How To Achieve Early Career Success

“By 2025, experts predict that Millennials and Generation Z will make up the majority of the world’s workforce. They are two of the most populous generations on earth, and they’re going to have to navigate a work world full of unprecedented challenges,” explains Mark Zides, author of the new book, The #PACE Process For Early Career Success.

He adds, “The career landscape is rockier than ever, and navigating it takes more than just a résumé to find a perfect job. The #PACE Process for Early Career Success book is designed to help readers unlock the mindset, traits, and techniques needed to Plan, Apply for, Commit to, and Explore an ideal career path.”

“Whether you plan to enter the corporate world, join a startup, or start your own business, you will learn how to:

build a network
master interviewing skills
leverage your personal brand
move on to your next opportunity when the timing is right

Leveraging more than twenty years of experience as an entrepreneur, businessperson, and CEO, Zides teaches young adults the skills they need to get their feet in the door, climb the ladder, and not stop achieving until they find success. His playbook, guide and techniques incorporate real life examples, research, and a little tough love.

Among the especially helpful sections in the book is the one on how to effectively interview via Zoom and similar video conferencing platforms, and also the section on creating a 90-day plan to ensure success in your new job.

Mark Zides

Question: What special elements and approaches did you incorporate into the book to appeal to early career professionals?

Zides: First, I don't believe in sugar coating anything, so there is definitely a tough love approach taken in, The #PACE Process for Early Career Success. What I've seen is that Millennials and Generation Z have been coddled and it's done them a disservice. I am part of the parental group that contributed to the way the younger generations behave and I believe the message in my book helps raise awareness and self-exploration, calling attention to the characteristics and traits that need to be developed moving forward.

I deeply emphasize the importance of grit, charisma, perseverance, and emotional agility. If you focus on developing these skills, they will not only lead to success in your career, but in life. I believe in diving in, staying focused, and getting the job done, all while learning and growing in a position.

Most of the approaches include an increase in communication, a positive and productive mindset, and following up on what you started. The #PACE process works not only for Millennials and Gen-Zers, but also for anyone looking to make a change in their professional career. The approach is about taking chances and getting outside of your comfort zone to accomplish great things.

Thank you to the book’s publisher for sending me an advance copy of the book.

Comments

Leading With GRIT

Feelings of being stuck, overwhelmed and frustrated plague too many of our workplaces says Laurie Sudbrink , author of the new book, Leading With GRIT . So, drawing on her over 20 years of coaching a wide range of organizations, colleges and Fortune 500 companies, Sudbrink provides in her book a road map to improve individual and organizational health . That road map includes teaching readers the principles of GRIT : Generosity Respect Integrity Truth Laurie Sudbrink "It is not only the concepts of GRIT, but how they are combined, that make them so effective," shares Sudbrink. Divided into three parts, Part I of the book is geared toward the individual, and is foundational to your success as a leader. Part II focuses on communicating with GRIT -- making communication easier, more enjoyable and more productive. Part III is how, in our role as leaders, we apply and sustain GRIT in the workplace, creating systems that help keep everyone on track....

Nelson Mandela Leadership Quotes

Here are my favorite Nelson Mandela leadership quotes: "Lead from the back--and let others believe they are in front." "The greatest glory in living lies not in never failing, but in rising every time we fall." "It always seems impossible until it's done." "I like friends who have independent minds because they tend to make you see problems from all angles." "I've learned that courage was not the absence of fear, but the triumph over it. The brave man is not he who does not feel afraid, but he who conquers that fear." "Do not judge me by my successes, judge me by how many times I fell down and got back up again."

Use TIPS When Providing Feedback

Eric Harvey and Al Lucia wrote a booklet called, 144 Ways To Walk The Talk . They provide the following great advice about giving feedback: 1. Make it timely -- give your feedback as soon as possible to the performance. 2. Make it individualized -- tailor your feedback to the feedback receiver. 3. Make it productive -- focus your feedback on the performance and not the performer . 4. Make is specific -- pinpoint for the receiver observable actions and behaviors.

The 6 Questions Marshall Goldsmith Recommends You Ask Your Emplolyees

As explained in John Baldoni's, book, Lead With Purpose , Marshall Goldsmith suggests all leaders make it a habit to regularly ask their employees these six questions : Where do you think we should be going? Where do you think you and your part of the business should be going? What do you think you're doing well? If you were the leader, what ideas would you have for you? How can I help? What suggestions or ideas do you have for me?

