s corporate landscape. In this episode, Kendall interviews Tessa. They discuss the “games” played in the corporate world and what happens behind closed doors. In a cancel culture, learning to have crucial conversations may change the course of your career.

1. Office Politics

• Focus: Navigating power dynamics, building alliances, and managing interpersonal relationships to advance one's agenda (positive or negative).
• Examples:
  • Spreading rumors or subtly undermining colleagues
  • Taking undue credit for the work of others.
  • Forming exclusive cliques to gain influence.
  • Gossiping and backstabbing.

2. The Blame Game

• Focus: Avoiding responsibility for errors and shifting fault to others.
• Examples:
  • Refusing to acknowledge mistakes and covering them up.
  • Making excuses or pointing fingers at other team members.
  • Creating a culture of fear, limiting open communication and problem-solving.

3. The Appearance Game

• Focus: Prioritizing image and perception over actual productivity or substance.
• Examples:
  • Spending excessive time on presentations and formatting instead of focusing on content.
  • Attending unnecessary meetings to appear busy and engaged.
  • Prioritizing self-promotion over meaningful contributions.

4. Strategy Games (These can be beneficial or harmful)

• Focus: Navigating power structures, competition, and negotiation tactics to achieve objectives. This can be healthy and necessary in business.
• Examples:
  • Carefully crafting persuasive arguments to win support for projects.
  • Anticipating the moves of competitors or internal rivals.
  • Building coalitions and networks for influence.

Why Recognizing Corporate Games is Important

• Avoid Toxicity: Identifying the negative games helps individuals avoid getting caught up in destructive patterns that hurt morale and productivity.
• Strategic Advantage: Understanding the rules of both negative and positive games allows people to navigate the corporate landscape more effectively.
• Promoting a Healthy Culture: Bringing awareness to these games can foster a culture of accountability, transparency, and collaboration.

Important Note: It's crucial to distinguish between harmless social dynamics and genuinely toxic behaviors. Not all interpersonal maneuvering or ambition is harmful.

Find Kendall at https://thatcareercoach.net/

She is @ThatCareerCoach on all social media.

Her book Secrets of the Corporate Game comes out in November 2024

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In part two of this special episode, Tessa talks with That Career Coach, Kendall Berg.  Kendall shares her tips on networking and brand building.
 
Human connection is a core pillar of a happy and meaningful life.  While work plays a vital role, it shouldn't come at the expense of the relationships that support us, inspire us, and give our lives lasting value.

Work Accomplishments Fade: Projects are completed, goals are reached, and promotions are earned – yet their effect on our lives can diminish over time.

Relationships Endure: Strong relationships with family, friends, and colleagues provide lasting support, joy, and a sense of belonging that often outlasts the immediate impact of any single work achievement.

Kendall and Tessa discuss how to be a good manager and how to make the challenging leap from manager to director. 

They also discuss mental load and how it differs from workload.

Workload

• Focus: Quantifiable tasks and their associated time or effort to complete.
• Tangible: Visible and easily measured.
• Examples:
  • Answering 50 emails in an hour.
  • Filing a specific number of reports.
  • Building a piece of furniture.

Mental Load

• Focus: The thought processes involved in managing tasks, responsibilities, and decision-making.
• Intangible: Not directly visible or easily measured.
• Examples:
  • Remembering to buy milk on the way home and deciding which brand to get.
  • Planning a birthday party (guest lists, invites, food, activities).
  • Keeping track of everyone's schedules and appointments in a family.

Key Differences

• Visibility: Workload is visible; mental load is invisible.
• Measurement: Workload is easier to quantify; mental load is more subjective.
• Scope: Workload often pertains to job-related tasks; mental load encompasses all areas of life, including work, home, and relationships.

Why This Distinction Matters

Understanding the difference between mental load and workload is crucial because:

• Reduces Overwhelm: Recognizing mental load can help individuals explain their feelings of exhaustion or overwhelm when their workload may not seem excessive.
• Promotes Equitable Distribution: Understanding mental load can help partners, families, and teams more fairly distribute invisible tasks and responsibilities.
• Improved Work-Life Balance: Awareness of mental load can lead to a better understanding of overall work capacity and the potential need for strategies to manage both workload and mental load.

Find Kendall at https://thatcareercoach.net/

She is @ThatCareerCoach on all social media.

Her book Secrets of the Corporate Game comes out in November 2024

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Bradley is the CEO of a company that has undergone significant changes in the last 2 years. He is struggling to keep his employees engaged and motivated.

What is the best way to engage and motivate employees?  How do you appeal to different generations?

