PWCC Blog - Career

Doing What You Love

Administrator Account — Tue, 13 Dec 2011 15:58:00 -3660

I am a huge believer in the saying “do what you love and the money will come." Being a creative person, sitting behind a desk all day was just not for me. I did try out the corporate world for a few years but always knew that it never felt right. I have been doing graphic design for about 12 years now on my own and I can now say that there is nothing about my work that I don’t enjoy. As a hobby, I started baking for friends and found that this would also be my calling. I always put my own spin on recipes and eventually started to get a feel on formulating ingredients for just the right texture and taste. I tried out cupcakes for a while with rave reviews, but quickly became bored with seeing them EVERYWHERE. This is when the "cake bite" was born! I then became addicted, and had to give away the cake bites I would make to avoid eating it all!

I knew that I was on to something when my friends and family would start to request them on a regular basis. One friend in particular said to me, “You should sell these.” That is when I made the decision to do just that! I do have the added bonus of being able to do the entire design and marketing myself, so it was a natural process to design the logo, business cards, and website.

I then realized that I could not cater the cake bites without a commercial kitchen; so baking out of my home was not an option. This is where talking to people about what you are doing is key! I happen to also enjoy organizing events, so I contacted Sopo Lounge here in Chicago to use their venue for a Holiday Bazaar that I am organizing. I mentioned briefly that I bake as well, and the owner told me that they were revamping their menu and were looking for a new dessert item. He told me that the cake bites would be perfect, and I said well that would be perfect because I need a commercial kitchen! Literally overnight I now had all the pieces in place to start selling.

It might sound hooky, but during this entire process I had constructed vision boards and mentally concentrated on my goals. Being aware of opportunities and listening to others was a huge component on making Cake Bite Girl happen. The next step will be online ordering, which will be happening soon after the New Year! See cake bite girl at www.cakebitegirl.com

Submitted by Jamie Arlin, Jamie Lynn Designs/Cake Bite Girl, 847-452-9956, info@cakebitegirl.com

Maribeth Kuzmeski’s Inspiring Presentation at October Luncheon

Administrator Account — Mon, 17 Oct 2011 15:17:00 -3660

I've heard a lot of presentations over the years, although not many have struck me as so relevant as Maribeth Kuzmeski's "The Connectors" presentation at the Oct. 12 PWCC luncheon.

What Joe Scarborough Doesn’t Know About the PWCC

Administrator Account — Fri, 03 Jun 2011 15:29:00 -3660

Yesterday I attended a book signing for Mika Brzezinski’s latest opus - “Knowing Your Own Value.” The book is primarily about her struggles at MSNBC to get paid what she’s worth despite being a woman. As most of you no doubt already know, Mika is the co-host with former Florida Congressman Joe Scarborough of a TV news show called “Morning Joe.” What you may not realize is the Joe has been Mika’s strongest advocate and mentor throughout their partnership. All that is well and good. And I along with all of the other attendees of the luncheon thoroughly enjoyed watching the two of them work together. But during the course of their presentation, Joe Scarborough made a comment that was rather unsettling. He said that while men will mentor other men, women don’t seem to do the same for their female colleagues. What’s more, Mika seemed to agree with him.

The implication was that women by their very nature not only undermine their own success (one of the main themes of Mika’s book) but feel no sense of obligation to help other women when they can. Yet, as Mika pointed out during her talk, women are so intent on helping others, they deliberately overlook chances to help themselves. Given this observation, the claim that women are unwilling to help mentor other women really doesn’t make sense. I think what Joe Scarborough missed is that women mentor other women (and men) all the time but, unlike men, they don’t compartmentalize these activities. Rather, they advise, suggest, offer to make connections, and show concern for people as part of everything they do. Certainly anyone attending a PWCC luncheon has been a participant and beneficiary of this kind of interaction.

