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Three Techniques to Take Back Control of Your Job

Self-motivation in the workplace is hard. It takes knowing yourself: your strengths and weaknesses, desires and character. Then, you have to turn that awareness into action. It takes discipline to be a self-leader. If you find yourself getting off track, a self assessment might be necessary. Ask yourself these three questions to help realign yourself with the job at hand. What Do I Want From My Job? It is important to know what you are hoping to get out of your job. Maybe you are looking for good working conditions, interesting work and promotion to a leadership position. Remember that not everyone has the same desires. Communicate with your supervisor. Tell them what you want from your job. If your immediate manager is unwilling to help, try to think of other people that might provide assistance in achieving your goals. Take control of the outcome. Now that you know what you want, focus on what it takes to get there. Do I Have Assumed Constraints? Sometimes our work environment creates constraints and sometimes we do. It is easy to become complacent. If you do the same thing over and over with the same result, you can become dejected. Don’t let these assumed constraints hold you back. Try something new. Think outside the box. Sometimes a new perspective is all you need to get past a plateau. Don’t let you be the thing that is holding you back. Am I Being a Leader in My One on One Meetings? Come to one on one meetings prepared to lead. Have an agenda prepared in advance with discussion points already laid out. Show up prepared with recommendations and solutions to problems. Take control of the meeting by leading the conversation. Don’t be content with letting the other person constantly talk over you. On the other hand, taking control and being prepared don’t mean you have to monopolize the conference. Direct the meeting in a professional manner. Listen to your colleague and respond accordingly. Having a conversation where you make your presence known without bulldozing the other person goes a long way in directing your career path without burning bridges along the way. Follow this guide to regain control of the reins. Once you know what you want and can see places you are holding yourself back, it is easier to approach each day and each circumstance with confidence and poise. Leadership requires balance in pursuing your goals. Make people want to follow you on this new path to a more successful you.

Five Steps to Qualify for a Job Interview

There is no doubt that interviewing for a job is a stressful experience. It can feel like you are being judged, and, in a way, you are. Remember that your interviewer is a person too. Most hiring managers are looking for a qualified employee who can be trusted to do the job well. Stand strong behind your qualifications, and present yourself in a confident and trustworthy manner. There are some basics of interviewing that will help you build that trust in an interview. Proofread Your Resume There is no excuse for spelling errors or grammatical mistakes in your resume. Take the time to thoroughly proofread it before sending it to prospective employers. Careless mistakes on a resume reflect poorly on your attention to detail and cast doubt on your work quality. Go beyond spellcheck and grammar check on your word processor. Take the time to read your resume out loud. Have another person review it; they are more likely to catch mistakes you have looked over. Take advantage of tools like grammarly.com, and start out on the right foot. Research the Company Do your research. There is a lot to be said for a candidate that cares enough to know the company he or she is interviewing for. Scan over the LinkedIn profiles of your interviews. This simple step goes a long way to build trust. Educating yourself on an organization also gives you the confidence to answer questions in a way that relates back to the company and its goals and objectives. Be Humbly Confident You are there to show off your expertise, but do it in a gregarious and professional fashion. Assuming you know more than your interviewer and bashing them over the head with your knowledge will get you nowhere. Focus on using “we” language instead of “me” language. Tell about your group projects and collaborating with team members. Give credit where credit is due. Be Honest and Transparent Be honest about your skills. Do not be able to shine a little light on your weaknesses as well as your strengths. A certain level of vulnerability comes across as genuine and authentic. But don’t be afraid to explain how the awareness of weaknesses has actually strengthened you. Send a Thank You Note Thank you notes are not a thing of the past. Follow-up quickly with an electronic note. It doesn’t hurt to send a handwritten note soon after as well. This solidifies you in your interviewer’s mind and shows you truly care. This gesture goes a long way in this fast paced world. These trust-boosting behaviors will leave your prospective employer confident in your abilities. Enter your next interview with your head held high because you have followed these simple tips.

How Do You Find The Right Agent For The Right Job?

In the corporate world, we often hear the terminology “he/she is a great fit for this position” or “he/she was just not the right fit for the job”. Finding employees who are a good fit for a certain position is critical to the over-all success of any business. The same holds true among Call Center Agents. People unfamiliar with how call centers work often assume that agents are hired simply to fill seats and receive incoming calls from customers looking to purchase products or sign up for a certain service. However, there’s more to it than that. Let me explain. Companies will hire a call center to help them with various aspects of their daily operations. Sometimes those operations can be for receiving inbound calls and sometimes call centers will oversee outbound calls, which can often be of a sales nature. Each of these functions are important, but each require a specific skill set in order for the campaign to be a success. So, how does a call center manager ensure that he or she is putting the right agent into the right job? Here are three aspects that, I believe, are helpful in correctly staffing your call center to meet the specific needs. Key Competencies: First, determine what the specific task requires. Is the task of a sales nature? Will the agent be contacting current customers in an effort to “upsell them” to a larger cable package for example? The key competency this agent must have is the ability to convince the customer that they will benefit by investing in the larger package that offers more. If the task requires more customer service, different key competencies are needed. Are they a good listener, do they have a solid product knowledge to be able to direct the customer to the product or service that’s best for them? Taking the time to ask the questions of what is needed for the campaign will enable the call center manager to place the right people in the right job. Personality type: Personality is something that is unique to each one of us. Finding the right combination and fit for each campaign is something that has to be done by the contact center manager. Some individuals are very people oriented while others are more numbers oriented. Obviously, a people oriented agent will be more successful in a customer service or sales role than a numbers oriented agent. Determining an agent’s personality type is a critical first step in the hiring process as well as the process of assembling the best team for the campaign. Motivational Fit: Personal motivators vary from one person to another but they tend to fall into the general categories of Personal Interest, Job fit and Culture fit. Personal Interest, does the agent seem genuinely interested in the job and what it offers? Job fit, what are the person’s competencies and where will they fit best? And finally, Culture fit, does the culture and values of the company meet the priorities of the agent being hired for a particular campaign. In my years of working in the call center industry, I’ve found that taking the time to look at these three aspects when staffing for a particular client, go a long way in the over-all success of the campaign. Having the right people in the right place at the right time means success EVERY time! Source : LinkedIn

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