How To Lead With Deep Purpose

Having conducted extensive field research, Ranjay Gulati , author of the book, Deep Purpose , The Heart and Soul of High-Performance Companies , reveals the fatal mistakes leaders unwittingly make when attempting to implement a reason for being. “My interviews with well over 200 executives across 18 firms revealed the secrets of these companies—not the usual facile frameworks, but new ways of thinking about business that allow leaders and companies to operate with heightened passion, urgency, and clarity,” shares Gulati. “I call this, deep purpose .” Furthermore, Gulati explains that most leaders think of purpose functionally or instrumentally, regarding it as a tool they can wield. On the other hand, deep purpose leaders think of it as something more fundamental; an existential statement that expresses the firm’s very reason for being. These leaders project it faithfully out onto the world. “Rethinking the nature of purpose should prompt you in turn to re-imagine ...

How To Use Improv In Business

"It is a driving passion of mine to get people to understand that improv skills can be effectively translated into the business world with powerful results," says Bob Kulhan , veteran improv performer, university professor, and author of the fascinating book, Getting To "Yes And": The Art of Business Improv . And, "Nope, improv isn't just making stuff up," explains Kulhan. "Preparation and awareness are critical to successful improvisation." He further explains that improvisation takes technique, training, practice, thoughtfulness and intelligence. "Improvisation at its most effective is a deliberate strategy that draws on intelligence in concert with instinct. And, in business, improvisation thrives at the pivotal intersection where planning and strategy meet execution." Kulhan, who was trained in improv by notables including Amy Poehler and Tina Fey , also teaches you in his book the powerful difference between "Yes, an...

How To Demonstrate Your Leadership Credibility

Demonstrate your leadership credibility by: Practicing what you preach. Walking the talk. Ensuring your actions are consistent with your words. Putting money where your mouth is. Following through on your promises. Doing what you say you will do. Good, quick tips from the book. The Leadership Challenge . Thank you to the book’s publisher for sending me a copy of the book.

How To Lead With Purpose

“Purpose is the why behind everything within an organization,” says author John Baldoni, of the book, Lead With Purpose . Baldoni also believes that it is up to leaders to make certain that organizational purpose is understood and acted upon. And, to harness the talents of their employees, leaders must recognize their responsibility to instill purpose in the workplace. Other recommendations include: Make purpose a central focus Instill purpose in others Make employees comfortable with ambiguity Turn good intentions into great results Make it safe to fail (as well as prevail) Develop the next generation According to Baldoni, purpose forms the backbone of what an organization exists to do; upon which you can build vision and mission. To define an organization’s purpose, you must ask three questions: 1. What is our vision — that is, what do we want to become? 2. What is our mission — that is, what do we do now? 3...

How To Talk About Poor Performance With An Employee

As a leader, the time will come when you will have to speak with an employee about his or her poor performance. Perhaps that time is now as you conduct year-end performance reviews. So, here are six steps that will guide you through that process : 1. Tell him what performance is in need of change and be specific. 2. Tell him how his actions negatively affect the team. 3. Let the discussion sink in. 4. Set expectations of performance improvement and timeframe, and get his agreement on the desired outcome. 5. Remind him that he is a valuable part of the team and that you have confidence his performance will improve. 6. Don't rehash the discussion later. You made your point. Give him time to make his improvement.

How To Enable Your Employees

" Frustration in the workplace is a silent killer," claim authors Mark Royal and Tom Agnew in their terrific book, The Enemy of Engagement . Further, "in an organizational context, frustration is not as simple as failing to get something you want. Rather, it involves the inability to succeed in your role due to organizational barriers or the inability to bring the bulk of your individual talents, skills, and abilities to your job." Royal and Agnew further explain that a staggering number of highly motivated, engaged, and loyal employees quit trying--or quit, period---because they feel frustrated . And what's causing all that frustration? It's lack of enablement . According to Royal and Agnew, as employees grow in experience in their roles, they begin to focus less on learning the ropes and more on achieving desired results. In the process, they are increasingly confronted with enablement constraints that...

Eric Jacobson On Management And Leadership

Search This Blog