PWCC now offers a formal mentoring program that pairs women seeking mentors in their field with other members who can fill this role. We’ve just celebrated the end of the roll out of this program and it has proven a very positive experience for all concerned. Aside from the opportunity to develop closer relationships within the group, the mentoring program also offers both mentee and mentor a unique chance for personal growth as well as professional contacts. Hopefully, more members will take advantage of this special PWCC benefit in the fall. Maybe we could even invite “Morning Joe” back to demonstrate that women do indeed have just as much talent for mentoring their peers as the “old boy” network does.

Wendy Lalli coaches professionals in transition or who want to advance their careers in their current jobs and writes articles, features, and columns for professional journals and newspapers including the Chicago Tribune and the Chicago Sun Times network. She also has written career advice columns for several Web sites such as www.what collegeforgot.com and gives seminars for associations, colleges, and libraries throughout Chicago. Learn more about Wendy at http://www.wendylallicoach.com.

Tips and Tricks when using Social Media

Administrator Account — Mon, 16 May 2011 14:31:00 -3660

The social media jungle can be difficult to navigate through. You have Facebook, Twitter, and Linked In as your heavy hitters with hundreds of other options for every type of activity. These three particular social media sites are amazingly powerful, as these three portals are literally connected to every brand, group, business, celebrity, and even television network. You can reach literally the entire world with one sentence. Best of all it is free!

There are a few things to remember when you are using social media sites for your business. Once you have a rhythm down for how you advertise yourself, product, or service it is easy to keep it going.

Don’t post anything you don’t want the whole world to see.

This seems pretty basic, but with the ability to tag individuals in photos puts a face with name. You never know what a potential client or employer is going to see if you are not aware of the photographs you are in. These days, employers can search for your name on Google, and before you know it your night out with the girls is right in front of the CEO. You can’t control everything on the Internet, but you can control what you post yourself. If you do have photos that you prefer that everybody doesn’t see, kindly tell your friends to ask permission before tagging.

Use Twitter wisely

You only get 140 characters to tell the world about what you are doing. That being said, you don’t need to tell everyone that you are going to the store or eating a sandwich. I was just watching the news this morning and Ashton Kutcher tweeted a riddle that meant that he would be taking Charlie Sheen’s spot on the TV show "Two and a Half Men." This was on the NEWS. That is how powerful Twitter is. If you are tweeting a web site, you can shorten your web address at http://tinyurl.com/. Simply enter your address and it will make it tiny. This is a great way to save character space and make sure your tweet is as powerful as it can be.

Keep it business only

If you own your own business that is more in the social sphere, it is important to not keep things too personal. It is totally fine to post personal photos or things that you are interested in, just remember that it is possible that anyone can see these posts. Since I am in the wedding and design business, I treat Facebook, Twitter, and Linked In as another avenue to reach current and potential clients. Keeping it neutral has been what has worked for me. If you don’t want to worry about how you will come across, just be sure that you have a separate Facebook page or Twitter account that is not connected to your business profile.

The Internet is one of the most powerful tools we have, and used to it’s full potential can lead to much success. Happy social networking!

Jamie Arlin is a graphic designer specializing in custom wedding invitations, stationery, print and web design. In addition to designing, she enjoys networking and helping others build connections. She can be reached at jamie@jamielynndesigns.com.

Open Doors for Yourself to Take the Lead in Your Career

Administrator Account — Wed, 27 Apr 2011 14:34:00 -3660

I came into the workforce in the 1960’s and took a great deal of pride in being a feminist. But I thought that the fuss over a man’s holding a door open for a woman or helping her into a car was much ado over nothing. Oh - I supported the concept of equal pay for equal work, sharing housework with whomever you lived with - male or female, and even splitting the tab on a date. But when women would fume because a man had held a door open for them - well, I found that kind of silly. After all, I thought, the poor fellow was just being polite.

What I didn’t get then is whoever opens the door determines who can pass through it - or not. But when you open a door for yourself, you control your forward movement. Like I said, I didn’t get it then, but I certainly do now.