Employees are most concerned with feeling seen and feeling like they are making a difference. Tessa shares strategies to achieve this goal.

• Overcome change fatigue
• Talk to employees about their personal goals and help them to achieve them.
• Incentivize managers to encourage employee growth.
• Ask employees about their superpowers and how they could be utilized most effectively.
• Shift the reward structure so that employees at all levels are rewarded for performance.
• Align compensation with behavior. Consider a new pay structure that bases pay on performance.
• Improve the line of sight. Ensure that employees are recognized for the work that they do.
• The Gen Z tagline should be, “Choose your own adventure.” Create a menu of reward options that speak directly to employees.

Go to TheJobDoctor.com to download a pdf on How Different Generations Think.

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Mistee works in healthcare and her department is being restructured. She needs to decide whether to take severance or stay on and accept a lesser role. Tessa covers a variety of topics related to Mistee’s situation.

• Relevance of the Older Worker’s Benefit Protection Act
• Negotiation potential within a highly structured field such as healthcare
• Good leverage vs Bad Leverage
• Potential benefits accepting a lesser role and staying at the company, especially for older workers - Some benefits may include PTO, a pension, healthcare benefits or other benefits that may have been grandfathered in.
• Negotiating a structured exit 

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Andrew is searching for a job as a strategy consultant after being laid off from his position in corporate finance. He wants to know how to choose a position and company that will best elevate his career and how to be noticed by that company.

 How do you stand out in a sea of applicants? 

• Create an army of people, including family and friends, to find the positions you are seeking.
• Utilize LinkedIn to make connections and identify opportunities.
• Create a list of 10 companies you want to work for. Research them and make connections.
• Contact CEOs via LinkedIn, email, sending packages, or going to conferences where they may be speaking.
• Create a value proposition for each position you apply for that outlines precisely what you will do for that company.

You can find help with resumes at TheJobDoctor.com

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Dorothy Mashburn hosts Tessa on her podcast, Pay Negotiations Made Simple.

They discuss a variety of topics related to promotion and pay negotiation.

• Making the jump from mid-level positions to a director or VP role.
• Navigating conflict in a way that benefits your career.
• Encouraging your manager to see you as ready for a promotion.
• Knowing when to leave a company and when to have difficult conversations to improve your situation.
• Using a job offer as leverage.
• Navigating the current job market.

Get Tessa’s book here: BUY NOW

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Carrie is a practicing CPA who just received a doctorate in business administration. Despite her new job in operations, she keeps being asked to fill in as a CPA and wants to know how to segue into her new role.

How do you define an undefined role and make yourself indispensable to your company?

 In this episode, Tessa explains how to create a strategic role that aligns with the needs of your company.

Creating a Strategic Role:

• Define the problems that need to be solved. Ask decision makers what projects would make the biggest difference in 3-6 months and why they hired you.
• Find a way to quantify your contributions and progress to send regular updates via email. Showing progress will help you gain momentum in the role.
• Utilize a dashboard. 
• Storytelling. Use face to face time with executives to focus on forward initiatives.  Aim for 80% strategic and 20% tactical. 

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Anne recently lost a promotion to an outside applicant. She has the experience that should have made the decision an easy yes for her employers and wants to know why she was overlooked.
 
How do you uncover why you weren’t promoted and what you need to change to be promoted in the future?
 Tessa shares her model for having difficult conversations. You can find The GAP Model for Conflict Resolution in Tessa’s book, The Unspoken Truths for Career Success.  These key statements can be used to gather valuable information.

• What I expected…
• What I observed…
• Then, identify the consequences.

Other Topics include:
Halfway Conversations
Practicing strong statements
Creating a path for career growth

The Feedback 4-pack : Three times a year ask the following questions to 4 people ( a manager, a cross functional team member, a superfan, and a neutral person):

1. How do you think others perceive me?
2. What is the perception of what I do? 
3. What have you found that works to build influence and become a more promotable person?

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Tessa shares notes with fellow career coach Allison Peck of "Alli from Corporate."  Alli specializes in helping people transition to the corporate world and stand out from other applicants.

Tessa and Alli discuss a variety of topics:

 What is the job market like today? 

 How do you stand out in a sea of applicants?

 Can you use AI when applying for jobs?

 What is the best way to make professional connections that lead to opportunities?

 Should hobbies and interests be listed on a resume? Do recruiters look at social media?

Tools Mentioned in this episode:

CareerBuilder CoLab

Chat GPT

Perplexity AI

You can find Alli from Corporate on all socia media as "Alli from Corporate" and on her website TheAllisonPeck.com

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Zac recently suffered a serious injury and is now reentering the workforce with a disability. He wants to know what to expect when applying and interviewing for jobs.