Today young people would probably find that the topics that caused such heated discussions in the 60’s - who pays on a date, can a woman ask a man out and, yes, should a man open a door for a woman, are non-issues. Yet women, especially those who are just starting their careers, still face some serious challenges when it comes to controlling their own destinies. Just consider these statistics - women still make only seventy-seven cents for every dollar a man earns in the same job. And although hiring has increased during the last year, ninety percent of all new jobs have been filled by men and only ten percent by women. What’s more, employers claim to favor men over women because men have to support families. Shades of the fifties! Calling Betty Friedan!

Women graduating from college now look forward to putting their education to use in fulfilling, lifelong careers. Many no doubt expect to get married, but not as an alternative to pursuing a full time position in the workforce. Even if they leave work for a few years to raise a family, most intend to return after their children are enrolled in school. Yet if their chances of getting a job are one tenth those of a man, women need to proactively open doors for themselves in every way they can.

Fortunately, there are lots of helpful options that they can use to do this. One of these is membership in organizations like the Professional Women’s Club of Chicago. PWCC allows ambitious, proactive women to connect with others in a wide range of professions while learning from the excellent speakers who present at our luncheons. And recently, PWCC initiated an innovative program matching young professionals seeking a mentor with appropriate senior members who can help them further their careers.

Still another empowering opportunity professional women of all ages can take immediate advantage of is the 2011 Women’s Leadership Conference. Hosted by the School of Continuing & Professional Studies at Loyola University Chicago on Friday, May 20, the conference offers attendees the chance to expand their networks, inform themselves on important aspects of career development, and draw inspiration from an unusually impressive roster of speakers.

The keynote address will be given by Susan Sher, JD, former Chief of Staff for First Lady Michelle Obama, followed by a panel discussion on leadership. Attendees may also choose from seminars on social media, entrepreneurship, image building, and navigating career transitions. The facilitators of these seminars represent the movers and shakers of such organizations as Sears Holding Company and the John G. Shedd Aquarium. All of these presentations are of interest to those trying to build a rewarding career in the current challenging economic environment.

For more information or to reserve your place at this very special event, click here http://bit.ly/geUShr. You may find that the 2011 Women’s Leadership Conference is the key you’ve been looking for to open the door to a brighter future.

Wendy Lalli coaches professionals in transition or who want to advance their careers in their current jobs and writes articles, features, and columns for professional journals and newspapers including the Chicago Tribune and the Chicago Sun Times network. A member of the PWCC Communications Committee, she’s a frequent contributor to this blog and gives seminars for associations, colleges, and libraries throughout Chicago. Learn more about Wendy at www.wendylallicoach.com.

Your Career Management Team

Administrator Account — Mon, 25 Apr 2011 14:00:00 -3660

Why is that we use teams for so many things in our lives? We have a financial team to manager our money and a medical team for our health care. Our kids are on soccer, football, baseball, basketball, or swim teams. Chances are, we work with a team of people for various projects at work or church. Yet, when it comes to managing our careers, we usually don’t give much thought to putting a team together.

I work with many clients who are going through a career transition without a team. They tell me how lonely and isolating the experience is—how they feel directionless and unfocused. They also feel very overwhelmed.

Unless you are extremely disciplined, the lack of structure and ideas from others can also sideline you in short order. Play the game solo is boring. Growing professionally and personally is fun, though, when you work with a team of people you trust. I was very lucky to have a mentor early in my career who helped me understand what a team approach looked like and how it can be successful. She encouraged me to surround myself with colleagues who were good at things I wasn’t.

Today, my team includes a financial professional, a business coach, a marketing expert, and an IT professional. These are colleagues that I trust and talk to frequently as I grow my personal branding business. The help me stay on track and keep me focused on my goal. If you don't have a team, I urge you to consider forming one. You won't be sorry!

Jan Marino is President of High Gain Companies, Inc. which provides career management and personal branding services. Her latest book "Take Back Your Career - How to Play Today's Career Game" will be available in May, 2011.

Networking Tips

Administrator Account — Fri, 11 Mar 2011 17:41:00 -3660

At the March luncheon featuring Kristin Steede from Biggest Loser fame, we started the lunch, as always, with introductions around the table. Julie Apointe did a great job facilitating our table discussion and asked us to offer our best networking tips. Here is the round up from our table with a few of my own thrown in:

Be genuine

Give first and it will come back to you

Ask for what you want

Follow up, follow up, follow up

Don't get complacent. No matter where you are in your career, keep networking.

Get out there - out of your comfort zone to network. Go with a friend if it works better for you.

Get to know a network broker, or someone who works among many networks.

Always have your business cards with you.

Be willing to collaborate and affiliate.

Keep your LinkedIn profile updated and make connections there.

Join PWCC and volunteer on a committee - ok shameless plug but this is their blog!!

What are your networking tips?

Barbara Talisman, Vice President, Pursuant Ketchum has been a member of PWCC since 2007. She consults with nonprofit organizations in the areas of fund development and communications. She is an avid broker between her many networks. Barbara.Talisman@pursuantgroup.com

It Isn’t Just About Money

Administrator Account — Thu, 10 Feb 2011 17:40:00 -3660

I confess. I was over 50 years old before I learned to negotiate for my salary. Even now, as a consultant I frequently settle for an hourly rate that’s less than I deserve. Why do I do it? Oh, for far too many wrong reasons starting with the old but all too true explanation, “I just wasn’t brought up that way.”

Well, things are going to change. Maybe I’ve been inspired by the story of Lilly Ledbetter or watched Julia Roberts as Erin Brockovich one too many times, but I’ve decided that what people pay me isn’t just about money – it’s about respect. Their respect for me and my respect for myself.

Women, in case you haven’t heard, are paid $.77 to every dollar earned by a man doing the same job. Of course, this has been going on for centuries so I guess we should all be used to it by now. But you know what? I’m NOT!!! Consider this – a study shows that over the course of their careers, women who consistently negotiate for salaries earned over a $1,000,000 more than women who didn’t negotiate.

ONE MILLION DOLLARS! That’s not just about money. That’s about personal power, independence, and security. And all we have to do is ASK for it!

Yet we don’t. We’re so grateful to be interviewed – let alone hired – it doesn’t even occur to many of us to say, “Can I think about this?” And then, after taking at least 24 hours to consider our options, say “I’m very grateful for your offer but given my experience I think it should be several thousand dollars higher. What can you do for me?” This is what men do as a matter of course. In fact, it’s what the hiring manager expects you to do. So if you take this step you’ll just be meeting his or her expectations of how a professional behaves. But when you don’t negotiate they may start wondering if they made the best choice after all. It isn’t just about money. It’s about being a professional in every aspect of your career.

Please remember, your starting salary from your very first job influences what you’ll be paid for the rest of your life. Think about it. Your past salary is used by employers to determine how much they should offer you to take a new position. If you tell a hiring manager that your last job paid far less than the one you’re interviewing for, they’ll probably offer you less than they would another applicant. What’s more, the fact that your previous employer paid you so little, might knock you out of consideration all together. It isn’t just about money. It’s about how much your work is valued.

Your bonuses, raises, future salary with other companies, social security, pension payments – even unemployment – are all dependent on how much your pay check is right now. It isn’t just about money. It’s about your income for the rest of your life.

That’s why I’m joining the Rally for Equal Pay on April 12, 2011 at Daley Plaza (Clark and Washington Streets) from Noon to 1 PM. I want to add my voice and support to working women around the world who know that equal pay for equal work isn’t just about money. It’s about equal rights for everyone – including us! See you there!

Wendy Lalli coaches professionals in transition or who want to advance their careers in their current jobs and writes articles, features, and columns for professional journals and newspapers including the Chicago Tribune and the Chicago Sun Times network. A member of the PWCC Communications Committee, she’s a frequent contributor to this blog and gives seminars for associations, colleges, and libraries throughout Chicago. Learn more about Wendy at www.wendylallicoach.com.

Are You Paid as Much as a Man? If Not, Here’s What You Can Do About It

Administrator Account — Tue, 25 Jan 2011 22:44:00 -3660

Do you make as much as the men you work with? How do you know? According to the Illinois Department of Labor, women are paid about 77 cents for every dollar a man makes doing the same or equivalent work. How does that grab you?