Are some industries more likely to hire people with disabilities?

At which point during the application process should you disclose that you need accommodations?

What is the best way to navigate depression and/or anxiety in the workplace?

In this episode, Tessa covers a variety of topics including 

• Utilizing available programs such as the ADA and FMLA
• Humane leadership
• Communicating with your manager

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Jamie is a small business owner that is struggling to keep her gen-z staff engaged.  She wants to know how to best communicate with her staff and how to avoid burnout for both herself and her employees.

 What are ways to keep younger employees motivated?

Tessa shares helpful strategies for managing a younger generation:

1. Ask employees about their personal goals and what skills they may want to develop. Help them to work towards those goals.

2. Use your cost envelope to motivate desired behaviors. Consider bonuses or variable pay.  

3. Provide options whenever possible (e.g., benefits, shift scheduling). This generation thrives on customization.

How can you help employees to better meet performance expectations without micromanaging?

• Increase communication and set clear expectations.
• Increase feedback. Share what type of feedback the staff can expect and how they should interpret that feedback.
• Point out and reward desired behaviors.
• Share tips about your management style.  
• Ask your staff for feedback.

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Tessa speaks with her daughter, Hannah, about her pivot from a corporate career to one as an entrepreneur with several sources of income. After a traumatic event within her family, Hannah decided a traditional job wasn’t the right fit. She created a work situation that better suits her personality and provides an optimal work-life balance. Hannah and Tessa discuss what to expect when transitioning from traditional employment to self-employment. Topics include changes in self-esteem, work-life balance, maintaining motivation, changes in income, and asking for help. 

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Is your career feeling stagnant? Brittany, a senior project manager, shares her concerns about limited growth opportunities at her company. In this episode, Tessa discusses strategies for creating your own upward mobility. Learn how to:

• Leverage lateral moves to gain a deeper understanding of your company's inner workings.
• Expand your network to uncover hidden opportunities and gain valuable allies.
• "Play in the gap" by identifying and addressing unsolved problems within your organization.
• Master the "yes, and, what if" model to navigate project management challenges and foster collaboration.

Episode Highlights:

• Brittany's experience with limited upward mobility and her dilemma of staying vs. seeking a new job.
• Tessa's actionable advice for creating a new role for yourself or finding growth opportunities elsewhere.
• Tips for effectively saying "no" to colleagues' ideas while maintaining a positive working relationship.
• Real-world examples of how to implement the "yes, and, what if" model in your project management approach.

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Elyse, a newly appointed employee, faces the common challenge of lacking a clear job description months into her role. This episode explores proven strategies for navigating undefined roles and achieving success despite the ambiguity.

Key Takeaways:

• Taking Initiative: Tessa advises proactively engaging with other leaders and participating in relevant activities to gain insights into the role's expectations.
• Crafting Your Own Narrative: Create a draft job description based on your current understanding. This can be used as a starting point for discussions with your manager.
• Crucial Conversations: Learn how to utilize the GAP Model for Conflict Resolution to effectively communicate your concerns and expectations to your manager.
• Regular Check-Ins: Establish frequent check-ins with your manager to ensure alignment and address any emerging issues.
• Strategic Focus: Prioritize strategic thinking and long-term goals over tactical tasks to maximize your impact in the role.

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As a young mom in the early stages of her career, Sarah often feels like she is not taken as seriously as her colleagues. She wants to know how to best handle these situations and be treated like an equal part of the team.

When you are not given proper respect by colleagues, what can you do? 

What are strategies for standing up for yourself without burning bridges?

How can you keep colleagues and/or leadership engaged during presentations?

Tessa explains the importance of having difficult conversations.  She shares the following tips for asserting yourself in a professional way.

First, make sure to address the issue. If you are not comfortable doing it in the moment, you can pull the person aside after the meeting. Avoid becoming a ghost by saying nothing.

Utilize the GAP Model for conflict resolution. Make sure to always assume good intent.

• What I expected…
• What I observed…
• Is that what you intended, or do you see it differently?
• What can I do to prevent this from happening in the future?

If someone is talking over you, try, “Stop. I have something to say.”

Keep presentations short and to the point. Avoid giving too much data.

Check for engagement during presentations by asking what information will be most useful and going straight there.

 You can learn more about the GAP Model for Conflict Resolution in chapter 7 of Tessa’s book, “Getting Comfortable with Conflict.”

You can find the story about Cubicle Guy in chapter 6, “Lies About the Corner Office.” 