If it makes you want to raise your fist in the air in a Rosie the Riveter salute here’s two facts you ought to know:

Employers are not required to tell you what your peers are making.
You can be FIRED for asking a colleague what they’re being paid.

So how can you make sure you get what you deserve for your efforts – or, at least being paid as much as a man who does the same job? Here’s how:

1. Be Your Own Advocate. Find out what the appropriate wage is for your particular job and do your best to negotiate salary during the interview process or at review time. Be prepared to discuss your personal and professional strengths, your relevant experience and the success you have achieved both for yourself and your employers. Do NOT say you’ll claim discrimination if they don’t give you a raise. But do make it clear that you know your worth.

2. Become an Advocate for Others. Mentor younger or less experienced women and support them in the workplace. The more women allies you have, the more clout you all have in any given situation. (In fact, that’s one of the benefits of joining PWCC.)

3. Vote, Volunteer, and Contribute to Candidates who Support Equal Pay. Believe it or not, your vote – and your voice – count. Even a guy who talks about his wife as “the little woman” may be persuaded to vote for equal pay IF it’ll get them your vote.

4. Tell a Woman - In fact, tell EVERY woman you know - relatives, friends, and co-workers - about the wage gap. For that matter, tell all the men you know. Heck, tell total strangers if they seem interested! But speak up about the issue because the more visible it is, the more people are aware of it, the quicker changes will be made.

5. Join the Rally on Equal Pay Day, April 12^th at Noon, in the Daley Center Plaza.

Women Employed (www.Womenemployed.org), the Illinois Federation of Business and Professional Women (IFBPW) (www.bpw-il.org), the American Association of University Women (AAUW) (www.aauw.org) and others are sponsoring this event as part of an international effort. Women’s groups around the world will be demonstrating at the same time to support equal pay for equal work.

So put this date on your calendar now! There’ll be terrific speakers discussing the wage gap and what you can do about it. And the chance to mix, mingle, and exchange business cards with pro-active professional women who support the cause.

But remember, we need a lot of high heels on the ground to make it clear we’re a force to be reckoned with. So please tell all your friends and co-workers and join us for this very special event. For more information contact: Barb Yong, attorney at Golan & Christie LLP at

(312) 696-2034 or Blyong@golanchristie.com.

______________________________________

Barbara Yong has been an attorney for over 25 years and is a partner at Golan & Christie LLP (www.golanchristie.com) where she practices in the areas of bankruptcy and commercial litigation. A powerful advocate for women’s rights generally and for equal pay specifically, Barbara is a frequent speaker on the topic of The Wage Gap: Does it Exist and What Can we Do About It. She is a founding member of the Illinois Women Are Getting Even (WAGE ) Hub (www.WAGEProject.org) which coordinates the activities of the WAGE project in Illinois. A recent PWCC member, she belongs to AAUW (www.AAUW.org), LWV-IL (www.lwvil.org) and IFBPW (www.bpw-il.org) of which she is a Past State President. She is also a director of the Turnaround Management Association (TMA) (www.tmachicagomidwest.org) and a member of several bar associations.

The Inside Dope on Great Hires

Administrator Account — Mon, 17 Jan 2011 15:11:00 -3660

I recently read an article about a trend that recruiter friends had already warned me about. I’m referring to the policy of some hiring managers to consider hiring only those job applicants who are currently employed.

According to the article, these managers reason (if you can call it that) that people who don’t have jobs lost them because they weren’t good at them. I guess the whole worldwide recession thing went right pass these folks. So did the fact that technology has completely changed how work gets done today.

For example, there are now whole factories staffed only by robots. These plants have no need for human workers on the floor OR as middle management supervisors and recruiters. If this trend continues, and there’s no reason to suppose it won’t, the managers I’ve described above could shortly be unemployed themselves.

But putting aside the nightmare of robots replacing us all for a moment – let’s just consider the total wackiness of not hiring people unless they already have a job. Why is this a bad idea?

First, it’s not only against the law since it is highly discriminatory, it severely limits your hiring choices. People who are working at other companies and doing well DON’T READ JOB POSTINGS!! Of course, they can be recruited away from their current positions (hence the descriptive nickname for recruiters as “head hunters.”) But when you hire someone away from a job they don’t necessarily want to leave, you have to make certain concessions.

For example, it’s a given you’ll pay these new hires more than they’re making now - a LOT more. They’ll also expect you to match their current employee benefits. We’re talking medical, dental, life insurance, reimbursement for education expenses, and so on. They may ask for the same paid vacation time they had accrued at their old company from the first day they come to work for you. If not, they could demand the option to take an additional week or two off as unpaid leave. (Not to worry though, the sign-in bonus you give them on their first day will no doubt cover this lost income!)

What else will they expect? A BETTER JOB!!!! As in a higher title and more responsibility than they had before. They’ll also be looking for a work space that measures up or exceeds the one they’re leaving. And don’t forget assignments that are at least as challenging and interesting as the job they’re giving up.

Okay. Let’s say you give them a raise, a promotion, a great office and a week’s more paid vacation than you normally grant to new employees. They’ll be happy right? Don’t bet on it. You came after them remember? In their eyes, hearts, and minds, all of these concessions are “OWED” to them. So don’t expect their gratitude, let alone enthusiastic appreciation.

And just suppose this wunderkind you hired turns out to be what is sometimes called “a complete a—hole.” What then? You can fire them, of course, hopefully before the rest of your staff starts resigning. But you’ll be out the recruiter’s fee. And that’s just for starters. The cost of replacing a hire who doesn’t stay at least a year is estimated to be one and half times their annual salary. So congrats Bub! You just cost the company a bunch of bucks, upset your other employees, and have to start all over again to fill your empty spot. Never mind. At least you didn’t waste your time interviewing any unemployed “losers.”

But suppose for a moment that you had been more open about interviewing those who are currently unemployed. Let’s say one of these candidates was actually over-qualified for the position you had to fill but still submitted a resume. For the sake of this discussion, let’s imagine that they had been out of work for nine months and contacted you through a mutual networking contact. How might such a hire go?

Even if this candidate had commanded a higher salary in the past, it’s highly likely they’re willing to take less money now. After all, they probably knew approximately what the job paid when they sent in their resume. If not, the subject surely came up during the interview process, so they’ve had time to adjust their expectations. Nor will they expect to top their last job in terms of title and responsibilities. Instead, they’ll see this position as a chance to prove their worth as they move up the ladder. And if your benefit package is less impressive than your competitors, a person in transition will appreciate what you do have, instead of complaining about what you don’t. Vacation time is also unlikely to be a matter of debate. Their focus is on getting in the office, not out of it.

Yeah, but what about their attitude you ask? After all, the job maybe less interesting and pay less money than they’ve made before. Perhaps they’ll even be reporting to someone who is younger and less experienced. Won’t they be resentful? Angry? Unwilling to learn new ways? Maybe. But it’s far more likely they’ll look at this as a golden opportunity to restart their career. I’ll bet they’ll be the first one in and the last one out of the office every day. I also wouldn’t be surprised if they’re the first to volunteer when extra work has to be done. Then too, since they’ve networked in, you can check their references before you even meet them by talking to the people you have in common. And hiring them represents an immediate savings since no recruiter fee is involved.

Here’s another major plus. Senior candidates have the kind of wisdom you can only acquire on the job. If they’re willing to share this knowledge, younger managers will benefit. In addition, your new hire is more likely to pro-actively find more efficient ways to work than younger employees. Why? Because they’re experienced enough to know that’s how you succeed in your career. Not so surprisingly, hiring such employees is how companies succeed too.

The secret to recruiting great people is to hire candidates who know more than you do. And because this recession has created a talent fire sale, you can get incredible employees for bargain basement salaries. So hire the BEST person for the job – whatever their current employment status. It’s the surest way to stay employed yourself.