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Roman was passed over for a job in the final stages of salary negotiation when the company realized he didn’t finish his college degree. He wants to know how to navigate future job opportunities.

What is the best approach to landing senior roles without a degree?

 Tessa gives tips on job hunting and interviewing without a degree.

Interviewing:  

• Do not lie.
• Change the conversation from what you’re lacking to the practical experience you have that makes up for the missing courses.
• Double down on your value proposition.

Entering the job search:

• Update your LinkedIn profile.
• Get clear on your value proposition. What is the problem you solve and why should someone hire you? Get specific.
• Include your value proposition and professional highlights at the top of your LinkedIn profile and your resume.
• Use AI to help your resume hit key words from the job description of your desired role.  

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After many negative experiences with previous employers, Jenny is feeling like her current situation may be too good to be true. She wants to know how to keep her past experiences from repeating themselves.

How do you keep past negative work experiences from reoccurring and maintain a healthy relationship with your manager?

If you really like your manager, how do you know when it’s time to leave your job?

Tips on maintaining a good relationship with your manager and adjusting to change in a company:

• Be upfront with your manager about where you want to go. Give them the plan for how you want to get there (exposures, experiences, training).
• Quick validate. Check in with your manager frequently to see if you are on track.
• If you are having a negative experience, have a crucial conversation.
• Make sure the story you are telling yourself is the real story.
• Change in a company can be a trigger for innovation.
• If you decide to leave a company, do it in an organized way. Don’t lose your leverage and/or promotion opportunities by leaving too quickly.
• Keep your “enemies” close and stay in the look when changes are happening.

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In this episode, Tessa interviews fellow career coach, Sam Owens. Sam is the author of I Hate Job Interviews. He shares tips for a successful interview.

1. Practicing your responses
2. How to avoid rambling
3. Addressing being fired from a previous job
4. Being too honest
5. Using the Home Base Model
6. What interviewers really mean by, “Tell me about yourself.”
7. What to include in the first 3 minutes of the interview
8. Enthusiasm
9. How to end an interview

 You can find Sam Owens at https://www.samscareertalk.com/

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Merit recently left her company after things went downhill following a restructuring. She is happy with her new position but wants to avoid the same thing happening again.

 How do you avoid feeling like a cog in the wheel, especially in an industry with a lot of change? What can you do to stay off the chopping block?

 As a Customer Success Manager, what is the best way to deal with being the “punching bag” for angry customers on a daily basis? 

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Tessa dives into the art of navigating workplace conflict with Karin Hurt and David Dye, authors of "Powerful Phrases for Dealing with Workplace Conflict." They highlight the common pitfall of avoiding difficult conversations, which are crucial for personal and professional development. David and Karin provide a practical script for initiating these conversations and introduce the four dimensions of productive conflict: connection, clarity, curiosity, and commitment. They share impactful phrases, or "GOATs," that help start conversations within each dimension. From addressing a micromanager to discussing mental health challenges with an employer, they equip listeners with the tools to handle various workplace scenarios.

Karin Hurt and David Dye empower leaders to navigate uncertainty, spark innovation, and achieve remarkable outcomes. As CEO and President of Let's Grow Leaders, their practical tools and leadership programs leave a lasting impact. These award-winning authors have penned six books, including "Courageous Cultures" and "Powerful Phrases for Dealing With Workplace Conflict." Karin, a former Verizon Wireless executive and acclaimed leadership speaker, and David, a former executive and elected official, combine their expertise to guide organizations forward. Committed to social impact, they also champion the Winning Wells initiative, providing clean water to Cambodian communities.

You can find David and Karin at their website https://letsgrowleaders.com/

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Even the most dedicated employees can experience personal or familial trials that require their full attention. How do you take extended leave without losing your job?

 In this episode, Tessa shares her experience with choosing to take time off to be with a family member. She also shares an interview clip of her son, Zac. While struggling with mental health issues, Zac attempted to take his life. After surviving this event and a long road to recovery, Zac now has a message of hope for those in a similar situation. Below is a list of resources available to those needing to take time off for themselves, or to support a family member.  

1. EAPs (Employee Assistance Program)
2. Short and Long-Term Disability Acts
3. FMLA (Family and Medical Leave Act)
4. Flexible PTO

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What is the value of college education in today’s world? Is it worth the rapidly increasing cost of tuition? In this episode, Tessa interviews Karin Klein, the author of Rethinking College: A Guide to Thriving Without a Degree.  Karin shares her thoughts on the history and future of a college degree, who it benefits, and why young people are often unaware of alternative paths to success.

 Karin is an award-winning journalist and editorial writer for the Los Angeles Times.

You can find her

KarinKlein100@gmail.com

Rethinking College: A Guide to Thriving Without a Degree  

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Tessa speaks to fellow podcaster and career coach, Erica Sosna. Erica shares the keys to understanding your career choices and using that clarity to seek roles that maximize your potential. They discuss the following topics.

 How do you pitch yourself when you’ve had a non-linear career trajectory?

What should you focus on when applying to jobs?

How do you find your “thriving zone” when searching for a new role?

In storytelling, the "golden thread" is the core concept or theme that weaves through every element of the narrative, providing unity and purpose. It's what keeps the audience engaged and invested, guiding them through the twists and turns of the plot.  Similarly, when you're crafting your story for potential employers, your golden thread is your personal brand or unique value proposition. It's the consistent message you convey about your skills, experience, and goals, demonstrating how you align with the company's needs and values. Just as a strong golden thread creates a compelling story, a clear and concise personal brand helps you stand out from the crowd and land your dream job. It's about showcasing your strengths, highlighting your achievements, and demonstrating why you're the perfect fit for the role and the organization.

Erica Sosna is an author, TedExer, and cohost of The Career Equation Podcast. 

 You can find her at https://thecareerequation.com/ 

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Landon was let go from being a CFO and after much looking for jobs accepted the position of Senior Accountant. (A significant step down)

Is it possible that Landon just tanked his career/earning potential/and employment trajectory?

It's possible. But not if he follows the advice of The Job Doctor.

It might seem counterintuitive, but taking a lesser role after being a CFO can actually be a smart career move. It's all about perspective. Maybe you're prioritizing work-life balance or want to dive deep into a new area. This "step back" could be a strategic leap forward – think of it as a chance to explore a new industry or master a specific skill.

Don't let your CFO experience go to waste! Mentor your colleagues, sharing your financial wisdom. This keeps you sharp and establishes you as a leader, even without the title. Jump into projects that let you flex those strategic thinking muscles. Show everyone what you're capable of!

Networking is key, no matter where you are in your career. Stay connected with your old CFO crew, but also build relationships in your new role. A wider network means more opportunities.

Finally, be ready to explain your decision. Frame it positively – talk about your motivations and goals. And when you discuss your experience, highlight those transferable skills. You've got this!

Stepping back doesn't mean stepping down. With the right mindset and approach, it can be a powerful move for your career.

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Is Artificial Intelligence (AI) stealing jobs? Is it a friend or foe for job security? Tessa interviews founder and CEO of CMS Consultants, Cheryl Swirnow. They discuss how AI fits into today’s workplace and how to use it to your advantage. Other topics include job stacking, wellness washing, and how to interview your potential employer.

 You can find Cheryl Swirnow at https://www.cms-consultants.com/

Job stacking is the practice of working two or more full-time jobs simultaneously. It's become increasingly popular in the age of remote work, as it can be easier to juggle multiple roles when they don't require commuting or being physically present in an office.

Wellness washing is a term used to describe when a company appears to prioritize employee wellbeing, but in reality, their actions don't match their words. It's essentially a form of corporate hypocrisy where companies create a facade of caring about their employees' mental and physical health without truly investing in supportive programs or policies.

Interview your future employer
It's crucial to remember that a job interview is a two-way street. While the employer is evaluating your fit for the role, you should also be assessing if the company aligns with your career goals and values. Before the interview, research the company's culture, values, and recent news, and prepare thoughtful questions based on your priorities. During the interview, actively listen to their responses, paying attention to both their words and how they deliver them. If the interview is in-person, take note of the workplace environment and see if it feels collaborative and supportive. Don't hesitate to confidently ask your questions, weaving them naturally into the conversation to gain a deeper understanding of the company and the role.

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Ryan is a videographer and content creator that is struggling to meet his managers moving target. He wants to know how they can get on the same page, or maybe it’s time to move on?

How do you work with an inconsistent manager to create a scenario where you can win?

When high level changes in a company are causing you to feel unappreciated, is it time to leave?

In this episode, Tessa shares tips on working with managers that are constantly changing their priorities.

1.       Prioritize. Set 3 priorities based on your manager’s requests. Review these often with your manager to keep you both working towards the same goals.

2.       Meetings. Use meetings to talk about the future and save past information for emails. This helps managers stay engaged.

The Unspoken Truths of Career Success:

Chapter 7: Getting Comfortable with Conflict - GAP Model for Conflict Resolution

Communication in Conflict Worksheet

https://www.jobdoctortessa.com/communicating-conflict

 Link Directly to Free Materials

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